Rising Tide Leadership Podcast

What do King Arthur, SEAL Team 6, and IDEO all have in common? They knew how to build a culture of trust, respect, and collaboration. In this episode, Mo and Scott break down what it takes to turn your team into a powerhouse of shared purpose and innovation. From hilarious Monty Python tangents to hard-hitting leadership truths—this one has it all. Is your leadership building culture or just keeping control? #LeadershipPodcast #CollaborativeCulture #TeamworkMatters #ModernLeadership #CultureCode #TrustInTeams #RespectInLeadership #ExtremeOwnership #SEALTeamLeadership #RisingTideLeadership

Ready to scale your leadership without losing your mind?

What happens when leadership meets cutting-edge tech?

What if your worst day as a leader didn't have to wreck your reputation?

What do mindfulness, Google, and emotional intelligence have in common?

In this episode of the Rising Tide Leadership Podcast, MO and Scott dive into the real backbone of leadership: decision-making and integrity.

Unlock the leadership framework top innovators use!

Ever worked for a terrible boss?

Great leaders aren't just smart—they're emotionally intelligent.

Unlock the secrets of leadership success by clarifying your vision and purpose! Drawing lessons from Admiral McRaven and other leadership giants, we explore how vision serves as your compass and purpose drives your journey. Learn how to inspire buy-in, craft a meaningful vision, and lead with authenticity. Are you ready to transform your leadership? #LeadershipGoals #VisionAndPurpose #InspiringLeaders #LeadershipDevelopment #Motivation #TeamLeadership #InfluentialLeaders #ClarifyYourVision #LeadershipJourney #RisingTideLeadership

What would you do if speaking the truth meant risking your career? In this episode, we talk with Paula Pedene, a decorated Navy veteran and whistleblower who exposed the VA Wait Time Scandal. Paula shares her journey of courage, resilience, and leadership, offering powerful lessons on integrity and creating meaningful change. Don't miss her inspiring story and insights from her award-winning book, A Sacred Duty. Tune in now!   A Sacred Duty: How a whistleblower took on the VA and won, by Paula Pedene   Connect with Paula at paulapedene.com If you enjoy the content and want to see more, consider buying me a coffee! Your support helps keep the ideas flowing and allows me to create even more valuable content. Every cup goes a long way in fueling future posts, so if you can, I'd genuinely appreciate your contribution. Thanks for listening and for helping me keep this journey going!

In this episode of The Rising Tide Leadership Podcast, hosts Scott and Dr. Michael David Morales (Mo) dive into the transformative power of leadership training. Using engaging film references, such as The Karate Kid and Rocky, they illustrate how the journey of learning and growth can shape leaders and organizations alike. Mo shares compelling stories, including the impactful leadership of Cheryl Bachelder at Popeyes and the legendary strategies of Jack Welch at GE, to highlight how training can manage organizational change and foster a culture of development. They also discuss key concepts like servant leadership, the importance of adaptability, and how boosting self-awareness can lead to personal and professional breakthroughs. Whether you're a seasoned leader or just starting out, this episode will inspire you to invest in continuous learning and create a culture where everyone can thrive. Plus, Mo reveals practical steps for handling resistance to change and the importance of setting goals that truly matter. Don't miss out on these actionable insights that can elevate your leadership journey! Stay connected with us and join the conversation on Instagram, Facebook, YouTube, or our website at rtclc.com. Your feedback fuels our mission to help leaders lead with purpose and authenticity.

In this episode of the Rising Tide Leadership Podcast, Scott and Dr. MO explore the transformative power of leadership training. They discuss how practical training can reshape organizations, manage change, and foster personal and professional development. They emphasize the importance of servant leadership, collaboration, and continuous growth in leadership roles through engaging anecdotes and insights.

In this episode of the Rising Tide Leadership Podcast, Scott and Dr. Michael David Morales (Mo) explore the importance of understanding and leveraging leadership traits. They use the metaphor of Bilbo Baggins' journey to illustrate how unlikely heroes can emerge as leaders. The conversation emphasizes self-awareness, aligning personal traits with organizational goals, and the significance of empathy and influence in leadership. Through stories of notable leaders like Satya Nadella and Sarah Blakely, they highlight how personal experiences shape leadership styles and the need for continuous growth and adaptation in leadership roles.

In this episode, Scott and Dr. MO discuss the importance of finding and defining one's leadership style. They explore themes of personal authenticity, adaptability in leadership, and the impact of performance amplification on team success. Drawing inspiration from the film 'Dead Poets Society,' they emphasize the transformative power of leadership that encourages individuality and creativity. The conversation highlights real-world examples, including Howard Schultz's leadership at Starbucks, and offers practical advice for leaders to enhance their effectiveness.   -True leadership is about encouraging deeper meaning. -Your leadership style should align with your personality. -Authentic leadership builds trust with your team. -Learn how to be coachable as a leader. -Crisis doesn't mean the building's on fire. -Are you ready to make decisions in a crisis? -Performance amplification helps your team succeed. -You have to know your strengths as a leader. -Your people won't buy into your vision until they buy into you. -Lead with purpose and stay authentic.

Summary In this episode of the Rising Tide Leadership Podcast, Scott and Dr. Michael David Morales discuss the profound impact of leadership on organizational culture, using Netflix's rise as a case study. They explore how leaders can model behaviors, establish clear purposes, and reinforce accountability to shape a thriving culture. The conversation emphasizes the importance of clarity, the dangers of micromanagement, and the need for leaders to actively engage with their teams to foster an environment of trust and innovation.   Takeaways -Leadership is about shaping the culture of your organization. -Leaders must model behaviors that they want to see in their teams. -Clarity in purpose and direction enhances team engagement. -Accountability should empower rather than punish team members. -Culture is fluid and requires active management by leaders. -Leaders should encourage open communication and trust within their teams. -Setting clear expectations helps in reducing uncertainty. -Micromanagement can stifle creativity and autonomy in teams. -Leaders should focus on developing their team members into future leaders. -Continuous improvement is essential for effective leadership.

Summary In this episode, Scott and Mo discuss the concept of leading from where you are, even without formal authority. They draw inspiration from the TV show Parks and Recreation and share real-world examples of individuals who have successfully influenced others without holding a position of power. The key themes explored include building credibility and trust, mobilizing allies, and finding common ground. The hosts provide practical strategies for leaders to implement, such as building relationships with colleagues in other departments, resetting with their boss, and understanding the non-negotiables of their team members. The episode concludes with the reminder that influence doesn't require a title, but rather a willingness to connect, listen, and lead with purpose.   Takeaways -Leading from where you are means influencing others without holding a formal position of power. -Building credibility and trust is crucial for leading from where you are. -Mobilizing allies, especially those in higher positions, can help you achieve your goals and overcome obstacles. -Finding common ground and understanding others' non-negotiables is essential for effective collaboration and teamwork. -Influence doesn't require a title; it requires a willingness to connect, listen, and lead purposefully.

