Your team’s wellbeing could be better by this afternoon.

Strong leadership isn’t just about driving results—it’s about building people.

Gallup’s research shows that wellbeing has five parts: 1️⃣ Career 2️⃣ Social 3️⃣ Financial 4️⃣ Physical 5️⃣ Community

The #1 driver? Career Wellbeing. What your people do every day at work, and how it shapes their life.

When career wellbeing rises, so does everything else.

It comes down to three leadership responsibilities:

• Give your team work that challenges and engages them

• Equip them with the skills and support they need to succeed

• Recognize and reward success

Take a step back today and ask yourself: How am I leading in these areas?

Because improving your team’s wellbeing—and your legacy as a leader—can start this afternoon.

Rekindling the "New School Year" Enthusiasm

Think about the start of a new school year—there’s an energy on campus, a sense of possibility, and a spark of enthusiasm. What if you could bring that same excitement to your team at work?

In this episode, we explore three key elements leaders can use to reignite enthusiasm and engagement:

1️⃣ Fresh Start – Create opportunities for your team to reset, refocus, and approach challenges with renewed energy. 2️⃣ Clarity – Provide clear direction, roles, and expectations so your team can move forward with confidence. 3️⃣ Teamwork – Build collaboration and connection so individuals feel part of something bigger than themselves.

Practical takeaway: Choose one action in each area—a small reset, a clarified goal, and a teamwork initiative—and watch the enthusiasm return to your team.

Because just like a new school year, every leader has the power to spark momentum and excitement.

Remote Work: Millennials vs. Gen Z

As a leader, it’s important to understand how different generations experience remote work.

• Where They Prefer to Work

  • Millennials: 60% hybrid, 35% remote

  • Gen Z: 71% hybrid, 25% remote

• Ideal Coworker Setup

  • Millennials: 33% want coworkers remote

  • Gen Z: 25% want coworkers remote

• Where They Work Best

  • Millennials: 29% offsite

  • Gen Z: 37% offsite

• If Remote Work Was Reduced

  • Millennials: 41% would look elsewhere

  • Gen Z: 32% would look elsewhere

• Choice to Go Into the Workplace

  • Millennials: 30%

  • Gen Z: 66%

• Loneliness in the Last Day

  • Millennials: single digits

  • Gen Z: 27%

What This Tells Us: Millennials value remote work and may leave if it’s taken away. Gen Z has the most flexibility—but they’re the loneliest. Leaders need to provide structure for remote workers. Autonomy should never mean absence. Ask yourself: What structure do you have, and what do you need?

Are you leading remote workers? According to Gallup, they’re the most engaged group in the workforce—but also the most likely to say they’re not thriving. It’s called the Remote Worker Paradox. 📊 Only 31% of remote workers are fully engaged
⚠️ High engagement doesn’t equal high well-being
💸 Burnout and disconnection lead to high turnover—and turnover is expensive So how can you help your remote team thrive, not just survive?
Focus on three key areas: 1 Autonomy – Trust them to own their work 2 Connection – Create meaningful touchpoints 3 Well-being – Support a sustainable work-life rhythm Small shifts here can lead to big results. Thriving teams perform—and stay—better

AI is reshaping what all our organizations need from their employees.   Are they getting the training they need in your organization? 

 

According to Gallup they are NOT; less than one half of employees received any education and training last year.

 

Why not?  Let’s look at the two problems and the solution.

 

Problems:

1. Time - no time to do it
2. Type of Training & Education Needed - receiving training but not what employees find most helpful

Solution:

1. Do this in the workplace
2. Give the correct solution

Incorporate coaching into your workplace.  Would you rather send an individual to a three day training or bring in a coaching program. The cost difference is substantial.  Have you explored that? 

What does your workforce need to be competitive in this AI environment? 

Receive Feedback? Now What?

1. Gratitude - thank the individuals for their time and feedback
2. Analyze and Reflect - look for big themes and trends. How will this behavior change affect my overall leadership?
3. Plan - write it down what you are going to do

 

Listen as I share some examples of feedback and how to work through the above. 

 

Have you done a 360° lately?  Or received any feedback?  How can you be intentional with making the changes you need to make? 

Leadership Goals Check-In:

 

We set goals for a reason. Where are you with the goals you have set?  Let’s look at three areas.

 

• Revisit - Are your goals still valid? What has changed?  Where are you on the trajectory?
• Recalibrate - If you’re ahead great, set a new goal. If things have changed, what do you need to do to recalibrate?
• Communicate - Who do you need to communicate the above with?  Yourself? Your board? 

Want to Level Up as a Leader but Don’t Know Where to Start?

Start with a 360° Evaluation.

It’s not just feedback—it’s a mirror, a megaphone, and a map. 🔍📣🗺️

Here’s why it matters:

1️⃣ You connect with the people who matter most—your team, peers, and leaders.

2️⃣ You control the narrative of your leadership journey.

3️⃣ Your change becomes visible, and others will notice—and echo—it.

Yes, it takes vulnerability and courage.

Yes, you’ll hear things you’d rather not.

But you’ll also gain something powerful: clarity.

Before you start, ask:

👉 What do I really want to know about my leadership?

Whether you use a formal tool or write your own questions, a 360 is your launchpad to leading with purpose and impact. 💥

Suppose you have a boss, who is type-A and driven, always about the metrics, very few meetings outside a work agenda. What does that tell you about that leader’s values?

 

Your values impact your leadership in these four areas.

1. Motivation
2. Fit
3. Leadership Style
4. Biases

 

What is your top value? Define it. Now let’s look at the above areas and how they impact your leadership

Inspiring or Infuriating

According to Adam Galinksy leadership can  be categorized as inspiring or infuriating based on 3 universal characteristics.

 

1. Visionary
2. Example
3. Mentor

 

Put in your head the most inspiring leader you have encountered, now think about yourself and where you land. Let’s walk through the above areas and then choose one area you can improve.