Lead From Here

Everyone's learning prompt engineering. Almost nobody's learning the skill that actually matters: judgment.In this episode, I break down why prompt skills have a short shelf life, why the best prompt won't save you if you don't know what good looks like, and how to develop the thinking that AI can't replace.I cover:- Why prompt engineering is a skill with an expiration date- The difference between asking AI a question and knowing whether to ask at all- How confident-sounding outputs fool people who haven't trained their judgment- Why AI doesn't know what matters to your business, your customer, or your team- How speed without judgment creates faster mistakes at a bigger scale- What the leaders who win will actually be good atIf you've been focused on getting better at prompts, this might change your priority.

Skip levels aren't about gathering intel. They're about building trust two levels down - and that trust compounds over time.If your only goal is information extraction, people will figure it out fast. In this episode, I break down how to run skip levels that build relationships instead of eroding them, the questions that actually unlock honesty, and why the trust you build now pays off in moments you can't predict.I cover:- Why interrogation-style skip levels backfire- The real purpose of skip levels (hint: it's not going around your managers)- Why skip levels that only happen during problems create panic- How to make people feel safe enough to share the unfiltered version- The one question that opens doors others keep closed- What it means to leave someone feeling heard, not usedIf your skip levels feel awkward or surface-level, this one will help you reset.

Hard isn't the problem. Avoiding it is. Here's how leaders get this wrong - in both directions.Somewhere along the way, we started treating discomfort like a warning sign instead of evidence that we're doing something that matters. In this episode, I break down why hard is part of the job, how to calibrate the push for your team, and what to do when someone's struggling not because they're weak - but because they're in the wrong seat.I cover:- Why we've been sold a lie about discomfort at work- The reality that business pressure isn't going away- How to know when to push and when to let the team breathe- The difference between stretching someone and breaking them- Why moving someone out of a role isn't failure - avoiding the conversation is- How to lead hard conversations without leading with judgmentIf you've been wondering whether you're pushing too hard or not hard enough, this one's for you.

Your 1:1s are either keeping people or pushing them out the door. Here's how to make those 30 minutes actually count.Most managers treat 1:1s like status updates. Meanwhile, their direct reports are deciding whether to stay or start job searching. In this episode, I break down what separates the 1:1 that builds loyalty from the one that drives people away.I cover:Why status updates don't belong in your 1:1The 1:1 that made them stay vs. the one that made them leaveWhy cancelling sends a louder message than anything you'd sayThe questions that actually surface what's really going onWhy the best 1:1s have them talking more than youHow 26 hours a year becomes your biggest investment or your biggest missIf you're running 1:1s on autopilot, this one might change how you show up next week.

Transparency can backfire. Here's how to know when honesty helps - and when it makes everything worse.Everyone tells leaders to be transparent. But there's a line between building trust and creating anxiety, and most leaders don't know where it is.In this episode, I break down the transparency trap - why oversharing often serves you more than your team, and how to be honest without dumping chaos on people who can't do anything about it.I cover:- Why transparency isn't telling your team everything you know- The difference between honesty and premature disclosure- How oversharing makes you feel better while making them feel worse- The one question to ask before sharing anything- Why withholding information isn't always lying- What selectively transparent leadership actually looks likeIf you've ever wondered how much to share with your team - this one's for you.

Everyone's chasing AI fluency. The leaders who'll win are the ones doubling down on what AI can't do.AI can generate answers faster than you ever will, but it can't tell you if that answer is right for this moment, this team, this context. The more AI handles routine work, the more your value shifts to judgment, trust, and genuine human connection.In this episode, I break down why the scarcest resource in a world of infinite content isn't another tool or prompt, it's someone who actually cares.We cover:→ Why trust is built in small moments no algorithm can replicate→ The skills most leaders avoid that AI will never do for you→ How AI raises the floor, but human skills raise the ceiling→ What makes people actually want to follow youThe question isn't whether you can use AI. It's whether you can do the things AI makes more valuable by contrast.

Your high performers don't want to be managed. They want autonomy, flexibility, and to be left alone. But you still need to develop them, give feedback, and keep them engaged. Here's the new playbook.In this episode, I break down why high performers resist management, what they actually need from you, and how to keep your best people challenged without driving them away.I cover:- Why "leave me alone" is about their history, not you- The difference between self-sufficient and self-directed- How your job shifts from managing work to managing environment- How to give feedback to people who don't think they need it- Why autonomy without development is neglect dressed up as trust- The real risk with high performers (hint: it's not failure)If you've got someone on your team who's crushing it but pushing back on oversight, this one's for you.

Your team is drowning in Slack messages, all-hands recordings, and update emails. They're more informed than ever and somehow still confused. Here's why more communication is making things worse - and what actually creates clarity.In this episode, I break down why over-communicating backfires, the real test for whether your communication is working, and how to say less while being understood more.I cover:- Why information overload causes your team to tune out- The clarity test every leader should try- What your team actually needs from youIf your team is overwhelmed but still unclear on priorities, this one's for you.

Your company pivoted again. Your team is exhausted from whiplash.The problem isn't change. It's constant change without recovery time.And when you try to rally the troops, they see through it. They know this is the fourth pivot this year. Your enthusiasm feels dishonest.Here's what I learned: you may not be able to control the strategy. But you can control how your team experiences the chaos.Your job isn't to make the pivots make sense. Your job is to help your team stay effective and sane despite them.

You're not just looking for a job. You're mourning an identity, a team, a future you thought you had.I don't see enough people talking about this.Everyone gives you tactics. Update your resume. Optimize LinkedIn. Network harder. But nobody acknowledges you're grieving while doing all of it.And when you skip the grief, it leaks out sideways. You perform confidence in interviews you don't feel. You take the wrong offer just to get your identity back. You network from desperation instead of connection.The goal isn't to stop feeling it. The goal is to stop letting it drive your decisions.If you're in this right now: it's real, it's hard, and it ends.

To maintain a clear mind and make the best decisions daily, it's essential to avoid the doom loop. This involves recognizing negative thought patterns and breaking free from them to foster a more positive and productive mindset.

