Life is a marathon, not a sprint, Every mile leaves its own imprint. Some roads are smooth, some hills are steep, Some lessons are learned when everyone is still asleep.
We start with dreams and a distant goal, A fire within that fuels the soul. But dreams alone won’t carry us through, It’s the daily commitment to what we must do.
There will be days when the pace feels wrong, When the legs feel weak and the road feels long. When progress slows and doubts appear, And yesterday’s confidence turns into fear.
But wisdom teaches us when to run, When to rest, and when the work is done. For strength isn’t measured by speed alone, But by the patience and courage we’ve shown.
A marathon teaches what leaders should know, That lasting success takes time to grow. You cannot rush what must be earned, Or skip the lessons that must be learned.
Some miles are lonely, some shared with friends, Some require courage around unexpected bends. And those who encourage us along the way, Help us find strength for another day.
So, train with purpose, run with grace, Trust your journey, embrace your pace. The future belongs to those who see, That every step shapes who they will be.
And when the finish line comes into view, Remember the miles that carried you through. For the greatest victory isn’t how fast you ran, But the stronger person you became with a plan.
“Character is the real thing, whereas reputation is merely the shadow.”
(Abraham Lincoln)
One of the most important decisions a leader makes is choosing the right people to join their team. Organizations often focus heavily on experience, technical expertise, and credentials when evaluating candidates. While those qualities matter, there is another factor that frequently determines long-term success: character.
I adopted the hire character and train the skill philosophy years ago. My mentor hired me for a role at Macon State College simply on my character. She identified traits that she saw in me and decided to train me for the role. What an amazing concept, huh? I’m being funny with that last statement. 😊
The quick lesson is skills can be taught, knowledge can be acquired, and experience can be gained. Character, however, is much harder to develop. Fun fact, the few times I went against my own hiring concept ended with me having to remove a staff member who had the skill but lacked the character we needed in the work environment.
I coach new leaders to help them understand a simple but powerful principle: Hire character and train the skill.
What is character? Great question, Jayla. Character is the collection of values, habits, and behaviors that define how a person responds when no one is watching. It includes qualities such as integrity, accountability, humility, respect, work ethic and a positive attitude. I’m sure we could add more qualities, but these are the things I am looking for when hiring. All these qualities are important for me, but humility stands out when I’m making the final decision.
These traits influence how individuals interact with others, handle challenges, and contribute to organizational culture. A candidate may possess impressive technical skills, but if they lack integrity or accountability, those skills can become liabilities rather than assets.
Top organizations invest millions of dollars each year in training and development because skills are teachable. Employees can learn new software, technical procedures, customer service skills and communication strategies. Most people can improve these skills over time provided with the right work environment, coaching and a willingness to learn. What is much harder to teach is honesty, empathy, responsibility, and a genuine desire to contribute to the success of others.
Every hiring decision impacts organizational culture. This is not a huge stretch on the impact of hiring on the organizational culture. When leaders hire individuals with strong character, they strengthen the foundation of the team. These employees provide support for their colleagues, acknowledge mistakes, maintain a positive attitude during adversity and contribute to a healthy work environment.
By contrast, highly skilled employees with poor character can damage morale, create conflict, and undermine trust. Culture is not built by policies alone. It is built by people.
Many leaders have experienced the frustration of hiring someone with an outstanding resume only to discover that the individual struggles to work with others or align with organizational values. This type of employee must be identified quickly to avoid the following:
Increased turnover / conflict in the work environment / lower team morale / lost trust
A technically skilled employee may perform tasks well, but if their behavior negatively impacts the team, the overall cost can outweigh the benefits. This is the time for leaders to eliminate the potential for this employee to cause conflict in the work environment.
When leaders hire for character, they are also investing in future leadership. People with strong character often possess qualities that make them excellent leaders. They value relationships, earn trust and place the team’s success above personal recognition. These are the individuals who often rise through organizations and positively influence those around them.
I advise leaders to look beyond technical qualifications and ask questions that reveal character during the hiring process. Consider exploring examples of overcoming adversity, times when the candidate admitted a mistake and situations where they helped a teammate succeed. You can add other examples here, but these are things that I focus on when hiring.
