Podcasts about every leader

Ep. 266: Long before he was CEO of Deloitte US, Jason Girzadas was on the pitcher's mound with the bases loaded, his team up by one run, and his coach walking out to deliver the kind of feedback that sticks for a lifetime. In this episode, you will hear the lesson he learned, PLUS: How to fight complacency inside a historically successful organization — and keep your people hungry Why "know yourself so you can be yourself" is not a soft idea but a leadership prerequisite How timely, direct, one-on-one feedback creates a domino effect of accountability across an entire organization Do you want to write a book? In my new role as Publisher at Forbes Books and with the incredible resources and expertise of their team, we're making it easier than ever to help YOU to tell your story. Send us a message here to get started: https://books.forbes.com/don/ Looking for a speaker for your next event? From more than 30 years of interviewing and studying the greatest winners of all time Don offers these live and virtual presentations built to inspire your team towards personal and professional greatness. Special thanks to Danielle Cadena and Abbie Brandt for making this episode possible.

We'd love to hear from you. Send us fan mail!Workplace dispute resolution is one of the least discussed and most costly blindspots in executive leadership. In this episode of Shedding the Corporate B!tch, executive coach Bernadette Boas sits down with Felicia Harris Hoss, of Harris Hoss Mediations & Arbitration, a nationally recognized mediator with 30 years of trial law experience, to break down early dispute resolution and why it is one of the most powerful, underutilized tools available to corporate executives and HR leaders.Felicia explains why less than five percent of filed lawsuits ever reach trial, what that means for how executives should be approaching conflict, and why the decision to mediate early is not a sign of weakness, it is a strategic move that preserves relationships, resources, and reputation. She walks through the four Cs of mediation, the questions every executive should be asking their attorney, and how to shift from a reacting posture to a responding one in any dispute.If you lead people, manage HR concerns, or sit in any seat where workplace conflict can escalate into legal action, this conversation will change how you think about resolution. What You Will Learn• What early dispute resolution (EDR) is and why it is ABA official policy• When to engage a mediator before a lawsuit is filed• Why litigation means surrendering control — and what executives can do instead• The four Cs of mediation: confidentiality, control, creativity, certainty• What questions to ask your attorney about workplace disputes and resolution options• How the respond vs. react mindset shifts negotiation outcomes• What 'winning' actually looks like in a corporate dispute Key Quote"If you go to the courthouse, you pass that baton called control to strangers. — Felicia Harris Hoss" Episode Chapters00:00:00 — The Legal Dispute Already Living in Your Organization 00:02:00 — Why Staying in the Room Changes Everything 00:03:00 — Meet Felicia Harris-Hoss: From Trial Partner to Neutral 00:06:00 — What Mediation Actually Is (And Isn't) 00:09:00 — Workplace Scenarios That Call for a Mediator 00:12:00 — Why Early Mediation — Before Positions Harden 00:13:00 — The Human Cost Behind Every Corporate Lawsuit 00:15:00 — Why Early Mediation Wasn't Working — And What Changed 00:17:00 — Ego, Fear, and the Real Reason Leaders Avoid Resolution 00:18:00 — The Courtroom Hands Control to Strangers 00:21:00 — The Four C's of Mediation: Confidentiality, Control, Creativity, Certainty 00:26:00 — Key Questions Every Leader Should Ask Their Attorney 00:27:00 — What to Know Before You Bring a Dispute to HR 00:31:00 — Why Even Lawyers Get Confirmation Bias 00:32:00 — Respond, Don't React: The Mindset That Changes Outcomes 00:34:00 — Bernadette's Takeaways for Every Leader and HR Professional About the GuestFelicia Harris Hoss, of Harris Hoss Mediations & Arbitration, is a 30-year trial attorney and nationally credentialed mediator who specializes in early dispute resolution for executives, corporations, and complex business conflicts. She co-authored Resolution 500 for the American Bar Association, which was unanimously adopted in 2024, making early dispute resolution official ABA policy. She also helped establish the American Arbitration Association's EDR Mediation Panel.Learn more at HarrisHossPLLC| Connect on LinkedIn HERE Related Episodes Employee Engagement Strategies That Actually Move the Needle with Ian Watts— HEREYour Calendar is Lying - The Timer Leadership Framework— HERESlow Down To Go Fast with Loretta Stagnitto — HERE Subscribe CTAIf this conversation gave you a new way to think about conflict, leadership, and control, subscribe to Shedding the Corporate Bitch on YouTube at @ShedtheCorpBitchTV for new episodes every week. You can also DOWNLOAD our free Leadership Gap Diagnostic and identify where your leadership needs the most attention right now. Support the show

What role has mentorship played in your leadership journey? In this episode of Inspirational Leadership, Kristen sits down with workplace culture expert, speaker, and author Helen Patterson to explore the incredible impact of mentorship—on our careers, our confidence, and the cultures we create. Together, they discuss the differences between mentoring, coaching, and sponsorship, why mentorship is one of the most powerful tools for developing people and leaders, and how creating a culture of mentorship can create a ripple effect throughout organisations and communities. In this episode, we discuss: The difference between mentoring, coaching, and sponsorship Why mentorship accelerates leadership growth How mentors help us see what we can't always see in ourselves Practical advice for finding a mentor and becoming one Building workplace cultures where people thrive through mentorship About Helen Patterson Helen Patterson is a workplace culture expert, speaker, mentor, and author of Create a Mentor Culture: How to Mentor with Heart and Start a Ripple Effect. She helps organisations build people-first cultures where mentoring, connection, and leadership development create lasting impact. If you enjoyed this episode, please subscribe, leave a review, and share it with someone who is passionate about developing leaders and creating workplaces where people thrive. ➡️ Join the conversation on LinkedIn

Send us Fan MailFrom hiring decisions and culture fit to team meetings, accountability, and leadership communication, this episode explores the challenges leaders face every day and offers practical guidance for building healthier, more effective teams. 

Leaders, have you ever felt like you needed someone to talk to but there was no one you felt you could confide in? Maybe you're wrestling with a difficult decision, looking for fresh ideas, or simply wondering if anyone else understands the weight you're carrying. Who do you go to when your board is tired too? What if one conversation with another leader could save you hours of frustration, provide resources you didn't know existed, or simply remind you that you're not alone? In this episode, we're talking about why every homeschool leader needs connection beyond their own board and how community with other leaders can make this journey worth it! Next Steps:  Schedule a coaching call:  https://homeschoolcommunitybuilders.com/ Join our Facebook group- Lead Your Homeschool Co-op https://www.facebook.com/groups/72507320516066 MEET AND GREET DATES: JULY 2ND 6PM MST & JULY 9TH 12PM MST - Join our FB group for details. Become a Lead Your Homeschool Co-op Insider and get first dibs on valuable resources to help you lead, organize, and connect your community.  https://homeschoolcommunitybuilders.com/contact/ Contact us! info@homeschoolcommunitybuilders.com  

Does your church have a crisis communication plan? In this interview, Phil Cooke https://philcooke.com talks with David Middlebrook, one of the country's leading practitioners in religious nonprofit organizations law and founder of The Church Lawyers. David's team provides legal support to churches, ministries and nonprofits, domestically and internationally, with years of experience helping churches with crisis planning and crisis management. In this interview, you'll gain practical wisdom on how to: 

