The Power of Becoming

There is a sentence that has shaped my life in a profound way:

I am the person I am now becoming.

Just sit with that for a moment.

I am the person I am now becoming.

There is so much power in that statement. There is identity in it. There is choice in it. There is accountability in it. There is hope in it.

It reminds us that who we are today is not the final version of who we are meant to be. We are not stuck. We are not finished. We are not limited to our past, our pain, our mistakes, our disappointments, or even the labels other people have placed on us.

We are always becoming.

The Power of “I Am”

The words “I am” are powerful.

What follows those words matters.

I am tired.

I am overwhelmed.

I am not enough.

I am too old.

I am too broken.

I am behind.

Or...

I am growing.

I am healing.

I am learning.

I am becoming stronger.

I am becoming wiser.

I am becoming the person God created me to be.

The way we speak to ourselves matters because our thoughts become patterns. Our patterns become habits. Our habits become the architecture of our lives.

That does not mean we pretend everything is perfect. It does not mean we deny pain, grief, anger, fear, or disappointment. It means we recognize that we have the ability to choose what we will carry forward and what we are ready to release.

Becoming Does Not Mean Rejecting Yourself

Sometimes when we think about personal growth, we imagine that becoming a better version of ourselves means rejecting who we are now.

But I do not believe that.

Becoming does not mean you have to hate who you are today.

It means you lovingly and honestly ask:

• What parts of me are ready to grow?
• What parts of me need healing?
• What patterns have protected me but no longer serve me?
• What am I ready to release?
• What am I ready to receive?

There may be parts of your personality, your habits, your relationships, your thinking, or your emotional patterns that once helped you survive. But survival is not the same as wholeness.

At some point, we have to ask ourselves whether the very things that protected us in one season are now preventing us from stepping into the next one.

What Are You Ready to Let Go Of?

One of the most honest questions we can ask ourselves is this:

What am I willing to let go of?

Not what should I let go of.

Not what do other people think I should let go of.

Not what looks mature or spiritual or impressive.

What am I actually ready to release?

Because the truth is, sometimes we know something is not serving us, but we are not quite ready to let it go.

Maybe it is anger.

Maybe it is resentment.

Maybe it is fear.

Maybe it is the need to be right.

Maybe it is a relationship that keeps pulling us backward.

Maybe it is a story we have told ourselves for so long that we no longer recognize it as a story.

Letting go is not always easy. Sometimes those lower emotional states have been with us for a long time. Sometimes they feel familiar. Sometimes they feel justified. Sometimes they feel like armor.

But armor gets heavy.

Anger Can Be a Messenger

Let’s talk honestly about anger.

Most of us have experienced anger. If you have lived long enough, you have probably been hurt, lied to, disappointed, betrayed, dismissed, misunderstood, or treated unfairly.

Anger often shows up when something inside of us says, “This was not okay.”

And in that sense, anger can have a purpose.

Anger can give us the energy to stand up, push back, protect ourselves, create boundaries, or do the hard work of change.

But anger is not meant to become our permanent address.

When we live in anger too long, it starts to shape how we see ourselves, how we see others, and how we move through the world. It can harden us. It can exhaust us. It can keep us tied to the very pain we are trying to escape.

Anger may get us moving, but it cannot take us all the way to healing.

Transmuting Lower Energy Into Higher Energy

One of the most beautiful parts of growth is learning how to transform what once hurt us into something higher.

Fear can become courage.

Anger can become advocacy.

Grief can become compassion.

Pain can become wisdom.

Disappointment can become discernment.

Resentment can become forgiveness.

Powerlessness can become purpose.

This is not about pretending the painful thing did not happen. It is not about excusing harm. It is not about rushing healing.

It is about refusing to let pain have the final word.

When we are ready, we can begin to take the energy trapped in anger, fear, grief, or resentment and allow it to become something more life-giving.

That is part of becoming.

Letting Go With Grace and Gratitude

One of the gentlest and most powerful ways to let go is to release with gratitude.

That may sound strange at first.

Why would I thank anger?

Why would I thank fear?

Why would I thank a pattern I no longer want?

Because in many cases, those emotions or patterns were trying to protect you.

They may not have done it perfectly. They may have overstayed their welcome. They may now be creating problems in your life. But at some point, they may have helped you survive something difficult.

You can say:

Thank you, anger, for trying to protect me.

Thank you, fear, for trying to keep me safe.

Thank you, old pattern, for helping me get through that season.

But I am okay now.

I am ready to grow.

I am ready to release you.

I am ready to become.

There is grace in that.

There is maturity in that.

There is freedom in that.

