Your 2025 Leadership Review + A Strategic Preview of 2026

2025: The Leadership Themes That Mattered Most

 

  1. AI Became a Strategic Advantage – Not a Trend

Leaders who embraced AI this year didn’t use it to replace thinking — they used it to enhance it. They leveraged AI for analysis, communication, planning, and operational efficiency, freeing up time for judgment, strategy, and relationship-building.
The gap widened between leaders who experimented and those who resisted: one gained capacity and clarity; the other stayed overwhelmed.

Lesson: AI doesn’t replace leadership — it amplifies it.
Takeaway: Choose one area of your workflow where AI can save you time or increase accuracy, and commit to integrating it consistently for 30 days.

 

  1. Clarity Became a Competitive Strategy

Leaders who articulated clear priorities — for themselves and their teams — consistently outperformed those who operated reactively. When the path forward was explicit, decision-making sharpened, execution accelerated, and context became easier to communicate.
Lesson: If everything is important, nothing is.
Takeaway: Clear priorities reduce confusion and increase accountability. Before every week begins, ask: What are the three outcomes I will focus on this week that matter most right now?

 

  1. Accountability Became a Core Leadership Skill

Leaders who created clear ownership, set expectations upfront, and followed through consistently saw stronger results and fewer performance issues. Accountability wasn’t about pressure — it was about clarity, alignment, and trust. When people knew what “good” looked like and what they were responsible for, execution became faster and more reliable.

Lesson: Accountability supports people — it doesn’t restrict them.
Takeaway: For every project, ask: Who owns this? What does “done” look like? When will it be complete? Write it down and confirm it.

 

  1. Adaptability Became a Core Leadership Superpower

The leaders who thrived were the ones who adjusted quickly — to shifting priorities, market changes, staffing gaps, and unexpected challenges. Instead of clinging to old plans, they recalibrated with clarity and moved forward with confidence.
Lesson: Flexibility isn’t reactive — it’s strategic.
Takeaway: When something changes, pause and ask: What needs to shift? What stays the same? What’s the smartest next step?

 

  1. Systems Elevated Performance

High performers relied on strong foundations. Optimized, fully adopted technology systems, streamlined processes, and clear expectations helped leaders stay organized, reduce friction, and create consistency across teams.
Lesson: Systems support behavior — and good systems support good leadership.
Takeaway: Identify one operational friction point and fix the process, not the person.

 

  1. Courage and Candor Strengthened Culture

Leaders who leaned into hard conversations set better expectations, corrected issues earlier, and increased trust across their organizations. Courage wasn’t about being forceful — it was about being honest.
Lesson: Trust grows where truth is normal.
Takeaway: If you find yourself avoiding a conversation, that’s your indicator: it’s time to lead.

 

  1. Strategic Energy Management Became Essential

With constant pace and pressure, leaders who protected their energy made stronger decisions and showed up with more stability. Guarding capacity became just as important as managing time.
Lesson: Protect the leader, protect the results.
Takeaway: Remove one recurring commitment that no longer serves your priorities or your role.

 

  1. Execution Became the Real Differentiator

Ideas were abundant — disciplined follow-through was rare. Leaders who created simple rhythms, clear ownership, and realistic timelines achieved more with less stress and more predictability.
Lesson: Consistency beats intensity at the executive level.
Takeaway: Anchor your leadership around a simple execution rhythm: weekly reset, monthly review, quarterly realignment.

 

  1. Coaching Became a Daily Leadership Habit

Leaders who treated coaching as part of the work — not extra work — built more capable, confident teams. Short, intentional conversations shifted people from dependence to ownership.
Lesson: Every touchpoint is a development moment.
Takeaway: Start your next one-on-one with a simple question: “What do you think is the best next step?” Then listen.

 

  1. Reflection Drove Better, Faster Decisions

Leaders who took time to think made fewer reactive choices and more strategic ones. Weekly resets and structured reflection created mental clarity, reduced rework, and built stronger communication across teams.
Lesson: Slow down so you can speed up all year.
Takeaway: Protect 15–20 minutes a week to review what worked, what didn’t, and what needs to change going forward.

