Insights on Leadership

I was a terrible manager when I first started. I thought leadership was all about doing the work and leading by example. Spoiler: it’s not. Here’s what I’ve learned about becoming the kind of leader your team actually wants to follow (instead of silently resenting): 1. Promote Work-Life Balance I used to think being "the hardest worker in the room" would inspire my team. Instead, it burned them—and me—out. Now, I encourage my team to take breaks, set boundaries, and prioritize their health. If your team is running on empty, so is your leadership. 2. Provide Clear Expectations Early on, I left my team to “figure it out”—thinking autonomy was empowering. But without clear goals, people become uncertain, frustrated, and stressed. Everyone needs to know how to play—and win—their game. 3. Offer Real Support No one wants a "boss." I learned that real leadership means being approachable. Your team won’t thrive if they’re afraid to come to you. 4. Recognize and Appreciate Fair pay isn't a substitute for being present. Recognition fuels motivation. Celebrate your team! 5. Encourage Open Communication In my early days, I didn’t listen enough. I talked at my team, not with them. Now, I create space for open dialogue, where no one fears judgment. I’ve learned that the best leaders listen first, act second. Afterall, telling isn't teaching. 6. Invest in Their Growth Skills compound. Don't underestimate the power of development. I never skip a coaching opportunity—when your people grow, your team levels up. 7. Promote Collaboration Build a culture that rewards teamwork and joint mission wins. Avoid structure that perpetuates scarcity thinking. An aligned team is greater than the sum of its parts. 8. Lead with Empathy At the start, I made decisions without fully considering my team's individual needs—I was too binary. That changed when I saw the impact of leading with empathy. Now, I take time to understand each person’s challenges and strengths because compassion breeds loyalty. 9. Create a Positive Work Environment I thought culture would take care of itself. But culture is shaped by every choice you make as a leader. I learned to focus on building an inclusive, respectful environment where everyone feels heard and valued. 10. Monitor and Address Burnout I was blind to burnout until it hit me—and my team. Now, I watch for early signs of burnout, like decreased productivity or changes in behavior, and take action immediately. It’s not just about saving performance—it’s about saving people. I started as a terrible manager, but I’ve learned that leadership is about more than getting the job done—it's about empowering people to thrive. Your team isn’t looking for a perfect leader; they’re looking for someone who cares enough to lead with intention, empathy, and presence. シ ♻️ Be kind. Smash that repost button. 💬 Which (1-10) resonates the most for you? P.S. DROP A COMMENT & TAG YOUR FAVORITE BOSS!

When I spoke at the Naval Academy, they introduced me to a concept called "Commander’s Intent." It’s a military concept. But most leaders don’t realize their teams desperately need it. Here’s how it works: Before every mission, the commanding officer lays out one thing clearly— this is what success looks like. No endless strategy decks.  No overcomplicated objectives.  Just a clear outcome everyone can rally around. JFK gave one of the best examples in 1961:  "We will put a man on the moon and bring him safely home." That was it. No roadmap. No play-by-play instructions. Just a single, undeniable goal. And yet, that clarity was enough. It aligned an entire nation,  Mobilized thousands of people,  And drove one of the most ambitious missions in history. That’s Commander’s Intent in action. And it’s exactly what most teams are missing. When teams are divided, leaders assume it’s about personality clashes, office politics, or competing priorities. But more often than not? It’s just a lack of clarity. Without a clear definition of success, people start fighting over their own agendas. They argue over who's right instead of focusing on "what’s right." High-performing teams don’t have time for that.  They know exactly where they’re going. So if your team feels divided, don’t play referee.  Set the mission. Make the goal crystal clear. Because teams don’t fall apart from too many opinions.  They fall apart when no one knows what "done" looks like.

Leadership is Tested in Moments of Anger It was a busy Monday morning when Sarah, a team lead, received an urgent email from her manager, Mark. "The presentation slides are a mess," Mark wrote. "Fix them immediately!" Sarah had spent the weekend perfecting the slides, ensuring every detail was aligned with the brief. Confused and frustrated by the criticism, she responded, "Mark, could you specify what needs fixing? I’ve followed all the guidelines provided." Mark, still fuming after a stressful client call, didn’t bother to explain. His frustration spilled over, and he fired off more curt responses, blaming Sarah for what he thought was a poorly prepared presentation. Hours later, after calming down, Mark finally reviewed the slides again. To his surprise, they were flawless. The issue wasn’t Sarah’s work—it was his own stress clouding his judgment. Realizing his mistake, Mark walked over to Sarah’s desk. "I owe you an apology," he admitted. "Your work was excellent. My frustration earlier was misplaced." Sarah accepted the apology, but the incident left her thinking: Could this have been avoided? Mark learned an important leadership lesson that day: Anger is short-lived, but its impact can last far longer. Here’s what leaders can take away from this: 1/ Pause Before Reacting: When emotions run high, step away. A moment of calm can prevent a lifetime of regret. 2/ Seek Understanding Instead of Blaming: Before pointing fingers, ask questions. Often, frustrations stem from misunderstandings, not mistakes. 3/ Apologize and Correct: Mistakes happen—even for leaders. Owning up to them strengthens trust and respect within the team. 4/ Lead with Clarity: Leadership isn’t about being right all the time; it’s about navigating challenges with composure and fairness. In leadership, the true test isn’t avoiding mistakes—it’s about how you handle them when they arise. Anger might feel justified in the moment, but clarity and understanding always leave a stronger impact. What’s one moment where a pause or a second thought helped you avoid a mistake? How did it shape you as a leader?

