You Don’t Have to Grow Alone: How to Build a Personal Advisory Board

Who’s Helping You Grow?

It’s a question I often ask my coaching clients. And the answer is usually one of two things:
“I’m figuring it out on my own,” or “I have some good people I turn to — but nothing consistent.” And let’s face it — most of us have been taught to go it alone.

Especially in technical or operations-driven roles, we’re rewarded for being the problem-solver, the expert, the person who can quietly deliver results. And while self-sufficiency is a strength, it can also become a trap — because the higher you rise, the harder it becomes to see your own blind spots.

The truth? Career growth isn’t a solo sport.

Even the most talented professionals eventually reach a point where they need insight, encouragement, accountability, or just someone to ask the hard questions. That’s where a personal advisory board comes in.

What Is a Personal Advisory Board?

A personal advisory board is a small group of trusted individuals who offer guidance, challenge your thinking, hold you accountable, and support your development. It’s not a formal organization—it’s a personal network with purpose.

Think of it as your career cabinet — a group of advisors who offer wisdom, ask the tough questions, provide fresh perspective, and remind you what you’re capable of when you forget.

This is not another layer of meetings. You don’t have to gather them in one place. In fact, some may never even know they’re part of your board (and that’s okay — more on that later).

Your board might include:

  • A former boss you still admire
  • A peer who helps you think strategically
  • A coach or mentor who offers perspective
  • A trusted friend who always tells you the truth

It’s not just about networking. It’s about surrounding yourself with clarity, wisdom, and encouragement.

Why It Matters

Most people only reach out for support when something’s broken — when they’re burned out, passed over for promotion, or unsure what to do next. But that’s like trying to build a bridge after you’ve already fallen in the river.

Your personal advisory board:

  • Expands your perspective beyond your department or immediate circle
  • Reveals blind spots you didn’t know you had
  • Gives feedback and encouragement during growth phases
  • Holds you accountable to the goals you’ve set
  • Reduces isolation, especially for independent thinkers or self-reliant professionals

Growth is faster — and far less frustrating — when you’re not doing it in a vacuum. However, you don’t need dozens of voices. You just need the right ones.

Who Belongs on Your Board?

Let’s build your dream team.

The most effective boards include a diverse mix of roles and perspectives. Here are five types of people to consider:

RolePurpose
🧭 MentorShares experience, helps you see the big picture
💡 ChallengerPushes you to think differently or go further
🤝 ConnectorIntroduces you to people or ideas you wouldn't find on your own
👂 ListenerOffers a safe space to process thoughts or fears
🚀 ChampionBelieves in your potential and reminds you of it

You probably already know some of these people. Now’s the time to make those relationships more intentional.

How to Build Your Personal Advisory Board

  1. Clarify your development goals
    What kind of growth are you working on? Leadership? Strategic thinking? Confidence? Are you working toward a promotion? Trying to communicate more effectively? Having clarity helps you choose the right advisors.
  2. Identify which roles you need filled
    You might need a Mentor and a Challenger — or maybe you’re missing a Connector. Use the table above as a guide.
  3. Brainstorm candidates
    Who do you admire? Who gives you energy? Who challenges you in a healthy way? Think outside your immediate circle. Former colleagues, professors, industry peers, or someone you’ve admired from a distance can all qualify.
  4. Make the ask — if appropriate
    Some people will know they’re on your board; others may not (and that’s okay). For those you approach directly, be clear:

“I’m building a small personal advisory board to help guide my growth. I’d really value your insights over the next year. Would you be open to a conversation every few months?”

  1. Engage with purpose
    Keep in touch regularly. Don’t wait for a crisis. Ask questions, share updates, and show appreciation. This isn’t a one-time meeting — it’s an ongoing relationship. So, decide up front how you will engage. Will you meet quarterly? Send updates every other month? Ask for feedback on specific milestones?

A Real-World Example (Client Story)

Let me tell you about a client (we’ll call him Alex) who made incredible progress with a personal advisory board.

Alex was a project engineer in a large manufacturing company. His goal was to move into project management — but after two failed attempts at internal promotions, he came to me feeling frustrated and stuck.

We worked together to build a personal advisory board to support his growth. Here’s what happened:

  • A former manager became his Mentor, helping him identify internal training opportunities and understand what made successful PMs stand out.
  • A peer in another division served as his Challenger, pointing out blind spots in his communication style — particularly in cross-functional meetings.
  • A senior engineer acted as a Listener, helping him process feedback and prepare for promotion interviews.
  • A team lead from a previous project served as his Champion, reminding him of his leadership potential when self-doubt crept in.

Within nine months, Alex had:

And this time, he got the promotion.

“I wouldn’t have gotten here without those people,” he told me. “They saw things in me I couldn’t see in myself.”

That’s the power of a personal advisory board.

Free Tool: Personal Advisory Board Builder

This week’s tool walks you through the entire process:

  • Define your growth goals
  • Choose the right roles
  • Brainstorm potential advisors
  • Plan your outreach
  • Track your touchpoints

It’s simple. It’s strategic. And it’s yours to customize. Whether you formalize it or keep it loose, this tool helps you bring structure to the relationships that fuel your growth.

Download Now!

Frequently Asked Questions

Q: Do the people on my board need to know they’re on it?
Not necessarily. Some will know—especially if you ask for regular check-ins. Others may simply play that role in your life informally. Some may not even know they’re guiding you (e.g., thought leaders or authors you follow closely). All are valid.

Q: If someone knows they’re on my board, should they know who else is?
Only if it adds value. Some people enjoy the idea of a connected group; others prefer one-on-one relationships. Either approach works.

Q: Should I ever gather my board together for a formal meeting?
Sometimes. If you're facing a major decision, launching a new initiative, or want diverse input on a focused topic, a virtual roundtable or small group session can be powerful. But most personal advisory boards function through one-on-one touchpoints.

Q: What’s in it for them?
Your advisory board members may gain:

Remember: people love to help when the request is clear, respectful, and purposeful.

Q: Should HR or my manager be involved?
Generally, no. This is a personal tool, not a formal HR process. However, if you’re part of a development program or want to share your growth journey with your manager, it can be a great supplement to the conversation.

Q: What if someone says no?
That’s okay. People are busy or may not feel like the right fit. Don’t take it personally — just move on and find someone whose timing and energy match your needs. The right people will say yes.

