Focus on What Matters Most as You Plan for 2026 and Beyond

It’s Never Too Late to Plan for 2026 and Beyond (Part 3)

Welcome to another part of our gentle, practical Wednesday series — a space created to help you build a thriving future in your career and business, one kind and consistent step at a time.

This series is for you whether you’re relaunching after a setback, scaling what already works, or quietly pivoting toward something truer. Over the coming Wednesdays, we’ll walk through a proven planning rhythm:
clarify what you want, choose fewer priorities, and take small steps that compound.

Each week blends reflection with action, so you always know what to think about — and what to do next.

If you’d like personalized support at any point, you can explore the resources at www.petergourri.com or book a complimentary planning session here: https://calendly.com/petergourri-coaching/success

Choose Your Big Four

Overwhelm isn’t a personal failing; it’s simply a mismatch between your capacity and your commitments. When too many projects compete for your attention, everything feels urgent — and nothing meaningfully moves.

Focus is a kindness.
By intentionally limiting your active projects, you increase the likelihood that any of them will truly be completed and yield the results you want.

Try This Gentle Planning Practice

Step 1: List every project tugging at your attention.
Don’t censor yourself; capture everything currently occupying your mind.

Step 2: Circle no more than four projects for the next 90 days.
These become your Big Four — the projects you’ll actively move forward.

Step 3: Move everything else to a “later” list.
You won’t lose them; you’ll simply review them monthly to see what’s still relevant.

Step 4: Give each active project a clear name and concise promise.
This ensures you know exactly what “done” looks like.

Example:

• Project Name: Refresh Client Onboarding

• Project Promise: Clients understand next steps within 10 minutes of signing.

Naming the promise helps you stay anchored in outcomes, not just tasks.

This Week’s Micro-Action (5–15 Minutes)

Block a weekly 20-minute review session to protect your Big Four from scope creep.
This single habit will keep your priorities stable and your progress steady, even on busy weeks.

Set the appointment. Honor it. Adjust gently as needed — the consistency matters more than the duration.

Want a One-Page Project Design Sheet?

If you’d like a simple template to structure each of your Big Four projects, you can download a one-page Project Design sheet at www.petergourri.com.

Your future is built one clear choice, one aligned priority, and one small weekly action at a time. You’re not behind. You’re right on time.

Borrow Clarity from Your Future Self

It’s Never Too Late to Plan for 2026 and Beyond (Part 4)

This week continues our gentle, practical Wednesday series—created to help you build a thriving future for your career and business, one kind and consistent step at a time.

It’s never too late to plan your next season. Whether you’re relaunching after a setback, scaling what already works, or quietly pivoting toward something truer, the path forward becomes lighter when you move through it with intention. Over the coming Wednesdays, I’ll guide you through a calm, proven planning rhythm: clarify what you want, choose fewer priorities, and take small steps that compound.

This series blends reflection with action, so you always know what to think about—and what to do next.

If you’d like personal support at any point, explore the resources at www.petergourri.com or book a complimentary planning session here:
https://calendly.com/petergourri-coaching/success

Write Your Future-You Letter

When the path ahead feels foggy, you don’t need to wait for clarity—you can borrow it.
Imagining the version of you who has already done the work—the November 2026 you—can unlock courage, direction, and a deep sense of possibility.

This practice helps you step into certainty before it arrives.

This Week’s Practice

Set a 15-minute timer and write a letter from your future self, the you of November 2026.

In your letter, describe:

• What you built—in your business, career, or personal systems

• What you stopped doing—habits, commitments, or constraints you released

• What support you gathered—mentors, tools, relationships, or processes

• Specific wins—financial, operational, and personal

Then close with three sentences of advice from future-you to present-you.
These words often become the anchor you return to throughout the year.

This Week’s Micro-Action (5–15 minutes)

Read your letter out loud.
Notice how your posture, tone, and breathing shift. That sensation is your body agreeing with the vision—it recognizes the truth in it before your mind does.

If you’d like prompts to support this exercise, you can request them at www.petergourri.com.

Your future self is already rooting for you. Let’s build toward them, one Wednesday at a time.

Clarify What “Success” Really Means for Your Next Season

It’s Never Too Late to Plan for 2026 and Beyond (Part 2)

It’s never too late to plan your future—whether you’re relaunching after a setback, scaling what already works, or quietly pivoting toward something more authentic.

As many people reach the end of a busy year or step into a new one, a common feeling emerges: I know I want things to be better…but I’m not sure what “better” actually looks like.

