Coaching For Leaders

Tsedal Neeley: Remote Work Revolution Tsedal Neeley is a professor at the Harvard Business School. Her work focuses on how leaders can scale their organizations by developing and implementing global and digital strategies. She has published extensively in leading scholarly and practitioner-oriented outlets and her work has been widely covered in media outlets such as the BBC, CNN, Financial Times, NPR, The Wall Street Journal, and The Economist. She was named to the Thinkers50 On the Radar list for making lasting contributions to management and is the recipient of many other awards and honors for her teaching and research. She is the author of Remote Work Revolution: Succeeding from Anywhere*. In this conversation, Tsedal and I explore what the research shows us about productivity and fear around remote work. We highlight three key principles that leaders can lean in on in order to engage remote teams better. Plus, Tsedal provides practical examples on how almost any leader can put these principles into action. Key Points The research has been clear for decades that employees are more productive working remotely. Surveillance software and services are almost always a poor direction for leaders and organizations. Leaders should structure unstructured time for informal interactions — and should be the ones who initiate these conversations. Emphasize individuals and individual differences, even more so than you might in person. Avoid referring to people by their membership in subgroups. In addition to not shutting down conflict, leaders in remote settings need to force it, so the best ideas can emerge on the team. Resources Mentioned Remote Work Revolution: Succeeding from Anywhere* by Tsedal Neeley Tsedal Neeley's website Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Build Psychological Safety, with Amy Edmondson (episode 404) Transitioning to Remote Leadership, with Tammy Bjelland (episode 509) The Way Out of Major Conflict, with Amanda Ripley (episode 529) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Jonathan Raymond: Good Authority Jonathan Raymond is the founder of Refound, where he and his team work with organizations to create a company culture based in personal growth. He's the author of the book Good Authority: How to Become the Leader Your Team Is Waiting For*. He's also the creator of the Accountability Dial and the courses Good Accountability and Good Alignment. In this conversation, Jonathan and I discuss the importance of starting with the purpose for a role when considering how to approach one-on-ones. We frame the importance of elevation and linking professional activities with personal growth. Plus, we invite leaders to begin with a few, practical steps. Key Points Begin with the purpose of the role. Clarity on expectations and personal growth will both come from there. Utilize curiosity to begin to align on expectations and what's next. Elevation is a key competency for managers in one-on-ones. Help employees link what the role needs and how their personal growth aligns to it. Be willing to stay flexible on how often and how long you meet for. There are times when more interaction may be wise, but one-on-ones should not take over your professional life as a manager. Few managers do this well. Even small movement to get better at supporting your employees can provide big returns in retention. Resources Mentioned Good Alignment course* Good Accountability course* Good Authority: How to Become the Leader Your Team Is Waiting For by Jonathan Raymond Related Episodes How to Balance Care and Accountability When Leading Remotely, with Jonathan Raymond (episode 464) How to Define a Role, with Pat Griffin (episode 517) How to Help People Thrive, with Jim Harter (episode 532) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Sandra Sucher: The Power of Trust Sandra Sucher is an internationally recognized trust researcher and professor of management practice at Harvard Business School. She studies how organizations build trust and the vital role leaders play in the process. Before joining Harvard, she was a business executive for 20 years, served on corporate and nonprofit boards, and has been Chair of the Better Business Bureau. As an advisor to the Edelman Trust Barometer, her research has been featured in several national publications. She is the author with Shalene Gupta of the book, The Power of Trust: How Companies Build It, Lose It, Regain It*. In this conversation, Sandra and I explore the three elements of a good apology in the professional setting. We also look at additional elements the research suggests may be useful in many places in our lives. Finally, Sandra highlights some ways we can do better on empathy in order to avoid situations where we destroy trust. Key Points Combine three elements for a good apology, especially in a professional setting: Acknowledgment of responsibility: The offender makes a statement that demonstrates they understand their part in the trust betrayal. Explanation: The offender describes the reasons for the problem. Offer of repair: The offender offers a solution for rebuilding trust. In addition, consider three more elements for apologies in any scenario: Expression of regret: The offender expresses how sorry they are. Declaration of repentance: The offender promises not to make the same mistake again. Request for forgiveness: The offender explicitly asks for pardon. To interrupt the reality that leaders tend to struggle with empathy: Reflect in writing with as much detail as possible about the people and situation in question. Ask yourself, “Am I being fair?” Resources Mentioned The Power of Trust: How Companies Build It, Lose It, Regain It* by Sandra Sucher and Shalene Gupta The Power of Trust website Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Use Power for Good and Not Evil, with Dacher Keltner (episode 254) The Choice for Compassion, with Edith Eger (episode 336) The Way Into Difficult Conversations, with Kwame Christian (episode 497) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Bonni Stachowiak: Teaching in Higher Ed Bonni Stachowiak is the host of the Teaching in Higher Ed podcast, a professor of business and management at Vanguard University, and my life partner. Prior to her academic career, Bonni was a human resources consultant and executive officer for a publicly traded company. She is the author of The Productive Online and Offline Professor: A Practical Guide*. Listener Questions Mark asked our advice on how to navigate a sensitive situation with an unsupportive colleague. Geraldine wondered about how to implement management accountability with public sector employees. Samuel asked about building personal capacity. James asked if we were aware of resources for a leadership body of knowledge. Resources Mentioned 7 Habits of Highly Effective People* by Stephen Covey Getting Things Done* by David Allen Center for Creative Leadership Greenleaf Center for Servant Leadership How to Win Friends and Influence People* by Dale Carnegie The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations* by James Kouzes and Barry Posner Society for Human Resource Management (SHRM) Related Episodes Eight Ways To Use Power For Good (episode 154) How to Balance Care and Accountability When Leading Remotely, with Jonathan Raymond (episode 464) How to Say No Without Saying No, with Lois Frankel (episode 471) How to Create Your Personal Vision (free membership required) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Katy Milkman: How to Change Katy Milkman is an award-winning behavioral scientist and professor at The Wharton School of the University of Pennsylvania. She hosts Charles Schwab's popular behavioral economics podcast Choiceology, and is the co-founder and co-director of The Behavior Change for Good Initiative. Katy has worked with or advised dozens of organizations on how to spur positive change and her research is regularly featured in major media outlets such as The New York Times, the Wall Street Journal, and NPR. She is the author of the book, How to Change: The Science of Getting from Where You Are to Where You Want to Be*. In this conversation, Katy and I explore the research on confidence. We highlight some of the key tactics we can use to enhance our own feelings of confidence. Plus, we explore some of the ways that leaders may be able to support confidence-building in others. Key Points Self doubt affects our ability to take action. Our expectations shape reality. How we think about something affects how it is. Leaders can support those with less confidence by inviting them to be a mentor or coach for others. Set ambitious goals, but allow yourself a limited number of emergency passes when you slip up. Focus on personal experiences that make you feel successful or proud. Resources Mentioned How to Change: The Science of Getting from Where You Are to Where You Want to Be* by Katy Milkman Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes The Way to Make New Behaviors Stick, with Marshall Goldsmith (episode 196) The Way to Be More Coach-Like, with Michael Bungay Stanier (episode 458) How to Change Your Behavior, with BJ Fogg (episode 507) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Jim Harter: Wellbeing at Work Jim Harter is Chief Scientist for Gallup's workplace management and wellbeing practices. He has led more than 1,000 studies of workplace effectiveness and is the bestselling coauthor of It's the Manager, 12: The Elements of Great Managing, and Wellbeing: The Five Essential Elements. Jim has also published articles in many prominent business and academic journals and he's the author with Jim Clifton of Wellbeing at Work: How to Build Resilient and Thriving Teams*. In this conversation, Jim and I discuss Gallup's recent research findings on what managers and organizations can do to support wellbeing at work. We highlight the five key elements of wellbeing from the research and the obstacles that managers and organizations face in supporting these. Plus, we share practical steps that each of us can take to support wellbeing among the people in our organizations. Key Points People report that their strongest links to net thriving are “my job” and “my manager.” The five key elements of wellbeing are, in this order: Career, Social, Financial, Physical, and Community. Many people report that “time with a manager” is the worst part of the day. To support better wellbeing, make it a part of regular career conversations. Have open conversations about pay philosophies. Data shows this is even more important than the actual salary. Giving meaningful feedback every week is a basic requirement of management. Gallup's data shows that only half of employees worldwide know what is expected of that at work, a significant contributor to stress and anxiety. Resources Mentioned Wellbeing at Work: How to Build Resilient and Thriving Teams* by Jim Clifton and Jim Harter Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes These Coaching Questions Get Results, with Michael Bungay Stanier (episode 237) How to Manage Abrasive Leaders, with Sharone Bar-David (episode 290) How Teams Use StrengthsFinder Results, with Lisa Cummings (episode 293) Three Steps to Great Career Conversations, with Russ Laraway (episode 370) Gallup Findings on the Changing Nature of Work, with Jim Harter (episode 409) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Manu Mazzanti Manu Mazzanti is an energy giver who brings focus and resilience to bold and daring transformative journeys. As a regional talent development leader for a global consulting firm, Manu is committed to enabling talent potential through coaching, facilitation, and leadership development. He is out there to make an impact as a father, conscious leader, and marathon runner. Manu is also an alum of the Coaching for Leaders Academy. Key Points Ken Coleman's analogy of climbing the mountain (and realizing you might be on