NORTHBOUND: Executive Leadership Coaching

Need a Culture Change?  Email me  Chris@Go-Northbound.com Join the Northbound Approach Community: https://www.skool.com/northbound/about?ref=9276bb7a19304330b6d36f4384b55bf5   In this episode of the Northbound Podcast, we challenge one of the most common—and most damaging—phrases in the workplace: "That's above my pay grade." While it sounds responsible and safe, this mindset quietly trains people to disengage, defer responsibility, and disconnect from outcomes. In an era where bureaucracy is shrinking and ideas can turn into action overnight, that excuse no longer protects organizations—it exposes them. This conversation is not about recklessness or bypassing leadership. It's about reclaiming responsibility and understanding why silence, disengagement, and "not my job" thinking are especially dangerous right now. As AI accelerates change and levels the playing field, the organizations that win will not be the most efficient—they will be the ones filled with people who care, think, speak up, and take ownership. We explore the difference between authority and responsibility, why leaders must eliminate disengaging language, and how people-centered leadership creates cultures of courage, clarity, and shared ownership. The future does not belong to those who optimize the most—it belongs to those who are willing to think, act, and lead with conviction. Main Points Discussed Why "that's above my pay grade" trains disengagement rather than responsibility The difference between decision-making authority and moral or professional responsibility How silence is still a decision—and one that carries real consequences Why leaders must eliminate language that rewards compliance over ownership Lessons from the rise of human capital development during rapid technological change Why AI and automation increase the value of people rather than replace them The danger of efficiency-only cultures in a world where tools are universally available Why courage, conviction, and ownership will determine who wins in the future How modern leadership shifts from permission-based to ownership-based cultures The importance of healthy boundaries that encourage responsibility without chaos Key Takeaways Authority is not handed down by pay grade—it is exercised through responsibility You may not make the final decision, but you always have the authority to notice, speak up, and care Silence and disengagement are more dangerous than rebellion AI eliminates bureaucracy, not the need for people or human judgment Organizations obsessed only with efficiency will struggle in this era The most effective leaders say "I don't know," invite insight, and create ownership Healthy cultures reward people for caring, surfacing issues, and protecting the mission Nothing is above your pay grade when it comes to people, truth, and the mission   This episode is a call to courageous leadership in a time that demands it—where responsibility is shared, authority is multiplied, and people are empowered to think, act, and lead together.

Contact me directly at Chris@Go-Northbound.com    In this episode of the Northbound Podcast, we confront one of the most damaging leadership mindsets still lingering in workplaces today: the belief—spoken or implied—that people are paid to comply, not to think. While this mentality may produce short-term obedience, it quietly destroys trust, initiative, innovation, and long-term growth. This conversation explores how toxic leadership often shows up subtly through dismissive behavior, silence, or body language rather than explicit words—and how those behaviors train teams to disengage. We examine the real cost of organizational silence, why thinking is essential to action, and what people-centered leadership looks like in a year that demands bold movement, clarity, and responsibility. As organizations face accelerating change, new technology, and AI-driven tools, this episode reinforces a critical truth: while systems and applications can support execution, human judgment, creativity, and ownership remain irreplaceable. Leadership is not about control—it's about unleashing potential. Main Points Discussed How the "I don't pay you to think" mentality creates short-term compliance but long-term stagnation Why toxic leadership often appears through subtle behaviors rather than direct statements The hidden cost of organizational silence and disengaged teams The connection between thinking, ownership, and meaningful action What action-oriented, people-centered leadership looks like in practice Why technology and AI can support leadership—but never replace human judgment The importance of self-awareness and evaluating how leaders show up for their teams Key Takeaways Silencing thinking doesn't create order—it kills initiative, trust, and growth Compliance without ownership leads to passive, reactive organizations Healthy leadership encourages independent thinking, problem-solving, and accountability Action-driven leadership requires clarity, autonomy, and room to learn from mistakes Technology can optimize tasks, but people drive innovation and impact Leadership is not about control—it's about creating space for people to think, act, and grow   This episode is a call to leaders at every level to reject toxic habits, protect thinking, and build cultures where people are empowered to contribute fully—because when people are allowed to think, organizations move forward faster and farther.

