Stewarding Management Leadership

I remember I was heading into a board meeting when our office janitor, Mr. Ellis, stopped me. He said, "Your name tag's upside down." My first instinct? → Brush it off. → Pretend I didn't need help. → Protect my pride. Instead, I paused and said, "Thanks for looking out for me." He smiled and replied, "Doesn't matter your title. You represent all of us when you walk into that room." That single moment with Mr. Ellis's big brown eyes shifted how I viewed leadership forever. Six months later, I stood in that same boardroom, presenting a critical strategy. Not because I knew everything. But because I walked in carrying the quiet confidence that comes from respecting everyone who makes our work possible, from the janitor to the CEO. And respect carries more weight than any title ever could, regardless of the room you're in. Here's what most professionals get wrong: They think career growth is about impressing those above them. They forget that everyone, from the janitor to the CEO, sees how you really show up. They underestimate the wisdom in people that society often overlooks. But the highest-impact leaders I've coached share one trait. They lead with respect. → They treat every person like they matter. → They know trust isn't reserved for titles. → They understand influence starts with how you make people feel. That's how careers grow, not just in skill but in humanity. The C.H.O.I.C.E.® Framework makes this real: Courage: Stand for dignity, even when no one's watching. Humility: Know you're not above anyone. Openness: Learn from every voice. Integration: Turn respect into everyday actions. Curiosity: Ask people about their stories. Empathy: See the person behind the role. Here's how to start leading with respect and grow your career: ✅ Start small. → Thank someone whose work often goes unseen. → Respect is built in micro-moments that matter. ✅ Listen deeply. → Instead of dismissing someone's input, ask: → "What do you see that I might be missing?" ✅ Model humanity. → Show others how to treat people well, no matter their title. → Respect shapes culture and careers. The more senior you become, the more your treatment of junior staff defines you. Your peers judge your character not by how you handle power but by how you treat those without it. 💭 Who's someone "behind the scenes" who taught you about leadership? ♻️ Tag someone who leads with humanity. ➕ Follow Loren Rosario - Maldonado, PCC, for career coaching that's human to the core.

Leading in uncertain times is a hot topic today in business as we face a compounding set of unknowns: tariffs, inflation, volatility in our financial markets, the ongoing climate crisis, supply chain disruptions, global conflicts, and the advent of AI to name just a few. Whether you are an operator, investor or board member, I wanted to share a few of my approaches to dealing with the reality we are facing, and I would love your thoughts in response: 1. First, for me, is to remain consistent and committed to our company values. At PSP Partners, we express ours as IDEALS--Integrity, Diversity, Excellence, Alignment, Leadership and Service. Your teams want to know that during uncertainty you will make hard decisions that are grounded in your core values. 2. Radical honesty is critical. Bringing your leadership team to a point of embracing the reality of the landscape that your organization is facing is an essential foundation to then figuring out the vulnerabilities. 3. Ensuring that your balance sheet is strong to weather the difficult periods as well as to have the opportunity to play offense is more essential than ever. 4. Regular scenario planning and pressure testing various outcomes is essential to manage and mitigate risk; it is all the more important right now. This is also known as “red teaming” and it’s a critical thing to do. 5. Being curious about your blind spots and institutional biases will help create an environment where you and your team can safely challenge assumptions. 6. Overcommunicating with your management team and to your company as a whole have never been more needed. Remember it takes about 7 times for a message to break through. Don’t be afraid to repeat it over and over. 7. Embracing the idea that challenges also create unique and unexpected opportunities is so important. During uncertainty the best companies create extraordinary opportunity and returns for the long term. 8. A strong, innovative and resilient culture is always foundational and especially essential to navigating the current challenges. The CEO and your leadership team have to set the example.  

