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Where Does Inspiration Really Come From? (And Why It Matters for Brand Builders)

What if we’ve misunderstood inspiration all along?

What if inspiration isn’t something we summon, but something that summons us?

A Scientific Look at Inspiration

Psychologists Todd Thrash and Andrew Elliot have studied inspiration in depth. They found it isn’t random—it follows a consistent psychological pattern composed of three core attributes:

  • Evocation: Inspiration happens to us. It’s sparked by something outside ourselves—a conversation, an idea, a story. We don’t control when it comes, but we can prepare to receive it.
  • Transcendence: It elevates us beyond the routine. Inspired moments bring clarity, insight, and the ability to see what we couldn’t see before.
  • Approach Motivation: It compels action. Real inspiration doesn’t end with a feeling—it leads to a new behavior, a bold move, a creation brought into the world.

In other words: inspiration isn’t fluffy. It’s functional.

The Role of Inspiration in Cult Branding

If you’re building a brand designed to inspire loyalty beyond reason, inspiration is not optional—it’s essential.

Cult Brands are built on belief. They shift paradigms, challenge assumptions, and invite people into a more meaningful way of living or seeing the world. That kind of gravity doesn’t come from clever positioning. It comes from inspired leadership.

Here’s how to stay connected to that wellspring:

1. Study Role Models—But Don’t Worship Them

Look to visionary leaders and creators—not for replication, but revelation. Study what drives them. Understand the values they protect at all costs. Learn from their process, not just their results.

2. Reconnect to Your Why

Inspiration fades when our work loses meaning. Zoom out. Remember why your brand exists. Revisit the customers you serve. Reflect on the change you’re helping create. Purpose refuels inspiration.

3. Be the Inspiration Others Seek

Whether you’re mentoring a team, writing strategy, or building a culture, you are always modeling behavior. People learn by watching what you do, not what you say. Lead with clarity, courage, and curiosity.

4. Create Conditions for Inspiration to Strike

You can’t force inspiration—but you can invite it. Break routines. Get outside the industry echo chamber. Read art. Watch documentaries. Travel. Talk to your customers. Listen deeply. Stay curious.

5. Tell the Truth About the Struggle

Inspiration doesn’t only come from triumph. Some of the most magnetic brand stories emerge from vulnerability, setbacks, and resilience. Share the process—not just the polish.

Inspiration is not a lightning bolt—it’s a current. It’s the inner signal that tells us we’re connected to something larger than ourselves. That we’re doing work that matters.

As cult brand leaders, our job is to stay receptive.

Not because it’s trendy.

But because you can’t build the extraordinary from a place of ordinary.Want more insights on building cult-like loyalty and inspired brand communities? Learn more at www.cultbranding.com

June 29, 2025 by

Leading Like Jeanie Buss

Over a decade ago, we had the chance to work with Jeanie Buss during a crucial moment in Lakers history. Even then, it was obvious—Jeanie wasn’t just running a team. She was building something far deeper: a living legacy.

Now, with the news of the Lakers’ ownership transitioning for the first time since 1979, we’re pausing to reflect. Jeanie has always been more than a team owner—she’s a strategist, a protector of the brand, and a master at navigating change with heart and clarity.

Here are five lessons we’ve learned from watching Jeanie do what she does best—lessons every leader who’s serious about building a cult brand should take to heart:

1. Think Legacy, Not Just Season

When we worked with her, it was clear: Jeanie made decisions with the long game in mind. She treated the Lakers like a family member—someone you protect, invest in, and raise up with intention.

Takeaway: Cult brands don’t just play to win today. They’re built to last.

2. Winning Isn’t Enough—How You Win Matters

Jeanie believed in how the Lakers won. It wasn’t just about results—it was about doing it with flair, heart, and high standards. Her recent statement says it all: “Relentlessly, with passion and with style.”

Takeaway: Excellence is a mindset, not a milestone.

3. Work With People Who Get It

Even back then, Jeanie surrounded herself with people who understood the Lakers’ soul. That’s not easy. Her recent comments about Mark Walter show she still leads that way—values first, always.

