Intelligence & Faith Collide
The blessing and curse of artificial intelligence (AI) are yet to be discovered or revealed. In a quick review of history from the Stone Age to the Industrial Revolution, man has not always made the best choices in the development of civilization. The innovation of development brought us new discoveries yet has always included the underbelly of harm that came as the result of each new age.
Along the way of development of civilization, you have the intersection of faith and the influence of the church. It is no surprise that the American Pope, Leo, used his first encyclical, Magnifica Humanitas ("Magnificent Humanity"), on safeguarding the human person in the time of artificial intelligence. It also articulated the church's position on a wide range of contemporary crises, including war, modern slavery, wealth inequality, the erosion of democracy, and the devaluing of human capacities.
His call to “disarm” AI sounds counterintuitive to those tech giants who opened the doors to this innovation, yet the Pope’s comments come with clarity. "To disarm does not mean rejecting technology, but preventing it from dominating humanity,” What is true is that our world governments are struggling to create clarity on the establishment of standards, rules, guidelines, and boundaries for AI. What’s also true is that with each passing day AI is advancing and innovating at a rate not expected and the longer we wait the harder task to control it is waning.
And when it comes to AI, faith, and the advancement of humanity, what is clear is that God, who sits outside time and space, is active, present, and still making Himself known to those seeking answers and assurance of eternal significance. From an intelligence standpoint, seek and you will find. Just ask, He is there.
Coaching Bravery
How do you speak into fear? How do you curb a sense of dread and turn it into an opportunity of possibility? Why are you allowing fear to control where experience and past success showcase your positive leadership outcomes? Are you a leader of purposeful impact or self-sabotage?
These are great questions to ponder and ones that I deal with often in my work with leaders. It’s important to understand the root of the apprehension. When a leader is consumed with self-doubt, fear, and captured in the inability to move forward, that is a leader trapped in me, myself, and I. This is a condition that sidelines organizations, teams, and stated goals and objectives.
Where are these thoughts coming from and better yet, what factors are at play that have allow them to curtail your leadership impact for good?
Yes, there is a bit of psychology that I use in my leadership conversations and asking a few key questions allow a deeper and more meaningful discussion that reveal what I am ultimately pursuing: coaching bravery. The element of bravery in a product of honed experiences and the ability to push past the noise to secure the outcome desired for the benefit of the workforce and the accomplishment of organizational goals.
Too many leaders spend an inappropriate amount of time processing the implications of failure. The loss of career, respect, impact, and influence. The nights of lost sleep, the anxious thoughts entertained, and the emotional toll of embracing and giving fear a foothold are detrimental to a leader’s progress and success. Here are three things that I do that combat or silence the fears that come with occupying the leadership chair.
Who are you? You know yourself the best. Never embrace, “I don’t know.” Explore and know your best elements, your weaknesses, and who you are in the multiple roles you hold as leader, spouse, friend, relative, and individual. "Know thyself" (Gnothi seauton) is an ancient Greek aphorism inscribed on the Temple of Apollo at Delphi, most famously popularized by Socrates. It signifies that self-awareness, understanding one's own limitations, motives, and character is the foundation of all wisdom and the starting point for a meaningful life.
Lean into what you do well: Not every element of the leadership role is your strong suit. You may communicate well, be the stellar face of the organization, and be the best to deliver the challenging news or the elements of success to the organization. When it comes to your shortcomings, and every leader has them, you can wallow in the assurance that you are not enough or embrace hiring someone who is better meeting these specific defined needs within the organization. The best leaders know their limits and empower others without having their egos impacted.
Remember, leadership is not about you: Wanting a role and securing it are two different things. The excitement and anticipation of getting a role are motivational in your career pursuits. When the role is secured, the reality of the responsibility sets in and for some leaders, that sets off their insecurities, and this impacts their decision-making and healthy leadership choices. It’s time to step back, appreciate the role you have earned, and learn quickly that the team around you is there to help and not harm. Yes, you will be tasked to ensure that and this work with your team is of paramount importance to ensure their success, which is your success. The best leaders know that leadership is never about them and is all about the development of others. Leaders know the goal and the team works with them to accomplish it one day at a time.
