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We all have the potential to be remarkable. Most of us know this intellectually. We’ve earned impressive degrees, landed the great roles, led teams, and navigated difficult moments that required grit, resilience, and courage. From the outside, our careers and lives may even look impressive. And yet, for many high-achieving leaders, the very moments that…

Before people perform, before they exceed expectations, before they become remarkable — they need to feel seen. Because recognition isn’t just a nice-to-have. It’s the foundation of trust, engagement, and performance. When people feel seen and valued, they show up differently — with more confidence, ownership, and commitment. And the data backs this up. According…

How Marcus Allen models recognition-first leadership — and why “giving more than you take” is the only sustainable way to lead Some leaders chase results. Others build people — and the results follow. When I spoke with Marcus Allen, what struck me immediately wasn’t just his credibility (13 years as CEO of Big Brothers Big…

Why people shut down under bad bosses — and how great leaders activate engagement, trust, and remarkable performance.

We all want to activate the remarkable in our people — to see them soar, perform at their best, and stay engaged. But here’s the truth: none of that happens without growth. I was talking to Michele Corsini at Comcast in preparing to speak at the WICT Network National Leadership Conference on October 19, and she told me a story that perfectly captures this. When Michele was just 26, she was asked to automate subscriber reporting for Comcast’s finance division. One small issue: she didn’t speak “finance.” But her leaders saw potential. They gave her a seat at the table, mentored her through the learning curves, and trusted her to figure it out. That trust changed everything. Michele went on to build Comcast’s first automated subscriber reporting system — the foundation for its national data warehouse. More importantly, she learned a lesson that shaped her entire career: “With the right support and perseverance, you can do anything.”

Walt Disney sat dejected on a train bound for California with a bankrupt studio behind him, a character he could no longer use, and no clear plan ahead. What he did next is the reason you know his name—and it’s the same skill that keeps leaders going when others give up. Experts say the difference between people who give up and those who don’t is optimism. It’s because optimistic people see obstacles as temporary setbacks. They expect positive outcomes in the long run. If you want to activate the remarkable in your team, start by activating it in yourself by exploring optimism. Even if you’ve never seen yourself as “an optimist,” you can learn it—and do it authentically by making one small shift at a time.

As a C-Suite executive, I face the same challenges many leaders do—setting strategy in a rapidly changing world, managing people and projects against deadlines and budgets. But lately, the hardest challenge of all has been something much more basic: getting enough sleep to fuel everything I’m trying to accomplish. Earlier in my career, I wore my ability to get by on four to five hours of sleep as a badge of honor. I thought it proved my work ethic—how GenX of me, right? But over the years, it caught up with me. Even with healthy eating and regular workouts, I noticed my ability to concentrate—and even my IQ points—dropped when I had several nights of poor sleep in a row. That’s not how I want to show up in my professional or personal life. And here’s the truth: pushing hard might give you wins in the short term, but sustained success comes from making well-being a top priority. Because you can’t lead well if you don’t feel well.

Picture this. You’re standing on stage, applause thundering in your ears, clutching the award you’ve dreamed about for years. Or maybe you’ve just opened the email confirming your big promotion, the one that launches you into a whole new league. You should be soaring… but instead, a small voice in your head whispers: “Do you really deserve this? What if they find out you’re not as good as they think?” If that sounds familiar, you’re not alone. Maybe your moment looked different— The client win that made your quarter. The industry spotlight on your work. The day your boss told you, “We can’t imagine this team without you.” These are supposed to be pinnacle moments. And yet, for many of us, they’re shadowed by a surge of self-doubt.

Let’s face it: most people feel unseen at work. According to Gallup’s 2025 State of the Global Workforce Report, a staggering 69% of employees in the U.S. are not engaged — a 7% increase over 2024. That lack of recognition isn’t just a feel-good issue — it’s a performance problem. Disengaged employees cost organizations in…

How to Find Your People Have to admit that I was giddy with excitement recently. Why? Well, it wasn’t because I was meeting Taylor Swift, traveling somewhere else on my Bucket List, or discovering the secret to time travel (although I’d be delighted with all three, obviously). What got me so jazzed was sitting around…