Podcasts about tlp

Murshed Chowdhury is the founder of Tech Duels, a communication and training platform redefining how individuals and organizations develop critical thinking and decision-making skills through structured debate. Murshed believes debate is one of the most underused leadership development tools available today. Not because it teaches people how to win arguments, but because it teaches them how to truly think, listen intently, and openly engage with ideas they disagree with. In this conversation, he explains why structured debate builds communication skills faster than most traditional training programs, how competition can strengthen learning without turning every discussion into a fight, and why live interaction is becoming more valuable as AI makes information increasingly accessible. He also shares why the future belongs to people who can combine technology with strong human judgment. Whether you're leading a team, developing talent, or navigating disagreement, this conversation makes a compelling case for why communication remains a distinctly human advantage. Find episode 515 on The Leadership Podcast, on YouTube, channel @theleadershippodcast, or wherever you get your podcasts! Watch this Episode on YouTube | Murshed Chowdhury on Why Structured Debate Is a Leadership Superpower https://bit.ly/TLP-515 Key Moments [03:43] Why Murshed built Tech Duels after seeing brilliant engineers fail due to poor communication [06:51] Why structure and competition matter more than traditional training approaches [08:08] Why emotional intelligence and social IQ are the real competitive edge [09:56] How AI is reshaping the challenge [12:04] The downside of leaning too heavily on AI tools [14:33] How competitive format teaches people to listen, ask questions, and reach understanding instead of winning [17:26] The 'holy wars' problem: How to get tech leaders unstuck from their chosen platforms [20:42] The Veterans Technology Conference: Connecting military talent to tech careers [22:32] Reinvention at any age: The core skills that let people pivot careers [27:20] Helping people who process slowly [30:16] Murshad's take on AI uncertainty Memorable Quotes "Networking is not predicated on your personality. It's a set of skills. If you can learn it, you can be an expert." "Public speaking is the number one fear in the United States above death." "You judge a person by their question, not by their answers." — Voltaire "With AI and deepfakes coming, live events, interaction, understanding, emotional intelligence, social IQ—that's going to be really important moving forward." "Critical thinking skills are something you need in every facet of life, personally and professionally." "Half of our conflicts come down to one side not hearing what the other side was trying to say." "You have two ears and one mouth. Listen twice as much as you speak." "There's some really cool stuff on the other side. If you just listen to the other side, you'll be shocked at how much alignment there might be." "Core skill sets like discipline, ambition, eagerness, curiosity, and the willingness to learn—these let you reinvent yourself at any age." "The time thing is supposed to give you guardrails so you don't talk endlessly. But when you have structured thinking, even two or three minutes is plenty of time." "People are listening to you, they're speaking to you. If you can really own that, you can do amazing things." "We're all learning AI as we go. Stay curious, keep learning, and focus on what you can control right now." "It is better to debate a question without settling it than to settle a question without debating it." - Joseph Joubert Explore the full archive at www.theleadershippodcast.com or wherever you get your podcasts! Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Murshed Chowdhury Website | www.techduels.com Murshed Chowdhury LinkedIn | www.linkedin.com/in/murshedchowdhury

Karen Doll is a licensed psychologist, author of "Building Psychological Fitness: How High Performers Achieve with Ease," a partner at Psynet Group and chairs the Flourishing at Work initiative under Harvard's Flourishing Program. Most leaders know how to push through stress. Far fewer know how to recover from it. Karen argues that the difference matters more than most people realize. In this conversation, she explains why psychological fitness is not a personality trait but a trainable skill. She breaks down the difference between the stress that helps you grow and the stress that slowly wears you down, why resilience is more about recharging than enduring, and what leaders can do to support mental health at work without trying to become therapists. For leaders who feel constantly on, stretched thin, or responsible for the wellbeing of their teams, this episode offers a practical framework for building resilience that lasts. Find episode 514 on The Leadership Podcast, on YouTube, channel @theleadershippodcast, or wherever you get your podcasts! Watch this Episode on YouTube | https://youtu.be/S54CwTMZY0Q https://bit.ly/TLP-514 Key Moments [03:33] What separates psychologically fit leaders from those who struggle [05:37] Why mental strength is trainable and what that actually looks like [08:19] Top-down vs. bottom-up strategies for managing stress and the mental health continuum [13:22] Shared accountability: what leaders owe their teams on mental health [15:23] The victim mindset problem and what leaders can do about it [21:00] Why there's no magic test that predicts leadership success [24:48] The two biggest derailers Karen sees in executive assessment [28:12] The sweet spot between healthy ambition and burnout [31:45] Why clarity on your values is the shortcut nobody takes [33:23] Why the victim mindset is the silent career killer [35:54] When Karen's own psychological fitness was tested and what changed [39:34] Closing thoughts: the one thing every leader can do starting today Memorable Quotes "Resilience is about recharging. It isn't about powering through." "Between the stimulus and the response, there is a space. In that space lies our power to choose." "Defensiveness is the one thing I will not give feedback on. You tell someone they're defensive and they defend themselves. It's a dead end." "The goalpost keeps moving — and people are left feeling it's never enough. That is unnecessary distress." "Those that can spend the time recovering tend to struggle less." "Having social support and a multi-dimensional life — that's probably number one in terms of buffers against stress." "We do all have some agency in how we manage our mental health and how we move towards flourishing." "When something upsets us, sometimes that thinking pattern is not serving us and it's not necessarily factual." "If you move the body, it can settle the mind." "Leaders don't need to be their team's therapist." "Being a victim or having a victim mindset is not going to work out well for anybody — and that's never going to be good for mental health." "Self care is selfish — that was the core belief I had to break." "Small acts of kindness for people who are struggling — think of what a difference that can make. And that's accessible to all of us." "Just being a little more intentional — it doesn't cost anything. It doesn't need budget." "Nothing can stop the man with the right mental attitude from achieving his goal. Nothing on earth can help the man with the wrong mental attitude." — Thomas Jefferson Explore the full archive at www.theleadershippodcast.com or wherever you get your podcasts! These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Karen Doll Website | https://psynetgroup.com/ LinkedIn | www.linkedin.com/learning/improving-your-mental-health-at-work Karen Doll LinkedIn | www.linkedin.com/in/karendecesaredoll

Nick Black is the founder and CEO of GoodUnited, a former Army officer, co-founder of Stop Soldier Suicide, a Presidential Leadership Scholar, and a UNC Distinguished Alumnus. Nick focuses on a cost most leaders refuse to calculate: isolation. What happens to your people when no one is checking on them? After deploying 27 months in combat with the 173rd Airborne, Nick watched one of his soldiers survive war and then lose his life weeks after returning home. That experience reshaped how he thinks about leadership, connection, and responsibility. In this conversation, Nick explains why isolation is the common thread behind many of the losses he has seen, both in combat units and inside organizations, and why the peer group surrounding people is not a culture perk but a lifeline. He also shares what it took to carry mission driven urgency from the battlefield into the nonprofit world and then into a scaling company. For leaders who want to protect their people and not just manage them, this episode offers a more honest standard for what leadership actually requires and what it costs when it is missing. Find episode 513 on The Leadership Podcast, on YouTube, channel @theleadershippodcast, or wherever you get your podcasts! Watch this Episode on YouTube | Nick Black on The Leadership Cost of Isolation https://bit.ly/TLP-513 Key Moments [05:43] How 9/11 changed everything for Nick [10:54] The moment that led to Stop Soldier Suicide [15:01] What every leader needs to know about mental health [16:34] The balance between reflection and dangerous isolation [19:27] Leading people vs. taking care of people [20:49] The biggest leadership lesson learned outside the military [22:43] Bringing military training discipline into business [24:04] Why onboarding is where most companies fail [26:15] What "taking the hard road" actually looks like on a resume [27:14] Why offensive linemen make better leaders [29:07] How a lifetime of service shapes who you become [32:35] Closing thoughts on leadership and mental health Memorable Quotes "When in doubt, lead the way. That has yet to steer me wrong." "Isolation is your enemy. Never allow yourself to sit in a room with your thoughts." "Give that friend a call — your strongest friend, your quietest friend. Let them know you're still in their corner." "I have no idea what to do, but I seemingly have a PhD in what not to do." "Mission first, people always — and the only way you get the mission is through your people." "Find ten people that can do the work of a hundred." "You don't need to go be an Army Ranger. Show me how you got out of your comfort zone, took something on, and didn't quit. It could be anything." "Go find your passion and then go serve it." "If you can't laugh at yourself, you're not being honest with yourself — and I don't think many people are going to follow you." "The secret is not to give up hope. It's very hard not to, because if you're really doing something worthwhile, I think you'll be pushed to the brink of hopelessness before you come through the other side." — George Lucas Explore the full archive at www.theleadershippodcast.com or wherever you get your podcasts! Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Good United Website | goodunited.io Nick Black LinkedIn | www.linkedin.com/in/nick-black-7658ab37

Kevin Rice is the former co-founder and president of Hathaway, a digital consultancy acquired by Bounteous in 2021. He is now an angel investor at Theorem One Capital and host of the CEOs and ABCs podcast. Kevin focuses on a gap most leaders don't want to look at. The difference between who you are at work and who you are at home. At work, the metrics are clear. You perform, you grow, you win. At home, none of that works. The scoreboard is different, and most leaders realize that too late. He describes how years of operating in "CEO mode" made him effective in business but distant in the one place it mattered most. The same habits that drove results at work were quietly breaking connections at home. Kevin explains why the real currency at home is not revenue or growth, but connection, and why one hour of full presence beats a full day of being half there. He also shares what it looked like to lead a company while raising young kids on his own and the moment he could no longer ignore the gap. For leaders who are winning professionally but feel something slipping personally, this episode puts language to the cost and makes it clear what it takes to close that gap. Find episode 511 on The Leadership Podcast, on YouTube, channel @theleadershippodcast, or wherever you get your podcasts! Watch this Episode on YouTube | Kevin Rice on Winning at Work, Losing at Home https://bit.ly/TLP-512 Key Moments [03:39] Kevin describes his early leadership style as "a bull in a china shop" — all forward motion, little humanity. Parenting taught him that accountability and dignity are not opposites. [06:25] Jan introduces the Hippocratic framing: leaders should first do no harm. Kevin's version: have enough gas in the tank when you come home. For 13 years, his family got the scraps. [09:37] Kevin's crucible — single father, global pandemic, 100+ hires, pending acquisition — all at once. His coping mechanism was robot mode: high performance, zero feeling. When the deal closed, he felt nothing. [14:26] Kevin says one hour of full presence beats eight hours of distracted availability. Kids only live in the present moment — and they know when you're not there. [17:18] Kevin believes AI's real gift to leaders is buying back time. The question is what you do with that time once you have it. [22:54] Kevin's message to the next generation: don't wait for a breaking point. As Tony Robbins says, success without fulfillment is failure. Structure your life before the crisis forces you to. [28:59] Kevin did the inner work after the exit — therapy, journaling, parenting coaching. That's what reconnected him to joy, not the money. [32:34] The oxygen mask principle applies at home too. You can't lead your family from empty. Sleep, exercise, breath work, meditation — these aren't luxuries. They're the foundation. [34:49] And remember… "Family is not an important thing. It's everything." — Michael J. Fox Memorable Quotes "Career is your passion. Your kids are your purpose. Don't confuse the two." "One hour of full presence is worth more than eight hours of distracted availability." "Success without fulfillment is failure." "I was physically there, but mentally rehearsing the next meeting. I thought I'd cracked the code. I was just losing my kids." "The victory was hollow — and that's when I knew everything needed to change." "The currency at home is connection. It's not sales, revenue, or EBITDA." "You can't get those moments back. You can't pay that back in arrears." "80% of the time you spend with your kids is before they leave the house." "It's hard to be good at work if things aren't good at home — and vice versa." Explore the full archive at www.theleadershippodcast.com or wherever you get your podcasts! Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Kevin Rice Website | www.ceosandabcs.com/ Kevin Rice YouTube | www.youtube.com/@CEOsandABCs Kevin Rice LinkedIn | www.linkedin.com/in/kmrice Instagram | www.instagram.com/kevinrice_ceosandabcs

The Democratic Party continues to reel from its 2024 electoral defeat and struggles to connect with the American people. But the party remains captured by special interests and sacred cows that its leaders refuse to confront.Few understand this dynamic better than Ruy Teixeira, author and senior fellow at the American Enterprise Institute, and founder of The Liberal Patriot, a now-defunct newsletter. He and Oren discuss what happened to TLP, formerly a source of difficult truths for Democrats, how the advocate class has moved the party so rapidly to the left, and why the Democratic establishment so stubbornly refuses to learn anything new. They conclude by looking at what it all means for the future of both parties, and whether there's an off-ramp for the polarization dominating American politics.

El Radiojaputa 277 nos trae una mezcla de las dos cosas que más nos gustan de este programa: vuestras voces y las historias que no salen en prime time. Empezamos escuchando las reflexiones y experiencias que nos habéis enviado esta semana: hablamos de varones jóvenes y ultraderecha, ¿cómo se cultiva la idealización del fascismo entre gente joven? ¿Por qué este discurso no tiene la necesidad de ocultar lo más oscuro de la represión franquista? ¿Por qué los agitadores ultras van de transgresores? Nos explayamos con estas cuestiones. También hablamos de machismo en el ámbito de la investigación, a raíz del audio de una compañera que nos cuenta sus experiencias pa mear y no echar gota en el mundo del señorío académico; ahondamos en la salud física y mental de las madres, con los datos que nos trae otra prima, y acompañamos a una oyenta que se llama Ramona, y que ha tenido que aguantar durante décadas la misma canción rancia de la España del destape y que reflexiona sobre qué hacer con su nombre. Hay más, y muy interesante! La entrevista que tenemos preparada es, como os hemos prometido, una de esas historias que no salen en las noticias. Conversamos con Noelia, una oyenta que participó con su historia en el Especial de Salud Mental, y que nos contaba cómo, en medio de la soledad a la que te aboca el sistema sanitario, creó un grupo de apoyo para poder organizarse y acompañarse con otras familias que estuvieran pasando por lo mismo. Hoy viene a contarnos su experiencia con el TLP, el sistema sanitario, las familias y este grupo de apoyo. Ponemos el broche final con el audio de una amiga que nos regala una reflexión y unas risas, que siempre se agradecen y nos ayudan a seguir remando en este bote salvavidas, a la deriva feminista. Para matrocinar este espacio, puedes hacerlo en radiojaputa.com. Si tú también quieres participar, mándanos un audio de whatsapp al (+34) 636 75 14 20. Y si te han gustado las canciones, las tienes todas en Youtube, listadas por temporadas.

Alienación parental, divorcio, relaciones tóxicas, altas capacidades, TLP y narcisismo con Víctor Santana, psicólogo clínico. Escucha el episodio completo en la app de iVoox, o descubre todo el catálogo de iVoox Originals

Maria Brinck is the Founder & President of Zynergy International and author of "The Leadership We Need: A New Mindset for a Brighter Future." In this episode, Maria argues that the leadership crisis most organizations face isn't a skills gap — it's a flawed model. The qualities we've long rewarded in leaders — confidence, decisiveness, and control — were effective in a different era. But in today's environment, those same traits can actually become liabilities. She challenges leaders to examine what they have never been asked to question: the unconscious bias shaping who gets selected, who gets developed, and whose voice gets heard. She also makes the case that the most important thing a leader can unlearn is the need to have all the answers, because that single habit is what keeps collaboration from ever becoming real. If you have ever wondered why your organization keeps producing the same results no matter how much it changes, this episode is worth your time. Find episode 510 on The Leadership Podcast, on YouTube, channel @theleadershippodcast, or wherever you get your podcasts! Watch this Episode on YouTube | Maria Brinck on Why Your Organization Keeps Getting the Same Results (No Matter What You Change) https://bit.ly/TLP-510 Key Takeaways [03:36] Maria says the fastest path from command-and-control to collaboration is genuinely knowing your people's strengths and values. [05:54] Maria draws a line between happiness and meaning. [09:24] Maria describes leaving a pharmaceutical career where she was in the top 2% nationally. The titles and money were real. The meaning was not. [12:06] Maria names the blind spot most leaders never examine. A deeply ingrained bias toward traits that once protected a tribe but now limit an organization. [14:31] Maria says our bias toward alpha, hyper-masculine leaders isn't a choice — it's an evolutionary hangover that no longer serves us. [18:09] Maria connects human leadership patterns to what she observed in Cameroon. The species that chose collaboration survived peacefully. The one that chose dominance did not. [23:07] Maria names the one thing most leaders need to unlearn. [25:21] Maria introduces the open 360. It measures behaviors like trust and psychological safety over time and ties them directly to performance reviews. [30:29] Maria on the internal voice that signals something needs to change. Everyone has it. Most people have been trained to ignore it. [33:33] Maria offers one starting question for anyone who wants to create rather than find their purpose. When do you feel most alive? [36:07] And remember... "Our problems are mainly a consequence of a lack of holistic understanding of the man-made system in which we are entwined." — Helena Norberg-Hodge Quotable Quotes "Purpose doesn't show up under a rock that someone else put there. You have to create it." "No one is as smart as all of us." "We want one thing, and we need a very different thing. We need to evolve." "Creating purpose now empowers you. You empower your inner author." "Finding purpose versus creating purpose. That is the difference." "In nature, no one exists alone." "Our poly crisis reality is a direct consequence of the monopoly we have seen in leadership." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Maria Brinck Website | www.mariabrinck.com Maria Brinck LinkedIn | www.linkedin.com/in/mariabrinck Maria Brinck Medium article Aug 21st, 2025 | https://medium.com/authority-magazine/the-new-portrait-of-leadership-maria-brinck-of-zynergy-international-on-which-legacy-ideas-about-bca18c3bea89 Maria Brinck Forbes article Oct 23rd, 2025 | https://www.forbes.com/sites/nelldebevoise/2025/10/23/the-leadership-we-need-why-knowing-all-the-answers-is-costing-us-88-trillion/

El Radiojaputa 275 es uno de esos podcast que llevábamos mucho tiempo queriendo hacer. Hoy os presentamos el ESPECIAL SALUD MENTAL que no te puedes perder, porque lo hemos hecho, como todo lo que hacemos en Radiojaputa, desde una perspectiva feminista y con mucho cariño y detalle. Y es que la salud mental de las mujeres ha estado históricamente envuelta en el estigma, la invisibilización y la violencia. Por eso, en este programa hablamos de historia, hormonas, androcentrismo médico, salud pública, violencia machista, violencia sexual, violencia obstétrica, suicidio, terapia, maternidad, presión estética, duelo, disforia, autismo, TDAH, TLP, trastorno de la conducta alimentaria, demencia senil, ansiedad, depresión… y muchos más temas. Lo hacemos, como siempre, con vuestras dudas y vuestras vivencias como hilo conductor. Para responder a todas nuestras preguntas hemos contado en esta ocasión con tres expertas: la psicóloga forense Laura Redondo y las psiquiatras Gemma Parramon e Ibone Olza. No olvidéis que, si alguno de los temas que hemos mencionado no lo encontráis en este podcast, lo podéis escuchar en las entrevistas completas que saldrán este domingo en nuestro canal de Ivoox, ya que para el episodio de hoy hemos incluido sólo un extracto de cada una de las invitadas. Además, en este especial hemos incluido canciones de mujeres que han atravesado problemas de salud mental y han hablado de ello abiertamente. Acabamos en alto y con esperanza, recordando los avances que hemos vivido en los últimos años en cuanto a la salud mental y las mujeres, tenemos motivos para estar esperanzadas. Para matrocinar este espacio, puedes hacerlo en radiojaputa.com. Si tú también quieres participar, mándanos un audio de whatsapp al (+34) 636 75 14 20. Y si te han gustado las canciones, las tienes todas en Youtube, listadas por temporadas.

