Executive Communication Mistakes to Avoid: How Leaders Lose Their Audience (Executive Comms Series 3/9)

Strong communication builds trust, credibility, and alignment. Poor communication does the opposite - it confuses, frustrates, and erodes confidence in a leader. Many executives underestimate how small speech habits, unclear framing, or over-talking can quietly undermine their presence.

Here are the most common pitfalls to avoid in executive communication - and what to do instead.

1. Vague or Unclear Communication.  Senior leaders don’t have time to guess what you mean. Passive statements like “We might need to adjust some processes” leave others wondering: which processes, how much, and by when? 

Instead: Be specific. “We need to update the vendor onboarding process to cut approval time from three weeks to one.” Precision creates confidence.

2. Over-Talking and Losing the Point.  Long-winded updates bury the lead and lose your audience. The more detail you share, the harder it is for others to discern what matters. 

Instead: Use the bottom-line-first approach. Start with the headline, then explain if needed. Think: Answer → Context → Detail.  Example: Instead of saying, “We’ve been exploring different vendors for the past six weeks, meeting with four different firms, evaluating costs and implementation timelines…” say, “We recommend Vendor A — it’s the fastest to implement and most cost-effective. Here’s why.”

3. Dodging the Question.  One of the fastest ways to erode credibility is to talk around a question without answering it. Executives notice when you dance instead of deliver.

Instead: Acknowledge the question and respond directly. If you do not know, say so — and commit to following up. Confidence comes from honesty, not from having every answer.

4. Making Things More Complex Than They Are.  Complexity does not make you sound smarter; it makes you harder to follow. Leaders who restart from the beginning or pile on explanations risk confusing everyone.

Instead: Simplify. Structure your response in chunks (e.g., “There are two risks and one opportunity”). Guide people step by step, rather than swirling them in detail.

5. Interrupting or Talking Over Others. Cutting people off signals impatience and undermines trust. Even if unintentional, it conveys that you value your voice more than theirs.

Instead: Pause, listen, and build. A powerful phrase is: “I’d like to build on what Sarah just said…” It shows respect while reinforcing your point.

6. Weakening Your Words.  Seemingly small words and habits can undercut your authority. Common culprits include:

·      “Just” – Makes your point feel small or tentative (“I’m just checking in”). → Say: “I’m checking in.”

·       “Actually” – Implies surprise that you have something worth saying (“I actually have a question”). → Say: “I have a question.”

·      “Kind of / A little bit” – Softens your conviction (“I kind of think…”). → Say: “I think…”

·      “I’m sorry” (as filler) – Over-apologizing diminishes authority (“Sorry to bother you”). → Say: “I’d like to discuss…”

·      “Am I making sense?” – Signals self-doubt. → Say: “How does that land with you?”

·      Uptalk – Ending statements like questions makes you sound uncertain. → Use a steady tone.

Instead: Drop qualifiers and speak directly. Leaders who use clear, confident phrasing project authority and make it easier for others to follow their lead.

Communication mistakes do not just distract — they diminish executive presence. Vague language, rambling, dodging, or weak phrasing can cause others to lose confidence in your message. The best leaders avoid these traps by being clear, concise, and confident — and by creating space for others to contribute.

Reflection Question: Which of these habits do you most need to unlearn, and what will you practice instead to strengthen your communication?  Comment and share below; we’d love to hear from you!

Quote of the Day: “Wise men speak because they have something to say; fools because they have to say something.” – Plato

The next blog in this series 4/9 will focus on presentation formats to enhance your communication

As a leadership development and executive coach, I work with leaders to sharpen their executive communication skills. Contact me to explore this topic further.

Which mistakes do you see often?

Executive Communication: Fundamentals that Matter Most (Executive Comms Series 2/9)

Great leaders are not only remembered for what they achieved but for how they communicated. The ability to share ideas clearly, inspire confidence, and align others is a hallmark of executive presence. Yet many leaders struggle here — they bury the lead, overwhelm with detail, or miss the subtle cues in the room.

Strong executive communication rests on a few timeless fundamentals. Mastering these does not just make you a better speaker; it makes you a more trusted leader.

