Tony Gambill

ClearView Leadership, LLC

ClearView Leadeship, LLC, is a consulting partnership dedicated to helping companies improve their effectiveness and competitiveness through people. As leadership and organizational development experts, our work is primarily focused on:

• Assisting organizations implement strategic, cultural and other changes
• Keynote Speaking on topics of Self-Leadership and Leading Others
• Developing executive teams to effectively lead their organizations
• Building individual leadership capacity through training and coaching

Founder and CEO

Kramer Leadership, LLC

Senior Consultant

Keystone Partners

Consultant

University of North Carolina at Chapel Hill

Senior Leadership Advisor

Forbes

Forbes Leadership Contributor

RTI International

VP Organizational Development and Learning

Virginia Tech

Director, University Leadership Development

Conservation International

Led the Organizational Development and Training (OD&T) department, which designs, delivers, and out-sources strategic training and organizational development services for a science-based organization with 1200 employees in over 30 countries.  Partner with senior leadership to align OD&T projects to meet the organization’s strategic outcomes.

Director of Organizational Development and Training

T Rowe Price

Worked as a Senior Consultant within T. Rowe Price’s Professional & Management Development Department delivering organization development services and management development training to internal clients.

Senior Organizational Development Consultant

Outward Bound

·	Worked as an instructor/facilitator in the Professional Development Programs department.  Facilitated programs for work teams at conference centers for over 50 different organizations. Led participants through experiential based initiatives then assimilated lessons to the workplace.  Initiatives emphasized teambuilding, communication, and leadership.
·	Lead Instructor for expedition courses lasting between three days and one month. Worked with a variety of populations including professional development, parent/child courses, career renewal courses, open enrollment adults, open enrollment juniors, and adjudicated youth.

Professional Development Programs Instructor

Leadership Development | Executive Coach | Speaker | FORBES Contributor | Author

Tony Gambill brings more than 25 years of executive experience in delivering impactful leadership solutions within higher education, research, healthcare, non-profit, technical, and government organizations. Tony speak on and provides strategic perspectives combined with practical expertise building knowledge, skills, and processes for leadership excellence and career growth. Tony has proven experience collaborating with organizations and their leadership teams in delivering meaningful results in the areas of Leadership Development, Executive Coaching, High Potential Development, Executive Succession, Strategic Talent Management, and Team Coaching.

Tony is the coauthor of the book, Getting It Right When It Matters Most: Self-Leadership for Work and Life, published by Business Expert Press. This book introduces SOAR Self-Leadership Model provides a practical roadmap for demonstrating self-awareness, emotional intelligence, mindfulness, social intelligence, and agility when engaging in important and complex situations that require strong relationships for success. The four phases of the model are Self, Outlook, Action, and Reflection (SOAR).

He is a regular contributor for Forbes Leadership where he has published more than 60 articles, Tony has a strong following of more than 100,000 followers on LinkedIn, where he regularly posts content focused on building practical skills for advancing one’s ability for Self-Leadership and Leading Others. He also writes a monthly newsletter that has more than 60,000 subscribers.

ClearView Leadeship, LLC, is a consulting partnership dedicated to helping companies improve their effectiveness and competitiveness through people. As leadership and organizational development experts, our work is primarily focused on:

• Assisting organizations implement strategic, cultural and other changes
• Developing executive teams to effectively lead their organizations
• Building individual leadership capacity through training and coaching

True success isn’t defined by the big milestones, but by the thoughts and habits we practice each day.

We often define success by promotions, goals achieved, or awards earned. But the truth is, real growth happens in the climb.

Research tells a different story:
 • Harvard’s Progress Principle shows that small, meaningful wins are our biggest motivators.
 • Stanford’s Carol Dweck found that a growth mindset builds resilience and fulfillment.
 • Flow research shows that joy is found in the work itself, not the outcome.

The most effective people I’ve worked with share one mindset:
 👉 They are always just trying to get better.

In leadership and life, our biggest breakthroughs rarely happen at the finish line. They happen in the small, daily moments when we practice being better than yesterday.

