ReportWire

Tag: leadership advice

  • Why Saying ‘No Returns’ Is Not Profitable, According to Rebel Founder Emily Hosie

    Every entrepreneur faces waste, whether it is inventory, time, or money lost in the shuffle of doing business. Rebel founder and CEO Emily Hosie built North America’s largest returns re-commerce platform by asking how she could turn that waste into profit. This was one of the shocking things I have learned—saying “no returns” is not profitable.  

    Emily’s company partners with retailers to reprocess and resell returned and overstocked items that would otherwise become waste. To date, Rebel has kept more than 25 million pounds of goods out of landfills each year while creating a new source of revenue for its partners. Returns aren’t just a cost of doing business; they can become your next source of profit. 

    On a recent episode of The Big Idea from Yahoo Finance, I sat down with Hosie to explore how she turned one of retail’s biggest headaches into a sustainable and scalable business. Her experience offers practical lessons for any founder who wants to turn setbacks and inefficiencies into growth. 

    Spot the opportunity in waste 

    When Hosie began, she noticed retailers had no efficient way to handle returns. Investors understood excess inventory, but few realized the massive cost of returns. In 2024, U.S. retailers processed $890 billion worth of returned merchandise. Hosie said that figure is expected to reach $1 trillion by the end of 2026. 

    Hosie explained that at first, no company wanted to admit its returns were being thrown away. Her breakthrough came when a large retailer on the brink of bankruptcy finally acknowledged the problem and asked if Rebel could help process its discarded inventory. That moment, she said, proved the model could work at scale. 

    For small business owners, the lesson is to look for inefficiency hiding in plain sight. Know your return rate, audit your return policy, and explore creative ways to resell or repurpose unsold inventory. You might list returned products in your website’s clearance section or move them through a warehouse sale. Waste is rarely just waste. It is often an overlooked resource waiting for someone to manage it better. 

    Educate and build trust 

    Creating a new category required educating three audiences: investors, retailers, and consumers. Investors needed to understand how returns differ from factory overstock. Retailers had to admit they needed a better solution. Consumers needed clarity on what “open box” means and why it offers value. Open-box items are products that were purchased and returned but never used. 

    Hosie built credibility by showing results and using early successes to bring others along. Once one partner trusted the platform, her team used that proof to win the next. When you are selling something new, proof of performance is your best marketing. Teaching your market what problem you solve and showing measurable results builds trust faster than any pitch. 

    Turn risk into resilience 

    Hosie launched Rebel in unusual conditions and kept moving. “It started in our basement,” she recalled. “We had transport trucks dropping pallets of returns on the sidewalk in downtown Toronto.”  

    The timing was far from ideal. Hosie was pregnant, and the pandemic lockdown had just started. “I think there’s never a right time,” she said. If an idea does not work, “then you’ll just go back and get another job.” 

    Her experience shows that flexibility matters more than timing. Founders who start before conditions are perfect learn faster, pivot sooner, and build resilience by necessity. 

    Build loyalty through returns 

    Hosie treated returns as a growth tool rather than a nuisance. “Over 50% of [customers] are discovering a brand for the first time,” she said, describing how open-box pricing introduces shoppers to labels they might not buy at full price.  

    She also found that shoppers who make a return often “buy triple the amount” during the visit. A strong return policy can be part of a healthy customer retention strategy. It keeps people engaged and builds goodwill long after the initial purchase. 

    Hosie’s story shows how rethinking waste can unlock new revenue, new customers, and a healthier business. The lesson is simple: Look where others see loss, educate the market with proof, make your move before conditions feel perfect, and use returns to build loyalty. 

    Elizabeth Gore

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  • What Great Leaders Do When the Ground Keeps Shifting

    A client of mine is going through a rough patch right now. He is an executive for a global manufacturing company. His role requires coordinating resources and teams across the world, with a workload that tripled within two weeks. This means his travel has tripled as well, and he finds himself living out of a suitcase and staying up until 1 a.m. processing invoices and expense reports. 

    This is all against the backdrop of uncertainty most high-level executives and entrepreneurs today can relate to. Reacting to constantly changing tariffs, for example, which requires daily pivots to different suppliers and increased costs. Or difficulty finding the right talent for the right roles, and figuring out how AI fits into everything. 

    “It’s like drinking through a firehose,” my client explained.  

    It may seem impossible to avoid burnout during this time, let alone to keep leading at a high level. How do you stay consistent when the world around you is anything but? Leading through uncertainty means throwing out the old leadership playbook and embracing flexibility instead. Here are six principles to put in your new adaptable-leadership playbook.   

    1. Stop predicting and start adapting.  

    The current moment is proving that making predictions is not a good use of energy or resources. So how do you plan for the unexpected? Start by shifting strategic planning from an annual event to a quarterly check-in. This will allow you and your team to change plans more easily. Build adaptability into your systems by running small experiments with a closed feedback loop. Utilize that in place of giant, system-wide initiatives that are difficult to adjust at a moment’s notice.  

    2. Prioritize ruthlessly. 

    Like my client, many leaders I coach have been managing reactively, putting out fires every day. This causes everything to feel like a priority, and it’s difficult to focus on what’s important through all the haze and smoke. When confronted with a task, email, call, or so-called “emergency,” ask yourself, “What if I just stopped doing this?” Sometimes, the answer is “nothing.” 

    To help narrow down what doesn’t need your time and attention right now, identify three initiatives that are consuming time and resources while delivering little to no impact. Then either put them on pause, or stop them entirely.   

    Think of your workload as a garden. What are the dry weeds that can easily catch fire? What are the plants that hold water in their leaves and inhibit fires?  

    3. Build coalitions, not consensus. 

    When things change quickly, you can’t wait for consensus. By the time everyone weighs in on a decision, things have probably changed again. Instead, aim for alignment on vision, values, and mission—the things that remain steady through turbulent times. Give your people the autonomy to act within those boundaries.  

    Be clear on non-negotiables…and then, get out of the way. Your team will feel empowered, and you’ll be able to clear a bit of your inbox, calendar, and mental load.  

    4. Use AI intelligently. 

    Think of AI as a support partner that never needs time off. Use AI tools to handle routine, low-judgment tasks that can drain you of time and energy, such as reports, expense tracking, and scheduling. This can free you and your team to focus on tasks that are often rejuvenating—things that require creativity, relationship-building, and problem-solving. 

    5. Create “white space” to think. 

    When you’re in that reactive, putting-out-fires mode, you rarely have time and space to just think. Block out two hours of “white space” time each month with your leadership team, and ask questions that can help you build adaptability as a team: “What surprised us recently? What trends or signals are we noticing? What might we be missing?” 

    Invite people from different departments or regions to join you. What are they hearing from clients and customers? What are they noticing in their regions? Widening your perspective can give you more information, and more information makes it easier to adapt. 

    6. Protect your most valuable resource: you. 

    Burnout prevention isn’t a luxury to think about once things have settled down. It’s a non-negotiable. My client has recommitted to going for a morning run before his workday starts, no matter where he is in the world. It not only helps him stay healthy, but it grounds him mentally. He blocks his running time off on his calendar. If weather doesn’t allow an outside run, he hits the hotel treadmill.   

    Consider your own burnout prevention tools—whether they’re exercise, meditation, time in nature, time with friends and family, or whatever helps you feel renewed—as immovable boundaries for yourself and your team. The world isn’t slowing down anytime soon. However, with clarity, adaptability, and care for yourself and your team, you can lead through uncertainty and even find strength in it. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Maya Hu-Chan

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  • How Great Leaders Turn Constraints Into Creative Breakthroughs

    When I first started working with creative teams on brand strategy, I thought giving them total freedom was generous—a blank page, endless options, and opportunity to go wild! Turns out, the blank page wasn’t freeing. It was terrifying. 

    The blank page panic disappears 

    Once I added a few guiding themes—a purpose, a feel, a tone—everything changed. Ideas began to flow, laughter came back, and creativity soared. I learned that constraints don’t kill innovation—they ignite it. 

    Psychologists have found that when resources are scarce, creativity often increases. This happens because people are forced to make new connections and use what they have in fresh ways. Constraints focus energy. When that energy uplifts and connects, creativity flourishes. 

    Leveraging ambiguity 

    Leaders live this truth every day. They operate in ambiguity, making decisions without all the information. It’s uncomfortable, and it’s also what keeps leadership alive. The uncertainty can add energy, curiosity, and even a sense of adventure when met with love-fueled openness. 

    When more constraints means more creativity 

    Some of the greatest innovations happen when the CFO says no to more money, more people, or more time. Instead, the team has to dig deep. Take IKEA. Their challenge wasn’t just to make nice furniture. It was to make beautiful furniture that’s affordable. Shipping full-size furniture was a cost trap, so they flipped the problem: flat-pack boxes, self-assembly, and minimal waste. That constraint became a global business model and invited the world to pronounce Swedish names! 

