What if the opportunity you’re waiting for isn’t about who you know—but who actually knows, trusts, and remembers you?

In this episode of Lena Speaks: The Podcast, I sit down with Amy Curtis, Co-Founder and Senior Principal of Curtis Concepts, for a conversation about relationship building, networking, visibility, entrepreneurship, fundraising, storytelling, and business growth.

Amy makes an important distinction:

Networking gives you an access point. Relationships go deeper.

We talk about why authentic relationships matter, why organizations should build donor and investor relationships before they need funding, and how strategic storytelling can strengthen nonprofits, businesses, and communities.

We also unpack something every entrepreneur and leader needs to understand:

If people don’t see you, they cannot choose you.

Visibility creates another access point to tell your story, build trust, and create relationships that can lead to clients, collaborations, partnerships, donors, and new opportunities.

### TIMESTAMPS

00:00 Meet Amy Curtis

04:12 Why Relationships Matter at Work

06:00 Why Amy Started Curtis Concepts

09:30 Strategic Relationships + Career Growth

11:30 Networking vs. Real Relationships

13:00 Your Network Is Not Your Relationship Network

15:00 Why Relationships Shouldn’t Be Transactional

17:00 Build Relationships Before You Need Them

19:00 Who Curtis Concepts Helps

21:30 Fundraising + Investor Relationships

24:00 Why Fundraising Shouldn’t Feel Transactional

26:00 Nonprofits + Today’s Funding Challenges

28:00 Collaboration as a Growth Strategy

30:00 Grant Sustainability + Funding Strategy

32:00 Making Donations Tangible

34:00 Why Storytelling Matters

36:00 The Ripple Effect of Economic Development

40:00 Entrepreneurship + Creating Your Own Path

43:00 Why Entrepreneurs Cannot Stay Stagnant

45:00 Opportunities Through Relationships

47:00 If They Don’t See You, They Can’t Choose You

49:00 How Visibility Creates Clients

51:00 Stay Open to Your Next Chapter

53:00 Connections, People + Partnerships Matter

### ABOUT AMY CURTIS

Amy Curtis is the Co-Founder and Senior Principal of Curtis Concepts, where she works with economic development organizations, nonprofits, chambers of commerce, and mission-driven organizations on fundraising strategy, funder diversification, investor relations, relationship building, and organizational growth.

Connect with Amy:

Website: thinkcurtis.com

### ABOUT LENA MORRIS

I’m Lena Morris, Founder & CEO of Authentic Encounters.

I work with executives, leadership teams, and organizations to uncover the leadership, culture, trust, communication, and people issues quietly costing them performance and results.

At Authentic Encounters, we don’t just train leaders.

We help change how leadership actually happens.

If your organization is dealing with leadership, culture, trust, accountability, communication, executive alignment, or team challenges, book a complimentary Leadership Clarity Call.

Learn more: authenticencountersllc.com

Subscribe to Lena Speaks: The Podcast for conversations about leadership, culture, relationships, entrepreneurship, identity, people, and the encounters that shape how we lead.

From Training to Transformation.

#Leadership #RelationshipBuilding #Networking #Entrepreneurship #BusinessGrowth

Your leadership development budget may not be the problem. The diagnosis just might be.

If we do not know what is broken, you can spend a whole lot of time and money trying to fix the wrong thing. In this 10-minute conversation, executive coach Jealeania "Lena" Morris unpacks why organizations keep asking for "more training" without diagnosing the real leadership capability gap — and why training becomes the answer before anyone diagnosed the problem.

Good people, this is not theory. This is not fluff. This is how you stop funding programs out of habit and start building capable leaders.

🎧 IN THIS EPISODE — CHAPTERS:

00:00 Why your budget isn't the problem

00:42 Training before diagnosis is dangerous

02:10 The habit trap: Why we keep funding what isn't working

03:15 Sign #1: Silence is not alignment (it's survival)

05:02 Sign #2: Your speed is creating dependency

06:30 Sign #3: Competence vs. Capability — doing the work vs. leading people

07:45 Succession planning beyond a list: Who is ready for what comes NEXT?

08:50 The diagnostic questions to ask before you spend, promote, or plan

09:30 How Authentic Encounters helps you diagnose before you develop

✅ ANSWERED IN THIS EPISODE:

• How do you build a leadership bench for 2027?

• What should be in a CEO succession plan?

• Why do leadership development programs fail?

→ NEXT STEP FOR LEADERS:

We are now booking Leadership Capability Diagnostics for the remaining months of 2026 and being included in 2027 budgets.

