Explore every episode of the podcast Now What? Podcast

Most candidates walk into an interview focused on answering questions. The ones who get hired know how to ask them.

Glenn Sharp breaks down advanced interview strategy — how to decode what interviewers are really asking, and how the questions you bring reveal more about your critical thinking than your answers ever could.

He covers the Change Graph, how to identify pain points where company needs and your skills intersect, and the specific questions that signal you're the right hire.

Get the book at readnowwhat.com.

In this episode of Now What?, Glenn Sharp continues the Advanced Coaching Techniques series by focusing on root cause coaching.

The issue someone brings to a coaching conversation is often not the real issue. A manager may ask for time management training, but after asking better questions, the root cause may be communication, unclear expectations, poor meeting leadership, or lack of accountability.

Glenn shares a story about being asked to lead a time management workshop and discovering that the real problem was unclear communication. He also discusses how to run better meetings, keep people on topic, clarify responsibilities, and prevent side issues from distracting from the root cause.

This episode is useful for managers, HR professionals, leadership coaches, and anyone responsible for helping people solve the real problem instead of just treating the symptom.

Topics covered: leadership coaching, root cause analysis, coaching skills, communication, meeting management, accountability, management training, employee development, and workplace leadership.

Next Steps:
Get the book: readnowwhat.com
Subscribe for weekly leadership content.

In this episode of Now What?, Glenn Sharp continues Part 4 of his MVHRA Advanced Coaching Techniques series with a focus on resistance, change, and personal ownership.

The most common form of resistance often sounds simple: “I don’t have time for that.”

But in many coaching conversations, time is not the real issue. Priority is.

Glenn explains the Change Curve of Human Behavior, why people often grow when someone tells them the truth, and why resistance should be expected when coaching begins to challenge old patterns. He also uses the Super Bowl ticket example to show that people usually make time for what they truly want to make time for.

This episode is especially useful for managers, HR professionals, leadership coaches, and anyone responsible for helping people move through change.

Topics covered: leadership coaching, coaching skills, change management, workplace resistance, accountability, difficult conversations, employee development, management training, and resistance coaching.

Next Steps:
Get the book: readnowwhat.com
Subscribe for weekly leadership content.

Most coaching conversations fail because leaders skip the foundation.

In this episode of Now What?, Glenn Sharp shares lessons from his MVHRA Advanced Coaching Techniques presentation and breaks down one of the most important questions in leadership coaching:

What have you done in the last year to change your situation?

That question forces ownership. It separates frustration from action. It also exposes when someone has been repeating the same approach and expecting a different result.

Glenn also discusses why peers can sometimes be more effective coaches than managers, especially during onboarding. New employees may be more willing to ask vulnerable questions of a peer because they do not feel like they are being evaluated by “internal affairs.”

This episode covers the work that must happen before coaching can be effective: building trust, clarifying the relationship, preparing for difficult conversations, and understanding resistance before trying to correct it.

Topics covered: leadership coaching, coaching skills, workplace accountability, difficult conversations, employee development, building trust, management training, peer coaching, and resistance coaching.

Next Steps:

Get the book: readnowwhat.com

Subscribe for weekly leadership content.

Most coaches walk into a session carrying the weight of the outcome. That's the mistake.

Glenn Sharp breaks down a real keynote scenario — coaching Jason, a charming but dismissive executive who deflects accountability — and flips the entire coaching model. The responsibility belongs to Jason and his boss. Your job is to coach, not carry.

Glenn covers the Change Graph, how to set up confidential conversations with both parties, and why doing the work upfront is what separates effective coaches from frustrated ones.

Get the book at readnowwhat.com.

Joe from Tampa just got promoted to VP — bigger team, more direct reports, and a CEO who's counting on him. Glenn Sharp answers his question directly: the biggest trap new VPs fall into is doing too much themselves.

In this episode: how to decouple from the work, leverage your Bright Spots, and build a team culture where ideas flow up instead of problems. This is what the Pinnacle of Management actually looks like.

Get the book: readnowwhat.com

What does Gen Z really think about workplace culture and communication?

In Episode 30 of the Now What? Podcast, Glenn Sharp explores how younger employees experience work, connection, communication, and culture—and why so many leaders misunderstand what they are actually looking for.

This conversation is not just about generational differences.

It is about what makes work enjoyable, meaningful, and sustainable for people.

Glenn starts by asking a powerful question:

What is it like working here?

That question gets to the heart of culture.

This episode explores why people want to feel valued and liked at work, why culture has such a direct impact on performance, and why a healthy workplace makes people more engaged and more likely to stay.

Glenn also introduces the “Jaws of Culture” concept, showing how many organizational initiatives get swallowed up by barriers such as turf issues, resistance to change, hierarchy, bureaucracy, and blame.

The episode also covers:

• Why Gen Z is often judged too quickly
• Why every generation tends to criticize the next one
• How technology has changed communication
• Why email is efficient but often impersonal and easy to misread
• Why face-to-face communication still matters
• Whether higher pay is worth it if the work makes you miserable
• Why happiness, fulfillment, and meaning matter in career decisions

If you want to better understand how Gen Z sees workplace culture and communication—and how culture affects performance, morale, and retention—this episode is worth your time.

Learn more at:
https://readnowwhat.com/

Get the book Now What?:
https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

What does Gen Z really want from work?

In Episode 29 of the Now What? Podcast, Glenn Sharp leads a roundtable discussion with Gen Z voices to explore what younger employees are actually looking for—and why so many employers misunderstand them.