Dr. Bill Kline is a professor of business ethics and the Executive Director of the Academy on Capitalism. He argues that capitalism and ethics aren't separate conversations. They're the same system. Without ethics, there are no property rights, no enforceable contracts, and no functioning markets. Strip that away and you don't get capitalism. You get chaos with a price tag. In this conversation, Bill discusses the difference between socialism's ideals and capitalism's outcomes. He also breaks down what leaders must do to rebuild trust with younger workers, and why one simple question keeps getting ignored: Do we actually understand what capitalism is? If your organization is struggling to articulate why business and markets matter or you're watching younger talent disengage from the mission, this episode gives you a clearer way to think about what's really at stake. Find episode 509 on The Leadership Podcast, YouTube @theleadershippodcast, or wherever you get your podcasts! Watch this Episode on YouTube | Dr. Bill Kline on Capitalism Without Ethics Is Just Chaos https://bit.ly/TLP-509 Key Takeaways [01:59] Bill shares he studied Austrian economics at Grove City, speaks Hungarian, and plays Bob Dylan at open mic nights. [02:04] Bill explains the Academy on Capitalism exists because universities are hostile to capitalism and students are paying the price. [04:59] Bill traces anti-capitalism sentiment in universities back decades, but argues the tone became more politically aggressive around the early 2000s. [07:32] Bill argues capitalism cannot exist without ethics, property rights and enforceable contracts are not optional, they are the foundation. [09:03] Bill reveals how his thinking shifted: he now decouples free market conversations from welfare state debates entirely to open more ears. [12:40] Bill explains why people always compare socialism's ideals to capitalism's realities. We know every flaw of the system we live in, and none of the others. [18:51] Bill says leaders cannot badmouth capitalism and expect anyone to believe in it. Optimism about markets is a leadership responsibility. [20:53] Bill pushes back on the single-answer approach to propose different companies, different missions, and markets thrive on that multiplicity. [23:54] Bill describes the campus atmosphere where faculty whisper support for capitalism and why ideological stridency creates intellectual silence. [27:23] Bill outlines what's lost when students comply instead of engaging in anger, cynicism, and eroding respect for the institutions that protect freedom. [30:12] Bill asks the one question leaders avoid — do we actually know what capitalism is — and argues humility is the starting point for any honest conversation. [32:03] And remember…"I was guilty of judging capitalism by its operations and socialism by its hopes and aspirations, capitalism by its works and socialism by its literature." Sydney Hook Quotable Quotes "Capitalism does not exist without ethics." "You can't badmouth the system and then expect anybody else to like it." "It's not just to have and be a person of integrity — it's to explain why, so that people can see it." "Have fun with ideas — because as soon as you stop having fun with them, everything gets grumpy and awful." "To have markets, period, you have to have ethics." "If you want a better company culture, if you want people who work towards productivity, then some kind of positive stance towards capitalism is incumbent on leaders." "Maybe we should learn more about what this thing really is — rather than just assuming from the get-go and now it's just proving we're right about it." "The people who don't agree stay out — so you end up with an echo chamber, and that tends to become a very stable equilibrium." "Simply because you don't agree with my economic system doesn't say anything about me as a person." Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Dr. Bill Kline Website | www.academyoncapitalism.org Dr. Bill Kline YouTube | www.youtube.com/@TheAcademyonCapitalismTV Dr. Bill Kline LinkedIn | www.linkedin.com/in/williamekline

Matt Cavanaugh is a retired U.S. Army Lieutenant Colonel, PhD, former Army Athlete of the Year, and author of "Best Scar Wins: How You Can Be More Than You Were Before." Leaders often treat failures, setbacks, and scars as liabilities to hide. Matt Cavanaugh argues the opposite — that the scars you've earned, physical and emotional are the most honest measure of growth you have. The question isn't how to avoid them. It's how to use them. In this conversation, Matt reframes what a scar really is: not a mark of defeat, but evidence of where you've grown. He explains why the outcomes of any serious effort are never just win or lose — they're win, learn, or die — and why leaders who avoid failure miss the chance to build real judgment. He also makes the case that the strongest motivation isn't personal ambition, but a mission that serves something bigger than yourself. For any leader who's been knocked flat by a failed plan, a difficult season, or a decision they regret — this episode reframes what those moments are actually worth. Find episode 508 on The Leadership Podcast, YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Matt Cavanaugh on Your Scars Are Your Resume https://bit.ly/TLP-508 Key Takeaways [04:37] Matt describes a scar as proof you've healed and grown. He sees scars as what connect us. It's the one thing every human shares. [10:24] Matt explains that urgency comes from scale and proximity. When the threat is close, you act right away. He learned this in the Namib Desert with a pack much heavier than the others. [14:58] Matt says leaders need skin in the game. You need one signal you can actually feel. Start by observing and understanding before you act. [16:47] Matt breaks it into two modes. The war of the knife and the war of the map. One is emotional. The other is strategic. Good leaders know when to step back. [22:07] Matt reframes kidney donation as something gained. Not something lost. He found purpose in it. And the real gift was being useful to someone else. [29:11] Matt believes endurance matters more than courage. Courage is short. Endurance stays. Most missions are lost first in the leader's mind. [32:41] Matt shares that kidney donors often show higher empathy. But endurance is something anyone can build. Leaders can grow their capacity over time. [34:41] Matt talks about the pushback at home. His wife was against the decision. He weighed the risks and trained hard. Walking away was not an option for him. [39:18] Matt says find a real mission with real stakes. Do it with others and for others. That's how you create scars that matter. [41:01] And remember..."Desire is the key to motivation, but it's determination and commitment to an unrelenting pursuit of your goal - a commitment to excellence - that will enable you to attain the success you seek." - Mario Andretti Quotable Quotes "A scar is the spot where you've grown more than others." "It's not win, lose, or draw. It's win, learn, or die." "There's nothing you can't do if you're doing it with and for others." "More often than not, holding on a little bit longer turns out right." "Make good scars. You'll never regret it. The rest is just Netflix on Tuesday." "Urgency lives at the intersection of scale and proximity of threat." "When danger is close, you act in the moment." "Courage is momentary. Endurance is what carries you." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Matt Cavanaugh Website | mlcavanaugh.com Matt Cavanaugh X | @cavanaughforco Matt Cavanaugh Facebook | www.facebook.com/mlcavanaugh1 Matt Cavanaugh Instagram | @cavanaughforco

Nicole Johnson Murphy, CEO of ECO TLP, and Gordon Jackson join to discuss concrete floating wind foundations, production-line construction, and markets from Hawaii to Japan. Sign up now for Uptime Tech News, our weekly newsletter on all things wind technology. This episode is sponsored by Weather Guard Lightning Tech. Learn more about Weather Guard’s StrikeTape Wind Turbine LPS retrofit. Follow the show on YouTube, Linkedin and visit Weather Guard on the web. And subscribe to Rosemary’s “Engineering with Rosie” YouTube channel here. Have a question we can answer on the show? Email us! Welcome to Uptime Spotlight, shining Light on Wind. Energy’s brightest innovators. This is the progress powering tomorrow. Allen Hall: Offshore wind obviously is a big deal right now. There’s a lot of, countries looking at it and investigating it, doing it, but not really at scale yet. And this is where ECO TLP comes in and. Nicole, let’s just start there with a background. What problem were you trying to solve when you started ECO TLP? Nicole Johnson-Murphy: Yeah, so, we were designing for, a site off of Hawaii in 2011, for the HECO RFP. And so we were designing for 300 meter water depth from the beginning. so we were always trying to find a way to work with the ports, with the vessel, with the infrastructure that was existing off Hawaii. And with, and that worked with Jones Act vessels. So we were always trying to meet that [00:01:00] requirement with, and meet the cost, try to, we saw there were much tighter margins in offshore wind than in oil and gas, for example, at that water depth. So we’re trying to find something that was cost effective.  Allen Hall: Next question, obviously is what makes those deep water foundations so difficult? Gordon Jackson: It’s the water depth, primarily, you need to put foundations down in, extremely deep water. and they’re gonna be pretty flexible. so you’re trying to control the amount of motion that you get at the surface through your, your deep water, facility. it’s really. Really that challenge, and, the weight of components through the water depth, likes of chain would be completely impossible. in 300 meters of water. you need to use something that’s a little bit lighter. Yeah, to mow you to the, to the seabed. Allen Hall: [00:02:00] Because it does seem a little odd just not to make the foundations taller, basically. More steel drive it down in, we know that process, we understand that process. It works offshore, near shore in a, lot of locations. But once you get to what depth as it becomes financially or engineering wise, impossible.  Gordon Jackson: For offshore wind, fixed, structures in, maybe a hundred meters of water are gonna be. Economic. they’ll be costly compared to what’s been done now because, of all the extra structure you need for the, for the deeper water. But, I think you’ll see, a crossover between fixed and floating, around the, 70 to a hundred meter water mark. that’s sort the range. Allen Hall: And that leads to the next question, which is. It’s all financial, right? At some point, the numbers [00:03:00] don’t work. If the cost of foundations don’t come down, especially in fixed bottom offshore or floating offshore, we lose a lot of offshore wind resource. Nicole can you gimme a scale at what we’re missing if we don’t get to a more economical solution for floating offshore? Nicole Johnson-Murphy: So we’ve estimated for our market for, a very deep water market. So we now actually have a solution that goes across all water depths. So we’re starting with, this, gravity based structure now with, and, Gordon’s team has been really involved in that, development. And then now we can take that same slip form, concrete cylinder. Format and take it across all the water depths. so we basically can hit every water depth now for a very low cost. It’s a very simple, just, local, regionally designed and built, system. We, crowdsource the labor and the inputs. and so we [00:04:00] try to, and we also try to give the procurement team of our clients their, an ability to do their job and, be able to bid out aspects of our design, across. Different vendors. So you always wanna give, in construction, you always wanna give, the procurement team a job to do so they can actually get that price, keep that price down on the installation.  Allen Hall: Yeah, that’s a unique look that ECO TLP is putting to this problem. Which is moving away from steel, which is expensive obviously, and it’s difficult to transport at times to a more localized solution, which is concrete. And thinking about the problem a little bit differently, does that open up a number of doors then in terms of the countries that can get involved in, floating or near shore, wind projects, but just because you’re driving the cost down?  Nicole Johnson-Murphy: Absolutely. And I’ll let Gordon speak to that.. He’s worked. His whole career in offshore concrete. But I think it’s, I think it’s a, great, it’s the only way we would do it. We actually have shipyards in our companies, our partners own [00:05:00] shipyards, and we, just would never probably ex try to create this many units across the world and scale and steel. We’d only do concrete.  Gordon Jackson: Yeah. My first concrete project broke the mold of how you do, construction of concrete offshore structures. it was entirely built within a dry dock and, After we’d gone on and delivered that project, that was in the late eighties. I spent the next 10 years, working on projects all around the world, looking at doing the same sort of thing in different countries. because you only needed, 10, 12 meters of water, at the shore and you could, build a structure and get it out there in the water. It really opened up the market for offshore concrete structures that, that, first project that we did.  Allen Hall: So using that first project as leverage and knowledge of how to do these things, how much advantage [00:06:00] does concrete give you over steel? Gordon Jackson: It’s difficult to say because it bends country to country. And, quite often you’re competing against, steel built in some, very low cost fabrication countries. so if you’re in a high cost, high labor cost country, I worked in Australia, and the labor cost there was extremely high. So concrete wasn’t particularly cheap, but the overall solutions that we came up with, were cheap. Allen Hall: So does that involve basically like slip forms or how are you, thinking about that problem? Because it’s a huge engineering task and you only learn. By doing it on some level because all great plans, always run into trouble as soon as you try to implement them. So you took all that previous knowledge and then applied it to this problem, and now you have, basically [00:07:00]trimmed or, slimmed, the design down into, you have a, very economical model, even in more uneconomical economies because of labor laws and cost of labor and access and those kind of things. What does that look like now? And what’s your thought process on, Hey, this is what it’s gonna look like? Can we get, quayside how do we do this and how do we keep this thing simple? Gordon Jackson: The key thing is we’re looking at, a production line approach, which has been, it’s tried and tested for, for marine, concrete construction, construction of quay walls and and the we’re using exactly that same system. We’ve just been tried and tested to create a production line of, ECO TLP units or ECO GBS units where we’re building, onshore and where we’re going from station to station, doing a task at each station. [00:08:00] So it’s exactly like a production line, that you’re be familiar with and, you load out the completed structure onto a barge, and then you. Submerge that barge and your structure floats off and that’s, the real key to getting the, the economy from the concrete basis.  Nicole Johnson-Murphy: Yeah, and I’ll say that the OpEX is really something we focus a lot on because it’s not just what you’re doing on the CapEx and the development and the port, it’s actually that 30 year lifetime maintenance. And this is a, when you, we fully submerge our floater, which is basically inert in the ocean. It’s, very eco-friendly with the ocean. There’s no paint, there’s no, maintenance on the floater over the lifespan. You’re, monitoring those, the moorings and the, weight of any marine, buildup on those moorings and things like that. But generally it’s a very low maintenance solution and it’s very heavy and a comfortable car [00:09:00] ride for the turbine. It really has slow motions. it’s, almost like a, a high skyscraper in the water. you’re just the top of that skyscraper is moving a little bit. But you’re, you’re really giving it that comfortable, slow ride over its lifetime. It’s not hitting a lot of turbulence, like a different type of floater.  Allen Hall: Yeah. It is a different concept, really, right? That you have this mass at the bottom and you have this mass at the top, which is the, cell on the wind turbine. And if you can design it just right, everything dampens becomes stable. Even in turbulent water. How long did it take you to figure out that aspect of the design? Because it does seem like a lot of projects hit a, an end point right there because the motion of the turbine is not good for the lifetime of the turbine.  Nicole Johnson-Murphy: We, look at it as a, kind of hybrid spar, TLP so, the original design came from my late father who was, who had designed Ekofisk for Phillips [00:10:00] petroleum in the early. Late sixties, And, so he’d come from oil and gas and he’d come from that concrete, construction background. And, he is very comfortable with it. And I think, Gordon, that’s part of why I like working with Gordon ’cause Gordon has that same, long-term view on, these construction principles. And I think that, what we saw though is the margins are so different from oil and gas, and so you have to have almost a poor man’s TLP is what we would call it because it’s. It’s gotta be a very simple version of a TLP that can roll out in mass quantities. And, as coming up with a company that, business plan, you’d wanna be able to really scale the business. And so we had to come up with something that you can make. In different parts of the world at the same time, you’re not tied to one shipyard or one construction. Allen Hall: Even in terms of ship usage, you’re going to reduce the size of the ship considerably. You’re not using big dedicated ships that are really [00:11:00]expensive to operate or to keep in the area, even just to have them there as a lot of money. You’re thinking about, a different design in terms of. Simple ships that you can find locally. How much does that really lower the cost of deployment?  Nicole Johnson-Murphy: Quite a lot actually. it depends on, so the other, there’s this other, aspect of installing the wind turbine on the foundation. So we have this fixed to fixed platform concept where you come further, a little bit further offshore and, give you that, draft depth that we need. And then we have a fixed platform that just stays in place and, we bring the turbines to it and, float them out. It’s all a self floating unit, whether it’s the GBS that, Gordon’s been working with us and or the ECO TLP. So we’re really independent of those large vessels. for the most part, we’re, really try and then you, once you install the turbine, you can tow the entire unit out with two tugs. Two to three tugs.  Allen Hall: That’s remarkable. So essentially because you [00:12:00] used a basic henry Ford type process to, to create these foundations and to think about the problem differently. Not only can you deploy it, easier than a lot of things we’re doing right now on top of it, it works over a variety of depths and I think that’s a the hard thing for people to grasp because when we talk about offshore particularly start getting off the continental shelves here, you’re talking about. More than a hundred meters typically of water. But you also have a, the gravity based system and the TLP system are all interconnected into the basic philosophy. can you explain like the, backbone of how that engineering works? Gordon Jackson: It’s essentially, it’s, we’re using the same structural form in both, fixed and floating. It’s basically, it’s two cylinders, one inside the other. A little bit of structure, which joins the two cylinders together. that’s it.  Allen Hall: Gordon, you make it sound so simple, but the, [00:13:00]engineering is complicated to get to that point. And once you get to that level of, oh, that design actually works in a variety of depths, that opens up your customer base quite a bit. Have you had inquiries from nearshore people? Or fixed bottom people thinking whoa, I could actually save myself a bunch of time and money, which is the real limiting factor on offshore wind at the moment. Are you starting to see some momentum there that, operators, developers are starting to rethink this problem and not just do what they did last week? Nicole Johnson-Murphy: Absolutely. one of the ways we came about the g you know, taking the ECO TLP and transforming it to the ECO GBS was, recommended by a client, was, that was their ask actions. That’s always the best way to start a product development cycle because, somebody’s interested. and I think, and part of the reason I found Gordon to work with early on in our, the life of our company is, his background in, in GBS development. He did, he developed the Gravitas GBS [00:14:00] 10 years ago. So I think we, we got lucky that our, civil structural engineering partner with ARUP was, already really comfortable with, looking at this. So I think that’s, part of, you always want the clients to be interested, before you start investing. You don’t wanna design a product that’s in your head or your, in your company lunchroom without a real ask for it.  Allen Hall: And I, think also you have a, once you have the engineering pretty well done and. Obviously do now you’re trying to touch a number of countries and every culture has its own way of, one of the construction business to do it slightly differently. South Korea does it different than Scotland, for example. You are working across cultures and trying to make the same design. apply to all those different areas. Are, have you learned [00:15:00] some things from that? Is it, are you able to basically set the same assembly line in every place? or are there different, kinds of concrete, different kinds of access, different kinds of ports that you have to deal with? What are those variables there that, that change the way you do business? Gordon Jackson: All the characteristics, ports are, obviously different. Really you just need space. And access to reasonably deep water from, that, from that space. And, it can get surprisingly difficult to find that, certainly in the UK and, in Northern Europe, people wanna build marines and, waterfront living, rather than having, an industrial facility, on the doorsteps. In, developed countries it can be hard to find that space. But, in some, parts of the world, there’s lots of [00:16:00] space, available. some good port facilities that can be utilized. and then it’s just in, in all civil engineering works, you go to do the job, you go wherever the job is, you mobilize there. You put in the systems, and equipment that you need to build, a structure, and then normally you go away at the end of the job, you hand it over to the client. you know what, what, would be good here is if we could set up some regional centers where you’ve done the, investment in the yard, and then you can, you can amortize those costs of development over a number of projects. Then you should start to see, real, real good cost savings.  Nicole Johnson-Murphy: Just one thing, our footprint of our, cylinders is about a third of the footprint of a semi-sub, for example. [00:17:00] So, our footprint on the land port is very small.  Allen Hall: I think that makes sense because if you watch the fixed bottom projects, particularly in the United States. The first thing they had to do is rebuild the ports. The ports weren’t set for the scale and so they needed to expand the ports. That means you have to acquire land, you’ve gotta develop it. There’s a lot of processes involved. ’cause you’re talking about city, state, and federal government being involved. Obviously federal in the United States is a problem. so just getting the port developed was a huge process for fixed bottom. You’re thinking about that differently though, because the reduced amount of space, the, you don’t have to be in a huge industrial area, but all obviously it would be nice, but you do run against that problem. Are you thinking, when you talk about regional centers, are you thinking kind of Mediterranean, west Coast, us, Australia, one in Japan? How do you think about that problem? Because [00:18:00] once you get a site established, it does seem like because of the, how fast you can move these things around that it’ll become a pretty good job center for a lot of people. Nicole Johnson-Murphy: Yeah. There’s a long-term maintenance, crew that needs to be developed while we build these. Yeah, I think, it’s been a moving target of what’s really gonna develop in offshore wind. It’s like Lucy and Charlie Brown with football. I think we, constantly try to, get lined up to, to kick football and then it falls. It’s more of the developers I, I feel for on that ’cause they’re these investing tremendous amount of money for these, development sites. We are open to any, we’ve been, we’ve looked at, some developers are looking at steel production and concrete production, two different reports servicing. An array and we’re really flexible. It doesn’t, matter. When we first started on that Hawaii project, we were gonna do floating barges to slipform. [00:19:00]And we talked about that with ARUP. Some still this floating dock idea and submerging that dock. And it’s just a matter of finding the right, a large enough, dock for that type of, so then you’re not even using the land base port. You’re learn, you’re using just to. Maybe a 400 foot frontage on the, along the port. Allen Hall: That’s amazingly small, right? Because if you look at some of these ports right now that are doing, fixed bottom offshore, they’re massive, they’re huge sites. You’re talking about something roughly a 10th of the scale to get the same end result, which is turbines in the water. Nicole Johnson-Murphy: For our part of it. We still, you still have the components and those are, that’s a, it’s another logistical challenge, and so I understand why the ports are. Looking at a lot more lay down space and things, maybe at a certain point these components are so large that they just stay on a vessel and they, and we take them off of a vessel directly and load them in. Allen Hall: Yeah, I think that’s one of the considerations [00:20:00] is do you really tie it to land in, terms of needing a, massive amount of space, acres of space, thousands of square meters of space. Do you need that or is this, or can you do it much more efficiently because that overhead adds up over time. Not only are you trying to save on, the ships and the, especially the dedicated ships, you’re also looking at smaller footprints on shore and doing it a lot more economically. What does that future look like now, because it does seem like we’re at a precipice where floating wind is no longer just being discussed. In theory, it’s, going to be implemented. What are those next steps here for ECO TLP?  Nicole Johnson-Murphy: So next week we’re headed to Tokyo, to Japan for the wind expo. And, ARUP is also presenting at the Asia Wind Offshore Show. I think we’re, we’re, good to learn. There’s just so much to learn about each culture, and I think this is something that, Gordon and I’ve talked about in terms of these international [00:21:00] projects, you’ve, gotta understand your culture that you’re moving into and you’ve gotta understand how to mediate across those different companies that come in. Our company has seven different. Countries represented in our team. So right now, so, we’re, a US company, but we’re barely, we’re just by name, but I think most of our team members are not in the us and that’s international collaboration is something, I, really, loved working on it. And I think, so when we go to Japan next week, it’s really mainly just to learn. we don’t. We have a lot to learn about Japan, and that’s what’s fun about each of these regions.  Gordon Jackson: And that’s where we can help because, we’ve got a presence in Japan. We’ve been doing offshore wind in Japan, so we’re there, to help eight to ECO TLP with our, those little contacts and h do business, in Japan and things like that.[00:22:00] We have a big international network, so you know, it can help. Some, in some areas, open some doors and, forge some, some friendships between, count companies.  Allen Hall: Gordon you did a big project out in Perth, Australia, which is a difficult place, Australia is a very difficult place to manufacture things. What are some of the lessons learned and what was that process like?  Gordon Jackson: So he had a, client, a very small client who was prepared to. Seed responsibility for delivering his project to a, team, an alliance team. And he just, interviewed a number of teams and, we were lucky enough to be selected, as the team to deliver their project. There was no tendering, it was just done on, how the, client felt about the, individuals that he met. And that, that was [00:23:00] very new to me. And, the whole project was delivered, by companies from the uk, from Australia, from Singapore, from be Netherlands, the Marine, the marine, vessels. A lot of ’em are coming from, from, Northern Europe, even though you’re in Australia. And, every company wants to do things differently and they all want to look after their interests, but the big thing about this alliance project was that, you were focused on one particular project and we were, we were coached and, facilitated, and trained to, to throw away our, our company affiliations and work together. And, to collaborate together. And, [00:24:00] we’re all working towards the, end goal of delivering a particular product. And I think that’s, I think it’s got a lot of, lot of potential to be used in the offshore wind sector. This, was, an oil platform that we were gonna build on the, the northwest shelf of Australia, which happened to be built in concrete, because the client. The client came to us with a notion of, doing something in concrete, which we, took his idea, decided we could do something a little bit cheaper and more straightforward and, went on to deliver it. We were given the opportunity to deliver it. And, yeah, I, it was my best project. it was a tremendous experience for all the companies involved. And everyone made money so everyone’s happy.  Allen Hall: That is difficult, right? You do see on these offshore projects, people coming from around the world to [00:25:00] work on this one big effort, a lot of money, and at times, thousands of people involved. Companies stu stumble there, obviously because you’re trying to tie cultures, you’re trying to tie companies together, but at the end of the day, you have to get this project done. Are, there some top level lessons learned from that of, how to bridge those differences?  Gordon Jackson: I did another project, this was a steel project, where we had a US oil company. And, The successful contractor was Hyundai in Korea. And they said to, me over the course of the project, we always lose money with, with American oil companies. Why are we doing business with them? And it, all came down to the, the approach to the [00:26:00] contract. Hyundai used to working in a more collaborative way with our clients. Whereas, this project, this is what the contract says, this is what you’ve taken on to do, there’s no negotiation, you’ll do it and that’s how much money you’re getting. And, but they find that very difficult. And, it was at the time when they were opening up their business more internationally. And I think it was a big learning experience for them. Yeah I think a lot of the offshore wind tried to follow the same path and, yeah, I think more collaborative working is to be encouraged for me. More talking to each other and negotiating rather than, imposing.  Allen Hall: Where should developers go to find out more about ECO TLP? [00:27:00] Because you have a gravity based system. You got the tension leg platform, there’s a lot inside of the company. What’s the first stop? Should they visit your website? Should they connect with you on LinkedIn? Where do they go?  Nicole Johnson-Murphy: The LinkedIn where website is great.  Allen Hall: So go visit ECO TLP. It’s ecotlp.com. Nicole and Gordon, this has been a great discussion. I’ve learned a lot. It’s very exciting because I think you’re on the precipice of something great. So thank you for joining me today. Gordon Jackson: Thank you. Thank you.

