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Have you ever had 'That One Day at Work' when you looked at your leadership team and…
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John Little shared thisLast week was a super rewarding week on Miami Beach at the #nwtraining NeighborWorks Training Institute. Leading 2 classes on AI and one on Conflict Resolution was a full week of sharing insights, inspiration and instilling processes and mindsets for success. As I've said many times, some people have to work for a living and I'm gratefully blessed to get to do this.John Little shared this🌊 What an amazing week at NTI Miami Beach! More than 80 courses. Convenings. A Solutions Lab. Tours. Resources. Deep connections. And countless ideas and tools to help build stronger organizations and move your work to the next level. Thank you to everyone who showed up, leaned in and made waves—including those who earned points through our PIN Program, walked, painted and gave it your all in Miami Beach! 📌🎨🌴 But the learning doesn’t end when you leave. How will you carry the #WavesOfLeadership forward when you return to your community? Share your story with us, and don’t forget to use #NWTraining. 🌊 Until next time, Miami Beach! 💙 #NTIMiamiBeach #WavesOfLeadership #NWTraining
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John Little shared thisHe got promoted to VP of Operations. His team respected him. His board loved him. He solved problems that most people couldn't see coming. But sitting at the kitchen table watching his son avoid eye contact, he realized: you can't 'fix' a relationship. You can manage it. You can optimize it. You can create systems and timelines and action plans. But you can't fix the gap between being someone's hero at work and being someone's stranger at home. The skills that got you there; the control, the problem-solving, the relentless competence, they work great in a boardroom. They don't work with your kids. They don't work with yourself in the mirror. The pattern is the same: We're exceptional at one thing. We've built our identity around it. When the context changes, we keep grinding on the same strategy instead of evolving how we show up. That's not a personal problem. That's a professional blind spot. It's also fixable. Over the last two years, I've been working with accomplished men over 40 on exactly this, the mindset shift, the framework for real authority (it's not what you think), and the community to move through it. The pattern I keep seeing: Men who shift their approach don't just do better work. They lead differently. They relate differently. They matter differently. If this resonates, you might be ready for that shift too. I'm running the next cohort of The Leader in the Mirror Project in August. Interested in exploring if this is right for you? Link is in the comments
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John Little reposted thisJohn Little reposted thisLinkedIn featured my strategy for 1B users. I woke up to 10,000+ notifications. This was in 2023. LinkedIn placed my commenting strategy on the home feed. (goals) One of their product leads even invited me to a private call to dissect my commenting workflow. And since then, they've made EVERY move possible to get you to comment more. Now... I've built multiple businesses with this strategy. I've taught this to your favorite creators. Some of them with 3x my followers. Your comments matter MORE than your posts. (Repost OR save this ♻️) 1. Don't just "respond" to posts. "Add" to them. This is my #1 commenting rule for a reason. 2. Create a commenting list for yourself only. It's much faster and easier! My favorite way to do this is a custom feed via LinkedIn search. 2 different ways: a. By keyword: hit "Posts" + sort by "last 24 hours" b. By creator: add "From member" filter + list all the names of creators you follow + sort by "top match" 3. I recommend having 4 types of custom feeds: a. Peers and competitors b. Prospects and ICPs c. Bigger influencers d. Small creators Pro tip: Bookmark all 4 searches in your browser! 4. Try to be early on posts. It's not a must. But it definitely gives you more visibility than commenting 20 hours after a post went live. Custom feeds help! 5. Never post and ghost. On your own posts, stay for 30-60 minutes right after posting to engage. (If I can do it at 370K followers, you can too) 6. Add pinned comments to every post you publish. These are "self-comments" that provide: bonus information, behind the scenes, links to resources... (I haven't missed a 📌 comment in 4+ years) 7. Focus on finding "new" people in the feed every day. This helps with reach tremendously. Because it constantly puts you in new circles, and regions! 8. Repurpose your best comments as posts. (at least 80% of my posts were previous comments) 9. Block people. It's more than fine. The comment sections here (like on any other platform) are filled with dumbos who think they know better than you. 10. Have fun. Literally. Don't overthink all of this, and just comment because you understand: - This puts you in new circles daily = more reach. - This puts you in front of prospects = new clients. - This allows you to grow beyond posting = no algo. TL;DR: 1. "Add" with your comments, don't just respond 2. Focus on supporting "new" folks every day 3. Add more value with pinned comments 4. Being early sure helps -> not a must 5. Repurpose comments into posts! 6. Stay on your posts for 30-60m 7. Avoid negativity > Block 😉 Hope this helps you! Cheers! - Coach J (Repost this ♻️) P.S. Have you noticed that 90% of your notifications are about comments? This is not accidental. 😉
