The most powerful leaders aren’t the ones with all the answers—they’re the ones who ask the right questions. In a world that changes by the second, clinging to certainty is a recipe for stagnation.

Leading leaders isn’t just another management task—it’s an entirely different game. The fact that "leading leaders" is my most searched keyword (by 20 to 1!) tells me one thing: we have a leadership crisis at the top. Managing junior employees is one thing, but guiding a team of high-powered, opinionated leaders? That takes strategy, influence, and a whole lot of emotional intelligence.

Leading a team is one thing—leading leaders is a whole different ballgame. If you're managing high achievers, you know that guiding them without micromanaging (or losing your sanity) can be a challenge.

0% of an employee’s experience is directly shaped by their immediate manager. That means strong management skills aren’t just "nice to have"—they’re essential for retaining top talent and reducing turnover.

There’s a lot of pressure to climb the corporate ladder, to keep moving up, to take on leadership roles. But here’s the thing—management isn’t for everyone.