Guiding leaders to achieve their biggest goals | Executive & Team Performance Coach | Founder @ Courageous &Co - Custom-built leadership development to drive results & performance

Unclear goals block progress for you and everyone trying to help.

It’s a common problem (and complaint) I see with leaders and teams.

They’re constantly serving the needs of others (clients, projects, the company, team & family)
and prioritizing themselves a distant 2nd.

Saying things like “I have no time” 
or “I don’t have the energy to focus…”
often leaves them feeling demoralized and drained.

Success starts with the space to dream a little,
and then to strategize a lot.

Many are conditioned to believe that any Action = Progress.
But without direction, even hustle leads nowhere.

This is where I come in.

The Goal System (Free email course, paid 1:1 sessions, or a team workshop)
is built for busy, overwhelmed leaders.

It teaches them how to take the RIGHT ACTION, at the RIGHT TIME.

Using a simple, repeatable framework (M.A.P.S),
we create space to reflect, visualize, prioritize, and plan with intention.

The result?

People are excited to know where they are going, 
and confident in the 1st steps to take to get there. 

You can learn more and sign up directly here: 

https://www.courageousand.co/goal


If you are serious about leadership and strengthening it in your company (or yourself), OR would just like to learn more about me, and maybe book a call. 

Go here: https://www.courageousand.co/ 


----------------------------------------------------------------------------------------------------

About Me: 

I lead leaders (and teams) to achieve their biggest goals. 

I have successfully managed multiple complex teams, worked across different industries, and in multiple countries. 

(I made many mistake on this journey) 

Today, as the founder of Courageous & Co. and the Creator of The Goal System, I partner with companies who believe that great leaders don't happen by chance, they are developed. 

Our mission is to define effective leadership so every person can achieve it, and every company can nurture it.

I would like to share more, but in summary, 

we are a strategic partner. 

We care greatly about the capabilities and skills sets of leaders as they directly impact the health and performance of people, and the company. 

When leaders are empowered, teams thrive.
And when teams thrive, companies win.

Interested?  Let’s connect.

— Justin
Be courageous. Be yourself.

People rarely set out to frustrate us.

Yet somehow, that’s often our first impression.

🙄 They don’t speak up in a meeting 
→ “They’re disengaged and don’t care.”

🤔 They question a decision 
→ “They’re undermining my authority.”

📉 They push back on feedback 
→ “They’re being defensive and difficult.”

💻 They turn off their camera 
→ “They’re not paying attention or slacking off.”

🕒 They leave right at 5 PM 
→ “They’re not committed to the team.”

Our default? 𝗔𝘀𝘀𝘂𝗺𝗲 𝘁𝗵𝗲 𝘄𝗼𝗿𝘀𝘁.

Indra Nooyi’s advice was simple:
“Whatever anybody says or does,
assume positive intent.”

Assuming positive intent IS the reset.

A mindset + a skill that can be built.

🧠 𝗠𝗶𝗻𝗱𝘀𝗲𝘁:
Choosing to believe the giver means well.
Especially when the delivery stings.

🛠 𝗦𝗸𝗶𝗹𝗹𝘀 𝘁𝗵𝗮𝘁 𝗺𝗮𝗸𝗲 𝗶𝘁 𝗿𝗲𝗮𝗹:
→ Emotional regulation
→ Self-awareness of your reactivity
→ Asking instead of assuming
→ Listening without defending

Here’s what changes when positive intent leads the room:

→ Curiosity replaces defensiveness
→ Reflection replaces reaction
→ Trust builds, even in discomfort
→ Growth accelerates because blame doesn’t block it

It takes patience. It takes skill.
And it builds the kind of leader others trust.

No harm in trying it out this week.


🔔 Follow Justin Hills for smarter self-leadership strategies

Justin Hills

People in roles of leadership are a critical resource.  They influence behavior and performance of every person, in every workplace.  

I believe that, when leaders are motivated, empowered, and fulfilled by their careers, they influence positive change in all areas, and all relationship.

I am committed to support and serve leaders in transformation growth, high-performance, and in the complete realization of their potential and the full development of their abilities and appreciation of life. (self-actualization)

Great Leadership starts with Self-Leadership, which starts with Self-Awareness. 

Reach out to me if you have interest in talking. 

Be Courageous. Be Yourself.
Justin

The way you talk to yourself shapes how you lead.

