Podcast Love in Action by Marcel Schwantes Episodes

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	Title	Pub. Date	Duration
	Why Fear-Based Workplaces Need to Disappear with Marcel Schwantes	06 Mar 2026	00:13:36
Episode recap Don’t forget Marcel’s special offer to join his Substack community for $8.00/month. Subscribe here: https://marcelschwantes.substack.com/subscribe In this solo episode, Marcel Schwantes discussed the impact of fear in the workplace, explaining how it stifles creativity, innovation, and collaboration. He highlighted that fear-based environments lead to disengagement, turnover, and low morale, while human-centered leadership fosters psychological safety and trust. Marcel emphasized the importance of leaders addressing their blind spots and modifying behaviors to create a positive workplace culture. He stressed that hiring and developing leaders based on technical competence alone is insufficient, urging a focus on humanity and human-centered attributes. Marcel encouraged listeners to subscribe to his Substack for further insights on effective human-centered leadership. Bio: Marcel Schwantes is a leadership coach, speaker, author, and advocate for more humane workplaces. He partners with organizations tired of burnout, disengagement, and hollow cultures — and ready to build something better. Marcel’s work includes: Executive coaching Leadership development programs for managers Keynote speaking and workshops Executive roundtables and culture strategy sessions Marcel is the author of Humane Leadership: Lead with Radical Love, Be a Kick-Ass Boss. Whether coaching a CEO or training a leadership team, Marcel’s #1 goal is the same: To help leaders become the kind of people others want to follow. Episode Timeline: [00:03] Introduction: Why fear remains a workplace epidemic [00:19] How fear kills creativity, collaboration, and profitability [01:06] Silence in meetings: The hidden cost of fear [01:58] Why fear stops innovation and risk-taking [02:34] Fear shrinks organizations from the inside out [03:51] Psychological safety and team performance (Harvard research) [04:26] Why leaders still dismiss “soft skills” [05:13] The cost of waiting for marching orders [05:49] Burnout, turnover, and quiet disengagement [06:03] What human-centered leadership looks like [07:10] Surfacing problems early vs. kicking the can down the road [08:10] Shared accountability and self-correcting teams [09:40] Leadership blind spots and fear-driven management [10:29] Burnout as the final warning sign [11:30] Why technical skills alone no longer qualify someone to lead [12:04] Raising human leadership capacity in the AI era [12:31] Closing thoughts and call to action Quotes: “If you want to know why creativity dies, why collaboration stalls, why your most talented people are quietly quitting — look for one thing: fear.” “When fear is prevalent, people protect themselves instead of serving the mission.” “You cannot afford to choose leaders based only on technical competence or individual performance. Those days are over.” Key Takeaways: Fear Is Expensive - Fear doesn’t just hurt feelings — it damages profitability, innovation, and long-term growth. Silence Is a Warning Sign - if meetings are full of nodding heads but no pushback, fear may be driving compliance instead of commitment. Psychological Safety Drives Performance - When employees feel safe to speak up, admit mistakes, and challenge ideas, performance and productivity increase. Human-Centered Leadership Solves Problems Early - Empowered teams raise concerns quickly, solve issues on the spot, and share accountability across levels. Leadership Blind Spots Create Fear - Many fear-based environments stem from leaders who fear losing control or respect. Coaching and self-awareness are critical. Technical Skills Aren’t Enough Anymore - In the age of AI and automation, the differentiator is human leadership capacity — the ability to help people flourish. Conclusion: Fear quietly shrinks organizations from the inside out. It limits creativity, slows innovation, and pushes good people toward burnout and disengagement. Marcel’s message is clear: if you care about performance, profitability, and long-term growth, you must care about human-centered leadership. The future of leadership isn’t louder authority or tighter control — it’s building environments where people feel safe enough to contribute their best thinking. The question every leader must ask: Am I creating safety — or am I creating fear? Because that answer determines everything. Resources: The book: https://www.amazon.com/Humane-Leadership-Lead-Radical-Kick-Ass-ebook/dp/B0CWG3PTL4/ Substack: https://marcelschwantes.substack.com/ LinkedIn: https://linkedin.com/in/marcelschwantes/ X: https://x.com/MarcelSchwantes YouTube: https://youtube.com/@MarcelSchwantes1 Instagram: https://instagram.com/marcel.schwantes/ Dr. James Doty Episode: https://www.marcelschwantes.com/dr-james-doty-the-neuroscience-of-manifestation/
	Modeling Compassionate Leadership with Marcel Schwantes	26 Feb 2026	00:10:30
Episode recap Don’t forget Marcel’s special offer to join his Substack community for $8.00/month. Subscribe here: https://marcelschwantes.substack.com/subscribe In this solo episode, Marcel argued that compassion is a core leadership strength, not a soft extra, and that alleviating others’ pain and suffering is a leader’s real work. Through examples like Jeff Weiner and Phil Lynch during 9/11, he showed how leaders who prioritize people, communicate openly, and make space for emotion build stronger, more connected organizations. When leaders show up in hard moments, teams heal faster and perform better. Bio Marcel Schwantes is a leadership coach, speaker, author, and advocate for more humane workplaces. He works with organizations that are tired of burnout, disengagement, and hollow cultures — and ready to build something better. Marcel’s work includes: Executive coaching Leadership development programs for managers Keynote speaking and workshops Executive roundtables and culture strategy sessions Marcel is the author of Humane Leadership: Lead with Radical Love, Be a Kick-Ass Boss. Whether coaching a CEO or training a leadership team, Marcel’s #1 goal is the same: To help leaders become the kind of people others want to follow. Timestamps [00:03] Why “soft skills” like compassion are actually essential leadership skills [01:05] Command-and-control vs. compassion: why old leadership models fail [02:00] Jeff Weiner on compassion as a lifelong practice, not a buzzword [02:52] Dr. James Doty’s definition of compassion and the science behind it [03:45] What compassionate leadership looks like in practice [04:32] 9/11 and Reuters: setting the scene for Phil Lynch’s defining moment [05:25] “People first, then customers, then the business” — a new priority in crisis [06:20] Keeping people informed, safe, and emotionally supported [07:15] Making space for grief, fear, and honest emotions at work [08:10] How compassion shaped Reuters’ culture and rippled to customers [08:30] Final reflection: Are you willing to be present with people when they’re suffering Key Quotes “If you want to measure yourself against the highest standard of leadership, you have to measure yourself against what people call the ‘soft stuff’—because it’s actually the hardest to master.” “Compassion is not weakness. Some of the strongest people I know are the most compassionate.” “Compassion is recognizing someone’s suffering—and then doing what you can to help ease it. It’s not hippy-dippy; it’s evidence-based and deeply human.” “In the middle of absolute mayhem, Phil Lynch gathered his team and said: ‘People first, then customers, then the business.’ That’s compassionate leadership in action.” “Leaders who create space for sorrow, confusion, and grief help their organizations heal and reconnect much faster.” Key Takeaways: Compassion is an essential leadership skill, not a soft extra. Compassion is often dismissed as “soft,” but it is one of the hardest and most strategic skills to master. It directly impacts engagement, trust, and long-term performance. Compassion is both recognition and action. It’s not enough to notice someone’s pain. Compassion means seeing the suffering and intentionally acting to alleviate it—in conversations, decisions, and policies. Science backs the power of compassion. Research highlighted by Dr. James Doty shows compassion is a powerful antidote to loneliness, depression, anxiety, and addiction, all of which show up at work. People-first leadership is clearest in crisis. During 9/11, Phil Lynch’s mantra—“People first, then customers, then the business”—became a north star for Reuters. Compassion isn’t theoretical; it’s how leaders rank their priorities when it matters most. Emotional transparency but safety and trust. By being open about what he and his team were feeling, Lynch gave others permission to feel and express their own grief and fear, creating psychological and emotional safety. Compassion shapes emotional culture. When leaders intentionally make room for grief, questions, and honesty, they shape a culture where people feel seen, heard, and valued—and are proud to belong. Love in action is a leadership practice. Compassionate leadership is ultimately love expressed through behavior: how you decide, how you listen, how you show up for people when they’re struggling. Conclusion Marcel’s message in this episode is straightforward and challenging: the future of leadership is compassion in action. In a world where mental health struggles and emotional pain are everywhere, leaders can no longer hide behind metrics and control. The story of Phil Lynch shows that when leaders put people first, especially in the darkest moments, they create cultures of trust, pride, and deep human connection. Compassion is not about being nice for its own sake; it is about being courageously present with suffering and choosing actions that reduce it. If you want your organization to come alive from the inside out, start with one question: How am I shaping the emotional culture around me—and am I willing to be present when people hurt? That’s where real leadership—and love in action—begins. Resources: Guest Mentioned: Dr. James Doty – Neurosurgeon and compassion researcher; previously featured on the show (link to that episode will be added to the show notes) People Referenced: Jeff Weiner – Former CEO of LinkedIn, advocate for compassion as a core leadership skill Phil Lynch – Former president of Reuters America, whose leadership during 9/11 exemplified compassion in crisis The book: https://www.amazon.com/Humane-Leadership-Lead-Radical-Kick-Ass-ebook/dp/B0CWG3PTL4/ Substack: https://marcelschwantes.substack.com/ LinkedIn: https://linkedin.com/in/marcelschwantes/ X: https://x.com/MarcelSchwantes YouTube: https://youtube.com/@MarcelSchwantes1 Instagram: https://instagram.com/marcel.schwantes/ Dr. James Doty Episode: https://www.marcelschwantes.com/dr-james-doty-the-neuroscience-of-manifestation/
	Building Emotionally Intelligent Teams that Outperform the Rest with Vanessa Druskat	19 Dec 2025	00:43:55
Episode recap Vanessa Druskat, social and organizational psychologist and author of The Emotionally Intelligent Team, joined the Love In Action podcast to unpack what truly separates average teams from exceptional ones. Her decades of research reveal that it’s not brilliance at the top or superstar individual contributors that drive sustained performance. The real differentiator is a team’s emotional ecosystem—the shared norms, routines, and habits that create trust, belonging, and collaborative energy. By shaping the everyday habits discussed, leaders can create a culture where people feel safe, energized, and committed—conditions that ultimately drive exceptional performance. Bio Vanessa Druskat is an associate professor at the Peter T. Paul College of Business and Economics at the University of New Hampshire. As an internationally recognized leadership and team performance expert, Vanessa Druskat advises leaders and teams at over a dozen Fortune 500 and Fortune Global 500 companies. She is the recipient of multiple research and teaching awards. She is the author of The Emotionally Intelligent Team. Quotes: “We spend a lot of time trying to hire the best people or fix people, but we don’t spend enough time asking the collective what it needs to work better together.” “To experience belongingness, a person must feel seen, known, understood, and supported by the entire team. We are wired to perform at our best under these conditions.” “Leaders have the power to change their teams’ cultures and add practices that respect members’ universal human need to belong.” Takeaways: Emotionally intelligent teams thrive by creating routines that build trust, psychological safety, and belonging. Successful collaboration is driven by helping team members succeed, improving constantly, and seeking new ideas. Understanding teammates’ unique strengths and personalities is key to engagement and high performance. Addressing unacceptable behavior with caring, actionable feedback strengthens team dynamics. Leaders should assess team needs regularly and set collective norms to foster a culture of continuous improvement. Timestamps: 0:00:02 Introduction & Episode Overview 0:02:40 Guest Welcome & Background 0:05:32 Motivations for Studying Teams 0:07:10 Defining Team Emotional Intelligence 0:10:40 Team Norms & Three Core Buckets 0:15:33 Helping One Another Succeed 0:16:37 Understanding Team Members 0:18:55 Demonstrating Caring 0:23:15 Addressing Unacceptable Behavior 0:29:43 Measuring Team Success 0:32:11 Groupthink & Decision Making 0:33:29 Speed Round: Personal Insights 0:36:26 Hopes for 2026 0:37:53 Leadership, Love, and Final Advice 0:40:53 Connecting with Vanessa Druskat 0:41:41 Closing Remarks Conclusion: As we wrap up this episode, remember that extraordinary teams aren’t built by perfect individuals—they’re powered by collective trust, curiosity, and care. Let today be your reminder to reach out, understand, and uplift those around you. When we lead with empathy and foster true connection, the results speak for themselves. Here’s to building teams where every voice matters, and collaboration leads the way. Links/Resources: LinkedIn - https://www.linkedin.com/in/vanessa-druskat/ Website - https://www.vanessadruskat.com/ Team EI Survey – https://www.vanessadruskat.com/survey Book - https://www.amazon.com/dp/1647824877?tag=bk00010a-20&th=1&psc=1&geniuslink=true University of New Hampshire - https://paulcollege.unh.edu/person/vanessa-druskat
	Stephen Van Valin: The Keys to Amplifying Meaning at Work	25 May 2023	00:54:31
Show Notes: “I see purpose as being the engine that drives meaning”. [15:48] There is no transcendent singular purpose in life, there are many levels, for example, transformative and transactional, like in our work and relationships. Stephen Van Valin, author of The Search for Meaning at Work, explains how as we make progress toward these purposes, a sense of meaning kicks in, furthering motivation towards the purpose. “How do you become friends with your co-workers when you gotta get stuff done!?” [27:00] Co-Host Robb Holman asks this facetious question when it comes to one of the 11 amplifiers of meaning, a work partner. Steve says creating relationships needs to be purposeful; we need to make connections, whether we’re virtual or in the office. He has some great personal and work questions to get those connections going, like, what gets you stressed at work? “Clear goals, hardstop deadlines, and being communicative and recognizing when they happen will set you up for success when you have even bigger challenges the next time.” [33:41] How do you amplify the team? Steve makes the analogy of a work team to a sports team, showing how they rally together and galvanize toward a common goal. The bottom line is doing the job together while having fun and enjoying each other to be unified. “It’s about managers realizing that people wanna please them, and then being able to play that back to people… by really thinking about what difference did it make that will help people feel like they matter in this equation.” [39:53] So many of our listeners are leaders in their organizations, so really tune into the manager amplifier. Steve brings up a popular phrase, ‘catch people doing good’. So many employees want to be noticed, given respect, and appreciated. By catching the good managers, they are perpetuating and continuing that winning behavior. “You can’t just check your soul at the door and come to work for someplace that is not aligned with your values.” [44:55] As Steve says, the spirituality amplifier guides all decisions in our lives. If it's not at least in alignment at work, those with a strong tie to spirituality or faith will be the first to leave. “Step outside yourself as a leader and think about the purpose of those people within your purview and the purpose they have for their life whether it's transactional, transformational, or even transcendent and then how you can amplify that back to them to help them feel the meaning at work.” [50:43] Challenging you to step outside yourself, Steve explains that by amplifying your employee, co-worker, and team's purposes, you are not only getting a lot done but also creating a sustainable relationship in the workplace. Mentioned in this episode: www.amplifymeaning.com The Search for Meaning at Work: Unleashing the Hidden Power of Purpose to Engage and Fulfill Your Workforce Steve Van Valin on LinkedIn Robb Holman Marcel Schwantes Send Marcel a text message!
