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<h3>Impactful Leaders are...</h3><ol><li>Accountable. Leaders are not victims or blamers. Leaders do not make excuses. They look at what they can do and get it done. They are not perfect and focus on failing forward, not spinning in indecision, perfection, or trying to get ahead. They drive forward because they are constantly building. Rather than feeling down, bad, or guilty, they look at what they can do about it and make things happen.</li><li>Selfless. Leaders have a heart for others along with their goals, but first for others. Leaders are their best when they lead by supporting others to be successful. One win = team win. Do not do things for personal recognition. There is no “I” in team.</li><li>Prepared. Leaders know and work well ahead of deadlines. They are constantly aware of the goal, timeline, and what it takes. They are chipping away, so they are ready before the deadline. They have margin and space for going above and beyond with excellence. Not scraping by on the edge or late. Excellence, not perfectionism.</li><li>Driven and Communicate. Leaders are decisive, directive, and determined because they know what they want, and they make it happen. Not only for themselves but for the world around them. Rising tides raise all, the leader and everyone with them. They do not avoid conflict but gently and patiently navigate through it. They are clear on their mission, vision, and goals and seek to understand others, finding the common win-win. They over-communicate so there is no misunderstanding, confusion, or ambiguity, so any person on the team can share the mission. Clarity is king.</li><li>Disciplined. Leaders are disciplined and act. Always working with a plan because they know what they want, how it will make things better for others, and themselves. They have a path and plan to make it all come together.</li><li>Humble. Leaders are humble and passionate. They are willing to do what it takes and do hard work to get results, rather than feeling entitled to good results without hard work. They ask, "Why does this matter for others and how will it benefit or support them?" They care about people and contribution. Leaders care because they believe people matter, and they want people to know and feel they matter and are willing to work hard for what is right, helps, and makes a positive impact.</li><li>Prosperity-minded. Leaders know there is enough for everyone and know they make the bed they lie in. If they want it, they make it happen by investing over time, not just at the last minute. They are not victim-minded and do not wait for it to be handed or given to them because that is not how it works. God is faithful and blesses, but He wants you to be a wise steward of your gifts and talents and to use them. He blesses what you are doing, not just because you are waiting for a blessing.</li><li>Curious &amp; Adaptable. Leaders are learners. They read books, watch videos, and look to be mentored by those they aspire to be like and ask questions of them. They realize there is always more to learn and seek to NOT be the smartest person in the room. They can admit when they are wrong and love learning and expanding their thoughts, awareness, and ideas. They can adjust and flex with changing winds and situations, rather than being attached to being right or having it their way. They are nimble and agile and find flexibility through constant study, learning, and innovation.</li><li>Self-Aware &amp; Authentic. Leaders know themselves, their strengths, and their weaknesses. Know your strengths and lean into them. Develop the skills you need and accept the ones you do not have. If you do not have it, develop it, or find a partner to support you. Decide how you want to show up in the world. Leadership is not a given. Do you really want to be a leader? If so, be willing to do the hard work to be excellent. If you choose to be a team leader, contributor, or follower, own your lane and be amazing at it. Leadership is not easy, but it is rewarding. &nbsp;If you are going to embark on the challenge, be willing to do what it takes to be GREAT. Leverage your natural skills, expand self-awareness, and grow through blind spots.</li><li>Growth-minded &amp; Resilient. Leaders are always looking to improve. They ask, “How can I be better? What can I learn from that? What will I do differently next time? What is next?” &nbsp;We reap what we sow. When we have a failure or results that we don't like, we reflect on what happened that did not provide the hoped-for results. &nbsp;Be resilient, life is a journey, not a destination. Resilience is not bouncing back when down, it is having building capacity to stay steady and sustain when pressure rises, giving you bend so you do not break, and reserves, so you can rise up.</li></ol>Do not be ego-driven, entitled, deserving, squishy, indecisive, a victim, spinning, or hopeless. Do not pride yourself on status or ego.<ul><li style="list-style-type: none;" data-mce-style="list-style-type: none;"><ul><li style="list-style-type: none;" data-mce-style="list-style-type: none;"><ul style="list-style-type: square;" data-mce-style="list-style-type: square;"><li style="">You matter. You are brilliant and talented. You got this.</li><li style="">Achievement takes work and it is WORTH it &nbsp;&nbsp;</li><li style="">Have fun. Give yourself grace. Enjoy the process. Find balance.</li></ul></li></ul></li></ul><ul style="list-style-type: circle;" data-mce-style="list-style-type: circle;"><li>Know what you want. &nbsp;</li><li>Have a plan to get there. Prioritize. &nbsp;</li><li>Eat the frog. &nbsp;</li><li>Do hard things. &nbsp;</li><li>Spend time on things that matter. Do not waste time on busy work that sucks your time. &nbsp;</li><li>Rise and repeat. &nbsp;</li></ul>