🎙️ Episode Description If you need a form to tell someone how they're doing, you've already missed the moment. In this episode of the Northbound Podcast, Chris challenges one of the most common — and most ineffective — leadership tools in modern organizations: feedback forms. While forms promise structure and safety, they often drain feedback of what actually makes it work — presence, trust, and human connection. Using the trail as a metaphor once again, Chris explains why broken gear slows you down in the backcountry and how broken feedback processes do the same thing in leadership. Transformational leaders don't hide behind paperwork or checklists. They give feedback in real time, face to face, when it actually matters — and they document it after the human moment, not instead of it. If your feedback process feels heavy, awkward, or ineffective, it might be time to throw it away. 🔑 Key Points Why feedback forms often act as bad gear in leadership How forms shift feedback from relationship to compliance Why growth doesn't happen on paper — it happens in conversation The danger of letting process replace presence What real-time, transformational feedback actually sounds like Why listening first builds trust and confidence How to document feedback without killing the moment Why leaders should write things down after the conversation How forms create false safety and distance instead of trust Why Northbound leadership prioritizes growth over paperwork ⭐ Main Takeaways Feedback forms are often heavy, impersonal, and ineffective in the moment Growth happens in real-time conversations, not checklists Transformational leadership is relational, personal, and human — not procedural The best feedback is timely, present, and face to face Documentation is important, but it should never replace the conversation Strong leaders fix broken processes instead of normalizing them Northbound leaders defend people, not tools   Join the community here: www.Go-Northbound.com  

🎙️ Episode Description Discomfort isn't the goal — growth is. In this episode of the Northbound Podcast, Chris builds on the last conversation about resilience and clarifies a critical distinction: it's not discomfort itself that makes leaders stronger, but what they learn through it. Drawing again from backcountry experience, Chris explains why strong leaders don't chase pain, but they also don't avoid it. Broken gear on the trail doesn't make you tougher — it makes you colder, slower, and more vulnerable. The same is true in leadership. This episode explores the difference between healthy discomfort and unnecessary suffering, why some leaders avoid discomfort while others glorify it, and how wise leaders pursue growth without burning themselves or their teams out. If you want to lead north — farther, higher, and longer — this episode will help you learn how to use discomfort wisely. 🔑 Key Points Why discomfort alone doesn't build resilience — learning does The difference between healthy discomfort and unnecessary suffering Why strong leaders don't chase pain or glorify hardship How broken systems, habits, and tools create preventable suffering The danger of both avoiding discomfort and pursuing it for ego What chosen discomfort looks like in leadership (hard conversations, growth assignments, honest feedback) Why leaders must fix what's broken instead of romanticizing it How seeking counsel helps leaders move lighter and smarter Why discomfort should clarify and sharpen leaders, not cripple them How leaders grow people by supporting them through hardship, not sacrificing them to it ⭐ Main Takeaways Discomfort is a tool for growth, not a badge of honor Not all suffering is productive — some of it is preventable Strong leaders fix what's broken instead of glorifying hardship Growth accelerates when leaders learn, adapt, and seek counsel Carrying less weight — bad systems, habits, and ego — builds endurance Leaders shouldn't avoid discomfort or chase it; they should use it wisely   Reach me directly at Chris@Go-Northbound.com  

🎙️ Episode Description Leadership isn't built in comfort — it's built in the hard miles. In this episode of the Northbound Podcast, Chris shares lessons drawn from walking over 1,500 miles alone on backcountry trails. From fear and injury to loneliness and exhaustion, those experiences didn't weaken him — they built resilience. And that same kind of resilience is exactly what leadership requires. This episode challenges the myth of comfortable leadership and explores why adversity, pain, and even loneliness are not signs of failure, but tools for growth. Resilience isn't a personality trait — it's formed through exposure, pressure, and perseverance. If you want to lead north, you have to be willing to walk through uncomfortable places and keep moving forward. 🔑 Key Points Leadership resilience is built through discomfort, not theory How the trail mirrors leadership: it doesn't adjust to your feelings or intentions Why comfort never prepares leaders for real challenges The difference between panic and adaptation under pressure Why pain is feedback, not failure How hardship teaches pacing, preparation, awareness, and humility The role of loneliness in building internal strength and self-awareness Leaders must sometimes walk alone to confront themselves Resilience compounds over time and builds credibility Leaders who endure hardship lead with deeper empathy ⭐ Main Takeaways Resilience is not a personality trait — it's a product of discomfort Leadership is formed when things are hard, not easy Pain and setbacks are signals to grow, not reasons to quit Loneliness isn't always bad; it builds conviction and internal strength Leaders who've walked hard miles lead with humility and courage Comfort creates managers — adversity creates leaders The strongest leaders empathize deeply because they've been there   Join the Northbound Approach Community: https://northbound-approach.circle.so/feed  

