Chris LoCurto

  You’re about to have a really hard conversation with somebody you believed in. And before you do, you need to hear this first. You promoted somebody. Maybe it was six months ago, maybe it was a year ago. You believed in them completely… their track record earned it. Now something’s off. Not dramatically off.

  Feedback names the gap. Development builds the bridge. Accountability helps the person cross it. In this episode, I break down what to do when you’ve addressed the same problem with someone on your team over and over — and it keeps coming back. If you’ve had the same conversation with the same person four

  Your manager keeps checking in before making the calls you think they should own. You hired them so you could stop being in everything. Instead, you’re in everything, just with an extra step. You keep telling yourself they need to grow into their role. But here’s the question nobody asks: did you ever actually

You said it as a thought. They heard it as a decision. And now there’s tension, confusion, and maybe a project that was never supposed to happen actually happening. Sound familiar? In this episode, I’m joined by Joel Fortner for a conversation about one of the most overlooked leadership blind spots we see on coaching

  You finally had the hard conversation. You were calm, you were clear, you were fair. And somehow you ended up feeling like the problem. If that’s ever happened to you, this episode is for you. I want to talk about one of the most disorienting things that happens to leaders who are actually doing

  You’re probably one of the most caring leaders your team has ever worked for. And that might be the exact thing that’s slowly costing you the most. I see this more than almost any other leadership challenge I work with. The leaders who struggle most with accountability aren’t the cold ones, the disconnected ones

  Most team conflict doesn’t start in the meeting room. It starts way before that — in a moment nobody caught. And by the time it surfaces, you’re already managing the fallout instead of the cause. I see this on almost every single team I work with. And the truth is, most leaders never see

In this episode, we unpack one of the most common frustrations leaders face: having great people on the team — and still being the one everyone runs to. The issue isn’t your team’s capability. It’s a pattern you’ve unknowingly created, and the good news is, you can change it. 00:01:33 – You’ve made thinking unnecessary

  Leadership culture problems rarely start with obvious conflict. Most of the time, they begin quietly. A talented employee starts creating tension inside the team. Feedback conversations become heavier. Accountability weakens. Team members become more careful around certain people. And before long, communication gets guarded and trust starts slipping. I’ve seen this happen for decades

  One of the biggest leadership mistakes I see business owners make isn’t intentional. It happens slowly over time. You care deeply about your business. You work hard. You stay committed. But under pressure, stress changes how you show up. You become mentally unavailable while still physically present. Your team starts reacting to your pace