5 Minute Read

You have strong people. The dependable ones. The employees who know the job, get the work done, and lead by example. The people you trust to step up when the time comes. So when someone leaves or moves into a new role, it feels like the obvious next step to promote from within. You’ve seen the potential. You’ve watched them succeed. You make the move.

And then something shifts.
Momentum slows. Team communication feels off. Feedback gets avoided. You start hearing concerns that never came up before. The new leader, the one you were confident in, suddenly seems unsure of what comes next. You find yourself stepping in to offer guidance, troubleshoot issues, and coach through conversations they should have been ready to lead. Not because they’re a bad fit. But because they weren’t ready.

Get Sh!t Done: How to Hold Yourself Accountable

4 Minute Read

Ahh, the feeling of setting new goals. It’s exciting. You’ve planned exactly what this year is going to look like, both personally and professionally. Your company is expecting big things this year. You’re probably feeling headstrong and ready to take on the world. You have no doubt that all of this can get accomplished. You’re ready to do this!

Fast-forward three months. You’ve struggled to stay consistent with your goals. We know. Life gets in the way, schedules change, and suddenly you have gotten really busy. You’re behind, you might have procrastinated just a little, and you didn’t do everything you said you were going to do this quarter. Now you’re off track and mad at yourself for not being more accountable. Sound familiar? We’ve all been there.

How to hold people accountable without ruining relationships.

4 Minute Read

Picture this scenario: People at work are unengaged. You can feel your direct reports whispering about you around the water cooler. Sometimes you feel walked on. And your team thinks that they can get away with anything…because you won’t do anything about it. Does any of this sound familiar?

Having crucial conversations with your team is hard. We know our employees have good intentions. But sometimes, they make mistakes, or we need to correct performance issues. And holding them accountable for missing the mark can be extremely uncomfortable.