Ronnie H. Kinsey, MBA

Stealth Startup

Founder & CEO

Ronnie Kinsey Enterprises LLC

Strategic Partner to CEOs, Founders, and Executive Leaders

At Ronnie Kinsey Enterprises, we work with ambitious leaders who are serious about unlocking their next level of growth. 

Our clients know performance alone doesn’t secure long-term success. They come to us for clarity, resilience, and strategies that deliver sustainable results.

Our Focus:
• Personal Mastery that builds confidence, resilience, and presence
• Strategic Leadership that sharpens decision-making and elevates influence
• Sustainable Success that aligns teams and drives performance without sacrificing well-being

What sets us apart is lived experience:
Decades of executive leadership, deep healthcare expertise - the sharper insight into well-being, and a proven track record advising those at the top. 

We don’t offer surface-level coaching. 
We build partnerships that create lasting transformation.

Because success is not just what you achieve. It’s what you sustain.

CEO | Founder

LeadingGreats.com/subscribe

Leading Greats: my Free weekly newsletter leadinggreats.com/subscribe => Master Performance | Develop Leadership & Self-Mastery | Transform Culture. Published on Tuesday AM now. Join us!

Chief Content Officer | Founder | Speaker | Writer

Kaiser Permanente

Leader | Business Operations, Health Care Services. Responsible for stakeholder engagement, operational growth and strategic improvement for a  large, robust and comprehensive Perioperative Service Line. 
•	Coached and mentored leaders on managing resources, costs, productivity, and team dynamics.
•	Process Improvement Advisor.

Business Operations | Director

Sutter Health

Leader | Built teams in  Program Development and Process Improvement. Increasingly greater responsibilities in Leadership: ASU, Urgent Care, and Endoscopy, initiated LEAN standards of work - LEAN Six Sigma Certified.

Business Operations | Manager

Hospitals: Stanford, Georgetown, Massachusetts General, Johns Hopkins, Harvard Partners, Dartmouth

Influenced policies and best practices, safety and efficacy in patient care: Perioperative services, Leadership/Mentor. Implemented Electronic Health Record systems.

Independent Consultant | EHR Implementation

Medcath, Inc., Heart Hospital

Impacted policies, best practices, and efficacy of care for Cardiovascular: CVICU, Perioperative procedures & patients | Manager of Healthcare Practice, Mentor

** => See Senior Roles in my ABOUT section**

Manager

Coach C-levels & High Achievers, PCC * Building Modern Leadership + Growth & Wisdom for Thriving => Experience Earned > 3 decades * Helping: C-suite + Founders + Thought Leaders * X Fortune 100

As a leader and Executive Coach, I’ve spent my career elevating leaders, navigating high-stakes industries, and driving transformative growth. As a seasoned partner on transition and change management, I do the work I do because I have experienced incredible personal transformation. Request a CONSULT: RonnieKinsey.net

   • Executive & Leadership Coach | Advisor | Speaker
   • Peak Performance & Growth Strategist
   • Healthcare & Well-being SME
   • Professional Certified Coach | ICF

My work concerns conscious leadership: leading with core values, intention, self-awareness, and the ability to create transformational impact.

𝗕𝗼𝗼𝗸 a customized, tailored transformational session with me in my Featured section OR copy/paste to a browser: https://calendly.com/ronniekinsey/60-minutes

What I’ve Built
♾️  Decades of experience in global corporations, innovative startups, and top-tier healthcare institutions have given me a deep understanding of what makes leaders - and organizations - thrive. 
♾️  From Fortune 100 boardrooms to groundbreaking ventures, I’ve helped shape strategies, scale businesses, and develop high-impact executives.

My senior leadership spans Abbott Labs in Neurosciences - NYC, Founding startup teams in Silicon Alley, NYU, Johns Hopkins, Mass General, and Stanford Healthcare, ++, to Founder and CEO.

What I Make Possible
🔹  Peak Performance & Conscious Leadership 
  • Helping leaders break through barriers and lead with clarity, resilience, and purpose.
🔹  Strategic Clarity & Growth 
  • Guiding professionals and businesses through complexity with insight and precision.
🔹  Future-Focused Leadership 
  • Blending experience with innovation, including AI-driven approaches to leadership and personal mastery.

Why It Matters
Your past doesn't just shape leadership. Your direction also defines it.

I’ve done the work myself, and I help others do the same:
→ Shift mindset. Elevate strategy. Build lasting impact.

If you're ready to think bigger, lead more innovatively, and create meaningful change, let's connect. 
The future is built by those who lead it.
  
📈  
𝗕𝗼𝗼𝗸 an impactful, tailored transformational session through my 𝗙𝗲𝗮𝘁𝘂𝗿𝗲𝗱 𝗦𝗲𝗰𝘁𝗶𝗼𝗻 here. Let’s Win!
📩  
𝗝𝗼𝗶𝗻 my FREE weekly newsletter, "Leading Greats," for insights on leadership, self-mastery, + culture at LeadingGreats.com/subscribe. Published Tuesday AM.
🌐 
 𝗩𝗶𝘀𝗶𝘁 RonnieKinsey.net for client inquiries | Request a Custom Consultation. 