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John Little reposted thisRuth Witty, DTM , thank you. ❤️ Your encouragement and unwavering support over the years have meant more to me than you know. I’m so grateful for your friendship. And I couldn’t agree more about the accountability piece. Lasting growth rarely happens in isolation. There’s something powerful about learning alongside women who are willing to encourage one another and gently hold each other accountable. One thing that’s important to me is that this Masterclass isn’t for women who think something is “wrong” with them. It’s for women who know themselves well enough to recognize that personal growth is a lifelong investment. They’re already capable; they simply want to become even stronger from the inside out. The strongest women I know are often the ones most committed to continuing their own growth. That’s exactly who this community is for. 💙John Little reposted thisI just received this information about this Masterclass Series from Angelica Ponder who is the first presenter. Angelica was a client of mine over a decade ago and we still keep in touch, I value her friendship tremendously! I was extremely impressed with her then and even more so now! She is an amazing positive and intelligent person. She has a true passion for wanting to help people to grow and be the best they can be! It looks like an outstanding line up of topics and presenters!!!! I think the "accountability" aspect of this is of great value!!!
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John Little shared thisLike many of you I often get random and assorted people popping up in my DMs, usually with an irrelevant InMail message. This one however, may take the cake. What exactly is it that you think I do? How is this even .0001% relevant? While executive leadership coaching can sometimes be a contact sport, this is a bridge too far. 😂 As a coach, I strive to support leaders to create conversations that are culture cultivators not culture cutters. Maybe that's it? (Though I just coined that for this post) Enjoy the chuckle like I did.
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John Little shared thisSomething I've been working toward for a while just became official. Both of my real estate continuing education courses are now approved by the Florida Real Estate Commission. Coaching, Accountability & Difficult Conversations for Real Estate Teams (4 CE hours) AI-Enabled Leadership Lab for Brokers & Team Leaders (4 CE hours) These aren't classroom CE where your agents sit in the back of a hotel ballroom counting ceiling tiles until they can leave. Both courses are delivered privately, on-site, to your team only, built around the conversations brokers and team leaders are already having, just without a framework for them. The coaching and accountability course came out of years of watching talented real estate professionals underperform not because of market knowledge, but because nobody ever taught their broker how to have the conversation that would actually change something. The AI lab came out of watching smart leaders freeze up around a shift that's already happening whether they engage with it or not. If you're a Florida Real Estate broker or team leader (or know of one) and want to see what this looks like for your office, the link is in the comments.
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John Little shared thisIf your team looks fine on paper… but something feels off...this is why. Most performance problems aren’t performance problems. They’re capacity problems. People show up… but not fully engaged Leaders push output… but miss what’s driving it Teams look “fine”… while results quietly slip There’s a name for this: Presenteeism. And it’s one of the most overlooked drivers of: Missed targets Slower decision-making Avoidable turnover We’re going live to break this down. Not from a wellness lens. From a performance and leadership strategy lens. What you’ll get from this session: How to spot hidden performance drag before it shows up in results How health impacts decision-making, output, and leadership effectiveness Where leadership behavior is amplifying or solving the problem A practical shift from managing performance → to leading capacity Join us live: The Future of Work Is Healthy…Or It Doesn’t Work 📅 May 19 ⏰ 12:30 PM ET 📍 Live on LinkedIn Featuring: John Little Executive Leadership Coach, The Winner’s Edge Coaching Author of the That One Day at Work leadership series Corlette Deveaux Inventor & Author of The Care Code: Where Prevention Meets AI Founder, Remember2 (Rm2.ai) If you’re responsible for people, performance, or culture… This will change how you think about all three.