Toxic Leadership at Work (Ep. 81)   Summary:    The conversation explores toxic relationships and how they relate to leadership and influence, particularly in the context of younger generations. The hosts discuss the challenges of navigating toxic relationships in the age of social media and the impact of negative comments and online bullying. They emphasize the importance of self-awareness and setting boundaries in dealing with toxic people. The conversation also touches on different leadership styles and the concept of servant leadership. Overall, the hosts encourage listeners to prioritize their own well-being and surround themselves with positive influences. In this conversation, MO and Bailie discuss the concept of servant leadership and the importance of taking responsibility as a leader. They emphasize the need for leaders to take action and not wait for others to follow. They also discuss the role of culture in leadership and how leaders can create a positive culture by setting clear expectations and behaviors. They highlight the importance of addressing toxic behavior and removing individuals who are not a good fit for the team. They also discuss the challenges of maintaining relationships and the need to prioritize those who are responsive and supportive. Overall, the conversation emphasizes the importance of being a proactive and responsible leader.   Takeaways: Toxic relationships can be passive or in-your-face, and social media has made it easier for negativity to spread. Younger generations are more sensitive and affected by negative comments and online bullying. Self-awareness and setting boundaries are crucial in dealing with toxic relationships. Servant leadership involves serving others, but it's important to avoid enabling toxic behavior. Surrounding yourself with positive influences and prioritizing your own well-being is essential. Leaders need to take action and not wait for others to follow Creating a positive culture requires setting clear expectations and behaviors Address toxic behavior and remove individuals who are not a good fit for the team Prioritize relationships with those who are responsive and supportive Be a proactive and responsible leader

Summary   Lego faced financial trouble in the early 2000s due to the emergence of digital distractions. The new CEO, Jorgen Vig Knutstorp, embraced authenticity and refocused on Lego's core values. He introduced Lego Ideas and formed strategic partnerships with franchises like Star Wars and Harry Potter. Authenticity is crucial in leadership because consistency builds confidence, transparency transforms teams, and integrity inspires influence. Consistency cultivates confidence by being the same person in every situation. Transparency is about being open and honest, creating a predictable environment that fosters trust. Integrity is the backbone of authenticity, doing the right thing even when no one is watching.   Keywords   Lego, financial trouble, authenticity, core values, Lego Ideas, strategic partnerships, Star Wars, Harry Potter, consistency, confidence, transparency, trust, integrity, influence   Takeaways Authenticity is crucial in leadership because it builds trust and fosters a predictable and secure environment. Consistency cultivates confidence by being the same person in every situation. Transparency transforms teams by creating an open and honest environment where ideas and concerns can be shared. Integrity inspires influence by doing the right thing even when no one is watching. Sound Bites "Struggling with plummeting sales and a market that had moved on, Lego was teetering on the edge of financial ruin in the early 2000s." "His authentic approach revived that company and really transformed them into the global success story that they are today." "Consistency cultivates confidence." Books Mentioned Dare to Lead: Brave Work. Tough Conversations. Whole Hearts, by Brene Brown The Five Dysfunctions of a Team: A Leadership Fable, by Patrick M. Lencioni

Summary In this episode of the Rising Tide Leadership Podcast, Scott and Mo discuss the power of perseverance, overcoming adversity, and the commitment to excellence, using examples from Olympic athletes. They start by talking about Simone Biles and her journey to the Olympics, highlighting her ability to overcome challenges and prove her critics wrong. They then discuss Jesse Owens, who faced racial discrimination and financial hardships but still won four gold medals in the 1936 Berlin Olympics. Next, they talk about Wilma Rudolph, who overcame polio and poverty to become the first American woman to win three gold medals in a single Olympics. Finally, they discuss Michael Phelps and his unmatched work ethic and focus on continuous improvement. The episode concludes with the advice to watch and learn from these athletes' stories of perseverance, overcoming adversity, and commitment to excellence.   Keywords perseverance, overcoming adversity, commitment to excellence, Olympic athletes, Simone Biles, Jesse Owens, Wilma Rudolph, Michael Phelps   Takeaways Perseverance is key to overcoming challenges and proving critics wrong. Leaders should embrace obstacles as opportunities to grow stronger and improve their capabilities. Adversity can be conquered with tenacity and an unyielding spirit. Continuous improvement and setting high standards are essential for achieving excellence. Leaders should learn from the stories of Olympic athletes and incorporate their lessons into their leadership practices.

Leaders are Resilient (Ep. 78) Summary In this episode of the Rising Tide Leadership Podcast, Scott and Mo discuss the importance of accountability in leadership. They use the movie 'Civil War' from the Marvel franchise as an analogy to highlight the conflicts that arise when there is a lack of accountability. The conversation is divided into three key actions: leading by example, taking responsibility, and holding others accountable. They emphasize the importance of leaders setting the tone of accountability and creating a culture of trust and collaboration. They also discuss the role of feedback and continuous communication in maintaining accountability.   Keywords   accountability, leadership, leading by example, taking responsibility, holding others accountable, trust, collaboration, feedback, communication   Takeaway Leading by example is the foundation of accountability. When leaders model the behavior they expect from their team, it sets a powerful standard and creates a culture of trust. Taking responsibility for one's actions and outcomes reinforces the need to be reliable and dependable. It enhances a leader's credibility and strengthens overall leadership. Holding others accountable ensures that everyone is contributing to the team's success and maintains a high level of performance. It should be done from a place of support and encouragement, rather than punishment. Regular feedback and open communication are essential in holding others accountable. Leaders should create a safe space for open communication and provide constructive feedback to motivate individuals to take ownership of their performance. Leaders should set clear goals and expectations, regularly check in with their team members, and foster a culture of responsibility and continuous improvement. Accountability starts with the leader. By embodying accountability in their leadership, leaders create a ripple effect that influences the entire team and builds a culture of trust and integrity.

Summary   In this episode of the Rising Tide Leadership Podcast, host Mo interviews his friend Dave, a retired Chief Warrant Officer from the United States Army. They reminisce about their time in the Army and discuss the role of a Chief Warrant Officer. Dave shares his journey from enlisting in the Army Reserves to becoming a Warrant Officer specializing in food service. He explains the unique position of Warrant Officers as specialists in their chosen fields, advising commanders and keeping them out of trouble. Dave also shares a funny story about a deployment where soldiers were fed nothing but chili dogs for several meals.    Overall, the conversation provides insights into the life and responsibilities of a Chief Warrant Officer in the Army. David Morphis shares his experiences working as a logistics officer in Northern Iraq and the challenges of being away from his family during his wife's labor. He emphasizes the importance of finding value in everyone and learning from their experiences. He also discusses the influence of his father and wife in shaping him as a person of influence.    David recommends the books '12 Rules for Life: An Antidote to Chaos' by Jordan Peterson and 'David Copperfield' by Charles Dickens. He encourages listeners to strive to be better and uplift those around them.   Takeaways   A Chief Warrant Officer in the Army is to be a specialist in a chosen field and advise commanders. Warrant Officers manage specific areas, such as food service, and ensure the commander's decisions align with regulations and best practices. Army deployments can last for extended periods, with soldiers spending months in a foreign country before returning to the United States. The Army Reserves have a different mobilization process than the active duty Army, with reservists going to a mobilization site before deployment. Deployments can involve challenging and dangerous situations, but soldiers find ways to cope and maintain communication with their families. Humor and camaraderie play a significant role in soldiers' experiences, even in difficult situations like being fed only chili dogs for multiple meals. Find value in everyone and learn from their experiences. The influence of family members, such as fathers and spouses, can shape a person's character. Read books like '12 Rules for Life: An Antidote to Chaos' and 'David Copperfield' to gain wisdom and inspiration. Strive to be better and uplift those around you.   Sound Bites   "An entire training organization of 2,000-3,000 soldiers was fed only chili dogs for about four meals." "It was the best deployment I ever had, mainly because of those four months working with the special forces." "We all have those staples of influence and shifting influences." "You can overcome just about all obstacles. You just have to stick with something." "There's a lot of wisdom in organizing yourself before you try to organize others." ------------------------------------ Books Mentioned in the Show 12 Rules for Life: An Antidote to Chaos, by Jordan Peterson David Copperfield, by Charles Dickens ------------------------------------------ Special Thanks To: Work it out by LiQWYD https://soundcloud.com/liqwyd Creative Commons — Attribution 3.0 Unported — CC BY 3.0 Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0

