“Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled.”
― Anne M. Mulcahy

Good leaders always treat each member of the team like actual people.

You know…

They’re people with families, needs, dreams, and passions.

They’re people with struggles, insecurities, and difficulties.

Your people aren’t just cogs in a machine. They have unique circumstances, and they need support, trust, and a sense of belonging.

“80% of success is showing up.”
― Woody Allen

Some days, you can’t handle it.

Some days, it’s mentally exhausting.

Some days, you’re not ready.

Some days, it doesn’t seem worth it.

Some days, you’re too busy.

Some days, you need a break.

Some days, you don’t have the time.

But you show up anyway. You get it done anyway. You make it happen anyway.

“Success is the sum of small efforts, repeated day in and day out.”
― Napoleon Hill

Success is something you go out and earn every day.

There are no holidays.
There are no vacations.
There’s no end to the day.

Success is achieved when you work.
It’s achieved when you play.
It’s achieved when you exercise.
It’s achieved when you eat.
It’s achieved when you meditate and pray.
It’s achieved when you sleep.
It’s achieved when you wake up and get out of bed.

Success is a constant pursuit. It’s a daily battle that must be fought with dedication, discipline, and determination.

“By far, the greatest danger of Artificial Intelligence is that people conclude too early that they understand it.”
― Eliezer Yudkowsky

I’m an AI optimist, but…

AI is overhyped and underwhelming, amazing and frustrating, the solution and the problem… just like every technology that preceded it.

Which also means the future is bright!

“Remote work isn’t about being busy; it’s about being productive. The best workers are those who achieve more in fewer hours.”
― Anonymous

There are four types of people who hate on remote work:

1. Managers who lead by attendance (“How will I know if my people are working?!”)

2. Old people who can’t adapt (“I’ve been doing it this way for 30 years!”)

3. Unproductive people who can’t focus (“If I can’t focus at home, no one can!”)

4. Jealous people who can’t stand others’ success (“It’s not fair that they get to work from home!”)

“When you take time to replenish your spirit, it allows you to serve others from the overflow. You cannot serve from an empty vessel.”
― Eleanor Brownn

Take care of yourself so you can take care of your spouse.

Take care of your spouse so the two of you can take care of your family.

Take care of your family so your family can take care of your relatives and friends.

Take care of your relatives and friends so all of you can take care of your community.

Take care of your community so your community can take care of your city, town, and state.

Take care of your city, town, and state so your homeland can take care of your country.

Take care of your country so your country can take care of the world.

“The only thing a person can ever really do is keep moving forward. Take that big leap forward without hesitation, without once looking back.”
― Alyson Noel

Your past is full of lessons, scars, and victories. But let’s be clear: your past is not your future. Too often, we replay mistakes or cling to former glories, letting them define us. Why? Because it’s easier to stay anchored to what we know than to navigate the uncertainty of where we could go.

Recognize your past for what it is—a guide, not a map. You’ve stumbled? Good. Learn from that. You’ve succeeded? Great. Build on that. But don’t let the past dictate the next step.

Your past may echo, but it doesn’t hold a pen. The future is yours to write. So use the past as a reference to navigate, not as a script to follow. Start now. Make the next chapter your best chapter.

“Clean your finger before you point at my spots.”
― Benjamin Franklin

I’ve never seen a high-level performer criticize people working hard to become high-level performers.

But I’ve seen many mid-level performers criticize anyone who dared to dream bigger.

Be careful who you listen to.

“We say that we believe God to be omniscient; yet a great deal of prayer seems to consist of giving him information.”
― C.S. Lewis

Instead of complaining about politicians, pray for them.

Instead of denouncing Church leaders, pray for them.

Instead of fighting with your neighbor, pray for them.

Instead of criticizing your children, pray for them.

Instead of blaming your parents, pray for them.

“Leaders inspire accountability through their ability to accept responsibility before they place blame.”
― Courtney Lynch

Balancing empathy and accountability with an underperforming team member is critical—not only to get them back on track but to ensure the entire team stays aligned. Here’s how I’d handle it:

1. Address the Issue Head-On
   Start with a direct conversation. Clearly communicate there’s an issue and what’s expected. Outline the standards and the gaps in their performance, reinforcing that those standards aren’t just for the organization; they’re to help everyone be their best.

2. Listen
   Before jumping to conclusions, listen. Maybe they’re experiencing challenges at home, lack clarity in their role, or are burned out. By listening, you can understand if it’s a communication problem, a skill gap, a motivation issue, or something personal. See the situation from their perspective, and try to uncover the root of the problem.

3. Provide Clear Feedback and an Actionable Plan
   If someone’s struggling, they need clarity. Lay out specific, achievable goals and a timeline to see improvement. This is where accountability plays a big role. They need to know you expect improvement and will follow up on it. It’s not personal; it’s about performance and success.

4. Support and Check-In
   Let them know you’re in their corner. Offer resources, mentorship, or training, but don’t micromanage. Touch base with them regularly. Show them they’re being supported while still being held to a standard.

5. Maintain the Standards
   Ultimately, the team’s success and the mission come first. If improvement doesn’t happen, you must address that. It could mean reassigning them, providing additional resources, or, if necessary, considering a different role for them. The team deserves a leader who’s empathetic, but also someone who doesn’t let standards slip.

Balancing empathy and accountability means understanding their challenges, setting clear expectations, and following through. Always show respect for them as a person while making it clear that results and standards matter.