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The Most Powerful Leadership Skill No One Teaches: Asking Better Questions

Most leaders spend their careers chasing better answers.

Better strategies. Better metrics. Better solutions.

But the leaders who grow the fastest — and help others grow — focus somewhere else first:

They get better at asking questions.

Because leadership isn’t defined by how many answers you have. It’s defined by the quality of the questions you’re willing to ask yourself.

Your Leadership Level Is Hidden in Your Questions

There’s a direct connection between the quality of your leadership and the quality of your questions.

Leaders stuck in frustration ask:

“Why does this keep happening?”

“Why don’t people just do what they’re supposed to do?”

Growing leaders ask:

“What is this situation teaching me?”

“How can I lead differently to change the outcome?”

“What are the behaviors I need to focus on that will drive better results?”

The first set of questions creates blame. The second creates ownership.

And ownership is where leadership lives.  Act like an owner.  Hold yourself accountable to asking better questions.  

Curiosity Is a Leadership Multiplier

Curiosity isn’t a personality trait. It’s a discipline.

The best leaders remain students — even at the top. They don’t assume they’ve “arrived.” They assume there’s always another level of growth available.  Don’t let ego set in.  Stay curious.

Curious leaders ask:

What am I not seeing?

What assumptions might be wrong?

How could I handle this better next time?

What feedback have I been avoiding?

Curiosity keeps leaders adaptable. And in today’s fast-changing world, adaptability is survival.

The Questions That Shape Your Leadership Identity

If you want to become a stronger leader, you don’t start with tactics. You start with identity.  Be strategic about what type of leader you want to be.  Don’t rush this.  

Ask yourself:

What kind of leader do I want to become?

How would that version of me handle today’s challenges?

What habits would that leader never tolerate?

What behaviors would they practice daily?

Great leadership isn’t built by accident. It’s built by repeatedly asking questions that pull you forward instead of holding you in place.

Reflection Turns Experience into Growth

Experience alone does not create better leaders. Reflection does.  Learn how to reflect on your leadership by asking yourself some of the questions below.  

Without reflection, leaders repeat patterns. With reflection, leaders refine patterns.

Powerful reflection questions include:

What did I handle well this week?

Where did I let ego or fear influence me?

What conversation am I avoiding that leadership requires?

What is one thing I can improve tomorrow?

Small insights, applied consistently, create massive long-term growth.  

Questions Create Momentum

Questions shape thoughts.  Thoughts shape actions.  Actions shape results.

When leaders improve their questions, they change the entire trajectory of their leadership.

Instead of reacting, they become intentional. Instead of drifting, they design their growth.

Leadership isn’t about reinventing yourself overnight. It’s about becoming a slightly better version of yourself, on purpose, over and over again.

Because leadership growth isn’t about having all the answers.

It’s about having the courage to keep asking better questions.

Call to Action

Block 15 minutes this week and ask yourself three questions:

1. What is one leadership habit I’ve outgrown? 2. What is one behavior my future self would strengthen? 3. What is one uncomfortable question I’ve been avoiding?

Leadership growth starts when curiosity replaces comfort.

Don’t wait. Lead now.

Disclaimer:  This post is mine alone and may not be the views or opinions of any others, including past or current employers, friends, or family.  You can also find me on Substack, Medium, Tumblr, Facebook, LinkedIn, and X.  

PS:  This blog was written by me (a human).  If AI was used, it was solely for research and formatting purposes. AI was used for the image in this post. 

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How Leadership Has Evolved Over the Decades — And What It Takes to Win in the Age of AI

Leadership isn’t static. It evolves — because the world evolves.

The leadership style that created success in one era can become a liability in the next. The most effective leaders don’t cling to past formulas. They adapt their approach to match the challenges of today.

If you zoom out across the last century, you can see leadership evolving in waves — shaped by technology, business models, and how people expect and need to be led.

And today, with AI accelerating everything, we’ve entered a new leadership era — one where authenticity and emotional intelligence may be the ultimate competitive advantage.

Era 1: The Industrial Revolution — Steadfast Leadership

In the industrial age, leadership was built for production.

The goal was scale, consistency, and efficiency. Leaders had to be steadfast — strong, directive, and focused on output.

A leader like Henry Ford symbolized that era. His brilliance wasn’t just invention — it was system-building. He didn’t optimize for individuality; he optimized for repeatability.  Ford famously once said, “The customer can have any color they want, as long as it’s black.”  

Industrial leadership emphasized:

Standardization

Control

Clear hierarchy

Process discipline

In a world driven by factories and physical output, that leadership style worked — and it dominated.

Era 2: The PC Revolution — Adaptable Leadership

Then the world shifted from machines to information.

When the PC revolution arrived, the rules of competition changed. Speed, software, and learning became essential.

This era elevated adaptable leaders, like Bill Gates.

One of the most interesting parts of Gates’ story is that even great leaders can initially misread change. Microsoft famously underestimated the internet early on — but once the shift became undeniable, Gates adjusted rapidly and aggressively.  In the early 1990’s, Gates was quoted saying, “The internet is just hype! Nothing more!”

That’s the mark of real leadership: Not never being wrong — but being willing to change fast when reality changes.

PC-era leadership rewarded:

Adaptability

Strategic pivots

Competitive aggression

Relentless learning

Era 3: The Mobile Revolution — Visionary Leadership

Then came a different kind of leadership leap — not adaptation, but invention.

The mobile revolution wasn’t simply “better technology.” It was the creation of entirely new consumer behavior.

This era belonged to visionary leaders, and no one symbolizes that more than Steve Jobs.

The iPhone wasn’t just a product. It was a market that didn’t exist yet. Jobs didn’t merely respond to customer needs — he anticipated them before customers could articulate them.  Perhaps the best quote from Steve Jobs was when he wrote, “The people who are crazy enough to think they can change the world are the ones that do.”

Visionary leadership is rare because it requires:

Deep conviction

Imagination

Taste and simplicity

The courage to disrupt yourself

And it changed everything.

Era 4: The AI Revolution — Human Leadership

Now we’re in the age of AI — and something surprising is happening:

The more technology advances, the more the human side of leadership matters.

AI will automate:

Analysis

Execution

Content

Many decisions

But it cannot automate:

Trust

Meaning

Belonging

Culture

Human connection

That’s why today’s winning leaders must become masters of what machines cannot replicate.

In the AI era, leadership will increasingly require: -Authenticity -Emotional intelligence (EQ) -Empathy -Clarity of purpose -Human courage

Why Authenticity Will Be the Great Differentiator

Here’s the truth most leaders are about to learn:

When information becomes infinite, credibility becomes priceless.

People are overloaded. They’re skeptical. They’re exhausted by artificial corporate language and performative leadership.

Authentic leaders cut through noise because they’re real:

They don’t pretend to have all the answers

They admit what they’re learning

They communicate honestly

They treat people like people

Authenticity builds the one currency that matters most in the future of work: trust.

Emotionally intelligent leaders:

read the room

manage tension

navigate change

keep people aligned

build psychological safety

bring calm when the environment is chaotic

In short: EQ is what allows teams to perform under pressure.

The leaders who win next won’t necessarily be the most technical. They’ll be the most trusted.

They’ll lead with clarity, authenticity, and emotional intelligence — because those are the strengths that cannot be replaced.

Call to Action

As you look ahead, ask yourself:

-What part of my leadership must evolve to succeed in the age of AI? -Am I building trust — or just driving tasks? -Am I leading humans… or managing output?

The future will reward leaders who are both modern and deeply human.

Don’t wait. Lead now.

