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Why the pressure to perform fast can undermine long-term leadership impact and what to do instead. The first 90 days in a new role are often framed as a race. Prove yourself. Make quick wins. Show them they made the right call. But what if that urgency is setting leaders up to fail? In my work supporting leaders through transitions, I see a recurring pattern: people rush to   do   before they’ve had time to   see .   They move fast, hoping speed will build credibility. But sp

Not every leadership transition is high-stakes. But some are more than we realize. Leadership transitions are often treated as standard...

In high-stakes times, leadership teams often feel the pressure to hold it all together. But what if their real mandate is to hold space for uncertainty, learning, and alignment? This article explores a quiet shift in team leadership: from control to capacity, from coherence to collective sensemaking.

A new role comes with a lot of visible change: different responsibilities, a fresh title, maybe even a new team or location. But beneath all that is something more subtle and far more disruptive. You’re not just stepping into a new job. You’re stepping into a new version of yourself. And that part? It rarely shows up on the onboarding checklist. Most leadership transitions are treated as tactical moments: figure out who’s who, clarify your goals, and build early momentum. An

If you’ve ever been on a leadership team, you know it’s different. The stakes are higher. The conversations are more complex. And the...