Q: How long should someone be on my board?
There’s no fixed term. A good rule of thumb is to reassess your board every 6–12 months. You may need different perspectives as your goals evolve. Some members will stay long-term; others may rotate out naturally.

Final Thoughts

Here’s the bottom line:

And honestly? You probably shouldn’t.

Building a personal advisory board isn’t about adding more to your plate. It’s about adding the right voices to your life — people who help you grow, see clearly, and move forward with confidence.

✅ Download the Personal Advisory Board Builder, take 15 minutes, and sketch out your dream team.

You’ll be amazed at what you can achieve when you stop going it alone.

What’s Missing? How to Identify and Fill the Gaps Holding You Back

Career growth doesn’t happen by accident. It’s not just about showing up and working hard — it’s about consistently stepping into the next version of who you need to become.

Whether you're aiming for a promotion, preparing for a career pivot, or just trying to be more effective in your current role, there's one critical question you need to ask:

What skills do I need next — and how do I get them?

This week, we’re focusing on one of the most overlooked steps in personal development: identifying and intentionally closing skill gaps.

And no, this isn’t about fixing flaws. It’s about fueling your growth.

Why Skill Gaps Matter

Everyone has skill gaps. The difference between people who stagnate and those who thrive is how they respond to them.

Skill gaps aren’t signs of weakness — they’re indicators of potential. They highlight the next thing you need to master to elevate your performance, expand your influence, or prepare for a new opportunity.

But here's the challenge: most people don’t take the time to identify their gaps until they’re forced to — when an opportunity passes them by, when feedback hits hard, or when they feel stuck.

Intentional growth means getting ahead of that curve. And it starts with awareness.

Three Core Areas to Explore

When scanning for gaps, it’s helpful to break down your skillset into three buckets. Each one plays a role in your professional evolution:

1. Technical & Functional Skills

These are the core capabilities required to do your job well. Examples include:

  • Mastering tools, platforms, or systems
  • Learning new methodologies or certifications
  • Understanding industry-specific knowledge

Example: A supply chain professional may need to learn advanced forecasting models or a new ERP system to move into a more strategic role.

2. Soft Skills & Leadership Behaviors

These often make the difference between someone who executes tasks and someone who leads others. Think:

  • Communicating clearly across functions
  • Resolving conflict
  • Influencing without authority
  • Managing time, priorities, and people

Example: An engineer who aspires to lead a team may need to develop their delegation and coaching skills.

3. Strategic & Business Awareness

These skills help you understand the bigger picture:

  • Financial acumen
  • Decision-making frameworks
  • Market awareness
  • Organizational dynamics

Example: A team leader looking to grow into a director role might need to strengthen their business case writing or stakeholder management skills.

How to Identify Your Skill Gaps

Start by asking yourself two key questions:

“Where am I now?”

Take a moment of honest reflection. What parts of your current role feel challenging or unfamiliar? What feedback have you received lately — formally or informally?

“Where do I want to go?”

Look at the role, level, or capability you want to grow into. What does that future version of you need to be able to do with ease?

Then compare the two.

Also consider:

These will help illuminate gaps that may not be obvious from the inside.

Close the Gap: Build a Development Plan That Works

Awareness is powerful — but action is transformational.

That’s why I’ve created a free tool to help you do more than just identify your gaps. The Skill Gap Analysis & Development Planner walks you through the process of:

You don’t have to tackle everything at once. In fact, I recommend choosing one or two key gaps and focusing on those for the next 60–90 days.

Whether it’s enrolling in a course, finding a coach, practicing a new behavior, or shadowing someone with that strength — progress starts with one clear next step.

Learning Is a Leadership Behavior

Filling skill gaps isn’t just a tactical exercise — it’s a mindset. A commitment to growth. It says: “I’m not done learning. I’m ready for more.”

That’s what great leaders do. And it’s what sets top performers apart. So, don’t wait until a new opportunity reveals what you should have learned. Get ahead. Get intentional. And start closing the gaps that matter most.

Download the free Skill Gap Analysis & Development Planner and take the next step toward your future.

Download Now!

Time Utilization for Growth: Are You Spending Your Time Where It Matters Most?

If someone audited your calendar, what would they say you value most?

Would it reflect your personal and professional goals? Or would it read more like a reaction log — endless meetings, urgent requests, and tasks that keep you busy but don’t move you forward?

One of the most overlooked truths about career growth is this: it’s not just about working hard, it’s about being intentional with your time.

Last week, we focused on navigating career transitions — how to step into a new role with clarity and purpose. This week, we’re taking that conversation a step further. Because once you’re in a new role (or even a familiar one), the next challenge is figuring out how to spend your time in a way that supports continuous growth.

Your Time Tells a Story

Time is your most limited professional resource. Once spent, it’s gone. And yet, most of us treat our calendars like a game of Tetris—filling in every available block with meetings, tasks, and “just one more thing.”

But here’s the truth: how you spend your time is how you shape your career.

If you’re constantly in reactive mode — jumping from meeting to meeting or managing small fires — you’re likely underinvesting in the activities that create real progress: strategic thinking, skill development, personal reflection, and meaningful relationships.

That’s where intentional time utilization comes in.

The Four Categories of Time

Not all hours are created equal. Over time, I’ve found that professionals tend to operate within four primary time categories:

  1. Projects – Strategic initiatives, problem-solving, creative work, innovation
  2. Administrative – Email, reporting, scheduling, status updates
  3. Development – Learning new skills, coaching, feedback, professional growth
  4. Personal – Mental clarity, physical well-being, emotional recharge

The first two are where most of our hours tend to go. They’re the loudest. The most visible. The most “urgent.”

But the last two? That’s where future growth lives. And they’re the most at risk of getting squeezed out.

The Busy Trap

Let’s be honest — we’ve all said things like:

  • “I’m too busy for training right now.”
  • “I’ll get to that development course next month.”
  • “I wish I had more time to think.”

These aren’t time problems — they’re prioritization problems. And they often stem from the belief that productivity = progress.

But in leadership and in life, busyness without intention is just noise.

Realignment Starts with Awareness

The first step to reclaiming your time for growth is understanding where it’s currently going. Not where you think it’s going — but where it actually goes.

