“No man will make a great leader who want to do it all himself, or to get all the credit for doing it.”
(Andrew Carnegie)
The Walk into the Future blog pivoted to more leadership content in the past few weeks. This is not surprising as I look to expand my leadership consulting program and reach potential clients with my content.
Proverbs 27:17 highlight one of my favorite leadership principles: “As iron sharpens iron, so one person sharpens another.”
Iron becomes sharper only through friction. In the same way, leaders grow through relationships and situations that challenge their thinking, stretch their abilities, and refine their character.
The normal trend is for leaders to surround themselves with people who simply agree with every decision. While agreement may feel comfortable, it rarely produces growth. The best leaders intentionally seek colleagues, mentors, and team members who ask difficult questions, offer honest feedback, and encourage continuous improvement.
General Colin Powell has a specific leadership rule that I leverage daily with my team. General Powell states, “If you agree with everything I say then one of us is redundant.” I love that quote! 😊
Healthy leadership isn’t about avoiding friction—it’s about embracing constructive conversations that make everyone stronger. Great teams operate with this mindset. They celebrate successes, challenge for improvements and hold everyone accountable with respect and trust. Their goal isn’t to win arguments; it’s to help shape everyone into better leaders.
Authentic leaders should ask the following questions:
Who sharpens me?
Who am I sharpening?
Am I creating an environment where honest feedback is welcomed rather than feared?
Leadership is not about standing above others. It is about growing alongside the team members. When leaders intentionally sharpen one another, organizations become stronger, cultures become healthier, and people reach their full potential.
As you walk into the future, don’t seek people who simply tell you what you want to hear. Seek those who challenge you to become the leader you were created to be.
My final thoughts highlight leadership is about developing people, not just directing them. The strongest leaders are the ones who continually sharpen themselves while helping sharpen others in their workspace.
Who did YOU sharpen today?
Irie!
Calvin Williams
“Real leadership is leaders recognizing that they serve the people that they lead.”
“The key to successful leadership today is influence, not authority.”
(Ken Blanchard)
The Walk into the Future blog is leaning into leadership more this year. This is not a major revelation, but I wanted to ensure that my readers are ready for additional doses of leadership wisdom. The blog content is developed through life experiences and thoughts that I want to share. I kept playing a leadership lesson I learned from the movie Twelve O’clock High on repeat during one of my 8-mile runs recently.
I was introduced to this movie during a Non-Commissioned Officer (NCO) Leadership Academy I attended while stationed at Kadena Air Base, Japan (Okinawa). The academy was designed to prepare future leaders in the best way to ensure career and professional development. This academy is a steppingstone for airmen who have been identified as the future of leadership. I never saw Twelve O’clock High prior to this training, but I have watched it multiple times over the years and continue to learn new lessons from the movie.
The message I got from Twelve O’clock High is that effective leadership requires strength and compassion, especially when the leader is under pressure. The movie follows Brigadier General (BG) Frank Savage, played by Gregory Peck as he takes command of a demoralized bomber group during World War II. At first, his leadership style appears harsh and demanding, but the movie gradually reveals several themes to his leadership style.
Leadership can be viewed as lonely because leaders must make difficult decisions that may not be popular with the team. BG Savage is forced to prioritize the overall mission and the welfare of the organization over personal friendships and comfort.
A high performing organization requires accountability. The movie highlights that excellence is achieved through discipline, clear standards, and holding people accountable, even when doing so is uncomfortable.
The movie highlights the concept that people can rise above what they think they can do. Many of the airmen believed they had reached their limits, but BG Savage brought them strong leadership and renewed confidence. They discovered greater resilience than they thought possible.
One of the movie’s most powerful messages is that leaders carry emotional burdens. BG Savage appears tough, but the strain of responsibility eventually affects him as well. The film shows that courage is not the absence of stress or fear.
The movie demonstrates that great leaders must care about results and people simultaneously. Being overly soft can hurt performance, but being overly rigid can damage morale.
The movie continues to attract viewers even though it is set during World War II. The movie is frequently used in leadership training because the lessons apply to business, education, government, and nonprofit organizations. It explores how leaders transform struggling teams, build trust, and sustain performance during periods of intense change and uncertainty.