The answers often reveal far more about future performance than a list of accomplishments on a resume. New systems will emerge, and job requirements will adapt. Yet the qualities that define character will remain timeless: integrity, respect and accountability will always matter.
Leaders who prioritize character create organizations that can adapt, grow, and thrive regardless of changing circumstances. The best teams are not necessarily made up of the most talented individuals. They are made up of people who combine talent with character.
As leaders, our responsibility is not simply to fill positions. It is to build teams capable of achieving extraordinary results while treating people with dignity and respect.
When given the choice, hire a person whose values align with your mission, whose integrity earns trust, and whose attitude elevates others. Then invest in teaching the skills they need to succeed. Because while skills may open the door, character determines how far someone will go.
Reflection Question
When evaluating talent, do you spend more time assessing skills or character—and how might your hiring outcomes improve if character became your primary filter?
Walk Into the Future Leadership Thought:
Skills may qualify someone for the job, but character determines whether they will elevate the team. Hire for who they are, then train them for what they need to know.
Irie!
Calvin Williams
“Focus on character over reputation, as character reflects who you truly are.”
The Walk into the Future blog provides unlimited access to new ideas and topics for me to explore. I have been making a concerted effort this year to expand my knowledge and topic base for myself and my readers. I’ve discovered a new level to my research and writing this year that will allow me to continue to get better daily.
Authentic Leadership is my foundational leadership philosophy but I’m looking to grow my leadership knowledge and practice. Fun fact, I had an Indian River State College colleague tell me last week that he patterns his entire work life off Authentic Leadership because I introduced it to him. What do you think about that, Alisa? 😊
Leadership books fill bookstore shelves while podcasts feature today’s top executives. The conferences you attend project the latest leadership trends and breakthroughs. My favorite leadership resource remains one that has been around for thousands of years—the Book of Proverbs. I live Proverbs 27:17 daily and it helps me make a positive difference in the world.
The Book of Proverbs is much more than a collection of wise sayings. It is a practical guide to leading with integrity, wisdom, humility, and purpose. While technology, organizations, and workplaces have evolved dramatically, human nature has not. The workplace still brings difficult decisions, interpersonal conflicts, ethical dilemmas, and the responsibility of influencing others. The Book of Proverbs provides timeless principles that remain remarkably relevant even in today’s fast-paced world.
One of the greatest mistakes I see leaders make is believing they must always have immediate answers. The Book of Proverbs teaches a different approach.
“The way of fools seems right to them, but the wise listen to advice.” (Proverbs 12:15)
My research shows that exceptional leaders are lifelong learners. They seek counsel, ask thoughtful questions, and welcome perspectives that challenge their own thinking. Wisdom is not found in having all the answers; it is found in being willing to learn before making decisions. Organizations become stronger when leaders embrace wisdom over ego.
Authentic leadership begins with consistency between words and actions. Staff members are inspired by leaders who demonstrate honesty, fairness, humility, and accountability. Skills may earn a promotion, but character earns trust. People rarely remember every decision a leader makes. They always remember how that leader made them feel and whether they could be trusted. Integrity becomes a leader’s greatest competitive advantage.
“The integrity of the upright guides them.” (Proverbs 11:3)
I have found that most leaders believe leadership means talking. The Book of Proverbs reminds us that leadership often begins with listening. Listening communicates respect, uncovers hidden challenges and strengthens relationships. When team members know they are heard, engagement rises, trust grows, and collaboration becomes easier.
The most influential leaders are often the best listeners.
“To answer before listening—that is folly and shame.” (Proverbs 18:13)
Success can quietly convince leaders they no longer need feedback. The Book of Proverbs warns against this mindset. Humility does not mean thinking less of yourself. It means recognizing that leadership is about serving others rather than elevating yourself. Humble leaders admit mistakes and they celebrate the success of others. These leaders continue learning long after reaching positions of influence. Fun fact, this is why I’m always reading something new to learn to enhance my leadership skills. This mindset creates organizations where continuous improvement becomes part of the culture.
