Optimize personal energy levels for productivity and wellbeing

Combat burnout with this comprehensive energy audit tool. Track what drains you, discover what restores you, and build a sustainable self-care routine. Free Excel download.

I captured this moment during my morning walk—a line of geese confidently using the crosswalk to get across the street.

Of course, they didn't realize they were walking on a crosswalk designed for humans. Research shows that Canada geese naturally choose clear, open pathways with good visibility when moving between areas, and urban geese have adapted to navigate around vehicle traffic by selecting safer routes.

The crosswalk simply provided exactly what geese instinctively seek: an unobstructed path with clear sight lines in both directions.

This delightful coincidence made me think about how the best systems work so intuitively that they serve purposes beyond their original design—much like how developing analytical talent as change champions serves broader organizational needs in ways that traditional change management never anticipates.

"Executive presence" is corporate speak for "gives me good vibes in meetings." But what happens when brilliant analytical minds get overlooked because they can't translate their impact?

I break down exactly how analytical professionals can communicate their transformation value in the latest Change Insight newsletter 👇.

Analytical professionals are feeling undervalued despite growing demand for their skills. With 47% of tech professionals job hunting and companies struggling to recognize analytical value, the disconnect is real. This guide offers 7 practical strategies to build career resilience - from creating prediction portfolios to reframing resistance as risk management. Learn how to translate your analytical expertise into strategic leadership that organizations can't ignore.

You deliver exceptional analysis. Your projects consistently exceed expectations. Your insights solve real organizational problems.

So why did your manager take credit for your recommendation in yesterday's leadership meeting?

If this scenario feels familiar, you're not alone. I've spent 20 years watching talented professionals—particularly those who prefer depth over drama—struggle with a frustrating paradox: the better their work, the more invisible they seem to become.

Many high-performing professionals feel stuck not because they lack capability, but because they're trying to lead in ways that don't honor their authentic strengths. This reflection tool helps you understand your natural leadership style and provides specific strategies for building influence through your inherent capabilities.

The Analytical Professional’s Guide to Organizational Influence. A thoughtful guide for professionals who understand organizational complexity but struggle to translate that insight into meaningful workplace influence.

Transform your analytical strengths into compelling narratives without performing. Free 22-page guide with the QUIET framework for thoughtful professionals who want their insights heard.

Discover how introverted professionals can build meaningful sponsor relationships and advance their careers authentically, without traditional networking events or small talk.

Why Systems Thinkers Struggle with Organizational Influence (And What I've Been Learning)

When Your Analysis Speaks But No One Seems to Listen

Why Letting Go Makes You a Stronger Leader: The Science

Exploring the neuroscience behind authentic leadership: why staying present and releasing control creates psychological safety and genuine influence.

A few years ago, I found myself at a crossroads. I’d been considering going back to school to deepen my expertise and grow my career, but I kept hesitating. The excuses piled up: What if I don’t have time? What if it’s the wrong decision? What if I fail?

It all begins with an idea.

During a recent discussion with a colleague, I became intrigued to revisit a popular team dynamics model, Lencioni’s Five Dysfunctions of a Team. This powerfully simplistic model describes the troubling behaviors exhibited by dysfunctional teams. The Five Dysfunctions model is so popular that there is no shortage of leadership development firms specializing in how to overcome team dysfunction using this model (myself included).

It all begins with an idea.