In my latest LinkedIn newsletter, I explore what philosophy, psychology, and neuroscience teach us about the daily journey and share a simple, evidence-based framework for accelerating our ability to learn, adapt, and evolve.

How do you stay focused on growth instead of goals? Share your COMMENTS below. ⤵️

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Leadership Development and Self-Leadership Expert | Keynote Speaker | Executive Coach | Forbes Leadership Contributor | Author

Better Questions. Better Conversations. Better Results.

In today’s fast-moving and emotionally complex workplace, one of the most underdeveloped leadership skills is the ability to ask higher-quality questions.

Empathy isn’t just about understanding someone’s feelings. It is about creating the conditions for them to share those feelings safely. And the most powerful way to demonstrate empathy isn’t by telling; it’s by asking.

High-quality questions invite reflection, reduce defensiveness, and build the trust necessary for real progress. They turn difficult conversations into learning moments and disagreements into discovery.

In my latest newsletter, I share insights on the following 5 Practices for Asking Higher-Quality Questions, including:

1) Understanding rather than judging
2) Using open-ended questions
3) Ask follow-up questions and allow for silence
4) Paraphrasing to confirm understanding
5)  Balancing asking and telling

The leaders who master the skill of asking higher-quality questions don’t just get better answers; they also create better relationships, teams, and results.

What’s one question you’ve learned to ask that consistently improves your conversations? Share your thoughts in the comments!

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What You Believe Shapes What You Achieve

In today’s fast-changing workplace, the biggest threat to your success might not be your skills, but your mindset.

You can be intelligent, hardworking, and capable BUT still get in your own way if your beliefs are limiting how you think, relate, or grow. Developing an understanding of how we think about different situations and choosing to update that thinking when it does not serve our goals is critical for life and career success.
 
In this new carousel, I break down 4 core beliefs that silently determine your effectiveness, influence, and resilience:
 
1)  How you view the world
2)  What you believe you control
3)  How you think about learning
4)  What you believe about relationships
 
Each belief holds the power to either accelerate or stall your success, especially in moments of challenge, conflict, or change.
 
Which of these 4 beliefs might be holding you back and which one is helping you move forward? Share your COMMENTS below! 👇 
 
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4 Beliefs That Determine Career Success

Legacy Is About How You Lead Every Day

The most inspirational leaders I have worked with were guided by more than just goals; they cared about improving both people and outcomes. Legacy leadership is about leaving the world, organizations, and people in a better, more productive, and more valuable place than it was before. 

This carousel highlights 5 essential practices of legacy leaders:

1) Clarity of Purpose
They define their leadership purpose and align their energy and decisions accordingly. Purpose provides clarity so leaders can use their power of no to protect their most important yeses.

2) Long-Term Orientation
They act in alignment with purpose, goals and values, especially in tough moments. Their actions are 

3) Emotional Competence
They don’t let temporary challenges, setbacks or frustrations dictate their actions. They pause when feeling triggered by negative emotions so they can regain balance to choose their best response..

4) Lead with Questions
They prioritize high-quality conversations where people feel heard and that progress was made on the issue at hand. They lead through questions to build trust, uncover insights, and create space for shared progress.

5) Practice Reflection
They consistently reflect on their experiences to accelerate their learning and agility. Reflection turns experience into wisdom.

How do you want to be remembered when you leave an organization, transition into retirement, or pass from this world? How are you becoming a Legacy Leader?

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Legacy Leadership

Purposeful Leadership: The Secret Advantage Most Leaders Overlook 

In today’s fast-paced world, leadership can feel like a constant race. But here’s the truth:

Purposeful leadership is your biggest advantage. 

When your actions align with your core values and long-term vision, you don’t just lead; -you elevate teams, drive results, and create a legacy. 

Yet, many leaders drift without a clear purpose. And that’s a costly mistake. 

4 Benefits of Purposeful Leadership 

𝟭) 𝗠𝗼𝘁𝗶𝘃𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗪𝗲𝗹𝗹-𝗕𝗲𝗶𝗻𝗴
We have all witnessed the magic that can occur when a capable leader is in a role that aligns with their core meaning. Progress towards meaningful work acts as a magnet for maximizing a leader's effort, intellect, emotional and social intelligence. These ingredients are necessary for a leader to achieve their full potential.

