Do you ever feel like time is slipping away and your dreams are drifting further out of reach? Looking back, you might see missed chances, detours, or lessons that tested your resilience. I’ve felt that, too. After years of hard work, I’ve helped build unicorn companies and empowered others through empathetic leadership. Yet, I’ve still had moments of doubt, wondering, Why haven’t I arrived at my ultimate goal yet?

If you’ve ever felt this way, you’re not alone. Here’s the truth: It’s not too late. This season of life isn’t the end — it’s the beginning of something new and profound.

Redefining Success Beyond Timelines

Society often tells us that success should follow a specific timeline: buy a house by this age, reach the executive level by that age. But life rarely follows such a predictable path. Success doesn’t have an expiration date.

Take Sam Walton, who founded Walmart at 44, or Colonel Sanders, who franchised KFC at 62. Their stories remind us that impact isn’t limited to youth — it’s built on resilience and experience.

In my own journey, every experience, even the setbacks, has shaped my growth. I may not have reached every milestone according to a traditional timeline, but the lessons I’ve learned have made me a more empathetic, innovative leader. Your timeline is your own — and it’s valid.

The Power of Contribution Over Recognition

Many of us tie our sense of success to recognition — a title, a public win, or financial rewards. But true success lies in the value of our contributions, not just the applause.

Think of this: When you help an organization grow, lead a team with compassion, or mentor someone through a pivotal moment, you’re making an impact that ripples far beyond what you may see. The spotlight may not always shine on you, but that doesn’t diminish your influence.

I’ve contributed to the growth of companies that reached remarkable heights. While I didn’t always walk away with the financial rewards I hoped for, I know I left those organizations stronger and more human-centered. That’s a legacy no one can take away.

The Strength in Perseverance and Faith

During moments of discouragement, my faith has been one of my greatest sources of strength. When you’re in a waiting period, it’s easy to feel stuck or overlooked. But faith reminds us that waiting isn’t wasted time — it’s preparation time.

There were times when doors seemed closed, but my faith helped me see new possibilities. It reminded me that while I can’t control every outcome, I can control my attitude and trust in a bigger plan.

Whatever your belief system, staying grounded in your core values can give you resilience when life feels uncertain.

Turning Rejection Into Redirection

Rejection can feel like a dead end, but often, it’s redirection toward something better suited for your growth. Every “no” I’ve encountered has taught me something valuable — whether it was refining my approach, clarifying my vision, or uncovering overlooked opportunities.

Next time you face rejection, try reframing it: What is this moment teaching me? The setbacks that seem like roadblocks may actually be signposts guiding you toward a more aligned path.

Become Your Own Advocate — And Let Yourself Be Seen

Sometimes, we wait for someone to discover us — to recognize our potential and open the right doors. But what if the person you’re waiting for is you?

Becoming your own advocate means sharing your story, your expertise, and your vision with confidence. This doesn’t mean bragging — it means making yourself discoverable. Write that blog, share your insights, and connect with others in your industry. Let the world know what you’ve accomplished and what you’re passionate about.

In my journey, creating platforms to share my ideas and mentor others has opened doors I never expected. Visibility isn’t about chasing approval — it’s about making an authentic impact.

Conclusion

It’s not too late to make a meaningful impact. Your setbacks aren’t proof of failure — they’re seeds of strength fueling your next chapter. Every lesson you’ve learned, every challenge you’ve overcome, and every moment of perseverance is building something timeless within you.

Your story isn’t finished. Your legacy is still being written.

If you’re feeling behind or overlooked, remember: You’re not behind — you’re building something extraordinary. Keep going. The world needs your voice, your resilience, and your impact. Your greatest contribution may still be ahead.

On the other hand, support-and-thrive organizations may seem like they’re taking the longer route to success — focusing on empathy, collaboration, and growth. But over time, it becomes clear that this route leads to higher profitability, stronger teams, and a legacy of resilience.

The Perform or Die Approach

Imagine working in a place where every move you make feels like an audition. Your performance isn’t just measured — it’s scrutinized. If you hit your targets, you’re praised. If you miss them, even by a small margin, you’re immediately on thin ice. These organizations thrive on constant performance reviews, intense competition, and a fear-based mindset that says: if you’re not the best, you’re expendable.