Book Your Q4 2026 Diagnostic: https://calendly.com/jealeaniamorris/free-complimentary-conversation

Include Authentic Encounters in Your 2027 Budget Planning: https://tally.so/r/zx9Be0

Bring us to your board BEFORE you finalize the budget, not after.

ABOUT AUTHENTIC ENCOUNTERS LLC:

Executive leadership development for CEOs, senior executives, and high-performing professionals. Hosted by Jealeania "Lena" Morris — executive coach, leadership strategist, and founder of Authentic Encounters LLC. We help you diagnose capability gaps, build bench strength, and measure leadership by how capable other people become around you.

#leadershipdevelopment #leadershipskills #executiveleadership #successionplanning #leadershipdevelopmentplan

What if the greatest risk to your organization’s AI investment isn’t the technology, but the leaders responsible for implementing it?

Organizations are under extraordinary pressure to prove results. Boards want measurable ROI from AI investments. Margins are tighter. Change fatigue is growing. CEOs and executive teams are being asked to make consequential decisions about technology they may still be learning themselves.

And that pressure may be exposing a leadership risk we aren’t talking about enough:

The insecure, defensive executive.

In this episode of Lena Speaks: The Podcast, Lena Morris examines what happens when executive confidence crosses the line into defensiveness—and why that shift can create organizational blindness at exactly the moment companies need adaptability, curiosity, emotional intelligence, and honest feedback the most.

Some leaders respond to uncertainty by becoming more curious.

Others protect themselves.

They reject constructive feedback. They build walls when challenged. They surround themselves with executives who reinforce their existing beliefs. And sometimes, they begin modeling the loudest or most aggressive leader in the room—mistaking arrogance for strategic competence.

It travels through the organization.

When employees learn that challenging leadership carries consequences, they stop challenging leadership.

When executives surround themselves with agreement, important information stops reaching the top.

And when protecting the leader’s ego becomes more important than confronting reality, organizations can continue investing in AI, transformation, technology, and strategy while missing the human leadership problem undermining all of it.

In this episode, Lena explores:

• Why pressure surrounding AI ROI may be exposing weaknesses in executive leadership

• The difference between genuine confidence and defensive leadership

• How leadership echo chambers distort decision-making

• Why arrogance and strategic competence are not the same thing

• The connection between emotional intelligence, adaptability, and leading through uncertainty

• Why organizations cannot technology their way out of a leadership problem

The future of work will require more than leaders who know the answers.

It will require leaders secure enough to say:

“I don’t know yet.” “Tell me what I’m missing.” “Challenge my thinking.” “What are we not seeing?”

Because AI can accelerate processes, analyze information, automate work, and increase efficiency.

But AI cannot make an insecure leader coachable.

And no amount of technological transformation can compensate for an executive culture that has stopped listening.

A Question for Executive Leaders

As the pressure to demonstrate AI ROI increases, ask yourself:

Are your leaders becoming more curious, or more defensive?

That answer may tell you more about your organization’s readiness for the future than your AI strategy does.

ABOUT LENA MORRIS

Lena Morris is the Founder and CEO of Authentic Encounters, LLC, where she works with executives, leadership teams, and organizations to move From Training to Transformation™ through executive coaching, leadership development, culture transformation, strategic facilitation, and emotionally intelligent leadership.

Her work challenges organizations to remember a foundational truth:

People are human first, employee second.

🎙️ Subscribe to Lena Speaks: The Podcast for conversations about executive leadership, organizational culture, emotional intelligence, workplace transformation, leadership risk, and the human side of the future of work.

Who Is Developing Tomorrow's Leaders While AI Does the Work?

AI is making organizations faster. But is it quietly weakening your leadership pipeline?

CEOs and executive teams are racing to automate work, increase productivity, reduce administrative burden, and redesign jobs around artificial intelligence.

But there is a leadership risk hiding underneath all that efficiency:

What if the work AI eliminates is also the work that taught your future leaders how to think?

In this episode of Lena Speaks, Lena Morris challenges CEOs, C-suite executives, CHROs, and talent leaders to stop asking only, “What can AI do?” and start asking:

Who are we developing while AI is doing the work?

For decades, emerging leaders developed judgment through repetition. They prepared reports. Sat in meetings. Handled difficult customers. Researched problems. Built presentations. Made recommendations. Got corrected. Watched experienced leaders negotiate. Learned how to read the room.

