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Most team cultures don’t fracture because of what’s said, but because of what isn’t. This post explores the one conversation leaders avoid—and why having it may be the key to protecting trust and culture.

What if the most powerful shift in your leadership didn’t come from a strategy, a new hire, or a budget increase—but from learning to lead from peace instead of pressure? I remember coaching a leader who looked great on the outside*: sharp, driven, and respected by her peers. But she confessed that each day felt like a sprint she couldn’t stop running. "I just can’t turn it off," she said. "Even when I'm winning, I feel behind." She wasn’t lazy. She wasn’t unskilled. She was

“If I don’t do it, it won’t get done.” “It’s just easier if I handle it myself.” “They’re not ready to take ownership yet.”   Sound...

“What’s the one thing that would change everything?”   It’s a question that we, as leaders, often ask when we feel stuck. And it usually...