Last night, I had one of those eye-opening moments where I realized I was making the exact mistake I coach leaders to avoid. It was frustrating, humbling, and honestly, a little funny. But it also made me think—how often do we, as leaders, believe we're helping when we’re actually doing the opposite?

Have you ever felt like you weren’t getting the support you needed from your boss? Maybe they’re too busy. Maybe you feel like you shouldn’t need extra help. Or maybe you’ve convinced yourself they just don’t care. Before jumping to conclusions, consider this instead…

I’m troubled by the recent trend among major companies enforcing strict “return to office” (RTO) policies. Here’s why.

My Boise State Broncos were struggling last year—until Coach Danielson stepped in. From that point on, the mood shifted and so did performance on the field. Fast forward to this season, and the Broncos continue to climb the ranks. What's the magic behind Coach D's leadership? I think it all comes down to this...

This week's video is inspired by my daughter's reaction to her recent birthday gift. It got me thinking about the unassuming colleagues on our teams—the ones who quietly and selflessly contribute without seeking recognition. Join me as we address our tendency to inadvertently neglect these team members, and discuss how crucial it is to intentionally elevate them.

Recently, on a flight, I witnessed a flight attendant use a new approach that rallied all passengers together to accomplish a shared goal. As leaders, I believe we can learn from this approach and apply it to boost shared accountability within our teams.

If you're tired of addressing the same frustration over and over again with your team, this quick video is a must-watch. Discover how a simple change in approach—focusing on the system rather than the individual—can lead to lasting improvements.

Many years ago in high school, I had a rough basketball season. Instead of continuing to improve over time, my skills and execution deteriorated. Why? Because I was missing the three things that every team member needs in order to perform at their best. Do your employees have these three things from you?

When employees can’t perform tasks as well as we do, we’re quick to feel frustrated and make assumptions about their abilities. We often forget what it takes to develop new skills. This video takes a quick deep dive into this very issue through the lens of a recent client coaching conversation.

Sometimes, we feel stifled by management, believing we could do our work more easily without the hierarchy in the way. Do we even need formal leadership structure in place if we have smart, high-performing employees? Google experimented with this idea in 2002. Find out what happened.

We all recognize the absolute importance of building trust on our teams, yet sometimes we're unsure of how to do it.

In this video, I draw on a recent parenting analogy to illustrate what I believe to be the most effective method for building trust with your employees.

Most of us find it easy to praise our “top performers”—the overachieving employees, prized students, and dutiful children—but we struggle to consistently affirm those who aren't quite as easy to lead. Unfortunately, this only further deteriorates effort and results. Try this approach instead...