Podcasts about leadership team

Members of the BIRTH Fair Leadership Team share what you can expect at the 22nd Annual BIRTH Fair. Joining us on this week’s show: Christine Diaz — Sponsor & Vendor Coordinator Monisha Holley-Cherry — Community Outreach Coordinator Natalie Guzman — … Continue reading →

What should investors really be watching after putting money into a business?In this final episode of Series One, Lesley Thomas speaks directly to investors, private equity, growth capital, and board members about what happens to leadership decision-making once financial pressure changes the conditions around a management team. She explains why the team you assessed before the deal is not necessarily the team you have once the deal is done.Lesley explores the warning signs that can reveal hidden shifts in judgement, from decisions taking longer and items being carried between board meetings to increasing requests for analysis, compliance disguised as agreement, and bad news arriving later than it should. She also explains why investors can be both a source of the pressure and the people furthest from seeing its effects.You'll learn:Why the leadership team you assessed before a deal may behave differently once financial pressure increasesHow the conditions created by investment can quietly change leadership decision-makingThe three things management teams are unlikely to tell investors, even when they are affecting decisionsSeven warning signs investors should watch for during the first 18 monthsWhy repeated requests for more analysis can signal a change in judgement rather than a problem with the proposalsHow compliance can look like agreement when decisions are not genuinely supportedWhy bringing bad news late can cost investors the time they need to actHow hidden shifts in judgement can contribute to performance problems and unnecessary leadership changesWhy measuring leadership judgement in year one can be more valuable than replacing a management team in year threeHow portfolio-level measurement can give investors a reference point across multiple businessesResources

The way you go forward is vision. That's why vision is such a critical part of our lives. Often, the beginning of vision is simply God initiating something to get our attention.

When is a leadership team not actually a leadership team?When it's simply a team of leaders.You can bring together highly talented, experienced and successful leaders, each doing a brilliant job in their own area, without creating a genuinely effective leadership team.In this episode of Coaching Corner, Tracy Forsyth explores the important difference between individual leadership and collective leadership, and why senior teams need to take responsibility for something bigger than their own departments or functions.Tracy looks at the shift from:Reporting in to thinking togetherProtecting individual functions to taking responsibility for the whole organisationSharing updates to doing work that only the leadership team can do collectivelyFrom strategy and priorities to trade offs, culture and difficult conversations, a high performing leadership team becomes more than the sum of its individual members.It becomes a leadership system in its own right. If you lead, work with or develop senior teams, this episode asks an important question:Do you have a leadership team, or simply a team of leaders?#FastTrackToFearless #TracyForsyth #BeFearlesslyYou #CoachingCorner #Leadership #LeadershipTeam #CollectiveLeadership #SeniorLeadership #LeadershipDevelopment #HighPerformingTeams #ExecutiveLeadership #TeamEffectiveness

Your leadership team keeps solving the same problems over and over, and it's not because they're bad at solving problems. It's because they're too fast at it. In this episode, I break down why curiosity, not quick answers, is the skill your team is missing.Key Highlights:[00:00] Why Solving Problems Fast Might Be the Real Problem[02:16] How Leaders Lose Curiosity Over Time[07:06] Fires, Symptoms, and the Danger of "I Already Know"[11:58] Curiosity, Communication, and Accountability[19:06] Putting Curiosity Into PracticeTake the free Owner Dependency Assessment to see how much your business depends on you to solve problems like this:https://chrislocurto.typeform.com/to/upA71y2M

A team of leaders is not a leadership team. Most executive groups spend their meetings sharing information silo by silo, defer every decision to the person at the head of the table, and then relitigate the whole thing in one-on-ones afterwards.Host Ashish Kothari sits down with Alexander and Janice Caillet, co-founders of Corentus and two of the most experienced team coaches in the world. They walk through the two telltale signs that your team is really a working group, the collective work products only a true team can produce, and how one executive team cut 100 meeting hours a year while finishing its strategic plan in half the time by doing it together. What the top team does echoes through every cross-functional meeting below it.For CEOs, executive team members, and anyone tired of drowning in meetings that decide nothing.What You Will Learn:1. Diagnose before you fix.If the meeting is information sharing silo by silo, and the real problem solving happens afterwards in one-on-ones, you have a working group. Name it honestly.2. Give the team work only the team can do.The strategic plan, succession, board prep, culture change. Move information sharing to pre-reads and reserve the room for deciding.3. Wear both hats at once.Walk in as a functional leader and as a member of the organization's leadership team. Compromise stops feeling like losing when you are solving for the whole organization.4. Have a move for the standoff.Stop and name it, hear each side's perspective and needs, then build the solution together. Even half of that lowers the temperature.5. How you meet is the culture.Everyone below is watching how the top team gets along. Run one experiment this week and watch what changes.Episode Chapters:02:58 The clearest signs a leadership team is really just a working group: siloed updates in meetings and real decisions happening in side conversations afterward.07:20 The core shift to stronger teamwork: shared goals, collective work products, intentional meeting design, and clearer decision-making.14:52 Why every executive needs to wear two hats: representing their function while acting as a member of the enterprise team.18:09 The RAFT self-awareness framework: how thinking, feelings, actions, and results shape the way leaders show up.20:29 A practical way to move through conflict: pause, hear each perspective, uncover needs, and work toward a shared solution.32:45 The strategic-planning example: how one executive team reduced ineffective meeting time and completed planning in roughly half the time by doing the hard work together.Resources:Connect with the GuestsLinkedIn: Alexander CailettLinkedIn: Janice CailettCompany website: Corentus Connect with the HostLinkedIn: Ashish KothariWebsite: Happiness SquadBook: Hardwired For HappinessYouTube: Happiness Squad ChannelTEDx: How to make flourishing your competitive edgeIf this conversation sparked something for you, please subscribe and leave a review, it takes 30 seconds and helps more people discover the show.

