Amy Gibson's Linkedin Analytics

72% of employees say they want more feedback. But 95% of leaders struggle to deliver it effectively. Why? Because there's a world of difference  between feedback that builds up and feedback that deflates. When feedback feels like judgment: Trust breaks. Growth stalls. Good people pull away. But when it feels like support, teams can truly grow and learn. Here's how the most impactful leaders give tough feedback without being harsh: 1️⃣ Give feedback in private → Not in front of others → Public criticism creates public armor 2️⃣ Be clear and neutral → Not vague or judgmental → Confusion breeds anxiety and delay 3️⃣ Start and end with positives → Don’t jump straight to criticism → Context in conversation creates safety 4️⃣ Focus on behavior, not character → Build trust, not blame → Progress comes through changed actions 5️⃣ Offer next steps and support → Don't leave them hanging → Guidance builds confidence and elevates results Here's what most leaders miss: Tough feedback isn't what breaks trust. Feedback without respect does. When your team feels respected… They lean in. They learn.  They level up. Leading people is all about being human. About letting your team know you believe in them enough to be honest. And care about them enough to highlight the areas they can grow. How do you prefer to receive tough feedback? ♻️ If this resonates, repost for your network. 📌 Follow Amy Gibson for more leadership insights. (72% & 95% stat source: Harvard Business Review) Giving feedback the right way isn't just a leadership skill. It's a scaling skill. Teams that trust their leaders grow faster. Teams that feel respected scale stronger. Is your team growing fast, and doing $50M–$350M in ARR? We help leadership teams build trust and momentum. 5 new client spots just opened up. DM me "SCALE UP" if you're ready to grow. Without the growing pains.

Resilience is a skill that pays you back forever. Hard seasons don't just reveal who we are. They also shape who we become. I've learned resilience isn’t about pushing through at all costs. It’s about learning how to bend in the challenging  moments. Without breaking. I love this visual from Pamela Coburn-Litvak PhD PCC Each characteristic helps us meet work and life with a little more steadiness and a little more strength. Here’s what each one might look like in real life, at work,  and beyond: 🧠 Growth Mindset ↳ Keep showing up with curiosity, even when you don’t  have all the answers. 🔭 Optimism ↳ Ask yourself, “What’s still possible?” Especially when  the path forward isn’t clear. 🎯 Internal Locus of Control ↳ When things go sideways, focus on what you can  influence: your mindset, your effort, your next step. 🌱 Sense of Meaning ↳ Ground yourself in your bigger purpose, especially  when the work gets heavy. 🪨 Strong Self-Worth ↳ Own your value, even when you’re struggling.  Remember, you still belong at the table. 💬 Self-Compassion ↳ Give yourself the same grace you'd offer a teammate  on the toughest of days. 🏃‍♀ Perseverance & Grit ↳ Take one small step forward. Then another.  And then...another. 🤝 Community & Support ↳ Reach out. Check in. Let people show up for you,  and do the same for them. 🔥 Courage ↳ Choose to keep going, even when it’s uncomfortable.  That’s what growth looks like. 😄 Humor ↳ Make space for a moment of laughter. It reconnects  you to your team and to yourself. Even when the challenge feels bigger than you, or you  feel smaller than the moment, remember: Resilience isn’t something you’re born with. It’s something you build. A muscle you strengthen.  A mindset you choose, one brave moment at a time. 💬 Which of these traits has helped you the most? ♻ If this resonates, repost for your network. 📌 Follow Amy Gibson for more leadership insights.