🎙️ Episode Description Too many leaders wait until performance scores drop before investing in their people. It sounds efficient — but it's reactive, passive, and ultimately misguided. In this episode of the Northbound Podcast, Chris challenges a common leadership mindset: tying development to decline. Drawing from real leadership experience and what he's seeing across today's leadership noise, Chris explains why development should never be a response to failure — it should be a constant investment. Metrics matter, but they are lagging indicators. Real leadership happens long before dashboards turn red. If you want to build trust, engagement, and long-term performance, you must develop people before the decline. If you want to lead north, this episode is for you. 🔑 Key Points Why tying development plans to falling scores is reactive leadership The danger of outsourcing leadership to dashboards, metrics, and spreadsheets How performance metrics are lagging indicators, not early warnings Why development after decline becomes corrective instead of formative How reactive development erodes trust and associates growth with punishment Why every employee should have a development plan from day one How proactive development builds psychological safety, engagement, and retention The difference between managing scores and leading people ⭐ Main Takeaways Waiting for performance scores to drop before developing people is reactive, not leadership Most metrics only show problems after they already exist Development plans should be standard practice, not a consequence Proactive development builds trust, engagement, and long-term performance High performers need development just as much as struggling employees The best leaders invest in people before there's ever a problem Leading north means acting early — not responding late   Need a leadership coach? Contact me personally at Chris@Go-Northbound.com  

Email me at Chris@Go-Northbound.com Join Community at www.Go-Northbound.com Episode Description You've probably heard it before: "We're like family here." At first, it sounds warm, inviting—maybe even inspiring. But what if that phrase is quietly creating burnout, resentment, and unhealthy leadership dynamics? In this episode of Northbound, Chris unpacks why treating your workplace like a family often does more harm than good. Drawing from real leadership experience and a Christ-centered perspective, this conversation explores the hidden dangers of blurred boundaries, misplaced loyalty, and emotional expectations that leaders were never meant to carry. Leadership is an adventure—and healthy teams aren't built on guilt or obligation. They're built on clarity, respect, growth, and shared purpose. Join Chris as he reframes leadership not as family management, but as guiding partners on a northbound journey toward excellence. Main Points Why "We're Like Family" Is So Appealing It promises belonging, loyalty, and connection—but often at the cost of professionalism and accountability. The Toxic Side of the Family Metaphor Blurred boundaries lead to overwork, tolerated bad behavior, burnout, and resentment. Why Work Is Not Family Everyone already has a God-ordained family at home. Work was never meant to replace that role. Unhealthy Expectations Placed on Leaders Leaders are pressured to provide emotional support beyond their role, creating imbalance and frustration. A Better Northbound Approach Treat your team as valued partners on a shared journey—clear roles, mutual respect, and aligned goals. What Healthy Leadership Actually Looks Like Professionalism, accountability, development, empathy, and sending people home better than you found them. Key Takeaways Stop saying "We're like family." It's appealing, but it can hide or create toxic dynamics. Boundaries aren't cold—they create safety, clarity, and long-term growth. Leadership is about guiding, empowering, and developing people—not replacing the family role. Teams thrive when loyalty comes from respect and trust, not guilt or obligation. Great leaders model professionalism and work-life balance—and make sure people get home to their families.

Go North in 2026!      www.Go-Northbound.com   2026 is here, and leadership is moving faster than ever before. AI is reshaping how we work—streamlining tasks, improving processes, and accelerating decision-making. But while technology continues to advance, it can never replace the most transformative elements of leadership: human connection, wise counsel, and decisive action. In this episode of Northbound, Chris explores what leadership must look like in 2026. Using a Northbound adventure mindset, he challenges leaders to leverage AI as a powerful tool—without surrendering their responsibility to lead people well. Grounded in Proverbs 11:14, this episode reminds us that technology is no substitute for wisdom, relationships, and accountability. If you want to experience real growth in 2026—personally, professionally, and organizationally—this episode will help you chart a clear path forward: use AI for efficiency, invest deeply in people, and lead with courage and action. Key Points Leadership Is Changing, But People Still Matter Most AI can optimize tasks and processes, but it cannot replace human connection, motivation, or morale. Technology Is a Tool, Not a Replacement AI should empower leaders, not replace judgment, wisdom, or relational leadership. Wise Counsel Still Comes First As technology accelerates, leaders must remain grounded in biblical wisdom and trusted relationships. Relationships Must Remain the Priority One-on-ones, authentic check-ins, and honest feedback are essential in an AI-driven world. Transparency Builds Trust Leaders should be open about how AI is used and reassure teams that people are not being replaced. 2026 Is a Year of Action AI can inform decisions, but leaders must still act decisively and thoughtfully. Efficiency Creates Opportunity When AI frees up time, leaders should reinvest it into coaching, mentoring, and development. Key Takeaways AI can increase efficiency, but only leaders can build trust and culture. Technology should support leadership—not define it. Wise counsel, starting with God's Word, remains essential in a fast-moving world. People-centered leadership is the true growth engine. Action-oriented leadership turns insight into results. Efficiency plus intentional leadership leads to exponential growth. In 2026, the greatest competitive advantage is still your people.

