Koreen Pagano has decades of experience helping organizations transform. She has worked with executive teams on building business strategies, analyzing market opportunities, and pitching new ventures to Boards. And today her primary focus is helping leaders navigate the question of what skills means to them and how to start the journey to becoming a skills-based organization.

Koreen’s LinkedIn Profile: linkedin.com/in/koreenpagano

Building the Skills-Based Organization: https://a.co/d/i1rXsOj

Noah Charnow is a Creative Director based in San Diego, best known for being a good idea thinker, a dog dad, a human dad, a skateboarder, a tearable speller, an obsessive doodler. Also the founder of Rock Hard Reviews, a globally successful movie review company. And the founding member of a decent one-man band, Dr. Alien.

Website: https://noahcharnow.com/

LinkedIn: https://www.linkedin.com/in/noah-charnow/

Rock Hard Reviews: https://www.instagram.com/rock_hard_reviews/Dr. Alien: https://doctoraliensucks.bandcamp.com/

Today's episode provides a much needed booster shot of optimism, resilience and hope. Through her stories and practical examples, Jill helps others see through the challenges immediately in front of them, into a world of joy and peace and emotional abundance. The lessons themselves are almost always hard in the moment, and often the more difficult and painful they are, the more the teach us. So set your inner cynic aside for the next hour and let Jill share her stories with you. You'll be glad you did.

You can order Jill's book here: https://www.amazon.com/Lifes-Mini-Lessons-Jill-Garcia-ebook/dp/B0C7SKBM9B/

T.J. Jones is an author, speaker and leadership coach with a unique ability to help leaders leverage the strength of their humility, caring and vulnerability. A Caring Warrior chooses to wake up to his or her true self, chooses to lead others by giving, and chooses to inspire organizations and the world by sharing. It takes courage to fight on the battlefields of life: the internal (self), the tribal (our teams), and the cultural (organizations). With practical wisdom, he shows you how to be a positive and effective leader of your teams, your organizations, and the people in your life. Website: https://timothyjjones.com/The Caring Warrior on Amazon: https://a.co/d/ftZBMckTJ’s Newsletter “The Inner GPS”: https://tjs-newsletter-theinnergps.beehiiv.com/subscribeLinkedIn: http://linkedin.com/in/timothyjjones1

Peter Laughter and Dan Rust continue their conversation regarding the concept of "Distributed Leadership" from the previous episode.Contact: https://www.linkedin.com/in/peterlaughter/

As a keynote speaker and leadership transformation raconteur, Peter bridges the gap between organizational theory and practical implementation. Through award-winning storytelling and evidence-based insights, Peter helps executives navigate disruption by showing how leaders can:• Release the shackles of command-and-control• Access collective wisdom of their teams• Transform culture to thrive in rapid changeThe stakes are immense:• 77 percent of employees worldwide are disengaged • 70 percent of digital transformations fail • Traditional leadership models are not keeping paceAll of this happens against the backdrop of a world on fire, where crises demand collaboration but we remain divided. Organizations that embrace a leadership model where authority is distributed and decisions happen closer to the front lines, can:• Reduce overhead by 40 percent • Ramp up productivity • Drive sustainable innovation amid chaosWhen collaboration becomes part of how we work, it spreads to our families, communities, and institutions, and eventually their politics ushering a better world for us all.Contact Peter: https://www.linkedin.com/in/peterlaughter/

Paul Gonsalves is a seasoned Global Executive and Healthcare Consultant. Paul has a remarkable reputation for driving commercial success across a diverse range of companies, from small enterprises to Fortune 500 corporations and private equity-owned businesses.Currently, Paul serves as a Private Equity Advisor and Interim Operating Executive with Leverage Advisors. He specializes in global healthcare market opportunity analysis and business development strategies, providing advisory consulting aimed at advancing new healthcare services, digital platforms, and technologies.Paul's comprehensive healthcare experience spans every major care area in the healthcare system, including ER, ICU, Operating Room, Radiology, Cardiology, Oncology, and the Executive suite. He also has extensive experience as a senior commercial leader across sales, marketing, operations, and services.

