A while ago, I listened to a podcast that completely changed my perspective on this topic. Before that moment, I focused mostly on the work itself rather than the people doing it. However, the stories I heard made me realize that leadership is about much more than oversight. Most of the staff members I work with are younger than I am, and I began to see them as individuals with their own goals and challenges. This change in my mindset helped me become more empathetic toward my team. I started to look at their lives with more understanding, which improved the way we work together.

Empathy is the most important skill for a new or aspiring leader to develop. To be empathetic means you make a real effort to understand what another person is feeling or experiencing. For example, if a team member seems stressed, a good leader stops to listen and offer support. We must remember that everyone is dealing with things in their personal lives that we might not see. When you show your staff that you care about them as human beings, you build a foundation of trust. This trust makes people feel safe, respected, and ready to do their best work.

In addition to being kind, a great leader focuses on developing their people. Your main goal should be to help your staff grow and reach their full potential. When you spend time teaching them new skills or offering guidance, you are investing in the future of the entire organization. This shows your team that you value their long-term success, not just what they can do for you today. A leader who helps others improve is a leader that people truly want to follow.

Caring for the well-being of your team is another essential part of being an effective leader. This involves looking after their mental and physical health and making sure they do not feel overwhelmed. People are more than just workers; they are individuals with families, hobbies, and personal lives. If a leader pushes their team too hard without rest, the quality of work will eventually suffer. Instead, try to create a workplace where everyone feels energized and appreciated. A healthy and happy team is always more productive and loyal.

My personal values play a significant role in how I choose to lead. Family is one of my highest priorities, and I believe work should support our lives at home. I often tell my team that while our jobs are important, they should never come before our families. My mindset is to do excellent work while at the office, but to never do so at the expense of the people we love. A good leader encourages their team to find a balance between their professional duties and their personal health.

I have noticed that many high-level managers lose touch with these simple ideas as they move up in their careers. They often focus so much on numbers and rules that they forget the importance of building relationships. I want to help these leaders see that leadership is actually a form of service. When you approach your role with the intent to help others succeed, everyone wins. Helping your team grow is the most effective way to lead a department or a company.

Take Action: Your Leadership Checklist

If you want to start leading with more heart today, try these simple steps:

• Check in genuinely: Ask one team member how they are doing today, and listen to their answer without talking about work.
• Give specific praise: Find one thing a staff member did well this week and tell them exactly why it helped the team.
• Ask about growth: During your next meeting, ask your team member what new skill they are most excited to learn this year.
• Respect the “off” switch: Encourage your team to leave work at the office so they can fully focus on their families and personal health.

Thank you for taking the time to read this and for caring about the people you lead.

Philip Mattawashish

Leading a team takes effort, but leading a room full of leaders brings a whole new challenge. It’s not just about giving direction. It’s about guiding people who already know how to lead in their own ways.

I thought about this recently while watching a colleague try to manage a group of highly capable individuals. Each person brought something unique to the table — some were running departments or leading programs, others were planning events, managing people, or raising families. A few were still growing into leadership but showed strong potential.

It made me wonder: how do you lead when everyone else in the room is also used to leading?

Leading with Respect, Purpose, and Presence

To lead other leaders, you have to begin with respect. You’re not walking into a room full of blank slate, you’re walking into a room full of experience, perspective, and ideas. If you assume you’re the only one with answers, people will quickly disengage. Leadership in this kind of space means honoring the knowledge already in the room and showing that you’re there to work with others, not above them.

Rather than trying to control everything, your job is to guide the direction of the group. Strong leaders don’t want to be told what to do step-by-step — they want clarity about the mission and space to contribute to it. That’s where purpose comes in. If people understand the bigger picture, they’ll bring their full selves to the table. You don’t have to do it all. Set the vision, then let others help carry it forward in their own ways.

Equally important is your ability to create space for others to speak. You don’t need to lead every moment of the conversation. Sometimes the best leadership move is asking a thoughtful question and letting others take it from there. Leaders appreciate being heard. Listening with intention builds trust and shows you value the group’s input, not just your own ideas.

Of course, confidence matters too — but so does humility. When you’re surrounded by capable people, it’s normal to feel pressure to prove yourself. But remember, you were chosen to lead for a reason. You don’t have to pretend to know everything. It’s okay to say, “I’m not sure yet” or “What do you think?” That openness makes others more willing to engage, because they know you’re not driven by ego, but by growth.

