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Christy B

@christyb_sc

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🩷Joy + Fulfillment Architect
🪩 Building a life that gives me energy
🤟🏼 Saying yes to what makes me feel alive
🧭 Figuring out the rest as I go

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Day 18 of 30 | Even great teams have bad days.

I was listening to Patrick Lencioni’s At the Table podcast, and this conversation about organizational health really resonated with me.

Even strong teams experience conflict, setbacks, and difficult seasons.

As leaders, it’s worth paying attention to how our teams are learning to navigate those challenges and whether we’re getting better at working through them together.

If you’re leading through a difficult season, give yourself and your team some credit for the progress you’ve made along the way. by @christyb_sc

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2 days ago

Day 17 of 30 | The tension between hospitality and efficiency.

Speed and connection are in a constant tug-of-war, and our teams are navigating that tension every day.

When expectations are unclear, speed often wins, and the customer experience feels it.

As leaders, we have an opportunity to help our teams deliver both.

Ask your team this week: “When we’re really busy, what do you believe matters most to me?” by @christyb_sc

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3 days ago

Day 16 of 30 | 1000 x 1000

A thousand little things, done a thousand times.

Every coaching conversation, every opportunity to practice, and every moment of recognition helps build the confidence and consistency that shape our customer experience.

Great experiences are created by people who have been given the tools, training, and support to deliver them.

What’s one small thing you’ve taught your team that’s made a big difference for your customers? by @christyb_sc

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5 days ago

Day 15 of 30 — A paycheck matters, but it’s not the only influence when it comes to wellbeing. by @christyb_sc

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8 days ago

Day 14 of 30 — Respect May Be a Wellbeing Strategy by @christyb_sc

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9 days ago

Day 13 of 30.

Hope gives people a future they can see, a path they can follow, and the belief that their next step matters. by @christyb_sc

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10 days ago

Day 12 of 30.

Gallup’s new Thriving Together in America report raises an important question for leaders:

Are we creating workplaces where people can actually thrive?

This week, we’re digging into what that looks like in the everyday work of leadership. https://www.gallup.com/file/analytics/715049/Gallup_Rippel_Report_2026.pdf by @christyb_sc

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12 days ago

Day 11 of 30.

Being needed is part of the privilege of leadership. Knowing you can’t be everything to everyone is part of the responsibility.

Who gets the best of you — and who gets what’s left? by @christyb_sc

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15 days ago

Day 10 of 30. Great leadership leaves people more confident, capable, and courageous than when you found them.

Who are your people becoming because they work with you? by @christyb_sc

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16 days ago

Day 9 of 30:

Not everyone needs a promotion to grow.

Sometimes growth looks like greater mastery. More autonomy. Exposure to another part of the business. Mentoring someone. Owning a project. Learning a new skill. Being trusted with something that stretches you.

One of the most useful questions we can ask someone on our team might be:

“How would you like to grow this year—even if your title doesn’t change?”

Their answer may give you far more development opportunities than an org chart ever could.

Growth doesn’t always need another rung on the ladder. Sometimes people simply need a bigger playground. by @christyb_sc

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17 days ago

Day 8 of 30:

🏆 You can’t deepen the bench on the day of the big game.

The same is true in our organizations.

Succession planning isn’t something we should start when a key leader leaves, someone retires, or a position suddenly opens. By then, we’re already playing the game.

Developing future leaders happens in the practices.

Who has potential here—and what opportunity can I give them to practice leading today?

Because if you look around your organization right now… do you know who could be helping lead it 10 years from now?

#Day8of30 #LeadershipDevelopment #SuccessionPlanning #Leadership #WorkplaceCulture by @christyb_sc

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22 days ago

Day 7 of 30: Your best employee may be the one closest to walking away.

High performers often notice what others overlook: missed deadlines, uneven effort, and problems that keep getting ignored. When they repeatedly ask for accountability, it may not be because they’re difficult or demanding. They may be signaling that the culture is making it harder to do their best work.

For the next 30 days, I’m sharing observations about workplace culture, leadership, and the conditions that help people experience more joy and fulfillment at work.

Have you ever seen a high performer become frustrated because accountability was missing? Share your experience in the comments. by @christyb_sc

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23 days ago