December 16, 2024 • 23 mins
Welcome to the Leadership Vision Podcast! In our final episode of 2024, we're highlighting key moments from 10 incredible conversations with thought leaders, authors, and experts. These clips are packed with wisdom to inspire reflection and growth as you prepare for the year ahead. From building resilience to fostering team connection, each guest offers practical advice to help you lead with purpose in 2025. Be sure to explore the full episodes for deeper insights!
Guest Highlights
1. Amy Noelle
- Key Insight: Embrace self-compassion by letting go of judgment and embracing the awkwardness of growth.
- Quote: "If you allow yourself to get through that awkward stage...you’ll find the power after that."
- Listen to the full episode
2. Tom Willis
- Key Insight: Authentic engagement stems from connecting teams to a higher purpose, beyond just mission statements.
- Quote: "If you want engagement, the real engagement is in a higher purpose."
- Listen to the full episode
3. Derek Newberry
- Key Insight: Culture isn’t perks or casual Fridays—it’s foundational to organizational success and requires intentionality.
- Quote: "If you’re not intentional about building the right culture, you’ll get one you don’t want."
- Listen to the full episode
4. Andrea Hollingsworth
- Key Insight: Compassionate leadership creates connection, resilience, and healing through meaningful check-ins.
- Quote: "Connection is the pathway to healing. It opens the door to resilience."
- Listen to the full episode
5. Pete Steinberg
- Key Insight: Leadership transitions require adaptability and a willingness to take risks.
- Quote: "Excellence is a journey, not a destination...you have to take risks."
- Listen to the full episode
6. Stephanie Krievins
- Key Insight: Balancing adaptability and stability leads to better collaboration and organizational growth.
- Quote: "Understanding your relationship to change is an amazing self-awareness point for any leader."
-
Read the full blog post here!
CONTACT US
- email: connect@leadershipvisionconsulting.com
- Leadership Vision Online
ABOUT
The Leadership Vision Podcast is a weekly show sharing our expertise in discovering, practicing, and implementing a Strengths-based approach to people, teams, and culture. Contact us t
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 2 (00:06):
You are listening to the Leadership Vision Podcast,
our show helping you buildpositive team culture.
Our consulting firm has beendoing this work for the past 25
years so that leaders arementally engaged and emotionally
healthy.
To learn more about us, visitus on the web at
leadershipvisionconsultingcom.
Hello everyone, my name isNathan Freeberg and welcome to
(00:37):
our end of the year 2024highlight show.
This past year, we interviewedsome amazing guests.
These were authors and speakersand thought leaders and just
people doing some amazing workthat overlaps with our work in
one way or another.
So, to close out the year here,we thought we'd share just a
couple of highlights from 10different guests to provide you
with brief, inspiring words ofencouragement and wisdom to help
you reflect on the year thathas been and prepare you to
(01:01):
start 2025 with focus andpositivity.
Each guest brings a uniqueinsight on leadership,
resilience, growth and a wholebunch of other topics.
Be sure to check out the shownotes for links to their full
episodes.
You won't want to miss theirextended conversations.
So our first highlight heretoday comes from Amy Noel, who
(01:23):
we interviewed back in August.
Amy's a coach specializing inmindset coaching and mental
performance skills, and in thisclip she emphasizes the power of
self-compassion.
She shares a simple yetprofound message Be kinder to
yourself.
This clip is all about justletting go of judgment and
embracing the awkwardness ofgrowth.
Speaker 3 (01:44):
About just letting go of judgment and embracing the
awkwardness of growth.
The most important thing isjust setting the intention to be
kinder to yourself.
Whatever that looks like, it'sgoing to look different for
everyone and we don't want tojudge ourselves for judging.
We don't want to not havecompassion for the fact that
we're struggling with ourcompassion practice right.
So it's a big shift in how weare with ourselves and so taking
(02:08):
that slow, letting that lookdifferent it might look
different from one person to thenext and so really, those you
know, those three components areso powerful.
Seeing, if you can start tobecome more familiar with that
type of messaging, that kind ofinner dialogue, if you allow
yourself to get through thatawkward stage of being
(02:28):
uncomfortable with some of thisjust because it's new and just
because it's different, I thinkyou'll kind of find the power
after that.
Speaker 2 (02:39):
Amy also led us in a great guided meditation that
you're going to want to checkout there.
So our next clip here today wasrecorded way back in March when
we chatted with Tom Willis, whohad recently released his book
the Great Engagement, and it'sall about how to create
exceptional culture rooted inpurpose.
In this clip, Tom challenges usto look beyond mission
(03:00):
statements and focus instead onauthentic, meaningful engagement
.
Make sure that you check outhis full episode to explore how
leaders can inspire their teamsby connecting them to a higher
purpose.
Speaker 4 (03:15):
It's no secret that we're not in a great state of
the world right now when itcomes to engagement, and so this
problem continues to linger,and it probably will for the
next several decades.
Frankly, what do we do about?
That is the key.
As leaders, we can blame theworld, we can blame the next
generation, or we can look inthe mirror and get to work and
try to create more engagingcultures, and our assertion is
(03:37):
that, if you want engagement,the real engagement is in a
higher purpose.