“Pride goes before destruction, a haughty spirit before a fall.” (Proverbs 16:18)
Leadership is displayed in the work environment one conversation at a time. All conversations leaders have either builds trust or weakens it. There’s no middle ground as far as I can see. Constructive feedback delivered with respect creates growth; encouragement fuels confidence and recognition increase motivation. Simple concept, huh? Leaders who choose their words carefully shape healthy workplace cultures.
The Book of Proverbs encourages leaders to pursue something greater than personal success. Leadership is about influence, service and leaving a legacy. I’m proud to say I’ve left every work environment better than when I arrived. That’s a huge part of my Authentic Leadership legacy. The greatest leaders understand that success is measured not only by profits or promotions but by the people they develop, the culture they create, and the lives they positively impact. Shoutout to everyone who brings this same level of leadership to their work environment. My tree branches have no choice; this is a requirement. 😊
Leadership trends will continue to change. New technologies will reshape industries. Organizational structures will evolve but the qualities that define exceptional leadership remain constant.
These principles are as valuable today as they were thousands of years ago. Don’t overlook this timeless wisdom as you Walk into the Future. The Book of Proverbs reminds us that leadership is not about having power over people, it’s about having the wisdom to serve them well.
Reflection Questions
Which proverb best describes your current leadership style?
Where could wisdom replace impulse in your decision-making?
How are your words shaping the culture around you?
What legacy are you building through your leadership today?
I say leadership is not defined by your title but by your character, your influence, and your commitment to helping others become their best. Sometimes the most powerful leadership lessons aren’t new at all, they’re timeless.
Irie!
Calvin Williams
“The only true wisdom is knowing you know nothing.”
Success isn’t about talent alone is a statement I love to share with my tree branches.
When we think about great leaders, we often focus on intelligence, charisma, experience, or natural ability. While those qualities certainly matter, there is another characteristic that often separates exceptional leaders from everyone else: grit.
Grit is the ability to persevere through challenges, maintain commitment during adversity, and continue moving forward when success seems distant. In leadership, grit is not about being stubborn. It is about having the resilience to pursue meaningful goals despite obstacles, setbacks, and disappointments.
The leaders who make the greatest impact are often not the most talented individuals in the room—they are the ones who refuse to quit.
As a runner, I’ve learned that success in long-distance races doesn’t happen because of one great workout. It comes from consistently showing up, especially on the days when motivation is low. Leadership works the same way.
Organizations face economic uncertainty, staffing shortages, changing priorities, and unexpected challenges. During these difficult times, team members look to their leaders for stability and direction. Grit allows leaders to remain focused on the mission while adapting to changing circumstances. It helps them stay committed to long-term goals rather than becoming distracted by temporary setbacks.
People follow leaders they trust. This is not a huge revelation or insight into building trust. Trust is not built when everything is going well. Trust is built when challenges arise and leaders demonstrate courage, consistency, and determination. When employees see their leader remain calm under pressure, continue serving others during difficult times, and stay committed to organizational values, confidence grows. Team members begin to believe that together they can overcome obstacles.
A gritty leader communicates a powerful message: “We may face challenges, but we will face them together.”
Grit creates a culture of resilience. Leadership behavior becomes organizational behavior. When leaders demonstrate perseverance, employees are more likely to adopt the same mindset. Instead of viewing obstacles as reasons to quit, teams begin viewing them as opportunities to learn and improve.
Organizations led by gritty leaders often develop cultures characterized by:
These qualities help teams thrive in environments where change is constant. Failure becomes a variable that teaches organizational lessons. All leaders experience some level of failure during their time running organizations. Projects fall short of intended goals, some decisions don’t work out, and criticism is inevitable in these situations.
The difference between successful leaders and unsuccessful leaders is not the absence of failure. It is how they respond to failure. Grit allows leaders to view setbacks as lessons rather than permanent defeats. Instead of asking, “Why did this happen to me?” gritty leaders ask, “What can I learn from this experience?”
Growth begins when the excuses end. Leaders who display grit inspire their teams and others who watch their daily interactions. One of the greatest gifts a leader can offer is hope. When people witness a leader overcoming adversity, they become inspired to push through their own challenges. The leader’s example becomes a source of motivation.
