Explore every episode of the podcast The Leadership Habit

AI can give leaders answers in seconds. But getting an answer and making a good decision are two very different things.

As AI becomes part of how we research, solve problems, and evaluate options, leaders face an important question: Where does human judgment fit?

In this episode of The Leadership Habit Podcast, host Jenn DeWall sits down with decision-making expert Cheryl Strauss Einhorn, creator of the AREA Method and author of The Human Edge: Smarter Decisions in the Age of AI. Together, they explore decision-making in the age of AI, including why leaders need to think critically about the problems they are solving, recognize both human and AI biases, and resist the temptation to outsource their judgment to technology.

As Cheryl explains:

“The problem with AI is we now have this answer machine. So answers are pretty easy to come by. And so what that means is that human judgment actually becomes far more valuable.”

Meet Cheryl Strauss Einhorn

Cheryl Strauss Einhorn is a decision-making expert, creator of the AREA Method, and founder of the decision sciences company Decisive, where she helps leaders and organizations solve complex problems and make better decisions.

She is also an adjunct professor at Cornell University and the award-winning author of several books exploring decision-making, financial research, and the psychology behind how we make choices.

Cheryl’s approach to decision-making grew out of more than two decades in investigative journalism, including over a decade at Barron’s. Her reporting required her to evaluate complex information, question assumptions, weigh evidence, and make high-stakes judgments with significant consequences.

That experience ultimately led her to develop the AREA Method, a structured approach designed to help people recognize cognitive biases, expand their thinking, and make decisions with greater confidence and conviction.

AI Has Answers. Leaders Still Need Judgment.

AI has dramatically changed how quickly we can access information. But Cheryl argues that easier access to answers actually increases the value of human judgment.

AI does not inherently understand why you are solving a problem. It does not know your organization, your stakeholders, your priorities, your constraints, or what success looks like for you.

That is why Cheryl recommends turning to yourself before turning to AI.

“What is the problem that I am solving and why am I solving it?”

Without that clarity, leaders risk using AI to solve the wrong problem, even if they do it efficiently.

Cheryl points out that even experienced leaders sometimes assume they understand the problem in front of them without taking time to define it clearly. The result can be solving an adjacent problem, addressing only part of the issue, or eventually having to start over.

For leaders navigating decision-making in the age of AI, defining the problem is still a fundamentally human responsibility.

Know When a Decision Requires a Process

Leaders make countless decisions every day, and not every choice requires extensive analysis. But some decisions carry consequences that make a structured process especially valuable.

Cheryl recommends looking at three factors:

1. Is the outcome unknown?
2. Is the cost of getting it wrong high?
3. Will the decision have a long-term impact?

When all three are present, leaders should slow down and use a deliberate decision-making process.

Cheryl’s AREA Method stands for Absolute, Relative, Exploration and Exploitation, and Analysis. The process helps decision-makers examine different perspectives, challenge assumptions and judgments, gather evidence, and build greater confidence in their conclusions.

A process also creates something leaders often miss: an opportunity to learn from the decision afterward.

Instead of simply asking whether the outcome was good or bad, leaders can look back and evaluate the decision quality, whether they gathered the right information, considered the right perspectives, and followed a sound process.

Are You Using AI Like a Surgeon or a Lamborghini Driver?

One of Cheryl’s most useful distinctions is that leaders can approach AI and decision-making in two very different ways.

When you need one specific piece of information, Cheryl suggests thinking like a surgeon. You make a precise incision, extract what you need, and move on.

But many leadership challenges are not that simple.

When you are exploring a complicated problem and do not yet know exactly where you need to go, Cheryl suggests thinking of yourself as a Lamborghini driver.

AI may be an incredibly powerful and fast machine, but you are still behind the wheel.

“You need to direct it.”

In this mode, AI can help leaders research, analyze, explore, and refine their thinking. But the leader remains responsible for determining what they are trying to understand and where the process should go next.

The distinction matters because using the same approach for every interaction with AI can lead leaders to extract information without first understanding whether it is the right information for the problem they are trying to solve.

The Eight Human Moments That Matter in AI-Powered Decision-Making

In The Human Edge, Cheryl identifies eight pivotal moments where human thinking remains essential:

1. Defining the problem
2. Assessing motivations
3. Gathering context
4. Researching effectively
5. Analyzing options
6. Recognizing biases
7. Involving key stakeholders
8. Building conviction

These moments highlight an important limitation of AI: it cannot automatically know the context surrounding your decision.

It does not know your budget unless you tell it. It does not know which stakeholders matter most. It does not know that you have until Tuesday to decide or that your organization is operating under a specific resource constraint.

As Cheryl explains:

“Something that looks plausible that doesn’t work for your context is something that can fail.”

Leaders bring the context. AI can help process information within it.

Human Bias Meets AI Bias

AI does not eliminate bias from decision-making. In fact, Cheryl points out that leaders now have to contend with two sources: their own cognitive biases and the biases in AI systems.

Human biases can include confirmation bias, where we look for information that supports what we already believe; liking bias, where we give greater weight to information from people we relate to or trust; and the planning fallacy, where we underestimate how much time or complexity a project will require.

AI can also bring its own imperfections into the process. Its answers may be incorrect, outdated, biased, or based on information that does not accurately represent the situation a leader is trying to solve.

But Cheryl also sees an opportunity.

Rather than asking AI for an answer and accepting the first response, leaders can use the tool to challenge their own thinking. They can ask for disconfirming evidence, explore opposing perspectives, question the credibility of information, and look for weaknesses in the decision they are considering.

The goal is not to have AI validate your thinking. Use it as one resource to strengthen your thinking.

Speed Is Not the Same as Quality

AI has made speed one of its biggest selling points. But faster decision-making does not automatically mean better decision-making.

“Speed and efficacy are often different. The speed of a decision says nothing about the quality of it.”

That distinction is especially important for leaders.

Our brains naturally develop shortcuts based on previous experiences. Those shortcuts help us move quickly, but they can also cause us to apply yesterday’s assumptions to today’s problem.

For high-stakes business decisions, Cheryl encourages leaders to create what she calls a “strategic stop,” a moment to evaluate whether the assumptions, information, and approaches that worked before still apply now.

AI may accelerate the process, but leaders still need to know when slowing down will ultimately lead to a better outcome.

Don’t Outsource Your Thinking

Perhaps the biggest takeaway from Cheryl’s conversation with Jenn is that the future of leadership is not about choosing between human expertise and artificial intelligence.

It is about knowing what each is good at.

AI can research, analyze, generate possibilities, and surface information at extraordinary speed. But leaders still have to define the problem, provide context, evaluate assumptions, consider stakeholders, recognize bias, and ultimately decide what to do.

Cheryl’s goal is to help leaders build the confidence and conviction to solve problems effectively, both with and without AI.

“I really hope that people gain confidence and conviction that they can solve problems well, both with and without the machine, and that they don’t ever sacrifice their thinking.”

As AI becomes more capable, protecting our ability to think critically is not rejecting technology. It is how leaders make better use of it.

Where to Find More From Cheryl Strauss Einhorn

To learn more about Cheryl Strauss Einhorn, the AREA Method, and her work on decision-making: 

• Visit areamethod.com
• Connect with Cheryl on LinkedIn 
• Explore her latest book, The Human Edge: Smarter Decisions in the Age of AI.

Build the Leadership Skills AI Can’t Replace

AI can provide information. Leadership requires knowing what to do with it.

Crestcom helps leaders develop the practical skills they need to make better decisions, communicate effectively, navigate conflict, build emotional intelligence, and lead their teams with greater confidence.

Experience Crestcom’s approach firsthand with a complimentary leadership skills workshop. In just two hours, you’ll explore actionable strategies you can put to work immediately and create a personalized plan for addressing your leadership challenges.

Request your complimentary leadership skills workshop today.

 

The post The Human Edge in AI-Powered Decision-Making with Cheryl Strauss Einhorn appeared first on Crestcom International.

What is it Like to be Led by You?

Summary:  Do you know what it’s like to be led by you? Good intentions do not always translate into positive leadership impact. Ciarán Casey joins The Leadership Habit Podcast to explore why leadership is relational, how leaders can become more aware of the experience they create, and the six elements that help leaders get back “in tune.”

Most leaders have good intentions. They want their teams to feel trusted, supported, empowered, and valued. 

But good intentions do not always create a good experience.

You might give someone more autonomy because you trust them, only for them to walk away feeling abandoned. You might step in to help because you want to make their job easier, while they interpret your help as a sign that you do not trust them. You might send an email late at night simply to clear your inbox, while your team assumes they are expected to be available after hours.

That gap between what a leader intends and what others actually experience is at the heart of this episode of The Leadership Habit Podcast.

Host Jenn DeWall sits down with leadership practitioner, coach, and author Ciarán Casey to explore why leadership impact matters more than good intentions and how leaders can become more conscious of what it is actually like to be led by them.

Meet Ciarán Casey, Leadership Coach and Author

Ciarán Casey is a leadership practitioner and coach with more than three decades of senior leadership experience across sectors and international environments. His work focuses on organizational transformation, culture, high-performing teams, and complex human dynamics.

More recently, Ciarán has focused on leadership development, working with individuals, leadership teams, senior civil servants, and executive teams to strengthen trust and collaboration.

His book, Leadership in Tune, grew out of a question he kept encountering throughout his career: Why do some highly capable, intelligent, confident leaders struggle to connect with the people around them, while others seem to create environments where people naturally flourish?

For Ciarán, part of the answer lies in the difference between leadership intent and leadership impact.

Your Intentions Are Only Half the Story

Leaders rarely set out to frustrate, disengage, or demotivate their teams. The problem is that employees cannot experience a leader’s intentions. They experience their behaviors and interactions.

As Ciarán explains:

“The intention isn’t the problem. What we need to focus on is the experience.”

That distinction can be uncomfortable, especially when we know our intentions were good. But it also gives leaders a more useful way to evaluate their effectiveness.

Instead of asking, “What was I trying to do?” effective leaders can ask, “How might that have been experienced?”

That shift matters because leadership behaviors carry more weight than we may realize.

Ciarán points out that leaders are constantly being observed. A delayed response can be interpreted as a lack of interest. Silence can make people wonder if something is wrong. A rushed conversation can leave someone feeling like their time or contribution does not matter.

As he puts it, a leader’s impact is amplified.

Becoming more aware of that leadership impact is not about overanalyzing every interaction. It is about recognizing that the meaning we intend to communicate and the meaning someone receives are not always the same.

Leadership Does Not Happen in Isolation

One of the central ideas in Ciarán’s work is that leadership is relational.

We often think of leadership as something an individual possesses. We describe someone as confident, charismatic, decisive, or a strong communicator and conclude that those characteristics make them a good leader.

Ciarán challenges that idea.

He argues that leadership emerges in the space between people. A leader can offer direction, guidance, or support, but leadership only takes shape when another person is willing to engage with and follow that direction.

“Leadership is a relational practice that doesn’t reside within an individual, but emerges between people.”

That changes the way we think about leadership development.

Instead of focusing exclusively on the leader’s characteristics, we can pay more attention to the quality of their interactions. Are people willing to speak openly? Do they feel trusted? Do they feel heard? Does the leader create the conditions for people to contribute?

Those everyday interactions are where leadership impact becomes real.

The Six Strings of Leadership

In Leadership in Tune, Ciarán introduces his Conscious Relational Impact Model, built around six elements of leadership.

As a guitarist, he compares these elements to the guitar’s six strings. A guitar does not need every string to be completely wrong to sound off. One string that is out of tune can change the sound of the entire instrument.

Leadership can work the same way.

The six strings are organized across three stages:

The Connected Self: Authenticity and Emotional Intelligence

Effective leadership starts with understanding yourself. That means knowing your values and how they influence your behavior while also having the emotional intelligence to understand and regulate the impact you have on others.

Authenticity without emotional intelligence can become an excuse to behave however you feel in the moment. Emotional intelligence without authenticity can feel performative.

Leaders need both.

The Bridge: Presence and Trust

From there, leaders have to create the conditions for connection.

Ciarán describes presence and trust as the two spans of a bridge between people. Trust determines whether it feels safe to cross. Presence determines what it feels like to cross.

One of the simplest ways leaders can strengthen that bridge is by giving people their undivided attention.

Phones, emails, meetings, and competing priorities make genuine presence difficult. But when a leader is distracted during a conversation, that distraction can communicate something they never intended: You are not important enough for my full attention.

Shared Impact: Co-Creation and Influence

Once leaders have built that connection, they can create shared impact through co-creation and influence.

Ciarán describes co-creation as one of the most underused leadership skills. Leaders do not need to have every idea, solve every problem, or provide every answer themselves.

Instead, they can involve capable people in designing solutions, processes, products, and outcomes.

Influence also changes depending on the situation. Sometimes leaders need to be direct. Other times, they can draw ideas and creativity from the people around them.

The key is that shared impact becomes much easier when trust and connection already exist.

Which Leadership String Is Out of Tune?

The goal of Ciarán’s model is not leadership perfection.

It is awareness.

A leader may be authentic and emotionally intelligent but struggle to be fully present. Another may care deeply about their team but fail to build trust. Someone else may build strong relationships but rarely give others enough opportunity to co-create solutions.

When something is not landing the way you intended, Ciarán’s six strings offer a framework for asking why.

“We’re not going for perfection here. We’re just going for improvement.”

That can start with small moments of reflection.

Think about a recent conversation that did not go as planned. A piece of feedback someone did not respond to well. Or, a meeting where the energy suddenly changed. Maybe a team member who has started pulling back.

Rather than immediately focusing on what is wrong with the other person, consider the interaction itself.

What might they have experienced? Which leadership string may have been out of tune? What could you adjust the next time?

What Is It Like to Be Led by You?

Toward the end of the conversation, Ciarán offers a question that captures the central idea of the episode:

“What’s it like to be on the receiving end of me?”

It is a very different question from “Am I a good leader?”

Being a strong leader is an evaluation we can make about ourselves. Understanding how people feel and what it is like to be led by us requires considering someone else’s experience.

That is where leadership impacts lives.

You will not always get it right. Your intentions and someone else’s experience will not always align. But becoming curious about that gap can help you build stronger relationships, strengthen trust, and create an environment where people are more willing to contribute their best over the long term.

Listen to the full episode of The Leadership Habit Podcast to hear Jenn and Ciarán explore the Conscious Relational Impact Model, the six strings of leadership, and how you can become more intentional about the experience you create for the people you lead.

Where to Find More From Ciarán Casey

Want to learn more from Ciarán Casey?

• Check out his book, Leadership in Tune
• Explore his self-evaluation resources
• Connect on LinkedIn

Ready to Strengthen Your Leadership Impact?

Understanding how your leadership is experienced is one thing. Building the skills to adapt, communicate, build trust, and lead more effectively takes practice.

Crestcom’s award-winning leadership development programs help leaders turn leadership concepts into behaviors they can apply in their everyday interactions with their teams.

Experience Crestcom for yourself with a complimentary Leadership Skills Workshop and discover practical tools you can begin using right away.

 

The post Why Leadership Impact Matters More Than Intentions with Ciarán Casey appeared first on Crestcom International.

Summary: What makes people want to follow a leader? In this episode of The Leadership Habit Podcast, Crestcom Business Owner John Lentini introduces his Six-Dial Framework for character-driven leadership. Learn how discipline, mindset, resilience, integrity, empathy, and influence work together to help leaders build trust, inspire others, and lead with greater confidence.

Leadership isn’t defined by a title. It’s defined by character.

The most effective leaders don’t earn trust because of their position. They earn it through the decisions they make, the values they demonstrate, and the consistency they show every day. That’s the foundation of character-driven leadership.

In the latest episode of The Leadership Habit Podcast, host Jenn DeWall sits down with John Lentini, President of Bold Training Corp. and a licensed Crestcom Business Owner serving organizations throughout New York, New Jersey, Connecticut, Rhode Island, and Delaware. John is also a TEDx speaker with more than 235,000 views on his TEDx talk, where he first shared his practical framework behind his upcoming book, Engineering Character: Six Dials to Build Better Leaders, and explains why becoming a better leader starts with becoming a better version of yourself.

Meet John Lentini

John Lentini knows that great leadership isn’t about having all the answers. It’s about continually developing the character and habits that earn trust. As President of Bold Training Corp. and a Crestcom Business Owner, John draws on more than two decades of executive leadership experience to help leaders become more resilient, influential, and effective. His perspective is shaped by leading global teams through 9/11, the Fukushima nuclear disaster, and choosing to start a business during the COVID-19 pandemic.

What Is Character-Driven Leadership?

Character-driven leadership is the intentional practice of developing the habits, values, and behaviors that inspire others to trust and follow you.

Rather than focusing solely on technical skills or authority, character-driven leaders cultivate self-awareness, resilience, integrity, empathy, and influence. These qualities allow them to navigate uncertainty, build stronger relationships, and create lasting impact.

As John explains:

“You must learn to lead yourself effectively before you can really lead others well.”

That simple idea forms the foundation of his Six-Dial Framework.

Great Leadership Starts with Leading Yourself

According to John, every leader must first master three personal leadership habits:

• Discipline
• Mindset
• Resilience

These three “dials” represent the internal habits that determine how consistently leaders perform, especially during difficult times.

Discipline is often the least glamorous but most essential.

“It is the boring, tedious, mundane stuff that we would all love to avoid… But when you start to appreciate the medium-term rewards that can be gained through regular discipline, you’re going to see a difference.”

Mindset is the unwavering belief that your vision is achievable, even when progress feels slow. Resilience allows leaders to adapt, recover, and continue moving forward, whether that means persevering through challenges or changing course entirely.

Together, these qualities create what John calls a determined leader.

Character Is Built Through Integrity, Empathy, and Influence

Once leaders learn to lead themselves, they can begin leading others more effectively.

John’s second set of leadership dials focuses on:

• Integrity
• Empathy
• Influence

Together, these create the trust every high-performing team depends on.

One of the episode’s most memorable insights is John’s definition of integrity:

“If discipline is consistency in your activity, then integrity is consistency in your values.”

Character-driven leadership requires leaders to consistently act according to their values, even when it’s difficult. When actions align with words, trust grows. When they don’t, credibility quickly disappears.

Why Empathy Is a Leadership Strength

Empathy is often misunderstood as being too soft or avoiding difficult conversations.

John challenges that misconception.

“Empathy is understanding what someone wants, but not necessarily catering or executing on it.”

Character-driven leaders don’t avoid accountability. Instead, they make difficult decisions with compassion, communicate openly, and consider how those decisions affect others.

That combination of empathy and accountability builds stronger relationships and healthier workplace cultures.

Character Requires Continuous Reflection

One of the most practical aspects of John’s framework is that it encourages leaders to assess themselves regularly.

Rather than assuming growth happens automatically, character-driven leaders intentionally reflect on where they need to improve and actively seek feedback from others.

John recommends using tools such as 360-degree feedback or anonymous surveys to better understand how others experience your leadership.

As he reminds listeners:

“Always focus on where you are at the moment and why it’s changed… understanding we’re never done. It’s just the journey.”

Leadership isn’t about reaching perfection. It’s about continually becoming a better leader.

The Future of Leadership Is Character-Driven

Today’s leaders face constant change, increasing complexity, and growing expectations from their teams. Technical expertise alone is no longer enough.

Character-driven leadership provides a framework for earning trust, navigating uncertainty, and helping others succeed.

John’s Six-Dial Framework reminds us that leadership begins within. By intentionally developing discipline, mindset, resilience, integrity, empathy, and influence, leaders create the kind of character that inspires others to follow.

Listen to the Full Episode

Want to learn more about John’s Six-Dial Framework and discover practical ways to strengthen your own leadership character?

Listen to the full episode of The Leadership Habit Podcast featuring Crestcom Business Owner John Lentini for actionable insights you can begin applying today.

Ready to Build Character-Driven Leaders?

Strong organizations are built by leaders who inspire trust, communicate with integrity, and lead with purpose. Crestcom’s leadership development programs help leaders build these essential skills through practical learning, coaching, and real-world application.

Request a complimentary Leadership Skills Workshop to experience Crestcom’s approach firsthand. In this interactive session, your team will explore practical leadership strategies that improve communication, strengthen accountability, and develop the habits that drive long-term success.

 

The post Why Character-Driven Leadership Matters More Than Ever with John Lentini appeared first on Crestcom International.

Summer Leadership Rewind: Staying “Forever Human” in the Age of AI with Sylvie di Giusto

Artificial intelligence has changed dramatically over the past year. New tools arrive almost weekly. Organizations are experimenting faster than ever. And leaders everywhere are asking the same question:

How do you embrace AI without losing what makes great leadership human?

This week, we’re taking a summer break, so we’re revisiting one of our most impactful conversations on The Leadership Habit Podcast. Jenn DeWall sits down with leadership expert and Crestcom faculty member Sylvie di Giusto to explore why the leaders who thrive in the age of AI won’t be the ones who know the most about technology. They’ll be the ones who remain unmistakably human.

If you missed this episode the first time, or if your relationship with AI has changed since then, now is the perfect time to listen again.

Meet Sylvie di Giusto

Sylvie di Giusto is an international keynote speaker, author, Certified Speaking Professional (CSP), and Hall of Fame speaker who helps organizations improve leadership, influence, and communication. For years, her expertise has been part of Crestcom’s leadership curriculum, helping leaders around the world strengthen emotional intelligence, executive presence, and decision-making.

In this conversation, she offers a refreshing perspective on AI that replaces fear with curiosity and competition with collaboration.

The Best Leaders Won’t Compete with AI

Many professionals still think of AI as something they have to outwork or outperform.

Sylvie challenges that mindset.

“The goal was never to beat the machine. It is to build with it.”

AI will always process information faster, remember more data, and complete repetitive tasks more efficiently than people. Rather than trying to compete in those areas, leaders should focus on the capabilities that technology cannot replicate.

Judgment. Empathy. Trust. Context. Ethics.

These are the qualities that separate management from leadership—and they become even more valuable as AI becomes more capable.

Why Being “Forever Human” Matters More Than Ever

As AI-generated content becomes increasingly difficult to distinguish from human-created work, authenticity becomes a competitive advantage.

People don’t simply want information. They want confidence that someone understands their challenges, considers context, and genuinely cares about the outcome.

That’s why Sylvie believes leaders should intentionally cultivate the uniquely human skills AI cannot replace.

She explains that while AI can generate answers, leaders ask better questions. AI can analyze information, but leaders interpret meaning. AI can suggest actions, but only people can weigh ethics, relationships, and long-term consequences.

In other words, AI can assist leadership, but it cannot replace it.

Soft Skills Are Becoming Power Skills

For years, organizations emphasized technical expertise and productivity. Ironically, AI is now making those skills easier to automate.

The result?

Communication, emotional intelligence, adaptability, critical thinking, and relationship-building have become even more valuable.

As Sylvie notes:

“There will be a big comeback for soft skills because those are the skills that AI cannot replicate.”

Organizations investing in leadership development today aren’t preparing people for yesterday’s workplace. They’re building the capabilities that will matter most tomorrow.

Leadership Still Means Accountability

One of the episode’s most powerful reminders is that AI cannot own the consequences of a decision.

Leaders still carry that responsibility.

AI can recommend hiring decisions, summarize employee performance, or suggest business strategies. But it cannot understand every human circumstance, organizational nuance, or ethical consideration.

As Sylvie points out, leaders cannot blame technology for decisions they choose to make.

Accountability remains a human responsibility.

A Conversation That’s Even More Relevant Today

When this episode originally aired, many organizations were just beginning to explore generative AI.

Today, AI has become part of everyday work.

That makes this conversation even more valuable.

Rather than focusing on specific tools or trends that quickly become outdated, Sylvie shares timeless leadership principles that help leaders navigate any technological change. Her message isn’t about resisting AI or blindly embracing it. It’s about learning how to use it wisely while protecting the qualities that make leadership meaningful.

Key Takeaways

If there’s one message to carry forward from this Summer Leadership Rewind, it’s this:

AI will continue to evolve.

Great leadership will continue to depend on people.

The leaders who succeed won’t be those who simply adopt the newest technology. They’ll be the ones who combine technology with empathy, sound judgment, authentic communication, creativity, and accountability.

Or, as Sylvie says best:

“Don’t compete with AI. Focus on what you do in the moments that matter most as a human being.”

Listen to the Episode

Catch this Summer Leadership Rewind episode of The Leadership Habit Podcast with Sylvie di Giusto and discover why staying “Forever Human” may be the most important leadership strategy of the AI era.

Where to Find More from Sylvie di Giusto

To learn more from Sylvie: 

• • Visit sylviedigiusto.com
  • Connect with her on LinkedIn
  • Buy her books

Develop the Human Skills That Matter Most

Technology will keep changing, but leadership fundamentals endure. Developing stronger communication, critical thinking, emotional intelligence, and decision-making skills helps leaders succeed regardless of what’s next.

To learn how Crestcom helps organizations build these essential leadership capabilities, request a complimentary two-hour leadership workshop at crestcom.com/freeworkshop.

 

The post Summer Leadership Rewind: Staying “Forever Human” in the Age of AI with Sylvie di Giusto appeared first on Crestcom International.

Effective leadership communication isn’t just about delivering information. It’s about creating connection, inspiring action, and ensuring people remember what matters long after the conversation ends.

On the latest episode of The Leadership Habit Podcast, host Jenn DeWall speaks with communications expert Andy Freed. Andy shares his insights from an unexpected source of leadership inspiration: Bruce Springsteen.

Andy draws from more than 95 Springsteen concerts and decades of leadership experience. Through this lens, he shares how great leaders can communicate with greater purpose, prepare more intentionally, and create lasting impact through every interaction.

Meet Andy Freed, Author and Chairman of Virtual Inc.

Andy Freed is Chairman of Virtual Inc., where he has spent more than three decades helping organizations navigate growth, change, and strategic communication. Throughout his career, he has worked with global organizations like Microsoft, Google, and Meta. He also helps leaders become more intentional communicators. 

His newest book, How to Lead Like a Boss, explores leadership communication in an unconventional way. It looks at the habits and behaviors that made Bruce Springsteen a respected performer and leader.

While the setting may be a concert stage rather than a boardroom, the leadership lessons translate directly to today’s workplace.

Great Leadership Communication Starts with Intention

One of Andy’s most important messages is that effective communication begins long before a meeting starts.

Rather than simply creating slides or gathering updates, leaders should first ask themselves three questions:

• What do I want people to think?
• How do I want them to feel?
• What do I want them to do?

This simple framework shifts communication from information sharing to intentional leadership.

Whether you’re announcing organizational change, leading a team meeting, or having a one-on-one conversation, understanding the desired outcome before speaking dramatically improves clarity and impact.

Preparation Is a Leadership Skill

Bruce Springsteen doesn’t walk onto the stage and hope for the best.

Before every concert, he carefully builds a set list that creates an emotional journey for the audience. Every song has a purpose. Every transition is intentional.

Leaders should prepare the same way.

Instead of opening yesterday’s PowerPoint presentation and making minor edits, Andy encourages leaders to think first about the experience they want their audience to have.

Preparation isn’t about creating more slides. It’s about creating a message people will remember.

If They Can’t Repeat the Message, It Didn’t Land

One of the most memorable ideas from the conversation is that communication isn’t measured by how many times you’ve delivered a message.

It’s measured by whether your audience can repeat it back to you.

Leaders often become frustrated after explaining something once or twice, assuming everyone understands. In reality, people frequently need to hear important messages multiple times before they truly retain them.

Instead of asking, “How many times have I said this?” leaders should ask:

“Can my team say it back to me?”

That shift in perspective can transform the way leaders communicate organizational priorities, strategic initiatives, and change.

Leadership Is Always a Performance

Leadership doesn’t end when the presentation is over.

Andy explains that leaders are constantly communicating through their behavior, energy, and presence, even when they aren’t speaking.

Employees notice whether leaders are engaged during meetings. They notice body language, enthusiasm, and consistency. Your energy sets the tone for everyone around you.

The most effective leaders recognize that every interaction communicates something, whether intentional or not.

Never Underestimate the Power of Appreciation

At the end of every Bruce Springsteen concert, he personally thanks each member of the E Street Band before leaving the stage.

For just a few seconds, every musician receives their full attention and appreciation. That simple ritual offers an important reminder for leaders. Recognition doesn’t have to be elaborate to be meaningful.

Consistently acknowledging effort, celebrating contributions, and expressing genuine appreciation helps people feel valued. Those small moments often leave a lasting impression.

As Andy notes, one of our deepest human needs is simply to feel appreciated.

Leadership Communication Creates Lasting Influence

Strong leadership communication isn’t about being the loudest voice in the room.

It’s about preparing with intention, connecting with people, reinforcing important messages, and creating experiences employees remember.

Whether you’re leading organizational change, facilitating a meeting, or simply thanking someone for their contribution, every interaction shapes trust and influence.

The best communicators understand that leadership isn’t measured by what they say.

It’s measured by what others hear, remember, and ultimately do.

Where to Find More From Andy Freed

To learn more about Andy Freed, his leadership philosophy, and his book How to Lead Like a Boss, visit andyfreed.com. There you’ll find additional resources on leadership communication, speaking, and practical strategies for becoming a more intentional leader.

Develop Leadership Communication Skills with Crestcom

Leadership communication is one of the most important skills leaders can develop, yet it’s also one of the most challenging to master. From communicating change to building trust and influencing performance, effective communication shapes every aspect of leadership.

At Crestcom, communication isn’t treated as a standalone topic. It’s integrated throughout our leadership development programs, providing leaders with practical tools they can apply immediately in conversations, meetings, coaching sessions, and organizational change initiatives.

