To have a healthy team, you must have healthy team members. And we’re not just talking about physical health because health encompasses far more than that. A team’s overall health is dependent upon the people that form the team—because each person is responsible for how they show up to work. And a healthy person leads themself well despite the inevitable challenges that life and leadership throw their way.

And this is why, at Building Champions, we say that self-leadership precedes team effectiveness—because to lead yourself well, you must be aware of how your inner thoughts drive your outer behaviors. In this article, we discuss how an individual contributes to a team’s health and why it’s vital to maintain a healthy well-being, take accountability for your actions, and work on your mindset.

As a Champion Leader, it’s important to not only be clear on your organization’s vision, but to understand how you can support it. You get to help others see how their daily job functions connect to both the company’s purpose and vision so that they feel engaged and inspired to do their best work. And when you’re practicing Champion Leadership, you’ll be equipped to support those around you and advocate for causes that are bigger than yourself.

In this article, we discuss how the Champion Leadership Effect can transform your organization and inspire your people to positively impact their communities, our society, and even the world.

With a holistic approach to leadership, we understand that your home life affects your work, and your work affects your home life. And you’re more than your job title. So we help leaders get clear on their convictions, purpose, and vision so that they can lead with integrity and better serve those around them. And we call this the Champion Leadership Effect.

In this article, we define the Champion Leadership Effect and how it can positively impact your life and leadership. Plus, you’ll get a better understanding of what we do and who we do it for.

Throughout the last few years, executive presence has been redefined in many ways, mostly due to a substantial shift in remote work. But there are a few core traits that have remained: confidence, decisiveness, and communication, to name a few. Yet these executive presence traits show up differently in introverts than they do in extroverts—and both personality types are needed in leadership.

In this article, we discuss how executive presence shows up in an extrovert and also share three coaching tips for an extrovert to grow in their executive presence.

To be a leader that people actually want to follow, you must be conviction-driven and confident. Your convictions are deeply held beliefs that inform your decisions both in work and life, no matter how messy a situation. And confidence is the delivery of your convictions—because when you’re confident in your decisions, your words and actions follow.

However, confidence in an extroverted person will likely come across differently than it would in an introverted person. And that’s why it’s so important for a leader to first gain an awareness of their own wiring. By understanding how you deal with stimulation, where you find energy, and how you show up, you’ll be better equipped to capitalize on your strengths and grow your weaknesses.

In this article, we unpack how executive presence might show up in an introvert and also share three areas for an introvert to develop and strengthen their executive presence.

Company culture can be one of the biggest factors in an employee’s decision to stay or go. It’s even been reported that 86% of job applicants avoid companies with a bad reputation. So not only does an organization’s culture impact retention, but it also impacts hiring. And reputation matters—a company’s culture (for better or worse) can quickly determine the organization’s external-facing reputation. And this is why it’s necessary for leaders to consider how their organizational culture has changed as they bring employees back to the office following remote or hybrid models. In this article, we address how to reimagine your vision around organizational culture so that your employees feel heard, the return to the office is successful, and your company culture thrives.

A digital vision is no longer isolated to the Marketing or IT departments, it is integral to how business is done—across all departments and within all industries. So, if you haven’t already, it’s time to embrace artificial intelligence (AI) in your business functions. AI can be a strategic partner in your work, a puzzle piece in your systems and strategies. But before a leader can cast a compelling digital vision, they must first lead themselves well so that they can develop an inspiring and successful digital vision that people want to work toward. In this article, we share three ways for a leader to develop a digital vision so that they can grow with rapidly changing technology and lead themselves, their teams, and their organizations in this digital age.