Speed without clarity leads to wheel-spinning. But when you define success in a way that feels humane, grounded, and aligned with your life, your efforts have direction. You know where you're heading. You know what matters. You know what to say yes to—and what to release.

This series continues with a simple but transformative step: clarifying what success means for you in the season ahead.

What You’ll Find in Each Issue

Every part of this series offers:

• A short reflection to anchor your thinking

• A simple practice you can complete with intention

• One tiny action you can take immediately

At any point, you can explore additional resources at www.petergourri.com.

Clarify What “Success” Means for You

Success isn’t just about outcomes—it’s about how you experience your work and life on the way there.

When you define success clearly, you reduce decision fatigue, increase alignment, and create a filter for your energy, time, and focus. You stop sprinting without direction and begin moving with purpose.

This week, we set aside the external noise and craft a definition of success that belongs to you.

This Week’s Practice

Write a short definition of success for the next 90 days that includes both:

1. The outcomes you want

• Revenue, client numbers, key milestones, visibility, or progress in your business or career.

2. The experience you want

• How you want your workload to feel

• What boundaries you want to honor

• What pace you want to maintain

• How you want to show up in your leadership, creativity, or well-being

Then, choose two to three signals that show you’re on track. Examples:

• Conversations booked

• Proposals sent

• Offers accepted

• Customer feedback received

• Lead time reduced

• Energy levels stabilized

• Consistency maintained

Signals keep your vision grounded and measurable without being rigid or overwhelming.

This Week’s Micro-Action (5–15 Minutes)

Place your signals somewhere you’ll see them every week—at the top of your to-do list, inside your planner, or as a small note on your digital calendar.

This quiet reminder helps you steer your week with clarity rather than urgency.

Closing Reflection

When you take the time to define what success looks and feels like, you give your future a shape your current self can work toward. You create a soft but steady framework—one that supports momentum without sacrificing well-being.

Remember: clarity isn’t a luxury. It’s a form of self-support.

By naming what matters now, you make it far easier to build the next season of your career, business, or life with intention.

One thoughtful definition today can reshape the next 90 days—and possibly the next chapter of your work entirely.

Remembering, Reflecting, and Replanting: A Rotary Moment for Veterans Day

I had the privilege of speaking at the Rotary Club of Raleigh with my friend and fellow Rotarian, Colonel Kirk Warner (US Army Ret’d) of Smith Anderson Attorneys.

Together, we explored the shared purpose behind Remembrance Day and Veterans Day — honouring those who served, those who sacrificed, and those who continue to inspire through their example.

My presentation focused on The Unknown Soldier, whose story remains one of history’s most powerful acts of empathy. In 1916, Chaplain David Railton found himself haunted by the question:

“What can I do to ease the pain of father, mother, brother, sister, sweetheart, wife, and friend?”

His answer was simple but profound: to return one unidentified soldier to Britain, so every grieving family could have a place to mourn. The Unknown Warrior, buried in Westminster Abbey on 11 November 1920, became a symbol for all nations — a silent reminder that courage has no name, and gratitude no borders.

From that single tomb, the idea spread worldwide — to Paris, Arlington, Rome, Athens, Ottawa, and Canberra — each a space for reflection, each a commitment that we will remember them.

For me, remembrance is deeply personal. My Greek Cypriot grandfather served in Salonika in WWI; my Irish grandfather fought fires during the Blitz; my great uncles served across continents — two resting still in Flanders Fields. My own journey later led me to serve with the Royal Air Force Volunteer Reserve (Training Branch).

These family ties keep remembrance grounded. It’s not abstract. It’s legacy, duty, and love for country intertwined.

I want to extend my thanks to Doug Kline and Eddie Coleman of NC Capital Group for attending today in support, to Jennifer Rodriguez, Paul Watson, and Lindsay Baker for capturing such meaningful moments, and to Harrison Turner, Linda Moynihan, and Colonel Kirk Warner for embodying what Rotary stands for — Service Above Self.

Our service continues through the Oak City Tree Campaign, part of the Trees for Raleigh initiative. On Veterans Day — November 11, 2025 — an oak tree will be planted in the Veterans section of Historic Oakwood Cemetery as a living tribute to those who served.

The oak tree, strong and enduring, mirrors the resilience of those it honours. Each tree planted in Raleigh stands not only for remembrance but for renewal — a sign that the values we cherish can take root again and again, generation after generation.

Remembrance teaches us that leadership is not about rank or recognition; it’s about service, humility, and continuity. That’s true in the forces, in Rotary, and in business leadership alike.

