Podcast appearances and mentions of Marcus Buckingham

When you hear the word, feedback, what comes up for you?Most of us do not have a neutral relationship with feedback. It's tangled up with our past experiences, workplace power dynamics, cultural expectations, and–importantly–our early relational wounds.But at its core, feedback is a deeply relational act that has the power to help us unburden rather than re-wound.Which is why it's so frustrating that feedback in leadership and workplace culture is so often done without care, rendering the process performative, detached, and isolating.Some of the constraints that can hamper authentic feedback in the workplace are necessary and protective, but it feels like we've lost the plot for the role and purpose of feedback, and in some cases, have abandoned it altogether.But it is possible to navigate these complex systems intentionally and with clarity. We can make feedback a tool for accountability, care, and growth that helps leaders strengthen their self-awareness and be better advocates for their teams.My guest today helps us unpack how leaders can cultivate a feedback culture that allows for mistakes, growth, and realignment.Therese Huston, Ph.D., is a Cognitive Neuroscientist and Faculty Development Consultant at Seattle University. She was the founding director of the university's Center for Excellence in Teaching and Learning and is now a consultant for its Center for Faculty Development. Her latest book Sharp: 14 Simple Ways to Improve Your Life with Brain Science is out now from Mayo Clinic Press.Listen to the full episode to hear:Why how and where feedback is delivered matters just as much for positive feedback as negativeStrategies for making feedback a supportive and generative dialogueWhy it's critical to allow others space to process your feedback before you start problem solvingHow starting with your authentic positive intentions can make others more receptive to feedbackWhy it's worth ending the conversation by checking in about their takeawaysHow typical feedback can perpetuate disparities in the workplace, and steps leaders can take to change those dynamicsA tip from Therese's new book to help manage stress and difficult conversationsLearn more about Therese Huston, Ph.D.:WebsiteTwitter: @ThereseHustonConnect on LinkedInLet's Talk: Make Effective Feedback Your SuperpowerSharp: 14 Simple Ways to Improve Your Life with Brain ScienceLearn more about Rebecca:rebeccaching.comWork With RebeccaThe Unburdened Leader on SubstackSign up for the weekly Unburdened Leader EmailResources:Principles: Life and Work, Ray DalioRadical Candor: Be a Kick-Ass Boss Without Losing Your Humanity, Kim ScottNine Lies about Work: A Freethinking Leader's Guide to the Real World, Marcus Buckingham, Ashley GoodallThe Coaching Habit: Say Less, Ask More & Change the Way You Lead Forever, Michael Bungay StanierThanks for the Feedback: The Science and Art of Receiving Feedback Well Douglas Stone, Sheila HeenThe 90 second life cycle of an emotionLeslie K. JohnPersonality feedback is holding certain groups back – TextioJob Burnout At 66% In 2025, New Study ShowsEP 123: Befriending Your Nervous System: Building Capacity for Regulation with Deb DanaThe Frozen River, Ariel LawhonAdele - SkyfallShrinking

Send us a textToday, I'm thrilled to welcome a powerhouse in fintech and leadership In The Suite: Gene Farrell, President and CEO of Vanilla.If you think estate planning is confusing, costly, or only for the ultra-wealthy—this episode is going to flip that belief on its head. Gene joins us to talk about how Vanilla is on a mission to reimagine and radically simplify estate planning, making it accessible, human, and empowering for advisors and families alike.This conversation is especially meaningful to me. As someone navigating a personal health journey, I've come to understand just how vital it is to plan ahead—not just for ourselves, but for the people we love. It's not just paperwork. It's peace of mind. And Vanilla is making that possible.Founded in 2019 by renowned entrepreneur and financial advisor Steve Lockshin, Vanilla was born out of a deep understanding of the wealth management space—and a bold vision to modernize how legacy planning gets done. Backed by leaders like Michael Jordan and Bill McNabb, Vanilla is transforming an industry that has long been overdue for innovation.In today's episode, Gene brings both personal passion and professional fire. We talk about everything—from the heartbreaking family experience that fuels his drive at Vanilla, to his journey through giants like Coca-Cola, Amazon, and Smartsheet. Yes, he's the brains behind Coca-Cola Freestyle—you know, that magical machine that lets you mix over 100 drink combinations? Yeah, that was Gene.But this episode goes deeper. We dive into how Vanilla is transforming the advisor-client relationship through intelligent estate planning tools—using AI, intuitive design, and real human connection. You'll hear about the myth of "estate planning is only for the rich,” why 92% of clients want their advisor's help—but only 23% get it—and what you can do about it.Plus, we explore the power of legacy, leadership, and living with intention.So whether you're a fintech founder, financial advisor, or someone navigating your own life planning journey—this episode is packed with wisdom, innovation, and inspiration.Get ready for an unforgettable conversation with one of the most purpose-driven leaders in fintech—right here, In The Suite.Books Referenced:First, Break All the Rules by Marcus Buckingham and the Gallup OrganizationNow, Discover Your Strengths by Marcus BuckinghamYounger Next Year by Chris Crowley & Henry LodgeToughness Training for Life by James E. LoehrToughness Training for Sport by James E. LoehrWebsites & Tools:Vanilla Download the 2025 State of Estate Planning Report

Season 4, Episode 5 | Why do we crave the reward without the effort—comfort without discomfort? In this episode of Strong & Awake, Dane and Mitch dismantle the patience myth, exposing how chasing shortcuts steals your momentum and growth. You'll discover why leaning into the uncomfortable gap rewires your mindset, how community holds you when you'd normally bail, and simple daily rituals that turn small acts of waiting into real strength. Trade quick fixes for lasting change and step onto the unlikely path of true resilience.Chapters:00:00 Introduction02:33 Patience Unmasked 05:14 Shortcut Illusion 08:19 Emptiness as Ally?10:48 Reward in Resistance 13:04 Community Over Comfort 15:41 Mindset Shift 18:31 Discomfort Signals 23:30 Daily Discomfort Rituals 25:47 Release Perfection 28:32 Redemption and Imperfect Progress 31:50 Challenge Accepted Mentions:CliftonStrengths (StrengthsFinder) - A personal assessment tool developed by Don Clifton and popularized by Marcus Buckingham. It helps individuals identify their top strengths and encourages focusing on these rather than improving weaknesses.James Clear - Author of "Atomic Habits," which discusses the idea of making small changes to improve habits and behavior over time. Mentioned in the context of making deposits into the person you want to become in the future.Steve Magness - Author of "Do Hard Things” and “The Surprising Science of Real Toughness." His work is referenced in relation to understanding the psychology of performance and resilience.Rory McIlroy - Professional golfer who recently won the Masters, completing the career Grand Slam. His journey and psychological coaching are mentioned as an example of overcoming challenges and achieving goals.Courtney Dauwalter - Ultra-endurance athlete known for her mental toughness and ability to endure extreme discomfort. Referenced in the context of embracing discomfort and remodeling the "pain cave.""The Infinite Game" - A book by Simon Sinek that discusses the concept of playing games with an infinite mindset, focusing on long-term goals and continuous improvement rather than short-term wins. Mentioned in relation to focusing on the process rather than the end result."Play Infinite" - The Strong & Awake episode from Season 2, focused on the Anchors that are fundamental to the MWOD community. Listen here.Anchor Actions:Embrace Discomfort as a Signal: When you find yourself in moments of discomfort, whether it's during a workout or a challenging conversation, recognize it as a sign that you're on the right path. Instead of seeking immediate relief or distraction, lean into the discomfort. Use it as a cue to stay present and committed, knowing that this is where growth happens.Focus on the Process, Not the Outcome: Shift your attention from the end goal to the immediate task at hand. Whether you're playing a game or working towards a personal goal, concentrate on each step or point rather than the final result. This approach not only enhances performance but also enriches the experience, allowing you to find satisfaction in the journey itself.Practice Relational Presence: In interactions with others, especially those who challenge you, strive to be fully present. Resist the urge to rush through or avoid these encounters. Instead, engage with empathy and curiosity, seeking to understand the other person's...

Summary In this episode, Andy talks with Mark Miller about his book Uncommon Greatness: Five Fundamentals to Transform Your Leadership. They discuss the importance of having leaders who believe in and invest in their teams, contrasting common leaders with those who strive for uncommon greatness. The conversation explores Mark's journey from a vocational track student to a senior leader at Chick-fil-A, highlighting lessons from his childhood and career. Key topics include seeing the future, engaging and developing others, the power of community in teams, and the importance of lifelong learning. If you're looking to level up your ability to lead, this is a great episode for you! Sound Bites "When I walk in a room, I'm trying to figure out how I can add the most value. And sometimes that is to take charge, and sometimes it's to take out the trash." "The differentiator is the level of care and concern people have for each other." "Certainty is not ours to provide — but clarity is." "Lifelong learning is the only path to more influence, impact, and opportunity." "If you're not pursuing something, you're not leading." "You don't want to call them out--you want to call them up." "It's not just about personal excellence--it's about making others better." "It's not about grand gestures. Engagement is built over time through consistent, intentional actions." Chapters 00:00 Introduction 01:59 Start of Interview 02:50 Mark's Backstory 06:08 A Latin Word to Lead By 07:45 It's More Than Personal Excellence 11:38 How To See the Future 16:45 Maintaining a Customer Bias 18:04 How to Engage and Develop Others 31:12 Advice for Parents 34:03 End Of Interview 34:21 Andy Comments After The Interview 37:16 Outtakes Learn More You can learn more about Mark and his book at LeadEveryDay.com/Uncommon-Greatness. Also, reach out to Mark via his mobile phone at 678-612-8441. For more learning on this topic, check out: Episode 410 with Ryan Hawk about his book on excellence. Episode 391 with Adam Bryant about his wonderfully engaging book on becoming a leader. Episode 252 with the Father of the Strengths Movement, Marcus Buckingham. Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills Topics: Leadership, Project Management, Team Development, Engagement, Personal Excellence, High-Performance Teams, Lifelong Learning, Influence The following music was used for this episode: Music: Brooklyn Nights by Tim Kulig License (CC BY 4.0): https://filmmusic.io/standard-license Music: Tuesday by Sascha Ende License (CC BY 4.0): https://filmmusic.io/standard-license

“Love” and “work” are not words that are usually thought of in the same context. For today's guest, however, “love” has a measurable and positive impact on the metrics of work. Marcus Buckingham is known for starting the “Strengths Revolution.” He is also a global researcher and New York Times bestselling author, and he recently joined the GLN's David Ashcraft for a conversation about the role that love plays—or should play—in our work. Whether you are a leader who wants to know how to bring the absolute best out of those you lead, or you are curious how to discover the things you truly love (and why they matter at work), we invite you to listen to this episode.  

Happy One Year Anniversary, Libration Nation!

Confidence and communication are the keys to leadership success, but how do you develop them when self-doubt creeps in? In this episode of Stepping Into Your Leadership, host Christine Courtney is joined by the dynamic Blonka Winkfield to kick off a new mini-series on communication.

How does critical feedback affect your team's success? Researchers Marcus Buckingham and Ashley Goodall argue that many managers invest too much energy in correcting weaknesses. Instead, they encourage leaders to focus on developing employees' strengths.Buckingham and Goodall are the authors of the book, Nine Lies About Work: A Freethinking Leader's Guide to the Real World and the HBR article “The Feedback Fallacy” In this episode, they explain how to lead more effective conversations about performance by focusing on what your team members do best. Key episode topics include leadership, giving feedback, managing people, performance indicators. HBR On Leadership curates the best case studies and conversations with the world's top business and management experts, to help you unlock the best in those around you. New episodes every week. · Listen to the original HBR IdeaCast episode: What Managers Get Wrong About Feedback (2019)· Find more episodes of HBR IdeaCast.· Discover 100 years of Harvard Business Review articles, case studies, podcasts, and more at HBR.org.]]>

Pathfinder Church | February 2, 2025 | Dion GarrettAccording to Marcus Buckingham, love is not a feeling but “the deep and unwavering commitment to the flourishing of another human.” In this way, generosity is the outward sign of inner love. But how do we learn to love in this way while trying to survive in a dog-eat-dog world? Website | https://pathfinderstl.orgOnline Giving | https://pathfinderstl.org/givePodcasts | https://pathfinderstl.org/podcastsFacebook | https://facebook.com/pathfinderstlInstagram | https://instagram.com/pathfinderstlSt. John School | https://stjls.orgContact Us | churchinfo@pathfinderstl.org

The Gallup Q12, as it's commonly called, is a set of 12 questions designed to measure employee engagement. Not satisfaction. Engagement. Why is that distinction important? Because satisfaction is surface-level—think free snacks in the breakroom—but engagement digs deeper. It's about your team's emotional connection to their work and their belief in the purpose of what they're doing. These questions came from years of research by Gallup, particularly detailed in their book "First, Break All the Rules" by Marcus Buckingham and Curt Coffman, which examines what makes employees thrive. And guess what? Engaged employees don't just work harder—they work smarter, stay longer and bring their A-game to your organization every day. Part 4,  "Growth" - Questions 11 and 12: 11. In the last six months, someone at work has talked to me about my progress. 12. This last year, I have had opportunities at work to learn and grow.   Interested in coaching or training on these topics for you or your team? We'd love to hear from you! Email Mike and Mark.

The Gallup Q12, as it's commonly called, is a set of 12 questions designed to measure employee engagement. Not satisfaction. Engagement. Why is that distinction important? Because satisfaction is surface-level—think free snacks in the breakroom—but engagement digs deeper. It's about your team's emotional connection to their work and their belief in the purpose of what they're doing. These questions came from years of research by Gallup, particularly detailed in their book "First, Break All the Rules" by Marcus Buckingham and Curt Coffman, which examines what makes employees thrive. And guess what? Engaged employees don't just work harder—they work smarter, stay longer and bring their A-game to your organization every day. Part 3,  "Belonging and the Greater Good" - Questions 8 to 10: 8. The mission or purpose of my company makes me feel my job is important. 9. My associates or fellow employees are committed to doing quality work. 10. I have a best friend at work.   Interested in coaching or training on these topics for you or your team? We'd love to hear from you! Email Mike and Mark.

The Gallup Q12, as it's commonly called, is a set of 12 questions designed to measure employee engagement. Not satisfaction. Engagement. Why is that distinction important? Because satisfaction is surface-level—think free snacks in the breakroom—but engagement digs deeper. It's about your team's emotional connection to their work and their belief in the purpose of what they're doing. These questions came from years of research by Gallup, particularly detailed in their book "First, Break All the Rules" by Marcus Buckingham and Curt Coffman, which examines what makes employees thrive. And guess what? Engaged employees don't just work harder—they work smarter, stay longer and bring their A-game to your dealership every day. Part 2, Meeting "Basic Human Needs" - Questions 3 to 7: 3. At work, I have the opportunity to do what I do best every day. 4. In the last seven days, I have received recognition or praise for doing good work. 5. My supervisor, or someone at work, seems to care about me as a person. 6. There is someone at work who encourages my development. 7. At work, my opinions seem to count.   Interested in coaching or training on these topics for you or your team? We'd love to hear from you! Email Mike and Mark.

