Podcasts about Warren Bennis

Today's wisdom comes from On Becoming a Leader by Warren Bennis.   If you're loving Heroic Wisdom Daily, be sure to subscribe to the emails at heroic.us/wisdom-daily.   And… Imagine unlocking access to the distilled wisdom form 700+ of the greatest books ever written.   That's what Heroic Premium offers: Unlimited access to every Philosopher's Note. Daily inspiration and actionable tools to optimize your energy, work, and love. Personalized coaching features to help you stay consistent and focused   Upgrade to Heroic Premium →   Know someone who'd love this? Share Heroic Wisdom Daily with them, and let's grow together in 2025!   Share Heroic Wisdom Daily →

Ronald A. Alexander, PhD, MFT, SEP (Somatic Experiencing Practitioner) is a Creativity and Communication Consultant, and an Executive and Leadership Coach, with a private psychotherapy practice working with individuals, couples, families, and groups in Santa Monica, California. He is the Executive Director of the OpenMind® Training Institute, a leading-edge organization that offers personal and professional training programs in core creativity, mind-body therapies, transformational leadership, and mindfulness meditation. For more than forty-four years, Alexander has been a trainer of healthcare professionals in North America, as well as in Europe, Russia, Japan, China, and Australia. As a Mindfulness and Zen Buddhist practitioner, he specializes in utilizing mindfulness meditation in his professional and corporate work to help people transform their lives by accessing the mind states that open the portal to their core creativity.Alexander is a leading pioneer in the fields of Mindfulness Based Mind-Body Therapies, Gestalt Therapy, Somatic Experiencing, Ericksonian Mind-Body Therapies, Holistic Psychology, and Integrative and Behavioral Medicine. He is a long-time extension faculty member of the UCLA Departments of Humanities, Social Sciences, and Entertainment, a lecturer in the David Geffen School of Medicine, and an adjunct faculty member at Pacifica Graduate Institute and Pepperdine Universities. Alexander received his SEP Certificate from the Somatic Experiencing Trauma Institute in Boulder Colorado. He consulted with and received treatment from Milton H Erickson MD. He personally trained with Ernest Rossi and Steven Gilligan in Ericksonian Hypnotherapy as well as with Daniel P. Brown of the Harvard Medical Cambridge Hospital professional training's seminars in hypnosis and hypno-analysis. He trained with and was certified by the Los Angeles Gestalt Therapy Institute and with Erving and Miriam Polster PhD of the Gestalt Training Center of La Jolla. He also received training and supervision in Contemporary Gestalt and Family Therapies, Psychoanalytic Self-Psychology, Relational and Object Relations Therapies.Dr. Ronald Alexander, PhD is a leading Creativity and Communication Coach, International Clinical Trainer, Executive and Leadership Coach, with a private practice in Santa Monica, California. He is the originator of the OpenMind Training® Institute, a leading edge organization that offers personal and professional training programs in mindfulness based mind-body therapies, transformational leadership, and meditation. His unique method combines ancient wisdom teachings with Leadership Coaching and Core Creativity into a comprehensive integrated, behaviorally effective mind-body program. This system combines techniques that support strategies of personal, clinical, and corporate excellence and growth.Alexander's extensive training includes core creativity, conflict management, Gestalt therapy, leadership and organizational development, and vision and strategic planning. He pioneered the early values and vision-based models for current day leadership and professional coaching. He specializes in Mind-Body therapies and has been studying and teaching Mindfulness Meditation, Creative Visualization and Transpersonal Psychology since 1970. Alexander studied with and was influenced by noted leaders in these fields such as Ken Blanchard, Werner Erhard, Warren Bennis, Umberto Materana and Francesco Variela, and was one of the grandfathers of coaching along with Jim Rohn, Tony Robbins and Jack Canfield.To learn more about Dr. Ron and his work, visithttps://ronaldalexander.com

Fear is the enemy of growth."Tell the children of Israel to go forward.'" Ex 14:15 NKJVIf you want to grow, you need to get over any fear you may have of making mistakes. As author and professor Warren Bennis states, "A mistake is simply another way of doing things." So, expect to make mistakes along the way, and embrace them as a sign that you are going in the right direction. With the Red Sea in front of them and Pharaoh's chariots behind them, the children of Israel panicked. "The Lord said to Moses, 'Why do you cry to Me? Tell the children of Israel to go forward'" (v. 15 NKJV). When they did, the Red Sea became a pathway to victory and a burial ground for the enemy they feared. If you have to find "the best way" or "the perfect way," you will never get anywhere. It's like driving on an unknown road at night. Ideally, you would like to see your entire route before you start out. Instead, you see it little by little. As you keep going, a little more of the road is revealed to you. So, if you want to see more of the way, get moving. Make a commitment to yourself to start on your growth plan and keep at it for at least twelve months. If you do, you will develop a love for the process, and at the end of the year, you will be able to see how far you have come. "Enlarge the place of your tent...stretch out the curtains of your dwellings; do not spare; lengthen your cords, and strengthen your stakes. For you shall expand to the right and to the left" (Isa 54:2-3 NKJV).Fear is the enemy of growth Expect to make mistakes along the way.Share This DevotionalSend us a textSupport the showChanging Lives | Building Strong Family | Impacting Our Community For Jesus Christ!

Psychological safety is a crucial but often misunderstood concept in modern organizations. In this episode, Andrew and Mark take a deep dive into its origins, how it became a foundational principle of high-performing teams, and why "safe to challenge" can sometimes backfire if implemented poorly.We explore the history, research, and practical applications of psychological safety, from its early roots in therapeutic psychology to Amy Edmondson's groundbreaking research in the 1990s, to its popularization by Google's Project Aristotle. Along the way, we discuss common misconceptions, the role of leadership, and how organizations can create a culture where people feel safe to challenge ideas without fear of repercussions.In this episode, we talk about:What is Psychological Safety? – A definition of psychological safety and why it matters for team performance.The Origins of Psychological Safety – How early research by Carl Rogers, Edgar Schein, and Warren Bennis laid the groundwork for modern team dynamics.Amy Edmondson's Breakthrough – How her 1996 study of nursing teams revealed that psychologically safe teams report more mistakes—not because they make more, but because they feel safe admitting them.Google's Project Aristotle – How Google's research found psychological safety to be the #1 factor in team success, and how it fits alongside dependability, clarity, meaning, and impact.The Challenge with "Safe to Challenge" – Why focusing on challenging authority without first fostering psychological safety can create a toxic environment instead of a productive one.Leadership's Role in Psychological Safety – Why leaders must model fallibility, vulnerability, and openness to feedback to create a climate where others feel safe to speak up.Avoiding Common Misconceptions – The pitfalls of treating psychological safety as a shield against performance expectations, a license to criticize without accountability, or a box to check off rather than a culture to build.Practical Tips for Leaders & Teams – How to cultivate psychological safety in your workplace, from building familiarity and social bonds to creating low-risk "practice fields" for feedback and challenge.This episode is packed with history, research, and actionable insights to help leaders and teams build a culture where challenge leads to innovation, not fear.

Ronald A. Alexander, PhD, MFT, SEP (Somatic Experiencing Practitioner) is a Creativity and Communication Consultant, and an Executive and Leadership Coach, with a private psychotherapy practice working with individuals, couples, families, and groups in Santa Monica, California. He is the Executive Director of the OpenMind® Training Institute, a leading-edge organization that offers personal and professional training programs in core creativity, mind-body therapies, transformational leadership, and mindfulness meditation. For more than forty-four years, Alexander has been a trainer of healthcare professionals in North America, as well as in Europe, Russia, Japan, China, and Australia. As a Mindfulness and Zen Buddhist practitioner, he specializes in utilizing mindfulness meditation in his professional and corporate work to help people transform their lives by accessing the mind states that open the portal to their core creativity.Alexander is a leading pioneer in the fields of Mindfulness Based Mind-Body Therapies, Gestalt Therapy, Somatic Experiencing, Ericksonian Mind-Body Therapies, Holistic Psychology, and Integrative and Behavioral Medicine. He is a long-time extension faculty member of the UCLA Departments of Humanities, Social Sciences, and Entertainment, a lecturer in the David Geffen School of Medicine, and an adjunct faculty member at Pacifica Graduate Institute and Pepperdine Universities. Alexander received his SEP Certificate from the Somatic Experiencing Trauma Institute in Boulder Colorado. He consulted with and received treatment from Milton H Erickson MD. He personally trained with Ernest Rossi and Steven Gilligan in Ericksonian Hypnotherapy as well as with Daniel P. Brown of the Harvard Medical Cambridge Hospital professional training's seminars in hypnosis and hypno-analysis. He trained with and was certified by the Los Angeles Gestalt Therapy Institute and with Erving and Miriam Polster PhD of the Gestalt Training Center of La Jolla. He also received training and supervision in Contemporary Gestalt and Family Therapies, Psychoanalytic Self-Psychology, Relational and Object Relations Therapies.Dr. Ronald Alexander, PhD is a leading Creativity and Communication Coach, International Clinical Trainer, Executive and Leadership Coach, with a private practice in Santa Monica, California. He is the originator of the OpenMind Training® Institute, a leading edge organization that offers personal and professional training programs in mindfulness based mind-body therapies, transformational leadership, and meditation. His unique method combines ancient wisdom teachings with Leadership Coaching and Core Creativity into a comprehensive integrated, behaviorally effective mind-body program. This system combines techniques that support strategies of personal, clinical, and corporate excellence and growth.Alexander's extensive training includes core creativity, conflict management, Gestalt therapy, leadership and organizational development, and vision and strategic planning. He pioneered the early values and vision-based models for current day leadership and professional coaching. He specializes in Mind-Body therapies and has been studying and teaching Mindfulness Meditation, Creative Visualization and Transpersonal Psychology since 1970. Alexander studied with and was influenced by noted leaders in these fields such as Ken Blanchard, Werner Erhard, Warren Bennis, Umberto Materana and Francesco Variela, and was one of the grandfathers of coaching along with Jim Rohn, Tony Robbins and Jack Canfield.To learn more about Dr. Ron and his work, visithttps://ronaldalexander.com

Drawing on the work of Kouzes and Posner and their excellent book, The Leadership Challenge, what are the 5 principles of a great leader?I discuss all 5 qualities and traits while linking that in to the UK.Why is it that we have so few good leaders in the UK?Over the past few decades there have been consistently poor leaders in charge.Today I talk about why I feel this is.I draw upon the work of Oliver Bullough and Butler to The World, and Warren Bennis' On Becoming a Leader.#leadership #greatleaders #UkleadersTake care,Piers--- Piers is an author and a men's transformational coach and therapist who works mainly with trauma, boarding school issues, addictions and relationship problems. He also runs online men's groups for ex-boarders, retreats and a podcast called An Evolving Man. He is also the author of How to Survive and Thrive in Challenging Times. To purchase Piers first book: https://www.amazon.co.uk/How-Survive-Thrive-Challenging-Times/dp/B088T5L251/ref=sr_1_1?dchild=1&keywords=piers+cross&qid=1609869608&sr=8-1 For more videos please visit: http://youtube.com/pierscross For FB: https://www.facebook.com/pierscrosspublic For Piers' website and a free training How To Find Peace In Everyday Life: https://www.piers-cross.com/community Many blessings, Piers Cross http://piers-cross.com/

What kind of feedback are you giving to the people you lead and influence? Is it helping them to grow and get better? In today's podcast episode of Monday Morning Moments, we are continuing our series about the habits of great leaders. Today's podcast focuses on how great leaders give great feedback. In this episode, I share 5 ways that you can give great feedback to the people that you lead and influence. These are great principles whether you are a coach focusing on getting the best out of your players, a business leader helping others to maximize their potential, or a leader at home serving and investing in the needs of your family.  Show Notes:Great leaders give great feedback.What is great feedback?Feedback that helps someone else become who they were created to be and deliver their best confidently and consistently.Great feedback is specific, timely, and relevantGreat feedback must always be aligned with the other person's potential to be (Warren Bennis).Great feedback balances positive and constructive feedback, not criticism which literally means to tear down and not build up.As Chris Miller, a program director at UNC Executive Development, writes in his white paper, “Expectations Create Outcomes: Growth Mindsets in Organizations”: “managers with fixed mindsets often fail to recognize positive changes in employee performance. They are also less likely to coach employees about how to improve performance or to offer constructive feedback…This leads to a loss of talent in organizations.”Focus on at least a 3-1 ratio and work to get to a 5-1 ratio.Great feedback recognizes contribution and achievement. Process and outcomes. Growth and achievements.Great feedback should help your team play with belief, trust, and confidence on “game day.” That's the art of leadership.Key Questions:- What kind of feedback are you giving, and is it helping your team develop and become their best?       New Episodes of the Monday Morning Moments Podcast are released every Monday on your favorite podcast platforms as well as on YouTube. We also release The Coach's Corner segment on Thursdays. You can subscribe below and never miss a new episode.JOIN NOW!

Nvidia, société de tous les superlatifs, est une société que le grand public ne connaît pas. Mais elle figure parmi les 4 plus grandes sociétés cotées en Bourse. Tout ça parce que sans Nvidia il n'y aurait pas d'intelligence artificielle. L'action Nvidia, lundi dernier, a dépassé en une seule séance deux mastodontes de la Bourse américaine et de la Bourse mondiale tout court. Nvidia s'est payé le luxe de dépasser la capitalisation boursière à la fois d'Amazon et de Google. Autrement dit Nvidia est devenue la troisième plus grosse capitalisation mondiale, derrière Microsoft et derrière Apple. Bien sûr, en bourse, les places peuvent changer d'un jour à l'autre, ce qui est le cas ici. Mais Nvidia est aujourd'hui l'entreprise reine de l'intelligence artificielle. Regardez d'ailleurs les recommandations des analystes financiers du monde entier. Ils sont tous à l'achat sur cette action, sur cette valeur, alors que son cours a déjà explosé tous les compteurs. Et c'est normal, Nvidia fabrique les puces nécessaires pour faire fonctionner l'intelligence artificielle. Ce sont des puces qui s'arrachent à 40.000 $ la pièce et qui sont particulièrement adaptées pour les calculs très gourmands que nécessite donc l'intelligence artificielle. Les amateurs de bourse connaissent bien ce dicton "Dans la ruée vers l'or, ce sont surtout les vendeurs de pelles et de pioches qui s'enrichissent le plus". Or, la ruée vers l'or, c'est aujourd'hui l'intelligence artificielle et les pelles et pioches, ce sont les fameuses puces et processeurs de Nvidia… Mots-Clés : profit, ingénieurs, origine, création, consécration, fast-food, Californie, magnifiques, Amazon, Facebook, Tesla, smartphones, voitures électriques, acteur, e commerce, réseau social, milliards, capitalisation boursière, usine, laboratoires, sous traiter, production, Warren Bennis, gourou, management, futur, employés, homme, chien, nourrir, saboter, machine, constat, optimiste, emplois, Tristan Bernard, travailler, preuve, fatigue. --- La chronique économique d'Amid Faljaoui, tous les jours à 8h30 et à 17h30. Merci pour votre écoute Pour écouter Classic 21 à tout moment : www.rtbf.be/classic21 Retrouvez tous les épisodes de La chronique économique sur notre plateforme Auvio.be : https://auvio.rtbf.be/emission/802 Et si vous avez apprécié ce podcast, n'hésitez pas à nous donner des étoiles ou des commentaires, cela nous aide à le faire connaître plus largement.