Navigating Leadership in Turbulent Times- A few days ago, I had an interesting conversation with a friend about how Non Profits are facing this period of  unknowns and instability. For organizational leaders, the role we play in guiding our teams and ensuring the stability and resilience of our organizations has never been more critical. Here are a few things I learned about leading through uncertainty- 1. Focus with Intent We are constantly being hit with a barrage of incoherent tweets, rash decisions, and contradictory messaging that can feel overwhelming. Reacting to everything will leave us scattered, unfocused, and ineffective. Leaders must prioritize their organizational goals and focus on what they are best equipped to address. 🔑 Choose your battles wisely and resist the urge to 'play whack-a-mole' with every issue. Not every fight is yours to take on, and sometimes, the wisest move is not to fight at all. Focused leadership drives meaningful impact. 2. Embrace Collaboration - In this season of uncertainty, collaboration is not optional—it’s essential. Community and partnerships have always propelled movements forward. 🤝 Build a collaborative work culture, encouraging your team to cultivate strong relationships both internally and externally.  Collaboration builds trust, and allows people to build upon their strengths and leads to better decisions and outcomes.   3. Flexibility & Adaptability -"Be stubborn about your goals but flexible about how you achieve them." Strategy is not a fixed plan but an evolving path to reach a predetermined destination. Recognize when adjustments are needed and model adaptability for your team. 📣 Communicate openly with staff about changes and align around shared objectives, even if absolute agreement isn’t always possible. Pathways can emerge when teams are nimble and solutions-oriented. 4. Support Your Staff- Amid external crises, organizational trust often becomes strained. Now is the time to double down on creating a supportive environment for your team.  Focus on the short-term goals and the long-term mission when conflict arises. Look for areas of agreement to rally around. 💡 Consider what your organization can offer during this period, whether that’s flexible policies, open communication channels, or empathetic leadership. Teams perform best when they feel valued and supported. 5. Safeguard Your Organization - If your mission runs counter to the incoming administration’s policies, preparation is key. 📋 Run a risk assessment and review your policies/processes to ensure compliance and readiness. Develop clear protocols and maintain a strong relationship with your legal counsel.  A proactive approach will protect your organization from unnecessary risks. I can say from experience that leadership in turbulent times isn’t easy, but it’s also an incredible opportunity to model resilience, inspire focus, and foster collaboration.

#ManagerMonday Tip: "Too busy for vacation." Let's talk about vacations! No seriously, let's talk about them more at work - and proactively, rather than begrudgingly approving requests. Taking time off is valuable for employee well-being and productivity (I'll add a link in the comments). As a manager, "leadership" means supporting your team members in taking those well-deserved breaks. How can you do that? - Lead by Example: Show your team that it's not just okay, but important, to take time off by prioritizing your own vacations and communicating about them openly. - Plan Ahead: Encourage your team to plan their vacations in advance so that their work can be delegated or scheduled accordingly to get it done without requiring a "working vacation." - Set Clear Expectations: Clearly communicate expectations regarding work coverage and availability during vacations - ideally, that's "not at all." You can use out-of-office messages and processes to help team members come back from vacation without having a pile of emails waiting for them, or trying to figure out what's been handled. - Cross-Training: Ensure that there are plans in place by cross-training those team members to handle each other's responsibilities while someone is away (so time off isn't "off-ish"). - Celebrate Time Off: Acknowledge and celebrate team members' vacations to show that you appreciate their hard work and value their well-being. If these steps sound simple and common, far from it. Ask your team members if they've had managers who have supported their taking time off. My guess? "Um, pretty much the opposite." That's why when you do support them, you make a difference for your team members - and their family and friends. #managertips #vacation #timeoff #monday

