Podcasts about executive leadership

In this energizing episode of Start With a Win, Adam Contos sits down with powerhouse speaker and futurist Rome Madison for a raw, no-nonsense conversation about stepping boldly into uncertainty. Together, they explore what it truly takes to lead fearlessly, push past the lies we tell ourselves, and break free from the comfort zones that quietly hold us back. Rome brings his trademark fire - mixing story, strategy, and spirit - to challenge listeners to rethink confidence, reframe failure, and reconnect with the deeper power they already possess. This is a conversation that shakes you awake, stretches how you see yourself, and leaves you hungry to grow.Rome Madison is a dynamic speaker, author, and podcaster who helps people boost self-confidence, face fears, embrace uncertainty, and cut through chaos to achieve bold, ambitious goals. Known for his high-energy delivery and inspiring message, he empowers audiences to take risks and pursue success with fearless determination. A pioneer in the precision medicine industry, Rome draws from extensive sales management and executive leadership experience, sharing powerful lessons from leading massively successful start-ups to navigating the challenges of corporate collapse and restructuring. A futurist with a Specialty in Business Strategy from Harvard Business School Online, he blends forward-thinking insight with real-world expertise. Featured on more than 50 TV and radio programs nationwide, Rome has spoken on global stages, including the Consumer Electronics Show, where he shared his expertise on the Future of Healthcare. His mission is simple yet profound: inspire people to crush their goals, no matter the obstacles.00:00 Intro01:50 When you are uncertain?04:50 The statement that is the arrow thru the heart!07:05 One of the great Jim Rohn quotes… 10:20 How to get your mindset correct or kick yourself in the rear?14:02 How to get over the failures? One of the best statements…17:14 One of the lines you tell yourself…  18:27 If you ground yourself in this status, you can be this for the good!23:55 Can't put into words how amazing the last five mins were, go back and listen.27:10 A moment of what!https://romemadison.com/https://iwantmorenow.com/ ===========================Subscribe and Listen to the Start With a Win Podcast HERE:

Success isn't always linear and sometimes the bravest move is walking away from something you worked incredibly hard to build. In this episode, Bryce sits down with Sharla Toller, J.D., Senior Vice President and Director of Diversity, Equity, and Inclusion at CannonDesign, to talk about courage, career pivots, and redefining what success really means. Sharla's journey to executive leadership in the AEC industry didn't follow a straight path. A former practicing attorney with a J.D. from Howard University School of Law, she made the bold decision to leave litigation behind to pursue work aligned with her passion: building inclusive, people-centered workplaces. Since joining CannonDesign in 2021, she has: Led implementation of the firm's DEI Strategic Framework Directed the DEI Council and Employee Resource Groups Launched firmwide training programs Deepened partnerships with organizations like National Organization of Minority Architects Co-authored the children's book Deja the Dynamo Been named one of the Top 50 DEI Professionals in the OnCon Icon Awards (2025) She also holds a Master of Professional Studies in HR Management/Diversity & Inclusion from Georgetown University and is a single mother who has intentionally shaped a career aligned with both passion and parenthood. In this episode, we discuss: Leaving a prestigious profession to follow purpose How DEI work impacts retention, talent acquisition, and engagement in AEC What real executive leadership looks like Building a career that supports your life — not competes with it The courage required to pivot This conversation is about alignment, authenticity, and redefining success on your own terms.

In honor of International Women's Day, this week's episode of “The Voice of Leadership” revisits two compelling topics — “Strategies to Prepare Women for Executive Leadership” and “What Does It Take for Women to Land the CEO Role?” Dr. Karen draws on more than three decades of executive consulting experience to offer incisive, high-impact guidance … The post How to Create Strategic Pathways for Women to Excel in Executive Leadership (Episode # 509U) first appeared on TRANSLEADERSHIP, INC®.

Grab a FREE COPY of Jeff Dudan's Book DISCERNMENT HERE CHECK OUT THE FULL EPISODE HERE! What if you don't actually have “low energy”… you just have BLOCKS In this powerful conversation with Erin King: @MrsErinKing  , we break down the real science of vibe, leadership energy, and why trying to “do more” is actually draining you. You'll learn why energy isn't something you create — it's something you access. We unpack: The 3 biggest energy mistakes killing your vibe Why quitting isn't the answer (shifting is) How clarity instantly boosts your energy The 5 energy types — and how to discover yours Why Oprah's biggest success came from a demotion How leaders accidentally drain their teams The difference between high energy and aligned energy If you've felt burned out, stuck, disconnected, or unclear about your next move — this will change how you think about performance forever. Energy cannot be created or destroyed… but it CAN be blocked. And most people are living with boulders in their stream.  Learn more about Erin King and her work here:

Grab a FREE COPY of Jeff Dudan's Book DISCERNMENT HERE CHECK OUT THE FULL EPISODE HERE! What if you don't actually have “low energy”… you just have BLOCKS In this powerful conversation with Erin King: @MrsErinKing  , we break down the real science of vibe, leadership energy, and why trying to “do more” is actually draining you. You'll learn why energy isn't something you create — it's something you access. We unpack: The 3 biggest energy mistakes killing your vibe Why quitting isn't the answer (shifting is) How clarity instantly boosts your energy The 5 energy types — and how to discover yours Why Oprah's biggest success came from a demotion How leaders accidentally drain their teams The difference between high energy and aligned energy If you've felt burned out, stuck, disconnected, or unclear about your next move — this will change how you think about performance forever. Energy cannot be created or destroyed… but it CAN be blocked. And most people are living with boulders in their stream.  Learn more about Erin King and her work here:

Scaling from regional VP to global CRO is not a promotion. It is a shift from managing execution to defining meaning at scale. In this replay conversation, Cedric Pech reflects on leading a 2,000-person global sales organization at MongoDB, integrating complex routes to market, and building culture that withstands market volatility. He breaks down the difference between compensation-driven leadership and purpose-driven leadership, why execution alone creates burnout, and how resilient organizations are built long before downturns arrive. For CROs and revenue leaders navigating scale, volatility, or retention pressure, this episode offers a grounded perspective on building durable teams without burning them out. Hosted by five-time CRO John McMahon and Force Management Co-Founder John Kaplan, the Revenue Builders podcast goes behind the scenes with the sales leaders who have been there, done that, and seen the results. This show is brought to you by Force Management. We help companies improve sales performance, executing their growth strategy at the point of sale. Connect with Us: LinkedInYouTubeForce Management

Leadership presence is often defined by what leaders say, how they act, or how confidently they show up in visible moments. But some of the most powerful leadership presence doesn't come from doing more, it comes from knowing when not to act at all.In this solo episode, Janet explores restraint as a mature and intentional leadership skill. She invites listeners to rethink responsiveness, silence, and timing, not as disengagement or loss of authority, but as a deeper form of influence that creates space for others to step forward.As leaders grow more senior, the weight of their voice increases. Janet unpacks why pausing, listening, and choosing when to speak can actually strengthen authority, expand perspective, and signal a more grounded, evolved form of leadership presence.In this episode:✅ How over-responsiveness can unintentionally limit others✅ The difference between restraint and disengagement✅ Why silence can feel risky for high-achieving leaders✅ Understanding the weight your voice carries in the room✅ How pausing creates space for better ideas to emerge✅ Discernment as a core leadership skill✅ When speaking clarifies and when it shuts conversations down✅ Why quieter leadership often signals maturity, not weaknessAbout Janet Ioli:Janet Ioli is a globally recognized executive advisor, coach, and leadership expert with over 25 years of experience developing leaders in Fortune 100 companies and global organizations.She created The Inner Edge—a framework, a movement, and a message that flips leadership from mere success performance to presence; from ego to soul. Through her keynotes, podcast, and programs, Janet helps high-achievers find the one thing that changes everything: the mastery within.Her approach redefines leadership presence—not as polish or tactics, but as the inner steadiness people feel from you and the positive imprint you leave on individuals and organizations.Connect with Janet Ioli:Website: janetioli.comLinkedin: Janet IoliInstagram: @leadershipcoachjanetIf you want to become more grounded, confident, and aligned with your deeper values in just 21 days, check out Janet Ioli's book Less Ego, More Soul: A Modern Reinvention Guide for Women. If you enjoyed this episode, please leave a review on Apple Podcasts. Select “Listen in Apple Podcasts,” then choose the “Ratings & Reviews” tab to share what you think. Produced by Ideablossoms

