Uncategorized Archives - Carmen Ohling, Keynote Speaker + Corporate Life and Leadership Training Coach

What the 1992 Olympic Dream Team Can Teach Us About Building High-Performance Teams Today

by Carmen Ohling | Feb 12, 2026 | Uncategorized

In 1992, the U.S. men’s basketball team walked into the Barcelona Olympics not just to win, but to redefine what team greatness looked like.

They were called the Dream Team for a reason.

Michael Jordan. Magic Johnson. Larry Bird. Charles Barkley. All in one locker room. All with something to prove. But here’s what most people miss:

Even with that insane level of individual talent, they didn’t dominate because of skill alone. They dominated because of how they chose to team.

Shared Ego, Shared Goals

Coach Chuck Daly laid down one clear message from the beginning: Check your ego at the door. This isn’t about you. It’s about us.

The Dream Team created a new kind of culture. One built on:

Trust (radical vulnerability, no withholding)
Clear Agreements (on how they’d show up as a team)
Shared Vision & Values (not just winning, but how they’d win)

Accountability across the board (peer to peer, not just from the coach)

They modeled something CEOs and team leaders are still catching up to:

High-performance teams don’t happen from the top down. They happen from the inside out.

From Old-School Management to Modern Teaming

The corporate world is still stuck in outdated models:

Siloed departments
Top-down control
Performance based only on output, not engagement or trust
Recognition and accountability only from “the boss”

And here’s the truth: That playbook is broken.

Today’s Dream Teams are built around a new way to work:

Co-Creation over Single Control

Everyone contributes. Innovation doesn’t care about job titles.

Coaching over Commanding

Leaders develop talent. They don’t just direct it.

Peer Accountability over Hierarchy

Trust flows sideways. Not just top-down.

Transparency over Withholding

Real teams speak truth, even when it’s hard.

Above-the-Line Leadership

Where personal responsibility, curiosity, and ownership drive the culture.

What’s the ROI?

This isn’t just feel-good fluff.

According to a 2021 Google study, the highest-performing teams had one thing in common: psychological safety, the belief that people could be themselves, speak up, and fail without fear.

Gallup research shows:

Teams with high trust & coaching cultures see 21% greater profitability
59% lower turnover
And 40% higher employee engagement

Trust. Coaching. Co-creation.

That’s your Dream Team formula.

Final Thought

You don’t need a Michael Jordan to build a winning team.

But you do need a locker room that runs on shared purpose, honest communication, and the courage to play differently.

Let’s stop managing from the sidelines. Let’s start coaching from the inside.

It’s time to build your Dream Team.

January 2026 Deposits, Breakthroughs, and Learnings

by Carmen Ohling | Feb 4, 2026 | Uncategorized

January Deposits:

Carmen with Case Kenny

Attended Miami Made on January 6th, connecting with other change makers and listening and learning from Case Kenny. Case challenged my thinking around the stages of growth (to me, for me, through me, by me) and also dropped these gems: “handwriting is intentional thinking” – get out your pen and paper people, and “We will not be able to rise above our opinion of ourselves” – truth! He also shared the power of word selection, but internally (our thoughts) and externally (to others.) I am excited to talk more about this with him, as word selection in leadership is paramount.

On January 10th, we attended the National Speaking Association meeting for the Florida chapter to connect with other speaking professionals and learn about Ted Talks. It was great to see those we’ve built relationships with over the past two years and made new connections with David Spencer, a fractional CFO and Karen Hinds a fellow speaker and leadership advisor. Looking forward to building these relationships in 2026. Oh, and my speaking friend, Sharon, is doing her first Ted talk on February 4th!!

The Move Miami

On January 13th, we visited several podcast studios in the Miami area select a new studio where we can record and film The Amplified Life Podcast in 2026. While each studio had its high points, the moment we walked into The Move Miami, we knew we were at our new recording home. We took time to get to know the team that was present: Alayna, Val, Humberto, and the Founder, Andrew Loranger. Since the initial visit, we’ve not only booked our first session, but my husband and I attended a worship night at The Move Miami in January, and he also joined a men’s group with Andrew. When you say yes, when you include others, when you are open to sharing your vision and gifts, God will bring you the right people and opportunities.