Passionate about the outdoors, recreational fitness, personal development | lifelong learning, + well-being.

CEO | Executive & Leadership Coach | Strategic Partner | Advisor | Founder

Leveraging High Achievement in Leadership, Personal Performance and Healthcare = I help Businesses, CEOs, Founders, and Ambitious Professionals as a Professional Coach Certified, Thought Leader, and Subject Matter Expert - in strategy and business advising, leading positive change for desired goal based outcomes with a focus on well-being to reach Peak Performance objectives.✔️ I have actually done the work.

Ronnie Kinsey, MBA

I’ve seen this play out in many workplaces.
You can hire skill.
You can’t train heart:

The best people I’ve worked with never needed
to be told what mattered.

They cared because it reflected who they were.
They owned outcomes whether anyone noticed or not.

You can teach almost anything
except genuine investment.
That part lives inside someone.

Teams start to slip when that spark fades.
Not from lack of effort, but lack of care.

I’ve watched both happen.
And the difference always came down to care.


7️⃣ Signs Someone Truly Cares
About Their Work:

1. = They finish things properly.
Even small tasks get their full attention,
because sloppy never feels right.

2. = They notice impact.
They see how their work affects others
and adjust before being asked.

3. = They speak with ownership.
“We missed it” replaces “They messed up.”
Accountability feels natural, not forced.

4. = They stay curious when others coast.
Questions aren’t resistance
they’re commitment to care.

5. = They hold a quiet standard.
Not perfectionism, but pride.
They want the work to reflect well on everyone.

6. = They bring composure under strain.
Not passive or heroic
just grounded enough to keep things moving forward.

7. = They lift the room by example.
No performance, no posturing.
Just reliability you can feel.

Caring isn’t extra.
It’s what makes the work worth doing.

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📌 - - - - - - - - - - - - - - - - - - - - - - - - - - - 
📌 📌 𝗘𝘃𝗼𝗸𝗶𝗻𝗴 𝗧𝗵𝗲 𝗟𝗮𝘄 𝗼𝗳 𝗔𝘁𝘁𝗿𝗮𝗰𝘁𝗶𝗼𝗻.
Available to clients for:

✅ Executive Coaching.
Elevating leaders to operate with presence, emotional
intelligence, and results that move people forward.

✅ Leadership Advisory.
Guiding founders and executives to make stronger
decisions under pressure and build teams that rise
with them.

✅ Culture Transformation.
Turning talent into trust. Encouraging accountability,
resilience, and meaningful performance.

✅ Strategic Growth Partnerships.
Scaling capability and systems so leaders expand
impact without burning out.

✅ Speaking and Keynotes.
Transforming audiences through lived leadership stories
and frameworks that inspire action, courage, and connection.

Message me to get started.

Partner to C-Suite & High Achievers: Shaping Modern Leadership ‣ Lived Experience ​> 3 Decades ‣ F100 Proven ‣ Wisdom + Growth so Executives, Founders, & Thought Leaders Thrive

Positions and ranks are limited.
Professionalism shows before the résumé
in how you treat people:

Some of the best people you’ll meet
won’t introduce themselves with titles.
Their conduct says enough.

Respect bridges the space between
roles and relations.
It’s the influence
that holds teams together when titles change.

Character still does the heavy lifting.

It decides how you show up
when recognition fades or no one’s calculating.

To rebuild belief
where morale is thin, start here:
🌏 Treat every role as essential to progress.
ℹ️ Offer feedback that strengthens, not stings.
🧭 Lead with candor when direction feels unclear.
✨ Keep your word, especially when everyone’s tired.
🤝 Choose empathy over ego - it’s what keeps 
teams human.

Respect costs nothing.
It rebuilds everything
that keeps people believing again.


📌 Get Free actionable tools and tips for leading
well, working better, and thriving more, here: ⤵️
https://lnkd.in/dDSGKM9w
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Most people don’t leave for better pay.

They leave for better days:
🍁 
Workplaces focus on incentives.

But most professionals stay
where they feel:
centered, respected, and valued.

Culture isn’t built by perks.
It’s built by how people act
when no one’s performing.

Leaders
set the tone.
Teams
carry it forward.

☑️
If you lead:
▫️ Support recovery as part of performance.
▫️ Keep your word, even in small moments.
▫️ Give trust early, let accountability follow.
▫️ Model calm when others rush to react.
▫️ Set boundaries that protect energy.
▫️ Acknowledge effort first.
▫️ Listen to understand.

☑️
If you’re on a team:
▫️ Bring balance when situations tilt.
▫️ Speak with care, even under strain.
▫️ Help peers look good in front of others.
▫️ Communicate early, close loops quickly.
▫️ Be dependable. It earns quiet credibility.
▫️ Follow through without needing spotlight.
▫️ Stay focused on contribution, not competition.