This conversation is not just about pay.

It is about respect, purpose, growth, training, onboarding, and whether employees feel like they are stepping into something worth committing to.

Drawing in part from Captain D. Michael Abrashoff’s It’s Your Ship, Glenn reviews five major reasons people leave jobs:

• Not being treated with respect or dignity
• Lack of career path
• Not being listened to
• Not being rewarded with more responsibility
• Low pay

The discussion then gets specific.

Cayden explains why Gen Z wants work that helps build useful future skills and offers a real sense of purpose. Paulina shares how dismissive language can make a role feel small and unimportant. Both explain how disorganized onboarding and poor training can cause people to mentally check out very early.

Glenn also highlights a major leadership point:

Many employees decide within the first 72 hours whether they are likely to stay or leave an organization.

That means onboarding is not just administrative.

It is strategic.

This episode also explores why mentors, teammates, and early socialization into the team can make a major difference in retention.

If you want to understand what Gen Z values—and how to keep younger employees longer—this episode is worth your time.

Learn more at:
https://readnowwhat.com/

Get the book Now What?:
https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

What does it really take to hold people accountable?

In Episode 28 of the Now What? Podcast, Glenn Sharp breaks down the mindset leaders need if they want their team to stop depending on them for every answer and start thinking for themselves.

At the center of this episode is a simple principle:

Don’t come to me with a problem.
Come to me with the problem and the solution.

Glenn explains why accountability requires leaders to stop carrying all the weight and start pushing ownership back onto their employees and direct reports.

He uses the visual of “shoulder pads” to describe the burden many managers carry—and why strong leaders must deliberately take some of that weight off themselves and put it where it belongs: on the people they lead.

In this episode, Glenn discusses:

• Why leaders must create a solutions-first culture
• What to do when employees ask, “What do I do, boss?”
• Why trained employees should be trusted to make decisions
• How asking people what they want to do builds accountability
• Why teams should rely on each other instead of only relying on the boss
• How direct report idea generation creates better thinking and stronger teams
• Why leaders who solve everything themselves create dependence instead of growth

If you want to build a more accountable team, stop being the answer to every question.

Start requiring your people to think.

Learn more at:
https://readnowwhat.com/

Get the book Now What?:
https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

What’s the real difference between a manager and a leader?

In Episode 27 of the Now What? Podcast, Glenn Sharp builds on his recent appearance on the Entrepreneur DNA Podcast with Justin Colby to break down one of the most important leadership distinctions in business.

Most managers focus on tasks, processes, and direction.

Leaders focus on vision, influence, and preparation.

That difference matters most when change hits.

In this episode, Glenn explains why change often gets worse before it gets better, why leaders must prepare people in advance, and why talking to the end user before implementing change leads to better decisions.

He also shares real-world examples, including Justin Colby’s experience switching insurance providers and a story about poor planning that created wasted time and frustration when mechanics were sent to a location that wasn’t prepared for them.

You’ll also hear Glenn’s perspective on:

• Why delegation is the most powerful time management tool leaders have
• Why hiring people who are better than you at certain tasks is a strength
• How investing your time in training creates layers of coverage on your team
• Why AI is a tool—but human connection is still the key to business

If you want to lead more effectively, influence people better, and stop confusing management with leadership, this episode is worth your time.

Learn more at:
https://readnowwhat.com/

Get the book Now What?:
https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

The Entrepreneur DNA: https://open.spotify.com/show/0JgbSxIL3gi8M04gg8dMey?si=54f5b18f7bf84d37

Delegation is one of the most important—and most misunderstood—skills in leadership.

In Episode 26 of the Now What? Podcast, Glenn Sharp breaks down why so many leaders struggle to delegate and what it’s costing them.

This episode builds on Glenn’s recent appearance on the Entrepreneur DNA podcast with Justin Colby, where they discussed how leaders can create scalable teams by developing people and letting go of unnecessary control.

Many leaders hold onto work because of fear—fear that it won’t be done correctly, fear of losing control, or simply because it feels faster to do it themselves.

But there’s a hidden cost:

Opportunity cost.

When you spend time doing tasks that should be delegated, you lose time that could be spent developing your team, improving operations, and leading at a higher level.

Glenn explains how great leaders create people efficiencies by setting clear expectations, improving communication, and investing in training.

He also discusses:

• Why lack of delegation leads to burnout and turnover
• How to identify “bright spots” on your team and use them to train others
• Why promoting people without proper development creates problems
• The importance of transitioning from a player mindset to a coach mindset
• How even elite performers (like Michael Jordan) struggle to make that transition

If you’re overwhelmed or feel like you’re doing too much yourself, this episode will help you rethink delegation and start building a stronger, more capable team.

Justin Colby: The Entrepreneur DNA:

Spotify: https://open.spotify.com/show/0JgbSxIL3gi8M04gg8dMey?si=7862b71c269448e3

YouTube:

https://youtube.com/playlist?list=PLNIBJdVxHPuOzXKdoZ3E0qjbpgAcPxfeV&si=cea6jp8KXu06QNd9

Apple:

https://podcasts.apple.com/us/podcast/the-entrepreneur-dna/id1723959859

Learn more at:
https://readnowwhat.com/

Get the book Now What?:
https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

At some point in your career, you may face a difficult and deeply personal question:

Should you stay in your current role… or move on?

In Episode 25 of the Now What? Podcast, Glenn Sharp responds to a question from Justin in Vermont, who is experiencing prolonged stress in a dysfunctional organization. While he values the relationships he’s built, the situation is impacting both his professional performance and personal life.