Summary   In this episode of the Rising Tide Leadership Podcast, Scott and Dr. Michael David Morales discuss the topic of resilience. They start by sharing the story of Ari Dickey, a former knuckleball pitcher in Major League Baseball, who faced numerous roadblocks and challenges throughout his career. The conversation then delves into the importance of understanding resilience and how it can fundamentally change the way leaders approach challenges. They explore strategies and practices for building resilience, such as reflection, mindfulness, and continuous learning. The episode concludes with a discussion on applying resilience and the role of vulnerability in inspiring others. Main Takeaways   Resilience is not just about bouncing back, but about growing through challenges.  Leaders need to understand resilience and its importance in navigating uncertainties and inspiring their teams. Building resilience requires reflection, mindfulness, and continuous learning. Leaders can apply resilience by fostering an environment of support and encouragement, and by sharing their own stories of facing and overcoming challenges.  Resilience is a catalyst for transformation and growth, both personally and within organizations. It starts with vulnerability  Top Quotes From MO   "Resilience isn't just about bouncing back. It's about growing through what you actually go through." "Building resilience is like strengthening a muscle. It requires consistent effort, the right exercises, and sometimes a little bit of guidance." "Resilience is not just a theoretical concept. It's something that we deal with every day. It's about lived experience."   Books Mentioned in the Show A Long Walk to Freedom by Nelson Mandela I Am Malala, by Malala Yousafzai Whenever I Wind Up by R.A Dickey Special Thanks To: Work it out by LiQWYD https://soundcloud.com/liqwyd Creative Commons — Attribution 3.0 Unported — CC BY 3.0 Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0  