10 Unfiltered Thoughts About Impactful Leaders

<h2>Understanding the Dynamics of Modern Leadership</h2>The landscape of leadership is continuously evolving, driven by rapid technological advancements and changing workplace dynamics. As businesses strive to remain competitive, understanding the latest leadership trends is crucial. Leaders today must adapt to these changes to effectively guide their teams and organizations to success.Adapting to new leadership trends not only enhances a leader's effectiveness but also ensures that their organization stays ahead in a competitive market. From leveraging technology to embracing diversity, the following trends are reshaping the way leaders operate.<figure id="figure-b7eixjcum6m8ru6isy"><img id="b7eixjcum6m8ru6isy" src="https://media.gettyimages.com/id/2157709105/photo/data-fabric-ai-artificial-intelligence-powered-analytics-data-data-verse-big-data-data.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=gYImeeQslIntNzWrO8iIyRALiovJOudFMtQ4GEeUQm8=" alt="modern leadership" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/2157709105/photo/data-fabric-ai-artificial-intelligence-powered-analytics-data-data-verse-big-data-data.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=gYImeeQslIntNzWrO8iIyRALiovJOudFMtQ4GEeUQm8=" data-mce-style="aspect-ratio: 16/9;"></figure><h2>Trend 1: Embracing Digital Transformation</h2>In today's digital age, leaders must be at the forefront of technological advancements. Digital transformation is no longer an option but a necessity for staying relevant. Leaders who embrace technology can streamline operations, enhance communication, and foster innovation within their teams.Whether it's adopting new software tools or integrating AI into business processes, embracing digital transformation can significantly improve productivity and efficiency. Leaders need to invest in continuous learning to keep up with technological changes and inspire their teams to do the same.<h2>Trend 2: Prioritizing Emotional Intelligence</h2>Emotional intelligence (EI) has become a cornerstone of effective leadership. Leaders with high EI can better understand and manage their own emotions, as well as empathize with their team members. This fosters a positive work environment, leading to improved team collaboration and reduced turnover.Developing emotional intelligence enables leaders to handle conflicts more effectively and build stronger relationships with their teams. As workplaces become more diverse, EI is essential for navigating cultural differences and facilitating inclusive work environments.<figure id="figure-u9nu6fptbm8ru6isy"><img id="u9nu6fptbm8ru6isy" src="https://media.gettyimages.com/id/2180768049/photo/emotional-intelligence-concept.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=cNmbEwjfPQP86SRc05mFr4R0cUPFoz8KtqGDCMQoSNY=" alt="emotional intelligence" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/2180768049/photo/emotional-intelligence-concept.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=cNmbEwjfPQP86SRc05mFr4R0cUPFoz8KtqGDCMQoSNY=" data-mce-style="aspect-ratio: 16/9;"></figure><h2>Trend 3: Fostering a Culture of Innovation</h2>Innovation is key to staying competitive in any industry. Leaders who cultivate a culture of innovation encourage their teams to think creatively and experiment without fear of failure. This approach not only drives growth but also keeps the organization adaptable in the face of change.By providing resources and support for innovation, leaders can empower their teams to develop groundbreaking ideas and solutions. Encouraging open communication and collaboration across departments can further enhance the organization's innovative capabilities.<h2>Trend 4: Commitment to Diversity and Inclusion</h2>Diversity and inclusion (D&amp;I) have moved to the forefront of leadership priorities. A diverse workforce brings a variety of perspectives and ideas, fostering creativity and driving better business outcomes. Leaders who embrace D&amp;I create an environment where all team members feel valued and included.Implementing effective D&amp;I strategies involves setting measurable goals, providing training, and ensuring that diversity is reflected at all organizational levels. Leaders must also be proactive in addressing biases and promoting equal opportunities for all employees.<figure id="figure-7vgl95eivm8ru6isy"><img id="7vgl95eivm8ru6isy" src="https://media.gettyimages.com/id/648817898/photo/life-is-amazing-when-you-have-the-greatest-friends-around.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=hiZYuuiIuoQAC4jr3rzTAH1SImziPqxRsgqlqQMreRc=" alt="diversity inclusion" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/648817898/photo/life-is-amazing-when-you-have-the-greatest-friends-around.