Make sure your worst enemy isn’t in your head.

We all have two inner voices.

One hijacks you.
The other helps you rise.

🟢 Positive Voice
→ Reminds you what you’ve done before 
→ Helps you focus on what’s possible 
→ Sees setbacks as part of the process

🔴 Negative Voice
→ Doubts your decisions, even after they’re made
→ Magnifies mistakes into personal failures
→ Tells you to play small when it’s time to step up

If you lead people,
you’re modeling self-talk every day.

They see how you handle setbacks. 
They hear how you frame mistakes. 
They follow the tone you set.

So build the voice that builds you.
Because that voice becomes your leadership.

How to Stop Being So Hard on Yourself:

1️⃣ Catch the Critic 
Notice when your self-talk turns negative. 
Write it down, don’t ignore it.
Awareness breaks the pattern.

2️⃣ Reframe, Don’t Deny 
Instead of “This is too hard,” 
Try: “This is hard and I’ve handled worse.” 
Reframing gives fear context and puts you back in control.

3️⃣ Say It How You’d Say It to a Friend
You’d never tell a teammate: 
“You’re going to blow this.” 
So why say it to yourself?

Your mindset starts with your words.
Train them, so they lift you, not limit you.

I finally stopped carrying past mistakes around 
like proof I wasn't good enough.

But not until I was in my mid 40s.

You know the voice:

"Why did I take that job?" 
"I should've seen the red flags." 
"That decision cost me years..."

We all replay our worst calls. It's normal.

It's also what keeps you stuck.

When you spend energy replaying what went wrong, 
you leave little left for what could go right.

What made the difference:

Treating mistakes as information, not identity.

1️⃣ 𝗦𝗸𝗶𝗽 𝘁𝗵𝗲 𝗱𝗲𝗲𝗽 𝗮𝗻𝗮𝗹𝘆𝘀𝗶𝘀 
→ Not every mistake needs an autopsy 
→ Ask "What did this teach me?" 
→ Then ask "What would I do differently?" 
→ Move forward, don't loop backward

2️⃣ 𝗪𝗮𝘁𝗰𝗵 𝘄𝗵𝗮𝘁 𝗰𝗵𝗮𝗻𝗴𝗲𝘀 
→ You stop taking failure personally 
→ You spot patterns instead of character flaws 
→ Resilience builds naturally 
→ Mental space clears for better decisions

The difference is bigger than you think.

Your past mistakes already happened. 
The only question is whether they make you 
smarter or just sadder.

Choose smarter.

🔔 Follow Justin Hills for practical leadership insights.

Almost every conversation I have
starts with the same thought:
“I want to show up better for my team.”

And honestly, it makes me feel incredibly grateful. 
Lucky, even.

Because getting to work with people who want to evolve
not because they have to,
but because they care…

is the kind of work that restores your 
faith in what’s possible at work.

And when that desire to grow is real,
the most helpful place to start is with better questions

the kind that shift how you show up 
tomorrow, not someday.

5 Questions to Ask Yourself:
1) What do my team need most from me this week?
2) Which expectations or priorities might still 
feel unclear to my team, and how can I clarify them?
3) Which moment in the past few days would 
I handle differently if I had a second chance?
4) How did I show patience, presence, or care in 
a way that actually mattered?
5) Who haven’t I checked in with recently, and 
what might they be carrying on their own?

5 Questions to Ask Your Team (About Your Leadership):
1) What’s one thing I could do that would make your 
day-to-day work smoother?
2) When does my input help you move faster, and 
when does it slow things down?
3) What kind of check-ins or updates support you best?
4) Which part of my communication feels clear, and 
which part feels unclear?
5) What part of our workflow or process 
feels the most frustrating from your perspective?

Over time, these questions turn
“I want to get better” into a visible, 
repeatable practice of leadership growth.

🔔 Follow Justin Hills for practical leadership insights.

Good work doesn’t get you noticed.
Visible work does.

Early in my career,
I believed good work would speak for itself.

So I stayed quiet
assuming people would notice.

That they’d see the hours,
the effort, the outcomes.

They didn’t.

Not because they didn’t value me,
but because they just had no idea what I was actually doing.

At some point, I realised: 
if you don’t talk about your work, 
your contribution gets left out of the story.

Here’s how to make your work visible
without “selling yourself”:

1️⃣ Summarize the outcome
→ “What improved?”

