The Izzy Way Book Review
Despite the title, Leadership Offense isn’t about aggression; it’s about intentionality. At its core, this book is a strong case for leading through coaching, not waiting, avoiding, or reacting after the fact.
Falcone challenges leaders to stop playing defence, hoping issues resolve themselves, and start playing offence by coaching early and clearly. His message is simple, when leaders set expectations up front, tweak the outcome expectations quickly, and have honest conversations early, people perform better, and trust grows.
What stood out to me is how practical and human the approach feels. Falcone makes it clear that feedback is about helping people grow, not correcting them. Coaching should be part of the leadership toolbox, not something reserved for performance reviews or when things go wrong.
Since reading this book, I’ve focused on being more intentional on coaching every chance I can get, clarifying expectations upfront, addressing issues sooner, and focusing feedback on growth rather than intent. Those small shifts have made a noticeable difference in accountability and team confidence.
Leadership Offense quietly paves the way to becoming a better leader by reminding us that great leadership is proactive, not reactive. If you want to strengthen your coaching muscle and lead with more clarity and confidence, this book is worth your time.
Here are 5 key actions you, as a leader, can add to your leadership toolbox after reading this book:
5 Leadership Action Items from Leadership Offense
1. Be clear upfront—really clear
Most misalignment doesn’t come from poor performance; it comes from unclear expectations. Spell out what “good” looks like, how success is measured, and which behaviours matter. It may feel obvious to you, but it often isn’t to others.
2. Don’t wait to coach
If something feels off, say something early. Small course corrections are easier, less emotional, and far more effective than waiting until an issue turns into a pattern. Coaching in the moment is part of the job.
3. Rethink what feedback is really for
Feedback isn’t about correcting people or calling them out—it’s about helping them get better. When you focus on the impact of the work and what to do next, rather than on intent or blame, the conversation shifts. It feels safer. More productive. The point isn’t to “fix” someone; it’s to help them grow.
4. Don’t avoid the conversations that make you uncomfortable
The conversations you put off are usually the ones that matter most. Taking a few minutes to get clear on what you need to say, why it matters, and what you’re hoping will change makes all the difference. Preparation turns an awkward conversation into a constructive one.
5. Stick with it
Coaching doesn’t end after one conversation. You have to follow up, check in, and notice progress when it happens. When leaders stay consistent, accountability stops feeling heavy and starts feeling supportive.
Check out some of my other book reviews.
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