Learning how to mastermind and get the most from your hotseat is essential for leadership success. In fact, It is the most influential experience that helped me grow my business and grow as a business owner. In a mastermind, you grow, give, share wisdom, and gain as much value as your clients do.

There are 5 important principles in a mastermind:

1. Foster success for each person’s career, organization, business, or area of responsibility.

2. Create a safe success zone by active listening and speaking your truth authentically clear and brief.

3. Remember to ask powerful questions, stay curious, reflect observations, brainstorm, share best practices, and manage time well.

4. Observe and leverage the strengths of yourself and others during the mastermind.

5. Have fun, stretch, grow, and dream big!

The Hotseat portion of the mastermind is your ultimate question to the group. Your hotseat topic can either be an incredible opportunity that is in front of you, or an incredible challenge you are facing.

Watch the full video to learn more about the 8 questions that make up the Opportunity Challenge Framework so you can get the most from your hotseat.

Explore our Strengths Champion Mastermind, Strengthspreneur Mastermind, or Leadership Mastermind on our products page

Our goal is to help you dive into a strengths-based tool and strategy of writing out a very concise, clear strengths-based leadership brand statement.

It is important to understand your brand statement whether you are a service professional or a leader of a company. This directly relates to our prior episode about Releasing the Trash & Renewing Our Mind because when you know your strengths and have a clear brand statement it’s like an affirmation – a mantra – that keeps you grounded in your own talents, strengths, and superpowers about what you bring to other people.

However, it is very important to understand the difference between talents and strengths. Talents are natural patterns of the way we think, feel, act – which could be productively applied. Strengths (as defined by Gallup) is something that energizes us in which we have high potential. It is having consistent, near perfect performance in an activity.

When you write your strength-based leadership brand statement, think of your values, needs, aspirations, people you are attracted to as well as those that are attracted to you to see how they are imbedded inside your talents and strengths.

When you write your leadership brand statement, think of one activity or behavior you want to be world-class in with each of your top 5 talents. There are 3 steps to achieve this goal:
1. Write out your top 5 Gallup Strengths

2. Come up with the top 1-3 words that best describes that talent in you

3. Make one of those words an activity that you want to be world-class in

Tip: Use synonyms, the ‘Let’s Talk Strengths’ book, your Signature Theme Report or Strengths Insight Guide to help give you unique phrases that resonate with you. (Links to book and/or CliftonStrengths assessments)

Your top 5 Strengths and your leadership brand statement can become an actionable system of how you help other people. You want the right word(s) in your brand statement. You want your brand statement to fit you well and warm your heart. You want to feel comfortable in your brand statement because this is who you are, and this is the value that you bring to people.

I love utilizing Strengths for real-world applications, and I encourage you to watch the full video here.

If you would like me to speak to your organization about diversity, strengths, or a whole host of topics, contact Brent.

13 Things Mentally Strong People Don’t Do

In the past two years, mental health struggles and diagnosis have risen to 41%. This is not only in the workplace, but all over the United States. Both employees and managers are dealing with burnout. Leaders have to deal with these mental health struggles while learning how to manage and help people grow through healthier ways of thinking. The more tools they have, the more it helps them with getting the best out of their people. Therefore, I want to share my take on Amy Morin’s 13 Things Mentally Strong People Don’t Do.

Ultimately, it is important that you understand the human side of people and give them a safe space to develop their confidence and their reactions to change. You can use these 13 things – as well as your Gallup strengths – to rate where you are strong, and where you can improve. Sign up and download here.

13 Things Mentally Strong People Don't Do Infographic

To hear some personal examples and join the conversation, watch the video replay.

You’ve heard the expression that the only constant is change. There’s a lot of truth to that statement. You cannot avoid change. But I can help you with managing the big 4 in change: our Identity, our Control, our Meaning, and our Future.

1 Our Identity

We all have that sense of who we are. You recognize that there’s a difference between what you do and who you are. Your identity is all about your being versus you’re doing. This is true of all changes from the work environment to family relationships.

When change happens, your sense of being is threatened. It leaves you asking, “Who am I?” and “What is my purpose?” It helps to acknowledge that your identity is not in concrete. It is evolving and changing as you learn more about yourself.

When change happens, look at it like a pruning season. At the end of winter, right before spring, you prune trees and bushes of their dead limbs and branches. By doing this you actually give more energy and opportunity for the plant to grow and create more fruit.

2 Our Control

Your brain seeks certainty. It seeks predictability. It does this because that’s where security is. That’s where safety is.

So, when change occurs, you lose that sense of safety. You are no longer certain about what is happening. It often manifests as panic or a feeling of helplessness. You often say, “There’s nothing I can do.”

It’s in these moments that I remember the Serenity Prayer.

Lord, grant me the serenity to accept the things I cannot change,

the courage to change the things I can,

and the wisdom to know the difference.

There is a process buried right within that mantra. Take a piece of paper. Write on the left side, the changes that you cannot change. On the right-hand side, write down those things that you need courage to change.

It becomes so much simpler when you can see it right there in black and white.

3 Our Meaning

Closely related to Our Identity is Our Meaning.

It’s very easy as a manager or an entrepreneur, to concentrate on the metrics around money. While Income and Revenue are key metrics and proven yardsticks of success, they don’t always get at the heart of why you do what you do.

When change interrupts your life, you find your purpose or your impact on those around you comes into question. “Why am I even doing this?”

However, there is always a deeper reason you are on the path you’ve chosen. Look at the essence of what you do and who benefits from your efforts.

When you tap into your purpose, your mission, all the sudden you will find a sense of meaning. And while the circumstances around what you do may be different, you’ll find the essence of what you do is still important to those around you.

4 Our Future

Change often alters the future you’ve envisioned for yourself. It has a different impact on everyone.

When I look at my CliftonStrengths profile, I have Futuristic as number 8 in my top 10. I can spend significant time dreaming about what even the smallest change might mean for my future, both good and bad.

However, the future is constantly changing with every choice you make. And if you don’t have Futuristic tendencies, it can be difficult to get out of the “Everything is ruined” mentality.

Instead, lean on your other strengths and use them to find the silver linings in what this change means. Does it mean a future with different people, a different location, or a different schedule? Then how can those changes be good for you, and how can you make it good for them?


So, if you’re going through major changes right now as a business leader or as an organization or just as a person, I would encourage you to look at the big four: your identity, your sense of control, your feeling of meaning, and finally your optimism about the future.


To  hear more concrete examples of change, watch the full video.

If you would like me to speak to your organization about diversity, strengths, or a whole host of topics, contact Brent.