Think about the leaders who have influenced your life. Chances are they faced obstacles, criticism, and uncertainty. Yet they continued moving forward with determination and purpose.
Their grit became contagious and direct reports want to emulate this level of determination.
The future belongs to leaders who are willing to stay the course when others give up.
Talent may open doors. Experience may create opportunities. But grit is what sustains success over time.
How do you display grit in your daily interactions? What improvements can you make in this process?
Irie!
Calvin Williams
“It does not matter how slowly you go as long as you do not stop.”
“For me, races are the celebration of my training.”
(Dan Browne)
The Track Shack running season kicked off as soon as the calendar turned to August.
This has been the cadence for me for over 15 years now. I said it before and I will keep saying that I love running with Track Shack and the Orlando running community. I seriously thought about joining the Track Shack Fanatics program this year, but I can only make half of the six races in the series. I will stick to picking and choosing Track Shack races that fit within my running schedule and cheer for folks participating in the races I can’t make.
The Celebration of Running 5K has become one of my annual measuring sticks. It gives me an opportunity to see where I am early in my training season and determine what I need to do to prepare for the longer races ahead. Of course, running a 5K in Florida during August comes with its own set of challenges.
Heat, humidity and more humidity are always on the menu when I venture over to Winter Park for an August race but that’s part of the deal. I could complain about the weather, the course or how my body feels that morning. And, believe me, runners are pretty good at coming up with excuses. 😊 But running has taught me something important. You don’t always get to choose the conditions. You get to choose how you respond to them. This lesson extends well beyond running. Leadership is a lot like running
Leadership and running have more in common than we sometimes realize. Leadership and running require patience, discipline and the ability to adjust. There are no guarantees in either of these venues that things will go according to plan.
My training program is geared towards getting ready for the 2026 Atlantic City Marathon in October. My goal for the Celebration of Running 5k was to test my fitness and see how much work I still need to put in as I prepare for Atlantic City. I was prepared mentally and physically but sometimes that’s not enough. The heat and humidity were major factors in my race results this year. I started and finished with a smile on my face but found myself struggling with the conditions halfway through the race. I was able to focus and get myself to the finish line, but I didn’t improve on my 2025 race time. No huge deal, that’s life sometimes on race day. 😊 There’s always a lesson to learn when I struggle on race day.
Leadership and running have more in common than we sometimes realize. Leadership and running require patience, discipline and the ability to adjust. There are no guarantees in either of these venues that things will go according to plan.
As a leader, you can prepare for the meeting, develop the strategy, communicate the vision and build the team—but circumstances will inevitably change. Staff members leave, there are budget cuts, technology doesn’t always work and the organization changes direction. These things happen all too often. Things happen in the work environment, and we must be able to adapt to these changes. How do you respond?
Running has taught me to embrace that reality. You start with a plan, but you must be willing to adjust along the way. One of the biggest lessons I’ve learned as I continue to race is that progress isn’t always measured by a faster time. Sometimes progress is simply showing up. Progress can be completing a workout when I’m not feeling great. It can also be highlighted by slowing down because my body tells me to. I realize my performance from one race does not define my ability to perform in my next race. Running is funny like that.
These things are true in leadership, too. We can become so focused on the next goal that we fail to recognize the progress we’ve already made. Leaders need to celebrate progress—not just perfection.
When I look at my running journey since 2010, I see much more than races and finish times. I see growth, discipline, perseverance, patience and resilience. I continue to learn how to handle setbacks as a runner and a leader. Most importantly, I’ve learned that the journey matters.
That’s also what I try to bring to my leadership philosophy through Authentic Leadership.
Leadership isn’t about having all the answers. It’s about being willing to learn. It’s about understanding your people. It’s about creating an environment where people can grow. True leaders must recognize that everyone is on a journey—and helping them become better along the way.
My leadership philosophy is simple: Impact people in a positive way and leave them better than when you found them.
That’s my WHY statement that I leverage daily in the work environment. Running has reinforced that philosophy for me. The people I’ve met through running have encouraged me, challenged me, supported me and, in many cases, become friends.
