Leading With Meaning

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Leading With Meaning Lead Without the Act. Lead Calm.

10/27/2026

“I don’t know” actually builds trust.

It might be surprising, but it’s OK to say you don’t know when you genuinely don’t know.

Now, if you STOP after saying you don’t know, then you’re doing something wrong. You need to follow that up with action SOmrething like: “I don’t know, but I have a meeting with x, y, and z who are going to help fill me in." Maybe: "I don't know, but I'll look into it and update you by tomorrow morning."

Or you could simply say: “I don’t know, what do you think?”

This is a great question to ask to engage members of your team and show you trust their judgment.

Be the leader who says, “I don't know?"

That's not the red flag you are worried it will be. Those three words can actually be the quickest way to build trust.

If you'd like to have a deeper conversation on this, drop me a note or click on the link below. Set up some time and we'll have a chat.

Link to my website here: https://loom.ly/fgxSeeA

10/26/2026

You got passed over for promotion. Before you work one more late night, watch this.

If you’ve been told you’re “not quite ready,” working harder is usually the wrong response. In this video I walk through four things to audit first, plus the question to ask the next time someone gives you vague promotion feedback.

I’m walking through all four in a free live session soon. Comment READY and I’ll send you the waitlist details.

10/23/2026

Yes, it’s probably faster if you do it yourself. That’s exactly why you’re stuck.

If you’re a busy manager whose team brings every decision back to your desk, the problem might be how you hand work off. In this video I share the one sentence I use to delegate the decision along with the task.

I go deeper on delegation in my Substack every week. Link’s in my bio.

Keeping your head down feels strategic right now. It isn’t.When companies decide who stays, the names that survive are t...
10/23/2026

Keeping your head down feels strategic right now. It isn’t.

When companies decide who stays, the names that survive are the ones with a story attached. The ones with nothing attached are the easy ones to sign off on.

There’s no correct amount of yourself to subtract. Take up the right amount of room - not less of it.

What’s one move you’ve been sitting on? Drop it in the comments. Full piece at the link in my profile.

10/22/2026

My client fired me. And I’m thrilled.

I got an email this week that said I was no longer needed by a client. But I was happy because I was “fired” because my client got a new job.

When she first came to me, she was really in a bad place. She had been shotgunning out resumes left and right, but wasn't getting interviews and felt like she was bombing the interviews she did get.

So, we spent some time really taking a big step back and saying, “Okay, what is your goal? What do you actually want to accomplish? And what do you think is holding you back?”

Over time, we figured out a few things.

First, she wanted to take a step forward in her career, not just get another job. But she didn’t know how to ask for that next level, and she wasn’t sure her background would allow for it.

There were also some leadership skills she had to demonstrate, and she was worried her take on those topics wouldn’t be accepted by some of the companies she was interested in. When we figured out exactly why she was worried about not getting hired, we were able to tell a compelling story around her career that gave her confidence and success in interviews.

Instead of just handing her a list of bullet points that anyone could interpret how they wanted, we transformed her journey into a persuasive case to get hired.

Ultimately, she ended up taking another IC-level role instead of taking that step forward.

But, in her email to me, she acknowledged that she is ready for that next step when the opportunity arises. And, amongst the opportunities that were in front of her, this role really excited her and was one that she was ready to take because it ticked a lot of other boxes for her.

So yes, I was fired.

But I could not be happier to be fired in those circumstances. So I want to say congratulations to her. And for everybody else who's wondering: “What is my next step?” Reach out to me. Drop me a note. Click the link in my bio. Let's set up some time to talk.

And I hope that, soon enough, you're firing me as well.

Link to my website here: https://loom.ly/fgxSeeA

10/21/2026

Most managers try to look busy to prove they’re valuable. The ones who get the next role usually look a lot less busy.

If you’re a busy manager with a packed calendar who keeps hearing “be more strategic,” there’s one question in this video worth running on your week. It’s a better time management tool for managers than another productivity app.

What’s eating most of your calendar right now? Tell me in the comments.

10/21/2026

Being the reliable one comes with a tax. Most high performers have been paying it for years without seeing the bill.

You hit every deadline, so nobody asks if you have room. You stay calm, so nobody sees the pressure. You clean up the messes, so the messes start coming to you.

Leadership sees it all getting done and assumes your workload is fine. You’ve never given them a reason to think otherwise.

That’s no character flaw. It’s what happens when the trade-offs stay invisible, including to you. A lot of what’s piling up is somebody else’s urgency you agreed to carry.

The fix starts with one sentence: “I can do this. Here’s what moves.”

One conversation won’t undo the whole pattern. But it’s where workload management and real leadership boundaries start.

How long have you been paying the reliability tax? Tell me in the comments.

[ high performers, workload, workload management, leadership boundaries ]

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