Patrick Leddin is an army veteran, entrepreneur, and NYT and WSJ Bestselling Author. He is the co-author, with James Patterson, of "Disrupt Everything—and Win: Take Control of Your Future." Most leaders treat disruption as something to survive. Patrick argues that's exactly the wrong frame. The gap between leaders who thrive in uncertainty and those who get buried by it isn't talent or timing — it's mindset. And that can be learned. In this conversation, Patrick explains why disruption doesn't always mean blowing things up. Sometimes it means doubling down when everyone else pivots. He breaks down the five roles people play in change and shares a practical way to assess the odds before you commit. For any leader feeling overwhelmed by the pace of change, this episode offers a more honest and more useful way to think about what's actually in front of you. Find episode 507 on The Leadership Podcast, YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Patrick Leddin on Disrupt or Be Buried: The Mindset That Changes Everything https://bit.ly/TLP-507 Key Takeaways [02:08] Patrick reveals he failed out of junior college before the Army changed everything. [03:50] Patrick explains how a COVID-era Vanderbilt crisis leadership course — and a guest lecture from James Patterson — planted the seed for the book. [08:06] Patrick reframes disruption as opportunity, not threat — and why hitting pause before reacting is the move most leaders skip. [12:50] Patrick shares the KPMG story where saying "just get me to lunch" turned into a $12 million project. [15:29] Jan asks Patrick which of the book's five roles he was playing in that moment — Trailblazer, then Torchbearer as the team grew. [16:35] Jim asks Patrick how timing plays a role in disruption and whether being too early kills commercial success. [19:31] Patrick walks through the back-of-envelope math he used with Vanderbilt's Chancellor to turn a 15% shot at co-authoring with Patterson into a 50% one. [25:08] Patrick outlines how to tell the difference between fear that signals danger and discomfort that signals growth. [28:51] Patrick confirms that everyone is wired for disruption — and offers the single smallest first step to prove it. [34:14] Patrick challenges every listener to identify one relationship that's gone sideways and disrupt it — for good. [36:08] And remember…"The reason why it is so difficult for existing firms to capitalize on disruptive innovations is that their processes and their business model that make them good at the existing business actually make them bad at competing for disruption." - Clayton M. Christensen Quotable Quotes "A disruption is anything that causes you to pause and consider — knocks you out of your normal routine." "Sometimes you disrupt something by choosing to double down on what you're already committed to — even when everyone else says go the other way." "We say disrupt everything. We don't say change everything." "Anybody who tells you they know where AI is going to be next year is either lying or just foolish." "The status quo is deceptive. Things aren't going to stay that way. But that's okay — because you're wired to handle it." "Sometimes you gotta bet on yourself. Sometimes you gotta step back and do some math." "You won't make any shots you don't take." "Don't wait until after the meeting to tell your friend the vibe is wrong. Say it in the room." "We live in a sea of relationships — and relationships shouldn't just be transactional." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Patrick Leddin Website | patrickleddin.com Patrick Leddin Podcast | patrickleddin.com/podcast Patrick Leddin LinkedIn | www.linkedin.com/in/patrickleddin Patrick Leddin Instagram | @patrickleddin

From dental student to dental practice owner in just 14 months — Dr. Mitch Rush breaks down exactly how he did it. In this episode of the Lifestyle Practice Podcast, host Dr. Derek Williams sits down with TLP coaching client Dr. Mitch Rush to walk through the full journey of buying a dental practice, navigating the chaos of first-year ownership, and growing production from $1.25M to a $135–140K monthly pace in just four months. If you're a dentist looking to buy a practice, an associate dentist planning for ownership, or simply want real, unfiltered insight into dental practice management, business growth, and what dental coaching actually looks like — this episode is for you. Mitch shares the fears he never talked about, the team drama he didn't expect, and the acquisition strategies that helped him hit the ground running. This conversation covers everything from evaluating a dental practice prospectus and writing an LOI to managing a pre-existing team, firing your first employee, and setting a culture of core values from day one. Mitch is a graduate of the TLP Academy, the same program that has helped hundreds of dentists transition from associate to owner with confidence and clarity. Whether you're in dental school preparing early or an associate dentist ready to leap, Mitch's story proves that preparation plus the right coaching equals momentum from day one.   Connect with us: Take our FREE lifestyle and practice assessment: https://thelifestylepractice.com/practice-assesment/ Learn more about 1-on-1 coaching: https://thelifestylepractice.com/coaching-services/ Get access to TLP Academy: https://thelifestylepractice.com/coaching-services/ Subscribe to The Lifestyle Practice Podcast: https://podcasts.apple.com/us/podcast/tlp-podcast-for-dentists/id1476544801 Email Derek at derek@thelifestylepractice.com Email Matt at matt@thelifestylepractice.com Email Steve at steve@thelifestylepractice.com 

In light of the Artemis II mission to the moon, we discuss the history of Transient Lunar Phenomena - astronomers and other observers have been recording strange phenomena on the moon for a thousand years. We go through some of the more notable observations, and the fact that many of them take place in the same few craters and areas.We also discuss the future of spaceflight and what we hope the long term goals are for humanity in space.Support us and our exploration of the mysteries of the ancients and the universe!Join our Patreon or send a dontatino through Paypal; you can find links on our website here:https://www.brothersoftheserpent.com/support

Steve Cadigan is a global talent strategist, author of "Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working," and LinkedIn's founding Chief HR Officer. Steve believes the world of work is going through a "workquake" — a fundamental shift that's breaking the old employer-employee contract. At the core of it is a false premise: the idea of long-term loyalty that neither side can reliably keep. In this conversation, Steve explains why many of the world's most successful companies have surprisingly short employee tenure, why the workforce isn't disloyal but loyal to growth, and why leaders should focus less on retention and more on creating meaningful development while people are with them. For leaders navigating turnover and rapid change, this episode offers a more honest way to think about talent and what it actually takes to build teams that perform. Find episode 506 on The Leadership Podcast, YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Steve Cadigan on Retention Is Dead: The Workquake Reshaping Talent https://bit.ly/TLP-506 Key Takeaways [03:40] Steve defines a workquake as any shift so fundamental it renders the existing architecture of work obsolete. [04:46] Steve argues that most employer-employee relationships begin on a false premise — and that dishonesty is where the breakdown starts. [06:42] Steve reframes retention: instead of demanding loyalty, commit to making the employee's time with you the most growth-oriented chapter of their career. [09:12] Steve uses Chick-fil-A as a model for honest talent strategy — celebrating alumni, not just retaining them. [17:42] Steve explains how LinkedIn turned its recruiting struggle into a competitive advantage by aligning the employee experience with the product promise. [26:26] Steve warns that over-indexing on experience and ignoring transferable talent is one of the most costly mistakes leaders make today. [30:36] Steve makes the case that learning must be designed into work itself — not treated as a perk or a line item that gets cut first. [33:53] Steve challenges leaders to ask honestly which companies today are actually building for 100 years — and why so few are. [38:14] Steve argues that AI is being misused as a cost-cutting tool when its real power is making people more capable, not replacing them. [41:13] Steve leaves leaders with one directive: stop waiting for a benchmark that doesn't exist — and be willing to become one. [42:58] And remember..."Nonetheless, the only place success comes before work is in the dictionary." - Vince Lombardi. Quotable Quotes "If you want people here because they want to be here, you're running a company. If you don't, you're running a prison." "The workforce is incredibly loyal — just not to you. They're loyal to growth." "If your talent strategy is not changing as fast as the outside world, your employee relationship is near its end." "If the outside world is changing faster than the inside, the end is near." "You can't have a job today that takes someone five years to figure out." "We have so over-indexed on experience and so overlooked talent." "There is no benchmarking for this moment — you're going to have to be the benchmark." "People want to be on teams that are going somewhere." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Steve Cadigan X | @SteveCadigan Steve Cadigan Facebook | www.facebook.com/thestevecadigan Steve Cadigan LinkedIn | www.linkedin.com/in/cadigan Steve Cadigan Instagram | @stevecad