Track Shack has been part of that journey for more than 15 years. So, when I show up for another Celebration of Running 5K, I’m not just running a race. I’m continuing a journey while testing myself on the course and the weather. Also, I’m reminding myself that there is always another mile ahead. This is true in running, leadership and life.
You don’t have to have the entire journey figured out. You just need to take the next step.
One step. One mile. One race. One leadership lesson at a time.
Keep moving forward and Walk into the Future! 😊
“Running is the answer. The question is irrelevant.”
The Walk into the Future blog continues to lean into the concept of leadership and how it impacts organizational growth and staff professional development. I will get back to some travel and running articles shortly but please indulge my leadership focus over the past few months—thanks! 😊
Leaders often focus on strategy, performance metrics, and achieving results. While these elements are important, one of the most powerful leadership tools is often overlooked: gratitude.
Gratitude is more than saying “thank you.” It is a mindset that recognizes the value of others, appreciates contributions, and acknowledges that success is rarely achieved alone. Leaders who intentionally practice gratitude create stronger relationships, healthier workplace cultures, and more engaged teams.
Gratitude may be one of the most important leadership skills we can cultivate as we Walk into the Future. How does this work? Outstanding question, Jayla? 😊
Leadership is fundamentally about people. No huge revelation, huh? Staff members want to feel seen, valued, and appreciated for their efforts. When leaders consistently express gratitude, they strengthen trust and deepen relationships with their team members.
Simple acts of appreciation can have a profound impact:
Recognizing someone’s hard work during a meeting.
Sending a handwritten note of thanks.
Celebrating milestones and accomplishments.
Acknowledging contributions that often go unnoticed.
Staff members are more likely to remain committed to leaders who genuinely appreciate them.
Workplace culture is created by what leaders consistently model and reinforce. A grateful leader sets a positive tone that often spreads throughout the organization. When gratitude in the workplace is present then team members are more likely to support each other, collaboration increases and workplace conflict decreases. Team members begin focusing less on what’s missing and more on what’s possible. This shift creates an environment where people are motivated to contribute their best work.
One of the most common reasons employees become disengaged is feeling unappreciated. People want to know that their efforts matter. A grateful leader understands recognition fuels staff motivation. When staff members receive sincere appreciation, they are more likely to take ownership of their work, remain committed during challenging times and contribute innovative ideas. Workplace engagement grows when your team believes their contributions make a difference.
Leadership comes with challenges, setbacks, and uncertainty. During difficult seasons, gratitude helps leaders maintain perspective. Rather than focusing solely on obstacles, grateful leaders recognize:
Lessons learned from failures.
Opportunities hidden within challenges.
The support of colleagues and team members.
Wins (fun fact: this is my 2026 word for my current work environment) 😊
Gratitude does not ignore difficulties—it helps leaders navigate them with optimism and resilience.
Authentic leaders understand that leadership is not about personal recognition; it is about serving and developing others. Gratitude naturally aligns with authentic leadership because it requires humility and self-awareness. When leaders express genuine appreciation, they demonstrate respect for the team, emotional intelligence, humility and commitment to people building. Authentic leaders recognize that every success story includes the efforts of many individuals working together toward a common goal. Small actions, consistently practiced, can create significant cultural change.
Years from now, people may not remember every decision you made or every goal you achieved. They will, however, remember how you treated them and whether they felt valued under your leadership. Gratitude leaves a lasting impression because it meets a fundamental human need: the desire to be appreciated.
As leaders, we can create environments where people feel recognized, respected, and inspired. Gratitude is not a weakness; it is a leadership strength that elevates individuals, teams, and organizations. Remember that one sincere expression of gratitude can change someone’s day, strengthen a relationship, and inspire excellence. This is an outstanding way to continue your Walk into the Future. 😊
Gratitude is the bridge between leadership and influence. When people feel appreciated, they become empowered to achieve more than they ever thought possible.
Which of your current team members deserves your gratitude today, and what impact could a simple expression of appreciation have on their future success?
When people think about growing tomatoes, they usually focus on the result—the ripe, red fruit ready to harvest.