Anonymous surveys are often sold as safe, honest, and necessary — but are they really helping your organization? In this episode of the Northbound Podcast, Chris dives into the hidden dangers of anonymous feedback and why these surveys can quietly erode trust, silence courage, and undermine accountability. Learn how to move from forms to face-to-face conversations, cultivate a culture of openness, and build leaders who inspire honesty and solutions — not just venting. Main Points: The Intention vs. Reality of Anonymous Surveys Surveys give people a voice, especially in low-trust environments. They can surface real issues but don't create honesty. They often reveal fear rather than build trust. Hidden Dangers Feedback becomes indirect, relational trust is lost. Leaders may overcorrect due to skewed or incomplete data. Ownership and accountability are removed; the loudest voices dominate. When Anonymous Feedback Might Work Temporary use in deeply broken or unsafe cultures (e.g., mergers, layoffs). Must always be paired with a plan to move toward open dialogue. Northbound Alternatives Build feedback-rich relationships through one-on-ones and 360 feedback. Teach feedback as a skill; focus on behaviors, encourage solutions. Make respectful disagreements safe; model vulnerability as a leader. Christ-Centered Leadership Perspective Jesus led with open conversation, not anonymous feedback. Courage, humility, and relationships build healthy cultures. Leaders should move toward hard conversations, not avoid them. Key Takeaways: Anonymous surveys reveal fear, they don't heal it. Trust grows through relationships, not forms. Courageous cultures are built face-to-face. Northbound leaders create environments where people feel safe to speak with them, not around them. If your team only speaks truth anonymously, it's a signal to assess your culture. Call to Action: Want to create a culture where people share honest, solution-oriented feedback? Reach out to Chris at chris@go-northbound.com or join the Northbound community at go-northbound.com to learn how to lead with courage, Christ-centered values, and relational trust.

Contact me personally: Chris@Go-Northbound.com   When we think about investing, we usually think about money—stocks, real estate, returns, and risk. But the greatest investment leaders can make isn't found in a portfolio. It's found in people. In this episode of the Northbound Podcast, Chris explores the powerful connection between financial investing and leadership investing. Drawing from personal experience, biblical wisdom, and the Northbound adventure mindset, this conversation challenges leaders to stop burying potential and start intentionally investing in the people they lead. Just like financial investing, leadership investment requires patience, vision, consistency, and courage. When done well, it produces compounding returns that multiply far beyond the initial effort—strengthening teams, shaping culture, and changing lives for the long haul. This episode is a guide for leaders who want to move northbound by developing people, not just managing outcomes. Main Points 1. Investing in People Mirrors Investing in Money Leadership investment requires patience, long-term vision, and consistent effort. People grow when they are nurtured, supported, and challenged—and leaders must never bury the potential they've been given. 2. Leadership Is a Northbound Journey Leadership is an adventure filled with uncertainty, risk, and growth. Each person has different passions, gifts, and goals, and leaders are called to guide, encourage, and invest in each individual along the journey. 3. High-Value Leadership Investments The greatest leadership investments include mentorship, training, coaching, and empowerment—trusting people to take action, learn from mistakes, and grow through experience. 4. Compounding Returns Through People Small, intentional investments today lead to exponential growth tomorrow. Strong teams become more capable, self-sufficient, and impactful over time, multiplying leadership influence and organizational health. 5. Avoid Bad Leadership Investments Micromanagement and neglect destroy growth. Healthy leaders balance guidance with autonomy to create environments where people can thrive. Key Takeaways Leadership is the ultimate long-term investment Consistency, patience, and encouragement produce compounding growth Empowered people drive innovation, loyalty, and results True leadership returns are measured in people who grow, take action, and invest in others Leaders are called to steward what they've been given—not bury it   Northbound Podcast has partnered with Man Warrior King.  Man Warrior King Podcast:  https://open.spotify.com/show/02WfLtAhTiq655P4V0qfTJ?si=64e52abef3cb4713 Follow the host Matt Hallock here: https://www.manwarriorking.com/ Grab your copy of DNA of a Man: https://a.co/d/5F1Zy5P