Trust at work isn't built through big promises or polished corporate statements. It's built in the tiny moments. In this episode, Erin sits down with bestselling author, speaker, professor, and filmmaker Minda Harts to talk about her framework for the 7 Trust Languages and why trust is really a communication issue hiding in plain sight.   In this episode, you'll hear: -Why leaders need to stop pretending employees don't see what's happening -How the 7 Trust Languages can help leaders build stronger relationships -How to rebuild trust after a mistake without rushing the repair This episode is for anyone who wants to lead with more honesty, communicate with more humanity, and make work suck a whole lot less. Minda's Website: https://www.mindaharts.com/ Connect with Minda on LinkedIn: https://www.linkedin.com/in/mindaharts/   Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!   - Follow Erin on LinkedIn or Instagram    - Take our simple, fun and insightful"What's your workplace superhero name?"quiz - Unleash your Authentic Superpower with Erin's book,"You Do You (ish)"  -Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule.    -Work with Us -Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "Don't outsource your humanity." "People are human first and colleagues second." "Trust is a noun and a verb." "We can solve for respect, right? We can solve for trust." Intro Note: This transcript has been edited for clarity, readability, and length while preserving the core conversation and key insights from the episode. In this episode of b Cause Work Doesn't Have to Suck, Erin Hatzikostas talks with Minda Harts about workplace trust, the seven trust languages, leadership communication, rebuilding trust after mistakes, giving better feedback, psychological safety, and why leaders need to stop outsourcing their humanity. Why Trust Is the Real Workplace Issue Erin: I'm fascinated by your background because I'm like, "Oh yeah, she's all about trust. She's a speaker." And then I'm like, "Oh wait, she's a professor. Oh wait, she's a filmmaker. Oh wait, she wrote books." I'm curious about trust. It's not exactly the sexiest topic, but there must have been a moment or story that made you obsessed with it. Minda: The obsession actually started during COVID. I was living in New York City at the time, and I woke up around three o'clock in the morning. I kept hearing this voice saying, "The issue is always trust." I didn't think too much about it in the moment, but I wrote "trust languages" in my notes app. Over time, I kept coming back to it. The more I thought about all the writing I'd done over the years, I realized the real problem I was trying to solve was trust. In the workplace, when certain things happen, there's usually an expectation underneath that isn't being met. That erodes trust. But often, people don't even know they're doing it. So I started to see that it's not just a trust issue. It's also a communication issue. If the other person knew what you needed, could that get trust back on the tracks? In personal relationships, trust is a no-brainer. If I can't trust you, I don't know if this relationship is going to work. But in the workplace, we give people a pass for doing things that aren't trustworthy, and we never have conversations about it. The Seven Trust Languages Erin: I love the idea of trust languages because everybody thinks of love languages. You have seven trust languages. Where does it start? Do you need to understand the other person, or are these seven things everyone needs to do? Minda: My thesis is that we all have a primary, secondary, and tertiary trust language. There may be a time when we're speaking all of them, but if I'm a leader and you report to me, and I want to get the most productivity out of my entire team, not just my go-to people, then in our next one-on-one, I'm going to ask, "What does trust look like to you?" I want to make sure we have the most harmonious working relationship possible. I want to make sure you get the most out of being on this team. So what does trust look like to you? When someone answers that question, they'll usually tell you two or three of their trust languages without even knowing the labels. If I know feedback is important to you, or transparency is important to you, I can make note of that. Then when we're working together, I remember, "Erin values transparency. She values when I'm not being ambiguous. She values feedback that's meaningful and insightful." I tell people it's about the double E's. We're either enhancing trust or eroding trust. Erin: Always up or down. Minda: Exactly. We may not be able to solve everything at work, but we can solve for respect. We can solve for trust. The Question Every Leader Should Ask Erin: That question is so powerful. I used to lead a lot of employees, and I'm thinking, "Crap, if I could've simply said in one meeting, 'Trust is important. What does trust look like for you?'" Minda: I never had a manager ask me that. Not because they didn't want trust with me, but because we're all moving so fast in the workday that we forget there's a human on the other end. The data shows that if we have more trust, we're more productive and less anxious. I don't want to be the reason someone is spiraling through the day and not even know it. Erin: Imagine asking that in an interview when you're trying to attract the best talent. You think people aren't going to flock to that? They're going to be like, "Wow, I've never heard that before." Minda: Yes. And I write about that in the book. If you know acknowledgement is important to you, ask questions in the interview process that help you see whether that environment can provide it. Some people don't naturally say, "Great job. Thank you for delivering that project. I don't know where we'd be without it." That may not be the language they're most comfortable giving. But you may need that to survive and thrive at work. So tell people what's important to you. Advocate for yourself. We're not always going to work for the person who asks, "What does trust look like?" Sometimes you have to take the bull by the horns. Erin: And by sometimes, we mean most of the time. How to Ask for the Trust You Need Erin: Most of our listeners are leaders, but let's be honest, they're also employees. Everybody wants to be a great leader, but they also want to know how to be led better. Can you give an example of how someone might use the trust languages in an interview to understand what kind of manager they'd be working for? Minda: One trust language that is really important right now is sensitivity, which is about empathy and being mindful of our actions, tone, and behaviors. If I were interviewing, I might say, "Many people work together in the workplace, but they experience the workplace differently. If I reported to you and there was a natural disaster where I live, and I couldn't get into the office three or five days a week, how would we handle that?" That question tells me a lot about the manager. If they say, "Absolutely. Were you impacted by the fires? I know that must have been tough," that tells me something. But if they say, "Maybe you should move somewhere else because we need someone in the office five days a week," that tells me something too. You start to see how people humanize you, or whether they're robotic. Sensitivity, Security, and Psychological Safety Minda: Another example is what happens in meetings. We've all been in a situation where someone says a joke that isn't funny to everyone. Does the leader sweep it under the rug and let that person keep saying inappropriate things in team meetings? Or, if I have an issue, can I bring it to you without fear of retribution? A lot of trust is eroded in big team meetings. People speak over each other. People say things that are inappropriate, not necessarily because they woke up deciding to be inappropriate, but because they're used to talking any kind of way. That's where psychological safety comes in, which is connected to the trust language of security. Even if we have a difference of opinion, there should still be enough respect for me to have a good conversation with you. And if someone gives feedback, how do you receive it? Do you say, "I've never heard that before," and get defensive? Or do you say, "Let me consider what you're saying. Tell me more. Let me ask some questions." These behaviors keep showing up at work, and people don't always realize how detrimental they can be. Erin: Everybody's different. I'm thinking about two people who support my business. One is more on the sensitivity side. If something gets messed up, I know I need to say, "Dude, no big deal at all." And when something is done well, I need to say the thing that's already inside my head: "You crushed it." The other person is about as far from sensitive as you can imagine. For her, follow-through probably matters more. She's my operations person. It's more like, "Erin, you said you were going to send me three videos. Send me the three videos." Understanding those people is really important. How to Rebuild Trust After You Mess Up Erin: Rebuilding trust is always a big one. Let's say you screwed something up with a client, customer, or major project. What are some ways to rebuild trust that people may not think of? Minda: One trust language that matters here is demonstration. Do our actions align with our values? I can tell you all day that I'm going to make the tacos the way you expect them every time you come to the taco truck. But if every time you come, they're made differently, I'm not demonstrating that you can trust this place. When we make a mistake, we can acknowledge it. "You know what? We have a new cook. We're training them today. But we value you as a customer." Then we pay attention. "Oh, you like your cheese sprinkled this way? Now that I know that, I want to demonstrate that you can trust us. Next time you come, I'm going to check the bag before you leave." It's the show and the tell. A lot of times in life, we want to skip over the repair part. We say, "I said I'm sorry. Move on." But rebuilding trust requires demonstration over time. I believe if trust can be broken, it can be rebuilt, if it's not egregious. But it requires action. Trust is a noun and a verb. Erin: It takes patience. When we mess up, we want instant gratification. We want the wound to be healed right away. In a big corporation, it might be, "We'll give you a fee holiday," because we want something tangible and quick. But if you slow down and accept that it may be uncomfortable for a little while, then next week you can show up differently. You can go above and beyond. You can demonstrate the repair. Minda: Absolutely. And we also have to give people the opportunity to rebuild. If we've been burned in our personal or professional lives, sometimes we come into the next situation with our defenses up. You may be the best boss I've never had yet, but if I'm still holding onto hurts and broken promises from my last situation, I'm not going to get the best out of the situation with you, and you're not going to get the best from me. So we also have to be self-aware. Is this person really eroding trust, or am I bringing baggage from past experiences? Erin: Right. It's easy to tell stories like, "The boss is mad at me because I got a three-word email." But maybe the boss is running to another meeting and isn't actually worried about the mistake you made. What to Do When You Break Trust With Your Boss Erin: Let's say you mess something up with your boss. Maybe you botch a report, lose a customer, or mess up some technology. Beyond demonstrating that you can get it right next time, what else helps? Minda: Remember that your boss is human too. They have expectations you may not be aware of, especially if you're new to the team. You might say, "I know expectations can change depending on priorities, and I want to make sure we're aligned. I really enjoy working on your team, and I want our working relationship to be strong. What do you need from me to do your best work?" Success is not a solo sport. When you ask that kind of question, they may not say, "Transparency is important to me," or, "Follow-through is important to me," but they'll tell you something that reveals what matters. Then you can make a mental note. If you say you'll get something done by five and you can't, don't workplace ghost them. Follow up and say, "I know the deadline is approaching. Could I get an extension of one hour? I'll get it to you shortly." That keeps trust on the tracks. We create narratives in our heads that people will be upset with us, but most people just want honesty. We all bump up against deadlines. We all make mistakes. The issue is how we communicate it. The Leadership Mistake That Drives Minda Crazy Erin: What gets under your skin? What's your biggest leadership pet peeve? What's the simple thing leaders do wrong that you wish they'd change? Minda: I really value transparency, which is clarity and honesty. What gets under my skin is when leaders act like employees are stupid. We see the smoke coming out of the chimney. We hear the alarms going off. Then you come and tell us, "There's nothing to worry about. Nothing to see here." You may not know why the smoke is happening. You may not know why the alarms are going off. But acknowledge it. Say, "I know you've smelled the smoke. I've smelled it too. I don't know exactly what's causing it, but once I do, I'll let you know." That feels better and keeps trust intact more than pretending nothing happened. Don't pretend we didn't just do a reorganization. Don't pretend we didn't just lay off half the team. Let's humanize it. People are human first and colleagues second. Sometimes leaders think they can't be honest because they're privy to certain information. Then say that. "I don't have all the information right now, but I understand how this might make you feel. If you have questions, book time with me and let's talk it through." That feels much better than watching someone's work friend get laid off after ten years and then pretending nothing happened. Erin: I love that. Stop thinking your employees are stupid. The bar is low, isn't it? Minda: It's so low. Don't Outsource Your Humanity Erin: I saw a post where someone asked you a question about AI, and the gremlin that came out of you was, "Don't outsource your humanity." What caused that? Minda: Someone asked me about using AI in workplace communication. I think it's important to use the tools available to us. But what can happen is I put my thoughts into an agent, then I email you. Then you put your thoughts into an agent, and now you're emailing me back. At that point, we've taken ourselves out of it. It's just two agents talking to each other. There's no nuance. The tools don't understand the history of what happened in the meeting. They're getting it from one angle. So before you press send, just because the grammar is great and the message is direct, take another look. Think about the nuance. Think about the relationship. When this person finishes reading the email, how are they going to feel? What is the relationship going to feel like? If we're just two agents talking to each other, we may not be building trust. We may be eroding it. That's why I said, "Don't outsource your humanity." Erin: Preaching to the choir. I'm an authenticity girl. Sounding smart is now suspicious. Stop sounding smart. How to Give Tough Feedback Without Eroding Trust Erin: Can we talk about giving tough feedback? Whether it's an annual review or on the fly, I think the feedback sandwich is over. Maybe that worked when people didn't know they were being sandwiched, but now we all know. How do you give transparent feedback while still building trust? Minda: One thing I created is a game called The Trust Catalyst, which helps people practice these conversations so they don't erode trust. If we're doing a one-on-one or year-end review, I'm not going to start by launching into feedback. If you sit down or appear on Zoom, and the first thing I say is, "That report you did last week should have been done differently," you're immediately thinking, "I didn't know this was a problem." That sets the tone for the whole meeting. Think of the seven trust languages as tools. If you have a nail, you're not going to grab a wrench first. You're going to grab the right tool. Maybe you start with acknowledgement. Maybe you start with sensitivity because you know this person has had a rough year. When you do get to feedback, make sure it's meaningful and gives the person an opportunity to grow. It's not just what you say. It's how you say it. You can say, "We need to meet these deadlines more consistently. Is there something you need from me so we can make sure you hit this mark three weeks from now?" That sounds very different from making someone feel like they may not have a job by the end of the week. I always go back to the double E's. Is what I'm about to say going to enhance this relationship or erode it? Think about what you want the end of the conversation to look like. Do you want the person to feel down and out, waiting to turn off the camera? Or is there a way that when you see each other later, the relationship still feels intact? Growing up, my mom and dad could say the exact same thing to me, but when my dad said it, I wanted to spiral down the wall because his delivery was harsh. My mom could say the same thing, and I would receive it because I knew she was telling me in a way that helped me grow. That's something leaders and colleagues can do better. When Your Peer Becomes Your Employee Erin: Here's a sticky situation: your peer becomes your employee. You get promoted, and Joe, who used to be your sidekick and confidant, is now reporting to you. How do you build this new level of trust when the relationship changes? Minda: That happens a lot, and it can be sticky depending on which side of the friendship you're on. A big part of it is transparency. Talk about the elephant in the room. You might say, "I know we have a great working relationship, and now I'm in this leadership position. There may be times when I have to put certain priorities first, but I want you to know you can always come to me. I hope we can have two relationships: our working relationship and our friendship. There may be times when I have sensitive information I can't talk about like I could before, but I hope we can find that balance." I would much rather someone be transparent with me and create that sense of security than pretend I don't exist anymore or start acting weird. Nine times out of ten, if people would communicate instead of being conflict avoidant, we could have better relationships. We create narratives that it can't work, but why not talk about how it can work? Say, "If it ever feels like our friendship isn't there, or I'm acting differently because I'm in this role, tell me. I value that." We have to say what we mean without being mean. Erin: Exactly. Say the thing you're already going to say to your coach or your partner. Why not say it to the actual person? Minda: Yes. Because now I have that information. I may think everything is fine, but you may feel like, "We used to talk every day, and now we only talk once a month." You might assume I don't care as much now that I have this leadership title, when really, I'm just busy and hadn't thought about it. Again, many of these things are communication issues before they become trust issues. Green-Lighting Yourself Erin: You haven't just focused on trust. You're also a filmmaker, and part of that is telling stories about real-life situations, friendships, and the things that make life beautiful and complicated. So many people listening are trying to make work suck less, but they're also looking for inspiration to do things that feel uncomfortable or outlandish. Can you talk about the filmmaking side? Minda: I never intended to be an author. I fell into it. So I would encourage people to remember that you can learn new things. During the pandemic, I started taking screenwriting classes because I knew I wanted to take the stories I'd been telling and share them in another medium. I wanted to be a better storyteller, and I'm a big advocate of investing in yourself. Whether I win an Oscar, a Webby, or nothing, I wanted to enhance that skill. I also thought about the intellectual property I have and how I could tell those stories in different ways. I started taking classes about six years ago. At some point, I said, "I'm not going to wait for the green light from somebody else. I'm going to green light myself." So I started making short films. I kept taking coursework, reading books, finding my crew on social media, and asking people around. Now I'm four short films in, and they've been in many festivals. It feels good to uncover a new area of my life that I'm good at. Maybe I'll win Oscars in the future. Maybe I won't. But I'm enjoying this part of my life because it's another way to get stories heard by people who may never read my books. Erin: You said something so simple: "I took a class." So many times we act like we don't even know where to start. But there's a class for everything. Minda: Everything. Erin: Just take the class. Get curious. Minda: I'll tell you and your listeners a secret. Since I was a teenager, I've always wanted to take piano lessons. Every year, I'd put it on the vision board: "Take piano lessons." And I never did. But later today, I'm taking my first piano lesson. I may end up in a recital with preschoolers, but this is for me. Sometimes we just have to do things for us. Minda's "Buck That" Story Erin: We always ask people for their "buck that" story. It's a time when you bucked the norm, went against the grain, and something good happened as a result. Do you have one? Minda: Yes. It's the intersection where I sit now. I was in corporate America for 15 years, and in 2015, I started this dinosaur thing called a blog. I was frustrated about the workplace I was in. There was no trust anywhere. The blog was a way for me to talk about what I was experiencing, not from a "woe is me" place, but from a place of, "If anybody else is feeling this way, here are the tips I wish I had used or that I'm working through." Every Monday, I put out a memo. Eventually, those memos became my first bestselling book, The Memo. I had no idea that would happen. Now I'm on book four and making films. So sow those seeds. Take the step. I left a very stable job, and I was terrified. I'm type A. I love stability because I didn't have a lot of it growing up. I thought, "Give me the gold watch. I'm here forever." Taking that leap, betting on myself, and bucking the system showed me that success isn't just one way. I think I'm a constant "buck that" girl now. That's just how I live. Erin: Once you buck it once and it works out, that's the end of the story. That's why we love to share these stories for people who are holding themselves back. One Last Tip to Make Work Suck Less Erin: What's your one last tip to make work suck less? Minda: Ask yourself, "What do I want out of work?" Sometimes we do things at work to make work work for everybody else, but we never consider what it needs to look like for us. Once you understand what you need, you can ask for it more clearly. Not what the person next to you wants. Not what someone on Microsoft Teams wants. What is really going to make you say, "This was worth the ride"? We should remember that we are good enough to deserve the best workplace possible.