When Joan Ryan stepped into the locker room to conduct her first post-game interview as a sports journalist, she was all but kicked out by the players. Feeling both unwelcome and undeterred, she made a firm decision to stick around and make a name for herself as one of the first female sports columnists in the country.Using over four decades of experience on the field and in the conference room, Joan is now exploring the concept of team chemistry. Her latest book, Intangibles, shares what team chemistry really is, how to identify it, and how to use it to elevate the performance of any entity, from sports to businesses and beyond.Joan Ryan is an award-winning journalist, speaker, author, and media consultant with the San Francisco Giants. Her work has been featured on Oprah, 60 Minutes, the Today Show, People magazine, the New Yorker, the New York Times, and Time Magazine.In this episode, Dart and Joan discuss:- Whether or not team chemistry exists- How team chemistry elevates performance- The neurophysiology of human connection- The essential archetypes within team chemistry- Connecting over emotions vs. connecting over a shared task- How chemistry and skills affect the likelihood of team success- Using an intangible concept to create tangible results- And other topics…Joan Ryan is an award-winning journalist, speaker, author, and media consultant with the San Francisco Giants. She pioneered sports journalism as one of the first female sports columnists in the country; her work has earned 13 Associated Press Sports Editors Awards, the Women's Sports Foundation's Journalism Aware, and the Edgar A. Poe Award from the White House Correspondents Association, among others.As an author, Joan has been featured on Oprah, 60 Minutes, the Today Show, People magazine, the New Yorker, the New York Times, and Time Magazine. Her expansive career inspired her latest book, Intangibles: Unlocking the Science and Soul of Team Chemistry, which draws from hundreds of interviews to understand the phenomenon known as team chemistry.Resources mentioned:Intangibles, by Joan Ryan: https://www.amazon.com/Intangibles-Unlocking-Science-Soul-Chemistry/dp/B086KJFGBWOrganizing Genius, by Warren Bennis and Patricia Ward Biederman: https://www.amazon.com/Organizing-Genius-Secrets-Creative-Collaboration/dp/0201339897Connect with Joan:LinkedIn: https://www.linkedin.com/in/joan-ryan-intangibles/ 

‘Devote yourselves to prayer, being watchful and thankful.' Colossians 4:2 NIVThe word ‘watchful' is a throwback to the Old Testament-era routine of sitting on a city wall and keeping watch. Watchmen were the first to see attacking armed forces or travelling merchants. They had the best vantage point. They saw what nobody else saw, and they saw things sooner than others saw them. That's exactly what happens when we pray. We see what nobody else sees, and we see them sooner than others see them. Prayer provides us with a God's-eye view; it increases our awareness and gives us a sixth sense that allows us to discern spiritual realities. In their classic book Geeks and Geezers, business gurus Warren Bennis and Robert Thomas make an interesting observation about a common trait among successful leaders in every field. Bennis and Thomas call them first-class noticers. ‘Being a first-class noticer allows you to recognise talent, identify opportunities, and avoid pitfalls. Leaders who succeed again and again are geniuses at grasping context. This is one of those characteristics, like taste, that is difficult to break down into its component parts. But the ability to weigh a welter of factors, some as subtle as how very different groups of people will interpret a gesture, is one of the hallmarks of a true leader.' Prayer turns us into first-class noticers. It helps us to see what God wants us to notice. The more you pray, the more you notice. The less you pray, the less you notice. It's as simple as that. Here's a Bible formula for success in any area of life: ‘Devote yourselves to prayer, being watchful and thankful.'

Meet Dr. Ivan Misner, his WHY is Contribute. Dr. Ivan Misner is a titan of networking and a beacon of entrepreneurial success, renowned for founding BNI, the world's largest business networking organization. With a legacy that spans the creation of a global empire facilitating billions in business referrals, Dr. Misner's insights are invaluable. His journey from humble beginnings to a New York Times bestselling author and a recognized authority in business networking makes him a pivotal figure for anyone looking to thrive in the interconnected world of business.Three Major Things You Will Learn:How a commitment to contributing to others' success can be the cornerstone of a global enterprise, as demonstrated by Dr. Misner's foundational philosophy for BNI.The transformative power of education and mentorship in shaping a leader, illustrated by Dr. Misner's personal academic journey and the influence of leadership experts like Warren Bennis.The accidental origins of BNI and the importance of seizing opportunities, showcasing how Dr. Misner's initial need for referrals led to the creation of an international networking behemoth.Don't miss out on the chance to gain wisdom from the master of networking himself. Listen to this episode to unlock the secrets of building a global network and the profound impact of finding your "why" in business and life. Tune in now to "Beyond Your WHY" and let Dr. Ivan Misner inspire your next big move. Hosted on Acast. See acast.com/privacy for more information.

In this episode, podcast host, Matt Richter is joined by Nigel Paine, organizational learning and leadership expert. Together, they spend the whole episode exploring that nebulous and vague concept of leadership. They fail to definitively lock in a definition for leadership— thus demonstrating one of the inherent challenges organizations face when leveraging LD programs. But, more importantly, they look at what we can do, when we effectively develop leaders within organizational contexts. Leaders are all about managing… managing the context. No one style, approach, model, theory, or consultant prescription will work in all scenarios… of at all. So, what is one to do? Focus on flexibly adapting and managing that aforementioned context. Recognize that that there are so many different perspectives— the leaders, the followers, other players, etc. And then find ways to accept and leverage those different perspectives.In other words, leadership is utterly founded on adaptation and change. It is about systems thinking. To paraphrase Keith Grint, leadership is all about working to solve those wicked problems we face.Nigel answers the question about how we can predict or forecast whether someone will be a good leader. Which then leads to a discussion of how we conceive of leadership in our culture and how we describe leadership success.Below are some references and notes from the show:We referenced both Barbara Kellerman and Jeffrey Pfeffer:Kellerman, B. (2012). The End of Leadership. New York: Harper Collins. Kellerman, B. (2015). Hard Times: Leadership in America. Stanford, CA: Stanford University Press. Pfeffer, J. (2015). Leadership BS: Fixing Workplaces and Careers One Truth at a Time. New York, Harper Business. Matt mentioned some of the Warren Bennis and Burt Nanus management comparisons reference: Young, M., & Dulewicz, V. (2007). Similarities and Differences between Leadership and Management: High-Performance Competencies in the British Royal Navy. British Journal of Management, 19(1), 17-32. doi:https://doi.org/10.1111/j.1467-8551.2007.00534.xAnd the book from them is LEADERS: Strategies for Taking Charge.Nigel mentioned John Kotter. Here are two references that sum up his work nicely.Kotter, J.P. (2001) What Leaders Really Do. Harvard Business Review. December 2001.Adapted from A Force for Change: How Leadership Differs From Management (pp. 3–8), by J. P. Kotter, 1990, New York, NY: Free Press. General Electric's Crotonville Leadership Institute was actually opened in 1956, not in 1947, as Nigel stated. We referred to Keith Grint and his article:Grint, K. (2005). Problems, problems, problems: The social construction of ‘leadership.' Human Relations. 58 (11), 1467-1494.The originators of wicked and tame problems: Rittel and Webber.Rittel, H.W.J. and Webber, M.M.. (1973) Dilemmas in a General Theory of Planning. Policy Sciences. 4, pp. 155-169.Peter Senge and The Fifth Discipline. You can find the book anywhere books are sold.Winston Churchill. There are a ton of biographies about Churchill. Matt's favorite's are the William Manchester volumes. Neville Chamberlain reference: Self, R. (2013, September 30). Was Neville Chamberlain Really a Weak and Terrible Leader? Retrieved from http://www.bbc.com/news/magazine-24300094.Tina Kiefer— and others—  on the drawing a Leader exercise: https://www.nytimes.com/2018/03/16/health/women-leadership-workplace.html?smid=url-share Joseph Devlin: https://www.linkedin.com/posts/joseph-t-devlin_learningstyles-brainmyth-activity-7113156889688854528-RFWZ?utm_source=share&utm_medium=member_desktop

Would you like to receive a daily, random quote by email from my Little Box of Quotes?https://constantine.name/lboqA long long time ago I began collecting inspirational quotes and aphorisms. I kept them on the first version of my web site, where they were displayed randomly. But as time went on, I realized I wanted them where I would see them. Eventually I copied the fledgeling collection onto 3×5 cards and put them in a small box. As I find new ones, I add cards. Today, there are nearly 1,000 quotes and the collection continues to grow.My mission is creating better conversations to spread understanding and compassion. This podcast is a small part of what I do. Drop by https://constantine.name for my weekly email, podcasts, writing and more.

Would you like to receive a daily, random quote by email from my Little Box of Quotes? https://constantine.name/lboq A long long time ago I began collecting inspirational quotes and aphorisms. I kept them on the first version of my web site, where they were displayed randomly. But as time went on, I realized I wanted them where I would see them. Eventually I copied the fledgeling collection onto 3×5 cards and put them in a small box. As I find new ones, I add cards. Today, there are more than 1,000 quotes and the collection continues to grow. Hello, I'm Craig Constantine

In this episode of the podcast "Unlocking Your World of Creativity," Mark interviews Dan Rockwell, author of the upcoming book "The Vagrant: The Inner Journey of Leadership." The interview begins with Mark sharing his personal reaction to the book, noting how it unexpectedly struck a personal chord right from the third page. The conversation delves into the profound nature of leadership as a personal journey, drawing insights from conversations Dan had with influential leaders like Jim Parker, Francis Haine, and Harry Kramer. These conversations led Dan to realize that leadership is about becoming oneself, a transformative and often elusive task for high-performing individuals. Mark also highlights Warren Bennis' quote on the simplicity and difficulty of becoming oneself.Dan explains the significance of the book's title, "The Vagrant," which refers to being blown off course, both in terms of a bird's migration and an individual's journey in leadership. He shares how high performers can sometimes lose sight of themselves and struggle to find their way back on track. The interview touches upon Dan's diverse background, including degrees in theology and ministry, as well as construction and design, and how these areas overlap in the realm of leadership. Mark further explores the commonalities among Dan's varied clientele, ranging from Chick-fil-A to the National Institutes of Health and Royal Caribbean.The conversation then shifts to the creative process behind the book and Dan's collaboration with co-author John David Mann, known for his work on "The Go-Giver." Drawing inspiration from classic parable books, the authors chose a storytelling approach to convey their leadership insights. Dan expresses his gratitude for working with BenBella Books and their valuable contribution to the project. The interview concludes with Dan sharing a leadership insight for individuals who may think they are getting promoted but could potentially face termination. The book will be released in September 2023 and is currently available for pre-order.Overall, the interview explores the personal and collaborative aspects of leadership and creativity, shedding light on the inner journey of leaders and the importance of self-discovery.Dan's Website Dan on YouTube @leadership_freak on Instagram Copyright 2023 Mark Stinson

In the '70s, leadership expert Warren Bennis predicted a future factory staffed by just a man and a dog. The man's job is to feed the dog. The dog's role is to stop the man from touching machines. This vision never materialized.Now, with generative AI on the rise, I hear similar forecasts. These AI models can create movies, music, images – pushing humans to the sidelines of creative work. They suggest our only task will be supervising these LLM models.I disagree for five reasons: Humans adapt Humans are irreplaceable Troubleshooting real-world problems need humans Building an all-AI factory would be costly These models are inhaling their own exhaust Connect with me Twitter: https://twitter.com/jjude LinkedIn: https://www.linkedin.com/in/jjude/ Website: https://jjude.com/ Newsletter: https://jjude.com/subscribe Youtube: https://youtube.com/gravitaswins Email: podcast@jjude.com Executive Coaching Program: https://gravitaswins.com Your feedback countsThank you for listening. If you enjoy the podcast, would you please leave a short review on Apple podcast or on YouTube? It takes less than 60 seconds, and it really makes a difference in finding this podcast. And it boosts my spirits.

Through a collective leadership culture, it is possible to move the needle of societal change forward. Here, to talk about the power of Latino leadership, is Dr Juana Bordas. In this Episode 119 of the LLP, Dr Bordas talks about how to create a philosophy of positivity, how to start leaving an impact, and the truth about immigration. She also shares about the collective culture that is Latino leadership, how her mother laid the foundation for her life, and how the new generations are driving meaningful change. Ready to learn more?   Episode Timeline: [07:40] Dr Bordas is how old? [09:17] A life philosophy. [15:36] Dr Bordas' origin story. [20:11] The truth about immigration. [28:00] Building bridges with the latest generation. [36:34] What is Latino leadership? [41:47] Being comfortable with yourself. [53:06] Latinos facing negativity. [59:45] Dr Bordas' mother. [63:58] The Power of Latino Leadership ¡Ahora! [66:19] What is next for Dr Bordas?   Key Takeaways: How to create a positive life philosophy. Why immigration is valuable for the world. How the new generations are changing society. What is Latino leadership? How to embrace the power of Latino leadership.   Notable Quotes: “Leadership begins with you.” – Dr. Juana Bordas [13:52] “Each culture brings gifts.” – Dr. Juana Bordas [23:02] “You can't be anybody else anyway, so you've got to be yourself.” – Dr. Juana Bordas [30:56] “Change takes a long time.” – Dr. Juana Bordas [35:16] “Leadership is about transformation.” – Dr. Juana Bordas [40:34] “Lead others. Manage yourself.” – Dr. Juana Bordas [44:50] “Inclusion means you make the table bigger.” – Dr. Juana Bordas [55:35] “We're all Latinos.” – Dr. Juana Bordas [66:05]   Connect: Find | Juana Bordas Business: www.juanabordas.comBusiness: http://www.mestizaleadership.com/ Facebook: @JuanaBordasTwitter: @juanabordasYouTube: Juana BordasTikTok: @juana_bordas Instagram: @bordasjuana LinkedIn: www.linkedin.com/in/juanabordas   Dr. Bordas' books: www.juanabordas.com/books     Bio: Dr Juana Bordas is the author of The Power of Latino Leadership – Ahora! and the best-selling book Salsa, Soul, and Spirit: Leadership for a Multicultural Age. Both books are considered breakthrough work on leadership in communities of colour. Dr. Juana Bordas is the President of Mestiza Leadership International, a company that focuses on leadership, diversity, and organizational change.   Juana served as advisor to Harvard's Hispanic Journal on Public Policy, the Kellogg National Fellows Program, as board vice chair of the Greenleaf Center for Servant Leadership, and a trustee of the International Leadership Association (ILA).  A Colorado Women's Hall of Fame inductee, in 2009 the Denver Post and Colorado Women's Foundation named her Colorado Unique Woman of the Year. Juana is a founder of Mi Casa Resource Centre and the founding president of The National Hispana Leadership Institute. She is recognized as an elder and icon in the world of leadership, diversity, and the advancement of Latinos and communities of colour.  The first Latina faculty at the Centre for Creative Leadership (CCL), she taught in the Leadership Development Program - the most highly utilized executive program in the world. As a leader, teacher, activist, and author, Dr. Bordas continues sharing her wisdom and insights with people across the globe.   Dr. Bordas received an honorary doctorate from Union University and received the 2019 Life-Time Achievement Award from The International Leadership Association. She is the first Latina honoured with this prestigious award from the International Leadership Association (ILA), which has been received by Warren Bennis, Robert Greenleaf, Peter Drucker, James McGregor Burns, and Margaret Wheatley.     SUBSCRIBE TO THIS PODCAST ON APPLE PODCASTS.