Takeaway: You can’t build a cult brand with the wrong people. Values over résumés.

4. Protect the Emotional Connection

The Lakers aren’t just a basketball team. They’re part of people’s identity. Jeanie has always understood that. She respected the emotional investment of fans and led with that in mind.

Takeaway: The strongest brands live in people’s hearts. Treat that with care.

5. Change Happens. Do It With Grace.

Change is inevitable, but how you handle it says everything. Jeanie’s statement about the transition is a case study in elegance: honoring the past, embracing the future, and staying grounded in what matters.

Takeaway: Grace under pressure is a superpower.

Jeanie helped shape one of the most iconic sports brands in the world—and she did it with authenticity, smarts, and style. 

We were lucky to witness it up close.

So here’s to Jeanie Buss: a true original, and a blueprint for anyone who wants to build a brand that stands the test of time.

June 27, 2025 by

The Approach: Building Better Brands Through Partnership, Not Promises

In a world flooded with agencies promising everything under the sun, our approach is refreshingly different.

We don’t believe in one-size-fits-all solutions. We don’t chase awards. And we’re not here to wow you with pitch decks filled with jargon.

Instead, we do something radical: we listen. Deeply. And then we build with you—side by side.

At the heart of our approach is a belief in partnership. We’re not vendors; we’re collaborators. That means asking hard questions, challenging assumptions, and creating space for bold ideas to emerge. It’s not always comfortable. But comfort rarely leads to greatness.

Our process is rooted in clarity and alignment. Before anything is created, launched, or scaled, we make sure everyone is on the same page. Who are we speaking to? Why should they care? What emotional resonance will spark a lasting connection?

From there, we tailor our strategies with intention—grounded in research, elevated by creativity, and executed with precision.

We’re not here for the spotlight. We’re here for results: brand love, customer trust, and business growth. Those are the metrics that matter.

Whether you’re building something new or recalibrating what already exists, our agency is designed to help you cut through the noise and build something that lasts.

If you’re ready to challenge the status quo and create with meaning, let’s talk. Because great brands are built on purpose.

Ready to defy convention and build something meaningful? Let’s connect. Exceptional brands are founded on purpose.

June 25, 2025 by

Customer Experience Isn’t Just a Department—It’s Your Whole Company

“Customer service shouldn’t just be a department, it should be the entire company.” — Tony Hsieh, Founder of Zappos

Too often, companies isolate customer experience (CX) within a single department, treating it as a support function rather than a fundamental business philosophy. But exceptional customer experience doesn’t start or end at the customer service desk—it permeates every corner of your organization.

Why CX Must Be Company-Wide

Customer experience is the sum total of all interactions a customer has with your brand. From marketing and sales to operations and finance, every team contributes to that collective impression.

When CX is viewed as the responsibility of a single department, gaps and inconsistencies inevitably emerge. A truly customer-centric brand understands that customer experience is everyone’s job.

Company-Wide CX in Action

Zappos: Known for legendary customer service, Zappos doesn’t delegate CX to just one team. Every employee, regardless of their role, undergoes extensive customer service training, emphasizing empathy, responsiveness, and empowerment. This holistic approach ensures consistency, authenticity, and exceptional interactions. Employees are encouraged to create memorable moments for customers, fostering genuine relationships that drive loyalty and advocacy.

Disney: Disney views every employee as a critical customer interaction point. From cast members greeting guests at the park entrances to maintenance teams ensuring immaculate environments, everyone is trained meticulously to uphold the brand’s commitment to magical experiences. Disney’s strong culture of storytelling and attention to detail means each employee understands their role in creating seamless, memorable experiences. This deep, company-wide commitment turns routine interactions into extraordinary moments, reinforcing the Disney brand as synonymous with exceptional customer experiences.