It's in something beyondourselves.
It's in something that serves agreater world.
It's way, way, way beyond amission statement or a vision
statement or values exercise Notthat those are bad, although
(03:58):
most of them can actually createthe opposite of what they're
intending but it's about beingon a mission, and so if you want
people to be engaged, thenfigure out a way to get them
engaged in the mission.
Speaker 2 (04:10):
Getting people engaged in the mission is what
it's all about.
Our next clip here is kind ofsticking with the cultural theme
, and in August we had theopportunity to talk with Derek
Newberry, the head oforganization and culture design
at, co-collective and co-authorof the books the Culture Puzzle
and Committed Teams both justgreat resources for anybody
(04:31):
interested in building positiveteam culture.
Derek redefines workplaceculture for us and reminds us
that it's not just casualFridays and ping pong tables and
some of those kinds of perks,but the foundation of your
organization's success.
Here in this clip he shares whyintentionality is key in
shaping culture.
His full episode focuses moreon how to build a culture that
(04:57):
attracts talent and drivesperformance.
Speaker 5 (04:59):
So I think oftentimes we think of culture as what one
of my former colleagues calledsort of cultural confetti.
It's foosball tables and casualFridays and stuff like that.
But to me it's not a sideshow,it is absolutely core to the
business and core to youroperating model and in fact I
think culture is going to be areal differenti in how you show
(05:23):
up with customers and how youattract top talent, and so sort
of my message is reallyintentionally think about the
culture you want to build anddrive through your organization,
because if you don't, you aregoing to get a culture, whether
you like it or not.
Every organization has one andthe chances are, if you're not
really intentional aboutbuilding the right one, you'll
get one that's not the one youwould want, right.
Speaker 2 (05:45):
The intentionality does seem to be the key to most
things in life, and our nextguest here touches on that idea,
but in a different way.
Earlier this fall, we had thepleasure to chat with Andrea
Hollingsworth the day that herbook the Compassionate Advantage
how Top Leaders Build MoreHumanizing Workplaces was
launched on Amazon.
Our conversation spanned herjourney from academia to
(06:08):
consulting and highlighted theimportance of compassionate
action in leadership.
This clip is a reminder of theprofound impact of being seen
and heard.
She explains how meaningful,intentional check-ins can open
the door to resilience andhealing.
Make sure that you check outthe full episode just to learn
more about fostering connectionand leadership in life, and
(06:31):
there's a very personal momentat the end of this that you just
kind of have to hear.
Check it out.
Speaker 6 (06:41):
And the question that has driven me for so long is
how do people change for thebetter?
Finding a way to ask ameaningful check-in with anybody
in your life, especiallysomebody on your team, opens up
hope, because when people feelseen and witnessed, they feel
connected, and connection is thepathway to healing.
It absolutely is.
(07:02):
There's no other pathway tohealing.
So it opens up that doorwaywhere people feel just a little
bit more resilient because nowsomebody, now I'm more connected
to somebody who witnesses me.
And no, this person didn't justsolve all my problems, but it's
that power of connection andlistening and care that can make
(07:22):
a huge difference.
Speaker 2 (07:25):
Feeling just a little bit more resilient, I think, is
maybe what we would all like todo going into the new year.
And our next guest here, peteSteinberg, the president of
Innovative Thought and formerOlympic rugby coach, joined the
podcast in July to talk abouthis new book Leadership Shock
using authenticity to navigatehidden dangers of career success
(07:46):
, and this book is really abouthelping leaders navigate these
transitions successfully, youknow, building up some more
resilience so they can do itwell.
He reflects on the journey ofleadership and the importance of
taking risks, which I think,again, is something that maybe
we would like to do all like todo a little bit better coming up
in the new year.
He also talks about overcomingleadership shock and embracing
(08:09):
new challenges Now, if you'reready to step boldly into your
next leadership challenge rolethis year, Pete's full episode
offers just some invaluablehighlights.
Speaker 7 (08:19):
Here's a clip it is about understanding that
excellence is a journey, not adestination, and if you want to
fulfill the potential ofanything, you have to take risk
right.
And so it's very easy forleaders and this is actually
where I think people get intoleadership.
(08:39):
Shock is that they have a setof behaviors and principles that
they've used throughout theircareer.
They come into a new role Oftenit has a much broader scope,
and so they are risk averse.
They're nervous about their newrole.
So what they do is I am goingto be the same leader I was in
the previous role.
But guess what If you were thedirector of finance and now
(09:00):
you're the VP of finance?
Those are two very differentjobs.
Those roles are very, verydifferent, and the strengths you
bring, the value that you bringto the role, is very different.
So people are very risk averse.
So what they do is they don'tchange, they don't try anything
new.
They try what worked in thepast, and that's what gets them
in leadership shop.
Speaker 2 (09:20):
I think a lot of us are risk averse.
We don't want to do anythingthat's going to upset the apple
cart, so to speak.
But in leadership, that's kindof our job, our role, in many
ways, and our next guest hassomething to say about that.