	Peter T. Coleman: How to End Toxic Political Polarization	18 May 2023	01:01:31
Show-Notes: “We’ve gotten to a state that I see as toxic… it’s an environment where half of Americans have become estranged from someone in their own family over politics… That trickles into the workplace, neighborhoods, buildings and communities.” [12:50] Dr. Peter T. Coleman, author of The Way Out, explains what Political Polarization is. A little polarization, choice, and differing views are healthy and even good for change and progression. BUT we have gone beyond ‘a little polarization’ through media, the internet, and current society; we have gotten completely toxic. “The shocks that took place in the 60’s set us off on a path and there hasn’t been a real correction since then.” [21:58] How did we get here? How did we get to such a place of division and polarization? Dr. Coleman brings it back to the 60’s, a time of major shocks from assassinations and anti-government movements. Events like 9/11 or even COVID, which should have united us and brought us together, have further separated and divided us, creating further contention. “We all end up living in these parallel universes where we can believe what they believe, and vice versa.” [23:54] My reality versus your reality— Dr. Coleman calls this ‘American Psychosis’. This is a broken and disillusioned mindset that has occurred due to the isolation, segregation, and extreme polarization characterized by extreme differing political views. “So many of us feel powerless because we can't change structures at the government level, we can't change the way the media follows a narrative, or the algorithms in social media.” [38:14] Marcel brings to light the feelings of so many who are stuck and feel miserable with this current division. But how can we make change? How can we nudge forward? “We get comfortable in our story, our narrative, our values. You have to push yourself to branch out and get other voices.” [40:30] What’s a step toward the way out of toxic polarization? Dr. Coleman suggests finding three ‘frenemies’, trusted people on the other side, and those with differing points of view. You don’t have to understand or agree, but you need to hear them out and make space for differing perspectives. This helps you break past your limited reality. “Can you find somebody… it might be in your family, it might be at work, or in your community... that you can reach out to and just listen?” [47:53] Among some of the systems used week by week to break through the polarization, Dr. Coleman encourages you to seek out someone you may know who you don’t see eye to eye with. You can end the meeting agreeing to disagree, but take a walk, get out in nature, and just listen. You may find out you have something to learn on both sides! “If you can try and get a sense of ‘I can do this... I can try this out...,’ that gives people a sense of hope. It gives people a sense of efficacy that they can actually do something.” [53:00] Dr. Coleman hopes his readers find hope in his book. We all feel miserable, anxious and lost and it’s important to have a sense of hope and possibility. Mentioned in this episode: The Way Out Peter T. Coleman (@PeterTColeman1) on Twitter How to Save the U.S. From a Second Civil War \| Time Political Courage Challenge Starts With Us Bridging Divides Initiative Marcel Schwantes Send Marcel a text message!
	[REPLAY] Dorie Clark: The Long Game	11 May 2023	00:44:08
Show Notes: “Really what I focus my work on is helping people and helping companies figure out, in the very crowded marketplace, how they can get their best ideas heard.” [8:08] Dorie Clark introduces the inspiration behind her work and her book, The Long Game. “During COVID, it’s almost like forget the long term game, everybody’s all of a sudden in reactionary mode. How do we pivot!?” [10:50] Marcel comments on the broad shift in short term versus long term thinking due to COVID-19 and changes necessary from the pandemic shutdown. “We’re forced into doing long term thinking if there are specific goals we want to attain.” [14:50] Why is long term thinking so hard? Dorie shares a quote she included in her book as she explains the motivation and pain points surrounding long term thinking. “Why is it that we can’t stop this relentless, short term, crazy busy, ‘FOMO’. ‘I can’t measure myself up to the standards of these celebrities’ that causes a lot of anxiety for me, and unrealistic expectations. We just get busier and busier and busier. So how do we stop this pursuit?” [16:37] Marcel questions why we, as a culture, feel the need to be unrealistically busy. “I threw myself into work, as a way of just distracting myself. The way that I think about it is like how they put patients into a medically induced coma so that their bodies can heal, because if they were awake, they just couldn’t take it. So work can be like your medically induced coma.” [21:48] Dorie shares a personal experience as part of her reasoning for throwing herself into work and staying busy, making the comparison to overworking as a “medically induced coma”. “All the forces are going to be mitigating against it because it's always more convenient for other people if you say yes to them. So nobody is going to help you with this.” [24:22] It’s easy and sometimes the right thing to say yes often when you’re early in your career. But Dorie stresses that at a pivotal point in your business, you have to start farming the things that are already working and no longer hoping that every small opportunity might turn into something. “So one of the ways that we can really focus on the long term is having a clear, defining North Star.” [27:28] Marcel asks Dorie to elaborate on what it means to find your North Star—the idea of reinventing yourself or instead remaining stagnant. “The strength that we have as professionals, and the thing that actually makes us valuable, is understanding that different things, different skills, are called for at different times. And you have to be smart enough to understand when and how to apply those skills. ” [32:00] Dorie explains the 4 career waves in her book: Learning, Creating, Connecting and Reaping. “What I think is a valuable thing for us to notice, and to recognize, and to reward is oftentimes in any journey that is a fairly significant one, there is a vast distance between the time when you commit to something and the time you reap the reward for doing it. And in between it is NOT a steady progression.” [41:35] Dorie, in closing, highlights the remarkability of being the kind of person who can preserve under the conditions of long term thinking. She shares about her free self assessment for Long Game Strategic Thinking. Mentioned in this episode: Download the free Long Game Strategic Thinking Self-Assessment Dorie Clark Dorie Clark (@dorieclark) on Twitter Dorie Clark on Facebook Send Marcel a text message!
	Morag Barrett: Why We All Need a Friend at Work	04 May 2023	00:48:15
Show Notes: “In You, Me, We, what we’re doing is empowering all of us to go first. Instead of asking, “Do I have a best friend at work?" ask the question, "Am I a friend at work?” [14:55] Morag talks about her reframing of the Gallup question, "Do you have a best friend at work?” and puts the emphasis on the individual to ensure friendship at work by BEING a friend. “Being a friend at work does not mean I want to take you home to meet my mother. It means that for this project in this organization, we can work respectfully together to achieve the same result that ultimately means success for all.” [19:19] A lot of people might be turned off by the term “best friend” at work, but it doesn’t have to mean anything outside of work. If your work friendship bleeds into your outside friendship, great, but if not, that’s okay too. “When you leave the room or announce you’re moving on to pastures new, is there a collective sigh of relief from your team or a sigh of, I’m gonna miss you?” [22:53] Marcel asks Morag about what an ally is or how one can be a best friend at work. Morag talks about the two parts of knowing if people consider you an ally at work. “Give to help make other people better.” [29:59] The first practice of the Ally Mindset is abundance and generosity. How can we give in a way that fits in our priorities to enable you and others to be the best? What’s a great way for a leader to give? Mentorship - just like Marcel’s old boss Bruce. “Being able to ask for help, being able to give help and accept it…that only comes when we have human connection.” [34:50] The second practice of the Ally Mindset is Connection and Compassion, in the ebb and flow of colleague needs and struggles, how are you easing their load? Knowing your co-workers' stories and their backgrounds helps you connect to them on a deeper level and not only helps you see their strengths and assets to be used as a team but also the areas in which you can step up and help them. “What have we agreed to do? How are you moving forward? And taking personal accountability?” [40:55] The last practice of the Ally Mindset is Action and Accountability. The previous ideas are easy to talk about, but putting them into action consistently is where the work comes in. Morag elaborates on this practice as a way to keep accountability sans the dreaded passive aggression. “I’ve learned that bringing my human to work, letting that mask fall down, is the differentiator.” [42:38] How do we lead with practical, actionable, and professional love in the workplace as leaders? Morag presents a challenge to the listeners to LOOK UP, SHOW UP and STEP UP one day, one conversation at a time. “We have to come to the table. We have to begin to listen to each other. We have to at least be present with one another to understand someone else’s perspective and show up with our empathy.” [45:35] Marcel echoes Morag’s final thoughts about the divisiveness, not just in the workplace, but also in the world. Mentioned in this episode: Ally Mindset™ Profile You, Me, We - SkyeTeam Morag Barrett on LinkedIn Marcel Schwantes Send Marcel a text message!
	Marcel Schwantes: The Future of Work is Human	27 Apr 2023	00:04:38
Show Notes: “The business world wrongly assumes love to be an emotion rather than a behavior or an action that leads to tangible results.” [00:53] Love is not just a fuzzy emotion; when used as a business strategy, it is a powerful agent of change and growth. This is the force behind Love in Action and Marcel’s work to promote leadership practices founded in love. “As the workplace becomes steeped in the digital age, as AI and Chat GPT become ever-present, and as human-like robots and automation begin to change every industry around the world, here’s a reality check: the workplace has changed forever. We are never going back." [1:45] Regardless of our technological advances, humans are, at our core, designed to connect relationally. Leaders must adapt accordingly and continue to operate with humanity, even in the digital age. “In one study, researchers also found that a culture of love led to higher levels of employee engagement, greater teamwork, and employee satisfaction... This kind of love in action improves performance and leads to better results for everyone. It is truly the future of work.” [3:30] Marcel announces his new book, The Future of Work is Human, to be released in the fall of 2024. Packed in this book will be six Love in Action principles backed by research and studies just like this one. Mentioned in this episode: Marcel Schwantes Send Marcel a text message!
	Marcel Schwantes & Robb Holman: Strategies to Counter the Mental Health Epidemic in the Workplace	20 Apr 2023	00:29:36
Show Notes: “Harvard Business Review found that half of millennials and 75% of Gen Z’s have quit their job for mental health reasons”. [2:50] Regardless of generation, the mental health epidemic is a huge problem. Robb Holman quotes this study and discusses the impact leaders must have to not only keep these groups from quitting their jobs but also help them thrive and succeed in the workplace. “As leaders and managers, we’ve got to know... We’ve got to have a finger on the pulse of how our people are doing and opening up conversations.” [6:09] Robb talks about how genuine connection happens when leaders open up the highway of communication that release transparency. “Our human nature is that we long for connection, and we want to feel connected to our peers, co-workers, and especially our bosses." [8:10] Post COVID we are reeling from the effects of being disconnected in the workplace. Marcel points back to science, and research supports the need for relational aspects at work. “In order to boost the mental health of your employees, you need to take care of yourself first if you’re a leader.” [11:22] How can managers and CEOs lead others if they themselves are dysregulated? Modeling the way to highly engaged, motivated, and emotional wellbeing has to, as Marcel says, start at the top of the hierarchy. “We need to take a 10-minute break to calm down our brain activity.” [17:30] Neuroscience says that when working intensely for 80 to 120 minutes, we need to de-stimulate for about 10 minutes. Marcel recommends that leaders not only practice themselves but encourage employees to do the same. “How do I build a great leadership team to take our company forward?” [21:59] In the Mailbag segment, Robin from Vancouver, Canada, shares how, as her company is growing, leadership problems are arising. Robb and Marcel talk through her challenges. From Robb, he encourages that once she has the right people in the right places to allow voices to be heard and valued. Marcel talks about the importance of modeling organizational values and virtues and finding people or leaders who embodies those values and virtues. Mentioned in this episode: Robb Holman Marcel Schwantes Send Marcel a text message!
	Mohammad Anwar: Love as a Business Strategy	13 Apr 2023	00:57:54
Show Notes: “In a deep moment of introspection, I realized [the business failure] wasn’t the market conditions, this wasn’t our customers, this wasn’t our team; this was actually MY fault.” [07:21] When his company, Softway, was just about to go bankrupt, Mohammad sought advice in an unexpected place, football. It is via an interview with Houston’s coach that he discovered the impact of love in a team that could truly transform his leadership and his business. “I asked at a town hall meeting of 100+ employees, if trust had improved between them and I...and only two people raised their hands''. [24:55] A year and a half into his journey of changing his ways, policies, and behavior as a person and a leader, this was a wake up call response. Mohammad, after deep reflection, realized he could not build trust until he sought forgiveness for the leader he once was, and that was when it all shifted. “You might have coworkers who mistreat you, bosses who mistreat you, but you look at all the perks and benefits, and those are just temporary golden handcuffs on your wrists.” [30:20] Take a look at companies with infamously good culture offerings: free food, leisure activities, etc. Are these contributing to a positive culture, or are they, as Mohammad calls them, "golden handcuffs" - benefits and perks that allow employees to overlook toxic workplace habits? “Culture is nothing but the emotional environment of how we feel about one another, how we treat one another, and how we behave with one another." [30:40] Mohammad shares an impactful definition of culture, and it all goes back to the impact your behavior has. If you want to change culture, you must change your behavior, and it starts all the way at the top with the CEO and founder “We realized that the secret sauce was that these 6 behaviors were exhibited by everyone in the company: inclusion, empathy, vulnerability, trust, empowerment, and forgiveness.” [34:20] Mohammad looked into the success of his company to see what was truly working and making all this success come together after his leadership shift. He wrote in his book, Love as a Business Strategy, about these six pillars he found in his workplace that work together like the cylinders of a car engine toward harmony and high performance. “As leaders, we have to build self awareness of our own behaviors and understand how we think we are coming across versus how people are actually experiencing us.” [49:33] Mohammad’s journey, at its core, is all about self awareness; he noticed his behavior and how it was impacting his team and his company, and he changed. Many believe toxic leaders can’t change and that it won’t have an impact, but he is proof that the culture and behaviors present in your business will affect the bottom line every time. Mentioned in this episode: Mohammad Anwar on LinkedIn Mohammad Anwar on Facebook Mohammad Anwar (@mfanwar) on Instagram Culture+ Softway Solutions Love as a Business Strategy Podcast Marcel Schwantes Send Marcel a text message!
	Marcel Schwantes and Robb Holman: Grieving Is the Pathway to Resilience	06 Apr 2023	00:34:43
Robb Holman is back to co-host alongside Marcel Schwantes as they go through the rarely discussed business topic of grief. Grief has a big effect on employees at work, and Robb gives helpful tips on how organizations can be more helpful during this time. "The true cost of grief in the workplace is often underestimated." [4:55] Robb walks through what The Recovery Village has to say about grieving at work. Employees need to schedule support and flexibility around grief, but many workplaces fail to address these needs openly. Daily stress levels of grieving employees can lead to poor decision-making and increased risk for things like addiction and injury. "In order for people to be productive, we’ve got to nurture the heart." [8:53] Robb and Marcel discuss a real-life example of how grief affected a manager at work and the importance of bereavement leave policies. Grieving people need the time and space to get well. In a healthy workplace, people huddle around and support those in need. "If we want to be resilient, grieving is a topic of conversation that needs to be infused into that. If we don’t, if we just continue in the name of resilience, we will run dry." [12:02] Robb discusses the importance of leaders being in touch with their own grief and mental health. When leaders have a handle on what’s going on in their personal lives, they can show up better and provide more support for their staff. "I think everyone grieves differently." [13:29] Robb highlights four unique ways people react to and deal with grief in their lives. For some, it is a very physical process. Others prefer talking to a friend or a professional or grieving through prayer and meditation. Marcel touches on the importance of finding a supportive community. "The biggest resource I can offer somebody right now... is to find a support community." [14:34] Marcel talks about what someone can find by coming to an environment where there are people to support them and love on them through the grieving process. "If we want to make sure to greatly serve, encourage, and support those on our team and in our lives, it starts with each one of us." [16:42] It’s important to be aware of the different types of grieving, some of which are more subtle. Grieving doesn’t always mean someone died. Layoffs and job losses can be a tragic event to process, especially if you’re the primary earner in the family. Other tragic non-death events include divorce, moving to a new location, and drastic workplace changes. "The most aspirational aspect of leadership is to look at the whole person and not just as an employee." [21:34] Marcel talks about how a leader shouldn’t look at employees as an 8 am–5 pm transaction. If things aren’t going well at home, chances are it’s going to disrupt them in the workplace. Taking the time to find out what’s going on in their employees’ lives helps leaders be better sources of support. "Remain committed with your team members, with your people, to engage in an ongoing process of how they’re feeling throughout the change." [25:24] Robb answers the mailbag segment about how to support employees through a merger or an acquisition. A willingness to be honest with emotions allows leaders to enter into a shared space with their team, which helps them feel less alone. Marcel touches on how leaders sometimes lose their identity and the importance of coming back to shared values. Mentioned In This Episode: Robb Holman The Recovery Village article on Grief Marcel Schwantes Send Marcel a text message!
