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  • Illustrating Leadership Lesson: Learning Agility

    Illustrating Leadership Lesson: Learning Agility
    Feb 11 2026
    There are some conversations that remind me exactly why the Illustrating Leadership Podcast exists. This one with Angie McDermott did that. Angie has spent her career helping leaders, teams, and organizations grow into their potential. Her work spans global research at Procter & Gamble, leadership and organization development at Dell, running her own business, leading HR in tech, teaching at UT Austin, and now focusing on scaling her impact and legacy work. Across every role and every season, one belief has remained constant for her: Leadership is learned. Not inherited. Not granted by a title. Not reserved for a lucky few. Learned. And honestly, that might be one of the most hopeful leadership messages we can offer, especially right now. Two Leaders, Two Contexts, One Truth In this episode, Angie shared stories of two leaders who shaped her understanding of what effective leadership actually looks like. One was a CEO in a high-growth software company, an environment where everything moves fast and the pressure to perform is constant. The other was the long-time CEO of LifeWorks, a nonprofit in Austin focused on solving youth homelessness through housing, mental health, education, and workforce services. Different sectors. Different pressures. Different day-to-day realities. And yet, the leadership lesson was remarkably similar. Both leaders found ways to merge mission, people, and vision without losing their humanity. Letting Go of the "Born Leader" Myth Angie named something many of us have felt but rarely say out loud. The idea of the "born leader" does more harm than good. The leaders who make the greatest impact are not born with a fixed set of traits. They learn. They adapt. They surround themselves with people who are smarter than they are in specific areas. They stay open to feedback. They grow with the role instead of trying to perform their way through it. When leadership becomes a practice instead of a performance, everything shifts. If leadership is learned, then it is accessible. And it becomes something we are responsible for developing, not something we either have or do not. High Standards and High Care One of the things that stood out most in Angie's description of the software CEO was the balance he held. He expected a lot. He moved quickly. He held high standards. And he listened. He did not need to be the smartest person in the room. He built strong teams by asking good questions, investing in culture, and treating people with respect. Because of that, people were deeply committed to the work and to each other. It was a reminder I come back to often in leadership work. Focusing only on results might get you short-term outcomes. Focusing on people while pursuing results tends to build stronger teams, healthier cultures, and better long-term success. Knowing Who to Call Is a Leadership Skill The nonprofit leader Angie described led in an entirely different kind of pressure. Constant crisis. Limited resources. High emotional stakes. What stood out was not charisma or control. It was clarity and connection. She built genuine relationships across community partners, elected officials, donors, service providers, and the people the organization served. When challenges arose, she did not scramble alone. She knew who to call. That kind of leadership is built quietly over time. Through trust. Through consistency. Through showing up long before there is a crisis. Learning Agility Matters More Than We Think One of the most practical concepts Angie shared was learning agility. Learning agility is the ability to learn from experience and apply those lessons to new and unfamiliar situations. Research suggests it can be more predictive of leadership effectiveness than emotional intelligence or cognitive ability alone. The most important part is this. It is learnable. Leadership growth does not come from consuming more content alone. It comes from reflection. From asking better questions after things go well and after they do not. What worked? What did not? What assumptions did I make? What do I want to repeat? What do I want to do differently next time? Angie talked about building a regular practice of reflection, not as an indulgence, but as leadership training. Leadership does not require perfection. It requires learning. The Pressure to Be Right Immediately Another thread that resonated deeply was the pressure many new leaders feel to have the right answer on demand. Most leadership situations are not emergencies. We often have time to pause, gather information, reflect, and respond thoughtfully. The pressure to decide instantly can cloud judgment and create unnecessary stress. The goal is not to avoid mistakes entirely. It is to learn from them and avoid repeating the same ones in the same way. Leadership Is Will and Skill Near the end of the conversation, Angie shared something that stayed with me. Leadership is will and skill. You have influence. On your team. On your clients. On your ...
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    31 min
  • Illustrating Leadership Lesson: Loneliness