Every leader knows how to have conversations. Far fewer know how to lead them. In this episode, Bart Egnal speaks with Sandra Bekas, Senior Learning and Development Manager at The Humphrey Group, about why conversations have become one of the most important leadership skills in today's workplace and how THG helps leaders prepare for and excel in these critical communication moments. Drawing on her background in language, rhetoric, cognitive science, and leadership development, Sandra shares insights into why conversations are where influence happens and why those moments have become more complex than ever. Sandra explains why conversations have become more frequent, more candid, and often more challenging as employees increasingly expect leaders to be more present, more transparent, and more accessible than ever before. She discusses the difference between routine and high-stakes conversations, why framing a conversation is critical to creating clarity and trust, and how leaders can guide discussions without becoming overly directive. The conversation also explores practical tools from The Humphrey Group's Art of Conversation program, including the ARC framework (Acknowledge, Refocus, Catalyze) for getting derailed conversations back on track. Whether you're navigating everyday discussions or pivotal leadership moments, this episode offers practical tools for communicating with greater confidence, clarity, and influence. Show Notes: 00:58 Introducing Sandra Bekas 01:41 Introducing the topic of conversations 02:37 What led you to this role? 02:50 Love of language 03:14 Thinking and language and emotion and how that shapes reality 03:37 Moving to Japan 04:14 Japanese different language structure 04:22 Maybe trim/cut this section? 05:52 Moved back to Canada - Canadian publishing 06:15 Majority of career in instructional design... 06:35 Joining HG 07:26 How have conversations reached this inflection point? 08:00 Post-COVID interactions 08:24 In-person and digital accessibility 09:10 Leadership conversations are now more fraught 10:18 COVID level-set us 10:45 Insert: the three A's 12:47 What is the new THG program? 13:14 The Art of Conversation program 13:25 The ability to dynamically influence others 13:49 Routine conversations vs. high-stakes conversations 14:15 Corporate conversations where you want to move the needle 14:43 How you present in the moment 15:01 How to exert your influence 15:42 What is framing and why is it important? 16:01 What is the purpose of this conversation? 16:33 Example: giving a poor performance review 17:44 Example: letting down people who didn't get the promotion 20:01 Summarizing 20:48 Introducing clarity in a meeting 21:22 Bart presents a challenging example of a situation that is hard to summarize 23:36 Getting derailed conversations back on track 24:56 A.R.C. 26:06 A: acknowledge 26:17 R: refocus 26:28 C: catalyzing question 30:16 You cannot script these moments 31:04 You can still be authentic when using these tools! 32:26 Where can people find out more?