(inspired by Dr. Steven Stein’s research)

Disclaimer:  This post is mine alone and may not be the views or opinions of any others, including past or current employers, friends, or family.  You can also find me on Substack, Medium, Tumblr, Facebook, LinkedIn, and X.  

PS:  This blog was written by me (a human).  If AI was used, it was solely for research and formatting purposes. AI was used for the image in this post. 

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Doing Great Work Is a Leadership Choice

Most leaders say they want excellence.

Fewer structure their time, attention, and behavior in a way that actually produces it.

Great work — whether in leadership, business, or life — is rarely the result of intensity alone. It’s the result of sustained curiosity, focused effort, and patience over time. And for leaders, that standard doesn’t just apply to what you produce — it applies to how you show up.

Great leadership work is not accidental. It’s chosen.  Choose wisely.  (there may be an Indiana Jones reference here)

Great Work Starts with Genuine Interest

One of the most overlooked leadership truths is this: people do their best work when they are genuinely interested in the problem they’re solving.

Leaders who chase titles, optics, or short-term validation often lose touch with the work itself. Over time, that detachment shows up as disengagement — first in the leader, then in the team.

The strongest leaders stay close to the work. They ask real questions. They remain curious. They never outgrow learning.   (for example, I’m enrolling in a college AI course as I type this)  

Curiosity isn’t a weakness in leadership — it’s a signal of depth.

Consistency Beats Intensity Every Time

Many leaders mistake bursts of effort for progress.

They sprint when pressure is high, then retreat when urgency fades. Great work — and great leadership — doesn’t happen in sprints. It happens through steady, disciplined consistency.

The leaders who make the biggest impact aren’t always the loudest or fastest. They’re the ones who:

Show up daily

Improve incrementally

Stay engaged when results aren’t immediate

Leadership compounds the same way skill does. Small improvements, repeated consistently, outperform dramatic gestures that can’t be sustained.

Patience is a Competitive Advantage

In a world obsessed with speed, patience has become rare — and therefore powerful.

Great leaders understand that meaningful progress takes time. Culture doesn’t change overnight. Trust doesn’t accelerate on command. People don’t develop on quarterly timelines.

Leaders who rush results often sacrifice quality. Leaders who play the long game build organizations that last.

Patience doesn’t mean passivity. It means staying committed long enough for great work to emerge.

Attention is the Leader’s Most Valuable Asset

What leaders consistently pay attention to becomes important. What they ignore quietly disappears.

Great work requires focus — and leadership requires protecting that focus. This means:

Saying no to distractions

Prioritizing depth over noise

Delegating wherever appropriate

Creating space for thinking, not just reacting

Leaders who are constantly fragmented struggle to create anything meaningful. Leaders who protect their attention create clarity — for themselves and for others.

Doing Great Work as a Leader

For leaders, “great work” doesn’t just mean hitting targets or delivering results. It means:

Developing people who outgrow their roles

Building trust that endures through difficulty

Creating environments where others can do their best work

Great leaders don’t chase greatness directly. They commit to the habits, behaviors, and standards that make greatness inevitable over time.

That’s not glamorous. But it’s effective.

The Quiet Leadership Standard

Great work often looks quiet while it’s happening.

It doesn’t announce itself early. It doesn’t seek validation. It accumulates — slowly, deliberately, relentlessly.

Leadership is no different.

The leaders who make the biggest difference are rarely the most visible in the moment. But years later, their impact is unmistakable — in people, culture, and legacy.

Call to Action

Ask yourself one honest question:

“Am I structuring my leadership in a way that allows great work to happen — or just busy work to continue?”

Great leadership doesn’t happen all at once. It happens when you commit to the work — and stay with it.

Don’t wait. Lead now.

(inspired by Paul Graham’s “Doing Great Work” essay)

Disclaimer:  This post is mine alone and may not be the views or opinions of any others, including past or current employers, friends, or family.  You can also find me on Substack, Medium, Tumblr, Facebook, LinkedIn, and X.  PS:  This blog was written by me (a human).  If AI was used, it was solely for research and formatting purposes. AI was used for the image in this post. 

[dontwaitleadnow-blog]

Your Leadership Year in Review: What 2025 Taught You — If You’re Willing to Look

Everywhere you look, companies are offering a “Year in Review.”

Spotify shows us what we listened to. ChatGPT shows us how we thought, asked, and explored. Fitness apps recap our habits, trends, and progress.

These summaries are interesting — even entertaining. But they point to a deeper opportunity that many of us should consider as leaders…

What if you conducted your own leadership year in review?

Not the polished version.  Not the resume version.  The honest one.

The Leadership Data That Actually Matters

No algorithm can fully capture the data that defines leadership.

Leadership is measured in moments:

The conversation you avoided

The feedback you delivered — or didn’t

The decision you delayed

The risk you took

The person you invested in

Your real leadership “metrics” live in memories, not dashboards.

If you paused and replayed your leadership journey through 2025, you’d likely see clear highs and lows — moments of courage and moments of hesitation. Growth and missed opportunity. Clarity and confusion.

The question isn’t whether those moments exist. The question is whether you’re willing to learn from them.

Highs: Where Did You Lead Well?

Start with what went right.

Where did you:

Step into discomfort instead of avoiding it?

Show up with consistency when it mattered most?

Lead with empathy and clarity during uncertainty?

These moments deserve attention — not ego. Understanding what worked helps you repeat it intentionally.  Great leaders don’t gloss over success. They study it.

Lows: Where Did Your Leadership Miss the Mark?

This is the harder part — and the most valuable.

Where did you:

Let ego creep in?

Stay silent when leadership was required?

Choose convenience over conviction?

Every leader has these moments. The difference between average and exceptional leadership isn’t the absence of mistakes — it’s the willingness to confront them honestly.

Growth begins where excuses end.

Why Focusing on Less Leads to More

Most leaders approach a new year with long lists:

Be more strategic

Communicate better

Delegate more

Develop others

The problem? Too much focus leads to no focus.  When everything is important, nothing is important.  

The most effective leaders choose one or two small leadership behaviors to sharpen — not overhaul.

Small, intentional improvements compound:

One better conversation per week

One clearer expectation per meeting

One moment of presence per day

Leadership doesn’t improve through grand resolutions. It improves through repeated, disciplined action.

From Reflection to Intention

A leadership year in review is useless without intention.

As you move into 2026, ask yourself:

What is one leadership habit I need to strengthen?

What is one behavior I need to let go of?

Not ten. Not five. One or two — done consistently.

That’s how leaders evolve.

The Real Opportunity Ahead

Your 2025 leadership story is already written.  But your 2026 story is still being drafted — one decision, one conversation, one moment at a time.

The leaders who grow the most aren’t the ones who chase trends. They’re the ones who pause, reflect, and act with intention.

Don’t wait for a platform to summarize your leadership. Do the work yourself.

Call to Action

Take 20 minutes this week and write your own leadership year in review:

Three moments you’re proud of

Two moments you’d handle differently

One habit you’ll commit to improving in 2026

That clarity may be the most valuable insight you gain all year.

Don’t wait. Lead now.

Disclaimer:  This post is mine alone and may not be the views or opinions of any others, including past or current employers, friends, or family.  You can also find me on Substack, Medium, Tumblr, Facebook, LinkedIn, and X.  

PS:  This blog was written by me (a human).  If AI was used, it was solely for research and formatting purposes. AI was used for the image in this post. 

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Click for your free Authentic Leadership Guide today! Take the first step towards your leadership journey. www.dontwaitleadnow.com

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When Ego Leads, Leadership Suffers

Ego is one of the most subtle — and destructive — forces in leadership. It rarely announces itself loudly. More often, it shows up as certainty without curiosity, confidence without humility, and authority without accountability.