Hi, I'm your host Chris. Thank you for listening. Email me directly at chris@Go-Northbound.com   Present Leadership, Northbound Culture - People Are Worth Your Attention What does your phone, your laptop, or your inbox say about how much you value your people? In this episode of Northbound, Chris opens with an uncomfortable—but familiar—moment: starting a conversation distracted, busy, half-present. And that's the point. Too many leaders invite people into meetings, feedback sessions, and one-on-ones, only to communicate—without saying a word—that something else matters more. This episode unpacks a hard truth: distraction is communication. When leaders don't remove distractions, they erode trust, waste time, shut down psychological safety, and quietly tell their people they don't matter. Chris walks through eight leadership lessons that challenge efficiency-driven leadership and call leaders back to presence, care, and stewardship. If you want to lead people who feel valued, heard, and safe to speak honestly—this episode is a must-listen. Main Talking Points 1. Distraction Is Communication Leaders are always communicating, even when they're silent. A buzzing phone, an open laptop, or emails mid-conversation all say something—and usually not what the leader intends. 2. Feedback Requires Presence, Not Efficiency Feedback isn't a task to optimize; it's a moment of trust transfer. Multitasking during feedback turns development into discipline and care into correction. 3. Meetings Are Stewardship of Time Time is a nonrenewable resource. Distracted leaders waste time and energy, creating longer meetings, less clarity, and quiet resentment. 4. Distraction Reveals an Unhealthy Hierarchy When leaders refuse to pause, they communicate rank instead of respect—emails over people, urgency over importance. 5. Presence Builds Psychological Safety People speak honestly only when they feel heard. Distraction shuts down vulnerability, innovation, and healthy disagreement. When people stop speaking, leaders start guessing. 6. Leaders Go First Culture follows behavior. If leaders check their phones, everyone checks their phones. If leaders close the laptop, the room changes. 7. Northbound Practices for Undistracted Leadership Close the laptop. Put the phone face down—or turn it off. Avoid paperwork during feedback. Delegate interruptions. Declare the moment important. 8. The Heart Lesson People don't need perfect leaders—they need present ones. No one wants to feel like an interruption when they sit across from their leader. Key Takeaways What you refuse to put down reveals what you value Presence communicates care more clearly than words Feedback without attention damages trust Meetings are a promise—honor them with focus Psychological safety starts with undivided attention Leaders set the pace and tone for distraction Your people should feel like the most important thing in the room Leadership isn't about being busy—it's about being present

Email me direct at chris@go-northbound.com   Leadership Into The Unknown In this episode of the Northbound Podcast, Chris takes listeners deep into the Grand Canyon—literally and figuratively. Drawing from a seven-day rafting expedition with his family and the historic journey of explorer John Wesley Powell, this conversation unpacks what leadership looks like when the map is incomplete and the stakes are real. Through adventure, history, and hard-earned insight, Chris outlines timeless leadership principles learned in uncomfortable terrain: conviction, honesty, courage, care for people, adaptability, and stewardship. Powell's journey down the Colorado River—with no maps, wooden boats, and only one arm—becomes a powerful reminder that leaders don't wait until they feel ready. They move forward because they were created to lead. 📌 Main Points Adventure reveals leadership because it strips away comfort and exposes reality. John Wesley Powell led with conviction and vision, even when no maps existed. Leaders must balance boldness with wisdom—organizations need a clear map. Reality matters more than comfort; honesty builds trust. Courage always involves risk, but leadership requires stepping forward anyway. Missions fail when leaders stop caring for their people. Adaptability is essential—nature, culture, and reality will not adapt to you. Vision without stewardship leads to collapse. Limitations do not disqualify leaders—Powell led his team down the Grand Canyon with one arm. 🧭 Key Takeaways Leadership is forged in uncomfortable places—don't avoid them. Conviction and passion move people forward, especially in uncertainty. Be honest about reality; comfort-driven leadership erodes trust. Risk is not failure—it's the cost of courageous leadership. Care for your people or you will lose both them and the mission. Adapt quickly or fall behind; rigidity kills momentum. Vision must be stewarded wisely to be sustained. If you're in a leadership position, it's time to lead—God designed you for this.