 

The Best Practices Worth Carrying Into 2026

 

These are the high-impact habits that will help you lead with more clarity, ease, and effectiveness in the year ahead. Use them as a guide to stay focused on what truly moves the needle.

 

Leadership Focus Best Practices

  • Set three priorities each quarter and revisit them weekly to keep your attention where it matters most.
  • Before saying yes to any new request or task, pause and ask: “Does this support my top priorities?”
  • Anchor every initiative to a clear owner, definition of done, and timeline so nothing drifts.

 

Communication + Coaching Best Practices

  • Start important conversations with one meaningful question to understand context before giving direction.
  • Reflect back what you hear to confirm alignment and reduce miscommunication.
  • Close conversations with ownership: “What’s your next step?” so action sits with the other person.

 

Decision-Making Best Practices

  • Create the conditions for good judgment: space to think, clarity on the goal, and context on the situation.
  • Use a simple weekly and monthly reflection to cut through noise and reinforce smart decision patterns.
  • Choose based on impact, alignment, and data rather than urgency or pressure.

 

Team Development Best Practices

  • Coach strengths and address performance gaps and issues quickly so growth doesn’t stall.
  • Keep check-ins short and consistent to maintain momentum and avoid surprises.
  • Foster a culture of direct, respectful communication so issues surface before they become problems. 

 

Execution Best Practices

  • Keep plans simple: What matters? What moves the needle? Who leads?
  • Build rhythm into your work: weekly resets, monthly reviews, quarterly realignments.
  • Remove unnecessary steps, approvals, and bottlenecks so progress stays smooth and predictable.

 

What to Focus on in 2026

If you want to stay ahead in 2026, focus on three things:

 

  1. Lead With Precision

The pace isn’t slowing down.
Know what matters, communicate it clearly, and align your actions with your priorities.

 

  1. Develop People Faster

Your capacity is limited — your team’s potential isn’t.
Invest in coaching, feedback, and capability-building so you’re not carrying the load alone.

 

  1. Strengthen Your Systems and Decision-Making

The leaders who thrive next year will combine AI, streamlined processes, and structured thinking to make better decisions with less effort.

 

A simple rule for 2026:
If it reduces friction, increases clarity, or accelerates execution — it deserves your attention.

 

A Final Thought to Close the Year

Leadership isn’t defined by how much you handled this year — it’s defined by how intentionally you chose what mattered.


As you step into 2026, focus on the few decisions that move everything forward. Protect your time and energy. Develop your people. Communicate with clarity. And let your best habits carry you into the new year with momentum.


2026 is your opportunity to lead with more intention, more impact, and more ease — and to build a year you’re proud of.

 

Make 2026 your breakthrough year!

 

 

From Snake Encounters to Leadership Clarity

For the past seven weeks, I was working remotely from Australia. To stay in sync with my North American clients, I started my days at 4:00 a.m.—an experience that’s given me a deep respect for shift workers and a renewed appreciation for very strong coffee. But the real wake-up call came in my makeshift office beside the garage. One morning, after a heavy storm, I opened the door and saw what looked like a pile of oversized earthworms wriggling across the floor. Then I noticed the tiny scales. Not worms—baby snakes. Eighteen of them. Yes, I counted. And yes, I personally escorted each one out.

As unsettling as it was in the moment, it made me laugh later—and it reminded me of an important leadership truth: surprises will always find their way in. Sometimes they slither in quietly, sometimes they storm the room. Either way, leadership rarely unfolds in a perfectly straight line. The real question isn’t whether you can avoid the unexpected, but how quickly you can pause, reset, and refocus when it arrives.

Over the past few weeks, many of my conversations with leaders have centered on change—new structures, shifting mandates, and the added pressure of tariffs and an uncertain economy. Amid so much disruption, the risk isn’t just operational; it’s personal. Leaders often find themselves drifting away from the ‘why’ that drew them to their role and the leader they aspired to be.

