“I’d rather be loud and told to be quiet than be quiet and not help out my teammates.”

— Brett Bateman, new Toronto Blue Jays Outfielder… and one of my new faves (Go Jays!)

From Shed

If you’ve been reading, you already know something felt off for me this summer. What I hadn’t quite figured out yet was what it was and what to do about it.

But then I started treating that feeling as data instead of a verdict; a source of information rather than something to judge myself for (correction: judge myself TOO much for). When I actually sat with it and articulated the feelings and gap aloud with my coach, mentors and friends, the information became clear: I had plenty of help, but I didn’t have a true professional partner — someone to maintain the operational gravity of my business while I strive for the creative altitude. And, thanks to my coach for that distinction in language too! 😊 What I truly needed was a strategic sparring and operations/execution partner.

All those conversations and clarity led me to Sukie Cullen. I’ve known her for years, since she was on the client side at Nike (fun fact: she was one of the first readers of Speak-Up Culture, back when it was still just a Word doc). As luck would have it, she happened to reach out just as I was figuring out what I needed. Kismet!

Sukie had questions about her burgeoning leadership coaching practice, and, as it turned out, I had a job offer for her! 😆

We hopped on for a Zoom, and before the convo was over, she was all in. I wasn’t trying to pressure her. She wasn’t trying to pressure me. Right time. Right place. Right people. It all came together so wonderfully and I credit sticking with the feelings and gap, making sense of it all and then going on the search for this all happening.

As of just about a month ago, she’s my Chief of Staff & Integrator. Woot! She’s the bees’ knees, and I can’t wait for you to meet her. Learn more about Sukie and feel free to say hi now that she’s officially part of the team!

Try This

Next time you catch yourself saying “I’m so busy,” stop and get specific instead. Explore and share the actual thing you’re missing, out loud, to one person, today. See what clarity, possibilities, help and/or solves ensue!

What I’m Into

Doing: Recently had the pleasure of interviewing the wonderful Amy C. Edmondson for the podcast. Check out one of the brilliant takeaways here, and stay tuned for her episode midway through Season 2. My team and I are busting our butts to get you this next season of the Shed Some Light podcast by mid-September. We’re kicking off the season with a fantastic, engaging, and powerful conversation with Zach Mercurio.

Watching: I’ve been rewatching the Toy Story movies with my son Jack as we got ready for Toy Story 5 as a family. Also finally watched Marty Supreme (very good) on a recent flight, along with The Secret Agent — a Portuguese film that was both great and surprised me.

Reading: I’ve been bingeing Mitch Albom books — I love his writing style and philosophy-based storytelling. Just finished For One More Day, and definitely recommend it!

Final Reflection

Ok, if you’ve made it this far… When has naming something specifically changed a particular outcome in your life/career?

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A Little Light

“Life is essentially an endless series of problems. The solution to one problem is merely the creation of the next one. Don’t hope for a life without problem. There’s no such thing. Instead, hope for a life full of good problems.”

— Mark Manson

From Shed

Last issue I told you about the admin stuff I finally handed off. Update: it’s in good hands and shape, and definitely helping.

And while I’ve been meeting my deadlines this summer, I’m just not — you know — crushing them. I’m not doing my usual “meets and exceeds expectations.” We all love seeing that on our (or our kids’) progress reports.

It’s kind of annoying, honestly. I did the thing, cleared the runway, and expected to feel like I’m firing on all cylinders again. Now I’m well-rested — even after a two-night trip to and from Germany — but not quite as motivated or on-top-of-it-all as I’d like to be or usually am.

So now I’m asking dumber (or better?) questions than “what’s on my plate?“ I’m asking whether this is actually a “me” problem, or just what summer feels like after going hard since January.

I’m also asking myself if what’s gotten me here will actually get me there. Have I reached a new plateau in my business that affords me the opportunity to operate it differently?

The answers have been clarifying my strengths, my limitations, and where the gaps may exist. Now the opportunity is to address it all… but maybe after my next summer swim with the kiddos! 😉 🌊🏊‍♂️

Try This

Pick one thing you’re still doing exactly the way you did it a year ago. A habit, a process, a way you show up for clients or your team.

Ask yourself: Is it still working, or has it just never been questioned?

Here’s the harder part: if it’s the second one, what’s actually stopping you from changing it? Could it work better? Do you have to be the one doing it all?

You don’t need to overhaul anything by next Tuesday. Just find the one (or more) thing(s) running on autopilot, and actually examine it.

What I’m Into

Doing: Morning walks with Julie most days. Some baseball with my son, rooting for (see: giving up on 😔) a 2026 Blue Jays team that is not making it easy on us. Summer Fridays after 2:30 pm are usually spoken for. 🚙 🌊🏊‍♂️

Watching: Recently finished “Your Friends and Neighbors” Season 2 — good, slightly dark fun.