In this special roundtable episode of Success Leaves Clues, Robin and Al bring together three experienced leaders for a candid, practitioner-level conversation on one of the most emotionally charged leadership topics today: return to work vs remote work. Featuring: Amanda Small, Head of People & Culture; Cerys Goodall, Operations Leader; and Elizabeth Lynch, HR Consultant and Culture Advisor, this discussion moves beyond headlines and into real-world leadership tension. Is return to office about location? Or is it about trust, accountability, and clarity of outcomes? If you are a CEO, founder, HR leader, executive, or manager navigating return to office mandates, hybrid models, or remote work performance, this episode offers grounded insight from leaders living this reality every day. The panel explores: Why “bums in seats” does not equal performance The difference between visibility and accountability How unclear outcomes create disengagement Why intentional workplace design matters more than policy Generational shifts in how trust is built The role of flexibility in retention and employee wellbeing Why leaders must be considerate without catering How culture either lives in daily behavior or dies in policy You'll hear about: Is return to work a trust issue or a management capability issue? Why accountability must be tied to outcomes, not visibility The difference between listening to employees and catering to them “Considerate without catering” as a leadership philosophy Why the office should function as a teammate, not just a location How poor policy design creates disengagement Coffee badging and what it signals about culture The loneliness epidemic and the hidden cost of remote work Why clarity of outcomes drives performance more than presence How intentional design improves culture and business results We talk about: 00:00 Introduction to the Return to Work Roundtable 01:00 Panelist introductions and leadership lenses 04:30 Is return to work about trust or accountability? 07:00 Visibility vs measurable outcomes 10:00 Real estate pressure and office utilization 14:00 How much flexibility should employees realistically have? 17:00 Listening vs catering to employees 21:00 “Considerate without catering” leadership 26:00 When employees should choose to leave 30:00 Operational rigor and remote performance success 37:00 Why clarity of outcomes drives engagement 44:00 Does autonomy improve performance? 52:00 What actually drives performance? Visibility or outcomes? 59:00 The office as a teammate 1:07:00 Loneliness, culture, and human connection 1:11:00 Designing work intentionally Connect with LinkedIn: Amanda Small LinkedIn: Cerys GoodallLinkedIn: Elizabeth Lynch Connect with Us LinkedIn: Robin Bailey and Al McDonald Website: Aria Benefits and Life & Legacy Advisory Group

In this episode of “The Voice of Leadership,” Dr. Karen Wilson-Starks brings together three interconnected leadership conversations: “With Liberty and Justice for All” (Part 2) featuring Dr. Marvin A. McMickle and Parts 2 and 3 of the MLK Series:  “Recognizing and Accepting the Call to Leadership” and “Pursuing Broad Learning.” Drawing from the lived experiences … The post Courageous Executive Leadership: Principle, Purpose, Influence, and Transformation (Episode # 508U) first appeared on TRANSLEADERSHIP, INC®.

Send a textStrategy isn't just about plans and execution. In this episode, we explore a deeper framework for executive leadership — one rooted in presence, growth, and resources.In high-pressure environments filled with distraction and complexity, leaders are often pulled in multiple directions. Instead of reacting faster, what if executive strategy began with slowing down long enough to see clearly?We discuss:Why presence is the foundation of executive leadershipHow distraction impacts decision-making and team cultureThe difference between performance improvement and true leadership growthWhy awareness, compassion, and curiosity are essential for executive formationHow to redefine “resources” beyond money, time, and headcountMoving from a scarcity mindset to recognizing abundanceWhat it means for a leader to become a resource for others“Leadership begins with presence, the ability to see clearly where we are and what is real.”“There is an abundance of resources to solve our problems and ways to pursue our challenges.”This conversation offers practical insight for executive leaders navigating pressure, change, and organizational complexity — and invites you to rethink strategy from the inside out.ReflectionWhich area needs your attention right now: Presence? Growth? Or Resources?

The market has changed. Outbound is noisy. Distribution is fragile. AI is accelerating everything. So how do you know who's actually ready to buy? How do you position in a market that feels unstable? How do you pivot without panicking? This episode dives into the new reality of business in the AI era: the death of lazy volume, the rise of ownership, and the permanent advantage of human connection. Spray-and-pray outreach is fading. Hiring signals are bloated. Metrics are inflated. The old indicators don't mean what they used to mean. And executives are walking away from companies they built because the ground beneath them has shifted. But here's the truth: AI doesn't remove the human game. It amplifies it. You'll hear why: Ownership now beats pure distribution Media companies must become community companies Positioning matters more than ever in a noisy environment Pivoting early beats reacting late AI without humanity fails Intentional outreach outperforms mass automation Signal clarity is the new competitive advantage This isn't about fear. It's about awareness. You can drown in the wave. You can float. Or you can learn to surf. The ones who win won't be the loudest. They'll be the most intentional. Across this episode, you will learn: Why “signal vs noise” is the defining business problem right now How AI is shifting power from distribution to ownership Why outbound at scale is losing effectiveness How to pivot strategically instead of reacting emotionally Why human connection remains the ultimate differentiator How to think chess, not checkers, in a volatile market The importance of intentional positioning in chaotic times Beyond The Episode Gems: Buy My Book, Strategize Up: The Blueprint To Scale Your Business: StrategizeUpBook.com Discover All Podcasts On The HubSpot Podcast Network Get Free HubSpot Marketing Tools To Help You Grow Your Business Grow Your Business Faster Using HubSpot's CRM Platform Support The Podcast & Connect With Troy:  Rate & Review iDigress: iDigress.fm/Reviews Follow Troy's Socials @FindTroy: LinkedIn, Instagram, Threads, TikTok Subscribe to Troy's YouTube Channel For Strategy Videos & See Masterclass Episodes Need Growth Strategy, A Keynote Speaker, Or Want To Sponsor The Podcast? Go To FindTroy.com

There's no shortcuts to a winning sales culture. When leaders compromise standards for convenience, talent, or short-term wins, they erode the very foundation that sustains performance over time. Brian White joins John Kaplan and John McMahon to unpack why elite teams are built on respect first, why trust is collective (not individual), and why commitment without conditions is the only kind that lasts. Drawing from decades inside championship locker rooms, Brian outlines what it takes to build peer-led accountability, accelerate young talent, demand excellence without demeaning people, and create environments where pride replaces entitlement. This conversation is for revenue leaders who want to build a long-lasting high-performance culture that goes beyond incentives.Brian White is a veteran Division I football coach, Assistant Coach of the Year, and author of The Locker Room Is Not for Sale. Over 55 years in and around elite programs including Notre Dame, he has coached national champions, developed NFL talent including Heisman Trophy winner Ron Dayne, and built cultures grounded in respect, accountability, and the human touch.Resources mentioned:The Locker Room Is Not for Sale by Brian WhiteThe Qualified Sales Leader by John McMahonWant to know how top-performing organizations create a culture of consistent success? Check out Force Management's guide to the Predictable Revenue Framework: https://hubs.li/Q03-T6NH0Key takeaways from this episode:16:53 – Why respect, not trust, is the true starting point of elite team culture25:55 – The human touch as a competitive advantage, not a soft leadership tactic35:27 – Caring is competence, and why pride is earned through preparation and standards40:54 – Why three clear values outperform forty two vague ones47:48 – How peer leaders, not titles, protect the integrity of the locker room55:06 – You don't rise to the occasion, you fall to your level of preparation01:02:06 – Why great leaders get talent in front of experience and refuse to hide behind youth 01:06:22 – Why direct engagement eliminates fear and prevents cultural drift Hosted by five-time CRO John McMahon and Force Management Co-Founder John Kaplan, the Revenue Builders podcast goes behind the scenes with the sales leaders who have been there, done that, and seen the results. This show is brought to you by Force Management. We help companies improve sales performance, executing their growth strategy at the point of sale. Connect with Us: LinkedInYouTubeForce Management

In this episode of Start With a Win, Adam Contos sits down with John Tarnoff whose career story defies conventional wisdom and challenges everything we think we know about success, failure, and leadership in today's volatile workplace. What unfolds is a candid, thought-provoking conversation about reinvention, identity, and the invisible forces shaping modern careers - from boardrooms to break rooms. With sharp insights, unexpected truths, and moments that may make you rethink how you show up at work, this episode invites you to question old assumptions, confront uncomfortable realities, and imagine a more intentional path forward - both as a leader and as a professional navigating an uncertain future.John Tarnoff is an executive and career transition coach, speaker, and author who helps mid-career professionals build more meaningful, sustainable careers.  After a 35-year career as a film producer, studio executive, and tech entrepreneur—where he was fired 39% of the time—John learned how to turn setbacks into reinvention. At 50, he earned a master's degree in counseling psychology and built a global career coaching practice.John has led career workshops for MBA programs at UCLA Anderson and Cornell's SC Johnson College of Business, and coached leaders at companies including Bank of America, Bridgewater Associates, Levi Strauss, SoftBank, and TD Ameritrade.  He is a TEDx speaker, the author of the bestselling Boomer Reinvention, and the creator of the 3 Elements Careerbuilder Framework.00:00 Intro02:05 I'm not the problem?03:42 This process is outdated, do this instead.06:05 You work for them, they don't work for you!08:36 The more you do this, will build this, because of this!11:01 What are the real responsibilities of a senior leader?13:33 Three Elements Framework.20:31 How to reset?23:01 Closing advice…26:35 Write, write, write!===========================Subscribe and Listen to the Start With a Win Podcast HERE:

You can only go as far as who you are today. That might feel limiting… unless you remember this: You're not stuck with who you are today. In this final episode of the 3-part Narrative Identity series, I walk you through Step 3: Reframe — the intentional rebuilding of your narrative identity so you can expand what's possible for you and your team. Because you don't create from strategy alone. You create from identity. This episode builds on: Reframe to Create Episode 123 – Reveal Reframe to Create Episode 124 – Reclaim And earlier identity foundations in Reframe to Create Episode 122 and Reframe to Create Episode 31 In this episode, I share: • Why you cannot skip the process and jump straight to slogans • The difference between identity work and strategy work • The powerful rallying phrase your team must define: We are… We believe… We belong to… • The bonus clarity statement: We do… so that… the people we serve can… When your narrative identity is clear, alignment increases, shadow narratives lose power, and innovation gains momentum. You are not limited by who you are today. You can build a new you. And your team can too. Ready to reveal, reclaim, and reframe your narrative identity? Email me at joy@reframetocreate.com with the subject line: Narrative Identity It's time to reframe to create.   Referenced Episodes   Reframe to Create Episode 124 -  If You Won't Choose, The Choice Will Be Made For You (Part 2 of 3): Reclaim  Reframe to Create Episode 123 - What You Won't Look at Will Kill You (Part 1 of 3): Reveal  Reframe to Create Episode 122 - It All Starts With and Goes Back to Who You Are  Reframe to Create Episode 31 - You Can Only Go As Far As You Are   About: The Reframe to Create podcast is hosted by Joy Spencer, an Executive Leadership and Storytelling Coach, Speaker, and Organizational Development Consultant working with professionals and leaders at all levels within organizations.  Joy leverages over 17 years of experience she gained while working to champion change in social justice movements, including those related to global access to essential medicines and consumer advocacy for online privacy.  This work required a dogged commitment to not merely challenging the status quo, but to reimagining and working towards creating an ideal future.  It is this commitment to creating that has shaped Joy's coaching philosophy and approach today. Using her signature C.R.E.A.T.E. framework, Joy guides her clients through a process to become incomparable in work so they can get paid to be themselves.   Follow Joy on LinkedIn  - https://www.linkedin.com/in/joy-spencer/

Join us this week for The Tech Leaders' Podcast, where Gareth sits down with Rob Morris, Co-CEO UK and Ireland at Siemens Mobility. Rob talks about his journey to the Railways via mining, power stations and London 2012, how Siemens are managing a £340M investment, and the challenges of maintaining and upgrading the oldest rail network in the world. On this episode Rob and Gareth discuss digitising the railways, how AI will be employed on trains, and how in another life Rob could have been an architect. Timestamps: Introduction and Good Leadership (2:11) From Delivery to Senior Management (7:58) Siemens and the Railways (12:00) Digitising the Rail Network, and Building the Elizabeth Line (18:30) Technology on the Railways (32:15) Advice for 21-year-old Rob (41:20) https://www.bedigitaluk.com/

What You'll Learn in This Episode:In this episode of the Lean Solutions Podcast, Patrick Adams and Shane Daughenbaugh explore what the first 90 days should look like after discovering Lean or stepping into a new organization. Once someone understands the principles of continuous improvement, what should they actually do first? They discuss how your approach must shift depending on your level of influence. Whether you're an executive, middle manager, or individual contributor, rushing into tools and events can create resistance instead of momentum.They advise spending time in direct reports' roles, having one-on-one conversations, and documenting feedback to identify common issues and improve processes. They also highlight the value of using emotions as flags and leveraging AI to analyze data for better decision-making. They agree on the importance of empathy and trust-building in leadership.Key TakeawaysYour Role Determines Your StrategyStart with Listening, Not ImplementingCulture Before ToolsPerspective Changes EverythingLinks: Lean Solutions 2026 SummitLean Solutions Website⁠⁠Click Here For Shayne Daughenbaugh's LinkedIn⁠⁠⁠⁠Click Here For Patrick Adams' LinkedIn⁠⁠

Main Theme:The toxic trait no one talks about in leadership is unexamined strength.Key Insights:Leadership doesn't usually fail because something is missing. It fails when something is overused.Strengths become toxic when they are:Out of proportionOut of contextOut of awarenessMany “toxic” leadership behaviors are rooted in good intentions.Control is often a strategy for stability, not a flaw in character.Psychologists call this the “shadow side” of strengths.Common Strength-to-Shadow Shifts:Decisive → ControllingReliable → Over-functioningVisionary → DetachedDetail-oriented → PerfectionisticSupportive → People-pleasingHow This Shows Up on Teams:Fewer ideas are sharedDecisions move upward instead of outwardInitiative declinesInnovation slowsPeople comply instead of contributePowerful Reflection Questions:Where do decisions slow down without me?Where do people defer instead of decide?Where do I feel tension when outcomes aren't in my hands?What feedback do I tend to reinterpret instead of explore?Leadership Maturity Progression:Early leadership: CompetenceMid-stage leadership: ExecutionAdvanced leadership: Self-regulationCore Question to Carry Forward:What trait of mine is shaping the conditions I'm responding to?Mentioned in This EpisodeAllison Dunn's upcoming book:Think First: Build a Team That Thinks Like LeadersReserve your copy at:deliberatedirections.com/thinkfirst Think First

There comes a moment in many leadership journeys when all the behaviors that once drove success—working harder, stepping in faster, proving competence—suddenly stop delivering the same results. You're still capable. Still committed. Still responsible. And yet, something feels off. In this episode, Janet explores that often-unspoken turning point and why it's not a failure, but a call to a deeper kind of leadership.This conversation is about the inner shift required as leaders move into higher levels of responsibility. Janet unpacks why leadership effectiveness evolves from visible execution to discernment, presence, and judgment, and how learning to pause, sense, and respond intentionally becomes a defining edge. This is an invitation to outgrow what no longer fits and lead from clarity instead of habit.In this episode:✅ Why working harder eventually stops being the answer✅ The invisible shift from execution to judgment at senior levels✅ How micromanagement often signals a deeper leadership transition✅ The power of pausing instead of reacting✅ Asking “What is needed here?” instead of “What should I do?”✅ The difference between habitual action and intentional response✅ How leadership presence deepens through discernment, not control✅ Why maturity in leadership often feels uncomfortable at firstAbout Janet Ioli:Janet Ioli is a globally recognized executive advisor, coach, and leadership expert with over 25 years of experience developing leaders in Fortune 100 companies and global organizations.She created The Inner Edge—a framework, a movement, and a message that flips leadership from mere success performance to presence; from ego to soul. Through her keynotes, podcast, and programs, Janet helps high-achievers find the one thing that changes everything: the mastery within.Her approach redefines leadership presence—not as polish or tactics, but as the inner steadiness people feel from you and the positive imprint you leave on individuals and organizations.Chapters00:00:00 When More Stops Working00:03:30 From Doing To Judging 00:06:17 Shifts for Intentional Leadership Connect with Janet Ioli:Website: janetioli.comLinkedin: Janet IoliInstagram: @leadershipcoachjanetIf you want to become more grounded, confident, and aligned with your deeper values in just 21 days, check out Janet Ioli's book Less Ego, More Soul: A Modern Reinvention Guide for Women. If you enjoyed this episode, please leave a review on Apple Podcasts. Select “Listen in Apple Podcasts,” then choose the “Ratings & Reviews” tab to share what you think. Produced by Ideablossoms

When organizations face crises, change, or uncertainty, many leaders feel pressure to withdraw, control the narrative, or pretend they have all the answers.Unfortunately, those behaviors often become the very trust breakers that damage teams and fuel fear.In this episode of Leading Through Crisis, Céline Williams sits down with leadership development expert and bestselling author Amy Riley to explore how leaders can build trust during uncertain times—even when they don't know what comes next. They discuss why transparency matters, how silence creates stories, and what it truly means to lead with connection instead of control.This conversation is essential for leaders, managers, and business owners navigating disruption, change, or high-pressure environments.

