LeadWell

08/28/2026

I think we blame employees for “not taking ownership” far too quickly.
I hear some version of this from senior leaders all the time:

“I need them to take more ownership.”
“I wish they’d stop bringing every decision to me.”
“They need to be more proactive.”

Sometimes they’re right.

But when I hear that in coaching, I’ve learned to ask another question:

- What happens when they actually do?

Because I’ve seen leaders tell someone:
“I trust you. Run with it.”

Then the employee makes a decision…

And the leader changes it.
They solve the problem.
The leader tells them how they would have solved it.
They bring forward a recommendation.
The leader reworks the entire thing.
They take initiative.

And I’m doing so discover there was an invisible boundary they didn’t know existed.

Do that enough times and something predictable happens:
- People stop owning and start checking.

“Is this okay?”
“What would you like me to do?”
“Can you take a look before I send this?”
“Do you want me to move forward?”

Then six months later the leader is frustrated:
“Why can’t anyone make a decision without me?”

Because you trained them not to!

That’s the uncomfortable part.

Sometimes dependency isn’t a character flaw in the employee.
It’s a learned response to the leader.

Real delegation isn’t:
“I’m giving you responsibility for this.”

It’s:
“I’m giving you responsibility AND defining the authority you have to make decisions about it.”

Those are very different things.

If you want ownership, people need to know:
- What outcome am I responsible for?
- Which decisions are actually mine?
- When do I need to involve you?
- What can I get wrong without losing your trust?

That last question matters more than most leaders realize.

Because ownership requires enough freedom to occasionally make a decision differently than the boss would have made it.

If every road eventually leads back to you…
you haven’t built an empowered team.

❗️You’ve built a team of very capable people waiting for permission ❗️

12/23/2024

🎄 Santa’s not the only one making a list this holiday season... 🎅

As we deck the halls and prep for the big day, I’m putting the finishing touches on something special for leaders like you: 14 Days of Action!

Think of it as your 2025 leadership kickstart calendar — 14 actionable steps to help you level up, inspire your team, and jump into 2025 as the leader you’ve always wanted to be.

Here’s the best part: it’s completely free and launches January 1st. 🎁

Because while the holidays are about giving... great leadership starts with what you give back to yourself... self-awareness, clarity, focus, and intentional growth.

🎅 So, while Santa checks off who’s naughty or nice, ask yourself:
What’s one thing you can give your leadership this holiday season?

How will you invest in your growth and the growth of those you’re responsible for?

Drop your answer below ⬇️, and stay tuned — I can’t wait to share 14 Days of Action with you!

Merry Christmas and happy leading, friends! 🎄✨

12/19/2024

🚨 Leadership isn’t about knowing what to do—it’s about doing what needs to be done. 🚨

Every day, leaders face the same challenge: How do I move from intention to action?

The truth is, what got you here won’t get you there.

If you want to grow as a leader and create a culture worth emulating, you need a plan—not just for your team, but for your own development.

That’s why I’ve been working on something powerful: 14 Days of Action.

It’s a guide designed to help leaders like you take intentional, actionable steps to grow, inspire, and lead with greater impact.

Because here’s the thing: Leadership isn’t a title—it’s a daily choice.

I participated in a cohort earlier this year called 90 Days of Action, led by Scott Frazier & Aaron Hayslip (the resource title is a nod to that program).

It was really impactful for me as a first time entrepreneur trying to figure out how to start a business.

Similar to the rails I gained with goal setting and accountability from that 90DOA cohort - I wanted to make an easy to use, easy to understand guide that gives people real life tools as they work towards becoming transformational leaders.

2 Weeks. 14 Days. 15 minutes a day.

Think about it like a kickstart to 2025 :)

Are you taking the steps you need to become the leader your team / family needs in 2025?

I’ll be releasing my 14 Days of Action resource on January 1st, and it’s going to be a game-changer for leaders who are ready to take action.

It’ll live on my website as a “Freemium” resource for anyone and everyone.

💡 What’s one area of your leadership you’d like to improve before the new year? Drop it in the comments—I’d love to hear what you’re planning to focus on!

Stay tuned—this is just the beginning.

12/13/2024

The reason you aren’t growing and making strides is because you don’t want to.

Now, let me qualify that statement…

You don’t want it to the point that you’ve been willing to make necessary changes and take the necessary steps.

I’m sure there are reasons.
BUT, you’re still right where you don’t want to be 🤷🏻‍♂️🤷🏻‍♂️

You wanted to workout more.
- But you haven’t put money towards a gym membership or asked anyone to be your gym buddy for accountability.

You wanted to grow your business.
- But you haven’t invested your own time or resources towards it Iike you know you should.

You want to eat better.
- But you say yes to lunch meetings at burger joints instead of suggesting a healthier option.

You wish your marriage was stronger.
- But you don’t set aside time to connect daily, or intentionally serve one another, or schedule date nights.

