• Resilience ≠ endless pushing: build comfort with discomfort; use challenge as a team-bonding accelerator when you face it together.
• Spot team drift early: when tension comes from the team, independence erodes the common goal—realign to the patient and the shared mission.
• Deciding in the fog: use process of elimination; discuss “bad options” to strengthen the good one; define success signals before you move.
• Easy path vs. hard path: easy isn’t “wrong.” If you don’t cut a new road today, pre-plan what it would take to cut it tomorrow.
• Experimentation culture: separate the person from the work (DISC lens) to reduce shame, increase learning, and invite bold ideas.
• Effective communication: don’t just send—ensure receipt. Mind timing, channel, and context. Don’t “info-dump” to transfer responsibility.
• A small shift for tomorrow: extend grace to yourself, ask a trusted teammate for perspective, and take one clear next step.
• Mentioned frameworks & phrases: process of elimination, “I’m in charge of me,” next right step, psychological safety, DISC, success signals, team over solo.

• Introduction to the theme: leading through complexity vs. change
• Decision-making under pressure and the challenge of “armchair quarterbacking”
• Why the quality of information matters more than speed of decision-making
• The paradox of slowing down and speeding up in decision-making
• How government policy (like telehealth regulations) creates ripple effects of complexity in healthcare
• The power of teams vs. individual leadership in healthcare decision-making
• Personal insights from Matt’s background in sports and leadership
• Early exploration of resilience: pushing through vs. preventing burnout
• This is Part 1 of 2 — subscribe so you don’t miss Part 2, where we discuss how leaders can foster resilience in themselves and their teams.

Key Takeaways

• Coaching ≠ outperforming. Performance expertise and coaching expertise are different muscles.
• Discomfort is data. If growth feels easy, you’re probably not growing.
• Trust follows vulnerability. Coaching conversations require safety, time, and honesty.
• Aim feedback at the work. Focus on the task/approach, not the person.
• Decide your mode. Coach, teach, or direct based on the question, urgency, and learning goal.
• Beat imposter syndrome with action. If the finish line is fuzzy, take the next step and practice.