Main Idea: To lead yourself well, you must know yourself. You must have a true foundation, and increasing grasp of self-awareness. Typically we have one overdeveloped, over-obsessed pillar, and two that are almost completely unformed. Pillar One: Who Are You? Character: Are you lying to yourself about what could potentially destroy you? Are you shaking off, or actively combating, truths that are uncomfortable? Personality: What energizes you? What depletes you? What's your natural rhythms Personality Testing: DISC, Enneagram, Leading from your strengths. Gifting: We try to operate in other people's gifting because we see the impact it has clearer than we can see the impact of our own gifting. Test: StrengthsFinder Ethos Emotional Intelligence component of who you are. Question: “What's it like to be on the other side of me?” Further Statements Only when we know what we're made of and what we want to make of it can we begin our lives. Bennis Warren Bennis on how to know yourself 1) You are your own best teacher 2) Accept responsibility. Blame no one. 3) You can learn anything you want to learn. 4) True understanding comes from reflecting on your experience. Pillar Two: What do you want This is one aspect of self-leadership that is almost completely unformed. People set out to be leaders, without knowing why. “No leader sets out to be a leader. People set out to live their lives, expressing themselves fully. When that expression is of value, they become leaders. So the point is not to become a leader. The point is to become yourself, to use yourself completely-all your skills, gifts, and energies- in order to make your vision manifest.” Warren Bennis. Reflection: I don't think that's true, many people set out to be a leader. Mercenary Leader or Visionary Leader Mercenary: Developing and deploying skills to whatever seems the most interesting and pays the most. Visionary: The person who becomes a leader, develops what is needed, in pursuit of a vision they desperately want to accomplish. Mercenary Leaders bail early. Sources The 2nd Habit of Highly Effective People from Stephen Covey, “Begin with the end in mind”. The first element of leadership is having a guiding vision. Bennis Aspect of it, plan, “You're either going to be proactive or reactive- without a plan, you have a much greater probability of getting ‘off purpose'.” Harkavy Pillar Three: Are you willing to do what is necessary to get there? Angela Duckworth, “Grit is the combination of passion and perseverance…that is a stronger predictor of high-achievement than intelligence, talent and other personality traits.” My belief: People over-obsess on personality tests, don't really have a good idea of what they want to accomplish, and bail at the first sign of difficulty. The third pillar of self-awareness must be an awareness of “are you willing to do what is necessary to get there?” Many men want to be president, few want to do president. Steven Sample Metaphor of knowing if you can get there. Count the cost The difference between where you are and where you want to be is the pain you're willing to endure. Sam Chand Close “A leader should always act as if he himself, not history or fate, is responsible for his actions.” Steven Sample

The great leadership expert and author Warren Bennis often explained how great leaders communicate with the people they lead and influence in terms of their "potential to be." In today's podcast episode of Monday Morning Moments, I share 2 ways that you can do this and help the people you lead and influence become who they were created to be and maximize their potential. Show Notes: Communicate positive and constructive feedback in terms of their "potential to be."  Leverage your platform to position the people you lead and influence into leadership opportunities. New Episodes of the Monday Morning Moments Podcast are released every Monday on your favorite podcast platforms as well as on YouTube. We also release The Coach's Corner segment on Thursdays. You can subscribe below and never miss a new episode. JOIN NOW!

“Leadership is the capacity to translate vision into reality.” -Warren Bennis    What are some of the qualities embodied in outstanding board leaders? Someone who has experience in business leadership roles.  A person that has a proven track record in developing and executing strategy. Someone who demonstrates a forward-thinking mentality.   In today's podcast, we are joined by two outstanding board leaders, Mark Johnson, Executive VP and Director of Business Development at the International Code Council, and Cy Kilbourn, Vice President of Engineering at Ekotrope. We learn of their backgrounds and growing involvement with RESNET over the years and how fitting they are to take on these roles: Mark as Board President and Cy as Board Vice President. Mark describes his plans to continue to ensure that RESNET is the gold standard within the industry which includes the growing interest in and use of the Carbon Index. Cy notes how he will help encourage and support the opportunities offered in field code compliance work, ESG reporting, and the extension of the 45L tax credit. Mark and Cy are focusing on the realization and execution of these and other initiatives. LINKS: RESNET's 2023 Mission, Goals, and Priorities: https://www.resnet.us/wp-content/uploads/RESNET_2023_MissionGoalsPriorities_11-01-2022.pdf RESNET Board Page: https://www.resnet.us/about/resnet-board-of-directors-members/ Mark Johnson on LinkedIn: https://www.linkedin.com/in/mark-johnson-79b71a7/ Cy Kilbourn on LinkedIn:https://www.linkedin.com/in/cy-kilbourn-038bb019/   RESTalk: To the RESNET community, we hear you and want to engage. Learn more at www.RESNET.us Or for more info on this topic contact RESNET at INFO@RESNET.US  

[00:00:00] Tommy Thomas: We're picking up today from last week's conversation with Bev Godby and Bill Hendricks of The Giftedness Center in Dallas.  We were talking about the power of story and one's life, and in particular, what a manager can see when an employee is working within their area of giftedness.  Bill and Bev had just responded to this quote from Warren Bennis.  “Too many companies believe people are interchangeable. Truly gifted peopl never are. They have unique talents. Such people cannot be forced into roles they're not suited for, nor should they be. Effective leaders allow great people to do the work they were born to do.” We're picking up when I asked them to respond to this quote from Ben Zander, the Conductor of the Boston Philharmonic.  Here's kind of another spin on that, and this comes from Ben Zander, the Conductor of the Boston Philharmonic. “The conductor doesn't make a sound. The conductor's power depends on his ability to make other people powerful.”  So how does this play into this thing called giftedness? [00:01:09] Bill Hendricks: It's a beautiful metaphor because most of the work in the world, certainly in our culture, is not actually done by individuals. It's done by teams of people working in concert and alignment together. But each person is unique, and they bring different strengths. Just like all the instruments in an orchestra have different sounds and different roles in making music. And what leaders need to do is to get all of those players, all of those performers, all of those instruments as if it were all the giftedness aligned. Which means putting first all of the right people in the right seats. One of the biggest problems in our culture is we get too many people because they don't know and nobody's checked out what their giftedness is. They're doing things they weren't born to do. They're like tools that are being used for purposes, different from what they were designed to do. You've got hammers trying to chop wood. You've got screwdrivers trying to drive nails. You've got saws trying to drill screw holes. And so we wonder why people are frustrated in their work. We wonder why work isn't done as well as it could be. So you gotta get the person in the right slot for them, as it were. But you've also gotta get all of those tools aligned around the common vision and purpose and strategy. And this is one of the great needs for good leadership. Good leaders have to pay attention to what their performers - to stick with the concert metaphor - not only are capable of doing but how to get the best out of them at the right time in the composition as it were.  And if you think about every person as having that music in them, the tragedy is that so many people go through life and no one gets to hear the music. So there's something of them that doesn't really ever get to be utilized and heard. And that's another real privilege of what we get to do because we see and we hear that music and somebody and help them to get that engaged. I think one of the things Bill and I agree on is a lot of people that are not in what we call ‘good job fit' - it doesn't really fit them that have been shamed for that. And they feel a sense of, because maybe they got fired or maybe they never get promoted or whatever. It's not that they're a bad person, which might be their conclusion. They are trying to do things that they're not fit for. So to help them to really take some responsibility now that they can understand the way they're made and go after things that do fit them is a win-win, because that's where they really have a purpose and a sense of meaning. And it's also where they add to the world's flourishing by being in the right.  [00:04:18] Tommy Thomas: Bill, I know you and I have worked together, gosh, probably a dozen times over the last 15 years, and every time we work together, you bring out your overlapping rectangle illustration. And I realize our viewers can't, our listeners can't see what you're talking about but it is such a good illustration.  Can you describe that a little bit for our listeners?  [00:04:39] Bill Hendricks: Sure. The simple diagram to illustrate what Bev was talking about, their job fit, we said, ‘is this the right job for me or is this the right person for the job?' We're talking about job fit. How do you know what job fit is? Think of two boxes. That one is stacked on top of the other, and they're not in perfect alignment. There are two boxes, one over top of the other, and there's a bit of overhang, if you will. And in the top box, we're looking at a person. In that box, we're trying to figure out, ‘what does this person love to do? What are they born to do?'  We're talking about their giftedness, and what we do at The Giftedness Center is put a very comprehensive and precise definition and description to what a person's giftedness really is based on their own life history. And then in the bottom box, we're looking at that person relative to some context, like a job, a position, or a career only. We look at that job or position or career through the same lens of motivation. We look at the person and we ask the question, ‘what's really required to satisfy the expectations of whoever's paying for this job or position?' Hiring is all about expectations. The organization, the company, the business, the nonprofit, they have a function and whoever's paying for that function, they have a picture in their mind of what success for that job looks like and whatever it takes to deliver that picture of success on a very consistent basis over time. Those are the real motivational requirements of the job. And so, you've got what the person is born to do, looked at in comparison with what their expectations are and what they're required to do. And wherever you have overlap between the person, the top box, and the bottom box, the job that's a good fit because when the person puts energy in to do what's required, they get a net gain of energy back. But of course, there are parts of the boxes that don't overlap. and that's where all the challenges come. So there's a part of the bottom box. It doesn't fit the person well. What do they do? They gotta do it because it's required. So they extend themselves out to cover that part of the job. Only now they're working out of what we call can-do energy, not love-to-do energy. The problem with can-do energy is that the person puts energy into the job, but they get none back. And a little bit of can-do is okay and probably builds character. But what we're trying to avoid is where the boxes are way out of alignment and the person's putting significant amounts of can-do energy into the job, getting very little energy back from doing the job. And that's not sustainable. That's a recipe for burnout.  [00:07:35] Tommy Thomas: Bill, when you and I have worked together, we talk about motivated abilities or things people, as you say, are born to do, and then every job has a set of competencies that you will probably do to get that job done. Maybe the two of you unpack the difference between those two. [00:07:55] Bev Godby: Motivated ability is something that's instinctive to the person. They get into an activity and it's like an arsenal, that they carry with them and they just pull this out. They instinctively go after work or anything that they're motivated to do, but they're acting in a way and they love to do it. They are good at it, they love to do it. It's just instinctive to them. So a good example of that might be somebody who's like what we would call, maybe a born leader. And they instinctively do it the way they do it. And that doesn't mean that they just take over the room and okay everybody, let's do this. Some people would think a leader is, maybe the way they lead is a lot more subtle and they're more like a stealth missile than you. Just, it's in the group, but then gradually over time, they're making sure that things are taken care of and everybody starts looking to them now to be the leader. That's an instinctive gift for them and that is the way they do it. But when it's recognized, it's obviously very useful, but the best part about it is it may take a lot of energy, whatever they're doing, but they get this net exchange of energy back because they're doing what they're made to do. Bill said earlier about being a hammer and getting hammer nails. But competencies I see. It could be, the person's going to use their motivated ability if, to accomplish competency, but competencies are just things that people would like to see done. And there's a wide range of how those things could be done. One of the things we talk to organizations about a lot is when you say that you're gonna hire someone, what is, basically the motivated ability that we're gonna need to see in an individual? And this is the work you do, Tommy, to help them figure out if this is someone who's gonna give you what you're looking for. [00:09:58] Bill Hendricks: Tommy, I was just gonna add, you say there's competency and then there's motivated ability. The word “competency” and the word “ability” are quite similar, but the real key here is the motivational piece. In order to have true giftedness, you have to have a combination of ability matched with motivation. You can't have either one without the other to qualify as giftedness. And so I've met people who had abilities, but they didn't have the motivation for it. I once worked with a guy who was a very big man, and he could have been a linebacker for any National Football League team. And in fact, he had played football in high school and he was very good at it. And I asked him, “How come you didn't go on to college and even consider the pros?” And he laughed. He said, “Man, it broke my dad's heart. He was already talking to college coaches and all set to see me waltzing my way into the NFL. And then when I got to college, I didn't get to play.”  I said, “How come you quit?” He said, “That's easy. I was very good at it, but I didn't like getting hit.” And so, he had ability, but he didn't have motivation. And then on the other side, you can have motivation, but not ability. And to stick with that football analogy there, there are many men, at least here in the United States, who'd love to be able to throw a football like Tom Brady or Patrick Mahomes. They have all the motivation in the world, but they don't have the ability. So you gotta put those two together. And so you can have competency in an area but that doesn't necessarily mean that you're motivated to exercise that competency. That's why motivation is the desire, it's the hunger, it's the drive that comes from within, not from the outside. [00:11:43] Bev Godby: And I think, Tommy, a lot of people discovered this during the pandemic, parents that were called into teaching. We don't have a really high value on teaching in our world and America right now, and it's a low-hanging fruit. And a lot of people think anybody can teach - “Just get up there and do it.” And it is so obvious to parents when they then had to stay home and try to do this thing, they sent their kids down the street to get done, that wow, this was a really different thing than they thought. I would get called into some schools, to a teacher maybe who is struggling to help them figure it out. And I remember this one school where I met with this art teacher. She was hired because she was artsy, crafty, creative like that. But every day she was getting sick to her stomach when she had to go in and she was, I hate to say it, but by her own words, she was a failure as a teacher. She couldn't do classroom management. And this was the saddest thing ever. She was hired also because she had, I think a degree from DTS and they thought she'd be great for this Christian school.  That part was great, except there was nothing in her that wanted to teach. And it was so clear. She said, I thought that because I was miserable at this, that this must be what God wanted me to do. And I thought, we've done a really bad job at teaching if someone thinks that. Because if God made you this way and brought you into the world for a specific, time and place with a purpose attached to this, the thought that you'd be miserable all your life trying to do something seemed so sad to me. But she was so grateful when I said to her, ‘the only problem here is you, nothing in you really wants to do this job.' And it was a relief, that ‘I don't have to do this anymore.' And I said, ‘Here's the thing. You're leaving room now for somebody else who would love to do this job to come in and use it. So it's great. You're gonna go on to do something that you're really made to do.' [00:14:10] Tommy Thomas:   I mentor at one of the local elementary schools here, and the other day they had invited me in to watch a science experiment, but I got there a little early, and the teacher had then all in, fourth graders, had then all around on the floor, and she was talking to them about their uniqueness and how each one of them was so unique. [00:14:27] Tommy Thomas: And I thought, man, how cool was that? And so for about five minutes, she just had them, she had them in the palm of her hand. And you could tell she was in her element. You could see the fire in her eye. [00:14:42] Tommy Thomas:  I know we have listeners of all kinds. But I want to go to the corporate listener for a minute here. We do a lot of work where you have to have somebody to do a turnaround. And, guess what we've learned over the years is that,  People have to enjoy the elements of turnaround.  They have to be drawn to fight that battle. Can either one of you go there for a minute?  [00:15:08] Bill Hendricks: Oh, absolutely. Giftedness, as Bev alluded to earlier, is a pattern of behavior in a person's life. So what we would be looking for, as I know you would be Tommy, is if somebody's going to be a, call 'em a turnaround artist, you know, that's like the bomb squad. Everybody else is running out of the building and this person's running into the building to defuse the bomb.  There are actually people who have a lifelong history of, metaphorically speaking, defusing bombs. They love the challenge of it, or they like the obstacles that they have to overcome. They enjoy even possibly the potentially adversarial situations they might find themselves in. They have a passion for bringing change for the better. And they love to get into thorny, gnarly situations often where people, things, are involved and help to promote listening, understanding, ultimately conversation that begins to resolve differences and iron things out and put systems in place to keep those problems from festering up again. And they're brilliant, and they're not. A lot of people aren't like that out there, but they're out there. And the way you know they're out there is when you get their stories, you find out, huh, this person has a whole pattern of getting into those situations. The one caveat is to notice that once you've diffused the bomb, once you've put the fire out, once you've rebuilt what was burning and things are working well, the person has essentially worked themself out of a job. Because their whole bent is to fix something. Once it's fixed, they're done, they're ready to go do that again, probably somewhere else.  And so turnaround artists are great, but you don't want that turnaround artist to outlive their welcome. [00:17:09] Bev Godby: I have a son-in-law that he just described, and he's now out in Midland turning an oil and gas company around. And it's amazing what he's done since he's been there. But he's telling them the hard things. They don't always want to do that, but he's so great at taking a problem and being able to analyze it and figure out exactly what we need to do here. So a lot of it depends on if they're also going to be aligned with people that wanna listen to that hard truth. Because a lot of people that are turnaround artists, perhaps could do that, but they've got to have somebody willing to listen to this. He's predicting that the company he works for is going to be sold in the next year. And I could believe that's probably going to be true. So he's gonna get a new shot somewhere else, is my guess. And we're hoping it's not in Midland anymore. Maybe we can move him a little closer home. [00:18:02] Tommy Thomas: Bev, you told a story with your teacher illustration about the good fit-bad fit. Bill, do you have, again, protecting the names of the innocent, would you have a story about a good fit-bad fit that you've had? [00:18:14] Bill Hendricks: One of the most dramatic, and do you want me to pick one from the corporate world or just people in general?  [00:18:20] Tommy Thomas: You can go in general. It's all the same.  [00:18:22] Bill Hendricks: It really is. This one's not from the corporate world. It's with an individual. But the reason I tell it is because it's my view that we have in a sense Leonardo Da Vinci's and Michelangelo's and Mother Teresa's and Winston Churchill's, and those kinds of people all around us, but because no one's ever tapped into their giftedness and given them opportunities to develop and cultivate it we don't get to see that giftedness expressed very much.  One of the most dramatic cases I've ever seen was a guy who called me up. He was 30 years old and said, ‘Bill, I need to come see you.' And I said, ‘Tell me about it.' He says, ‘I'm laying tile and I'm hating life. I'm in a dead-end job. I can't stand it. If I don't figure this out soon, I just don't know what I'm going to do.'  And when we popped the hood on his giftedness, I had on my hands what amounted to a modern-day Leonardo da Vinci. This was a person who loved to look into the properties of whatever he was working on, whether it was wood or stone or water or fire. He had worked with all kinds of media, and he would experiment with it and figure out what you could do with it and how it worked. And then he would always create some imaginative rendering that was very conceptual in nature. So, he was a sculptor in a lot of what he did in putting in installations and stuff like this. And I said, ‘we're going to have a hard time finding a meaningful job for you because you're going to get bored easily.' And for the next 10 years he worked a series of odd jobs to make ends meet, but he took me seriously and he applied himself to his craft and his art and one day, a couple of years ago, about three years ago by now, I got a phone call from him. He said, ‘Bill, you always told me it was going to take about 10 years before you said my ship would come in.' I said, ‘yeah.' He said, ‘I think my ship has come in.' And he described to me that his father, who's also an artist, had heard about a contest that one of the departments up in Washington DC had put out a call for proposals to put a sculpture on the National Mall, the last of the space available for that sort of thing. And his dad just had heard about that and was just playing around and did a sketch. And my friend saw this sketch and said, ‘Dad, I think you got something here.' And then the two of them worked on this thing together. And anyway,  A couple of years ago, a 22 million dollar sculpture on the National Mall was unveiled that this guy and his father had put together. And really the guy that patterned it was in many ways the technical brain behind all of the design of the infrastructure and how it was going to get built and the budget and so forth and so on. And just think about those 10 years before that guy had been laying tile, and yet there was all that giftedness just sitting there. What I'm saying is that it's really worth doing some work to discover what is inside people and then give it an opportunity to develop and to be unleashed because  God has put into each and every person strengths that have an actual effect on the world and its people. And if we can unleash those strengths and put them where they will do the most good, as Bev used the word earlier, we will cause human flourishing. And wherever you see giftedness, given an opportunity to express itself in alignment with the purposes for which it was given you, you discover that there's always human flourishing. [00:22:07] Tommy Thomas: Let's close with this. In the movie Chariots of Fire, perhaps the most memorable line was when Eric Liddell said,  “I believe that God made me for a purpose, but he also made me fast. When I run, I feel his pleasure”. To each of you my question would be, what are you doing when you feel God's pleasure? Go ahead, Bev.  [00:22:29] Bev Godby: Sure. Set me up first. Right now I'm in an interesting place that we all come to if we are given years. And that is, I both have my mom who's quite elderly now, who needs a certain amount of tending, if you will, to her needs and all right now, and then I have grown children that have their own families, six grandkids. And I'm asking that question of,  this idea about parenting, like how do we, in this stage where, we're watching adult children, which are no longer the same as the kids we had, and I'm watching my own mother now. And I'm very much taking a different role with her. So how do I see what is God asking me of me now that my hands are empty, I guess you might say, in a certain way from the quote, onsite parenting job I just think it's a value to pay attention to. What are you being called to in this space and time and how do you do it? And the real thing that I'm very interested in, because so many people are asking me, how do you parent adult children? I think the answer to that is you don't parent adult children, you have adult children. You have parented. And I haven't yet figured out the word that we're using for this, but I think it's about relationship. Tommy, I think we're building, perhaps if we've been fortunate to have a good relationship with those kids when they were, in your own home. But now you're forging something brand new that feels like mutual respect and doing something. There's a verse in Proverbs that says the wise woman builds her house and I think we never really get finished building the house. And how do you think about adding value to what they're doing without imposing some of the same kind of story that you had at one point. So, there's a certain amount of also surrendering some of the baggage, maybe, and trying to see what God might be making new here. The same thing's true in the thing with my mother, even though it would not seem that way. You've gotta keep pressing into what is new here?  What, where's God working?  [00:25:12] Tommy Thomas: How about you, Bill? [00:25:12] Bill Hendricks: Tommy, my sweet spot Bev told earlier that both she and I, we each have our unique giftedness, but we both share in common the thought that we want to impact, we want to make an impact. Impact has the idea of a collision of some sort. It's like a baseball bat hitting a baseball in the sweet spot and knocking it out of the park. In other words, impactors want to make a difference. I have been privileged over the last 25, and I say, going on 30 years, to do this work of helping people discover their giftedness. And it makes a huge impact. I would say it makes, as it did for me, a transformational impact. Like the person's never quite the same afterwards, and it's a positive impact.  When you ask the question, ‘What is it that makes me feel God's pleasure?' It's when I see somebody like that guy that helped put the sculpture up, not only to discover what their gift is, but then to go do something meaningful with it. And just to realize that I had a small part in allowing them and enabling them to get to that point, I take tremendous joy and satisfaction when the people that I've worked with are effective and find success, whatever their giftedness happens to be. The gift is not from me. I'm not a genius. I'm just a part of a process that God has used for them to wake up to their giftedness. I estimate that I've personally put about 2,000 individuals through the process that we use, that you're familiar with, and Bev's probably put at least another 1,500 or more. And so, by now we got lots and lots of stories of people. And honestly, I'd say now it's to the point where on a weekly basis I'm getting an email or a phone call, running into somebody's parents. But I get feedback. Somebody's saying, ‘Bill, I never thought it would happen for me, but I feel like I'm in the perfect job for me.' And you see somebody on Facebook and they're telling you about what they're now doing and realize, wow, they really believed it. They took it, they ran with it. They honored it, they leaned into it, and then good stuff starts happening. And whenever that happens, I leap out of bed the next morning to go help the next person. And now what Bev and I are trying to do is figure out how do we not only scale what we do beyond just our little corner of the world in Dallas. How do we turn this into a legacy that we can pass down through successive generations so that the day might come when people don't have to be like me and get to 30 years of age and still don't know what they're supposed to be doing and floundering about scared because they can't figure it out and starting to think terrible thoughts about themselves. God put us here to cause the world and its people to flourish and there are a lot of elements to that but certainly one of the keys at the core of that is for people to discover and then begin to lean into their giftedness. [00:28:21] Tommy Thomas: It's always good to catch up with Bill and Bev. I so appreciate the work that they're doing at The Giftedness Center.  I appreciate it even more when Bill has time to work with me on a CEO search for a nonprofit organization. He adds so much to the process.  Sometime in the coming months, Bill and Bev will join me again and the three of us will talk with Don Kiehl about seeing a child's giftedness through the eyes of a little league baseball coach. Don has been a student of giftedness and motivation for over 40 years and has some keen insights into this area.  If our technology works, my guests next week will be Dr. David Stevens, recently retired CEO of the Christian Medical and Dental Association. You'll enjoy Dr. Steven's leadership journey from medical school to working in a remote hospital in Kenya to how God used him in the renaissance of the Christian Medical and Dental Association.  Until next week, keep doing what you're doing to make the non-profit sector more effective and sustainable.    Links and Resources JobfitMatters Website Next Gen Nonprofit Leadership with Tommy Thomas The Giftedness Center What is Your Giftedness and How Do You Discover It? The Person Called You: Why You're Here, Why You Matter & What You Should Do With Your Life The Power of Uniqueness So How Do I Parent THIS Child? Discovering the Wisdom and the Wonder of Who Your Child Was Meant to Be   Connect Tommy Thomas - tthomas@jobfitmatters.com Tommy's LinkedIn Profile

