There's a trait that's common amongst good leaders: future orientation and forward momentum.These two things, when combined, create a sense of energy, agency, and self-esteem within leaders themselves and within the teams and organizations they serve. Today on the podcast, we're going to break down what these things are, why they're helpful, and how you can embody them. Thanks for listening. Hungry for more of the things we talk about on this podcast? Visit mimigordon.com to find articles,

There's a model that I bet you've seen many places. In relationships — whether those relationships are romantic, friendships, or employment-related — we have needs, and it’s the responsibility of other people to meet them.This leaves us waiting for other people to notice our needs, which we may or may not have expressed. It leaves us waiting for them to take action to meet them. It leaves us waiting. Today, I’m making a pitch for thinking about this differently. And for meeting your own needs

We all face challenges in our work and lives, and we all make mistakes and find ourselves in uncharted territories — situations that we’ve never encountered before, and so need to learn to navigate.How well we navigate these moments, how quickly we move through their challenges, and how much we learn from them often comes down to one thing: what we make them mean. I sometimes describe this as whether we “take on” a situation (making it mean something about who we are, wearing it like a weight) or

Today, we’re talking about another culture eroder: the assumption of inclusion.Assuming inclusion is often innocent — it’s the assumption that if we haven’t heard that we’re being exclusive, we must be doing alright. And while this is sometimes true, often, we’re being unintentionally exclusive in ways we can’t see. This can happen in the context of the diversity of our team, but in other ways, too. Some of which are quickly and easily corrected. We’ll talk about both, and I’ll also gush about one

We’ve been talking all about feedback — focused mostly on giving.Today, we’re turning around some of the tools we’ve discussed and applying them to receiving feedback. We’ll talk about how to identify the feedback you want, and how to make sure you get it. And, we’ll discuss why getting in the habit of asking for feedback is so important — for you AND your team. Thanks for listening. Hungry for more of the things we talk about on this podcast? Visit mimigordon.com to find articles, classes, and

Your team’s results are created in your culture. » Your culture is built on trust. » Good feedback is essential for trust-building and growth. » Feedback is important.Today is the first of several episodes all about feedback: why it’s important, what gets in the way, what makes feedback good, how to build a healthy feedback culture on your team, and strategies for delivering it well. Whew. Tune in for this first episode, where we’ll talk about the purpose of feedback, its link to the cultural

Today’s podcast is a story.I’m sharing a beautiful metaphor created by a client many years ago in a moment of new understanding. It’s short, sweet, and a perfect reminder for everyone. Thanks for listening. Hungry for more of the things we talk about on this podcast? Visit mimigordon.com to find articles, classes, and other resources. Or to schedule a free 60-minute consultation to talk about working with me as your coach. You can also find me on Instagram @mimigordoncoaching. Help other people

Look up right now and you’ll likely find some reinforcement of the message that what makes you valuable in your professional life is the number of hours you put in. Or the number of tasks you check off your list.Many of us are taught early in our careers that these are the things that determine our value. Which can create a never-ending chase toward longer hours and more tasks in order to offer greater value. This is a hamster wheel. Today, we’re talking about what really determines the value we

Today’s episode is all about a single sentence: I don’t know what I want.This thought can create a truly paralyzing cycle of confusion and stuckness. It’s vicious. And it’s never, ever true. I’ve worked with so many people who struggle with what they want: in their careers, relationships, etc. And every time this thought enters the picture, it does damage. Let’s talk about what happens when we think this seemingly innocent and true little sentence. And what to do when it seems true, but is stopping

You feel called, drawn, compelled. To a project, a role, a career.And this thing that you feel drawn to, you also feel incredible resistance to. You avoid putting yourself in the chair and doing the work. You fight your way through doubt and overwhelm as you do it. You dread the delivery of the thing you created. Welcome to resistance — the force that often shows up between us and what we’re here on the planet to do. What is it? Why is it? Is it normal? We’ll answer all these questions and more on

