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Self-Leadership Credit to Dr. Oliver Degnan . Follow him for more. Original post below: ----- Here's a truth most leaders avoid: You can't lead others well if you can't lead yourself. I learned this a little too late. I was "leading" a team of 20. Setting vision. Delegating work. Holding people accountable. But I was falling apart. No self-awareness. Zero emotional regulation. Running on fumes, not values. My team could see it. Even when I couldn't. That's when my mentor showed me this framework: Lead Yourself First → Then Lead Others Well The overlap? That's where real leadership lives. LEAD YOURSELF FIRST You can't give what you don't have. LEAD OTHERS WELL This is where most leaders start. It's actually where you should end up. The core is where both overlap. This is where burnout prevention lives. 1. Be Authentic Same person in every room. No performance. No facade. Genuine, consistent, real. ✅ Why it prevents burnout: Performing all day is exhausting. 2. Take Accountability Own your mistakes. Don't blame others. Model responsibility. ✅ Why it prevents burnout: Deflection creates toxic culture that drains everyone. 3. Lead With EQ ✅ Why it prevents burnout: EQ enables regulation. Regulation prevents burnout. 4. Model Excellence Show what great looks like. Don't demand what you don't demonstrate. Be the standard. ✅ Why it prevents burnout: When leaders model unsustainable work, teams burn out copying them. 5. Practice Humility You don't know everything. Admit gaps. Stay teachable. ✅ Why it prevents burnout: Ego exhausts everyone around it. 6. Keep Learning Never stop growing. Curiosity over certainty. ✅ Why it prevents burnout: Stagnation kills motivation. Learning creates energy. If you're burning out as a leader: You're probably not focusing on leading yourself. And you are jumping straight to "leading others." That's unsustainable. You can't lead others well if you're burning out. ----- Grow your professional skills with daily visual wisdom. Follow Infographic Insights for the best posts on: 📊 Business 🌟 Leadership 💡 Self-improvement

Good business development is good for your health. I mean that literally. Researchers at the University of Exeter reviewed 40 different studies on people who help others. They found that helping others regularly can reduce early death rates by 22%. Helping other people actually helps you live longer. And the best kind of BD is just helping. Now think about what that does for a client relationship. When you help someone, they see you care about them, not just the work. That builds trust. And trust is what makes BD so much better than "sales." You don't need to do all 12 from the infographic right away. I'd start small, and once that feels comfortable, add a couple more into the rotation. Your clients will thank you for it. But your family... they will love you for lowering your odds of leaving them too soon by 22%. And what could be more important than that? Repost to help someone in your network. Follow Mo Bunnell for client-growth strategies that don’t feel like selling. Want the full infographic? Sign up here: https://lnkd.in/e3qRVJRf

7 Rules For Leaders Who Build Winning Teams Credit to Francis Wolff . Follow him for more. 📌Which one of these is your team missing right now? Original post below: ----- 7 rules separate unstoppable teams from those that crumble. Yet most leaders just focus on hiring top talent, thinking that's the whole equation. I've watched talented teams collapse. And every time, the problem wasn't the people. It's what was built around them that was lacking: ❌ A clear action plan ❌ The rights to make key decisions ❌ Room to push back when things don't seem to work And talent - structure = expensive confusion. Today, if I had to write the rules to build winning teams, it'd be these 7: 1️⃣ Define the purpose 🏅 Write down what you're building and why in one sentence. Make sure everyone understands and can repeat it back. 2️⃣ Cross-train every key role 🏅 Identify your three most critical roles and make sure at least one other person can cover each one. 3️⃣ Determine your values 🏅 Define them clearly and make sure every hire, process, and standard you set reflects them. 4️⃣ Set decision rights 🏅 Map which decisions belong to leadership and which belong to the team, then share it openly. 5️⃣ Create short-term wins 🏅 Set targets your team can hit within the week and call them out loud when they do. 6️⃣ Make roles clear 🏅 Take good note when there is a disagreement, and settle it the same day. 7️⃣ Make space for healthy debates 🏅 Build one structured debate into your weekly rhythm to surface what people aren't saying. The goal was never to collect the best players in the room. It was to build an environment and a structure where good people stop playing it safe and start doing the best work of their careers. So don't blame them when you haven't given them a coherent playbook. And instead, build an action plan that boosts your player's performance. ----- Grow your professional skills with daily visual wisdom. Follow Infographic Insights for the best posts on: 📊 Business 🌟 Leadership 💡 Self-improvement

