Leadership

Transitions are an inevitable part of life and work, but they often feel like the most uncertain. Years ago, I earned certification in William Bridges Transitions materials, resources designed to deepen practitioner skills in guiding individuals and organizations through these pivotal moments. This certification equipped me with new tools to help people understand and manage transitions and recognize the value and growth potential in the "in-between" times—the space between what was and what's coming next.

Leadership starts with trust. When you lead with honesty, reliability, and empowerment, you don’t just strengthen your team—you create a culture where people thrive. And when trust leads the way, anything is possible.

Leadership often shines brightest during times of change. Whether it's a major organizational shift, industry disruption, or navigating uncertainty, leading through change requires more than just tactics—it requires confidence, clarity, and resilience. But confidence doesn't mean having all the answers. It's about believing in your ability to guide your team, adapt to challenges, and stay focused on what matters most. The best leaders don't avoid change—they lean into it with intention and care.

When reflecting on great leaders, people often highlight qualities such as vision, decisiveness, and strategic thinking. While these traits are significant, emotional intelligence (EI) is another factor that quietly enhances the impact of the best leaders. Unlike technical expertise or business acumen, emotional intelligence entails understanding ourselves and those around us. Leaders with high emotional intelligence can bridge divides, inspire loyalty, and guide their teams through challenges with clarity and compassion. At its core, emotional intelligence turns managers into leaders that people choose to follow.

At the VP level, leadership is both a privilege and a challenge. Your experience commands respect, but staying effective in a growing organization demands more. The best leaders understand that their growth is never finished. They commit to lifelong learning—not as a chore, but as a path to sustained relevance and impact. For mid-career leaders, lifelong learning isn’t just a nice-to-have; it’s a necessary edge. It’s how you stay ahead of evolving challenges, inspire your team, and equip your organization for continuous success.

The best leaders know that personal growth isn’t just nice to have—it’s essential. At the executive level, your personal development directly shapes the way you lead, influence your team, and steer your organization. When leaders invest in their own development, it creates a ripple effect that transforms not only their teams but entire organizations.Personal development is more than just learning new skills or picking up leadership strategies—it’s about uncovering who you are at your core, amplifying your strengths, and addressing what might hold you back. It’s about being intentional in your growth, knowing that every step you take forward mirrors in how your organization advances too. This principle has been at the heart of my work as an organizational development (OD) leader.