I coach a leader into bravery by reminding them of what is true. Standing on that truth – a track record of accomplishment is where we start – having them detail why they wanted the role is middle ground – and detailing their success in working with others to accomplish the goals – is where the seeds of bravery are formed. Where bravery grows is considering the promise and potential of every situation and circumstance. Yes, that takes a change of mindset and breaking bad habits. The best leaders have done it, are doing it, and so can you with time, effort, and a commitment to yourself and others.
Doesn’t your organization deserve the best leader? Embrace bravery so it’s not you standing in the way of making that happen.
Trust the Feedback!
We have all heard the term, “Trust the process!” On this topic, it is all about, “Trust the feedback and do something about it!”
As leaders, if you ask your team for feedback, you take on the responsibility to review it, share what was learned and outline the actions that will be taken based on that feedback. That process includes trusting, listening to, and sharing the feedback with the team. This supports a workplace built on trust and a culture where feedback is valued.
A leader who asks for feedback cares about the organization's workforce and the implications and impact of his or her decisions on the team. A leader who asks for feedback but never acts on, shares, or discusses that feedback with the organization is only collecting data for show, not for change. This inability or lack of follow-through by the leader damages the workplace culture. At its very core is the element of trust. When that trust is broken, the workplace culture dies.
A good leader reviews the feedback, thanks the team, and communicates that the feedback collected will eventually lead to changes and improvements. A great leader reviews the feedback, shows the team the results, and asks for their help in driving immediate change to improve conditions and the workplace. A great leader believes there is no time like the present to make improvements the team has collectively shared. Putting off until tomorrow what can be done today speaks to the value a leader places on employees and their feedback.
There are times when a delay to implement major changes within an organization is warranted. That is only appropriate when that delay is tied to a communication detailing to the team the reasons behind the decision so that trust is maintained and accountability has a known timeline. There is never a good reason not to communicate and inform the team about changes, improvements, or delays. The employees, at every level, are part of the organization and having them informed is empowering and allows them a sense of ownership being a part of the decisions being made.
These feelings of empowerment will surface in their feedback when asked. What will also come out is their deep dissatisfaction when a leader is a poor communicator and someone who does not value employee feedback or suggestions. Leaders have choices and making the choice to avoid the elephants in the room speaks to a leader unwilling to not only acknowledge the truth, but they are also avoiding the reality of the workplace their lack of leadership has contributed to or created.
Gossip Requires a Direct Approach
It is unfortunate that in every workplace, and in every business, gossip is an element that impacts the health and welfare of the organization. I am keen on reminding teams that the workplace culture is not the responsibility of the leadership; it is the responsibility of everyone employed. It’s a daily engagement and obligation by everyone to keep gossip and other unhealthy behaviors at bay.
Yes, it is human nature to talk about your fellow teammates. It’s a joy to celebrate their work anniversaries, promotions, their individual successes, and their family news. The toxic behavior of gossip is something we are acquainted with in our own past statements about colleagues. Worse yet, we have stood by and allowed someone else to say something negative or untrue and didn’t challenge these comments in support of a healthy workplace culture.
What I know to be true is that eliminating gossip completely in the workplace is impossible. What is possible is addressing it with those involved in a timely manner. This is not about shaming or blaming. This is about being bold, kind, and direct because the protection of the workplace culture is paramount to a healthy organization. When a leader avoids this obligation, they are not only part of the problem, but they also become the problem because gossip will not go away, it will only grow without their intervention.
