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Dynamo Methods

Name: Dynamo Methods
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Telephone: +19134303646

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06/18/2026

𝘔𝘰𝘴𝘵 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘵𝘳𝘢𝘪𝘯𝘪𝘯𝘨 𝘥𝘰𝘦𝘴𝘯'𝘵 𝘧𝘢𝘪𝘭 𝘣𝘦𝘤𝘢𝘶𝘴𝘦 𝘵𝘩𝘦 𝘤𝘰𝘯𝘵𝘦𝘯𝘵 𝘸𝘢𝘴 𝘣𝘢𝘥.

𝗜𝘁 𝗳𝗮𝗶𝗹𝘀 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗲 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 𝘄𝗲𝗿𝗲 𝗻𝗲𝘃𝗲𝗿 𝗰𝗹𝗲𝗮𝗿.

One of the biggest reinforcement gaps I see is what I call "No Expectations."

A leader attends training.
A manager gets a coach.
An employee participates in a development program.
Everyone feels inspired.

But nobody defines what success looks like afterward.

What specifically should change?
What new behaviors should be demonstrated?
What responsibilities are they being prepared for?

Without clear expectations, people leave motivated but unclear.
And unclear expectations are often no expectations at all.

Before you invest in training, coaching, or development, answer this question:

𝗪𝗵𝗮𝘁 𝘀𝗵𝗼𝘂𝗹𝗱 𝗯𝗲 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 𝟵𝟬 𝗱𝗮𝘆𝘀 𝗳𝗿𝗼𝗺 𝗻𝗼𝘄 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝗼𝗳 𝘁𝗵𝗶𝘀 𝗶𝗻𝘃𝗲𝘀𝘁𝗺𝗲𝗻𝘁?

Clarity creates accountability.
Accountability creates behavior change.
And behavior change is what delivers results.
Have you ever invested in training and then wondered why nothing changed afterward?

👉 𝗝𝗼𝗶𝗻 𝘂𝘀 𝗹𝗶𝘃𝗲 𝘁𝗼𝗱𝗮𝘆 𝗮𝘁 𝟭𝟭 𝗔𝗠 𝗖𝗦𝗧 𝗮𝘀 𝘄𝗲 𝗱𝗶𝘀𝗰𝘂𝘀𝘀 𝘄𝗵𝘆 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗳𝗮𝗶𝗹𝘀 𝗮𝗻𝗱 𝗵𝗼𝘄 𝘁𝗼 𝗰𝗿𝗲𝗮𝘁𝗲 𝘀𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗹𝗲 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝗿 𝗰𝗵𝗮𝗻𝗴𝗲: https://www.dynamomethods.com/multiplierbriefing

06/17/2026

𝙏𝙧𝙖𝙞𝙣𝙞𝙣𝙜 𝙙𝙚𝙡𝙞𝙫𝙚𝙧𝙨 𝙘𝙤𝙣𝙩𝙚𝙣𝙩. 𝙎𝙮𝙨𝙩𝙚𝙢𝙨 𝙙𝙚𝙡𝙞𝙫𝙚𝙧 𝙗𝙚𝙝𝙖𝙫𝙞𝙤𝙧.

That's a distinction many organizations miss.

Organizations spend thousands of dollars on workshops, courses, certifications,

conferences, and leadership training every year.

And while those investments often provide valuable knowledge, knowledge alone doesn't change behavior.

𝗧𝗼𝗱𝗮𝘆, 𝗶𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗲𝘃𝗲𝗿𝘆𝘄𝗵𝗲𝗿𝗲.

You can learn from books.
You can learn from YouTube.
You can learn from podcasts.
You can learn from AI.

𝗔𝗰𝗰𝗲𝘀𝘀 𝘁𝗼 𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗶𝘀 𝗻𝗼 𝗹𝗼𝗻𝗴𝗲𝗿 𝘁𝗵𝗲 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲. 𝗔𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗶𝘀.

Training can teach someone what to do.

A system helps them consistently do it.

That's why so many organizations experience what I call the "training bounce."

𝗣𝗲𝗼𝗽𝗹𝗲 𝗹𝗲𝗮𝘃𝗲 𝗲𝗻𝗲𝗿𝗴𝗶𝘇𝗲𝗱. 𝗧𝗵𝗲𝘆 𝘁𝗮𝗸𝗲 𝗻𝗼𝘁𝗲𝘀. 𝗧𝗵𝗲𝘆 𝘁𝗮𝗹𝗸 𝗮𝗯𝗼𝘂𝘁 𝘄𝗵𝗮𝘁 𝘁𝗵𝗲𝘆 𝗹𝗲𝗮𝗿𝗻𝗲𝗱.