Fundamentals that matter most:

1. Set a Vision That Inspires Confidence.  Senior executives want more than updates - they want to know where you are headed. A compelling vision communicates the “north star” and helps others believe in you. Even when presenting a pilot project or early-stage initiative, frame it in terms of future impact: “Here’s what success would unlock for us, and how it connects to the bigger strategy.”  When people hear vision, they feel momentum. When they hear only details, they wonder what it all means.

2. Be Strategic - Connect to the Bigger Picture.  Executives sit at the intersection of competing priorities. If you cannot connect your work to the broader strategy, it risks being dismissed as tactical.  Always ask yourself: How does this affect the business as a whole? What does this mean for revenue, risk, efficiency, or growth?  For example, do not just say, “We’re updating the vendor system.” Instead: “By updating the vendor system, we’ll reduce processing time by 30%, which frees up capital for growth initiatives.”  The difference between noise and impact is strategic framing.

3. Adjust to Your Audience.  Great communicators tailor their message. The same idea should sound different when speaking to a board member, a technical peer, or a cross-functional team.

Think of it like levels of explanation:

• To a CEO: share the headline, business impact, and key decision.

• To a technical peer: add details, risks, and interdependencies.

• To a broader team: emphasize relevance, benefits, and what changes for them.

Rebecca Knight writes in HBR that every workplace conversation has both the explicit discussion (the words) and the tacit one (the unspoken reactions). Reading the room — noticing body language, tone, and energy — is as important as delivering the content.

4: Blend Data with Story.  Data creates credibility. Stories create memorability. You need both.

Executives remember numbers that tie to outcomes, but stories of customer impact, employee success, or lessons learned move them. For example: “Retention rose 8%” is good. “Retention rose 8% — that’s 5,000 more families staying with our service” is better.  When you blend quantitative with qualitative, you engage both logic and emotion — the two engines of decision-making.

5. Listen as Much as You Speak.  Executive communication is not only about the message you deliver — it’s also about the space you create.

• Ask open-ended questions (“What risks do you see?”).

• Build on others’ ideas (“I like your point, and I’ll add…”).

• Notice who hasn’t spoken and draw them in.

• Regulate how much airtime you’re taking.

This is how communication becomes a leadership tool for alignment rather than just transmission.

6. Navigate Questions with Presence. Questions are not hurdles — they are opportunities to show confidence. Slow down, listen fully, and respond without defensiveness. Acknowledge the value of the question, then connect your answer back to the bigger picture. Leaders are judged less on having every answer, and more on how they carry themselves under pressure.

Executive communication is not a “soft skill” — it’s a leadership skill. When you set vision, connect to strategy, adjust to your audience, blend data with story, listen actively, and navigate questions with presence, you demonstrate credibility and build trust. The fundamentals may sound simple, but they are what separate leaders who get heard from those who get overlooked.

Reflection Question: Which of these fundamentals comes most naturally to you — and which one, if mastered, would elevate your executive presence the most?  Comment and share below; we’d love to hear from you!

Quote of the Day: “The single biggest problem in communication is the illusion that it has taken place.” – George Bernard Shaw

The next blog in this series 3/9 will focus on common communication mistakes to avoid. 

As a leadership development and executive coach, I work with leaders to sharpen their executive communication skills. Contact me to explore this topic further.

How do you speak with impact?

Executive Communications: Speaking with Clarity, Confidence, and Impact (Executive Comms Series 1/9)

At the executive level, communication is leadership. It’s how you inspire confidence in the boardroom, align peers across the C-suite, and guide your team through complexity and change. Yet too many leaders underestimate its power — or reduce it to polished presentations. In reality, executive communication is one of the most critical and underrated skills for leaders, as it shapes how others perceive their competence, credibility, and readiness for greater responsibility.

Strong executive communication isn’t about being rehearsed; it’s about being clear, concise, structured, and human. At the highest levels, people do not have time to sift through ambiguity or wait for you to “get to the point.” They want to know: What’s the headline? What are the options? What do you recommend? And how will this impact the business? Leaders who answer those questions directly and authentically don’t just communicate - they influence outcomes.

Four Principles for Executive Communication

1. Clarity.  Start with your purpose or goal. What do you want the listener to walk away with? Senior executives process a constant flow of information - if you do not lead with clarity, your message will get lost. Think in headlines, not paragraphs.

Instead of: “We’ve been running into some inefficiencies with the vendor, and we’ve looked at several options, and here’s where we’re leaning…”
Try: “We’ve narrowed vendors to three options — here’s our recommendation and why.”

