DeadThree - Coaching and Leadership Development

• The Three Things Every Leader Needs to Build a Confident, High-Energy Team

  In this episode of the DeadThree Coaching Show, we start with a Duke vs. Florida basketball moment and turn it into a leadership blueprint for IT teams and organizations. Duke guard Isaiah Evans was 0-for-7 from three. Game on the line. Instead of going away from him, Coach Jon Scheyer drew up the final play for Evans — and he buried the game-winning three.That decision wasn’t just about X’s and O’s. It was about belief, confidence, and the energy a leader chooses to bring to their team.We break down why your team’s confidence and energy are a reflection of you — not your slide decks, not your strategy documents, but your daily presence. Using lessons from Duke basketball, High Performance Habits, Ego Is the Enemy, and Beyond the Hammer, he walks through three non-negotiables every IT leader (and any leader) must master to build elite, high-performing teams.You’ll hear:Why belief in your people matters more than their last “miss”How Coach Scheyer’s decision to trust an 0-for-7 shooter is the model for how we lead at workWhy your team feels your energy long before they hear your wordsHow your emotional state becomes the culture your team lives inThe three energy standards every leader must own:Leaders go first – you are the power plant, you generate energyEmotional calibration – your internal state becomes the team’s external behaviorConsistency of presence – reliability and steadiness are your competitive advantageThis episode is for leaders, coaches, and managers who are tired of reactive, low-juice teams and want to create a culture where people feel trusted, valued, and ready to take the last shot.Three Questions to Take Back to Your TeamWhere am I withholding belief from someone on my team because of a recent “miss”?What emotional ripple do I leave behind after meetings, stand-ups, or 1:1s?If my team copied my energy this week, would we be playing to win or just trying not to lose?Call to ActionThis week, pick one teammate and intentionally “draw up a play” for them — give them a visible opportunity, tell them you believe in them, and support them through the outcome. Win or lose, you’re building a standard of belief and energy that your whole organization will feel.Join the Conversation:👉 Follow me on Instagram, LinkedIn, and YouTube for more leadership and high-performance insights.Instagram: https://www.instagram.com/deadthreecoachingLinkedIn: https://www.linkedin.com/in/gevjen👉 Join Our Community and connect with like-minded leaders focused on growth and execution.Website: https://deadthreecoaching.comNewsletter: https://deadthreecoaching.com/newsletterCommunity: https://community.deadthreecoaching.com

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• Accountability Without Micromanagement: Trading Control for Clarity

  In the last episode, we named the silent accountability crisis—those moments when projects stall, standards slip, and no one speaks up. In this follow-up conversation, we tackle the next hard question leaders are wrestling with:How do you build real accountability without turning into a controlling micromanager?Drawing from years in the IT and software space, this episode breaks down why so many leaders unintentionally suffocate initiative, why teams stop thinking for themselves, and how to shift from control to clarity, trust, and ownership. You’ll hear practical stories, from coaching athletes to leading technical teams, that show exactly what happens when leaders cling to control versus when they create space for people to own the work.This is December’s work: reset, realign, and raise the standard without burning people out.🔍 In This Episode, You’ll Learn:Why micromanagement is usually a fear problem, not a “bad boss” problem – Fear the job won’t get done. – Fear mistakes will reflect poorly on you. – How that fear quietly kills ownership and initiative.The difference between control and clarity – Why “overchecking” shows up when expectations are fuzzy. – How replacing control with clear outcomes, support, and recognition changes the game.How elite leaders create extreme accountability without hovering – Building systems and standards so strong that people want to deliver. – Using the 10–80–10 idea: align on outcomes, let the team execute, then refine together.Why your team feels like they’re “leaf blowing in a hurricane” – Confusion, chaos, shifting priorities, and constant noise. – Why people don’t fear accountability—but they do fear being judged in a storm you created.What people really want from work (beyond the paycheck) – Feeling valued, trusted, and empowered to figure out the “how.” – Why trust-in-action looks like: “Here’s the goal. I believe in you. Go own it.”🧭 Three Clarity Checks for Your TeamBring these into your leadership meeting this week:Does everyone know the goal in measurable terms? – What does “winning” look like this week, not just this year?Does every person understand how their work connects to the mission and the next key win? – Can they clearly explain why what they’re doing matters?Does everyone know how they’ll be recognized when the team wins? – Are you celebrating the right things loudly and consistently?✅ Three Actions to Take This WeekTrade one area of control for clarity. – Pick one initiative where you routinely step in and replace that behavior with a clear outcome, timeline, and definition of done—then step back.Spot and stop “leaf blower in a hurricane” behavior. – Identify one chaotic pattern (conflicting priorities, constant change, noisy environments) and calm it so your team can actually execute.Have one ownership conversation, not a compliance conversation. – Sit down with a high-potential team member and say: “Here’s what winning looks like. Here’s why it matters. I believe you can own this. How do you want to approach it?”Join the Conversation:👉 Follow me on Instagram, LinkedIn, and YouTube for more leadership and high-performance insights.Instagram: https://www.instagram.com/deadthreecoachingLinkedIn: https://www.linkedin.com/in/gevjen👉 Join Our Community and connect with like-minded leaders focused on growth and execution.Website: https://deadthreecoaching.comNewsletter: https://deadthreecoaching.com/newsletterCommunity: https://community.deadthreecoaching.com