    Consider Southwest Airlines. They couldn’t afford the traditional airline model with multiple plane types and first-class service. Their response: one aircraft (the 737) and all coach seating—plus ultra-efficient operations. Simplicity became their superpower until they met their kryptonite

    In tech, look at Hugging Face, the company behind DistilBERT. Massive AI models like BERT were too expensive and slow to run. So they built a smaller, faster version that kept nearly all its intelligence. 

    The “yes, and” mindset 

    The second ingredient is the improv-inspired mindset of “Yes, and.” In improv, you don’t reject your partner’s wild idea—you accept it and build upon it. “Yes, it’s a spaceship… and it’s also a bakery!” That simple rule keeps scenes alive and ideas flowing. 

    In business, it’s the same. For example, at Pixar, the Braintrust meetings embody a “yes and” mentality. Ideas aren’t shut down. They’re built upon. That culture of exploration and iteration helped transform early story sketches into landmark films such as Toy Story and Finding Nemo

    Know when to say when  

    “Yes, and” isn’t about saying yes to everything. Love-powered leaders know when to pivot or pause. Wisdom lies in knowing when to stop chasing an idea and start learning from it. That’s still “yes, and”—just with humility and awareness. 

    Reflection questions 

    • When have constraints sharpened your creativity? 
    • How might uncertainty become a source of energy instead of stress for your leadership team?
    • Where could you replace “Yes, but…” with “Yes, and…” in your leadership? 

    5 steps to embrace constraints 

    1. Embrace constraints.
      Define a few creative boundaries. They focus imagination. 
    2. Practice “Yes, and.”
      Try five minutes of additive thinking in your next team meeting. No “buts” allowed. 
    3. Spot positive energy.
      Watch for moments when your team lights up—that’s your creative flow. 
    4. Welcome uncertainty.
      Treat not knowing something as an adventure, not a flaw. 
    5. Celebrate creative courage.
      Recognize both breakthroughs and graceful exits. 

    Team talk 

    At your next meeting, run a quick “Yes, and” session around a real challenge. Build upon each idea for five minutes. Then reflect on what shifted—in energy, ideas, and connection. 

    Your innovation challenge 

    If innovation had a dating profile, it would say: “Likes: limits, laughter, and love. Dislikes: endless budgets and buzzwords.” Less clutter, more connection. When you and your team bring curiosity, trust, and love-led energy to what’s already in your hands, the ordinary turns extraordinary. 

    Love-powered leaders don’t wait for perfect conditions. They create them, even with constraints. So when the next “no” arrives—no more budget, no more time, no more certainty—take a breath and smile. You might be standing at the starting line of something remarkable. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Moshe Engelberg

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  • The Pause That Makes You a Better Leader

    I haven’t yet come across a person who doesn’t react to emotional triggers. You may find what I’m about to say annoying, but it’s the truth: Those moments when you feel triggered are the best learning opportunities. When your emotions are driving your actions, that’s the ultimate time to pause, reflect, ask yourself a few key questions, and incite real change. It’s what radical self-inquiry is all about. In the end, it will, after a few tries, make you a better leader.  

    What your triggers are trying to tell you 

    When somebody says or does something that results in an emotional hailstorm, you may react in ways that you don’t quite understand. You may say things that you don’t truly mean or regret actions you took in a heated moment. When you look back on the situation, you may even find yourself feeling remorse or embarrassment. However, when you pause and process those emotions in moments of calm, that means that you’re ready to listen to yourself.  

    It’s often true that emotional triggers come from the past. My long-time former therapist used to say, “If it’s hysterical—meaning over the top in our reaction—it’s historical.” Somewhere deep within you, there’s likely a younger version of yourself—a scared child who was hurt and never fully healed. That child still speaks through your triggers, asking you to notice, to listen, and to help them finally process what was left unresolved. 

    Questions to ask your inner child  

    Children lack the capacity to pause and reflect on whether a threat is real. They treat everything like a valid threat, whether it is or not. However, as an adult, you have the capacity to ask yourself some key questions.  

    • Is the thing that’s frightening or angering me a real threat? Is it a historical threat or something that scared you as a child?  
    • What part of myself feels threatened? Why? What is it that I am afraid will happen?  
    • Is the fear I’m feeling valid? Will something bad actually happen, or is this something that happened in the past?  
    • Take note of the physical sensations you feel during that heated emotional moment. Is your face red? Heartbeat racing? Can you reason?  

    Teaching yourself to pause 

    When I tell my clients to pause before reacting, it usually goes like this: “I did it once, but pausing doesn’t work because I keep reacting. Things keep triggering me.” However, finding yourself in the exact emotionally charged moment repeatedly doesn’t mean that pausing isn’t working. It means that you are learning a new way to heal your inner child, and that will take practice.  

    It can take months to form a new habit. The important thing is to be consistent. Every time you find yourself being triggered, pause, reflect, and ask yourself the questions above to work on healing your inner child.  

    It won’t be easy, perfect, or mess-free. However, if you persist long enough and work on your response pattern, you will find that one day the things that trigger you no longer have the same power over you. At that time, you will also be able to set your scared inner child free.  

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Jerry Colonna

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  • 9 Ways to Ensure People Remember What You Say

    You spend hours on slides, emails, and practice pitches. You work so hard at your communications that your eyes get blurry. Hours of research go into that presentation. However, here’s the shocking truth: Research on the Ebbinghaus forgetting curve shows that about half of what you’ve communicated to someone will be forgotten in just an hour. Within a couple days, about 75 percent of what you’ve told them will be forgotten. 

    Lost. Gone forever. 

    If you want to make sure that they not only remember your message, but they remember you, you need to become an architect of memory. In order to overcome the forgetting curve, you need to stop expecting retention and start engineering it. Here are nine hacks to help you and your ideas become unforgettable: 

    1. Set the context. 

    When and where you give information makes a difference. The more vivid the place and the action at Point A, the more accurate and easier the recall at Point B. Put yourself and your audience in the right place. 

    2. Take advantage of cues. 

    Place reminders, such as an object, a phrase, or a pattern, that are extremely related to your core content. Cues work as memory triggers for recall. 

    3. Amplify the sensory intensity. 

    Activate as many senses as possible. Sensory intensity matters a lot. All it takes is one visual or one sound to make a difference to your audience’s retention. 

    4. Monitor the quantity of information. 

    Walk the fine line between memorable and forgettable. If you give too little information, you won’t be memorable. However, give too much information and you lose your audience before you even get them to remember you. 

    5. Keep it relevant. 

    The more your information relates to your audience’s needs or goals, the higher the likelihood they will remember it. 

    6. Stick to the facts. 

    People retain information better with truths that are known by actual experience or observation rather than abstract, opinion-based information. Facts give people solid mental footholds that build retention. 

    7. Make it a surprise. 

    Provide them with something that they have not experienced before or provide it to them suddenly or unexpectedly. Surprise is powerful. A tiny bit of novelty or surprise helps you stand out. 

    8. Be emotionally intelligent. 

    Linking your information to your audience in an emotionally intelligent way makes it automatically more memorable. 

    9. Rinse and repeat. 

    Experts agree that it takes three impressions for the brain to detect something as repetitive and begin to form a pattern. Your best bet? Deliberate and strategic repetition to make content long-lasting in memory. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    The early-rate deadline for the 2026 Inc. Regionals Awards is Friday, November 14, at 11:59 p.m. PT. Apply now.

    Peter Economy

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  • Why Entrepreneurs Must Master These 5 Financial Basics or Struggle to Succeed

    This article was written by Jennifer Barnes, an Entrepreneurs’ Organization (EO) member in San Diego who is the CEO and Founder of Optima Office, which provides part-time controllers, CFOs, bookkeeping, and HR services to clients nationwide. The company has appeared on the Inc. 5000 list three times and was included to the 2025 Inc. Best Workplaces list. Below, she shares the strategic financial indicators every entrepreneur must understand to succeed.

    I’ve spent two decades working with entrepreneurs, and I’ve noticed something: The ones who scale successfully can answer five specific financial questions without hesitation. The ones who struggle? They wait for their accountant to tell them the answers. 

    With International Accounting Day coming up on November 10, let’s flip the usual narrative. Your certified public accountant firm is essential, but they’re historians, not fortune tellers. They tell you what happened in the past. You need to know what’s happening right now—and what’s about to happen next. 

    Your ability to answer the following accounting questions is fundamental to maintaining a healthy, well-run business. 

    1. Your cash runway  

    “How many months can your business operate at current burn rate before running out of cash?” 

