I’m entering 2026 in a very different season.
This is my first January not leading a Customer Success team.
After nearly two decades in CS (and the last several years scaling CS as a VP), I’m stepping into my next chapter: leading CS RevSpeak full-time, working with CS leaders who want to scale strategy, team performance, and revenue impact.
It’s been equal parts exhilarating and uncomfortable. Because when your environment changes, your default habits get exposed.
There’s no more firefighting to hide behind.
No more Slack messages flooding your day.
No more back-to-back internal meetings that make you feel busy, but not necessarily effective.
So I’ve been asking myself the same questions I often ask my coaching clients:
“What kind of leader do I want to be in 2026?” “What’s the version of me that’s capable of doing my most meaningful work?”
And more importantly:
“What does that version of me do consistently even when it’s hard?”
Whether you’re running a team or redefining your own path, the new year is an incredible time to pause and reexamine how you want to show up.
Why Habits > Resolutions
Most people overestimate what they can do with a new plan. And underestimate the power of better rhythms.
Big changes aren’t usually the result of one big move. They’re built from better defaults.
Leadership isn’t about waking up one day and being more strategic, more influential, or more confident.
It’s about showing up that way consistently through better systems, clearer decisions, and stronger habits.
So if you’re ready to reset your rhythm this year, here are:
7 Habits for Leading With More Intention in 2026
1. Clarify Your Leadership Intent for the Year
I’m talking about how do you want to show up.
Ask yourself: “What kind of leader do I want to be this year?”
- Do you want to be the leader who scales systems?
- The one who advocates for CS at the exec table?
- The one who builds a culture of coaching?
Try this: Write your Leadership Intent Statement in one sentence. Example:
“In 2026, I want to be the leader who turns a reactive CS org into a proactive growth engine.”
2. Block Focus Time Weekly. No Exceptions.
Firefighting isn’t leadership. Set aside at least 1–2 hours per week to think strategically.
Try this: Add a recurring calendar block titled “Focus Time.” Use it to:
- Review progress against goals
- Reflect on your team’s health and engagement
- Design or refine a key process
It’s the highest ROI time you’ll spend.
3. Choose 1 System to Improve Each Month
Instead of vague “efficiency” goals, pick one process to tighten monthly.
Try this: January focus = onboarding
- Is it repeatable?
- Are handoffs clean?
- Can we track time-to-first-value?
Apply the same lens to renewals, QBRs, expansions, etc.
4. Build a 3‑Point Coaching Agenda for 1:1s
Make team development a habit.
Try this format in 1:1s:
- What’s a recent win we can unpack?
- What’s one area you want to stretch in?
- How can I support you this week?
Coach your team intentionally.
5. Build an Influence Map for Your Cross-Functional Work
Retention takes a village. Know who you need in your corner.
Try this: List:
- 3 people in Product
- 2 in Sales
- 2 in Marketing
- 2 in Support
Now: Who are your allies? Who do you need to build trust with?
Start early. Influence is built before you need it.
6. Decide What You’ll Say “No” To
Good strategy includes subtraction. You can’t do everything.
Try this: List 3 things you’ll de-prioritize this quarter (tasks, meetings, reports, habits) and communicate them to your team or peers.
Saying no creates space for better yeses.
7. Set a Monthly Leadership Retrospective
Sustainable growth comes from doing the right things consistently.
Try this: On the last Friday of each month, ask:
- What felt clear this month?
- What felt messy?
- What will I do differently next month?
This is how you lead with intention.
You don’t need to change everything this January.
But you do need to choose differently if you want a different result.
Not just a different strategy. But a different relationship with your time, your growth, and your leadership.
That’s the kind of work I love doing inside coaching.
So if 2026 is the year you want to: → Lead with more clarity → Operate with more intention → And build systems that scale without chaos…
🎯 I’d love to work with you.
We’ll dive into what’s working, what’s not, and explore whether 1:1 coaching is the right next step for your growth.