Before making a decision, Glenn challenges listeners to think differently using the Results Cone and a proven assessment framework: the James Peterson Stress Management Questionnaire.

This framework helps uncover the true source of stress, including two key areas:

• The Disappointment Scale — where expectations of others may be unrealistic, leading to unnecessary frustration
• The Under Achievement Scale — where expectations of yourself may create pressure and dissatisfaction

Glenn explains that stress isn’t always caused by your environment alone.

Often, it’s a combination of expectations, perspective, and how we interpret our situation.

He also shares a personal story from his baseball career, illustrating how redefining success can remove unnecessary pressure and create clarity.

If you’re feeling overwhelmed, stuck, or unsure whether to stay or leave, this episode will help you get to the root cause of your stress and make a more intentional decision.

Learn more at:
https://readnowwhat.com/

Get the book Now What?:
https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

Employee turnover can be one of the most frustrating parts of leadership.

You treat your people well.
You invest in their development.
You create opportunities for them to grow.

And sometimes… they still leave.

In this episode of the Now What? Podcast, Glenn Sharp responds to a question from Bobby in Lima about how leaders should think about employee turnover and how to reconcile treating people well while still losing members of their team.

One of the most important leadership lessons Glenn shares is that turnover is not always a problem. In many cases, it’s simply a reality of managing people and building careers. Employees will leave for promotions, new opportunities, or sometimes because they believe the “grass is greener” somewhere else.

Glenn explains that great leaders focus on the one thing they can control: how they treat their people and how well they prepare their team for change.

This episode introduces the powerful leadership mindset of “Next Man Up.” Just like in sports, the next person must always be ready to step in when opportunity appears. That readiness only happens when leaders consistently develop and test their staff.

In this episode, Glenn discusses:

• Why managers must accept that people will leave their organization
• Why turnover is not necessarily a sign of poor leadership
• The “grass is greener” mentality and why many employees regret leaving
• How great managers constantly develop their people
• Why testing and preparing your team ensures someone is always ready to step up

Strong leaders don’t try to eliminate turnover entirely. Instead, they build teams that are prepared for it.

Learn more about the Now What? Podcast and leadership resources:
https://readnowwhat.com/

Get the book Now What? Promoted from Individual Contributor to Manager:
https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

Many leaders struggle with the transition from doing the work themselves to holding others accountable.

In Episode 23, Glenn Sharp answers a question from Robert in California, who is working 90 hours a week while his two leads are operating at only 60–70% capacity.

The real issue isn’t effort.

It’s mindset.

Glenn explains why leaders must shift their thinking before they can change the behavior of their team. Simply telling someone they’re now part of management doesn’t work.

You must train them, invest in them, and hold them accountable.

In this episode, you’ll learn:

• Why proactive leadership beats reactive management
• How the Results Cone helps leaders focus effort where it matters most
• Why you must align expectations with your boss first
• How the Leadership Coaching Scorecard helps structure leadership development
• Why thinking three years ahead changes your leadership strategy
• The Birthday Cake method for developing managers
• How the Accountability Ladder helps new leaders transition from friend to boss

If you're overwhelmed doing everything yourself, this episode will help you start building the leaders your organization needs.

Learn more at readnowwhat.com

Get the book Now What? on Amazon:
https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

Growth is exciting.

But expansion can quietly damage the very operations that made you successful in the first place.

In Episode 22, Glenn Sharp responds to a question from Elise in Orlando. Her company is preparing for a major acquisition, and her operations team — overseeing 10 locations across Florida — must develop a solid integration plan before the agreement is signed.

The question is simple:

How do you prepare for expansion without hurting your current performance?

Glenn walks through the leadership principles that protect your “home base” while positioning your team for growth.

In this episode, you’ll learn:

• Why proactive planning always costs less than reactive recovery
• How the Results Cone applies to expansion strategy
• Why rumor control is critical during acquisitions (and how poor communication once led to a 15% workforce loss)
• Why you must test your people now — before expansion stretches your leadership capacity
• How to think from the perspective of the company being purchased
• Why involving your team early builds ownership and reduces resistance
• How to protect your core operations when top talent is pulled toward new growth

Expansion without structure creates chaos.

Expansion with preparation creates opportunity.

The episode closes with a preview of Episode 23, where Glenn tackles how to hold managers accountable without damaging morale.

Learn more at readnowwhat.com

Get the book Now What? on Amazon:
https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

Micromanagement is frustrating.

Especially when your boss is a good person — but constantly involved in even the smallest details of your work.

In Episode 21, Glenn Sharp answers a question from Michael in Cincinnati about how to deal with a micromanaging boss without damaging the relationship — or your career.

Instead of reacting emotionally or staying silent, Glenn introduces a proven framework from Crucial Conversations: the STATE Method.

Before addressing the issue, Glenn explains why you must first shift your paradigm.

What pressure is your boss under?
What might he be worried about?
What’s happening from his perspective?

Then, use STATE:

• Share your facts – Stick to observable behavior, not accusations.
• Tell your story – Explain how the behavior impacts you.
• Ask for others’ paths – Invite your boss to share their reasoning.
• Talk tentatively – Avoid absolutes that trigger defensiveness.
• Encourage testing – Ask genuine questions instead of trying to win.

Glenn also explains the difference between:

“What” skills — what you say
“How” skills — how you say it

Because in crucial conversations, tone determines whether your message will be heard.

