Deploy Yourself School of Leadership

Your team isn’t failing—you’re just expecting them to lead without a roadmap or the required support.

This is for you if you feel overwhelmed trying to steer your team toward big goals but find yourself battling frustration and disengagement. 😩 As a CEO, you might be missing some critical questions that could unlock your team’s potential. Here are a few self-reflective prompts to consider: 1. Am I over-controlling decisions? 🤔 - How often do I allow my team to take the lead? 2. Where is our creativity stuck? 🎨 - When was the last time we had a fun brainstorming session without judgment? 3. Are we focusing on the right priorities? 🎯 - What are our top three goals, and how clear are they to everyone on the team? 4. How do I respond to failure? ❌ - Am I creating an environment where my team feels safe to experiment and learn? If you keep doing what you’re doing, you might continue to feel drained and stuck. Let’s change that. 💡

When we do not accept that we have an emotion, what happens is the emotion starts to have us.

This is for you if you’re tired of missed deadlines and broken promises from your team. 😩 As a CEO, you carry the weight of your company’s success on your shoulders. But every time a promise is broken, trust erodes, and productivity takes a hit. Below are the 3 types of promises ppl make 1. Criminal Promise: Saying “yes” but having no intention of following through. 2. Conditional Promise: Committing only if everything goes smoothly. 3. Committed Promise: Fully dedicated to making it happen, no matter the challenges. Ask yourself these questions: 1. What types of promises are being made? 🤔 Are they conditional or criminal, rather than committed? 2. How do I respond when a team member misses a deadline? 🚨 Am I creating a culture of fear, or an environment where they can openly communicate challenges? 3. What’s my role in setting expectations? 💬 Am I modeling commitment myself, or am I contributing to the problem?

1. Current Leadership Style: How often do I find myself making decisions quickly, and is that serving my team effectively? 2. Decision-Making Pressure: Do I feel overwhelmed by the pressure to lead every decision? How does this affect my stress levels and the team's dynamics? 3. Prioritization: What are my top three priorities this week? How can I communicate these clearly to my team? 4. Distractions: What distractions are currently pulling my attention away from these priorities? How can I minimize them? 5. Team Resilience: In what ways have I encouraged my team to bounce back from setbacks? What practices can I introduce to build resilience within the team? 6. Resource Management: Am I using our resources efficiently? How can I better support my team to work smarter, not harder? 7. Long-Term Goals: What are our long-term goals, and are we taking steps to reach them? How can I ensure the team stays focused on these goals amidst daily challenges? 8. Creativity Encouragement: How often do I encourage creative thinking in team discussions? What can I do to create a safe space for idea generation? 9. Playfulness in Work: How can I incorporate more playfulness or fun into our daily routines? What activities or practices could spark creativity? 10. Fear of Failure: Am I creating an environment where my team feels safe to fail and learn? How can I shift my response to mistakes to foster a growth mindset? Encourage leaders and their teams to keep these questions and prompts handy, allowing them to regularly reflect on their leadership style and team dynamics. This self-guided approach fosters a culture of growth, resilience, and creativity, empowering them to navigate challenges effectively, even without a coach’s presence.

This is for you if you're feeling overwhelmed by your team's lack of accountability and progress. 😩 Do you find yourself constantly saying, “We’ll try to hit our targets” or “I hope things improve next quarter”? If so, it’s time to reflect. Here are some questions you might not be asking: 🔍 Are you giving your team a way out? - When you say “try,” are you unintentionally allowing for failure? 🤔 What are you really committing to? - If you say “I hope,” are you taking responsibility, or are you waiting for the stars to align? 🚫 How does your language impact your team’s mindset? - Do your words inspire action, or do they create excuses? 💔 What cost are you incurring by avoiding commitment? - How much time, money, and trust are you sacrificing with wishful thinking? The longer you hold onto these habits, the greater the toll on your organization. It’s time to ditch the “try” and embrace commitment! What’s one commitment you can make today? 🤔 Leave **LEADER** in the comments if you want to subscribe to my newsletter for more insights! 💪

Assess your language, commitment levels, and accountability in their day-to-day work by asking These questions - When discussing goals or tasks, what phrases do you frequently use? - Do you often say, “I’ll try” or “I hope”? - Do they create a sense of urgency or allow for excuses? - What do you think was the impact of using “try” versus “commit”?

This is for you if you're a CEO feeling frustrated because your top performers aren’t cutting it as leaders. The company is scaling fast, but your team’s leadership is falling apart—and it’s keeping you up at night. Here’s what you might be missing: ❌ You promoted them based on performance, but did you prepare them to lead? ❌ You expect them to figure it out, but do they have the tools and support they need? ❌ You gave them more responsibility, but did you teach them how to manage people? Ask yourself: 🔍 What have I done to actively support my leaders’ growth, beyond just giving them a new title? 🔍 When was the last time I gave my leadership team the resources or coaching they need to succeed? 🔍 Are my new leaders set up to thrive, or am I waiting to see if they sink or swim? Continuing like this means more stress, missed targets, and a team that’s on the brink of burnout. So, what’s one step you can take *today* to give your leaders the support they deserve? 👉 Drop *STRUGGLE* in the comments if you want a pdf I created to support leaders like yourself