Ribbon-cutting ceremony for Brightstar Credit Union

On January 15th, we attended the ribbon-cutting ceremony for Brightstar Credit Union’s first location in Miami Beach. Brightstar is Florida’s member-owned financial powerhouse. Committed to community, driven by education, and relentlessly committed to helping everyday people save more, borrow smarter, and build secure financial futures on their own terms. The CEO, Biana Murnane, shared that the credit union is deeply rooted in its mission of “people helping people,” and we couldn’t be more aligned with those words at the Amplified Life Company. This ceremony was hosted by the Miami Beach Chamber of Commerce and attended by Mayor Steven Meiner. The Mayor and I had a few moments to chat about the importance of clarity in leadership. I also met the new Business Development director for Miami Beach, Steven Anthony.

On January 16th, I met with my friend, Vero Medina, who is the founder of Blue Lavender Café and a wonderful boutique hospitality company, Alquimia Hospitality Group, with her husband. We talked about our 2026 vision, and I shared ideas on engaging frontline staff meaningfully. Vero is one of my favorite people in Miami Beach, and I love what she’s created with Blue Lavender!

On January 27th I met with Steven Anthony, whom I met at the Brightstar Credit Union ribbon cutting two weeks earlier. And guess what? We met at Blue Lavender! My intention for this meeting was to get to know him and his vision for his work in Miami Beach. I shared with him that I am intentionally building a network of high performers, who are purpose-driven and ambitious, that can support and challenge each other in our endeavors. Turns out we have a lot in common, including our values and past experience with banking.

Earlier in January, while in the sauna at Valjalah in Miami Beach, I talked with a new business colleague, Danny Weiss. Danny is an attorney in Miami Beach who works with business owners. During our talk, Danny suggested that I look into a group he is a part of called ProVisors and proceeded to connect me with Erika, who runs the Florida division of ProVisors. Erika and I met on January 27th, and I look forward to connecting with her and the group of expert business professionals (one requirement to join is that you have to be in business for a decade or longer!)

What deposits did you make in January?

We are focused on in-person deposits this year and remind ourselves often:

ABS = Always be ~~selling~~ sharing/serving/seeking

Sharing our vision

Serving others generously

Seeking diverse perspectives

January Breakthroughs:

#1: Steal other people’s homework and share ours: We’ve been working in the public government space for almost three years, and the RFP procurement process is still a challenge for us. We’ve won 3 RFP over this time, but most of our government work has been through referral. We were deeply aligned with a recent RFP and the organization, but we did not win the award. On to the next? No, this is all public record! We decided to order the public record of a few award winner’s proposals and the scoring so that we can steal their homework and learn what’s working and incorporate it into ours. Let’s learn what is working before moving on to the next. Plus, we plan to reach out and congratulate and connect with the organizations that won an award and are aligned with ALC.

Which brings me to stealing our homework. People don’t want or need fluff, AI-written jargon that sounds the same; they want to know what works, why it works, and how to do it. We’ve committed to sharing our decades of homework this year to give you the real, high-impact, high-value practices that are time-tested and move the needle. Be sure you’re on the email list HERE because our best stuff will be shared there.

In February, the ALC team is sharing with you:
– Carmen’s exact daily routine, called “Done by 1” for high-performing leaders

– High Impact Steps to build your Dream Team

#2: Patience is power, stay in the game, and bring high value consistently: Time and time again, this proves to fuel our daily work. If you’re only focusing on outcomes, you’re always playing defense, and it’s exhausting. It’s easy to slip back into this, but when your team is vision-forward, focus nothing can stop you. And that starts with what leadership is modeling. If you’re a leader, it’s time you check yourself and start playing offense.

January Learnings:

Staying in action at this level of engagement (with delayed ROI) takes extreme focus. I am blessed that I am not doing it all alone. Yet a few times in January, I allowed myself to slip back into isolation. Even though this is the foundation of our work, we are not immune to falling into this old way of working. I am the CEO, but I know that we all benefit greatly from our team’s expertise and insights. Allowing people the opportunity to step up and expand is my job as a leader.