Reading: Thoughtload by my dear friend and Shed Some Light podcast guest Liane Davey — feels like the right book for this season. Who else is reading it with me right now?! LMK!

I’m getting psyched for Season 2 of “Shed Some Light,” which should be out by mid-September wherever you get your podcasts! If you need to catch up before launch day, check ‘em out here.

What’s keeping you moving, resting, swimming, or reflecting right now?

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A Little Light

Something my friend Rich Diviney taught me: our lives and careers are long games. If we try to peak all the time, we burn out.

From Shed

The Shed Some Light Podcast is on hiatus until Season 2. And I figured: why shouldn’t this newsletter take a cue from that?

So I’m changing things up. What you’re reading right now is a leaner, more focused version of the newsletter — one quote or concept worth sitting with, something that’s been on my mind, one thing to try, and what I’m currently into. That’s it. The goal is for this to feel less like homework and more like a Good Hang — useful, to the point, and worth your time.

So, without further ado:

I’ve been asking myself an uncomfortable and, I think, useful question lately: is my business working for me, or am I working for it?

Don’t get me wrong: things are good. But “good” has a way of becoming a reason to stop asking hard questions, and I’m not wired that way.

So this off-season, I’ve been looking closer at what’s working and what’s not, chatting with my coach (I believe anyone in the business of coaching others should have their own), getting honest about what’s on my plate that shouldn’t be.

I finally delegated some admin things I’ve usually just absorbed. I already feel the difference.

There’s a framework I first learned from Rich Diviney and his work with Dr. Andrew Huberman that I keep returning to. When we sustain effort over time, one of three things happens:

Burnout — push hard, skip rest & recovery, and entropy speeds up.

Resilience — work hard, rest, recover, and bounce back. Like an elastic band returning to its original shape after being flexed.

Growth — Add reflection to rest and recovery and you don’t just return to where you were. You get better, faster, stronger. You grow.

I want to be in growth mode, and that means making time for reflection and progress.

Summer helps for me and it unofficially begins the moment I jump into a lake. The pic above was during a post dinner swim with my eldest kiddo. That’s coming soon, along with time to think about all the stuff that gets tabled when life is life-ing at a faster clip.

Try This

Set a timer for ten minutes. Answer these three questions honestly:

1. What’s on my plate that only I can do?

2. What’s on my plate that shouldn’t be there at all?

3. Of what remains — what could I delegate, or ask for help with?

You don’t have to fix it all today, but understanding what needs addressing is half the battle.

What I’m Into

Watching (as soon as humanly possible): Nathan Fielder’s The Rehearsal, Season 2. If you’ve read Speak-Up Culture, you know I use the Boeing 737 MAX as a case study in what happens when people can’t — or won’t — speak up. Fielder spends an entire season on aviation safety and cockpit communication. I haven’t watched it yet but I’ve done enough research to know it’s going to hit differently. Countless people have told me to watch it. This is me telling you.

Reading: Mitch Albom’s The Little Liar. Sobering and powerful. Particularly resonant when you’re in the middle of writing someone else’s life story — which I am (more on that soon).

Listening: Amy Poehler’s Good Hang podcast. Every episode is exactly what it sounds like, and I can’t stop listening. Love me a good hang.

Summer: More walks with my wife. Kids at some camps. Fridays blocked after 2:30pm. And many jumps into the lake.

What’s this summer looking like for you? Growth? Rest? Survival? Recovery? Reflection? Share more in the comments below.👇

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Here are just a few of the big questions you sent in, and what we had to say.

🧠 “How do I rebuild trust after burnout?”

First off, thanks for this question. It takes vulnerability to name the toll.
Our take? You don’t rebuild trust with performance. You rebuild trust with presence.

Start with:

• Naming it to tame it – address the overwork mode that you’ve been in.

• Rest, recovery, and reflection for you and your team.

• Creating appropriate space to reset rhythms, not just hopeful expectations.

Trust grows when people feel seen, not squeezed.

🤖 “How do we stay relevant in a world where AI is doing more of our work?”

What is this AI thang? I keep hearing about it… 😜

AI can do a lot, but it can’t lead with empathy, create belonging, or exhibit courage.

We reframed this question: It’s not how do I stay relevant?
It’s how do I lead and show up more as a human?

What makes us irreplaceable isn’t efficiency, it’s human connection.

🎯 “How do I know if my work still aligns with my purpose?”

Such a great question, especially for those of us who are in a career transition or post/mid-burnout!

My co-host and I spoke about re-grounding in your purpose to help you best navigate your career and work choices.

