Rubi Ho

How Mental Toughness is Actually Developed Andreas Stamatis, Ph.D. is a Professor at the University of Louisville and a Mental Performance Specialist at UofL Health, blending sport science, psychology, and leadership to help individuals and organizations thrive under pressure. In this episode, Andreas explores the foundation of mental performance—how it’s developed, why it’s often misunderstood, and what separates sustainable performance from momentary hype. Andreas introduces the “existential positive psychology”, a framework that views adversity as a growth opportunity—but only when it’s relevant. Andreas challenges the idea that mental toughness leads to selfishness. He explains that mental toughness is a personal construct—true strength lies in managing competing demands without losing yourself or others. He also tackles the corporate tendency to overvalue outcomes and undervalue behaviors. Andreas challenges that mindset, insisting that behaviors are more controllable, more consistent, and more ethical to reward. Andreas also sees potential in how AI can help shape behavior and context if used wisely. He compares it to any other high-performance tool: powerful when used with clarity and care. This conversation is for anyone who wants to build a mentally tough team, avoid burnout, and embrace the kind of leadership that values people over performance metrics. Listen to this episode wherever you get your podcasts or on the The Leadership Podcast YouTube channel! #toughness #mentalhealth #podcast #leadership

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We are developing a new graduate course on #orgchange at the University of Louisville. What it means, how it happens, and what we can do to influence positive change as leaders. At all levels. Fast Company recently published an article that hit home: most organizational change doesn't fail because of bad strategy — it fails because of the stories leaders tell themselves. The stories. Let that sink in for a minute. Change is often not a strategy problem. It's a story problem. And, goodness does that not cut across both professional and personal worlds. I can sure tell myself some stories. Ron Carucci calls these the five transformation killers, and I’ve seen every single one play out in real time. • We assume what worked last time will work again. • We make change optional and hope people come around. • We accept dysfunction as “just how things are.” • We hold on to people who no longer fit because it’s easier. • We keep our best talent too close instead of letting them grow. The truth? Transformation isn’t about a new org chart or clever vision statement. Those are important, but not the game changers we need. It’s about the courage to look in the mirror and tell the truth — to lead above the line, hold each other accountable, and create the kind of culture where people actually want to change. To tell the story. #leadership #culture #employeeengagement #futureofwork #organizationalchange

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Simulation-based training and critical thinking are shaping #LearningAndDevelopment’s future. On the #LearningLeaderSpotlight, TrainingPros is joined by Zachary Beasley of Synovus as he shares how AI and in-the-moment learning are transforming organizational growth. He highlights the opportunities and challenges ahead, and what leaders must prioritize to keep pace with change. Click the link in the comments for the episode. #CorporateTraining #TalentDevelopment #LeadershipTraining #WeAreTrainingPros

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How Leading with Innovation Transforms Transitions Every leader faces moments of transition—whether stepping into new roles, navigating team dynamics, or balancing personal and professional milestones. I recently had the privilege of working with a client who embodies the Fascinate Maverick leadership archetype: bold, pioneering, and unafraid to challenge the status quo. Leveraging innovation as a core strength can energize both interview preparation and team leadership, and by integrating self-awareness tools like the Fascinate system, leaders can better articulate their unique value, especially when it comes to generating creative ideas and translating them into forward momentum. Understanding one’s leadership style is crucial for staying centered and confident, even in unfamiliar environments. We discussed practical strategies for managing energy and avoiding burnout, especially for those whose strengths lie in logic and innovation. Recognizing the power of collaboration—and how different leadership archetypes complement each other—can help turn potential conflicts into opportunities for growth. For leaders navigating big transitions, staying true to your innovative spirit and using tools tailored to your strengths can make all the difference. If you’re leading through change, how do you keep your creativity and clarity at the forefront? Let’s keep the conversation going! #Leadership #Innovation #CareerTransitions #Teamwork #PersonalGrowth #ACTExecutiveCoaching #HowToFascinate

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Are you (or someone you know) facing an ICF PCC credential performance evaluation? My team and I have been assessing ICF performance evaluations since 2012, guiding leaders and coaches toward ACC, PCC, and MCC certification. So we've seen all the biggest mistakes, and worked to find simple ways to help. One of the biggest hurdles is the big leap from ACC to PCC. After more than a decade of listening to recorded coaching sessions, I’ve seen 4 simple shifts that make a real difference in passing PCC and set you up for MCC. If you or someone you know is preparing for PCC evaluations, these quick tips can help deepen your coaching sessions, which is exactly what ICF markers look for. When I worked toward my MCC, I remember how tough it was. Many coaches today feel the same overwhelm. It’s not you, the path really is challenging but also a worthy pursuit. That’s why I’m here: to make the process clearer and more supportive, so you can grow into the kind of coach you want to be. 👏