Trust at work isn't built through big promises or polished corporate statements. It's built in the tiny moments. In this episode, Erin sits down with bestselling author, speaker, professor, and filmmaker Minda Harts to talk about her framework for the 7 Trust Languages and why trust is really a communication issue hiding in plain sight.   In this episode, you'll hear: -Why leaders need to stop pretending employees don't see what's happening -How the 7 Trust Languages can help leaders build stronger relationships -How to rebuild trust after a mistake without rushing the repair This episode is for anyone who wants to lead with more honesty, communicate with more humanity, and make work suck a whole lot less. Minda's Website: https://www.mindaharts.com/ Connect with Minda on LinkedIn: https://www.linkedin.com/in/mindaharts/   Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!   - Follow Erin on LinkedIn or Instagram    - Take our simple, fun and insightful"What's your workplace superhero name?"quiz - Unleash your Authentic Superpower with Erin's book,"You Do You (ish)"  -Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule.    -Work with Us -Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "Don't outsource your humanity." "People are human first and colleagues second." "Trust is a noun and a verb." "We can solve for respect, right? We can solve for trust." Intro Note: This transcript has been edited for clarity, readability, and length while preserving the core conversation and key insights from the episode. In this episode of b Cause Work Doesn't Have to Suck, Erin Hatzikostas talks with Minda Harts about workplace trust, the seven trust languages, leadership communication, rebuilding trust after mistakes, giving better feedback, psychological safety, and why leaders need to stop outsourcing their humanity. Why Trust Is the Real Workplace Issue Erin: I'm fascinated by your background because I'm like, "Oh yeah, she's all about trust. She's a speaker." And then I'm like, "Oh wait, she's a professor. Oh wait, she's a filmmaker. Oh wait, she wrote books." I'm curious about trust. It's not exactly the sexiest topic, but there must have been a moment or story that made you obsessed with it. Minda: The obsession actually started during COVID. I was living in New York City at the time, and I woke up around three o'clock in the morning. I kept hearing this voice saying, "The issue is always trust." I didn't think too much about it in the moment, but I wrote "trust languages" in my notes app. Over time, I kept coming back to it. The more I thought about all the writing I'd done over the years, I realized the real problem I was trying to solve was trust. In the workplace, when certain things happen, there's usually an expectation underneath that isn't being met. That erodes trust. But often, people don't even know they're doing it. So I started to see that it's not just a trust issue. It's also a communication issue. If the other person knew what you needed, could that get trust back on the tracks? In personal relationships, trust is a no-brainer. If I can't trust you, I don't know if this relationship is going to work. But in the workplace, we give people a pass for doing things that aren't trustworthy, and we never have conversations about it. The Seven Trust Languages Erin: I love the idea of trust languages because everybody thinks of love languages. You have seven trust languages. Where does it start? Do you need to understand the other person, or are these seven things everyone needs to do? Minda: My thesis is that we all have a primary, secondary, and tertiary trust language. There may be a time when we're speaking all of them, but if I'm a leader and you report to me, and I want to get the most productivity out of my entire team, not just my go-to people, then in our next one-on-one, I'm going to ask, "What does trust look like to you?" I want to make sure we have the most harmonious working relationship possible. I want to make sure you get the most out of being on this team. So what does trust look like to you? When someone answers that question, they'll usually tell you two or three of their trust languages without even knowing the labels. If I know feedback is important to you, or transparency is important to you, I can make note of that. Then when we're working together, I remember, "Erin values transparency. She values when I'm not being ambiguous. She values feedback that's meaningful and insightful." I tell people it's about the double E's. We're either enhancing trust or eroding trust. Erin: Always up or down. Minda: Exactly. We may not be able to solve everything at work, but we can solve for respect. We can solve for trust. The Question Every Leader Should Ask Erin: That question is so powerful. I used to lead a lot of employees, and I'm thinking, "Crap, if I could've simply said in one meeting, 'Trust is important. What does trust look like for you?'" Minda: I never had a manager ask me that. Not because they didn't want trust with me, but because we're all moving so fast in the workday that we forget there's a human on the other end. The data shows that if we have more trust, we're more productive and less anxious. I don't want to be the reason someone is spiraling through the day and not even know it. Erin: Imagine asking that in an interview when you're trying to attract the best talent. You think people aren't going to flock to that? They're going to be like, "Wow, I've never heard that before." Minda: Yes. And I write about that in the book. If you know acknowledgement is important to you, ask questions in the interview process that help you see whether that environment can provide it. Some people don't naturally say, "Great job. Thank you for delivering that project. I don't know where we'd be without it." That may not be the language they're most comfortable giving. But you may need that to survive and thrive at work. So tell people what's important to you. Advocate for yourself. We're not always going to work for the person who asks, "What does trust look like?" Sometimes you have to take the bull by the horns. Erin: And by sometimes, we mean most of the time. How to Ask for the Trust You Need Erin: Most of our listeners are leaders, but let's be honest, they're also employees. Everybody wants to be a great leader, but they also want to know how to be led better. Can you give an example of how someone might use the trust languages in an interview to understand what kind of manager they'd be working for? Minda: One trust language that is really important right now is sensitivity, which is about empathy and being mindful of our actions, tone, and behaviors. If I were interviewing, I might say, "Many people work together in the workplace, but they experience the workplace differently. If I reported to you and there was a natural disaster where I live, and I couldn't get into the office three or five days a week, how would we handle that?" That question tells me a lot about the manager. If they say, "Absolutely. Were you impacted by the fires? I know that must have been tough," that tells me something. But if they say, "Maybe you should move somewhere else because we need someone in the office five days a week," that tells me something too. You start to see how people humanize you, or whether they're robotic. Sensitivity, Security, and Psychological Safety Minda: Another example is what happens in meetings. We've all been in a situation where someone says a joke that isn't funny to everyone. Does the leader sweep it under the rug and let that person keep saying inappropriate things in team meetings? Or, if I have an issue, can I bring it to you without fear of retribution? A lot of trust is eroded in big team meetings. People speak over each other. People say things that are inappropriate, not necessarily because they woke up deciding to be inappropriate, but because they're used to talking any kind of way. That's where psychological safety comes in, which is connected to the trust language of security. Even if we have a difference of opinion, there should still be enough respect for me to have a good conversation with you. And if someone gives feedback, how do you receive it? Do you say, "I've never heard that before," and get defensive? Or do you say, "Let me consider what you're saying. Tell me more. Let me ask some questions." These behaviors keep showing up at work, and people don't always realize how detrimental they can be. Erin: Everybody's different. I'm thinking about two people who support my business. One is more on the sensitivity side. If something gets messed up, I know I need to say, "Dude, no big deal at all." And when something is done well, I need to say the thing that's already inside my head: "You crushed it." The other person is about as far from sensitive as you can imagine. For her, follow-through probably matters more. She's my operations person. It's more like, "Erin, you said you were going to send me three videos. Send me the three videos." Understanding those people is really important. How to Rebuild Trust After You Mess Up Erin: Rebuilding trust is always a big one. Let's say you screwed something up with a client, customer, or major project. What are some ways to rebuild trust that people may not think of? Minda: One trust language that matters here is demonstration. Do our actions align with our values? I can tell you all day that I'm going to make the tacos the way you expect them every time you come to the taco truck. But if every time you come, they're made differently, I'm not demonstrating that you can trust this place. When we make a mistake, we can acknowledge it. "You know what? We have a new cook. We're training them today. But we value you as a customer." Then we pay attention. "Oh, you like your cheese sprinkled this way? Now that I know that, I want to demonstrate that you can trust us. Next time you come, I'm going to check the bag before you leave." It's the show and the tell. A lot of times in life, we want to skip over the repair part. We say, "I said I'm sorry. Move on." But rebuilding trust requires demonstration over time. I believe if trust can be broken, it can be rebuilt, if it's not egregious. But it requires action. Trust is a noun and a verb. Erin: It takes patience. When we mess up, we want instant gratification. We want the wound to be healed right away. In a big corporation, it might be, "We'll give you a fee holiday," because we want something tangible and quick. But if you slow down and accept that it may be uncomfortable for a little while, then next week you can show up differently. You can go above and beyond. You can demonstrate the repair. Minda: Absolutely. And we also have to give people the opportunity to rebuild. If we've been burned in our personal or professional lives, sometimes we come into the next situation with our defenses up. You may be the best boss I've never had yet, but if I'm still holding onto hurts and broken promises from my last situation, I'm not going to get the best out of the situation with you, and you're not going to get the best from me. So we also have to be self-aware. Is this person really eroding trust, or am I bringing baggage from past experiences? Erin: Right. It's easy to tell stories like, "The boss is mad at me because I got a three-word email." But maybe the boss is running to another meeting and isn't actually worried about the mistake you made. What to Do When You Break Trust With Your Boss Erin: Let's say you mess something up with your boss. Maybe you botch a report, lose a customer, or mess up some technology. Beyond demonstrating that you can get it right next time, what else helps? Minda: Remember that your boss is human too. They have expectations you may not be aware of, especially if you're new to the team. You might say, "I know expectations can change depending on priorities, and I want to make sure we're aligned. I really enjoy working on your team, and I want our working relationship to be strong. What do you need from me to do your best work?" Success is not a solo sport. When you ask that kind of question, they may not say, "Transparency is important to me," or, "Follow-through is important to me," but they'll tell you something that reveals what matters. Then you can make a mental note. If you say you'll get something done by five and you can't, don't workplace ghost them. Follow up and say, "I know the deadline is approaching. Could I get an extension of one hour? I'll get it to you shortly." That keeps trust on the tracks. We create narratives in our heads that people will be upset with us, but most people just want honesty. We all bump up against deadlines. We all make mistakes. The issue is how we communicate it. The Leadership Mistake That Drives Minda Crazy Erin: What gets under your skin? What's your biggest leadership pet peeve? What's the simple thing leaders do wrong that you wish they'd change? Minda: I really value transparency, which is clarity and honesty. What gets under my skin is when leaders act like employees are stupid. We see the smoke coming out of the chimney. We hear the alarms going off. Then you come and tell us, "There's nothing to worry about. Nothing to see here." You may not know why the smoke is happening. You may not know why the alarms are going off. But acknowledge it. Say, "I know you've smelled the smoke. I've smelled it too. I don't know exactly what's causing it, but once I do, I'll let you know." That feels better and keeps trust intact more than pretending nothing happened. Don't pretend we didn't just do a reorganization. Don't pretend we didn't just lay off half the team. Let's humanize it. People are human first and colleagues second. Sometimes leaders think they can't be honest because they're privy to certain information. Then say that. "I don't have all the information right now, but I understand how this might make you feel. If you have questions, book time with me and let's talk it through." That feels much better than watching someone's work friend get laid off after ten years and then pretending nothing happened. Erin: I love that. Stop thinking your employees are stupid. The bar is low, isn't it? Minda: It's so low. Don't Outsource Your Humanity Erin: I saw a post where someone asked you a question about AI, and the gremlin that came out of you was, "Don't outsource your humanity." What caused that? Minda: Someone asked me about using AI in workplace communication. I think it's important to use the tools available to us. But what can happen is I put my thoughts into an agent, then I email you. Then you put your thoughts into an agent, and now you're emailing me back. At that point, we've taken ourselves out of it. It's just two agents talking to each other. There's no nuance. The tools don't understand the history of what happened in the meeting. They're getting it from one angle. So before you press send, just because the grammar is great and the message is direct, take another look. Think about the nuance. Think about the relationship. When this person finishes reading the email, how are they going to feel? What is the relationship going to feel like? If we're just two agents talking to each other, we may not be building trust. We may be eroding it. That's why I said, "Don't outsource your humanity." Erin: Preaching to the choir. I'm an authenticity girl. Sounding smart is now suspicious. Stop sounding smart. How to Give Tough Feedback Without Eroding Trust Erin: Can we talk about giving tough feedback? Whether it's an annual review or on the fly, I think the feedback sandwich is over. Maybe that worked when people didn't know they were being sandwiched, but now we all know. How do you give transparent feedback while still building trust? Minda: One thing I created is a game called The Trust Catalyst, which helps people practice these conversations so they don't erode trust. If we're doing a one-on-one or year-end review, I'm not going to start by launching into feedback. If you sit down or appear on Zoom, and the first thing I say is, "That report you did last week should have been done differently," you're immediately thinking, "I didn't know this was a problem." That sets the tone for the whole meeting. Think of the seven trust languages as tools. If you have a nail, you're not going to grab a wrench first. You're going to grab the right tool. Maybe you start with acknowledgement. Maybe you start with sensitivity because you know this person has had a rough year. When you do get to feedback, make sure it's meaningful and gives the person an opportunity to grow. It's not just what you say. It's how you say it. You can say, "We need to meet these deadlines more consistently. Is there something you need from me so we can make sure you hit this mark three weeks from now?" That sounds very different from making someone feel like they may not have a job by the end of the week. I always go back to the double E's. Is what I'm about to say going to enhance this relationship or erode it? Think about what you want the end of the conversation to look like. Do you want the person to feel down and out, waiting to turn off the camera? Or is there a way that when you see each other later, the relationship still feels intact? Growing up, my mom and dad could say the exact same thing to me, but when my dad said it, I wanted to spiral down the wall because his delivery was harsh. My mom could say the same thing, and I would receive it because I knew she was telling me in a way that helped me grow. That's something leaders and colleagues can do better. When Your Peer Becomes Your Employee Erin: Here's a sticky situation: your peer becomes your employee. You get promoted, and Joe, who used to be your sidekick and confidant, is now reporting to you. How do you build this new level of trust when the relationship changes? Minda: That happens a lot, and it can be sticky depending on which side of the friendship you're on. A big part of it is transparency. Talk about the elephant in the room. You might say, "I know we have a great working relationship, and now I'm in this leadership position. There may be times when I have to put certain priorities first, but I want you to know you can always come to me. I hope we can have two relationships: our working relationship and our friendship. There may be times when I have sensitive information I can't talk about like I could before, but I hope we can find that balance." I would much rather someone be transparent with me and create that sense of security than pretend I don't exist anymore or start acting weird. Nine times out of ten, if people would communicate instead of being conflict avoidant, we could have better relationships. We create narratives that it can't work, but why not talk about how it can work? Say, "If it ever feels like our friendship isn't there, or I'm acting differently because I'm in this role, tell me. I value that." We have to say what we mean without being mean. Erin: Exactly. Say the thing you're already going to say to your coach or your partner. Why not say it to the actual person? Minda: Yes. Because now I have that information. I may think everything is fine, but you may feel like, "We used to talk every day, and now we only talk once a month." You might assume I don't care as much now that I have this leadership title, when really, I'm just busy and hadn't thought about it. Again, many of these things are communication issues before they become trust issues. Green-Lighting Yourself Erin: You haven't just focused on trust. You're also a filmmaker, and part of that is telling stories about real-life situations, friendships, and the things that make life beautiful and complicated. So many people listening are trying to make work suck less, but they're also looking for inspiration to do things that feel uncomfortable or outlandish. Can you talk about the filmmaking side? Minda: I never intended to be an author. I fell into it. So I would encourage people to remember that you can learn new things. During the pandemic, I started taking screenwriting classes because I knew I wanted to take the stories I'd been telling and share them in another medium. I wanted to be a better storyteller, and I'm a big advocate of investing in yourself. Whether I win an Oscar, a Webby, or nothing, I wanted to enhance that skill. I also thought about the intellectual property I have and how I could tell those stories in different ways. I started taking classes about six years ago. At some point, I said, "I'm not going to wait for the green light from somebody else. I'm going to green light myself." So I started making short films. I kept taking coursework, reading books, finding my crew on social media, and asking people around. Now I'm four short films in, and they've been in many festivals. It feels good to uncover a new area of my life that I'm good at. Maybe I'll win Oscars in the future. Maybe I won't. But I'm enjoying this part of my life because it's another way to get stories heard by people who may never read my books. Erin: You said something so simple: "I took a class." So many times we act like we don't even know where to start. But there's a class for everything. Minda: Everything. Erin: Just take the class. Get curious. Minda: I'll tell you and your listeners a secret. Since I was a teenager, I've always wanted to take piano lessons. Every year, I'd put it on the vision board: "Take piano lessons." And I never did. But later today, I'm taking my first piano lesson. I may end up in a recital with preschoolers, but this is for me. Sometimes we just have to do things for us. Minda's "Buck That" Story Erin: We always ask people for their "buck that" story. It's a time when you bucked the norm, went against the grain, and something good happened as a result. Do you have one? Minda: Yes. It's the intersection where I sit now. I was in corporate America for 15 years, and in 2015, I started this dinosaur thing called a blog. I was frustrated about the workplace I was in. There was no trust anywhere. The blog was a way for me to talk about what I was experiencing, not from a "woe is me" place, but from a place of, "If anybody else is feeling this way, here are the tips I wish I had used or that I'm working through." Every Monday, I put out a memo. Eventually, those memos became my first bestselling book, The Memo. I had no idea that would happen. Now I'm on book four and making films. So sow those seeds. Take the step. I left a very stable job, and I was terrified. I'm type A. I love stability because I didn't have a lot of it growing up. I thought, "Give me the gold watch. I'm here forever." Taking that leap, betting on myself, and bucking the system showed me that success isn't just one way. I think I'm a constant "buck that" girl now. That's just how I live. Erin: Once you buck it once and it works out, that's the end of the story. That's why we love to share these stories for people who are holding themselves back. One Last Tip to Make Work Suck Less Erin: What's your one last tip to make work suck less? Minda: Ask yourself, "What do I want out of work?" Sometimes we do things at work to make work work for everybody else, but we never consider what it needs to look like for us. Once you understand what you need, you can ask for it more clearly. Not what the person next to you wants. Not what someone on Microsoft Teams wants. What is really going to make you say, "This was worth the ride"? We should remember that we are good enough to deserve the best workplace possible.

