๐—ฅ๐—ฒ๐˜๐—ต๐—ถ๐—ป๐—ธ๐—ถ๐—ป๐—ด ๐—”๐˜‚๐˜๐—ต๐—ฒ๐—ป๐˜๐—ถ๐—ฐ๐—ถ๐˜๐˜† ๐—ฎ๐˜ ๐—ช๐—ผ๐—ฟ๐—ธ
Daniel Burns Daniel Burns

๐—ฅ๐—ฒ๐˜๐—ต๐—ถ๐—ป๐—ธ๐—ถ๐—ป๐—ด ๐—”๐˜‚๐˜๐—ต๐—ฒ๐—ป๐˜๐—ถ๐—ฐ๐—ถ๐˜๐˜† ๐—ฎ๐˜ ๐—ช๐—ผ๐—ฟ๐—ธ

We've been told that authenticity is about expressing our true selves. But in reality, unedited behavior, especially under stress, can often derail careers, damage relationships, and erode trust.

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Leader Resilience
Daniel Burns Daniel Burns

Leader Resilience

Leaders want to build a more resilient organization. Leadership teams are working on becoming more resilient. But here's what I've noticed: most leaders are operating from a skewed perspective of resilience, and it's limiting their potential in ways they may not realize.

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Evidence-Based Practices for Delivering Impactful Feedback
Daniel Burns Daniel Burns

Evidence-Based Practices for Delivering Impactful Feedback

Leaders often believe their feedback is clear, timely, and constructive. However, my observations and research indicate that feedback lacking specificity, alignment with goals, or timely delivery can erode trust, hinder development, and weaken accountability.

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