Back in May we had I don't knowif I'd say it our most fun, but
certainly a very, very fun lotsof laughter interview with
(09:42):
Stephanie Krevins, anaccomplished life coach and HR
consultant.
She's also the host of the HotMess Hotline, a podcast for
ambitious leaders who want todrive impactful change, and in
this clip here she's going toexplore, or just kind of give a
thought on, the balance betweenadaptability and stability in
leadership, and she highlightshow understanding your
(10:03):
relationship with change,whether you are for it or
against it, can really lead tobetter collaboration.
Make sure that you check outher full episode to discover how
adaptability can be asuperpower for leaders and teams
alike for leaders and teamsalike.
Speaker 1 (10:31):
Everything can be learned and figured out.
And, brian, I'm just going tocontinue with this whole
adaptability fabric that youtaught.
I just I love that notion, thisidea of being adaptable and
understanding how adaptabilityis ingrained in you, I think, is
really an amazingself-awareness point for any
leader Like you have tounderstand your relationship to
change, and that's a lot of whatwe teach people is what's your
(10:52):
relationship to change?
How can you leverage it?
Because the fact of the matteris is I am too adaptable to
change.
I can drive change so soquickly, that's not always the
right solution.
The people that hold stabilityin organizations hold
institutional knowledge, hold.
This is what needs to stay thesame so these other pieces can
(11:13):
grow.
They are equally as valuable inthis world.
They still need to understandthe relationship to change.
And then the people who movetoo fast need to be able to work
with the people who move quoteunquote too slow, because that's
what makes the world work.
Speaker 2 (11:28):
I love that idea of needing to understand your
relationship to change and goingtoo fast or too slow.
And maybe how do you adapt andbe resilient in the midst of you
know when one of those changemoments is not going the speed
that you want it to be?
And in November here, not toolong ago we chatted with Russell
Harvey, the resilience coach.
(11:50):
He was all the way in the UK.
It was very late for him, butwe still had just a delightful
conversation as he eagerlyawaited to get the score of his
football match.
He was, I think, had itrecorded.
But in this clip Russellreframes resilience as thriving,
not just surviving, which issometimes, I think, what we
think that it is.
(12:10):
He shares how a mindset ofadaptability and curiosity can
shift how we navigate challengesand changes.
Make sure you check outRussell's full episode for a
couple of practical tips oncultivating resilience and
thriving in both life andleadership, and everywhere.
Speaker 8 (12:31):
There's some research that says that the adaptability
part of the wheel, it's justgot extra legs to it.
So those people that make thechoice, the behavioral choice,
to spend a third of their timeengaging with their adaptability
, openness to change, curiosity,then they get themselves into
(12:52):
this place called thrive, ratherthan coping and surviving.
Most people believe that theyare only being resilient when
they're coping and surviving.
It's actually no.
Resilience is that you shiftaway from those two and you
shift into thriving.
It doesn't necessarily meanthat the challenges that you
face are suddenly diminished orbetter.
How you think and feel aboutthem has completely shifted,
(13:16):
your understanding about how youcan manage them, face into them
, overcome them, look them, comethrough them.
That completely shifts whenyou're more resilient.
Speaker 2 (13:27):
Russell shared another story earlier in the
episode about having plans notjust when things go bad, but
ideally having plans in placebefore things go bad, being able
to pivot and change and reallylook at a lot of different
things at once.
And our next guest talked a lotabout that as it related to the
(13:47):
ideas of Agile.
So again this fall we chattedwith Dennis Stevens, a seasoned
consultant with over 30 years ofexperience in technology,
innovation and organizationalleadership, and Dennis shared
with us the enduring principlesof agile.
There's a link in the shownotes to understand more about
that and the importance ofreally having well formed teams.
(14:09):
He discusses how organizationaldesign can drive success when
aligned with strength.
Some great overlap with ourwork there.
Make sure you check outDennis's full episodes so that
you can understand more abouthow these ideas can transform
your team's effectiveness.
Speaker 9 (14:28):
I think the big industrial complex around agile
is probably dying.
But the things that you do withwell formed teams focused on a
business problem collaborating,learning how to make effective
commitments, the types ofconversations you need to have,
building that fabric that stuffis still super relevant.
It's just a little bit moreabstracted away because it got
(14:49):
lost in the rush for consultingdollars.
You can even teach people tooperate from their strengths and
be better team players, but ifyou don't, from an
organizational design standpoint, create coherence around the
way the teams operate, you mightnot get the results that you
want.
Speaker 2 (15:08):
You may by now be sensing a theme around teams and
how to work with them moreeffectively.
There are so many differentways to do this, so many
different methodologies and tipsand tricks and all kinds of
stuff, however you want to saythat, but right around
Thanksgiving, we chatted withCoach Khan, a renowned
international speaker and authorof the Engagement Blueprint,
and he's also the CEO of FreshBusiness Solutions.
(15:30):
He had a fabulous story and inthis clip, coach Khan speaks to
the transformative power ofembracing adversity as a
learning opportunity, similar towhat some other folks have
shared.
He talks about how this mindsetit differentiates exceptional
leaders from maybe just theaverage ones.