Left unchecked, ego doesn’t just slow leadership growth — it quietly dismantles trust, silences truth, and blinds leaders to the very signals they most need to hear from their staff or from their customers.

Ego Doesn’t Make Leaders Strong — It Makes Them Fragile

Many leaders confuse ego with strength. They believe projecting infallibility earns respect. In reality, it does the opposite.

The Stoic philosopher Seneca warned of this centuries ago when he wrote that no one is more unhappy than the person who is never wrong — because they are never learning.

Ego creates fragility because it cannot tolerate challenge. It resists feedback. It dismisses dissent. It reframes mistakes as someone else’s fault.

And over time, that fragility becomes visible to everyone in the room — except the leader.

The Silent Cost: Truth Leaves the Room

One of the most damaging consequences of ego-driven leadership is not conflict — it’s silence.

When leaders let ego dominate:

People stop offering honest input

Bad news gets filtered

Innovation slows

Accountability weakens

Teams learn quickly what is safe to say — and more importantly, what isn’t.

Greek philosophers believed wisdom required the ability to hear uncomfortable truths. They argued that leaders who surround themselves with flattery instead of candor ultimately become prisoners of their own perspective.

When ego is in charge, truth exits quietly — and problems grow loudly.

Ego Turns Leadership Into Performance

Leadership rooted in ego becomes performative. Decisions are made to protect image rather than advance outcomes. Conversations become about being right instead of getting it right.

The Stoics emphasized self-mastery over self-promotion. To them, leadership wasn’t about dominance — it was about discipline. The ability to govern oneself before attempting to govern others.

A leader who cannot separate identity from opinion will struggle to adapt. And adaptability is the currency of modern leadership.  This is why feedback is important, but being self-aware and the type of leader who can be open to receiving feedback is even more important.  

Humility Is Not Weakness — It’s Strategic Strength

Ego tells leaders they must always have the answer. Humility allows leaders to ask better questions.

Humility:

Creates psychological safety

Invites diverse perspectives

Accelerates learning

Builds lasting trust

Seneca taught that the strongest leaders are those least enslaved by their own pride. They listen more than they speak. They correct course quickly. And they recognize that leadership is not about being elevated above others — but being responsible for them.

In today’s complex, fast-moving world, humility isn’t optional. It’s fundamental.

The Real Test of Leadership

The real test of leadership isn’t how you act when you’re praised — it’s how you respond when challenged.

Do you:

Defend or reflect?

Dismiss or consider?

React or respond?

Ego demands control. Leadership demands growth.

When leaders release ego, they gain something far more valuable: clarity. They see their teams more clearly. They see risks sooner. And they make decisions rooted in purpose, not pride.

Call to Action

Ask yourself one honest question: “Where might my ego be limiting my leadership?”

As Seneca believed, progress begins not with certainty — but with self-awareness.

Because the moment ego steps aside, leadership finally has room to lead.

Disclaimer:  This post is mine alone and may not be the views or opinions of any others, including past or current employers, friends, or family.  You can also find me on Substack, Medium, Tumblr, Facebook, LinkedIn, and X – and you can find my book here on Amazon

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The Tom Cruise Standard: What Leadership Looks Like When Effort Becomes a Habit

When most people think of Tom Cruise, they picture the blockbuster star hanging off airplanes or sprinting through explosions. But behind the stunts and global fame lies something far more impressive — a relentless work ethic and an unwavering commitment to authenticity.

Cruise’s approach to his craft offers a surprising lesson for every leader: excellence isn’t about talent — it’s about effort.

The Power of Showing Up Prepared

Tom Cruise isn’t just known for his performances — he’s known for his preparation. Crew members, co-stars, and directors consistently describe him as the hardest-working person on set. He studies every detail, rehearses every move, and demands the same level of commitment from himself that he asks of others.

This mindset is the essence of leadership. True leaders don’t “wing it.” They prepare relentlessly — not for show, but because they respect the people depending on them.

Great leadership doesn’t start with charisma. It starts with showing up ready.

Authenticity Is His Secret Weapon

Cruise’s authenticity has always been one of his greatest strengths. Whether he’s performing a dangerous stunt or connecting with fans, there’s no half-measure. He’s all in.

That level of authenticity builds trust. People sense when effort is real. They’re inspired not by perfection, but by someone who fully commits — someone who treats every moment as if it matters.  "Speak from the Heart" is a chapter in my book, Don't Wait, Lead Now. Cruise modeled this balance of being authentic and showing up prepared at an awards event recently.  This short video is a masterclass in preparation and authenticity.  No teleprompter.  No cue cards.  No notes.  Instead, he shows up and speaks from the heart for 20 minutes, touching the lives of everyone in the room and everyone watching.  Watch the video here.

Leaders who act with authenticity don’t need to manufacture motivation. Their example is the motivation.

Obsessed with the Details

Ask anyone who’s worked with Cruise — he’s hands-on. From lighting angles to flight choreography, he dives deep into the details most would delegate. Some call it obsession; he calls it ownership.

In leadership, details are the difference between intent and impact. The best leaders don’t micromanage, but they care enough to understand the systems they lead. They know the small things — how people are treated, how meetings are run, how promises are kept — define the culture more than any mission statement.

Attention to detail isn’t control; it’s care. And care is contagious.

Effort Is the Equalizer

Cruise’s success isn’t the product of luck or privilege — it’s the result of consistency. For decades, he’s trained, studied, and pushed limits to deliver experiences audiences will remember. Even at the height of his career, he works like someone still trying to earn his first break.

That’s the kind of effort that transforms organizations. Leaders who model that standard make excellence feel attainable — not because it’s easy, but because it’s earned.

Effort, when practiced daily, becomes culture. It sets the tone, defines the brand, and raises everyone’s expectations — of themselves and of each other.

The Leadership Lesson

The lesson from Tom Cruise’s work ethic isn’t about Hollywood or stunts. It’s about ownership, authenticity, and obsession with excellence.

Leadership is performance with purpose. And when effort becomes a habit — when you give 100% because that’s simply who you are — leadership stops being a role. It becomes your identity.

Cruise reminds us that the greatest impact comes not from what you do once, but from what you repeat with intention.

Call to Action

Ask yourself: “Would my team describe me as someone who gives everything — every time”

Leadership starts there. Because when you lead with that kind of energy and effort, people don’t just follow you — they rise with you.

Disclaimer:  This post is mine alone and may not be the views or opinions of any others, including past or current employers, friends, or family.  You can also find me on Substack, Medium, Tumblr, Facebook, LinkedIn, and X – and you can find my book here on Amazon

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10 Powerful Rules for Giving SMART Method Feedback That Drives Real Growth

Learn the essential rules for giving effective SMART method feedback that helps people grow, increases clarity, and strengthens leadership outcomes. Includes examples, tips, and best practices.

Introduction to SMART Method Feedback

Giving great feedback is one of the most important skills a leader can build. Whether you're guiding a new team member or coaching an experienced professional, your ability to communicate clearly can transform performance, confidence, and team culture. That’s where SMART method feedback comes in. By using the SMART framework—Specific, Measurable, Achievable, Relevant, and Time-Bound—you provide clarity and direction that inspires real change.

This approach removes confusion, builds trust, and makes expectations easier to meet. It’s a simple but powerful method that every modern leader should practice and try to master.  When used properly, the conversation flows much more smoothly for both the feedback giver and the receiver.  When ignored or taken for granted, it can lead to very ineffective feedback sessions and possibly even result in a hostile discussion.  