I haven't posted in a while.Not because I had nothing to say, but because I felt like I was missing the plot.Leadership content (including mine) was teaching the same 2015 playbook. But the world of work has fundamentally changed.So I took a step back to rethink what actually matters in 2025.Then I got laid off after almost 9 years leading engineering teams.While it sucks to lose the job you love. It was a catalyst.Here's what I'm seeing: → AI eliminating entire layers of talent → Companies restructuring more often → Remote work fundamentally changing teams → The career ladder crumblingTraditional leadership advice doesn't work for this reality.So I'm building something new: Leadership for the AI Era.Real frameworks. Practical tools. A community of leaders navigating this shift together.Watch the video to hear where I've been and what I'm building next.If you're feeling this shift too - follow along.

Difficult conversations are the worst part of leadership, but they are also the most important conversations you will have in your career. It's imperative that you do your best to make the conversation as effective and helpful as possible to the person on the receiving end. That sounds pretty straightforward, but what about when things go wrong? Whether it's the persons final conversation before being walked out or it's someone you are trying to coach back into solid standing, there will be times where the conversation goes off the rails. When that happens it's up to you as the leader to keep it moving forward in a positive and effective directions. Don't get caught up in the moment, regardless of what they say. You are the person giving them this difficult information, it's natural for them to respond negatively. The key is to stick to the plan, keep your emotions in check and finally remember that you are there to help. Do that and even when things go sideways, you will be able to keep it professional and effective, while also being human. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: https://leadfromhere.co/lead-from-here-monthly-newsletter/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #hardconvos #difficultconversation #toughtopics #hard #difficult #conversations

I received an email from a leader that was asking how he could "fix his team". They are struggling with missing deadlines, complaining/fighting, poor quality and just generally not running as efficiently as he would like. In that email he also let me know how he approaches the team and it involves, "not showing any weaknesses" and "putting up a strong front at all time". From the information I have received, I can deduce that the team doesn't have a quality problem, a deadline problem, they have a leadership problem. That may sound harsh, but all the problems this leader shared were just symptoms of a deeper issue. Your people can see right through your front, your shortcomings and weaknesses are apparent to everyone around you...trying to hide it just breaks trust and makes you look bad. The worst part is it also creates an environment where people try to avoid failure, they as Simon Sinek says "Lie, Hide and Fake". To have healthy teams, that are highly effective for extended periods of time, you have to start with a foundation of trust and empathy...that foundation begins with you being your authentic self, warts and all! Pretending like they don't exist isn't reality and isn't doing you or the team any favors. Your weaknesses and failures, shows your team they can have weaknesses and failures and still find success! That knowledge and comfort in it, it priceless and goes a long way with people. Be yourself. Own your dark as much as you do your light. We all have both. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: https://leadfromhere.co/lead-from-here-monthly-newsletter/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #vulnerable #vulnerability #open #direct #unafraid #authentic

Integrity is a word people throw around a great deal. A good number of those people that utilize don't live the definition which is the quality of being honest and having strong moral principles. The foundation of the channel's thesis is to have healthy, effective teams over a long period of time, you need to build that team on a foundation of trust and empathy. To build trust, you have to be honest! To build trust, you have to live up to the standards you preach. If you are a leader that expects employees to do something, they aren't willing to do, you won't build trust. At best, you will build resentment or push employees out. If you are honest and live up to the standards you set for everyone, and be honest when you fall short, you will build a solid reputation and people will not only go to bat for you, they will be asking to join your teams. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: https://leadfromhere.co/lead-from-here-monthly-newsletter/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #integrity #honesty #trust #leadwithintegrity #foundation

Every single person on this planet fails at some point in their life, most of us, at many points. I personally fell short last week and missed a video upload on Friday. My lack of preparedness allowed life to get in the way. I have switched up my game plan to adjust for it going forward and will do better. The failure got me thinking, what are the most important things to do in the middle of failure or falling short? Start with remembering that you are human, this is going to happen, so go gentle. From there, you need to own it and then communicate that you own the miss. Then lastly, learn and grow from it! I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: https://leadfromhere.co/lead-from-here-monthly-newsletter/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #failure #fallingshort #miss #mistake #growth #learning

I am sure you have heard the saying "It takes a village". Most people use it in reference to raising kids, but the concept applies in countless other scenarios, like, leadership. Leadership is not a solo venture. In the last few weeks I have noticed how much I rely on my peers in leadership, looking back it's been a big part of my leadership growth. Whether it's getting feedback on tone, talking through my talking points for a difficult convo or even role playing. If I need support or guidance, they are there for me and I do the same for them. Having an engaged leadership cohort is KEY to being able to grow and support your leaders growth. In the right environments, it can even expedite your growth as a leader. Don't shy away from asking dumb questions, don't be embarrassed because you don't know something. The best way to learn something you don't know is to ask someone who has done it before. You are strong as a group than any one individual ever will be. Lean into each other and grow together. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: https://leadfromhere.co/lead-from-here-monthly-newsletter/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #solo #teamsport #leadsolo #ittakesavillage #cohort #leadercohort

Start with Understanding Your Why as a Leader: https://youtu.be/ehqKBdENcDI Your why isn't just something you write down in a notebook or hang on a wall. It's to be used, every single day in your interactions. No one is perfect, you will have bad days and say things you wish you could take back. I can think of a bunch of times that I wish I could take back what I said...but it's all a good learning opportunity. Whether it's a difficult conversation or you are talking with someone who is frustrated, remembering your why is a good way to focus and filter on what you are saying. Does your frustration level or anger match your why? Should you be utilizing empathy to deescalate the situation or to be direct about a difficult topic? Your why can help you have more effective interactions and build relationships more effectively, because you are consistently doing the right thing based on your why. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: https://leadfromhere.co/lead-from-here-monthly-newsletter/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #why #yourwhy #startwithwhy #whyleadership #rememberyourwhy