So make sure that you listen tohis full episode for some
(15:51):
insights on building engaged,high performance teams out of
this idea of adversity, howeverthat looks like or sounds like
to you.
Speaker 10 (16:04):
You can embrace the experiences that you have, even
the hardest ones, and you cancarry the trauma, or you can
learn from it and make that alearning opportunity Right, and
different people responddifferently.
Personally, I've chosen to takewhatever hardship adversity
life has brought to me and seenit as a learning experience, as
an opportunity to get wiser,stronger, better and contribute
(16:28):
more, give back more from thatperspective.
So when leaders think that thisis soft, I can tell you it is
not soft.
It is the difference betweenbeing average and being
exceptional.
When you can engage your peopleand ignite the fire in your
team without burning them out,and you can do it the right way,
that becomes your competitiveadvantage in the marketplace,
(16:51):
you are going to outperform.
So to me, this transformationis about truly, truly benefiting
employers and employees,because we all deserve a better
place to show up and give ourbest.
Speaker 2 (17:06):
I don't know how many times we've heard that idea of
like all this leadership stuff,these are the soft skills, Like
that's great if we have time tofit that in, but it's just.
It's so important, as CoachKhan said, that if you're going
to outperform the competition,you have to focus on these
things.
And our last clip here is a bitof an outlier.
We talked earlier this yearwith Maggie Olson, founder and
(17:31):
CEO of Nova, Chief of Staff, andwhat she does is she helps
train and place the chief ofstaff role to high level
executives.
And in this clip well, thewhole episode she really shares
her expertise on adaptabilityand feedback in leadership.
She talks about the fast pacedworld of problem solving and the
importance of emotionalintelligence.
(17:53):
And why I wanted to chat withher when we were connected was
because I think sometimes asleaders, we have this idea that
we need to be doing everythingourselves.
We don't ask for help, or wejust ask for help to print that
report more of almost like adminhelp and that's great and
that's important.
But in the full episode wereally dive into the idea of a
(18:16):
chief of staff and what thatperson can do, really almost as
a partnership for the leader.
So don't miss Maggie's fullepisode to learn just some
practical tools even forleadership, growth and
communication.
Speaker 11 (18:33):
If we are not communicating really quickly and
moving really fast, we're notgoing to be getting done what we
need to get done.
So it's just simply a coreprinciple that we're learning,
testing, failing, moving forwardand always giving each other
feedback.
And in the course, you know, wetalk a lot about how to
approach situations and theemotional intelligence of the
(18:55):
Chief of Staff role and testingand learning.
So in Module 2, there's sixmodules in the course and Module
2 students get 20 or 30templates and it's all about
testing and learning what worksfor you, making things your own,
adopting new practices andprinciples that might support
your leader, and if they do,great.
If they don't, let's move on tosomething else, because we're
(19:17):
all solving problem and theproblems are all different.
So it's important to have thatum, you know, feel quickly, move
forward, give the feedback, askfor the feedback kind of
environment.
Speaker 2 (19:29):
Move forward quickly, give feedback, ask for feedback
.
Those are all the hallmarks ofa good, healthy environment.
Thank you so much for joiningus here today on our 2024
highlight show.
We hope that these clips haveinspired you to reflect, to grow
, to take action as you moveinto the new year.
(19:51):
Please make sure that you goback and you listen to these
full episodes If there'sanything that you want to hear
more about or just dive deeperon.
Each episode also hasadditional show notes and links
to other resources to kind ofhelp you just grow as a leader,
grow as a team leader, grow as aperson, as a parent, as a
partner, as a friend, whatever,or all of those areas in your
(20:15):
life.
Each of those guests has sharedsome invaluable insights that I
think can help all of us becomebetter at those different roles.
And what's unique and hard todo in a highlight show like this
is get the human component.
So I think something that BrianLinda and I are good at is not
just asking these peoplequestions, not just saying like
(20:36):
what's your best tip to be abetter leader, but to really to
gain and glean those insightsand wisdoms through the personal
stories and glean thoseinsights and wisdoms, through
the personal stories, throughthe struggles, through the role
that didn't work out, and sortof use those lessons to
implement into your life.
So, as you consider your ownleadership journey here over the
(21:00):
New Year holiday and you knowbeyond, we really invite you to
reflect on this question.
Here's one question what is onearea in your leadership or
personal life where you can takea small intentional step toward
growth in 2025?
I know I said that the themehere was on teams and building
positive team culture, which itis, but another theme, I think,
is this idea of getting better.
I don't remember where I heardthis, but there's a sports team
(21:23):
or a leadership coach orsomebody this idea of getting 1%
better every day.
How do you do that?
What does that look like?
So here's a challenge to you soyou can actually kind of make
that initial reflection intosomething that can perhaps help
you start.
Strong is write down onespecific action that you're
going to take, you know, today,this week, or maybe just, let's
(21:44):
say, the next 30 days, toimprove how you lead yourself or
others.
It could be practicingself-compassion, it could be
intentionally connecting withyour team, it could be going for
a run, for a walk, eatingbetter, whatever it is, maybe
it's even taking a risk thathelps you grow.