the wrong one) was helpful to identify what was next. Keith Ferrazzi says that leadership starts with us. In addition, we all have the opportunity to do a lot of leading without authority. James Clear's work was helpful to make habit changes easily instead of trying to make major changes, at all at once. The Academy helped provide a framework for the 2-3 year vision and take daily actions to bring it into reality. Resources Mentioned Manu Mazzanti on LinkedIn Coaching for Leaders Academy Shine: Ignite Your Inner Game to Lead Consciously at Work and in the World* by Carley Hauck Create a World That Works: Tools for Personal and Global Transformation* by Alan Seale and Cheryl Dorsey Related Episodes How to Find Your Calling, with Ken Coleman (episode 352) How to Become the Person You Want to Be, with James Clear (episode 376) Leadership Means You Go First, with Keith Ferrazzi (episode 488) The Way to Make Sense to Others, with Tom Henschel (episode 518) Making the Case for Your Promotion, with May Busch (episode 526) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Amy Gallo: HBR Guide to Dealing with Conflict Amy Gallo is an expert in conflict, communication, and workplace dynamics. She combines the latest management research with practical advice to deliver evidence-based ideas on how to improve relationships and excel at work. She is the author of the Harvard Business Review Guide to Dealing with Conflict*, a how-to guidebook about handling conflict professionally and productively. In her role as a contributing editor at Harvard Business Review, Amy writes frequently about a range of topics with a focus on interpersonal dynamics, communicating ideas, leading and influencing people, and building your career. She is also co-host of Harvard Business Review's Women at Work podcast, which is in its sixth season. In this conversation, Amy and I discuss some of the key strategies that have emerged from her research on the most effective ways to prepare for conflict. We explore why a larger strategy is more important than a script, how to plan out your message, and the value of taking the other side's perspective. Key Points Be honest with yourself that a conversation may be difficult, but also seek a constructive way to frame it. Take your counterpart's perspective, but don't assume you know everything they are thinking. Plan your message by appealing to a shared goal. Focus your efforts on framing the larger strategy and outcome rather than a specific script or phrases. Avoid scripting out a conversation, but have clarity on how you will start and the 2-3 points you need to convey. When conflict emerges in the organization, leaders are wise to lean into it rather than shutting it down in the moment. Resources Mentioned Harvard Business Review Guide to Dealing with Conflict* by Amy Gallo Harvard Business Review's Women at Work podcast Amy Gallo's website Related Episodes How to Manage Abrasive Leaders, with Sharone Bar-David (episode 290) The Way Into Difficult Conversations, with Kwame Christian (episode 497) The Way Out of Major Conflict, with Amanda Ripley (episode 529) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Amanda Ripley: High Conflict Amanda Ripley is an investigative journalist and a New York Times bestselling author. She's spent her career trying to make sense of complicated human mysteries, from what happens to our brains in a disaster to how some countries manage to educate virtually all their kids to think for themselves. Her first book, The Unthinkable: Who Survives When Disaster Strikes—and Why*, was published in 15 countries and turned into a PBS documentary. Her next book, The Smartest Kids in the World—and How They Got That Way*, was a New York Times bestseller. Her most recent book is High Conflict: Why We Get Trapped and How We Get Out*. In this conversation, Amanda and I discuss the distinction between good, healthy conflict — and high conflict that becomes unproductive for almost everybody. We discuss how humiliation is often such a strong catalyst for high conflict. Finally, we explore many of the practical steps to take in order to avoid the worst conflicts and do better for ourselves and our organizations. Key Points Good conflict often brings surprises, but high conflict is surprisingly predictable. Humiliation is one of the most powerful fire starters in triggering high conflict. Limit humiliation by avoiding attacks on someone's identity, especially in a public forum. Distancing yourself from “conflict entrepreneurs” can help provide the space to emerge from high conflict. Resist binaries and us vs. them language. When people get sorted into two groups, that can lay a foundation for high conflict. Slowing down conflict can often provide the opportunity to emerge with productive dialogue. Resources Mentioned High Conflict: Why We Get Trapped and How We Get Out* by Amanda Ripley Related Episodes How to Listen When Someone Is Venting, with Mark Goulston (episode 91) How to Deal with Opponents and Adversaries, with Peter Block (episode 328) How to Find Confidence in Conflict, with Kwame Christian (episode 380) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Erica Dhawan: Digital Body Language Erica Dhawan is a globally recognized leadership expert and keynote speaker helping organizations and leaders innovate faster and further, together. Named as one of the top management professionals around the world by Global Gurus, she is the founder and CEO of Cotential, a company that has helped leaders and teams leverage twenty-first-century collaboration skills. Erica’s writing has appeared in dozens of publications, including Fast Company and Harvard Business Review. She is the co-author of Get Big Things Done* and the author of the new book, Digital Body Language: How to Build Trust and Connection, No Matter the Distance*. In this conversation, Erica and I highlight common missteps that cause leaders to generate unnecessary anxiety from their communication. We discuss how brevity, response time, passive aggressiveness, and formality can work against us — and what we can adjust on our own behaviors to do better. Key Points In a way, all of us are now immigrants, processing more interactions in a digital world that is less familiar. Excessive brevity may save a few keystrokes or seconds in the moment, but can generate lots of extra work for the team and organization. Reduce anxiety by being explicit about our expectations on response time and teaching others what to expect from us. Changing tone and formality without explanation can be jarring. Seemingly unimportant choices like who we list first on emails can generate assumptions from those we’re communicating to. Resources Mentioned Digital Body Language: How to Build Trust and Connection, No Matter the Distance* by Erica Dhawan The Digital Body Language Expert Course Related Episodes How to Balance Care and Accountability When Leading Remotely, with Jonathan Raymond (episode 464) How to Run an Online Meeting, with Bonni Stachowiak (episode 472) How to Be Present, with Dave Crenshaw (episode 511) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Glenn Parker: Positive Influence Glenn Parker is a team building and organizational consultant to many of the world's leading corporations, including Novartis, Merck, Lucent, and Accenture. He is the author of 15 books, including the bestsellers, Team Players and Teamwork: New Strategies for Developing Successful Collaboration* and Cross-Functional Teams: Working with Allies, Enemies, and Other Strangers*. Glenn's assessment survey, the Parker Team Player Survey, published by CPP, has sold more than one million copies. He is the author with his son Michael Parker of the book, Positive Influence: The Leader Who Helps People Become Their Best Self*. In this episode, Glenn and I discuss the importance of leaders recognizing the contributions of other leaders in our careers — and the ways we can become positive influences for others. We detail the four different ways to be a supportive leader and the first steps that each of us can take to do this more consistently. Key Points Four different ways to be a leader who has a positive influence on others: The Supportive Positive Influence Leader: the one who believes in you The Teacher Positive Influence Leader: the one who helps you develop the skills you need The Motivating Positive Influence Leader: the one who shows you why you need to do something and helps you believe that you can do it The Role Model Positive Influence Leader: the one who demonstrates through their actions how you can be successful Resources Mentioned Positive Influence: The Leader Who Helps People Become Their Best Self* by Glenn Parker and Michael Parker Related Episodes Help People Learn Through Powerful Teaching, with Pooja Agarwal (episode 421) Your Leadership Motive, with Patrick Lencioni (episode 505) How to Be Present, with Dave Crenshaw (episode 511) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

May Busch: How to Get Promoted May Busch is the former Chief Operating Officer of Morgan Stanley Europe. She was promoted 10 times during her 24-year career at Morgan Stanley. Today, she's an executive coach and mentor, helping professionals overcome (often hidden) obstacles, advance to the next level in their careers, and reach their full potential. May is the author of Accelerate: 9 Capabilities to Achieve Success at Any Career Stage and the creator of the How to Get Promoted Course. In this conversation, May and I discuss the key principles that professionals should consider when advocating for their next promotion. We explore a few of the key mistakes that some people rely on — and how to do better through your track record, business case, and future thinking. Plus, May shares some key tactics that will help you get visibility on what more senior leaders are thinking. Key Points Being a culture carrier is a wonderful place to be in an organization, but it’s not enough for promotion. Threatening to leave can work in some cases, but it’s not laying the groundwork for long-term trust. Your track record should include your accomplishments, experiences, strengths, and skills. Others who are close to you can often help you be more objective on what these are. Ultimately a promotion is a business decision. Help more senior leaders make the business case for why you are the right decision. Perceived risks about you might be fair or not. Regardless, responding in a matter-of-face manner to concerns is more likely to help you alleviate them. Resources Mentioned Discover What It Really Takes to Get a Promotion, a free training series by May Busch Accelerate: 9 Capabilities to Achieve Success at Any Career Stage by May Busch Related Episodes Move From Caretaker to Rainmaker, with May Busch (episode 390) How to Work With an Executive Recruiter, with Becky deSouza (episode 406) Craft a Career to Fit Your Strengths, with Scott Anthony Barlow (episode 424) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Marissa King: Social Chemistry Marissa King is professor of Organizational Behavior at the Yale School of Management, where she developed and teaches a popular course entitled Managing Strategic Networks. Over the past fifteen years, she has studied how people's social networks evolve, what they look like, and why that's significant. Her most recent line of research analyzes the individual and group-level behaviors that are necessary for large-scale organizational change. She is the author of Social Chemistry: Decoding the Patterns of Human Connection*. In this conversation, Marissa and I explore the three major categories of personal networks — along with the strengths and challenges of each one. We make the invitation to strengthen your existing network instead of trying to further expand it. Plus, Marissa highlights several practical tips to more fully leverage the power of your own network. Key Points There are three types of networks: Expansionists have extraordinarily large networks and tend to be well known. They tend to be inspiring in both social and professional settings. Brokers generate value by bringing together from different social spaces. Their networks have large information benefits and are innovative. They are adaptive and have better work-life balance. Conveners build dense networks where all theirs friends are also friends. They enjoy deep trust and reputation benefits. Conveners tend to be great listeners. Maintaining great relationships with your existing network is often more productive than attempting to grow entirely new relationships. Those with very close relationships have been able to weather the storm of the pandemic with little impact on loneliness. We tend to underestimate both the strength of our networks and the willingness of others to help us. A starting point to improve the strength of your exiting network is either to be generous to someone by helping them in some way or to ask for support with something that might be helpful to us. Resources Mentioned Social Chemistry: Decoding the Patterns of Human Connection* by Marissa King Assess Your Network Related Episodes Use Power for Good and Not Evil, with Dacher Keltner (episode 254) The Power of Weak Connections, with David Burkus (episode 347) Four Habits That Derail Listening, with Oscar Trimboli (episode 500) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Bonni Stachowiak: Teaching in Higher Ed Bonni Stachowiak is the host of the Teaching in Higher Ed podcast, a professor of business and management at Vanguard University, and my life partner. Prior to her academic career, Bonni was a human resources consultant and executive officer for a publicly traded company. She is the author of The Productive Online and Offline Professor: A Practical Guide*. Listener Questions Linda asks advice on how to respond to burnout in her organization. Taylor wonders about the best time to create team expectations. Robert asks how to move forward when his manager doesn’t provide any meaningful feedback. Related Episodes The Way to Lead After a Workplace Loss, with Andrew Stenhouse (episode 142) How to Create Team Guidelines, with Susan Gerke (episode 192) How to Succeed with Leadership and Management, with John Kotter (episode 249) The Path to Start Leading Your Team, with John Piñeiro (episode 349) How to Find Helpful Advisors, with Ethan Kross (episode 516) How to Define a Role, with Pat Griffin (episode 517) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Greg McKeown: Effortless Greg McKeown is a speaker, bestselling author, and the host of the popular podcast What’s Essential. He has been covered by The New York Times, Fast Company, Fortune, Politico, and Inc. and has been interviewed on NPR, NBC, Fox, and many others. He is among the most popular bloggers for LinkedIn and also a Young Global Leader for the World Economic Forum. His New York Times bestselling book Essentialism* has sold more than a million copies worldwide. He's the author of the new book, Effortless: Make It Easier to Do What Matters Most*. In this conversation, Greg and I explore how to simplify by asking key questions of ourselves and others. We discuss the tendency many of us have to work hard, but not necessarily clearly define what we’re trying to achieve. Plus, Greg invites us to look at the minimum steps required to complete what’s most essential. Key Points Take one minute to stop and define what done looks like. Crafting a “done for the day” list can provide clarity and boundaries to help us zero in on what’s most important. Ask yourself: what are the minimum steps required for completion? There’s a key distinction between a minimum number of steps and “phoning it in.” Decide in advance on what kind of work requires A+ effort, and where B effort is sufficient — and perhaps even better. Resources Mentioned Effortless: Make It Easier to Do What Matters Most* by Greg McKeown Essentialism: The Disciplined Pursuit of Less* by Greg McKeown What’s Essential podcast by Greg McKeown Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes The Way to Stop Spinning Your Wheels on Planning (episode 319) See What Really Matters, with Greg McKeown (episode 469) How to Change Your Behavior, with BJ Fogg (episode 507) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Michael Hyatt: Win at Work and Succeed at Life Michael is the founder and chairman of Michael Hyatt & Company, which helps leaders get the focus they need to win at work and succeed at life. Formerly chairman and CEO of Thomas Nelson Publishers, Michael is also the creator of the Full Focus Planner*. Michael is the New York Times, Wall Street Journal, and USA Today bestselling author of several books, including Free to Focus*, Your Best Year Ever*, Living Forward*, and Platform*. His work has been featured by the Wall Street Journal, Forbes, Inc., Fast Company, Businessweek, Entrepreneur, and other publications. He is the author with his daughter Meghan Hyatt Miller of Win at Work and Succeed at Life: 5 Principles to Free Yourself from the Cult of Overwork*. In this conversation, Michael and I discuss the challenge that many leaders face in finding balance. While many of us are motivated by achievement, Michael invites us to consider the value of nonachievment. We explore where to start and the benefits of being a beginner again through hobbies and other activities, unrelated to our careers. Key Points There’s incredible power in nonachievement. Many high-achieving people tend to have two leisure modes: feeling weird, unsettled, and distracted when taking time off — or vegging out on screens after exhaustion. Mihaly Csikszentmihalyi advises doing something that’s not related to work at all to get you into a different mindset. Beware the belief that your hobby is your work. Spending more time on a hobby that has nothing to do with work can boost confidence in your ability to perform your job well. The challenge for high achievers in starting a hobby is that they must be a beginner again. Getting coaching to help get through these early stages can help. Resources Mentioned Bonus Resources: Win at Work and Succeed at Life Win at Work and Succeed at Life: 5 Principles to Free Yourself from the Cult of Overwork* by Michael Hyatt and Megan Hyatt Miller Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Transcend Work-Life Balance, with Scott Anthony Barlow (episode 315) How to Reclaim Conversation, with Cal Newport (episode 400) Finding Joy Through Intentional Choices, with Bonni Stachowiak (episode 417) How to Sell Your Vision, with Michael Hyatt (episode 482) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Raja Rajamannar: Quantum Marketing Raja Rajamannar is Chief Marketing & Communications Officer for Mastercard, and president of the company’s healthcare business. He also serves as president of the World Federation of Advertisers. Raja has held C-level roles at firms ranging from Anthem to Humana, and has overseen the successful evolution of Mastercard’s identity for the digital age, from its Priceless experiential platforms to marketing-led business models. Raja’s work has been featured in Harvard Business School and Yale School of management case studies, and been taught at more than 40 top management schools around the world. He is the author of Quantum Marketing: Mastering the New Marketing Mindset for Tomorrow's Consumers*. In this conversation, Raja and I discuss the reality that traditional advertising as we know it is ending. He also invites us to rethink how we’ve traditionally thought about customer loyalty. Instead of telling stories about our brands, we should be doing the work to create stories along with our customers. Key Points Organizations need to engage in permission-based marketing to be credible to consumers. It’s helpful to think about relationships with consumers as affinity instead of loyalty. Most of what we call advertising today is interruptive to consumers and a poor experience. It’s not entirely dead, but certainly heading that way. Invite consumers into unique experiences by making the transition from storytelling to story making. Create experiences that are scalable and economically viable and sustainable. Smaller firms can seek out opportunities to create partnership that will help them make stories that are purposeful. Resources Mentioned Quantum Marketing: Mastering the New Marketing Mindset for Tomorrow's Consumers* by Raja Rajamannar Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Lead Top-Line Growth, with Tim Sanders (episode 299) Serve Others Through Marketing, with Seth Godin (episode 381) Where to Start on Subscriptions, with Robbie Kellman Baxter (episode 484) If You Build It, They Will Come (Dave’s Journal) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Shannon Minifie: Box of Crayons Shannon is the CEO of Box of Crayons, the firm behind the best-selling books The Coaching Habit* and The Advice Trap*. Box of Crayons is a learning and development company that helps unleash the power of curiosity to create connected and engaged company cultures. Shannon followed an unusual path to becoming CEO of Box of Crayons. Her career began in academia, a pursuit driven by her desire to be a part of conversations she thinks are important. In 2016, she embarked on a new path, starting a career in corporate learning and development. She brings to her role more than a decade of experience in education and in practicing incisive investigation. In this conversation, Shannon and I talk about the word curiosity and the reality that not everybody thinks about that word the same way we do. We explore the distinction between troublemakers and changemakers and provide practical suggestions to inspire more curiosity inside your organization. Plus, we highlight many of the common barriers to utilizing curiosity well. Key Points Curiosity is a state, not a trait. Nobody says they are against curiosity. But the truth is that they’re suspicious of it. Four things tend to hold firms back from the benefits of changemaker curiosity: Complacency: being used to the status quo. Delusion: the belief that they are already good at it. Environment: espoused values vs. what’s being done in practice because of real barriers. The Advice Monster: too much a cultural reliance on advice-giving. Resources Mentioned Box of Crayons The Coaching Habit: Say Less, Ask More & Change the Way You Lead Forever* by Michael Bungay Stanier The Advice Trap: Be Humble, Stay Curious & Change the Way You Lead Forever* by Michael Bungay Stanier Related Episodes How to Build Psychological Safety, with Amy Edmondson (episode 404) The Way to Be More Coach-Like, with Michael Bungay Stanier (episode 458) How to Build a Coaching Culture, with Andrea Wanerstrand (episode 501) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

