October 2025 - Throughout my leadership journey, one common thread has consistently driven success: data. My foundation in Professional Learning Communities (PLCs) within schools provided a powerful framework for collaboration, accountability, and continuous improvement. When I transitioned into nonprofit and business leadership, I found that the Entrepreneurial Operating System (EOS) offered a similar data-driven approach, strengthening my ability to lead with clarity and impact. The Power of Data in Education In my early career, I implemented PLCs at a high level, focusing on using student achievement data to drive instructional decisions. Through structured collaboration, teachers were empowered to analyze trends, identify areas for improvement, and implement targeted interventions that resulted in dramatically increased student performance. PLCs provided a systematic approach to: Shared Goals: Establishing a collective mission focused on student success. Collaboration: Leveraging the expertise of educators to develop best practices. Results-Driven Culture: Using measurable outcomes to refine teaching strategies continuously. This experience taught me that data is not just numbers; it is the heartbeat of progress. It provides the insights needed to make informed decisions, fosters accountability, and creates a culture of continuous improvement. Bridging the Gap to Business with EOS When I transitioned into the business world, I quickly realized that the core principles of PLCs translated seamlessly into the Entrepreneurial Operating System (EOS). Much like PLCs in education, EOS thrives on: Vision and Alignment: Establishing clear business goals that align with the organization's core values and mission. Data Component: Utilizing scorecards and key performance indicators (KPIs) to measure success objectively. Accountability: Ensuring that every team member understands their role and how it contributes to the larger goals. One of the key tools within EOS that resonated with me was the data component, which helps businesses "clear the fog" and focus on what truly matters. Just as student achievement data helped guide instructional strategies, business metrics now guide strategic decisions, ensuring that our company remains on track and agile in responding to challenges. Strengthening Leadership Through Data-Driven Insights My background in PLCs has made me a stronger business leader because I approach challenges with the same analytical rigor and collaborative mindset. Whether it's improving employee retention, optimizing operations, or enhancing customer satisfaction, I apply a data-driven approach that: Identifies Patterns: Recognizing trends early to proactively address issues. Fosters Transparency: Encouraging open conversations about performance and improvement. Drives Continuous Growth: Using data not as a punitive measure, but as a catalyst for learning and innovation. In my current organization, we have successfully used EOS to track critical business metrics, much like how we monitored student progress in schools. This has enabled us to make informed decisions that align with our mission and vision, ensuring sustainable growth and impact. Final Thoughts Reflecting on my leadership journey, it is clear that my foundation in data-driven education paved the way for my success in business. The transition from classrooms to boardrooms has reinforced my belief that the principles of collaboration, accountability, and continuous improvement are universal. Whether guiding students or leading an organization, data remains the guiding star that illuminates the path to excellence. For leaders looking to strengthen their impact, I encourage embracing data not as a burden, but as a powerful tool for transformation. The more we lean into it, the clearer our vision becomes, and the greater our potential to create lasting change. Reflection How can the principles of data-driven decision-making from PLCs be applied in your current professional environment? What key metrics or data points do you currently track, and how effectively do they guide your decision-making process? In what ways can fostering a culture of accountability and collaboration enhance your organization's success? All content on this blog belongs to the author, Bert Strassburg. If you'd like to share, modify, or distribute anything, please reach out for written permission. Feel free to contact me with any questions at:   bert.strassburg@gmail.com .