If you feel off-purpose:

• Revisit your “WHY” and your “who.” What is your WHY? When do you feel most alive and connected to your work and the people around you? Who do you love to serve?

• Give yourself permission to evolve. Purpose isn’t a fixed point, it’s a direction.

🎥 Watch & listen to S1E8 and all of our episodes💡▶️ 🎧

• 🎥 YouTube

• 🍎 Apple Podcasts

• 🎧 Spotify

Reflection for You:
What’s one question you haven’t let yourself ask lately because it feels too big, too vulnerable, or too unclear?

Find a safe and trusted space and person to ask the question.
A coach. A mentor. A colleague. A journal. Or maybe… us. Reach me, Shed, at team@shedinspires.com!

Thank you all, our amazing community of listeners and leaders, to my co-host , and our wonderful podcast partner BrandCrumbs Media for an awesome Season 1 of Shed Some Light. I’ve had a blast and I hope we’ve served you well. See you again soon!

Here’s to more curiosity, more connection, more courage, and better leadership & relationships ahead!

- Shed.

P.S. A Few More Things...

• We intend to keep sharing a ~monthly Shed Some Light newsletter in our podcast offseason. Stay tuned and feel free to drop suggestions, ideas and requests in the comments below! ⤵️

• We’re working hard BTS on Season 2 with some AWESOME guests already lined up... see: Amy Edmondson, Zach Mercurio, Megan Reitz & John Higgins, Minette Norman, Rich Diviney, Liane Davey, Michael Bungay Stanier, Kristen Hadeed and more!

• ICYMI, last week I had the honor of interviewing fellow Page Two author Adriana Leigh on her brand new book, “Trauma Sensitivity at Work: How to Lead Safe, Inclusive Teams.” You can find that live recording on her website here and YouTube here. It was a juicy convo! A main theme was, “Both, and...” 😉

• Finally, if you’re in Chicago on May 28th, I’ll be there too to help my dear friend Frank T. Ziede launch his book, “The Lost Art of Giving a $#!+” Learn more and register to join us for this epic launch event here. 🚀📔🚘

That’s all for now, folks. See you again soon!

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These are conversations we know we should have, but they feel uncomfortable, too high-stakes, or we’re unclear where to even begin.

In episode 7 of Shed Some Light we build upon our last episode on giving feedback, featuring the brilliant Dr. Liane Davey, and explore how to initiate and lead through those tricky moments. Not conversations to check a box. The type that get us to a better place with clarity, courage, and care.

Here’s an example to make it real…

My co-host was mid-wrestle in a work situation where he was struggling. He didn’t know if he should speak up, what to say if he did, how to say it, or if it would even be worth it. So he reached out to me. We talked it through. And what unfolded was the anatomy of a hard, and, what turned out to be, a worthwhile conversation.

Here’s the thing: these conversations aren’t just about confrontation. They’re about connection, the kind that moves relationships, teams, and decisions forward.

The Anatomy of a Hard (and Worthwhile) Conversation

There’s a rhythm I’ve noticed in crucial conversations that go well; those that feel both vulnerable and productive. I call it the anatomy of a hard conversation, and it looks like this:

1. Should I do this? → Consider this: Is it safe enough to speak up? Is it worth it? More on this dynamic in my book, Speak-Up Culture. 🗣️🆙📘

2. Preparation → Write it down, talk to a trusted friend or resource, clarify your intentions.

3. Invitation → Don’t blindside. Ask: “Can we talk about something important?”

4. The Dip → It will feel messy. Imperfect. Vulnerable. That’s normal. That’s kind of the point and the cost of progress.

5. The Transcend Up → A good conversation (or conversations) leaves both people clearer and better.

6. Follow-through → Act upon your agreements. Without it, you’ll have to repeat the conversation. With it, you grow.

Sometimes, one of the tricky places is where and how to start. One of the most powerful conversation openers we’ve learned is from . Check it out in his Substack post here: “Can I say something imperfectly?” 🤌

Enough Already with David Spinks

Say it Imperfectly

I have a hard time sharing vulnerable things until I've perfected exactly how I want to say it…

Read more

2 years ago · 44 likes · 19 comments · David Spinks

This approach lowers defenses, signals humility, and invites dialog, not monolog. It makes for progress.

🎥 Watch & Listen to the full episode…

• ▶️ Find this & all the episodes on YouTube

• 🎧 Listen (or watch) on Spotify

• 🍎 Listen on Apple Podcasts

Reflection for You:

What conversation are you avoiding that, if done well, could leave you and another in a better place?

Reach out to a friend. Write it down. Start small. But most of all, start.

Keep making it safe and worth it for the people around you to speak up. 🗣️🆙 And when the moment comes, may you lead, speak, and listen with courage, humility, and curiosity.