Email me directly at chris@Go-Northbound.com Join the community at www.Go-Northbound.com and get access to a simple 360 degree tool for leaders.  Trust Before Feedback - 360° Leadership In this episode of Northbound, Christopher Miser dives into 360° feedback and the role trust plays in leadership. Feedback only works where trust exists—without it, feedback becomes filtered, delayed, or silent. Christopher shares why the most valuable voices often belong to those with the least power, why leaders must respond to feedback to earn ongoing trust, and practical steps for implementing 360° feedback that strengthens your culture and organization. Main Points Trust is foundational for effective feedback. Power distorts honesty; the lowest-power voices are often the clearest. Feedback must lead to visible change or it loses value. Leaders earn trust by responding to feedback and showing humility. 360° feedback is a mirror of leadership humility. Key Takeaways Trust determines the quality of feedback. The most valuable feedback often comes from those with the least power. Feedback is only leadership when it produces visible change. You must earn trust; you cannot demand it. Be brave enough to hear the truth and act on it.   Northbound Podcast has partnered with Man Warrior King.  Man Warrior King Podcast: https://open.spotify.com/show/02WfLtAhTiq655P4V0qfTJ?si=64e52abef3cb4713 Follow the host Matt Hallock here: https://www.manwarriorking.com/ Grab your copy of DNA of a Man: https://a.co/d/5F1Zy5P  

Email the host direct at chris@go-northbound.com   Lessons From The Back Room - Organizational Leadership In this episode of Northbound, Chris shares a powerful story from his early days as an Air Force lieutenant about the importance of valuing back-office employees and listening to voices often overlooked. He recounts how a young enlisted member—quiet and unnoticed by many—knew the squadron's culture and history better than the senior officers. This episode explores how culture happens when leaders aren't in the room, why the lowest-level employees often hold the clearest view of your organization, and how humility and feedback are essential for effective leadership. Main Points Leadership isn't just about the people at the top; back-office employees often hold the keys to culture and operations. Culture is not only written—it's repeated. Observing and listening to how your team lives out values is critical. The youngest or lowest-level employees may know your culture better than you do. Surveys and formal metrics can't replace authentic feedback and attentive listening. Leaders must be humble enough to seek and honor feedback from overlooked voices. Key Takeaways Value and trust your back-office employees—they may run your organization more than you realize. Culture exists beyond your observation—pay attention to what happens when you're not in the room. Listen to those with less power—their insights are often the clearest reflections of your culture. Reinforce the good and learn from the bad—know your history, values, and repeated successes/failures. Leadership requires humility—seek feedback, honor it, and let it guide growth.

Schedule leadership coaching with your host, Chris at chris@go-northbound.com   What's Keeping Your Wheels Northbound? - Organizational Leadership In this episode of Northbound, Chris highlights the critical role of office assistants as organizational linchpins. He explores how assistants often run the culture, operations, and communication hubs of an organization—even more than some executives realize. This episode provides practical guidance for leaders on giving assistants authority, building trust, preventing burnout, providing fair compensation, and fostering a culture of respect. Discover why supporting your office staff isn't just kindness—it's essential leadership. Main Points Office assistants are organizational linchpins, keeping both culture and operations running smoothly. Authority, trust, and access are key: assistants must be empowered to lead within their roles. Effective communication from leadership is crucial for office staff to succeed. Monitoring burnout and providing proper compensation (monetary and cultural) protects your organization. Assistants set the tone of the office and influence loyalty and culture more than many leaders realize. Key Takeaways Respect and authority: Give assistants real authority and don't undermine them. Trust and access: Allow assistants to act and provide them the tools they need. Prevent burnout: Watch for stress absorbed from all directions and intervene early. Compensation and value: Fair pay, benefits, and a positive culture reduce turnover and increase loyalty. Culture and leadership: Assistants often enforce and reflect organizational values; they are vital to long-term success. Ask yourself: If your assistant quit tomorrow, would your office survive?