The real reward?
A workplace people stay in
because growth feels right there.
🌱
Thanks for reading!

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Respect and peace still outperform perks.
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Some of the strongest people you meet
have earned their glow by sharing it.
Generosity expands you:

Not in theory, but in how you support others
when the stakes tighten around them.

There is a quiet confidence that grows
when you help someone rise.
You don’t shrink.
You gain presence.

When you make space for others, you build a reputation
that follows you everywhere.

Here are simple yet powerful actions that
build trust,
expand influence,
and lift everyone involved:

🕯️
Offer a skill you’ve mastered to someone still learning it.
It accelerates their path and refines your own understanding.
🕯️
Celebrate someone’s progress without comparing it
to your journey.
It shows you notice their effort, not their position.
🕯️
Share opportunities that match another person’s strengths.
Your credibility grows when you guide people toward
rooms that fit them.
🕯️
Check in on colleagues quietly, not publicly.
Support that isn’t performed earns real trust.
🕯️
Give encouragement that highlights the work,
not just the win.
People push further when they feel genuinely seen.
🕯️
Offer guidance without taking control.
Empowerment leaves a deeper imprint than direction.
🕯️
Let people borrow your belief until theirs strengthens.
Sometimes that’s the difference between hesitation
and progress.

The world doesn’t forget those who help others shine.
And the kindness you offer
always finds its way back to you.

Thanks for reading!

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<+>
Image credit: Gareth Lloyd

Some leaders stall on ego.
Others rise on credibility.
That’s where belief decides who stays:

The difference always showed
in how they carried themselves.

They didn’t chase validation.
They earned trust through substance and
follow-through.

Here’s what separated them from those who burned out
trying to look the part:

1️⃣ They listened with intention.
They weren’t waiting to talk.
They were paying attention to what shaped outcomes.

2️⃣ They owned their decisions.
Right or wrong, they didn’t hide behind circumstance.
That kind of honesty built quiet respect.

3️⃣ They shared the stage.
They valued contribution before credit.
That created loyalty you can’t manufacture.

4️⃣ They asked for perspective.
Not to appear open, but to refine their own judgment.

5️⃣ They practiced restraint.
Influence came from composure, not control.

6️⃣ They delivered reliably.
Their word held weight because their actions never drifted.

7️⃣ They knew leadership isn’t permanent.
It endures only while people believe in how you use it.

True confidence never performs.
It lives in consistency, humility, and self-awareness.

That’s where real leadership keeps earning its place.

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The right circle doesn’t just motivate you.
It upgrades what you believe
is within reach:

Some people expand your thinking
just by being around them.
They model what’s possible.

Every time I made an upgrade in life or work,
I could trace it back to the energy shared
with the people I supported - 
and who supported me.

They normalize high standards.
Excellence stops feeling rare.
It starts feeling expected.

They speak growth fluently.
Every exchange raises the quality
of thought and follow-through.

They reflect your potential back to you.
You start believing in the version
they already see.

They measure success by depth, not display.
Their progress feels earned,
never performed.

They hold you to your higher self.
Accountability feels like belief,
not pressure.

Choose company that multiplies
self-respect and ambition.

That’s how reach meets excellence -
through people who aim higher with you.

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shapes what you reach, and what you achieve.
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When a leader says I SEE MORE IN YOU,
It rewires 
how others measure possibility:

Something shifts that can’t be charted.
Belief travels faster than instruction.

I still remember how this happened for me.

Most people don’t rise for attention.
They rise when someone they respect
believes they can.

That’s the invisible part of leadership.

It’s not the feedback forms or the vision decks.
It’s the moment you decide to trust
potential before proof.

𝗧𝗵𝗲 𝗯𝗲𝘀𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗿𝗲𝗺𝗲𝗺𝗯𝗲𝗿 𝘄𝗵𝗮𝘁 𝗶𝘁 𝗳𝗲𝗹𝘁 𝗹𝗶𝗸𝗲
𝘁𝗼 𝗯𝗲 𝘂𝗻𝗱𝗲𝗿𝗲𝘀𝘁𝗶𝗺𝗮𝘁𝗲𝗱 𝗮𝗻𝗱 𝘀𝘁𝗶𝗹𝗹 𝗰𝗵𝗼𝘀𝗲𝗻.

That’s why they lead differently.

They look for growth, not gloss.
They listen past insecurity to find initiative.

And when they give that first chance,
the right person doesn’t waste it.

They build on it until others start to believe too.

Every strong culture has a story like that at its center.

A moment when someone’s future began
when one leader said,
I see more in you.

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If the team feels tense
around a “star,”
trust is sounding the alarm:

Toxic managers often look impressive on paper.
Results shine.
But people brace themselves in their presence.

That’s the first sign
something is cracking beneath the surface.
Not in metrics.
In the way people carry themselves around them.