If you’ve been feeling a little “off your game,” here are five ways to pause, reflect, and reconnect with clarity.

1. ASSESS YOUR CURRENT

LEADERSHIP LANDSCAPE

Leaders often jump straight into fixing problems without pausing to understand the bigger picture. Before making changes, start with a temperature check.

What parts of your role feel energizing and aligned?
Where are you feeling drained or stuck?
What signals are you getting from your team, your peers, or your board that you might need to pay attention to?

Insight: Think of this as your “leadership dashboard.” Just like a car, you need to know what’s running smoothly and what lights are flashing before you can chart the right course.

2. REVISIT YOUR INTENTIONS FOR YOUR ROLE

It’s easy to get caught up in quarterly targets and the day-to-day, but clarity often comes from going back to your original intentions.

Why did you take this role in the first place?
What did success look like in your first year?
How has that evolved—and does it still align with the leader you want to be remembered as?

Insight: Leadership drift happens quietly. By realigning to your original intentions (or deliberately redefining them), you shift from being reactive to being intentional again.

3. IDENTIFY YOUR STRENGTHS AND GAPS

Self-awareness is not a soft skill—it’s a strategic asset.

Where are you adding the most value and impact?
Where do you find yourself reacting rather than leading with purpose?
What skill, mindset, or behavior would raise your leadership game right now?

Insight: Don’t confuse being busy with being effective. The highest-performing leaders know exactly where they excel, and they actively close the gaps that hold them back.

4. CLARIFY YOUR STRATEGIC FOCUS

When everything feels urgent, nothing is truly strategic.

Where should more of your time and attention be going? What can you delegate, defer, or eliminate altogether? What critical conversations or decisions are overdue?

Insight: This is where leadership discipline shows up. Leading smarter doesn’t mean doing more—it means consistently directing your energy where it has the greatest impact.

5. DEFINE THE SUPPORT YOU NEED

Strong leaders don’t do it alone. They know when to ask for support.

What resources, coaching, or clarity would help you most right now?
What’s one action you can take this week to move back into your zone of influence?

What 30-day commitment can you make to yourself and your team?

Insight: Asking for support is not weakness. It’s what allows leaders to sustain performance through seasons of change and pressure.

WANT TO TAKE THIS FURTHER?

I’ve created a free Leadership Reconnection Worksheet to guide you (or your team) through these prompts in a more structured way. It’s perfect for an afternoon reset, a personal offsite, or as a tool in your next leadership meeting.

[Download the Worksheet Here]

LEADER’S CHALLENGE 

Set aside 30 minutes this week for a personal reset. Grab the worksheet, find a quiet space, and walk through the prompts. When you’re done, share one clear intention with your team—something they can see you commit to over the next 30 days. Small resets often spark the biggest momentum.

Leadership Reflections: Lessons from Life and Practice Monthly Insights for Inspired Leadership

Opening Reflections:

I’m writing to you this month from my mother’s home in Australia, where I’m working remotely through July and August. She’s 91 years old, lives independently, and continues to move through each day with quiet determination and gentle wisdom. In the stillness of early mornings—before the sun rises—I begin coaching sessions with clients at 5 a.m., completing six sessions before taking a midday break. It’s a full and focused rhythm, but somehow it feels lighter here. In the afternoons, my attention shifts to her needs. There’s something grounding about watching her make tea and carry on with grace and consistency.

It’s reminded me that leadership isn’t always about moving faster or doing more—it’s about being present with what matters most. My afternoons are spent with her, and instead of feeling like I’m stepping away from work, I’ve realized I’m stepping more fully into what makes me effective. I’m still focused. I’m still productive. But I’m doing it with intention, not urgency. Sustainable leadership isn’t about burning through your bandwidth—it’s about knowing where to direct your energy so both your people and your priorities thrive.

Sustainable performance isn’t about always being “on.” It’s about designing your time around what fuels you, not just what fills your calendar.