Integrating CX Across Your Organization

To embed customer experience company-wide, consider these practical strategies:

  1. Create a Unified Vision: Clearly communicate your customer experience goals across all teams. Everyone should understand how their role directly impacts customer satisfaction.
  2. Encourage Cross-Departmental Collaboration: Break down silos. Foster collaboration through regular cross-team meetings and shared CX objectives.
  3. Train Beyond Customer Service: Invest in comprehensive CX training for all employees, emphasizing empathy, responsiveness, and problem-solving skills.
  4. Measure and Reward CX Contributions: Implement metrics that assess CX across departments, and reward teams for meeting or exceeding customer satisfaction targets.

The Impact of a Unified Customer Experience

When customer experience becomes everyone’s priority, the results are profound:

  • Increased Customer Loyalty: Consistent, positive interactions build long-term customer relationships.
  • Higher Revenue: Customers who enjoy excellent CX spend more and become brand advocates.
  • Operational Efficiency: Cross-functional collaboration and clear CX goals streamline processes and reduce friction.

Make CX Your Competitive Advantage

Exceptional customer experience doesn’t happen by accident—it’s strategically nurtured through every level of your organization.

Stop thinking of CX as merely a department. Make it your company-wide philosophy, and watch your customers reward you with loyalty, growth, and advocacy.

June 13, 2025 by

Costco’s Cautious Customers

Costco (NASDAQ: COST) just released its latest earnings report, and memberships are booming. 

Costco now has 78.4 million paid memberships, a 6.8% increase from last year, with an impressive 93% renewal rate in the U.S. and Canada—even after a price hike in September. 

That’s brand loyalty at its finest.

So, what’s the secret behind Costco’s devoted customer base? 

And how can we apply these lessons to our own businesses? 

Here’s what I’ve learned.

Membership Model: The Power of Buy-In

Costco’s annual membership fee isn’t just about revenue—it’s about commitment. When customers pay to be part of an exclusive club, they feel invested. This creates a sense of belonging and a psychological pull to keep shopping there. For me, the takeaway is simple: Give customers a reason to feel like insiders.

Private Label Products: Trust Through Quality

Costco’s Kirkland Signature brand has become a cult favorite, offering premium quality at lower prices. By consistently delivering value, they strengthen trust—and trust builds loyalty. I believe brands that create their own high-quality offerings can achieve a similar effect.

Loss Leaders: The Hidden Hook

Ever notice how Costco’s gas stations have some of the lowest prices around? That’s no accident. Loss leaders like cheap fuel lure customers into the store, where they end up spending more. I see this as a smart strategy—offering an irresistible deal that brings customers in, then keeping them engaged with great products and experiences.

Limited Selection: Less is More

Unlike traditional retailers, Costco offers a curated selection of products, simplifying decision-making for customers. This not only streamlines operations but also reinforces a sense of exclusivity—only the best make it onto Costco’s shelves. I think any business can benefit from refining its offerings to focus on what truly matters to its customers.

Employee Satisfaction: Happy Team, Happy Customers

One factor in customer loyalty that often gets overlooked? Employee happiness. Costco is known for paying higher wages and offering great benefits, leading to better customer service. Happy employees create positive shopping experiences, which keeps customers coming back. In my experience, investing in your team isn’t just good ethics—it’s good business.

A Winning Formula for Any Business

Costco’s approach isn’t just for warehouse clubs—it’s a masterclass in customer loyalty that any business can learn from. 

Whether you’re in retail, hospitality, or services, focusing on membership-like engagement, trust, strategic pricing, curated offerings, and employee satisfaction can set you apart.

Costco’s stock has skyrocketed over the past few years, and I believe its commitment to customer relationships is a major reason why. 

Loyalty isn’t just about points and perks—it’s about making customers feel like they’re part of something bigger.

And that’s a lesson I think every business can use.

April 6, 2025 by

It’s Time to Get Off Your High Horse

Hey, I get it. When you’ve worked hard to get where you are, when you’ve built something meaningful, when people look to you for answers—it’s easy to start believing your legend a little too much. Success has a way of lifting us up, sometimes so high that we forget what it was like to be down on the ground.

