February 19, 2025 • 40 mins
What if understanding cultural nuances could transform your leadership style? Engage with our enlightening conversation featuring Toshe and Jesse Temelkoff, the dynamic duo behind Leader Impact in North Macedonia. Explore the intriguing intersection of Macedonian culture and leadership, as Toshe—a concert pianist and emotional intelligence expert—reveals how the laid-back nature of Macedonian society shapes its leaders. From the tradition of building relationships over coffee to the lingering influence of socialist leadership, we delve into the complexities of leading in a culture that values loyalty and friendship. This episode promises a captivating look at how cultural context informs leadership styles and decision-making processes.
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 3 (00:06):
Welcome to the Leader Impact Podcast.
We are a community of leaderswith a network in over 350
cities around the worlddedicated to optimizing our
personal, professional andspiritual lives to have impact.
This show is where we have achance to listen and engage with
leaders who are living this out.
We love talking with leaders,so if you have any questions,
comments or suggestions to makethis show even better, please
let us know.
(00:26):
The best way to stay connectedin Canada is through our
newsletter at leaderimpactca oron social at Leader Impact.
If you're listening fromoutside of Canada, check out our
website at leaderimpactcom.
I'm your host, lisa Peters, andour guests today are Toshe and
Jesse Temelkoff.
Speaker 1 (00:45):
Perfect.
Speaker 3 (00:47):
Toshe.
Toshe is a concert.
Thank you, that was a tough one.
Toshe is a concert pianist andhas performed broadly across
Europe and the US.
These days, he combinesspeaking into his program to
complement leader impact events.
Jesse, originally from theUnited States, is a writer, an
artist, and loves her garden.
In 2017, tosie and Jessefounded Leader Impact in North
(01:09):
Macedonia and today they serveas strategists on the Global
Field Strategies team.
Here they represent Europe asregional leaders for Leader
Impact Europe.
Along with their leadershipgroup, they facilitate the
growth and expansion and processacross the continent and to
support this role, toshay has aseat in the European leaders
community of Agape Europe.
They consider it a great joy tobe part of the developing
(01:31):
leaders journey in Macedonia andbelieve in investing deep in
this process and seeing leadersbreak through barriers,
experiencing transformation andincredible impact along the way.
Toshay and Jesse have beenmarried for 18 years and her
parents to five kids ages 15down to six, four boys and a
girl.
They home educate their kids,enjoy mountain skiing and hiking
adventures in their beautifulMacedonia.
(01:53):
Welcome to the show, tosha andJesse.
It is great to see you.
Speaker 1 (01:58):
Thanks for that great introduction.
Speaker 2 (02:00):
Thank you, lisa, it's great to be with you.
Speaker 1 (02:01):
That's a little too much.
Speaker 3 (02:03):
Well, it's funny, it's not too much, it is
fantastic and it is wonderful tomeet you.
It's sometimes the phonetics Iget stuck on.
Oh, you did great, thank youand I had to laugh that you said
that because I'm like oh, Iknow I write it phonetically and
am I getting it right?
So how is the weather inMacedonia?
Speaker 1 (02:22):
It's not the best right now, although we have the
mountains, and the mountainshave snow, and so we're
expecting the ski season to openup.
Looking forward to some goodskiing.
Speaker 3 (02:33):
Yeah, yeah, it's minus 22 degrees Celsius here
and we have no mountains.
No, there's no fun.
It's just cold, yeah.
So I am excited to talk withyou today Because of the whole
global leadership this the worldhas opened up to, dealing with
(02:53):
different countries and dealingwith different people, and I
think to be an effective globalleader or to lead multicultural
teams, you have to be ready forthe challenges, and it's
positive.
So I am excited to talk to youabout the differences.
I think you know you are thepeople to talk to in Macedonia.
So, Toshe, I would love tostart with you and just ask you
(03:13):
describing the Macedonianculture and how leaders are
perceived there.
Speaker 1 (03:19):
Yeah, macedonian culture is very laid back.
I did analysis because I'm anexpert.
We should have added that inour CV, our introduction.
I'm an expert in emotionalintelligence.
I've taught and back in the dayI was actually interested in
the upgrade which is socialintelligence to understand
(03:41):
cultures and their backgroundand their history.
So I've analyzed our culture alot and it's phlegmatic.
It's very laid back, very calm.
We don't want any fights withanyone.
We like to be friends, we'revery loyal, and so, when it
comes to leadership, I gostraight to that aspect.
(04:03):
The leader has to know a lot ofpeople and has to be able to
drink a lot of coffeesthroughout the day, because
we're a coffee culture.
I don't know about Canada, butyou go out in the middle of the
day every single day, monday toFriday or Monday to Sunday.
All the cafes in downtownSkopje, our capital, are full of
(04:23):
people and they're at work.
That's where they work, and so,as a leader, you need to know
how to navigate that and how toschedule your coffees, how to
build relationships and who areyou going to meet with?
What's your topic going to be,or is it just going to be a
laid-back conversation and letthem initiate?