𝟮) 𝗖𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝘆
Leaders whose actions align with their purpose are consistent with their responses, even in a rapidly changing business environment. Without a clear and understood purpose, a leader’s actions often feel random or manipulative. When people know how a leader will act, it increases engagement and satisfaction, leading to greater employee productivity.

𝟯) 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 𝗗𝘂𝗿𝗶𝗻𝗴 𝗖𝗼𝗺𝗽𝗹𝗲𝘅𝗶𝘁𝘆
A leader's purpose is the compass that keeps them moving in the right direction during times of uncertainty, complexity, and ambiguity. Purposeful leaders do not blame circumstances or conditions for their behavior. Clarity and commitment to their purpose allow them to choose their best actions versus reacting out of fear, uncertainty, or frustration.

𝟰) 𝗖𝗿𝗲𝗮𝘁𝗲𝘀 𝗛𝗲𝗮𝗹𝘁𝗵𝘆 𝗕𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀
A leader’s purpose acts as a guide for making good decisions about how to prioritize their limited time and energy. A clear and meaningful purpose helps leaders, in good conscience, use their power of no to protect their more important yeses. This clarity of purpose-driven decision-making allows leaders to create healthy boundaries for how they invest their time and energy.

Unfortunately, too few leaders take time to define and continually refine their unique leadership purpose. This is a mistake because leaders that demonstrate a clear and meaningful purpose experience many essential benefits for themselves and those they lead.

• - - - 


How do you stay aligned with your Leadership Purpose? Share your COMMENTS below. ⬇️ 

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4 Benefits of Purposeful Leadership

5 Ways Great Leaders Guide Teams Through Uncertainty

During times of rapid and large-scale change, whether it's AI disruption, org shifts, or funding challenges, employees look to their leader for clarity and direction.

But what exactly should leaders do when everything is uncertain, and employees want answers?

5 research-backed ways leaders can create alignment, clarity and trust during uncertainty:

1️⃣ Demonstrate Empathy
Change feels personal — because it is.

Empathy enables leaders to listen to others' perspectives to make better decisions for the greater good. Empathy builds trust and connection. Without it, change feels like it’s being done to people instead of with them.

2️⃣ Communicate Down
Silence kills productivity and morale.

When people don’t have information, they fill in the gaps — often with worst-case assumptions. Consistency and repetition in communication are critical. Communicating that we "don't know yet" is still communication.

3️⃣ Safe Channels for Upward Feedback
It’s not just about speaking — it’s about listening.

Trust is built when employees feel heard and see action taken based on their input. Leaders must provide simple, safe, and visible avenues for employees to get their questions answered and to provide upward feedback.

4️⃣ Provide Individual Clarity
“Clear is kind.” – Brené Brown

Everyone deserves to know what the change means for them. Leaders must ensure everyone has someone (usually their immediate manager) to explain and answer questions about how changes impact their role.

5️⃣ Instill Hope
Employees need pragmatic yet positive leaders!

Leaders need to confront their team's most difficult realities and demonstrate an enduring belief that the team will succeed in the end.

• - - -

What else do leaders need to provide to support their employees during uncertain times? Share your COMMENTS below. ⬇️

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Leader’s Challenge: Delivering Great Outcomes and Building Healthy Relationships

All leaders face an essential paradox that will drive their success or become the primary reason for failure. This paradox is the need to constantly focus on developing teams that deliver on their most important tasks 𝘼𝙉𝘿 ensure a culture of trust, safety, and inclusion.

In other words, successful teams balance their Results 𝘼𝙉𝘿 Relationships.

Different research studies from the Neuroleadership Institute, Management Resource Group, and James Zenger show that very few leaders are perceived as being both results-focused and people-focused. These studies also showed that being seen as either results-focused or people-focused is a weak predictor of great leadership on its own. 