    If you can’t answer this within 30 seconds, you’re flying blind. Your bank might show $200,000 today, but if you’re burning $75,000 a month with $150,000 in payables due next week, your runway isn’t “almost three months.” It’s weeks. 

    Your CPA can tell you what you spent last quarter. However, knowing your runway requires real-time visibility. This is where a controller or fractional CFO becomes invaluable. They’re tracking this daily, not quarterly. 

    2. Your true gross margin 

    “What does it actually cost you to deliver your product or service?”

    I’ve met countless entrepreneurs who think they have 60 percent margins when they have 35 percent. They forget to factor in their fulfillment costs, returns, customer service time, or sales commissions. 

    Your gross margin tells you if your business model actually works. Below 50 percent in services or 40 percent in products? Scaling will be painful. Your accountant categorizes expenses correctly, but understanding what truly belongs in your Cost of Goods Sold calculation requires someone who understands your business model deeply and tracks these numbers monthly. 

    3. Your customer acquisition cost versus lifetime value 

    “How much does it cost to acquire a customer, and how much will they spend with you over time?”

    If it costs you $500 to acquire a customer who spends $400 with you once, you don’t have a business: You have an expensive hobby. 

    Calculating true CAC (including all marketing, sales salaries, and tools) and projecting lifetime value (factoring in churn and repeat purchases) requires ongoing analysis. This is what a good fractional CFO does, and it’s the difference between growing profitably and just growing. 

    4. Your operating cash conversion cycle 

    “How long from when you spend cash on inventory or labor to when you collect from customers?”

    If you’re paying vendors in 30 days, holding inventory for 45 days, and customers pay you in 60 days, you’ve got a 105-day cycle. Growth requires constant cash infusion. You’re funding your customers’ operations with your cash. 

    Most entrepreneurs discover this when they land a big contract and realize they can’t afford to fulfill it. Your accountant produces your balance sheet, but understanding the interplay between payables, receivables, and inventory requires someone looking at these numbers regularly with strategic eyes.  

    5. Your break-even point 

    “How much revenue do you need to cover all your fixed costs?”

    Not approximately—exactly. And are you tracking toward it each month? Too many entrepreneurs vaguely know they need “around $100,000 per month” without understanding their fixed versus variable costs. When you know you need $87,500 to break even and you’re at $82,000 with a week left in the month, you make different decisions than when you’re guessing. 

    The real point 

    If you can’t answer these five questions confidently, it’s not your fault, and it’s not your CPA’s fault. It’s structural. Your CPA firm does essential compliance work, but they’re not designed to be your real-time financial dashboard. 

    This is where the right financial infrastructure changes everything. A controller, even a part-time one, creates the systems necessary to track these metrics. A fractional CFO interprets them and helps you make better decisions. Together, they make your relationship with your CPA firm more productive because everyone is playing the correct role. 

    The entrepreneurs who scale successfully aren’t necessarily smarter; they just have better information architecture. They’ve built financial systems that give them visibility before they desperately need it. 

    So, on International Accounting Day, celebrate your accountant. They’re crucial. However, also ask yourself: Do you have the financial infrastructure that empowers you to know your numbers without waiting for them? In entrepreneurship, the difference between knowing your numbers monthly versus daily is often the difference between thriving and surviving. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    The early-rate deadline for the 2026 Inc. Regionals Awards is Friday, November 14, at 11:59 p.m. PT. Apply now.

    Entrepreneurs’ Organization

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  • In the Age of AI, Leadership Is Under Pressure. It’s Only Going to Get More Intense

    Walmart CEO Doug McMillon recently addressed a workforce conference at Walmart headquarters with an opening phrase that has all leaders on edge. “It’s very clear that AI is going to change literally every job,” he said. McMillon said this to a room full of Walmart executives and leadership teams from other organizations.  

    What he meant, and what was restlessly perceived, is that leadership isn’t safe from the reach of AI. He went on to say that there may be a job that AI won’t change, but he has not yet heard of it. It is reported that the room fell silent after McMillion’s words sank in. I’ve recently witnessed the same holding of breath with my own leadership clients.  

    The thing that McMillian didn’t hit on, though, is that AI has already changed every job. It has moved from a projected future of change to one that’s already here. But for the most part, leadership doesn’t know how to act or react.  

    An unstoppable force 

    You’re probably already using AI to write emails, think about projects from several angles, and even to help navigate tricky situations. AI will test leaders’ adaptability, foresight, and team alignment. It will also quickly highlight leadership gaps. What you can do, and what I coach my clients to do, is stay ahead of this rapidly shifting technology. Treat AI as a learning tool by teaching your teams to experiment, think critically, build contingency plans, and utilize the technology collaboratively.  

    I’ve seen leadership build AI onboarding teams and develop AI think tanks to understand the options and utilize the technology to advance and create, which is a great approach. However, I’ve also seen those same teams whisper in hallways about the ability this technology has to replace jobs completely. They ask each other how they can hold it back or avoid the inevitable from happening. However, as McMillan said, “the objective is to create the opportunity for everybody to make it to the other side.”  

    Stopping the panic 

    As a leader in the AI age, you have two options: You can lead with caution and trepidation or you can open meetings to discussion, be transparent, and communicate with your teams about what’s coming in the way of AI and what they can expect. You can even ask teams to create AI workflows and think critically about its limitations.  

    I recommend the latter way of communicating with your team because transparency is needed now more than ever. It’s easier to stay quiet and integrate AI into the everyday workflow overnight by hiring a few people to oversee the technology. However, being as open and honest as possible with the people you lead builds trust in your leadership. This is the trust that’s necessary to stop the spread of panic and fear of an AI takeover.  

    Leadership will change too 

    AI is also putting a new spotlight on ethics. As a leader in the age of AI, your role is to safeguard your team against privacy concerns, biases, and fairness dilemmas. Leadership has always been a position based on ethics, but its reach extends much further with AI.  

    Navigating a human-AI hybrid workforce will challenge you to recall the reasons why you became a leader and hold fast to your values. AI is going to push leaders to stand up and stand firm while leading transparently. This may seem like the time to lead with quiet uncertainty, but the opposite is true. AI is about to expose the underbelly of leadership. Those who don’t hold their seat with strength will be swept aside. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    The early-rate deadline for the 2026 Inc. Regionals Awards is Friday, November 14, at 11:59 p.m. PT. Apply now.

    Jerry Colonna

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  • 3 Ways to Communicate Better With Gen-Z Employees

    For those leading a multigenerational workforce, connecting with and engaging Gen-Z employees may prove to be a challenge. While every generation works differently, there has been a noticeable rift between the work style of Gen-Z and that of Millennials or Gen-X.  

    Born between the mid to late 1990s and early 2010s, Gen-Z comprises approximately 27 percent of the global workforce and is expected to account for two-thirds within a few years. Surveys show that Gen-Z workers value authenticity, transparency, personal growth, and other aspects that may not be highlighted in traditional workplaces. It’s no wonder that traditional leaders have found difficulty in communicating with this sector of workers.   

    The question is, as a non-Gen-Z leader, how can you manage these workers most effectively? The following are specific tools I give my clients to build their relationships with Gen-Z employees.   

    Step into their shoes.   

    Before trying to “fix” what they are or aren’t doing, take a step back and look at things from their point of view. Ask yourself: What do your Gen-Z employees value? How do they like to communicate? Understanding their perspective is the first step toward bridging the gap.   

    1. Lead with authenticity and clarity.   

    Gen-Z grew up in the age of information overload. They’ve spent years filtering through noise to decipher what’s real and what’s not. That means they have a finely tuned radar for vague or inauthentic messaging. For example, the practice of large corporations laying off workers without reasoning or direct communication doesn’t fly with Gen-Z. This method leaves a negative impact on those left to fend for themselves.   

    As a leader, you’ll earn their respect by being transparent. When you make a decision, don’t just share what you’ve decided, explain why you made that choice. If you’re still working through something, simply say so. Overcommunication is favorable.  

    Admitting you don’t have all the answers doesn’t undermine your authority. Instead, it builds credibility. For example, if you need to fire an underperformer, be honest with them. To take it a step further, drop performance reviews and instill a culture of feedback that allows for a constant flow of both positive and negative conversations. Once established, your employees won’t be surprised if they are cut. They will know it’s coming.  

    2. Encourage dialogue, not hierarchy.   

    Gen-Z thrives in environments where ideas flow freely, and collaboration outweighs hierarchy. They don’t want to feel less respected and seen as “kids” due to their age and experience, but rather as equal adults who have a seat at the table.   

    Before finalizing a project or policy, invite their input. Ask questions like:   

    • “Can I get your opinion on this?”   
    • “How would you approach this challenge?”   