Will Linssen is the CEO of Global Coach Group, and the author of "Triple Win Leadership Coaching: The Coach's Guide to More Impact, More Coaching, and More Clients." In this conversation, Will challenges the traditional model of leadership coaching. Too often, coaching focuses on the leader while leaving the team out of the equation—one reason why team satisfaction frequently remains low even when leaders feel they've made progress. Will explains how great coaches assess coachability before the work even begins, why ego is often the biggest barrier to meaningful change, and what leaders in global, multicultural environments consistently misunderstand about communication and feedback. We also explore the impact of AI on leadership. Will argues that decades of accumulated expertise are losing their advantage. The leaders who will thrive going forward aren't the ones with all the answers—they're the ones who know how to ask the right questions. If you've ever wondered why leadership development often fails to stick inside organizations, this conversation offers a candid look at what's missing—and what needs to change. Find episode 505 on The Leadership Podcast, YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Will Linssen on Why Leadership Coaching So Often Fails https://bit.ly/TLP-505 Key Takeaways [03:26] Will reveals why traditional coaching fails: coworkers are left out, so their satisfaction with the leader's growth drops to as low as 18%. [05:23] Will reframes leadership development from "project me" to "project we" — and why that single shift drives real momentum. [10:30] Will explains how quarterly co-worker feedback keeps both the leader and the team mutually accountable for results. [12:01] Will names the two biggest predictors that a leader won't change: ego and job insecurity. [17:03] Will shares what 100,000+ leaders across six continents have in common — and where culture changes the game. [21:37] Will makes the case for leading with questions in high-hierarchy cultures as the fastest way to unlock smart, silent people. [26:20] Will reveals the belief about leadership he changed his mind about most after 30 years: outside-in behavioral change beats inside-out every time. [28:13] Will walks through the Triple Win business case that connects leader behavior to team behavior to measurable numbers. [35:50] Will warns that AI is depreciating your leadership experience premium fast — and what that means for your role. [39:16] Will's single action item for every leader in 2026: ask your team what advice they have for you, pick one thing, and go. [40:29] And remember..."A life is not important except in the impact it has on other lives." - Jackie Robinson Quotable Quotes "Leadership is not about the leader. It's about the people the leader is leading." "You need to change the leader's system, not just the leader." "The more you make leadership about "we" and the less you make it about "me" — realizing that "we" includes "me" — the more it makes total sense." "Leadership is co-creating change with coworkers." "Ego is total poison for coaching." "If adults don't want to change, they will not change." "We're not perfect people every day, but we can commit to being better every day." "We don't focus on those who need our help the most. We focus on those who want our help the most." "Don't ask closed questions. Ask the how question — that's where execution breaks down." "The moment you start making leadership about yourself, you're already making the first misstep." "Leaders only change when the new outcome is important enough to them." "As human beings, we have more in common than our passports divide us." "Smart people with AI can out-leader you very quickly. Be ready for that." "The leader is like a symphony orchestra conductor — the one who makes everything work together without playing an instrument." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Will Linssen | www.facebook.com/coachlinssen Will Linsse LinkedIn | www.linkedin.com/in/wlinssen Global Coach Group Website | globalcoachgroup.com

Mark Crowley's newest book is The Power of Employee Well-Being: Move Beyond Engagement to Build Flourishing Teams. For more than a decade, organizations have chased employee engagement - through surveys, gamification, perks, and wellness apps - yet the results haven't improved. Gallup now reports engagement at a ten-year low. Mark was one of the early voices questioning the engagement movement, and in this conversation he explains why the model itself is flawed. We talk about what leaders have been measuring incorrectly, what employee well-being actually means, and why the strongest predictor of team performance isn't compensation, perks, or pressure to produce. It's belonging. If you're seeing burnout, quiet disengagement, or people simply going through the motions, this conversation offers a different lens on leadership—and practical insights you can start applying immediately. Find episode 504 on The Leadership Podcast, YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Mark Crowley on Why Your Team Is Still Disengaged https://bit.ly/TLP-504 Key Takeaways [03:04] Mark explains why employee engagement flatlined. [08:09] Mark draws the line: personal well-being is on you, but how your people perform at work is almost entirely on the leader. [12:08] Mark defines employee well-being, and why wellness apps and free yoga are just band-aids. [15:26] Mark reveals the number one driver of well-being: belonging. [18:36] Mark on hybrid work: packed Zoom calendars are theater. Judge people on outcomes, not optics. [24:22] Mark pushes back on the work ethic debate, and calls out companies playing both sides of the hybrid fence. [32:59] Mark shares the story of his top performer who turned down bigger offers — for one reason her boss never expected. [38:16] Mark's fix for micromanagement: weekly individual check-ins that solve problems before they spiral. [41:30] Mark's closing insight: 95% of human behavior is driven by emotion. Stop asking what people think — ask how they feel. [43:13] And remember..."Well-being is attained little by little, and nevertheless is no little thing itself." - Citium Zeno Quotable Quotes "Once people negotiate their compensation, pay stops being a day-to-day motivator. You've got to figure out the other four drivers." "Wellness is not well-being. A free yoga class is a band-aid." "The number one driver of well-being is belonging — and most leaders never thought that was their job." "If people are feeling supported, trusted, growing, and appreciated — they will naturally reciprocate and produce at levels most leaders have never seen." "We've been misaligned to human nature. That's why engagement never worked." "Nobody can thrive without connection. The highest performing teams are the ones where everybody has each other's back." "The tighter people are, the more people feel like they can be who they are — that's the greatest driver of well-being." "Ask people how they feel — not what they think. That's where the real answer is." "Up to 95% of human behavior is driven by feelings and emotions. That's not soft, that's science." "People pour their heart into surveys and nothing ever gets done." "HR should be the advocates for people — not the C-suite's executioner." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Mark Crowley Website | markccrowley.com Mark Crowley Podcast | markccrowley.com/podcasts Mark Crowley X | @MarkCCrowley Lead From The Heart Facebook Page | facebook.com/LeadFromTheHeart Mark Crowley LinkedIn | www.linkedin.com/in/markccrowley

Muriel M. Wilkins is the founder and CEO of Paravis Partners, host of the HBR podcast, Coaching Real Leaders, and author of "Leadership Unblocked: Break Through the Beliefs That Limit Your Potential." Muriel makes the case that lasting leadership change doesn't come from better tactics. It comes from changing the hidden assumptions driving those tactics in the first place. Drawing on research with over 300 coaching clients, Muriel introduces seven hidden blockers—simple, pervasive beliefs that quietly sabotage even the most capable leaders. She explains why high performers are especially vulnerable, why action bias becomes a liability at the top, and what "doing the inner work" actually looks like when you're in the thick of real pressure and expectations. This is one of the most practically grounded conversations we've had on self-awareness, sustainable change, and what it really takes to lead at the next level. Watch this Episode on YouTube | Muriel M. Wilkins on 7 Hidden Beliefs That Sabotage Leaders (And How to Break Them) https://bit.ly/TLP-503 Key Takeaways [03:07] Muriel explains why "is it them or is it me?" is the wrong question—and what to ask instead. [04:57] The assumptions layer of the VABES framework: why changing behavior without changing the belief beneath it never sticks. [07:09] The seven hidden blockers outlined: I need to be involved. I need it done now. I know I'm right. I can't make a mistake. If I can do it, so can you. I can't say no. I don't belong here. [09:09] Why "I need to be involved" is the #1 blocker for leaders trying to scale up—and how it keeps them stuck in the weeds at exactly the wrong moment. [11:26] How action-orientation—a strength that builds careers—becomes a liability when it skips the half of the equation that makes change sustainable. [13:43] Muriel argues that Western culture rewards controlling the external — questioning the internal was never part of the deal. [18:45] What to do when a hidden blocker gets surfaced: why these beliefs aren't the enemy, and the three-step approach to working with them rather than against them. [22:56] Muriel challenges the idea of fixed personality, it's mostly learned beliefs, and adults can choose to examine them. [27:17] Muriel reveals that in 22 years of coaching, not one client has ever called asking to work on their beliefs — the readiness has to come first. [29:15] What "doing the inner work" actually looks like inside a real coaching conversation—under pressure, with no time to think. [33:14] Muriel's origin story: the client results that wouldn't stick, the personal walls she kept hitting, and the Michael Singer quote that reframed everything. [37:11] Muriel admits she found herself in all seven blockers while writing the book, not just the one or two she expected. [41:24] The pro tip: two words. Be curious. Not about others—about what you're thinking, and whether it's aligned with where you want to go. [43:12] And remember..."It's not the events of our lives that shape us, but our beliefs as to what those events mean." — Tony Robbin Quotable Quotes "You have to go back and question the assumptions that went into the model. You didn't go in and rejigger the model itself." "We spend so much time trying to make everything on the outside okay so that we can feel okay on the inside." — Michael Singer, cited by Muriel "It's not about getting rid of them. It's about understanding and being strategic and having choice around when you use them." "It is not the events of our lives that shape us, but our beliefs as to what those events mean." "What you think your personality is not really your personality. Your personality is just a bunch of learned behaviors that came out of learned beliefs." "You have a portfolio of beliefs, and you should be able to tap into any of them at any given time." "They're not the enemy. They're just not the friend that you want to have at that given moment." "In order to get results on the outside, you've got to make sure that the inside is also aligned." "Do you want to make the change before something else forces you to do it, or do you want to just wait?" "What am I thinking about myself, about the other, about the situation — and is it helping me or is it not?" These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Muriel M. Wilkins Website | murielwilkins.com HBR podcast Coaching Real Leaders | www.murielwilkins.com/podcast-coaching-real-leaders Twitter | @murielmwilkins Facebook | www.facebook.com/coachingrealleaders LinkedIn | www.linkedin.com/in/murielwilkins Instagram | @coachmurielwilkins

This week I'm pleased to host TLP's friend Adam Jentleson—the founder and CEO of the Searchlight Institute, former Chief of Staff to Senator John Fetterman, and former Deputy Chief of Staff to Senate Democratic Leader Harry Reid—to make the case that the Democratic Party has built a billion-dollar idea machine and gotten almost nothing useful out of it.* Why do the progressive groups shaping Democratic policy seem to only represent the views and priorities of their own college-educated staffers? How do they keep getting away with it?* Why did prioritizing climate change become shorthand for “liberal elite”—and should Democrats stop talking about it entirely if they actually want to fix it?* Is there any potential 2028 candidate who would be willing to embrace “80-20” issues and break away from activist orthodoxy the way Donald Trump broke away from his party in 2015?In addition to his role at Searchlight, Jentleson is the author of an excellent book on the complicated history of the U.S. Senate and the filibuster, Kill Switch: The Rise of the Modern Senate and the Crippling of American Democracy.A transcript of this podcast is available at the top of the post page on our website. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit www.liberalpatriot.com

Mark Morgenfruh is the President and CEO of GetHRready and author of "Never Fire Anyone: A Leader's Guide on how to Lead People not Companies." He holds a Master of Human Resource Management from Rutgers University and built his no-nonsense, trust-first philosophy from the ground up. In this episode, Mark dismantles the two most common leadership failures he calls "keyboard cowboys" (leading from behind a screen) and "happy talk" (avoiding the real conversation until it's too late). He makes the case that trust isn't built through programs or policies — it's built by being a normal human being when you walk through the door. Mark introduces his values-based leadership and disciplinary model — an alternative to PIPs and terminations. He explains why firing someone is more often a reflection of a bad hire or promotion decision than a performance problem. He also challenges HR to stop being the policy police and start being an enabler of real relationships between leaders and their people. If you've ever avoided a hard conversation, put someone on a PIP, or wondered why your culture feels transactional — this episode is for you. Watch this Episode on YouTube | Mark Morgenfruh on Never Fire Anyone https://bit.ly/TLP-502 Key Takeaways [02:47] Mark explains why leaders undermine trust — even with good intentions — by hiding behind hierarchy instead of being human. [04:11] Mark expands into his two failure modes: keyboard cowboys who lead from behind a screen, and happy talk that avoids the real conversation. [07:22] Mark defines trust-based leadership — it's not the carrot, not the stick. It's simply being a normal person when you walk through the door. [14:07] Mark argues PIPs almost never work and terminations reflect a hiring failure. He offers a values-based model that moves people into roles where they can succeed. [16:24] Mark introduces a core framework from his book: employees should create more value than they consume. [19:26] Mark points out that most companies dismiss exit interviews instead of mining them for honest feedback. [20:58] Mark shows why strong relationships let you catch the unraveling early, and why waiting until the fifth or sixth waypoint is too late. [29:49] Mark reframes HR's real role — not a policy manual, not a union shop, but an enabling function that coaches people back into direct relationships. [35:08] Mark challenges companies to engage talent wherever they are, and tells leaders of remote teams exactly what they're doing wrong. [39:58] Mark closes with a clear message: kill happy talk, lead with candor, and act with urgency before the spiral starts. [42:25] And remember..."To be trusted is a greater compliment than being loved." — George MacDonald Quotable Quotes "Stop the happy talk. Stuff is going south — let's talk about what's going south and how we fix it." "A termination is a more severe reflection on the hiring or promotion decision than it is on the employee." "Trust comes from being normal. Just having a conversation with people." "You're never going to get in trouble for doing more than you have to do for a person. Period. End of story." "There's some veil that we put on when we walk through that door that is killing us in our work relationships." "You don't call when you just need something. You call just to see how they're doing." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Mark Morgenfruh Website | www.neverfireanyone.com Mark Morgenfruh LinkedIn | www.linkedin.com/in/markmorgenfruh TLP039: Humanizing Our Workplaces with Liz Ryan

Steve Taplin is the CEO of Sonatafy Technology, author of "Fail Hard, Win Big: 30 Ventures | 20 Failures | 10 Wins," and host of the Software Leaders Uncensored podcast. In this conversation, Steve reveals the partnership that almost destroyed him but vindicated him five years later; why he walked out of a meeting with a Fortune 500 CIO; and the discipline that saved his sanity. Steve also shares the 24-hour rule for processing failure to help his teams fail without breaking trust or morale. Steve breaks down the practice that taught him when to fight and when to quit. If you've ever been paralyzed by the fear of failure—or worse, burned by a partnership you trusted—this episode will rewire how you think about risk, resilience, and what it actually takes to bounce back. Find episode 501 on The Leadership Podcast, YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Steve Taplin on Failure as Fuel: When to push through and when to quit https://bit.ly/TLP-501 Key Takeaways [04:16] Steve shares his most painful failure-turned-win: a $2 million deal his partner closed that he walked away from—five years later, both the partner and sponsor were indicted for fraud. [07:59] Steve drops the hard truth: "Nobody cares about your business. They care about the problem it solves." [09:43] Steve's philosophy on raising money: "Raising money is a responsibility—your business has to be ready for it." [11:15] Steve recalls his "oh sh*t" moment at IBM: he didn't know the difference between sales and marketing after starting his first company. [13:36] Steve credits journaling as his resilience tool and describes rehearsing failure scenarios with his team to build organizational resilience. [18:50] Steve defines earning potential: "Your ability to make money is your ability to solve more challenges than everybody else." [21:52] Steve recounts going back to IBM as VP of Sales and selling over $1 billion in contracts. [27:03] Steve explains when to quit and the discipline that made financial clarity possible. [32:00] Steve's message to young people: "You don't have a choice—the world is unforgiving. You either learn from failure or you don't survive." [35:04] And remember..."Far better is it to dare mighty things, to win glorious triumphs, even though checkered by failure... than to rank with those poor spirits who neither enjoy nor suffer much, because they live in a gray twilight that knows not victory nor defeat." - Theodore Roosevelt Quotable Quotes "Integrity is not optional, especially when you're raising money—it's foundational." "Nobody cares about your business. They care about the problem it solves." "You get 24 hours to be upset. Then shake it off and figure out a solution." "Success is not just money—it's having the freedom to operate your business AND great relationships with your family." "Your ability to make money is your ability to solve more challenges than everybody else." "If you don't take risks, you can't keep accelerating your career." "Good, bad, or indifferent, you learn more from failures than you do successes." "You can't grow without failing." "Use your failures as fuel and learning experiences." "You got to know how to run businesses. You got to know how to sell if you want to take control of your life." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Steve Taplin LinkedIn | www.linkedin.com/in/stevetaplin Sonatafy Technology Website | www.sonatafy.com Software Leaders Uncensored YouTube | www.youtube.com/@SoftwareLeadersUncensored Software Leaders Uncensored Podcast | softwareleadersuncensored.com

Work–life balance sounds responsible. Admiral William (Bill) McRaven thinks it's misleading at best—and often harmful. In our special 500th episode of The Leadership Podcast, McRaven strips away the language leaders hide behind and replaces it with judgment, clarity, and responsibility. Instead of chasing balance, he offers a far more useful distinction: knowing which commitments are crystal balls and which are rubber balls. Some things can be dropped and recovered. Others, once broken, are gone for good. Leadership starts with knowing the difference. He's equally direct about what hasn't changed. Despite endless debate about generations, McRaven argues that the fundamentals remain stubbornly constant. People still respond to integrity. They still want leaders who work hard, stay humble, and put service ahead of ego—whether they're wearing a uniform, sitting in a classroom, or working in a corporate office. McRaven also calls out one of the most common leadership evasions: "empowerment" without clarity. Trusting people doesn't mean leaving them guessing. When expectations are vague, accountability collapses. He explains the real difference between micromanaging and leading—making sure everyone understands what good actually looks like. One of the most enduring lessons in the conversation comes from a command master chief who gave him a four-part standard that guided his entire career: Learn the business Be a good teammate Be a good person Work harder than everyone else No slogans. No shortcuts. He also reflects on the quiet dangers of overconfidence—how believing your plan is airtight can blind you to obvious risks—and why experienced advisors matter more than raw intelligence. This episode is a reminder that leadership isn't about trends or terminology. It's about judgment, responsibility, and doing the hard, unglamorous things well—consistently, and without excuses. Find episode 500 on The Leadership Podcast, YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Admiral Bill McRaven on The Leadership Myths We Keep Getting Wrong https://bit.ly/TLP-500 Key Takeaways [04:11] McRaven reveals he's a journalism major who writes poetry. [05:00] McRaven explains pressure reveals who leaders really are versus who they thought they'd be. [07:06] McRaven discusses how perfectionist leaders struggle when plans fail while adaptable "C students" often outperform. [09:06] McRaven emphasizes humility and surrounding yourself with people who'll tell you when your plan is stupid. [12:43] McRaven explains you never have perfect clarity, so rely on experienced team members who've seen similar situations. [14:44] McRaven explains why every great flag officer he knows is steeped in history and human context. [18:30] McRaven shares the command master chief's formula: learn the business, be a good teammate, be a good person, work hard. [21:58] McRaven dismantles the myth that millennials need different leadership—timeless fundamentals work across all generations. [24:11] McRaven emphasizes universal principles: be polite, be gracious, don't be the center of attention. [27:18] McRaven admits his Iraq failures with sleep and Red Bulls, then shares the lesson: six hours sleep, eat right, never look stressed. [31:33] McRaven explains combat tours leave little reading time, but staff tours are when leaders prepare by studying. [34:05] McRaven shares his biggest reversal: he preached "no work-life balance" until learning the crystal ball analogy. [41:07] McRaven explains technology always changes but leadership fundamentals stay constant: understand people and resources. [44:11] McRaven dismantles "empowerment"—leaders must first set clear expectations before backing off. [49:21] And remember..."Let no one ever say we dream too small" - Father John Jenkins Quotable Quotes "Pressure is what really shows who we are. When you do it repeatedly, you begin to overcome a lot of those shortfalls and you become a better leader." "You better have a little swagger... But don't ever mistake swagger and confidence. If you aren't humble again, that swagger will turn into hubris, and that will get you into trouble." "Hard work makes up for a lot of shortfalls. You don't have to be talented, you don't have to be overly smart, you don't have to do anything. You just have to work hard." "Some of those balls are crystal balls. And if you drop the crystal balls, they're going to shatter and you're never going to be able to pick them up again. You need to know the difference between the rubber balls and the crystal balls." "Micromanagement is not a dirty word. You don't want to spend your whole time micromanaging, but you have to make sure the rank and file that are working for you know what your expectations are." "If you think that you are the smartest man or woman in the room, if you think that your plan is going to outpace the enemies, or if you just think as a corporate leader that you have figured out all the ins and outs of the issue you're dealing with, you're going to be humbled pretty quickly." "The fundamentals of leadership did not change. The faculty, the students, the university presidents, the people I worked for, they expected me to be a good leader. I knew how to lead." "If you want to be good at what you do, there is no work-life balance. The fact of the matter is, something's going to have to be sacrificed because if you want to be good at what you do, you are going to have to come in early, you are going to have to work hard, you're going to miss anniversaries." "Your responsibility as a leader is to make sure the men and women working for you are the best they can be... You have to have trained them well, you provided them the resources." "Leadership is rarely a solo effort. It's a team sport. And you better have a good team surrounding you so you can find out where your shortfalls are and make sure, again, you don't walk into a minefield." Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com William H. McRaven Instagram | @williamh.mcraven

