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A Wondering of Sorts

If our social media footprints became our legacy, what story would they tell about who we were — and how we loved?

I’ve had something on my mind lately that I am having difficulty articulating. However, I will use this blog post as an attempt to do just that. For some reason, I keep thinking about the story our presence on social media would tell if we were not here to share our lives with others. As society spends more time sharing thoughts, perspectives, and opinions on social media than they do connecting with others in person, will what we post, like, and comment on be more of our legacy than our actual lives? If so, what does that mean for many of us? I’m not sure what prompted this thought, but it’s been weighing heavily on my mind.

We all know it – including the irony of me posting my blog here and sharing it on social media channels – the algorithm creates an echo chamber that face-to-face interactions aren’t as easily subjected to. There is no “feed” for real life, you don’t get to pick what vendors you see when you go to a retail shop, you see them all, even if you only visit some. In person, liking and commenting are complemented by facial expressions, body language, and eye contact, which are essential nonverbal communication signals. So, if we spend more time expressing our values and beliefs via social media (posting, liking, commenting), what does that mean for our impact on others and the legacy we will leave when we depart this precious life?

I also keep thinking about the ratio of time spent on social media versus time spent with other people discussing the things that interest us, our most important values, and demonstrating what we say we believe. In some ways, it seems that social media makes it easy to take a stance, but living life requires you to prove it. There’s an old saying, “I can show you better than I can tell you,” that I think is worthy of considering at a time such as this. What are we showing the world, and what are our lives, digital or otherwise, telling the world about who we are as human beings?

Our legacies are no longer restricted to our friendships and acts of service. They will now also include our digital presence, whether our commentary or posts age well or not.

For me, these wonderings aren’t a call to abandon social media or even a judgment of those who use it to share their opinions and perspectives. However, it is a signal to me that I grow to be a better person when I spend more time connecting with others in real life. While digital connections have their place and purpose, it is eye-to-eye conversations that feed my heart and soul.

I pray that I never lose sight of that, so that my legacy lives louder and deeper in the hearts of others in its most authentic form, instead of just being another tick in some echo chamber algorithm.

If you read this far, thanks for reading.

Latoya

Leadership Energy Management

Dear Leaders,

For years, I’ve joked with my sisters that I live by a “minimum energy standard.” Translation: if it’s after 9:00 PM, I’m either asleep or deep into my wind-down routine. I guard my bedtime closely and often miss out on late-night conversations or shows—but I’ve learned that managing my energy is one of the most important parts of showing up as my best self each day. On rare occasions, I’ll stretch past 9:30 PM, but it’s never my norm. Leadership requires energy, and I’ve discovered that being intentional about how I protect and replenish mine makes all the difference.

So how can leaders manage their energy more effectively?

• Know your energy givers and drainers. Pay attention to which tasks, people, or environments refuel you—and which deplete you. Before you step into situations that demand a lot of energy, plan to walk in with a full tank. Build in time afterward to recharge.
• Create a routine that sustains you. My rhythm includes a 9:30 PM bedtime and a 5:30 AM wake-up. This gives me time to center myself, fit in a workout if I choose (always an energy booster), and ease into the day without rushing. Routines create consistency—and consistency fuels energy.
• Don’t overlook nutrition. Many leaders lean on coffee to jump-start the day. For years, I did too—until I stopped abruptly last April. Now, I start with sparkling water, and I’ve noticed it energizes me without the mid-afternoon crash. Small changes can shift your energy in big ways.

The energy we bring to our work is contagious. Whether it’s high or low, positive or negative, it shapes the climate around us. As leaders, we owe it to those we serve to bring our best energy—sometimes even at the cost of missing a late-night football game or show. Presence tomorrow matters more than entertainment today.

This week, pay attention to your energy. Identify what replenishes you, name what depletes you, and adjust with intention. Self-awareness in this area doesn’t just make us better leaders—it makes us better people. And as always, remember to lead with courage, heart, soul, and from the inside out.

