Be You

Fairly early on in my career I realized I didn’t want to fit it. Sure, I wanted to be respected for what I brought to the organizations I worked for; however, the thought of being a clone with respect to my look, speech, behavior, and perhaps most importantly, how much of ‘the real me’ that I shared, needed to be different.

As I reflect on that decision, one that I have continued to stay true to, I now recognize how great the risks have been. Risks that persist even today.

A quick example, I have a very high energy personality and approach to life in general. I get excited about things, and everyone around me can tell. It’s not something I try to do…it is just a trait that is baked into my DNA as a leader and person.

Showing that over-the-top enthusiasm however can occasionally be seen as unprofessional or an attempt at being humorous. The reality is when there is a good idea, a good result, or a great meeting that brings people together, I get pretty excited!

Beyond being super enthusiastic, I am a big proponent of sharing a lot of information with the team that works with me. After all, they are the ones that allow us in leadership to have the time to stay out of the weeds and focus on the biggest ideas we can possibly imagine (and then push ourselves to think even bigger.)

I’m also committed to being the same person at work that I am in my personal life. I love the Tampa Bay Lightning hockey club, Formula 1 racing, loud heavy music and tattoos. I’m also deeply committed to my church and sit on the board of The Children’s Cancer Center in Tampa, Florida.

Do you get fired up about things in your work? Would anyone notice? How much of the real you do you share? 

Thanks for being here.

Jay

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The Right Throat to Choke

Accountability is a tricky concept. Leaders often use it to describe how they’re going to drive execution of various strategies to achieve a specific goal…hit a budget…launch a new idea…or simply maintain connections with key stakeholders or clients. It is often focused too heavily on team members exclusively.

So easy to describe in a sentence or two. Much more difficult to implement effectively.

The full name of this blog is NoExcusesHR - holding ourselves accountable. That last part isn’t mentioned very often, yet it is intended to be a central component of the messages I share. 

Why? Simply put, leaders hold all the power in organizations. They hire, fire, set strategy, approve budgets, establish communication norms, etc. 

Leaders decide everything.

So then, where does the real accountability lay? Surely our team members need to have clarity about their roles, responsibilities and work. However, pushing the focus on accountability nearly exclusively to those who work on our teams is, in my view, misdirected.

Real accountability starts and ends with leadership. Juggling an ever-growing list of priorities can be extremely challenging, at least it is for me, particularly when the pressure continues to grow.

Yet, that pressure creates an opportunity to expand the roles our team members play in support of that never ending list of priorities. Bonus here…in doing so we are trusting our colleagues as we give them greater responsibility and allow them to actually grow and develop versus the standard lip service many leaders give but never deliver on.

Letting go is difficult. It’s also worth it. After all, the one who really needs to be held accountable stares back at us in the mirror each day.

Thanks for being here.

Jay

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Hurt, Heal, Repeat

Question for you: what is your first reaction when a leader shares they are hurting, or struggling to overcome anxiety, pressure, stress or some other challenge related to their mental health?

Do you trust they can lead effectively?

Does their credibility erode because they showed a level of vulnerability not normally discussed in the workplace?

Are you confident they’ll be strong in the difficult periods that every organization goes through?

Gut-check time. What were your answers? 

The reality for all of us is that we go through dark times. I’ve never met anyone who is always up, everything is perfect, and they live without a care in the world. Despite what ends up on our social channels (including mine), life doesn’t work that way.

Why then, would we put such unrealistic pressure on our leaders to be perfect and improving at all times when we know that is impossible?

The cycle of battling that inner voice that overwhelms…then subsides…then begins again…is a reality for me. It has been for years, yet I’ve been reticent to share any of those struggles for fear of being judged, losing opportunities to move ahead professionally, or compromising the respect of my colleagues.

At times it feels like a never ending cycle…and candidly…it is. The real triumph is when we accelerate out of the hurt phase and into some sort of healing. We find that the road ahead doesn’t always have to be a traffic jam…it can be wide open full of possibilities.

Thanks for being here.

Jay

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Which Leaders Influenced You?

Leadership can at times be a heavy burden. At least it feels that way for me. The pressure to not only meet budgets, drive revenue, be creative, take risks, etc. are enough for any sane person to question their career choices.