Money isn't the key to happiness, once you have hit a certain level of security. So if you chase money, without a strong why, then you can put yourself in a bad spot. In this video, I talk about my own why, why it's important to have a why and how you can evaluate your why, year over year. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: https://leadfromhere.co/lead-from-here-monthly-newsletter/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #why #yourwhy #startwithwhy #whyleadership

Too often I hear people say the reason they want to get into leadership is the money. You will always be paid your worth to the company you work for, even if it's your own. The key is to understand that regardless of your title, finding something you are good at and can find passion in, will ultimately lead you down the path of the money you desire. Being a leader won't make you lots of money, especially if you aren't a good leader. It's important to focus on your strengths, there are plenty of CEOs, CFOs and the like the are making big money, but that comes with big headaches. For every C-Suite employee, there is a #5 or #9 in the company that will make tons of money because they went all in on their skillset and became invaluable to the company. If you are passionate about leadership, great, do it! If you aren't, your path to more money is probably the one that opened up the leadership opportunity in the first place! I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: https://leadfromhere.co/lead-from-here-monthly-newsletter/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #money #cashmoney #chasemoney #getpaid #leaderdollars

In previous videos we have talked about the importance of using data to Lead. Whether that is to make the case for more resources, for someone to get promoted/fired or to make a case for a pivot in strategy...Data is the key to unlocking the things you need. What I see happen a lot with Leaders, is they decide to start creating metrics or monitoring performance and the first thing they think of is a manual data entry process. You setup a google spreadsheet and ask everyone to fill it out with the information you need from them. Then you do your magic. While fast and easy, it comes with some major risks, like data entered inaccurately, incomplete data, missing data and worse, it can cause burnout in your teams. Finding a way to use the tools they already use on a daily basis, via an API or manual exports (on your part) is a much more stable, reliable and consistent manner. You know the system as is good as the source of truth AND your people don't have to waste their time doing data entry and can focus on the valuable skill you hired them for in the first place. If you have to use manual data entry, remember to keep the data concise, document steps thoroughly AND train people over and over. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: https://leadfromhere.co/lead-from-here-monthly-newsletter/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #dataentry #manualdata #automaticdata #leadwithdata #data

Always remember to push yourself, but never forget to take care of yourself. The best way to do that is to make sure that you take time to rest and recover. These two things aren't talked about enough in today's culture (although it's getting better), they are an afterthought more often than not. I am here today to remind you, that you can't pour from an empty bucket. I heard that on the Diary of a CEO Podcast and I never forgot it. So take time to take care of yourself. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: https://leadfromhere.co/lead-from-here-monthly-newsletter/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #rest #recovery #relaxation #relax #recover #randr

After 7 episodes in a row of Time Management and talking through all the ways to build the perfect plan and schedule, all while being super effective. The reality is, that these are all incredible things to strive for and I would highly recommend pushing yourself to embrace these things as often as possible...but you also have to be realistic with what you can handle in a given day or week. Too often I get emails from people telling me that they are frustrated by their lack of momentum, motivation and not being able to reach for their dreams. While all the tools we talked about over the last couple weeks are important and powerful, it's not the silver bullet to unlimited motivation, energy and productivity. It's one piece of the puzzle. It's important for you to understand your mind, your body and your environment. The same people complaining about their lack of motivation and ability to stick with it...also happen to mention that they are dealing with the loss of a loved one or their kid is in the hospital. Life isn't a straight line, there are hills and valleys, it's important for you to realize where you are in the moment and adjust expectations accordingly. The popular mantra "Give 110% every single day" is often repeated and more often misunderstood. You may wake up feeling 100% and strive for 110% on that day. But what about the days you wake up feeling 30%...110% of 30% is like 33%. You aren't going to find 80%, you focus on what you do have for that day. Consistency is more important than sporadic spurts of high throughput. Ultimately, you have to take care of yourself and understand what you need as an individual. If you are in a valley, don't beat yourself up, focus on what you can do to shorten your time in that valley. Workout, take time off, rest, go out in nature, anything! Whatever helps you and works to get your mind at ease and back to work in a healthy manner. Mine is manual labor, there is nothing that reminds me of how good I have it like manual labor. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: https://leadfromhere.co/lead-from-here-monthly-newsletter/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #110% #life #walkthepath #rollercoasteroflife #upsandowns

Now that we have covered the top 5 time management techniques, I wanted to wrap up this series by talking you through how I manage my own time on a daily basis. This will be as detailed as I can make it without giving away information I am not allowed to. As I worked my way through those 5 time management techniques, I found that there were bits and pieces of each that I thought were very useful. I enjoyed the quick hit sessions of focus from pomodoro for my daily tasks that were a bit more tedious or admin-ish. I liked the ability to block large chunks of time to do deeper work that came with Time Blocking. Those two systems come together to make my time management system tick. What about the other three techniques? Currently, my focus can be all over the map, I have a full time job a Director, Software Engineering, I am the Host of this Podcast, I help run a Memorial Tournament for my Brother every year, and I have a host of passion projects a various stages of the business lifecycle that I try to give focus to every week. Those come together to build my philosophy of organizing, planning and executing on my work across all of those worlds to avoid them colliding. The Time Management Matrix is used to filter all incoming tasks and prioritize them, while Parkinson's Law and the Pareto Principle come together to help me understand how to do balance and plan the urgent and important work across all my responsibilities. This all culminates in my calendar and task list, which I am still trying to find the right tool for. I was using Google Calendar and Todist for a very long time. Recently, I have been trying out Motion and Google Calendar, with which I have found some success. My system is far from finalized or perfect, but it's constantly evolving and I am trying to find efficiencies and ways to take the manual work out of planning. You are welcome to try my way of planning and organizing, but I challenge you to try and find what works for your workload and mindset. Let me know what works for you. I am excited to see what everyone else is doing as I am always trying to learn more in this space! I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: https://leadfromhere.co/lead-from-here-monthly-newsletter/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #dayinthelife #timemanagement #timemanagementsystem #time #leadertime

