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March 13.2025
3 Minutes Read

Choosing Strategic Grit: How Leaders Can Seize Opportunities

Placeholder image representing strategic grit concept.

Embracing Strategic Grit: A Lesson from Marta Norton's Journey

In a world where opportunities often pass us by, choosing to embrace hardship and strategic grit can define our paths. Marta Norton, Chief Investment Strategist at Empower, shares a profound lesson drawn from her high school soccer days—one that continues to shape her leadership philosophy. Reflecting on her choice to walk away from the sport she loved due to burnout, she recognizes now that the regret of missed opportunities is far more burdensome than the exhaustion of taking on new challenges.

Grit and Resilience: Definitions and Leadership

At the core of Norton's philosophy is the dual concept of grit and resilience. Grit, as defined by researcher Angela Duckworth, embodies the passion and perseverance for long-term goals. On the other hand, resilience involves bouncing back from setbacks. Both traits are essential for leaders navigating the complexities of today’s business environment. They enable executives not only to weather challenges but to inspire their teams to adopt a similar mindset of perseverance.

Insights from Experience: The Power of Choice

When Norton declined the role of Chief Investment Officer the first time it was offered, she didn’t allow the pressure of familial responsibilities or work demands to deter her from recognizing her potential. Her subsequent decision to accept the position stemmed from a desire to avoid regret—a sentiment that resonates deeply with many corporate leaders. The choice to say “yes” to new responsibilities can paradoxically lead to personal growth and fulfillment that outweigh the initial burnout.

Lessons in Leadership from Norton’s Philosophy

Norton emphasizes several critical aspects of effective leadership. First, leaders must take ownership of their work rather than offload challenging tasks to their teams. This demonstrates not only commitment but also fosters a sense of unity and trust within organizations. Furthermore, she highlights the importance of diverse perspectives in leadership meetings, advocating for inviting junior team members to contribute first. This practice can illuminate fresh ideas, fostering an inclusive and innovative culture.

Daily Progress Over Major Leaps: The Small Steps Approach

Success, as per Norton, isn’t about major breakthroughs but rather about consistent, small efforts. This ‘small steps’ philosophy mirrors the principles of Agile Leadership, where adaptability and continuous improvement drive results. Rather than undertaking massive initiatives that risk overwhelming teams, leaders are encouraged to nurture a culture of incremental progress, allowing employees to build momentum and confidence over time.

The Broader Impact of Strategic Grit in Leadership

The behaviors described by Norton echo broader organizational strategies supporting grit and resilience, as illustrated by research findings from Holly Adams Consulting. Successful leaders leverage thoughtful experimentation coupled with discipline to advance their companies. For leaders striving to foster a resilient workplace, integrating these practices can create a dynamic environment where teams are encouraged to push their boundaries while learning from both triumphs and setbacks.

Creating a Culture of Grit and Resilience

How can organizations cultivate this spirit? By embracing a growth mindset, setting meaningful objectives, nurturing resilience through support structures, and prioritizing well-being, companies can develop a culture that encourages grit. Recognizing efforts—both successful and failed—allows teams to view challenges as opportunities for learning rather than deterrents, creating a resilient organizational backbone.

Final Thoughts: Overcoming the Fear of Regret

Ultimately, embracing strategic grit is about overcoming the fear of regret. Leaders must weigh the exhaustion of additional responsibilities against the long-term rewards of personal and professional growth. As demonstrated by Norton, choosing to say “yes” can cultivate not only new opportunities for the individual but also inspire a culture of resilience within the organization.

If you are a CIO or a team leader looking to align your growth strategies with the principles of grit and resilience, consider investing in leadership development programs focusing on these qualities. The journey to creating a more resilient organization begins with a single, courageous choice.

