Michael Clegg

As we grow our group, it's important that you see value in the items that we will share. Trust has a cost. These are great scripts to work through. If you'd like a hard copy PDF, just message me, and I can send it to your email. In April, we will start having Community Calls. Buckle up. It's going to be a fun ride.

New comment 24h ago

Michael Clegg

🔥

0 likes • 2d

This document is the gold standard for having difficult conversations.

Michael Clegg

🔥

0 likes • 24h

@Dana Ogle we will have a lot of these. 😆

Michael Clegg

🔥

3d •

💎 Gems

Welcome Post

Before we begin, we want to know where you actually are — not where you think you should be. Don’t be shy. This is a group for growing each other as leaders. 𝐘𝐎𝐔𝐑 𝐎𝐔𝐓𝐂𝐎𝐌𝐄 1. What is the single most important outcome you want from this experience? 2. If you achieve that outcome — what does it make possible? What changes in your work, your team, your organization, or your life that isn’t possible today? 𝐘𝐎𝐔𝐑 𝐂𝐇𝐀𝐋𝐋𝐄𝐍𝐆𝐄𝐒 3. What is the most significant leadership challenge you are facing right now? 4. Name three things that hold you back from being a more effective leader. 𝐇𝐎𝐖 𝐘𝐎𝐔 𝐋𝐀𝐍𝐃 𝐎𝐍 𝐎𝐓𝐇𝐄𝐑𝐒 5. How do you think the people you lead would describe your leadership style — specifically on a hard week? 6. Where do you suspect your intent and your impact don’t match? What do you mean to do vs. what do others likely experience?

New comment 1d ago

Michael Clegg

🔥

0 likes • 3d

𝐘𝐎𝐔𝐑 𝐎𝐔𝐓𝐂𝐎𝐌𝐄 1. What is the single most important outcome you want from this experience? I want to build a group that starts humanizing leadership and makes work a good place to be. No one should ever have the Sunday blues before work. It’s miserable. 2. If you achieve that outcome — what does it make possible? What changes in your work, your team, your organization, or your life that isn’t possible today? We create a group with 1000’s of leaders. Who are happy. Making great money. Developing other leaders. Building trust and psychological safety. If I can help deliver this, I’ll be able to build a nice backyard office. It will have a seating area and small outdoor kitchen area but host my office, studio and have a guest bedroom/bathroom. 𝐘𝐎𝐔𝐑 𝐂𝐇𝐀𝐋𝐋𝐄𝐍𝐆𝐄𝐒 3. What is the most significant leadership challenge you are facing right now? Building the LeaderLENS community and cohorts. The challenge is in the attraction phase. Getting more eyeballs on the awesome content and outcomes we’ve created. 4. Name three things that hold you back from being a more effective leader. It’s mostly been time previously but I’m getting a lot better at prioritizing what’s #1. Money to build the attraction phase. Finding WHOs that can help me with all of these things. 𝐇𝐎𝐖 𝐘𝐎𝐔 𝐋𝐀𝐍𝐃 𝐎𝐍 𝐎𝐓𝐇𝐄𝐑𝐒 5. How do you think the people you lead would describe your leadership style — specifically on a hard week? I can be seen as an emotional leader. I wear my emotions on my sleeve. I’m better than I used to be but it still rears its ugly head from time to time. 6. Where do you suspect your intent and your impact don’t match? What do you mean to do vs. what do others likely experience? making sure my vision connects with them. Planning and finding the right words to match their energy is important and most don’t do this part well.

Michael Clegg

🔥

0 likes • 1d

@Courtney Jurado thanks for sharing.

Michael Clegg

🔥

7d •

General discussion

Welcome all Leaders

I'm a TEDx speaker, leadership strategist, and owner of Q Works Performance Group and Founder of Leadership Squared. I've spent decades inside executive teams helping leaders close the gap between how they naturally lead and how they show up under pressure. Now he is helping you do the same. Research shows 95% of people believe they are self-aware. Only 10 to 15% actually are. LeaderLENS™ measures the gap. Inside this community, you will find the tools, frameworks, and real conversations that most leadership programs never give you. What is included: ✅ Live Q&A and coaching calls each month ✅ Clegg personally engages with your posts and questions ✅ Connect with other leaders doing the same work ✅ The LeaderLENS™ framework, built on behavioral science, not guesswork ✅ A growing library of training on clarity, connection, and culture Join if you are: - A leader who suspects there is a gap between who you are and how you show up under pressure - Tired of leadership programs that produce information but no real action - Managing a team and wondering why performance keeps slipping - Ready to lead with data, not just instinct - Building something worth leading well We develop leaders. We hold each other accountable. We do the work and we celebrate the results. Welcome to the community. Let us get to work.

New comment 4d ago

Michael Clegg

🔥

0 likes • 4d

Looking fwd to seeing you guys next week. (I’ll see you later today, Steven).

Michael Clegg

🔥

Feb 22 •

General discussion

Sunday Scaries

Sunday nights used to bring me a wave of anxiety. While many were unwinding, I found myself mentally preparing for Monday, dreading the moment the theme song from "America's Funniest Home Videos" played at 7 PM. That music signaled the end of the weekend and the return to a workplace dominated by a "bad boss." The reality was tough to face: I dreaded Mondays because I lacked trust in my boss, who made the work environment miserable. Her focus was solely on KPIs and past performance, often teasing those who fell short. Celebrations of achievements were nonexistent, leaving us unsure of what constituted "good enough." We only heard her “success stories,” which further diminished our morale. Many colleagues left, labeled as "soft" for not enduring the toxic atmosphere. I internalized this belief and resolved to "figure it out," unaware that I was witnessing poor leadership; one devoid of support, guidance, or direction. I thought this was the norm, as so many echoed the sentiment that "work sucks." Fast forward 25 years, I have developed an anti-"Sunday Scaries" system rooted in connection, culture, trust, and hope. If you feel that weight in your chest tonight, consider this: Do your employees feel the same? Are they dreading Sundays? Let’s remember that Sundays should be a day of rest, not a night filled with dread. Work is challenging enough; let’s not make the workplace feel like "work.