To help with that, I’ve created a Time Utilization Audit Worksheet — a quick, reflective tool that will help you:

  • Break down how much time you’re spending in each category
  • Identify imbalances or blind spots
  • Set realistic targets that align with your growth goals
  • Create small, meaningful changes that add up over time

There’s no “perfect” formula here. For some, a 60/20/10/10 split may work. Others may need something totally different. What matters is that your time reflects your values, responsibilities, and aspirations.

Yes — I Do This Too

If this sounds like a concept that’s “nice in theory,” I get it. But I want you to know: I use this exact method myself.

Running my own coaching and training business means I wear many hats—coach, strategist, content creator, sales lead, administrator. Without a clear picture of how I’m using my time, it’s easy to slip into reactive work and lose sight of what really moves the needle.

So, I regularly conduct my own time audits. In fact, I’ve developed a version of the Time Utilization Audit specifically for solopreneurs or business owners, like me, who juggle a variety of responsibilities and growth priorities.

If that’s you, grab the solopreneur version of the tool. It breaks down time categories to better reflect the entrepreneurial journey.

What Story Is Your Calendar Telling?

If your calendar told the story of your career — would it be the one you want?

Would it show steady investment in your learning and development?
Would it include the space you need to think, grow, and lead?
Or would it just show how good you’ve become at checking boxes?

Download the Time Utilization Audit Worksheet and take 15 minutes to assess where your time is going. You may be surprised by what you find — and empowered by what you choose to change.

Download Now!

If you’re working through this and would like some help aligning your time with your growth strategy, I’d love to chat.

Let’s make time work for you — not against you.

New Role? New You. How to Navigate Career Transitions with Confidence

Starting a new job, stepping into a bigger role, or joining a different company can feel like a whirlwind. There’s excitement, opportunity — and a fair bit of pressure. You’re expected to learn fast, build relationships, prove your value, and establish your place… all within a few short months.

That’s why how you manage the transition often has a bigger impact than your technical qualifications or past success. It’s one of those rare times in your career where intentional structure can change everything.

This week kicks off our April blog series on Career Growth and Personal Development. And we’re starting with one of the most pivotal moments in any career: a transition. Whether you're stepping into your first leadership role, joining a new team, or making a lateral move, this blog (and the free tool that comes with it) will help you hit the ground running.

Why Transitions Are Make-or-Break Moments

Most people don’t get fired in the first 90 days.
But many people get labeled — as someone who’s competent, uncertain, disengaged, impressive, or difficult to work with. Those impressions often stick far longer than we realize.

That’s why your transition period is more than just “getting your feet under you.” It’s your chance to:

And with the right structure, you can do all of this without burnout or guesswork.

The 3 Challenges of Any Career Transition

Whether you’re entering a new role, organization, or team, you’ll face some version of these challenges:

🔹 Information Overload

You’ll be absorbing new names, acronyms, workflows, expectations, and tools. It’s like drinking from a firehose — if you’re not strategic, it can feel overwhelming.

🔹 Relationship Building

Success depends on trust. You’ll need to quickly connect with colleagues, bosses, and collaborators — while navigating team dynamics and company culture.

🔹 Delivering Value Early

There’s often pressure (spoken or unspoken) to justify your hire, secure your spot, or “impress leadership.” But without context, it's hard to know how best to contribute.

This is where the 30-60-90 Day Strategy comes in.

The 30-60-90 Day Approach: A Roadmap for Success

Breaking your transition into three focused phases makes it easier to prioritize, pace yourself, and deliver at the right level at the right time.

Days 1–30: Learn and Observe

This is your onboarding sprint. Your goal isn’t to fix everything — it’s to understand the landscape.

Focus on:

  • Building context (people, products, processes, politics)
  • Asking thoughtful questions
  • Listening more than speaking
  • Noticing what’s said… and what’s not

💡 Pro Tip: Schedule one-on-ones with your peers and stakeholders. Ask, “What’s one thing you wish someone had told you when you started here?”

Days 31–60: Start Contributing

Now it’s time to show that you’ve been listening and start adding value. This doesn’t mean taking over — it means finding places where you can help without disrupting.

Focus on:

  • Taking on small, visible responsibilities
  • Contributing ideas in meetings
  • Finding one broken process to improve
  • Following up and delivering reliably

💡 Pro Tip: Ask your manager for feedback at the 45-day mark: “What’s something I could do more of — or less of — right now?”

Days 61–90: Lead and Deliver

In the final stretch, it’s time to lean into your strengths and show how you can lead — whether that’s through projects, ideas, or influence.

Focus on:

  • Owning a deliverable, project, or process
  • Proactively solving problems or streamlining something
  • Reflecting with your manager on early insights
  • Shaping your development goals for the future

💡 Pro Tip: Position yourself as a resource to others. Mentor a new team member. Offer to share learnings from your onboarding experience.

Free Download: 30-60-90 Day Success Planner

To make this even easier, I’ve created a free downloadable 30-60-90 Day Success Planner.

This tool walks you through:

✔ What to focus on in each phase
✔ How to build relationships and find quick wins
✔ Reflective questions to guide your thinking
✔ Space to map your goals and track your progress

You don’t need to stumble through your first 90 days. You need a plan!

Download Now!

Leverage Expert Guidance for Your Career Transition

Transitioning into a new role or organization is a pivotal moment in your career journey. Having navigated numerous career transitions myself — both within organizations and across industries — I understand the challenges and opportunities that come with these changes. This personal experience has fueled my passion for coaching professionals through similar transitions, equipping them with the tools and strategies needed for success.

At Griffen Executive Solutions, we specialize in empowering individuals during career transitions. Our tailored coaching sessions focus on:

But don’t just take my word for it. Here’s what one of our clients had to say:

"I cannot say enough positive things about the coaching sessions I received from Griffen Executive Solutions. The communication skills, strategy insights, and engagement techniques that I learned from the one-on-one sessions provided by Bryan Griffen directly resulted in my promotions and raise... I credit these sessions with giving me the tools to be offered a higher position in my organization and a salary increase."

— Devon C., Specialist for a major US organization

If you're embarking on a career transition and seeking guidance to navigate this critical period effectively, I'm here to help.

Reach out today to schedule a consultation and take the first step toward a successful transition.

Final Thought

Career transitions are a gift — not a disruption. They give you the chance to reset your habits, elevate your presence, and grow in new ways.

So don’t just “settle in.” Step up, lean in, and lead your transition — on purpose.