Finally, remember that leadership doesn’t look the same for everyone. Some people lead with energy and voice, while others lead through quiet consistency. Some are more emotional, others more logical. All of these approaches are valid. As the person leading the group, your job is not to force everyone into the same style. It’s to understand their strengths and create an environment where each person can lead in the way that suits them best.

Final Thoughts

Leading other leaders isn’t about being the loudest or the smartest. It’s about guiding with clarity, creating space for others, and showing real respect for the people in the room.

When you can balance direction with listening, confidence with humility, and structure with flexibility, you earn trust. And when leaders trust each other, the group moves forward with clarity and impact.

Because real leadership isn’t about being above others — it’s about rising together.

If you found this post helpful or thought-provoking, I invite you to check out my book, Walking the Leadership Trail. It’s a personal and practical guide to leadership rooted in real-life lessons, reflection, and growth. Your journey might just begin with a single page. Click the link: My Book

Philip Mattawashish

When you become a leader, it’s easy to feel like you always need to have the answer. You want to keep things moving, support your team, and solve problems quickly. So when someone brings you an issue, the natural instinct is to fix it right away. But here’s the catch — if you’re always the one stepping in with solutions, your team doesn’t get the chance to figure things out for themselves. Over time, they might stop thinking independently and start waiting for you to make every decision.

True leadership isn’t just about giving answers. It’s about building the kind of team that knows how to think, act, and lead on its own. That means sometimes you need to step back and allow others the space to learn. When someone comes to you with a challenge, try asking, “What do you think?” or “How would you handle this?” These simple questions can do more for their growth than any quick solution ever could.

This doesn’t mean you stop helping your team. It means you help them by trusting them. Growth takes time. Giving people the space to think through problems might slow things down in the short term, but in the long run, it creates a team that is more confident, capable, and independent. People become better problem-solvers when they are given the chance to think, try, fail, and improve.

Of course, leadership is also about knowing when to step in. There will be moments when the stakes are high, when time is tight, or when someone truly needs your support. In those cases, it’s okay to lead directly and offer solutions. But the skill is in knowing the difference between stepping in to help and stepping in too soon. If you always lead from the front, others won’t learn to lead from where they are.

Sometimes, the best decision you can make isn’t a solution — it’s silence. Not every issue needs to be solved right away. Slowing down, waiting a day, or letting someone else take the lead could result in a better outcome. It could also be the moment someone on your team starts to believe in their own leadership potential.

The strongest leaders understand that success isn’t just about getting things done. It’s about helping others rise. By stepping back, you’re not doing less — you’re creating more space for growth, ownership, and trust. And that’s what builds strong teams.

So the next time you feel the urge to jump in and fix something, pause. Ask yourself if this is a moment to guide, or a moment to let go. Because often, the best kind of leadership isn’t about solving the problem. It’s about building the person who will.

If you’re a leader, challenge yourself this week to step back — just once — and give someone else the space to think, decide, or lead. Trust their potential. Support their growth. You might be surprised by what they’re capable of when you stop doing and start empowering.

Leadership isn’t always about having the answers. Sometimes, it’s about creating the space for others to find theirs.

Ready to build a stronger, more confident team? Start by stepping back. Check out my book Walking the Leadership Trail — it might be the guide you’ll need to start: Click HERE

Philip Mattawashish

Whether you’re stepping into leadership for the first time or have years of experience, one thing stays the same: the more you understand yourself, the more effective you’ll be at leading others.

Leadership isn’t about copying someone else’s style or following a formula. It’s about leading as yourself with clarity, confidence, and honesty. And that starts with self-awareness.

Why Self-Awareness Sets the Foundation

Leadership is about people. You’re guiding, influencing, and supporting others. But you can’t do that well if you don’t know how you lead, what drives you, or how your actions affect the people around you.

Self-awareness gives you that insight. It helps you spot your strengths, acknowledge your blind spots, manage your emotions, and stay aligned with your values. Without it, leadership turns reactive and inconsistent.

You Lead from Who You Are

You can read all the books and attend all the workshops, but your leadership still comes from within. Your background, beliefs, personality, and fears all influence how you lead.

If you don’t take time to reflect, you risk leading in a way that feels off or even confuses your team. When you know yourself well, your leadership becomes clearer, faster, and more trustworthy.

What Self-Aware Leaders Do Differently

Self-awareness helps you:

• Make better decisions. You know what matters to you and align your choices with those values.
• Handle pressure more calmly. You recognize your stress triggers and know how to respond, not just react.
• Build stronger teams. You’re honest about your limits and open to feedback. That creates trust and a healthier work culture.
• Communicate more authentically. People respond to honesty. When you speak and lead from self-awareness, your team can feel the difference.