    Illustrating Leadership Lesson: Loneliness
    Feb 4 2026
    "It's lonely at the top." It is a phrase most leaders have heard and many have quietly felt. Especially for new and emerging leaders, that loneliness can feel heavy. You are the one people come to for answers. You are expected to project confidence and clarity, even when you feel unsure, overwhelmed, or exhausted. You carry confidential information you cannot fully share. You navigate decisions others never see. Over time, leadership can begin to feel isolating. But leadership does not have to be lonely. In this solo episode of the Illustrating Leadership Podcast, I explore why leadership loneliness shows up and how leaders can reconnect with others and themselves without losing authority, credibility, or trust. Why Leadership Can Feel Isolating Leadership almost always comes with a shift in dynamics. Former peers may now report to you. Conversations become more nuanced and confidential. You are expected to model steadiness even when things feel uncertain. For new and emerging leaders, there is often an added layer of imposter syndrome. The belief that you should already know more, feel more confident, or have all the right answers at all times. That pressure can lead to isolation in subtle ways, including: Second-guessing your instincts Hiding uncertainty Carrying stress internally instead of processing it Here is the truth. Loneliness does not make you a bad leader. It makes you human. Acknowledging leadership loneliness is not a weakness. It is the first step toward moving through it. Strategic Vulnerability Builds Trust, Not Weakness One of the most misunderstood leadership skills is vulnerability. Vulnerability is not oversharing. It is not emotional dumping. And it is not a lack of boundaries. Strategic vulnerability means showing up honestly and intentionally. It can sound like: "I do not have the answer yet, but I trust we will figure it out." "This is a challenging moment, and I am actively working through it." "I have been thinking about how to lead well here, and I would value your perspective." This kind of openness builds trust without undermining authority. It reminds people that leadership is human work, not a performance. Why Leaders Need a Behind-the-Scenes Support System One of the most important things leaders can do is build support outside of their team. High-performing people in every field rarely operate alone. They have coaches, mentors, advisors, and trusted partners behind the scenes. Leadership is no different. You need a space where you do not have to perform. A place where you can say what you really think, process challenges in real time, and separate what is true from what is reactive. That support might include: A leadership coach A mentor A peer in a similar role A confidential leadership community Leadership development does not end when your title changes. You do not have to carry everything inside your own head. How to Be Real and Still Grounded With Your Team Connection with your team does not require oversharing. It requires steadiness. You can acknowledge challenges while still holding direction: "This is new territory for us, and we will find our rhythm." "Here is what I am clear on, and here is what I am still exploring." "This is a busy season, and I am prioritizing sustainability." When leaders model grounded presence during uncertainty, credibility grows. Openness does not weaken leadership. It strengthens it. Create Intentional Moments of Connection Leadership relationships deepen through intentional conversation, not just updates and deliverables. Make space to ask questions like: "What has been challenging you lately?" "What is something you are proud of this week?" "How can I support you better right now?" These moments matter. They help your team feel seen and they remind you that you are not leading in a vacuum. Leadership Does Not Have to Be Lonely Loneliness may come with leadership, but it does not have to be your permanent state. You can create connection without losing authority. You can be real without being unboundaried. You can lead with both openness and strength. If leadership has felt isolating lately, let this be your reminder: You are not alone. You are allowed to ask for support. And your leadership gets stronger when you do. Your host, Jessica Wright, is a Life & Career Development Coach for Leaders and the Founder of Wright Life Coaching, LLC. You can connect with and follow her on LinkedIn.
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    8 min
  • Illustrating Leadership Lesson: Aligning Your Inner & Outer Life

