Tactful Disruption, L.L.C

Seeing myself in the Summer Edition of is surreal. I built Tactful Disruption® from lived experience, psychological rigor, and a commitment to identity development. To have that work recognized on a national stage is something I’m still absorbing.
Grateful for the opportunity. Grateful for the visibility. Grateful for the journey.

Your continuing education budget works harder during PESI’s June Prime CE Sale.

Spend $100 or more and get $50 off your entire order- just enter code PRIME2026 at checkout. That discount applies across 3,800+ online courses, live webinars, and digital seminars covering the clinical topics you need most.

The offer expires June 27, 2026 at 11:59 PM CT. New purchases only! This is not valid on DVDs, books, live seminars, conferences, or packages.

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The Best Leaders Embrace the Role of Supporting Character The rise of “founder mode” and “main-character energy” as approaches to leadership has pushed many executives toward self-centered, top-down styles that research shows are deeply counterproductive—eroding trust, stifling performance, and ultimately leaving leaders themselves less engaged a...

For directors of nonprofits, fundraising is inseparable from leadership itself. But balancing donor outreach, organizational strategy, team management and day-to-day operations can quickly become overwhelming, especially when resources and bandwidth are already stretched thin.
https://www.forbes.com/councils/forbescoachescouncil/2026/06/02/how-to-fundraise-without-burning-out-tips-for-nonprofit-leaders/

Ideal client profiles rarely stay static for coaches. As coaches gain experience, refine their methods and better understand how they create the most meaningful impact, their ICP often shifts away from broad criteria like title, industry and ambition and toward more nuanced qualities, such as readiness, capacity and openness to change and organizational complexity.
https://www.forbes.com/councils/forbescoachescouncil/2026/06/03/how-these-coaches-evolved-to-better-serve-their-ideal-clientele/

Learning how to identify a toxic work culture can help you make a more informed decision before signing on with the wrong company—or, if you already have, decide early on how long you will stay and make a plan.
Toxic workplace cultures rarely reveal themselves outright during the hiring process, but warning signs often surface through subtle patterns in communication, leadership behaviors and team dynamics. From unclear expectations and high turnover to poor communication, certain cultural issues may be undermining employees’ well-being and long-term career growth—but it’s easy to overlook these signals in the excitement of receiving a job offer.

Many leaders say they want empowered, self-sufficient teams, but in practice, granting real autonomy can feel uncomfortable. Whether it shows up as micromanagement, over-involvement in decisions or a reluctance to delegate authority, this hesitation on the part of leaders often stems from deeper issues that have little to do with employees’ actual capabilities.
In coaching conversations, these patterns can frequently be traced back to fears of losing control, perfectionism or beliefs that tie leadership value to being indispensable. Left unchecked, such mindsets can limit team growth, slow decision-making and create burnout for leaders themselves.

Cross-Silo Leadership Today the most promising innovation and business opportunities require collaboration among functions, offices, and organizations. To realize them, companies must break down silos and get people working together across boundaries. But that’s a challenge for many leaders. Employees naturally default...

Hire Leaders for What They Can Do, Not What They Have Done The next time you are filling a leadership role, ask yourself three questions. First, does the candidate have the skills to be a high-performing contributor or the skills to be an effective leader? The performance level of individual contributors is measured largely through their ability, likability...

4 Reasons Talented Employees Don’t Reach Their Potential If you think you’re under-performing at work, you’re probably right, because few individuals are 100% motivated throughout sustained periods at work. In fact, even if you think that you are performing to the best of your capabilities, you’re probably wrong, as there is generally little overlap...