At first, this model can yield impressive short-term gains. Employees push themselves to hit quarterly goals, driven by the fear of failure. Accountability is clear and direct — there’s no room for ambiguity. Metrics are everything, and leaders make sure those numbers are met, regardless of the toll it takes on their people.

But here’s the reality: humans aren’t machines. Burnout isn’t a minor side effect — it’s a culture killer. High-pressure environments may produce short bursts of productivity, but over time, they become unsustainable. Talented employees leave because they feel undervalued and overworked. Those who stay often fall into cycles of burnout and disengagement. And when the best talent walks out the door, it’s not just a loss for the team — it’s a loss for the entire organization.

Companies that adopt perform-or-die tactics also run the risk of damaging their reputations. Potential hires take notice, reading reviews and talking to insiders. A toxic work environment can quickly become public knowledge, making it harder to attract top talent and customers who value ethical business practices.

The Support and Thrive Approach

Now picture a different kind of workplace — one where leaders empower their teams instead of intimidating them. Here, performance isn’t driven by fear but by a shared sense of purpose. Employees know they’re supported, not just when they succeed but also when they stumble. Mistakes are treated as learning opportunities, not career-ending events.

In support-and-thrive organizations, leaders practice empathy and foster collaboration. They co-create goals with their teams, ensuring alignment and ownership. Psychological safety is a top priority, allowing people to speak up, share ideas, and even admit failures without fear of punishment. This sense of safety fuels innovation. When employees feel valued and secure, they’re more likely to take smart risks and propose creative solutions.

Take Adobe, for example. Their “kickbox” innovation program is designed around the idea that employees should be free to experiment, fail, and try again. This kind of approach isn’t about hitting every goal perfectly — it’s about fostering an environment where breakthrough ideas can emerge. Contrast that with organizations that fire employees at the first sign of underperformance, and it’s easy to see which culture will produce more innovation over time.

Support-and-thrive companies also tend to have stronger employee retention. When people feel invested in, they stick around. They become brand ambassadors, not just for the company’s products but for its culture. This reduces turnover costs, which can be as much as twice an employee’s annual salary when you factor in recruitment, onboarding, and lost productivity. And retention isn’t just about saving money — it’s about building a legacy of expertise and trust that compounds over time.

Profitability: The Long Game vs. the Short Sprint

The data tells a compelling story. Research from Gallup shows that engaged employees are 21% more productive and 17% more profitable than their disengaged counterparts. When people feel connected to their work and valued by their leaders, they don’t just meet expectations — they exceed them.

Companies that prioritize support and empathy — like Salesforce, Zappos, and Patagonia — have shown that profitability and people-centric cultures aren’t mutually exclusive. In fact, they reinforce each other. These organizations have consistently outperformed their peers, not just because they care about culture but because they’ve built their business models around the idea that thriving employees lead to thriving businesses.

On the flip side, perform-or-die companies may experience short-term surges in profitability, but the hidden costs of turnover, recruitment, and brand damage erode those gains. And when a company’s reputation takes a hit, it can lose customers and partners who don’t want to associate with a brand known for burning through its people.

The Human Element: A Competitive Edge

The modern business landscape is changing. Consumers and employees alike are holding companies accountable for how they treat people. In industries driven by innovation, adaptability, and purpose, the companies that create human-centric cultures are the ones that win.

Support-and-thrive organizations understand that their people are their greatest asset. They don’t just pay lip service to empathy — they embed it into every part of their operations, from onboarding to performance reviews. They create environments where employees feel seen, heard, and supported. And in return, those employees become more engaged, more innovative, and more productive.

The Final Verdict

So, which model is more profitable? The answer is clear. While perform-or-die tactics might boost quarterly numbers, they come at a cost that’s hard to recover from. Support-and-thrive cultures, on the other hand, build profitability that compounds year after year.

In today’s purpose-driven market, empathy isn’t just a nice-to-have — it’s a competitive advantage. The companies that understand this will not only survive — they’ll thrive.

Leaders should take a moment to reflect on their company’s culture. Are they fostering a supportive environment where employees can grow and innovate, or are they creating a pressure cooker of fear and burnout? By making empathy a cornerstone of leadership, organizations can not only increase their bottom line but also create a lasting, positive legacy.