    Illustrating Leadership Lesson: Aligning Your Inner & Outer Life
    Jan 28 2026
    Some of the most impactful leaders in our lives do not come with titles, corner offices, or formal authority. They enter our lives through relationship. They challenge us, ground us, mirror us, and sometimes even break our hearts before helping us put ourselves back together with more clarity, self-trust, and wholeness. That truth sat at the center of this episode of the Illustrating Leadership Podcast, where I had the privilege of speaking with Dr. Brenda Brummond, an intuitive business coach for female entrepreneurs. What unfolded was not just a conversation about leadership, but about evolution, forgiveness, grounding, and the balance between ambition and inner alignment. Leadership Beyond Titles When I ask guests about the best leader they have ever experienced, many people instinctively think of a boss or manager. Others immediately recall the worst leader they have had. Brenda's story reminded me that leadership often shows up in unexpected ways. She shared the story of someone she met during chiropractic school, a person who would become her closest friend, her partner, her greatest disappointment, and eventually her husband and the father of her children. It is not a neat or linear story. It is deeply human. And that is exactly what makes it such a powerful illustration of leadership. Leadership as a Mirror What stood out most in Brenda's story was not perfection. It was reflection. This person did not tell her what to think or who to be. Instead, he asked thoughtful questions. He offered grounding perspective. He reflected her back to herself during moments when she was carrying shame, anger, and confusion from earlier chapters of her life. That kind of leadership does not direct. It invites. It helps us understand our patterns, soften our narratives, and decide for ourselves who we want to become. The Pedestal Problem As Brenda's story evolved, so did the dynamic between them. She spoke openly about what happens when we place someone on a pedestal, when we give another person more wisdom, power, or authority than we give ourselves. Eventually, that pedestal collapses. Every leader is human. Every mentor has blind spots. Every relationship will disappoint us in some way. Leadership lessons do not disappear when someone falls. Often, they deepen. Grounding as a Leadership Skill One word that surfaced again and again throughout our conversation was grounding. When we experience hardship, especially early in life, it is easy to live in our heads. We spin stories about who we are, what we deserve, and how the world works. Grounding leadership brings us back into our bodies, our values, and the present moment. It does not erase pain or complexity. It gives us something solid to stand on while we navigate it. The Balance Between Wisdom and Reality A theme I see often in leadership work, and one we explored deeply in this episode, is the tension between spiritual wisdom and practical reality. On one end, there is the drive to achieve, perform, and push forward. On the other, the desire to retreat inward, disconnect, or escape the messiness of the world. Leadership does not live at either extreme. It lives in the balance between the two. Brenda described it beautifully as having one arm reaching toward possibility and desire, while the other remains anchored in safety, embodiment, and grounding. Holding both at once is where sustainable leadership lives. When the Outer World Reflects the Inner One One of the most powerful insights from this conversation was the idea that external struggles in business, money, or relationships often reflect internal ones. When something feels stuck outside of us, there is usually fear, resistance, or an unexamined belief asking for attention inside of us. Leadership growth begins with curiosity, not judgment. What is this moment trying to show me? What expectation am I holding? Whose voice is shaping how I think things should be? Letting Go of the Struggle We also talked about surrender and how misunderstood it often is. Surrender is not giving up. It is releasing resistance. It is allowing yourself to be human without shame. It is recognizing that leadership, like life, moves in cycles. Some days you feel grounded and capable. Other days you feel unsure and messy. Both belong. Leadership as an Ongoing Evolution This episode was a reminder that leadership is not a fixed identity. It evolves through relationships, ruptures, forgiveness, reflection, and growth. The leaders who make the greatest impact are not the ones who avoid failure. They are the ones willing to learn from it, integrate it, and keep showing up with humility and intention. If this conversation resonated with you, I invite you to listen to the full episode and reflect on this question: Who has been a grounding presence in your leadership journey? And just as importantly, how are you becoming that presence for yourself? Make sure you connect with Dr. Brenda on Facebook, Instagram, and ...
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    28 min
  • Illustrating Leadership Lesson: Leading Different Personality Types