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=hiZYuuiIuoQAC4jr3rzTAH1SImziPqxRsgqlqQMreRc=" data-mce-style="aspect-ratio: 16/9;"></figure><h2>Trend 5: Leading with Purpose</h2>Today's workforce is increasingly motivated by purpose-driven work. Leaders who can articulate a compelling vision and align their organization's goals with broader societal values are more likely to attract and retain top talent. Purpose-driven leadership helps create a sense of meaning and fulfillment in employees' work.By focusing on social responsibility and sustainability, leaders can inspire their teams to contribute positively to the community while achieving business success. This alignment between purpose and profit is becoming a critical factor in long-term organizational growth.In conclusion, staying ahead in a competitive market requires leaders to adapt to emerging trends that redefine how they engage with their teams and drive their organizations forward. By embracing these leadership trends, leaders can position their organizations for sustained success in an ever-changing business landscape. Christy Geiger, MCC, MA Advancing Leaders from the Inside Out SynergyStrategies.com

Top 5 Leadership Trends: Staying Ahead in a Competitive Market

<h3>The Evolving Landscape of Leadership Coaching</h3>As we move into 2025, leadership coaching continues to evolve in response to complex business challenges, changing team dynamics, and the growing demand for human-centered leadership. Coaching is no longer just a developmental tool for high-performers. It has become a strategic leadership lever, equipping executives to think clearly, lead intentionally, and develop others effectively.These trends reflect not only how leaders are being coached, but how they can coach their people. Whether through formal coaching conversations or everyday leadership interactions, these five insights offer practical ways to elevate leadership capacity across the organization.<figure id="figure-ietwa2sj0om8nleygk"><img id="ietwa2sj0om8nleygk" src="https://cdn.durable.co/getty/28unbKm3jKQZVxMIGjpI5VvhT17dPeOGiO2g8055FuIR2tzOyb6ONJ3IRqlcP5eu.jpeg" alt="leadership coaching" class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9;" data-mce-src="https://cdn.durable.co/getty/28unbKm3jKQZVxMIGjpI5VvhT17dPeOGiO2g8055FuIR2tzOyb6ONJ3IRqlcP5eu.jpeg" data-mce-style="aspect-ratio: 16/9;"></figure><h3>Key #1: Coaching Is Personalized and Data-Driven </h3>Data-driven coaching is becoming increasingly important as organizations look to connect leadership development with real, measurable outcomes. Coaching has evolved from an original tool to fix gaps or correct performance issues into a growth strategy for high performers, increasing reflection and self-awareness while helping leaders gain clarity about who they are and how they show up. Today, coaching builds on those foundations and expands its focus to be a catalyst for movement and insight, supporting leaders as they grow from where they are to where they want to be.Additionally, data-driven tools and approaches are helping accelerate that movement by bringing insight into what is working, what is not, and what needs to shift to drive meaningful progress. Leaders are looking for development that delivers results through a focused discipline using performance trends, behavioral patterns, and business data to create clarity and direction.Coaching often begins with foundational tools such as assessments and 360 feedback. These provide valuable insight into a leader’s style, reputation, and strengths. From there, coaching is expanding to explore new ways to measure behavioral patterns, leadership effectiveness, and team impact. This includes identifying relevant performance metrics and creating simple ways to track growth over time.This trend goes hand in hand with the need for personalized development. Leaders benefit most when coaching is tailored to their unique goals, strengths, and context. When data and personalization come together, coaching becomes both relevant and transformative. It allows leaders to track growth, adjust in real time, and lead others with greater focus and intention.<h3>Key #2: Emotional Intelligence is Essential&nbsp;</h3>In 2025, emotional intelligence is taking center stage in leadership coaching. As businesses become more people-centric and team dynamics more complex, the ability to understand and manage emotions is essential for effective leadership. Coaches are helping executives grow their capacity to lead with self-awareness, empathy, and emotional presence.Emotional intelligence coaching often includes reflection practices, interpersonal feedback, and techniques to enhance relational communication. These skills help leaders recognize how their emotions influence others, respond constructively under pressure, and create a grounded presence for their teams.This focus is not just personal. It directly impacts team performance and organizational culture. Leaders who demonstrate emotional intelligence are better equipped to hold space for others, model calm in high-stress environments, and build trust through clear and compassionate communication. High-performing teams often reflect the emotional maturity of the leader. As executives strengthen their emotional intelligence, they elevate the culture around them.