We expect leadership teams to drive results, shape culture, and lead change — yet most struggle to function as true teams. Why? Because the very things that make them powerful also make them fragile. They face paradoxes no other team encounters: individuals and collective, execution and renewal, discipline and openness. Getting them right is rare — and when it happens, it changes everything.

Culture reflects how leadership shows up, not just in values, but in moments of tension, power, and ambiguity. This article explores how unconscious leadership patterns shape organizational culture, often more than strategy or structure. Real change begins not with a new vision, but with deeper awareness: noticing what’s reinforced, what’s avoided, and what your presence signals in the system.

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.

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...