Observe Team Behaviors to Understand Customs and Values

When my team is faced with a difficult situation, the first thing I do is look inward. A recent HBR article reinforced three capabilities I try to lead with: internal self-awareness, external self-awareness, and personal accountability. In high-stress, high-impact moments, this looks like pausing to understand my own reactions, being mindful of how I’m impacting others, and asking what I can own to move the team forward. Simple, but not always easy — and consistently the difference-maker in how teams navigate challenges.

The Leadership We Aspire To: The most enduring organizations are not distinguished solely by strategy, scale, or technical excellence. They are defined by the quality of their leadership—especially how leaders think, listen, and act when the path forward is uncertain. As leaders, we are trained to solve problems, make decisions, and drive results. Yet the challenges that most often limit our progress are not technical in nature. They are human. They arise from how we react under pressure, how we interpret one another’s perspectives, and how willing we are to examine our own role in the system we lead. I have learned from my mentors and exemplary SLT WakeMed that leadership effectiveness does not begin with answers; it begins with awareness. Teams do not experience our intent—they experience our behavior. When conversations stall, when tension rises, or when progress slows, the most productive question is rarely “What is wrong with the team?” but rather, “What is being asked of me as a leader in this moment?” At our best, leadership is an inside‑out discipline. It requires the courage to pause, reflect, and stay curious—especially when it would be easier to push harder or move faster. This mindset is built on three core capabilities that define the leadership culture we strive to create. Internal self‑awareness allows leaders to recognize their own emotions, assumptions, and values. It helps us distinguish facts from interpretations and prevents us from mistaking preference for truth. Leaders who cultivate this awareness make better decisions, seek broader perspectives, and respond thoughtfully rather than reacting instinctively. External self‑awareness enables leaders to understand their impact on others. It reminds us that leadership is not about how we see ourselves, but about how others experience us. By inviting feedback and staying open to learning, leaders create environments where trust, candor, and accountability can thrive. Personal accountability anchors everything. The leaders who have shaped my own thinking hold themselves to the highest standards. They recognize that they are not separate from the challenges their teams face—they are part of them. By owning their influence and committing to change what they can control, they accelerate progress for everyone. This way of leading is not always comfortable, and it is never finished. It requires consistency, humility, and resilience. But it is also what enables teams to navigate complexity, challenge one another productively, and execute with clarity and confidence. The leadership we aspire to build is reflective, accountable, and human. When we lead from this place, we create organizations that are not only more effective—but more capable of learning, adapting, and enduring. #leadership #healthcare #walkoflife

Very basic, like if you do not take care of your own self, how would you for others? Self-leadership is vital to improve leading others and creating a high-performing organization.

The leaders who lose the trust of their teams are the ones who don't work on themselves, who stick to their old ways, and worse yet simply pass thru the tension & chaos directly to their teams. Their ability to lead effectively and bring value to the org & their team diminishes. Sometimes they become irrelevant. It's important to continuously assess how you're impacting the flow of things, the decision making, and ultimately enabling your teams to deliver value & succeed. Every so often, assess your methods and where you're spending your time - identify where to make adjustments. If you're working for a leader who may suffer from some of what I mentioned above, then consider taking the opportunity to fill the gap, step up, and lead beyond your role/boundaries to show the team you have what it takes. That may open new doors, or just better solidify the trust of those around you. Building a better self will help build better organizations. Be the leader your organization needs, and meet their needs where they're at - which is often a moving target. Be well.

It might be uncomfortable, but consider directly asking your teammates, "What am I doing in meetings that is helpful?" and "What am I doing in meetings that is not helpful?" https://s.hbr.org/4rEIPUt

Love this idea of asking your peers what’s you’re doing that’s helpful vs what’s not. How often have you sat in a meeting as a passenger and not aware of whether you’re helping or hindering?

Why Intelligent Professionals Get Ignored in Meetings Many highly capable professionals struggle to communicate authority in meetings. Executive presence is often the missing factor between being heard and being overlooked. Confidence signaling, concise communication, and command presence matter more than most people realize. Take the 60 second Authority Assessment: https://tally.so/r/441zjX https://quietauthority.us https://lnkd.in/eDjrKHNx #leadership #executivepresence #communication

Have you ever been sitting in a meeting knowing exactly what you wanted to say… and then stayed quiet? Most people think that’s a confidence problem. I think it’s protection. In this new video, I break down why high achievers hesitate to speak up, how thoughts create emotional states, and what’s really happening underneath overthinking and self-doubt. #Leadership #Mindset #Confidence #Overthinking #HighAchievers

Strong collaboration doesn’t happen by accident. It starts with clear communication, aligned expectations, and consistent follow-through. In this month’s 𝗡𝗘𝗫𝗧 𝗟𝗘𝗩𝗘𝗟 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 video, we break down one of TC&A’s core leadership tools: the 𝟯-𝗦𝘁𝗲𝗽 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 — a practical framework designed to help leaders improve communication, strengthen alignment, and create greater collaboration across teams and organizations. Using TC&A’s real-time leadership coaching approach, this conversation focuses on actionable behaviors leaders can implement immediately to: • Reduce assumptions • Improve follow-through • Increase clarity and accountability • Build stronger trust across teams Leadership is not just about directing work — it’s about creating alignment that allows people to work together more effectively. Watch the full video on YouTube and bring these strategies into your leadership practice. https://lnkd.in/gpJz88QW #Leadership #LeadershipDevelopment #Communication #Collaboration #TeamAlignment #ExecutiveCoaching #ProfessionalDevelopment #OrganizationalLeadership #NEXTLEVELLeadership

“Let’s leverage asynchronous communication” is just a fancy way of saying… we wasted time. 😵💫 You don’t need better jargon. You need clearer conversations. Say the real thing. That’s what better leadership sounds like.  #thoughtleadership #LeadershipDevelopment #WorkplaceLearning #LeadershipCommunication #TeamPerformance #Meetings