	Keith Nealon: How Bazaarvoice Supports Employee Mental Health	30 Mar 2023	00:46:08
Thousands of the world’s leading brands and retailers trust Bazaarvoice technology, services, and expertise to drive revenue, extend reach, gain actionable insights, and create loyal advocates. Visit bazaarvoice.com to learn more about how they can help your brand with user-generated content solutions, sampling campaigns, social media commerce and publishing, and more. Show-Notes: “We had to talk about mental, physical, and emotional health. It wasn’t easy at first, but it was so worth it.” [12:45] Keith Nealon talks about how he, as the CEO of Bazaarvoice, acknowledged mental health challenges. He focused on vulnerability and different employee situations to make sure no employee felt alone. “We’ve had a lot of discussions on finding those things that fill your cup or fill your soul, not simply occupying the mind.” [18:25] Creating outlets, supplying mental health support services, and clearly defining priorities are some of the ways, among many others, that Bazaarvoice is using to support their employees against burnout. “You have to normalize this issue of mental health and well-being, and bring it into every conversation.” [30:14] This important idea cannot come out of nowhere; it needs to be intentional and talked about. Keith shares how he related and shared his personal experiences and toolbox with his staff. The offering of helpful apps, services, and policies like “no meeting therapy” helps normalize this initiative. “If folks see the CEO is human and not superhuman, there is less fear about admitting the issues.” [32:40] Keith is setting an example as a CEO of his humanness and how it's okay to talk about this topic. It is the leader's responsibility to break the stigma and create an environment where employees feel safe to open up. “There is culture, and then there is connection.” [35:34] How do you keep up with company culture when everyone is spread out and working remotely? Keith names many ways they create connections, including company all-hands meetings, department all-hands meetings, in-office events, fun-focused Slack chats, and an employee-led “culture crew”. All of these feed into the positive human connection and fun environment at Bazaarvoice. “The leadership of the company is a reflection of that love that I want to bring into the organization.” [40:27] From the familiar saying, ‘people leave managers, not jobs’, Keith highlights the importance of choosing caring, empathetic leaders to reach the employees. With over 1300 employees across the globe, Keith can be with everyone, so by making choosing the right leaders a focus in his role, he can greatly impact his staff with love. Mentioned in this episode: Bazaarvoice Bazaarvoice ROI Calculator keith.nealon@bazaarvoice.com Keith Nealon @keithnealon on Twitter Forrester Consulting Study Modern Health Marcel Schwantes Send Marcel a text message!
	Fox & Rob Richardson: The Untold Story	23 Mar 2023	01:07:07
Show Notes: “You don’t just wake up one day and say hey I’m gonna go rob a bank; there are things that kind of ultimately ease you up to that space.” [18:42] As Fox and Rob tell the story of how they met, their future seemed so bright. When did robbing a bank become a considerable option and what happens to take your mind to go to such an extreme place? Rob explains all of the circumstances and exhausted options that derailed their family plans. “The American Dream Syndrome is a science, it’s the foolish desire to achieve the American Dream by all means necessary.” [22:10] Rob's story is like many others, who are fueled by success with clouded judgment. An explanation for their choice to rob a bank is bound in this definition of what he also calls Urban Survival Syndrome. “Everything that we needed, we already had. We had each other and we had our freedom.” [24:12] Fox shares that it was an immediate realization that they had just destroyed the very thing they had been trying to save. Not days later, or at the trial sentencing, but as soon as she heard the police sirens that day. “This is the 21st century, in the United States of America, and Systemic Racism is still going on.”[33:30] Fox and Rob are college-educated individuals, Rob served in the US Navy, and this crime was his first offense. Yet he was still sentenced to 60 years in prison. The sentencing story is one that will shock and enrage you at the injustices still present. “To be free is to free others." [54:57] Rich Family Ministries is the social justice ministry that Fox and Rob began after his release, helping others with law education and information that may have found themselves in a similar situation. No one better than this family can prove that time is valuable, and since beginning the ministry they have saved a collective 3300 years of served prison sentences. “Love conquers all; it is the most divine chemical in the universe.”[58:50] Their new book, Time, is Fox and Rob’s untold story about love and strength. And while this interview might not be like others, the message of love is more powerful than ever. Mentioned in this episode: FoxandRob Fox and Rob Rich (@foxandrob) on Instagram FoxandRob on Facebook FoxandRob - YouTube Rich Family Ministries Marcel Schwantes Send Marcel a text message!
	Modeling Servant Leadership with the “Sing Second” Theme, Featuring Dean Wegner	12 Dec 2025	00:33:29
Episode recap What happens when a West Point–trained Army Ranger turns his convictions about faith, entrepreneurship, and country into a fast-growing, American-made apparel brand? In this episode, Marcel sits down with Dean Wegner, founder and CEO of Authentically American, to explore how military discipline, servant leadership, and a mission-driven business model are reshaping what “Made in the USA” can mean today. Note: You can purchase one of the sweat-activated T-shirts here: https://www.authenticallyamerican.us/collections/army-west-point-screenprint If you use the code FOUNDER, you will get 25% off. Bio: Dean Wegner is the Founder and CEO of Authentically American, a Veteran-owned, American-made premium apparel brand. They are a company that celebrates patriotism, supports the American worker, and donates 10% of its profits to Veteran and First Responder charities. A West Point graduate, Dean served 7 years as a helicopter pilot and Army Ranger. Dean and Authentically American have been featured in Forbes, Inc. Magazine, FOX News, MSNBC, Nasdaq, Newsmax TV, and SiriusXM Radio. Quotes: “When things are really challenging, you cannot do it on your own. You need a team.” “No one cares about how much you know until they know how much you care.” “You do not get to sing second unless you have a tireless work ethic.” Takeaways: Servant leadership becomes even more important in moments of difficulty Values create the foundation for how a leader shows up each day Having a Ranger buddy or trusted partner increases your chances of success Great ideas do not always come from the leader; they come from the team Mission-driven work fuels perseverance and purpose Timestamps: [01:55] Dean joins and aligns with servant leadership [02:13] Dean shares his personal story and values [03:27] What Authentically American is and why American-made matters [04:38] The impact of creating American jobs [05:45] Business model explanation and pricing strategy [06:49] Military experiences shaping Dean as a leader [08:53] The meaning of sing second and respect in leadership [11:15] Leadership lessons from Ranger School and corporate life [15:20] Servant leadership during challenging times [16:27] Counterintuitive leadership lesson about thought leadership [18:15] Advice for aspiring founders and servant leaders [19:16] Future growth and building a sales team [20:34] Dean demos the sweat-activated T-shirt [23:29] Custom apparel for businesses and nonprofits [24:08] How Authentically American serves charities at cost [25:09] Speed round: family, fitness, and inspirations [27:29] Dean’s biggest hope for 2026 [28:33] Leading with practical love in action [29:19] Final takeaway about having a Ranger buddy [30:09] How to connect with Dean and the brand [31:06] Closing remarks and Army-Navy game reminder Conclusion: Dean Wegner leaves listeners with a clear message that leadership is ultimately an act of service. Through his military lessons, commitment to American manufacturing, and daily devotion to putting others first, he demonstrates that meaningful leadership is built on humility, teamwork, and purpose. His story calls us to lead with care, stay rooted in our values, and pursue missions that create real impact in the lives of others. Links/Resources: Website: https://www.authenticallyamerican.us/ Dean Wegner on LinkedIn: https://www.linkedin.com/in/deanwegner93/ Facebook: @AuthenticallyAmericanCo Instagram: @authentically_american
	Karolin Helbig and Minette Norman: The Psychological Safety Playbook	16 Mar 2023	00:47:36
Show notes: “Beyond the definition, Psychological Safety is a deeply human feeling.” [11:21] Psychological safety is the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. Minnette Norman explains what psychological safety is and the immense benefit this environment brings to an organization. “Psychological Safety is not what happens by default.” [13:26] Karolin Helbig explains the two big barriers when it comes to understanding and implementing Psychological Safety. Firstly, we are biologically wired to avoid risk, it’s not easy to speak up. Secondly, the traditional model of leadership; we have been conditioned to view vulnerability as weakness. “Courage, to me, is one of the most fundamental skills that a leader has to have in order to create a psychologically safe environment” [20:40] Marcel speaks on Play #1 from The Psychological Safety Playbook. While any of these plays can be learned and implemented in any order, and you can use them at your will BUT Karolin and Minette chose Communicate Courageously to be first because of the fundamental basis of courage as a leader. “Really truly listening with the intent of understanding the other person is an art” [26:45] How often are you wholeheartedly listening with no distractions? Karolin explains, Play #2: The Art of Listening, and how to practice this muscle of listening and learning to be committed to understanding others, without the need to be right. Closing down external distractions is the first step, but what is more tricky is going internal and clearing the distractions from our minds. “There is a stigma often in business settings to acknowledge that we’re going to fail on the way” [34:10] When it comes to Play #4: Embrace Risk and Failure, Minnete explains that in order to be innovative and be successful, there will be failure. It is crucial that leaders talk about failure openly and not be afraid of it and instead say, what can we learn from it? “Suffering at work…we spend most of our waking hours at work, that means suffering at life” [42:05] Suffering is real on many levels. Creating Psychological Safety in your organization can create more positivity. It is Karolin and Minette’s hope in their contribution with this book to reduce suffering and create value in the lives of leaders and their teams. Mentioned in this episode: The Psychological Safety Playbook Karolin Helbig Karolin Helbig on LinkedIn Minette Norman Minette Norman on LinkedIn Marcel Schwantes Send Marcel a text message!
	Cary Cherniss: Leading with Feeling	09 Mar 2023	00:47:08
Show-Notes: “When I think of leadership, I think of a very effective shepherd. A really good shepherd is there to guide, protect, and correct.” [3:00] What does it mean to be a good leader? Robb Holman helps Marcel kick off the episode by discussing the elements of good leadership. "Whatever you can do to remain committed in a place and foster a culture within your team dynamics of getting to know the person before the professional, leads to a more unified team."[11:44] Robb shares his thoughts on the mailbag segment question leading into Marcel's point about healthy working relationships and culture where it's safe to ask for help. “Emotional Intelligence is the ability to accurately perceive, understand, use, and manage our own emotions and those of other people.” [21:58] It’s a buzzword, overused and with some controversy but guest and author Cary Cherniss clears the air with a definition of Emotional Intelligence, as he and Marcel discuss its application in leadership. “It’s not just being aware of your emotional surroundings…outstanding leaders [monitor the emotional climate] periodically.” [25:10] If a leader is not able to “read the room” and monitor the emotional climate, no intervention can lead to tension and larger problems in the workplace allowing negative emotions or conflict to grow. “Enthusiasm is probably the most important [feeling that leaders should be showing more of].” [33:51] What does Enthusiasm really mean? A genuine expression of enthusiasm as a leader is not only about showing your excitement but your authentic positive mindset and optimism. Regardless of your personality type whether introvert or extrovert you can express enthusiasm in your own way to impact the people around you. “Keep in mind that the people who are looking up to you are going to imitate how you’re feeling.” [39:45] For leaders who are experiencing a difficult time like extensive layoffs, your remaining staff will feed off of your emotions. Cary shares a story from the book about how one leader gave space for herself and her team to discuss their feelings about a big layoff and then influenced a positive shift by looking to the future with a discussion on what was next for the company. Mentioned in this episode: Leading with Feeling - Cary Cherniss; Cornelia Roche - Oxford University Press Cary Cherniss \| GSAPP Robb Holman Marcel Schwantes Send Marcel a text message!
	Bob DeKoch: Leading with Care in a Tough World	02 Mar 2023	00:35:49
Show Notes: “There is a natural tension between serving people and doing everything needed to get them engaged and the reality of the results and mission of the organization.” [8:19] What does the subtitle ‘Beyond Servant Leadership’ from Bob DeKoch and Phil Clampitt’s book mean? Bob describes “beyond” as bringing that tension together, where motivating and serving meet. “We propose the side of caring that we call, deep caring.” [9:42] There are varying levels of caring and Bob briefly explains the discussion of these levels in the book as shallow vs deep caring. Shallow caring places focus on the short term like perks with birthday celebrations, or pool tables in the break room. Deep caring lives in the long term with more focus on goals, development, and self-actualization. Deep caring is less about appeasement and more about growth. “We have to have a respect for continuous learning not only through on-the-job experience but through coursework, seminars, working in organizations, and other methods.” [14:25] Marcel comments on the value of lifelong learning Bob and Phil highlight in the book. Bob explains it as a need for the best of the best and they can only be a lifelong learner. Leaders cannot be stuck in their ways; they have to have the willingness to grow leadership skills. And when you don’t your people feel that lack of commitment. “The kind of kindness that’s important has an empathetic factor, a listening factor, and an understanding factor. That’s necessary to engage people but it’s not an indication you’re soft.” [19:03] Too often people think kindness is soft or weak, but Bob gives examples of the impact of kindness in the workplace. The communication in making choices and decisions in an organization is a big part of that kindness and a benefit as well. “It takes self-reflection and honesty with yourself about how you’re coming across.” [20:43] When you become a leader you don’t check your humanity at the door. Through coaching, reflection, and self-awareness, leaders can change their behavior to become kinder if they understand what they’re doing and how it's affecting their organization. At times leadership feels like a race to check off the boxes, but it’s important to slow down and reflect on how you’re doing that. “The command style might be necessary sometimes but in a caring environment…not often” [24:16] Caring leaders coach not command, is one of the 9 principles from the book, Leading with Care in a Tough World. Bob explains that subtle coaching happens every day by listening and having conversations work out a path. Caring and coaching are about making suggestions, helping overcome barriers, creating action plans, and facilitating employees in success. “Leaders have to listen, but they have to accomplish the organizational mission as well.” [28:49] Marcel brings the questions to the current landscape in the workplace with hot-button topics when it comes to political activism. How should leaders respond? Bob says it’s about listening to differing points of view, and finding balance and respect on both sides. But it’s also important to maintain the objective of the organization and where that comes into play with the employees. Mentioned in this episode: Leading with Care in a Tough World Phil Clampitt on LinkedIn Bob DeKoch on LinkedIn Marcel Schwantes Send Marcel a text message!
	Marcel Schwantes & Robb Holman: What It REALLY Means To Value Your People	23 Feb 2023	00:27:57
Show Notes: “Valuing your people…what exactly does it mean?” [7:16] Valuing your people is more than just a raise or promotion, or mutual respect. Marcel asks Rob what it really means, sparking a discussion that goes deeper than the value of our title but is built on our humanity, relationships, and trust. “How would you rate your self-worth (your value), if you were stripped of everything you know?” [8:25] Rob proposes a hypothetical situation for the listeners in a challenge to rate themselves just as their unique self, the way a young child might. We are much more than our titles, of leader, co-worker, brother, sister, etc. We have a lot of value to give and leaders need to dig deep beyond the surface to value their employees with relationships. “One of the tenants I see people failing in to truly value people is….they have to listen to them RECEPTIVELY” [11:44] Too often as Marcel reminds us, we speak more than we listen. Rob and Marcel discuss listening receptively as a way to build trust and community with our teams. “You have to be able to reach out to people and get to know them on a personal level, to build that trust for them to feel valued.” [14:15] It all comes back to relationships, Marcel explains how only when you make the effort to get to know your people can all of the other tenants of leadership come into play. “When you get to where people trust each other in the workplace…it brings people together to do great work.” [15:50] Trust and value go hand in hand. In order to value your people, you have to trust them and they have to trust you. This is the hallmark of Marcel and Rob's conversation: building trust is essential in valuing your people, and there are limitless benefits from this culture in the workplace. “You don’t want to micromanage but you do want to be present with your people, especially when it counts.” [25:50] To round out the show, Marcel and Rob take a question from the “Mailbag” from Javier, a listener in L.A. who asks how to balance employer autonomy and leadership presence. Marcel and Rob walk this line and talk about what really matters when it comes to being present as a leader. Mentioned in this episode: Robb Holman Marcel Schwantes Send Marcel a text message!