In a coaching call this morning, I addressed this with a leader who is the target of gossip. I reminded them to acknowledge the bad behavior for what it was and address it in a manner that doesn’t match the dysfunction of what was used against them. To make the point, I shared the famous quote of First Lady, Eleanor Roosevelt. “Great minds talk about ideas. Average minds talk about events. Small minds talk about people.” Be the great leadership mind that shares the virtue that the idea of gossip is wrong and needs to be addressed immediately.
Turn Intention Into Action
It All Begins Here
Confidence doesn’t always arrive with a bold entrance. Sometimes, it builds quietly, step by step, as we show up for ourselves day after day. It grows when we choose to try, even when we’re unsure of the outcome. Every time you take action despite self-doubt, you reinforce the belief that you’re capable. Confidence isn’t about having all the answers — it’s about trusting that you can figure it out along the way.
The key to making things happen isn’t waiting for the perfect moment; it’s starting with what you have, where you are. Big goals can feel overwhelming when viewed all at once, but momentum builds through small, consistent action. Whether you’re working toward a personal milestone or a professional dream, progress comes from showing up — not perfectly, but persistently. Action creates clarity, and over time, those steps forward add up to something real.
You don’t need to be fearless to reach your goals, you just need to be willing. Willing to try, willing to learn, and willing to believe that you’re capable of more than you know. The road may not always be smooth, but growth rarely is. What matters most is that you keep going, keep learning, and keep believing in the version of yourself you’re becoming.
Leadership Communication
It All Begins Here
In every business or organization, you have writers, orators, and those who struggle in communicating their thoughts and ideas personally and professionally.
In my business leader coaching I find myself in the middle of these situations where a leader is either good at writing or speaking or completely deficient in one or both. My advice is to have a trusted person on the team become the communications lead for all written formats on behalf of the leader. I never advocate for having someone else speak for the company or business.
When the leader steps back from the important work of being the face of the organization, confusion begins to rise and questions begin to float throughout the workforce and community. Who is in charge? Why is someone speaking for our leader? Why is our CEO not addressing issues and representing our company? What’s going on? When the leader steps back, fear and doubt flood into the space. It’s human nature.
If you are a leader who struggles with verbal communication, public presentations, and being the face of the organization that comes with public obligations, there are steps to take to address this situation. First and foremost, embrace what you do not do well in this area and start your training to improve. Host small group opportunities with the workforce – department meetings – coffee chats – lunch breakouts – to address the team on matters of importance. A group of 10 in a room is less intimidating than 500. You get the point.
The next steps you can take is start scheduling time to attend local network gatherings, professional industry events, and conferences where you can host a breakout session. All of these are platforms for you to put yourself out there to speak. Remember the adage, practice makes perfect! Here’s what’s true; no one is perfect and you will not be either. However, embrace your imperfection because being the best leader demands not giving up in your pursuit of achieving exceptional communication.
If you would like more leadership, business, and communication advice, send me a direct message or an email at cameronmcurry@gmail.com
Success Occurs When Opportunity Meets Preparation
It All Begins Here
Happy Monday! Remember, great things happen when plans are executed and preparation matches opportunity. That was the focus of my Monday morning call with a leader I am coaching.
I find that listening and just asking key questions is the best approach. People want to be heard. When I sense they are missing the mark, questioning their judgment, or feeling unsure about next steps, I will simply press in and seek clarity. I have no problem calling out when I believe fear is in play. That one element is a factor and contributor to delaying a decision, hindering forward movement on a plan, or preventing the ability to achieve a win.
In this morning’s call I helped the leader make the connection to team achievements by sharing, “It’s not hard to get a deal done. It’s only complicated when you’re dealing with incompetent people. That incompetence is tied to a lack of training, professional development, and appropriate oversight. Your team is failing to execute because you are failing in their preparation to meet the opportunities presented.”
That was a lightbulb moment where we paused and then shifted into a discussion of what trainings were needed – what industry standards was he hoping to align with – and what next steps he would be taking.
Some coaching calls move into the weeds where others are needed times of listening and reassurance. We all have internal voices and sometimes they lead us forward or hold us back. I like those calls where the lights are turned on and the leader moves forward with elevated confidence knowing that our conversation was time well spent.