What can turn ordinary people into unforgettable leaders? (Hint: It’s not experience, degrees, or IQ.) It’s emotional intelligence. The most impactful leaders do this well: They recognize, understand, and manage emotions. That’s what turns good managers into remarkable ones. When things go wrong, they don’t panic. They stay calm. They help others do the same.   When feedback comes in, they don’t get defensive. They listen. They learn. People trust them. Not because they’re in charge. But because they care. Here are 7 signs you’re an emotionally intelligent leader: ✅ You stay calm under pressure → You stay steady when things get tough. → Your calm becomes everyone else’s calm. ✅ You listen to understand → You focus on the person, not just the problem. → You don’t listen to reply — you listen to connect. ✅ You handle feedback with maturity → You ask, “What can I learn?” → Not, “How do I defend myself?” ✅ You navigate conflict with care → You protect trust while solving the problem. → People count on you to lead hard conversations. ✅ You connect on a human level → You care about who they are, not just what they do. → That creates loyalty titles can’t. ✅ You lead with inner awareness → You notice how your energy affects others. → Small shifts in you shift the whole room. ✅ You inspire with emotional strength → You stay grounded when it matters most. → Your steadiness gives others strength to keep going. The truth is: Technical skills may get you promoted. But emotional intelligence determines how far you go, and how many people want to go with you. 👇 Which trait are you working on right now? ♻️ If this resonates, repost for your network. 📌 Follow Amy Gibson for more leadership insights.

Your words might feel small to you. But to someone else, they can mean everything. Your words can make the difference between Someone feeling deflated and someone feeling unstoppable. The strongest leaders aren’t necessarily the smartest in the room. They’re the ones bringing out the best in others. And how you speak and act sets the tone. Choose wisely. ➟ Listen more than you speak ➟ Keep your promises, always ➟ Share credit, take responsibility ➟ Make people feel seen and valued ➟ Turn mistakes into learning moments ➟ Ask questions before giving answers ➟ Celebrate small wins, not just big ones Want to be a great leader? Try starting with your words. Because sometimes, all it takes is one person believing in you to help you believe in yourself. Don’t we all want to work with that kind of leader? This is the kind of leadership culture we help companies build across their global teams. We’ve just opened 5 client spots for companies scaling between $50M–$350M ARR. If you’re serious about building a team where people thrive, DM me. ♻️ If this resonates, repost for your network. 📌 Follow Amy Gibson for more leadership insights.

76% of employees have reported leaving jobs because of this one thing: Not because of pay.  Not because of work hours. Because of how their manager made them feel. Under pressure for results, it's easy for leaders to overlook  how their actions impact team well-being. People-first leaders know this and look to create  environments where people want to stay, grow,  and contribute their best work. Their approach isn't magic. It's a set of consistent practices anyone can learn. Here are 6 things they prioritize: 1️⃣ Putting Well-Being First They check on workloads, encourage real breaks,  and create a place where it's OK to say "I need help." 2️⃣ Giving Trust Freely They hand over important work and step back and focus on what gets done, not how you do it. 3️⃣ Listening More Than They Talk They create regular times for sharing ideas,  ask good questions and really hear the answers. 4️⃣ Treating Everyone as Valuable They notice different kinds of talent and help each  team member grow in their own way. 5️⃣ Tackling Problems Head-On They have honest talks early and focus on  fixing issues, not placing blame. 6️⃣ Sharing the Spotlight They make sure credit goes to those who did the work.  They talk about "our success" instead of "my success." What I've learned: Leadership isn't found in metrics or quarterly reports... It's written in the stories people tell about you  when you're not in the room. People-first leaders leave a legacy that outlasts  any product or profit margin. They leave emotional footprints. What's one leadership practice you wish all  managers understood the importance of? ♻️ If this resonates, repost for your network. 📌 Follow Amy Gibson for more leadership insights.

I've seen leadership defined many different ways, but the most telling measure of your leadership is… Whether or not you’re the person people instinctively turn to when everything goes wrong. 🙏 Thanks Laura Morgan for this powerful quote! In times of chaos, the most impactful leaders don’t focus on: ❌ The headlines  ❌ The latest fire  ❌ The urge to fix everything at once Instead, they focus on what they can control: ✅ Their presence  ✅ Their decisions  ✅ The tone they set for others In practice, that looks like: 🔹 Directing their energy solve real problems, instead of spiraling about what-ifs. 🔹 Leading through the chaos, instead of  trying to predict every outcome. 🔹 Responding with decisiveness and clarity, instead of reacting to noise. And in doing so… They turn panic into focus.  Problems into solutions.  Doubt into direction. Confusion into calm. Remember: Impactful leadership isn't built in calm waters. It's shaped when the waves hit. Every moment of chaos is a chance to practice. To become the kind of leader others can lean on. Not by fixing it all, but by showing up with intention. Modeling the calm and steady state that helps others steady themselves. Because when you do this you give people  more than direction. You give them hope. And the strength to push forward. And it's not magic.  Anyone can be that kind of leader. It all starts with asking yourself three key questions: → What’s truly within my control today? → What can I do to move us forward? → What noise do I need to tune out? So be honest with yourself. Lead from that place. And become the calmest person in the room. We just opened up 5 new client spots for businesses doing $50M–$350M ARR. If you want enterprise-level delivery (the kind trusted by Fortune 500 companies), DM me. We scale tech teams across 50+ countries — fast, compliant, and without the complexity. ♻️ If this resonates, repost for your network. 📌 Follow Amy Gibson for more leadership insights.