If you’ve ever felt micromanaged — or worry that you might be micromanaging someone else — this episode provides a clear, professional path forward.

The episode closes with a preview of Episode 22, which explores leadership challenges when purchasing another company.

Learn more at readnowwhat.com

Get the book Now What? on Amazon:
https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

Great managers don’t pass information along.

They filter it.

In Episode 20, Glenn Sharp answers a coaching question from Jeannette about one of the most practical leadership concepts from Now What? — being the “strainer” for your team.

Jeannette admits she doesn’t feel naturally creative and struggles to simplify complex messages from corporate leadership so her team can understand them.

Glenn explains why this isn’t about creativity — it’s about responsibility.

It’s your job as a leader to simplify.

In this episode, you’ll learn:

• Why communication and influence are managerial responsibilities — not personality traits
• How the “Results → Thinking → Behavior” framework applies to communication
• Why forwarding corporate emails directly to your team is a leadership mistake
• How to filter and translate messages into relatable language
• The powerful Reese’s Egg story — and how breaking a goal into simple, personal terms transformed results
• How to use bright spots and high-potential employees to help influence others
• Why situational discussions beat reading emails
• How to “shrink the change” to reduce resistance
• Why influence means speaking in terms your audience understands

Glenn shares real-world leadership stories, including a corporate sales mandate that seemed impossible — until it was simplified and reframed into something employees could actually achieve.

The episode reinforces that great managers don’t amplify noise — they reduce it.

They translate complexity into clarity.

The episode closes with a preview of Episode 21, featuring a challenging leadership question from Michael in Cincinnati.

Learn more at readnowwhat.com

Get the book Now What? on Amazon:
https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

The move from manager to director isn’t just a bigger job — it’s a completely different one.

In Episode 19, Glenn Sharp responds to a question from Jimmy in Charlotte, a successful manager of 9 who’s being considered for a Director role overseeing 60 people with five direct reports. It’s an exciting opportunity — but also a stretch.

What changes at this level?
What skills actually matter?
And how do you prepare for leadership at a higher altitude?

Glenn explains that success at the director level comes down to two core capabilities: Vision and Influence.

In this episode, you’ll learn:

Why you can’t stay in the weeds as a director
How the Results Cone changes your focus from doing to developing
Why you don’t need to know everything — but you must see what others don’t
How creating a Mission / Vision / Values framework builds alignment
Why goal-setting must begin with the end in mind
What it means to develop people who can replace you
Why “Don’t bring me problems — bring me solutions” builds ownership
The powerful succession question: “Who ya got?”

Glenn shares practical frameworks and mindset shifts that help leaders move from tactical execution to strategic influence — and explains why delegation and leadership development are no longer optional at this level.

The episode closes with a preview of Episode 20, featuring a question from Jeannette in Chicago about being a “strainer” for your team and filtering what reaches them.

Learn more at readnowwhat.com

Get the book Now What? on Amazon:
https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

In this episode, Glenn Sharp addresses a challenge many managers face but rarely talk about openly: how to develop high-potential employees without losing them.

Glenn responds to a question from a listener in Plymouth who manages a smart, ambitious employee that has clearly outgrown his current role. The employee is capable, motivated, and bored — and the manager is worried about losing him if the next step isn’t handled correctly.

Glenn explains why high performers don’t leave because of a lack of opportunity — they leave because of a lack of clarity and development. Promoting someone too fast or without preparation often creates bigger problems than it solves.

You’ll learn:

• How to approach a high-potential employee who’s getting bored

• Why understanding what the employee really wants matters more than assuming

• The Birthday Cake Method for development, from foundation to readiness

• How to give a realistic picture of leadership before promoting someone

• Why high-potential employees must prove readiness, not assume advancement

• How the Situational Leadership model helps identify development gaps

• Why expectations and accountability must be revisited throughout the process

• How and when your boss should already know who your top performers are

Glenn reinforces that developing high-potential employees is intentional work — and when done well, it keeps your best people engaged, challenged, and growing.

The episode closes with a preview of Episode 19, which focuses on the transition from manager to director and how leadership expectations change at the next level.

Learn more at readnowwhat.com
Get the book Now What? on Amazon:
https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

Burnout doesn’t happen overnight — it builds quietly, one frustration at a time.

In Episode 17, Glenn Sharp addresses burnout head-on after responding to a listener question from Tampa. The listener describes working for an unapproachable boss, receiving unclear direction, and feeling increasingly frustrated and depleted — to the point of burnout.

Glenn explains why asking for help is the right first step, and why burnout is often driven by perspective, boundaries, and control more than workload alone.

In this episode, you’ll learn:

• Why changing the way you think about a situation can reduce burnout

• How to compartmentalize work so it doesn’t consume your health or relationships

• The “Bubble” concept — what deserves your emotional energy and what doesn’t

• Why focusing on control and influence matters more than replaying the past

• How burnout often signals the need for relief, not avoidance

• Why difficult conversations are necessary — and avoiding them makes burnout worse

Glenn shares powerful stories, including a CFO whose overwork nearly destroyed his health and personal life, and explains how reclaiming boundaries helped him regain control.

The episode closes by reinforcing that burnout is often a signal that something needs to change — and previews Episode 18, which will explore what to do when high-potential employees feel stuck due to limited growth opportunities.

Learn more at readnowwhat.com
Get the book Now What? on Amazon:
https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

In this episode, Glenn Sharp tackles one of the most common leadership challenges: teams that resist change.

Glenn responds to a real question from a client in Dayton who leads a group that consistently pushes back on new ideas. Every change is met with skepticism, nitpicking, and negativity—and it’s holding the team back.