The extra challenge of ensuring that you deliver for your employees is a whole new level of pressure. They depend on us to have a vision, drive new business opportunities, and grow the organization. They are literally counting on us for their livelihood.

That’s a lot.

When that all feels a bit too much for me I turn to those who have inspired me on my journey. Some of these leaders I’ve had close personal relationships with; others I’ve only studied and admired from afar.

Those role models are important. To assume we can simply figure everything out on our own is ludicrous, and is a sure-fire way to toss your credibility out the window.

“Beware the leader that believes he or she has all the answers”

Tell me about the leaders who influenced your development as a leader? Who were they, and what made them so important in your journey?

Perhaps most importantly, how have you tried to bring those important traits into your leadership style? Admiring other leaders is one thing, integrating their strengths into how you grow in your leadership practice is very different.

Oh, and here’s a quick peek at several of my most important role models: my Father, Reverend Gary Kuhns; The Reverend Dietrich Bonhoeffer; The Reverend Doctor Martin Luther King, Jr.

Thanks for being here.

Jay

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Safety Nets

“Hey bro, do you have a couple of minutes to talk?”

“Any chance we could grab a coffee this week?”

“I could use some time with you…how about we meet for dinner?”

As the course of my leadership career continues to evolve, change, and morph in new and expanded directions, I’m finding it increasingly important to connect with other men in my world. I’m blessed that my partner is an amazing support, and she’s willing to listen for as long as I need to talk.

However, there is another need for support that is somehow different, and just as important. Sadly, most men are caught in the stereotype that reaching out to other men is a sign of weakness. I was caught in that bizarre trap for decades.

Not anymore.

What are the changes I’ve made? There are several actually. 

- I helped start a weekly men’s bible study in August of 2022 that is going strong.

- I started a small men’s covenant group on the GroupMe app to connect several of my close friends who live all across the country. We check in with each other on Friday mornings.

- I was invited to join a small group of eight businessmen in Tampa. We meet quarterly and discuss ethical business practices, life issues, and whatever else happens to come up.

- Lastly, I’m trying to be more intentional about staying connected to my close friends and connections. The pace of life sometimes gets in the way; however, I’m not accepting that excuse. I keep pushing.

These steps have helped me. They may not be a good fit for you, and that’s okay. Finding what works is the most important thing. I’d love to hear what you’re doing to take care of yourself.

Thanks for being here.

Jay

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Wounds

In my last post I talked about taking NoExcusesHR a bit deeper. Leadership messages should not only be about behaviors that propel us forward, they should also demonstrate how leaders are vulnerable people who struggle too. At least I think those messages should.

The last few years have been quite a journey for me. Outwardly, it’s been business success, travel, great food, an incredible new relationship, and my wonderful growing family around me. I am blessed beyond words with all of these things coming into my life at this stage. 

Sharing what we want others to see is powerful...and incomplete. 

What doesn’t get shared however is my old nemesis. We’ve actually been doing battle for a long time. It challenges my confidence, my self-image, and my big vision for the future. It speaks to what I’m not. 

Sometimes it’s very, very loud.

Why share this with you? I’ve asked myself the same question a hundred times. Is it just ‘normal’ self-doubt creeping in once in a while? 

Shouldn’t I be able to just shake it off? Well, no. The weight of the struggle feels heavy and is not something I can simply decide to toss aside. These feelings don’t work that way.

Will this deeper dive into leadership vulnerability resonate with someone? Maybe in some small way it will make a difference.

We’ll see.

For now, I’m hoping that progress comes as I pry open the lid on the raw emotions that are part of any epic battle. Although I’m not clear what progress looks like at this point, I hope it will be worth the effort.

More soon.

Thanks for being here.

Jay

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The End of the Beginning

This is a famous quote from one of my favorite periods in history. Winston Churchill said it in November 1942 at a time when the allies finally achieved some success against Germany.

“Now is not the end. It is not even the beginning of the end. But it is, perhaps, the end of the beginning.”

In some ways, I feel that way about this blog.

Has this first phase of my leadership message run its course?

Is it time for a major pivot?

How deep do I go?

Is the messaging around leadership so overdone that it’s time for a more bold approach?

And, am I willing to be more vulnerable, and ask some of the hardest questions of myself and others?

We’ll see. I’d love your feedback on all of this. And until then…

Thanks for being here.

