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The Leadership Moment That Catches Most People Off Guard If you’ve ever been handed a major change at 4:00 p.m. and expected to guide your team through it by 9:00 a.m., you already know the truth: in today’s world, leaders are navigating change that arrives fully formed, often without their input, and almost always faster than their people can emotionally process it. Your team will look to you for steadiness. Meanwhile, you’re still absorbing the news yourself. This is the pa

I’ve been blessed with a career full of leadership development programs. Over the years, I’ve seen just about every framework, tool, and model you can imagine. Rarely does something feel   new . But during my morning routine recently, I came across a phrase that stopped me in my tracks:   “Next Play Mentality.” Alan Stein Jr. shared it with the Penn State football team, and it clicked for me instantly—because I’d been watching it in action my whole life, thanks to my son. A

29 years of marriage taught me more about leading through change than any MBA. Growth requires adaptation—together. Just like in marriage, leaders navigating scale or transformation must communicate openly, embrace flexibility, build trust intentionally, and celebrate progress. Change is inevitable, but alignment is optional. The real test is guiding people through it with honesty, trust, and resilience.

Most teams are full of hidden superpowers—talents buried under job titles, org charts, and urgent priorities. As a leader, the question isn’t just what your team does, but what unique brilliance each person brings. Awareness unlocks it. Permission grows it. Trust makes it thrive. What’s your superpower—and how might the world benefit if you used it more boldly at work?

If your team keeps missing the mark, the problem may not be them—it may be you. The difference between expectations and agreements is the difference between chaos and clarity. When leaders create agreements, trust grows, stress drops, and accountability sticks. That’s why I created A Leader’s Guide to Clarity and Trust—a simple framework to help you shift from expectations to true agreements.

Last week, I watched Brendan’s team play a tough game. They didn’t win — but what stood out wasn’t the scoreboard. It was the moment they...

Change Isn’t the Problem We talk a lot about change fatigue in organizations—as if change itself is the problem. But change isn’t the...

Strategy and execution alone don’t drive transformation—acceptance does. The Wright brothers didn’t succeed because their plan was perfect. They succeeded because people believed in their vision, owned it, and pulled it forward. True change can’t be pushed—it must be embraced. When leaders build belief first, execution becomes effortless and strategy adaptable. Acceptance is the force that unlocks transformation.

Forgiveness isn’t about quick relief or pretending the pain didn’t happen. True forgiveness is the daily decision to feel your hurt without letting it define you. By acknowledging the wound, releasing judgment, and reclaiming your identity, you unlock healing, clarity, and resilience. Forgiveness is not about the past—it’s about choosing freedom and transformation for your future.

Bitterness after a layoff or missed opportunity can trap you in the past, fueling resentment and self-doubt. The cycle keeps repeating until you break it with forgiveness—of others, and of yourself. Forgiveness isn’t about excusing mistakes; it’s about freeing your energy to see new possibilities. When you release bitterness, you reclaim clarity, confidence, and the power to shape your future.

You can deliver results, check every box, and still be overlooked. The truth? Success doesn’t come from waiting for recognition—it comes from choosing yourself. When you stop outsourcing your future to others and start trusting your own power, new opportunities, resources, and strengths reveal themselves. The only permission you need to create the future you desire is your own.

PMOs aren’t failing from lack of effort—they fail when visibility doesn’t lead to trust or action. Dashboards mean nothing if teams can’t surface risks or renegotiate priorities. The best PMOs move beyond reporting to stewarding agreements—creating clarity, context, and conversations that drive real decisions.