Podcasts about turning followers

In this episode of 'Passports, Profits, and Pixie Dust,' learn how to strategically leverage Instagram and Facebook to grow your travel business. Discover the importance of optimizing your profile, utilizing stories, reels, and Facebook groups, and engaging with followers to convert them into clients. The episode also covers the best types of posts, the importance of engagement over reach, and practical tips for turning followers into email subscribers. Tune in for actionable advice designed specifically for travel advisors looking to attract and retain dreamy clients online. 00:00 Introduction to Growing Your Travel Business Online 00:53 Leveraging Instagram and Facebook for Travel Leads 03:43 Optimizing Your Social Media Profiles 11:34 Effective Use of Stories, Reels, and Facebook Groups 17:00 Engagement Over Reach: Building Relationships 19:22 Creating Content That Converts 24:13 Conclusion and Next Steps 25:10 Turning Followers into Email Subscribers Links mentioned: Sign up for the Travel Agent Marketing Studio: https://www.lindsaydollinger.com/links Connect with Lindsay: Learn more about the travel agent business or get quotes for a trip: https://www.lindsaydollinger.com/travel Connect with Lindsay: https://www.lindsaydollinger.com Get your ticket to Purpose, Profits, and Pixie Dust Live here: https://lindsaydollinger.regfox.com/purpose-profits-and-pixie-dust-live Get 10% off your order at https://www.bellablingshop.com with code PODCAST Tag @lindsaydollinger on IG when you listen and share the show! Please subscribe to the show and leave a quick review! Appreciate you!

A discussion about creating and nurturing passive investor leads through sales funnels. Connect with Jason:https://intentionallyinspirational.com/https://www.youtube.com/@intentionallyinspirationalClick to text the show! Email Jonathan with comments or suggestions:podcast@thesourcecre.comOr visit the webpage:www.thesourcecre.com*Some or all of the show notes may have been generated using AI tools.

Do you have enough of a following to bring in business? Knowing how to leverage your following (regardless of size) can be key to a thriving business. Before TikTok, TV, and fame, Marc D'Amelio has been killing it in the apparel and footwear industry. He joins the show today to share some of his best business and sales tips, as well as insights that have helped him and his projects succeed.  Resources: Marc D'Amelio: Instagram | Facebook D'AMELIO FOOTWEAR ON HUBVENTORY Join The Boutique Hub  Boutique Summit 2025 Retail Bootcamp  2025 Boutique Boss Planner  Ashley Alderson: Instagram  The Boutique Hub: Website | Facebook | Instagram | Pinterest | TikTok | YouTube 

In this episode of the Digital Business Evolution Podcast, Jess is talking all things social media. Have you ever felt like your social media strategy just isn't working? Jess is digging deep into why that might be the case and what you can do to transform your approach to get the results you deserve. It's not about more content; it's about the right content. Jess, a seasoned online business expert, breaks down turning social media followers into buyers without the sleazy sales tactics. With over a decade of experience, she shares her journey of building a successful business with a small audience and offers insights into crafting high-converting content that genuinely connects with your audience.  Learn about the five different types of social media content and how to use them effectively. Plus, get access to a free 13-page PDF guide to walk you through every step of the way. Tune in for an engaging session packed with actionable strategies to help you break free from the algorithm blame game and start making consistent sales online.  As always, cheers to your evolution! Key Takeaways: Importance of stories for connection and retention Importance of community over audience Authentic calls to action focusing on transformation Episode Resources Turn followers in buyers by using the Social Media Launch Kit Connect with Jess Instagram: @iamjessicaderose TikTok: @iamjessicaderose YouTube: Jessica DeRose 

Chapter 1 What's Turn the Ship Around! by L. David Marquet"Turn the Ship Around!" by L. David Marquet is a leadership book that shares the author's experiences as a U.S. Navy submarine captain. Marquet emphasizes the importance of empowering individuals to take ownership of their work rather than following a top-down command structure. He details how he transformed the USS Santa Fe, a struggling submarine, into one of the best-performing ships in the fleet by promoting a culture of competence and control at all levels. The book introduces concepts like ‘leader-leader' rather than ‘leader-follower,' encouraging leaders to foster an environment where employees are encouraged to think critically, make decisions, and become actively engaged in their roles. Through practical insights and anecdotes, Marquet illustrates that when individuals are trusted and given responsibility, performance and morale improve dramatically.Chapter 2 Turn the Ship Around! by L. David Marquet Summary"Turn the Ship Around!" by L. David Marquet is a leadership and management book that recounts the author's experience as a U.S. Navy submarine captain. Marquet took command of the USS Santa Fe, a submarine that was struggling with low morale and poor performance. Instead of maintaining the traditional top-down leadership approach, Marquet implemented a new philosophy of leadership that he termed "leader-leader" rather than "leader-follower." Key Themes and Concepts:Empowerment and Ownership: Marquet emphasizes the importance of empowering individuals at all levels of an organization. He believed that by giving his crew members ownership of their tasks, they would feel more engaged and responsible for their work. Instead of merely following orders, crew members were encouraged to think critically and make decisions.Control vs. Competence: Traditionally, leaders feel the need to maintain control over their subordinates, which can lead to bottlenecks and disengagement. Marquet argues that leaders should instead focus on building competence within their organization, allowing team members to operate independently with confidence.Communication and Trust: Effective communication is critical in any organization. Marquet cultivated an environment where crew members felt safe to express their ideas and concerns. Establishing trust among team members led to improved collaboration and innovation.Intent-Based Leadership: Instead of the typical command-and-control structure, Marquet introduced the concept of intent-based leadership, where leaders communicate their intent and the team members take the initiative to act. This shift encourages proactivity and adaptability in teams.Decentralizing Decision-Making: Marquet restructured the decision-making process, allowing more junior crew members to make decisions on their own. This approach not only reduced the burden on leaders but also allowed for quicker and more effective responses to challenges. Results:Under Marquet's leadership, the USS Santa Fe transformed from one of the worst-performing submarines in the fleet to one of the best. The morale and engagement of the crew improved significantly, showcasing the effectiveness of his leadership approach. Conclusion:"Turn the Ship Around!" serves as a practical guide for leaders looking to inspire and empower their teams. Marquet's experiences demonstrate that leadership can be transformative when leaders focus on enabling their people to take ownership and responsibility for their work, ultimately leading to better outcomes and a stronger organizational culture.Chapter 3 Turn the Ship Around! AuthorL. David Marquet is a retired United States Navy captain best known for his innovative leadership practices which he documented in his bestselling book "Turn the Ship Around!: A True Story of Turning Followers into Leaders." This book was first published in 2013...

In this episode, we're joined by Fatima Mohemedhen Louly, beauty influencer and founder+CEO of Define Beauty by F.M.A. After moving from Mauritania to the US at 17 years old, pursuing behavioral neuroscience, and working at Sephora as a beauty advisor, Fatima decided to launch Define Beauty, a cosmetics company that empowers individuals to embrace their unique beauty with high-quality and cruelty-free products for a range of skin tones. Listen as Fatima shares her journey and offers some advice for those looking to pursue their dreams!

In this episode, I share how to transform your social media followers into paying clients with simple, effective sales strategies. You don't need a massive following to monetize—you need systems that work. I break down how to qualify leads in DMs, guide them through high-converting workflows, and iterate your processes for better results. Whether you're selling courses, memberships, or services, this episode is packed with actionable advice to help you simplify your sales and grow your business.In this episode, we discuss:[00:00] Introduction: Why you don't need 10,000 followers to start making money.[01:23] Why most sales happen off-platform and how to create a distraction-free sales environment.[03:39] Using DM automation to guide followers into high-intent conversations.[06:01] Qualifying leads with strategic questions to build desire before sharing links.[08:23] Follow-up strategies: How to nudge leads who don't take action right away.[09:22] Best workflows for different offers:Courses under $1,000: Send directly to a landing page with minimal steps.Courses over $1,000: Use application forms or VSL pages to qualify buyers.Memberships: Focus on community-building and nurturing in DMs.[12:44] The importance of simplicity in scaling your systems for long-term growth.[15:06] Iterating systems: How to identify gaps in your workflows and fix them.[20:47] Why alignment between your content and your offer is crucial for conversions.-------Thanks for listening! Here's what you need to do next

In this episode, we welcome Jillian Leslie, founder of Catch My Party and Milo Tree, to share strategies for bloggers and online entrepreneurs looking to diversify and grow. Jillian discusses her journey in blogging, the power of digital products, and how simple tools can help you start and scale your business. https://creativesonfirepodcast.com/episode169 Key Takeaways: Create Real Connections with Your Audience Jillian emphasizes building genuine relationships over just growing numbers. Use a welcoming popup to convert site traffic into followers, creating an engaged audience who values your content. Start Small with Digital Products Avoid starting with complex projects like full courses. Instead, begin with simple digital products, like an ebook or a paid workshop, to test interest. Jillian's tool, Milo Tree Cart, makes it easy to sell memberships, subscriptions, and digital downloads without complicated tech. Use AI and Tools to Simplify Content Creation Jillian shares a free guide with 13 AI prompts to help you create an ebook from start to finish. With AI tools like ChatGPT and design help from Canva, creating and selling digital products has never been easier. Why It Matters: As we move into 2024, it's important to pivot from traditional content creation focused on SEO to building a community around you and your brand. Leveraging small digital products allows bloggers to diversify income streams and stay relevant in a competitive landscape. Tune in and learn how to make real connections and turn your audience into loyal customers! Remember, no one is you, and that's your superpower! Links and resources mentioned during this episode: Want to get started on your first digital product? Grab Jillian's free AI ebook prompts guide at milotree.com/ebookprompts, and reach out to Jillian on Instagram @milotree for more guidance! Free Guide: How to Start a Blog 2025 Content Planner is HERE! SUBSCRIBE AND REVIEW I am honored to share a new Blogging Creative on Fire each week on the podcast to bring you inspiration, behind-the-scenes secrets, and quality tips. I hope it is truly helpful for you. One of the best ways you can bless me in return is to subscribe to the show and leave a review. By subscribing, you allow each episode to be downloaded straight to your phone which helps the download numbers and ensures you never miss an episode. And when you leave a review, you help show others the value of what we provide! You can GO HERE to subscribe and review

Only 6% of your followers will see your Instagram post! Crazy, right? We put so much time and effort into taking the perfect picture and writing the perfect caption… and then almost none of our followers get to see it! And what's even crazier… it takes 6 months of emails or DMs before a client even books their first appointment with you.Marketing seems like a lot of work to have to wait 6 months for one new client!But what if there's something you could do to make your social media marketing more effective? The best part, once you've set it up… it does all the work of ‘warming up' followers to become clients so that you don't have too!I'm talking about automating EVERYTHING; comments, DMs, REPLIES to DMs! Automations change the way you do your marketing. I've loved and used automatons for years… in fact, you may have received an automated message from me before… If you want to grow your Salon and attract new clients, automations is the way to go!I am very excited to be sharing with you this chat that I had with Georgia, a Marketing superstar and owner of SalonBot about all things automations.This is the Turning Followers Into Lifelong Clients… Here is why you should listen to the full episode:Learn what is an automationUnderstand how to use automations to attract new clientsKnow how to successfully implement automations into your marketingSalon MasteryAchieve Salon Growth without being overwhelmed or overworking - it is possible! Salon Mastery is a coaching program that provides you with the tools & support you need to build a profitable & successful Salon. Together, we'll build a 9-part business strategy for your salon with your own dedicated success coach to lead you toward success. Apply Now to Salon Mastery Coaching now.This episode of the Salon Owners Collective Podcast is sponsored by Shortcuts, your leading Salon Software provider. Click HERE to access the exclusive offer!Resources CLICK HERE Join over 6,000 industry experts and Salon Owners in my Profitable & Successful Salon Owners Facebook group.Connect with GeorgiaInstagram FacebookWebsiteResources MentionedGeorgia's Quick Start Guide Sell Like Crazy

Damo and Tisha open the episode by discussing workplace arguments. Damo reads a comment responding to a PTSF YouTube short. Tisha explains why she “quit” social media. Is retirement really so hard? Prayers to everyone who has been impacted by this current Hurricane season. The Navy is celebrating our 249th birthday! Make sure you do it in accordance with the policy. The Exceptional Family Member Program (EFMP) has had some major changes that everyone isn't pleased with and we want to understand why. Damo and Tisha review the updates to MyNavyPortal. What's the difference between GMT and CMT? The Navy has surpassed our recruiting goals this year! This is definitely a win, considering we were not expecting it. It's Domestic Violence Awareness Month and we want to highlight the Family Advocacy Program (FAP) again. A “Do Better” from a listener is read. Damo and Tisha provide a little feedback. Tisha takes Damo on a personal journey about a “Karen” at her job. A Guardsman is trying to sue the government for Malpractice following a botched surgery in Walter Reed. Remember to follow the ‘Permission to Speak Freely' podcast on TikTok, Facebook, Discord, Instagram, and Twitter, and subscribe on YouTube.   To have your “Do Better” reviewed on a future episode please get in touch with us at ptsfpodcast@gmail.com.       Keep up with the ‘Permission to Speak Freely' podcast on our social media and YouTube - https://linktr.ee/Ptsfpodcast   Links from this episode: U.S Navy Birthday Resources - https://www.history.navy.mil/browse-by-topic/commemorations-toolkits/navy-birthday.html   Dissolution of EFMP Categories - https://mccareer.org/wp-content/uploads/2024/10/dissolution-of-navy-efmp-program.pdf   Common Military Training - https://www.mynavyhr.navy.mil/Portals/55/Messages/NAVADMIN/NAV2024/NAV24209.txt?ver=s2MalZl5dN1qGOqyeF0Brw%3d%3d   Navy surpassed Recruiting Goals: https://www.navytimes.com/news/your-navy/2024/10/02/navy-bounces-back-surpasses-recruiting-goals-for-fiscal-year-2024/   Family Advocacy Program Resources - https://www.mynavyhr.navy.mil/Support-Services/Culture-Resilience/Family-Advocacy/   Malpractice Suit: https://www-military-com.cdn.ampproject.org/c/s/www.military.com/daily-news/2024/06/24/paralyzed-during-surgery-walter-reed-guardsman-asks-supreme-court-consider-feres-doctrine-challenge.html?amp       Books of the Week: Damo - Turn the Ship Around! A True Story of Turning Followers into Leaders (L. David Marquet)- https://davidmarquet.com/turn-the-ship-around-book/   Tisha - Damaged but Not Destroyed: From Trauma to Triumph (Michael Todd) - https://www.iammiketodd.com/damaged-but-not-destroyed       Additional Credits: PTSF “Theme Music” - Produced by Lim0

Today is a non-skip episode. You are not allowed to skip. We have the joy of talking to our social media manager- Valentina Garvia. Today we're talking all about Many Chat funnels.  --------------------------------- Show notes: https://theheartuniversity.com/392-turning-followers-into-buyers-with-this-one-strategy-with-val-garcia --------------------------------- www.theheartuniversity.com/bio --------------------------------- Heart Shop: www.theheartuniversity.com/shop --------------------------------- Primally Pure: https://primallypure.com/?rfsn=5649435.725fd3 Use HEARTANDHUSTLE for 10% OFF. --------------------------------- Watch on YouTube: https://youtube.com/@theheartuniversitychannel?si=33lzxpBA9UxKlgTE --------------------------------- If you want to connect with us and other listeners in the Heart and Hustle community join our Facebook group here. --------------------------------- PODCAST10 for 10% off anything from The Shop! www.theheartuniversity.com/shop --------------------------------- Follow along: www.instagram.com/mrslindseyroman www.instagram.com/evierupp www.instagram.com/theheartuniversity  

In this episode, we're joined by Rosalia Lazzara-Tilley, who shares her journey of starting her own business following a COVID redundancy and the valuable lessons she's learned along the way. In today's digital age, leveraging social media to grow your brand, attract investors, and build credibility in a trust-dependent industry has never been more crucial. Rosalia highlights the significance of visibility and the need for consistently engaging with potential clients, suggesting a daily commitment of at least 10 to 20 minutes on platforms like Instagram and LinkedIn. This strategy is particularly effective for lead generation and maintaining a strong reputation. We also explore her favourite platforms, upcoming events, and the importance of staying informed and proactive in business. Whether you're aiming to broaden your reach or enhance your brand, this podcast offers practical insights for every listener. Website: manukamedia.co.uk LinkedIn: https://www.linkedin.com/in/leadgenformortgagebrokers/ Facebook: https://www.facebook.com/leadgenformortgagebrokers Instagram: https://www.instagram.com/manukamedia/ Download your free scorecard that allows property pros and finance experts to assess their current social media performance and gives them free insights on how to improve engagement, visibility and influence: https://rosalia-vyikiw2c.scoreapp.com/

SALES is why we are here! Let's wrap up our IG Challenge with today's episode all about converting followers into customers and two methods that will work for you!   Grab your free content planner here!   Follow and tag me on IG: @thebloggerbrunch   Find show notes and more resources at thebloggerbrunch.com. If you enjoy this episode, leave a review or screenshot this episode and tag @thebloggerbrunch on IG Stories to share with other female entrepreneurs!