Teams don’t unravel in one moment.

They erode through tolerated sharpness and leaders
who decide results outweigh respect.

Performance can hide damage temporarily.
Trust exposes it early.

If you want to know who strengthens your environment,
listen to the people closest to the work.
Their tone shifts.
Their initiative tightens.

You’ll see the truth long before the reports catch up.

🌐 𝗪𝗵𝗮𝘁 𝘀𝘁𝗿𝗼𝗻𝗴 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗱𝗼 𝗶𝗻𝘀𝘁𝗲𝗮𝗱:

Confront corrosive behavior early, 🔎
even from high producers.
A great quarter never justifies a draining presence.

Protect the environment your people depend on. 🛡️
Trust is your most reliable retention signal.

Build for endurance, not appearance. 🏛️
Healthy teams stay engaged, grow deeper,
and deliver beyond expectation.

Your best people watch who gets defended
and who gets excused.

Their commitment follows
what your culture reliably honors.

Thanks for reading!

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Leadership isn’t a destination.
It’s a continuous evolution
of how you think, believe, and let go:

As a leader, you don’t control
yourself into effectiveness.
You grow into it.

When I started leading
I was eager but unready.

I kept waiting to feel prepared, not realizing
effective leaders learn while leading.

Thanks to my friend Jen Blandos
for these lessons on learning to lead.

5 Levels —
that resonate and I still revisit:

1️⃣ CONTROL ZONE
You do it all yourself.
You think it’s faster, but it burns you out.

2️⃣ DOUBT ZONE
You second-guess.
Momentum fades, confidence thins.

3️⃣ REFLECTION ZONE
You pause long enough to see the pattern.
You start to lead from awareness, not reaction.

4️⃣ TRUST ZONE
You delegate with belief, not fear.
You empower through empathy, not ego.

5️⃣ IMPACT ZONE
You stop chasing credit.
You start shaping culture.

Every stage refines who you are.
It strengthens how you lead.

Feeling stuck isn’t failure.
It’s proof you’re still learning.


📌 Get Free actionable tools and tips for leading
well, working better, and thriving more, here:
https://lnkd.in/dDSGKM9w
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Most of what drains you sits outside your reach.
Great leaders protect the capacity
that drives real results.

The shift happens
when you stop treating every demand
as yours to solve.

Ownership shows when you direct your effort 
toward what genuinely advances outcomes.

⚪ Out of My Control
• Expectations formed long before I entered the conversation
• Narratives shaped by experiences I’ll never fully know
• Moments that turn suddenly without explanation
• Standards they hold for themselves, not for me
• Reactions fueled by their unseen stress
• Choices made without my input

⏺️ In My Control
• How I adjust my rhythm
• Where my attention goes
• The habits I strengthen each day
• The preparation I invest in before I move
• How I respond when conditions feel uneven
• What I reinforce through steady follow-through

When you stop absorbing what you cannot influence,
the choices ahead come into sharper view.

People depend on leaders who take responsibility
for what moves progress forward.

Thanks for reading!

♻️
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without carrying what isn’t yours.
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There comes a point in your career
when skill is no longer the test.
Your composure is:

Difficult people appear in every environment.
No title puts you above decency.
Pair kindness with strength.

I learned this in a meeting years ago.
A senior leader came in irritated, cut people off,
and tried to push his stress into the room.

I kept my tone even.
Asked one clarifying question.
Brought the conversation back to the work.

He settled.
The team regrouped.
The momentum returned.

𝟳 𝗣𝗿𝗼𝘃𝗲𝗻 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲𝘀
that help you stay grounded
when someone’s behavior goes sideways:

1. Read the charge before you respond.
 🟩
Most reactions come from pressure you can’t see.
Awareness keeps you from matching their spike.

2. Lower your volume, raise your precision.
 🟩
Calm language still carries strength.
It keeps you out of the emotional spiral.

3. Protect the conversation, not the comfort.
 🟩
You can redirect without absorbing their behavior.
Progress matters more than pleasing.

4. Ask one grounded question.
 🟩
A single prompt can interrupt tension.
It shifts the room back to substance.

5. Keep your body language anchored.
 🟩
Steady posture communicates self-respect.
People adjust when they see you won’t react impulsively.

6. Decide what you will not take on.
 🟩
Their frustration is not your assignment.
You manage the state you choose to operate from.

7. Close in a way that reflects your standard.
 🟩
How you exit the moment
often shapes how you’re remembered.

You are never too important to be nice to people.

That line isn’t about politeness.
It’s about the identity you protect
even when someone else loses theirs.

Thanks for reading!

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The best leaders don’t talk about impact.
They cause it.
You can tell who they are:

People leave their meetings lighter.
Their teams get bolder, not busier.

They don’t manage emotion out of the room.
They give it direction.

They don’t compete for credit.
They create space for better ideas to win.

Servant Leadership isn’t unchallenged.

It’s the highest form of accountability.
It asks you to lead without hiding behind your title.