You Are Not Starting Over — You Are Evolving

Sometimes we think growth means starting over.

But often, growth means integrating everything we have learned and allowing it to make us wiser, softer, stronger, and more aligned.

You are not erasing your past.

You are learning from it.

You are not abandoning yourself.

You are becoming more fully yourself.

You are not behind.

You are in process.

And that process is sacred.

Becoming Is a Lifelong Journey

I believe becoming is part of our eternal progression.

We are here to grow, to learn, to love, to forgive, to heal, to serve, and to become more like our Heavenly Father.

That kind of becoming does not happen overnight.

It takes time.

It takes grace.

It takes humility.

It takes faith.

It takes a willingness to look honestly at ourselves and still love ourselves in the process.

And thankfully, we do not have to do it alone.

God’s grace meets us in the becoming.

A Question for You Today

So today, I want to invite you to pause and ask yourself:

• What do I need to let go of?
• What do I need to embrace?
• What relationship, habit, belief, or emotional state is no longer helping me become who I am meant to be?
• What higher state am I being invited into?
• Who am I now becoming?

You are not stuck.

You are not finished.

You are not the sum total of what has happened to you.

You are growing.

You are healing.

You are learning.

You are becoming.

And the person you are becoming is beautiful, magnificent, and deeply worthy of love.

You are the beautiful person you are now becoming.

And that is a powerful place to begin.

How Employers Can Build a Smarter GLP-1 Benefit

GLP-1 medications have changed the conversation around obesity, diabetes, cardiometabolic risk, and employer-sponsored health plans.

And frankly, employers cannot afford to ignore them.

But they also cannot afford to cover them blindly.

That is the tension.

On one hand, obesity and metabolic disease are not “lifestyle problems” in the simplistic way our healthcare system has too often framed them. They are complex, chronic, progressive conditions tied to heart disease, diabetes, kidney disease, sleep apnea, joint deterioration, cancer risk, disability, absenteeism, and overall quality of life.

On the other hand, GLP-1 medications are expensive. If a self-funded employer opens the door without a thoughtful strategy, the plan can experience rapid cost escalation without necessarily improving long-term outcomes.

So the real question is not, “Should employers cover GLP-1s?”

The better question is:

How do employers build a smarter GLP-1 benefit that improves health, protects the plan, and supports the member for the long game?

Obesity Is a Serious Health Risk — Not a Character Flaw

We need to start with the truth.

Obesity is one of the most significant drivers of chronic disease in this country. CDC data shows that adult obesity prevalence was 40.3% during August 2021 through August 2023. Severe obesity was 9.4% during that same period. Source: CDC

That matters because obesity does not live in isolation.

It often travels with hypertension, insulin resistance, type 2 diabetes, fatty liver disease, obstructive sleep apnea, orthopedic issues, cardiovascular disease, depression, infertility concerns, and chronic inflammation.

For employer-sponsored plans, that means obesity is not only a pharmacy issue. It is a medical-cost issue, a productivity issue, a disability issue, and a long-term risk issue.

The GLP-1 conversation must move beyond vanity weight loss.

This is about cardiometabolic risk management.

GLP-1s Are Not Magic — But They Are Clinically Meaningful

GLP-1s and related incretin medications have created real clinical momentum because they address biology in a way that traditional “eat less and move more” advice never fully did.

The FDA approved Wegovy to reduce the risk of major adverse cardiovascular events in adults with established cardiovascular disease and obesity or overweight, making it the first weight-loss medication approved for that cardiovascular risk-reduction indication. Source: FDA

The FDA also approved Zepbound as the first medication for moderate to severe obstructive sleep apnea in adults with obesity, reflecting the growing understanding that weight reduction can meaningfully improve obesity-related comorbid conditions. Source: FDA

That is important.

These medications are no longer just part of a weight-loss conversation. They are part of a broader chronic disease, cardiometabolic, and risk-reduction conversation.

But let’s be clear: a medication-only strategy is not a health strategy.

The Mistake Employers Make: Covering the Drug Without Building the Program

The biggest mistake employers can make is treating GLP-1 coverage like a simple pharmacy toggle.

Turn it on. Turn it off. Cover it. Exclude it. Prior authorize it. Deny it.

That approach misses the bigger picture.

If an employer covers GLP-1s without clinical structure, they may pay a premium price without ensuring the right members are receiving the medication, the right comorbidities are being addressed, the member is receiving nutrition and lifestyle support, side effects are being managed, adherence is being monitored, and outcomes are being measured.

That is not strategy.

That is spend.