There comes a moment in life when you pause and ask yourself, “Is this it?” It might happen during the quiet of a sleepless night, or perhaps it strikes in the middle of a bustling workday when everything feels routine and uninspiring. That question isn’t born out of dissatisfaction; it’s a whisper from within, urging you to uncover something deeper. For many, it’s the first step on the journey to discovering their true calling.

What Is a Calling?

Your calling isn’t just a job or a title—it’s the alignment of your talents, passions, and purpose with the impact you want to leave on the world. It’s the difference between merely existing and truly thriving. And yet, for so many, finding that calling can feel elusive, like chasing sunlight through a canopy of trees.

I’ve seen this struggle firsthand. In my career, I’ve worked with leaders at every level, from seasoned executives to those just starting out, and the one question that arises time and time again is, “How do I know what my purpose is?” What I’ve learned is this: your calling is rarely something you stumble upon. It’s something you uncover through exploration, self-awareness, and intentional action.

Why Empathy Plays a Role

Take, for example, the idea of human-centered leadership. It’s a concept I’ve championed for years, not because it’s trendy but because it works. When leaders embrace empathy as a strategy, they create environments where individuals thrive. In my work helping organizations move to self-managed systems, I’ve seen the profound impact of this approach—not just on the bottom line but on the people who bring those results to life. Purposeful leadership isn’t about control; it’s about enabling others to succeed.

Empathy helps us connect with our teams, our clients, and even ourselves. It’s a tool for uncovering purpose because it shifts our focus from what we’re doing to why we’re doing it. When we lead with empathy, we make room for authenticity, vulnerability, and growth—all of which are essential to finding your calling.

The Journey of Discovery

The journey to uncovering your calling often starts with reflection. Look back at the moments in your life that lit you up, the times when you felt most alive and engaged. Those moments often hold the key to what truly matters to you.

But discovery doesn’t end with reflection; it requires action. Purpose doesn’t appear out of thin air; it reveals itself as you work toward something meaningful. Take small steps to explore your interests. Volunteer for a cause, start a passion project, or connect with others who inspire you. Each step, no matter how small, brings clarity.

For example, I once worked with a leader who felt stuck, convinced that their career had plateaued. Together, we explored not just what they were doing but why. Through this process, they realized their true passion wasn’t about climbing the corporate ladder; it was about creating opportunities for others to grow. With that clarity, they redefined their role, became a mentor, and built a legacy of empowered leaders within their organization. Their career took off not because they chased success, but because they embraced purpose.

Try This Exercise: Let Your Calling Emerge

Sometimes the answers we seek are already within us, waiting to surface. Here’s an exercise that can help guide your discovery process:

Write the phrase “I’ve always wanted to…” on a Post-it note and place it somewhere you’ll see it daily—your desk, your bathroom mirror, or even your laptop. Let it sit there, quietly inviting you to complete the thought.

At first, you might feel uncertain or even blank. That’s okay. The purpose isn’t to pressure yourself but to create space for your intuition to speak. Over time, as you reflect on that phrase, you might notice patterns or ideas that feel visceral—almost like a nudge from within. Pay attention to those moments. They’re often clues pointing you toward your calling.

When something resonates deeply, write it down. Explore it further. Ask yourself: What about this excites me? How can I take a step toward it today? This small but powerful exercise helps bridge the gap between reflection and action, allowing your purpose to emerge organically.

Missteps Are Part of the Process

If you’re still searching for your calling, know that you’re not alone. It’s not something you find overnight, and that’s okay. Your experiences, challenges, and even setbacks are all part of the process. Trust that each step, even the missteps, is guiding you closer to where you’re meant to be. And remember, your calling is as much about who you become as what you do.

The journey may not always be straightforward, but it’s always worth it. Every failure and triumph adds a piece to the puzzle of your purpose.

A Call to Action

So, how do you start? Begin by listening to that whisper within. Ask yourself what moves you, what you can’t help but care about. Then take one step—just one—toward exploring it further. As you do, you’ll find that your calling isn’t something waiting to be discovered; it’s something waiting to be lived.

What does finding your calling mean to you? I’d love to hear your thoughts, your stories, or even the questions you’re wrestling with. Let’s inspire each other to live lives of purpose and meaning—because the world needs more of that.

Leadership styles shape not only the trajectory of businesses but also the lives of the people within them. In Silicon Valley, the “genius” archetype reigns—a leader celebrated for intellectual brilliance and the ability to revolutionize industries through sheer brainpower. In contrast, a new kind of leader is gaining prominence: the empathetic leader.