Jay

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I’m Just Asking

 Why is it so difficult to…

- voice our opinion when we know it isn’t the popular one?

- express our faith?

- say a kind word to a stranger?

- enjoy the moment?

- challenge racism when we hear it?

- drive change in our organizations even if we’re viewed as disruptive?

- be ourselves in all situations?

-  volunteer our time?

- acknowledge that mental health struggles are real?

- lead courageously?

- think beyond ourselves?

I’m just asking.

Thanks for being here.

Jay

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Checking In

About a year ago I was thinking about my struggles, my imposter syndrome voice that creeps in every once in a while, those around me that are probably experiencing the same self-doubt, or are generally going through episodes of struggle themselves.

I decided to do something about it, and started reaching out to check in on friends, colleagues, and in many cases people I haven’t met yet but have gotten to know through various social channels.

The goal was to reach out to at least one person each day, though I’ll admit I haven’t gone a full month yet intentionally checking in on someone consistently. However, I log my check ins as a sort of private accountability tracker, and it’s amazing to see how many times I’ve connected.

So despite the fact that I’ve failed to hit a daily goal, I have succeeded in connecting with many more people who wouldn’t have heard from me otherwise.

Some are going through public challenges. Others are struggling with very private issues that I happen to be aware of. Still others have shared subtle cues on their social networks which I’ve taken the risk to inquire about…and the flood of emotion comes out.

This process that I now hold close has given me far more than I believe I’ve done for others. For me, it is a way to live my faith without pressuring anyone about religion. It’s a way to take action instead of seeing one more “if only someone had reached out” posts. And most of all, isn’t that what friends and colleagues are supposed to do?

Who are you going to check in with today?

Thanks for being here.

Jay

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Still the Same

If you look back on the last five years of your career, ask yourself what has changed? The pandemic aside, ask what you’re doing differently today vs the past.

How have you upped your leadership style?

How do you focus differently?

What new priorities matter to you that weren’t on your radar five years ago?

Do you have fresh new goals that you didn’t consider previously?

Who matters most in your professional life now?

Growth, lifelong learning, and constantly challenging ourselves to be better is not only fun, it ensures that we do not become old and stale (regardless of our age.)

So today it’s all about a bit of reflection; and hopefully, new thinking for your future. 

Remember, you can never think big enough!

Thanks for being here.

Jay

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Greatest Strength = Greatest Weakness

Becoming self-aware is hard; and then elevating our self-awareness enough to appreciate, leverage, and act upon our strengths is a powerful leadership skill. 

I hate to break it to you though, we can’t be good at everything. Understanding how we can play to our unique skill set and move our organizations forward is what savvy leaders do. But there are risks.

Our strengths can become our leadership super powers…or something quite the opposite.

Our unwavering focus on ‘what we have convinced ourselves is the right thing to do’ can end up looking like we’re playing with corporate fire. Our strength of conviction, and blind commitment to taking chances based on those convictions can come at a high price.

The strengths that we’ve relied on for many years sometimes become a blind spot and morph into our greatest weakness.

So what is the message here? Do we simply ignore our vision for the future and settle into the morass of mediocrity that plagues so many executive teams?

Not at all.

The real challenge is to integrate humility into our self-awareness leadership style. Easy, right? I’m guessing the answer is no for most of us.

Balancing our vision and desire to make our organizations better with the reality that we can’t always make the right moves is difficult to internalize. Only the truly savvy leaders can pull this off.

Is that you?

Thanks for being here.

Jay

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Confidence and Solo Projects

Confidence is a curious thing. Sometimes we have so much of it we believe we can conquer the world. At other times, it’s as if we don’t have the courage to start the day.

Maybe it’s just me?

Over the years I’ve learned how to manage that inner voice that attempts to erode my self-esteem and confidence.

But it’s difficult sometimes.

Once in a while I post positive messages about taking control. Most of the time those messages are for me. If they help someone else too that’s a nice bonus.

Inspirational posts aren’t what matters most though. The hard work to maintain our confidence and self-esteem is always a solo project.

I wish you nothing but the best as you face your solo project head on, and if I can be a resource to you in any way, please reach out.

Thanks for being here.