Episode 75 - Change Management Summary   In this episode, Scott and Mo discuss change management and its importance in the workplace. They highlight the need for leaders to encounter challenges, build resilience, and foster open communication. They emphasize the importance of recognizing opportunities and engaging employees in the change process. The hosts also encourage leaders to be proactive and continuously evaluate and refine their approach to change management. They conclude by emphasizing the need for leaders to be open to change and drive positive change within their organizations. 3 Ways to Deal with Change Management   Focus on encountering challenges.  Change can disrupt the status quo  Change can create resistance among employees. If you're not encountering challenges, then you're not leading.  Look for the unexpected Get out in front of challenges and be ready to work them out ResilienceWhat is going on in your company? How can you work amidst those challenges?  How can you build that resilience within your team that is going to be vital for navigating change effectively?  Be adaptable.Are you ready to adapt quickly to change?  Are you ready to bounce back from the setbacks?    BOOK: The Leadership Challenge: How to Make Extraordinary Things Happen in Organization, by Kouzes and Posner.    “The only way you're going to get good is to get good”.  Don't baby your people.  Build resiliency in your team.  Leaders think challenges are opportunities. Foster open communication. Open up - Be honest Allow team members to express within the team and to one another their concerns.  Be part of expressing those concerns  Change presents opportunities for innovation and for growth.    How do you recognize opportunities?  Focused on the things that can be used as a learning moment or a teaching moment.  Focus on Engaging Employees. The “Buy-in” - John Maxwell's The 21 Irrefutable Laws of Leadership To be an effective leader, you need to create a buy-in of ownership for your people. Empower team members To contribute ideas Give those solutions  Foster a sense of ownership Create commitment   BOOK: Made in America, by Sam Walton   Encourage Pro-activists  Your people are only going to be proactive if you allow them to be proactive.  Continuous evaluation and refinement of our approach to change is going to ensure ongoing success.    QUESTIONS:  What are the things that are worth evaluating in your business?  What are your feedback mechanisms?  Are you giving your people a way to tell you the things that are going good and bad? Do you have an open door policy?  Are you making it better in your workplace?    MO's Final Thoughts: You need to be the most open person in the room when it comes to change management. It is so easy for us as leaders to tell other people that they need to be open to change. When in reality, leaders, it's really us that's not open to change. Don't get upset with your people. Help them and redirect them to where they're supposed to be. Change is what you need to be about. Leaders are all about change.    As we talk about encountering challenges, engaging employees, encouraging proactiveness, you know, who's in charge of all that? You are in charge of that as the leader. You're the person who is responsible both for the productivity of your company and specifically for your team. So leaders, remember, it's about embracing opportunity because that's going to bring you to growth and innovation and your people are going to jump onto that process. And when it comes to leadership, you are the one that drives those processes.Give your people the best opportunity to succeed. The way you do that  is to get in front and be ready to deal with that change management. Amazon Book Link: The Leadership Challenge: How to Make Extraordinary Things Happen in Organization, Kouzes and Posner - https://a.co/d/aO2WW5M    21 Irrefutable Laws of Leadership, John Maxwell - https://a.co/d/72MPij0  Made in America, Sam Walton - https://a.co/d/aUgPpSs    Special Thanks To: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 74 - Leaders Create a Clear Vision    A clear vision does more than just set a destination. It inspires, motivates, and provides a sense of purpose essential for any team's success.  Point 1: Articulate the Vision Clearly and Passionately   Not just about what the goals are but why they matter.  Use inspiring and relatable language, ensuring that every team member can see how their work contributes to the bigger picture. Make the vision feel tangible, so every individual understands their role.   Making it Make Sense: Embrace Simplicity.  Articulate ideas in the simplest terms possible.  Boil down complex concepts into their essence.  Engage in Active Listening. Communication is a two-way street.  Listen to the team's feedback.  Adapt to your audience.  Every team member has a unique background, learning style, and perspective.  Point 2: Align the Vision with Team Values and Goals   The vision should be in harmony with the team's values and goals.  Engage the team in discussions about the vision, incorporating feedback and making adjustments. When people feel they have a stake in the vision, their commitment and motivation skyrockets.   Key Strategies of Motivation 1. Be Transparent:  Share the vision with your team, including potential roadblocks. This will build trust and prepare them mentally for the challenges ahead. 2. Celebrate Small Wins:  Acknowledging and celebrating the progress made can boost morale and keep everyone motivated. 3. Keep the Mission Front and Center:  Regularly remind your team of the bigger picture. Why are you doing what you're doing? What impact will it have on the world? This can help to reignite passion and commitment, even when the going gets tough.   Point 3: Keep the Vision at the Forefront Consistently remind your team of the vision, celebrating progress towards it and recalibrating when necessary.  Helps to maintain momentum, even when challenges arise.  Provides the resilience teams need to push through obstacles.    BOOK: "Making Vision Stick" by Andy Stanley's   vision needs to be reiterated across various platforms and mediums—team meetings, emails, company newsletters, and one-on-one conversations.  Weave the vision into the fabric of the organization's communication so that it remains top of mind. Demonstrate its relevance to each team member's daily work, connecting the dots between the work individuals do and the broader vision of the organization.    Practical Ways to Keep Vision at the Forefront:  Understand the vision yourself.  Before you can convince anyone of anything, you need to be a believer. Dive deep into the why behind your company's goals.   Communicate effectively and often.  Communication is key in any relationship. Find opportunities to remind your superiors of the original vision in your regular reports, meetings, or casual conversations.  Use real-life examples to highlight how current projects or decisions align with that vision. Be a bridge.  Use your unique position to bridge this gap.  Share feedback from your team and customers that reinforce the vision. Show how the day-to-day work contributes to the grand goal. Lead by example.  Actions speak louder than words.  Show your commitment to the vision  Mo's Final Thoughts:   Mo: Leaders create and sustain a clear vision. Make sure that you have a clear vision. If it's a mist in the pulpit, it is a fog in the pew. Align your vision with the values and goals and help your team understand them. You always have to keep the vision at the forefront. Every day, get up and do something that will get you closer to the goal.      Amazon Book Link: 21 Irrefutable Laws of Leadership, John Maxwell - https://a.co/d/72MPij0  Making Vision Stick, Andy Stanley - https://a.co/d/cuevuOo    Special Thanks To: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 73: Special Guest - Dr. Lem Usita   Summary: In this episode of the Rising Tide Leadership Podcast, host Mo interviews Dr. Lem Usita, an entrepreneur and leadership expert. They discuss Dr. Lem's leadership experience and how he defines leadership. They also explore the obstacles he has faced in his leadership roles and how he overcame them. Dr. Lem shares his early influences and the catalyst for his intentional leadership development. He emphasizes the importance of mentorship and surrounding oneself with a supportive team. The episode concludes with Dr. Lem's recommended reading list and his final thoughts on leadership.   Takeaways: Leadership is not easy and comes with challenges and obstacles that must be faced and overcome. Surrounding oneself with a supportive team and mentors is crucial for personal and professional growth. Leadership development requires self-reflection and a willingness to address weaknesses and areas for improvement. Reading books on leadership and learning from other leaders can provide valuable insights and strategies for effective leadership. Facing Obstacles: Every leadership role has its dark side. Organizational culture. Sometimes you jump into a role and there were other people in that role before you Others tell you how to do things Lack of resources Inherit problems It's a cop out to blame the organization for the obstacles. As the leader, it's my responsibility to lead the organization no matter what situation they're in.  I need to know what my weaknesses are and I need to shore up my weaknesses in order to lead this organization.  The responsibility is on the leader.   “If I am not leading well or if I don't lead these folks well, it impacts their family, it impacts their kids. And it might even impact the generation.” When you start thinking and reading and researching and studying leadership, then you're able to:Change your behavior Change your practices Change your habits  Every leader can teach you those two things:Things that you want to do Things you don't want to do Surround yourself with people:Mentors Those who walk alongside you  Business resourcesCPA, Attorney, etc    Lem's Final Thoughts:  Lead out of who you are. You lead out of your personality, you lead out of your history, you lead out of your family sculpture, family of origin stuff, you lead out of your trauma and pain, you lead out of your weaknesses, and you lead out of your strengths. And if you're not doing the work of getting to know yourself, you're not growing your effectiveness as a leader, you just aren't. And so it takes courage and humility to do this work—to become better because it's facing yourself and making some huge changes and that takes courage and humility to lead yourself so that you can lead and be effective as a leader.    Amazon Book Link: Power vs. Force: The Hidden Determinants of Human Behavior, Daivd Hawkins. - https://a.co/d/03N27ma    Unreasonable Hospitality: The Remarkable Power of Giving People More than They Expect, Will Guidara - https://a.co/d/eyo9HqM    Blue Ocean Strategy, Expanded Edition: How to Create Uncontested Market Space and Mak e the Competition Irrelevant, Roger Wayne, W. Chan Kim, Renee Mauborgne - https://a.co/d/hYOjpmg 48 Laws of Power, Robert Greene - https://a.co/d/eP3VELJ    Special Thanks To: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 72 - Three Pillars of Emotional Intelligence   EQ - navigating the complex inner interpersonal dynamics, inspiring, motivating teams and making really sound decisions that are based on emotional awareness.    Three Pillars of Emotional Intelligence: Self -awareness Empathy Relationship management   Self-Awareness: Leaders are self -aware. involves understanding emotions, strengths, weaknesses, values, goals. recognize different triggers, biases, limitations to regulate their emotions effectively and make more and better informed decisions. Leadership is not really about who you're supervising, more of a matter of how you are getting better. listening to other men and women who are smarter or wiser you can't start the self -awareness process on your own    QUESTION: Are you self -aware?  Reach out to other people Ask them, “Am I self -aware?”    Empathy Leaders are empathetic. attuned to emotions and perspectives of their team members fosters trust, collaboration, and effective communication  creates a supportive work environment where individuals feel valued and understood. Leaders have to live in the feelings and emotions realm A leader that doesn't care is not going to be a leader for long.    BOOK: 21 Irrefutable Laws of Leadership, John Maxwell  Your people need to know that you care about them before you can lead them.    QUESTION: What kind of vulnerability do you have with your people?  QUESTION: Who are the people in your life that can speak into your life and do it freely?   The last thing that you should ask your people at the end of every meeting or every conversation with them is, how can I help?that is your job⸺ to help other people to solve problems.  