On today's episode of Uncommon Sense with Ginny Robinson, we continue unpacking the devastating revelations found in the Epstein files. What's been exposed isn't just corruption, it's a system that protects powerful criminals while innocent victims are silenced.The facts are very disturbing. There has been absolutely no accountability. And the victims deserve more than headlines and non-answers.We're asking hard questions about leadership, responsibility, and why justice still feels so out of reach. If powerful names are involved, then powerful action must follow. No more silence. No more avoidance. The victims deserve truth, and they deserve justice. NOW.--https://www.bible.com/

Send a textIn this episode of Joey Pinz Discipline Conversations, Joey Pinz sits down with Michaela Anderson, founder of LoyaltyOps™, to unpack why so many organizations stall—not because of strategy, tools, or talent—but because people aren't aligned on how to think, behave, and decide together.Michaela breaks down the real difference between leaders and managers, why culture exists whether you design it or not, and how misalignment quietly destroys execution. Drawing from her experience as a Division I athlete, business founder, and organizational advisor, she explains how performance becomes predictable when teams operate with shared standards—not heroics.The conversation dives deep into why popular frameworks like EOS and OKRs often fail to create consistency, what AI can (and can't) fix inside organizations, and why loyalty—defined as commitment plus action—may be the missing ingredient behind sustainable growth.This episode is a must-listen for founders, executives, and leaders who feel stuck firefighting, drowning in meetings, or frustrated that “great people” aren't producing great results. You'll walk away with a clearer understanding of how leadership, culture, and systems must work together—especially as companies scale. ⭐ Top 3 Highlights

Dr. David “Wally” Walton is a retired Army Special Forces officer with 25 years of experience in the SF community. His career spans service with the 7th Special Forces Group, Joint Special Operations Command (JSOC), and the Special Warfare Center and School.Dr. Walton's extensive operational experience includes deployments to Iraq, Afghanistan, and across Latin America. Since retiring in 2013, he has transitioned into academia, teaching National Security Studies and Executive Leadership. His research portfolio covers Security Strategy, Organizational Culture and Dynamics, and Human Performance. He has a deep understanding of security studies, encompassing everything from tactical operations to strategic policy discussions.Currently an instructor at JSOC, Dr. Walton is a Subject Matter Expert in Special Forces Assessment and Selection. He specializes in Land Navigation, runs a prep program designed for SFAS candidates, and is the author of multiple books about preparing for SFAS. More about Dr. Walton:Website: https://tfvoodoo.com/Instagram: https://www.instagram.com/tf_voo_doo/Timestamps:00:00:23 Introduction to Dr. David Walton00:01:42 Changes within SFSS and Coaching00:20:22 Being Trained in Land Navigation00:30:43 Better Prepared Candidates00:53:34 The Sandman Event00:59:29 Selection Rates and Working Through the Stages01:05:23 No Dependencies in the SFSS Course01:09:47 The "Awaiting Training" Phase 01:11:33 What has Dr. David Walton Changed in Coaching?01:17:08 How Many Books has Dr. Walton Written?01:21:52 Books Everyone Should Read01:26:32 Outro

Most leaders don't struggle with motivation—they struggle with clarity. In this episode, we break down why teams miss expectations even when goals seem “clear,” and how leaders unintentionally create confusion, overwhelm, and misalignment.This conversation dives deep into the four root causes behind execution failure: unclear goals, vague expectations, unconfirmed commitment, and delayed accountability. You'll learn practical leadership frameworks to replace assumption with alignment—without micromanaging or becoming reactive.What You'll Learn: • Why silence and nodding are not signs of agreement • How to set goals that actually drive results • The four elements every clear expectation must include • How to confirm understanding and commitment—before execution fails • Why accountability should feel fair, predictable, and supportiveKey Takeaway: Great leadership isn't about saying things better—it's about confirming they were understood.FREE Resource Mentioned: • Leadership Clarity Toolkit - DOWNLOADCall to Action: Download the Leadership Clarity Toolkit and start leading with precision, confidence, and consistency. Subscribe, follow, and share this episode with leaders who want fewer surprises and stronger execution.Podcast Links:

In this episode, we are joined by Executive Leadership, Speaking Coach, and Facilitator Katya Davydova to challenge the traditional, action-only approach to leadership. Having impacted thousands of leaders at organizations like Google and Netflix, Katya bridges the science of leadership with the heart of personal growth to help you move beyond rigid performance habits.Tune in to learn:How to break free from the indoctrination of hardcore productivity advice that neglects the emotional resilience needed for lasting change.The transformative power of holding paradox—the essential ability to make space for seemingly opposite truths, such as grief and joy, to exist at the same time.How to bridge the gap between rigid action and a holistic, kind approach to change by honoring your internal guidance system.Practical ways to slow down and distill direction from distraction, allowing you to build unshakable self-trust from the inside out.By shifting your focus from doing to being, Katya helps you find the clarity needed to lead with both authority and heart.Free Gift: Guide to Figuring Out Your Next Steps Using Ikigai and AI"So...what am I doing with my life?" Have you ever asked yourself this question? You're not alone! Perhaps you're starting or switching careers. Maybe you've hit a pivotal point and feel lost or overwhelmed by options. Clarify your purpose with your Guide to Figuring Out Your Next Steps Using Ikigai and AI!Katya's Giveaway Contribution: 50-Minute Coaching IntensiveIf you find yourself panicking at the thought of giving a talk or presentation, you've not alone AND you're in the right place! Join a 50-minute coaching intensive focused on your public speaking skills, where we build your confidence for your upcoming talk. You'll walk away with 3 content-building frameworks and 3 delivery skill tools to wow your audience from a professional keynote and TEDx speaker and 700-workshop facilitator.  Connect with Katya: Website | Instagram ---Enter the Book Launch Celebration Giveaway!

Send a textReal CEO Confidence in Uncertain Times | Leading Through Chaos with Rome MadisonWhat does real CEO confidence look like when the pressure is high, the answers aren't clear, and uncertainty feels constant?In this episode of The Frustrated CEO Podcast, Patrick and Patsy sit down with executive coach and leadership strategist Rome Madison to unpack how today's CEOs and founders can stay grounded, decisive, and confident—even while navigating chaos, complexity, and rapid change.Rome shares a practical leadership framework built on self-acceptance, competence, and strategy, and explains why humility, customer proximity, and embracing uncertainty are not weaknesses—but competitive advantages. This conversation offers real-world guidance for leaders who feel stretched thin, stuck in complexity, or overwhelmed by constant demands.Whether you're leading a fast-growing company or steering an organization through turbulent times, this episode delivers clarity, perspective, and actionable insights for leading with confidence when certainty is off the table.

This episode is the second in a special FEI Podcast series spotlighting past speakers from Financial Executives International's ICONS: Leaders in Finance event – designed to build momentum toward ICONS 2026. Heather Cole, Executive Coach and Business Analytics Advisor at Lodestar Solutions, Inc., interviews Patti Humble, former Chief Accounting Officer at UPS, Institute of Management Accountants board member, and Golden Seeds investor. Patti reframes careers as “jungle gyms, not ladders,” sharing the pivotal moment when she walked into her leader's office and asked for a promotion—only to learn she wasn't even being considered. That courageous ask set off a chain reaction that ultimately led her to the C-suite. Together, Heather and Patti explore: Why “don't ask, don't get” is a leadership strategy, not a slogan How finance leaders earn influence by shifting from black-and-white answers to business-shaping questions What real transformation leadership requires: hearts, minds, and momentum—not just project plans The power of building an external network to accelerate decisions and reduce friction Patti's next chapter as a board-ready leader and angel investor supporting women-led startups through Golden Seeds If you've ever assumed that hard work alone would get you noticed, this conversation offers a better playbook—because excellence is impressive, but advocacy is what changes your zip code. Learn more about FEI's 2026 ICONS: Leaders in Finance at: https://www.financialexecutives.org/icons2026Special Guest: Patti Humble.

In this episode Jared and Les Csorba discuss executive leadership and talent trends in the oil and gas industry, drawing on Les's experience at Heidrick & Struggles. They examine current hiring challenges, shifts in executive management, and the skills leaders need to navigate ongoing industry change. The conversation also addresses the role of self-awareness in effective leadership and its impact on organizational performance. Together, they outline key considerations for developing and retaining strong leadership in a changing energy landscape.For more information and show notes visit: https://bwmplanning.com/post/122Connect With Us:Facebook - https://www.facebook.com/BrownleeWealthManagement/?ref=py_c Linkedin - https://www.linkedin.com/company/brownlee-wealth-management/Disclosure: This information is for informational purposes only. Nothing discussed during this video should be interpreted as tax, legal, or investment advice. If you have questions pertaining to your specific situation, please consult the appropriate qualified professional.

In this compelling episode of Start With a Win, Adam Contos sits down with empathy strategist and bestselling author Maria Ross for a conversation that challenges outdated leadership myths and reframes what it truly means to lead in today's world. With sharp insight, real-world perspective, and an energizing presence, Maria invites listeners into a deeper exploration of how modern leaders earn loyalty, navigate tension, and build organizations people actually want to follow. This episode doesn't preach - it provokes, stretches assumptions, and leaves you leaning in for what comes next.Maria Ross is the founder of Red Slice, helping organizations drive growth through empathy-driven leadership, branding, and culture. For nearly 20 years, she has worked with startups, nonprofits, and enterprise brands - including Splunk, GSK, Salesforce, and LogicGate - to sharpen messaging, elevate brands, and build strong cultures, leading clients to acquisitions and IPOs.A sought-after speaker and the author of The Empathy Edge and The Empathy Dilemma, Maria also hosts The Empathy Edge podcast. Her insights have appeared on MSNBC, NPR, Forbes, and Newsweek. She lives in Northern California with her family and a lively mix of pets - and a deep love for British crime dramas and Jeopardy!00:00 Intro02:25 A two-year old gave her the idea!05:03 What is the definition – for business?08:05 What are the five pillars?11:31 Last pillar is not what you think, keep listening….14:55 Powerful, powerful quote, you may need to rewind and really listen!22:01 This is your competitive edge. 27:37 This is the misunderstanding… 28:20 And here it is!32:20 I don't check emails until I complete this.https://www.red-slice.com/https://red-slice.com/podcast/Book:  https://red-slice.com/the-empathy-dilemma-book/https://www.instagram.com/redslicemaria/?hl=enhttps://www.linkedin.com/in/mariajross/https://www.facebook.com/redslicehttps://www.youtube.com/user/mariajross===========================Subscribe and Listen to the Start With a Win Podcast HERE:

In Episode 123, we talked about Reveal—the courage it takes to finally look at what's already shaping your behavior, your decisions, and your results. Today, we move into Part 2: Reclaim. Because once you can see your narrative identity, you don't get to stay neutral anymore.   Not choosing… is still choosing. And that choice always comes with consequences. In this episode, I explore why reclaiming your narrative identity is fundamentally about making intentional choices—especially as teams and organizations that want to create something new, meaningful, and lasting. In this episode, we explore: Why avoiding a decision doesn't protect you from consequences—it guarantees them How passive choices quietly shape team culture and outcomes What it really means to reclaim your narrative identity (hint: it's not about keeping everything) Why teams that don't choose their narrative identity end up being driven by shadow identities How unspoken assumptions sabotage alignment, strategy, and innovation Why narrative identity work must be done together and out loud In Episode 125, which is the final episode of this 3-part series, I'll walk you through Reframe—the step where you intentionally reconstruct a new narrative identity that sets you up to create and innovate in power. Reveal shows you what's there. Reclaim helps you choose what stays. Reframe is where the future gets built. Are you ready to do this work now?  If you're ready to reclaim your creating power and help your team reveal, reclaim, and reframe its narrative identity, email me at:

Senior leaders often focus on strategy, execution, and results, but the real differentiator at the executive level is self awareness and trust.In this episode of The Executive Appeal, Alex D. Tremble sits down with Brad Eckerdt, Fractional Corporate Development Officer at Emerson Consulting, LLC. Brad brings decades of experience across military leadership, investment banking, M&A strategy, and corporate development, with over $20 billion in capital markets experience.Together, they explore how executive mindset, personal accountability, and emotional intelligence shape team performance. Brad shares lessons from his upbringing, his time as a Naval aviator, and his work advising leadership teams navigating complex decisions and high pressure environments.This conversation dives into why bad situations rarely fix themselves, how leaders must address misalignment early, and why professionalism and expectations matter more than personality conflicts. Brad also explains how leaders can balance high standards with empathy, motivate teams without lowering the bar, and create cultures where people take ownership rather than escalate every issue.If you are a senior leader who wants a team that thinks critically, communicates clearly, and operates with trust and accountability, this episode offers grounded, real world insight on how leadership presence and mindset shape results.

What does it take to shift from goal-driven leadership to identity-led leadership? In this episode, we sit down with Bianca D'Alessio — star of HBO Max's Selling the Hamptons, top-ranked real estate broker, and author of Mastering Intentions: 10 Practices to Amplify Power and Lead with Lasting Impact. Bianca shares why ambition isn't the enemy — misalignment is, and how setting intentions (not just goals) transforms your confidence, leadership style, relationships, and long-term success. Timestamps00:00 Intro: Goal-driven vs identity-led leadership 01:15 Why Bianca felt successful… but not aligned 03:10 The real shift: “Who am I becoming?” 05:00 Reframing failure into growth + resilience 06:20 Why Bianca seeks failure (and what it unlocks) 07:45 Perfectionism kills creativity + connection 08:30 Leading with vulnerability vs being “stoic” 09:20 How to know you've hit a growth ceiling 11:00 Work identity vs personal identity (and why it causes crisis) 12:10 “If you don't want to be a people person… don't be a manager.” 13:40 Mastering Intentions: transformation starts with self-awareness 15:40 Bianca's family intervention moment (rock bottom clarity) 19:45 Teamship: why life and leadership aren't solo sports 23:10 Stop trying to be liked by everyone — focus on respect 25:50 When inner circle resistance reveals your priorities 27:20 What misalignment feels like (the warning signs) 29:10 Bianca's alignment reset: daily/weekly check-ins + giving yourself grace 30:20 Bianca's #1 tip: write down your story + use it as your superpower 31:10 Where to find Bianca + closing remarksConnect with Bianca D'AlessioWebsite: biancadalessio.com Book: Mastering Intentions: 10 Practices to Amplify Power and Lead with Lasting Impact (Available on Amazon) Follow Bianca: LinkedIn, InstagramCalls to Action✔️ Subscribe to the podcast, leave a review, and share this episode with a colleague, friend, or leader who needs alignment right now ✔️ Watch on YouTube: Shed the Corporate Bitch TV ✔️ Follow the show: balloffirecoaching.com/podcastSupport the show

Nobody becomes an icon by staying comfortable. In this special ICONS: Leaders in Finance edition of the FEI Podcast, Heather Cole – Executive Coach and Business Analytics Advisor at Lodestar Solutions – interviews Amber Kinney, Chief Financial Officer of the American College of Emergency Physicians. Amber's career path is anything but traditional. From a background in the performing arts to executive leadership in nonprofit organizations with life-saving missions — including Mothers Against Drunk Driving — Amber shares how conscious career choices, grit, and faith shaped her leadership journey. In this conversation, Amber and Heather dive into: Taking bold career leaps even when you feel “in over your head” Reframing imposter syndrome as a growth signal The power of networking, mentoring, and asking for help Leading with purpose in nonprofit and healthcare organizations Silencing negative voices and protecting your confidence The importance of balance, self-care, and resilience in high-impact roles This episode kicks off a series spotlighting past speakers from Financial Executives International's ICONS: Leaders in Finance event, designed to inspire finance leaders and build momentum toward ICONS 2026, taking place on March 25, 2026 at the Ritz-Carlton in Laguna Niguel, CA and virtually on April 22, 2026. Learn more at www.financialexecutives.org/icons2026.Special Guest: Amber Kinney.

As organizations accelerate their use of AI and automation, one critical question remains: where does human judgment still matter most?In this episode of the People/AI Strategy Forum, Sam Reeve is joined by Brian Beckcom to explore why leadership, experience, and human discernment cannot be replaced by algorithms alone. While AI can improve efficiency and decision support, Brian argues that judgment, ethics, and accountability must remain firmly in human hands.This conversation unpacks the limits of automation, the risks of over-reliance on data-driven systems, and the leadership capabilities required to balance technology with responsibility. Together, Sam and Brian discuss how leaders can leverage AI without surrendering the human elements that drive trust, culture, and long-term performance.This episode is especially relevant for executives, founders, and HR leaders navigating AI adoption while remaining accountable for people, outcomes, and organizational integrity. Key Topics Covered:The limits of AI and algorithmic decision-makingWhy human judgment remains essential in leadershipAccountability, ethics, and decision ownership in AI-enabled organizationsBalancing automation with trust and cultureWhat leaders must retain control over as AI adoption growsIf you enjoyed this episode, follow the People/AI Strategy Forum on your preferred podcast platform and join the conversation! About the People/AI Strategy Forum The People/AI Strategy Forum explores how leaders navigate the intersection of people strategy, leadership, and artificial intelligence. Hosted by Sam Reeve, Founder & CEO of CompTeam, the Forum features conversations with executives, practitioners, and experts shaping the future of work. Learn more about CompTeam and the People/AI Strategy Forum at compteam.net.

Campbell Mitchell, M.B.A., is Head of Food Safety and Compliance for Kraft Heinz North America. He has more than 30 years of international experience in food safety, quality management, and risk mitigation. Prior to joining Kraft Heinz, Campbell served as Vice President of Quality and Safety at Fairlife LLC, a $4-billion Coca-Cola-owned dairy brand. He has also held senior leadership roles with Kerry Group and Almarai in the Middle East. Additionally, he founded a consultancy that supported Tiger Brands in Africa. A microbiologist by training, Campbell holds a Postgraduate Diploma in Business Administration from Massey University in New Zealand. He frequently speaks at industry events on the topics of food safety culture and sustainability. In this episode of Food Safety Matters, we speak with Campbell [38:24] about: His childhood experience of growing up in different parts of the world and how it prepared him for an international career working in cross-cultural environments What led Campbell from an education in microbiology to a profession in food safety, which he describes as "more of an art than a science" What his role at Kraft Heinz entails, such as communicating that food safety is more than just lab testing—it's about every decision made within the organization The drivers behind and work involved in Kraft Heinz's decision to phase out synthetic food colorings from its U.S. product portfolio How Campbell manages high-level leadership responsibilities with the task of meeting technical and regulatory requirements for food safety and quality The difference between food safety professionals' and consumers' concepts of "food safety" and how consumer demand influences business decisions Kraft Heinz's near-term objectives for strengthening organizational food safety culture and compliance, starting with an enterprise-wide food safety culture survey Examples of how digital tools can be used to proactively address food safety in complex supply chains, such as artificial intelligence (AI) for predicting when clean-in-place (CIP) needs to be conducted. News and Resources Eat Real Food: New U.S. Dietary Guidelines Name and Shame 'Highly Processed Foods' [6:29] USDA-FSIS Describes Vision for Science-Based Approach to Reducing Salmonella in Poultry [14:35] GAO Identifies Areas in Which FDA Has Yet to Fulfill FSMA [24:40] Journal Retracts Hallmark Glyphosate Safety Study, Increasing Cancer Concerns [28:33] EU Provides Guidance on Shelf-Life Studies to Reflect New Listeria Criteria for RTE Foods [35:09] Sponsored by: Michigan State University Online Food Safety Program We Want to Hear from You! Please send us your questions and suggestions to podcast@food-safety.com