Ever wonder about making money off of your Social Media usage? On todays episode, I (https://x.com/CoFoundersNik) sit down with a CPA who harnessed the power of an audience to build a $3M businessIn this episode, Kurtis Hanni (https://x.com/KurtisHanni), explains how he manages clients with revenues ranging from $3 million to $50 million, charging between $3,000 and $10,000 monthly. He also shares his journey from a conventional CFO role to leveraging social media to build a massive following of 180,000 on Twitter and 40,000 newsletter subscribers. Tune in to learn about the strategic role of a CFO, the importance of the cash conversion cycle, and how Kurtis turned viral Twitter threads into a thriving business. Whether you're a small business owner or interested in financial strategy, this episode offers valuable insights you won't find elsewhere.00:23 Meet Kurtis Hanni: The Unconventional CPA01:27 Understanding the Fractional CFO Model03:29 Breaking Down the CFO Role06:53 The Strategic Importance of a CFO14:43 Kurtis's Journey to Fractional CFO19:45 The Power of Social Media24:01 Turning Followers into Business Opportunities24:26 Exploring the Fractional CFO Business Model25:04 Impact of COVID on Fractional CFO Services27:42 Leveraging Distribution Channels for Customer Acquisition30:13 Monetizing Newsletters and Growing Subscriber Base39:15 Rapid Fire Questions and Final ThoughtsPlease LEAVE US A RATING & REVIEWApple: tinyurl.com/bdxbr284Spotify: https://tinyurl.com/5avyu98yYouTube: tinyurl.com/nikonomicsYT

Retired US Navy Admiral Kyle Cozak shares his inspiring journey of resilience and leadership in this episode of the Partnering Leadership podcast. From his upbringing in Las Vegas to his life-altering accident, Admiral Cozak's story is a testament to the power of trust, positive thinking, and determination. He emphasizes the importance of clear communication, trust, and relatability in leadership and how these qualities can empower individuals to make the right decisions. Admiral Cozak's relentless positivity and unwavering belief in finding new opportunities, even in adversity, is truly inspiring. The conversation also delves into the evolution of leadership in the military, with Admiral Cozak highlighting the shift from commanding and telling people what to do to building trust and empowering individuals. Admiral Cozad shares his experiences as the 22nd senior director in the White House Situation Room, where he witnessed the importance of trust and effective decision-making. Admiral Cozak's insights on teaching leadership and cultural change in the military shed light on the challenges of instilling values and perspectives in a diverse group of recruits. Furthermore, Admiral Cozak's journey of overcoming a life-changing injury and determination to find a new purpose is remarkable. His positive mindset, support network, and belief in overcoming obstacles are lessons that can inspire anyone facing challenges in their own lives. Discover the power of the commander's intent and how it can transform decision-making.Uncover the evolution of leadership in the military and the lessons learned from that transformation.Hear the inspiring story of Admiral Kyle Cozad's life-altering accident and his remarkable mindset shift.Learn about the importance of trust and open communication in leadership.Gain insights into teaching leadership and cultural change in the US military.Find out how struggles and determination at the Naval Academy shaped a leader's path.Delve into the experience of serving as the 22nd senior director in the White House Situation Room.Understand the significance of active listening and conversations in developing young leaders.Discover the role of caregivers and a positive outlook in overcoming challenges.Explore the power of relentless positivity and its impact on leadership.Connect with Admiral Kyle CozadRelentless Positivity: A Common Veteran Battling Uncommon Odds at The Naval Aviation Store Admiral Kyle Cozad on LinkedIn Relentless Positivity: A Common Veteran Battling Uncommon Odds on Amazon Partnering Leadership conversations mentionedDavid Marquet, Author of Turn the Ship Around!: A True Story of Turning Followers into Leaders & Leadership Is Language: The Hidden Power of What You Say--and What You Don'tConnect with Mahan Tavakoli: Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website

“It felt like eight, nine years we were like, ‘Did anybody ever see our videos? Does anyone ever comment on our stuff? Like, what is going on? Why? We work so hard, we edit new stuff every day!' Until we started to commit to the audience and give them more of our attention and our time and listen to them, is when it really shifted.” -Sarah Potempa In this episode of Entreprenista, we talked to Sarah Potempa and Erin Potempa-Wall,  sisters who, along with their sister Emily, co-founded Beachwaver, a hair care company specializing in innovative styling tools. Celebrity hairstylist Sarah was known for styling stars like Reese Witherspoon and Camila Cabello when she invented the original Beachwaver, a revolutionary rotating curling iron. Recognizing the potential of this innovative product, Erin left her role in corporate law to  focus on research and development, playing a crucial role in bringing the invention to market. Together, the sisters have built a woman owned, self funded company that emphasizes empowerment, innovation and sustainability. Today, the beach waiver has grown into a global brand inspiring confidence and beauty in women worldwide through its award winning products and strong community engagement. Tune in and hear our conversation with Sarah and Erin, recorded live last month at our Entreprenista Founders Weekend event in Orlando. Sarah and Erin tell us about the evolution of the Beachwaver, how they use analytics and data to understand and build their audience, and the importance of pivoting and evolving as a self-funded, women-owned brand. We talked about:  Launching the Beachwaver on QVC (03:45) Using live social media platforms to educate and market to consumers (04:41) Dividing and conquering as co-founders (09:33) Forecasting production for a new launch (17:50) Tailoring social content to individual platforms (23:31) The inspiration behind Beachwaver's many collaborations (24:54) Connect with Sarah & Erin: Beachwaver Website - Use code: FAVE50 for 50% off until 6/30/24! Beachwaver Instagram Beachwaver TikTok Sarah on Instagram Erin on Instagram Are you ready to make meaningful business connections that lead to real business results?    Join our Entreprenista League community of women founders at entreprenista.com/join! You'll have access to a private community of like-minded Entreprenistas who are making an impact in business every day, special discounts on business products and solutions, exclusive content, private events, the opportunity to have your story featured on our website and social channels, and access to Office Hours with top founders who have been on our show! We can't wait to welcome you, support you, and be part of your business journey!   Thanks for tuning into this week's episode of The Entreprenista Podcast - the most fun business meeting for women founders and leaders. If you enjoyed this episode, please subscribe to the show and leave a review wherever you get your podcasts.   Apple Podcasts | TuneIn | Spotify | Stitcher | iHeart Radio | GooglePlay   Be sure to share your favorite episodes across social media to help us reach more amazing female founders, like you.

In this episode, Andrew explores the intricate role language plays in effective teamwork. We delve into the evolutionary anthropology of language, debates in linguistics and a comparison of the works of Noam Chomsky and Steven Pinker, and the impact of communication protocols in high-stakes environments like aviation and deep space missions. We learn about the distinctions between language and communication, the significance of storytelling, common ground, and shared mental models in team dynamics. This episode is packed with references - if you want to dig deeper, here's some of the key works from people that were mentioned by Andrew:Noam ChomskySyntactic StructuresAspects of the Theory of SyntaxSteven PinkerThe Language InstinctHow the Mind WorksDavid MarquetTurn the Ship Around! A True Story of Turning Followers into LeadersPaul BloomHow Children Learn the Meanings of WordsDescartes' Baby: How the Science of Child Development Explains What Makes Us HumanRay JackendoffFoundations of Language: Brain, Meaning, Grammar, EvolutionThe Architecture of the Language FacultyMichael TomaselloThe Cultural Origins of Human CognitionA Natural History of Human ThinkingElizabeth StokoeTalk: The Science of ConversationH.L. Goodall Jr.Why Communication MattersWalter R. FisherHuman Communication as Narration: Toward a Philosophy of Reason, Value, and ActionJudith OrasanuKey research papers on shared mental models and situational awareness in high-functioning teams.Ute FischerResearch on communication delay in deep space and high-stakes environments.Kathleen MossierStudies on communication and teamwork in NASA and aviation contexts.Francis FreiUnleashed: The Unapologetic Leader's Guide to Empowering Everyone Around YouRoger MartinPlaying to Win: How Strategy Really WorksChapters00:00 Introduction to protocol-driven communication00:27 The role of language in teamwork02:30 Language as a constitutive force in teams03:17 Spoken vs. written communication04:28 Debates in Linguistics: Chomsky vs. Pinker10:21 The evolutionary story of language12:43 Steven Pinker & Ray Jackendoff19:08 The importance of linguistics, and the overstating of body language22:42 The power of storytelling in communication27:45 “Common ground” in team communication29:03 Communication challenges in deep space31:32 Shared mental models and team dynamics32:38 Why explicit communication is necessary to build common ground34:54 Turn the ship around38:25 Common ground in entrepreneurship42:02 “Drilling” to build common ground and shared mental models44:57 Communication in AviationThanks for listening!Music by Tom Farrington

Justin Waller is a blue-collar millionaire, real estate investor, and influencer who teaches young men how to build wealth on Andrew Tate's Real World community.A polarizing figure whose own channels were taken down by Youtube, Justin talked with us about his humble roots; how he built his massive construction company; his real estate investments; why he “feels sorry” for young men (and women) today, and how he developed his unshakeable self-confidence.Justin also talks about: - How he got rich in a blue-collar business- What the E-Myth gets wrong about running a business - Why he puts female managers in charge of his company's operations- How society is setting up young men to fail- How social media is distorting the self-image of young people today- Exactly what to do if you lack self-confidence - Dressing well and getting in peak physical shape- Why he started buying real estate as an “insurance policy”- How he saved $600,000 on taxes using accelerated depreciation- Getting de-platformed along with his associate Andrew TateBooks Mentioned:- Wild at Heart by John Eldredge - Turn the Ship Around!: A True Story of Turning Followers into Leaders by L. David Marquet- The Ideal Team Player: How to Recognize and Cultivate by Patrick Lencioni- The Five Dysfunctions of a Team by Patrick Lencioni- The E-Myth Revisited by Michael GerberConnect with Justin:Website: https://www.justinwinnwaller.com/Twitter: https://x.com/Waller7JConnect with us:Website: https://abetterlife.com/Instagram: https://www.instagram.com/betterlife/?hl=enhttps://www.instagram.com/beardybrandonJustin's charitable cause (100% of ad revenue goes here):- SEAL Future Foundation - a charity dedicated to supporting Gold Star families, providing them with the necessary resources and assistance to navigate their future with strength and resilienceShow Sponsor: - The BetterLife REI Summit May 3-5 in Denver, CO. The most actionable “how to” real estate event for new and experienced investors. Grab your tickets here: https://reisummit2024.com/Interested in building wealth without losing your soul? Join the BetterLife Tribe here: https://join.abetterlife.com/tribe

Dive into the world of real estate marketing with Michael Montgomery and special guest Luke Acree, a database marketing expert and the force behind Reminder Media. In this episode, they explore the power of relationship-building and strategic marketing to propel your real estate business to new heights. Discover actionable insights and tips on leveraging your database, generating referrals, and creating a winning marketing mix that keeps you top-of-mind with your clients. Reach out to Luke https://www.instagram.com/lukeacree/ https://remindermedia.com/podcast/ Timestamps: 00:00 - Introduction to Database Marketing in Real Estate 01:16 - Building Your List: The Foundation of Database Marketing 02:17 - Tips for Engaging Your Database on Social Media 04:08 - The Art of Crafting Personalized Outreach 05:47 - Segmenting Your List for Targeted Marketing 07:03 - The Importance of Consistent Engagement 08:39 - Turning Followers into Leads: Social Media Strategies 10:12 - Navigating Referrals and Building Strong Relationships 11:22 - Overcoming the Fear of Rejection in Real Estate 13:28 - The Power of Asking for Referrals and Connections 15:19 - Events and Touchpoints: Keeping Your Database Engaged 17:17 - The Role of Quality Content in Social Media Marketing 19:46 - Allocating Your Marketing Budget Wisely 21:29 - Common Mistakes Real Estate Agents Make 23:45 - Embracing Vulnerability in Client Relationships 25:41 - Maximizing Touchpoints for Effective Marketing 27:17 - The Impact of Client Events on Lead Generation 29:35 - Leveraging Family Photo Events for Client Engagement 31:09 - Crafting an Effective Social Media Posting Strategy 33:02 - Utilizing DMs and Comments for Personalized Engagement 35:16 - The Importance of Public Accountability in Goal Setting 37:05 - Turning Social Media Followers into Real Estate Leads 39:24 - Balancing Your Marketing Efforts Across Different Channels 41:40 - The Myth of Not Needing to Ask for Referrals 43:48 - Making Genuine Connections Through Social Media 45:52 - Conclusion and Final Thoughts on Real Estate Marketing Success Agent 15-Day Free Challenge: https://courses.revrealestateschool.com/ Social Media: YouTube: https://www.youtube.com/c/RevRealEstateSchool  TikTok: https://www.tiktok.com/@revrealestateschool Instagram: https://www.instagram.com/revrealestateschool/ Rev Real Estate School is here to teach real estate agents how to become successful in their careers and scale anywhere from 0-100 transactions while working 5 days per week by working your SOI and no cold calling, FSBOs, expireds, or online leads. The real estate agent tips and tricks will benefit beginner agents and growing REALTORs® with marketing ideas, database marketing, SOI growth, social media, scripts, dialogues, habits, mindset, networking, and negotiation.

Today on the Take on Board podcast I'm speaking with Julie Bearzatto about Risk. What questions should you be asking about technology and the strategy behind balancing growth & risk Julia has spent 20 years working with technology companies, from startups, scale ups to mature businesses. Much of this time has been in the FinTech space and she become passionate about sharing her experience to educate directors and help companies to scale. Links and ResourcesJulia on LinkedInTurn the Ship Around!: A True Story of Turning Followers into Leaders by L. David MarquetUpcoming TOB EventsAll eventsYou might want to:Join the Take on Board Facebook communityJoin the Take on Board LinkedIn communityFollow along on TwitterWork with meJoin the Take on Board: Kickstarter group programJoin the Take on Board: Accelerator group programFind out more about meContact me Hosted on Acast. See acast.com/privacy for more information.