If you would like to start a conversation, send me a an email at cameronmcurry@gmail.com. Let’s connect!
Fail. Correct. Fail. Correct
I recently attended my nephew's graduation; he had just completed the Fireman Academy. His desire is to serve the community, and becoming a first responder is a dream achieved. I could not be more proud.
One speaker at the event shared a timeless leadership principle: fail and get back up to try again. His spin on the concept was detailed in Fail. Correct. Fail. Correct. I love the simplicity of the message and, more importantly, how each of us embraces the process in our own lives and professional obligations.
For some of us, fear enters in, extending the time between failure and correction longer than it should be. When we allow fear to impede our progress, we set aside growth and miss opportunities. For those who fail—and we all do—the sooner we embrace those situations, the sooner we move forward.
There is something to be said, and repeated, about these life cycle moments of highs and lows. We each can learn more from failure than from success. We can count the times we have fallen and contrast those against the rise we experienced as a result. The longer we sit and spin in fear, the longer we avoid the euphoria from the rise.
When you kick fear to the curb and don’t allow it a stronghold, you move failure to winning quickly, maximizing the opportunities presenting themselves after your fall. Just remember that failure doesn’t define you; your tenacious spirit to move forward will.
Be defined by never giving up and never giving in. 💚 Having a nephew who will stand between public safety and personal comfort, I can count on his ability to show fear who is the boss.
Wake Up Call for Purposeful Kindness
What is odd to me is the number of leaders that are not aware of the fact that treating people well is not rocket science. If a leader is not active in the daily pursuit of treating people well, they are in serious need of a wakeup call in purposeful kindness.
In education, we have teachers. These are people who have gone to school and studied how to educate students and spend their lives in care of those students. These are people who spend their nights grading papers, creating lesson plans, and spending a portion of their salaries annually purchasing items to supplement and add value for students in their care. These are the people who know what service looks like and most are exceptional at being a teacher, educator, and fanner of flames that ignite the passion of student learning.
How do you treat teachers well? Here are three things that I did in my 25 years in public education.
1. Elevate the teacher voice in having them create their compensation model.
2. Honor their excellence and highlight their exceptional work with students.
3. Seek their opinion and utilize their voices to drive change for the betterment of all.
In every team, workforce, and organization, people need to know that what they are doing is contributing to the bottom line. Are their efforts valued? Are they being appreciated for that work? Do they understand how their role connects to the goals and objectives of the organization? These are key questions to ask. Leadership has an obligation to not only make those connections for individuals and the team as a whole; they need to also honor and elevate the importance of those connections so that everyone is challenged and inspired knowing their role is of great importance within the organization.
Treating people well is a purposeful act that cannot be set aside, catered to only occasionally, or avoided all together. I woke every morning with the same thoughts, “Who can I serve today and make a difference in their lives? I am here to make great things happen for others so let’s not disappoint!” With that as my mindset, treating people well was a habit and not an afterthought.
Be intentional as a leader with your words, encouragement, and praise. It’s that easy. Now do it! Treating a teacher well impacts students, their learning, and their success in the pursuit of a great education. 💚
Make Room for Growth
It All Begins Here
Confidence does not always arrive with a bold entrance. Sometimes, it builds quietly, step by step, as we show up for ourselves day after day. It grows when we choose to try, even when we’re unsure of the outcome. Every time you take action despite self-doubt, you reinforce the belief that you’re capable. Confidence is not about having all the answers — it is about trusting that you can figure it out along the way.
The key to making things happen is not waiting for the perfect moment; it is starting with what you have, and where you are. Big goals can feel overwhelming when viewed all at once, but momentum builds through small, consistent action. Whether you’re working toward a personal milestone or a professional dream, progress comes from showing up — not perfectly, but persistently. Action creates clarity, and over time, those steps forward add up to something real.
