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Probably one of the most common questions I hear from established and aspiring leaders and those eager to make big impacts is “how do I get more power?”. Now, this may seem like the kind of question that will earn more than a side-eye or skeptical look, but I’ve learned this question doesn’t come from a diabolical power hungry intent, but of an intention most of us have; to have more power to enact change or make a difference through the roles we serve. 

Power to not only enact change in their organizations and roles, but more autonomy in their work that's driven by passion. 

With the millennial and Gen Z generation are now rapidly entering the workforce, this question brings a different kind of consideration.

They are less committed to models of work-life that are stagnant and inflexible, pursue power, movement, and expression at much higher rates - and quicker. Gallup reports have shown that this generation is the least engaged, quicker...

I talk to clients every day about how we can help them with their journey.

By journey I mean the path that we are all traveling as we invest in the daily practice of learning, growing, managing, and leading ourselves and others. Ideally, this path is intentional--we are consciously identifying topics around which we want and need to gain greater clarity, a more robust foundation of knowledge, or take our skills to the next level of proficiency.

I’m often asked about how one should approach their own developmental journey--should it be a serendipitous series of experiences or structured and applied by an outside force, like one’s employer? Though I am a huge fan of serendipity, it won’t lead to the equitable outcomes many of us hope for ourselves and our employees.

For example, I recently spoke with an executive, Tim, who loves to describe himself as a “collector of experiences.” His career path has been formed by “taps on the shoulder”...