The Climb: Insights on People, Process, and Growth

https://podcasts.apple.com/us/podcast/the-making-of-a-leader-from-self-belief-to/id1280739048?i=1000751003592&l=pt-BR

Anyone who really knows me knows we talk about AI a lot in our household. A lot.  How is it reshaping business? How it will impact companies of every size. How it will redefine the job market, regardless of age, experience, or education. At this point, it's no longer a debate. AI isn’t a fad. It's a fundamental shift. And it will continue to accelerate the rise of the experience-driven economy. I agree with all of that. But here's what AI can't replace: the human element. Not

For a long time, I had thoughts I didn't share. Not because I didn't have something to say, but because I wasn't sure where it fit . Corporate guardrails. Unwritten rules. And if I'm being honest… the quiet fear of being “too much.” Too direct. Too opinionated. Too real. So I filtered. I softened. I held back. And in doing that, I also held back parts of myself that were meant to contribute, to challenge, to help. That’s why I created: www.vettainsights.com/blog What s

After a month on the road speaking to some incredible groups, I came back to a flood of DMs offering ways to "build more pipeline, convert leads, and automate outreach." I know I'm not alone in this. But here's the irony… 90% of the people reaching out have no idea what I actually do. Maybe they can drive more leads. But are they really leads if they don't turn into revenue? Because at the end of the day, that's the goal. Revenue. And it got me thinking about a bigger issue a

One of the most common objections I hear when talking to companies about evolving how they hire, manage, and develop leaders is: “But this is how we’ve always done it.” That mindset sounds harmless until you apply it to literally anything else. The first computer I ever used to type a paper was an IBM “luggable.” Tiny green screen. Keyboard snapped into the base.  And yes… it weighed over 60 pounds. (Thank goodness it had a handle.) Fast forward to today: We carry exponential

There's always a moment right before a talk begins that I've come to recognize: the room settles, conversations taper off, and there's this quiet pause in the air. Not tension exactly… just anticipation. I was there early, as always. Walking the room, taking in the setup, grounding myself before the energy shifts. And then the group starts to arrive, and with it, that familiar sense of gratitude. Every time I'm invited into a room to speak, I don't take it lightly. I love

High-Precision people are the ultimate rule followers. They don't agree with Sammy Hagar.  For them, breaking a rule doesn't just feel uncomfortable; it almost feels painful. Even if they want to color outside the lines, their brain won't let them. These are the people who: • Double-check that every i is dotted and every t is crossed • Validate the numbers one more time • Notice the missing comma, the wrong date, the flawed logic They're also the ones driving at or below the

One of the most misunderstood drives is Low Consistency . Let’s clear something up first: Low Consistency does NOT mean you're inconsistent. It means you're wired to manage multiple priorities, handle change, and stay effective when things get chaotic. Where some people need structure and routine, Low Consistency people thrive in environments where no two days look the same. In fact, many of the people who stay the calmest in a crisis are Low Consistency, because chaos feels

46% of your hires will fail in their role within 18 months. It's not a talent problem. It's a role alignment problem. Research shows that nearly half of people hired today will no longer be in that role within 18 months. And of the 56% who remain, many are operating far below their optimal performance. Yet most organizations respond the same way. They assume they need better people. But the real issue is much simpler, and much more common. We hire people into the wrong roles,

Two conversations. Same pattern. Top performer. Crushing quota. Loved by clients. Miserable. Another one? Promoted to leadership. Struggled. Failed. Told they "weren’t working hard enough."  Here's the truth no one wants to say:  It's not a talent problem. It's an alignment problem.  We're still forcing people into outdated molds.  Promoting performance instead of predisposition. Managing by metrics instead of motivation. And then we wonder why:  Top employees burn out New le

Leadership Lens I've had amazing leaders and mentors. And I've had some really bad ones. I used to think resilience meant tolerating behavior that leaders should have addressed. Earlier in my career, I was a high-performing revenue producer with a big personality and strong results. I was also: – Told to consider “finishing school” so I could be more demure. – Criticized for wearing high heels because I was “selling something other than software." – Advised that being a sing

I thrive in chaos. Which is fortunate, because chaos has been a consistent thread throughout my life. I grew up in a full house where space, attention, and resources were limited. I began working full-time at 18 to fund my life while earning two college degrees. I chose sales, one of the most unpredictable career paths you can take. Along the way, I tended bar, became a single parent, stepped into coaching, and eventually into leadership. For years, I thought I was simply “go