It is the potent combination of delivering results and building relationships that is the key to being perceived as effective, but few leaders are seen as doing both well.

𝗪𝗵𝘆 𝗶𝘀 𝗶𝘁 𝘀𝗼 𝗵𝗮𝗿𝗱 𝗳𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘁𝗼 𝗯𝗲 𝘀𝗲𝗲𝗻 𝗮𝘀 𝗴𝗿𝗲𝗮𝘁 𝗮𝘁 𝗱𝗲𝗹𝗶𝘃𝗲𝗿𝗶𝗻𝗴 𝗿𝗲𝘀𝘂𝗹𝘁𝘀 𝗮𝗻𝗱 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗵𝗲𝗮𝗹𝘁𝗵𝘆 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀?

In his book Social: Why Our Brains Are Wired to Connect, Dr. Matthew Lieberman shares that evolution has built our brains with different networks for handling analytical thinking versus social thinking, making it difficult to be both socially and analytically focused at the same time. 

These two networks function as a neural seesaw. Lieberman says, “In countless neuroimaging studies, the more one of these networks got more active, the more the other one got quieter.”

The findings of these studies highlight the importance for leaders to be deliberate and agile about finding the right balance of processes, behaviors, and accountability for delivering excellent results and establishing strong relationships.

• - - -

How do you as a leader maintain the balance of developing teams that deliver excellent results and build healthy relationships? Share your COMMENTS below. ⬇️


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Why Self-Leadership is the Key to Career Success in the Age of AI

Research from McKinsey shows that demand for social and emotional skills will grow by 26% by 2030.

As AI reshapes how we work, the most important career development shift of our time isn’t learning the next tool or technology. It is about continually learning to lead yourself.

The big question every professional should be asking is:
👉 How can I prepare myself to succeed in a work environment being transformed by AI?

The answer lies in strengthening the uniquely human skills that technology can’t replace. These are foundational Self-Leadership skills like self-awareness, emotional competence, empathy, agility, influence, resilience, and reflection.

Self-Leadership is the foundation that enables us to effectively demonstrate all of our other knowledge, strengths, passions, and values in real-world situations.

🎯 𝗦𝗢𝗔𝗥 𝗦𝗲𝗹𝗳-𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗠𝗼𝗱𝗲𝗹 𝗖𝗵𝗲𝗰𝗸𝗹𝗶𝘀𝘁🎯

This downloadable PDF provides you with a quick assessment to gain insight into your strengths and opportunities for developing your Self-Leadership abilities.

Developed from my book Getting It Right When It Matters Most, the SOAR Model provides a clear, research-backed roadmap for developing the mindset and behaviors that drive lasting success in a world of constant disruption.

The 4 phases of the SOAR Self-Leadership Model are:

𝗦elf
Understanding the unique you that has evolved based on your one-of-a-kind combination of personality, physical traits, intelligence, habits, beliefs, strengths, and weaknesses.

𝗢utlook
Awareness of how your biases and emotions impact how you view situations and the ability to choose your best Outlook for success.

𝗔ction
The conversations that enable you to successfully advance your most important and complex situations that require successful relationships to succeed.

𝗥eflection
Evaluating your behaviors, perspectives, habits, and communication from previous actions to gain insights to adapt for future challenges.

• - - -

👇How do you develop Self-Leadership? Share your thoughts in the comments!

• - - - 

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SOAR Leadership Checklist

𝟰 𝗠𝗼𝘀𝘁 𝗖𝗼𝗺𝗺𝗼𝗻 𝗧𝗿𝗮𝗶𝘁𝘀 𝗢𝗳 𝗛𝗶𝗴𝗵-𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀

Being selected as a high-potential employee within a company can create many accelerated career growth advantages - it is no wonder that many employees desire to be recognized as high-potential. These employees often reap the following benefits:

√ Organizational commitment for their career growth
√ Participation in high-potential development programs
√ Inclusion on strategic work projects
√ Prioritized consideration for promotion
√ Senior Leadership Mentoring

𝟰 𝗧𝗿𝗮𝗶𝘁𝘀 𝗢𝗳 𝗛𝗶𝗴𝗵-𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀

1) Impact On Strategic Goals

Context matters! The first rule of effective high-potential programs is to align the identification of high-potential individuals to directly support strategic goals. Employees with roles that are seen critical to the organization’s success, or that deliver a disproportionate level of value in accomplishing strategic goals, have a definitive advantage in being seen as high-potential.

