S.P.A.C.E. to Lead
We use the word authenticity often, yet rarely mean the same thing. This article unpacks the competing definitions — from true self-expression to performative “realness” — and why teams need a more grounded approach.
S.P.A.C.E. to Lead
A reckoning in the literary world raises deeper questions for settlers in coaching. As a gay white male practitioner, I explore how we navigate responsibility, avoid taking space that isn’t ours, and meaningfully support Indigenous leadership.
S.P.A.C.E. to Lead
SPACE to Team helps groups slow down, see themselves more clearly, and act with intention. By creating Stillness, expanding Perspective, Assessing patterns, Clarifying decisions, and Engaging purposefully, teams build trust, alignment, and sustainable performance.
S.P.A.C.E. to Lead
Teams don’t move through neat stages—they flow like waves. Just as a body surfer reads the ocean’s rhythm, leaders must sense the patterns beneath team dynamics. Tuckman’s model still guides us, but today’s teams evolve continuously—riding change with awareness, adaptability, and trust.
Every month, we listen to leaders, teams, and coaches navigating complexity — and together, we notice patterns. The rise of performance pressure. The call for more space to lead. The desire for deeper connection in systems that move fast and expect more. These aren’t isolated stories; they’re signs of
S.P.A.C.E. to Lead
High performers often get rewarded with more work, not more support. This “performance punishment” turns success into strain — promoting doers into leaders without space to lead. It’s time to rethink reward systems and help our best people grow, not burn out.
BEHAVIOURshift
Leadership isn’t about control—it’s about behavioural intelligence. In Being BRAVE® as a Strategic Advantage, Cindy Benning reframes strength as awareness, showing how composure, vulnerability, and authenticity create trust, alignment, and lasting performance.
SPACE to Team helps groups slow down, see themselves more clearly, and act with intention. By creating Stillness, expanding Perspective, Assessing patterns, Clarifying decisions, and Engaging purposefully, teams build trust, alignment, and sustainable performance.
Teams don’t move through neat stages—they flow like waves. Just as a body surfer reads the ocean’s rhythm, leaders must sense the patterns beneath team dynamics. Tuckman’s model still guides us, but today’s teams evolve continuously—riding change with awareness, adaptability, and trust.
High performers often get rewarded with more work, not more support. This “performance punishment” turns success into strain — promoting doers into leaders without space to lead. It’s time to rethink reward systems and help our best people grow, not burn out.
When a strike ends, the real work begins — rebuilding trust, restoring connection, and leading with empathy. Returning to work isn’t just operational; it’s deeply human. Leaders who approach this moment with care can turn disruption into renewal.
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When a strike ends, the real work begins — rebuilding trust, restoring connection, and leading with empathy. Returning to work isn’t just operational; it’s deeply human. Leaders who approach this moment with care can turn disruption into renewal.
AI won’t replace coaching—it can extend it. By reframing AI as a third voice in the coaching relationship, we create a reflective triad of client, coach, and AI—each bringing presence, curiosity, and insight to deepen awareness and sustain growth between conversations.
A team being stuck is not a sign of failure — it’s where innovation and understanding are born. Learn how to hold space for the messy middle and turn conflict into collaboration.
Words hold history, identity, and emotion. Before we judge what someone says—or how they say it—what if we paused to ask why we’re reacting? Sometimes the power isn’t in the word itself, but in the space we create to understand it.
Teams grow most when certainty is scarce. The Stacey Matrix reminds us that innovation and collaboration thrive in complexity—where answers aren’t obvious, but learning and collective strength emerge.
In this newsletter, we explore the real challenges leaders face today—from balancing stability and agility, to setting healthy boundaries, to rethinking feedback. Each article offers fresh insights and practical tools to help you and your team thrive
Leaders today face a paradox: provide stability so teams feel safe, while staying agile enough to adapt in uncertain times. True leadership lies in holding both—creating space where people feel grounded and ready to change.
Women have seats at the table, but too often their voices go unheard. Cindy’s latest article reminds us: representation is only the start—listening is the real work.
AI mirrors the perspective of our prompts—biases, blind spots, and all. By bringing Cultural Intelligence (CQ) into prompting, we can create learning that’s not just efficient, but inclusive, meaningful, and reflective of diverse ways of thinking
Are you a leader who meticulously crafts every sentence before speaking—or do you trust your instincts and hope your message lands? Regardless of your style, every leader faces the same hidden trap: the illusion of clarity.
AI Cannot Know Us—But It Can Help Us Know Ourselves A recent post I read described someone’s unease after asking AI for “crazy accurate feedback.” The results felt revealing at first, but upon reflection, they were simply broad archetypes—the kind of vague truths anyone might identify with.
Phishing isn’t about intelligence—it’s about attention, timing, and emotion. As AI makes scams more convincing, resilience comes from empathetic, realistic training that builds awareness and confidence without eroding trust.