Jay

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Return to Office = A Compliance Power Play

Just in case employers haven’t noticed, the ENTIRE world of work has shifted post-pandemic. Productivity, innovation and collaboration remained high, while employees enjoyed the benefits of working from home, fewer or no commutes, and a sense that their personal needs were actively supported by their employers.

Until the ‘new’ trend of returning to a command and control management style reappeared.

Really? Have we learned nothing since 2020? 

Trust. This elusive goal that you might have had for your culture quickly evaporated when the “return to the office” memo was released. 

Gone in an instant.

The good news for your competitors however is that there will be a fantastic group of talented professionals on the job hunt who I’m quite sure will be hired faster than you can say “we made an error in judgment.”

Am I being a bit harsh today? I don’t think so. 

In my opinion a blanket “return to the office mandate” is such a big misstep that a strong leadership voice needs to offer a reality-check to this corporate blind spot.

Where are you on return to work?

Thanks for being here.

Jay

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Developing Your Internal Brand

The word brand gets thrown around a lot lately. Candidly, I do a fair amount of that throwing. Why? Because your brand matters.

And just so we’re clear, you already have one whether you’ve invested any time into developing it properly or not.

One more thing, your employees and colleagues are fully aware of your brand regardless of whether or not you are.

So, here’s a quick set of action steps you can take today to improve your internal brand.

1. Schedule regular meetings with important colleagues on a recurring basis. The best professional relationships are built on much more than just meeting deadlines and being a collaborative team member.

2. Start using (or finding) your leadership voice. Simply being on the team is not enough. Demonstrate your expertise, insights, and opinions. Be someone who matters to the overall progress of the company.

3. Take risks. Don’t make every decision based on the safest move. Be bold, and watch how others gravitate toward you.

What else have you done to improve your internal leadership brand?

Thanks for being here.

Jay

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Leading in an Age of Transparency

How comfortable are you being truly transparent?

It’s not a trick question. The issue of transparent leadership is all the rage now, particularly with the workforce no longer buying into the tired, and candidly, lame management speak that has been used for years.

Employees are bright, well-informed (sometimes), and know what they want out of their work experience. Oh, and they also don’t really care about the cliches managers have used for years about paying your dues or sucking it up and keeping your head down.

Did any of us ever truly believe that talk?

So, I’ll ask again…how comfortable are you sharing information with your employees about what is happening in your organization?

I’m reminded of one of my early leadership jobs. I reported to the VP of HR, and he attended health system wide leadership meetings, but modified the notes he shared with his team…and he expected me to do the same.

Um, no. 

I simply shared everything. Good news, bad news, financial information…everything. A funny thing happened. My credibility immediately grew. You see, my VP had been the leader of my team previously and they never received as much information as I was passing along.

I guess I was into this whole transparency thing back in the 90s before COVID and the world turning upside down and demanded it.

How much do you share with your team? 

Do they know you are honest with them?

If you’re holding back, or trying to be “smooth” I have news for you…you’re not. None of us are when we try to pull one over on our people.

Let’s all be better.

Thanks for being here.

Jay

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Stop Chasing Process Glory

 I’m so busy.

You’re so busy.

We’re all so busy.

Doing. Stuff.

We revel in the glow of sharing how much time we have to devote to…well…everything. Here’s the problem with focusing on the process: burying ourselves in the process and not the outcome is the perfect formula to erode your credibility.

“No one should be process rich and outcome poor.”

There are some voices that advocate we should all “trust the process” as a strategy for success. Certainly we all need to have a plan and execute that plan. However, if the desired outcome is never achieved, that effort has been (mostly) wasted.

Controversial view? Maybe. But think about how you’ll sound explaining that you were so committed to the process that you didn’t achieve anything.

Being busy doesn’t sound quite as important any longer, does it?

Thanks for being here.

Jay

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Finding Peace

The ever elusive goal of ‘being at peace.’

With so many changes in the world of work (and candidly our post-pandemic personal lives) I’m not quite sure how to define ‘peace’ anymore.

Is it feeling satisfied with your work life?

Perhaps it’s a special location that helps you unwind?

Maybe doing something you love brings you peace?

Could peace be achieved through someone else…your partner, children, friends?

Is it something we must continually pursue and “find?”

It could be just about us?

Does our faith or moral compass equate to our level of being at peace?

I’m not so sure it’s one thing or another. 