You’ll learn why resistance to change is normal, why it doesn’t mean your team is broken, and how leaders can guide people through change without losing momentum.

Key topics include:

• Why results come from behaviors, and behaviors come from thinking

• How thought habits shape how teams respond to change

• The Wheelbarrow Exercise, and how context changes perception

• Why leaders must control how change is introduced and discussed

• The “What If” exercise, a simple way to spark innovation and buy-in

• The Change Curve, and why discomfort is part of growth

• How great managers stay steady when resistance shows up

Glenn emphasizes that teams don’t embrace change by accident—leaders must create the environment where change makes sense and feels manageable.

The episode closes with a preview of Episode 17, which focuses on burnout and how leaders can recognize and prevent it.

Learn more at readnowwhat.com
Get the book Now What? on Amazon:
https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

In this episode, Glenn Sharp tackles a common and challenging leadership situation: a high-potential employee whose negative attitude is starting to affect the team.

Glenn responds to a real question from a client in Cincinnati about how to motivate a talented employee while still holding them accountable—especially when the negativity is directed toward upper management. His message is clear: when managers avoid addressing attitude issues, the problem doesn’t go away—it grows.

You’ll learn why accountability starts with the manager, and how failing to act sends the wrong signal to both the employee and the team.

Key topics include:

• Why negative attitudes must be addressed early and directly

• The Accountability Ladder, and the difference between powerful behavior (owning it, finding solutions, acknowledging reality) and powerless behavior (excuses, blame, waiting and hoping)

• Proactive versus reactive leadership, and why doing the work up front protects you as a manager

• How to use the Employee Planning Worksheet to turn potential into performance by clarifying impact, priorities, projects, and development goals

Glenn emphasizes that great leadership isn’t about avoiding hard conversations—it’s about having them in a way that drives growth, accountability, and results.

The episode closes with a preview of Episode 16, which focuses on leading people through change.

Learn more at readnowwhat.com
Get the book Now What? on Amazon:
https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

Great sales don’t begin with a pitch — they begin with understanding the customer.

In Episode 15, Glenn Sharp wraps up his three-part sales training series by connecting the dots between emotional intelligence, body language, pain points, and value creation. Whether you’re in sales, leadership, or business development, this episode focuses on how to sell in a way that actually helps people — and produces better results.

Glenn revisits key concepts from earlier episodes, including how to read customers, identify discomfort, and understand what truly motivates buying decisions. He introduces the idea of the Strike Zone — the place where a customer’s needs and your product or service intersect — and explains why missing that zone means missing the sale.

You’ll also learn:

• Why you’re always selling, even outside of traditional sales roles

• How to uncover pain points by asking better, deeper questions

• The concept of priming and how early conversations shape decisions

• When upselling and cross-selling add real value — and when they don’t

• What Sales Above Replacement really means, and why great salespeople create opportunities that wouldn’t exist otherwise

Glenn closes by reinforcing the importance of preparation, practice, and feedback — and previews what’s coming next, including Episode 16 and the Employee Planning Worksheet.

Learn more at https://readnowwhat.com/
Get the book Now What? on Amazon:
https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

In this episode, Glenn Sharp explores how body language reveals what people are really thinking, especially when they’re uncomfortable, hesitant, or not being fully honest.

Glenn explains why as much as 85% of communication is nonverbal and why leaders and sales professionals must learn to read behavior—not just words. From coaching conversations to sales meetings, understanding body language helps you respond more effectively in real time.

You’ll learn the core rules for accurately reading body language:

• Why gestures must be read in clusters, not isolation

• How to look for congruence between what someone says and how they act

• Why context always matters

Glenn walks through classic examples of discomfort, including crossed arms and legs, and explains why the most reliable signs of discomfort or deception are automatic gestures people can’t easily control. He breaks down common signals like covering the mouth, nose touching or itching, eye rubbing, neck scratching, collar pulling, and fingers in the mouth.

The episode also covers additional indicators such as increased blinking, slowed speech, and self-soothing behaviors known as adaptors. Glenn ties these insights directly to sales training, showing how reading a prospective client’s body language can help you adjust your approach, build trust, and move conversations forward.

This episode is especially valuable for managers, sales professionals, and leaders who want to better understand what’s happening beneath the surface—and communicate more effectively as a result.

Learn more at readnowwhat.com
Get the book Now What? on Amazon:
https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

Most salespeople have never been formally trained — yet they’re expected to persuade, influence, and close deals with every type of customer. In this episode, Glenn Sharp breaks down a practical sales training framework that helps sales managers and sales professionals understand how different people make buying decisions.

Glenn explains why many untrained salespeople still succeed: they often rank high in emotional intelligence (EQ). Great sales isn’t about scripts or pressure — it’s about knowing how to communicate in a way that resonates with the person in front of you.

You’ll learn the four buyer styles and how to sell to each one effectively:

• Controlling (Dominant / Formal): Bottom-line focused and decisive. Learn why getting straight to the point matters.

• Supporting (Easy Going / Informal): Relationship-driven and people-focused. Learn how to paint a picture that includes others.

• Analyzing (Formal / Easy Going): Detail-oriented and cautious. Learn how data, logic, and preparation win trust.

• Promoting (Dominant / Informal): Visionary and excitement-driven. Learn how to create enthusiasm and momentum.

Glenn brings the framework to life with real-world examples, including selling a $15,000 curved TV and a kitchen remodel, showing how the same product requires a completely different approach depending on who you’re speaking with.