    When they see their feedback being heard and acted on, engagement will naturally increase. It’s not about giving up control—it’s about co-creating success rather than using a top-down approach.  

    3. Meet them where they are—digitally.   

    This generation communicates differently, to say the least. Quick, visual, and efficient is the norm. Slack messages, voice notes, or short videos may feel informal to some leaders, but to Gen-Z, these are legitimate everyday tools for productivity and connection.   

    Instead of dismissing these habits as “unprofessional,” be open to their value. Ask how they use these platforms to collaborate or learn. You might uncover new ways to improve communication across your whole organization.   

    Remember, it’s not about replacing traditional communication. It’s about broadening it. Communicating in person will always be most effective, so you can also educate younger generations in the value of non-tech communication.   

    The future of the workplace with Gen-Z 

    Gen Z is redefining what effective communication looks like at work. They crave authenticity, value inclusion, and expect technology to make things easier, not harder. If you can adapt your leadership style to meet them half-way, you’ll not only strengthen employee engagement and commitment, you’ll also cultivate a culture that’s built for longevity. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    The early-rate deadline for the 2026 Inc. Regionals Awards is Friday, November 14, at 11:59 p.m. PT. Apply now.

    Carol Schultz

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  • Small Annoyances Add Up in Business. Here’s How Great Leaders Respond

    You felt it the moment you got to the conference—a tiny pebble in your shoe. Not enough to stop, just enough to annoy you. “I’ll deal with it later,” you told yourself. “First, take care of business.”   

    Three hours in, it had become a small torture device. When you finally stopped for 10 seconds and shook out the pebble, you laughed, realizing how much energy you wasted ignoring it.

    In leadership, annoying pebbles come in many forms. It might be the underperformer you keep hoping will “come around,” the recurring glitch everyone works around, or the teammate who dominates meetings. Each one is small enough to tolerate—until the constant friction eventually burns you out and wears away your culture. 

    When little pebbles add up  

    Some leaders believe ignoring small irritations makes them resilient or tough. Research says otherwise, however, pointing to mental fatigue, cognitive load, and resource depletion. These are ways the human brain gets worn down by tolerating too much for too long. In my coaching work, I call it “energy leaks.” 

    Everyone does it. They rationalize: “It’s not that bad. It’s just how she is. It’s not worth bringing up.” Each story allows you to avoid discomfort—conflict, confrontation, or change. The payoff? You keep the peace and feel “nice.” You even get to tell yourself you’re being “professional.” However, the price is steep. It comes in the loss of focus, diminished trust, and quiet resentment that seeps into our decisions and relationships. 

    Seeing pebbles in action 

    You can see it everywhere. At Boeing, years of tolerating minor quality issues eventually eroded safety culture and public trust. At Uber, small ethical lapses were written off as “startup intensity” until they blew up into a global scandal. At Wells Fargo, the culture of enabling the tiny missteps that fed unrealistically aggressive sales goals eventually became systemic fraud. 

    As Jerry Seinfeld might say, “Ever notice how a whole organization can walk around with the same metaphorical pebble? The outdated policy no one likes, the meeting everyone dreads, or the software no one understands. It’s like a company-wide limp. But nobody says anything because, you know, ‘we’re staying positive.’ Sure, positive we’ll do nothing about it.” 

    Reflection questions 

    • What small irritations or misalignments have you tried to live with? 
    • What payoff do you get from tolerating them—and what’s the cost? 
    • What would freedom look like if you stopped pretending “it’s fine”? 

    5 steps to be pebble-free 

    1. Notice the pebble. Acknowledging the truth can lighten the load. You can’t release what you don’t see. 
    2. Remove the pebble. Do the thing you’ve been avoiding. Fix it, address it, or let it go entirely. The relief will outweigh the discomfort. 
    3. Reframe the pebble. Ask what it’s teaching you. Maybe it’s pointing to a boundary you need to set or a truth you need to tell. 
    4. Say no to new pebbles. Stop letting unnecessary irritants pile up. Say no to extra meetings, unclear requests, or “just this once” exceptions that cost peace later. Here’s a free guide I wrote to help leaders say no
    5. Review the culture. If the same pebbles keep showing up throughout your organization, it’s not a shoe problem—it’s a culture problem. Review policies, norms, and incentives to see where friction hides in plain sight. 

    Team talk  

    At your next team meeting, invite a five-minute pebble check. Ask: “What’s one small thing you’re putting up with that doesn’t serve you or the team?” Listen. Don’t fix. You’ll be amazed how quickly awareness melts frustration and clears the path for meaningful action. 

    Your inspirational challenge 

    Don’t mistake “putting up with it” for strength. Real strength is the courage to stop, adjust, and move on with clarity. While you can’t avoid every pebble, you can choose how you meet them—with awareness, compassion, and a willingness to act. 

    This week, give yourself permission to stop tolerating pebbles that steal your ease. Every time you clear a minor irritation or a big misalignment, you create space for love to lead. That’s the way to quiet revolution—striding forward with purpose, peace, and no unnecessary pain. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Moshe Engelberg

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  • 3 Strategies for Monetizing Failure From a Serial Entrepreneur

    Every founder I trust will tell you the same thing: The biggest mistakes often inform the clearest strategy. Kim Perell is one of those founders. On a recent episode of The Big Idea podcast from Yahoo Finance, I sat down with Perell, a nine-time entrepreneur and the best-selling author of the book Mistakes That Made Me a Millionaire: How to Transform Setbacks into Extraordinary Success.  

    Perell has built multiple multi-million-dollar businesses from the ground up and is known for teaching founders how to turn setbacks into strategy. When I asked her how she built lasting success, she didn’t credit luck or timing. She credited failure and how she studied her mistakes. We are both moms and acknowledged that parenthood in and of itself is an ocean of mistakes!  

    Not everyone has that mindset. According to the 2024 Global Entrepreneurship Monitor Report, 49 percent of adults worldwide say they would not start a business because they fear failure. Overcoming the fear of failure is not optional; it is foundational to leadership. Here are three Perell principles every entrepreneur can use to turn setbacks into strategy. 

    Remember that failing does not make you a failure 

    “So many times something tragic happens,” Perell explains. “We use some of these challenges, and we define ourselves by them. I think that’s a huge mistake.”  

    To be truly successful, you have to be willing to bounce back. If you spend your energy chasing perfection, you will never find satisfaction because perfection is unattainable. Failure is inevitable, but the lessons you learn and how you respond to these mistakes determine your trajectory.  

    Perell believes that small-business owners need to take personal responsibility for their mistakes and then decide what to do next.  

    “Do you learn from it? How do you react? How you react is actually going to make the biggest difference in how that mistake plays out,” she says. “Mistakes are inevitable on the path to success, so embrace it, learn from it, grow from it, and move on.” 

    Surround yourself with supportive people 

    One piece of advice I hear repeatedly from the most successful leaders is to build a personal board of advisers. My board includes my girlfriends and my dad. Your board can include mentors, peers, family, and trusted confidants who can offer diverse perspectives. In a recent Kabbage survey of 200 small businesses, 92 percent of respondents said their mentors had a direct impact on their growth and survival. 

    “You can’t do it alone, you need help,” Perell says. “It’s more of a collaborative discussion on how we can solve this together.” The right people challenge you, protect you from blind spots, and help turn failures into decisions. 

    Mistakes are the path to success 

    Perell has invested in more than 100 companies, and she notes that nearly all of them have had to pivot to survive. Very few successful businesses end up doing exactly what they started with. YouTube, for example, began as a video-based dating site before becoming a global content platform. Twitter started as a podcasting project called Odeo before evolving into social media. Successful entrepreneurs and business owners learn from their mistakes and realize that being adaptable and learning to quickly repurpose is vital.  

    Every entrepreneur will face a dirty unicorn, what I call the mistake that feels too big to recover from. However, if you’re willing to study it, speak about it, and shape strategy from it, that mistake might be the most valuable investor you’ll ever have. 

    On The Big Idea, I ask every guest about the biggest mistake they’ve made. Not because I want the story, but because I want to share their response strategy with America’s aspiring entrepreneurs and small-business owners. 

    Elizabeth Gore

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  • Leaders Need Conviction. Here’s How to Maintain It Without Triggering Backlash in These Polarized Times

    When Florida’s “Don’t Say Gay” bill sparked controversy in 2022, then-Disney-CEO Bob Chapek faced pressure from all sides. Employees demanded the company oppose the legislation. Conservatives warned against “going woke.” Chapek issued a carefully calibrated statement emphasizing inclusion while avoiding explicit opposition. 