The last concept we are going to cover is the Pareto Principle (AKA the 80/20 rule). I don't remember when I first heard about it, but I do remember not quiet understanding the rule the first time I did. After listening to Ali Abdaal (https://www.youtube.com/@aliabdaal) and Jim Kwik (https://www.youtube.com/@JimKwik) talk about it more in-depth, I started to get a better understanding of it and how to put it into practice. Essentially, the 80/20 rule states that 20% of the work with produce 80% of the output and to get the remaining 20% of the output, it would take 80% more effort. Which is where I was initially confused, I consider myself very driven and so the idea of not going 100% didn't quiet add up for me. The reality is that the goal is not to minimize the amount of effort, but to focus your effort on a specific portion of work to create a bigger impact. You still have to put 100% of effort into that 20% of focus to achieve 80% of results. Since that confusion and new clarity, I have been able to find ways to utilize this in my daily life as a leader, helping myself and my teams communicate and strategically attack multiple priorities. The goal isn't to ignore the details of the last 20%, it's to prioritize them correctly to still get completed while also creating tremendous impact in other areas. This principle isn't an exact science, but it is incredibly useful to breakdown larger pieces of work or to problem solve big issues in your business. The point is to recognize that most things in life are not distributed evenly, so make decisions on allocating time, resources and efforts based on that. Let me know how you feel about the Pareto Principle and how it works out for you! I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: https://leadfromhere.co/lead-from-here-monthly-newsletter/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #paretoprinciple #8020rule #pareto #8020 #timemanagement #time #leadertime

I came across Parkinson's Law fairly recently as I was diving into how to manage my own time on bigger picture passion projects for myself. I was finding myself continually putting off things that I was super passionate about. As I was exploring what might be happening or how I might be unintentionally sabotaging myself, I came across Parkinson's Law from a video by Ali Abdaal his channel is (https://www.youtube.com/@aliabdaal) . The Core Philosophy of Parkinson's Law is that time will expand to fill the time allotted for it's completion. In other words, people's pace will adjust to the time they have given themselves or been given to complete it. Some of the ways to overcome Parkinson's Law are to plan your work strategically, set self-imposed deadlines, track your time or challenge yourself. The quote "People tend to overestimate what they can get done in a day, but drastically underestimate what they can get done in a year" was stuck in my head, so I really latched onto the "challenge yourself" method to overcoming. I think this is the best, lowest touch method of all of them, but that is just me. The downside to this is, I tend to be HIGHLY unrealistic or optimistic at times, which put me in situations where I was never going to win. In a healthy environment, that is ok most of the time, but in an unhealthy environment, like the one I had created for myself, it weighed me down instead of lifting me up and feeling like a challenge. It's tough to find the balance, but if you can, this method can be very beneficial and really test the beliefs you have about what can be accomplished. I still use this on a regular basis, but I use it more as a thought exercise about work I am doing and if I am being too cautious with timelines. I would love to hear how this works for you! Let me know! I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: https://leadfromhere.co/lead-from-here-monthly-newsletter/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #parkinsonslaw #timemanagement #time #leadertime

The Time Management Matrix (AKA Eisenhower Matrix) is a time management method that uses a 4 quadrant matrix to help you understand the importance and urgency of a task. I remember reading about Stephen Covey's Time Management Matrix for the first time and thinking to myself, this doesn't make any sense to me. The Time Management Matrix (TMM) states that all tasks can be categorized based on urgency and importance. Urgency refers to tasks that require immediate attention, while importance focuses on tasks that align with our goals and values. You do this by creating a 4 quadrant matrix with urgency across the top as an x-asis, urgent first, not urgent as the second quadrant up top. Then importance down the side as the y-axis, with important and not important being on the bottom quadrant. That creates a breakdown that looks like: - Urgent & Important tasks/projects to be completed immediately - Not Urgent & Important tasks/projects to be scheduled on your calendar - Urgent & Unimportant tasks/projects to be delegated to someone else - Not Urgent & Unimportant tasks/projects to be deleted Thankfully, when I started getting into the heat of leadership and balancing a lot of things, prioritization of my work, my teams work and my department/business needs, I was able to remember this system. TMM is very powerful for someone that has a lot of different things coming at them, I didn't see the strength of it as someone just writing code, but as a leader it was an easy repeatable way to stay on top of the things that were constantly evolving/changing/new. This by itself isn't enough for me, but it's is VERY powerful...if you can't tell, my end state will be a mixture of a few. :) I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Chasing Pain as a Leader: https://youtu.be/namfrQ8bbNE Sign up for our newsletter: https://leadfromhere.co/lead-from-here-monthly-newsletter/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #timemanagementmatrix #eisenhowermatrix #tmm #timemanagement #time #leadertime

Time Blocking is the next step in my Time Management/Productivity Journey and while I don't remember specifically where I first heard about it, it's hard not to find great content about it on YouTube. After experimenting with Pomodoro, I knew I wanted to create very specific windows of time to do focused work. I just didn't know how I could do this effectively. At this point, I was a full time developer for a marketing agency and had multiple side clients across the country. I was an absolute unorganized mess. Time Blocking involves dividing your day into blocks of time. With each block being dedicated to accomplishing a specific task or group of tasks, and you can't deviate beyond your scheduled block. Instead of a to-do list with a start and no end, you create a very defined schedule of everything you plan to get done that day. This method of time management works very well for me, but it's not enough by itself. It DOES create windows of focused time to perform a very specific task, which worked fantastically when I just had a list of development tasks I had to do...but it is WAY too concrete for a day once I became a leader. The volatility in a day seemed to mess up my plans every time. Once I became a leader, I tried messing around with it and I got it close to workable by make sure that I created more "optional time". So I would schedule about 55%-65% of my day and leave enough whitespace to pivot things around when needed. This got me closer to where I was trying to go, but not all the way. Again, don't let my experience sway you, try it for yourself and let me know what you think! I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: https://leadfromhere.co/lead-from-here-monthly-newsletter/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #timeblocking #timemanagement #time #leadertime