January 2025 - As an executive leader, I firmly believe that one of the most important responsibilities of leadership is to create an environment where people can see a future for themselves within the organization. When employees understand that their hard work, talent, and dedication will be recognized and rewarded, they become more engaged, committed, and invested in the company’s success. This week, I had the privilege of celebrating two well-deserved promotions within my department, each with a unique journey that underscores the importance of career development and recognition in shaping an organization’s culture. One of these individuals has been with our company for several years, steadily progressing through the ranks and proving their commitment to growth. Her story is a testament to the value of perseverance, ongoing learning, and the significance of providing clear career pathways that allow employees to see the next step and work towards it with confidence. The second employee's journey took a different path. He was in a role that did not fully leverage his strengths and potential; his previous position was more focused on execution, while his capabilities aligned more closely with strategy and leadership. Recognizing this, we promoted him into a position where he can influence business goals and shape the strategic vision by working with different stakeholders through the lens of Human Resources. This move not only benefits the employee but also strengthens our organization’s long-term objectives by putting the right people in the right seats. Why Career Pathways and Recognition Matter When employees can visualize their future within the company, it creates a powerful sense of purpose and belonging. Providing clear career paths and acknowledging individual contributions are critical in building an engaged workforce that believes in the mission and vision of the organization. Studies consistently show the impact of career development and recognition on employee motivation: According to Gallup, employees who feel adequately recognized are 4.6 times more likely to feel engaged at work , leading to higher productivity and lower turnover. A study by the Society for Human Resource Management (SHRM) found that 68% of employees say that being recognized for their contributions directly influences their motivation and commitment to their organization. LinkedIn’s Workplace Learning Report revealed that 94% of employees would stay longer at a company that invested in their career development. These statistics illustrate a simple truth: when leaders make career growth and recognition a priority, the entire organization thrives. Employees feel valued, trust in leadership increases, and alignment with company goals becomes stronger. Setting the Tone as a Leader As leaders, our role is to cultivate an environment where people feel seen, valued, and empowered to reach their full potential. This starts with intentional efforts to: Create Clear Career Pathways: Employees need to see a future in the organization. Provide opportunities for professional development, mentorship, and transparent discussions about growth opportunities. Recognize and Reward Contributions: Recognition should go beyond an annual review. Celebrating small and big wins regularly fosters a culture of appreciation and drives performance. Align Roles with Strengths: Regularly evaluate whether employees are in the right seats and have the right resources to succeed. This ensures that talent is fully utilized and fosters innovation. When leaders set the tone by prioritizing growth and recognition, it not only enhances the employee experience but also drives business success. Engaged employees are more innovative, collaborative, and committed to delivering excellence. Reflection Are you providing clear and actionable career growth opportunities for your employees? How effectively are you recognizing and celebrating the contributions of your team members? Do you have the right people in the right roles, fully utilizing their strengths and potential? Investing in people is one of the most impactful decisions a leader can make. Let’s continue to build organizations where employees feel valued, inspired, and empowered to contribute their best every day. All content on this blog belongs to the author, Bert Strassburg. If you'd like to share, modify, or distribute anything, please reach out for written permission. Feel free to contact me with any questions at:   bert.strassburg@gmail.com .

January 2024 - True leadership is not about authority or status it’s about empowering others to see their own potential and rise to meet it. Throughout my career, I’ve had the privilege of leading teams across diverse industries, from disability services to education, nonprofit organizations, and entrepreneurial ventures. In each role, I’ve come to realize that the most transformative outcomes happen when we shift our perspective from seeing people’s limitations to recognizing their unique strengths and untapped potential. When we create inclusive spaces, we allow people to thrive, not despite their differences, but because of them. True empowerment means fostering an environment where every individual feels valued, respected, and encouraged to contribute their best. This approach isn’t just a moral obligation; it’s a strategic advantage. When we embrace diverse perspectives, we unlock a wellspring of creativity, innovation, and solutions that we might otherwise never uncover. Inclusion isn’t about checking a box; it’s about opening doors to a future enriched by every voice at the table. As a leader, I’ve learned that humility and collaboration are critical in creating these spaces. Leadership is not about having all the answers, it’s about asking the right questions and creating an environment where others feel safe and inspired to contribute their ideas. Whether working with individuals with disabilities or leading organizations through transformative growth, I’ve seen how empowering people to lean into their strengths creates a ripple effect. It improves not only the workplace but also the communities we serve. So, I leave you with this: How are you empowering the people around you? Are you fostering an environment where others can bring their authentic selves and unique strengths to the table? Are you willing to embrace the discomfort of seeing the world through a different lens to discover new possibilities? True leadership starts with these questions and the answers can shape the future of our workplaces, communities, and beyond. Let’s lead with intention, together. All content on this blog belongs to the author, Bert Strassburg. If you'd like to share, modify, or distribute anything, please reach out for written permission. Feel free to contact me with any questions at:   bert.strassburg@gmail.com .

