Leadership Feeds

IDEAS shared have the power to expand perspectives, change thinking, and move lives. Here are two ideas for the curious mind to engage with: I. Nick Bare on the value of running: “So, why run? It is versus you. You keep driving through the little pieces of pain that you’re experiencing in your legs. Those pieces go a long way to developing something inside of you. Your lungs burn when you first get started and you begin gasping for air as you attempt to move your legs faster than they can sustain. Running is humbling. Running teaches us discipline, focus, and the power of consistent action. Running builds confidence. And running creates opportunities for mental clarity that I haven’t been able to unlock anywhere in my entire life. It is so much more than just “running.” Source: Go One More: Find the Clarity to Make Intentional, Life-Changing Choices II. Entrepreneur Anthony Pompliano on surrounding yourself with compounders: “Surround yourself with compounders. Compounders are people who focus on compounding knowledge, health, wealth, and deep relationships over decades. These friends are hard to find, but invaluable when you do. They will force you to level up your game, Conversations with these individuals are higher quality. Their success will inspire you to accomplish more. And you will get the added benefit of learning from your successful friends’ wins and losses along the way.” Source: How To Live An Extraordinary Life * * * Look for these ideas every Thursday on the Leading…

THE new hyper-digital age will see a significant shift towards participation branding in what some regard as the Participation Age. As consumers increasingly rely on one another for feedback and input on what and where to buy products and services, the best brands invite consumers to participate in brand-building. This participation could involve a range of actions, from co-creation of product design to customer-led innovation efforts, user-generated ads and promotions, and people-powered influencer marketing programs. Notably, each of these actions has the potential to positively influence customer engagement. The participation branding approach co-creates value with customers to effectively deliver greater value. It shifts the focus from the firm as a source of value creation to a partnership between customers and firms that results in value co-creation. Although products may remain the same, the platforms created allow customers to customize and individualize experiences, ensuring that each customer experience is unique. This, in turn, contributes to greater value creation. By enabling customers to co-create products and services, firms serve the needs of heterogeneous groups or allow the firm to serve customers who seek variety in their products, services, or experiences. The Lego Legacy Participation branding can serve as a vehicle for researching customers’ needs and requirements. It enhances customers’ identification with the brand, as user-designed products provide a sense of empowerment for those involved in the co-creation process.. Participation branding can enhance consumers’ willingness to pay by evoking feelings of accomplishment and a sense of contribution to the production process. One…

In a market where clients are under pressure to do more with less, they won’t gamble on generalists. The firms and advisors who thrive are those who carve out a niche and lead it. HEADLINES expressing how AI is reshaping knowledge work are everywhere. From legal research to tax prep, technology is automating the rote tasks that used to justify armies of junior staff. Clients are noticing. A 2025 Bloomberg survey of corporate general councils found that 61 percent expect to experiment with AI-powered tools this year, and more than half say they’re scrutinizing external providers to ensure “specialized value” that machines can’t replace. This is the crux for professional experts. Delivering the work is no longer enough. To grow, you must also sell — and in a climate where clients are questioning every hour billed, they gravitate to advisors they trust with proven authority in a narrow domain. Generalists, by contrast, are interchangeable. And in the emerging era of AI, they’re not only interchangeable with each other — they’re the first targets for agentic AI. If your value is defined by routine analysis, drafting, or process execution, you are competing with tools that promise to do the same work faster and cheaper. Specialists, on the other hand, offer judgment, nuance, and pattern recognition that machines can’t as easily replicate. Why Clients Bet on Specialists When the stakes are high, buyers want the safest option. That means they look for specialists who solve complex, high-value problems every day. An…

IDEAS shared have the power to expand perspectives, change thinking, and move lives. Here are two ideas for the curious mind to engage with: I. Anne-Laura Le Cunff on life as an experiment: “No matter how good your tool or deliberative your thought process, one thing never changes: There is no right choice. If you’re used to zero-sum thinking, that point of view may frustrate you. But it’s almost impossible to fail when you see everything as an experiment. In a life of experimentation, there is no wrong choice, either. A pact isn’t a destination. It’s a path you want to discover more about yourself and the world. Success and failure are fluid constructs, not fixed labels. If you simply keep going as is, it means you found an ideal groove—amazing! If you decide to stop, it means this direction didn’t feel good—now you know! “The only failure is to confuse mindless movement with mindful momentum. As long as you keep on adapting, learning, and growing, you are winning.” Source: Tiny Experiments: How to Live Freely in a Goal-Obsessed World II. Nick Bare on consistency: “Showing up and being consistently good creates results. “Consistency compounds. Training for a marathon is hard. Building a business is hard. Being a great husband and father is hard. If you start with the expectation of succeeding right away, you are probably going to be disappointed. Consistency always wins. Show up day after day, week after week, month after month, year after year, and…

