Frederick Johnson IV

The moment we stop pushing ourselves to get uncomfortable is the moment we stop growing.

An area I’ve retreated from: Flexing my “blue” (logistical) brain.

Did a colors/work styles activity a few years back (can’t remember the name), and I typically always fall in the red/yellow lane as strengths with blue/green as areas for growth.

Got a project that requires a ton of logistics? I usually shy away or defer to someone else.

This week I get to lean into planning college trips for high school freshmen, sophomores, juniors, and seniors.

Will keep you posted on my progress!

👇🏾What discomfort are you chasing or leaning into this week?

#DiscomfortableLeadership

4 days ago | [YT] | 0

Frederick Johnson IV

“Wemby set the tone.” - Anthony Edwards after the NBA All Star Game (ASG).

When asked about “competing” earlier, he responded, “It is what it is.”

This was Wemby’s first ASG.

Nobody needed to tell him to play hard or take it easy or what was on the line.

He had a standard. He met that standard. Others rose to it.

And it led to the most entertaining ASG we’ve seen in years.

The problem with the ASG wasn’t the format.

It was the leadership.

That’s the impact great leaders have on those around them.

Others have no choice but to step up their game.

Or get embarrassed in the process.

Dedicate the next week to being the bar.

And watch others rise to it.

#DiscomfortableLeadership

1 week ago | [YT] | 0

Frederick Johnson IV

🥵 🔥 I brought heat in this newsletter!

Here’s a quick excerpt: “Clarity feels harsh to people who benefited from vagueness and autonomy. That’s not your problem. That’s theirs.”

Enjoy! #DiscomfortableLeadership

(DM me on IG or LinkedIn for the link)

2 weeks ago | [YT] | 0

Frederick Johnson IV

I got my evaluation this week.

Was I surprised? Nope.

The evaluation affirmed the impact I’m having and the culture I’m building.

And it gave clarity in where I most urgently get to grow next.

One growth area: Follow-up. Follow-through. Execution.

This one I anticipated.

The other? More ownership. More confidence. Lead the room.

Didn’t expect it and it’s the one I needed to hear.

But here’s the real takeaway from evals:

1. If you’re nervous about your evaluation, check your communication.

Most anxiety comes from not being clear with your supervisor about where you’re growing, where you need support, and where you’ve already leveled up. Silence creates surprises. Communication kills them.

2. If feedback bothers you, that’s mindset work.

Feedback isn’t personal. It’s fuel.
It’s the difference between where you are and where you say you want to be.

3. Ask for feedback and apply it faster than everyone else.

You’ll separate yourself. Not just as a leader—but as someone who drives growth.

Evaluations are tools. Not feelings. Not HR paperwork.

They’re grounded in impact, growth, and results.

Do me a favor: Stop waiting for an eval to be evaluated.

Go get some feedback…Now!

#DiscomfortableLeadership

2 weeks ago | [YT] | 0

Frederick Johnson IV

🗓️ A week of responses like these from students and professionals alike is what led me to create the concept of Discomfortable Leadership.

“I’m worried giving feedback will make someone mad at me…”
“That makes me feel uncomfortable…”
“But I’m not ready yet…”

I was there once, too. Same thoughts. Same outcome.

😩 Complacency.

You know you’re capable of more. You want to do more. But you don’t.

🏔️ Because there’s a wall. Or better yet, a mountain.

Your path to becoming a great leader is impeded by discomfort.

You settle for “good enough.”
You settle for personal growth.
You settle for comfort.

🗣️ You’re not doing or saying the thing because it makes you uncomfortable.

You stay at the bottom of the mountain with excuses instead of executing.

🧗🏾‍♂️My “climb” started eight years ago.

And I’m proud of the leader I’ve become.

You ready to start your climb?

🏕️ Join “Base Camp,” my LinkedIn community for professionals who want to break through discomfort to become the leader they were called to be.

See you at the top of the mountain.

🔗Link: www.linkedin.com/groups/14772129/

4 weeks ago | [YT] | 0

Frederick Johnson IV

“THIS IS NOT YOUR SPOT TO PARK!”

That’s the note I found folded under my windshield wiper before I left for work on Wednesday.

Immediate reaction (in my head)?

“I’ll park wherever the f…” and then I crumpled the note and tossed it in the trash.

Then it hit me.

That’s not my spot.

I don’t know if there are assigned spots, I know the person who left the note has probably lived here longer than me.

(this might be one of those “that’s where I sit for church” situations),

This wasn’t the hill to die on. Not worth getting petty about.

But the note did something a lot of leaders fail to do:

It provided clarity and clarity is kind.