Every decision reveals who you’re leading to become.
The right ones grow others too.

𝟭𝟬 𝗧𝗲𝗻𝗲𝘁𝘀 🌟
𝗼𝗳 𝗦𝗲𝗿𝘃𝗮𝗻𝘁 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽:

1. = 𝗟𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴 ⭐
Hear what people mean, not just what they say.
Understanding begins trust.

2. = 𝗘𝗺𝗽𝗮𝘁𝗵𝘆 ⭐
Recognize what others carry.
Every story deserves to be seen.

3. = 𝗛𝗲𝗮𝗹𝗶𝗻𝗴 ⭐
Help restore confidence and calm
when the pace takes its toll.

4. = 𝗔𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀 ⭐
See yourself clearly enough
to understand your effect on others.

5. = 𝗣𝗲𝗿𝘀𝘂𝗮𝘀𝗶𝗼𝗻 ⭐
Lead through influence, not force.
Convince by example.

6. = 𝗖𝗼𝗻𝗰𝗲𝗽𝘁𝘂𝗮𝗹𝗶𝘇𝗮𝘁𝗶𝗼𝗻 ⭐
Think beyond today’s task.
See the vision that guides it.

7. = 𝗙𝗼𝗿𝗲𝘀𝗶𝗴𝗵𝘁 ⭐
Learn from what’s been.
Decide with what’s ahead in mind.

8. = 𝗦𝘁𝗲𝘄𝗮𝗿𝗱𝘀𝗵𝗶𝗽 ⭐
Protect what you’re trusted with -
your people, your mission, your word.

9. = 𝗚𝗿𝗼𝘄𝘁𝗵 𝗖𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁 ⭐
Invest in potential like the future depends on it.
It sure does.

10. = 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝘆 ⭐
Create belonging people can feel.
That’s how cohesiveness is generated.

📌 SAVE my Servant Leadership Essential Guide
Share with your teams and rising leaders.
➕ Get the High - resolution PDF Free here:
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Burnout begins quietly.
You notice it
when the weight stops making sense:

You see it in the slowdown.
The hesitation.
The spark that dims a little each week.

Burnout isn’t a mystery.
It’s a buildup that leaders can prevent.

𝟵 𝗥𝗼𝗼𝘁𝘀 𝗼𝗳 𝗧𝗲𝗮𝗺 𝗕𝘂𝗿𝗻𝗼𝘂𝘁
𝗮𝗻𝗱 𝘁𝗵𝗲 𝗮𝗻𝘁𝗶𝗱𝗼𝘁𝗲𝘀 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗮𝗽𝗽𝗹𝘆 𝗲𝗮𝗿𝗹𝘆:

𝟭. Unrealistic Expectations ⚠️
→ Pressure without direction weakens performance.
❇️ Set the real target. Strip away what competes with it.

𝟮. Lack of Autonomy ⚠️
→ Over-control slows talented people down.
❇️ Let them steer the work, not just carry it.

𝟯. Constant Firefighting ⚠️
→ Operating in emergency mode blunts judgment.
❇️ Build margin. Protect deep thinking.
Reduce preventable swirl.

𝟰. Invisible Efforts ⚠️
→ Quiet contributions eventually fade when no one
notices.
❇️ Acknowledge real impact while it’s happening.

𝟱. Low Psychological Safety ⚠️
→ Holding everything in drains people faster than
the workload.
❇️ Ask, listen, and respond in ways that earn trust.

𝟲. No Progress or Growth ⚠️
→ Stagnation pulls motivation to the surface
then drains it.
❇️ Offer stretch opportunities and feedback
that moves people forward.

𝟳. Poor Work Design ⚠️
→ Cluttered systems and meeting overload chip away
at energy.
❇️ Fix friction. Respect time.
Streamline the path to doing great work.

𝟴. Misaligned Leadership ⚠️
→ Mixed signals fracture confidence quickly.
❇️ Match commitments with action and reinforce
the standards you expect.

𝟵. Overreliance on the Same People ⚠️
→ Even the strongest contributors crack when the load
never shifts.
❇️ Build depth. Balance responsibility.
Protect your anchors.

Burnout rises when people feel alone
in the weight.
It eases when leadership shows up
with consistency, recognition, and reliable support.

Thanks for reading!

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You can outperform every target.
And drain yourself doing it.
Your decisions will tell:

Most people never admit this part.
The part where the results look great
but something inside feels off.

Uneven days expose that gap.
They make you question your pacing, your judgment,
your capacity.

They remind you that achievement means little
without stability behind it.

What looks like a setback from afar
is often where you see how you really operate.
Not the polished version. The actual one.

That’s where systems start to matter most.
Not to restrict you.
To keep you from burning through what you need
to stay effective.

The higher the stakes, the easier it is to push
past your limits.

Hard work can disguise depletion.
And depletion erodes the quality of your decisions.

People who last long-term notice the early signals.
They build small constraints that protect
their bandwidth.