    It satisfied no one. Employees staged walkouts. LGBTQIA+ advocates organized boycotts. Governor Ron DeSantis stripped Disney of tax privileges anyway. Chapek’s attempt to thread the needle backfired—angering both sides while demonstrating neither conviction nor values. Less than a year later, Disney’s board ousted him. 

    This is the difficult position facing leaders today—take a stand and trigger backlash, stay silent and lose credibility, or hedge and satisfy no one. Stakeholders increasingly demand leaders demonstrate values. The question isn’t whether to have conviction, but how to express it without making yourself a target. 

    Recent research from Elizabeth Krumrei Mancuso, a psychology professor at Pepperdine University, suggests a path forward. In a recent conversation about her work, Mancuso explained how intellectual humility impacts leadership effectiveness in navigating polarization. 

    What intellectual humility means 

    “Intellectual humility doesn’t mean you’re unsure of yourself,” Mancuso explains. “It often goes hand-in-hand with confidence—and helps people become better collaborators, more forgiving in relationships, and more capable of navigating disagreement.” 

    Intellectually humble leaders acknowledge blind spots and consider opposing views. The most accessible entry point: simply asking questions. This isn’t weakness or both-sidesism. It’s engaging with disagreement while maintaining your position. 

    You can disagree without abandoning your values 

    Mancuso’s research reveals something counterintuitive: “It is not necessary for a leader to abandon his or her own perspective, to buy into the perspective of others, or to ignore the fact that there is disagreement in order to respect people who think differently and to acknowledge the soundness of alternative ways of arriving at conclusions,” she says.

    Her research identified behaviors that increased follower satisfaction: welcoming different ways of thinking, respecting others when disagreeing, seeing sound points in opposing views, hearing others out, and respecting alternative approaches. 

    “What is noteworthy is that these behaviors all acknowledge difference and disagreement,” Mancuso notes. “People seem to appreciate it when leaders can value, respect, and listen to others even when they disagree.” 

    These approaches improved satisfaction with interpersonal leadership and perceptions of fairness—without impacting views of operational competence. 

    The competence caveat 

    “Intellectual humility is most likely to backfire for leaders when their competence was already in question,” Mancuso cautions. “When people view a leader as competent, then the leader’s expression of intellectual humility is typically seen as favorable. However, when leaders are viewed as less competent, then expressions of intellectual humility (such as saying ‘I don’t know’ or asking questions) can make leaders seem insecure and weak.” 

    The harder reality: “Unfortunately, sometimes leaders’ competence is questioned based on factors outside of their leadership abilities, such as their gender, race, or age. In situations like this, leaders might find themselves in a Catch-22 when it comes to expressing intellectual humility,” Mancuso says.

    For underrepresented leaders, this means sequencing matters: Establish your expertise and judgment first through decisive action, then deploy intellectual humility from a position of demonstrated competence. You may have less margin for “I don’t know” early on, but once credibility is secured, humility becomes your strategic advantage—not your liability. 

    Women executives, leaders of color, and younger CEOs face higher barriers and may need to establish competence signals first. 

    Building forgiveness capital 

    Mancuso’s most valuable finding: “People are more willing to forgive leaders when they view the leaders as being intellectually humble. Thus, even when there is a loss of credibility or backlash, leaders are more likely to recover from this when they’re seen as intellectually humble.” 

    Why? She explains, “Perhaps people have more hope that intellectually humble leaders will learn from their mistakes and make corrections, making people more willing to re-invest in and engage with the leader even after a rupture.” 

    Intellectual humility functions as insurance. Think of it as a sort of “forgiveness capital” that makes recovery possible when things go wrong. Mancuso’s research found intellectually humble leaders engage in more servant leadership—they’re better at prioritizing follower well-being, perspective-taking, and empathy. Such leadership cultivates trust and increases engagement and satisfaction. Research links intellectually humble leadership to measurable outcomes: higher employee retention during organizational change and stronger customer trust scores—particularly when companies face values-based criticism. 

    What to actually say 

    Here are approaches that work: 

    • “I acknowledge I may have blind spots. Help me understand your perspective.” 
    • “People I respect see this differently. Here’s what I’m weighing…” 
    • “I’m confident in this decision, but reasonable people can reach different conclusions.” 

    Here’s what backfires: 

    • False equivalence when you clearly believe one side 
    • Excessive hedging, signaling you don’t believe yourself 
    • Asking questions when competence is already questioned 
    • Abandoning your position entirely 

    Express convictions clearly while demonstrating you’ve considered alternatives and respect those who disagree. 

    A leadership orientation 

    “Becoming an intellectually humble leader might not be an easy, quick fix for navigating polarized environments,” Mancuso cautions, “but when leaders can cultivate this quality in themselves, they seem to reap benefits.” 

    Would intellectual humility have changed Chapek’s outcome? It’s hard to know. His challenges went far beyond any single statement. But the framework offers something his approach lacked: a way to express clear conviction while genuinely respecting those who disagree—thus reducing temperature without abandoning values. 

    That’s the path forward: not silence, not surrender, but conviction anchored in mutual respect. Leaders still need to take stands. The question of how they hold those positions determines whether they preserve relationships across divides or become the next cautionary tale.  

    Intellectual humility offers a framework for maintaining conviction while reducing temperature and building the forgiveness capital leaders inevitably need. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Bradley Akubuiro

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  • There’s No Such Thing as ‘Best Practices’ When It Comes to Family Enterprise Governance

    I see it all the time. When teaching MBA students and executives from family enterprises, so many of them make the same mistake. They take a check-the-box approach to building governance structures and policies, whether related to a board, family council, family office, or others. “We must incorporate all of these governance elements,” family leaders reason, without considering why. The result: governance systems that do not match the needs of the organization.  It’s a problem with multiple causes. Fortunately, it has an elegant solution from the field of innovation: adapting the concept of “jobs to be done.”  

    The danger of one-size-fits-all  

    Part of the problem here is rooted in growing knowledge about the field as a whole. As this domain has grown, so has the number of consultants, bankers, wealth managers, brokers, attorneys, psychologists, and other service-providers eager to tell families how to better govern their enterprises.  

    The result of the efforts by service providers to scale advice market-wide can mean commoditization of solutions. The result is that families believe they need a certain portfolio of governance “products,” regardless of the specific nature of the family and its enterprise. This can quickly turn into the check-the-box approach. Instead of thinking of strategic purposes, families play governance bingo with an implicit belief that families must have a specific set of policies and structures to be successful. The problem exacerbates as families see what other families are doing. It’s like seeing someone else with a family office and concluding, “Surely, we need that too!”  

    There’s no such thing as a specific set of best practices when it comes to family enterprise governance. Each enterprise is as unique as the family that leads it, and thus requires customized governance. For example, would you go to a doctor who provided the same treatment to every patient, regardless of their condition? I hope not. 

    The “jobs to be done” framework 

    To work toward finding the right governance system for their needs, families can make use of the “jobs to be done” framework. This is a concept popularized by Clayton Christensen in his book The Innovator’s Solution. The core idea is that organizations should think of customers as hiring a product to do a certain job for them, such as solving a practical problem or serving an emotional need.  

    The approach’s brilliance is in shifting thinking from the product to the end user by focusing on the job the product must perform. This results in a design that actually meets the customer’s needs, benefiting both the customer and the business. Families can similarly apply the framework to the design of their governance systems. They can move from a check-the-box, product approach to understanding who the governance systems are serving and what it is that they want them to accomplish.  

    4 steps to shift your thinking  

    Here are four easy steps to take this “jobs to be done” approach to your governance system.  

    1. Define the customer. Too many families overlook this step in the rush to adopt governance elements. Who will be the customer of a given governance system or component—owners, family employees or prospective ones, or the whole family? Rather than asking, “Do we need a board?” think about whose needs may be served by a board as a starting point.  
    2. Identify the job(s) the customer needs done. This may seem simple, but it can be more complicated than you think to overcome preconceived ideas of what certain governance structures “should” do or look like. To continue the example of a board, and assuming the customer is the family, what does the family need from a board? What would the family hire a board to do for them? Perhaps it’s for oversight, strategic insights, or credibility? The answers to this question are crucial for the next step in the process. 
    3. Design the product to fulfill those needs. With the customer identified and the job defined, design the product (family office, family council, board of directors, family protocol, or employment policy) to meet those needs. Be careful with this step, because most governance, left unattended, can revert to its commoditized form. For example, board members without direction from the customer will tend to act in the same ways they have in the past.  
    4. Assess success. Is it working? Return regularly to the customer to confirm they are happy with the structure or practice they “hired” and adjust as needed to address evolving needs.  