Whatever those things are,share it with someone that can
(22:06):
keep you accountable, that canhelp you stay the course towards
this goal in the new year.
Remember, leadership is ajourney, it's not a destination.
I know that that's such acliche, but it's that way
because it's true.
There's some things in life thatyou feel like the
accomplishment is the end goal.
The accomplishment is thetrophy, or the big payday, or
(22:29):
the title in a new role, orcrossing the finish line,
whatever that looks like.
But I think what I'm learningmore and more is it's the whole
process along the way, andsometimes in leadership, in our
jobs, in our life, parenting,whatever it is like, that finish
line, so to speak, is just sonebulous.
So how do you ensure that youare growing into the better
(22:51):
version of yourself, that youare making all of these
intentional steps so that thejourney, the process of this
thing that we're doing calledlife, is rewarding, is valuable,
is not without its challengesand disappointments, but it's
something that we can continueto get better at.
So here's to ending 2024 withgratitude and stepping boldly
(23:12):
into 2025 with purpose.
We can't wait to see how yougrow in the new year.
Speaker 1 (23:17):
Thank you.
You are listening to the Leadership Vision Podcast,
our show helping you buildpositive team culture.
Our consulting firm has beendoing this work for the past 25
years so that leaders arementally engaged and emotionally
healthy.
To learn more about us, visitus on the web at
leadershipvisionconsultingcom.
Hello everyone, my name isNathan Freeberg and welcome to
(00:37):
our end of the year 2024highlight show.
This past year, we interviewedsome amazing guests.
These were authors and speakersand thought leaders and just
people doing some amazing workthat overlaps with our work in
one way or another.
So, to close out the year here,we thought we'd share just a
couple of highlights from 10different guests to provide you
with brief, inspiring words ofencouragement and wisdom to help
you reflect on the year thathas been and prepare you to
(01:01):
start 2025 with focus andpositivity.
Each guest brings a uniqueinsight on leadership,
resilience, growth and a wholebunch of other topics.
Be sure to check out the shownotes for links to their full
episodes.
You won't want to miss theirextended conversations.
So our first highlight heretoday comes from Amy Noel, who
(01:23):
we interviewed back in August.
Amy's a coach specializing inmindset coaching and mental
performance skills, and in thisclip she emphasizes the power of
self-compassion.
She shares a simple yetprofound message Be kinder to
yourself.
This clip is all about justletting go of judgment and
embracing the awkwardness ofgrowth.
Speaker 3 (01:44):
About just letting go of judgment and embracing the
awkwardness of growth.
The most important thing isjust setting the intention to be
kinder to yourself.
Whatever that looks like, it'sgoing to look different for
everyone and we don't want tojudge ourselves for judging.
We don't want to not havecompassion for the fact that
we're struggling with ourcompassion practice right.
So it's a big shift in how weare with ourselves and so taking
(02:08):
that slow, letting that lookdifferent it might look
different from one person to thenext and so really, those you
know, those three components areso powerful.
Seeing, if you can start tobecome more familiar with that
type of messaging, that kind ofinner dialogue, if you allow
yourself to get through thatawkward stage of being
(02:28):
uncomfortable with some of thisjust because it's new and just
because it's different, I thinkyou'll kind of find the power
after that.
Speaker 2 (02:39):
Amy also led us in a great guided meditation that
you're going to want to checkout there.
So our next clip here today wasrecorded way back in March when
we chatted with Tom Willis, whohad recently released his book
the Great Engagement, and it'sall about how to create
exceptional culture rooted inpurpose.
In this clip, Tom challenges usto look beyond mission
(03:00):
statements and focus instead onauthentic, meaningful engagement
.
Make sure that you check outhis full episode to explore how
leaders can inspire their teamsby connecting them to a higher
purpose.
Speaker 4 (03:15):
It's no secret that we're not in a great state of
the world right now when itcomes to engagement, and so this
problem continues to linger,and it probably will for the
next several decades.
Frankly, what do we do about?
That is the key.
As leaders, we can blame theworld, we can blame the next
generation, or we can look inthe mirror and get to work and
try to create more engagingcultures, and our assertion is
(03:37):
that, if you want engagement,the real engagement is in a
higher purpose.
It's in something beyondourselves.
It's in something that serves agreater world.
It's way, way, way beyond amission statement or a vision
statement or values exercise Notthat those are bad, although
(03:58):
most of them can actually createthe opposite of what they're
intending but it's about beingon a mission, and so if you want
people to be engaged, thenfigure out a way to get them
engaged in the mission.
Speaker 2 (04:10):
Getting people engaged in the mission is what
it's all about.
Our next clip here is kind ofsticking with the cultural theme
, and in August we had theopportunity to talk with Derek
Newberry, the head oforganization and culture design
at, co-collective and co-authorof the books the Culture Puzzle
and Committed Teams both justgreat resources for anybody
(04:31):
interested in building positiveteam culture.
Derek redefines workplaceculture for us and reminds us
that it's not just casualFridays and ping pong tables and
some of those kinds of perks,but the foundation of your
organization's success.
Here in this clip he shares whyintentionality is key in
shaping culture.
His full episode focuses moreon how to build a culture that
(04:57):
attracts talent and drivesperformance.