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John Little shared thisSomething I haven't said since 2009: I wrote a book. Actually, I wrote three. "That One Day at Work" is a series of business narratives, stories about real leadership moments that happen in real organizations, told through fictional characters navigating the friction that no training program ever prepares you for. The pre-release copies have been shared with a small group of readers. The series includes a healthcare edition, a growing company edition, and a non-profit edition. One of them, an HR leader with deep experience in healthcare sent me this: "This book perfectly captures the friction of the 'expert-to-leader' leap. The 'Accountability is an act of kindness' take challenged my own thinking and provided a sharp, actionable way to handle the messy middle of management. I absolutely loved that you ended the book with a practical, quantifiable tool. Moving friction from an invisible complaint to a hard number is brilliant!" Each book follows different leaders, different industries, and the same universal truth: the day you stop managing tasks and start leading people is the day everything changes. They aren't available yet. But they will be soon. If you want to be the first to know when they drop or if you're in healthcare, non-profit, or leading a growing company and this already sounds familiar drop a comment or send me a message. The messy middle is real. So is the way through it.
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John Little shared thisAm I the only one bothered by this imagery and 'hook' angle? Dr. Dre is his character. Andre Young grew up middle class in LA, the child of musicians and was much more a theater kid than a junior gangster. He didn't "escape gang violence" any more than any other middle class kid from a two parent household who grew up in Los Angeles in the 70's and 80's. He's of course leaned into the characterization for his career and is a billionaire a few times over as a result of the platform her created. Celebrate and highlight his business achievements but don't amplify a character aspect as a narrative reflective of his life.John Little shared thisHe escaped the gang violence of Los Angeles to become a pioneering hip-hop artist and producer, then sold Beats Electronics to Apple to $3 billion. Here’s what Dr. Dre is doing next—and how he’s enjoying success: https://lnkd.in/g3nU3Y6G 📸: Jamel Toppin for Forbes #Forbes250
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John Little reacted on thisJohn Little reacted on thisI’m excited to be speaking at the 2026 East Texas Human Resources Association (ETHRA) Symposium on September 15 in Longview! Join me for From Boomers to Zoomers: The HR Playbook for a Multigenerational Workforce, where we’ll explore practical ways to navigate generational differences without relying on stereotypes. Register here🔗 : https://lnkd.in/gjSX3CUy #ETHRASymposium #HumanResources #MultigenerationalWorkforce #LeadershipDevelopment
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John Little reacted on thisJohn Little reacted on thisOAK LD Consulting and Coaching Turns 5! “Every noble achievement is a dream before it is a reality just as the oak is an acorn before it is a tree.” -Patience Strong I'm Christine Galano, Principal of OAK LD Consulting and Coaching. I'm a Leadership Development coach and consultant, an LCOP-certified executive coach, a facilitator and trainer, and Wiley's Everything DiSC authorized partner. Before founding OAK LD, I spent 20+ years in human resources and talent development management, which formed the foundation of everything I do today. 5 years ago, I started this journey. I left my full-time job, got certified as a coach, and started OAK LD. Here are the lessons I've learned along the way: Do what you love. Find work or activities that motivate you and align with your values. Personal success and professional success are better together. Pay attention. Listen and respond to what others actually need. It takes discipline to set aside your own assumptions, but that discipline is what builds trust. Cherish your network and relationships. The people who show up for you and the people you show up for are the foundation on which everything else is built. Never say never. Leave yourself open to possibilities. The minute you say, "That will never happen," is the minute the universe says, "We'll see about that." Lean into your individuality. It's fine to admire the work of others that came before you, but your path is yours and no one else's. What will make you stand out is your own approach, experience, and talent. To every client who has trusted me with their people, and every friend who has cheered me on: THANK YOU! I also want to take a moment to name four women who have helped shape this journey: Shannon DiBari, Carol Vernon, Caroline Swann, and Eileen Adenan, M.Ed., ACC (she/her). Each of them walked with me through a different phase of my career, and together, they've been by my side for every step of this journey. You are the best of the best! Here's to the next five years! #OAKLDCC #Leadershipdevelopment #Coaching #Executivecoaching