Bio   Victor is a Lean/AGILE Strategy and Transformation Consultant, helping organisations in emergent environments navigate the path to a successful future via "Agile Ways Of Working". This usually involves developing and implementing Lean/Agile Strategies for these organisations, coaching & mentoring Senior Leaders, Managers and Teams in attaining the Agile Mindset that allows them to achieve high performance. Experiencing this evolutionary journey with clients from traditional ways of working to successfully achieving full Agility is his career passion. With a career path spanning over 30 years, starting as an accountant and Business Analyst, Scrum Master to being an Agile Coach today. His best skill amongst many is as a motivator and his work ethic is all around making work fun. Other passion outside work include helping Africa as a whole achieve Agility – Victor is the creator of the A.P.I.A.M-R.A.T.S Agile Culture Model and also an amateur chef, gastronome and suffering Chelsea FC fan. Victor lives in England with his family, 3 dogs and 12 fish. Interview Highlights 01:40 & 08:00 Childhood bereavement 04:00 The importance of adapting 09:45 A.P.I.A.M-R.A.T.S model 14:50 Using local language 20:00 WakandAGILITY 22:25 Sustainable transformation 29:00 Transformation buzzword 32:15 The importance of timing   Social Media   ·         LinkedIn: Victor NWADU | LinkedIn ·         Email: victor@wakandagility.com ·         Medium: Victor Nwadu – Medium ·         Twitter: @wakandagility   Books & Resources ·         The Goal by Eliyahu M. Goldratt: The Goal: A Process of Ongoing Improvement: Goldratt, Eliyahu M ·         Turn the Ship Around! by L. David Marquet: Turn the Ship Around!: A True Story of Turning Followers into Leaders L. David Marquet ·         The Wisdom of the Crowds by James Surowiecki: The Wisdom of Crowds: Why the Many Are Smarter Than the Few and How Collective Wisdom Shapes Business, Economies, Societies and Nations: James Surowiecki, Erik Singer ·         WakandAGILITY.com: Enabling Agility for Africa: Agile Training, Support and Networking | Wakandagility ·         The A.P.I.A.M. – R.A.T.S. MODEL | LinkedIn Episode Transcript Intro: Hello and welcome to the Agile Innovation Leaders podcast. I'm Ula Ojiaku. On this podcast I speak with world-class leaders and doers about themselves and a variety of topics spanning Agile, Lean Innovation, Business, Leadership and much more – with actionable takeaways for you the listener. Ula Ojiaku So I have with me here Victor Nwadu, who is an agility strategist, Agile coach, everything-in-between, maestro. Victor, it's an honour to have you on the Agile Innovation Leaders Podcast. Thank you so much. Victor Nwadu Thank you, Ula, thank you for having me. Thank you. Ula Ojiaku So let, just tell us, Victor, about your background. What are the things that you've experienced, that have shaped you into who you are today and how you've ended up to where you are professionally? Victor Nwadu I mean, just cutting to the flow, I'm from Nigeria. I'm also, like all Nigerians, educated in Nigeria and then for some, you know, reason found myself here in the UK. If I wanted to pick on anything that has, you know, brought me to where I am and what has driven me to who I am today, I think it's just, it's my childhood, right. I was born to working class parents that, you know, Catholic people that worked hard for everything they've got. And as a Nigerian, you are told, it's instilled in you from a very young age, what the benefit of hard work is. Unfortunately, I was traumatised at the age of 13 by the death of my mum. So, and yeah, left with five siblings and my dad was broken by the course of events, but, you know, at that young age getting to where I am, having to, you know, do what I had to do to get to school and all that and still have these five siblings with me as well. Ula Ojiaku Because you're the first. Victor Nwadu Yes, I'm the first. You know how it is, especially when you're Igbo, right, you're expected to be strong and do it. Ula Ojiaku Di-Okpara (First Born) Victor Nwadu Di-Okpara, you say, that kind of thing, you know, so, yeah. But thank God for today and I find myself here today talking to powerful people like yourself. And I mean, I think that that has made me stronger, and I miss my mum terribly, but if I look back, to be honest with you, the course of events in one's life really defines, helps one define one's destiny. And that's how, you know, so I believe that what I went through in life has made me stronger, you know? So, yeah. I came to the UK, became an accountant, funnily enough, I did what we need to do. Then I find myself being a BA then a, after systems accounting, because I loved computers and all that, you know, then find myself doing, I don't know if you know what SAP is, so I did that for a while. Met a chap, a BA guy that I was doing his invoice, I saw how much was earning and I said, what, Jesus, I mean, tell me what to do, man. I then became a BA from that, then became, at that time, luckily, Scrum was just coming into the industry and, you know, we, I found myself doing something called an Agile BA, that's how I got into Agile. Then became a Scrum Master, became an Agile coach, and the rest is history. So that's basically it in a nutshell. Ula Ojiaku That's interesting, that you started off as an accountant and now you're an agile coach. I mean, I'm not throwing stones. I started off as an Electronic Engineer and I'm an agile coach, but yeah, it's all about, what I'm trying to also tell young people, including my children, that what you start off with doesn't necessarily mean that that's the career you're going to have for your whole life, you know, there is a whole lot of options, but it's just about starting somewhere. Victor Nwadu Especially now, I say the same thing to my kids, especially my son. You need to be in a state of mind where you need to adapt. A lot of paradigm shifts are happening underneath us and, you know, you need to be ready, and you need to be ready to go and adapt to the present circumstances. Otherwise, you know, and this is why we do what we do. Ula Ojiaku Yeah, and I think it starts with a mindset as well, you know, just having that Agile mindset, not to flog it, but agility starts first with the mind. What's your take on it? Because things are changing to be able to adapt and thrive in a rapidly changing world. Victor Nwadu Exactly. I mean, so we are living in exciting times, like you know already, agility was born out of the times that we're living in. It all started with the internet and outsourcing and all that, the world becoming a small village and all that. Then, we then have this digital thing going on and the information age and that brought yourselves all sorts of fantastic things. Things are, because we are utilising and leveraging the power of technology, we find out that we don't need to do certain things. Unfortunately, some jobs have to go, but then new ones are coming in. So all these things started happening, and again, it's affecting generations right now. If you were Generation X like me, you would've seen at least three more generations in your time when these changes are happening. It's crazy. So we now have, how do we survive? You know, you survive by adapting. If you don't adapt, you become obsolete, extinct, and that has tailored it to the industry, and the way we work. And even now talking to you, I'm working from home, I have a home office, you know, and that makes it even more fantastic because I can work anywhere in the world. Right. So what it does now is that it creates a bigger competition, right, where anybody can apply for any job anywhere in the world. It also helps the earth, and I don't want to go into that working from home debate, but that's all these things that are happening are as the consequences of the various paradigm shifts that are happening. So we need to adapt, like you said, in the mind, our mind needs to be open to change. And we need to put ourself in a place where we leverage all the advantages of those changes for our own benefits and so yeah. Ula Ojiaku Well said Victor. I mean, I completely associate with what you've said so far and the changes that are happening, especially with technology. For example, the recent one that's making waves is like AI, you know, so we're now in, someone said we're in the knowledge, information age, but now it's something like augmented age. So it's not just about the information, but it's also about being able to leverage, you know, technology like AI to still do productive work. But it still ties back with being adaptable, being able to learn and unlearn, to remain creative because machines are not taking over anytime soon. Victor Nwadu They can't take over the creative aspect and we need to automate and become, the competitive edge now is about who does things quicker, who gets to the market quicker and who get to the customer quicker? Who satisfies the customer in terms of the value threshold. So yeah, that's what we are, you know, we're creative, but we'll still be the same, but if you don't have creative guys in your design and engineering design, or software design, you're still going to fall back into that obsolete group of people that don't change or are not changing as quickly as it should. So yeah, I agree totally with that. Yeah. Ula Ojiaku Thank you. I know we went off into a rabbit hole, but I did want to just take you a little bit back to what you said earlier when you were talking about the things that happened to you that shaped you into who you are. And you mentioned your mum's death at 13, you know, I'm really sorry about that, and I can't imagine how tough it would be because my son just turned 13 and I can't imagine the difficulty it must be, well, you did say it must have been for you. You said events in one's life defines one's destiny. Can I, so my twist would be, because the same thing could happen to two different people and you have two different outcomes. So could there be something about how they react to it as well? Victor Nwadu Yeah, obviously. I mean, the way people react is the key, right. Yeah. So one person could react, have reacted, okay, fine. You hit the ground, I mean, you fall and you cry, and you get traumatised. Then you kind of rebuild yourself and stand up and keep going. And some people, it's just like a tough man's thing, right? It's a storming it and all that. So people stay in that trough, they never, some teams just stay there, they never rise above, you know, so some people, not because it's their fault, maybe their environment, maybe because resources that are not there to guide them, to help them stand up, you know? Yeah. We're not the same. So, yeah, I just happened to be who I'm hopefully strong enough to have been able to lead myself from that trough. Ula Ojiaku Well, you inspire me and I know that you are an inspiration to many other people as well, so thank you for sharing your story. So you did put together this model, agile culture model A.P.I.A.M-R.A.T.S. Can you tell us a bit about that? Victor Nwadu Actually, I have a little of pause on that. So it's something that, you know, that's been on my mind, the pet project, purely because, you know, some people are saying, are you trying to create another agile, and no, it's not. It's just like a clarion call to people that are coming to Africa and the Middle East to engage in a transformation process. We're looking at the way Agile is, when the forefathers of agile went to Utah to dream up this fantastic thing. I'm sorry, they were not thinking about Africa, they were thinking from their own Western perspective, right. And then we Africans, Agilists and change leaders from Africa, we know that things we've learned from what the manifesto and the principles have taught us, are not that straightforward in from where we come from. So it manifests itself with many of my colleagues in the West that have gone to Africa and met these challenges and have complained. And I say, yes, it's because we are totally different, mindset is different, the Western mindset is totally different. So I've kind of modelled it more to Africa and the Middle East, and mainly to Nigeria and South Africa because that's where I got most of my data from. And it's A.P.I.A.M-R.A.T.S it's actually Agile Practice in Africa and the Middle East. Okay. And the R.A.T.S, I get lots of stick from my friends, the R.A.T.S is just when I kind of listed out the main things, main factors, some of them not that bad, some of them, the bad ones, it just, the best way I could figure it out to make, to create a soundbite was, it came out as R.A.T.S. So you have your religious intrusion, the R is religious intrusion, the A is an age respect paradox, and the T, obviously time. The other one is secrecy cults, and the fifth one, which I've added on later on was language, the leverage language and that kind of stuff, right? So the religious one is the effect of religion in the way we work. If you go to any African or if you go to Nigeria today now, you will see, say for example, people doing their standup. The standup, daily standup is, that's supposed to take an average of 15 minutes. They will give an average of five minutes for prayers and, you know, the way we pray, evangelistic sometimes things more than that. And imagine a Muslim guy in that scene. You know, imagine a Western guy, a Western agile coach and like woah, really? You know, so you have that aspect of it. You also have the age respect paradox. So it's a paradox because yes, while people in the West understand age and respect, in Africa and in the Middle East we take it up a notch or two. You know, where sometimes actually the negative aspect is that somebody that is older than you now thinks because he's older, you cannot allocate well as part of a member of the team, you feel, oh, it's an insult for you to tell them what to do, which is wrong and very crude, but it happens, it happens. So we have that and we also have the African Time, so it's not fair to call it African because the French do it. It's not labelled an such connotative when the French do it… Ula Ojiaku I've been to different countries. They do it. I'm not going to name it, name them. Victor Nwadu Yeah. So, exactly. So the way it's been made to feel as if some kind of, like we, Nigerians and Africans started it. I don't really like it, but, you know, that has become something that of note and something that has kind of embedded itself in our culture and our behaviours. Yes, the French do it, but is in social circles, however, we've kind of brought it into professional, our professional lives, where we lack that discipline for some reason of keeping exactly to time. And that itself, obviously as you and I know, has an effect on cost of delay and all that kind of stuff. Ula Ojiaku And morale as well. Victor Nwadu The fourth one is secrecy cult. For some reason, we don't share knowledge. And I'm happy, agile is, has brought the fact that we need, when we bring transformation into an organisation, part of it is making the organisation at the end of the day, a learning organisation, where we collaborate and collaboration means we have to share knowledge, we have to share, you know, for us to win. Okay? So, yes, so for some reason in Africa, that doesn't take place as much as we would love to see that. The last I've put there is language, so this one is very important for me because, and Sophie Oluwole that's one of the, she's late now, but she's one of the people that have kind of been evangelising the need for us Africans to get rid of the Western language, like English or French. We should start teaching our kids chemistry, maths and everything, the academic learning journeys should start with our local language. It's easier on the brain, it's less stressful, and they learn. Then we can learn English later on, or however, we shouldn't waste time to learn a foreign language, then start learning the basics of academia, right. So if you look at it, it's timeframe itself is a waste in terms of agile thinking, right? So for me, I brought it into an agile space because you find out that, I have worked across global teams, right? And when, as an agile coach, you give teams freedom to please, create and design within yourself with your local language. Only come to me when you, you know, when you need to, when you need me. And then you'll normally find a language champion that will do the translation or whatever. And so you find out that it's easy, the engagement is easier, and they're loving you for giving them that freedom. So I've been bringing it to Africa to be the way we work in Africa so that we as teams are, we don't become too stressed or thinking of how we sound when we speak English. When we are designing, we are talking about, and when we are in an agile space, we are talking about and discussing with our local language, we are free, and you find out the mind is less stressed. So these ideas just keep flowing, the brainstorming session is fantastic, lively, because you don't have to, oh, let me think of how I'm going to put, structure this, my idea in English before I have to speak, it just comes out, like it's easier. So I think we have more benefits if we trace ourselves back into our local language, especially if the team is regional and everybody there is speaking the same language. Ula Ojiaku I was going to get there, so it seemed like you read my mind. I was going to say, but what if the team, because in Nigeria there are over 200 languages or 200 ethnic groups, since we've started off with Nigeria, you know, what happens? Because you might still have to go to a shared common language. Victor Nwadu That's a very good question. So, but the thing is, like most African, especially in India, places like India and even in the Middle East, we have a kind of broken English, we have a local slang anyway, that's a kind of, it's mixed with English, like in Africa, Pidgin, we call it Pidgin, it's a mixture of Creole and Hausa, Wazobia, that kind of thing going on there with English, everybody already speaks that language. Why don't we use that? So that's a tie breaker anyway, that, why don't we use that, you know? So yeah. So, but basically, when you go to places like Enugu or Kaduna, you tend to be of that particular region. But if we have a thought person there that's from other place, let's use our local vernacular to break that ice in terms of the way we speak and communicate. So that's my answer to that. Ula Ojiaku Okay. And where you have someone, if there's only maybe one person who's not of the culture, not from that country, doesn't know it, where does inclusion come in here? Victor Nwadu It's highly unlikely, but however if it happens, because in the small village that we have now, the global village that we have, I normally would have a language champion, somebody that's, you know, you should be able to find some kind of, somebody within the, just like your Agile champion, the team. You find somebody that can translate, right? Otherwise, I've developed all sorts of apps right now, where you can use something as Google translates. So when you, when you want to give important meetings and you want to write, you just do the one in English, then translate it to their local language and just send it out. Everybody will understand and they'll come back to you. So, yeah. But it's very rare, very, very rare, to find a place where the English language and French has not touched on this planet, or Spanish. So when that happens, you just, we just use tools that, simple tools are available to us, Google translate, use an Agile champion to kind of leverage and that, kind of make that disability or handicap a non-existence or minimise the impact of it in the way we communicate. Ula Ojiaku On a slightly off tangent point in terms of languages, Mandarin is also like going up there,  you can't ignore that.  