Together, we debunk common myths about motivation—including the belief that all team members are driven by the same incentives—and explore why a one-size-fits-all approach often falls short. Jeff shares eye-opening examples, such as the pitfalls of public recognition for certain personalities, and highlights the importance of understanding each individual's unique motivators and inspirations. We also discuss tools leaders can use to uncover what truly drives their people and why these motivators might change over time.

Key takeaways:

• Motivators are often short-term and can be misjudged; working to understand the long-term inspirations rooted in personal values and purpose drives deeper engagement and trust.
• Building meaningful one-on-one relationships and regularly revisiting what drives each individual fosters a culture of trust, partnership, and sustained performance.
• Avoiding blanket approaches and assumptions about what drives team members—such as assuming financial incentives or public recognition work for everyone—can prevent costly missteps.
• Leaders should recognize that as their team members’ professional and personal lives evolve, so too will their sources of motivation and inspiration.
• Managing by fear or relying solely on incentives might produce temporary results, but only genuine partnerships and authentic understanding lead to long-term success.
• The way leaders are described at the dinner table by their team members’ families reflects the real impact of leadership—and offers a unique lens for self-reflection and improvement.

Whether you’re a new manager worried about your ability to inspire your team or a seasoned leader looking to deepen engagement, this episode offers essential insights to move from motivation to true inspiration in your leadership journey.

We dive into Ryan Pawless’s practical strategies for identifying and nurturing the hidden potential in individuals, managing large teams across multiple time zones, and designing effective development plans regardless of tenure or ambition. Listen in to hear real examples of career growth, promotional success, and the role of managers in actively supporting employees' ongoing learning—whether moving up the ladder or simply being the best in-role.

Key takeaways:

• People-first leadership means prioritizing investment in team members, understanding what motivates them, and creating environments for success.
• Development is not just about career advancement, but also building new skills, behaviors within current roles.
• Authentic relationships—knowing employees beyond their work—are essential to effective coaching, retention, and performance.
• Intentional, regular development discussions (not just annual reviews) promote continuous growth and support business results.
• Balancing empathy with accountability is crucial: leaders must recognize when supportive conversations turn into unhealthy patterns and address them constructively.
• Leaders actively contribute to building each employee’s brand and influence, helping them embrace risk, learn new skills, and refine behaviors for career longevity and fulfillment.

Whether you manage six or nineteen direct reports, this episode offers actionable advice and reflection points for leaders at every level seeking to inspire, grow, and empower their teams.

Scott explains the concept of “biohacking leadership,” drawing on both his professional research and personal experience with a diabetes diagnosis. He reveals how small, intentional tweaks to daily habits—such as sleep, exercise, and stress management—can have profound effects not only on personal health but also on leadership behaviors and team outcomes.

Key takeaways:

• Leadership is a biological phenomenon: How you feel physically and mentally directly influences your communication, decision making, emotional regulation, and ability to connect with others.
• Small behavioral “biohacks”—such as consistent exercise, quality sleep, and stress management—can significantly improve a leader’s presence and impact.
• The three biodynamic channels—warmth, competence, and gravitas—define the core behaviors that signal leadership and inspire followership.
• Leaders have the power to shape their team’s ecosystem, much like a keystone species shapes its environment, regardless of their place in the hierarchy.
• Self-awareness and reflective experimentation are essential—leaders should assess their strengths, seek feedback, and make incremental changes to their behaviors.
• Genuine human connection, through simple daily check-ins and personal validation, is fundamental to building trust and high-performing teams.
• Even leaders who feel less “naturally warm” can make subtle shifts, like open body language or intentional silence, to dial up connection and influence.
• Every interaction is an opportunity to experiment with leadership behaviors and observe their impact, continually refining your approach for greater engagement.

Listen for evidence-based insights and practical strategies to unlock your biology and amplify your leadership—one intentional behavior at a time.

Pick up Dr. Hutcheson’s book.

Linda and I dive deep into the essential role of critical thinking for healthcare leaders, particularly when navigating unexpected and unwelcome change. She breaks down how organizational culture is shaped by leaders’ decisions, and why tolerating toxic behavior is a long-term threat to team performance and reputation. Linda also shares powerful stories from her consulting work—both in healthcare and other industries—highlighting the importance of making tough calls, even when short-term results tempt leaders to look the other way. We tackle common traps such as over-analysis, reckless decision-making, and the limitations of coaching narcissistic leaders. Linda offers actionable advice for new and emerging leaders on avoiding decision pitfalls and building strong cross-functional relationships, emphasizing the value of balancing instinct and data.

Key takeaways:

• True leadership emerges in times of crisis, requiring rapid, accurate critical thinking rather than just tactical skills.
• Organizational culture is shaped at the top; leaders set the tone by the behaviors they model and what they tolerate within their teams.
• Tolerating toxic or unethical behavior—even from high performers—can erode team trust, morale, and ultimately threaten leaders’ own reputations.
• Effective leaders are able to discern when to make fast decisions and when to pause for deeper analysis, especially under pressure.
• Analysis paralysis can stifle momentum; Linda recommends that, in most arenas, leaders move forward when 80% ready to avoid missing opportunities.
• Coaching and development have their limits: Narcissistic or toxic leaders are unlikely to change, and organizations must address such issues head-on.
• Newly promoted leaders should resist the trap of “that’s how we’ve always done it,” actively seek out diverse perspectives, and build alliances across functions.
• Decision-making in healthcare—and beyond—benefits from balancing data with the instincts and experience of trusted experts, especially under uncertainty.

Whether you’re in healthcare or any field navigating change, Linda’s stories and advice provide a candid roadmap for making better decisions, shaping healthy cultures, and leading with resilience when it matters most.

Pick up Linda’s book.

Calvin shares the inspiration behind The Happy Leader, emphasizing that “relationships matter” and exploring how mentorship, learning from failure, and busting through stereotypes have shaped his leadership philosophy. He discusses the importance of being an authentic leader, recounts lessons learned from his own missteps, and highlights practical ways to build trust and connection with your team. Calvin and I also talk candidly about the realities of leadership, including managing personal setbacks, balancing pressure, and the crucial practice of celebrating wins—big and small.

Key takeaways:

• Leadership starts with the quality of your relationships—getting to know your people, learning their names, and treating each individual uniquely.
• Authenticity is vital; people will see through “phony” leadership. Real influence comes from being yourself and building trust over time.
• Happiness is a choice, especially for leaders, and is often fueled by your intent to be a calming, inspiring presence for your team—even in times of chaos.
• Learning from failure is essential. Mistakes are opportunities for growth when leaders are willing to reflect and adjust.
• Breaking through stereotypes, both external and self-imposed, is critical for personal growth and for creating inclusive, empowered teams.
• Leaders should celebrate even the smallest wins, as recognition and genuine positivity help foster a culture of engagement, trust, and performance.
• Great leaders listen more than they speak and cultivate meaningful conversations—connection is at the heart of leadership.
• Trust is hard to build, easy to lose, and must be nurtured constantly in all relationships, both professionally and personally.

Join us for an inspiring, story-filled conversation that will leave you with practical strategies to cultivate happiness, authenticity, and stronger connections as a leader.

Pick up Calvin’s book: https://www.amazon.com/Happy-Leader-Relatable-stories-influence/dp/B0DWJXPLMP

Author of the book, “Work on Your Game”, Dre dives into his signature “four pillars” framework—discipline, confidence, mental toughness, and personal initiative—explaining how these core elements of mindset underpin professional performance and success in any industry. We explore practical strategies for building mental toughness without risking burnout, the crucial importance of understanding and connecting with individual team members, and the realities of leadership challenges at all levels, from new managers to experienced mid-level leaders.

Dre offers candid stories about his own missteps—especially around hiring and team management—and provides actionable advice for navigating common leadership pitfalls. We also discuss the dynamics of leading diverse teams, including the nuanced differences between male and female leaders, and why the ability to truly listen and communicate effectively is the most valuable skill for leaders in the modern workplace.

Key takeaways:

• Leadership is deeply rooted in mindset, with discipline, confidence, mental toughness, and initiative serving as critical pillars for success.
• Effective leaders invest time upfront to understand their people, recognizing that each team member requires a unique approach to motivation and feedback.
• Communication is more than what you say—it’s about listening, understanding non-verbal cues, and making others feel heard and valued.
• New leaders should seek real-world experience and mentorship, learning not just the “what” but the “why” behind effective leadership practices.
• Navigating middle management requires mastery of upward and downward communication, and a clear understanding of the “game” you’re playing within your organization.
• The best leaders proactively build trust and show genuine care for their teams, which unlocks higher engagement and performance.
• Replacing or motivating unengaged employees often comes down to connecting with them personally and aligning on shared goals, rather than relying solely on authority.
• Communication and people skills will continue to grow in importance as automation and technology accelerate, making human connection a powerful differentiator for leaders.

Tune in for an episode packed with practical wisdom and real-world advice you can bring to your leadership journey today.

Pick up Dre’s book 

Rutherford dives into the core elements of the PID system, emphasizing how leaders can leverage their unique strengths—their “zone of genius”—to add outsized value to their organization. He illustrates, through compelling real-life stories and practical examples, how mastering just one or two key skills can distinguish you in a sea of sameness, and how being intentional and prepared every day leads to consistent high performance. Rob and Rutherford also discuss the often-overlooked importance of valuing everyone in the organizational ecosystem, aggressive listening, and building a reputation for reliability and collaboration—both internally and with customers. 

Key takeaways: 

• Lasting career success isn’t about reinventing the wheel, but intentionally doubling down on what you do best and aligning it with organizational needs. 
• Standing out requires consistent preparation, purposeful action, and meaningful differentiation—mastering your “zone of genius.” 
• Adding value isn’t just external; supporting internal team members and cross-functional partners helps elevate everyone’s performance. 
• Building a reputation for reliability, follow-through, and being “easy to work with” can have a massive impact on how you’re perceived and rewarded. 
• The most effective leaders genuinely listen, aggressively seek feedback, and deliberately value every contributor in the organization—not just their direct reports. 
• When facing difficult managers or environments, focusing on consistent, excellent performance and broadening your internal influence ensures your contributions don’t go unnoticed. 
• Leadership is about long-term, intentional investment in your growth and in those around you—separating those who simply do the job from those who build lasting, meaningful careers. 

Whether you’re an aspiring leader or an experienced manager, this episode offers actionable strategies to elevate your impact and get recognized for the value you bring to any organization. 

Check out Rutherford’s book here.

Key takeaways:

• Every leader has a unique story and something valuable to share; continuous learning is fundamental at every stage of leadership.
• Foundational leadership principles—such as building trust, listening, and reflecting on the basics—never go out of style, regardless of role or experience.
• Early mentors and personal influences, including family and courageous managers willing to take a chance, can have a profound impact on a leader’s career trajectory.
• Learning from mistakes (like accidentally emailing a team ranking to the entire team) can be transformative and lead to greater humility, caution, and personal growth.
• Supporting structures—both at work and at home—are crucial; leaders often rely on unseen partners in their journey.
• Bad leadership can teach as much as good leadership if you’re attentive and reflective.
• Leaders don’t have to have all the answers and should give themselves grace—seeking feedback, relying on others, and staying curious are strengths, not weaknesses.
• Continuous development is vital; initiatives like the Sarto Leadership Academy are designed to create community, provide real-world resources, and help leaders stay “off the rails” in the best way possible.

Whether you’re an emerging leader or a seasoned executive, this episode is filled with honesty, humor, and hard-won wisdom—perfect for listeners seeking practical advice and inspiration to grow their own leadership journey.

nterested in learning more about the Sarto Leadership Academy? Click here to sign up for upcoming communications.

Through engaging stories and practical examples, Larry illustrates the importance of making personal connections with team members, including traveling to meet them face-to-face and intentionally getting to know them beyond their professional roles. He underscores the deliberate and organic process of relationship building, noting its critical role in shaping a positive team culture and enhancing performance. Larry also discusses the power of investing in team capabilities before focusing on driving results, stressing that sustainable success is rooted in trust, meaningful feedback, and discretionary effort.

Key takeaways:

• Building genuine, trust-based relationships is the crucial first step for new and established leaders alike.
• Intentionally investing time—such as visiting team members in person—sends a strong, positive message and lays the groundwork for effective leadership.
• Culture is shaped by how people feel about their work; leaders have significant power to influence and create a supportive environment regardless of broader organizational challenges.
• Enhancing capabilities and providing candid feedback is most impactful when rooted in strong relationships and trust.
• Focusing solely on results without investing in people and culture often leads to high turnover and unsustainable performance.
• Leaders should strive to “lead two levels down,” creating connections that reach deep into teams and leave a lasting legacy.
• Leaders rent—and don’t own—the title; it’s the positive impact and relationships you leave behind that truly matter.

