Leading With Authenticity

One of the toughest tests of your leadership isn't how you handle success. It's how you navigate disagreement. I noticed this in the SEAL Teams and in my work with executives: Those who master difficult conversations outperform their peers not just in team satisfaction, but in decision quality and innovation. The problem? Most of us enter difficult conversations with our nervous system already in a threat state. Our brain literally can't access its best thinking when flooded with stress hormones. Through years of working with high-performing teams, I've developed what I call The Mindful Disagreement Framework. Here's how it works: 1. Pause Before Engaging (10 seconds) When triggered by disagreement, take a deliberate breath. This small reset activates your prefrontal cortex instead of your reactive limbic system. Your brain physically needs this transition to think clearly. 2. Set Psychological Safety (30 seconds) Start with: "I appreciate your perspective and want to understand it better. I also have some different thoughts to share." This simple opener signals respect while creating space for different viewpoints. 3. Lead with Curiosity, Not Certainty (2 minutes) Ask at least three questions before stating your position. This practice significantly increases the quality of solutions because it broadens your understanding before narrowing toward decisions. 4. Name the Shared Purpose (1 minute) "We both want [shared goal]. We're just seeing different paths to get there." This reminds everyone you're on the same team, even with different perspectives. 5. Separate Impact from Intent (30 seconds) "When X happened, I felt Y, because Z. I know that wasn't your intention." This formula transforms accusations into observations. Last month, I used this exact framework in a disagreement. The conversation that could have damaged our relationship instead strengthened it. Not because we ended up agreeing, but because we disagreed respectfully. (It may or may not have been with my kid!) The most valuable disagreements often feel uncomfortable. The goal isn't comfort. It's growth. What difficult conversation are you avoiding right now? Try this framework tomorrow and watch what happens to your leadership influence. ___ Follow me, Jon Macaskill for more leadership focused content. And feel free to repost if someone in your life needs to hear this. 📩 Subscribe to my newsletter here → https://lnkd.in/g9ZFxDJG You'll get FREE access to my 21-Day Mindfulness & Meditation Course packed with real, actionable strategies to lead with clarity, resilience, and purpose.

The Power of Vulnerability: A #Leadership Lesson from Lionel Messi 🇦🇷⚽ 🐐 🏆 As an executive coach with Argentine roots (and a house full of futbol players +fanatics!), I couldn't help but draw a powerful leadership lesson from Lionel Messi's recent #performance in the Copa Cup. Messi led Argentina to victory despite an ankle injury, supporting his team from the sideline and playing a supportive role. But it's not just the win that's noteworthy - it's how he handled the setback in the finals. Messi didn't hide his pain.  He didn't pretend everything was fine.  He showed #vulnerability, grimacing and limping at times, yet persevering. This is a masterclass in leadership: ▶ Embracing Setbacks: He acknowledged his injury but didn't let it define him. ▶ Perseverance: Despite challenges, he pushed through, inspiring his team. ▶ Leading by Example: His actions spoke louder than any words could. ▶ Displaying Vulnerability: He showed his struggle, allowing his team and fans to rally behind him. As leaders, we often feel pressure to appear invincible. But Messi's example reminds us that true strength lies in embracing our humanity. When we show vulnerability, we: • Build authentic connections • Inspire loyalty and support • Create a culture of resilience Remember, your team doesn't need you to be perfect.  They need you to be authentic. Coaching can help; let's chat. Follow Joshua Miller #joshuamiller #executivecoaching #leadership #careeradvice #sports #eq #mindset #culture #getahead #litrendingtopics #performance #success