We see this all the time with the CEOs we work with. CEOs who are carrying too much alone. That’s why our work is about taking the invisible weight off one person’s shoulders by building a leadership team that no longer waits for direction, stays silent in meetings, or hides behind individual silos. We help you develop leaders who think like owners, act as coaches instead of managers, and share responsibility for results. So, you’re no longer the bottleneck, the translator, or the only one holding the vision. A leader’s job is to build other leaders.

LFG! 2026 is forging a new way to work, and it begins now!

Ever wonder how a high-performance leadership plan looks?

Explore our 2026 Impossible Goal, Word for the Year, success measures, and Q1 priorities, all in one clear, strategic page.

Download the 2026 Amplified Report HERE.

Perspective Comes When You Accept What Is

by Carmen Ohling | Feb 2, 2026 | Uncategorized

A Peek Into My January…

It’s Sunday morning, and Joal and I are all packed up and ready to leave on the annual planning and dreaming trip we do each year as a couple. We are headed to one of our favorite places, Tulum.

We have one bag to check and one carry-on. I wanted everything to fit into one bag, but it was 64 lbs, so we were forced to take two after shuffling things around a bit.

We are also on Day 14 of the 21-Day Daniel Fast with our church, so I packed a few extra food items from home and a travel blender for smoothies. The Daniel Fast limits things like meat, dairy, caffeine, sugar, processed foods, and the like. Basically, it’s veggies, fruits, seeds, nuts, whole grains, and water. My daily meals were usually the same: oatmeal, a smoothie, a salad, fruit, and roasted veggie bowls with homemade cashew queso.

This is a spiritual fast, not a health fast (although it is healthy), where you’re pushing away your plate and giving up something to make space for God. This is our fifth year doing the Daniel Fast together, and the insights, blessings, and breakthroughs each year have been nothing short of a miracle.

It’s the reason we are in Miami Beach. That direction came during our first Daniel Fast five years ago, when we were living in Colorado Springs.

An Unexpected Lesson at the Airport

This Sunday morning, we got to the airport, and it was busy, but we navigated easily after being redirected to a shorter security line. Per usual, our carry-on bag got pulled for screening.

As the TSA agent unzipped the bag, I could see the contents inside.

There it was, the Ninja portable blender I had just bought for travel… and it had a sharp blade.

Of course, we couldn’t take that in our carry-on bag.

We had exactly 36 minutes until our flight departed. Not enough time to go back and check the bag. That was the only option if we wanted to keep the blender.

So, we left the blender at security.

I walked away feeling frustrated. It was brand new, still in the box, and I was sad we wouldn’t have it to make smoothies. I was also frustrated with myself because I had originally packed it in the checked bag, but moved it to the carry-on to shift the weight around.

In that moment, I had two options:

Continuing to ruminate on the fact that we packed something not allowed, TSA removed it, I wasted $50 on a travel blender, and we wouldn’t have a blender on our trip. All of that rumination draining my energy, my mood, and dampening the intention for our trip.
Accept what is.

Three simple words that change everything, if you can apply them.

The Power of Acceptance

You’ve most likely been presented with experiences in life similar to my blender, and at times, even more significant ones. Acceptance can sometimes feel like giving up, like resignation, but let me be clear, it’s not the same thing.

Acceptance takes humility, resilience, and self-awareness to move from rumination to peace. The Stoics even named this practice: The Art of Acquiescence.

As Joal and I walked away from security, I spoke out loud a few of my frustrations and then said, “I want to just accept what is because I can’t change it now.”

He laughed and said, “You’re the one who keeps talking about it!”

He was right.

For me, the fastest way to get to acceptance is to speak it out loud. For years, I kept things inside, pretending I had accepted what is, while still ruminating.

Often my thoughts sounded like, “Why did I do that?” or “I should have done…”

Self-criticism has always been one of my biggest challenges. But I’ve learned that I move faster into acceptance and begin to take my energy and power back when I share with others.

Science even shows that naming and expressing our emotions helps reduce mental stress and rumination.

And if you can get to acceptance, you will also receive the gift that often comes after. It might be a lesson, a blessing, or simply a shift in perspective. All small miracles that bring joy.