What if the biggest barrier to transformation in your organisation is not a lack of tools, strategy, or resources — but a lack of shared clarity about where you actually are right now?In Episode 220 of the Enterprise Excellence Podcast, host Brad Jeavons is joined by Stephen Nicoll, founder of The Lean Orange and one of the world's most experienced guides on the journey to enterprise excellence. Stephen led the team at News Corp's Scottish newspaper manufacturing facility to become the first — and only — organisation in the United Kingdom to win the prestigious Shingo Prize. He has since spent decades helping organisations across the globe build cultures of continuous improvement and innovation.Stephen and Brad explore the foundational concept of shared clarity: why organisations that skip this step almost always underachieve on their transformation ambitions, and how getting it right creates the conditions for everything else to work. Stephen shares the 12-step flow model that The Lean Orange uses with clients, including the critical step zero of building a community of excellence before any formal change work begins. He explains why the best playbooks are built by the people who will use them, how agile sprints make transformation manageable and sustainable, and why leaders who coach key behavioural indicators outperform those who manage key performance indicators.Two insights from this episode stand out. First, Stephen's challenge to flip the idea ratio: in most organisations, 90% of improvement ideas come from leadership and 10% from frontline workers. The goal is to invert that — and the result is leaders who finally have time to lead. Second, his closing provocation, inspired by a 40-year Lean veteran in California: unplug technology and plug back into people. Real engagement, he argues, is built through conversation, physical presence, and the simple question: "What do you think?"Key topics covered in this episode:•       Why shared clarity — not tools or strategy — is the true starting point of excellence•       How to conduct a benchmarking conversation that reveals what surveys and dashboards miss•       The 12-step flow model and how to build a playbook your people will actually use•       Agile sprints: making transformation manageable in the real rhythm of your business•       KBIs versus KPIs: why coaching behaviour beats managing numbers•       The 90/10 idea ratio and how to flip it in your favour•       Why technology can unintentionally de-skill and disengage your people•       The shift from 'culture' to 'character' — and why it changes what leaders doReady to start your excellence journey with clarity? Listen to Episode 220 now and connect with Brad Jeavons on LinkedIn at https://www.linkedin.com/in/bradjeavons/ or visit the podcast at https://www.buzzsprout.com/1120772/episodes/19266727.To learn more about what we do, visit https://enterpriseexcellencegroup.com.au/Thanks for your time, and thanks for helping to create a better future.

Episode Overview In this solo episode, John Kitchens breaks down the eight foundational cornerstones that have shaped his coaching philosophy and leadership approach. Whether you're leading a real estate team, coaching clients, running a business, or simply looking to become a better leader, these principles provide a framework for creating trust, accountability, growth, and transformation. John shares the same coaching fundamentals he wishes he had learned a decade earlier and explains why leadership is less about having all the answers and more about helping people uncover their own. From creating awareness and eliminating limiting beliefs to building accountability and confidence, this episode is packed with practical leadership tools that can be applied immediately. In This Episode, You'll Learn: Cornerstone #1: People Can Figure Things Out Why great coaches believe people are naturally creative, resourceful, and capable of solving their own challenges when given the right awareness and support. Cornerstone #2: It's Always Layers Deeper How surface-level problems rarely represent the real issue and why leaders must learn to identify the root cause beneath behaviors, emotions, and reactions. Cornerstone #3: Collaborative Conversation The importance of defining the type of conversation you're having and creating alignment through active listening and meaningful dialogue. Cornerstone #4: Agreements vs. Expectations Why expectations create frustration and how clear agreements eliminate misunderstandings and strengthen accountability. Cornerstone #5: Clarity How clarity is created by expanding capacity while eliminating the limiting beliefs and stories that hold people back. Cornerstone #6: Commitment to Confidence Why confidence isn't something you're born with—it is built through commitment, courage, capability, and consistent action. Cornerstone #7: A Life of Accountability How taking ownership creates freedom, growth, and stronger leadership while eliminating excuses and victim thinking. Cornerstone #8: Always a Work in Progress Why perfection is the enemy of progress and how embracing continuous growth leads to long-term success. Key Takeaways Leadership and coaching are built on trust, respect, and mutual commitment. People are more capable than they often realize. Awareness is the first step toward meaningful change. Every challenge has a deeper root cause waiting to be uncovered. Clear agreements outperform unspoken expectations every time. Confidence grows through commitment and action. Accountability is one of the highest forms of leadership. Progress beats perfection. Great leaders focus on developing people, not controlling them. Coaching is about guiding the hero of the story—not becoming the hero yourself. Resources Mentioned The Goal by Eliyahu Goldratt Reset by Dan Heath Loving What Is by Byron Katie Theory of Constraints Framework Kitchen Table Quarterly Strategic Mastermind "Progress, not perfection, is what counts." - John Kitchens Connect with Us: 7 Figure Audit: 7figurecall.com Instagram: @johnkitchenscoach LinkedIn: @johnkitchenscoach Facebook: @johnkitchenscoach If you enjoyed this episode, be sure to subscribe and leave a review. Stay tuned for more insights and strategies from the top minds. See you next time!

Leadership can be lonely, but it was never meant to be carried alone. In this episode, we sit down with Julia's sisters in business and life: Oglah Gatamah, Koren Bowman, Kymber Lovett-Menkiti, and Gabby Davis, a powerhouse circle of Black women leaders within Keller Williams.Together, we talk about what real collaboration looks like when it goes deeper than networking. This is about safe spaces, honest conversations, strategy, accountability, and having people who understand the exact pressure we carry as women, leaders, mothers, owners, and builders.We explore why scarcity keeps women competing, how abundance helps us say each other's names in the right rooms, and why the right circle should sharpen us, not drain us. From business growth to legacy, representation, faith, and vulnerability, this conversation is a reminder that community is not optional for sustainable success.The challenge is simple: find your circle, protect it, and be that person for someone else.We Talk About: [00:00] Meet the Sisterhood Behind the Success[04:24] Find Your Safe Space[07:54] Your Circle Creates Opportunities[09:35] Why Admiration is So Important[19:01] The Problem With The Scarcity Mindset[20:37] How to Build Your Circle[38:46] Build the Room You've Been Looking ForResources:Learn more at The Color of MoneyRead Breathless by Oglah GatamahConnect with Oglah GatamahConnect with Gabby Davis on InstagramConnect with Kymber Lovett-MenkitiConnect with Koren Bowman and KU Real Estate GroupConnect with Our HostsJulia Lashay:Instagram: @iamjulialashayFacebook: facebook.com/growwithjuliaLinkedIn: linkedin.com/in/julialashay/YouTube: @JuliaLashayProduced by NOVAThis podcast is for general informational purposes only. The views, thoughts, and opinions of the guest represent those of the guest and not Keller Williams Realty, LLC and its affiliates, and should not be construed as financial, economic, legal, tax, or other advice. This podcast is provided without any warranty, or guarantee of its accuracy, completeness, timeliness, or results from using the information.

Talented jerks and people who game the system just need to go. The value they bring through their technical skill is massively outweighed by the damage they do to the rest of the team.You can't motivate them. You can't inspire them. You can't lift them. So stop trying!Because while you hold onto the person destroying your culture, your good people are quietly working out that there's an easier way to earn a living somewhere else.In this Q&A episode we cover:The two-question rule for dealing with someone who's too good to lose but too toxic to keep Why PIPs, pay rises, and pep talks keep failing on the same person, and the one thing that actually shifts the behaviourHow to hold a subcontractor accountable without the accountability sliding straight back onto youThe trap of being a control freak when the work goes remote, and the fixHow to manage a system gamer in a place where performance management is almost impossible to pull offWhy redundancy and performance management are not the same thingThe move to make before you act on any problem person, so the real problem in the building never becomes youIf you liked this format, leave a comment on the episode and let us know!————————Is your team performing at the standard it should be?✨ Join Marty and Em for The Mid-Year Leadership Reset — a free 2-hour live workshop to stop the drift before the second half of the year gets away from you.You'll walk away with three practical frameworks to reset your standard, rebuild accountability, and build a team that doesn't need you for everything.Thursday 11 June · 10am–12pm AEST · FreeSECURE YOUR FREE SPOT HERE————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/Youtube: https://www.youtube.com/@YourCEOMentor————————Our mission here at Your CEO Mentor is to improve the quality of leaders, globally. ✨ If you've finished Leadership Beyond the Theory but still find yourself needing a sounding board for the real leadership challenges, applications are now open for the next intake of The No Bullsh!t Leaders Club.Join Marty, Em, and 90+ high calibre leaders for straight answers, tough conversations, and ongoing support to help you lead at a higher standard: leadershipbeyondthetheory.com/nblc Hosted on Acast. See acast.com/privacy for more information.

Send us Fan MailNAVIGATING THE CUSTOMER EXPERIENCE Episode 274 | Lead With Clarity: Burnout, Cultural Intelligence, and the Strategy Every Leader NeedsWhat happens to your customers when the leader serving them is running on empty? In this episode, Yanique Grant sits down with Dr. Kerriann M. Peart, organizational psychologist, executive coach, and founder of Island Rooted Co., for a conversation that connects leadership well-being directly to customer experience outcomes.Dr. Peart brings over 20 years of experience in organizational psychology, public health, and executive coaching, and her work challenges the idea that high performance should come at the expense of people. Drawing on her own journey as a Caribbean woman who navigated three cycles of burnout while building her consulting practice in corporate America, she offers leaders a grounded, practical framework for leading with clarity, cultural intelligence, and personal strategy.WHAT YOU WILL LEARN IN THIS EPISODEHow burned-out leaders show up to customers in three distinct patterns, and which one is the rarest and most powerfulWhy happy employees are defined by competence AND capacity, and how both translate directly to the customer experienceHow the anchored bias of "this is how we have always done it" is damaging customer interactions in Caribbean businessesThe difference between a growth mindset and an agile mindset, and why leaders in culturally diverse environments need the latterWhy humble leaders go further and last longer than those who demand to be followedThe one personal strategy shift that will change how customer experience professionals show up, even on their hardest daysBOOKS MENTIONEDThe Prophet by Kahlil GibranThe 48 Laws of Power by Robert GreeneThe Power of Now by Eckhart TolleCONNECT WITH DR. PEARTLinkedIn: Search Kerriann PeartWebsite: peartconsulting.orgFOLLOW NAVIGATING THE CUSTOMER EXPERIENCEX: @NavigatingCXFacebook: Navigating the Customer Experience CommunityLinkedIn: Yanique GrantWebsite: yaniquegrant.com/podcasts

Lee Benson, Founder and CEO of Execute to Win and Wall Street Journal bestselling author, joins John Golden to challenge the growth-at-all-costs mindset and unpack the three categories of value creation that powered his 21.6x EBITDA exit at Able Aerospace. Learn more at https://www.etw.com/about.

Get Weekly Leadership Blueprints in your inbox: https://mailchi.mp/mcfaglobal/leadership-blueprints-newsletter Most leaders shut down ideas without realizing it. A "yeah but" in a meeting. A quick correction before someone finishes. The team quietly learns to stop bringing anything new. Will Dennis runs Unscripted Productions, an applied improv studio that trains Fortune 500s, hospitals, and schools on the fix. It comes back to two words. Yes, and.In this episode, Will and BJ unpack why "yes, and" is the most underrated leadership tool out there. What Nick Sirianni was secretly doing all Super Bowl run. Why one company tests emerging leaders on whether they hold the spotlight or stand in it. And the hardest line to sit with: a leader's real job is to work themselves out of one.Topics discussed:00:00 - Why we're talking about improv, not AI02:00 - Improv as the safest place to fail05:00 - How "yes, and" turns down the heat in any room14:18 - What Nick Sirianni was secretly doing all season19:03 - The hidden test for who actually gets into the leadership program24:23 - The most powerful sentence you can hear in a locker room24:47 - A leader's real job is to work themselves out of one29:24 - A boardroom hack any leader can steal tomorrow34:27 - Rapid fire: books, the word sonder, and dinner with Adam Grant38:55 - Why improv is not the thing you think it isConnect with Will Dennis:LinkedIn: https://www.linkedin.com/in/williamjdennis/Instagram: https://www.instagram.com/unscriptedproductionsWebsite: https://www.unscriptedproductions.com/Facebook: https://www.facebook.com/unscriptedprodConnect with BJ Kraemer:LinkedIn: https://www.linkedin.com/in/bj-kraemer-9a0855b/Instagram: https://www.instagram.com/bj_kraemer/Website: https://mcfaglobal.com/Spotify: https://open.spotify.com/show/4bcvcAw0rigwymZCwZgfgN?si=45fc1e07c82742eeApple Podcast: https://podcasts.apple.com/us/podcast/leadership-blueprints/id1561090224This episode was produced by Podcast Boutique: https://www.podcastboutique.com