[00:00:00] Bill Hendricks: Ralph was just an amazing person. Any rate I went through the process and when I got to the feedback session, which is like the reveal okay here's your giftedness. It was as if I'd been in a pitch-black room my whole life, bumping into the wall, falling over, furniture getting hurt, and somebody just reached over and flipped the light switch on.  And very quickly I began to see all kinds of things that I'm like, oh my gosh, now I understand what it is I'm trying to do. [00:00:28] Tommy Thomas: My guests today are my good friends, Bev Hendricks Godby, and her brother Bill Hendricks. They work together at The Giftedness Center in Dallas. Bill holds degrees from Harvard University, Boston University, and Dallas Theological Seminary. He's the author or the co-author of 22 books, including The Person Called You, Why You're Here, Why You Matter, and What You Should Do with Your Life, and his most recent book, which he co-authored with Bev - So How do I Parent this Child - Discovering the Wisdom and Wonder of Who Your Child was Meant To Be? Bev has degrees from Wheaton College and the University of Texas at Dallas, a former educator and audiologist. She's particularly attuned to how the giftedness of her clients expresses itself in the whole of their life, narrative, and relationships. [00:01:24] Tommy Thomas: Bill and Bev have made a great impact on the corporate and nonprofit sectors as they've advised people, ranging from high school and college students to corporate and nonprofit executives on how to be their best by understanding their individual giftedness, and as Max Lucado put it on his book on giftedness, How to Live in Your Sweet Spot. I've known Bill and Bev for many years. A trip to the Dallas Metroplex isn't complete without sharing a meal. We've shared meals at Papa Do's Seafood Kitchen and Papasitas Cantina, and we've also had a couple of memorable meals at Bev and her husband, Dale's home. So Bev and Bill, welcome the NextGen Nonprofit Leadership [00:02:06] Bill Hendricks: Thank you, Tommy. Great to be with you. [00:02:08] Bev Godby: It's wonderful to be here. [00:02:11] Tommy Thomas: Bev, when I was undergraduate at Auburn, I was well known to the students at speech therapy and audiology. I have a conduction loss in my right ear. And once word got out that I was a will and Guinea pig, I was a regular guest at the Speech and Hearing Lab, I guess it didn't hurt too much that most of the students were attractive co-eds back then, [00:02:33] Bev Godby: I love hearing that. [00:02:34] Tommy Thomas: Before we jump too deep into this discussion about giftedness, I'd like to go a little bit to your childhood we'll ask both of you these questions and you can respond, you can figure who goes first. But yeah, going back to some experiences that that you think contributed to helping you become the person you are today. [00:02:51] Bev Godby: One I'll go first on that one. I found a through line that kind of has gone through my whole story from the very beginning that I remember up until now, and it all began to come together. At Wheaton College. So I would say making a decision to go to Wheaton was probably an inflection point that just really took my life forward. I had always wanted to be a teacher, so I knew that just probably who knows, maybe wanting to do what my dad did as much as I understood it. But he was the one that always said, Bev, you should go to Wheaton. And he said it as my dad only could. That's not a suggestion, but you really need to chase that one down. When I got into Wheaton, which I was thrilled. I made that decision to go there. And I think that now when I look at it back at it, I think of that verse in second Timothy that says, guard the good deposit that was entrusted to you. And I just think that was a place where so much good deposit I was the beneficiary of. And I just see so much that flows out of, again, just. Opportunity to be in that place with the professors that I had. And the real, the thing that really stands out to me is that I think it unleashed for me, or at least introduced to me the power of story. So this is very interesting to me that this is what I'm doing with my life. it was about the content I was giving them, but it was being more immersed in the whole idea of who this person is Because from, again, from early years, I always wanted to be a teacher, but the teaching part was really about the story of each person for me. Yes, it was about the content I was giving them, but it was being more immersed in the whole idea of who this person is. So that's been all through my life, but I feel like that at Wheaton, I really got some tools to do that well. And the rest, was just man plans this way. God directs his steps. [00:05:03] Tommy Thomas: What about you, Bill? [00:05:03] Bill Hendricks: Tommy, I was smart enough to be born last. And that made all the difference because when you're the youngest you have the benefit of watching your older siblings make mistakes and then learn from them and not have to make those same mistakes in many cases. I made plenty of mistakes nonetheless, but there's also, I guess what I'd say now, I'm a I'm a parent of three grown daughters when you're the youngest of four, it's like your older siblings wear down your parents over time so that things go a little easier for you, if I could put it that way. And I think the other thing about being the youngest was by the time I was getting up into my middle school years obviously as Bev has mentioned, our dad was an educator, so he put a huge emphasis on education. And in fact, all four of us children have at least one master's degree and some more than one. Education was always a big deal, but they didn't have a lot of money, so it's not everybody went to private schools until my seventh-grade year, a family in our church had their son in a private boys school in Dallas, and they really encouraged my folks to consider putting me in this school. And of course we thought there's no way we're gonna be able to afford that. But nonetheless, I went over, took some tests one day. found out that this school wanted me, and next thing we know, there's scholarships. And so if Wheaton was a turning point for Bev St. Mark's, which was the name of that school, was a turning point for me. St. Marks was the best educational experience of my life. And it opened  the door, ultimately to the Ivy League and many other opportunities. [00:06:32] Bill Hendricks: That was the best educational experience of my life. And it opened up the door, ultimately to the Ivy League and many other opportunities. And and so I've been richly blessed by having lots and lots of teachers, mentors, people pour into me. And that's why right next to Giftedness is of a life message right there. [00:06:53] Bill Hendricks: Next to it is mentoring believes so much in the importance of mentors. [00:06:58] Tommy Thomas: So you've both mentioned your dad and your mom. what was the most valuable life lesson you learned from your parents? [00:07:06] Bev Godby: I would say that, For sure. My dad always said, be a person of your word. And I always believed watching him that those were his words, but just being able to watch the man all the time. It was even more fleshed out as character matters. Who you are when no one's watching you will determine the arc of your story. And I saw him actually do that in real life. And so that's always been really important to me to be a person of my word. , feel that he really displayed humility. He was a man that certain groups of people would get real excited about and always, they'd meet me, they'd always go, oh, you're dad. And they'd say amazing things about him. But he, when I would tell him that, he would go bezels, they just don't know me like you and I know me. . And it was just so forever humility has been such a key trait that I look for in people and really tr treasure for myself. Not that I think I can claim that, but I'd look for that. [00:08:19] Bev Godby: And I think that's at the heart of everything that I wanna be. [00:08:23] Bill Hendricks: I like to think that we're literally standing on our dead's shoulders and building on his legacy in this whole giftedness. Work that we do not least of which, because our dad was in a perfect fit with his giftedness. Our dad was in a perfect fit with his giftedness.  The man was born to teach, and he became a legendary teacher, an iconic figure as a teacher. The man was born to teach and he became a legendary teacher, an iconic figure as a teacher. I happen to work at the school that he, I have a role at the school that he taught at for 60 years. And by the day I get people mention his name and hallowed voice and but they all have memories of him. And he used to say, I love to teach. I lived to teach why I'd teach, whether or not they paid me to teach. And it was really true because we watched him teach even when he didn't get paid for it. And I think Bec and he, as part of that, he had a gift for seeing the giftedness of other people. And he would call it out. He would affirm what their strengths were and challenge them to lean into and live into those strengths and do something with them. And so now we do a very formalized form of giftedness discovery. But it's really continuing on that legacy that that he had of identifying people's strengths and we just love what we do. [00:09:39] Tommy Thomas: I interviewed Dr. Linda Livingstone, the president down at Baylor a couple weeks ago, and her dad was a prominent basketball coach in the state of Oklahoma. And so I asked her, did you know your dad was was famous? And she said probably not really, not in the early days anyway. I didn't know your dad personally, but I've sat under his teaching a lot. What was it like to grow up in the household of somebody that at least some of us thought was famous? [00:10:04] Bev Godby: There was always good and bad of course, in that, right? The weird part was that in certain circles you'd go particularly church related kind of things, and he was the rockstar. Like honestly, people would talk about him like. But then you'd go to school or you'd go just wherever else and no one's ever heard of them. So there was that disconnect a little bit. We, I feel, especially as a girl because I didn't get to go to the seminary seminaries in those days, Dallas Seminary in particular was only for men. I didn't really ever see him teach. The only time that we would really watch him do what he did was when we would go to Fort Worth. He had a church there that he used to pastor, and they'd invite him back all the time and we'd, and it was like watching someone on stage that is not your father. Like it was a not me kind of experience, but I loved it. And we saw what people enjoyed about him. But there was a lot of the, son of daughter of thing that went on. . What was great, one of the great things about Wheaton was almost everybody. There was the son or daughter of somebody, Billy Graham, the real luminaries in the Christian world. So no one cared about that. And I loved that I could just be me, be who I was. But it def it definitely was a mixed bag. Tommy I'll, I'll not lie about that, but in the end, I think it opened a lot of doors for me going forward, and I'll always be so grateful to him. On the 20th is gonna be the 10th year since he's passed away. And I think more and more I appreciate that legacy that I was handed. [00:11:48] Tommy Thomas: What about you, bill, as being the baby brother? [00:11:50] Bill Hendricks: It's a tremendous advantage to have a father that people just naturally think well of. I can't imagine what people do. And I know there's too many of them, who, whose father does not have a good reputation and then they have to live that down. Yeah, there's been pressure and expectations at times to live up to our dad's reputation. But, and as I get older, I realize that's not all, not altogether bad. It can be if you let it overwhelm your life and your identity. But, I after enough years of therapy, I think I of worked that one through. But it's a tremendous honor to, as I say, to have people mention one's father's name and see in their eyes the respect, the admiration, the love that they have had for him and. . All in all it's a privilege. It's it then just wants me to do and be the best I can be in what God's called me to in my twenties. [00:12:48] Tommy Thomas:  I had every tape that your dad ever did on communications, and I would listen to those tapes on communication and. There are just have such great memories of Dr. Hendricks. Bill you mentioned about teaching when they didn't pay him I'm sure he said this in a lot of his tapes, but he says, “they pay me to do this They don't pay me much, but they pay me to do this” . Just, great memories there. When I was in my early thirties, I was struggling with my career, and I read an article by RC Sproul where he talked about this thing called giftedness or understanding one's uniqueness.  I got some career counseling, and it literally changed my life. Fast forward to 1996 and our firm had been asked to submit a proposal to conduct the search for Bob Sieple'ssuccessor at World Vision US.   I remember my colleague Robert Stevenson and I, we flew up to Chicago at O'Hare to meet with the search committee and one of the members of the search committee she says are you the guys that work with Arthur Miller? And we said, yeah we, yeah, we do. And so she went on to say about, she had read his book, the Truth About You, and told the story of how she and two of colleagues had gotten together to do business together because they were all very good at what they did in the field of communications. When they got together, it was a train wreck. They just didn't work together well. And so one of 'em had read the book The Truth About You, and they called Mr. Miller in, and he gave them a session and told 'em he could have told them in the beginning they weren't gonna work well together because they were all so different. And they were bound to clash. And so they busted up their company, went back to their other jobs and remained fast friends.  They were thankful for Mr. Miller's counsel. So my guess my question is, when did the two of you first become aware of this thing called giftedness? And how did you begin to talk about it as such? When did the two of you first become aware of this thing called giftedness? And how did you begin to talk about it as such? [00:14:34] Bill Hendricks: guess I, I should begin that story. When I was 30 years old, I had finished my second master's degree and about a week after graduation, my wife said to me, in no uncertain terms, listen I'm tired of putting you through school. I wanna start a family and stay home with children.  You need to get out there and make some money. And in parliamentary terms we call that calling the question like, you gotta make a decision. And the problem is, I didn't really know what I should do. And I was scared about it and people are saying to me, oh, but Bill you went to Harvard, you have two master's degrees, you can do anything you want. And I'm like they may be, but I don't know what I want to do. And it was about that time that somebody introduced me to Ralph Matson, who was a colleague of Art Miller's. And I was very skeptical of the process because I'd been through a career guidance clinic in Boston and spent three and a half days and had a lot of test results back. But I still didn't know what to do with my life. But this was different because this was story-based. And also Ralph was just a amazing person. Any rate I went through the process and when I got to the feedback session, which is like the reveal okay here's your giftedness. It was as if I'd been in a pitch-black room my whole life, bumping into the wall, falling over, furniture getting hurt, and somebody just reached over and flipped the light switch on. And very quickly I began to see all kinds of things that I'm like, oh my gosh, now I understand what it is I'm trying to do. And I began to make choices on the basis of that career-wise that led me to better and better fit. And about 10 years into it I, a lot of that was writing projects, Tommy, and you mentioned Art Miller in his book, the Truth About You, he wanted to get another book on giftedness done. Art was a very brilliant man, but he was not a writer. And so he finally let me help him put a manuscript together on this other book, and it was working on that project that I realized. How taken I was with this whole phenomenon of giftedness and just decided to reinvent my consulting practice around it. So that's what I've been doing for the last 25, going on 30 years and about I don't know maybe five years into it, something like that. I was actually looking to add some people to the team and I'll let Bev pick it up from there cuz that's about the time she came aboard. [00:16:57] Bev Godby:  Maybe 23 years or whatever ago he was looking to add bandwidth. He had a particular application he wanted to do and so he said he was put out a call, like he was gonna hire some people. There must have been 20 people in the room that came for that informational meeting. And he decided, I guess he looked at a lot of factors, but of course, before he was gonna hire anybody, they were gonna go through giftedness.  You have to drink the Kool-Aid if you're gonna talk about it. So it was then that I got to go through the process myself. And this is honestly true. I just happened to be very uncommonly. Gifted to do the work that Bill had done, and I don't think I had any real clue about what he did before, except that I was interested when he had put out this call for people to work for him. I thought - that sounds really interesting to me. Now I know why. But it was a very, it's been a privilege. There were about five people at that time that was working for Bill, and I always think I'm the one that stayed, so now it's me and Bill, bill and I, and it works great because we each have a very different kind of giftedness, but we both share one piece, and that's something that we call impact. So we're trying to make a difference.  We have that shared vision for what this work is. We both have our own practice, but we get together for projects. Right now we're doing a couple putting giftedness in the, in two schools that are interested in, in, making this into a curriculum for their students and their teachers and parents. So that's been really fun. I can't think of anything that I have enjoyed more in my life. It just feels like I was always meant to do this work. Sometimes people ask me, don't you ever get tired of interviewing people and listening to their stories? And I'm about as incredulous as my father was when I was asked to speak to a faculty for a back-to-school retreat. And they said, the title of the retreat was going to be, how do we keep from making this just another year? And I thought I think I'll ask my dad about that because, , he's been doing this now for 57 years at the seminary. So if anyone, is just going through the motions, it would be him. But I knew he wasn't. So I went and talked to him about that and he just looked incredulous when I said, even posed that question to him, and he goes, how in the world could that be just the same? Nothing's the same. You got all new people in the room, and you just got so energized. And he goes and they got new questions, and they interact with the material so differently. And it just excites me to go and do every year because it could never be like the year before. And so it's, that is really what this work is like for me is every ti every day is a new person. So it couldn't better.   [00:20:11] Tommy Thomas: Let me give you a quote by Warren Bennis and I'm gonna date myself here cause Warren Bennis was writing back when I was in graduate school. This is an older quote, but I think it rings true. Too many companies believe people are interchangeable, truly gifted people, never are. They have unique talents. Such people cannot be forced into roles they're not suited for, nor should they be. Effective leaders allow great people to do the work they were born to do. [00:20:39] Bill Hendricks:  I agree with that a thousand percent. He didn't use the word giftedness, but when he uses the word doing what they were born to do, that's about the simplest definition of giftedness I'm aware of. Giftedness is basically what you're born to do. Everybody's born to do something for one person. They're born to solve a problem, never met a problem they didn't wanna solve somebody else. They're born to understand something at a very deep level. Somebody else, they're born to get people to respond to them and influence their behavior. We could go on and on all day about all the different forms of giftedness. There are, there's actually as many forms of giftedness as there are people, because every person really is unique. And if you put a person in a slot where they do what they're born to do, they work with tremendous energy and motivation, they need a whole lot less management. They just simply thrive and they're usually highly productive. And Bennis spot on there, in his assessment. [00:21:40] Tommy Thomas: Bev, do you have anything to add there? Bev Godby: I think that whenever you are talking to a person that is talking about their giftedness, a light goes on in their eyes. They just get excited telling you about it. And one, one of the reasons that makes the way that we get to get our data, because people come to us because something's not working in their life, usually it's work related. And so what we do is go back to their highlights tape. I call it, we have a, we're watching them in real life, doing what they've done all their life. They get about eight stories to us, tell us the details of it. And this very discreet pattern shows up. It is how they do what they do every time they're motivated. And we're, we are living in a time right now where there's a lot of emphasis on motivation.  There's all kinds of tests out there. Myers Briggs. Strength Finders, the new one now that's pretty popular with young people is Enneagram.. And these are all ways to use that same information, but they're first of all getting their information from the person. What do they like, what do they prefer? So that the test is as good as the person knows themselves. First of all, could they give that information? But secondly it's about comparing you to other people and putting you in a group and giving you a type. And The way that we do it, ours is not by asking people to tell us what they love to do, if they knew that they'd probably be doing a job where they did what they love to do. But we turn it on its head a little bit and we just capture them in the act of enjoying life. So we get to quote, watch them through their words, telling us about a time that they did something they really loved and did well. And what is really great about story is that it reveals us for who we are. So when they would tell eight stories, This very discreet pattern shows up, and there's a lot of pieces in there that the person could not tell us that's true about them. But when we hold up the mirror to them and say this is what you're, the data is telling us they see it a hundred percent. So it has a lot of power, maybe a lot more power than some of those other assessments out there, because it comes right out of their story. They know that we're telling them the truth, and moreover, we're telling them a truth that no one else really knows about them because they live inside their skin. So, they know what we're saying is a hundred percent true. So it gives us a lot of permission to help guide them. I think that's one of the reasons why this job is so satisfying for me, because this is still being a teacher. It's just a different classroom teacher. It's not that, but it's coming alongside of a person and really, Tommy, you're standing on holy ground. They're telling you something that is, they not be. So it's not only true about them, it has power. And I want them to see that, that it has value and that they are made this way on purpose, for purpose. So that's really the joy of the. . [00:25:10] Tommy Thomas: I tell people when we're talking about interviewing them, I, I tell them - as they're asking questions, look for the fire in somebody's eyes. Because when they're talking about something that that really plays into who they are and their strengths, their eyes will light up and they'll be an animation and that part of the interview that, that may not be present if they're just talking about something that they had to do. Next week, we'll pick up this conversation with Bill and Bev again. If you like what you're hearing, let me assure you, it gets better. If this conversation has piqued your interest in this thing called giftedness, visit thegiftednesscenter.com to learn more. That's thegiftednesscenter.com. In the transcript of this episode we'll have links to several books written by Bill Hendricks, as well as other writers on this thing called giftedness. Until next week, keep doing what you're doing to make the non-profit sector more effective and sustainable.   Links and Resources JobfitMatters Website Next Gen Nonprofit Leadership with Tommy Thomas The Giftedness Center The Person Called You: Why You're Here, Why You Matter & What You Should Do With Your Life The Power of Uniqueness So How Do I Parent THIS Child? Discovering the Wisdom and the Wonder of Who Your Child Was Meant to Be   Connect Tommy Thomas - tthomas@jobfitmatters.com Tommy's LinkedIn Profile