Those weren't simply tasks.

They were leadership reps.

AI can generate the first draft, summarize the meeting, analyze the spreadsheet, research competitors, prepare the presentation, and recommend a response.

But receiving a good answer is very different from developing the judgment required to know whether that answer is actually good.

Organizations may be unintentionally automating away the apprenticeship that once prepared people to become managers, directors, vice presidents, COOs, CEOs, and future successors.

IN THIS EPISODE

00:05 – The AI Question CEOs Aren't Asking

We're talking about efficiency, productivity, and automation—but who are you developing to lead the organization 10 years from now?

00:51 – Leadership Is About What Happens When the Room Gets Hard

Why leadership, culture, trust, accountability, and execution remain human issues—even as technology changes how work gets done.

01:52 – Not Everything Inefficient Was Useless

Some of the work organizations are eager to automate was actually teaching employees how to think, observe, communicate, and make decisions.

03:05 – Where Will Future Leaders Get Their Reps?

AI can accelerate output, but it cannot magically give someone 10 years of organizational judgment.

04:12 – Are We Automating Away the Apprenticeship?

The traditional path of watching, trying, failing, receiving coaching, and earning greater responsibility is changing. What replaces it?

05:20 – AI Literacy Is Not Business Literacy

Knowing how to use AI is important. Knowing your business, reading people, navigating ambiguity, and exercising judgment is something different.

06:02 – Three Questions for Your Next Executive Meeting

What work builds judgment? Where will future leaders get meaningful leadership reps? And what will your leadership bench look like five years from now?

07:35 – The Succession Planning Problem Hiding Inside AI Strategy

If organizations eliminate junior roles and middle layers, where will the next generation of experienced leaders come from?

08:30 – Automate the Task. Don't Automate the Apprenticeship.

ABOUT AUTHENTIC ENCOUNTERS

Lena Morris is Founder and CEO of Authentic Encounters, where she works with CEOs, executive teams, and organizations to identify the leadership, culture, talent, and people risks affecting trust, performance, succession, alignment, and execution.

If your organization is navigating AI-driven workforce transformation, restructuring, succession planning, executive alignment, culture change, or leadership development, let's talk.

Authentic Encounters: From Training to Transformation.

🌐 Website: AuthenticEncountersLLC.com

▶️ YouTube: @AuthenticEncountersLLC

Your leadership team completed the training. You held the offsite. You launched the initiative.

But did anything actually change?

In this episode of Lena Speaks, Lena Morris challenges CEOs, executives, HR leaders, board members, and people leaders to look beyond leadership activity and ask a harder question:

What are people actually doing differently?

Across executive leadership, electric cooperatives and utilities, healthcare, technology, nonprofit boards, and the C-suite, Lena breaks down the difference between performative change and real leadership behavior change.

You’ll hear why:

• A leadership title does not automatically create authority. • Succession planning should begin before the promotion. • Psychological safety is proven by what people are allowed to say. • The “meeting after the meeting” may reveal what your culture is avoiding. • Agreement without ownership, resources, or a deadline is not alignment. • Executive presence is not about being louder—it is about the weight your words carry.

The leadership test is simple:

Can your people point to something leadership does differently now?

If your organization keeps investing in leadership development, culture, engagement, or alignment but the same problems continue to repeat, it may be time to get underneath the symptoms.

🎧 LISTEN FOR

00:05 — Changing or just talking? 01:20 — About Authentic Encounters + Leadership Clarity 02:21 — Title without authority 03:45 — Succession planning before promotion 05:25 — Healthcare, burnout + psychological permission 07:05 — IT leadership + the cost of silence 08:50 — Boards, alignment + false agreement 10:30 — The executive presence myth 12:10 — Is leadership development actually working? 13:20 — The final leadership test + next step

💡 THE QUESTION

What can your people actually see leadership doing differently?

📞 WORK WITH LENA

If this episode sounds a little too familiar, let’s talk.

Book a Leadership Clarity Call or learn more about Authentic Encounters:

https://authenticencountersllc.com/

📧 CONTACT

Lena Morris / Authentic Encounters [email protected]

🔗 CONNECT WITH LENA

LinkedIn: https://www.linkedin.com/in/jealeaniadmorris/

Facebook: https://www.facebook.com/authenticencountersllc

YouTube: https://www.youtube.com/@AuthenticEncountersLLC

Newsletter: https://jealeanias-newsletter.beehiiv.com/

Resources + Services: https://stan.store/AuthenticEncounters

Authentic Encounters — From Training to Transformation.