<figure id="figure-a8l9unijvm8nlf5hj"><img id="a8l9unijvm8nlf5hj" src="https://cdn.durable.co/getty/31hhgpQkPN9Wr2mwjs3XsBmKOoY1qTruk7ItEVXAjIQJfai408ljUn1dlBVi1Kv1.jpeg" alt="emotional intelligence" class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9;" data-mce-src="https://cdn.durable.co/getty/31hhgpQkPN9Wr2mwjs3XsBmKOoY1qTruk7ItEVXAjIQJfai408ljUn1dlBVi1Kv1.jpeg" data-mce-style="aspect-ratio: 16/9;"></figure><h3>Key #3: Value Human-Centered Co-Design&nbsp;</h3>Coaching today models and encourages leaders to co-design conversations, needs, and agreements. It is about a human-centric approach that sees the person as a human being before a human doing. In being people first, it approaches work with a lens that creates with people rather than leading through command and control. This reflects a deeper shift in workplace culture where inclusion, engagement, and shared ownership are key to long-term success. It requires understanding and patience while holding standards, excellence, and driving results.When executives see people as humans and engage through collaboration by involving their people in goal-setting, decision-making, and problem-solving, engagement and results increase. Co-design builds alignment and accountability while also reinforcing the belief that every voice matters. Leaders who embrace this approach create environments where innovation and ownership thrive.<h3>Key #4: Sustainable Systems Require Adaptive Leadership&nbsp;</h3>As the speed of work continues to increase at a lightning rate, the demand for strong processes and systems is also rising. Clear systems allow people to move faster and build on a solid foundation rather than starting from scratch and spending precious time recreating. Without systems, speed can quickly lead to inefficiency and burnout. As a result, the conversation around sustainability is expanding to include not just wellness, but workflow.Leaders are under pressure to get more done in less time without burning themselves or their teams out. At the same time, organizations need to build scalable systems that support consistent execution while continuing to grow and adapt. This requires a fragile balance between structure and flexibility. Leaders must strengthen their capacity to create systems that sustain and scale, while also expanding their agility to stay responsive in an ever-changing environment.Coaching is helping leaders assess and continually monitor what to standardize and where to remain flexible. It supports leaders in building infrastructure for clarity and consistency, while staying aligned with shifting needs, changing priorities, and new opportunities. This mindset is not only practiced by the leader, but taught and modeled throughout the team.<figure id="figure-5gdev1n1zgm8nlfbjv"><img id="5gdev1n1zgm8nlfbjv" src="https://cdn.durable.co/getty/39x3Lq2EBicOMzki6uogEhKSNhs2CAYxASqhofT7F9IZYT8lHUFKoHTMRS3PhtY8.jpeg" alt="sustainability leadership" class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9;" data-mce-src="https://cdn.durable.co/getty/39x3Lq2EBicOMzki6uogEhKSNhs2CAYxASqhofT7F9IZYT8lHUFKoHTMRS3PhtY8.jpeg" data-mce-style="aspect-ratio: 16/9;"></figure><h3>Key #5: Peer Coaching and Collective Insight Strengthens Growth</h3>Peer coaching is gaining traction as a powerful tool for leadership development. By engaging in peer-to-peer learning, executives gain diverse insights and perspectives that enrich their understanding of leadership challenges. This collaborative approach fosters a sense of community, accountability, and shared responsibility among leaders.Peer coaching sessions often involve group discussions, feedback exchanges, and real-time reflection on leadership experiences. These conversations deepen trust, encourage continuous learning, and create shared momentum. Coaching is no longer just an individual practice. It is becoming a collective leadership habit that strengthens teams from the inside out.Leaders are integrating peer learning into their organizations through roundtables, cross-functional coaching groups, and structured reflection during team or leadership meetings. These spaces give leaders the opportunity to coach and be coached, building both capability and connection.To begin, leaders can invite a few trusted peers or reports into regular conversations focused on growth and reflection. These simple interactions help normalize coaching behaviors across the organization and reinforce a culture where learning, support, and development are part of everyday leadership.<h3>So what; Now what?&nbsp;</h3>These trends are more than coaching techniques. They are a roadmap for how leaders can develop themselves and their teams in a way that is meaningful, sustainable, and effective. Coaching is not just what leaders receive. It is how they think, relate, and grow their people.As we move into a new year, leaders who embrace these insights will not only navigate change more effectively. They will build teams and cultures that are equipped to grow, adapt, and thrive.What stands out to you the most? Which key feels most relevant or timely for your leadership? What would support you and your team most right now?<figure id="figure-amms9ajqntm8nstwhs" class=""><img id="amms9ajqntm8nstwhs" src="https://media.gettyimages.com/id/646805636/photo/quality-customer-service-is-a-team-effort.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=Dp1NLaxplpGHPuubwg0qbYAEMt8p5NKjA-WsP4iutSk=" alt="Quality customer service is a team effort" title="Quality customer service is a team effort" class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9; object-position: undefined undefined;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/646805636/photo/quality-customer-service-is-a-team-effort.