Podcasts about team development

HC Liam Coen and QB Trevor Lawrence speak with the media following joint practice with the Carolina Panthers during 2026 Training Camp.See omnystudio.com/listener for privacy information.

Profit or cash. Efficiency or flexibility. Speed, or doing it right.Leaders feel like they have to make trade-offs like these all the time. But the choice often isn't real.Some contradictions are unavoidable. Others only look that way until you understand the real problem. The most effective organizations realize they don't have to pick a side if they can resolve the underlying tension.Olivier Larue has spent three decades helping companies do this, which he's documented in his three-book series The Toyota Economic System: a philosophy about people and society, the technical design that turns it into results, and the management practices that keep it alive through continuous learning.The real breakthrough is never the tools, optimizing one part of the system, or making unnecessary tradeoffs. It's how every part connects, and understanding the real problem to solve, so people remain the focus and results last.You'll Learn:How to tell a contradiction that's real from one that only looks real, so you stop choosing between things you can't afford to loseWhy an economic lens, not an operational one, changes where you look for the answerWhy the number and order of Toyota's seven wastes aren't arbitrary, and why the first one drives how you understand the restWhy declaring people "empowered" means nothing without the conditions that let them act on itHow respect for people extends to avoiding layoffs even in downturns, and why that matters in a world of AI and supply chain disruptionsABOUT MY GUEST:Olivier Larue was trained by Toyota Motor Corporation and has spent thirty years helping Fortune 500 companies design and implement industrial manufacturing solutions, including more than a decade as a consultant with TSSC, the Toyota Production System Support Center, and hands-on work in the biopharmaceutical industry. He is the founder and president of Ydatum, and the author of the three-book series The Toyota Economic System.IMPORTANT LINKS:Full episode show notes: ChainOfLearning.com/82 Connect with Olivier Larue: linkedin.com/in/olivierlarue Purchase a copy of The Toyota Economic System (three-book series): https://www.amazon.com/Toyota-Economic-System-Environmental-StewardshipLearn more about Ydatum: ydatum.com Follow me on LinkedIn: linkedin.com/in/kbjanderson Subscribe to my newsletter: kbjanderson.com/newsletter Check out my website for resources and working together: KBJAnderson.com Join us on the Japan Leadership Experience: KBJAnderson.com/japantrip TIMESTAMPS FOR THIS EPISODE:02:43 How a NUMMI experience shaped Olivier years later05:14 Why call it the Toyota Economic System?09:42 Profit vs. cash: the trade-off companies get wrong12:32 Why Just-in-Time doesn't mean zero inventory16:30 What happens when company values and work conflict20:20 Why leaders have to “earn” how they manage21:42 Why Toyota's seven wastes are in a specific order23:38 The hidden cost of human waiting27:20 Why leadership skills alone aren't enough30:05 Why organizations keep repeating the same problems31:26 What Andon actually means for empowerment35:17 The leadership response that makes problems safe to surface39:16 Why Toyota can avoid layoffs during downturns44:30 The unanswered question about AI and economic growth48:30 How enthusiasm turns pull into push50:44 Why isolated improvements don't transform systems54:35 Refusing the either/or trade-off Learn more and apply for the November 2026 cohort of my Japan Leadership Experience: https://kbjanderson.com/japantrip/

HC Liam Coen and QB Trevor Lawrence speak with the media following joint practice with the Carolina Panthers during 2026 Training Camp.See omnystudio.com/listener for privacy information.

Hello, Voices of the Bench community. This is Casey Baldwin with Ivoclar. If you've been curious about fast-firing zirconia to improve efficiency but aren't convinced it can deliver predictable, high-quality results, I'd encourage you to connect with us. Our new IPS emax Zirconia, offers multiple fast-fire protocols designed to help you save valuable production time while maintaining consistent outcomes. Time is money in every lab. Don't wait. Reach out today and discover how IPS emax Zirconia can help streamline your workflow. As full-arch dentistry continues to grow, so do the demands on today's dental laboratories. That's why Knight Dental recently launched SimplyARCH Studio, a dedicated production environment built exclusively for full-arch restorations. To support this specialized workflow, Knight invested in an XTCERA milling system and carefully evaluated multiple CAM software solutions before choosing hyperDENT. The decision came down to exceptional milling quality, minimal hand finishing, and impressive production efficiency. But what truly set hyperDENT apart was the implementation process. From the very beginning, the team provided more than software training—they shared the knowledge and experience needed to build an optimized workflow for complex full-arch cases. With proven expertise in advanced milling strategies and laboratory production, hyperDENT helped ensure SimplyARCH Studio was designed for long-term success from day one. Join us at the Race For the Future 12 to raise money for the Foundation For Dental Laborary Technology. September 27th in Valley View, Texas! https://dentallabfoundation.org/news-events/race-for-the-future/ Shawn Nowak from Nowak Dental Supplies joins Elvis and Barb to talk all things NOLA LabFest October 15-17th, including the welcome addition to the speaker lineup: martial arts instructor and business coach Jude Grayson. After Jude's keynote at last year's LabFest, the response was strong enough to bring him back for another keynote and a breakout session. The conversation starts with the obvious question: what the heck does a karate instructor know about the dental laboratory industry? As Jude explains, quite a bit. Having practiced martial arts since he was five years old and built a career around teaching, competition, entrepreneurship, and business coaching, Jude draws a surprising number of parallels between martial arts and business. He talks about discipline, competition, confidence, risk, and his “five-year-old board break moment”—the idea that sometimes the ability to succeed is already inside us, and the right coach simply helps unlock it. He also explains how those lessons translate into working with business owners and helping them recognize opportunities they may not see themselves. The conversation then turns toward one of the biggest challenges facing dental laboratories today: knowing when it's time to pivot. With technology, AI, 3D printing, changing doctor workflows, and the evolving DSO landscape continuing to reshape the industry, Jude's NOLA LabFest keynote will focus on how business owners can recognize when change is necessary, decide when to act, and understand the risks that come with being an early adopter. He also shares some great perspective on failure, competition, and why making a bad business decision doesn't necessarily mean you've lost—the real loss comes when you stop competing altogether. Shawn also gives us a look at what else is happening at NOLA LabFest, including education on AI, social media marketing, employee culture, DSOs, and other topics affecting dental laboratories right now. And, of course, there's plenty of the NOLA LabFest fun mixed in, from the masquerade party and distillery tour to the return of Family Feud. It's a conversation about business, leadership, taking risks, and finding ways to keep dental laboratories moving forward—and it all starts with a karate instructor walking into a dental show.Special Guests: Jude Grayson and Shawn Nowak.

Your revenue is growing. So is your workload. That's a warning sign, not success. Most owners hit a ceiling because the business can't move without them. Every decision escalates back to their desk.Shelli Warren, host of the Stacking Your Team podcast, joins Spencer Horn and Christian Napier to share how owner dependency forms, why unclear decision rights force everything upward, and a practical framework for building leaders who run daily operations so you can focus on growth.TranscriptShelli Warren LinkedIn