Of course, you want to keep in mind who your audience is and what they are seeking. If context is essential, make that brief, then delve into options and recommendations.

Structure matters. Neuroscience shows our brains like to receive information in chunks. Label your folders first (e.g., three priorities, two risks, one recommendation) before explaining. Transition with precision so the audience knows where you are. E.g., “Before moving on to my second point, any questions you might have?” If people can repeat two out of three of your points, you’ve succeeded.

2. Conciseness.  Concise does not mean oversimplified; it means cutting through noise. Avoid burying the lead or drowning in detail. Lead with the answer, then layer in context if asked or needed.

Example: “The pilot increased customer retention by 8%. To scale, we need additional resources. Here are the three scenarios of our growth path…”. This shows strategic thinking by anticipating the best, middle, and least desirable paths.

Concise leaders respect others’ time and signal confidence in their message.

3. Collaboration.  Executive communication is not a monologue — it’s a conversation. The best leaders create space for dialogue, pause to consider reactions, and invite others in. Ask clarifying questions like: “Would you like me to share the context or jump into the recommendation?”  This allows others to co-create the outcome and fosters alignment.

4. Connection.  Do not just transmit information - build rapport. Leaders who connect authentically stand out in boardrooms often filled with data-heavy slides. Be human. Start with appreciation. Share a quick acknowledgment or observation. Comment in a Slack thread to reinforce alignment. As Maya Angelou said, “People will forget what you said, but they will never forget how you made them feel.”

Additional Practices That Elevate Executive Communication

·       Frame and Reframe. Gregory Bateson’s concept of framing highlights how you say something often shapes its impact more than what you say. A “frame” signals how others should interpret the conversation. For example: “I’d like to check alignment on process” sets the frame as collaborative, not corrective. Reframing is equally powerful when dynamics shift: For instance, “Instead of seeing this as a setback, let’s view it as feedback on what’s working and what isn’t” turns frustration into learning. Or: “This isn’t about assigning blame - it’s about uncovering what will help us succeed next time” moves the tone from defensive to forward-looking.

·       Provide Context.  Senior leaders juggle countless priorities - they will not always remember the details of past discussions. Anchor them quickly:  “As we agreed last month…” or “This builds on the pilot we launched last quarter.”  Context helps them connect the dots without having to dig.

Always link back to the bigger picture and bottom-line impact: “Here’s how this decision affects revenue, customer trust, and our long-term positioning.”  Context is not clutter - it’s a compass that shows why the issue matters now and where it leads next.

·       Command the Room. Strong leaders do not just dominate the conversation - they direct it. Set the pace and focus by managing Q&A with confidence: pause before answering, defer off-track details, and keep attention on outcomes. For example: “That’s an important point—let’s capture it for follow-up, and for now stay with the decision at hand.”  This signals control of the flow while respecting contributions.

Commanding the room also means knowing when to open the floor. A well-timed pause - “Let’s make sure others have space to weigh in” - shifts the tone from one-way authority to shared dialogue. The real mark of presence is not just steering discussion; it’s creating a space where others want to lean in.

Executive communication is not about being the loudest or most polished voice in the room. It’s about being clear, structured, concise, collaborative, and authentic. The leaders who excel at it make others’ jobs easier — they create clarity in complexity, surface decisions, and build alignment. That’s what makes them trusted voices at the table.

Reflection Question: How will you ensure your next executive communication leaves leaders confident in both you and your message?  Comment and share below; we’d love to hear from you!

Quote of the Day: “The art of communication is the language of leadership.” – James Humes

The next blog in this series 2/9 will focus on communication essentials.

As a leadership development and executive coach, I work with leaders to sharpen their executive communication skills. Contact me to explore this topic further.

How do you ensure your message is clear?

Building Trust and Credibility in Your First 90 Days (New Executive Series 4/4)

Trust and credibility are the cornerstones of effective leadership, and as a new executive, your first 90 days are critical for building both. Success isn’t achieved through grand gestures but through consistent actions demonstrating your competence, authenticity, and alignment with the organization’s goals. We’ll uncover why trust and credibility matter, how to establish them quickly, and the key steps to lay a strong foundation for lasting impact.