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=Dp1NLaxplpGHPuubwg0qbYAEMt8p5NKjA-WsP4iutSk=" data-mce-style="aspect-ratio: 16/9; object-position: undefined undefined;"></figure><h3>Quick Review: 5 Leadership Coaching Trends for 2025</h3>1. Personalized and Data-Driven: Coaching blends individual growth with measurable results for focused development. 2. Emotional Intelligence is Essential: Leaders are building self-awareness, empathy, and relational strength. 3. Human-Centered Co-Design: Collaboration replaces command-and-control as leaders co-create with their teams. 4. Sustainable and Adaptive Systems: Strong leadership balances structure with flexibility to stay effective and responsive. 5. Peer Coaching Builds Capacity: Shared learning and feedback create cultures of trust, growth, and collective insight.Leadership coaching is no longer a side tool. It is a central part of how leaders grow, think, and lead others well. These five trends offer both insight and invitation.&nbsp;What is one conversation, habit, or mindset you could shift to reflect the leader you are becoming? Christy Geiger, MCC, MA Advancing Leaders from the Inside Out SynergyStrategies.com

Leadership Coaching Trends for 2025: 5 Key Insights for Executives

<h3>Episode #44 Learning Guide for Podcast &nbsp;&nbsp;</h3>Topic: 4 Awarenesses Leaders Need for Strong Accountability Podcast: The Innovative Leader Series Listen Here: <a href="https://www.youtube.com/watch?v=d1k3hTTuQQo" data-mce-href="https://www.youtube.com/watch?v=d1k3hTTuQQo" data-mce-selected="inline-boundary">https://www.youtube.com/watch?v=d1k3hTTuQQo﻿</a>Episode Focus:Accountability is not about control—it is about alignment, clarity, and care. This episode highlights four awarenesses leaders need to move from “squishy accountability” to strong, effective leadership that supports real follow-through.<h3>4 Awarenesses Every Leader Needs for Strong Accountability</h3><ol><li>Clarity in Roles and Expectations<ul><li>Confusion creates fog. Clear responsibilities prevent misalignment.</li><li>Tools like the EOS Accountability Chart can help define “Who is doing what by when—and how do we know?”</li><li>Reflection: Where might your team have role overlap, missing ownership, or “bouncing balls”? What needs to be clarified?</li></ul></li><li>Adaptability During Uncertainty and Change<ul><li>Change is constant. Leaders must stay centered to lead others through it.</li><li>Focus acts as your “spotting point”—like a gymnast keeping balance during cartwheels.</li><li>Stay aligned with mission, goals, and quarterly priorities—even when everything feels in motion.</li><li>Reflection: How are you helping your team stay anchored during fast-moving change?</li></ul></li><li>Effectiveness in Communication<ul><li>Clear, frequent, and two-way communication builds trust and team cohesion.</li><li>Use the SCARF model to reduce threat and foster connection (Status, Certainty, Autonomy, Relatedness, Fairness).</li><li>Leaders must communicate both down and up. Managing up is not optional—it is good leadership.</li><li>Reflection: Are you creating regular space to check in, realign, and support clarity both ways?</li></ul></li><li>Courage in Addressing Conflict<ul><li>Conflict avoidance leads to drift. Facing issues with care keeps relationships and performance healthy.</li><li>First, check: Was the expectation clear? Was training or support provided? Leaders should seek to understand before acting. Tools like Never Split the Difference and The Anatomy of Peace support this mindset.</li><li>Reflection: Where have you hesitated to address misalignment? What conversation needs to happen now.</li></ul></li></ol>Tools &amp; Resources Mentioned:<ul><li style="">EOS Accountability Chart</li><li style="">SCARF Model (David Rock)</li><li style="">Never Split the Difference by Chris Voss</li><li style="">The Anatomy of Peace by The Arbinger Institute</li></ul>Listener Reflection Questions:<ul><li>Which of these four awarenesses is strongest for you right now?</li><li>Where are you noticing breakdowns or friction in accountability?</li><li>How do you stay focused and grounded in the midst of change?</li><li>What helps you address conflict clearly and constructively?</li></ul>

TILP 44: 4 Awarenesses Leaders Need for Strong Accountability

<h3>Trusting Your Inner Compass: A Leadership Skill for Decisive Action</h3>In both our personal and professional lives, the ability to trust our intuition , aka: “inner compass”, is invaluable. This skill is essential for leaders who often need to make quick, high-stakes decisions, even when they don’t have all the facts. But understanding and accessing this “gut feeling” can sometimes feel elusive, especially in the fast-paced, noise-filled world we live in. &nbsp;Understanding the facts, context, and essential data is part of the equation, but ignored gut feelings can subconsciously lead to indecision, conflict, squishy communication, partial action, procrastination, etc. Understanding our gut voice helps us align the facts with feelings and our internal “knowing”. The concept of trusting your gut is essential for all of us, no matter our role, whether we are leading a team, managing a project, or making personal choices. Below are 5 steps to walk you through the skill of tapping into your inner gut and compass, so you can access your intuition clearly, even in challenging situations.