In this episode, Ray explores the uncomfortable truth: firm culture is revealed through what leaders reward, tolerate, and ignore on a typical Monday morning. For advisory firm owners, understanding your actual culture, not your aspirational values, has direct business impact.Ray makes the connection concrete: research from SHRM shows that employee experience and engagement account for 42% of turnover intent. Regrettable attrition is expensive. More importantly, in relational advisory businesses, internal culture becomes external client experience. Clients feel when teams are aligned, communication is clear, and people are supported. They also feel when turnover disrupts continuity and people are burned out.This episode is built around an immediately actionable framework: the culture evidence review. Rather than running another employee survey, Ray walks you through five practical questions that move culture from sentiment to evidence. You'll learn what to examine, what it means when certain behaviors are tolerated, and how to use stay interviews to listen early before exit interviews teach expensive lessons.WHAT YOU'LL LEARN IN THIS EPISODEWhy culture is revealed through behavior, not proclamation, and how to examine evidence instead of languageHow employee experience and engagement directly correlate with turnover intent (and the research that proves it)The five-question culture evidence review framework that translates culture into measurable leadership decisionsWhy tolerated behaviors become permission and what behaviors are costing your firm stability and client continuityHow to use stay interviews to listen early and understand what your best people need to stay engagedTHE FIVE-QUESTION CULTURE EVIDENCE REVIEWWhat behaviors are rewarded around here? Look past the value statement. Who gets promoted, praised, paid, invited to important conversations? Do you reward people who develop others or only those who generate revenue? Do you reward collaboration or information control? Do you reward system improvement or crisis heroics?What behaviors are tolerated? Every firm tolerates something. Poor follow-through, weak meetings, avoided feedback, disrespectful communication, hoarded clients, undermining peers, not using the CRM, treating staff as support instead of colleagues. When leaders tolerate these behaviors, tolerance becomes permission.What do employees fear saying out loud? Your team may know where the firm is stuck before leaders admit it. They know which processes are broken, which client segments drain the team, which advisors are difficult. A healthy culture gives truth a place to go.What are stay interviews telling us? Ask why people stay, what might cause them to leave, where they feel underutilized or unsupported, and what would help them grow. Listen early.What is AI anxiety doing to the culture? Employees may not directly name AI fear. They hesitate to use tools, fear being replaced, or assume productivity gains mean more work. Leaders need to surface this conversation.COACHING QUESTIONS FOR YOUR LEADERSHIP TEAMWhat behaviors are shaping your culture more than your stated values do?Where is the firm tolerating behavior that undermines trust or performance?What would your employees say the culture rewards most in your firm?What are stay interviews telling you before exit interviews make the lesson costly?How is AI anxiety manifesting in the culture, even if people are not naming it directly?Building the Billion Dollar Business is hosted by Ray Sclafani, Founder and CEO of ClientWise, the financial services industry's leading executive coaching and team development firm for elite advisors and wealth management teams.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTube

Most teams don't fail because they lack knowledge. They fail because nobody acts when it matters. Captain Brad Newbury has spent 40 years in firefighting and prehospital medicine studying the difference between people who freeze and people who move. As President and CEO of the National Medical Education & Training Center and author of The Saved Effect and The First Responder Advantage, he's trained thousands of lifesavers worldwide. Joining him is his daughter Kiera Newbury, an EMT carrying that mission into the next generation.In this episode, Brad and Kiera break down how high-stakes teams build the trust, clarity, and shared standards that make action automatic under pressure, and what it takes to pass a culture of readiness from one generation to the next. If your team hesitates, overthinks, or waits for permission, this conversation shows you what the best crews in the world do differently.TranscriptBrad Newbury FacebookBrad Newbury InstagramBrad Newbury LinkedInThe Saved Effect TikTokKiera Newbury LinkedInKiera Newbury InstagramKiera Newbury Facebook

Your leadership style isn't the problem. Your default is.The gap between how you're leading and what the person in front of you actually needs is one of the most common and most invisible places leaders get stuck. Most of us default to one mode and don't notice the mismatch until something breaks down.Suzie Bishop has spent over a decade at the Center for Leadership Studies helping leaders close that gap and strengthen their leadership effectiveness. Her new book, Situational Leadership, puts nearly sixty years of research into a practical framework for reading the situation, building leadership flexibility, and adapting your approach.Suzie walks through the four leadership styles, how to read what someone needs in a given situation, and how to adapt your approach to coach, develop leaders, and lead through influence.The best leaders don't pick one style and commit. They pause, assess the situation, and flex to have the impact you intend.You'll Learn:Why "leadership is influence" reframes how you lead, and why influence has nothing to do with manipulation or controlHow to diagnose what someone needs, and why one person can require four different approaches in the same conversationHow leadership flexibility and adaptability differ—and why knowing the styles isn't the same as knowing when to use themWhy only asking coaching questions can leave people stuck, and how to know when to step in with more directive leadershipHow the "power of the pause" helps you move from reacting out of habit to adapting with intentionABOUT MY GUEST:Suzie Bishop is VP of Product Development at The Center for Leadership Studies. She's a Certified Professional in Training Management, a Stakeholder Centered Coach, and a Marshall Goldsmith 100 Coach. Suzie is co-author of Situational Leadership: The Model for Leading Others, Navigating Change and Unlocking Performance and is currently writing her next book, Match: How to Meet Leaders Where They Are, with Marshall Goldsmith.IMPORTANT LINKS:Full episode show notes: ChainOfLearning.com/81 Connect with Suzie Bishop: linkedin.com/in/suzie-bishop Purchase a copy: Situational Leadership: The Model for Leading Others, Navigating Change and Unlocking Performance by Suzie Bishop and Sam ShriverMatch: How to Meet Leaders Where They Are by Suzie Bishop and Marshall Goldsmith (November 2026)Learn more about The Center for Leadership Studies: situational.comFollow me on LinkedIn: linkedin.com/in/kbjanderson Subscribe to my newsletter: kbjanderson.com/newsletter Check out my website for resources and working together: KBJAnderson.com Join us on the Japan Leadership Experience: KBJAnderson.com/japantrip TIMESTAMPS FOR THIS EPISODE:02:52 Why leadership is influence, not control04:43 Creating the conditions without controlling06:51 What Situational Leadership looks like in practice07:35 Flexibility vs. adaptability: the critical difference07:48 The four Situational Leadership styles11:41 How to recognize your natural leadership tendency13:08 When asking questions isn't effective coaching16:46 How to be directive without taking away ownership17:37 The cost of not adapting how you lead21:37 Why organizations need a common leadership language24:05 Creating the conditions for people to ask for help25:24 The leadership challenge even top executives struggle with29:06 How to give direction without taking over30:33 Influence versus control when you have authority31:06 Three types of power that shape your influence32:51 Why trust is your most important source of power36:02 The difference between flexibility and adaptability37:08 Practice an intention pause before you respond Learn more and apply for the November 2026 cohort of my Japan Leadership Experience: https://kbjanderson.com/japantrip/

Many organizations invest in new technology but overlook the friction that's holding their teams back.In this episode of Teamwork: A Better Way, Spencer Horn and Christian Napier welcome leadership strategist and conflict resolution expert DaSjaun Rose. Together, they explore how leaders can reduce hidden conflict, align people and expectations, and leverage AI to improve communication, accountability, and execution.Discover why sustainable performance isn't just about better tools—it's about creating teams that work better together.Free Team DiagnosticTranscript

