If you haven't watched this module - please go watch it before responding you won't be disappointed. One idea that really stood out is the difference between stress that comes from external pressure and the stress that comes from choosing a meaningful but challenging path. One drains you. The other motivates you. He shares an example of a young man who used his financial skills to work on climate change adaptation, showing how a skill set and a sense of calling can come together to create meaningful work. My question for you: What’s an example of aligning your purpose with your work, or where are you currently trying to close that gap?

If you haven’t watched the latest module check that out and learn from DJ Heffline before commenting. The Four Foundational “F’s” remind me of Jenga. Faith, family, fitness, and finances all matter, but faith and family are the anchor blocks. When one of them shifts, everything else feels it—especially during major life transitions. I’m currently at a turning point where roles, routines, and long-term direction are changing. I’m preparing for disruption by reinforcing the basics: grounding decisions in faith, being intentional with family, treating fitness as resilience, and managing finances with discipline rather than reaction. Disruption is inevitable—preparation is a choice. What’s your biggest current crossroads or turning point, and how are you preparing for the disruption that may come with it?

Feedback systems create steady input on performance, behavior, and outcomes so teams learn and improve without waiting for annual reviews. Leaders set regular cadences for feedback, define what “good” looks like, and train people to give specific, behavior-based input tied to impact. Strong systems include upward feedback, peer feedback, customer feedback, and operational data, all routed into action plans with owners and deadlines. Leaders also track whether changes worked, so feedback becomes a closed loop instead of repeated complaints. Effective feedback systems improve quality, speed, and accountability over time. Question: What feedback source is missing or underused in your improvement process?

Ethical leadership sets the standard for how decisions are made, how people are treated, and how power is exercised. It requires leaders to define clear principles, apply them consistently, and address misconduct without exceptions for status or performance. Ethical leaders build decision routines that surface trade-offs, protect vulnerable stakeholders, and reduce conflicts of interest. They also design accountability systems, such as transparent escalation paths and documented rationales for major choices. Over time, ethical leadership protects culture, reduces risk, and strengthens long-term trust with employees, customers, and partners. Question: How do you test your decisions for fairness when outcomes affect multiple stakeholder groups?

Executive presence reflects how leaders show up under pressure, earn trust, and project credibility across settings. It includes clear communication, steady composure, sound judgment, and consistent follow-through. Leaders strengthen presence through self-awareness, preparation, and disciplined habits in meetings, presentations, and informal interactions. Presence also depends on alignment between words, actions, and values, since teams watch for consistency over time. In modern workplaces, strong presence helps leaders guide change, handle conflict, and represent the organization with confidence. Question: What specific behaviors help you project credibility when stakes rise?