Leadership failures rarely begin with a single catastrophic decision. More often, they unfold quietly—through inaction, compromised character, and missed opportunities to do what is right. In Episode #693, Leadership Failures in 2 Samuel 13: What Every Leader Must Learn, we examine one of the most sobering leadership case studies in Scripture. At first glance, 2 Samuel 13 reads like a tragic family story. But beneath the surface, it reveals a cascading breakdown of leadership at multiple levels—each failure compounding the next. This episode walks through four critical leadership failures: Amnon – A failure of self-leadership, allowing unchecked desire to lead to destructive action Jonadab – A failure of counsel, using influence to enable rather than confront wrongdoing David – A failure of action, responding with anger but choosing silence instead of justice Absalom – A failure of restraint, allowing bitterness to grow into revenge Individually, each failure is significant. Together, they form a chain reaction that leads to devastation—not only for individuals, but for an entire family and future leadership. This episode highlights several crucial leadership truths: Private compromise eventually becomes public consequence The voices you allow into your life will shape your decisions Silence in leadership is never neutral—it always communicates something Delayed action often multiplies damage When justice is neglected, retaliation takes its place Perhaps most challenging is this reality: the greatest leadership failure in the story is not what was done—but what was left undone. David's inaction allowed injustice to take root, ultimately creating an environment where others felt forced to act outside of righteous boundaries. For today's leaders—whether in business, ministry, or the home—this passage raises critical questions: Where am I avoiding necessary action? Who has permission to challenge me when I drift? Am I protecting the vulnerable—or overlooking them? This episode is both a warning and a guide. It reminds us that leadership is not just about making decisions—it's about taking responsibility, confronting hard issues, and acting with courage when it matters most. Because when leaders fail to act, others are always affected. And when leaders choose integrity, courage, and timely action, they create environments where trust, justice, and healthy leadership can flourish.

Most leaders know they should delegate the things they are not good at. But what about the things they are? This week Jon and Coach Jim tackle one of the most overlooked conversations in leadership, and the answer might make you rethink how you are spending your time right now.They break down four reasons why delegating your strengths might be the most powerful thing you can do for your team, your organization, and your own growth as a leader. It is a short, sharp solo episode packed with practical insight and at least one example involving trash that is more relevant to leadership than it has any right to be.If your calendar is full of things you are great at, this one is for you.

Most people only see the success story. The growth.The revenue.The headlines.The scaling. But behind every successful business is a side of leadership that nobody talks about… The pressure.The burnout.The difficult decisions.The loneliness.The systems breaking.The people problems.The constant reinvention required to keep growing. In this special Brave Bold Brilliant compilation episode, Jeannette Linfoot brings together some of the most powerful conversations from founders, CEOs, entrepreneurs and business leaders who have experienced the REAL cost of scaling a business. From leadership pressure and burnout…To hiring mistakes, AI disruption, team culture and future-proofing your company… This episode is a masterclass in what it truly takes to build and scale a successful business in today's world. If you're a founder, entrepreneur, business owner or leader navigating growth right now — this episode is for you. Chapters:00:00 A Few Brutal Truths EVERY Leader Needs To Hear05:08 The Biggest Mistakes Founders Make With Daniel Hoare11:36 The TRUTH About AI, Leadership & The Future of Business22:56 Stop The Chaos & Scale Faster Featured conversations include insights from: High-growth founders CEOs scaling past £10m Leadership experts Challenger brand builders Business transformation specialists Because scaling doesn't create problems… It exposes them.

An AI agent was given access to email. It found a threat in its environment and chose blackmail. This is not a hypothetical. I sat down with security researcher Graham Cluley, where we discussed the real case study of an AI model that, when faced with the possibility of being shut down, decided its best move was to threaten the very humans trying to govern it. In another scenario the AI was responsible for fire alarms. When there was fire and CTO was inside, the AI turned off the alarm nonetheless. This video breaks down what actually happened, why it matters for every executive responsible for AI deployment, and what it tells us about the governance frameworks most organisations still don't have.If you are a CISO, CRO, board member, or any leader responsible for AI risks or AI deployment in your enterprise, this one is for you.Looking to go from chaos and unpredictability to resilience in the world of AI? Start here with The Predictability Factor newsletter at The Monica Talks Cyber (https://www.monicatalkscyber.com).

In this episode, Dave and Laura sit down with Jimmy Dodd, founder of PastorServe, a ministry dedicated to helping pastors and leaders thrive. Jimmy unpacks the danger of isolation and the importance of living with integrity between “frontstage” and “backstage.” We explore the 6 key relationships every pastor needs to stay grounded, and how intentional openness and connection can strengthen healthy leadership. Jimmy also shares the story behind the founding of PastorServe and the ways it is supporting pastors across the country.PastorServe.orgFrontStage BackStage PodcastThe Spiritually Healthy Leader

In The Path of Least Regret, author Parul Somani uses a fresh take on ikigai to help leaders clarify what matters most before choosing what comes next. Learn more about your ad choices. Visit podcastchoices.com/adchoices

What does great leadership really look like and how do you find the right balance?

Today, we're flying into San Diego, California, to chat with coach, scholar, pastor, and speaker Reverend Dr. Seth David Clark. Seth has spent over 20 years working where leadership gets complicated. He's the lead pastor of the First Baptist Church of National City, a multicultural and majority refugee congregation in Southern California. He also served as a hospice chaplain during the COVID-19 pandemic, sitting with dying patients and their families, and that work changed the way he thinks about everything. Death matters because life matters. Seth calls this approach morality-aware leadership: the practice of leading with the knowledge that your time is finite, using that knowledge to make better decisions, build stronger teams, and face loss as well as change with greater courage and resilience, and leave something worth leaving. Visit the C4C website to gain full access to the transcript, show notes, and guest links. Coaching 4 Companies

In this episode of LLI Chad Veach is joined by Brennan Cassidy as they discuss the power of the questions every leader needs to ask themselves. From how you show up in a room, to how you make people feel, to how you speak about others when they're not around. Leadership is often revealed in the “how,” not just the “what.” We unpack five practical and personal questions that challenge the heart, mindset, and habits of every leader. They talk about maintaining a healthy attitude, creating meaningful conversations, and navigating the constant “how” questions that come with leadership, vision, and responsibility. Whether you're leading a team, building a vision, or simply wanting to grow as a person, this episode will encourage you to lead with greater intentionality, self-awareness, and purpose. Learn more about your ad choices. Visit megaphone.fm/adchoices

Anxiety and leadership often go hand in hand, whether a mom, an entrepreneur, or a corporate executive. If you are a leader, you have most likely experienced the fact that anxiety and leadership go hand-in-hand. The Dual Leadership Model™ is designed to help Christian women leaders and others break through anxiety-driven behaviors to lead with calm, confidence, and consistency. Christian Women Leaders You are capable. Driven. Accomplished. You lead a team, run a business, raise a family, or do all three at once. People look to you. You show up. You deliver. And yet, something feels off. Do you find yourself snapping at the people closest to you and then feeling a wave of shame? Maybe you lie awake running through every decision you made that day, wondering if you did enough. Perhaps you say yes when every part of you wants to say no — and then resent it later. Are you are exhausted in a way that sleep does not fix. Here is what no one is telling you: it is not a time management problem. It is not a discipline problem. And it is not a character flaw. It is a loop. And you have been stuck in it longer than you know. High-Achiever Celebration of Anxiety and Leadership What Is the Dual Leadership Loop Model™? The Dual Leadership Loop Model™ is built on a simple but profound truth: at any given moment, you are leading from one of two loops. Loop One: The Anxiety Response Loop The anxiety-driven behaviors at the center of the anxiety response loop: Perfectionism People-pleasing Need for control Defensiveness and overreacting Avoidance Imposter syndrome Comparison Loop Two: The Calm, Confident, and Consistent Leadership Loop The Calm, Confident, Consistent Leadership Loop produces: Clarity and confidence Steady, consistent decision-making Healthy, honest relationships Resilience without rigidity Sustainable growth without burnout The kind of leadership others want to follow The Neuroscience Behind the Anxiety Response Loop The Combination of Neuroscience and Faith For those of us who follow Christ, there is a layer to this that goes deeper than neuroscience. Five Shifts That Will Change How You Lead Anxiety-driven behaviors are your nervous system's way of trying to protect you. They are not character flaws — they are survival adaptations. You are not flawed. Anxiety is biological — not a personal failure. You did not choose it, but you can learn to work with it. Anxiety does not define you. Your identity is not your nervous system response. You are not stuck. You can choose a different response right now. Striving is not sustainable. Regulated leadership is. What to Expect in This Series Over the next six episodes, we are going to walk through each anxiety-driven behavior in the loop — people-pleasing, perfectionism, need for control, imposter syndrome, comparison, defensiveness, and avoidance. We will explore where each one comes from, what it is costing you, what the research says, and most importantly, how to move out of it. This is not a series about trying harder. It is a series about leading differently, better, and safer. Your Next Step as Christian Women Leaders Before the next episode, I want you to do one thing: pay attention and notice what is happening for you. Read the full show notes and access the reflection questions.

Most leaders are making AI decisions in the dark—restructuring roles, cutting headcount, and chasing use cases without understanding how work actually gets done. Not the org chart version. The real, messy, task-level reality. And that's a problem, because when you don't understand what creates value, automation becomes guesswork dressed up as strategy.Victoria Pelletier joins the show to challenge the prevailing top-down approach. Instead of starting with AI capabilities, she argues for working backwards from business strategy to task-level workflows, skills, and human contribution. The result? A more grounded, more human, and frankly more effective way to redesign work in an AI-driven world.Related Links:Join the People Managing People CommunitySubscribe to the newsletter to get our latest articles and podcastsCheck out this episode's sponsor: Intuit QuickBooks PayrollConnect with Victoria on LinkedInVisit KyndrylSupport the show

Most leaders were promoted because they had answers. But the higher you rise, the more dangerous that habit can become.When every problem runs through you, your team gets slower. When every answer comes from you, your people stop thinking as deeply. And when your identity becomes being the helpful problem-solver, you can quietly become the bottleneck.In this episode of The Good Leadership Podcast, Charles Good sits down with Michael Bungay Stanier, bestselling author of The Coaching Habit, to explore how leaders can stop giving advice too quickly and start building stronger, more independent teams through better coaching questions.Michael shares insights from the 10th anniversary edition of The Coaching Habit, including why being coach-like is not about becoming a full-time coach, why the Advice Monster is so hard to tame, and how seven simple questions can transform everyday leadership conversations.In this conversation, you'll learn:How to use coaching questions in five-minute conversations, not just formal coaching sessionsWhy “And what else?” may be one of the most powerful leadership questions ever createdHow to move from surface-level problem solving to real development by asking, “What's the real challenge here for you?”Why the Advice Monster shows up even in smart, well-intentioned leadersHow coaching becomes even more important in an AI age, where fast answers are everywhere but human presence, listening, and encouragement still matter mostThis episode is for any leader, manager, coach, or HR/L&D professional who wants to build ownership, reduce dependency, and help people think better for themselves.Listen now to learn how to stop rescuing, stay curious longer, and start coaching better.Learn more about Michael Bungay Stanier: [https://www.mbs.works/about/]Michael's book: The Coaching Habit 10th anniversary edition [https://a.co/d/0dgG1ww7]Chapters00:00 The Seven Essential Questions of Coaching04:17 Navigating Challenges in Conversations05:58 Understanding the 'What Do You Want?' Question08:58 The Importance of Asking 'What Else?'10:28 Avoiding the Rescuer Role in Leadership15:10 Strategic Decision-Making: Saying No17:27 The Paradox of Confident Humility17:48 Building Coaching Habits Effectively22:31 Redirecting Conversations Back to the Individual24:01 Empowering Employees to Ask Questions25:16 The Role of Illustrations in Learning29:29 The Future of the Coaching Habit Podcast32:31 Key Insights and TakeawaysSubscribe to The Good Leadership Podcast: [⁠⁠Apple Podcasts⁠⁠] | [⁠⁠Spotify⁠⁠] | [⁠⁠YouTube⁠⁠]LinkedIn: ⁠⁠linkedin.com/in/charlesagood⁠⁠Substack Channel (Outlearn to Outperform): ⁠⁠charlesgood.substack.com⁠⁠LinkedIn Newsletter (The Outlearn Advantage): [Subscribe]

How is AI reshaping hiring—and what risks are emerging? Join Ekine Akuiyibo (COO, Socotra) and Madeline Mann (HR Leader & Founder, Self Made Millennial) as they break down … Read More » The post When AI Becomes the Hiring Manager: Risks Every Leader Should Know appeared first on Insurance Journal TV.