Learn more and apply for the November 2026 cohort of my Japan Leadership Experience: https://kbjanderson.com/japantrip/How many problems are actually visible in your organization?Research shows senior leaders see just 4%. The other 96% stay hidden — invisible, yet still there. And some aren't even recognized by employees as problems anymore, because they have become the norm.We all say we want psychological safety. But you don't get it by saying you want it. People-centered leadership is about creating conditions for people to speak up and highlight issues by how you, and leaders across your system, respond.Recorded live with a group of global leaders participating in my Japan Leadership Experience in May 2026, this special episode celebrates the sixth anniversary of Learning to Lead, Leading to Learn. You'll hear Isao Yoshino, a 40-year Toyota leader and the subject of my book, reflect on three of the book's most talked-about stories.These examples bring two of Toyota's mottos to life, "bad news first" and "no problem is a problem," and show why a leader's response is what turns problems into a culture of improvement:How his manager's response to a huge paint-shop mistake in his first months at Toyota shaped how he saw a leader's roleHow andon — signaling a problem and stopping the line — changed the culture at NUMMIHow he found the courage to highlight his failing water ski boat business to President Fujio ChoWhether on the front line or in the boardroom, creating the conditions where bad news comes first, and support follows, is what builds a culture of excellence.You'll Learn:Why a leader's response to a mistake is fundamental to effective leadership and matters more than the mistake itselfThe two actions behind a bad-news-first culture: respond down to help, not blame, and signal up when something's off courseWhy andon is a leadership practice, not just a factory signal, that works from the shop floor to the executive suiteWhat the NUMMI turnaround shows about culture change: people adopt a better way when they discover it, not when they're toldWhy "thank you for this mistake" is the keystone move for building psychological safetyABOUT MY GUEST:Isao Yoshino spent forty years at Toyota, from the late 1960s to the early 2000s, where he helped shape the people-centered learning culture the company is known for today. He was a key leader in the Kan-Pro senior-management development program and led the training of the American managers at NUMMI, the Toyota-GM joint venture, where he hired John Shook. He is the subject of Katie Anderson's Shingo Publication Award-winning book, Learning to Lead, Leading to Learn.IMPORTANT LINKS:Full episode show notes: ChainOfLearning.com/80Order your copy of Learning to Lead, Leading to Learn: LearningToLeadLeadingToLearn.comFollow me on LinkedIn: linkedin.com/in/kbjandersonSubscribe to my newsletter: kbjanderson.com/newsletterCheck out my website for resources and working together: KBJAnderson.comJoin us on the Japan Leadership Experience: KBJAnderson.com/japantripTIMESTAMPS FOR THIS EPISODE:02:18 Andon: Why a leader's response matters03:16 The paint mistake that shaped Mr. Yoshino's leadership05:28 Why Mr. Yoshino was thanked for his mistake09:34 The leadership lesson that lasted 40 years11:22 Why Toyota starts every leader on the front line12:18 Inside the early days of NUMMI17:13 Why workers were afraid to stop the line23:34 What changed the culture at NUMMI24:40 Why leaders only see 4% of problems25:16 Responding down instead of blaming25:50 Asking for help at the leadership level28:43 Why President Cho flew to a failing business34:17 The power of bad news first35:54 Mr. Yoshino's biggest leadership regret38:19 When doing it yourself becomes the problem39:05 The response that creates culture40:28 The two behaviors every leader needs42:02 Two questions to reflect on this week Learn more and apply for the November 2026 cohort of my Japan Leadership Experience: https://kbjanderson.com/japantrip/Purchase a copy of "Learning to Lead, Leading to Learn" or gift a copy to your team: http://learningtoleadleadingtolearn.com/

Most leaders try to fix their team by fixing the people in it. What if that's only 20% of the equation?Pollyanna Lenkic joins Spencer and Christian to make the case that up to 80% of team performance comes from how a team is designed and supported, not from individual coaching alone. As leaders navigate reorgs, AI rollouts, and endless development programs, Pollyanna argues most of them are missing the real lever: they were never trained to see or lead at the level of the system. Before your next big initiative, she offers one question worth asking first — are you strengthening the system your people work within, or just working on the people?TranscriptFree Team Diagnostic

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In this episode of the Inspire Podcast, Bart Egnal welcomes Jennifer Gabriele, Partner and National Leader, Leadership & Team Development at Humance and co-author of The Inspirational Leader. Drawing on insights from her research and work with leaders across Canada, Jennifer explores how leadership has evolved in the wake of COVID and what it takes to manage and inspire teams in today's workplace. She discusses the shift toward shared leadership, the importance of executive presence, and why authenticity matters more than charisma. Jennifer goes on to share practical lessons from her book, including the difference between clarity and certainty, the power of curiosity, cultivating excellence, and why managerial courage is critical for navigating difficult decisions. As a renowned executive coach and facilitator to many of Quebec's leading organizations and companies across Canada, Jennifer brings these ideas to life through real-world stories and actionable insights in a lively conversation between two people passionate about leadership communication. Show notes: 00:32 Show intro 01:10 Welcoming Jennifer 01:43 The Inspirational Leader 01:57 What's the book about and why did you write it? 02:13 What makes a great leader? 03:32 What is Jennifer's story that led her to Humance? 03:51 We brand companies but not humans. Why not? 04:25 Products have far fewer dimensions than a person 04:36 Coca-Cola example 05:41 Her practice before Humance: executive branding 06:00 Why some persuade and others don't 06:36 The move to Humance 08:40 Acquiring Lord Communication 09:21 Focus on managers and executives 11:35 Interviewing leaders for the book: what did you find? 12:48 Themes that emerged from her qualitative research 13:02 Misplaced nostalgia for the "good old days" 13:47 Shared leadership 14:10 The impact of COVID on work culture 14:28 The amount and quality of presence required 14:44 During COVID, managers thought they needed to be 24/7 present 15:32 Bart discusses the decline in deference 16:27 Society has changed, too 16:34 Shortage of labour 17:31 What does it mean to be an inspirational leader? 18:15 You don't need to speak like Barack Obama; you just need to walk the talk 19:28 Getting people to follow you 19:49 Authority doesn't work. People need to believe in you 19:58 Passive-aggressive resistance to directive-style leadership 20:47 Three rules for inspiring leadership 21:23 The importance of having communication goals 25:19 The difference between clarity and certainty 25:43 What is cultivating excellence? 25:58 If you want to be an inspirational leader, you can't be a know-it-all 26:50 Example of the curious leader 27:20 How does curiosity tie to cultivating excellence? 27:54 Setting a standard for what excellence looks like 28:13 Teasing out unrealistic expectations and perfectionism vs. a healthy pursuit of excellence 28:48 Try your best vs. try not to make mistakes 29:11 How can leaders communicate this? 29:38 Don't hide if you don't know something 29:51 Instead of "Why did you do this?" say "How do we fix this?" 30:55 Example of dealing with a high-performing but toxic employee 32:18 Managerial courage 33:33 You lose talent if you're not a courageous leader 34:13 What did you learn from writing The Inspirational Leader? 35:47 Thank-yous 36:10 Show outro

What you'll learn in this episode: Why hiring should start with understanding your own strengths and weaknesses The difference between vision, mission, and culture when building a team Why most entrepreneurs struggle with hiring compared to selling The real cost of making a bad hire Why Dan treats the first 90 days as part of the interview process The surprising statistics behind finding the right talent How great leadership helps people achieve their goals—and why that leads to your success

Efficiency and cost savings aren't what makes operational excellence last. People are.The leaders who create enduring, high-performing organizations are after something beyond business results. They want a company where people end the day more capable, more confident, more energized than when it began. That's the difference between a workplace that wears people down and one that builds powerful people.Gary Peterson spent more than 30 years building that kind of culture of continuous improvement at OC Tanner. But the hardest part wasn't creating the systems or processes to get better outcomes. It was his own transformation — coming to see how, without meaning to, he'd become the leader getting in his people's way.Put people first, and the results follow. And the deepest transformation you'll ever lead is your own.You'll Learn:Why operational excellence only lasts when leaders focus on building people, not just cutting costs and eliminating wasteWhy the best leaders make an identity shift from being the expert with every answer to creating the conditions for others to solve problemsWhat it takes to move managers from enforcers to coaches and make continuous improvement something your team never fears, even as roles and headcount shiftHow to influence real organizational change when you have no authority to make anyone followWhy so many leaders give up on culture change too soon, and how long it really takesABOUT MY GUEST:Gary Peterson spent more than 30 years at OC Tanner, where he held leadership roles across manufacturing, marketing, and operations, most recently as Executive Vice President of Supply Chain and Manufacturing. He led the people-first transformation that earned OC Tanner the Shingo Prize and made it one of the few companies Toyota holds up as a global showcase for its system outside automotive. Gary is an Association for Manufacturing Excellence Hall of Fame inductee.IMPORTANT LINKS:Full episode show notes: ChainOfLearning.com/79 Connect with Gary Peterson: linkedin.com/in/garypeterson Follow me on LinkedIn: linkedin.com/in/kbjanderson Subscribe to my newsletter: kbjanderson.com/newsletter Check out my website for resources and working together: KBJAnderson.com Join me on the Japan Leadership Experience: KBJAnderson.com/japantripTIMESTAMPS FOR THIS EPISODE:03:44 Why Toyota saw something different at OC Tanner05:02 The real purpose of operational excellence07:19 How Gary knew the culture was changing09:00 Creating people who change the world12:13 The outcome every leader should want13:07 Two pillars that shaped the journey14:26 Breaking a culture of fear and control15:35 The five-minute habit that changed everything17:15 Redefining what it means to be a manager19:12 Why transformation takes longer than you think20:05 What to do when leaders don't support the change22:26 The experiment that almost got shut down24:19 Helping managers make the coaching shift25:23 When people outgrow their leaders28:28 Why improvement should never threaten jobs30:23 The manager who couldn't stop yelling32:23 The leadership habit that destroys ownership35:35 Becoming the leader you never wanted to be37:00 The habit that was holding people back38:01 The executive behavior that shuts people down40:07 Proving your worth vs. creating conditions45:37 Showing results isn't the same as showing people49:53 Where transformation really begins51:16 The question every leader should ask about their people53:34 When helping starts limiting growth55:14 The shift that made everything else possible