Understanding SMART in Feedback

Specific: Make Feedback Clear and Targeted

“Be better in meetings” isn’t helpful. “Speak up more” isn’t specific. Specific feedback leaves no room for guessing.

Examples:

Vague: “You need to be more prepared.”

Specific: “In today’s meeting, your slides were missing the financial summary. Please include that section in future presentations.”

Measurable: Define What Success Looks Like

When expectations can be measured, improvement becomes easier to track.

Examples:

Not measurable: “Try to communicate better.”

Measurable: “Please send project updates twice a week so the team stays aligned.”

Achievable: Ensure the Goal is Realistic

Feedback should set the person up for success—not overwhelm them.

Examples:

Not achievable: “Become the top performer next week.”

Achievable: “Aim to complete two client follow-ups per day this week.”

Relevant: Align Feedback with Purpose

If feedback doesn’t connect directly to someone's role or goals, it won’t make an impact.

Examples:

Irrelevant: “You should dress more formal.”

Relevant: “Improving your accuracy in data entry will help our reports stay reliable.”

Time-Bound: Establish a Clear Timeline

Deadlines create focus and accountability.

Examples:

No timeline: “Fix this when you can.”

Time-Bound: “Please update the customer file by 3 PM tomorrow.”

10 General Rules for Giving SMART Method Feedback

1. Focus on Behaviors, Not Personalities

Describe actions, not traits. This keeps the conversation fair and objective.

2. Deliver Feedback Promptly

The sooner feedback is delivered, the more relevant and meaningful it feels.

3. Balance Positive and Developmental Notes

People grow faster when they understand what’s working well in addition to what needs improving.

4. Use “I” Statements

This reduces defensiveness and keeps the tone respectful.

5. Prepare Before Speaking

Thoughtful leaders plan the message before sharing it.

6. Ask for Their Perspective

Feedback should be a conversation—not a monologue.

7. Keep It Confidential and Respectful

This builds psychological safety and trust.

8. Follow Up Consistently

Feedback without a follow-up plan loses impact. Regular check-ins reinforce progress.

9. Document Key Agreements

This ensures mutual clarity and reduces misunderstandings.

10. Celebrate Improvements

When people feel recognized, their motivation skyrockets.

Real-World Examples of SMART Method Feedback for Leaders

Improving Meeting Participation

“During team meetings, I’d like you to contribute at least one idea or question each time. Let’s aim for this starting this week and review progress next Friday.”

Strengthening Response Time

“I’ve noticed delays in email responses. Let’s aim for replies within 24 hours for internal messages over the next two weeks.”

Enhancing Project Accuracy

“Last month’s reports had several errors. Please review each report twice before submitting and bring error rates down to under 5% by the end of the month.”

Building Team Engagement

“Try recognizing at least one team member per week for good work. Let’s see how this improves team morale over the next 30 days.”

FAQs About SMART Method Feedback

1. Why is SMART method feedback effective? It removes ambiguity by giving people a clear and structured path toward improvement.

2. Can SMART method feedback be used for positive recognition? Absolutely. SMART praise helps team members understand exactly what they’re doing right.

3. How often should leaders give feedback? Informal feedback should happen weekly. Formal feedback can be monthly or quarterly.

4. What if the person becomes defensive? Stay calm, focus on behaviors, and invite their perspective. This reduces tension.

5. How long should SMART feedback conversations last? Most effective feedback conversations take between 5–15 minutes.

6. Can SMART method feedback help in performance reviews? Definitely—it provides measurable milestones that support clear evaluation.

Wrap up…

When leaders use SMART method feedback, they offer clearer guidance, stronger support, and more effective coaching. Leaders who are prepared for these discussions demonstrate an elevated level of leadership awareness and maturity.  Feedback becomes more actionable, team members feel more valued, and performance naturally improves. Start using SMART feedback today and watch your leadership impact grow.

For additional leadership tools and insights, visit: https://www.mindtools.com and much more on my website at www.dontwaitleadnow.com

Disclaimer:  This post is mine alone and may not be the views or opinions of any others, including past or current employers, friends, or family.  You can also find me on Substack, Medium, Tumblr, Facebook, LinkedIn, and X – and you can find my book here on Amazon

[dontwaitleadnow-blog]

Preparing the Youngest Workers for the Age of GenAI

We are living through a period of unprecedented technological change, and reports indicate that our youngest workers—those aged 21 to 25—are feeling the effects of Generative AI most acutely in the form of job reductions. As leaders in management and HR, we cannot afford to wait for this disruption to settle. We must take proactive steps now to prepare this driven generation to find meaningful and enduring employment.

The future economy will demand workers who are resilient, adaptable, and capable of continually reinventing themselves. Here are actionable strategies for management and HR to cultivate these crucial traits and ensure our rising talent doesn't just survive, but thrives.

Shift the Focus: From Tasks to Purpose and Mastery

The sources suggest that Generative AI and automation technologies will replace many specific tasks, but they won't necessarily replace entire jobs, which will instead shift and require new skill sets. Leaders must help young employees navigate this shift by focusing on purpose, mastery, and leveraging the human element.

Teach Them to Work with the Machine:   The job of the future may involve managing AI tools, much like a director manages a team of "universal personal interns" (UPIs). These UPIs generate output, but the human role remains essential for checking, editing, polishing, and curating the work. Management must help young employees understand this new relationship with technology.

Connect Work to Value and Purpose: It is crucial that leaders help front-line associates recognize the importance and positive impact of their work. You can do this by using simple math to connect their daily activity to the company’s bottom line (e.g., calculating the millions in revenue a service associate influences yearly). If young workers believe their role has purpose, they hold themselves to a higher standard and remain highly engaged.

Encourage Mastery Over Passion: Advise young workers to focus on mastering some skill or knowledge that others find valuable, even if they don't love it immediately. The process of mastering a valuable skill will eventually be rewarded with opportunities that lead them toward their true passion.

Embrace Liberal Arts and Judgment: While technical skills are important, classes in philosophy, history, and literature offer timeless lessons in fundamental human nature and the practice of judgment and reasoning. Since algorithms may automate many technical processes, the ability to exercise strong judgment—to know what to build and why—will become increasingly valuable.

2. Empower and Elevate: Cultivating Leadership and Resilience

Leaders should focus on growing the capabilities of their youngest workers, teaching them how to be leaders and not just obedient employees.

Empowerment Doubles IQ: Give young workers responsibility and indicate that you trust them. When given the chance to make independent decisions, people's IQ seems to double. Management and HR should establish clear rules and tools that allow employees to act autonomously and fix problems without constant approval, thereby eliminating decision bottlenecks. For example, empower customer service teams to resolve issues up to a certain dollar threshold.

Cultivate Emotional Intelligence (EQ): In a world of accelerating change, personal resilience and emotional intelligence are essential for navigating the resulting high levels of stress. HR and management must help develop this "soft stuff" because attitude often puts aptitude "on steroids". Leaders are drawn to people who are authentic, genuine, and likable—traits rooted in high emotional intelligence. (i.e. human traits)

Foster Active Relationship Building: Advise young workers to invest in the quality of their relationships, as this often determines the quality of their life and opens doors to opportunities. Instead of asking someone to be a formal, life-long "mentor" (which can sound like asking for a "free life coach forever"), encourage them to seek counsel from various people they admire, regardless of age, to gain specific insights.

Encourage Self-Awareness and Feedback: Promote a culture where giving feedback—upwards, downwards, and sideways—is normalized and done with sincere intent to help others improve. Leaders must maintain their own self-awareness and be willing to solicit real, genuine feedback from others. 3. Adopt the Entrepreneurial Mindset: Action and Intensity

The volatility of the job market demands that young workers adopt the mindset of an entrepreneur—constantly seeking options and taking calculated risks.