Being a biblical family is hard because it requires us to fight against our very natures. Join AMBrewster to learn more about the battle as well as the hope for victory.Truth.Love.Parent. is a podcast of Truth.Love.Family., an Evermind Ministry.Action Steps Purchase “Quit: how to stop family strife for good.” https://amzn.to/40haxLz Support our 501(c)(3) by becoming a TLP Friend! https://www.truthloveparent.com/donate.html Download the Evermind App. https://evermind.passion.io/checkout/102683 Use the promo code EVERMIND at MyPillow.com. https://www.mypillow.com/evermind  Discover the following episodes by clicking the titles or navigating to the episode in your app: The Spiritual Warfare in Your Home https://www.truthloveparent.com/spiritual-warfare-in-your-home.html  Communication https://www.truthloveparent.com/communication-topic.html  TLP 585: How Your Children May Respond to Sin, Part 11 | Repentance https://www.truthloveparent.com/taking-back-the-family-blog/tlp-585-how-your-children-may-respond-to-sin-part-11-repentance  Teach Your Children to Apologize https://www.truthloveparent.com/teach-your-children-to-apologize.html  TLP 602: Teach Your Children to Flee https://www.truthloveparent.com/taking-back-the-family-blog/tlp-602-teach-your-children-to-flee  Teach Your Children to Obey https://www.truthloveparent.com/teach-your-children-to-obey-series.html  Click here for Today's episode notes, resources, and transcript: https://www.truthloveparent.com/taking-back-the-family-blog/tlp-320-biblical-families-part-8-the-battleLike us on Facebook: https://www.facebook.com/TruthLoveParent/Follow us on Instagram: https://www.instagram.com/truth.love.parent/Follow us on Twitter: https://twitter.com/TruthLoveParentFollow AMBrewster on Facebook: https://fb.me/TheAMBrewsterFollow AMBrewster on Instagram: https://www.instagram.com/thebrewsterhome/Follow AMBrewster on Twitter: https://twitter.com/AMBrewsterPin us on Pinterest: https://www.pinterest.com/TruthLoveParent/Need some help? Write to us at Counselor@TruthLoveParent.com.

Nuestra invitada es una mujer valiente, buena madre y sobre todo generosa, mi consejo es que antes de juzgar te informes sobre los que es el TLP, trastorno límite de personalidad y si crees que alguien cercano a ti o tú lo padeces acudas a un psicólogo/a clínico o a un psiquiatra. Este programa no sustituye la terapia psicológica. Si consideras que necesitas ayuda profesional, te recomiendo acudir a un/a psicólogo/a clínico/a o psiquiatra. Como consejo personal, si crees que requieres terapia, evita acudir a figuras mediáticas como youtubers o psicólogos/as de la televisión. Busca un especialista que se dedique principalmente a la consulta clínica y a la atención directa de pacientes.Conviértete en un supporter de este podcast: https://www.spreaker.com/podcast/caras-vemos-sufrimientos--6047464/support.

Joe Pine is an internationally recognized author, speaker, and advisor, best known for The Experience Economy and his latest work, The Transformation Economy. In this episode, Joe explains why the market is finally ready—25 years later—for the shift to the transformation economy. He walks through the evolution of economic value, from commodities to goods, services, experiences, and now transformations, and makes the case that businesses must stop charging for inputs and start charging for outcomes. Joe introduces the four spheres of transformation—Health & Wellbeing, Wealth & Prosperity, Knowledge & Wisdom, and Purpose & Meaning—and argues that the true role of business is human flourishing: helping people become who they're meant to be. Profit isn't the goal; it's the scorecard. We also explore "encapsulation"—preparation, reflection, and integration—and why it's the key to turning experiences into lasting change. Joe breaks down why outcomes-based pricing is both the hardest shift and the biggest opportunity for transformation-driven companies. In this conversation, you'll learn how to spot transformation opportunities in your business, move beyond time-based pricing, and align what you charge with what customers actually value. Find episode 499 on The Leadership Podcast, YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Joe Pine on You're Charging for the Wrong Thing with Joe Pine https://bit.ly/TLP-499 Key Takeaways [04:04] Joe explains why the world is finally ready for the transformation economy after 25 years of people asking when he'd write this book. [09:11] The four spheres of transformation: Health & Wellbeing, Wealth & Prosperity, Knowledge & Wisdom, and Purpose & Meaning—and why almost every business can find themselves in at least one. [12:59] The difference between fitness centers (charging for time as an experience) versus personal trainers (instilling discipline for transformation). [17:42] Why companies must eventually align what they charge for with what customers value—and how this drives the shift to outcomes-based pricing. [22:09] Joe introduces "invitational transformations"—experiences that invite people to transform their identity (like the Guinness Storehouse or Abraham Lincoln Presidential Library). [26:38] Human flourishing defined: the extent to which people are who they're meant to be. This is the raison d'être of business. [34:09] The concept of encapsulation: Preparation (before the experience), Reflection (after), and Integration (ongoing)—the framework that turns experiences into transformations. [35:59] How Joe wrote the book on Substack, getting real-time feedback from subscribers that fundamentally changed key frameworks in the book. [44:18] Joe's vision for transformation businesses: charge for demonstrated outcomes, foster human flourishing, and recognize that profits measure how well you help people flourish—not the end goal itself. [46:46] And remember..."The greatest danger in times of turbulence is not the turbulence; it is to act with yesterday's logic. Transformation begins with a change in mindset." — Peter Drucker Quotable Quotes "You are what you charge for. If you charge for undifferentiated stuff, you're in the commodities business. If you charge for demonstrated outcomes that your customers achieve, you're in the transformation business." "Eventually you have to align what you charge for with what your customers value. Let me say it again: Eventually you have to align what you charge for with what your customers value." "Fostering human flourishing is the raison d'être of business, period. That's why business exists—to help people flourish." "Human flourishing is the extent to which people are who they're meant to be." "The irony is of course that you may be offering a transformation guarantee, but that's exactly what you can't actually do. You can't guarantee a transformation. However, the best way to get it to happen is to offer a guarantee." "Profits are never the end. They're always the measurement by which you achieve the ends of human flourishing." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Joe Pine Website | www.strategichorizons.com Joe Pine X | @joepine Joe Pine LinkedIn | www.linkedin.com/in/joepine TLP004: Joe Pine - Visionary Leadership Instilling Purpose

Oli Raison, co-founder of Safarini Leadership, designs immersive leadership expeditions in Kenya that combine cultural exchange with Samburu elders, wilderness trekking, and deep reflective coaching. In this conversation, Oli challenges one of leadership's most entrenched assumptions: that resilience is about individual grit and mental toughness. Drawing on the Samburu concept of naboisho—interdependence—he shows how real resilience is built through collective support, not solo endurance. He also names the single most important question leaders need to ask when entering any new culture or organization: What assumptions am I making? The catch? Most assumptions are invisible to us because they feel like "normal." Oli also explores why many wilderness and offsite leadership experiences fail to create lasting change, and shares his solution: a three-phase transformation framework—preparation, immersion, and integration—shaped by the work of past podcast guest, Joe Pine. This episode is an invitation to question your cultural defaults, rebuild genuine human connection, and develop a healthier relationship with time—so your leadership, and your team's resilience, can actually endure. Find episode 498 on The Leadership Podcast, YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Oli Raison on Why Grit Isn't Enough: Rethinking Resilience in Leadership https://bit.ly/TLP-498 Key Takeaways [04:12] Oli says the leadership assumption consistently dismantled his resilience—the Samburu are resilient through interdependence called "naboisho," not grit. [07:00] Oli identifies profound learning as the importance of having a shared sense of purpose and a very strong shared set of values. [08:31] Oli responds that people have very different expectations of leadership in different cultures around the world. [10:11] Oli reveals the Samburu doesn't have words for anxiety or depression and you'll certainly never meet somebody who knows somebody who committed suicide. Oli notes loneliness is now as damaging for your health as smoking 15 cigarettes a day. [12:00] Oli responds I think too much comfort can be a bad thing and people get discombobulated easily if things don't go quite to plan. [14:35] Oli answers the critical question leaders should ask: what assumptions am I making? Because we don't realize we're making assumptions. [17:07] Oli explains African societies have a fundamentally different understanding of time where there's always enough time. [20:10] Oli explains the Samburu are very spiritual people connected with their ancestors and you're also connected with your descendants. [22:30] Oli says mindset adjustment happens organically from just being offline during 10-day expeditions with six days of camel-supported trekking. [24:53] Oli describes their three-phase structure: preparation, immersion, and integration with coaching sessions at two, four, and six weeks after. [29:20] Oli responds his long-term impact is about flourishing, particularly helping men dealing with anxiety, depression, and suicidality. [31:43] Oli states his aspiration: how can we create workplaces, organizations and teams that flourish? Because that's when people really do their best work. [33:45] Jan shares his realization about keeping fingers on the keyboard versus closing the laptop because the most important thing is that person in front of you. [35:56] And remember..."One way to get the most out of life is to look upon it as an adventure." - William Feather Quotable Quotes "The Samburu, what makes them so resilient is this concept of interdependence, this reliance, this collective reliance on one another...if my cattle get wiped out because of a really challenging drought, I know that my neighbors are going to step in and they're going to give me some of their cattle." "Naboisho is a word in their language which kind of roughly translates to coming together or unity. And they often say things like 'we are because they are,' that we are all sort of in this together." "This is a society that doesn't have words for anxiety or depression. And you'll certainly never meet somebody who knows somebody who committed suicide...loneliness is now as damaging for your health as smoking 15 cigarettes a day." "In the west, we think of time as a commodity. We think of time as something that can be saved, it can be wasted, it can be lost. And as a result of that, I feel that time is the master of us and we are not the master of time." "The Samburu always say there's always enough time because they don't think of time as this continuous thing...time occurs when events happen, it's more relational and it's more eventful." "What assumptions am I making? And this is tricky, right, because a lot of the time we don't realize we're making assumptions." "We don't need to be experts, but we do need to be detectives...what assumptions am I making that might be getting in my way?" "All of this technology is actually causing our brains to operate on a frequency that is not conducive with creative thought at all. And by being in nature, just that alone creates an environment for people to have some really powerful insights." "I think one of the things that people come away with is I really need to take more time out to just contemplate and to think. You know, think about your business, think about your life. We don't take time to think anymore. We're just reacting." "This obsession with hyper productivity is actually just, again, it's all distraction, you know, it's taking us away from just being with ourselves in the moment or being with somebody else." "In 1990, the average man had five close friends and now he has one...every minute that we spend on a device, on a phone, on a laptop, thinking that we're connecting is a minute that we're not spending really connecting with somebody." Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Oli Raison LinkedIn | www.linkedin.com/in/oli-raison-1107aa11/ Safarini Leadership Website | www.safarinileadership.com Safarini Leadership LinkedIn | www.linkedin.com/company/safarini-leadership Safarini Leadership Instagram | @safarinileadership

Geoff Woods is founder of AI Leadership and #1 international bestselling author of The AI Driven Leader: Harnessing AI to Make Faster, Smarter Decisions. In this episode, Geoff introduces the CRIT framework: "Context, Role, Interview, Task." He also reveals why most leaders are still acting like industrial workers—showing up on time, following orders, doing repetitive tasks—when machines now do that work better than humans. He shares his CRIT framework for turning AI into your most valuable thought partner and explains why AI isn't replacing your job. Geoff demonstrates how to collapse three months of work into 30 minutes, shares a painful leadership lesson, and breaks down why 99% of AI use cases are distractions from the 20% that actually drives results. Discover practical strategies for making faster, smarter decisions, getting AI to ask YOU the right questions instead of the other way around, and reclaiming what makes you uniquely human in an AI-driven world. Find episode 497 on The Leadership Podcast, YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Geoff Woods on Why Most Leaders Are Using AI Wrong—and How to Fix It https://bit.ly/TLP-497 Key Takeaways [03:04] Geoff recounts pushing for a 250x revenue goal three months ago that "actually broke the team" and caused a key leader's resignation. [07:02] Geoff responds to whether "AI-enhanced" is better than "AI-driven" by saying leaders who don't use AI "are at a severe disadvantage." [10:21] Geoff explains his mindset as a family man first is rooted in "the questions you ask yourself determine your fate." [13:53] Geoff reveals the most common self-deception in leaders: "They put more focus on having the right answer than having the right question." [19:26] Geoff walks through applying the CRIT framework to Jim's niece Yvonne's question about AI for client lifecycle management. [26:31] Geoff says the missing link between reading the book and transformation is simple: "Whether they actually applied it." [28:16] Geoff explains decision-making isn't just go/no-go but asks three questions: "What's the upside? What's the downside? Am I willing to live with the downside?" [34:03] Geoff shares his controversial belief in extreme 80/20: "If it's not a 20% priority driving 80% of impact, then why are we wasting oxygen on it?" [39:17] Geoff's closing thought: "You are not what you do" and realizing this means "AI can only enhance you because it can never replace you." [42:27] And remember… "In any moment of decision, the best thing you can do is the right thing. The next best thing you can do is the wrong thing. And the worst thing you can do is nothing." – Theodore Roosevelt Quotable Quotes "I don't ask AI questions. I make AI ask me questions. That's the core difference between me and everybody else." "Most people spend their career majoring in the minors. Nobody got promoted for being the best email checker in their company." "You are not what you do. The moment you realize what you do is not who you are, you start asking better questions." "If you want to 10X your growth, you've got to stop doing 80% of what you currently do and reinvest that effort into higher capabilities." "The questions you ask yourself determine your fate. They determine how you see the world." "I believe the purpose of a goal is not to achieve a result. It's to be a compass to inform who you can become." "Throughout history, technology has made the value of certain skills skyrocket and the value of certain skills plummet." "AI is not going to take your job. But somebody who knows how to use AI as a thinking partner absolutely will." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Geoff Woods Website | https://www.aileadership.com/ Geoff Woods X| @geoffwoods Geoff Woods LinkedIn | www.linkedin.com/company/ai-thought-leadership

Your family's biggest hindrance to being a biblical family may not be what you think it is. Join AMBrewster to learn about our biggest enemy and how to fight against it.Truth.Love.Parent. is a podcast of Truth.Love.Family., an Evermind Ministry.Action Steps Purchase “Quit: how to stop family strife for good.” https://amzn.to/40haxLz Support our 501(c)(3) by becoming a TLP Friend! https://www.truthloveparent.com/donate.html Download the Evermind App. https://evermind.passion.io/checkout/102683 Use the promo code EVERMIND at MyPillow.com. https://www.mypillow.com/evermind  Discover the following episodes by clicking the titles or navigating to the episode in your app: The Spiritual Warfare in Your Home https://www.truthloveparent.com/spiritual-warfare-in-your-home.html  Discipleship Parenting https://www.truthloveparent.com/discipleship-parenting-series.html  Your Family Needs to Go to Church Series https://www.truthloveparent.com/your-family-needs-to-go-to-church-series.html  TLP 41: Applying God's Truth to Our Children's Lives https://www.truthloveparent.com/taking-back-the-family-blog/tlp-41-applying-gods-truth-to-our-childrens-lives  Evangelism Parenting https://www.truthloveparent.com/evangelism-parenting-series.html  Biblical Parenting Essentials Series https://www.truthloveparent.com/biblical-parenting-essentials.html  Family Worship Series https://www.truthloveparent.com/family-worship-series.html  Like us on Facebook: https://www.facebook.com/TruthLoveParent/Follow us on Instagram: https://www.instagram.com/truth.love.parent/Follow us on Twitter: https://twitter.com/TruthLoveParentFollow AMBrewster on Facebook: https://fb.me/TheAMBrewsterFollow AMBrewster on Instagram: https://www.instagram.com/thebrewsterhome/Follow AMBrewster on Twitter: https://twitter.com/AMBrewsterPin us on Pinterest: https://www.pinterest.com/TruthLoveParent/Need some help? Write to us at Counselor@TruthLoveParent.com.Click here for Today's episode notes, resources, and transcript: https://www.truthloveparent.com/taking-back-the-family-blog/tlp-617-biblical-families-part-5-the-enemy