06/17/2026

𝗠𝗼𝘀𝘁 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝘁𝗵𝗶𝗻𝗸 𝘁𝗵𝗲𝘆 𝗵𝗮𝘃𝗲 𝗮 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺.

But culture is rarely the root cause.

Low ownership.
Poor communication.
Team conflict.
Burnout.
Turnover.

These are often symptoms of something deeper.
Leadership capacity.

When leaders lack clarity, ownership suffers.
When leaders fail to translate strategy, communication breaks down.
When leaders avoid difficult conversations, conflict grows.
When leaders become bottlenecks, burnout follows.

Culture is often the visible result of the leadership system operating underneath it.
The next time you encounter a culture challenge, ask:

"𝙒𝙝𝙖𝙩 𝙡𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝙘𝙖𝙥𝙖𝙗𝙞𝙡𝙞𝙩𝙮 𝙢𝙞𝙜𝙝𝙩 𝙗𝙚 𝙘𝙧𝙚𝙖𝙩𝙞𝙣𝙜 𝙩𝙝𝙞𝙨 𝙧𝙚𝙨𝙪𝙡𝙩?"

That question changes everything.

𝗝𝗼𝗶𝗻 𝗨𝘀 𝗟𝗶𝘃𝗲 𝗧𝗵𝗶𝘀 𝗧𝗵𝘂𝗿𝘀𝗱𝗮𝘆

This week, we'll go deeper into the Leadership Capacity Gap Map and explore how leadership development directly impacts culture, retention, ex*****on, and team performance.

𝗥𝗲𝘀𝗲𝗿𝘃𝗲 𝘆𝗼𝘂𝗿 𝘀𝗲𝗮𝘁 𝗵𝗲𝗿𝗲: 👉 https://portal.dynamomethods.com/sp/5ec387ac374

06/16/2026

𝘖𝘯𝘦 𝘰𝘧 𝘵𝘩𝘦 𝘣𝘪𝘨𝘨𝘦𝘴𝘵 𝘮𝘪𝘴𝘵𝘢𝘬𝘦𝘴 𝘰𝘳𝘨𝘢𝘯𝘪𝘻𝘢𝘵𝘪𝘰𝘯𝘴 𝘮𝘢𝘬𝘦 𝘪𝘴 𝘣𝘦𝘭𝘪𝘦𝘷𝘪𝘯𝘨 𝘵𝘩𝘢𝘵 𝘵𝘳𝘢𝘪𝘯𝘪𝘯𝘨 𝘢𝘭𝘰𝘯𝘦 𝘸𝘪𝘭𝘭 𝘴𝘰𝘭𝘷𝘦 𝘱𝘦𝘰𝘱𝘭𝘦 𝘱𝘳𝘰𝘣𝘭𝘦𝘮𝘴.

I've had companies send employees to leadership training, communication training, and conflict resolution workshops hoping the training would "fix" the person.

𝗕𝘂𝘁 𝗵𝗲𝗿𝗲'𝘀 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹𝗶𝘁𝘆:

No training can fix anyone.
Training can provide awareness.
Training can provide tools.
Training can provide frameworks.

𝗕𝘂𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝗰𝗵𝗮𝗻𝗴𝗲 𝘄𝗵𝗲𝗻 𝘁𝗵𝗲𝘆 𝗰𝗵𝗼𝗼𝘀𝗲 𝘁𝗼 𝗮𝗽𝗽𝗹𝘆 𝘄𝗵𝗮𝘁 𝘁𝗵𝗲𝘆'𝘃𝗲 𝗹𝗲𝗮𝗿𝗻𝗲𝗱.

Recently, I spoke with a leader whose organization was experiencing recurring conflict among team members.

Nothing major.
Misunderstandings.
Attitude issues.
Tension between coworkers.

The organization responded by enrolling employees in a conflict resolution course.
The feedback afterward was interesting.

The content was helpful, but what people needed most was practical application, role plays, real-world scenarios, and a process they could follow when conflict actually occurred.

That's because most people don't avoid difficult conversations because they don't know conflict exists.

They avoid them because they fear the reaction, the tension, or the potential consequences of addressing the issue.