January 2024 - As we navigate our personal and professional journeys, reflection is one of the most powerful tools we can use to grow. It allows us to pause, take stock of where we’ve been, and gain clarity on where we want to go. Reflection isn’t just about looking back, it’s about identifying the lessons, celebrating the wins, and aligning our actions with our values. When we take time to reflect, we set the stage for transformation and lay the foundation for a future filled with purpose and growth. ✨ Reflecting on 2024 ✨This year has been one of both professional and personal growth, transformation, and clarity of purpose as I continue to embrace new challenges and pathways that make a difference in our world. 🌟 My vibe in 3 words: Bold. Inspiring. Grounded. 💚 My personal values: Integrity Collaboration Innovation Empowerment 💥 My superpower: Visionary Leadership – connecting strategy, culture, and people to create lasting impact. 💻 Social media highlights: I am a transformative leader driven to help people and organizations reach their full potential while achieving scalable, lasting impact. ✨ Thinking back on this year’s achievements, I am excited to welcome in new people and opportunities that inspire growth, collaboration, and purpose. ✨ As we close out this chapter and step into a new year, I encourage you to take time for reflection. What lessons have you learned this year? What values have guided your decisions, and how can you align them even more deeply with your goals? Most importantly, how will you carry the energy of growth and empowerment into the year ahead? All content on this blog belongs to the author, Bert Strassburg. If you'd like to share, modify, or distribute anything, please reach out for written permission. Feel free to contact me with any questions at:   bert.strassburg@gmail.com .

December 2024 - In today’s world, business success is no longer just about profits it’s about the impact we make on the lives of others. True success happens when growth and innovation align with societal good. It’s about creating opportunities, fostering inclusivity, and making life better for those who face challenges. As a leader, I’ve built my career around championing people seeing their potential, addressing their needs, and ensuring that the organizations I lead focus on service, integrity, and creating meaningful change. Whether it’s through disability services, education, or community initiatives, my leadership is driven by a commitment to doing the right thing. Here’s what true organizational responsiblity looks like in action: Championing People: Every person deserves to feel valued and supported, regardless of the challenges they face. My work in disability services is just one example of how I strive to make a difference. By redesigning care models to focus on person-centered, strength-based approaches, we’ve empowered individuals to live with dignity and independence. Beyond disability services, I’ve led organizations that prioritize people—building systems that address inequities and create opportunities for everyone to thrive. Fostering Ethical Leadership: Integrity is the foundation of any successful organization. For me, fostering ethical leadership means prioritizing transparency, accountability, and doing what’s right, even when it’s hard. Whether it’s advocating for inclusive hiring practices or making decisions that benefit the greater good, I’ve always focused on leading with honesty and purpose. Investing in Service-Driven Organizations: I’m passionate about working with companies and nonprofits that put people first. These organizations have a unique ability to transform lives, whether by supporting underserved communities, empowering individuals with disabilities, or providing innovative solutions to everyday challenges. For example, leading a team to expand community programs that provide job opportunities has not only improved lives but strengthened the organizations I’ve been privileged to serve. Promoting Diversity, Equity, Inclusion and Belonging (DEIB): Innovation comes from diversity, and inclusion ensures that every voice is heard. I’ve worked to embed DEIB into the core of organizational cultures, prioritizing hiring practices, leadership development, and workplace environments that celebrate differences and promote belonging. This not only fosters stronger teams but also leads to better outcomes for the communities we serve. Leading with Purpose I’ve learned that when we align our work with a greater purpose, we create something much more valuable than financial success, we build trust, loyalty, and connection. By focusing on service-driven organizations, championing people, and fostering inclusivity, we create workplaces and communities that thrive together. Reflection: What does organizational responsibility mean to you? Are you aligning your leadership with a mission to serve others? How are you making life better for those facing challenges? What actions can you take today to create a positive ripple effect in your organization and beyond? All content on this blog belongs to the author, Bert Strassburg. If you'd like to share, modify, or distribute anything, please reach out for written permission. Feel free to contact me with any questions at:   bert.strassburg@gmail.com .