Those choices ripple into sharper thinking
and calmer rooms.

Careers rarely unfold in a straight line.
They expand, contract, accelerate, pause.

The way you handle the unpredictable parts decides
how far you go.

If you’re in one of those seasons now,
don’t assume it’s regression.
It may be the part that’s shaping your next best level.

Smooth moments feel good.
Variable ones build capability you can use anywhere.
That capability is what creates real advantage over time.

Thanks for reading!

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Business and Personal Development content.
🎥  credit = open source

You see it in the way
some leaders interpret tension.
They don’t just know EQ:

Conversation sharpens
when accuracy leads the exchange.

Relativity shapes the response
to each moment and the pressure within it.

These patterns reveal
leaders who understand behavior
at a deeper level.

𝟭𝟮 𝗛𝗶𝗱𝗱𝗲𝗻 𝗦𝗶𝗴𝗻𝘀 🧠
𝗼𝗳 𝗛𝗶𝗴𝗵𝗹𝘆 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹𝗹𝘆 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝘁 𝗟𝗲𝗮𝗱𝗲𝗿𝘀:

1 = They Hear the Second Meaning
They listen beyond the words,
picking up tone and intent.
➯ They respond to what’s really asked.

2 = They Wait for the Right Door
They avoid pushing when emotions rise.
➯ They choose the moment that lands.

3 = They Defend Absent Voices
They protect reputations
even when someone isn’t present.
➯ Context and credit stay intact.

4 = They Share Selectively
They know openness is powerful
but oversharing muddies direction.
➯ They share what moves work forward.

5 = They Redirect Without Force
They start with validation,
not correction or ego.
➯ The shift feels collaborative.

6 = They Audit Themselves First
They reflect before pointing outward.
➯ They adjust without hesitation.

7 = They Guard Focus
They treat attention
like a finite resource.
➯ Depth beats scatter every time.

8 = They Seek Brilliance Over Being Right
They welcome stronger ideas
even when it changes their plan.
➯ Curiosity fuels better outcomes.

9 = They Track the Human Pulse
They notice who is fading
beneath pressure or pace.
➯ Support comes before decline.

10 = They Spotlight Others Strategically
They give credit in places
that open real opportunities.
➯ Recognition becomes lift.

11 = They Lead Through Signals
Their smallest cues
shape how teams operate.
➯ Tone becomes culture.

12 = They Value the Effort
They honor persistence, thought,
and unseen contribution.
➯ The hidden work gets seen.

Leaders who show these patterns
elevate how people think and perform.

Progress becomes the natural outcome,
not the pressure.

Thanks for reading!

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performance and the people who drive it.
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well, working better, and thriving more, here:
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https://thenewagreements.com/

2025-present - Introduced Kind Systems training for leaders and managers in healthcare and the workplace more generally for the purpose of significantly increasing profits for the benefit of all.

2020–present – Created and delivered 3D Healthcare Train the Trainer Certification Program. Led a large service turnaround

2005-2020 – Successfully consulted and trained in large and small hospitals on staff-led, systems-based care delivery transformation.

1990–2005 - Successfully consulted to and trained other businesses in 3D systems/process/quality improvement.

1985-1986 – Integrated Deming’s and Prigogine’s work into a new systems-improvement model and implemented it in my own business. Out of 1200 US competitors, we rose to the top 15 in our industry in quality, technology, and service. This new change model became 3D Healthcare - Real, sustainable, improvement in care delivery and the C-suite.

1981-1984 – Studied the work of the #1 Quality/Systems Improvement expert ever, Dr. W. Edwards Deming, and the Nobel Prize-winning Law of Dissipative Structures, discovered by Dr. Ilya Prigogine.

Created the 3D Healthcare Change Model, which in many ways made legacy models such as six sigma and lean obsolete. 

3D:

• Fixes Systems AND Grows & Heals the Staff Who Implement It
• Is Bottom/Up and Staff-Led in Care Delivery
• Uses a “Pull” Implementation Strategy – It’s 100% Voluntary
• Is Driven by Nobel Prize Winning Systems Science, Not SPC
• Is Inexpensive and Requires Less Support From Top Management for Success
• Makes it Easy to Determine Where to Work
• Tools are Simple, Fast, Effective, Interactive & Easy to Learn/Use
• Creates Real Ownership on the Front Lines
• Opens Communication Within and Among Departments
• Develops Excellent Leaders & Managers 
•• Critically for the C-suite: Eliminates the Need for More Cost Cutting

3D is simple, fast, and sustainable. It also heals the healers who implement it, reducing stress and burnout. https://thenewagreements.com/.

Creator of 3D Healthcare -- Systems/Workflows Improvement Made Real/Sustainable in Healthcare

3D DreamWork accelerates inner work/cultural change in both individuals and groups/organizations through collective intent setting. We have also created the 100 Million Dreamers Project whereby we seek to reach critical mass in kindred spirits dreaming together a new dream for the planet, healthcare, or whatever is top of mind for the dreamer.