    Illustrating Leadership Lesson: Leading Different Personality Types
    Jan 21 2026
    One of the most important and most overlooked truths about leadership is this: your team does not think like you. And while that realization can feel uncomfortable at first, it is actually one of your greatest opportunities as a leader. Leadership is not about getting everyone to work the way you do. It is about understanding how they work and creating the conditions for each person to thrive. In this solo episode of the Illustrating Leadership Podcast, I explore what it really means to lead different personality types with awareness, empathy, and flexibility, without losing your own leadership identity in the process. Why Personality Differences Create Tension Many leadership frustrations are not actually about competence or motivation. They sound like: "Why are they so slow to make a decision?" "Why do they take feedback so personally?" "Why do they need so much structure?" "Why do they need so little structure?" In most cases, the answer is not performance. It is personality. Each person on your team brings a unique combination of wiring, lived experience, and personal narrative into the room. Nature and nurture both play a role. When you walk into a meeting, you are not working with job titles. You are working with human beings shaped by different ways of thinking, processing, and relating. No wonder leadership can feel hard sometimes. Start With Yourself Before you can effectively adapt to others, you need to understand your own leadership style. Ask yourself: Am I big-picture or detail-oriented? Do I make decisions quickly or cautiously? Do I prefer structure or flexibility? Do I think out loud or process internally? Your default tendencies are not wrong. But without awareness, they can unintentionally dominate the room. Self-awareness helps you notice where your preferences may be limiting others instead of supporting them. Tools like DiSC, Enneagram, Myers-Briggs, and CliftonStrengths can be helpful here. Not as labels or boxes, but as starting points for understanding how people tick. The goal is not to categorize. It is to lead more effectively. Flexing Your Leadership Style Flexing your leadership style does not mean being inauthentic. It means stretching your communication and management approach so it resonates with the person in front of you. For example: If someone thrives on structure, offer clear expectations and timelines, even if that is not your natural style. If someone values autonomy, give them space to solve problems independently. If someone needs time to process, do not demand fully formed answers on the spot. If someone thinks out loud, do not mistake brainstorming for indecision. Flexing your style does not give away your power. It amplifies your impact. Common Personality Traps Leaders Fall Into There are a few common mismatches that often trip leaders up. Mistaking quiet for disengagement. Some people process internally. Silence does not mean lack of interest. It often means deep thinking. Interpreting directness as rudeness. Task-oriented team members may skip small talk or speak bluntly. That is rarely personal. Expecting emotional regulation to look the same for everyone. Some people express frustration or enthusiasm more visibly. That does not automatically make it a problem, as long as it is not harmful. Good leadership does not eliminate these differences. It makes room for them. Ask Better Questions You do not need a custom management plan for every individual. But you can create space for different personalities by asking better questions, such as: How do you prefer to receive feedback? What helps you feel most supported during busy seasons? When you feel stuck, what usually helps you move forward? These conversations build trust, self-awareness, and shared responsibility without requiring you to be everything to everyone. Diversity of Thought Is a Leadership Strength Great leaders do not just lead people who think like they do. They lead diverse thinkers. They listen. They adapt. They grow. The next time someone on your team communicates or makes a decision in a way that feels confusing, pause and ask yourself: What might they need that I am not seeing? And how can I lead them in a way that helps them shine? That is the kind of leadership that builds strong, dynamic, and high-performing teams. Your host, Jessica Wright, is a Life & Career Development Coach for Leaders and the Founder of Wright Life Coaching, LLC. You can connect with and follow her on LinkedIn.
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    11 min
  • Illustrating Leadership Lesson: Authenticity Leads to Trust