So what have you been working on lately as you've talked about the A.P.I.A.M-R.A.T.S model, why you came up with it and how, in a little way, how it could be used, but what else have you been working on lately that you'd like to share with the world? Victor Nwadu Apart from work and all that, I give a lot to my people. I have tried to empower a lot of people, so I've created this WakandAGILITY group where we, it's a global support thing where we kind of give masterclasses to people that are coming into the industries from masters and Agile coaches already there, but want to, you know, so I kind of hold these master classes for free actually, because, I am looking at the scope of how we can kind of create, make sure that as Africa develops and becomes more hungry, resource hungry, we have the resources on the ground to accommodate those requests, right? Ula Ojiaku So skilled manpower, you mean? Victor Nwadu Exactly. We don't have it. So, and now to train up, agile training is expensive. So that's my own way of giving back. But apart from that, I've been working with people, great people, great change analysts, internationally based people like, I don't know if you know her, Mary Laniyan, she's based in the UK and we have a lovely woman that did African something sometime ago that invited me to Lagos Abiodun Osoba. We also, in fact, I think we have somebody, her name is Anu Gopal, she's even a powerhouse in agile affairs, I think one of those, yeah. I also have Etopa Suley from Canada. You know, all these guys who come together in the last Agile 20 something, we came off with the whole government manifesto for Nigeria. That was our presentation, it's fantastic, right? It is there on the internet right now, so yeah, so it's people like this I'm working with, we came up with the manifesto for good governance for Nigeria and many other projects like that. So yeah, that's what I spend my time doing behind the scenes, apart from work and spending time with my family. Ula Ojiaku That's really awesome, and I'm sure some of the listeners would want to know more about it. So we'll make sure the links are in the chat. Do you still do run these sessions? Victor Nwadu Yes, I do. It's keeping with the requests. I have a lot of requests, and you know. Ula Ojiaku So there is a question I have for you with respect to transformation, because as an Agile coach, I would expect that you've been involved in a number of transformation efforts with organisations in involving leaders and teams. Can there be a sustainable transformation without vision or strategy? Victor Nwadu So, it's possible for you to have a transformation, well a transformation, it's possible for that to just happen once, right? So it's like a rider, you know, you are told to ride through one end of the Serengeti to the other with dangerous animals and valleys and all that. With a horse, no compass. And you don't have a compass, you have a map or maybe don't have a map, you just know just face there, you get to the end, right? And you don't have a compass. You don't know the health of the horse and you just got on that horse. And yet, it is probable that you may be able to get to the end. But how sustainable is that? That is why the word sustainable that you use is very important. How sustainable is that for us to now create some kind of tourist pamphlet for other people to come behind us to use? It's exactly the same way. So it's probably, it's very, very probable for you to run this kind of transformation rather than just win with one team or whatever, then where's the playbook for those coming behind you, if you want to kind of multiply that, accelerate it within the organisation. So that's why sustainability is important. You know, how sustainable is that? How can we we create a model, or a playbook for us to use as an organisation for our own peculiar transformation, right? That's why it's important for us to have vision. I mean, you know, we need to have a strategy, you know, so the vision itself, first of all is the what and the why we are doing it, and all that kind of stuff. Then the strategy, the Agile strategy is very important. The Agile strategy itself is the vision plus how we're going to do it. Under it, in a timeframe, and how we're going to fulfil the objective required to actualise that vision, right? And with regard to the scope, timeline, course and the organisational culture. So that's the strategy. We need to have all that. When you have that and you place it, and you can start to kind of base it under the kind of, your playbook of entry, the change itself and the exit, then you have something to go with, you know? So, yeah, that's basically how it works. You cannot have a sustainable transformation without a clear vision, without a realistic strategy that kind of makes sure that all these aspects of the scope itself, the objective, the goals, and then taking into consideration the culture I dealt with, you know, you cannot have a, what is known as transformation, a sustainable one without having a transformation strategy. So that's it. Ula Ojiaku You may have touched on this, but I'll say, just going back to your Serengeti Crossing analogy. I mean if you are crossing, or the person has been assigned a horse cross, that it's important to say why are we crossing the Serengeti? Because it might be that if you evaluate the why it might be better for you to stay where you are and don't put yourself and other people in danger and waste resources crossing, just for crossing's sake. Victor Nwadu Yeah. I mean, all these things will come in when we are laying out the strategy and, you know, we will have the vision, somebody comes, you know. I have to say transformation is sexy nowadays. So the metaphor is dealing with the, the Serengeti itself is the transformation, what we assume to be all the wahala inside the transformation. Ula Ojiaku What is wahala? Beause not everyone understands what wahala is? Victor Nwadu Wahala means all the troubles in life, all the challenges you meet in everything. So we need to first of all understand that nowadays transformation is sexy. Where many organisations, I heard a rumour that many leaders engaged in these big companies engaged transformation purely for the benefit of their PE ratio in the stock exchange. It's a rumour, I haven't confirmed it, but I don't know how to confirm it, but I do know that it's very sexy to say your organisation is carrying out its transformation. Everybody wants to be a saviour, that's what we're doing. So that is part of the big problem and the challenges that we face as change leaders in the transformation, because the success of the transformation depends on the leaders and the person at the top. How committed they are to it. So the commitment of that leader is tasked from the top. If they don't have the buy in, if they're not convinced about it, they're just doing it for show, when push comes to shove, and it will happen, the challenges will come and hit you. Cultural challenges, personality challenges, the ego of leaders or middle managers, and you'll hit them as you already know. How committed is the leader at the top to come down and say guys, and create that space for us to be able to make this transformation happen? Because as the ultimate impediment remover, that person should be able to have the time, to have the commitment to come down to the team level, to the whatever program level, whatever, and be able to remove that impediment for that to happen. So if this leader or sets of leaders or whoever is given the mandate to commission a transformation doesn't have total commitment or is not bought in, is not doing it for some show or for some reason, it's not going to work. Ula Ojiaku Very true. Do you have any anonymised stories of your experience in guiding organisations in enterprise agility or transformation journey. Because one thing you've said, you know, transformation is sexy, it's really a buzzword. And if you ask two people, and they could be in the same leadership team, you know, C-suite team, what is transformation? And they'll give you different answers. It's just a buzzword, which means different things to different people. But do you have any story underpinning, you know, what you have said about leadership being key? Victor Nwadu If I give you all the stories, you're not going to leave here, right. However, I want to make a few things very, very clear that just standing in most organisations, that starts their transformation journey with a few teams, as you would expect. When they succeed in that they then call it an enterprise wide transformation. Where you take a few teams to delivering some funky, sexy, innovative products, that is not enterprise wide transformation, that's not business transformation or business agility, right. It is you showing that, and delivering a particular product as quickly to the customer, whatever works using agile ways of working. So there's that misconception there, that's the number one misconception that people think, oh, when we succeed with a few teams, yeah, we have, no, we haven't, because you still need to scale it, you know, to the entire enterprise, to non-IT enterprise to both upstream and downstream and all that. It is when your organisation as a whole, no matter how tall it is, can have a transparent view of where everything is, when an organisation can adapt to news in the market very quickly, when an organisation can innovate, it has the people they have been enabled to, to have a different idea, different mindset towards failure and seeing failure as a learning bridge, all those kind of mindset things, but happening in very large scale so that the organisation becomes a learning organisation, everybody's learning, we have a lot of COPs (Community of Practices), you know, that's when you say a transformation has been successful, that's when you can actually say the organisation has transisted from a traditional stoic, siloed set up to where we have open collaboration, and the cultures, mindsets and the culture have been changed in that the mindset of people that lead and those that make things happen is one, and they have this adaptive way of behaving. When something happens in the market, nothing shocks them. Even when it does, you have some, I understand some people even have an anti-disruptive, you know, when you come up with an idea in your organisation and you go back and you go out to the market and sell it, you become disruptive, you disrupt the market. However, some organisations as well are having anti-disruption strategies. If somebody else comes, how quickly can we respond? So those are the kind of things that shows that organisation has actually transisted from those traditional ways of working to an agile way of working. However, the other aspect I want to draw to our attention is about timing, when we are thinking of transformation. So for me, my advice is first of all, number one, to get the top person involved in it. Timing is very, very important. You need to have time for this transformation, to start this transformation. The time when you start transformation is very important. You don't want to start it when you have disruption in the market, things will not happen normal way, and it's better for you to do transformation in peace time, what I call peace time, before some major disruption, so that you can leverage what you've learned from that transformation in that, when that disruption happens. Timing is very important when you're carrying out a major transformation in your organisation, okay? You need to have committed leaders, leaders that are really committed to the cause, they're not just doing it for show and leaders should be able to come down and do Gemba walks, and see that what is actually happening in the kitchen is what their executive information system is relayed to them, right? There needs to be complete transparency from the top to bottom. So that we are sure that what the developers and the guys creating all our products are doing is exactly tied to the revision and objective of the executive. So that's part of it. And for me it's common sensical things that we already know. However, when we have transparency, this transparency increases trust. And it needs to start with the leader, he needs to show transparency by example, right? So it increases trust, and trust enables organisation-wide collaboration, right? So when teams start collaborating, teams that were locked in silos start collaborating, we start seeing silo breaking, and when you start breaking the silo, you start seeing aggregates, paradigm shifts happening. And that is when you now then see that almighty cultural change emerge. So it comes from, and transparency, it comes from transparency leading to trust, and trust leading to collaboration that breaks down silos. And when that thing happens, you start having all this shift because we now trust each other. There are no more silos, then the cultural shift that people say is hard to do, it is, however, if you follow this, if you allow this thing to flow the way I just listed, it'll flow in its normal cadence, right, without having to have unnecessary, you know It's not easy to have a cultural, don't get me wrong, when we are as change analysts and change agents, it's not easy for cultural change. No matter where we are in the world, people don't like change as a result. However, it starts with common sensical things like the leader taking the first step, the leader coming into, sometimes when you have a Gemba walk, you come into a meeting and you, like, for example, in some recent, not recent, about two years ago, where the leader came into a meeting or for an impediment that had been there, so kind of a Scrum of Scrum meeting, that had been a feature type impediment, and had been there for quite a while. And he came in and after they've had the conversation, he just raised his hand and everybody was surprised to see him and just said, what is it? And he kind of listed back to him, you know, this impediment that I've been there for roughly about almost a month was dealt with within two days. That is one of the major advantages where you have the leader there, and you need to ask yourself a question, what was causing the impediment delay? The verification of the impediments and the delay of the action of impediments before the leader came in. Middle management, also cultural things, bureaucracy, my space, your space, so the person at the top comes in and slashes through. If you have leaders that are prepared to do that, that have the time to do that, transformation will take its normal course without unfortunate circumstances happening. Ula Ojiaku You've said a lot of things in this time and space and they make sense to me, but is it possible, because you said transformation is ideal when done in peace time. How can you, it's almost like saying you time the markets. Because there are other people, many organisations that have admitted, for example, the Covid, the pandemic accelerated their transformation per se. Victor Nwadu Accelerated, but many of them died. You know, yes we have unforeseen circumstances that you cannot help that, right? Aliens landing on the planet and disrupting the world, you cannot help that, right? But I was saying that if you are given a time to select, so it's better for you to do it now before any, covid is part of it, but you also have market disruptions as well, right? So the best time would be when you think just kind of stability, because it starts from a small team, then expand. So you want to make sure that team is not distracted by bigger factors that may be beyond the help, the beyond the reach of the remediating powers of the leaders in the organisations, right. So that's given, if you are given, you know, if you can help it. If you can't help it, start it as quickly as possible, but you know, it's better to have it started in peace time. Ula Ojiaku Awesome, thanks Victor. I can see that you are quite passionate about what you are saying. So what books have you recommended to people about this topic or anything else and why? Victor Nwadu I have many books. The main book, that for me has kind of created powerful insights in the way I do my work, the way I even see life. One of them, the top one is The Goal by Eliyahu M. Goldratt. Then the other one is Turn the…. Turn the Ship Around! by David Marquet. We'll put it in the links. You know, I use that a lot. And it's just leadership should be, you know, it should be about enabling, self-managing, self-organising team. I mean, in the way we work nowadays, you can't know everything. And that was what the point he was trying to say that as a captain, yeah, he's supposed to know how they work, but the details, there are experts that is within his reach, there are the guys that are the experts, so enable them to do the thing and you just deal with it. And the third one will be this one. I just read this book, it's called The Wisdom of the Crowds by James Surowiecki. He was saying that data shows that if you take, if you ask people to solve a problem and a group of people from just non-experts, and you get the experts to predict that same problem, the crowd will be, the answer will be closer to the reality than the experts themselves. Why, I don't know, maybe it aggregates knowledge of the crowd coming together rather than experts, and the other point he was making also, is how the HiPPO opinion (HiPPO: Highest Paid Personality), like when you have a team of engineers and the manager comes in that meeting and you ask a question of how do you think we can do this and he gives his opinion first, his opinion is going to skew the answers of everybody else. So this is why it's important, where you have a meeting and some HiPPOs are there, let them be still, let us hear the opinions of the team, the ordinary members of the team before if they need to give their opinion, right? Otherwise we just have a skewed opinion and that opinion will not be the best for that particular question. So that is another very good book. Ula Ojiaku Thank you. So there are three books. The Goal, Turn That Ship Around, The Wisdom of the Crowds. So how can the audience find you or contact you? Victor Nwadu You can get me at wakandagility.com, you can get me at victor@wakandagility.com. You can get me at LinkedIn, Victor Nwadu, you just type it there, you'll see m there. Ula Ojiaku Any ask for the audience, or any final words, Victor? Victor Nwadu Final last words, yes, Agile is real. Agile is here. And so be inspired, be prepared, be Agile. First of all, you be inspired to change, to have that mindset to adapt to your present circumstances. You know, be prepared for future disruptions, for anything, and be Agile, right? That's it. Then you will definitely succeed. You will definitely live longer. You will definitely transcend all the challenges, all the Covid 19 time, even aliens coming to this world or whatnot. Ula Ojiaku So can we hold you to, to account for it? Can we take it to the bank and say Victor said if we're inspired, prepared, and agile… Victor Nwadu It will help. I mean, from my experience in life, it'll help if you're inspired, you have to be inspired. People that are not driven cannot achieve much. You need to be passionate about what you do. And then you need to be prepared. You need to be prepared by having the skillset, challenge yourself to learn, constantly learning. Then be agile, all those things that we do, your mindset, the way you think, you know, having agile ways of doing things, you know, having a different mindset towards failure. When you fail, it doesn't mean you have, you know, you've done anything bad or the end of the world, failure is a sign that that option is not going to work and you've learned something new, you pivot and try a new one. So if we have that kind of mindset, we'll be innovating every year, every six months, every three months. If we have a different attitude towards failure, so be inspired, be prepared, be Agile. Ula Ojiaku Thank you so much, Victor. It's been a pleasure having this conversation Victor Nwadu It's been an absolute pleasure. Thank you so much, Ula. Ula Ojiaku The pleasure is mine. That's all we have for now. Thanks for listening. If you liked this show, do subscribe at www.agileinnovationleaders.com or your favourite podcast provider. Also share with friends and do leave a review on iTunes. This would help others find this show. I'd also love to hear from you, so please drop me an email at ula@agileinnovationleaders.com Take care and God bless!   