Mark van Rijmenam is a futurist, award-winning keynote speaker globally ranked as number one in his field. Salesforce recognizes him as a leading voice in AI. His latest book, Now What: How to Ride the Tsunami of Change, is available now, and he's the founder of FutureWise. In this episode, Mark challenges the assumption that faster change requires faster action. He argues that organizations moving at breakneck speed with AI and emerging technologies often skip the critical step: pausing to think about consequences. Mark introduces his three E's framework—educate, experiment, execute—as a systematic approach for leaders navigating exponential technological convergence. He emphasizes that while root knowledge becomes obsolete, skills like adaptability, strategic foresight, digital literacy, and ethical grounding become essential for building resilience in uncertain futures. In this episode, you'll discover how to lead through exponential change without losing your humanity, your judgment, or your competitive edge. Find episode 496 on The Leadership Podcast, YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Mark van Rijmenam on Why Faster Change Doesn't Mean Faster Action https://bit.ly/TLP-496 Key Takeaways [02:14] Mark circumnavigated Australia on bicycle in 100 days, raising $25,000 for Dutch children's cancer fund. [04:19] Mark said the most important starting point is becoming aware and educating yourself on all emerging technologies, not just AI. [08:19] Mark explained we discover AI rather than invent it, so we need to slow down and think instead of rushing forward. [14:46] Mark's digital twin can be WhatsApp'd 24/7 in 29 languages to answer deeper questions about his book. [16:17] Mark hopes in 10 years leaders will ask "how could we have been so stupid to move so fast?" [19:42] Mark recommends the three E's framework: educate, experiment, then execute what works best. [21:52] Mark insists leaders must understand technology implications or they'll dismiss great ideas they don't understand. [25:15] Mark said we need authentic human leaders because a machine-run society would be efficient but unpleasant. [29:51] Mark hopes technology convergence will foster humility and help us live in tandem with nature. [36:58] Mark said focus on analytical skills, adaptability, foresight, digital literacy, ethics, creativity, and collaboration. [39:07] And remember..."Our intuition about the future is linear. But the reality of information technology is exponential, and that makes a profound difference. If I take 30 steps linearly, I get to 30. If I take 30 steps exponentially, I get to a billion." - Ray Kurzweil Quotable Quotes "Leadership today in this fast changing world is different from leadership yesterday. The world of yesterday is no longer." "We don't invent AI, we discover AI. And that is a completely different perspective that has a big effect on everything that we do." "A lot of the big tech companies don't even understand the LLMs that they're building. They don't understand how they operate, which is really problematic." "Critical thinking is under siege because of these large language models, but we still need to think ourselves." "It's a bit of a paradox. You think you need to move faster and faster because the world is changing faster and faster. But you also need to build in moments to pause and reflect." "It's nice to be the first to market, but often it also comes with all the R&D and all the problems. Sitting back a little bit longer will help you move faster in the end." "Static knowledge is sort of dead. We need to have dynamic interactions." "AI and capitalism is a perfect storm where they really feed into each other." "If we don't educate people how to leverage AI, how to deal with AI, they might think it cares about you." "If we're going to end up in a society that's run by machines, it will be a very not pleasant society to live in." "We are social animals. We need that social interaction." "History doesn't repeat itself, but it certainly rhymes." "Continually running faster and faster to grab more and more money might not be the best solution in the world where we built extremely powerful tools." "Root knowledge is sort of becoming out of date because you can just look up with the click of a button." "You're not going to have one career anymore. You're going to have multiple careers in your lifetime and potentially even have multiple careers at the same time." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Mark van Rijmenam website | www.thedigitalspeaker.com Mark van Rijmenam X | @vanrijmenam Mark van Rijmenam LinkedIn | http://linkedin.com/in/markvanrijmenam

Patrick Veroneau is CEO of Emery Leadership Group and author of The Leadership Bridge: How to engage your employees and drive organizational excellence and The Missing Piece: What Great Teams Do That Others Overlook. In this episode, Patrick explains why organizations' increasing focus on accountability systems over the past five years has coincided with employee engagement hitting a 10-year low. He reveals the accountability paradox: the harder you push for accountability, the further you get from ownership. Patrick discusses why leaders fall short in closing the gap between intention and impact—we intellectually understand leadership concepts, but fail to apply them consistently. Patrick explains the sequence that moves teams from compliance to genuine commitment (support → celebrate → own), reveals the invisible habit great teams practice (recognizing progress along the journey, not just outcomes). If you're tired of accountability systems that aren't working and want to build real ownership on your team, this episode will change how you lead. Find episode 495 on The Leadership Podcast, YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Patrick Veroneau on The Accountability Paradox https://bit.ly/TLP-495 Key Takeaways [02:57] Patrick said growing up in a large family made him more intuitive because he was always around older people having adult conversations. [04:43] Patrick explained that leaders fall short because they intellectually understand concepts but don't apply them consistently or model the behaviors they expect. [06:58] Patrick shared that social exclusion triggers the same brain response as physical pain, and unexpected recognition spikes dopamine while unrecognized effort decreases it. [11:47] Patrick revealed the accountability paradox: average teams focus on accountability first, but great teams support and celebrate first to create ownership. [14:25] Patrick shared Stephen Covey's insight that leaders need to trust other people first, not wait for others to trust them. [17:32] Patrick said the invisible habit of great teams is celebrating progress along the way, not just the final outcome. [21:34] Patrick said companies that aren't flexible on remote work will be at a disadvantage, but connection must be intentional and meaningful. [26:49] Patrick shared that Rear Admiral Cutler Dawson's success came from "walking the deck plates"—connecting with people at all levels, not his authority. [33:24] And remember..."Leadership is not about a title or a designation. It's about impact, influence and inspiration. Impact involves getting results, influence is about spreading the passion you have for your work, and you have to inspire teammates and customers." - Robin S. Sharma Quotable Quotes "Don't settle for accountability. It's the low bar. Shoot for ownership." "To be on a great team, you have to first commit to being a great teammate." "Average organizations focus on accountability first. Great teams support and celebrate first, then create ownership." "We need to trust other people first. You need to give before you get." "When people feel they should be recognized and aren't, their dopamine levels go down. That's what we experience as disengagement." "Accountability is included in ownership. But not the reverse." "Humility is the circuit breaker on overconfidence." "Walking the deck plates—connecting with people at all levels. We've overcomplicated what it means to lead." "If you don't commit first to being a great teammate, you absolutely won't be part of a great team because you're the weakest link." "Look for work, look for stuff to do, look where you can help." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Emery Leadership Group Website | www.emeryleadershipgroup.com Emery Leadership Group Facebook | www.facebook.com/profile.php?id=100063653920372 Patrick Veroneau LinkedIn | www.linkedin.com/in/patrick-veroneau Patrick Veroneau Instagram | @patrickveroneau

Mark Steffe is President and CEO of First Command Financial Services, bringing over 30 years of financial services leadership. In this episode, Mark explains why he left his dream job working with ultra-high-net-worth families to serve military members who truly need financial guidance. He shares how military families face unique challenges including frequent relocations, spouse underemployment, and modest pay, requiring advisors who understand their sacrifices. Mark demonstrates how building trust and psychological safety enables difficult financial conversations, comparing financial advisors to doctors who need honest patient information. He outlines his quality control approach for serving the tight-knit military community, emphasizing mission alignment, compliance-first culture, and protecting reputation. Discover practical strategies for leading with mission over metrics, building trust for difficult conversations, and coaching teams to improve rather than simply demanding better results. Find episode 494 on The Leadership Podcast, YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Mark Steffe on When Leadership Is About Who You Serve https://bit.ly/TLP-494 Key Takeaways [04:06] Mark explains he left ultra-high-net-worth services because he wanted to change lives, not just help wealthy people get wealthier. [07:26] Mark reveals how much military families sacrifice, putting our interests and safety ahead of their own. [11:34] Mark notes COVID year one was easier as crisis mode, but year two's transition back proved harder. [14:34] Mark explains First Command uses AI for exponential growth without adding employees, upskilling workers instead. [17:27] Mark credits Simon Sinek's "Start with Why" for emphasizing communicating the why, not just what and how. [21:54] Mark reframes the financial mess as reflecting "how busy you've been taking care of everybody else," not personal failure. [27:42] Mark outlines quality control requires mission-aligned hiring and rejecting the false choice between profitability and compliance. [33:13] Mark tells his "throw strikes" story: His son didn't need parents yelling commands, he needed a coach to fix his mechanics. [38:52] And remember..."Knowledge will forever govern ignorance; and a people who mean to be their own governors must arm themselves with the power which knowledge gives." - James Madison Quotable Quotes "Our job was to help wealthy people get wealthier. I wanted to change lives instead." "If Jack's not throwing strikes, he doesn't need someone to yell at him to throw strikes. He needs the coach to walk out to the mound and help him adjust his mechanics." "If employees aren't performing at the level you need, it's not because they don't want to. They don't know how yet." "What became an accommodation for concern of people's health and safety became an entitlement." "We can either be profitable or we can be compliant. The answer is always AND—we have to be profitable AND we have to be compliant." "Early in your career you get promoted for what you do. Later, it's how you lead, how you communicate, how you paint a vision." "Your messy finances are a reflection of how busy you've been taking care of everybody else, not personal failure." "If you take care of your clients and do the right thing for them, the profits will show up." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Mark Steffe Website | www.firstcommand.com Mark Steffe LinkedIn | www.linkedin.com/in/mark-steffe Below are two articles from Mark about his leadership philosophy and communication strategies and the financial challenges facing military families and the importance of financial advisors. ● https://medium.com/authority-magazine/impactful-communication-mark-steffe-of-first-command-financial-services-inc-on-5-essential-e60d3e4855f7 ● https://usveteransmagazine.com/usvm/helping-military-families-overcome-historic-money-struggles/

Jinky Panganiban serves as Professor of Practice at the University of Oregon's Sports Product Management Program, founder of 1969Blue Consulting, and founding member of Oregon Sports Angels. She is a former Vice President and General Manager at Nike with over 20 years of global executive experience. She led multibillion-dollar businesses across Asia Pacific, North America, Latin America, and Europe. In this episode, Jinky reveals why "fitting in" kills leadership potential and how your cultural background becomes your superpower in global business. Jinky explains how the sports product industry has built intentional leadership development by translating a shared mission to fit local cultures instead of forcing one uniform way while maintaining a unified mission. She addresses the volatile state of global trade by emphasizing curiosity and critical thinking as essential skills for the next generation. Jinky argues that despite rising nationalism and tariff threats, consumers are already voting for a borderless world through their digital behavior and content consumption. In this episode, you'll discover how to leverage your cultural background as a superpower, build high-performing global teams, and lead with authenticity in an increasingly connected world. Find The Leadership Podcast episode 492 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Jinky Panganiban on Stop Fitting In https://bit.ly/TLP-492 Key Takeaways [04:09] Jinky describes how she started at Nike through a blind ad in Manila and was handpicked to help build Southeast Asia operations. [06:26] Jinky reveals how three white male mentors helped her realize her cultural background was her superpower. [09:47] Jinky explains that great leadership starts with being—knowing who you are and what you stand for—not just the doing of checking off deliverables and performance goals. [12:51] Jinky distinguishes influence from selling. [13:42] Jinky describes how SPM deliberately keeps students in the same project teams for 18 months because leadership is formed in the messy middle when deadlines are tight and not everybody agrees. [17:12] Jinky explains the collective industry commitment to raising next-generation leaders who will progress the culture. [20:32] Jinky demonstrates how global brands must translate their message locally. [25:17] Jinky shares how mentor Kate Delhagen gave her courage to leave corporate and explore angel investing. [28:58] Jinky describes her current advisory work with startup brands where she's both business advisor and biggest cheerleader, modeling what Kate did for her. [31:04] Jinky argues that despite borders and tariffs, the next generation of consumers already thinks globally through social media and digital platforms, celebrating differences rather than fearing them. [34:09] Jinky emphasizes that curiosity combined with critical thinking—vetting sources and asking why—is essential for navigating today's information-saturated world. [37:26] Jinky encourages everyone to celebrate where they've come from because there's only one of you, and you can't be more original than that—your background is your competitive advantage. [ ] And remember… "To be one, to be united, is a great thing, but to respect the right to be different is maybe even greater." – Bono Quotable Quotes "There's only one of you, so you can't be more original than that." "My cultural background and where I came from and all of my lived experience actually isn't something that I should shy away from or even be embarrassed about, but actually use it to my advantage and actually leverage it." "Great leadership starts with being. It's knowing who you are, what you stand for, and how you show up, especially when no one's watching." "We believe that leadership is formed in the messy middle. You know, when the deadlines are tight, the tempers are like rising and then not everybody's agreeing, but then you still have a deadline to hit." "Global doesn't mean uniform. The best teams share common purpose but express it in ways that feel very local." "Even if we put borders around things, the consumers will vote anyway to go beyond borders. Ideas, innovation, their talent, creativity, I don't think it carries a passport." "Human leadership never goes out of style." "Learn to lead yourself first. Build credibility, make sure that you practice empathy, and then lead through action and not titles." "If you don't know how to work in teams, you cannot work in the industry." "It's not so much exporting the culture, it's about translating it so that it works for everybody." "Cultural intelligence or cultural fluency is really critical because I've seen how that has become the one skill that could bridge global teams and communicate even beyond language." "Making sure that you find sources that are credible. Not just take things face value. Critical thinking is also something that's really important to ask the question why." "Culture, whether that's country culture or community culture, it's something to leverage, and it could always be a superpower for you." "We want to make sure that we leave this place better than we found it." Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Jinky Panganiban LinkedIn | http://linkedin.com/in/jinky-panganiban

Posible nieve en volcanes por frente frío 24  Nevado de Toluca cerrado por mal clima  Choque en carretera Ciudad Victoria–Tampico deja 2 muertosMás información en nuestro Podcast

Jack Swift is a West Point graduate, former CEO of TIFIN and Liminal Collective, and co-founder of Pacific Current Group and Sangha. He now advises frontier AI ventures, including Vantage Discovery (sold to Shopify), Brightwave, and Grid Aero, and co-founded Sangha, a community for conscious leadership. In this episode, Jack explains why the biggest threat to your organization isn't outside pressure. It's your need to be right. He shows why old leadership habits—command and control, chasing quarterly targets, and relying only on past wins—no longer work. He offers a different approach built on deep listening, less ego, and faster instincts. Jack talks about the blind spots he sees on boards, from big companies ignoring rapid change to startups burning cash to prove a point. He also shares how to spot the moment when governance stops supporting durability and starts blocking innovation—and what to do before bureaucracy kills your edge. Listen to this episode to learn how to drop old frameworks, trust your gut, and build a learning culture that works with AI instead of fighting it. Find The Leadership Podcast episode 490 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Jack Swift on Letting Go of Old Frameworks https://bit.ly/TLP-491 Key Takeaways [02:28] Jack shares that stopping drinking a few years ago has been "incredibly clarifying" for his decision making and presence as a leader. [05:19] Jack shares how his perspective on leadership has evolved from military to entrepreneurship to board service. [10:11] Jack emphasizes three critical elements that make an effective independent board director: maintaining independence to evaluate organizational health, stepping into conflict early, and the ability to "look around corners" and anticipate future disruption. [15:07] Jack identifies the biggest blind spot for larger companies and the biggest blind spot for early-stage companies and founders. [19:26] Jack reflects on how his experiences as an entrepreneur shaped how he evaluates opportunities and risks. [21:48] Jack reflects on something 18 years ago that helped him learn without screwing up. [23:00] Jack discusses the role of ego versus intuition in leadership. [25:34] Jack defines governance in highly regulated industries like insurance and financial services versus the AI space. [29:56] Jack agrees AI works best in regulated spaces because "machine based learning and models work really well in systems, rules based systems" where regulatory review "may have taken humans six months to do, it can be done in like six minutes." [33:16] Jack describes how Boulder's ecosystem has influenced his approach to leadership and growth. [36:35] Jack advises traditional industry leaders to "let go of old frameworks" and "be open to how it might be done" because entrenched industries are "specifically ripe for innovation and disruption." [37:36] Jack says one piece of advice for leaders navigating uncertainty today. He explains why whole-body listening matters for the future of leadership. [41:19] And remember..."I know of no more encouraging fact than the unquestionable ability of man to elevate his life by conscious endeavor." - Henry David Thoreau Quotable Quotes "Leaders make decisions and they look for and create alignment within an organization." "The need to be right is the biggest blind spot. Taking the position that I want to be right, I'm gonna burn capital to show the world that I'm right is a very risky way to go about your business." "I made a lot of mistakes. I screwed a lot of things up. Sometimes because I didn't know any better, sometimes because I let my ego make decisions, and sometimes because I was relying on old frameworks that just wouldn't work anymore." "Your go mind shouldn't always drive the car. Sometimes you need to put instinct in the driver's seat and let your brain be the passenger." "Let go of old frameworks. Don't think you know better. Work on self awareness, work on your personal growth edges. Better at you is better at what you do." "Listen with your whole body. Your body knows—that's your gut, your instinct, your intuition. The faster you can listen, receive, and act, the faster you'll be able to go." "Human beings are the only species that can imagine infinite future potentials and bring them into reality. That creative capability is uniquely human and incredibly special." Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Jack Swift Website | www.jackcswift.com Jack Swift LinkedIn | www.linkedin.com/in/jack-c-swift

Regardless of the current age of your children, Lord willing this will be a journey through which you'll have to help your kids walk. Join AMBrewster to better understand key truths that must be considered when choosing a spouse.Truth.Love.Parent. is a podcast of Truth.Love.Family., an Evermind Ministry.Action Steps Purchase “Quit: how to stop family strife for good.” https://amzn.to/40haxLz Support our 501(c)(3) by becoming a TLP Friend! https://www.truthloveparent.com/donate.html Download the Evermind App. https://evermind.passion.io/checkout/102683 Use the promo code EVERMIND at MyPillow.com. https://www.mypillow.com/evermind  Discover the following episodes by clicking the titles or navigating to the episode in your app: Entertainment, Technology, and Media Collection https://www.truthloveparent.com/technology-topic.html  TLP 61: Are There Failure Philosophies in Your Home? https://www.truthloveparent.com/taking-back-the-family-blog/tlp-61-are-there-failure-philosophies-in-your-home The Evidence of Spiritual Life Series https://www.celebrationofgod.com/evidence-of-spiritual-life.html  TLP 45: The Second Most Important Question You Need to Ask Your Kids https://www.truthloveparent.com/taking-back-the-family-blog/tlp-45-the-second-most-important-question-you-need-to-ask-your-kids  TLP 30: Teens and Dating | what God has to say about their crush https://www.truthloveparent.com/taking-back-the-family-blog/tlp-30-teens-and-dating-what-god-has-to-say-about-their-crush  TLP 134: What Is Romantic Love? https://www.truthloveparent.com/taking-back-the-family-blog/tlp-134-what-is-romantic-love  Parenting Your Kids to Adulthood Series https://www.truthloveparent.com/parenting-your-children-to-adulthood.html  Sexuality https://www.truthloveparent.com/sexuality.html  Click here for Today's episode notes, resources, and transcript: https://www.truthloveparent.com/taking-back-the-family-blog/tlp-611-how-to-biblically-help-your-chidren-find-a-spouseLike us on Facebook: https://www.facebook.com/TruthLoveParent/Follow us on Instagram: https://www.instagram.com/truth.love.parent/Follow us on Twitter: https://twitter.com/TruthLoveParentPin us on Pinterest: https://www.pinterest.com/TruthLoveParent/Need some help? Write to us at Counselor@TruthLoveParent.com.