June 2024 - A reflection during Pride Month. As an executive leader, I’ve spent my career in leadership roles, from teaching high school students to serving as a superintendent, and now leading a growing company. Along the way, I’ve always been open about my identity as a gay man. This wasn’t about making a political statement or seeking attention, it was simply about living my truth. But my journey has not been without its challenges. In fact, the unique difficulties I’ve faced as an LGBTQ+ leader have profoundly shaped the way I lead and the decisions I make. The purpose of sharing this personal story isn’t to highlight struggle, nor is it about positioning myself as a victim. Rather, my goal is to provide insight into the realities of being an openly gay leader in environments that are often slow to accept diversity, particularly in high-level positions. I want to share how these challenges have impacted my leadership journey and, more importantly, how they’ve fueled my growth and the positive change I’ve brought to the organizations I’ve led. Being openly gay in traditional leadership roles, particularly in rural or conservative settings, comes with both personal and professional obstacles. Research shows that LGBTQ+ executives, like myself, often face bias, exclusion, and limited opportunities for career advancement due to their identities. A 2019 McKinsey & Company study found that LGBTQ+ executives make up only 2% of senior leaders in the U.S., underscoring the underrepresentation and challenges faced by individuals like me. While I’ve often stood as an exception, I have found that the road to top leadership is not paved for LGBTQ+ leaders in the same way it might be for others. As a leader in a conservative school district, for instance, implementing progressive changes in education wasn’t easy. There were moments when my sexual orientation became a focal point of tension. However, it was never about my identity being the issue, it was about the discomfort of challenging the status quo. The changes I advocated for were in the best interest of the students and the community: higher standards, more inclusivity, and progressive reforms that better served the mission of the school. While some resisted these shifts, my focus was always clear: to create an environment where everyone, regardless of background or identity, could thrive. Yet, even with this clear focus, I often faced resistance not just to the changes but to me as the messenger. Research confirms that LGBTQ+ leaders are often placed under intense scrutiny. A 2018  Harvard Business Review  study pointed out that LGBTQ+ executives sometimes face disproportionate pressure to conform to traditional norms of leadership, which can hinder both personal fulfillment and professional success. In fact, many of us feel the need to hide or minimize our identities to be accepted in high-level roles. The  Deloitte  2021 Global Survey revealed that LGBTQ+ executives report higher levels of stress and burnout compared to their non-LGBTQ+ counterparts, with many citing challenges in "fitting in" within organizational cultures. This pressure to conform can negatively impact career longevity, with LGBTQ+ executives often facing shorter tenures than their peers. But despite these challenges, I’ve never let my identity define my limitations. In fact, being open about who I am has often been the driving force behind my most significant decisions. It has taught me resilience, empathy, and the importance of staying true to one’s values in the face of adversity. In many ways, these experiences have empowered me to lead more effectively, with greater emotional intelligence and an unshakable commitment to my teams and the people we serve. I believe deeply in the importance of authenticity both in my own leadership and in fostering it in others. The benefits of this approach are evident. Studies show that LGBTQ+ leaders bring unique strengths to the table, particularly in terms of resilience and creativity. According to a 2020 report from  Harvard Business Review , LGBTQ+ executives tend to be highly adaptable, innovative, and able to handle adversity with emotional intelligence. These traits are critical to success in today’s rapidly changing business world, where the ability to pivot, lead with empathy, and foster inclusive environments is crucial to driving long-term success. The purpose of sharing my story is simple: to show that challenges, even those that seem insurmountable, can be the very things that help us grow as leaders. I want other LGBTQ+ individuals to understand that they are not alone in facing these obstacles. Yes, being an openly gay leader comes with its unique set of hurdles. But it also comes with immense opportunities to shape organizations in ways that reflect our most authentic selves; an opportunity I’ve worked tirelessly to embrace. When we are authentic in our leadership, we create organizations where everyone can thrive. Diverse perspectives, including those shaped by sexual orientation, lead to better decision-making, more innovative solutions, and stronger organizational cultures. I’ve seen firsthand how embracing diversity, not just as a checkbox but as a core organizational value, can drive success and long-term sustainability. So, to any LGBTQ+ individual reading this who feels like their identity might be a barrier to their success: know this. You have the potential to lead, to create positive change, and to do so with authenticity and integrity. Your identity is not your limitation, it is your strength. Stay true to who you are. Lead from your heart, and know that, no matter the challenges you may face, your unique perspective will always be an asset. In the end, leadership is not about fitting into a mold , it’s about creating environments where everyone can be their best selves. That’s the legacy I strive to leave behind: a world where diversity is not just accepted but celebrated, and where leadership is defined by authenticity, compassion, and the courage to challenge the status quo. A Note on Unintended Harm: It’s important to acknowledge that while many people genuinely want to support LGBTQ+ leaders, they sometimes unknowingly contribute to the very challenges we face. This often happens when support is conditional or overly focused on our identity rather than our leadership abilities. For example, comments like “You’re so brave to be open about being gay in your position” or “We admire how you handle adversity” may come from a place of