This episode is especially valuable for sales managers, business owners, and anyone responsible for influencing decisions. It’s a reminder that EQ is what gets people to say yes — and knowing how to speak their language makes all the difference.

Learn more at readnowwhat.com
Get the book Now What? on Amazon: https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

In this episode, Glenn Sharp breaks down how to run a performance appraisal the right way — with clarity, fairness, and a focus on development instead of surprises. A great appraisal isn’t about checking boxes or handing out ratings; it’s about helping employees grow.

Glenn explains how to guide the conversation by asking employees what went well and what could have gone better, allowing them to take the lead. He introduces the Rule of 3s to keep feedback balanced and manageable: three strengths and three developmental opportunities for each section of the review.

He also addresses one of the toughest questions managers hear: “Why should I work hard if my colleague doesn’t, but we get the same raise?” Glenn shows how to reframe this into a discussion about long-term growth, opportunity, and performance differentiation.

From using the Birthday Cake Method to setting the right tone, offering development paths, and making the appraisal a meaningful experience, this episode gives managers practical tools to turn performance reviews into powerful leadership moments.

Learn more at readnowwhat.com
Get the book Now What? on Amazon: https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

In this Thanksgiving-week episode, Glenn Sharp explores one of the most important — and often overlooked — responsibilities of every leader: recognition.

Drawing from his coaching work, leadership experience, and the lessons inside Now What?, Glenn explains why praise is more than a “nice-to-have.” It’s a core driver of morale, performance, and retention. Research from The Carrot Principle shows that recognition directly impacts turnover, operating margins, and employee engagement — yet most people say they rarely receive it.

Glenn uses real stories from the field to show the difference between a good manager and a great one. From manufacturing floors to corporate offices, the message is the same: employees want respect, acknowledgment, and authentic appreciation. And leaders who take the time to do the small things — the things not listed on any job description — end up building stronger, more loyal, and higher-performing teams.

He shares examples of meaningful praise, explains why generic rewards often fall flat, and highlights simple actions leaders can take to make recognition part of everyday leadership. A handwritten note, a sincere “thank you,” or a personalized gesture can have more impact than any corporate incentive.

This episode is a reminder to slow down, look your people in the eye, and show them they matter — especially during a season of gratitude.

Learn more at readnowwhat.com or subscribe on YouTube at the Now What? Podcast Feed.

Public speaking is one of the most common fears for new and experienced managers — but it’s also one of the most valuable leadership skills you can develop.

In Episode 9, Glenn Sharp shares six practical tips to improve your presentation skills, drawn from decades of training thousands of leaders and from the lessons inside his book Now What?. Whether you're preparing for a company summit, leading a meeting, or presenting to senior leadership, this episode gives you tools you can apply immediately.

Glenn covers topics including:

• Nervousness and confidence — why everyone gets butterflies, and how to “organize your butterflies” by connecting with your audience before you begin.

• Preparation — why most presentations are won or lost before you ever start speaking.

• Authenticity over perfection — how being real, relatable, and slightly imperfect makes you more effective.

• Running the room — taking charge, setting expectations, and respecting your audience’s time.

• Using visuals effectively — why pictures and simple slides dramatically improve retention.

• Providing context — connecting your message to what your audience sees and experiences every day.

Along the way, Glenn shares stories from real workshops, leadership trainings, and even the nerves behind his own early presentations. These insights give listeners a simple, actionable framework for becoming more confident and impactful when speaking in front of others.

Learn more at readnowwhat.com or subscribe on YouTube at the Now What? Podcast Feed.

Every manager faces tough conversations — the kind that test your ability to balance accountability and empathy. In this episode, Glenn Sharp shares a practical, step-by-step process for conducting an effective employee counseling session that promotes clarity, growth, and trust.

Glenn outlines the five key steps every leader should follow:

1. Set a positive climate in a private location – Start with encouragement before discussing the issue.

2. Give a specific and detailed reason for the session – Be clear, factual, and let silence open the door for response.

3. Listen to the employee’s feedback – Understand their side and look for root causes.

4. Form an action plan – Define what improvement looks like and provide tools for success.

5. End on a positive note – Reaffirm your confidence in their ability to improve.

He also discusses the room setup — including why the employee should sit closest to the exit and how having a neutral observer helps maintain fairness.

Finally, Glenn covers how to handle corrective action the right way:

• Set clear expectations and timelines.

• Put agreements in writing.

• Follow up and document progress.

When done properly, a counseling session doesn’t punish — it develops. It protects both the employee and the culture you’ve built.

Learn more at readnowwhat.com or subscribe on YouTube: Now What? Podcast Feed.

Spotify Description

In this episode of the Now What? Podcast, Glenn Sharp explores one of the most important yet overlooked leadership skills — communicating effectively with your boss.

Every manager encounters a moment when their boss steps in to make a decision or take control of a situation. How you handle that conversation determines whether you earn trust or create frustration.

Glenn introduces the Birthday Cake Method, a practical framework for “communicating up” the chain of command. The principle is simple: don’t go after the candle first. Build the conversation layer by layer—start with the foundation of trust and understanding before reaching the top.

Through real stories and examples, Glenn demonstrates how this approach can transform workplace dynamics:

• The Boss Conversation – How to ask clear, respectful questions that give you space to lead:“Do you trust me?”“Do you agree I know my employees best?”“Can you please let me make the decision?”

• The Bartender Story – Why empathy and emotional connection are often more powerful than authority.