To explore my work in coaching and consulting for professionals, leaders, and law firms across the US and UK, visit www.petergourri.com.

It’s Never Too Late to Plan for What’s Next

Why It’s Never Too Late to Plan Your Future

No matter where you are in your journey, it’s never too late to begin again—whether you’re relaunching after a setback, scaling what already works, or quietly pivoting toward something truer.

Many professionals and business owners reach a season where reflection feels necessary—often toward the end of a busy year or the start of a new one. This is the perfect time to pause, take stock, and create a plan that feels both achievable and aligned.

Over the coming weeks, this series will walk you through a calm, proven rhythm for planning your next chapter:

• Clarify what you truly want

• Choose fewer, more meaningful priorities

• Take small steps that compound over time

This approach blends reflection with action, helping you know exactly what to think about and what to do next. Consider it your midweek reset—a quiet space to realign with your goals and build momentum in a sustainable way.

What to Expect from the Series

Each issue includes:

• A short reflection to shift your mindset

• A simple practice to help you plan with clarity

• One tiny action you can take right away

If you’d like more personalized support at any point, explore free planning resources at www.petergourri.com or book a complimentary planning session here.

Start Where You Stand

Every effective plan begins in the same place: here—today.
Not when things feel calmer. Not when you’re more confident. You start where you are, with what you have.

The first step is to lower the threshold for progress so that action feels safe and doable. Momentum doesn’t come from pressure—it comes from movement. When you begin with kindness, you’ll always go further.

This initial reflection is about naming a near-term direction and creating just enough structure to take your first small step.

This Week’s Practice

Write one clear sentence that captures a meaningful outcome you’d like to achieve within the next few months. For example:

• “I will have five retained clients in my new practice area.”

• “I will present a promotion case that I’m proud of.”

Then, choose two 30-minute blocks in your calendar this week and label them Future-building block. Treat them as sacred time—dedicated to your growth and the next version of your work or business.

This Week’s Micro-Action (5–15 minutes)

List three small actions you could complete during those future-building blocks. Keep them simple and finishable in one sitting, such as:

• Identify five warm contacts

• Draft a one-paragraph service offer

• Outline a new portfolio piece

Tiny actions lead to traction. You’ll move from intention to momentum without the weight of perfectionism or pressure.

Closing Reflection

Planning your future isn’t about predicting every turn—it’s about creating enough clarity to take the next right step. Progress begins when you choose presence over pressure and consistency over urgency.

Whether you’re planning a new season of your business, a fresh career direction, or simply a steadier rhythm in life, remember this: every small act of planning is an act of hope.

So, take a breath. Choose one small thing. Start where you stand—and trust that your next step will lead you exactly where you need to go.

Fear: The Real Monster in Business and Life 👻

Halloween is a night for masks, monsters, and make-believe fears. But for professionals and leaders, fear is an everyday companion. It’s not in the shadows — it’s sitting in the meeting room with you.

Fear of failure. Fear of success. Fear of what others might think.

Most people believe that confidence comes from banishing fear. The truth is the opposite. Confidence is built through fear — one uncomfortable decision at a time.

Peter Gourri, executive coach and former lawyer, reflects: “For years, I was scared of getting it wrong — of letting people down. But fear never stopped me. It became the signal that I was doing something important.”

Fear is part of leadership. It fuels growth, innovation, and resilience — if you know how to work with it. Leaders who avoid fear limit their progress. Those who lean into it often discover their most transformative breakthroughs.

As Peter often tells clients, “Fear is feedback. It means you’re stepping toward something that matters.”

This Halloween, rather than celebrating fictional ghosts, consider the real ones — the “what ifs” that haunt ambition.

Here’s the good news: they lose their power the moment you act.

So yes, be scared. Try anyway. Fail forward. Laugh when it doesn’t go to plan. Then try again.

The courage to keep moving is the truest kind of magic.

🎃 Book a meeting to learn how coaching can help you turn fear into fuel, in business, leadership, and life.

 #lawyers #attorneysatlaw #executivecoaching #leadershipdevelopment #pgcc #fearlessleadership #halloween2025

When Generosity Backfires: A Reflection on Value, Boundaries & Kindness

A few weeks ago, I made a generous offer to three individuals—small business operators I genuinely wanted to support. I proposed a reduced fee structure for six months, after which my full rate would apply. 

I believed in them. I was kind, thoughtful—and I thought, helpful. 

Two never responded. One said they might reach out later. The third replied—after a reminder—to say they couldn’t work with me because I came across as “desperate.” 