goodwill, but they can inadvertently reinforce the notion that our identity is something separate or exceptional. It’s essential to recognize that being openly gay should not be seen as a courageous act but simply a natural state of being, one that doesn’t define or limit our ability to lead. When well-meaning individuals focus too much on our identity in ways that make us feel different, they can unintentionally perpetuate a sense of "otherness," which can be isolating and diminish the value of our contributions. The most impactful way to support LGBTQ+ leaders, whether you're LGBTQ+ or not, is to treat them as you would any other leader: with respect for their professional abilities, trust in their judgment, and belief in their vision. True support means acknowledging the whole person, not just their identity, and empowering them to succeed based on their skills, leadership, and vision, rather than on the assumption that their journey is more difficult or exceptional simply because of who they are. So, to those who want to be allies: the most meaningful way you can support LGBTQ+ individuals is by championing their talents and leadership without putting undue focus on their identity. Encourage diversity and inclusion as a core value and recognize the full spectrum of humanity that makes a leader, no matter their sexual orientation. Ultimately, true support means offering an environment where everyone feels accepted for who they are, not for the challenges they may face because of who they are. Reflection: How has your personal identity or unique experiences influenced your leadership style and decision-making process? What strategies can you implement to create a more inclusive and supportive environment for diverse leadership within your organization? In what ways can embracing authenticity as a leader empower both yourself and those you lead to achieve greater success and fulfillment? How do you handle challenges related to bias or resistance in your leadership journey, and what lessons have you learned from those experiences? All content on this blog belongs to the author, Bert Strassburg. If you'd like to share, modify, or distribute anything, please reach out for written permission. Feel free to contact me with any questions at:   bert.strassburg@gmail.com .

October 2024 - As leaders, we often find ourselves caught in a whirlwind of responsibilities, decisions, and competing demands. The pace of modern business can make it feel like every moment must be accounted for, every task completed at lightning speed. Yet, amidst this urgency, there is an often-overlooked truth: sometimes, the most productive thing we can do is slow down and reflect. In the Entrepreneurial Operating System (EOS), this practice is referred to as a "clarity break." It’s a dedicated time to step away from the noise, recalibrate, and reconnect with our purpose. Other business models champion similar practices under different names—mindfulness sessions, reflective journaling, or even strategic solitude. Whether you're a fan of Stephen Covey’s "Sharpen the Saw" approach or practice mindfulness as promoted in the corporate wellness sphere, the principle is universal: pausing is not a luxury; it’s a necessity. Reconnecting with Purpose The most important aspect of taking this time, whether it’s a weekly clarity break or a daily morning ritual, is to reconnect with purpose. For me, this practice is deeply spiritual. It’s a moment to align with my belief system, tap into my inner knowing, and gain clarity on the path ahead. Your version of this might look different—it might involve meditation, prayer, a walk in nature, or simply sitting in silence with a cup of coffee. The "how" doesn’t matter as much as the "why." The purpose of these moments is not just to escape distractions but to rise above them. When we’re caught in the day-to-day grind, it’s easy to lose sight of the bigger picture. Reflection allows us to zoom out, assess where we’re headed, and ensure our actions align with our vision and values. The Gift of Perspective As leaders, we are decision-makers, problem-solvers, and visionaries. But how can we lead effectively if we’re too consumed by the minutiae to see the horizon? Reflection provides the gift of perspective. It’s in these quiet moments that breakthroughs occur, solutions become apparent, and priorities crystalize. Personally, I’ve found that this practice also fosters a sense of gratitude. It’s a chance to recognize progress, appreciate my team’s efforts, and recalibrate my mindset. When I return from these moments of stillness, I am more grounded, more focused, and better equipped to lead. Making Time for Reflection Incorporating reflection into your routine doesn’t require a dramatic overhaul of your schedule. Here are a few practical ways to make it work: Daily Reflection: Start your morning with 10-15 minutes of quiet time. Use this space to set intentions for the day and align with your purpose. Weekly Clarity Breaks: Block out an hour each week to step away from your desk. Whether it’s sitting in a quiet park or writing in a journal, use this time to evaluate your goals and track your progress. Quarterly Retreats: Dedicate a day every few months to strategic solitude. Disconnect from your usual environment and focus on long-term planning and vision. A Leadership Imperative As leaders, our ability to guide others is directly tied to our ability to guide ourselves. By taking time to slow down and reflect, we not only enhance our personal well-being but also improve our effectiveness as leaders. We model the importance of intentionality, mindfulness, and purpose for our teams, fostering a culture that values clarity over chaos. In a world that glorifies hustle, reflection is a quiet rebellion. It’s a way to reclaim control over our time, reconnect with our purpose, and lead with clarity and conviction. Whatever form it takes for you, make it a priority. Your team, your organization, and—most importantly—you will be better for it. Reflection What specific activities help you reconnect with your purpose as a leader? When was the last time you took a step back to evaluate your leadership effectiveness? What did you learn? How does your approach to leadership influence your team’s culture and performance? All content on this blog belongs to the author, Bert Strassburg. If you'd like to share, modify, or distribute anything, please reach out for written permission. Feel free to contact me with any questions at:   bert.strassburg@gmail.com .

