Beekuba, Saint Cloud, MN (2026)

06/26/2026

What an inspiring day! It was such a joy to be part of this experience and to see these student leaders leaning into creativity, community, and real leadership. Grateful for the opportunity to support GENYOUth and these incredible young changemakers. 💚

06/25/2026

Today at GENYOUth’s National Youth Council Summit, Katie Christensen is leading an interactive session with student leaders called **Your YOUnique Leadership Lens**. 🕶️

The idea is simple, but powerful:

Every leader sees, communicates, and contributes through a unique lens.

In this session, students will explore how they naturally see, respond, communicate, and lead... and how different leadership lenses can each bring value to a team, project, or opportunity.

Because leadership doesn’t have to look one specific way.

These students are already leaders, and we’re honored to help them recognize and use the strengths, perspectives, and influence they already bring.

Grateful to GENYOUth for the opportunity to support this incredible gathering of young leaders. 💚

Photo by Lensabl on Unsplash

04/09/2026

Before leadership is taught… it’s watched. 👀

A huge shoutout to my coaching friend Ken Barr Jr for allowing me to share this insight - his two little leaders are already showing us how it’s done!

Most leadership isn’t taught. It’s observed.

Right now, someone is learning how to lead by watching you.

I once had a leader in a session, arms crossed and silent the entire time. I thought he wasn’t connecting with the Strengths-based approach. I was wrong.

As I was packing up, he asked to chat. He said, “I’ve built my career the way my leaders built theirs. By using people to lift myself up. It never felt right, but I was never shown another way… until now. I want to lead differently. But I’ve been a jerk for a long time. I don’t know if I can rebuild what I’ve broken.”

That moment stayed with me.

He didn’t need more theory; he needed a new perspective... one that highlights what’s right with people and builds performance through Strengths, not pressure.

So, I suggested he go back to his team and start fresh. Notice what each person does well, name it, and build from there.

And he did.

Not perfectly, not overnight. But over time, he rebuilt trust and began to see his team differently. And guess what? His team showed up differently, too.

When people feel recognized for their strengths, they don’t just perform... they engage!

Most of us lead the way we were led. But that doesn’t mean it’s how we’re meant to lead.

Leadership can be relearned.

So here’s the big question: Who’s watching you right now? Are they learning to survive or thrive?

Because leadership leaves a legacy in the leaders it creates.

04/02/2026

Last week, we had the chance to continue our growth with another all-staff development session alongside the Midwest Reliability Organization team. 🌟

𝗛𝗲𝗿𝗲’𝘀 𝘄𝗵𝗮𝘁 𝗜’𝘃𝗲 𝗻𝗼𝘁𝗶𝗰𝗲𝗱…

The most effective teams don’t view development as a one-time event. They see it as a journey—something that is built consistently and intentionally over time.

𝗧𝗵𝗲𝗿𝗲’𝘀 𝗮 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲.

Real development often begins by slowing down just enough to understand:
🧠 How people think
🎁 What they naturally bring
🔑 What they need to do their best work
🚧 What gets in their way

It may feel like a pause, but it’s not!

Once a team gains clarity, everything starts to speed up:
✅ Decisions become easier.
✅ Communication improves.
✅ Handoffs become smoother.
✅ Work feels lighter, not heavier.

That’s the shift!

Development doesn’t slow teams down; it removes friction so they can move faster together.

And remember, it doesn’t happen all at once. It builds in layers:
Awareness ➡️ Understanding ➡️ Application ➡️ Consistency

Over time, it compounds into something greater:
1️⃣ Trust
2️⃣ Efficiency
3️⃣ Stronger partnerships
4️⃣ Better results

To this amazing team: Thank you! 🙌

Your near full participation, real curiosity, and willingness to slow down just enough to grow stood out. The teams that embrace this process are the ones that see lasting impact—and this team is just getting started!

03/23/2026

There are leaders who manage roles.

There are leaders who drive goals.

And then there are leaders who change lives.

💭 I’ve been reflecting on the leaders who recognized potential in me before I even saw it in myself…

The ones who got curious about:
• What energizes me
• What comes naturally
• Where I could grow into more

They didn’t just manage my work.

They helped me 𝗗𝗶𝘀𝗰𝗼𝘃𝗲𝗿 it…
𝗗𝗲𝘃𝗲𝗹𝗼𝗽 it…
And actually 𝗗𝗲𝗽𝗹𝗼𝘆 it in a way that made a difference.

That’s what we’re calling 𝟯𝗗 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽.

Leaders who move beyond just:
✔️ Role
✔️ Goals

To include:
✨ Strengths

Because when leaders care about all three, something shifts.

People don’t just perform…
They come to life.