Leadership isn’t a title—it’s a responsibility. I’ve watched so-called “leaders” distance themselves the moment things went wrong. ❌ Blaming their team. ❌ Dodging accountability. ❌ Saving face instead of standing up. And every time, it sent a clear message: “You’re on your own.” But real leadership works the other way around. Strong leaders step in—not step away—when their people need them most. Because leadership means: ✔️ Taking ownership, even when it’s uncomfortable ✔️ Supporting your team, especially when mistakes happen ✔️ Standing between your people and unnecessary politics, blame, or burnout It doesn’t mean ignoring problems or lowering expectations. It means: ✔️ Coaching instead of criticizing ✔️ Advocating for your team when they’re not in the room ✔️ Giving them the tools, confidence, and trust to succeed The best leaders don’t throw people under the bus. They build them up, challenge them to grow, and take responsibility for the outcome. A leader’s reputation isn’t built on how well they lead when things go right—it’s built on how they show up when things go wrong. Have you ever worked with a leader who stood up for their team? What impact did it have? Let’s discuss in the comments. ♻️ If this resonates, share it with your network. 🔔 Follow Dr. Chris Mullen for more insights on leadership and culture.

13 uncomfortable truths every leader needs to hear: 1. Listening isn't leading Collecting feedback means nothing unless it leads to real change. 2. Promotions without pay are insults Title bumps with no raise are exploitative, not motivating. 3. 'We're a family' is a red flag That phrase often means blurred boundaries, guilt, and overwork. 4. Layoffs leave lasting impressions How you exit people defines your reputation more than how you hire. 5. Bad decisions echo loudly Employees remember your worst calls far longer than your best ones. 6. Burnout means you failed It's a failure of systems, boundaries, and leadership priorities. 7. Exit interviews aren't truthful And are too late - most people don't burn bridges on the way out, they smile and lie. 8. HR can't save you A toxic leadership team will poison everything HR tries to fix. 9. Everyone is recruitable You think they're loyal, but recruiters know they're underpaid, overworked, and ignored. 10. Perks don't fix pain Free hoodies and purpose won't matter if your team dreads Mondays. 11. Entry-level = entry-level If it requires 3 years of experience, it's not entry-level - it's exploitation. 12. Fear destroys innovation If people are scared to say 'I disagree,' you're not building, you're suffocating. 13. YOU drive retention If your best people keep leaving, it's not them - it's you. Leadership is hard. But if you ignore these lessons, It'll only get harder. Your best people are watching you. How you lead,  How you listen,  And how you handle the difficult times. Build a company people want to stay at - Or they'll head for the door. Any uncomfortable truths you'd add? --- ♻️ Repost to share these with leaders in your network. And follow me George Stern for more content like this.

I thought I had blown it. My first leadership role? Disaster. I thought charisma and hustle would carry me. I figured if I led by example, people would follow. They didn’t. Instead, I overwhelmed them. Micromanaged. Confused motion with progress. Tried to prove I belonged, while hiding that I was scared as hell. Here is what I know now and wished I had learned sooner: The best leaders don’t have all the answers. They have the courage to learn and the humility to grow. Here are 9 lessons I wish someone had taught me earlier: 🧠 Clarity = Confidence Unclear expectations = unclear performance. Be specific, be direct. 🤝 Trust > Talent A brilliant jerk kills culture. Hire for character, not just capability. ❤️ Flexibility is Power Support doesn’t mean coddling. It means knowing when to listen, when to push, and when to pause. ⚖️ Model the Boundaries You Preach Don’t just talk work-life balance. Live it. People notice. 👏🏾 Celebrate Loud, Correct Quiet Public praise. Private coaching. Always. 🎤 Silence is Data If your team’s not speaking up, that is feedback. Create safety, not silence. 💪🏾 Growth is a Two-Way Street Coach your team. Let them coach you. Feedback is a gift. ✏️ Empathy First. Always. People aren’t widgets. They’re whole humans. Start there. 🔥 Burnout Doesn’t Show Up with a Name Tag If you see it, say it. If you feel it, address it. Burnout isn’t weakness—it’s a system failure. I’m still learning. Still evolving. But I lead with far more wisdom, and less ego, than when I started. What’s the one leadership lesson you learned the hard way, but wouldn’t trade for anything? Mine is below 😃 👇 Let’s build better leaders together.