A Moment of Perspective

That day, we found our gate and then walked across the aisle to grab some bottled water. I selected a liter and a 16 oz bottle for Joal, and we went to pay.

Joal asked the cashier how her morning was going.

She paused, then responded:

“Every day we wake up is a blessing, right? I am from Cuba, and right now many of my people don’t even have power. They are going through something very hard there. So here… I am blessed.”

And to think, I was worried about a blender.

Perspective comes when you accept what is.

Your Vision Was Working, Until It Wasn’t

by Carmen Ohling | Jan 26, 2026 | Uncategorized

In 2018, a business partner and I bootstrapped a ready-to-eat food company called Authentic Meals. We were scrappy. We bartered, leaned on our past skills, and made things work any way we could. We shared kitchen space, piggybacked on bigger companies’ deliveries, and teamed up with local gyms and wellness centers.

We had a clear vision.

We had a real mission.
And it drew people in, customers and team members alike.

Our setup was simple: delivery or pick-up only. My partner ran the kitchen. I handled the rest: sales, marketing, hiring, menu planning, nutrition, and order coordination.

If you’ve ever built a start-up, you know. It takes time. Energy. Passion. And when those run out, all that’s left is grit, and you use that.

Eventually, that grit got tested. My partner decided she was done. She wanted out. So I did what many driven people would do: I bought her out and kept going, even though I had no kitchen experience.

That meant going back into the red for a while so I could hire a kitchen manager, a delivery driver, and one more person to help package meals.

And here’s where it got interesting.

I posted the jobs. The responses came flooding in. One woman who applied said,

“I’ve been following your journey. I want to be part of this.”

She didn’t need to work. She wanted to. Because she believed in what we were building.

Our vision was working:

We are a real food meal prep company that strives to create healthier individuals, families, and communities.

Our mission was landing:

Making nourishing food accessible to everyone in our local community.

And our values? They were written down, printed in handbooks, and posted in our kitchen:

Deliver excellence
Collaborate and grow
Help build our community
Take care of ourselves and each other

After a few bumpy months, things started to flow. I even hired a food costing consultant to help set cost targets.

Then, our kitchen manager asked to meet with me. I felt the tension rising in my chest. We’d just found our rhythm. I didn’t want another bump in the road.

But when we sat down, she said something I’ll never forget:

“Carmen, I’m not sure why I’m here. You keep saying you don’t know how to do things, but you’re fully capable. And honestly? You’re not letting me do my job. You’re doing it for me.”

Oof. That hit hard.

I was working so hard to prove I could do it all, I forgot what I was actually here to do: lead.

We had the vision. We had the mission. People wanted to be part of something bigger. But I wasn’t modeling the very culture we claimed to care about.

I was leading from reactivity, not from a grounded, strategic, visionary place.

Sound familiar?

We see this often, even in the most successful companies we work with. Great values get written down, but not lived. The team feels it. The mission starts to fade. We start to over-focus on our own jobs and under-focus on our shared work and responsibility as a leader to model the values and be a bold, dynamic visionary.

After that conversation, the kitchen manager chose to leave. I supported her. I respected her honesty; in fact, I valued it because it forced me to pause and reflect.

Eventually, I decided to sell Authentic Meals was able to set my ego aside and see this experience not as a failure but a turning point in my own leadership.

So here’s our question for you today:

What are you and your leadership team modeling inside your organization?

If you’re feeling brave, share your thoughts in the comments or email me at hello@carmenohling.com.

That one answer might just lead you back to bold, clear, values-driven leadership where your mission is more than words. It’s alive.

What the 1988 U.S. Olympic Basketball Team Can Teach Us About Leadership

by Carmen Ohling | Jan 12, 2026 | Uncategorized

Going into the 1988 Summer Olympics, the USA men’s basketball team was a favorite. Winning a gold medal was almost a given, with the USA team winning the gold medal 9 out of the last 11 Olympics prior to it becoming an official Olympic sport in 1936.

The two gold medals they missed were in 1972, when they took silver. The loss to the Soviet Union in 1972 in Munich was widely disregarded because of the game’s controversial, botched ending. Then, in 1980, they didn’t enter due to the boycott, a political protest led by President Jimmy Carter, against the Soviet Union’s invasion of Afghanistan.