Trust is built in drops and lost in buckets, and we’re running out of buckets. If you're leading teams through #AI adoption, navigating #hybrid work, or just steering through the tempest that is 2025, there's a crucial factor that could make or break your success: #trust. And right now, it's in free fall. Edelman's Trust Barometer showed an "unprecedented decline in employer trust" -- the first time in their 25 years tracking that trust in business fell. It's no surprise: midnight #layoff emails, "do more with less," #RTO mandates, and fears of #GenAI displacement given CEO focus on efficiency are all factors. The loss of #trust will impact performance. The Institute for Corporate Productivity (i4cp) research shows high performing organizations have 10-11X higher trust between employees and leaders. Trust impacts #engagement, #innovation and #technology adoption, especially AI. My latest newsletter gets beyond the research and into what leaders can do today to start rebuilding trust You can't command-and-control your way through a complete overhaul of how we work... Trust is a two-way street. Leaders need to go first, but we also have to rebuild the gives-and-takes of employer/employee relationships. Three starting points: 1️⃣ Clear Goals, Real Accountability. Stop monitoring attendance and start measuring outcomes. Give teams clear goals and autonomy in how they achieve them. 2️⃣ Transparency with Guardrails. Break down information silos. Share context behind decisions openly - even difficult ones. Establish guardrails for meaningful conversations internally (instead of rock-throwing externally). 3️⃣ Show Vulnerability. Saying "I don't know" isn't weakness–it's an invitation for others to contribute. The word “vulnerability” seems anathema to too many public figures at the moment, who instead are ready to lock themselves in the Octagon with their opponents. But what’s tougher for them: taking a swing at someone, or admitting to their own limitations? This isn't just about CEOs. Great leaders show up at all levels of the org chart, creating "trust bubbles:" pockets of high performance inside even the most challenging environments. If you're one of those folks, thank you for what you do! 👉 Link to the newsletter in comments; please read (it's free) and let me know what you think! #FutureOfWork #Leadership #Management #Culture

Leading in uncertain times is a hot topic today in business as we face a compounding set of unknowns: tariffs, inflation, volatility in our financial markets, the ongoing climate crisis, supply chain disruptions, global conflicts, and the advent of AI to name just a few. Whether you are an operator, investor or board member, I wanted to share a few of my approaches to dealing with the reality we are facing, and I would love your thoughts in response: 1. First, for me, is to remain consistent and committed to our company values. At PSP Partners, we express ours as IDEALS--Integrity, Diversity, Excellence, Alignment, Leadership and Service. Your teams want to know that during uncertainty you will make hard decisions that are grounded in your core values. 2. Radical honesty is critical. Bringing your leadership team to a point of embracing the reality of the landscape that your organization is facing is an essential foundation to then figuring out the vulnerabilities. 3. Ensuring that your balance sheet is strong to weather the difficult periods as well as to have the opportunity to play offense is more essential than ever. 4. Regular scenario planning and pressure testing various outcomes is essential to manage and mitigate risk; it is all the more important right now. This is also known as “red teaming” and it’s a critical thing to do. 5. Being curious about your blind spots and institutional biases will help create an environment where you and your team can safely challenge assumptions. 6. Overcommunicating with your management team and to your company as a whole have never been more needed. Remember it takes about 7 times for a message to break through. Don’t be afraid to repeat it over and over. 7. Embracing the idea that challenges also create unique and unexpected opportunities is so important. During uncertainty the best companies create extraordinary opportunity and returns for the long term. 8. A strong, innovative and resilient culture is always foundational and especially essential to navigating the current challenges. The CEO and your leadership team have to set the example.  

Building Strong Alliances with Peers: The Often Overlooked Key to Leadership Success In the realm of executive leadership, one truth stands out: the power of strong alliances with peers. Navigating complex organizational landscapes becomes exponentially easier when you have a robust network of allies by your side. Today, I want to share insights from a seasoned executive client who mastered this art and transformed his Chief of Sales leadership journey. His success in building peer alliances was not accidental; it was the result of deliberate actions and a strategic approach. Here are the three key things my client did and continues to practice today: 1. Embraced Authentic Communication: Genuine relationships are built on trust and transparency. Make it a priority to engage in open and honest conversations with peers. By sharing your challenges, successes, and seeking input, you foster a culture of mutual respect and collaboration. 2. Aligned Goals and Shared Vision: Aligning your goals with those of your peers. Invest time in understanding their priorities and finding common ground. By aligning your objectives with the broader vision of the team, everyone will be working towards a shared purpose. This not only strengthens alliances but also propels organizations towards achieving strategic goals. 3. Showed Consistent Appreciation: Acknowledging the contributions of others is a simple yet powerful way to build strong relationships. Be intentional and sincere about recognizing the efforts and successes of your peers. Whether it’s a public shout-out in meetings or a personal note of appreciation, consistent recognition fosters a positive and collaborative environment. As an executive coach, I’ve seen firsthand how building strong alliances can elevate leadership effectiveness. It’s about being authentic, aligning goals, and showing appreciation. These principles not only enhance your professional relationships but also drive organizational success. To all aspiring leaders, remember that your peers are your greatest assets. Nurture these relationships, and you’ll find that navigating the complexities of leadership becomes a shared journey of growth and achievement. #Leadership #ExecutiveCoaching #PeerAlliances #TeamSuccess #LeadershipDevelopment

