When senior leaders face conflicting signals from the top, the instinct is often to “pick a side.” But real influence comes from anchoring to values, not personalities. This article explores how one executive navigated competing agendas, protected her credibility, and kept her team steady through uncertainty.

"We have a "communication problem." It’s one of the most expensive misdiagnoses in leadership. What looks like team dysfunction is usually poor trust.

Here's what to do when your team feels informed, but not aligned.

Energy at the top sets the tone for everyone else. Honest acknowledgment of pressure—without overplaying it—can keep your team engaged and moving forward together.

Even the clearest strategy will stall without alignment at the top. Real progress requires shared purpose, clear agreements and consistent communication. Are you and your leaders moving fast, or are you just moving together?

Inheriting a struggling team isn’t a failure. it’s a leadership crucible. The real challenge isn’t just fixing broken systems, but earning trust, pacing change, and sustaining yourself through the process. With clarity, candor, and stamina, you can turn misalignment into momentum.

When teams go quiet, it’s easy to assume everything’s fine. But what looks like calm might be filtered feedback or a fear of speaking up. If you’re not hearing hard truths, it’s time to ask why.

Wondering why your Gen Z employees seem so apathetic? What looks like disengagement may actually be uncertainty. Early career professionals are navigating a new set of expectations, and they need our guidance to make sense of the path ahead.

Many well-intentioned leaders fall into the trap of being too nice — overly polished and conflict-avoidant. In this piece, I share a real coaching story and five practical shifts to help you move from “nice” to clear, creating a culture of truth, accountability, and results.

High performance doesn’t excuse harmful behavior. If the rest of your team is suffering, it’s time to lead - not to tolerate.

When conflict brews at the top, your whole team feels it. Unspoken tension between senior leaders can derail progress, stall decision-making, and erode trust across the org. Discover how to spot the signs early, create high-trust norms for disagreement, and lead with the clarity your culture needs—before conflict poisons momentum.

Gen Z leaders are smart, ambitious, and deeply values-driven. But they’re also facing a hidden hurdle we don’t talk about enough: delegation.

Delegation isn’t instinctive. It’s a learned skill, one that’s hard to develop if you’ve never seen it in action. For many early-career leaders who started working during the pandemic, there haven’t been many chances to observe what effective delegation actually looks like.

CEO Wanda Johnson turned curiosity and courage into career breakthroughs. Ready to rethink your own path? Discover her lessons on elevating your career growth and leadership.

Is your team “learning,” but not changing? Traditional training rarely sticks without real-world application and reflection. Cohort-based programs bridge that gap—and drive real growth.

We spend 80,000 hours at work over our lifetime—what are you doing with it?

Too many people drift through their careers without a clear direction—busy, overwhelmed, and unsure how to move forward.

But you can take control. Career productivity isn’t about doing more; it’s about making intentional moves that align with your goals and values.

When everything feels like it’s falling apart, leadership can feel impossibly heavy.

But even now, your work matters. Your presence matters. And small shifts in how you lead can make a big difference.

I wrote this for the leaders navigating hard calls, heavy hearts, and uncertain futures. You’re not alone—and there is a way forward.

If your leadership team isn’t delivering the results you need, it might be time to rethink your team's composition. Research shows that balanced teams with diverse leadership styles drive better results. Learn how assessing leadership styles and building a complementary team can help you achieve high performance.

Have you ever been the only woman in the room?

For many women in leadership, this isn’t just a one-time experience—it’s the norm. Being “the only” comes with pressure to adapt, conform, and prove yourself in ways men don’t often have to.

But here’s the truth: Changing who you are isn’t the solution.

So how do you build influence without losing yourself? I sat down with Mori Taheripour—a powerhouse CEO, author, and educator—to unpack this.

In times of uncertainty, many people are struggling, and leaders play a pivotal role in supporting their teams. Empathy is key to fostering connection, productivity, and loyalty. Leaders should take time to listen, acknowledge struggles, and offer resources like Employee Assistance Programs (EAPs) and peer support. Small acts of care can create a culture of empathy, benefiting both individuals and the organization.

Struggling to prove marketing’s value in the C-suite? It’s a common problem; so common that I’m teaching an executive master’s course at New York University on this very topic. Discover how CMOs and others can shift their approach and secure their seat as the strategic leaders they are.

Leading change isn’t about pushing harder—it’s about creating the right conditions for people to adapt and engage. Here’s how one leader turned resistance into momentum