9 TED Talks every leader should see: 1/ Why Good Leaders Make You Feel Safe By Simon Sinek About: Building trust through safety Why watch: Protection comes before performance https://lnkd.in/g8T6EBDU 2/ The Power of Vulnerability By Brené Brown About: Openness as strength Why watch: The best leaders drop their guard first https://lnkd.in/gEgSsVrx 3/ The Puzzle of Motivation By Dan Pink About: What actually drives people Why watch: Rethink how you motivate your team https://lnkd.in/gS-y-jtd 4/ What It Takes to Be a Great Leader By Roselinde Torres About: Three questions great leaders ask Why watch: Test yourself against 25 years of research https://lnkd.in/gBf2uHJP 5/ Building a Psychologically Safe Workplace By Amy Edmondson About: Why people stay silent at work Why watch: Silence is the most expensive team problem https://lnkd.in/gC8KkpSM 6/ Forget the Pecking Order at Work By Margaret Heffernan About: Social cohesion over star performers Why watch: Rethink what high performance looks like https://lnkd.in/guYsyWpn 7/ The Power of Believing That You Can Improve By Carol Dweck About: Growth mindset in action Why watch: Shift from "I failed" to "I am learning" https://lnkd.in/geab-uwg 8/ The "Hot Shot Rule" to Help You Become a Better Leader By Kat Cole About: Breaking free from inertia Why watch: One framework to take action when stuck https://lnkd.in/g_qNpr6n 9/ Want to Get Great at Something? Get a Coach By Atul Gawande About: Why no one improves alone Why watch: The case for coaching at every level https://lnkd.in/g9-uNT4W Bookmark this. Start with one this week. What’s your favorite TED Talk? ♻️ Repost to share with your network. Follow Tim Tsaihttps://lnkd.in/g8T6EBDU 2/ The Power of Vulnerability By Brené Brown About: Openness as strength Why watch: The best leaders drop their guard first https://lnkd.in/gEgSsVrx 3/ The Puzzle of Motivation By Dan Pink About: What actually drives people Why watch: Rethink how you motivate your team https://lnkd.in/gS-y-jtd 4/ What It Takes to Be a Great Leader By Roselinde Torres About: Three questions great leaders ask Why watch: Test yourself against 25 years of research https://lnkd.in/gBf2uHJP 5/ Building a Psychologically Safe Workplace By Amy Edmondson About: Why people stay silent at work Why watch: Silence is the most expensive team problem https://lnkd.in/gC8KkpSM 6/ Forget the Pecking Order at Work By Margaret Heffernan About: Social cohesion over star performers Why watch: Rethink what high performance looks like https://lnkd.in/guYsyWpn 7/ The Power of Believing That You Can Improve By Carol Dweck About: Growth mindset in action Why watch: Shift from "I failed" to "I am learning" https://lnkd.in/geab-uwg 8/ The "Hot Shot Rule" to Help You Become a Better Leader By Kat Cole About: Breaking free from inertia Why watch: One framework to take action when stuck https://lnkd.in/g_qNpr6n 9/ Want to Get Great at Something? Get a Coach By Atul Gawande About: Why no one improves alone Why watch: The case for coaching at every level https://lnkd.in/g9-uNT4W Bookmark this. Start with one this week. What’s your favorite TED Talk? ♻️ Repost to share with your network. Follow Tim Tsai for more on leadership.