 Why Trust and Credibility Matter

1. Trust Unlocks Collaboration. Teams are more willing to share ideas, take risks, and work collaboratively when they trust their leader. According to Stephen M.R. Covey in The Speed of Trust, trust is a performance multiplier that accelerates results.

2. Credibility Drives Influence.  Without credibility, it’s difficult to lead effectively. When others see you as knowledgeable, reliable, and aligned with organizational values, your ability to influence decisions and drive change increases significantly.

3. First Impressions Last.  Research shows that people form lasting impressions quickly. The actions you take (or fail to take) in your early days will shape how others perceive you as a leader.

How to Build Trust and Credibility Quickly

1. Show Competence Through Results.  Early wins are essential for demonstrating your capability. Focus on high-impact areas where you can quickly make a positive difference. For example:

o   Identify a pressing issue and create a clear plan to address it.

o   Deliver on small, visible commitments to show you follow through.

2. Listen More Than You Speak.  Listening signals respect and helps you understand the organizational landscape. Ask thoughtful questions to learn about your team’s challenges, priorities, and aspirations. Key Questions to Ask:

o   “What’s working well that we should build on?”

o   “What challenges are holding the team back?”

o   “How can I best support you in your role?”

3. Be Transparent and Authentic.  Authenticity builds trust. Be honest about what you know, what you don’t, and your intentions. If you need more time to make a decision, say so.

4. Align Your Actions With Company Values. Understand the organization’s mission, vision, and values—and model them in your behavior. For instance:

o   If the company values collaboration, actively seek input from others.

o   If innovation is a priority, champion new ideas and celebrate creative thinking.

5. Communicate Consistently and Clearly.  Credibility grows when you communicate effectively. Share updates regularly, set clear expectations, and keep stakeholders informed. For example:

o   Provide a 30-60-90-day plan to outline your focus areas.

o   Hold regular check-ins with your team and key stakeholders.

6. Acknowledge Mistakes and Learn From Them.  No leader is perfect, and mistakes are inevitable. Own up to them quickly, take responsibility, and outline what you’ll do differently moving forward. This humility demonstrates integrity and fosters trust.

Behaviors That Undermine Trust and Credibility

1. Overpromising and Underdelivering.  Don’t commit to more than you can deliver, especially in your first 90 days. Unrealistic promises can erode trust quickly.

2. Acting Without Understanding. Jumping to conclusions or making changes without context can alienate your team. Take the time to listen and learn before acting.

3. Avoiding Difficult Conversations.  Trust requires honesty, even when it’s uncomfortable. Avoiding tough conversations signals a lack of accountability and weakens your credibility.

The Long-Term Benefits of Trust and Credibility

1. Stronger Team Dynamics.  A foundation of trust encourages open communication, collaboration, and mutual respect.

2. Enhanced Influence.  Credible leaders are more likely to gain buy-in from stakeholders, enabling them to drive meaningful change.

3. Sustainable Success.  Building trust early creates a culture of support and alignment that sustains long-term results.

In your first 90 days as a new executive, trust and credibility aren’t optional—they’re essential. By listening, delivering results, and modeling authenticity, you’ll build a foundation that enables you to lead with confidence and impact.

Quote of the Day: "Trust is the glue of life. It’s the most essential ingredient in effective communication. It’s the foundational principle that holds all relationships." – Stephen R. Covey

Question of the Day: What’s one action you can take this week to strengthen trust with your team or stakeholders? Share your thoughts in the comments—we’d love to hear from you!

As a leadership development and executive coach, I work with new executives to sharpen their leadership skills contact me to explore this topic further.

How do you build and keep trust?

Redefining Success: Crafting a Life on Your Own Terms (Leadership Brand Series 4/4)

Success is a word that often evokes images of wealth, recognition, and social status—ideas we’ve absorbed over the years from society, media, and education. But while these definitions are pervasive, they can also be restrictive, confining us to a narrow view of what it means to live a fulfilling life. When we look deeper, success becomes something far more personal and multifaceted. Real success lies in achieving goals that resonate with our core values and in building a life aligned with our unique aspirations.  

Moving from an "Outside-In" to an "Inside-Out" Definition of Success

Many of us adopt an “outside-in” definition of success early on, focusing on what society deems valuable—status, money, admiration. This can lead us to pursue goals that fulfill others’ expectations rather than our desires. When we define success for ourselves, we create an “inside-out” perspective based on our values, passions, and aspirations.

