One of the fastest ways to lose credibility as a leader is by “should-ing” on your people: - “You should have known better.” - “You should do it this way.” - “You should already have this figured out.” The problem? “Should” creates shame, not growth. It shuts down conversation and makes your team defensive. Here’s what to do instead: 1. Swap judgment for curiosity. Instead of “You should have known,” try: “What obstacles got in the way here?” 2. Turn “should” into coaching. Replace “You should do it this way” with: “What options do you see? Which one feels strongest?” 3. Make it collaborative. Say: “Here’s what I’d like to see. How do you think we can get there together?” This shift builds trust, accountability, and ownership — the exact opposite of what “should” does. Your turn: Think of one moment this week where you almost “should-ed” on someone. How could you reframe it using curiosity or collaboration instead? Share it below — I’ll reply with a reframe you can use in real life.

One of the hardest challenges for new managers is inheriting a team you didn’t choose. Maybe you were promoted, or maybe you were dropped into a group with personalities and dynamics already in motion. Either way, it can feel awkward, overwhelming, and even unfair. Here’s the truth: great leaders rarely get to pick their teams. Instead, they earn trust, set expectations, and shape culture from the inside out. Here are 3 quick steps to start leading a team you didn’t choose: 1. Listen before you lead. Spend the first two weeks asking open-ended questions like, “What’s working well here? What would you change?” 2. Look for influencers. Every team has “silent leaders” who set the tone. Earn their trust, and others will follow. 3. Set small wins. Pick one visible problem you can fix quickly with the team. It shows you’re invested in making their lives easier. 👉 In our Skool community, I dive deeper into how to reset culture and build buy-in as a new manager. But here in the feed, I want to hear from you: Question for you: What’s been the hardest part of leading a team you didn’t pick? Drop your experience below — I’ll reply with 1 practical strategy for your situation.

Good managers impact: - Projects - Timelines - Workflows - Meetings - Emails Good leaders impact: - People - Change - Careers - Growth - Companies - Industries Reply Live if you would be interested in Live Q&A to help separate your strengths as a manager from those as a leader!

https://youtu.be/svzRFd-T1qc?si=YbeiGQypJwK3JZLk The first 90 days of your management journey can be a fire storm. But the first two weeks help set the tone and could simplify things for you and your team. In this video, I share tips I have used multiple times in my own career when stepping into new management roles. Use them or share them with a fellow leader! Let us know in the comments if you have questions or tips of your own!

The most important meeting you'll have as a new manager (first time manager or new to a team) is your first 1:1. Some go better than others, but when they go sideways, it can feel like a lonely place to be - which is why I included a free 1:1 Survival Guide for New Managers here! What's the hardest part about your 1:1's?