Recorded almost a year ago (January 8, 2023), Shu discusses L. David Marquet's book, Turn the Ship Around!: A True Story of Turning Followers into Leaders. This is the 47th meeting. Meetings 44-46 are unfortunately lost to time.

James is a former watch commander in the UK Fire & Rescue service who now helps individuals and organisations as a Leadership coach, Facilitator, Keynote speaker with a drive to help Chang workplace culture through effective leadershipWe only feature the latest 200 episodes of the podcast on public platforms so to access our podcast LIBRARY with every episode ever made & also get access to every Debrief & Subject Matter expert document shard with us then join our PATREON crew and support the future of the podcast by clicking HERE A big thanks to our partners for supporting this episode.GORE-TEX Professional ClothingHAIX FootwearGRENADERIP INTOLyfe Linez -  Get Functional Hydration FUEL for FIREFIGHTERS, Clean no sugar  for daily hydration. 80% of people live dehydrated and  for firefighters this cost lives, worsens our long term health and reduces cognitive ability.Support the ongoing work of the podcast by clicking HEREPlease subscribe to the podcast on YoutubeSome of the subjects discussed in todays episode and links to find out more are below:James LinkedIn connection - (8) James Coomber | LinkedInJames website - Home | James CoomberLeaders eat last – Simon Sinek - Leaders Eat Last - Simon SinekPublic speaking TED talk Julian Treasure - https://youtu.be/eIho2S0ZahI?si=evxoo8aSWeGeSU8FWho is Richard stokes - (8) Richard Stokes | LinkedInTurn the Ship Around!: A True Story of Turning Followers into LeadersTurn the Ship Around!: A True Story of Turning Followers into Leaders (Audio Download): L. David Marquet, L. David Marquet, Penguin Audio: AmaPlease support the podcast and its future by clicking HERE and joining our Patreon Crew

Glyn Potts is the Headteacher of Saint John Henry Newman Catholic College in Oldham. Newman is a large secondary school serving a diverse community where 43% of students are in receipt of ‘Free School Meals.'Glyn was awarded the ‘Inspirational Teacher of the Year' award in 2010, has a masters degree in Catholic Educational Leadership and a second masters in Youth Leadership. He is an active member of the Army Cadet Force within the North West.He is a serving Deputy Lieutenant in Greater Manchester, and he was awarded an MBE in May 2022 for Services to the Army Cadet Force and Education.Topics we covered: Why retention is the new recruitment What leadership skills are most lacking today Why calling young people snowflakes isn't accurate or fair The leadership theories Glyn is making a reality The first place to start if you want to implement changeThe leadership books Glyn talked about are:Brene Brown's Dare to Lead: Brave Work. Tough Conversations. Whole Hearts.L. David Marquet's Turn the Ship Around!: A True Story of Turning Followers into LeadersJames Kerr's Legacy: What the All Blacks Can Teach Us about the Business of LifeAnd here is more about Glyn's inspiring story:One year in a struggling British state school

Recording Date: 2023-10-31 Hosts: Tony Hansmann && Jesse Alford Guest: Cptn L. David Marquet (Retired) Introduction to the Leader/Leader (With Tests!) In Cloud Foundry R&D, there was a moment when the leadership team decided they needed a new model. The book they turned to was “Turn the Ship Around” by David Marquet. Today, we talk with David about the outline of the Leader/Leader process and how to adopt it. He recommends, “Start with self.” Join us for this overview Leader/Leader and learn a test-driven, solo exercise to “start with yourself.” David Marquet's Contact and Social Media https://TurnTheShipAround.com LinkedIn: https://www.linkedin.com/in/davidmarquet/ Youtube.com: Leadership Nudges https://www.youtube.com/@LeadershipNudges email: david@turntheshiparound.com  Books: "Turn the Ship Around!: A True Story of Turning Followers into Leaders" "Leadership Is Language: The Hidden Power of What You Say--and What You Don't" From the discussion: Leader/Leader Solo work - Nudge 61: https://www.youtube.com/watch?v=klXiG1CUjsA

Step into a world of possibilities in this week's episode of Life After Corporate, hosted by Deb Boulanger. Joining Deb is author, podcaster, founder and CEO of Powerful Professionals, Kim Walsh Phillips, as she shares her personal journey of leaving behind the corporate grind and embracing a life of entrepreneurial success. In this insightful conversation, Kim sheds light on the challenges she encountered as a woman in corporate America, the emotional hurdles of starting her own business, and the strategic moves that propelled her to astonishing heights. Kim reminds us that when it comes to overcoming the fear of rejection and finding success in life after corporate, you must remember this: you have the power to choose your audience and focus on those who truly align with your message. Don't waste your time and energy worrying about the naysayers and doubters, because they were never your potential clients to begin with. Embrace the nervousness and transform it into empowerment, knowing that every rejection brings you one step closer to connecting with the right audience. Don't reject yourself, keep moving forward boldly, and watch as your message resonates with those who are ready and waiting to hear it. Disc Assessment:  [Dominance, Inducement, Submission, and Compliance] are behavioral self-assessment tools based on the year 1928-published DISC emotional and behavioral theory of psychologist William Moulton Marston. The tools are designed to predict job performance.   [00:01 13:10] Making Content Effective for Client Conversion   Avoid generic content and focus on answering specific questions relevant to your target audience. Use resources like answerthepublic.com and chat GPT to identify specific questions people are asking. Overcome the fear of rejection by shifting focus from those who will never be your clients. Recognize that feeling nervous or scared is normal, but don't let it stop you from sharing your message.     [13:11 -22:04] Building a Community and Turning Followers into Paying Clients   Acknowledge and embrace fear as you embark on a new journey. Develop content and overcome emotional blocks to connect with your target audience. Foster community by narrowing in on one big idea and talking about it consistently. Create a free course as a valuable offer to attract potential clients.     [22:05 - 26:31]  Challenges in Scaling Up and Building a Team   COO and assistant played crucial roles in managing and coordinating the team Hiring based on DISC personality profiles rather than skill sets or past experience Team members were selected from the community or through personal connections The business's purpose is to eliminate burnout and prioritize holistic well-being   [26:32 - 27:38] Lessons Learned on the Entrepreneurial Journey    Discovering the importance of aligning personal joy with serving others Building a business based on serving others while still prioritizing self-care Making difficult decisions that may not please everyone in your life Living a purposeful life filled with joy and fulfillment   [27:39 - 29:40] Closing Segment  Connect with Kim through the links below  Follow us on social media and leave a review Final words   Connect with Kim Hanssen Website: Kim Walsh Phillips Website: Powerful Professionals Facebook: KimWalshPhillips IG: @thekimwalshphillips LinkedIn: linkedin.com/in/kimwalshphillips X (Twitter): KWalshPhillips   How to Quickly Add 1,000 People to Your Email List:  How To Quickly Add 1,000 People To Your Email LIst (powerfulprofessionals.com)   Podcast: The Scale Fast Podcast   RESOURCES vidyo.ai   Other Episodes You May Enjoy Go to https://lifeaftercorporatepodcast.com/ for all episodes 131.  From Self-Sabotage to Success: Practical Strategies to Thrive 101.  Faith Over Fear with Kimberly Spencer   44.  Why You Need to Ditch Your Avatar and Other Blasphemous Marketing Ideas   Tweetable Quotes:  "Don't let the fear of rejection limit you from reaching the right audience with your message."... Kim Walsh Phillips "When it comes to creating content, it's all about answering specific questions that your audience is asking." … Kim Walsh Phillips   SUBSCRIBE & LEAVE A FIVE-STAR REVIEW and share this podcast to other growing entrepreneurs!  Get weekly tips on how to create more money and meaning doing work you love and be one of the many growing entrepreneurs in our community. Connect with me on LinkedIn; https://www.linkedin.com/groups/12656341/  or on Instagram or our website at www.lifeaftercorporatepodcast.com . 

In today's episode of Category Visionaries, we speak with Philippe Petitpont, CEO and Co-Founder of NewsBridge, a cloud media hub platform that's raised €12.5 Million in funding. Topics Discussed: Phillippe's career background, and the unorthodox journey that took him from rocket engineering to management of media content An overview of NewsBridge's cloud media hub platform, and its relevance for an industry already saturated with content Running a company across different continents and timezones, and how to make the new way of working work for you How NewsBridge overcame initial resistance from journalists to the introduction of AI technology in media A new media future of automatic video storytelling empowering creators across a whole range of platforms   Favorite book:  Turn the Ship Around!: A True Story of Turning Followers into Leaders

Are you harnessing the true power of your DMs? I promise you, by the end of this episode, you'll be equipped with the techniques to transform your social media engagement and turn followers into clients. We've got a packed agenda, from understanding the importance of calls to action to unveiling the secrets of cultivating conversations in your DMs, and even a glimpse into my new Instagram venture, The Focused Photographer Lab - a haven for photographers.We'll chat about the limited Instagram audits I offer monthly, dedicating time to deep-diving into what's working and what's not for your account. This isn't just a surface-level analysis; I furnish you with a 10-page PDF report and a personalized video walkthrough of your account. We won't stop there. We'll also explore mini chat automations, your secret weapon to sparking conversations in your DMs, akin to a warmly crafted welcome series on your email list.But what good are conversations without connections? Let's turn that around. We'll delve into building a rapport with your audience, not as customers, but as friends. You'll learn how to make them feel valued, how to give them their deserved space, and how to turn casual DM exchanges into potential sales. To top it all off, I've got a bonus tip for you about creating saved folders for content topics and sending personalized messages to new followers. Ready to revolutionize your social media game? Let's get this conversation started.*NEW* Instagram Auditswww.girlmeansbusiness.com/auditUse code PODCAST at checkout and save $50_______________________________________Let's Work Together:Instagram Audits: www.girlmeansbusiness.com/auditInbox Insider Email Course: www.girlmeansbusiness.com/inbox1:1 Coaching Sessions: www.girlmeansbusiness.com/contact_______________________________________Free Resources:Email Marketing Starter Kit - www.girlmeansbusiness.com/emailkitKnow Your Niche Workbook- https://spring-feather-348.myflodesk.com/_______________________________________Let's Be Friends:Instagram: www.instagram.com/girlmeansbusinessFacebook: www.facebook.com/girlmeansbusiness

Retired US Navy Admiral Kyle Cozak shares his inspiring journey of resilience and leadership in this episode of the Partnering Leadership podcast. From his upbringing in Las Vegas to his life-altering accident, Admiral Cozak's story is a testament to the power of trust, positive thinking, and determination. He emphasizes the importance of clear communication, trust, and relatability in leadership and how these qualities can empower individuals to make the right decisions. Admiral Cozak's relentless positivity and unwavering belief in finding new opportunities, even in adversity, is truly inspiring. The conversation also delves into the evolution of leadership in the military, with Admiral Cozak highlighting the shift from commanding and telling people what to do to building trust and empowering individuals. Admiral Cozad shares his experiences as the 22nd senior director in the White House Situation Room, where he witnessed the importance of trust and effective decision-making. Admiral Cozak's insights on teaching leadership and cultural change in the military shed light on the challenges of instilling values and perspectives in a diverse group of recruits. Furthermore, Admiral Cozak's journey of overcoming a life-changing injury and determination to find a new purpose is remarkable. His positive mindset, support network, and belief in overcoming obstacles are lessons that can inspire anyone facing challenges in their own lives. Some Highlights:Discover the power of the commander's intent and how it can transform decision-making.Uncover the evolution of leadership in the military and the lessons learned from that transformation.Hear the inspiring story of Admiral Kyle Cozad's life-altering accident and his remarkable mindset shift.Learn about the importance of trust and open communication in leadership.Gain insights into teaching leadership and cultural change in the US military.Find out how struggles and determination at the Naval Academy shaped a leader's path.Delve into the experience of serving as the 22nd senior director in the White House Situation Room.Understand the significance of active listening and conversations in developing young leaders.Discover the role of caregivers and a positive outlook in overcoming challenges.Explore the power of relentless positivity and its impact on leadership.Connect with Admiral Kyle CozadRelentless Positivity: A Common Veteran Battling Uncommon Odds at The Naval Aviation Store Admiral Kyle Cozad on LinkedIn Relentless Positivity: A Common Veteran Battling Uncommon Odds on Amazon Partnering Leadership conversations mentionedDavid Marquet, Author of Turn the Ship Around!: A True Story of Turning Followers into Leaders & Leadership Is Language: The Hidden Power of What You Say--and What You Don'tConnect with Mahan Tavakoli: Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website

One of the things that come up when developing a B2B company's strategy is social media. While this is nothing new, it can be challenging to know how to think about and know what's possible. In today's episode, social media expert Karlyn Ankrom will join us to talk about what is possible with social media and the simple approaches you can take that can have potentially big ROIs.    Oh Snap! Social is a digital marketing firm that specializes in social media services, aimed at assisting businesses, organizations, and individual entrepreneurs in crafting engaging content that resonates with their target audience and drives conversions. Our unique Fan Firestarter Framework enables our clients to gain a clear understanding of their current position using our thorough Pulse Check Audits. This then guides the development of a comprehensive Social Media Strategy, culminating in the progression of the strategy toward a fully managed and implemented content creation and management process.   After listening to today's episode, visit Karlyn's website for some great resources!