Mentoring Tomorrow’s Leaders: How to Develop Talent from Within

“The function of leadership is to produce more leaders, not more followers.” — Ralph Nader

Introduction: Great Leaders Build Other Leaders

Strong leadership isn’t just about driving results – it’s about developing people. The most impactful leaders understand that their true legacy lies not in the projects they complete, but in the people they empower to lead after them.

In today’s fast-paced, ever-changing work environment, organizations can’t afford to rely solely on outside hires to fill leadership roles. Building a strong internal leadership pipeline is not only more sustainable – it’s more strategic.

That’s why developing the next generation of leaders must be a priority, not an afterthought. This week’s blog explores how to identify leadership potential within your team and how to use mentoring and coaching to help that potential flourish.

Mentoring vs. Coaching: What’s the Difference?

Although the terms are often used interchangeably, mentoring and coaching serve different (but complementary) purposes in leadership development:

🔹 Mentoring is about long-term development. It focuses on growth, mindset, and broader career goals. It’s typically more relational and holistic.

🔹 Coaching is more performance-focused. It helps individuals build specific skills, overcome short-term obstacles, and improve in targeted areas.

A good leader knows when to mentor and when to coach – and often does both.

💡 Example: You may mentor a team member as they explore future leadership roles and their long-term career path, while coaching them on improving their delegation skills for a current project.

How to Spot Leadership Potential in Your Team

Identifying future leaders isn’t about who’s loudest in the room or who delivers the most dazzling results. True leadership potential often shows up in subtle, consistent behaviors:

  • Curiosity and a hunger to learn – They ask thoughtful questions and seek feedback.
  • Ownership and accountability – They follow through, take responsibility, and admit when they’re wrong.
  • Emotional intelligence – They can read the room, manage their emotions, and relate well to others.
  • A desire to serve – They support others and look for ways to make the team better.

Don’t overlook the quiet contributors or emerging voices. Leadership potential doesn’t always show up with fanfare – but it’s there, waiting to be nurtured.

Five Ways to Develop Future Leaders

Once you’ve identified leadership potential, the next step is intentional development. Here’s how to cultivate your future leaders through mentoring and coaching:

1. Model the Leadership You Want to See

Leadership starts with you. Your future leaders are watching how you communicate, make decisions, handle setbacks, and treat people.

Be transparent, show humility, and lead with integrity. When you walk the talk, you teach through your example.

2. Have Intentional Development Conversations

Talk regularly with your team about their goals, interests, and development areas. Don’t wait for performance reviews – make growth a consistent part of the conversation.

Ask questions like:

These conversations build trust, encourage ownership, and lay the groundwork for effective mentoring and coaching.

3. Create Stretch Opportunities

Give high-potential employees chances to lead, even in small ways.

Stretch opportunities help them practice leadership in real-world settings and grow their confidence along the way.

4. Deliver Growth-Focused Feedback

Leadership development requires frequent, constructive feedback – not just when things go wrong.

Your goal is to help them grow, not grade their performance.

5. Encourage External Mentoring or Peer Learning

Sometimes, the best leadership insights come from outside the immediate team.

Exposure to different perspectives helps them develop breadth and depth in their leadership style.

📥 Leadership Growth Planner

To help your team members take ownership of their leadership journey, I’ve created a free tool:

This downloadable worksheet will help your team:

✔ Reflect on their leadership goals

✔ Identify development opportunities

✔ Track mentoring and coaching progress

✔ Create an actionable leadership growth plan

Download Now!

Final Thoughts: Your Legacy is the Leaders You Build

The most impactful leaders don’t just lead projects – they develop people. By mentoring and coaching intentionally, you can help your team grow in confidence, competence, and character.

So, who are you mentoring right now?

Who could you start coaching next week?

What small leadership opportunity could you hand off tomorrow?

Be the leader who builds more leaders. That’s the kind of legacy that lasts.

Balancing Accountability and Empathy as a Leader

Leadership isn’t just about getting results—it’s about developing people. Striking the right balance between holding your team accountable and showing empathy can be one of the most challenging aspects of leadership.

Lean too far toward accountability, and you risk creating a culture of fear, stress, and burnout. But if you focus too much on empathy without setting clear expectations, you may find yourself dealing with missed deadlines, underperformance, and a lack of personal responsibility.

The best leaders understand that these two qualities aren’t opposing forces—they complement each other. When combined effectively, accountability drives performance, while empathy fosters engagement and trust.

In this blog, we’ll explore how you can integrate both to become a stronger, more effective leader.

What Happens When Leaders Lean Too Far in One Direction?

When Accountability Overpowers Empathy

A leader who emphasizes results over relationships may initially see productivity gains, but at a cost. Employees working under a purely results-driven manager often experience:

🚨 High stress and burnout – Feeling constantly pressured leads to exhaustion.
🚨 Low morale and engagement – Employees don’t feel valued, only measured.
🚨 Fear of failure – Instead of learning from mistakes, team members avoid risks.
🚨 High turnover – Without a sense of support, employees seek opportunities elsewhere.

💡 Example: A manufacturing manager enforces strict deadlines without considering employees' workload. Productivity rises in the short term, but resentment builds, and turnover increases as team members seek more supportive environments.

When Empathy Overpowers Accountability

On the other hand, some leaders are so concerned with being liked or avoiding conflict that they hesitate to enforce expectations. This can lead to:

⚠️ Missed deadlines and inconsistent performance – Without accountability, work quality suffers.
⚠️ Lack of personal growth – Employees aren’t pushed to improve or take responsibility.
⚠️ Erosion of team credibility – If some team members slack while others work hard, resentment builds.

💡 Example: A leader in a sales organization avoids giving constructive feedback because they don’t want to demotivate their team. As a result, underperformance goes unchecked, and high performers feel frustrated by the lack of fairness.

How to Integrate Accountability and Empathy into Leadership

Effective leaders blend accountability and empathy by setting clear expectations while providing the support and understanding needed to achieve them. Here’s how:

1️⃣ Set Clear Expectations, but Show Support

Your team should know exactly what is expected of them, but they should also feel supported in achieving those expectations.

💡 How to Do It:

✔ Clearly define goals, responsibilities, and performance standards upfront.
✔ Regularly check in to offer guidance, coaching, and resources.
✔ Communicate that high expectations exist because you believe in your team’s potential.