Here are some steps to help you explore your unique definition of success: 

1. Reflect on Your Core Values.  The first article in this series covers this topic.  Start by identifying your core values. Is integrity, kindness, creativity, or growth important to you? When success aligns with these values, it brings lasting fulfillment. For instance, if your core value is growth, success might involve learning and self-improvement rather than reaching a specific career title.

2. Think About the Impact You Want to Make.  Success isn’t only about what you gain but what you give. Consider the impact you’d like to make in your community, industry, or family. Impact does not have to mean major world changes—it could be as simple as supporting others, raising a loving family, or fostering a positive work environment.

3. Imagine the Lifestyle You Envision.  Envision the lifestyle that would make you feel successful. Would it involve travel, a slower pace, or a high-energy, entrepreneurial drive?  Success can be about having time for hobbies, enjoying meaningful relationships, or maintaining a healthy balance between work and personal life.

4. Explore Both Personal and Professional Goals.  It’s important to view success holistically, incorporating personal and professional aspirations. While your career might bring professional success, a fulfilling personal life is equally valuable. Tennis star Roger Federer, for example, balanced a high-achieving athletic career with being a committed husband and father, showing that success encompasses multiple facets of life.

5. Embrace Daily Progress Over Perfection.  Darren Hardy’s perspective on success as “rent that’s due every day” reminds us that success is not a static end goal. It’s a continuous process of growth and improvement. Success is not about flawless achievement but relatively steady, meaningful progress towards what matters most to you. 

A New, Sustainable Model for Success can incorporate these 3 elements:

• Well-Being: True success includes physical and mental health. If achieving your goals means neglecting your health, it’s unlikely to feel fulfilling in the long run.

• Wisdom and Wonder: Success is also about lifelong learning and a sense of curiosity. When you appreciate life’s small moments, you create joy in the journey itself.

• Contribution: Meaningful success involves making a positive impact. Whether it’s helping others in your community or contributing positively to your work environment, contribution adds a layer of purpose to your achievements.

Success and Happiness: The Connection

The relationship between success and happiness is often misunderstood. Some view success as a pathway to happiness, while others find it in the process.  Adam Grant’s research suggests that when we prioritize internal goals, like personal growth, kindness, and health, we experience greater happiness and well-being than when we focus on external rewards like fame or wealth. In other words, happiness and success are closely linked when we define success in a way that aligns with our values.

Success isn’t solely about accomplishments; it’s also about the quality of the journey. Finding happiness in everyday progress, connecting with others, and pursuing work that resonates with us creates a richer, more fulfilling version of success.  As Phil Jackson wisely noted, “You’re only successful at the moment when you perform a successful act.”

Success is not a single, universal measure. It’s a highly personal journey, one that should be aligned with your own values, passions, and goals. Real success is about crafting a life that resonates deeply with who you are and what you care about. Define it for yourself, live it each day, and find fulfillment in the journey—not just the destination.

Reflection Question: What does success mean to you today, and how can you begin to live by that definition more fully?  Comment and share below; we’d love to hear from you!

Quote: "Success is not the key to happiness. Happiness is the key to success. If you love what you are doing, you will be successful." — Albert Schweitzer

As a leadership development and executive coach, I work with leaders to develop their leadership brand and define success, contact me to explore this topic further.

How do you define success?

The Power of Vision in Leadership (Leadership Brand Series 3/4)

Purpose defines why you do what you do, but vision clarifies where you’re going.  A powerful vision gives direction, solves problems, and inspires people to rally behind you. It’s the picture of the future you want to create—one that is bold, exciting, and serves as a roadmap for the next two to five years and beyond. In leadership, a clear and compelling vision isn’t just about achieving goals; it’s about sparking possibilities and inspiring those around you to move forward with purpose.

What Makes a Vision Compelling?  Here are a few characteristics:

1. Clear and Concise.  Like Disney’s “to make people happy” or Instagram’s “capture and share the world’s moments,” a vision statement should be simple and memorable. If it’s strong, you should be able to ask five people about it, and each of them will repeat it back to you with ease.

2. Bold and Inspiring.  Vision statements should create excitement about the future. Take Patagonia's mission "to save our home planet."   This powerful statement goes beyond selling apparel, reflecting a commitment to environmental stewardship and inspiring employees and customers to join in a meaningful cause.