<h3>5 Key Steps:</h3><ol><li>Know Your Inner Compass. Understanding your intuition begins with practice. To strengthen this skill, start by recalling moments when you “just knew” something without a logical explanation. Maybe you sensed that a person was trustworthy or that a particular decision would yield positive results. When you regularly observe these instances, you become better attuned to recognizing them in the future. Reflecting on your “gut knows” can be incredibly helpful for refining this skill over time. It’s not about magic or guessing; it’s about tuning into what your experience and instincts have already taught you.</li><li>Identify and Clear the Noise. In the digital era, distractions, external pressures, and rapid information flow can cloud our internal thoughts, making it difficult to hear our intuition clearly. Clearing the noise means recognizing what might be creating confusion: is it fear of judgment, urgency from deadlines, or pressure from others’ expectations? Try and step away from media for a bit, do a journal or clearing activity to write your thoughts and try and focus on what is really bothering you, what is important to you, and what you are trying to decide or deal with. Once you identify what you are really trying to address, you can reflect on the difference between what you feel you “should” do (external pressures) versus what you “want” (want from your internal wisdom and knowing) to do (internal sense). Techniques like mindfulness, a brief digital detox, or even a short walk can be great ways to clear your head, allowing your true instincts to surface.</li><li>Ask Yourself Clarifying Questions. After you have identified what you are really trying to get understanding on. Keep drilling in. In decision-making, questioning is key. Leaders who successfully navigate tough choices know that asking the right questions often brings clarity. If you’re feeling uncertain, ask yourself questions such as, “What am I truly afraid of here?” or “What facts support my intuition?” Asking questions helps separate genuine gut feelings from other emotions, such as fear or guilt, that might be influencing your decision. Notice the emotions that are showing up in the situation, as those can cloud our gut voice, as our “saboteurs/gremlins” attempt to protect but derail our gut voice, like a magnet near a compass. Make sure to identify thoughts and feelings so you can remove any energy that would cloud clarity. &nbsp;Discernment is crucial. This step ensures that you’re truly following your inner compass (higher self and sage voice) rather than reacting out of fear or pressure (from the saboteurs and gremlins).</li><li>Take Time to Sit with Your Decision. During uncertainty, giving yourself a pause to sit with your feelings can be a game-changer. Often, taking a short period, like 24 hours, allows time for reflection without letting the opportunity slip away or responding too slowly. &nbsp;During this time, stepping away from the topic and seeing what shows up can be useful. Sometimes it is that walk or shower time, that new thoughts hit your clear mind, and you have a deeper sense of what is important or what this is about on a deeper level. Having a conversation with a trusted friend or your coach can help bring clarity as you reflect on where you were, where you want to go and your thoughts about what is between. Often working through this confirms your gut/compass direction or reveals gaps/misalignment or something off track. Reflection enables you to create space to check and assess if your decision aligns with your deeper values and stays clear even after a little time, ensuring it is your gut and not “emotions”, “reactions” or other motives.</li><li>Trust and Test Your Gut. Once you’ve taken the time to clarify your inner guidance, commit to your decision. Stay observant, and in the process there are often developments and evolution. &nbsp;If a decision keeps resurfacing or causing doubt, this might indicate it wasn’t truly aligned with your inner compass or it is something that needs co-designing or developing with someone rather than working autonomously. The “boomerang” effect (where the issue comes back to you) is a useful checkpoint, prompting you to re-evaluate and make any necessary adjustments. It does not mean the gut was wrong, it means there are more layers and dynamics to be concerned.</li></ol>The higher you rise in leadership, the more you need to rely on this inner compass. Whether you’re facing decisions about team dynamics, strategic direction, or high-stakes commitments, a finely tuned intuition can be one of your greatest assets.<h3>Bottom line, use your inner compass and gut to lead effectively by: &nbsp;</h3><ol><li>Knowing Your Intuition: Practice tuning into it by recalling times when you “just knew.”</li><li>Clearing the Noise: Remove external pressures and distractions to access your inner compass.</li><li>Asking Clarifying Questions: Discern between genuine intuition and emotion-driven reactions.</li><li>Reflecting: Take time to sit with your decision, allowing yourself to gain clarity.</li><li>Trusting Your Decision, Testing for “Boomerangs”: Commit to your decision and observe if doubts return, indicating re-evaluation might be needed.</li></ol>Mastering the art of intuition takes patience and practice. But for those in leadership, honing this skill is a powerful way to navigate complex decisions and guide your team with confidence and clarity.