Reach out to Larry to gain actionable strategies for building winning teams and creating lasting impact—one relationship at a time.

LinkedIn: linkedin.com/in/inspire-impact

Email: Larry@inspire-impact.net

We also unpack some practical strategies for successfully finding and approaching a mentor, highlighting the need to identify individuals whose career paths and values align with your own aspirations. Cindy emphasizes the critical role of the mentee in driving the relationship, from setting clear goals to consistently engaging with their mentor. 

In addition, we touch upon the importance of having multiple mentors and how mentorship can foster a mutually beneficial dynamic, where both mentors and mentees grow from the experience. Through personal anecdotes, Cindy illustrates the rewarding nature of mentor-mentee relationships and how they can lead to unforeseen career trajectories and leadership opportunities. 

Key takeaways: 

• Mentorship offers multifaceted benefits including the sharing of expertise, confidence building, and expanded networking opportunities. 
• Mentees must take the initiative in the relationship, from seeking out potential mentors to setting clear agendas and regularly communicating. 
• Constructive feedback from mentors is crucial for professional growth and should be actively sought and applied by mentees.  
• Finding the right mentor involves aligning career goals, values, and work habits, often requiring a thoughtful and strategic approach. 
• Effective mentorship can significantly influence career paths, opening doors to new opportunities and leadership roles. 
• Both formal and informal mentorships are valuable, and multiple mentors can provide diverse perspectives and guidance. 
• Mentorship is a two-way street, benefiting both the mentor and mentee and contributing to a culture of continuous learning and development.  

Listen in as Cindy offers valuable perspectives and actionable advice to help you harness the full potential of mentorship for your career development. 

For more details and to learn about Cindy's workshops or other workshops from the Sarto Leadership Group, please reach out to us: cindyfairless@sartolg.com.

https://sartoleadershipgroup.com/services/

Throughout our discussion, Charis reveals the significance of empathy in leadership, recounting how her understanding and practice of empathy have deepened over time. She also delves into the challenges and strategies of adapting her leadership style to different personalities within her team, utilizing personality assessments like Insights to enhance communication and effectiveness.

Key takeaways:

• Leadership involves cultivating trust and respect, and clearly setting expectations for both team members and oneself.
• Empathy is vital in understanding team members’ diverse perspectives and motivating them effectively.
• Leaders should continuously stretch and adapt their style to fit the needs and strengths of their team members.
• Regular reflection and feedback are crucial for personal growth and team development.
• Effective communication and genuine connections within the team are key to a cohesive and motivated unit.
• Networking and building strategic support systems are essential for personal and professional growth.
• Sharing personal stories and vulnerabilities can accelerate trust-building and foster a supportive team environment.

Join us as Charis provides invaluable insights into her leadership journey and shares practical advice for both new and experienced managers.

This was a conversation full of insights for those navigating the complexities of building a rewarding career in today's dynamic corporate landscape. We tackle the often overlooked value of lateral moves, the critical importance of self-awareness, and the undeniable benefits of embracing flexibility in your career path. Whether you're a seasoned leader or an aspiring professional, this episode offers valuable lessons on personal growth, strategic career planning, and the art of seizing opportunities for development beyond the traditional climb up the corporate ladder. 

Key Takeaways: 

• Embrace Lateral Moves: Encourage employees to consider lateral moves as opportunities for growth and learning, not as setbacks. 
• Self-Awareness is Crucial: Promote self-assessment among team members to identify skills gaps and career aspirations. 
• Value of Diverse Experiences: Highlight the importance of gaining a broad range of experiences to enhance versatility and adaptability in the workforce. 
• Long-Term Perspective: Foster a culture that values long-term career planning and development over immediate upward mobility. 
• Importance of Flexibility: Encourage flexibility in career paths to allow for unexpected opportunities and personal growth. 
• Training and Development: Recognize the critical role of training and development roles in building foundational leadership skills. 
• Personal Life Considerations: Acknowledge and support the integration of personal life considerations into career planning and decisions. 
• Mentorship and Recognition: Actively seek and nurture potential in employees, recognizing talents and competencies that individuals may not see in themselves. 
• Promote Skill Acquisition: Support initiatives for employees to acquire new skills that align with industry trends and organizational needs. 
• Encourage Documentation of Achievements: Advocate for the use of tools like brag books or briefing documents to highlight accomplishments and skills relevant to career goals. 

Key takeaways: 

• Effective leadership involves transparency, vulnerability, and a growth mindset, particularly during transitions from peer to manager roles. 
• Navigating difficult conversations with openness and respect can lead to significant personal growth and stronger team relationships. 
• Thorough preparation and the use of open-ended questions are essential for understanding different perspectives and facilitating effective dialogues. 
• Practicing the "stop, start, continue" exercise and welcoming team feedback promotes continuous improvement and mutual trust. 
• Maintaining separate channels for professional and personal communications can enhance focus and reduce distractions within a team. 
• Sharing personal experiences in conversations can help break down defensiveness and encourage positive changes. 
• Intent, timing, and awareness are crucial when engaging in critical conversations, ensuring that discussions are productive and empathetic.  

Melanie emphasizes the value of caring individuals and personal experiences in leadership, reiterating the importance of an open door policy for feedback and personal growth. Her methods and principles have not only led to her success but have also contributed to fostering high-performing, resilient teams. 

Jovan recounts pivotal moments from his career, such as advocating for a valuable team member against initial directives and the integrative approach of incorporating cultural sensitivities into leadership. He also emphasizes the importance of learning from mistakes and adapting leadership styles to suit various cultural contexts.

Rob and Jovan further discuss the value of international experience in accelerating personal and professional growth, and how these opportunities shape more adaptable and knowledgeable leaders.

Key takeaways:

1. Honesty and transparency are paramount in leadership, fostering trust and genuine communication.
2. Adapting to cultural differences is crucial for effective global leadership.
3. Mentorship and the ability to make and learn from mistakes are invaluable components of career growth.
4. Engaging team members and involving them in decision-making processes enhances trust and productivity.
5. International experience not only broadens personal perspectives but also enhances professional capabilities and adaptability.
6. Understanding and addressing the needs of your team members leads to better engagement and improved organizational outcomes.
7. For those considering international assignments, the support of family is vital, as their adaptation plays a critical role in overall success.

Tune in for an insightful jam session on navigating the complexities of international leadership and cultivating a growth-centric mindset in challenging environments.

Contact info:

jovan@strat2tact.com

https://strat2tact.com/

Rob shares personal anecdotes to illustrate his leadership journey, including mistakes made and lessons learned, underscoring the importance of understanding and adapting to individual team member's needs and strengths. Rob also discusses strategies for effective change management, the significance of leading by example, and the power of positive influence over authoritative power in motivating teams.

Key takeaways:

• Leadership is fundamentally about building trust and fostering honest, transparent relationships.
• Emotional intelligence is a critical skill for leaders, enabling them to connect with and understand their team members' motivations and needs.
• Effective leaders lead by example, demonstrating the behaviors and attitudes they wish to see in their team.
• Adapting leadership style to individual team member needs and strengths is crucial for maximizing team performance and development.
• Engaging in regular, constructive feedback and open communication helps prevent surprises and facilitates continuous growth and improvement.
• Change management should be approached proactively, involving team members early in the process to mitigate resistance and foster buy-in.
• Recognizing when to exercise authority and when to leverage influence is key to effective leadership and team motivation.

We also delve into the challenges and opportunities presented by Generation Z. Dr. DeFinis discusses the digital native status of Gen Z and suggests addressing gaps in their entry into the workforce. The conversation concludes with advice for leaders, urging Gen Xers to lean in, practice kindness, and cultivate talent across generations. Throughout the episode the key takeaways are highlighted, emphasizing the importance of adaptability, autonomy, and bridging generational gaps for effective leadership in the ever-evolving corporate landscape.

Key Takeaways

Gen X

·     the forgotten generation, holds a unique position bridging baby boomers and millennials in leadership.

·     can play a crucial role in facilitating the transition of leadership from boomers to the emerging generations, bringing a balanced approach to work dynamics.

·     autonomy and adaptability are defining traits of Gen X, shaped by their experience as the latchkey generation.

·     can play a crucial role in facilitating the transition of leadership from boomers to the emerging generations, bringing a balanced approach to work dynamics.

·     the importance of work-life balance is highlighted, with Gen X understanding and emphasizing personal responsibility in achieving this balance.

·     Gen X bridges the gap between baby boomers and millennials, offering valuable adaptability and autonomy in leadership.

·     Gen X leadership style emphasizes hiring and retaining talented individuals while allowing them the autonomy to excel.

·     Gen X's potential Achilles heel lies in skepticism and reluctance to engage actively, hindering representation in leadership roles.

Millennials

·     loyalty may manifest differently, with conscious decision-making based on environmental and social impact; leaders should recognize and appreciate these differences.

·     may benefit from space and opportunities for independent decision-making, counteracting the effects of helicopter parenting.

Generation Z

·     They are the digital natives, and leaders need to address gaps in their entry into the workforce.

Contact:

Book: https://www.amazon.com/Gen-eXceptional-Unique-Generation-Transform-Leadership/dp/B0CNJDDCZ9/ref=sr_1_fkmr1_1?crid=1Q0YTOXDDX1ME&keywords=Dr.+robert+definis&qid=1705968653&sprefix=dr.+robert+definis%2Caps%2C111&sr=8-1-fkmr1

In this episode, I have a dynamic conversation with Dr. Robert DeFinis, exploring various aspects of leadership, generational dynamics, and the unique qualities of Generation X (Gen X) leaders. Dr. DeFinis, who has worked with children, athletes, coaches, leaders, and organizations for over 20 years has a diversified background with extensive experience in education, leadership, law enforcement, and behavioral analysis. We get into his book, Gen Exceptional, How the Unique Traits of Generation X Can Transform Leadership. The discussion begins with Dr. DeFinis sharing insights into Gen X leadership; highlighting the adaptability of Gen Xers to change and addressing stereotypes about Millennials.

We also delve into the challenges and opportunities presented by Generation Z. Dr. DeFinis discusses the digital native status of Gen Z and suggests addressing gaps in their entry into the workforce. The conversation concludes with advice for leaders, urging Gen Xers to lean in, practice kindness, and cultivate talent across generations. Throughout the episode the key takeaways are highlighted, emphasizing the importance of adaptability, autonomy, and bridging generational gaps for effective leadership in the ever-evolving corporate landscape.

Key Takeaways

Gen X

·     the forgotten generation, holds a unique position bridging baby boomers and millennials in leadership.

·     can play a crucial role in facilitating the transition of leadership from boomers to the emerging generations, bringing a balanced approach to work dynamics.

·     autonomy and adaptability are defining traits of Gen X, shaped by their experience as the latchkey generation.

·     can play a crucial role in facilitating the transition of leadership from boomers to the emerging generations, bringing a balanced approach to work dynamics.

·     the importance of work-life balance is highlighted, with Gen X understanding and emphasizing personal responsibility in achieving this balance.

·     Gen X bridges the gap between baby boomers and millennials, offering valuable adaptability and autonomy in leadership.

·     Gen X leadership style emphasizes hiring and retaining talented individuals while allowing them the autonomy to excel.

·     Gen X's potential Achilles heel lies in skepticism and reluctance to engage actively, hindering representation in leadership roles.

Millennials

·     loyalty may manifest differently, with conscious decision-making based on environmental and social impact; leaders should recognize and appreciate these differences.

·     may benefit from space and opportunities for independent decision-making, counteracting the effects of helicopter parenting.

Generation Z

·     They are the digital natives, and leaders need to address gaps in their entry into the workforce.

Contact:

Book: https://www.amazon.com/Gen-eXceptional-Unique-Generation-Transform-Leadership/dp/B0CNJDDCZ9/ref=sr_1_fkmr1_1?crid=1Q0YTOXDDX1ME&keywords=Dr.+robert+definis&qid=1705968653&sprefix=dr.+robert+definis%2Caps%2C111&sr=8-1-fkmr1

https://www.linkedin.com/in/robertdefinis?lipi=urn%3Ali%3Apage%3Ad_flagship3_profile_view_base_contact_details%3BufHdOHnvTHO5DqqqDQG0rg%3D%3D

Key Takeaways:

A Universal Communication Formula: "The Point" provides a practical and universal formula for clear communication that can be applied across various contexts within an organization.

