http://amyyipcoaching.com/, https://amyyip.co/

Amy Yip LLC, Washington D.C., DC (2026)

01/22/2026

“Amy, I know this feels important to you. But for the audience? It’s not relevant to your story.”

I hated hearing this from my TEDx speaker coach.

I’d spent weeks refining that story. It felt meaningful. Personal. Non-negotiable.

But she could see what I couldn’t: it was derailing my talk off its intended purpose.

I’ll be honest. I resisted her feedback at first and hesitated about getting coached at all.

Like many leaders, part of me felt I should be able to figure it out on my own.

But her guidance helped me see my blind spots and deliver at my full potential on the TEDx stage.

Here's the thing:

We don’t question elite athletes for hiring coaches.

Yet in leadership, we often assume our title means we should already have the answers.

The truth is: you don’t see what you don’t see.

And when you’re leading a team, those blind spots don’t just slow you down, they limit trust, momentum, and results.

In my work with executive teams, this shows up all the time:

👉🏼 A leader interprets silent head nods as alignment. The team is practicing conflict avoidance.

👉🏼 An “open door policy” quietly bottlenecks decisions.

👉🏼 “High standards” turn into burnout and attrition.

The leader can’t see it. The team feels it every day.

Being coachable isn’t weakness. It’s leadership maturity.

Consider this:

👇🏽

What might you not be seeing about your team right now?

And what’s it costing you while you figure it out alone?

01/21/2026

Stop buying the wrong solution.

A cooking class won’t fix broken accountability.

A workshop won’t strengthen collaboration.

And a two-day offsite won’t magically turn managers into agile leaders.

When these investments are treated as interchangeable, organizations burn time, money, and momentum.

In this short video, I break down the real difference between team building, leadership development, and team alignment and how to know which one your team actually needs.

👇🏼

https://youtu.be/UB6Am1B8uZ8

01/16/2026

Most leaders I speak with are carrying the same unspoken rule: their role requires them to hold back parts of their humanity at work.

I saw this play out twice this week

I spoke with a group of C-suite leaders about how they manage their energy.

Different industries. Different pressures.

Nearly identical expectations of themselves.

Leadership, as they described it, requires constant emotional control.

👉🏼 Staying positive regardless of how they feel.

👉🏼 Remaining alert to threats.

👉🏼 Never appearing vulnerable because they believe their job is to carry everyone else.

The next day, I spoke with senior leaders earlier in their executive journey.

Different language. Same posture.

👉🏼 Keep work transactional.

👉🏼 Avoid the personal.

👉🏼 Stay busy enough not to reflect.

One leader said it plainly: "Emotions simply don't have a place at work."

What often gets missed is the cost.

When leaders edit parts of their humanity, teams feel it first.

👉🏼 Trust thins.

👉🏼 Conversations become safer but less honest.

👉🏼 Judgment under pressure narrows.

This matters even more now.

Technical expertise is becoming easier to replicate.

What cannot be automated is presence, judgment, empathy, and the ability to build trust.

💡 Leadership advantage comes from how leaders show up, not just what they know. 💡

📌 So I’ll leave you with this question 📌

What parts of yourself have you learned to edit out at work and what might become possible if you didn’t?

01/15/2026

Thrilled to share our latest new client announcement!

We're Helping a Mountain View Technology Leadership Team Align and Execute During Rapid Scale and Leadership Transition!

If your organization is undergoing a rapid transition in the next 60-90 days, let's chat! Book a call with us at: amyyip.co

01/13/2026

By the time most leaders realize their team is misaligned, they're already in damage control mode.

Missed deadlines.

Silent tension in meetings.

Passive aggressive Slack threads.

It didn't start there.

Misalignment shows up quietly at first in small patterns most leaders dismiss as "just how things are right now."

Those small patterns are expensive.

I've worked with enough executive teams to know: the cost of waiting is always higher than the cost of being proactive.

So I made a short video breaking down 10 early warning signs to watch for before misalignment becomes a crisis.

Watch here: https://www.youtube.com/watch?v=Mz-1e7XS95g

What warning signs have you noticed on your own team?

01/07/2026

Team alignment is at the top of many CEO agendas right now and for good reason.

I break down why in this short video.

Watch here: https://youtu.be/lCv2ZjsXrRY

What is making it harder to stay aligned on your team right now?

01/06/2026

Same strategy. Same priorities. Same leadership team.

So why does one leader hear “growth” while another hears “efficiency”?

Why do decisions get made differently depending on who owns them?

Why are capable, experienced leaders executing well individually, yet the organization struggles to move forward together?

The issue isn’t the strategy.

It’s that leaders are making decisions from different definitions of success.

This is what happens when teams have shared language, but not shared vision.

Most leadership teams already have a vision statement.

It’s on the website.

In the deck.

And it’s not doing anything.

Because vision only becomes useful when it helps leaders make decisions in real moments, not when it lives as words on a slide.

So here's the real question:

Does your team have shared vision or just shared language?

Find out here👇🏼

One Question That Reveals Whether Your Leadership Team Has Shared Vision or Just Shared Language
https://www.linkedin.com/pulse/one-question-reveals-whether-your-leadership-team-has-amy-c-yip-pcc-zfylc/

01/05/2026

✨ My 2026 word: MAGICAL ✨ beautiful or delightful in such a way as to seem removed from everyday life.

2025 was an amazing year... and a hard one.

Two kids under three.

Getting sick more times than I can count.

Childcare disruptions.

Growing my business.

Working more than I wanted.

Being less present than I wanted.

And somewhere in all of that… I think I lost a bit of the playful fun Amy.

I found myself saying no to moments of joy.

Rushing past play.

Choosing “responsibility” over wonder.

Limiting the magical moments even though I know those are what truly matter.