Knowledge isn't enough.

𝗣𝗲𝗼𝗽𝗹𝗲 𝗻𝗲𝗲𝗱 𝗮 𝗳𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸. 𝗔 𝗽𝗿𝗼𝗰𝗲𝘀𝘀. 𝗔 𝘀𝘆𝘀𝘁𝗲𝗺 𝘁𝗵𝗲𝘆 𝗰𝗮𝗻 𝗳𝗼𝗹𝗹𝗼𝘄 𝘄𝗵𝗲𝗻 𝗲𝗺𝗼𝘁𝗶𝗼𝗻𝘀 𝗮𝗿𝗲 𝗵𝗶𝗴𝗵 𝗮𝗻𝗱 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 𝗯𝗲𝗰𝗼𝗺𝗲 𝘂𝗻𝗰𝗼𝗺𝗳𝗼𝗿𝘁𝗮𝗯𝗹𝗲.

The best organizations don't just train people.

06/15/2026

𝘔𝘰𝘴𝘵 𝘰𝘳𝘨𝘢𝘯𝘪𝘻𝘢𝘵𝘪𝘰𝘯𝘴 𝘢𝘭𝘳𝘦𝘢𝘥𝘺 𝘬𝘯𝘰𝘸 𝘸𝘩𝘢𝘵 𝘵𝘰 𝘥𝘰.

𝗧𝗵𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝗶𝘀𝗻'𝘁 𝗮 𝗹𝗮𝗰𝗸 𝗼𝗳 𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲. 𝗜𝘁'𝘀 𝗮 𝗹𝗮𝗰𝗸 𝗼𝗳 𝗮𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻.

For years, organizations have invested heavily in training, workshops, books, certifications, and leadership development programs. Yet many still struggle to produce lasting behavioral change.

Why?

Because knowledge alone doesn't create results.

𝗞𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗶𝘀 𝗼𝗻𝗹𝘆 𝘃𝗮𝗹𝘂𝗮𝗯𝗹𝗲 𝘄𝗵𝗲𝗻 𝗶𝘁 𝗶𝘀 𝘁𝗿𝗮𝗻𝘀𝗹𝗮𝘁𝗲𝗱 𝗶𝗻𝘁𝗼 𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁 𝗮𝗰𝘁𝗶𝗼𝗻.

The organizations that create sustainable growth don't just teach concepts. They build systems that support application, accountability, and measurable action.

Behavior changes when people repeatedly practice the right actions.
Results improve when those actions become habits.

The goal of leadership development isn't to help people know more.
The goal is to help people do more of what matters.

𝗞𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗶𝗻𝗳𝗼𝗿𝗺𝘀. 𝗔𝗰𝘁𝗶𝗼𝗻 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝘀.

What is one area where your organization knows what to do but is struggling to consistently execute?

𝗖𝗵𝗲𝗰𝗸 𝗼𝘂𝘁 𝘁𝗵𝗲 𝗳𝘂𝗹𝗹 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗵𝗲𝗿𝗲 🎥: https://www.youtube.com/watch?v=DbLlPlMaZjk

06/09/2026

Most organizations don't have a leadership training problem.

They have a reinforcement problem.

Every year, organizations invest significant resources into leadership development.

Leaders attend workshops.
Managers complete training.
Participants leave motivated.

Yet months later, accountability, ownership, and ex*****on often look exactly the same.

Why?

Because training delivers content.
Only a system delivers behavior.

In this week's Multiplier Brief, I break down the five reasons leadership training often fails to create ownership—and what organizations can do instead.

Swipe through the carousel and let me know which reinforcement gap is hurting your organization the most.

05/14/2026

𝗧𝗵𝗲 𝗺𝗼𝘀𝘁 𝗴𝗲𝗻𝗲𝗿𝗼𝘂𝘀 𝗿𝗲𝗳𝗿𝗮𝗺𝗲 𝗼𝗳 𝗺𝘂𝗹𝘁𝗶𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗰𝗮𝗺𝗲 𝗳𝗿𝗼𝗺 𝗮 𝘀𝘂𝗿𝗽𝗿𝗶𝘀𝗲 𝗴𝘂𝗲𝘀𝘁.

𝗟𝗼𝗻𝗶𝘁𝗮 𝗖𝗼𝗼𝗸 is a film producer, writer, and movie critic. She brought an artist's perspective that most leadership conversations don't include.