    What jobs do you want your governance system to do for the family and enterprise? That’s the question more families in business need to ask. The ideas here will help you do that and reap the rewards of governance components designed just for you. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Matt Allen

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  • The Hidden Cost of ‘Fake It Till You Make It’ Leadership

    “Her smile is not her smile.” That haunting phrase from sociologist Arlie Russell Hochschild wasn’t written for exhausted CEOs, but it could have been. Years ago, I was a top producer in a large sales organization, mentoring new hires by day and wrangling two toddlers by night. I was smiling on the outside and simmering on the inside—the kind of bone-tiredness that even the strongest coffee couldn’t fix. 

    What is surface acting 

    That’s what researchers call surface acting—suppressing what you feel and simply faking what you must show. In leadership, you likely treat it as part of the job description, but new research shows it’s the start of a vicious spiral. 

    Researchers from the Journal of Organizational Behavior tracked employees throughout 10 workdays and they discovered a telling pattern. When people start the day low on energy, they’re far more likely to rely on surface acting because deep acting—genuinely reshaping your emotional response—takes up-front investment. If you’re already drained, you skip it. Relying on surface acting drains energy even more the next morning. Thus, you are more likely to fake it again. Hello, loop. 

    When emotional labor becomes habitual  

    This cycle of emotional performance isn’t new. Hochschild coined the term “emotional labor” in her groundbreaking book The Managed Heart, describing how flight attendants and bill collectors were trained to regulate both what they showed and what they felt—not for connection, but for commerce. 

    She identified two types of emotional labor: 

    • Surface acting: Where you fake the required emotions (“nicer than natural” or “nastier than natural”). 
    • Deep acting: Where you internally align with those emotions. 

    Hochschild warned that surface acting leads to a dangerous estrangement, not just from others, but from yourself too. “Her smile is not her smile,” she wrote of a flight attendant—a line that perfectly captures how modern leaders can lose themselves when emotional labor becomes chronic. 

    That insight connects directly to what my team at Limitless Minds teaches as neutral thinking. When your mindset is reactive and has thoughts like “I just need to put on a face,” you are surface acting. When you pause and engage with perspective and think, “I feel X. What do I choose to show?” you are deep acting. 

    Surface acting may feel easier in the moment, but it’s costly over time. Research links it to lower job satisfaction, poorer well-being, higher turnover, and more emotional exhaustion. Deep acting, on the other hand, aligns your internal state with your external display and leads to much healthier outcomes. 

    What this looks like in real leadership 

    Rewind to that meeting I mentioned earlier. I wish I could say I caught myself in the act, but truthfully, I didn’t. Like most leaders, I thought holding it together was the same as holding it well.  

    What if, instead of forcing the smile, I’d taken a micro-break five minutes before—if I’d stepped away, acknowledged my exhaustion, and reminded myself of my team’s needs rather than just the message? What if I’d said, “Team, I’ll be honest with you. I’m drained. I know this quarter has been tough, and that stings. Let’s talk about it openly.” That shift—from surface to deep acting, grounded in mindset—changes everything. 

    Warning signs you might be stuck in a surface acting spiral 

    In the morning, you wake up already depleted, dreading the day. You feel disconnected from your team, as if the interactions are hollow. You struggle to manage your own or others’ emotions, so you lash out or numb out afterward. 

    Research from the National Library of Medicine confirms the negative effects. Surface acting undermines self-control later in the day, and people who deep act drink less and engage in fewer negative behaviors. So how do you break free from the cycle? From my work on mindset and emerging research, here’s a quick five-step reset.  

    1. Micro-pause at midday. 

    Take five minutes to detach—walk outside, breathe, and look at nature. Studies show stealing five minutes from the chaos and giving your brain a timeout replenishes energy and reduces the need for surface acting. 

    2. Reframe the moment.

    Before your next interaction, ask yourself, “What’s this really about? What’s under the surface?” Acknowledge it, then choose how to engage. That’s neutral thinking in action. 

    3. Focus on low-effort restoration after work. 

    Research from the Journal of Organizational Behavior shows that even simple relaxation—like reading, music, or stretching—protects you from surface-acting fatigue the next day. 

    4. Share something real. 

    You don’t need a deep therapy session. Acknowledge to your team or a trusted peer, “I’m feeling a bit used up today, so I might lean on you.” That small act of openness eases the pressure. More importantly, it strengthens what research calls social muscle strength: your ability to connect and recover faster through genuine human moments. In other words, when you share emotions instead of suppressing them, you build the resilience that keeps you from surface acting tomorrow. 

    5. Schedule the reset. 

    Build it into tomorrow. “I’ll arrive 10 minutes early. I’ll center myself. I’ll review this question: How do I want to show up, rather than just show?” You might think, “I don’t have time for that!” That’s exactly the issue. When you’re running on empty, surface acting feels like the shortcut, but it’s actually the long road. It drains you, disconnects your team, and strips away your chance to lead deliberately. 

    Coming back to neutral is the mindset shift that says, “I’m not just going to act. I’m going to observe, respond, and choose.” When your inner state and outer expression finally align, you move from fake-smile survival mode into meaningful leadership mode. 

    The next time you’re in front of a drained room, skip the performance. Step into the pause and choose how you show up. You might just find that the most powerful thing you can offer isn’t the perfect smile—it’s a real one. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Henna Pryor

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  • How to Lead With Respect in Challenging Times

    The cost of contempt in the workplace is high, but the rewards of respect are invaluable.

    Entrepreneurs’ Organization

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  • 7 Ways That Leaders Can Tap Into Their Inner Motivation

    Picture this: You’re a mountain biker riding your favorite trail when suddenly a black bear bursts from the trees and starts chasing you. Instead of stopping to think, your motivation to move kicks in big time. Your muscles tense, your heart pounds, and your vision narrows. You pedal with a focus you’ve never felt before. The bear pursues at full sprint, getting closer until, with a fresh burst of adrenaline, you pull away and make it down the mountain safely.  

    When motivation finds you   

    Everyone has moments when they’re not highly motivated until something external comes along. A competitor blitzes your field. A major client walks. Your culture cracks. Suddenly, your body—and mind—shift dramatically into super-high motivation mode.  

    That’s when your primal survival wiring lights up—the amygdala triggers, adrenaline and dopamine surge, your focus narrows, and action accelerates. Your motivation is in high gear. You are fired up.  

    The truth is that in modern leadership, a) people rarely have literal bears chasing them, and b) you don’t need a crisis to access your highest gear. The real leadership question is: How can you access that kind of powerful energy intentionally without the impetus of danger? You simply need proper alignment of purpose, connection, and clarity. 

    I gamified this at home with my kids. When they said they couldn’t finish homework, I’d ask, “If I gave you a million dollars, could you?” They always said yes. It wasn’t the million that changed anything. It was the shift in perceived value and urgency. 

    Reflection questions 

    • What would make you pedal faster—purpose, urgency, clarity, or pride? 
    • What “bear” is lumbering in your business or within you right now: a missed opportunity, a slipping culture, or a silent competitor? 
    • How can you access that surge of motivation without waiting for something to chase you? 

    7 ways to kick your motivation into high gear 

    1. Move first to get motivated. Initiate action even if the spark is weak. Motion often ignites motivation. 
    2. Name your deeper why. Before beginning a task, ask, “Who or what benefits from me doing this well?” Connect to that. 
    3. Simulate stakes. Create an imagined bear survival scenario. Really see it and feel it. Get your other senses in on the action, too. Then, act accordingly.  
    4. Use the million-dollar test. Ask yourself or your team, “What would make this task feel like if it were worth a million (or a billion)?” Then, get to work. 
    5. Break into microbursts. Set a short timer for 15 to 20 minutes, and commit to deep focus. Neuroscience research has demonstrated that short wins tip dopamine in your favor. 
    6. Lead from love, not fear. Fear can start the sprint. Love, purpose, and connection keep you in the race. Be in love. 
    7. Debrief your surges. After you’ve had a high-focus stretch, ask yourself, “What triggered this energy? How can it be replicated without a crisis?” Build that recipe. 

    Team talk: How to increase motivation

    At your next team huddle, ask each person: When have you performed at your peak in a crisis? Without a crisis, when have you moved fast because meaning and clarity drove you? Next, brainstorm ways to replicate those conditions in your work rhythm moving forward. 

    Your inspirational challenge 

    Your brain is wired to save your life, and you can rewire it to enliven your life. Don’t wait for fear to flip the switch. Instead, use love, purpose, and clarity to activate that same neuro-energy. That’s how you summon the same surge of focus and clarity without the panic. 

    Love-powered leadership transforms intention into action and pressure into purpose. So, when motivation feels distant and you’re feeling flat, remember: You already have access to a higher gear. The only thing you need outrun is your own hesitation. Use your inner power not just to escape danger, but to pursue what truly matters. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Moshe Engelberg

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  • How to Lead During Times of Uncertainty

    If ever there was a time for leaders to prove their trustworthiness, it’s now.