Where in your week could you trade pressure for presence—and still meet your goals?

 

1. Curiosity: The Leader’s Compass

1. Curiosity Isn’t a Trait—It’s a Leadership Practice
Curiosity is often mistaken for a personality trait—something you’re either born with or not. But in leadership, curiosity is a deliberate and powerful practice. It’s what keeps teams from stagnating, helps leaders see around corners, and creates space for new solutions when old approaches stop working.

I recently worked with a leadership team stuck in a recurring issue with project handovers. The temptation was to jump straight to process tweaks—but instead, we paused and asked a different kind of question: “If we were starting this system from scratch today, how would we build it?”That one question shifted the energy from frustration to innovation. Curiosity opened the door to fresh thinking—and it did something more important: it re-engaged the team.

Curiosity invites your people to think critically, not just comply. And it communicates something vital: your voice and ideas matter here.

Leadership Takeaways:
• Start your next team meeting by asking: “What’s a challenge we’ve been tolerating too long?”
• Instead of offering a solution first, ask: “What might we be missing?”
• Invite a different team member each month to present a new idea, trend, or insight they believe could impact your work.

2. Empathy Isn’t Just a Soft Skill—It’s a Strategic Lever


Empathy often gets treated as optional—a feel-good concept for team-building days or HR playbooks. But real empathy—the kind that listens without defensiveness, adjusts when people are stretched, and creates space for honest dialogue—is one of the most practical tools a leader can use.

When people feel safe, they speak up. When they feel supported, they stay focused. I’ve seen time and again in coaching sessions how a single moment of genuine care—asking a better question, offering flexibility, or simply listening without a fix-it mindset—can re-engage someone who was on the edge of checking out.

Empathy isn’t about being soft. It’s about creating the conditions for people to bring their best to the work—and that’s just smart leadership.

Leadership Takeaways:
• Start your regular check-ins with a simple personal prompt like: “How are you doing this week—really?”
• Listen fully before offering solutions. Sometimes presence matters more than a plan.
• After high-pressure meetings or challenging decisions, proactively connect with individuals most affected to offer clarity and support.

3. Recognition Isn’t a Perk—It’s a Performance Driver


When recognition becomes a consistent leadership habit—not a bonus or an afterthought—it fuels motivation, accountability, and trust. It signals that people’s efforts are seen, that their work matters, and that excellence is worth pausing to acknowledge.

Each week, I take time to send a personal message to highlight something specific a client or team member has done well. It’s not complicated or lengthy—it’s consistent. And it makes a difference. Over time, I’ve seen how this simple rhythm builds connection, boosts morale, and encourages people to notice and elevate one another. Recognition isn’t a reward; it’s a catalyst.

Leadership Takeaways:
• Highlight one person’s effort each week—be specific, and be public when appropriate.
• Celebrate wins in real time—don’t wait for formal reviews or milestones.
• Use your weekly team touchpoint to spotlight a recent success or share a note of appreciation that others might learn from or echo.

4. Negotiation Isn’t a Moment—It’s a Mindset


We tend to think of negotiation as something formal—a contract, a raise, a deal. But the most impactful negotiations happen daily: setting boundaries, asking for what you need, or advocating for your team.

I worked with a client who used to dread difficult conversations. Once he reframed negotiation as advocacy—not conflict—everything changed. Now, he prepares, speaks with clarity, and follows up with confidence. Her credibility has grown, and so has her influence.

Negotiation isn’t just a skill—it’s a signal that you value your time, your worth, and your priorities.

Leadership Takeaways:
• Prepare for conversations by identifying your ideal outcome, your boundaries, and your value.
• Practice your opening lines aloud to find calm, clear language.
• Don’t apologize for asking—clarity is not confrontation.

5. Consistency Isn’t Boring—It’s What Builds Trust


In a fast-moving world, consistency is one of the most underrated leadership superpowers. It builds trust because people know what to expect from you. It creates rhythm, stability, and space for high performance.