Risk and Action Now: Young professionals should take risks now, while they lack significant financial obligations. Leaders should advise smart, driven students to choose their early jobs based on gaining the most valuable experience. If they plan to start something in the future, they should ask: "Why can’t you do this in 6 months?". The cost of inaction—waiting for the perfect timing or situation—is often greater than the cost of a temporary misstep.

Macro Patience, Micro Speed: A key strategy for success is having macro patience (not stressing about results 8 years out) combined with micro speed (stressing the next 8 days). Focus on quick, deliberate action to make progress every day.

Do One More Push-Up: Teach the value of an outstanding work ethic. Encourage employees to always go above and beyond, putting in 110% effort, as an "extra push-up" will be noticed and go a long way towards advancing one's career.

The Power of Subtraction: As leaders, prioritize what should be simplified or eliminated before adding new strategies. For young workers, this translates to developing the habit of asking "What should I put on my not-to-do list?" to avoid distractions and focus attention. Time and attention are the most precious resources, and full attention is necessary for the best work.

The world needs great leadership now more than ever. By focusing on empowerment, fostering resilience, and teaching strategic action in the face of uncertainty, HR and management can ensure the youngest generation is equipped not just to endure the changing landscape, but to lead now.

Disclaimer:  This post is mine alone and may not be the views or opinions of any others, including past or current employers, friends, or family.  You can also find me on Substack, Medium, Tumblr, Facebook, LinkedIn, and X – and you can find my book here on Amazon

[dontwaitleadnow-blog]

Mastering Effective Leadership in Today's World

Leadership. It’s a word that carries weight, promise, and sometimes, a little bit of fear. I remember the first time I was handed a leadership role. My heart raced, palms sweated, and I thought, “Am I really ready for this?” Fast forward a few years, and I’ve learned that leadership isn’t about having all the answers. It’s about growth, connection, and yes, mastering some key techniques that make all the difference.

If you’re ready to dive into what it takes to lead effectively today, buckle up. I’m sharing what I’ve learned, the mistakes I’ve made, and the strategies that have helped me—and countless others—step into leadership with confidence.

Unlocking Leadership Mastery Techniques That Work

Let’s start with the basics. Leadership mastery techniques aren’t some secret formula locked away in a vault. They’re practical, actionable habits and mindsets you can develop. Here’s what I’ve found to be game-changers:

•           Active Listening: It sounds simple, but how often do we really listen? Not just waiting for our turn to speak, but truly hearing what others say. When I started practicing this, my team’s trust skyrocketed.

•           Clear Communication: Being clear and concise saves time and confusion. I learned this the hard way after a project went sideways because I assumed everyone understood my vision.

•           Empathy in Action: Leadership isn’t just about tasks; it’s about people. Showing genuine care and understanding builds loyalty and motivation.

•           Adaptability: The world changes fast. Leaders who can pivot and embrace change inspire their teams to do the same.

•           Accountability: Owning your decisions and mistakes sets a powerful example. I once owned up to a missed deadline, and instead of losing respect, my team respected me more.

These techniques aren’t just buzzwords. They’re the foundation of leadership mastery that anyone can build on.

What are the 3 C's of effective leadership?

You might have heard about the 3 C’s before, but let me break them down in a way that stuck with me:

1.         Clarity

Without clarity, confusion reigns. As a leader, you need to be crystal clear about goals, expectations, and values. I remember a time when my team was spinning their wheels because I hadn’t clearly defined the project’s purpose. Once I clarified the vision, everything clicked.

2.         Courage

Leadership requires courage to make tough calls, speak up, and sometimes stand alone. I’ve faced moments where the easy path was to stay silent, but courage pushed me to advocate for what was right—even when it was uncomfortable.

3.         Consistency

People need to know what to expect from you. Consistency builds trust and reliability. Early in my career, I was all over the place with my decisions. Learning to be consistent helped my team feel secure and focused.

These 3 C’s are like a compass. When you keep them in sight, your leadership journey becomes clearer and more impactful.

Building Your Leadership Style: Authenticity Matters

Here’s a truth I wish someone told me sooner: You don’t have to be anyone else to be a great leader. Authenticity is your secret weapon. When I stopped trying to mimic others and started leading in a way that felt true to me, everything changed.

How do you find your authentic leadership style? Start by asking yourself:

•           What are my core values?

•           What motivates me?

•           How do I want to make people feel?

Once you answer these, align your actions with your answers. People can sense when you’re genuine. It builds deeper connections and inspires loyalty.

I once worked with a leader who was all about numbers and deadlines but never showed any warmth. The team was efficient but disengaged. Contrast that with a leader who shared stories, celebrated small wins, and showed vulnerability. The difference? Authenticity.

Practical Steps to Lead with Impact Today

You’re probably wondering, “Okay, this sounds great, but how do I actually put this into practice?” Here are some steps I recommend:

1.         Set Clear Goals 

Write them down. Share them with your team. Revisit them regularly.

2.         Schedule Regular Check-Ins 

Don’t wait for problems to surface. Regular conversations help you stay connected and catch issues early.

3.         Invest in Your Team’s Growth 

Encourage learning and development. When I started mentoring team members, I saw their confidence and skills soar.

4.         Celebrate Wins, Big and Small 

Recognition fuels motivation. Don’t underestimate the power of a simple “thank you” or shout-out.

5.         Seek Feedback and Act on It 

Leadership is a two-way street. I’ve grown the most when I embraced feedback—even when it stung.

6.         Lead by Example 

Your actions speak louder than words. Show the work ethic, attitude, and values you want to see.

By integrating these steps, you’re not just managing—you’re leading with purpose and impact.

Why You Should Start Your Leadership Journey Now

If you’ve made it this far, you’re probably feeling a spark. Maybe you’re already leading, or maybe you’re gearing up for your first leadership role. Either way, there’s no better time than now to start mastering your leadership skills.

Leadership isn’t about waiting for the perfect moment or title. It’s about showing up, learning, and growing every day. The world needs leaders who are ready to step up with heart, courage, and clarity.

If you want to dive deeper into effective leadership, I highly recommend checking out resources that offer practical insights and real-world advice. Trust me, the journey is worth it.

Remember, leadership mastery is a marathon, not a sprint. Keep learning, keep adapting, and most importantly, keep leading.

Ready to take the next step? Your leadership journey starts today.

Disclaimer:  This post is mine alone and may not be the views or opinions of any others, including past or current employers, friends, or family.  You can also find me on Substack, Medium, Tumblr, Facebook, LinkedIn, and X – and you can find my book here on Amazon

[dontwaitleadnow-blog]

Courage Isn’t Loud: Leading When the Lights Go Out

When crisis hits, the world looks to leaders — not for perfection, but for presence. In the quiet moments after the storm begins, true leadership isn’t found in the headlines or the heroics. It’s found in the calm voice that says, “We’ll find a way through this.”

Courageous leadership isn’t about fearlessness. It’s about showing up even when fear is everywhere.

The Myth of the Fearless Leader

Too often, courage gets mistaken for bravado — the loud confidence that everything will be fine. But the truth is, courage is quiet. It’s not the absence of fear, but the mastery of it.

Great leaders feel the same uncertainty as everyone else — they just decide not to let it dictate their actions.  They acknowledge the danger, name the fear, and then point their teams toward what can still be controlled: effort, empathy, and purpose.

Empathy Is Strength, Not Softness

In times of chaos, people don’t follow titles; they follow trust. When everything feels unstable, empathy becomes a stabilizer. It grounds people. It reminds them that leadership is not just about direction — it’s about connection.