David Sparks: MacSparky David Sparks speaks and writes about how to use technology to be more productive. David is a past speaker at Macworld / iWorld and a regular faculty member for the American Bar Association’s TechShow. David has published numerous books and videos on how to use technology including the MacSparky Field Guide series that includes videos and books on managing email, going paperless, and how to make a winning presentation. David is also co-host of the popular Mac Power Users, Automators, and Focused podcasts. When not speaking and writing about technology, he’s a business attorney in Orange County, California. David recently released his Paperless Field Guide*. In this conversation, David and I review the key steps to managing a paperless lifestyle including how to capture, process, edit, and share documents. We share useful hacks to find data in documents, track changes, annotate PDFs, and much more. Key Points The goal of the paperless lifestyle is to provide sanity so you’re not spending time and energy managing paperwork. Scanner Pro is David’s recommended app for most people who want to capture documents easily with optical character recognition (OCR). Getting your documents into PDF format will allow them to be accessible for the future and also protect you from trouble with future software versions. Decide on a personal syntax for how you name files. Including a noun, verb, and date can be useful to surface documents later. Use “track changes” on Microsoft Word or “suggesting” on Google Docs for collaboration, review, and editing. If you use a tablet and do lots of reading or document review, consider utilizing some of the newest features for annotation and markup. Resources Mentioned Paperless Field Guide* by David Sparks LinkedIn Learning is a useful starting point for foundational skills on major software programs like Microsoft Word Mac Power Users podcast Related Episodes How To Get Control Of Your Email, with David Sparks (episode 119) The Way to Stop Spinning Your Wheels on Planning (episode 319) Align Your Calendar to What Matters, with Nir Eyal (episode 431) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Tom Henschel: The Look & Sound of Leadership Tom Henschel of Essential Communications grooms senior leaders and executive teams. An internationally recognized expert in the field of workplace communications and self-presentation, he has helped thousands of leaders achieve excellence through his work as an executive coach and his top-rated podcast, The Look & Sound of Leadership. In this episode Tom and I discuss the common challenge of both making sense to others and making sense of what others say to you. Tom invites us to follow a four step approach of sorting and labeling so that it’s easier for listening to follow our thinking. Finally, we explore some of the common missteps in communicating with more clarity. Key Points The why behind making sense: it’s better for both the sender and the receiver. There are four key parts to the structure of making sense to others: Create a headline Sort into folders Label each folder Transition with precision Tom shared an example of two different ways to communicate a message about presentation skills, one without sorting and labeling, and one with it. Common mistakes in making sense include the espoused number of items not matching the number of actual items, explaining the folders first before setting the stage, and not transitioning well. Resources Mentioned Sorting & Labeling by Tom Henschel (PDF download) Subscribe to Tom's updates Related Episodes Executive Presence with Your Elevator Speech, with Tom Henschel (episode 316) The Way to Influence Executives, with Nancy Duarte (episode 450) Your Leadership Motive, with Patrick Lencioni (episode 505) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Pat Griffin: Dale Carnegie Pat has been actively engaged in helping organizations achieve greater success through the transformation of their people for almost two decades. He is a Dale Carnegie Master Trainer who helps organizations deliver measurable impact on strategic initiatives. Pat has extensive experience with manufacturing and engineering firms due to his previous career in those industries. He helps leaders zero in on process improvement and how the human side of that effort plays a significant role in its success or failure. Today he's Chief Relationship Officer at Dale Carnegie of Western New York. In this conversation, Pat and I discuss how managers can get alignment with employees about the key outcomes of their jobs. Pat invites us to create a Performance Results Description document, align with employees on the results, and then use it for tracking ongoing. Done well, this allows managers to influence better outcomes and provides more clarity for employees on where to place effort for results. Key Points Move past conversations about simply activities and towards conversations about outcomes. Documenting performance management helps create clarity for all parties on the results that are most critical. Managers and employees should work together to create a Performance Results Description (PRD) that captures the ideal results of the role. Within the PRD, Pat suggests that we identify 5-6 Key Result Areas (KRAs) and prioritize them. Example key result areas could be: quality control, new business development, cost analysis, customer evaluations, staffing, etc. Each Key Result Area (KRA) has at least one, and often more than one, performance standard. This is where specific metrics for outcomes can be tracked. An example is: “25% of sales revenue this year was generated from new customer accounts.” Use the performance Example section of a Performance Results Description (PRD): Key Result Area (KRA): Staffing Performance Standard #1: 25% of external applicants this year self-identify into an underrepresented group, as defined by our companies diversity and inclusion initiative. Performance Standard #2: Two thirds of open requisitions assigned this year are filled within 90 days of posting. Performance Standard #3: Recruiting events are scheduled with at least two universities this year where existing partnerships were not already in place. Resources Mentioned Dale Carnegie Friday workshop series Related Episodes Three Steps to Great Career Conversations, with Russ Laraway (episode 370) Effective Delegation of Authority, with Hassan Osman (episode 413) How to Balance Care and Accountability When Leading Remotely, with Jonathan Raymond (episode 464) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Ethan Kross: Chatter Ethan Kross is one of the world’s leading experts on controlling the conscious mind. As an award-winning professor in the University of Michigan’s top-ranked Psychology Department and its Ross School of Business, he studies how the conversations people have with themselves impact their health, performance, decisions, and relationships. His research has been published in Science, The New England Journal of Medicine, and The Proceedings of the National Academy of Sciences. He's been featured by Good Morning America, NPR’s Morning Edition, The New York Times, The Wall Street Journal, Harvard Business Review, and many other publications. He's the author of Chatter: The Voice in Our Head, Why It Matters, and How to Harness It*. In this conversation, Ethan and I highlight how introspection can sometimes do more harm than good. Ethan invites us to form a board of advisors that support us with both our emotional and cognitive needs. Plus, he shares the science behind how we can do this effectively for others. Key Points Simply sharing our emotions with others doesn’t help us to recover in any meaningful way. When seeking out advisors, we should find those who support both our emotional needs as well as our cognitive ones. You want a blend of both Captain Kirk and Mr. Spock.

Bonni Stachowiak: Teaching in Higher Ed Bonni Stachowiak is the host of the Teaching in Higher Ed podcast, a professor of business and management at Vanguard University, and my life partner. Prior to her academic career, Bonni was a human resources consultant and executive officer for a publicly traded company. She is the author of The Productive Online and Offline Professor: A Practical Guide*. Recent Trends Many leaders are seeking advice on how to manage up. We’re noticing that team behavior is a challenge for leaders right now. Listener Question Rudolf asked for recommendations on how to make the most of reading — and how to make time for it. Resources Mentioned Transitions: Making Sense of Life's Changes* by William Bridges with Susan Bridges Managing Transitions, 25th anniversary edition: Making the Most of Change* by William Bridges with Susan Bridges Readwise Related Episodes How to Create Team Guidelines, with Susan Gerke (episode 192) How to Deal with Opponents and Adversaries, with Peter Block (episode 328) How to Start Managing Up, with Tom Henschel (episode 433) How to be Diplomatic, with Susan Rice (episode 456) Giving Upward Feedback by Tom Henschel (The Look & Sound of Leadership) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Tim Stringer: Technically Simple Tim Stringer is a coach, consultant, and trainer and the founder of Technically Simple. He provides productivity, technology and workflow coaching, consulting and training to people and organizations, large and small, all over the planet. His technology specializations include Asana, Daylite, OmniFocus, and Trello. He supports many people in productivity though his website LearnOmniFocus.com -- and also through the Holistic Productivity approach that he developed after coming face-to-face with cancer back in 2008. Tim consults to leaders and organizations on how to use Zoom effectively and recently launched a new course: Leading Effective Zoom Events. In this conversation, Tim and I overview some of the common mistakes of online events, how online can produce even better results than in-person, and ways to engage people quickly. Plus, we review some of the key technology that will support your organization’s outreach efforts. Key Points It’s often a mistake to assume that you’ll be able to lead online events with the same planning and design for in-person events. Opening a meeting early and using the five-minute rule to begin with icebreakers, breakouts, polls, or reactions will help engage people in the event quickly. For events with many people or higher visibility for your organization, have a dedicated technology co-pilot so that hosts and speakers can stay focused on being present. Virtual lounges (with a dedicated host), spotlight and multi-spotlight, practice sessions, and preassigned breakouts can all help the technology disappear and the human connections to take center stage. Some organizations are discovering they are more successful with online events than past in-person ones. Many have had such a positive experience that they plan to continue leveraging virtual events after the pandemic. Resources Mentioned Leading Effective Zoom Events by Tim Stringer Recommended Practices for Engaging Online Events (PDF download) Related Episodes Serve Others Through Marketing, with Seth Godin (episode 381) How to Create Meaningful Gatherings, with Priya Parker (episode 395) How to Run an Online Meeting, with Bonni Stachowiak (episode 472) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Lisa Feldman Barrett: Seven and a Half Lessons About the Brain Lisa Feldman Barrett is among the top one percent most cited scientists in the world for her revolutionary research in psychology and neuroscience. She is a University Distinguished Professor of Psychology at Northeastern University, with appointments at Harvard Medical School and Massachusetts General Hospital. She is also Chief Science Officer for the Center for Law, Brain & Behavior at Harvard University. In addition to her bestselling book How Emotions Are Made*, she has published over 240 peer-reviewed, scientific papers appearing in Science, Nature Neuroscience, and other top journals in psychology and cognitive neuroscience. She has also given a popular TED talk with nearly 6 million views and received a Guggenheim Fellowship in neuroscience and an NIH Director's Pioneer Award. In this conversation, Lisa and I discuss the lessons from her newest book, Seven and a Half Lessons About the Brain*. We explore some of the common misperceptions about brain biology and examine how much energy use and conservation affects us. Then, we uncover how we can help ourselves — and others — learn better. Key Points The primary purpose of your brain is to keep you alive. As a result, your brain predicts almost everything you do. Unlike how we perceive, sensing actually comes second for the brain. It’s wired to prepare for action first. Learning is an expensive use of energy. Leaders can cultivate environments for learning by providing stable environments that don’t burn unnecessary energy. Changing behavior in the heat of the moment isn’t likely, but we can change how our brain will