3. Focused on Positive Impact.  Vision is most powerful when it addresses the intangible values people care about, such as building community, creating a sustainable planet, or fostering innovation. It should make a difference not only for the leader or the organization but also for the broader community.

Developing Your Personal and Professional Vision

Vision setting begins with clarity around your own aspirations. Here’s how you can build a vision that aligns with both personal fulfillment and professional growth:

1. Imagine Where You Want to Be in 2-5 Years.  Ask yourself: Where do you see yourself personally and professionally in the next few years?  If you could wave a magic wand and achieve everything you wanted, how would your career, relationships, and personal life look? These questions help to create a vision that is future-focused and inspiring.

2. Focus on Impact and Contribution.  A strong vision centers on more than personal success; it focuses on positive impact. Consider how your vision could contribute to others—whether it’s building a team known for innovation, creating a product that changes lives, or setting an example of authentic leadership. 

3. Craft a Vision Statement.  Once you’ve identified where you want to go and how you want to make an impact, write a clear and concise statement that reflects this. It should be short enough to remember but powerful enough to guide decisions. For instance, a personal vision might be: “To lead by example, fostering a culture of growth, empathy, and excellence in everything I do.”

4. Revisit and Refine Your Vision Regularly.  Vision isn’t static; it can and should evolve as you grow and adapt to new experiences. Revisit your vision periodically to ensure it still aligns with your purpose and goals and adjust as needed.

Building a Team Vision

In addition to personal and professional vision, effective leaders need a team vision. A team vision aligns everyone toward a common future, uniting diverse goals and creating a shared sense of purpose. Here’s how to create a vision that resonates:

1. Identify the Team’s Unique Purpose.  Think about what makes your team unique. What problems are you uniquely positioned to solve? Consider how your team’s contributions can add value to the larger organization and positively impact those you serve. 

2. Envision the Ideal Future State. If everything went perfectly for your team over the next two to three years, what would be different? Imagine how you’d want others to describe your team’s reputation. For example, “To be known as the go-to team for innovative solutions that drive customer success.”

3. Involve Your Team in the Vision-Setting Process.  A vision that is created in isolation may not resonate. Engage your team members by asking for their ideas and feedback. When they contribute to the vision, they’re more likely to be excited about and committed to it.

4. Communicate the Vision Regularly.  An inspiring vision needs to be shared, often and enthusiastically. Talk about it in team meetings, one-on-one check-ins, and even casual conversations. This keeps it top-of-mind and demonstrates your commitment. Repetition helps ensure everyone is aligned and energized around a common goal.

Vision as a Guiding Light for Strategy and Decision-Making

A vision statement serves as a guiding light for all strategic planning and decision-making. Once your vision is set, you can use it as a framework for prioritizing responsibilities, setting objectives, and focusing efforts. Leaders often face competing demands and limited resources, so a strong vision helps filter what’s essential from what’s merely urgent.

1. Use Vision as a Lens for Strategic Decisions. When making strategic choices, refer to your vision. Ask yourself if the decision aligns with the future state you’ve outlined. If not, it might be a sign to reassess your options.

2. Align Goals with Vision through OKRs.  Objectives and Key Results (OKRs) are an effective way to ensure that team and individual goals are moving toward the vision. When goals and objectives align with the vision, each person’s work contributes meaningfully to the bigger picture.

3. Balance Short- and Long-Term Priorities.  Vision requires balancing immediate tasks with long-term goals. While it’s essential to achieve short-term objectives, keep your vision in mind to ensure these tasks build toward your desired future. This long-term perspective can prevent getting sidetracked by day-to-day demands.

A clear and compelling vision for yourself, your profession, and your team can elevate your leadership, providing direction and uniting everyone around shared aspirations. Whether you’re crafting a personal vision for growth, setting a professional vision for impact, or creating a team vision for innovation, remember that vision is a guiding light. When you articulate it well, it inspires, energizes, and brings people along on the journey.

Reflection Question: What is your vision for the next few years, and how will it inspire positive change and impact in those around you?  Comment and share below; we’d love to hear from you! 

Quote of the day:  "The only thing worse than being blind is having sight but no vision." — Helen Keller 

The next blog in this series 4/4 will focus on defining success. 

As a leadership development and executive coach, I work with leaders to develop their leadership brand, contact me to explore this topic further.