You do not need to be fearless to reach your goals, you just need to be willing. Willing to try, willing to learn, and willing to believe that you are capable of more than you know. The road may not always be smooth, but growth rarely is. What matters most is that you keep going, keep learning, and keep believing in the version of yourself you are becoming, and better yet, who you are becoming.
Strategic Delegation
As a leader, there is a fine line between delegation and washing your hands of a project or obligation. The best leaders understand that empowering team members not only benefits them, it serves the organization.
Those leaders also understand that delegation is not only about building capacity, it’s about building trust and teamwork. That trust and teamwork is strengthened when the leader provides oversight and accountability in appropriate doses.
We all know those leaders who delegate merely to get something off of their plate. We also know those leaders who delegate to maximize the skill sets of specific team members. As a leader, are you making your life easier or are you building team capacity with your decisions?
One act is lazy, while the other is strategic. I know which team I would want to be on. 💚
Becoming a Better Version of You
Be reminded of the fact that the elements in others that annoy you most are likely the things in yourself you would like to see changed. Allow that annoyance to begin the work that centers on you becoming a better version of yourself.
Make the effort to invest in you to improve your outlook and your ability to be a better friend, partner, spouse, parent, relative, and individual. It is never too late to start climbing that mountain and overcoming your past to secure your brighter future in all aspects of your life. 💚
Leading or Maintaining?
When the possibility of a negative outcome eclipses the potential for success in your mind, you are living in fear and not walking in faith.
You don’t move mountains in leadership by staying in the trenches of disbelief. Your leadership is either grounded in layers of approval before you move forward or in the belief that your position demands decision-making that expedites needed change to benefit what’s best for the organization and the people served.
If you find yourself as a leader operating within layers of self-imposed restrictions, you are not leading, you are maintaining. That maintenance is more about you and greatly limits what you are charged to do as the leader.
Get out of your own way and embrace your promise and potential. Leaders fail in leadership when indecision eclipses reason and responsibility.
Leading with Good News!
In 1983, Anne Murray had a hit with the release of the song, "A Little Good News." I found myself thinking about this song as I reviewed another issue of EdSource.
It begs the question: What are schools doing weekly to tell their story, share a positive update, and inform the public about the good news happening in their work with students? With the billions of dollars poured into public education in the Golden State annually, every public education leader has an obligation to communicate the wins, the stories of success, and how lives are being impacted for good with the students in their care.
The media will focus on the negative: the decades of failure and the scandals involving people and programs wasting public tax dollars. They consistently avoid sharing good news about public education because they lack an outpouring of positive stories to share. If every editor and news director had a large sample of positive stories, there is a greater chance of seeing and hearing those stories in our community.
There are some simple ways to communicate your successes, even when you are an organization with limited resources. Here are three.
1 - Schools currently send newsletters or communications to their community, so simply add the emails for local reporters and news organizations to those distributions.
2 - Consistently post positive student and program successes on your school’s website.
3 – Encourage your team to share these student and program successes on their private social media channels to amplify the positive messages you are sharing as a school and organization.
The work of educating students is not easy and the rewards are seen daily in our classrooms and on our campuses. Sharing those stories is not hard when protocols are established for teachers and team members to consistently share successes, allowing a school leader to embrace the opportunity to share a little good news that community members and taxpayers are looking for from public education.
The average citizen can tell you what they have heard about the failures of public education on any given day. Do they know what is happening in the school down the street or in all schools in the community? That can change and it just takes a commitment from school leaders to make it happen one positive story at a time. We sure could use a little good news today. 💚
Keep Telling the Truth!
So many of us know that deep satisfaction and sense of accomplishment when a colleague, you’ve been coaching calls to inform you, they secured the promotion or new position they were seeking. I’ll just say, she gave me a big smile this morning. All the effort has been worth it. 💚
My encouragement is keep telling the truth, keep reminding people of their promise and potential, and never withhold your belief in who they show you to be. Fan their flame and allow them to shine. Congratulations, Lisa M.
