Leadership & Org. insights

Explore how AI is reshaping the context of leadership, from decision-making and reflection to presence, ethics, and complexity. These pieces offer insight, provocation, and perspective for leaders who want to stay thoughtful and grounded in a world of accelerated change.

Understanding the shape of your shift and what it really calls for. Leadership transitions often look straightforward from the outside: a new role, a shift in scope, a change on the horizon. But inside, the experience can be far more complex. Some leaders feel clear and energized. Others feel unmoored. Some are running toward a bold vision. Others are quietly navigating grief, doubt, or reinvention. We expect transitions to be busy. Few of us expect them to be disorienting. A

We say we want change. In our teams. In systems and organizations. In ourselves. But most of us want to keep our status while everything else evolves. And that’s exactly where transformation breaks down. Because transformation, by its nature, demands some kind of letting go. Of knowing. Of control. Of being the one who gets it right. And the higher up we go, the more dangerous letting go can feel. The Fear Beneath the Surface Status isn’t just about titles or hierarchy.

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 career events. When someone moves up, over, or into a new context, we offer a warm welcome, a 90-day plan, and hope they find their footing quickly. However, in my experience, coaching and advising leaders and leadership teams across various sectors and continents, I have found that some transitions carry far more risk, pressure, and complexi

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