But long before the tomato appears, there is a small flower.
That flower holds the potential for something greater.
Leadership works the same way.
Great leaders understand that results do not happen overnight. They begin with planting seeds:
🌱 A clear vision 🌱 A commitment to values 🌱 Trusting relationships 🌱 Opportunities for growth
The tomato flower reminds us that potential must be nurtured before it can produce results.
Every person in an organization represents a flower of possibility. Inside each team member is talent, creativity, and leadership potential waiting for the right environment to grow.
Authentic leaders create that environment by providing:
✅ Encouragement instead of fear ✅ Accountability with support ✅ Coaching instead of criticism ✅ Opportunities instead of limitations
A gardener cannot force a tomato plant to grow faster by pulling on the stem. Growth requires patience, consistency, and the right conditions.
Leadership development is no different.
People need time to learn, make mistakes, gain confidence, and discover their ability to lead.
Sometimes flowers fall before fruit appears. In leadership, setbacks happen too. A missed opportunity, a failed project, or a struggling employee does not mean growth is impossible. Great leaders examine the environment, adjust, and continue investing in people.
The true measure of leadership is not just what you accomplish.
It is what grows because of your influence.
So, ask yourself:
What seeds am I planting? What environment am I creating? Who is growing because I chose to lead?
Authentic leadership is like nurturing a growing plant—when you invest in people with purpose, patience, and integrity, everyone can flourish.
Let’s talk Authentic Leadership and how it can help your organization grow—pun intended! 😊
Fun fact—I started growing tomatoes as a new hobby last week and my tomato plants inspired this article.
“A mentor is someone who allows you to see hope in yourself.”
(Oprah Winfrey)
Leadership is often measured by results, performance metrics, and organizational success. However, one of the most enduring legacies of a leader is not found in strategic plans or annual reports—it is found in the people they develop. Authentic leadership plays a critical role in mentoring because it creates an environment built on trust, transparency, and genuine human connection.
Authentic leadership is the practice of leading with integrity, self-awareness, and consistency between values and actions. Authentic leaders embrace who they are, acknowledge their strengths and weaknesses, and create meaningful relationships with those they serve. When applied to mentoring, authenticity becomes the foundation upon which growth and development are built.
The most effective mentoring relationships are grounded in trust. Mentees are more likely to seek guidance, share concerns, and accept feedback when they believe their mentor is genuine and sincere. When trust exists, mentoring moves beyond transactional conversations and becomes transformational development.
Authentic leaders foster environments where their mentees feel safe to learn, ask questions, and make mistakes. Instead of judging every misstep, they view challenges as opportunities for growth. Psychological safety encourages mentees to take calculated risks, share ideas, seek feedback without fear and learn from failures. I make it a point to let all my direct report know I don’t care if they make mistakes. Just don’t make the same mistake multiple times.
As a result, mentees become more confident, resilient, and willing to stretch beyond their comfort zones.
One of the most powerful aspects of Authentic leadership is the willingness to continue learning. Authentic leaders recognize that leadership is a journey, not a destination. Mentees who observe authentic leaders adopt similar habits: seeking continuous improvement, embracing feedback and pursuing professional development opportunities.
Leadership is often “caught” more than it is taught, and authentic leaders model the behaviors they want to see in others. Mentoring is not about creating followers; it is about developing future leaders. Authentic leaders understand that their success is measured by the success of those they mentor.
Rather than focusing on control, they focus on empowerment. Authentic leaders encourage mentees to think independently, make decisions, and develop their own leadership style. This approach creates a ripple effect throughout organizations and communities as mentees become mentors themselves.
Many people may forget a leader’s title, position, or accomplishments, but they rarely forget how a leader made them feel. Authentic leaders leave a lasting impact because they invest in people, not just performance. Their influence extends beyond the workplace into families, communities, and future generations of leaders.
As we walk into the future, organizations will continue to face new challenges and rapid change. The leaders who will make the greatest difference are those who choose authenticity over appearance and mentorship over authority.
The future belongs to leaders who develop people, inspire trust, and create opportunities for others to succeed. Authentic leadership is not simply a leadership style—it is a legacy-building commitment to helping others become the best versions of themselves.