Leading with EQ isn’t just about being “nice.” It’s about creating an environment where: ✅ People feel seen and valued ✅ Teams perform at their best ✅ Everyone feels safe to be themselves Wondering if you lead with EQ? Here are 7 signs: 1. You listen to understand, not just to reply. 2. You stay calm when emotions rise. 3. You adapt easily to change. 4. You own your mistakes and learn from them. 5. You notice what’s not being said. 6. You handle feedback without taking it personally. 7. You manage stress without letting it control you. The best part? Emotional intelligence can be developed. Self-awareness is the first step. The more you lead with EQ, the more your team will thrive. It starts with you. Are you ready to level up? ♻️ Agree? Repost to share with your network. 📌 Follow Amy Gibson for actionable leadership tips.

Want to spot potential A-Players for your team? It’s not just about their CV or experience. It’s about recognizing the traits that truly set them apart. A-players don’t just show up for a paycheck. They bring: ✅ Passion ✅ Drive ✅ A desire to make an impact They shine in environments where they can: ➡ Take ownership and push for excellence ➡ Adapt quickly and embrace change ➡ Seek growth and development But here’s the truth: Finding an A-player isn’t always easy. You have to know what to look for. Here are my 8 favorite ways to spot an A-Player: 1️⃣ They Take Ownership ↳ They act on their work and results. 2️⃣ They Adapt Quickly ↳ They embrace change and stay focused. 3️⃣ They Set High Standards ↳ Mediocrity never satisfies them. 4️⃣ They Solve Problems ↳ They find solutions, not complaints. 5️⃣ They Stay Positive Under Pressure ↳ They stay calm and solution-focused. 6️⃣ They Communicate Clearly ↳ They keep everyone aligned and informed. 7️⃣ They Hold Themselves Accountable ↳ They deliver and learn from mistakes. 8️⃣ They Make Others Better ↳ They mentor and celebrate teammates. It sounds obvious, but it’s worth repeating: Spotting A-players is only the first step. The real work? Creating conditions where they can thrive. Leadership isn’t just about hiring well. It's about seeing potential and helping it grow. What’s the one trait that stands out most to you in an A-player? ♻️ If this resonates, repost for your network. 📌 Follow Amy Gibson for more leadership insights. Want to build a team full of true A-Players? That’s exactly what I help my clients do. We scale tech teams across 50+ countries: Fast, compliant, and packed with top-tier talent. 5 new client spots now open. Doing $50M–$350M in ARR? DM me 'LETS GO' to secure your spot.

No one shows up to work, hoping to do a bad job. Especially not high-performers. They want to contribute. They want to feel trusted. They want to make a difference. But if they’re met with constant monitoring  and micromanagement? It feels like a punishment for caring. And it chips away at the trust, initiative,  and confidence you and your entire team  have worked so hard to build. Even the most motivated person will pull back when trust is replaced with control. Both you and your team deserve so much more than that. So, how do you lead without micromanaging? Here’s what I’ve learned so far about  supporting high-performing teams: 1. Create Clarity From Day One  ➟ Uncertainty slows people down.  ➟ A little upfront alignment on what matters most  can go a long way. 2. Build a Culture of Trust  ➟ Teams tend to blossom to the level of trust you show them.  ➟ The part I struggled with most? Letting go of the urge to overmanage. 3. Communicate With Purpose  ➟ Frequent communication doesn’t have to mean  constant updates.  ➟ Intentional check-ins often get better results  with less noise. 4. Encourage Ownership and Initiative  ➟ When people feel ownership, they show up differently.  ➟ Asking “What do you think?” is a great place to start. 5. Give Feedback That Empowers  ➟ Feedback should feel like support, not correction.  ➟ Your goal should always be to help people grow,  not just improve. 6. Celebrate Progress and Wins  ➟ Noticing even the tiniest win can make someone feel seen.  ➟ You'd be surprised how long the memory can last. 7. Be a Coach, Not a Boss ➟ This takes the most practice.  ➟ It’s not about stepping away. It’s about staying close  enough to guide, not control. Here’s what I know: Most of us are still learning how to lead in ways that bring out the best in others and ourselves. It’s not always simple. Some days, it feels like a stretch. But that’s the work. And it’s work worth doing. ♻️ If this resonates, repost for your network. 📌 Follow Amy Gibson for more leadership insights.