Speaker 5 (04:59):
So I think oftentimes we think of culture as what one
of my former colleagues calledsort of cultural confetti.
It's foosball tables and casualFridays and stuff like that.
But to me it's not a sideshow,it is absolutely core to the
business and core to youroperating model and in fact I
think culture is going to be areal differenti in how you show
(05:23):
up with customers and how youattract top talent, and so sort
of my message is reallyintentionally think about the
culture you want to build anddrive through your organization,
because if you don't, you aregoing to get a culture, whether
you like it or not.
Every organization has one andthe chances are, if you're not
really intentional aboutbuilding the right one, you'll
get one that's not the one youwould want, right.
Speaker 2 (05:45):
The intentionality does seem to be the key to most
things in life, and our nextguest here touches on that idea,
but in a different way.
Earlier this fall, we had thepleasure to chat with Andrea
Hollingsworth the day that herbook the Compassionate Advantage
how Top Leaders Build MoreHumanizing Workplaces was
launched on Amazon.
Our conversation spanned herjourney from academia to
(06:08):
consulting and highlighted theimportance of compassionate
action in leadership.
This clip is a reminder of theprofound impact of being seen
and heard.
She explains how meaningful,intentional check-ins can open
the door to resilience andhealing.
Make sure that you check outthe full episode just to learn
more about fostering connectionand leadership in life, and
(06:31):
there's a very personal momentat the end of this that you just
kind of have to hear.
Check it out.
Speaker 6 (06:41):
And the question that has driven me for so long is
how do people change for thebetter?
Finding a way to ask ameaningful check-in with anybody
in your life, especiallysomebody on your team, opens up
hope, because when people feelseen and witnessed, they feel
connected, and connection is thepathway to healing.
It absolutely is.
(07:02):
There's no other pathway tohealing.
So it opens up that doorwaywhere people feel just a little
bit more resilient because nowsomebody, now I'm more connected
to somebody who witnesses me.
And no, this person didn't justsolve all my problems, but it's
that power of connection andlistening and care that can make
(07:22):
a huge difference.
Speaker 2 (07:25):
Feeling just a little bit more resilient, I think, is
maybe what we would all like todo going into the new year.
And our next guest here, peteSteinberg, the president of
Innovative Thought and formerOlympic rugby coach, joined the
podcast in July to talk abouthis new book Leadership Shock
using authenticity to navigatehidden dangers of career success
(07:46):
, and this book is really abouthelping leaders navigate these
transitions successfully, youknow, building up some more
resilience so they can do itwell.
He reflects on the journey ofleadership and the importance of
taking risks, which I think,again, is something that maybe
we would like to do all like todo a little bit better coming up
in the new year.
He also talks about overcomingleadership shock and embracing
(08:09):
new challenges Now, if you'reready to step boldly into your
next leadership challenge rolethis year, Pete's full episode
offers just some invaluablehighlights.
Speaker 7 (08:19):
Here's a clip it is about understanding that
excellence is a journey, not adestination, and if you want to
fulfill the potential ofanything, you have to take risk
right.
And so it's very easy forleaders and this is actually
where I think people get intoleadership.
(08:39):
Shock is that they have a setof behaviors and principles that
they've used throughout theircareer.
They come into a new role Oftenit has a much broader scope,
and so they are risk averse.
They're nervous about their newrole.
So what they do is I am goingto be the same leader I was in
the previous role.
But guess what If you were thedirector of finance and now
(09:00):
you're the VP of finance?
Those are two very differentjobs.
Those roles are very, verydifferent, and the strengths you
bring, the value that you bringto the role, is very different.
So people are very risk averse.
So what they do is they don'tchange, they don't try anything
new.
They try what worked in thepast, and that's what gets them
in leadership shop.
Speaker 2 (09:20):
I think a lot of us are risk averse.
We don't want to do anythingthat's going to upset the apple
cart, so to speak.
But in leadership, that's kindof our job, our role, in many
ways, and our next guest hassomething to say about that.
Back in May we had I don't knowif I'd say it our most fun, but
certainly a very, very fun lotsof laughter interview with
(09:42):
Stephanie Krevins, anaccomplished life coach and HR
consultant.
She's also the host of the HotMess Hotline, a podcast for
ambitious leaders who want todrive impactful change, and in
this clip here she's going toexplore, or just kind of give a
thought on, the balance betweenadaptability and stability in
leadership, and she highlightshow understanding your
(10:03):
relationship with change,whether you are for it or
against it, can really lead tobetter collaboration.
Make sure that you check outher full episode to discover how
adaptability can be asuperpower for leaders and teams
alike for leaders and teamsalike.
Speaker 1 (10:31):
Everything can be learned and figured out.
And, brian, I'm just going tocontinue with this whole
adaptability fabric that youtaught.
I just I love that notion, thisidea of being adaptable and
understanding how adaptabilityis ingrained in you, I think, is
really an amazingself-awareness point for any
leader Like you have tounderstand your relationship to
change, and that's a lot of whatwe teach people is what's your
(10:52):
relationship to change?
How can you leverage it?