THE most biodiverse place on Earth isn’t found deep in the Amazon rainforest or in the heart of the ocean. It’s at the edges–where forest meets water, where mountain slopes transition to valley floors, where different ecosystems intersect and create something neither could achieve alone. These “edge effects” generate extraordinary abundance through the dynamic interaction of different systems. The same principle applies to our organizations, yet most businesses are designed to minimize exactly these kinds of productive intersections. We organize into departments, create clear reporting lines, and establish distinct territories of responsibility. While this structure provides clarity, it also eliminates the spaces where innovation most naturally occurs. Picture your organization’s structure as a diagram. It likely shows neat boxes connected by clean lines: marketing here, engineering there, sales over here. These artificial boundaries create “innovation dead zones” where potentially transformative interactions simply never happen. When teams operate exclusively within their designated boxes, customer problems get bounced between departments, resources get duplicated, and breakthrough solutions remain undiscovered. The cumulative effect drains organizational energy. Instead of generating value, rigid boundaries create tension points where good work goes to die. Three Strategies to Harness Your Organization’s Edge Effects Create Deliberate Collision Points. 3M has built its entire innovation culture around what they call “technology intersection.” Rather than keeping research teams separated by product category, they actively encourage scientists from different disciplines to collaborate through structured programs and shared spaces. Establish Cross-Functionality and Rotation. Instead of assigning projects to single departments where they…

THE groundwork for the modern cult of authenticity was laid in our era by philosophers like Rousseau and others of his mindset who followed him. Their idea that any constraints laid on us or attempts to conform us by society make us inauthentic. But the fact is, we find out who we are in relation to other people and the communities in which we interact. Our uninhibited self is rarely our best self. In Don’t Be Yourself: Why Authenticity Is Overrated (and What to Do Instead) published by Harvard Business Review Press, author Tomas Chamorro-Premuzic asks, “What if chasing authenticity was an actual trap—one that oversimplifies human complexity, disregards the necessity of compromise, and leaves us ill-equipped to navigate the nuanced realities of modern life, which include focusing not just on ourselves and how we feel, but also on others?”` Our uninhibited, authentic self can hold us back from the potential we have. Contrary to what the authenticity cult predicates, success is rarely attained through radical honesty or by always showing every single side of ourselves. Instead, it’s a function of carefully managing your self-presentation—adapting to situations and showcasing the qualities that are best appreciated by others—while making an effort to conceal negative, undesirable, and irrelevant aspects of your personality. Chamorro-Premuzic presents us with four authenticity traps that encourage us to be our unfiltered selves regardless of the situation and refuse to compromise. The Four Authenticity Traps Always Be Honest with Yourself and OthersTruth at all costs is not…

IDEAS shared have the power to expand perspectives, change thinking, and move lives. Here are two ideas for the curious mind to engage with: I. Nick Huber on responsibility: “This might hurt. This is likely hard to swallow. It isn’t anyone else’s fault. Your life today is a direct result of your own decisions and actions. Successful people understand this and take ownership in every situation. If you cultivate resilience, you have a significant competitive advantage over most people. If you are willing to do hard things, your tolerance for discomfort will become a superpower. If you swim against the current and try something new that might lead to a different result from the majority of people, you learn to adapt to difficult conditions without constantly looking for someone or something to blame. You, and only you, are responsible for your life, your business, and your future. Not a politician. Not your parents. Not the economy. Not the world around you. You. If you can accept that fact, embrace it even, no one person or situation can shake you.” Source: The Sweaty Startup: How to Get Rich Doing Boring Things II. Adam Grant on discomfort: “Becoming a creature of discomfort can unlock hidden potential in many different types of learning. Summoning the nerve to face discomfort is a character skill—an especially important form of determination. It takes three kinds of courage: to abandon your tried-and-true methods, to put yourself in the ring before you feel ready, and to make…

