If you’re stepping into a new leadership role, how you set the tone matters. Here are three practical ways to build credibility right from the start. Donuts are optional—follow-through is required.

Ever joined a project where everyone thought someone else was handling something important… only to find out no one was? That’s what happens when roles and expectations aren’t clear. Suddenly you’re starring in The Mysterious Case of Missing Responsibilities.

Confession time: I’ve trained for half marathons the wrong way. More than once. Turns out, running 30+ miles a week makes you really hungry, and having three pints of beer the night before a half is a big no-no. Here’s what I learned about mistakes, momentum, and making a better plan.

What do you do when you’re in charge, but no one has to listen to you? I learned the answer while leading my church’s auction fundraiser. Here’s how influence—not authority—helps you get people on board (and three ways you can build it).

Leadership isn’t about having all the answers—it’s about helping people find the answers together. Try this when you don’t know the answer: “I’m not sure yet. Let’s figure it out together.”

My main goal for vacation this year was simple: get a family photo. Not a perfect photo—just one where no one had to yell to make it happen.

Leading isn’t just top-down—it’s also about managing up. Knowing how to communicate with your boss is a key leadership skill. Here are three simple tips that can make a big difference.

Last week, I asked my community for help with a word that seems to send shivers down the spines of my students at Georgia Southern University: feedback. So, I put the question out there: Do you have a better word than feedback? And wow, did you deliver. Read on to learn my new word.

I’m asking for your help: Do you have a better word than “feedback?” Seriously—I need it. I’m gearing up to teach Public Speaking again this fall at Georgia Southern University, and every time I say the word “feedback,” I can practically see my students’ shoulders tighten like they’re bracing for a root canal. Any ideas?

When it comes to learning how to motivate without micromanaging, your quiet trust speaks louder than instructions ever could.

July 2 is halfway day—the perfect moment to pause, take a breath, and reflect on what you’ve planted so far this year and get real about what needs to happen to end the year strong.

In high-pressure moments, teams either come together—or fall apart. During my time at The Ford Plantation, a simple weekly meeting routine helped build the kind of trust that carried us through a crisis. If you lead a team, this one’s for you.

When my mom decided to go back to college when my sisters and I were in middle school, our life turned upside down. The experience was transformational, and we learned more than just life skills.

When leaders try to make every decision, or do everything themselves, they bottleneck progress and discourage initiative. Plus, they never get to leave the office on time. Here’s how to prepare your team to make decisions.

If you had asked me at the start of my career what makes a great leader, I would’ve answered with full confidence—and been completely wrong. Trust is what turns a group of people into a team.

Have you ever had a work relationship that was so broken you thought you’d never be able to fix it? I had this exact situation early in my career. What I learned is that trust can be repaired—but only with honesty, consistency, and a little humility. Here’s how to take the first step.

Clear and concise communication isn’t just a “nice to have”—it’s how leaders build trust, create alignment, and drive results. And yet... even the best communicators occasionally step in it. Here are three common mistakes even good leaders make (and how to avoid them).

Have you ever heard the phrase, “The fish rots from the head down?” It’s often used to suggest that when an organization is struggling, leadership is likely the root of the problem. In other words, dysfunction starts at the top. Culture is revealed in what leaders do, what they celebrate, and what they tolerate.

Feedback isn’t just about checking a box during annual reviews—it’s about creating an atmosphere where team members feel heard, respected, and motivated to contribute their own ideas. People don’t need perfect leaders. They need honest ones who listen, learn, and grow. Let’s make sure we’re not just inviting feedback—we’re earning it.

If you can recognize the emotional responses of others without necessarily agreeing with them, you have empathy. Use that when you have to address underperformance in the workplace. Empathy builds trust. Trust builds performance. And performance builds strong, resilient teams.