2️⃣ Name one challenge solved
→ “What was hard?”

3️⃣ Point to the impact
→ “Who/how did this help?”

Short, factual, confident.
Share it in status updates, recaps, or 1:1s.

When you represent your work clearly and confidently, 
recognition follows.
Opportunities open.

And your example gives others permission to do the same.

"Don't take it personally."

Easy advice. Harder to live by.

Critical feedback. 
A passive-aggressive comment. 
A colleague’s cold tone. 
Being overlooked.

It’s natural to take these things personally.
But most of the time, it’s not about us.

What people say or do reflects their 
stress, their mood, their story, not our worth.

That’s the core of Don Miguel Ruiz’s book,
“𝗧𝗵𝗲 𝗙𝗶𝗳𝘁𝗵 𝗔𝗴𝗿𝗲𝗲𝗺𝗲𝗻𝘁.”

One of its teachings:
“𝗗𝗼𝗻’𝘁 𝘁𝗮𝗸𝗲 𝗮𝗻𝘆𝘁𝗵𝗶𝗻𝗴 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗹𝘆.”

🔑 𝟲 𝗪𝗮𝘆𝘀 𝘁𝗼 𝗦𝘁𝗼𝗽 𝗟𝗲𝘁𝘁𝗶𝗻𝗴 𝗧𝗵𝗶𝗻𝗴𝘀
𝗚𝗲𝘁 𝗨𝗻𝗱𝗲𝗿 𝗬𝗼𝘂𝗿 𝗦𝗸𝗶𝗻:

1️⃣ 𝗦𝗲𝗽𝗮𝗿𝗮𝘁𝗲 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝗳𝗿𝗼𝗺 𝘆𝗼𝘂𝗿 𝘄𝗼𝗿𝗸
→ Your job is what you do, not who you are.
→ Pride in work ≠ your identity.
→ Detach worth from results, good or bad.

2️⃣ 𝗥𝗲𝗳𝗿𝗮𝗺𝗲 𝗰𝗿𝗶𝘁𝗶𝗰𝗶𝘀𝗺 𝗮𝘀 𝗱𝗮𝘁𝗮
→ Feedback is information, not judgment.
→ Ask: what’s useful here for me to grow?
→ Leave the sting, keep the lesson.

3️⃣ 𝗡𝗼𝘁𝗶𝗰𝗲 𝘆𝗼𝘂𝗿 𝘁𝗿𝗶𝗴𝗴𝗲𝗿𝘀
→ Track when you feel attacked at work.
→ Patterns reveal insecurity or fear.
→ Awareness reduces the surprise factor.

4️⃣ 𝗩𝗮𝗹𝗶𝗱𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝗲𝗺𝗼𝘁𝗶𝗼𝗻𝘀
→ It’s okay to feel hurt or angry.
→ Name the feeling to defuse its power.
→ Validation opens space to respond calmly.

5️⃣ 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝘆𝗼𝘂𝗿 𝗮𝘀𝘀𝘂𝗺𝗽𝘁𝗶𝗼𝗻𝘀
→ Don’t assume intent, you’re not a mind reader.
→ Clarify before you react or spiral.
→ Often, it’s not about you at all.

6️⃣ 𝗥𝗲𝘀𝗽𝗼𝗻𝗱, 𝗱𝗼𝗻’𝘁 𝗿𝗲𝗮𝗰𝘁
→ Pause before replying to criticism.
→ Take a breath, choose your tone.
→ Respond with intention, not impulse.

When you stop taking things personally,
you protect your energy, growth, and peace.

What’s one strategy that helps you not take it personally?

♻️ Repost to help someone who needs this reminder.
🔔 Follow Justin Hills for practical leadership insight.

Schedule joy first

Lots of us schedule work first.
Then try to squeeze joy into whatever's left.

When I read this quote from Scott Clary,
I realized that I can do better.

Work often expands to fill every available hour.

And before you know it…
it is the end of the day, end of the week,

and you have given all of your time and energy 
to everyone but yourself.

My commitment to myself:
Make joy non-negotiable.

When you protect time for what matters, 
work finds a way to fit around it.

Your future self will thank you for drawing that line.

What's one joyful thing you're scheduling this week?

♻️ Repost and help all of us prioritize fun
➕ Follow Justin Hills for practical leadership insights.