Your most trusted, longest-tenured leader may be your biggest expense — and their salary isn't why.

In this episode of Lena Speaks, executive coach and leadership strategist Jealeania "Lena" Morris introduces a concept most organizations have never named: the worth gap — the distance between what a leader costs and what they actually compound. Because being "needed" and being "valuable" are not the same thing. One builds an organization. The other builds dependency with an excellent compensation package.

Drawing from real executive coaching engagements, Lena walks through the Marcus case study — a senior VP with 22 years of tenure, spotless metrics, and a team that has stopped thinking — to reveal how the most loyal leaders in your building often become the most expensive bottlenecks, and why a performance conversation is the wrong tool for the fix.

In this episode:

The critical distinction: needed vs. valuable (and why they feel identical)

How crisis-era routing becomes permanent — and gets rewarded

Four diagnostic signs you can run on your leadership team this afternoon

The 10-Word Test that exposes the worth gap instantly

The Worth Conversation: three questions that replace a performance review with a future-building conversation

This is not an episode about bad leaders. It's about good ones — which is exactly why it's going to sting.

Timestamps:

0:00 — The leader you're not managing (and why it's not who you think)

2:15 — The Marcus case study: when every metric is green and the room is silent

4:30 — Needed vs. Valuable: the distinction most organizations never make explicit

6:00 — The Worth Gap defined: compensation is a record of the past, contribution is a claim on the future

8:00 — Why overcentralized leaders aren't the problem — the organization is

10:30 — Four diagnostic signs for your leadership team

14:00 — The 10-Word Test

16:00 — The Worth Conversation framework: three questions to ask instead of a performance review

🎙️ Lena Speaks is the leadership podcast for CEOs, senior executives, and high-performing professionals ready to do the real work. Hosted by Jealeania "Lena" Morris, founder of Authentic Encounters LLC — executive coaching and leadership strategy that doesn't flatter. It develops.

🔗 Learn more: [authenticencounters.com]

📌 Subscribe for weekly episodes on executive leadership, organizational development, and the conversations most leaders avoid.

Your best employee may have already quit. They simply have not resigned yet.

They still attend meetings, answer emails, and meet deadlines. But they have stopped challenging weak decisions, offering ideas, and warning leadership about problems the organization continues to avoid.

In this episode of Lena Speaks: The Podcast, Lena Morris examines The Quiet Exit Signal—the silent signs that high-performing employees are emotionally, intellectually, and relationally leaving before their resignation reaches your inbox.

The absence of complaints does not always mean workplace culture has improved. Sometimes it means your strongest people have concluded that telling leadership the truth is no longer worth the cost.

This episode explores:

• Why high performers become quiet before resigning

• How leaders mistake silence and compliance for alignment

• Why employees stop asking strategic questions

• How defensiveness creates dangerous information gaps

• Why counteroffers cannot repair broken trust

• What CEOs, executive teams, and boards should examine before another valued employee leaves

“Your best people rarely leave the day they resign. They leave the day they decide their truth no longer matters.”

Episode Chapters

00:00 Your best employee may have already quit

01:39 Why strong employees stop speaking up

03:19 Welcome to Lena Speaks: The Podcast

04:29 The stages of a quiet departure

06:12 When leaders label truth-tellers as difficult

07:32 The questions high performers stop asking

09:11 When organizational truth moves underground

10:45 Excellence quietly turns into compliance

12:12 The invisible sacrifice holding performance together

14:21 The Summer Reset Rooms

16:00 Why leaders miss quiet-exit signals

17:42 Why exit interviews rarely reveal the whole truth

19:45 How quiet disengagement affects performance

21:11 Retention problems are often leadership-pattern problems

22:21 What makes leaving feel safer than staying?

23:22 Silent signs your strongest employees are withdrawing

24:42 Has leadership made honesty safe?

26:18 The cost of losing trusted employees

27:54 Questions every executive team should ask

29:15 Addressing leadership and culture risk

29:58 Closing challenge

The Leadership Risk Capsule

Most organizations do not have a people problem. They have a leadership-pattern problem.

Authentic Encounters helps CEOs, senior leadership teams, and boards identify hidden leadership, culture, and decision-making risks slowing performance—then builds the human systems needed for trust, clarity, courageous accountability, executive alignment, and sustainable performance.

Join the Summer Reset Rooms

The Summer Reset Rooms are live, facilitated virtual sessions on Zoom through the first week of August.