This one question can transform a team: “Are you okay?” Kindness isn’t the soft part of leadership. It’s the part that holds everything else together. I’ve watched talented people leave good jobs. 💡 Not because the work was too hard. 💡 Not because the pay wasn’t fair. 💡 But because no one noticed when they were struggling. We talk a lot about culture and engagement. But culture isn’t built in offsites or vision workshops. It’s built in the small moments that are easy to overlook. 💡 When you offer help before someone asks 💡 When you give credit where it counts, out loud 💡 When you start a meeting by checking in on people These moments might feel small in a busy week. But they’re what people remember years later. Because kindness at work isn’t about being nice. It’s about being present. It’s: 💡 Giving grace on hard days 💡 Making space for quieter voices 💡 Passing along praise before it fades. 💡 Celebrating what matters to your team 💡 Following up after a tough conversation 💡 Treating time like a resource, not a default setting None of this costs anything. It doesn’t need permission. It just takes attention. The best teams aren’t built on perks or ping-pong tables. They’re built on trust. On people feeling seen. Where kindness isn’t a performance. It’s a practice. Because when people feel like they matter, everything else gets easier: The work. The retention. The results. The culture takes care of itself. And it all starts with one small choice: To notice. To care. To act. P.S. I’m sharing 19 practical resources for leaders who want to build better teams and lead well. Get them all for free here: https://lnkd.in/dFgu-Bny

Your skills and experience are priceless. An introduction to you is a gift. Stop asking for it like it's a favor. I've been teaching this for more than 20 years to over 50,000 professionals. Anyone who's been a part of our BD training sessions knows I love an introduction. Because it centers on one thing: Generosity. (That's basically my whole book, Give to Grow.) The people who get the most introductions are the most generous. Even when they're the one asking. And you might be thinking, "Mo, that sounds backward." But a good ask isn't about you. It's about making the person who helps you look good. I want you to close your eyes and picture a great introduction. The connector looks thoughtful, kind, and well-connected. Every time. I don't know anyone who doesn't want to be seen that way. So your job is simple. Make the intro one they look good giving. 3 easy ways: 1/ The Forwardable Note. They pass along something polished and thoughtful, and look good doing it. 2/ The Value-First Ask. They hand their contact something useful, so they look generous, not needy. 3/ The Reciprocal Ask. They gain a resource instead of spending goodwill, so they come out ahead. That's at the heart of business development. The more you make it easy for people to help you, the more they want to. Whose intro could you make easy to say yes to this week? Repost to help your network and follow Mo Bunnell.

9 Brutal Wake-Up Calls If You're Lazy But Ambitious Credit to Josh S. . Follow him for more. 📌Which one hit hardest? Original post below: ----- 9 brutal wake-up calls if you're lazy but ambitious 👇 No more pretending... You don't need another course. You don't need another framework. What you need is to take action, and I mean TODAY. Here's your reality check: 1️⃣ You overconsume and underdeliver ↳ You binge books, podcasts and videos, then apply none of it. ↳ Instead: Apply one thing before you open another app. 2️⃣ You confuse planning with progress ↳ Your Notion board is spotless, but your to-do list hasn't moved in a week. ↳ Instead: Set a 25-minute timer, start something you keep avoiding. 3️⃣ You romanticise the grind ↳ You'd rather talk about hustle than do the work. ↳ Instead: Go offline for one full working session next week. 4️⃣ You don't respect your own word ↳ Nobody trusts a person who doesn't keep promises to themselves. ↳ Instead: Make one small promise and legit keep it. No excuses. 5️⃣ You blame time instead of choices ↳ "Too busy" doesn't match your screen time. ↳ Instead: Check where your hours actually go and cut one habit. 6️⃣ You prioritise feelings over commitments ↳ You quit when it's hard and dress it up as self-care. ↳ Instead: Finish 1 thing today, whatever mood you're in. 7️⃣ Your goals are too vague ↳ Ambition with no target goes nowhere. ↳ Instead: Write 15 goals and then pick 3. Sounds weird, but trust me, bin the rest. 8️⃣ You fear being seen starting small ↳ You want the outcome but not the beginner phase that gets you there. ↳ Instead: Post the messy version before you feel ready for people to see it. 9️⃣ You're waiting for the "perfect time" ↳ "Later" is just fear dressed as logic. ↳ Instead: Start now; messy and unfinished is better than perfect and imaginary. If any of that landed a bit close to home, here are 3 things to do today: - Keep one promise to yourself - Cut one thing wasting your time - Post something messy and stop hiding the process ----- Grow your professional skills with daily visual wisdom. Follow Infographic Insights for the best posts on: 📊 Business 🌟 Leadership 💡 Self-improvement