The Pomodoro Technique was my first foray into the Time Management/Productivity space. I remember watching it on Thomas Frank's Channel (https://www.youtube.com/@Thomasfrank) many, many years ago. The concept seemed so simple, I knew it had to be effective and as someone who was struggling to get momentum built up in my career, it felt like a potential quick win. With that, I dove head first into it and converted my to-do list and schedule to pomodoros. A pomodoro is a tomato. Wait, what does that have to do with time management. Nothing really, but Francesco Cirillo who developed this technique named it after the little tomato style kitchen timer he used for a 25 minute timer. In the pure pomodoro technique as Francesco designed it, a Pomodoro is a 25 minute time of hyper focus on a specific task, followed by a 5 minute break. After you had done 4 pomodoro, then you take a 15-30 minute break. For the first couple of weeks, I loved it. I was getting things done, it wasn't difficult to manage and overall, I was very happy. However towards the end of the 3rd week, I started knocking out all the mundane stuff and started getting into deeper, more complex work. At that point, I began to get frustrated when I would start to get into a flow of a complex bit of code and have to take a 5 minute break. Over the next few weeks, I tried to tweak the timing and the breaks to see if I could make it work. It was better, but I was still struggling to get into the "flow state". Overall, it's powerful for non-deep work, but the concept fell apart for me outside of that. Don't let me sway your opinion. Give it a shot! Everyones brain's work different, so what doesn't work for me, might work for you. Let me know how it goes! I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: https://leadfromhere.co/lead-from-here-monthly-newsletter/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #pomodoro #pomodorotechnique #timemanagement #time #leadertime

Time Management is a core fundamental of being an effective person, employee and most especially a leader. Leaders have a unique position in the company where they have to balance a lot of different things from their people to the business all the way to the customers. Effectively managing your time around that is the difference between a good leader and a great leader. Time management is an interesting topic, because people will swear for and against certain techniques. There is a ton of data about time management, but the three stats that impact me the most are as follows. The first is the typical employee is only productive for 2 hours and 53 minutes per workday and the second ties very directly into the other 5 hours (if you are talking an 8 hour workday) and that is 90% of employees check business messaging tools like Slack or Teams for up to 5 hours daily. That is a lot of time distracted by messaging apps. The last one is around multitasking, which says multitasking costs a person 6 hours of productivity each week. That is 3 business days per month! If you aren't paying attention to your impact on your people, you could exacerbate one or all of those stats in a single decision/email/message. That is why it's important to become intimately familiar with time management. This is the first video in a 6 part series that will dive deeper in the the following time management techniques: - The Pomodoro Technique - Time Blocking - The Time Management Matrix (AKA The Eisenhower Matrix) - Parkinson's Law - Pareto Principle (AKA The 80/20 Rule) We will go through these techniques in the way I learned about them and started exploring Time Management in my own journey. You may find one that fits perfectly with you as an individual or you may find that mixing together a few concepts helps you more than single one could. As you go through this series, think about how you could use these to get control of your own time, but also to build profiles of how your people and teams work from a timeline perspective. This will give you power to not only make good decisions but challenge deadlines when necessary. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #time #timemanagement #manageyourtime #leadertime

Today marks our 100th Episode! I cannot put into words how much it means to me that so many of you have decided to join the Leadership Journey. More content is coming, series with tools to help you on your journey, monthly newsletter (link below), a book club and so much more! Leadership continues to evolve and elevate based on the work of people like Simon Sinek, John Maxwell, Gary Vaynerchuk and Steven Bartlett to name a few. With that being said, a large percentage of leaders still think the old provably wrong way of leadership is the best way to "do big things in business." That is why it's so important for anyone that has the interest in being great leaders that care about your people should pick up the torch. We need people that want to do amazing things and help people find new levels to themselves. You don't have to have the title to do that! You just have to care and hold people accountable. It's not an easy balance, but it's a necessary one! Great leaders can truly change the world in the best way possible, join us (and any of the people list above) on this journey. Whether it's Lead From Here, or any New Leadership Advocate, just join the journey and help make the world a better place. I hope this was helpful! Thank you so much for being here, and here is to the next 100 episodes! Take care! ------------------------------------------------- Sign up for our newsletter: https://leadfromhere.co/lead-from-here-monthly-newsletter/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #leader #100th #episode100 #100 #growthleader #newleader #newleaders #leadersmatter

Leading effective meetings is a super power for people that want to lead. Meetings that go off track, rabbit hole or don't have a clear goal all drive wasting time. That is the last thing you want as a leader! With that, the MOST important question to ask yourself is...is this meeting needed? If it's something you can handle individually or via email or your company's messenger platform, then do that! Only do the meeting if there is a very clear an concise benefit to pulling all those people together, then make sure you have a specific leader for that meeting! From there it's just about make sure you are inescapably clear on what the meeting is, have a very clear purpose and goal for the meeting. Then verify you have the RIGHT people for the meeting, not the MOST people for the meeting. Anyone that is in a meeting that doesn't need to be not only wastes their time, but it also can add to confusion and lack of focus from other attendees. Keep the list tight and concise. Lastly, make sure that someone is designated as the note taker and have them write down the takeaways and action items. Without those, your meeting was a waste, because there is nothing to check against if things go off track after the meeting. Clear action items and owners for those action items are an integral part of running an effective meeting! I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #meetings #effectivemeetings #meetingculture #leader

