Conflict has a way of bringing out our most automatic, instinctive behaviors — and your DISC style is usually behind them. Each of the four styles — Dominance, Influence, Steadiness, and Conscientiousness — has a natural conflict response that comes with both a real strength and a telling blind spot. Knowing your default is the first step toward choosing something better.

Most leaders think they're good listeners. They're not. The gap between what someone says and what you hear is wider than you think — and it's costing you trust, time, and access to the real problems on your team.

Most of us dread difficult conversations but were never taught how to navigate them. Explore why these talks feel so uncomfortable—from our brain's fight-or-flight response to relationship fears—and learn nine practical strategies for when you need to initiate a tough conversation. These tools will help you approach difficult conversations with more confidence and skill.

Negativity doesn't just hurt feelings—it systematically destroys the vulnerability-based trust that teams need to thrive. When leaders rely on yelling and harsh criticism, they lose their steadiest contributors who suffer silently and fade away. Trust is built slowly and destroyed quickly, but recognizing the damage negativity causes is the first step toward choosing a different path.

Teams struggle when different behavioral styles collide – the person pushing for quick decisions clashes with those who need time to process, and task-focused members butt heads with people-oriented colleagues. DISC provides a framework for understanding why people approach work differently, transforming frustration into appreciation. Three real stories show how teams move from conflict to collaboration when they learn to work with their differences instead of against them.

Admitting "I don't know" as a leader can feel terrifying, but pretending to have all the answers erodes trust faster than honesty ever could. There's a critical difference between useful vulnerability that builds trust and unhelpful oversharing that undermines leadership. Vulnerability isn't weakness—it's the foundation of effective leadership.

Moving from individual contributor to manager is the hardest leadership transition you'll make. Everything changes—your relationships, your daily work, and how you measure success. Learn the four biggest challenges new managers face and four practical strategies to navigate this pivotal career shift.

Why do most New Year's resolutions fail by February? It's not about willpower - it's about using goal-setting methods that don't match how you're naturally wired. Discover how to leverage your DISC behavioral style to set goals that actually stick and create support systems that work with you, not against you.

DISC assessments often get filed away and forgotten, but understanding your natural behavioral style can transform how you show up in the world. Discover how one board meeting shifted from conflict to collaboration, why a networking event almost sent me running for the door, and what it means to truly "think in DISC." Learn why this isn't about what you can or can't do—it's about managing your energy and seeing others with grace.

Nearly half of Canadian workers are burned out—and it's not an accident. From perfect attendance awards in school to celebrating weekend warriors at work, we've been conditioned to ignore our limits and push through exhaustion. I share my own burnout story and explore how we can recognize these patterns and break the cycle before our bodies force us to stop.

Effective feedback requires three key elements: be specific by pointing to exact behaviors and telling people what TO do (not just what to stop), focus on observable actions rather than labeling someone's character, and turn feedback into a two-way conversation by asking questions and listening. These tips transform feedback from something people dread into a tool that actually helps them grow. The best leaders aren't the ones who avoid difficult conversations—they're the ones who've learned to have them in a way that builds trust and drives real change.

Meetings don't have to be painful. Learn three game-changing tips: have a clear agenda and purpose, keep it short and on time, and assign clear action items with owners. These simple strategies will transform your meetings from time-wasters into productive sessions that drive real results.

Wendy Keiver, Executive Director of Alberta School Councils Association, shares how understanding different communication styles and leading with "benign interpretation" has transformed her leadership approach. She emphasizes the importance of staying flexible ("bring your dancing shoes"), being intentional about commitments, and gathering multiple perspectives before making decisions. Wendy describes ASCA's mission to empower parents as effective advocates by channeling their voices into education at school, division, and provincial levels.

Conflict is uncomfortable, but avoiding it often makes things worse—damaging trust, productivity, and relationships. This episode explores why we avoid conflict and offers three practical strategies to manage it effectively: recognizing your own baggage, focusing on outcomes instead of personalities, and taking strategic breaks when needed. Learn how to turn tension into resolution and build stronger working relationships.

Leaders often jump to solving problems because it feels efficient and validates their expertise, but this creates dependency rather than capability. When we ask questions instead of providing solutions, we help people develop critical thinking skills and tap into their own knowledge of the situation. This shift builds independent teams, prevents leaders from becoming bottlenecks, and frees up capacity for higher-level work.

DISC gives you a roadmap for understanding what people need during change. Active styles (D and I) are comfortable with risk and quick pivots, while Reserved styles (S and C) need more planning and time. Learn what each style needs from you as a leader, how to work with colleagues of each style, and how to adapt if you are that style.

Jordan Uytterhagen shares how understanding personality profiles transformed his leadership approach and ability to communicate effectively with diverse team members. He discusses the importance of strategic hiring and bringing in experienced people who challenge the status quo. Jordan emphasizes protecting time for priorities while staying available to serve and support his growing team through daily chaos.

Leading through change is tough, especially when we default to leading the way we want to be led. People respond to change differently - from Change Seekers to Change Resistors - and success comes from recognizing where your team falls on that spectrum. Learn three practical tips for tailoring your approach to meet people where they are.

Most leaders fundamentally misunderstand how trust works, confusing transparency with oversharing and promises with reliability. Real trust follows the equation: Competence + Character + Care = Trust, built through small consistent actions rather than grand gestures. The biggest trust-killers are leading with credentials instead of connection, making promises about things you can't control, and assuming trust transfers from previous relationships.

Perfectionism might seem like a strength, but it's actually costing you opportunities, slowing down your team, and reducing innovation. Learn the crucial difference between perfectionism and excellence, plus discover how your behavioural style influences your perfectionist patterns. Break free from perfectionist paralysis and start making decisions that move you forward.