At first, I was offended. I run a full practice. My clients succeed. I don’t need to discount—I chose to because I believe in supporting others. 

I explained this to them. They apologized. I was gracious. But I haven’t heard back. 

And maybe… that’s the lesson. 

Perhaps I never should have offered the discount. 

Because supporting someone isn’t the same as undervaluing yourself. 

Kindness isn’t weakness. And boundaries are not barriers—they’re anchors. 

Every client I’ve worked with (except one, years ago) has found success. That’s no accident. That’s the power of expert, values-led coaching. 

So here’s the message I want to leave with you: 

✅ Be kind—but don’t diminish your value. 

✅ Help where you can—but make sure it helps them, not just soothes guilt. 

✅ Know your worth—and never be afraid to stand in it. 

If you’re wrestling with this balance, you’re not alone. If this story resonates, please share it. 

👉 www.petergourri.com 

#lawyersofgoogle #attorneysatlaw #executivecoaching #leadershipinsight #coachingvalues #knowyourvalue #pgcc #petergourri 

How to Lead an All-Hands Meeting After Bad News: A Blueprint for Clarity and Trust

When you’re about to lose it, BUFCA helps you lead instead.

When bad news hits—restructuring, layoffs, leadership exits, financial setbacks—your people don’t just need information. They need leadership.

When bad news hits—restructuring, layoffs, leadership exits, financial setbacks—your people don’t just need information. They need leadership. 

An all-hands meeting isn’t a formality. It’s a cultural reset. And how you show up in that moment defines how your organisation will respond in the days, weeks, and months ahead. 

As an executive coach working with lawyers, executives, and business owners across the UK and USA, I’ve helped leaders prepare for these pivotal conversations. Here’s how to do it right: 

1. Anchor the Message 

Start with a clear, simple narrative: 

• What happened? 

• Why did it happen? 

• Where are we headed next? 

People need to understand the logic of what’s happened—not just the emotion. When the message is muddled, confusion festers. When it’s clear, even hard truths land with greater dignity. 

2. Acknowledge Reality—But Don’t Dwell There 

Naming what’s difficult shows humanity. But good leadership doesn’t get stuck in despair. Acknowledge the emotional toll and business impact, then pivot to possibility. 

“This is tough” can coexist with “We’ll get through it.” 

3. Show What Comes Next 

People want to know: Does my work still matter? Is there a plan? Frame the future with practical action, linked to purpose. Be honest, specific, and hopeful—but avoid spin. 

Your team doesn’t want perfection—they want credibility. 

4. Make It Human 

After the slides end, the real work begins. Be available. Invite questions. Listen deeply. Follow up. And pay attention to those hit hardest by the change—they’re your culture’s early warning system. 

If you’re facing this moment, don’t go in unprepared. 

At www.petergourri.com, I help leaders craft authentic messaging, build trust under pressure, and lead all-hands that move people forward. 

How Shall We Then Live! In Business? Skepticism, Realism, and Defiance in Leadership

How Shall We Then Live—In Business? Skepticism, Realism, and Defiance in Leadership

The question “How shall we then live?” is one of the oldest in philosophy. But for today’s lawyers, executives, and business owners, it has a sharp corporate edge: how should we lead in times of uncertainty?

At PGCC, I believe three stances form a compass for modern leadership: Skepticism. Realism. Defiance.

🔍 Skepticism: Healthy Doubt as Strategy

Skepticism in business isn’t cynicism—it’s disciplined inquiry. Strong leaders don’t blindly trust KPIs, forecasts, or industry hype. Instead, they ask: What assumptions are hiding here? Where are the blind spots? Healthy skepticism protects against groupthink and makes space for better decisions.

 🌍 Realism: Facing Facts Without Illusion

Realism is clarity. It’s the ability to acknowledge market realities, team limitations, or regulatory constraints without denial. Realism doesn’t weaken strategy; it strengthens it. By grounding ambition in truth, realist leaders build credibility and inspire confidence, because people trust leaders who face facts.

🔥 Defiance: The Courage to Hold the Line

Defiance is courage in action. It’s refusing to sacrifice values for convenience. Whether it’s saying no to unethical clients, resisting toxic short-termism, or protecting culture, defiance safeguards integrity. Defiant leaders become trusted guardians of what truly matters.

The Leadership Equation

• Skepticism sharpens thinking.

• Realism grounds strategy.

• Defiance safeguards integrity.