What moves us from where we are to where we need to be? Often, it's pain or vision. Pain can be a good motivator, but it's a bad master. Vision moves us from the inside and gives us something to move toward. And when vision is real, it doesn't remain an idea; it turns into a plan.

Your math team meets regularly. You strategize, make decisions, and talk about improving mathematics. But when everyone leaves the meeting, does the work actually move forward? Too often, teams spend more energy making decisions than putting those decisions into action. K-12 Math Leaders: Download our free Math Coherence Compass to help your teammates, system leaders, and educators create aligned instructional practices—without adding another initiative. https://makemathmoments.com/coherence-compass/Not sure what matters most when designing math improvement plans? Take this assessment and get a free customized report: https://makemathmoments.com/grow/ K-12 Math Leaders: Ready to design your math improvement plan with guidance, support and using structure? Partner with us to follow our 4 stage process. https://growyourmathprogram.com Looking to supplement your curriculum with problem-based lessons and units? Make Math Moments Problem Based Lessons & Units In this episode, Jon Orr and Yvette Lehman explore why strong teams can still get stuck in cycles of discussion and consensus. They unpack how clear ownership, predictable structures, shared direction, and psychological safety can create the right balance of autonomy and accountability—so people feel confident leaving the meeting and getting to work. In this episode, you'll explore:Why consensus can sometimes slow down math improvementHow to create greater clarity around roles, responsibilities, and ownershipThe difference between seeking input and asking permissionWhy predictable meeting structures create greater accountability between meetingsHow a Math Coherence Compass can become a filter for everyday decision-makingWhat high autonomy and high accountability can look like on a leadership teamWhy psychological safety matters when we want people to take actionHow leaders can determine whether their team has a clarity problem or a confidence problemIf your team is spending more energy deciding what to do than actually doing the work, take a look at the conditions surrounding the team itself. Ask whether people know what they own, whether they have a clear framework for making decisions, and whether they feel safe enough to act without knowing they'll get everything right the first time. The goal isn't less collaboration. It's creating the clarity, autonomy, accountability, and trust that allow collaboration to lead to action.Show Notes PageLove the show? Text us your big takeaway!Are you wondering how to create K-12 math lesson plans that leave students so engaged they don't want to stop exploring your math curriculum when the bell rings? In their podcast, Kyle Pearce and Jon Orr—founders of MakeMathMoments.com—share over 19 years of experience inspiring K-12 math students, teachers, and district leaders with effective math activities, engaging resources, and innovative math leadership strategies. Through a 6-step framework, they guide K-12 classroom teachers and district math coordinators on building a strong, balanced math program that grows student and teacher impact. Each week, gain fresh ideas, feedback, and practical strategies to feel more confident and motivate students to see the beauty in math. Start making math moments today by listening to Episode #139: "Making Math Moments From Day 1 to 180.

Recorded in Ukraine, Pastor Tim Quintrell sits down with Mike Crane of Cornerstone Church in Amite, Louisiana, to reflect on his time serving with the team. They went to pour out and love the people of Ukraine, but along the way, God poured into them. Mike shares a moment when the Lord spoke clearly to him: “I brought you here to show you My glory.”

What does it really mean to be AI-native when hiring or backing a leadership team?Chris Preston, CEO at ZEREN, a global technology recruitment firm, and Rishabh Kaul, Venture Partner at Hoxton Ventures, discuss how AI is changing the signals that matter in senior talent, from curiosity and hands-on experimentation to judgement and functional expertise. Recorded at the EUVC Summit & Awards Show in April 2026, they explore the trade-off between proven experience and AI-native thinking, how founders can rethink hiring and how investors can better assess and support leadership teams as expectations evolve.HighlightsWhat AI-native leadership looks like in practiceHow founders and investors can assess AI capabilityWhy curiosity and experimentation matter alongside experienceWhen deep domain expertise still matters moreWhy interim executives can help shape evolving rolesWhy early-stage teams should focus on standout strengths rather than perfectionTimestamps(00:00) Intro(02:00) How AI is changing leadership hiring(04:00) Why experienced leaders need to stay close to how AI is being used(06:00) How to test for genuinely AI-native thinking(07:00) Balancing proven experience with AI curiosity(09:00) The investor perspective on AI adoption across portfolio companies(11:00) When deep domain expertise still matters more(12:00) Using interim leaders when roles are still evolving(13:00) Why founders should hire for standout strengths, not perfection

