You don’t need more meetings. You need better loops.
As our organization grows and evolves, we’re entering a new phase—one that requires not just scale but clarity, cohesion, and consistency.
That’s why we’ve started designing what I describe as leadership loops—intentional cadences that align people, priorities, and performance across our ecosystem of teams.
These loops are beginning to take shape through several core practices:
Weekly reviews of global reporting to identify performance trends and help teams surface hidden risks, systemic blockers, or emerging support needs
Monthly retrospectives at the account level to review outcomes, identify challenges, and generate action plans—a new rhythm we’re embedding as part of our standard operating model
Strategic planning cycles that guide ongoing transformation priorities, operational alignment, and cross-functional readiness across key initiatives
Real-time dashboards that deliver data-driven insights at both the account and individual level—insights that power reflection, guide decisions, and inform every other loop in the system
These aren’t just meetings or tools. They’re the early foundation of a new operating rhythm that supports trust, accountability, and momentum—even as we continue to evolve and scale.
A Moment of Transformation
We’re deep in implementation. As we roll out new business process management tools, expand and enhance our reporting suites that inform all levels of leadership, and pilot collaborative planning platforms to support cross-functional visibility, we’re not just upgrading systems—we’re redesigning how we work.
And that redesign is rooted in rhythm.
Because tools alone don’t create clarity.
Rhythm does.
Leadership loops give us the structure to translate transformation into execution — and data into shared understanding.
Why Rhythm Works
Leadership loops create predictability in motion.
When teams know when and how they’ll connect, they stop waiting and start owning.
They raise risks earlier.
They align faster.
They reflect without prompting.
They move with momentum—not because someone is pushing, but because the system is pulling.
But rhythm alone isn’t enough. To make these loops truly effective, leaders need to embed the human layer—using coaching models and emotional intelligence frameworks to shape how we show up inside the loop.
How Frameworks Bring the Loops to Life
GROW Model
The GROW model (Goal, Reality, Obstacles, Way Forward) provides a consistent structure for reflection and action. It can be used in retrospectives, planning discussions, and 1:1s to move teams beyond status updates into meaningful problem-solving.
Instead of “What happened?” consider asking:
What was the goal?
What’s our current reality?
What got in the way?
What will we do differently next time?
This framework helps go beyond the surface and build shared insight and ownership — key ingredients for scale.
Situational Leadership
Not every team—or team member—benefits from the same type of leadership. The Situational Leadership model helps tailor leadership style based on an individual’s development stage and task readiness.
Leadership loops offer a consistent structure where leaders can flex between modes:
In early-stage initiatives or with newer teams, loops might take on a Directing or Coaching style—offering clear structure, guidance, and active support.
As teams build competence and confidence, loops can shift toward Supporting and eventually Delegating—creating space for autonomy, innovation, and shared ownership.
The power is in the intentional flex—and loops provide the cadence to adjust leadership style as teams grow.
Emotional Intelligence (EI)
The best loops foster psychological safety. They reinforce trust, reflection, and connection. That’s why emotional intelligence matters—and core elements of EI can be embedded into the loop experience:
Self-awareness: Am I showing up with presence and intention?
Social awareness: What’s the team dynamic telling me?
Relationship management: Are we addressing tension or letting it linger?
Loops then become more than operational routines — they become containers for culture.
What We’re Seeing
Even as we continue to implement this model, the early signs are clear:
More proactive alignment and tighter handoffs
Fewer escalations—friction is addressed early, not buried
Greater team ownership and confidence
A stronger sense of shared rhythm and clarity
It’s not perfect—and as leaders, we are always learning as we go. But this shift to intentional cadence, powered by coaching and emotional intelligence, is changing how we lead and how we grow.
Because the best leaders don’t scale by trying to do more.
They scale by designing loops that lead alongside them.
Your Turn
What rhythms are shaping your teams right now?
How do you create space for reflection, alignment, and ownership?
Where could a more intentional cadence elevate how you lead?
Let’s talk loops—and the systems behind scalable leadership.