➡️ The Unseen Cost of Constant Connectivity: Why Leaders Must Champion Real Breaks. Recently, a friend shared their struggle with the ‘always-on’ culture that’s been mounting at their work. The expectation to be constantly available, even at odd hours, was not just overwhelming but also unsustainable. ☑️The Pressure Cooker Environment: Continuous work without rest leads to a pressure cooker situation. It’s not just about the hours clocked in but the mental load that comes with it. ☑️Whole Self = Whole Success: Prioritizing your whole self isn’t a luxury; it’s a necessity. Our mental and physical well-being directly impacts our productivity and creativity. ☑️Corporate Values vs. Reality: As corporations tout values like work-life balance and well-being, it’s crucial for us, especially leaders, to ensure these are not just words but actions lived daily. 📌 Steps Leaders Should Put Into Action: 1️⃣Encourage Real Breaks: Advocate for true downtime, where employees can disconnect without guilt or fear. 2️⃣Set Healthy Boundaries: Establish clear work-life boundaries. Being on-call 24/7 shouldn’t be the norm. 3️⃣Lead by Example: Demonstrate the importance of breaks through your actions. When leaders take breaks, it sends a powerful message. 4️⃣Open Dialogue: Fosters open conversations about work pressure and mental health. It’s okay to admit when things are getting too much. 5️⃣Align Actions with Values: Ensure that the company’s stated values are reflected in its daily operations and policies. This conversation was a reminder for me. It reinforced the importance of not just taking breaks, but also creating an environment where taking care of oneself is encouraged and valued. We must live our values and encourage our teams to prioritize their well-being. Remember, a well-rested, mentally healthy team is more productive, creative, and ultimately more successful. To put this into practice, I left work early last Friday at 3 PM and went kayaking. As I glided over the water, each stroke initially brought thoughts of unresolved work issues. But gradually, my focus shifted. The rhythm of the water, the gentle sounds of nature, it all cleansed my soul. This moment of peace highlighted the stark contrast between the frantic pace of work and the calming embrace of nature. It’s in these moments of tranquility that we find true renewal. Remember, our work is important, but it’s not everything. Let’s not forget to take the time to truly live before it’s too late. PS - use all of your PTO. #KayakingForTheSoul #WorkLifeHarmony #NatureHeals #LeadershipLessons #WorkLifeBalance #MentalHealth #CorporateCulture #Leadership #SelfCare

Have you ever had a leader who claims to prioritize having a work/life balance yet anytime they were more than 5 minutes away from work they were sending emails, calendar invites, and instant messages? As a leader the way you operate when you are away from work sets the tone for the expectations you have for your team. ➡ Step away from your desk for lunches & breaks if you work in office ➡ Block lunches/breaks on your calendar and set yourself as away in messenger apps if you work remotely ➡ Take vacation time ➡ Stop working when you are out on vacation time ➡ Do not contact your team when they are off ➡ Resist the urge to work when you are ill As you exhibit what it looks like to prioritize self-care and well-being, you are teaching those around you to do the same. What small act of self-care will you commit to taking today?

Lead with Positivity, Strive for Greatness Stewarding Leaders Choosing to be positive and to win isn’t just about performance; it’s about mindset. In stewarding, the demands are relentless. Pressure from both the front and back of the house never lets up, and your team is expected to perform at a high level at all times. As a Stewarding leader, you are the heartbeat that keeps everything moving forward. This is why you must cultivate a mindset of a champion, a winner—someone who sees every challenge as an opportunity to get better, to grow, and to rise above. Too often, organizations fail to understand the immense resources required to maintain a clean, safe, organized, and sanitary environment. They don’t see the labor required, the supplies required, or the sheer energy your team pours into making sure standards are met. But here’s the thing: even when resources are tight when labor is stretched thin, you can’t afford to back down. When restrictions and shortages make it difficult to perform at your best, speak up! Let your leaders know the reality of the situation. They need to hear the truth, not your frustration, but the facts. If they still expect the same high-level results without giving you the support you need, don't just sit back and accept it. Research. Network. Reach out to other leaders and properties to discover new ways to meet the standards. Seek solutions. Asking for help is not a sign of weakness; it’s a bold step toward growth. A proactive leader finds a way to adapt, improve, and continue the climb toward excellence. But, if you’ve done everything in your power and the situation isn’t improving, be courageous enough to return to your leader. A true leader will guide you, support you, and help you find a way through the obstacles. Anyone who brushes you off with phrases like, “This is what you get paid for” or “Just figure it out” isn’t leading—they’re avoiding responsibility. Don’t let their fear or lack of understanding derail you. Your mindset is everything. Even when things get tough, your team looks to you for strength and inspiration. Get out there and encourage them. Rally your people and push forward. Don’t get bogged down by politics or distractions that won’t move you closer to your goals. Stay focused on improving every single day. Leadership is about doing your best, consistently striving for better, and communicating openly with your team. Build schedules and timelines that help your people meet the standards and exceed expectations. Consistency, effort, communication, and follow-through are the pillars of success. At the end of the day, it’s your mindset, drive, and actions that make the difference. As a stewarding leader, you must choose to be the best. You must decide to advocate for change, push for improvement, and face challenges head-on with courage and confidence. You must follow directions, but never let frustration rule you. A positive mindset breeds positive results. Keep living.

