I am SO EXCITED to officially announce the launch of my new book, "Never Lead Alone.". I have added a link to pre-order the book here:.

Teams that stay rigid fall behind. Teams that adapt—lead. Let’s stop managing people. Agility is built on trust, transparency, and shared ownership. The future of work? Flexible. Fast. Human.

If your team isn’t growing, it’s probably not being challenged. Here’s the framework that changes that. It breaks down the 3 critical layers of Teamship, along with 7 High-Return Practices (HRPs) that can help any team accelerate performance, trust, and innovation.

📘 Grab a copy here:.

Culture changes when the way people show up, daily, weekly, in meetings and in moments that matter, starts to shift. That’s why Never Lead Alone is built on 10 core shifts supported by 32 specific High-Return Practices.

We need new practices instead of pontificating. At Ferrazzi Greenlight, we study what actually changes the way teams operate and we turn those behaviors into repeatable, tangible, team-level practices.

People say culture change is hard. I disagree. What’s hard is trying to change culture through abstract conversations, vague values, or endless “alignment” sessions that never translate into real behavior. 🧵.

This episode is for CEOs and executives who want to build resilient, innovative, high-performing teams—and stop carrying the weight of leadership alone. 🎧 Listen to the whole episode below:.

Culture doesn’t shift from intention. It shifts from practice. Start with an Open 360. Go first. Be real. Watch how fast trust and candor spread.

Then instead of broadcasting in front of 30 people, we split into small groups to review, challenge, coach, and most importantly, be honest.

It starts with a short, focused document (no more than 1 to 3 pages) and three questions:. What have we achieved?.Where are we struggling?.What’s coming next?.

Now contrast that with a Stress Test, which is a practice grounded in candor, agility, and shared problem-solving.

Here’s how most report-outs go:. Someone clicks through a 22-slide deck. It’s polished, safe, and rarely highlights what’s not working. We nod, maybe ask a question, then move on.

Want to raise psychological safety by 85% in your team? . Make one simple shift: move from large-group presentations to small-group conversations. In Never Lead Alone, I talk about a practice we’ve seen transform how teams surface truth and accelerate alignment: the Stress Test.

Grateful for an incredible time in Mexico—rich conversations, new friendships, and moments of reflection. It’s always a gift to be in places that inspire both heart and mind. Until next time! 🇲🇽

Never Lead Alone is the culmination of that research, those childhood observations, and the belief that in today’s world, leadership is about Teamship and Co-Elevation because we’re committed to each other’s growth as much as we are to the goal.

Over time, I realized those same principles apply not just between individuals, but within teams. The highest-performing teams I’ve studied over the last 24 years succeed because they operate on a shared commitment, a mindset I call Co-Elevation.

It’s what I first explored in Never Eat Alone, where I shared my journey of building relationships not for personal gain, but to co-create opportunities that were generous, authentic, and real.

That passion led me to a lifelong pursuit of understanding how people connect, how they grow together, and how small groups of committed individuals whether in companies, communities, or relationships, can create transformative results.

Even then, I made an internal vow that someday I’d dedicate myself to helping American industries succeed again by empowering teams to lead transformation from within the organization.

The Japanese steel industry, nimble, agile, and powered by a workforce empowered to improve every day, had embraced practices of continuous improvement rooted in American academic research. We, ironically, had ignored our own wisdom. That disconnect lit something in me.