Credit: original post read on TheCoolHunter on Insta.

When your work matches your values,
hard work feels lighter.
When it doesn't?

Nothing worse than being busy all day,
and feeling empty at the end of it.

You can be …

↳ Productive and miserable.
↳ Busy and uninspired.
↳ High-performing and completely drained.

Here’s why this really sets in:

1️⃣ 𝗠𝗶𝘀𝗮𝗹𝗶𝗴𝗻𝗲𝗱 𝗚𝗼𝗮𝗹𝘀 = 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗙𝗮𝘁𝗶𝗴𝘂𝗲
When your work doesn't reflect your values, 
the effort feels heavier than it is.
You start asking: What's the point?

2️⃣ 𝗡𝗼 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗥𝗲𝘄𝗮𝗿𝗱 = 𝗭𝗲𝗿𝗼 𝗠𝗼𝘁𝗶𝘃𝗮𝘁𝗶𝗼𝗻
Progress starts to feel like pressure.
You're not lazy. You're just not lit up by what you're doing.

3️⃣ 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗚𝗮𝗽𝘀 𝗗𝗿𝗮𝗶𝗻 𝗘𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴
You're doing the work, but feel unseen.
That silence? It's louder than any feedback.

Here's what you CAN control
(even when you can't control everything):

🔄 Reframe one goal:
Which of my current goals could I care more 
about if I shifted why it matters?

🔄 Protect one hour this week for work that energizes you.
Even if it's not urgent. Do it anyway.

🔄 Name what you need to your boss, team, or partner.
Recognition starts with articulation.

🔄 Track your energy like you track your calendar. 
What drains you? What lights you up? Use that data.

You might not redesign your role overnight.

But you can redesign your relationship to it this week.

Start there.

🔔 Follow Justin Hills for practical leadership insights.

Two of the biggest workplace fears.

#1 Making Decisions, #5 Making Mistakes

(From Top 7 workplace fears by LiveCareer)

When people are scared to decide or mess up,
they freeze. They wait. They hide.

Your team stops taking risks.

Leadership isn't about avoiding mistakes,
but it is about making decisions.

Have you created the space for your team
to move beyond those fears?

Because people only push past fear
when the environment tells them it’s
safe to try, safe to decide, and safe to be wrong.

Here are 5 practical ways to help your team
make those fears smaller:

1️⃣ Share the context behind your own decisions
Not the perfect version but the honest steps you took.

It shows that uncertainty is normal,
not a sign of incompetence.

2️⃣ Define what “good enough” looks like
Most hesitation comes from unclear standards.

When people know the bar,
they stop overthinking and start moving.

3️⃣ When something goes wrong, focus on the next step
Instead of “Why did this happen?” 
Try: “What’s the next best move?”

People fear mistakes less when the
response is practical, not punitive.

4️⃣ Celebrate the “small tries,” not just the big wins
If the only work that gets praised is flawless,
people will avoid anything that isn’t.

Highlight experiments, attempts, and progress. 
It tells your team: “Trying counts here.”

5️⃣ Model what “safe to be wrong” looks like
Admit your own misses. Share what you learned.

Take that weight off your team,
and you’ll be shocked by how quickly
they start deciding, trying, and contributing again.

🔔 Follow Justin Hills for practical leadership insights.

The most underrated leadership skill?

Not projecting your bad day onto your team.

Ever walked into a room and felt your
boss’s bad mood before they said a word?

I’ve been there, both sides.

When we walk in stressed,
frustrated, or 
checked out, 

it spreads like wildfire.

Our teams pick it up immediately,
even when we think we're hiding it.

The research backs this up hard.
Sabrena Craft's 2024 study on emotional intelligence in leadership

found that leaders who can't regulate
their emotions create measurable damage
lower engagement,
higher turnover,
broken trust.

Not because they're bad people.
Because they're unintentionally making their
team carry emotional weight that isn't theirs to carry.

So what does this actually mean for you? 
It means recognizing that your mood isn't just your mood.

You're setting the temperature for everyone around you.

What this actually looks like:

→ You're furious about a decision from leadership,
but you walk into your team meeting composed,
giving them stability instead of anxiety

→ You've had terrible news, and
you acknowledge it honestly without making your team
carry the emotional weight of something they can't control

→ You're stressed about deadlines, but
you don't transfer that pressure in ways that create panic
you channel it into clear priorities and support

It isn't about being perfect or never having bad days.
It's being the steady presence your team needs,
even when you're the one who needs steadying.