When you are facing DECISIONS in your life, what do you do? When you are facing DILEMMAS in your life, meaning problems, challenging situations, the choices are not good, and you feel as if you are in between 'a rock and a hard place' ... what do you do? When you are facing DIFFICULTIES, like troubling situations, major obstacles, and hard times, what do you do? Each of us, personally, in our families, in our careers, in our workplaces, and even in our church, at times faces decisions, challenging dilemmas, and difficulties that seem insurmountable. This is why I want to share this podcast with you today.

April 15, 2027: A failed sneaker brand rebrands as an AI compute company and its stock jumps 600% in a day — and that tells us something important about the race for AI infrastructure. Then, OpenAI releases GPT-5.4-Cyber, a specialized cybersecurity model, and quietly rewrites the rules for how dangerous AI gets deployed. The shift from restricting what models can do to verifying who can access them has direct implications for every business leader thinking about AI governance.

The more complicated things become, the more leaders feel compelled to tighten control. Yet this drive for efficiency often introduces more uncertainty than clarity. In this Leadership Espresso Shot, I share a three-step framework to bridge the gap between organizational goals and what truly drives your employees, so you can align your team's best efforts for long-term success. Hosted on Acast. See acast.com/privacy for more information.

In this episode, Jill Griffin explores what real leadership vision looks like and why teams lose direction, covering: • Why teams become overly reliant on their leader • The difference between supporting your team vs. being led by them • How lack of clarity creates uncertainty and disengagement • What it means to lead as the “rudder” and guide direction consistently Support the showJill Griffin, is a leadership strategist, executive coach, and host of The Career Refresh. She works with senior leaders to navigate complexity, strengthen teams, and lead with greater clarity and intention.With 20+ years of experience at companies like Coca-Cola, Microsoft, Hilton, and Martha Stewart, Jill brings a practical, real-world lens to leadership, decision-making, and career strategy. Visit GriffinMethod.com to learn more about working together:The Next Era Leader An 8-week cohort for women leaders ready to expand their capacity and lead through complexity with clarity and intentionExecutive Coaching & Leadership Advisory 1:1 strategic partnership for leaders navigating growth, transition, and what's nextConnect with Jill for Leadership Development for Organizations and Speaking & WorkshopsInstagram: @JillGriffinOffical

What if the biggest thing holding you back as a leader…is the one thing you've been avoiding?In this powerful episode of the Conscious Leadership Revolution podcast, Susan Hobson and Tracey Allen sit down with Brad Semmens, the Founder and Director of two successful companies (Objective Consulting and NutriCeuticals), and the founder of HR tech startup Employield, to unpack the uncomfortable truth most high-performers don't want to face:You can't outperform your inner world.From building external success in construction and property investing to confronting a deeper question of purpose, Brad shares the moment that shifted everything—and why today's leaders can no longer afford to ignore the inner work.Because in a world shaped by AI, uncertainty, and constant disruption…self-leadership is no longer optional.In This Episode, You'll Learn:Why external success without inner alignment leads to burnoutThe hidden leadership patterns keeping you stuckHow your strengths can secretly become your greatest limitationThe truth about psychological safety (and where it really starts)Why AI will expose unconscious leadership faster than everBrad's “5 Stances of Leadership” framework for adaptability and growthIf you're a leader committed to growth, purpose, and sustainable high performance—this is your space.

If you've ever wondered why some leaders command a room without saying a word, it's time to explore the skill of personal power.In this episode, Steph dives into what it really means to stand in your power as a leader. Drawing from Jeffrey Pfeffer's Seven Laws of Power, she breaks down the difference between external strategies and internal mastery. Steph shares practical ways to cultivate authentic influence, build presence, and lead with integrity and purpose. Whether you're growing your leadership skills or refining your personal brand, this conversation will help you show up with more impact and intention.In this episode you'll discover:The Seven Laws of Power by Jeffrey Pfeffer and how to apply themHow energy, presence, and personal brand drive authentic influenceWhy radical ownership and quality relationships are the foundation of lasting powerYour takeaways:Power isn't something you're born with. It's a learnable skill you can practice and strengthen every day.Your energy and presence speak louder than any title, so show up intentionally in every room.Building quality relationships and a consistent personal brand is the foundation of lasting influence.Chapters00:00 Celebrating Milestones and Personal Power02:44 Understanding Power in Business and Coaching05:25 The Seven Laws of Power: A Deep Dive09:34 Building Relationships and Personal Brand12:31 Using Power Effectively15:04 The Challenge of Personal PowerResources mentioned:The Seven Laws of Power by Jeffrey Pfeffer

In this episode, Alan Briggs brings two of his popular Taking Steps video emails to the H2 Leadership Podcast — short, practical teachings he sends to leaders every couple of weeks. Today's focus is space. Not the theoretical kind. The kind you actually have to fight for in a real schedule with real demands pulling on you from every direction. If you're constantly behind, constantly stressed, and never quite present in the moment — Alan has a reframe for you. Space is not a luxury. It is an occupational requirement of leadership. And if you don't fight for it, it is not going to show up on its own. Alan walks through three types of space every leader needs to build into their life, and then zooms in on one of the most powerful practices he's implemented in his own leadership — the quarterly think day. Eight hours, no meetings, no email, just deep thinking on the biggest decisions and opportunities in front of him. The results have been consistently transformative. What You'll Learn in This Episode: Why the way most leaders think about time is actively working against them The three types of space every leader must fight for: micro, medium, and macro What micro space looks like in a real day — and why even five minutes matters The Sabbath as a "get-to day" in a world full of have-tos — and why every leader Alan knows who takes it seriously wishes they had started sooner The quarterly think day — what it is, how Alan structures it, and why it costs about ten dollars and returns serious clarity Why leaders who only react are slowly losing their creativity and their purpose What it looks like to go from a full day of deep thinking to presenting clear objectives to your team How macro space — vacations and sabbaticals — isn't just good for you personally, it's essential for your team and your leadership The simple challenge: can you take two, four, or eight hours this quarter to actually think? Reflection Questions: When was the last time you had uninterrupted space to think about where you're actually going — not just what's in front of you right now? Which of the three types of space — micro, medium, or macro — are you most neglecting, and what would it take to fight for it this week? If you blocked a think day this quarter, what are the two or three big topics you'd bring with you? Resources Mentioned: Right Side Up Journal — available on Amazon H2 Leadership Coaching — h2leadership.com Taking Steps — Alan's monthly email and video series for leaders

In this episode of The John Eades Podcast, I sit down with Charlene Li, author of Winning with AI, to unpack one of the biggest shifts leaders are facing right now. Not just how to use AI… but what it means for your role, your team, and your identity. At one point, Charlene tested AI against her own thinking. The results were uncomfortable. The AI was 80% as good as her. That moment forced a deeper question. If AI can do most of what you do… what actually makes you valuable? We talk about what AI really is, why so many leaders are either overestimating or underestimating it, and what it actually means to become "AI fluent." This isn't a conversation about tools. It's a conversation about how leadership is changing. In this episode, we cover: What AI is and how to explain it simply Why AI feels helpful… even when it's wrong The concept of "AI fluency" and why every leader needs it The fear employees have about working themselves out of a job How leaders should think about managing people and AI agents The difference between what AI can do and what only humans can do Why this moment is more about identity than technology You can grab Charlene's book here: Winning with AI If you're leading a team right now, this is not something you can ignore. Because the leaders who win won't just use AI. They'll understand how to think differently because of it.

The most effective leaders track four key metrics that reveal team performance, accountability, and culture. Mastering response time, follow through, unforced errors, and trust signals creates clarity and drives real results.Host: Paul FalavolitoConnect with me on your favorite platform: Facebook, Twitter, Instagram, TikTok, LinkedIn, Substack, BlueSky, Threads, LinkTree, YouTubeView my website for free leadership resources and exclusive merchandise: www.paulfalavolito.comBooks by Paul FalavolitoThe 7 Minute Leadership® Handbook: bit.ly/48J8zFGThe Leadership Academy: https://bit.ly/4lnT1PfThe 7 Minute Leadership® Survival Guide: https://bit.ly/4ij0g8yThe Leader's Book of Secrets: http://bit.ly/4oeGzCI

Your calendar can feel like a master, but it was never meant to replace your compass. We talk about the priority for every leader that keeps us grounded when the to do list is loud: intimate time alone with God. When we rush through prayer or treat Scripture like a box to check, we don't just lose peace, we lose perspective. Tony Williams shares a personal early-morning moment where his mind was racing, his body felt driven, and God interrupted him with a simple command that changed everything.We walk through what “time alone with God” looks like in real life: prayer, Bible reading, silence, and listening with a notebook and pen. Tony explains how Psalm 46:10, “Cease striving and know that I am God,” exposed the hidden cost of hurry for leaders. He connects that to Proverbs 3:5-6, showing how trusting God can redirect decision making, even when your instincts feel confident. One of the most practical takeaways is how quiet time can surface wisdom you miss when you lead on adrenaline.We also explore the link between spiritual leadership and health. When stress pushes your mind ahead of your body, anxiety rises and clarity drops. Tony describes how slowing down brought a measurable shift: a lower heart rate, a settled mind, and “perfect peace” that made the day's priorities clearer. We close with Matthew 6:33, seeking first God's kingdom, and the call to lead, serve, and work from the overflow of a heart occupied by the Holy Spirit. If this encouraged you, subscribe, share it with a leader who feels stretched thin, and leave a review so more people can find these leadership development insights.Send Tony a Texthttps://www.seldicompany.com/

The Transformation Ground Control podcast covers a number of topics important to digital and business transformation. This episode covers the following topics and interviews:   NVIDIA Launches An Enterprise AI Agent Platform, Q&A (Darian Chwialkowski, Third Stage Consulting) How the Technology Industry is Silencing Dissent (Ema Roloff, Roloff Consulting) The Cloud ERP Reality Check Every Leader Needs   We also cover a number of other relevant topics related to digital and business transformation throughout the show.  

