Leadership Mindset

Being a leader in the modern world can feel like barely controlled chaos. How you approach leadership impacts the bottom line.

You see something that needs attention. You go to the person on your team that you think should address it or you suspect is about to. And you know exactly what they should do. You're about to tell them ...

People love working for leaders that are curious & confident enough to keep things moving forward without losing the ability to take a fresh perspective.

5 ways leaders hurt their teams. Do you dismiss ideas? Do you make all decisions? Are you stepping in to fix problems? How do you hold your team accountable? Are you the team mediator?

Over the last several years, we’ve done manager training for thousands of managers. So why haven’t we called it what it is?

Two steps to take for yourself and your organization to improve your next opportunity. How to use learning and reflection for career advancement.

Leadership strategy to expose root cause of problems. Stop reacting and instead develop lasting solutions. Empower your team.

How to empower people to do more for themselves. Real world example from the airlines industry on how to use Good Authority. More Yoda, less superhero.

We believe that a people leader who communicates with his/her team in a way that is human, continuous, and focused on development has the transformative skill that will lead the organization into the future of work. It’s a world beyond awkward, hurtful and unhelpful interactions, and it will change the lives of the people in your business, and the business itself.

How leaders can improve the health and success of their organization by setting up a new leader for success. New roles or projects are opportunities for growth.

Here are four things to talk through with your team before you turn on your Out-of-Office message. You’ll be creating an asset you can use for years to come.

To lead a team is to develop people: you must do the difficult work of finding what motivates people, encouraging meaningful growth that is connected to a business objective, and being more of a life coach and support system than most managers can imagine.

How do you talk with someone on your team about a mistake without making them feel defensive?

George Floyd was murdered on the streets of Minneapolis. Ahmad Arbery. Breonna Taylor. As a young law student in New York in 1997, Abner Louima’s story (a young black man violated and assaulted by NYPD police) is forever etched in my memory.

In the modern workplace, trusting and letting someone learn from the process of doing his/her job is becoming rare. Many people leaders have to tear their fingers off the keyboard to stop themselves from fixing other people’s issues.

At Refound, we aim to cultivate and practice good authority, the kind that leads to accountability and growth.

How do you make the pivot from being someone’s teammate to being their boss? Of course, there are the projects and tasks that you’re now responsible for, but what about the changed relationships that are now all around you?

They’ve become the holy trinity of modern leadership lingo: transparency, vulnerability, and the big one — authenticity.

I created Refound because I believe we are at a tipping point moment in human history — where the line between personal and professional growth is dissolving.

The purpose of a one-on-one is not to have a deep and meaningful conversation with your employee. It’s to inspire them to have a deep and meaningful conversation with themselves.

Accountability without mentoring is heartless. Mentoring without accountability is pointless. To create a culture of personal ownership you have to have both.