💭 Reflection: Who has been that kind of leader for you?

And where might someone be waiting for you to see them that way?

🎧 This week’s Microcast is a short reflection on what that can look like in everyday leadership moments.

03/19/2026

Is it really community… or a clique in disguise?

I’ve been thinking about this a lot lately.

There’s a difference.

And right now, I see a growing hunger for real community—even from people who don’t typically seek it out.

People want spaces where they can:
• learn about themselves alongside others
• contribute to something meaningful
• give and receive support
• experience something deeper than they can on their own

And yet… so many programs, retreats, and trainings talk about “community” without actually building it.

Have you noticed that too?

Because a clique and a community may look similar on the surface… but they feel very different once you’re inside.

A clique often has an inner circle—the “OGs” who set the tone, hold the spotlight, and quietly limit how much space others really get.

There’s usually a “right way” to belong.
Wear this. Think this. Align with this.
Don’t push too far. Don’t question too much.

But a community is different.

In a true community:
• Difference is valued, not filtered out
• Curiosity is welcomed, not controlled
• People are seen as contributors, not just participants

At its core, a real community operates from a simple truth:

We each matter to the health of the whole.

Maybe it starts with how we see each other.

Do we believe people are showing up with something meaningful to offer?
Do we make space—and stay curious long enough—for that to emerge?

This is why I keep coming back to Strengths-based work.

When you truly see and name what’s strong in someone, something shifts.
People open up. They step in. They contribute differently—authentically.

Not because they’re trying to fit in,
but because they finally feel understood…
and like they belong for the fullness of who they are.

And that’s where real community starts.

💭 I’m curious… where have you experienced authentic community?

📸 Youssef Naddam via Unsplash

03/12/2026

𝗔𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁 𝘄𝗲𝗮𝗿𝘆.

Ever worked somewhere that rolls out a new assessment every year?
(Myers-Briggs, Colors, DISC, Strengths…)

A new framework.
A new language.
A new model promising to help everyone work better together.

The intention is good.
The kickoff session is interesting. Maybe even fun.

People learn the terms and start to see themselves in the model.

Then within weeks… things go back to work as usual.

Leaders stop referencing it.
The language fades.
The framework drifts into an old slide deck.

Until, predictably, a new year arrives.
A new assessment rolls out.
And the cycle begins again.

𝗕𝘂𝘁 𝘁𝗵𝗲𝘀𝗲 𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁𝘀 𝘄𝗲𝗿𝗲 𝗻𝗲𝘃𝗲𝗿 𝗺𝗲𝗮𝗻𝘁 𝘁𝗼 𝗯𝗲 𝗼𝗻𝗲-𝗱𝗮𝘆 𝘁𝗲𝗮𝗺 𝗯𝘂𝗶𝗹𝗱𝗲𝗿𝘀.

Their real power comes from shared language that compounds over time, creating a culture that changes how we appreciate one another and how we work together.

CliftonStrengths is Beekuba's tool of choice.

It has that immediate team-building impact (and yes, it’s pretty fun), while also creating a common language that allows for infinite human nuance.

And the return compounds over time... as the language becomes embedded in conversations, decisions, and how people work together every day.

Every year, the investment compounds and the application deepens.

Because the goal was never about finding a cool, flashy tool.

The goal is to find a tool that serves people... so they and their organizations can thrive.

💭 𝗖𝘂𝗿𝗶𝗼𝘂𝘀: What development tool or framework has actually stuck long enough to make a real difference on your team?

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Photo by Jon Tyson on Unsplash

03/10/2026

One of my favorite things about working on a Strengths-based team is this:
We know each other’s 𝘁𝗿𝗶𝗽𝗽𝗶𝗻𝗴 𝗽𝗼𝗶𝗻𝘁𝘀.

Not to judge them.
Not to weaponize them.

But to help remove them.

When we’re transparent about the talents we bring, and the places we sometimes stumble, we give our teammates permission to step in.

Not as rescuers.

But as 𝗽𝗮𝗿𝘁𝗻𝗲𝗿𝘀 𝘄𝗵𝗼 𝗳𝗶𝗹𝗹 𝗶𝗻 𝘁𝗵𝗲 𝗴𝗮𝗽𝘀 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲𝗶𝗿 𝗲𝘅𝗰𝗲𝗹𝗹𝗲𝗻𝗰𝗲.

That’s what a great Strengths-based team does.

We don’t pretend we don’t have blind spots.

We share them.

So others can help us succeed.

Connection… not perfection.

Where have you seen this kind of support show up on a team?

03/05/2026

It took me until my late 40s to realize something that now feels obvious.