The Gallup Q12, as it's commonly called, is a set of 12 questions designed to measure employee engagement. Not satisfaction. Engagement. Why is that distinction important? Because satisfaction is surface-level—think free snacks in the breakroom—but engagement digs deeper. It's about your team's emotional connection to their work and their belief in the purpose of what they're doing. These questions came from years of research by Gallup, particularly detailed in their book "First, Break All the Rules" by Marcus Buckingham and Curt Coffman, which examines what makes employees thrive. And guess what? Engaged employees don't just work harder—they work smarter, stay longer and bring their A-game to your dealership every day. Part 1, "Clarity and Resources" - Questions 1 and 2: 1. I have the materials and equipment I need to do my work right. 2. At work, I have the opportunity to do what I do best every day.   Interested in coaching or training on these topics for you or your team? We'd love to hear from you! Email Mike and Mark.

In the world of HR, change is often seen as a catalyst for innovation and growth. But HR leaders also need to champion stability without stifling progress. In this episode, we explore themes from Ashley Goodall's latest book, The Problem with Change, which challenges the assumption that constant disruption is always beneficial for business. Goodall draws on his extensive experience leading people and learning functions at Deloitte and Cisco, offering practical examples and fresh insights into how perpetual change can erode employee wellbeing and performance. This is a must-listen episode for HR and business leaders alike.Show notesResources and learningAHRI members can join the AHRI LinkedIn lounge, exclusive to AHRI members to discuss some of the themes explored in this episode with their HR peers. Become a member today: https://bit.ly/41tcOFuLearn how to manage change more effectively with this short course from AHRI: https://bit.ly/3Drj9HwFurther readingExplore Ashley Goodall's latest book: The Problem with Change And The Essential Nature of Human Performance: https://bit.ly/4gNCMIpExplore Ashley Goodall's book 'Nine Lies About Work', co-authored with Marcus Buckingham: https://bit.ly/4iLbKmrA Radical Rethink of HR (MIT Sloan article) by Ashley Goodall: https://bit.ly/4iKYcre

In the world of HR, change is often seen as a catalyst for innovation and growth. But HR leaders also need to champion stability without stifling progress. In this episode, we explore themes from Ashley Goodall's latest book, The Problem with Change, which challenges the assumption that constant disruption is always beneficial for business. Goodall draws on his extensive experience leading people and learning functions at Deloitte and Cisco, offering practical examples and fresh insights into how perpetual change can erode employee wellbeing and performance. This is a must-listen episode for HR and business leaders alike.Show notesResources and learningAHRI members can join the AHRI LinkedIn lounge, exclusive to AHRI members to discuss some of the themes explored in this episode with their HR peers. Become a member today: https://bit.ly/41tcOFuLearn how to manage change more effectively with this short course from AHRI: https://bit.ly/3Drj9HwFurther readingExplore Ashley Goodall's latest book: The Problem with Change And The Essential Nature of Human Performance: https://bit.ly/4gNCMIpExplore Ashley Goodall's book 'Nine Lies About Work', co-authored with Marcus Buckingham: https://bit.ly/4iLbKmrA Radical Rethink of HR (MIT Sloan article) by Ashley Goodall: https://bit.ly/4iKYcre

During this episode, David explains how to create an environment that boosts productivity and workflow. He shares a simple 5 step process any leader can use regardless of the industry they work in to coach and nurture their team. To motivate them, gain their trust, lead by example, remain calm under pressure and get everyone pulling in the same direction and following the right plan. David helps owners and leaders to build their business without having to do it all themselves, so that they have a business that is ready to sell when they are ready. To build your business, so it is ready to sell, without the frustration and overwhelm, Download David's Free Guide '3 reasons you will never sell your business and how to fix it FAST! https://businessbreakthrough.live/3reasons/3-reasons KEY TAKEAWAYS At this time the world needs exceptional leaders. Everyone prefers to work for people they like and trust. For leaders who create a culture of togetherness and collaboration. People leave companies when they are poorly led. That costs a fortune. Good leaders also make great coaches, they nurture talent. Create an inspiring vision. People need a really compelling reason to follow your lead. Motivate your team. People are motivated by three things, achievement, relationship and growth. Motivation is intrinsic and extrinsic. Make a clear plan and execute it. David recommends using the 12-week year approach. He explains why and how to do it, in the podcast. Include how you are going to manage change in your plan. Create trust. You need to care personally about the members of your team and achieving your objectives. When building trust make sure you do not use techniques like manipulative insincerity. Lead with calm, develop your communication skills and work on your personal development to make it easier to do this. BEST MOMENTS “The type of leaders that really bring out the best in people really strive to improve .” “People leave bad managers, not bad companies.” – Marcus Buckingham “If you can link what the organization is going to achieve to what the people, individually in their roles, are going to achieve, then you make that motivation very personal to them.” “Celebrate successes along the way, rather than just waiting for the end game.” “People leave bad managers, not bad companies.” “10% of customer satisfaction earns you 46% more trust.” EPISODE RESOURCES Radical Candor - https://www.amazon.co.uk/Radical-Candor-What-Want-Saying-ebook/dp/B01LW1LESC ABOUT THE HOST David Roberts is a highly regarded CEO, mentor, and investor with 30 years of experience across multiple sectors. As an intrapreneur and entrepreneur, David has bought, grown, started and sold several businesses, working with values-driven start-ups, award-winning SMEs, and multinational corporations on strategies for service excellence, leadership, and profitable growth. David’s passion is for purpose and creating an environment where everyone can succeed, through building teams that get things done, execute on their mission with passion, deliver exceptional service and really make a difference. CONTACT METHODS LinkedIn - https://www.linkedin.com/in/david-roberts-nu-heat Facebook - https://www.facebook.com/DavidRobertsPeopleWithPurpose David’s Facebook - https://www.facebook.com/dave.roberts.5076798 Instagram - https://www.instagram.com/davidcroberts_ Email - david@peoplewithpurpose.live

Chapter 1:Summary of First, Break All the Rules"First, Break All the Rules: What the World's Greatest Managers Do Differently" is a book by Marcus Buckingham and Curt Coffman, published by Gallup Press. It is based on extensive research conducted by Gallup, which evaluated thousands of interviews with managers across various industries to understand what distinguishes great managers from average ones. Key Concepts:1. Talent vs. Skills: The authors argue that great managers focus on talent rather than just skills. They believe that employees should be placed in roles that align with their inherent talents, as this leads to better performance and job satisfaction.2. Employee Engagement: Engaged employees are more productive, provide better service, and contribute to the overall success of the organization. The book emphasizes the importance of understanding what engages employees and how managers can foster that engagement.3. The Four Keys to Great Management: The book identifies four key areas that great managers address:- Select for Talent: Recruit individuals based on their potential and natural abilities rather than relying exclusively on experience or education.- Define the Right Outcomes: Instead of dictating how work should be done, great managers focus on setting clear outcomes and allowing employees the flexibility to determine the best paths to achieve those results.- Focus on Strengths: Managers should help employees develop their strengths rather than concentrating on improving weaknesses. This strategy leads to higher morale and productivity.- Find the Right Fit: It's crucial to put employees in roles where they can excel, ensuring their talents are utilized effectively.4. The Importance of a Strong Relationship: The book emphasizes that managers should cultivate strong relationships with their employees. Understanding individual needs and motivations is essential for fostering trust and engagement.5. Questions to Gauge Engagement: The authors suggest that asking a few critical questions, such as whether employees know what is expected of them or have opportunities to use their strengths, can help assess and improve employee engagement. Conclusion:"First, Break All the Rules" challenges conventional management wisdom and encourages managers to think differently about how to lead teams. By focusing on individual strengths and creating an engaging workplace environment, managers can drive better performance and satisfaction. The insights provided in the book serve as a guide for effective management practices that prioritize the unique talents of employees.Chapter 2:The Theme of First, Break All the Rules"First, Break All the Rules: What the World's Greatest Managers Do Differently" is a management book by Marcus Buckingham and Curt Coffman, published by Gallup Press. It is based on extensive research and interviews with managers and employees. Here are some key plot points, character development, and thematic ideas from the book: Key Plot Points1. The Importance of Managers: The book starts with the premise that great managers are crucial to an organization's success. The authors emphasize that quality management can significantly impact employee engagement and retention.2. Break the Conventional Rules: The title reflects the core idea that effective managers often do not follow traditional management wisdom. They focus on what works best for their specific team and circumstances.3. Focus on Employee Strengths: One of the main points is that great managers recognize and cultivate the unique strengths of each employee instead of trying to fix weaknesses. This approach leads to higher engagement and productivity.4. The Employee-engagement Questionnaire: The authors outline a set of questions that can gauge employee...

Do you feel stuck in a "loveless" job? Discover the secrets to finding love in your work and unlocking your true potential, even if you don't have the "perfect" job. In this episode, we explore groundbreaking insights from best-selling authors Marcus Buckingham and Daniel Pink, who reveal the surprising truth about what truly motivates us. Learn how to identify your "red threads," the activities that ignite your passion and energy, and weave them into your daily work for maximum engagement and fulfillment. Motivation, fulfillment, work, career, love, passion, engagement, productivity, strengths, Daniel Pink, Marcus Buckingham, red threads, love + work. ● Discover the science-backed truth about motivation and why traditional approaches often fall short. ● Learn how to identify your unique "red threads" and why understanding these is crucial for finding fulfillment. ● Get practical strategies for weaving your "red threads" into your current role, even if you're not in your dream job (yet!). ● Hear inspiring stories from people who have successfully found love in their work and unlocked their potential. Featuring insights from New York Times best-selling authors Marcus Buckingham and Daniel Pink, this episode is packed with actionable advice and science-backed strategies for transforming your work life. Subscribe now and never miss an episode filled with actionable insights to help you create a career you love! Be sure to leave a review and share this episode with your friends if you found it helpful. For business inquiries contact us at: ryan@vertexmadiacorp.com --- Support this podcast: https://podcasters.spotify.com/pod/show/ryan-kennedy-podcast/support

No burying the lede this week: Employee engagement surveys are broken. We expect them to tell us everything about a workplace's culture—but they often miss the mark, capturing just a sliver of what's going on and usually only symptoms instead of underlying causes. As leaders try to make sense of the data, there's frequently a lot of smoke chasing, but nobody can tell where the fire is, or if there's one at all. Add to that employee distrust around anonymity, spun-up initiatives to make changes that never go anywhere, and the fact that most surveys don't even ask the right questions, and it's no wonder everyone, from the C-suite to the frontline worker, suspects these surveys do more harm than good. In this episode, Rodney and Sam explore what “engagement” actually means, what organizations should be measuring instead and why, and how to truly understand the health of your organization. -------------------------------- Interesting in hearing more about the zones of the ocean? We've got stuff coming soon! Sign up here for first access: https://theready.ck.page/newvision Want future of work insights and experiments you can try delivered to your inbox? Sign up here. Follow us on your favorite platforms for more org design nerdery: LinkedIn Instagram ------------------------------- Mentioned references: RACI episode: AWWTR Ep. 10 performance management episode: BNW Ep. 56 The Ready's OS Canvas "complication" vs "complexity" "state" vs "trait" Marcus Buckingham

Summary In this episode, Andy talks with Dr. Sam Adeyemi, an influential leader and author of Dear Leader: Your Flagship Guide to Successful Leadership. They discuss the impact of personal backstories on leadership, the importance of principles and values, dealing with self-doubt, and managing multi-generational teams. Dr. Sam shares insights from his personal journey, providing practical advice on leading with empathy, authenticity, and intentional personal branding. This is a great opportunity to be exposed to a globally influential voice on leadership who will inspire you to go from self-doubt to confidence. Sound Bites "Leadership is first about being before it is about doing." "You reproduce who you are." "We never act beyond the capacity of that person that we see inside." "Building your personal brand is not about building your ego and trying to prove to people that you are what you are not." "We all are way better than we think we are. We're more powerful than we think we are." "We actually can't control most of the things that affect our lives, but we can affect the things that are inside of us." Chapters 00:00 Introduction 02:33 Start Of Interview 07:33 Principles And Values In Leadership 11:00 What Is Authenticity? 12:46 Decision-Making Guided By Values 15:33 The Role Of Identity In Leadership 18:16 Overcoming Self-Doubt 20:08 Overcoming Fear And Embracing Uncertainty 21:18 The Power Of Self-Talk And Identity 22:26 Generational Differences In The Workplace 26:12 Building A Personal Brand Vs. Ego 31:39 Applying Leadership Principles At Home 35:26 End Of Interview 35:48 Andy Comments After The Interview 37:53 Outtakes Learn More You can learn more about Dr. Sam and his books at SamAdeyemi.com/. If you'd like more on this subject, check out: Episodes 62, 153, and 416 with Jim Kouzes about his book The Leadership Challenge, and Episode 252 with Marcus Buckingham about his book Nine Lies About Work. Prepare to Pass Your Project Management Certification Exam We regularly help people just like you prepare and pass their PMP and CAPM certification exams. If you or someone you know is thinking about pursuing project management certification, contact us! We'd love to help you earn your credential. Learn more and enroll at i-leadonline.com/PMSeries. Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills   The following music was used for this episode: Music: Brooklyn Nights by Tim Kulig License (CC BY 4.0): https://filmmusic.io/standard-license Music: Tropical Vibe by WinnieTheMog License (CC BY 4.0): https://filmmusic.io/standard-license

Words are powerful. In fact, changing one word in a sentence can change the meaning entirely. Today I'll share with you the three words that have great power as a creative (and three words that can tear you down).Links mentioned in this episodeThe Book: Love + Work by Marcus Buckingham#6: The Art of NOT Trying: How to Go from Trying to Doing#28: How to Master the Scariest Word in Your Vocabulary#41: The Power of Yes#124: Setting Effective Creative Deadlines (even when you hate them)Franklin Makers Market. Support Local Artists. Furniture flips, custom pottery and fine art paintings and more! This Saturday, August 24 --11 a.m. - 2 p.m. Email for address at unstoppablycreative@gmail.com or see me at @thelesliebecker on instagram

What successful innovations from the automotive industry could you apply to your business? David Spisak is an entrepreneur, investor, and automotive consultant. He is a dynamic business leader known for transforming automotive dealerships with his expertise in operations, technology, and finance. He's also the podcast host of The David Spisak Show.Join Scott and David as they explore: * How our childhood hardships can provide us with resilience and leadership skills.* The importance of discernment and curiosity.* The value of having a mentor who is a good leader.* Focusing on hiring smart, emotionally intelligent people to build a strong culture and grow your business.* Greatness might look easy, but requires hard work to maintain.* How shocking it is that so many people get onto the “Shark Tank” TV show, yet don't have financial * knowledge about their pitch.* Prioritizing employee care and development at your business. * Marcus Buckingham's book "Now Discover Your Strengths".* David's approach to maintaining low employee turnover and high morale in previous roles.* The importance of developing people over technology implementation.* Why technology alone can't solve retail problems, despite advancements in tech products.* Why David does not throw people or tech at problems, instead relying on data to drive results.Chapters for this episode: 4:56 Disruptive growth in business. 14:46 Transforming businesses through culture and leadership. 20:55 Staying ahead in business. 31:23 Examples from Starbucks and Amazon. 35:49 Creating a positive work culture. 41:11 Employee satisfaction. 45:53 Challenging conventional industry practices. 56:57 Leveraging technology to optimize sales. 1:11:44 Personal and professional growth via networking. 1:23:37 Bucking industry trends. 1:28:24 Transformative leadership. Thanks to David Spisak for being on Business, Bourbon & Cigars. Connect with David on LinkedIn: https://www.linkedin.com/in/davidspisak/ A note from Scott: In my intro to this episode, I got my podcasts mixed up. I accidentally mentioned that David had been a guest on my BB&C show three times. Actually, I meant to say that he and I had a conversation on the J&L “Digital Market Domination” podcast: https://www.jandlmarketing.com/podcasts/mcc-038-david-spisak-how-to-get-what-you-want-in-business-and-in-life/ And I meant to say that I was once a guest on David's podcast, “The David Spisak Show”: https://davidspisak.com/how-to-unlock-your-ultimate-potential-as-an-entrepreneur-with-scott-joseph/ BUSINESS, BOURBON & CIGARSBe sure to subscribe so you don't miss any episodes. * Apple Podcasts: https://apple.co/3SN2fHn * Spotify: https://spoti.fi/49EwtTo * YouTube:

"Don't try to fix the weaknesses. Don't try to perfect each person. Instead do everything you can to help each person cultivate his talents. Help each person become more of who he already is.” ― Marcus Buckingham

Turning Criticism into GoldIn this episode, we dive deep into the art of effective promotion, exploring key strategies to grab attention and overcome common obstacles that hold you back. Discover how to use short, engaging content and consistent branding to elevate your visibility and drive success in your ventures.Follow Antonio Here:https://www.facebook.com/theatsjrhttps://www.amazon.com/stores/Antonio-T.-Smith-Jr/author/B00M3MPVJ8https://www.linkedin.com/in/antoniotsmithjrhttps://antoniotsmithjr.comhttps://www.instagram.com/theatsjrDaily ATS Meeting HighlightsOpening RemarksWelcome to the Daily ATS meeting.Acknowledgment of attendees and excitement for the day.Focus on day 11 of the series, previously discussed one and two-star reviews.Discussion on Negative ReviewsEmphasis on the importance of examining one and two-star reviews.Example given by Antonio on understanding customer dislikes about Facebook and TikTok.Application of the same method to individual businesses, especially motivational speakers and life coaches.Strategies for Business ImprovementUse negative reviews to improve products and services.Focus on what customers dislike to build better offerings.Example: Improving journals by studying top journals' negative reviews.Personal Experiences and InsightsParticipants shared their learning experiences from examining negative reviews.Highlighted the significance of understanding and addressing customer pain points.Importance of executing ideas rather than just thinking about them.Action Items and Homework AssignmentsTasks from Previous SessionsBuilding essential components of the business (book, journal, planner, etc.).Brain dump exercise to gather and organize ideas.Immediate AssignmentsAttendance: Join the "Let's Study a Book" session with Phil and Susan on Monday at 5:30 PM Central.Tangible Deliverables: Submit something visible and concrete related to your project by the end of the day.Investment Opportunity: Participate in investing $5000 in Melissa's company to earn shares and potential returns.Competitive Advantage: Identify and articulate your business's competitive advantage(s) by tomorrow morning.Execution and BuildingDefining BuildingActual progress that can be demonstrated to others.Emphasis on moving from ideas to tangible outputs.Practical ExamplesExample of Antonio's work on Arlenbrook.Importance of showing visible progress.General Advice and EncouragementEncouragement to take it easy on oneself while striving for progress.Reminder that building a business is a step-by-step process.Reassurance that everyone is at different stages and that's okay.Additional SupportUse of tools like Marcus Buckingham's assessment to identify strengths.Emphasis on leveraging strengths for personal and business growth.Guidance on handling personal and external pressures during the building phase.Support this podcast at — https://redcircle.com/the-secret-to-success/exclusive-contentAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

In this special double episode, hear Jennifer Brown discuss her book, How to Be an Inclusive Leader and Marcus Buckingham talk about his book Love + Work. Both thought leaders will deliver keynote sessions at the upcoming Blanchard Leadership Summit to be held October 8-10. 2024 in Dana Point, California. For more information go to blanchard.com/summit2024

Summary In this episode, Andy talks with Charlie Gilkey, author of Team Habits: How Small Actions Lead to Extraordinary Results. They discuss how small, often overlooked habits shape team culture and performance. The conversation explores practical approaches for enhancing team dynamics, instilling a sense of belonging, improving decision-making, and addressing everyday 'broken printers' in both professional and familial settings. Charlie shares personal insights from his military upbringing and passion for team-based success, emphasizing that effective change and leadership start at the local team level. This is a practical and engaging discussion that will help you lead your team to the next level of success. Sound Bites "Time in, erodes awareness of." "Be the teammate you want your teammates to be." "Belonging is a macro word that includes feeling appreciated at work, feeling like your contributions and perspective matter, that you have moral and functional trust." "We do it because it's the right thing and because this is how we want to be together and, oh by the way, it has these amazing other benefits." "I would rather over-index on caring." "So many families have a daily 'broken printer' that's called the 'getting to school runaround'." "None of us show up at work and opt-in to the CC thread from hell." Chapters 00:00 Introduction 01:44 Start of Interview 05:36 The Broken Printer Metaphor 08:43 How We Encourage the CC Thread from Hell 12:21 Team Dynamics 14:56 What If You're Not a Senior Leader? 19:27 Number One Rule of Being a Great Teammate 21:18 Building Belonging Habits 30:14 The Importance of Small Gestures 38:34 Applying Team Habits to Families 44:48 Wrap-up 45:24 Andy Comments After the Interview 50:17 Outtakes Learn More You can learn more about Charlie and his books at ProductiveFlourishing.com. Contact Charlie to learn how to buy a box of books for you and your team. If you'd like more on this subject, check out: Episode 366 with Michael Timms about his book on accountability Episode 252 with Marcus Buckingham about the episode we discuss in this interview, and Episode 342 with Krister Ungerbock, who uses the term TalkSHIFTS instead of habits. Though the terminology is different, the ideas are complimentary.   Project Management Courses I would love to help you and your team level up your ability to lead and deliver. Join us for an upcoming project management masterclass! They are instructor-led, super engaging, and fine-tuned to help you and your team more confidently lead and deliver. Learn more at courses.i-leadonline.com. Thanks! Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills   The following music was used for this episode: Music: Echo by Alexander Nakarada License (CC BY 4.0): https://filmmusic.io/standard-license Music: Laughing Children Full Version by MusicLFiles License (CC BY 4.0): https://filmmusic.io/standard-license

Paul is a true innovator in learning and leadership development, changing how these disciplines are perceived and enacted globally.Paul has dedicated his career to dismantling the status quo, constantly pushing the boundaries of what's possible in leadership training and development. Before his current role at REACH Ecosystem, As CEO of Professional Development Training (PDT) for over a decade, he led its expansion across Australia and internationally, focusing on delivering impactful on-site training and psychometric tools. He also served as Project Manager at the University of Queensland, where he implemented a sophisticated travel management system. Additionally, Paul contributed as a Board Member of the Entrepreneurs' Organization, enhancing learning experiences for members, and chaired the OrgDev Institute, promoting research and development in organizational growth.His mission is bold and impactful: to revolutionize the leader experience for over a million leaders and positively affect the lives of ten million team members they lead. This goal reflects not only ambition but a deep commitment to enhancing organizational cultures and personal effectiveness across the globe.Ross and Paul talk about  AI, software, leadership, employee engagement, attracting talent, correct tools for the job, collaborating, heroes to zeros, technology demising,  getting attention, entrepreneurship, the importance of feedback, improving performance, AI helping us remember, being more productive, enjoying work, leaders being fatigued and active disengagement. The pair also discuss Marcus Buckingham,  working to strengths, Samsung six day weeks, solving problems, reaching new levels of organisations, self discovery, learning, personal curation, democratising access, demonetisation, adaptability, curiosity, training AI and knowing what to ask AI.Timecodes:00:16 Intro to Paul00:56 Paul's background02:32 Complicated things becoming more simple06:30 Leadership software11:03 BlackBerry Film12:19 Challenges presenting to leaders16:09 Getting the right people at scale and AI Co-pilots20:37 Ken Blanchard - The One Minute Manager23:43 AI helping us doing things in the right moment26:03 The evolution of leadership and future of work38:26 Spotify's growth42:27 What Paul is excited by47:21 The last time Paul did something for the first timeConnect with Paul:LinkedInWebsiteConnect with Ross:WebsiteLinkedInMoonshot Innovation  