	Amy Gallo: Getting Along: How to Work with Anyone (Even Difficult People)	16 Feb 2023	00:51:51
This episode is brought to you by Businessolver. Since 1998, Businessolver has delivered market-changing benefits technology, and services supported by an intrinsic responsiveness to client needs. The company creates client programs that maximize benefits program investment, minimize risk exposure, and engage employees with easy-to-use solutions and communication tools to assist them in making wise and cost-efficient benefits selections. Founded by HR professionals, Business solver's unwavering service-oriented culture and secure SaaS platform provide measurable success in its mission to provide complete client delight. Clean Up Your Side of the Street When it comes to workplace relationships, Amy shares foundational tips that will apply to working with all of the archetypes. Raise your self-awareness, get the big picture, and ask yourself, “How can I make sure my thoughts, actions, and behaviors are aligned with my values and goals in my relationships” [15:12] Be cognizant of how you can be inviting or triggering behavior of the “difficult people” you may face at work. The Archetypes In this episode, Amy and Marcel cover three archetypes: The Passive Aggressive Peer When working with a co-worker demonstrating passive-aggressive behavior, consider “What is the underlying message?”. [21:36] Oftentimes passive aggressive behaviors come from a place of fear, insecurity, or desire to avoid conflict. Frame conversations and interactions in a way that may open up their true thoughts or message and invite a safe place. The Pessimist Working with a pessimist co-worker can create a negative fog in the workplace. It’s important to validate their feelings, find a place for their “risk assessment”, and especially set forth a practice that invites positivity and support. “If you set boundaries against extreme pessimists, that dark cloud over their head might change.” [30:35] They might not become ultra-positive with these practices but their self-awareness might rise and they can heavily affect future interactions and the environment. The Know-it-all When it comes to the American workplace, “we tend to value confidence over competence”. [35:00] This is how incompetent, narcissistic individuals often come into leadership positions. Hold your ground and pocket some phrases to protect your voice and knowledge when it comes to meetings. Invite in peer support if your own voice isn’t doing the trick. Protect Yourself “Sometimes we put in our best effort, and the behavior just doesn’t change, then it’s a matter of protecting yourself.” [41:27] Amy has some great tips for keeping yourself and your position safe: Document everything so that should you need to escalate the situation you have the details. Don’t dwell, make sure these difficult people aren’t all you’re thinking about. Limit interactions, you don’t have to spend too much work time with these people outside of direct work. Keep some phrases handy so you can keep the conversations moving peacefully. Mentioned in this episode: Women at Work Amy E. Gallo Getting Along: How to Work with Anyone (Even Difficult People) Amy Gallo @amyegallo on Twitter Amy Gallo on LinkedIn Amy Gallo (@amyegallo) on Instagram Send Marcel a text message!
	Lisa Anna Palmer: Light A Fire In Their Hearts	09 Feb 2023	00:43:08
Lisa Anna Palmer is an author, speaker, and leadership coach. She is the author of "Light a Fire in Their Hearts: How to Inspire and Lead Teams to Phenomenal Success." With over 20 years of experience in leadership, Palmer helps organizations and individuals improve their leadership skills and achieve their goals. Through her writing and speaking, she emphasizes the importance of servant leadership and inspiring and empowering teams. Show-Notes: The Effects of Poor Leadership on Health “Let’s look at each other as human beings, let’s connect at that level” [10:00] Lisa Anna Palmer talks about the ability to unleash potential when we treat our employees with respect and dignity. It’s better for everyone, even ourselves as leaders. But what happens when we don’t? Marcel and Lisa connect on their major health scares that brought them to servant leadership practice and they discuss staggering risks associated with poor leadership like increased risks in cardiovascular health. Once a Bad leader, Always a Bad Leader? “Leadership is hard, it's a higher aspiration role to take on” [18:22] Marcel positions that leadership isn't for everyone, especially those with no desire to grow and change. As Lisa breaks it down with the age-old saying, when there’s a will there's a way. When leaders put conscious thought into their leadership and are open to change, accepting feedback and seeing it as an opportunity for growth, they can begin to positively affect the lives of their staff. Misconceptions of Servant Leadership “Servant leadership is about being the best version of yourself and to be of service to others” [22:39] To be a servant leader is not a martyr, Lisa explains what servant leadership is and how really loving yourself and being your best self and then turning that same love and acceptance outward can be the best example. Marcel and Lisa discuss some common misconceptions of servant leadership, like being completely selfless, only considering others' needs, and abandoning your needs and wants. These are not a part of servant leadership at all! Is Servant Leadership Still Relevant? Marcel claims some are reporting the ‘death’ of servant leadership as Gen Z moves into new positions and remote working becomes more prevalent. But Lisa explains just why Servant Leadership is here to stay, “The element of treating people like human beings is going to stay forever” [32:24]. Going virtual is not an excuse, because even digital tone and connection are important. There are ways to make an impact and embrace Servant Leadership in this new context. Mentioned in this episode: Light Your Leadership Inc. Light a Fire in Their Hearts: The Truth About Leadership: Palmer, Lisa Anna Lisa Anna Palmer on LinkedIn Send Marcel a text message!
	Rae Shanahan: The Businessolver Way	02 Feb 2023	00:39:53
This episode is brought to you by Businessolver. Since 1998, Businessolver has delivered market-changing benefits technology and services supported by an intrinsic responsiveness to client needs. The company creates client programs that maximize benefits program investment, minimize risk exposure, and engage employees with easy-to-use solutions and communication tools to assist them in making wise and cost-efficient benefits selections. Founded by HR professionals, Businessolver's unwavering service-oriented culture and secure SaaS platform provide measurable success in its mission to provide complete client delight. Show-Notes: Leaders, the “Coach” in Business “Empathy is about understanding people and where they need to be met” [5:04] Rae Shanahan, CSO of Businessolver, opens the interview with Marcel sharing a great analogy of leadership and coaching. Coaches don’t practice with the team and leave them during the game when it really counts, and neither do good empathic leaders. They are there with support, understanding, and motivation through every step of the way. Chief Empathy Officer “Every layer within the organization needs to focus on empathy” [18:32] Empathy is important at every level, including at the top with our CEOs. Rae explains the traditional saying of treating others how you want to be treated and instead looking at it through the lens of everyone's unique situations. Empathy and Psychological Safety “You cannot have a fear-based environment and foster empathy and the heart of leadership” [22:58] “Blue Sparkle” is an initiative that Rae began 10 years ago at Businessolver, where employees share positivity from work or their personal life each day. Marcel connects this to Amy Edmondson’s work in psychological safety, and how it is truly needed for effective empathy. Financial Impact of Empathy “Grow our business, delight our clients” [31:50] This statement is part of the mission at Businessolver. Rae explains how this simply can’t be possible without the culture they’ve created with their employees. When employees feel delighted and supported at work they will do the same for the clients and in turn, grow the business. Marcel reminds listeners, this isn’t just empathy for empathy's sake, it’s the right thing to do and has an important impact on your business. Mentioned in this episode: Businessolver Workplace Empathy \| Businessolver Rae Shanahan - Chief Strategy Officer - Businessolver on LinkedIn rshanahan@businessolver.com Send Marcel a text message!
	Marcel Schwantes & Robb Holman: Shared Leadership and Humility	26 Jan 2023	00:32:14
Culture of Shared Leadership “The reason so many managers fail is often attributed to the idea that if they share their leadership with others they will lose their power or authority” [1:33] Shared leadership is an impactful way to develop shared trust but leaders are often held back by a fear of failure or weak perception, and as Robb and Marcel say, that can be scary. When you’re focused on a top-down leadership structure, you’re going to get low performance from your worker bees, who are not empowered to grow and shine. To create this shared leadership culture, leaders need to release that fear and believe in their people. What do you have to learn? “Look at your team, as small or as large as they may be, and spend time in reflection looking at the strengths of each team member.”[6:20] Robb encourages leaders to look at every meeting with the lens of not what you have to give but instead what you have to learn. When leaders realize the powerful skill sets and gifts they have, they will be surprised and encouraged. Remember this is why you hired these people because they have talents and skills that can serve you, you just need to submit and speak encouragement into them. The Mailbag Samantha from El Paso wrote in, “I am about to get promoted to manager. I’ve been an individual contributor for the last 5 years. Now I find myself having to manage the people I used to work with, my peers and former co-workers. Any advice?” [12:55] Robb shares an example from the start of his professional basketball career, and relates to Samantha in how entering new moments can come with feelings of hesitancy, and anxiety. He encourages her to enter with ease and be ready to serve those around her. Marcel encourages her that she deserves this job because obviously, her superiors have seen something in her. He reminds her and any new leader to come in confident and with initiative. Take the first meeting to set expectations, things will change and your team needs to know what that will look like but additionally, as a leader you’re there to support them, let them know you’re here to look after them, and build them up as well. Humble Leaders Continuing in his series of providing a sneak peek of his book manuscript, Marcel has been sharing the 7 practical principles of love in action. The focus of today: Humility. “Humble leaders achieve greatness without arrogance, they shift from ego to humility which can drastically alter your advantage.” [26:23] So what are three ways humble leaders get this done? They Give Others Credit They Speak Their Truth They Are Teachable Mentioned in this episode: Robb Holman Marcel Schwantes \| Professional Profile \| LinkedIn Marcel Schwantes Send Marcel a text message!
	Christina Maslach: The Burnout Challenge	19 Jan 2023	01:03:29
Christina Maslach is the foremost expert and pioneer of research on job burnout. She is an American Social Psychology and professor emerita at UC-Berkeley, she also is the creator of the Maslach Burnout Inventory (MBI). Christina joins host Marcel Schwantes to discuss the book, The Burnout Challenge, which she co-authored. She provides a working definition for workplace burnout, which plays a big part in the 3 dimensions of the 6 job mismatches. As she explains these mismatches she also encourages ways to pivot from these chronic stressors, and help leaders become engaged. The Burnout Challenge As Marcel Schwantez and Christina Maslach dive into their discussion, The Burnout Challenge they talk about the real target of the book, “The way human beings function, depends on a relationship between the person and their environment.”[6:52] Christina comments on how too often people focus on just one part of that relationship, the person but what about the role the environment plays? How do we improve the relationship between the job and the people working? She then lays the groundwork for their discussion with a definition for Burnout in the workplace, a response to chronic job stressors that haven't been well managed. In this case, chronic is a very important word because these stressors become too frequent to cope with on a normal basis. Job Mismatches Christina overviews the 6 mismatches at work that lead to burnout: work overload, lack of control, insufficient reward, breakdown of community, absence of fairness, and conflicting values. “These are the chronic job stressors, that are there all the time, that are annoying, that are hurtful, that get in the way, that are obstacles…that if you just didn't have them, you could get your job done and feel good about it.”[23:57] These are as she refers to as pebbles in the shoe, small but not trivial things that have a large impact on your ability to do your job. The Three C’s Collaborate, Customize, and Commit are the “Three C’s” Christina shares that leaders of organizations and their teams need to work on to move past and pivot away from the mismatches. She emphasizes the need to make it a we, not an I, and focus on bringing everyone to the table to come to a solution that does not have to be perfect, but can be better. Too often leaders and higher-ups are adding and adding more to their teams' plates but Christina says we need to rethink, redesign, and come up with something different but doable. “You have to do subtraction if you’re going to do addition in order to keep a relatively good balance between people and the job” [42:06] Be an Engaged Leader “People are capable of really good things…we ought to be able to figure out how to help more of that happen on a regular basis” [52:18] Christina makes an analogy about a beautiful flower plant on her deck, she could have paid a lot of money for it but that means nothing if she puts it in a broken pot, with bad soil, and gives it no water or sunlight…those are not the conditions for it to thrive. The same goes for leaders and their employees, they have to work to provide them with conditions that will help them thrive which is a major part of their role. She encourages leaders to be engaged, walk the floor, get to know their people and their needs so that they can be a part of the collaborative voice to help make things better. Mentioned in this episode: The Burnout Challenge maslach@berkeley.edu Christina Maslach \| UC Psych Marcel Schwantes on LinkedIn Send Marcel a text message!
	Marcel Schwantes: A Belief in Something Larger, Kindness in Leadership	12 Jan 2023	00:27:03
A Team Who Believes “Do we have a vision that is anchored in purpose and is somewhat tangible, that is larger than any member of the team and the team in its entirety”? [7:39] Inspired by the recent NFL tragedy and ongoing medical recovery of Damar Hamlin, Rob and Marcel draw a comparison to the feeling of believing in something larger. As players, coaches, and spectators banded together to pray to someone higher regardless of religious beliefs, it speaks to the fact that leaders have the power and the obligation to create this feeling of belief within their teams and the positive impact it will have. Believing in Potential “The essence of leadership is being able to care for one another, develop their skills, meet their needs…but what if you added an extension to that and began to see the potential in each person.” [10:32] Marcel extends this idea of belief in something greater than yourself, as a belief in the potential of those surrounding you. He calls it a mindset of trust, and an extension of trust and faith as a gift! Mail Bag In this co-host segment, Marcel and Rob answer a question that has been sent in by a listener. John asked in relation to a new leadership position, how can he connect in the first week. “Spend that first week asking more questions than trying to give answers”[14:55], Rob drives home the point that even though as a leader has a lot to offer, they should take it easy and remain the ‘student’. Marcel goes further with some advice for specific questions to ask: What are your strengths? What are your interests? How can I help support you and set you up for success? If you want to send in your questions, you can visit Marcel’s website for the information! A Culture of Kindness “A study by the University of California at CocaCola’s Madrid site, researchers there found that workers who were the receivers of kindness reported experiencing 10 times more prosocial behaviors than the control group...examples of prosocial behaviors include activities such as empathy, altruism, sharing, cooperation, self-sacrifice, and helpfulness.” [23:11] Marcel quotes this study and explains how great it is to receive kindness, but that the givers of kindness have an even more durable effect, including great life and job satisfaction. Cyclical Kindness “Kindness, when you encourage it as a corporate value and norm, it creates virtuous cycles within teams benefiting recipients and givers alike, but especially the organization as a whole.” [24:58] When one random act of kindness is initiated in an organization it creates a cycle that continuously benefits the team and even the company. This is a reference from the manuscript of Marcel’s book in the works! Mentioned in this episode: Robb Holman Marcel Schwantes on LinkedIn Marcel Schwantes Send Marcel a text message!
