Welcome to The Heart of The Matter

My newsletter for motivated professionals who want to create meaningful change in the modern workplace — designed to help you lead with greater clarity, confidence, and authenticity.

What do you believe in?

I posed this question to my coaching client — let’s call him Elliott — after he described the challenges he was facing as a mid-level manager at a consumer goods company.

Elliott came to me at the end of his first year, seeking help to move forward. He felt like he was teetering on his breaking point.

“What do you believe in, Elliott?”

It’s a question I ask all of my clients who struggle to get out of their own way. Elliott recited his company’s mission statement and how it aligned with his five-year plan, connecting each point to their “core values” as if he’d written them himself.

He played the leadership game by the book — surpassing expectations, bringing in new business, and pursuing a mentorship with a senior colleague. Yet something wasn’t clicking. He was drained and frustrated, feeling like his team just wasn’t meeting him halfway, no matter what he tried.

I paused him, like lifting the needle off a record, and asked again, “What do you believe about yourself? About your purpose, how you lead, and the way your team views you? What are the stories you’re telling yourself about what it takes to be respected and successful?”

That’s when the floodgates opened.

He admitted he had followed everything his parents, teachers, and advisors encouraged him to, but things were not unfolding as anticipated.

“I’m not experienced enough to lead well.”

“If I don’t review every detail, things will fall off track.”

“My work needs to be perfect to be taken seriously.”

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How Our Stories Hold Us Back

Many of us hold on to beliefs like Elliott’s. Whether we realize it or not, these shape how we handle (or avoid) conflict, connect with our team, and lead.

Every presentation given, risk managed, and task delegated is an expression of those beliefs. Our internal narratives can lead to micromanaging, overcompensating, or avoiding tough conversations, ultimately shaping our leadership approach, intentionally or unintentionally.

• “I’m not good enough” leads to: “I’m incapable of.”
• “Things only get done if I’m in control” becomes: “I can’t trust anyone to get this done.”
• “I need to fit a certain mold” turns into: “I’ll just stay in the background and avoid taking risks.”

The stories we tell ourselves can be rooted in past injustices, outdated ideas, or even toxic workplace cultures we’ve internalized.

Doesn’t that make them worth exploring?

Enter: “Consciousness.”

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Conscious Leadership Starts With an Openness to Change

Elliott’s turning point as a leader happened when he became aware of and challenged the story he’d been telling himself. He started to realize that his team didn’t need a perfect leader — they needed a present one. By shifting his beliefs, he made space for his team to step up, and suddenly, he wasn’t doing all the heavy lifting alone.

This is what conscious leadership is all about — being aware of the beliefs that influence your approach. It’s about staying curious, examining the internal scripts you follow, and remaining open to new ways of thinking.

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What Beliefs Are You Ready to Challenge?

In the hustle and bustle of busy schedules, we rarely slow down to consider what’s driving our instincts and actions.

So, here’s my challenge to you: Identify one story or belief that might be holding you back. Maybe it’s about your impact, confidence, or style. Use these prompts to help you tap into those beliefs

Fill in the blanks:

• I always have to _______ before I can speak up.
• It’s not acceptable for me to _______.
• I should never _______ if I want to be seen as capable.
• People will think less of me if I _______.
• I won’t succeed unless I _______.

Start small, one belief at a time. Hold each up, and ask yourself: Is this really true? Is it helping me, or is it getting in my way, my team’s way?

You might be surprised by what you discover — and even more surprised by how your leadership style shifts when you release that story.

So, I’ll ask you again: What do you believe in?

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Sending love and light,

Ginny Clarke