The Leadership Operating System Every leader develops an internal operating system. It's built from experience, reinforced by success, and often becomes invisible to the person running it. In this episode, Allison explores: Why the habits that created success may eventually create limitations How early-stage leadership instincts differ from scaling-stage leadership needs The hidden ways leaders become organizational bottlenecks Why recurring problems are often systemic rather than isolated The challenge of recognizing your own leadership patterns How authority limits honest feedback Why perspective is often more valuable than advice The role trusted peers play in helping leaders see blind spots How leaders can upgrade their operating system as they grow Key Question: What recurring pattern in your organization might be connected to how you operate as a leader? Resources: Think First: Stop Being the Bottleneck, Start Building Thinkers Deliberate Directions Executive Coaching & Leadership Development Think First

What if the reason your team is underperforming has nothing to do with skills, strategy, or structure? What if it comes down to energy? Kristin Mackey is the creator of Frequency Matters, a research-backed framework that connects the science of resonance to how people communicate, collaborate, and show up as leaders. On this episode, she introduces a new lens on employee engagement: Manage Your Particles.Spencer and Christian sit down with Kristin to explore what conscious leadership actually looks like in practice, how your internal frequency broadcasts to your team whether you intend it to or not, and why alignment is not just a strategy conversation. It is a frequency conversation. If you lead people, this episode will change how you walk into a room.Transcript

Have you poured months into a strategy your team couldn't bring to life? Or watched capable people work harder than ever, and still struggle to pull together as a team?High performance isn't about a better strategy, more talent, or longer hours. It's about how your team works together, every single day.Karina Mangu-Ward, author of Teams That Meet the Moment, has spent more than a decade helping complex organizations redesign the messy day-to-day of how people actually get things done together. Her belief: good everyday teaming habits are both good for people and good for results. You don't have to choose between them.Making this real doesn't require a reinvention. You just need the right structure and the intention to show up differently. In this episode, Karina shares simple, tangible practices you can use in your very next meeting or strategic project.You'll Learn:The three lies leaders tell themselves about teamwork, and why believing them holds your team backHow the framework of the "Even Over" ends the swirl when your team is stuck choosing between two competing optionsWhy creating a "Safe to Try" process gets a team unstuck when you're chasing consensus and certaintyWhat a steady team cadence unlocks when everything around you feels like an emergencyThe instinct nearly every high performer has to unlearn before they can build a team that thrivesABOUT MY GUEST:Karina Mangu-Ward is a partner at August Public, an organizational change consultancy that helps large, complex organizations build more human-centered ways of working, whose clients include PepsiCo, Planned Parenthood, and Sundance. She's the author of Teams That Meet the Moment: 9 Practices for Unlocking Performance and Growth in Uncertain Times. Karina's passion is helping groups navigate complexity, gain insight, and unlock highly complex challenges.IMPORTANT LINKS:Full episode show notes: ChainOfLearning.com/78 Connect with Karina: linkedin.com/in/karina-mangu-ward Purchase a copy of Karina's book: Teams That Meet the MomentLearn more about Karina's company: aug.co Take the Team assessment: assessment.aug.co Follow me on LinkedIn: linkedin.com/in/kbjanderson Subscribe to my newsletter: kbjanderson.com/newsletter Check out my website for resources and working together: KBJAnderson.com Join us on the Japan Leadership Experience: KBJAnderson.com/japantrip TIMESTAMPS FOR THIS EPISODE:03:01 Why great strategy still fails04:13 The hustle culture myth that's burning teams out05:20 Everyday habits drive extraordinary teams07:11 Meeting the moment in uncertain times09:13 The "Safe to Try" mindset that breaks gridlock11:18 Setting guardrails without limiting innovation12:06 Why small bets outperform big risks13:29 Unlearning the need to have the answer15:17 Why sticky practices beat complicated frameworks17:16 Simple retrospectives that strengthen learning20:19 The surprising cost of treating everything like an emergency22:09 Using "Even Over" to make better trade-offs25:28 Intention over reaction in decision-making30:32 When perfection becomes procrastination31:53 Why working in public accelerates learning34:22 The power of stories over instruction37:08 Intention + practice = better leadership39:14 What trade-off do you need to make?

GUEST BIO: Richard Kuepper is Founder and President of L.E.A.D. U.S.A., a Connecticut-based corporate learning and development company. For 28 years, he's delivered dynamic programs across North America, Asia, and Europe in leadership and team development, optimal performance, growth mindset, and well-being. Rich creates high-impact customized programs through his expertise, contagious energy, and interactive approach. He's a former Master Trainer for Tony Robbins.   HIRE THEM TO SPEAK:   Follow Rich Keupper: LinkedIn Bio Follow Scott Bloom: eSpeakers Bio Follow eSpeakers: eSpeakers Marketplace   ABOUT NO MORE BAD EVENTS: Brought to you by eSpeakers and hosted by professional emcee, host, and keynote speaker Scott Bloom, No More Bad Events is where you'll hear from some of the top names in the event and speaking industry about what goes on behind the scenes at the world's most perfectly executed conferences, meetings, and more. Get ready to learn the secrets and strategies to help anyone in the event industry reach their goal of putting on nothing less than world-class events. Learn more at nomorebadevents.com.   ABOUT THE HOST: A veteran comedian and television personality who has built a reputation as the go-to choice for business humor, Scott has hosted hundreds of events over two decades for big and small organizations alike. Scott has also hosted his own weekly VH1 series and recently co-hosted a national simulcast of the Grammy Awards from the Palace Theater. As the son of a successful salesman, he was exposed to the principles of building a business at an early age. As a comedian, Scott cut his teeth at renowned improv and comedy clubs. As a self-taught student of psychology, he's explored what makes people tick and has written a book (albeit a farce) on how to get through life. He's uniquely positioned to deliver significant notes on connecting people and making business seriously funny. And who doesn't like to laugh? Learn more about Scott: scottbloomconnects.com   PRODUCED BY eSpeakers: When the perfect speaker is in front of the right audience, a kind of magic happens where organizations and individuals improve in substantial, long-term ways. eSpeakers exists to make this happen more often. eSpeakers is where the speaking industry does business on the web. Speakers, speaker managers, associations, and bureaus use our tools to organize, promote, and grow successful businesses. Event organizers think of eSpeakers first when they want to hire speakers for their meetings or events. The eSpeakers Marketplace technology lets us and our partner directories help meeting professionals worldwide connect directly with speakers for great engagements. Thousands of successful speakers, trainers, and coaches use eSpeakers to build their businesses and manage their calendars. Thousands of event organizers use our directories every day to find and hire speakers. Our tools are built for speakers, by speakers, to do things that only purpose-built systems can. Learn more at eSpeakers.com.   SHOW CREDITS: Scott Bloom: Host | scottbloomconnects.com Joe Heaps: eSpeakers | jheaps@eSpeakers.com

On this episode of Bottled Up, Andrew Allen sits down with Mike Peek, Market Equipment Manager at Allen Beverages. Mike shares his journey growing up across several Southern states, where he learned the value of hard work early on. From tending plants in nurseries to mastering skills in machine shops and hospital maintenance, he built a strong technical foundation that eventually led him to Allen Beverages.   He opens up about the importance of quality service, the everyday challenges of keeping equipment running smoothly, and the real rewards that come from leading a team. Mike also highlights the family-oriented, team-driven culture at Allen Beverages and why doing things right the first time matters so much, both for his crew and their customers. This conversation gives a genuine look at the essential behind-the-scenes work that keeps the beverages flowing and customers coming back happy. 3 Key Takeaways 1. Diverse and Evolving Career Path   Mike Peek walked a varied road to get where he is today, starting in plant nurseries, then working as a machinist, moving into industrial maintenance, and later handling hospital refrigeration and maintenance before stepping into his current role as market equipment manager. His willingness to keep learning and adapting has been the key to his success, with each chapter building skills for the next.   2. Focus on Team Development and Customer Service   As a leader, Mike stresses the importance of building a confident, capable team and delivering outstanding customer service. He invests heavily in training, sets high standards for installs and maintenance, and works hard to reduce repeat service calls while boosting customer satisfaction.   3. The Role of Leadership and Workplace Culture   Both Andrew and Mike highlight the power of a supportive, family-like environment at Allen Beverages. Mike focuses on open communication, building trust, and empowering his team to take initiative while learning to delegate. That kind of culture leads to better motivation, stronger retention, and a shared commitment to exceptional service.  