Grounded in people, purpose, and pragmatism, these leaders often embrace Design Thinking, solving problems by focusing on human needs. While both styles bring unique strengths, their differences profoundly impact how organizations operate and succeed.

Let’s examine these two approaches side by side to determine which is better equipped to build a sustainable and impactful future.

Here’s a side-by-side analysis of these two leadership styles:

Genius vs. Empathy: A Side-by-Side Leadership Comparison

The Big Question: Who Would You Hire to Create the Future?

Both archetypes have their merits. Genius leaders can unlock breakthroughs, solve seemingly unsolvable problems, and drive industries forward with bold innovation. Yet their approach can sometimes alienate people, creating a gap between leadership and the workforce.

Empathetic leaders, on the other hand, build bridges between people and processes. Their ability to meet the pragmatic needs of their teams while staying grounded in long-term purpose makes them uniquely positioned to lead organizations that thrive sustainably.

My Take:

In today’s world, where the future of work is increasingly collaborative, diverse, and purpose-driven, I’d bet on Empathetic Leaders. They have the ability to align people and technology, foster cultures of trust, and create lasting impact—not just in profits, but in the lives they touch.

By the way, ChatGPT aligns with the idea that empathetic leadership is better suited to shape the future. This is what it had to say on the topic: 

“While genius leaders bring unmatched innovation and scientific precision to solving problems, empathetic leaders embody the human element that organizations need to thrive in today’s interconnected and rapidly changing world. Their ability to build trust, foster collaboration, and create sustainable, people-centered solutions makes them ideal for leading organizations in a way that not only meets current challenges but also builds a foundation for long-term success.” ~ ChatGPT 4.0

So, what’s your take? Do you think the future belongs to genius leaders, empathetic leaders, or perhaps a blend of both? Let’s discuss in the comments!

As businesses continue to evolve, the qualities sought in C-suite leaders must evolve too. Traditionally, companies prioritized hiring executives with deep industry expertise. After all, an executive who knows the ins and outs of a specific market or sector brings a wealth of technical knowledge that seems crucial for navigating industry-specific challenges. However, this approach may be shortsighted. In the modern business landscape, the ability of a C-suite executive to foster a strong, cohesive organizational culture has proven to be far more significant in determining long-term success.

Let’s review why companies should reconsider placing too much weight on industry expertise during their executive hiring process, and why cultural leadership should be the true north star guiding their decisions.

The Acquirable Nature of Industry Expertise vs. The Art of Cultural Leadership

Industry expertise, while valuable, is often overrated. Executives with a growth mindset and a strategic approach can quickly learn the nuances of any industry. Training, advisory support, and immersion in the company’s daily operations are enough to fill in the gaps of specific knowledge. The key point to consider is that while expertise can be learned, leadership skills—especially those required to build a positive culture—are often innate and harder to cultivate.

Cultural leadership is an art that requires a deep understanding of people, their motivations, and how to bring out the best in them. This kind of leadership is about fostering an environment where employees feel empowered, connected to the company’s mission, and motivated to innovate. The truth is, a leader who knows how to align an organization culturally can easily acquire industry-specific knowledge, but the reverse is not always true. Industry experts who lack the ability to lead with empathy and vision often struggle to inspire and retain talent, which is far more detrimental to the company in the long run.

The Future of Work is People-Centric, Not Industry-Centric

As we enter the era of remote work, hybrid teams, and increasingly self-managed organizations, the importance of a people-centric approach to leadership has never been greater. The pandemic drastically shifted how businesses operate, pushing them to become more flexible, agile, and mindful of employee well-being. This shift requires leaders who can manage complex, dynamic teams with a high degree of emotional intelligence.

In this context, the role of the C-suite is not merely to deliver quarterly results, but to foster a work environment where employees thrive, collaborate, and remain deeply connected to the company’s purpose. A leader with industry expertise but no ability to build relationships or manage a culture that promotes belonging and engagement will fail to lead in the future workplace. By contrast, leaders who prioritize empathy, transparency, and inclusiveness are those who will shape organizations that can adapt to change, retain top talent, and drive innovation.

“Companies that focus solely on hiring leaders with deep industry knowledge are missing a crucial element: the ability to cultivate a culture where people can perform at their best.”