How to Build Real Self-Awareness

This isn’t a one-and-done task. It takes consistent effort and curiosity. Start here:

1. Reflect Regularly

Carve out time to think through your choices, reactions, and behaviors. Ask:

• What worked today?
• What didn’t and why?
• How did I show up under stress?

Journaling helps you track patterns and notice changes over time.

2. Ask for Real Feedback

We all have blind spots. Ask people you trust for feedback not just on results, but on how you lead. Don’t fish for praise. Look for insight.

3. Know Your Triggers

Pay attention to what rattles you. Is it being challenged? Uncertainty? Control issues? Once you name your triggers, you can pause and respond more intentionally.

4. Stay Curious

Self-awareness isn’t about fixing everything. It’s about understanding what energizes you, what you value, and where you want to grow. Keep asking questions. Stay honest.

Final Thought

Leadership begins with you. The more you know about yourself, the more grounded and confident you become. And that makes you a better guide for everyone around you.

Self-awareness isn’t optional it’s a strength. In a fast-changing world, it helps you stay steady and lead with purpose.

Know yourself. Lead from there. That’s where leadership gets real.

Philip Mattawashish

Stepping into a leadership role for the first time can feel like walking a tightrope. There’s pressure to prove yourself, avoid missteps, and keep everything running smoothly. The safe move? Stick to what’s known. Follow the playbook. Don’t rock the boat.

But here’s the problem with playing it safe: you won’t make much of a difference.

If you want to grow as a leader and help your team grow too, you need to take calculated risks. That doesn’t mean chasing every bold idea or making reckless choices. It means stepping into uncertainty with intention.

Why Risk Is Part of Good Leadership

Strong leadership isn’t about avoiding failure. It’s about having the courage to try something new, especially when the outcome isn’t guaranteed. Those calculated risks are often what drive progress. They lead to better ways of working, stronger teams, and real change.

If you always default to what feels comfortable, you might avoid short-term setbacks. But you’ll also miss out on big wins. You’ll protect your image, but you’ll limit your impact.

Smart Risks vs. Reckless Moves

Not all risks are worth taking. The difference is in how you approach them. A calculated risk means:

• You’ve looked at the facts.
• You understand what could go wrong and what to do if it does.
• You’ve thought through your options.
• You’re ready to adapt and learn along the way.

It’s not about being fearless. It’s about being prepared and moving forward anyway.

The Good Stuff Happens Outside Your Comfort Zone

That idea you keep shelving? That pitch you’re nervous to make? That bold decision you keep pushing off? One of those could be the turning point for you or your team.

Growth doesn’t happen when everything is predictable. It happens when you push yourself, try new things, and lead with courage.

Final Thought

If you’re stepping into leadership, don’t let fear set the limits. Calculated risks aren’t side notes they’re part of the job. You won’t always get it right, but staying stuck guarantees you won’t grow.

Do your homework. Trust your judgment. And when the moment comes, don’t hesitate.

That one risk might be the one that moves everything forward.

Philip Mattawashish

To my children,

Practice being in the present. This simple truth is often forgotten: the present is the only thing that’s real. The past is gone — learn from it, but don’t live in it. The future hasn’t arrived yet — plan for it, but don’t obsess over it.

Meditation was one of the greatest tools I used to develop my ability to stay present. It taught me to focus on the now, to quiet my mind, and to fully experience life as it happens. You don’t need to meditate to practice this skill, but I encourage you to find your own way to strengthen it.

If you spend too much time looking back at the past or worrying about the future, you risk losing the opportunities that are right in front of you. The present is where life happens — it’s where you create memories with the people you love, and it’s where you can focus on doing what you love.

Make it a daily habit to center yourself in the moment. Whether it’s taking a deep breath, pausing to appreciate your surroundings, or simply being fully present in a conversation, these small practices can bring clarity and joy to your life.

Life is lived in the now. Practice being in the moment, and you’ll find the richness and beauty of life unfold right before you.

Love always,
Philip Mattawashish (Dad)

In leadership, your words matter — but your actions matter more. You can deliver a powerful speech, talk up accountability, and highlight values like integrity and hard work. But if your actions don’t match your message, people stop listening.

The reality is simple: your team pays more attention to what you do than what you say.

Trust Comes From Alignment

Nothing erodes trust faster than inconsistency. People notice when there’s a disconnect between your message and your behavior. They’re not judging you — they’re trying to figure out what you actually stand for.