    Jerry Colonna

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  • Research Shows That the Best Leaders Repeat Themselves. Here’s Why You Should Too

    As a leader, a big part of your job is to communicate key messages effectively. This way, your team is clear and focused on the right things. Often, this means repeating yourself. Yet many of my coaching clients balk at this premise of sharing the same message again, fearing they might sound redundant, annoying, condescending, or even lazy. 

    This is the paradox of leadership communication. The habit leaders sometimes fear—repeating the same message—is often the secret weapon of influence, alignment, and credibility. Consider the impact of Microsoft CEO Satya Nadella’s relentless focus on developing a growth mindset. There’s also ex-PepsiCo CEO Indra Nooyi’s consistent emphasis on “performance with purpose.” 

    Here’s how I encourage you to think about it: Save your creativity and novelty for your internal processes and your product offerings. Communicate your message consistently and, yes, repeat yourself. When you repeat your message, you’re not a nagging boss, but rather a resonant leader.   

    The benefits of repeating yourself 

    There are three key benefits of repeating yourself: attention, believability, and speed. Attention might be the most obvious benefit. The more your audience is exposed to a message, the more likely they are to internalize, recognize, and recall that message. Marketers often reference the AIDA framework, which involves funneling customers through a sequence from attention to interest to desire to action, based on repeated exposure to a message. 

    You can think of your own communication with your internal team in the same way. Given our fragmented attention spans and messaging overload, repetition can be the secret to garnering awareness and attention. 

    The second benefit of repeating yourself as a leader is believability, also known as the illusory truth effect. The phenomenon is exactly what it sounds like. In a 2021 research study published in the journal Cognitive Research, participants rated statements they had seen multiple times as more truthful than new statements. 

    The third benefit of repeating yourself is speed, as in speed to execution. Research from Harvard Business School’s Tsedal Neeley and her colleagues shows how what they call redundant communication can boost teams’ speed and confidence in execution. Put more simply, repeating yourself can reduce the time from communication to action. 

    Certainly, overexposure of a repeated message can go too far. However, the overexposure threshold is likely much higher than many of us would guess, based on these three real benefits of repetition. Repeated messages inspire attention, believability, and speed. Now the question is, how to execute this powerful, consistent messaging. 

    Your playbook on powerful, consistent messaging 

    Your first challenge is to identify the main message that you want to reinforce or repeat. Did you recently introduce a new vision, mission, strategic priority, or organizational values? Consider GM CEO Mary Barra’s frequent reference to her company’s vision: “zero crashes, zero emissions, zero congestion.” Do you have a mantra or rally cry? Consider Jeff Bezos’s “Every day is day one.” 

    Consistently repeating this new message will clarify and focus your team’s attention and efforts. The type of message and how you say it will depend on your industry, organizational structure, team dynamics, and personal leadership style. 

    How to strategically and optimally repeat your message 

    1. Label it. Be direct when referencing your message and label it. Use simple phrases like, “This bears repeating because it’s very important …” or “This is what we all need to commit to memory and focus on over the next fiscal year.” Call out the significance of the message and clarify why you’re repeating it. 

    2. Share the message in formal and informal contexts. You may introduce the message in a formal speech, and then reference it in meetings and informal conversations. Bring it up when you’re facilitating a Q&A! 

    3. Go multimedia. Beyond your verbal communication, reinforce your message across multimedia. This might include written material such as your organization’s website, corporate reports, and perhaps in your email signature. Be creative. You might even create a consistent visual depiction of the message on a presentation slide, one-pager, or infographic. 

    4. Leverage the network effect. While some leaders assume they should unilaterally “own” the message, encouraging others to share your message can rapidly amplify your message. Encourage and celebrate others who reference and repeat your message 

    5. Breathe new life into your message. Preserve freshness while retaining consistency by explicitly highlighting how the message is relevant over time with new data, stories, or challenges. 

    When you intentionally repeat yourself, you’re not a nagging boss. Rather, you’re a resonant leader. As a communication coach, I remind leaders: If you’re getting tired of saying it, that’s a sign you’re doing something right.  

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Andrea Wojnicki

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  • The CEOs of Apple, Airbnb, and PepsiCo agree on one thing: life as a business leader is incredibly lonely | Fortune

    Being CEO has its many perks: Business leaders get to command the world’s most powerful companies, shape their legacies as pioneers of industry, and enjoy hefty billion-dollar paychecks. But in the steep climb up the corporate ladder, many won’t notice all the peers left behind until they’re looking down from the very top. It can be a lonely, solitary job.

    Leaders at some of the world’s largest companies—from Airbnb and UPS to PepsiCo and Apple—are finally opening up about the mental toll that comes with the job. As it turns out, many industry trailblazers are grappling with intense loneliness; at least 40% of executives are thinking of leaving their job, mainly because they’re lacking energy and feel alone in handling daily challenges, according to a Harvard Medical School professor. And the number could even be higher: About 70% of C-suite leaders “are seriously considering quitting for a job that better supports their well-being,” according to a 2022 Deloitte study

    To ward off feelings of isolation, founders and top executives are stepping outside of the office to focus on improving their well-being. Toms founder Blake Mycoskie struggled with depression and loneliness after scaling his once-small shoe business into a billion-dollar behemoth. Feeling disconnected from his life’s purpose and that his “reason for being now felt like a job,” he went on a three-day men’s retreat to work on his mental health. And Seth Berkowitz, the founder and CEO of $350 million dessert giant Insomnia Cookies, cautions bright-eyed entrepreneurs the gig “is not really for everyone.” 

    “It can be lonely; it’s a solitary life. It really is,” Berkowitz recently told Fortune.

    Brian Chesky, cofounder and CEO of Airbnb

    Eugene Gologursky / Stringer / Getty Images

    Airbnb’s cofounder and CEO Brian Chesky is one the most outspoken leaders in the business world waving the red flag on loneliness. Chesky described having a lonely childhood, pulled between his love for creative design and sports, never really fitting in. But his mental health took a turn for the worse once assuming the throne as Airbnb’s CEO. His other two cofounders—who he called his “family,” spending all their waking hours working, exercising, and hanging out together—were suddenly out of view from the peak of the C-suite. 

    “As I became a CEO I started leading from the front, at the top of the mountain, but then the higher you get to the peak, the fewer the people there are with you,” Chesky told Jay Shetty during an episode of the On Purpose podcast last year. “No one ever told me how lonely you would get, and I wasn’t prepared for that.”

    Chesky recommends budding leaders actually share their power, so no one shoulders the mental burden of entrepreneurship alone. 

    “I think that ultimately, today, we’re probably living in one of the loneliest times in human history,” Chesky said. “If people were as lonely in yesteryear as they are today, they’d probably perish, because you just couldn’t survive without your tribe.”

    Indra Nooyi, former CEO of PepsiCo

    Jemal Countess / Stringer / Getty Images

    Leaders at Fortune 500 giant PepsiCo face constant pressure from consumers, investors, board members, and their own employees. But it’s also tough to vent to peers who may not relate to—or even understand—the trials and tribulations of running a $209 billion company. Indra Nooyi, the business’ former CEO, said she often felt isolated with no one to confide in.

    “You can’t really talk to your spouse all the time. You can’t talk to your friends because it’s confidential stuff about the company. You can’t talk to your board because they are your bosses. You can’t talk to people who work for you because they work for you,” Nooyi told Kellogg Insight, the research magazine for Northwestern’s Kellogg School of Management, earlier this year. “And so it puts you in a fairly lonely position.”

    Instead of divulging to a trusted friend or anonymously airing out her frustrations on Reddit, Nooyi looked inward. She was the only person she could trust, even if that meant embracing the isolation. 

    “I would talk to myself. I would go look at myself in a mirror. I would talk to myself. I would rage at myself. I would shed a few tears, then put on some lipstick and come out,” Nooyi said. “That was my go-to because all people need an outlet. And you have to be very careful who your outlet is because you never want them to use it against you at any point.”

    Carol Tomé, CEO of UPS

    Kevin Dietsch / Staff / Getty Images

    Before Carol Tomé stepped into the role of the CEO of UPS, she was warned the top job goes hand-in-hand with loneliness. The word of caution didn’t phase her—at least, not at first. But things changed when she actually took the helm of the $75 billion shipping company. 

    “I would say, ‘How lonely can it really be? It can’t be that lonely?’ What I’ve since learned is that it is extraordinarily lonely,” Tomé told Fortune last year. 

    “When you are a member of an executive team, you hang together…Now, my executive team will wait for me to leave a meeting so that they can debrief together. It’s the reality and you have to get used to it. But it is super lonely.”