Listen to the full episode of The Leadership Habit Podcast for even more insights from Andy Freed, and discover how intentional communication can strengthen your leadership influence every day.

 

The post Leadership Communication and The Boss with Andy Freed appeared first on Crestcom International.

Summary

Authentic leadership is about leading from your strengths rather than changing who you are to meet others’ expectations. In this episode of The Leadership Habit Podcast, executive coach Dale Wilsher explains the leadership double bind, explores how workplace bias shapes perceptions of leadership, and shares practical strategies for balancing warmth and competence to build greater influence, executive presence, and leadership effectiveness.

Many leaders spend years trying to become the person they believe they need to be in order to succeed.

They speak differently, hold back ideas, soften their opinions, or adopt leadership styles that feel unnatural. Often, these changes stem from feedback, workplace expectations, or assumptions about what leadership should look like.

The challenge is that when leaders focus too heavily on fitting a mold, they can lose sight of the qualities that make them effective in the first place.

In the latest episode of The Leadership Habit Podcast, host Jenn DeWall sits down with Dale Wilsher to discuss authentic leadership, executive presence, workplace bias, and the “leadership double bind”. Their conversation offers valuable insights for leaders who want to increase their influence without sacrificing who they are.

Meet Dale Wilsher, Executive Life and Leadership Coach

Dale Wilsher is an executive life and leadership coach, keynote speaker, and founder of Your Authentic Personality. For more than a decade, she has helped professionals better understand themselves, build confidence, and lead with greater authenticity. She is also the author of an award-winning book on personality and human potential and is currently writing a new book focused on identity, self-awareness, and leadership. Through coaching, speaking, and leadership development programs, Wilsher helps individuals align who they are with how they lead so they can maximize their potential without compromising their authentic strengths.

What Is the Leadership Double Bind?

One of the central topics discussed in the episode is the leadership double bind.

The double bind refers to a no-win situation in which leaders face competing expectations. Wilsher explains that women, in particular, often experience a tension between being perceived as competent and as likable. Leaders may be viewed as too soft or too tough, too collaborative or too direct, but rarely “just right.”

While the double bind is most commonly discussed in the context of women in leadership, the broader lesson applies to leaders of all backgrounds. Many professionals feel pressure to suppress parts of their personality in order to align with traditional expectations of leadership.

According to research discussed during the episode, the most influential leaders demonstrate both warmth and strength. In other words, people must be able to answer “yes” to two critical questions:

• Do you care about me?
• Can you deliver results?

Leaders who consistently communicate both are often viewed as more effective, trustworthy, and influential.

Why Authentic Leadership Matters

A powerful theme throughout the conversation is that authentic leadership is not about becoming someone else.

Too often, leaders receive feedback focused on their personality rather than their performance. Wilsher notes that this type of feedback can cause people to question who they are instead of helping them improve what they do. As a result, many leaders begin to modify or hide their natural tendencies in an effort to meet expectations.

The problem is that authentic strengths and perceived weaknesses are often connected.

A leader who is highly direct may also be exceptionally decisive. A leader who is highly relational may also excel at collaboration and inclusion. When leaders try to eliminate traits that others criticize, they often diminish the strengths associated with those traits as well.

Authentic leadership starts with understanding your natural tendencies and learning how to expand your effectiveness without abandoning your strengths.

Stop Subtracting Yourself

Perhaps the most memorable lesson from the episode is Wilsher’s advice to leaders:

Don’t subtract yourself.

When leaders receive critical feedback, their instinct is often to become less visible, less outspoken, or less themselves. They begin removing parts of their personality to avoid criticism.

Wilsher encourages leaders to take a different approach.

Instead of subtracting, add.

Rather than suppressing your strengths, identify complementary behaviors that help others experience your leadership more effectively.

A direct leader may need to add empathy.

A highly collaborative leader may need to add decisiveness.

A relationship-focused leader may need to communicate recommendations with greater confidence.

The goal is not to become a different person. The goal is to become a more complete leader.

Balancing Warmth and Competence

The discussion also offers practical strategies for strengthening leadership presence.

Leaders who naturally prioritize relationships can benefit from demonstrating greater confidence and authority through concise communication, clear recommendations, and stronger ownership of accomplishments. Small changes in language can significantly influence how others perceive leadership presence.

One of Wilsher’s most practical pieces of advice focuses on how leaders communicate expertise and confidence. Many professionals unintentionally weaken their authority by using minimizing language such as “Does that make sense?” or by downplaying their recommendations. Instead, leaders can communicate with greater confidence while remaining approachable.

As Wilsher explains:

“There are stronger ways to check in with people than giving away too much of your authority or power when you lead with data; I say you can speak softly as long as you carry a big statistic.”

The lesson is simple but powerful: leadership presence does not require being the loudest person in the room. Leaders can build influence by supporting their recommendations with facts, evidence, and clear reasoning, and by communicating with confidence and clarity.

Meanwhile, leaders who naturally prioritize tasks and results can strengthen their influence by intentionally demonstrating warmth. Inviting collaboration, expressing gratitude, seeking input, and communicating care for others can help build trust and engagement without sacrificing accountability.

Neither approach is inherently better.

The most effective leaders understand their natural strengths and intentionally develop complementary skills that help them connect with a broader range of people and situations.

Authentic Leadership Strengthens Teams

Authentic leadership benefits more than the individual leader.

Organizations perform best when they embrace diverse leadership styles rather than expecting everyone to lead the same way. Teams gain stronger perspectives, greater innovation, and better decision-making when leaders bring different strengths to the table.

As Wilsher points out, individuals should not be expected to be all things to all people. That is the role of the team. When leaders understand and value different leadership styles, they create environments where people can contribute their unique strengths while still working toward shared goals.

The result is a more engaged, adaptable, and high-performing organization.

Where to Find More From Dale Wilsher

To learn more about Dale Wilsher’s work on authentic leadership, personality, executive presence, and leadership development, visit her website, YourAuthenticPersonality.com. You can also connect with Dale on LinkedIn, where she regularly shares insights on self-awareness, confidence, and helping leaders align who they are with how they lead. Her coaching, speaking engagements, and leadership programs provide practical tools for professionals who want to maximize their influence without sacrificing authenticity.

Authentic Leadership Is About Expansion, Not Reinvention

Leadership is not about fitting someone else’s definition of success.

It is about understanding your strengths, recognizing your blind spots, and developing the skills needed to lead more effectively. The strongest leaders do not succeed because they have eliminated every weakness. They succeed because they have learned how to build on their strengths while adding the capabilities needed to connect with others.

Dale Wilsher’s message is a powerful reminder that effective leadership is not about shrinking yourself to meet someone else’s expectations. It’s about becoming more intentional, more self-aware, and more capable while remaining true to who you are.

At Crestcom, we believe leadership development should help leaders become more effective versions of themselves—not force them into a one-size-fits-all leadership model. Through live-facilitated learning, coaching, accountability, and real-world application, Crestcom helps leaders develop the self-awareness, communication skills, and confidence needed to lead authentically and deliver meaningful results.

If you’d like to explore how leadership development can help your organization build stronger, more effective leaders, consider scheduling a complimentary Leadership Skills Workshop to experience Crestcom’s approach firsthand.

 

The post Stop Subtracting Yourself to Fit In! Authentic Leadership with Dale Wilsher appeared first on Crestcom International.

Summary

Managing change in the workplace requires more than new strategies or systems. In this episode, Nick Montalbine explains why many change efforts fail due to overloaded systems, lack of trust, and employee burnout. He explores practical frameworks for improving focus, rebuilding trust, and creating healthier workplaces that adapt more effectively to change.

Organizations are experiencing constant disruption. AI is changing workflows. Teams are navigating restructures, layoffs, shifting priorities, and increasing pressure to produce results with fewer resources. Amid all this uncertainty, leaders are still expected to guide teams confidently through change.

The problem? Most organizations are approaching change the wrong way.

In the latest episode of The Leadership Habit Podcast, Jenn DeWall sits down with change leadership expert Nick Montalbine to discuss why so many workplace change initiatives fail and what leaders can do differently. Their conversation explores overloaded systems, employee burnout, breakdowns in trust, and the hidden signals leaders often miss during organizational change.

Meet Nick Montalbine, Founder of Inner Voice Analytics

Nick Montalbine is the founder of Inner Voice Analytics, a consultancy focused on helping organizations detect cultural and operational issues before they become major problems. With more than 20 years of experience leading transformation efforts in complex organizations across Nike, healthcare, finance, and retail, Nick specializes in leadership development, organizational listening, and transformation strategy.

Throughout the episode, Nick introduces a simple but powerful framework leaders can use to better manage change in the workplace: attention, trust, and energy.

Why Managing Change in the Workplace Often Fails

One of the most important takeaways from the episode is that most change initiatives do not fail because employees resist change.

They fail because organizations operate within overloaded systems.

According to Nick, overloaded systems occur when organizations attempt to manage too many competing priorities at once. Problems become filtered, decisions get delayed, communication breaks down, and employees stop speaking up early about risks or concerns.

As a result, workplace change efforts slowly lose momentum and direction.

Nick explains that leaders should pay close attention to three critical areas that determine whether change efforts succeed or fail:

• Attention
• Trust
• Energy

When these areas become depleted, employees stop signaling problems. They stop sharing ideas, raising concerns, or challenging assumptions. By the time leaders recognize the issue, long-term damage is often already done.

Attention: The Hidden Barrier to Workplace Change

Modern workplaces are overloaded with competing priorities.

Teams are juggling strategic initiatives, daily operations, meetings, emails, system changes, reporting requirements, and constant interruptions. Leaders often continue adding more initiatives without removing old ones.

According to Nick, this creates a major attention problem inside organizations. Employees struggle to determine what truly matters day-to-day because everything is presented as urgent and important.

One practical framework Nick recommends is evaluating work based on two factors:

• Strategic importance
• Complexity

This creates four categories:

• Boulders: high importance, high complexity
• Rocks: high importance, lower complexity
• Pebbles: low importance, low complexity
• Low-value work: low importance, high complexity

The goal is not to eliminate important work. The goal is to prevent organizations from taking on too many “boulders” at once.

This is especially important for leaders managing organizational change. Employees cannot focus effectively when priorities constantly shift or when every project is treated like a top priority.

Clear communication, monthly prioritization conversations, and realistic workloads all help improve organizational focus during periods of change.

Trust: Why Employees Stop Speaking Up

Trust plays a major role in successful workplace change.

Nick describes trust as employees feeling safe enough to say the hard things. When trust is low, people stop raising concerns, stop sharing ideas, and stop challenging decisions.

Leaders often mistake silence for agreement.

In reality, silence may signal disengagement, fear, exhaustion, or psychological withdrawal.

Jenn DeWall highlights a common workplace reality many leaders overlook: eventually, employees may stop trying to help because they no longer believe their input matters.

Nick points to several warning signs that trust may be declining:

• Fewer ideas are shared in meetings
• Reduced curiosity
• Less disagreement or debate
• Employees are becoming quieter or more withdrawn

Rebuilding trust requires leaders to consistently listen and act on feedback. Nick also recommends creating intentional space for dialogue by encouraging healthy disagreement and even assigning someone to play the “contrarian” role during meetings.

Another important insight from the episode is that annual employee engagement surveys are no longer enough.

Employee sentiment changes too quickly in modern workplaces. Leaders need more frequent opportunities to understand how employees are feeling and to identify concerns before they become larger cultural problems.

Energy: The Burnout Problem Leaders Cannot Ignore

Many employees are trying to manage heavy workloads while simultaneously adapting to organizational change.

That creates a major energy problem.

Nick references research identifying three different forms of burnout:

• Overload burnout
• Under-challenged burnout
• Neglect burnout

Most leaders recognize overload burnout, where employees feel buried under excessive work demands. But many overlook the other two forms.

Team members may feel disengaged because they are underutilized or disconnected from meaningful work. Others may neglect their own well-being due to stress, isolation, or emotional exhaustion.

This is particularly important during periods of organizational change because burnout reduces engagement, creativity, collaboration, and resilience.

Leaders should pay attention to shifts in participation, energy, communication patterns, and overall engagement. Small behavioral changes may indicate that employees are struggling long before performance issues appear.

Managing Change Requires Better Leadership Systems

Managing change in the workplace is not just about communication plans or new processes. It requires leadership systems and a company culture that support people through uncertainty.

Organizations need:

• Clear priorities
• Open communication
• Psychological safety
• Regular employee listening
• Realistic workloads
• Ongoing leadership development

Without those systems, even well-intentioned change initiatives can fail.

This is one reason leadership development matters so much during periods of disruption. Leaders need practical tools to manage communication, accountability, emotional intelligence, trust, delegation, and organizational alignment as they navigate change.

Programs like Crestcom International’s Crestcom LEADER help leaders build these skills through live-facilitated learning, real-world application, accountability, and ongoing coaching support.

Where to Find More from Nick Montalbine

• Visit Nick’s website: nickmontalbine.com
• Connect on LinkedIn

Final Thoughts

Change is not slowing down.

However, successful organizational change management isn’t just about moving the fastest. Managing change effectively requires creating an organizational structure in which employees can stay focused, speak honestly, and maintain the energy needed to adapt.

As Nick Montalbine explains throughout the episode, leaders should pay attention to the signals their organizations are sending. Silence, disengagement, burnout, and confusion are not random workplace problems. They are indicators that systems may be overloaded, and people may need more support.

If your organization is navigating workplace change and looking to strengthen leadership capabilities, request a complimentary Leadership Skills Workshop from Crestcom International. In this interactive two-hour workshop, your team will gain practical leadership tools to improve communication, accountability, trust, and decision-making during times of change.

 

The post Managing Change Effectively in the Workplace With Nick Montalbine appeared first on Crestcom International.

Summary:  Former Paralympian and Army veteran John Register joins The Leadership Habit to discuss leadership decision-making, resilience, and overcoming adversity. After losing his leg while training for the Olympics, Register rebuilt his life and became a Paralympic silver medalist. In this episode, he shares his “Amputate to Elevate” leadership philosophy, encouraging leaders to let go of indecision, outdated thinking, and limiting beliefs in order to adapt and move forward. The conversation explores leadership under pressure, leading through uncertainty, and the critical importance of decisive leadership for organizational growth and change. 

Leadership today requires more than vision. It requires the courage to make difficult decisions before all the answers are available.

On the latest episode of the Leadership Habit podcast, John Register joined host Jenn DeWall for a conversation about resilience, leadership decision-making, and what it truly means to move forward after adversity.

John’s story is remarkable. A decorated Persian Gulf War Army veteran and elite athlete, he was training for the Olympic Games when a devastating injury changed everything. After a missed hurdle caused severe damage to his leg, he made the life-altering decision to amputate above the knee. Instead of allowing that moment to define him, he adapted, rebuilt, and eventually became a two-sport Paralympic athlete and silver medalist.

But this episode is about much more than athletics. It is about leadership under pressure and the decisions leaders avoid making every day.

Meet John Register, Paralympic Silver Medalist

John Register is a leadership keynote speaker, strategic advisor, Army combat veteran, Paralympic silver medalist, and co-founder of the U.S. Olympic Committee’s Paralympic Military Sports Program. Today, he helps organizations navigate change and uncertainty through his “Amputate to Elevate” philosophy, which focuses on removing what no longer serves you in order to move forward with clarity and purpose.

Throughout the conversation, John shares lessons from military leadership, elite sports, and personal adversity that apply directly to today’s workplace challenges.

The Leadership Cost of Indecision

One of the biggest themes in this episode is indecision.

According to John, many leaders already know what needs to change. The challenge is not awareness. The challenge is commitment.

Whether it is addressing an underperforming employee, adopting new technology, changing strategy, or having a difficult conversation, leaders often stay stuck waiting for certainty that never comes.

As John explains in the episode:

“You know what you need to cut. You know you’ve been holding onto that thing for a very long time.”

That hesitation creates organizational drag. Teams lose momentum. Problems linger. Innovation slows down. Employees lose confidence in leadership. 

In many organizations, the real issue is not a lack of strategy. It is a lack of decisive leadership.

The “Amputate to Elevate” Leadership Philosophy

John’s “Amputate to Elevate” philosophy challenges leaders to let go of what no longer supports growth.

That might mean:

• Letting go of outdated systems
• Releasing limiting beliefs
• Moving on from ineffective processes
• Making difficult personnel decisions
• Re-evaluating priorities
• Accepting that old approaches may no longer work

The concept is uncomfortable by design. Transformation is difficult because it requires leaders to become something different.

As John explains, most people say they want transformation, but what they really want is transition. They want improvement without discomfort. Real growth rarely works that way.

This is especially relevant in a business environment shaped by rapid technological change, shifting employee expectations, economic uncertainty, and AI disruption. Organizations that wait too long to adapt risk falling behind.

The Resonance Model: A Framework for Leading Through Change

A major portion of the episode focuses on John’s “Resonance Model,” which includes three stages leaders move through during change:

Reckoning

This is the stage where leaders recognize something is no longer working. However, many organizations stay stuck here because they resist acknowledging the real problem.

John describes reckoning as the tension between wanting things to stay the same while simultaneously knowing change is necessary.

Revision

Revision is the planning and possibility stage. Leaders begin exploring options, considering new paths, and imagining different outcomes.

This is where creativity and adaptability become essential leadership skills.

Renewal

Renewal begins when leaders commit to action.

Once a decision is made, there is no returning to the previous version of reality. That commitment creates momentum, learning, and growth.

John repeatedly emphasizes that nothing changes until action happens.

“Nothing starts until the button is pushed.”

For many leaders, this is the hardest step.

Leadership Decision Making in Uncertain Times

One of the strongest leadership lessons from this episode is the idea that certainty is an illusion.

Leaders often delay decisions because they want more data, more confidence, or guarantees about outcomes. John references former Secretary of State Colin Powell and his “40/70 Rule.”

The idea is simple:

• With less than 40% of the information, you likely do not know enough to decide.
• With more than 70%, you may already be waiting too long.

At some point, leaders must act without perfect information.

This mindset is critical for modern leadership development. Markets change quickly. Employee expectations evolve rapidly. Technology advances constantly. Teams need leaders who can make thoughtful decisions and move forward with confidence.

Leadership Resilience Is Built Through Action

Another powerful takeaway from this episode is that resilience is not passive.

John did not become resilient because adversity happened to him. He became resilient because he continued moving forward after adversity.

After losing his leg, he did not initially know about the Paralympic Games. He simply took the next step available to him by swimming for physical therapy. That one step eventually opened entirely new opportunities.

That lesson applies directly to leadership.

Leaders do not need to have every answer immediately. They need the willingness to move forward, learn, adapt, and continue making progress.

Action creates clarity.

Indecision creates stagnation.

Why Leadership Development Matters More Than Ever

This episode reinforces why leadership development cannot be treated as a one-time event.

Strong leadership requires ongoing growth, adaptability, communication, and decision-making practice. Leaders need opportunities to strengthen their confidence, challenge limiting assumptions, and develop the skills necessary to lead through uncertainty.

Organizations that invest in leadership development create leaders who are better equipped to:

• Navigate change
• Communicate clearly
• Make difficult decisions
• Build trust
• Adapt quickly
• Support employee engagement
• Create accountability

Those capabilities matter now more than ever.

Where to Find More From John Register

• Listen to the full episode
• Visit John Register’s website
• Connect with John on LinkedIn

Ready to Strengthen Your Leadership Skills?

Leadership growth does not happen by accident. It happens through intentional development, practice, and learning.

If your organization is looking to improve communication, accountability, decision making, and leadership effectiveness, Crestcom’s complimentary Leadership Skills Workshop can help. The workshop is available virtually or in person for teams around the world.

Learn more at:
Crestcom Leadership Skills Workshop

Source transcript:

 

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Understanding Leadership Communication Styles with Jeremie Kubicek

Leadership often breaks down in moments that seem small. A missed expectation. A frustrating conversation. A team member who just doesn’t seem to “get it.”

But what if the issue isn’t effort or intent? What if it’s communication?

In this episode of The Leadership Habit Podcast, host Jenn DeWall sits down with Jeremie Kubicek to explore how understanding personality styles in leadership can improve communication, build trust, and drive stronger results.

The conversation centers on a simple idea:
Leaders don’t struggle because they don’t care. They struggle because they communicate in a way their team doesn’t understand.

Meet Jeremie Kubicek

Jeremie Kubicek is an entrepreneur, leadership architect, and co-founder of Giant Worldwide. He is also the author of multiple leadership books, including The Five Voices and The Voice-Driven Leader.

His work focuses on helping leaders better understand how people think and communicate so they can lead more effectively.

Why Leaders Struggle to Develop Their Teams

One of the most practical insights from this episode is how often leaders unintentionally prioritize tasks over people.

Many leaders default to “managing up” instead of developing their teams. As Kubicek explains, pressure from above often pulls leaders away from investing in the people they are responsible for.

“There’s pressure to just do our day job… so it becomes a default to focus on the person above them instead of developing the people they’re responsible for.”

This creates a common leadership trap. Teams become dependent instead of empowered. Leaders feel overwhelmed. Performance suffers over time.

And most importantly, teams disengage.

The Difference Between Compliance and Engagement

A key theme in this episode is the difference between getting people to follow directions and getting them to care about the outcome.

Command-and-control leadership can produce compliance. But it rarely produces engagement.

“Leaders who rely on pressure may get results in the short term, but they miss out on ownership, initiative, and long-term performance.”

When people don’t feel understood, they stop contributing beyond what is required. They do the work, but they don’t invest in it.

That is where leadership communication becomes a competitive advantage.

The Five Voices: A Practical Framework for Leadership Communication

To help leaders better understand personality styles, Kubicek introduces the Five Voices framework:

1. Nurturer: Relationship-focused and values harmony
2. Creative: Future-oriented and idea-driven
3. Guardian: Detail-focused and structure
4. Connector: Relationship builder and network-oriented
5. Pioneer: Results-driven and decisive

This framework simplifies personality styles into something leaders can actually use inside their teams.

Instead of relying on complex assessments, it creates a shared language that helps leaders quickly identify how their team members think and communicate.

Why Speaking Your Team’s Language Matters

One of the most powerful ideas in the episode is that leadership communication is not about what you say. It is about how it is received.

Kubicek compares this to speaking a foreign language. If you speak only in your own style, you may still get results, but you create friction.

When you adapt your communication to match the other person, you build trust.

Leaders who learn to “speak the language” of their team members:

– Improve clarity
– Reduce misunderstandings
– Increase engagement
– Strengthen relationships

This shift is simple in concept, but it requires intentional effort.

How Miscommunication Happens Inside Teams

Miscommunication often comes from differences in how people interpret information. For example, a leader may share an idea casually, thinking out loud. But a team member may interpret that idea as a commitment.

The result is frustration on both sides.

As Kubicek explains, this tension often exists between future-oriented thinkers and present-oriented thinkers. Without a shared understanding of communication styles, these small moments can turn into larger trust issues over time.

Simple Ways to Apply This in Your Team

This episode offers practical ways leaders can begin applying these ideas immediately:

1. Start with self-awareness. Understand how you naturally communicate and how others experience you.
2. Learn your team. Identify how each person processes information, makes decisions, and responds under pressure.
3. Adjust your communication. Speak in a way that resonates with the other person instead of defaulting to your own style.
4. Structure meetings intentionally. Give quieter voices the opportunity to contribute before dominant voices take over.
5. Recognize stress behaviors. Different personalities react differently under pressure. When you understand those patterns, you can respond with intention instead of reacting emotionally.

These small adjustments can significantly improve team dynamics and performance.

Why Leadership Development Still Matters More Than Ever

This episode reinforces a key idea: leadership is not a one-time skill. It is built over time through consistent development. Organizations that invest in developing their leaders see stronger results, better retention, and more engaged teams.

Yet leadership development is often the first thing reduced when pressure increases. That approach creates long-term challenges. Leadership is the multiplier. When leaders improve, everything else improves with them.

Where to Find More From Jeremie Kubicek

If you want to go deeper into the Five Voices framework and learn how to apply it in your organization, here are a few ways to explore more from Jeremie Kubicek:

– Listen to the full episode
– Visit his website
– Connect on LinkedIn

Final Thoughts: Leadership Is About Understanding People

At its core, this episode reinforces a simple truth. Leadership is about people. And people don’t all think, communicate, or respond the same way.

“You can’t give what you don’t possess… if you get excited about learning from other people, leadership slows down, and you can begin to read the room.”

When leaders take the time to understand their team, everything changes. Communication improves. Trust grows. Results follow.

Ready to Strengthen Your Leadership Skills?

If you want to improve communication, build trust, and lead more effectively across different personality styles, Crestcom offers a complimentary two-hour leadership skills workshop.

You’ll walk away with practical tools you can apply immediately to your team. Request your session at crestcom.com/freeworkshop

 

The post How Understanding Leadership Communication Styles Transforms Team Performance appeared first on Crestcom International.

Summary

Most leaders step into their role without formal training. That gap often leads to uncertainty, hesitation, and missed opportunities to build trust early. In this episode of The Leadership Habit, Bruce Mayhew shares practical leadership skills for new leaders, focusing on building confidence, establishing trust, and creating a strong team culture from day one.

Meet Bruce Mayhew

Bruce Mayhew is a corporate trainer, keynote speaker, and author with over 20 years of experience helping leaders improve team performance and workplace culture. After working in leadership roles at Scotiabank, he saw how leadership directly impacts engagement, trust, and results.

His latest book, The Path of an Inspired Leader, is designed as a practical guide covering more than 18 real-world leadership scenarios. Each chapter focuses on situations leaders face, from hiring and feedback to building trust and managing change.

 

Why Leadership Skills for New Leaders Matter More Than Ever

Many professionals are promoted into leadership roles without the tools to succeed. They are expected to lead, but never taught how.

As Bruce explains, this creates hesitation:

“They don’t want to ruffle any feathers… they think they have to sit back and really learn the ropes for two months or six months.”

The problem is not capability. It is a lack of clarity.

New leaders often wait for permission instead of setting direction. But strong leadership requires stepping in early to shape the environment your team operates in.

 

What Confidence Really Means in Leadership

One of the most important leadership skills for new leaders is confidence. But confidence is often misunderstood.

It is not about having all the answers. Bruce reframes it clearly:

“Confidence isn’t control… confidence isn’t knowing everything.”

Instead, confidence looks like:

– Being clear about the environment you want to create
– Being willing to make mistakes
– Trusting your team before they prove themselves

Strong leaders do not walk in trying to prove their worth. They walk in reinforcing the value of others.

How to Build Trust as a New Leader

If there is one skill that defines effective leadership, it is trust. Trust is not built through speeches or titles. It is built through behavior.

Bruce shares a powerful example of a leader who transformed a disengaged team in just weeks by focusing on trust and transparency.

What did that leader do?

– Spoke to people directly and consistently
– Created a relaxed, human environment
– Asked for input and feedback
– Clearly shared a vision for the team

The shift was immediate because people felt seen, heard, and safe.

One simple but powerful reminder:

“You can’t command respect. You have to give respect to get respect.”

The same is true for trust.

 

Set the Tone Early Instead of Waiting

A common mistake new leaders make is waiting too long to establish expectations. They observe. They analyze. They hold back. But your team is forming opinions immediately.

Strong leaders take action early by:

– Introducing themselves personally
– Sharing how they lead
– Setting expectations around communication and accountability
– Creating clarity around team culture

Even small actions, like where you sit or how often you engage, send strong signals. Leadership is always being interpreted.

Turn Company Values Into Real Leadership Tools

Many organizations have values posted on a wall or website. Few teams actually use them. Bruce offers a simple exercise that every leader can apply:

Take your company values and discuss them with your team.

Ask:

– What does this value actually mean in our daily work?
– What does it look like in action?
– Where do we see gaps?

This creates shared understanding and reduces confusion.

You can go further by asking:

– What additional values do we want to define as a team?

When people help define expectations, they are far more likely to follow them.

How to Handle Difficult Conversations as a Leader

Avoiding difficult conversations is one of the fastest ways to lose credibility as a leader. Relationship building is crucial to becoming an effective leader.

Bruce makes an important distinction:

“Difficult conversations don’t have to be conflict… if you leave them alone, then they will become conflict.”

The goal is not to avoid discomfort. It is to address it early.

A simple leadership approach:

– Set expectations for feedback from the beginning
– Ask for permission to give input
– Focus on improvement, not blame

For example:
If I see something that could help you improve, do I have permission to share it?

This creates a culture where feedback is normal, not threatening.

Leadership Is About Creating the Right Environment

At its core, leadership is not about control. It is about creating the conditions where people can succeed.

That includes:

– Psychological safety
– Clear expectations
– Open communication
– Accountability in both directions

When those conditions exist, performance improves naturally. Without them, even strong teams struggle.

Key Takeaways: Leadership Skills for New Leaders

1. Confidence comes from clarity, not control.
2. Trust is built through consistent, everyday actions.
3. Leaders should set the tone early, not wait.
4. Values should be defined and discussed as a team.
5. Difficult conversations prevent larger issues.
6. Leadership is about creating an environment for success.

Where to Find More from Bruce Mayhew

Bruce leaves leaders with a simple reminder: You do not need to have everything figured out to lead. You just need to start.  Listen to the full episode today!

Then, to learn more from Bruce Mayhew, you can: 

– Visit his website: brucemayhewconsulting.com
– Connect on LinkedIn
– Get his book: The Path of an Inspired Leader

What’s Next? 

If you are developing new leaders or stepping into a leadership role yourself, the right tools make all the difference. Crestcom’s Leadership Skills Workshop helps leaders build confidence, improve decision-making, and strengthen team performance in just two hours. Request a complimentary workshop at crestcom.com/freeworkshop

 

The post Essential Leadership Skills for New Leaders with Bruce Mayhew appeared first on Crestcom International.