Stop pretending like you know everything. You don't have to. In fact, the best leaders never do. They ask. They learn. They grow. Because leadership today isn't about having all the answers. It's about being teachable. And that's what makes you magnetic. Not your title. Not your salary. Not your resume. But your ability to stay open, curious, and adaptable. This is called learning agility. You can cultivate this mindset daily. Here’s how: ➡️ Ask better questions Don't rush to solve. Get curious. Dig deeper. Understand before acting. ➡️ Detach your ego You’re not your title. Feedback is not rejection. Growth starts with humility. ➡️ Hang around smarter people Learn from people who challenge your thinking. Iron sharpens iron. ➡️ Make reflection a habit What worked? What didn’t? What will you do differently tomorrow? ➡️ Be wrong often Mistakes are your best mentors. Don’t fear them. Study them. Remember: You don’t need to know it all. You just need to be willing to learn it all. So the next time you're tempted to fake confidence... Pause. Lean in. And ask the question everyone else is afraid to: "Can you teach me?" That’s real power. Let’s build workplaces where humility wins. Where learning is leadership. Where growth is the goal.

Most of our interactions—especially the difficult ones—are negotiations in disguise. In their book Beyond Reason, Roger Fisher and Daniel Shapiro highlight how success in these conversations often comes down to addressing core concerns—deep, often unspoken emotional needs that shape how people engage. These concerns are: Appreciation, Affiliation, Autonomy, Status, and Role. Ignore them, and you’ll likely face resistance, disengagement, or frustration. Acknowledge and address them, and you create the conditions for stronger relationships, better problem-solving, and more win-win outcomes. I’ve learned this the hard way. Appreciation A senior leader I worked with was frustrated by pushback from his team. The problem? He was so focused on driving results that he rarely acknowledged their efforts. Once he started genuinely listening and recognizing their contributions, engagement skyrocketed. The team felt heard, and collaboration improved instantly. Affiliation A new CEO walked into a fractured leadership team—siloed, political, and mistrusting. Instead of pushing quick solutions, she focused on rebuilding connections, creating shared experiences, and reinforcing that they were one team. The shift in culture transformed their ability to work together. Autonomy A department head was drowning in tactical decisions because his team constantly sought approval. By clearly defining goals, setting guardrails, and empowering them to make decisions, he freed up his time and saw his team step up with more confidence and accountability. Status A high-potential leader felt overlooked and disengaged. His boss didn’t give him a raise or a new title but started including him in key strategic meetings. That simple shift in visibility changed everything—he became more invested, more proactive, and took on bigger challenges. Role A VP was struggling, not because of a lack of skill, but because she was in the wrong seat. When her boss recognized this and shifted her to a role better suited to her strengths, she thrived. Sometimes, people don’t need a promotion—they need the right role. Before a tough conversation or leadership decision, check in: - Am I recognizing their efforts? - Making them feel included? - Giving them autonomy? - Acknowledging their status? - Ensuring their role fits? Addressing core concerns isn’t about being nice—it’s about unlocking the best in people. When we do, we create better conversations, stronger teams, and real momentum. #Conversations #Negotiations #CoreConcerns #Interactions #HumanBehavior #Learning #Leadership #Disagreements

It was a refreshing change when Satya introduced the concept of being a "Learn it All" to Microsoft. I had spent decades in the trenches with leaders and coworkers who thought they knew it all, hand seen it all and didn't like any idea they didn't come up with (ie: "NIH - Not Invented Here" syndrome). It was a demoralizing environment and led to the stagnation that Microsoft experienced for many years prior to Satya's appointment. It was definitely not an easy feat though for Satya to turn around a culture that had grown up as a "Know it All" culture. The motto at Microsoft for many years was that we hired "only the smartest people" which does translate for many as "people who know it all" where you experience everyone in a meeting trying to prove that they are the smartest person in the room. Satya instituted a number of changes to drive that out of the culture and a decade later, you can start to see the changes taking hold. Culture eats strategy for lunch every day of the week and Satya was smart enough to know that the company could not reach the heights of innovation unless he shifted away from this. It was done very methodically through his own actions, what he tolerated from the leadership team, shifting the rewards systems, espousing continually the philosophy (to the point of writing the book), and many other routine actions to make curiosity, fast fail and outside in decision making the norm. I don't know of many other leaders and organizations that have had such a tremendous turnaround in their transformation. You could attribute Microsoft's turnaround to technology innovation but I think this is the root of that technology innovation. #microsoft #leadership #culture #transformation https://lnkd.in/g_uD6ZHw

When stepping into a new role, I don’t just ask for performance objectives—I ask people what they hope I’ll do… and what they fear I’ll do. These two questions open the door to understanding unspoken expectations and underlying concerns—insights that often matter more than what’s written in the job description. I also love Marshall Goldsmith’s “feedforward” approach: asking future-focused questions like, “What’s one thing I could do better the next time I lead a product launch?” It shifts the conversation from critique to possibility, and creates space for growth without defensiveness. Imagine if, instead of reacting to vague feedback like “be tougher,” we calmly asked: “What would being tough enough look like to you in that context?” Curiosity, not certainty, is often what drives great leadership. #LeadershipDevelopment #CareerGrowth #EmotionalIntelligence #Feedforward #Coaching