If you emphasize punctuality but show up late to meetings, your message loses weight.

If you say transparency matters but keep people in the dark, they’ll stop speaking up.

If you stress focus but keep changing direction, your team won’t know what to prioritize.

When your actions match your words, you build trust. And trust is what every strong team runs on.

Mixed Signals Kill Engagement

When leaders don’t walk their talk, confusion sets in. People start wondering what’s real and what’s for show. Over time, that gap between words and actions wears people down. They disengage — not out of rebellion, but because the message feels empty.

That’s the risk. People don’t follow job titles. They follow consistency. They follow authenticity.

Lead by Living It

Leadership isn’t just about how you communicate. It’s how you show up. You have to live the values you ask others to follow. When your actions back up your message, things start to click. People gain clarity. Energy builds. Trust grows.

Bottom Line

Your team hears your words. But they follow your actions.

So before you speak, ask yourself — am I setting the example I want others to follow? When you align your message with your behavior, you don’t just lead — you influence. You earn respect. And that’s what leadership is all about.

Philip Mattawashish

Leadership often gets romanticized. People picture the inspiration, the teamwork, the wins. And while those moments are real, they’re only part of the job. The rest — often the harder part — means making decisions that test your values, your relationships, and your willingness to do what’s right, not what’s easy.

One of the toughest challenges leaders face is balancing empathy with accountability. That tension shows up most when the choices you make might disappoint or hurt the people you lead. Whether it’s firing someone you’ve built a friendship with or saying no to a reasonable request, leadership means learning to live with discomfort when it matters most.

When You Have to Let a Friend Go

Few decisions cut deeper than letting someone go. It’s hard enough when it’s a team member you respect. It’s even harder when that person’s become a friend.

Maybe you’ve mentored them. Maybe you’ve shared late nights, tough projects, personal stories. And then, performance starts slipping — or the business hits a wall. Whatever the reason, you’re left with a decision you’d rather avoid.

But in that moment, your role has to come first. That doesn’t mean you forget the relationship — it means you lead with clarity, empathy, and respect.

Here’s how to handle it:

• Be direct. Don’t sugarcoat. Be honest about why the decision was made. Dodging the truth only creates confusion and damages trust.
• Be kind. Acknowledge their work. Thank them sincerely. Let them see this isn’t personal — it’s a leadership call.
• Be human. If the friendship is real, say so. Make it clear that the end of the professional relationship doesn’t have to mean the end of the personal one.

It’s not easy. But it’s necessary. And when handled with care, it can preserve your integrity — and theirs.

The Strength in Saying No

Leadership also means making calls that aren’t popular. One of the most common? Saying no.

No to new projects. No to extra time off. No to budget requests. Not because you’re being difficult, but because you’re protecting focus, fairness, and priorities.

It’s uncomfortable — especially if you pride yourself on being approachable. But being approachable doesn’t mean saying yes to everything.

Say no when:

• The request derails priorities. You’re paid to keep the team on track. Letting distractions in sends the wrong message.
• Resources are tight. One yes can pull from somewhere else. Be honest about what’s sustainable.
• It sets a precedent. If it opens the door to unfair treatment or unrealistic expectations, don’t open it.

How to say no, without burning bridges:

• Be clear. Ambiguity leads to resentment. Make your reasoning easy to understand.
• Be respectful. Acknowledge the thought behind the request. Show you took it seriously.
• Offer something if you can. Maybe not now, but later. Maybe not that, but something else. It’s about being thoughtful, not rigid.
• Be consistent. Fairness builds trust. Playing favorites tears it down.

Saying no isn’t about control. It’s about care. And clarity.

Discomfort Is Part of the Job

The hard parts of leadership aren’t problems to fix — they’re the proof you’re doing the job right. These are the moments where values meet action.

If it’s uncomfortable, good. That means you care. That means you’re not phoning it in. That means you’re leading.

Leadership isn’t about being liked. It’s about being respected. And often, that respect is earned in the moments when you make the tough calls no one else wants to make.

Philip Mattawashish

When you’re leading a team, silence sends a message. If you notice negative behavior, bad habits, or toxic attitudes and say nothing, you’re not just avoiding conflict — you’re giving quiet approval. And that quiet approval chips away at everything you’re trying to build.

Leadership isn’t only about hitting goals. It’s about shaping the culture that gets you there. Every time you let something slide — chronic lateness, missed deadlines, passive-aggressive comments, declining standards — you send a signal: this is acceptable.

Let it go long enough, and that signal becomes dangerous.