Welcome to the CanadianSME Small Business Podcast, hosted by Kripa Anand. Today, we explore scaling operations, leadership systems, and building businesses that thrive beyond founder dependency.Joining us is Lorne MacInnes, President of Ferguson Moving & Storage, sharing insights on multi-location growth, autonomous teams, and strategic business expansion.Key HighlightsFounder Transition: Maintaining control while stepping away from daily operations.Leadership Teams: Building management structures that operate independently.Multi-Provincial Growth: Scaling services across multiple Canadian markets.Strategic Focus: Moving from daily challenges to long-term planning.Aviation Discipline: Applying pilot principles to business systems and trust.Special Thanks to Our Partners:UPS: https://solutions.ups.com/ca-beunstoppable.html?WT.mc_id=BUSMEWAADP Canada: https://www.adp.ca/en.aspxFor more expert insights, visit https://canadiansme.ca/ and subscribe to the CanadianSME Small Business Magazine. Stay innovative, stay informed, and thrive in the digital age!To learn more about how we are supporting the ecosystem, please visit the CanadianSME Small Business Foundation at https://smbfoundation.ca/.Disclaimer: The information shared in this podcast is for general informational purposes only and should not be considered as direct financial or business advice. Always consult with a qualified professional for advice specific to your situation.

"Learn the secrets to building and maintaining a healthy, productive, and unified ministry team that sticks together for the long haul."This episode reviews Larry Osborne's book Sticky Teams: Keeping Your Leadership Team and Staff on the Same Page, highlighting different topics from the book as well as providing lived anecdotes to the leadership advice given. Whether you're a Christian leader in the secular workplace, an elder, or a church staff member, if you have a God-given gift of leadership, this episode is for you.Connect With Usprovidenceomaha.org | Instagram | FacebookEmail Usformation@providenceomaha.org

Recorded from Ukraine, guest hosts Pastors Tim and Dawn Quintrell share from their time serving alongside the team. On her first trip, Dawn discovered that sometimes you don't need all the answers; you simply need to take the next step and show up with love. She shares what the Lord taught her about loving people well, including a beautiful story of how God used an anniversary ring to remind one woman that He sees her and loves her.

Looking for Student Leadership Curriculum?  We've just launched our own called "Student Leadership Journey!"  Grab yours here: Student Leadership Journey.  *** If your youth ministry is small, “student leadership team” can sound like something for bigger churches with bigger budgets and a bigger youth group. We see it the opposite way. A small youth group is the perfect opportunity for building a healthy core of students who serve, grow, and set the tone the second a new kid walks through the door. When the culture is concentrated, it is instantly noticeable, for better or worse, and that is why a student leadership team can become your biggest lever for youth ministry health.We get practical about the fear almost every youth pastor has: “What if everyone applies?” We also talk about how to keep leadership from becoming a carbon copy of youth group by making it a different tempo with a clear focus on biblical leadership, character, and real responsibility. Along the way, we share hands-on coaching ideas, from assigning roles that fit students' gifts to giving simple weekly challenges that train students to notice and include first time visitors.Then we dig into the “close vs closed” tension that shows up fast in smaller ministries. We lay out how to build a core that is genuinely close without feeling cliquey, and we give concrete ways to train students to welcome first-time visitors. You will also walk away with a list of serving roles inside the church and service projects outside the church that work especially well with a small, mobile student leadership team.This Fall, we are teaming up with Onward Leadership for a Fall Cohort!!!  If you are interested in joining or simply looking for more information, please visit: www.onwardleader.comIf you are ready to build a student leadership team that fuels real discipleship and sustainable growth, listen now, then subscribe, share this with another youth pastor, and leave a quick ⭐️⭐️⭐️⭐️⭐️ review so more leaders can find it. =======You may also enjoy these episodes:(#040) How to Start a Student Leadership Team in Youth Ministry(#254) 5 Secrets to Creating a Strong Student Leadership Team in Youth Ministry!(#253) 3 Ways to Encourage Your Youth Group to Join Your Student Leadership Team(#203) Create a Student Leadership Team that Your Youth Group WANTS to Be a Part Of!(#304) 5 Mistakes that Youth Pastors Make With Student Leadership TeamsNavigating the Cliques in Youth Ministry Student Leadership Teams=======We love hearing from you all and we do our best to provide powerful and insightful youth ministry content on a weekly basis to be that coach and mentor you may not have, but desperately need.If you have an episode idea, please E-Mail us at MinistryCoachPodcast@gmail.com!If you have it on your heart to support this ministry, please consider going to our Patreon page at: www.patreon.com/ministrycoach=========

Sometimes we have an idea without a vision, or a vision without the ideas to move it forward. Good ideas should turn into vision, good vision should produce ideas, and both should lead to strategy. Today, we're back in the archives for the final episode in this series on vision. Vision ownership starts with being saturated in the vision yourself so you can lead others toward it.

Every founder loves the story of the kitchen table. The two or three people, the shared bet on an idea, the late nights where nobody was above anybody else. That season is real, and it's worth honoring. But there's a moment, and most founders never see it coming, when the kitchen table becomes a leadership team, and the old way of making decisions quietly starts costing you.InvitationIf you've ever found yourself thinking, "Nobody told me this part of running a business would be so hard," you're not alone.The people side of business can be complicated, stressful, and full of situations that don't come with clear answers. IDO On Call was built for founders who want experienced HR guidance before small issues become bigger problems. Whether you're dealing with a difficult employee situation, a management challenge, or simply need a second opinion, we're here to help.Learn more about IDO On Call at https://vickybrownhr.com/idooncall

Integration causes all of our resources to cooperate, compensate, and complement one another. Today, we're pulling a series from the archives. Scripture describes the Church as a body with many parts. When those parts work together, there is health; when they don't, there is dis-ease. Vision integration is vital to bringing all the parts together to function as one.