So if you’re feeling disconnected from your team, if things aren’t clicking the way they used to, or if you’ve caught yourself getting frustrated that people “just don’t get it,” I say this with all the respect in the world: it might be time to get off your high horse.

Not because you don’t deserve success. Not because you aren’t talented or accomplished. But because leadership isn’t about sitting above—it’s about walking alongside.

I’ve seen this happen to the best of us. I’ve been guilty of it myself. So consider this a friendly reminder from someone who wants to see you succeed even more. Here are a few ways to check if you’ve been riding a little too high.

How Do You Know If You’re on a High Horse?

You’re Talking More Than You’re Listening.

You used to be curious. You used to ask questions, dig for insight, and invite different perspectives. But now? You’ve started assuming you already know the answer.

And maybe you do—sometimes. But if you never need to hear what others think, that’s a sign that you’ve climbed a little too high.

Try this:
 Next time you’re about to offer your opinion, pause. Instead, ask:

  • “What do you think?”
  • “What’s a perspective I might not be seeing?”
  • “What would you do if you were me?”

Listening isn’t about pretending you don’t have expertise—it’s about reminding yourself that you don’t have all the expertise.

People Aren’t Pushing Back Anymore.

If your team agrees with you all the time, there are two possibilities:

  1. You are an all-knowing genius. Possible, but let’s be honest… unlikely.
  2. People have stopped feeling safe enough to challenge you. Much more likely.

This one sneaks up on you. It starts with small things—your team stops questioning decisions, your meetings become a one-way street, and suddenly, you’re surrounded by nodding heads.

Try this:
 Make it clear that disagreement isn’t just allowed—it’s expected. Ask your team:

  • “What’s wrong with this idea?”
  • “Tell me why this might not work.”
  • “What’s the part of this plan that makes you nervous?”

Real leadership isn’t about being right all the time—it’s about making the best decisions. And you can’t do that if no one is willing to challenge you.

You’re Losing Touch With the Everyday Struggles.

If you’ve worked your way up, it’s easy to forget what it was like when you were just starting out—when you were juggling multiple tasks, figuring things out as you went, and working without the resources you have now.

And if you’ve always been successful, it’s even more important to cultivate empathy for those who haven’t had the same experience.

If you’ve caught yourself thinking:

  • “Why is this taking so long?”
  • “People just need to work harder.”
  • “It wasn’t that hard when I did it.”

Then, it might be time to step back and reconnect.

Try this:

  • Spend a day with your frontline team.
  • Ask newer employees what’s frustrating them.
  • Try doing a task that your team struggles with and see if it’s really as “easy” as you think.

Humility isn’t about downplaying your success—it’s about remembering that other people’s challenges are just as real as yours were.

You Feel Like You Shouldn’t Have to Explain Yourself.

Leaders who get too comfortable on their high horse start believing that their decisions should be followed just because they said so.

If you find yourself thinking:

  • “I don’t have time to explain this.”
  • “They should just trust me.”
  • “I don’t need to justify my decisions.”

Then there’s a disconnect. Your people don’t just need to hear your vision—they need to understand it. And understanding takes communication.

Try this:
Instead of expecting automatic buy-in, explain why a decision matters. Even better—invite input before the decision is final. When people feel included, they’re much more likely to support the outcome.

Coming Back Down to Earth (With Grace)

If any of this sounds familiar, don’t worry. We’ve all been there. Ego is a tricky thing—it sneaks up on us, especially when we’re good at what we do.

The good news? Stepping off your high horse isn’t about losing power—it’s about gaining trust, respect, and connection.

Here’s How to Stay Grounded:

Ask more questions than you answer. Real leadership is about curiosity.

Invite honest feedback—and actually listen. If no one’s challenging you, that’s a red flag.

Get back in the trenches. Stay close to the work and the people doing it.

Admit when you’re wrong. There’s nothing stronger than a leader who owns their mistakes.

Remember why you’re here. Leadership isn’t about status. It’s about service.