Leadership Reset Room

Tuesdays | 12:05–12:55 p.m. Eastern

Relationship Reset Room

Thursdays | 7:30–8:20 p.m. Eastern

Learn more:

https://authenticencountersllc.com/

You don’t need more advice. You need a room.

About Lena Morris

Jealeania “Lena” Morris is the Founder and CEO of Authentic Encounters, LLC, an Executive Culture & Leadership Risk Advisory firm, and host of Lena Speaks: The Podcast.

Lena works with CEOs, executive teams, senior leaders, and boards to uncover the leadership behaviors, cultural risks, and decision-making patterns that undermine trust, retention, accountability, alignment, and organizational performance.

Subscribe, follow, and share this episode with a CEO, executive, board member, or organizational leader responsible for workplace culture and employee retention.

High-performing CEOs and executives often believe their drive, discipline, resilience, and results make them immune to burnout.

But executive burnout does not always look like collapse.

Sometimes it looks like increased control, constant urgency, shorter patience, emotional withdrawal, strained relationships, poor delegation, and decisions made with less consultation.

In Week 3 of The Reckoning Series, Lena Morris confronts The Invincible Lie: the belief that what takes other leaders down will not take you down.

This episode explores how exceptional performance can hide executive burnout, decision fatigue, relationship breakdown, organizational dependence, culture risk, and declining leadership judgment.

Episode Chapters

00:05 The lie high performers rarely admit 02:10 Why this is not another self-care conversation 04:15 Welcome to Lena Speaks: The Podcast 05:10 What executive burnout really looks like 07:40 When performance hides deterioration 09:35 Why dysfunction gets promoted 11:45 When leaders become dependent on urgency 14:05 “I will rest after this season” 15:45 The danger of organizational dependence 18:10 Why CEO burnout becomes an organizational risk 20:20 When the reckoning finally arrives 22:35 The Summer Reset Rooms 24:35 Five questions every high-performing leader should answer 31:45 Why you are not the exception 34:10 The final reckoning

Questions for High-Performing Leaders

What are people experiencing from you that your results may be hiding?

What have you normalized that should concern you?

Who can tell you the truth without fearing the consequences?

What would break if you stepped away for two weeks?

What are you sacrificing that success cannot replace?

Join the Leadership Reset Room

The Leadership Reset Room is a live virtual experience for CEOs, executives, founders, senior leaders, and high-performing professionals carrying leadership pressure, decision fatigue, and organizational complexity.

Tuesdays | 12:05–12:55 p.m. Eastern Time

Reserve your place:

https://authenticencountersllc.com/

You don’t need more advice. You need a room.

About Lena Morris

Jealeania “Lena” Morris is the Founder and CEO of Authentic Encounters, LLC and host of Lena Speaks: The Podcast.

Lena works with CEOs, executive teams, senior leaders, and boards to identify hidden leadership behaviors, culture risks, and decision-making patterns that undermine trust, accountability, executive alignment, employee retention, and organizational performance.

Connect with Lena:

Website: https://authenticencountersllc.com/ LinkedIn: https://www.linkedin.com/in/jealeaniadmorris/ Facebook: https://www.facebook.com/authenticencountersllc Instagram: https://www.instagram.com/authenticencountersllc/ Newsletter: https://jealeanias-newsletter.beehiiv.com/ YouTube: https://www.youtube.com/@AuthenticEncountersLLC

What happens when a CEO, executive, founder, or high-capacity leader moves faster than their team can process, align, and trust?

In this episode of Lena Speaks: The Podcast, Lena Morris continues Week 2 of The Reckoning Series with a powerful conversation on The Velocity Mismatch: Why Your Speed Is Outrunning Your Team’s Trust.

A fast-moving CEO can unintentionally create slower organizational results when speed at the top becomes confusion, rework, burnout, disengagement, and quiet resistance throughout the culture.

This episode is for CEOs, executives, founders, senior leaders, HR leaders, culture leaders, leadership teams, and high-capacity professionals who want to build healthier workplace culture, stronger trust, clearer communication, and better leadership alignment.

Join the Summer Reset Rooms

You do not need more noise. You need a reset.