"Values are open to interpretation, but behavior isn't." In this episode of Leadership in Quarters, host Josh Seldin sits down with leadership, sales, and culture consultant Hope Collins, founder of Hope Collins Advisory, to explore why traditional corporate values fall short and how shifting to specific, observable "Commitments" creates true cultural accountability across organizations. Drawing from over a decade in senior sales leadership, Hope breaks down how leaders can close the gap between the culture they preach on the walls and the one lived day-to-day—from junior employees to C-suite executives. In this practical deep dive on workplace culture, you'll discover: ✅ The Commitments vs. Values Framework: Why vague corporate values create confusion and how four to six observable behaviors establish real cultural standards. ✅ Upward Feedback & Psychological Safety: How defining actionable commitments empowers junior staff to call leaders into accountability without fear. ✅ Dismantling the "Badge of Busy": How overworking creates toxic workplace norms and how leaders can model healthy work-life boundaries. ✅ Normalizing Real-Time Feedback: Lessons from music creation on giving instant, continuous feedback without taking it personally. ✅ Avoiding "Shadow Culture": Ensuring leadership team alignment so commitments are upheld across every department rather than undermined behind closed doors. ✅ Evolving Commitments Responsibly: How transparently tweaking cultural expectations builds organizational trust rather than signaling failure. TIMESTAMPS & CHAPTERS: 00:00 - Introduction: Welcome Hope Collins to Leadership in Quarters 01:10 - The Problem with Vague Corporate Values on the Wall 02:30 - What Are "The Commitments"? (Declare, Define, Demonstrate, Draw the Line) 05:15 - Aligning the Leadership Team & Eliminating Shadow Culture 06:45 - Empowering Junior Employees to Give Upward Feedback 08:20 - Normalizing Continuous Feedback: Lessons from the Music Industry 11:05 - Sticking to Cultural Commitments During Stressful, Chaotic Times 13:10 - Overcoming Leader Ego and Embracing Vulnerable Self-Assessment 14:15 - When and How to Reevaluate and Tweak Company Commitments 17:00 - Dismantling the "Badge of Busy" and Reclaiming Work-Life Balance 19:30 - Upward Management: Setting Clear Professional Boundaries with Leaders 22:00 - The High Financial and Human Cost of Misaligned Cultural Values 24:10 - Final Takeaways & How to Self-Check Your Cultural Alignment

Send us Fan MailLooking for Student Leadership Curriculum?  We've just launched our own called "Student Leadership Journey!"  Grab yours here: Student Leadership Journey.  *** A youth ministry's student leadership team can become the engine that changes the entire youth group culture...but it can also quietly derail your student ministry if not handled correctly.  In this episode, we're discussing five common mistakes youth pastors make when they launch or rebuild their student leadership team and how to avoid these costly pitfalls.  We explain how to actively coach a culture of hospitality, inclusion, and humility, plus what we actually teach when we blend Scripture with leadership development.This Fall, we are teaming up with Onward Leadership for a Fall Cohort!!!  If you are interested in joining or simply looking for more information, please visit: www.onwardleader.comSubscribe, share this with a youth pastor or youth leader friend, and leave a ⭐️⭐️⭐️⭐️⭐️ review!=======You may also enjoy these episodes:(#040) How to Start a Student Leadership Team in Youth Ministry(#254) 5 Secrets to Creating a Strong Student Leadership Team in Youth Ministry!(#253) 3 Ways to Encourage Your Youth Group to Join Your Student Leadership Team(#203) Create a Student Leadership Team that Your Youth Group WANTS to Be a Part Of!Navigating the Cliques in Youth Ministry Student Leadership Teams=======We love hearing from you all and we do our best to provide powerful and insightful youth ministry content on a weekly basis to be that coach and mentor you may not have, but desperately need.If you have an episode idea, please E-Mail us at MinistryCoachPodcast@gmail.com!If you have it on your heart to support this ministry, please consider going to our Patreon page at: www.patreon.com/ministrycoach=========

What happens when a church leadership team begins to slowly drift? The warning signs may be subtle—but over time, they can damage trust, create division, and undermine the health of the entire church. In this interview, Phil Cooke https://philcooke.com sits down with Chris Sonksen, founding pastor of SouthHills Church and founder of ChurchBOOM, to uncover six subtle behaviors that can tear leadership teams apart—and what senior pastors can do before small issues become major problems. Chris shares practical wisdom on how to recognize leadership drift, including pride in your leadership team, artificial harmony in lieu of true loyalty, the danger signs of isolation, when a critical spirit replaces a constructive one, and the gradual shutdown of a leader on your team. Leaders will gain wisdom in managing tensions while mindfully building towards a healthy church that can thrive. 

Vision's measurement is your core value. Today, we're pulling a series from the archives. The clearer, more obvious, and easier your vision is to grasp, the better chance you have of seeing it come to pass. It's easier to increase vision as you go than to get down the road and realize you need to shrink it.