I think peace is about…all of these things. Our lives, and certainly our mental health is far more than a sound byte or catchy phrase.

We are complex individuals. Why wouldn’t our experience of peace be equally as complex?

I rather like that perspective actually. It speaks to me being so much more than a clever phrase of inspirational quote.

So perhaps finding peace means we accept that there are many pieces to who we are, and thus our journey will have lots of stops and starts along the way?

What do you think?

Thanks for being here.

Jay

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Into the Fire

Running to problems vs. hiding and hoping you won’t get caught up in a mess is a major differentiator for your leadership brand. And just so we’re all on the same page…literally everyone in your organization knows which way you play it.

I’ve been in a bunch of messes over the years…and that’s because leaders are supposed to be in the middle of the action. We are the ones that have the authority to fix issues. We shouldn’t be concerned about playing it safe and avoid the risk of getting involved and then somehow defaulting into “owning the problem.” 

If there is a problem…it’s every leader’s problem to some degree. For executives, it absolutely is our problem.

That’s how it’s supposed to work, right? An issue comes up and we all rally together to think through it and execute changes that resolve things.

Am I too optimistic here? I hope not. A truly collaborative leadership culture is so powerful. 

For those that believe they are the smartest one in the room, and if everyone would just do what they say all would be right with the world, are actually modern day dinosaurs in today’s world of work.

If it’s all about you…you have failed.

When was the last time you jumped into the fire? It may not be a comfortable feeling, but it will absolutely send your credibility to new heights. Not a bad outcome if you ask me.

Thanks for being here.

Jay

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Is That All?

Life moves fast. One minute you’re a high school senior on top of the world and the next you’re a grandfather, publishing a book, pouring your energy into your job, launching a little side gig, and becoming obsessed with paying it forward.

The lesson here: life will never stop giving you opportunities, regardless of your age or job. Doors are opening all around you. Have you noticed; or, are you too caught up in the mysterious “grind” that everyone complains about?

The grind yields some results.

Your open mind yields greater results.

The support of others will help you achieve mega results.

So, what are you waiting for? What have you always wanted to try but it was either too risky, too far out of your comfort zone, or you were simply afraid that others wouldn’t believe in you.

Well, I believe in you.

I think it’s time for you to get started.

Thanks for being here.

Jay

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Hold Your Tongue

I had an exchange recently with a friend on LinkedIn about leadership, and the clear indications that our future leaders…who are today’s rising stars…will bring a much different view of the workplace. 

The old expectations…

Taking one for the team. 

Falling in line with the corporate message. 

Understanding “how things are done around here.”

You get the point…however, they’re simply not going to buy in to what we’ve all gobbled up over the course of our careers.

And they shouldn’t have to.

Disruption is the future. It’s their future to disrupt, and I for one think it’s terrific. How many of us have lamented how the world of work is today, yet never pushed a single boundary? I’m grateful I’ve done more than my share of pushing…and candidly have been criticized for it as well.

Disruption is going to be how the world of work operates in a massive new way. Let that sink in for a second. Disruptors used to be labeled as a “bad fit for the organization” and were summarily fired. 

Now, they will be in the most senior executive roles challenging all of us to think differently. Are you ready for that? Clinging to old ways will guarantee that you are the one who is a “bad fit for the organization.”

I’m excited to be part of the new wave of leadership that thinks bigger, and differently, and candidly…BETTER!

Who else is ready?

Thanks for being here.

Jay

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New Leaders: To Ask or Not to Ask

New leaders regardless of their age of often fall victim to the perception that asking questions is a sign of weakness and incompetence. I suffered from this same affliction early in my career as well.

While I understand where this thinking comes from, I now know that it is not real. In fact, as I transitioned from middle manager to executive I was always impressed with new leaders that were willing to ask questions. Why? Because it showed me that not only did they want to learn, it also demonstrated their willingness to take the risk of “looking bad” in my eyes so they could be more impactful.

That’s the good stuff.

My message however is not targeted at new leaders to somehow find the courage to ask questions. The pressure is on us, as seasoned leaders to create an environment where these new leaders feel comfortable…perhaps are even required…to ask questions.

Too provocative? Of course not.

What specific steps do you take to create a questioning culture with your new leaders?

Thanks for being here.

Jay

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Is Your Passion for Leadership Quiet Quitting on You?