- Shed.

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Yeah. Been there.

In Episode 6 of Shed Some Light, we welcome my longtime mentor, dear friend, and my first ever bosses’ boss, the brilliant Dr. Liane Davey. She helps us unpack one of the most overused and misunderstood tools in leadership: feedback.

Here’s the truth: Most of us reach for feedback way too often, sometimes at the wrong moments, and often wrong altogether. According to Liane (and I agree), we’re using feedback effectively only about 10% of the time. 😳

So, what gives?

Feedback ≠ Fix-All

First, Liane offers a clear, refreshing definition:

Feedback is information about how your behavior and choices impact someone else.

That means it’s personal (i.e. it’s also about the person giving the feedback). It’s subjective. It’s not a declaration of ultimate truth, but an invitation to explore intent and impact and enter into dialog.

Second, feedback is just one of many tools on our management tool belt. And it’s not always the best one. Sometimes, what’s really needed is:

• Instruction (especially if you’re someone’s formal leader)

• Coaching

• Advice or guidance

• Mentorship

• Evaluation

• Consequences or discipline, if necessary

Knowing which tool to use—and when—is what sets humble, aware, and effective leaders apart.

Stay in the Strike Zone 👉

One of the many concepts that really stood out from Liane is the strike zone, and not just because I’m a big baseball fan… Go Blue Jays! ⚾️

Think of it like this: What feedback is fair game right now? What’s actually helpful based on what someone is currently working on or capable of receiving?

Don’t ask someone working on showing up with confidence why they didn’t speak up in the exec meeting. That’s like swinging at a pitch ten feet outside their current zone.

Start smaller and more appropriately: Did they intentionally sit in a more prominent seat at the table? Did they make eye contact? Did they take up more and appropriate space? Great. Acknowledge that first. Take the right steps along the way to make progress and expand that strike zone.

Make It Dialog, Not Monolog

The more senior your role, the more you are at risk of feedback becoming a one-way street. True feedback is a dialog. Not a lecture.

We shared one of my favorite tools in the episode, the FBI feedback model (Feeling, Behavior, Impact). When used well, it turns generic “good job” or triggering “you messed up” into specific, human-centered, and useful insight. Like this:

• I felt proud when you stepped in to share the right details during our client call. The impact? I trust you to take more of the reins on our weekly meetings. Keep it up!

• I’m concerned because you missed three project deadlines this week. Are you ok? This isn’t like you and it’s impacting your levels of trust with the team right now. What’s up?

It’s not about being soft. It’s about being clear, connected, and candid. And, it’s about listening, being kind, and open with what they share in response.

🎥 Watch & Listen to the Full Episode 🎧

🍎 Apple Podcasts (audio)

▶️ Spotify (audio & video)

🎥 YouTube

Here’s a Reflection & Action for You:

What’s one situation this week where feedback wasn’t the right tool, but you reached for it anyway?

That’s okay! What else could you have used?

And, for a bonus, try using the FBI (Feeling, Behavior, Impact) feedback tool this week. It may be easier and wiser to start with a positive FBI rather than a constructive one. Try transforming a lacklustre “good job” to something more helpful, impactful, and inspiring. And, you can use our FBI tool as a quick guide.

Keep making it safe and worth it for the people around you to speak up… and choose the right tool for the job while you’re at it. 😉

Best,
Shed.

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But here’s the thing: Culture is happening, whether you’re intentional about it or not.

And if you’re not paying attention to the brine, don’t be surprised by the sour pickles it can produce.

Introducing The Culture Equation

In Episode 5 of Shed Some Light, we unpack an equation and explore one of my favorite metaphors: Culture and how it’s like a pickle jar. 🥒🫙

People (your cucumbers) go in. Over time, they absorb whatever’s in the brine – your environment, values, habits, tone, and, of course, your leadership.

And what comes out is either something generative… or depleting.

So, how do we make sense of something as amorphous as “culture”?

Here’s the working formula:

Culture = (Values × Behavior) ^Influence

• Values must be clear and behaviorally defined, not just words like “integrity” or “excellence” slapped on a PowerPoint slide, business card, or screensaver. Instead of "excellence", something like "do more of our best work" is more effective.

• Behavior brings those values to life (or otherwise), that’s why its values multiplied by behavior. Anything multiplied by zero is zero. Anything multiplied by a negative? That’s when you get toxicity. When you live your values, your culture thrives.

• Influence is the exponent. The more influence someone has – whether by position, tenure, or simply because they behave as a leader does – the more their values and behavior impact the brine.

In the episode, we also unpack:

• The difference between a strong culture and a healthy one. Tip: Healthy is more important than strong. 😉

• Why middle managers hold the keys to cultural transformation as they have multi-directional influence.