IN a world of constant change, leaders face relentless pressure to deliver results. Yet the greatest leaders know that true success is not measured only by outcomes, but also by their ability to create conditions for others to thrive and achieve the extraordinary. Of course, everyone in your organization plays an important role. But there are the very select few who show a truly exceptional talent. They are the ones who have the potential to achieve extraordinary things, who push the whole team further, under the most pressing conditions. They are the ones who are not just satisfied with the status quo on a high level. They are going the furthest, taking the risks that pay off, delivering outstanding performance as a baseline, creating innovative solutions, and inspiring others to level up. It’s these special individuals that make you think: If they quit, we’ve got a real problem! I call these individuals Game Changers. In my experience, you’ll find only a very small percentage among your people. They don’t just exceed predetermined targets or goals. They have the potential to deliver consistently exceptional, game-changing performance. However, to reach that level, they need to be recognized, understood, and most of all, led to fully develop. I describe the relationship between a leader and the Game-Changer as a Winning Match. Here are three essential strategies for leaders when building a Winning Match with Game Changers: Recognize and scout for the qualities that add up to game-changer potential.Drawing on more than two…

HERE’S A LOOK at some of the best leadership books to be released in November 2025 curated just for you. Be sure to check out the other great titles being offered this month. De-Positioning: The Secret Brand Strategy for Creating Competitive Advantage by Todd Irwin What is the brand strategy Apple, Starbucks, and other market leaders have mastered for decades, yet never name? It’s not differentiation. It’s not purpose. It’s something far more powerful, and in today’s hyper-competitive business world, it’s the only strategy that consistently wins. It’s called De-Positioning, a method that turns your competitor’s strengths into liabilities while positioning your brand as the only solution your customer truly trusts. De-Positioning works by identifying the most critical problem your customer needs solved, exposing how your competitors fail to solve it, and making your brand the clear, inevitable choice. When applied with discipline, it renders competitors irrelevant. Next Play: How to Focus on What Matters Most and Improve Performance, Productivity, and Fulfillment by Alan Stein Jr. What’s your Next Play? An elite performance coach reveals the life-changing two-word philosophy for simplifying success. It’s easy to become convinced that the secret to a great career, a high-performing team, or a fulfilled life must be hidden in a complex formula or framework. The truth about success is that it isn’t complicated. We just tend to make it that way. This book contains 34 powerfully simple strategies and 35 practical exercises designed to show how reaching the top of your game doesn’t…

Here is a selection of Posts from October 2025 that you will want to check out: Why are difficult conversations still so… well, difficult? (And what to do about it) by @suzimcalpine The Power of the Ask by @KevinPaulScott Design for Different by @KevinPaulScott The Real Secret to Powerful Public Speaking by @DrNickMorgan 14 Thoughts about Building a Great Culture by @JonGordon11 Video (2:50): Moral Failure by @samchand The Crowding-Out Effect via Chasing Excellence The crowding-out principle can change how you think about building the life you want Serve To Lead Podcast: @jamesstrock interviews Philip K Howard Saving Can-Do: How to Revive the Spirit of America Lawyers Were Central to USA Founding–Can They Help Guide System Update? Think Like The Person You’re "Speaking" To by @HBergeronCFNE Your message is only as good as your ability to think like the person you’re “speaking” to 9 Simple but Effective Strategies to Get Through a Bad Day by @cnieuwhof Meet People Where They Are Without Lowering the Standard via @TheDaily_Coach Depth Is the New Luxury by Giuseppe Fioretti In the end, what endures isn’t how much we’ve made, but how deeply it connects A Meretricious Meritocracy 4 of 5 by @jamesstrock Corruption of the Professions A Meretricious Meritocracy 5 of 5 by @jamesstrock Reserve Army of the Over-Credentialed 5 Signs It Is Time To Leave Your Organization by @JosephLalonde Are You Rewarding Performance Theater Over Real Performance? via @AdmiredLeaders How Anxiety Traps People And How You Can Break Free by @LaRaeQuy If…