Whether it’s holding a weekly planning session, sending a daily wrap-up email, or simply showing up calm under pressure—consistency is what separates leaders who inspire from those who react.

One of my clients leads a team across multiple time zones. Every Monday without fail, he sends a short video setting priorities and tone for the week. It’s not flashy—but his team counts on it. That predictability creates alignment.

Leadership Takeaways:
• Choose one routine (daily, weekly, or monthly) that reinforces your leadership presence.
• Track and protect it like any other priority.
• Let your team know what they can count on you for—and deliver it, consistently.

This month’s reflections have reminded me—and I hope reminded you—that leadership isn’t defined by output alone. It’s shaped by presence, clarity, and the intention behind our actions. When we lead with focus and purpose, we create the space for performance, connection, and momentum to follow.

 

“Leadership isn’t about perfection; it’s about consistently showing up with intention, integrity, and genuine care for those around you.” — Jenny Reilly

 

57!

Yesterday, on July 1st,  I turned 57—a number that feels both humbling and motivating. As I write this on a birthday weekend getaway in Whistler, honestly, I can hardly believe it. I am turning that big a number tomorrow. Most days, I still feel like I’m in my late twenties, until I catch my reflection in the mirror and do a double-take. Each year is a reminder to pause and reflect on the lessons that shape how I live, lead, and connect.

In my work with leaders across industries, I’ve seen again and again that it’s never about perfection; it’s about showing up with intention and courage, every single day. Over the past few decades, I’ve learned that the fundamentals don’t really change. Whether you’re guiding a team or trying to be your best self, it comes down to a few core practices that, when done consistently, make all the difference. 

So to mark another lap around the sun, I’d love to share a few reflections and practical ideas. Below you’ll find five tips for leading your best life and seven tips that can help you be an effective leader—insights I’ve practiced, taught, and seen transform people and teams. I hope they inspire you wherever you are on your journey.

5 Tips for Leading Your Best Life

  1. Get clear on what “enough” looks like.
    Take the time to define what success means to you—not what the world says it should be. When you know your own benchmarks, it’s easier to let go of constant comparison.
  2. Guard your energy like it matters—because it does.
    Pay attention to where you feel drained versus energized. Protect your time and say “no” more often to things that don’t align with your priorities.
  3. Take care of your health, even when life gets hectic.
    Small choices—going for a walk, eating well, getting enough rest—add up. Your future self will thank you.
  4. Do a weekly review and preview.
    Set aside time each week to reflect on what went well, note your wins, and assess whether you accomplished your most important priorities. Then look ahead: decide what matters most in the week to come and set your focus. This simple practice keeps you grounded, intentional, and clear.
  5. Keep learning.
    Whether it’s a new skill, a fresh perspective, or an old hobby you’ve set aside, growth keeps life interesting.

 

7 Must-Do Tips for Being an Effective Leader

  1. Be clear about what good looks like.
    People do their best work when they understand what’s expected. Spell it out—don’t assume it’s obvious.
  2. Listen fully.
    When someone comes to you, give them your full attention. Being present is one of the simplest ways to build trust.
  3. Walk your talk.
    If you expect accountability, model it yourself. If you value respect, demonstrate it in how you treat others.
  4. Give feedback often.
    Don’t save it for performance reviews. Share observations in real time, whether it’s to recognize progress or offer guidance.
  5. Celebrate progress.
    Acknowledging small wins keeps people engaged and motivated. It doesn’t have to be complicated—a simple thank you goes a long way.
  6. Take care of yourself.
    Leading well starts with self-awareness and self-care. If you’re exhausted or stretched thin, it shows up in how you lead.
  7. Make time to reflect.
    Ask yourself regularly: What’s working? What needs to change? What can I do better? This practice fuels growth and better decisions.

From the Fairway to the Office: Leading Through Tougher Conversations

This month, I dusted off my golf clubs and kicked off another season of Nine and Dine at Musqueam Golf Course. I’ve been playing in this league for eight years with two dear friends, and I look forward to it every spring. While my swing hasn’t exactly improved (in fact, I think my game has plateaued!), I keep coming back—for the laughs, the fresh air, and the guaranteed connection with people I enjoy. It’s a weekly ritual that recharges me.