In this episode of Moments in Leadership, host David B. Armstrong spends time with DUSN Victor Minella, otherwise referred to as “Dozen” where they spend time discussing various topics related to leadership from his enlisted time, his officer time, and finally in civilian leadership inside the Department of the Navy. DUSN Minella covers the importance of leadership in making organizations successful and the differences/similarities in leading civilians and military personnel. DUSN Minella emphasizes leaders should seek to understand their personnel as individuals and not merely names on a chart. He also believes the best organizations are those where everyone is held to the same standard, especially on the ethical side.  To make this happen, he stresses the importance of compassion and understanding junior personnel will make mistakes, the important thing is to understand why the mistake happened and ensure the person is still a member of the team.  While every leader is responsible for setting the culture and foundation, the episode also covers the need for ethical leadership to ensure personnel Live Their Oath. DUSN Minella says unethical leaders are one of the quickest ways to erode trust in a command and more broadly, citizens' trust towards the military.  The trust of people is firstly forged from competence and leaders must be able to triage and quickly learn. The transition from military to civilian removes the bonafides of the uniform and rolling up one's sleeves and getting involved helps in gaining trust and showing competence in the job. Losing military identity can be overcome by having job satisfaction, so picking the right job, and not just ‘a job' is vitally important in helping service members make their transition outside the military.  DUSN Minella discusses the role of the Senior Executive Service is to be an executive and not specifically to task but to give guidance when needed and support when warranted. Oftentimes being the ‘easy answer' fails to create teams where initiative becomes a part of the organizational culture. The role of innovation is critical to solving some of the most important issues facing warfighters today. Fostering a culture of mentorship, communication, and innovative ‘maverick' thought allows an organization to be agile and responsive to the needs of these warfighters.  DUSN Minella discusses how being ‘All-In' is essential for maximizing both individual opportunities and improving National Security. The commitment and the Oath means being ‘All-In' for the United States.     Overall, the episode is an insightful discussion about leadership, the importance of mentorship, and the need for leaders to build relationships with their subordinates. Thank you for supporting the project (below) Please consider supporting this project on Supercast: Moments In Leadership Supercast  Want to support the project AND look cool at the gym or when you take your blouse off for a working party? Grab a cool tee shirt here from Mission Essential Gear, where every order supports this project AND donates back to Patrol Base Abbate  Be sure to check out the sponsor of this show Fieldseats.com for virtual reviews of great firearms, optics and gear where at the end of the virtual review, they give theitem away to an attendee. Be sure to use CODE: “LETHALMINDS” for 10% off the registration to a virtual review and check out their Instagram, Twitter, and YouTube accounts @filed_seats  [Terms and Conditions apply] Relevant Resources & Other Mentioned Episodes: [ADD REFERENCES AND USE THE LINKS IN SEPARATE DOCUMENT IN GOOGLE DRIVE TITLED  DUSN's Dozens: Live your Oath Be bold be kind Exercise Urgency Always OverprepareKnow your audience Be Genuine Be a StorytellerBe Brief Be Gone Be uncomfortableBe a Mentor AlwaysValue Enthusiasm Celebrate Opportunity and Success   Marine Corps Training and Education 2030 Turn the Ship Around: A True Story of Turning Followers into Leaders by L. David Marquet, Captain U.S. Navy (Ret) (not an affiliate link) What is Moments in Leadership?Moments in Leadership is a podcast where you will hear firsthand about the careers of senior military leaders as they share their unique and individual experiences. Moments in Leadership will immerse you in real-life stories where you will learn about the challenging situations these accomplished leaders faced and discover the lessons they learned early in their careers that were the most influential in developing their overall leadership style.  Conceptualized by a group of friends who served together as young officers in the early to mid-1990s sitting around a firepit telling funny leadership stories, Moments in Leadership is designed to provide some relatable context to the formal leadership training leaders of all ranks and services receive throughout their military careers through the power of storytelling. Why Should You Support this project? I realize all of the leaders who listen to the episodes are at different levels of life, and my goal is to be able to have this project remain free and available to anyone who wants it and your donations help go towards that. Your donations go towards offsetting my costs of producing high-quality episodes. Additionally, since this is a part-time hobby project for me, I'm forced to outsource a good deal of work to others to maintain a regular publishing schedule. Your donations help offset these costs as well.  Check out my Supercast site and see if any level is a good fit for helping:  Connect with Us:Visit the Moments in Leadership website: Follow us on Instagram: Follow us on Twitter: Email us: themiloffice@gmail.com Other Podcasts Interviews with David B. ArmstrongScuttlebutt Podcast EP 38Former Action Guys Podcast EP 161 Former Action Guys Podcast EP 141 Former Action Guys Podcast EP 60 Former Action Guys Podcast EP 54  About the Host:David B. Armstrong, CFA, is President and Co-Founder of Monument Wealth Management, an independent wealth management firm he started in 2008 in Alexandria, Va. David received his BA from the University of South Carolina in Government & International Relations and his MBA at the University of South Carolina's Moore School of Business in International Finance. He was commissioned as a Second Lieutenant through the Navy ROTC program and served on Active Duty in the Marine Corps from 1990-1997 as an Artillery Officer and then received a secondary MOS as a Tank Officer. He re-entered the Selected Marine Corps Reserves in 2003 and served in several billets across the Artillery, Tank, and Light Armored Reconnaissance communities. He retired as a Lieutenant Colonel in late 2018.

Don't miss out on the next #womenintech podcast episode, get notified by signing up here http://womenintechshow.com.Be featured in the Women in Tech Community by creating your profile here http://womenintechvip.com/“Kim Nortman of Tellie: Turning Followers into True Fans”#womenintech Show is a WeAreTech.fm production.To support the Women in Tech podcast go to https://www.patreon.com/womenintechTo be featured on the podcast go to http://womenintechshow.com/featureGuest Host,Felice LaZaehttps://www.linkedin.com/in/felicelazae/Guest,Kim Nortmanhttps://twitter.com/kimnortmanhttps://www.linkedin.com/in/kim-nortman-a5257429/Listener Spotlight,Adam Marx https://twitter.com/adammarx13In LA? Here's some awesome resources for you to become immersed in the LA Tech scene -For a calendar of all LA Startup events go to, http://WeAreLATech.comGet Podcast Listeners, http://getpodcastlisteners.com/Listener Promo Code for Tellie: 1monthResources Mentioned:Tellie, https://tell.ie/linkinbio/homeFugitive Pieces, https://www.goodreads.com/book/show/261749.Fugitive_PiecesWe Can Do Hard Things, https://podcasts.apple.com/us/podcast/fighting-well-is-your-conflict-style-making-or-breaking/id1564530722?i=1000526352592Lenny's Newsletter, https://www.lennysnewsletter.comPivot, https://podcasts.apple.com/us/podcast/pivot/id1073226719People Mentioned:Hayden Brown, https://www.linkedin.com/in/haydenlbrown/Credits:Produced and Hosted by Espree Devora, http://espreedevora.comStory Produced, Edited and Mastered by Cory Jennings, https://www.coryjennings.com/Production and Voiceover by Adam Carroll, http://www.ariacreative.ca/Team support by Janice GeronimoMusic by Jay Huffman, https://soundcloud.com/jayhuffmanShort Title: Kim Nortman

In this episode, Rachel and Stuart Review and Riff off of L. David Marquet's 2012 book, Turn the Ship Around: A True Story of Turning Followers into Leaders.  Mr. Marquet tells of his story as the Captain of the USS Santa Fe and how he and his crew used a Leader-Leader approach to turn the submarine from worst to first.  This is an outstanding book and we think our review and riff is pretty good too! Link to Book:Turn the Ship Around: A True Story of Turning Followers into LeadersTo help support our show, visit:https://www.buzzsprout.com/2017272/supportFor additional management resources and information, please visit us at:  https://managementworksmedia.com You can email us at:  managementworks@managementworksmedia.com If you would like to help keep our show running through a donation of your choosing, please visit our Patreon page. Support the show

Don't miss out on the next WeAreLATech podcast episode, get notified by signing up here http://wearelatech.com/podcastWelcome to WeAreLATech's Los Angeles Tech Community Spotlight!   “Kim Nortman of Tellie: Turning Followers into True Fans”WeAreLATech Podcast is a WeAreTech.fm production.To support our podcast go to http://wearelatech.com/believe To be featured on the podcast go to http://wearelatech.com/feature-your-la-startup/Want to be featured in the WeAreLATech Community? Create your profile here http://wearelatech.com/communityGuest Host,Felice LaZaehttps://twitter.com/FeliceLaZaehttps://www.linkedin.com/in/felicelazae/Guest, Kim Nortmanhttps://twitter.com/kimnortmanhttps://www.linkedin.com/in/kim-nortman-a5257429/Personal Spotlight,Abel Hernandez https://www.instagram.com/abelproductFor a calendar of all LA Startup events go to, http://WeAreLATech.comTo further immerse yourself into the LA Tech community go to http://wearelatech.com/vipListener Promo Code for Tellie: 1monthLinks Mentioned:Tellie, https://tell.ie/linkinbio/homeFugitive Pieces, https://www.goodreads.com/book/show/261749.Fugitive_PiecesWe Can Do Hard Things, https://podcasts.apple.com/us/podcast/fighting-well-is-your-conflict-style-making-or-breaking/id1564530722?i=1000526352592Lenny's Newsletter, https://www.lennysnewsletter.comPivot, https://podcasts.apple.com/us/podcast/pivot/id1073226719People Mentioned:Hayden Brown, https://www.linkedin.com/in/haydenlbrown/Credits:Produced and Hosted by Espree Devora, http://espreedevora.comStory Produced, Edited and Mastered by Cory Jennings, https://www.coryjennings.com/Production and Voiceover by Adam Carroll, http://www.ariacreative.ca/Team support by Janice GeronimoMusic by Jay Huffman, https://soundcloud.com/jayhuffmanShort Title: Kim Nortman

In this episode of Moments in Leadership, host David B. Armstrong invites LtGen Dave Furness back to the show to discuss various topics related to leadership. LtGen Furness covers the importance of leadership in making organizations successful and the difference in the interaction between the lieutenants and the captains. LtGen Furness emphasizes that leaders should be frequent in praising their subordinates and building goodwill, loyalty, and commitment. He believes that the best Marine organizations are those where the collective goes above and beyond what's required and that this is achieved by leaders who care about their people and are passionate about making their journey better. To make this happen, he stresses the importance of mentorship and making time for it, regardless of rank. He emphasizes the obligation of senior leaders to impact as many people as possible and advises leaders to stand up for their beliefs and tell their bosses the necessary information, even if it's not what they want to hear. While every leader is responsible for setting this culture and foundation, the episode also covers the need for senior leadership to operationalize the various lines of effort in the USMC, such as Talent Management, Training, and Education. LtGen Furness suggests that leadership needs to be taught as a personal connection to another human being, and the first step to establishing this relationship is building rapport. He talks about the importance of building a relationship quickly to establish trust. Institutionally, LtGen Furness also discusses the impact of hazing and yelling in military training on the development of young Marines. LtGen Furness argues that theatrical yelling, screaming, and hazing contribute to a culture that teaches Marines that this is the way to lead. Instead, he suggests removing such behaviors and adopting a more professional approach that holds Marines accountable for their actions without resorting to hazing.  LtGen Furness has given a 90-minute class to every Basic School company for the last two and a half years. The class covers the role of leaders in making organizations elite and how to lead organizations. Afterward, he stays and answers questions until the lieutenants are tired of asking. He notes that the questions are very informed and cover topics such as strategic policy, force design, and leadership hypothetical questions about scenarios they might face when entering the operational forces. He says that the lieutenants ask better questions than he did at a similar stage in his career. Overall, the episode is an insightful discussion about leadership, the importance of mentorship, and the need for leaders to build relationships with their subordinates. Thank you for supporting the project (below) Please consider supporting this project on Supercast: Moments In Leadership Supercast  Want to support the project AND look cool at the gym or when you take your blouse off for a working party? Grab a cool tee shirt here from Mission Essential Gear, where every order supports this project AND donates back to Patrol Base Abbate  Be sure to check out the sponsor of this show Fieldseats.com for virtual reviews of great firearms, optics and gear where at the end of the virtual review, they give theitem away to an attendee. Be sure to use CODE: “LETHALMINDS” for 10% off the registration to a virtual review and check out their Instagram, Twitter, and YouTube accounts @filed_seats  [Terms and Conditions apply] Relevant Resources & Other Mentioned Episodes: Listen to Ep 13: SgtMaj Don Reynolds, USMC - Officer and Staff NCO Relationships: The Good, the Bad, the Right, and the WrongListen to Ep 14: MajGen Dale Alford, USMC - Leadership in Combat at Every Rank He Has Ever HeldListen to Ep 16: LtGen David Furness, USMC - Navigating the Decline in Marine Discipline, Increasing Marine Corps Retention, the “Basic Daily Routine” and Post-Traumatic Winning Listen to Ep 21: The Hotwash – A Leadership Panel of Six Officers Discuss their Opinions of the Past Episodes Turn the Ship Around: A True Story of Turning Followers into Leaders by L. David Marquet, Captain U.S. Navy (Ret) (not an affiliate link) What is Moments in Leadership?Moments in Leadership is a podcast where you will hear firsthand about the careers of senior military leaders as they share their unique and individual experiences. Moments in Leadership will immerse you in real-life stories where you will learn about the challenging situations these accomplished leaders faced and discover the lessons they learned early in their careers that were the most influential in developing their overall leadership style.  Conceptualized by a group of friends who served together as young officers in the early to mid-1990s sitting around a firepit telling funny leadership stories, Moments in Leadership is designed to provide some relatable context to the formal leadership training leaders of all ranks and services receive throughout their military careers through the power of storytelling. Why Should You Support this project? I realize all of the leaders who listen to the episodes are at different levels of life, and my goal is to be able to have this project remain free and available to anyone who wants it and your donations help go towards that. Your donations go towards offsetting my costs of producing high-quality episodes. Additionally, since this is a part-time hobby project for me, I'm forced to outsource a good deal of work to others to maintain a regular publishing schedule. Your donations help offset these costs as well.  Check out my Supercast site and see if any level is a good fit for helping:  Connect with Us:Visit the Moments in Leadership website: Follow us on Instagram: Follow us on Twitter: Email us: themiloffice@gmail.com Other Podcasts Interviews with David B. ArmstrongScuttlebutt Podcast EP 38Former Action Guys Podcast EP 161 Former Action Guys Podcast EP 141 Former Action Guys Podcast EP 60 Former Action Guys Podcast EP 54  About the Host:David B. Armstrong, CFA, is President and Co-Founder of Monument Wealth Management, an independent wealth management firm he started in 2008 in Alexandria, Va. David received his BA from the University of South Carolina in Government & International Relations and his MBA at the University of South Carolina's Moore School of Business in International Finance. He was commissioned as a Second Lieutenant through the Navy ROTC program and served on Active Duty in the Marine Corps from 1990-1997 as an Artillery Officer and then received a secondary MOS as a Tank Officer. He re-entered the Selected Marine Corps Reserves in 2003 and served in several billets across the Artillery, Tank, and Light Armored Reconnaissance communities. He retired as a Lieutenant Colonel in late 2018.

What are the challenges that lawyers are facing this year? What about the challenges that are the remnants of the pandemic?  What will the future of 2023 and beyond hold for law firm owners?These are some of the questions that Jim and Tyson answer as guest on Molly McGrath's podcast Hire and Empower with MollyListen in! 00:27 Where do you see an opportunity and best practices in the post pandemic world? 04:04 What do you offer a team to grow themselves, and how to KEEP a team? 09:25 What if you are afraid of the “virtual” team? You can't see what they are doing!! 12:49 When you can't find an associate where you live, what do you do?13:25 What happens when law firm owners don't change their mindset 15:37 What does it mean to be more effective as a law firm owner? Do this exercise… 22:44 How do you get comfortable with letting go of tasks to a team - Tips from Jim and Tyson on how to let go. 33:33 What does a successful lawyer look like?! Books Mentioned: Think and Grow Rich: The Original: An Official Publication of The Napoleon Hill FoundationTopgrading: How Leading Companies Win by Hiring, Coaching and Keeping the Best People Turn the Ship Around!: A True Story of Turning Followers into Leaders

You don't often get a second chance to make a first impression, especially in the Salon Industry.  In today's online-dominated world, 95% of people who visit your website are new clients.  Yes, that's right! NEW clients. Potential new clients will stalk your Salon's website and socials, forming an expectation of what they will get if they come to your Salon…will you live up to their expectations? So how do you turn all that online activity into actual paying clients that LOVE what they see online and offline, and come back again and again?  I want to introduce you to the CEO of MYA & former Salon Owner, Kati Whitledge.  Kati is an expert with social media & marketing Salons online. MYA is a Marketing and Client Recruitment Software for Beauty Industry Professionals that uses human behavior techniques to match clients with the perfect Salon for them.  In this episode, Kati & I discuss what to post on your social media feed and website that will attract clients to your brand, as well as strategies that you can implement in your Salon that will ensure those clients always return.  Here are three reasons why you should listen to the full episode: Discover what to post on your social media feed to attract clients Learn the importance of a website for your Salon business in setting the scene for your brand. How to ensure your clients love your Salon online & offline.  9 Part Plan CLICK HERE to get access to the 9-part plan to Salon success Let's chat… I'd like to chat with you a bit more about your business and how I may be able to help you. Just click here to jump over into messenger & chat! Resources: CLICK HERE to join the Profitable & Successful Salon Owners Facebook Group CLICK HERE to listen to “What Got You Here, Won't Get You There”  CLICK HERE to listen to “Life Force” by Tony Robbins CLICK HERE to check out Mya