The strongest leaders are those who balance transparency with optimism. They admit when the path is unclear, but they also remind their teams that uncertainty doesn’t equal defeat.  That blend of honesty and hope builds credibility faster than any slogan or strategy deck ever could.  Don’t just take my word for it - “Harvard Business Review on Leading with Empathy”

Leadership as a Long Game

Courageous leadership doesn’t rush to fix everything at once. It plays the long game. It’s patient enough to listen, persistent enough to learn, and disciplined enough to keep showing up when it would be easier to retreat.

As one great general once said, “Any fool can hit people over the head. Real leadership is persuasion, patience, and education.” In other words — the hard, slow work of conviction.

The most effective leaders don’t just endure chaos; they use it as a classroom. Every disruption reveals what’s real — in systems, in teams, and in ourselves.

The Courage to Keep Developing

The greatest failure of leadership isn’t making the wrong call — it’s refusing to grow. Courage means investing in development even when the world feels uncertain. It means refusing to cut the one thing that will ensure survival: the development of people.  Read more about how to adapt and evolve as a leader here.

Because courage isn’t a speech or a stance — it’s a system. It’s the daily decision to build leaders who can face tomorrow’s storms with more wisdom, empathy, and grit than today’s.

Call to Action

If you’re leading through uncertainty, remember this: Leadership isn’t about having all the answers — it’s about having the courage to stay in the questions.

Lead quietly. Lead consistently. And above all — lead now.

Learn more about Don’t Wait, Lead Now’s mission to develop courageous leaders here

-Jim

Disclaimer:  This post is mine alone and may not be the views or opinions of any others, including past or current employers, friends, or family.  You can also find me on Substack, Medium, Tumblr, Facebook, LinkedIn, and X – and you can find my book here on Amazon

[dontwaitleadnow-blog]

Leadership at the Speed of Change: Why Standing Still Is the New Decline

In today’s world, change doesn’t knock — it kicks the door down. Markets shift overnight, technologies outdate themselves in months, and global events rewrite the rules of business in real time. Yet one element inside organizations often evolves the slowest: leadership.

No matter how advanced our tools become, success still depends on how we lead — not just from the top, but across every level of the organization. The leaders who thrive today are those who understand this truth: leadership itself must evolve faster than the environment around it.

The Illusion of Arrival

Many leaders operate as if they’ve “arrived.” They rely on experience as proof of effectiveness. But leadership is not tenure — it’s relevance. A leader’s value isn’t defined by how long they’ve been in the room, but by how quickly they can adapt the room to new realities.

The best leaders are endlessly curious. They don’t cling to what once worked; they reinvent before circumstances force them to. Adaptability, not authority, is the new credibility.

The Leadership Multiplier Effect

Leadership development isn’t a perk — it’s a multiplier. When you invest in leadership at every level, you don’t just train managers; you strengthen your organization’s DNA.

Every individual who learns to lead becomes a carrier of your culture. That’s how organizations scale trust, resilience, and innovation.

Too often, companies treat leadership development like a cost center. In reality, it’s the only investment that compounds. Just like compound interest grows wealth exponentially, compound leadership grows capacity exponentially. Every new leader amplifies decision-making, engagement, and impact.

Courage Over Comfort

Leadership evolution takes courage — the kind that challenges old norms and welcomes discomfort. Courageous leaders do three things differently:

They confront denial. When the world changes, denial feels safe. But comfort zones are where leadership dies.

They invite perspective. Great leaders don’t fear disagreement; they fear silence. They seek truth from every generation and voice.

They model growth. People don’t follow titles; they follow transformation. When leaders grow publicly, they give others permission to do the same.

From Command to Connection

Leadership used to be about control — setting direction and ensuring compliance. That era is gone. Today, leadership is about connection — aligning purpose, building trust, and creating meaning in the work.

Organizations that win today aren’t those with the most rigid hierarchies. They’re the ones where communication flows freely, feedback is continuous, and leadership is a shared responsibility — not a title.

Evolve or Erode

Every organization stands at an inflection point. Either leadership evolves intentionally, or it erodes silently. The companies that thrive tomorrow will be those that understand: leadership isn’t static — it’s a living practice.

The most successful leaders are students of the future, not defenders of the past. The pace of change won’t slow down to meet your comfort level — it will accelerate until it exposes your reluctance.  According to Gallup research, only one in three employees feel engaged by their leaders.

Change is inevitable. Evolution is optional. Choose to evolve.

Call to Action

If you lead a team — large or small — start by asking: “What part of my leadership needs to evolve to meet tomorrow’s world?”

The courage to answer that honestly might be the most important act of leadership you ever take.

-Jim

Disclaimer:  This post is mine alone and may not be the views or opinions of any others, including past or current employers, friends, or family.  You can also find me on Substack, Medium, Tumblr, Facebook, LinkedIn, and X – and you can find my book here on Amazon

[dontwaitleadnow-blog]

Advice on How to Support Men

(Transcribed from Episode 999 of Modern Wisdom by Chris Williamson)

Men want to aim high without feeling insufficient if they fall short.

Men want their suffering to be recognized and appreciated without being pandered to or patronized and made to feel weak. 

Men want to believe they can be more, without feeling like they're not already enough.

Men want to be able to open up without being judged. 

Men want support without feeling broken. 

Men want to be loved for who they are, not for what they do.  So the TLDR (Too Long Didn’t Read) is blending inspiration with compassion is not an easy task you can even say blending aspiration with compassion is not an easy task. 

So the question that every guy has asked themselves is, “How do I set lofty goals which drive me to fulfill my potential without feeling less than if I don't get there tomorrow?”  and the desire for self-love and high performance comes into conflict inside the mind of everyone… but men especially.

Sure, some men are all drive and goals with non-introspection.  And sure, some men are all reflection and inner work with few external desires - but I think most men desire a mix of encouraged self-belief and understanding support. 

Inevitably these two things come into conflict. 

Basically, every man just wants to hear “I know you can be more, but you are enough already and even if you just stay where you are, I'll be right here next to you.  You're going to be great - but you don't need to be great, and I'm with you no matter what.”

If you, as a person that's close to a man in his life, can say those two sentences to him, I wonder how few men have ever heard that. 

“I know you can be more, but you are enough already, and even if you just stay where you are, I'll be right here next to you.   You're going to be great - but you don't need to be great, and I'm with you no matter what.”

This transcript is from Episode 999 of the Modern Wisdom Podcast by Chris Williamson. As a man and as a father, this message was powerful and I felt it was worth repackaging in hopes that more people would benefit from Chris’ wisdom and insights. 

Disclaimer:  This post is mine alone and may not be the views or opinions of any others, including past or current employers, friends, or family.  You can also find me on Substack, Medium, Tumblr, Facebook, LinkedIn, and X – and you can find my book here on Amazon

-Jim

[dontwaitleadnow-blog]

Leadership Lessons from 'Wick Is Pain': Turning Adversity into Unstoppable Momentum

As a leader, I’m always on the lookout for moments of inspiration—sometimes they come from the most unexpected places. Recently, I found myself captivated by the documentary “Wick Is Pain” on Apple TV, thanks to a nudge from Tim Ferriss. Narrated by Keanu Reeves, the film offers a raw, behind-the-scenes look at the “John Wick” franchise’s journey from an underdog indie project riddled with setbacks to a billion-dollar global phenomenon. It’s not just a film about action and revenge; it’s a masterclass in resilience, collaboration, and leadership. If you haven’t seen it yet, I highly recommend watching the trailer—or better yet, the whole thing.