	Helping Leaders Embrace Authenticity and Purpose at Work with Dr. Jaime Goff	25 Nov 2025	00:54:14
Episode Recap This week on the podcast, I sat down with Dr. Jaime Goff — executive coach, therapist, and author of The Secure Leader. Our conversation goes deep into something many leaders feel but rarely explore: how our early attachment patterns quietly follow us into the workplace. Dr. Jaime breaks attachment theory down into something extremely practical for leaders. At the core are two questions we all carry: Am I worthy of connection? Can I trust others to show up for me? Our answers tend to show up at work in three ways. One of those ways is that of a “secure leader”: Grounded, steady, and empowering — the hallmark of modern servant leadership. Leaders who do the inner work of a Secure Leader create workplaces where people can flourish. Guest Bio Dr. Jaime Goff is the founder of The Empathic Leader, LLC, where she specializes in helping leaders unlock their full potential through executive coaching, insightful workshops, and thought-provoking keynotes. Jaime holds a PhD in Couple and Family Therapy from Michigan State University and a graduate certificate in executive coaching from Southern Methodist University Quotes: “We are not prisoners to our previous patterns, because we all have the power to become more secure.” “Your leadership is shaped long before you ever enter a leadership role.” “To love others well as a leader, you first have to believe you are worthy of love yourself.” “Emotional regulation is the first step toward showing up as a secure and present leader.” “All behavior makes sense in context, especially when you understand your story.” Takeaways: “We are not prisoners to our previous patterns, because we all have the power to become more secure.” “Your leadership is shaped long before you ever enter a leadership role.” “To love others well as a leader, you first have to believe you are worthy of love yourself.” “Emotional regulation is the first step toward showing up as a secure and present leader.” “All behavior makes sense in context, especially when you understand your story.” Timestamps: 00:02 Intro and podcast milestones 05:12 Meet Dr. Jaime Goff and her personal story 07:21 The “latchkey kid” upbringing and over-independence 10:55 Why she wrote The Secure Leader 13:26 Attachment theory explained 15:21 How unworthiness shapes controlling or approval-seeking leadership 18:50 Jaime’s aha moment as a young leader 21:34 Gaining awareness and deconstructing your story 24:07 Avoidant, anxious, and secure leadership styles 28:44 Trauma, triggers, and past patterns repeating at work 32:18 The cost of skipping inner work 37:49 First steps to becoming a secure leader 40:06 Where to take the Secure Leader style scan 41:37 Speed round 45:52 Jaime’s hope for more secure leadership 48:31 Leading with love and building self-worth 50:56 Final takeaway on moving slow to move fast 52:57 How to connect with Dr. Jaime Goff Conclusion: As we close this inspiring conversation, remember that real leadership begins within. When you commit to self-discovery, you build the foundation to lead others with empathy, purpose, and resilience. Growth is a lifelong journey where each step forward helps you make a positive impact on those around you. Lead with clarity, nurture meaningful connections, and watch your influence create ripples of transformation in your team and beyond. Links/Resources: Website (take the assessment)- https://drjaimegoff.com/ LinkedIn - https://www.linkedin.com/in/drjaimegoff/ Amazon - https://www.amazon.com/Secure-Leader-Discover-Leadership-Story/dp/B0FBZ39H8Y/ Email Dr. Goff: jaime@drjaimegoff.com
	Marcel Schwantes: More Patience in the New Year	05 Jan 2023	00:04:28
“Patience can be one of the hardest traits to master personally and professionally because of the intense pressure put on leaders to generate quick and effective results.” [00:55] Marcel introduces one of the important traits of a leader who leads with love, a focal point of what he has planned for his book in the works. How often are you slowing down to work through a problem or get to a decison? Marcel comments on this common problem that is truly a lack of patience. “Faster isn't always better. When times get stressful, it can be easy to rush through things, like decision-making. Making quick decisions may remove the problem short-term, but has the potential to create an even bigger issue down the road.” [1:29] It’s not all talk, Marcel has research and science to back up the power of patience. “In one 2012 study published in the Journal of Positive Psychology, researchers found that patient people made more progress toward their goals and were more satisfied when they achieved them, especially if those goals were difficult, compared with less patient people.” [2:56] What does a patient leader look like? like? What type of qualities do they have? Marcel explains what it means to be a patient leader and the clear edge they get from that patience. “People who exercise patience, plain and simple, have self-control....their conduct is steady, rational, and manageable. In conflict situations, they seek to understand first before being understood; they listen more than they speak, giving them a clear edge in communicating and diffusing someone else's anger.” [3:20] Mentioned in this episode: An examination of patience and well-being Four Reasons to Cultivate Patience Marcel Schwantes \| Professional Profile \| LinkedIn Marcel Schwantes Send Marcel a text message!
	Dr. Richard Winters: You’re the Leader, Now What?	29 Dec 2022	00:43:09
Marcel discusses with guest and author of You're the Leader, Now What?, Dr. Richard Winters, how leaders need to invite the discovery of other perspectives. Overplaying Expertise In chapter 1 of his book, You're the Leader, Now What?, Dr. Richard Winters calls out leaders as having a decision-making flaw, we overplay our expertise and at times wrongly let that guide our actions. Dr. Winters shares stories from his personal and professional life that lean into solving this blind spot. "Look for these moments where we're uncomfortable, those moments where we feel others are being mean to us are oftentimes the moments where maybe we're not being the best way we can to them." [16:00] The Need to Be Right Who doesn't like to be right? Dr. Winters nails it with this description, "I like to feel like I'm adding something to the world, and I like to have a sense that my expertise matters, my experience matters." [17:28] In chapter 3 of Dr. Winters' book he talks about getting off the dancefloor and stepping up to the balcony. He explains this metaphor as removing yourself from your reflexive 'in the moment' input and rising above to the balcony where you can see other perspectives and understand more than you might right away. Not only can leaders step up to the balcony but they can bring others up to see a wider perspective. Burnout and Wellbeing "I think it's important to think things from multiple levels as opposed to just us or just the boss."[26:48] When it comes to burnout, Dr. Winters explains that it comes down to three levels. Organizational, in which you look at the organization you're working with... do they respect you and your time? Interpersonal, in which you look at how you interact with each other, do you have a voice and positive relationships? And lastly, which most people tend to start with…Individual, in which you look at how you're taking care of your personal well-being. He also shares the acronym from Carol Riff's Psychological Well-being research...PAGERS. Purpose - A sense that the organization is aligned with our purpose, values, and mission. Autonomy - A sense that what we say is being heard. Growth - A sense that we're in a place to get better. Environmental Mastery - A sense that we have the resources we need. Relationships - A sense that our relationships are overall positive. Self-acceptance - A sense of acceptance of our decisions, forgiving poor decisions. Engagement In chapter 5, Dr. Winters lists key drivers of engagement for leadership: Develop, recognize, inform, value, engage, respect, and supervise. He shares a statistic that shows just how much these drivers matter in which for every one-point change, the burnout rate went down 9% "Just some small incremental change in the ability to engage with someone from a personal growth perspective or to help them feel safe about having conversations… Just one incremental point of change can have a huge effect on individuals and organizations." [32:17] Fears and Worries Addressing fears and worries is an important part of decision-making. "If you're not listening to the fears and worries while you are trying to figure out the solution to the problem, your strategy is going to be shot." [35:17] One great thing about fears and worries, Dr. Winters explains they can be the motivation and energy to cause everyone to come together to work toward the right solution. Many times this can be a fear of vulnerability, but leaders can invoke the strategies of engagement to bring people together and bring the fears and worries to light for the benefit of the organization. Mentioned in this episode: Send Marcel a text message!
	Heather Hanson Wickman: The Evolved Executive	22 Dec 2022	00:57:00
Marcel Schwantes and guest, Heather Hanson Wickman, are aligned on their messages of how practical love works to serve people well and help organizations to thrive and profit. They expand on the principles of “love in action” through the guest’s compelling 2018 book, The Evolved Executive, whose sub-title inspired the creation of the Love in Action podcast. Show-Notes: Optimism Vs. Pessimism; Is there room for both? So often leaders and individuals feel the only way to present feelings is in the form of optimism. But are they honoring their real, true feelings? Cohost Robb Holman, references the Harvard Health article, An Outlook Better Than Optimism?, and discusses the importance of being aware of your feelings and mindset especially when grief or pessimistic associated feelings are necessary. “We need to acknowledge and embrace how we really feel and in the midst of that there is beauty, there’s intimacy, power.” [5:18] Suffering Heather shares the very real and painful elements of her own suffering, and the point in which the tension became too much, something had to give. Marcel points out that many people believe since the pandemic suffering has decreased with an increased level of equity and awareness. And while the work landscape has changed and shifted, Heather believes the suffering has not decreased but rather changed and presented in different ways. “Care, Candor, Connection, and Change…I don’t think these have really shifted based on the pandemic, if anything when we think about connection maybe we’re even at a place that’s worse.” [28:18] The Evolved Executive The title of Heather Hanson Wickman’s book is The Evolved Executive but who is the Evolved Executive? “An Evolved Executive is the individual that really draws into the idea of servant leadership, that we are here are as stewards of the people that are working for us and the organization that we’re a part of” [30:00] Heather defines this person with this scientific definition but also an as she says “artistic definition”, in which there is the idea where the individual as a deep drive to continue to look inward and constantly change and be better. Operating from love NOT fear “Fear is really allusive in terms of the ways in which it shows up at work… the hoarding of information, the secrecy, the gossip… those are the things that get in the way of us stepping into the space of love”[32:04] Heather’s top signs of fear in the workplace are Gossip, Secrecy, Not Speaking the Truth, and ‘Yes Boss’. Most of the time people aren't even aware they are doing these things, these are just the way they’ve been taught. Moving to a space of love starts with a place of deep self-awareness as a leader in how you are creating or allowing fear in the workplace. Deeper Level of Consciousness Deeper Consciousness, it’s not metaphysical mumbo-jumbo. Heather explains that as someone (like an ‘Evolved Executive’) who is evolving, raising their awareness, and constantly looking at how they are serving others will naturally expand into their consciousness.“We are all mirroring and magnifying different parts of who we are…as we raise our awareness we begin to see differently.” [44:31] Mentioned in this episode: Robb Holman An outlook better than optimism? - Harvard Health Untethered Heather Hanson Wickman on LinkedIn hello@beuntethered.com Send Marcel a text message!
	Alex Budak: Becoming a Changemaker	15 Dec 2022	01:15:45
Alex Budak is a social entrepreneur and professor at UC Berkeley's Haas School of Business. He teaches, speaks, consults, and advises organizations around the world, with the mission of helping people from all walks of life, become changemakers. He’s a graduate of Georgetown University and UCLA and received UCLA’s recent graduate of the year award. He loves spending time with his two favorite changemakers: his wife, Rebecca, and their baby son. Alex teaches one of the most popular courses at Berkeley, the namesake of his book, “Becoming a Changemaker.” Together Marcel and Alex discuss the 3 parts of becoming a changemaker: Mindset, Leadership, and Action with interesting anecdotes from his class and student experiences! Humility “We’re all attracted to confidence in great leaders…but yet if you take one wrong turn it becomes overconfidence and then people look at you as arrogant.” [4:08] Co-host Robb Holman and Marcel discuss the perfect paradox in leadership which is humility and confidence. Humility is often seen as a weakness yet it instead has immense power for gaining trust and respect. Humble leaders put their egos to the side, spotlight their employees, and give credit where credit is due. Changemaker Mindset Marcel and Alex discuss the mindsets involved in becoming a changemaker, including the importance of failure. How can failing actually be a good thing? Alex shares about an incredible teaching opportunity where he requires his students to go out and fail on purpose and all of the shifts and mindset changes that occur when they do this. “The data shows that those who succeed the most, also fail the most. Sometimes it's not about one stroke of genius but rather having that willingness to keep going again, and again, and again.” [54:37] Changemaker Leadership When Alex works through leadership with his class, he has his students list all of the traits of the bad leaders they’ve encountered. How do you change these traits? Reinvent leadership, led as a changemaker. Stop waiting for permission to lead, start asking the right questions, and see leadership in its simplest form, leadership moments. “I think we so often look at these courageous, heroic leaders and we say if that’s what leadership is and I am not naturally as charismatic as this…does that mean I can’t be a leader? I think absolutely not..there is an opportunity for us to shift from thinking of leadership as a title to leadership as an act.” [1:02:08] Changemaker Action “The sum of your mindset and your leadership, multiplied by your action…that’s how you have impact as a changemaker….It doesn’t take a math Ph.D. to know that if you multiply a number by 0 the result is 0….Even if you have that mindset, even if you have that leadership, if you just sit on it and never do anything with it, you will never have any impact as a changemaker. Impact is driven by action.”[1:04:06] Alex explains how changemakers should see themselves as scientists, constantly learning from unplanned outcomes and failures, running tests and experiments, and keep moving forward. Mentioned in this episode: Alex Budak - Helping People Become Changemakers Becoming a Changemaker Alex Budak on LinkedIn Robb Holman Marcel Schwantes on LinkedIn Marcel Schwantes Send Marcel a text message!
	David Achata: Embrace What You Don’t Know	08 Dec 2022	01:14:40
David Achata is the author of Embrace What You Don’t Know, as well as a coach, trainer, facilitator, and speaker. Living in the mountains of Tennessee with his wife and two children, he brings over 20 years of leadership experience. Marcel and David dive into his book and the idea of asking the right questions instead of having the right answers. David gets real about toxic shame, how to combat it, and the impact of leadership orientation. Stewardship Robb Holman and Marcel break the ice with today’s co-host segment on stewardship. Being a good steward of your organization is important to leaders but too often personal stewardship is neglected. A good caring heart can cause leaders to become stretched too thin. Robb and Marcel discuss setting boundaries, getting focused, and embracing your unique identity to not only impact personal stewardship but stewardship across all of your leadership. “When we understand and embrace being the best version of ourselves, this has everything to do with stewardship.” [4:00] Embracing What You Don't know Marcel quotes guest David Achata, “What sets leaders apart is not having the right answers, it’s learning to ask all the right questions.”[21:55] David explains that embracing what you don’t know is all about understanding these categorical blindspots, first personally, secondly in our leadership, and thirdly in our organizations. If you can learn to ask questions in these facets of your life, leadership, and organization you can gain a lot of clarity. The Shame Leaders Carry “Shame is whenever we feel inadequate, the feeling that we’re not enough.” [39:00] David jokes that we need just enough shame to not go to the store naked, shame helps us understand our boundaries and our limits. However, toxic shame can make us feel like failures, and we compensate by puffing out our chests and bringing out our egos. David says that when leaders show this toxic shame, they are trying to overcome inadequacy by posturing themselves as something that they’re not. To combat this shame it is critical to address the blindspots David mentions, get to the root of shame, and be vulnerable. Leadership Orientation It’s important to understand and ask, ‘What kind of leader am I?’ David says that it's not better or worse but about understanding your influence, and what you’re influencing your people toward. Influence is about your power and voice in the world and how it expresses yourself in the world, and your orientation. “Understanding these pieces about orientation help make up the matrix of who a leader is.” [53:06] Mentioned in this episode: David Achata Coaching Leadership Books by David Achata Embrace What You Don't Know: A Stupid Guide to Smart Business Leadership David Achata - LinkedIn Robb Holman Marcel Schwantes \| Professional Profile \| LinkedIn Marcel Schwantes Send Marcel a text message!
	Seth Goldenberg: Radical Curiosity	01 Dec 2022	01:08:38
Seth Goldenberg is the author of Radical Curiosity: Questioning Commonly Held Beliefs to Imagine Flourishing Futures. In his book he explains how to reignite curiosity, today he talks with Marcel about what Radical Curiosity really means and how people can improve their ability to be curious. Goldenberg's approach to stimulating curiosity was launched by a re-interpretation of the 18th and early 20th-century Salons. These informal gatherings were forums that advanced feminism, the Enlightenment, informal learning sciences, and the notion of the “public sphere”. Seth and Marcel discuss curiosity and activism, systemic prevention of curiosity, and some of the 28 building blocks for curiosity he includes in the book. Show-Notes: Well-Being To kick off the episode, Marcel Schwantes brought on co-host Robb Holman. Robb brings up the idea surrounding so many reasons for changing workplaces, the environment, or leaders not prioritizing the well-being of their staff. But what really is well-being, “When I think of well-being I think of physical, spiritual, emotional, mental, there are so many aspects that makeup who we are.” [6:00] Robb defines well-being as this holistic view of ourselves, and too often leaders are looking only at the professional view and not even making time for their own well-being. Radical Curiosity Seth Goldenberg is the author of Radical Curiosity: Questioning Commonly Held Beliefs to Imagine Flourishing Futures. “What's holding us back..from being curious, asking questions, and digging down into the roots to find the answers to our problems.” [25:27] Marcel asks Seth about the barriers keeping us from being more curious, because as a whole, we are not collaborating, getting together, and asking questions to solve core problems. Improving Curiosity So if we’re not being curious…can we get better? Seth says, “Curiosity is an innate capability in all of us” [36:29] Just like breathing, we are born with the ability to be curious but with the right work and focus, we can hone in and refine our curiosity to be better. In the book, Seth has 28 building blocks to improve curiosity, he discusses a few of his favorites at the end of the episode. Exploring What You Don’t Know This podcast is all about leading with love, and empathy…Seth proposes that a systemic prevention of curiosity is actually eliminating love and empathy. He explains how curiosity and breaking the path of prevention is the way to successful leadership. “That origin point of how to zero in and figure out what a great question is, to really unleash value… that is the leadership practice of the 21st century.” [48:10] Curiosity is Activism Seth in his book describes that curiosity can be a form of activism, in the way of unlearning. “So many core ideas are getting rewritten, we don’t have to make a new product…we have to actually unlearn.” [54:29] We are moving forward from many ideas in the past and keep this momentum and live successfully in this new era, we must unwind our minds and unlearn ideas so that we can be curious again. Mentioned in this episode: Curiosity & Co. Radical Curiosity - Bookshop.org Seth Goldenberg - Founder & CEO - Epic Decade \| LinkedIn Robb Holman Marcel Schwantes \| Professional Profile \| LinkedIn Marcel Schwantes Send Marcel a text message!