• How to define, measure and shape culture with real stories, not corporate jargon.

And yes, we talk a lot about pickles! #MindTheBrine #FermentOn

🎥 Watch & Listen in All of the Places 🔗

• Watch on YouTube

• Listen on Apple Podcasts

• Listen (or watch) on Spotify

Reflect & Act: What’s in Your Brine?

Try this with your team this week:

• Prompt team members to share stories about times when your workplace culture made them feel proud. Feel free to share as well! Be specific. Talk about the experiences and the people involved.

• Then ask: What does these stories and the common patterns and themes say about who we are at our best?

• And… Remember, that the health and strength of your culture isn’t determined by your stories of old but of the new stories you create, find and share every day. So, always be on the prowl for new stories that exemplify your culture at its best! Both the positive stories and the ones where lessons were learned.

• Add a comment to let us know how it goes!

Culture isn’t fixed. It’s a practice. It’s a brine you contribute to every day.

Ferment on! 😜

- Shed.

Some Exciting Stuff Upcoming with Blend!

I’ve done a lot of collaborating with Blend over the years and as a Founding Faculty Member. We’re very excited to announce the launch of our Executive Learning Pathway with Building a Healthy and Thriving Speak-Up Culture.

• Join us for our LinkedIn Live kickoff event on March 27 at 10am EDT / 2pm GMT.

• Learn more about the CPD Certified pathway and use code BLEND-SHED20 at checkout for a special 20% discount!

I hope you’ll join us to use this learning pathway to inspect and impact your brine (your culture) for the better (not bitter!).

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Fun, right?!

I’m sure you already know and have felt it: without trust, everything takes longer, feels heavier, and is at risk of falling apart.

Trust isn’t just a warm, fuzzy feeling. It’s the essential foundation of healthy leadership and sustainably high-performing teams. It’s the grease that makes the gears of team culture & performance run smoothly.

And yet… many teams struggle to define trust, meaningfully address it, or even recognize when it’s missing.

Defining Trust So We Can Build It

In this episode of the Shed Some Light Podcast, we go deep on trust: what it is, why it matters, and how to actually build, maintain, and repair it.

We offer our working definition:

Trust is a belief that another person or party has our best interest – not only their own – at heart and in mind, exhibited through their behaviors.

This isn’t just about intention. It’s about action and behavior.

In the episode we unpack the 4Cs Framework of Trust that we learned from our friend Rich Diviney:

• Competency – I trust you to do the thing right.

• Consistency – I trust you to do the thing right over time.

• Character – I trust you to do the right thing.

• Compassion – I trust you to do the right thing for others because you care.

Each of these is a lens to evaluate how trust is showing up in your leadership, team, culture, and relationships. Or where it might be lacking.

In the episode, we also explore:

• Why trust is a prerequisite for psychological safety.

• How to build trust when you inherit a low-trust team.

• The role of reputation and behavior in expediting or eroding trust.

• Personal stories (including one with me and … oh, juicy!) of trust tested and repaired.

🎥 Watch & Listen to Episode 4 🎧💡

• 🍎 Listen on Apple Podcasts

• 📺 Watch on YouTube

• 🛜 Listen or watch on Spotify

Your Turn: Reflect & Act

Take a moment and ask yourself:

• Who do I trust most in my life and career?

• What behaviors have they displayed to earn my trust?

• Where might I be missing the mark on the 4Cs (Competency, Consistency, Character, and/or Compassion)? And, how might I be able to do better?

Then, invite your team into the conversation. Use this episode (and the 4Cs model) as a starting point to evaluate and deepen trust where you work.

Because when trust is present, everything works better. And when it’s not… we feel it and know it.

Let’s go!

Best, grateful and looking forward,
Shed.

P.S. You may also want to check out the “Trust Fall Assessment” from Rich Diviney and team as a practical tool to evaluate your own 4Cs and identify areas for growth on your team. You can use the code SHEDSOMELIGHT15 to get a 15% discount on both the Trust Fall and Attributes Assessments. They’re awesome!

If that question feels uncomfortable, you’re not alone. It’s a vulnerable experience.

But here’s the truth: if everyone around you is always nodding in seeming agreement, you’re probably not hearing the full story and you’re certainly not gaining from their POV and best ideas.

Leadership Grows When We Challenge Our Own Ideas

In Episode 3 of Shed Some Light, we did something different. We hit the record button and invited a room full of diverse, smart, and curious people to poke holes in our working definition of leadership. By now I’m sure you’ve committed it to memory… 😜 Tattoos anyone?!

Leadership is the attempt to leave the people and the world around us better than when we found them.