You’ve worked hard to get where you are, and you should be proud of that. But the best leaders never forget where they came from. They never forget what it was like to struggle, to learn, to grow.

If you want to be the kind of leader that people want to follow, stay grounded. Stay humble. Stay open.

And if you ever find yourself back on that high horse?

Well, just remember—it’s a long way down, and it’s much better to step off gracefully than to be knocked off by reality.

I’m rooting for you.

March 28, 2025 by

Use This Magic Trick to Defuse Tense Conversations

I’ve always been fascinated by magic. Working alongside some of the world’s top magicians, I’ve seen firsthand how a well-executed trick doesn’t just fool people—it changes their perspective. That’s what real magic is: not just deception, but expanding what someone believes is possible.

I still marvel at how my friend Kostya Kimlat fooled Penn & Teller on their show. But what impressed me even more wasn’t just that he fooled them—it was that he changed their understanding of what was possible. They weren’t just entertained; their perception of reality shifted.

Sometimes, as a leader, you have to be the magician. Instead of getting caught up in conflict, arguing, and devaluing yourself or others, you can shift the energy of a conversation—creating something unexpected and constructive.

Magicians don’t think in terms of problems; they think in terms of methods. If you want someone to believe a woman is floating, you use strong, invisible strings. If you want to turn a tense conversation into a productive one, you use a method that redirects emotion and resets the tone.

The technique I’m about to share takes practice. Like any good magic trick, it requires patience and refinement. But once you master it, you’ll have a powerful tool at your disposal. And, let’s be honest—not all problems need to be solved by getting mad and triggered (even though that’s a popular choice).

Here’s how to pull off this conversational magic trick.

Step 1: Pause and Take a Breath

When emotions escalate, the most instinctive reaction is to fire back. That’s exactly what you don’t want to do. The first step is to pause. Just a few seconds of silence can completely shift the energy in the room.

Magic moment: That brief silence makes the other person subconsciously lean in. It’s like a well-placed beat in a great magic trick—it builds anticipation and softens resistance.

Step 2: Label the Emotion

This is where the real misdirection happens. Instead of reacting emotionally, you name what’s happening at the moment:

  • “It sounds like you’re really frustrated.”
  • “I can tell this is important to you.”
  • “It seems like there’s a lot of concern around this.”

Why does this work? Because the brain processes labeled emotions differently. Instead of staying stuck in fight-or-flight mode, the brain shifts toward logical thinking. Suddenly, the other person feels understood, which makes them less defensive.

Magic moment: This is the equivalent of making a coin disappear right in front of someone’s eyes. Their anger starts to dissolve before they even realize what’s happening.

Step 3: Guide the Conversation Forward

Now that the tension has eased, you need to direct the energy somewhere productive. Ask a simple, forward-focused question:

  • “What’s the best outcome you’d like to see here?”
  • “What do you think would be a fair way to move forward?”
  • “How can we work together on this?”

By doing this, you redirect the conversation from frustration to problem-solving. And here’s the best part—when people feel like they’re part of the solution, they become more cooperative.

Magic moment: People rarely argue with their own ideas. When you invite them into the resolution process, they naturally lower their resistance.

Why This Trick Works Like Magic

This method works because it interrupts the expected pattern. Normally, when tension rises, people expect conflict to escalate. Instead, you create a moment of surprise, calm, and redirection. It’s a classic magician’s move—misdirect attention away from the conflict and toward a better outcome.

The best magicians don’t just trick people; they shift perspectives. As a leader, you can do the same. Not every problem needs to be solved through argument and frustration. Sometimes, a well-placed pause, a simple label, and a thoughtful question can transform a tense moment into a breakthrough. Next time you feel a conversation getting heated, don’t react—perform this trick instead. You might just turn frustration into progress, one well-timed move at a time.

March 21, 2025 by

Employee Loyalty in the Age of Attrition

In today’s workplace, retaining top talent is more challenging than ever. 

High turnover and the “Great Resignation” have left many companies scrambling to keep employees engaged. 