	Marcel Schwantes: The Season for Gratitude (Thanksgiving Edition)	24 Nov 2022	00:06:12
This Thanksgiving, embrace the spirit of gratitude and take these activities back to work with you to spread more gratitude after the holiday. [00:49] For You, I Am Thankful For the first activity, write down 5 people you are thankful for. These five people should be people who report to you and have a relationship with you that you value. [1:35] Gratitude Reflection For the second activity, think back on the key contributions, accomplishments, projects, and other things that have happened during the year involving these people. Relive these moments involving your 5 people in your heart and mind. [2:10] Let Your People Know In whatever method you can, let these people know how special they are. Let them know how much you value them, their character, their work, and what their relationship means to you! [3:00] The Science This isn’t just lovey-dovey gratitude, there is real science behind these three activities. Positive psychology research states that by simply expressing gratitude for two minutes a day for a period of 21 straight days is the fastest way to learn optimism and increase brain productivity by 31%. These activities train your brain to scan for positives instead of negatives. It will significantly improve your optimism even six months later, and raise your success rates significantly. [3:50] Mentioned in this episode: Marcel Schwantes \| Professional Profile \| LinkedIn Marcel Schwantes Send Marcel a text message!
	Dr. Hitendra Wadhwa: Inner Mastery, Outer Impact	17 Nov 2022	01:07:02
Dr. Hitendra Wadhwa, Adjunct Professor at Columbia Business School, is the author of Inner Mastery, Outer Impact. Dr. Wadhwa joins Marcel to discuss where everyone’s success truly comes from our Inner Core. He explains his story behind the inspiration for his latest book, and unpacks a few of the 5 Core Energies to mastering your Inner Core; Purpose, Wisdom, Growth, Love, and Self-Realization. The Inner Core Dr. Hitendra Wadhwa discusses the book Inner Mastery, Outer Impact. The Inner Core is a place we can all find success, when focused on it and living truly from your Inner Core you will see from faith that the opportunities on the outside will manifest. The Inner Core can be fully accessed by activating these 5 Core Energies: Purpose, Wisdom, Growth, Love, and Self- Realization. While we unpack several energies, Dr. Wadhwa details all of the 5 stages for each of these energies in the book, “The essence of the book is inviting us to become familiar, and activate and to let our Inner Core shine through by putting these energies in action in everything we do.” [34:00] Purpose The first stage of purpose Dr. Wadhwa calls a “Stirring” in which people hunger to get more out of life or from a crisis mode that changes your outlook or circumstance. This first stage leads to the following 4 stages: searching for the answers, defining values, focusing and affirming yourself by living by the things you’ve discovered, and finally fusion where you create a magical moment of living your purpose in all facets of your life. Can anyone pursue their purpose? Dr. Wadhwa says, “We may be restricted by our own imagination. What is it that we can manifest and do in the present moment in the circumstances that the universe has put us in?” [31:30] Love You do this by putting love into action. This core energy utilizes this beautiful analogy of love as a flower. Stage 1: Prepare the Soil. Dr. Wadhwa explains that the research says you must get to a place where you yourself feel adequately and fully loved because you cannot give what you do not have. Stage 2: Sew the Seeds. Look for the virtues, strengths, and beauty in life with appreciation, gratitude, abundance, and empathy. Stage 3: Remove the Weeds. In love, this means removing the hatred, grudges, and judgment from all places in your life. Stage 4: Prune the Branches. This critical piece in which you must take care of yourself even when it comes to the hard decisions. Stage 5: Make Love Bloom. Dr. Wadwha says, “The way I define love is, it’s about taking joy in other people's joy, and taking success in other people’s success… You are not meant to sit in splendid isolation from the rest of humanity but you’re meant to be intertwined with them in beautiful ways.” [34:40] Removing the Weeds Commenting on Stage 3 of the Love Core Energy, Marcel comments that there are a lot of weeds, and the weeds are so tall we aren't able to see over them to the other side. He seeks tips from Dr. Wadhwa about truly removing judgment and hatred given the circumstances of our world. Dr. Wadhwa challenges the idea of Heroes versus Villains, and how we view the people who agree and disagree with us and reframes the way we think about the “Villains” with a lens to see them as “Heros”. “There is value in seeing things from a place of humble curiosity, and recognize that truth is more nuanced than a quick atomization and polarization of the world.” [54:25] Mentioned in this episode: Hitendra Wadhwa Hitendra Wadhwa (@HitendraWadhwa) on Twitter Mentora Institute Mentora Foundation Send Marcel a text message!
	Marcel Schwantes: Six Building Blocks of a High Performance Organization	10 Nov 2022	00:09:44
Marcel shares a compelling leadership model that will get results for leaders and the best out of their employees. These are six building blocks you want to develop in your leaders to create a high-performing organization. Highlights: 1. Display Authenticity Dr. Laub’s research shows that the best leaders display authenticity by being learners. Meaning they are open to input from others, they are transparent, and they are self-aware. ”By showing up daily with their most authentic selves, they generate trust seamlessly and develop more productive relationships than their less authentic counterparts.”[3:20] 2. Value People True leaders value their people by putting others (their employees!!) before themselves. They believe and trust in their people as well as their strengths, abilities, potential, and commitment to the job. “These leaders value people by maintaining a high view of them, showing them respect, and listening receptively to their needs in a nonjudgmental way.” [4:10] 3. Develop People In our research, we found that they provide for learning and growth, and develop potential and career paths for others. They also model appropriate behavior and build up their people through encouragement and affirmation. “Developing people is a key strength of great leaders.” [5:10] 4. Provide Leadership “Providing leadership is pointing the way forward.”[5:40] Dr. Laub noticed that they will envision the future and use foresight to direct the organization. These leaders take initiative, move out ahead, and they consistently clarify goals and expectations to get to the vision. 5. Share Leadership The strength of great leaders comes from sharing power and decision-making and pushing authority down to empower others. We found in the research that because of their selfless nature, sharing status in relation to position or honor is a given. “Leaders that share leadership use persuasion to influence others instead of coercion.” [6:22] 6. Build Community “Building community can only happen through fostering positive relationships at work.”[7:04] Dr. Laub said that great leaders relate well to others at all levels. They promote a sense of belonging and connection for all team members, they work collaboratively and emphasize teamwork, and they value the differences of others differing strengths, expressions, ideas, personalities, and viewpoints. Mentioned in this episode: Servant Leadership Training Course Marcel Schwantes \| Professional Profile \| LinkedIn Marcel Schwantes Send Marcel a text message!
	Steve Brass: Servant Leaders at WD-40	03 Nov 2022	00:38:30
Highlights: A Pioneer in Servant Leadership Former CEO and global thought leader, Gary Ridge, has retired and he can be noted as the catalyst for the incredible culture and employee engagement at the iconic company WD-40. Gary, as a leader and role model, provided mentorship to Steve Brass since he was 25 years old. As Steve takes over as CEO, how will he follow? "My role is about sustaining success going forward, there is nothing that needs to be fixed. It's really about taking this wonderful business, this wonderful culture, and building on this huge legacy." [11:08] Succession Planning "If it's not properly executed, then the culture suffers." [14:42] Marcel explains how well-planned and executed succession is so important in leadership transitions for huge companies like WD-40. Steve Brass calls this process "Talent Management". Where high-level leaders nurture, grow, and support the talent of their teams. Steve explains the direct transition with Gary Ridge and how the planning, training, and responsibility began over 8 years ago! Culture What makes the WD-40 Company culture so special and a competitive advantage? "We have clearly articulated and lived values, the critical piece is in living them and leaders demonstrating them." [21:05] Steve shares how leaders quarterly write down and discuss how they are living and demonstrating the company values. He explains the inverted organization at the heart of the Servant Leadership Mentality, where the CEO is at the bottom of the structure serving all of the stakeholders above them. Learning Moment Steve explains the way Gary Ridge created immense psychological safety in this global company with "Learning Moments". At WD-40 they don't play the blame game, when mistakes are made there is something to be learned. Marcel agrees that the evidence behind the learning culture, "One of the top reasons people come to your company [WD-40], is because they are seeking career growth and development." [23:50] Leadership in the Pandemic "Looking back at the pandemic, it's going to be one of the biggest periods of learning we've ever had. The agility we've learned by pivoting on a daily basis to meet the challenges of the pandemic is just incredible, and we're a better business because of it."[28:46] Steve explains the changes, adaptations, and challenges they faced during the Pandemic. Now post-pandemic during the Great Resignation, Steve explains they have not experienced a loss of employees because of their positive culture and highlight on employee growth. They have in fact actually strengthened because of remote tools and hiring possibilities. WD-40, Weird Hacks During his research for the episode, Marcel found the WD-40 Fan Club in which they shared over 2000 uses for the product. One is removing pythons from a bus in Thailand!! Steve shares his favorite WD-40 hacks, some recommended and others not so much. "We get people writing in, they use it for arthritis, they use it for their joints…that is not a recommended use by WD-40" [32:55]. Some more practical uses…removing crayon marks from your walls, and bugs from the front of your car! Mentioned in this episode: Steve Brass on LinkedIn WD-40 Company Send Marcel a text message!
	How to See What’s Holding You Back as a Leader with Martin Dubin	14 Nov 2025	00:41:19
Episode recap In this episode, I sat down with Dr. Martin Dubin — a clinical psychologist turned entrepreneur and executive coach — to unpack the blind spots that quietly sabotage leaders. Marty’s journey from therapy rooms to boardrooms shaped his book Blindspotting, where he helps executives see what they can’t see about themselves. We dug into why even the smartest leaders miss their own patterns, how to build self-awareness without beating yourself up, and why humility and small shifts matter more than big transformations. Key Insights: Blind spots aren’t flaws — they’re unseen patterns. Marty explained how our minds naturally focus on familiar territory, leaving some behaviors invisible to us. Six areas to watch: identity, motives, traits, emotions, intellect, and behavior — all interconnected layers that shape how leaders show up. Awareness beats overhaul. Growth happens through small, intentional adjustments, not massive self-reinventions. Humility is the gateway to insight. The best leaders don’t try to be perfect — they stay curious about what they might be missing. Self-awareness drives effectiveness. Understanding your motives and emotional triggers helps you lead with more clarity, empathy, and confidence. BIO: Martin Dubin is a clinical psychologist, serial entrepreneur, business coach, and adviser to C-suite executives and Silicon Valley entrepreneurs. He founded several companies, including a multimillion-dollar health care company where he also served as CEO. A former coach at the Center for Creative Leadership and a partner at talent firm RHR International, he worked directly with hundreds of C-suite senior executives from Fortune 500 companies and with Silicon Valley venture capital firms and their portfolio companies. Quotes: “Self-awareness is the single most important tool of your leadership.” “You are the tool of your leadership, so the better you know yourself, the better you lead.” “Your greatest strength becomes a blind spot the moment you overdo it.” “Stress narrows your motives, so you default to survival instead of wise leadership.” “Real change in leaders comes from small tweaks, not dramatic transformation.” Takeaways: Name your core strengths, then ask what happens when you are too much of that strength to uncover likely blind spots. Notice when your role has changed but your identity has not and ask if you are still leading like your old job. Pay attention to emotional overreactions after meetings; they are clues to motives or values you may not fully understand. Stop trying to be the smartest person in the room and start asking more questions to draw out the intelligence of your team. Focus on small, intentional behavioral changes rather than chasing a complete personal transformation. Timestamps: [00:00] Marcel’s intro: why what used to work in leadership suddenly stops working [02:40] Marty’s story from clinical psychologist to entrepreneur to executive coach [07:20] The spark behind Blind Spotting and why entrepreneurs reveal raw blind spots [09:06] Why is it so hard for leaders to see their own blind spots [11:31] The six blind spot areas and the “target” model are explained [13:15] Identity blind spots and the pain of transitioning into new roles [16:12] Traits, emotions, and intellect as hard-to-change parts of our wiring [20:37] Emotional blind spots, EQ, and using feelings strategically at work [22:41] Different kinds of intellect and how over-reliance on smarts backfires [27:49] Motives at the center: power, achievement, affiliation, and values [32:30] How stress distorts motives and narrows our leadership choices [33:16] A simple exercise to find blind spots by adding “too” to your strengths [34:17] Why sustainable growth comes from small behavioral tweaks, not wholesale reinvention [35:13] Speed round: what makes Marty smile, big life lessons, and hopes for the future [37:45] Leading with love by accepting yourself and using what you have [38:16] Final takeaway: start somewhere small and let self-awareness do its work Conclusion: This conversation reminds us that leadership is fundamentally an inside job. Blind spots are not signs of failure but evidence that we are human, shaped by patterns, histories, and motives we do not always see. By understanding identity shifts, naming our traits and emotional patterns, and getting honest about what truly drives us, we gain more choice in how we show up. Rather than chasing dramatic transformation, Marty urges leaders to embrace small, focused behavioral changes—asking more questions, listening longer, or dialing down an overused strength. Over time, those small tweaks compound into deeper authenticity, healthier relationships, and more effective, human-centered leadership. Links/Resources: Website: https://www.martindubin.com/ Blind Spotting assessment and resources: https://www.blindspotting.com/ Book: https://www.amazon.com/dp/B0DRZFK8J6?tag=bk00010a-20&th=1&psc=1&geniuslink=true
	Edward Sullivan: Leading with Heart	27 Oct 2022	00:53:35
Highlights: The Journey Behind Leading with Heart What makes the difference between great leaders and mediocre leaders? In their research Edward Sullivan and coauthor, John Baird found that the nuts and bolts behind effective leaders are authentic connections. Edward Sullivan says, “We found that leaders who are very successful lead with heart and leading with heart isn’t simply being a good guy or it’s not simply caring with a capital C. We found that there are actual specific conversations that people have to create the connective tissue in the workplace that lead to better results.” [9:45] Organic Conversation The way Leading with Heart was written, is to be used as a tool. These conversations and questions are organic, it's more about the conversations than one-liner questions. The book includes conversation starters to create ongoing conversations and dig into the richness behind them. “At the end of the day, leading with heart is about engagement. It’s about conversation. It’s not about interrogation.”, Edward explains the way the book can be used by teams. [15:23] Heart Centered Questions What do you need to be at your best? People like their work when they are treated like individuals and feel seen and as a member of the team. Leaders who promote this check in with their team, assessing and providing what each member might need to do their best work. “You can tell when people like their work… and it’s not because of those superficial benefits.” [19:53]Edward shares the powerful question leaders can ask to support their team. What fears are holding you back? A fear-run organization is going to cause more turnover, less transparency, more politics, and all of the other negativity that is commonly seen in the workplace. Edwards provides a powerful analogy from the book, “If your team is afraid to tell you when they smell smoke, you’re always going to be putting out fires.”[22:08] What desires drive you, and which might derail you? This is the “gas pedal” conversation… It’s the leader's responsibility to ask the questions and start the conversations to figure out what is going to motivate their team and get them going but also be conscious of what might get them off track. Leaders naturally desire acceptance and belonging but can also face the struggle of connection versus having difficult conversations. Edward reiterates by saying, “We can’t let the maintaining the relationship get in the way of maintaining effective performance of the team.” [31:32] What are your greatest gifts? This is the question that gets leaders and team members lighting up. Our gift is something that often goes unappreciated, something that comes so naturally but we don’t value it the way other people might. “As soon as you gain awareness of your gift you start seeing applications for it in many other places in your life, and many other places in the business” [35:24] Edward explains how great leaders can see gifts and use them to add value to not only the business but by allowing their team member to see the gift for themselves as well. What is your purpose? In Leading with Heart, all the previous four questions lead to the why. Get all the other information and feelings out there so that you can determine a real why and a real purpose. To Edward, purpose means how do you wanna leave the world? Who do you want to serve? What impact do you want to have? Edward defines this as, “Ultimately purpose comes down to figuring out how to use your gifts to their highest and best use. In service of something bigger than yourself.” [44:26] Mentioned in this episode: Send Marcel a text message!