A smarter GLP-1 benefit should answer these questions:

• Who qualifies?
• What clinical criteria must be met?
• What lifestyle support is required?
• How will continuation of therapy be measured?
• How will we prevent inappropriate use?
• How will we support members who stop therapy?
• How will we track outcomes beyond pounds lost?
• How will this benefit integrate with diabetes, hypertension, CKD, cardiac, oncology, maternity, and behavioral health risk?

That is where employers need to be much more disciplined.

A Smarter GLP-1 Benefit Has Guardrails — Not Barriers

There is a difference between a barrier and a guardrail.

A barrier blocks access without regard for clinical need.

A guardrail protects the member and the plan by making sure the right care is delivered to the right person, at the right time, for the right reason, with the right support.

A responsible GLP-1 benefit may include:

Clinical eligibility criteria. This may include BMI thresholds, obesity-related comorbidities, type 2 diabetes, cardiovascular risk, sleep apnea, hypertension, or other high-risk indicators.

Prior authorization. Not as a blunt-force denial tool, but as a way to validate medical necessity and align use with evidence-based criteria.

Step therapy where appropriate. For some members, lower-cost interventions or alternative therapies may be clinically appropriate before moving to higher-cost medications.

Lifestyle and nutrition support. Medication without behavior change is incomplete care. Members need support around protein intake, hydration, resistance training, sleep, stress, and long-term habit formation.

Care navigation. Members need help understanding where to receive care, how to access medications safely, how to avoid scams or unsafe compounded products, and how to coordinate with their provider.

Ongoing monitoring. Weight is not the only metric. Employers should also be looking at A1C, blood pressure, lipids, sleep apnea improvement, medication adherence, adverse effects, ER visits, disability risk, and avoidable progression of disease.

Continuation criteria. If the medication is not working, is not being taken, or is not clinically appropriate, the plan should not continue paying indefinitely without review.

That is not rationing care.

That is responsible stewardship.

Employers Should Think in Risk Tiers

Not every member needs the same level of support.

A smart benefit design should stratify members based on risk.

Tier 1: Early Risk and Prevention

These are members with obesity or early metabolic risk who may benefit from digital tools, coaching, nutrition education, movement support, and behavior-change programs.

The goal is to prevent progression.

Tier 2: Moderate Risk

These members may have dual conditions such as obesity plus hypertension, prediabetes, hyperlipidemia, sleep apnea, or early kidney-risk indicators.

They may need more personalized coaching, care coordination, and physician engagement.

The goal is to reverse risk where possible and stabilize disease progression.

Tier 3: High Risk and Polymorbid

These are members with obesity plus multiple advancing conditions — diabetes, CKD, cardiac disease, sleep apnea, orthopedic deterioration, high pharmacy spend, recurrent admissions, or rising total cost of care.

This group needs high-touch clinical management.

The goal is to reduce severity, prevent catastrophic claims, improve quality of life, and protect the plan from avoidable high-cost events.

This is where GLP-1 strategy becomes more than a pharmacy benefit.

It becomes a medical management strategy.

The ROI Conversation Needs to Mature

Employers want to know: “Will GLP-1 coverage save money?”

That is a fair question.

But the answer is not always clean in a 12-month spreadsheet.

Some benefits may take time to show up. Improved A1C, lower blood pressure, fewer joint replacements, fewer cardiac events, fewer diabetes complications, better sleep, improved productivity, and reduced disability risk may not fully materialize in one plan year.

At the same time, employers cannot write a blank check and hope savings arrive someday.

That is why outcomes tracking matters.

A mature ROI model should include:

• Medical spend trend
• Pharmacy spend trend
• Total cost of care
• Weight-loss response
• A1C improvement
• Blood pressure improvement
• Reduction in diabetes medication burden where appropriate
• Sleep apnea improvement
• Avoided procedures or delayed orthopedic deterioration
• Reduced ER and inpatient utilization
• Employee retention and productivity
• Member satisfaction
• Engagement with coaching and care management

The employer should not simply ask, “How much did the drug cost?”

They should ask, “What value did we receive for the investment?”

Those are very different questions.

The Stop-Loss and High-Cost Claim Angle

For self-funded employers, GLP-1 strategy should also be viewed through a stop-loss lens.

Poorly controlled obesity-related disease can contribute to catastrophic claims over time: myocardial infarction, stroke, dialysis, advanced diabetes complications, complex orthopedic surgery, high-risk pregnancy complications, wound care, sleep-apnea-related cardiovascular events, and more.

A GLP-1 benefit will not eliminate those risks.

But when targeted correctly, it may become part of a broader strategy to reduce the incidence and severity of high-cost claims.

That is the key.