We're kicking  the new year off with a five part series on "What's Driving Demand for Psychological Safety." Today's episode will kick off the series and give us an overview of where we've been, where we are, and introduce the key drivers. In the following episodes of this series, Tim and Junior discuss exclusion and social injustice, and innovation, engagement and retention, mental health and wellness. Each of these paths lead back to the need and the demand for higher levels of psychological safety. (0:02:16) The way we work has changed. The 2020s are the decade of culture and we are able to hold conversations about psychological safety that can be productive and actionable. (03:35) The concept of psychological safety has been around since 1965 when Warren Bennis and Edgar Schein at MIT coined the term in their academic research.  (18:41) A global survey conducted by SHRM shows that workplace culture is the difference between success and failure in a post pandemic world. A good workplace culture was more important than salary for job satisfaction. Wellbeing is up 147% in mentions in the share of job posts and the number one reason for attrition was toxic corporate culture. (36:10) Introducing the drivers of psychological safety such as employee engagement, physical safety, growth and development, mental health and wellness, innovation and competitiveness.  (40:24) Younger generations like GenZ are more sensitive to workplace culture than the generations before them. You cannot treat workplace culture the same as we have treated in the past and expect to succeed as a business in 2023. Important LinksLinkedIn Global Talent Trends 2022 Report Key Findings LinkedIn Global Talent Trends 2022 ReportMIT Sloan Management Review "Toxic Culture is Driving the Great Resignation"Glassdoor "Culture over Cash? Multi-Country Survey Finds More Than Half of Employees Prioritize Workplace Culture Over Salary"SHRM "Healthy Workplace Culture: The Cornerstone of All Business Objectives"What is Psychological Safety?The 4 Stages of Psychological Safety by Timothy R. Clark 

Challenging may be the appropriate word to document the environment that will greet businesses in 2023. We are faced with continuing supply chain shortages, a war in the West that promises to keep energy costs for the immediate future, and rising inflation – not to mention the shadow of a pandemic that mutates too frequently to offer respite for governments, citizens and businesses.In the book, "Leaders. The Strategies For Taking Charge," economists and authors Warren Bennis and Burt Nanus described the challenges posed to management and leadership by various external factors and what the consequences are for corporate leadership.VUCA or Volatility, Uncertainty, Complex and Ambiguous was what the US Army War College's response to the collapse of the USSR. Today VUCA is being applied to many of the conditions we are facing today.In today's PodChats for FutureCFO, we are joined by Erik Saito, SVP and GM for EMEA and APAC, Workiva, to share his perspective on Imperatives of a modern CFO's office.1.       How would you characterise the business climate today?2.       What does VUCA mean for CFO leadership and strategies?3.       How would you compare the focus of the CFO pre and during VUCA?4.       For the finance team, how is VUCA impacting the team in the performance/fulfilment their functions?5.       How should the CFO (and finance team) adjust how they perform their duties to reflect VUCA conditions?6.       To what extent do you see technology as enabling the CFO and finance team to continue being effective in times of VUCA?7.       Any recommendations for the CFO and finance leadership to be more effective in times of VUCA?