Four Rules for Effective Communication:

1.   Have a Point: Clearly define the purpose and focus of your communication.

2.   Get to the Point: Quickly convey the relevance of your message to the audience.

3.   Get the Point Across: Ensure shared meaning and memory by engaging the audience.

4.   Get on the Same Page: Aim for alignment, agreement, and shared action.

Eight Communication Tools for Leaders:

1.   Simple Statements

2.   Snippets

3.   Specifics

4.   Stories

5.   Stakes (Emphasizing the risk and benefit)

6.   Symbolic Language (Using symbols, illustrations, analogies)

7.   Side by Sides (Comparisons)

8.   Summaries (Condensing information into brief points)

Leadership Communication: Leaders should focus on providing a clear and tangible focus, emphasizing the purpose and mission, and being specific about expectations to avoid ambiguity.

Repetition for Clarity: Leaders should repeat their vision and mission at least five times more than they initially think necessary to ensure understanding and retention among team members.

Communication Design: Woodruff introduces the concept of communication design, emphasizing the importance of structuring information effectively through stratification, starting with the most critical points.

Competing with Noise: Acknowledge the constant competition for attention, especially in a world where people spend significant time in front of screens. Communication needs to be compelling to cut through the noise.

Application Across Teams: Encourage teams to standardize around good communication practices, starting with clear communication during development days or team retreats.

Impact on Project Management: Highlight the impact of clear communication on project management, emphasizing its role in preventing costly misunderstandings between stakeholders and vendors.

Clarity as a Leadership Virtue: Woodruff emphasizes that clarity is a virtue, and lack of clarity can be considered unkindness. Leaders should prioritize making their communication clear to avoid misunderstandings and wasted time.

Contact:

Book: https://www.stevewoodruff.com/books

LinkedIn: linkedin.com/in/swoodruff

https://www.stevewoodruff.com/

The interview touches on topics such as avoiding burnout, effective communication, and the power of curiosity in leadership. Jonathan highlights the role of coaching in changing his perspective and improving team dynamics, advocating for a more intentional and empathetic leadership style.

Key Takeaways

People-Centric Approach:

• Lead with a people-centric approach to bring about positive transformation in team dynamics and overall success
• Understand that employees genuinely care and empowering them with information leads to success

Coaching for Leadership Growth:

• Embrace coaching as a tool for personal and professional development
• Ask thought-provoking questions that lead to insights and encourage a culture of continuous learning

Setting Boundaries and Expectations:

• Establish clear boundaries for focused communication and avoid distractions that disrupt workflow
• Communicate expectations openly, allowing team members to contribute autonomously and take responsibility

Avoiding Burnout:

• Recognize that avoiding burnout requires personalized approaches, considering individual uniqueness
• Prioritize boundaries and expectations, fostering a healthy work-life balance

Leadership Evolution:

• Acknowledge the transformative power of intentional leadership, emphasizing personal growth and being the best version of oneself
• Approach leadership with curiosity, consistently seeking to understand and improve interpersonal dynamics

Contact:

Book: Kick Your Ego Aside and Put People First  

Podcast: People First Then Construction

LinkedIn: linkedin.com/in/jonathan-cinelli-pmp-acc-103b841ba

We dive into the distinct characteristics of each generation, emphasizing the impact of technology on Gen Z's learning style and preferences. The conversation highlights the importance of adapting coaching approaches to align with the preferences of these generations, emphasizing open-ended questions, quick and efficient communication, and the incorporation of technology in learning and development. The discussion also touches on the evolving concept of work-life balance and the need for leaders to understand and accommodate the expectations of the younger workforce.

Key Takeaways:

• Adapt Coaching Styles: Tailor coaching approaches to suit the preferences of Millennials and Gen Z, incorporating open-ended questions and interactive methods rather than a directive style.
• Embrace Technology: Leverage technology in coaching and learning programs, recognizing the preference of younger generations for quick, bite-sized information and interactive platforms.
• Prioritize Work-Life Integration: Recognize the shift from traditional work hours to a more flexible and 24-hour approach, understanding the importance of work-life integration for the younger workforce.
• Encourage Continuous Learning: Foster a culture of continuous learning and development, acknowledging the rapid pace of change and the desire of Millennials and Gen Z to acquire new skills and knowledge.
• Build Emotional Intelligence: Emphasize emotional intelligence in leadership, as younger generations exhibit heightened self-awareness and a desire for meaningful, well-rounded success.
• Acknowledge Diversity and Inclusion: Address the importance of diversity, equity, and inclusion in the workplace, recognizing that these aspects hold significant value for Millennials and Gen Z.
• Provide Immediate Feedback: Align with the preference for quick feedback, incorporating timely and constructive feedback into coaching sessions to keep younger employees engaged and motivated.
• Encourage Patience and Perseverance: Recognize the importance of instilling patience and perseverance in Millennials and Gen Z. These generations, accustomed to quick information and feedback, may benefit from understanding the value of experience and learning through challenges over time. Encourage them to embrace the journey, make mistakes, and grow from experiences, emphasizing that success often involves patience and the ability to navigate setbacks.

Contact:

www.cataniacommunications.com

kim@cataniacommunicaitons.com

https://www.linkedin.com/in/kim-m-catania-1312196?lipi=urn%3Ali%3Apage%3Ad_flagship3_profile_view_base_contact_details%3B75JTOYyAQiOxG3OwhUShUA%3D%3D

The book introduces leadership concepts in an easy-to-understand A to Z format, with colorful illustrations and relatable characters. Yvonne highlights the significance of teaching children about bravery, courage, and empathy. She also shares how these concepts can benefit adults by reinforcing positive behaviors and encouraging emotional intelligence.

Link to book: A to Z of being the best leader you can be, leading through the alphabet

Key Takeaways:

• Teaching leadership concepts to children from a young age can shape them into better leaders in the future.
• Embrace the concept of bravery and have the courage to stand up and make the right choices in both personal and professional life.
• Leadership is about influence, and teaching children how their behavior and decisions can influence others is crucial.
• Use Yvonne's book as a tool to encourage children and adults to develop emotional intelligence and social skills.
• Encourage risk-taking and learning from failure, as it's essential for personal and professional growth.
• Model positive leadership behaviors for children to learn from, as actions speak louder than words.
• Recognize that leadership skills, such as bravery and vulnerability, apply to both parenting and corporate leadership.
• Never stop learning and improving as a leader, as even experienced leaders can benefit from revisiting essential concepts.
• Explore the book "Leadership and Self-Deception" by the Arbinger Group as a valuable resource for personal and professional growth.
• Encourage team members to take risks, be courageous, and leverage each other's strengths to collectively succeed.

KEY TAKEAWAYS:

• Tim's leadership journey started with a transition from a successful commercial sales leader career to commercial leadership development
• He created a personal leadership model based on qualities (work ethic, humility, attitude, team first) and behaviors (caring, clear expectations, higher purpose, lead by example, connecting)
• Tim emphasizes the importance of connecting with individuals to understand their intrinsic motivators, a skill he has honed in leadership.
• He sees running for public office as a growth opportunity and a way to apply his leadership skills to benefit his community
• Tim's leadership model serves as the foundation for his campaign platform, focusing on connecting with constituents and addressing local issues with a leadership-oriented approach

That's where training and coaching come into play. Joining me today are two exceptional guests who bring a wealth of knowledge and experience in the field of learning and development and sales leadership. Mark Jarvis and Brian Reardon both hold Director of Commercial Training and Development roles in their respective organizations, and have guided numerous individuals towards reaching their professional goals while fostering a culture of continuous growth and improvement, accountability, and trust. 

Together, they shed light on the value of training employees and the art of distinguishing when coaching or training is the ideal solution.

KEY TAKEAWAYS

• As a leader, it’s your job to coach, teach, guide, and pull through what the training team has developed
• The training team is not responsible for the execution, i.e., what happens in front of customers. That’s the responsibility of the front-line leader – it’s a coaching issue 
• Through coaching, the identification of behaviors, gaps in skills or capabilities are surfaced. Then the training team can be called in for help with skills and capabilities training to enact change in behaviors
• Alignment between and across relevant stakeholders is paramount and be sure to identify and align on behaviors that are needing change
• Training solutions should not be “one and done”. They should be a journey that takes place over time with pre, event, and post-event activities for learning sustainment
• If you want better training solutions, involve the leaders early on and include a coaching element. Front-line leader pull through is the key to any successful training journey

If you haven't listened to the previous episode, episode 84, I would encourage you to listen to that one first as this episode dovetails on that conversation where I sit with participants, a.k.a., emerging leaders who went through the program and shared their leadership development journey. Below are key takeaways from the coach’s perspective.

KEY TAKEAWAYS

• There’s a misconception that leadership is about having direct reports; it’s really about your ability to influence and coach
• Leadership skills are developed and cultivated. No one is born a natural leader
• Coaches and mentors are also on a continuous learning journey
• There’s tremendous value in have a cross-section of employees in a leadership development program. The varied perspectives from people in different roles is priceless
• If you’re going to build a leadership development program, make it an imperative to have seasoned leaders be part of the program to help shape and mold the next set of future leaders

At the core of the program is the use of internal managers to serve as coaches and mentors. These are seasoned leaders, hand selected by the organization to help coach their assigned participant throughout the entire duration of the program.

As a two-part recording, joining me today are Scott Dumler, Josh Key, Brian Fagan, and Elizabeth Martin, who went through my program as participants and are now leading people. You'll get to hear leadership development from a learner's perspective, and what a participant is going through during their leadership development journey, their ‘aha’ moments, etc.

In the next episode, you'll hear from the coaches who helped shepherd the participants to gain their perspective on mentoring these emerging leaders during the program.

KEY TAKEAWAYS

• Adapt to different styles when communicating. The same conversation with two different people has a dramatic impact if you’re not meeting their style and what they’re looking to get from the conversation
• Utilize your peer set and other leaders to gather insight and advice. No one person as all the answers
• It’s ok to say, “I don’t know”. You can always figure out how to get the best answers for your people
• Consider developing people by giving them exposure to other teams, functions; people who are not in the same role. This makes the practice of leadership the common denominator
• Self-awareness is key

KEY TAKEAWAYS

• Culture is your values and behaviors. It drives the vision and mission of the organization
• To diagnose cultural issues, first ensure that everyone is on the same page with your definition of culture
• Transparency and trust is critically important in building teams, building a culture, and driving performance
• When working through tasks of turning around culture, decentralize the command. This means give your team the autonomy to make decisions on their own; to lead
• Keep things simple. The more complexity you add to your strategy and leadership style the higher the likelihood things don't get done
• Don't be afraid to own your mistakes. You don't become a strong leader without challenges, obstacles, and failures
• Act as one team! 