Your hard skills may get you hired. These 7 soft skills can get you promoted. Over the years, I’ve seen this truth play out: The people who grow the fastest aren’t just brilliant… They’ve mastered the human side of work. Here are 7 soft skills that quietly transform careers: 1. Time Management ↳ Respecting your time builds reliability. ↳ Respecting others’ time builds trust. ↳ Both show leadership in action. 2. Emotional Intelligence ↳ Understanding yourself is the foundation. ↳ Understanding others builds strong relationships. ↳ Both matter more than you think. 3. Communication ↳ Clarity isn’t just speaking well. ↳ It’s making sure your message lands. ↳ And being understood the first time. 4. Critical Thinking ↳ Reacting fast isn’t the goal. ↳ Thoughtful thinking leads to better decisions. ↳ And keeps your team grounded. 5. Collaboration ↳ You can’t do everything alone. ↳ Working well with others unlocks opportunity. ↳ And expands what’s possible. 6. Adaptability ↳ Change is constant. ↳ Those who adapt quickly earn trust. ↳ And they create momentum that others follow. 7. Influence ↳ You don’t need a title to lead. ↳ Influence starts with empathy and credibility. ↳ And grows from how you show up. The takeaway? Soft skills aren’t “extra.” They’re essential. They shape how people feel around you. And open doors that hard skills can’t. Which soft skill are you leaning into right now? 👇 ♻️ Found this valuable? Repost to share. 📌 Follow Amy Gibson for leadership insights.

The kindest thing you can give a new hire? It's not a fancy title or a big paycheck. It's an onboarding experience that sets them up to shine.  (Not just survive.) I’ve learned that great onboarding isn’t about company swag bags or lists of training links. It’s helping someone feel seen, valued, and supported from the moment they interview. Here are my 5 non-negotiables for new hire onboarding: 1. Before they arrive → Reach out and share in their excitement. → Learn their personal preferences early. 2. Day one → Lead with stories, not just piles of paperwork. → Create space to be human, not just “professional.” 3. First week → Notice hesitation. Normalize asking scary questions. → Celebrate early wins, no matter how small. 4. First month  → Really ask how they’re coping. → Lead with flexibility, not just structure. 5. 3 months and beyond → Help them see their impact on people, not just tasks. → Ask about their ambitions and share what you see for their future. The amazing thing about onboarding? You aren't just teaching someone the job. You're showing them they belong.   Trust me when I say that belonging doesn’t only come from their HR orientation. It’s shaped in small, intentional moments of care  throughout the process. What’s one onboarding experience you’ll never forget… Good or bad? ♻️ If this resonates, repost for your network. 📌 Follow Amy Gibson for more leadership insights.

For years, I misunderstood emotional intelligence. I thought it meant: Never showing frustration Always keeping the peace Trying to control others’ emotions The truth? It isn’t about hiding feelings. It’s about using them to support yourself and your team. This powerful infographic by Will McTighe highlights 8 behaviors emotionally intelligent leaders practice daily: 1️⃣ Asking for the hard truth ↳ Ask: “What could I have done better?” ↳ Track feedback patterns and act on them. 2️⃣ Making small promises count ↳ Deliver on even the tiniest commitments. ↳ Can’t? Address it before someone has to ask. 3️⃣ Turning pressure into fuel ↳ Pause before reacting under stress. ↳ Stay steady when others spiral. 4️⃣ Setting boundaries with grace ↳ Offer help when you can, not always. ↳ Frame limits as clarity, not rejection. 5️⃣ Listening like detectives ↳ Understand before offering solutions. ↳ Tune into what’s felt, not just said. 6️⃣ Showing their human side ↳ Share lessons from your own missteps. ↳ Admit what you don’t know (yet). 7️⃣ Choosing their energy wisely ↳ Others’ emotions aren’t yours to carry. ↳ Respond with purpose, not reflex. 8️⃣ Chasing growth relentlessly ↳ Own your misses without defensiveness. ↳ Adjust faster than you stumbled. When you lead this way, it’s less about your title. And more about your impact and how others feel around you. And you lead others best when you lead yourself first. Which of these behaviors will you start with this week? ♻️ Found this valuable? Repost to share. 📌 Follow Amy Gibson for leadership insights.