The Discovery is Worth It!
Thomas Edison certainly knew what he was talking about. Most opportunities I’ve ever had were behind doors I had to work hard to open. Don’t wait for a promotion, earn it. Don’t whine about what you don’t have, pursue what brings you joy. Working hard has rewards; do it and discover them. 💚
Leaders, Put People First!
It's not hard to treat people well. Do it.
When a leader doesn't treat people well, they not only diminish the value and worth of people, but they also signal to the community that the product or service being offered by the company is subpar or below standards. Customers are very discerning and when leaders undercut the value of people, it's only a matter of time before the company or organization suffers financially.
What cannot be sustained is a leader who does not put people first. It's not hard. It just takes a willingness and desire to check your ego at the door and work tirelessly to elevate people on the team based on a set of standards known and valued by all. Follow the path, put in the work, and watch your team blossom to meet the moment.
Like I said, it is not hard to treat people well. What's hard sometimes is the willingness of the leader to get out of the way long enough for the team to succeed.
Point the Way, or Show the Way?
Leadership is an art as much as a science. It is also a developed skill that needs practice and patience in being honed through situations and circumstances that test and strengthen the process.
There are no perfect leaders, however, there are too many nominal leaders in the workplace. Great leadership does not happen overnight and nor does it happen without purposeful effort on a consistent and ongoing basis. Great leaders know that the position is not about themselves, it’s about helping others achieve their best in the workplace for the betterment of all.
I found this photo from 1993 when I was with the Greater San Diego Chamber of Commerce. I’m directing volunteers at an event at the San Diego Convention Center. When I look at what’s happening here I smile now knowing this is a picture of naïve leadership. Just pointing and telling someone where to go does not accomplish the goal. A nominal leader points the way. A great leader shows the way by going first and leading the team forward. 💚
There is so much to be gleaned in a leader’s progress. Looking back to humble beginnings is a way to encourage yourself in the journey. Where you start is not where you peak if you are intentionally working to get better at your craft. Learn from your mistakes, track progress, highlight your successes, and do not dwell on your defeats. Leadership is about choosing to move forward when others stand still.
Let Go Before Being Let Go!
As 2025 ended and 2026 began, I have been in touch with a handful of leaders who left their current positions last year and are looking for new employment and different opportunities. The common thread that ran through each of their stories is the need to let go before being let go. 💡
When I am hired, I always have a set of goals and objectives that I want to achieve. When those are completed, it is time to move on. Let go before being let go has always been my thought process. When I left my last job after 25 years, I never had any doubt that it was time to go. What I set out to do was complete. I have never been a maintainer nor someone that would gravitate or settle for a job that maintains a company or organization. That sounds excruciatingly boring to be in that position.
In my work with leaders, I share my mindset on this simple concept to ensure that they have established their own standards for goals, objectives, longevity, and sustainability. Gone are the days when our grandparents picked a job and stayed their entire careers. Now the average person holds 12 jobs in their lifetime. This varies significantly by generation, with younger workers like Gen Z potentially having 18 jobs across six careers, while older Baby Boomers averaged closer to 13 jobs from ages 18-56, staying with each employer for about 4.3 years. Job changes often cluster in the early career years, with a decrease in movement as people age.
So, in your work, make a choice this year to be where you want to be, can make a difference in what you do, and don’t stay where you know it impacts your happiness and mental health. Life is too short to spend one more day in a job that you do not enjoy. Let go before being let go.
Leaders Limiting Reward
Leadership insight encouragement.
A leader that is always unwilling to make a decision, without the consensus of the team first, is not embracing risk and is actually limiting reward.
Not everyone on the team values innovation or change so having a leader valuing being liked over leading doesn’t serve the organization well. In the end, the leader is there to serve the interest of all stakeholders, naysayers and change makers alike.
Be the leader who doesn’t limit the potential of the organization by getting permission to lead from others on the team first.