As an Executive Coach, I have noticed a trend that is becoming louder as we get closer to the end of 2025. Even the most seasoned and confident leaders are questioning if they have what it takes to effectively lead their people and serve their customers as artificial intelligence transforms the landscape of work and life.

One thing is foresure, the way we have been traditionally leading needs to change in a profound way.

As a brain injury survivor, widow, and entrepreneur who has reinvented my own business Potential Unlimited (and continues to reinvent as change is the only constant), I understand what it means to successfully pivot.

I am so excited to share with you that I am launching a 6-week group online coaching program that will address the very heart of this leadership issue, providing support and tools to help leaders transition their style to position themselves and their organizations for success!! Here are the details!!

Discover how celebrating small wins can transform your mindset and leadership. Carey-Ann Oestreicher, MCC, shares insights on resilience and growth.

My daughters and I recently volunteered as a Peer Mentor Family for Camp Kerry, a grief camp for young families who have experienced the loss of someone close in their immediate family, like we have with my daughter’s Dad and my Husband, Jeff. It was a weekend filled with raw emotion, courage, and connection.

At Camp Kerry, families are navigating tremendous pain—and yet what struck me most wasn’t the loss itself, but the space that was created for healing. A space where people felt safe to cry, to laugh, to share their stories without fear of judgment or shame.

It reminded me of something profound: whether in a grief camp, a family, or a corporate boardroom, psychological safety is what allows people to show up fully as themselves. It’s what allows healing to happen, innovation to spark, and trust to grow.

Every leader faces it eventually: that uncomfortable moment when you realize someone on your team isn’t delivering like they should. Deadlines slip. Responsibilities get passed along. The rest of the team starts picking up the slack.

The temptation? To either avoid the conflict or swoop in and fix it yourself.
The problem? Both choices can hurt your credibility, your culture, and your results.

So — what should you do instead?