Source: nbahoopsonline.com

The 1988 USA Team consisted of collegiate stars who would go on to play in the NBA, including David Robinson, Danny Manning, Mitch Richmond, and Hersey Hawkins. With the weight of history firmly on their backs, the U.S. entered the 1988 Olympics looking to uphold those lofty standards.

Just four years earlier, in 1984, an American team featuring college legends like Michael Jordan, Patrick Ewing, and Chris Mullin had coasted to a gold medal. They won all eight of their games by double digits, crushing Spain 96–65 in the final. That win was bold, clear, and dominant. The kind of performance that made people believe U.S. basketball was untouchable.

Coming into 1988, expectations were sky-high. The thinking went: if we won with Jordan, Ewing, and Mullin just four years ago, surely, we can do it again with Robinson, Manning, and Richmond.

The formula hadn’t changed. Why should the outcome?

How many times have you heard this, or even said this, within your leadership team?

”We’ve always done it this way and produced results; let’s keep going.”

But basketball, like any high-level team endeavor, isn’t just about repeating a formula. It’s about reading the moment. It’s being committed to learning and growth, valuing varying perspectives. It’s about knowing that the world changes, that opponents grow stronger, that success yesterday doesn’t guarantee success tomorrow.

And that’s where the 1988 team may have misstepped.

They weren’t prepared for just how much international basketball had evolved. The global teams were no longer intimidated; they were inspired. They watched tape, practiced with precision, and came in ready to challenge everything the U.S. thought it could rely on: talent, legacy, and the name on the jersey.

Great teams talk openly with each other. They ask questions. They stay curious. They don’t always have to be right; they want to learn.

But the 1988 team may have been stuck in an old mindset: “We’re the U.S., of course, we’re going to win.” That’s a dangerous way to think, especially when the rest of the world is getting better and smarter.

Other countries were playing professional-level basketball. Teams like the Soviet Union and Yugoslavia weren’t afraid of the U.S. anymore. They communicated well. And when it came time to play, they didn’t back down.

This moment, the US 1988 loss to the Soviet Union, showed that talent alone isn’t enough.

Players have to know when to lead, when to listen, and when to change their game. A strong team isn’t just made of stars; it’s made of teammates who trust each other and talk honestly.

In the end, the bronze medal may have felt like a disappointment, but it actually changed everything. The loss in 1988 helped spark a major shift.

Four years later, in 1992, the U.S. decided to send its best professional players to the Olympics, and the result was the famous Dream Team, one of the greatest basketball teams ever assembled.

But without the lessons of 1988, without the realization that mindset, teamwork, and leadership matter, that never would have happened.

The 1988 Olympic team had talent. They had history. They had high expectations. But they didn’t have alignment. They didn’t have the curiosity, communication, and cohesion required to win, not just on paper, but in real time, against real challenges.

Sound familiar?

Many leadership teams today are facing the same pattern. Not on a basketball court, but in boardrooms, Zoom calls, planning meetings, and 1-1 meetings. Talent isn’t the issue.

Results might even be “fine.” But under the surface? Something’s off. And just like that, 1988 team, the cost of those invisible gaps is much higher than most people realize.

Here are five common missteps we see repeatedly in our work with leadership teams. These are the patterns that quietly erode trust, momentum, and real collaboration:

1. Avoiding conflict and not speaking with candor.

Instead of open, honest conversations, people say what’s safe. They filter. They agree. They leave things unsaid. They “stay in their lane.” It might feel polite, but it’s not powerful.

Great teams don’t avoid tension; they use it. They speak the truth in the service of growth, not to win points.

2. Clinging to being right instead of being open.

“We’ve always done it this way” is the corporate version of “We’re the U.S., of course we’re going to win.” It’s a mindset that blocks learning.

Real professionals are students of the moment. They ask: What’s changed? What do we need to see more clearly? What assumptions might be holding us back?

3. Operating in silos instead of as a unified team.

When everyone is just “staying in their lane,” it might feel efficient, but it kills true collaboration and creativity. Water cooler whispers replace real-time feedback. Innovation slows. Trust fades. Resilience drops.