42% of people who quit their job say their manager or company could have done something to keep them. Gallup asked 717 people who had recently left a job. Nearly half said that in their final three months, no manager or leader had asked about their job satisfaction, performance or future at the company. What stood out to me is how easy it can be to miss what’s happening before someone leaves. Someone good can decide they’re going long before they say it. And for a while, they may actually get easier to manage. They ask for less. They bring fewer things to you. They stop pushing back. They agree faster in meetings. From a manager’s side, that can look like everything is fine. That’s especially true when the job itself is still good. There may be no big falling-out, no terrible manager and no single moment everyone can point to afterwards. Just small things that have been left unresolved for too long. That’s one reason my 1:1s are monthly, and why the agenda belongs to the person rather than me. It gives them time that isn’t about a status update or what I need from them that week. It’s not a perfect system. I can still miss things. But I’d rather hear that someone wants more room to grow, feels overloaded or has been sitting on a concern while there’s still something we can do about it. Finding that out during their notice period is much later than I want to be having the conversation. What’s the earliest sign you’ve seen that someone was starting to disengage? P.S. I’m sharing 19 practical resources for leaders who want to build better teams and lead well. Get them all for free here: https://lnkd.in/dFgu-Bny

A study of 20 million people found the relationships that  grow your book of business aren't the ones you'd expect. It's your weak ties. The friends of friends who know of you, but don't really know you yet. That's from a 2022 study in the journal Science. You can't reach those people on your own.  Someone has to open the door for you. The most efficient way I know to make that happen in BD is through a Raving Fan.  A person who trusts you enough to refer you without being asked. And trust like that is a ladder you climb. The bottom rung is a stranger. The top rung is a Raving Fan. Your job is to move people up it, one rung at a time. I've trained more than 50,000 professionals, and the ones who grow fastest all do the same thing. They give first. I've found giving does 4 things: 1/ It lowers people's guard, so they stop wondering what you want. 2/ It triggers reciprocity. When someone helps us, we feel a pull to help back. 3/ It turns a client into an advocate. 4/ Then that advocate opens their network and hands you the weak ties that grow your book of business. Bain found that keeping a client can cost 25 times less than winning a new one. A Raving Fan brings you the rest. Who could you move up one rung this week? Repost to help your network and follow Mo Bunnell.

A technology SVP I coached was proud of how his team felt about him. People came to him with bad news while there was still time to fix it. He was democratic, he gave everyone room, and nobody dreaded a meeting with him. Across the rest of the company, he had a different reputation. He overpromised and underdelivered. Those two things turned out to be the same thing. He held back critical feedback because his people were already doing their best. He skipped the detailed reporting his peers wanted from him. Discussions ran long because he wanted everyone heard, and decisions took much longer than they needed to. So he tried something uncomfortable. He looked at each person on his team and asked himself whether he would hire them again today. Every name he hesitated on was someone he had been meaning to talk to for months. The exercise was really a list of the conversations he had avoided. He worked through that list. He also started pushing meetings toward a decision instead of another round of input. Not everyone liked the new version of him, so he kept asking for feedback to make sure he didn't swing too far the other way. In my two decades of coaching, I still find that the thing a leader is good at is the last place they consider could be causing problems. Your weaknesses get named for you in reviews. Your strengths get praised until the day they cost you something, and by then the connection is hard to see. What's one strength of yours that your team and your peers would describe very differently? P.S. Enjoy this? Try my free Threshold newsletter for leaders: PartnerExec.com/newsletter