David and the History of 3D DreamWork:

2023 – On-Going - Created 3D DreamWork and the DreamWork Platform: https://daviddibble.com/ – We are taking DreamWork into the world in a meaningful way to speed transformation of individuals, the workplace, the planet, and human consciousness.

My 36-Year Journey to Creating 3D DreamWork:

1997 – 2019 – Coached individuals and conducted trainings for individuals, groups and organizations in 3D DreamWork.

1996 - Wrote the book, “CharacterTypes – Models for Thinking” (CharacterTypes is a second powerful body of knowledge contained within DreamWork)

1995 – Wrote the book, “DreamWork – Dream Interpretation”

1987-1993 – For six years, studied directly with Dr. Alvaro Lopez Watermann, the researcher who discovered DreamWork. Over 10 years of dream research from 1977-1987, Alvaro produced thousands of pages of notes and did thousands of Dream Assignments. Everything within DreamWork came directly from Inner Wisdom via dreams and Dream Assignments.

Creator 3D DreamWork - https://daviddibble.com/

New Agreements, Inc. 

I founded New Agreements, Inc. in 1990 to provide leaders and managers with a simple model, 3D Change Management, for fast, systems-based cultural transformation and performance improvement. In 2005, 3D was pulled to healthcare as 3D Healthcare, significantly improving key metrics such as quality of care, safety, patient experience, care provider well-being, staff recruiting and retention, and of course, significant cost reduction. 

3D is a next step beyond programs such as six sigma or Lean, that tend to under-preform in hospitals and other service businesses. 3D Healthcare is based in simple but powerful Nobel Prize-winning systems science, so we're working at root cause level, both in systems-improvement and growing people. Check out the other factors that make 3D so effective in both care delivery and cultural change in healthcare:

3D:

•	Is Systems-Based & Transformational for People 
•	Is Bottom/Up with Admin support
•	Uses a “Pull” Implementation Strategy
•	Is driven by Nobel Prize Winning Systems Science
•	Requires Less Support From Top Management for Success
•	Is Easy/Accurate in Determining Where to Work
•	Tools are: Simple, Fast, Effective, Interactive & Easy to Learn/Use
•	Creates Real Ownership on the Front Lines
•	Creates Real Teamwork on the Front Lines
•	Develops Excellent Leaders & Managers 
•	Produces Significant, Measurable, First-Year ROIs 
•	Scales Organically With Inputs From Admin & Frontlines

The simple, fast, system optimization tools we have developed will have your people up and doing good systems/cultural change work in weeks, not months or years. 

Check out our online trainings: https://thenewagreements.com/, including the 3D Foundational and 3D Facilitator Certification Programs for both internal and external facilitators, coaches, and consultants. We have a vision of thousands of kindred spirit change agents facilitating this work in healthcare, while making our hospitals and world a little better for all of us.

Founder & Chief Executive Officer

(Dot Com Marketplace Company)

As President and Chief Operating Officer for North America for a European Dot Com Marketplace startup, I was responsible for opening and growing the U.S. markets. I engaged both on the customer and supplier sides of the market, and led a systems-based approach to implementation of operations and systems throughout the organization. 

Specialties: • Creating a foundation for rolling out both the sales and fulfillment sides of the marketplace for the US market.

President & Chief Operating Officer - North America

Dibble Electronics

I founded Dibble Electronics and led the organization to become a leader in the printed circuit board industry, serving both high technology OEMs and large military subcontractors. We built sophisticated, high reliability hardware, usually within an expedited time requirement for which we were paid a premium. Although we had many larger competitors, we were considered pioneers in the areas of quality, systems optimization, and technology. We were early adapters of Deming and Total Quality Management, which morphed over time into Six Sigma, Lean, and Lean Sigma programs, which are now the norm for many forward thinking companies. Starting with only $5,000 in the back of an old warehouse, we build Dibble Electronics to a $10M business with 100+ associates.    

Specialties: • Systems-based leadership and management • Planning • Operations • Quality • Industry Leadership in Quality, Systems/Process, Innovation and Technology

Dylon Corp

In 1979 I founded Dylon Instruments, a company that developed, manufactured, sold, and serviced plug-compatible magnetic tape and disk peripherals for the HP after market. Dylon grew quickly with revenues of over $1M, and projections that made the company attractive as part of an IPO. While executing our IPO strategy, the IPO window suddenly closed. Company sales plateaued and the company was later sold. This was a valuable if painful lesson why timing may be all important in either the success or failure of smaller enterprises. 