AI is changing how we work, lead, and make decisions. For many leaders, that shift brings uncertainty. Will AI replace roles? What skills will still matter? And how should leaders respond?

In this episode of The Leadership Habit Podcast, Jenn DeWall sits down with Sylvie di Giusto to explore what it means to stay “Forever Human” in an AI-driven world. Their conversation challenges fear-based thinking and offers a practical path forward. AI is not something to compete with. It is something to understand, adapt to, and use with intention.

Meet Sylvie di Giusto, CSP, Hall of Fame Speaker

Sylvie di Giusto is an international keynote speaker, author, and leadership consultant who helps organizations lead better, sell faster, and influence with intention. With decades of corporate experience and a unique 3D holographic speaking style, she brings forward-thinking insights on leadership presence, perception, and human behavior.

Her expertise has been integrated into Crestcom’s curriculum for years, helping leaders around the world strengthen communication, emotional intelligence, and decision-making.

AI Isn’t the First Disruption—and It Won’t Be the Last

One of the most important takeaways from this conversation is perspective. AI may feel new, but disruption is not. Every major technological advancement has created uncertainty, fear, and resistance before eventually becoming part of everyday life.

As Sylvie explains, “Humans have a tendency to fear and panic first and see everything as a threat rather than an opportunity.”

From the printing press to the internet, leaders have always faced moments where they had to choose between resisting change and adapting to it. The same is true today. AI is not going away. The question is not whether it will impact your role, but how you will respond to that impact.

Sylvie makes this clear when she explains that the real risk lies in choosing not to adapt. Leaders who ignore AI may eventually find themselves replaced, not because AI is inherently better, but because they chose not to evolve alongside it.

Don’t Compete with AI. Complement It.

A central theme of this episode is a mindset shift that every leader must embrace. Many professionals are trying to compete with AI by working faster, producing more, or relying heavily on automation. But that approach misses the point.

Sylvie puts it simply, “The goal was never to beat the machine. It is to build with it.”

AI will always outperform humans in speed, data processing, and memory. Trying to compete in those areas is not sustainable. The real opportunity lies in focusing on what AI cannot do.

Leadership in the AI era is about combining strengths. AI handles efficiency. Leaders bring judgment, context, and human understanding. When used together, the result is far more powerful than either alone.

Where AI Wins—and Where Leaders Still Matter

AI’s strengths are undeniable. It can analyze data at scale, generate content instantly, and automate repetitive tasks. But leadership has never been defined by those capabilities alone.

Take speed as an example. AI can respond instantly, but speed is not always the right answer. Sylvie advises the listeners that “AI will always win the race… but only humans know when actually you have to slow down.”

Leaders understand timing. They recognize when a situation requires pause, reflection, or a more thoughtful approach. That level of discernment cannot be automated.

The same is true for data. AI can retrieve information quickly, but it does not understand meaning. Leaders interpret data through experience, emotion, and context. They connect information to real-world impact, making decisions that go beyond what the data alone can suggest.

And when it comes to relationships, AI falls even shorter. It can mimic tone, but it cannot build trust. As AI-generated communication becomes more common, leaders face a new challenge: ensuring authenticity remains intact.

Sylvie highlights this shift clearly: “There is this new level of mistrust… people are not sure anymore what comes from the machine and what comes from the humans.” 

Because of this, transparency and authenticity are no longer optional. They are essential.

Why Soft Skills Are Making a Comeback

For years, organizations prioritized efficiency, technical skills, and productivity. But AI is now outperforming humans in many of those areas, shifting the value back to human-centered capabilities.

Sylvie emphasizes that, “there will be a big comeback for soft skills because those are the skills that AI cannot replicate.”

Skills like emotional intelligence, communication, adaptability, and critical thinking are becoming more valuable, not less. Leaders who invest in these areas will be better equipped to navigate complexity, build trust, and guide teams through change.

This is a major opportunity. While AI handles the mechanical aspects of work, leaders can focus on what drives performance at a deeper level—people.

Creativity Still Belongs to Humans

AI can generate ideas quickly, but those ideas are based on existing data. It recombines what already exists rather than creating something entirely new.

As Sylvie explains, “AI just sources ideas that already exist… it really can’t invent something that has never existed before.”

This reinforces the importance of human creativity. Innovation still depends on original thinking, curiosity, and the ability to challenge assumptions.

Leaders who rely solely on AI for ideas risk producing predictable results. Those who combine AI insights with human creativity can push beyond what already exists and create something truly new.

Ethics, Accountability, and Leadership Responsibility

Perhaps the most critical leadership responsibility in an AI-driven world is accountability. AI can generate recommendations, but it cannot take responsibility for outcomes.

Sylvie illustrates this point, saying, “AI might look into the performance data… and say you have to fire that person. But you as a human… have the ability to question why.”

Leaders must consider context, circumstances, and human factors that AI cannot fully understand. They must apply judgment, empathy, and ethical reasoning to every decision.

Equally important is resisting the temptation to shift blame. “You cannot allow yourself… to point at AI and say, ‘It wasn’t me.’” No matter how advanced the tool, accountability remains with the leader.

How AI Is Changing Leadership Behavior

AI is not just changing how work gets done. It is changing how people think, communicate, and behave.

Sylvie points to several shifts leaders must recognize. Focus is decreasing as distractions increase. At the same time, people are becoming more selective with their attention.

“Attention is the new currency—and it’s becoming very expensive.”

This means leaders must communicate more clearly and concisely than ever before. If a message is not immediately relevant, it will be ignored.

Patience is also declining. People expect faster responses and quicker outcomes. Leaders must balance this urgency with thoughtful decision-making, ensuring that speed does not come at the cost of quality.

At the same time, communication itself is changing. AI tools make it easier to produce content quickly, but that efficiency can come at the expense of authenticity. Leaders must ensure their voice remains present in what they share.

The Risk Leaders Aren’t Talking About

One of the more overlooked risks of AI is how freely people share information with it. In many cases, individuals are more comfortable asking AI questions than speaking with a colleague or leader.

Sylvie warns that this behavior has consequences, “Whatever you share with AI creates… a shadow profile about you.”

Over time, this data contributes to a broader digital footprint that may influence how information is generated and shared. Leaders must be intentional about what they input into AI systems and encourage their teams to do the same.

Key Takeaways

AI is not replacing leadership. It is reshaping it. The leaders who succeed will be the ones who adapt, not resist. They will understand where AI adds value and where human skills must take the lead.

They will invest in emotional intelligence, communication, and critical thinking. They will remain accountable for decisions. And they will focus on building trust in a world where authenticity is increasingly important.

Or, as Sylvie summarizes it best, “Don’t compete with AI. Focus on what you do in the moments that matter most as a human being.”

Where to Find More from Sylvie di Giusto

To learn more from Sylvie, visit sylviedigiusto.com, connect with her on LinkedIn, or explore her keynote presentations and books focused on leadership, perception, and influence.

Strengthen Your Leadership Skills

AI will continue to evolve, but leadership will always remain human. The ability to communicate clearly, think critically, and lead with intention will only become more important.

If you want to strengthen these skills within your organization, request a complimentary two-hour leadership workshop at crestcom.com/freeworkshop.

 

The post AI and Leadership Responsibility with Sylvie di Giusto appeared first on Crestcom International.

Summary

Innovation at work rarely happens because leaders demand better ideas. It happens when leaders create the right conditions for ideas to emerge. In this episode of The Leadership Habit Podcast, creativity strategist Melissa Dinwiddie explains how leaders can spark innovation by encouraging experimentation, reducing perfectionism, and helping teams learn faster through small “micro-experiments.”

Innovation is often described as a competitive advantage, but many organizations struggle to consistently generate new ideas. In this episode of The Leadership Habit Podcast, host Jenn DeWall speaks with creativity strategist Melissa Dinwiddie about how leaders can remove barriers to creativity and help their teams experiment, learn, and generate innovative solutions.

Meet Melissa Dinwiddie, Creativity Instigator

Melissa Dinwiddie is a Juilliard-trained dancer turned creativity instigator, innovation strategist, and author of The Creative Sandbox Way and Innovation at Work. She is the Chief Instigator and Lead Facilitator at Creative Sandbox Solutions, where she helps leaders and teams overcome creative barriers, strengthen collaboration, and unlock innovative thinking.

Drawing from her background as a professional artist and creativity coach, Melissa developed practical frameworks that help teams move past perfectionism and rediscover the power of experimentation and play when solving complex problems.

Why Innovation at Work Often Stalls

Many organizations expect innovation, but unknowingly create conditions that prevent it.

One of the biggest barriers is uncertainty. Innovation requires doing something new, which means stepping away from established best practices. For many employees, that feels risky.

Another major barrier is perfectionism. High-performing professionals often believe every idea must be polished before it is shared. The result is hesitation, overthinking, and stalled progress.

Melissa explains that when people feel pressure to be perfect, they often stop experimenting altogether. Instead of sharing unfinished ideas, they wait until something feels safe to present. Unfortunately, innovation rarely works that way.

The Leadership Framework for Creating Innovation at Work

Melissa introduces a simple approach called “Create the Impossible,” designed to help leaders break through barriers to innovation in the workplace.

The framework encourages leaders to help teams explore ideas, experiment without fear of failure, and learn quickly from every attempt.

The approach focuses on three behaviors that help teams move ideas forward.

Play Hard: Encourage Exploration and Curiosity

Play is not about wasting time. It is about exploration.

When teams experiment, test ideas, and explore possibilities without immediate pressure to succeed, they unlock new perspectives and creative thinking. Exploration creates the mental space where innovation begins.

Make “Crap”: Break the Perfectionism Barrier

Innovation requires generating many imperfect ideas before discovering the best ones.

Melissa explains that low-fidelity ideas help teams bypass perfectionism and restore momentum. When people feel safe producing imperfect work, they become more willing to experiment and share ideas.

Learn Fast: Turn Experiments Into Insights

The final step focuses on learning from every experiment.

Instead of obsessing over whether an idea is perfect, teams focus on what they can learn from each attempt. Organizations that learn quickly improve faster and maintain a steady pace of innovation.

Three Practical Micro-Experiments to Spark Innovation on Your Team

Melissa’s book, Innovation at Work, includes 52 micro-experiments that leaders can run with their teams. These small exercises help teams think differently without requiring large workshops or lengthy innovation sessions.

Here are three examples discussed in the episode.

The “Crappy First Draft” Exercise

Teams set a timer for ten minutes and deliberately create a terrible first draft of an idea or project.

The goal is not quality. The goal is momentum.

By removing pressure to be perfect, the exercise helps people move ideas forward and encourages open idea sharing.

Silent Sync: Equalizing Participation in Meetings

In this exercise, team members write ideas simultaneously in a shared document without speaking.

This prevents meetings from being dominated by the loudest voices and ensures every team member has the opportunity to contribute ideas.

For leaders managing diverse personalities, this technique helps create a more inclusive and balanced conversation.

Make It Smaller: Turning Big Ideas Into Action

When a project feels overwhelming, leaders ask one simple question:

What is the smallest version of this that would still create value this week?

Breaking large goals into smaller steps reduces anxiety and helps teams move from thinking to action.

Where to Find More From Melissa Dinwiddie

• Connect with Melissa Dinwiddie on LinkedIn
• Visit her website at MelissaDinwiddie.com
• Subscribe to her YouTube Channel

Innovation Leadership Is About Creating the Right Conditions

One of the most important insights from the episode is that innovation does not start with better ideas. It starts with better conditions for ideas to emerge.

When leaders create environments that encourage experimentation, psychological safety, and curiosity, innovation becomes a natural outcome. Instead of waiting for breakthrough ideas, teams begin generating them consistently.

Small experiments like the ones Melissa shares help leaders shift their team culture toward exploration and continuous improvement.

Listen to the Full Leadership Habit Podcast Episode

In this episode of The Leadership Habit Podcast, Jenn DeWall speaks with Melissa Dinwiddie about how leaders can spark innovation at work through experimentation, creativity, and psychological safety.

Listen to the full episode HERE. 

Want More Leadership Insights?

If you’re exploring how leaders can strengthen innovation at work, these additional leadership resources may also be helpful:

1. How to Escape the Delegation Trap with Atiba de Souza
2. How to Drive Results as a Leadership Coach with Will Linssen
3. How to Prepare for High-Stakes Conversations with Amy K. Hutchens

These conversations explore leadership skills that help managers strengthen communication, empower teams, and improve performance.

How to Strengthen Leadership and Innovation on Your Team

Innovation grows when leaders know how to build trust, encourage new ideas, and help teams think independently. If you want to strengthen those capabilities across your organization, request a complimentary two-hour leadership skills workshop. Visit crestcom.com/freeworkshop to learn more.

Frequently Asked Questions About Innovation at Work

What helps teams become more innovative at work?

Teams become more innovative when leaders create psychological safety, encourage experimentation, and allow space for imperfect ideas to develop.

Why do many organizations struggle with innovation?

Innovation often stalls because employees feel pressure to be perfect or fear making mistakes. This prevents experimentation and idea sharing.

How can leaders encourage innovation on their teams?

Leaders can introduce small experiments, encourage creative thinking, and focus on learning quickly rather than getting everything right the first time.

The post How to Spark Innovation at Work with Melissa Dinwiddie appeared first on Crestcom International.

Change is unavoidable in today’s workplace. But confusion, resistance, and stalled initiatives don’t have to be. In this episode of The Leadership Habit, Jenn DeWall sits down with change strategist Rebecca Reynolds to explore why most transformations struggle—and how leaders can guide their teams through change with clarity, confidence, and lasting impact.

Meet Rebecca Reynolds, CEO & Strategist

Rebecca Reynolds is the founder and CEO of RRC and a trusted advisor to leaders navigating complex organizational change. With more than 30 years of experience across corporate, nonprofit, and public sector organizations, she helps executives align teams, strengthen communication, and lead transformations that stick.

Rebecca is also the author of Thresholds of Change: The Way Through Transformational Times, a practical playbook for guiding personal and organizational transformation. Her work focuses on designing change processes that support leaders while keeping people engaged, resilient, and focused on results.

Why Most Change Initiatives Struggle

In the episode, Reynolds shares a powerful insight: nearly 70% of people naturally resist change. That means most leaders are working against human instinct when introducing new strategies, systems, or priorities.

Too often, organizations treat change as a one-time announcement rather than a structured journey. Leaders introduce a new idea, hope it works, and move on. When results fall short, teams become frustrated and disengaged.

Sustainable change requires intention, pacing, and continuous communication—not quick fixes.

The Four Thresholds of Change

Reynolds’ “Thresholds of Change” framework explains how people and organizations move through transformation in predictable stages.

1. Instigation: Recognizing Early Warning Signs

This stage is about noticing when something is no longer working. Declining morale, repeated mistakes, missed deadlines, and customer complaints are all indicators that change may be necessary.

Effective leaders pay attention early, before small problems become major disruptions.

2. The Liminal Stage: Creating Space for Insight

Often called the “messy middle,” this phase is where many leaders lose patience. Instead of rushing to solutions, Reynolds encourages leaders to pause and listen.

This stage allows teams to challenge assumptions, explore possibilities, and develop better ideas. It is uncomfortable—but essential for meaningful change.

3. Metabolization: Testing New Approaches

Once clarity emerges, teams begin experimenting. Leaders pilot ideas, gather feedback, and refine processes.

This stage builds confidence and helps employees feel ownership of the change.

4. Manifestation: Making Change Stick

In the final stage, the organization operates with stronger alignment and renewed momentum. Performance improves, people trust the direction, and new habits become part of everyday work.

When leaders engage the full process, change becomes lasting rather than temporary.

Where Leaders Commonly Go Wrong

Throughout the conversation, Jenn and Rebecca highlight several common mistakes that derail transformation:

• Treating major change like routine management
• Assuming everyone is comfortable with uncertainty
• Ignoring frontline perspectives
• Skipping reflection and planning time
• Communicating decisions only after they are finalized

One key takeaway is that leaders are often more adaptable than their teams. Without intentional support, this gap leads to resistance and frustration.

Why Collaboration Matters in Change

Successful change is rarely built in isolation.

Instead of designing plans behind closed doors, strong leaders invite input throughout the process. This improves solutions, builds trust, and prevents costly blind spots.

When people feel heard and involved, they are far more likely to support new initiatives.

Applying These Lessons in Your Organization

This episode offers practical guidance for leaders at every level. As you reflect, consider:

• What signals might you be overlooking?
• Have you created space for honest dialogue?
• Are you moving too quickly to “fix” things?
• Who needs to be involved earlier?

Change does not fail because people are incapable. It fails when leaders underestimate its complexity.

Learn More from Rebecca Reynolds

• Explore Rebecca’s work and resources, visit her website:  rebeccareynoldsconsulting.com
• You can also learn more through her book Thresholds of Change: The Way Through Transformational Times, which provides tools and frameworks for navigating transformation with confidence.

One of the biggest reasons change efforts stall is that teams aren’t aligned on how significant the change actually is. To help with that, Rebecca is offering Leadership Habit listeners a complimentary tool called The Change Scale Assessment. It helps leadership teams quickly align on the true scale of change they’re facing—before decisions are made or momentum is lost. 

Designed for groups of any size, the assessment brings multiple perspectives into the conversation, creating shared clarity and a more durable path forward. You can download the Change Scale Assessment for free at [https://changeauthor.myflodesk.com/ey39shovqa].

Strengthen Your Leadership Skills with Crestcom

Leading change effectively requires strong communication, decision-making, and accountability skills.

Crestcom’s Complimentary Leadership Skills Workshop is a two-hour, interactive experience designed to help leaders and teams work better together and navigate challenges with confidence.

Request your free workshop today at: https://crestcom.com/freeworkshop

 

The post Leading Through Change with Rebecca Reynolds appeared first on Crestcom International.

Employee engagement is at its lowest point in more than a decade. Many organizations are filled with talented, capable people who want to contribute, yet hesitate to take action. The missing link is often not skill or motivation. It is empowerment.

In a recent minisode of The Leadership Habit, host Jenn DeWall delivers a focused masterclass on how empowerment drives better decisions, stronger ownership, and sustainable performance.

This episode explores why empowered leaders and teams consistently outperform those operating in environments of hesitation and dependency.

 

Why Empowerment Matters More Than Ever

Low engagement, burnout, and slow decision-making are becoming common challenges across industries. Teams are capable, but without clear authority, confidence, and trust, they often wait for approval instead of taking initiative.

As Jenn explains in the episode:

“Empowerment is equipping people with the authority, confidence, information, and psychological safety to make meaningful decisions.”

Without these elements, leaders become bottlenecks. Projects stall. Innovation slows. Accountability weakens.

Empowerment is what turns leadership development into measurable business impact.

 

What Does Real Empowerment Look Like?

In the minisode, Jenn outlines four essential components of empowerment:

1. Authority:

People must know what decisions they are allowed to make.

2. Confidence

They need training, support, and trust to act effectively.

3. Information

They must have access to the right data, tools, and context.

4. Psychological Safety

They need to feel safe taking risks without fear of punishment.

When even one of these is missing, hesitation grows, and performance suffers.

 

The ABCs of Self-Empowerment

Empowerment does not start with policies or programs. It starts with leaders themselves. Jenn introduces the ABC framework for self-empowerment:

A: Know What You Own

Understand which decisions belong to you and which can be delegated.

B: Trust Your Judgment

Waiting for perfect information increases stress and delays results.

C: Give Yourself Permission to Decide

You will never feel 100 percent ready. Progress requires action.

As Jenn reminds listeners:

“Not making a decision is still a decision.”

Avoiding choices often creates bigger problems than making an imperfect one.

 

How Empowered Leaders Reduce Burnout and Decision Fatigue

Many leaders struggle with decision fatigue after managing constant demands. Over time, this leads to hesitation, stress, and disengagement.

In the episode, Jenn shares practical ways to overcome this:

• Make important decisions earlier in the day
• Limit unnecessary options
• Set time limits for decision-making
• Avoid major choices when tired, overwhelmed, or emotionally flooded
• Build reflection habits to strengthen confidence

She also encourages leaders to regularly document wins to reinforce self-trust and momentum.

 

Delegation That Builds Leaders, Not Dependency

One of the most powerful sections of the minisode focuses on delegation. Too often, leaders delegate tasks without context. This creates dependency rather than growth.

Jenn distinguishes between task delegation and thinking delegation. When you delegate tasks, you may say something like, “Do this. Follow these steps.” However, if you are delegating thinking, it may sound more like, “Here is the desired outcome, how would you approach this?”

To delegate effectively, leaders must provide:

1. Information – Relevant facts, expectations, and constraints
2. Why – The purpose behind the work
3. Authority – Clear permission to decide

When these elements are present, teams make faster, smarter decisions and require less supervision.

 

The Benefits of Empowered Teams

When empowerment becomes part of workplace culture, organizations experience:

• Higher engagement
• Faster decision-making
• Greater innovation
• Increased accountability
• Improved retention
• Stronger leadership pipelines

Jenn summarizes it clearly:

“You can’t empower others if you can’t empower yourself.”

Empowered leaders create empowered organizations.

Want to Go Deeper into Empowered Leadership?

If you want to take a deeper dive into empowered leadership, the first step is to listen to the full episode! 

Then, explore Crestcom’s additional leadership resources designed to help leaders apply these principles in real-world settings, including:

• The Empowerment eBook
• An on-demand empowerment webinar

You can also request a complimentary leadership skills workshop to bring these concepts directly to your team.

The post Minisode: Empowerment, Engagement, and Better Decisions at Work appeared first on Crestcom International.

Escape the Delegation Trap and Empower Your Team

Many leaders believe delegation is simply about assigning tasks. In reality, poor delegation is one of the biggest drivers of burnout, bottlenecks, and disengaged teams.

In the latest episode of The Leadership Habit, host Jenn DeWall sits down with CEO strategist and productivity expert Atiba de Souza, author of The Delegation Trap. Together, they unpack why most leaders feel stuck answering the same questions, doing too much themselves, and struggling to build true bench strength on their teams.

This conversation goes beyond delegation theory. Atiba shares hard-earned lessons from more than 30 years in business and coaching, along with a practical framework leaders can use immediately to help their teams think more clearly, take ownership, and perform at a higher level.

Meet Atiba de Souza, Author and Entrepreneur

Atiba de Souza is known as a secret weapon for organizations with underperforming teams. As a CEO, strategist, and team productivity expert, he helps leaders remove delegation bottlenecks and transform how work gets done.

With more than three decades of business experience and over 15 years as a championship football coach, Atiba brings a rare blend of real-world leadership, team development, and performance discipline. His work focuses on practical frameworks that improve productivity by teaching leaders to empower others rather than becoming bottlenecks themselves.

Why Delegation Breaks Down

Many leaders start with good intentions. They train their teams. They explain expectations. They provide resources.

Yet over time, the same frustrations appear:

• Leaders answer the same questions repeatedly
• Decisions funnel upward
• Managers feel overwhelmed and burned out
• Teams hesitate to act without approval

As Atiba explains in the episode, this often leads leaders to believe they have a people problem when in reality they have a delegation problem.

Too often, delegation becomes telling instead of teaching. When leaders jump in with answers, they unintentionally train their teams to depend on them rather than think for themselves.

The Delegation Trap

Atiba describes the “delegation trap” as the moment leaders realize their business or team cannot move without them.

Even when performance looks strong on the surface, leaders feel trapped because:

• The organization relies on their constant input
• Time off feels impossible
• Growth is limited by their own capacity

In the episode, Atiba shares how he discovered this problem firsthand when he realized he spent much of his day answering questions he felt he had already addressed. That realization became the catalyst for developing a new way to delegate that focuses on thinking, not just doing.

The CASE Method: A Better Way to Delegate

At the heart of Atiba’s book is a simple but powerful framework called the CASE Method. Rather than telling people what to do, this approach helps leaders coach their teams to think through problems independently.

C – Challenges

Leaders begin by asking team members what challenges they encountered. This opens the conversation without judgment and creates psychological safety.

A – Articulate

Next, employees articulate each step they took. This allows leaders to see how the person is thinking, not just what outcome they reached.

S – Study

Together, leaders and employees study selected steps, exploring assumptions, decisions, and outcomes. Instead of correcting mistakes directly, leaders ask questions that guide discovery.

This is where learning accelerates. Employees begin connecting cause and effect on their own.

E – Easier Than Expected

Finally, leaders ask what felt easier than expected. This step often reveals hidden strengths and talents leaders may not have recognized.

Over time, this process helps employees move beyond task completion and toward true ownership.

Why Teaching People How to Think Matters

Throughout the conversation, one message stands out: effective leaders do not teach people what to do. They teach people how to think.

Atiba explains that as artificial intelligence continues to reshape work, leadership will increasingly depend on asking better questions rather than providing faster answers.

Leaders who rely on telling will struggle. Leaders who coach thinking will build resilient, adaptable teams.

This shift requires curiosity, patience, and restraint. It also requires leaders to talk less and listen more.

A Powerful Reminder for Leaders

One of the most impactful moments in the episode comes when Atiba shares a personal story from early in his coaching journey. After a difficult season, his young son told him he never wanted to play football again because of his coaching style.

That moment forced Atiba to look in the mirror and confront an uncomfortable truth: leadership without empowerment creates disengagement.

The lesson applies far beyond sports. Leaders must be willing to examine their own habits and recognize when their approach may be unintentionally limiting others.

Key Takeaways from This Episode

• Delegation failures are often leadership system failures
• Answering questions too quickly creates dependency
• Empowerment grows through guided thinking, not direction
• Strong leaders ask better questions, not more questions
• Simple leadership fundamentals outperform complex frameworks

Where to Learn More from Atiba de Souza

To dive deeper into the CASE Method and practical delegation strategies, visit TheDelegationTrap.com, where you can find Atiba’s book and additional resources designed to help leaders delegate more effectively.

You can also connect with Atiba to learn how his frameworks help leaders build stronger, more autonomous teams.

Continue Building Your Leadership Skills

Delegation, coaching, and empowerment are core leadership capabilities. They do not develop by accident.

Crestcom helps leaders strengthen these skills through structured learning, discussion, and application. If you want to sharpen your ability to lead, coach, and empower your team, you can request a complimentary two-hour leadership workshop at crestcom.com/freeworkshop.

If you know a leader who feels overwhelmed, stuck answering every question, or struggling to step out of the weeds, share this episode with them. One new approach could change how they lead.

 

The post How To Escape the Delegation Trap with Atiba de Souza appeared first on Crestcom International.

Leadership does not stand still. It changes as people change, as work changes, and as expectations evolve. In this special spotlight episode of The Leadership Habit, host Jenn DeWall speaks with Heather Rosenfeld, a Crestcom franchise owner celebrating 20 years of leadership development experience.

Heather’s perspective is grounded in real-world application. Over two decades, she has worked with leaders across industries, generations, and shifting workplace norms. Her insights reveal not only how leadership has changed, but also what leaders must do to remain effective today.

Meet Heather Rosenfeld

Heather Rosenfeld is a Crestcom franchise owner and Area Representative serving the Massachusetts market since 2005. Originally from the United Kingdom, Heather built her early career working with diverse teams before transitioning into leadership development in the United States.

In her 20 year tenure with Crestcom, she has facilitated hundreds of leadership workshops, helping leaders move from task-focused management to people-centered leadership. Heather believes leadership development is a lifelong journey — one that shapes both professional success and personal growth.

How Leadership Has Changed Over the Last 20 Years

Over the past two decades, leadership expectations have shifted in fundamental ways. Changes in workforce dynamics, communication norms, and employee expectations have reshaped how leaders are expected to show up every day. In this episode, Heather and Jenn discuss how the core responsibility of leadership remains the same, but how leaders achieve results has evolved significantly.

From Authority-Based Leadership to Engagement

Twenty years ago, leadership often relied on hierarchy and authority. Leaders gave instructions, and teams were expected to follow.

Today, effective leadership looks very different. Heather explains that modern leaders must focus on engagement, collaboration, and shared purpose. Employees want to understand how their work matters and how they contribute to outcomes. Leadership has shifted from control to connection.

Leadership in an Era of Constant Change

Change has always existed in organizations, but the pace has accelerated dramatically. Technology, market shifts, and evolving workforce expectations mean leaders are navigating overlapping changes rather than isolated ones.

Heather highlights that while change is faster, human reactions to change remain the same. Leaders must recognize resistance, provide support, and guide people through uncertainty with empathy and clarity.

Managing a Multigenerational Workforce

One of the biggest leadership shifts over the past 20 years is generational diversity. Leaders today may be working with up to five generations at once, each with different communication styles, motivations, and expectations.

Heather emphasizes that successful leadership requires self-awareness and adaptability. There is no single leadership style that works for everyone. Leaders must learn to bring different perspectives together while fostering alignment and trust.

What’s Still the Same: Leadership Is Still About People

Despite advances in technology and changes in work structure, one truth remains constant: leadership is about people.

Heather stresses the importance of trust, listening, and meaningful connection. Email and messaging tools may improve efficiency, but they do not replace human interaction. Trust is built through conversations, curiosity, and consistent engagement, not just transactions.

4 Leadership Lessons From 20 Years of Experience

In this episode, Heather shared four clear leadership lessons she has learned over the last two decades:

1. Maintain a Teachable Attitude

Leaders who thrive remain open to learning. A growth mindset allows leaders to adapt, reflect, and improve rather than resist change.

2. Listen With Intention

Leadership effectiveness increases when leaders listen more than they speak. Asking questions and staying curious builds stronger relationships and better outcomes.

3. Set Clear Expectations

Many leadership challenges stem from unspoken assumptions. Clear norms around communication, technology use, and collaboration reduce friction and confusion.