🔔 Follow Justin Hills for practical leadership insights.

What feels safe might be your biggest risk. 

Especially in a fast-moving career.

It’s easy to stay where things feel steady.

Here’s the real cost of staying comfortable:
↳ You keep doing work you’ve already mastered 
↳ Others can’t see what else you’re capable of 
↳ You miss chances to prove you're ready for more

Here’s how to break past the comfort zone:

1️⃣ Lead where no one’s currently responsible
↳ Spot one issue that keeps showing up, unowned
↳ Build a fix. Collaborate. Drive it to resolution
↳ Shows initiative beyond assigned responsibilities

2️⃣ Improve how your team delivers key results
↳ Pick one workflow tied to output or client delivery
↳ Simplify steps, close gaps, and track key metrics
↳ Shows readiness to run results, not just tasks

3️⃣ Create time for work that moves the business
↳ Choose one task you’ve outgrown
↳ Train and hand it off to someone who can grow from it
↳ Use that time to focus on strategic work

Comfort maintains. Courage moves.
Step forward, even when it’s uncertain.
That’s how doors open.

What would you do this week if growth, not comfort, was the goal?

♻️ Repost to guide someone out of the comfort zone.
🔔Follow me Justin Hills for practical self-leadership insights.

You’ll spend 90,000 hours at work, 30% of your life.

So why let your job replace the life you’re working for?

If your role constantly leaves you drained, disconnected,
or out of sync with who you are

it's worth a pause, not panic.

Here’s what a healthy job 𝘤𝘢𝘯 do for you:

→ 𝗥𝗲𝗳𝗹𝗲𝗰𝘁 𝘄𝗵𝗮𝘁 𝗺𝗮𝘁𝘁𝗲𝗿𝘀 𝗺𝗼𝘀𝘁 𝘁𝗼 𝘆𝗼𝘂
When your values show up in your day-to-day,
work feels meaningful, not forced.

→ 𝗦𝘁𝗿𝗲𝘁𝗰𝗵 𝘆𝗼𝘂 𝗶𝗻 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝘄𝗮𝘆𝘀
Growth feels energizing, not exhausting,
when it builds the skills you care about.

→ 𝗚𝗶𝘃𝗲 𝘆𝗼𝘂 𝗿𝗼𝗼𝗺 𝘁𝗼 𝗹𝗶𝘃𝗲
You don’t need to choose between
doing great work and having a life outside it.

When your work supports who you are, 
you lead with more clarity, confidence, and calm.


🔔 Follow Justin Hills for practical leadership insights

Burnout begins long before someone

“hits the wall.”

The World Health Organization defines it as a syndrome 
caused by unmanaged workplace stress, marked by:

1️⃣ Exhaustion 
2️⃣ Mental distance or cynicism toward the job 
3️⃣ Reduced professional efficacy

It’s not just about overwork.

It’s about unmanaged demands, 
lack of clarity, 
low control, and 
broken trust.

Researcher Christina Maslach calls it
“a workplace systems issue,”
not a personal flaw.

And inside teams, it spreads faster than people realize.

Burnout isn’t the last domino.
It’s the new first domino.

What should you do when burnout shows up?

1️⃣ Stop looking to place blame. 
Start assessing the damage.

→ Where is it already leaking into performance? 
Missed cues? Short tempers? Slow decisions?

Leaders lose weeks trying to autopsy instead of act.

2️⃣ Look at the whole system, not just the workload.

→ Burnout grows in the gaps: unclear roles, 
inconsistent expectations, strained finances, 
no emotional runway, chronic internal pressure.

Solve the system, not the schedule.

3️⃣ Make ‘burnout’ a safe conversation, especially early.

→ If people have to hide it, you’ll only see it 
when it’s too late.

Normalize the check-in.
Remove the shame.
Treat it like any other performance blocker.

If burnout is visible on your team, 
it’s influencing more than you think.

Address the impact you can see first. 
Then lead forward.

🔔 Follow Justin Hills for practical leadership insights.

What do effective teams do differently?

They argue...productively.

Arguing isn’t always a sign of dysfunction,
and the best teams don’t avoid it.

They lean into it and they perform better because of it.

