“But I thought empathetic leadership means making everyone feel ok about the outcome and their performance”? Abso-freaking-lutely NOT. And when you take this kind of warm-fuzzy approach, it causes far more damage than the hard conversations we try to avoid because they aren’t ‘nice’. That’s not showing empathy for anyone.

Let’s just say it: Not every performance issue is a performance issue. Stop and think about that for a moment, because it applies both to you and to your stakeholders. Humans have drivers of their behaviors that are below the surface and, often, are much more powerful.  We’re always running

I can appreciate how, when things go awry, many leaders immediately start looking at behaviors. And I hear the same old problems time and time again. Resistance. Lack of buy in. Poor communication. Weak execution. And yes, these are all issues we deal with.  People will do people things, both

I want to talk about something that might be sensitive for some leaders, but I believe could be the missing component for so many people.  What if what you think you’re working towards isn’t really what you’re working towards? Hear me out.   I’ve been working with leaders and teams for