Because the fact of the matteris is I am too adaptable to
change.
I can drive change so soquickly, that's not always the
right solution.
The people that hold stabilityin organizations hold
institutional knowledge, hold.
This is what needs to stay thesame so these other pieces can
(11:13):
grow.
They are equally as valuable inthis world.
They still need to understandthe relationship to change.
And then the people who movetoo fast need to be able to work
with the people who move quoteunquote too slow, because that's
what makes the world work.
Speaker 2 (11:28):
I love that idea of needing to understand your
relationship to change and goingtoo fast or too slow.
And maybe how do you adapt andbe resilient in the midst of you
know when one of those changemoments is not going the speed
that you want it to be?
And in November here, not toolong ago we chatted with Russell
Harvey, the resilience coach.
(11:50):
He was all the way in the UK.
It was very late for him, butwe still had just a delightful
conversation as he eagerlyawaited to get the score of his
football match.
He was, I think, had itrecorded.
But in this clip Russellreframes resilience as thriving,
not just surviving, which issometimes, I think, what we
think that it is.
(12:10):
He shares how a mindset ofadaptability and curiosity can
shift how we navigate challengesand changes.
Make sure you check outRussell's full episode for a
couple of practical tips oncultivating resilience and
thriving in both life andleadership, and everywhere.
Speaker 8 (12:31):
There's some research that says that the adaptability
part of the wheel, it's justgot extra legs to it.
So those people that make thechoice, the behavioral choice,
to spend a third of their timeengaging with their adaptability
, openness to change, curiosity,then they get themselves into
(12:52):
this place called thrive, ratherthan coping and surviving.
Most people believe that theyare only being resilient when
they're coping and surviving.
It's actually no.
Resilience is that you shiftaway from those two and you
shift into thriving.
It doesn't necessarily meanthat the challenges that you
face are suddenly diminished orbetter.
How you think and feel aboutthem has completely shifted,
(13:16):
your understanding about how youcan manage them, face into them
, overcome them, look them, comethrough them.
That completely shifts whenyou're more resilient.
Speaker 2 (13:27):
Russell shared another story earlier in the
episode about having plans notjust when things go bad, but
ideally having plans in placebefore things go bad, being able
to pivot and change and reallylook at a lot of different
things at once.
And our next guest talked a lotabout that as it related to the
(13:47):
ideas of Agile.
So again this fall we chattedwith Dennis Stevens, a seasoned
consultant with over 30 years ofexperience in technology,
innovation and organizationalleadership, and Dennis shared
with us the enduring principlesof agile.
There's a link in the shownotes to understand more about
that and the importance ofreally having well formed teams.
(14:09):
He discusses how organizationaldesign can drive success when
aligned with strength.
Some great overlap with ourwork there.
Make sure you check outDennis's full episodes so that
you can understand more abouthow these ideas can transform
your team's effectiveness.
Speaker 9 (14:28):
I think the big industrial complex around agile
is probably dying.
But the things that you do withwell formed teams focused on a
business problem collaborating,learning how to make effective
commitments, the types ofconversations you need to have,
building that fabric that stuffis still super relevant.
It's just a little bit moreabstracted away because it got
(14:49):
lost in the rush for consultingdollars.
You can even teach people tooperate from their strengths and
be better team players, but ifyou don't, from an
organizational design standpoint, create coherence around the
way the teams operate, you mightnot get the results that you
want.
Speaker 2 (15:08):
You may by now be sensing a theme around teams and
how to work with them moreeffectively.
There are so many differentways to do this, so many
different methodologies and tipsand tricks and all kinds of
stuff, however you want to saythat, but right around
Thanksgiving, we chatted withCoach Khan, a renowned
international speaker and authorof the Engagement Blueprint,
and he's also the CEO of FreshBusiness Solutions.
(15:30):
He had a fabulous story and inthis clip, coach Khan speaks to
the transformative power ofembracing adversity as a
learning opportunity, similar towhat some other folks have
shared.
He talks about how this mindsetit differentiates exceptional
leaders from maybe just theaverage ones.
So make sure that you listen tohis full episode for some
(15:51):
insights on building engaged,high performance teams out of
this idea of adversity, howeverthat looks like or sounds like
to you.
Speaker 10 (16:04):
You can embrace the experiences that you have, even
the hardest ones, and you cancarry the trauma, or you can
learn from it and make that alearning opportunity Right, and
different people responddifferently.
Personally, I've chosen to takewhatever hardship adversity
life has brought to me and seenit as a learning experience, as
an opportunity to get wiser,stronger, better and contribute
(16:28):
more, give back more from thatperspective.
So when leaders think that thisis soft, I can tell you it is
not soft.
It is the difference betweenbeing average and being
exceptional.
When you can engage your peopleand ignite the fire in your
team without burning them out,and you can do it the right way,
that becomes your competitiveadvantage in the marketplace,
(16:51):
you are going to outperform.
So to me, this transformationis about truly, truly benefiting
employers and employees,because we all deserve a better
place to show up and give ourbest.
Speaker 2 (17:06):
I don't know how many times we've heard that idea of
like all this leadership stuff,these are the soft skills, Like
that's great if we have time tofit that in, but it's just.