5 Keys to Hearing Your Gut Voice and Finding Your Inner Compass

As leaders, it’s essential to know when we have drifted into a maintaining/survival mode versus driving growth mode. The commonly said, “If you’re not growing, you’re dying” is a tough reality because the world is constantly advancing and moving so the lack of growth inadvertently creates regression just by not growing.Ray Kroc, founder of McDonald’s would say, “You’re either green and growing, or you’re ripe and rotting.” &nbsp;In a healthy, energetic space we naturally choose growth. In a tired space, we drift to maintaining, which can easily turn into surviving. The difference between the two often comes down to mindset and actions. We often want the results of the growth mode but don’t realize that activity is what gets either maintenance or growth results. What we put in, impacts what we get out. &nbsp;Maintenance actions in = Survival Results. Driving actions = Growth results.Sometimes we can feel weary and defensive about growth, wanting credit for the hard work done, craving a break, wanting the effort to be enough, struggling to find the energy to do more, and reconciling what we can sustain and give. &nbsp;This struggle can cause leaders to push back against the growth mindset and mode.In the growth mindset and mode, it is not about 10xing results or doubling your income, but it is about a forward and evolving nature. When in maintenance, you can accidently be regressive not because you regressed but because the world moved forward while you were standing still. &nbsp;If you desire those growth results, here is a proven process to assess where you are and, more importantly, how to make sure you don’t drive into survival and instead stay in a growth-focused, high-performance mindset and mode.<h3>Step 1: Recognize the Mindset You Are In</h3>Start by taking an honest look at your current mindset and energy levels. Are you in maintenance mode or are you pushing forward with upskills, innovative and evolutionary thoughts, improvements, and advancements? Here are the 2 modes to help assess which one you might be in:<ul><li>Maintenance / Survival Mode: You feel tired, overwhelmed, and like you’re just getting through the day. There is more doubt, hesitation, and a sense of doing the minimum. Tasks feel heavy and even when you make progress, it doesn’t last long because you’re running low on energy. &nbsp;You know you are working hard and want credit for the progress made but the results are not showing up yet. You don’t want to be negative but inside you feel tired, a bit discouraged, and exhausted. &nbsp;You do not want to feel negative but do feel the grind or struggle inside to get further, move faster, or at least have more help or support. (Might shift to blaming or needing more from others, as you feel you have given everything you can). &nbsp;It is something that happens naturally in leadership when demands are high, in the midst of changing seasons, or buffering external pressures. It’s easy to drift into survival mode when resources are stretched, or when you’re focused on maintaining stability. You are getting through the day by doing what’s necessary. Tasks can feel heavier, and progress may come in bursts but doesn’t seem to last long. It’s a sign that your energy might be low, even though you are showing up and doing your best. All these are indicators you might be driving into the maintenance/survival mode.</li><li>Growth Mode: In growth mode, you feel decisive, focused, and energized. You fail forward, trust yourself and your decisions, and there’s a sense of purpose behind your actions. You know your goals and focus on them, driving actions that will make them happen. You understand what it takes and are willing to do it. You might feel tired but ask “what else will it take” and push forward with confidence, knowing that your efforts are aligned with your long-term vision. There’s energy behind your actions, and you believe in the results you’re driving towards. You see the team and others as allies not enemies, partners not liabilities. You have a zeal and zest, a determination to make it happen. You dig into your reserves to find your resilience and strength because you know your mission matters. You look to learn, are curious, ask questions, and constantly scan to make things better, not for the sake of erratic and useless change but for continual improvement and leveraging opportunities as they present themselves. You are on the move and attracting (not pushing) people to move with you.</li><li>Application &amp; Action: Reflect on your mindset with compassion for yourself, your team, and your company. Are you more in a maintaining or growth mode/mindset? How are you in each and why? Recognizing this shift is key to resetting and recharging.</li></ul><h3>Step 2: Assess Your Surroundings: Are they in Maintenance to Survival or Driving to Growth Mode?