Abigail Adams and Heroic Mothers Unite   Abigail Adams was one of the Heroic Founding Mothers of the United States of America.   I'm convinced that she and Benjamin Franklin and their families would be part of our Heroic movement if they were alive today.   Why?   Because they were intensely passionate about cultivating virtue in their lives and in the lives of their children.   And…   I'm pretty sure () they would have preferred to have their kids on the soon-to-be-launched social features for our Heroic training platform cultivating virtue together rather than on Tik Tok watching another absurd 20-second video.   What data supports that hypothesis?   Glad you asked…   That's the subject of Today's +1.   Have you ever seen this quote from Abigail?    “These are the times in which a genius would wish to live. It is not in the still calm of life, or the repose of a pacific station, that great characters are formed. The habits of a vigorous mind are formed in contending with difficulties. Great necessities call out great virtues. When a mind is raised, and animated by scenes that engage the heart, then those qualities which would otherwise lay dormant, wake into life and form the character of the hero and the statesman.”   After reading a version of that in Warren Bennis' great book On Becoming a Leader, I looked it up to find its source.    It's from a letter she wrote to her son John Quincy Adams in January 1780–almost 243 (!) years ago. He was on a trip to France with his father to elicit support for our Revolutionary War. (Thanks, France!! )   I looked up how old John Quincy Adams was in 1780.    He was 12.    Check out the letter. It's worth reading.    I printed it out and marked it all up because it was so good. (See my notes below.)   As you'll see if you spend a few minutes reading her brilliant letter, Abigail starts out the letter by basically telling her son that she made him go to France with his dad and brother even though he was whining about it.     Seriously. It's so good to see this great woman (a true Founding Mother of America) talking to a future president like, well, he was acting like a 12-year-old.     Then we get to the quote that made me find the letter.    But get this…   Bennis actually MISQUOTED Abigail.    He said that she said: “These are hard times in which a genius should wish to live. . . . Great necessities call forth great leaders.”   But that's not *actually* what she said.    She didn't say great necessities call forth great LEADERS.    She said: “Great necessities call forth great VIRTUES.”    Which, for the record, MAKES THEM GREAT LEADERS.    Note: Both John AND his dad would become future U.S. Presidents. Virtue for the win!   Now…   Of course, that struck me (goosebumps) because our ENTIRE app is architected to help us operationalize the fact that ancient wisdom and modern science agree that the ultimate purpose of life is to express the best version of yourself (in service to something bigger than yourself!) by living with virtue.    And, of course, we believe the historically significant challenges we are facing DEMAND that each of us step up and show up as the best, most Heroic versions of ourselves.    Which is why I was even more struck by the rest of her letter.    When I read THIS passage, I could literally SEE Abigail and her husband John (who, in 1780, was the Ambassador to France in what was the fifth of an eight-year Revolutionary War!) and their kids using Heroic to commit to and then hit virtuous targets together all day every day (especially when they were so far away from each other!):   “I cannot fulfill the whole of my duty towards you, if I close this Letter, without reminding you of a failing which calls for a strict attention and watchfull care to correct. You must do it for yourself. You must curb that impetuosity of temper, for which I have frequently chid you, but which properly directed may be productive of great good. I know you are capable of these exertions, with pleasure I observed my advice was not lost upon you. If you indulge yourself in the practise of any foible or vice in youth, it will gain strength with your years and become your conquerer.   The strict and inviolable regard you have ever paid to truth, gives me pleasing hopes that you will not swerve from her dictates, but add justice, fortitude, and every Manly Virtue which can adorn a good citizen, do Honour to your Country, and render your parents supremely happy, particularly your ever affectionate Mother,”   Then I smiled when I realized that another beloved Founding Father, Benjamin Franklin, would have probably created something similar to our app to track HIS virtues (with his friends and family!) if he was alive today.    Know this…   These are times in which Heroes would wish to live.    As we set out to make 2023 truly Heroic, may we remember that it is not in the still calm of life, or the repose of a pacific station that great characters are formed.    Remember: “Great necessities call out great virtues. When a mind is raised, and animated by scenes that engulf the Heart, then those qualities which would otherwise lay dormant, wake to Life, and form the Character of the Hero and the Statesman.”   With Love + Wisdom + Self-Mastery + Courage and profound Gratitude for all of your support in helping us create a noble and virtuous world, I say…   Heroes unite!!!   Day 1. All in.   LET'S GO.

To learn more about Dr. Ron and his work, visithttps://ronaldalexander.comTo learn more about Dr. Ron's recently released book, Core Creativity: The Mindful Way To Unlock Your Creative Self, visithttps://ronaldalexander.com/core-creativityRonald A. Alexander, PhD, MFT, SEP (Somatic Experiencing Practitioner) is a Creativity and Communication Consultant, and an Executive and Leadership Coach, with a private psychotherapy practice working with individuals, couples, families, and groups in Santa Monica, California. He is the Executive Director of the OpenMind® Training Institute, a leading-edge organization that offers personal and professional training programs in core creativity, mind-body therapies, transformational leadership, and mindfulness meditation. For more than forty-four years, Alexander has been a trainer of healthcare professionals in North America, as well as in Europe, Russia, Japan, China, and Australia. As a Mindfulness and Zen Buddhist practitioner, he specializes in utilizing mindfulness meditation in his professional and corporate work to help people transform their lives by accessing the mind states that open the portal to their core creativity.Alexander is a leading pioneer in the fields of Mindfulness Based Mind-Body Therapies, Gestalt Therapy, Somatic Experiencing, Ericksonian Mind-Body Therapies, Holistic Psychology, and Integrative and Behavioral Medicine. He is a long-time extension faculty member of the UCLA Departments of Humanities, Social Sciences, and Entertainment, a lecturer in the David Geffen School of Medicine, and an adjunct faculty member at Pacifica Graduate Institute and Pepperdine Universities. Alexander received his SEP Certificate from the Somatic Experiencing Trauma Institute in Boulder Colorado. He consulted with and received treatment from Milton H Erickson MD. He personally trained with Ernest Rossi and Steven Gilligan in Ericksonian Hypnotherapy as well as with Daniel P. Brown of the Harvard Medical Cambridge Hospital professional training's seminars in hypnosis and hypno-analysis. He trained with and was certified by the Los Angeles Gestalt Therapy Institute and with Erving and Miriam Polster PhD of the Gestalt Training Center of La Jolla. He also received training and supervision in Contemporary Gestalt and Family Therapies, Psychoanalytic Self-Psychology, Relational and Object Relations Therapies.Dr. Ronald Alexander, PhD is a leading Creativity and Communication Coach, International Clinical Trainer, Executive and Leadership Coach, with a private practice in Santa Monica, California. He is the originator of the OpenMind Training® Institute, a leading edge organization that offers personal and professional training programs in mindfulness based mind-body therapies, transformational leadership, and meditation. His unique method combines ancient wisdom teachings with Leadership Coaching and Core Creativity into a comprehensive integrated, behaviorally effective mind-body program. This system combines techniques that support strategies of personal, clinical, and corporate excellence and growth.Alexander's extensive training includes core creativity, conflict management, Gestalt therapy, leadership and organizational development, and vision and strategic planning. He pioneered the early values and vision-based models for current day leadership and professional coaching. He specializes in Mind-Body therapies and has been studying and teaching Mindfulness Meditation, Creative Visualization and Transpersonal Psychology since 1970. Alexander studied with and was influenced by noted leaders in these fields such as Ken Blanchard, Werner Erhard, Warren Bennis, Umberto Materana and Francesco Variela, and was one of the grandfathers of coaching along with Jim Rohn, Tony Robbins and Jack Canfield.

This episode reviews some of the leadership recommendations of Warren Bennis and John Wooden.

Connect with Nate: www.linkedin.com/natelesliecec Connect with Ira: www.linkedin.com/in/irawolfe Nate Leslie 0:07 Hi listeners Welcome to Leading with Curiosity. My guest today, Ira Wolfe, is a thought leader in the future of work. He is a top five global thought leader on HR, TEDx speaker, and an HR influencer. We explore the connection between a Bruce Lee quote and growth mindset. We learn the number one skill that will be required in today's workplace in these crazy ‘sort of post pandemic' times. I know, like always I'm gonna have to go have to have a guy like Ira on the show again, so much we could have explored and didn't get to. I hope you enjoy the episode as much as I did recording. Nate Leslie 1:02 You know, I've been doing a lot of research and you are a leader, a thought leader around the future of work adaptability. In a post pandemic era, modern leadership in 2022. What are you thinking about these days around the future of work in these times that we're living in? Ira Wolfe 1:21 I think a lot about it for very obvious reasons. We're living in what I call the never normal and the never normal is pretty it's a pretty good description of where we are. It started with VUCA. I don't know if your listeners may or may not be familiar with that book. It's been around for about 40 years. It started with Warren Bennis in the 1980s. He was one of my favorite thought leaders on leadership. And he talked about what the future was going to be, how you needed to prepare leaders and develop leaders, which I know is what you do. And he talked about a world that would be volatile, uncertain, complex and ambiguous. And I can't think of a better acronym than VUCA to describe the world we live in now. But especially in 2020, volatile, uncertain, complex and ambiguous and everyday we continue to live there. So basically, having studied that, that being a passion of mine for the last, well, I've always liked studying change, but especially over the last 20 years when I was introduced to that i It's my here's my time, this is the time to live in, you know for that and people are really struggling. I mean, you can tell from that from stress and burnout and well being and people changing jobs and what the work environment is there's so much so much going on. So, again, we need to talk about how we prepare? How do we help people adapt better? Nate Leslie 2:52 Yes, I do that every day. Yeah, yeah. Let's go there. Gosh, when you think about VUCA being from the 80s and now how uncertain and ambiguous. This next chapter in our lives is you know, helping people be adaptive. You've talked about the adaptability quotient. What do you want to share with that? Listen to the episode to see where this goes… --- Send in a voice message: https://anchor.fm/nathan-leslie/message

To learn more about Dr. Ron and his work, visithttps://ronaldalexander.comTo learn more about Dr. Ron's recently released book, Core Creativity: The Mindful Way To Unlock Your Creative Self, visithttps://ronaldalexander.com/core-creativityRonald A. Alexander, PhD, MFT, SEP (Somatic Experiencing Practitioner) is a Creativity and Communication Consultant, and an Executive and Leadership Coach, with a private psychotherapy practice working with individuals, couples, families, and groups in Santa Monica, California. He is the Executive Director of the OpenMind® Training Institute, a leading-edge organization that offers personal and professional training programs in core creativity, mind-body therapies, transformational leadership, and mindfulness meditation. For more than forty-four years, Alexander has been a trainer of healthcare professionals in North America, as well as in Europe, Russia, Japan, China, and Australia. As a Mindfulness and Zen Buddhist practitioner, he specializes in utilizing mindfulness meditation in his professional and corporate work to help people transform their lives by accessing the mind states that open the portal to their core creativity.Alexander is a leading pioneer in the fields of Mindfulness Based Mind-Body Therapies, Gestalt Therapy, Somatic Experiencing, Ericksonian Mind-Body Therapies, Holistic Psychology, and Integrative and Behavioral Medicine. He is a long-time extension faculty member of the UCLA Departments of Humanities, Social Sciences, and Entertainment, a lecturer in the David Geffen School of Medicine, and an adjunct faculty member at Pacifica Graduate Institute and Pepperdine Universities. Alexander received his SEP Certificate from the Somatic Experiencing Trauma Institute in Boulder Colorado. He consulted with and received treatment from Milton H Erickson MD. He personally trained with Ernest Rossi and Steven Gilligan in Ericksonian Hypnotherapy as well as with Daniel P. Brown of the Harvard Medical Cambridge Hospital professional training's seminars in hypnosis and hypno-analysis. He trained with and was certified by the Los Angeles Gestalt Therapy Institute and with Erving and Miriam Polster PhD of the Gestalt Training Center of La Jolla. He also received training and supervision in Contemporary Gestalt and Family Therapies, Psychoanalytic Self-Psychology, Relational and Object Relations Therapies.Dr. Ronald Alexander, PhD is a leading Creativity and Communication Coach, International Clinical Trainer, Executive and Leadership Coach, with a private practice in Santa Monica, California. He is the originator of the OpenMind Training® Institute, a leading edge organization that offers personal and professional training programs in mindfulness based mind-body therapies, transformational leadership, and meditation. His unique method combines ancient wisdom teachings with Leadership Coaching and Core Creativity into a comprehensive integrated, behaviorally effective mind-body program. This system combines techniques that support strategies of personal, clinical, and corporate excellence and growth.Alexander's extensive training includes core creativity, conflict management, Gestalt therapy, leadership and organizational development, and vision and strategic planning. He pioneered the early values and vision-based models for current day leadership and professional coaching. He specializes in Mind-Body therapies and has been studying and teaching Mindfulness Meditation, Creative Visualization and Transpersonal Psychology since 1970. Alexander studied with and was influenced by noted leaders in these fields such as Ken Blanchard, Werner Erhard, Warren Bennis, Umberto Materana and Francesco Variela, and was one of the grandfathers of coaching along with Jim Rohn, Tony Robbins and Jack Canfield.

