Tonya Echols, PsyD, PCC

Too often, we go into important conversations ready to argue our point without stopping to ask what we might be missing. Jeff Wetzler shares a practical tool to help leaders pause, reflect, and enter tough moments with more #curiosity and less certainty...a great read for anyone looking to improve their curiosity muscle! Read in Harvard Business Review: https://lnkd.in/gUWgmE2U

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Most leaders want to receive honest, useful #feedback. But organizations often default to teaching people how to deliver feedback instead of equipping them to make it safe and inviting for others to give it. Jeff Wetzler shares practical ways leaders can build an 'Ask-First' feedback culture where people routinely seek input early and often, accelerating learning, trust, and performance. https://lnkd.in/egweRypA #Leadership

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I had the pleasure of speaking with Lucy Buchholz from UNLEASH while at the 2025 Workhuman Forum about the importance of high-quality conversations...and why #PsychologicalSafety is a necessary pre-requisite. We discussed my tips for encouraging employees to speak up (stage setting, proactive inviting, and productive responding) and how to navigate the uncertainty that many teams feel right now. Our high-quality conversation turned into quite the high-quality article! Read here: https://lnkd.in/eAz93E_Y

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I'm pleased to share my latest article, "How Leaders Help Teams Manage Stress," published in MIT Sloan Management Review and co-authored with my friend and master coach, David Forster. The article explores both the root causes and practical remedies for debilitating stress in organizations. It also ties into a broader stream of research I'm currently pursuing on how leaders can more effectively navigate organizational politics. https://lnkd.in/giJtbUTy

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Leaders must advocate for their teams, showcase progress, and communicate impact. If they under-signal achievements, their work goes unnoticed. If they over-signal, they risk damaging trust. Övül Sezer ’s insights on 𝗜𝗺𝗽𝗿𝗲𝘀𝘀𝗶𝗼𝗻 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 can help leaders learn how to share accomplishments in a way that builds credibility, reinforces psychological safety, and models healthy pride rather than self-inflation. It also helps leaders: • express gratitude in ways that strengthen relationships rather than perform them • understand how different generations interpret self-promotion • navigate the social media environment where signalling has become public and constant Framed this way, the topic becomes about refining a leader’s ability to communicate value with honesty, confidence, and emotional intelligence. https://lnkd.in/eB3uvBPq

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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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The ICF Portfolio Path is an alternative credentialing route for coaches whose learning and practice haven’t followed a single, formally accredited program. Because mastery rarely comes from one institution alone. It emerges through reflection. Through years of practice. And refining how you listen, respond, and trust yourself in the work. The Portfolio Path asks for ownership. Ownership of how you curate your learning. Ownership of how you refine your coaching presence. Ownership of submitting recordings that genuinely reflect MCC-level mastery. In my experience, this is where mentorship matters most. The Portfolio Path isn’t for everyone. It’s for coaches who’ve grown organically, who value depth over formality, and who want their credential to reflect how they actually practise, it can be a deeply aligned route. The Portfolio Path is less about proving something and more about inhabiting the craft more fully. If you’re exploring the MCC Portfolio Path, our next MCC Mentor Coaching Cohort begins in February 2026. DM me “MCC” and I’ll send you the details.

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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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It's no surprise DEI is rebranding. That is why Fairness, Access, Inclusion, and Representation Strategist Lily Zheng and Kelley School of Business professor Julie Kratz are teaming up to discuss the strategic changes necessary to sustain our important work, with practical ideas to implement at your organization. Together, they will cover: - The valid critiques of DEI and how the FAIR tenets address them - How DEI, workplace culture, and people leaders can pivot to more systemic, longer-term strategies vs. training and individual-level strategies - A step-by-step process to identify and remedy issues of unfairness and exclusion in the workplace 🎙️ New to streaming or looking to level up? Check out StreamYard and get $10 discount! 😍 https://lnkd.in/gtf34rez

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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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How do we bridge the gaps that disrupt learning and keep experiences connected? Transitions are the bridges that keep learning connected. These small moments: “Now that we’ve explored…,” “Before we move on…,” or “Next, you’ll apply…” help learners process what came before, anticipate what’s next, and stay cognitively oriented. Cognitive science indicates that clear transitions reduce working-memory strain (Mayer & Moreno, 2003), enhance coherence and retention (Mautone & Mayer, 2001), and facilitate metacognitive reflection (Zimmerman, 2002; Hattie, 2023). They’re not filler. They’re design tools that scaffold thinking and sustain engagement in both facilitated and digital learning. How do you use transitions in your teaching, facilitation, or digital design? #microlearning #InstructionalDesign #training #neuroscience #instructionaldesigners #elearning #elearningdesign #talentdevelopment #education #learning #PerformanceImprovement #StrategicLearning #PerformanceConsulting #LearningDesign #LxD

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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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Sometimes the loudest voices and seemingly most obvious drivers of organizational transformation end up being the ones who inhibit its progress. In an article I wrote for SmartBrief, I discuss the often hidden power of the quiet connectors as carriers of culture and agents of organizational change. It's a little too easy--especially for an extrovert myself--to assume that the most extroverted in an organization are the best connected and that they are the people that others look to for guidance. Yet as David Homan and I found in the interviews we conducted for our book "Orchestrating Connection," many superconnectors are introverts whose curiosity, empathy, and depth of connection mean they are the right combination of attuned and connected to help companies evolve. I also offer a couple of ideas for finding and engaging these "quiet connectors." #networks #connected #organizationaltransformation #introverts #changeagents PS - now that the internet has decided that anything written with em dashes must be written by AI, and there are a handful of them in the linked article, I feel the need to point out that I've been writing with them for years. I went back to a 2017 academic article I wrote and it has 41 em dashes...so there. https://lnkd.in/gmtD_fnX

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