In leadership, energy is everything. It's the invisible currency we exchange in every interaction, every decision, and every choice we make. While we may not fully comprehend how electricity lights up our homes or how calls are made across the globe without a visible cord, we trust the systems behind them. Energy in our lives works in much the same way. What you put out into the world, whether positive or negative, will inevitably return to you, often in ways that are far beyond your immediate understanding.

Trust is the foundation of any successful team, as Simon Sinek reminds us: "A team is not a group of people who work together. A team is a group of people who trust each other." Leaders who prioritize trust create environments where collaboration thrives, accountability is shared, and challenges are met with resilience. This article explores the importance of trust, common behaviors that erode it, and actionable strategies to build a team rooted in mutual respect and authenticity.

Leadership comes with its challenges, including navigating insecurity, comparison, and unspoken rivalry from others. These dynamics often stem from others’ internal struggles, not your shortcomings. The greatest leaders rise above by staying grounded in their purpose, leading with grace, and using challenges as opportunities for growth. Success isn’t about silencing critics; it’s about thriving through authenticity, resilience, and a commitment to excellence. Lead boldly, shine unapologetically, and inspire others to rise with you.

As the new year begins, leaders often set ambitious goals for their teams without reflecting on their own leadership. But before demanding more, it's crucial to ask: Have I truly invested in my workforce? Subpar leadership and low morale from the past year can't be erased with fresh expectations. Leaders must first rebuild trust, prioritize employee well-being, and create a supportive environment to inspire genuine engagement and success. A thriving organization starts with leadership willing to reflect, rebuild, and pour into its people.

These are the employees who consistently fail to meet basic expectations: they ignore emails, dodge responsibilities, and contribute little to the team’s goals. Frustratingly, their behavior is often met with inaction from leadership. Instead of addressing the issue head-on, leaders deflect the problem back to the team, instructing others to “try harder” to engage the unresponsive colleague.