Leaders want trust. But few know how to build it. Through decades of working with leaders and running my own company, I’ve discovered 5 essential elements that create unshakeable trust: 1. 𝗛𝘂𝗺𝗶𝗹𝗶𝘁𝘆: Start with looking for your own responsibility in any given interaction that doesn’t end well. When ruptures occur, our defensive instinct is to focus on what others did wrong. Asking “What’s my responsibility in this?” helps move us out of victim mode and gives us back the power to repair and build back trust. 2. 𝗛𝗲𝗮𝗿𝘁: Check in with how open or closed your heart is. When it feels shut down—which often happens after conflict—real repair becomes almost impossible. Simply noticing how you’re feeling and naming it can begin to create an opening. When people can feel your heart and your openness, everything tends to go better. 3. 𝗖𝘂𝗿𝗶𝗼𝘀𝗶𝘁𝘆: Instead of trying to prove your case, seek genuine understanding. “I’m wondering why…” opens more doors than “Here’s why you’re wrong.” 4. 𝗣𝗮𝘁𝗶𝗲𝗻𝗰𝗲: Trust emerges gradually. You can’t force it or legislate it into existence. Since no two humans see the world the same way, ruptures are inevitable. The key is staying open through difficulties. 5. 𝗖𝗼𝘂𝗿𝗮𝗴𝗲: Extend trust before it’s fully “earned.” This might seem risky, but when we trust our instincts about someone’s fundamental character, we create space for deeper connection. When genuine trust exists, something extraordinary becomes possible: We can share ideas without fear, be wrong without shame, and create possibilities none of us could reach alone. I wrote about building unshakeable trust in a recent newsletter (linked in the comments). If you found this interesting, subscribe using the link in my profile to receive future insights on becoming the leader—and human—you’re capable of being.

Ever notice how leaders feel pressured to always have the answers? It’s understandable—most people get promoted for solving problems, making decisions, and being the go-to for solutions. But here’s the surprising part: "The best leaders don’t know it all—they admit when they don’t." I once believed that as a leader, saying “I don’t know” would undermine my credibility. Turns out, it does the opposite. When you’re honest about not having all the answers, something important happens: 1. You’re building trust. By being open, you show your team that you trust them enough to share your vulnerability. The people you trust most are the ones you can be real around. This sets the stage for stronger relationships. 2. You’re inviting collaboration. Instead of pretending to have all the answers, you’re creating space for your team to step up. You’re signaling, “I want to hear your perspective. Let’s solve this together.” 3. You’re being human. Let’s be real—your team already knows you don’t have all the answers. Admitting that doesn’t diminish your leadership. In fact, it reinforces your authenticity. You don’t win respect by pretending you know it all. You win respect by being real. __ 📌 Want to build your best team ever? Join 27,000+ who receive these insights in my free newsletter: https://lnkd.in/gCv_2MQ2