🛠 Example: A project manager assigns tight deadlines but also schedules biweekly check-ins to help remove roadblocks and adjust priorities when needed.

2️⃣ Provide Constructive Feedback, Not Just Criticism

Feedback should be honest, actionable, and framed in a way that encourages growth rather than discouraging effort.

💡 How to Do It:

✔ Use structured feedback models like Pendleton’s Model, which encourages two-way dialogue.
✔ Focus on behavior and improvement rather than personal judgment.
✔ Make feedback a regular conversation, not just an annual event.

🛠 Example: Instead of saying, "You need to be more organized," a leader using constructive feedback might say, "I noticed that deadlines have been slipping. Let’s talk about ways to improve time management so you can meet expectations while avoiding last-minute stress."

3️⃣ Hold People Accountable, but Be Fair and Flexible

Accountability doesn’t mean being rigid—it means ensuring commitments are met while recognizing individual challenges.

💡 How to Do It:

✔ Enforce standards consistently but adapt when circumstances require flexibility.
✔ When performance issues arise, ask why before assuming the worst.
✔ Focus on solutions, not blame, when obstacles arise.

🛠 Example: If an employee misses a deadline, a leader could say, "Let’s discuss what happened and how we can prevent this in the future," rather than immediately issuing consequences.

4️⃣ Lead by Example

If you want your team to balance responsibility and understanding, you must model that behavior yourself.

💡 How to Do It:

✔ Follow through on your own commitments and take responsibility when you fall short.
✔ Show that empathy is not weakness—strong leaders support their teams while driving results.
✔ Be open about your own challenges to create a culture of learning.

🛠 Example: A leader who struggles with time management might say, "I’ve been working on prioritizing my tasks better—here’s what’s helped me. Let’s find a strategy that works for you."

Real-World Example: Balancing Accountability & Empathy in Action

A department manager at a manufacturing company noticed that their team was struggling with increased workloads. Instead of simply enforcing stricter deadlines or making excuses for underperformance, they:

✅ Reassessed team priorities and adjusted workloads based on urgency.
✅ Offered mental health and wellness resources to employees feeling overwhelmed.
✅ Implemented structured one-on-one check-ins to help employees stay accountable while receiving guidance.

📌 Outcome: Productivity improved, and team morale remained high—because expectations were clear, but people felt supported.

Download the Free Tool: Accountability & Empathy Conversation Guide

Leading with both accountability and empathy requires intentional conversations. To help you navigate these discussions, I’ve created a free Accountability & Empathy Conversation Guide, which will:

✔ Help you plan difficult conversations that require both firmness and support.
✔ Provide a structured framework for delivering feedback.
✔ Ensure that expectations are clear while offering flexibility and understanding.

Download Now!

Final Thoughts: The Best Leaders Balance Both

Leadership is not about choosing between accountability and empathy—it’s about integrating both. Teams thrive when they feel challenged to do their best AND supported in their growth.

By setting expectations with care, delivering feedback with respect, and leading with both confidence and compassion, you create a high-performing, engaged team.

Leadership is About Influence, Not Power

Think about the most impactful leaders you’ve worked with. Were they the ones with the highest-ranking titles, or were they the individuals who earned your respect, built strong relationships, and inspired action?

Leadership is not about having a title or formal authority—it’s about influence. Some of the most effective leaders don’t have direct reports, decision-making power, or control over budgets, yet they drive initiatives, unite teams, and create change.

In today’s workplace—where cross-functional teams, remote work, and matrix structures are the norm—leading with influence is more important than ever. Regardless of your position, you will find yourself needing to persuade colleagues, rally support, and gain buy-in for ideas or projects. Whether you’re managing projects, mentoring colleagues, or championing initiatives, your ability to gain trust, inspire action, and drive results without relying on authority is what makes you a true leader.

This blog explores how influence-based leadership works, why it is more effective than positional authority, and how you can develop the skills necessary to lead effectively—no matter your role.

The Difference Between Authority and Influence

Many people assume that leadership comes from a title or position, but leadership and authority are not the same thing. Authority is given to you by an organization—it’s the ability to direct, manage, or make decisions based on your rank. Influence, on the other hand, is earned through relationships, credibility, and the trust of those around you.

Consider the difference between a manager who enforces rules simply because they have the power to do so and a leader who people naturally want to follow. The first may get compliance, but the second gets commitment. When people follow you because they trust and respect you—not because they have to—you achieve long-term loyalty and engagement rather than short-term results.

Relying solely on authority can create resentment, resistance, and fear. Influence, however, creates an environment where people feel valued, understood, and motivated to contribute. The best leaders understand that while authority may give them control, influence gives them impact.

Five Key Strategies to Lead with Influence

So how do you develop influence as a leader? How do you inspire and motivate others when you don’t have formal power over them? The key is to build trust, demonstrate value, communicate effectively, solve problems, and remain consistent in your actions.

1️⃣ Build Strong Relationships

One of the most effective ways to develop influence is by fostering meaningful relationships. People naturally follow those they trust and respect, so if you want to lead without authority, start by investing in the people around you.

This means actively listening, showing empathy, and taking a genuine interest in others. Leaders who take time to understand their colleagues’ challenges and offer support create strong connections that make collaboration easier and influence stronger.

If you want to build influence, don’t just focus on what you need from others—consider how you can help them succeed. By supporting others without expecting immediate returns, you establish goodwill and credibility that will serve you in the long run.

2️⃣ Lead with Expertise, Not Authority

People don’t follow titles—they follow those who add value. If you want to be seen as a leader, you must demonstrate expertise, share insights, and offer solutions that make an impact.

Consider Dr. Anthony Fauci during the COVID-19 pandemic. He didn’t have political authority, yet he became one of the most trusted voices in public health. Why? Because he provided credible, well-researched guidance, and people respected his knowledge. He didn’t demand influence; he earned it by consistently demonstrating expertise and communicating clearly.

The best leaders focus on competence, not arrogance. They are confident in their knowledge, yet willing to learn from others. If you want to grow your influence, focus on deepening your knowledge and generously sharing it with those around you.

3️⃣ Master Persuasive Communication

Influence often comes down to how well you communicate your ideas and inspire action. The most influential leaders know how to frame their messages in ways that resonate with their audience.