KEY TAKEAWAYS

• To have leadership, you need to have followership. And that doesn't mean that people report to you in an organization. It means that they'll follow you from organization to organization
• Whether there's a reporting structure, dotted line, straight line, up, down, left, right, leadership is about taking the time to listen to your colleagues, making certain that they're okay, being empathetic, understanding their challenges, etc. 
• Our job as leaders is to clear hurdles and have everyone operating at their very best
• Have strong work ethic, treat people fair, remain humble, and focus on what's most important 
• Vision and culture can never be just words on a page. It can never be the aspect where you forget about it, or you just say it at your quarterly business reviews. You need to hire against it. You need to onboard against it. You need to do merit evaluations against it. Because if that piece becomes compromised, then everything will fail

KEY TAKEAWAYS

• Seek to understand, ask questions, and don’t make assumptions
• You can't make assumptions about teams just sitting in your office. You must get out there and connect with people
• Using questions during heated conversations can help deescalate situations
• It's OK to allow teams to fail especially when the decisions aren't business critical.  It can be a great learning experience for all
• When leading large projects, it's critical to have advocates and buy-in at all levels to not only support your mission, but to help with pull-through at the ground level

KEY TAKEAWAYS

• Manage process. Lead people
• Help your teams by putting them in the best position to create success for themselves while achieving company goals
• Your team, individually, wants to know you care about them
• The words you use with your team, and about your team, really do matter so choose wisely
• We’re pouring (ourselves) into individuals because we want to understand who they are as people
• We’re pulling the ‘greater’ out of people especially when they may not be hitting the mark
• We’re pushing because we see the potential in them to go on and become successful

LEADERSHIP RESOURCES

• Book: Clarify, Construct, and Control Your Career: Practical Principles To Help You Develop And Advance Your Career
• https://www.linkedin.com/in/edgar-butler
• http://edgarbutlerjr.com/

KEY TAKEAWAYS 

• “Going across the room” – as a mentor, you shouldn’t wait for people to come to you seeking mentorship. Proactively meet others and you’ll see who could use mentoring or should be mentored based on potential 
• Be intentional with your leadership and mentoring role. Same goes for being a mentee 
• Having an ‘open door policy’ is not enough. The door can stay open, but what good is it if no one walks in? 
• As a mentee, do not assume that leaders are too busy to mentor. If you’re in a mentorship, leadership has accepted the role of mentoring and they are ready to support you 
• Mentorship is a two-way street. As a mentor, you may feel you are the only one ‘giving’ in the relationship, but remember, you are also learning from your mentee 

LEADERSHIP RESOURCES 

• https://www.linkedin.com/in/calvinlawrence-edd 
• calvinlawrencespeaks.net  

KEY TAKEAWAYS 

• Authentic leadership is both authenticity in the human being who is influencing another person in the direction of a shared mission and authenticity in who they are and how they engage 
• Leadership does not work the way an org chart looks. It is relationship driven, mission focused, and can work in any direction within a hierarchy 
• If you want to gain commitment, influence others, and change ways of thinking, your people must know you care for them. We call that leading with love 

LEADERSHIP RESOURCES 

• On Mission: Your Journey to Authentic Leadership

KEY TAKEAWAYS 

• Very rarely does someone leave a job strictly based on money. Ask good questions to understand motivations
• Keep in mind, while this is about them, it may also be about you, so take time to reflect when appropriate
• Consider how this event will impact the rest of your team
• Approximately 50% of employees who accept a counteroffer leave their job within 12 months

LEADERSHIP RESOURCES 

• https://hbr.org/2016/09/why-people-quit-their-jobs

KEY TAKEAWAYS

• Three things can fly in the face of humility – our apprehension to be imperfect, to be incomplete, and that we are permanent
• There is a sweet spot where we can be seen as not overconfident as leaders, but we’re not underconfident either
• Humility is that characteristic that brings us to the middle. It’s our counterbalancing trait
• Things that help us develop humility is our experiences and our ability to reflect, make changes, and grow
• Humility helps you realize the importance of others

LEADERSHIP RESOURCES

• Book - The H Factor: The intersection between humility and great leadership”, Matthew Sowcik, Ph.D. https://www.amazon.com/H-Factor-intersection-between-humility-leadership-ebook/dp/B0B5FSSVCY/ref=sr_1_1?crid=2QBN401U36BGZ&keywords=the+H+factor&qid=1657370968&sprefix=the+h+factor%2Caps%2C82&sr=8-1 
• https://www.linkedin.com/in/matthew-sowcik-192b236/ 

Chief Kelly and I talk about his leadership journey, his approach, and what leadership looks like within the police organization. I think you might be surprised to hear some of the similar approaches and challenges that we come up against in the private sector. His leadership journey also includes how he survived a shooting incident last year. 

KEY TAKEAWAYS 

• Center all discussions, both positive and negative, around your organizations’ core values, as they will be your guiding light 
• The job of a leader is to make people better. If your employee is operating at 65%, get them to 75%. Don’t push unrealistic expectations 
• Care for your team as individuals, not just as co-workers 
• Understand that the difference between supervision and leadership takes time and experience to develop  

LEADERSHIP RESOURCES  

• linkedin.com/in/joseph-kelly-iii-39677249 

Dr. Ciela currently runs humcollective, a boutique strategy and innovation firm that helps companies, executives, and teams make sense of the forces, shaping the future and helps them prepare strategically. Her book, Reclaiming Sensitivity, will be out in 2023.  

KEY TAKEAWAYS 

• Leadership is an act, and not a personality. It’s the act of wayfinding  
• Sensitive Leadership – the ability to sense and respond to emergent terrain in a more humane way; one that isn’t always driven by data  
• Sensitive leaders are those who lead from behind, step forward when required, but are not the center of attention 
• Become great at asking effective questions. If you’re not questioning then you’re just stating, and then you only know what you know 
• Become a sense giver – share something that the rest of your team isn’t always privy to and help them make sense of the information with the right context. This helps others also become sense givers 

LEADERSHIP RESOURCES 

• https://www.linkedin.com/in/cielahartanov/ 
• humcollective.co  

Dr. Julia brings tremendous expertise and decades of applied experience serving leaders at the highest levels of power, including The White House, top leadership at global companies, and Special Forces. 

Having worked with leaders who’ve endured some of the highest-stakes, highest-stress situations on the planet, Dr. Julia will show you what it takes to unlock new dimensions of your emotional power as you face defining challenges in your own life.

KEY TAKEAWAYS

• We know, scientifically, that the brain wants to avoid the very thing that will set you free. To overcome our experience of emotional pain, our anxiety, or fear of stress, etc., we must do the counter intuitive
• Emotional Intelligence first starts with understanding yourself and how you might react or behave in times of uncertainty
• If you want to be a strong, emotionally intelligent leader, figure out how to work with your triggers until you aren’t triggered anymore
• In times of leadership uncertainty, contextual cues have gone away, so all eyes are always now on the leader
• The days that make you grow are the same days that put you in your ‘pain’

LEADERSHIP RESOURCES

• https://www.linkedin.com/in/juliadigangi/
• www.neurohealthpartners.com

Key Takeaways 

• Today, there’s even greater value in bringing everyone together 
• Set Goals and Objectives, for example, 1) build team bonds, 2) learn from each other, and 3) have fun 
• Get feedback on your agenda from your team, including your boss 
• Include just the right amount of content for the length of your meeting. Trying to cram too much into your meeting will make you run over on time, potentially wear people out, and have an opposite effect on what you’re trying to accomplish 
• Guests – consider having them, but keep in mind, will the guest fit into the overall meeting objectives, or will this idea be disruptive 
• Team building activities – you want to have them, but you also need to know when to push back on ideas that your experience says ‘maybe we shouldn’t do this’ 

 LEADERSHIP RESOURCES 

 HBR article: Off-sites that work. https://hbr.org/2006/06/off-sites-that-work 

General Whelden is also a motivational speaker on leadership and performance excellence, and an award-winning, best-selling author of Leadership: The Art of Inspiring People to Be Their Best. General Whelden is also President at Velontra, a company focused on transporting satellites into Low Earth Orbit.

LEADERSHIP RESOURCES 

• Leadership: The Art of Inspiring People to Be Their Best, by Craig B. Whelden
• https://www.craigwhelden.com/
• Andy Milburn, Chief Executive Officer at The Mozart Group, https://www.linkedin.com/in/andrewmilburn2020/
• Debtbook Diplomacy - https://www.belfercenter.org/publication/debtbook-diplomacy

KEY TAKEAWAYS  

• Lead by example and sending the right message to your people (2:14) 
• We all think about work-life balance differently so do what works for you (3:51)
• Two questions you can ask yourself as a leader; what do I control, and can I mitigate burnout with what I can control? (5:31)
• Get to know your people, both personally and professionally (6:06)
• Pick up on the flags that say your people take on too much (10:33)
• Take a beat; re-evaluate your priorities and implement changes (11:05)  

LEADERSHIP RESOURCES 

• Episode 27: Do Less and Think More, with Tracey DeSilva

KEY TAKEAWAYS  

• Great leaders are great teachers (5:02) 
• Stay out of the weeds and feed the P’s; positive people (11:46) 
• Success is a choice (13:55)
• The importance of positive communication (16:14) 

LEADERSHIP RESOURCES 

• LinkedIn: https://www.linkedin.com/in/bradtdalton/
• Book: DNA of a winner, eight steps to building the soul print of a winner

Key Takeaways:

• Know and respect your people (3:29)
• Trust and Accountability (5:17)
• Competence and Commitment (6:33)
• Optimism and Positivity (8:46)
• Don’t treat everyone the same (11:22)
• Why every leader needs a Coach Beard (12:09)
• Motivation (13:38)
• Creating Psychological Safety (15:44)
• Active Listening (20:14)
• Authenticity (20:43)
• Favorite Ted Lasso quotes (26:52)

KEY TAKEAWAYS

• Challenges Human Resource departments have with DEI (1:53)
• Why DEI has to a business imperative (3:20)
• Much of DEI is already being done by you, the manager, and it starts with the basics of leadership (11:46)
• Widening your talent pool (19:30)

LEADERSHIP RESOURCES

• https://martinekalaw.com/
• Free DEI Masterclass for Human Resource professionals: https://martinekalaw.com/masterclass/
• Book: The ABC’s of Diversity: A Manager’s Guide to Diversity, Equity, and Inclusion in the New Workplace

In this episode I sit with Andrej Baranek, a Vice President of Strategic manufacturing and tenured leader of global teams. We discuss Andrej’s leadership journey as he shares several useful tips and advice for creating high-performing teams, including an initiative he launched during the pandemic called “Sparkles of Curiosity”. 

KEY TAKEAWAYS  

• Building a Bond – how a simple carpool became the catalyst for building strong bonds (5:40) 
• 'Sparkles of Curiosity' – a non-work-related initiative that brought colleagues together through learning about one another (15:31) 
• HBR Article - Ferguson's formula (17:41)
• HBR Article - How will you measure your life? (19:44) 

LEADERSHIP RESOURCES  

HBR Articles:  

• https://hbr.org/2013/10/fergusons-formula 
• https://hbr.org/2010/07/how-will-you-measure-your-life 

Key Takeaways  

• Learning from setbacks (9:58) 
• Taking inventory – how are you investing your time and reflecting on the impact your having (11:34) 
• Telling a top performer, they’re not great all the time (13:11) 
• The importance of creating a shared vision and expectations (18:03) 
• ‘Chase the Why’ program (21:46) 

Steve Woodruff is a well-respected speaker and workshop facilitator, known as the 'king of clarity' throughout the business world. Steve has over 25 years of consulting experience in the life sciences training industry. He is also the author of the Amazon best-selling book "Clarity Wins. Get Heard. Get Referred".

Steve joins me to discuss the challenges of good communication, how to network through ‘story-asking’, and the importance of personal branding.

Key Takeaways 

- How to communicate with clarity (00:00)

- The inspiration behind Steve's best selling book (01:37)

- The importance of personal branding (04:07)

- Essential networking techniques (17:45)

- The biggest challenge for communicators (23:37)

- How to secure your listener's attention (30:23)

Leadership Resources

Email: AskSteve@impactiviti.com

www.impactiviti.com

LinkedIn: https://www.linkedin.com/in/swoodruff/

Clarity workshops: https://impactiviti.com/get-training/

Newsletter: https://www.linkedin.com/in/swoodruff/detail/recent-activity/posts/ (click on one to see the Subscribe button)

Facebook (professional): KingOfClarity

Book: https://www.amazon.com/Clarity-Wins-Get-Heard-Referred-ebook/dp/B07KLR233R/ref=sr_1_3?keywords=clarity+wins&qid=1640870464&sr=8-3

We also discuss the challenges leaders will be facing in 2022 and the tools and skills required to tackle them.

Key Takeaways 

- Leadership lessons from 2021 (00:00)

- How to know if you’re a good leader (03:40)

- Leadership lessons from my time as a firefighter (04:07)

- Top tips from the Coach’s Jam Session panel (08:09)

- The challenges leaders will face in 2022 (13:35)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

In our latest Coach’s Jam Session, we discussed the best techniques and approaches to keep your vision alive throughout the year. Tune in to learn our tips on creating an impactful and purposeful message for your vision.

We’ll also discuss the importance of understanding different learning styles and leveraging technology to reinforce your message.

You’ll learn why a strong vision statement is the foundation that ultimately gets teams through difficult times.

Key Takeaways 

- How to keep your vision alive (00:00)

- Creating an impactful message (01:56)

- The anchor metaphor (02:36)

- How to get your team on board with your vision (08:45)

- Why repetition and reinforcement is crucial (17:44)

- Leveraging technology to keep your vision alive (19:32)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

In our 'Ask Rob' series, people reach out to me through my website asking for leadership advice. To help me tackle this particular question, I sat down with James Christie, my podcast producer. Tune in to learn our tips on how to manage teams in both scenarios successfully.

We discuss why the fundamentals of leadership apply in both field and home office management. You'll also learn the tactical differences you'll need to consider when managing in both environments. 

Do you have a question or challenging scenario you'd like to run by me? 