She started with a confession creative leaders avoid:

"𝘼𝙨 𝙬𝙧𝙞𝙩𝙚𝙧𝙨, 𝙬𝙚 𝙩𝙚𝙣𝙙 𝙩𝙤 𝙗𝙚 𝙫𝙚𝙧𝙮 𝙥𝙤𝙨𝙨𝙚𝙨𝙨𝙞𝙫𝙚 𝙤𝙛 𝙩𝙝𝙚 𝙬𝙤𝙧𝙠 𝙬𝙚'𝙫𝙚 𝙘𝙧𝙚𝙖𝙩𝙚𝙙. 𝙒𝙝𝙚𝙣 𝙬𝙚 𝙖𝙧𝙚 𝙥𝙧𝙤𝙙𝙪𝙘𝙞𝙣𝙜 𝙩𝙝𝙖𝙩 𝙬𝙤𝙧𝙠, 𝙬𝙚 𝙙𝙤 𝙝𝙖𝙫𝙚 𝙩𝙤 𝙧𝙚𝙡𝙞𝙣𝙦𝙪𝙞𝙨𝙝 𝙞𝙩 𝙩𝙤 𝙤𝙩𝙝𝙚𝙧 𝙘𝙧𝙚𝙖𝙩𝙞𝙫𝙚𝙨 𝙗𝙚𝙘𝙖𝙪𝙨𝙚 𝙥𝙧𝙤𝙙𝙪𝙘𝙩𝙞𝙤𝙣 𝙞𝙨 𝙖 𝙘𝙤𝙡𝙡𝙖𝙗𝙤𝙧𝙖𝙩𝙞𝙫𝙚 𝙥𝙧𝙤𝙘𝙚𝙨𝙨. 𝙄𝙩 𝙟𝙪𝙨𝙩 𝙞𝙨. 𝙄𝙩'𝙨 𝙤𝙣𝙚 𝙤𝙛 𝙩𝙝𝙚 𝙢𝙤𝙨𝙩 𝙘𝙤𝙡𝙡𝙖𝙗𝙤𝙧𝙖𝙩𝙞𝙫𝙚."

Then she dropped the principle:

"𝙃𝙖𝙫𝙚 𝙖 𝙨𝙥𝙞𝙧𝙞𝙩 𝙤𝙛 𝙜𝙚𝙣𝙚𝙧𝙤𝙨𝙞𝙩𝙮. 𝘼𝙡𝙡𝙤𝙬 𝙨𝙤𝙢𝙚𝙤𝙣𝙚 𝙚𝙡𝙨𝙚 𝙩𝙤 𝙘𝙤𝙢𝙚 𝙞𝙣 𝙖𝙣𝙙 𝙗𝙚 𝙬𝙝𝙤 𝙩𝙝𝙚𝙮 𝙖𝙧𝙚 𝙖𝙣𝙙 𝙘𝙤𝙣𝙩𝙧𝙞𝙗𝙪𝙩𝙚 𝙩𝙤 𝙩𝙝𝙚 𝙥𝙧𝙤𝙘𝙚𝙨𝙨."

But here's what made her contribution different from every other speaker that night:

She didn't tell leaders to give up control. She told them their vision was incomplete without others.
She said;
"𝙒𝙝𝙖𝙩 𝙮𝙤𝙪 𝙞𝙢𝙖𝙜𝙞𝙣𝙚 𝙞𝙨 𝙗𝙚𝙖𝙪𝙩𝙞𝙛𝙪𝙡, 𝙖𝙣𝙙 𝙞𝙩'𝙨 𝙧𝙚𝙖𝙡. 𝘽𝙪𝙩 𝙞𝙩'𝙨 𝙣𝙤𝙩 𝙬𝙝𝙤𝙡𝙚 𝙮𝙚𝙩. 𝙏𝙝𝙚𝙨𝙚 𝙤𝙩𝙝𝙚𝙧 𝙥𝙚𝙤𝙥𝙡𝙚 𝙝𝙖𝙫𝙚 𝙩𝙤 𝙘𝙤𝙢𝙚 𝙞𝙣 𝙖𝙣𝙙 𝙜𝙞𝙫𝙚 𝙞𝙩 𝙞𝙩𝙨 𝙛𝙪𝙡𝙡 𝙡𝙞𝙛𝙚."

𝗧𝗵𝗮𝘁 𝗿𝗲𝗳𝗿𝗮𝗺𝗲 𝗶𝘀 𝗲𝘅𝗾𝘂𝗶𝘀𝗶𝘁𝗲.