Leadership Reset Room

Tuesdays | 12:05 PM–12:55 PM Eastern | Zoom

$39 per session

Relationship Reset Room

Thursdays | 7:30 PM–8:20 PM Eastern | Zoom

$25 per session

Sign up at authenticencountersllc.com

Timestamps

00:05 Summer Reset Rooms invitation

02:35 Your speed may be creating drag

04:00 The Velocity Mismatch explained

05:45 Welcome to Lena Speaks

07:00 When speed becomes a leadership status symbol

09:35 Motion without shared meaning

11:20 The CEO Speed Tax

13:45 How speed shows up at work and at home

16:00 Real CEO example: slow execution or protective hesitation

18:45 Trust has a speed limit

21:00 Why people stop speaking up in real time

23:15 Is your team resistant or saturated?

26:00 The meeting after the meeting

29:00 Three questions high-velocity leaders must ask

32:30 Fast leadership vs. chased leadership

35:00 The discipline of translation

38:00 The personal reckoning of high-capacity leadership

41:00 Standout leadership statements

43:00 How Authentic Encounters supports leaders and organizations

45:00 Subscribe, share, and visit Authentic Encounters

About Lena Morris

Jealeania “Lena” Morris is the Founder and CEO of Authentic Encounters, LLC. Lena works with CEOs, executives, senior leaders, leadership teams, and organizations to move beyond surface-level leadership training into deeper transformation.

Authentic Encounters helps organizations improve leadership communication, strengthen workplace culture, and develop high-performing leaders through executive coaching, leadership training programs, strategic facilitation, and culture transformation consulting.

Stay Connected

Website: authenticencountersllc.com

YouTube: @AuthenticEncountersLLC

Personal LinkedIn: https://www.linkedin.com/in/jealeaniadmorris/

Facebook Business Page: https://www.facebook.com/authenticencountersllc

Instagram Business Page: @AuthenticEncountersLLC

Newsletter: https://jealeanias-newsletter.beehiiv.com/

Podcast: Lena Speaks: The Podcast

Subscribe to Lena Speaks: The Podcast for honest conversations about CEO leadership, workplace culture, emotional intelligence, executive coaching, trust, communication, leadership alignment, relationships, and the real patterns shaping how people show up at work and in life.

Your most confident leader may not be your most capable leader.

In Week 1 of The Reckoning Series, Lena Morris examines what happens when CEOs, boards, and senior leaders mistake polish, certainty, charisma, and executive presence for genuine leadership competence.

Confidence can command the room. Competence determines what happens after everyone leaves it.

In this episode, Lena explains why organizations sometimes promote people who sound prepared for leadership but lack the self-awareness, adaptability, accountability, and people-development skills the role requires.

You will learn:

• The difference between confidence and competence • Why top performers do not always become effective leaders • Three dangerous forms of confidence: performative, defensive, and untested • How some leaders manage upward while creating damage downward • Why employee silence should never be mistaken for alignment • The hidden costs of misplaced confidence, including stalled decisions, talent loss, and strategic blind spots • Five questions CEOs and boards should ask before promoting a leader • What healthy, accountable leadership confidence looks like

What is the confidence illusion in leadership? The confidence illusion occurs when an organization treats a leader’s visible certainty, polished communication, or charisma as proof of leadership ability, even when that person has not demonstrated the capacity to receive feedback, develop people, change direction, or lead through complexity.

When does confidence become an organizational risk? Confidence becomes dangerous when it is disconnected from curiosity, self-awareness, emotional intelligence, accountability, and adaptability.

How can organizations evaluate leadership readiness? Look beyond the presentation. Examine how the leader responds when challenged, treats people with less authority, develops others, follows through, changes their mind when new information emerges, and receives honest feedback.

This episode is for CEOs, executives, board members, HR leaders, managers, and organizational decision-makers responsible for leadership development, succession planning, workplace culture, employee trust, and sustainable performance.

Join the Summer Reset Rooms

The Summer Reset Rooms are live virtual spaces for leaders and professionals who need room to reflect, confront what is no longer working, and reset how they lead, communicate, and show up.

Leadership Reset Room: Tuesdays, 12:05–12:55 p.m. Eastern Relationship Reset Room: Thursdays, 7:30–8:20 p.m. Eastern

The rooms continue through the first week of August.

Learn more at AuthenticEncountersLLC.com.

About Lena Morris

Jealeania “Lena” Morris is the founder and CEO of Authentic Encounters, LLC and the host of Lena Speaks: The Podcast. She helps CEOs, executives, boards, and leadership teams strengthen emotional intelligence, organizational trust, accountability, workplace culture, executive decision-making, leadership alignment, and team effectiveness.

Authentic Encounters moves leaders beyond training and into transformation.

Share this episode with a leader responsible for selecting, promoting, or developing other leaders.