Yours in Leadership,

Dr. Latoya Dixon

Building Bridges, Not Barriers

Dear Leaders,

One of the most crucial aspects of leadership is the ability to unite people around a shared purpose. Leaders break down silos, encourage collaboration, and create conditions that promote unity and togetherness. During difficult times—when it feels easier to pick sides than to find common ground—it becomes even more vital for leaders to act as bridge builders. Inspiring as it sounds, bringing people together is rarely simple. So, how do we approach the difficult work of uniting others?

• Focus on shared purpose. Instead of highlighting differences, lift up common goals. Phrases like “I think we’d both agree…” shift the tone of a conversation and remind people of what connects them rather than what divides them.
• Seek to understand, not override. Emphasizing shared purpose does not mean ignoring strong opinions. Authentic listening shows respect and ensures others don’t feel dismissed. Approach every perspective with curiosity, not defensiveness.
• Let emotions inform, not control. Emotions are natural responses—whether joy, frustration, or stress. Effective leaders use them as data points, not directives. By responding rather than reacting, we set the tone for steady, thoughtful decision-making.

Bringing people together to solve complex challenges isn’t easy, but it’s essential. Leaders who create the conditions for productive conversations, respectful debate, and collaborative problem-solving set a powerful example. They don’t choose sides or alienate groups. Instead, they remind everyone that we are one team, pursuing the same mission, and that our strength lies in collective wisdom and effort.

This week, I encourage you to practice being a bridge builder. Create spaces for dialogue, collaboration, and shared problem-solving. Show your team that unity—not individualism—is the true strength of leadership. And as always, lead with courage, heart, soul, and from the inside out.

Yours in Leadership,

Dr. Latoya Dixon

P.S. Need help planning for a bridge-building conversation? Check out my free Bridge Building tool under Resources!

The Quiet Power of Encouragement

Dear Leaders,

We’ve all experienced moments where a word of encouragement changed everything, moments when someone’s belief in us helped us push past doubt, try again, or take a leap we weren’t sure we were ready for. Encouragement is one of the most powerful tools we have as leaders, and yet, in the urgency of solving problems or achieving results, it’s easy to underestimate its importance. Recently, I reflected on the differences between encouragement and admonishment and reached this conclusion: Encouragement fosters progress. Admonishment points out problems. In our daily work to get things done, it’s easy to focus on completing our to-do list and overlook the opportunities we have to encourage others. As leaders, one of our main responsibilities is to build capacity in others, and encouragement can serve as the foundation for that. So why should leaders focus on encouraging others?

1. Encouragement builds trust. When people feel encouraged, they are more likely to take risks, admit mistakes, and try again. A simple, “You can do this,” can send a powerful message of belief in someone’s abilities. Encouragement strengthens effort, progress, and potential. When leaders genuinely encourage others, they focus on what is going well, which boosts inner motivation. This approach is key to inspiring others to persist through difficult tasks.
2. Encouragement builds a positive culture. When leaders center their communication around what’s possible rather than what can’t be done, they create a culture where others focus on success rather than complaints. Leaders who model encouragement help build a culture that centers on growth and mutual support, all while making others feel seen, valued, and heard, but also energized.
3. Encouragement recognizes the person, not just the problem. While admonishment highlights what’s wrong, encouragement emphasizes what can be done to move from problem to solution. It’s action-oriented and gives people space to learn without being defined by mistakes.

Leading with encouragement doesn’t mean neglecting challenges or avoiding essential feedback. How we deliver feedback is vital. When we emphasize encouragement, we create a culture where people are more inclined to take ownership, are receptive to growth, and feel connected to their work and each other.

This week, I encourage you to pause and notice someone’s effort, not just their results. Offer words that lift, not just correct. You might be surprised by how far this kind of leadership can go. Most importantly, ensure your encouragement is genuine and heartfelt, and remember to lead with courage, heart, soul, and from within.

Yours in Leadership,

Dr. Latoya Dixon