Mike is the author of “Leadership in Balance and Management in Balance,” the founder of Crispian Consulting, and a retired Army officer. Mike shares his thoughts on balance and equilibrium, and what that means for management versus leadership. Contained in this episode is essential advice for newly-minted leaders, and a discussion on learning tools. At the end of the episode is a great “both/and” challenge!   https://bit.ly/TLP-336   Key Takeaways [3:05] Mike played rugby as a Military Academy cadet. He had a lot of fun with his teammates. Rugby helped him develop into the person he is. [4:05] Jim met Mike as a keynote speaker, speaking about balance and being a fulcrum. Jim took a lot of notes. Mike defines balance for leaders and managers. It's not things being equal, it's the equilibrium of a work/life balance. Mike talks about managers spending up to 80 hours a week at work. That doesn't leave equal hours to spend with your family. When you're home, give them your undivided attention. [6:23] Mike teaches “both/and” as an alternative to the “either/or” way of looking at problems. The vast majority of things in life are not dilemmas where you must make one or the other choice. Most questions involve equilibrium or equipoise. Apply the right amount of each choice to where it balances. Mike says to be the fulcrum. Be the point on which balance is achieved. [7:49] Mike writes about four central domains in leadership: Communication, Adaptability, Focus, and Influence. You can find an equilibrium but the environment is constantly changing so your equilibrium will also change. Mike works with people to be ready for change. A key part of the model is situational awareness. What's going on in the environment that's different from your natural tendency? [10:11] Mike admits there were times as an Army officer when he should have given more direct orders. Instead of telling people why something was important to do, he needed to tell them how to do it. He didn't always recognize what the situation demanded of him so he couldn't be the fulcrum. [12:14] While doing the Audible version of his first book. Leadership in Balance, Mike realized that the four central domains have descriptive names. Communication is the Foundational Domain, upon which leadership is built. The other three domains rely on effective communication. Focus is the Purpose Domain. Adaptability is the Action Domain. Influence is the Mission Domain. [14:27] Mike's second book, Management in Balance, is out now. It covers four domains, Time, Material, Risk, and Change. [15:08] Mike addresses the mindsets of abundance and scarcity. What is your attitude about an abundance of risk, versus a scarcity of risk, or an abundance of material, versus a scarcity of material? Mike quotes former Green Beret Kevin Owens: “The most innovative people I know are poor.” The conditions are the conditions, so we have to deal with the condition, whether abundance or scarcity. [16:50] Are you seeing risks that are not there? Are you not seeing risks that are present and are you becoming reckless? The balance comes into play in that as a manager you have to deal with the current condition honestly and as it exists but you have to prepare yourself and your team for that shift that is going to come. Supply chain issues are examples of shifts. Adjust to conditions as they change. [19:39] Using an Army metaphor, you need to position yourself where you can best influence the action. You might need to stand back a bit to have a wider view and receive news from outside organizations. Or you might go to the front lines to direct people who don't know what to do. That's one of the ultimate leadership calls. The same principle applies in a business context. [20:29] Being the fulcrum is creating the ability for equilibrium by managing resources and assigning tasks. Mike says ultimately, time management is task management; how you prioritize and assign tasks. That's the nexus of leadership and management. Position yourself as a leader/manager where you can do the most to create equilibrium in these areas. Be open to signals coming from the environment. [21:33] Empowerment and subordinate development consist of pushing decisions down as far as you can send them. Stan McChrystal taught MIke to get the authority down to where decisions can be made most effectively. Mike notes that Ukraine is using that model now, based on U.S. assistance from 2014. Mike asks, are you doing it well, are you doing it right, and are you doing it in a way that makes sense? [23:04] The fulcrum creates balance based on where it's positioned along the lever. You, the leader/manager create balance by how you influence, position yourself, lead, and manage in these domains access your organization. [24:28] Mike discusses newly promoted “player-coaches.” Both of Mike's books are intended for new managers and also senior leaders who are responsible to promote new managers and leaders and he invites leaders to make these decisions thoughtfully and intentionally.[26:07] The first thing anyone entering into a new position needs to decide is whether they want a job or a career. Get it wrong and you will be miserable to be on the wrong path. And senior management needs to be able to look at you and see if you have leadership potential and the desire for a career. Are you willing to make the physical, emotional, and mental sacrifices that leadership requires? [29:20] Sometimes we get frustrating answers from asking the wrong questions. Sometimes our ego stands in the way of asking the better question because we don't want to know the answer. Or we overlook that we might have been wrong previously. Surround yourself with smart people. Put together a smart team with at least one person who asks, “What are we missing? What is another possibility?” [30:29] Always look for the third option. Don't let decisions be either X or Not-X. Having one more option forces you to think more deeply about the problem and how that plays out as a solution. Most of us quickly make decisions based on experience. Step back and ask some other smart people what they're seeing. Reframe the problem. Mike tells how he addressed an IED problem to improve mobility. [34:03] Remember that everything you do as a team or an individual is a performance cycle. A performance cycle has four steps: Plan, Prepare, Execute, and Review. Don't skip the Review step, especially if you succeed, because it will help you plan better for the next performance cycle. [37:21] Mike's next book focuses on management and leadership as a “both/and” proposition and will speak to executives. Mike discusses the risk to mission, the risk to people, and the risk to reputation. You have to know where those three types of risks are lurking. Manage to mitigate that risk to your people, your mission, and your reputation. Look for opportunities to find acceptable risk and grab market share. [40:43] Mike wrote the second book to define management, setting the stage for his next book, covering leadership and management. New managers always ask Mike whether management or leadership is more important. The better question is, how are they different and when do you do each? The domains for the Management/Leadership equipoise are: What, How, When, and Why? [42:45] Mike's challenge for listeners: Find the “both/and.” When you think you're on the horns of a dilemma, step back for a minute and ask, “Is this really an either/or proposition, or is there some question of equilibrium that needs to be found between these competing demands?” If you do that, you may find that you are more effective and a lot happier in your role. [44:07] Closing quote: “There is no decision that we can make that doesn't come with some sort of balance or sacrifice.” — Simon Sinek   Quotable Quotes “A lot of people, their thoughts immediately go to things being equal; … a balanced scale. … Balance is not about things being equal. Balance is about finding equilibrium; a work/life balance.” — Mike “The equilibrium comes in when you're home, giving them your undivided attention, putting your work aside, and getting involved in the things they're involved in.” — Mike “The vast majority of things are a question of balance, equilibrium, equipoise: to take these things that are in contention with each other and apply the right amount of each to where it balances.” — Mike “That's why the ‘be the fulcrum' thing comes into play. That's my reminder to everybody that you've got to be the point on which balance, equilibrium, is achieved.” — Mike “As an Army officer, … I wanted to be more indirect in how I influenced people. I was very much, ‘This is what you've got to do and this is why it's important,' not, ‘this is how you're going to do it.' … There were situations where I should have been more like that.” — Mike “I've been asking a lot of clients lately, ‘What's the most important thing that you do, and are you getting better at it every day?' And almost invariably, it boils down to their ability to communicate.” — Jan “Limiting resources can make people very resilient. The most innovative people I know are poor.” — Former Green Beret Kevin Owens, quoted by Mike Lerario “If you're in the retail business now, you've seen this roller coaster. You had a lot and all of a sudden, maybe people didn't have money, and then people got money and they're buying all your stuff and the supply chain gets impacted because there are 50 ships backed up.” — Mike “[Speaking] as an Army guy, one of the most important lessons is that you need to position yourself where you can best influence the action. In some cases that might mean that you're standing back and you have a wider view of the battlefield.” — Mike “The fulcrum creates balance based on where it's positioned along the lever. You, the leader/manager create balance by how you influence, position yourself, lead, and manage in these domains access your organization.” — Mike “I'm a firm believer that, especially with decision making, you have to find a third option, always. If you're looking at the decisions as, ‘I've got to do A or I've got to do B,' or ‘I've got to do X or Not-X,' you're going to fail. … You have a higher probability of failure.” — Mike   Resources Mentioned Theleadershippodcast.com Sponsored by: Darley.com Rafti Advisors. LLC Self-Reliant Leadership. LLC Mike Lerario Crispian Consulting General Stanley McChrystal Team of Teams: New Rules of Engagement for a Complex World, by Stanley McChrystal et. al. Leadership in Balance: THE FULCRUM-CENTRIC PLAN for Emerging and High Potential Leaders, by Mike Lerario Management in Balance: THE FULCRUM-CENTRIC PLAN for New and Reluctant Managers, by Mike Lerario Rand Corporation Audible Kevin Owens Turn the Ship Around!: A True Story of Turning Followers into Leaders, by L. David Marquet

Before I get into the meat of the topic, I need to pause and wish all of my fellow veterans a happy veterans day, And I cannot forget my Marine Corps Brothers and Sisters and wish them a very happy birthday. It has been a wonderful 247 years since the founding of the Marine Corps in Philadelphia's Tun Tavern in 1775. Today we are talking about moving followers to leaders. With National Holiday Veterans Day two days away as I write this, I found it fitting to revisit a past interview I conducted with Capt. L. David Marquet from the United States Submarine Force Since I first interviewed David about his book Turn The Ship Around,  hundreds of thousands of readers have been inspired by former Navy captain David Marquet's true story. Many have applied his insights to their organizations, creating workplaces where everyone takes responsibility for their actions, where followers grow to become leaders, and where happier teams drive dramatically better results.Like many officers, David was a Naval Academy graduate. He took pride in his accomplishments, and as an experienced officer, when selected for the highly competitive position of submarine command, he was thrilled. David was trained to give orders in the traditional Master and Commander leadership model. When he was allowed to be the skipper of a brand nuclear-powered submarine, he took the opportunity to learn everything about it. However, David faced a new wrinkle when he was shifted to the Santa Fe, an underperforming boat that was dead last in the pacific fleet. Facing the high-stress environment of a sub where there's little margin for error, he was determined to reverse the trends he found on the Santa Fe: poor morale, poor performance, and the worst retention rate in the fleet. Marquet ran into trouble when he unknowingly gave an impossible order, and his crew tried to follow it anyway. He said it was like telling someone driving a 4-speed to the car to shift it into 5th. When he asked why the answer was: "Because you told me to." David realized that while he had been trained for a different submarine, his crew had been trained to do what they were told - a deadly combination.That's when Marquet flipped the leadership model and pushed for leadership at every level. Turn the Ship Around! Reveals how the Santa Fe skyrocketed from worst to first in the fleet by challenging the US Navy's traditional leader-follower approach. Struggling against his instincts to take control, he achieved the vastly more powerful model of giving power to his subordinates and creating leaders.Before long, each member of Marquet's crew became a leader and assumed responsibility for everything he did, from clerical tasks to crucial combat decisions. The team became wholly engaged, contributing their total intellectual capacity every day. Santa Fe set records for performance, morale, and retention. And over the next decade, a highly disproportionate number of the officers of the Santa Fe were selected to become submarine commanders."Organizations should reward risk-takers, even if they fall short once in a while. Let them know that promotions and glory go to innovators and pioneers, not to stand-patters who fear controversy and avoid trying to improve anything."As he recounts, in Turn, the Ship Around!: A True Story of Turning Followers into Leaders the opportunity wasn't without its irony.I took away from this interview how David moved an entire boat from a "can I" to a "May I" mentality. This may not seem like a massive difference to you; however, it is enormous in the traditional Navy and the high-stakes world of the submarine service. Today, young men and women are preparing to fight the next war, and Our military has spent much time and money preparing for tomorrow's battles with antiquated methods. We continue to invest in the latest technologies and systems, but, as we all know, technology is nothing but a facilitator. The people operating the equipment give us the fighting edge, and we have lost our way to helping them grow.And I see the parallel between how emergency management uses decade-old methods to train current and future emergency managers and military training to fight the last battle. There are technologies that we need to embrace by looking at thought leaders like Sean Griffin from Disaster Tech, whose innovations in training and AI are making strides in how we train for the next disaster. However, we also need a pathway for the next generation of emergency management leaders. That is what this series is truly about. Socrates said, "The only true wisdom is in knowing you know nothing." That is the key to leadership. It understands yourself first, seeking to improve and then using that knowledge to shape the organization.Leaders must free their subordinates to fulfill their talents to the utmost. However, most obstacles that limit people's potential are set in motion by the leader and are rooted in their fears, ego needs, and unproductive habits. A transformation can take shape when leaders explore deep within their thoughts and feelings to understand themselves.That understanding shifts the leader's perspective on all life interactions, and they approach leadership differently. As a result, the leader's choices differ from those they made when blinded by fear, ego, and habit. More importantly, others perceive the person as more authentic, reinforcing the new behavior. This can vastly improve how people respond to their leaders and makes their loyalty to the source of gratification more likely:This loyalty transforms the organization from just a place to work to a sense of ownership, a team, and a culture that gives their lives meaning and purpose.Leaders must be willing to put the organization's performance ahead of their egos.The command-and-control approach is far from the most efficient way to tap people's intelligence and skills.In any organization where employees take ownership, you have one with core values of leaders putting their team or "followers" first.In a world that is constantly moving, staying still is near-certain death.Organizations should reward risk-takers, even if they fall short once in a while. It is scary for para-military organizations to allow that to happen. We have all seen the rewards go to the bureaucrat, which does not challenge the status quo. Kelly McKinney once said that you are not doing your job if you don't get fired for doing what is right. Let that sink in for a second. We must let our team members know that promotions and glory go to innovators and pioneers, not to stand-patters who fear controversy and avoid trying to improve anything. That's the key to keeping an organization vital, growing, and successful. Stasis is death to any organization. Evolve or die: It's the law of life. Rules that made sense when they were written may well be obsolete. Make them extinct, too.The primary reasons people leave an organization have nothing to do with money.However the economy is doing, a challenge for leaders in the twenty-first century is attracting and retaining not just employees but the best employees— and, more importantly, how to motivate them so that they work with passion, energy, and enthusiasm. But very few people with brains, skills, and initiative appear. The timeless challenge in the real world is to help less-talented people transcend their limitations.Most systems reward micromanagement which only disempowers subordinates and removes ownership and accountability.managers are told to delegate authority and empower subordinates, but they are expected never to utter the words "I don't know." So they are on constant alert, riding herd on every detail. In short, the system rewards micromanagement by superiors— at the cost of disempowering those below.Organizations commanded by a micromanager create a sub-culture of micromanagement. Individual initiative is the exception, not the norm and the people who exhibit it get beaten down quickly and either quit or become cynical.No one is capable of making every decision.While there are infinite ways to make decisions, most organizations create an ineffective system of rules and policies that attempt to prepare for every possible contingency.The thing about rules and policies is that they become very hard to fix once they are put in place. Both the people who put them in place and those whose job it is to exercise them become highly motivated advocates of the policies. Even if the policies initially made sense, they became hard to change. When you try to change something but can't, you start becoming a tenant and stop being an owner.Ownership dramatically increases the odds of success.They will handle the details if you can find the right people, set the direction, and give them autonomy. In fact, not only will they take the details, but they will insist on it because they are owners.Think about it, when was the last time you cared about something profoundly and outsourced the details? Never.I saw this quote and needed to use it at some point. Shane Parish published this on his website. One way to tell if you're working with owners and renters is whether they insist upon a sufficient level of autonomy. Renters never want it. Owners can't live without it. Autonomy comes from influence, power, and direction. You must be kept up with bureaucracy and management.Instead of rules, great organizations use principles and allow for exceptions and judgment. They train people to think and make judgments on their own. If you need to know when it makes sense to opt-out of a rule or policy, you shouldn't be in charge of executing it.Sponsors Get full access to The Emergency Management Network at emnetwork.substack.com/subscribe

