Finding the motivation to show up on hard days
In a recent All-Hands meeting at Leadr, I shared something pretty personal with our team: my 7 Whys.
Not what I do.
Not how I do it.
But why I do it.
I’ve learned something over the years.
When your team understands what motivates you, they trust your leadership more. And when you understand what motivates them, you unlock performance you didn’t even know was possible.
Here’s the thing: Every team has goals. But great leaders help connect those goals to a deeper “why.” Because when people understand the purpose behind the work, they bring more passion, ownership, and resilience to the table.
So today, I want to challenge you to take stock of your own. And in the spirit of leading by example, I’ll share a few of mine—and why they matter to your leadership, too.
1. To Rid the World of Bad Managers
We’ve all had a terrible boss—maybe the bulldozer who steamrolls everything or the “fun boss” who never actually gives feedback.
Both leave people stuck.
That’s why I’m committed to developing a million healthy leaders—and why Leadr exists in the first place.
💡 What this means for you:
Don’t assume being liked is the same as being effective. Your team wants to grow. Challenge them with feedback, coaching, and clear development plans (by the way, you don’t have to start from scratch).
2. To Be Healthier at the End Than the Start
Startups, teams, leadership—it’s a grind. And if you’re not careful, the cost of “success” can be your own well-being.
💡 What this means for you:
How are you modeling health to your team? Whether it’s boundaries, habits, or just being honest about the hard stuff—your example gives permission for others to prioritize what matters.
3. To Build a Workplace People Actually Love
One of our core values at Leadr is “Leadr’s love Mondays as much as Fridays.”
We say internally all the time that we need to Walk the Talk. Essentially -> living our mission so well internally that it’s contagious externally.
#3 for me is about ensuring that we’re not hypocrites. I want to be proud of the culture we’re building and have a place where all of our Leadrs look forward to coming to work on Mondays.
💡 What this means for you:
Culture isn’t a vibe—it’s a choice. Recognize wins. Celebrate growth. Build trust. And watch what happens.
4 & 5. To Create ROI—for My Family and for you
I want the opportunity to create a financial legacy. Yes, for my family but also for our investors and for our staff. Because when a company gets something right, its people should benefit too.
💡 What this means for you:
Do your people know the value they’re helping create? Transparency and ownership—both literal and emotional—can radically change how people show up.
6. To Prove You Don’t Need Ivy League Credentials to Lead
I didn’t go to Yale. I don’t have a fancy MBA. And I love the chip on my shoulder that comes with that. I can’t wait to prove all the haters wrong.
💡 What this means for you:
Don’t disqualify yourself—or others—because of a resume. Some of your strongest leaders are just waiting to be developed.
7. To Pay Back the People Who Believed in Me
Everyone needs someone who bets on them. For me, that person is Chris Heaslip - my former leader and my Leadr Co-Founder.
The best way I know to honor that? Build something that outlasts me.
💡 What this means for you:
You don’t have to build a unicorn. But you can create a ripple effect with your leadership. Invest in others like someone once did for you.
A Challenge for You This Week:
In your next 1:1 meeting, ask:
🗣️ What motivates you most right now?
🗣️ What does success look like to you—personally and professionally?
And be willing to share yours too.
Use what you learn to lead with intention. When someone hits a wall, feels stuck in the mundane, or starts to lose momentum—you’ll have the insight to remind them why they’re here and why their work matters.
Because when your people know what drives you—and you know what drives them—that’s when leadership drives real impact.
Thanks for reading,
MT