Has your energy level dropped lately? Do you feel like Mondays are no longer a day that kicks off an exciting new week; but rather, is now just another day? Has that inner drive that propelled you forward for so long somehow disappeared?

I want to help. 

Leadership at any level can be maddening, thrilling, stressful, panic-inducing, and ultimately the most rewarding job on the planet. But sometimes we drift a bit and lose our way. That’s when it’s important to connect with someone who will bring the energy, focus, and support necessary for you to continue to conquer your world.

Sound like a sales pitch? Actually I’m calling out those leaders who are ready to ditch the excuses that they “just don’t feel it anymore” and help them kick their career back into overdrive.

I don’t follow traditional coaching methodologies telling you what type of person you are. I’m pretty sure you know that already. I also don’t want to force fit you into some model that you have to follow.

We’ll have real conversations…challenging ones at times…that will push you forward. We will work on what’s happening in your world today. We’ll address your headaches, help you see new opportunities, and force you to think bigger. 

You can never think big enough! Not today, or tomorrow, or ever. So I’m going to push you.

If that sounds like too much, that’s okay. When you’re ready to take things to the next level I’ll be here. However, if your time is now, let’s connect and figure it out.

I’m ready to go.

Thanks for being here.

Jay

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Downshift

This week is a rarity for me. I’m actually taking some time away. Like you, I have a long list of reasons why I should be working: my regular job is going full speed; my book just came out; my side company just launched; there is more volunteering to do…

And, I’m finally practicing what I’ve been preaching for years. If you don’t rest and recharge you will never be truly effective.

So, as you consider how to spend your time in 2023, my hope is that you will be able to find a few days to allow yourself the opportunity to downshift and reset.

Thanks for being here.

Jay

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The Unstoppable Leadership Group!

I’ve been on a bit of a roll lately. Last week I announced my first book Unstoppable Power had been published. The response has been nothing short of incredible, thank you!

Today I want to shine a bright light on another important piece of my professional life. I’ve spent nearly three decades working with leaders at every stage of their careers, and now I have officially launched my leadership coaching and speaking company, Unstoppable Leadership Group. All of the details, contact information and much more can be found over at jaykuhns.com.

Coaching to me is far more than a templated series of conversations or cookie-cutter approaches. My career as a human resources executive and management consultant has centered around meeting leaders exactly where they are, focusing on their specific challenges, goals, pressures, etc…and partnering closely to achieve their success.

I’m excited to continue that work!

The other important piece I want to highlight today is the speaking I’ll be doing. I’ve had the privilege to deliver keynote addresses at large association events, company user-conferences, serve as the emcee for CHRO events, provide half-day workshops and more. I’m looking forward to bringing my high energy approach to corporate and association events in the future!

Why does all of this matter? 

I see far too many leaders struggle to find the path forward to make an impact in their organizations, let alone to accelerate their careers. The burden of leadership has never felt heavier, and it’s time to provide support for the ranks of leadership and get them fired up about the incredible opportunities ahead!

Let’s connect. Let’s explore what your goals are. Let’s discuss how I might bring my high octane speaking style to your next event.

Let’s go!

And, as always, thanks for being here.

Jay

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Big Announcement!

I’m fired up today! It’s time to announce some exciting news. Actually, I have several announcements today. In many ways I can’t believe it’s finally happening…yet here I am!

I am publishing my first book: Unstoppable Power: Leverage Energy, Risks and Relationships and Accelerate Your Leadership Career today! It is a straightforward conversation with leaders whether they are 25, 35, or 55 to help them differentiate themselves, lead effectively and move ahead faster.

Second, I am launching a leadership coaching practice. I am committed to supporting leaders who sincerely want to make a meaningful difference both in their careers and in the organizations they lead.  I have limited capacity for clients as I will continue leading the strategic planning work at IRI Consultants.

Lastly, I am also kicking off my speaking practice. I’m excited to work with a variety of organizations for their corporate meetings, as emcee for conferences or to deliver a keynote address…all events I’ve done in the past and continue to do today!

To order the book…inquire about coaching or speaking opportunities…or just to learn more please check out my new website: JAYKUHNS.COM.

Thank you all for the incredible support you have provided over the years. This new phase of my journey was a long time coming…and I’m ready to go!

Thanks for being here.