You know you need to correct and challenge the people under your charge more than you do.
- But you don’t want to run them off and aren’t sure how to do it… so you let things slide.

Yes, these are small, low bar examples of what I’m talking about.

Stop saying it matters if you aren’t going to actually do what it takes.

Sometimes, the steps asking for help.

Maybe you’re stuck and know what you should do and are confused why you don’t make the choice you know is best.

In the work I do, learning to lead yourself through the process of learning yourself is first and foremost.

Leading others follows being able to lead yourself.

I’d love to help bring transformation in the areas where you feel stuck.

Asking for help IS action. Take the step today!

05/22/2024

I’m somewhere between “Just Ok” and “Optimistic”.

This tool helps me to regularly check-in on how I’m doing in this solopreneur journey.

Mostly because of my faith in the Lord’s provision for me and my family.

I’m 7.5 months in, and things move WAAAY slower than I’d like.

If I’m not careful, I can mentally swing over to “Struggling” pretty easily.

- People take dayzz to reply to a text
- AND to the follow up text

- People taking weeks to reply to an email
- AND to the proposal that was requested

- People simply ignoring other communication

The thing is, I simply C A N N O T fathom taking more than 24 hours to reply to someone.

Even if it’s just a “Thanks for reaching out, but I’m not interested at this time.”

Clarity is kindness 🙂

So when I feel frustrated or overwhelmed, I have to take a step back and take stock from 30,000 feet.

And at the end of most days, all things considered… I hover around “Just Ok” and “Optimistic”.

The HOPE METER is just one of the 65+ tools in the GiANT Toolkit that I use, not only with my LeadWell clients but, on myself.

You never graduate from the process of growing in your own self-awareness.

Let’s get vulnerable!

Where are you on the HOPE METER these days? And why?

04/17/2024

It’s by far the most important thing that has ever happened in American sports.

Jackie Robinson stepped out onto the grass and dirt at Ebbets field on April 15th, 1947 as a member of the Brooklyn Dodgers, breaking the color barrier in baseball.

Up until that day, there was Major League Baseball - all white players.

And there were the Negro Leagues - all black players.

There was no formal rules outlining that teams weren’t allowed to have black players.

But fear and cowardice stood in the way.

Until Branch Rickey decided enough was enough.

The then President and General Manager of the Brooklyn Dodgers said this...
“I may not be able to do something about racism in every field, but I can sure do something about it in baseball.”

And with Branch Rickey’s help, Jackie Robinson forever changed American sports.

Monday, April 15th, was “Jackie Robinson Day” in Major League Baseball (MLB). The yearly celebration of Jackie Robinson being the first, the trailblazer.

Bud Selig had the number 42 retired across all teams back in 1997.
The only player to have their number retired by all teams.

No player in the big leagues gets to have #42.

EXCEPT on April 15th, when every single player wears #42 in honor of Jackie Robinson.

No names on the backs of jerseys. Only 42.

I get chills watching it every year.

Thank God for men like Jackie Robinson and Branch Rickey.

Ready to do the right thing, no matter the cost. Leading the way.

May I be one of those men.

Leading and leading well.

04/11/2024

Are you a leader who provides high support AND high challenge?

Check out this Toolkit Session I did with Edy Herrera & Jon Slenker on a GiANT Worldwide tool called the "Support Challenge Matrix".

After watching, plot yourself on the matrix.
Where are you?
Ask your spouse / roommate / coworker / family to plot you.
How self-aware are you?

What needs to change for you to move more into the Liberator quadrant?

Want me to bring this Toolkit Session to your team?
There are 60+ others to tackle in addition 🤘
Let's talk!

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Enjoy this Toolkit Session where we walk through the Support Challenge Matrix tool from GiANT Worldwide. Learn how to be a leader who liberates others throug...

03/05/2024

Brad Pitt and I have this in common...

We are both romantic about the game of baseball.

Well, more accurately, it’s something I have in common with the character he plays in the movie “Moneyball” - a name named Billy Beane.
There is a scene in the movie where Brad Pitt, playing the General Manager of the Oakland Athletics baseball team (Billy Beane), says something to his assistant Peter Brand (played by Jonah Hill) that I’ll never forget... something that I feel to my core.
And I’ve felt this way since I was a little kid...

Pitt leans back and he says, “How can you not be romantic about baseball?”

Baseball season is upon us, and I’m giddy with anticipation and expectation.
Who will make it through the summer grind and come out on top?
What players will come out of nowhere to surprise everyone?
What will the storylines be this year?
And of course... stats, stats, stats 😂

Much like any other team in any other industry/organization, there are things that make up a really successful baseball team (those on the field and those in the front office):

⚾ Alignment / People with the right skills/competencies in the right positions.
⚾ Culture / A strong culture of trust; a team that is FOR one another.
⚾ Strong Leadership & Coaching / are the people at the helm able to navigate
the rough waters that are sure to come? Do they have vision?
⚾ Ex*****on / is every member of the team willing and able to do their part?