4. Lead the Whole Person

Leadership development impacts more than performance. The skills leaders build at work influence confidence, relationships, and decision-making beyond the workplace.

Continue the Conversation

Leadership growth does not happen in isolation. If Heather’s perspective resonated with you and sparked reflection on how your own leadership has evolved (or needs to), this is an opportunity to keep the conversation going. Be sure to listen to the full episode to get all of Heather’s insights!

You can connect with Heather Rosenfeld on LinkedIn to follow her insights, engage in leadership conversations, and learn more about the work she does supporting leaders and organizations through meaningful development.

If you are exploring what leadership development could look like for your team, Crestcom also offers a complimentary two-hour Leadership Skills Workshop designed to introduce practical tools leaders can apply immediately.

The post Crestcom Spotlight: How Leadership Has Evolved Over 20 Years With Heather Rosenfeld appeared first on Crestcom International.

As a new year begins, many leaders feel pressure to move faster, set bigger goals, and accomplish more. Calendars fill quickly. Expectations rise. The pace rarely slows.

But what if becoming a better leader starts with doing the opposite?

In the latest episode of The Leadership Habit, host Jenn DeWall is joined by entrepreneur and CEO Jordan Peace to explore how stillness can improve leadership clarity, decision-making, and connection. Their conversation challenges the belief that constant motion leads to better results and offers leaders a practical habit that supports long-term effectiveness.

Meet Jordan Peace, CEO and Founder of Fringe

Jordan Peace is the CEO and co-founder of Fringe, a husband, and a father of five. He describes himself as an ADHD entrepreneur navigating the realities of leadership, family life, and business growth at the same time.

Jordan is also the author of an upcoming book titled Stop, which challenges modern addiction to speed, distraction, and hustle. His work focuses on helping leaders rediscover stillness, presence, and meaning in both their professional and personal lives.

Rather than positioning himself as an expert who has everything figured out, Jordan openly shares that his interest in stillness stems from necessity. Like many leaders, he has experienced what happens when life moves too fast for reflection.

Why Leaders Struggle to Slow Down

Most leaders understand the value of slowing down. Yet few actually do it.

Jordan explains that over-scheduling, constant communication, and endless task lists have become the norm. Leaders move quickly from one decision to the next without pausing to reflect, process, or connect.

One reason stillness feels uncomfortable is that it forces leaders to feel. Without distractions, emotions surface. Stress, frustration, fear, or uncertainty become harder to ignore. For many high performers, staying busy becomes a way to avoid those feelings altogether.

The cost of avoiding stillness shows up in leadership behavior. Leaders react instead of respond. They assume intent. They miss nuance. Over time, this creates unnecessary conflict, weakens trust, and strains relationships at work and at home.

Stillness, Jordan argues, creates space to think more clearly and see situations with greater perspective.

How Stillness Improves Leadership Clarity

When leaders move too fast, decisions often become reactive. There is little room to consider context, explore alternatives, or seek understanding. Stillness slows the moment just enough to allow clarity to emerge.

Jordan shares that slowing down helps leaders recognize the gray areas that are often missed in high-pressure environments. It supports better listening, stronger empathy, and more thoughtful problem-solving.

This habit is especially important in leadership roles where decisions affect people, culture, and long-term outcomes. Taking time to pause reduces unnecessary tension and helps leaders respond with intention rather than impulse.

A Simple Stillness Practice Leaders Can Start Today

Stillness does not require hours of meditation or a complicated routine. Jordan emphasizes that the practice can be simple and accessible.

He recommends starting with three steps:

1. Choose a new physical space that is not associated with work or tasks
2. Leave your phone behind to remove interruptions
3. Bring only a pen and paper

The goal is not productivity. There is no agenda or checklist.

A helpful starting prompt is simple:

What am I feeling right now?

Not busy. Not overwhelmed. Actual emotions such as frustration, fear, hope, or gratitude.

This question helps leaders move thoughts out of their heads and into awareness. Over time, it builds self-awareness and emotional intelligence, both essential leadership skills.

How To Slow Down and Lead Better at Work

Practicing stillness strengthens leadership in practical ways.

Leaders who slow down are more likely to:

• Listen with intention
• Navigate conflict with clarity
• Build trust through presence
• Make better decisions under pressure
• Lead with empathy and consistency

Stillness is not about doing less permanently. It is about creating the space needed to lead well.

As Jordan explains, leaders are often forced to step back due to burnout, illness, or crisis. Choosing stillness earlier helps prevent those outcomes and supports sustainable leadership over time.

Learn More From Jordan Peace

To continue exploring Jordan’s work on stillness, leadership, and intentional living, you can follow and connect with him online.

Jordan regularly shares insights on leadership, entrepreneurship, and navigating a fast-paced world with greater clarity and presence.

• Connect with Jordan Peace on LinkedIn
• Check out the How People Work podcast
• Be on the lookout for his upcoming book, Stop

Start the Year With a Stronger Leadership Habit

Stillness is a leadership habit that supports focus, connection, and long-term performance. It helps leaders show up with clarity and intention in an environment that rarely slows down on its own.

To hear the full conversation with Jordan Peace, listen to this episode of The Leadership Habit and explore how stillness can strengthen the way you lead.

If you want hands-on support in building leadership habits that improve communication, accountability, and decision-making, Crestcom can help.

Request a complimentary two-hour leadership workshop at:
👉 https://crestcom.com/freeworkshop

Sometimes, the most powerful step a leader can take is to pause, reflect, and choose their next move with intention.

 

The post How To Slow Down and Lead Better With Jordan Peace appeared first on Crestcom International.

As we close out a strong year for The Leadership Habit Podcast, we are revisiting three standout conversations that resonated most with listeners. These episodes sparked reflection, challenged assumptions, and gave leaders practical ideas they could use right away. This final post in our Best of 2025 series features a topic that matters in every workplace: trust.

In this episode, host Jenn DeWall sits down with executive coach and culture strategist Andrea Wanerstrand to explore what it really takes to build trust in leadership. Their focus is refreshingly practical. Trust is not built through big speeches or one-time gestures. It is built through consistency in how leaders communicate, make decisions, and show up day after day.

Andrea explains how inconsistency can create uncertainty and stress, even when leaders have good intentions. She introduces a simple leadership framework centered on Authenticity, Autonomy, and Accountability. Together, these behaviors help leaders create clarity, reduce fear-based reactions, and strengthen team performance over time.

This episode is a strong reminder that trust is not a soft skill. It is a performance driver. When leaders lead with consistency, teams feel safer, communication improves, and people are more willing to take ownership and contribute ideas.

We are grateful for the conversations we had in 2025 and excited to bring more fresh voices and real-world leadership insights in 2026. Until then, this episode is a powerful one to revisit if you want to lead with more clarity, confidence, and credibility.

Listen to the Best of 2025 episode: The Secret to Building Trust in Leadership with Andrea Wanerstrand

Ready to strengthen trust in your team? Request a complimentary two-hour leadership workshop at crestcom.com/freeworkshop.

The post Best of 2025: Building Trust in Leadership with Andrea Wanerstrand appeared first on Crestcom International.

Best of 2025: Emotional Intelligence Still Matters in the Age of AI with Caroline Stokes

As we close out a strong year for The Leadership Habit Podcast, we are revisiting three of the most impactful conversations from 2025. These episodes challenged conventional thinking, encouraged deeper reflection, and offered leaders practical insight for navigating change. Our Best of 2025 series brings these standout conversations back as we look ahead to new voices and ideas in 2026.

The second episode in this series features leadership strategist and author Caroline Stokes. In Emotional Intelligence Still Matters in the Age of AI, Caroline explores the mindset shifts leaders must make to remain effective in a world shaped by artificial intelligence, climate disruption, and societal change.

This conversation challenges outdated leadership models that prioritize speed and scale over emotional awareness. Caroline explains why emotional intelligence, radical listening, and trauma-aware leadership are not optional skills but core capabilities for leading in a polycrisis era. As technology reshapes work, leaders must focus just as much on how people experience change as on the change itself.

Revisiting this episode is a timely reminder that the most future-ready leaders are those who combine adaptability with empathy and clarity. Rather than resisting uncertainty, Caroline encourages leaders to meet it with curiosity, courage, and a willingness to rethink how leadership systems are designed.

We look forward to sharing more conversations with innovative and forward-thinking leaders in 2026. Until then, this episode remains one of the most important discussions of the year for leaders preparing for what comes next.

Listen to the Best of 2025 episode: Emotional Intelligence Still Matters in the Age of AI with Caroline Stokes

 

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Make a Purpose Pivot in the New Year

As we wrap up another incredible year on The Leadership Habit Podcast, we are revisiting three of our most impactful conversations from 2025. These episodes sparked reflection, inspired change, and created real momentum for leaders across industries. To celebrate the year, we are launching a short series called Best of 2025.

Our first featured episode returns to a listener favorite: How to Make a Purpose Pivot: Finding Balance and Fulfillment with Melissa Gonzalez. In this conversation, Melissa shares how leaders can step back, realign their energy, and redefine what meaningful success looks like. Her insights continue to resonate, especially during moments of transition and year-end reflection.

This replay is the perfect reminder that leadership growth often begins with a pause. As you prepare for the year ahead, Melissa Gonzalez offers a powerful guide for reconnecting with intention and building a more balanced approach to work and life.

We look forward to bringing even more innovative voices and fresh perspectives to The Leadership Habit Podcast in 2026. Until then, enjoy this standout episode and revisit the ideas that shaped our conversations this year.

 

The post Best of 2025: How to Make a Purpose Pivot with Melissa Gonzalez appeared first on Crestcom International.

Conflict is part of being human, but many leaders still struggle to approach difficult conversations in a healthy, productive way. Whether it shows up as tension on a team, discomfort around identity-based issues, or uncertainty about when to speak up, many professionals have never been given the tools to navigate conflict with confidence.

In this episode of The Leadership Habit Podcast, host Jenn DeWall speaks with Dr. Jen Fry, a social justice educator, speaker, and researcher who helps individuals and organizations understand how identity, communication, and power dynamics shape the way we engage with one another. Through her deeply practical and accessible approach, she shows leaders how to build stronger relationships, develop healthy boundaries, and embrace conflict as an opportunity for growth.

Meet Dr. Jen Fry, Conflict Literacy Expert

Dr. Jen Fry is the founder of JenFryTalks, a social justice education firm that works with organizations, teams, and leaders to help them better understand race, identity, conflict, and communication. With a background in collegiate athletics, a doctorate focused on social justice and higher education, and years of experience coaching leaders through difficult conversations, Dr. Fry brings a grounded and approachable style to complex topics. She has worked with companies, universities, and sports organizations across the country, helping people understand how identity shows up in everyday interactions and how to communicate compassionately, directly, and effectively. Her work has been featured in The New York Times, ESPN, NPR, and other major outlets.

Why Conflict Is Necessary for Growth

Many professionals have been conditioned to think of conflict as something to avoid. Dr. Fry challenges this belief by explaining that conflict is not inherently harmful. It is simply a signal that something needs attention. When handled with clarity and care, conflict creates opportunities to repair, improve, and deepen relationships.

She explains that conflict avoidance often comes from fear. People fear being misunderstood, disliked, or labeled as difficult. As a result, they gloss over issues that need to be addressed, causing those small moments to grow into long-term resentment. Healthy conflict, on the other hand, creates space for honesty, accountability, and trust.

Dr. Fry emphasizes that leaders must get comfortable being uncomfortable. Growth requires willing participation in conversations that may feel awkward or tense. By learning to name what is happening, set appropriate boundaries, and stay present in the moment, leaders can strengthen their teams and reduce long-term friction.

Understanding the Role of Identity

Managing conflict requires understanding your own identity and how it shapes how you show up. Dr. Fry encourages leaders to consider how their lived experiences, cultural background, and social identity shape their lens.

For example, someone who grew up in a family that avoided conflict may naturally default to silence. Someone who learned early in life that speaking up had negative consequences may hesitate to voice concerns. Someone who carries marginalized identities may navigate conversations with stakes or risks different from those of colleagues who hold more privilege.

Recognizing these influences is not about judgment. It is about awareness. When leaders understand their own communication patterns, they can approach conflict more intentionally instead of reacting from old habits.

Why Boundaries Are Essential

One of the most powerful messages from Dr. Fry is that boundaries are not barriers. They are tools for clarity, safety, and mutual respect. Boundaries allow individuals to say what they need, articulate what is not acceptable, and protect their emotional and psychological well-being.

Dr. Fry explains that many people struggle with boundaries because they confuse them with ultimatums. Boundaries are not threats. They are statements about what you can and cannot manage. For example:

• I can talk about this issue, but I need a few hours to process it first.
• I want to resolve this, but I cannot do that while being interrupted.
• I am willing to listen, but I will not participate if the conversation becomes disrespectful.

Healthy boundaries help teams function more effectively. They reduce assumptions, prevent miscommunication, and build trust.

Intent Versus Impact

Another key insight Dr. Fry highlights is the difference between intent and impact. Good intentions do not erase harm. Leaders often justify their actions by explaining what they meant rather than acknowledging the other person’s experience.

Dr. Fry recommends focusing on impact first. When someone is hurt, the priority is to understand the harm, take responsibility where appropriate, and repair the relationship. This approach builds credibility and strengthens team cohesion.

How to Approach Difficult Conversations More Effectively

Throughout the episode, Dr. Fry shares practical strategies leaders can use to navigate challenging conversations with more skill and confidence. A few include:

• Pause before reacting. Ground yourself in the moment.
• Get curious instead of defensive. Ask questions that help you understand the other person’s perspective.
• Avoid assumptions. Seek clarity instead of filling in the gaps.
• Focus on the behavior, not the person. Naming specific actions reduces blame and opens space for problem-solving.
• Practice reflective listening. Repeat back what you hear to ensure mutual understanding.

These simple practices can shift even the most tense conversation into a constructive one.

Why Emotional Regulation Matters

Dr. Fry emphasizes that leaders must learn to regulate their emotions during conflict. This includes being aware of physiological responses such as tension, increased heart rate, or defensive body language. Emotional regulation allows leaders to stay present, think clearly, and communicate intentionally.

She encourages leaders to develop a toolkit of grounding strategies. These may include mindful breathing, taking a brief pause, writing down thoughts before responding, or seeking support from a trusted colleague. Emotional regulation is not about suppressing feelings. It is about creating enough space to respond thoughtfully instead of reacting automatically.

Where to Find More From Dr. Jen Fry

• Read her book: I Said No: How to Have a Backbone and Boundaries Without Being a Jerk 
• Visit her website: jenfrytalks.com
• LinkedIn: linkedin.com/in/jenfrytalks

The Crestcom Connection

At Crestcom, effective leadership requires courage, clarity, and the ability to navigate conflict with compassion. Our leadership development programs help leaders build the self-awareness, communication skills, and emotional intelligence needed to create strong, inclusive teams. Participants learn how to have difficult conversations, set healthy boundaries, and build environments where people feel respected and heard.

These skills are essential for building trust and driving meaningful results. When leaders approach conflict with intention and care, they create cultures that are resilient, collaborative, and aligned.

Take the Next Step

Listen to the full episode with Dr. Jen Fry to learn how you can navigate conflict more confidently and strengthen your leadership presence.

To bring these concepts to your team, request a complimentary two-hour leadership workshop at crestcom.com/freeworkshop.

 

The post How to Navigate Conflict and Set Boundaries at Work with Dr. Jen Fry appeared first on Crestcom International.

The latest episode of The Leadership Habit Podcast welcomes globally recognized leadership coach Will Linssen to discuss how leaders can drive measurable results through better coaching. Hosted by Jenn DeWall, this conversation explores what separates good leaders from great ones and why sustainable leadership growth depends on one crucial shift: moving from know-how to show-how.

Leadership coaching has become one of the most effective ways to enhance results and strengthen teams, especially when paired with comprehensive leadership development programs.

Meet Will Linssen, Executive Coach and Author

Will Linssen is one of the world’s top executive coaches and the CEO of Global Coach Group. Named the world’s number one leadership coach by Global Gurus and the top coach trainer by Thinkers50, Will is also a Master Certified Coach through the International Coaching Federation (ICF), the highest professional designation in the field.

He is a number one Amazon international bestselling author and serves as an advisor to the Harvard Business Review, shaping global conversations around leadership development, coaching, and performance growth. Will’s work has influenced more than 100,000 leaders worldwide through data-driven coaching frameworks designed to deliver measurable impact for leaders, their teams, and their organizations.

Why Leadership Coaching Matters More Than Ever

Leadership today is harder than ever. Teams are stretched thin, priorities are constantly shifting, and leaders are expected to balance results, engagement, and well-being all at once. As Jenn DeWall noted during the episode, “Being a leader today is challenging. Being a coach is hard, especially if you’re unfamiliar with the tools or best practices within it.”

Will agrees—and he believes much of the problem starts with how we prepare people to lead. “Most people never got any education in people skills,” he explains. “They step into leadership roles without preparation, and organizations just say, ‘Now it’s up to you.’ It’s like becoming a parent with no manual.”

That gap between what leaders know and what they actually do creates frustration, burnout, and disengagement. It’s why many leaders, despite their best intentions, struggle to truly develop their teams or sustain results.

From Know-How to Show-How

One of Will Linssen’s central insights is that most leaders don’t fail because they lack knowledge—they fail because they lack application.

“Most leaders we work with already know the right thing to do,” he says. “The challenge isn’t know-how. It’s show-how—doing the right things consistently so it impacts the people around them.”

When leaders are overwhelmed, buried in meetings, or constantly reacting to problems, their good intentions don’t translate into meaningful behavior. As Will puts it, “When things heat up, the show-how suffers, and that’s how leadership effectiveness suffers.”

This approach echoes the principles discussed in Crestcom’s Be the Coach They Need training module, which focuses on helping leaders turn awareness into consistent behavior. By choosing just two key areas to improve—and committing to practice those behaviors daily—leaders can make visible, lasting progress.

The Triple Win Approach

At the core of Will’s method is the idea of a Triple Win—helping leaders grow, improving team performance, and achieving better organizational results simultaneously.

He explains, “We reverse engineer success. We define what success looks like for the leader, the team, and the business, then build a plan to get there.” This data-backed approach has been tested with more than 100,000 leaders worldwide, achieving a remarkable 95% success rate in measurable improvement.

Here’s how the framework works in practice:

1. Choose two leadership growth areas. Focus on the skills that matter most to both the leader and their team—such as empowerment, decision-making, or stakeholder management.
2. Create a business case for change. Show how improving in these areas benefits not just the individual leader but the entire team and organization.
3. Engage coworkers in feedback. Involve team members in providing suggestions and observations about the leader’s growth areas.
4. Implement and measure progress. Use quarterly reflections and pulse surveys to track improvement from the perspective of both the leader and the team.

This process not only creates accountability but also builds shared ownership of the change. “Leadership,” Will emphasizes, “is about co-creating change with coworkers. When the leader and the team work together, performance must increase. It always works.”

Building a Culture of Feedback and Accountability

Even with a solid process, many organizations struggle with one key challenge—getting honest feedback. Employees often hold back from sharing candid observations out of fear of retaliation or hierarchy.

Will’s advice is simple but powerful: create psychological safety from the start. “Before sending out a 360-degree survey, ask the leader to send an email inviting open and honest feedback,” he says. “When leaders show humility and curiosity, people respond with candor.”

This step transforms a typical evaluation into a collaborative experience. Will adds, “When coworkers see that the leader is serious about improving and that their input is valued, they become part of the change process.”

He also emphasizes combining quantitative data from surveys with qualitative insights from behavioral interviews. This two-part approach provides a complete picture of a leader’s strengths and development opportunities—and helps avoid blind spots that pure numbers can miss.

Will’s approach also reinforces the value of building a coaching culture, where feedback, accountability, and trust fuel performance improvement at every level.

Turning Feedback into Lasting Habits

Of course, insight alone doesn’t drive change—action does. Will recommends that leaders invest about 2% of their monthly work time—roughly four hours—into reflection and implementation. “Five minutes a day and a little discipline go a long way,” he explains.

This consistent, focused effort turns new behaviors into habits that eventually shape culture. Over time, leaders move from conscious practice to automatic execution, and their teams begin to mirror that growth.

Jenn DeWall summarizes it well: “Leadership isn’t about grand gestures. It’s about small, consistent actions that improve how we think, behave, and interact.”

Coaching Through Challenges

Even the best coaching plans face resistance. Some leaders struggle to control emotions, others lose focus or motivation. Will stresses the importance of addressing these issues directly through honest conversation and self-reflection.

“When something goes wrong, ask: what was the impact of my behavior?” he says. “You always have the right to be upset—but it comes with consequences. If you want better results, you have to choose different behavior.”

That mindset—taking responsibility for one’s influence—is what separates average leaders from exceptional ones. As Will notes, “It’s not about perfection. It’s about progress. Pick two things you’re excited to improve, involve your team, and stick with it.”

Creating a “We” Movement

Perhaps the most powerful message from the episode is Will’s reminder that leadership is not a solo journey. “Leadership coaching for leaders getting better is actually simple,” he says. “It’s not about more know-how. It’s about show-how. And the coworkers are the holy grail of creating forward momentum—because now it becomes a we movement, not a me movement.”

That shift—from self-improvement to collective growth—is what creates lasting cultural change. When leaders model vulnerability, consistency, and collaboration, their teams follow.

Where to Learn More

Listen to the full episode for all the great insights Will and Jenn have to offer! Then, to explore Will Linssen’s proven approach in greater depth, check out his book, Triple Win Leadership Coaching, available on Amazon and major booksellers.

And if this episode inspires you to strengthen your own leadership skills, Crestcom offers a powerful next step. You can request a complimentary two-hour leadership workshop designed to help your team enhance decision-making, build trust, and increase accountability. Visit crestcom.com/freeworkshop to get started.

 

The post How to Drive Results as a Leadership Coach with Will Linssen appeared first on Crestcom International.

Every leader faces those moments that can make or break an opportunity. It may be asking for a raise, pitching a big idea, or addressing a room full of decision-makers. These high-stakes conversations require the ability to communicate with confidence!

In this episode of The Leadership Habit Podcast, host Jenn DeWall sits down with Dia Bondi, a communications catalyst and author of Ask Like an Auctioneer: How to Ask for More and Get It. Together, they explore what it takes to prepare for those defining conversations where trust, influence, and outcomes are on the line.

Whether you’re negotiating resources, inspiring your team, or advocating for change, Dia’s frameworks and insights reveal how to speak powerfully and how to be “absolutely clutch in clutch moments.”

Meet Dia Bondi, Communications Catalyst

Dia Bondi is a keynote speaker, coach, and communications expert who helps leaders and changemakers speak with authenticity and authority when it matters most. Her clients include global brands like Nike, Meta, Salesforce, and Dropbox, as well as entrepreneurs, executives, and athletes seeking to elevate their presence in high-pressure situations.

As the author of Ask Like an Auctioneer: How to Ask for More and Get It, Dia combines storytelling, neuroscience, and negotiation strategy to help people push past fear and unlock their boldest communication potential. Her work has been featured on CNBC, NPR, and Forbes, and she’s known for helping professionals deliver messages that move audiences to action.

Why High-Stakes Conversations Matter

As Bondi explains, high-stakes moments aren’t just about closing a deal or landing a promotion; they’re about leadership itself. These are the situations where your communication can unlock decisions, resources, or opportunities that move your business and career forward.

A high-stakes conversation could be a one-on-one with your boss, a pitch to a major client, or a keynote at a conference. What makes it high stakes is the combination of risk, visibility, and impact. These moments require you to build trust quickly, communicate with purpose, and guide others toward a decision.

“Every high-stakes moment,” Bondi says, “is really an ask. You’re asking for engagement, for a decision, or for action, and how you prepare for that ask determines the outcome.”

The Most Common Communication Mistakes

In her two decades of coaching executives, startup founders, and leaders, Dia has seen several recurring missteps that undermine even the most talented professionals.

1. Rushing Through the Story

Too often, leaders jump straight to the solution, listing features, metrics, or data, without slowing down to paint a compelling picture of why it matters.

“The most powerful communicators,” Bondi explains, “don’t just describe a product or proposal. They invite the audience into a vision of what’s possible.”

By taking time to describe the problem, future, and stakes, leaders create emotional engagement and tension that make the solution more valuable.

2. Focusing Only on Themselves

Nerves and pressure can cause people to over-focus on their own objectives, like what they need, want, or fear. But as Bondi reminds us, “communication isn’t just about information transfer. It’s about connection.”

Compelling storytelling shifts attention to the audience: their desires, frustrations, and motivations. When people feel seen and understood, they’re more likely to say yes.

3. Playing Too Small

Many professionals limit themselves by asking for too little. Bondi challenges leaders to “ask big enough that you might get a no.”

This approach, inspired by her experience as an auctioneer, helps leaders stretch beyond comfort zones and uncover what’s truly possible. If you get a no, you’ve found the boundary. If you get a yes, you’ve just achieved more than you thought possible.

Building a Strategic Ask

Behind every effective communicator is a strategic ask,  a clear understanding of what you’re requesting, who you’re asking, and when the timing is right.

Bondi encourages leaders to check three elements before entering any high-stakes moment:

• The Right Ask: Are you requesting something you don’t already have? Don’t waste time asking for permission or support that’s already been given.
• The Right People: Identify who truly influences the decision. Sometimes it’s not the top decision-maker but a trusted ally who can advocate on your behalf.
• The Right Timing: Consider the broader context, including market conditions, organizational priorities, or competing pressures. The right message delivered at the wrong time can still fall flat.

When you align these three factors, your message lands with far greater impact and credibility.

Storytelling Frameworks That Work Under Pressure

Dia Bondi’s genius lies in turning complex communication strategies into simple, repeatable frameworks. Two of her most powerful tools are the Blocker Buster and the Mirror Effect. These tools help leaders craft messages that resonate, persuade, and inspire.

The Blocker Buster

This four-part model is ideal for product pitches or team presentations where you need to frame a challenge and position your solution.

1. Here’s what you want: Identify what your audience values most: growth, efficiency, innovation, reputation, or results.
2. Here’s what’s getting in the way: Describe the blocker or barrier preventing them from achieving that goal.
3. Here’s what I do: Introduce how your idea, service, or proposal removes that barrier.
4. And so…: End with a direct ask or call to action.

This structure builds logical and emotional momentum, helping your audience see you as the solution to their challenge.

The Mirror Effect

For more personal, one-on-one conversations, such as asking for a promotion, budget approval, or collaboration, the Mirror Effect emphasizes empathy and connection.

1. I see you: Acknowledge their goals, pressures, and values.
2. You see me: Share what matters to you and where your goals align.
3. Because of that: Present your ask as a mutual opportunity.

This framework transforms a transactional request into a collaborative partnership. It’s not manipulation, it’s alignment. As Bondi notes, “When you slow down, reflect back what you see in the other person, and connect it to your purpose, you create trust in real time.”

Overcoming the Fear of Asking

Fear is one of the most significant barriers to confident communication. The fear of rejection or being perceived as too assertive prevents many professionals from speaking up.

Bondi’s advice? Stop waiting to feel neutral.

“The most compelling leaders I’ve coached aren’t fearless,” she says. “They simply accept the intensity that comes with high-stakes moments and choose to show up big anyway.”

Courage doesn’t mean calm; it means conviction. The goal isn’t to eliminate nerves but to channel them into focus and authenticity.

Finding Your Leadership Voice

At the heart of Bondi’s message is a reminder that technical skill isn’t enough. Accurate leadership communication requires finding your unique voice through the combination of values, tone, and presence that makes you memorable.

“It takes a lifetime to sound like yourself,” she says. “You can master every framework, but your voice is what brings those tools to life.”

Developing that voice takes practice, reflection, and feedback, the same ingredients that make effective leaders.

Where to Find More From Dia Bondi

Want to learn more from Dia or explore her work on high-stakes communication? Connect with her and discover her latest projects at the links below:

• Visit her website: diabondi.com
• Read her book: Ask Like an Auctioneer: How to Ask for More and Get It
• Listen to her Podcast: Lead With Who You Are
• Connect on LinkedIn

Leadership Through Communication

At Crestcom, we understand that communication is the cornerstone of leadership. Our leadership training programs help leaders develop the emotional intelligence and influence skills needed to succeed in high-stakes situations.

Just as Dia Bondi teaches, powerful communication starts with preparation, awareness, and confidence in your own voice. Crestcom participants learn to translate those principles into action and drive measurable results for themselves and their teams.

Step Into Your Next High-Stakes Moment with Confidence

Every leader faces moments that test their communication and courage. The key is preparation, empathy, and a willingness to ask big.

Listen to The Leadership Habit Podcast featuring Dia Bondi to discover how you can prepare for your next high-stakes moment and speak with clarity, confidence, and impact.

From handling difficult conversations to inspiring organizational change, Crestcom’s leadership training provides the tools, practice, and accountability leaders need to communicate with purpose and clarity.

Ready to strengthen your leadership voice? Request a complimentary 2-hour workshop to discover how Crestcom can help you and your team master confident communication.

The post How to Prepare for High Stakes Conversations with Dia Bondi appeared first on Crestcom International.

In this episode of The Leadership Habit Podcast, host Jenn DeWall talks with Melissa Gonzalez, retail strategist, experiential designer, and author of The Purpose Pivot. Together, they explore how professionals and leaders can reconnect with what truly drives them—realigning their work, energy, and values to create a more fulfilling life.

Gonzalez’s insights go beyond traditional career advice. She challenges the belief that constant busyness equals success and offers a practical roadmap for creating balance, purpose, and sustainable growth. Whether you’re leading a team or navigating your own next chapter, this conversation invites reflection on what it means to live and lead with intention.

