There’s a phrase I hear often when I’m working with executive teams:
“We just need a little more information.”
And sometimes that’s true. Thoughtful leadership requires rigor. It requires testing assumptions and understanding implications before moving forward.
But there’s a particular moment I’ve learned to listen for. It’s when the analysis is largely complete, the tradeoffs are clear, and yet the decision continues to drift.
When I sit with leadership teams early in the year, I often observe two conversations happening at once.
There’s the visible one—goals, priorities, plans. And then there’s the quieter one, happening beneath the surface. The issues no one quite names. The tensions people assume will resolve themselves once things get busy.
When I work with executive teams, the greatest challenges almost always come back to people, even when the strategy and process are solid. Over and over, I see that how individuals show up for each other determines the speed, the trust, and the overall health of the team. One framework that consistently makes a meaningful difference is Patrick Lencioni’s Ideal Team Player model: Humble, Hungry and Smart.
The most strategic advantage you have right now is your willingness to be wrong. This is the new paradox of leadership. We’ve all been trained to believe that the right decision requires perfect information, yet volatility has stripped that certainty away. Markets shift overnight, teams restructure faster than the org chart, and data seems to contradict itself weekly. The leaders who win aren’t the ones chasing certainty. They are the ones who have mastered the art of deciding in the dark.
Every executive team I coach works hard to align on strategy. They debate priorities, refine ROCKS (quarterly priorities), and finally walk out of the room confident they’ve nailed it.
Yet a few months in, progress feels uneven. Teams are stuck in old habits. Projects stall. Strategy looks great on paper, but it isn’t fully alive in day-to-day work.
There’s a phrase I hear often when I’m working with executive teams:
“We just need a little more information.”
And sometimes that’s true. Thoughtful leadership requires rigor. It requires testing assumptions and understanding implications before moving forward.
But there’s a particular moment I’ve learned to listen for. It’s when the analysis is largely complete, the tradeoffs are clear, and yet the decision continues to drift.
When I sit with leadership teams early in the year, I often observe two conversations happening at once.
There’s the visible one—goals, priorities, plans. And then there’s the quieter one, happening beneath the surface. The issues no one quite names. The tensions people assume will resolve themselves once things get busy.
When I work with executive teams, the greatest challenges almost always come back to people, even when the strategy and process are solid. Over and over, I see that how individuals show up for each other determines the speed, the trust, and the overall health of the team. One framework that consistently makes a meaningful difference is Patrick Lencioni’s Ideal Team Player model: Humble, Hungry and Smart.
The most strategic advantage you have right now is your willingness to be wrong. This is the new paradox of leadership. We’ve all been trained to believe that the right decision requires perfect information, yet volatility has stripped that certainty away. Markets shift overnight, teams restructure faster than the org chart, and data seems to contradict itself weekly. The leaders who win aren’t the ones chasing certainty. They are the ones who have mastered the art of deciding in the dark.
Every executive team I coach works hard to align on strategy. They debate priorities, refine ROCKS (quarterly priorities), and finally walk out of the room confident they’ve nailed it.
Yet a few months in, progress feels uneven. Teams are stuck in old habits. Projects stall. Strategy looks great on paper, but it isn’t fully alive in day-to-day work.
In our always-on world, disconnection feels counter-intuitive. Leaders often believe constant presence equals constant impact. We're wired to think "always on" means "always productive." But what if this mindset is actually holding you and your leadership team back?
The truth is, genuine disconnection is a strategic necessity. It's the deliberate act that unlocks clarity, fuels innovation, and builds a more autonomous, resilient team.