Most real estate broker/owners and team leaders know they need to develop the people around them. What they're less clear on is who does what — and why getting that wrong is costing them agents, production, and their own time. In this episode of The Brian Icenhower Podcast, Brian Icenhower and Christina Morales break down one of the most important — and most misunderstood — distinctions in real estate leadership: the difference between a mentor and a coach, why both roles matter, and how to build a leadership team that creates real accountability and growth at every level of your organization. This is a conversation that applies whether you're a solo agent thinking about building a team, a team leader trying to scale, or a broker/owner managing dozens of agents who all need different things from the people above them. In this episode, you'll learn: Why the most successful people in real estate have two overarching goals — and why failing to pursue both keeps leaders stuck doing everything themselves Why cutting your leadership team when the market gets tight is the real estate equivalent of waving a white flag What mentors do — and why their role centers on the transactional side of the business: deal doctoring, contract questions, open houses, listing appointments, and everything from contract to close What coaches do — and why their role is fundamentally different: pushing agents out of their comfort zone, holding them accountable to uncomfortable activities, and leading them somewhere they've never been Why coaching is leadership and mentoring is closer to management — and why that distinction matters for how you hire, compensate, and structure both roles Why coaches are typically more valuable from a compensation standpoint — and how override structures and commission percentages align their incentives with agent production How to identify the right candidates for both roles — including the track record, people skills, and coachability factors that make agents want to follow them Why you always need to be recruiting and building a deep bench of leadership talent — even when you think you don't need it yet How to structure mentors and coaches within your organization so agents know exactly who to go to and why Why keeping your leadership team tied to your organization — rather than letting agents rely on outside resources — is critical for demonstrating team value and building loyalty If you've ever wondered where mentoring ends and coaching begins, or how to build the internal leadership structure that actually develops your agents, this episode gives you the framework to do it. This episode is part of The Brian Icenhower Podcast Summer Re-Run Series — our handpicked best episodes from the vault, brought back because the content is too good to hear just once.

Kate Connor, Chief Operating Officer at Moxie Communications Group, joined us on The Modern People Leader. We talked about how Moxie is adopting AI safely, why leaders should automate low-judgment work first, and how to embed AI into the culture without replacing human creativity, judgment, and relationships. ----  Sponsor Links:

Needs will always be part of leadership, but they shouldn't be in the driver's seat. Today, we're back in the archives with another episode from Getting Better. Too often, ministry teams spend 80% of their effort meeting immediate needs instead of moving the vision forward. But when leaders begin to shift that balance, they develop more leaders, advance the vision, and ultimately meet even more needs.

You didn't build a team to babysit a CRM from 2014. If distributed leadership real estate feels uncomfortable right now, that discomfort is doing exactly what it's supposed to do.Most real estate leadership content sounds the same after a while, all stage lights and slide decks. These are leadership lessons from a hike, the kind you only get squeezed through a gap in the rock we called the Lemon Squeeze, standing next to a broker named Jose and the CRM he'd used for ten years and couldn't let go of.In this breakdown from our latest leadership retreat real estate trip, I walk through the exact moment that turned a hike into a leadership lesson, and the 3-part framework that came out of it. It's the same thinking I use when I'm talking about leading through change real estate teams face when growth outpaces the systems that built them, and coaching brokers on real estate coaching leadership that actually sticks.Here's what you'll walk away with:✅ The 3 lessons from the hike that translate directly into how you lead your team through growth✅ Why speed is not the flex you think it is when you're trying to figure out how to lead a real estate team through change✅ The real reason Jose couldn't leave his old CRM behind, and what it says about your own blind spots✅ A practical filter for knowing how to be a better leader in real estate without burning out your people or yourself✅ What separates a broker who's just managing from one who's actually leading through real estate broker leadership training that sticksIf you're a broker-owner or team leader who's outgrown the system that built your success but you're scared of what changing it might cost you, this one's for you. Distributed leadership real estate isn't about doing more. It's about knowing what to hand off, and when.Letting go isn't failure. It's the job.

I sat down with Ash Jones, Steven Bartlett's first-ever personal brand manager (and first person to ever have the title), founder of one of the UK's first personal branding agencies and my good friend, to talk about the real cost of staying quiet when it comes to personal branding for you and the people in your team. We get into why you can't outsource your voice, the side doors that quietly open careers, why AI slop will never beat the cream that rises to the top, and the £17.8m question every leadership team should be asking itself right now.

Phil Le-Brun, former McDonald's VP and International CIO and current AWS leader, shares powerful leadership and organizational strategy insights from his book The Octopus Organization, emphasizing how modern businesses can thrive by balancing centralization and decentralization. Drawing on experience scaling technology across 38,000+ global locations, Le-Brun explains why curiosity, clarity of purpose, and strong leadership are critical for innovation and growth, and how companies can avoid common “anti-patterns” like excessive bureaucracy, rigid structures, and artificial ownership. He highlights the importance of empowering teams with true agency, fostering psychological safety through feedback, and maintaining startup-like agility in large enterprises to drive faster decision-making and customer value.Mentioned in this episode:Learn more at SouthwesternConsulting.com/Coaching/StudentsSouthwestern Student Coaching

On this episode of Spaghetti on the Wall, we're joined by Seth Deutsch, Founder of Samson Partners Group and a seasoned executive who helps businesses navigate transformation, accelerate growth, and develop exceptional leadership teams. Tune in as Seth shares practical insights on scaling organizations, leading through change, and building businesses that thrive for the long term.Connect with Seth DeutschLinkedIn: https://www.linkedin.com/in/sethdeutsch/Website: https://www.samsonpartnersgroup.com/

Leaders set goals by defining where they want to go. Today, we're back in the archives with another episode from Getting Better. Goals aren't just about productivity; they're about clarity of direction. When the destination is clear, you're far more likely to persevere through the challenges along the way and ultimately reach the destination.