Jay

What Is It About Kindness?

I’ve been sharing a fair amount of content about kindness recently. It seems to resonate more than usual though. Sure, it’s a great topic to discuss, particularly if you’ve made a significant commitment to make kindness part of your professional, personal and volunteer lives.

But something is different lately.

The reaction is not what it once was. The level of engagement has amped up considerably. Maybe we’re experiencing a quiet return to values that put people first, instead of political or extremist agendas on the right or left?

I hope so. 

I’m a big free speech person, but it seems some leaders out there want to restrict what we are allowed to say, and read, and teach as well as how we’re allowed to run our organizations. And all sides are pretty loud as they shout about what is “best” for society. Hmmm. I’m not so sure these views make sense in a free society.

Yet, kindness seems to be winning in spite of it all.

I’m greatly encouraged that this trend has emerged. I’m hopeful that common sense is returning to leadership. Imagine that…common sense. You remember that, right?

Thanks for being here.

Jay

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The One Thing

Decide now.

Execute now.

Minimize risk now.

Engage employees now.

Grow revenue now.

Develop your people now.

Attract talent now.

Lead now.

Whew. We have a lot to do….now.

So what is the modern leader supposed to focus on? Juggling so many priorities is exhausting. At least it can be for me.

Perhaps only focusing on one thing is best? But wait a minute, with such a long list of responsibilities how could we possibly narrow our focus to just one thing?

The one thing is you.

I’m not trying to be a smart-ass here. The reality is your long list of responsibilities is not going to change. You aren’t necessarily going to work smarter, faster, slower, or more efficiently to a large degree.

There is simply too much on each of your leadership plates to snap your fingers and make it all better. That is a fantasy.

However, prioritizing yourself is not.

Sure, there are plenty of posts about self-care, and finding time to stop, think, reflect, blah blah blah. I’d rather focus on three things that will help you focus on you right now.

1. Eat better. Not rocket science. You know what you put in your mouth…make better choices.

2. Try to get a bit more sleep. Most often that’s not possible, but when it is, go for it.

3. Move your body. You don’t have to go full on in the gym, but you do need to take the stairs once in a while, go for a walk, or do some push-ups. Everything counts.

That simple formula will prepare you for the avalanche of work that keeps coming at you. Plus, you’ll feel better too.

Thanks for being here.

Jay

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Forge Something New

I like to think I'm a reasonably well-adjusted adult with a good perspective on the world of work after more than twenty-five years in leadership. I believe I have something to offer both my organization, and the clients I serve.

I like to think I know what to do…but I’m not entirely sure sometimes.

Maybe that feeling hits you too?

Sometimes.

Feeling a bit stuck is not unusual for leaders at any stage of their career. Wondering if the effort, stress and pressure is worth the trouble is a common mental journey we all take from time to time. Add the anxiety of making the right decision at the right moment and you have a recipe for a leadership break down.

Having someone to connect with, to work through current challenges, and plan a path forward to advance your career is a normal, and candidly, healthy way to build your professional life.

I’ve never been more passionate about the opportunity leaders have today. Think about it…the world is in absolute turmoil…work rules have changed…employee expectations of their employers have changed…and leaders are the ones who can grab hold of all of this and forge something completely new.

Let’s connect and talk about how you are going to transform…for real…yourself and your organization.

Thanks for being here.

Jay

Belonging in an Era of Division

Divided workforces.

Divided communities.

Divided churches.

Divided families.

Yet…leaders are expected to create a place where employees not only feel they are contributing and doing meaningful work; and have that same workplace feel welcoming for everyone.

Impossible?

I don’t think so.

What makes the difference? Who makes these disparate elements coalesce into a productive and supportive culture?

We do.

That’s our job as leaders, right? We set the tone for everything. It might feel like a burden sometimes. Although if I’m being honest, I more often consider it a privilege. How many people in this world actually have the opportunity to set the tone for a company’s culture?

Not many.

So how does one go about turning this grandiose vision into reality? It starts with energy. Lots of sustained energy from you. Energy captures people’s attention. Energy makes others want to follow. Energy inspires and helps the team believe that something good will happen.

We have to be that energy.

It’s the first step in the process, but an all-important one nonetheless.

How do you bring energy to your leadership practice?

Thanks for being here.

Jay

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