IDEAS shared have the power to expand perspectives, change thinking, and move lives. Here are two ideas for the curious mind to engage with: I. Robert A. Heinlein on the importance of knowing your history: “A generation which ignores history has no past —and no future.” Source: Time Enough for Love II. Rasmus Hougaard and Jacqueline Carter on AI objectivity: “We all like to think we’re wise. And in our own ways, we are. But we’re also all quite limited. A powerful way for leaders to leverage the potential of AI systems is to use it to challenge what they think they know and who they think they are. In leadership, it’s incredibly beneficial to people who are willing to tell you when you’re making a big mistake. But as we rise through the ranks of leadership, it can be more and more difficult to surround ourselves with people who are comfortable challenging us. This reluctance among peers or subordinates is due to positional power and natural human biases regarding social hierarchies. “The great thing about your AI-based leadership partner is that it doesn’t care about hierarchy, it doesn’t have an agenda, it doesn’t know about organizational politics, and it isn’t vying for your position. If designed properly, AI systems can provide insight and advice that human peers may not see or may not be willing to say. In this way, AI systems can help a leader shed light on faulty thinking. This objective outlook creates potential for leaders…

In our fast-changing world, fear-based leaders rise quickly—tightening their grip as chaos grows. But what if you could learn to predict their behavior, neutralize their impact, and protect what matters most? A new style of leader is in town, and it’s a blast from the past. Across tech, business, and the social sector, fear-based leadership is suddenly all the rage. This type of leadership started thousands of years ago, when some of the first humans to experience power dynamics decided to abuse it. It’s a “might makes right” approach — top down, hierarchical, and “my way is the highway.” Leaders like this model themselves after feudal lords, and if you’re around them, they expect you to bow down. They deliberately manufacture chaos, because when other people are shaken by instability, it makes them easier to control — and reinforces that the leader is the lone source of truth in the ecosystem. A lot of people are thrown by this. They see people around them being yelled at, shamed, and belittled, and feel like they’re trapped in a dark parallel universe that makes no sense. I’m here to tell you that these leaders and their chaos are not illogical — they just follow a different type of logic. If you can understand how they think and make decisions, they become highly predictable. And the thing about predictable people is that tactics work very reliably on them. Some things to understand how they think: They don’t believe in equality. You’re either…

IDEAS shared have the power to expand perspectives, change thinking, and move lives. Here are two ideas for the curious mind to engage with: I. Jeffrey Pfeffer on authenticity: “The last thing a leader needs to be at crucial moments is ‘authentic’—at least if authentic means being both in touch with and exhibiting their true feelings. In fact, being authentic is pretty much the opposite of what leaders must do. Leaders do not need to be true to themselves. Rather, leaders need to be true to what the situation and what those around them want and need from them.” Source: Leadership BS: Fixing Workplaces and Careers One Truth at a Time II. Steven Goldbach and Geoff Tuff on getting behind the interpretation: “People frequently speak to each other at the level of a conclusion rather than sharing the data or how they interpreted the data. As a result, when people disagree, they may be doing so simply because they aren’t looking at the foundational information that drew them to different conclusions. ” Source: Provoke: How Leaders Shape the Future by Overcoming Fatal Human Flaws * * * Look for these ideas every Thursday on the Leading Blog. Find more ideas on the LeadingThoughts index. * * * Follow us on Instagram and X for additional leadership and personal development ideas.  …

IDEAS shared have the power to expand perspectives, change thinking, and move lives. Here are two ideas for the curious mind to engage with: I. Zelana Montminy on pausing: “Give yourself permission…to stop sprinting on fumes. To admit the pace is breaking you. To feel the ache beneath the momentum. To stop performing energy you don’t have. You don’t need another protocol. Another cold plunge. Another fix-it morning routine. You need a moment to breathe without performing your peace. This summer, let slowness be sacred. Let rest be whole, without the guilt. Let the world keep pushing. You get to pause. You get to be real, not relentless.” Source: Finding Focus: Own Your Attention in an Age of Distraction II. Ian Wilson on not knowing: “We equate managerial competence with ‘knowing,’ and assume that decisions depend on facts about the present and about the future. Of course, the reality is that we have no facts about the future. However good our futures research may be, we shall never be able to escape from the ultimate dilemma that all our knowledge is about the past, and all our decisions are about the future.” Source: PDF From Scenario Thinking to Strategic Action * * * Look for these ideas every Thursday on the Leading Blog. Find more ideas on the LeadingThoughts index. * * * Follow us on Instagram and X for additional leadership and personal development ideas.  …