The key to persuasive communication is understanding your audience and tailoring your approach. Some people respond to data and logic, while others are moved by emotion and storytelling. The best communicators balance both, making their message both credible and compelling.

A great example of this is Martin Luther King Jr. His leadership wasn’t based on authority, but on his ability to inspire through words. His "I Have a Dream" speech wasn’t just a demand for civil rights—it was a vision for the future that people could believe in and rally behind.

If you want to lead with influence, practice crafting messages that are clear, engaging, and relevant to your audience.

4️⃣ Be a Problem-Solver, Not a Dictator

Leaders gain influence by being seen as problem-solvers who make things easier for others. Instead of simply pointing out challenges, they proactively work to find solutions.

Indra Nooyi, former CEO of PepsiCo, transformed the company by addressing health and sustainability concerns before they became major issues. She didn’t wait for regulations or public pressure—she anticipated challenges and took action. That kind of forward-thinking leadership earned her widespread respect and influence.

If you want to be more influential, don’t just highlight problems—be the person who offers solutions and takes action.

5️⃣ Demonstrate Consistency and Integrity

Influence is built on trust, and trust is built through consistency and integrity. People follow leaders who are reliable, who follow through on their commitments, and who act with honesty and fairness.

Warren Buffett is a perfect example of this. Over decades, he has built a reputation for ethical decision-making, transparency, and steady leadership. His influence doesn’t come from flashy tactics or aggressive authority—it comes from trustworthiness and consistency.

If you want to be influential, make sure your words and actions align. Keep your commitments, be honest, and lead with integrity—because once trust is broken, influence is difficult to regain.

Real-World Example: Leading Without a Title

Imagine a mid-level project manager who has been tasked with leading a cross-functional initiative. They don’t have direct authority over team members, yet they must align marketing, finance, and operations to execute a major project.

How do they succeed?

Instead of relying on authority, they build strong relationships across departments, ensuring that stakeholders feel heard and valued. They communicate a clear vision, gaining buy-in through compelling messaging rather than directives. They establish credibility by demonstrating expertise, providing clear guidance and solutions rather than just assigning tasks. And most importantly, they follow through on commitments, proving they can be trusted.

By doing this, they earn the confidence and cooperation of others, successfully leading the project—not because they had a title, but because they had influence.

Download the Free Tool: Influence & Communication Planner

If you want to strengthen your leadership influence and communication skills, this free Influence & Communication Planner will help you:

📥 Download it now to:

✔ Assess your current level of influence.
✔ Identify key relationships to strengthen and leverage.
✔ Improve your persuasive communication and messaging.
✔ Develop a plan to increase your leadership impact.

Download Now!

Final Thoughts: Influence is the Future of Leadership

True leadership isn’t about a title—it’s about earning trust, inspiring action, and making an impact. By focusing on relationships, expertise, communication, and integrity, you can develop influence that lasts—regardless of your position.

Start applying these strategies today, and watch your leadership influence grow.

Leadership Starts with Self-Leadership: The Foundation of Great Leadership

Leadership is one of the most powerful forces in any organization, team, or community. A great leader can inspire change, drive success, and bring out the best in others—while a poor leader can create confusion, frustration, and stagnation.

But what makes a great leader? Is it a title? Experience? A strong personality?

The truth is, leadership isn’t just about managing others—it starts with managing yourself. That’s why we’re dedicating the month of March to Leadership, exploring four key aspects of what makes an effective leader:

This week, we’re starting at the foundation—self-leadership. Because if you can’t lead yourself, how can you expect to lead others?

What is Self-Leadership (And Why It’s the Key to Great Leadership)?

Leadership is often viewed as influencing and managing others, but true leadership begins with the ability to influence and manage yourself.

Self-leadership is about taking responsibility for your own growth, decisions, and actions—without needing external motivation. It means setting a personal standard of excellence, staying disciplined in your approach, and continuously improving yourself. Leaders who master self-leadership are more effective, more respected, and more resilient in the face of challenges.

Think about the leaders you admire most. What sets them apart? Chances are, they are self-disciplined, accountable, and proactive in their growth. They don’t wait for someone else to push them forward; they take responsibility for their own success.

Without self-leadership, even the most skilled or charismatic leaders will eventually struggle to earn trust and respect.

The Four Pillars of Self-Leadership

To become a great leader, you must develop four key self-leadership traits. These qualities not only shape your leadership effectiveness but also set the standard for those you lead.

1️⃣ Self-Awareness: Know Yourself Before Leading Others

Self-aware leaders understand their strengths, weaknesses, and values. They recognize how their emotions and behaviors impact those around them and are willing to adapt and grow.

Take Warren Buffett, for example. Buffett is not just known for his investment genius but also for his deep self-awareness. He understands his own decision-making tendencies and emotional triggers. He famously avoids making rash decisions and instead practices patience, reflection, and self-control, which have been key to his long-term success.

🔹 How to Build It:

2️⃣ Self-Discipline: Stay Focused on What Matters Most

Discipline is the ability to stay committed to long-term goals, even when distractions and challenges arise. A disciplined leader follows through on commitments, models consistency, and sets an example for their team.

Consider Angela Merkel, Germany’s former Chancellor. She was known for her steady, disciplined leadership, always taking a thoughtful and calculated approach to decisions. Even in crises, she remained calm, focused on facts, and avoided emotional reactions. Her discipline and methodical nature earned her the reputation of being a stable and trusted leader in uncertain times.

🔹 How to Build It:

3️⃣ Personal Accountability: Own Your Decisions & Actions

The best leaders take full responsibility for their choices, actions, and outcomes. They don’t blame others or make excuses—they own both their successes and failures.

A great example of personal accountability is Howard Schultz, former CEO of Starbucks. In 2008, Starbucks was struggling, and instead of blaming external factors or past leadership, Schultz took full responsibility for the company’s decline. He publicly acknowledged mistakes, focused on fixing core problems, and led the company through a major turnaround. His willingness to take ownership and act decisively is what helped Starbucks regain its footing.

🔹 How to Build It:

4️⃣ Continuous Growth: Never Stop Learning & Improving

Great leaders are always learning, evolving, and improving. They seek out knowledge, feedback, and experiences that make them better every day.

A perfect example of continuous growth is Bill Gates. Even after building Microsoft into a tech empire, Gates never stopped learning. He reads extensively, seeks out new ideas, and constantly challenges his own thinking. His ability to embrace lifelong learning has kept him at the forefront of innovation and leadership.