Tight end Cole Kmet joins Jeff Joniak, Tom Thayer and Jim Miller on Bears Weekly to discuss the team's offseason progress and what he's looking forward to as the Bears prepare for the 2026 season.See omnystudio.com/listener for privacy information.

Promoting a high-producing advisor into a leadership role without teaching them how to lead isn't development, it's a risk transfer. Ray Sclafani has seen this pattern play out across hundreds of advisory firms: the best advisor gets promoted, the firm assumes leadership will follow, and within months the culture quietly starts to fracture. In this episode, Ray makes the case that leadership development is not a soft-skills initiative as it is an operational and economic imperative that directly shapes growth, retention, client experience, and enterprise value.What You Will Learn in This EpisodeWhy promoting high performers without leadership training is one of the most common and costly mistakes in wealth managementThe five direct questions every leadership team should ask to diagnose their management infrastructureHow to define what "meeting," "exceeding," and "far exceeding" expectations looks like for every leadership role in your firmHow to build a leadership scorecard that makes accountability observable, coachable, and measurableWhy leadership depth, not any single rainmaker or founder, is what allows a firm to grow without breakingKey Insight from This Episode"Promoting a high-producing advisor into a manager or leadership role without teaching that person how to lead is not development. That is a risk transfer."Leadership is not a reward for strong performance. It is a distinct skill set that requires training, structure, and ongoing accountability. The firms that invest in building that infrastructure now will have the bench depth, the culture, and the continuity to compete at the highest level — and to scale without depending on any one person.The Five Questions to Diagnose Your Leadership InfrastructureAsk your leadership team right now:Performance Reviews: Do you conduct performance reviews more than once a year?One-on-Ones: Do managers hold one-on-one meetings with their direct reports at least monthly?Feedback: Do employees receive regular, real-time feedback — not just at review time?Defined Standards: Have you defined what meeting, exceeding, and far exceeding expectations looks like for every role in your firm?Manager Accountability: Are managers held accountable for engagement, retention, and the development of the people they lead?If the honest answer to most of those is "no" or "not consistently," you have a leadership development gap and that gap has a direct cost.The Four-Step Framework for Building LeadersStep 1 — Define the Leadership Role Vague expectations produce vague performance. When a person is promoted to manager, their scope must be explicit and written down: What do they own? Which decisions are theirs to make? Which require alignment? Which belong elsewhere? Clarity here is not bureaucratic, because it is the foundation of effective leadership.Step 2 — Define What Strong Performance Looks Like For every leadership role, articulate three levels:Meeting expectations — Holds regular one-on-ones, provides timely feedback, follows through on commitments, keeps the team alignedExceeding expectations — Develops talent ahead of need, strengthens team capacity, reduces confusion, helps others make better decisionsFar exceeding expectations — Develops leaders who develop other leaders, builds scalable systems, improves retention, reduces the firm's dependence on any single personOnce the levels are defined, performance conversations, calibration, comp decisions, and development plans all improve. People stop guessing.Step 3 — Build a Feedback Cadence Annual reviews are too slow. By the time the review occurs, everyone already knows what should have been said months earlier. Managers should hold regular one-on-ones, provide feedback in real time, and ask the questions that matter: What is working? What is unclear? What needs to change? What support is required? What are you learning? Where do you want to grow? Feedback should not be dramatic. It should be normal.Step 4 — Hold Leaders Accountable for the People They Lead A manager should be evaluated not only on their personal performance or technical competence, but on the engagement, retention, development, and performance of their team. If a leader is personally successful but leaves behind confusion, burnout, or turnover, that is not strong leadership. Create a leadership scorecard for every manager in your firm. Include five measures: communication rhythm, feedback quality, talent development, accountability, and team health. Review it quarterly. Coach to it. Compensate it.Coaching Questions for ReflectionWhich leaders in your firm, including you, have been promoted based on production or contribution, but never trained to lead?Where have you clearly defined performance expectations, and where are people still guessing?Which leadership behaviors should be measured because they directly shape culture and retention at your firm?What would change if managers were held accountable for the growth of the people they lead?Why This Matters for Enterprise ValueManagers shape the firm's lived experience. Not the values poster in the break room. Not the retreat agenda. Not the title structure. Managers decide how feedback is delivered, whether accountability is real, whether talent is developed or ignored, whether high performers are challenged, whether underperformance is tolerated, whether meetings are useful, and whether people feel stretched, supported, and included.SHRM research shows that only 44% of managers globally have received formal management training. More than 90% of HR executives say people managers are critically important to organizational success — and job satisfaction nearly doubles among workers with highly effective managers.For advisory firms, this isn't abstract. Leadership development affects growth and retention, client experience, and ultimately the enterprise value of what you are building.The firms that develop leaders will win — because they will not rely on any single founder, rainmaker, or heroic operator. They will build bench depth. And that bench depth is what allows a firm to grow without breaking.Resources & References MentionedSHRM — Global Management Training ResearchKorn Ferry — Workforce 2025 Research ReportBuilding the Billion Dollar Business is hosted by Ray Sclafani, founder and CEO of ClientWise, the financial services industry's leading executive coaching and team development firm for elite advisors and wealth management teams.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTubeBuilding The Billion Dollar Business

Most leaders think mental toughness is a personality trait. Jeff Jones has spent 20 years proving it is a training system. As a performance coach and former collegiate football coach who has been part of BCS championship programs at Auburn, Boise State, Arkansas State, and Appalachian State, Jeff has seen firsthand what separates teams that perform under pressure from those that collapse. The difference is not talent. It is the quality of the mental reps they put in every single day.In this episode, Jeff walks Spencer and Christian through his 10-Rep Framework for building mental toughness, the same practical system he now teaches to athletes, coaches, and high-performing organizations. If you lead a team, you will leave this conversation with a clearer picture of what mental performance actually looks like in a team environment, and the first rep you can start training tomorrow.TranscriptBook: The Intentional Edgecoachjeffjones.comInstagram: coach_jeffjones

What if the fastest way to build a high-performing team is to learn how leaders accidentally destroy trust?In this episode of Teamwork: A Better Way, Megan Petrini, CPTD, talent development expert, certified Trust at Work specialist, and author of Manage to Fail, shares why trust isn't a personality trait or a lucky byproduct of good culture. It's a skill.Drawing on nearly two decades of experience building teams and developing leaders, Megan reveals the behaviors that silently erode trust, the habits that strengthen it, and why high performance is always built on a foundation of psychological safety, credibility, and connection. If you've ever wondered why some teams thrive while others struggle despite having talented people, this conversation will give you practical tools to build, maintain, and repair trust where it matters most.Transcript