• The CEO Conversation – How to gain executive buy-in by asking questions that uncover the real problem:“Do you have a turnover problem?”“What are the costs?”“What if I could get turnover below ten percent?”

This episode helps leaders at every level communicate upward with clarity, confidence, and credibility—turning difficult conversations into opportunities for partnership and progress.

Learn more at ⁠readnowwhat.com⁠ or subscribe on YouTube: ⁠Now What? Podcast Feed⁠.

In this episode of the Now What? Podcast, Glenn Sharp reminds managers of a simple truth: you don’t have to do everything on your own.

Through the lens of the Situational Leadership (SLII) Model, Glenn explains how effective leaders adjust their management style based on the developmental level of each employee. Every team member is at a different stage — and great managers know how to meet them where they are.

The Four Developmental Levels:

• D1: Low competence, high commitment — an eager new hire who needs direction and structure.

• D2: Some competence, low commitment — learning the ropes but losing confidence.

• D3: Moderate to high competence, variable commitment — capable but still needs support and motivation.

• D4: High competence, high commitment — the dependable expert who thrives on autonomy.

Glenn challenges leaders to think differently about where they invest their time. Most managers focus on D1s and D2s, trying to fix problems or build confidence. But what if you spent more time developing your high performers (D3s and D4s) — the people driving most of your results?

By coaching, empowering, and delegating to your strongest team members, you create a culture of accountability and growth. The best leaders know how to balance development and delegation — and lead every employee where they are.

Learn more at readnowwhat.com or subscribe on YouTube: Now What? Podcast Feed.

In this episode of the Now What? Podcast, Glenn Sharp takes on one of the most important—and most overlooked—responsibilities of leadership: building and protecting team culture.

Culture isn’t something created by a company handbook. It’s defined at the micro level, by the manager. Every day, leaders shape how their teams feel, act, and perform.

Glenn shares two unforgettable stories that show the difference a manager makes. One Speedway store felt lifeless—like something had died inside it. Another, nicknamed “the party store,” was full of energy, positivity, and higher sales. The difference was leadership.

He asks the question every manager should reflect on: Would you want to work for you?

Through this conversation, Glenn covers:

• How complacency quietly destroys team culture—and why the enemy of culture is mediocrity.

• How to find and celebrate bright spots—your best performers—and enlist their help in setting the tone.

• The role of peer pressure as a powerful motivator for accountability and performance.

• How to handle culture resistance—when one person refuses to get on board, protecting the team sometimes means letting them go.

• Why ignoring poor performance sends the message that “average is acceptable.”

If you’re ready to build a culture where people thrive, hold each other accountable, and never settle for good enough, this episode will challenge and equip you to lead that change.

Learn more at ⁠readnowwhat.com⁠

Now What? Podcast | Episode 4 – Leading Through Change: Understanding the Human Side of Growth

Is it possible to change behavior without going through some sort of discomfort? The short answer: No.

In this episode of the Now What? Podcast, Glenn Sharp unpacks the Change Curve of Human Behavior — a practical framework every manager can use to guide their teams through resistance and into commitment.

Using relatable examples (including one from the golf course ⛳️), Glenn explains why growth always comes with a period of challenge — and how great leaders can help their teams navigate it with clarity, patience, and purpose.

The Change Curve:

1️⃣ Neutral

2️⃣ Initial Excitement

3️⃣ Denial

4️⃣ Resistance

5️⃣ Exploration

6️⃣ Commitment

Good leaders don’t avoid resistance — they recognize it as part of the process. Just like in golf, growth takes practice, not quick fixes. Buying a new $700 club doesn’t make you better overnight — but investing time in lessons and practice does.

Glenn also poses a key leadership question:“If you don’t change in the next five years, what will your organization look like if you keep doing the same things?”

The answer?

+ Competitors will pass you.

+ Progress will stall.

+ Opportunities will fade.

That’s why great leaders encourage ideas for change — even when not every idea gets implemented, the act of engaging the team moves the organization forward.

Chapters:

0:00 – Intro

5:00 – The Change Curve of Human Behavior

7:00 – Resistance

8:50 – How This Relates to Golf

10:00 – The Key Question Leaders Must Ask

11:08 – Encouraging Ideas for Change

13:05 – The Now What? Book

Get Glenn Sharp’s book Now What?: https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/

Subscribe to the Now What? Podcast: https://www.youtube.com/@NowWhatPodcastFeedLearn more: https://readnowwhat.com

#leadershiptips #changemanagement #leadershipdevelopment #emotionalintelligence #teamleadership #managertraining #leadershippodcast #nowwhatpodcast #organizationalchange #leadershipjourney #newmanager #golfandbusiness #golf #management #newmanager

