What are the opening hours?

Monday 8am - 6pm Tuesday 8am - 6pm Wednesday 8am - 6pm Thursday 8am - 6pm Friday 8am - 6pm

Leaders Rise Coaching

Home
United States
Reno, NV
Leaders Rise Coaching

Call Website

Leaders Rise is a Leadership and Executive Coaching company providing remote coaching services. We offer virtual/remote Executive and Leadership Coaching.

We uphold a standard of integrity bound by fairness, honesty, and personal responsibility. Our distinction is the quality of service we bring to our customers.

10/31/2026

Technical problems have solutions. People problems have conversations.

That's what catches many leaders off guard. You learned to solve problems that had a right answer. You found it, you fixed it, you moved on.

People don't work that way. There's rarely a clean fix, and the thing that actually moves them forward isn't a solution you hand down, it's a conversation you're willing to have.

It's a different skill than the one that got you here. And like any skill, it can be learned.

10/27/2026

Nobody cares.

Someone said that to me years ago, and I was offended. Of course people care, I thought. I care.

But he didn't mean it the way it sounded. He was pointing at something I still think about all the time, usually in the moment I catch myself doing it again.

I had been pouring energy into a piece of work, shooting for a level of perfection the job didn't require and the outcome didn't need. The only person who would ever notice was me.

That's what he was getting at. Nobody cares, not as an insult, but as a release. A reminder that I could stop.

The thing I was over-polishing came straight out of a real strength. I'm analytical, I pay close attention to detail, and most of the time that serves me well. But a strength pushed too far stops being a strength. You keep going past the point where it adds anything, and now your best quality is costing you time, and costing other people too.

So now, when I catch myself deep in something only I will ever care about, I hear those two words again: Nobody cares. And I stop.

10/24/2026

You might not have a time problem. It's more likely you have a decision problem.

It feels like there aren't enough hours. But when you look closer at where the hours actually go, a lot of them are spent on decisions that keep coming back over and over, because they were never fully made. The thing you half-decided and left open. The call you keep revisiting. The question you've answered three times because you never answered it clearly once.

Unmade decisions don't disappear. They wait, and they come back, and they take more of your time the second and third time around than they ever would have the first.

More hours won't fix that. But a clearer decision process will.

10/22/2026

Here's a conversation you've probably been avoiding for a while. The one with the peer who's now your direct report.

When you got promoted, the relationship changed, but neither of you has mentioned it. So you've been managing around it. You soften your feedback more than you would with anyone else. Things you need to address keeps getting put off, because even thinking about that conversation feels like pulling rank on someone who used to be your equal.

A few things that help when you're ready:

1. Name the change directly. Acknowledge that the dynamic shifted and it's been a little awkward for both of you. Saying it takes most of the tension out of it.

2. Separate the friendship from the role. You can still respect and care about them and be clear about what the job requires. It may feel like those two things are in conflict, but they're not.

3. Be consistent, not careful. The instinct is to handle them with extra caution, but treating them differently is what makes it awkward. Holding them to the same standard as everyone else is actually the respectful thing to do.

You might find they've been feeling the same thing, and were just as unsure how to bring it up.

10/20/2026

What have you noticed lately about problem solving in your role?

Does it still all fall on you? Or have you built a team that can work through things without you?

Your role keeps changing as you continue to grow. It's stopped being about having the answer yourself, the way it was when you were the problem solver, and started being about building people who can find it on their own.

That's easier said than done, because you've practiced being the problem solver all along. It's what you're good at, and it's hard to step back from.

But when you focus on building a team of problem solvers, you stop being the ceiling on what your team can do.

10/17/2026

Being indispensable is a problem, not an achievement.

Being the person the place can't run without looks like proof that you matter, that you've finally made yourself essential.

But a team that can't function without you isn't always a sign of how valuable you are. It's a sign of how much still rests on you alone, and anything that rests entirely on one person is fragile, no matter how capable that person happens to be. In any operation, that's what's called a single point of failure.

Sometimes that isn't a choice you made. You may not have been given the people, the time, or the resources to build anyone else up, and you've been holding it together with what you had.

But where you do have room to build capacity in others, it's worth the effort. The leaders I've watched build something that lasts are the ones you'd barely notice were gone for a week. Because they've built people and systems strong enough to hold without them.

10/15/2026

Most people aren't failing your expectations. They're failing a version of themselves they never heard.

I see this play out often. You expect your team to share the same work ethic, the same sense of what the deliverable really is, the same understanding of what good looks like. All of it feels completely obvious, because it's lived in your head for so long.

But it's in your head, not theirs.

Most of what you're expecting you actually didn't say, so the team is working from only a fraction of the picture, and then falling short of a standard they were never fully given.

This catches strong leaders all the time, because the clearer something is to you, the less you think you need to spell it out. You move fast, you assume the context is shared, and then you're frustrated when the work comes back missing the thing you never said.

None of this means wanting less from your team. It just means the part that stays in your head has to make it into theirs, before the work starts, even when it feels too obvious to say. Especially then.

Even a small amount of over-communicating up front saves the frustration, the rework, and the erosion of trust that happens every time someone feels like they failed at something they were never set up to understand.

10/13/2026

I often describe a boundary as a gate instead of a wall. You're not shutting people out, you're deciding what gets through and when.

Most leaders struggle with this. It isn't that you don't know how to say no, it's that saying yes is how you got here in the first place. You were the one who stayed late, who said yes when it mattered, and being the person people could always count on became part of who you were.

So you make yourself endlessly available. Every interruption, every "got a minute," every problem that honestly could have waited until morning, you take it, because that's what you've always done.

What starts to grow is resentment toward the constant pull of being needed by everyone. Eventually you find yourself frustrated and don't always know why.

That's what a boundary is actually for. It isn't you pulling back from your team. It's you protecting the part of yourself that can still show up for them with something left to give.

10/10/2026

What if the best thing you could do for your team was to be less accessible?

Sounds backward. Most days, being the person people can always come to, being the one who is available, feels like good leadership.

But think about what it’s teaching them. Every time they bring you something they could have handled and you handle it, they’ll learn to bring you the next one too. Your availability becomes the reason they don't step up.

Being a little less reachable isn't you caring less. It's you trusting them more, and giving them the room to find out what they're capable of when you're not the first call.

10/08/2026

Three things that made you good at the job you came up in, that get in your way once you're the one leading:

1. You know the answer.
Of course you do, but when you're always the one who has it, your people quit reaching for theirs.

2. You're fast.
That used to be your whole edge. Now it mostly means everyone's a step behind, waiting to just be told what you already worked out.

3. You jump in.
Something starts to go sideways and you're already on it, because you can fix it clean and fix it now. But what your team thinks is you didn't trust them to handle it themselves.

These are the same things that got you promoted, which is exactly why they're so hard to notice in yourself and even harder to let go of. Nobody tells you that the skills you spent years building are the ones you'll eventually have to loosen your grip on.

That's the work of leading at this level.

You're not trying to get better at the job you already mastered, you're learning to let the people around you get better at theirs.

Address

Reno, NV

Opening Hours

Monday	8am - 6pm
Tuesday	8am - 6pm
Wednesday	8am - 6pm
Thursday	8am - 6pm
Friday	8am - 6pm

Telephone

(775) 453-8907

Website

https://www.leadersrise.net/

Alerts

Be the first to know and let us send you an email when Leaders Rise Coaching posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.