What resonated with me most was the documentary’s unvarnished portrayal of the creative grind. Keanu Reeves and director Chad Stahelski share openly about grueling physical training, creative stumbling blocks, and even moments when their team nearly fell apart. The “pain” referenced in the title isn’t just a metaphor—it’s visible in every bruise and late-night rewrite. In one memorable segment, they discuss how the emotional catalyst of the first film—the loss of John Wick’s dog—became a turning point that fueled the entire franchise’s success. It’s a stark reminder that triumph is rarely neat or painless; it’s forged through setbacks and struggle.

Watching their journey, I couldn’t help but reflect on my own path as a leader. Years ago, during an economic downturn, my team faced sudden layoffs and plummeting morale. I remember one Monday morning staring at an inbox full of worried messages and feeling the weight of responsibility. Instead of retreating, I gathered the team for an open conversation about our challenges and fears. We acknowledged the pain together, brainstormed creative solutions, and found ways to support one another—sometimes just by sharing a laugh when things felt bleak. The result? Not only did we weather the storm, but our collaboration and trust grew stronger than ever. Our next product launch exceeded expectations, and several team members later cited that period as a defining moment in their careers.

Keanu’s humility throughout “Wick Is Pain” is especially striking—he admits to doubts, mistakes, and moments of uncertainty, yet keeps moving forward with quiet determination. This approach mirrors what many leaders experience daily—let’s look at how these lessons translate into practical steps.

Three Actionable Ways to Turn Adversity into Momentum

Embrace the Grind with Purpose: Much like Keanu’s relentless training, effective leaders face challenges head-on. Identify your team’s “pain points”—whether it’s a market downturn, a critical skills gap, or shifting priorities. Consider a weekly “grit check-in” where every team member shares one tough challenge and one small win. These meetings foster open dialogue and build resilience, turning adversity into a shared mission rather than a solitary burden.

Foster Authentic Connections: The film highlights how trust and vulnerability transformed chaos into cohesion. Don’t just focus on targets and metrics; invest in genuine one-on-one conversations. Early in my management career, I learned the hard way that trying to “tough it out” alone led to burnout and disconnection. When I started asking team members, “What’s weighing on you this week?” I discovered untapped strengths and built loyalty that no bonus could match. Authentic empathy turns teams into families.

Turn Setbacks into Stories: Reeves reflects on failures as fuel for growth. After a disappointing project, I began debriefing with my team, openly discussing what went wrong and what we learned. We even started sharing “flop stories” at our monthly meetings—sometimes with a dose of humor. Framing setbacks as learning opportunities, rather than blame sessions, helped our team bounce back faster and innovate more fearlessly.

In the end, “Wick Is Pain” isn’t just a documentary for action fans—it’s a blueprint for leading through hardship with heart and grit. It’s a testament to the power of persistence and the importance of embracing, not avoiding, adversity. This is why I wrote “Don’t Wait, Lead Now”—to remind us that leadership is accessible to everyone, flaws and all. If you’re feeling the pressure of leadership, take a page from Keanu’s playbook and keep pushing forward. Remember, “Pain is inevitable, quitting is optional.” – Keanu Reeves

Leadership lessons are everywhere around us. These Leadership Lessons from Wick Is Pain can help you move forward despite the headwinds you're facing. What leadership “pain” are you turning into progress? Drop a comment—your story might inspire someone else. Until next week, don’t wait—lead now. 

-Jim

Disclaimer:  This post is mine alone and may not be the views or opinions of any others, including past or current employers, friends, or family.  You can also find me on Substack, Medium, Tumblr, Facebook, LinkedIn, and X – and you can find my book here on Amazon

[dontwaitleadnow-blog]

How I Won 6 Months of Billy Joel Tickets

Billy Joel’s historic residency at Madison Square Garden, spanning January 2014 to July 2024, was a cultural milestone, with 104 performances and only a brief pause during the COVID shutdown. Living just 45 minutes from New York City in New Jersey, I hadn’t taken my family to see him perform. That changed during the pandemic when I heard on Q104.3, my favorite classic rock station, that Billy Joel’s concerts would soon resume, and tickets were about to go on sale.

My wife and I had seen Billy Joel several times, but never at Madison Square Garden, his true home stage, and never with our teenage kids. I wanted them to experience the magic of live music from legends like Billy Joel and Elton John before they retired from touring. When tickets went on sale, I secured four for a show seven months out, thrilled to finally bring my family to see him.

Days later, Q104.3 announced a contest: “Billy’s Biggest Fan.” The prize? Tickets to see Billy Joel at Madison Square Garden every month for six months. To enter, you needed to submit a short essay explaining why you were his biggest fan. The odds seemed daunting—millions in the tri-state area listen to Q104.3, and Billy Joel is a universal favorite. Most would dismiss it as a long shot, like winning the lottery.

But a lesson from my son’s high school hockey team came to mind. A few years earlier, the team offered a $1,000 college grant for the best essay about lessons learned during the season. With only 20 players, the odds were great, but when my wife and I attended the awards ceremony, we learned no one had submitted an essay. The coach explained that every player assumed they wouldn’t win, so they didn’t try. A single sentence could have claimed the prize.

That memory fueled my resolve. I wasn’t going to let slim odds stop me. Inspiration struck from my daughter, an old soul with a knack for curating incredible music playlists. A few weeks earlier, I noticed one on her phone titled “Who is Elton John?” She explained that her friends, unfamiliar with classic rock, would ask about her music. When she played Elton John, they’d say, “Who’s this?” She’d reply, “Elton John!”—and they’d ask again, “Who is Elton John?” Amused, she named her playlist after their question.

I crafted a concise essay for the contest, adapting her story. I wrote about my 15-year-old daughter’s playlist, “Who is Billy Joel?” and how she introduced her friends to classic rock, choosing Billy Joel, the Rolling Stones, and Elton John over mainstream pop like Taylor Swift. It was a simple, heartfelt pitch.

Weeks later, my phone rang. It was Jim Kerr from Q104.3, asking to read my essay live on air. I had won! With the six months of contest tickets plus the four I’d already bought, my family had seven months of Billy Joel performances to enjoy.

The Leadership Lesson

“Whether you think you can, or you think you can’t—you’re right.” – Henry Ford

This experience taught me a powerful leadership lesson. I set a goal, drew inspiration from my kids, and believed winning was possible despite the odds. Instead of making excuses or assuming failure, I took action. I wrote the essay. I made the effort. Like doing one more push-up, that small act of persistence made all the difference.

Disclaimer:  This post is mine alone and may not be the views or opinions of any others, including past or current employers, friends, or family.  You can also find me on Substack, Medium, Tumblr, Facebook, LinkedIn, and X – and you can find my book here on Amazon

[dontwaitleadnow-blog]

I Didn’t Just Do ONE MORE PUSH-UP (like outlined in my book), Instead,  I Did 75 Pushups a Day for 31+ Days

That’s right.  I saw a Facebook post a few months ago about doing 50 pushups a day for 30 days to help raise money for some non-profit and I thought to myself, “I wonder if I could do 75 instead of 50?”  Afterall, I’m pretty competitive.  If everyone else was striving to accomplish 50 pushups/day, then naturally, I should aim for 75.  

That was back in July.  So, I decided, starting on August 1st, I would commit do doing 75 pushups a day (EVERY DAY) for the entire month.  For those of you keeping score, and just my luck, there are 31 days in August.  “I should have taken on this challenge I February!” I immediately thought to myself.  Nevertheless, the challenge was on, and I felt nervous, but ready for it.