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• The Silent Accountability Crisis: Resetting Standards Before 2026

  How many times have you sat in a meeting, watched a project completely miss the mark, and silently thought:“Why didn’t anyone step up?” “Why are we settling for this?”No urgency. No honest ownership. Just quiet avoidance.In this episode, we kick off December — the reset and realign month — by naming what’s really happening in so many organizations: a silent accountability crisis.You walk through what you’re seeing across IT, software, and beyond: overwhelmed leaders, drifting teams, eroding standards, low execution, and cultures that quietly accept “good enough” as the norm. You contrast that with how elite athletic programs operate: clear standards, direct accountability, and leaders who say, “This one is on me.”This conversation is a call for leaders to reset their personal and team standards in the final month of 2025 and intentionally raise the bar going into 2026.🔍 In This Episode, You’ll Learn:What the “silent accountability crisis” looks like in real teams – No one speaking up, no one owning the finish line, and projects that linger instead of ship.Why it’s not a “people problem,” but a leadership and culture problem – It’s rarely about laziness. It’s about cultures that stopped expecting ownership and leaders who stopped demanding it.How elite teams treat standards differently – Stories from the court and the office: – Why “we’re tired,” “we’re sick,” or “we just came off a holiday” can’t become permission to lower the bar.The difference between punishment and accountability – How to position accountability as care, belief, and development instead of fear and judgment. – Why encouragement and accountability must travel together.The real cost of letting things slide – Execution stalls. – High performers burn out doing everyone else’s work. – Culture shifts from excellence to survival without anyone saying a word.What elite accountability actually looks like – It flows up, across, and down — rooted in trust, growth, and shared standards. – It sounds like: “This matters, and I am responsible for it.”🧭 Questions to Reflect On This WeekUse these with your leadership team or in your journal:Who consistently delivers without needing to be reminded?Who is hiding behind “busy work” instead of real outcomes?Where have you personally let the standard slide because it seemed easier not to address it?Where in your team have you confused “kindness” with avoiding hard conversations?If your culture is what you tolerate, what have you taught your team is acceptable?✅ Three Actions to Take TodayName one standard you’ve allowed to slip — and reset it clearly with your team this week.Have one honest accountability conversation with someone who is capable of more and tell them that you believe in their potential.Define what “doing your job” really means for your team in Q1 2026 — in simple, concrete terms.🔗 Join the Conversation👉 Follow me on Instagram, LinkedIn, and YouTube for more leadership and high-performance insights.Instagram: https://www.instagram.com/deadthreecoachingLinkedIn: https://www.linkedin.com/in/gevjen👉 Join our Community and connect with like-minded leaders focused on growth and execution.Website: https://deadthreecoaching.comNewsletter: https://deadthreecoaching.com/newsletterCommunity: https://community.deadthreecoaching.com

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• My Jerry Maguire Moment – Part 2: Drawing the Line for 2026

  Episode OverviewIn this follow-up to Part 1, George goes deeper into what his Jerry Maguire moment really means for his life, his work with IT leaders, and for any executive who knows they’re capable of much more.He unpacks the current reality he sees inside software and IT organizations—overwhelmed leaders, burnt-out teams, low standards, weak execution—and contrasts it with what’s actually possible when leaders raise their standards and draw a hard line in the sand.This episode is both a personal declaration and a direct challenge:April 1st is George’s all-in date.You need your own version of that date too.In This Episode, You’ll Hear George Talk About:The Current Leadership Reality in ITOverwhelmed leaders and overwhelmed teamsLack of clarity, poor communication, and fading accountabilityBurnout, low recognition, and people quietly disengagingSystems and processes that exist… but rarely execute at a high levelWhy “Good Enough” Isn’t Acceptable AnymoreThe danger of cultures built on blame and low standardsThe difference between “trying to win” and being committed to dominating your spaceWhy many organizations keep doing the same things and hope for different resultsChoosing an April 1st MomentHow George chose April 1st as his line in the sand to go all-inWhy you must pick a date where your leadership changes trajectoryThe hard truth: your people currently receive the standard you tolerateA Practical Starting Point: A Team PlaybookWhy leaders say “I know what to do, I just don’t do it consistently”How a clear, simple team playbook can reset standards around:EncouragementMindsetOwnershipWinningPurposeEmpathyDecision-makingUsing structured principles to move from chaos to rhythm and executionWho George Wants to Work With in 2026Six individual leaders who want full-contact coaching:Daily accountabilityClear standardsHigh-performance habitsLeadership language and strategyOne to two teams or organizations ready to be coached every day on:CultureCommunicationExecutionLeadership systemsCore Message for LeadersYou are allowed to make a big decision.You are allowed to pick a date where things change.You are allowed to say, “My people deserve more from me—and I’m going to deliver it.”Leadership at the next level comes down to three pillars:Clarity – Know your mission, your why, your standards, and your date.Discipline – Show up the same way, every day, aligned to that mission.Accountability – To yourself, to your team, and to the commitments you’ve made.Three Actions to Take This WeekName Your Date. Pick your version of “April 1st.” A real date where your leadership, expectations, and standards change. Write it down and tell someone you trust.Define Your Line in the Sand. Answer: What will no longer be acceptable on my team? Low standards? Blame? Lack of clarity? Capture 3 non-negotiables you will raise and enforce.Start Your Playbook. Open a document and create 9 headings (encouragement, mindset, ownership, winning, purpose, execution, results, empathy, decision-making). Under each, write one behavior you expect from yourself and your team starting this week.Join the Conversation:👉 Follow me on Instagram, LinkedIn, and YouTube for more leadership and high-performance insights.Instagram: https://www.instagram.com/deadthreecoachingLinkedIn: https://www.linkedin.com/in/gevjen👉 Join Our Community and connect with like-minded leaders focused on growth and execution.Playbook: https://deadthreecoaching.com/playbookWebsite: https://deadthreecoaching.comNewsletter: https://deadthreecoaching.com/newsletterCommunity: https://community.deadthreecoaching.com