Is 2025 the year you finally buy a dental practice? If you're a recent dental school graduate, GPR resident, or an associate who's been waiting for the right moment — this episode of The Lifestyle Practice Podcast is the wake-up call you need. Dr. Steve Van De Graaff makes a powerful case for dental practice ownership and challenges you to stop waiting and take action. Through real-world financial comparisons and personal coaching insights, Steve breaks down the income potential of being an owner vs. an associate, and why the best time to buy is now — not “someday.” Whether you're weighing the decision between starting a dental practice from scratch or acquiring an existing office, this episode walks you through the numbers, mindset, and practical advantages of ownership — including higher profitability, more flexible scheduling, and long-term equity. Plus, you'll hear how dentists who take early action set themselves up for career success, financial freedom, and more control over their work-life balance. If you want to escape the associate hamster wheel and finally become the CEO of your own dental business, don't miss this one. We cover everything from dentist tax strategy, practice cash flow, and lifestyle design, to how TLP coaching can help you find, evaluate, and purchase your first practice confidently. Connect with us: • Learn more about 1 on 1 coaching • Get access to TLP Academy • Subscribe to The Lifestyle Practice Podcast • Email Derek at derek@thelifestylepractice.com • Email Matt at matt@thelifestylepractice.com • Email Steve at steve@thelifestylepractice.com

In this video I cover what I think is currently the biggest issue facing the upcoming May 2026 TLP server.Check out our community discord here: https://discord.gg/PtE9R9XNC4Watch live at https://www.twitch.tv/zaidegod

Katie Lefkowitz is a neuroscience-trained entrepreneur and the founder and CEO of Harken Foods who's reinventing candy with gut health at its core. In this episode, Katie reveals how her neuroscience background taught her to demand feedback systematically and observe behavior over words—skills that proved universal across consulting, scaling, and founding companies. She shares why she chose measured growth at Harken after experiencing Caulipower's explosive trajectory. Katie explains how the "seven questions framework" helps teams navigate the market's rapid shifts by keeping core values fixed while pivoting operational tactics. Discover practical approaches to data-driven decision-making, building authentic workplace culture, and leading through uncertainty without losing sight of core values. Find The Leadership Podcast episode 490 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Katie Lefkowitz on Reinventing Candy and Culture https://bit.ly/TLP-490 Key Takeaways [03:03] Katie explains her neuroscience background taught her the scientific method, helping evaluate questions less emotionally and with reduced bias. [04:05] Katie describes how all decisions need to be based in data, seeking feedback from every person on the Harken team. [05:44] Katie shares Harken was created after a health scare related to colon cancer introduced her to food as medicine. [07:25] Katie explains Caulipower grew as the fastest growing brand in all of CPG, but for Harken she wants to be more measured. [09:03] Katie confirms the Caulipower success gave her confidence to go at it alone with Harken. [09:48] Katie reflects on trying to be what she thought a leader looked like, being insecure about her age and gender. [11:45] Katie explains there will always be some imposter syndrome, but having Harken within her control has helped relieve that feeling. [13:20] Katie recalls a pitch where the first person said her product doesn't taste good, leaving her crying in the cab to the airport. [15:25] Katie describes watching if people take a second bite during tastings because behavior tells more than words. [16:36] Katie emphasizes listening more than talking as the key leadership lesson. [17:29] Katie explains the company uses Southwest Airlines' seven questions framework where core values don't change but goals and focus do. [19:05] Katie notes that running decisions through core values becomes second nature and prevents losing time on wrong priorities. [20:18] Katie states at their early stage it's about hiring people who believe in what they're doing because culture is what happens when she's not in the room. [21:44] Katie explains parents understand prioritization better because anything to get more time with their kid is of high value. [23:40] Katie reflects that taking pauses to pick up her kid allows her to process things better and make better decisions. [24:46] Katie advises knowing what motivates you—autonomy, mastery, purpose or status, wealth, power—and making decisions based on who you actually are. [27:41] And remember... "If there is no struggle, there is no progress." – Frederick Douglass Quotable Quotes "If you're not telling me I'm doing something wrong or questioning what I'm doing, very frequently, I'm gonna have a problem with that because there's no way that I'm doing everything right." "Listen more than you talk. You will always get a lot more from really hearing people than you're ever going to get from talking at them." "When you're just yourself, it actually comes off much more authentic. And it's those relationships that you're holding yourself back from if you're not able to be your full self." "Have confidence in yourself, own who you are. And it'll actually take you much further than trying to fit into some old mold." "All decisions just need to be based in data and not necessarily, you know, stories." "It's about keeping your core values and making sure that runs through every decision that you're making." "My time is my most valuable resource, not only to myself personally, but to the company." "Taking that pause actually allows me to process things much better. And having that breathing room, I think I just make better decisions." "Know what motivates you... Not who you want people to think you are, but who you actually are." Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Katie Lefkowitz Website | https://harkensweets.com Katie Lefkowitz Facebook | www.facebook.com/people/Harken-Sweets/61551227397377/?_rdr Katie Lefkowitz LinkedIn | www.linkedin.com/in/katielefkowitz Katie Lefkowitz Instagram | @harkensweets TLP478: The Consequences of Inaction with Nick Cooney TLP472: Embracing Uncertainty with Dr. Margaret Heffernan

Annie Duke is a three-time bestselling author, decision strategist, and former professional poker champion. She holds a PhD in cognitive psychology and is co-founder of the Alliance for Decision Education. Annie's latest best-selling book is "Quit: The Power of Knowing When to Walk Away." In this episode, Annie reveals why knowing when to walk away is the most underrated leadership skill. Drawing on cognitive psychology and real-world coaching with executives and venture capitalists, she breaks down why we're wired to stick with bad decisions, and more importantly, how to override that wiring. Annie explains how sunk costs, identity attachment, and status quo bias conspire to keep us committed past the point of reason. Listen now to stop grinding on goals that don't serve you, and start quitting your way to better outcomes. Find The Leadership Podcast episode 489 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Annie Duke on Quitting – Knowing When to Walk Away https://bit.ly/TLP-489 Key Takeaways [02:01] Annie reveals she's an avid tennis player and has a Bernadoodle dog not mentioned in her public bio. [02:54] Annie explains quitting is central to success because decisions are made under uncertainty and even perfect choices have bad outcomes 20% of the time. [06:25] Annie discusses how over-optimism harms decision-making by overestimating both likelihood and quality of good outcomes. [09:41] Annie describes Don Moore's research showing optimistic people just spend more time on unsolvable problems without performing better. [11:44] Annie clarifies that quitting feels too early in the moment but people looking back realize they quit too late. [14:27] Annie explains not quitting creates two problems: pursuing unhelpful goals plus losing opportunity cost of redirected resources. [15:03] Annie recommends using psychological distance through quitting coaches and kill criteria involving mental time travel. [16:19] Annie describes an exercise where executives set six-week benchmarks for underperforming employees, accelerating decisions. [19:38] Annie advises adding "unless" statements to goals since cost-benefit analyses change over time. [24:45] Annie addresses information paralysis by emphasizing the time-versus-accuracy trade-off in decisions. [30:49] Annie acknowledges self-knowledge matters but notes people have competing preferences between short-term wants and long-term values. [33:28] Annie explains how implicit decision-making allows bias to highlight factors supporting desired conclusions. [36:49] Annie explains explicit frameworks resolve short-term versus long-term conflicts by creating future accountability. [37:57] Annie tells negotiation clients every deal can be broken, paralleling keeping quitting as an option. [38:30] Annie addresses opportunity cost neglect where people focus on immediate goals without considering sacrifices. [44:32] Annie connects quitting to innovation since minimal starting information requires flexibility to pivot. [46:22] And remember…"If at first you don't succeed, try again, then quit, there's no point in being a damn fool about it." - W.C. fields. Quotable Quotes "When you make decisions to start things, you are making those decisions under conditions of uncertainty." "When you're thinking about quitting, it will generally feel like it's too early. But when you're looking at someone from the outside, if you're coaching, it'll feel like they're too late." "We quit way too late, as judged by our happiness." "When we don't quit something that we ought to quit, we have a double problem. One problem is that we're doing something that isn't helping us achieve our goals. And the other problem is an opportunity cost problem." "You don't want the goal itself to become an object because it is a representation of a cost benefit analysis." "In order to be a really good innovator, you have to build in this whole idea of quit." "Every deal can be broken, and even if you break it's not broken." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Annie Duke Website | www.annieduke.com Annie Duke X | @annieduke Annie Duke Facebook | www.facebook.com/AnnieDukeAuthor Annie Duke LinkedIn | www.linkedin.com/in/annie-duke-30ab2b5/ Annie Duke Instagram | @_annieduke

No one actually wants their kids to bring them shame, but far too often we set them on the road to do just that. Join AMBrewster to learn how NOT to equip your kids to bring you shame.Truth.Love.Parent. is a podcast of Truth.Love.Family., an Evermind Ministry.Action Steps Purchase “Quit: how to stop family strife for good.” https://amzn.to/40haxLz Support our 501(c)(3) by becoming a TLP Friend! https://www.truthloveparent.com/donate.html Download the Evermind App for free! https://evermind.passion.io/checkout/102683 Use the promo code EVERMIND at MyPillow.com. https://www.mypillow.com/evermind  Discover the following episodes by clicking the titles or navigating to the episode in your app: Children and Shame Series https://www.truthloveparent.com/children-shame-series.html  Parenting Angry Children Series https://www.truthloveparent.com/parenting-angry-children.html  TLP 444: Who Does Chores in Your Home? https://www.truthloveparent.com/taking-back-the-family-blog/tlp-444-who-does-chores-in-your-home  Celebrating God at Work and School https://www.truthloveparent.com/celebrating-god-at-work-and-school.html  Consequences Series https://www.truthloveparent.com/consequence-series.html  A Parent's 5 Jobs Series https://www.truthloveparent.com/a-parents-5-jobs-series.html  TLP 31: Should I Ever Ignore My Child's Sin? https://www.truthloveparent.com/taking-back-the-family-blog/tlp-31-should-i-ever-ignore-my-childs-sin  Martial Arts https://www.youtube.com/watch?v=gSwolFXU5q8  The Merest Christianity Series https://www.truthloveparent.com/the-merest-christianity-series.html  Teach Your Children to Learn Series https://www.truthloveparent.com/teach-your-children-to-learn-series.html  Parenting a Zombie Series https://www.truthloveparent.com/parenting-a-zombie-series.html  Click here for Today's episode notes, resources, and transcript: https://www.truthloveparent.com/taking-back-the-family-blog/tlp-609-equipping-our-children-to-shame-usLike us on Facebook: https://www.facebook.com/TruthLoveParent/Follow us on Instagram: https://www.instagram.com/truth.love.parent/Follow us on Twitter: https://twitter.com/TruthLoveParentNeed some help? Write to us at Counselor@TruthLoveParent.com.

Is it smarter to buy a dental practice or build one from the ground up. In this episode of The Lifestyle Practice Podcast, Dr Matt Vogt sits down with TLP coaching client and startup owner Dr Dawson, who shares his powerful journey of launching and growing his practice from zero. If you are a dentist debating startup versus acquisition, this conversation gives you a clear look at what real life looks like when you open a practice from scratch. Dawson walks through how he handled uncertainty, made decisions on the fly, and grew a thriving office in a small town while serving a wide variety of patients and keeping most procedures in house. You will also hear the leadership lessons that shaped him along the way. From building a strong team to handling staff dynamics to finding his true leadership voice, Dawson opens up about what it really takes to create a stable and successful practice. This episode is filled with practical guidance for anyone who wants to grow their dental office, improve their leadership, expand clinical skills, or gain momentum in their career. Dawson's story proves that you can build a practice your way and build it profitably.   Connect with us: • Learn more about 1 on 1 coaching • Get access to TLP Academy • Subscribe to The Lifestyle Practice Podcast • Email Derek at derek@thelifestylepractice.com • Email Matt at matt@thelifestylepractice.com • Email Steve at steve@thelifestylepractice.com

Bernie Banks is a professor and institute leader at Rice University and co-author of "The New Science of Momentum: How the Best Coaches and Leaders Build a Fire from a Single Spark." As a Brigadier General, he led West Point's Department of Behavioral Sciences and Leadership in his final military assignment. In this episode, Bernie decodes how fleeting moments morph into sustained momentum. Drawing on eight years of research, over 250 interviews and thousands of survey responses across sports, business, politics and the military, Bernie shares a tried-and-true model leaders can use to spark movement, sustain it, and redirect it when needed. Momentum doesn't happen by accident—it's built through small wins, clear culture, situation-readiness, and intentional follow-through. Whether you're leading a team, an organization, or your own career, listen in for practical tools to recognize the early spark, harness the energy, and turn it into a flame that drives real progress. You can find episode 488 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Bernie Banks on From Fleeting Moments to Sustained Momentum https://bit.ly/TLP-488 Key Takeaways [03:27] Bernie explains the book originated from the 2017 Super Bowl when the Patriots came back from 28-3 to win against the Falcons. [06:39] Bernie explains momentum is overlooked because people view it as common sense rather than a vital leadership skill. [08:23] Bernie outlines the momentum model starts with leadership setting culture, then moving into preparation where leaders actively seek to generate momentum. [11:29] Bernie uses Nvidia as an example, explaining they made strategic decisions long ago to prepare for the AI revolution. [14:05] Bernie emphasizes "culture is not what you talk about, it's what you tolerate, it's what you reinforce." [15:35] Bernie shares Alan Mulally telling a disruptive Ford executive they needed a transition conversation because those behaviors wouldn't be tolerated. [19:23] Bernie quotes Warren Buffett on hiring: look for smart, driven, and principled people, never hiring someone high on the first two without the third. [21:57] Bernie explains hiring depends on whether you need to maintain or innovate. [25:05] Bernie advises being open and honest with people about gaps they'll have to address for the new reality. [27:39] Bernie explains momentum requires both managers who optimize systems and leaders who produce change. [30:36] Bernie notes the most effective leaders were high on both people and results orientation. [33:17] Bernie discusses the Pygmalion study, stating people rise to the level of expectations when leaders show vested interest in their well being. [34:51] Bernie explains he replaced "failure" with "embrace challenge" because failure has negative connotation and finality. [37:23] Bernie emphasizes intentionality matters, explaining legacy means our story will be told by others, not ourselves. [41:44] Bernie closes stating "momentum is leader business" and the book is designed as a how-to guide with immediate actions. [44:30] And remember…"The world is wide, and I will not waste my life in friction when it could be turned into momentum." - Frances E. Willard Quotable Quotes "Culture is not what you talk about. It's what you tolerate. It's what you reinforce." "Results are one thing, but the how matters." "Momentum is not something they stumbled upon. It was something they actively sought to generate." "People will rise to the level of your expectations so long as they believe you have a vested interest in fostering their well being and that you're equipping them to meet those expectations." "In the best organizations, accountability is the word, and in many organizations, accountability is a bad word." "Challenges can lead to opportunities, and we can always learn things along the way as we push through challenges." "Legacy comes from the Latin word legatus, which means people, person, delegated, which means our story will not be told by self." "Be intentional. The great leaders are." "Momentum is a leader business. " "A core obligation of every leader is to put their people in a position to win." "You don't put people in a position to win by watering down expectations." "Wherever there's a challenge, there's an opportunity." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Bernie Banks Facebook | www.facebook.com/bernard.banks.9 Bernie Banks LinkedIn | www.linkedin.com/in/bernard-bernie-b-4458003

What does it mean that “change demands death”? Join AMBrewster to learn about the necessary death that will result in life for you and your kids.Truth.Love.Parent. is a podcast of Truth.Love.Family., an Evermind Ministry.Action Steps Purchase “Quit: how to stop family strife for good.” https://amzn.to/40haxLz Support our 501(c)(3) by becoming a TLP Friend! https://www.truthloveparent.com/donate.html Download the Evermind App. https://evermind.passion.io/checkout/102683 Use the promo code EVERMIND at MyPillow.com. https://www.mypillow.com/evermind  Discover the following episodes by clicking the titles or navigating to the episode in your app: The First Step to Being a Good Parent https://www.truthloveparent.com/the-first-step-to-being-a-good-parent.html  Evidence of Spiritual Life Series https://www.celebrationofgod.com/evidence-of-spiritual-life.html  How to Become a New Parent in the New Year Series https://www.truthloveparent.com/how-to-become-series.html  Change Starts with Me Series https://www.truthloveparent.com/change-starts-with-me-series.html  TLP 275: Continuing Change for Your Family https://www.truthloveparent.com/taking-back-the-family-blog/tlp-275-continuing-change-for-your-family  TLP 320: Parent Your Children for Change https://www.truthloveparent.com/taking-back-the-family-blog/tlp-320-parent-your-children-for-change  TLP 528: If You Want to See Change in Your Family, You Absolutely Must . . . . https://www.truthloveparent.com/taking-back-the-family-blog/tlp-528-if-you-want-to-see-change-in-your-family-you-absolutely-must  The Spiritual Warfare in Your Home Series https://www.truthloveparent.com/spiritual-warfare-in-your-home.html  Evangelism Parenting https://www.truthloveparent.com/evangelism-parenting-series.html  Click here for Today's episode notes, resources, and transcript: https://www.truthloveparent.com/taking-back-the-family-blog/tlp-608-change-demands-deathLike us on Facebook: https://www.facebook.com/TruthLoveParent/Follow us on Instagram: https://www.instagram.com/truth.love.parent/Follow us on Twitter: https://twitter.com/TruthLoveParentPin us on Pinterest: https://www.pinterest.com/TruthLoveParent/Need some help? Write to us at Counselor@TruthLoveParent.com.

