Saber Coaching

A good day doesn't require doing everything on your list.

A good day requires doing three things from it.

Pick three shoulds, mark the calendar, and build the streak. That's the whole system.

Every team says they want more trust. Few take the time to define it.

A simple equation from The Trusted Advisor: trustworthiness equals credibility plus reliability plus intimacy, divided by self-interest.

Most leaders score themselves high on credibility and reliability. The growth edge is often intimacy, the willingness to be real, and lowering self-interest, the willingness to put the team ahead of yourself.

The exercise that moves teams the most is simple. Have each leader reflect on how trustworthy they are and identify one to two actions they could take to grow it.

Then break them into duos. One person shares while the other listens without interruption. Then they switch.

The tone softens. Peers say things like, "you're a tough grader," or "I heard something real today." Self-awareness plus intimacy pulls them closer, and behaviors quietly start to change.

That undefinable thing called trust? It doesn't grow from a workshop or a values poster. It grows when people stop performing and start hearing each other.

How do you build trust with the people you lead? Drop your thoughts in the comments 👇

Why does your smart, high-EQ team keep going in circles on decisions?

Watching an executive team try to decide can feel like a tennis match where no one is trying to hit a winner.

Everyone is trying not to offend, half the team is waiting for the leader, and the best answer has been on the table for 30 minutes.

The fix is deciding how you decide:



1️⃣ When does the leader decide
2️⃣ When is it the CFO's call
3️⃣ When do you need full consensus
4️⃣ When do you disagree and commit

How does your team decide? Share your thoughts in the comments 👇

Leaders often get frustrated when their team delivers late or off-quality, and the instinct is to push harder.

But the real fix isn't being a drill sergeant, it's getting crystal clear on the five Ws:

1️⃣ Who is the primary owner of the task

2️⃣ What does a good job look like, or what is the performance standard

3️⃣ When is it due, and when will you follow up

4️⃣ Where can this person go to get support

5️⃣ Why does it matter, and how does it drive the business forward

Once that's defined, the only thing left is the courage to follow up.

What's the one W your team is missing most right now? Share your thoughts in the comments 👇

One of my best productivity tools started when I was nine days deep in a Haagen-Dazs binge.

I was in a total downward spiral. I wasn't running, I wasn't eating healthy, I was drinking more, I was having a down quarter.

I'm like a light switch. Either all my habits are good or all of them are off, and both can be exhausting.

So I just made a list of all the things I felt I should be doing. Reading, exercising, eating healthy, doing pushups, seeing friends, and on and on. The list was huge.

Then I made one simple rule:

1️⃣ A good day means doing three things from the list

2️⃣ I can do more than three, but I can't do all 25

3️⃣ I mark each day on the calendar and aim for an unbreakable chain

I stole the chain part from Jerry Seinfeld and his writing practice.

What I love about this system is that it lowers the bar without lowering the standard.

You're not aiming for a perfect week you'll never actually have. You're aiming for three shoulds, today, then tomorrow, then the day after.

That's how the chain builds. That's how identity quietly shifts.

What's your best go-to productivity tool? Share it in the comments 👇