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• My Jerry Maguire Moment: Stepping Out of the On-Deck Circle

  In this episode, George pulls back the curtain on a defining decision in his life and business: going all-in on April 1st. He frames it as his Jerry Maguire moment—the point where clarity meets courage and “good enough” stops being acceptable.You’ll hear why he’s done watching elite people walk the halls like “The Walking Dead,” why he believes IT organizations are drastically under-coached, and how he’s choosing to step out of the on-deck circle and finally take his at-bat.This isn’t just about George’s journey. It’s a direct challenge to every leader:Are you leading at the level you’re capable of?Are your teams just “getting by” or actually competing and dominating?Are you building high-performing teams and high-performing lives?In This Episode, We Cover:The Jerry Maguire MomentWhat it means to draw a hard line in the sand as a leader.Why George chose April 1st as the day he goes all-in on DeadThree Coaching and leadership work.From ‘Good Enough’ to EliteThe difference between “being okay” and truly pursuing greatness.Why simply winning isn’t the objective—domination is.How elite teams and organizations think about competing, standards, and outcomes.The IT Leadership GapWhy so many IT teams operate like “The Walking Dead.”The missing pieces: coaching, belief, communication, acknowledgment, and real standards.Why George is targeting IT leaders and teams specifically in 2026.Clarity Meets CourageHow deliberate thought and action create clarity.Where fear shows up when you decide to bet on yourself—and how to move anyway.The tension between comfort, a steady paycheck, and the call to do more with your life and leadership.Getting Out of the On-Deck CircleThe “batter’s box” metaphor: why most leaders never actually take their swing.What it looks like to stop deferring your opportunity and own the plate, even if you might strike out.Why it’s more important to swing with courage than to sit safely on the sidelines.What DeadThree Will Stand For in 2026Owning the mission, leading with purpose, and winning with discipline.Building programs for leaders who want:Structure instead of chaosConfidence instead of second-guessingTeams that compete, communicate, and execute at a championship levelKey Themes & TakeawaysCare before product: Leaders must care more about their people than their products if they want sustainable high performance.Elite is exhausting—and worth it: The pursuit of greatness will drain you; that doesn’t mean it’s wrong, it means you’re in the right arena.No more walking dead: Engaged, empowered, and coached people are the difference between a compliant workforce and a high-performing culture.Clarity + Courage: You don’t drift into a bigger life—you decide it, declare it, and then act, even when you’re scared.Three Actions to Take Today:Set Your Own “Jerry Maguire Date.” Pick a clear date where something changes—how you lead, what you tolerate, what you commit to. Write it down and tell someone.Audit Your Leadership Standard. Ask yourself honestly: Am I just managing tasks, or am I actually coaching people and building high-performing lives around me? Capture one behavior you will raise the standard on this week.Get Out of the On-Deck Circle. Identify one big action you’ve been deferring—an idea, a conversation, a decision—and take the first concrete step toward it in the next 24 hours.Join the Conversation:👉 Follow me on Instagram, LinkedIn, and YouTube for more leadership and high-performance insights.Instagram: https://www.instagram.com/deadthreecoachingLinkedIn: https://www.linkedin.com/in/gevjen👉 Join Our Community and connect with like-minded leaders focused on growth and execution.Playbook: https://deadthreecoaching.com/playbookWebsite: https://deadthreecoaching.comNewsletter: https://deadthreecoaching.com/newsletterCommunity: https://community.deadthreecoaching.com

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