Why Every Leader Needs a Purpose Pivot

Many leaders are running on autopilot—meeting after meeting, day after day—without pausing to ask if their actions truly align with their goals. In the podcast, Melissa Gonzalez explains that a purpose pivot is about stepping back, taking inventory, and asking: Am I creating the life I want to lead?

Her inspiration for The Purpose Pivot came after a personal health crisis that forced her to slow down and reassess her priorities. Through that experience, she realized that wellbeing isn’t something to fit in “after work”—it must be part of how we lead and live every day.

“Wellbeing shouldn’t be a side project,” Gonzalez says. “It deserves equal importance to your career growth.”

The purpose pivot is about moving from busyness to impact—recognizing that filling your calendar isn’t the same as creating value. For leaders, this often means shifting from the mindset of doing more to doing what matters most.

Overcoming the Challenge of Prioritizing Wellbeing

Despite knowing the importance of rest and reflection, many high achievers still struggle to prioritize themselves. Gonzalez explains that this difficulty stems from how success is often measured—by how much we accomplish, not by how intentionally we live.

She encourages professionals to ask key questions:

• Does this activity energize me or deplete me?
• Am I working out of obligation or genuine purpose?
• What would happen if I made space for reflection instead of rushing to the next task?

In her book, Gonzalez includes an exercise where readers list what energizes them versus what drains them. This simple reflection often reveals patterns—time spent on tasks that deplete energy far outweighs the time spent on what brings joy or motivation.

Taking time to reflect doesn’t slow progress—it fuels it. By giving yourself permission to pause, you create mental clarity, emotional balance, and stronger decision-making capacity.

Building Trust in Yourself and Your Team

As Gonzalez explains, purpose-driven leadership is rooted in trust—trust in others and trust in yourself.

Many leaders resist delegating because they fear losing control or worry others won’t deliver at the same level. This lack of trust leads to burnout and exhaustion. True leadership, Gonzalez says, involves trusting your team to rise to the occasion while also trusting that you don’t have to carry everything alone.

Jenn and Melissa also discuss self-trust, which can be even harder to cultivate. Self-trust means believing that you’ve prepared enough, done enough, and can let go when necessary. It’s recognizing when additional effort will no longer change the outcome and giving yourself grace to rest.

Learning to delegate and release control not only improves wellbeing—it helps leaders model healthy behavior for their teams. When leaders demonstrate balance and confidence, others feel permission to do the same.

How to Make Your Own Purpose Pivot

Making a purpose pivot isn’t about quitting your job or overhauling your life overnight. It’s about intentionally adjusting how you spend your time and energy so that your daily actions reflect your long-term goals.

Melissa Gonzalez outlines several strategies to begin this journey:

1. Pause and Reflect. Schedule moments of quiet to check in with yourself. Reflection is not a luxury—it’s the foundation for clarity and creativity. 
2. Define Your Why. As Simon Sinek famously said, knowing your “why” brings direction and motivation. Identify what excites you and where you feel most fulfilled. 
3. Set Boundaries. Protect time for thinking, rest, and relationships. Saying no to what doesn’t align is an act of leadership. 
4. Celebrate Small Wins. Break large goals into milestones—25%, 50%, 75%—and celebrate each one. Progress builds confidence and momentum. 
5. Trust the Process. Growth takes time. Learn to let go of perfection and embrace progress instead.

A purpose pivot is not about doing everything—it’s about focusing on what’s most meaningful.

The Power of Reflection and Recalibration

One of the most powerful lessons from The Purpose Pivot is the importance of reflection. Gonzalez reminds us that most leaders don’t stop long enough to acknowledge how far they’ve come. Without reflection, progress can feel invisible, leaving even accomplished professionals feeling stuck or unfulfilled.

By pausing to celebrate small achievements, you reinforce your sense of purpose and prevent burnout. Gonzalez also emphasizes that transitions are recalibration moments—opportunities to reassess what’s working and what needs to change. Whether you’re starting a new role, leading a new team, or entering a new phase of life, these transitions offer a chance to adjust, grow, and realign.

Where to Find More From Melissa Gonzalez

• Visit MelissaGonzalez.com
• Connect on LinkedIn
• Buy her book: The Purpose Pivot

Leadership Growth Through Purpose: The Crestcom Connection

At Crestcom, we believe that the most effective leaders combine professional competence with personal awareness. Leadership isn’t just about achieving results—it’s about understanding yourself and guiding others with purpose, empathy, and authenticity.

Crestcom’s leadership training programs are designed to help leaders make their own purpose pivot. Through monthly learning experiences, practical action plans, and accountability coaching, participants learn to balance ambition with wellbeing—creating teams that thrive on trust, collaboration, and continuous growth.

Like Melissa Gonzalez’s message, Crestcom’s approach to leadership development centers on reflection and application. Leaders are encouraged to identify what energizes them, build emotional intelligence, and focus on meaningful impact instead of mere activity. The result is not just better leaders—but stronger organizations and healthier workplace cultures.

Take the First Step Toward Purpose-Driven Leadership

A purpose pivot isn’t a one-time event—it’s an ongoing practice of alignment between your values, goals, and actions. As Melissa Gonzalez reminds us, success isn’t about how much you do, but about how intentionally you live and lead.

Listen to the full episode of The Leadership Habit Podcast featuring Melissa Gonzalez to discover how to make your own purpose pivot and begin leading with clarity and confidence.

Ready to explore your own leadership journey? Visit crestcom.com/freeworkshop and request a complimentary leadership workshop for your team! 

Frequently Asked Questions 

What is a purpose pivot?
A purpose pivot is a moment when you pause, reflect, and realign your career or leadership approach to better match your values and long-term goals.

How can leaders balance success and wellbeing?
By redefining productivity, setting boundaries, delegating effectively, and prioritizing self-care alongside professional achievement.

Why does self-trust matter in leadership?
Self-trust allows leaders to make confident decisions, delegate without guilt, and recover from setbacks with resilience.

How can Crestcom help me grow as a purpose-driven leader?
The Crestcom LEADER program helps leaders develop emotional intelligence, communication skills, and self-awareness through experiential learning and accountability.

 

The post How to Make a Purpose Pivot: Finding Balance and Fulfillment with Melissa Gonzalez appeared first on Crestcom International.

On the latest episode of The Leadership Habit Podcast, Jenn DeWall sat down with aviation executive, trailblazer, and author Stephanie Chung to discuss one of the biggest challenges leaders face today: how to lead people who are not like them.

Stephanie is the author of the new book Ally Leadership: How to Lead People Who Are Not Like You, which provides a practical framework for leaders who want to get the best results from diverse teams. In this episode, she shares her philosophy of Ally Leadership and explains why learning how to lead people across differences is not just about diversity, equity, and inclusion—it is about return on investment.

Meet Stephanie Chung

Stephanie Chung began her aviation career working at Boston Logan Airport, parking planes and handling luggage. From there, she rose through the ranks, becoming a top sales executive, then moving into private aviation, where she eventually sold and oversaw the sales of private jets.

Her career milestones include becoming the first Black person in U.S. history to lead a major private aviation company as President of JetSuite. She later became the founding Chief Growth Officer at Wheels Up, helping take the company public—the first private jet company in the United States to do so. Today, she is an international bestselling author, keynote speaker, board member, and coach to Fortune 500 executives.

Stephanie has also been named to the Ebony Power 100 list and recognized as one of the top 500 CEOs by the respected consultancy YPO. Her journey reflects not only professional success but also resilience, courage, and a commitment to helping leaders everywhere learn how to lead people across differences through the practice of Ally Leadership.

Why Leading People Who Are Not Like You Matters

Modern workplaces are changing faster than ever. Stephanie explains that today’s leaders face challenges never seen before. “If you are a leader worth your salt, your job is to make sure that you get the best people in the best position to get the best result. That’s the job of a leader.”

What makes that more challenging now is the sheer range of diversity within the workforce. As Stephanie describes, six generations are now working side by side—from Boomers to Gen Z. Gender dynamics have shifted, and ethnic and cultural diversity is increasing. Organizations are more aware of the contributions from LGBTQ+ professionals and neurodiverse employees.

This variety of backgrounds and perspectives can lead to misunderstandings if leaders rely on a one-size-fits-all approach. But when leaders embrace differences, the benefits are measurable. “Diverse teams are 35% more productive, diverse teams have a 70%… more likely to actually be more innovative, and diverse teams are 36% more profitable.”

The takeaway is clear: learning how to lead people who are not like you is no longer optional. It is a requirement for leaders who want to deliver results.

The Ally Framework

At the heart of Stephanie’s philosophy is her book Ally Leadership: How to Lead People Who Are Not Like You. She defines Ally Leadership as the ability to create trust, curiosity, and action in diverse environments.

The ALLY framework is simple but powerful:

• Ask – Leaders must ask thoughtful questions and avoid assuming they know what their team needs.
• Listen – Active listening is more than waiting for your turn to speak. It requires paying attention to what is said and what is not said.
• Learn – By asking and listening, leaders naturally learn. This learning helps them adapt and grow.
• You Take Action – Learning without action accomplishes nothing. Ally leaders follow through and implement change.

“That’s the secret sauce here to getting the result out of your people”, Stephanie explained.

By practicing Ally Leadership, leaders build stronger relationships, create safe environments for contribution, and encourage teams to innovate.

The EARN System

In addition to the ALLY framework, Stephanie developed the EARN system, a step-by-step approach to building high-performing teams:

• Establish an environment of psychological safety.
• Assure alignment so everyone knows how they contribute to company success.
• Rally the troops around a vision, not just a to-do list.
• Navigate the future by guiding teams through change and challenges. 

Stephanie notes that misalignment is expensive and disengaged employees are costly. The EARN system gives leaders practical tools to align teams and build momentum toward shared goals.

Final Takeaways

Leadership is never easy, but Stephanie believes it does not have to be overly complicated. “When you have to have an honest conversation about it… it’s not as hard or as complicated as people have told you it is. Utilize the talents that you have around you because they too have gifts and talents”.

Her advice is clear: stop trying to do it all yourself. By becoming an ally leader, you can unleash the potential of your entire team.

Where to Find More From Stephanie Chung

• Connect on LinkedIn
• Visit her website: stephaniechung.com
• Buy her book: Ally Leadership: How to Lead People Who Are Not Like You

Listen to the Full Episode

To hear more from Stephanie Chung, including her insights on curiosity in leadership and building psychologically safe teams, listen to the full episode of The Leadership Habit Podcast.

At Crestcom, we believe leadership is a journey, not a destination. That’s why we offer a complimentary leadership skills workshop for organizations that want to sharpen their leadership practices. In just two hours, you will walk away with tools to improve decision-making, build trust, and create accountability across your team.

 

The post How to Lead People Who Are Not Like You with Stephanie Chung appeared first on Crestcom International.

What will it take to lead in the year 2030?

In this episode of The Leadership Habit Podcast, Crestcom’s Jenn DeWall speaks with leadership strategist and author Caroline Stokes about the critical mindset shifts leaders must make to stay relevant in a world defined by artificial intelligence, climate disruption, and societal transformation.

From emotional intelligence to radical listening and future-ready leadership systems, this conversation challenges old paradigms and offers a practical path forward. Caroline invites leaders to step into the uncertainty—not with fear, but with curiosity, courage, and the willingness to reinvent themselves and their organizations.

Meet Caroline Stokes

Caroline Stokes is an executive recruiter, leadership coach, futurist, and the founder of Workplace EQ. She is the author of Elephants Before Unicorns: Emotionally Intelligent HR Strategies to Save Your Company and her most recent book, AfterShock to 2030: A CEO’s Guide to Reinvention in the Age of AI, Climate, and Societal Collapse.

Drawing on decades of experience at companies like Sony and Disney, Caroline now works with founders, boards, and executives to build emotionally intelligent, trauma-aware, and adaptive leadership systems. She has spoken at the World Bank and the United Nations, and her insights appear in Harvard Business Review, Fast Company, and other leading publications.

Leadership in a Polycrisis Era

Caroline begins by identifying the defining feature of our current moment: we’re living in a polycrisis era—an interconnected web of challenges that include AI disruption, climate change, economic instability, and societal unrest.

“We all have to reinvent our nervous system to be able to evolve in this particular age,” she explains. “It means doing it at a much faster pace than ever before.”

This isn’t just about learning new technology. It’s about changing the way leaders show up emotionally, psychologically, and strategically. Traditional models of top-down leadership are no longer effective in an environment where employees are under unprecedented levels of stress.

The Emotional Reality of Leadership in the Age of AI

Many leaders today are navigating exhaustion, outrage, and anxiety—right alongside their teams. Caroline explains that many people are stuck in a stress response: fight, flight, freeze, or fawn. She says: 

“We’re all pretty much paralyzed in some way to understand and comprehend the challenging environment that we see ourselves in.”

This emotional context cannot be ignored. Whether it’s burnout, distrust, or the rising cost of living, Caroline emphasizes that leadership is emotional and psychological. CEOs can no longer separate performance from well-being. Caroline asks: 

“If you haven’t got the basics satisfied, how can you expect people to perform at a high level?”

This is a direct challenge to leaders who try to motivate with perks or platitudes. A free yoga class won’t matter if your employees are worried about putting food on the table.

Why Emotional Intelligence Still Wins

Even in the age of artificial intelligence, emotional intelligence remains the most human and most powerful leadership skill.

“AI is not emotionally intelligent. It can’t show empathy. It doesn’t care. That’s still our job.”

Caroline urges leaders to go beyond performative empathy and instead practice radical listening—a deliberate effort to create space for honest feedback, without judgment or fear.

“We’re trying to understand where the themes are, where the gaps are, where the opportunities are… and to put everybody’s ego on the line.”

This shift isn’t about being soft. It’s about being real, responsive, and ready to act on what your team actually needs.

Reinventing the CEO Mindset

To lead through disruption, CEOs must embrace what Caroline calls a “blank slate” mindset. That means letting go of outdated goals and assumptions—especially those tied to unbridled growth. She explains: 

“We have left the old paradigm. The past is firmly in the past. We’re in a new paradigm, and it requires us to have a different mindset.”

Caroline explains that growth targets and OKRs rooted in pre-pandemic expectations are no longer realistic—or responsible.

“We’re not going to achieve growth right now. The world that we had previously experienced in previous decades just isn’t happening anymore.”

Instead, leaders should build future-ready leadership systems that reflect current realities. That includes involving employees in shaping new goals, acknowledging the emotional toll of change, and aligning strategies with both performance and sustainability.

Hope Is a Leadership Strategy

With all the uncertainty ahead, is there still room for hope? Caroline says yes—but it must be grounded in reflection, not toxic positivity.

“Hope can only be found once you’ve actually done the work.”

In her book, AfterShock to 2030, she provides CEOs with tools to reflect, reset, and reimagine their leadership approach. The goal is to create transformation—not just for the organization, but for the individuals within it.

“If we don’t have that hope, how are we… It’s very hard for people to get out of bed in the morning.”

Leadership today demands resilience, self-awareness, and a willingness to change. And for those willing to do the work, Caroline believes there is a real opportunity to lead with purpose and make a meaningful impact.

Where to Connect with Caroline Stokes

Want to learn more from Caroline? Here’s where to find her:

• Check out her website: theforward.co
• Buy her latest book: AfterShock to 2030
• Listen to her Podcast: Aftershock: Leadership for the Fifth Industrial Revolution
• Connect on LinkedIn: Caroline Stokes

Want to Build More Emotionally Intelligent Leaders?

At Crestcom, we help organizations develop the soft skills that drive hard results. Our interactive leadership development programs empower managers to lead with curiosity, compassion, and confidence. If you are interested in learning more, get started with a free, live-facilitated leadership skills workshop for you and your team. Click here to learn more: crestcom.com/freeworkshop

Listen to the Full Episode

This episode of The Leadership Habit is packed with insight, strategy, and a fresh perspective on what leadership must look like to thrive in the future!

🎧 Listen now: The Leadership Habit Podcast 

If you found this conversation valuable, share it with someone ready to lead with purpose in the face of change.

 

The post Emotional Intelligence Still Matters in the Age of AI with Caroline Stokes appeared first on Crestcom International.

It’s Not Personal — It’s Generational!

Managing a multigenerational workforce is one of the biggest challenges facing leaders today. With five generations working side by side, the workplace is more diverse than ever. From Traditionalists to Gen Z, there are significant differences in terms of values, communication preferences, and expectations.

In this episode, host Jenn DeWall interviews generational expert and keynote speaker Karen McCullough to explore how leaders can build stronger, more connected teams across generations. If you’re looking for insights on leading Gen Z employees, adapting leadership styles, and building trust across age groups, this episode is a must-listen.

Meet Karen McCullough

Karen McCullough is a conference keynote speaker and a generational expert and workplace strategist who helps leaders and teams navigate today’s fast-changing workplace. Her signature message, “It’s Not Personal, It’s Generational,” blends humor, research, and real-world stories to unpack what drives each generation. 

With a background in branding and business, Karen shares practical insights that help organizations break down barriers, spark connections, and build cultures that work. She’s worked with top companies across North America, including Procter & Gamble, McDonald’s, and MD Anderson.

The Generational Breakdown: Who’s at Work Today?

Karen offers a snapshot of the five generations currently shaping today’s workforce:

• Traditionalists/Silent Generation (1928–1945): Top-down leaders who shaped early corporate structure after WWII.
• Baby Boomers (1946–1964): Built hierarchical organizations and a strong work ethic.
• Gen X (1965–1979): Advocated for work-life balance, often overlooked in generational discussions.
• Millennials (1980–1996): Emphasized empathy, inclusion, and purpose at work.
• Gen Z (1997–2010): Digital natives who expect flexibility, fast feedback, and meaningful work.

“Every generation brings change,” Karen says. “But Gen Z? They’ve been coached by their parents, their podcasts, and their peers. They’re forming their own opinions—and they’re not afraid to expect more from work.”

Coaching Is the New Leadership Style

Karen emphasizes that today’s leaders can’t rely on old-school management tactics. Gen Z enters the workplace with strong values and high expectations—but not always the soft skills or organizational experience leaders assume.

Leaders need to shift from managing to coaching. Instead of giving someone a deadline and walking away, Karen explains, leaders must guide their team through the process, ask good questions, and provide developmental support.

“To be a leader today, you have to be a therapist.”

Companies that invest in coaching skills for managers are more likely to retain Gen Z talent and build resilient, productive teams.

What Gen Z Wants in the Workplace

Forget free snacks and trendy office spaces. Gen Z is focused on:

• Mental health support
• Work-life integration
• Inclusive and values-driven culture
• Daily pay options
• Recognition and a sense of belonging

Karen shared examples of Gen Z employees who leave jobs for small pay increases—or pursue multiple side hustles, including with competitors. These behaviors reflect a desire for flexibility and fulfillment, not just compensation.

One company in Houston that Karen interviewed stands out for retaining young talent. During interviews, they tell candidates:

“We want you here for a lifetime.”

That kind of clarity and commitment from the start sets the tone for long-term success.

Building Trust and Leading with Curiosity

Trust is foundational in leading across generations. Karen notes that both sides—leaders and younger employees—often hold skepticism about one another.

Some leaders worry Gen Z will quit after lunch. Meanwhile, young professionals often hesitate to ask questions for fear of looking unqualified. This creates a communication gap that hinders productivity and connection.

Jenn offers a practical reminder:

“When you’re furious, get curious.”

Karen agrees, emphasizing that curiosity and compassion are key to understanding and retaining talent.

If you want openness and engagement from your team, you must create a culture where it’s safe to be honest—without fear of judgment.

The Challenge of Leading a Multigenerational Workforce

Balancing the needs of Baby Boomers, Gen X, Millennials, and Gen Z in one workplace can feel overwhelming. Each group has different communication styles, career expectations, and values. For example, Boomers often value loyalty and structure, while Millennials and Gen Z want flexibility, purpose, and continuous feedback. Without a thoughtful approach, these differences can lead to tension, misunderstandings, and increased turnover. 

That’s why multigenerational leadership training is becoming a priority for many organizations. By learning to adapt their style, today’s leaders can bridge the gap, improve collaboration, and create cultures where every generation feels valued.

Keep Learning, Keep Growing

With AI accelerating change, coaching and emotional intelligence are more critical than ever. Karen’s final message is clear: the future belongs to those who adapt and keep learning.

“If we keep learning, if we become better coaches, if we tap into our emotional intelligence—what harm can it do? It can only do good.”

Whether you’re a CEO, middle manager, or HR leader, embracing generational differences at work isn’t just about retention—it’s about creating a workplace where everyone can thrive.

Where to Find More From Karen McCullough

• Connect on LinkedIn
• Visit her website: karenmccullough.com
• Buy her book: Generations Rock
• Stay tuned for her next book: It’s Not Personal, It’s Generational 

And, of course, listen to the full episode to hear all of Karen’s insights!

How Can Crestcom Help You Lead a Multigenerational Workplace?

Crestcom can help leaders manage the challenges of a multigenerational workforce! Our leadership training programs equip managers with the tools and techniques necessary to build strong teams, understand generational differences, and create an inclusive culture that works for everyone. Request a complimentary leadership skills workshop to learn how to coach, connect, and retain talent from every generation.

 

 

The post Leading the Multigenerational Workforce with Karen McCullough appeared first on Crestcom International.

Leaders know that keeping a team innovative is easier said than done. The pressure to deliver results, stick to timelines, and avoid mistakes can stifle the very creativity that sparks breakthrough ideas. But what if leaders could borrow a proven process from one of the most successful creative teams in entertainment history?

In a recent episode of The Leadership Habit Podcast, Rob Kutner and John Krewson shared how the Saturday Night Live (SNL) approach to creating sketches can inspire leaders to spark creativity, embrace iteration, and launch winning ideas.

Meet John Krewson and Rob Kutner

John Krewson is the founder and CEO of Sketch Development Services, a two-time member of the Inc. 5000 list, and a former comedian who even appeared on an episode of SNL in 1997. With a background in both entertainment and software development, John has a unique perspective on how to blend creativity and business strategy.

Rob Kutner is an award-winning comedy writer for The Daily Show with Jon Stewart, Conan, and more. For the past six years, he has taught sketch comedy writing at Loyola Marymount University’s School of Film and Television. Together, John and Rob co-authored Pitch, Sketch, Launch, a book that applies the principles of sketch comedy to team innovation.

1. Start with a Flood of Ideas

On SNL, the week kicks off with a high-energy pitch session where anything goes. As John described, “This is a no-holds-barred, no ideas are bad ideas brainstorming session.” Around 100 ideas are generated, knowing that only a handful will make it to air.

Leaders can use this approach by creating safe spaces for idea generation where quantity comes before quality. Removing judgment in the early stages gives your team the freedom to think bigger.

Try this: Schedule a weekly 30-minute “idea jam” with no evaluation—just contribution.

2. Iterate Quickly and Often

John emphasized that creativity is rarely instant perfection: “The best solutions do not emerge fully formed from the thigh of a great leader.” Instead, they’re the product of steady, incremental improvement.

In business, this is an essential creative leadership strategy. Keep projects small and self-contained so you can evaluate, adjust, and move forward without being bogged down by weeks of sunk effort.

Try this: Break projects into two-week sprints with a review session at the end of each cycle.

3. Create the Freedom to Fail

Rob pointed out that in comedy, mistakes are part of the process: “Freedom to make bad pitches” is a core value. Even seasoned professionals start with “not this, but something like it” ideas to spark the right solution.

For leaders, encouraging failure in early stages prevents fear from killing creativity. Make it clear that less-than-perfect ideas are stepping stones to the winning concept.

Try this: Reward contributions to the process, not just final results. Publicly acknowledge when a “bad” idea inspired a breakthrough.

4. Keep the Boss Out—At First

Reflecting on his own career, Rob shared that hierarchy can unintentionally stifle creativity: “We couldn’t really pitch when Conan was in the room.” Even with a supportive leader, the pressure to impress can limit bold thinking.

Leaders should step back in the early creative phases, then rejoin when ideas are ready for refinement and alignment with business goals.

Try this: Assign a peer facilitator for brainstorming sessions and review ideas as a group later.

5. Stay Anchored to End-User Value

Rob also stressed the importance of keeping the audience—or in business, the end user—front and center: “Is this enhancing the desired end user value?” On SNL, the metric is simple: did it make people laugh? In business, your “laugh” is the value your customer receives.

Try this: Define your team’s “end-user value” and revisit it during every project review.

Where to Find More From John and Rob

You can connect with John Krewson on LinkedIn, or learn more about John’s work at sketchdev.io and find Pitch, Sketch, Launch on Amazon in print, e-book, and audiobook formats. In the audiobook, you’ll hear sketches performed by a comedy team—bringing their concepts to life in a fun and memorable way. Rob can be found on LinkedIn and at robkutner.com, where he shares his comedy and writing projects.

Bring More Creativity to Your Leadership

Crestcom’s leadership training programs are designed to help leaders apply practical strategies—like the ones shared here—to inspire innovation, strengthen teams, and achieve results. In our interactive workshops, you’ll learn proven techniques to foster leadership and creativity, build trust, and adapt quickly to change. Discover how you and your team can unlock your creative potential—request a complimentary leadership skills workshop today.

 

The post Pitch, Sketch, Launch Your Team’s Creativity with John Krewson and Rob Kutner appeared first on Crestcom International.

Burnout is more than just feeling tired. It is a signal that something deeper needs to change. In this episode of The Leadership Habit Podcast, Crestcom’s Jenn DeWall sits down with keynote speaker, coach, and former attorney Michelle Niemeyer to explore how leaders can prevent workplace burnout by reconnecting with purpose and prioritizing what lights them up.

Michelle spent over three decades in a legal career before hitting a wall. After healing from chronic stress and an autoimmune diagnosis, she now helps professionals and organizations boost resilience and thrive without sacrificing well-being through her framework, The Art of Bending Time.

Why Leaders Need to Model Burnout Prevention

One of the most impactful ways to prevent burnout in the workplace is for leaders to model the behavior they want to see. If managers regularly push through exhaustion, skip breaks, or avoid delegation, their teams are likely to follow suit. Michelle emphasizes that self-awareness and healthy boundaries are not just personal habits; they are leadership skills. When leaders actively prioritize well-being, they create a more resilient and productive work culture. This not only helps reduce burnout in high achievers but also improves team engagement, decision-making, and retention. Here are some key takeaways from this episode: 

Key Takeaway #1: Burnout Isn’t Just a Work Problem

Michelle challenges the narrow view that burnout is purely a workplace issue.

“We live whole lives. We’re not a lobotomized person… Everybody has stresses at work, and everybody has stresses at home.”

She refers to the World Health Organization’s definition of burnout as “a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.” But she adds:

“First of all, I’m gonna tell you not to blame yourselves. Because that definition kind of sounds like it’s your fault and it’s not.”

Instead, Michelle urges leaders to look beyond their job title to understand their deeper emotional and mental needs and recognize the signs of burnout.

Key Takeaway #2: Clarity is Key to Recovery

Michelle’s method for overcoming burnout starts with identifying what truly lights you up. She uses a guided visualization exercise with her clients to uncover moments of joy from childhood and adulthood. These insights are then used to reimagine how work and life can align more closely.

“If you know what lights you up… you can choose to bring those feelings into your day, even if it’s just a few times a day.”

According to Michelle, clarity about personal values and goals is what ultimately creates the conditions for resilience.

Key Takeaway #3: Perfectionism and Pressure Make Burnout Worse

Burnout in high achievers is a common phenomenon. In the episode, Jenn and Michelle discuss the unrealistic expectations that many leaders place on themselves.

“You can do anything, but you cannot do everything,” Jenn says. “Your priorities are going to shift on any given day.”

Michelle adds that burnout is often fueled by chasing goals that don’t actually matter anymore.

“Sometimes just taking that weight off yourself—because people just pile on other people’s expectations and goals that maybe don’t fit them anymore… it makes your life very different.”

She describes how many clients carry long-held expectations that no longer reflect who they are or what they want.

Key Takeaway #4: Micro Moments Can Shift Everything

The idea of work-life balance often feels out of reach, but Michelle believes small moments of connection and joy are powerful tools in burnout prevention.

“You’re not getting it at work. You can make the point of getting it outside of work. You can get it at lunch. You can get it when you stop at the store.”

Jenn agrees:

“It could be like going over and striking up a conversation with my neighbor or maybe just like having a joke or laugh with someone at the grocery store.”

When you are experiencing burnout, finding joy in small, meaningful ways helps shift your relationship with stress. Michelle explains:

“A lot of the impact stress has on us is not really about the stress. It’s about how we perceive the stress.”

Leadership Development That Aligns with Purpose

Burnout prevention requires more than wellness tips or time management hacks. It involves developing leadership skills that foster clarity, connection, and a sense of purpose. That’s why Crestcom’s leadership training programs help leaders explore mindset, motivation, and meaningful goals, while learning how to manage stress and lead more effectively. By aligning leadership development with personal values and team needs, organizations can create a culture where everyone has the tools to thrive. Michelle’s work reminds us that thriving leaders build thriving teams.

Connect with Michelle Niemeyer

Want to explore Michelle’s tools for building clarity and resilience? She offers multiple ways to stay connected:

• Text CLARITY to 33777 (or follow this link) to access her free clarity exercise and join her community
• Visit her website: michelleniemeyer.com
• Connect on LinkedIn

Her resources include guided assessments, mastermind sessions, and coaching programs that help high achievers prevent burnout and rediscover purpose.

The Connection Between Leadership and Burnout

At Crestcom, we believe that preventing burnout starts with better leadership. Our complimentary leadership skills workshop is designed to help leaders build trust, improve communication, and work smarter, not harder.

