Ambiguity is no longer an occasional condition of work; it is now embedded in how most organizations operate. Yet the greatest risk is not uncertainty itself, but the persistence of ambiguity in roles, priorities, and decision-making authority. When expectations are unclear, organizations do not simply slow down—they fragment. Accountability diffuses, priorities diverge, and effort increases without corresponding impact. Role ambiguity is one of the most preventable sources o

Organizations and leadership teams rarely fail because they lack intelligence, experience, or ambition. They fail when individual results are achieved in ways that quietly erode trust, consistency, and moral authority. In those moments, character is no longer a personal virtue—it becomes an organizational risk. Leaders must navigate uncertainty—situations when policy, procedure, and precedent offer incomplete guidance or conflict with one another. How decisions are made, and

Uncertainty doesn’t just test leaders—it exposes them. It reveals whether espoused values are operationalized or merely aspirational. And right now, most organizations are struggling to withstand the pressure. Gallup reports that only 3 in 10 employees are engaged, with more than half quietly quitting. McKinsey data shows that less than half of employees experience a positive workplace climate, and just 38% believe their company truly prioritizes people over profits. The lead

Most organizations don’t struggle with accountability because people don’t care. They struggle because leaders unintentionally design systems that make accountability unclear, inconsistent, or optional — especially under pressure.When accountability breaks down, it’s rarely a motivation issue. It’s a leadership design issue.

Many leaders achieve their goals and even increase company revenue. But in a world of fast-paced change and complexity, businesses need employees who will proactively engage in problem-solving, drive change, and take initiative to innovate. To create a competitive advantage, leaders need a committed team that can take charge. However, challenging the status quo in most organizations is risky. If a leader doesn't know how to empower others well, evidence suggests that team mor

Could gratitude be a secret weapon to transform your stress-filled workplace? In tough times, negativity can spread like wildfire, leaving your team living for the weekend. Emotions are social contagions. Minor issues escalate quickly to critical concerns. After a while, compounded complexity and stress harm performance and employee well-being. Today's employees are looking to leaders for more help. Evidence suggests that 72% of leaders feel used up at the end of their day, a

Understanding Leadership Pressure Leadership creates pressure. In the Netflix series The Playbook , Doc Rivers shares the philosophy that inspired the Boston Celtics to a championship and his response to racism while coaching the Los Angeles Clippers. One valuable lesson he imparts is that "pressure is a privilege." What is the alternative to leadership pressure? No productive conflict? No aligned goals? No board meetings? No difficult customers? As an executive coach, I ofte

Great leaders dream of a better future – from business sustainability to growing future leaders, increasing speed to market, or operating with greater purpose. To turn dreams into workplace realities, leaders set strategies. Unfortunately, many organizations keep strategic plans a secret and don't involve others outside the executive leadership team. Evidence suggests that only 5% of employees grasp their company's strategy. This is alarming, given that a direct positive corr

“The promise given was a necessity of the past: the word broken is a necessity of the present.” Taken from lessons in history and life experiences, Niccolò Machiavelli wrote these words in The Prince, published over 550 years ago. The message is clear: the end justifies the means. These words might seem harsh, but they are not surprising. They reveal the tension that can exist in business between profit and people. Is cheating to achieve favorable results part of doing busine

Building trust is increasingly challenging and vital for executive leadership teams. Distrust in society is breeding polarization....

Most leaders are not getting the feedback they want and need. Evidence suggests that eight out of ten employees feel their leader has an...

Have you ever wrestled with the idea of being vulnerable in a conversation? Regardless of leadership level or amount of experience, most...

Star Wars presents an epic struggle between the light and dark side of the force. This special-effects-laden movie saga produced over ten...

Without selfless love in the workplace, achieving the best of what might be is impossible. Stop and think about the implications of that...

Whether you're the CEO or a frontline leader, financial performance is a measure of effectiveness. But how do you improve bottom-line performance amid economic uncertainty and the reality that only 3 in 10 employees are engaged? One key is self-awareness. A study involving 486 companies found it moderated business success and poor-performing businesses had 20% more leaders with blind spots. Unfortunately, self-awareness is rare in leadership. A global study found that 95% of

What does it take to foster organizational commitment in an uncertain world? Marginal commitment might be the new normal, but that...

Did you wake up this morning looking forward to work? Work plays a significant role in the lives of most Americans. In a large study over...

Have you ever overestimated your ability? I have. I've committed to projects and timelines to later wonder how I could be so off in the...

I wish I had more balance in my life. Sound familiar? Many leaders I speak with have tossed in the towel on managing work-life...

Remember being a kid? Campaigning to play a favorite position or pick your friends to be on your team. As kids, the motivation to lead...