In this episode, Rachel and Stuart discuss how the concept of respect can be misused to censure justifiable observations and feedback.  They also discuss how this misuse--or weaponizing--of respect correlates with a certain type of organizational structure.  Key Moments:Stuart relays how the expression of respect of can vary from one organization to anotherRachel, with a cameo appearance by Stuart (using his best obnoxious boss voice), reads a short narrative that is illustrative of weaponizing respectThey then discuss how the misuse of respect can create a culture of implied censorshipStuart stresses that you should never forget that a lot of what you perceive as respect for you as a person or because of your leadership abilities is often more directly related to your formal position in the organization and the perceive power that wieldsFinally, they present a technique that can be used as a workaround Books that go well with this episode:Humanocracy: Creating Organizations as Amazing as the People Inside ThemLeadership is Language: The Hidden Power of What You Say—and What You Don'tTurn the Ship Around: A True Story of Turning Followers into LeadersFor additional management resources and information, please visit us at:  https://managementworksmedia.comYou can email us at:  managementworks@managementworksmedia.comAs an Amazon affiliate, Management Works earns from qualifying purchases.Support the show

In this episode of The Shift Show, I talk with James Wedmore during our Moms in Biz accelerator. We talk about how to operate your business and grow your followers into buyers. You'll hear: How to make impact in the next 90 days What you can do to have 7 figures in sales in 10-20 hours a week The exact trainings that changed my business Things you can do to grow your audience planner page https://nicoleculver.lpages.co/digital-planner/ fb group: https://www.facebook.com/groups/momsinbiz james dashboard https://www.jameswedmoretraining.com/a/2147512689/WoEUXgqN Are you ready to change your energy to change your life? Learn how to release your blocks and limiting beliefs so you can step into your quantum leap in business...and create more money, more revenue and more impact in the world. I'm breaking it ALL down in my BRAND NEW free masterclass. Click here to watch instantly: The NEW Energetic Model To Quantum Leap Your Business.  What to learn how to sell today? Message me the word SALES for my FREE training @NicoleCulver on Instagram Want help with your ads? Click here and apply to work with us!  Tag me while you're listening on Instagram!  @nicoleculver If you enjoy this episode and it inspired you, I would love to hear your biggest takeaway!  Take a screenshot of you listening and post it to your Instagram stories and tag me @nicoleculver  Subscribe & Review in iTunes Are you subscribed to my podcast? If you're not, do that today.  I don't want you to miss an episode.  Click to subscribe in iTunes!  I would be super GRATEFUL if you left me a review over on iTunes, too.  Those reviews help other people find my podcast.  Just click here to review, select “Ratings and Reviews” and “Write a Review” and tell me what your favorite part of the podcast is.  Thank you! 

In this special episode we are joined by Pim de Morree - one half of Employee Experience royalty Corporate Rebels. Pim and co-founder Joost Minnaar ditched their frustrating office jobs to embark on a journey as a couple of rebels visiting pioneers who are changing the status quo of workplaces. Today, we learn what they discovered. We talk about organisational design, their famous bucket list, the origins of the brand, and more. Plus: all about mushroom management and why it fails.  Episode Notes:  Pim de Morree and Joost Minnaar founded the Corporate Rebels blog in 2016, to share their thoughts and findings from visiting workplaces around the world that inspired them. Since then the brand has expanded to include the Corporate Rebels Academy, presentations & workshops, the Corporate Rebels book, and more.  Books mentioned:  “Corporate Rebels: Make Work More Fun” (2020) by Pim de Morree and Joost Minnaar “Maverick: The Success Story Behind the World's Most Unusual Workplace” (1993) by Ricardo Semler  “Turn the Ship Around!: A True Story of Turning Followers into Leaders” (2013) by L. David Marquet “Team of Teams: New Rules of Engagement for a Complex World” (2015) by General Stanley McChrystal “Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage in Human Consciousness” (2014) by Frederick Laloux

Followers are great for a season, but fans last a lifetime! Listen in for tips on how to turn your followers into fans that buy from you, believe in you, and talk about you.___________________BOOK A CALL WITH JAY to find out how we serve entrepreneurs JUST LIKE YOU and learn more about how we can help your business reach the next level! Or, SEND JAY AN EMAIL if that's more your speed!Questions and/or "AH-HA" moments? Send us an email at aha@marketingbreakthrough.coFollow the Marketing Breakthrough Podcast for future episodes designed to strengthen your marketing. For more information about what we offer and to access our other resources, visit our website at marketingbreakthrough.co

In Episode 16 I talk about all things in the world of Will for the last week. It is also the one year anniversary from coming out of inpatient rehab! I talk a little bit about the progress that I've made and the progress that I hope to continue to make on my journey! Lots of book recommendations this week the latest in Clubhouse, And just generally touching on a variety of subjects and things going on in my life with family kids and work! Also hard conversations are just that. They aren't "fun" they can sometimes be difficult, however they are also necessary for progress and to help one another be better, be accountable to one another! The goal with difficult conversations is so that we can all grow and learn on our journeys. I think I mentioned a ton of books but I will just stay here in the notes my top five of the week (In no particular order):Untamed by Glennon DoyleAgile Conversations: Transform Your Conversations, Transform Your Culture by Douglas Squirrel and Jeffrey FredrickTurn the Ship Around!: A True Story of Turning Followers into Leadersby L. David Marquet and Stephen R. CoveyThe Coaching Habit: Say Less, Ask More & Change the Way You Lead Foreverby Michael Bungay Stanier Just Work: Get Sh*t Done, Fast & Fair Kindle Edition by Kim Scott  (Author)As always if you want to stay up to date on the latest news and happenings between episodes follow me on Twitter and Instagram!

In this episode, we are joined by David Marquet, who was the Captain of the USS Santa Fe from 1990 to 2001 and now works as a leadership expert with businesses worldwide. We cover his book, Turn The Ship Around! A True Story of Building Leaders by Breaking Rules, which has been recently re-released with a new companion workbook. What Is Covered Why it is essential to have a longer-term perspective in your people development processes. Because while achievement scorecard runs while you're at an organization, your leadership scorecard starts counting the day you leave Why leadership should be centered on ‘leaning back' and inviting your team to ‘lean forward' Why David believes it is important to alternate between two sets of behaviors, languages, and mindsets to optimize between production and  decision-making scenarios Key Takeaways and Learnings How pausing – and fighting the urge to take immediate action – is essential to developing the  ‘leadership muscle' of a team The differences between a ‘prove' and ‘improve' mindset and how to signal to your team which mindset should be adopted in different situations Actions to create a system thinkers and leaders at every level, how this develops organizational resilience and inoculates it against stupid decisions How leaders need to ‘flatten the power gradient', to make themselves accessible and create the environment for others to contribute Links and Resources Covered in this Episode Get in touch with David Marquet via LinkedIn, Twitter or Facebook David Marquet's website Turn the Ship Around!: A True Story of Turning Followers into Leaders, a book by David Marquet United States Naval Academy, website Talking 100% Entrepreneurship & 0% Bureaucracy with Heiko Fischer of Resourceful Humans on OutsideVoices  

Today we are delving into the Leader-Leader leadership model, which is often used in opposition to the Leader-Follower leadership model. With inspiration from the great work of Captain David Marquet in his book "Turn the Ship Around! A True Story of Turning Followers into Leaders", we are exploring the history behind the Leader-Follower model as well as its limitations. We will seek to understand what makes the Leader-Leader model a sustainable, effective and organically empowering model for leadership for societies and organisations alike, at every level. We will finish with practical tips and strategies to start applying these principles in your organisation, business and personal life today. Book recommendations: - Turn the Ship Around! by David Marquet - Manager as Coach by Jenny Rogers - Start with Why by Simon Sinek Visit my website www.selfcoachingcircle.com to learn more about my coaching philosophy, leadership coaching programs and client testimonials. You can also follow me on LinkedIn at: https://www.linkedin.com/in/muriel-kosovsky-the-self-coaching-circle/ If you are a leader and want to contribute to building a progressive, inclusive, diverse, anti-racist and sustainable leadership culture, please get in touch to come on the podcast!

Jordan Connely joins the show today as the President of Obsidian HR and CFO of ProService Hawaii (Obsidian's parent company). He and Michael share some interesting practices when it comes to HR as well as Jordans' thoughts on how to improve your career, how to transition from consulting to the C-suite, and the many roles he's held throughout the years.   ABOUT OUR GUEST Jordan Conley is President of Obsidian HR, as well as the current CFO of ProService Hawaii (Obsidian's parent company). He is responsible for the strategy, customer experience, culture, and profitability of the business.   Leveraging over 20 years of experience in the HR outsourcing industry, he brings a unique perspective to the evolving needs and definition of “HR” in the modern workplace.   Prior to being appointed President of Obsidian HR, he was a founding member of ZeroChaos (now Workforce Logiq) and has held senior leadership roles at CoAdvantage (a large national HR outsourcing firm).   As a natural entrepreneur, Jordan is passionate about seeing opportunities where businesses need help and partnering with leaders to protect their operations and make growth a reality. Jordan attended the University of Central Florida and Crummer School of Business at Rollins.   He is married with three sons and currently resides in Denver, CO where he is an active car aficionado, an avid reader, and a connoisseur of Colorado beer.   GET IN TOUCH WITH JORDAN CONLEY ON LINKEDIN   THANKS TO OUR SPONSORS Podfly Productions: Podfly.net Veterans of Foreign Wars: VFWpost1.org OC Executive Search: OCExecutiveSearch.com   KEY TAKEAWAYS [2:49] Michael introduces Jordan and asks him to share a little bit about what ProService Hawaii and Obsidian HR do as well as the differences between working in Hawaii and on the mainland.   A LITTLE BIT OUT OF THE BLUE [8:44] What Jordan didn't realize at the time was that in consulting he had been doing a year-long interview for the CTO position!   CXO PATH [10:30] Having dropped out of undergraduate school to launch a startup, Jordan speaks to his non-linear path to the C-suite by way of an MBA. He shares an anecdote about staying in touch with some of his classmates and even having some of them now working out of Hawaii.   SLOW BUT STEADY [15:19] From CTO to COO Jordan talks about the slow transition he made from IT to HR as well as playing both roles for a period of time. Jordan also shares his most rewarding and challenging moments as a COO.   KEEPING TRAINS ON TIME [19:10] Jordan shares his take on the COO role as well as the period of time when the COO was living out of Sweden and traveling to Honolulu regularly, requiring Jordan to fill a lot of roles.   LEGACY AND ADVICE [20:51] Jordan touches on what he hopes are the traits people will remember him by at ProService. He shares one of his proudest moments at ProService, as well as some critical advice for aspiring c-suite.   [24:00] Jordan explains why you need to make sure you're never a bottleneck as well as relentless prioritization.   MANAGEMENT STYLE [26:49] Jordan walks us through the leader-leader style of management and talks about the great advantages and difficulties of Topgrading.   RECRUITING [32:10] Recruiting and hiring is one of the most important aspects of Jordan's job, and he will spend around 40% of his time on it.   DECISIONS [33:22] Jordan shares a decision he made that didn't go as planned.   BEST WORST JOB JORDAN EVER HAD [35:30] Bussing tables at a restaurant!   [39:26] Michael thanks Jordan for coming on the podcast to share his insight and closes out the podcast with his favorite takeaways.   We hope you learned something today and enjoyed the conversation. Please give us 5 stars on iTunes and share your comments so we can improve and ask the questions you want to hear.   MENTIONED IN THIS EPISODE ProService Obsidian HR Topgrading   Books: Turn the Ship Around!: A True Story of Turning Followers into Leaders, by L. David Marquet The Oz Principle: Getting Results Through Individual and Organizational Accountability, by Craig Hickman, Tom Smith, and Roger Connors Scaling Up: How a Few Companies Make It…and Why the Rest Don't, by Verne Harnish Riding Shotgun: The Role of the COO, by Nathan Bennett   SPECIAL THANKS TO Jalan Crossland for the music Angela Johnson at OC Executive Search Joseph Batty at Podfly Corey Coates at Podfly

Today we're going to discuss the pros and cons of staying with the same company for an extended period, creating an HR organization from scratch, and the lessons that Michelle Anastasi has learned throughout her career.   ABOUT OUR GUEST Michelle is an outgoing CPO who has worked at CompSych, GiveForward, Dell and ASAP Software. She earned her Business Administration degree from the Indiana University Kelley School of Business and an MBA from Northwestern University's Kellogg School of Management.   GET IN TOUCH WITH ON LINKEDIN   THANKS TO OUR SPONSORS Podfly Productions: Podfly.net Veterans of Foreign Wars: VFWpost1.org OC Executive Search: OCExecutiveSearch.com   KEY TAKEAWAYS [1:52] Michael introduces Michelle Anastasi and asks her to share an interesting tidbit about herself — She has had a bear visit her kitchen while she was home!   [4:00] Michelle touches on the roles she embodied and the mentors that guided her during her 16-year stint at the same software company, from the accounting department to building an HR department from scratch.   BUILDING HR FROM THE GROUND UP [6:18] Michelle breaks down how she went about tackling the HR department build with very little experience from establishing priority lists to finding the right mentors.   REGRETS? [11:50] Michelle admits to having made her share of mistakes, but she wouldn't trade any of them — she does share the one thing she would have done differently: networks and relationships.   STARTING FROM SCRATCH [12:36] Michelle packs so much advice in a minute, you won't believe it — we counted 11 really important and insightful tips.   SHAKING ASSUMPTIONS [15:30] Behaviors can help in preventing people from pigeonholing you — think about your executive presence and be strategic.   WHY SO LONG? [18:46] Michelle opens up on the reasons why she stayed so long at ASAP, the first of which is that she kept having opportunities to learn and be challenged. She touches on the increasingly short windows companies get to show how engaging they can be to new hires.   THE DELL MERGER [22:21] She did work through a few mergers, but Dell was at a different scale! She talks us through the ups and downs of the experience.   C-SUITE, CPO VS CHRO [25:38] Though there seems to be a push away from the human resources terminology, Michelle sees very little difference between the roles themselves. She delves into what best prepared her for the C-Suite, including a tough boss that knows how to push you outside your comfort zone.   GETTING TO THE C-SUITE [30:04] Michelle hands out fistfuls of advice for aspiring CPOs.   SURPRISES AND REWARDS [33:22] Michelle shares the aspects of being a CPO that she finds surprising and rewarding — even if a lot of the work is covered by NDA!   OVERSEAS EXPERIENCE [33:50] Michelle's approach to HR is influenced by having lived overseas and being culturally aware.   A BAD CALL [35:18] Michelle shares the time she joined a company led by a narcissist.   MBA [36:56] Michelle touches on the value her MBA has had in her career.   CANDIDATE ATTRIBUTES [38:15] What are the things Michelle looks for in a successful candidate to hire.   BEST WORST JOB MICHELLE EVER HAD [39:19] Waitressing is such a good background for everything in life!   FINAL THOUGHTS AND GOOD READS [42:02] Michelle shares a very generous amount of titles to read and a recap of her tips for emerging CXOs.   [44:20] Michael thanks Michelle for coming on the podcast to share her insight and closes out the podcast with his favorite takeaways.   We hope you learned something today and enjoyed the conversation. Please give us 5 stars on iTunes and share your comments so we can improve and ask the questions you want to hear.   MENTIONED IN THIS EPISODE Mersive Technologies Linchpin: Are You Indispensable? by Seth Godin Tribes: We need you to lead us, by Seth Godin Turn the Ship Around!: A True Story of Turning Followers into Leaders, by L. David Marquet Start with Why: How Great Leaders Inspire Everyone to Take Action, by Simon Sinek The Hard Thing About Hard Things: Building a Business When There Are No Easy Answers, by Ben Horowitz   SPECIAL THANKS TO Jalan Crossland for the music Angela Johnson at OC Executive Search Joseph Batty at Podfly Corey Coates at Podfly