✅ 𝗧𝗵𝗲𝘆 𝘀𝗼𝗹𝘃𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺𝘀 𝗳𝗮𝘀𝘁𝗲𝗿:
Strong arguments surface issues early
and lead to better fixes.

✅ 𝗧𝗵𝗲𝘆 𝗺𝗮𝗸𝗲 𝘀𝗺𝗮𝗿𝘁𝗲𝗿 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀:
Debate surfaces blind spots
and drives better choices.

✅ 𝗧𝗵𝗲𝘆 𝗯𝘂𝗶𝗹𝗱 𝗿𝗲𝗮𝗹 𝘁𝗿𝘂𝘀𝘁:
Safe pushback shows every voice matters
and strengthens commitment.

✅ 𝗧𝗵𝗲𝘆 𝗸𝗲𝗲𝗽 𝗶𝗺𝗽𝗿𝗼𝘃𝗶𝗻𝗴:
Each argument sharpens thinking
and fuels growth.

𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝟰 𝘀𝘁𝗲𝗽𝘀 𝘁𝗼 𝘁𝘂𝗿𝗻 (𝗵𝗲𝗮𝗹𝘁𝗵𝘆) 𝗮𝗿𝗴𝘂𝗶𝗻𝗴 
𝗶𝗻𝘁𝗼 𝗮 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵:

1️⃣ 𝗜𝗻𝘃𝗶𝘁𝗲 𝗶𝘁: Ask for pushback directly.
→ “𝘞𝘩𝘢𝘵’𝘴 𝘢𝘯𝘰𝘵𝘩𝘦𝘳 𝘸𝘢𝘺 𝘵𝘰 𝘴𝘦𝘦 𝘵𝘩𝘪𝘴?”
→ “𝘏𝘦𝘭𝘱 𝘮𝘦 𝘶𝘯𝘥𝘦𝘳𝘴𝘵𝘢𝘯𝘥 𝘺𝘰𝘶𝘳 𝘷𝘪𝘦𝘸.”
→ “𝘞𝘩𝘢𝘵 𝘢𝘳𝘦 𝘸𝘦 𝘮𝘪𝘴𝘴𝘪𝘯𝘨?”

2️⃣ 𝗠𝗼𝗱𝗲𝗹 𝗶𝘁: Show it’s safe to argue. 
→ “𝘐 𝘤𝘰𝘶𝘭𝘥 𝘣𝘦 𝘸𝘳𝘰𝘯𝘨. 𝘞𝘩𝘰 𝘴𝘦𝘦𝘴 𝘪𝘵 𝘢𝘯𝘰𝘵𝘩𝘦𝘳 𝘸𝘢𝘺?” 
→ “𝘎𝘰𝘰𝘥 𝘱𝘰𝘪𝘯𝘵, 𝘤𝘢𝘯 𝘺𝘰𝘶 𝘦𝘹𝘱𝘢𝘯𝘥 𝘰𝘯 𝘵𝘩𝘢𝘵 𝘮𝘰𝘳𝘦?” 
→ “𝘓𝘦𝘵’𝘴 𝘱𝘢𝘶𝘴𝘦. 𝘐 𝘸𝘢𝘯𝘵 𝘵𝘰 𝘳𝘦𝘢𝘭𝘭𝘺 𝘩𝘦𝘢𝘳 𝘵𝘩𝘪𝘴 𝘰𝘶𝘵.”

3️⃣ 𝗥𝗲𝘄𝗮𝗿𝗱 𝗶𝘁: Reinforce it when someone speaks up. 
→ “𝘐 𝘴𝘦𝘦 𝘺𝘰𝘶𝘳 𝘱𝘰𝘪𝘯𝘵. 𝘐’𝘭𝘭 𝘢𝘥𝘫𝘶𝘴𝘵 𝘣𝘢𝘴𝘦𝘥 𝘰𝘯 𝘵𝘩𝘢𝘵.” 
→ “𝘎𝘰𝘰𝘥 𝘱𝘰𝘪𝘯𝘵. 𝘐 𝘩𝘢𝘥𝘯’𝘵 𝘴𝘦𝘦𝘯 𝘪𝘵 𝘵𝘩𝘢𝘵 𝘸𝘢𝘺.” 
→ “𝘞𝘦 𝘯𝘦𝘦𝘥 𝘮𝘰𝘳𝘦 𝘰𝘧 𝘵𝘩𝘢𝘵, 𝘨𝘰𝘰𝘥 𝘸𝘰𝘳𝘬.”