Leadership Spotlights

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12.18.2025

Unlocking Valuable Lessons: Sara Jensen's Journey in Agile Leadership

Update Lessons from Distance: Sara Jensen’s Inspiring JourneyIn a world where mentorship is often seen as a face-to-face occasion, Sara Jensen, co-founder and CEO of the wellness company Hugh & Grace, exemplifies how powerful lessons can be gleaned even from those we may never meet. Her journey from becoming a competitive athlete to leading a mission-driven enterprise highlights the importance of resilience, vulnerability, and finding inspiration in unexpected places.Redefining MentorshipJensen's story is not just about corporate success; it’s a testament to the idea that mentorship can take many forms. Inspired by the legendary Brownie Wise, the saleswoman who catapulted Tupperware into a household name, Jensen tells us that leaders should seek guidance from the stories of others. "You can go back, read about people’s experiences, and learn incredible lessons without ever being in the same room with them," she said in a recent episode of the Corporate Competitor Podcast.Authenticity Breeds ConnectionAuthenticity is another pivotal aspect highlighted by Jensen. According to her, people prefer to work for leaders who are relatable and open. Her own struggles with infertility—an experience the CEO has openly shared—serve to remind us that sharing our vulnerabilities can create stronger connections in a professional environment. "People love that Hugh & Grace exists not just as another brand trying to make money, but that there’s a real purpose," she notes, underscoring the significance of purpose-driven leadership.Embracing Challenges: Mind Over MatterLife as a competitive swimmer and marathon runner taught Jensen vital lessons about resilience. Drawing from her father's mantra, "You can do hard," she emphasizes that success is often a result of endurance and grit, especially through tough times. She believes that success doesn’t have to look perfect; it simply requires the willingness to put in the effort. This mindset can be particularly beneficial for CIOs and HR leaders who need to motivate their teams through challenging projects.Building Teams for the Long HaulIn addition to personal resilience, Jensen explains that achieving remarkable outcomes also demands building a capable and supportive team. She stresses the value of having a collective group of people who share the same vision. "When I know that my body strength and mental strength are there, and I have a collective group of people who believe in the same things, that’s when we’re able to achieve amazing things,” she says. This principle is vital for business process managers and HR leads focused on team cohesion and performance.Responsible Leadership and Cultural FoundationsJensen’s success as the CEO of Hugh & Grace has not come without its challenges; however, her commitment to responsible leadership and cultural foundations has propelled her company forward. Recognized as the Most Transformative Company in 2025, Hugh & Grace emphasizes holistic health and hormone wellness, aimed at reducing exposure to harmful chemicals while promoting overall well-being. This approach not only aligns with contemporary consumer expectations but also showcases the importance of cultural values in shaping a brand.Final Thoughts for Aspiring LeadersSara Jensen's story serves as an inspiring reminder that mentorship doesn’t always mean having direct access to another person’s experiences. Leaders can act as beacons of hope and change by simply sharing their own journeys and embracing vulnerability. For CIOs and HR leaders, integrating this understanding can lead to stronger teams and a more inclusive work environment. Embrace the challenges, connect deeply with your narratives, and champion an agile leadership philosophy that resonates with authenticity. Take the time to reflect on how you can inspire your teams today.

12.17.2025

Why Internal CEO Appointments Dominate Today's Corporate Landscape

Update The Shift Towards Internal CEO Appointments In a rapidly evolving business landscape, organizations are reevaluating their approaches to executive leadership selection, particularly when it comes to appointing a new CEO. Evidence suggests that a shift towards promoting internal candidates has not only become more common but also favorable. As the data indicates, internal promotions accounted for over 75% of CEO appointments in global public companies last year, a marked increase compared to previous years. This trend highlights a growing belief among boards that the devil you know often outweighs the potential benefits of hiring an external candidate, leading to a more stable corporate culture. Data-Driven Confidence in Internal Leaders Research supports the benefits of internal appointments, showcasing a strong financial performance advantage. Internal CEOs promoted to the top position have reported an astounding average total shareholder return (TSR) of 14.81% on an annualized basis, while external hires have conversely seen an average TSR of -9.01%. Given these figures, it’s evident that internal promotions are not just a safer bet—they’re also a smarter financial decision, reflecting confidence in homegrown talent and their understanding of the organization’s dynamics. The Advantages of Promoting From Within Promoting from within fosters a culture of loyalty and retains organizational knowledge, which can significantly ease transitions. Insiders are equipped with the historical context that outsiders lack, making it easier for them to navigate challenges without needing extensive onboarding. Their established relationships with stakeholders are a critical factor, ensuring smoother communication and quicker adaptation to leadership. Potential Pitfalls of Internal Promotions Despite the clear advantages of internal hires, there are potential downsides that organizations cannot overlook. Internal hires may be too entrenched in existing processes or may struggle with established team dynamics. It’s crucial for boards to ensure that the selection process is transparent and based on objective criteria to avoid potential pitfalls connected to office politics. When External Candidates Are the Right Choice While internal hiring is on the rise, there are scenarios where an external candidate may be beneficial. Particularly during times of significant organizational change, an outsider may provide fresh perspectives and innovative strategies necessary to navigate challenging terrains. However, such scenarios require careful judgment, ensuring any external hire demonstrably exceeds the internal candidates in capabilities and vision. Future Predictions for CEO Succession Strategies Looking forward, it’s anticipated that the trend towards internal CEO appointments will continue to grow. As organizations grapple with retention and succession planning, internal promotions are poised to play a more vital role. The key will be a strategic approach to leadership development that not only prepares candidates for upward mobility but fundamentally acknowledges and cultivates the potential dangers associated with internal hiring. Conclusion: Navigating Your Future Leadership Choices The call to action for organizations is clear: invest in your internal talent and prepare them for leadership roles. This strategic foresight not only secures continuity in operational leadership but also reaffirms the company’s commitment to employee development. Leadership pipelines that are built within signal to all employees that their growth is valued, thus fostering a culture of engagement and loyalty. Making informed decisions about CEO succession can ultimately lead to sustained organizational success, especially in a world where agility is paramount.