GLP-1s should not sit off to the side as a pharmacy trend problem.

They should be integrated into the employer’s larger risk-management strategy.

What Employers Should Avoid

Employers should be very cautious about:

• Covering GLP-1s with no clinical criteria
• Allowing indefinite continuation without outcome review
• Failing to integrate lifestyle support
• Ignoring members who discontinue therapy
• Relying only on pharmacy benefit manager reporting
• Failing to coordinate with disease management and case management
• Treating obesity as separate from diabetes, kidney disease, cardiac disease, maternity risk, and cancer risk
• Making decisions based only on short-term cost panic

The worst strategy is reactive benefit design.

Employers should not wait until GLP-1 spend explodes and then abruptly cut off access. That creates member disruption, provider abrasion, HR frustration, and reputational risk.

Plan ahead.

Build the structure before the spend becomes unmanageable.

What a Better Employer Strategy Looks Like

A smarter GLP-1 benefit should be clinically sound, financially disciplined, and human.

That means:

• Recognizing obesity as a chronic condition
• Prioritizing members with the highest clinical need
• Requiring meaningful lifestyle and care-management support
• Measuring outcomes over time
• Coordinating pharmacy and medical data
• Supporting members with compassion, not shame
• Protecting the plan from inappropriate or low-value utilization
• Using the benefit as part of a broader chronic disease strategy

This is how employers move from “Are we covering weight-loss drugs?” to “Are we improving the health trajectory of our people?”

That is the conversation we should be having.

Final Thought

GLP-1s are not the enemy.

Unmanaged spend is the enemy.

Poor benefit design is the enemy.

Fragmented care is the enemy.

Ignoring obesity until it becomes diabetes, kidney disease, heart disease, disability, or a catastrophic claim is the enemy.

Employers have an opportunity right now to build something better — a benefit that is thoughtful, clinically appropriate, financially sustainable, and deeply human.

Because at the end of the day, the goal is not just weight loss.

The goal is healthier people, stronger families, better workplaces, and health plans that actually work.

That is what a smarter GLP-1 benefit should do.

Stress Management for Busy Professionals: How to Lead Well Without Losing Yourself