However, some brands—Google, Zappos, and Patagonia—have cracked the code on employee loyalty.

What’s their secret? 

They create cultures where people genuinely want to stay, feel valued, and take pride in their work. 

Their success comes down to three key strategies: 

mission-driven culture, hiring for fit, and employee-first policies. 

Here’s what leaders can learn from them.

A Mission and Culture Employees Believe In (Google)

Google has built a workplace where 98% of employees say they’re proud to work there. That’s not just because of perks like free gourmet food or wellness programs—those are just the icing on the cake. The real reason Googlers stay is purpose.

From the start, Google’s founders made it clear: employees are the company’s most valuable asset. They even wrote in their IPO letter: “Our employees…are everything. We will reward and treat them well.”

Beyond words, Google backs this up by investing in its people:

  • Employees feel connected to the company’s mission: “To organize the world’s information and make it universally accessible.”
  • Google’s culture prioritizes learning and growth, offering development programs and mentorship.
  • They use data-driven HR strategies to improve leadership and employee satisfaction.

CEO takeaway: Articulate a clear mission and create a work environment where people feel valued. When employees believe their work matters, they’re far less likely to leave for a slightly higher paycheck elsewhere

Hiring for Cultural Fit and Empowerment (Zappos)

Zappos built loyalty by obsessing over culture and happiness. CEO Tony Hsieh believed: “If you get the culture right, everything else falls into place.”

One of Zappos’ boldest hiring policies? Paying new hires $2,000 to quit. After a few weeks of training, employees are given a choice: take the money and leave or stay and commit. Only about 2–3% take the money—the rest choose to stay because they feel they belong.

This strategy results in:

  • Tighter cultural alignment – Employees are passionate about the company’s values.
  • Lower turnover – Call center jobs typically have a 30–45% attrition rate, but Zappos keeps it under 20%, saving millions in hiring and training costs.
  • Empowered employees – Team members have the freedom to “wow” customers without rigid policies.

CEO takeaway: Hire for cultural fit, not just skills. If employees feel like they truly belong, they’ll stay long-term. Also, empower employees—when they have the freedom to make decisions, they take more pride in their work.

Purpose, Flexibility, and Trust (Patagonia)

No company embodies purpose-driven loyalty better than Patagonia. Their mission is simple: “We’re in business to save our home planet.” Employees don’t just work for Patagonia—they believe in it.

This alignment between company values and employee values creates extraordinary retention:

  • Only 4% turnover at HQ (vs. 20%+ in the retail industry).
  • 100% of mothers return after maternity leave, thanks to on-site childcare and family-friendly policies.

One of Patagonia’s most famous policies? “Let My People Go Surfing.” If the waves are good or the snow is fresh, employees can take time off to surf or ski. This level of trust and flexibility makes work feel less like a job and more like a lifestyle.

CEO takeaway: Align company values with employee passions. If people believe in your mission and have the flexibility to live their best lives, they’ll stay for the long haul.

What These Companies Have in Common

Beyond their unique approaches, Google, Zappos, and Patagonia all share common strategies that build deep employee loyalty:

Continuous Engagement & Community – Google fosters open dialogue with leadership, Zappos creates a culture book full of employee stories, and Patagonia unites employees through activism and volunteer trips.

Measuring and Adapting – Google’s HR team uses people analytics to predict and prevent turnover. Zappos and Patagonia listen closely to employee feedback and adapt accordingly.

A People-First Approach – They all invest in benefits that genuinely improve employee well-being, from flexible work policies to childcare and learning opportunities.

Actionable Takeaways for CEOs

To build true employee loyalty, here’s what leaders should focus on:

Define your culture and hire for fit – Make sure employees align with your company values as Zappos does.

Support employee well-being with real benefits – Health care, flexibility, and family-friendly policies create long-term commitment (Patagonia’s approach proves this).

Foster pride and ownership – Employees who feel proud to be part of your company stay (Google’s 98% employee pride rate is proof).

Encourage personal growth – Offer learning opportunities and career paths to keep employees engaged and excited about their future.