What I love most is that it’s consistent. It gets me outside, fills my cup, and reminds me how important it is to create space for the things—and people—that give us energy. And that has me thinking about leadership too. Because when work gets messy or relationships become strained, it’s tempting to pull back. But the best leaders stay present. They show up. Especially in the hard moments.

This month, we’re exploring a topic every leader will encounter at some point: how to navigate difficult people and conversations. Whether it’s a team member, a peer, or a client, challenging personalities test your emotional intelligence and leadership maturity. The good news? With the right tools, you can lead through these moments with clarity, empathy, and confidence.

Here’s to strong leadership, better conversations, and just maybe, a slightly better golf swing this summer.

 

Dealing with Difficult People: Tools That Work

 

1. Understand Before You React: Leverage the DISC Framework

In my work with executive teams, the Everything DiSC® model is one of the most powerful tools I use to help leaders better understand themselves—and others. Often, what we label as “difficult” behavior is actually just a clash of natural communication styles.

The DiSC model breaks down behavior into four key tendencies:

• D – Dominance: Direct, results-oriented, strong-willed, and forceful
• i – Influence: Outgoing, enthusiastic, optimistic, and lively
• S – Steadiness: Even-tempered, accommodating, patient, and humble
• C – Conscientiousness: Analytical, reserved, precise, and systematic

When people with different styles work together—especially under stress—it’s easy to misread intentions. For example, someone with a Dominant style may push for fast decisions, while someone with a Steady style wants to build consensus first. Without awareness, this can create tension. With awareness, it opens the door to deeper collaboration.

Pro Tip: Understanding your own DiSC style—and those around you—can improve communication, reduce conflict, and build a more emotionally intelligent culture.

If you’re interested in bringing DiSC assessments or a customized DiSC workshop to your team, I’d be happy to support you. These sessions are eye-opening, energizing, and often a turning point in team connection and performance. For more information, please reach out to me jenny@jennyreilly.com.

 

2. Ask More, Assume Less

One of the fastest ways to de-escalate tension is to stay curious. Instead of labeling someone as difficult, ask yourself:
“What might they be experiencing that I can’t see?”

Here are three ways to lead with curiosity:

• Ask open-ended questions: “What’s most important to you about this?”
• Use neutral language: “Help me understand your perspective.”
• Listen for what’s not being said: Silence often signals stress, not disengagement.

Pro Tip: Curiosity doesn’t mean avoiding accountability—it just keeps you open long enough to uncover the real issue.

 

3. Focus on Impact, Not Personality

When a behavior affects the team, it needs to be addressed. But the most effective leaders separate the person from the pattern. I often coach clients to use the SBI model (Situation – Behavior – Impact):

“In yesterday’s meeting (situation), I noticed you interrupted two colleagues (behavior), which made it difficult for others to contribute (impact).”

Then pivot to solution-building:

“How can we make space for everyone’s input going forward?”

Pro Tip: Avoid blame. Stay focused on behavior and outcomes.

 

4. When Coaching Isn’t Enough

If someone continues to be difficult after you’ve coached, clarified, and given feedback—it may be time to set firmer boundaries.

Here’s how:

• With a direct report: Reaffirm expectations and consequences.
• With a peer: Address patterns directly and propose a reset in how you collaborate.
• With a client or stakeholder: Revisit scope, tone, and professional expectations clearly.

Pro Tip: Boundaries protect relationships, culture, and performance. They’re a leadership necessity—not a last resort.

 

Final Thought:

Leadership isn’t about keeping things comfortable—it’s about creating clarity, especially when the conversation is hard. Whether you’re managing a team or working cross-functionally, how you handle tough personalities will define the tone of your leadership more than any project plan or KPI.

And if you’re ever unsure how to approach these conversations—or want to explore how your team can use DiSC to create more trust and connection—I’d love to help.