Ready to align your leadership with what matters most? Request your free workshop today

Listen to the Full Episode

To hear the whole conversation between Jenn DeWall and Michelle Niemeyer—including a powerful guided clarity exercise—tune in to The Leadership Habit Podcast: How to Overcome Burnout by Aligning with What Matters Most with Michelle Niemeyer.

And if you found this episode helpful, be sure to share it with a friend or colleague who might be struggling with burnout.

 

The post How to Overcome Burnout by Aligning with What Matters Most with Michelle Niemeyer appeared first on Crestcom International.

What happens to a business when its founder is ready to step away? Too often, legacy companies are absorbed, shuttered, or changed beyond recognition. But what if there were a better way—one that preserves the company’s culture, protects jobs, and gives employees a meaningful stake in its future?

In this episode of The Leadership Habit podcast, host Jenn DeWall sits down with John Abrams, co-founder of South Mountain Company and author of From Founder to Future, to explore the growing movement of employee-owned businesses. Whether you’re a business owner planning for succession, a leader interested in sustainable growth, or simply curious about new organizational models, this episode is a must-listen.

Meet John Abrams, Founder and Author

John Abrams founded South Mountain Company in 1973 and spent nearly 50 years turning it into one of the highest-scoring B Corps in the world. In 1987, he transitioned the company to a worker cooperative—at a time when there were only a dozen such businesses in the U.S. Today, he’s a leading voice on employee ownership and runs a consulting firm helping others do the same.

“My only goal was to leave the company in the best shape it’s ever been,” Abrams reflects. “And as I look at it now, it’s in better shape than that.”

Employee Ownership Isn’t Just a Trend—It’s a Solution

Employee ownership isn’t just a feel-good concept—it’s a proven way to address economic inequality, increase engagement, and build more resilient businesses. Abrams highlights the stark economic disparity that has grown over the past few decades, pointing out that at the end of the 1970s, the typical corporate CEO earned roughly 20 times the typical worker’s salary. Today, that ratio is more than 250 to 1.

This widening gap has left many workers feeling disillusioned and undervalued. In contrast, employee-owned companies offer a model where profits, decision-making, and purpose are shared more equitably among employees. Studies have shown that these organizations tend to have higher retention, better morale, and stronger long-term performance. In a moment when Americans are seeking more stability and fairness at work, employee ownership offers a powerful solution.

There’s More Than One Path to Ownership

Many leaders assume that converting to employee ownership means launching an ESOP—and nothing else. But as Abrams explains, there are three primary structures:

• ESOPs (Employee Stock Ownership Plans), which are tax-advantaged and ideal for larger businesses
• Worker Cooperatives, which emphasize democratic governance and are common in smaller organizations
• Employee Ownership Trusts, popular in the UK and gaining traction in the U.S., which allow founders to sell their companies to employees through a trust structure

Abrams urges founders to explore all options:

“There’s no right answer to this. Every business is different. Each has its own culture, its own values, its own aspirations.”

By understanding these pathways, leaders can choose the structure that best aligns with their company’s size, goals, and values, ensuring a smoother transition and greater long-term success.

Succession Planning Is an Urgent Need

According to Project Equity, nearly half of privately held businesses in the U.S. are owned by people over the age of 55. That means millions of businesses will change hands or cease to exist over the next 15 to 20 years. Yet most small businesses have no succession plan in place.

Abrams calls this a silent crisis:

“Trillions of dollars will change hands in the coming years, and many of those businesses will close or be sold to private equity. Employee ownership offers another way.”

Instead of shuttering companies or watching their missions erode under new ownership, founders can consider selling to their employees. This protects jobs, preserves local economies, and honors the culture they’ve worked so hard to build. It’s not just succession—it’s legacy planning.

Culture Matters More Than Control

One of the most surprising myths about employee ownership is that it leads to chaos or a lack of leadership. Abrams flips that idea on its head:

“Employee-owned companies need stronger leadership, not weaker. The key is separating what decisions owners make from what managers lead.”

He also encourages business owners to view every new hire as a potential owner, which shifts how companies recruit and develop talent. Hiring for long-term alignment, rather than just immediate skills, ensures a stronger culture over time.

Culture is one of the strongest predictors of employee engagement, and that’s critical right now. Gallup’s 2025 State of the Global Workplace report shows that only 21% of employees worldwide are actively engaged at work. Companies that create a sense of shared purpose, transparency, and involvement—hallmarks of employee-owned businesses—have a significant competitive edge when it comes to attracting and retaining top talent.

Redefining Growth for a Sustainable Future

Many leaders are pressured to pursue growth for growth’s sake, but Abrams argues for a more mindful approach.

“There’s another word besides growth—and that is ‘enough.’ Sometimes, enough is enough.”

He challenges the notion that success is only measured by expansion or shareholder returns. Instead, he encourages leaders to define growth in terms of depth, not just scale: getting better, not just bigger.

This mindset isn’t anti-profit. In fact, it can lead to more sustainable, values-aligned success. Abrams calls it the “triple bottom line”: profit, people, and planet. Companies that adopt this framework prioritize long-term health, community well-being, and employee satisfaction, rather than pursuing quarterly wins at all costs.

As he puts it, “The ideology of continuous growth… that’s the ideology of the cancer cell.” True leadership means knowing when growth serves the mission—and when it undermines it.

Why It Matters

Leadership isn’t just about profits—it’s about purpose and legacy. This episode is a timely reminder that how we structure businesses has a direct impact on employee engagement, community resilience, and long-term sustainability.

As Abrams puts it, “We can all share in the bounty.” Employee ownership isn’t a radical concept—it’s a practical solution for preserving what matters most in business: people, culture, and impact.

Where to Find More from John Abrams

• Buy his book: From Founder to Future: A Business Roadmap to Impact, Longevity, and Employee Ownership. 
• Check out his consulting firm, Abrams & Angell
• Connect on LinkedIn 

Looking to strengthen your leadership bench or plan for long-term success?
🔗 Request a Complimentary Leadership Skills Workshop

 

The post Why Employee Ownership Matters More Than Ever with John Abrams appeared first on Crestcom International.

How can companies improve customer experience in a world where expectations are constantly evolving? In this episode of The Leadership Habit podcast, host Jenn DeWall sits down with internationally recognized customer service expert Lisa Ford to explore how leaders can create a culture that drives customer loyalty, boosts satisfaction, and strengthens relationships with both new and existing customers.

Lisa shares simple ways organizations can provide great customer service. This can be done online, in person, and on social media. Every interaction should add value and encourage customers to return.

Meet Lisa Ford, Customer Service Expert

Lisa Ford is a globally recognized customer service expert, keynote speaker, and author of Exceptional Customer Service: A Guide to Delivering Exceptional Service. She created the bestselling video series “How to Give Exceptional Customer Service,” which held the #1 spot in the U.S. training market for five consecutive years. 

Lisa has advised major companies, including Pfizer, Viacom, and Kaiser Permanente, and was inducted into the Speakers Hall of Fame in 2002. She currently serves as a faculty member at Crestcom International, where she helps leaders create lasting impact through exceptional customer relationships.

Customer Loyalty Begins with the Experience

According to Lisa, loyalty goes beyond a single transaction. It’s about building a meaningful connection that lasts. Customers may love your products or services, but if they don’t feel valued, they won’t stay loyal for long.

“A happy customer doesn’t just return—they become your advocate,” Lisa explains. “Customer experience is your greatest competitive edge.”

Beware of the Digital Disconnect

While technology can enhance convenience, it shouldn’t replace human connection. Lisa emphasizes that too many companies rely on chatbots or automated responses, forgetting that frustrated customers still want to talk to a real person. If your chatbot creates more friction than solutions, you risk losing customers. “Customers want speed and convenience—but also the human touch,” she says.

She encourages leaders to find the right balance between automation and human interaction. This is especially important on social media and self-service platforms. It helps ensure customer satisfaction remains high.

Her tip? Combine digital tools with real human support, and make it easy for customers to reach a person when needed.

3 Questions Every Leader Should Ask

Lisa offers a powerful reflection exercise for leaders who want to improve customer loyalty:

1. Where are you hard to do business with?
2. What’s the cost of a small mistake?
   
3. What is your weakest link?

By regularly reviewing the entire customer journey, leaders can find hidden frustrations. They can fix these issues before they hurt the customer experience.

Hire, Train, Empower, and Recognize

Great customer service starts with great leadership. Creating a culture of customer loyalty starts with the right team. Lisa emphasizes hiring people with the right attitude, not just skills. Then, invest in training that includes both technical know-how and essential soft skills like empathy, communication, and listening.

And don’t stop there—employees must feel empowered to make decisions and solve problems. Leaders should also take time to recognize great service moments, reinforce the organization’s values, and share real stories of empowered behavior in meetings.

“If your team doesn’t feel appreciated or listened to, they won’t feel empowered to deliver your brand promise,” Lisa explains.

Keep the Customer Top of Mind—Always

Lisa shares one of her favorite exercises: keep an empty chair in every team meeting to represent the customer. This visible reminder helps ensure that every decision is made with the customer experience in mind.

Where to Find More From Lisa Ford

• Visit her website:  LisaFord.com
• Connect on LinkedIn: linkedin.com/in/lisaford1/
• Reach out by email: lisa@lisaford.com
• Read Her Book: Exceptional Customer Service

Bring Great Customer Service to Your Organization

Lisa Ford’s approach to customer loyalty is part of Crestcom’s leadership development program. If your team is looking to improve customer experience, drive customer satisfaction, and retain more existing customers, we invite you to explore our Complimentary Leadership Skills Workshop.

You’ll gain practical tools to build customer relationships, align your team around service excellence, and turn every interaction into an opportunity to create a happy customer.

 

The post How to Build Customer Loyalty that Lasts with Lisa Ford appeared first on Crestcom International.

What causes a well-intentioned, capable leader to become the kind of boss that leaves employees feeling disengaged or demoralized? That’s the central question of this episode of The Leadership Habit podcast. Host Jenn DeWall sits down with Jamie Woolf—CEO of Creativity Partners and former Director of Culture at Pixar Animation Studios—to explore the concept of power blindness and the common derailers that turn good humans into bad bosses.

Whether you’re in a leadership role or aspiring to be, this episode offers an honest and compassionate look at how power, pressure, and blind spots can undermine the very qualities that make someone a strong leader. The good news? With self-awareness and reflection, these behaviors can be corrected.

Meet Jamie Woolf, CEO of Creativity Partners

Jamie Woolf brings more than 30 years of experience in organizational behavior and workplace culture. As the first Director of Culture at Pixar, she helped shape environments that nurtured creativity and trust. Through her consultancy, Creativity Partners, Jamie has worked with Google, DreamWorks, Gilead, and other major organizations to develop leaders who elevate teams through clarity, emotional intelligence, and humanity. Her work focuses on bringing more respect, trust, and authenticity into the workplace, starting with understanding your own influence as a leader.

Why Good People Become “Bad” Bosses

Many “bad boss” behaviors don’t stem from malice but from stress, blind spots, or outdated mental models of leadership. Jamie introduces the idea of power blindness—when leaders forget what it feels like to be on the receiving end of their authority. A simple behavior, like canceling a one-on-one meeting or sending late-night emails, can unintentionally signal disrespect or unrealistic expectations.

Recognizing Leadership Derailers

Even well-meaning leaders have derailers—traits that show up under stress and negatively impact their teams. Using the Hogan Assessment as a framework, Jamie explains how a strength like enthusiasm can morph into over-intensity, or how cautiousness can become paralysis. Leaders must learn to recognize when their “strengths in overdrive” are doing harm.

Feedback: A Leadership Superpower

Feedback can be hard to hear, especially when it challenges how we see ourselves. But as Jamie Woolf reminds us, it’s one of the most important tools a leader has to grow. “It’s our ego—we humans have fragile egos,” she says. “So just take a beat and let your physiology settle. Even the word feedback can trigger a physical reaction.”

Instead of jumping into defensiveness, Jamie recommends slowing down and getting curious. She offers a practical tip: ask yourself, “Where is maybe 5% of truth in this, even if 95% I might disagree with?” That mindset shift allows leaders to stay open without immediately dismissing what’s being said.

Jenn also notes that many leaders hear the same feedback over and over but still act surprised. “It’s wild,” she says. “You likely heard a variation of that feedback from your spouse, your boss, your child—but we still pretend it’s new.”

Jamie adds, “That’s because our strengths, when overused, become our shadow sides. Passion becomes intensity. Caution becomes paralysis. Feedback helps us recognize those patterns—if we’re willing to hear it.”

How to Increase Self-Awareness

Self-awareness isn’t a one-time realization—it’s a daily practice. Jamie encourages leaders to ask reflective questions often, such as:

• “Have people disagreed with me recently?”
• “Am I talking more than listening in meetings?”
• “How is my stress showing up in my body, and is it rippling out to my team?”

These aren’t just hypothetical questions—they’re a self-check for power blindness.

“Just knowing that by virtue of your title, people are treating you differently is a game-changer,” Jamie says. “If your team meetings are too harmonious or too courteous, that’s a red flag. People may not feel safe enough to tell the truth.”

Before any meeting, she recommends taking a moment to pause and ask yourself, “What’s my intention? How do I want to show up?” That simple practice can help leaders act with more clarity, humility, and openness.

Repairing Leadership Mistakes

Even the best leaders have bad days, but what separates a great boss from a bad one is what they do next. According to Jamie, it starts with accountability.

“Say you got too defensive or shut someone down,” she says. “You don’t just say, ‘Sorry, I was having a bad day.’ You reach out and say, ‘Here’s how I showed up. I’ve been thinking about what you said. Here’s the gem I found in your feedback, and here’s what I’m going to do differently.”

That kind of repair is what builds real trust over time. “Self-blame is still ego-driven,” she explains. “It’s not about beating yourself up. It’s about recognizing the gap between your intention and your behavior—and then course correcting.”

Jenn sums it up simply: “We all show up as less ideal versions of ourselves. Every single person you’ve encountered does. But growth starts when we admit it and choose to lead better.”

Where to Find More From Jamie Woolf

Want to explore Jamie’s work and resources in more depth? Here’s where to connect:

• creativity-partners.com
• Email: jamie@creativitypartners.com

Coming soon: Download the Power Blindness Assessment and watch Jamie’s TED Talk on the same topic.

Want to Become a Better Boss?

Leadership isn’t about being perfect—it’s about being aware. If you’re ready to develop your emotional intelligence, enhance your leadership skills, and unlock your team’s full potential, Crestcom is here to help.

Sign up for a complimentary Leadership Skills Workshop where you’ll learn practical ways to build trust, strengthen communication, and improve accountability across your team.

Request your free workshop here.

 

The post Why Good Humans Become Bad Bosses with Jamie Woolf appeared first on Crestcom International.

In this episode of The Leadership Habit podcast, host Jenn DeWall sits down with executive coach, speaker, and author Elina Teboul. Together, they explore a thought-provoking and timely topic: how embracing feminine intelligence can transform how we lead. They unpack the concept of balancing both masculine and feminine energies in leadership and discuss how embracing our whole selves—logic and intuition, action and stillness—can unlock higher performance, empathy, and purpose. 

Whether you’re a CEO or an aspiring manager, this conversation will challenge your assumptions and offer a powerful framework to lead with greater authenticity and impact.

Meet Elina Teboul

Elina Teboul is a globally recognized leadership expert and executive coach with a unique career journey. She began her professional life as a corporate attorney at a top New York City law firm before pivoting toward her true passion—understanding what drives purposeful, conscious leadership. She holds advanced degrees in psychology and law from Columbia University and now runs a successful leadership advisory practice in London. Elina is also an adjunct professor at Fordham Law School, a keynote speaker, and the author of the book Feminine Intelligence: Reclaiming Wholeness in Leadership and Life.

Balancing Head and Heart: Masculine vs. Feminine Intelligence in Leadership

Throughout the episode, Elina shares how traditional leadership models have long favored masculine traits—rational thinking, assertiveness, linear decision-making—while often devaluing qualities linked to the feminine, such as empathy, creativity, and emotional intuition. As she puts it, “We are only half human if we ignore the more intuitive, relational parts of ourselves.”

Jenn reflects on her own experience working in male-dominated corporate cultures and recalls feeling like showing emotion made her appear weak. Elina emphasizes that embracing feminine intelligence is not about abandoning structure but integrating multiple dimensions of human intelligence to become whole: “This is not about gender. It’s about energy—and the need for balance.”

The TRUE Framework: A Roadmap to Conscious Leadership

A central highlight of the episode is Elina’s TRUE framework—a simple yet powerful guide to help leaders become more conscious, self-aware, and effective. TRUE stands for Time, Relationships, Uncertainty, and Emotions—four domains Elina believes every leader must master to reach their full potential.

• Time: “The most senior, successful leaders are stingy with their calendars,” Elina says. They make space for thinking, feeling, and aligning with purpose. Blocking time for reflection isn’t optional—it’s essential. Jenn adds, “Even five minutes before a meeting can make a huge difference in showing up with clarity.”
• Relationships: At the heart of great leadership is the ability to build meaningful connections. “We all think we’re good listeners, but most of us are not,” Elina shares. True listening requires setting aside ego, mirroring what we hear, and being open to perspectives that challenge our own.
• Uncertainty: Leadership isn’t about having all the answers—it’s about having the courage to sit with complexity. “Most people default to logic and control,” Elina explains, “but true innovation happens when we expand the space between stimulus and response.” Embracing uncertainty allows leaders to access empathy, intuition, and creativity.
• Emotions: Emotional intelligence starts within. “You have to know your triggers—often rooted in childhood—before you can manage them,” Elina says. By understanding the stories that shape our responses, we can better lead ourselves and others. Jenn agrees: “If you can’t own it, you can’t control it.”

This framework is more than a tool—it’s a call to lead with your whole self. As Elina puts it, “When we ignore parts of ourselves, we limit our potential. TRUE is about reconnecting with our full humanity.”

Leadership Through Balance, Not Extremes

Throughout the conversation, Elina makes it clear that feminine intelligence isn’t about gender—it’s about energy. While traditional leadership models often emphasize masculine traits like logic, assertiveness, and linear thinking, Elina advocates for integrating the equally powerful feminine traits: intuition, empathy, creativity, and connection.

She shares a striking example from her book—a story about Lieutenant Chris Hughes in Iraq, who de-escalated a tense situation not with force, but by choosing empathy and stillness. “It’s a perfect example of feminine intelligence in action,” she notes. “Whether you’re on the battlefield or in the boardroom, that kind of presence changes everything.”

The episode is a powerful reminder that conscious leadership starts with inner work. “You can’t create a values-driven culture if you haven’t done the work to understand your own,” Elina says. And as Jenn reflects, “This isn’t just about being a better leader—it’s about being a more whole human.”

By the end of the episode, Jenn and Elina make the case that authentic leadership begins with self-awareness. Leaders must do the inner work to uncover childhood triggers, understand emotional patterns, and develop the courage to lead authentically. As Elina puts it: “If you ignore parts of yourself, you limit your full potential.”

Where to Find More from Elina Teboul

• 📘 Buy the book: Feminine Intelligence 
• 💼 Connect with Elina on LinkedIn 
• 🌐 Visit Elina’s Website 

Want to Unlock Your Team’s Full Potential?

If you’re ready to develop your leadership skills and create a more balanced, purposeful approach to leading, Crestcom can help. We offer a complimentary, 2-hour Leadership Skills Workshop designed to help you and your team improve decision-making, build trust, and increase accountability.

Request your free workshop here: crestcom.com/freeworkshop

 

The post Feminine Intelligence in Leadership With Elina Teboul appeared first on Crestcom International.

In today’s rapidly changing workplace, leaders are being challenged like never before to create a sense of stability and connection. But what’s the secret to building trust in leadership? In a powerful episode of The Leadership Habit podcast, host Jenn DeWall sits down with executive coach and culture strategist Andrea Wanerstrand to explore the vital role that consistency plays in trust and team performance.

Meet Andrea Wanerstrand

Andrea Wanerstrand is the founder and CEO of A3 Culture Lab and the creator of the Mindset Maven Method. With over 25 years of experience shaping leadership and culture strategies at powerhouse organizations like Microsoft and T-Mobile, Andrea has made it her mission to help leaders ditch fear-based leadership and foster high-performance, human-centered cultures.

After two decades in corporate roles, Andrea launched A3 Culture Lab to equip leaders with the tools to lead with clarity, courage, and consistency. Her coaching approach blends neuroscience, mindset mastery, and bold truth-telling to drive measurable results. When she’s not speaking or coaching executives, Andrea runs a lavender farm off the coast of Seattle—yes, really—where she distills her own essential oils and teaches meditation as part of her own journey to combat burnout and embrace balance.

How Consistency Builds Trust and Team Performance

In this insightful episode, Andrea and Jenn explore the connection between emotional intelligence, consistency, and leadership credibility. Jenn sets the tone by explaining, “Consistency truly matters to our mental health, our happiness, and our sense of engagement at work.” Andrea agrees, noting that inconsistent leaders can unintentionally create fear, confusion, and disengagement on their teams.

Andrea outlines her A3 model for consistent leadership: Authenticity, Autonomy, and Accountability. Leaders who master these three areas are better equipped to build trust and create psychological safety on their teams.

“Fear can’t build trust,” Andrea explains. “In fact, fear cannot create innovation. When we are in fight or flight, our brains literally are not flowing with the creativity that we often want from our teams.”

She encourages leaders to examine themselves and identify how fear manifests in their leadership style—through micromanagement, perfectionism, or over-functioning—and then work toward leading with more intentionality and emotional self-awareness.

Jenn adds, “So many people truly believe that they are much more aware of how they show up than what they actually are.” The problem is that most of our thoughts and behaviors are driven by subconscious patterns. Andrea explains that building trust in leadership starts with identifying your own emotional triggers and physical signals—whether it’s a clenched jaw or a tapping foot—and choosing how to respond.

A simple yet powerful question leaders can ask themselves is: “How do I want to show up for these people, and am I there right now?” That pause, Andrea says, creates the space for intentionality and emotional regulation, both of which are critical to building trust and improving team performance.

“Your mindset is your edge, and your behavior becomes your brand,” Andrea emphasizes. “It’s not about being perfect. It’s about being present.”

Jenn underscores that leaders must slow down and reflect: “The moment you don’t have enough time to simply pause and set an intention with how you want to show up… It’s going to cost you more time in the end.”

Where to Find More from Andrea Wanerstrand

• Connect with Andrea on LinkedIn
• Learn more about her coaching and programs at A3culturelab.com
• Follow her insights on leadership, neuroscience, and mindset via her blog and speaking engagements.

Want to become the kind of leader who builds trust and drives performance consistently?
Discover how Crestcom’s leadership development programs can help you and your team unlock their full potential.

👉 Request your complimentary Leadership Skills Workshop today!

 

The post Building Trust in Leadership with Andrea Wanerstrand appeared first on Crestcom International.

In a time of disruption, transformation, and unpredictability, many leaders are wondering how to stay grounded while guiding their teams forward. In this episode of The Leadership Habit Podcast, host Jenn DeWall sits down with renowned entrepreneur, author, and futurist Faisal Hoque to discuss what it truly takes to lead through change and uncertainty and why now is the time to embrace opportunity rather than fear.

Meet Faisal Hoque

Faisal Hoque is a globally recognized thought leader, best-selling author, and entrepreneur who has spent decades at the intersection of technology, business, and human potential. Originally from Bangladesh, Faisal moved to the U.S. at 18 to study. 

Today, Faisal is a highly sought-after partner for innovation and transformation in digital and AI, business, and organizational settings, serving both public and private sector organizations, and is recognized as one of the world’s leading management thinkers and technologists. 

As the founder and CEO of multiple companies, Faisal has won the Deloitte Technology Fast 50 and Fast 500 awards three times. He is a contributor to MIT’s IDEAS Social Innovation program, Thinkers50, and the Swiss business school IMD. His work has appeared in Fast Company, Harvard Business Review, The Wall Street Journal, MIT Sloan Management Review, The Financial Times, Psychology Today, BIG Think, Business Insider, Fortune, Inc., Kiplinger, Yahoo Finance, Fox, ABC, CBS, and others. 

His latest book, Transcend, explores how leaders can maintain human agency and unlock innovation amid rapid technological shifts. 

How to Lead Amid Uncertainty: Insights from the Conversation

Jenn and Faisal begin their conversation by naming what many leaders are feeling but may not be saying: the world is in a prolonged state of disruption. Faisal outlines a “trifecta” of uncertainty—geopolitical unrest, economic instability, and digital disruption—that today’s leaders must learn to navigate.

“We’ve never seen such a dramatic shift in technology,” Faisal shares. “But uncertainty is nothing new. What’s new is the pace and psychological impact it’s having on people and organizations.”

Staying Grounded in the Storm

Leadership in uncertain times doesn’t mean having all the answers—it means having the right mindset. Faisal urges leaders to avoid panic, remain calm, and stay grounded in their purpose.

“Don’t shut down or retreat. Regenerative leaders look for ways to create, not just repeat,” he says. “Great companies and careers are often born in crisis.”

Jenn echoes this sentiment, highlighting how fear-based decisions, such as mass layoffs or cutting innovation budgets, often backfire. “If you panic, your team panics,” she says. “Fear is contagious—but so is calm.”

Embrace Innovation, Don’t Fear It

Faisal emphasizes the importance of staying ahead of the curve. When it comes to AI and other new technologies, he has some advice. Don’t sit back and wait—engage with the tools and people who understand them.

“Go to your younger employees,” he suggests. “They’re often the most comfortable with tech trends and can be great teachers. If you’re not learning, you’re falling behind.”

Focus on Value, Not Just Revenue

Another common pitfall during times of uncertainty is prioritizing short-term gains over long-term value. Instead of immediately cutting costs or raising prices, Faisal encourages leaders to focus on serving existing customers more effectively.

“Empathy is a business strategy,” he notes. “When you truly understand your customer’s challenges, you create lasting value. And value leads to revenue.”

This approach to leading through uncertainty centers on emotional intelligence, resilience, and a continuous willingness to learn and adapt.

Redefine Success with a Regenerative Mindset

Perhaps the most powerful takeaway from the episode is the importance of adopting a regenerative leadership mindset—one rooted in service, learning, and continuous growth.

“Know your value. Give first. Ask later,” Faisal says. “That’s how you build trust and create momentum during difficult times.”

Jenn sums it up perfectly: “Repeat what you’ve always done, and you’ll get what you’ve always got. The challenges are different now—your leadership must be, too.”

Learn More from Faisal Hoque

• Visit FaisalHoque.com for resources and insights.
• Find Transcend and other books on Amazon or wherever books are sold—all proceeds support cancer research.
• Follow Faisal on LinkedIn for daily leadership tips and micro-learnings.

Ready to Lead with Confidence?

Navigating disruption is easier with the right tools. Discover how to build effective leadership skills that last with Crestcom’s complimentary leadership skills workshop. In just two hours, you’ll learn practical strategies to lead effectively through change, build trust, and inspire your team.

🔗 Request your free workshop today at www.crestcom.com/freeworkshop

 

The post Leading Through Change and Uncertainty with Faisal Hoque appeared first on Crestcom International.

Attracting great talent and keeping them engaged are two of the biggest challenges facing leaders today. It’s no longer just about posting a job and hoping for the best—it’s about clarity, culture, and connection. 

In this episode of The Leadership Habit Podcast, host Jenn DeWall sits down with author, coach, and culture expert Walt Brown to explore how leaders can create organizations that naturally attract the right people—and, just as importantly, repel the wrong ones.

Meet Walt Brown

Walt Brown is a leadership coach, strategic advisor, and the author of Attract or Repel: The 7 Promises You Must Make to Build a Magnetic Culture. With experience working with nearly 200 companies over the last 18 years, Walt specializes in helping executive teams build scalable, high-trust organizations with clearly defined roles, responsibilities, and values. His approach helps teams gain alignment around culture and strategy, leading to stronger retention, engagement, and business performance.

Creating a Culture That Attracts—and Repels

The key to attracting the right talent isn’t just flashy perks or competitive pay. According to Walt, “It starts with being really clear about who you are as an organization—and then turning that clarity into promises you actually keep.” His book is centered around seven critical needs employees must feel aligned with to thrive:

1. Belonging
   Employees need to feel like they’re part of something—aligned with the company’s values and surrounded by people who share them.
2. Belief (in where the company is going)
   It’s essential for people to believe in the company’s mission and direction. When leaders clearly communicate strategy and purpose, trust and motivation grow.
3. Accountability
   Clarity around roles, responsibilities, and expectations helps team members take ownership of their contributions without confusion or overlap.
4. Measurement
   Employees want to know how their performance is evaluated and how their efforts tie into the bigger picture. Transparency here builds confidence and direction.
5. Being Heard
   People want to know their voices matter. This means having systems and communication channels in place that allow for meaningful input and feedback.
6. Development
   Career growth is a priority. Employees need to see how they can develop their skills and take on new challenges within the organization.
7. Balance
   Defining and communicating what work-life balance truly looks like—compensation, workload, wellness support—helps avoid misunderstandings and burnout.

“If even one of these needs is out of sync,” Walt explains, “you risk disengaging your best people—or attracting the wrong ones altogether.” Jenn adds, “That’s such an important insight because when we don’t take the time to clarify our culture, we end up sending mixed signals—and that creates friction before someone even walks in the door.”

Rethinking the Job Description

Another major takeaway from the episode is Walt’s rejection of the traditional job description. “The old job description is dead,” he says. “Instead, we should be talking about roles—fluid, dynamic responsibilities that shift based on what the organization needs every 90 days.”