Lead with purpose – Employees need to feel their work matters. Google, Patagonia, and Zappos succeed because they connect work to a greater mission.

In an era of high turnover, the best retention strategy isn’t a pay raise—it’s creating a workplace where people genuinely want to be. When employees are happy, motivated, and aligned with a strong mission, they don’t just stay—they become ambassadors who fuel the company’s success from within.

March 18, 2025 by

5 Questions to Help You Get Unstuck at Work

We all get stuck. It doesn’t matter how smart, experienced, or successful we are—there comes a time when the ideas stop flowing, the path forward isn’t clear, or motivation just dries up. And when that happens, frustration sets in.

Adam Alter, in The Anatomy of a Breakthrough, makes an important point: getting stuck is inevitable. But instead of seeing it as a sign of failure, we should expect it—and be ready with the right tools to move forward. The best leaders aren’t the ones who never get stuck. They’re the ones who know how to get unstuck, fast.

So the next time you feel like you’re spinning your wheels, ask yourself these five questions. They’ve helped me and many leaders I’ve worked with breakthrough when things felt impossible.

1. What’s the real problem I’m trying to solve?

When we feel stuck, it’s often because we’re focused on the wrong thing. Maybe it’s not the project that’s stalled, but misalignment among your team. Maybe it’s not that you don’t have enough time, but that your priorities aren’t clear. When we misdiagnose the problem, we waste energy on solutions that don’t work.

Try this: Write down the challenge in one sentence. Then ask yourself, “Is this really the problem, or is there something deeper going on?” Keep asking “Why?” until you hit the root cause.

2. What would this look like if it were easy?

Sometimes we overcomplicate things. We assume that solving a problem has to be hard, that a big decision requires a big process, or that moving forward demands a perfect plan. But what if it didn’t? What if the solution was simpler than you thought?

Try this: Imagine you handed this problem to someone with fresh eyes—maybe a colleague, a mentor, or even a friend. What’s the first thing they’d do? Often, the simplest answer is the right one.

3. Who else has solved this before?

You are not the first person to face this kind of challenge. Somewhere, someone has already figured it out. Learning from them can save you months (or years) of struggle.

Try this: Instead of trying to power through alone, ask around. Reach out to a mentor, listen to a podcast from someone who’s been in your shoes, or even do a quick search for case studies. The right insight could be all you need to get unstuck.

4. What’s the smallest step I can take right now?

When you’re overwhelmed, it’s tempting to wait for the perfect plan or the right moment. But progress doesn’t come from giant leaps—it comes from small, consistent steps. The key is to do something, even if it’s tiny.

Try this: Identify one thing you can do in the next 10 minutes that moves you forward. Then do it. Action creates momentum.

5. What’s at stake if I don’t move forward?

If you stay stuck, what happens? What opportunities will you miss? What will your team, your business, or your customers lose out on? Sometimes, the best way to shake off inertia is to remind yourself of what’s at risk.

Try this: Fast forward a year. If you’re still stuck in the same place, how will you feel? Will you regret not taking action sooner? Let that drive you forward.

The truth is, we all hit roadblocks. 

But being stuck doesn’t mean you’re failing—it just means you need to shift your perspective. 

These five questions are like a mental reset button. 

They help you stop spinning your wheels and start moving forward again.

So if you’re feeling stuck today, take a deep breath and ask yourself: 

What’s the next step? 

The answer might be closer than you think.

Onward!

March 14, 2025 by

🚀 Down-to-Earth Lessons Leaders Can Learn from An Astronaut

In the vast emptiness of space, where the margin for error is razor-thin and every decision carries immense weight, leadership isn’t just a skill—it’s a survival strategy. Few people understand this better than Commander Chris Hadfield, the renowned Canadian astronaut who spent nearly half a year aboard the International Space Station (ISS), commanding a crew from different countries and backgrounds.

Hadfield didn’t just navigate the stars—he navigated the complexities of leadership in one of the most high-stakes environments imaginable. And what he learned up there applies just as much down here.