Go to https://sartoleadershipgroup.com/leadership-jam-session-podcast/. Click on 'Ask Rob' and send your request. I'll respond with some guidance on your scenario!

Key Takeaways 

- Managing field-based vs. home office teams (00:00)

- The tactical differences you need to apply (03:31)

- How to avoid perceptions of favoritism (07:46)

- The challenges of managing in a hybrid environment (10:07)

- Keeping track of field-based teams (17:23)

- Why the fundamentals of leadership remain constant (19:23)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

During our latest Coach’s Jam Session, we examined the challenges and benefits of working in a hybrid workplace. Tune in to learn how to keep your people motivated in times of uncertainty.

We discuss the importance of developing a supportive leadership style and understanding your employee’s needs. 

You’ll also learn how to provide your people with a sense of belonging and foster professional growth.

Key Takeaways 

- How to keep employees engaged in a hybrid workplace (00:00)

- What teams look for in leader during uncertain times (01:56)

- The most essential leadership skill to develop in this situation (05:39)

- Understanding your employee’s needs (06:30)

- How to promote team bonding in a hybrid workplace (12:28)

- Why uncertain times provide an excellent opportunity for development (14:52)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Carson Tate is the Founder and Managing Partner of Working Simply. We discuss her Productivity Style Assessment, designed to help you learn your cognitive style and become more efficient at work. We'll also talk about her view on my scores after taking the assessment!

Carson and her consulting firm work with business leaders and employees to enhance workplace productivity and engagement. 

She's also a best-selling author, and her newest book is called Own It. Love It. Make It Work.: How to Make Any Job Your Dream Job.

Tune in to learn the best strategies for your own productivity style, plus Carson's tips on how to leverage your team's diverse styles.

Key Takeaways 

- The productivity style assessment (00:00)

- Carson's background and journey (02:04)

- The goal of the productivity style assessment (05:05)

- The four cognitive styles: How the assessment works (06:31)

- Diving into my scores and what they mean (10:06)

- Why this assessment is different from other models (16:43)

- How to take the assessment (23:20)

Leadership Resources

Take the Productivity Style Assessment here: https://www.workingsimply.com/productivity-training/

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

I've always been a big fan of the situational leadership model. To me, it's the very backbone of leadership, and in today's 'Ask Rob' segment, I explain precisely why. 

I break down the model's four stages, and I share a few examples of how it works. I also explain why new managers should learn about the situational leadership concept.

Tune in to learn how you can develop situational leadership skills to become a better leader.

Do you have a challenging scenario you'd like to run by me? 

Go to https://sartoleadershipgroup.com/leadership-jam-session-podcast/. Click on 'Ask Rob' and send your request. I'll respond with some guidance on your scenario!

Key Takeaways 

- What is the situational leadership model? (00:00)

- Why this model is the backbone of leadership (03:26)

- The four levels of the situational leadership model (06:11)

- The mistake all leaders do (12:17)

- Why this model applies to all leaders (12:23)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Jon Macaskill is a retired Navy SEAL commander who served in the military for almost 24 years. He joins me to discuss four attributes of successful leaders he has witnessed throughout his career. 

Today, Jon uses his experience and personal stories to help organizations overcome some of their day-to-day challenges. He is also the host of the 'Men Talking Mindfulness Podcast,' where he brings mindfulness and meditation practices to high-performing teams. 

Tune in to learn more about the challenges Jon had to overcome, his advice on team building, and how to recognize a confident leader.

Key Takeaways 

- Why Jon decided to join the Navy (02:27)

- Why military leaders do so well in the corporate world (07:53)

- The challenges of managing in organizations (11:02)

- The traits of high-performing leaders and teams (14:08)

- How to recognize a genuinely confident leader (18:19)

- Dealing with toxic team members (24:02)

- A look into Jon's 'Men Talking Mindfulness' podcast (25:51)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

This is a question that regularly comes up in my workshops. And in this new installment of our ‘Ask Rob’ series, that’s precisely what I’m discussing.

I share a few techniques I use to reduce the timeline of building trust with my employees. I also examine some of the reasons the journey of building trust can be elusive.

So, tune in to learn more about the art of building trust with your employees - the fast way!

Do you have a challenging scenario or some advice you want me to weigh in? 

Just go to https://sartoleadershipgroup.com/leadership-jam-session-podcast/. Click on ‘Ask Rob,’ and you’ll be able to send your request. You’ll hear back directly from me! 

Key Takeaways 

- How to gain your employees’ trust quickly (00:00)

- The one question all employees have (03:11)

- How I approach building trust as a manager (05:04)

- What is the most significant challenge managers face? (09:39)

- The key to reducing the timeline of building trust (14:05)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

How do you determine who the person sitting down in front of you truly is?

Moreover, how can you find out whether or not they have or lack self-awareness?

Today's episode will consist of a discussion during one of my workshops called the Coach's Jam Session. We break down the best practices when assessing whether or not somebody has self-awareness in an interview. 

We also discuss why interviewing is all about asking the right questions and picking the right cues. Finally, we'll share some tips on how to create a comfortable environment during interviews.

Key Takeaways 

- How to approach professional interviewers (01:37)

- The importance of creating a comfortable environment (04:06)

- How to leverage your team's input during interviews (12:00)

- The two questions you should always ask (14:51)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Today's guest is Captain Dave Forman, US Navy Submarine Captain and founder of Wolfpack Leadership.

Dave provides his clients with practical training and the application of proven leadership methods from US submarines.

He has over 20 years of experience at all leadership levels, from line manager to chief executive. Dave leverages his success and experience as a nuclear submarine Captain to accelerate his clients' leadership skills.

In this Leadership Jam Session Podcast episode, Dave shares his most significant leadership victories and challenges.

Tune in to learn why the fundamentals of good leadership apply to both the private and military sectors. We'll also discuss how to keep your team engaged, plus Dave's advice for new leaders.

Key Takeaways 

- Episode intro (00:00)

- How Dave joined the Navy (01:02)

- Dave's biggest challenge as a submarine captain (05:04)

- The importance of employee engagement (08:27)

- Military vs. private sector (11:38)

- Dave's most notable leadership victory (13:41)

- Why mentorship is vital (21:21)

- Dave's advice for new leaders (25:58)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Getting everyone on the same page with this type of team alignment can get a little confusing. 

Nevertheless, a matrix environment defined by sincerity, humility, and communication can yield impressive results.

So, what are the most significant challenges and benefits of managing employees in this environment?

In today's Leadership Jam Session Podcast episode, I welcome two of my former colleagues, Lisa Wynja and Lindsay Luke, to help us navigate this discussion. 

Each has vast experience dealing with these scenarios, so they'll be sharing their insights and experiences with managing in a matrix environment. 

We'll discuss the importance of building relationships and fostering healthy communication, plus our advice for new managers on successfully dealing with a dotted line relationship.

Key Takeaways 

- Episode intro (00:00)

- Why managing in a matrix environment is so challenging (01:51)

- The importance of humility (03:10)

- Dealing with complex scenarios (06:26)

- How to build trust with other managers (11:25)

- Why successful relationships are based on communication (13:06)

- The advantages of dotted line reporting (16:49)

- Episode recap (18:28)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Today's guest is Scott Holmes, a good friend who used to work with me at a previous company.

Scott is a great leader and has over 30 years of experience in the healthcare industry. He is currently the vice president of the commercial business group at a startup biotech company.

In this week's episode of the Leadership Jam Session Podcast, Scott joins me to talk about his experiences as a leader, why trust is the key to team building, and the importance of giving back to your employees and the community.

We'll also talk about one of the most critical aspects of team management; the little things we do as managers that impact our employees personally.

Key Takeaways 

- Episode intro (00:00)

- Scott's leadership style (01:25)

- The challenges of team-building in the healthcare industry (03:28)

- The problem with favoritism (05:14)

- How to support your employees (06:58)

- The best way to build trust (15:35)

- Why our experiences shape our beliefs (19:05)

- Scott's advice on managing teams (25:12)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Today's episode will feature a new format that we rolled out called ‘Ask Rob’.

Today's question is from Doug, who is from Colorado:

"Hi, Rob. I was recently promoted into a management position about eight months ago,and I often hear you talk about transition and the need to understand that there's a difference between managing a process and becoming a leader. My question to you is, how do you know when you've made that transition? Or at least know that you are a good leader?"

In this episode of the Leadership Jam Session Podcast, I'll address Doug's challenging scenario. I'll talk about why true leaders are the ones that get validation from the teams they lead. I'll also share some of my life experiences that shaped my approach to leadership. 

If you're dealing with a challenging scenario, feel free to reach out to me through my website at https://sartoleadershipgroup.com/leadership-jam-session-podcast/. Click on 'Ask Rob,' and you'll be able to send your scenario to me. 

We care about your privacy, so everything will be held confidential.

Key Takeaways 

- Episode intro (00:00)

- How to get featured in ‘Ask Rob’ (00:36)

- How do you know if you're a good leader? (01:25)

- Why only your people can give you that validation (03:00)

- The signs that you're on the right track (04:10)

- Leadership lessons from my life experiences (05:27)

- Episode recap (09:54)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

As leaders, we've all been there, and I'm confident you've seen this scenario time and time again. 

However, objectively assessing the situation can get tricky. Sometimes, it may even boil down to a difference in communication styles or personal values and not necessarily a lack of self-awareness.

But then, how do you know when you're genuinely dealing with somebody who lacks self-awareness? 

Fortunately, there are some strategies and specific techniques you can apply when dealing with a situation like this.

In this episode of the Leadership Jam Session Podcast, I'm joined by a group of seasoned leaders to discuss how to manage an employee with a low degree of self-awareness effectively. We'll talk about why it's essential to validate your perceptions with other managers and how to have a fruitful coaching discussion with your employee.

Key Takeaways 

- Episode intro (00:00)

- How do you know when an employee isn't self-aware? (01:27)

- Why it can be challenging to have this discussion (02:50)

- Why perspective is crucial (07:41)

- How to have a successful coaching discussion (16:13)

- Why feedback is all about trust (18:56)

- How to increase your employee's engagement (21:39)

- Why timing is vital (27:57)

- Episode recap (31:57)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

I talked about some of the leadership lessons I learned during those years and how I led a firefighters company into New York City on 9/11.

So, today's episode is the second part of our tribute to 9/11. I'm joined by two of the firefighters that were part of that team on 9/11: Bobby Walker, who was the Deputy Chief at the time, and Joe Padula, also a captain who's still active with the department. 

We'll talk about our memories from that day and some of the perspectives of what went on behind the scenes spending time with New York City Firefighters as we moved into the staging area in Staten Island, where we got our assignment. 

Key Takeaways 

- Episode intro (00:00)

- What happened after our team got called (01:25)

- How we joined the NYC Fire Department in Staten Island (04:50)

- Why communication was a significant problem (12:04)

- What happens behind the walls of a firehouse (16:94)

- How we spent the night at the firehouse (21:16)

- Remembering the firefighters we lost that day (27:20)

- Why we’ll never forget (31:20)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

In this episode I share a little bit about my time as an officer in the Fire Department of my hometown, Kenilworth, New Jersey, and some of the valuable lessons on leadership I got to learn during those years.

The fantastic people working in this department were all volunteers, from the firefighters up to the chief. It was a very humbling experience to be there, and the experience deeply impacted me and shaped my entire approach to leadership.

So, this episode of the Leadership Jam Session Podcast, along with the next episode, are dedicated to the 20th anniversary of 9/11, and I hope it also serves as a reminder that we should never forget what happened that day, especially for those who made the ultimate sacrifice. 

Key Takeaways 

- Episode intro (00:00)

- Why working at the fire department was a humbling experience for me (03:12)

- The three basic principles my leadership approach is based on (06:21)

- Why feedback has to go both ways (08:12)

- My experiences on 9/11 (09:45)

- How my team got called to help (17:21)

- Leadership lessons from that day (22:50)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Check you my YouTube Channel for a video of our interview

This episode is based on a question I recently received asking me how to manage two employees who are not getting along but need to work together to achieve a common goal. 

To help me tackle this specific, challenging scenario, I brought in Eddie Dowling, a seasoned leader and a dear friend of mine who's also been on the Leadership Jam Session podcast before.

We'll discuss why it's essential to take a step back and understand the context of the conflict and that it didn't happen overnight. And we'll also talk about why it's in your employee's best interest, and yours, to get them to work it out themselves.

If you have a challenging scenario that you'd like to get my thoughts on, please go to my website at leadershipjamsession.com and look for the ‘Ask Rob’ logo. There, you'll find out more about how you can submit your challenging scenario to me - which could get featured right here on the jam session.

