Everyone wants to belong to something bigger than themselves—it gives us purpose, motivation and the boost to get out of bed on days when we just want to hit the snooze button. When you’re aligned with the convictions and vision of the organization that you trade your days for, then you’ll feel inspired to give it your all. And everyone needs a vision pulling them forward.

In research by UK company Rungway, it was revealed that 52% of employees surveyed couldn’t state the vision of their organization and 49% couldn’t even list the values. Does that mean these companies don’t have visions? Or does that mean the visions haven’t been effectively communicated?

Well, either way, there’s a problem because compelling organizational visions attract and retain top talent, foster innovation and inspire productivity. And leaders, your organization can be that very place—one that creates a dynamic culture of high-producing individuals working together toward a common goal. You just need a vision. In this article, we’ll share why vision casting is so important in life and leadership and the three key components needed when building your vision.

What do you think of when you hear the term life planning? Does end-of-life come to mind, like estate planning and wills and beneficiaries? Or does it bring to mind more emotion-based, supernatural type thinking?

Well, at Building Champions, we believe that life planning is a practical way to help you identify and, more importantly, live your best life. That’s why we give our Life Plan tool away for free. We want everyone to live their best life. And we know it’s possible.

In this article, we’ll explain what sets our Life Plan apart and how it’ll help you design the life you’ve always been dreaming of. It’s easier to reach than you think. And we can help you get there.

Gallup recently released their State of the Global Workplace: 2023 Report and we dug into their key findings. We found their executive summary to have an overarching theme: employee engagement. Their report revealed that the majority of the world’s employees are quiet quitting and over half of employees have expressed intent to leave their jobs.

These data points tell a sad story; and it’s time for leaders to do something about it. Employee engagement levels are in major need of attention and we believe that coaching leadership can turn things around. In this article, we’ll share our take on how to address quiet quitting and employee retention—believing that today’s leaders can change the story told in next year’s Gallup report.

What’s the reward for being a star performer? Often, it’s more work. A somewhat sarcastic term for this occurrence is quiet promoting. And a more direct term is performance punishment.

A report by JobSage revealed that 78% of workers have experienced a quiet promotion—receiving an increase in their workload without a pay raise or title change. And while in the short term, this can be an acceptable thing to do if you’re vetting an employee for a promotion or everyone is taking on more work because someone quits, in the long term, it must be part of a transparent and ongoing conversation. If you’re overworking your top performers, they will burn out and likely leave—while your underperforming employees will be in no way equipped to take on their workload and your time will be spent tackling the search for their replacement.

To avoid burning out your star performers and under managing your underperforming employees, you can strengthen your own coaching leadership skills to combat both. In this article, we’ll discuss three ways you can prevent performance punishment from creeping into your workplace through your use of coaching leadership.

The conversation around sustainability in business is a massive one—most especially because businesses often succeed through innovation, more people get jobs when businesses grow and both the speed and success of innovation in industrialism is what’s largely created the need for a more sustainable world. It’s quite the full circle. We all have a personal responsibility to educate ourselves and understand the impact we’re having on the planet. But that sort of revelatory thinking and conviction-based action can’t be separated from our work life and home life—because how we spend our days, what we do and who we do it for matters. Our work matters: we have an impact.

In this article, we’re going to dig into how a leader can own their part in contributing to a more sustainable world. Whether you lead an organization, a team or yourself, you have influence. We believe there are three ways every leader can work toward sustainability.

When each member of a team is equipped in their role to execute successfully while in alignment with their teammates, the team will meet its overall goal. But before a team can execute on key initiatives, they must first be setup for success. The team structure and organizational systems you establish are so important because they provide a support network for the team to achieve its desired outcomes with both efficiency and effectiveness. In this article, we’ll discuss the power of teamwork and the four key areas of team performance: team strategy, execution, goal setting and results. 

No matter your role, it’s easy to get bogged down in the day-to-day job functions and focus only on the urgent and immediate tasks—but, as a leader, you can’t forget about planning for the future. Developing leadership capacity should be a focus area of every company. But we know that when you’re running hard, it’s difficult to devote limited time and resources to a forward-thinking task. That’s why fostering a coaching culture is vital to your organization’s overall impact as it’ll give you the clarity needed to see your people as a top priority. In this article, we’ll cover the five core areas of leadership capacity to help your organization intentionally develop its leaders and best position itself for future opportunities—while fulfilling its vision along the way.

Effective communication is a skill to develop and a key component of self-leadership. According to workplace research, the productivity of teams with effective communication increased by 25% while 28% of employees considered poor communication to be their reason for missing deadlines. So not only does miscommunication impact team productivity, but it also impacts the performance of individual contributors. And for a leader to engage their team in productive, meaningful and collaborative work, they must first communicate in a way that is clearly given and clearly received. In this article, we’ll unpack the five focus areas of effective communication for a leader.