4️⃣ 𝗖𝗹𝗼𝘀𝗲 𝗶𝘁: Wrap debate with clarity and alignment. 
→ “𝘞𝘦’𝘷𝘦 𝘵𝘢𝘭𝘬𝘦𝘥 𝘪𝘵 𝘵𝘩𝘳𝘰𝘶𝘨𝘩….𝘵𝘩𝘪𝘴 𝘪𝘴 𝘰𝘶𝘳 𝘱𝘭𝘢𝘯.”
→ “𝘞𝘦’𝘳𝘦 𝘢𝘭𝘪𝘨𝘯𝘦𝘥. 𝘓𝘦𝘵’𝘴 𝘱𝘶𝘵 𝘵𝘩𝘪𝘴 𝘪𝘯𝘵𝘰 𝘢𝘤𝘵𝘪𝘰𝘯.” 
→ “𝘞𝘦’𝘷𝘦 𝘤𝘰𝘷𝘦𝘳𝘦𝘥 𝘪𝘵 𝘢𝘭𝘭. 𝘕𝘰𝘸 𝘭𝘦𝘵’𝘴 𝘤𝘰𝘮𝘮𝘪𝘵 𝘵𝘰𝘨𝘦𝘵𝘩𝘦𝘳.”

𝗪𝗵𝗮𝘁’𝘀 𝗼𝗻𝗲 𝘄𝗮𝘆 𝘆𝗼𝘂 𝗲𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗵𝗲𝗮𝗹𝘁𝗵𝘆 𝗮𝗿𝗴𝘂𝗺𝗲𝗻𝘁𝘀 𝗶𝗻 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺?

🔔 Follow Justin Hills for practical leadership insights.

We're living in an era where everything feels urgent.
And it's wearing us down in ways we don't even notice.

The "urgent" email that could wait until tomorrow. 
The meeting that should have been a message. 
The panic over a deadline that wasn't actually real.

You know the feeling, that constant low-level anxiety, 
the sense that you're always behind.

We've somehow convinced ourselves that busy equals important. 
That speed equals success.

But what is it actually costing us?

Our clarity — we react instead of respond. 
Our energy — burnout sneaks up because we've normalized feeling drained. 
Our relationships — rushed conversations miss what people actually need. 
Our best work — deep work gets pushed aside for shallow tasks.

Before labeling something "urgent," I've started asking:

What happens if this waits until tomorrow? 
Who said this was urgent and why? 
Is this actually important, or just noise?

Most of the time, it isn’t urgent.

The important work needs time to be done right.
Start protecting one hour a day for work that actually matters.

🔔 Follow Justin Hills for practical leadership insights.

You can’t demand excellence from
someone you constantly criticize,
even if it’s yourself.

If your growth is built on fear or self-judgment, 
you’ll burn out before you break through.

The leaders who learn fastest do something very different:

They allow themselves to be human.

They don’t spiral when they make a mistake. 
They don’t shame themselves for not knowing everything. 
They don’t pretend perfection is the standard.

📚 Research by Dr. Kristin Neff 
(National Library of Medicine) 

outlines 3 elements that fuel sustainable performance 
under pressure:

1️⃣ Kindness over criticism 
→ When you miss a goal, beat the problem, not yourself. 
→ Speak to your direct reports with clarity and care. 
Both matter.

2️⃣ Shared humanity over isolation 
→ People don’t grow faster when they’re ashamed. 
→ Normalize setbacks. Make learning safe.

3️⃣ Mindful awareness over reactivity 
→ Notice your own stress signals. 
→ Slow down when you're about to overcorrect.

Being hard on yourself isn’t a growth strategy. 

Leading with grace is.

🔔 Follow Justin Hills for practical leadership insights.

The quality of your leadership is directly related
to the quality of your questions.

Most people ask questions that shut down thinking.

"Did you finish the report?"
"Is everything on track?"
"Any problems?"

Yes/no answers. Nothing more.
But what if you asked differently?

"What approach did you take?" 
"How do you see the timeline shaping up?" 
"What's your thinking on this?"

Suddenly, something shifts.

That's the difference between closed and open questions.

One shuts down. 
One opens up.

The best questions activate intelligence
and creative thinking, vs, compliance.