A group of people sharing a room isn't a team. A truly cohesive team forms when: People face challenges together. They trust enough to be honest.  Respect enough to listen.  Care enough to sacrifice. I've seen brilliant individuals fail as a team because: → They only cared about themselves → They kept important things secret → They blamed instead of helping → They avoided tough talks And others achieved extraordinary results because: → They were happy when others grew → They shared the wins and took the blame → They supported each other no matter what → They stayed strong together during hard times Want to transform a group into a real team? ✅ Take time to connect ✅ Make sure everyone feels safe ✅ Model the kind of trust you want ✅ Notice effort as much as outcomes ✅ Talk about problems kindly and clearly My biggest lesson as a leader: Success isn’t about what your team does for you. It’s about how you all show up for each other. Because when people truly trust, respect, and care for each other, the impossible suddenly becomes possible. Are you building a group that works together? Or a team that stands together? ♻️ Find this helpful? Repost for your network. 📌 Follow Amy Gibson for practical leadership tips.

Strength without kindness can shut people down. Kindness without strength can let problems slide. (Here’s how to balance both): Many leaders believe they must choose either strength OR kindness. But teams require both from their leaders. One creates compliance.  The other earns commitment. When you balance both: ✅ Trust grows naturally ✅ Hard talks become helpful ✅ Problems get fixed, not ignored ✅ Teams feel safe to try new things ✅ People bring their best ideas to work Here are 5 key ways to lead with both strength  and kindness: • Make hard choices while showing you care • Push for the best while saying "good job" often • Hold people to their word but treat them with respect • Stay firm when needed but look for solutions • Set clear goals while helping others grow And every day presents opportunities to practice these: When someone misses a deadline.  When a team member needs support.  When tough decisions land on your desk. Each moment asks: Will you bring just strength? Just kindness?  Or will you bring the powerful combination of both? I’ve learned that leadership is rarely black and white. It lives in the tension, the grey areas, where hard  calls meet human moments. You won’t always get it right. But if you keep showing up with both courage  and care, you’ll earn something more powerful than authority… Your team’s respect. Their trust. And their willingness to go the extra mile  with you, not just for you. ♻️ If this resonates, repost for your network. 📌 Follow Amy Gibson for more leadership insights.

Only 26% of leaders foster psychological safety. The good news? That means 74% of leaders still have an opportunity to grow and lead differently. Psychological safety isn’t just another soft skill. It’s what helps teams do their best work  and keep getting better. I’ve seen it change the way teams show up,  take risks, and support one another. Because teams that feel psychologically safe: ↳ Take smarter risks ↳ Share ideas without fear ↳ Learn faster from mistakes ↳ Support each other naturally Here’s what’s helped me (and others) build it: 1. Listening completely – Let them finish their thoughts – Show you value their voice – Take a breath before responding 2. Welcoming different views – Ask “What do you think?” – Mean it when you ask – Stay open to learning from their perspective 3. Making debate healthy – Turn disagreements into discussions – Stay curious, not defensive – Look for the insight in the contrast 4. Handling mistakes differently – Focus on learning, not blame – Ask “What can we learn from this?” – Normalize reflection over reactivity 5. Keeping each other accountable – Set clear expectations – Check in regularly – Have honest conversations 6. Showing real appreciation – Thank them for speaking up – Validate their concerns – Keep the door open 7. Being human about it – Admit when you don’t know – Ask for help – Model that it’s okay to be uncertain 8. Noticing their growth – Celebrate small wins – Acknowledge progress – Show them they’re seen Your team has brilliant ideas. They just need to feel safe enough to share them. Build that safety, and you’ll be surprised  by what becomes possible. — ♻️ Find this helpful? Repost for your network. 📌 Follow Amy Gibson for practical leadership tips. 26% stat source: McKinsey