Like the show? Show your support by using our sponsors.Need to update your shop systems and software? Try Tekmetric HERELaunch your tool game to the next level with Launch Tech USA! HERERecorded at Tools in Hershey, PA, Jeff Compton features Cody Kirkenester of Fadely's Auto Masters. After 15 years as a technician and shop foreman, Cody transitioned into the service advisor and shop manager role. He shares his journey into the automotive industry, the training culture that helped shape his career, and a memorable diagnostic breakthrough using a lab scope. Cody also discusses mentoring technicians, managing customer relationships, parts quality challenges, AI in the shop, and one of his fears.Timestamps 00:00 Meet Cody Kirkenester 00:56 From Tech to Advisor 02:27 Early Car Obsession 04:25 School and First Shops 07:40 Joining Faidley's Auto 08:33 Training Culture 12:31 Diagnostic Breakthrough 15:08 Corvettes and Specialty Cars 20:16 Team Development and Mentoring 28:09 Moving Into Management 38:45 Challenges of Being a Service Advisor 47:51 Parts Quality Issues 51:43 Recruiting Young Talent 55:55 Scopes and AI Tools 58:44 Succession Planning 01:01:20 Legacy and Leadership 01:07:41 Wrap Up and Next Steps Follow/Subscribe to the show on social media! TikTok - https://www.tiktok.com/@jeffcompton7YouTube - https://www.youtube.com/@TheJadedMechanicFacebook - https://www.facebook.com/profile.php?id=100091347564232

Most leaders spend years mastering team alignment, delegation, and strategic planning at work — then walk through the front door and operate their household on chaos, assumption, and invisible labor. Lisa Woodruff argues that household management is not housework — it is executive leadership, and most families are running without a strategy. And if you've ever felt like the work of running a home goes unrecognized — this episode names it, values it, and gives it the strategic weight it deserves.This episode gives leaders a framework for bringing their best leadership behaviors home — and explores why doing so makes them better at work.Transcripthttps://www.youtube.com/channel/UC2w8BMBq25cswE7mVRX1bDAhttps://organize365.com/podcast-landing-page/https://www.linkedin.com/in/lisawoodruff/http://instagram.com/organize365

What you'll learn in this episode: Why hiring should start with understanding your own strengths and weaknesses The difference between vision, mission, and culture when building a team Why most entrepreneurs struggle with hiring compared to selling The real cost of making a bad hire Why Dan treats the first 90 days as part of the interview process The surprising statistics behind finding the right talent How great leadership helps people achieve their goals—and why that leads to your success  

Why do highly capable people become inconsistent under pressure — even when they are talented, experienced, and motivated?Ricardo J. Vargas has spent three decades and peer-reviewed research answering that question. In this conversation, he unpacks the relationship between happiness, flow, and adaptive performance — and why the strategies leaders rely on in stable conditions often collapse when things get hard. If you lead people through uncertainty, change, or high-stakes decisions, this episode reframes what it actually takes to perform when conditions stop cooperating. This is not a conversation about motivation. It is a conversation about the human capacity to perform when conditions deteriorate.TranscriptWebsiteRicardo J. VargasSpencer HornChristian Napier

Most leaders think their biggest problem is hiring the right people. Bruce McLeod says the real problem is what happens after they arrive — and what quietly destroys them once they do.In this episode, Bruce shares the framework he developed after more than a decade watching rapid growth hollow out companies from the inside: burning out top talent, rewarding the wrong behaviors, and leaving entire teams operating without a shared understanding of what winning even looks like. If your company depends on one or two people to hold everything together, this conversation will challenge how you think about leadership, structure, and what it actually means to build something that lasts.TranscriptThe Healthy Compnay Framework

• Why the “I'll just do it” habit feels productive but creates long-term leadership problems • The difference between being the fastest person to solve a problem and the right person to solve it • How leaders unintentionally train teams to become dependent • The hidden cycle of organizational bottlenecks and learned helplessness • Why stepping in too quickly limits strategic thinking across the organization • The shift from reactive firefighting to building thinkers • Coaching questions that encourage ownership and better decision-making • How to scale leadership by multiplying thinking capacity instead of personal effort • Insights from Allison Dunn's book Think First: Stop Being the Bottleneck, Start Building Thinkers • Reflection question: “Where am I stepping in too quickly, and what is that teaching my team?” Think First

What if leadership isn't about doing more—but managing energy, clarity, and alignment?In this episode of Teamwork: A Better Way, Danielle Joleigh Bennett—CEO, Navy veteran, and creator of the Leadership Voltage framework—shares how leaders can turn pressure into performance. Drawing from high-stakes military and business environments, Danielle explains how clarity, alignment, and resilience can be measured and managed to create stronger teams and better outcomes. When leaders build human-centered systems, they don't just execute—they lead with intention, stability, and impact.TranscriptBook: Leadership VoltageLeadership AssessmentsWebsite

Stepping into a new leadership role should feel like progress. But for many leaders, the pressure to prove yourself, move fast, and make the right decisions quickly muddles how you show up when it matters most. In this episode of Let's Talk, People, Emily sits down with Oneeka Botu, Senior HR Leader for Retail Leadership & Team Development at Valentino, a globally recognized luxury brand with a retail footprint across North America and markets worldwide. With more than 20 years of experience across brands including Saks Fifth Avenue, Yves Saint Laurent, Bulgari, and La Perla, Oneeka brings deep expertise in helping leaders navigate transitions and accelerate impact.Together, Emily and Oneeka unpack what it really takes to step into a new leadership role successfully. They explore how to shift out of old patterns and stop relying on what worked before, how early pressure to prove yourself can actually slow progress, and why relationships are the foundation for influence that leads to meaningful execution. They also discuss the signals behind common leadership traps like micromanaging and over-explaining, and what it means to intentionally reset when leading former peers.Whether you're stepping into a new role, navigating a promotion, or supporting leaders through transition, this conversation offers a new playbook to help you build trust faster, adapt with intention, and lead with greater clarity from day one.Timestamps:[00:04:14] No Playbook Works the Same Twice – Emily and Oneeka challenge the idea that past success guarantees future results. They explore why every new role requires leaders to adapt to a different team, culture, and set of expectations, and how relying on what worked before can quietly limit impact.[00:12:06] Relationships Before Results – Oneeka shares why new leaders must prioritize connection before execution. Together, she and Emily unpack how building trust and co-creating early direction creates the foundation for influence and sustainable performance.[00:25:13] Redefining Relationships When You Become the Boss – Oneeka and Emily unpack the emotional complexity of managing former peers. They explore why avoiding the conversation creates more tension, and how clarity around expectations, feedback, and boundaries helps preserve trust while establishing leadership credibility.[00:36:48] It's Time To Build A New Playbook – Emily and Oneeka explore the internal pressure many leaders feel to deliver immediately, and how that pressure often leads to pushing too hard, over-explaining, or micromanaging. They reframe these behaviors as common traps leaders fall into and identify how to slow down and notice the signals so that you can shift your mindset and behaviors before it's too late. Access the episode transcript.Join the Conversation: This year we're taking audience questions! Send in your toughest people management and leadership challenges, and we'll anonymize them and tackle them in an upcoming episode. Email Abigail on our Let's Talk, People team with your situation as a written note or voice memo to abigail@arosegroup.com.Connect with Emily Frieze-Kemeny on LinkedIn and Instagram or explore her work through AROSE Group's website.If you'd like to receive new episodes as they're published, please subscribe to Let's Talk, People in Apple Podcasts, Spotify, or wherever you get your podcasts. If you enjoyed this episode, please leave a 5-star rating on Apple Podcasts. It helps others discover the show.Thanks for listening to Let's Talk, People!

Why do teams understand trust and communication—but still struggle in real moments?In this episode of Teamwork: A Better Way, Ethan Nash shares why concepts aren't enough—and what teams really need are practical, repeatable skills. From giving and receiving feedback to listening with respect and reinforcing positive behavior, Ethan breaks down simple frameworks teams can use immediately to improve how they work together. Because high-performing teams aren't built on ideas—they're built on shared behaviors practiced every day.Transcript

In this episode, Jeff and Danny sit down with Jason Napolski, CEO of A-Tex Pest Management, to discuss how a locally owned pest control company continues to grow while maintaining a strong hometown approach to customer care. Jason explains how A-Tex focuses on customized pest solutions, ongoing technician training, and creating systems that allow the business to scale without sacrificing service quality. The discussion also explores leadership, employee development, and the importance of staying adaptable in a changing marketplace. The hosts and Jason discuss: Building a trusted service brand in a competitive industry Why technician education and training matter The role of culture in retaining strong employees Adapting pest management businesses to new technology How local ownership strengthens customer relationships Creating long-term growth through consistency and accountability Resources and Mentions A-Tex Pest Managementhttps://www.atexpest.com/ The Trades Podcasthttps://www.thetradespodcast.com What You Will Learn How strong customer service builds long-term trust Why employee training drives business success The importance of culture in service industries How leadership impacts growth and reputation Ways technology is shaping pest management operations About The Trades PodcastWebsitehttps://www.thetradespodcast.comHosted byJeff Mudd and Danny TorresThe Trades Podcast features real conversations with business owners, trades leaders, and industry innovators making an impact in the skilled trades community. Support the Trades MovementIf this episode inspires you, share it with someone in the trades or anyone thinking about starting a home-services business. Like, comment, and subscribe to help more people discover these conversations.

