Leadership Is Language

How deliberate are you with the words you use?

The truth is: the language of leadership isn’t just about tone or eloquence—it’s about ownership, mindset, and the culture we create in the process.

“We” Was Always the Default

I didn’t have to unlearn “I” in favor of “we.” I was raised on we.

Growing up, my parents instilled in me the value of team, of family, of one anothers. We didn’t do things alone—we showed up for each other. The idea that we rise together wasn’t just a philosophy, it was a way of life.

I carried that into my career without even thinking about it.

I’ll never forget an early job where a VP pulled me aside after a big project and said:

“Why do you always say we? You don’t have a team. It’s just you doing it.”

I remember pausing, then smiling and saying something like, “Because that’s how I was raised. Nobody accomplishes anything meaningful totally alone.”

To this day, I still believe that.

Let Them Shine

One of the most powerful things a leader can do is step back so someone else can step forward.

Maybe you’ve partnered closely with a team member on something—shaping strategy, cleaning up a process, closing a major loop. You know deep down that it wouldn’t have landed without your scaffolding. But the moment comes to present in front of the exec team, and instead of taking the spotlight, you invite your teammate to lead the room.

You let them own it.
You cheer them on.
You make space for them to feel the glory.

And here’s the thing: you don’t need everyone to know that you made it possible. That should be enough for you.

It’s not weakness. It’s not invisibility. It’s leadership.

Words Shape Culture—Subtly, Powerfully

We underestimate how much our language seeps into the culture of our teams. Referring to people as “resources,” for example, might seem harmless—but it starts to reduce human beings into inventory. How would you feel being lumped in with desks and laptops?

I’ve been working hard to catch my own habits—saying “you guys” or “hey man” without thinking, especially in a team made up of diverse identities and voices. It’s easy to excuse this stuff as casual or unintentional, but intention doesn’t always equal impact.

And when you’re in a position of influence, impact is what matters.

Your Words Are the Culture

I recently saw a whiteboard with two columns: “Words We Want to Use More Often” and “Words We Want to Use Less Often.”
On the green list? Words like:

• People

• Inspire / Encourage

• Collaborate

• We / Us / Our business

• Support

• Listen

And on the red list?

• Resources

• Push

• Drive

• Sell

• Blockers

• “They”

It’s not about policing every phrase—it’s about being intentional. These choices signal to your team what you value. They model respect, trust, and inclusion. They make people feel seen.

Watch Your Words, Change Your Culture

A mentor of mine, Brett Gilliland, once shared something with me that I’ve never forgotten. He called it the formula for destiny—a simple sequence that reveals just how powerful our thoughts and words really are:

Watch your thoughts, they become words.
Watch your words, they become actions.
Watch your actions, they become habits.
Watch your habits, they become character.
Watch your character, it becomes your destiny.

That stuck with me because it’s not just philosophy—it’s how culture is formed. One phrase, one tone, one choice of words at a time.

So let me leave you with two questions:

How deliberate are you with the words you use?

What can you commit to saying less of—and more of—starting today?

For me? I’m committed to saying “we” more often than “I.”
To pulling others into the light.
To letting my leadership be felt—even if it isn’t always seen.

Because the best kind of leadership isn’t about getting credit.
It’s about giving it.