	Marcel Schwantes: 3 Decisions To Be A Better Leader	20 Oct 2022	00:07:24
25 years ago, my leadership skills were on life support, but over time my toxic patterns were broken as I repeatedly chose to perform actions that created value, built community, and increased my influence. Neuroscience and positive psychology research have led us to a better understanding of how to improve our leadership behaviors and shift from a fixed to a growth mindset. To take neuroscience for a test drive and begin to reshape your own brain to become a better leader, there are three time-tested decisions you must make: 1. Practice New Behaviors You become a leader by first unlearning and subtracting old habits. Then shift to a growth mindset, showing curiosity and openness. When you surround yourself with leaders exhibiting character and emotional intelligence — soak up their wisdom, and model new habits and behaviors. Then apply your new learning and knowledge, and add experience to your everyday life. “Application and practice is the key.” [3:40] 2. Change “You must be willing and motivated to change and grow as a leader.” [4:30] Your intentions to become a great leader someday have to be heart-based. In other words, great leaders connect to the hearts of their followers to gain their trust. Both the head and heart need to be in the game. Without the heart, you’re stuck in autocracyland — focusing heavily on the end results while treating people like cogs — and forgetting the relationships that will achieve even greater results while making people’s lives better. 3. Seek Feedback “To develop leadership skills, you must be motivated to seek out and receive feedback from others to see yourself more clearly.” [5:54] This will take great courage. You have to be willing to go down deep to explore old habits and behaviors below the surface that need to be identified and changed. In other words, unlearning and subtracting old behaviors and learning and adding new habits. Which of these ideas do you agree with? What would you add? I’d love for you to continue the conversation on LinkedIn. Tag my name and use #loveinactionpodcast. Let’s keep it going. Mentioned in this episode: Marcel Schwantes \| Professional Profile \| LinkedIn Marcel Schwantes Send Marcel a text message!
	[REPLAY] Frances Frei: Unleashing Empowerment Leadership	13 Oct 2022	00:56:22
Highlights: Leadership and Empowering People True leadership extends beyond being in the trenches. It’s about the ability to empower people even when you’re not around - even after you’re no longer in the company permanently, your influence remains. “Leadership is about empowering other people as a result of your presence and making sure that impact continues into your absence.” [5:46] Empowerment Leadership as a Target Empowerment leadership can be represented by a target - the bullseye being TRUST which is the foundation. Leaders move outward with each ring representing an element that empowers people. The first ring is LOVE with the idea of: How can I set up one other person for success? The next ring is BELONGING: What can I do for a varied group? The next rings are STRATEGY & CULTURE where you truly make a difference with your influence going past the bounds of the organization, rippling out to the customers and the clients where strategy is silent. "It starts with ourselves with trust and it goes all the way past the bounds of the organization with culture." [8:38] Building a Trustworthy Culture Trust is broken down into 3 traits: authenticity, logic & empathy. Each component has a role and what’s prescribed for the lack of empathy cannot cure the diagnosis for authenticity. If your culture is broken, start with trust. Frances describes the role of each component in building a trustworthy culture. “The reason that people haven’t been able to make much progress on trust is they kept trying to move to trust without understanding its very different but comprehensive component parts.” [18:40] Love By Setting High Standards Love is empowering people by setting high standards and revealing deep devotion to them. To bring out someone’s best, they have to feel your high standards as much as your devotion to them. Marcel comments that people often forget the leadership part of servant leadership: high standards and accountability are as important as caring. Both are necessary for a great leader. "Servant leadership in its definition, people only focus on the servant part and forget that the leadership part is setting those high standards and holding people accountable." [23:44] Diversity and Inclusivity in the Workplace One of the strategies that often fails in making a workplace more diverse and inclusive — especially for women — is the recruitment process. Frances shares why the recruitment process fails - they fail to acknowledge that their recruitment system fails in attracting. She stresses that if an organization’s recruitment system is great for attracting men, keep doing that. But if an organization is looking to attract highly qualified women using the same recruitment system, it’s not going to work. Acknowledging who your system attracts is the first step in creating diversity and inclusivity in the workplace. "If women are not applying, your systems are great for attracting men. Keep doing it every time you want to attract men but acknowledge that it's failing at attracting women. So now, how do you recruit differently for different demographics?" [42:31] A Leader’s Takeaway Frances wants leaders to take away this point: if you notice something wrong, address it now. “Meaningful change only happens quickly,” she argues. “Meaningful change happens when the thing you want to change is your number one priority…So when you see something, address it; address it with all your might, close it, & move on to the next thing.” [51:06] Mentioned in this episode: Frances Frei on LinkedIn Send Marcel a text message!
	Cynthia Covey Haller: Live Life in Crescendo	06 Oct 2022	00:51:42
Cynthia Covey Haller is an author, teacher, speaker, and active community member. She has contributed to the writing of several books and articles, most recently she co-authored her late father, Stephen Covey’s final book, “Live Life in Crescendo”. Cynthia has held leadership positions in women’s organizations, served as a PTSA president, was an organizer for refugee aid and food pantry volunteer, and she is currently working as a service volunteer helping with employment needs. She graduated from BYU and lives with her family in Salt Lake City, Utah. Highlights: Live Life in CRESCENDO This musical symbol builds with energy and passion and keeps getting louder and stronger. The physical symbol starts at a small point and spreads out. This idea represents The Crescendo Mentality, we should always be growing and striving to do more, as Cynthia quotes her late father, “Don’t look in the rearview mirror at what you’ve accomplished, look ahead”. [11:38] The Midlife At this point in life are you where you want to be? The Midlife is defined in the book in two perspectives: Being successful in your most important roles beyond monetary gain and Using resourcefulness and initiative to take control of your life. These perspectives as a part of the crescendo mentality is to not accept your life for what it is, you have the power to change it and make it what you want. Marcel summarizes this point as “The Crescendo Mentality is really a mindset shift to see your life differently”. [20:59] The Paradigm At every age and stage in your life, you handle what comes with a paradigm shift. Cynthia shares a story from the book about a horrible crime and false conviction, and the person convicted begins to live in diminuendo but breaks his three years in silence, to comfort a convict in the neighboring cell. And he shifted and chose to live in crescendo, with this power and beacon of life he was able to eventually prove his innocence and be released after 30 years in prison. Stephen Covey originally said, “If you wanna make small changes in your life, change your attitude. If you wanna make large and primary changes, work on your paradigm”. [23:00] The Pinnacle of Success You think you’ve done it all, are you going to rest on your laurels and go enjoy the warm sunny retirement community in Florida? Most people that are successful, if they don’t continue to serve people all along, they don’t feel much meaning in their lives. At the pinnacle of success, there is so much to continue to contribute, even as a regular person without the resources of past presidents. Every person no matter the means has what it takes to meet someone's need, one kindness and act of service at a time. Cynthia explains, “My father taught that life is about contribution, not accumulation”. [32:42] The Ultimate Hope Your most important work and contributions can still be ahead of you. If you do decide to retire, continue to look forward and make contributions around you. Look down deep, what is your mission? Stephen Covey taught as relayed by his daughter Cynthia, “Life is a mission, not a career”. [39:10] Mentioned in this episode: Live Life in Crescendo: Your Most Important Work Is Always Ahead of You (The Covey Habits Series) Cynthia Covey Haller on LinkedIn Cynthia Covey Haller on Instagram Send Marcel a text message!
	Mark C. Crowley: Lead From The Heart	29 Sep 2022	01:03:35
Mark C. Crowley is a renowned global thought leader, speaker, and the author of the leadership classic, “Lead From The Heart.” Highlights: “I have science that proves that the heart actually plays an enormous role in influencing human behavior.” [7:45] Mark explains the sentiment behind his original book and new revision Lead From The Heart. “The strength of a heart-based leader is to see the potential in others and have the belief in them that they don’t have in themselves.” [14:40] Marcel comments on the change that can happen in an employee when working with a leader who truly believes in them and sees what they don’t see within themself. “The heart and the mind are actually connected and the heart actually sends more communication to the mind than the other way around.” [27:50] Mark gets into the science behind his idea of leading from the heart in which feelings genuinely influence our mind. He shares research from Heart Math that explains when people are working in a positive, appreciated environment they operate in their most optimal performance in what they call coherence. “Recognize that just because you have an opening, and someone comes who wants the job is the right fit for it.” [37:08] Mark explains the principle of Hiring from the Heart, having a high-performing team is about using great discipline in how you hire. “You have to adapt to your employees; so you have to know what it’s important to them and know how to support them.” [37:11] Building a Relationship Mark says is not just spending time with your staff but getting to know their needs and wants and how you can help them be successful, that builds trust and provides a positive environment. “If you’re a manager, you know something about what your employees do all day…so teach them, coach them, give them your time.” [40:15] Giving Time is an investment that Mark shares as an important responsibility and commitment for leaders. “There is a significant gap between what people feel from their manager and what managers think they’re doing for them.” [41:45] Mark encourages leaders to make real Recognition a priority for their employees. “Any act of kindness, coaching, validation, or appreciation….is a micro manifestation of love.”[54:38] What does it mean to love your people? Mark wants leaders to know that these positive emotions are not the romantic version of love but real authentic professional ways to do business and lead. Mentioned in this episode: Mark C. Crowley Leadership & Sales Management Consultant, Professional Speaker - Mark C. Crowley & Associates \| LinkedIn Emotional: How Feelings Shape Our Thinking Hardcover The Extended Mind: The Power of Thinking Outside the Brain: Paul, Annie Murphy Influence Is Your Superpower: The Science of Winning Hearts, Sparking Change, and Making Good Things Happen Permission to Feel: Unlocking the Power of Emotions to Help Our Kids, Ourselves, and Our Society Thrive eBook: Brackett, Ph.D., Marc Sigal Barsade: The Power of Emotions - Knowledge at Wharton Love 2.0: Creating Happiness and H Send Marcel a text message!
	Marcel Schwantes: Authenticity and Leadership	22 Sep 2022	00:09:09
Authenticity may be a big buzzword in the leadership space, but what does it mean? Marcel Schwantes breaks down what it means and why it’s important to be an authentic leader in 8 simple points. Highlights: “They Show Up with Their True Selves: Authenticity is showing up with your best self. It's leading from your mind and your heart.” [2:33] Marcel explains that leaders with authenticity show up with emotional honesty, excellence in everything they do, a great attitude, openness to receiving feedback, and self-awareness. “They Treat Themselves (and Others) as Human Beings: Great leaders display authenticity by making room daily for laughter and joy while accepting that they're not perfect and that they make mistakes.” [3:45] Marcel highlights that leaders create a safe environment to display trust for admitting mistakes themselves AND their teams “They Approach Conflict by Looking at All Sides: Authentic leaders don't assume and jump to conclusions. They look at difficult situations from several angles.” [4:20] Marcel explains that authentic leaders make educated decisions by getting clarity and multiple perspectives. “They Speak Their Truth: Being authentic means you don't say things to sugarcoat, to try to please others or to try to look good in front of your peers.” [5:10] Authentic leaders have great reputations because as Marcel says, they speak clearly, honestly, and with integrity. “They Are Teachable: Another way of being authentic is to gladly accept the role of a learner.” [5:43] Marcel reminds listeners that good leaders are willing to ask questions and have a genuine interest in the answers. “They Listen to Understand: Authentic leaders listen to understand, which is a rare and forgotten leadership skill.” [6:12] Marcel shares that these leaders reflect back on their employees with a goal of connection and helping them succeed. “They Are Accessible: Authentic leaders are out in front of the organization sharing plans for the future, and being open and transparent even during hard times.” [7:10] Marcel explains here that authentic leaders are out in front, communicating. “They Promote Trust: In trustworthy organizations, people respond to leaders they can trust and are motivated to another stratosphere because they feel safe.” [7:37] The previous seven points from Marcel culminate with this ultimate leadership practice. Mentioned in this episode: Marcel Schwantes \| Professional Profile \| LinkedIn Marcel Schwantes Send Marcel a text message!
	Marcel Schwantes: Emotional Intelligence - 9 Questions You Need to Ask	15 Sep 2022	00:07:13
Emotional Intelligence is an integral part of leadership and navigating business. Marcel Schwantes shares 9 Questions from Daniel Goleman, for a self-assessment on Emotional intelligence. Highlights: “Emotional intelligence does its best work to get you promoted to the next level when the stakes are higher.” [1:57] Marcel Schwantes presents the research behind the importance of Emotional Intelligence. “To get a better understanding of where you measure up against the high bar of emotional intelligence, I will leave you today....with nine questions that Daniel Goleman, the foremost authority on emotional intelligence, has offered for your own self-assessment. Your only job is to answer with an honest ‘yes’ or ‘no.’” [3:20] Marcel shares the 9 questions you need to ask when it comes to assessing Emotional Intelligence. Are you usually aware of your feelings and why you feel that way? Are you aware of your limitations, as well as your personal strengths, as a leader? Can you manage your distressing emotions well -- e.g., recover quickly when you get upset or stressed? Can you adapt smoothly to changing realities? Do you keep your focus on your main goals, and know the steps it takes to get there? Can you usually sense the feelings of the people you interact with and understand their way of seeing things? Do you have a knack for persuasion and using your influence effectively? Can you guide a negotiation to a satisfactory agreement, and help settle conflicts? Do you work well in a team setting? “As you think about improving your leadership for the rest of 2022, which of these questions can you confidently answer with a resounding "yes"? And which do you feel are a work in progress or an area for growth?” [5:40] Join Marcel on LinkedIn to continue the conversation! Mentioned in this episode: Marcel Schwantes \| Professional Profile \| LinkedIn Marcel Schwantes Daniel Goleman - Senior Consultant Send Marcel a text message!
	Marcel Schwantes: Vulnerability is Reality	08 Sep 2022	00:05:44
Closing the loop on the recent discussion of vulnerability on the Love in Action podcast, Marcel Schwantes reflects on past interviews. Marcel quotes past guests and business leaders to prove why Vulnerability is not a weakness but instead a strength and a realistic approach to the reality of life and business. Highlights “Some welcome it [vulnerability] as an emotional leadership strength to build trust and connect with people, while others see it as a weakness and they reject it as a leadership practice deemed as too emotional, too touchy-feely for people in positions of power.” [1:10] Which is it? Marcel begs the question: is vulnerability a strength or a weakness? “In my study, observations, and interviews of leaders, I have found that when leaders model vulnerability, whether it's by admitting blind spots or truly listening to the views of others, it creates a culture where everyone feels empowered to bring ideas forward that will grow the business.” [1:50] Over the course of Marcel’s research he has discovered the importance and powerful impact leaders with vulnerability have. "Our jobs make up a large portion of our lives, and to turn off your emotions for eight hours every day invites emotional disconnectedness in all aspects of life, and undermines self-confidence” [2:48] Marcel quotes Jason Tan, CEO of Sift, on why he finds Vulnerability to be not only an important part of leadership but an important part of life. “I asked Amy Edmondson to define vulnerability in her own terms, as the word has undesirable connotations. She says ‘To me, vulnerability is a simple statement of fact; If you are a vulnerable leader, you are simply willing to acknowledge reality.’” [3:50] In episode 87, linked in the show notes, Marcel interviewed Amy Edmonson and Dr. Tomas Chamorro-Premuzic, two of the foremost organizational psychologists of our time. Marcel quotes Amy in her striking statement equating vulnerable leadership to recognizing reality. Mentioned in this episode: Marcel Schwantes \| Professional Profile \| LinkedIn Marcel Schwantes Love in Action: Vulnerability, Not Bravado with Dr. Tomas Chamorro-Premuzic and Amy Edmondson on Apple Podcasts Jason Tan - San Francisco, California, United States \| Professional Profile \| LinkedIn Sift Dr. Tomas Chamorro-Premuzic - Chief Innovation Officer - ManpowerGroup \| LinkedIn Amy Edmondson - Novartis Professor of Leadership and Management - Harvard Business School \| LinkedIn Send Marcel a text message!