Be You (and Don’t Fake a British Accent) I once coached someone who told me they admired their former boss’ leadership style so much - calm, polished, intelligent, and British - that they started faking a British accent in their own meetings. Yes, really. Why? Because somewhere along the way they absorbed the idea that leadership needed to sound a certain way to be taken seriously. That confidence had an accent. That influence had a script. They’re not alone. I’ve worked with countless leaders who thought they had to: → Speak louder to be respected → Stick to a traditional path to be credible → Hide quirks to appear professional → Tone down emotion to seem in control → Adopt a persona to “look like a leader” Spoiler: They didn’t. And neither do you. In fact, the most magnetic leaders, the ones people trust, follow, and remember, aren’t the ones who blend in. They’re the ones who bring all of who they are.  A little quirky? That’s memorable. A quiet presence? That’s grounding. A winding career? That’s experience, not a liability. As Oscar Wilde said: "Be yourself; everyone else is already taken." So here’s a little reflection for you (or your team): Exercise: This Is My Voice 1. What’s a trait or quality you’ve tried to downplay in professional settings? (e.g., your sense of humor, your background, your way of speaking, your sensitivity) 2. How could that trait be used as a strength in how you communicate, lead, or connect with others? 3. What’s one small way you can bring more of that into how you show up this week? #AuthenticLeadership #ExecutivePresence #CommunicationMatters #LeadershipDevelopment #BeYourself #ImprovEffect #LeadershipVoice

Culture starts at the top. If you want your team to show up authentically, you have to go first. Most companies get this wrong. You can’t say “bring your whole self to work!” while being stoic and acting like nothing bad ever happens to you as a leader. It’s just not real. For a long time, I thought leaders were supposed to: ➜ Act like they had it all together ➜ Slap on a smile through the tough times ➜ Never let anyone see problems in the business Turns out, when you lead like that, you unintentionally create a culture where people feel like they have to do the same. And no one thrives in an environment where everyone’s pretending. When Jenny Weeden and I started being more open about what’s *really* happening in our lives and at Accelity, something incredible happened: ➜ Team members started talking more about their personal lives at work ➜ We all got to know each other more and thus were able to give each other more grace ➜ Meetings became more authentic, and frankly, weird 🤣 (we have fun) ➜ Emotional safety became a core part of our culture This is one of the greatest pieces of feedback I’ve ever received about our work at Accelity: “I feel safe here.” That’s the power of leading with vulnerability. If you’re a leader, ask yourself: Are you creating a culture where people get to be themselves? Because it starts with you.

Some of the worst advice out there... not only can you smell it a mile away, but it actually sets you back more than in propels you forward. “Fake It Till You Make It." The mentality might seem harmless... or even empowering. but here’s the truth: it’s a strategy that holds you back in the long run. When we rely on posturing or “faking it,” we create temporary value... a shaky foundation that breeds uncertainty and self-doubt over time. This approach can chip away at genuine confidence, leaving you second-guessing your abilities rather than embracing your true strengths. If you’re “kind of” believing in what you can do, it will lead to “kind of” results. And let’s be honest: no one invests in that. Here’s a path that builds lasting impact and real credibility: 1. Embrace Where You Are Right Now. Actionable Step: List out the top 3 strengths you bring to the table today. Focus on where you already add value. Use this clarity as your guide when you’re in new or challenging situations. This way, you’re building on a solid, authentic foundation... not pretending to be somewhere you’re not. Starting with a clear view of your strengths gives you a confidence rooted in reality... and equips you to approach each opportunity with authenticity. 2. Get Clear on Your Unique Value. Actionable Step: Identify one specific problem you can solve that aligns with your skills and expertise. Write it down in one sentence (e.g., “I help teams bridge strategy and execution gaps to drive measurable results.”). Use this as a go-to when you’re speaking with potential clients or partners. This clarity around your value will set you apart, making it easier for others to see why they should work with you... not just anyone who fits the role. 3. Bridge Your Gaps Authentically. Actionable Step: Acknowledge a skill or area you’re actively developing. Take one concrete action toward growth each week... whether that’s: - reading - building relationships - mentoring Share this journey with trusted colleagues or clients... without underselling yourself... so they experience your commitment to excellence and your drive to evolve. Owning both your strengths and areas for growth builds long-term credibility and shows others that you’re committed to being the best version of yourself. It’s how true leaders inspire and foster trust. And trust accelerates EVERYTHING.