What’s Your Vision?

Discovering Your Purpose for Greater Impact (Leadership Brand Series 2/4)

Purpose is the reason you wake up every morning with energy and motivation. It goes beyond daily tasks or achievements and taps into something deeper—your unique contribution to the world. Just as companies like Nike, Google, and Amazon have clear, guiding purposes—like inspiring athletes, making information accessible, and providing books in an instant—leaders also need a purpose that acts as their "north star." 

A well-defined purpose gives leaders clarity, focus, and resilience, especially when facing the unknown. Knowing your “why” not only enriches your life but also strengthens your impact as a leader, offering direction to navigate both personal and professional challenges.

Purpose Beyond Profit: Why Leaders Need a "Why"

Purpose shapes not only what you do but also how you do it. When you lead with purpose, you bring authenticity, passion, and consistency to your role. Simon Sinek’s “Start with Why” concept emphasizes that purpose is not simply a pathway to success; it’s what draws people to you and keeps them committed. People follow leaders who know why they lead, inspire, and create meaning.

A purpose-driven leader asks: Why should people follow me? Why should they stay engaged and motivated? When your actions consistently reflect your purpose, you foster trust, loyalty, and a shared commitment to something larger than individual tasks or goals.

Finding Purpose

1. The Ikigai Approach.  The Japanese concept of Ikigai—a reason for being—offers a framework for finding purpose. Ikigai resides at the intersection of four spheres:

• What you love

• What you’re good at

• What the world needs

• What you can be paid for

Ikigai reminds us that purpose is more than a passion; it’s a balanced pursuit that incorporates skill, relevance, and contribution to the broader world. By aligning these four areas, you can find a fulfilling and sustainable purpose. For example, a leader who loves mentoring, is skilled at developing others, and understands the importance of building future leaders may find their purpose in guiding team members toward their highest potential.  You can use this framework to identify your purpose. This exercise can clarify the unique intersection where your passion, skill, and contribution come together, offering a roadmap to purpose-driven leadership.

2. The Mastery Approach.  Cal Newport’s So Good They Can’t Ignore argues that purpose often emerges from mastery. While passion is valuable, building rare and valuable skills can create a sense of purpose. Purpose isn’t always discovered overnight—it’s crafted through dedication, skill development, and a commitment to making a meaningful impact. By focusing on becoming exceptionally skilled in areas that matter, you lay the foundation for a purpose rooted in value and contribution. Taking time to develop rare and valuable skills can help uncover your purpose, as these competencies will strengthen your sense of impact and open new opportunities for meaningful contributions.

3. Reflect on Your “Why.” Begin by asking why you do what you do. What impact do you want to create? Reflect on moments when you felt most fulfilled and effective in your role. Identifying these experiences can reveal insights about your purpose. 

Benefits of a Purpose-Driven Leadership Approach

1. Clarity in Decision-Making.  Purpose acts as a compass, making it easier to identify priorities and stay aligned with long-term goals. Leaders who know their purpose are less likely to be swayed by distractions or quick fixes; instead, they make deliberate, impactful choices. As Lewis Carroll said, “If you don’t know where you are going, any road will get you there.” With purpose, leaders can confidently say “yes” to decisions that align and “no” to those that don’t.

2. Focus and Resilience.  A clear sense of purpose provides strength during challenging times. Knowing your purpose helps you maintain focus, even when circumstances are difficult or outcomes are uncertain. This clarity reduces stress, allowing you to navigate obstacles with resilience and determination, ultimately benefiting you and those you lead. 

3. Enhanced Engagement and Impact.  Purpose-driven leaders inspire others to give their best because their actions reflect genuine commitment. Simon Sinek’s research has shown that people who enjoy going to work are more productive and creative and more positive in their interactions with colleagues and clients. When leaders operate purposefully, they create a workplace environment where others can find meaning and fulfillment.

4. Confidence and Authenticity.  Purpose gives leaders an internal boost of confidence. When you know what drives you, you bring authenticity to your leadership, creating a positive impact that resonates with others. Purpose-oriented decisions feel aligned with who you are, allowing you to act assertively without aggression or passivity. This balance encourages others to trust and respect your leadership.