So for 2026, I’m choosing MAGICAL on purpose.

Because I want to:

💫 Nurture joy and playfulness more

💫 Experience awe and wonder like seeing the world through Logan’s and Julian’s eyes (where a snowflake is a miracle and a cardboard box is a spaceship) ❄️

💫 Say yes to more moments that feel light, fun, and alive

And allow this year to just be magical (kind of like unicorns! 🦄)

So here’s to choosing magic, even in the ordinary.

Especially in the messy.

And most importantly, in the moments we’ll never get back.

I’m curious:

👇🏼

Do you choose a word for the year? If so, what’s yours for 2026?

Xo

Amy

12/23/2025

✨ It's that time of the year again! I’m signing off for 2 weeks to unplug, disconnect, and recharge.

AND to spend some quality time with these guys 💙

As we head into year end, many leaders think, "Oh I'll use this down time to catch up on all the things."

I'll be real with you: Stepping away doesn’t kill momentum. Burnout does.

Here's the thing: Everything will be right here when I return. And if you choose to disconnect, it’ll be here for you too. 🌎

💻 Your inbox? Still here.

📋 Your projects? Waiting patiently.

📄 Your to-do list? Yep, not going anywhere.

What won’t wait is your energy, your presence, and the people who matter most.

💡 As Anne Lamott says: "Almost everything will work again if you unplug it for a few minutes, including you."

🌟 So, take the break. Whether it’s a week, two, or three, the 'things you have to get done' will be just as you left it.

Wishing you a beautiful end of 2025. See you in 2026! 🥂

And I hope Julian's expression with Santa brings you a smile 😆

XO,

Amy

12/18/2025

En route to daycare, my little guy threw up ALL OVER his car seat.

He couldn't go to daycare.

I had an important client meeting.

The schedule I had so carefully curated fell apart in that moment.

My first thought? "UGH... why today of all days?"

Then the honest truth hit me...

There is no good day for a disruption.

There would never be a day where I'd say, "Oh yay! A disruption."

So I chose to pivot.

I messaged my client, explained the situation, and offered two options:

1) I bring my kiddo to the call

2) We reschedule

He chose option 1.

Then something unexpected happened.

When my son appeared on screen, my client's whole energy shifted. He smiled and said it brought him right back to when his kids were that age.

The meeting became more human.

More real.

And the gift in all of it? I got to spend the day with this little human pumpkin.

We like to believe that with enough planning, precision, and effort, we can control outcomes.

Truth is, in life, whether it's parenthood, leadership, or just being human, we're actually in control of very little.

What we can control is how we respond.

How we choose to show up when things don’t go according to plan.

Whether we spiral or pivot.

Control the controllables.

Let the rest go.

What can you start letting go of today?

XO

Amy

12/12/2025

✈️ The scene at the airport while standing in the security line: A toddler started screaming and writhing in his mom’s arms. Full meltdown.

His mom was clearly at her limit. Holiday travel. Long lines. Everyone's patience worn thin.

So what did she do? She lifted him up high, Lion King style, and screamed:

“CALM DOWN!!! Stop being so loud!!”

And I just stood there, watching the irony unfold in real time.

She was asking him to do the very thing she couldn't model in that moment.

Here's what I know to be true as a mom of two littles and as someone who works with executive teams:

👉🏼 Our kids don’t learn from what we say.

👉🏼 They learn from how we show up.

👉🏼 And the same is true for our teams.

It's December.

You're closing the year. Wrapping projects. Hitting targets. Preparing for January launches.

And in the middle of all that, you're probably telling your team to stay calm. Stay focused. Don't let the pressure get to them.

But...

How are you showing up when someone misses a deadline?

How are you responding when the exec team piles on one more thing before the holiday break?

How are you holding yourself when you're running on fumes?

Most of us were never taught how to process big emotions.

So when year-end stress hits, we're not calm and grounded. We're dysregulated.

And everyone around us feels it.

But here's the thing:

When we can stay grounded (even in the chaos) something changes.

With our kids, our calm helps them co-regulate.

With our teams, our presence does the same thing.

We become the steady ground they can stand on.

If you want to know how you're really showing up as a leader right now just take a look at your team.

What are they mirroring back to you?

Here's what I'm practicing this December:

👉🏼 Noticing when I'm dysregulated. When my jaw is tight. When my shoulders are scrunched up by my ears.

👉🏼 And pausing long enough to let my body settle before I respond.

It's not about being perfect. It's about being intentional.

Your team doesn't need you to have it all together.

They need you to be grounded enough to help them find their ground too.

XO

Amy

12/11/2025

When we step into a new leadership role, we put a lot of pressure on ourselves to prove we belong there.

There’s urgency.

There’s expectation.

Make changes. Show results. Establish your authority.

But here's what I've learned working with C-Suite leaders:

Nobody (except maybe yourself) expects you to have all the answers on day one.

Your first assignment? Learn as much as you can.

Some of the most successful leaders I've worked with spend their first 8-12 weeks just listening.

Not fixing.

Not performing.

Not changing.

Just listening with curiosity.

They study the organization, their new colleagues, and their key stakeholders.

They get curious about what's really driving decisions, how the team works, and what people have quietly learned to tolerate.

💡 They lead with questions, not answers.

Because curiosity is strategic.

It gives you the full picture before you make a move.

It builds trust.

It signals to your team: I see you. I'm here to understand before I act.

You weren't chosen for this role because of what you could do on day one.

You were chosen because the organization believed you could lead this team well. And leading well starts with understanding what you’ve inherited.

So slow down to speed up.

✨ Ask more.

✨ Assume less.

✨ Listen to understand.

That's where real alignment starts.

What’s the hidden dynamic you need to understand before you start making changes?

XO

Amy

Amy Yip LLC

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