Strategy, Leadership, and a Slice of New York
I spent three days in New York City for a strategy session surrounded by some of the smartest marketing professionals I know. Between deep-dive discussions in a glass-walled boardroom and seeing Wicked on Broadway with my daughter, I walked away with more than just tactical insights — I left with a renewed appreciation for what real leadership looks like.
At the head of the table sat a VP who commanded deep respect from her team. Yes, she had the impressive credentials. Yes, she was a long-time industry expert. But her authority didn’t come from titles or tenure. It came from how she led.
She poured into new hires, encouraging them to truly own their verticals and lean on the collective expertise of the team. Collaboration wasn’t just encouraged — it was embedded in their culture. Every voice was heard. New ideas were rewarded. No one was talked over. It was clear that innovation thrives where people feel psychologically safe to contribute.
Just like the city itself, the room was buzzing with energy and movement. Ideas collided, momentum built, and collaboration became the heartbeat of our conversations.
The Hidden Cost of Controlling Leadership
I’ve also seen the opposite. High turnover often stems from leaders who discourage innovation, consciously or not. Maybe your way isn’t always the best way. No matter how high you climb, if you stop learning, you start failing.
In one of my past roles (which I genuinely loved), the leadership culture crushed my enthusiasm. I reported directly to the Medical Director and founder, someone I admired. But when I was seven months pregnant, she came into my office and asked, “What’s your plan after you have your baby?”
I replied, “I’ll take maternity leave and return to work.” She knew my husband traveled frequently for work, and her response was:
“You can’t work with two kids and your husband’s schedule. It’s best for your family if you stay home. You can afford it.”
I was stunned. Speechless. Later, I learned I wasn’t the only employee she had said things like this to. It broke my trust and, ultimately, my connection to the company’s mission.
Being a mom and military spouse wasn’t a limitation — it was a superpower. And I’ve carried that lesson forward ever since.
“When members of your team feel they may be ridiculed for new ideas or innovation, the best you’re going to get is the status quo.” – Brené Brown
The Takeaway for Business Leaders
Collaboration is key. But collaboration doesn’t just happen — it’s cultivated.
Here’s your tactical tip for the week:
Hold a feedback roundtable. Invite your team to share how they think you, as a leader, can improve. Make it anonymous if needed. Then act on at least one piece of feedback publicly. When your team sees that their voices can shape how the company grows, you don’t just gain trust; you gain momentum.
Strong leaders don’t demand innovation; they design for it.
After the session, my husband, daughter, and I took a full day to explore the city. We biked through Central Park under a canopy of gold and rust-colored leaves, found the best homemade pasta tucked inside a tiny restaurant in the Meatpacking District, and ended the day with warm cookies from Levain Bakery on the Upper West Side. It was the perfect pause after an intense few days of strategy and collaboration, and it reminded me that great leadership isn’t just about driving results. It’s about creating space for connection, reflection, and the kind of energy that keeps teams moving forward.
The contrast between empowering and controlling leadership reminded me how culture shapes momentum, whether in a company or a city. Both thrive when movement and creativity are encouraged.
What I’m Reading: Dare to Lead by Brene Brown
What I’m Listening To: Mel Robbins Podcast The Secret to Stopping Fear & Creating the Future You Want with Shonda Rhimes
Lead with Heart,
Beth Ann