🔹 How to Build It:

How to Strengthen Your Self-Leadership

Now that we’ve covered the four pillars, here are some practical steps you can take today:

1️⃣ Set clear goals for your personal and professional growth.
2️⃣ Create a daily or weekly leadership habit (e.g., morning reflection, journaling, or goal-setting).
3️⃣ Track your progress—self-leadership isn’t a one-time decision; it’s a daily commitment.
4️⃣ Regularly assess where you are and adjust as needed.

To help with this, I’ve created a Self-Leadership Reflection Guide—a structured tool to help you assess your leadership strengths and set action steps for growth.

Download the Free Tool: Self-Leadership Reflection Guide

Want to take your self-leadership to the next level?

📥 Download the Self-Leadership Reflection Guide to:

Download Now!

Final Thoughts: Leading Yourself Before Leading Others

The greatest leaders don’t just focus on managing others—they focus on leading themselves first.

🔹 If you want to build trust, credibility, and influence, start by mastering self-leadership.
🔹 Take responsibility for your actions, continuously learn, and model the discipline and accountability you expect from others.
🔹 Because when you lead yourself well, you naturally inspire and lead others more effectively.

📥 Don’t forget to grab your free guide and start strengthening your self-leadership today!

Managing Your Workflow with the GTD Method: A Proven System for Getting Things Done

Even with the best prioritization system (A-B-C-D-E Method) and a structured work routine (3-3-3 Method), many professionals still struggle with one major challenge – managing their actual workload efficiently.

You may have clear goals and a well-organized to-do list, but without a solid system to track tasks, manage commitments, and follow through on work, things inevitably slip through the cracks.

According to my end-of-year survey, 90% of respondents identified Mastering Time Management and Prioritization as a critical challenge for 2025. Over the past few weeks, we’ve explored:

✔ Week 1: Smarter decision-making using the 4 D’s Method (Do, Defer, Delegate, Delete).
✔ Week 2: How to prioritize effectively with the A-B-C-D-E Method.
✔ Week 3: Structuring time with the 3-3-3 Method to stay on track.

This week, we’re taking time management one step further – workflow management.

The Getting Things Done (GTD) Method is a structured system designed to help you:

✅ Capture every task and commitment – so nothing gets forgotten.
✅ Organize and process your work effectively – ensuring clear priorities.
✅ Create a stress-free system that allows you to execute tasks with focus.

If you’ve ever felt like your to-do list is endless, your mind is overwhelmed, or tasks keep slipping through the cracks, GTD provides the solution.

Why Most Workflows Fail: The Hidden Problem Behind Time Management Struggles

Many professionals struggle with time management not because they lack discipline, but because they lack a structured way to handle their workload.

Common problems include:

🔹 Task overload – You receive work requests from multiple sources (emails, meetings, conversations) and struggle to track it all.
🔹 Lack of organization – Your to-do list is long, but there’s no system for processing or prioritizing tasks.
🔹 Mental clutter – Too much information is floating in your head, making it difficult to focus.
🔹 Inefficient execution – You constantly jump between tasks instead of completing them efficiently.

These challenges lead to stress, missed deadlines, and a feeling of being perpetually behind.

The solution? A structured workflow management system.

The GTD (Getting Things Done) Method: A System for Managing Work Effectively

The Getting Things Done (GTD) Method, developed by David Allen, is a five-step framework that helps professionals organize, track, and execute their work efficiently.

Unlike traditional to-do lists, GTD ensures that every task has a designated place and process, so nothing gets lost, forgotten, or delayed.

The 5 Key Steps of GTD:

  1. Capture Everything – Collect all tasks, ideas, and commitments in a trusted system.
  2. Clarify Tasks – Decide what needs action, what can be deferred, and what can be eliminated.
  3. Organize Work – Sort tasks into categories (Projects, Next Actions, Waiting For, Someday/Maybe).
  4. Reflect & Review – Regularly check priorities and adjust work accordingly.
  5. Engage & Execute – Focus on the most important tasks with complete clarity.

Why GTD Works:

✔ Reduces mental overload by capturing everything in a system.
✔ Creates clear next steps so you always know what to work on.
✔ Eliminates task pile-ups by keeping projects organized.
✔ Helps you stay focused and productive without feeling overwhelmed.

Real-World Applications: How GTD Helps Manage Workload

To illustrate how GTD can improve productivity, let’s look at a few real-world scenarios.

Scenario 1: A Manager Handling Multiple Priorities

A manager constantly receives emails, meeting notes, and project updates. Without a structured workflow, it’s easy to lose track of tasks.

Applying GTD:

✔ Capture – Store all incoming tasks and ideas in a central task list.
✔ Clarify – Decide what requires immediate action and what can wait.
✔ Organize – Assign tasks to "Next Actions," "Projects," or "Waiting For" categories.
✔ Reflect – Review the list daily to ensure priorities stay clear.
✔ Engage – Focus on high-impact tasks first.

Outcome: The manager gains better control over their workload and ensures nothing is forgotten.

Scenario 2: A Business Owner Juggling Strategic and Daily Work

A business owner needs to balance long-term planning with daily operations but feels overwhelmed by competing demands.

Applying GTD:

✔ Capture – Write down all ideas, business tasks, and daily responsibilities in a master list.
✔ Clarify – Identify what needs immediate action and what can be scheduled for later.
✔ Organize – Sort tasks into "Projects," "Delegated Work," and "Long-Term Goals."
✔ Reflect – Perform a weekly review to keep major initiatives on track.
✔ Engage – Execute tasks based on priority and long-term impact.

Outcome: The business owner stays focused on growth while managing day-to-day responsibilities effectively.

How to Implement GTD in Your Daily Workflow

To start using GTD:

  1. Choose a Trusted Capture System – Use a notebook, task manager app, or digital tool to collect all incoming tasks.
  2. Set Up Task Categories – Use GTD’s "Next Actions," "Projects," and "Waiting For" categories.
  3. Establish a Review Process – Set aside time each day to clarify and organize tasks.
  4. Execute with Intention – Work on tasks based on priority, not just urgency.

To help you put GTD into action, I’ve created a free GTD Workflow Planner to guide you through the process.

