PCI not the big company

Before you decide, pause. Great leaders use these 6 filters first. 1. The Values Filter Does this align with what we stand for? Strong leaders don’t chase convenience. They act in line with their core values - always. 2. The People Impact Filter Who benefits, who struggles, and who’s left out? They weigh the impact on morale and inclusion. No decision is neutral. Culture feels every choice. 3. The Long-Term Lens Will this hold up six months from now? They avoid fixes that cause future friction. Short-term wins mean little if they break trust. 4. The Clarity Test Is the message clear enough to act on? If people need to “read between the lines,” that’s a signal to simplify before rolling out. 5. The Energy Check Does this energize or drain the team? They notice when momentum rises or crashes. Motivation is part of the strategy, not an afterthought. 6. The Bias Breaker Am I reacting, or responding with intention? Great leaders pause to examine their instinct. They challenge assumptions before they act on them. Clear thinking builds trusted leadership. And a few filters change everything.

🤔 Ever noticed how some leaders think being "kind" means avoiding tough conversations? Many well-meaning leaders fall into this trap: Letting poor performance slide 🙈 Avoiding difficult conversations Saying yes to everything to be "liked" Doing the work FOR their team instead of WITH them Here's the reality check 💡 This approach actually HURTS your team more than it helps: ❌ Creates confusion about standards ❌ Builds dependency instead of growth ❌ Leaves real issues unresolved ❌ Exhausts you as a leader Real kindness in leadership looks different 💪 TRUE kindness means: ✅ Having the courage to address underperformance ✅ Letting your team struggle (so they can grow!) ✅ Saying the hard things clearly and with care ✅ Protecting your energy to serve better ✅ Creating calm when chaos hits ✅ Defending your team publicly, coaching privately The difference? 🔴 Fake kindness = disengaged, unmotivated teams 🔵 True kindness = engaged, thriving teams Which type of leader do you want to be? 🌟 #Leadership #Management #KindLeadership #TeamGrowth #LeadershipTips #WorkplaceCulture #ProfessionalDevelopment #LeadershipMindset

PCI's Oral History Project collects alumni stories and turns them into marketing content to connect with members, drive fundraising, and attract new students. It is a revolutionary program that changes alumni and member relations. >> https://bit.ly/3pzY0V8 #alumnistories #alumni #PCI #NotTheBigCompany #stories

All great leaders draw strength from a well-built foundation of self-awareness. To lead from within requires a comprehensive understanding of yourself.  Read More: https://lnkd.in/eGXdT8E9 #Leadership #Work

"No man will make a great leader who wants to do it all himself, or to get all the credit for doing it." - Andrew Carnegie #Leadership #ServantLeadership #Team #PCI #NotTheBigCompany

Shellie Hadvina from California State University Northridge shares her experience about the Oral History Project with PCI. Learn More: https://lnkd.in/gXQ3WwXt #NotTheBigCompany #PCI #OralHistoryProject #Alumni

Why perfectionism is killing your creativity (and what to do instead) You know that feeling when you stare at a blank screen for hours? Writing one sentence. Deleting it. Starting over. Here's the truth: We're doing it all wrong. The secret isn't "falling in love with the process." It's something much simpler. Set quantity goals instead of quality goals: 800 words per day 10 ideas written down 1 hour of focused work When you focus on doing MORE instead of doing PERFECT, magic happens. Your perfectionist brain can't keep up. Ready to break free from the perfectionism trap? Read more here: https://lnkd.in/gct9tNTw #Leadership #Work #Progress

Most CEOs are babysitting their leadership teams. (And they don't even realize it.) You're solving problems your execs should handle. Making decisions they should own. Pushing for results they should drive. Meanwhile, your competition has leaders who think like owners and deliver without oversight. The difference? They stopped managing and started building. After coaching 400+ CEOs, I've seen the pattern. Average leaders hire smart people then do all the heavy lifting. Great leaders build systems that create self-managing teams. 7 steps that actually work: 1. Stop imposing your vision. Co-create it. When leaders build the future together, they defend it. One CEO spent 2 days with his team crafting their vision. Result? They hit targets he never even set. 2. Put the right people in the right seats. Rate every leader: Do they live your values? Excel in their role? Below 7/10 on either?  Make the move. Fast. 3. Create your operating system together. How will you debate? Decide? Disagree? Document it. Live it. Reference it daily. Dysfunction disappears when everyone follows agreed rules. 4. Build trust through conflict. Teams that never disagree never excel. Your new response to pushback: "Thank you, tell me more." Watch what happens when disagreement becomes safe. 5. Give autonomy with clarity. Define the sandbox. Then get out. What decisions can they make alone? What's their budget authority? Answer these or keep babysitting forever. 6. Make accountability transparent. It’s not about catching failures. It’s about creating visibility. When everyone sees everyone's commitments, standards rise naturally. Public scoreboards beat private conversations. 7. Invest in growth conversations. Your highest-leverage hours aren't in strategy sessions. They're asking: "How can I help you grow?" Then actually investing in their answer. Most CEOs think building great teams takes years. It doesn't. It takes deciding you're done being the bottleneck. Here's what no one tells you: Your team could be extraordinary right now. They're just waiting for you to stop managing. And start building the system that lets them soar. Your next quarter doesn't depend on you doing more. It depends on you letting them become more. P.S. Want a PDF of my Build Your Dream Leadership Team Cheat Sheet? Get it free: https://t.ly/Sv5A2 ♻️ Repost to help a CEO in your network. Follow Eric Partaker's Founder & CEO Accelerator  for more leadership insights. - 📌 Our next CEO Accelerator starts October 1st. 60+ Founders & CEOs have secured their spot. Apply Here: https://t.ly/qJ2Bi

PCI designed the Oral History Project as a revolutionary alumni and member relations program to give colleges, universities, and member organizations a cost-free, meaningful way to connect with their alumni and members. Learn More: https://bit.ly/3NIaulz #Stories #Alumni #PCI #NotTheBigCompany