    Illustrating Leadership Lesson: Authenticity Leads to Trust
    Jan 14 2026
    In this episode of the Illustrating Leadership Podcast, I sat down with Cindy Spratt, a holistic nutritionist who supports women in rebuilding peaceful relationships with food, body, and self. Cindy's story offers a powerful reminder that leadership is not about fitting into a predefined mold. It is about knowing who you are, honoring your values, and creating trust through authenticity. The Leader Who Gave Permission to Be Real Cindy shared the story of a leader who deeply influenced her path, Meghan Telpner, founder of the Academy of Culinary Nutrition. While Cindy initially sought Meghan out for culinary education, what stayed with her most were the leadership lessons Meghan modeled through her work and presence. Meghan showed Cindy that it is possible to be skilled, professional, and deeply human all at once. She modeled what it looks like to show up fully as yourself while still setting boundaries, honoring values, and delivering meaningful work. That example gave Cindy permission to stop hiding parts of herself and begin leading from a place of alignment. What Authenticity Really Means Throughout our conversation, Cindy reflected on how often authenticity is discussed but rarely defined. For her, authenticity means doing your work while honoring who you truly are. It means showing up without a mask, without a performance, and without trying to fit into someone else's version of professionalism. Authenticity is not about copying what inspires you in others. It is about understanding your own values, personality, strengths, and limitations, and allowing those to inform how you lead and serve. When leaders do this, connection deepens and trust grows naturally. Knowing Yourself Comes First Cindy emphasized that authenticity begins with self awareness. Many people have lost touch with who they are beneath expectations, roles, and external pressure. Reconnecting requires intention and patience. She shared simple but meaningful practices that support this work, including mindfulness, journaling, and reflecting on personal values. Understanding what truly matters to you, what energizes you, and what feels misaligned helps you lead with greater confidence and clarity. This inner grounding makes it easier to trust yourself and to make decisions from a place of integrity. Trust as the Foundation of Leadership and Healing Trust was a central theme of this episode. Cindy spoke openly about her own journey with disordered eating and how years of diet culture eroded her ability to trust her body and herself. Rebuilding that trust required compassion, honesty, and support that did not rely on shame. In her work today, Cindy honors the courage it takes for clients to share deeply personal struggles. She understands that trust is not automatic. It is built through consistency, empathy, and a willingness to meet people where they are. This same principle applies to leadership. When people feel seen and respected, they are more willing to engage, grow, and heal. Leading in a Way That Gives Others Permission One of the most powerful takeaways from this conversation is how authenticity creates a ripple effect. When leaders trust themselves and show up honestly, they give others permission to do the same. Cindy described leadership not as bulldozing with the loudest idea, but as staying in touch with what is really happening and helping others do the same. This kind of leadership builds teams rooted in trust, openness, and shared purpose. Connect with Cindy Spratt You can connect with Cindy and learn more about her work on her website. Follow her on Instagram and Facebook too! On her website you can download her free guide titled "Break Free from the All-or-Nothing Cycle with Food" which will support you in stepping away from food guilt & shame towards more confidence, peace, and freedom around food choice. Your host, Jessica Wright, is a Life & Career Development Coach for Leaders and the Founder of Wright Life Coaching, LLC. You can connect with and follow her on LinkedIn.
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    29 min
  • Illustrating Leadership Lesson: Finding your guiding light

    Illustrating Leadership Lesson: Finding your guiding light
    Jan 7 2026
    When leadership feels steady, it's easy to move forward with confidence. But most leaders don't struggle when things are going well — they struggle when things feel messy, unclear, stressful, or conflicting. When you're pulled in too many directions, when decisions feel heavier than usual, or when something simply hasn't gone well in your organization or business. In those moments, it's tempting to look for more information. Another article. Another framework. Another opinion. But what gets leaders through those seasons isn't more information. It's clarity. It's alignment. It's having a guiding light. That guiding light is what vision-centered leadership is all about. Why Vision-Centered Leadership Matters Vision-centered leadership gives you something steady to return to when everything else feels uncertain. It helps you make decisions with confidence, not because you have every answer, but because you're grounded in what actually matters. At its core, vision-centered leadership is rooted in three things: Knowing your why Understanding your values Committing to ongoing self-awareness and personal growth You've probably heard all three of these ideas before. But when they're intentionally woven together, they don't just shape how you lead, they shape who you are while you're leading. Your Why: The Anchor Beneath the Work Your why is your anchor. It's the deeper reason behind the work you do...beyond your job title, your company, or your never-ending to-do list. It's the impact you want to have. The contribution you want to make. The purpose that makes the hard days worth it. When you're connected to your why: You don't need constant external validation You recover from setbacks more quickly Decision-making becomes clearer Your why gives you a lens to filter choices through. If you're not sure what your why is, start with questions like these: What kind of leader do I want to be remembered as? Who or what am I ultimately doing this for? What would feel meaningful to me, even if no one else ever noticed? Naming your why clearly gives you energy when you're exhausted and perspective when things feel chaotic which, as we all know, they sometimes will. Your Values: The Compass That Guides Decisions If your why is your anchor, your values are your compass. Your values guide the day-to-day decisions, especially the hard ones. They help you navigate moments where the "right" answer isn't obvious. Imagine your core values include integrity, collaboration, and growth. If you're offered an opportunity or promotion that compromises one of those (even if it comes with status or money) your values point you toward alignment instead of temptation. Values help you: Set boundaries around your time and energy Decide which opportunities to pursue or decline Model consistency and authenticity for your team To clarify your values, reflect on questions like: What principles do I hold myself to, even when it's difficult? What frustrates or inspires me the most, and what does that reveal? When have I felt deeply in alignment, or completely out of alignment, and why? This isn't about listing words that simply sound good. For me, my values include integrity, compassion, empathy, self-awareness, honesty, respect, and curiosity. But the heart of those values goes deeper than the words themselves. At the core is partnership, a reverence for transformation, and a commitment to growth that creates a more joyful, life-giving world. I can feel it immediately when someone truly shares those values. AND just as clearly when they don't. Those shared values shape who I choose to work with and which efforts I want to support. Staying connected to that deeper meaning keeps me aligned as a leader. Self-Awareness and Growth: The Work That Never Ends The third pillar of vision-centered leadership is a lifelong commitment to self-awareness and personal growth. The best leaders are still students. They're willing to reflect, adjust, and evolve. They're comfortable admitting they don't know everything...and they stay curious instead of defensive. Self-awareness means understanding: Your stress responses and triggers Your communication patterns Tendencies like over-functioning or avoidance Your strengths and your blind spots Personal growth means doing something with that awareness. That might look like coaching, therapy, journaling, mentorship, or intentionally creating space to reflect. Ideally, leaders have more than one way they engage in growth. Why does this matter so much? Because you can't lead others well if you don't know yourself. When you do, you become a calmer, more grounded, more adaptive leader. Someone who doesn't panic under pressure, offload stress onto their team, or lead reactively. Instead, you lead with intention. Why All Three Work Better Together Each of these elements is powerful on its own. Together, they create something stronger. Your why gives you purpose Your values give you direction ...
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    8 min
  • Illustrating Leadership Lesson: Reframing Failure