IDEAS shared have the power to expand perspectives, change thinking, and move lives. Here are two ideas for the curious mind to engage with: I. Robert Dilenschneider on respect: “ A starting point to develop and demonstrate respectfulness is to first respect yourself. You cannot respect others if you do not respect yourself. Paradoxically, gaining self-respect requires not looking to others for respect or validation. It is a quality that must come from within. Then, and only then, can it extend outwardly authentically.” Source: Respect: How to Change the World One Interaction at a Time II. Sébastien Page on debating with brilliant people: “‘Your idea is not you.’ He believes you should approach intellectual debates on technical or complex matters with open-minded curiosity and an unquenchable thirst for the truth. You shouldn’t take anything personally. Start by putting all the facts on the table. Too often, heated debates occur because people aren’t starting from the same facts. And before you disagree, take a second to point out something you agree on. Explain that you’re about to debate ideas, nothing personal. Encourage people to be clear when they’re playing devil’s advocate. With clear rules of the game and genuine respect amongst members, IQ-led debates can turn into positive experiences. There’s no reason to sacrifice relationships to get there. ” Source: The Psychology of Leadership: Timeless principles to perfect your leadership of individuals, teams… and yourself! * * * Look for these ideas every Thursday on the Leading Blog. Find more…

Botanists will tell you to have a vision for how you want a plant to look before you start pruning it. The same is true for your life and your business. Whether you’re talking about programs, processes, personal commitments, or even people – over time, they all tend to accumulate. You simply end up with more of everything. However, overgrowth impedes your ability to scale yourself and your business. In order to grow, you’re going to have to prune. Continue reading The Pruning Principle at Full Focus.

It’s that time of year again. The weather is changing, leaves are falling off the trees, and your favorite leadership podcast is talking about Strategic Planning again. If there’s one thing that humans do well, it’s imagining the future. (We can do it badly, too, of course.) But the important thing is that we can create better outcomes for ourselves and our businesses when we do it intentionally. That’s where Strategic Planning comes in. Continue reading 6 Essential Ingredients for Effective Strategic Planning at Full Focus.

“Quiet quitting” seems to be the hot topic of conversation in business and leadership circles right now. But what exactly is “quiet quitting”? How can you figure out if your employees are doing it? And, perhaps most importantly, how can you create an organizational culture where your team members will feel empowered in their job?   Continue reading How to Avoid Quiet Quitting in Your Business at Full Focus.

You spend your days managing details, scheduling meetings, and replying to emails — by the time you start on the “real work,” the workday is half over. This ends up cutting into your personal life as you try to make up for lost time. It all leads to you feeling more tired, more stressed, and less productive at work and at home. If you heed our advice, you can minimize this pain. The advice is simple: hire an executive assistant! Continue reading 5 Mistakes Business Owners Make When Hiring an Assistant at Full Focus.

Last week we talked about the importance of a thriving company culture. Hopefully, Michael and Megan made the case that a company culture is both important and the responsibility of the leader. We’re going to continue that conversation by talking about how businesses can actually cultivate a thriving company culture – no matter where they’re starting from.   Continue reading 4 Ingredients for a Thriving Company Culture at Full Focus.

Anywhere you find a group of people, you’ll find a culture. That’s true for families, churches, cities, neighborhoods, and anything else you can think of that includes more than one person. This idea is especially true for businesses. Leaders need to have a vision for how they want their culture to look and feel. If they don’t, they could find themselves surrounded by a toxic culture that not only hurts business but makes everyone miserable. Continue reading Why a Thriving Culture Is Essential at Full Focus.

Your business is probably the largest single asset in your portfolio. You’ve invested time and money, and, one day, you may want to see a healthy return on those investments. If you want to maximize the value of your business, then you should start making plans today. Continue reading How to Maximize the Market Value of Your Business in 8 Steps at Full Focus.

There is no denying that you will get further, faster with a good coach. But what about a great coach? How much further could you get with amazing coaching? Today’s episode tackles that question by talking with LeeAnn Moody, Director of Performance Coaching for Full Focus. LeeAnn and Michael break down the four characteristics of great coaching and help you identify what you might need to be successful for your organization. Continue reading What Makes Good Coaching Great at Full Focus.

During the height of the pandemic, everyone was forced to go remote. But, now that offices have opened back up, leaders and staff are confronted with some challenging questions around a seemingly basic concept: Where should work happen? Continue reading What Elon Musk Gets Wrong About Remote Work at Full Focus.

What if you could grow your business and only do about 20% of the work you’re currently doing? If that were true, you would do almost anything to find out how to do it, right? Continue reading The 10/80/10 Principle: Grow Your Business with 20% of the Work at Full Focus.