I am hooked! I can't stop watching and listening @TarynSmithMovement on Instagram.She is rowing across the Atlantic all by herself... she's on roughly, Day 44. What can a 24-year-old rowing solo across the Atlantic teach seasoned corporate leaders about courage, endurance, fear, and leadership?More than you think.In this episode, we explore leadership through an unexpected but powerful lens: crossing an ocean alone. This is not an adventure story—it's a leadership case study on how to lead when certainty disappears, fear shows up, and endurance matters more than intensity.If you're navigating ambiguity, pressure, burnout, or high-stakes decisions, this episode will challenge how you think about strength, courage, and what leadership actually requires today.⏱️ CHAPTERS / TIMESTAMPS00:00 – Opening  Leadership when the horizon disappears02:10 – Why an Ocean Is a Leadership Classroom Uncertainty, isolation, and sustained effort04:45 – Leadership vs. Management Why leadership must work without clarity07:30 – Endurance Over Intensity Why you can't sprint leadership (or an ocean)11:15 – Burnout and Corporate Myths Why exhaustion is not a credential14:20 – Fear as Data, Not Danger How leaders misuse fear—and how to use it properly18:30 – When Fear Becomes Taboo The innovation cost of fear-based cultures22:10 – Beginner's Mind and Adaptability Why leaders must become students again25:40 – Solo Doesn't Mean Alone Vulnerability, support, and leadership trust28:45 – Practicing Courage Daily You don't need an ocean to lead boldly31:00 – Final Reflection & Call to Action What's the ocean you're facing right now?FREE BONUS - Start assessing your leadership capability with our free Powerhouse Communication Assessment. DOWNLOAD HEREKEY TAKEAWAYS• Leadership isn't proven by certainty—it's revealed by consistency under uncertainty • Endurance beats intensity in long-term leadership effectiveness • Burnout is not a leadership credential • Fear is information; suppressing it kills innovation • Cultures that shame fear create cautious leaders, not bold ones • Beginner's mind is a strategic advantage, not a weakness • Vulnerability builds trust without eroding authority • Courage is a daily practice, not a personality trait

On a cold January day in South Carolina, Jamie and Matt Staub unpack why focus is one of the most underrated leadership skills—especially in healthcare, where everything can feel urgent. They break down how leaders decide what deserves attention, how to “push pause” on non-emergencies, and why coaching people through problems is often more effective than absorbing them. The conversation also explores decision fatigue, the difference between being busy and being focused, the role of habits (including insights from Atomic Habits), and how boundaries protect the work that actually moves the mission forward. Along the way, they normalize attention struggles, reframe “failure” as part of growth, and offer practical ways to stay aligned to goals without losing empathy or accessibility.

This episode of Start With a Win is a no-nonsense wake-up call for leaders who refuse to drift into the future unprepared. Adam frames a bold close to 2025 and a decisive launch into 2026, he blends hard data, lived experience, and unfiltered conviction to challenge how leadership is actually practiced when the pressure is real. It's not motivational fluff or distant theory - it's a sharp, energizing look at what separates those who gain momentum from those who get left behind. If you're ready for a candid, high-octane perspective that will make you reassess how you lead, work, and show up when it counts, this is an episode you'll want to hear all the way through and even need to re-watch!⚡️FREE RESOURCE:

It's time for us to leave our ostrich ways behind. In Part 1 of this three-part series, I'm calling us in to stop avoiding the things we don't want to see. Because what we refuse to look at doesn't disappear. It quietly works against us—undermining our creativity, momentum, strategy, and our ability to create real impact together. This episode is about revealing your narrative identity: making the invisible visible, giving voice to what's been assumed, and naming what's already shaping (and sabotaging) what you're trying to build. In this episode, I explore: Why "not looking" is one of the most common and costly patterns for individuals and teams How narrative identity silently determines how far we can create, build, and innovate The critical difference between thinking something and saying it out loud or writing it down Why making the implicit explicit is a lost art and essential leadership work How avoidance shows up as "spinsville" in teams, strategy, and planning Why clarity requires contrast (and why that discomfort is necessary) The Reveal Work: 6 Questions I Invite You (and Your Team) to Ask This first step—Reveal—is grounded in six foundational questions. I especially want you to do this work with your team, organization, or movement: Who are we? Who do we belong to? Why do we exist? What are our values—lived, not laminated? What do those values mean for what we will and won't do? What do we believe—and invite others to believe with us? These questions don't create a mess. They reveal the mess that's already there so we can finally do something about it. Why this work matters I've learned (sometimes the hard way) that: We can't fix what we won't see. We can't create beyond who we believe we are. Teams divided on identity will always pull apart, not together. Strategy, vision, and goals fail when identity work is skipped. Asking these questions doesn't cause misalignment. It exposes what's already working at cross-purposes. A note on support If you're thinking, "This feels too messy to do on our own," you're probably right. I share why facilitated space, patience, and structure matter when teams do this work and how I support groups through Revealing, Reclaiming, and Reframing their narrative identity so they can move forward with real momentum. Coming next in the series Part 2: Reclaim — Choosing the parts of your narrative identity that are lost that you want to keep, and which ones you want to get rid of  Part 3: Reframe — Rebuilding a narrative identity from the parts that work and which will let you create what you're here to create

Send us a textIn this episode of The Frustrated CEO Podcast, hosts Patrick Lyons and Patsy Feeman sit down with Mohammad Anwar, CEO of Softway and co-founder of Culture+, for a candid conversation on leadership, company culture, and business transformation.Mohammad shares his powerful origin story, how rapid success left him “power drunk,” and how Softway's once-strong culture turned toxic—nearly driving the company into bankruptcy. He reveals the pivotal turning point that sparked Softway's turnaround: hearing a coach describe the company's comeback as being driven by love as a business strategy.In this episode, you'll learn what love in leadership really means (and why it's neither romantic nor soft), why behaviors—not values—define culture, how to build change-ready organizations, and why sustainable culture change requires leaders to own mistakes, apologize, and seek forgiveness, not just roll out new policies or processes.This conversation is a must-listen for CEOs, founders, and leaders navigating culture change, leadership burnout, and the real work of building resilient, human-centered organizations.

Thriving as a Woman in LeadershipFeaturing Shauna MoranWhat does it take to truly thrive as a woman in leadership today?In this episode of the People Strategy Forum, Shauna Moran joins the conversation to discuss the realities women face in leadership roles—including visibility, expectations, and influence—and what it takes to lead with confidence, authenticity, and impact.Shauna shares insights from her professional journey and offers practical guidance on building executive presence, navigating leadership challenges, and developing the support systems that help women succeed. The discussion also explores how organizations can create cultures that empower women leaders and support long-term growth and engagement.In this episode, we cover:Leadership challenges commonly faced by womenBuilding confidence and executive presenceLeading authentically while managing expectationsThe role of mentorship, sponsorship, and alliesCreating workplace cultures where women leaders can thriveThis episode is ideal for executives, HR leaders, and people strategists committed to developing inclusive leadership and strengthening the future of work.If you enjoyed this episode, follow the People/AI Strategy Forum on your preferred podcast platform and join the conversation! About the People/AI Strategy Forum The People/AI Strategy Forum explores how leaders navigate the intersection of people strategy, leadership, and artificial intelligence. Hosted by Sam Reeve, Founder & CEO of CompTeam, the Forum features conversations with executives, practitioners, and experts shaping the future of work. Learn more about CompTeam and the People/AI Strategy Forum at compteam.net.

In this episode of the Your Health University Podcast, Jamie sits down with Matt Whitehead, Chief Ancillary Officer at Your Health, to unpack one of leadership's hardest realities: you rarely have all the information you want when decisions matter most.Drawing from decades of healthcare leadership experience, Matt explains how early decisions were driven almost entirely by gut, ethics, and urgency—long before real-time data existed. Together, they explore the balance between data and instinct, confidence and humility, decisiveness and recklessness.This conversation tackles real leadership tension: when waiting causes harm, when momentum matters more than perfection, and why doing nothing is often the most dangerous choice. Matt also shares a candid leadership failure, what it taught him, and how Your Health built a culture where mistakes are learning tools—not career-ending moments.If you lead people, teams, or systems—especially in healthcare—this episode reframes uncertainty not as a weakness, but as the proving ground of great leadership. www.YourHealth.Org

What You'll Learn: In the first half of the episode, the conversation focuses on the foundations of effective change and project success. Dave shares insights on the importance of executive support, strong project management, and understanding the real problems teams are trying to solve. The discussion highlights why improvement efforts often stall and how leaders can create clarity by engaging the right stakeholders early.Key Takeaways:Why executive support can make or break improvement effortsHow a clear problem definition sets the foundation for successLinks: Click Here for Dave Kippen's LinkedInHuman, Pet, and Animal Nutrition Company: WebsiteLean Solutions Website

n this powerful episode, Lucas Mack sits down with Jeremy Nulick, founder of Boulder Futures, to explore what most leaders avoid talking about: emotion, identity, and the deeper human story behind business strategy.Jeremy shares his journey from journalism to strategic foresight, and challenges the modern assumption that business is purely analytical. Instead, he argues that business is a creative act—built on narrative, meaning, imagination, and the courage to make decisions that shape the future.Together, Lucas and Jeremy dive into:Why storytelling isn't just marketing — it's strategyThe hidden struggle many executives face: emotional suppressionWhat happens when your identity becomes your titleTrauma, recovery, and the way pain can distort visionHow hope is a discipline that leaders must reclaimWhy vulnerability and human connection are essential for building lasting organizationsThis conversation is for founders, executives, creatives, and anyone who feels the tension between success on paper and emptiness inside.Because the future won't be built by people who numb themselves.It will be built by people who are brave enough to be human.