A leadership team can share the same office, attend the same meetings, and still pull the agency in different directions. Daniel Metcalf and Mike Stromsoe explore how quiet misalignment limits scalability, weakens execution, and prevents an agency operating system from taking hold. They reveal why agreement in the room is not enough and how shared standards, consistent behavior, and a clearly defined destination create the trust and momentum needed to build an agency that can grow beyond its owner.Key Topics:  • The difference between leadership alignment and simply getting along  • How departmental thinking creates friction for employees and customers  • Why conflicting answers about agency processes reveal deeper operational gaps  • The danger of leaders maintaining separate scorecards and hidden spreadsheets  • How incomplete CRM data prevents leaders from making reliable decisions  • Why every position must be supported by a system rather than dependent on one person  • How weekly leadership meetings can produce action instead of routine check-ins  • The importance of defining ownership, deadlines, and measurable success  • Why leadership roles must match the behaviors required to hold others accountable  • How consistent communication and follow-through strengthen trust across the agencyConnect with Daniel:LinkedInWebsiteConnect with Mike: LinkedIn TwitterLeadership alignment is not created by agreement alone. It comes from shared priorities, clearly defined responsibilities, consistent behaviors, and accountability that reaches across the entire agency. When leaders understand where the business is going, who owns each action, and how success will be measured, the agency can move faster, build trust, and scale without relying on the owner to hold everything together.

Historically, urgent care clinics were places you only went to treat acute injuries, but people are now turning to them for a growing slate of non-emergency medical services. And for operators in the space, that's creating a huge amount of opportunity. Jeremy Morgan is the CEO of American Family Care, the nation's leading provider of urgent care with nearly 400 walk-in clinics across the United States. AFC's team of over 3,500 highly trained healthcare professionals deliver care to more than four million patients annually, driving system-wide sales exceeding a billion dollars.  Jeremy joins us to discuss how changes in American healthcare are impacting AFC's growth prospects, their approach to franchising, and how they're leveraging technology to deliver fast, convenient, and high quality healthcare to the communities they serve.  Highlights:Why Jeremy Joined AFC (2:20)Urgent Care as a Retail Business (4:00)What Makes AFC Different (6:22)Taking Over a Founder's Business (8:26)The Three-Stage Growth Plan (10:48)Building the Leadership Team (12:58)Going All-In on AI (17:36)The Case for Franchising with AFC (20:10)Buying Out the Competition (25:39)Links:Jeremy Morgan LinkedInAFC LinkedInAFC WebsiteICR LinkedInICR TwitterICR Website Feedback:If you have questions about the show, or have a topic in mind you'd like discussed in future episodes, email our producer, joe@lowerstreet.co

Send us Fan MailMost founders think their biggest growth challenge is strategy.Randy Lyman says it's something far less obvious.After building multiple eight-figure companies, Randy realized that the biggest constraint on growth wasn't sales, marketing, or execution—it was the emotional patterns driving leadership decisions.In this episode of Scaling with People, host Guinevere Curry sits down with Randy to explore how leaders unknowingly create cultures that either accelerate growth or quietly hold it back.You'll learn why blame destroys performance, how psychological safety fuels innovation, and why the best leaders balance accountability with empathy. Randy also shares practical habits any founder can implement immediately to build stronger teams and better business outcomes.In this episode, you'll learn:Why leadership—not strategy—is often the real bottleneck to growthThe three things every employee needs before they'll perform at their bestHow blame quietly erodes trust, innovation, and profitsWhy praise is one of the highest-return leadership tools you can usePractical ways to become a better listener and create stronger teamsHow emotional patterns affect company culture and business performanceWhy taking ownership builds credibility and trust faster than assigning blameThe balance between logic, discipline, empathy, and collaboration that separates good leaders from great onesMemorable Quotes"People drive the numbers. Numbers don't drive people.""I always give credit for success and take the blame for failure.""When people know you believe in them, they show up as the best version of themselves."About Randy LymanRandy Lyman is a physicist, entrepreneur, leadership coach, and the author of The Third Element. After building multiple eight-figure companies, he developed a leadership philosophy that combines business strategy with emotional intelligence to help leaders create healthier cultures, stronger teams, and more sustainable growth.Connect with Randy

In these times of constant disruption, nonprofit leaders do not need to abandon strategy—they need a different kind of strategy tool. Host Carol Hamilton introduces scenario planning as a practical approach for navigating uncertainty. Scenario planning: ·       helps organizations move beyond reacting to the crisis of the moment and toward intentional, mission-centered decision-making. ·       Is not about predicting the future, the process prepares leaders to respond thoughtfully to multiple plausible futures. ·       Is a series of structured conversations about trends, possibilities, and responses, ·       Helps organizations build greater alignment, confidence, and readiness by focusing their energy on what is within their control. Episode Highlights 00:00 – Why This Conversation Matters Right Now 02:45 – What Scenario Planning Is 04:15 – What Scenario Planning Is Not 05:45 – Why Traditional Planning Falls Short During Uncertainty 06:45 – Reclaiming Agency Through Strategic Choice 07:20 – Benefits for Boards and Leadership Teams 08:00 – From Reacting to Steering 08:30 – How the Scenario Planning Process Works 09:30 – Finding Common Priorities Across Multiple Futures 10:00 – Strategic Thinking Instead of Strategic Overload 10:20 – A Practical Tool for Today's Nonprofit Challenges 11:00 – Invitation to Engage in Scenario Planning About your podcast host: Carol Hamilton, principal of Grace Social Sector Consulting, helps nonprofits become more strategic and effective through inclusive strategic planning, evaluation design, and organizational assessment. With over 30 years of experience, she brings a practical, human-centered approach that helps organizations align around clear priorities and take meaningful action toward their mission. Her Shared Action Strategic Planning Framework moves groups from shared language to shared understanding, shared vision, shared priorities to shared action. When she is not working with nonprofits to improve their strategy and alignment, you can find her reading a good book, making diary comics, having a dance party in the kitchen, swimming, biking or kayaking on the Anacostia River.   Be in Touch: ✉️ Subscribe to Carol's newsletter at Grace Social Sector Consulting and receive the Common Mistakes Nonprofits Make In Strategic Planning And How To Avoid Them