Stress has become almost a badge of honor in modern professional life. We say things like, “I’m slammed,” “I’m buried,” “I’m running from meeting to meeting,” or “I just need to get through this week.” And the problem is, for many high-performing professionals, every week becomes that week. I know this world well. I have spent my career in healthcare leadership, where the stakes are high, the pace is relentless, and the decisions we make affect people’s lives, families, finances, and futures. In that kind of environment, stress is not theoretical. It is real. It lives in your inbox, your calendar, your body, your sleep, your relationships, and sometimes your spirit. But here is the truth: stress is not a leadership strategy. You cannot build a meaningful life, lead a healthy team, grow a business, care for others, and live your purpose if your own nervous system is running on fumes. Busy professionals do not need another fluffy reminder to “just relax.” We need practical, honest, sustainable tools that help us stay grounded while still showing up with excellence. Stress Is Not Always the Enemy Not all stress is bad. Healthy stress can sharpen our focus, help us prepare, and push us to grow. A deadline, a presentation, a hard conversation, or a new opportunity can create the kind of pressure that brings out our best. The problem comes when stress becomes constant. When your body never gets the signal that the threat has passed, your system stays activated. Cortisol and adrenaline remain elevated. Sleep suffers. Blood pressure rises. Food choices change. Patience gets thinner. Creativity drops. Decision-making becomes reactive instead of wise. And for those of us in leadership, unmanaged stress does not stay private. It leaks. It leaks into our tone. It leaks into our meetings. It leaks into our decisions. It leaks into our families. It leaks into our health. That is why stress management is not self-indulgent. It is stewardship. The First Step: Tell Yourself the Truth One of the most powerful stress-management tools is also one of the simplest: honest self-assessment. Ask yourself: What am I carrying that is not mine to carry? What am I tolerating that needs to be addressed? Where am I confusing urgency with importance? What am I afraid will happen if I slow down? Busy professionals often become experts at overriding their own warning lights. We ignore the headache. We push through the fatigue. We normalize the tension in our shoulders. We tell ourselves, “This is just the season I’m in.” Sometimes that is true. But sometimes “the season” has become a lifestyle. Your body will keep the score even when your calendar looks successful. Regulate Before You React One of the best leadership skills we can develop is the ability to regulate our nervous system before we respond. A dysregulated leader creates confusion, fear, and rework. A grounded leader creates clarity, confidence, and stability. Before answering the difficult email, pause. Before walking into the tense meeting, breathe. Before making a high-stakes decision, check your state. A simple practice I use and teach is what I call a reset breath: Breathe in slowly through your nose for four counts. Hold for two counts. Exhale slowly for six to eight counts. Repeat three times. This is not complicated, but it is powerful. A longer exhale signals safety to the nervous system. It helps move the body out of fight-or-flight and back into a state where you can think clearly. You do not need an hour of meditation to begin changing your stress response. Sometimes you need 60 seconds of intentional breathing before you say something you cannot take back. Protect the First and Last 10 Minutes of Your Day How we begin and end the day matters. Too many professionals start the morning by grabbing their phone and immediately letting the world tell them what is urgent. Emails, texts, news, alerts, requests, problems. Before their feet even hit the floor, their nervous system is already in reaction mode. Protect the first 10 minutes of your day. Pray. Breathe. Stretch. Drink water. Read scripture or something grounding. Ask, “What matters most today?” Then protect the last 10 minutes of your day. Turn down the noise. Do a quick brain dump. Write down what can wait until tomorrow. Let your body know the workday is complete. Your mind needs closure. Your body needs safety. Your spirit needs space. Learn the Difference Between Capacity and Calling This one is hard for high achievers - I know it is for me! Just because something is good does not mean it is yours to do right now. Busy professionals are often capable of carrying a lot. And if you are like me, you love what you do. But capacity is not the same as calling. And capability is not the same as assignment. There are seasons when the wisest, healthiest, most faithful answer is “not now.” That does not mean you are weak. It means you are discerning. You cannot say yes to everything and still be fully present for what matters most. Every yes has a cost. Sometimes the cost is sleep. Sometimes it is peace. Sometimes it is health. Sometimes it is your family getting the leftovers of you. That is not success. That is misalignment. Move Your Body to Move the Stress Stress is physical. It cannot be solved only in your head. When stress hormones are released, your body is preparing to act. But most modern stress happens while we are sitting still — at a desk, in a meeting, in traffic, or on a phone call. Movement helps complete the stress cycle. Take a walk after a difficult meeting. Stretch between calls. Stand outside for five minutes. Put your feet on the ground. Do gentle movement before bed. This is not about punishment or chasing a perfect body. This is about helping your body metabolize stress so it does not stay trapped inside you. Even 10 minutes can make a difference. Create Micro-Boundaries Busy professionals often think boundaries have to be dramatic. They do not. Some of the most effective boundaries are small and consistent. Do not check email during the first 10 minutes of the morning. Block 30 minutes of thinking time before a major meeting. End meetings five minutes early. Do not respond to non-urgent messages after a certain hour. Take lunch away from your desk at least a few times a week. Put white space on your calendar and treat it like a real appointment. Micro-boundaries protect macro-health. And here is the uncomfortable truth: if you do not create boundaries, your body may eventually create them for you through illness, exhaustion, resentment, or burnout. Stop Calling Burnout “Dedication” Burnout is not proof that you care. And overwhelm is not a badge of honor. Burnout is often the result of caring deeply without the right support, structure, recovery, or boundaries. In healthcare, leadership, ministry, caregiving, and service-based professions, we can easily spiritualize or glamorize overextension. We tell ourselves we are helping. We are serving. We are needed. And yes, service matters. Excellence matters. Work ethic matters. But you are not called to destroy yourself in the name of service. You are a person, not a machine. Your worth is not measured by your productivity. Your value does not rise and fall with your output. You can be deeply committed and still deeply rested. Build Recovery Into the System Stress management is not something to squeeze in after everything else is done. Because everything else is never done. Recovery must be built into the rhythm of your life. That may look like a Sabbath practice, a weekly walk, a quiet morning routine, regular exercise, prayer, therapy, coaching, time in nature, meaningful connection, or simply closing the laptop at a reasonable hour. The key is consistency. Recovery is not a reward for finishing the work. Recovery is what allows you to keep doing meaningful work without losing yourself. Lead From Peace, Not Pressure

The most effective professionals I know are not the ones who are constantly frantic. They are the ones who have learned how to stay steady. They still work hard. They still handle pressure. They still solve complex problems. They still carry responsibility. But they do not let chaos become their identity. That is the goal. Not a stress-free life. That is not realistic. The goal is a well-managed life. A grounded life. A life where your work matters, but it does not consume you. A life where you can lead with clarity, love your family well, honor your health, protect your peace, and stay connected to God’s purpose for you. Stress will always be part of life. But chronic overwhelm does not have to be. You can pause. You can breathe. You can reset. You can choose what matters most. You can lead well without losing yourself. And that may be one of the most important leadership decisions you ever make.