Harris Jensen, MD joins the "Leadership Disrupted" podcast to discuss how leaders can be drained by negative overthinking that causes problems to look more significant and more overwhelming than they need to be – leading to self-doubt, anxiety and self-sabotage. Harris also discusses his new book "Prescription for Positivity" which offers clinically proven techniques he's seen work for 30 years. And perhaps most importantly, when leaders model a positive mindset for their employees, it turns out this is the most effective way to help those employees adopt a positive mindset themselves. Not by telling the to "think positive," but by showing them what positivity looks like in action.

Scott Margason has more than 30 years of experience as a consulting partner working with Fortune 500 senior leaders across the globe, and that cumulative experience has given Scott a unique and broadly informed perspective on leadership.

In this episode Scott shares the values and core beliefs that drive him professionally and personally. His approach to leadership is human-centered, highly empathetic and focused on truly connecting with each of his colleagues. This approach drives his success and a deep sense of gratitude which permeates all of his relationships.

The CEO of Infopro Learning shares his experiences and insights gained from leading a global organization of creatives and innovators. Sriraj Mallick discusses the impact of AI on leadership, the challenges of leading a global/remote/hybrid work team, and the importance of transparency in driving a high-growth business culture.

Sriraj also shares his own journey of evolving as a leader, learning to draw excellence, engagement and commitment out of others rather than simply driving these through his own personal energy and tenacity. And finally he shares the benefits of productive paranoia, regularly questioning every aspect of one's business, inspired by Andy Grove's "Only the Paranoid Survive."

Larry Julian, bestselling author of "God is My CEO," joins us to discuss the challenges many leaders face when trying to integrate their faith and business. When the demands of business seem to be at odds with the guidance of one's faith, how does a business leader make decisions? Larry has been coaching leaders for more than 20 years and shares insights from a lifetime of experience helping these leaders navigate the sometimes conflicting demands of business and faith.

Ben Rosenfield is the Swiss Army Knife of communications. He's an influential marketing and communications leader, strategist, and hands-on creator with extensive, demonstrated experience in combining content and customer experience to drive brand visibility and growth. Sought after for thought leadership and proven expertise in audience research and engagement, transforming consumer and business insights into actionable strategies, enhancing brand perception, writing and editing, and making complex information clear and compelling. Servant and adaptive leader, coach, and mentor. Nice guy, too.LinkedIn: https://www.linkedin.com/in/ben-rosenfield/

Today's episode is focused on leading a team, a department or an entire organization AFTER a large layoff. I studied more than 8,000 employees who survived a corporate layoff and discovered that, on average, their productivity, work quality and engagement all declined significantly. Retention rates of these employees also declined sharply, so employers were losing more of those they had planned to keep.

Even the layoff of only a few, or even just one employee, can have a significant negative impact on those remaining. So my goal in this episode is to help you understand the research and recommended leadership strategies to keep employees motivated and engaged during difficult times, especially after layoffs. We will be talking about:

*  Pre-layoff preparation and communication
* The expected decline in the ‘survivor’s’ passion, creativity and commitment
* How employees mask their true feelings
* The impact of even small or singular layoffs
* What kind of leader do they need now?
* Post-layoff communication cadence
* How to avoid losing your most effective and productive ‘survivors’

The phrase “First Wave DEI” refers the time period before May of 2022, with many decades of slow (and unsteady) progress toward greater awareness (and in some cases, appreciation) of the societal importance of diversity, equity and inclusion. Race, gender and sexuality were the primary focus of DEI initiatives during this period. In the workplace, Human Resources departments were primarily responsible for establishing and enforcing equitable policies.