Schedule a free consultation. Email me at Chris@Go-Northbound.com   The Emperor Has No Clothes - Leading So People Feel Safe to Disagree Episode Topic: Encouraging healthy disagreement to strengthen leadership and team performance Episode Description: In this episode of Northbound, Chris explores how leaders can foster an environment where team members feel safe to disagree. Through personal stories—including a funny and unexpected example of an old recliner becoming a "feedback chair"—Chris illustrates the value of open dialogue and psychological safety in leadership. He explains why encouraging constructive dissent leads to better decisions, innovation, and stronger team buy-in, while also sharing actionable steps for leaders to normalize dissent and respond thoughtfully to differing perspectives. Main Points: The value of disagreement – Why leaders should welcome challenges to ideas. Psychological safety – Creating an environment where people feel respected and comfortable speaking up. Leading with humility and openness – Encouraging feedback regardless of seniority or experience. Benefits of disagreement – Better decisions, innovation, and stronger buy-in from your team. How to encourage it – Ask open-ended questions. Invite alternate perspectives regularly. Respond respectfully and thoughtfully to dissent. Personal anecdotes / examples – Stories of learning from unexpected sources, like a young team member offering invaluable feedback. Pitfalls to avoid – Overreacting, shutting down dissent, or displaying frustration. Actionable advice for leaders – Normalize dissent as part of team culture. Reward honest feedback and constructive challenges. Model vulnerability by admitting when you're wrong or unsure. Key Takeaways: Disagreement, when encouraged, strengthens both leadership and team performance. Psychological safety is essential for people to feel comfortable sharing different perspectives. Leaders must listen, respect, and thoughtfully respond to challenges and alternate ideas. Normalizing open communication fosters innovation and strong organizational collaboration. Small, creative actions—like creating spaces for feedback—can have a lasting impact on team culture.

Northbound Approach Community -- https://northbound-approach.circle.so/c/posts/   Empowerment Over "Face-Time" - How To Showcase Your People Naturally  Episode Description: In this episode of Northbound, Chris dives into the misguided workplace concept of "FaceTime"—the idea that employees need to spend artificial time with higher-ups to get noticed. Chris shares personal experiences from his career where forced visibility felt awkward, transactional, and unproductive. Instead, he highlights how effective leadership empowers employees, creates natural opportunities to showcase abilities, and focuses on results rather than optics. Through stories and lessons, Chris shows leaders how to support their people while avoiding the pitfalls of superficial "FaceTime." Talking Points: The myth of "FaceTime" – Why leaders often emphasize it and what it really means. The problem with forced visibility – How artificial "FaceTime" can feel awkward, transactional, or unproductive. Showcasing abilities naturally – Encouraging leaders to create opportunities for employees to demonstrate skill and value through meaningful work, projects, or outcomes. Trust over optics – Why leadership should focus on results and competence rather than constant physical presence or attention-seeking. Empowerment vs. permission – How giving autonomy and real responsibility allows people to shine without "FaceTime." Personal anecdotes / examples – Sharing moments where natural exposure worked better than forced face-to-face meetings. Actionable advice for leaders: Delegate high-impact projects. Recognize contributions in front of peers or leadership naturally. Encourage proactive reporting rather than micromanagement. Key Takeaways: Effective leadership is about creating meaningful visibility, not forcing "FaceTime." Employees shine best when given autonomy and real responsibility. Communication up the chain should focus on results and measurable impact. Recognition should feel organic, highlighting genuine contributions. Leaders who avoid superficial practices build trust, engagement, and a stronger team.

Email your host directly at Chris@Go-Northbound.com   From Inbox to Outbox - How Efficient Leaders Give Time Back Episode Description: In this episode of Northbound, Chris reflects on lessons learned from his grandfather and a particularly disciplined boss. From perfectly packed camping trips to an office inbox meticulously managed by priority, Chris explores how structure, efficiency, and clear expectations can transform the way we work and lead. He shares personal stories that show how great leaders value both results and the people achieving them, creating environments where teams can thrive without staying late unnecessarily. Main Points: How structured processes and prioritization improve performance. The importance of leaders modeling efficiency before expecting it from others. The impact of valuing employees' time on morale and productivity. Key Takeaways: Well-designed processes give teams clarity and freedom to excel. Efficient leadership prevents unnecessary overtime and stress. Leaders who value their people's time foster loyalty, engagement, and better results. Time management is not just about business efficiency—it's about respecting people's lives outside of work.