We have covered the importance of emotional intelligence on this channel before, check out that video here: https://youtu.be/kqIjcF3IjjY So today, we are going to talk about how your cultivate your emotional intelligence. It starts with a focus on improving the 5 pillars of Emotional Intelligence, Self-Awareness, Self-Regulation, Motivation, Empathy & Social Skills. Self-awareness is the foundation of being able to improve your EQ. If you aren't aware of your words, tone, body language and facial expressions, it's very difficult to improve. You can improve self-awareness with things like yoga, meditation, mindfulness practices and getting candid feedback about your presence from friends, colleagues and leaders. From there you move into self-regulation. Once you are aware of what you are doing, then you need to get to work on learning how to regulate yourself. You can do that by preparing more for meetings/speeches, holding emotional responses until after the heat of the conversation and generally just learning to stay level (mediation and mindfulness help a ton here). The next pillar is motivation. Make sure you understand why you are doing something and what is motivating you. If you aren't motivated to lead people and care for them, then you might not be a leader...and that's ok! Empathy is one of the most important pillars in my opinion. Being able to put yourself in someone else's shoes really differentiates you as a leader. It allows you to take a step back and evaluate how others might feel. Lastly, social skills are important to have high EQ. To be able to have solid conversations, giving praise, handing conflict...doing those things effectively all require a foundation of solid social skills. I hope this was helpful! Thanks for being here! Take care! Links to past videos that support the 5 pillars: #26 Your Words Matter: https://youtu.be/P27sKp2XUMo #5 Difficult Conversations: https://youtu.be/cF9cXP-XwrA #6 Radical Candor: https://youtu.be/4PoPcpIyrJk #80 Leveraging Mindfulness: https://youtu.be/lnp1TfIbke0 ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #podcast #leadfromherepodcast #leadfromhere #emotionalintelligence #eq #mindfulness #leader

Leading with influence instead of authority is the main foundation of this channel, it's not about title, it's about taking care of the people around you and helping get things accomplished, regardless of title! How do you influence people? It starts with establishing your credibility. This isn't you talking about it, it's by action and social proof. Whether it's utilizing your skills to respond in chaos, letting the team micro fail even after you told them the risks or being a continuous thought leader in the industry...your credibility will only be realized in action. From there, it's all about building relationships based on trust, respect and empathy. You do that by connecting on a emotional level, this can't be done with surface level discussions. Connecting on that level and building those relationships allows you to truly understand your people! Understanding them allows you to know your motivations, strengths, weaknesses and fears, which allows you to influence change at the group level more effectively. Outside of that, five characteristics that help support your influence as a leader include, active listening, mindfulness of others needs, being able to take feedback/criticism, being a positive energy on your team (not blindly positive) and lastly building strong relationships across the board, not just with your team. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #podcast #leadfromherepodcast #leadfromhere #influence #leader #lead #activelistening #mindfulness #credibility

As a Leader you aren't directly responsible for your employee's well-being, but you absolutely have a role in supporting their well-being. How do you go about supporting their well-being? First off, make sure you are leading by example. Show them what a wellness focused leader looks like, take time off, work reasonable hours and be open with your own well-being journey. Other ways include creating/encouraging policies that support your people, push for better benefits, invest in your people! Show them that they are value and give them room to not only be their best selves, but allow them to handle their life outside of work, be flexible! The last two things that I think are very important for leaders...the first is to make sure you focus and encourage innovation, if you aren't growing your are dying. Lastly, you have to genuinely care about your people. If you don't care...why are you in leadership? I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #podcast #leadfromherepodcast #leadfromhere #wellbeing #wellness #mindfulness #mypeople #care

Humility is a trait that is often mischaracterized as weak or submissive, but the reality it's takes massive courage and confidence to be humble or act with humility. The key is to lean into your strengths and be open about your weaknesses. Ask for help, don't be afraid to not know the answer, give credit where credit is due, especially when YOU yourself are due the credit. Too often leaders say things like "Just doing my job" or "It was all the team", you are part of that team, own it. Make sure to share the love and don't take all the credit (unless it's something you did solo). Taking credit is something I have always struggled with, I found a simple "thank you" lets people know that you own your part in it and take the compliment. The downside of humility is not letting it impact your teams ability to move forward or to grow. People that are humble or act with humility can be seen as indecisive because they defer to the team or others too much. It's ok to get input and try to drive consensus, but make sure you pull the trigger on a decision before it lingers too long. Lastly, make sure you are delegating effectively...humility strong leaders, tend to not want to overburden their teams, so they don't give them more work, which ends up overburdening the leader and take crucial growth opportunities from their people. Delegate! Overall, humility is a strength and most employees (95%) wish their leaders were humble leaders. 97% of leaders WANT to be that leader, 80% report themselves as being that leader...but sadly, only 37% of employees report having a humble leader. We have to close that gap! I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #humility #humble #leader #credit #givecredit #behumble

When it comes to Leadership, there will come a time...maybe more often then you would like...you have to just make the call. You may not have all the information you want to have, there not be consensus, there maybe disagreement, from your people, your peers or your leaders. You still have to make the call. It's important to remember that as a leader, you have a unique point of view in that you have a broader understanding of the business. You may have confidential information that isn't ready to be shared, you may see cross functional information or you may not have any of that and you know that a decision needs to be made. Don't make all the calls without including your team, stakeholders and SMEs (Subject Matter Experts), but you also can't sit on decisions too long. Hopefully you get enough information to make the best decision possible, but if you see a decision lingering and you aren't getting the information, it might be time to make the call and then accept the ownership if it isn't the right call in the end. Finding the balance is difficult, but it's one of the most important things you will do as a leader. That is why building teams with a foundation of trust and empathy is key! They trust that you are making the best decision possible for the team and department. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #makethecall #decision #decisionmaking #lead #leader

Too often, I hear leaders speak about "the team" or "my people" or "they" or "them". You are part of that team, your authority doesn't create separation, it requires deeper engagement with more responsibility to your teammates! Using terms like they or them when referring to your teams, makes you look bad and create a lack of trust within your team. If your team senses that you think of yourself of separate or different, they won't trust that you won't throw them under the bus when the going gets tough. Building teams on the foundation of trust and empathy, while also being a part of that team, allows you to unlock the best in your people and support the business is the most effective way possible. Don't fall prey to thinking you are better, different or separate from your teams, you are not only a part of it, but you are also accountable and responsible for their success and failure. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #teamwork #team #teamleader #teammate