Download the Free Tool: GTD Workflow Planner

If you’ve ever struggled with work overload, mental clutter, or inefficient task management, the GTD Method can transform how you work.

📥 The Free GTD Workflow Planner Includes:

✔ A step-by-step guide to implementing GTD in your daily work.
✔ A structured workflow template to track tasks effectively.
✔ Best practices for organizing and prioritizing work efficiently.

Download Now!

Final Thoughts: The Power of a Well-Managed Workflow

Time management isn’t just about what you do – it’s about how you manage your work.

The GTD Method provides a structured, stress-free system for handling tasks, projects, and priorities. By applying this system, you can:

✔ Eliminate mental overload
✔ Create clear next steps for all tasks
✔ Ensure that nothing slips through the cracks

Try using GTD for one week and see how it transforms your productivity!

And don’t forget to download the free worksheet to make this strategy part of your daily routine.

Structuring Your Time for Maximum Impact with the 3-3-3 Method

Even with a strong prioritization system in place (like the A-B-C-D-E Method we explored last week), many professionals still struggle to stay on track and get things done.

Why? Because knowing what to work on is only half the battle – structuring your time effectively is just as important.

In our end-of-year survey, 90% of respondents identified Mastering Time Management and Prioritization as a critical challenge for 2025. We’ve already covered decision-making (Week 1: 4 D’s) and prioritization (Week 2: A-B-C-D-E Method). Now, we’re taking it a step further – learning how to structure your workday for maximum focus, productivity, and balance.

This is where the 3-3-3 Method comes in.

Unlike other time-blocking strategies, this method ensures that you dedicate time to deep, focused work, urgent responsibilities, and essential maintenance tasks – striking the perfect balance between strategy, execution, and sustainability.

Why Most Time-Blocking Strategies Fail

Many professionals try to improve their time management by creating rigid schedules or blocking out entire days for specific types of work. But these approaches often don’t hold up in real-world settings where unexpected tasks, shifting priorities, and urgent issues arise.

Common reasons traditional time-blocking fails:

🔹 Lack of flexibility – Most schedules fall apart when something unexpected happens.
🔹 Overcommitment to meetings and admin – Leaving no time for deep, strategic work.
🔹 Ignoring urgent tasks – Focusing only on planned work without room for critical priorities.

The 3-3-3 Method solves these problems by providing structure without rigidity, ensuring that your time is balanced between high-impact work, urgent responsibilities, and essential upkeep.

What is the 3-3-3 Method?

The 3-3-3 Method, developed by Oliver Burkeman and adapted for modern professionals, is a simple but highly effective way to structure your workday.

It consists of three core components:

✅ Deep Work Session (3 Hours) – Focused, uninterrupted time for high-value, strategic tasks.
✅ 3 Urgent Tasks – Time set aside for tackling three critical, time-sensitive responsibilities.
✅ 3 Maintenance Tasks – Routine, administrative, or professional development tasks necessary for long-term productivity.

This approach ensures that you make meaningful progress on strategic work while also handling immediate priorities and maintaining ongoing responsibilities.

How the 3-3-3 Method Works in Real Life

To see how this method plays out in a typical workday, let’s explore three real-world scenarios:

Scenario 1: A Project Manager Balancing Strategy and Execution

A project manager juggling high-priority deliverables, urgent client requests, and ongoing administrative work might structure their day like this:

✔ Deep Work (8 AM - 11 AM) – Draft a detailed project proposal for an upcoming client pitch.
✔ 3 Urgent Tasks – Respond to a critical client inquiry, approve project budget revisions, coordinate with the team on an unexpected delay.
✔ 3 Maintenance Tasks – Update project task lists, review email inbox, attend a professional development webinar.

Outcome: The project manager makes significant progress on strategic work before diving into urgent tasks and still keeps up with ongoing responsibilities.

Scenario 2: An Entrepreneur Managing Business Growth

An entrepreneur who needs to focus on big-picture growth while keeping up with day-to-day operations could use this structure:

✔ Deep Work (9 AM - 12 PM) – Work on a long-term strategic business plan.
✔ 3 Urgent Tasks – Follow up with key clients, finalize a supplier contract, troubleshoot an urgent team issue.
✔ 3 Maintenance Tasks – Organize invoices, schedule social media content, review industry news.

Outcome: They dedicate time to business strategy while handling urgent tasks and keeping their operations running smoothly.

Scenario 3: A Marketing Director Navigating a Fast-Paced Environment

A marketing leader overseeing campaigns and team coordination might use this framework:

✔ Deep Work (7 AM - 10 AM) – Develop creative content for an upcoming campaign.
✔ 3 Urgent Tasks – Review a time-sensitive advertising proposal, approve social media ads, respond to an urgent media inquiry.
✔ 3 Maintenance Tasks – Check campaign analytics, organize upcoming team meetings, update the marketing calendar.

Outcome: They protect time for strategic creativity, respond quickly to urgent needs, and maintain team workflow.

How to Implement the 3-3-3 Method in Your Workday

To put this method into practice:

  1. Schedule Your Deep Work Session – Block out three hours in your peak productivity window for strategic, high-value tasks.
  2. Identify Your Three Urgent Tasks – Address time-sensitive tasks that must be completed to avoid problems or missed deadlines.
  3. Select Your Three Maintenance Tasks – Dedicate time to ongoing, necessary responsibilities that prevent things from piling up.

The 3-3-3 Method Worksheet (available for free below) will guide you through setting up your personalized daily structure and help you track your results.

Download the Free Tool: 3-3-3 Method Worksheet

If you’ve ever felt like your days disappear into endless distractions, urgent requests, and unfinished work, the 3-3-3 Method will help you regain control.

✔ A structured framework for balancing deep work, urgent tasks, and maintenance work.
✔ A step-by-step guide to plan and execute your day effectively.
✔ A customizable template to help you adapt the method to your workflow.

Download Now!

Final Thoughts: The Power of Structured, Intentional Work

Time-blocking doesn’t have to be rigid – the 3-3-3 Method provides the structure you need without sacrificing flexibility.

By using this approach, you’ll ensure that your day is balanced between:
✔ High-impact, strategic work
✔ Essential urgent tasks
✔ Ongoing responsibilities that keep everything running smoothly

Try it for a week – see what happens when you start managing your time with intention instead of reacting to everything that comes your way.

And don’t forget to download the free worksheet to make this strategy part of your routine!