We talked about:

• How to build high-performing teams
• Why “buy-in” is broken (and what to do instead)
• How to design team culture through repeatable practices
• Where AI fits into the future of leadership
• And more

Here are three takeaways from our conversation that can transform the way you approach leadership and help you avoid needless stress:

1. Let go of the hero model

When leaders try to do it all, they become the bottleneck. Like the days when team members lined up outside my office, waiting for my feedback before they could take the next step. Keith calls this the “hub and spoke” model: one central leader with the team orbiting around them. It’s outdated, inefficient, and exhausting.

Collaborative leadership distributes ownership across the team. Everyone becomes responsible for results, not just the boss.

2. Create a culture of candor

Most teams avoid conflict, and it’s holding them back. Keith shared a simple but powerful practice: the “candor break.” Pause a meeting and ask, “What’s not being said right now that needs to be said?” This is especially important when you have a team of “nice” people like ours. We’re more likely to waste time going too far down the wrong path because one of us didn’t express their doubts upfront.

Even better, break into pairs so people feel safer to speak up. As Keith says, “If you want a culture shift, turn it into an assignment.”

Collaborative leadership creates the psychological safety people need to be honest and productive.

3. Redesign collaboration itself

Keith introduced the “stress test” as a better alternative to traditional status updates. Instead of clicking through slides or recapping the whole process, the presenter shares three things:

1. What we’ve achieved
2. Where we’re struggling
3. Where we’re headed next

Then the team responds, not to criticize, but to build it up. They offer risks, ideas, and support. This is collaborative leadership in action. Meetings become working sessions that move the ball forward.

Why collaborative leadership works (and feels better)

When leaders shift to a collaborative model:

• Teams feel more engaged and empowered
• Innovation improves because everyone contributes
• Accountability rises as peers support and challenge each other
• Leaders finally get time to think strategically

It’s better for your team, your organization, and for you.

In a time when companies are flattening hierarchies and expanding managers’ spans of control, collaborative leadership is not just a nice idea; it is a necessity.

You don’t have to lead alone

If leadership has started to feel like a lonely, thankless job, it’s time to rethink how you lead. Collaborative leadership is the future. And it starts with a few small shifts.

Try a candor break. Run your next team update as a stress test. You don’t need permission to lead differently.

The only question is: will you take the first step?

What’s one thing you’ll do to be a more collaborative leader?

Leave a comment and let me know.

And if you’re ready to dive deeper, I highly recommend Keith’s new book Never Lead Alone. It’s packed with practical strategies and real-world examples to help you lead more effectively and with less stress.