predict outside of the moment. You are always cultivating your past, since today’s present becomes the past. That’s how you change the way your brain predicts in the future. Resources Mentioned Seven and a Half Lessons About the Brain* by Lisa Feldman Barrett Lisa Feldman Barrret’s website Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Essentials of Adult Development, with Mindy Danna (episode 273) Help People Learn Through Powerful Teaching, with Pooja Agarwal (episode 421) Four Steps to Get Training Results, with Jim Kirkpatrick (episode 446) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Tendayi Viki: Pirates in the Navy Tendayi Viki is an author, innovation consultant, and Associate Partner at Strategyzer, helping large organizations innovate for the future while managing their core business. He has been shortlisted for the Thinkers50 Innovation Award and was named on the Thinkers50 Radar List for emerging management thinkers to watch. He's written three books based on his research and consulting experience, Pirates In The Navy*, The Corporate Startup* and The Lean Product Lifecycle*. The Corporate Startup * was awarded the CMI Management Book Of The Year In Innovation and Entrepreneurship. He is also a regular contributing writer for Forbes. In this conversation, Tendayi and I discuss how innovators often take on the role of pirates in the navy. We explore the mindset that innovators inside organizations need to avoid the common mistakes in advancing new ideas. Plus, we discuss why innovators should ignore detractors early on, parter with early adopters, and use early wins to move forward. Key Points Middle managers may stifle innovation, but often that’s because of internal pressure from those at the top to keep results coming. Innovators should beware basking in the glow of the CEO. It’s essential to engage other stakeholders in the business. Partnering with early adopters is essential for innovators. These are the managers who have existing frustrations with the status quo and are already trying new things. Celebrate early wins through blog posts, workshops, success stories, interviews, and even external conferences. These help you gain credibility. Beware basking too much in early wins. The point of early wins is to give you credibility to move on to the next stage. Resources Mentioned Pirates In The Navy: How Innovators Lead Transformation* by Tendayi Viki The Corporate Startup: How Established Companies Can Develop Successful Innovation Ecosystems* by Tendayi Viki, Dan Toma, and Esther Gone The Lean Product Lifecycle: A Playbook for Making Products People Want* by Tendayi Viki, Craig Strong, and Sonja Kresojevic In Defense Of Middle Managers Who Stifle Innovation by Tendayi Viki Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes The Way to Nurture New Ideas, with Safi Bahcall (episode 418) How to Start Seeing Around Corners, with Rita McGrath (episode 430) How to Build an Invincible Company, with Alex Osterwalder (episode 470) How to Pivot Quickly, with Steve Blank (episode 476) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Dave Crenshaw: The Myth of Multitasking Dave Crenshaw develops productive leaders in Fortune 500 companies, universities, and organizations of every size. He has appeared in Time magazine, USA Today, FastCompany, and the BBC News. His courses on LinkedIn Learning have been viewed tens of millions of times. His five books have been published in eight languages, the most popular of which is The Myth of Multitasking: How “Doing It All” Gets Nothing Done*. In this conversation, Dave and I discuss why multitasking is a myth and how switchtasking stops us from being efficient. We highlight a few key indicators that will help you determine if you’re switchtasking more that you imagine. Finally, we detail three practical steps you can take to be more present for yourself and others. Key Points 40% of knowledge workers never get more than thirty minutes straight of focused time. True multi-tasking is a myth. Most people are switchtasking — and losing time when they do it. An indicator that you might not be present with others is if they linger when conversations are complete. Determining when you will give people your full attention will help both of you be more efficient during (and outside) those conversations. Tracking your weekly timeline will help you make better decisions about where to be most present. Your calendar is your best time management app. Resources Mentioned Time Management Fundamentals by Dave Crenshaw on LinkedIn Learning The Myth of Multitasking: How “Doing It All” Gets Nothing Done by Dave Crenshaw Related Episodes Finding Joy Through Intentional Choices, with Bonni Stachowiak (episode 417) Align Your Calendar to What Matters, with Nir Eyal (episode 431) See What Really Matters, with Greg McKeown (episode 469) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Therese Huston: Let’s Talk Therese Huston is a cognitive scientist and the founding director of the Center for Excellence in Teaching and Learning at Seattle University. She has written for The New York Times and the Harvard Business Review and has previously given talks at Microsoft, Amazon, TEDxStLouis, and Harvard Business School. Her prior books are titled Teaching What You Don't Know* and How Women Decide*. She's the author of the book Let's Talk: Make Effective Feedback Your Superpower*. In this conversation, Therese and I discuss how we can reduce bias that may unintentionally show up in our feedback. We examine several of the key feedback challenges for managers, including telling women they need to speak up, that they are too aggressive, or concerned they will “take it the wrong way.” We also highlight key language that can help leaders make these conversations more productive and transparent. Key Points Managers tend to sugarcoat feedback, but especially when feedback is being given to women. If someone is coming across aggressively, consider language like, “I’m not sure if that feedback is fair or unfair, but I wanted you to know it’s the impression some people have of you.” When giving feedback with the intention to help somebody improve, invoke high standards and assure the other person they can reach those standards. When feedback brings out strong emotion, help people restore their own control vs. trying to control. Research show that when giving feedback to someone whose face stands out, we spout vague pronouncements about how nice they are to be around. Resources Mentioned Let's Talk: Make Effective Feedback Your Superpower* by Therese Huston Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Three Steps To Soliciting Feedback, with Tom Henschel (episode 107) How Women Make Stronger, Smarter Choices, with Therese Huston (episode 255) How to Manage Abrasive Leaders, with Sharone Bar-David (episode 290) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Tammy Bjelland: Workplaceless Tammy Bjelland is the Founder and CEO of Workplaceless, a training company that teaches remote workers, leaders, and companies how to work, lead, grow, and thrive in distributed environments. Workplaceless is a fully distributed company supporting enterprise, remote, and government clients such as Toyota, GitLab, and the US Department of Commerce. In this conversation, Tammy and I discuss how leaders can successful establish a mindset that helps them lead remote teams more successfully. We discuss how to take on a placeless mindset, explore the importance of shifting from how to why, and the best starting points for a communication charter. Key Points Five key principles of a Placeless mindset: Embrace location independence over physical presence. Empower autonomous work with flexible schedules. Impact productivity with asynchronous communication and collaboration. Be open and transparent. Trust your colleague and employees. Fear of losing control tends to keep organizations from being able to make useful shifts in mindset. Leaders and organizations that move beyond the “how” of remote work and focus first on the “why” will have more sustainable success. Beware of simply trying to replicate what happened in the office. The whole point of remote work is that it is not like the office. Establish a communication charter. This makes it clear what tools are best — and also how to intervene when things don’t work as anticipated. Resources Mentioned Placeless Mindset by Workplaceless Goplaceless by Workplaceless Related Episodes Start With Why, with Simon Sinek (episode 223) How to Balance Care and Accountability When Leading Remotely, with Jonathan Raymond (episode 464) How to Lead a Remote Team, with Susan Gerke (episode 465) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Stefanie Johnson: Inclusify Stefanie Johnson is an author, professor, and keynote speaker who studies the intersection of leadership and diversity, focusing on how unconscious bias affects the evaluation of leaders and strategies that leaders can use to mitigate bias. Stefanie is an associate professor at the University of Colorado Boulder’s Leeds School of Business, teaching courses on leadership and inclusion. She is also a member of the Marshall Goldsmith 100 Coaches program and was selected for the 2020 Thinkers50 Radar List. She is a frequent contributor to Harvard Business Review and many other publications. In this conversation, Stefanie and I discuss her book Inclusify: The Power of Uniqueness and Belonging to Build Innovative Teams*. We look at how optimism may get in the way of building an inclusive workforce. Plus, Stefanie invites leaders to make public commitments and begin using metrics to track performance. Key Points Our two most basic human desires are to be unique and to belong. Leaders often end up with either cohesive teams of people who all act similarly or a lot of diverse individuals who don’t gel. Optimists intend well, but don’t initiate real change unless something triggers them to do so. Optimists should be more public with their commitment to be champions for uniqueness and belonging. Organizations and leaders should set metrics for diversity, just as they do for almost everything else. Resources Mentioned Inclusify: The Power of Uniqueness and Belonging to Build Innovative Teams* by Stefanie Johnson Inclusify Card Games by Stefanie Johnson Book Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Make Inclusion Happen, with Deepa Purushothaman (episode 307) How to Lead Meetings That Get Results, with Mamie Kanfer Stewart (episode 358) How to Support Women of Color, with Minda Harts (episode 506) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