5 questions that unlock thinking in any conversation:

1️⃣ "What's working well so far?" 
→ Gets them reflecting on strengths first

2️⃣ "What would you do differently next time?" 
→ Builds self-awareness without blame

3️⃣ "What options are you considering?" 
→ Shows you trust their judgment

4️⃣ "What support do you need to move forward?" 
→ Makes you a resource, not a roadblock

5️⃣ "What's the most important thing to focus on?" 
→ Helps them prioritize without you deciding

Better questions, better answers. 
Better thinking, better outcomes.

Your next conversation is a chance to practice.

Pick one question. 
Ask it. 
And watch your team's intelligence come alive.

Those thriving in uncertainty share one thing.

They invest in themselves.

Layoffs.
Reorgs.
Reshuffles.

No one’s immune to change right now.

if the last 10 months taught us anything,

You can be great at your job 
And still be let go.

The best investment, always, is in yourself.
Keep building the skills that make you essential.

7 Self-Leadership Skills Every Manager
Needs During Uncertainty:

1️⃣ Stress Management
→ Burnout doesn’t help anyone.
→ Separate personal stress from team support.

2️⃣ Emotional Intelligence
→ Understand what your team feels and what they need. 
→ Empathy builds trust when answers are scarce.

3️⃣ Adaptability
→ When things change, you can’t stay stuck.
→ Adjust and move forward.

4️⃣ Self-Awareness
→ Know your limits. Know your strengths. 
→ Reflect often so your reactions don’t lead your decisions.

5️⃣ Communication Clarity
→ Clear updates save everyone time and confusion.
→ People follow clear instructions, not long explanations.

6️⃣ Strategic Thinking
→ Not everything urgent is important.
→ Don’t chase everything., Protect your team’s time and focus.

7️⃣ Continuous Learning
→ Choose 1 skill to improve in 30 days. 
→ Keeps you relevant as your role evolves.

You can’t predict the next round of changes. 
But you can prepare for them.

What’s one skill you’re building to stay ready?

Complexity kills action.

Especially with senior execs.

Early in my career, I said too much.
I assumed detail meant I was prepared.

But in exec conversations, it often backfires.

Senior leaders don’t need all details.

They want what matters.
Why it matters. 
And fast.

When I treated executive time like prime time,
I quickly added value and became a trusted partner.

Here’s the approach I still use today:
(It’s how I earn trust in rooms that move fast.)

𝗧𝗵𝗲 𝗖.𝗟.𝗘.𝗔.𝗥. 𝗙𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸
(𝘍𝘰𝘳 𝘩𝘪𝘨𝘩-𝘴𝘵𝘢𝘬𝘦𝘴 𝘤𝘰𝘯𝘷𝘦𝘳𝘴𝘢𝘵𝘪𝘰𝘯𝘴)

🧠 𝗖 = Clarify what matters now
Start with the core issue or opportunity
Be direct about what’s on the line

🗞 L = Lead with your recommendation
“This is what I’d recommend we do next…” 
Frame the why in 1–2 sharp sentences

🎯 𝗘 = Emphasize the takeaway
Make the key point easy to repeat 
Signal what you want them to remember

👁 𝗔 = Anticipate what they’ll ask
Prep the pushbacks before they ask 
Think like them, not just like you

🧭 𝗥 = Read the room in real time
Watch tone and body language, not just words 
Ask: “What questions do you have at this point?”

Senior leaders don’t need every answer, 
they want clear actionable information.

How do you build trust with senior leaders?

♻️ Share this with someone ready to level up their career
🔔 Follow Justin Hills for insights to grow your influence

It’s not the job that’s draining you.

It’s the story running in your head.

“I’m exhausted.”
“I can’t keep up.”
“I have to do this.”

The words we repeat build the world we operate in.
They carry tone, emotion, energy.

They are powerful and never neutral.
Choose them carefully.

Become aware of the self-talk and the impact on your behavior.

“I HAVE to go to work.”
↳ Feels heavy. Like survival.
↳ Pressure before the day begins.

“I GET to go to work.”
↳ There is an excitement to this.
↳ Gratitude. I have the opportunity while some don't.

“I CHOOSE to go to work.”
↳ I am not a victim of this environment.
↳ I have intention, purpose and ambition.

The words in your head
shape the tone of your day.

And that tone shapes how people
experience you as a leader.

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