If you ask Todd Kuckkahn about his mission in life he will immediately tell you that he “is on a mission to revolutionize company culture and leadership”. Todd has spent most of his life working to better communications, trust and teamwork. He is a life-long Wisconsin resident. He always wanted to be a teacher and actually taught professionally for several years.   Later, he moved to the nonprofit sector, but he would tell you that actually he continued to teach. He always has felt that we all need to do a better job of communicating which also means that we need to be more open to trusting each other.   At the age of 63 years, some two and a half years ago Todd left what he calls his best job to become a solopreneur. In other words, he went out on his own to further his work. As you will hear, Todd clearly is an excellent communicator. His insights and thoughts are refreshing and do represent ideas we all should consider and find ways to use.     About the Guest:   Todd Kuckkahn is on a mission to revolutionize company culture and leadership. Throughout his career, Todd has done countless presentations, workshops, and seminars at local, state, national and international conferences. Todd annually hosts Live2Lead featuring John Maxwell and other internationally known leadership speakers.   Todd is passionate about sharing his experience and knowledge in communication, leadership, generations, personal growth, and company culture. He writes for numerous publications, including an international publication.   His passion for leadership and culture earned him an independent speaker, coach, teacher, and trainer certification with (John C.) Maxwell Leadership. He is both DISC and DEI (diversity, equity, and inclusion) certified.   His numerous live and virtual speaking engagements include conferences for: International Economic Development Council Leadership Summit, United Way Great Rivers, State of Wisconsin Chamber of Commerce Executives. State Society of Human Resource Managers, Big Ten Conference Fundraisers, International Maxwell Certification, Special Olympics International Torch Run, New Beginnings Motivation, and UnleashU Now. He has also appeared on numerous podcasts and co-hosts his own, Crushin' Company Culture.   Todd Kuckkahn's professional work experiences include non-profits, education, government and small to large businesses. He has taught in four different college settings and three different high schools. His teaching experience includes entrepreneurship, collaborative leadership, international business, supervision, and leadership development.   He has served with numerous non-profits, including the UW Foundation, UW-Platteville Alumni Office, UW-Stevens Point Foundation and Alumni Office, United Way of Dane County, Wisconsin Special Olympics, Madison Children's Museum, Marshfield Clinic, Girl Scouts of the Northwest Great Lakes, Portage County Business Council, and Pacelli Catholic Schools.   Todd is a proud University of Wisconsin graduate in education and holds a Master of Science degree in education from UW-Platteville. He is willing to travel anywhere in the world to add more value to others than he receives through his faith.   Ways to connect with Roberto:   https://toddkuckkahn.com/ (business website) https://www.linkedin.com/in/toddkuckkahn/ https://www.facebook.com/toddkuckkahn/ (personal page) https://www.facebook.com/toddkspeaking/ (business page) https://www.instagram.com/toddkuckkahn/ https://twitter.com/buckybuckets https://podcasters.spotify.com/pod/show/crushincompanyculture (podcast)   About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/   https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app.   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.     Transcription Notes: Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:21 Welcome to unstoppable mindset. Yes, this is another episode, we're really glad you're with us. And today we get to chat with Todd Kuckkhan. Todd is on a mission as he talks about it to read full revolutionary, I'm really great at talking today, revolutionize company culture, and leadership. And I'm really interested to hear about that he's been involved in leadership a lot in his life, as we will hear. And one thing, it'd be great to create a joke about it, but I won't too much. He has had 17 jobs in his lifetime. And, you know, it's kind of funny once during the 2016 election. Somebody was talking about all of Hillary Clinton's qualifications, and they said she was a secretary of state and she was a lawyer, and she was a senator and so on. Oh, I think it was Letterman and he said the woman couldn't even hold down a job. So I don't know you're even worse. But Todd, welcome to unstoppable mindset.   Todd Kuckkahn ** 02:24 Is that a good or bad thing being worse than Hillary Clinton? But it's great. It's great. Michael, and, yeah, I have had 17 jobs, some several most of them. I moved on my own volition, but a couple of them, you know, they kind of pushed me out the door. And we can talk about that. But it's great to be with you. And thanks so much for pronouncing my name. Right. That is, that doesn't happen very often.   Michael Hingson ** 02:44 Well, it's an honor to have you on here. And I'm glad I got it. Right. And it cheated that I asked you earlier, but that's okay. We won't we won't tell anybody that right now. We won't tell him but so forget that, folks. But, but Todd has, has done a lot of things. I'd like to start with kind of the early times. Tell us a little bit about you growing up and all that and then we'll get into everything else.   Todd Kuckkahn ** 03:05 Sure. Yeah, I've lived in Wisconsin my whole life. I left for a week for vacation. That's it. So but a lot of love that love the state started out in teaching and education, but a lot of work in the nonprofit world. Throughout my career. That's where a lot of my different jobs were spent a lot of my life coaching basketball at a variety of different ages. And then about two and a half years ago, I got the itch to go out on my own and become a solopreneur. And I really thought that felt a leadership was my calling. So I decided to make that flip and I'm a full time solopreneur as you said revolutionising company, culture and leadership. Wow.   Michael Hingson ** 03:44 Well, kind of really interesting and intriguing as to how you got there and why you did that. I know. You're a badger. Absolutely. So that's a that's a good thing. My wife was a Trojan she only she did her Master's at USC. I did my bachelor's and master's at UC Irvine. So, anteater Zott. And, and we've even been to a couple of the March Madness is, although only two and but the last time we got up to 16   Todd Kuckkahn ** 04:17 I think. So I guess I snuck in a couple times. Yeah, we've snuck in   Michael Hingson ** 04:21 a couple times. So it's pretty good. So it's kind of fun to to have your school represented, at least in some various ways. Well, we're glad that you are here. So when you were in college, what did you get a degree in, got   Todd Kuckkahn ** 04:35 my degree in Broadfield Social Studies, and I wanted to be a coach. So in order to be a coach, you usually have to be a teacher. So I got I got my teaching degree in Broadfield. Social Studies, the professor that got me into Broadfield social studies actually in sociology. He studied he went into a bar and studied the patrons of the bar and it was the book he wrote was marriage in the family. So how that'll happen about cheese, if you can get paid to go into a bar, and talk to other people and make money, I'm thinking, I love this. I love his career, but actually, I ended up going into teaching. Well, you know,   Michael Hingson ** 05:12 always another option for you down the line. I remember when I first was approached after September 11, to talk about my experiences, and so on. And people started saying, we want to hire you to come. I thought, this is really interesting. People want to pay me just to come and talk. Why do I want to sell computer hardware? This is a whole lot more fun idea. And go karts. That's what I did. I ended up deciding that selling life and selling philosophy and educating people about the World Trade Center, and what we should learn from and so on was a whole lot more fun than selling computer hardware. And I found it very rewarding for the last 22 years. Well, it's   Todd Kuckkahn ** 05:53 a great Yeah, I mean, sharing experiences like that making an impact on people helping them to kind of think through their lives through through your experiences in your life. And you can impact so many more people in that regard to in your world speak. And that's what I that's what I enjoy about it too.   Michael Hingson ** 06:07 Well, on the other hand, there is something to be said for going off and spending time in bars course. I don't know what it would cost you to do that.   Todd Kuckkahn ** 06:18 I got paid. Yeah,   Michael Hingson ** 06:19 pay more than you have to spend. Right, right. There economic issues that go along with it. But that's okay. So what did you teach?   Todd Kuckkahn ** 06:31 I taught my first teaching job, I taught psychology, sociology and history, I was always at least a half a day, a friend and in front of the students. And first, you know, the textbook and, and all the work it was quite a scramble at that first year, but really enjoy that. And then then the coaching bug bit went off to do some college coaching. But I loved I love the teaching. And I've been teaching in a variety of ways, really my whole life, whether it's college or high school, or on the basketball court, or in a workshop, I   Michael Hingson ** 07:02 got my secondary teaching credential while I was getting my master's in physics, and I plan on going into teaching professionally as it were. But then job things came along that that changed all that. But what I've realized a number of times throughout my career is I've always been teaching. And you're absolutely right. It's it's something that in fact, we all do, whether we realize it or not. And those of us who realize it and appreciate it, obviously are the better for it. Yeah,   Todd Kuckkahn ** 07:29 absolutely. I, I, you know, whether I'm, I always feel I'm teaching if on the basketball court, or if I'm in the classroom, or even even a one on one conversation, you know, you and you and I are learning from each other while while we while we talk as well. So I think it's, you know, I think it's part of that servant leadership mentality, too, that people have and, you know, giving back giving back more than they receive and trying to help others and impact and like you said before, I think   Michael Hingson ** 07:54 that's really important to do. And that's a good thing that you did it. So how long did you stay in teaching?   Todd Kuckkahn ** 08:00 I taught high school was two different stints. One three years didn't one two year stint. And then as I said, I've done some adjunct faculty work with there's a couple of different colleges in this area. There's a university here as well. So I have done some some teaching for probably, I don't know, 1015 years there as well, but not as a full time profession. My full time teaching was about five years. And that was a few years ago.   Michael Hingson ** 08:25 And then what did you do? Well, then I coached   Todd Kuckkahn ** 08:29 college for a few years at university, Wisconsin Platteville actually helped recruit the team that won their first national championship down there, they won for division three national championships. So I was proud to be a part of that, that first one. And then I got into the nonprofit world, actually in athletics, doing fundraising, and then had a number of other jobs with Special Olympics. Children's Museum, United Way, Girl Scouts, couple different universities doing doing fundraising and raising money for their programs.   Michael Hingson ** 09:02 Wow. So you moved around? Yeah,   Todd Kuckkahn ** 09:06 usually, I mean, I had several different jobs in the same in the Madison area, the capital city, of course. And yeah, you've got me around the state a little bit now. We've actually been in Stevens Point here in central Wisconsin for almost 20 years, we 20 years in June.   Michael Hingson ** 09:22 So why is it that you chose because clearly you did to not stick with one job, like a lot of people seem to like to be able to do and make that your whole career?   Todd Kuckkahn ** 09:33 Well, I'm most in most cases I was it was a way to advance my career. The career I was in, there was somebody in the you know, in the seat above me and they were well established and they were doing a great job. And I saw some other some other opportunities. There were a couple of times where I was pushed out the door. And now they're not here to defend themselves, but I would say a lot of it was due to culture. And I like a culture where It's fun to go to work. And we have teams that are working together and we communicate well share information. Some of my supervisors were a little bit on the micromanagement, kind of the the authoritarian leader, which I don't really have a lot of time for. So a couple times that didn't work out for me, but typically it was a better opportunity, or maybe an increase in title or salary.   Michael Hingson ** 10:24 Well, and some of that sphere, so you sort of, in a sense, kept in the same career, just different kinds of jobs. Right.   Todd Kuckkahn ** 10:32 Yeah. In the nonprofit in the nonprofit world with different Yeah, with different programs. So same field, just different businesses, different opportunities. Yeah.   Michael Hingson ** 10:40 Right. So when we talk about 17 jobs, we're we're abusing you a little bit, needless to say, but you brought it on. So you're, you've got broad shoulders,   Todd Kuckkahn ** 10:50 I can tell you that that's I will once in a while I'll post on social media bought it, my wife kind of goes, Why do you tell people that? And I'm like, well, that's, that's who I am. I mean, I want people and all that, you know, you can certainly stay in a job for your entire career, if that's what you choose. And maybe you move up within one organization, or you can move to different organizations and shift your career that way. And there were some really, you know, some really wonderful experiences, some great friendships that I've made that I, I still have to some degree. So, you know, for each person is different, right? How they're going to handle, they're probably only going to handle their career, how they're going to work their career, so that that just worked best for me. Well,   Michael Hingson ** 11:29 that's fair I, I've had a number of jobs. Through my career, I started out working in technology, and did it for the National Federation of the Blind helping to develop the Kurzweil Reading Machine that Ray Kurzweil developed back in the mid 1970s. Ray is an inventor and a futurist and created basically Omni font optical character recognition, which is great. But then I went to work for Ray after a project with the National Federation of the Blind and Ray together. But after about eight months, suddenly, I was called in and said, Well, we gotta lay you off, because you're not a revenue producer. And we've hired too many non revenue producers, unless you want to go into sales. And so there I went, and you know, for me, the issue was, the unemployment rate always has been and continues to be really high for unplayable blind people. And it's because people think that we can't work and has nothing to do with whether we really can or not, and people ignore our resumes, but you're blind, you can't do this. And so the result is that makes it a challenge. But I went into sales. And in a sense, just like teaching, in reality, most of us are selling all of our lives. And what we really need to do is to understand that concept and understand the value of it.   Todd Kuckkahn ** 12:46 Yeah, look at look at it as a positive because we think of the, the, you know, the underhanded salesperson who tries to you know, you know, get a deal or something or, you know, something under the rug. And but it's Yeah, so you're right. I mean, every I mean, I'm married, and I had to sell my wife and I have to sell my kids and grandkids every day that I'm a decent dad and grandpa, and we're always selling ourself or our business. And that's why that's why like leadership so much as well, too, because it's really that's about, you know, a authentic way of selling yourself really is what leadership is about. Yeah.   Michael Hingson ** 13:24 And in job interview is nothing but a sales presentation. If you really look at it. Yep, absolutely. Well, so you got very involved in the whole idea and the whole concept of leadership. Tell us a little bit about that.   Todd Kuckkahn ** 13:37 Yeah, it was interesting. I was I was at the Chamber running a chamber of commerce here in central Wisconsin, a gentleman came in and said, Tom, you got this program and you'd like to have the chamber promote it? I said, well, the challenge is you have to be a member in order for us to promote promote this kind of thing. That was our policy. And we figured out that if he would give us six tickets to the event, that was the value of a membership. So we decided to do that. And I was smart enough to take one of the tickets. I gave the other five away to volunteers and board members and things. Went to the event. It was a John Maxwell event called loop to lead. And I was just enamored with John Maxwell and and, Brett if at that point, he was turning 70 very fatherly type figure, grandfatherly type figure. And this really resonated with him and left the event talk to the guy again, they said this guy is interesting. So here's a book. So he gave me a book to read. And then I got involved with some mastermind groups. And we talked about leadership and different leadership skills. And I went to one of his it's called International Maxwell certification, and got certified with his with his team. And since then I've gone to three others, but that really, that was the impetus of hearing him speak and talking about leadership and other countries and talking about how he had so much he needed to do in his life, even though he'd written 80 books and the on and on and on. And then from there, I just start Building slowly, a part time leadership business doing speaking and workshops and then decided about two years ago that I wanted to do it full time and stepped away from probably one of the best jobs I have. What was the   Michael Hingson ** 15:13 job that you had at the time, that was a cheat, you're still at the   Todd Kuckkahn ** 15:15 Chamber chamber, actually was there for six over six years longest stint with with any job and but I just you know, you have a job or you have a career or you have a calling. And I felt my calling was working in the leadership and culture arena, I had a good career in the nonprofit world, including the chamber, but I felt my calling was really much like you impacting people in a different way. And, you know, helping them avoid some of the pitfalls that I faced during during my career.   Michael Hingson ** 15:46 What do you think some of those pitfalls were?   Todd Kuckkahn ** 15:49 Well, I think it's the understanding of truly what leadership is some people think that, you know, you get a title. And that makes you a leader. Well, because you're president or an organization doesn't necessarily mean you're a good leader. It's a lot about a lot about relationships, authenticity, being vulnerable. And I think leaders sometimes feel they have to put up this, this, this artificial wall, this barrier between them, and their employees and either micromanage them on one extreme, or in some cases, ignore them. So you know, Maxwell Maxwell says leadership is influence nothing more or less, nothing less. And I think that's very true. Now, now influence not in the manipulative way, but influence in a servant leadership type of way, and really helping people be as successful or even more successful than you are, because that's only going to elevate the team.   Michael Hingson ** 16:42 I think you brought up a really good point, to rephrase it slightly, or paraphrase it. We have bosses and we have leaders, and sometimes they're the same, but oftentimes, they're really not the same at all. Yeah,   Todd Kuckkahn ** 16:55 if you're, if you're into management, management is, is very structured. And you know, it's important. I mean, you'd have managers in an organization, because there are certain things you have to do is particularly in manufacturing, but but leadership is is is above and beyond, and it's really working on the relationship side, the people side, Marcus Buckingham, I run them to lead down my community, I went to it, now I run that event. And Marcus Buckingham said that love is really critical in the workplace, because human behavior defines what we do. And that's what love is really all about now to talk about love in the workplace. You know, I hear a lot of phones clicking right now on the podcast, but I mean, it's, it's it's not the kind of love that sometimes we think of in you know, that type of love. But it's a love and respect for people, and then their human behavior. And we're all different people, and how do we bring all these different people together to get the best result?   Michael Hingson ** 17:51 Well, and that's, that's really it, isn't it, it's a matter of learning to, to, to love other people and not look down on people. And the reality is, some of the best leaders in organizations recognize that there are times in the life of a team, when you essentially give up leadership, to let somebody who's better able to deal with a particular situation, take the lead, and to lead it. And when you really develop that level of trust with your colleagues who you're leading, it makes for a much better team all the way around. Well,   Todd Kuckkahn ** 18:31 you hit on some of the keywords that I love talking about. And that's respect and trust, those are, those are so critical to a successful workplace. And if you have respect, if you have the trust, then you have the communication and people and then you're gonna have constructive conflict, right? Sure. That's the kind of conflict you want to have, you want to you need to have some conflict, you need to have some of that, that positive tension, because that helps you get even a better idea. And like you say, where you're bringing all these strings together from all these different people, you're going to end up with a much better widget or much better service than you would otherwise. One   Michael Hingson ** 19:05 of my favorite books is The Five Dysfunctions of a Team by Patrick Lencioni. And he talks a lot about the fact that it's appropriate to have real conflict in a team as long as everybody understands that the conflict is not personal, but it's all about getting the team to a place and the reality is that sometimes when the team adopts a position and if it doesn't work out, then you all recognize Okay, well that didn't work out let's go off and figure out what we do from here but it isn't an I told you so issue.   Todd Kuckkahn ** 19:38 Well, that yeah, that five dysfunctions is yet another reason I like and respect you, Michael, I can add to the list because I think that's it. That's an incredible book and like you say, it starts with the basis of trust and with trust, you're gonna have that conflict. And then you get then you get to you get to commitment, you get to accountability and you have the results you want but you have to be willing to call out your teammates and you have to be And except when you're called out, as long as it's done in a constructive manner, like you said, not, not not not a personal attack, and you shouldn't take it as a personal attack. Everybody in the room, everybody around the table wants to elevate and come up with the best thing possible. And that has to begin with, with trust. You   Michael Hingson ** 20:17 know, one of the things I talk about a lot are dogs. Because while dogs I do seriously believe love unconditionally, unless something just really horrible has happened to them at the hands of someone, but they love unconditionally, but they don't trust unconditionally. But the difference between dogs and people, and I think it's something worth exploring here is dogs are open to trust, you have to earn their trust, but they're open to it. And humans, especially nowadays, and probably to a degree always have not been nearly as open to trust. Why is that?   Todd Kuckkahn ** 20:53 I think because people are different, which is really, which is really sad. It shouldn't, it shouldn't be because people are different that we, we need to you know, like I walk into a room. And and I tend to give people you know, 99% trust until they do something or say something that would that would diminish that. But not not everybody is built and built the same way. And sometimes our personalities get in the way of, of trusting people, because maybe we've had an experience with somebody else, or worse, we've heard about something else, right. But once you experience people and the differences there's I was talking about, there's a billion different people in the world, we're all different for a variety of different reasons, right? It's not all about what's on the exterior, the skin color, or the or the age or the eyesight, or the whatever the case may be. It's all sorts of different components. And if you look at a kind of going on a rant here, Michael, but if you look at an iceberg, 10% of the iceberg is above the water, you don't see the 90% that's below and that's the same of people that 90% that we don't see initially, is really who the person is. And they have the same challenges and issues and opportunities and experiences and excitement that that all of us do. And that's the part we need to get to, to that 90%. We don't sometimes you don't give people a chance, which is really unfortunate, I   Michael Hingson ** 22:12 would make the case. So the dogs are different in all dogs are different from each other, and so on, but they're still more open to trust. And I think part of it has to do with first of all dogs don't do what is dogs, dogs are in the moment. And dogs know that. Whether they realize it or not, they know that there are a lot of things they can't control. And they don't worry about it. They worry about what's around them that they really can deal with. And we don't we have to control everything, or we think we do. And it's the rare person that recognizes that there are a lot of things that we don't have control over. And that's okay, let's just focus on the things that we can. And it makes us better for it. Yeah,   Todd Kuckkahn ** 22:53 because yeah, as I have matured, ie becoming becoming older, I've really learned to let go of those things that that I can't control. You know, when I think when you're younger, you think you can and you want to try to control everything. And eventually along the way, at some point, hopefully you learn that, you know, I can't control everything. And I really shouldn't spend a lot of time worrying about things that I are outside of my control. I can I can think about a once in a while I listen to your show about them. But I want to focus on what I control, and there's so much you can control. But sometimes you lose sight of   Michael Hingson ** 23:25 that. Yeah, there's a lot that we can control. But there's a whole lot that we can't. And if we focus on the things we have no control over, then we get all the more frustrating because we can't control them.   Todd Kuckkahn ** 23:38 Right. Exactly. Exactly. I mean, you know, we I have four daughters, my wife and I, and they're one is going to be graduating with her master's and may the rest are all off in the work world. And sometimes, and I think it's part of maybe, you know, this is gonna sound sexist, but part of being a mother and a female is she just has a different relationship and wants to try to really she wants the best for them. But sometimes that best is a little bit is maybe too controlling and I'm fine with with letting my daughter's, you know, make a mistake, not a serious mistake. But I'm willing, you know, let's let them make a mistake and let them learn just like with my grandson, I'll let him you know, do the same thing. Sometimes you have to let them bump up against that, that that comfort zone a little bit and stretch it a little bit, maybe make a mistake so that they can grow and and become better   Michael Hingson ** 24:26 people. There are things about our world today that make it a lot more scary. And it's a lot harder, I think for people to let children make mistakes, because we got to keep an eye on I mean, there's just too many predators out there and all that. And I don't know, but I suspect that most people would probably make the case that we have more of that now than we used to, but at the same time, we do have to let kids grow. I was reading a New York Times article a couple of weeks ago that said that the one basic thing that we could do to help children more mature and more grow up to be better citizens in the world. is to let them make mistakes and not shelter them all the time.   Todd Kuckkahn ** 25:03 Well on the other thing, too, is my daughters and my grandson our had been involved with us sports, basketball, and you'll go to a tournament and you know, there'll be 32 teams there and everybody gets a ribbon. Everybody wins. Well, I mean, that's really nice. But there's only a difference. There's only so many different shades of orange you can make out of, and what are the learning right? There, you know, there you have the school of hard knocks is, as you sometimes hear it said, I think you're right, you have to, you have to fail to succeed and chasing failure will get you farther than chasing success, because he learned you can learn a lot more from failure. And obviously, there's a point to that. But But basically, yeah, we need to teach our kids to take those risks. And you know, my grandson will come over and pull out a bunch of wood and make make a little bite jump. And I know it's not going to work right right for him. And but he's not going to hurt himself by let him fail, because he'll figure out okay, what's the right way to do it? So small example. But same thing, like you said, Michael, that let him take that risk, let him fail to get him out of their comfort zone? Well,   Michael Hingson ** 26:08 and what we need to recognize is that failures is I think it is true, it's an opportunity. It's a learning experience, it doesn't mean it's a bad thing. And that's what we've got to get away from is thinking that failure is bad. Of course, the other part about failure is we can learn that it's not bad, but a learning experience if we think about it. Alright, so that didn't work today. Oh, I failed, I screwed up. That's really bad, as opposed to all right. What happened? Why didn't it work? What do I do next time and even the good things? How could I have made that better? We we don't tend to spend a lot of time learning how to or teaching children and others how to be introspective and and look at their days, and analyzing what happens. And what happened.   