Metaphor: When sitting across from somebody I supervise, what does it take for me to move to their side of the table?    Leaders are Relational    Relationship management involves leveraging your own self -awareness and empathy to cultivate a positive relationship with each of the people on your team.More influence with others Emotionally intelligent leader excels at:Conflict resolution. Prioritize open communication, constructive feedback, empower team members to succeed.  Foster a culture of trust, loyalty, and productivity within their organizations. Relationship Management SkillsCommunicating clearly  Listening actively Cooperation Stay away from social pressure  Do conflict in a constructive manner.  Seek help when needed   BOOK: Emotional Intelligence 2 .0, _____   QUESTION: What does it take for you to express your feelings to others?    ASSESSMENTS:   Gallup Strengths Finder.  DISC Profile   Leaders need to know themselves and be self -aware of both their strengths, and their personality  MO's Final Thoughts The key differentiator is a genuine commitment to continuous self -improvement. It's about you getting better, not about making your people better. You're not there to work on your people. Work on yourself. The emotionally intelligent leader is going to be humble enough to acknowledge his or her own shortcomings and actively seek feedback from others. Invest time and effort into developing these emotional intelligence skills. Read the books. Hang out with the right people. Take the assessments. Practice it. Seek out people that can help you. Those who prioritize their own growth, are going to be the ones that set a positive example for their teams. And they're going to create a culture that values emotional intelligence at all levels of the organization.   Amazon Book Link: 21 Irrefutable Laws of Leadership, John Maxwell - https://rb.gy/1cysf8  Emotional Intelligence 2.0, - https://rb.gy/jfp53n    Special Thanks To: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 71: Leading in the Remote   Culture is amplified Culture is the heartbeat of any organization Remote work doesn't mean sacrificing the heartbeat - the key lies in intentional cultivation Define culture clearly and consistently, communicate it across all channels, and align hiring practice  Bad news needs to be delivered in person Keep it personal and personable   ARTICLE: “The Telephone is the Instrument of the Devil”, Marika Ehrenkrona   BOOK: Telecommunications: Yesterday and Today, Peter Anderson    We need to embrace new communication no matter what it is   QUESTION: Am I embracing the changes in culture and am I using that to shape the culture of my own team?   Communication is appreciated    Communication is the lifeblood of remote teams Beyond these tools, it's about fostering an environment where open dialogue is encouraged, where every team member feels heard and valued Do not blur the boundaries of the people that you supervise. Respect the boundaries of the people you are leading   BOOK: Boundaries, Henry Cloud   It is your job to set boundaries in your own life and help the people that you supervise do the same.   Clarity is achieved    You as a leader need to be proactive in addressing issues and provide clear guidelines Create channels for reporting misconduct Promoting empathy, and understanding among the team members can prevent misunderstandings.  Create a virtual workspace where everyone feels safe, supported, and empowered to do their best work It's up to you to be communicative - clarity begins with you.  “If it is a mist in the pulpit, it is a fog in the pew” - If it's not clear, it is your fault.   QUESTION: Do you know your strengths? Do you know what you're good at? Do you know your personality? Do you know who's extroverted and introverted?    Good clarity breeds a great team  Have clarity and to bring clarity to your teams    MO's Final Thoughts: Leadership is not about commanding from the top, but it's about empowering from within. If you want to empower your people in the remote world, you can do so. Stop complaining. Leaders need to learn how to lead in the remote. Leaders, the culture is up to you, the communication is up to you, the clarity is up to you. And when you take full responsibility for those, you are going to start building an incredible team and people are going to want to be on your team.   Amazon Book Link: Boundaries, Henry Cloud - https://rb.gy/724kik    Special Thanks To: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 70: Leaders Take Care   Point 1: Address the Need for Wellbeing   70% of Americans feel that the nation doesn't care for them, and 38% are considering moving abroad due to concerns about their human rights. (American Psychological Association) Gallup's "State of the Global Workplace" report reveals that 57% of U.S and Canadian workers experience regular stress, impacting their performance and satisfaction.  Leaders need to understand the real costs of workplace stress. Leaders set goals.  Writing out goals solidifies them.  Point 2: Promote Wellbeing in Your Team Culture   Leaders should always be promoting wellbeing within their organizations. Foster a culture of empathy and support,  Provide resources and programs to help employees manage stress  Recognize employees who are happy and healthy are more engaged and likely to perform at their best. When it comes to work life balance, you as the leader have to lead the way. Take care of your people and take care of yourself.    BOOK: (Walsh, Bill; Jamison, Steve; Walsh, Craig. The Score Takes Care of Itself: My Philosophy of Leadership (pp. 215-216). Penguin Publishing Group. Kindle Edition)   QUESTIONS: Are you practicing that self care right now? What do you need to do to change so that you are better ready to serve those who follow you?   Unhealthy Workplace: You need to get out Start making an extra strategy now Or you will be in the exact same spot If the people above you are not taking care of your well-being now, they are not going to do so in the future.  Don't be the problem. How do you know whether you are doing things the right way or not?  Ask the people that you are leading.  Perception vs. Reality: People say they want to take care of themself, but don't do it.  Have a standard for yourself.    Point 3: Make Wellbeing a Priority Now   Leaders must know the importance of making wellbeing a top priority.  Collaborate and develop strategies and policies that prioritize employees' wellbeing. Find strategies to help people feel better about what they do.    Practical Tips: You need to take a day off. step away from your phone and anything else that distracts you from letting your mind rest.  if you don't, you are never going to be fully replenished your energy level.    ARTICLE: Productivity Tips – Be More Productive With Less Effort, Brian Tracy   BOOK: “How I Raised Myself from Failure to Success in Selling”, by Frank Betcher.  Self Organization Day   “A rising tide lifts all boats”.   MO's Final Thoughts: Make this the time in your life you put forth a plan to take care of your well-being. Then invite those around you to be part of the process. When you do this, you will have a friend for life.    Amazon Book Link: The Score Takes Care of Itself: My Philosophy of Leadership, by Bill Walsh, Dick Hill, Craig Walsk, Steve Jamison - https://a.co/d/3jmnubU    How I Raised Myself from Failure to Success in Selling, by Frank Betcher. - https://a.co/d/7FPwhs8  Special Thanks To: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 69: A Conversation with a Champion  Special Guest: Candace Motes, Indiana Wesleyan University Women's Volleyball Head Coach   Won the NAIA National Championship. Every person has a different philosophy and there's no two leadership philosophies that are exactly the same.    Background Information: When did you start coaching? I got into volleyball and it took me to an opportunity to go play at the University of Nebraska Omaha. That's where I became knowledgeable as a coach in a sense being a player around great coaches I Wasn't thriving in that culture at all and it was becoming more of a heartache for me So I left and went to a Christian University. What made you want to be a coach?Assistant Coach for the team I played on and enjoyed it Was recommended to take over as my college coach left.  Coaching peers - “One of the hardest things that I did”“When God calls  you to something and you, even if fear, go towards it, it changes your life.”  Coached at Alma Mater for 10 years before coaching in Indiana.  How long have you been in your current position at Indiana Wesleyan?  Coaching at Indiana Wesleyan for 22 years There's been hardships, there's been growth, but overall it's been a great experience for me.   Team Background: How did you feel going into this season? Did you know that this was going to be the season? No, I didn't.  There were lessons learned from each individual. But for me personally, I did not have the trust that I needed. Didn't see this team for the potential that they had.  I was very critical,  skill set wise,  The grind of continuing to have the vision of what it took to get to the highest level and going through that journey. Chasing little goals    What do you think contributed to this being the championship winning season?Focused on Building Culture Adjusted practices to reflect this priority  Brought in a mindset coach Took an international tripThe value of being uncomfortable Doing something together Serving  Recruited great players   Facing Obstacles: Not always just players and their drama Coaches can bring in obstacles too  Injuries Keep the mindset in a positive direction Helping our culture stay together Understanding roles Who is someone who has really influenced your leadership? Debbie Brown from Notre Dame.  John Dunning from Stanford. Ruth Nelson - Olympian coach  https://www.theartofcoachingvolleyball.com/profile-ruth-nelson/ Has really shown me to stay in it till  you don't have a passion anymore, but don't leave because you're believing lies that tell you that you should be done and do something different.   BOOK: “Starts with Why”,  by Simon Sinek.    Coach Candace's Final Thoughts:  Don't be afraid to change your thoughts. Don't be afraid. First of all, for young coaches, don't try to be anybody else that you think you should be. I have to be who I am. And I have to be who God created me to be. And I have to be the person that he wants me to be influencing in the moment that I'm in. But then, as you continue to go, continue to stay grounded in, “I can change, and I can make changes.”    Amazon Book Link: Start With Why, Simon Sinek - https://a.co/d/1SQnw4G  Special Thanks To: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 68: The Adaptable Leader 1: Leaders Navigate Uncertainty That's what leaders are all about! Stay composed and level-headed in the face of uncertainty.  Practical Technique: Stop and count to 10.  Don't be hasty in the way that we react.  Don't ever say anything that you can't take back.  By being adaptable, you can act as a source of stability and reassurance. BOOK: “Leading Up,” by Michael Useem.  Help those who lead you As you learn to lead up, you are setting an example for others to follow 2: Leaders Continually Learn You are never done learning! Leaders who prioritize continuous learning aren't afraid to admit when they don't know something and actively seek knowledge and expertise from others. Investing in yourself is the most important expense you will ever make.  It is YOUR responsibility to learn on an everyday basis.  POINT 3: Leaders Empower Teams Unlock the collective creativity and problem-solving potential of their workforce.  Leads to more innovative solutions and provides a competitive edge in the market. You cannot get people to change. PERIOD.  Change the way that you encourage and motivate people.  BOOK: “How to Win Friends and Influence People”, by Dale Carnegie  People are only going to do what they want to do.  It's our job to help people execute for their good and the organization “You manage things, but you lead people.” Rear Admiral Grace Murray Hopper   MO's Final Thoughts The Greek philosopher Heraclitus Said that the only constant is change. Blessed are the flexible for they will not be broken. My Hope is that you become that kind of leader. That nothing can stop you from going forward and getting better, but that you take the hits, and you keep on rolling.    Amazon Book Link: Leading Up, Michael Useem - https://a.co/d/1WqGn8e  How to Win Friends and Influence People - https://a.co/d/jlUn8Un  Strengthsfinder 2.0, Tom Rath - https://amzn.to/3Sn7uNm  Extreme Ownership, by Jocko Willink, Leif Babin - https://a.co/d/beGQe6e    Special Thanks To: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 ––––––––––––––––––––––––––––