The “Second Wave DEI” period began in the wake of George Floyd’s murder where we saw an acceleration and intensification of efforts to drive change in actions, mindsets and results. Racial equity and justice understandably took center stage, but sexuality and gender issues also gained momentum, particularly the human rights of non-binary and gender-fluid individuals. The increased focus and passion also produced an intense push-back from some individuals and groups. The societal “conversation” (and conflict) easily spilled over into the workplace conversation (and conflict).

“Third Wave DEI” refers to a near-future period when the focus of DEI initiatives expands from primarily race, gender, and sexuality to encompass the full range of human diversity. In this near-future, creating societal and workplace cultures of belonging and inclusion will mean greater attention to neurodiversity, non-traditional family structures as well as difference related to cultural, language, lifestyle and life experience, work experience… the full dimension of human diversity is almost limitless. This does not mean that the "big three" (race, gender, sexuality) represent issues that have been resolved, and these will still be areas of major focus when it comes to creating a truly inclusive society/workspace. But in Wave 3, the workplace conversation/conflict will begin to move along a different path from the societal conversation/conflict. This webinar will focus on the challenges and opportunities that will spring from this Third Wave of DEI.

Once again I was NOT invited to the World Economic Forum conference in Davos, Switzerland this January. So while government leaders were rubbing shoulders with big business, big philanthropy, big media, and other cultural leaders to, as they say, SHAPE global, regional and industry agendas, for the rest of us, I was having conversations with what I like to call WORKING leaders. People like the CEO of a $50 million manufacturing company in Ohio, the VP of marketing for a global food distributor, the Director of Sales for a farm implement dealership, the head of Human Resources for a large consulting business in the UK, the CEO of a cryptocurrency startup based in Singapore, and lots of other folks who, again, I like to call WORKING leaders. I have conversations with people like this every week and it’s the best part of my job. I remember having conversations with business leaders a year ago, in early 2022, and their big top-of-the-mind concerns were supply chain disruptions, productivity of remote and hybrid workers, when and how and IF to transition them back to the office, and of course retaining top talent was a big issue.

This year most of the business leaders I speak with think we are going to have a recession, but that’s not primarily what they were talking or thinking about. They were not intensely focused on the recession that may happen in the next 12 months. What they were focused on were the big transformations that are going to play out over the next 10 years.

* The evolving employee recruiting and retention landscape.
* The growing impact of Artificial Intelligence, especially the generative AI app called ChatGPT.
* Creating an INCLUSIVE work environment where every employees feels SEEN, KNOWN… every employee feels CONNECTED to the mission of the organization AND connected to the PEOPLE they work with, and every employee feels VALUED for their contributions to the business.
* In the face of all of these technology-driven accelerations, how do we keep our organizations as HUMAN as possible, how do we help our people be as mentally fit as possible?

Can we hope for a future where we have both more/better technology and more humanity all at the same time? Can we realize the potential of pairing great people with innovative technologies? It doesn’t HAVE to be about replacing one with the other, it can mean allowing people to free up more of their time to do what humans do best.

So continuing the look forward into what we should expect, as business leaders, in 2023 and beyond, at this point in time we are almost three years out from the uprisings of 2020 in the aftermath of the murder of George Floyd. And we know that in that year a lot of businesses made really big promises to their employees and customers and other stakeholders around equity and social justice. There was a huge WAVE of training and corporate culture change initiatives. Unconscious bias in the workplace, micro-exclusions and micro-aggressions. Social justice, equity, inclusion and belonging. These were all terms that became part of our corporate conversations. And I think 2023 is the year we’re going to see if those major initiatives will be sustained, if those big promises are going to be kept. Business leaders will be responding to political and cultural change this year, and in some cases, resistance.

What I’m hearing from many senior leaders is that they remain committed to their DEI and ESG goals, but they are going to avoid language that tends to TRIGGER a pushback. So business may remain committed to their ESG goals but simply find new ways to communicate them.

So one of my predictions – if we want to use that word – for 2023 is that business leaders in many cases WILL be more deeply connected to their DEI and ESG goals, even if their language or narrative changes.