Who’s ready to build your own legacy?
Who was the most authentic mentor in your life, and what leadership lesson from them continues to shape your journey today?
I welcome your thoughts!
Irie!
Calvin Williams
“Find a mentor who will cast a shadow for you to follow.”
My Walk into the Future continues to provide me with new adventures and places to explore. This is not a huge surprise since that is one of my goals in life and why the blog title is Walk into the Future. Adventures await around every corner if you just open your eyes to the possibilities.
I ventured over to Orlando last year for my first 4th of July race. I didn’t know if I would enjoy the experience since this was a July race in Florida. It was hot but not unbearable. I decided to find a different 4th of July race in 2026 and signed up for the Freedom 4-miler in Tequesta, Florida. The 4-mile distance was new for me, and I never ventured down to Tequesta before, so this was a completely new adventure for me.
The Village of Tequesta is the northernmost city in Palm Beach County. I passed the exit on my way to West Palm Beach, but I’ve never got off on exit 87B to explore this village. The Freedom 4-Miler was my opportunity to run a new distance and get a chance to get to a new city. Tequesta is only a 50-minute drive from Fort Pierce, but I decided to book a hotel down there the night before the race to eliminate me having to get on the road at 4:30 am to make the start line. I’m a Marriott person and had enough points for a free night’s stay so this was an easy decision for me.
The drive down I-95 was uneventful, which was great for me. Packet pickup was held in Constitution Park, and this gave me an opportunity to get a feel for the village. It was a cute little park, and packet pickup was very basic. Get your Bib, T-shirt and a few goodies and leave. There was not an EXPO feel, but the folks were super friendly and seemed to be happy to see all the runners.
The Village of Tequesta is only two miles from the Jupiter Inlet, so I headed over there and found a seat at Square Grouper. Yes, Jupiter has a Square Grouper, and I wanted to check it out to see if it is different from the Fort Pierce version. Both locations have similar setups, but the Jupiter version has a boat dock, and a lot of folks pull up in their boats which I thought was a major flex move—well played rich people! 😊 I stayed at Square Grouper long enough to get a few pictures of the lighthouse and a fisherman feeding a pelican—true story!
I headed to Duffy’s Bar and Grill to get in some carb loading. I didn’t need anything huge for the 4-mile race but wanted to ensure I had the fuel needed to run a good race. I stuck to the tried-and-true meal of wings, fries and plenty of beer. I don’t have a Duffy’s close to me, but the food was pretty good, and the beer was ice-cold, baby! My hotel was across the street from Duffy’s, so I made my way over there to get off my feet and rest up for the battle to come on the racecourse.
I didn’t know how popular this 4-mile race was until race day. There were 1,000+ runners registered for the 4-miler. Most of the runners were from the local area with a few other cities mixed in.
I have never raced the 4-mile distance, so this was going to be a personal record (PR) regardless of how I performed. 😊 I didn’t enter the race with a preset time in mind but wanted to test my fitness in the South Florida heat and humidity safely. I posted up in the middle of the start corral to keep from being blocked my slower runners—mission accomplished.
The course was mostly flat, and I enjoyed that the most. I started the race with a controlled pace and wanted to maintain my form throughout. Unfun fact—it was HOT at 7:15 am and there was not a lot of shade for runners. Okay, enough complaining about the heat. My controlled pace turned out to be that I completed Mile #1 with a 10:00 minute pace. I slowed a bit on each subsequent mile, but I didn’t fall apart considering the conditions. I was able to find a smile on my face in the last mile because there were cameras and people everywhere. You never want spectators to think you’re not enjoying the pain of a hot race. 😊 Mile #4 went by at a 11:47 minute pace which was fine with me considering the temperature and humidity levels.
I crossed the finish line with a smile and newfound respect for summer racing. I collected my race medal, iced towel, water and headed over to the race village to cool down. There were a few vendors in the race village, but I made my way over to the table serving pancakes. I got my short stack and found a sit under a tree in the park to enjoy the moment. I noticed at this point that my run shorts, t-shirt and socks were completely soaked by my sweat. I’m sure I lost about 5 pounds by sweating this much. No worries, Jayla! I always go to get a large meal after my races and today was not different.