Todd Kuckkahn ** 26:55 Yeah, and you look, you know, again, I spend a lot of my life in the sports world, you look at a baseball player of a baseball player hits three times out of every 10 300. They're they're considered a great hitter. Well, that means they failed. Seven times, if you look at, you know, Michael Jordan, Michael Jordan missed 50% of his shots. Right? If you miss 1000s of shots, you hear the story of Thomas Edison. I think it was his 10,000 Try, he finally invented the light bulb. But one that had been said if he had stopped at 9999 Sure, one more time. So you know, different scale of it. But but it's the same ideas is like you said, learn from it, grow from it, make the changes and try it again, in a different way.   Michael Hingson ** 27:38 How do we get people to, to spend more time being introspective and analyzing what their day was like, and really learning from it. And, as I as I like to say, I used to say, when I listened to my speeches, because I like to do that. I was my own worst critic. And I realized actually, earlier this year, wrong thing to say, I really should say, I'm my own best teacher, because really, I'm the only one who can teach me teachers can give me information. But until I decide to teach myself and learn from it, then I'm not really going to succeed at it, doing what it is that the teacher would like. And so I've learned to say I my own best teacher, which is a whole lot more positive anyway. Well, I think, yeah, I think   Todd Kuckkahn ** 28:23 in the workplace, the way it is, you give you delegate, first of all, which a leader will do is delegate, not every leader likes to do that. And he delegate people, you delegate things to people tasks to people that are, you know, on a smaller scale, see how they're successful. They are give some feedback both ways. You know, you give them feedback, they give you feedback. And as they continue to gain that confidence, you give them larger and larger projects to work on the first time, you might give them you know, one part of a project. Next time, you might give them half the next time, you might give them the whole project. And along the way, if you're working with them, instead of waiting once a year at the annual review to give them a score that is meaningless. And you don't you know, you want to give immediate feedback. So you can help those people grow their confidence while they're failing along the way. And starting with those with those smaller sorts of things. Sure.   Michael Hingson ** 29:13 Well, I know that I always told every salesperson I ever hired that I'm not here to boss you around. I'm hiring you because you've convinced me that you can sell the product. But my job is to add value to what you do. And you and I need to figure out how best to do that. And it's different for different people as you point out because we're all different. But the people who really understood that, and we work together to figure out the things that I could do better than them, they could learn some of those things, but the things that I could do right off the bat that were better than they were able to do them meant that we could play off each other and create a stronger team. One of the things that I tended to do was I never asked closed ended questions I hate yes and no questions you what I mean? Oh, no, nevermind, I don't mean yeah, see you did it anyway. But, but the thing is that what, what I learned was that the people who really got that actually got very creative and they took it to heart. And I've had several examples of salespeople who did that. But the people who couldn't get it just said, Well, you're my manager. And you know, I'll come to you when I need something, which is really the wrong way to do it. Because I don't ask closed ended questions. I also listen, I'm, I have to listen as opposed to looking at people. But that is a whole new dimension that most people would never understand. And again, the people who got that were were much more successful, and helped create a much better team.   Todd Kuckkahn ** 30:50 Yeah, anything. And asking questions of the people that you'd work with, like you said, asking open ended questions. One of the one of my now favorite questions I learned from somebody, I was working with a company creating a company culture team with them. And the person I was working with, she said, here's, here's three great words, ask the question, help me understand. So if someone's struggling through something, say helped me understand what you mean. So get get people to explain things in a different way helped me understand why you're thinking that way right now, rather than saying, well, that's the wrong way to do it. Here's what you should do. That doesn't help them grow at all? Nope, me explain a different way. ask probing questions. And that's really what I do. I do some coaching as well as part of my business. And that's the successful coach isn't that isn't like that doesn't have to be the most knowledgeable person. But they have to be the type of person that will ask questions of the of the individual help them come up with their own solutions. We all have solutions to problems. But we sometimes we need to have, you know, pulled out of us a little bit by the type of questioning, we   Michael Hingson ** 31:51 ask. Well, the other side of it is that the good coach, in saying helped me understand or when a person asked that of a coach, it's a learning experience all the way around, you never know what else you might think of, or the other person might think of that they will contribute to you. That will help you as as becoming a better coach. And they wouldn't have done that if you hadn't established a teaming relationship.   Todd Kuckkahn ** 32:16 Yeah, absolutely. Absolutely. It gets back to relationships again, right.   Michael Hingson ** 32:20 And always gets back to relationships, I love to go into sales presentations when I was selling. For quantum, for example, we sold the products that people would use to backup their computer data over their networks, and then store it off site somewhere. And I love to go into meetings and start asking people, What is it you're looking for? Tell me what your needs are. Tell me why you're even having this discussion with us today and other kinds of questions like that. And I learned so much by doing that, and going around a room and talking to people. And when she got them to talk that I could learn pretty quickly whether our products were the best solution for them or not. And if they weren't the best solution, or if we wouldn't be able to do anything to really help them with a product at all. Bosses would hate me for it if they really learned that I did it. But I would tell people what worked and what doesn't work and why this isn't the best solution. But the result of that usually was we got other calls from the same companies saying have more opportunities here. And we're just going to order them from you. Because you've developed that trust with us. It   Todd Kuckkahn ** 33:31 gets back to that respect, right? You talked about before we talked about for respecting and trusting people and I've done the same thing. I have been in situations where I've turned on business, because that wasn't the best fit for them. But then another project would come up down the road, and they come back to me and say, Hey, Todd, you know, really respect what we did the last time and but we'd like to come back with you now and talk to you about this as a possibility. So yeah, just that vulnerability, authenticity, relation, all the things we've talked about or just you know, be human, I guess, right, be human. Well,   Michael Hingson ** 34:03 yeah. So what we should do, it's something that we we certainly don't see nearly as much as we should today. In the world. We don't, we don't see people conversing. And we were talking about being open to trust. Unfortunately, we're learning in so many ways. Why not to be open to trust, because people are saying, don't trust this, don't trust that, or this is somebody else's fault. And we decide we're just going to trust them. I'm not picking on anybody from a politic political standpoint. But I've heard so many people say, we like Donald Trump, because He speaks to us, we trust him. I can find any number of people who would say not a good idea. But the real issue is how many of us on any side in any of those arenas, really step back and analyze for ourselves? Because no matter what anyone says, We should really learn enough to be intelligent about it.   Todd Kuckkahn ** 34:59 Why'd you hit it? Yeah, you hit it right on the head there. Because we, and and with, you know, with social media and we, you know, we rely the sources we rely on to make decisions. Sometimes I wonder what we're what we're thinking about, and we should be doing our own research. Matter of fact, when the last election with with my wife and my four daughters, we have differing political views. And we would say something about our candidate or the other candidate, and somebody else would say, you know, prove your point, right, cite your source. And it's like, oh, well, I just I heard that, well, that's not a good source, right? You got you got to pull, you know, where did you hear it from? Was it somebody on social media? Who was just complaining? Or was it a reliable source, and oftentimes, you have to look at multiple sources. But we've gotten so lazy, and we rely so much on others viewpoints rather than researching our own. The other thing I tell people, too, is seek out differing viewpoints. So if you're, if you're if you're a right wing, conservative, seek out left wing liberals to listen to her here. If you only watch Fox News, you're just getting one part of the story, listen to MSNBC, and get it might it may change your viewpoint or may solidify our viewpoint, but at least are getting other feedback and other input to help you make a more more educated decision. But   Michael Hingson ** 36:17 I think the real issue is it's just as true in the corporate world, it isn't just listening to the other source or the other opinion. It's taking some time to analyze it. Why why do you think that why that's not what I've been told, that's not what I understood. And you got to really need to look at that. But we've lost this art of conversation, which is one of the basic fundamentals of what hopefully makes us reasonably intelligent is that we we communicate with each other? We've lost   Todd Kuckkahn ** 36:49 that. Yeah. And this is where dogs meat went out, actually, because of beef, we will have to have communication. You know, it's it's easiest easier than it's ever been in the history of the universe to communicate or connect with somebody. Yet there are so many people that are isolated. Yeah. Because they don't look at other other viewpoints or even or even their own viewpoint for that matter.   Michael Hingson ** 37:08 Yeah. And it's just, it's crazy. When, when you're a person that really does think about those things that's sort of makes you scratch your head and go, Why is it this way? Which is another thing that we really need to understand if we're going to change it. Why? Why are people behaving the way they are? Why is it that they're not conversing? How do we address that kind of issue? So it's also part of what has to go into the, to the whole mix, but you're right, we should be listening to all sides, and truly making our own decision. Because in reality, take politics. People have agendas, and it's okay to have agendas, as long as we understand that. But what we really need to do in making a decision is to understand all the agendas, and understand what's going on, and then deal with it.   Todd Kuckkahn ** 38:00 I always like it when news agencies talk to protesters, doesn't matter the new days and see doesn't matter the protests, but they'll interview the protesters, about whatever they're protesting. And many times not just a couple, many times, the protesters don't even know what they're protesting about. Yeah, they just want to be out there waving a flag or waving a sign or, or causing, you know, causing issues. And it's like, Come on people, if you're gonna protest something, at least know what the heck you're what, what, what you're protesting, and what the real, what the real, what the real conversation is about.   Michael Hingson ** 38:37 Yeah, because if you're not really cognizant of it, you don't know. And it's a little different, of course, but one of the reasons I survived being in the World Trade Center is that I spent the time to learn all about the World Trade Center and learn how to travel around and learn all the emergency evacuation procedures. And such, because I wasn't going to be able to read signs, whereas sighted people rely on just reading signs, and very few people ever truly take the time to know but there's another aspect of true knowledge, which is, you develop a mindset. And for me, I developed a mindset of knowing what to do in the case of an emergency. And yes, something could have come along, like suddenly the building collapsed around me in that case, I wouldn't worry about it a whole lot. If I'm going to do it's going to do but in in dealing with an emergency. I knew what all the rules were, I knew what the procedures were. And I was as afraid as anyone else. But what I realized is that the fear that I had, was a very powerful tool and I used it to help direct me and help make intelligent decisions rather than letting it overwhelm me. That   Todd Kuckkahn ** 39:51 that self awareness, educating yourself be knowledgeable, ask questions, you know, figure out figure out the path Do you need to take and that's, that's a girl, that's really great story. And I'm glad to hear you're out. I'm sure that's part of your story or speak about. And I'm glad to hear that you're out there sharing that because people need to hear that message.   Michael Hingson ** 40:10 Well, and, and I hope we hear from people who need to speak or to come out. And it's kind of what I do so. So I'll take my commercial time, it's if people want to reach out at speaker at Michael hingson.com SPE K er at MI ch AE L H ing s o n.com. So there, we got that out. Beautiful, but it is what I love to do and talking about it. And establishing a relationship is important. I learned a long time ago that I don't speak to audiences any way I speak with an audience and the only way as a speaker, and I'm sure you would agree, the only way to really work as a speaker is when you establish that relationship. And yeah, you may be doing most of the talking. But you've got to establish the rapport and you've got to increase and develop that relationship, the more you talk with an audience,   Todd Kuckkahn ** 40:59 and I, you know, part of the what part of my love is speaking is walking around the hallways or walking around the room before I'm going to speak, and just kind of chat with people or you know, say hi, or, you know, let them know, I'm going to be there and to you know, a little teasing. And if I see the better shirt, this is Oklahoma on and I'll give him a hard time because I'm from Wisconsin, or you know, creating that relationship, and then it makes when you get on stage, it makes it that much easier to and, you know, just just little little things like that, that you can do. But yeah, and you know, everybody has a great message to share. Not everybody's comfortable doing it. And everybody needs to hear your message. Not necessarily relates to it. But if you don't share your message, how do you know, and that's what you're doing. You're sharing your message. You won't connect to 100% of the audience. But whatever percentage you connect to, you're making a difference for them in their lives, and they're learning so much more through you.   Michael Hingson ** 41:52 The biggest challenge I ever had at dealing with some of that as a speaker was I was invited to speak at an Ohio State meeting. And while I was there, they gave my guide dog and I'm trying to remember I think it was Roselle. No it wasn't it was Africa the dog after Roselle. They gave her a bandana. And so she put it on. And almost the next day, suddenly I get a call from the University of Michigan wanting us to come and speak. And I had to say well, I gotta tell you that Africa my who is my seventh guide dog just went to a house state and got a bandana and she loves wearing the bandana. So I don't know what I'm gonna do when I'm gonna get there. But then they gave me a bad event. And so we we did deal with it.   Todd Kuckkahn ** 42:36 You got it worked out? Yeah. would   Michael Hingson ** 42:39 really have been tough going to Michigan with an Ohio State bandana on a dog   Todd Kuckkahn ** 42:44 would have created some conversation. Oh, yeah.   Michael Hingson ** 42:48 Well, actually, I did take it with me and I just to prove that we had it. So it was fair. There you go. That's what you want to do. Yeah, yeah. So worked out pretty well. But it really is a lot of fun to interact, interact with people, and get them to recognize that there's a lot of value in true communication and to true trust. So it's kind of fun to do. And I just wish more people would recognize the value of making that happen. Yeah, you're absolutely   Todd Kuckkahn ** 43:21 right. And that's, you have to have you have to have those conversations, you have to have that communication and so many great things can can develop from that including respect and trust and all the other things we've talked about.   Michael Hingson ** 43:31 So why are you on such a mission to revolutionize culture and leadership?   Todd Kuckkahn ** 43:37 I see what it can do in organizations, the organizations that I personally worked with and for and the organizations that I spoken with or worked with I've just I've seen the changes I've seen people you know not that not that shedding tears is a is a measurement I people shed tears and workshops that I've done. I see the engagement when I'm up in front of an audience speaking you know, you can you can feel that you can feel that in the in the room, you can feel the feel the mood and the attitude. And I just I love impacting people. And Ohio was impacted. I talked about Linda lead with John Maxwell I was impacted with with him speaking. And while I'm not a John Maxwell yet, I would say that that's the same kind of impact I want to make. I want to add more value to people and I receive and I can do that through through speaking and coaching and workshops. Faith is important part of my life as well. So for all those reasons, I just love I love getting out and helping people in a particular way.   Michael Hingson ** 44:35 Well, and I'd rather that you'd be a Todd KU con than a John Maxwell. Because you are different, you know, so it's fair. You don't want to be the exact same thing. Well, you know, this brings up an interesting thought that just popped in. If you had one place in the world where you could speak what would it be? Wow.   Todd Kuckkahn ** 44:52 I it would have to be someplace warm by the ocean. Kind of extreme. I was talking actually talking to a guy, there may be an opportunity for me to go to Dubai. Now, I don't know if I want to go to that part of the world right now. But, you know, maybe Sydney, Australia, or I would even take San Diego actually just applied for a speaking gig. And in San Diego, that's a place in the US I've always wanted to go to, but I want to go to a spot where I normally wouldn't go to but it would help if it's warm. And if it's if there's ocean currents around and honest, even though it's 61. Today in Wisconsin, you know, typically this time of year, it's not. So if I can get to a warm place and speak to large groups. That's what that's what I love to do. So I'm not too I'm not too picky, Michael. Well,   Michael Hingson ** 45:43 it's only 63 in San Diego right now. So. But but but you know, having lived in Vista, which is about 3035 miles north of San Diego, I am still of the opinion that San Diego has the best weather in the country. I think you're in the world for that matter, because it's so temperate. I wouldn't mind going to Australia, that would be fun. I've been to New Zealand and loved it. Would love to go back. But I haven't been to Australia. And I'd like to do that.   Todd Kuckkahn ** 46:15 someplace. Yeah, someplace unique. Like, it would be fun. Yeah.   Michael Hingson ** 46:20 I don't know, I think it would be fun to be able to stand up before Congress and lecture them for a while and see if we could break through. I think that'd be a lot of fun.   Todd Kuckkahn ** 46:28 I'd love the I'd love to have an hour to sit down with five Republicans and five Democrats and just, you know, knock some heads around, you know, whatever, whatever needs to happen there. But there's something there, right? Every there's everybody has common ground, even, you know, the differences we talked about, and but we just, I remember, a state legislator would talk about this several, many years ago, you know, they would get on the floor of the Senate. And they would yell and scream and holler and argue and fight and not fight, fight, but fight, you know, for what they believed in. And then the session would be done, they go across the street to the bar, have a beer and you know, have something to eat before they went in for the night, right? The same people. And we've lost that. Because we are so sensitive about their viewpoints.   Michael Hingson ** 47:14 We have lost a lot of that. And there's a reputation that that they had the Tip O'Neill and Ronald Reagan could work together. And they did compromise a lot of things over the years. And I remember once hearing at least the story whether it's true or not, that they were talking about something the two of them Reagan and O'Neill. And I met Tip O'Neill, I had the opportunity to take some people from the National Federation of blind there during one of our Washington seminars, and we spent time with him. And so I appreciate the charisma and the kind of guy that he was having been able to interact with him firsthand. But one of the things that I heard as a story once that they were arguing, and then suddenly Reagan said to O'Neill, you know, I wish it were four o'clock right now. And O'Neill said why? And he said, because then we could stop. And we could just go off and have a drink together. And I see no reason why that didn't really occur. They did have vevor, clearly from opposite sides, but they knew how to converse. And they may not agree on everything. But they also both recognize that they may not like decisions, but they had to come to consensus for the benefit of the country. And I don't see anyone doing that anymore in the hole, or very few people doing it in the whole political structure of things. And so many companies are the same way. It's again, the difference between being a boss and being a leader, it's my way or the highway. Well, it's not or shouldn't be your way or the highway,   Todd Kuckkahn ** 48:47 you stole my exact thought through the same thing takes place in the company. And you have to, you have to figure out everybody has this different personality, I do a lot of work with disc and disc assessments. And, you know, it shows how people's personalities are different when different. And when he respect those people's differences and focus on people's strengths. So much more can happen. And that's true in Congress. So if you ever get the opportunity, let's you and I go in there together and we'll we'll take care of business   Michael Hingson ** 49:14 works for me. I bet we could have a lot of fun. And, and maybe hit him upside the head and make them think a little bit differently than they do. Yeah,   Todd Kuckkahn ** 49:23 exactly. I like that.   Michael Hingson ** 49:25 i It's just crazy. Well, you know, we'll, we'll have to figure out a way to do it. Well, likewise, if you ever get the opportunity, let me know I want to go along.   Todd Kuckkahn ** 49:34 I want you to get my side. Absolutely.   Michael Hingson ** 49:36 I will. I will take my current guide dog Alamo and he'll he'll go in and deal with him. In 2016. We were at a library well on an event sponsored by a library in Ohio. And so it was me and my guide dog Africa. And about a week before and we had planned this event months in advance but about a week before suddenly Donald Trump decides He's going to come to the same town and hold an event. So I started spreading the rumor there. Clearly what Trump was trying to do was to steal my audience. And when we got there, it was still standing room only no one left. No one went to apparently his, his rally. Well, it was literally like three blocks away. But I had to have some fun with it. So when I got up to speak, the first thing I said is, I want you to know that this is an important night because I'm here to announce that Africa, my guide dog is running for President of the United States and brings a nose to the ground kind of politics to the, to the whole arena that no other candidate provides.   Todd Kuckkahn ** 50:41 There you go. That's perfect.   Michael Hingson ** 50:43 We played with it on Facebook for a while, but you know, and then Trump never, ever called a consult. I was very disappointed. But neither. Neither to Hillary Clinton, although Hillary Clinton and Roselle met, because we were on Larry King Live together at the in November of 2001. So she got to meet, meet Roselle, which was, which was kind of fun. Yeah, absolutely. But it is interesting. We've just got to really deal with this whole issue of conversing. So I know John Maxwell, but who would you think is probably the leader in your life that's had the most influence on you? Would it be Maxwell or you have somebody else that you would think of?   Todd Kuckkahn ** 51:23 Well, I think, you know, he would be in the in the, you know, I guess celebrity sense of the world. The gentleman who came into the chamber office to talk to me about limited Lee that I mentioned before, that kind of got me down that journey would be would probably be, you know, of the regular human being he or the non-celebrity, he's had a lot of influence on me, in my both my leadership journey, and a lot of other my, my journeys as well. He's one of those people that, you know, we'll sit down and have lunch, he's traveling, let's see his family. But, you know, sitting down having conversations about really anything in our life is open, or our family or our faith, or our businesses or whatever. And just, and he's that true, you know, true leader, true servant leader, he's still giving, he helps me with the live delete event that I know, Ron, and doesn't ask for anything. I still give him some, you know, I still give him some things but, but he's not out there with his handout. He just he wants to help people like you. And I do as well. And that's, that's, you know, I constantly strive to be that kind of person as well. That's   Michael Hingson ** 52:28 cool. And that's the kind of person that's always good to emulate. And I understand exactly what you're saying, which really makes a lot of sense. Well, you have become certified and diversity, equity and inclusion, why is that important to you? And tell me a little bit more about that.   Todd Kuckkahn ** 52:45 Well, I want to continue to learn ways to bring people around the table. And again, there, you know, there's 8 billion different people in the world, I've had some, I think, good and bad experiences with every kind of person you can imagine. Right? And we all have. So it's again, it's not about that 10% that we see it's about the 90% that's underneath. And I think that's what diversity, equity and inclusion is all about is is learning more about that 90% I, shortly after the George Floyd incident happened in Minneapolis, I started a group here we called it uncomfortable conversations. And it was a group of community leaders and trying to figure out what can we do in our community to help in the area of diversity, equity and inclusion and that that kind of, I think at that point, I'd already received my certification. But I'm just I'm a sponge, I like to soak in the knowledge. And that was part of, you know, part of why I felt it was important, just helping you understand more different types of people is only going to help me in my career and what I do   Michael Hingson ** 53:44 well, and the whole concept of diversity is something that that is extremely important. Unfortunately, I find all too often when people get into discussions about Dei, and I asked people to define diversity, they talk about race, sexual orientation, gender, and so on. What they don't talk about ever is disabilities. Which is why I end this podcast deals with it. When it comes up, it's unstoppable mindset where inclusion, diversity in the unexpected meet, because you can't be inclusive, unless you're really going to include everyone. And that means you have to really deal with disabilities. And it's just so unfortunate that so many times when we talk about diversity, the whole world of disabilities is not included. I'm sure a lot of it has to do with fear because we're afraid Oh, somebody's going to Well, I might my might be like that someday and I can't do anything if that happens. And we we aren't really working to develop a better mindset and a better understanding that a disability doesn't mean a lack of ability. And you mentioned Thomas Edison, and I've said it here before every person on this planet has a disability and for most of you it's like dependents. And Thomas Edison came along and invented the light bulb to give you light on demand to cover up your disability but it does to mean that it still isn't there.   Todd Kuckkahn ** 55:02 I love that that's a great way, a great way to look at it. And I think we all have weaknesses. And all those weaknesses come out, expose themselves are very different, some are internal, some are external. And but we also have equal or better strengths as well. And that's, that's what we need to focus on with inclusion is bringing that bringing those strings together for people to come up with a better and more a better solution, not a more better solution, but a better solution. And the more diverse the ideas are, the better solution we're going to come up with, you know, sometimes, is here, organizations have these, you know, employee resource groups, or whatever they're called. And they're a certain, a certain, you know, race or gender. You know, I, you know, it's like, why are we segmenting people into these groups that we're trying to integrate? Or include with others? It doesn't make sense. Why don't we get, let's get everybody let's create, let's create 10 groups are very different people, rather than 10 groups, okay, your this your A, your B, or C or D and your E that that just makes no sense to me. Let's get people on the table.   Michael Hingson ** 56:05 Yeah, I'm wi

