A micromanager dictates exactly how tasks must be done, hovering over every detail and controlling every step. A leader provides vision and overall direction, then trusts their team to figure out how to get there.

Your to-do list will always be longer than your available time. There will always be another project, another problem, another opportunity, another crisis. The inbox will never stay at zero. The goals will keep shifting. The demands will keep coming.

Finding your professional voice isn't about learning to speak up if you're naturally quiet. For people like me, it's about learning to speak up strategically, meaningfully, and at the right times.

"When you don't set clear boundaries, you're handing over control of your life to people who don't have the same investment in your well-being that your family does."

But regardless of the field, leadership challenges have something in common: they can make you feel like you're carrying the weight of the world on your shoulders. Like you're the only one who's ever dealt with this particular mess. Like there's no one who could possibly understand the complexity of what you're navigating.

In those moments, knowing your why isn't just some fluffy motivational concept. It's the difference between pushing through and giving up. It's what reminds you that this work matters beyond the immediate frustration.

Congratulations! You've just been promoted to supervisor. You probably feel a mix of excitement, pride, and if we're being honest, some serious anxiety. Yesterday you and your friend Chris were talking about your weekend plans and now today you’re preparing his job assignments. Yesterday you were complaining about policies with your team, and today you're responsible for enforcing them.

"As you enter the world of leadership, buckle up. You're in for one hell of a ride."

Residents often have unrealistic expectations about what local government can control. They want you to fix the pothole on their street immediately while also keeping taxes low. They want clear vision areas, but don’t want the trees or bushes by their house removed. They demand transparency but then criticize you for "wasting time" on public meetings and documentation.

When you have systems and tools that work seamlessly for you, you free up mental energy for the bigger picture; strategy, relationship building, and the complex decisions that define great leadership.

The truth is, even with the best relationships and clearest communication, conflicts will arise. Performance issues need addressing. Policies must be enforced. Disagreements happen. Accountability must be maintained. The key is handling these situations professionally and constructively while working within the union framework.

I discovered something that no training had taught me: most union representatives want the same thing you do, a productive, respectful workplace where good employees thrive and problems get resolved fairly.

The only constant in today's workplace is change. Believe me, I wrote like 7 blog posts about change! Technology evolves, regulations shift, priorities change, and unexpected challenges arise. Your ability to adapt, and help your team adapt, is crucial for long-term success.

The hard skills might have helped get you the promotion. The soft skills will determine whether you succeed in the role.

Audio Version! A few months ago I saw a post that stopped me in my tracks. It was a Facebook post from a parent in our community, ranting...

Sometimes the best leadership is the kind that no one notices, until it's no longer there.

The learning curve isn't a bug in your leadership journey, it's a feature. It means you're growing and taking on meaningful challenges.

"Here's what I've learned after nearly two decades in my job and countless conversations with other leaders: imposter syndrome isn't a character flaw or evidence that you're actually unqualified."

"In today's workplace, skills aren't just nice-to-haves. They're your survival toolkit."

Some of the most significant organizational transformations I've witnessed didn't start with grand strategic initiatives or comprehensive change programs. They started with small, almost insignificant changes that created ripple effects throughout the organization.