Premise For decades, the standard leadership playbook has been built upon an ironclad, yet increasingly fragile, triad: vision, strategy, and execution. While these pillars are foundational, they are no longer sufficient to navigate the complexities of the modern knowledge economy. A significant, transformative chapter is missing from the manual—one that addresses the human engine of performance. We have been conditioned to believe that leadership is exclusively "serious work" and that joy is a frivolous activity, which is at best emerges as after work activities and at worst considered a liability to be checked at the door.   This cultural perception has architected a structural deficit in our organizations. Leaders and their teams find themselves "drudging to work," trapped in a cycle of professional survival rather than creative thrive-states. This has led to a significant percentage of of employees having checked out at work and just going through the motions.   We treat fun as a distraction, something reserved for after-hours or relegated to the periphery of "real" work. This is one of the most damaging assumptions in modern business. It creates a false dichotomy that suggests one must choose between delivering results and experiencing joy. As an Executive Leadership coach, I contend that this dichotomy is not only false but strategically dangerous. Treating play as a distraction rather than a performance engine directly degrades a team's capacity for innovation.  In an era where the primary differentiator is the quality of thought, the traditional leadership playbook is suffering from a cognitive bottleneck. To remain competitive, we must dismantle this outdated view and recognize that play is a competitive necessity, a high-performance engine designed to galvanize teams and produce superior outcomes. The High-Performance Definition of Play To leverage play as a strategic asset, we must first strip away the superficiality that often surrounds the concept in corporate circles.  Strategic play is not found in the aesthetics of Silicon Valley—it is not about installing ping-pong tables, stocking breakrooms with board games, or the hollow performance of "mandated fun" events that often feel more like an obligation than an escape. These are mere pastimes; they do not drive performance. Instead, we must adopt an operational definition: play as an intentional, high-performance psychological and physiological state.  It is about architecting an environment where teams can achieve a state of "flow" while tackling their most rigorous and demanding objectives. In this state, the traditional friction of work evaporates and teams end up doing a lot more work with a lot less stress.  This lack of stress, despite the immense workload proves that play is not the absence of work; it is the absence of the psychological friction that usually accompanies work. When work is operationalized as play, the team doesn't just work harder; they work with a clarity and resilience that "serious" drudgery can never replicate. Six Elements of Play To move from theory to tactical application, we must look at the structural components of play. Organizational researcher Scott Eberle identified six core elements that define a playful mindset.  When leaders intentionally weave these elements into the cultural fabric of their teams, they transform the very nature of the work being produced. 1. Anticipation: The Catalyst for Engagement Anticipation is the palpable excitement that arises from looking forward to a challenge. In a professional context, this is the antidote to "initiative fatigue." Just as an athlete anticipates the opening whistle, a high-performing team thrives when the challenge ahead is framed not as a burden, but as an opportunity for discovery. Anticipation acts as the mental "hook." In modern business environments, specifically those utilizing Agile methodologies, anticipation transforms a "backlog" from a list of chores into a series of upcoming hurdles to be cleared. It primes the team to be mentally "in the game" before the first line of code is written or the first slide is designed. 2. Surprise: Disrupting Cognitive Entrenchment Surprise involves the novelty and unexpected discoveries encountered during a project. Significant challenges naturally produce new insights, both positive and negative. Surprise is the primary catalyst for innovation. In a "serious" environment, the unexpected is often viewed as a risk to be mitigated. In a playful environment, surprise is welcomed as a means to break routine thinking and force the brain to make new, non-linear connections. It disrupts "cognitive entrenchment"—the tendency for experts to rely on outdated mental models—and opens the door for genuine breakthroughs. 3. Pleasure: Sustaining the Performance Loop Pleasure is the intrinsic satisfaction derived from the activity itself. When the reward is the work, the team is in the process of achieving a sustainable loop of high performance. In many organizations, motivation is extrinsic—driven by bonuses, titles, or fear. Pleasure, however, provides a more durable fuel. It ensures that high-quality output is driven by internal satisfaction, which significantly reduces the attrition and burnout associated with high-pressure environments. 4. Understanding: The Currency of Progress Understanding is the "aha!" moment—the specific point in time when a complex problem is seen from a fresh perspective and the mental gears finally click into place. In the knowledge economy, these moments of insight are our most valuable currency. By fostering a playful environment, leaders lower the "cognitive load" and reduce the pressure that often blocks insight. This makes these "clicks" of understanding more frequent and more profound. 5. Strength: Architecting Mastery Strength is the feeling of competence and mastery that follows the process of overcoming a challenge. It is the psychological "high" of knowing one is capable, skilled, and efficacious. Mastery builds the confidence necessary for calculated risk-taking. When a team feels "strong" in their capabilities, they are more likely to push boundaries and explore unconventional solutions. This sense of mastery is the foundation of a "growth mindset" within the organization. 6. Poise: The Buffer Against Crisis Poise is the sense of grace, composure, and confidence that comes from operating at one's peak performance. It is the hallmark of a leader who is fully present. Poise is the ultimate defense against the "amygdala hijack"—the stress response that shuts down higher-order thinking during a crisis. A team operating with poise can remain calm and effective under extreme pressure, ensuring that they bring their "A-game" to high-stakes situations without being paralyzed by the fear of failure. The Chemical Formula for Peak Performance These six elements are not a buffet from which to choose from. They function as a unified chemical formula. When orchestrated correctly, they prime the brain for engagement and move the team toward a state of "effortless mastery or FLOW".  The formula functions through specific pairings that build a narrative of performance: Anticipation and Surprise (The Priming Phase): These two elements work in tandem to prime the brain for engagement. Anticipation focuses the attention, while surprise keeps the brain plastic and receptive to new information. This combination prevents the stagnation that occurs when work becomes predictable and monotonous. Pleasure (The Fuel Phase): Pleasure provides the intrinsic motivation necessary to sustain high effort over the long term. It is the cooling system for the high-performance engine, allowing for "immense hard work" without the friction of stress. Understanding and Strength (The Immersion Phase): These elements build the confidence required for deep immersion. When a team feels they understand the problem space and possess the strength to navigate it, they can commit fully to the task. This eliminates the "imposter syndrome" and hesitation that often slow down innovation. Poise (The Flow Phase): Poise is the result—the effortless mastery that defines a "flow state." It is the pinnacle of performance where the individual or team operates at maximum potential, moving through complex tasks with a sense of grace and composure. In an economy where the primary differentiator is the "quality of thought," the ability to architect an environment for consistent flow is the single greatest lever a leader possesses. If the brain is stressed, it is physiologically incapable of producing high-quality thinking. By using this chemical formula, you are literally optimizing the neurochemistry of your organization. Quantifying the ROI of Play or Joy The integration of play is not a "soft" initiative; it is a cold, calculated investment in Cultural Resilience.  For the strategist, the ROI of play or joy is measurable, when looked through three distinct lens: Personal Impact: The Executive Shield For the individual leader, the benefits of a playful mindset are immediate. It enhances the ability to solve complex, "wicked" problems by unlocking new creative connections that are inaccessible in a state of drudgery.  More importantly, it acts as a critical defense against burnout. By reducing work-related stress, play builds individual resilience, ensuring that the leader's productivity remains top-notch even during periods of extreme volatility and work under high pressure situations.  Team Impact: The Trust Foundation When play is integrated into a team, the impact is transformative. It allows for a level of bonding that traditional "team-building" exercises, which often feel artificial, cannot match.  Play strengthens communication and forges a powerful sense of togetherness through shared challenges and shared insights.  It builds a foundation of psychological safety where team members feel comfortable being vulnerable and taking risks. As the principle states: "Teams that play together stay together." Organizational Impact: The Strategic Asset At scale, this approach defines the entire organization. A culture where joy is expected is a culture worth belonging to.  This manifests as higher employee engagement, a free flow of creative ideation, and a measurable increase in overall productivity. It turns the organization into a "fulfilling place to work," a powerful differentiator in the war for talent.  When play is a core component of the culture, the organization becomes more agile, more innovative, and more capable of enduring market shifts. The Leader's Mandate - Be a Role Model The evidence is no longer anecdotal; it is a proven strategy for high performance. Therefore, the responsibility for integrating play falls directly on the shoulders of leadership.  It is time to dismantle the false dichotomy between results and joy and acknowledge that play is a non-negotiable component of delivering high-quality work. However, this cannot be mandated through policy. You cannot "order" a team to be in flow.  Instead, leaders must model the behavior. This is the Leader's Mandate: you must demonstrate through your own actions that fun is not only "okay" but is expected. What does this look like in practice? It means: Tactical Transparency: Openly celebrating a "Surprise" or an "Understanding" moment during a high-stakes meeting. Auditing Drudgery: Regularly asking, "Which parts of our current process have become mere drudgery, and how can we re-inject Anticipation or Surprise into them?" Celebrating Process, Not Just Outcome: Acknowledging the brilliance and the growth of the team even when a project doesn't reach the market or is seen as unsuccessful.  Projecting Poise: Demonstrating composure and a "playful" curiosity during a crisis, rather than signaling panic. When a leader brings their "A-game" with poise and visible enjoyment, they create the psychological safety necessary for their teams to do the same.  They signal that the work is important enough to be enjoyed. Conclusion The legacy a leader builds is ultimately defined by the environment they create. We are moving past the era of professional drudgery and into an era where the most successful organizations will be those that have operationalized joy through integrating the elements of play.  Exceptional results and genuine joy are not mutually exclusive—they are one and the same. By intentionally fostering a playful mindset and engineering an environment for flow, you do more than just build a successful organization - you create a space where teams can do their best work while actually thriving in the process.  You move from being a manager of tasks to being an architect of fulfillment. And when you integrate your AI agents into the flow of things by calling on them in each element of play and sharing their perspective, in addition to the team, you are now becoming a leader who understands how to leverage the strengths of both human and AI agents who are now part of your team. As you look at your own leadership style and the culture you are currently cultivating, ask yourself the most fundamental question of all: "Are we having fun working together?" https://youtu.be/FF7NIt0PFw8  