Episode 67: Leaders Start with Why Questions to Ponder:  Have you ever been asked to do something by a leader and not fully understood why?  Have you, as a leader, ever asked your team to do something without explaining the task's true purpose? 1. Leaders Start with "Why" BOOK: Start with Why, by Simon Sinek  Knowing the vision and direction as a leader is paramount. BOOK: Leadership Lessons from the Age of Fighting Sail, by Chris Brady Leaders who possesses a clear and unwavering belief in their vision become a beacon of inspiration for their team.  You need to know where you are headed and why it matters.  This fosters a  sense of authenticity and credibility that is inherently persuasive.  Team members are naturally drawn to leaders who can articulate What How Why  BOOK: StrengthsFinder 2.0, Gallup and Tom Rath A leader's ability to get others to believe in and follow her isn't solely dependent on the vision itself, but also on their ability to effectively communicate and share it.  A leader must convey the "why" in a way that resonates with her team.listening,  understanding,  and empathizing  A leader's consistent actions, integrity, and accountability play a pivotal role in earning and maintaining the trust and respect of their team.  2. Leaders Pinpoint Essentials Effective leadership involves several crucial elements. resilience in the face of failure.  “Major on the majors and minor on the minors.”  Focus on the big picture. Transparent communication is key.  QUESTION: Are you a communicative person, whether it is with your family at home or with those at work?  QUESTION: What is it that I can do, that nobody else can do all the time?  Your people want to do what they are good at. Get out of their way and let them do it.  Leaders Empower with Purpose Empower through a clear sense of purpose. By explaining the "why" behind actions and decisions, leaders encourage their teams to take ownership of their responsibilities.  Work during the day to make a living. Work during the night to make a life.  If you are not happy where you work, work hard enough to earn your way out.  MO's Final Thoughts If you want people to follow you, you need to know why you are doing what you are doing. You need to give your people the reason to follow you. Don't ever be upset if someone isn't following you. There are no bad teams, only bad leaders. You need to be willing to put the work in. People want to follow someone who is passionate and knows what they are doing. Get out there, work hard enough and find your why. Live in the why! Amazon Book Link: Start with Why, by Simon Sinek - https://a.co/d/bCcXp8r  Leadership Lessons from the Age of Fighting Sail, by Chris Brady - https://a.co/d/9nn3arJ  Strengthsfinder 2.0, Tom Rath - https://amzn.to/3Sn7uNm    Special Thanks To: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 66: Hero Spotlight with SFC John Noe   Mortuary Affairs – Provides dignity, honor and respect to fallen soldiers.    BOOK: Where Men Win Glory: The Odyssey of Pat Tillman  https://a.co/d/aA5PjP1   MOVIE: Taking Chance, starring Kevin Bacon   Most rewarding part of your job?  I feel like I am helping people with a service that a lot of people wouldn't want to do…knowing I provide a service that gives family's closure.    Who is someone in your life that has helped to shape you as a person?  Dad – “If I was as good as he is, this world would be a better place.”  Current Boss – Taught me that how you say things influences the reaction you are going to get.    What's a book that's influenced you?  A Purpose Driven Life, by Rick Warren https://a.co/d/2mySojD “If you don't have a purpose in your life, how are you able to lead anyone?”   SFC John Noe's Final Thoughts: LDRSHIP Acronym      Loyalty   Duty    Respect      Selfless Service     Honor     Integrity      Personal Courage   Special thanks to: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 65 - Building Your Leadership Well: Going Deep to Lead Effectively Depth Equals Competence You are only as good as you continue to learn.  To become a truly competent leader, you must dive deep into your field or industry. Competence allows you to: Make informed decisions Solve complex problems effectively Earn the respect and trust of your team  Depth Inspires Confidence Leaders who invest in their development and continually deepen their skills become a source of inspiration and confidence for their teams. QUESTION: What is one quality you look for in a leader that instills confidence?  Deep leadership involves having a well-rounded understanding of not only your domain but also your team's needs and aspirations.  Leadership is not about being selfish. When your team witnesses your commitment to self-improvement, it encourages them to do the same, creating a culture of growth and excellence within your organization. BOOK: The Gap and The Gain, by Dan Sullivan and Dr. Benjamin Hardy Don't worry about what other people are doing. Worry about what you are doing. QUESTION: Are you inspiring confidence in the people you lead?  Depth Encourages Adaptability Blessed are the flexible, for they will not be broken. Deep-rooted knowledge and skills make you better equipped to adapt to changing circumstances.  There would be no need for leaders if things didn't go wrong.  You can make changes or you can make excuses, but you can't do both.  BOOK: Leading Up, by Michael Useem Good leaders ask great questions.  Stay dynamic. Don't be stale. Change with the times.  In times of crisis, depth of knowledge becomes an anchor for the team, fostering trust and stability. MO's Final Thoughts: Strive to master your field and continuously expand your knowledge. Be a source of inspiration and confidence for your team through your commitment to growth. By nurturing your Leadership Well, you not only become a more effective leader but also empower your team to reach new heights of success.    Amazon Book Links:   Leading Up: How to Lead Your Boss So You Both Win, by Michael Useem - https://a.co/d/3j5Fxp4    The Gap and the Gain, by Dan Sullivan and Dr. Benjamin Hardy - https://a.co/d/1vMDQk3    Special thanks to: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 64: Leaders Attract the Best Point 1: Remote work is here to stay Leaders need to recognize that remote work is here to stay for a significant portion of the workforce.  Invest in technology, foster open communication, and create a work culture that values flexibility.  Leaders who adapt and provide the tools and support for remote work will thrive in this new environment. BOOK: “The Four Hour Work Week,” by Tim Ferris  It's not about punching a time clock, it's about helping people to be able to get their stuff done.  If you breed a culture of people that are trying to skirt work and not get things done, it says more about you as a leader than it does about them as an employee.  “There are no bad teams, only bad leaders”. Jacko Wilinks Be better at leadership and give your people a reason to be a part of your team.  Point 2: Offer flexibility and adaptability Leaders should empower their teams to choose the work setup that suits them best. Encourage open dialogue about preferences Provide the necessary resources for each scenario Flexibility will increase employee engagement and retention Leaders find a way to help their people want to be a part of their culture QUESTION: Are you creating flexibility and adaptability? EXERCISE (Write it down): What parts of your job are the in-person kind of stuff and what parts are virtual? What percentage of time do you have to be with your people and what percentage do you not need to be in front of others?  Help your superiors understand those percentages Make sure that your people that look to you as a leader are okay with those percentages as well. (Do your percentages match up with what the company, and your people, need from you?) Point 3: Embrace Technology Leaders must ensure that their teams have access to secure systems, collaborative tools, and effective communication platforms.  You should be learning from young people on your team more than they are learning from you BOOK: “21 Irrefutable Laws of Leadership” by John Maxwell - You have to make the connection before you can have people buy into your vision. QUESTION: Are you the kind of leader that people want to follow? Are you using technology in the right way? MO's Final Thoughts If you want the best people, if you want to attract the best, you are going to need to continue to change with the times. If you have stuff that you can have your people do remotely, give them the autonomy to do that. Let them show you how good they are. And, reward those who do well and get rid of the people who refuse to get on board and make those changes with you. If you make these changes, it is only helping them because this is the kind of work that people are expecting today. They would rather be at home or be on the move or whatever, and you as a leader just need to get things done. Why don't you just learn how to do both? That's the true Mark of leadership.     Amazon Book Links:   The Four Hour Work Week, by Tim Ferris - https://a.co/d/fYpk9ia  21 Irrefutable Laws of Leadership by John Maxwell - https://a.co/d/3e0sziL    Special thanks to: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 63: Building Your Winning Team   Point 1: Assembling the Right Mix of Talent   It's not about finding the best individuals; it's about finding the right individuals to work effectively together to achieve a common goal.   QUESTION: Where are you called to be a leader?   Leaders need to assess the strengths and weaknesses of their team members and align them with these roles.    BOOK: Strengths Finder 2.0 by Tom Rath  Once you know your top five strengths, you can start to lead from those strengths.  Know the strengths of your team.    Point 2: Fostering Collaboration and Synergy   A winning team isn't just a group of talented individuals; it's a group of talented individuals who work seamlessly together.    Create opportunities for team members to get to know each other on a personal level  put team in scenarios where they work together   If they can work together on the small things, they will support one another and achieve objectives   Leaders should encourage open communication and provide a safe space for team members to express their concerns.    Mediate conflicts early and effectively. Don't make it too easy for your team. Butterfly/Cocoon - the struggle that makes it able to live. Learn to love the process. Facilitate good interactions and communication.   Point 3: Empowering and Developing Your Team   A winning team not only achieves its current goals but also grows and evolves over time.  Trust them to make decisions and take ownership of their work.   Leaders have to develop their people into a team they can trust by delegating responsibilities and providing autonomy.   offer guidance and support when needed provide opportunities to develop the necessary skills and knowledge    When your team members feel valued and supported, they're more likely to give their best.    Delegation You need to know what to give away and what to keep   MO's Final Thoughts:    Take time to build your team. Give yourself the grace. Don't worry about setbacks. Embrace the struggle. Try new things. You'll be better for it.  Amazon Book Link: Strengthsfinder 2.0, Tom Rath - https://amzn.to/3Sn7uNm    Special Thanks To: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 62: Nurturing Innovative Leaders   Leaders Empower Creative Mindsets   QUESTION: Are you helping your people take calculated risks to be creative?    The best leaders promote innovation by creating an environment of psychological safety.   How to foster growth mindsets: Create learning opportunities (books, seminars, etc.) Continuous skill development  Support personal projects   When you focus on empowering creative thinking in your people, it will ultimately lead to increased engagement and a sense of ownership among employees.   Leaders Focus on Collective Success   QUESTION: What does success look like for your team? What are the deliverables?    BOOK: “Dare to Serve”, Cheryl Bachelder   By fostering cross-departmental interactions and encouraging participation in problem-solving, leaders allow individuals with diverse skills and perspectives to unite towards a common goal.    Two Techniques: Diverse Problem-Solving Approaches: Encourage teams to approach problems from different angles. Asking, “What's the angle you would take?” Transparent Resource Allocation: Ensure resources are allocated fairly across departments.    Leaders Cultivate Purposeful Empathy   Leaders who value empathy inspire their team members, leading to a sense of belonging and commitment to the organization's innovation journey.   BOOK: “Pour Your Heart Into It: How Starbucks Built a Company One Cup at a Time”, by Howard Schultz    Once you get people on your side, believing in the same goal, you are going to create an unstoppable team.   QUESTION: How do you treat your people?    Value your employees not by what they can produce, but by how you know their strengths connect with the rest of the people on your team.  Be empathetic and learn about your people. Get to know them as more than just people on your team.   MO's FINAL THOUGHT:   Share your own experiences, challenges, and success stories related to nurturing innovative leaders. Do this with the men and women that you trust. Connect with someone today and ask them how you are doing when it comes to nurturing innovation.   Amazon Book Link: “Dare to Serve”, by Cheryl Bachelder - https://a.co/d/5cMSsDp  “Pour Your Heart Into It: How Starbucks Built a Company One Cup at a Time”, by Howard Schultz - https://a.co/d/2zIAwoC    “Good to Great”, by Jim Collins - https://a.co/d/8xrV4KA    Special Thanks To: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 61: Leaders Sacrifice More   Personal Time and Energy Investment    QUESTION: What kind of time and energy do you give to your team?    