Great managers don’t just understand the work—they understand people. In this episode of the Now What? Podcast, Glenn Sharp explores how Emotional Intelligence (EQ) and the 4 Dichotomies of the Myers-Briggs framework can transform how you lead, communicate, and motivate your team.Using the AMA Emotional Intelligence Framework, Glenn outlines the four key areas that shape great leadership:+ Self-Awareness – Recognize your emotions, triggers, and strengths.+ Self-Management – Stay composed and intentional under pressure.+ Social Awareness – Read the room and understand others’ perspectives.+ Relationship Management – Build trust, influence outcomes, and manage conflict productively.He then connects these EQ principles to the 4 Myers-Briggs Dichotomies—Extravert / Introvert, Sensor / Intuitor, Thinker / Feeler, Judging / Perceiving—revealing how each affects communication, decision-making, and teamwork. Understanding these differences allows managers to guide conversations proactively, reduce tension, and build stronger relationships.In this episode, you’ll learn:+ How EQ drives leadership success.+ How the 4 Dichotomies explain why people act and react differently.+ Ways to apply Self-Awareness and Self-Management in daily leadership.+ How Social Awareness and Relationship Management create trust and accountability.+ How to lead with empathy and clarity using personality insights.Whether you manage one person or an entire organization, this episode equips you to lead with emotional clarity, confidence, and connection.📌 Chapters:0:00 – Intro and Summary1:19 – Emotional Intelligence (EQ)3:44 – The 4 Dichotomies of Myers-Briggs4:30 – Extravert / Introvert7:46 – Sensor / Intuitor10:33 – Thinker / Feeler13:04 – Judging / Perceiving16:24 – EQ + Personality Summary & ApplicationNext StepsGet Glenn Sharp’s book Now What?: https://www.amazon.com/Now-What-Promoted-Individual-Contributor/dp/B0FJZRX3TM/Subscribe to the Now What? Podcast: https://www.youtube.com/@NowWhatPodcastFeedLearn more: https://readnowwhat.comJoin the conversation: Which of the 4 Dichotomies do you find most challenging to manage—and how do you adjust your leadership style to connect with different personalities?#LeadershipTips #ManagementAdvice #EmotionalIntelligence #LeadershipDevelopment #TeamLeadership #MyersBriggs #PersonalityTypes #ManagerTraining #NowWhatPodcast #LeadershipJourney #SelfAwareness #RelationshipManagement #NewManager

As a manager, your time is your most valuable resource. But here’s the truth: too many managers spend their time putting out fires instead of investing it in training, delegation, and proactive leadership.In Episode 2 of the Now What? Podcast, Glenn Sharp — leadership coach, keynote speaker, and author of Now What? — breaks down the difference between being proactive vs. reactive, and shows why investing your time today creates more capacity, stronger teams, and better results tomorrow.Green Line = Investing Your Time | Red Line = Spending Your TimeThis episode will help you:

• Stop wasting time on tasks others can do — and start leading at the right level
• Use situational training and pre-shift meetings to proactively prepare your team
• Handle conflict early to avoid bigger problems later
• Understand the true power of delegation
• Ask the key leadership question: “Is this the best use of my time?”

Glenn also shares the top two reasons people leave their jobs — and how managers can prevent costly turnover by investing time in their people.Whether you’re a new manager learning the ropes or an experienced leader juggling multiple priorities, this episode will give you practical strategies to lead smarter, not harder.Chapters:0:00 – Intro & Episode 1 Recap1:00 – Proactive vs. Reactive Graph3:55 – The Key to Management4:55 – Where Do You Spend Your Time? Situational Training7:10 – Getting Ahead of Negativity8:34 – The Power of Delegation11:34 – Top 2 Reasons People Leave Their Jobs12:40 – Opportunity Cost of Your Time15:50 – Episode 3 PreviewNext StepsGet Glenn Sharp’s book Now What? on Amazon: https://www.amazon.com/Now-What-Promoted-I...Subscribe to the Now What? Podcast for weekly episodes:    / @nowwhatpodcastfeed  Learn more at our website: https://readnowwhat.comShare in the comments: What’s one way you could invest your time more wisely as a manager this week?#LeadershipTips #ManagementAdvice #NewManagers #LeadershipDevelopment #ExecutiveCoaching #TeamLeadership #TimeManagement #DelegationSkills #ManagerTraining #NowWhatPodcast

Most managers are told that the key to success is focusing on results. But here’s the truth: results don’t happen by chasing numbers — they happen when you change the way people think and behave. In the very first episode of the Now What? Podcast, Glenn Sharp — leadership coach, keynote speaker, and author of Now What? — breaks down a mindset shift every manager and leader needs to understand: Thoughts → Behaviors → Results When you change the way people think, you shape their behaviors. When behaviors change, results naturally follow. This episode is designed for:

• New managers asking “Where do I start?”
• Experienced leaders looking to build stronger, more resilient teams
• Executives who want to create sustainable growth without burning out their people
• Anyone who believes leadership is more about people than just numbers

• Why focusing on results alone often leads to burnout and short-term fixes
• How leaders can shift thinking patterns to inspire lasting change
• The practical framework that connects mindset, behavior, and performance
• Strategies you can apply immediately to become the leader your team needs

Glenn brings decades of real-world leadership experience across industries — from healthcare and education to construction, manufacturing, and financial services. His straightforward style makes complex leadership principles simple, actionable, and practical. What you’ll learn in this episode: Whether you’re managing your first team or leading hundreds, this conversation will help you stop chasing results — and start creating them. Next Steps: Get Glenn Sharp’s book Now What?: Go to Amazon and search Now What? Glenn SharpSubscribe to the Now What? Podcast for weekly episodes:    / @nowwhatpodcastfeed   Learn more at our website: https://readnowwhat.com 💬 Share in the comments: What leadership challenge are you facing right now? We may feature it in a future episode.00:00 - Intro00:46 - Now What? book01:31 - Change the way you think04:25 - Going from friend to boss06:30 - Discipline with Kindness08:20 - First thing to do as a new manager10:44 - Priority alignment12:25 - Proactive vs. Reactive14:46 - Closing, Episode 2 Preview#LeadershipTips #ManagementAdvice #NewManager #LeadershipDevelopment #MindsetShift #NowWhatPodcast #TeamLeadership