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🚀 Great Leaders are Great Delegators Today at the Northwest Ohio Nonprofit Executive Round Table, we dug into the heart of leadership: delegation. We explored: 🔹 Barriers to Delegation – lack of trust, lack of depth, misunderstanding team strengths, and the belief it’s “easier to do it myself.” 🔹 Consequences of Not Delegating – burnout, resentment, confusion, and missed opportunities. 🔹 Actions We Can Take – cross-train, define success, allow people to fail (and learn), coach, foster creativity, disconnect when needed, and treat time as an investment. We also used the Delegation Ladder to map out practical steps leaders can take to build trust, empower their teams, and create sustainable leadership cultures. 💡 The conversation reminded us: delegation isn’t about losing control—it’s about creating capacity, building leaders, and scaling impact. 👉 Are you a nonprofit executive director/CEO in Northwest Ohio? Join us at our next Round Table on October 14th to share, learn, and grow together. Message me for more details. #NonprofitLeadership #Delegation #NorthwestOhio #ExecutiveRoundTable #LeadershipDevelopment #BetterTogether

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Succession planning is not just about identifying future leaders—it is about preparing them. Without intentional development, high-potential leaders may struggle when stepping into more complex, senior roles. Leadership coaching accelerates readiness by focusing on the behavioural, emotional, and strategic capabilities required at senior levels. Through coaching, future leaders develop self-awareness, executive presence, and the ability to navigate ambiguity—skills essential for leadership in the Middle East’s dynamic business environment. Many organisations focus succession efforts on technical competence and past performance. Coaching shifts the focus toward future capability: how leaders think, influence, and lead others. This is particularly important in family businesses, government-linked entities, and fast-growing organisations common across the region. Coaching also supports smoother leadership transitions. Emerging leaders gain confidence, clarity, and resilience before stepping into new roles, reducing risk and disruption. When coaching is embedded into succession planning, organisations strengthen internal talent pipelines, reduce reliance on external hires, and ensure leadership continuity aligned with organisational culture and values. Succession planning supported by coaching is not reactive—it is a strategic investment in leadership sustainability.

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We often think the best idea always wins. In reality, the idea backed by innovation capital wins, not necessarily the most brilliant one. Innovation capital is the credibility, trust, relationships, and track record that allow an idea to move forward. It is built over time through delivery, judgment, and the ability to bring others along. When innovation capital is strong, people listen, resources follow, and uncertainty becomes manageable. When it is weak, even good ideas struggle to get airtime. This is why innovation is not just about creativity or intelligence. It is about influence, timing, and confidence earned through consistent action. Leaders who understand this do not push ideas in isolation. They invest in people, networks, and small wins long before they ask for support on something bold. If this resonates, the episode How the Best Leaders Develop and Spend Innovation Capital from the HBR Leadership series is worth a listen. It offers a practical and grounded take on how innovation actually happens inside organisations. https://lnkd.in/g5N6MVS8 #InnovationCapital #Leadership #OrganisationalChange #InnovationLeadership #HBRLeadership

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Guiding Principles It is a common practice for those of us serving institutions and leading teams to reflect on the principles and values that guide our work. Over time, we incorporate new learnings, experiences, advice gained, and received through the successes and challenges of the leadership journey. We evolve, we deepen our perspective, and we experience continual growth through learning that leadership often requires adaptive vs technical solutions to be sustainable. Five principles guide my approach to leadership and social impact work: * Mission: Staying centered on purpose * Gratitude: Cultivating appreciation * Community: Building meaningful connections * Impact: Creating lasting change alongside others in the service of the community * Character over Reputation: This is about integrity and authenticity I often repeat these principles aloud throughout the day, a mantra of sorts, to orient and reorient myself depending on the "season of the day." And yes, in leadership roles, some days feel like whole seasons! Which of these principles resonates most with your leadership approach? #LeadershipPrinciples #Mission #Gratitude #Community #Impact

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Leadership development shapes the future. It goes beyond guiding people toward a goal—it’s rooted in trust, adaptability, and inclusion. As I shared in this article, inclusive leadership is a competitive advantage in today’s market—especially when considering how we approach development programs in a rapidly changing world. It should also be a shared organizational practice, woven into daily operations, decision-making, and team dynamics at every level. A human-centered approach means applying these practices to see employees not just as contributors, but as people—each with unique experiences, needs, and perspectives. In an environment shaped by constant change and external pressures, equipping individuals with the tools to adopt an inclusive leadership style is essential for organizations navigating today’s complexity. It’s how we future-proof our organizations. #inclusiveleadership #futureofwork #peoplefirst https://lnkd.in/eMCZjK6Y

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