This approach helps organizations adapt more quickly and encourages employees to develop flexibility and problem-solving skills. “Great talent today means being willing to learn, contribute in new ways, and stay aligned to the company’s purpose—even as roles evolve,” says Walt.

Don’t Ignore the Office Jerk

Walt and Jenn also address a common blind spot in talent management: failing to act when someone is clearly a poor culture fit. “If you allow negative behavior to go unchecked, it drags down your top talent,” Walt warns. “You’re sending a message that you value performance over values—and people notice.”

The solution? Encourage self-selection. By clearly communicating your cultural promises, the wrong people will often take themselves out of the equation. And if they don’t, you need to have the courage to “scoop the fly out of the pudding,” as Walt humorously puts it.

Where to Learn More from Walt Brown

To dive deeper into Walt’s framework, pick up a copy of his book, Attract or Repel, available from BenBella Books and major retailers. You can also learn more about his consulting work and leadership insights at waltbrown.co.

Build a Talent-Attracting Team with Crestcom

Creating a workplace that draws in the right people and discourages the wrong fit takes more than good intentions—it takes leadership. Crestcom’s year-long leadership development program equips managers with the communication, coaching, and strategic thinking skills they need to build high-performing teams that live your values and drive results.

Want to get started? Join us for a complimentary 2-hour Leadership Skills Workshop. It’s a powerful, interactive experience designed to help you and your team elevate performance, improve decision-making, and increase accountability.

👉 Sign up now at crestcom.com/freeworkshop

 

The post How to Attract the Right Talent with Walt Brown appeared first on Crestcom International.

Uncertain times are a certainty in leadership. Whether it’s economic volatility, organizational shifts, or global instability, leaders consistently encounter a high degree of uncertainty. Today, business leaders must navigate unpredictable complexities while maintaining confidence and clarity. 

In this timely episode of The Leadership Habit Podcast, host Jenn DeWall welcomed CEO Scott Marshall. Tune in to learn all about how leaders can make good decisions, even when things are uncertain.

Meet Scott Marshall

Scott Marshall hosts the As Unexpected Podcast and is President and CEO of the Institute for Shipboard Education. This 61-year-old nonprofit directs Semester at Sea, the world’s leading comparative study abroad program. 

Before joining Semester at Sea, Scott was a Professor of Management. He also served as Vice Provost and Interim Dean at Portland State University’s College of Business. Scott’s passion for global education and travel began during his undergraduate study abroad program in Japan. 

As a business professor, he wrote and published over 40 articles, book chapters, and case studies. His work focused on management, marketing, and international studies. During his time in academia, he also taught various courses in strategy, entrepreneurship, and management. 

Why It’s Hard to Make Decisions in Uncertainty

Scott explains, “Humans inherently overweight the improbable and underweight those things that are very likely.” This cognitive bias complicates the decision-making process, making it challenging for business leaders to assess risk rationally. In high-stake situations, leaders often freeze, delay, or make ineffective choices. This isn’t due to incompetence but because their brains naturally misjudge probabilities.

In today’s hyper-connected, demanding environment, the pressure to make quick decisions can feel overwhelming. However, effective decision-making demands patience and reflection, especially when the stakes are high.

Step One: Slow Down and Get Grounded

Even under tight deadlines and immense pressure, slowing down is crucial. Scott advocates pausing to avoid rushed, ill-informed choices. “Slow down, pause, seek multiple inputs, and understand the situation better,” he advised. Good decisions stem from clarity, not haste.

Scott uses a straightforward yet powerful decision-making framework: a two-by-two grid evaluating urgency and impact. This simple grid helps leaders prioritize where to allocate resources and attention. 

“If something is high impact and high urgency, guess where my time is going?” Scott shared. “Simple tools help us pause and work within our authenticity.”

Embrace Uncertainty with Humility and Curiosity

Confidence doesn’t come from having every answer—it arises from acknowledging uncertainty. Scott reminded listeners, “Not knowing is true knowledge.” This humility fosters openness to new insights, reducing the likelihood of biased or uninformed decisions.

Scott emphasizes curiosity as an essential leadership quality—but with a crucial twist. “Curiosity isn’t just about learning new things. It’s the willingness to actually change what you think could be true based on what you learn,” he explained. Integrating curiosity into the decision-making process ensures that leaders continuously update their perspective and make informed decisions that reflect the current reality.

The Three Anchors for Leading Through Uncertainty

Scott refined his leadership philosophy during a period of significant organizational crisis. Facing extreme uncertainty, he identified three core anchors to guide effective decision-making:

• Courage: “The willingness to take action amid uncertainty.”
• Compassion: “The open heart to consider the other before yourself.”
• Curiosity: “The willingness to change your mind or belief based on what you learn.”

These three anchors helped him through uncertain times. They also strengthened his ability to make good decisions and lead with integrity and resilience.

Communication is Key

Once a decision is made, effective communication is essential. Scott stressed the importance of clearly explaining decisions. “Articulation is comfort,” he explained. Taking time to communicate transparently and thoughtfully helps teams understand decisions, builds trust, and maintains organizational cohesion, even when results differ from expectations.

Scott also explained that communication should involve diverse stakeholders, allowing leaders to hear differing perspectives and refine messages accordingly. “When you bring varied viewpoints together, you create a balanced, thoroughly considered decision,” he noted.

Connect with Scott Marshall

Want to learn more or continue the conversation? Connect with Scott here:

• Check out Semester at Sea
• Listen to his podcast: As Unexpected 
• Connect on LinkedIn: Scott Marshall

Ready to Strengthen Your Decision-Making Skills?

Crestcom offers a complimentary leadership skills workshop designed to provide strategies to lead effectively—even during uncertain times. Discover proven methods to improve decision-making, build trust, and enhance your leadership effectiveness.

Request your free workshop at crestcom.com/freeworkshop

 

The post How to Make Decisions in Uncertain Times with Scott Marshall appeared first on Crestcom International.

How to Achieve More by Doing Less

In today’s fast-paced world, busyness has become a status symbol. But does being busy actually lead to success? Or are we stuck in a cycle of time poverty that leaves us exhausted and unfulfilled? In this episode of The Leadership Habit podcast, host Jenn DeWall sits down with corporate performance expert, author, and keynote speaker Peggy Sullivan to discuss how we can reclaim our time and achieve more by doing less.

Meet Peggy Sullivan, Performance Optimization Management Expert

Peggy Sullivan is an accomplished entrepreneur, corporate leader, and award-winning speaker. With a background in corporate America, including leadership roles at companies like Blue Cross Blue Shield and UnitedHealthcare, she has experienced firsthand the challenges of managing an overwhelming workload. Peggy is also the author of Happiness is Your Responsibility: An Actionable Toolkit for Reclaiming Your Inner Joy and Beyond Busyness: How to Achieve More by Doing Less. She has been featured in Forbes, Inc., Time, Bloomberg, and Entrepreneur for her insights on personal empowerment and organizational transformation.

Key Takeaways from this Episode: The Illusion of Busyness

Many people wear busyness as a badge of honor, equating a packed schedule with productivity and importance. However, Peggy argues that being busy does not necessarily mean being effective. She explains that constantly rushing from one task to another without intentionality leads to stress, poor decision-making, and decreased well-being.

Understanding Time Poverty

Peggy introduces the concept of “time poverty,” a state in which people feel they never have enough time to focus on what truly matters. Whether it’s spending time with family, prioritizing personal health, or engaging in meaningful work, time poverty keeps individuals stuck in a cycle of constant motion without progress.

The Addiction to Busyness

Busyness can become addictive, as crossing tasks off a to-do list releases dopamine, creating a temporary sense of accomplishment. However, Peggy warns that this cycle leads to burnout, as individuals prioritize low-value tasks over strategic, high-impact activities.

Moving Beyond Busyness

To reclaim control over time and energy, Peggy shares a three-step framework:

1. Eliminate Low-Value Activities – Identify and remove tasks that do not contribute to meaningful goals. This includes unnecessary meetings, distractions, and habitual but unproductive behaviors.
2. Ignite Your Happiness Superpower – Incorporate small, intentional actions that boost happiness and energy, such as listening to music, engaging in physical movement, or taking mindful breaks.
3. Align Time with Core Values – Instead of focusing solely on time management, Peggy recommends “values management.” She outlines four key values—human connection, growth, authenticity, and energy management—that contribute to a fulfilling and productive life.

By following these steps, individuals and leaders can break free from the cycle of busyness and create a meaningful and sustainable life.

Where to Find More from Peggy Sullivan

If you’re ready to break free from busyness and reclaim your time, you can find Peggy’s book, Beyond Busyness: How to Achieve More by Doing Less, on Amazon. To learn more about her work, visit her website at PeggySullivanSpeaker.com or connect with her on LinkedIn.

Take the Next Step with Crestcom

At Crestcom, we help leaders develop the skills to work smarter, not harder. If you’re looking to enhance your leadership effectiveness, request a complimentary Leadership Skills Workshop. In just two hours, you’ll gain actionable strategies to improve decision-making, build trust, and boost team performance. 

The post Move Beyond Busyness with Peggy Sullivan appeared first on Crestcom International.

The Hidden Forces Shaping Organizational Culture

In the latest episode of The Leadership Habit podcast, host Jenn DeWall sits down with Nilanjana Dasgupta. Dasgupta is a Provost Professor of Psychology and founding director of the Institute of Diversity Sciences at the University of Massachusetts Amherst. 

She is a leading researcher in implicit bias and diversity science, and she joins us to share insights from her new book, Change the Wallpaper: Transforming Cultural Patterns to Build More Than Just Communities. This episode explores the subtle yet powerful forces that shape organizational culture—what Dasgupta metaphorically calls “wallpaper”—and explores actionable strategies for leaders to create more inclusive and positive work environments.

Meet Nilanjana Dasgupta, Renowned Social Psychologist

Nilanjana Dasgupta is a renowned social psychologist who focuses on implicit bias, diversity science, and evidence-based interventions to foster positive cultural change. As the founding director of the Institute of Diversity Sciences at UMass Amherst, her research has been featured in The New York Times, The Atlantic, the Boston Globe, and Scientific American Mind. 

In her latest book, Change the Wallpaper, Dasgupta aims to help leaders understand and address the unseen forces influencing workplace relationships and organizational success. Her passion for translating scientific research into practical solutions for leaders is evident throughout the episode.

Understanding the ‘Wallpaper’ Metaphor for Transforming Culture

Dasgupta explains that “wallpaper” represents the background elements in organizational environments that subtly influence behavior and culture. These elements can pull teams together by fostering trust and inclusion or push them apart by reinforcing divisions. As she puts it, “Wallpaper is my metaphor for powerful situational forces that are sort of in the background…but influence our thoughts and actions in subtle ways.”

The Four Types of Wallpaper That Shape Workplace Culture

Dasgupta outlines four types of wallpaper that impact workplace culture:

1. Physical Environment
   The way an office is designed can affect how well people connect and work together. Open floor plans and shared spaces, like break rooms and lunch areas, can help employees from different teams meet and build relationships. This can create a more friendly and united workplace. On the other hand, offices with closed doors or separate floors can make it harder for people to connect, causing teams to feel isolated. Even small things, like where seats are placed, can impact how included people feel. Leaders can improve workplace culture by designing spaces that encourage employees to interact and communicate more easily.
2. Symbolic Elements
   Stories within a company also act as a type of wallpaper. These stories—whether they are told informally by employees or shared by leaders—shape how people see the company’s values and who belongs there. For example, sharing stories of diverse employees succeeding can promote a sense of inclusion. On the flip side, focusing only on a few high-achievers can make others feel left out. Nilanjana Dasgupta highlights the power of storytelling to build bridges between different groups in a company. Leaders can use stories to create a sense of belonging and to help employees understand each other better.
3. Representation
   Representation means who holds the power and leadership roles in a company—the “portraits on the wall.” When employees see a diverse group of leaders, it shows them that different backgrounds and ideas are valued. However, if all leaders look or act the same, it can send a message that only certain types of people can move up in the company. Dasgupta suggests that leaders should ask new employees for honest feedback about who seems to be valued or left out. Making sure that leadership is diverse and that different voices are heard can help everyone feel included and motivated to do their best work.
4. Unspoken Norms
   Unspoken norms are the unwritten rules about how things really work in a company. These can include things like how to dress, how to communicate in emails, or who gets to speak in meetings. Dasgupta compares these rules to an invisible maze: those who understand them can succeed, but those who don’t can get stuck. These norms can be hard for new employees to figure out, especially if they come from different backgrounds. Leaders can help by making these rules clear and by setting up mentorship programs. Near-peer mentors—those who are just a few years ahead—can be especially helpful because they remember what it’s like to be new. Making unspoken rules more obvious helps everyone feel like they have a fair chance to succeed.

Changing the Wallpaper to Transform Organizational Culture

Throughout the episode, Dasgupta emphasizes that changing the wallpaper requires intentional action from leaders. This includes redesigning spaces to promote interaction, using storytelling to build connections, ensuring diverse representation, and making unspoken norms explicit. “Talent can be made, not born,” she states, urging leaders to rethink how they define and cultivate talent in their organizations.

Where to Learn More About Nilanjana Dasgupta

Listeners interested in exploring Nilanjana Dasgupta’s research further can visit changethewallpaper.com for more resources, information about her book, and ways to connect. Her work offers a science-backed roadmap for leaders committed to driving meaningful culture change.

For those eager to elevate their leadership skills, Crestcom offers a free leadership skills workshop. Visit crestcom.com/freeworkshop to request a complimentary session designed to help leaders build trust, improve decision-making, and transform culture within their organizations.

 

The post Transforming Culture with Science with Nilanjana Dasgupta  appeared first on Crestcom International.

On this episode of The Leadership Habit Podcast, host Jenn DeWall sits down with Julie Castro Abrams to explore how developmental life stages impact career success. Our needs and priorities shift throughout life, and understanding these transitions can help us make better decisions, set realistic expectations, and align our goals with our values. Whether you’re in your 20s, just starting your career, or navigating midlife career changes, this episode is full of insights to help you embrace where you are and prepare for what’s ahead.

Meet Julie Castro Abrams, CEO of How Women Lead

Julie Castro Abrams is the founder and managing partner of How Women Invest, an early-stage venture firm supporting high-growth, women-founded enterprises. A seasoned CEO, board director, and champion for women entrepreneurs, Julie has dedicated her career to advancing women’s leadership through capital, training, and networks. 

She is also the CEO of How Women Lead, where she has been instrumental in transforming systems to foster equity, notably leading the successful passage of California’s Senate Bill 826, which requires gender diversity on corporate boards. Her exceptional talent for connecting individuals and inspiring meaningful discussions that lead to change has earned her widespread recognition. Many new businesses credit their establishment and success to her guidance, contributing millions to economic growth within communities. She is a prominent figure in the national movement to support and finance start-ups. As a General Partner in two venture funds dedicated solely to investing in women, she aims to address the statistic that women receive just 1.7% of venture capital funding.

Julie has won many awards, including the Jobs Genius Award, Morgan Stanley Innovation Award, Cisco Innovation in Technology, “Women Who Could Be President” League of Women Voters, Stevie Award for Best Non-Profit Executive, Human Rights Award from the Commission on the Status of Women, the Women of Color Action Network, Leadership California and the Marin Women’s Hall of Fame in 2011.

Understanding Your Developmental Life Stage

Julie and Jenn discuss how individuals go through different developmental life stages that influence their career decisions, work environments, and personal goals. Julie explains, “In your twenties, you’re figuring out what you like and don’t like, often by comparison. By your mid-forties, you start asking deeper questions—what do I really want to do for the next phase of my life?”

Julie introduces the concept of Middle Essence, a developmental stage in midlife that many professionals experience but don’t always recognize. She describes it as a time of reevaluation, where people start making intentional choices about work-life balance, leadership roles, and personal fulfillment. “You wake up one day and realize, ‘I don’t have to put up with certain things anymore. I’ve earned the right to make different choices.’”

The Myth of Work-Life Balance

One of the biggest misconceptions Julie debunks is the idea of work-life balance. She shares, “It’s not about balance—it’s about making choices every day about where to put your energy. You can’t do it all, and that’s okay.” This perspective encourages professionals to set boundaries, prioritize their core values, and give themselves grace during different seasons of life.

Julie also highlights how unrealistic expectations can add to stress, particularly for women. She points out that many professional environments were not designed with women in mind, making it essential to set personal definitions of success. She encourages listeners to evaluate their work environments and determine whether they align with their well-being. “Success isn’t about doing it all; it’s about doing what matters most to you.”

The Importance of Community and Support

As a leader, Julie emphasizes the need for strong networks of support, especially for women in leadership. “It can be lonely at the top. If you don’t have the right community around you, it’s easy to feel isolated. That’s why How Women Lead exists—to bring women together and create those support systems.”

Jenn echoes this sentiment, reminding listeners that “Success isn’t just about individual achievement—it’s about surrounding yourself with people who understand your journey.” They discuss how women in leadership roles often struggle with feeling alone in their challenges. By building a strong network, leaders can find both encouragement and guidance. Julie encourages women to seek out communities where they can learn from and uplift one another.

Personal and Professional Transitions

Julie and Jenn dive into the idea that relationships, careers, and personal goals evolve over time, and it’s okay to let go of things that no longer serve you. Jenn reflects, “I have friends that I still love, but the sunset has occurred. It’s not a toxic falling out—it’s just a growing in different directions in life, and that’s okay.” Julie agrees, reinforcing that personal growth sometimes requires shedding relationships or roles that don’t align with where you are in life.

Julie also shares a fascinating insight about aging and self-perception. “Estrogen makes you care about what other people think. When you hit 50, estrogen levels drop, and suddenly, you don’t care as much about external validation. It’s freeing.” This shift allows many women to set clearer boundaries and focus on what truly brings them joy. Jenn adds, “I used to say I can’t wait to have the perspective of an 80-year-old—just full of gratitude and presence, caring less about external pressures and investing more in what truly matters.”

How to Navigate Career Transitions

For those facing career transitions, whether by choice or circumstance, Julie offers valuable advice:

• Regularly check in with your core values to ensure alignment with your career.
• Give yourself permission to pivot and make changes without shame.
• Recognize that major life shifts, like stepping into a leadership role or leaving a long-term career, often require an adjustment period. “If you’re in your mid-forties and thinking about a career change, know that it might take 18 months to fully transition. Give yourself that space.”

She also acknowledges the financial and emotional complexities of career changes. Many professionals hesitate to make transitions due to financial responsibilities or fear of the unknown. Julie reassures listeners that while change can be daunting, it’s necessary for growth. She advises professionals to create a plan that allows for both financial stability and exploration of new opportunities. “Think of career shifts as stepping stones rather than endpoints. You don’t have to have everything figured out right away.”

Another key point Julie shares is the importance of trusting yourself. She urges listeners to silence external doubts and listen to their intuition when making career decisions. “You know what’s best for you better than anyone else. Stop waiting for permission and start making the moves that will lead you to fulfillment.”

How to Connect with Julie Castro Abrams

To learn more about Julie Castro Abrams and her work, visit How Women Lead. If you’re interested in getting involved in leadership programs, board placements, or venture investing, How Women Lead provides resources and opportunities to support women in leadership at every stage of their careers. You can also connect with her on LinkedIn to find out about her latest projects.

Learn More About Crestcom

Crestcom is committed to helping leaders grow and thrive. If you’re ready to develop your leadership skills and build a more effective team, request a complimentary Leadership Skills Workshop at crestcom.com/freeworkshop. In just two hours, you’ll gain actionable tactics to improve decision-making, build trust, and drive accountability in your team.

Don’t forget to share this episode with a friend or colleague who could benefit from these insights. And if you enjoyed the conversation, leave a review to help more leaders discover The Leadership Habit Podcast!

 

The post How Developmental Life Stages Impact Success with Julie Castro Abrams appeared first on Crestcom International.

In this episode of The Leadership Habit Podcast, host Jenn DeWall sits down with Brent Kedzierski to explore the future of work and the increasing importance of human-centric connectivity in today’s workplace. As organizations navigate rapid technological advancements, evolving workforce expectations, and global shifts, leaders must rethink how they design and implement workplace solutions. Brent shares invaluable insights on how businesses can prioritize the human experience, foster meaningful connections, and prepare for the challenges ahead.

Meet Brent Kedzierski

Brent Kedzierski is a globally recognized thought leader and keynote speaker dedicated to improving the human experience at work. He serves as Senior Program Manager at Hexagon, a global industrial enterprise solutions company, where he focuses on designing human-centered, connected worker ecosystems.

Throughout his career, Brent has played a crucial role in revolutionizing human performance across industries such as defense, government, aviation, healthcare, and nuclear energy. His expertise spans industrial psychology, behavioral science, and leadership development, all aimed at optimizing workplace environments to enhance employee well-being and productivity.

The Future of Work and the Need for Human-Centric Connectivity

Brent and Jenn discuss the realities of today’s workplace and why digital communication tools alone aren’t enough to foster real connections. As Brent explains, “Just because you’re sending messages on Slack or Teams doesn’t mean you’re truly connecting.” He highlights that many employees today feel isolated, despite increased access to digital communication.

To address this, leaders must create environments that prioritize social affiliation, purpose, and adaptability. Brent outlines four fundamental truths about the human condition at work:

1. We are fallible. Mistakes happen, and that’s part of being human.
2. We are adaptable. People can learn, evolve, and grow when given the right support.
3. We seek social connection. Employees want to feel part of something larger than themselves.
4. We need purpose. Without meaningful work, engagement and retention suffer.

Understanding the Forces Shaping the Workplace

Brent introduces the concept of TEACOP, an acronym that describes the five major forces shaping work today:

• Technical: The rise of AI and automation will drastically impact jobs and industries.
• Economic: Global trade shifts and economic volatility affect workforce stability.
• Commercial: Consumer expectations for high-touch, personalized experiences drive business changes.
• Operational: Supply chain disruptions and agility challenges impact business efficiency.
• Political: Geopolitical tensions, regulatory changes, and workforce policies shape workplace decisions.

Brent emphasizes that leaders who fail to adapt to these forces will struggle to retain talent and maintain a competitive edge. “Half of CEOs worldwide worry their companies won’t survive the next decade without reinvention,” he warns.

What Leaders Can Do to Prepare for the Future

Brent outlines a simple yet powerful framework for leaders to drive meaningful change:

• Create a sense of urgency. Recognize that workplace transformation is no longer optional.
• Build a strong case for change. Help employees understand why evolving work practices are necessary.
• Assess capacity for change. Ensure teams have the resources, training, and intellectual buy-in needed to adapt.
• Commit to continuous learning. Organizations must invest in developing adaptable, employable workers rather than just filling job roles.

Brent also shares a critical insight: Companies that don’t focus on making employees more employable—by helping them gain new skills and grow professionally—risk higher turnover and disengagement.

Where to Connect with Brent Kedzierski

To learn more about Brent’s work and insights on the future of work, connect with him through:

• LinkedIn: linkedin.com/in/brentkedzierski
• Hexagon Website: Hexagon.com
• Publications & Research: Available through Hexagon and other industry sources

Take the Next Step with Crestcom

If you’re ready to build a more connected, future-ready workforce, Crestcom is here to help. Our complimentary Leadership Skills Workshop provides hands-on strategies to enhance communication, decision-making, and team engagement. Visit crestcom.com/freeworkshop to find out more today!

 

The post The Future of Work is Human Connection with Brent Kedzierski appeared first on Crestcom International.

In the latest episode of The Leadership Habit podcast, host Jenn DeWall welcomes Heather R. Younger back for an inspiring conversation about self-leadership. Heather has been a guest on the podcast before, sharing her insights on Developing Resilience, The Art of Listening, and The Art of Caring Leadership.

In this episode, Jenn and Heather explore how people can take charge of their growth. Heather shares the art of self-leadership and how to overcome self-doubt to reach your full potential. If you’re looking for ways to become one’s best self and lead confidently, this episode is for you!

Meet Heather R. Younger, Keynote Speaker and Best-Selling Author

Heather R. Younger, JD, is a keynote speaker, best-selling author, and a trusted voice in employee engagement and workplace culture. As the founder and CEO of Employee Fanatix, she has helped Fortune 100 companies create workplaces where employees feel seen, heard and valued. 

Heather has contributed to top-tier publications such as Forbes, Fast Company, Bloomberg, NBC, and ABC, establishing herself as a leading expert in caring leadership and active listening. Her newest book, The Art of Self-Leadership, explores how individuals can cultivate self-awareness and resilience to unlock their full leadership potential.

What is Self-Leadership?

In this episode, Heather and Jenn explore the core principles of self-leadership and what it means to truly take charge of one’s life and career. Heather shares insights from her fourth book, emphasizing the importance of self-awareness, personal growth, and resilience. “Stop waiting and stop blaming. Lead yourself,” she advises, highlighting the power of owning one’s journey rather than relying on external validation.

Heather breaks down the three key areas of self-leadership:

1. Self-Understanding: This involves taking a deep dive into personal values, strengths, and limitations. Heather highlights the need to find core values that guide our choices. She also points out the importance of recognizing our strengths so we can use them well. Finally, she encourages us to acknowledge our limits to help us grow. By developing a strong foundation of self-worth, you can confidently navigate your personal and professional lives with authenticity and purpose.
2. Personal Growth and Sustainability: Heather highlights the importance of always improving ourselves. She suggests setting realistic goals, practicing self-care, and keeping a growth mindset. She also emphasizes the importance of resilience in facing challenges and encourages embracing progress over perfection. Sustainable personal growth requires intentional reflection, consistent learning, and a commitment to well-being across mental, emotional, and physical dimensions.
3. Social Interaction and Influence:  Self-leadership extends beyond personal growth; it impacts relationships and how individuals influence their environment. Heather explains how developing self-awareness enhances communication, fosters trust, and builds meaningful connections. Leaders who understand themselves can inspire and empower others. This creates a positive effect in both personal and work life.

Later, Jenn and Heather discuss the challenges of stepping outside your comfort zone and how fear often prevents people from achieving their goals. Heather encourages listeners to accept the discomfort that comes with growth. She reminds them that self-leadership is a journey that never ends and always changes.

As they discuss Heather’s book, Jenn praises her work, saying, “I love that this book challenges us to stop waiting for permission and to start pursuing what truly matters to us!” The conversation provides practical tips on identifying roadblocks, leveraging strengths, and creating sustainable habits for long-term success.

Where to Find More from Heather R. Younger

Heather’s book, The Art of Self-Leadership, is available for pre-order on Amazon and will be officially released on January 28th. You can also explore more of Heather’s work and insights by visiting her website at heatheryounger.com or connecting with her on social media.

Sharpen Your Leadership Skills

Ready to take your leadership skills to the next level? Crestcom International offers a complimentary two-hour leadership skills workshop to help you and your team unlock your potential. Request your free workshop today at crestcom.com/freeworkshop.

Don’t miss this episode—tune in now and start your journey to becoming the best version of yourself!

 

The post Unlocking the Art of Self-Leadership with Heather R. Younger appeared first on Crestcom International.

Change is inevitable, but leading through it isn’t always easy. In the latest episode of The Leadership Habit Podcast, Hywel Berry, CEO and founder of Alicorn Learning, joined host Jenn DeWall to discuss how leaders can effectively manage resistance to change and lead through cynicism without losing their sanity!

Meet Hywel Berry, CEO and Founder of Alicorn Learning

Hywel Berry is the CEO and founder of Alicorn Learning, which supports leaders and their teams in being as successful at work as possible. Hywel has delivered over 300 keynotes to more than 50,000 people and has worked with Fortune 500 companies as diverse as Nike, Deloitte, Salesforce and Microsoft. 

Hywel has also written for theater, film and television in the UK and the US. However, he spent most of his career in sales for the Financial Times and FT.com. During his years with the newspaper, he developed, grew and managed multiple million-dollar client relationships. His experience recruiting, training and managing teams has provided a wealth of insights into effective leadership. 

Understanding Resistance to Change

As the episode opens, Jenn DeWall asks Hywel why leading through change is so hard and why employees are often so resistant.  

“Nobody wakes up in the morning thinking, ‘I want to make someone’s life difficult,'” Hywel explains. Instead, resistance often stems from fear of the unknown and a natural preference for the status quo. According to Hywel, humans run 95% of their daily lives on habits, and any disruption to those routines can lead to pushback.

Hywel highlights a key insight: “People are more comfortable with unhappiness than they are with uncertainty.” This means even positive changes can provoke resistance as individuals face the challenge of adapting to new realities.

The Five Personas in Change Management

Hywel identifies five types of team members leaders encounter during times of change:

1. Champions – These individuals are fully committed to the change and often serve as vocal advocates within the organization. They see the benefits of the new direction and actively work to promote it among their peers. Champions can be instrumental in building momentum and encouraging buy-in from others.
2. Cooperators – While not as vocal as champions, cooperators are quietly supportive and willing to adapt to the new direction. They follow instructions without much pushback and maintain a steady, reliable presence during the transition. Cooperators are often the backbone of a successful change initiative, as their consistent actions help stabilize the team.
3. Fence Sitters – These team members remain undecided about the change and tend to observe how others react before making their own decisions. They are neither actively supportive nor openly resistant, but their behavior can shift based on the prevailing attitudes of the group. Fence sitters often look to champions or other influential peers for cues on how to respond.
4. Quiet Cynics – This group is defined by low buy-in and low energy. Quiet cynics are skeptical of the change but do not openly voice their concerns. Instead, they may subtly undermine progress by resisting behind the scenes. “They may smile to your face but resist behind the scenes, making them harder to manage,” Hywel notes. Leaders must proactively engage quiet cynics to uncover and address their concerns before they can negatively impact the team’s progress.
5. Saboteurs – These individuals exhibit low buy-in but high energy, making their opposition to change loud and clear. Saboteurs actively seek to derail the initiative by rallying others against it or highlighting its flaws. While their resistance is overt, it also presents an opportunity for leaders to address their concerns directly and potentially win them over.