This classic movie shows great leadership means inspiring ordinary people to accomplish extraordinary things while carrying the weight of responsibility with integrity and courage.
Twelve O’clock High remains one of my favorite movies for the content and leadership lessons from BG Savage. I highly recommend it for anyone looking to enhance their leadership skills.
What’s another movie that depicts what great leadership looks like?
“A podcast is a great way to develop relationships with hard-to-reach people.”
(Tim Paige)
My Walk into the Future provides a viable platform to share information and my thoughts. I never imagined I would still be blogging eight years from my first article. Thanks to everyone who reads my work!
Ellucian Live 2026 was held in Denver, Colorado this year and this was my second time attending. We made an appearance last year in Orlando, Florida for the same event. Fun fact, Denver is one of my favorite cities and I was excited to get back out there. I was also a featured panelist with several of my outstanding teammates at Indian River State College.
The Ellucian team has been working with Indian River State College on implementing the Banner ERP system. We have been at this for over two years now and the Ellucian representative thought it would be worthwhile for my teammates and me to share some of our Change Management lessons learned during the implementation process.
I never turn down an opportunity to spread Authentic Leadership, and this was an outstanding platform for me to share my thoughts. The panel was moderated by our Ellucian Change Management partner and one of our internal Project Managers. Both ladies are brilliant and leaders in the field of Change Management. We were in great hands for the panel! Thanks, Cathy! 😊
Our panel was scheduled for the first day of the conference and provided us with a prime-time slot , location and access to reach a large audience. Again, we were not sure how many people wanted to hear from a small school in Florida, but our session was full. We had folks from around the country and a few international attendees as well. A nice surprise for the team.
We started the panel with team introductions, so everyone knew who we were and our roles on the team. The panel flowed into questions from our moderators so we could share our thoughts and actions to ensure we had a good Change Management program. I am proud of my teammates for their knowledge and willingness to share their expertise with the attendees. The final 15 minutes were a questions and answers session where attendees grabbed a microphone and asked questions specific to their locations. This was fun for me because it allowed us to come off script a bit and provide real-time solutions for other schools.
We all got an invite to attend another regional conference to share with other groups. I have not seen the written invitation for this request, but we are available to speak with anyone who wants us to join them. Yes, share with anyone you know looking for panelists, key notes and breakout session. 😊There were several folks who came up to speak with us after the panel was over to share contact information and ask follow questions.
My Vice President, Beth Gaskin and I left the panel and headed to our next speaking engagement of the day. We got invited to do the EdUp Experience podcast which was hosted in the lobby of the Denver Convention Center. This session was not scripted, so we fielded questions about leadership, culture building, fun in the work environment and our thoughts on the future of Higher Education. This was an outstanding experience for us, and we had a ball sharing insight with another audience. I’m not sure how many people follow this podcast, but it is a great platform to learn from professionals making positive things happen.
Give our episode a run here: https://www.edupexperience.com/calvinandbeth/. I’m looking forward to getting another invite to speak on this great platform. No pressure, Dr. Jodi Blinco! 😊
We are always looking for adventures and discovered Snoop Dogg and Ice Cube were playing at the Red Rocks Amphitheater. Beth got tickets for the show, and we were off to take in the Red Rocks sights and see two Hip Hop legends in concert. The Red Rocks venue was breathtaking as advertised. The seating is built into the rocks and there was not a bad seat in the venue. We were able to rap along with the Hip Hop legends and enjoyed the show. The entire Marley family is playing Red Rocks in June. I may have to get back there to check them out.
I was able to get in a good run session to test myself against the altitude in Denver. The thin air was a welcome change from the Florida humidity. I was able to handle the altitude without much issue, but I could tell a difference in my breathing after my three-mile journey. It would be great to have altitude training available on a regular basis.
This was a great trip for networking, sightseeing and enjoying the mountain views.