2) Performance And Potential

High performance is the baseline for the identification of high-potential employees. Companies also look for attributes that display an employee’s potential to succeed in taking on greater levels of leadership and responsibility. The following attributes are often used to identify an employees’ potential to take on significantly greater levels of responsibility.

• Quickly master new types of expertise
• Reflect culture and values in an exemplary manner
• A drive to excel
• Advanced learning agility

3) Advanced Self-Leadership Abilities

Self-Leadership is the foundational skill set that enables us to effectively express all our other knowledge, skills, abilities, passions, and values. The SOAR Self-Leadership Model provides a practical roadmap for demonstrating self-awareness, emotional intelligence, mindfulness, and agility when engaging your most important and complex situations that require strong relationships for success.

To check out the 𝗦𝗢𝗔𝗥 𝗦𝗲𝗹𝗳-𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗠𝗼𝗱𝗲𝗹 visit my LinkedIn post that shares a quick assessment to gain insight into your strengths and opportunities for developing your Self-Leadership abilities: https://lnkd.in/eC2jKPvY

4) Aspire To Take on Higher-Levels of Responsibility

A willingness to take on greater responsibility is a key aspect in being selected as a high-potential employee. Aspiration can fluctuate throughout one’s work-life and is impacted by family, health, and other interests. This is why communicating your desire for career growth is important.

• - - -

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Good intentions aren’t enough.

Leadership is filled with complexity, uncertainty, and pressure and even the most well-meaning leaders can make mistakes that unintentionally harm their teams.

Here’s the problem: We often judge ourselves by our intentions but others judge us by our impact.

This gap creates blind spots for leaders who are trying to do the right thing but may be causing confusion, frustration, or disengagement in the process.

In this video, I share 3 common leadership mistakes that often stem from good intentions—and what you can do to avoid them.

✅ Too much empathy
✅ Saying “yes” to everything
✅ Taking on others’ challenges


If you’ve ever struggled with balancing kindness and clarity, support and structure, or empowerment and accountability—this one’s for you.

Swipe through to learn more.

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Have you ever seen a good intention go wrong in leadership? Share your COMMENTS below. ⬇️

Appreciate Books on Management & Leadership highlighting my book on Self-Leadership. Appreciate the kind words and if you are interested in building your Self-Leadership skill sets then this is the book for you.

💡 Getting It Right When It Matters Most — A Masterclass in Self-Leadership
Every leader, manager, or professional faces moments when everything is on the line.

Those critical moments when your words, choices, and emotional control can make — or break — trust, performance, or relationships.
That’s exactly what Tony Gambill explores in his brilliant book written together with Scott Carbonara.


📘 Getting It Right When It Matters Most: Self-Leadership for Work & Life.
Rather than offering yet another list of leadership clichés, the authors provide a clear, practical framework called S.O.A.R. —

 👉 Self – Understand your triggers, values, and intentions.
 👉 Outlook – See the bigger picture, not just your own perspective.
 👉 Action – Choose the right response, not the easiest one.
 👉 Reflection – Learn from what went well… and what didn’t.

It’s a simple but powerful model for navigating high-stakes situations — whether you’re leading a team through crisis, handling conflict, or making a life decision under pressure.

What I especially like is how the book blends emotional intelligence, mindfulness, and decision-making discipline — qualities that separate good managers from truly great leaders.
If you’re passionate about leadership, self-mastery, and staying composed when it counts, this one is worth your time.

You can find the link to the book in the comments:

𝗙𝗶𝗻𝗱 𝗬𝗼𝘂𝗿 𝗣𝗹𝗮𝗰𝗲 𝗼𝗳 𝗠𝗼𝘀𝘁 𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹

Have you ever noticed how the price of a simple bottle of water changes based on where you buy it? 