Most leadership content positions delegation as a sacrifice — you give up control of YOUR work. Lonita positioned it as completion — the work isn't fully alive until others bring themselves to it.

She closed with a callback to a metaphor from the book — the leader as sculptor:

"That is what we are doing for our colleagues, our co-creatives. Saying 'Come on in and build this masterpiece with me.' And you refine the material together."

The leader's job isn't to own the masterpiece.

It's to invite the co-creators in.

𝗧𝗵𝗲 𝗠𝘂𝗹𝘁𝗶𝗽𝗹𝗶𝗲𝗿 𝗟𝗲𝗮𝗱𝗲𝗿 is currently available on Amazon.
Buy here: https://www.amazon.com/dp/1972782002

05/12/2026

𝗜𝗻𝘀𝗲𝗰𝘂𝗿𝗶𝘁𝘆 → 𝗹𝗮𝗰𝗸 𝗼𝗳 𝘁𝗿𝘂𝘀𝘁 → 𝗺𝗶𝗰𝗿𝗼𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 → 𝘀𝘁𝗮𝗹𝗹𝗲𝗱 𝗴𝗿𝗼𝘄𝘁𝗵 → 𝗹𝗶𝗺𝗶𝘁𝗲𝗱 𝘀𝗰𝗮𝗹𝗲.

That was the leadership chain 𝗬𝗲𝗺𝗶 𝗢𝗹𝗮𝘆𝗶𝘄𝗼𝗹𝗲 traced during 𝗧𝗵𝗲 𝗠𝘂𝗹𝘁𝗶𝗽𝗹𝗶𝗲𝗿 𝗟𝗲𝗮𝗱𝗲𝗿 launch, and it may be one of the clearest explanations of why organizations struggle to scale.

When the conversation turned to delegation and agency, Yemi went straight to the root:

“A 𝗹𝗼𝘁 𝗼𝗳 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗵𝗮𝘃𝗲 𝘁𝗿𝘂𝘀𝘁 𝗶𝘀𝘀𝘂𝗲𝘀… 𝗧𝗵𝗮𝘁’𝘀 𝘄𝗵𝘆 𝘆𝗼𝘂’𝗿𝗲 𝗻𝗼𝘁 𝗱𝗲𝗹𝗲𝗴𝗮𝘁𝗶𝗻𝗴 𝗺𝗼𝗿𝗲. 𝗬𝗼𝘂’𝗿𝗲 𝗺𝗶𝗰𝗿𝗼𝗺𝗮𝗻𝗮𝗴𝗶𝗻𝗴 𝗺𝗼𝗿𝗲.”

But he didn’t stop there.

“M𝙖𝙮𝙗𝙚 𝙮𝙤𝙪 𝙙𝙤𝙣’𝙩 𝙩𝙧𝙪𝙨𝙩 𝙩𝙝𝙚 𝙥𝙧𝙤𝙘𝙚𝙨𝙨 𝙮𝙤𝙪 𝙨𝙚𝙩 𝙞𝙣 𝙢𝙤𝙩𝙞𝙤𝙣.”

That changes the conversation.

Sometimes the issue is not the team. It is the leader’s confidence in the systems surrounding the work.

Then came the deepest insight:

“A lot of leaders are not secure in themselves. That insecurity allows them to micromanage people from growing to their full potential.”

There it is.

Micromanagement is often insecurity expressed operationally.

When leaders hold too tightly, people stop growing.
When people stop growing, organizations stop multiplying.

Yemi closed with a powerful reminder:

“We can’t scale things if we don’t trust people to multiply the things we place in their hands.”

That is multiplication leadership.

The goal is not to stay at the center of everything.
The goal is to build people, build trust, and hand over responsibility to capable hands.

Multiplication begins with self-security.