Customer pain is an inevitability if you own a business. Pain isn't the problem, it's how your manage and respond to pain that can help your business flourish or fail. When you are a start up, your life is chasing pain, you need to support your customers to build solid relationships and have fantastic references to help build your business larger. The problem I see in most companies that find success and grow from small to medium and beyond...is they keep the same "chasing pain" mindset they had as a start up. You are now in a vicious cycle of the loudest customer, or subset of customers, is getting all the focus and your focused on chasing pain. You lose sight of the much larger percentage of customers who are happy now, but still want to see the product improve and innovate. Over a year or two years, those happy customers now become a risk because they feel ignored. As you grow, it's important to start developing and holding customers accountable to your standards. If you set standards and everyone from CEO to the support person know them and communicate them, it's much easier to tell a loud customer that we are on it, but we have to stick to our plan. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #pain #painful #customerpain #customers #chase #chasing

There is an old school view of toughness and a new school view of toughness, the old thinks the new is "softer" but the results don't lie. The old school view of toughness is built on callousness and is NOT a way to build toughness. Pushing people with control, fear and power will not lead to long term results. That CAN be way to break down a group of people to see if they are up to the task of growing and maturing with training and support...but it isn't a way to build long term toughness. You don't build resilience by blindly pushing through adversity. Building toughness through helping people understand how their body and mind react sets them up to keep a clear head and make appropriate decisions, regardless of how stressful or uncomfortable a situation is. It's teaching people to focus on the internal part of stress instead of the external pressure. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #tough #toughness #callous #callousness #oldschool #newschool

Contractors is a very interesting topic from a leaders perspective. They can very quickly support one of your initiatives when utilized correctly, but they can also be the downfall of a project when utilized incorrectly. The biggest mistake companies make is over inflate the impact contractors can make. They will hand them highly specialized, full projects or make them the key resources on those projects that have "support" from other people in the department, but aren't dedicated to the project. Contractors should be used to augment your current staff in most scenarios, if you are going to farm out an entire team, make sure the work is as generic as it can be. If you have a highly specialized product, giving contractors with zero experience on your product a project on that product, can lead to misguided or flat out incorrect implementations...that can ultimately hurt your bottom line. The key is to pair up your contractors with your best talent, give them time to acclimate and have reasonable expectations for them from a throughput perspective. They may be paid as much or more than your top talent, but that doesn't mean they will be as fast...especially out of the gate. If your product has any kind of specialization...expect that someone off the street will have a slow ramp up. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #contractor #contractors #outsourcing #contracting

Ambition at it's core isn't a bad thing and you need a bunch of it to become a leader and thrive as a leader...the key is to understand when to utilize it and when to focus on others. A leader that put their own careers in front of their teams or the business are doomed to fail. The strongest leader, shining brightly will be doomed to fail if their teams and business segment are suffering. The core function of a leader is to create healthy teams that drive positive growth in the business. It's glaringly obvious to most executive teams when a strong leader is flexing, but their teams a faltering. How do you avoid being that leader? Focus on your people first. Build teams that have a foundation of trust and empathy. Then support the individuals on those teams to grow in their career. If you are doing this, you will ultimately support the business, because strong effective teams help the business grow and find success. Once you have stable, effective teams that are supporting the business, THEN it's your time to shine! This is when you get to look for gaps or opportunities to support your teams, the department or the business, by doing things that you are passionate about and have the skills to handle. The key is take care of your foundational responsibilities first, then get your shine on. :) I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #ambition #blindambition #teamfirst #teammate #teamlead #shine #shinebrightly

As a leader, consensus is one of the keys to being an effective leader. When you have effective teams full of people that are great at their job, they will inevitably disagree on the path forward. The same goes for your group of peers, whether that is in your department, cross functionally, or both. Building consensus is a skill that must be honed to make sure that we continue to move forward, making the best choice possible with the information we have in front of us. You have to pick a direction, you can't argue a path forever and ever until you get the perfect solution that everyone agrees on. This is where you as a leader have to work together with the people involved and build consensus. You do that by first forming an opinion of your own, hopefully based on all the information both (or all) sides of the debate have put forth. Then from there, you have to ultimately make a call, before that happens, you need to work with the key stakeholders to get them rallied around making the call and moving forward. Building consensus isn't an easy task, people are very opinionated when it comes to things they are passionate about. There is a lot of emotions and they tend to boil over. It's your job as a leader to rally them and get them supporting the path forward, even if they disagree initially. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #podcast #leadfromherepodcast #leadfromhere #consensus #howto #leadershiphowto #buildconsensus

Leadership isn't an Achievement...it's a way of life. Viewing Leadership as an achievement makes leaders let their guard down and fall short. Leadership is a journey and if you recently moved into it, you just jumped on that path at the beginning of the journey. From here it continues to bend and curve, with speed bumps randomly placed throughout. You may have been one of the best individual contributor, but now you are the WORST leader. That sounds harsh, but if you aren't willing to join the journey, it will doom you and your teams to a rough path forward. On the other hand, if you are open to the journey, it can be an amazing growth opportunity for you, your teams and your business. If you go into Leadership with the understanding that there is no "end state", no "destination", you will have a much better ability to pivot and evolve as the market or the teams or your executives change. You will have built a team on the foundations of trust and empathy, that can weather the storm of change, failure, loss, etc. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #leader #leaderlife #walkthepath #leadershippath

Deep Work is exactly what is sounds like...it means doing cognitively demanding tasks that require intense focus. Deep work is becoming increasing rare, yet invaluable. Shallow work is the other side of that coin, emails, texts, instant messenger, etc are all things that CAN take up the majority of your day and your focus, if you let them. The key is creating structured chunks of time to work on critical action items that require intense focus and more than your average amount of cognitive ability. The book outlines plenty of extreme cases where people locked themselves in a cabin or jungle for days on end. Luckily, they also have some very pragmatic examples like blocking time, shutting off your phone and utilizing your some of the strengths that are inherent in your brain/body. If you can structure your time to create chunks of hyper focused time, where you focus on deep work...you will be in a fantastic place and realize the benefits such as improved productivity, increased creativity and high levels of job satisfaction. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #leadfromherepodcast #leadfromhere #deepwork #focusedwork #deep #work