1. Become Zero: The Art of Humble Leadership

Most people approach leadership like a numbers game: they want to be a +1, someone who adds value and makes an impact. The fear? Becoming a -1, the one who drags the team down. But Hadfield introduces a third, often overlooked approach: Becoming a Zero.

A Zero doesn’t demand attention. They don’t force their expertise onto the team. Instead, they observe, listen, and find subtle ways to contribute where needed. In an environment like space, where egos can be as dangerous as micrometeorites, the best leaders don’t strive to be the loudest voice in the room—they strive to create an environment where others can perform at their best.

Great leaders on Earth can do the same. Instead of proving themselves, they focus on the mission, on the people, on the long game. The best CEOs, managers, and entrepreneurs don’t charge in trying to be the hero; they understand when to step back, assess, and add value where it truly counts.

2. Sweat the Small Stuff (Before It Becomes Big Stuff)

In space, small problems don’t stay small. A tiny miscalculation, a minor system failure, or even a seemingly insignificant oversight can spiral into catastrophe. That’s why astronauts train relentlessly, rehearsing scenarios over and over until every action becomes muscle memory.

Hadfield recalls practicing emergency spacewalks in a giant underwater training facility, running endless failure scenarios, and preparing for contingencies that, statistically, were unlikely to happen. Why? Because up there, preparation is the difference between life and death.

On Earth, we tend to downplay details, focusing only on the big picture. But great leaders recognize that sweating the small stuff isn’t about paranoia—it’s about preparedness. When leaders anticipate problems before they happen, build strong systems, and train their teams to handle challenges, they create organizations that are resilient, adaptable, and capable of navigating turbulence without falling apart.

3. The Power of Calm in Crisis

Imagine this: You’re in a spacesuit, outside the ISS, fixing a crucial part of the station, and suddenly… your vision goes completely black. Your helmet is filled with a stinging liquid. You can’t see. You can’t wipe your eyes. You’re 250 miles above Earth, alone.

This happened to Hadfield. Instead of panicking, he relied on his training. He took deep breaths. He focused on what he could control. He trusted his preparation. And eventually, he safely made it back inside.

Leaders face their versions of “blind-in-space” moments—unexpected crises, economic downturns, product failures, team conflicts. The instinct to panic can be overwhelming. But the best leaders don’t react with fear. They react with clarity. They focus on what they can control.

Hadfield’s lesson? Panic doesn’t solve problems—action does. The next time your business, team, or project faces a crisis, take a breath. Trust the work you’ve put in. Focus on solutions. And move forward, one small step at a time.

4. Find Awe in the Everyday

One of the most famous images from Hadfield’s time in space was a simple video: him, with a guitar, floating weightlessly, singing David Bowie’s Space Oddity. It captivated the world, not because it was a high-tech scientific breakthrough, but because it was a reminder that even in the most extraordinary circumstances, we’re still human.

Astronauts live in a world of wonders—sunrises every 90 minutes, the glow of auroras from above, the endless curvature of the Earth. But Hadfield’s real insight? You don’t have to go to space to find awe.

Great leaders cultivate that same sense of wonder in their teams. They celebrate small wins. They encourage curiosity. They find joy in the work, the people, the journey. Because when you can inspire that kind of appreciation, you don’t just lead—you ignite a sense of purpose.

Leadership at Light Speed

Commander Hadfield’s leadership lessons aren’t just for astronauts—they’re for anyone who wants to lead with humility, resilience, and a sense of wonder. Whether you’re running a company, managing a team, or just trying to navigate life’s challenges, these principles hold:

  • Be a Zero before you try to be a +1.
  • Sweat the small stuff—because details matter.
  • Stay calm in a crisis—panic won’t help, but action will.
  • Find awe in the everyday—because leadership is about inspiration.

The universe is unpredictable. But with the right mindset, preparation, and perspective, you can navigate anything—whether it’s deep space or the boardroom.

What’s your favorite leadership lesson from space?

March 7, 2025 by