At a vending machine, it’s $1. 
At a restaurant, it’s $4. 
At a sporting event, it’s $7. 

The product doesn't change; the value does. It is all about positioning. 

The same applies to your career success. Your success isn’t just about what you do, it’s about where you do it.

In this video, I break down 3 key environmental factors and 3 behavioral shifts that can help you maximize your career potential and position yourself for success.

𝗘𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁𝗮𝗹 𝗙𝗮𝗰𝘁𝗼𝗿𝘀

1) A Great Manager 
The right leader makes all the difference.

2) Leveraging Your Strengths 
Work that aligns with your strengths fuels engagement.

3) A Strategic Skill Set 
Develop skills that are critical to your organization's success.

𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝗿𝗮𝗹 𝗙𝗮𝗰𝘁𝗼𝗿𝘀

1) Align Daily Actions to Long-Term Goals 
Be intentional about prioritizing how you invest your time and energy.

2) Build Healthy Relationships 
Success is about collaboration, not just skills.

3) Develop Self-Leadership Skill Sets 
You must first learn to lead yourself before you can effectively lead others.

Success isn’t just about hard work—it’s about positioning yourself in the right place and making the right moves.

• - - -

What’s one career move that helped you maximize your potential? Share your COMMENTS below. ⬇️

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Most leadership teams don’t fail because of bad strategy. They fail because of poor execution.

According to Harvard Business Review, 67% of strategies fail and research by Kaplan and Norton shows that up to 90% of strategic plans aren’t executed successfully.

Every leadership team I’ve worked with wrestles with the same challenge:
➡️ How do we move from planning to doing and actually delivering results?

In my latest Forbes article, I break down five core reasons strategy execution fails and what great leadership teams do differently to close the gap between strategy and results.

🔹 Distinguish strategic work from operational work

🔹 Focus on fewer, more impactful goals

🔹 Use a visible scorecard

🔹 Build governance and accountability

🔹 Reassess priorities to stay agile

I’d love to hear your thoughts about what is the biggest obstacle to effective strategy execution in your organization? Share your COMMENTS below. ⤵️

 • - - - 


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𝗧𝗵𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗦𝗸𝗶𝗹𝗹 𝗧𝗵𝗮𝘁 𝗦𝗲𝗽𝗮𝗿𝗮𝘁𝗲𝘀 𝗚𝗼𝗼𝗱 𝗳𝗿𝗼𝗺 𝗚𝗿𝗲𝗮𝘁

Leadership success is built one conversation at a time. Your ability to engage in high-quality conversations will ultimately define your leadership legacy.

Most leaders can handle transactional conversations like giving directions or asking for updates. But when it comes to the moments that matter most when stakes are high, emotions run deep, and outcomes are uncertain, many leaders struggle.

These are the conversations that require more than knowledge. They require that we bring courage, humility, and curiosity.

𝟰 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲𝘀 𝗳𝗼𝗿 𝗛𝗶𝗴𝗵𝗲𝗿-𝗤𝘂𝗮𝗹𝗶𝘁𝘆 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀:

𝟭. 𝗔𝗹𝗶𝗴𝗻 𝗼𝗻 𝘁𝗵𝗲 𝗜𝘀𝘀𝘂𝗲
Start with clarity. Don’t assume everyone sees the same problem.

𝟮. 𝗘𝘅𝗽𝗹𝗼𝗿𝗲 𝗣𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲𝘀
Like the parable of the blind men and the elephant—everyone sees only part of the whole. Actively seek out the full picture.

𝟯. 𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗲 𝗦𝗵𝗮𝗿𝗲𝗱 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀
Step back from always being “the fixer.” Engage others to co-create the path forward.

𝟰. 𝗧𝗮𝗸𝗲 𝗦𝗵𝗮𝗿𝗲𝗱 𝗔𝗰𝘁𝗶𝗼𝗻
Great conversations without clear follow-up are wasted opportunities.
High-quality conversations aren’t just nice to have—they are the foundation for trust, collaboration, and innovation.