The 3 Bars Framework is something I read about in Steven Bartlett's book, "The Diary of a CEO, The 33 Laws of Business and Life". It's a fantastic book, definitely give it a read (https://www.amazon.com/Diary-CEO-Laws-Business-Life/dp/0593715837)! The 3 Bars For Building Great Teams as it's actually called in the book, is used to evaluate people from a culture fit perspective. It takes the emotions (and avoidance) out of difficult conversations. As I have outlined in previous videos, firing someone is ALWAYS awful, even when they earned it. With that it's easy to avoid, the 3 Bars help simplify the conversation and get to the proper answer in a very quick thought process. The concept is simple, if you have someone that you feel like might be a culture misfit or is struggling in their job...ask yourself this question, "If everyone in the company shared this persons values, standards and attitude, would the company bar be raised, maintained or lowered?" If someone is in the bar raiser category, it is probably time for them to be promoted and on a path to leadership...if they are someone who would lower the bar, it's probably time to fire that person as research shows that the person in the lower the bar category would be a disproportionately toxic influence on the teams culture. As always, there is nuance when it comes to firing people, so it's important to understand the whole picture before making any major decisions. Pull in your team leader, HR and discuss what the options are...perhaps training will help pivot this person. The key is, don't let them linger, they are either improving or it's time for them to move on. I hope this was helpful! Again, check out this book, it's an amazing read and one that I always keep around for inspiration. Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #hiring #firing #culturefit #companyculture #culture

Resilience is the capacity to withstand or to recover quickly from difficulties. In my opinion, there isn't a better definition of a leaders job than this. Some will say your ability to plan or strategize or coach makes you the best leader possible. I think those things are very important in leadership...but your ability to be resilient tops them all. The mark of a great leader is the ability to take a lickin' and keep on tickin' as the saying goes. They can't linger in their own frustrations or emotions around a misstep or failure, they have to bounce back quickly, make sure learning happens and be ready for the next challenge. How do I add resilience into my repertoire? Make mistakes, failures, missteps, etc not personal. High achieving people tend to take everything personal, because their self belief and confidence is wrapped up in their ability to deliver. The reality is, these things aren't personal, it's purely part of the process. If you can separate yourself and your value from the reality of the process, the gut punch issues don't land so solidly. Being resilient isn't an end state, it's a way of being. Remember that you aren't a failure, you own the failure. Do that and you can be there person that people look to for strength and empathy when things go sideways. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #resilience #resilient #resilientleader #leadershiptips #leadershipcoaching

Teams are made up of humans, so conflict is a very normal and natural part of highly effective teams. The key for leaders is to make sure that you harness it, manage it and most importantly don't let it fester. How do you harness conflict? Well, conflict is usually a disagreement about something. Which means that conflict is actually creating a situation where the "best path forward" is being discussed. Harnessing conflict means utilizing the conflict to make sure that as a group you are moving in the right direction. What about managing it? This one is pretty straightforward, listen to both sides and help get to a conclusion that makes the most sense overall and move forward, don't linger, don't overthink it...come to a decision and move forward. Lastly, how do you avoid a conflict festering? When it's done, it's done. It's important to set expectations with people and say something like, "while we might not all be in agreement here, we have to pick a direction. This direction feels like it has a viable direction and enough support to move forward. Let's all move forward together and if it's the wrong direction, it's on me as the leader." It's important to check in with people on the other end of the decision. Help them understand why their way wasn't the right direction or why it wasn't as viable as the other. But more importantly, make sure they know that it's not about them as a person, it's about making a decision and moving forward. Rather than spending multiple meetings spinning on the same topic over and over. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #conflict #conflictresolution #teaminteraction #teamconflict #leadershiptips

This topic is a fun one. People are notoriously terrible at this. I am one of those people. Delegation is the single best way to create opportunities for your people! If you aren't delegating, you are actively holding your people back. This statement is contrary to what most people, myself included, think about delegation. Most people feel like, they don't want to overburden their best people with stuff they CAN do on their own. The reality is, delegation helps everyone. It allows you to focus on high priority tasks, while giving your people opportunities for learning AND exposure. Sure you could do the work yourself, but giving your people the opportunity to own something and see it through helps everyone and ultimately drives your company and your people forward! How do I start delegating? Start small. Find someone in your teams you trust to get the job done and look for opportunities on your to-do list that fit their career development. Just giving them a bunch of random tasks that won't help in their career progression may help you, but it isn't helping them. As this isn't their top priority, they will fail, so it's also important to give them specific deadlines and check in regularly. For your own sake, I would give yourself a little padding incase they fail or their output needs tweaking before the ACTUAL deadline. If you give your people specific instructions, timelines and then check in regularly, delegation can be a massive benefit to everyone involved. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #delegation #delegating #leaderdelegation #leadershiptips #leadershipcoaching

I wanted to give you my top 5 Leadership Habits to help set a foundation of strong and healthy leadership. Each item in the top 5 list is VERY important to finding success as a leader. Top 5 Habits: Be the Last to Speak - This is one of the most important things for leaders to do...if you speak first, you will never get real feedback, even in a healthy culture. Human nature will deflect to the perceived leader. Embrace Failure/Experimentation - The fastest way for a company to die is to avoid change, failure and experimentation. It's absolutely crucial for leaders to make experimenting and failing a habit. Lead by Example - The best way to build trust and show people that you truly care about them, it to show them that you are willing to do anything you ask them to do. Foster Trust and Empathy - It's important to build a healthy foundation of trust and empathy as a Leader. If people trust you and believe that you are doing what is best for them, they will be significantly more impactful in their teams! Have Regular Skip Levels - Skip Levels are a massive opportunity to show people how much you care and how valued they are. Skip levels get you context that you might be missing as a leader, it also uplifts your people to make them feel valued. I hope this was helpful! Thanks for being here! Take care! ------------------------------------------------- Sign up for our newsletter: http://leadfromhere.co/ #leadership #leadercommunity #leadershiphabits #top5 #habits #leaderhabits #greatleaderhabits