BJ Fogg: Tiny Habits BJ Fogg is a behavior scientist, with deep experience in innovation and teaching. He's directed a research lab at Stanford University for over 20 years. He trains innovators to create solutions that influence behavior for good in the areas of health, sustainability, financial wellbeing, learning, productivity, and more. He is an expert in behavior change, from habit formation to company culture change. Fortune Magazine named him a "New Guru You Should Know" for his insights about mobile and social networks. His is the author of the New York Times bestseller Tiny Habits: The Small Changes That Change Everything*. In this conversation, BJ and I discuss why new information alone doesn’t tend to lead to the behavior change most of us want. Instead, we explore BJ’s research and a key, 3-step process that will help all of us to create habits that stick. Plus, he points out that habits are even more about emotion than they are about repetition. Key Points Information does not lead to action. It’s a myth that it takes 21 or 66 days to create a habit. Repetition doesn't create habits. Emotions create habits. People change best by feeling good, not by feeling bad. The feeling of success is what wires in the habit. A garden is a useful analogy for habits. There is a season for every habit — and they often are not permanent. Create a tiny habit through an ABC process: anchor moment, a tiny behavior, and instant celebration. Avoid raising the bar on the tiny behavior. Do more if you want to, but don’t change the standard. Resources Mentioned Tiny Habits: The Small Changes That Change Everything* by BJ Fogg BJ’s website Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Manage Your Inner Critic, with Tara Mohr (episode 232) Six Tactics for Extraordinary Performance, with Morten Hansen (episode 337) Tie Leadership Development to Business Results, with Mark Allen (episode 435) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Minda Harts: The Memo Minda Harts is the founder and CEO of The Memo and an advocate for women of color in the workplace. She is a sought-after speaker and thought-leader, frequently speaking on topics of advancing women of color, leadership, diversity, and entrepreneurship. In 2018, Minda was named as one of 25 Emerging Innovators by American Express. Minda has been a featured speaker at TEDx Harlem, Nike, Levi's, Twitch, Bloomberg, Google, LinkedIn, SXSW, and many other places. She is an adjunct assistant professor of public service at NYU’s Robert F. Wagner Graduate School of Public Service. She also hosts Secure the Seat, a weekly career podcast for women of color. She's the author of the bestselling book The Memo: What Women of Color Need to Know to Secure a Seat at the Table*. In this conversation, Minda and I discuss the motivation for her work and the reality that recent events have been for women of color in the workplace. Minda shares some of the common obstacles that, good intentions aside, keep white folks from supporting women of color in their careers. Plus, we highlight some of the key offenses white leaders tend to make and how all of us can do better. Key Points While many leaders notice and consider the events of the day, the news often hits in a personal way for women of color. When asked, women of color tend to report that it’s white men who are showing up as sponsors and mentors. A key trigger point for women of color is to be described as “articulate.” The word “women” tends to be used as a one-size-fits-all. Be mindful that women don’t all experience the workplace in the same way. One key action white leaders can take to be a better success partner is ensuring the voices of women of color show up on diversity panels and as speakers. Resources Mentioned The Memo: What Women of Color Need to Know to Secure a Seat at the Table* by Minda Harts Minda’s website Book Notes Download my interview notes in PDF format (free membership required). Related Episodes Use Power for Good and Not Evil, with Dacher Keltner (episode 254) What You Gain By Sponsoring People, with Julia Taylor Kennedy (episode 398) Journey Towards Diversity and Inclusion, with Willie Jackson (episode 441) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Patrick Lencioni: The Motive Pat is one of the founders of The Table Group and is the pioneer of the organizational health movement. He is the author of 11 books, which have sold over 6 million copies and been translated into more than 30 languages. As President of the Table Group, Pat spends his time speaking and writing about leadership, teamwork, and organizational health and consulting with executives and their teams. He is the author of The Motive: Why So Many Leaders Abdicate Their Most Important Responsibilities*. In this conversation, Pat and I discuss the distinction between reward-centered leaders and service-orientated leaders. We explore the five omissions that reward-centered leaders tend to make and how to avoid these omissions. Plus, Pat introduces his Working Genius model. Key Points When leaders are motivated by personal reward, they will avoid the unpleasant situations and activities that leadership requires. -Patrick Lencioni 5 Omissions of Reward-Centered Leaders: Developing the leadership team Managing subordinates (and making them manage theirs) Having difficult or uncomfortable conversations Running great team meetings Communicating constantly and repetitively to employees Many of the reward-focused CEOs I’ve known will attempt to justify their abdication of managing their people by saying, ‘I hire experienced executives and I trust them. They shouldn’t need me to manage them.’ Of course, this is inane. Managing someone is not a punitive activity, nor a sign of distrust. -Patrick Lencioni Resources Mentioned The Motive: Why So Many Leaders Abdicate Their Most Important Responsibilities* by Patrick Lencioni Working Genius assessment (use code COACHING for 50% off) Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Create an Unstoppable Culture, with Ginger Hardage (episode 350) How to Lead Meetings That Get Results, with Mamie Kanfer Stewart (episode 358) Three Stories to Tell During Uncertainty, with David Hutchens (episode 486) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Julia Taylor Kennedy: Coqual Julia Taylor Kennedy is an Executive Vice President at Coqual, driving cutting-edge research into the issues impacting today's professional workforce. She led The Sponsor Dividend research and co-authored Disabilities and Inclusion, Mission Critical: Unlocking the Value of Veterans in the Workforce, and The Power of the Purse: Engaging Women for Healthy Outcomes. She has spoken at the United Nations, the Carnegie Council for Ethics and International Affairs, the Conference Board — and many other places — and she’s been featured in The Washington Post, CBS News, Forbes, Time, and Harvard Business Review. Coqual recently released a new report, titled, The Power of Belonging: What It Is and Why It Matters in Today’s Workplace. Key Points A slight uptick in belonging leads to a sizable increase in engagement/loyalty. White men and women have the highest belonging scores. Black and Asian women have the lowest. Organizations can move beyond espousing support by setting clear metrics and also inviting in external stakeholders for accountability. Senior leaders set the tone for what the organization does (or does not do) to support belonging. While there is not yet enough action from white, straight leaders, there is movement in espoused support and concern for belonging. Resources Mentioned The Power of Belonging by Coqual How to Be an Antiracist* by Ibram X. Kendi White Fragility: Why It's So Hard for White People to Talk About Racism* by Robin DiAngelo Related Episodes What You Gain By Sponsoring People, with Julia Taylor Kennedy (episode 398) Journey Towards Diversity and Inclusion, with Willie Jackson (episode 441) Changed My Mind (Dave’s Journal) Making the Most of Mentoring (audio course) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Bonni Stachowiak: Teaching in Higher Ed Bonni Stachowiak is the host of the Teaching in Higher Ed podcast, a professor of business and management at Vanguard University, and my life partner. Prior to her academic career, Bonni was a human resources consultant and executive officer for a publicly traded company. She is the author of The Productive Online and Offline Professor: A Practical Guide*. Listener Questions Joyce asked our advice on organizational culture assessments. Nina wondered how to create a cohesive culture which allows for unique cultures in each workforce segment. Bonni and Dave shared some recent technology they are playing with, including 1Password and Readwise. Resources Mentioned Human Synergistics 1Password Readwise* Related Episodes The Four Critical Stories Leaders Need For Influence, with David Hutchens (episode 148) How to Create an Unstoppable Culture, with Ginger Hardage (episode 350) The Path of Humble Leadership, with Edgar Schein and Peter Schein (episode 363) Get Smart About Assessments, with Ken Nowack (episode 371) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Chris Hogan: Everyday Millionaires Chris Hogan is a best-selling author, a personal finance expert, and America’s leading voice on retirement, investing, and building wealth. His goal is to help as many people as possible avoid financial traps and set their families up for the future. His book Retire Inspired: It’s Not an Age; It’s a Financial Number* is a number one national best seller, and The Chris Hogan Show has millions of downloads. He is also the author of Everyday Millionaires: How Ordinary People Built Extraordinary Wealth―and How You Can Too*. In this conversation, Chris and I discuss the national study that his organization conducted on everyday millionaires. We address some of the common misconceptions about millionaires. Plus, we detail both the mindset and behaviors that millionaires have that support the creation of wealth. Key Points The top three occupations for millionaires are engineer, accountant, and teacher. Millionaires steer clear of debt. Millionaires have a mentality of abundance vs. scarcity. They embrace change and usually see adversity as an opportunity for growth. Millionaires are frugal, not flashy. They spend less than the general population on groceries, restaurants and clothing. Employer sponsored retirement plans are a key vehicle the vast majority of millionaires use to build wealth. Only 1 in 5 millionaires receive any kind of inheritance. Resources Mentioned Everyday Millionaires: How Ordinary People Built Extraordinary Wealth―and How You Can Too* by Chris Hogan The Chris Hogan Show Related Episodes Improve Your Financial Intelligence, with Joe Knight (episode 244) Four Rules to Get Control of Your Money, with Jesse Mecham (episode 356) Dumb Things Smart People Do With Money, with Jill Schlesinger (episode 396) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Andrea Wanerstrand: Microsoft & International Coach Federation Andrea Wanerstrand is a leadership coach and head of Microsoft Worldwide Learning Coaching Programs. Andrea has 15+ years of international experience in organizations ranging from 50 to over 150,000+ employees. She has a multi-industry background including technology solutions and services, business management consulting, and telecommunications. Andrea’s expertise is in leading the development and management of large-scale global coaching & leadership development programs specializing in customer centric organizations. In addition to leading the global coaching programs at Microsoft, she is an International Coaching Federation (ICF) PCC certified leadership coach, serves as a current Board Member on the ICF Global Board of Directors, and is a Fellow at the Institute of Coaching – Harvard McLean. In this conversation, Andrea and I discuss how the conversation about coaching culture started at Microsoft and how they began to bring this intention into practice. Plus, she shares what worked in designed programs for Microsoft leaders that helped in developing coaching skills and support the success of the entire organization. Key Points In their report on Building a Coaching Culture with Managers and Leadership, the International Coach Federation and Human Capital Institute say: Organizations with a strong coaching culture report recent revenue above their industry peer group (51% of organizations compared to 38% of other responding organizations). Sixty-four percent of respondents in organizations with strong coaching cultures report the presence of all three modalities, compared to 33% of respondents in organizations without strong coaching cultures. Three modalities of coaching: Coaching Services: formal global solutions for engaging with point in time development focused coaching (can leverage internal or external coaches). Coaching Capabilities: in the moment leadership behavior that facilitates empowerment, learning and activates a growth mindset. Coaching Champions: A common framework and approach to create and support a community of leaders/manager as well as internal coaches who are held to common standards and practices fostering coaching capabilities. Resources Mentioned Andrea Wanerstrand Related Episodes How