Key Takeaways 

- Episode intro (00:00)

- How to handle two employees who are not getting along (01:27)

- Trying to find a shared purpose (02:43)

- Why it's important to expect and encourage healthy debate (06:03)

- Why a leader's role is to be a guardrail for the team (08:08)

- Assessing your role in the conflict (13:35)

- Episode recap (15:26)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

There may be cases where these directions are coming from high up in the organization, and there's not much you can do about it.

But you need to know that sometimes it's okay to push back, especially if you understand the environment you're operating in and assume positive intent on what the company is trying to accomplish.

Situations like these can get tricky to solve since much is determined by context, but you can do a few things to make these processes run as smoothly as possible.

In this week's episode of the Leadership Jam Session Podcast, seasoned leaders Cherie Tofthagen, Brian Reardon, and Mike Sabol join me to discuss the best strategies to adopt in these scenarios. We'll talk about why transparency and communication are crucial, how to give ownership to your team, and the importance of mentorship and building advocates.

Key Takeaways 

- Episode intro (00:00)

- Why you need to develop a global mindset (02:38)

- How to get your team involved (04:54)

- It's okay to push back (06:45)

- Why transparency is vital (12:34)

- The importance of employee engagement (18:51)

- Why you need a strong communication plan (22:04)

- Episode recap (24:37)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Today's guest is Sean Georges, a former Marine Corps officer who graduated with distinction from the United States Naval Academy and currently serves as a Senior Vice President and General Counsel for a publicly traded company. 

Sean's experiences during his years in the Marine Corps provided him with a vast repertoire of valuable leadership insights and team-building skills. 

However, one of the most profound lessons Sean has learned on authentic leadership springs from the story of a near-fatal car accident involving his daughter. He witnessed the power of teamwork towards accomplishing a shared mission embodied in the bold actions of the rescue team.

In this episode of the Leadership Jam Session Podcast, we'll discuss what lies at the heart of genuine leadership, the difference between managing and leading, and how to develop an authentic leadership mindset.

Key Takeaways 

- Episode intro (00:00)

- What inspired Sean's message (01:15)

- Leadership lessons from Sean's daughter's car accident (03:39)

- How to develop authentic leadership (07:52)

- Your job as a leader is not to have the answer (16:10)

- What is my best and highest role? (24:00)

- What the essence of authentic leadership is (25:12)



Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Virtual environments have practically become the new workspace for a significant part of the worldwide workforce. As a leader, building and maintaining your team's trust in such strange times can be challenging to get right.

Perhaps your team doesn't get along too well virtually, or the strategies you have adopted to build this trust haven't worked at all. What can you do then?

Fortunately, there are indeed some tools and actions that can help you boost your team's sense of unity and camaraderie during those long Zoom calls.

Getting to know each of your team members' personalities and different communication styles can go a long way. Having one-on-one conversations with them will allow you to build and maintain a sense of trust and connection in a virtual space.

And sometimes, it can be better for you to lay low and stay behind the scenes. For example, having your team meet periodically without you can also make a big difference to help that team build the connectivity you're looking for.

In today's episode of the Leadership Jam Session Podcast, we'll welcome a panel of leaders who are participants in a new program I recently launched called the Coach's Jam Session to discuss how to build and maintain trust with your team in a virtual environment. 

Key Takeaways 

- Episode intro (00:00)

- Why it comes down to communication (01:18)

- The importance of one-on-one conversations (02:06)

- How technology can bind teams together (03:00)

- Why you can't force trust (05:23)

- Understanding different communication styles (08:17)

- How to build a cohesive team online (12:30)

- Why sometimes you need to step back (17:00)

- Episode summary (20:55)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Problems such as a lack of communication among the team or a shared frustration over a slow transitional process can quickly arise. The difference between success and failure will depend significantly on your team management and leadership skills.

In this week's episode of the Leadership Jam Session Podcast, we welcome Fred Rapp, a highly successful executive with over 20 years of healthcare experience - and no stranger to leading teams through several of these types of scenarios. 

We'll discuss the specific challenges he had to overcome, his leadership principles, and how he believes his success as a manager during these challenging events comes from adopting a leadership style based on honesty, respect, and transparency.

Key Takeaways 

- Episode intro (00:00)

- Fred's journey and leadership principles (01:54)

- How to deal with an emotional rollercoaster (03:01)

- Why communication is critical when making decisions (08:36)

- Fred's biggest struggle during restructurings (11:25)

- How change impacts the culture (16:25)

- The importance of transparency (20:30)

- The key ingredient of change management (24:43)

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Situations like these are never easy, but the best way to deal with them is to have a particular and direct conversation with your employee. In business, we call it the 'Come To Jesus Meeting.'

And fortunately, there are some efficient action steps you can take to have this meeting with your employee.

But when is the best time to have the 'Come To Jesus Meeting" with this employee? And how do you approach it? Timing and preparation are crucial indeed, and as a manager, it can be challenging to get these aspects right.

Discussions like these tend to be delayed, and sometimes you might not be considering the whole picture and your role as a leader in it. Perhaps you're unsure whether you invested the right amount of time in coaching or providing the right resources to your employee.

In this episode of the Leadership Jam Session Podcast, Kevin Manning and Steve Tuciarone join me to talk about everything you need to know to have a successful 'Come To Jesus Meeting' with your employee.

Key Takeaways 

- What is the 'Come To Jesus' meeting?

- Why this discussion is a gradual process

- How leaders approach a one-way conversation

- Why discussions like these are often delayed

- The importance of preparing

- How to get your employee back on track

- Episode summary

Leadership Resources

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Like in most tricky situations in life, the key lies in effective communication. It takes coordinated effort and honest conversation to determine if the employee truly meets the required skills for that promotion. 

You may have to tell your employee to pump the brakes and work towards getting in the right light to be promoted.

And as a manager, you have to make sure you're providing the right opportunities for your employees to demonstrate that those changes are taking place. 

But your employee owns those action steps. You're helping them to create it and providing them with the action steps, but they own executing that plan as well. That's when actual growth as an employee happens.

I'm Rob Fonte, and today I'm joined by Kim Metcalf, Paul Catanzaro, and Joe Schnebelen to discuss the best ways to deal with a promotion when it's too soon.

Key Takeaways:

• Dealing with promotions when it’s too soon (00:00)
• Keep it to the criteria you’re discussing (03:00)
• Test the waters (04:00)
• How to handle baggage and negative perceptions (06:05)
• Is this the right role for the employee? (08:26)
• Why teamwork is crucial during the hiring process (12:53)
• Why it's important to create a culture of redemption (15:55)
• It’s all about coordinated effort (18:58)
• Episode summary (21:33)

Leadership Resources:

How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

As a proud mother of U.S. Marines, she is keenly aware of military culture. Working primarily with military, government & national security companies, Abigail has a heart-felt passion for the people she serves. Thanks to her unique and innovative language of Purple Threads, and her optimistic and empowering approach, she truly changes lives.

Key Takeaways:

• The only way to have self-mastery is to have empathy
• TRUST (Truth, Respect, Unity, Safety, & Transparency). You must give these 5 elements, and expect them back from others, if you want to build trust
• Communication and Self-Awareness - become more aware of your own “communication irritations” and how it lands on others
• Be an authentic leader – be yourself, lead with care, understand what makes a person tick
• Good leadership is calm, consistent, and reliable

Leadership Resources:

• abigailgmanning.com  
• linkedin.com/in/abigail-g-manning-915ab2154
• USAF LEDx Speech: https://www.youtube.com/watch?v=YqZrJCqoH0I

Key Takeaways:  

• If you want to grow professionally you must keep looking at new opportunities 
• As a leader, you should ask yourself if you are challenging your people enough 
• If you always do the easy stuff first, you will continue to push the hard stuff to the side, and it’s the hard stuff that can be the most fulfilling  
• If you feel as if you do not have the time, change the word ‘time’ to ‘energy’ and ask yourself the same question, because most likely, it’s energy that you’re needing 

Becca shares her leadership journey and approach to successfully leading teams through a startup environment, including leading through times of uncertainty, and how her leadership style has inspired people to continuously work for her. 

Key Takeaways:  

• Alignment to a Vision: articulate a vision that is incredibly important. This starts with senior leadership 
• Transparency: be upfront with your team in the good times, as well the not-so-great times. Share as much information as you can (and as appropriate) 
• Feedback: be open to giving and receiving feedback 
• Purpose: resources can be scarce in a startup, but don’t forget the purpose for being part of one 
• Voice: be a voice for your team and allow them to be heard individually 
• Get in the trenches: Leadership is very much about removing roadblocks for your team, but don’t be afraid to roll up your sleeves and get to work alongside your team  

Key Takeaways:

• Millennials are the most educated generation in human history – digitally prepared and globally connected
• If organizations don’t give them today’s toughest challenges someone else (another organization) will, and that’s how you lose them
• Boomers and millennials think differently. They want the same outcome, but how they get there is just different
• Millennials should be coached, not directed
• Millennials want to know the ‘how’ and ‘why’, not “because the client or manager said so”
• Engage millennials by unleashing them, i.e., unleash them in their development by allowing them to develop their technical skills for the career path that they've chosen. Provide them advancement opportunities, or again, they will do it on their own
• Give them as much work-life balance as they want, because they are the most productive generation ever
• Ensure there’s purpose and meaning to whatever it is that they do

Leadership Resources:

Unleash the Millennials: and Save the World, by Dr. Philip Zimmerman

In this Jam Session, I sit with leaders Melissa Manner and Heather Stitely. Both Melissa and Heather are Area Business Managers with a fortune 500 biopharmaceutical company, and they both have this in common; their leadership journey was not linear.

Key Takeaways:

• Taking a lateral role or moving from a people leader role back into an individual contributor role is not moving backwards. It's just moving you toward a different direction, that in many cases, moves you forward.
•  Every decision we make, every role we move into, is a learning experience that will help us to move forward.
•  When deciding your next career move, be open-minded to the potential you can gain from that experience.
• When considering different roles, make decisions that are right for you and will put you in a better position (skills and competencies) for the future.
•  Find the right blend of formal leadership training while leveraging the resources around you, i.e., mentors, other manager's experience, reflecting and learning from your own experience.
• It's ok to show humility by admitting when you don't have all the answers.

Key Takeaways:

• There are three sabotaging traits for all people:

1. Director – is scattered, may not plan, sometimes wings things or gets really focused and forgets about other things
2. Supplier – over values others and needs to value yourself and others in balance
3. Communicator – is not communicating well

• As a saboteur, you confuse selfishness to self-nourishment
• You can change or influence others by changing yourself, not by trying to change others
• You can be responsible to people, i.e., leading your family, etc., but you are responsible for no one else but yourself

Leadership Resources:

• LIFE'S ONE LAW: 6-Step Blueprint for Repeatable Success, by Dr. Philip Agrios

Key Takeaways:

• You can be successful in business, if in fact you're able to satisfy both needs: the need to satisfy yourself personally (like financially), as well as professionally
• You may get the work done but don’t do it at the expense of losing the team at the same time
• Understand the diversity of your team, and then leverage that to become a high-performing team
• It's ok to take yourself out of your comfort zone and into an environment where you are less familiar. It is a little bit disruptive, and as a result, it teaches you how to be agile and adaptive
• As a senior leader, include your team in the development of strategy. This way, you all believe in it and can hold each other accountable to attain it
• Don’t be afraid to make mistakes and ask for help from your colleagues
• As leader, you may not always have all the facts needed to make decisions. Build trust and empower your team so that they feel safe about bringing you the facts
• Lastly, if you want or need more facts, figure out how to ask the right questions

Key Takeaways:

• As a senior leader, you need to continue to carry the vision of the organization. You're responsible for making sure that everybody knows what you're trying to achieve
• Be the Chief Repetition Officer, i.e., repeat what it is you want your people to do. It’s not micromanaging. It’s just making sure people understand what you need done. They may get sick of it, but you know they're certainly not going to forget it
• Don’t make assumptions that a manager comes on board already knowing what to do and how and how to execute
• Meet with direct reports every 30 days to go through their goals, their responsibilities, how they're doing, and document information. Sometimes even more frequently
• Invest time above you, below you, and with your peers. If you do that, chances are you're going to be very successful as an employee because you'll develop a 360 degree view of what's going on and you know you're going to be able to do something about it
• Lastly, remember, you can't communicate enough as a senior leader

Leadership Resources:

• www.clarifydeployachieve.com
• https://www.linkedin.com/in/monte-pedersen-9554a1126/

Key Takeaways:

• Align with each employee on the definition of ‘achieves’ and ‘exceeds’
• Remind employees ‘achieves’ is a great mark! Too often our employees feel ‘achieves’ is not doing well in the role 
• Benchmark performance and be consistent across all your employees by providing specific examples of how to achieve/exceed
• There should be no surprises if you're having continuous coaching and feedback discussions throughout the year
• Using high-performing employees as benchmarks is a delicate balance  
• Keep an open mind - there could be times where you were provided with concrete examples that you may have missed or forgotten about that justifies a higher rating

Key Takeaways:

• Don't allow your ego to get in the way of your employee needs 
• Two concepts that help drive employee engagement: succession planning and career mapping 
• Employee development is just as critical to success for small businesses as it is for large corporations
• Consistently sit down with your employees to have a development discussion
• When you focus on meeting the needs of your employees, they will in turn, focus on meeting your needs 
• Create channels of communication that reach all of your employees to ensure their recommendations and voices are heard

Leadership Resources

• https://www.linkedin.com/in/anthony-vaughan-8ba8a8172/

This episode is a short but powerful excerpt from my talk, which is an interview with Lav, on my experience in developing women into leaderships positions, and specifically, what it takes to succeed.