</h3>Once you’ve recognized your mindset, evaluate your surroundings—internally and externally. Leaders often unintentionally create a survival mode from their environment set up, working to maintain, but accidentally losing ground as the world moves forward. The “recipe” of our day creates our results. What is in your day that is helping you to get the results you are getting?<ul><li>Maintenance / Survival Environment: <ul><li>Perspective: Reacting to problems instead of proactively taking time to be in the helicopter, see the big picture and timely developments.</li><li>Goals: Outdated, forgotten, or unclear goals that feel disconnected from your daily actions</li><li>Team: A team focused on maintaining, not innovating (good enough mindset). Lack of training, accountability, or communication.</li><li>Space: A cluttered or disorganized workspace that feel overwhelming, chaotic, and drains energy.</li><li>Focus: Fire drills, hiccups, and nonsense that lead to circular activity, drama, squishy decisions, tolerations, and overwhelm.</li></ul></li><li>Growth Environment:<ul><li>Perspective: Taking key strategic time each day and week to be in the helicopter to communicate, check and verify, encourage, champion, and inspire the team toward the vision and purpose</li><li>Goals: Clear, proactive goals that align with a bigger vision.</li><li>Team: A team that’s engaged, motivated, and empowered to take ownership because they have had time and attention from leadership, feedback, and information to make better decisions, support to have obstacles removed, and clarity and direction to be able to do their part well.</li><li>Space: An organized space and schedule that supports focus, prioritizing, and creativity.</li><li>Focus: A sense of clarity and momentum toward achieving purpose and impactful results.</li></ul></li><li>Application &amp; Action: Identify areas where your surroundings support survival and where they can be optimized for growth. Small changes—like organizing your workspace or aligning team objectives—can make a huge difference in your overall momentum.</li></ul><h3>Step 3: Shift to a High-Performance Growth Mode</h3>The key to moving from maintenance/survival to drive/growth is aligning your actions and environment with the results you want.Action Steps to Shift:<ol><li>Revisit Your Goals: What are your goals for yourself, your team, and your business? Where can you push for bold moves?</li><li>Empower: Talk to the team about the vision, focus, and goals. Get their thoughts and insights on how you can achieve this together. Learn what is important to them and create a plan for who will do what, by when and how everyone will know. Create tracking to make sure progress is made weekly. Set milestone targets and celebrate wins so you can drive and push hard but not burn out.</li><li>Prioritize High-Energy Actions: Focus on activities that energize and move you toward growth. Eliminate those that drain you or don’t align with your goals. What have you been doing that is not needed anymore? What needs to be adjusted or upgraded?</li><li>Check-In Regularly: Stay accountable by setting check-ins to review progress and ensure you remain in growth mode, not slipping back into maintenance. </li></ol>Application &amp; Action: Start implementing growth actions today. &nbsp;Growth requires consistent effort and a proactive approach. Notice your energy and how you feel. Work on your goals and focus until you feel excited about it. If you are having a hard time finding the energy, consider talking to a coach to help recenter and refocus.Often when in the maintaining mode, leaders can slowly find themselves feeling more behind and buried. Rather than waiting, tolerating, and delaying, thinking “Just get through this” or “It will be better in a few months”, make a commitment to shift things now. &nbsp;Generally, when people are stuck in urgent, the only way out of urgent is to make time for the important, even when they feel there is no time for the important. Likewise, the only way out of maintaining is driving, even when you feel you don’t have the time or energy for it.The gap between survival and growth often comes down to whether you’re following a maintenance or growth recipe. If you want growth results, it’s crucial to stop operating in survival mode and intentionally create an environment that supports high performance. What mindset are you in right now? What are your environments nurturing and setting you up for? What changes are critical to align yourself for growth results?

3 Key Critical Steps to Shift from Maintenance to Growth Mode: A Leader’s Guide

Synergy Strategies

Synergy Strategies is a leadership and executive coaching firm providing professional development for executives, leadership teams, managers, and organizations. Led by Christy Geiger, MCC, the firm offers one-on-one coaching globally and utilizes tools such as IMX DISC, Gallup StrengthsFinder, and EQ-i 2.0 emotional intelligence assessments. Coaching supports leaders in gaining clarity, building focus, and creating a strategic plan for growth. Areas of focus include emotional intelligence, strategic thinking, team alignment, communication, and sustainable performance.



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