Today's guest works with sales professionals and business owners to integrate social selling and social media into their business. He knows SALES. He's a sales speaker, a sales expert, a sales trainer, a sales leader mentor, a sales podcaster, and a sales coach. He's written 5 books, more than 3000 articles, and has been quoted in the Wall Street Journal, Daily Globe and Mail, Financial Times, Investor's Business Daily, Inc., and many other publications. He trains his clients on the power of connection, leveraging the reach of social media, combined with the deeply personal work of nurturing 1:1 relationships, growing profitable long-term clients, transforming businesses, and boosting revenue. Please join me in welcoming Phil Gerbyshak. Unlock the secrets of social selling and leadership with Phil Gerbyshak as he shares his journey, insights, and passion for empowering sales professionals and business owners. We uncover:

My guest today is Ashley Goodall, a leadership expert who has spent his career exploring large organizations from the inside, most recently as an executive at Cisco. He is the co-author of Nine Lies About Work, which was selected as the best management book of 2019 by Strategy + Business and as one of Amazon's best business and leadership books of 2019. It is an awesome book - highly recommended. If, after listening to this conversation you want to hear more (and I think you will!), take a listen to him and his co-author, Marcus Buckingham, talking on the HBR Idea Cast about lie #5 - the idea that people need feedback - and how most managers think about giving feedback in an utterly wrong way - which is also an idea we dive into later in our conversation today. Prior to Cisco, Ashley spent fourteen years at Deloitte as a consultant and as the Chief Learning Officer for Leadership and Professional development.  His book, "The Problem with Change: and the Essential Nature of Human Performance" is about what we might call lie number 10: the idea that change is good and that leaders must lead change in order to be good leaders. Wholesale belief in this lie has created what Ashley calls  “Life in the Blender” - driven by what I've heard some folks refer to as “The Reorg of the Day”. I love love love the musical analogies Ashley uses to describe leadership - not as the lead guitar or first violin, but as the Ground Bass - the principal structural element of a musical piece. The Leader can help teams navigate change by playing a backbeat of stability and consistency, supporting a range of free expression and variation. Find a link to Pachelbel's Canon here and listen to the Goldberg variations here (which he mentions in the extended version of the analogy, later on in the conversation). What is that Ground Bass? For Ashley it's about helping people feel seen, connected, celebrated and clear on the story of the meaning of their contributions to the work.  This perspective aligns very well with the message Bree Larson offered here some years back. Bree is a Partner at SYPartners and shared her framework around the challenges of designing organizational change - that most change can easily result in one or more of the Six Types of Loss she identified: Loss of Control Loss of Pride Loss of Narrative Loss of Time Loss of Competence Loss of Familiarity  All of which Ashley suggests leaders can deflect or reduce through 9 key leadership skills that he outlines in depth in his book: Make space  Forge undeniable competence  Share secrets  Be predictable  Speak real words  Honor ritual  Focus most on teams Radicalize HR  Pave the way Prior to releasing the book, Ashley wrote a New York Times Op-Ed piece which is a blockbuster and is an even more succinct, poignant and straight-on condemnation of modern corporate leadership - it is also highly worth reading. This book feels a bit like a Burn Book - Ashley is pointing out fundamental misconceptions at the heart of corporate life in a direct and unvarnished manner - in the hope that some leaders will listen and start doing things differently - Leading in a way that takes into account how humans really are and what we really need to thrive at work. Ashley is very clear: companies need to look beyond wellness initiatives and corporate cheerleading and shift their focus to the fundamental environment of daily work. The effects of a corporate life caught in constant change are more than clear to anyone who's been through it: uncertainty, a lack of control, a sense of unbelonging and of displacement, and a loss of meaning As Goodall says, “The ultimate job of leadership is not disruption and it is not to create change; it is to create a platform for human contribution, to create the conditions in which people can do the best work of their lives.” Also - do listen for an extended exchange around minute 40 where we talk about the power of praise and the Paul Hollywood handshake - if you're not a Great British Bake off fan, there's still time to watch a few episodes to get in the mood - or at least witness the effect of the Hollywood Handshake on Friends star David Schwimmer here. Head over to theconversationfactory.com/listen for full episode transcripts, links, show notes and more key quotes and ideas. You can also head over there and become a monthly supporter of the show for as little as $8 a month. You'll get complimentary access to exclusive workshops and resources that I only share with this circle of facilitators and leaders. Links Find a link to Pachelbel's Canon here and listen to the Goldberg variations here. Ashley wrote a New York Times Op-Ed which is a blockbuster Take a listen to Ashley and his co-author, Marcus Buckingham, talking on the HBR Idea Cast about lie #5 - the idea that people need feedback - and how most managers think about giving feedback utterly wrong. Canon in D Major by Kevin MacLeod is licensed under a Creative Commons Attribution license (https://creativecommons.org/licenses/...) Source: http://incompetech.com/music/royalty-... Artist: http://incompetech.com/ Witness the effect of the Hollywood Handshake on Friends star David Schwimmer here.