While saboteurs may seem more challenging due to their overt actions, Hywel cautions against underestimating quiet cynics. “Their resistance is more covert, making it harder to detect and address,” he explains. Leaders must remain vigilant and seek to create an environment where all team members feel comfortable voicing their concerns openly.

Be Your Own Cynic

One of Hywel’s key strategies is to “be your own cynic.” This involves anticipating the challenges your team might raise and addressing them upfront. For example, if raising targets by 60% seems daunting, Hywel suggests saying: “You’re probably thinking raising our targets is madness given how this year has gone. Let’s explore why this decision was made and how we can approach it.”

By acknowledging potential concerns, leaders can diffuse negativity and create a space for constructive dialogue.

Practice Realistic Optimism

Hywel advocates for a balanced approach, which he calls realistic optimism. Leaders should acknowledge the difficulties of change while presenting opportunities for growth. “Your role as a leader is to be realistic about challenges but bring healthy optimism to your team,” he says.

Practical Tips for Managing Resistance

To conclude the episode, Hywel shares actionable advice for leaders:

• Create opportunities for disagreement: Encourage team members to voice their concerns. As Hywel puts it, “The first thing out of your mouth when someone disagrees should be, ‘Thank you for bringing that up.'”
• Involve key dissenters early: Engage those who naturally challenge ideas to identify potential pitfalls and refine your strategy.
• Prepare thoroughly: Anticipate counterpoints and tailor your communication to address them.

Where to Find More from Hywel Berry

For more insights from Hywel Berry, check out:

• Hywel’s LinkedIn Profile
• Hywel’s website
• Alicorn Learning
• Visit Hywel’s IMDB profile for a glimpse into his days as an actor!

Take the Next Step with Crestcom

Navigating change requires strong leadership skills. Crestcom offers a complimentary leadership skills workshop to help teams work better together. In just two hours, your team can gain practical tools to improve decision-making, build trust, and increase accountability.

Request your free workshop today at crestcom.com/freeworkshop.

 

The post How to Win Over Cynical Employees with Hywel Berry appeared first on Crestcom International.

On this episode of The Leadership Habit Podcast, host Jenn DeWall sat down with Emmy-award-winning writer, director, and experience design architect Topaz Adizes to discuss cultivating deeper human connection—both in and out of the workplace. Their engaging conversation explored the importance of honest conversations, shared humanity, and the questions leaders can ask to create more meaningful relationships at work and in life.

Meet Topaz Adizes, Emmy Award Winning Writer & Director and Founder of The Skin Deep

Topaz Adizes is a renowned creator and the founder of The Skin Deep, an Emmy-winning experience design studio that examines human connections. His career spans prestigious accomplishments, including selection at Cannes, Sundance, and South by Southwest and features in The New Yorker and Vanity Fair. He is also the creator of the acclaimed Emmy award-winning series The And and the author of 12 Questions for Love: A Guide to Intimate Conversations and Deeper Relationships. Driven by a lifelong passion for creating spaces of shared humanity, Adizes has dedicated over a decade to observing and documenting honest conversations that build more meaningful relationships.

The Power of Connection

Topaz shared that his passion for fostering connection stems from early personal experiences, including his parents’ divorce at a young age. “For me, humanity is not within us individually, but it’s between us,” he explained. His groundbreaking work highlights how leaders and individuals can cultivate deeper human connection by focusing on the “space between”—that intangible bond created through shared understanding.

He emphasized that while all humans have a need to be seen and acknowledged, few are trained to cultivate the skills necessary to deepen relationships. “What you practice, you get good at,” Adizes noted, explaining the importance of modeling and practicing meaningful interactions in both personal and professional settings.

Tools for Deeper Relationships

Topaz shared two key elements for creating meaningful relationships:

1. Creating the Space: Setting clear intentions and boundaries for conversations builds psychological safety. Whether in brainstorming sessions or personal exchanges, leaders can benefit from defining the type of discussion to disarm participants and foster engagement. This process is crucial to creating something special in every interaction.
2. Asking Well-Constructed Questions: Honest conversations thrive on powerful questions that avoid binary answers and instead invite introspection. They are shaped to be connective, reflective of the relationship between participants, and aimed at eliciting nuanced responses. For instance, instead of asking, “Why did this campaign fail?” try, “Why do you feel this campaign didn’t achieve its goals?”

As Topaz eloquently put it, “Our differences are our superpower. The challenge is cultivating conversations around those differences to uncover golden opportunities.”

Where to Find More from Topaz Adizes

Interested in exploring more of Topaz’s work? Here’s where you can connect:

• Connect on LinkedIn: linkedin.com/in/topazadizes
• Visit his website: theskindeep.com
• Social Media: Follow The Skin Deep on Instagram and other platforms
• Products: Check out The And at Work decks and workshop toolkits to spark meaningful and honest conversations in your workplace

Unlock Your Leadership Potential

For leaders seeking actionable strategies to enhance team connections, request a complimentary leadership workshop at crestcom.com/freeworkshop. In just two hours, you’ll gain tools to build trust, improve communication, and create something unique within your team.

Take the next step toward meaningful leadership. Listen to this powerful episode and discover how fostering deeper human connection can transform your personal and professional life.

 

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In the latest episode of The Leadership Habit podcast, host Jenn DeWall talks with Anders Indset, a renowned philosopher, author, and deep tech investor, to explore the art of presence in a reactive world. Hailed as one of the top thinkers in technology and leadership, Anders shares his profound insights on staying grounded, fostering self-awareness, and navigating the challenges of modern leadership. 

With a career spanning two decades, Anders has worked with multinational companies and guided international CEOs, making him a trusted voice on the intersection of humanity, technology, and leadership. This episode is a must-listen for anyone eager to understand how to shift from being a reactive leader to a reflective leader.

Meet Anders Indset, Philosopher, Author and Deep Tech Investor

Anders Indset is the author of multiple international bestsellers, including Wild Knowledge, Quantum Economy – Saving The Mensch with Humane Capitalism, Philosophy@Work, and The Infected Mind. He has just released his newest book, The Viking Code, and his next, The Singularity Paradox: Bridging the Gap Between Humanity and AI, will be available in March 2025.

Recognized by Thinkers50 as one of the most influential thinkers in technology and leadership for the coming years, he serves as a trusted sparring partner and advisor to global leaders and top executives. With his deep understanding of the implications of exponential technologies, Anders demonstrates how and why leadership and its relation to philosophy are becoming more relevant than ever. He strongly believes that in a world where everyone has almost infinite access to knowledge, deeper understanding and the ability to anticipate future scenarios become the most needed skills for executives, alongside developing interpersonal skills.

In addition to a multitude of lectures and publications, Anders considers philosophy as a ‘thinking practice’ and implements his ideas in concrete projects. He sits on the board of this initiative. He is also a co-owner and initiator of the Global Blockchain Initiative, founder and owner of the Norway-based Njordis Group, and leads The Quantum Economy Institute (TQEI), founded in 2023.

Redefining Success: Progress Over Perfection

In a world obsessed with achievements and accolades, Anders Indset redefines success as “experiencing progress.” He urges leaders to focus on micro-ambitions—small, meaningful improvements that create lasting impact. “Most of us won’t win Olympic gold or Nobel Prizes, but we can be micro-ambitious every day,” Anders explains.

This perspective encourages leaders to celebrate daily progress instead of chasing unattainable perfection. By emphasizing the journey rather than the destination, Anders shows how the art of being present can transform both personal and professional growth.

The Shift from Reactive Leader to Reflective Leader

One of the central themes in Anders’ discussion is the transition from being a reactive leader to a reflective leader. In today’s fast-paced, technology-driven environment, many leaders are caught in a cycle of reaction, responding to constant demands without deeper thought. Anders describes this as the “thumbs-up, thumbs-down society,” where instant validation often overshadows meaningful reflection.

To break free from this cycle, Anders advocates for cultivating self-trust and embracing vulnerability. “Vulnerability is the birthplace of trust, creation, and innovation,” he says, highlighting how acknowledging one’s limitations can lead to stronger connections and better decision-making. Reflective leaders take the time to anticipate future scenarios, empowering their teams to innovate and grow.

The Power of Collectivism: “I Am Because You Are”

Drawing from his Norwegian roots, Anders Indset emphasizes the importance of collectivism in leadership. He describes a unique synergy between individual ambition and community uplift, encapsulated in the phrase, “I am because you are.”

Leaders who invest in their teams create environments where collaboration drives success. Anders shares how this ethos has helped Norway produce world-class athletes across individual sports like golf and tennis. By uplifting those around them, leaders not only enhance their teams’ performance but also set the stage for collective growth and innovation.

Practical Steps for Embracing the Art of Presence

Throughout the episode, Anders offers actionable strategies to cultivate the art of leadership presence in a reactive world:

1. Eliminate Energy Drains: Identify and remove activities that sap your energy. Focus on what truly matters.
2. Learn How to Think: Move beyond surface-level reactions and develop the cognitive skills to analyze and adapt.
3. Embrace Vulnerability: Acknowledge your limitations and commit to continuous learning and self-improvement.
4. Encourage Trust and Friction: Build an environment where trust and constructive conflict lead to creativity and innovation.

By adopting these practices, leaders can move away from reactive habits and become reflective leaders who inspire progress and growth.

Where to Learn More from Anders Indset

For those inspired by Anders Indset’s philosophy, there are several ways to dive deeper into his work:

• Explore Anders’ insights and resources at AndersIndset.com.
• Check out The Viking Code for lessons on building high-performance cultures. Stay tuned for The Singularity Paradox, releasing in March 2025.
• Connect with Anders on LinkedIn to stay updated on his latest projects and ideas.

Ready to Sharpen Your Leadership Skills? 

Crestcom is passionate about empowering leaders with the tools to thrive. Ready to take your leadership skills to the next level? Request a complimentary Leadership Skills Workshop for an engaging two-hour session for you and your team. You’ll learn how to improve decision-making, build trust, and increase accountability—all while developing a personalized plan to tackle your leadership challenges.

 

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Belonging isn’t just a buzzword—it’s the foundation of a thriving workplace. In the latest episode of The Leadership Habit Podcast, Jenn DeWall sat down with Dr. Beth Kaplan, researcher, storyteller, and author of the upcoming book Braving the Workplace: Belonging at the Breaking Point. Together, they explore what belonging means, why it matters, and how leaders can reset their approach to cultivating it in their organizations.

Meet Dr. Beth Kaplan

Dr. Beth Kaplan is a researcher and storyteller passionate about the power of belonging in the workplace. She has an M.S.Ed and Ed.D in Learning and Leadership Strategy from The University of Pennsylvania, where she researched workplace trauma and belonging. 

She is a global head for leader development who delivers innovative programs to empower leaders at every level. She was also responsible for launching the leadership development initiative at Salesforce to improve retention and culture and ensure organizational success. 

She is also the author of the upcoming book Braving the Workplace, in which she lays out a framework for companies to change the narrative around belonging, focus on mental health, and create a roadmap to solve critical challenges in the workplace today. 

The Need for Belonging in the Workplace

Dr. Kaplan defines belonging as “the innate desire to be part of something larger than ourselves without sacrificing who we are.” She differentiates it from diversity and inclusion, noting, “Belonging is something you decide for yourself. No one can tell you that you belong if you’re not feeling it.”

In today’s dynamic workplaces, employees often determine whether they feel like they belong within the first seven seconds. Dr. Kaplan explains, “People are constantly negotiating, ‘Who am I?’ and ‘Where do I fit?’” This quick judgment impacts mental and even physical health, as feelings of exclusion trigger what Dr. Kaplan calls a “neural alarm clock,” manifesting in stress and disengagement.

Why Belonging Matters for Teams and Organizations

The benefits of belonging are undeniable. Employees who feel a sense of connection are more productive, take fewer sick days, and exhibit higher engagement. Yet, a recent Gallup study reveals that only two out of ten employees feel engaged at work—a statistic Dr. Kaplan attributes partly to a lack of belonging.

“People want care from their leaders,” Dr. Kaplan notes. “Care can be as simple as consistency, kindness, and thoughtfulness.” She underscores that belonging begins with understanding individual needs and values, creating an environment where employees can thrive without sacrificing authenticity.

Practical Steps for Leaders

Belonging is a two-way street. Leaders need to take proactive steps to foster connection, and employees must also take responsibility for identifying their values. Dr. Kaplan suggests:

• Start with values: Employees should pinpoint three to five values that guide their decisions.
• Communicate consistently: Leaders must prioritize regular check-ins and ask thoughtful questions like, “What do you need to succeed?”
• Establish clear boundaries: Dr. Kaplan highlights the importance of setting boundaries, noting, “Boundaries are for you, not for others. You enforce them by holding yourself accountable.”

A Final Thought on Belonging

Dr. Kaplan encourages everyone to prioritize self-awareness. “You can’t belong to something else until you learn to belong to yourself,” she reminds us. Belonging starts within and radiates outward, creating stronger, more connected workplaces.

Where to Find More from Dr. Beth Kaplan

• Pre-order her book: Braving the Workplace: Belonging at the Breaking Point is available for pre-order on Amazon.
• Connect with her on LinkedIn: Dr. Kaplan regularly shares insights on belonging and leadership.
• Subscribe to her newsletter: Sign up for Belonging and Work at drbethkaplan.com.

Want to create a culture of belonging in your organization? Crestcom can help! Request a complimentary leadership workshop to learn actionable tactics that improve communication, trust, and teamwork. Visit crestcom.com/freeworkshop to find out more today!

 

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In the latest episode of The Leadership Habit Podcast, host Jenn DeWall sits down with Randy Gravitt—author, executive coach, and co-founder of Lead Every Day—to explore how leaders can prioritize winning at home. 

Too often, the personal sacrifices leaders make to achieve professional success lead to damaged relationships and lost fulfillment outside of work. Gravitt’s message is simple yet profound: Winning at work shouldn’t mean losing at home.

Meet Randy Gravitt, Co-Founder of Lead Every Day

Randy Gravitt is an author, a speaker, and an executive coach. He co-founded Lead Every Day, a leadership consulting firm that works with high-performance leaders, organizations, and teams around the world. He’s also a keynote speaker and author of two books. Randy’s passion lies in cultivating integrity-driven leaders who excel in every facet of their lives. For Randy, leadership is not just a career; it’s a calling.

Rethinking Success: What Does Winning at Home Mean?

Gravitt’s new book, Winning Begins at Home: A Strategy to Win Beyond Work, challenges readers to define what personal success truly means. “If you win at work and lose at home, you still lose,” Gravitt states. His practical framework—“Love First, Live Last”—empowers leaders to cultivate meaningful connections and serve those closest to them.

For Gravitt, this begins with a foundational question: How would I need to live my life so that the people who know me the best love me the most? Reflecting on this helped him prioritize what truly matters and create a life centered on service, empathy, and intentionality.

The Two Fundamentals for Winning at Home

Gravitt shares two key principles for improving relationships and creating a fulfilling home life:

1. Love First: Be present and intentional with those who matter most. Gravitt explains, “Proximity isn’t intimacy. Being there when you’re there is the first step to showing love.” This could mean unplugging from work and technology to truly listen to your partner or children.
2. Live Last: Adopt a servant-leadership mindset at home. Just as great leaders focus on empowering their teams, Gravitt encourages individuals to remove barriers and support their loved ones’ growth.

Why It Matters

Gravitt highlights the increasing mental health challenges people face due to stress, loneliness, and strained relationships. “No perfect family exists,” he admits, “but when things are good at home, there’s nothing better.” By investing in their personal lives, leaders can build a support network that strengthens their resilience both inside and outside the office.

Practical Steps to Start Winning at Home

Gravitt offers actionable tips for shifting focus and reducing work-life friction:

• Establish mental boundaries when transitioning from work to home. For example, use a specific stop sign or doorway as a reminder to “leave work at work.”
• Create rituals that prioritize family connections, such as a daily check-in or a cup of coffee with your partner.
• Use effective communication techniques, including empathetic listening and a kind tone of voice. As Gravitt aptly puts it, “You’re never persuasive when you’re abrasive.”

Connect with Randy Gravitt

To dive deeper into Gravitt’s strategies for balancing life and leadership, be sure to listen to the full episode! If you want to find more from Randy, you can: 

• Connect on LinkedIn: linkedin.com/in/randygravitt/
• Pick up a copy of Winning Begins at Home 
• Explore his resources, including the Lead Every Day podcast, at leadeveryday.com.

About Crestcom

At Crestcom, we believe in equipping leaders with the tools to succeed in and out of the workplace. Our leadership training programs emphasize practical strategies that strengthen relationships and build stronger teams. Our participants tell us the skills they learn improve their lives at home as much as they do at work. If you want to explore leadership training for your team, request a free workshop! 

 

The post How Leaders Can Win at Work and Home with Randy Gravitt  appeared first on Crestcom International.

Failure isn’t the end—it’s a beginning. That’s the core message from the latest episode of The Leadership Habit podcast. Jenn DeWall talks to Dr. Manu Kapur, a leading researcher on the science of learning and the author of Productive Failure: Unlocking Deeper Learning Through the Science of Failing. In this episode, Dr. Kapur shares how intentionally designing for failure can enhance leadership growth and unlock deeper learning.

Meet Professor Manu Kapur, Human Learning Expert

Prof. Manu Kapur is a world-renowned expert on learning and currently heads the Future Learning Initiative at ETH University Zurich. Prof. Kapur earned his doctorate in Education from Columbia University. 

Dr. Kapur is known for pioneering research on intentionally designing for and learning from failure, demonstrating how this approach can lead to more effective learning than traditional methods. He is known for these two successful TEDX talks: Productive Failure and How Failure Drives Learning. 

What is Productive Failure?

While most discussions around failure focus on bouncing back after setbacks, Dr. Kapur introduces a proactive approach: designing failure into learning experiences. “If failure can be a powerful teacher,” he explains, “why wait for it to happen? Why not intentionally design for it in a safe way so that when high-stakes situations arise, the likelihood of success is greater?”

This concept involves moving from the performance zone, where tasks align with existing skills, into the learning zone, where challenges exceed current abilities. By navigating this “failure zone,” leaders and learners can activate relevant knowledge, identify skill gaps, and build resilience.

The Four A’s of Learning Through Failure

Dr. Kapur outlines a powerful framework for turning failure into growth, known as the Four A’s:

1. Activation: Failure activates prior knowledge, creating connections between what you know and what you’re trying to learn.
2. Awareness: It highlights gaps in understanding, making you more aware of what needs to improve.
3. Affect: The struggle to overcome challenges sparks motivation and engagement.
4. Assembly: Feedback from mentors or experts helps learners synthesize and apply knowledge effectively.

How Leaders Can Embrace Productive Failure

Dr. Kapur encourages leaders to shift their mindset around failure. Emerging leaders often focus on proving their competence, which can keep them stuck in the performance zone. However, Dr. Kapur emphasizes the importance of balancing success-driven tasks with growth-driven challenges. “Your ambition should always exceed your talent,” he shares, recalling a lesson from his father.

Creating a culture that normalizes failure as part of growth is essential for teams. Leaders can set the stage by:

• Offering stretch assignments that push team members out of their comfort zones.
• Providing safe spaces to fail and experiment without fear of judgment.
• Delivering constructive feedback to guide improvement and reinforce learning.

Final Thoughts

Productive failure isn’t about accepting defeat but designing opportunities to grow. As Dr. Kapur reminds us, “If you find yourself too comfortable, it’s a signal you’re not growing.” By embracing failure as a tool for learning, leaders can inspire their teams, improve their skills, and achieve greater success.

To dive deeper into the science of productive failure and how it can transform your leadership style, listen to the full episode of The Leadership Habit podcast. Ready to explore more? Visit Crestcom.com for leadership tools that help you embrace the learning zone.

Know someone navigating a new challenge? Share this episode with them—it might be the encouragement they need to view failure as a stepping stone, not a roadblock. 

Where to Find More From Professor Manu Kapur

• Visit his website: manukapur.com
• Check out his TEDx Talks:  Productive Failure and How Failure Drives Learning
• Connect on LinkedIn
• Check out his book at productivefailure.com

Applying Productive Failure in Leadership Development

For leaders ready to step into their learning zone, Crestcom offers resources like complimentary leadership skills workshops, webinars, and eBooks. These tools are designed to empower leaders to tackle challenges, embrace growth, and unlock their full potential. To request a free leadership workshop for your team, visit crestcom.com/freeworkshop

 

The post How Productive Failure Can Transform Learning with Manu Kapur appeared first on Crestcom International.

In this episode of The Leadership Habit podcast, host Jenn DeWall talks to Gui Costin, CEO and founder of Dakota, sharing practical advice on building a winning sales strategy and creating a strong workplace culture. This episode is full of tips that any leader, sales professional, or sales rep can use to improve their approach and team culture.

Meet Gui Costin, CEO & Author

With over 35 years of experience in sales and leadership, Gui Costin has developed unique practices that have helped Dakota raise over $40 billion for its clients. But Gui’s story goes beyond just numbers – he’s an innovator who’s transforming what it means to build a thriving workplace culture in the world of finance.

As the author of Millennials Are Not Aliens and The Dakota Way, Gui brings new perspectives to sales, marketing & leadership in the investment world. His people-focused approach has led him to build two companies generating $20 million every year by prioritizing what he believes matters most: people. 

His “no-policy policy” fosters autonomy and trust, while his talent for engaging millennial and Gen Z workers challenges traditional management styles. Gui’s journey from working in real estate to founding Dakota has given him many insights into building strong company cultures, modernizing sales processes, and adapting leadership styles that motivate and inspire teams across generations.

Putting People and Culture First

Gui Costin’s sales success is rooted in putting people first. “Culture’s about how you treat people…every time somebody comes to work every single day, what kind of experience do you want them to have?” he shared. Costin stressed the importance of a respectful and supportive environment, saying, “We won’t even tolerate bad clients…if they treat our teammates badly, we’ll fire them as fast as we can.” This commitment to protecting employees builds trust and boosts morale.

Costin’s approach shows that consistent actions and values are fundamental in leadership. Leaders who set high standards for how employees are treated create a workplace where team members feel valued and safe. This approach encourages loyalty and dedication — essential for long-term success. Costin’s philosophy proves that a people-first culture isn’t just good practice; it’s critical.

Creating Structure and a Clear Sales Process

Costin explained that success in sales starts with structure. He advised leaders to write down the sales process and explain the reasons behind each step. “The process at the end of the day is what’s most important,” Costin said. Clear roles, responsibilities, and processes help keep sales reps focused. This structure should be paired with supportive leadership. Managers should ask questions like, “Are you following the process? Talk to me—what’s going on?”

An effective sales process not only improves sales results but also helps team members grow. “It’s all about the connection…and building relationships with people,” Costin said. Leaders should guide their teams to see beyond transactions and focus on genuine connections.

Consistency in following a structured process builds confidence and resilience. When sales reps understand why each step matters, they stay motivated and committed. This clarity also helps them solve problems and adjust their strategies, making them more effective.

Effective Follow-Up and Outreach

Costin shared valuable tips on follow-up strategy. He highlighted the need to ask the right questions during meetings to avoid ghosting and miscommunication. “Ask the tough questions while the relationship is warm,” he advised. Clarifying if there’s an opportunity during the meeting saves time and keeps communication clear.

Costin also talked about the importance of authentic cold outreach. “You’re not going to make the sale over email. Just be a human being,” he said. Providing context quickly and clearly, along with a specific call to action, makes a big difference. He warned against vague emails, which can come across as lazy or rude.

Costin emphasized that follow-ups should be persistent but respectful. Sales professionals should focus on long-term relationship-building instead of pushing for quick results. This approach builds trust and leads to more future opportunities.

Adapting to Modern Sales Challenges

Sales today require adaptability. “Sales is an emotional game…constantly being rejected by somebody out in the ether who doesn’t know who you are,” Costin noted. Leaders need to help their teams handle rejection by encouraging discipline and consistency. “It’s about 12 to 18 months to fully develop the muscle…but if you stay disciplined, you’ll have more opportunities than you could ever imagine,” he said.

Leaders should also consider that today’s buyers are more informed and selective. Costin advised sales reps to adjust their techniques and use technology to create personalized, data-driven strategies that connect with their target audience. This adaptability ensures that sales professionals can effectively present their product or service in a way that resonates with potential clients.

Using Technology and Data Wisely

Costin spoke about how technology can help modern sales. Using tools that provide data and streamline processes allows leaders to target the right clients and improve outreach. Technology can automate parts of the sales process, freeing up time for more personal interactions. “Use data to inform your decisions, but never forget that the human touch is irreplaceable,” Costin said.

Tracking metrics and feedback through technology also helps sales teams refine their approach. While technology can make processes more efficient, Costin reminded leaders to keep genuine connections at the center. A mix of data-driven strategies and personal engagement can set a company apart and showcase its product or service in the best light.

Key Takeaways for Leaders

Costin’s main message was to stay thoughtful and empathetic. “Just always be introspective about how you’re treating people and making it all about them,” he said. For leaders wanting to improve their sales strategies, building a clear process, nurturing authentic connections, and focusing on team culture are crucial steps. The goal is to help others succeed while creating a supportive and positive work environment.

Leaders should remember that sales success is a journey. Building a strong team means supporting their growth, promoting respect, and focusing on lasting relationships. With these practices, sales professionals can inspire growth and achieve long-term success.

For those looking to sharpen their sales strategy, Costin’s insights serve as a guiding framework. Combining an effective sales process, compassionate leadership, and adaptability can set any team on the path to lasting success.

Where to Find More from Gui Costin

• Connect on LinkedIn: linkedin.com/in/guicostin/
• Visit his website: dakota.com
• Email him: gui@dakota.com

Thank you for listening to The Leadership Habit Podcast! If you want to learn more about Crestcom’s leadership development programs, contact us to schedule a free leadership skills workshop: crestcom.com/freeworkshop.  

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In the latest episode of The Leadership Habit Podcast, Crestcom host Jenn DeWall welcomes executive coach and bestselling author Deekron Krikorian. Known for his transformative approach, Deekron dives into one of today’s most sought-after leadership topics: maintaining motivation in high-stress environments. Deekron has helped over 200 high-achievers master motivation and health as they pursue their dreams and elevate their careers.

Meet Deekron Krikorian, High Performance Coach

Deekron is an executive coach who merges high performance with total well-being. He helps driven professionals and entrepreneurs master their minds, bodies, and lives. Drawing on his experience as a Big Four CPA consultant and startup founder, he developed a whole-person transformation method outlined in his bestselling book, The Nine Shifts. Deekron has been featured in major media like the Washington Post and Business Insider and has worked with top organizations such as Ernst and Young, Accenture, and Proctor and Gamble.

Activating Your Motivation: A Mindset Shift

At the heart of Deekron’s message is healthy high performance. “For me, it really starts with a healthy relationship to success,” Deekron explains. As a self-described “recovering perfectionist,” Deekron knows how high achievers can push themselves to burnout, driven by external pressures and the need for validation. His approach calls for reframing motivation as an achievable state, starting with small steps rather than relying solely on willpower, which he reminds listeners “doesn’t last very long.”

Imperfect Actions: The Perfectionist’s Salvation

During the episode, Deekron introduces listeners to what he calls “imperfect actions.” For high achievers, the quest for perfection often leads to burnout. By taking imperfect actions—small steps toward bigger goals—he says, “you build momentum and stay motivated by focusing on progress, not perfection.” This method of activating motivation is simple yet powerful, focusing on reducing the mental resistance that comes with setting overly ambitious goals. Even small actions, like a quick walk or a brief task, can create the spark needed to keep moving forward.

Navigating Comparison and Limiting Beliefs

Motivation can often be derailed by comparison, a natural yet counterproductive habit. Deekron points out, “The mind is wired to compare, but that’s rooted in survival instincts. It’s essential to become aware of this habit and redirect focus to what genuinely matters to you.” Building motivation and resilience requires an internal approach, connecting to what he calls the “soul-driven source of inspiration.” For Deekron, inspiration transcends willpower, helping leaders make choices rooted in personal values rather than comparisons.

The Nine Shifts Method for Sustainable Motivation

Deekron also shares his Nine Shifts method, which is outlined in his bestselling book. Designed to help leaders transform stress into sustainable energy, the method emphasizes balancing the mind, body, and life. “This framework is holistic,” Deekron says, “covering the mind, body, and your life goals. By starting from within, you can achieve anything externally.” Improved performance comes from focusing on mental health as well as physical health to achieve your goals. 

Maintaining Motivation in Leadership: A Call to Kindness

One of Deekron’s final pieces of advice resonates deeply: “Don’t be hard on yourself if you feel demotivated. These feelings are a natural part of how your mind works.” By choosing progress over perfection and focusing on healthy high performance, leaders can unlock a more consistent, compassionate, and sustainable approach to motivation. Through kindness, leaders can create a healthy, high-performance culture throughout their organization, motivating employees long term.

Where to find more from Deekron: 

• Connect on LinkedIn: linkedin.com/in/deekron/
• Check out his book: The Nine Shifts
• Visit his website:healthyhighperformer.co/

Whether you’re leading a team or pursuing personal goals, listen to the full episode to learn more about Deekron’s proven strategies to overcome self-doubt, reduce resistance, and activate your inner motivators. 

For a deeper dive into Crestcom’s leadership resources, including a complimentary workshop, visit crestcom.com/freeworkshop.

 

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