𝗧𝗵𝗲𝗿𝗲 𝗶𝘀 𝗮 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲 𝗯𝗲𝘁𝘄𝗲𝗲𝗻 𝗵𝗲𝗮𝗹𝘁𝗵 𝗰𝗮𝗿𝗲 𝗮𝗻𝗱 𝘀𝗶𝗰𝗸 𝗰𝗮𝗿𝗲.

Sick care responds after something goes wrong.
Health care is proactive. It is intentional. It is designed to keep you well in the first place.

For years, I treated my health like many organizations treat engagement and leadership development. I waited for symptoms. I reacted to pain. I addressed issues once they were loud enough to demand attention.

Then I changed providers. I started working with professionals who focus on prevention, data, habits, and long-term vitality. The goal shifted from fixing problems to building health.

𝗜𝘁 𝗰𝗵𝗮𝗻𝗴𝗲𝗱 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴.

This is exactly how I think about our work at Beekuba.

Too often, organizations invest in “engagement” only after turnover spikes.
They focus on clarity when ex*****on breaks down.
They address accountability after trust erodes.

That is organizational sick care.

𝗧𝗵𝗲 𝘄𝗼𝗿𝗸 𝘄𝗲 𝘀𝗲𝗲𝗸 𝘁𝗼 𝗱𝗼 𝗶𝘀 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁.

We help teams build clarity before confusion compounds.
We strengthen ownership before resentment builds.
We design decision rhythms before bottlenecks stall momentum.
We develop leaders before disengagement shows up in survey data.

Healthy teams do not wait for dysfunction to force change.
They build systems, language, and habits that prevent dysfunction in the first place.

Prevention is less dramatic.
It is also far more powerful.

If we approached organizational health the same way we approach long-term physical health, we would invest earlier, measure what matters, and treat leadership and engagement as ongoing disciplines, not emergency interventions.

Health care means staying healthy.
In organizations, that means building clarity, ownership, and strengths before they become problems to solve.

That is the work worth doing.

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Photo credit: The Worthy Goods via Unsplash

02/26/2026

𝗖𝗵𝗮𝗻𝗴𝗲 𝗶𝘀 𝗻𝗼𝘁 𝗵𝗮𝗿𝗱 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝗮𝗿𝗲 𝗿𝗲𝘀𝗶𝘀𝘁𝗮𝗻𝘁.

It is hard because it disrupts how their Strengths have been winning.

𝗘𝘃𝗲𝗿𝘆 𝗦𝘁𝗿𝗲𝗻𝗴𝘁𝗵 𝗵𝗮𝘀 𝗮 𝗰𝗼𝗺𝗳𝗼𝗿𝘁 𝘇𝗼𝗻𝗲.
A pattern.
A rhythm.

𝗪𝗵𝗲𝗻 𝗰𝗵𝗮𝗻𝗴𝗲 𝗵𝗶𝘁𝘀, 𝘁𝗵𝗮𝘁 𝗿𝗵𝘆𝘁𝗵𝗺 𝗴𝗲𝘁𝘀 𝗶𝗻𝘁𝗲𝗿𝗿𝘂𝗽𝘁𝗲𝗱:
Someone high in Responsibility may feel personal pressure for outcomes they cannot control.
Someone high in Achiever may feel frustrated by slowed progress and unclear metrics.
Someone high in Harmony may feel tension rise and immediately think about how to stabilize the group.
Someone high in Strategic may see ten possible paths forward and grow impatient with indecision.
Someone high in Relator may quietly feel the loss of trusted partnerships as roles shift.

Those reactions are not weakness.
They are Strengths under stress.

Too often, leaders misread this as resistance:
“They are not on board.”
“They are being negative.”
“They are overreacting.”

𝗪𝗵𝗮𝘁 𝗶𝘀 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗵𝗮𝗽𝗽𝗲𝗻𝗶𝗻𝗴 𝗶𝘀 𝘁𝗵𝗶𝘀:
Their talent is trying to protect competence, contribution, and connection.

At Beekuba, we help leaders navigate change through a Strengths lens.

𝗪𝗲 𝗮𝘀𝗸:
• How does this change disrupt how I normally succeed?
• What does my dominant talent need in order to engage instead of withdraw?
• How can I intentionally aim my Strengths at leading this change instead of defending against it?

Achiever can create short-term wins that build momentum.
Responsibility can clarify what still remains steady.
Strategic can frame clear options and trade-offs.
Harmony can create space for honest dialogue.
Relator can reinforce trust through transparency.

Change does not require people to become someone different.

It requires them to use who they already are, on purpose.

When people understand their Strengths in transition, change stops feeling like identity loss and becomes a moment to stand taller and help lead it.

Beekuba

06/26/2026

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