Have you ever been in a conversation either personally or professionally when you realize that it’s no longer a dialogue, but a debate that you didn’t sign up for? It can be easy to want to run from such conversations, or depending on your personality style, it may be easy to respond emotionally (and regrettably). Regardless, it’s never fun when you recognize that someone is no longer participating in an exchange of ideas, but intent on “winning” a conversation.

However, as a leader, you have a responsibility to share your opinions and perspective while maintaining curiosity and showing respect to others—even (and especially) when they aren’t showing respect back. That is leading yourself really well. In this article, we’ll address how to disagree well and lead a debate back to a healthy dialogue.

Forbes recently published an article highlighting the women on their 50 over 50 list and I loved the title: “The Age of Disruption.” Not only because both women and the age of 50 are being celebrated but because disruption is often seen as a negative, yet in this article it’s viewed as a positive.

So how do we begin seeing the good in disruptors? How do we become unafraid of disruption and instead embrace it? Well, you’ve got to lead it, not let it lead you. And I have three recommendations for you to practice to begin viewing disruption as positive.

What makes for a healthy and happy life? Depending on who you ask, you’ll probably get a different answer because everyone has their own idea of what health and happiness looks like for them—and, if you don’t, then culture (ahem, most likely social media) will tell you what to strive for. But what does research have to say?

Harvard Study of Adult Development shared their findings from their more than 80 years long study of people, revealing two big takeaways: the happiest people who lived long lives took care of their health and experienced close relationships.

So what does that have to do with leadership? Well, everything. Because how you lead yourself matters. And whether you intend it to or not, your well-being impacts those around you—and it clearly affects the health and happiness of your lifespan.

In this article, we offer coaching tips for you on how to pursue physical health, grow in your most important relationships and manage the balance needed in your career so that you can increase your well-being and live the healthiest and happiest life that you can!

It can feel impossible to do it all, everything we say we want to and feel we should do. And with the hustle culture language subliminally embedded in our psyche, it’s normal to become overwhelmed and discouraged when we miss a deadline or fail to achieve a goal. But with 24 hours in a day, we can control more than we might realize. The solution isn’t to get as much done in as little time as possible (that can result in sloppy deliverables or lead you toward burnout), but instead to get the right things done in the time that you do have—focusing your attention on the goals and projects that you’ve identified as most important in your life and leadership.

In this article, we’ll break down the four key areas of our Focus Plan so that you can spend your time on the things that you say are important. Plus, our Focus Plan will help you better understand why a goal is important to you so that you can make the mindset shifts and behavior changes needed to improve both your performance and productivity.

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.