What’s the most emotionally heavy team you’ve ever worked on?You probably had an immediate answer to that question. Heaviness, or emotional weight, is problematic within an organization. On today’s Joyful Leader, we’re making sure it doesn’t weigh your team down. We’ll talk about what it is, where it comes from, why it’s such a problem, and how to prevent it. Thanks for listening. Hungry for more of the things we talk about on this podcast? Visit mimigordon.com to find articles, classes, and other

Du ER en Big Deal - tid til, at OWNE det og ikke gøre dig selv mindre!Når du bygger dit brand fra hjertet og det, du virkelig står for, bliver din synlighed langt mere magnetisk. INVITATION TIL GRATIS WORKSHOP! Hvis du vil lære min 4-trins metode til at skille dig ud, blive go-to personen i din niche og skabe stabil voksende indkomst via Instagram, så er du hjertelig inviteret: Tilmeld dig her: https://livness.com/frihedmarts2026 I denne episode deler jeg en aktiveringslydfil fra et tidligere

You consider yourself an open-door leader.And yet, there are times when you want more feedback from your team. Maybe you get crickets when you ask for feedback after a meeting presentation. Or maybe when you ask your team for feedback about you as a manager, they tell you everything’s great. Today on the podcast, we’re talking about how to get great, specific, actionable feedback from your team. And, how to create a culture of giving good feedback, even to your boss. 😉🤓 Tune in to start getting

The habits of an organization either build culture or erode it.This episode is the next installment of the culture eroder (and corresponding culture builder) series. And today’s culture eroder is: lack of ownership. Lack of ownership as a habit within an organization leads to a lot of heaviness — a sense of drag, protracted processes, and lack of clarity. It usually happens innocently, and for some predictable reasons. Today on the podcast, we’ll talk about what can cause it, what it looks like,

No amount of training will help your team grow as much as what you show them.Who you are as a leader — how you make decisions, who you consider when making them, how you approach problems, how you interact with other people — all of these things are more powerful teaching tools than any content or training outline. Today on the podcast, we’re talking about the greatest teaching and mentoring tool there is: role modeling. I recently had the joy of working with a group of exceptional role models, and

There’s an honest mistake that organizations make when hiring capable people.They think that someone’s capacity and depth of experience mean they will be autonomous and independent right away without a lot of guidance. Essentially, the mistake is thinking that hiring great people means you don’t have to do anything to set them up for success. Today on the podcast, I’m talking about why this couldn’t be further from the truth, and sharing the concept of accountable autonomy — in which an

Step one: build a strong culture.Step two: maintain a strong culture. Daily. It’s common to think that culture is something you build once and lasts forever. But really, your culture is ever-evolving. With every season, new hire, initiative, and priority shift, your culture is changing. Rather than being set-it-and-forget-it, maintaining a strong culture is a constant part of leadership. Tune in to talk about what this means, and to hear one of my favorite anecdotes about maintaining

There are many rubrics and wisdom out in the world about decision-making.Today on Joyful Leader, I’m sharing a tool to help you understand a decision before you make it. It’s a tool for deeper self-awareness and understanding. Using this tool helps you make decisions and take actions in line with your values, priorities, and integrity. I mean, come on. Who doesn’t want that? It’s something I use with clients all the time, and it’s a super simple process. Thanks for listening. Hungry for more of

Welcome to the next installment of the culture eroder (and corresponding culture builder) series. And today’s culture eroder is: power language.Power language is anything that draws conspicuous attention to power differentials within your team or organization. Power language can take the form of using titles when it’s not necessary, building mystery around certain meetings or decisions that not everyone is a part of, or many other things. Listen in to hear more about what power language is, why it

On the horizon is a series of episodes all about feedback . . . get excited. But today, we’re starting with a client request. Many of my clients have had a-ha moments in our conversations about feedback when we look at the real reason they’re not delivering feedback to a team member. So today we’re going to talk about the shift that turns the reason we think we’re not giving feedback into the actual reason we’re not giving feedback. And, how this one-word shift makes all the difference. Thanks for