The conversation? It was engaging, insightful, and fantastic. People offered new angles, pushed back on the language, and helped us expand our own thinking. Woohoo! It reminded us of something vital:

Leadership isn’t about always being right. That’s silly. It’s about wanting to improve.

Leadership is about being open to better ideas. Open to feedback. Open to letting go of your ego so you can show up and lead more effectively.

In our group conversation, we talked about leadership at scale, intentionality, the difference between managing and leading, and how leadership can sometimes look more like quiet persistence than bold vision.

We also explored why dissent matters – in our leadership and in cultivating a speak-up culture – and how to design spaces where it’s truly welcomed.

Because if your team doesn’t feel psychologically safe or think it’s worth it to disagree with and challenge you, you’re not leading. You may just be in charge….

🎥 Watch & Listen to the Full Episode

• ▶️ Watch on YouTube

• 🍎 Listen on Apple Podcasts

• 🛜 Listen (or watch 👀) on Spotify

Try This: Make It Safe & Worth It for People to Challenge You

Next time you’re in a meeting, try this:

1. State the issue or opportunity without offering your idea first.

2. Ask: “Who sees this differently?” or “What else do you have to add… or edit?”

3. Wait……. At least 7 seconds. Let the silence do its work. 😉🤫

4. Encourage people to share openly, especially if it contradicts your view.

5. If more silence ensues after points 3 & 4, or you aren’t getting the type of contributions you were hoping for, utilize a breakout conversation (in person or virtually) and then repeat steps 3 & 4 to see what gold you get!

Let us know how it goes... And...

Remember: Better decisions come from more diverse perspectives.

Leadership isn’t about having all the answers. It’s about creating a space where others feel that it’s safe and worth it to offer theirs.

A HUGE Shed Some Light thank you to our dinner and a pod guests – Emily, Holly, Jill, Katerina, Liz, Pedram, Vince, Will, Chai – for their awesome contributions and another special thanks to for hosting us!

Have the courage to speak up and the humility to listen.

Best, grateful and looking forward to more ahead!
Shed.

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Now, I’m concerned, and you may be as well…

Not all, but too many of those in positions of authority behave in ways that may not seem very leader-like. “Leaders” who choose blame, finger pointing, division, and delusion instead of accountability, hope, and unity. “Leaders” who are all too willing to sacrifice people for numbers or a self-serving agenda. Yikes. I know.

While this time may feel unique and different, it isn’t. Different time, different technology. Similar story. Similar playbook.

This isn’t to make light (pun intended) of the situations that many are facing. This is intended to instill hope and give us a more productive and generative path forward.

We Can Choose and Do Better. You In?

This is the whole reason I’ve devoted my life and career to the work of leadership development. To help us better define leadership, better select who to follow, and support L/leaders as they develop.

Why L/leader?

Well, leadership isn’t a title. Leadership is a set of behaviors. This has been a focus of the first two episodes of the Shed Some Light Podcast.

• Ep. 1: What Is Leadership, Really? (38:47)

• Ep. 2: Leadership Isn’t a Title. It is a Set of Behaviors. (38:08)

What is the only requisite of being a leader, you ask? Well, followers. That’s it. People who willingly choose to go in the direction you’re going. People who choose to follow another, not for the leader, but for themselves. That leader represents, embodies, and moves us toward something they want. It could be belonging, safety, security, the list goes on.

“L”eaders have the title. They may not have the people. “l”eaders exhibit the behaviors, even if they don’t have the position or the title, yet or ever.

Regardless of rank, we can:

1. Define what it means to be a leader. We offer a working definition in episode 1: The attempt to leave the people and world around us better than when we found them.

2. Select Leaders against this definition and to use attributes like decisiveness, compassion, confidence, and accountability as selection criteria.

3. Support L/leaders better. To create communities (groups of people who agree to grow together), tools, and experiences that support the development and growth of L/leaders.

Sometimes we get to pick our Leaders. Many other times we don’t get to. What we always get to choose is how we show up and the relationships we choose to nurture, develop, and invest in. Absent being able to choose who our Leader is, we have the choice of which humans to follow. We have the choice of which behaviors to focus on, practice, and exhibit.

What We Can Learn from Chimps

An excerpt from my book “Speak-Up Culture: When Leaders Truly Listen, People Step Up:”

Frans de Waal studies the social behavior of primates—how they fight and reconcile, share, and cooperate. He’s discovered fascinating parallels between how humans and primates choose their best leaders. Studying chimpanzees, de Waal found that both chimps and humans are dominance-hierarchical and power hungry. In chimpanzees, the “alphas” are not necessarily the strongest. The longest-lasting, most popular, and most successful leaders do not behave as bullies. The most successful alphas are the most cooperative, generous, and empathetic of the group. These alphas keep the peace, provide comfort, and stabilize the group. This behavior is not solely service-oriented or altruistic, however. These alphas act this way for the benefits of popularity, respect, and staying in power. Unfortunately, we humans have adopted the term “alpha” typically to denote overly aggressive, bullying behavior, rather than the true leadership behavior that is far more nurturing in virtually all primates.