When I first became a store manager, I had a district manager who made me feel like a number on a spreadsheet. I remember staying hours after close cleaning up a staffing mess just to get a message saying, “You need to figure it out.” No support. No coaching. Just pressure. Then years later, I met the kind of district manager I wanted to become. She visited my store, rolled up her sleeves, and helped me navigate a tough season. She looked me in the eyes and said, “I see how hard you’re trying. You’re not alone.” That moment changed everything. It didn’t just motivate me it made me want to give more, be better, and lead harder. Now that I’ve had the privilege to lead multiple stores as a district manager myself, here are my top 3 ways to truly motivate your store managers and their teams: 1. Recognize the human behind the numbers Your SMs are people first. They carry pressure from every direction. When you make space for their challenges and recognize their wins, you unlock a level of loyalty and fire you can’t fake. 2. Show up and show out Don’t just do “visits.” Be present. Help stock a shelf. Run a meeting with energy. Your stores don’t need a clipboard they need a leader who models what excellence looks like. 3. Invest in their growth like it’s your own Your legacy won’t be built on your own achievements. It’ll be built on how many leaders you helped build. Create development plans. Share your knowledge. Push them in the direction of their goals, not just your deadlines. Leadership isn’t about being over someone it’s about standing beside them, especially when things get hard. That’s what creates real motivation. That’s how you build store managers who don’t just meet goals they beat them. If you want more tips or real examples of how I’ve motivated teams and turned stores around through people-first leadership, connect with me and send a message. I’m happy to share what’s worked for me, no strings attached and no charge. Just people helping people grow. Randi Rodriguez

Admirable traits of strong leadership: 1. Humility - a beginner’s mindset that is open to new ideas and less judgmental. A mindset free of prejudice. A quiet mind that values actions and impact above words. 2. Honestly - radical transparency with grace and dignity. The ability to give feedback without causing resentment is a superpower. The ability to admit mistakes quickly and to ask for forgiveness. And a willingness to show vulnerability. 3. Self-awareness (situational awareness) - reading the room and balancing one’s contributions to ensure a value exchange that benefits all. Knowing when to speak and when to listen. Knowing that given a choice of being clever or kind, being kind is right choice. It is balancing ambition with value. 4. Sense of humor - do not take yourself too seriously and stay accessible. Show passion and ambition but not at a cost to others. Make people comfortable and at ease. Laugh loudly but welcome humor with open arms. But not at the expense to others. 5. Active listening (hear the unsaid and listen with your eyes) - if you are waiting for a pause, so that you can speak, you are not truly listening. And the most important part of listening is the ability to hear the unsaid. 6. Interest in others (empathy) - be interesting first. The goal is to leave people better than when you found them. Everyone you meet knows more about something than you do. Care more about the people around you. 7. Generosity (giving) - the coolest people I know are unselfishly generous with their time and knowledge. Give more than you take. And give without expecting a get. The strongest leaders give more than they take. Takers may end up with more, but givers sleep better at night. 8. Intellectual curiosity -learn to search for the grounded truth. And be willing to change your mind when the facts and the truth contradicts your prior beliefs. The strongest leaders are lifelong students. And also lifelong teachers. Start with 4 word: what do you think? 9. Good manners - be nice and polite to all. This may be life’s biggest hack. Say ‘thank you’ and ‘please’ more. Hold doors a bit longer. Do not interrupt people. Do not brag. Do not shout or speak poorly of others. Be a good person, but do not waste time trying to prove it. 10. No sense or entitlement - the world does not owe you a thing. The best people that I know are not chasing compliments or validation. Learn to fight for your happiness and do it with dignity, optimism and grace. Fall in love with the work, not the praise. 11. Positioning for shared success - In a celebration, lead from the back. In a crisis, lead from the front. In the company of someone that has a better idea, follow first. Leadership is anout positioning and standing in the right places. 12. Legacy of servant leadership - The best leaders leave everything and everyone better than when they found them. You will be remembered by how often you helped others achieve their goals.