What is your favorite practice for having higher-quality conversations? Share your COMMENTS below. ⬇️

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𝗕𝗲𝗰𝗼𝗺𝗶𝗻𝗴 𝗔 𝗠𝗼𝗿𝗲 𝗣𝘂𝗿𝗽𝗼𝘀𝗲𝗳𝘂𝗹 𝗟𝗲𝗮𝗱𝗲𝗿

The more I live, the more it becomes clear that living purposefully is the key to a meaningful life at work and home. Not surprisingly, the most effective and inspirational leaders are deliberate about defining their purpose and aligning their daily actions to that purpose.

Unfortunately, too few leaders take time to clearly define and continually reflect on how they are living their unique leadership purpose. This is a mistake because purposeful leadership allows leaders to bring their best selves to challenging situations while also contributing to organizational success and employee well-being.

1) Defining Your Personal Purpose and Values

Our life purpose is at the heart of who we are. Our values are the guiding principles we will not compromise for short-term gain. Our purpose is our "why," and our values are the "how" for living our most meaningful life. Our purpose and values act as a guide for how we live and work.

2) Clarifying Your Leadership Purpose

Purposeful leadership may sound nebulous, but when we witness leaders who understand and live their unique purpose, we clearly see the positive impact. A leader's purpose explains their "why" of leadership and should be a North Star that provides clarity and direction when navigating the complex situations that come with leadership.

3) Focusing On Your Fewest Most Important Leadership Responsibilities

Too often, leaders spend the most time working on the least important things and the least time on the most important things. Because there will always be urgent activities trying to steal our time, leaders must schedule and protect time for working on their most strategic responsibilities for long-term organizational success.

4) Aligning Your Daily Actions to Your Purpose and Values

In our most difficult leadership moments, our ability to understand how we feel and choose how we act will ultimately define our success. Taking time to acknowledge our longer-term goals and setting our best intentions before engaging in challenging situations helps shift the focus off barriers, perceived limitations, or threats and spotlights what we hope to achieve.

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𝗗𝗼𝗲𝘀 𝗬𝗼𝘂𝗿 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝗧𝗿𝘂𝗹𝘆 𝗩𝗮𝗹𝘂𝗲𝘀 𝗜𝘁𝘀 𝗖𝗼𝗿𝗲 𝗩𝗮𝗹𝘂𝗲𝘀?

Your Company Values Are Not What Is Written on The Wall

They are the actions an organization demonstrates, tolerates, celebrates, and reinforces every single day, especially during challenging times.

Research shows that during times of uncertainty, employees look to their leaders for stability, trust, and alignment. This is when leaders must rely on the organizational values to guide daily behaviors that shape how decisions are made, people are treated, and priorities are set.

6 Ways to Know If Your Company Truly Values Its Core Values 

𝟭) 𝗗𝗼 𝗬𝗼𝘂𝗿 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 “𝗪𝗮𝗹𝗸 𝗧𝗵𝗲 𝗧𝗮𝗹𝗸”

Nothing is more disparaging for employees than having a leader who demonstrates behaviors that do not align with the values or a leadership team that discards the values during challenging times.

𝟮) 𝗔𝗿𝗲 𝗧𝗵𝗲 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗩𝗮𝗹𝘂𝗲𝘀 𝗜𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗲𝗱 𝗜𝗻𝘁𝗼 𝗖𝗼𝗿𝗲 𝗣𝗿𝗼𝗰𝗲𝘀𝘀𝗲𝘀?

Companies committed to living their values ensure that they are ingrained into their core processes. Are your company's values demonstrated in the following processes?
• Performance Management
• Onboarding & Layoffs
• Talent Acquisition
• Promotion Process
 
𝟯) 𝗗𝗼 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗞𝗻𝗼𝘄 𝗬𝗼𝘂𝗿 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻’𝘀 𝗩𝗮𝗹𝘂𝗲𝘀?

This is a baseline question; in my experience, most leaders and employees would answer "no." There are multiple reasons that employees do not know their company values, but the most common is that the values are not simple to remember.

