Most executives assume that high performance is the result of talent, experience, or relentless drive. In reality, the leaders who sustain performance over time are doing something quieter and far more intentional. They design how they think, how they manage energy, and how they recover. The outcomes follow. As you

I wanted to share a moment when a CEO’s setback revealed a hidden choice every leader faces: amplify the pain or find the opportunity. I was sitting across from Phil, a CEO who had just lost a major client. His shoulders sagged, and his eyes were fixed on the conference

At SOLVE, we’re excited to share a series of enhancements to our assessment software, HireForward® — designed to help you hire professionals and managers more confidently, develop more intentionally, and make talent decisions using the most predictive assessments available — customized to your organization’s exact needs. Whether you’re already using

Many of my blog topics are sparked by real conversations with clients. Just yesterday, I was speaking with three executives who have led through challenges about a major, multi-year change initiative, and our discussion centered on a familiar challenge: how to help people become more open to change. To address

You Are Perfect. Why Change? In the fast-paced world of executive leadership, change is often seen as the key to improvement. Leaders are expected to constantly evolve, adapting to new strategies, technologies, and trends to stay ahead. But what if I told you that true growth doesn’t come from change

The upcoming days and months (perhaps years) will continue to examine what it means and how it feels to be American. As the election approaches, many people I advise find themselves predicting its impact on their lives, communities, and even the world. At times, I recognize my thoughts trailing and

In a world driven by assessments and measurements of intelligence, it’s easy to commingle IQ with critical thinking. Both are pivotal aspects of cognitive abilities, but they serve distinct purposes. Understanding these disparities is crucial for hiring practices and professional development. So, let’s delve into the disparities between IQ and

Why Executive Coaching Fails† The most common reasons executive coaching doesn’t work or feels inert. What does “stuck” mean in an executive coaching context? In my experience, it means the leader (receiver of coaching) has not experienced progress towards their goals in the first three sessions – even something as

I’m critical of the definition touted by the International Coach Federation’s (ICF) – what some consider the credentialing agency for coaching. The ICF defines coaching as: Partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. I take issue with this