𝗦𝗘𝗥𝗩𝗔𝗡𝗧 𝗟𝗘𝗔𝗗𝗘𝗥𝗦 𝗔𝗧 𝗘𝗩𝗘𝗥𝗬 𝗟𝗘𝗩𝗘𝗟 Servant leadership is being humble. It is doing the hard work. It is serving others for a greater cause. It is putting our own ego needs aside and learning to be part of a team. It is, to me, a way of being. When CEOs and CHROs topple the pyramid, they are flipping the organization, where true servant leaders support those closest to the customer. → The customer is the focal point. → The customer is where we should pour our energy toward. → The customer needs to be satisfied. → The customer needs to be cared for and supported by everyone. → And everyone from the CEO's perch should support the next layer down. Imagine the energy that would harnessed. Imagine the type of culture you would have. 𝗪𝗛𝗔𝗧 𝗜𝗦 𝗧𝗛𝗘 𝗟𝗘𝗔𝗗𝗘𝗥𝗦𝗛𝗜𝗣 𝗔𝗖𝗔𝗗𝗘𝗠𝗬? We run 90-minute training sessions two or more times a week for clients. We show short (4-minute) educational videos of thought leaders that inspire the client's employees and get a discussion going. The audience ranges from 30 to 200 employees in each session. Recently, we held a session on Servant Leadership for a client. The discussion was impactful. Someone brought up "positive intention" and how it was closely related to trust. It was a fascinating 90 minutes where everyone went away more "enlightened" as to what the C-level was striving to create. It was so impactful, HR is using the recorded session for recruiting top talent. The cool thing is the conversation is organic. To some people, it is "eye-popping," as in "I did not know that was happening; let me look into that!" from the C-suite. And "Oh, I did not know that was the intention of that strategy pillar; now I see where my team needs to direct their efforts" from the frontline managers. Here are the 10 qualities of a Servant Leader we discussed: 1. Empathy – Understanding and sharing the feelings to build strong relationships 2. Listening – Actively listening to others' needs and concerns, fostering open communication 3. Awareness – Being self-aware of the impact of actions on others 4. Healing – Helping individuals overcome challenges and supporting their personal growth 5. Persuasion – Using influence rather than authority to guide decisions and actions 6. Stewardship – Taking responsibility for the organization's and its people's well-being 7. Foresight – Anticipating future needs and consequences to make informed decisions 8. Commitment to Growth – Investing in the development and success of team members 9. Building Community – Creating a sense of belonging and collaboration within teams 10. Humility – Leading without ego, focusing on the success and well-being of others The CHRO summed it up best: "We can never have too many servant leaders in the organization." Your partner in success, Joe Murphy ⏰ Leadership Insights video series (5 PM ET Mon-Fri) 📣Cool to repost #CHROs #LeadersatAllLevels #TheLeadershipAcademy #ServantLeadership