I the spirit of full disclosure, I’m not some crazy muscle-head or ex-military person with amazing strength or stamina.  In fact, I’m a 51-year-old executive who tries his best to work out at least 3 days-week.  I’ve had 4 knee surgeries, and I’ve never played sports.  I can do pushups – but 25 is probably the most I’ve done at once.  30 in one day (until this point) was probably my all-time high.  Generally, when working out, I might do 3 sets of 10 or 15 – but nothing close to 75 in total.

So as the summer set in, I decided to go all in.  I did 75 pushups on 8/1.  Despite my best effort, I wasn’t able to do 75 pushups in one set.  Instead, I did 45 pushups – rested for a few minutes – and then was able to complete the remaining 30 pushups.  The next several days were very much the same.  45 in a row, and then a break, and then 30 more.

Sometimes I did the pushups first thing in the morning.  Sometimes I did them while at the office.  I’d remove my watch and unbutton the buttons on my sleeves, close my office door, and start doing push-ups, hoping nobody would walk by to see me through the glass walls of my office.  Sometimes I’d be lying in bed next to my wife and realize I forgot to do my 75 pushups for the day, so I’d climb out of bed, and start doing pushups, much to my wife’s amusement.  

In the end – it was all about being consistent.  It didn’t matter if I did them in the AM or the PM.  It didn’t matter of I did them at home, in the gym, or at work.  And it didn’t matter if I did them in 2 sets (45 and 30, or 50 and 25) – so long as I did 75/day.

By the end of the second week, I was easily able to do 50 or 55 in my first set, and then wrap up the remaining 25 or 20 in my second set after a brief rest period.  

By now, you may be asking yourself, “What does any of this have to do with Leadership?”  I think it has everything to do with leadership.  I committed to a goal  - a performance target – and I found a way to achieve that goal.  Progress was slow and disappointing in the beginning, but I didn’t give up – I kept finding a way to achieve the short-term (daily) targets that would help me achieve the overall (monthly) goal.  When I was tired, sick, or unmotivated, I sucked it up and found a way to “get it done”.  I didn’t quit.  Leaders don’t give up.  Even if my wife or kids laughed when I “hit the deck” to perform my pushups while they were watching a movie on Netflix, I didn’t let that stop me.  Even my dogs were confused, thinking I was looking for a ball that rolled under the couch.  But it didn’t matter, I stayed focused on the goal.  75 pushups today.  75 pushups tomorrow.  And again the next day…

After 3 weeks or so, I was able to do 75 pushups in one set – without taking a rest.  It hurt.  It wasn’t easy, but I was able to do it.  I was careful not to overdo things.  I didn’t want to hurt myself.  So even after I did 75 pushups in one set, the next day, I want back to 50/25 – just to make sure I wasn’t over-doing things and risking injury.

Throughout the process, I lost 6 pounds and gained a ton of definition in my shoulders, chest, and arms.  Even my stomach (gut) was smaller/thinner.  You could argue that the weight loss was because I’ve also been reducing carbs and alcohol, as well as eating more veggies and protein and less processed foods.  Nevertheless, I’m currently at my lowest weight in 10 years – and I’m still doing 75 pushups every day (okay, I confess, I’ve missed a few days since my August challenge).  Was it the consistency of doing the pushups every day that also motivated me to cut back on carbs?  Probably.  

There is no doubt my strength is better, my ability to endure 75+ pushups (in a row) is better, and my weight-loss is real.  My upper body strength and cosmetically, my figure has improved dramatically.  I look and feel more toned and defined than I have since I was in my 30s (and remember, I’m 51 today).  …and if you don’t think you have enough time in the day to take on this challenge, I just did 75 pushups in 1:14.31 while writing this just to see how long it takes – that’s 75 pushups in less than 2 minutes.  

So, take 5 minutes (every day) and invest it into your health and fitness levels.  There is no way this investment doesn’t pay dividends well into the future!  

Disclaimer:  This post is mine alone and may not be the views or opinions of any others, including past or current employers, friends, or family.  You can also find me on Substack, Medium, Tumblr, Facebook, LinkedIn, and X – and you can find my book here on Amazon

[dontwaitleadnow-blog]

10 Leadership Lessons from Charlie Kirk’s Enduring Legacy

The tragic assassination of Charlie Kirk, founder of Turning Point USA, on September 11, 2025, at Utah Valley University, cut short a vibrant life at just 31. His death, deemed a politically motivated attack, serves as a stark reminder of the risks bold leadership carries in polarized times. As an executive with over 25 years leading high-performing teams, I’ve long respected how Kirk mobilized young people and built a movement. His leadership—unapologetic, strategic, and deeply rooted in his Christian faith and his reverence for fatherhood—offers timeless lessons for leaders in any field. Below are just 10 of his unforgettable leadership qualities he embodied, each with actionable steps to elevate your leadership. These reflect the authenticity, accountability, and humility that so many of us try to embody in our own leadership journey.

Launch with Courage: Kirk founded TPUSA at 18, turning a bold vision into a national force. Great leaders act without waiting for permission. Actionable Step: Pinpoint a delayed project. Take one concrete step this week, like drafting a plan or scheduling a key discussion.

Engage in Principled Debate: He thrived in tough conversations, addressing critics with clarity and respect. Leadership means engaging opposition constructively. Actionable Step: In your next meeting, invite differing views on a critical issue. Listen actively, then respond with facts and empathy to foster trust.

Build Movements, Not Just Teams: Kirk inspired millions by creating shared purpose. Leaders amplify impact by empowering others. Actionable Step: Delegate a significant task to a promising team member. Offer guidance, then step back to let them shine, expanding your team’s influence.

Embrace Resilience: Facing relentless criticism, Kirk drew strength from his faith, pressing forward with conviction. Strong leaders transform setbacks into growth. Actionable Step: Reflect on a recent challenge. Write down one lesson learned and share it with your team to build a culture that learns from failure.

Master Strategic Communication: His podcasts and media presence amplified his message. Visibility is a vital leadership tool. Actionable Step: Share a concise, authentic insight on LinkedIn or X this week, focusing on delivering value to your audience.

Anchor in Core Values: Kirk’s faith was his compass, often stating it was the most important part of his life and legacy. Leaders need unwavering principles to stay grounded. Actionable Step: Define your top three leadership values (e.g., integrity, accountability, excellence). Let them guide a tough decision this week.

Cultivate Strategic Networks: His alliances with influencers expanded his reach. Relationships fuel opportunities. Actionable Step: Reconnect with a professional contact via a brief call or email this week to explore collaboration or share insights.

Invest in Future Leaders: Kirk’s campus outreach inspired Gen Z, and he saw fatherhood as life’s greatest blessing, urging young men to embrace family for purpose and joy. Great leaders prioritize the next generation. Actionable Step: Mentor a junior colleague this month. Share a real-world lesson to guide their growth, keeping it genuine.

Lead with Humility: Despite prominence, Kirk credited his team, reinforcing that humility strengthens credibility. Actionable Step: Publicly acknowledge a team member’s specific contribution this week to foster a culture of appreciation.

Lead Fearlessly: Kirk spoke boldly despite threats, driven by his faith and conviction in truth. Leadership demands courage in adversity. Actionable Step: Tackle a tough conversation or decision you’ve avoided—whether delivering candid feedback or proposing a bold idea. Act with resolve.

Charlie Kirk’s untimely death underscores the urgency of leading with purpose and courage. As I emphasize in Don’t Wait, Lead Now, leadership isn’t about waiting for the perfect moment—it’s about acting now to drive impact. Let’s honor his legacy by applying these lessons in our organizations and communities.

Disclaimer:  This post is mine alone and may not be the views or opinions of any others, including past or current employers, friends, or family.  You can also find me on Substack, Medium, Tumblr, Facebook, LinkedIn, and X