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John Little liked thisJohn Little liked thisNot gonna lie. This promoted post pissed me off. I’ve heard criticism of Larry for years but to say he was unprepared for interviews is ridiculous! Not to mention offensive. I spent six years at Larry’s side, producing some of the biggest stories of the time, including 9/11, the 2000 election recount, Clinton’s impeachment, Columbine, Princess Diana, JFK Jr, Laci Peterson, Chandra Levy, Timothy McVeigh, Al Qaeda, the Iraq War… It is true that Larry didn’t prepare in the same way someone like Scott Pelley might and he often frustrated those of us who knew him best. But Larry read multiple major newspapers cover to cover every single day. He watched his own network, which at the time was the undisputed center of newsgathering. Larry always relied on his curiosity and instincts in service to the viewers but he also had a team of producers, including me, around him to ensure he had the facts and up-to-date info. He never pretended to be a journalist but he was surrounded and supported by those of us who took that responsibility very seriously. Many people dismissed Larry’s interview style as unserious but there is a reason every newsmaker, including Presidents and world leaders, made sure he was a primary stop on any media tour. He was also often the only stop. That reason wasn’t softball questions. It was fairness and a chance to be heard by someone truly interested in what they had to say. So yes, it is fair to say Larry didn’t prepare like typical news anchors but to say he “prepared for almost none of them” is ludicrous.
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John Little liked thisJohn Little liked thisI was a VP of HR. The title, the salary, the seat at the table. All of it. And I walked away. People thought I'd lost my mind. And honestly, some days I wondered too. I'd spent 20 years climbing to that seat. From state government, to the symphony, to the boardroom. I had finally arrived. Then I sat down in the chair I'd worked two decades for, and something uncomfortable hit me. I didn't want to keep climbing somebody else's ladder. I wanted to build the thing I kept wishing existed. A way to develop leaders that actually stuck. That treated the human, not just the role. So I bet on myself. And keep it real, terrifying is a soft word for what that felt like. That was six years ago. Since then I've developed leaders at Perdue Farms, the State of Tennessee, Metro Nashville schools, and more organizations than I can fit in one post. Here's what betting on myself taught me. The scariest career move is almost always the one your future self is quietly begging you to make. And you already know what yours is. You've just been talking yourself out of it. So tell me. What's the bet on yourself you keep almost making? #Leadership #Entrepreneurship #CareerGrowth
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John Little liked thisJohn Little liked thisI've watched companies promote their best performer into a leadership role and lose them within a year. Not because the person failed. Because nobody checked if performance and leadership were the same skill before handing over the title. They're not. Performance is execution. Leadership is influence. One is measured by output. The other is measured by what happens to a room when you're not in it. Before the next promotion, ask three questions. Can they coach someone through a mistake? Can they decide under pressure? Can they hold a team accountable without hovering over them? Skip that, and you don't get a leader. You get a former top performer, resentful, unsupported, and quietly looking for the exit. #Leadership #TakeUpSpace #FaithOverFear #IJustHaveToSay #SuccessionPlanning #TalentDevelopment
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Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B) Certification
The Myers-Briggs Company
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