In a world where talent retention is one of the biggest competitive advantages, cultural leadership is no longer optional—it’s essential.

Culture as a Key Driver of Innovation and Performance

It’s no secret that innovation thrives in environments where employees feel empowered, valued, and motivated to contribute their best ideas. A company with a strong culture encourages risk-taking, experimentation, and cross-functional collaboration—key ingredients for innovation. However, these elements don’t emerge in organizations where leaders focus solely on industry trends or best practices. They arise in environments where leaders cultivate a sense of shared purpose and belonging, creating psychological safety that allows people to think creatively and innovate without fear of failure.

Moreover, research consistently shows that companies with strong cultures outperform those without. Studies have linked strong organizational culture to higher levels of employee engagement, reduced turnover, better customer satisfaction, and even higher profits. This connection makes sense when you consider that employees who feel aligned with their company’s mission and values are more likely to go the extra mile, invest in long-term success, and help innovate the next big idea.

“Executives who focus on culture over technical expertise help ensure that the company is positioned to harness the full creative potential of its workforce.”

On the flip side, when leadership is overly focused on technical proficiency or market-specific tactics, they often miss the bigger picture: without a healthy, innovative culture, even the most technically advanced teams will underperform.

Cultural Leadership Fuels Organizational Agility

In a fast-paced business environment, agility is everything. Companies that can pivot quickly in response to market changes, technological advancements, or global disruptions will outlast those that remain tied to rigid structures and outdated practices. This is where the value of a cultural leader becomes clear.

Leaders who prioritize culture foster an environment of continuous learning and adaptability. They encourage teams to be curious, take ownership, and develop problem-solving skills that can be applied across various scenarios. These leaders recognize that resilience in the face of change is not about having all the right answers, but about creating a team that is adaptable, collaborative, and empowered to find solutions quickly.

Executives who are too focused on industry expertise may rely too heavily on established processes or frameworks, making them less agile when the market demands rapid change. A leader who fosters a strong organizational culture, however, is more likely to build teams that can handle uncertainty, innovate quickly, and adapt to new challenges with confidence.

Culture as a Competitive Advantage for Talent Attraction and Retention

In the post-pandemic job market, the war for talent has intensified. Employees are seeking more than just competitive salaries—they want to work for companies that value their well-being, provide meaningful work, and foster a culture of inclusion and respect. According to several studies, culture is one of the top reasons employees choose to stay with or leave an organization.

For companies, this means that culture is a competitive advantage in the fight to attract and retain top talent. C-suite executives who can build a culture that reflects the company’s values and creates an environment where people want to work are worth their weight in gold. They are the ones who will not only attract the best and brightest but also retain them, reducing turnover costs and increasing employee loyalty.

By contrast, a C-suite leader who is hired primarily for industry expertise but lacks the ability to create a positive work environment will find it increasingly difficult to build and retain a high-performing team. The cost of high turnover, disengaged employees, and low morale is far greater than any benefit derived from industry-specific knowledge.

Financial Performance and Culture are Intertwined

While it may seem that focusing on culture is a “soft” business strategy, the reality is that strong cultures deliver hard results. Numerous studies show that companies with strong cultures enjoy better financial performance over time. This is because culture impacts every level of an organization—from employee engagement to customer satisfaction to operational efficiency.

“Executives who prioritize cultural leadership ensure that their teams are aligned with the company’s strategic goals and motivated to achieve them.”

This alignment translates into higher productivity, better collaboration, and more innovative solutions to business challenges. In the long run, companies with strong cultures outperform those that don’t, and the difference can often be measured in terms of profitability, growth, and market share.

Conclusion: Why Companies Must Rethink C-Suite Hiring

The evidence is clear: companies that prioritize cultural leadership over industry expertise in their C-suite hiring decisions are positioning themselves for long-term success. While industry knowledge can be learned and refined, the ability to foster a positive, resilient, and high-performing culture is a unique and essential skill that cannot be overlooked.

As the future of work becomes more people-centric, companies need leaders who can not only navigate technical challenges but also inspire, engage, and empower their workforce. These leaders will be the ones who drive innovation, adapt to change, and create organizations where people—and profits—thrive.

If your company is still focusing on hiring executives based on their industry background, it may be time to rethink that approach. In the end, it’s the strength of the culture that will determine whether your organization succeeds or struggles in the years to come.