I made my way to First Watch after showering and cooling down. I got my traditional First Watch meal, the Trifecta with bacon, scrambled eggs, blueberry pancake, cheesy grits and coffee. Yep, this is my meal every time I visit a First Watch regardless of the location. 😊
My first visit to the Village of Tequesta ended with a quick visit to Publix to pick up items for me to grill later. It is the 4th of July and what better way to celebrate than some good BBQ prepared by me! 😊
Fun fact, I was the fastest runner from Fort Pierce for this 4-Miler! 😊
Happy 4th of July! America is 250!
How did you celebrate the 4th of July?
Irie!
Calvin Williams
“Running is a mental sport, and we’re all insane.”
My Walk into the Future continues at the halfway point of 2026. This year has been exciting for me as I explore new adventures and topics for my readers. Please note, these adventures and topics are exciting to me and I’m happy to share with you—hopefully you are enjoying the journey so far in 2026.
Shoutout to Lauren for accepting a new role within the Villanova University Career Center—well done my friend! 😊
I started reflecting on how to compare training for a marathon and leadership. There are a few things that both have in common. At first glance, marathon training and leadership may seem worlds apart. One involves logging miles on roads and trails, while the other focuses on guiding people and organizations toward success. However, the more time I spend pursuing both, the more I realize they share many of the same principles.
Success in both begins with a vision. No huge revelation there, huh? Nobody wakes up one morning and accidentally completes a marathon. The journey begins with a clear goal and a commitment to achieving it. Leadership works the same way. Effective leaders establish a vision, communicate it clearly, and create a plan to move forward.
Whether training for 26.2 miles or leading a team through a challenging project, success starts by knowing where you want to go. Many new runners believe success comes from one great workout. Experienced marathoners know that consistent training over time produces results. Success as a leader follows the same pattern.
The most respected leaders are not the people who deliver occasional moments of brilliance. They consistently show up, communicate effectively, support their teams, and make sound decisions day after day. These small daily actions consistently create outstanding outcomes for the team. How do you build an ant hill—one grain of sand at a time! 😊
Every marathon training plan includes periods where progress feels slow. There are days when the miles feel difficult, motivation is low, and improvement seems invisible. Leadership presents similar daily challenges. Organizational change takes time. Team development takes time. Building trust takes time. Great leaders understand that meaningful progress rarely happens overnight. They remain committed to the process even when immediate results are not apparent.
Every marathon includes difficult runs and occasional bad weather. Every leader faces obstacles as they attempt to move the team and organization forward. In training, challenging workouts strengthen the body and mind. In leadership, difficult conversations, unexpected setbacks, and periods of uncertainty develop resilience and character. The challenges we face often become the experiences that prepare us for future success.
Although marathon runners cross the finish line individually, their success is often supported by coaches, training partners, family members, and friends. Thanks Jayla, Lauren and Lynn! 😊
Leadership is no different. Strong leaders recognize that success is a collective effort. They invest in relationships, empower others, and understand that accomplishments are rarely achieved in isolation. The strongest leaders know how to build strong teams.
Marathon training includes many small victories before race day: completing a long run, reaching a new distance, or achieving a personal best. Leadership journeys should include celebrations as well. Recognizing progress boosts morale, reinforces positive behaviors, and reminds teams that their efforts matter. Success is not just about reaching the finish line—it is about appreciating the journey.
Marathon training has taught me lessons that extend far beyond running. It has reinforced the value of discipline, resilience, patience, and purpose—qualities that define effective leadership. Both journeys require commitment and demand perseverance. And both remind us that the most rewarding accomplishments are earned one step at a time. This seems to be a recurring theme. 😊
As you continue your own leadership journey, remember that progress is made through consistent forward movement. Just like a marathon, leadership is not a sprint. It is a long-term commitment to growth, improvement, and helping others reach their potential.
Keep moving forward. Your future is waiting.
Irie!
Calvin Williams
“Everything you wanted to know about yourself, you can learn in 26.2 miles.”