I love the game of baseball.
I love that it’s hard to put into words why I love it so much.
It’s part of my DNA.

I also love helping people.
I love serving others and seeing them win.
Whether it’s individual leaders, teams, whole organizations...
I love seeing people get unstuck and grow.
I love seeing a team culture get healthy and rooted in trust.
I love seeing every voice heard, seen, and valued.

I’m looking to add 2 more clients here in March.
If you or your team feel under resourced or under equipped to get to the next level, I’d love to help and serve you to that end!

02/09/2024

What the Entrepreneurial Operating System (EOS) is missing...

EOS is great. It's helped so many teams and companies learn to execute and get aligned. Lots of gold to be found. It really is a great tool.
But the more I encounter it in the wild, the more I see where it's missing link lies... Communication & Relationships.

One of their six key components of the system, where they thrive in my opinion, is the "Traction" component.
I think they do this really well. Get efficient and aligned, take action.
"Traction" is defined as, "bringing discipline and accountability into the organization – becoming great at ex*****on – taking the vision down to the ground and making it real."
"But doesn't EOS have a "People" component???"
Good question. Yes they do.
But... the EOS People component is more about strategy than individual or corporate health or self awareness.
They say it this way, "Simply put, we can’t do it without great people. This means surrounding yourself with great people, top to bottom, because you can’t achieve a great vision without a great team."

HOWEVER, without giving the proper attention to Communication & Relationships, you'll end up with an engine that is running without any oil.
It's churning and cranking, aimed at traction & ex*****on.. but the engine is at risk of overheating and blowing up.

You must have TRUST before you can have Traction.
You have to understand what you bring and what your teammates bring to the table in order to truly be effective.

Communication & Relationships are the bedrock from which a High Performing Team can be grown and developed.
❗️Nobody does these things better than GiANT Worldwide ❗️
These are the tools used at LeadWell as I work to develop leaders and teams to maximize their potential.
I'd also argue that the 100X Leader component that GiANT developed is the best in the business when it comes to building and maximizing capacity in an organization.

Know yourself so that you can lead yourself. This is where we start!
From that self awareness and understanding of your own leadership tendencies can you then effectively lead down, lead laterally, or even lead up.

Excelling at communication and relationships?
Capacity maximized?
EOS might be the best fit for you! Gain traction. Get aligned and execute.

Everywhere I look, the foundation of communication and relationships are loaded with cracks.
People are out for themselves. "You do your job, I'll do my job."

Want to go fast? Go alone.
Want to go far? Go together.

Schedule a no cost consultation with me today to work towards transformational solutions to take your leadership and/or your team to the next level!
https://lnkd.in/gmiYQDDy

02/05/2024

❓ How do you prioritize tasks & manage yourself/your team as a Leader ❓

This is a question almost every leader has to wrestle with at some point in time. "What do I work on, and when do I work on it?"
"What are the things that only I can do? What can I entrust to other people?"
"How do I know the difference?!"

We can easily fall into paralysis by analysis if we don't have a good system in place to know what to do when things come across our desk so to speak.

President Dwight D. Eisenhower developed a system roughly 75 years ago that is still a really excellent framework for approaching all of the tasks that seem to mount week in and week out.
It's called the Eisenhower Matrix.

It's made up of 4 quadrants that are determined by 2 realizations....
1. Is it Urgent?
2. Is it Important?

1. 🚨 URGENT & ❗ IMPORTANT // These are the things YOU need to do. Create a task and get to work! You can't afford to give these away or neglect them.

2. 🚨 URGENT but 🤷‍♂️ NOT IMPORTANT // Put this on the calendar as something you'll get to in the near future. Get it out from swirling about in your head for now.

3. ❗ IMPORTANT but 🚫 NOT URGENT // These are the things that you can't afford to spend your time on. But they do need someone's attention. These are the things that need to be entrusted to members of your team. This gives them opportunities to grow and develop, and it frees you up for the things that only you can do.

4. 🚫 NOT URGENT & 🤷‍♂️ NOT IMPORTANT // Stop doing these things and say no to them as they come.

As a Leader, your team is depending on you to take on the things that only you can do, tackle the urgent things first, delegate the rest, and know what to say no to and what to eliminate. When in doubt, don't overwhelm or overwork your team. Saying yes to too much is what causes overworked people to leave and ultimately results in your own burnout. Having a system like the Eisenhower Matrix in play at all times will help you avoid those all too common Leadership errors 🙌

* Do you or someone you know need help navigating this?
* Interested in 1-on-1 Executive Coaching?
* Ready to take your whole team to the next level of health and performance?!

Send me a message and let's set up a zero cost consultation call!
https://lnkd.in/gmiYQDDy