    Illustrating Leadership Lesson: Reframing Failure
    Dec 17 2025

    In this solo episode of the Illustrating Leadership Podcast, I explore one of the most important and least discussed realities of leadership: failure. Every leader will experience it. The question is not if it will happen, but how you respond when it does.

    Failure does not mean you are a bad leader. It does not define your character, your capability, or your future. What it does offer is an invitation to reflect, learn, and lead with integrity and resilience.

    Separating Who You Are from What Happened

    One of the most damaging patterns leaders fall into after a misstep is personalization. A decision does not land, a mistake is made, or a risk backfires and suddenly the story becomes:


    "I'm not cut out for this."
    "I failed my team."

    But failure is not an identity. It is an experience. You may have made the wrong call with the information you had. You may have miscommunicated, overlooked something, or taken a risk that did not work out. That does not make you the failure.

    This distinction matters deeply in leadership. When you fuse your identity with a single outcome, you limit your ability to recover, learn, and move forward effectively.

    Why Transparency Builds Trust

    One of the most powerful things a leader can do after a failure is to name it. Not to dramatize it or overexplain, but to acknowledge it honestly.

    When leaders hide their missteps, teams learn to do the same. When leaders model transparency, they create psychological safety. People stop focusing on blame and start focusing on learning.

    Think about the leaders who impacted you most. They were not flawless. They were real. They owned their mistakes, reflected on them, and invited others into problem solving rather than fear. That is what builds trust and credibility over time.

    Reflecting Without Spiraling

    After the initial sting of failure, once emotions settle, the most important leadership question becomes:


    What was my role in this?

    This is not about shame or self blame. It is about honest reflection. Try asking:


    • What choices did I make leading up to this?
    • What assumptions was I operating under?
    • Where did I have an opportunity to course correct?
    • What information or support was I missing?

    This kind of reflection does not weaken your authority. It strengthens it. Taking responsibility for your part, not everything, builds self awareness, wisdom, and long term growth.

    Emotions Are Data, Not the Decision

    Failure often triggers intense emotional responses like fear, embarrassment, anger, or the urge to withdraw. That is normal. Your nervous system is trying to protect you.

    But emotions, while valid, are not the whole story. They are information, not instructions.

    Instead of leading from emotion, lead with awareness. Ask:


    • What is this emotion trying to tell me?
    • What story am I telling myself and is it true?
    • How can I respond in a way that serves the bigger picture, not just my ego?

    That pause between feeling and action is where leadership strength lives.

    Preparing for Failure Instead of Fearing It

    Failure will happen. You do not need to chase it and you do not need to be afraid of it. You can prepare for it.