Together, these qualities are not survival tactics—they are what set leaders apart. In disruption, leaders who weave them together create organizations that endure, inspire, and succeed.

 📌 Ready to explore how these qualities can shape your leadership journey?

Book a discovery session with me here: https://calendly.com/petergourri-coaching/success.

Please share this article if it could help others in your network.

The Road to Success, Abundance, and Fulfillment

The Road to Success, Abundance, and Fulfillment

This morning I listened to a sermon at my church, and it struck me how many timeless lessons from scripture apply directly to our lives—no matter what faith or belief system you hold.

The pastor shared four simple but powerful truths:

• Expect suffering

• Embrace judgment

• Be broken

• Be confident

As I reflected, I realised this isn’t just a spiritual lesson—it’s also the road to success, abundance, and fulfillment.

I’m 55 years old, and I’ve been working since I was 10 years old in my parents’ business. At 14, I took on part-time work for someone else, and by 17, I was working full-time while attending night classes at college. Eventually, I became a lawyer and was fortunate enough to build a very successful career. But here’s the truth: I wasn’t fulfilled.

Fulfillment came later—and it didn’t come easily. It came through suffering loss, facing judgment (often from people who had no right to judge but did so anyway), and being broken. That part wasn’t fun. But what I found on the other side was confidence—true confidence rooted not in money, titles, or status, but in resilience, perspective, and a deeper understanding of myself.

This is what I help others with today. I guide people through these same challenges—helping them see meaning in the hard times, rebuild from brokenness, and discover the confidence to live life fully.

If this resonates with you, let’s have a conversation. You never know—you might just change your life.

👉 Learn more at www.petergourri.com

Please share this with someone who may need it today.

Tired of Vague Feedback? Here’s How to Get Clarity from Your Boss

“Be more strategic.” 

“Push for innovation.” 

“Lead with impact.”

You’ve probably heard phrases like these. They sound impressive—but they don’t tell you what to do differently. And the higher up you go, the more ambiguous the feedback becomes. 

In my executive coaching work with lawyers, executives, and business owners, vague feedback is one of the biggest barriers to growth. Here’s how to get the insight you actually need: 

1. Ask Specific Questions 

Generic prompts like “Do you have any feedback?” often lead to bland answers. Instead, try: 

• “What’s one thing I could’ve improved in that presentation?” 

• “Was my response to the CEO’s concerns clear and aligned with our goals?” 

2. Link Feedback to Your Goals 

Don’t assume your boss knows what you’re working on. Let them in. Say, “I’m focusing on strengthening cross-functional leadership. Could you share one thing I might do differently next time?” This makes feedback more relevant and easier to apply. 

3. Offer Clear Choices 

If you’re facing vague direction, force a decision. For example: 

• “Should I take the lead or delegate this?” 

• “Do you want this resolved by Friday, or is next week better?” 

Giving options helps your manager clarify their expectations. 

4. Observe Non-Verbal Cues 

Sometimes the real feedback is in what isn’t said. Pay attention to tone, posture, and timing. If your boss seems hesitant, check in: “I sensed a bit of hesitation—should we explore that further?” 

5. Explain Why Clarity Matters 

It’s okay to ask for better input. Say: 

• “Examples help me apply your feedback more effectively.” 

• “If the direction is too broad, I might focus on the wrong things.” 

Your boss may not realise how their communication lands—until you reflect it back. 

At Peter Gourri Coaching, I help professionals refine how they ask for feedback, not just how they receive it. When you take ownership of the conversation, you gain the clarity you need to lead with impact. 

📅 Want to learn how to have better feedback conversations? Book a coaching session 

Burnout in the Legal Profession: A Silent Epidemic We Can No Longer Ignore!

Burnout in the Legal Profession: A Silent Epidemic We Can No Longer Ignore

I worked as a litigator in the legal profession for nearly 30 years. During that time, I had my fair share of moments when I felt burnt out—but I just kept going. It wasn’t a particularly healthy approach.

But one moment stays with me.

I was in the car with a barrister I deeply respected—professionally brilliant and personally grounded. During the journey, they broke down in tears. They couldn’t take any more.

This wasn’t someone weak. This was someone strong, competent, and focused. But like so many in our field, the weight had become unbearable.

Burnout is real. And in law, it’s a silent epidemic.

One in four legal professionals now reports clinical depression. The long hours, the constant pressure, the fear of showing vulnerability—it takes a toll.

At www.petergourri.com, I coach lawyers, executives, and legal business owners across the UK and US to reclaim energy, purpose, and clarity—without walking away from the profession they’ve worked so hard to build.

