Kate Leto

How we hire in Product isn't working We screen for mastery of roadmaps, strategy docs & OKRs What about human skills like leadership, EQ, resilience & self awareness? Change how you think about hiring with my new book, "Hiring Product Managers" Available on Amazon #Product

Why do we avoid hard conversations at work? -Don’t want to hurt feelings - Not sure I’ve got it right - Feels pointless / not my job - Too vulnerable Vote below 👇 If none fit, reply — I’d love to hear yours.

Join the Summer Shift Coaching Program A personalized 1:1 coaching experience for leaders who are ready to: 🔸 Lead with their values 🔸 Communicate with confidence 🔸 Reclaim energy and focus after burnout or overdrive 🔸 Create real space to think more strategically...👇

With two decades of experience in product leadership and ICF-accredited coaching, I am offering honest support, deep listening, and thoughtful challenge, all tailored to your real-world leadership context. 👉 DM me for more info or get in contact here. kateleto.com/contact-me

What if this summer was the moment you stepped into the leader you’ve always wanted to be? Not the one always putting out fires. Not the one doubting every decision. Not the one carrying it all alone... But the one who leads with clarity, intention, and grounded confidence...👇

That’s exactly why I’ve created The Summer Shift Coaching Program, a personalized, one-to-one experience to help product leaders and change-makers realign with how they really want to lead. 👉 DM me if interested or get in contact here: kateleto.com/contact-me 👇

Leadership isn’t a title, it’s a practice. And sometimes, that practice gets crowded out. But remember, Summer is a rare and powerful invitation to pause. To reset. To ask yourself, not just “What’s next?” but “What kind of leader do I want to be?”...

To build it, teams need more than good intentions. They need clear norms, consistent structure, and leadership that values truth over comfort. Because in a world where uncertainty is constant, the safest teams are the ones who speak up, not the ones who stay silent.

In reality, psychological safety is about honesty, not harmony. It’s the confidence to say “I disagree” or “I don’t know”, and to know you won’t be shut down for it. It creates space for challenge, debate, and learning. And it’s what makes high performance possible...👇

Think psychological safety is about being nice? Think again. It’s often mistaken for comfort, agreement, or job security, but none captures what it really means. As the term becomes more popular, so do the myths that water it down or turn it into something it’s not..👇

What sets resilient leaders apart? They don’t try to be omnipotent. They get clear on what’s theirs to own, they influence where they can, and release the rest. This is vulnerability in action, admitting you don’t have all the answers, but choosing to lead anyway.

But here’s the bigger picture: in a world where AI is transforming industries overnight, where global events affect your product roadmap, and where business “certainty” is increasingly a myth, trying to control everything is a one-way ticket to burnout.

TLDR: In uncertain times, the strongest leaders don’t try to tame the chaos, they master the art of focused effort. They control what’s theirs, influence what they can, and stop pouring energy into what’s out of reach. Enter the Sphere of Influence...

That’s why I started my CPO Coaching Circle. It’s a space designed for leaders to have honest conversations, real peer support, and meaningful professional development. If it's something you’ve been craving, send me a DM or get in contact via the link in the comments. 👇

I read this article that said peer-to-peer mentoring has always been vital in developing and retaining effective leaders. But if we all know it, why aren’t we all doing it? Honestly, I’m not sure. But I know that it should be, and I want to help facilitate it...

In the article, they mention that some traps can include micromanaging and a lack of direction. So you need to bear those in mind too. You can read the full article here: hbr.org/2017/10/to-be-…

Empower others through trust and responsibility. Use your time for high-impact and strategic work. Develop your team’s capabilities and boost engagement and retention. But this strategy comes with its own pitfalls, too..

TLDR: You don’t need to be involved in every detail of your organization to BE an essential part of it. If you try and do EVERYTHING, you’ll just end up achieving NOTHING. I know it’s easier said than done for most senior leaders... (thread)