Difficult conversations often become a contest over who gets to be right. The And Stance and a contribution mindset offer a different approach: making room for two perspectives while getting curious about the part we played in creating the problem.

Some of the most meaningful moments in coaching won’t show up on a scoreboard. Seeing something in a young athlete, naming it, and helping them develop it can influence who they become far beyond the game.

You’ve explained the change. You’ve answered the questions. You’re ready to move forward. So why isn’t your team? That distance can feel like resistance, especially when the path ahead seems obvious to you. But there may be a simple reason you’re ready and they’re not there yet.

The implementation plan says you’re done. But your people aren’t. The messy middle of transition can bring uncertainty, frustration, and questions that leaders are tempted to fix or rush through. This month’s Leadership Lens explores how leaders can provide the clarity and humanity people need to navigate uncertainty and move toward what comes next.

For years, I was trained to find the variance: what missed, what changed, who owns it, and what needs to be corrected. Useful questions—but people aren’t variances. This reflection explores how the lens through which we see people shapes the way we lead them, and what can change when we learn to see the whole person; not just their performance.

Many leaders underestimate how much influence they can build simply by running great meetings. Boring meetings lack conflict, and confusing meetings lack context. This month’s Leadership Lens shares two simple leadership habits that transform meetings into a powerful decision-making tool.