Sacrificing personal time for work-related tasks is a hallmark of effective leadership.   QUESTION: Are you the one who gets it done? Are you willing to go the extra mile?    When everybody else goes home, leaders stay to pick up the pieces and make things happen.   Decision-Making and Accountability    Leaders demonstrate accountability by taking ownership of both successes and failures. Accountability requires leaders to sacrifice their ego for the benefit of the team's growth. True leaders understand that responsibility is a core of what they do in their role. They recognize they can't simply pass the buck to someone else. Instead, they step up and take ownership of their decisions, whether they're big or small. True leaders say, “I want the buck to stop with me”. The best leaders don't whine and don't complain—they get things done.    Development of Team Members    This investment drives individual growth and contributes to the overall success of the team. Find the right people first.    QUESTION: Is your company finding the right people?    If you take the time to find the right person, you will actually be doing less work than if you were to just fill the spot. Burnout shouldn't happen. Make a change! Talk to the decision makers. You have to have trust in your leaders because those who you lead need to have trust in you.  Get under a leader who knows how to pick the right people.  Actively promote the career advancement of the people on your team.    MO's Final Thoughts: Leadership is a journey that demands continuous commitment and sacrifice. The higher you go, the more you have to sacrifice. As leaders, we set the tone for the entire team. Our willingness to sacrifice paves the way for others to be a stronger, more cohesive, and successful group.   Amazon Book Links: “Extreme Ownership” by Jocko Willink - https://amzn.to/3ke0tSA “Good to Great” by Jim Collins - https://amzn.to/3lXHuvQ Special thanks to: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 60 - Thriving in Leadership in the Workplace   Build trust within your team.    Trust starts by getting to know each team member on an individual level.  Take the time to understand their strengths, challenges, and personal aspirations.  Show genuine interest in their lives outside of work.    Open and Transparent Communication: Be accessible and approachable to your team members.  Encourage them to share without fear of judgment.  Actively listen to their perspectives    Emphasize Personal Connections: Take the time to understand their strengths, challenges, and aspirations.  Show genuine interest in their lives    Create new opportunities for team members. It's essential to encourage professional growth and development within your team. Identify their unique skills and passions, and then find ways to align those with their roles or responsibilities.   BOOK: “Reinventing You: Define Your Brand, Imagine Your Future” by Dorie Clark    You need to build your brand.  You need to help your people build their brands.    This will build trust because they know that you want the very best for them.    ACTION POINTS: Ask each of your team members what they want from their time at the company, and what they want from you as a leader.  If another opportunity comes along for one of the team members, you need to be the first one to tell them that they need to go for it.    The best leaders are trying to work their people out of the job.    When team members feel that their growth is supported, they become more engaged and motivated to contribute their best work. Help others use personal strengths for team success.   It is crucial to create a culture where knowledge-sharing and collaboration are encouraged.    BOOK: “They Call Me Coach” by John Wooden.  "The star of the team is the team. 'We' supercedes 'me'.”    Your job is to do your very best and help your team do the same.     MO's Final Thoughts:  I'd like to leave our listeners with one final thought: leadership is not about a title; it's about how you inspire and empower those around you. Amazon Book Links: “Reinventing You: Define Your Brand, Imagine Your Future” by Dorie Clark- https://amzn.to/3OfWkIr    “They Call Me Coach” by John Wooden. -https://amzn.to/3OyDUmL    Special thanks to: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 59: Leaders Know Their Weaknesses   Point 1: Self-Awareness and Growth   Leaders who possess self-awareness: have a deep understanding of their strengths and weaknesses play to their strengths and mitigate their weaknesses   QUESTION: Are you aware of the stuff that you don't know?    BOOK: 21 Irrefutable Laws of Leadership, John Maxwell “You don't know what you don't know.”    If you don't ask people what you are doing wrong, then you might start believing your own press.    Surround yourself with people you can ask, “What is it that I don't know that I don't know about myself?”    BOOK: Emotional Intelligence 2.0, Travis Bradberry & Jean Greaves  Learn how to be self-aware Become socially aware   Point 2: Building Strong Teams   A leader who understands their own limitations: can assemble a team with diverse skill sets that complement their weaknesses promotes collaboration, innovation, and better decision-making within the team   When we figure out what we're good at and then know our weaknesses, then we can humbly ask others to collaborate with us & unlock a new level of leadership.   Point 3: Adaptability and Learning   By acknowledging their weaknesses, leaders create opportunities for growth, enabling them to adapt to changing circumstances.   How can leaders start to identify their weaknesses?  Seeking feedback from peers, mentors, and team members  Self-reflection  Assessments Regular performance evaluations  Open communication and constructive criticism FINAL THOUGHTS   Embrace your weaknesses as opportunities for growth. By recognizing and addressing them, leaders can unlock their full potential and create impactful change in their organizations and communities.   Amazon Book Links: “21 Irrefutable Laws of Leadership”, John Maxwell - https://amzn.to/3xIAHsA “Emotional Intelligence 2.0”, Travis Bradberry & Jean Greaves - https://amzn.to/43sWHFd    Special thanks to: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 58: Leaders Always Ask Questions   Being in relationships with people is all about having great conversations.    Asking Good Questions Fosters a Culture of Learning and Collaboration   Collective efforts are greater than any individual's contribution.  Creates a profound sense of camaraderie, trust, and unity among the team members. Actively listening to others' perspectives, valuing their contributions, and working together can foster a culture of respect and collaboration    QUESTION: Does your team ask good questions?   Too many leaders do not ask the right questions and fail to get others involved.   Great leaders encourage their team members to: Think critically Explore new ideas Share their perspectives    By asking good questions, leaders empower their team members, build trust, and create a collaborative atmosphere that drives growth and success.   Asking Good Questions Fosters a Deeper Understanding of Challenges and Opportunities   All great success stories have a team of people that get the job done.    QUESTION 1: What are the core values that define your company, and how do you live up to them? What is the one thing that matters?    QUESTION 2: What are our customers' needs, and how can we surpass expectations?   Asking good questions: allows leaders to better understand the challenges and opportunities they face uncovers hidden issues, identifies potential risks, and discovers untapped opportunities   It's not just important to know what you do, you also need to know what you don't do.    Leaders gather relevant information to: challenge assumptions explore alternative viewpoints enable more informed decisions develop comprehensive strategies navigate complex situations    Ultimately, by asking good questions, leaders enhance their ability to anticipate and address challenges effectively while capitalizing on emerging opportunities.    Pick up the rock and ask: What am I doing right?  What am I not doing right?    Asking Good Questions Fosters Team Development and Empowerment Asking and Listening: Creates an environment where employees feel valued, empowered, and motivated  Taps into the collective potential of the workforce and drives positive change  Helps team members develop critical thinking skills, increase their self-awareness, and identify areas for improvement Allows leaders to offer constructive feedback and guidance and nurture professional development  MO'S FINAL THOUGHTS   By actively listening, we demonstrate respect for diverse perspectives and ideas, fostering a culture of inclusivity and collaboration. Listening allows us to tap into the collective wisdom of our team, unlocking innovative solutions and enhancing decision-making. We cultivate trust, boost engagement, and empower. Embrace the power of listening.   Special thanks to: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 57: Effective Listening for Leaders    Listening Builds Communication    Paul D. Hubbard was playing quarterback for Gallaudet University.     As a leader, the way that you communicate with your team is as important.  A leader needs to be able to communicate effectively. Listening well is a crucial aspect of effective communication for a leader.   By actively listening: A leader can understand their perspectives, concerns, and ideas. Allows the leader to respond appropriately and make informed decisions.  Teams are more likely to trust and engage with their leader, fostering a positive and productive work environment.   QUESTION 1: Are you listening to those perspectives, concerns, and ideas?    Active listening - write stuff down Personal Journal Leadership Journal    Listening Builds Relationships   BOOK: How to Win Friends and Influence People, Dale Carnagie      When you take a genuine interest in people, and listen to them, you will not only endear yourself to them, you will also learn a whole heck of a lot about them.   Listening well helps a leader build strong relationships with their team members.    When leaders genuinely listen It demonstrates respect, empathy, and support.  It creates a sense of psychological safety, encouraging open dialogue and collaboration. Fosters a sense of belonging and loyalty among team members, which in turn boosts morale, productivity, and retention.   Listening Builds Insight   Apollo 13 Movie - a great story about leadership, and what it means to work together.    Gene Kranz He found the right people Put them in the right places Made sure that everybody communicated and listened to one another.  Deferred to others in that situation, all while maintaining strong leadership    A leader who listens well can tap into their team's collective intelligence.    By actively listening, a leader can harness this diversity and gain valuable insights that may lead to innovative solutions and better decision-making.    MO's FINAL THOUGHTS   Learning how to listen well allows a leader to enhance their communication skills, build strong relationships with their team, and tap into the diverse insights of their employees. These benefits ultimately contribute to better decision-making, improved team dynamics, and increased overall effectiveness as a leader.   Amazon Book Links:   “How to Win Friends and Influence People”, Dale Carnegie -  https://amzn.to/3Eub5n7 Special thanks to: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 56: Accountability in Leadership   BOOK: “Getting things done”, David Allen    Leadership accountability is crucial for the success and growth of a business.    Three reasons why accountability is important:   Organizational Alignment Everybody is accountable for what happens within the company, no matter what level you are at. Leadership accountability ensures that everyone in the organization is aligned with the company's goals and objectives.    Alignment promotes: collaboration,  coordination,  efficient decision-making,  improves overall performance and success   Trust and Credibility   BOOK: “Five Dysfunction of a Team”, Patrick Lencioni   Accountability builds trust and credibility among team members, peers, and superiors.  Trust is the foundation of effective teamwork and collaboration, and it fosters a supportive environment where individuals are more likely to take risks, be innovative, and contribute their best efforts.   Performance Improvement Leaders who embrace accountability drive performance improvement within their teams and the organization as a whole.    Despite the importance of leadership accountability, many leaders struggle to maintain it due to several reasons:   Fear of Failure and Blame  Lack of Clarity and Communication    BOOK:  “Leading Up”, Michael Useem.  Inadequate Systems and Processes If you are somebody in a program-driven sector, these systems and processes keep you on track and ensure that everybody has the same goals and vision in mind.    Final Thoughts Leaders should focus on fostering a culture of accountability by setting clear expectations, providing ongoing feedback, promoting open communication, and investing in systems and processes that facilitate tracking and evaluation. By embracing accountability, leaders can create a positive and high-performing work environment that drives success.   Amazon Book Links:   “Getting things done”, David Allen - https://amzn.to/42ifq61 “Five Dysfunction of a Team”, Patrick Lencioni - https://amzn.to/3Zfr54s “Leading Up”, Michael Useem -  https://amzn.to/3IqCXJN Special thanks to: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––