September, 2024 - So, you’re probably wondering what inspires me to serve in leadership roles in people-centered organizations? This question comes up a lot when I talk to other entrepreneurs. My answer is simple: my passion for "people helping people be their best" has been the driving force behind my entire career. From an early age, I have been drawn to roles that create meaningful change, empower individuals, and foster a culture of growth and opportunity. Whether through my background in music education or my experience leading complex organizations, my journey has been shaped by a deep commitment to making a positive impact on people's lives. The Foundation: A Passion for Empowerment and Growth My journey into leadership began with my experience as a music educator, where I founded and expanded an orchestra program from just 18 students to nearly 400. In just nine years, the program became nationally recognized and award-winning, a testament to the power of fostering an inclusive and inspiring learning environment. This achievement was not just about numbers; it was about teaching every student, regardless of their natural talent, and engaging their desire to connect with music. By creating an environment where students felt valued and inspired, I helped them realize their potential and build confidence through artistic expression. Transformational Leadership in Action Throughout my career, I have embraced opportunities to lead organizations through significant change and growth; whether recognizing potential in entrepreneurial start-ups like the orchestra program and the charter school in Woodbury or addressing the need for substantial transformation in established institutions such as the rural Onamia school district. My leadership journey extended beyond music education into broader educational leadership roles, including serving as a district superintendent, where I implemented strategic initiatives that drove student success and organizational improvement. My experiences in education provided a solid foundation in leadership, systems thinking, and talent development, which I have carried into my roles in the nonprofit and human services sectors. My work at organizations like Rudolph Community and Care (RCC), Cedar Riverside Community School, and Keys 4/4 Kids has allowed me to leverage my expertise in strategic leadership, operational transformation, and culture building. As Vice President of Human Resources at RCC, I exceeded hiring and retention goals in a high-turnover industry, directly impacting revenue growth and service quality. My leadership was instrumental in streamlining processes, fostering collaboration, and ensuring that the organization remained true to its core values of person-centered care, positivity, and determination. In my role as CEO at Keys 4/4 Kids, I spearheaded strategic initiatives that expanded the organization's reach and impact, emphasizing the importance of mission-driven leadership and operational excellence. My leadership philosophy centers around strategic integration, systems thinking, and creating environments that inspire autonomy and a strong sense of community. Lessons from Challenges and Triumphs My leadership journey has not been without challenges. Serving in high-profile public positions while living as my authentic self in conservative environments has come with scrutiny and resistance. However, these experiences have strengthened my resilience and reinforced my commitment to authenticity, ethical leadership, and inclusivity. One of the most defining moments of my career was leading an inner-city charter school with a primarily Somali population through significant transitions. Despite facing external criticism and resistance, I remained focused on implementing culturally responsive, research-based best practices, as well as legal and financial compliance to serve the students' best interests. The experience highlighted the importance of navigating complex social dynamics while staying true to an organization's mission and values. So, a Long Answer to a Short Question In short, I love what I do. Whether it's transforming an orchestra program, leading a school, or driving growth in human services, it all comes down to helping people be their best. Executive leadership, to me, is much like being the conductor of an orchestra—the only person not making a sound, yet ensuring that all parts work together to create beautiful music. So yeah, a long answer to a short question—but if you’ve made it this far, you probably see why it’s hard to sum it all up in just a few words! Reflection What passions or experiences have influenced your leadership journey, and how do they shape your approach to empowering others? How do you navigate challenges in leadership while staying true to your values and fostering a culture of inclusivity and growth? In what ways can you incorporate reflection and strategic thinking into your leadership practice to ensure long-term impact and alignment with your organization’s mission? All content on this blog belongs to the author, Bert Strassburg. If you'd like to share, modify, or distribute anything, please reach out for written permission. Feel free to contact me with any questions at:   bert.strassburg@gmail.com .