The Walk into the Future blog decided to get back into writing a bit more on leadership. Everyone who follows this blog knows I identify as an Authentic Leader. This is the leadership style that resonates with me the most. Fun fact, Authentic Leadership leverages aspects from other leadership style with Positive Leadership being one of those.
Positive Leadership: Leading with Purpose, Energy, and Impact
Leadership has evolved far beyond simply managing tasks and directing teams. In today’s work environment, team members are searching for leaders who inspire confidence, encourage growth, and create environments where they feel motivated to succeed. This is where Positive leadership becomes a transformative force.
Positive leadership is not about ignoring challenges or pretending everything is perfect. Instead, it focuses on leading with optimism, encouragement, resilience, and purpose while bringing out the best in others. Positive leaders understand that attitude and culture have a direct impact on performance, morale, and long-term success.
So, what is Positive leadership? Great question, Jayla! 😊
Positive leadership is a leadership style centered on empowering people, building meaningful relationships, and creating environments where staff members can thrive. Positive leaders focus on strengths rather than weaknesses and encourage collaboration instead of fear-based management.
This leadership style emphasizes:
Emotional intelligence
Respectful communication
Personal and professional growth
Building a strong workplace culture
Positive leadership creates momentum by helping team members believe in themselves and in the mission.
Staff members perform at their highest levels when they feel valued, respected, and motivated. Leaders set an emotional tone for organizations, teams, and departments. A leader’s mindset often influences workplace energy, productivity, and morale.
Positive leadership matters because it helps create:
Better teamwork and collaboration
Stronger workplace relationships
Improved resilience during change
When leaders consistently bring positivity into the workplace, they help reduce unnecessary stress and create environments where people feel encouraged to contribute their best work. There will be times when the leader does not feel like being positive but emotional intelligence helps leaders maintain a positive approach in the work environment.
One of the greatest strengths of positive leadership is its ability to strengthen team dynamics. Positive leaders recognize individual strengths and create opportunities for employees to grow and succeed.
Instead of focusing solely on mistakes, they provide constructive feedback while also celebrating progress and achievements. This balanced approach builds confidence and encourages continuous improvement.
Teams led by positive leaders often experience:
Greater trust
Open communication
Stronger collaboration
People naturally work harder for leaders who believe in them.
Every organization faces obstacles, uncertainty, and periods of change. Positive leadership helps teams remain resilient during difficult times. Leaders who remain calm, encouraging, and solution-focused help others maintain perspective and confidence.
Positivity in leadership does not eliminate challenges, it helps teams navigate them more effectively. This mindset creates stability and trust even during stressful situations.
Positive leadership recognizes that staff members are more than job titles or productivity numbers. It values the human side of work by prioritizing empathy, communication, and connection.
Leaders who genuinely care about people often create stronger workplace cultures because employees feel appreciated and respected. Small actions such as listening actively, recognizing effort, and showing gratitude can significantly improve morale and engagement.
Positive leadership reminds organizations that success is built through people first.
In a world where workplace stress and uncertainty are common, positive leadership stands out by bringing encouragement, resilience, and purpose into everyday interactions. The most effective leaders are not always the loudest voices in the room. Often, they are the individuals who uplift others, inspire beliefs, and create cultures where people are motivated to grow together.
I’m not abandoning Authentic Leadership but looking to merge these two leadership styles more in my daily interactions. These leadership styles provide a strong foundation for organizational growth, team development and building great relationships.
How can you leverage Positive leadership into your daily interactions?
Irie!
Calvin Williams
“The growth and development of people is the highest calling of leadership.”
“A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves.”
(Lao Tzu)
The Walk into the Future blog provides me space to explore multiple topics and formats. There are times I just want to write about being a running tourist. There are other times when I dabble in a poetic flow. Travel is always a present topic when I sit down to lay down new tracks for blog content. Authentic Leadership helps center me and I will keep bringing it back to my readers to share the benefits on the blog. 😊
In today’s fast-moving professional world, organizations and staff members are searching for something deeper than authority, titles, and polished presentations. They want genuine leaders who are trustworthy and grounded in values. Simple concept, huh? This is where Authentic Leadership continues to stand out as one of the most respected and effective leadership styles in the modern workplace.