A talent executive with Fortune 30 experience, Kelly has real-world expertise in all facets of HR including global organizational performance, leadership development, executive/C-Suite talent succession, recruitment, HR technology, and organizational talent management. She has worked in many different business environments for over 25 years. She currently works for world renowned researcher and author Marcus Buckingham as well as owns her own private coaching practice. Kelly has worked with clients in organizations such as Nike, Target, Walmart, Amazon and in all business facets from HR to Advertising. Guests: Kelly Johnson: Human Resources Executive Consultant and Coach linkedin.com/in/kellyjohnsoncoaching Hosts: Mike Thul - linkedin.com/in/thulmichael Jessie Novey - linkedin.com/in/jessienovey   INTERESTED IN SPONSORSHIP? Please email sponsors@tcshrm.org. Twin Cities Society For Human Resources: Recognized as one of the nation's largest SHRM (Society for Human Resource Management) chapters, TCSHRM is based in the Twin Cities of Minneapolis and St. Paul, Minnesota. With an ongoing calendar of events, we are an active SHRM group always looking to promote, influence, and educate our members through multiple channels. Join Us! Become a TCSHRM Member. https://www.tcshrm.org/ Thank you for listening, and if you enjoy this podcast please consider leaving a review as it helps us reach more listeners.    © MMXXIII TCSHRM. All Rights Reserved. For Personal Use Only.  

What an awesome and incredibly important discussion I have for you today! It's my long-awaited sit-down with none other than Marcus Buckingham. I first got the chance to hear Marcus speak fifteen, or maybe, twenty years ago at the annual Global Leadership Summit in Chicago. Marcus was captivating AND inspiring that day. His new book […] The post 524: How to Find What You Love, Love What You Do, and Do It for the Rest of Your Life with Marcus Buckingham (an Encore Presentation of Episode 417) first appeared on Read to Lead Podcast.

Knowing what you know now, what advice would you give to your younger self? Deirdre Booth and Kate Robinette swap professional and personal advice in this fireside chat. If you have advice to share, please post to our social media pages on Facebook, LinkedIn, and Instagram #psmshow! Resources: Burnout: The Secret to Unlocking the Stress Cycle, by Emily and Amelia Nagoski (available on Amazon.)  First, Break All the Rules: What the World's Greatest Managers Do Differently, by Marcus Buckingham (available on Amazon) Citizenship in a Republic (The Man in the Arena), by Theodore Roosevelt Music by RomanSenykMusic on Pixabay. www.pixabay.com 

Former submarine officer Jon Rennie outlines the leadership principles that make people want to follow you. — YOU'LL LEARN — 1) How to deepen your connection with your team 2) Why to let your colleagues fail more 3) Your fastest path to standing out Subscribe or visit AwesomeAtYourJob.com/ep944 for clickable versions of the links below. — ABOUT JON — Jon is the Co-Founder, President & CEO of Peak Demand Inc., a components manufacturer for electrical utilities. He is a former U.S. Navy Nuclear Submarine Officer who made seven deployments during the end of the Cold War. Before starting Peak Demand, he led eight manufacturing businesses for three global companies. He is the author of three best-selling leadership books and hosts the Deep Leadership podcast. • Book: All in the Same Boat: Lead Your Organization Like a Nuclear Submariner • Book: I Have the Watch: Becoming a Leader Worth Following • Website: JonSRennie.com — RESOURCES MENTIONED IN THE SHOW — • Book: Grit: The Power of Passion and Perseverance by Angela Duckworth• Book: First, Break All the Rules: What the World's Greatest Managers Do Differently by Jim Harter, Marcus Buckingham, Gallup Organization• Past episode: 149: Getting Consistently Good Behavior with S. Chris EdmondsSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

#150: James D. ‘Murph' Murphy is the Founder & Chairman of Afterburner, Inc., a former Air Force F-15 fighter pilot, and owner of multiple businesses and the private equity firm Afterburner Capital.He has a unique and powerful mix of leadership skills in both the military and business worlds.Murph joined the U.S. Air Force where he learned to fly the F-15. He logged over 1,200 hours as an instructor pilot in the F-15 and accumulated over 3,200 hours of flight time in other high-performance aircraft. As the 116th Fighter Wing's Chief of Training for the Georgia Air National Guard, Murph's job was to keep 42 combat-trained fighter pilots ready to deploy worldwide within 72 hours. As a flight leader, he flew missions to Central America, Asia, Central Europe and the Middle East.Prior to his service in the U.S. Air Force, Murph had a successful career in imaging equipment sales, where he helped increase his company's sales by 500%. Years later, he became Director of Sales for a small paint company. The concepts he developed and utilized in business and the U.S. Air Force would become known as Flawless Execution®. Applying Flawless Execution's continuous cycle of planning, briefing, executing, and debriefing, he increased his new employer's sales from $5 million to $52 million per year. Realizing that all companies and organizations could benefit from these same concepts, Murph started Afterburner Incorporated in early 1996.Through his leadership, Afterburner landed on Inc. Magazine's "Inc. 500 List" 5x. Murph has been featured in The Wall Street Journal, BusinessWeek, Inc. Magazine, Newsweek, Meetings & Conventions Magazine and has appeared on CNN, Fox News, and Bloomberg News. He was also named as one of Atlanta's top 50 entrepreneurs by Catalyst Magazine. To date, the Afterburner team of elite military professionals has led over 2 million executives, sales professionals, and business people from every industry through Afterburner's Flawless Execution Model℠, and its unique, high-energy programs.Murph and Afterburner have shared the podium with notable speakers like Bill Clinton, Condoleezza Rice, Marcus Buckingham, Colin Powell, J.W. Marriott Sr. and Terry Bradshaw. Murph serves as a panel member of the League of Extraordinary Minds with business and self-improvement gurus such as Tony Robbins and Stephen Covey. He is the author of the groundbreaking books Business Is Combat and Flawless Execution through Harper Collins publishing and has spoken at many of the world's most notable business schools to include Harvard, Wharton, Cornell, Emory, Duke and Fudan University in Shanghai, China.To find out more on Murph, his books, and Afterburner check out jamesdmurphy.com and afterburner.com Enjoy the show! 

Love and work embrace as hosts Crina and Kirsten explore how to infuse our work with love. From expressing love through our tasks to cultivating a service mindset and practicing generosity, this episode serves up a recipe for success that's as fulfilling as it is rewarding. Let's bring more love into how we do our work!  SHOW NOTES Crina and Kirsten dive into love and work, where Albert Brooks,  Oprah Winfrey,  Marcus Buckingham, Bob Rosen and Joe Ricciardi serve as guides to infuse our conversation about doing our work with love. Forget the notion that work and love should be kept in separate corners of our lives; we're here to blend them together like the perfect cocktail - at work!  As Kahil Gibran said, “work is love made visible.”  Our work is an amazing opportunity for us to express love - something we are made to do. Our duo digs into the different flavors of workplace love. There's love of purpose, love of accomplishment, love of colleagues, and even love for ourselves. Each adds its own unique flavor to the workplace stew, creating a recipe for success that's as fulfilling as it is rewarding. There is also the opportunity to infuse the work we do with love, which is something we do not talk about as often - how we talk with customers and clients; how we build the thing we are building at work; how we write the memos and letters and emails - with each task there is the opportunity to infuse the task with love.   How do we put this into practice?  We can adopt a service mindset, practice generosity, show compassion, and create trust. And let's not forget to sprinkle gratitude on top—it's the secret ingredient that ties everything together.  Expressing love in our work is a blend of these concepts. So, as we bask in the love of Valentine's Day, let's make a pact to bring more love into how we do our work.  GOOD READS What's Love Got to Do With Work? | Psychology Today Marcus Buckingham: Why “Love” Is the Key to Career Success (hbr.org) The Only Career Advice You'll Ever Need - The Atlantic How To Bring More Love Into Your Work - Eat Your Career Love At Work: Here's How To Truly Show Love To Your Colleagues This Valentine's Day (forbes.com)

"They go from strength to strength." Ps84:7 NIVThe phrase "discover your strengths" was made famous by researcher Marcus Buckingham in what's referred to as the"Strengths Movement." It calls us to stop focusing on our weaknesses and name and develop our strengths-which reflects God's design. God didn't say, "Moses, your craftsmanship skills are weak. Let's have you stop leading this people for a while and try to become more like Bezalel." (See Ex 31:1-5).The Bible speaks of going "from strength to strength." And a strength is an activity which when you engage in it, makes you feel strong.Certain activities will thrill and challenge you; others will bore and drain you. Once you discover this, you're not simply engaged in"career planning," you're acknowledgingGod's handiwork and your own core strengths. It matters that you do this, because the single little patch of creation you're responsible for stewarding is your own life. Dorothy Sayers said: "Work is not, primarily, a thing one does to live, but the thing one lives to do. It is, or it should be, the full expression of the worker's faculties, the thing in which he finds spiritual, mental and bodily satisfaction, and the medium in which he offers himself to God." What if your job doesn't fulfill your need for purpose or utilize your God-given gifts? Sometimes necessity requires that. That's why the Bible says,"Whatever you do, do well" (Ecc 9:10 NLT). In the meantime, pray for opportunity, prepare yourself, and volunteer in an area that utilizes your strengths. Sometimes people who don't enjoy the work they do are miserable, and they make everybody around them miserable too. But God expects better from you!Support the showChanging Lives | Building Strong Family | Impacting Our Community For Jesus Christ!

You've probably been told to FOLLOW YOUR PASSION in order to find meaning, purpose, and joy in life. But what if that's...just not it? What if passion isn't what STARTS the journeys worth taking at all? In today's episode, we're talking to Terri Trespicio: award-winning writer, speaker, and the author of Unfollow Your Passion: How to Create a Life that Matters to You. IN THIS EPISODE WE DISCUSS: Imposter syndrome and how to "overcome" it (or maybe not?) Why passion often isn't the jump-start button we think it is What to follow instead How to find strength in our comfort zones The bts story behind Terri's life-changing TED Talk ...and more!  ~ SHOW NOTES: Check out Terri's programs: Creative License (8-week program to create your personal playbook for figuring out what you want to do and how to do it) Hard Reset (self-paced program to clear blocks and set new rules so that you can better rise to the occasion) New Rules Studio (ideal for people who want to spend time on the page, either crafting your work or reflecting on your own journey/growth) Terri's website Terri's TEDx Talk Terri's IG Terri's FB Terri's LinkedIn Buy WANT YOUR SELF on Amazon (don't forget to rate and review it here!) Amazon Kindle Audible Bookshop Barnes & Noble Target Sounds True Follow Katie on social Leave a review of the WANTcast on iTunes (and SUBSCRIBE/FOLLOW if you haven't already!) Subscribe to WANT on Substack, and get our bimonthly email newsletter filled with tips, tools, motivation, and inspiration to shift your self-talk

We are diving headlong into the topic of leadership.  Grab your metaphorical popcorn; start your commute or head out the door on a walk- this one is thought provoking! Our co-host, Crina, is on a mission because, in her words, so many people are impacted by the "people in charge." Today's episode is an exploration of leadership, exploring why it's so darn crucial in our modern jungle of responsibilities. Newsflash from the Fortune 500 universe – it's raining women CEOs – relatively speaking anyway! In January 2023, the Fortune 500 list had a glow-up moment with more than 10% of companies now led by women. Finance, healthcare, retail – you name it, women are turning corporate landscapes into their own VIP parties. Leadership is a dance of focus, influence, perspective, and emotional connections. According to the leadership maestros, Marcus Buckingham and Ashley Goodall, the secret sauce is meeting the "we" and the "I" needs of your team. But how do we get that secret sauce of the “I” and the “we?”  Project Aristotle, actually a deep look by Google on what makes better teams, reveals the magical ingredients, from creating psychological safety (no public shaming, please) to modeling dependability and providing crystal-clear structures.  The societal expectations we women often wrestle with? Turns out, those are the very things making women fantastic leaders. Decades of psychological research agree; when women lead, magic happens. Dr. Alice Eagly's studies reveal that women make better leaders, with a dash of transformational leadership and out-of-the-box thinking. We know leadership can be stressful and University of Southern California research finds that women make better decisions than men when under stress. Ladies, our brains are like stress-proof shields, managing cortisol like wizards handling wands. Women leaders make work better.  Women leaders aren't just breaking glass ceilings; they're transforming the leadership landscape into a place where there is more ease, meaning and joy.  Find all of our episodes at https://yougettowork.com/

First break all the rules, what the world's greatest managers do differently by Marcus Buckingham and Curt Coffman. A manual without a fable. The guys get into this book. Drew apologizes for a far-sighted delay. Sam tries to make it all about [REDACTED]. We can't give the book away, so you'll have to listen. CHALLENGE TIME: On the next shift, ask your team do you know what is expected of you on this shift?

In this episode of Six Minute Saturdays, I talk about the Live 2 Lead (L2L) event in Atlanta, featuring speakers like Marcus Buckingham, Ryan Leak, Kendra Scott, and John Maxwell. I discuss Ryan Leak's book "Chasing Failure" which shares his story of marrying and getting engaged on the same day and pursuing an NBA career despite challenges and the importance of chasing failure as a path to success is emphasized. I also talk about Kendra Scott's journey in the jewelry business, underscoring the lesson that what you think people want from you may differ from what actually attracts your audience, and the importance of adapting in entrepreneurship. Lots of things I'm learning shared in this episode!CONTENT CREATION TOOLS I'M CURRENTLY USINGBeehiiv: https://www.beehiiv.com/?via=paul-faronbiRiverside: https://www.riverside.fm/?via=paul-faronbiBlue Yeti Mic: https://amzn.to/3LSCKSbAluratek 4K webcam: https://amzn.to/3PYMJa8Wireless lapel mics: https://amzn.to/3PZ84jtSmall Ring Light: https://amzn.to/3FjShajLarge ring light: https://amzn.to/3FkGtErPortable charger: https://amzn.to/46SXMIv  Learn more about me and sign up for the IncrediPaul Community by going to incredipaul.org/community  Need career or leadership coaching? See if I'm the right coach for you by going to www.incredipaul.org/coaching.Subscribe to my newsletter to become the most incredible version of yourself: https://www.mail.incredipaul.org/subscribePick up IncrediPaul merch and stay connected on all things IncrediPaul by checking out my website: incredipaul.org/shop Follow me on Socials https://www.threads.net/@imincredipaul, https://twitter.com/imincredipaul, https://www.instagram.com/imincredipaul/, https://www.linkedin.com/company/incredipaul-home Stay connected with all I'm doing https://bio.site/incredipaul--- Send in a voice message: https://podcasters.spotify.com/pod/show/incredipaul/message

In this podcast, Dr. Michael Maddaus, a retired thoracic surgeon, but currently a physician coach with a special interest in helping surgeons.  Dr. Maddaus brings his knowledge and experience around burnout, wellness, resiliency and other healthcare provider challenges. Enjoy the podcast. Objectives:Upon completion of this podcast, participants should be able to: Define reslience and identify how it applies to adversities encountered in medicine. Identify behaviors that promote resilience, including managing expectations, setting realistic goals and finding gratitude. This activity has been planned and implemented in accordance with the accreditation criteria, standards and policies of the Minnesota Medical Association (MMA). Ridgeview is accredited by the Minnesota Medical Association (MMA) to provide continuing medical education for physicians.  CME credit is only offered to Ridgeview Providers & Allied Health staff for this podcast activity. After listening to the podcast, complete and submit the online evaluation form. Upon successful completion of the evaluation, you will be e-mailed a certificate of completion within approximately 2 weeks. You may contact the accredited provider with questions regarding this program at Education@ridgeviewmedical.org. Click the link below, to complete the activity's evaluation. CME Evaluation (**If you are listening to the podcasts through iTunes on your laptop or desktop, it is not possible to link directly with the CME Evaluation for unclear reasons. We are trying to remedy this. You can, however, link to the survey through the Podcasts app on your Apple and other smart devices, as well as through Spotify, Stitcher and other podcast directory apps and on your computer browser at these websites. We apologize for the inconvenience.)  DISCLOSURE ANNOUNCEMENT  The information provided through this and all Ridgeview podcasts as well as any and all accompanying files, images, videos and documents is/are for CME/CE and other institutional learning and communication purposes only and is/are not meant to substitute for the independent medical judgment of a physician, healthcare provider or other healthcare personnel relative to diagnostic and treatment options of a specific patient's medical condition; and are property/rights of Ridgeview.  Any re-reproduction of any of the materials presented would be infringement of copyright laws.  It is Ridgeview's intent that any potential conflict should be identified openly so that the listeners may form their own judgments about the presentation with the full disclosure of the facts. It is not assumed any potential conflicts will have an adverse impact on these presentations. It remains for the audience to determine whether the speaker's outside interest may reflect a possible bias, either the exposition or the conclusions presented. Ridgeview's CME planning committee members and presenter(s) have disclosed they have no significant financial relationship with a pharmaceutical company and have disclosed that no conflict of interest exists with the presentation/educational event. Thank-you for listening to the podcast. SHOW NOTES:   *See the attachment for additional information.  PODCAST NOTES & REFERENCES Resilience Bank Account scientific paper: https://www.annalsthoracicsurgery.org/article/S0003-4975(19)31352-9/fulltext Podcast by Dr. Maddaus: https://www.sts.org/topics/resilient-surgeon Authors and Sites Referenced Love + Work by Marcus Buckingham www.principlesyou.com  (Ray Dalio) www.jocko.com  (Jocko Willink) Dark Horse by Todd Rose The End of Average by Todd Rose Waking Up and www.wakingup.com by Sam Harris www.michaelmaddaus.com Thanks goes out to Dr. Michael Maddaus for his expert knowledge and contribution to this podcast. Please check out the additional show notes for more information/resources.