Purpose is the anchor that brings joy and fulfillment to everyday life, creating a leadership brand that’s both inspiring and impactful. Defining and living by your purpose isn’t a destination; it’s a journey that guides your actions, fuels your motivation, and enriches the lives of those you lead. Finding your purpose may take time and reflection, but the journey is worth it.

Reflection Question: “What is your “why” as a leader, and how can you begin to live that purpose more fully today?  Comment and share below; we’d love to hear from you!

Quote: "The purpose of life is not to be happy. It is to be useful, to be honorable, to be compassionate, to have it make some difference that you have lived and lived well." — Ralph Waldo Emerson

The next blog in this series 3/4 will focus on having vision. 

As a leadership development and executive coach, I work with leaders to develop their leadership brand, contact me to explore this topic further.

What’s your purpose?

The Power of Knowing Your Values (Leadership Brand Series 1/4)

A big part of defining your leadership brand is starting with your values. Values represent what we consider important and meaningful; they energize, motivate, and inspire us to lead authentically. Gandhi famously said, “Happiness is when what you think, what you say, and what you do are in harmony.”  Yet, many of us move through life without a clear understanding of our values, often prioritizing others’ expectations over our own beliefs.  Knowing your values—whether love, growth, money, integrity, or impact—gives you a foundation for leading in alignment with what matters most.

The Benefits of Knowing Your Values

·       Clarity in Decision-Making. Values provide a guiding framework for choices, helping us navigate difficult decisions with ease. When we’re faced with uncertainty, our values act as a source of strength, keeping us grounded and aligned.

·       Authenticity and Reduced Stress. Living in alignment with your values means less internal conflict and more stability. By operating from a place of authenticity, we reduce stress, as our actions consistently reflect who we truly are. 

·       Building Your Leadership Identity. Values shape our leadership identity, also known as our “personal brand.” Virtually every decision, from career moves to daily interactions, is influenced by our values. When we live by them, we strengthen our sense of self and create a leadership presence that’s impactful and reliable. 

Identifying Your Core Values

1.  Reflect on Personal Values.  Start by examining a list of values. Highlight five that resonate with you personally—these might be empathy, integrity, courage, family, loyalty, etc.. For example, if you value empathy, consider how you demonstrate it in your personal life, such as actively listening to family members or friends.  Some values may overlap with your professional life, but others may be unique to personal interactions. 

2. Define the Importance of Each Value.  Ask yourself why each value is meaningful. For instance, is empathy important because it allows you to connect deeply with others, or is it a value passed down from family? Reflecting on why you hold these values helps clarify whether they truly resonate or if they stem from past influences. 

3. Assess and Align with Your Values.  Once you’ve identified your values, assess how aligned you are in practicing them. Are there any values that you aren’t actively living?  Addressing misalignment can relieve inner conflict, bringing greater peace and fulfillment. 

Finding and Practicing Your Leadership Values.  Just as with personal values, identifying your leadership values enhances your effectiveness and impact: 

1.  Identify Key Leadership Values.  Review the values that you consider crucial in a professional setting. These might include teamwork, innovation, accountability, or resilience. Think about how these values guide your interactions and decisions with your team. 

2: Articulate the “Why” Behind Your Leadership Values. For each value, reflect on how it shapes your leadership. Why is accountability important to you?   Perhaps it fosters trust within your team or encourages transparency.  Understanding the “why” solidifies your commitment to these values and makes it easier to communicate them to your team.

3. Examine Alignment with Your Leadership Style.  Evaluate how well you’re embodying your values in your current role. If you value transparency, are you consistently open in your communications?  If teamwork is essential, do you foster collaboration actively?  Focusing on gaps between your values and actions creates growth and alignment opportunities.

Your leadership brand reflects your values, guiding your actions and setting an example for those you lead.  Defining and aligning with your values isn’t a one-time task; it’s an ongoing commitment to leading with integrity, purpose, and authenticity.  

Question. What values do you want to be known for in your leadership, and how can you begin embodying them more fully today?  Comment and share below; we’d love to hear from you!

Quote of the day: “Your personal core values define who you are, and a company's core values ultimately define the company's character and brand. For individuals, character is destiny. For organizations, culture is destiny.”  -Tony Hsieh

The next  blog in this series 2/4 will focus on discovering your purpose. 

As a leadership development and executive coach, I work with leaders to develop their leadership brand, contact me to explore this topic further.

Values Check - What are yours?