New York Times-best selling author David Gergen - White House adviser to four presidents of different parties, CNN senior political analyst, and founder of the Center for Public Leadership at the Harvard Kennedy School - presents an inspiring and practical guide for emerging young leaders as well as seasoned change makers. In HEARTS TOUCHED WITH FIRE: How Great Leaders are Made (Simon & Schuster; May 10, 2022; 978-1-9821-7057-8; $29.00 hardcover), he draws on vivid examples from personal experience, history and recent headlines - from Churchill to AOC and dozens more across the public landscape - to shine a light on pathways forward. Gergen describes himself as a short-term pessimist but a long-term optimist. The next several years are likely to be rough in America, he believes, but the long-term outlook holds much greater promise. Our prospects for success, he argues, now rest heavily upon preparing rising generations for lives of service and leadership. As a White House adviser to Presidents Nixon, Ford, Reagan and Clinton, Gergen gathered invaluable lessons on leadership that he has shared for more than two decades with students at the Harvard Kennedy School. But he has long hoped to write a book that would spread those lessons more widely. In the past few years, that dream has taken on greater urgency, with growing threats to democracy at home and abroad. "Who would have believed," Gergen writes, "that for the first time since the Civil War, we would begin tearing ourselves apart? Who would have imagined that our democracy - and long-standing democratic traditions across the world - might be on the brink of collapse? But here we are. It feels as if we are driving on the side of a cliff in the middle of the night with our lights out. We all know it, but we cant seem to stop it." A Historic Passing of the Torch What we are witnessing, he notes, is an historic passing of the torch from Baby Boomers and the Silent Generation to Millennials and Gen Zers. The latter two generations, born between 1982 and 2009, are the biggest and diverse cohort in our history - and will soon be the most powerful. They have faced profound challenges in just the first two decades of the 21st century - including terrorism, deep recessions, climate disasters, racial and gender inequities, a deadly global pandemic and a poisonous polarization of our politics. The Millennials and Gen Zers are changing the face of leadership in many ways. Gergen shows how in the journeys of climate activist Greta Thunberg, the Parkland students fighting for gun sanity, Pakistani female education advocate Malala, and the organizers of the MeToo and Black Lives Matter movements. They are leading from the bottom up as well as the top down, skillfully using the power of social media and protest marches. Their experiments in leadership have brought out the biggest numbers in history in protests over women's rights, racial equity, voter suppression, gun rights and gay rights. Even as ways to exercise leadership are evolving, Gergen points out, some qualities and skills remain eternal. Courage and character, for example, have been prerequisites for great leadership through millennia, from the classical Greeks and Romans down to Volodymyr Zelensky of Ukraine. Gergen worked early in the White House for both Richard Nixon and Gerald Ford. Both had courage but the first lacked character and was driven out by scandal; the second was a man of character who looks better and better through the rear view mirror. The Leader's Journey: Inner and Outer Gergen begins with a consideration of some of the most profound questions in understanding leadership. Does leadership really matter, after all? Why do we need great leaders? What are their most important qualities or traits? Why, in our society, has leadership largely been restricted in the past to white men? How can we best accelerate the spread of diversity? Gergen then describes the development of a leader in two parts: an inner journey and an outer journey. An effective leader, he argues, must first become self-aware and then achiever self-mastery. It is not enough just to be smart and talented. You must be able to master yourself before you can serve others. Your inner work should help you identify your core values and your True North. In sum, Gergen tells us how to become "author of your own life", as leadership guru and dear friend Warren Bennis puts it. Unfortunately, almost every rising leader suffers from harsh, unexpected blows - crucibles as they are called in leadership circles. They can take many shapes and forms, and they can destroy your professional as well as personal life. Yet with the right outlook, grit and perseverance, some of our most celebrated leaders have emerged stronger from such hardships. Crucibles also have the potential to instill in us great moral purpose and an opportunity to solidify our goals. As a rising leader conquers her inner journey, they must also make a transition from internal preparation to rubbing up against the outside world. In this outer journey, you must learn how to lead up, down and sideways - managing your boss, building your team, collaborating with others outside your team. Then again, how do you find a mentor? Or a sponsor? What's the difference between them? Importantly, how can you master the arts of public persuasion and deeply social media? As journey towards leadership isn't completed overnight; most fine it the work of a lifetime. Leadership in Action As the leader's inner and outer journeys converge, leadership must be put into action. You do not become a good leader, Gergen says, by studying under a lamp or earning a third or fourth academic degree. You must be "in the arena," as Theodore Roosevelt famously put it. Gergen explains why leaders must learn to lead in a crisis-making time to prepare when they can, then acting smartly when the crisis hits. Conversely, he also looks at the darkness that can descend when a leader abandons their True North and self-destructs. Finally, Gergen incorporates three of his favorite, but often overlooked, aspects of leadership: learning from history, a wicked sense of humor, and the creation of an integrated life so you have joy as well as passion. In addition, he appends a list of twenty key takeaways-an executive summary for people on the run-including such items as: Have Three Objectives Early, You're Never Too Young to Lead, and Maintain a Celestial Spark.In HEARTS TOUCHED WITH FIRE, David Gergen shares vital lessons on leadership gained from his remarkable half century in the public arena. It is not only a fitting graduation gift, but also a powerful assurance that we have every reason to be hopeful about the future if we remember who we are, take heart from the past, and unleash the idealism of today's passionate young leaders. ABOUT DAVID GERGEN David Gergen has devoted more than half a century to public service. Coming off a Navy stint, he served as a White House adviser to four US presidents of both parties: Nixon, Ford, Reagan, and Clinton. He recounted those experiences in a New York Times bestseller, Eyewitness to Power. In the 1980s, he began a second career, serving as the editor of US News & World Report and for five years a regular Friday night partner with Mark Shields as a PBS commentator on McNeil/Lehrer. Since 1999, he has served as a professor of public service and founding director of the Center for Public Leadership at Harvard's Kennedy School. For more than two decades, he has also been a senior political analyst for CNN, where he is a respected voice in national and international affairs.Book Available on Amazon:https://www.amazon.com/Hearts-Touched-Fire-Great-Leaders/dp/1982170573

Louis Carter is founder and CEO of Best Practice Institute and author of more than 10 leadership/management books including the recent In Great Company. He was voted as one of Global Gurus Top 10 Organizational Culture thinkers.  He hosts Leader on Newsweek Tuesdays at 12pm on LinkedIn Live and other Newsweek social channels. His newest book is “In Great Company: How to Spark Peak Performance by Creating an Emotionally Connected Workplace” (McGraw Hill)  Louis Carter is known for creating the full system programs in leadership development, starting with his first book with Warren Bennis, Best Practices in Leadership Development, which profiled 12 Fortune 500 organizations and their leadership development programs including Bose, Imasco, Abbott, Colgate-Palmolive, and more.  He is a partner with Newsweek to publish the Top 100 Most Loved Workplaces and runs a separate BPI branded entity to provide benchmarking and data insights to Most Loved Workplace companies. www.louiscarter.com www.mostlovedworkplace.com www.bestpracticeinstitute.org

There is a big difference between telling the actual truth and telling people what you wish was the truth. Some leaders think that to inspire their team they must always have a positive vision, so they translate that belief to “I must ensure that team members feel like everything is going great.” However, this is not driven by a desire to do what's in the best interest of the team, but by the neediness of the leader. They don't want to deal with the discomfort of wading through the murky grey waters of uncertainty. It's much easier to deal in black and white, so they paint the situation as much more simple and positive it really is. The dissonance team members feel between words and reality causes a major breach in trust. (By the way, your team is smart.) Have you ever met that person who always puts a positive spin on everything? The world could be falling apart, cats and dogs living together in harmony, and fire and brimstone falling from the clouds, but somehow they still muster a smile and say it's going to be OK? You'll hear many gurus and leadership experts touting the importance of optimism and the strategic value of always keeping a positive mindset. There's nothing inherently wrong with this advice, except that it's taken to an irresponsible extreme. When your optimism is decoupled from reality, you risk losing the trust of your team and your perspective on what needs to be done. That person who always puts a positive spin on things? You probably don't trust them. Not fully, anyway. They might be fun to hang out with, and they might be able to turn around a bad night out, but it's doubtful that you'd go to them first when you need serious advice about an important decision. You simply can't trust that they'll give you a realistic viewpoint. They are too clouded by their unrealistic “future's so bright I gotta wear shades” mentality. If you aren't realistic with your team, then you risk losing their trust. They'll listen to you, but they won't believe you. As legendary leadership expert Warren Bennis said, “Trust is the lubrication that makes it possible for organizations to work.” If your team suspects that you're putting a glossy overtone on everything, they'll soon stop paying attention and will seek out a truth teller. Your organization will become dysfunctional. Yes, informed optimism is the fuel of change, but naive optimism is deadly. Wishing and hoping is never a solution to actual problems. If you want to effect change, you need to pair your optimism with realism and skill. The same principles apply to your team. Don't fall for the temptation to put a glossy coat on everything. Your team will trust you more, and will follow you into the uncertainty, when they believe that you're telling them the truth.

“We need leaders who add value to the people and the organization they lead; who work for the benefit of others and not just for their own personal gain. Leaders who inspire and motivate, not intimidate and manipulate; who live with people to know their problems in order to solve them and who follow a moral compass that points in the right directions regardless of the trends.” —Mary Kay Ash Leaders come in all shapes and sizes, and a title is not necessary to become a great leader. What leadership qualities do you have? Are there leaders that have had a strong influence on you? According to Bill Gates, "As we look ahead into the next century, leaders will be those who empower others." American scholar Warren Bennis said that “Leadership is the capacity to translate vision into reality." Aristotle once said, "He who cannot be a good follower cannot be a good leader." Resource: The Arizona University - Top 11 Qualities Of A Good Leader "Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others." —Jack Welch A compassionate tomorrow begins with us today...

Paul Casey is originally from Chicago, he has been a professional speaker for over 25 years (giving almost 300 presentations in the past 4 years) and is one of the leading authorities in leadership and personal growth—especially time management—helping people take back their calendars and restore sanity to their lives.   He has spoken for organizations like McDonald's, Subway, Lamb Weston, Northwest Public Power, and Autozone—and among the 80 leaders he coaches per year, 25 of them lead at Pacific NW National Laboratories.   Through his company, Growing Forward Services, Paul has partnered with his corporate and individual clients to transform their vision, their habits, and their lives.   Quote: Leadership is the capacity to translate vision into reality. - Warren Bennis   Connect with Paul: Website: Paulcasey.org Growing Forward Services Free Gift: Control My Calendar Check List - takebackmycalendar.com Books: The Static Cling Principle (on habits and mindsets) Maximizing Every Minute (on time management) Leading the Team You've Always Wanted Leading with Super-Vision Podcast: the Tri-Cities Influencer   how hashtag: #TrinaTalk LinkedIn: https://www.linkedin.com/in/trina-l-martin Facebook: https://www.facebook.com/TrinaTalk Instagram: @trina.l.martin  Twitter: @TrinaLMartin    

This week's guest is JC Hurtado-Prater, leadership enthusiast and business professor. He teaches at Point Loma Nazarene University and Azusa Pacific University. He is also the author of four personal development books and is working on a fifth. And he is a consultant.Prior to his current roles, JC worked in the non-profit space and in the ministry. He was also in the US Army which is where he first learned about leadership and the importance of focusing on the mission ahead. He shared insights on transitioning out of the military and into the private sector.A dynamic personality, JC shares his opinions on many subjects. We talk about :
 - Leadership and how people who are managers don't always learn to be good leaders.- The importance of understanding an organization before going in and trying to change it.- How crucial therapy is to one's own development including as a leader. He is even writing a book about his own experience.- A pivotal moment 10 years ago when he read Warren Bennis' “On Becoming a Leader” which has formed his ideas today- The professor who changed his life through encouraging words and making him realize the he too could be like other members of his family and become a professor or educatorJC also has a podcast, called JC Talks: A Leadership Podcast with JC Hurtado-Prater. We chat about a subject that comes up there which is about people's character. He believes that people can change their character with self-awareness and delves into Ray Dalio's philosopy around radical truth and radical transparency, and the Importance of letting people in an organization be honest with the leaders.Note from Rabiah (Host): This is a really special episode because first of all, the intro was recorded with video so you'll see me on YouTube. But also, the guest was incredible. I had a blast with him and we had some major laughs but also got into some real issues. It was hard not to be 100% positive with JC though. We did delve into tragic loss and the importance of honouring others as we continue in our lives. I appreciated the opportunity to talk about that. In fact, JC gave me a chance to speak quite a bit. It was one of those conversations where I could have given in and not been the host but we had a good balance. Enjoy!TW: death by substance overdose+++++Find JC JC Talks podcast: https://podcasts.apple.com/us/podcast/jc-talks-a-leadership-podcast-with-jc-hurtado-prater/id1540716265Cannonball Solutions: https://www.cannonball.solutions/about+++++Mentioned in this episode:Leaders Eat Last by Simon Senak: https://amzn.to/3qBPGBV Warren Bennis, “On Becoming a Leader”: https://amzn.to/3nYeG4L John Maxwell (author): https://amzn.to/34RTHcU Synchronicity by Jaworski: https://amzn.to/34RTHcU Laws of Human Nature by Robert Greene: https://amzn.to/33oWlXt Ray Dalio (Bridgewater): https://www.bridgewater.com/principles-and-culture Nicole Pearson Episode:

"Leadership is the capacity to translate vision into reality." instagram.com/eyesiiight

I'm in the middle of a series of episodes talking about leadership. My goal is to offer you some ways of thinking about the subject that both encourage and challenge you with a unique (or, at least less familiar) perspective. In a previous episode I mentioned that life can be complicated and confusing at times. But it's in those times when you have to remind yourself that you aren't lost, and that your situation may be HARD, but it is most definitely not impossible or hopeless. I want to continue on that theme based on some research from leadership studies pioneer, Warren Bennis, in which he talks about what he and his researchers discovered as the one thing that seems to matter most in the making of a leader. ~~~~~~~~~~~~~~ Thanks so much for listening to Better Mind, Better Life! I genuinely hope this content helps you improve your life in some way. Now it's your turn to help someone else. Here's how you can do that. Think of the one person you know who would most benefit from listening to this episode today. Now simply share it with them, and consider including an encouraging note explaining why you sent this episode to them specifically. You never know how that one simple act can help someone else have a better life! And please SUBSCRIBE/FOLLOW and leave a review. That helps you never miss an episode and it helps me get noticed by others who are searching for new podcasts!

Carolyn Shockey has worked in the Human Resources field since 1977. Healthcare has been most of her experience. She has continued to grow in the field with continuing education to assure her re-certification as PHR and SPHR. Her passion is employee satisfaction and retention. Specialties: Employee Satisfaction and retention. Training and development especially with leadership development. Listen and discover the depth of her knowledge and experience. You'll get ideas on how to run your own HR department and maybe make a new friend in the process. University of Oklahoma https://www.ou.edu/ Southern Nazarene University https://www.snu.edu/ Norman High School https://www.normanpublicschools.org/normanhigh Fiddler on the Roof https://www.imdb.com/title/tt0067093/ Warren Bennis & Burt Nanus: https://www.amazon.com/Leaders-Strategies-Collins-Business-Essentials/dp/0060559543 Press Ganey: healthcare experience analytics and insights: https://www.pressganey.com/ SHRM: https://www.shrm.org/ Sooner HR Society (SHRS): https://okhr.org/SHRS OCHRS: https://www.ochrs.org/ HR Executive: https://hrexecutive.com/ Crowe & Dunlevy: https://www.crowedunlevy.com/ McAfee & Taft: https://www.mcafeetaft.com/ Journal of Organizational Excellence: https://www.researchgate.net/journal/Journal-of-Organizational-Excellence-1531-6653 Virgin River: https://www.netflix.com/title/80240027 Crucial Conversations: https://www.amazon.com/Crucial-Conversations-Talking-Stakes-Second/dp/1469266822

Xin chào mọi người, Hôm nay Sách nói mỗi ngày xin được tóm tắt nội dung chính của cuốn sách: Phụng sự để dẫn đầu - Tư duy lãnh đạo thế kỷ 21 Của tác giả James M. Strock “Phụng sự để dẫn đầu là cuốn sách công cụ vô giá cho tất cả những ai đang mong muốn dẫn đầu trong thế kỷ 21” – Warren Bennis, tác giả cuốn sách On becoming a leader Chương 6: Kinh doanh và những hình thức thuyết phục Chương 7: Thực hành biến cuộc đời bạn thành một kiệt tác phụng sự Hãy cùng sách nói mỗi ngày đi vào nội dung phần cuối nhé!