Hans Lagerweij is the author of The Why Whisperer: How to Motivate and Align Teams That Get Your Strategy Done. In this episode, Hans shares that he wrote the book after watching great strategies fail during execution. He saw a gap between understanding the importance of purpose and actually implementing it. Hans explains that you can't shout your way to purpose. Whispering requires getting close to your team and having two-way conversations. He emphasizes that leaders need to listen to personal motivations and ideas from team members. Hans presents three options when there's misalignment between personal and organizational purpose: change your personal why, take leadership to influence the organizational why, or leave. Listen to this episode to learn how to move your organization's purpose from theory into practice. You can find episode 487 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Hans Lagerweij on Three Ways to Motivate Teams and Align Strategy https://bit.ly/TLP-487 Key Takeaways [03:06] Hans reveals his first job at 15 was in a DIY store managing screws and tools, sparking his commercial curiosity. [05:04] Hans explains the "Why Whisperer" addresses the gap between Simon Sinek's purpose theory and practical implementation. [06:25] Hans attributes strategy failure to lack of discipline in communicating and aligning teams, not discipline itself. [07:06] Hans explains whispering means close two-way conversations with teams rather than top-down broadcasting. [10:37] Hans outlines three options for misaligned purposes: change your why, influence the organization's why, or leave. [15:35] Hans talks about clarifying the why and how that helps simplify decision making for leaders. [19:18] Hans recommends asking team members what makes them most proud to understand what drives them. [20:53] Hans introduces the "reverse elevator pitch" where leaders articulate direction, importance, and excitement in three minutes. [22:30] Hans explains "purpose" is universal across cultures but requires different communication approaches depending on cultural norms. [27:47] Hans challenges leaders to move "purpose" from wall posters into the organization's heartbeat. [28:50] And remember…"The louder the world becomes, the more radical it is to whisper truths. Not to be heard by all — but to be remembered by someone" - Lawrence Nault Quotable Quotes "You can't shout your way to purpose." " Whispering means you need to be so close with your team to have actually a conversation, a two way conversation and you know, to listen to ideas and personal motivations from your team. So yeah, it's really whispering to me is, you know, about getting people to own the why, not just follow it. So it is seriously going from a beautiful slogan on the wall to something that is, you know, in the hearts and minds. " "A clear purpose really helps, you know, to reduce options. Choices from a million to just a few right ones." "A clear purpose absolutely will save your time, will, you know, set your directions. As I said, it's your North Star." "Purpose is absolutely universal language, but, you know, you have to speak it in different accents." "In the end, the most powerful strategy is the one that your team believes in and that they're willing to fight for." "If there is a conflict between the two, if there's disconnect, it will always feel like misalignment. It will always feel like, you know, you're not at the place in that organization." "If you can synchronize individual and organizational purposes, you know, or wise, you know, then you create an authentic connection that really drives results." "In every culture, in every country, you know, people want to feel a sense of purpose. I think it's simply a fundamental human need." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Hans Lagerweij Website | www.hanslagerweij.com Hans Lagerweij X | @hanslagerweij Hans Lagerweij LinkedIn | www.linkedin.com/in/hanslagerweij Hans Lagerweij Instagram | @hansblagerweij

If tomorrow it were proven that God doesn't exist and that the Bible is completely false, what would change in your life? Join AMBrewster to learn about the importance of this question and how to use it in your parenting.Truth.Love.Parent. is a podcast of Truth.Love.Family., an Evermind Ministry.Action Steps Purchase “Quit: how to stop family strife for good.” https://amzn.to/40haxLz Support our 501(c)(3) by becoming a TLP Friend! https://www.truthloveparent.com/donate.html Download the Evermind App. https://evermind.passion.io/checkout/102683 Use the promo code EVERMIND at MyPillow.com. https://www.mypillow.com/evermind  Discover the following episodes by clicking the titles or navigating to the episode in your app: The Merest Christianity Series https://www.truthloveparent.com/the-merest-christianity-series.html  The Four Children Series https://www.truthloveparent.com/the-four-children-series.html  Parenting Lying Children Series https://www.truthloveparent.com/parenting-lying-children-series.html  Teach Your Children to Obey Series https://www.truthloveparent.com/teach-your-children-to-obey-series.html  TLP 45: The Second Most Important Question You Need to Ask Your Kids https://www.truthloveparent.com/taking-back-the-family-blog/tlp-45-the-second-most-important-question-you-need-to-ask-your-kids  Click here for Today's episode notes, resources, and transcript: https://www.truthloveparent.com/taking-back-the-family-blog/tlp-607-what-would-change-in-your-homeDownload the Evermind App! https://evermind.passion.io/checkout/102683Like us on Facebook: https://www.facebook.com/TruthLoveParent/Follow us on Instagram: https://www.instagram.com/truth.love.parent/Follow us on Twitter: https://twitter.com/TruthLoveParentFollow AMBrewster on Facebook: https://fb.me/TheAMBrewsterFollow AMBrewster on Instagram: https://www.instagram.com/thebrewsterhome/Follow AMBrewster on Twitter: https://twitter.com/AMBrewsterPin us on Pinterest: https://www.pinterest.com/TruthLoveParent/Subscribe to us on YouTube: https://www.youtube.com/channel/UCTHV-6sMt4p2KVSeLD-DbcwClick here for more of our social media accounts: https://www.truthloveparent.com/presskit.htmlNeed some help? Write to us at Counselor@TruthLoveParent.com.

Lauren Wittenberg Weiner is a speaker, business therapist, and bestselling author of Unruly: Deconstruct the Rules, Defy the Norms, and Define Your Success. In this episode, Lauren shares the pivotal moment that crystallized her unruly philosophy. When told she couldn't do something, she learned to transform that doubt into motivation rather than letting it paralyze her. She explains how reframing negative feedback as challenge fuel drives her leadership. Lauren explains the difference between gatekeepers who clone themselves and gateways who open doors. She tackles the transactional trap and why building an unconditionally supportive village matters more than networking scores. Lauren discusses managing multiple demanding roles through ruthless curation of priorities. She emphasizes that priorities must be constantly reassessed as circumstances change. Listen to this episode to learn how breaking free from conventional expectations can lead to more authentic success and fulfillment in both leadership and life. You can find episode 486 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Lauren Wittenberg Weiner on Unruly: Deconstruct the Rules, Defy the Norms, and Define Your Success https://bit.ly/TLP-486 Key Takeaways [02:36] Lauren reveals she almost joined the circus as a dancer between college and graduate school after a friend who was a trapeze artist convinced her. [04:09] Lauren explains the philosophy of "unruly" crystallized over many years, starting when she was a "good girl" who did everything expected of her. [09:12] Lauren discusses her "prove me wrong" attitude, explaining she reframes negative feedback as a challenge rather than trying to forget it, using research about not thinking about a white bear. [13:09] Lauren outlines her three-step framework: know the rules, find the space between them, and change them when needed. [15:42] Lauren clarifies she's "not a big believer in breaking the rules" but rather in knowing what rules say, finding space within them, and changing them consciously and thoughtfully when they don't work. [22:16] Lauren describes the shift from leaders being "gatekeepers" who pick people who look and think like them to being "gateways" that allow different people to prove they're qualified. [25:28] Lauren discusses transactional versus non-transactional relationships, and emphasizes the importance of having an "unconditionally supportive village" of people who pick you up when you're down and cheer for you unconditionally when you succeed. [29:23] Lauren explains how redefining luck as preparation influenced their breakthrough when winning a $200 million SOCOM contract, saying "we didn't get lucky, we were prepared." [33:48] Lauren discusses "ruthless curation" of priorities as an iterative process, using the example of her kids being a priority but their spirit week costumes not being her priority. [37:54] Lauren advises her 35-year-old self to "stop worrying about what anyone else thinks, figure out what you want" and own your decisions without feeling guilty. [40:25] And remember…"Never assume you can't do something. Push yourself to redefine the boundaries." - Brian Chesky Quotable Quotes "Just because you can do something doesn't mean you have to." "You can't hack your own psychology. You can't stop doing what your brain is going to make you do, but you can move around it and understand it and use it to your own advantage." "It's not about bringing people in that aren't qualified. It's about allowing people to show that they're qualified, even if they don't look or think or have gone on the exact same trajectory that everyone who came before did." "Transactional begets transactional and non transactional begets non transactional." "You've gotta have the same people who will pick you up when you're down and who will cheer for you unconditionally when you make it." "Stop worrying about what anyone else thinks, figure out what you want." "Nobody else gets to define for you what makes sense for you, but then own your decisions." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Lauren Wittenberg Weiner Website | https://laurenwittenbergweiner.com Lauren Wittenberg Weiner Ted Talk on ""Credibility and Connection Through Thoughtful Authenticity ": https://www.youtube.com/watch?v=2BjOjr7FLyI Lauren Wittenberg Weiner Podcast | Unruly The Podcast Lauren Wittenberg Weiner Facebook | www.facebook.com/TheLaurenWittenbergWeiner Lauren Wittenberg Weiner LinkedIn | www.linkedin.com/in/lauren-wittenberg-weiner-1732865 Lauren Wittenberg Weiner Instagram | @laurenwittenbergweiner

Each choice we make grows from another. When we only parent the most visible choice, we're missing the chance to parent the root. Join AMBrewster as he teaches parents to uncover the root of behavioral issues.Truth.Love.Parent. is a podcast of Truth.Love.Family., an Evermind Ministry.Action Steps Purchase “Quit: how to stop family strife for good.” https://amzn.to/40haxLz Support our 501(c)(3) by becoming a TLP Friend! https://www.truthloveparent.com/donate.html Download the Evermind App. https://evermind.passion.io/checkout/102683 Use the promo code EVERMIND at MyPillow.com. https://www.mypillow.com/evermind  Discover the following episodes by clicking the titles or navigating to the episode in your app: The Merest Christianity Series https://www.truthloveparent.com/the-merest-christianity-series.html  Biblical Parenting Essential Series https://www.truthloveparent.com/biblical-parenting-essentials.html  Parenting a Zombie Series https://www.truthloveparent.com/parenting-a-zombie-series.html  TLP 39: The Indispensable Parenting Tool Called Revolving Priorities https://www.truthloveparent.com/taking-back-the-family-blog/tlp-39-the-indispensable-parenting-tool-called-revolving-priorities  TLP 183: Revolving Priorities | A Biblical Example https://www.truthloveparent.com/taking-back-the-family-blog/tlp-183-revolving-priorities-a-biblical-example  TLP 308: The Point of (nearly) Every Conversation https://www.truthloveparent.com/taking-back-the-family-blog/tlp-308-the-point-of-nearly-every-conversation  Click here for Today's episode notes, resources, and transcript: https://www.truthloveparent.com/taking-back-the-family-blog/tlp-606-how-resolving-one-problem-needs-to-reveal-anotherDownload the Evermind App! https://evermind.passion.io/checkout/102683Like us on Facebook: https://www.facebook.com/TruthLoveParent/Follow us on Instagram: https://www.instagram.com/truth.love.parent/Follow us on Twitter: https://twitter.com/TruthLoveParentPin us on Pinterest: https://www.pinterest.com/TruthLoveParent/Need some help? Write to us at Counselor@TruthLoveParent.com.

Hal Elrod is the bestselling author of "The Miracle Morning: The Not-So-Obvious Secret Guaranteed to Transform Your Life (Before 8AM)." The book offers a practical morning routine that has transformed the lives of over 3 million people. In this episode, Hal describes discovering the six practices that became the SAVERS method (Silence, Affirmations, Visualization, Exercise, Reading, Scribing) during the 2008 financial crisis when he needed to rebuild his life and income. He shares how implementing these practices every morning doubled his income within two months and became the foundation for helping millions of others. Listen to the full episode to hear how Hal turned life's hardest moments into practical tools for personal transformation and daily excellence. You can find episode 485 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Hal Elrod on Transform Your Life (Before 8AM) https://bit.ly/TLP-485 Key Takeaways [02:44] Hal reveals he realized during cancer at 37 that he was a workaholic, so now he drives his kids to school daily and shortens his workday to align with his family priority. [04:33] Hal explains he learned the five minute rule at age 20 selling Cutco by feeling emotions for five minutes then saying "can't change it" and moving forward. [07:25] Hal recounts being hit by a drunk driver at 70 mph at age 20 where he broke 11 bones and died at the scene for six minutes but applied the five minute rule to accept his reality. [13:26] Hal confirms the five minute rule is the practical bridge to Viktor Frankl's concept of choosing one's attitude in any circumstance. [21:05] Hal explains the Miracle Morning program and why the morning routine is important for making every day your best day. [29:37] Hal shares that the expanded edition of his book adds 20 pages to the SAVERS section and two new chapters called the Miracle Evening and the Miracle Life. [33:00] Hal shares that he gives up three hours of work each day to drive his kids to school, choosing lasting memories with them over more book sales. [37:58] Hal explains that his experiences guide him toward a higher power's purpose and shares that his parents' response to his sister's death taught him to turn adversity into service. [43:12] Hal defines a good life as fulfilling your potential in service of others by showing up as your best self every day from a place of love. [46:16] And remember…"When you arise in the morning, think of what a precious privilege it is to be alive - to breathe, to think, to enjoy, to love." - Marcus Aurelius Quotable Quotes "It's okay to be negative and get upset when things don't go your way, but do not dwell on it for an extended period of time." "Set your timer for five minutes and give yourself five minutes to feel your emotions fully. Don't suppress them, don't try to act the way you think you should. Bitch, moan, complain, cry, vent, whatever you gotta do." "Every painful emotion that we experienced was self created by our resistance to our reality." "The last of man's freedoms, is to choose one's own attitude in any given set of circumstances." "You cannot change reality in this moment as it exists. You can only do things in this moment to change the next moment or the moment after that." "I believe that we create our own statistics." "Your level of success will seldom exceed your level of personal development." "If you win the morning, you win the day because you're putting yourself in a peak physical, mental, emotional and spiritual state." "Family men with businesses, not businessmen with families." (Front Row Dads tagline) "Everything you've been through is intentional and it's part of your journey, so you can help as many people as you possibly can." "Every day you wake up and you ask like, what's the best version of myself today? How can I show up at my best? How can I fulfill my limitless God given potential today?It's fulfilling your potential in service of others." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Hal Elrod Website | http://miraclemorning.com Achieve Your Goals Podcast | https://podcasts.apple.com/us/podcast/achieve-your-goals-with-hal-elrod/id820889267 Hal Elrod X | @halelrod Hal Elrod Facebook | www.facebook.com/groups/MyTMMCommunity Hal Elrod LinkedIn | www.linkedin.com/in/hal-elrod-aa054324a Hal Elrod Instagram | @hal_elrod Watch The Miracle Morning Movie for free: https://miraclemorning.com/movie/ The Miracle Morning App | https://miraclemorning.app/

Brandon Sawalich is the President and CEO of Starkey, leading 6,000 employees across 29 countries in the hearing healthcare industry. In this episode, Brandon addresses how healthcare leaders balance innovation with human connection. He explains that hearing health requires both cutting-edge AI technology and personalized care from healthcare professionals. He shares leadership lessons from guiding Starkey's transformation into a global brand while preserving its family culture. Brandon discusses how to maintain core values while under pressure to prioritize patient outcomes over stock market demands. Listen to this episode to discover how Brandon leads with purpose in an industry that transforms lives, balances innovation with human connection, and maintains company culture during global growth. You can find episode 484 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Brandon Sawalich on Balancing Innovation with Human Connection https://bit.ly/TLP-484 Key Takeaways [05:01] When asked about balancing innovation with human elements in healthcare, Brandon explains hearing technology has evolved from analog whistling devices to AI-powered solutions, noting "We were the first to pioneer using AI back in 2000, starting in 2017 and we're in our eighth generation now." [07:01] Brandon outlines leadership challenges in managing multiple stakeholders, emphasizing "What's best for the patient is best for our customer is best for Starkey." [08:26] When asked about protecting culture while growing globally, Brandon explains his approach: "We hire for attitude and develop the talent because that attitude has to fit within the Starkey culture." [10:04] Brandon describes their training philosophy as "the Starkey way," emphasizing mentoring over traditional training programs and stating "I want one way" rather than multiple programs. [12:14] When asked about balancing kindness with results, Brandon explains his leadership approach: "I work for you. We all have to hold each other accountable." [14:21] Brandon defines being "the best" in their industry by focusing on sound quality and ease of use, explaining "to be the best is yes, you have to run an efficient company" and have "the best sounding sound quality hearing aid in the world." [15:41] Brandon reveals the hearing aid industry structure: "The hearing aid industry is made up of five companies in the world. Starkey is the only US owned and operated." [16:56] When asked what makes him the best leader, Brandon emphasizes accessibility and continuous learning, stating "I'm always available to the team if they need it" and "I'm always curious." [19:58] When asked about being overwhelmed, Brandon explains he's not overwhelmed because "I love this company. I've been here 31 years and I'm honored to have the job." [24:06] Brandon shares pivotal experiences that shaped his leadership, including leading industry advocacy in Washington D.C. from 2017 and navigating COVID-19 challenges. [30:53] When asked about daily improvement, Brandon identifies time management as key: "my time management and am I spending, you know, the time on, you know, 20% of the things that are going to make an 80% impact for the company." [33:05] Brandon concludes with parting counsel for leaders: "Don't be a blockbuster. Push yourself. You know, innovate or die" and emphasizes "complacency kills." [34:19] And remember…"I have learned silence from the talkative, toleration from the intolerant, and kindness from the unkind, yet strange, I am ungrateful to those teachers" - Khalil Gibran. Quotable Quotes "It's not just about sound and amplifying sound. You have to personalize and customize something in a very personal business because you have to care and hearing healthcare professionals have to care about the patient in front of them and it's better hearing with a human touch." "You have to make your mistakes. You have to fail in order to improve yourself and move forward. You know, if you're going to fail fast." "If you got somebody that's not the right fit, you know, you have to be able to have the courage to hit that head on and make change." "It's not about coming up and say, well, you didn't produce this much. We need to sit down and talk. It's kind of sitting down and a little bit of a human approach. Common sense is, hey, tell me what's going on." "I'm not going to ask anybody to do anything that I wouldn't do myself. And I'll get a cup of coffee, I'll pick somebody up at the airport, whatever it takes. Because again, that's the team approach and very much lead from the front." "You got to be comfortable being uncomfortable." "Don't lose sleep over the competition, lose sleep over are we making progress or not? Are we getting better? Because complacency kills." "Don't be blockbuster. Push yourself. You know, innovate or die. And you've got to have the courage to change because change management. People's afraid of change." Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Brandon Sawalich Website | www.starkey.com Brandon Sawalich X | @starkeyhearing Brandon Sawalich LinkedIn | www.linkedin.com/in/brandonsawalich Brandon Sawalich Instagram | @brandonsawalich