Are we leading people or just ministering to people? Today, we're back in the archives with another episode from Getting Better. Ministering to people means helping them become whole and self-governed, and that is a key part of discipleship. But too often, ministry leaders spend 75% of their time doing ministry instead of leading. As a result, they have fewer leaders and more needs. Even if people grow through your ministry, they aren't equipped to multiply.

Send us Fan MailMost companies don't fail because of bad strategy.They fail because every executive is telling a different story.Sales has one message. Marketing has another. Product builds toward something different. HR hires for a vision no one can clearly explain.The result? Growth slows, execution gets messy, and leadership spends more time aligning than building.In this episode of Scaling with People, host Gwenevere Crary sits down with serial entrepreneur, investor, and co-author of The Category Creation Formula, Mike Damphousse, to explore why leadership alignment starts with language—not another strategic planning session.You'll learn:Why leadership misalignment quietly kills growth long before it shows up in revenueThe "airplane pitch" every CEO should use to test whether their executive team is truly alignedWhy category-leading companies focus on defining markets instead of chasing competitorsHow to evolve your company's positioning without disrupting what's already workingWhy sales, marketing, and product teams must speak the same language to accelerate growthThe balance sheet metric founders should pay more attention to when measuring long-term valueIf your leadership team feels busy but disconnected, this conversation will help you identify the warning signs before they become expensive.Key Takeaway:Scaling isn't just about having the right strategy. It's about ensuring every leader can clearly communicate the same vision.If you enjoyed this episode, follow Scaling with People for weekly conversations with founders and experts who share practical strategies for scaling companies through stronger leadership, smarter systems, and better people practices.Support the show

'More than Money' with Garry Thurman, Tanner Moore, and Justin Brock! How to build teams and culture inside a business - the ups/downs of leadership - yes we talked money and Medicare, but we spent a lot of time talking business and life! A really good roundtable conversation in our monthly episode of 'More than Money with Garry Thurman'. More than Money with Garry Thurman on The Nooga Podcast Network A podcast about family, health, and living - oh, and money! ===== THANK YOU TO OUR SPONSORS: (Welcome to our NEW sponsor) Signal Investigations: https://www.signalpi.com/ Nutrition World: https://nutritionw.com/ Vascular Institute of Chattanooga: https://www.vascularinstituteofchattanooga.com/ The Barn Nursery: https://www.barnnursery.com/ Optimize U Chattanooga: https://optimizeunow.com/chattanooga/ Guardian Investment Advisors: https://giaplantoday.com/ Alchemy Medspa and Wellness Center: http://www.alchemychattanooga.com/ Our House Studio: https://ourhousestudiosinc.com/ Team Montieth Real Estate - Lori Montieth: https://www.findchattanoogarealestate.com/ Ballinger and Associates - Risk Management: https://ballingerandassociates.com/ AirSpace Acoustics: https://www.airspaceacoustics.com/ BWELL4EVER: Labs and IV Therapies: https://www.bwell4ever.org/ ALL THINGS JEFF STYLES: www.thejeffstyles.com PART OF THE NOOGA PODCAST NETWORK: www.noogapodcasts.com Please consider leaving us a review on Apple and giving us a share to your friends! This podcast is powered by ZenCast.fm

Is there anyone in your life who will require your best? Today, we're back in the archives with another episode from Getting Better. Often, we look for people who can help us do a certain thing rather than someone who can help us become a certain kind of person. Having someone in your life who challenges you to become better will, in turn, help you do better. Who have you given permission to drill down on your life, even when you don't like it?

In this episode, Brian Franco interviews Chris Buttenham with Reins about innovative approaches to employee ownership, succession planning, and increasing enterprise value through strategic ownership structures. They explore how founders can build transferable businesses with options for growth, sale, or legacy.The conversation explores the misconceptions of ownership, the impact of equity and employee alignment, founder dependency, alternative equity, succession planning, and creating leadership that thinks like owners. It emphasizes the importance of proactive succession planning and the first conversation with the leadership team.TakeawaysOwnership misconceptions impact business valuationAlternative equity can drive ownership thinkingProactive succession planning is crucial for enterprise valueChapters00:00 The Misconception of Ownership01:38 The Driving Force Behind Reins02:24 The Impact of Equity and Employee Alignment04:15 Founder Dependency and Business Valuation06:10 Alternative Equity and Ownership Thinking10:55 Succession Planning and Enterprise Value20:45 Creating Leadership that Thinks Like Owners25:23 The First Conversation with the Leadership Team