    Decide now how you want to respond when things do not go as planned. Build practices that help you regulate your nervous system. Remind yourself that you have survived failure before and you will again.

    Leaders who move through failure with clarity, accountability, and compassion are the leaders people trust most. They do not hide. They do not spiral. They reflect, learn, and keep going.

    Failure does not define you.
    Transparency builds trust.
    Reflection fuels growth.

    And leadership continues, wiser than before.

    Your host, Jessica Wright, is a Life & Career Development Coach for Leaders and the Founder of Wright Life Coaching, LLC. You can connect with and follow her on LinkedIn.
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    7 min
  • Illustrating Leadership Lesson: Belief Sparks Possibility

    Illustrating Leadership Lesson: Belief Sparks Possibility
    Dec 10 2025
    In this episode of the Illustrating Leadership Podcast, I spoke with Pam Miller, a Life and Health Transitional Coach whose leadership story perfectly illustrates the transformative power of one person's belief. Pam shared a defining moment from her twenties. A moment when fear was holding her back, her confidence was shrinking, and she fully intended to say no to an opportunity that terrified her. But one leader saw something in her she couldn't yet see in herself. That single moment changed the entire trajectory of her life. When Fear Keeps Us Small In her twenties, Pam worked with a Christian youth organization called The Navigators, supporting high school students through mentoring, small groups, and faith-based leadership development. She felt confident in one-on-one settings and smaller groups, but when she was asked to be the keynote speaker at a large youth event, she panicked. She immediately imagined herself failing: stumbling over her words, blanking on stage, embarrassing herself. She was ready to decline on the spot. And then her colleague Jim stepped in. He pulled her aside and gently said: "Pam, I can see you doing this. I already see you on that stage, doing a great job." He saw her potential long before she did, and that changed everything. The Moment Belief Sparks Possibility Pam describes that moment as the first time someone spoke belief into her in such a direct and specific way. It stopped her in her tracks. Jim wasn't offering empty encouragement. He was naming a gift she didn't know she had, and he believed it so deeply that Pam began to believe it too. She said yes. She got on stage. She didn't pass out. And more importantly — she felt alive. That single "yes" unlocked an entirely new trajectory for her life, including decades of speaking, coaching, and eventually stepping into her calling as a life and health transitional coach. Fear, Mental Rehearsal, and the Stories We Tell Ourselves During our conversation, Pam and I explored how fear distorts our self-perception. She shared how her brain immediately rehearsed images of failure and how one person's confidence in her helped her mentally rehearse success instead. We talked about research on mental rehearsal, where visualizing a successful outcome can create similar neurological changes to actually practicing the skill. In Pam's story, Jim's belief served as the catalyst that allowed her to see herself succeeding before she ever stepped onto the stage. It's a powerful reminder: Our thoughts shape our outcomes, and fear often lies. Leaders Aren't Born. They're Developed One of the beautiful threads in Pam's story is the reminder that leadership isn't about titles. It's about presence, attention, and support. Sometimes leadership looks like: Naming potential others can't see yet Speaking life into someone who feels discouraged Reflecting strengths buried under fear Offering belief until their own self-belief catches up Pam now carries that forward in her coaching work. She helps women who feel overwhelmed or stuck move through major life transitions and she uses the very same leadership approach Jim modeled for her: seeing the best in others until they can see it too. Navigating Life's Transitions with Courage Pam now supports women through her "Thriving Through Life's Transitions" program, helping them navigate: Personal or professional shifts Health changes Identity loss Overwhelm or discouragement Fear-based thinking and negative self-talk Her work mirrors her own journey: helping women uncover the potential that fear has buried, rebuild confidence, and experience the freedom that comes from small, steady steps forward. As she shared during our conversation, "Everything you ever want is on the other side of yes." Connect With Pam Go say hi to Pam on Instagram and check out her website, where you can also sign up for her newsletter "Insights by Pam." Don't miss out on the free resource she's sharing with Illustrating Leadership Podcast listeners: One Surprising Reason Why We Experience Stress. Your host, Jessica Wright, is a Life & Career Development Coach for Leaders and the Founder of Wright Life Coaching, LLC. You can connect with and follow her on LinkedIn.
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    36 min