    Tim Cook, CEO of Apple

    NurPhoto / Contributor / Getty Images

    Apple CEO Tim Cook isn’t immune to the loneliness that often comes with the corner office. More than 14 years into his tenure, he’s acknowledged his missteps, which he called “blind spots,” that have the potential to affect thousands of workers across the company if left unchecked. Cook said it’s important for leaders to get out of their own heads and surround themselves with bright people who bring out the best in them. 

    “It’s sort of a lonely job,” Cook told The Washington Post in 2016. “The adage that it’s lonely—the CEO job is lonely—is accurate in a lot of ways. I’m not looking for any sympathy.”

    Seth Berkowitz, founder and CEO of Insomnia Cookies

    Courtesy of Insomnia Cookies

    Entrepreneurship can be a deeply fulfilling and rewarding journey: an opportunity to trade a nine-to-five job for a multimillion-dollar fortune, if all the right conditions are met. And while Insomnia Cookies’ Seth Berkowitz loves being a CEO and all the responsibilities that come with it, he cautioned young hopefuls about the weight of the career. He, like Cook, advises aspiring founders to counter loneliness with genuine, meaningful connections.

    “It can be lonely; it’s a solitary life. It really is. [During] the harder times, it’s very solitary—finding camaraderie, mentorship, some sense of community, it’s really important,” Berkowitz recently told Fortune. “Because I go so deep, it’s sometimes hard to find others and let them in.”

    Emma Burleigh

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  • What Escaping a Haunted House Can Teach You About Slaying Productivity Fears

    Could your productivity fears be holding you back from doing your work? Years ago, a friend of mine ran a haunted house with some entrepreneurial buddies. Two of my friends and I rented a car and made the drive from NYC to Maryland to experience it for ourselves. We had a fun time amongst the spooks and ghouls, screaming our heads off while supporting our friend. 

    What does this have to do with productivity? Well, this memory got me thinking about how people sometimes view their workload: a horror-filled haunted house from the movies—complete with gremlins, goblins, and ghouls.  

    In my work as a productivity coach, I’ve seen entrepreneurs silently and unintentionally spook themselves. They feel overwhelmed by their workload, insecure in their abilities, or mistrust their own decisions. If you want to defeat those productivity fears, you must be cunning in your approach, just like a hero in a horror film. Follow these tips whenever you’re feeling fearful about your work and wish to banish those productivity spooks.  

    Stop running around scared. 

    Your first course of action is to stop running around in a panic in those dimly lit and dusty halls. Stay exactly where you are and regroup. Take a few deep breaths. Now, take a moment to assess the situation and tackle those productivity fears. 

    Are you being chased by a ghostly to-do list from five months ago? Frantically running away from a vampire-like overdue client project. Are you avoiding delegating tasks to your team because you don’t know where to begin? Once you stop running, you can focus, evaluate your resources, and plan.  

    Uncover what’s lurking underneath the surface. 

    OK, so you’ve acknowledged those productivity fears. It’s time to take a closer look. What’s really going on? Think about it for a moment. What’s terrorizing you and causing a fearful response?  

    Are you afraid your draft proposal will be sent to the RFP graveyard? Are you terrified that if you plan on paper, you’ll shun your fully remote business? Perhaps you’re wary that if you set clear business hours, clients won’t want to work with you. 

    It’s not uncommon to have concerns about how work will be received or if you’ve made the right choice for a work tool, approach, or system. However, the key is to uncover why you’re thinking this way. When in doubt, look for repeating patterns in your past actions and experiences.  

    Where have these night terrors arisen in the past? What poor past productivity fears or outcomes are you constantly replaying? Which starring character has caused you to think this way? 

    Choose a different exit story. 

    Now that you’ve acknowledged what’s hiding in the dark, you can create a different exit story for yourself. Set the path for your intention. How did you slay all those productivity demons in the past?  

    Think of the times you delivered a project weeks in advance, successfully completed your to-do list, and had a productive work session. Stop giving more attention to bad times than good. If you want to overcome your productivity fears, you must lock onto positive accomplishments.  

    What’s your intention for your work? Is it to complete your report with ease? Do you not want to be interrupted as you rehearse a presentation? Do you want to have punctual meetings with staff? Make the decision now to have the exit story you want. 

    Plan with purpose. 

    Now’s the time to look past that cobweb filled mirror and walk that creaky wooden floor straight out the front door. Push those productivity fears aside to get on with your work. Act now, no matter how small the scale. That might mean taking a stab at delegating tasks to your team, creating weekday work hours for your business, letting go of an unsupportive productivity mindset, or blocking out time in your calendar.  

    The next time you’re feeling fearful in your work, try using an entertaining analogy like the above to highlight your day-to-day productivity challenges. Act like a hero to escape that productivity haunted house for good. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Rashelle Isip

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  • If You Want to Make Your Leadership Impact Big, Focus on the Small Things

    Impactful leadership relies on many things too often seen as a grab bag of options rather than conscious choices. In truth, there’s a hierarchy, one people often miss, or worse still, invert.  

    Leaders do both at their peril. The implied hierarchy, the flipped one, puts the grand at the top. Think: the grand declaration, the grand gesture, or the commanding title. Far too often, these things become the default metrics for leadership impact, setting a misleading and false standard.  

    Below the grandiose in this upside-down order, leaders place the small things—all those little day-to-day acts that in isolation can easily seem inconsequential. They’re most often the ones few leaders take. Way down at the bottom of the list, nearly forgotten, are the patterns that link all the small acts together. These are the truth tellers. No matter how loudly leaders broadcast the grandiose, the patterns both foretell and prove leadership impact, or a lack thereof. 

    Questions leaders should consider 

    What is the message here? Put simply, if you’re a leader hoping to make a lasting impact, ask yourself: Do I flip this pyramid of priority? Do I attend more to the grand and perhaps sweep the small under the rug as less consequential? What, in other words, do my patterns add up to? What do they tell and foretell about the impact I have? Even if the message seems clear, examples always help. So let me share a fresh and personal one. 

    The little things: To amplify or to mute? 

    Today, I had two important emails to send. By and large, emails are not the acts you typically point to as the proving ground for leadership. Yet in their small way, these short notes were significant. They were intended for two individuals I was exploring as potential partners—two people who, in fact, compete. Each email was initiating a new relationship, or at least was intended to. Although the content of each message was simple and much the same, the nuances help leave a distinct impression. 

    For efficiency’s sake, I repurposed parts of my message, copying a sentence or two from the first email to the second. I rarely do this. However, when I do it, I do it with trepidation and care. In this case, although I checked multiple times, I made an error. I did so in the most dreaded way, too—in the second email sent, I failed to remove the name of the first recipient. 

    The small actions matter

    It’s easy to minimize or even erase the memory of such moments because the error wasn’t a make-or-break mistake. Also, it’s the kind of mistake unseen by the broader public. That’s also precisely why it’s so easy to miss that the small actions set patterns and shape your actual impact. It doesn’t happen right away, but without a doubt, it does over time. I knew this. I knew as well that in all likelihood only a few people would probably ever know of my mistake. It presented what every small act does: a choice. I didn’t have to, but I chose not just to own it but to call out the egg on my face. 

    I quickly sent a note to person No. 2. Right at the top, in a single standalone sentence, I called out my error to ensure it wouldn’t be missed. Then and only then did I go on to offer an explanation. I shared that, like any good businessperson, I was doing my homework and exploring my options. I was reaching out not only to him but to his competitor.  

    In a small but significant way, I was sending a message about myself as a leader. However, that was an additive. I quickly circled back to the central point that no matter my good intentions, it was a careless error and fully mine. If you’re curious, the outcome is yet to come. However, it’s also irrelevant. Here’s what is relevant, and pivotal. 

    How little becomes large 

    Everyone, regardless of their role, leads. Bigger still than their work roles, everyone leads in their lives. Yet, take careful note: Bigger is not grander. Bigger lies in the wholeness of who every person is, individually. There’s no coincidence that the best leaders not only know this, but they begin with this knowledge. They build from that base. The best leaders know that they have to learn to lead themselves before they have any chance of effectively leading anyone else.  

    Impactful leaders understand that true leadership rarely takes place in the white-hot spotlight. It happens in smaller and lesser-seen places. They also know that no matter how good you are, what you do will inevitably involve errors, bad calls, and unease. It isn’t avoiding or muting mistakes that defines you as a leader. It’s what you do when these things happen and the pattern that sets across your responses. 

    So, what should your next move be? Whatever it is, try something different. Try thinking small rather than grand. Think private instead of public. Most of all, take note of the pattern—not just the one already in motion or the one wished for, but the one ever-evolving from each small act. In the end, that’s how leadership makes an impact. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Larry Robertson

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