Bishop House Consulting, Inc.

Name: Bishop House Consulting, Inc.
Address: PO Box 489, Burnt Hills, NY, 12027, US
Telephone: +15188859064

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Burnt Hills, NY
Bishop House Consulting, Inc.

We build great leaders and teams. We teach leaders at all levels how to lead well and leverage their own style and talents.

We believe leaders who learn about their own leadership and communication styles create work environments characterized by trust, cohesiveness and productive teamwork. Thousands of leaders have become more effective through our group training and one-on-one coaching programs.

06/10/2026

Your inner circle determines your potential.

Not your title. Not your budget. Not your strategy.

The people closest to you—colleagues, mentors, friends, your spouse—they either lift you up or drag you down.

John Maxwell got this right decades ago. And it still holds.
The question isn't who you want in your circle. The question is: who's actually there? And are they catalyzing your growth or anchoring you in place?

We just published a coaching piece with a three-circle exercise that forces the hard conversations. Draw the circles. Place the names. Draw the arrows.

Then decide who moves in. Who moves out.

It's uncomfortable work. It's also non-negotiable.

by Michael Holland - John Maxwell's 11th Irrefutable Law of Leadership (from The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow You) states that a leader's potential is determined by his inner circle, those closest to him. Basically, your success as a leader, whether you're a....

06/04/2026

Only 1 in 10 people has the traits of a great manager. Not 1 in 10 managers. 1 in 10 people.

Gallup's research identifies five traits that separate high-impact leaders from the rest:
✓ Motivate every employee with mission and vision
✓ Drive outcomes with assertiveness
✓ Create clear accountability
✓ Build trust through transparency
✓ Decide based on productivity, not politics

When these combine? 48% higher profit.

Here's what keeps me up at night: most companies promote their best individual contributors. Then they throw them into management without coaching or development. The result? A pipeline of young managers set up to fail.

Look up the chain at your organization. What trend line do you see?

The five coaching questions worth exploring this week in the full piece:

By Michael Holland - Only 1 in 10 people have the necessary traits to be great managers and lead their team to achieve excellence in ways that truly impact company performance. That’s what Gallup finds from their research. That’s not 1 in 10 managers, that’s 1 in 10 people! And are

05/27/2026

Most leaders say the right things about leadership. Fewer actually live them out.

Imagine you're at the grocery store and you spot two friends. Both recently told you they're committed to healthy living. One cart has celery and bananas. The other has nachos and soda. You know immediately who's aligned with what they believe.

The same test applies to leadership. Your behaviors reveal your beliefs — not your words, not your intentions. And your team already knows whether you're passing or failing. Do you pass the celery test? https://www.bishophouse.com/leadwell/your-development/the-celery-test-of-your-leadership/

by Michael Holland - Two friends have recently told you that living a healthier life is very important to them. While at the grocery store, you see both friends checking out with different cashiers. One is buying nachos, French onion dip, a 12-pack of Coke, and a box of pastries. The other friend is...

05/21/2026

Your team is already telling a story about your leadership.

The question is: did you write it… or did they?

This post walks through the critical questions every leader must answer to create clarity, alignment, and momentum.

If you’re leading a team, this is worth your time.

By Michael Holland - Great leaders learn the art of crafting the story in which employees can place themselves. The story has historical underpinnings, heroes, villains, a bit of drama, obstacles to overcome and a goal to be achieved that is just beyond the capabilities of the team but is within rea...

05/13/2026

Most organizations think they're doing new managers a favor. Promote them. Give them one direct report. Let them ease in. It sounds thoughtful. It's actually a setup for failure. We wrote about why this approach backfires almost every time. If you're developing leaders in your organization, this one is worth two minutes of your time.

By Michael Holland - I think one of the biggest mistakes seemingly well-intentioned organizations make is promoting someone to supervision/management and giving them just a single direct report. The logic seems to be that by giving them a single employee to manage, they can learn how to lead with le...

05/06/2026

You're holding on to work that should belong to your team. And you've been rationalizing it. "Once I get a better handle on this, I'll hand it off." "I know what the outcome should look like, so it's faster if I just do it."

Here's the hard truth: effective delegation might be the most difficult behavior for leaders to master. And that uncomfortable feeling when you hand something off? That's not a warning sign. That's a growth signal. For your employees AND for you.

Read this week's Leadwell post and ask yourself: am I delegating to the edges, or just delegating the easy stuff? https://www.bishophouse.com/leadwell/productivity/the-tension-of-empowerment-and-why-you-should-love-it-as-a-leader/

By Michael Holland - When a leader holds onto a project or work that could be delegated, is he being selfless or selfish? Is he supporting and protecting his employees or is he limiting their growth potential? Is he making sure things are done right or is he limiting the opportunities for innovation...

05/05/2026

Your team talks constantly.

But they don't align.

Why? Because your manager heard an urgent call to action. Your steady team member heard potential change and got nervous. Your analytical person heard ambiguity and started noting details.

Same message. Four different interpretations.

This is the culture trust gap—and it's costing you.

Here's how to fix it (spoiler: it's not more communication): https://www.bishophouse.com/assessments/catalyst/the-culture-trust-gap-why-your-teams-talk-but-dont-align-and-how-disc-fixes-it/

Your leadership team meets. Everybody talks. Lots of nodding. Then you leave, and people interpret what you said in three completely different ways. Your manager briefs her team on a new initiative. Everyone engages. Two weeks later, they're working at cross-purposes because they understood the "why...

04/29/2026

You’ve invested in becoming a better leader.

Now you see it… your boss hasn’t.

Most people go one of two directions: frustration or disengagement.

There’s a third option: influence.

Here are 6 simple ways to help your boss become a better leader without authority:

By Michael Holland - There’s your boss swaggering down the hallway on the way to his next meeting. He has no clue how much he doesn’t know about leading well. You’ve just completed your super impactful people leadership training program and now you know just how far from

04/22/2026

You think you're multi-tasking. Your brain disagrees.

Every time you switch between tasks, there's a cost. A lag. A missed detail. A drop in quality you don't even notice until the damage is done.

This is called "shallow work." And it's one of the most common productivity traps leaders fall into without realizing it.

The fix isn't complicated. But it does require some honesty about what you're actually doing in that meeting right now.

Read the full post and find out what three things you can change this week. https://www.bishophouse.com/leadwell/managing-performance/the-myth-of-multi-tasking-and-how-shallow-work-kills-your-productivity/

By Michael Holland - Whether alone or in meetings, many believe that they are getting lots of work completed because we are great at multi-tasking. There’s an urban myth that says we are so much more productive because we are multi-tasking. But science proves it wrong: we actually do things in seq...

04/15/2026

Most leaders talk about integrity. Fewer actually practice it when it costs them something.

Bobby Jones called a penalty on himself during a critical golf tournament. Nobody saw the infraction. His opponent didn't. The officials didn't. He called it anyway. It cost him first place.
That story has stayed with me.

Because leadership character isn't revealed in your best moments. It's revealed in the moments when no one's keeping score.

What is a Bobby Jones type of leader? Read on.

By Michael Holland - Bobby Jones was a very honest man. Extremely honest. Tons and tons of integrity. He didn’t have to tell people he was honest or that he had integrity. Because he behaved in ways that revealed his integrity. Long story short, Bobby Jones was playing in a critical golf tournamen...

Address

PO Box 489
Burnt Hills, NY
12027

Telephone

+15188859064

Website

http://www.BishopHouse.com/

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