Why It Matters

When leaders avoid tough conversations, three things usually happen:

• Standards slip. What used to be unacceptable starts to feel normal.
• Credibility fades. People notice when you don’t address problems. Respect for the team and for you starts to erode.
• Culture shifts. A few unchecked behaviors can drag everyone down. High performers disengage. Negative patterns spread.

Problems don’t fix themselves. They grow. And by the time you finally address them, the damage is harder to undo.

Leadership Means Saying Something

This doesn’t mean hovering over every detail. It means being clear about what you expect, giving feedback early, and being willing to speak up when something’s off.

It’s not always easy. But it’s easier than waiting until the problem explodes. Step in early, and it’s a quick course correction. Wait too long, and it turns into cleanup.

Bottom Line

Silence is a decision. If you’re not speaking up, your team assumes you’re okay with what’s happening. Say something. Say it with respect. Say it soon. Your team’s trust — and your team’s future — depends on it.

Philip Mattawashish

In a world where convenience and instant gratification often take center stage, discipline has become a rare and valuable trait. Most people do what’s easy, only putting in effort when it’s convenient. While this approach might get them through the day, it rarely leads to exceptional success.

If you want to stand out from the crowd, discipline is your differentiator. It’s the ability to stick to your commitments, work toward your goals, and push through challenges, even when it’s uncomfortable or inconvenient. Discipline isn’t just a habit — it’s a mindset, and developing it is one of the most powerful ways to set yourself apart in life.

Why Discipline Matters

Discipline is the cornerstone of progress. It enables you to stay consistent, focused, and determined, even when motivation wanes or distractions arise. While talent and opportunity play a role in success, discipline ensures that you capitalize on them.

Without discipline, even the best intentions fall apart. Goals remain unachieved, potential goes untapped, and dreams stay just that — dreams. But with discipline, you can:

• Build Consistency: Success is the result of small, consistent actions taken over time. Discipline helps you show up day after day.
• Overcome Challenges: Life will always throw obstacles your way. Discipline gives you the strength to push through them.
• Achieve Long-Term Goals: While motivation can spark action, discipline sustains it, ensuring that you stay the course until you reach your destination.

Developing Discipline in Your Life

Discipline isn’t something you’re born with — it’s a skill you can develop through practice. Here are a few ways to strengthen your discipline and set yourself apart:

1. Create a Morning Routine

How you start your day sets the tone for the rest of it. Developing a consistent morning routine — whether it’s exercising, journaling, or simply making your bed — builds momentum and discipline.

For example, committing to 15 minutes of exercise every morning trains your mind to prioritize consistency over comfort.

2. Set Clear, Achievable Goals

Discipline thrives on clarity. When you know exactly what you’re working toward, it’s easier to stay focused and motivated. Break larger goals into smaller, actionable steps, and commit to tackling them daily.

If your goal is to write a book, discipline means writing 500 words a day, even when inspiration doesn’t strike.

3. Practice Delayed Gratification

One of the best ways to build discipline is to resist the urge for instant rewards. Whether it’s saying no to unnecessary spending, holding off on dessert, or postponing leisure until after you’ve completed your tasks, practicing delayed gratification strengthens your self-control.

4. Follow Through on Commitments

Discipline is about doing what you said you would do, even when the initial excitement fades. This applies to commitments you make to others and, more importantly, to yourself.

If you commit to waking up at 6 a.m. to work on a personal project, honor that commitment, even on days when it feels hard.

5. Embrace Challenges

Growth happens outside your comfort zone. Seek out challenges that force you to stretch your limits, whether it’s learning a new skill, taking on a demanding project, or pursuing a difficult goal. The more you practice pushing through discomfort, the stronger your discipline becomes.

The Rewards of Discipline

While developing discipline requires effort and sacrifice, the rewards are immense. Discipline empowers you to achieve what most people won’t, simply because they’re unwilling to put in the work. It builds confidence, resilience, and a sense of pride that comes from knowing you gave your all.

When you consistently show up for yourself and your goals, you naturally stand out. Discipline isn’t glamorous — it’s about quiet, persistent effort — but it’s the foundation of extraordinary success.

Final Thoughts

If you want to separate yourself from the pack, commit to developing your discipline. While others choose the path of least resistance, you’ll be building habits that lead to growth, achievement, and fulfillment.

Start small, stay consistent, and remember: the true power of discipline lies in doing what’s right, even when it’s hard. Over time, those small efforts will add up to something remarkable, setting you apart as someone who not only dreams big but also puts in the work to make those dreams a reality.

Philip Mattawashish