I've noticed something about many of the leaders I work with: We don't always know what to do with the extra space.

Instead of enjoying a quiet walk, we listen to a podcast. Instead of watching the sunset, we answer a few emails. Instead of sitting with our thoughts over a morning coffee, we reach for our phones.

One thing I noticed during the match was the number of small huddles on the field. Players would gather to briefly check positions and assignments. All this is done while making eye contact. Whenever a substitute came off the bench, there was another quick chat to make sure everyone was on the same page.

The conversations were quick and meaningful. Once the ball is rolling, confusion or uncertainty can lead to a goal.

It’s the same with successful organizations. I work with many leaders who are good at discussing execution, accountability and performance.

When talking about communications, employees aren’t talking about the types or the volume, they are asking for more clarity, not more communication.

How does your team describe your leadership style? Are you seen as a nice or tough manager?
When I coach leaders, they’re often at one end of the spectrum or the other.

The science is clear: creativity and decision-making improve when the brain gets time to recover. Cognitive performance declines over time, yet recovery can actually enhance performance, those mental breakthroughs and insights that tend to show up when you step away.

It may have been the best training I’ve ever experienced. Breathwork. Regulation. Awareness. Community. Learning how to stay out of the amygdala’s fear spiral and remain grounded and present.

Have you noticed the move back to analog? More and more people are intentionally stepping away from screens to improve their mental health, well-being, and sense of fulfillment.

Here are a few ideas we explored together this year.

I work with senior leaders across a wide range of sectors, and there’s one challenge almost all of them quietly struggle with, but rarely admit out loud: the higher you rise, the less candid feedback you receive.

Most organizations now give everyone access to each other’s calendars. It’s efficient in theory, but in practice, it can be highly dysfunctional, because it allows anyone to drop something onto your day without your input.

Unresolved conflict within your team or company is uncomfortable and costly. In fact, it’s the number one cost for organizations, outweighing market conditions or competition. If left unaddressed, conflict leads to productivity dips, absenteeism, staff turnover, diminished employee wellness, and even legal action.

How can you maintain peak performance into the fall? If you’re a regular reader of my newsletter, you’ll know that I’m a big believer in energy management. 

Let’s look at some standard energy zappers and the solutions to overcome them. 

In my opinion, one-on-one meetings are the backbone of organizational relationships. They help staff stay connected to their role, to the organization, and their manager.

These meetings don’t have to be long, but they are essential, and they need to happen consistently. When employees feel heard and valued, it fosters trust and loyalty, and enhances employee performance and well-being.

I am always surprised by the number of leaders who don’t take vacations. This tendency appears to be most prevalent among mid- to upper-level managers who are still seeking to establish their credibility.

 Regular counselling helps leaders maintain their mental health, sharpen their leadership capabilities, and achieve sustainable success in their roles.

Over the years, I’ve noticed a trend among the best leaders I work with: A deep commitment to staying fit.

Yet many of them assume that committing to regular exercise only benefits their personal health and well-being. Many don’t realize that those regular workouts also boost their professional performance. Staying fit doesn’t just benefit the body; it also sharpens the mind.

Meetings are essential for communicating with your team. The time spent together allows them to ask questions, contribute ideas, brainstorm, problem-solve, team-build and be on the same page.
However, some meetings are unnecessary or poorly managed, leaving attendees feeling that their time could have been better spent doing other work.

When employees feel recognized, heard, and appreciated, their performance improves. They become more engaged, more motivated, and more loyal. It starts with simple conversations.

 Asking employees about their job duties, learning goals, frustrations, and career aspirations benefits both the individual and the organization.

here are 10 practical strategies leaders can adopt during their workday to better manage energy and well-being:

I want to re-share my list of tips and strategies that have worked for me over the years. I shared this list in last December’s newsletter and added a new bonus tip on kindness for 2025!