	[REPLAY] Sabrina Horn: Make It, Don’t Fake It	01 Sep 2022	00:37:22
Sabrina Horn is an award-winning CEO, communications expert, and author. Sabrina is an advisory board member to several organizations and founded Horn Group, becoming one of the few female CEOs in Silicon Valley in the early 90’s. Her book, Make It, Don’t Fake It: Leading with Authenticity for Real Business Success, aims to help executives make the right decisions as they start and grow their businesses for long-term success. Highlights: (THIS IS A REPLAY OF OUR 4TH MOST LISTENED-TO EPISODE) The phrase ‘fake it til you make it’ has bred and normalized dishonesty to get ahead, Marcel says. It encourages people to lie or twist the truth for personal gain, which sabotages your success and destroys your reputation. [3:17] “Technology is often misunderstood or not understood,” Sabrina claims. “I made a living out of helping people who would otherwise never meet, connect with each other; and making complex things simple to move things forward. That’s essentially an act of love to me because you’re making the world a better place that way.” [7:42] Running a business with integrity and authenticity is difficult because taking the shortcuts to avoid that is easier, Sabrina says. By definition, integrity means truth, but the reality is that sometimes truth hurts. “If your product has a flaw and you have to do a recall or if the market’s turning sour and you have to do a layoff, that’s hard to face,” she remarks. [13:00] Marcel asks Sabrina to discuss why core values and transforming your workplace and brand are important. “My advice to every entrepreneur is to determine what you stand for and what your company has to offer before you start,” she replies. “Think about every business process you’ll have in your company and how your values will integrate into them.” [21:00] In recreating and revamping your company culture, you should first elaborate on how your values manifest through the culture and what you will and will not tolerate. You must also lead by example. “I also suggest that leaders overcommunicate with their teams, especially coming out of the pandemic,” she adds. “In the midst of all this uncertainty and doubt, you need to know what is unknown. You need to acquire a bias for information and overcommunicate with your people to remove that uncertainty and doubt.” [25:46] Marcel asks Sabrina how leaders can show love at work. “A leader loves well by creating an environment where values and culture matter, where people feel like they can stay and grow and build their careers, where they feel like they can be themselves… when you give that kind of care [to your people], that ultimately translates into better financial performance, more employee retention, and a stronger brand; all of it pointing to a more successful business,” she responds. [33:12] Mentioned in this episode: Sabrina Horn on LinkedIn SabrinaHorn.com Make It, Don’t Fake It Send Marcel a text message!
	Bill George: True North	25 Aug 2022	00:58:59
Bill George is former CEO of Medtronic and currently a professor at Harvard Business School. He’s written two leadership classics of all time: Authentic Leadership and True North. Highlights: “Why shouldn’t we lead with our hearts in business, and bring our whole humanity there?” [5:25] Bill George shares the heart and inspiration of True North: Emerging Leaders Edition, as today’s leadership moves from past eras of leading with your hands or head and instead from the heart. “Employee’s today have agency. They say if you don’t care about me…I don’t wanna work here.” [20:53] Bill comments on the shift in our workforce that has led to the so-called ‘Great Resignation.’ His ideas and motivation for his new edition of True North is to inspire emerging leaders to create an environment that cares for everyone. “Leading with your True North means to know what that sense is of who you are and being real AND then enabling everyone around you to be real.” [23:31] How has leading with True North changed in 2022? Bill reminds that leadership is no longer about command and control but instead realness and vulnerability. “The key for people to understand is they first have to discover themselves and be introspective to arrive at this point in leadership.” [24:57] Marcel questions that this level of realness in leadership requires personal work. Bill recommends spending 20 minutes every day to reflect and learn who you are so that you can go out and inspire other people. “The three great seducers are money, fame, and power.” [26:46] Bill George lists the forces that drive many leaders away from their True North. Bill shares illustrations of leaders without a True North and the consequences of that. “What does it mean to have an integrated life? Think of your life in four buckets: Worklife, Family, Personal, and Friends/Community.” [37:30] The key to success and fulfillment is an integrated life. Bill elaborates that there is no such thing as the “perfect balance” but encourages to question if you can lead with integrity and in the same way in all four buckets of your life? “Think of yourself as COACHing other people, to be a leader of leaders.” [42:42] Bill explains COACH, the acronym from the book. Care about your people. Organizing your team into their sweet spot. Alignment of your team into the mission and values. Challenge and encourage your team members to do better. Help your team solve problems. Mentioned in this episode: Bill George William(Bill) George on LinkedIn Mark Zuckerburg, Facebook Elizabeth Holmes, Theranos Rye Barcott – Co-Founder and CEO – With Honor Team – With Honor Jennifer Hyman – CEO, Co-Founder and Chair of the Board – Rent the Runway Rent the Runway Ken Frazier, CEO, Merck Jonathan Lee Kelly, Founder, Asymmetric Holdings Send Marcel a text message!
	Discover How to Unlock a Brighter, Happier, Bolder You with Dr. Paul Zak	08 Nov 2025	00:49:53
Today’s episode is made possible by TerraSlate. TerraSlate Waterproof Paper is waterproof, rip-proof, and recyclable — no more laminating sheets, and no more wasted paper. TerraSlate prints through any standard laser printer and can be written on with a regular ballpoint pen. Powered by 100% renewable energy and recently named a Denver Broncos Small Business Partner, TerraSlate combines durability with sustainability. From ocean dives to mountain summits, it’s trusted by the NFL, the U.S. military, and Michelin-starred restaurants to perform when nothing else does. If your work matters, make it last. Visit TerraSlate.com and make your ideas indestructible. Episode Recap: In this Love in Action episode, Marcel sits down with neuroscientist and author Dr. Paul Zak to unpack what truly makes us happy—and how love, connection, and neuroscience intersect to create thriving workplaces and healthier lives. Drawing on research from The Little Book of Happiness and his company, Immersion Neuroscience, Zak reveals how happiness isn’t just a feeling—it’s a measurable state shaped by our relationships, daily choices, and leadership behaviors. Bio: Paul Zak is a distinguished university professor at Claremont Graduate University. His research has taken him from the Pentagon to Fortune 50 boardrooms to the rainforest of Papua New Guinea. He is ranked among the top 0.3 percent of most cited scientists, with over 200 published research articles. His lab and company, Immersion Neuroscience, help people live longer, happier, and healthier lives. Quotes: "Vulnerability is one of the best ways to build bonds with people, whether in your family, your circle of friends, or your professional team and organization. Vulnerability teaches them that you are approachable and that you need others to help you develop answers and embrace feedback." "The more you go in an organization, the more people you lead, the more you become a role model. You're also visible as a role model to people you do not interact with daily, both inside and outside your organization." "If the map differs from the terrain, go with the terrain. This means assessing the situation in real time, getting inputs from every team member on that special assignment, and making a new plan, which hopefully is a winning plan." Takeaways: ·Reflect on Your Leadership Style: Take 10 minutes to write down how you respond to mistakes and feedback. Are you open to vulnerability, or do you default to defensiveness? Identify one behavior you can adjust to build trust with your team. · Build Genuine Connections: Schedule one conversation this week with a team member to learn their personal or professional story. Ask questions that show you care about their perspective and challenges. ·Challenge Long-Held Beliefs: Identify one assumption you rely on when making decisions. Ask yourself, “What if this isn’t true?” and explore how adapting your approach could improve outcomes. Practice “Fearless Learning”: Pick a recent setback and outline what went wrong without assigning blame. Write down one concrete action to improve your approach next time. Create a Commitment Plan: Draft a one-page outline with three areas to focus on: how you’ll lead yourself, lead your team, and lead your organization. Revisit it regularly to stay aligned with your goals. Timestamps: [00:00] Introduction & Why Happiness Matters [04:00] The Science Behind Social Connection [08:00] Redefining Happiness for Introverts [10:00] The 45 Cardinal Virtues Explained [12:00] The Six App and Measuring Key Moments [17:00] How the Brain Creates Happiness [19:00] Longevity and Social Bonds [20:00] Love vs. Fear in Leadership [24:00] Oxytocin, Trust, and Connection [30:00] Healing Division Through Empathy [33:00] Emotional Fitness and Therapy [36:00] Building Happy, Sustainable Organizations [38:00] Personal Lessons & Reflections [44:00] Leading with Love and Practical Kindness [45:00] Final Takeaways & Resources Conclusion: To thrive in today’s demanding world, leaders must embrace human-centric leadership. Great leadership starts with self-awareness and a commitment to personal growth. By fostering empathy, encouraging open feedback, and seeing vulnerability as a strength, leaders create environments where teams feel valued and empowered. Practicing fearless learning—letting go of rigid assumptions—enables leaders to adapt and guide their organizations through uncertainty. Ultimately, the most effective leaders prioritize authentic relationships, inclusion, and continuous growth, ensuring their teams can innovate, collaborate, and succeed while building cultures that endure beyond immediate challenges. Links/Resources: Website: https://www.getimmersion.com/ Download the SIX app here: https://your6.com/ Book: https://a.co/d/9IIYijt LinkedIn: https://www.linkedin.com/in/paul-j-zak-91123510/
	Marcel Schwantes: Vulnerability, an Important Virtue in Leadership	18 Aug 2022	00:06:21
“Dr. Brown's viral Ted Talk, The Power of Vulnerability, has already solidified the importance of vulnerability in the workplace, and how critical it is for leaders to connect with and inspire others.” [00:45] Marcel shares Dr. Brene Brown’s philosophy on the virtue of Vulnerability as ‘the birthplace of innovation, creativity, and change.’ “Employees and leaders who trust one another learn to be comfortable being open to one another around their failures, disappointments, weaknesses, even fears.” [1:25] Marcel explains that vulnerability-based trust is the backbone of successful leadership. “Courage sets vulnerability apart as a major strength of leadership.....so now it’s no longer weak, soft, and fuzzy.” [2:30] Sadly, many teams work together for years and still distrust one another, and others only together a short amount of time display an incredible amount of trust. Marcel drives home that the difference is having the courage to show up with emotional honesty, acceptance of shortcomings, release perfections, and have open dialogue. “Increase self-awareness, Lead from the heart, Listen to understand, Be ‘present’ with your feelings.” [3:52] How can you lead with more vulnerability? Marcel gives 4 big ideas and actions to practice becoming a model of vulnerability. Mentioned in this episode: Marcel Schwantes \| Professional Profile \| LinkedIn Marcel Schwantes The Power of Vulnerability TED Talk Send Marcel a text message!
	Marcel Schwantes: The Foundation for Effective Communication	11 Aug 2022	00:08:19
Highlights:“When you focus on the needs of your employees, growing and empowering them, we can agree that this cannot be properly done without good listening skills.” [1:48] An often neglected, rarely mastered art form, Marcel explains that listening is the foundation of human communication. “Authentic listening is the ability to understand what's happening on the other side of the fence; to identify the will of a group and help to clarify that will if you’re a leader” [3:25] Marcel defines authentic listening as selfless, begging one overarching theme: how can I help the other person? “If you place yourself in the position of listening to feedback for your own good, to further your development...I promise you things will change in a positive direction.” [5:40] Marcel relates to leaders in that it is hard to listen to feedback. But it is SO important for yourself and for your team.“Be open. Listen without interruption, objections, or defensiveness. Be responsive. Listen without turning the table. Ask questions for clarification. Be accountable. Seek to understand the effects and consequences of your behavior. Be self-aware. Be aware of your own emotional reactions, body language, and how you're coming across in the listening. Be quiet. Refrain from making or preparing to make a response, or trying to explain, defend, or fix. Just stay....quiet.” [6:05] If you're stuck feeling hesitant about feedback, Marcel provides 5 tips for setting yourself up to successfully receive feedback to your benefit. Mentioned in this episode:Marcel Schwantes \| Professional Profile \| LinkedInMarcel SchwantesTalk, Inc.: How Trusted Leaders Use Conversation to Power their Organizations Hardcover – June 19, 2012 Leadership Is a Conversation Send Marcel a text message!
	Jacqueline Carter: Compassionate Leadership	04 Aug 2022	00:42:57
Jacqueline Carter is a partner and North American Director for Potential Project, and the co-author of Compassionate Leader: How to do Hard Things in a Human Way.Highlights:“Not only is it possible to do hard things in a human way, but when we do…our people thrive.” [9:50] Jacqueline Carter dives into the data behind her new book Compassionate Leader, delighted to find this human way of doing the hard things that solves the leadership challenge of better well-being and better performance.“How does being rated high on compassion help with our stress and anxiety levels, which are off the charts?” [10:55] Marcel, taking note of the rising stress levels post pandemic, asks Jacqueline how compassionate leadership changes that…interestingly enough, it benefits both the leader and the staff. “There are many leaders that are smart…being smart means you have the answer to the question; being wise is knowing when not to give the answer to the question.” [13:40] Not only is compassion important but Jacqueline drives home the point of the importance of wisdom in that equation. A wise leader can bring together the greatest potential of the team.“Empathy can lead to empathetic burnout; we can care SO much that we can get stuck and then we can’t do anything.” [21:20] Don’t let empathy hijack your brain. Jacqueline encourages leaders to ask the question, how can I be of benefit…to drive and influence their ability to lead with compassion. “Compassionate action can be no action, so long as it is done with wisdom.” [23:31] Leading with compassion can sometimes mean taking a step back. Jacqueline explains the need for space in decisions and actions…at times doing nothing at all. “Before we lead others with compassion, we must first learn to lead ourselves with compassion.” [23:45] Marcel quotes Jacqueline’s principle of ‘Oxygen Mask First’: a critical point for leaders to meet their needs and take care of themselves first so they can then be of service to others. “Busyness does not equal productivity” [25:30] Jacqueline’s tip for leaders is to stop wearing busyness as a badge of honor and instead pause and approach tasks with a calmness and understanding of what is possible and reasonable to do. “Wouldn’t it be amazing if as a culture, we valued our downtime as a restorative opportunity for us to be able to show up as a better version of ourselves.” [28:00] What does it mean to appreciate the "busylessness"? Jacqueline encourages an emphasis on creating space in your life and mind for actual downtime, where you are present as an individual. “It takes an immense amount of courage to see vulnerability as a leadership strength and not as a weakness.” [32:45] Marcel comments on the principle of ‘Courage over Comfort’ in which Jacqueline explains the hard stuff, that requires courage and uncomfortability where leaders should embrace the fear and tame it.“We can both be hard and human. We can focus on results and care. Not only is that better for ourselves, for our people, but also for our business.” [36:55] Rounding out the discussion on the 6 principles, Jacqueline parts with what she hopes listeners and readers will take away from her book, Compassionate Leader.Resources:Potential ProjectJacqueline Carter - Senior Partner & North America Director - Potential Project \| LinkedIn Harvard Business School Columbia Business School Berkeley HaasAmsterdam Business School Send Marcel a text message!

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