Blog

Just for the record… I do not like the idea of networking. To me, networking often feels a little one-sided making it all about me and I get all of the attention and benefit. I have always been happiest when I act and think about being in service of others. This seems to be a place where I can be

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Return-to-Office decisions are often treated as operational or policy choices. In practice, they are leadership moments requiring clarity, credibility, and care. The 6-question Return-to-Office Readiness Framework can help you lead during transition.

Ever catch yourself thinking, “I want to lead with a Growth Mindset…but what do I actually say in the moment?”

That’s exactly why I created a new 1-page Leaders’ Growth-Mindset Question Card.

Wishing you and your loved ones a wonderful holiday season. From everyone at Lighthouse NINE Group…best wishes for a happy and healthy 2026

Phil Drouillard recently shared his insights on what he considers the new rules for director development in business today. We’ve linked his article below. His work draws on extensive experience training leaders to perform well under pressure and make their mark in the C-suite. Over the past 25 years, Phil has supported numerous firms, including Array Marketing, BHP Billiton, Mars/Wrigley,

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This role clarity tool will guide you and your team through defining critical team functions, assigning them to the correct people, and clearly defining who plays what role in executing your team’s objectives. This exercise is a great first step in role clarity and works hand in hand with our RACI Chart Exercise and Google Slides Template that you can use to further define and communicate team functions and roles.

Early in my career, I reported to a Vice President who recognized the importance of proactively identifying potential risks and ensuring that plans were developed and tested. In a contingency planning update meeting, she shared a thought with our team that echoes in my ears close to thirty years later. Her words to the team were “when a significant risk

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We see conflict as the natural process of working together with others, the process by which ideas are tested, solutions are created, and innovation is born. We see conflict as an essential process in a high-performing team.

This article examines why and how you can create positive tension to foster innovation in your team and make conflict part of your company culture.

We see conflict as the natural process of working together with others, the process by which ideas are tested, solutions are created, and innovation is born. We see conflict as an essential process in a high-performing team.

This article examines why and how you can create positive tension to foster innovation in your team and make conflict part of your company culture.