I offer:

• One-to-one coaching for burnout recovery

• Team training to foster healthy legal cultures

• Leadership development focused on sustainability

• Strategy sessions to realign your practice with your values

 This epidemic isn’t just emotional—it’s systemic. But you don’t have to do it alone.

 If this resonates with you—or could help someone in your world—please share it. It might be the lifeline they didn’t know they needed.

 #lawyersoflinkedin #attorneysatlaw #burnoutrecovery #mentalhealthinlaw #legalprofession #executivecoaching #pgcc #petergourri

Leadership Under Fire: When You Feel Like Going Full Capone

When you’re about to lose it, BUFCA helps you lead instead.

“Leadership Under Fire: When You Feel Like Going Full Capone”

 “I want him DEAD! I want his house burned to the GROUND!”

— Al Capone, The Untouchables

 That scene is iconic — and exaggerated, and my client didn’t say it, but it sounds more dramatic, right? But let’s be honest: if you’re in a leadership role, you’ve probably felt a version of that firestorm when something critical goes wrong.

A CEO client of mine recently experienced that moment. A repeated error led to a financial loss. He was furious and ready to terminate the employee immediately.

But here’s the twist — this time, the problem wasn’t the employee. It was a system failure.

In that high-pressure moment, I drew on a tool I was first introduced to during my ICF coach training with Accomplishment Coaching. It’s called BUFCA — and it has become a cornerstone of how I help leaders think and lead under pressure:

🔹 B = Breakdown – What went wrong? What shouldn’t have happened?

🔹 U = Upset – What’s the emotional impact? What’s alive in you?

🔹 F = Facts – Strip away story and judgment. What’s objectively true?

🔹 C = Commitment – What are you really committed to in this situation?

🔹 A = Action – What’s the next step that aligns with your commitment?

BUFCA helped this CEO take a breath, reframe the issue, and ultimately avoid making a decision he would’ve regretted.

🔥 Leadership doesn’t mean not feeling the heat. It means learning how to move through it with clarity.

 🧭 Learn more about how I help business leaders across the USA and UK lead with perspective, courage, and precision at: www.petergourri.com

 📨 If this helped, share it with someone navigating leadership under pressure.

 #BUFCA #executivecoaching #accomplishmentcoaching #lawyersofgoogle #attorneysatlaw #pgcc #SuccessStartsInside

Wisdom from the Most Unexpected Place: A Lesson from Resident Alien

In a recent episode of Resident Alien, we witnessed something completely unexpected: a flash of profound insight from Harry Vanderspeigle, the usually self-centered, socially awkward, and clueless alien who rarely contributes anything truly helpful.

Yet in a moment that stunned even Asta Twelvetrees, he said something that stopped us in our tracks:

🌱 “You are both a failure and a success. The difference is which voice you listen to.”

Simple. Deep. And entirely true.

We often think insight must come from polished mentors or proven leaders. But sometimes, it arrives in the unlikeliest of places. The truth is, we all have that duality within us, especially those navigating high-stakes environments such as law, business, or leadership.

The inner critic is always ready to point out the failures. But there’s another voice—the one that remembers what you’ve survived, adapted to, and overcome.

As an executive coach, I see this truth play out with clients across the US and UK every day: your past doesn’t define your potential. The version of you who has already navigated a challenge? Let that version lead now.

Explore coaching that meets you exactly where you are—at www.petergourri.com.

And if Harry Vanderspeigle’s moment made you pause, too, share this post. Someone else may need to hear it today.

#ResidentAlien #Resilience #ExecutiveCoaching #SelfLeadership #GrowthMindset #SuccessStartsInside #pgcc #petergourri

When Leadership Scandals Go Viral—The Human Cost Is Greater Than We Admit

When Leadership Scandals Go Viral—The Human Cost Is Greater Than We Admit

By Peter Gourri | Executive Coach | www.petergourri.com

You won’t see the photo here.

It has been broadcast, meme-ified, and replayed over 62 million times. It doesn’t need my help spreading further.

This isn’t commentary—it’s a boundary.

Recirculating the image now feels like a perverse form of voyeurism, not insight. And we must be better than that.

What happened: Astronomer’s CEO, Andy Byron, was caught on a kiss-cam at a Coldplay concert with his Chief People Officer. Both are married to others. The clip went viral. He’s since resigned.

What’s really happening:

Spouses were blindsided.

Children became involuntary witnesses to adult humiliation.

An HR department, meant to safeguard culture, is now at the epicentre of a breach of trust.