The good news?

Whenever we can, we can choose who to follow. Wherever we are, we can choose how we show up… or, if wiser, not show up at all.

We can choose better, not bitter.

🎧 Episode 3 of Shed Some Light, “Want to Be a Better Leader? Invite Dissent,” drops on February 24th.

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Even more, how would you measure it?

Leadership Isn’t a Title. It’s a set of Behaviors.

In Episode 1 of Shed Some Light, we shared our definition of leadership:

The attempt to leave the people and world around us better than when we found them.

In Episode 2, we go one step further: How do we assess whether we’re leading well?

➡️ Enter the Wheel of Leadership 🛞 — a simple tool to help you evaluate the behaviors that make leaders effective. Not just the flashy rizz stuff. The real, everyday actions that build trust and inspire people to follow you by choice, not obligation.

The wheel breaks leadership into two parts:

1. The Essential Attributes*:

I. Decisiveness - To make decisions quickly and effectively, sometimes with limited data.
II. Compassion - The ability to show sympathy and concern for others.
III. Confidence - The feeling of self-assurance, a belief in one’s own capacity and qualities.

And our honorable mention: Accountability - To take responsibility for, and ownership of, your decisions, actions, and the consequences thereof. I WISH I could state that all Leaders posses accountability, but they simply don't. There are leaders out there who have zero accountability and all blame and yet they are still followed. Womp. Tune into the episode to hear more! And, what we can each do about it. 🎧

2. The Contextual Attributes like curiosity, service, care, empathy, and authenticity—traits that may not be required in every setting, but help leaders smooth & round out the ride.

Think of the Essentials as the metal rim of the wheel. They’re foundational and required. But without the rubber tire – the Contextual Attributes – your leadership might get you somewhere… just not very smoothly!

*Note: These attributes and their definitions are taken with permission from our friend and partner of the pod, Rich Diviney’s brilliant work and book, The Attributes: 25 Hidden Drivers of Optimal Performance. Learn more and check out Rich’s books and tools at TheAttributes.com.

🎥 Watch, Listen & Use the Wheel! 🛞

Find the full episode links below, with instructions on how to utilize the Wheel of Leadership assessment:

• Watch on ▶️ YouTube

• Listen on Apple & 🎥 watch n’ listen on Spotify

Try This: Self-Assessment & Reflection

Want to see how your leadership stacks up?

👉 Download the Wheel of Leadership 🛞 for free or for a contribution of your choice and rate yourself across each attribute. If you feel comfortable, use it as a 360-degree feedback tool and ask your team to rate you too!

Then ask yourself:
Where am I strong? Where could I grow? And how do I want to show up for those who count on me and my leadership?

Please feel free to comment and share your reflections and questions with us!

And, remember… Leadership is a practice. Let’s make it smoother, more human, and more intentional… together!

- Shed.

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We say things like “they’re a good or bad leader” or “we need better leadership around here!” Rarely do we pause to ask: What are we actually talking about? What does it truly mean to be a leader?

And if we can’t define it, how can we expect to do it well? Or choose the right people to follow?

Why We Need a Common Definition

In the first episode of the Shed Some Light podcast, we go straight to the heart of the matter. We ask and answer the question: What Is Leadership? Not in some abstract, PhD or MBA-syllabus kind of way. But in a way that’s actually useful for those of us who want to lead well and follow wisely.

Because, if we’re to create a podcast dedicated to leadership development, we should probably start at square one. What does it mean to be a leader anyway? How do leaders behave?

Here is our working definition, and we’d love to hear your thoughts and reactions…

Leadership is the attempt to leave the people and world around us better than when we found them.

A definition built around two key words: attempt and better.

Attempt recognizes that leadership isn’t a title—it’s a continuous, imperfect, and human practice. We never arrive. We’re always arriving. Every decision, interaction, or missed opportunity is part of the attempt to lead. Sometimes we get it right. Other times we get to learn and keep going and growing.

Better shifts the focus away from personal ambition toward impact and serving others. It’s not about being the leader. It’s about making things better for others. Sometimes that looks like a bold move. Other times it’s a subtler choice, like turning down a meeting to honor a family commitment, modeling healthy boundaries for the team. Regardless, all leaders serve others. Hard stop. If you ain’t serving, you ain’t leading.