Great teams aren’t a group of individuals; they are a network of aligned, connected leaders who share responsibility for outcomes.

4. Over-relying on top-down leadership.

When all the recognition, coaching, and feedback flow from the CEO or executive lead, it creates pressure at the top and passivity everywhere else. Peer-to-peer recognition isn’t a “nice to have,” it’s the heartbeat of a mature, agile team.

When teammates coach each other, celebrate each other, and challenge each other, the whole organization rises.

5. Unspoken social contracts.

Every team has a culture. But is it intentional? Or accidental? Too often, communication norms are fuzzy, feedback expectations are unclear, and agreements around “how we treat each other” live in the shadows.

Without clear social agreements, even smart teams slide into mediocrity, not intentionally, but out of habit.

Here’s the big ah-ha: most teams don’t even realize they’re underperforming.

They’ve gotten used to the water they’re swimming in. They confuse “we get along” with “we’re aligned.” They accept co-existence when they can have co-elevation.

And just like the team in 1988, the gap doesn’t show up until it really matters. In a milestone moment, a launch, a transition, a missed opportunity. The loss shows up first. The learning comes later.

But what if we didn’t wait for the loss?

What if we built teams where candor was normal, curiosity was expected, and collaboration was woven into the way we work, not just the way we talk?

What if our teams dared to move beyond comfort and into the kind of connection and challenge that leads to real, lasting wins?

The first step: Recognize where your team stands today.

Click HERE to access our Team Alignment & Performance Assessment.

Then, be sure you’re subscribed to our newsletter HERE.

Next week, we’ll share the tactical strategies to help you rebuild your “dream team.” One that is cohesive, aligned, and enthusiastic for what’s next.

Is it possible to feel content and ambitious?

by Carmen Ohling | Dec 18, 2025 | Uncategorized

You once wanted what you now have.

Take a breath and let that thought settle in.

Most days, we wake up and start moving before we’ve even checked in with ourselves. We’re already thinking about what’s next, what’s unfinished, what’s urgent, what’s missing.

But what if we paused before the day took over?

What if we asked ourselves one simple question that could shift our entire outlook?

Last week, I led an offsite with one our client. Their entire team was present. I introduced a daily practice that has shaped how I lead, how I live, and how I connect with others. It starts with a simple question:

“How do I want to feel today?”

I’ve asked myself this question for over a decade. It helps me stay grounded, not just in what I want to do, but in who I want to be.

Here was my answer that morning: Playful. Delighted. At ease + content. Engaged.

And then I wrote: “A shift from always pushing forward and pulling others uphill to experiencing and allowing the unfolding.”

That word, unfolding, has stayed with me.

Later that same morning, another question came: Is it possible to be ambitious and content at the same time? Does one steal from another?

Here’s what I believe: I believe it’s possible, but only if you’re grounded, clear, planned, focused, AND open and flexible on ONE THING.

What’s that ONE THING?

One big, bold goal.
One present moment.
One focus that matters.
One opportunity to pause, notice, and let life unfold.

At The Amplified Life Company, we use this question “How do I want to feel today?” to help teams build emotional intelligence.

When teams start asking this daily and openly sharing their answers, something powerful happens. People become more self-aware. They become better listeners. They speak more clearly and kindly. Trust grows.

This creates real shifts: better communication, smoother operations, and stronger outcomes.

You can’t grow a team that’s burned out or disconnected. But you can grow one that’s self-aware, emotionally present, and aligned.

And it starts with one question.

So here’s something to reflect on:

You once wanted what you now have. Have you moved the goalposts?

If you’re like me, the answer is probably yes. And that’s not a bad thing. Growth is good. Ambition is good.

But don’t forget to shift your energy. Move from pressure to presence. From striving to celebrating. From chasing to allowing.

Because in the unfolding, you may find the one thing we’re all searching for—but often call by other names like success or happiness.

You’ll find peace.

One way to support this shift is by writing it down. This journal helps you slow down, get clear, and set your intention each day. When you take just a few minutes to answer, “How do I want to feel today?” You create space for better focus, more calm, and stronger leadership.

Try this 90 day journal HERE.

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