If you've got your eye on an executive leadership title (whether in the near term or further down the road) today's episode is for you. What most people don't realize is that the traits that make you successful as an individual contributor or middle manager aren't the same traits that will help you land (and thrive in) an executive role. In this episode, I'm sharing the advice I wish someone had told me sooner, so you can position yourself for growth into higher-level roles within your organization. From tactical pivots to mindset shifts, we're covering it all.  Let's dive in. Links mentioned in today's episode: Free Five Phrases Worksheet: https://jessguzikcoaching.com/phrases/  One-on-One Coaching: https://jessguzikcoaching.com/coaching/  My group program, The Art of Speaking Up Academy: https://jessguzikcoaching.com/academy/  

Looking for more DTP Content? Check us out: www.thereadinesslab.com/dtp-links Leadership Forged in War: Drones, Ukraine & Combat Medicine with Travis Kaufman What does leadership look like when courage, skill, and purpose are tested in real combat? In this episode of Disaster Tough, host John Scardena sits down with combat medic, warrior-educator, and humanitarian leader Travis Kaufman—a professional who deliberately went downrange into Ukraine to train combat medics operating under constant Russian drone warfare and frontline pressure. Travis didn't observe from a distance. He embedded with Ukrainian forces, teaching lifesaving combat medicine in one of the most complex warfighting environments on earth—where FPV drones, AI-enabled targeting, electronic warfare, and prolonged field care are reshaping how wars are fought and how leaders lead. His mission: multiply capability, build confidence, and ensure medics could save lives when evacuation was impossible and every movement carried risk. This episode explores leadership as action, not theory: ·      Leading and teaching under live drone threat in active war zones·      How modern warfare in Ukraine has changed training, trust, and command·      The mindset required to mentor warriors in austere, high-risk environments·      Building resilient teams when technology, terrain, and tempo collide·      Why leadership rooted in purpose and service outlasts fear and fatigue·      What the Russia–Ukraine war reveals about the future of combat leadership  This is a story of service, courage, and responsibility—of a leader who chose to step forward, share hard-earned knowledge, and risk his own life so others could go home alive. It's a rare, firsthand look at leadership where preparation, humility, and moral clarity matter more than rank or title. If you're searching for insight into leadership in war, drone warfare, Ukraine, Russia, combat medicine, modern conflict, resilience, and warrior mentorship, this episode delivers unmatched perspective straight from the field.

When tension spikes, leaders don't rise to the occasion; they fall to their default. Today we dig into those defaults with Bill Benjamin, co-author of The Last 8%, and unpack why smart, well-intentioned people either blow up or go quiet when it matters most—and how to do better without losing your edge.We start by naming the two patterns that quietly define culture under pressure: the messmaker who reacts with heat and the avoider who retreats to keep the peace. Bill explains the brain science behind both, from cortisol searing memories to the fear of social judgment that feels like physical pain. That lens changes everything: people remember you in the hard moments, not the easy ones. So we get practical. Bill shares SOS—Stop, Oxygenate, Seek information—as a simple, reliable way to step out of fight-or-flight, regain working memory, and turn certainty into curiosity. Small moves like a sip of water, open palms, or one deep breath can buy the six seconds you need to choose a better response.We then move into preparation for planned hard conversations. Clarify the exact last 8 percent you must say, set a positive intention that signals safety, and ask open questions so the other person talks first. You'll hear why many people self-diagnose if given space, how to draw out their last 8 percent, and how to model being coachable without giving up standards. We close with tactics to reset a reputation: share your growth edge with genuine vulnerability, invite real-time cues from your team, and follow up to measure progress. The result is a culture where people trade ego for empathy, certainty for curiosity, and silence for shared truth.If this sparked an insight, share it with one person who needs it. Subscribe on YouTube or your favorite podcast app, and leave a quick review to help more leaders find the show. Which are you under pressure—messmaker or avoider—and what last 8 percent will you tackle this week?

In this 2026 edition of Experiencing Healthcare, we open the year with a deceptively simple leadership question: who's the hardest person to lead? The answer isn't a teammate—it's yourself. Through humor, real-world CEO moments, and hard-earned reflection, Matt unpacks why self-leadership is often overlooked, how boundaries are actually discipline in disguise, and why emotional regulation is the foundation for every decision you make—especially in a “heavy” industry like healthcare. The takeaway: if you want to lead others well this year, start by leading you with intention.

What does modern leadership actually require—and why do toxic leaders continue to rise, even in companies that claim to value culture?In this episode of the Spartan Leadership Podcast, Josh Kosnick sits down with Lyndsay Dowd—former IBM executive, Harvard guest lecturer, bestselling author, and founder of Heartbeat for Hire—for a raw, honest conversation about leadership, power, burnout, and reinvention at any age.Lyndsay shares her personal leadership journey, the moment she was fired after 23 years in corporate leadership, and why that experience became the catalyst for building heart-led, high-performance cultures. Together, Josh and Lyndsay explore why top performers don't always make great leaders, how burnout is often a signal—not a weakness—and why leading with heart isn't soft, it's strategic.This episode is for leaders who are tired of performative culture talk and want leadership that actually works.Topics covered: • Why toxic leadership keeps getting rewarded • Power vs. responsibility in leadership • Reinventing yourself at any stage of life • Separating identity from title and performance • Burnout, trust, and psychological safety • What heart-led leadership really looks like in practice

As we reflect on 2025, this episode pulls together the most important themes shaping the year ahead — from the rapid acceleration of AI and automation, to the evolving realities of security, leadership, and trust in an increasingly complex world.What was once hidden behind the scenes is now accessible to everyone. AI has moved from the “Matrix” into daily workflows, forcing organizations to rethink efficiency, security, and human value. At the same time, rising geopolitical tension, information warfare, and emerging technologies like quantum computing are redefining what risk really looks like — both for businesses and for people.This conversation also explores the human side of 2025: leadership under pressure, the importance of culture, mentorship, and professionalism, and why kindness, trust, and preparation are no longer “soft skills,” but strategic advantages.From executive protection and estate management to corporate security, AI leverage, and career longevity, this episode highlights where leaders must adapt — and where getting it wrong even once can have lasting consequences.KEY HIGHLIGHTSAI has crossed a critical threshold — no longer theoretical, but operational, accessible, and increasingly powerfulAutomation and optimization are now survival tools, not optional efficienciesSecurity threats are no longer siloed — digital, physical, personal, and reputational risks are deeply interconnectedQuantum computing looms as a disruptive force that could render today's encryption obsoleteExecutive protection is expanding beyond the C-suite into broader personnel and brand securityLeadership today requires relationship capital, situational awareness, and long-term thinkingCulture, kindness, and mentorship deliver measurable performance and retention advantagesCareers are becoming less linear — leverage, adaptability, and mindset matter more than pedigreeTo hear more episodes of The Fearless Mindset podcast, you can go to https://the-fearless-mindset.simplecast.com/ or listen on major podcasting platforms such as Apple, Google Podcasts, Spotify, etc. You can also subscribe to the Fearless Mindset YouTube Channel to watch episodes on video. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.