Authentic Leadership is not about perfection. It is a leadership style that highlights consistency, honesty, self-awareness, and leading with purpose. Authentic leaders inspire their teams because people believe in who they are—not just in the position they hold.
What Is Authentic Leadership?
Authentic Leadership centers on being true to yourself while building meaningful relationships with others in the organizations. This can be direct reports, organizational partners and the executive leadership teams. Authentic leaders understand their strengths, acknowledge their weaknesses, and lead with transparency. Instead of trying to imitate someone else’s leadership style, authentic leaders embrace their own voice, values, and experiences.
This leadership style creates environments where trust grows naturally, and team members feel valued for their contributions to the mission.
One of the strongest advantages of Authentic Leadership is trust. Teams are motivated when they know they work with a leader who is honest, dependable, and sincere. Staff members can usually recognize when leadership feels forced or disconnected. Authentic leaders remove that barrier by communicating openly and treating people with respect.
Trust becomes the foundation for:
Better teamwork
Increased collaboration
Stronger workplace morale
Greater staff engagement
When people trust leadership, they are more willing to share ideas, solve problems creatively, and support organizational goals.
Authentic leaders do not lead through fear or intimidation. Instead, they empower people by recognizing potential and encouraging growth. They create opportunities for others to lead, contribute, and develop professionally.
This positive leadership approach helps staff members:
Feel appreciated
Gain confidence in their abilities
Take initiative
Become more invested in their work
Strong leaders understand that leadership is not about controlling every situation. It is about helping others become their best selves.
Workplace culture is heavily influenced by leadership behavior. Authentic leaders contribute to healthy organizational cultures because they prioritize honesty, accountability, and communication.
When leaders admit mistakes, seek feedback, and remain approachable, they create workplaces where people feel psychologically safe. Staff members are more likely to speak openly, collaborate effectively, and remain loyal to organizations that value authenticity.
A positive culture built through Authentic Leadership often leads to:
Lower turnover
Higher productivity
Improved communication
Greater workplace satisfaction
Authentic Leaders Inspire Through Action
Authentic Leadership is powerful because it focuses on actions rather than appearances. Staff members are more inspired by leaders who consistently demonstrate integrity than by leaders who simply talk about it.
People naturally follow leaders who:
Stay true to their values
Treat others fairly
Remain calm during challenges
Lead with humility
Show empathy and understanding
Authentic leaders influence others not through authority alone, but through example.
Organizations that embrace Authentic Leadership often experience long-term benefits. Teams become more connected, communication improves, and employees feel a stronger sense of purpose in their work.
Authentic Leadership also strengthens resilience during periods of change. When uncertainty arises, employees are more likely to remain engaged when they trust the leadership guiding them forward.
The most impactful leaders are often remembered not just for results, but for how they made the team feel throughout the journey.
Authentic Leadership summary
Authentic Leadership continues to grow in importance because people value real connection, honesty, and purpose-driven leadership. In a world where leadership can sometimes feel distant or transactional, authenticity creates meaningful relationships that inspire trust and growth.
The strongest leaders are not those who pretend to have all the answers. They are the ones willing to lead with integrity, listen with empathy, and remain true to who they are.
Authentic Leadership is more than a leadership style—it is a lasting approach that empowers individuals, strengthens organizations, and creates positive impact far beyond the workplace.
Fun fact, I practice Authentic Leadership daily! 😊
What’s your leadership style? How can you incorporate Authentic Leadership into your daily interactions?
“The pessimist complains about the wind. The optimist expects it to change. The leader adjusts the sails.”
(John Maxwell)
The Walk into the Future blog allows me to cover topics that are near and dear to me. There are times when I highlight my exploits as a running tourist. I transition at times to discuss my Authentic Leadership thoughts and the work I do to expand this leadership style in my consulting work. I dabble in poetry, but leadership and running are my main writing prompts.
Today, we get back into the Authentic Leadership space to highlight how this proactive leadership style impacts changes in the workplace. My current organization is navigating a huge change project as we implement a full Enterprise Resource Planning (ERP) system change from Workday to the Ellucian (Banner) platform. This is a huge lift for the organization and the staff members tasked with making this implementation happen. Please note, Authentic Leadership can help organizations regardless of the changes that need to happen within the work environment.