to Improve Your Coaching Skills, with Tom Henschel (episode 190) These Coaching Questions Get Results, with Michael Bungay Stanier (episode 237) Move Coaching from Theory to Practice, with Jason Weeman (episode 493) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Oscar Trimboli: Deep Listening Oscar is a mentor, coach, speaker, and author. He was a director at Microsoft for over a decade and headed up the MS Office division in Australia. Today, Oscar works with leadership teams and their organizations on the importance of clarity to create change, how to embrace the digital economy, and the role values play in the achievement of your purpose. He is the author of Deep Listening: Impact Beyond Words*. In this conversation, Oscar details the four habits that tend to derail our listening. We explore the patterns and behaviors of each habit, and how we can work to do better. Plus, Oscar invites us to notice feelings instead of words — as well as HOW people are saying things, not just WHAT they are saying. Key Points Four habits that derail listening: Dramatic Listener They get engrossed in the emotion and want to become an actor in it. Dramatic listeners tend to get caught up in the problem so much so that they don’t hear the idea or the solution. They may come away from an interaction feeling like they’ve really connected when in fact, they haven’t. Interrupting Listener We notice these people the most. They are coming from a place of concern and tend to listen to fix and solve the problem. They finish sentences wrongly and many listen for places to jump in as much as they are listening for the words. Lost Listener These listeners tend to zone out and appear not present. Lost listeners may be focused on something else. Technology devices have the potential to distract them substantially. Shrewd Listener These listeners are solving the current problem and also the next problem. They may create problems in their own mind that aren’t even what speaker said. They are smart enough not to interrupt, and often appear very engaged, but are not necessarily listening. Resources Mentioned Oscar’s Listening Quiz Deep Listening: Impact Beyond Words* by Oscar Trimboli The Four Villains of Listening (Deep Listening podcast) Book Notes Download my highlights from Deep Listening in PDF format (free membership required). Related Episodes The Way to Have Conversations That Matter, with Celeste Headlee (episode 344) Get Better at Deep Listening, with Oscar Trimboli (episode 408) The Way to Be More Coach-Like, with Michael Bungay Stanier (episode 458) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Annie Duke: How to Decide Annie Duke is an author, corporate speaker, and consultant in the decision-making space. As a former professional poker player, Annie won more than $4 million in tournament poker before retiring from the game in 2012. Prior to becoming a professional player, Annie was awarded a National Science Foundation Fellowship to study Cognitive Psychology at the University of Pennsylvania. She is the co-founder of The Alliance for Decision Education, a non-profit whose mission to improve lives by empowering students through decision skills education. Annie is the author of Thinking in Bets* and her newest book, How to Decide: Simple Tools for Making Better Choices*. Key Points Better decision-making aims to reduce resulting and hindsight bias. Avoid using a pro/cons list in decision-making, as it tends to reinforce biases you already have. Use a decision tree to document potential decisions, possible outcomes, and the likelihood those outcomes will occur. More people being involved in a decision is helpful, assuming you are actually leveraging each person’s independent thinking. Negative thinking will help you foresee potential problems along the path of your decision so you can do a better job of mitigating issues before they occur. Resources Mentioned How to Decide: Simple Tools for Making Better Choices* by Annie Duke Thinking, Fast and Slow* by Daniel Kahneman The Checklist Manifesto: How to Get Things Right* by Atul Gawande The Alliance for Decision Education Book Notes Download my highlights from How to Decide in PDF format (free membership required). Related Episodes How Women Make Stronger, Smarter Choices, with Therese Huston (episode 255) How to Approach Corporate Budgeting, with Jody Wodrich (episode 355) How to Ask Better Questions, with David Marquet (episode 454) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Bonni Stachowiak: Teaching in Higher Ed Bonni Stachowiak is the host of the Teaching in Higher Ed podcast, a professor of business and management at Vanguard University, and my life partner. Prior to her academic career, Bonni was a human resources consultant and executive officer for a publicly traded company. She is the author of The Productive Online and Offline Professor: A Practical Guide*. Listener Questions Rajat asked us about the best ways to create management structures in his organization. Cathy wondered how we let things go in moments of personal frustration. Janet asked advice for forming and sustaining business partnership and alliances. Resources Mentioned Leadership and Self-Deception: Getting Out of the Box* by The Arbinger Institute Scaling Up: How a Few Companies Make It...and Why the Rest Don't* by Verne Harnish Traction: Get a Grip on Your Business* by Gino Wickman Clockwork: Design Your Business to Run Itself* by Mike Michalowicz Good to Great: Why Some Companies Make the Leap...And Others Don't* by Jim Collins Related Episodes Three Keys to Effective Business Alliances, with Aaron Kent (episode 162) How to Create Team Guidelines, with Susan Gerke (episode 192) The Truth and Lies of Performance Management, with Michael Bungay Stanier (episode 361) Performance Measurement That Gets Results, with Stacey Barr (episode 419) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Kwame Christian: Negotiate Anything Kwame Christian is the Director of the American Negotiation Institute and business lawyer at Carlile Patchen & Murphy. His popular TED talk is titled Finding Confidence in Conflict. Today, he’s working extensively with organizations to help them improve their skills on negotiation and conflict resolution. Kwame hosts the top negotiation podcast, Negotiate Anything and is the author of the book Finding Confidence in Conflict: How to Negotiate Anything and Live Your Best Life*. Key Points Use the compassionate curiosity framework: Acknowledge and validate emotions Get curious with compassion Joint problem solving If a difficult situation needs to be discussed, giving a heads up to the other party in advance helps them to work through the initial, emotional reaction and reset for a more productive conversation. Separating conversations about the content or service being offered from the deal itself can be useful to focus energy in the right places at the right time. This is especially useful for creative folks or those who might be highly sensitive to negotiations. When dealing with someone who is not behaving well, use the phrase “The problem is…” as a transition point that provides you more agency in the conversation. Resources Mentioned Free Negotiation Guides from Kwame Negotiate Anything podcast Finding Confidence in Conflict: How to Negotiate Anything and Live Your Best Life* by Kwame Christian Book Notes Download my highlights from Finding Confidence in Conflict in PDF format (free membership required). Related Episodes An Astronaut’s Guide To Life On Earth, with Chris Hadfield (episode 149) The Way to Have Conversations That Matter, with Celeste Headlee (episode 344) How to Find Confidence in Conflict, with Kwame Christian (episode 380) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Andy Kaufman: People and Projects Podcast Andy is a keynote speaker and author on leadership and project management. He’s President of the Institute for Leadership Excellence & Development and works with organizations around the world, helping them improve their ability to deliver projects & lead teams. He’s also a certified Project Management Professional (PMP®) and a member of the Project Management Institute (PMI®). Andy is author of Navigating the Winds of Change: Staying on Course in Business & in Life, Shining the Light on The Secret and an e-book entitled How to Organize Your Inbox & Get Rid of E-Mail Clutter and he’s the host of the People and Projects Podcast. Key Points Change is inevitable — and should not be viewed as the enemy. Often, our training and education tends to lead us towards not thinking in the terms of quick wins. Agile is about incremental delivery. Frequency is valued. Our bias should be towards shorter intervals. Quick wins ultimately help you generate much faster feedback, leading to future steps. Resources Mentioned People and Projects Podcast by Andy Kaufman Related Episodes How to Succeed with Leadership and Management, with John Kotter (episode 249) The Path of Humble Leadership, with Edgar Schein and Peter Schein (episode 363) How to Pivot Quickly, with Steve Blank (episode 476) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Stephen Hart: Trailblazers.FM Stephen is the host of the podcast Trailblazers.FM, helping entrepreneurs and leaders build amazing personal brands that are impactful, relatable and profitable. He features the stories of brilliant Black men and women – to help teach actionable strategies, valuable tactics and innovative tools that they can use on the journey to becoming transformative trailblazers. He’s also the creator of Brand You Academy* which helps busy, heart-centered entrepreneurs and leaders through a proven step by step process to build an amazing personal brand that is authentic, impactful and profitable. Use coupon code CFL200 if you decide to dive in on Stephen’s course. In this conversation, Stephen and I go beyond creating a LinkedIn profile and discuss how to be more proactive on LinkedIn. By writing articles, creating short videos, or even streaming, you can gain organic attention on LinkedIn that isn’t always as accessible on other social media platforms. We discuss some of the key strategies to start and sustain a presence on LinkedIn. Key Points Articles can be used effectively to create content if you’re not yet ready for video, but still interested in building your personal brand. Consider a series of articles or other content that highlight your personal brand and speak to your leadership credibility. Use short videos (3-5 minutes) to tell a story that leads to a call to action. LinkedIn videos typically get more organic views than other social platforms. Live videos or steaming engage real-time conversations to have dialogue that invites relationships to go further. Resources Mentioned Brand You Academy* (use coupon code CFL200 for $200 off) Related Episodes How to Write a Killer LinkedIn Profile, with Brenda Bernstein (episode 285) Permission to Be Yourself, with Bar Schwartz (episode 414) Find Your Leadership Voice, with Johanna Nalau (episode 420) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Bonni Stachowiak: Teaching in Higher Ed Bonni Stachowiak is the host of the Teaching in Higher Ed podcast, a professor of business and management at Vanguard University, and my life partner. Prior to her academic career, Bonni was a human resources consultant and executive officer for a publicly traded company. She is the author of The Productive Online and Offline Professor: A Practical Guide*. Listener Questions Liz wondered how a manager can empathize with an employee while continuing to uphold the businesses needs. Chris asked about fostering innovation while maintaining business efficiency. Colette wanted to know what activity was most helpful for us to decide the next direction of our careers. Dave and Bonni asked each other about what is giving life right now, and what is taking life away. Resources Mentioned 7 Habits of Highly Effective People* by Stephen Covey