Xin chào mọi người, Hôm nay Sách nói mỗi ngày xin được tóm tắt nội dung chính của cuốn sách: Phụng sự để dẫn đầu - Tư duy lãnh đạo thế kỷ 21 Của tác giả James M. Strock “Phụng sự để dẫn đầu là cuốn sách công cụ vô giá cho tất cả những ai đang mong muốn dẫn đầu trong thế kỷ 21” – Warren Bennis, tác giả cuốn sách On becoming a leader Hãy cùng sách nói mỗi ngày đi vào nội dung phần 2 nhé! Chương 3: Phục vụ Khách hàng Chương 4: Quản lý - Phục vụ người bạn lãnh đạo Chương 5: Giao tiếp hiệu quả

Chào mọi người, Hôm nay Sách nói mỗi ngày xin được tóm tắt nội dung chính của cuốn sách: Phụng sự để dẫn đầu - Tư duy lãnh đạo thế kỷ 21 Của tác giả James M. Strock “Phụng sự để dẫn đầu là cuốn sách công cụ vô giá cho tất cả những ai đang mong muốn dẫn đầu trong thế kỷ 21” – Warren Bennis, tác giả cuốn sách On becoming a leader Hãy cùng sách nói mỗi ngày đi vào nội dung phần 1 nhé!

Gus Lee is a best-selling author and nationally recognized leadership expert. He equips others with practical behavioral skills so they can consistently discern and do the highest moral action despite fears about self-interest. He has delivered practical Courageous Leadership Skills Intensives across fifty professions and industries and has coached executives from every continent. He and his wife Diane wrote Courage: The Backbone of Leadership and five other best-sellers on a central theme of moral courage. He has written for Time and Encyclopedia Britannica and been on national media. Gus is from a broken and abusive immigrant home and grew up in African American inner-city streets. He was raised from the age of seven by three YMCA boxing coaches who stuck with him for ten years despite his cowardice and poor medical condition. With four medical waivers, he got into West Point, where he was mentored in courageous leading by Major H. Norman Schwarzkopf and CSM Theodore L. Dobol. He later learned character-based leading from Warren Bennis, founder of modern leadership theory. Gus has been a corporate COO, chief learning officer, SVP, government senior executive, U.S. Senate ethics investigator, acting deputy attorney general, statewide trainer for California's 5,000 prosecutors and then its 140,000 attorneys, senior deputy DA, FBI and POST trainer, Army officer, command judge advocate, drill sergeant, Army boxer and paratrooper who jumped with the ROK Airborne in two Asian tours. He was West Point's first Chair of Character Development; lectured there on courageous leadership for 18 years and was an Army-wide trainer in military leadership. He was an adjunct faculty/visiting scholar for the Center for Creative Leadership, Development Dimensions International, U.S. Office of Personnel Management, Duke Fuqua School of Business and many other colleges, and B schools. He and Diane have two bio and two adopted children who together led ten-year missions in Africa, were wounded in combat and serve in law enforcement. They are blessed with seven grandchildren.

The third episode of my livestream call-in show. As I try to solidify the direction of a some new projects (including this one), a couple of terrific books are really helping me to think about where those "aha!" moments come from and how creativity works.SHOW NOTESOrganizing Genius by Warren Bennis and Patricia Ward Biederman http://bit.ly/OrganizingGeniusAbeBooksWhere Good Ideas Come From by Steven Johnson http://bit.ly/GoodIdeasAbeBooksBrian Eno On Genius, And “Scenius” https://www.synthtopia.com/content/2009/07/09/brian-eno-on-genius-and-scenius/Austin Kleon - Further notes on scenius https://austinkleon.com/2017/05/12/scenius/**The book links above are not affiliate links and I don't make anything from them. I'm directing you to Abe Books, rather than Amazon, because it gives you the opportunity to help smaller booksellers and get great deals on new and used books. I use them myself and can't recommend them enough.Thank you to everyone who called in. I appreciate your time and energy very much.If you'd like to listen and call in live, be sure to subscribe to my YouTube channel.Music in this episode:Urban Slanging by Paolo Pavan (CC BY-NC-SA 4.0)No Control by Jahzzar (CC BY-SA 4.0)Nonconceptual by Drake Stafford (CC BY 4.0) WANT TO SUPPORT THE WORK I'M DOING?Subscribe & Review: Apple Podcasts | Spotify | Stitcher | Overcast | Google PodcastsTell Your Friends & Share Episodes Online: You can even share a favorite show clip using the terrific Recast feature. I've made a video showing you how: Create Custom Audiograms with Recast by Simplecast - YouTubeBuy a copy of my book: Photography by the Letter

The third episode of my livestream call-in show. As I try to solidify the direction of a some new projects (including this one), a couple of terrific books are really helping me to think about where those "aha!" moments come from and how creativity works.SHOW NOTESOrganizing Genius by Warren Bennis and Patricia Ward Biederman http://bit.ly/OrganizingGeniusAbeBooksWhere Good Ideas Come From by Steven Johnson http://bit.ly/GoodIdeasAbeBooksBrian Eno On Genius, And “Scenius” https://www.synthtopia.com/content/2009/07/09/brian-eno-on-genius-and-scenius/Austin Kleon - Further notes on scenius https://austinkleon.com/2017/05/12/scenius/**The book links above are not affiliate links and I don't make anything from them. I'm directing you to Abe Books, rather than Amazon, because it gives you the opportunity to help smaller booksellers and get great deals on new and used books. I use them myself and can't recommend them enough.Thank you to everyone who called in. I appreciate your time and energy very much.If you'd like to listen and call in live, be sure to subscribe to my YouTube channel.Music in this episode:Urban Slanging by Paolo Pavan (CC BY-NC-SA 4.0)No Control by Jahzzar (CC BY-SA 4.0)Nonconceptual by Drake Stafford (CC BY 4.0) WANT TO SUPPORT THE WORK I'M DOING?Subscribe & Review: Apple Podcasts | Spotify | Stitcher | Overcast | Google PodcastsTell Your Friends & Share Episodes Online: You can even share a favorite show clip using the terrific Recast feature. I've made a video showing you how: Create Custom Audiograms with Recast by Simplecast - YouTubeBuy a copy of my book: Photography by the LetterSupport the show (https://jefferysaddoris.com/#donate)

The third episode of my livestream call-in show. As I try to solidify the direction of a some new projects (including this one), a couple of terrific books are really helping me to think about where those "aha!" moments come from and how creativity works.SHOW NOTESOrganizing Genius by Warren Bennis and Patricia Ward Biederman http://bit.ly/OrganizingGeniusAbeBooksWhere Good Ideas Come From by Steven Johnson http://bit.ly/GoodIdeasAbeBooksBrian Eno On Genius, And “Scenius” https://www.synthtopia.com/content/2009/07/09/brian-eno-on-genius-and-scenius/Austin Kleon - Further notes on scenius https://austinkleon.com/2017/05/12/scenius/**The book links above are not affiliate links and I don't make anything from them. I'm directing you to Abe Books, rather than Amazon, because it gives you the opportunity to help smaller booksellers and get great deals on new and used books. I use them myself and can't recommend them enough.Thank you to everyone who called in. I appreciate your time and energy very much.If you'd like to listen and call in live, be sure to subscribe to my YouTube channel.Music in this episode:Urban Slanging by Paolo Pavan (CC BY-NC-SA 4.0)No Control by Jahzzar (CC BY-SA 4.0)Nonconceptual by Drake Stafford (CC BY 4.0) WANT TO SUPPORT THE WORK I'M DOING?Subscribe & Review: Apple Podcasts | Spotify | Stitcher | Overcast | Google PodcastsTell Your Friends & Share Episodes Online: You can even share a favorite show clip using the terrific Recast feature. I've made a video showing you how: Create Custom Audiograms with Recast by Simplecast - YouTubeBuy a copy of my book: Photography by the Letter

Marcia Martin was in the right place at the right time as the founding blocks of Landmark Forum were being set, and enjoyed over 40 years in the transformation space helping millions of people to change their lives for the better. Now Marcia desires to share her legacy of wisdom with you to help you get into the flow that attracts all the right opportunities for sharing your gifts with the right people. Recordings of decades of her tranformational workshops are being offered in a special membership program to help you reap the gold from Marcia's legacy. Watch this episode for powerful insights into what it takes to be a transformational leader, and how you can effectively enroll your ideal client. CHECK OUT the Marcia Martin Membership Club http://www.marciamartinclub.com More About Marcia Martin Marcia Martin is CEO of Marcia Martin Productions, LLC, an executive training firm specializing in transformational leadership training and communication arts technology. She is renowned as one of the top transformational trainers and executive and life coaches worldwide in the arenas of championship performance, relationship coaching, communication mastery, and public speaking; and she has personally trained over 300,000 individuals and corporate executives around the globe to be more effective human beings. Dame Marcia (knighted in 2008) has provided leadership training in Europe, South America, Africa, Canada, Mexico, Asia and the USA; her clients include Capital One, McCain Foods, Hard Rock International, Warner Bros., InterContinental Hotels, Danone, and Evian Water, among others. Marcia was personally mentored by innovative academic thinkers Buckminster Fuller, Warren Bennis, and Werner Erhard in the art and technology of Leadership, Self-Transformation and Human Development; she was Vice President and a Founding Member of est (Erhard Seminars Training), now known as Landmark Forum where she was instrumental in taking the company from inception to a graduate base of millions within a ten-year period. She has consulted, trained or coached some of the best-known thought leaders and authors of our time including Jack Canfield, Tony Robbins, Lynne Twist, T. Harv Ecker, Raymond Aaron, Doria (DC) Cordova, and Robert T. Kiyosaki; and she was the Co-Creator of the Transformational Leadership Council (TLC) serving as Vice President, CEO Managing Director, and Program/Production Manager from 2004 inception until 2012. As a successful serial entrepreneur, Marcia was partners with artistically acclaimed designer Laurel Burch, and together they created Tsuru, Inc, a global fashion jewelry and manufacturing company taking it from inception, to $5 million in annual sales with offices in Hong Kong, Beijing, Los Angeles, San Francisco, and New York before Ms. Burch passed away. Committed to creating global transformational impact, Marcia has now created the Marcia Martin Membership Club – a digital video and audio library collection of her past workshops, podcasts, seminars, speaking engagements, and keynotes designed to accelerate human growth, power and wealth. Connect with Marcia: Web  http://www.marciamartinclub.com%20/ Facebook   https://www.facebook.com/marciamartinproductions Instagram   https://www.instagram.com/marcia_martin_/ Twitter   https://twitter.com/MarciaMartin LinkedIn https://www.linkedin.com/in/marcia-martin-971b7037/   YOUR GUIDE TO SOUL NECTAR – KERRI HUMMINGBIRD SAMI I love mentoring women to rewrite the story of their lives through inner transformation, connection to essence, remembrance of purpose, and realignment to authenticity and truth. If you don't want to settle for anything less than a life of passion and purpose, book a Discovery Call and let's talk! Schedule today! http://bit.ly/2CpFHFZ FREE GIFT: The Love Mastery Game, an oracle for revealing your soul's curriculum in every day challenges. http://www.kerrihummingbird.com/play

One of THE MOST PROLIFIC influencers on the who's who of the most innovative minds in thought leadership in the last 40 years, Marcia Martin is CEO of Marcia Martin Productions, LLC, an executive training firm specializing in transformational leadership training and communication arts technology. She is renowned as one of the top transformational trainers and executive and life coaches worldwide in the arenas of championship performance, relationship coaching, communication mastery, and public speaking; and she has personally trained over 300,000 individuals and corporate executives around the globe to be more effective human beings.Dame Marcia (knighted in 2008) has provided leadership training in Europe, South America, Africa, Canada, Mexica, Asia and the USA; her clients include Capital One, McCain Foods, Hard Rock International, Warner Bros., InterContinental Hotels, Danone, and Evian Water, among others.Marcia was personally mentored by innovative academic thinkers Buckminster Fuller, Warren Bennis, and Werner Erhard in the art and technology of Leadership, Self-Transformation and Human Development; she was Vice President and a Founding Member of est (Erhard Seminars Training), now known as Landmark Forum where she was instrumental in taking the company from inception to a graduate base of millions within a ten-year period.She has consulted, trained or coached some of the best-known thought leaders and authors of our time including Jack Canfield, Tony Robbins, Lynne Twist, T. Harv Ecker, Raymond Aaron, Doria (DC) Cordova, and Robert T. Kiosaki; and she was the Co-Creator of the Transformational Leadership Council (TLC) serving as Vice President, Managing Director, and Program/Production Manager from 2004 inception until 2012. As a successful serial entrepreneur, Marcia was partners with artistically acclaimed designer Laurel Burch, and together they created Tsuru, Inc, a global fashion jewelry and manufacturing company taking it from inception, to $5 million in annual sales with offices in Hong Kong, Beijing, Los Angeles, San Francisco, and New York before Ms. Burch passed away.Committed to creating global transformational impact, Marcia has now created the Marcia Martin Membership Club – a digital video and audio library collection of her past workshops, podcasts, seminars, speaking engagements, and keynotes designed to accelerate human growth, power and wealth. Connect me with Runa Magnusdottir Some great takeaways from Marcia :We belong. We are connected.We can make a difference Be an effective human being - it's a choice Have the consciousness to grow Leadership is your voice to make a difference There's more we can do with our power People are waking up to a new consciousness ______________________________________The Change Makers are doing a fundraise for their #NoMoreBoxes Online Training and Collaboratory Center. A platform designed to teach you how to create safe space for a deep-dive conversations that open up for the conscious and unconscious bias behaviours, placing ourselves and others into boxes, that places our focus on what separates us as human beings, not what unites us. Your help is highly appreciated.Just go to www.Patreon.com/NoMoreBoxes today! Or grab a copy of their book; The Story of Boxes, The Good, The Bad and The Ugly. MAKE SURE YOU DON'T MISS AN EPISODE OF THE CHANGE MAKERS PODCASTSUBSCRIBE TO OUR CHANNEL ON APPLE PODCAST, STITCHER or SPOTIFY The Change Makers Podcast RSS Subscribe to The Change Makers Podcast Get the latest transformational out-of-the-box Leadership and Communications Tips, Insights, Tools & Stories from other change makers delivered directly to your inbox. First Name Last Name Email Address Sign Up We respect your privacy. Thank you!Please check your inbox for an email from me, Rúna Magnúsdóttir. Inside that email is a link to verify your subscription.Looking forward to having you onboard.My bestRuna

Noel Tichy is one of the greatest names in leadership. His most recent book is JUDGMENT: How Winning Leaders Make Great Calls (with Warren Bennis). Tichy, who was named one of the “Top 10 Management Gurus” by BUSINESSWEEK and BUSINESS 2.0., is the founding editor and chief of HUMAN RESOURCE MANAGEMENT. Join Noel Tichy with Dr's Cathy Greenberg and Relly Nadler as he shares consulting experiences as a senior partner in Action Learning Associates, with clients including: Best Buy, GE, PepsiCo, Coca Cola, GM, Nokia, Nomura Securities, 3M, Daimler-Benz and Royal Dutch Shell.

This Song Dot Land has me singing about the deepest parts of my heart and soul: how to lead well. Lead as in leadership studies. What an odd show.

Steve Morgan in conversation with Kirt Hunte about what contributes to good team-working. We frequently make a claim to be a team but function more as a group of individuals. What influence does the team manager or team leader have on the identity and function of the team? Can a talented group of individuals simply come together as a great team? Does the size of the team have any affect on its ability to function as a team? The creativity and risk-taking required for developing a new initiative is very different from the long term sustainability of an established team or service. Kirt and Steve reflect on football teams and mental health teams through their observations and experiences over many years. Reference is also made to the book entitled 'Organizing Genius' by Warren Bennis and Patricia Biederman describing and analysing seven case studies of great teams.