What you'll learn in this episode Why your business should always have backup talent ready The 3 types of talent: potential, emerging, and proven Why proven talent, though costly, is worth the investment How to evaluate a candidate's record of success The cultural fit questions to ask in every interview Why “if it's not a hell yes, it's not a yes” is the golden rule in hiring  

n this episode of Teamwork: A Better Way, Reed Nyffeler—CEO, entrepreneur, and author of Lead Exponentially—shares why team performance often stalls when leadership is concentrated in one person. Reed breaks down how great leaders identify future leaders, distinguish high performers from true leadership potential, and develop others before growth depends on them. Through powerful questions and a purpose-driven approach, he reveals how building leaders within your team creates stronger culture, greater ownership, and sustainable performance.TranscriptNext In Leadership Quiz: https://www.nextinleadership.com/whats-next-quiz-questions/Next In Leadership website: https://www.nextinleadership.com/

What you'll learn in this episode: Why hiring should start with understanding your own strengths and weaknesses The difference between vision, mission, and culture when building a team Why most entrepreneurs struggle with hiring compared to selling The real cost of making a bad hire Why Dan treats the first 90 days as part of the interview process The surprising statistics behind finding the right talent How great leadership helps people achieve their goals—and why that leads to your success    

How do you scale a world-class customer experience across 20,000 employees and 19 resort properties? Summary: What happens when a hospitality brand known for exceptional guest experiences decides to get even more intentional? In this episode, John DiJulius sits down with Jessica Shannon, Chief Experience Officer of Sandals Resorts International, to talk about how Sandals is scaling customer and employee experience without losing the heart of the brand. Jessica shares how her background in the Peace Corps, global consulting, crisis response, and strategy shaped her approach to service. She explains why the future of customer experience leadership is bigger than customer experience alone, and why the most effective organizations connect guest experience, employee experience, analytics, and innovation into one cohesive strategy. This episode is packed with practical insight for experience leaders, operators, and executives trying to create consistency, culture, and loyalty as they grow. Key Takeaways: Customer experience leadership works best when it includes both customer and employee experience. Growth exposes weak systems fast, especially in service culture. Culture cannot be scaled by memo. It has to be built intentionally. Frontline employees must help create the standards they are expected to live. Data is everywhere, but insight is rare. Service recovery is not damage control. It is a loyalty strategy. Memorable experiences come from authenticity, not generic excellence. Senior executive buy-in is non-negotiable for experience transformation. Links: The DiJulius Group Methdology: https://thedijuliusgroup.com/x-commandment-methodology/ Company Service Aptitude Test:  https://thedijuliusgroup.com/c-sat-forms/individual-c-sat/ Schedule a Complimentary Call with one of our advisors:  tdg.click/claudia Ask John!  Submit your questions for John, to be aired on future episode:  tdg.click/ask Customer Experience Executive Academy: https://thedijuliusgroup.com/project/cx-executive-academy/ Experience Revolution Membership:  https://thedijuliusgroup.com/membership/ Books:  https://thedijuliusgroup.com/shop/ Contacts:  Lindsey@thedijuliusgroup.com , Claudia@thedijuliusgroup.com If you want to learn how world-class organizations build cultures customers cannot live without, explore The Experience Revolution Membership. Inside the membership you'll gain access to livestream workshops, practical frameworks, and proven strategies used by organizations around the world. Learn more at https://thedijuliusgroup.com/membership/ Chapters: 00:00 Service DNA Launch and Operational Adjustments 00:50 Personal Growth and Team Development 00:53 The Journey Begins: A New Path 01:43 Life Lessons from the Peace Corps 06:41 Consulting: A Boot Camp for Learning 08:05 Navigating Global Crises: The Ebola Response 09:33 Reopening Tourism: Lessons from COVID-19 10:48 Creating the Chief Experience Officer Role 12:07 The Evolution of Customer Experience 13:56 Integrating Data for Enhanced Experiences 15:46 Sandals Resorts: A Commitment to Excellence 19:00 The Shift to Sandals 2.0 21:12 Building a Service DNA Culture 23:41 The Importance of Team Member Engagement 26:43 Creating Meaningful Moments in Service 33:35 Creating Unique Caribbean Experiences 36:11 Managing Expectations in Hospitality 39:10 The Importance of Service Recovery 41:01 CSR_ShowClose.mp3 Subscribe We talk about topics like this each week; be sure to subscribe wherever you listen to podcasts so you don't miss an episode.

What if the future of leadership isn't about more skills—but deeper capacity?In this episode of Teamwork: A Better Way, Matt Manning explores why today's leaders must go beyond tools and tactics to develop presence, perspective, and internal stability. As complexity rises in the AI age, the real differentiator is the ability to stay grounded, hold multiple perspectives, and lead without reactivity. When leaders cultivate these capacities, they don't just manage change—they create trust, clarity, and stronger teams.Transcripttheliminalleap.comnewsletter.theliminalleap.comLinkedinX

We've said it before, but it bears repeating: a fancy license on a coach's Instagram bio is rarely a sign of quality — often it's the opposite. In this episode we dig deep into credentialism and why so many coaches lean on paper qualifications instead of proven results on the field. We also tackle one […]

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

What if the key to high-performing teams isn't just how they work together—but how they serve others? In this episode of Teamwork: A Better Way, we sit down with customer experience expert and author Jeannie Walters to explore why “experience is everything” in today's leadership landscape. Drawing from her new book , Jeannie shares how the most successful organizations move beyond customer service to create intentional, consistent experiences at every touchpoint. Because customer experience isn't reactive—it's proactive, shaping how teams communicate, collaborate, and deliver value every single day. When leaders align mindset, strategy, and discipline around the customer, they don't just improve satisfaction—they build cultures where employees thrive, trust grows, and performance accelerates. If you want your team to move from good to exceptional, this conversation will challenge how you lead—and how your team shows up.www.experienceiseverythingbook.comhttps://www.linkedin.com/in/jeanniewalters/www.experienceinvestigators.comEpisode Transcript

What makes someone not just a leader—but a leader people choose to follow? In this episode of Teamwork: A Better Way, we sit down with Dr. Benjamin Granger, Chief Workplace Psychologist at Qualtrics and author of A Leader Worth Following, to explore the intersection of human psychology and high-performance leadership. Drawing on decades of research and experience with global organizations, Dr. Ben reveals why emotional intelligence, human-centered behavior, and intentional communication are no longer “soft skills”—they are the foundation of trust, engagement, and team performance. If you want to build a culture where people don't just comply but truly commit, this conversation will change how you lead.Transcript: https://share.transistor.fm/s/6e4b3fd5/transcript.txtBook: A Leader Worth FollowingBook Playlist