7 phrases top performers say in interviews (that land them the job every time): Your words reveal more about you than your  resume ever will. The most successful candidates know: → An interview is a two-way conversation  → Questions demonstrate engagement, not ignorance  → How they frame challenges reveals their mindset So they select their words strategically. Here are 7 phrases top performers use in interviews,  (that cause hiring managers to lean in): 1. "This role fits my strengths and recent wins.” Instead of saying “I just need a job.” 💡 Shows purpose and fit, not desperation. 2. “I do my best work solving real problems in  fast-moving teams.” Instead of saying “I’ll do whatever you need.” 💡 Shows clarity and initiative. You know how and where you thrive. 3. "I learn fast. I picked up [tool/skill] and used it  to drive results.” Instead of saying “I don’t have experience.” 💡 Proves momentum beats experience gaps. 4. “I own my work and rally teams to deliver.” Instead of saying “I work best alone.” 💡 Balances leadership with team play.  You take charge while bringing others along with you. 5. “How do you measure success in this role?” Instead of saying “I don’t have questions.” 💡 Focuses on impact, not just getting hired. 6. “I’m here to grow by driving real business wins.” Instead of saying “I want to move up quickly.” 💡 Growth through contribution, not shortcuts. 7. “I’m looking for a strong team and a growth culture.” Instead of saying “I left due to bad management.” 💡 Stays positive and forward-looking. 8. "What goals are the team tackling right now?” Instead of saying “What’s the salary?” 💡 Puts mission before money. 9. “My strengths are in [X] and [Y]—how can I apply  them here?” Instead of saying “I can do everything!” 💡 Bring focus and relevance, not just  flexibility or vague enthusiasm. 10. “I stay calm under pressure by planning and prioritizing.” Instead of saying “I get stressed easily.” 💡 Shows resilience and strategy, not just reaction. You don’t need to oversell yourself in an interview. You just need to communicate clearly and authentically. Speak to what you’ve done, how you think, learn, and grow in a way that aligns with the position. And hiring managers will be excited to advance you to the next round. This is the same mindset we help build inside the tech teams we scale globally. We’ve just opened 5 new client spots for companies scaling between $50M–$350M ARR. We’re selective about the companies we partner with — to maintain the same standards our Fortune 500 clients expect. If you want to see if you qualify for one of the spots, DM me. ♻️ If this resonates, repost for your network. 📌 Follow Amy Gibson for more leadership insights.

No one is born as a leader. But you can become one by developing these 8 traits. Leadership isn't some magical talent only the chosen few possess at birth. It’s not a big title. A fancy office. Or even years of experience. It's a set of behaviors anyone can develop with consistent practice and self-awareness. 8 ways to be a leader (before your title ever changes): 1. Take initiative ↳ See problems others avoid.  ↳ Step forward when everyone steps back. 2. Stay accountable ↳ Do what you promised.  ↳ Own results despite challenging circumstances. 3. Empower others ↳ Create space for quieter voices.  ↳ Let others make decisions without you. 4. Communicate clearly ↳ Eliminate confusion before it starts.  ↳ Precise words prevent unnecessary problems. 5. Build trust ↳ Small consistent actions build credibility.  ↳ Keep tiny promises before big ones. 6. Model integrity ↳ Uphold values when it costs you.  ↳ Stand firm when standards are tested. 7. Own mistakes ↳ Acknowledge errors openly.  ↳ Seek feedback on your blind spots. 8. Lead by example ↳ Actions speak louder than instructions.  ↳ Your behaviors become team standards. You already have everything you need to improve your leadership skills. Because leadership isn’t about rank. It’s about responsibility. The only permission required is the permission you give yourself to start. Which leadership trait will you model today? ♻️ If this resonates, repost for your network. 📌 Follow Amy Gibson for more leadership insights.