𝟰) 𝗗𝗼𝗲𝘀 𝗬𝗼𝘂𝗿 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗧𝗵𝗮𝘁 𝗟𝗶𝘃𝗲 𝗧𝗵𝗲 𝗩𝗮𝗹𝘂𝗲𝘀?

Taking the time to highlight examples of employees demonstrating the company values and how they impacted the greater good is a fantastic way for people to connect and understand how living the values enables individual and collective success.

𝟱) 𝗜𝘀 𝗟𝗶𝘃𝗶𝗻𝗴 𝗧𝗵𝗲 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗩𝗮𝗹𝘂𝗲𝘀 𝗘𝗾𝘂𝗮𝗹𝗹𝘆 𝗜𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁 𝗔𝘀 𝗖𝗼𝗺𝗽𝗹𝗲𝘁𝗶𝗻𝗴 𝗧𝗮𝘀𝗸𝘀?

Research shows that the more valuable an employee's work is to the organization, the more likely leaders are to overlook questionable behavior. Leaders who don't address the bad behavior of high performers demonstrate that results are more important than their people, values, and ethics.

𝟲) 𝗗𝗼𝗲𝘀 𝗬𝗼𝘂𝗿 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝗥𝗲𝗴𝘂𝗹𝗮𝗿𝗹𝘆 𝗔𝘀𝘀𝗲𝘀𝘀 𝗛𝗼𝘄 𝗪𝗲𝗹𝗹 𝗧𝗵𝗲𝘆 𝗔𝗿𝗲 𝗟𝗶𝘃𝗶𝗻𝗴 𝗧𝗵𝗲 𝗩𝗮𝗹𝘂𝗲𝘀 𝗔𝗻𝗱 𝗔𝗱𝗱𝗿𝗲𝘀𝘀 𝗚𝗮𝗽𝘀?

What gets measured gets done. No company will ever reach perfection by living its values. Still, the best organizations continuously monitor and assess how their collective behaviors and decision-making align with their stated values.

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𝗛𝗼𝘄 𝗧𝗵𝗲 𝗕𝗲𝘀𝘁 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗧𝗲𝗮𝗺𝘀 𝗧𝘂𝗿𝗻 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗚𝗼𝗮𝗹𝘀 𝗜𝗻𝘁𝗼 𝗥𝗲𝘀𝘂𝗹𝘁𝘀 


The best leadership teams have established effective processes and a laser-like focus on delivering their most strategic collective goals. These strategic goals focus on ensuring long-term success, establishing culture, developing employees, improving efficiencies, building strategic partnerships, leveraging emerging opportunities, and advancing innovation. 


This short video shares an overview of the following 4 Best Practices for How Leadership Teams Turn Strategic Goals into Results. 


1) Laser-Like Focus On The Fewest Most Important Goals 


2) Keep A Simple, Visible And Up-To-Date Scorecard 


3) Problem-Solve Important Issues 


4) Establish A Culture Of Accountability 


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2 Foundational Beliefs that will Determine Your Success

A universal truth about human behavior is that our thinking directly impacts our actions, and our actions determine our results. Without an awareness of how our thinking and core beliefs can distort our ability to accurately perceive situations, problem-solve, make decisions, and collaborate, we will never reach our full potential.

1. Belief About How Your View the World

We all like to think we see situations objectively… but more than 70 cognitive biases influence how we judge, decide, and interact.

When situations are complex and emotions are triggered, these perception biases intensify and cloud our ability to see clearly, solve problems, manage stress, and collaborate effectively. The antidote? Humility, curiosity, and a willingness to update your perspective.

2. Belief About the Importance of Relationships

Career success is not just about doing great work; it is about building strong professional relationships. The work environment has fundamentally changed how employees must perform. These shifts include:

• Global teams span time zones and cultures
• Matrixed reporting complicates roles and workflows
• Collaboration is essential to high performance

High performers excel at their own work while also helping others succeed. Countless studies have found that social relationships are the best guarantee of heightened well-being and lowered stress, both an antidote for depression and a prescription for high performance.

🎥 In this 2-minute video, I share why these two beliefs matter and how you can apply them to your own career and leadership.

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