Powers Resource Center

Powers Resource Center Emerging and Executive Leadership Programs, High Potential Coaching, Team Transformation and Retreats, DISC Solutions Provider

Our passion is developing Leaders of Choice! We focus on helping people discover small behavioral shifts that create fast and sustainable results.

I have been saying this for 25 years. I will keep saying it.EQ is not a personality type. It is not a fixed trait you ei...
06/18/2026

I have been saying this for 25 years. I will keep saying it.

EQ is not a personality type. It is not a fixed trait you either have or you don't. It is a set of learnable, measurable competencies that can be developed deliberately and tracked over time.

The leaders I have worked with who have invested seriously in their emotional intelligence do not just become better people to work for. They produce measurably better outcomes. Lower team conflict. Higher retention. Stronger performance through change.

The data has been there for a long time. The question is whether organizations are willing to treat leadership development as the strategic investment it actually is...not a nice-to-have, not a line item to cut in a down quarter, but a core capability that drives business results.

Are you ready? Take our EQ readiness quiz! https://prc-eq-readiness.scoreapp.com/

06/16/2026

35 years of friendship and sisterhood! Could never articulate what these friendships have meant to me over the years. Kept me sane when I otherwise wouldn’t have made it. I’m a Bad Ass Bitch of Sanity (BABS) because of you girls. ⚓️❤️

I read a lot of Glassdoor reviews. They tell me things exit interviews almost never do.When employees write things like ...
06/16/2026

I read a lot of Glassdoor reviews. They tell me things exit interviews almost never do.

When employees write things like "leadership is out of touch" or "great job, terrible culture," they're rarely talking about their direct manager. They're talking about the executive team.

And what they're really saying is: the people running this place don't behave like the values on the wall.

That's a trust problem. And once trust breaks down at the top, everything downstream starts to feel it. People don't always leave. Sometimes they just stop bringing their full selves to the work. That's the quieter loss, and it's harder to measure.

I've spent 25 years sitting in rooms with executive teams working through exactly this. The pattern is almost always the same. Leaders who care deeply about their organizations but haven't looked closely enough at how their own behavior is landing.

That's not a character flaw. It's a blind spot. And blind spots respond well to good coaching.

If your culture feels off and you can't pinpoint why, start at the top. Not with blame. With curiosity.

We use a tool called the Employee Passion Survey that helps organizations see what's actually happening inside their culture. If you'd like a copy, drop a comment or send me a message.

06/12/2026

Google's Project Aristotle confirmed what the best leaders already felt: psychological safety is the number one driver of team performance.

But that research was conducted before AI changed the conditions people are working in every day. And that matters.
Because the question has shifted. It's no longer just "is it safe to speak up?" Now people are also asking: Will this affect how I'm evaluated? Am I falling behind? Is my job still safe?

When people feel watched or uncertain, they stop asking questions. They hold back. They protect themselves. They act like they understand instead of actually learning.

That is expensive for teams. High safety teams innovate faster, learn faster, and surface problems before they become crises.

But safety does not happen by accident. Especially right now.

Four things leaders need to do differently:

- Name the fear directly.
- Make it clear that learning matters more than pretending to already know.
- Be transparent about what is being tracked and how that information is being used.
- Make it safer for people to raise concerns early.

The bar is higher now. Psychological safety is still foundational, but in the age of AI, leaders have to build it more deliberately than ever.

This is exactly what I'm covering this week in the Human Intelligence Report.

I see this pattern in almost every organization I work with.A leader asks a question. The room goes quiet. Someone gives...
06/11/2026

I see this pattern in almost every organization I work with.

A leader asks a question. The room goes quiet. Someone gives a confident-sounding answer that says nothing. Everyone moves on.

Everyone performed alignment. Nobody actually got there.

When people believe they will be judged for not knowing, they stop raising their hand. They stop asking the follow-up. They perform comprehension rather than build it.

And the cost is real. Problems go unnamed. Learning stalls. Teams move forward on assumptions instead of understanding.

Shame does not announce itself in a meeting. It shows up as silence. As over-preparation. As people defaulting to "I've got it" when they do not.

The fix is not a poster about vulnerability. It is a leader who makes it consistently safer to say "I don't know yet" than to fake it.

That is the work.

powersresourcecenter.com

06/11/2026

Adios Ocean City ….till next year. We will miss you ❤️❤️❤️

I ask every executive client the same question in our first session:“When you leave this role, what do you want them to ...
06/10/2026

I ask every executive client the same question in our first session:
“When you leave this role, what do you want them to say about you?”

Not your results. Not your numbers. Not your title.

What do you want the people who worked for you to say?

Most people pause for a long time before they answer.

Because they’ve been so focused on performing leadership they’ve never stopped to define what their leadership actually stands for.

The most powerful leaders I’ve coached know the answer to that question in their bones. And they make decisions accordingly....including the hard ones.

The least effective? They lead reactively. From the outside in. They manage to the approval of the people above them. They miss the people below.

Leadership grown from the inside out looks like: → Values that guide decisions under pressure → Presence that steadies a room instead of unsettling it → Communication that builds trust, not just compliance

What do you want them to say?

06/08/2026

Summer vaca vibes

06/06/2026

Busy morning ☀️

06/06/2026

Breakfast on the boardwalk ❤️❤️❤️☀️☀️☀️🙌🙌🙌

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