Episode 55: Developing a Change Mindset    Identify common obstacles to change.   “Everything changes and nothing remains still, and you cannot step twice into the same stream.” - Heraclitus   Recognize the common obstacles individuals and organizations face when making changes.    Fear of failure Resistance to change   Rusty Nail Story: A lot of people are experiencing the comfort of the status quo:  Even if the current situation is not ideal, people may feel comfortable with it  because it is familiar..   QUESTION: What's the rusty nail in your life?  Adapting to new situations.    Social challenges:    Emotional challenges:    Increase your learning agility.    Learning Agility is crucial for successful leaders.   Learning agility can help leaders grow and adapt in three ways:   Increase problem-solving skills  Improve the ability to collaborate  Navigate complex and uncertain situations.    Implement a change mindset.   Concrete strategies and techniques to try in order to become more comfortable with change and develop a growth mindset.    Practicing mindfulness   Take a few deep breaths before responding to a situation.  Help you to respond more calmly and thoughtfully to difficult situations at work Help you to feel more grounded and centered throughout the day.    Seeking out new learning opportunities   Start by setting goals for yourself and seeking out opportunities to learn and grow.    Asking for feedback from others.    Provides valuable insights that can help you improve your skills, knowledge, and performance.  Helps you understand how others perceive your work, what your strengths are, and where you can improve. You can identify areas where you may be falling short and make adjustments to improve your performance.  Help you build stronger relationships with your colleagues and supervisors by demonstrating a willingness to learn and grow.    MO's Final Thoughts   Never go it alone. Surround yourself with like-minded colleagues who share your commitment to develop and Change Mindset. Seek out opportunities to collaborate with others, share knowledge and ideas, and support each other in your professional development.   By adopting a change mindset and focusing on learning and development, you can create a culture of growth at work and inspire others to embrace new ideas and approaches. This can lead to increased creativity, innovation, and productivity, and help you and your colleagues achieve your goals and succeed in your careers.   None of this stuff is easy, but that's why it's so important. Give it a shot. Make the change in your mindset, and watch those around you get better as well. And that's what leadership is about!   Amazon Book Links:   The Courage to Live Your Dream, Les Brown - https://amzn.to/42VZKpD Special thanks to: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd  Creative Commons — Attribution 3.0 Unported — CC BY 3.0  Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––