Specialties: • Systems-based leadership and management • Planning • Operations • Quality • Industry Leadership in Quality, Systems/Process, Innovation and Technology

3D Healthcare, 3D DreamWork & the 100 Million Dreamers Project – Dreaming New Dreams for Healthcare, the Planet and Individuals Doing Good Work ♦ Systems/Cultural Change in Healthcare ♦ Facilitator Certification Programs

I'm David Dibble, the creator of 3D Healthcare. 3D Healthcare is quite different from legacy systems-improvement models in that, unlike models such as lean or six sigma, 3D can be implemented and sustained in care delivery and even C-suites. This means you will sustainably improve key metrics such as: 

🔑 Quality of Care
🔑 Safety
🔑 Patient Experience
🔑 Staff Well Being (Eliminate Burnout)
🔑 Staff Turnover & Shortages
🔑 Profitability Short Term and Long


Is This You:

✅ You care. You went into healthcare to make a difference in people's lives but have slowly been beaten down by an evermore toxic healthcare system. 
✅ C-suite or care delivery, you've tired of doing the same things hoping for a better result.
✅ You've tried everything, know there must be a better way, but don't know what it is.


Our goals:👇

⚡️You will become systems improvement literate, a more aware leader, manager or problem solver.
⚡️You will be more skilled in initiating and leading sustainable change.
⚡️You will improve the quality of your relationships up and down the organization.
⚡️You will learn to fix workflows/systems and heal yourself from burnout in the process.
⚡️You will know exactly what to do when things go wrong.
⚡️If Admin, you will learn how to infuse love into systems, making them more profitable with less stress.


Proof 3D Works:

✅ We have been consulting and training in healthcare for 20 years accumulating evidence-based successes. 
✅ I have written three books on 3D Healthcare, one of them a case study on its implementation.

With 3D, Learn Systems-Based Leadership, Management and Problem Solving. Wherever you work in healthcare, you will become an excellent problem solver, team builder, leader and manager who knows how to set his/her people up for success on the job.


My Vision for a Transformed Healthcare:

We will somehow scale 3D into healthcare, transforming healthcare through creation of excellent systems and a more caring and loving systems-based culture. This allows caregivers to deliver excellent care to all in need, both patients and each other. Admins will experience this as the best way to maintain and increase profitability.

We'd bring The Four Agreements to healthcare. I spent eight years with don Miguel Ruiz, author of "The Four Agreements", and incorporated the Four Agreements into 3D. 

The Four Agreements are:

1. Be Impeccable With Your Word.
2. Don't Take Anything Personally.
3. Don't Make Assumptions.
4. Always Do Your Best.

Are you ready for powerful yet gentle systems transformation that heals staff in the process?

David Dibble

DreamWork is, in many ways, the most powerful transformational work I've done. I think others who have stuck with it, if even for a few months, might say the same thing.

DreamWork is mostly in learning how to do Dream Assignments (DA), asking powerful questions and receiving perfect guidance in a dream. 

What makes it so powerful is it, for the most part, bypasses the filters of the mind that prevent rational connection with Inner Wisdom, which is connected to all that is. 

DAs are normally a simple letter written in a specific way to Inner Wisdom asking the question. However, with a little practice, we can do DAs simply by setting our Intent, asking our question in our minds prior to going to sleep. I do this often and then see what Inner Wisdom has to "say".


Lately, being a systems thinker and being able to view the problems faced by an evermore toxic workplace and world through the lens of the Law of Dissipative Structures, the real cause of our existential discontent, I've found myself in a bit of mourning for humanity and our world. 

It's been more difficult to see a way out of the messes we humans have made of what the great Bucky Fuller called, "Spaceship Earth". What are we to do? That's been on my mind before falling asleep.


I've been having some powerful dreams about transformation, my own and the planet's. In particular, parts of a book I read back in the early 1990s, "Bringers of the Dawn", have showed up in the dreams more than once. I find this remarkable.

The book speaks to much that might seem "far out" there for many. However, certain parts of it resonated with me and still do.

Bringers of the dawn will be benevolent systems experts, systems changers, in both physical systems and systems of the mind. Bravo! Love systems. 

Bringers of the dawn won't be from here but will show up when humanity most needs them.


We should pay attention to things that repeat in our lives, good and bad. This is Inner Wisdom tapping the mind on the shoulder saying, "This is important in your evolution. Please look into it."

Same for dreams. Messages from Inner Wisdom tend to repeat until the mind gets it.


I'm now thinking the focus on systems change is still the best way forward. I'm also thinking we may get some unexpected help, not of this world. 

I can't help but notice the explosion of UFO sightings recently and more acceptance of the mainstream of their existence and powers far more advanced than our own.


I realize this post will blow what little credibility I have with mainstream organizational leadership and management/healthcare. But I turned 80 last week so one might ask how much there is to lose anyway. I don't think Inner Wisdom would have sent me these messages unless I was to share them. 💙 
#KindSystems #DreamWork #Dreams #DreamAssignments #SystemThinking #UniversalConnections

Kind 3D Healthcare 💙 Kind Hospital Turnaround ♦ Kind Systems Improvement ♦ Heal Burned Out Staff ♦ Kind Patient Experience ♦ Improved Profitability for the Benefit of All ♦ Kind 3D Certification Program

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