Design Thinking Methods: Affinity Diagrams by Matthew Weprin Related Episodes How to Lead Part-Time Staff, with Chris Deferio (episode 289) How to Work With an Executive Recruiter, with Becky deSouza (episode 406) How to Build an Invincible Company, with Alex Osterwalder (episode 470) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Jason Weeman: Upwork Jason Weeman works to build meaningful relationships by creating experiences that are inspiring and transformational. He has worked for some of the top brands in the world, including Apple, LinkedIn, and Upwork. Today, he is the head of corporate learning and development at Upwork. One of the key areas of focus for his team and him is building a coaching culture. In this conversation, Jason and I discuss how his team was a catalyst for coaching culture at Upwork. We discuss what worked to influence culture in this way, what didn’t work, and the lessons they learned along the way. Key Points Be lazy, be curious, be often. -Michael Bungay Stanier Organizations are trying to create a culture for coaching, but not giving the feedback. The stronger that we develop a sense of common language on feedback, the better we get on quality. People sometimes don’t believe it should be so simple…so they try to make coaching development too complicated. Resist the urge to focus too much on data and tracking. Significant buy-in from executive leadership is critical for the success of a coaching program like this. Also, having a culture of “we” being in this together makes all the difference. Resources Mentioned Life at Upwork The Coaching Habit workshop The Last Feedback Workshop You’ll Ever Need Related Episodes These Coaching Questions Get Results, with Michael Bungay Stanier (episode 237) How to Get the Ideal Team Player, with Patrick Lencioni (episode 301) How to Create an Unstoppable Culture, with Ginger Hardage (episode 350) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Mikaila Ulmer: Bee Fearless Mikaila Ulmer is a 15-year-old social entrepreneur, bee ambassador, educator and student. She founded her Me & the Bees Lemonade business when she was just four years old, and over the past decade has sold over 1 million bottles across 1,500 stores in the United States. Her appearance on Shark Tank at age nine scored a $60,000 investment from Daymond John. Mikaila has established herself as a voice of guidance for others, appearing on Good Morning America, The Today Show, 20/20, ABC World News Tonight, and many other venues. She was selected as one of Time magazine’s 30 Most Influential Teens and for Ebony Magazine’s Ebony Power100 #Black Excellence. She is the author of the new book, Bee Fearless: Dream Like a Kid*. In this conversation, Mikaila discuss what inspired her to start her business and the importance of a larger mission behind work. She talks about the importance of passion, balancing her work with her schooling, and how to support kids in doing great things. Plus, she shares what she’s learned along the way on turning a dream into reality. Key Points Turn adversity into advantage. It’s more enjoyable to build a business when you not only have hands-on experience and know-how, but passion. Big news needs to be approached with careful consideration. Aim to be good and kind in running a business. Resources Mentioned Bee Fearless: Dream Like a Kid* by Mikaila Ulmer Related Episodes How to Transform Your Limitations Into Advantages, with Mark Barden (episode 207) How Leaders Build, with Guy Raz (episode 491) If You Build It, They Will Come (Dave’s Journal) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Guy Raz: How I Built This Guy Raz is the creator and host of the popular podcasts How I Built This, Wisdom from the Top, and The Rewind on Spotify. He’s also the co-creator of the acclaimed podcasts TED Radio Hour and the children’s programs Wow in the World and Two Whats?! and a Wow!. He’s received the Edward R. Murrow Award, the Daniel Schorr Journalism Prize, the National Headliner Award, and many others. In 2017, Guy became the first person in the history of podcasting to have three shows in the top 20 on the Apple Podcast charts. He’s the author of the new book, How I Built This: The Unexpected Path to Success From the World’s Most Inspiring Entrepreneurs*. In this conversation, Guy and I discuss what he’s discovered from interviewing the world’s most successful entrepreneurs on How I Built This. We profile a few of the insightful stories that he’s captured in his new book and dispel some of the common myths. Plus, we explore how happiness and kindness play such an important role in building something new. Key Points Successful entrepreneurs are able to make the distinction between what is actually dangerous and what is just scary. We often think about entrepreneurs as solo leaders, but almost always there is a critical partner who complements their strengths. It is common for entrepreneurs to have a day job or other fallback plan as they start something new. Money is important, but it’s almost never the driving factor motivating entrepreneurs who have success in the long-run. Kindness takes leaders a long way when starting a business. Resources Mentioned How I Built This: The Unexpected Path to Success From the World’s Most Inspiring Entrepreneurs* by Guy Raz How I Built This podcast Book Notes Download my highlights from How I Built This in PDF format (free membership required). Related Episodes How to Be a Non-Conformist, with Adam Grant (episode 238) Ideas Worth Stealing From Top Entrepreneurs, with Dorie Clark (episode 318) How to Be a Happier Person, with Neil Pasricha (episode 334) Serve Others Through Marketing, with Seth Godin (episode 381) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Joseph Getuno Joseph is a finance director based in Mauritius. He’s a longtime listener from the show and a member of the Coaching for Leaders Academy. In this conversation, Joseph and I discuss how he captures ideas from audio podcasts and motivates himself to implement what he’s discovered. We also highlight the value in establishing team guidelines, zeroing in on self-awareness, and the power of consistency. Plus, he highlights the work of key experts that have sharped his own leadership development. Key Points Listen to an audio podcast one time through. Then, review a second time at higher speed to capture the key ideas from the conversation. Insights and ideas are a starting point, but of little value without action. Find a way to support daily action in your development. Establishing team guidelines can change the entire dynamic of culture in the organization. Consistency isn’t a flashy word, but it’s a key factor in how much movement you’re able to create as a leader. Related Episodes How to Create Team Guidelines, with Susan Gerke (episode 192) How to Build Psychological Safety, with Amy Edmondson (episode 404) The Way to Be More Self-Aware, with Tasha Eurich (episode 442) The Value of Being Uncomfortable, with Neil Pasricha (episode 448) How to Motivate Leaders, with John Maxwell (episode 452) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Bonni Stachowiak: Teaching in Higher Ed Bonni Stachowiak is the host of the Teaching in Higher Ed podcast, a professor of business and management at Vanguard University, and my life partner. Prior to her academic career, Bonni was a human resources consultant and executive officer for a publicly traded company. She is the author of The Productive Online and Offline Professor: A Practical Guide*. Listener Questions Dustin asked us about how to handle going through a merger or acquisition. Melanie wondered what our biggest learning curve was when we were new managers. Taryn wanted to know the best ways to track goals and progress when doing internal coaching. Resources Mentioned Difficult Conversations by Seth Godin (Akimbo podcast) Productivity Tools by Bonni Stachowiak Monday.com OmniFocus Related Episodes The Path of Humble Leadership, with Edgar Schein and Peter Schein (episode 363) How to Build Psychological Safety, with Amy Edmondson (episode 404) Appeal to the Nobler Motive (Dave’s Journal) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Keith Ferrazzi: Leading Without Authority Keith Ferrazzi is the founder and CEO of Ferrazzi Greenlight, a management consulting and team coaching company that works with many of the world’s biggest corporations. A graduate of Harvard Business School, Keith rose to become the youngest CMO of a Fortune 500 company during his career at Deloitte, and later became CMO of Starwood Hotels. Keith is a frequent contributor to Harvard Business Review, Forbes, and Fortune and the #1 New York Times bestselling author of Who’s Got Your Back* and Never Eat Alone*. He’s the author of the new book, Leading Without Authority: How the New Power of Co-Elevation Can Break Down Silos, Transform Teams, and Reinvent Collaboration*. In this conversation, Keith and I discuss the importance of co-elevation in leadership. We also explore the six deadly sins that leaders should avoid — and discuss why it’s all on you, especially at the start. Key Points Six deadly excuses leaders should avoid: Ignorance: there’s no excuse to sit back and do nothing. Laziness: do not abdicate your responsibility to lead. Deference: beware hiding the truth just to defer to the organizational chart. Playing the victim: avoid running away or resigning to self-pity. Cowardice: if someone scares you, it’s probably an opportunity to grow. Indulgence: stop indulging resentments as they often hold back your career and limit personal and professional success. Resentment leaves us blind and powerless; it’s been compared to drinking poison and hoping the other person will die. Book Notes Download my highlights from Leading Without Authority in PDF format (free membership required). Related Episodes The Choice for Compassion, with Edith Eger (episode 336) How to Motivate Leaders, with John Maxwell (episode 452) How to Create Great Relationships, with Colleen Bordeaux (episode 455) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Elizabeth Cousens: UN Foundation Elizabeth is the President and Chief Executive Officer of the United Nations Foundation, leading the Foundation’s next generation of work to support the United Nations. She is a diplomat and thought leader who has worked on the frontlines of peace processes, played an influential role in UN policy innovations from peacebuilding to the Sustainable Development Goals, and helped build public-private partnerships to solve global challenges at scale. Before joining the Foundation, Elizabeth served for several years at the U.S. Mission to the UN in New York. She was Principal Policy Advisor and Counselor to the Permanent Representative of the United States to the United Nations and later served as the U.S. Ambassador to the UN Economic and Social Council and Alternate Representative to the UN General Assembly. In this conversation, Elizabeth and I discuss the short and long term goals of the UN Foundation. In addition, we explore how Elizabeth’s team raised $200 million in the face of COVID-19, how she works with impatient optimists, and the importance of leading with kindness. Key Points The COVID-19 Solidarity Response Fund has raised over $200 million for relief efforts. Leaders should work to lead with kindness in every sector. Many high-performing leaders are natural impatient optimists, always pushing for change. COVID-19 is front of mind for most of us, but we cannot let it override our organization’s strategic goals. Resources Mentioned COVID-19 Solidarity Response Fund for WHO Elizabeth Cousens Has Raised Over $200 Million for the World Health Organization (Mostly) in Her Pajamas Related Episodes Leadership in the Midst of Chaos, with Jim Mattis (episode 440) How to be Diplomatic, with Susan Rice (episode 456) How Great Teams Find Purpose, with David Burkus (episode 481) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.