It's so important, as CoachKhan said, that if you're going
to outperform the competition,you have to focus on these
things.
And our last clip here is a bitof an outlier.
We talked earlier this yearwith Maggie Olson, founder and
(17:31):
CEO of Nova, Chief of Staff, andwhat she does is she helps
train and place the chief ofstaff role to high level
executives.
And in this clip well, thewhole episode she really shares
her expertise on adaptabilityand feedback in leadership.
She talks about the fast pacedworld of problem solving and the
importance of emotionalintelligence.
(17:53):
And why I wanted to chat withher when we were connected was
because I think sometimes asleaders, we have this idea that
we need to be doing everythingourselves.
We don't ask for help, or wejust ask for help to print that
report more of almost like adminhelp and that's great and
that's important.
But in the full episode wereally dive into the idea of a
(18:16):
chief of staff and what thatperson can do, really almost as
a partnership for the leader.
So don't miss Maggie's fullepisode to learn just some
practical tools even forleadership, growth and
communication.
Speaker 11 (18:33):
If we are not communicating really quickly and
moving really fast, we're notgoing to be getting done what we
need to get done.
So it's just simply a coreprinciple that we're learning,
testing, failing, moving forwardand always giving each other
feedback.
And in the course, you know, wetalk a lot about how to
approach situations and theemotional intelligence of the
(18:55):
Chief of Staff role and testingand learning.
So in Module 2, there's sixmodules in the course and Module
2 students get 20 or 30templates and it's all about
testing and learning what worksfor you, making things your own,
adopting new practices andprinciples that might support
your leader, and if they do,great.
If they don't, let's move on tosomething else, because we're
(19:17):
all solving problem and theproblems are all different.
So it's important to have thatum, you know, feel quickly, move
forward, give the feedback, askfor the feedback kind of
environment.
Speaker 2 (19:29):
Move forward quickly, give feedback, ask for feedback
.
Those are all the hallmarks ofa good, healthy environment.
Thank you so much for joiningus here today on our 2024
highlight show.
We hope that these clips haveinspired you to reflect, to grow
, to take action as you moveinto the new year.
(19:51):
Please make sure that you goback and you listen to these
full episodes If there'sanything that you want to hear
more about or just dive deeperon.
Each episode also hasadditional show notes and links
to other resources to kind ofhelp you just grow as a leader,
grow as a team leader, grow as aperson, as a parent, as a
partner, as a friend, whatever,or all of those areas in your
(20:15):
life.
Each of those guests has sharedsome invaluable insights that I
think can help all of us becomebetter at those different roles.
And what's unique and hard todo in a highlight show like this
is get the human component.
So I think something that BrianLinda and I are good at is not
just asking these peoplequestions, not just saying like
(20:36):
what's your best tip to be abetter leader, but to really to
gain and glean those insightsand wisdoms through the personal
stories and glean thoseinsights and wisdoms, through
the personal stories, throughthe struggles, through the role
that didn't work out, and sortof use those lessons to
implement into your life.
So, as you consider your ownleadership journey here over the
(21:00):
New Year holiday and you knowbeyond, we really invite you to
reflect on this question.
Here's one question what is onearea in your leadership or
personal life where you can takea small intentional step toward
growth in 2025?
I know I said that the themehere was on teams and building
positive team culture, which itis, but another theme, I think,
is this idea of getting better.
I don't remember where I heardthis, but there's a sports team
(21:23):
or a leadership coach orsomebody this idea of getting 1%
better every day.
How do you do that?
What does that look like?
So here's a challenge to you soyou can actually kind of make
that initial reflection intosomething that can perhaps help
you start.
Strong is write down onespecific action that you're
going to take, you know, today,this week, or maybe just, let's
(21:44):
say, the next 30 days, toimprove how you lead yourself or
others.
It could be practicingself-compassion, it could be
intentionally connecting withyour team, it could be going for
a run, for a walk, eatingbetter, whatever it is, maybe
it's even taking a risk thathelps you grow.
Whatever those things are,share it with someone that can
(22:06):
keep you accountable, that canhelp you stay the course towards
this goal in the new year.
Remember, leadership is ajourney, it's not a destination.
I know that that's such acliche, but it's that way
because it's true.
There's some things in life thatyou feel like the
accomplishment is the end goal.
The accomplishment is thetrophy, or the big payday, or
(22:29):
the title in a new role, orcrossing the finish line,
whatever that looks like.
But I think what I'm learningmore and more is it's the whole
process along the way, andsometimes in leadership, in our
jobs, in our life, parenting,whatever it is like, that finish
line, so to speak, is just sonebulous.
So how do you ensure that youare growing into the better
(22:51):
version of yourself, that youare making all of these
intentional steps so that thejourney, the process of this
thing that we're doing calledlife, is rewarding, is valuable,
is not without its challengesand disappointments, but it's
something that we can continueto get better at.
So here's to ending 2024 withgratitude and stepping boldly
(23:12):
into 2025 with purpose.
We can't wait to see how yougrow in the new year.
Speaker 1 (23:17):
Thank you.
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