Employees are left reeling.

The entire organisation is asking: What do we stand for now?

This is a crisis—but it’s also a mirror.

It reveals the truth that leadership is public, whether you like it or not. Human mess and executive responsibility cannot be separated in a values-based culture.

As an executive coach working with lawyers, founders, and senior leaders across the UK and the US, here’s what I guide clients through in these moments:

🔹 Protect those in the shadows. The families. The silent colleagues. The people who didn’t choose the spotlight but are suffering in it.

🔹 Stop recycling trauma. Don’t repost. Don’t perform empathy for clicks. Lead with dignity.

🔹 Respond with candour and compassion. Clarity is powerful when delivered with care.

🔹 Repair trust from the inside out. A policy change won’t undo betrayal. Culture repair must start with human connection.

🔹 Anchor leadership in values. What you tolerate today becomes your reputation tomorrow.

This scandal isn’t just a headline—it’s a cautionary tale. If your firm, board, or leadership team is grappling with crisis or cultural trust issues, I can help you lead through it—quietly, professionally, and with integrity.

If this perspective might help someone else, please share it.

#pgcc #executivecoaching #valuesbasedleadership #reputationmanagement #humanleadership #lawyersofgoogle #attorneysatlaw #petergourri #coldplay

The Real Cost of Undercharging: It’s Not About the Money - It’s About Your Visibility

The Real Cost of Undercharging: It’s Not About the Money—It’s About Your Visibility

Many of the brilliant professionals I work with—lawyers, executives, and business owners- aren’t being held back by skill, strategy, or work ethic. They’re being held back by something far subtler: undercharging.

It doesn’t matter whether you’re running a firm, scaling a business, or stepping into your next leadership role. If you’re shrinking to fit—delivering too much for too little, overexplaining your value, or letting unclear messaging stand in the way—you’re not just undervaluing your service. You’re keeping yourself invisible.

This isn’t just about rates. It’s about mindset, structure, and the subtle self-sabotage that keeps high performers stuck:

🔹 You’re amazing at what you do, but your method only exists in your head. That’s not scalable. Codify it. Own it. Protect it.

🔹 You’re communicating through jargon or fluff. Speak in real language. If your clients can’t see themselves in your message, they won’t lean in.

🔹 You’re pricing for approval, not positioning. Your fees send a message. If you want to attract high-impact clients, align your pricing with the transformation you deliver.

Actual growth doesn’t mean chasing trends or becoming a content machine. It’s about defining success on your terms—and stepping into a business model that reflects your full value.

Playing big isn’t about working more. It’s about being brave enough to simplify, humanize, and claim space in your market with clarity and confidence.

If this strikes a chord, ask yourself:

Where am I still undervaluing my voice, my method, or my message… when the next version of my business is asking me to take up more space?

You didn’t build all of this to stay small.

🔗 Ready to shift into a model that honours your expertise and scales sustainably? Let’s talk. Book a call here

#executivecoaching #lawyersoflinkedin #growthmindset #pgcc #successstartshere #valueyourwork #scaleyourimpact #petergourri

HAPPY INDEPENDENCE DAY

What the Fourth of July Can Teach Us About Leadership Today

 “We hold these truths to be self-evident…”

With those words, 56 individuals signed a document in 1776 that would change the course of history—the United States Declaration of Independence. They weren’t all alike. Some were lawyers, others were merchants, farmers, or scholars. But they shared a vision of freedom—freedom from tyranny, yes, but also the freedom to build something new.

As we mark July 4th, it’s easy to focus on fireworks and food. But there’s something deeper we can take away—especially for those of us in leadership roles.

The founding of the United States was a masterclass in:

·       Courageous decision-making

·       Visionary leadership under pressure

·       Negotiation amidst difference

·       Commitment to shared purpose

Today, leaders in law, business, and beyond face a different kind of pressure: constant change, rapid demands, and high expectations. But the principles still apply.

So I’ll ask:

What do you want to declare independence from this year?

→ Fear-based leadership

→ Saying “yes” to everything

→ The myth that you must go it alone

Freedom isn’t about doing it all. It’s about doing what matters—purposefully, clearly, and with integrity.

As an executive coach, I work with professionals in the UK and USA who are ready to lead boldly—just like those who signed that revolutionary declaration 248 years ago.

So today, as we celebrate America’s founding, let’s also ask:

How do we lead with the same clarity and courage in our own roles?

🎇 Happy Independence Day to my clients, colleagues, and friends across the U.S.

