H&H Associates Consulting

H&H Associates Consulting Helping leaders and organizations build stronger cultures, develop effective leaders, and improve employee experience.

One question tells me more about a leadership team than almost anything else:“What conversation have you been avoiding?”...
08/27/2026

One question tells me more about a leadership team than almost anything else:

“What conversation have you been avoiding?”

The answer is almost never about strategy.

It’s about a person.
A behavior.
A decision that keeps getting postponed.
An accountability issue everyone sees—but no one addresses.

Leadership teams don’t lose trust because they disagree.

They lose trust when everyone knows the issue, but no one is willing to name it.

Because the conversation you avoid today often becomes the culture you inherit tomorrow.

What conversation might your leadership team need to have?

08/25/2026

What will we do with the time AI gives back?

If AI gives a physician or leader 30 minutes back, do we immediately fill it?
Another patient. Another meeting. Another expectation.

Or do we protect some of that time for mentoring, teaching, thinking, consulting with colleagues - or simply spending a few more minutes with a patient who needs it?

Technology can create capacitoy. We are very good at filling it.

Maybe the bigger question isn't just how we use AI. It's what we choose to do with the time it gives back.

What would you protect?

08/20/2026

One of the unexpected joys of coaching is watching the relationship continue long after the formal engagement ends.

Recently, a former coaching client reached out to recommend The Four Tendencies by Gretchen Rubin. I loved the role reversal.

As coaches, we spend a lot of time sharing resources and introducing ideas that help leaders think differently. But sometimes, they’re the ones who come back with the book, the article, the leadership win—or the lesson you needed.

The best coaching relationships keep growing.

Sometimes the problem isn't the person. It's what's getting in their way.Before asking someone to work harder, adapt fas...
08/18/2026

Sometimes the problem isn't the person. It's what's getting in their way.

Before asking someone to work harder, adapt faster, or be more resilient, it may be worth asking a different question:

What's making this harder than it needs to be?

Sometimes better leadership starts with a better question.

08/13/2026

So…who’s really leading who? 🐾😂

Jim took the H&H four-legged crew out for a walk–although there seems to be a disagreement about who's walking whom.

Which got us thinking: Leadership isn’t always about who’s holding the leash. It’s about influence.

The best leaders build trust, create clarity, and inspire others to move forward with them.

Reese may be the youngest but she's clearly the one everyone is following.

(Dragging works too, but isn't really recommended.😂)

Who Is Really Leading?Watching our dogs the other day we noticed something: Reese may be the youngest and smallest, but ...
08/11/2026

Who Is Really Leading?

Watching our dogs the other day we noticed something: Reese may be the youngest and smallest, but she's often the one setting the direction,

It's a simple reminder of something I've seen throughout my career: leadership and influence don't always come with a title.

I've seen frontline employees shape culture.
I've seen physicians without formal leadership roles influence an entire medical staff.
I've seen executives with impressive titles struggle to inspire others to follow.

Influence will always outperform authority.

The best leaders understand that and pay attention to where influence really lives within their organization.

So maybe the question isn't simply, "Who's in charge?"

Who are people following?

08/06/2026

Culture isn’t built by what’s written on the wall. It’s built by what leaders demonstrate every day.

Every conversation. Every decision. Every response to a challenge.

The strongest workplace cultures aren’t accidental—they’re shaped by leaders who consistently model the values they hope others will embrace.

What’s one leadership behavior you’ve seen make the biggest difference in a team’s culture?

Think workplace culture is built by a mission statement? It might start there—but it doesn't stop there.Only 2 in 10 emp...
08/04/2026

Think workplace culture is built by a mission statement?

It might start there—but it doesn't stop there.

Only 2 in 10 employees say they feel connected to their organization's culture. (Gallup, 2026)

The truth is, people don't learn culture from the words on the wall. They learn it from leaders.

Culture is shaped in everyday moments—how meetings are led, how decisions are made, what gets recognized, what gets overlooked. Those daily interaction tells people what truly matters.

The question isn't whether you're shaping culture.
It's whether you're shaping the culture you intended.

What leadership behavior do you think has the biggest impact on the workplace?

07/30/2026

Have you ever walked out of a meeting thinking, "That went really well..."
..only to discover later that people had concerns they never voiced?

Leadership can be lonely - but it doesn't have to be.

Great leaders create a culture where people feel safe speaking honestly, asking hard questions, and respectfully disagreeing.

Watch this short reel, then tell us:
What's one thing leaders can do to encourage more honest conversations?

The Lonely ExecutiveThe loneliest executives aren't alone.They're the last to know what people really think.It rarely ha...
07/28/2026

The Lonely Executive

The loneliest executives aren't alone.
They're the last to know what people really think.

It rarely happens on purpose.

Leadership changes the room.
People nod.
Meetings run smoothly.
Complaints fade.
It feels like alignment.

But sometimes, it's silence.
People don't stay quiet because they have nothing to say.
They stay quiet when they aren't sure it's safe to say it.

Harvard Business Review recently highlighted Gartner research showing that employees who trust senior leadership have engagement scores of 83. Those who don't have that trust—score 58.

That gap doesn't begin with engagement.
It often begins when people stop being candid.

The best leaders I know ask one question:
"What am I not hearing?"
Not because they need more communication.
Because they know people speak up when they believe disagreement won't be punished, dismissed, or held against them.

The opposite of lonely leadership isn't more communication.
It's more candor.

What have you seen leaders do that genuinely makes it safe for people to tell the truth?

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