Alright – so today we’ve got the honor of introducing you to Jeff Jewell. We think you’ll enjoy our conversation, we’ve shared it below.

Jeff, thanks for taking the time to share your stories with us today Let’s talk legacy – what sort of legacy do you hope to build?

The last few years I have started thinking a bit more about the legacy I will leave behind. I am not a person that cares to have my name on a building or an award named after me. Maya Angelou said it best, “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.” This quote is the best way to describe the legacy I hope to leave.

I became a leadership coach and advisor after three decades of building my career so that I can work with other leaders to help them meet their career and life goals. When our time together is done and they feel it has been time well spent with someone who understands and supports them, then I will see it as a job well done.

Whether it is with clients, with friends and family, or with a stranger, I see my legacy being built by every interaction I have with another person.

Jeff, love having you share your insights with us. Before we ask you more questions, maybe you can take a moment to introduce yourself to our readers who might have missed our earlier conversations?

An experienced professional in finance with a diverse background in various roles and leadership positions with a strong track record of delivering exceptional results and leading successful teams. I have a deep understanding of the financial services sector and know how to identify strategic opportunities and implement solutions that drive business growth.

As an executive coach, I partner with dedicated leaders in various industries who are ready to overcome the internal barriers holding them back from their full potential, including the challenges of imposter syndrome. Many of the leaders I work with are accomplished professionals and small business owners who, despite their achievements, privately question their capabilities, fear being “exposed,” or feel the pressure to maintain a confident front in the face of uncertainty.

With 25 years of leadership and business experience, I blend coaching and strategic advising to help leaders transform self-doubt into authentic confidence and heightened performance. My approach empowers clients to tackle imposter syndrome head-on while addressing the complex demands of leadership and business growth.

The leaders I work with achieve transformative results: they become more decisive leaders, experience less stress around pivotal decisions, strengthen their leadership presence, and embrace their roles with genuine confidence. By leveraging their unique strengths and building resilience, they develop a leadership style rooted in authenticity rather than perfectionism.

How do you keep your team’s morale high?

I have been a leader for over 25 years. When I first became a leader I had no idea what leadership meant, but I didn’t think it was going to be for me. Leading people is extremely complex and it can be very difficult. Also, every situation is unique. However, there are a few things I have found to be essential to creating a high level of engagement and morale.

1) Vulnerability – This doesn’t mean you tell your team everything. It does mean you don’t have to have all of the answers and you don’t have to pretend everything is great when they all know it is not. Let them know if you are unsure and feel like things are hard when they are feeling the same. Then, and this is the key, move forward. Work together to find solutions and make things better. Working through a hard situation together will build morale and bond the team.

2) Really Listen to Your Team – This doesn’t mean nodding your head while you are on your phone or laptop. It also doesn’t mean you have to agree with everything that is said. This means being present in the conversation. This means seeking first to understand. Asking questions is a great way to do this. If your team is heard and seen, even if you disagree with them, they will appreciate this and it will lead to better morale.

3) Be Kind, not Nice – Nice is telling someone they did a good job on the presentation, even when they didn’t. Kind it letting them know they could have done better in certain areas and that you believe in their ability to improve. Too many leaders think being nice is the way to go. Frankly, if you are not telling someone a hard truth when they need to hear it, you aren’t being nice. It will only hurt them and the team in the long run. When a leader has a reputation of giving honest feedback in a kind way it builds trust. It creates a team culture that does the same and improves morale.

Can you tell us about what’s worked well for you in terms of growing your clientele?

Working with a leadership coach is a difficult decision for a lot of people to make. Some people have not been exposed to coaching and don’t have a great feel for how a coach can help them. Others have had bad experiences and are very hesitant to work with another coach. Regardless of a person’s situation, for a coaching relationship to work each person has to feel like it is the right fit. Because of that, I will often times have 2-3 coaching sessions with clients before signing them to an engagement. While this may seem like I am giving away the product for free, every time I have done this and found it to be a good fit it has led to a long-term engagement.

Contact Info:

• Website: https://jeffjewellconsulting.com/
• Instagram: https://www.instagram.com/jeffjewellconsulting/
• Linkedin: https://www.linkedin.com/in/jeff-jewell-13a85a53/
• Other: https://www.linkedin.com/company/jeff-jewell-consulting – LI business profile