Change is inevitable in today’s workplace—but meaningful, lasting change is not. I have seen organizations launch new initiatives, restructure teams, and introduce fresh strategies, yet many of these efforts fall short. The missing ingredient often isn’t strategy—it’s leadership. More specifically, it’s Authentic Leadership.
Authentic Leadership has emerged as one of the most powerful drivers of successful organizational change. At the core, it’s about leading with self-awareness, transparency, and a genuine commitment to values. When leaders show up as their true selves, they don’t just manage change, they inspire it.
Let’s do a quick recap of Authentic Leadership:
Authentic Leadership is grounded in four key principles:
Self-awareness – Understanding your strengths, weaknesses, and impact on others
Relational transparency – Being open, honest, and real with your team
Balanced processing – Considering multiple viewpoints before making decisions
Internalized moral perspective – Leading based on values, not pressure or convenience
This leadership style builds trust—the foundation of any successful change effort.
I bring these principles into my work environment daily and leverage them during our ERP implementation process. The four principles are equally important but relational transparency and balanced processing are the two I’ve put additional emphasis on during our implementation process. There are tough conversations we need to have to adjust old operational processes and adopt industry’s best practices that are foreign to most of our staff members. Balanced processing ensures that we actively listen to all team members before adopting a new standard practice or getting rid of something that has worked for us in the past.
Why do change efforts fail? Great question, Jayla! 😊
Here are a few reasons I’ve found in research and consulting that hamper change efforts:
Employees resist change when they don’t trust leadership
Communication is unclear or inconsistent
Leaders fail to model the behaviors they expect
Change feels imposed rather than shared
Without putting in the work to build trust and alignment, even the best ideas will fail.
How does Authentic Leadership help implement change?
Authentic leaders build trust through transparency
The concept of change creates uncertainty within the work environment. Authentic Leaders can reduce fear with open communication about the why, what, and how of change. We don’t sugarcoat reality, and don’t disappear during tough moments. I find my team responds in a positive manner when I tell them exactly how things are progressing, good or bad.
My research shows when employees trust their leader, they are far more willing to embrace change—even when it’s uncomfortable.
Authentic leaders create emotional buy-in from the team
People don’t resist change; they resist being changed. Authentic leaders involve all team members in the process. We listen, validate concerns, and make employees feel like partners instead of passengers. This is a simple way to build an emotional connection that transforms resistance into ownership.
Authentic leaders lead by example
Authentic leaders don’t just talk about change—we embody it to help move the organization forward. Authentic leaders model adaptability, accountability, and growth daily. This sets the stage for the team to adopt these behaviors too.
Consistency between words and actions reinforces credibility, which is critical during transitions.
Authentic leaders align change with a purpose-driven approach
Change rarely works for the sake of change. Authentic leaders tie initiatives to a deeper purpose—whether it’s improving service, strengthening culture, or driving long-term impact.
When the team members understand how change connects to something meaningful, their motivation shifts from compliance to commitment.
Authentic leaders build and sustain momentum
Many organizations start strong but lose energy over time. Authentic leaders maintain momentum by celebrating progress, acknowledging challenges, and staying connected to the team. Change is not viewed as a one-time event but an ongoing journey towards success.
This enhances culture transformation within the organization.
When Authentic Leadership is present, change doesn’t just affect processes, it reshapes culture. Direct reports begin to trust the leader, the process and the direction of the organization.
The concept of change is not just about systems, strategies, or structures, it’s about the people who need to enact the change. Change is not just about systems, strategies, or structures, it’s about people. And people respond to leaders they trust.
Fun fact, change becomes possible when leadership is clear and present.
Authentic Leadership is foundational to making positive changes happen in the work environment. Simple concept, huh?
How does your organization ensure successful change management?
Irie!
Calvin Williams
“The only way to make sense out of change is to plunge into it, move with it, and join the dance.”
Walk Into the Future 