About the guest: Megan Torrance is a workplace learning and development leader who helps organizations create better systems for growth, performance, and skill development. In this conversation, she brings together practical insight from her work in learning design, her perspective on AI as an augmentation tool, and her own lived experience as an athlete, coach-supported leader, and endurance hiker.About the episode: In this episode, Steve sits down with Megan Torrance to unpack what it really means to be growth ready. Megan reframes growth as what we learn from a leap, not just the leap itself, and explains why readiness is less about feeling fully prepared and more about having the mindset, tools, support, and willingness to step into the next challenge anyway.Megan shares how real growth happens when people are clear on the goal, supported with the right systems, and willing to reflect in the middle of discomfort.Key topics and themes discussedWhat “growth ready” really meansWhy growth comes from learning through the leapThe difference between being a teacher and teachingWhy workplace learning should focus on performance, not completionReflection as a critical part of the learning loopThe role of AI in personalized learning and leadership developmentReadiness, uncertainty, and the “gulp” before the next challengeBuilding systems that make the next right action easierCuriosity as a driver of long-term growthExpanding capacity inside and outside of workLessons from ice hockey, coaching, and endurance hikingResources mentionedMegan Torrance on LinkedInTorrance Learning — torrancelearning.comAI Implementation Guide for L&D by Megan TorranceKhan AcademyMagicSchoolSend us Fan MailSupport the showConnect with Steve MellorStay connected and keep growing with Steve:LinkedIn - https://www.linkedin.com/in/steve-mellor-cc/Instagram - https://www.instagram.com/coachstevemellorBook Steve to speak at your next event → www.stevemellorspeaks.comSupport the GrowthReady Podcast by leaving a 5-star rating → Apple Podcasts - https://podcasts.apple.com/us/podcast/growthready-podcast/id1406082163Connect with GrowthReadyJoin the community and keep your growth journey going:LinkedIn - https://www.linkedin.com/company/wearegrowthready/Instagram - https://www.instagram.com/growthreadypodcast/Facebook - https://www.facebook.com/growthreadywithcoachstevemellorOfficial Website - https://growthready.com/----This podcast was produced on Riverside and released via ...

On the Build Show podcast's Origin Series, host Matt Risinger sits down with Bernie Calcote, president and CEO of Melde Construction — a nearly 46-year-old Austin firm known for architecturally significant custom homes and high-end remodels. Bernie's path into construction is anything but conventional: he arrived in Austin as a musician and art substitute teacher before answering a Craigslist ad for a carpenter's helper at Melde, eventually working his way to the top. The conversation covers Melde's culture-first approach, Austin's collaborative building community, and the value of long-term mentorship in developing strong project managers and tradespeople.  Thanks to today's sponsor, Rings End — a premium specialty building materials supplier based in Connecticut, with a focus on building science and long-term performance. Visit ringsend.com to learn more. Watch full episodes of Matt on Facebook, Instagram and Build Show Network. https://www.facebook.com/buildshownetworkhttps://www.instagram.com/risingerbuild/https://buildshownetwork.com/go/mattrisinger Don't miss a single episode of Build Show content. Sign up for our newsletter.

In this engaging episode of "The Loan Officer Podcast," host Dustin Owen sits down for an in-depth interview with Wade Betz, a highly respected and top-performing mortgage loan originator based in Dallas, Texas. The conversation takes place live at Mortgage Con 2026 in Orlando, providing a dynamic backdrop for their discussion. Throughout the episode, Wade Betz shares valuable insights and lessons learned from his extensive career in the mortgage industry, emphasizing the critical role that mentorship, networking, and the cultivation of disciplined daily habits have played in his ongoing success. Wade delves into the challenges and rewards of balancing business growth with the demands of content creation and maintaining a fulfilling family life. He opens up about some of his past regrets, particularly around time management and the importance of being truly present with loved ones, offering a candid perspective that resonates with many professionals striving for work-life balance. The conversation is rich with practical strategies for achieving success in the mortgage business, including tips on building strong client relationships, leveraging technology, and staying adaptable in a constantly evolving market. Additionally, Wade and Dustin discuss the profound impact that influential books, such as *Atomic Habits*, have had on their personal and professional development. They explore how implementing small, consistent changes can lead to significant long-term results, both in business and in life. The episode is filled with inspiration and actionable advice, making it a must-listen for loan officers and industry professionals who are seeking not only to advance their careers but also to find greater fulfillment and purpose in their everyday lives. Introduction & Guest Overview (00:00:00) College Days & Meeting His Wife (00:01:06) Early Career & Entry into Mortgage (00:04:41) The Power of Networking & Mentorship (00:08:34) Lessons from a Mentor & Career Growth (00:12:13) Mortgage Volume Highs & Lows (00:14:05) Daily Activity Tracking & Greatness Tracker (00:16:13) Content Creation & Social Media Strategy (00:18:03) Support Systems & Internal Resources (00:22:06) Routine, Consistency, & Social Selling (00:23:43) Building a Personal Brand & Business Portability (00:25:25) Current Focus & Wheel of Life (00:27:00) Business Development & Realtor BDR Model (00:28:45) Leadership Style & Providing Value (00:31:00) Weekly Schedule & Time Management (00:31:52) Weekend Routines & Content Planning (00:35:11) Health Journey & Leading by Example (00:36:12) Future Goals & Team Development (00:38:19) Teaching Life Lessons to His Kids (00:39:46) Book Recommendation: Atomic Habits (00:42:01) Contact Information & Closing Remarks (00:43:28)   TLOP's Originator Coaching: https://tloponline.com/mlo-coaching-programs/ 

In this episode of Teamwork: A Better Way, Spencer Horn and Christian Napier sit down with Gui Costin, Founder and CEO of Dakota, to explore how leaders can drive relentless performance while still creating a culture rooted in respect and humanity. Gui shares lessons from building Dakota into a global platform used by thousands of investment firms, revealing how discipline, accountability, and kindness can coexist—and why the strongest teams don't choose between results and relationships.TranscriptGet the book Be Kind

The Bottleneck Tax The average CEO of a $10M+ company spends nearly 60% of their time on decisions their team should be able to make. High-income leaders may unknowingly be paying a six-figure penalty for a culture that depends on them to think. Firefighting feels productive, but it replaces architecture. The Five Hidden Costs of Reactive Leadership 1. The Addition Spiral Adding people, meetings, systems, and process instead of solving at the source. Growth in headcount does not guarantee growth in profitability. 2. The Symptom Loop Solving recurring issues without addressing root causes. Short-term fixes create long-term repetition. 3. Thinking Debt Postponing strategic thinking “until things calm down.” Reactive decisions create 3–5 more decisions later. 4. Innovation Blindness When you focus only on urgent fires, you miss strategic opportunities. Competitors capture ground while you stay busy. 5. Team Dependency Each time you solve a problem for your team, you train them not to solve it themselves. Execution without thinking prevents scale. The Compounding Effect These five costs do not operate independently. They reinforce one another: Dependency increases reactivity Reactivity increases complexity Complexity increases symptom loops Symptom loops increase thinking debt Thinking debt eliminates strategic space But the cycle can reverse. When leaders build thinking capability across the organization: Decision volume drops Strategic time increases Fires reduce Innovation expands Teams operate independently Key Leadership Insight The highest form of leadership is not being the smartest person in the room. It is building a room full of people who know how to think. When thinking becomes cultural, leaders regain the capacity to work on what only they can do. Resources Reserve your copy of Think First at: deliberatedirections.com/thinkfirst Think First

What you'll learn in this episode: Why hiring should start with understanding your own strengths and weaknesses The difference between vision, mission, and culture when building a team Why most entrepreneurs struggle with hiring compared to selling The real cost of making a bad hire Why Dan treats the first 90 days as part of the interview process The surprising statistics behind finding the right talent How great leadership helps people achieve their goals—and why that leads to your success

In this conversation, Dillon Georgian shares his journey in the turf industry, emphasizing the importance of leadership, operational efficiency, and the balance between family and business. He discusses his transition from retail to distribution, the significance of equity incentives, and the need for a resilient mindset in entrepreneurship. Dylan also highlights the role of technology and systems in modern business, the importance of purpose, and the desire to give back to the community. His insights provide valuable lessons for aspiring entrepreneurs and established business leaders alike. 00:00 Leadership and Personal Growth 03:09 The Journey into the Turf Industry 06:02 Operational Efficiency and Cost Management 09:04 Incentives and Equity in Business 11:57 Preparing for Business Exit and Growth 15:02 The Balance of Family and Business 18:11 Starting New Ventures and Market Opportunities 21:14 Scaling and Transforming Businesses 23:56 The Home Service Industry Dynamics 27:11 Technology and Systems in Business 29:53 Mindset and Resilience in Entrepreneurship 32:55 Leadership Style and Team Development 36:01 The Importance of Purpose and Giving Back