Email your host directly at Chris@Go-Northbound.com   How to Get Promoted - The Right Way In this episode, Chris dives into the overwhelming noise of modern leadership advice—especially the kind that circulates on social media. Using a popular LinkedIn article about "how to get promoted" as a springboard, he breaks down 11 common pieces of promotion advice, evaluates their strengths and pitfalls, and reframes them through the lens of transformational leadership. Instead of playing political games for advancement, Chris argues for a mindset shift: focus on elevating others and leading with integrity from your current seat. Promotion, he says, should come as a necessity. Main Points & Commentary 1. The Problem With Leadership Noise The internet—especially LinkedIn—is saturated with leadership content. Some advice is good, some is harmless, and some is outright counterproductive. The challenge: discerning truth from noise. 2. The LinkedIn Promotion Advice Breakdown #1 — The Power of Being Liked The article suggests smiling more and remembering coffee orders. Chris warns this can quickly slip into "kissing up". Better principle: be trustworthy and perform well—not manipulative. #2 — Recognize Your Manager's Insecurities The article suggests making your manager look good publicly. Chris cautions: this crosses into flattery and can backfire. Better approach: offer private encouragement, not public posturing. #3 — Be the Person Who Brings Donuts Small acts of thoughtfulness matter. Chris agrees this is harmless and often helpful—when done authentically. #4 — Water Cooler Conversations / Proximity to Power "FaceTime" can be useful but feels like a dirty game when forced. Seek influence for positive impact, not status climbing. #5 — Being the Quiet Person in Meetings Listening is powerful. Gathering others' insights often beats being the loudest voice. Chris supports this one. #6 — Your Reputation With Assistants Assistants often have more influence than people realize. Treating people with respect isn't a strategy—it's character. Chris says this belongs at the top. #7 — Your Last Interaction Matters People remember how you made them feel. Ending with gratitude encourages and builds rapport. #8 — Company Culture Shifts Pay attention to what's being rewarded. Adapt—but never compromise your integrity or ethics to fit a toxic shift. #9 — Digital Body Language Read messages aloud; delay your send; match communication style to your audience. Chris admits learning this the hard way. #10 — Saying "I Don't Know" Honesty builds more trust than false expertise. "I don't know, but I'll find out" is powerful leadership. Asking for feedback also demonstrates humility. #11 — The Power of Follow-Through Many people promise; few deliver. Don't overpromise—overdeliver. When situations change, communicate early and clearly. Northbound Reframe: The Mindset Shift Chris wraps the episode by challenging the core premise of the LinkedIn article: You shouldn't do any of these things to get promoted. You should do them to elevate others. Key emphasis: Don't chase promotion. Lead with integrity from any seat. Encourage and uplift your peers. Build trust, deliver results, and treat people with dignity. When you adopt transformational leadership, promotion becomes unavoidable—your organization needs you at a higher level. This is the heart of Northbound: leadership that transforms people, not leadership that seeks position. Key Takeaways 1. Promotion Should Be a Byproduct, Not a Goal Shift from "How do I climb?" to "How do I elevate others?" 2. Integrity > Tactics Some advice leads to manipulation; true leadership requires authenticity. 3. Respect Everyone Treating assistants, peers, and coworkers with dignity creates real influence. 4. Communicate Thoughtfully Digital tone matters; delay your send and speak with intention. 5. Be Honest About Your Limits "I don't know" builds trust more than bluffing. 6. Follow Through Reliability is one of the most underrated leadership traits. 7. Lead From Where You Are Transformational leadership impacts the whole team—not just you.

Follow along and join our team at:  www.Go-Northbound.com   Episode Title: The Greater Shackleton -  In this episode of the Northbound Podcast, Chris contrasts two legendary Antarctic explorers—Robert Falcon Scott and Ernest Shackleton—to reveal a timeless leadership lesson. While Scott's obsession with being first to the South Pole led to tragedy and loss, Shackleton's leadership focused on the people around him, their well-being, and shared success along the journey. Through Shackleton's example, Chris highlights how authentic leadership—grounded in truth, compassion, and clear purpose—can turn even the most extreme challenges into victories for the team. This episode shows that true success isn't just reaching a destination, but how we guide, support, and care for the people alongside us. Main Points 1. Learning from the Past Scott pushed his team toward a goal at all costs—leading to death and disappointment. Shackleton, in contrast, prioritized his team's safety, morale, and shared purpose. 2. Shackleton's Leadership Principles Communicated clear purpose and "the why" to his team. Led with compassion and authenticity, modeling every challenge he asked others to face. Encouraged team morale with recreation, shared meals, and mutual support. Maintained honesty about risks and difficulties. 3. Overcoming Extreme Challenges Shackleton's ship was crushed by ice, yet he safely relocated his team. He undertook a 14-day, 780-mile open-sea journey, followed by a 25-mile mountain crossing, to rescue men stranded on Elephant Island. Despite extreme danger, not a single member of his team perished. 4. Redefining Success Success isn't only measured by reaching a goal. Real success lies in the challenges overcome, the people supported, and the lessons learned along the journey. Leadership is remembered not for ambition alone, but for how we care for and inspire those we lead. Key Takeaways People-first leadership saves lives and builds loyalty. Success is found along the journey, not just at the destination. Authenticity, compassion, and communication are critical traits for effective leadership. Leaders are remembered for how they treat their people, not the accolades they achieve. Extreme circumstances reveal the true character of a leader.