Unleashing the Power of Leadership Soft Skills Development and Career Advancement In the dynamic world of professional growth and personal fulfillment, mastering the art of leadership soft skills development is the key to unlocking your full potential. In a recent insightful conversation, renowned executive coach, speaker, and author Peggy Klaus and executive leadership and career advancement coach Sabrina Braham MA MFT PCC explored the profound impact of these skills on your career. The Leadership Soft Skills Revolution Peggy Klaus, a leading expert in soft skills leadership brand development and author of "The Hard Truth about Soft Skills" and "Brag! The Art of Tooting Your Own Horn Without Blowing It.” highlighted the evolving recognition of the importance of soft skills in today's professional landscape. This shift has made it clear that mastering these skills is crucial to personal and brand development. These skills encompass a wide range of personal, social, communication, and self-management behaviors, including self-awareness, adaptability, resilience, confidence, risk-taking, and critical thinking. The Foundation of Your Leadership Success: Self-Awareness The conversation started with a deep dive into self-awareness, the cornerstone of leadership brand development. Understanding what drives you, how you think, and how you feel is essential to excel in your career and align your work with your true passions and interests. Your brand development journey begins with self-awareness, ensuring you are talented and passionate about your work. Debunking the "Luck" Myth Peggy Klaus further emphasized the role of soft skills in your leadership brand development to dispel the myth of luck in career success. She asserted that success isn't merely a result of luck or wishing for it. Instead, it's about hard work, self-awareness, resilience, and the ability to learn and adapt. Those who focus on leadership soft skills and brand development are better equipped to open themselves up to new opportunities, transforming those "lucky breaks" into calculated achievements. Handling Criticism and Seeking Feedback: Keys to Effective Brand Development The conversation also delved into strategies for handling criticism and seeking feedback, integral aspects of leadership soft skills and brand development. Active listening, staying curious, and not taking criticism personally are pivotal. Peggy advised individuals to embrace criticism as an opportunity for growth. Adopting this approach enables you to address and incorporate feedback into your brand development journey effectively. Shaping Your Leadership Brand with Effective Communication Executive brand development is an ongoing process. Peggy Klaus recommended creating a "brag bag" to collect achievements, compliments, and positive feedback. This resource is invaluable for promoting yourself and building a solid leadership brand. Please don't assume your work speaks for itself; actively communicate your achievements and impact to enhance your brand. Your Leadership Brand: Staying Visible in a Remote World As remote work becomes more prevalent, staying visible is challenging to develop your leadership brand. Sending brief updates to colleagues and bosses about your projects and achievements is essential. Initiating a "brag round" is another technique to foster connection and awareness in remote work environments, a strategy aligned with Leadership soft skills development. Personal and Professional Growth: The Ultimate Brand Development The conversation focused on personal and professional growth, a significant aspect of leadership soft skills development. Peggy Klaus emphasized the importance of self-reflection and seeking feedback to shape your brand. She encouraged individuals to take ownership of their strengths and actively manage their time. Additionally, she recommended a book titled "Nine Lies About Work" by Marcus Buckingham,

I talk about the highlights from going to the Live 2 Lead Conference in Atlanta earlier this month. John Maxwell was a significant presence at the event, discussing high-level leadership, character, integrity, and dealing with failure and success stabilizers. John Maxwell compared high road, middle road, and low road leaders, emphasizing the importance of adding value and closing the gap. Another speaker, Marcus Buckingham, introduced his book "Love + Work," highlighting the distinction between liking and loving in terms of customer satisfaction and repeatability. Other noteworthy presentations by Kendra Scott and Ryan Leak which I will highlight later!CONTENT CREATION TOOLS I'M CURRENTLY USINGBeehiiv: https://www.beehiiv.com/?via=paul-faronbiRiverside: https://www.riverside.fm/?via=paul-faronbiBlue Yeti Mic: https://amzn.to/3LSCKSbAluratek 4K webcam: https://amzn.to/3PYMJa8Wireless lapel mics: https://amzn.to/3PZ84jtSmall Ring Light: https://amzn.to/3FjShajLarge ring light: https://amzn.to/3FkGtErPortable charger: https://amzn.to/46SXMIv  Learn more about me and sign up for the IncrediPaul Community by going to incredipaul.org/community  Need career or leadership coaching? See if I'm the right coach for you by going to www.incredipaul.org/coaching.Subscribe to my newsletter to become the most incredible version of yourself: https://www.mail.incredipaul.org/subscribePick up IncrediPaul merch and stay connected on all things IncrediPaul by checking out my website: incredipaul.org/shop Follow me on Socials https://www.threads.net/@imincredipaul, https://twitter.com/imincredipaul, https://www.instagram.com/imincredipaul/, https://www.linkedin.com/company/incredipaul-home Stay connected with all I'm doing https://bio.site/incredipaul--- Send in a voice message: https://podcasters.spotify.com/pod/show/incredipaul/message

Marcus Buckingham is back on the Maxwell Leadership Podcast! Join Marcus and Chris Goede as they discuss Marcus' new book, Love + Work, and get a sneak peak into what you'll get to experience at Live2Lead! By the way, Live2Lead is just two days away. Trust us, you don't want to miss this epic event! Get your tickets here. Our BONUS resource for this episode is the “Love + Work Worksheet,” which includes fill-in-the-blank notes from Mark and Marcus' conversation. You can download the worksheet by visiting MaxwellPodcast.com/LoveAndWork and clicking “Download the Bonus Resource.” References: Watch this episode on YouTube! Love + Work by Marcus Buckingham Get your Live2Lead tickets here! Relevant Episode: Live in Atlanta with Marcus Buckingham (2019) Sign up for the Maxwell Leadership Growth Plan Shop the Maxwell Leadership Online Store

This week, Mark Cole is delighted to be joined by Ryan Leak, an accomplished author, speaker, leadership coach, and filmmaker. Ryan captivated our audience as a featured speaker at our recent IMC event in Orlando, leaving us eager for more of his insights. We are excited to announce that he will be back with us on October 6th for Live2Lead, alongside renowned figures like Kendra Scott, Marcus Buckingham, and of course, John Maxwell. Get your L2L tickets here!* Ryan has been instrumental in guiding numerous leaders and businesses in reshaping their perspective on failure. In his latest book, "Leveling Up," he presents 12 thought-provoking questions designed to help leaders assess their personal and professional growth. This is an episode (and an event) you won't want to miss! Key takeaways: -       The most important conversation is the one you have with yourself. -       There is no version of our future that does not require resilience. -       Failure is an event, not an identity. Our BONUS resource for this episode is the “Leveling Up with Ryan Leak Worksheet,” which includes fill-in-the-blank notes from Mark and Ryan's conversation. You can download the worksheet by visiting MaxwellPodcast.com/LevelingUp and clicking “Download the Bonus Resource.” *Use code MLPODCAST for 10% off ANY ticket tier (General Admission, VIP, or Platinum)! Groups of 10+ who purchase General Admission tickets will receive 10% OFF their ticket price in addition to the 10% they receive using the code MLPODCAST! (This excludes VIP and Platinum tickets for groups of 10+). References: Watch this episode on YouTube! Leveling Up by Ryan Leak Chasing Failure by Ryan Leak RyanLeak.com Sign up for the Maxwell Leadership Growth Plan Shop the Maxwell Leadership Online Store

Marcus Buckingham is the author of two of the best selling business books of all time. He studies psychometrics for a living and brings research into everything he does to unlock strengths, increase performance and help pioneer the future of how people work. Both his insight, and storytelling, are unrivaled. In the episode, Marcus reveals what he perceives as the fundamental key to life. He uses research to underscore how being in love serves as a prescription that enhances our intelligence. Conversely, he explains the consequences of suppressing love, shedding light on intricate biochemical processes in our brains. Marcus explains how who you are, and how you contribute in the world, is massively connected to what you love. Therefore, we must find the love in what we do. We cannot sustain without love. You'll learn how to identify what it is about your days that you love, along with 4 key questions leaders should ask each week to optimize their teams' potential and harness the unique qualities that each individual brings to the table. Learn more about Marcus, and check out his free assessment at https://www.marcusbuckingham.com or follow @marcusbuckingham on Instagram.    For more info and to join Renegade, head to https://www.renegade.global   Follow Renegade Global on Instagram: https://www.instagram.com/renegade_global/   Get Amy Jo's newsletter: https://www.renegade.global/newsletter   Follow Amy Jo:  Instagram: https://www.instagram.com/amyjomartin/   Twitter: https://www.twitter.com/amyjomartin/   Facebook: https://www.facebook.com/AmyJoMartin/   Why Not Now? Instagram: https://www.instagram.com/whynotnow/ Buy Amy Jo's Book: https://amyjomartin.com/book

Dar retroalimentación genera mejores resultados. La cultura de la empresa es la clave del éxito. La planeación estratégica es esencial para alcanzar metas. Sólo tus competencias deberías medirse dejando de lado tus debilidades. Existe una fórmula del liderazgo y todos los líderes comparten una serie de características comunes...Todo esto suena probablemente a verdades básicas en nuestro trabajo actual.Pero son todas mentiras...En este episodio analizo el libro Las 9 Mentiras del Trabajo (Nine Lies About Work, 2019), de Marcus Buckingham y Ashley Goodall, en el que analizaremos esas y otras mentiras del entorno laboral, y cómo corregirlas de la forma adecuada.Aquí puedes conseguir este libro:AQUÍ TIENES EL LIBRO "Nine Lies About Work": https://geni.us/9mentiras En esta página encuentras las notas del episodio y todos los enlaces mencionados:https://librosparaemprendedores.net/290Ah! ¿Quieres recibir cada semana por email, gratis, estrategias y tácticas para ser mejor empleado, emprendedor y empresario? Suscríbete a mi email semanal aquí:https://librosparaemprendedores.net/newsletter ¿Quieres saber cómo aumentar tu velocidad de lectura? Mírate este vídeo y quizás hasta la dupliques en sólo 20 minutos: https://www.youtube.com/watch?v=V0VqCZlLuEc En Youtube y en Instagram estamos publicando también contenido exclusivo. Suscríbete ahora:Youtube: http://www.youtube.com/c/LibrosparaemprendedoresNetInstagram: https://instagram.com/librosparaemprendedores Además, recuerda que puedes suscribirte al podcast en:- Nuestra página: http://librosparaemprendedores.net/feed/podcast- iTunes: https://itunes.apple.com/mx/podcast/libros-para-emprendedores/id1076142249?l=es- Spotify: https://open.spotify.com/show/0qXuVDCYF8HvkEynJwHULb y seguirnos en Twitter ( https://twitter.com/EmprendeLibros ) y en Facebook ( https://www.facebook.com/EmprendeLibros/ ). This content is under Fair Use:Copyright Disclaimer Under Section 107 of the Copyright Act in 1976; Allowance is made for "Fair Use" for purposes such as criticism, comment, news reporting, teaching, scholarship and research.Fair Use is a use permitted by copyright statute that might otherwise be infringing. Non-profit, educational or personal use tips the balance in favor of fair use.I do not own the original content. All rights and credit go to its rightful owners. No copyright infringement intended. Hosted on Acast. See acast.com/privacy for more information.

Dar retroalimentación genera mejores resultados. La cultura de la empresa es la clave del éxito. La planeación estratégica es esencial para alcanzar metas. Sólo tus competencias deberías medirse dejando de lado tus debilidades. Existe una fórmula del liderazgo y todos los líderes comparten una serie de características comunes...Todo esto suena probablemente a verdades básicas en nuestro trabajo actual.Pero son todas mentiras...En este episodio analizo el libro Las 9 Mentiras del Trabajo (Nine Lies About Work, 2019), de Marcus Buckingham y Ashley Goodall, en el que analizaremos esas y otras mentiras del entorno laboral, y cómo corregirlas de la forma adecuada.Aquí puedes conseguir este libro:AQUÍ TIENES EL LIBRO "Nine Lies About Work": https://geni.us/9mentiras En esta página encuentras las notas del episodio y todos los enlaces mencionados:https://librosparaemprendedores.net/290Ah! ¿Quieres recibir cada semana por email, gratis, estrategias y tácticas para ser mejor empleado, emprendedor y empresario? Suscríbete a mi email semanal aquí:https://librosparaemprendedores.net/newsletter ¿Quieres saber cómo aumentar tu velocidad de lectura? Mírate este vídeo y quizás hasta la dupliques en sólo 20 minutos: https://www.youtube.com/watch?v=V0VqCZlLuEc En Youtube y en Instagram estamos publicando también contenido exclusivo. Suscríbete ahora:Youtube: http://www.youtube.com/c/LibrosparaemprendedoresNetInstagram: https://instagram.com/librosparaemprendedores Además, recuerda que puedes suscribirte al podcast en:- Nuestra página: http://librosparaemprendedores.net/feed/podcast- iTunes: https://itunes.apple.com/mx/podcast/libros-para-emprendedores/id1076142249?l=es- Spotify: https://open.spotify.com/show/0qXuVDCYF8HvkEynJwHULb y seguirnos en Twitter ( https://twitter.com/EmprendeLibros ) y en Facebook ( https://www.facebook.com/EmprendeLibros/ ). This content is under Fair Use:Copyright Disclaimer Under Section 107 of the Copyright Act in 1976; Allowance is made for "Fair Use" for purposes such as criticism, comment, news reporting, teaching, scholarship and research.Fair Use is a use permitted by copyright statute that might otherwise be infringing. Non-profit, educational or personal use tips the balance in favor of fair use.I do not own the original content. All rights and credit go to its rightful owners. No copyright infringement intended. Hosted on Acast. See acast.com/privacy for more information.