𝗧𝗵𝗲 𝗠𝘂𝗹𝘁𝗶𝗽𝗹𝗶𝗲𝗿 𝗟𝗲𝗮𝗱𝗲𝗿 is available on Amazon:

https://www.amazon.com/dp/1972782002

05/11/2026

"𝗜 𝗳𝗲𝗹𝘁 𝗶𝗻 𝗺𝘆 𝗺𝗶𝗻𝗱 𝘁𝗵𝗲𝘆 𝗰𝗼𝘂𝗹𝗱 𝗱𝗼 𝗶𝘁 𝗮𝗹𝗺𝗼𝘀𝘁 𝗮𝘀 𝘄𝗲𝗹𝗹 𝗮𝘀 𝗜 𝗰𝗼𝘂𝗹𝗱. 𝗔𝗻𝗱 𝗜 𝘄𝗮𝘀 𝗽𝗹𝗲𝗮𝘀𝗮𝗻𝘁𝗹𝘆 𝘀𝘂𝗿𝗽𝗿𝗶𝘀𝗲𝗱 𝘁𝗵𝗮𝘁 𝘁𝗵𝗲𝘆 𝗱𝗶𝗱 𝗮 𝘄𝗮𝘆 𝗯𝗲𝘁𝘁𝗲𝗿 𝗷𝗼𝗯."

That's the confession Brett Clarke gave at 𝗧𝗵𝗲 𝗠𝘂𝗹𝘁𝗶𝗽𝗹𝗶𝗲𝗿 𝗟𝗲𝗮𝗱𝗲𝗿 launch, and it's the most honest version of the bottleneck pattern I've heard a senior leader name out loud.

Brett has been a secondary school principal for 20+ years. He's also a Maxwell Leadership Executive Director.

The committee in question was their Positive Behavior Interventions and Supports group. Brett had been running it. Then he handed it to someone he believed could do it "almost as well."

𝗧𝗵𝗲 𝗿𝗲𝗮𝗹𝗶𝘁𝘆: 𝘄𝗮𝘆 𝗯𝗲𝘁𝘁𝗲𝗿.

What he named next is what most leaders never realize:

"𝘈𝘭𝘭 𝘵𝘩𝘦𝘺 𝘸𝘦𝘳𝘦 𝘸𝘢𝘪𝘵𝘪𝘯𝘨 𝘧𝘰𝘳 𝘸𝘢𝘴 𝘱𝘦𝘳𝘮𝘪𝘴𝘴𝘪𝘰𝘯. 𝘛𝘩𝘢𝘵'𝘴 𝘵𝘩𝘦 𝘦𝘢𝘴𝘪𝘦𝘴𝘵 𝘺𝘦𝘴 𝘐 𝘩𝘢𝘥 𝘵𝘰 𝘥𝘰 — 𝘸𝘩𝘦𝘯 𝘐 𝘨𝘢𝘷𝘦 𝘶𝘱 𝘵𝘩𝘦 𝘤𝘰𝘯𝘵𝘳𝘰𝘭 𝘢𝘯𝘥 𝘨𝘢𝘷𝘦 𝘱𝘦𝘳𝘮𝘪𝘴𝘴𝘪𝘰𝘯."

𝗧𝗵𝗲 "𝗲𝗮𝘀𝗶𝗲𝘀𝘁 𝘆𝗲𝘀."

Most leaders frame delegation as difficult, slow, and risky. Brett's experience says the opposite. The work was already there. The capability was already there. He just had to stop being the gate.

His takeaway, in one line:

"𝘚𝘰𝘮𝘦𝘵𝘪𝘮𝘦𝘴 𝘺𝘰𝘶 𝘭𝘦𝘵 𝘪𝘵 𝘨𝘰, 𝘪𝘵 𝘢𝘤𝘵𝘶𝘢𝘭𝘭𝘺 𝘨𝘦𝘵𝘴 𝘣𝘦𝘵𝘵𝘦𝘳."

There are ideas in your organization right now waiting for one specific thing from you. Not training. Not coaching. Not another planning meeting.

𝗣𝗲𝗿𝗺𝗶𝘀𝘀𝗶𝗼𝗻.

This is the heart of multiplication leadership. The bottleneck often isn't your team's capability. It's your willingness to step out of the gate.

Applications for the Multiplier Leader Founding Cohort are 𝗢𝗣𝗘𝗡. 12 seats, 6 weeks, beginning June 11. Link in the comments.

Watch the full clip 👇

𝗬𝗼𝘂𝘁𝘂𝗯𝗲 𝗥𝗲𝗽𝗹𝗮𝘆: https://www.youtube.com/live/AapqQ1crTuY?si=IUjuaKLmR0YhBgXH
𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗥𝗲𝗽𝗹𝗮𝘆: https://www.linkedin.com/events/7448323692905881600?viewAsMember=true

Thank you, Brett. The educator's honesty raised the floor for everyone in the room.

— Isaac

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