Leadership is contextual, messy, and often unglamorous. But that doesn’t mean we shouldn’t better define it and try to practice it for the better. After all, we need leaders, and effective ones at that, to move forward.

Want to Dive In Deeper With Us?

🎥 Watch “What Is Leadership, Really?” on YouTube

🎧 Listen to the podcast episode on:
🛜 Spotify
🍎 Apple

Try This: Reflect With Your Team

Take a moment to reflect… And if you’re up for it, bring this into your next team meeting:

What does “better” look like in our team, organization, or community right now?
And… What’s one small attempt you could make this week to move toward it?

Try it. See what changes… and hopefully it’s for the better.

And remember…

You don’t get to decide if you’re a leader; the people around you do. The only true and pure test of leadership is if others are choosing to follow.

So lead like someone is listening and watching… because they are. As a leader, your whisper is a shout and your tip toes are stomps.

Best, grateful, and looking forward to our leadership journey together!
Shed.

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And I’ve got a question for you:

What would change if more people understood what it meant to be a leader and actually behaved into that definition? Woof.

That question sits at the heart of Shed Some Light, our new podcast and companion newsletter, co-hosted with my friend and the awesome . It’s for leaders who want to show up better, build trust, and actually make a difference.

No fluff. No jargon. Just human-centered conversations, practical tools & insights, and stories that make you think, “Yeah… I’ve been there…” and, “Oh, that’s good! I’m using that.”

▶️ The Trailer! 🎥

So, What’s This All About?

Every other week, starting next Tuesday, January 27th (!!), we tackle one question, topic, or challenge leaders face—and we dig deep. Sometimes we have help from our friends and brilliant leaders like Liane Davey and Rich Diviney. Oftentimes it’s David and me jamming, riffing, and making sense of it all.

From defining leadership in real terms (not just titles or rizz), to building trust that holds under pressure, to designing cultures where people actually want to show up and speak up—we get candid, curious, and occasionally pickled (you’ll see). 🥒🫙😉

These aren’t MBA lectures or convoluted academic papers. Though evidence-based, this is real talk and helpful tools and insights for real leaders. The ones navigating burnout, feedback fails, hard conversations, and the ever-present “Am I doing this right?!”

Here’s a Taste of What’s Ahead

In Season 1, we’ll explore:

• What is leadership, really? Not the title, but the attempt to leave people & things better than you found them.

• The Wheel of Leadership: A self-assessment tool to help you track how smooth (or bumpy) your leadership ride is feeling.

• Why dissent is a gift, not a threat: How to invite effective disagreement and with grace.

• Trust: What it is, how to build it, and what breaks it down.

• Culture is like a pickle jar: What’s in your brine? 🥒

• Feedback: How to give and receive it appropriately and like a human (not a robot).

• Hard conversations: Why avoiding them costs you more than having them and how to make them worthwhile.

• Your questions, answered: From burnout to AI to purpose misalignment, we answer direct questions from our wonderful community of listeners and leaders.

And we’re just getting started.

Who’s It For?

If you…

• Lead a team, or want to lead better

• Wish to choose better leaders to follow

• Care about organizational culture, trust, and purpose

• Believe in feedback and candid conversations, but fumble the delivery

• Want to make speaking up psychologically safe and worth it

…you’re in the right place.

How to Join the Conversation

🎧 Listen to the podcast: Available wherever you get your podcasts. Watch on YouTube or Listen on Spotify or Apple.

📩 Subscribe to this newsletter: You’ll get a fresh insight in your inbox every other week, plus a leadership reflection or action step to try.

📢 Speak up: Reply to this email anytime. Let us know what topics you’d like us to explore, what’s resonated most so far, and what feedback you have for us.

Thanks for being here. Truly. Because leadership is about showing up for yourself and others.

Let’s build a better standard of leadership, together.

And as always…

Keep making it safe and worth it for the people around you to speak up.

Giddy on up!
Shed.

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Hosted by Stephen “Shed” Shedletzky, author of “Speak-Up Culture: When Leaders Truly Listen, People Step Up” and the fourth member to have joined Simon Sinek’s team. After more than a decade working alongside Simon as Chief of Staff and leader of the global speakers’ team, with this podcast Shed explores what it truly means to lead—beyond the buzzwords and jargon and into the actual behaviors.

Shed brings his wealth of experience working in leadership development for more than 15 years to help listeners define leadership in a modern context, debunk common myths, and overcome the barriers that hold them back. With each episode, you'll gain actionable steps to foster progress, strengthen your team, and create lasting impact, all while staying true to your values.

Designed for leaders at all levels, Shed Some Light combines stories from experts, tangible tools, and meaningful insights to guide you toward becoming the leader you are meant to be. 

Tune in and enhance your leadership journey today.