People may not remember what you said. But they’ll certainly remember how you treated them. In leadership, kindness matters. It’s more powerful than authority. It’s more lasting than commands. It’s more effective than pressure. 11 ways effective leaders lead with kindness: ✦ Ask how they're doing, then listen deeply ✦ Find daily reasons to give recognition ✦ Listen for the voices that speak softly ✦ Put the human before the employee ✦ Stand up for your team, every time ✦ Make feedback a tool for growth ✦ Let people be their whole selves ✦ Celebrate small steps forward ✦ Respect the lines others draw ✦ Stay present when storms hit ✦ Reach out before they ask My biggest lesson as a CEO? Authority might get tasks done. But kindness builds loyalty that lasts. Your team won't recall every meeting. But they'll never forget: — How you helped them grow — The time you defended them — When you noticed they weren't okay Because that's what real leadership is about. Not perfection. Progress. Not control. Support. Not power. Partnership. And a whole lot of heart. ♻️ Find this valuable? Repost for your network. 📌 Follow Amy Gibson for practical leadership tips.

I saw him excel in his role (and then I promoted him) ⭐ He didn’t push for the spotlight ⭐ He lifted others without needing credit. ⭐ He met every deadline without question. ⭐ He caught things before they became problems. ⭐ He just excelled at whatever he put his mind to He wasn’t just a hard worker. He was a high-performer. Truthfully, he never asked to be noticed. But his impact was impossible to miss. So I promoted him, and he has excelled in his new role too. A promotion may not be the very next step for you (or maybe it is)... But, if someone on your team shows up in any of these 9 ways, it may be time to show them a little recognition: 1. They take initiative ↳ You notice them step in, often before anyone asks. ↳ Acknowledge it publicly. It reinforces trust. 2. They deliver consistently ↳ You can count on them, even when things get hard. ↳ Drop a message or shout-out when it matters most. 3. They adapt quickly ↳ When things shift, they stay steady and help  others adjust. ↳ Recognize their calm presence during change. 4. They seek feedback ↳ Not because they’re unsure, but because they want  to grow. ↳ Offer thoughtful input, and thank them for asking. 5. They raise the standard ↳How they show up makes the whole team better. ↳Invite them to help shape what “great” looks like. 6. They own their mistakes ↳They reflect, reset, and move forward  without excuses. ↳ Name the courage you see in how they handle it. 7. They stay focused ↳They know what matters and don’t get pulled  off course. ↳ Protect their space when you can. That focus is gold. 8. They support the team ↳They cheer for others and lift the group without  needing credit. ↳ Thank them for being the glue no one sees. 9. They lead without a title ↳Their actions influence more than any role could. ↳ Let them know their leadership is seen. It matters. The surprising part? High performers don't do it for attention. They do it because they're proud of their work. But knowing they’re appreciated still matters. Sometimes, a little recognition… A thank you,  A few thoughtful words. Or even a promotion. Means way more than you think. ♻️ If this resonates, repost for your network. 📌 Follow Amy Gibson for more leadership insights.

I used to think I had to be tough  to be taken seriously as a leader. Now I know strength can look like compassion. When I got my first leadership role, I was worried about appearing "soft." I thought I was too young to be taken seriously. Then, I discovered something powerful: I could be a strong leader through being kind. In fact, it’s one of the most impactful ways to lead. This is the power of kind leadership: 1. Kindness Builds Trust When you lead with empathy and fairness,  trust grows naturally. 2. Kindness Lifts Energy Recognition isn't just nice, it's necessary.  A positive culture keeps teams motivated and engaged. 3. Kindness Keeps Top Talent People don't leave places where they feel appreciated. 4. Kindness Turns Conflict into Progress A kind approach transforms tough conversations.  Issues get solved without damaging relationships. 5.  Kindness Sparks Growth People take bold steps when they feel supported.  Create the safety needed for real learning. 6. Kindness Drives Results Create an environment where people feel valued,  and watch what happens. And the best part of all this? You don't need decades at the top of a company to be kind. You don't need a fancy title or a huge office. You just need to start. Choose one kind action today. Do it consistently. Then, add another. And watch your impact grow. Because when you lead with compassion, the rest will all follow. ♻️ Find this helpful? Repost for your network. 📌 Follow Amy Gibson for practical leadership tips.