Don’t confuse nice and kind.

Nice is about being pleasant and agreeable.

Kind is about doing what helps someone grow.

Most leaders avoid clarity because it makes them uncomfortable.

They’re stuck in the Conflict Peak (I don’t want to ruffle feathers) or the Approval Peak (I just want people to like me).

The kindest thing you can do? Be direct. Tell it straight.

And the best thing you can do when someone is direct with you? Take it. Learn from it. Grow.

That’s Discomfortable Leadership—choosing clarity over comfort, even when it stings.

Curious which peak you default to when giving or receiving feedback? Take my quick leadership quiz and find out.

Link: shorturl.at/bu4fb

1 month ago | [YT] | 0

Frederick Johnson IV

I don’t want to see another post about “leadership styles.”

Unpopular opinion: leadership styles aren’t practical.

You have leadership moves and mindsets.
You have leadership principles and philosophies.

But a style? Nah.

I think the problem with teaching leadership styles is that you box yourself into a type. It limits growth.

This isn’t karate. The best way to get better as a leader isn’t learning about a style.

It’s practicing effective leadership moves in certain moments that lead to the desired outcome.

The true test of leadership is what you do when opportunity presents itself. And by opportunity, I mean when 💩 hits the fan.

So instead of doing another “what’s your leadership style?” quiz, take my Discomfortable Leadership Quiz.

You’ll get results that tell you where you’re experiencing the most discomfort in your leadership—and how to break through it to lead with courage, confidence, and conviction.

Here’s the link:
forms.gle/auPyqZ2bg8sYjxmk6

#DiscomfortableLeadership

1 month ago | [YT] | 0

Frederick Johnson IV

I don’t want to see another post about “leadership styles.”

Unpopular opinion: leadership styles aren’t practical.

You have leadership moves and mindsets.
You have leadership principles and philosophies.

But a style? Nah.

I think the problem with teaching leadership styles is that you box yourself into a type. It limits growth.

This isn’t karate. The best way to get better as a leader isn’t learning about a style.

It’s practicing effective leadership moves in certain moments that lead to the desired outcome.

The true test of leadership is what you do when opportunity presents itself. And by opportunity, I mean when 💩 hits the fan.

So instead of doing another “what’s your leadership style?” quiz, take my Discomfortable Leadership Quiz.

You’ll get results that tell you where you’re experiencing the most discomfort in your leadership—and how to break through it to lead with courage, confidence, and conviction.

Here’s the link:
forms.gle/auPyqZ2bg8sYjxmk6

#DiscomfortableLeadership

1 month ago | [YT] | 0

Frederick Johnson IV

Leaders are born, not made.”

Might be the worst quote I’ve ever heard.

I used to say it—a long time ago—but not anymore.

Anyone who believes in “natural-born leaders” understands very little about leadership.

And honestly, it’s a slap in the face to real leaders.

Because leadership takes training, development, practice, commitment, and courage—daily.

You don’t inherit it.
You choose it. Daily.

There’s no finish line.

Today, I did something I’ve never done as a speaker:
I practiced my keynote in front of others.

I got great feedback—thank you to my wife, Monecia; my sisters, Sasha and Amonie; and my longtime supporter and friend, Andrea.

And I’m doing it again Wednesday
(let me know if you want the Zoom link).

So the next time you see someone you think is a great leader, remember this:
they’ve had a lot of reps.

They’re not just built like that.

Get your reps up.

#DiscomfortableLeadership

1 month ago | [YT] | 0

Frederick Johnson IV

In 2026, I’m choosing transparency.

Not polished posts.
Just clarity.

Here’s what that looks like for me:

• Openly sharing how many people complete my leadership quiz—not to brag, but to learn in public (but it is a dope quiz, you should take it).
• Transparency about my goal to build an deep email list this year, why I’m building it, and how it will be used to serve student leaders and professionals.
• Not shying away from the fact that I want to be booked and busy. I want to speak, train, and develop leaders— training and development is what transformed me as a leader.
• Providing extreme value, even when there’s no immediate return. My free stuff will be better than others paid stuff. Hold me to it.

No more hiding the ball.

If I want to impact leaders, students, and organizations, then honesty about the process matters just as much as the results.

I think part of the reason I’m not getting booked as much as I want yet is because I’m still sharpening my positioning and visibility, still building trust with decision makers (working on it and getting better).

If you’ve hired speakers, led programs, or built something similar—I want your feedback. Be blunt. I can take it.

Transparency isn’t weakness.
It’s accountability.

🥂Here’s to building in public in 2026

#DiscomfortableLeadership

2 months ago | [YT] | 0