If you’re a real-world leader — and by that I mean you’re carrying responsibility, pressure, expectations, and people — this is going to hit close to home.

Because collaboration sounds great…

until you’re tired.

Until the clock is running.

Until people are looking at you for the answer.

And in those moments, collaboration can feel less like teamwork

and more like risk.

I want to set the tone for this episode.

to build next. This show is called Conversations on the Edge for areason.
It’s not about polished answers or highlight reels.
It’s about real conversations between people who are still figuring things out.

And I wanted you as the first guest back because you’re not just a peerto me.
You’re someone I trust.
Someone I respect.
And honestly, someone I’ve learned a lot from just by watching how you show up.

So this isn’t an interview.
This is two people sitting down, talking honestly about leadership, life, andwhat we’re trying

Why Most Years Are Lost Quietly

Most people don’t lose a year in December.

They lose it quietly in the first few months.

Not because they didn’t care. Not because they weren’t capable. Butbecause they assumed inspiration would carry them further than it ever does.

They felt motivated. They had good intentions. But they never slowed downlong enough to anchor change.

Leadership doesn’t fall apart loudly. It fades through drift.

And by the time most people realize they’re off course, the year alreadyhas a shape to it.

That’s why this moment matters.

Because leadership isn’t defined by what you start. It’s defined by whatyou sustain. And the first 90 days don’t just create momentum. They lockidentity. They reinforce habits. They reveal whether standards are real or justwords we like to say.

If you want 2026 to be different, the work doesn’t start with intensity.It starts with intention.

What This Series Was Really About

This series was never about fixing a calendar.

It was about alignment.

We started with standards because nothing changes if what’s acceptablestays the same. We moved into identity because standards don’t hold unless theleader does. We talked about mindset because pressure always exposes whatbelief hasn’t been cemented yet. And we grounded it all in habits becauseconsistency beats motivation every time.

This final step is about integration.

It’s about bringing all of that together in a way that lasts.

Insight without structure fades. Structure without belief collapses. Butwhen belief, behavior, and direction line up, leadership becomes steady. Andsteady leadership changes everything.