Also in 2023,

We look back at the year 2022. There were plenty of interesting and unexpected things that happened this past year to provide us with leadership lessons and observations IF you are paying attention and asking the right questions.

In this episode we will help leaders understand the approach of an optimal leader coach, and align coaching style with the employee’s competency/skill level. Performance coaching starts with a strong coaching relationship of trust, going in both directions. Followed by clearly defined performance objectives and standards. Good coaches measure individual and group contributions against clearly defined standards for performance. When gaps are identified, these are clearly and positively communicated, then they work diligently to close the gaps. Holding others accountable to their goals provides opportunities for growth, learning, and ongoing motivation.

Coaching Analysis Questions

* Identify the specific behavior discrepancy.
* Is it worth your time and effort?
* Do they know the behavior is problematic?
* Do they know WHAT they are supposed to do and WHY?
* Do they know HOW to do it?
* Are there obstacles beyond their control?
* Do they think your way will not work or their way is better?
* Is there a way to “flex” the requirements to align with the individual’s natural competencies or strengths?
* Do they have other priorities?
* Does desired performance produce positive consequences?
* Does desired performance produce actual or perceived negative consequences?
* Does problematic performance produce positive consequences?
* Does problematic performance produce negative consequences?
* Are personal problems interfering?
* Could they do it if they chose to?

As a leader, if you are wondering what to do about quiet quitting, I suggest you start by focusing on yourself. Because the most recent research and survey data shows that LOUD Leaders have 30-40% fewer quiet quitters. "Quiet Quitters" are disengaged employees who choose to stay in their jobs, but are doing only what is specifically required of them at work and nothing more. Many of these employees will tell you that they are "working to live" as opposed to "living to work."  Whatever the root causes, many employees have made the conscious decision to reduce the importance they attach to their work lives, in favor of family, friends and their mental, as well as their physical, well being. LOUD Leadership is an approach that respects and validates these employees while ultimately boosting their engagement at work through respect, trust, recognition and treating them as human begins making valued contributions to the organization.

Quiet quitting is just the latest popular term referencing employees who put no more effort into their jobs than absolutely necessary. The bad news is that employee engagement has been in decline for more than 20 years, and yet there is GOOD NEWS because employees have told us EXACTLY what it takes to drive their full engagement. In this episode we start with the role of leaders in boosting (or destroying) engagement, and the primary focus of those exceptional leaders who have the proven ability to motivate and energize their employees. Then we go into detail regarding the 10 proven engagement drivers.

We are living and working in disruptive times: technology-driven upheavals, economic recession and inflation and supply chain issues, global pandemics, terrorist attacks, trade wars, culture wars. Employee expectations for their relationship with employers and leaders are evolving.  And as employees needs and priorities change, it makes sense that leadership would need to evolve as well. In this disrupted landscape we need to do more to develop evolved leaders who can best serve their companies and their employees. Leaders are feeling more pressure from the top down, and the bottom up. They are being asked to do more with less, and to do it faster. 

This is a brief introduction to the "Leadership, Disrupted" podcast which explores the art and science of high-impact leadership in a disrupted world where the future  – of business, of capitalism, of our society, and yes, of leadership – is changing and evolving and where none of us can be certain what the future holds, but we are sure that it will be fundamentally different. All of this will be discussed from the perspective of real leaders in the real world who are changing the way business works.

Anna Fain is an inspiring, strategic leader with extensive talent and culture building experience in global, large, mid-size, and start-up operations spanning multiple industries. In this episode she details her passion for developing leaders and building an organizational culture of of empathy, inclusion and belonging. She has a proven track record with global industry experiences spanning Biopharmaceuticals, Pharmaceuticals, Healthcare, Engineering, Precision Manufacturing, Precision Medicine, Robotics and Automation, Medical Devices, and Hospitality.