Kristen McAlister (@kristenmcalister) is a leadership strategist, business owner, and co-owner of Cerius Executives, a leading firm in the interim and fractional executive marketplace.   We discuss the idea that building the right team can mean all the difference between scaling and failure. We also discuss picking the right person as well as overcoming some of the pitfalls of integrating them into your business.    You can find out more about the work Kristen does over at ceriusexecutives.com and kristenmcalister.com   Join the FREE Facebook group for The Michael Brian Show at https://www.facebook.com/groups/themichaelbrianshow   Follow Mike on Facebook Instagram & X

Does your company have a strategy or just a list of ambitious goals?   Most leadership teams spend hours discussing growth targets, priorities, and future vision, but very few spend enough time identifying the real obstacles preventing success. In this episode, we unpack Richard Rumelt's powerful approach to strategy and explore why focus, disciplined problem-solving, and tackling the "crux" of your biggest challenge are what separate effective leaders from everyone else.   By listening to this episode, you'll discover: Why ambition, goals, and strategic plans are not the same as having an actual strategy. How to identify the single "crux" problem that's preventing your organization from making meaningful progress. A practical framework for creating focus, making difficult decisions, and allocating resources where they'll create the greatest impact.   Press play now to learn how simplifying your strategy and solving the right problem can dramatically improve your leadership and your organization's results.   Listen to the interview with Richard Rumelt on the Inside the Strategy Room Podcast   Download the pdf summary  Why bad strategy is a "social contagion"   At Bradley Hartmann & Company, we help construction teams improve sales, leadership,  and communication by reducing miscommunication, strengthening teamwork, and bridging language gaps between English and Spanish speakers. To learn more about our product offerings, visit bradleyhartmannandco.com. The Construction Leadership Podcast dives into essential leadership topics in construction, including strategy, emotional intelligence, communication skills, confidence, innovation, and effective decision-making. You'll also gain insights into delegation, cultural intelligence, goal setting, team building, employee engagement, and how to overcome common culture problems—whether you're leading a crew or managing an entire organization. Have topic ideas or guest recommendations? Contact us at info@bradleyhartmannandco.com. New podcasts are dropped every Tuesday and Thursday.   This episode is brought to you by The Construction Spanish Toolbox —the most practical way for construction teams to learn jobsite-ready Spanish in just minutes a day over 6 months.      

Scott Battas, the AD at Mascoutah High School is BACK with another installment of our series sharing the steps on how to build a great student athlete leadership team at your school! This is The Educational AD Podcast! Thanks for Listening!

You don't win by simply showing up, and you don't have a great game without great practice. Today, we're pulling Getting Better from the archives. So how do you get better? You change the way you prepare and the way you practice. Practice develops both attitude and aptitude. If you don't have a desire to get better, you'll have a bad attitude toward practicing. As we practice, our aptitude increases, we keep getting better, and that becomes the culture.

Today, we conclude our archived series, Responding to the Holy Spirit. The Holy Spirit reveals the things God has prepared for those who love Him. One of the marks of a Spirit-filled life is that the love of God flows in us and through us. The Holy Spirit also works to bring order and clarity to our hearts, removing confusion and helping us see things from God's perspective. He brings clarity, not confusion.

Scott Battas, CMAA is back with another great installment of his weekly series on how you can create a Student Athlete Leadership Team at your school! THIS is The Educational AD Podcast!

Today, we continue our archived series, Responding to the Holy Spirit. There are times in life when what we feel doesn't line up with the Truth. We are the stewards of our feelings, and we must choose what we will believe: our feelings or God's Truth. As followers of Christ, we are called to be led by what we believe, not by what we feel, and to yield ourselves to the leadership of the Holy Spirit.

Are your leadership decisions based on what you actually think or simply what you've heard from everyone else? Many leaders struggle with creating original thinking, building trust, and maintaining confidence when outcomes are uncertain. In this episode, Bradley Hartmann explores the leadership principles inside The Book of Joe by legendary baseball manager Joe Maddon, revealing how leaders can develop stronger cultures, better decision-making, and more resilient teams by focusing on relationships, process, and personal discipline rather than fear and conformity. In this episode, you'll learn: Why Joe Maddon believes great leaders should encourage original thinking instead of blindly following industry norms and conventional wisdom. How focusing on a fearless process rather than obsessing over outcomes can help you make better decisions and lead with greater confidence. The three building blocks Maddon used to transform losing organizations into winning cultures and how you can apply them to your own team. Listen now to discover practical leadership lessons from one of baseball's most successful managers and learn how to build a stronger culture, develop better leaders, and create a team that consistently performs at a higher level.

Scott Battas, CMAA and the AD at Mascoutah High School is back with the 4th installment of our weekly series on how to create a Student Athlete Leadership Team at your school. THIS is The Educational AD Podcast! Thanks for Listeing!

Today, we're pulling Responding to the Holy Spirit, Part 1 from the archives. Just as we have passions for the world or our flesh to have its own way, the Holy Spirit who dwells within us has a holy passion to have His way in our lives. The Holy Spirit is jealous for our attention. As we humble ourselves and allow Him to reign in us, we find victory over our own desires and our passion for having our own way.

In this episode, David Pivnick, Partner at McGuireWoods LLP, joins the podcast to discuss what separates winning sports organizations from struggling franchises.