Key Takeaways:

• Project confidence
• Positioning - where are you currently positioned and what’s your destination point?
• Find mentors who can help guide you along your journey, but be very strategic in your selection
• When it comes to your development, you control a lot more than you think you do

Leadership Resources:

• https://womenleadersrising.com/
•  www.pathwaypower.com 

Key Takeaways:

• The secret sauce for creating highly engaged cultures is to engage people's hearts and minds and do it with authenticity
• Build an environment where peers trust each other enough to have a debate with positive intent
• When it comes to setting goals, you have to inspect what you expect
• Employee Engagement Surveys are a critical component for understanding an organization's level of engagement, but you have to be transparent and ask, “what do we need to do to get better?”
• No one person impacts employee engagement scores. The team is going to rise or fall together
• When it comes to your career growth, when you're ripe, you rot, and when you're green, you're growing. If you are comfortable in what you're doing, it's time for you to get uncomfortable and take on a new role
• If you truly care about your people have the tough conversations with them
• Not everybody's going to like you. You're not going to be everybody's cup of tea. The thing you must strive for most is that even if they don't like you, they respect you, and they trust you to make the right decisions
• There's a lot of decisions you're going to make along your journey. Some people are not going to like you just have to do the very best you can to make the right decisions 

Key Takeaways:

• Make a deeper connection with your people by understanding what motivates them
• It's important for your people to understand what motivates you
• Don’t allow your coaching to become prescriptive or too process driven
• Your actions are more powerful than your words
• Figure out what is driving positive and negative behaviors with your employees
• Be authentic
• Don’t be afraid to share with your people what you're not good at, i.e., "Don't fake the funk"
• Try to remember the names of your employee's partner, spouse, kids, etc. 
• Inject a little bit of emotion and joy and laugh into your job very day
• Own your development. Even the best at the craft allow themselves to be coached

Key Takeaways:

• Focus on being a coach versus doing the work for your people
• Carve out time to write down things, whether you call that journaling or note-taking. This allows you to reflect on your thoughts and reactions to things
• Slow down, take a breath, think more, and do less
• When you include people in dialogue and decision making, you end up with a more enduring culture built on trust
• “Perfectionism is the thief of excellence.” In your pursuit of finding the "perfect" outcome, you speed right past the "excellent" outcome, and excellence is a very good outcome to have for an organization
• Embrace the concept that failure today is preparing you for success tomorrow 
• The greatest resource you have as a leader is tapping into the leadership experience of your fellow peers
• Prioritize the things that will imminently impact the people who report to you, followed by things that are related to the business strategy and implementation
• Remember, as a leader, your way is not the only way

Leadership Resources:

• Imagine it Forward: Courage, Creativity, and the Power of Change, by Beth Comstock

Key Takeaways:

Create a safe environment focused on three key areas of feedback:

1. Feedback on strategies, business objectives, and business planning
2. Feedback to others
3. Asking for feedback from your employees (And act on it!)

Best practices for giving feedback

• Take the time to invest in preparing for the discussion
• Start with open-ended questions 
• Conduct a "Dry Run" with a trusted partner to walk through the conversation
• Understand that there is a connection between giving feedback and Situational Leadership, and it applies at all levels of leadership

Leadership Resources:

• Team of Rivals: The Political Genius of Abraham Lincoln, by Doris Kearns Goodwin, Suzanne Toren, et al.

Things like team morale, productivity, and enhancing overall employee satisfaction are more critical now than ever before. It’s our responsibility to support our employees, but sometimes that responsibility gets pushed towards issues that managers may not feel equipped to handle.

Let’s view this time as a great opportunity for managers to be able to put their best foot forward so they can have long lasting effects on their teams.

Joining me on this episode is Anushka Arellano, MBA. Anushka has more than 20 years of HR and Marketing experience across the biopharmaceutical and medical device industries. Anushka works with clients to shape the culture, capabilities, operating models and employee experiences as they transition through rapid growth. She serves as a trusted advisor to CEOs and Executives on talent management, workforce development, strategic recruitment, leadership development, and performance management.

Key Takeaways:

Step 1: Empathy

• Show empathy, not from a distance, but up close. This demonstrates you care as a manager and that you're invested
• If you think your employee is struggling, don’t jump to conclusions or make any judgements
• It's ok as a manager to show some vulnerability by sharing some of the challenges you're going through
• Don't pretend to have all the answers. Nobody expects you to have all the answers
• If your employee is struggling to perform, try breaking up their tasks/responsibility into smaller, more manageable pieces

Step 2: Communication 

• In these times, it's better to over-communicate rather than under-communicate
• Try and stay as connected to your team as possible. Rather than asking broad questions such as how are you doing, try to be more specific, i.e., what are one or two things that are working well for you? What are one or two challenges you're facing?

Step 3: Resources

• Understand what resources are available for your employee and also for yourself as a manager
• When in doubt, reach out to your HR business partner to get guidance
• Lean on other managers as they can be your some of your best resources

Step 4: Self-care

• As the manager, what are you doing in order to keep yourself healthy and resilient so that you can show up and be effective in supporting your employees?
• Remember, your employees will mirror your behavior

In this episode, I talk with James Christie and Ramahn Ritchie, two tenured professionals from different industries, about best practices for onboarding new and/or transferring employees in today’s environment.

Key Takeaways:

• Before you review the onboarding checklist with your new hire, take the time to share your management style, what they can expect from you, and ask what expectations they may have of you 
• Inform internal stakeholders of the onboarding plan and timelines for engaging your new employee
• Sequester your employee for at least the first 30 days. This gives them time to get up to speed before getting involved in their responsibilities
• Make sure they understand how to use technology (virtual platforms, equipment, etc.) 
• Texting has become an effective way of communicating and keeping in touch with new employees
• Onboarding virtually still requires the same basic elements as onboarding in-person:
• Invest the time to map out an onboarding plan
• Set expectations and be very intentional 
• Share the company mission and vision, the org chart, etc. 
• Hold weekly touch points, but make them aware that you are always available to answer questions
• Provide them with peers to reach out to for questions  
• Lastly, remember onboarding is all about helping people become prepared and feeling welcomed

In this episode, we talk about how leaders work hard to try and be a great leader, but sometimes lack the proper mind-set and tools. Alain provides a road map along with tips and tools to cracking the leadership code through Connection, Communication, and Collaboration.

Key Takeaways:

Connection

• Leadership is a relationship between a person who leads and a person who follows
• Demonstrate empathy; caring for you people is the number one thing that will increase engagement and retention
• Cognitive empathy - knowing how people feel
• Affective empathy - heart-based; you can feel what people are going through

Communication

• We need to have a shared understanding of each other; align on what you mean, what you say, and what you hear
• Give context to why and what you are talking about
• Provide insights and not just information
• “Ask for a receipt”, i.e., go around the table and recap what everyone is doing        

Collaboration

• Design an environment focused on results and value vs. time spent on tasks
• Give ownership to your people. Give them the space and autonomy to work
• Look at your systems and processes to ensure efficiency, especially in a work from home environment, i.e., carve out time for focus to reduce interruptions
• Create workplace rituals to make your engagements memorable. Your employees should feel excited or secure or happy to be there working with you

Leadership Resources

• Cracking the Leadership Code: Three Secrets to Building Strong Leaders, by Alain Hunkins
• https://www.alainhunkins.com

Key Takeaways:

• Firstly, build mutual respect and trust within the team
• Hire a very diverse team; people who think differently from you and each other
• Be a leader who genuinely cares but also brings tough love when needed
• Demonstrate vulnerability by admitting mistakes. This will foster an environment of trust
• Set clear expectations, at the individual and team level, on how to approach each other as a team
• Set high standards for your team
• Part of the having great team unity involves team members who engage in healthy conflict with each other
• There's a lot of work that goes on behind the scenes at the individual level that builds to the greater collective
• Identify and leverage your people's strengths
• If there's a problem on the team, there is an expectation that you, as the leader, will fix it. And fix it soon!

Leadership Resources

• Workshop Resources for your team(s)
• 5 Behaviors of a Cohesive Team Workshop Overview
• The 5 Behaviors of a Cohesive Team, by Pat Lencioni

Key Takeaways:

• Myers-Briggs (MBTI) is one of the most widely used personality assessments in the world
• Firstly, you, we, are all way more than just a type. We are humans first
• MBTI has 4 preference pairs that are opposites of each other:
• Extroversion/Introversion – we get our energy from the world (internally or externally)
• Sensing/Intuition – how we take in information
• Thinking/Feeling – how we decide and come to conclusions
• Judging/Perceiving – opposite ways we approach the world (and not people)
• We may be a version of each of these pairs and their opposites, but we don’t do them with equal ease

Leadership Resources

• linktr.ee/jordanjmendoza  
• linkedin.com/in/jordanjmendoza
• anchor.fm/blazeyourowntrail  
• myersbriggs.org

As a longtime leadership contributor for Forbes, Amy covers personal transformation and its impact on career growth. She is a collaborative writer, working with partners to bring to life compelling narratives. The mindfulness book Amy co-authored, I Am: Escape Distractions, Unlock Your Imagination & Unleash Your Potential, helps others understand the power of the stories they tell themselves. And with her latest creative project, she’ll finally share the story brewing in her head and gain a new moniker: novelist. 

Key Takeaways:

• Be intentional as to why you’re on social media
• Bring value to the platform
• You've got a personal brand whether you want to or not, but no one knows who you are until you tell them who you are!
• When writing your profile write in first person and as a narrative
• When engaging on social media stay positive
• Have a clear message and get to the point
• Be consistent and disciplined with publishing content
• For the entrepreneur - “Serve don’t Sell” - talk about who you help, how you help and why, in as few words as possible
• Lastly, just take action and get started!

Leadership Resources

• www.amyblaschka.com
• https://www.linkedin.com/in/amyblaschka/
• Co-author: I am: Escape Distractions, Unlock Your Imagination & Unleash Your Potential

Brian spent 15 years in the NHL, of which he appeared in 13 playoffs, 5 NHL All-Star games, and 5 Stanley Cup Championships (1979-1994).

Key Takeaways:

• The importance of leading by example, both on the ice and off the ice
• The best team plays for each other, not themselves
• The best leaders are the ones that are not selfish
• Great teams are built by recruiting for character 
• Never stop looking for ways to get better

Leadership Resources

• https://brianpropp.com
• An NHL Legend Gets Back in the Game after Stroke: https://youtu.be/SG7NyOcZ8M4      
• (Chelios Hits Propp): https://youtu.be/zaHQ5mLiL1w 
• Chris Chelios vs Rob Hextall, May 11, 1989: https://youtu.be/2nAVNvoUp2Y  

In 2017, Bill had to the opportunity to speaker at a TEDx conference in Toledo, OH, on the topic of investing in the middle (of organizations); that is helping leaders and organizations strike a balance of being successful while juggling the demands of leading at different levels inside organizations.