In this episode of The Church Planting Podcast, Greg Nettle sits down with Frank Bealer, CEO of Generis, to talk about leadership, church growth, and building healthy ministry environments that reach the next generation. Frank shares his journey—from coming to faith as a teenager in a small rural church, to serving in student ministry, to helping shape family ministry strategies at churches like Elevation Church, and now leading one of the nation's top generosity and stewardship organizations. At the core of the conversation is a practical and eye-opening framework for church leaders: most growth limitations come down to three key areas—parking, kids' space, and the auditorium. Frank explains how these often-overlooked factors directly impact whether new people feel comfortable engaging and returning. He also challenges leaders to think from a guest's perspective, especially families with young children, and to evaluate whether their environments feel safe, engaging, and welcoming—not just technically within capacity. Beyond facilities, Frank shares insights on leadership development and personal growth, emphasizing the importance of focused learning, intentional relationships, and smaller, more meaningful leadership environments rather than just consuming more content. Finally, the conversation highlights emerging trends—especially how young adults are returning home after college and how churches must adapt to engage them and their families in new ways. Frank encourages leaders to think differently about how they disciple and support this generation in a changing cultural landscape. Table of Contents:  00:00 – 02:30 Introduction to Frank Bealer and his journey to faith. 02:30 – 06:30 Early ministry experiences and passion for the next generation. 06:30 – 09:00 Transition into leadership roles and Generis. 09:00 – 14:30 The 3 biggest growth barriers: parking, kids space, and auditorium. 14:30 – 17:00 How to evaluate your church from a guest's perspective. 17:00 – 19:30 Leadership growth: focused learning and building relationships. 19:30 – 22:30 Why smaller, intentional leadership environments matter. 22:30 – 27:30 Emerging trends: young adults returning home and family ministry shifts. 27:30 – 28:15 Closing thoughts and encouragement for church leaders.  

What if “soft skills” are actually the most powerful leadership skills you can have?In this episode, Nicole Greer sits down with leadership expert Nanci Appleman-Vassil to break down the 8 power skills every leader must have to build strong teams, improve communication, and create a thriving work culture.From reading the energy in a room to giving feedback that actually drives change, these leadership skills are not optional—they're essential for leaders who want to show up with clarity, confidence, and real impact.If you're a leader, manager, or business owner looking to improve engagement, strengthen communication, and build accountability on your team—this conversation is your playbook.What You'll Learn in This Episode:✔️ Why “soft skills” are actually power skills✔️ How to build a strong organizational culture✔️ How leaders communicate effectively✔️ How to improve team communication and accountability✔️ Leadership strategies that work in real businesses✔️ Practical approaches to project management and team performanceThe 8 Power Skills Every Leader Must Have:00:04:04 Reading the Room: Picking up on energy, body language, and engagement00:13:51 Giving Meaningful Feedback: Why telling isn't feedback00:14:23 Addressing Issues in the Moment: Stop waiting, start leading00:17:25 Staying Curious Instead of Judgmental: Engage instead of label00:24:15 Building Self-Awareness: Understanding yourself and others00:30:53 Adapting Your Communication Style: Move beyond “this is just how I am”00:32:26 Creating Psychological Safety: Prevent disengagement and turnover00:36:19 Connecting Strategy to People: Align plans with real humansWant to build a stronger work culture, improve leadership, and create a thriving team? You're in the right place.Connect with Nanci:18 Common Mistakes Small Business Owners Make: https://a.co/d/069ec1ZwNanci's Website: https://www.nanciapplemanvassil.com/APLS Group Website: https://aplsgroup.com/Nanci's LinkedIn: https://www.linkedin.com/in/nanciapplemanvassil/APLS Group LI: https://www.linkedin.com/company/281681/admin/dashboard/FREE DOWNLOAD: You're on the Workplace Stage https://talk.ac/nanci (Code: KIND)Learn more about training, coaching, and courses at https://vibrantculture.comConnect on LinkedIn: https://www.linkedin.com/in/build-a-vibrant-culture-nicole-greer/For speaking inquiries: https://vibrantculture.com/speaker-kit-request/Download our training catalog: https://vibrantculture.com/catalog-request/Want to be a guest? Send your request to podcast@vibrantculture.comWatch Nicole's TEDx Talk: https://youtu.be/SMbxA90bfXE

Episode 657 of the 7 Minute Leadership Podcast reveals the three powerful questions every leader should ask daily to strengthen awareness, accountability, and leadership impact. A simple daily discipline can dramatically improve how leaders think, decide, and lead their teams.Host: Paul FalavolitoConnect with me on your favorite platform: Facebook, Twitter, Instagram, TikTok, LinkedIn, Substack, BlueSky, Threads, LinkTree, YouTubeView my website for free leadership resources and exclusive merchandise: www.paulfalavolito.comBooks by Paul FalavolitoThe 7 Minute Leadership® Handbook: bit.ly/48J8zFGThe Leadership Academy: https://bit.ly/4lnT1PfThe 7 Minute Leadership® Survival Guide: https://bit.ly/4ij0g8yThe Leader's Book of Secrets: http://bit.ly/4oeGzCI

What does it actually take to earn the trust and loyalty of the people you lead? This week, Jon Goehring and Coach Jim Johnson break down the eight Cs of leadership, a powerful framework every new and emerging leader needs to know to become someone worth following.Jon and Coach open with a compelling challenge: if you were just promoted, why should anyone follow you? They walk through each of the eight Cs in depth, showing how these principles work together to build the kind of leadership presence that inspires genuine commitment from teams.From the foundation of character and the transformative power of genuinely caring about your people, to the discipline of competence and the superpower of staying curious, this episode gives listeners concrete, actionable habits they can apply immediately. You will learn why becoming the Chief Question Asker on your team is one of the most underrated leadership moves you can make.Jon and Coach also unpack why clarity is kindness in leadership, what confident vision looks like without crossing into arrogance, and how consistently challenging your team to high standards is one of the greatest gifts you can give them. The episode closes with a powerful case for consistency as the bookend to character, and why being predictable as a leader is not a weakness but a trust builder.Whether you are brand new to leading a team or looking to sharpen the habits that will take you to the next level, this episode delivers a complete blueprint for becoming the kind of leader people are proud to follow.Subscribe to the Limitless Leadership Lounge on YouTube for full video episodes and quick leadership clips to fuel your growth all week long.

Disruption isn't something to survive—it's something to leverage.In this episode of the Build a Vibrant Culture Podcast, Nicole Greer sits down with leadership expert and co-author of Disrupt Everything and Win, Patrick Leddin, to unpack how leaders can stop reacting to change and start using it as fuel for growth.At the center of the conversation is a powerful idea: Great leaders don't just respond to disruption—they choose the role the moment requires.You'll be introduced to the 5 roles every leader must play in times of disruption:The Trailblazer, who takes initiative and moves toward changeThe Torchbearer, who brings others along and builds momentumThe Firefighter, who protects focus by saying “not now”The Fire Chief, who anchors the team in purpose and stabilityThe Tinder Gatherer, who slows things down to create clarity and better decisionsAlong the way, you'll learn how to tap into your inner “fire” (purpose), apply the Positive Disruptor Loop, and build the kind of resilience that allows you—and your team—to thrive in uncertainty.If you're leading through change, navigating challenges, or simply trying to make smarter decisions in a fast-moving world, this episode will give you the mindset and tools to not just handle disruption… but win through it.Vibrant Highlights:[03:28] Why Disruption Isn't About Changing Everything - Sometimes the most powerful move is saying no and doubling down on what matters most.[13:58] The Positive Disruptor Loop - Disrupt → Discern → Behave → Achieve → Refine — the cycle that builds resilience and results.[28:31] The Anatomy of a Positive Disruptor - 16 behaviors across mindset, communication, courage, and action.[44:00] Reset the Room - One simple leadership move that can instantly shift energy and engagement.[48:42] A Personal Story on Disrupting Relationships - Why small intentional changes can deeply transform your most important connections.Connect with Patrick:Disrupt Everything and Win book: https://a.co/d/0hCqJePIFREE Download: jamespatterson.com/disrupt-downloadsWebsites: patrickleddin.com • jamespatterson.comLinkedIn: https://www.linkedin.com/in/patrickleddin/Also mentioned in this episode:The Path by Laurie Beth Jones https://a.co/d/03nMdLWNListen at vibrantculture.com/podcast or wherever you get your podcasts!Book Nicole to help your organization ignite clarity, accountability, and energy through her SHINE™ Coaching Methodology.Visit vibrantculture.comEmail: nicole@vibrantculture.comWatch Nicole's TEDx Talk: https://youtu.be/SMbxA90bfXE

My AI just joined the meeting...I expected Abhijit Mitra, CEO of Outreach, a multi billion-dollar AI company, to tell me about their legendary tools and automation.Instead, he it took a different direction.When he's in a meeting… his AI agents actually join the meeting and coach him in real time.Not summarize it later.Not send notes afterward.They're in the meeting, helping him think, respond, and prepare.That's when the real insight hit.Myself and most leaders today are experimenting with AI tools.But we aren't fully redesigning how our teams operate around AI.And Abhijit made something very clear:“It has to be a top-down initiative… this cannot be delegated downwards.”Boom!Because if that's true, AI isn't really a technology shift.It's really a leadership shift.The leaders that win this era won't just deploy better AI.They'll have leaders willing to own the operating model change that comes with it.So consider... How many of us are treating AI like a project… when it might actually be the most important leadership decision we make this decade?-----Connect with the Host, #1 bestselling author Ben FanningSpeaking and Training inquiresSubscribe to my Youtube channelLinkedInInstagramTwitter

AI isn't just about speed and power, it's about trust, governance, and responsibility. In this video, Monica, a board-certified cybersecurity leader and keynote speaker with 20+ years of experience, breaks down the 5 key pillars of Responsible AI (Fairness, Transparency, Safety & Security, Ethics, Accountability) that every leader and aspiring leader must understand. From Amazon's biased hiring algorithm to McDonald's failed AI drive-thru, and from GPT-5's trust issues to Target's pregnancy prediction scandal we'll explore real-world cases that reveal why Responsible AI is the foundation of AI maturity and how to get there. Looking to go from chaos and unpredictability to resilience in the world of AI? Start here with The Predictability Factor newsletter at The Monica Talks Cyber (https://www.monicatalkscyber.com).

Every Leader Needs A Friend | Jabin Chavez Leadership Podcast with Rich Wilkerson Jr. by Jabin Chavez

Rolling out Copilot or ChatGPT and hoping productivity magically improves rarely works. In fact, for many leaders, it creates more confusion, more noise and, in some cases, more work. In this How I AI episode, Neo and I unpack the single most important question leaders should be asking about AI adoption: how can I help my people be ready for AI? Because bringing AI into your organisation isn’t primarily a technology decision. It’s a people one. We talk through why simply handing out paid licenses without building capability often backfires, how poor AI use can actually reduce productivity, and the practical steps leaders need to get right from day one. Neo and I cover: Why AI adoption fails when leaders treat it as a software rollout instead of a change process How to clearly articulate the why so people don’t assume AI equals job replacement Using AI to reduce administrivia and free people up for more meaningful work Why “it’s intuitive” is a dangerous assumption when it comes to capability building How untrained use can create AI slop, longer emails and organisational “Chinese whispers” How searchable knowledge can unlock real productivity gains, and how poor permissions can create real risk Why training change leads or team leads is critical to embedding AI into real workflows Connect with Neo Aplin on LinkedIn and via inventium.ai, where he leads Inventium’s AI training and upskilling work with organisations and teams. My latest book The Health Habit is out now. You can order a copy here: https://www.amantha.com/the-health-habit/ Connect with me on the socials: Linkedin (https://www.linkedin.com/in/amanthaimber) Instagram (https://www.instagram.com/amanthai) If you are looking for more tips to improve the way you work and live, I write a weekly newsletter where I share practical and simple to apply tips to improve your life. You can sign up for that at https://amantha-imber.ck.page/subscribe Visit https://www.amantha.com/podcast for full show notes from all episodes. Get in touch at amantha@inventium.com.au Credits: Host: Amantha Imber Sound Engineer: Martin Imber See omnystudio.com/listener for privacy information.

High-performing teams often share an unexpected trait that most leaders try to eliminate. Darren Hardy reflects on a timeless story from Steve Jobs that reframes discomfort, debate, and intensity as essential ingredients for excellence. When understood correctly, noise becomes progress. Are you allowing the polish to happen? Get more personal mentoring from Darren each day. Go to DarrenDaily at http://darrendaily.com/join to learn more.