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

Jim Caruso has trained, coached and mentored over 10,000 individuals in 15 countries on 5 continents from over 100 organizations including 50 Fortune 500 and Global Fortune 500 companies, across all industries, functions, and talent levels. In this episode Jim shares a lifetime of experience and practical wisdom focused on helping people become better leaders.LinkedIn: https://www.linkedin.com/in/jamescaruso/

Tony Barr is a strategist, operator, and leadership thinker. He is the creator of the Signal Leader Paradigm™ and founder of Vidergo Group, an alliance of thought and practice disciplines that help organizations achieve breakthroughs in clarity, trust, and performance. His work bridges strategy, culture, and human development, grounded in decades of executive leadership and transformation experience. Currently an executive with BEUMER Group in North America, he writes at the intersection of leadership, systems, and culture while developing his first book.

LinkedIn Profile: https://www.linkedin.com/in/tonybarr/

Cecilia Anderson is a corporate learning strategist with nearly 20 years of helping organisations build learning that works: for people and for the business. She focuses on creating experiences that strengthen culture, shift behaviour over time, and connect lifelong learning with authentic leadership and performance. Cecilia partners with clients to shape learning that feels personal, practical, and purposeful — whether it’s onboarding, leadership development, navigating change, or tackling the conversations we often avoid. She cares just as much about the experience as the outcome: how it lands, how it scales, and how it moves people.LinkedIn: https://www.linkedin.com/in/cecilia-anderso

Josandra Schmidt is an emerging leader for a major agriculture equipment manufacturer. She's also in the third year of her own farm startup, with her husband. Plus she’s raising two young girls. She’s one of the hardest working Millennials I know and in today's episode she shares her perspective on leadership, life, work, etc.

LinkedIn: https://www.linkedin.com/in/jasondra-schmidt-92971b95/

TikTok: https://www.tiktok.com/@jdockter

David Hutchens is an author and CEO at Mythos Global / The Storytelling Leader. He helps innovation leaders around the world exercise the storytelling "voice of engagement" skill.
With nearly 30 years of experience in organizational learning, David is an expert in using narrative to facilitate engagement, alignment, learning, and change in the world's most influential organizations.
David has authored nine books, including his latest, "Story Dash", which equips leaders with tools and processes to find, develop, and activate their most valuable business stories.
He has worked with influential organizations such as Accenture, IBM, Google, PayPal, Cisco, FedEx, L'Oreal Paris, NASA, and many others, across France, Germany, Singapore, The Netherlands, South Africa, and beyond.
He is also a creator and facilitator of innovative leadership experiences, such as The Team USA Leadership Experience at the Olympic Training Center and The Apollo Leadership Experience at NASA's Johnson Space Center.
David's work has been recognized with multiple awards and distinctions, such as Training & Development's "Training Product of the Year", ATD's "Excellence in Practice", and Brandon Hall Gold Award.

Charlotte Kemp is a futurist based in Capetown, South Africa. She helps leaders wrestling with the future to learn how to manage change; gather futures intelligence; define, describe and design the future and create a roadmap towards innovation and growing relevance in the marketplace. She is a member of the Association of Professional Futurists (APF).

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

Exponential Thinking for Exponential Times: https://www.amazon.com/Exponential-Thinking-Times-Boardroom-Briefs-ebook/dp/B0FBKCRP5Z/

This ain't your grandfather's leadership training. Dan Carusi and the team at Red Paint Consulting specialize in experiential & simulation learning with equine & nature-based activities, enabling personal and professional growth for individuals and teams worldwide. Their unique approach drives performance improvement, change management, sales and business transformation, and talent & leadership development.

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

Website: https://redpaintconsulting.com/

Adam Kleckner specializes in strength-based, cognitive and Neurodiverse hiring, helping organizations reduce mis-hires, boost retention, and align teams not just by skills, but by the way people naturally think, collaborate, and solve problems.Adam's LinkedIn Profile: https://www.linkedin.com/in/adamkleckner/LinkTech Website: https://www.thelinktech.com/