Denver executive coach’s book wins national recognition for tackling difficult high performers

Diana Lowe, CEO of Denver-based Blue Light Leadership, has earned a Distinguished Favorite nod in the NYC Big Book Award’s Business–Motivational category for Hard to Handle: A High Performer Paradox. The book addresses a common workplace problem: when top performers deliver results but undermine culture, communication and team performance.

Why it matters: - The book targets a leadership problem many organizations face: keeping high performers engaged without tolerating behavior that damages teams. - Lowe’s message is that companies do not have to choose between strong results and a healthy workplace culture. - The recognition gives the issue broader attention outside Denver and the leadership-coaching world.

What happened: - Denver executive coach Diana Lowe, CEO of Blue Light Leadership, was named a Distinguished Favorite in the Business–Motivational category of the NYC Big Book Award for Hard to Handle: A High Performer Paradox. - The book is an Amazon bestseller. - Lowe co-authored the book with Michael Ashley. - The announcement was made Sept. 24, 2026.

The details: - Hard to Handle is written as an accessible business fable. - The book looks at what happens when a highly capable employee produces strong results but their behavior, communication style or lack of self-awareness starts affecting the people around them. - The book argues that high performance does not automatically mean effective leadership. - Lowe said the goal is to show that people can change with greater self-awareness, accountability and the right support. - The book encourages readers to stay curious about what may be driving difficult behavior while still holding people accountable for change. - The companion Hard to Handle Action Workbook translates the story into practical exercises focused on communication, self-awareness and leadership behavior. - The NYC Big Book Award draws entries from independent authors, established authors and publishing houses in the U.S. and internationally. - Publishing-industry professionals evaluate the entries and choose Winners and Distinguished Favorites for overall excellence.

Between the lines: - The recognition fits Lowe’s broader work with organizations facing leadership, engagement and behavior-change challenges. - The book’s appeal comes from a tension many employers know well: technical expertise can be valuable, but people skills determine whether someone can lead effectively. - Lowe is positioning the book as both a workplace-management tool and a cultural reset around how organizations define talent. - Her core argument is that the “hard to handle” employee may need coaching and accountability, not just praise for performance.

What's next: - Lowe is using the award to push more employers to address how they develop technical experts and high performers into people leaders. - Blue Light Leadership will continue offering executive coaching, speaking, workshops and leadership development focused on leadership behavior, emotional intelligence, communication and employee engagement. - Lowe says she wants the book to start a wider conversation about what happens to the people around a high performer while results are being delivered.

The bottom line: - Hard to Handle is getting national attention for turning a common workplace headache into a practical case for better leadership behavior, not just better output.