Key Takeaways:

• It's important that leaders take action to achieve appropriate levels of balance for the organization and for the people by establishing the following three keys to success:

1. Position - understanding that you do have a position of authority and it's incumbent upon those folks to use that position wisely
2. Priorities - understand how important priorities are, and how making sure that those priorities are clear, consistent, and positively impacts the success of people in the organization
3. Pay Attention - people in positions of authority simply need to pay attention to what's going in the organization, business circumstances and their people

• Talent Management involves Process Transparency: A balance between privacy and transparency
• We need to look at Performance Management, and Talent Management as two different sides of the same coin
• When it comes to Talent Management, the most impactful breakdown is if the senior leader doesn't truly believe this is a priority
• The success or failure of my career as a leader is only a little bit dependent on me
• The A's of Talent Development and Succession Planning:

1. Availability
2. Aspiration
3. Agility
4. Ability

Leadership Resources:

• Investing in the Middle, TEDxToledo https://www.youtube.com/watch?v=SYY79oR85XA

Key Takeaways:

• Authenticity ultimately is what connects everybody. That’s what motivates them. That is what builds trust, and trust makes for a strong team
• Demonstrate empathy and emotional intelligence that makes people want to connect
• People don't want to look at themselves and at their deficiencies. Those who do, they're the game changers
• Ego's the divider in terms of emotional intelligence. When your life is based around your ego, there's gonna be a problem. When your life is based around your esteem, that's different. You're gonna lead better
• As a leader, you need to understand that vulnerability can be a strength
• The greater the ego, the greater the insecurities
• (During a pandemic or crisis) the biggest takeaway is staying emotionally connected, and perhaps, be more vulnerable in a healthy way

Leadership Resources:

• www.JasonEricRoss.com
• https://www.linkedin.com/in/jasonericross/

His radio show and podcast — Great Life, Great Career with Scott Miller on iHeart Media’s KNRS 105.7 — provides insight and strategies to assist listeners in becoming more effective as business leaders and to improve their personal performance. In Scott’s latest book, Management Mess to Leadership Success: 30 Challenges to Become The Leader You Would Follow, he shares uncut and honest stories of his last 20+ years, and as Scott puts it, as a struggling leader.

Key Takeaways:

• As a leader, your job is to get work done with and through people
• We learn more from our messes than our successes (Challenge #1: Demonstrate humility)
• Just own your mess, because there's great power in vulnerability and transparency
• When you own your mess you make it safe for others to own theirs as well
• Leadership is about deliberation and calibrating your emotions
• As a leader, make time for relationships as they are everything (Challenge #10: Make time for relationships)
• Leaders that connect with their people are invincible. People don't quit leaders who love them
• Effective leaders are very deliberate in declaring their intent (Challenge #4: Declare your Intent)
• If you want to become and build your own leadership credibility, be very thoughtful around what you are modeling because what you model gets valued
• Remember, be cognizant of when to be efficient and when to be effective

Leadership Resources:

• Management Mess to Leadership Success: 30 Challenges to Become The Leader You Would Follow, by Scott J. Miller
• Multipliers: How the Best Leaders Make Everyone Smarter, by Liz Wiseman

This episode was recorded during the COVID-19 pandemic, and while working from home became the new normal during this time, Jeff had been remotely running a company from across the globe, well before the pandemic. His story is inspiring as you’ll hear about great leadership, persistence and resilience as well as tips for working and leading remotely.

Key Takeaways:

• Be curious, ask questions, and listen
• Never underestimate the power of 1:1s with any employee level
• In a turnaround situation, your CFO is your right-hand person
• Check your ego at the door
• When making changes, it’s important to note that change can break people if it’s too much
• Focus the team and obtain alignment on key metrics and KPIs
• People do what people see (you doing)
• Clarify expectations and over communicate
• Be transparent. If your fish tank is dirty, then clean it

This episode was recorded just prior to the COVID-19 pandemic, and while the housing market crash pales in comparison, you will hear Mark talk about how that experience changed how he runs his business, leads his team, and manages his personal life. Perhaps there are some lessons that you can walk away with and apply to your current situation today.

Key Takeaways:

• Mark’s “Four F's” to running a thriving business:  Family first, Fitness second, Finance third, and you have to have a little Fun
• The importance of holding a weekly "mastermind group" with your team 
• Keep your teams looking towards the future
• Remind your teams about the importance of staying positive in difficult situations
• Sales is all about mindset and attitude
• Maximize efficiencies by integrating new technology into your business
• Consistently reinvest in your people, systems, and processes so the business will take care of itself
• As a leader, it's important to know that your ambitions are not the same as everyone else’s

He is also a motivational speaker on leadership and performance excellence, and an award-winning, best-selling author of Leadership: The Art of Inspiring People to Be Their Best.

Key Takeaways:

• Put (metaphorical) “rocks in your rucksack” that represent both the good things you want to adopt but also the bad things you want to avoid
• Prioritize the most important things in your life
• Character is part nature and part nurture
• The very best leaders can be found by combining innate skills with world-class training
• During your darkest times, there's often light at the end of the tunnel. You just can't see it yet
• True leadership is when you can demonstrate you care about everyone in such a way that it sticks with them…forever
• Strive to reach an achievable rung on your career ladder. Once you arrive, everything after that is gravy

Leadership Resources:

• Leadership: The Art of Inspiring People to Be Their Best, by Craig B. Whelden
• https://www.craigwhelden.com/

Key Takeaways:

• Use the technique of time and tone for every conversation. Wait for the right time and always use the right tone
• Help your employees become self-aware by asking insightful questions
• Help your employees see how their behavior directly correlates to the brand they are creating for themselves in the eyes of others
• The Trust Continuum - the level of trust you have with your employees is a critical factor in how you approach your conversation
• Don't get distracted or sucked into the blame game - focus on holding your people accountable for what they own
• When giving feedback related to self-awareness, sometimes it's best meet in person
• There are times when you just need to turn up the heat by having a very direct conversation and set very clear expectations
• There is huge value in reaching out to other managers and leveraging their experience on how you should handle a scenario that you haven't experienced before

 Key Takeaways:

• You must invest a significant amount of time in understanding the capabilities and interests of the people on your team
• Be aware of the danger in pushing someone to soon into a role without providing the right guidance and support
• As people evolve and grow during their career so do their needs. No one has it all figured out
• Look beyond the technical competencies when building out your team by also looking at what compliments their other skillsets
• Create an environment that allows a team to have a healthy debate and bring different perspectives instead of creating a yes, yes, environment
• As you move into higher leadership roles within your organization, it's impossible to be the subject matter expert at everything

Leadership Resources:

• The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter, by Michael D. Watkins

Key Takeaways:

• How to avoid being viewed as the "death by meetings" department
• The critical skill of presenting, the right information in the right way, to your stakeholders based on their needs and not yours
• Consistently demonstrating to your stakeholders how your team is an important and vital piece of the organizational puzzle
• Setting your people up for success by reviewing their work before they present to your stakeholders without feeling like you’re micromanaging
• Reminding your people how they play an important role to the company's bottom line, even if they are not on the revenue side of the business
• Positioning your team so that when the market starts to go down, your team is the last one standing because your company views them as the “A Team”
• Provide opportunities to stretch their skills by delegating tasks beyond their daily tasks, which ultimately makes them more marketable during a declining market
• Learning from the mistakes of promoting someone too soon or moving them into a role that wasn't aligned to their strengths

Key Takeaways:

• Core Values of the United States Airforce are just as applicable in any industry:

1. Integrity first
2. Service before self
3. Excellence in all we do

• Don’t be so quick to judge an incoming leader with a military background. It’s not all top/down and authoritarian
• Leadership is industry agnostic whether in the military or the private sector
• Hire the right people, train them in the right way, and trust them to do their job.
• Showing that you care about the people that work for you and you care about the mission that you're doing, embodies loyalty and a commitment to the team and to the principals
• When you take over a new team, try to do nothing for the first 30 days; you’ll want to see how the organization is running before you put your hands in and start tinkering with something that might be working very well
• You have to sell your team on a future vision that everyone understands. You can’t just push it onto people
• Alignment to the vision is just as important as alignment to the tactics, and both need to be integrated into your team. Then your job as a leader is support the team to achieve it
• When it comes to holding teams accountable a Stop Light Chart (time stamp 18:00) can be useful, as it does two things, one of which we don’t often really think about:

1. This tracks how well the team is performing against the most important metrics, and
2. It drives a culture of accountability and trust that allows managers to admit that the areas of yellow and red need more support to move them to green, and that they shouldn’t be penalized for being upfront about it

Leadership Resources:

• My American Journey, by Colin Powell

Key Takeaways:

• Your employees don’t care about how much you know until they first know how much you care
• As a leader, you can directly impact quality of life - for better or worse
• Frequent check-ins with your team can positively impact their quality of life
• Compensation is closely tied to either building trust or losing trust
• When discussing compensation never get baited into comparisons     
• The toughest part about developing your people is trying to find where opportunity meets desire
• Developing your people involves a huge investment in time, level setting, and providing the path forward with the right resources
• There is more value in being viewed as a collaborator instead of a transactional leader
• Developing your employees involves knocking down barriers so that they can run faster

Leadership Resources:

• On Leadership, by John Wooden 
• It's Your Ship: Management Techniques from the Best Damn Ship in the Navy, 10th Anniversary Edition, by Michael Abrashoff 
• Principles: Life and Work, by Ray Dalio 

Key Takeaways:

• Focusing on behavioral questions helps you to understand the "why" and "fit"
• The value of making the interviewee comfortable vs. intimidating them
• What to look for in resumes
• Remember, the interview process is a two-way street. Top candidates will and should interview the hiring manager as well
• As a hiring manager, how you represent yourself as an interviewer is a reflection on you as well as the organization
• The advantages of involving your employees to help you interview
• Does a brag book still offer value?
• Avoid the temptation or caving into the pressure of settling by hiring a warm body
• Move beyond references by using your network and social media to research candidates
• Sometimes, you just need to listen to what your gut is telling you!

Key Takeaways:

• Anticipate the changes that may come and seize the opportunity
• Consistently reinforcing your vision and values with your employees, including during your weekly team meetings
• Provide the space your people need to grow their skills
• Pay your people well, but also know that's not enough
• The fear of feeling responsible for your people can drive you
• Trust between you and your employees is critical
• Different people in your life will help to shape and mold you as a leader; not just those you work with
• Work-life balance is a personal choice
• Take the time to slow down and enjoy small wins with your team

Leadership Resources:

• An Extraordinary Life – Don’t Miss It, by Randy Broad

Key Takeaways:

• Demonstrating vulnerability and humility in times of uncertainty goes a long way with your people  
• Admitting to your team that you're going through change too, and that you don't have all the answers, is perfectly ok
• Increase communication during these times even if you don’t have much to share 
• Identify a central theme that you can rally around

Leadership Resources:

• Leaders Eat Last, by Simon Sinek 

Key Takeaways:

• Whether formally or informally, having mentors, coaches, sponsors, etc., can help you in different ways such as navigating challenging situations and ongoing career management
• Your first 90 days as a leader in a new role is about who your team is, how you’re going to build trust with them, and how you’re going to help that team grow and become better

Leadership Resources:

• The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter, by Michael D. Watkins

Visit leadershipjamsession.com to stay up to date!

Our leadership panel includes: Eric Hieronymus, a Regional Sales Manager based out of the Northwest in Washington. Eric has both sales experience and home office experience, working in training and marketing. Jen Maurer, a Regional Sales Manager out of the Northeast in the Philly area. Jen has home office experience, working in an operations role, as well as years of experience working in the field. Jessica Mas, a Regional Sales Manager out of the California area, and Jessica also has deep management experience both in the field as well as working in the home office environment.

Key Leadership Themes and Takeaways:

• Making the transition from individual contributor to emerging leaders
• Whether you’re a field-based leader or a home office-based, the fundamentals are the same
• How to assume a leadership role where you’re not the expert anymore
• Practice, practice, practice

Leadership Resources:

• DiSC
• Leadership Development Program

Visit leadershipjamsession.com to stay up to date!

Key Leadership Themes & Takeaways:

• The value of interviewing people, even if you don’t have an opening
• The 80/20 approach in developing your people
• How to use your network to help you calculate your next move
• What to do when you feel like your career is “stuck”

Visit leadershipjamsession.com to stay up to date!

Key Takeaways:

·      Understand what people are naturally good at and where their inherent talents lie

·      As a leader, set expectations for what has to get done, and based on where they are developmentally, provide a framework to help them get there

·      Hiring employees who think and operate differently from you is essential

·       Have 5-7 people that can be your core group of peers that can serve as mentors, sounding boards, etc., to help you develop and grow as a leader

Leadership Resources:

·      DiSC for Managers

·      Situational Leadership

Visit leadershipjamsession.com to stay up to date!

Visit leadershipjamsession.com to stay up to date!