And if this post resonates, or could help someone in your network—please share it.

What D-Day Still Teaches Us About Leadership Under Fire

At 12:16 a.m. French time on June 6, 1944, British glider troops began landing in Normandy. It was the opening act of the largest seaborne invasion in history—the beginning of the end of Nazi tyranny.

Nearly 160,000 Allied troops landed that day. Among them were men like Mr. Arthur Middleton, a British infantryman who landed in the first wave on Juno Beach. I was privileged to hear his story firsthand. With a faraway look and pain in his eyes, he described how friends fell beside him—some to enemy fire, others crushed by the tragic momentum of Allied tanks that couldn’t stop on the bloodied sands.

D-Day isn’t just history. It’s a masterclass in what leadership really means:

– Having clarity of mission in chaos

– Trusting your team with your life

– Taking responsibility even when the risk is overwhelming

As an executive coach and former officer, I see this mirrored in the modern workplace—not in war zones, but in boardrooms, courtrooms, and crisis meetings. Great leaders don’t wait for perfect conditions. They act with courage, conviction, and care—often without knowing the outcome.

This week, as we honour those who led on D-Day, I invite you to reflect:

     •           Where in your life are you being called to lead?

     •           Are you clear on your mission?

     •           Are you building the kind of trust that endures under pressure?

 If you’re ready to lead with greater purpose and resilience, I support lawyers, executives, and business owners across the UK and the US through tailored executive coaching.

 Learn more by having a complimentary conversation.

Overcome Your Fear of Public Speaking: 11 Tools You Were Never Taught in School

For years, I dreaded public speaking. 

My heart raced. My face flushed. I’d get embarrassed about being embarrassed. 

So I avoided it—until I realised that the real shift wasn’t in my voice. It was in my focus. I stopped worrying about myself and started focusing on the audience. I’m there to serve them—not to prove myself. 

Now, I coach and speak professionally every week. Here’s what helped: 

 1. The 5-5-5 Rule 

 Scan 5 faces. Hold each gaze for 5 seconds. Repeat every 5 minutes to build connection. 

2. Power Pause 

 Pause for 3 seconds after delivering a key idea. Let your message land. 

3. The 3-Part Open 

 Hook them with a question. Share a relevant story. Then make a promise about what’s to come. 

4. Palm-Up Principle 

 Open palms convey trust. Avoid pointing—it can seem aggressive. 

5. The 90-Second Reset 

 Before you speak, breathe deeply for 90 seconds. It grounds your body and calms your mind. 

6. Rule of Three 

 Group information into threes. It’s how our brains process and remember best. 

7. 2-Minute Story Rule 

 Keep stories under two minutes. You’ll keep the room engaged and avoid losing attention. 

8. Lighthouse Method 

 Create “anchor points” in the room. Rotate your gaze naturally between them. 

9. Power Position 

 Stand with feet shoulder-width apart. Hands relaxed. This projects calm confidence. 

10. Callback Technique 

 Refer back to something you said earlier. Audiences love connection and narrative threads. 

11. The Rehearsal Truth 

 Rehearse your opening three times more than the rest. Nail the first 30 seconds, and you’ll likely nail the whole talk. 

Public speaking isn’t about performing. It’s about connecting. And like any leadership skill—it’s learnable. 

Coaching the Toxic Leader: What Most People Won’t Tell You

Let’s be honest: toxic leaders aren’t rare. They’re often sitting at the top of the org chart—smart, ambitious, driven… and deeply dysfunctional. 

Over the years, I’ve coached leaders who: 

• Alienate teams through narcissism 

• Drain energy with emotional highs and lows 

• Undermine progress through passive-aggression 

• Lead with logic but lack emotional presence 

These behaviors aren’t always malicious. They’re often patterns rooted in fear, trauma, and survival mechanisms. 

So, can these leaders change? Sometimes. But only when coaching is: 

✔ Structured 

✔ Empathic 

✔ Boundary-driven 

✔ Rooted in behavioral accountability 

For example: 

• A narcissist needs esteem—but also challenge, tactfully framed. 

• A manic-depressive needs structure and perspective from allies. 

• A passive-aggressive leader needs confrontation—without conflict. 

• An emotionally disconnected exec needs help linking physical symptoms to emotional cues. 

The job of an executive coach isn’t to diagnose—it’s to create a safe, honest space for reflection and behavior change. Coaching can’t replace therapy, but it can be a bridge to insight. 

With the right support, even the most difficult leaders can begin to shift. Not because they’re forced to—but because they’re finally understood.