The leap from manager to executive is more than a promotion; it’s a fundamental shift in perspective and leadership scope. It requires a transition from team-focused leadership to enterprise-level stewardship—because the way a leader thinks directly influences how they lead. And in order to have a positive impact at the executive level, you must first understand and address your thoughts, feelings, and beliefs and how they affect both your behaviors and decisions.  

In this article, we cover the core beliefs that shape an executive mindset and allow for organizational impact.

If you want to understand the health of a team, don’t look at their strategy—watch how they behave. Trust is most visible in the everyday actions of a team: how they communicate, how they respond to mistakes, how they show up for one another. These behaviors reveal what kind of culture is being built. And if you're aiming to lead a high-trust team, there are essential patterns worth working toward. 

In this article, we explore five fundamental behaviors that high-trust teams develop to best position them to grow together, meet their goals, and achieve collective success.

When trust is high, teams are energized, aligned, and able to tackle challenges together—with clarity and confidence. But when trust is low, collaboration breaks down, communication suffers, and even the most talented individuals struggle to perform at their best. The level of trust amongst teammates ultimately determines the health of a team. 

At Building Champions, we’ve seen firsthand how the right mindset can transform a group of individuals into a united, high-performing team that meets their goals and takes accountability. In this article, we explore the mindset that defines a high-trust team—and the beliefs that influence the behaviors that either build or break trust.  

Effective leadership is about far more than managing projects and hitting targets—it requires an intentional focus on people development. At Building Champions, we’ve seen the positive ripple effect that coaching leadership can make within an organization because it brings out the best in both manager and employee. A coaching leader invests in people through consistent, intentional conversations that helps their team members to grow both personally and professionally. This kind of leadership isn’t about having all the answers—it’s about creating space for others to think, reflect, and grow.  

In this article, we discuss the mindset and three essential skills every coaching leader must develop: active listening, powerful questions, and feedback.