12.14.2025

How Geoffrey Toffetti Led FPG from Crisis to SaaS Leadership

Update Crisis Creates Opportunity: How Toffetti Adapted In March 2020, the hospitality industry faced an unprecedented crisis, with hotels and travel vendors grappling with a 90% revenue collapse. Geoffrey Toffetti, CEO of Frontline Performance Group (FPG), made a bold decision to pause all client agreements instead of enforcing payments from struggling clients. This counterintuitive move showcased a commitment to preserving relationships over immediate revenue and marked a significant turning point for the company. Toffetti’s strategy allowed FPG to maintain contact with clients during an immensely challenging period, facilitating trust and goodwill that ultimately led to approximately 70% of them returning once conditions improved. Today, FPG boasts a client base that has ballooned from 400 to over 2,500 in just five years, navigating a successful transformation to become a global Software as a Service (SaaS) leader. Scaling Operations Through Technology Prior to the pandemic, FPG was focused on high-touch consulting, relying on personal interactions to drive revenue. The onset of COVID-19 pushed Toffetti to accelerate a preexisting ambition: transitioning to a tech-first operation. Leveraging nearly three decades of operational experience, he shifted the company to a SaaS platform that allowed scaling without compromising service quality. This process involved a bifurcation of service agreements—technology and consulting—enabling FPG to fully embrace technology while retaining its core offerings. The company’s ability to deploy advanced artificial intelligence and expand its operational capacity across over 120 countries illustrates how innovation facilitated their surge in market access. Lessons on Pricing and Business Resilience One key insight gleaned from Toffetti’s experience is the critical lesson on pricing strategy. He advised other CEOs to allow for pricing elasticity when launching a new product. This flexibility is essential for navigating market fluctuations and consumer demands effectively. With the current economic environment showcasing challenges around profitability—especially in the context of a shifting SaaS market—FPG’s ability to pivot rapidly demonstrates the strength of agile leadership and planning. The ongoing digital transformation within FPG highlights how the integration of technology can prevent operational disruptions while also capturing new market opportunities. Toffetti emphasizes an essential approach: AI must be viewed as a partner that automates repetitive tasks, allowing human employees to focus on complex interactions and customer-centric services. Importance of Corporate Acquisitions Toffetti's strategic acquisitions play a crucial role in FPG's growth narrative. By acquiring companies that offered expanded market access, FPG not only enhanced its value proposition but also secured critical client relationships. This strategy aligns with findings from broader market analysis, indicating that in an era of AI-driven solutions, companies heavily focused on innovative capabilities are more likely to attract capital and succeed in competitive environments. In pursuing acquisitions, FPG built a stronger brand presence, enabling it to enter diverse markets, such as food and beverage—even further extending its previously established hospitality revenue optimization playbook. Navigating Post-Pandemic Challenges Toffetti acknowledged the challenge of balancing rapid growth with operational stability as FPG scaled to serve a significantly larger clientele. The company moved towards virtual training and implementation processes that dramatically increased their capacity to handle onboarding, demonstrating that adaptability is key in the face of evolving market demands. This transformation allows FPG to capitalize on post-COVID opportunities while maintaining the essence of what made their services successful—expert guidance drawn from years of experience in the industry. The Path Forward: Sustainable Growth in SaaS The insights from Geoffrey Toffetti’s leadership journey not only resonate with those in the hospitality industry but also provide valuable reflections for CIOs, HR leads, and business process managers across sectors. As they grapple with the dynamics of current economic pressures, organizations must focus on sustainable growth through technological innovation, strategic planning, and enhancing customer relationships. Toffetti’s story reaffirms that embracing technology, maintaining ethical business practices, and adapting to change are now essential attributes for any successful leader. The road from crisis to market leadership requires agility and foresight, and those willing to make the tough decisions today will be more likely to thrive tomorrow.

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