(04:43):
So, again, as a leader, seeingthe things through the people
that you lead, through theireyes, and experiencing what
they're experiencing, is thebest way.
There's still a little bit ofleftover.
Even in my experience leadingleaders, there's still a lot of
leftover of socialism.
(05:04):
Now you hear me say socialism,but not communism, because in
Macedonia we did not like theword communist or communism.
We had a socialist republicback in the day on their tito
and we loved that time, and sowe still have a little bit of
(05:25):
remnants from that style ofleadership where you just want
the best for everyone andeveryone loves you and then
eventually people will get tiredof you and they will want to
kind of replace you for someoneelse.
But not a lot of teamleadership, not a lot of shared
leadership, not a lot of sharedleadership.
When someone is up on top, it'sinteresting how they just want
(05:50):
to get as far away as possiblefrom the next level of people
that they lead and they have somuch decision-making alone, all
by themselves, and they don'teven discuss it with anyone, and
so we still have to deal withthat.
Again, not ideal, but that'show it is.
Speaker 3 (06:10):
Interesting that you talked about they'll go for
coffee Monday to Sunday.
Coffee shops are always full.
I find that because right nowit is 8 o'clock for you at night
and it is in the middle of theafternoon, and when I scheduled
this my mind was make it bestfor you, your working hours, but
now, listening to you, it'slike it's eight o'clock at night
(06:32):
for you guys just work.
I'd like I would love to have aconversation on balance.
Speaker 1 (06:35):
No problem for us working at night.
That's another aspect of ourculture.
We're very night culture.
So when it comes to I'll givean example putting kids to bed,
no kids of Macedonian parents goto bed before 10 o'clock, and
so they can even push farther,into 11.
Even our kids have pushed evenfarther, but again, the coffees
(06:58):
can go late in the night.
Right now, downtown is full ofpeople.
Speaker 3 (07:04):
Yeah Well, the Canadians are so nice, we want
to accommodate yeah it's, it'sperfect, it'll work out.
Yeah, thank you, jesse.
I would like to ask you justyou grew up in the United States
.
Do you see any differences?
I mean, I'm seeing and I'm aCanadian, but do you see any
differences in what femaleleadership looks like in the US
(07:28):
versus Macedonia?
Speaker 2 (07:30):
Okay.
So as I approach, Lisa, thisquestion, I have to frame it a
little bit, I have to give alittle bit of context.
As you can imagine, I havereceived some form of this
question of what are thedifferences, which often leads
to the next question of, well,which is better over the years?
And so I tread very honestly,but I also tread with a high
(07:58):
dose of honor and respect in theway that I approach this topic
of differences.
Respect in the way that Iapproach this topic of
differences.
I'm almost to the point whereI've lived half of my life in
the US and half of my life herein North Macedonia, and so I
carry just really high respectfor both.
And what I tend to do, myapproach as I observe
(08:22):
differences or note differencesseeing is a theme.
Seeing and noting is a themefor me.
But what I really try to do iskind of create this third
category of taking the best andseeing the best, finding the
best, and create this thirdcategory of let me see how I can
(08:42):
be influenced by the best ofboth cultures.
And then you know, in our roleit goes beyond.
But with that framing I cananswer.
I can say that I do see probablya lot of more openness to
teamwork and approach in femaleleadership in the US.
(09:05):
Lots of innovation on bothsides.
Creativity, probably I see alot of creativity in female
leaders that I've observed inthe US Servant, servant, heart
servant, prepared to just enterin and work hard.
And then, on the Macedonianside, some wonderful qualities.
(09:25):
I have to say that I don't know.
So I you know, you heard, I'm amom of five.
I don't know any other motherwho's not a working mom in
Macedonia.
So these, these women just um,they're very professional, they
are prepared, they're ready,they are on top of it.
Um, they are prepared, they'reready, they are on top of it and
(09:48):
very highly qualified women.
So, yeah, I'm getting the bestof both worlds and getting to be
touched, to have all of thattouch me, yeah.
Speaker 3 (09:56):
That's a great and it's a great answer, I think,
honoring and respecting both.
I mean you're in a position.
You are a global leader and I'msure you know and I want to
talk about it later but justthere's so many cultures around
you and so many differentcountries, so I appreciate that
just honoring, respecting bothand highlighting that you're
(10:18):
going to make a third, you'regoing to take the best of
everyone.
I really love that.
Tosha.
Back to you, I want to talk alittle bit about challenges and
strategies.
What type of leaders arerespected in your culture and
how do they compare to thehighest calling in leadership,
which is serving?
Speaker 1 (10:36):
That's a great question.
When it comes to havingknowledge in all areas of life,
it's very important for for amacedonian leader and to be
involved in a lot, of, a lot ofactivity, very active and, I
would say, verbally.
Uh, the people that have a waywith words, that know how to
(11:00):
manage a situation and enter ininto some kind of difficult
situation and figure out how tocontrol their words and manage
those types of troubles, I wouldsay that come are typically
respected the most and we,opposing to other cultures, we
(11:21):
do not respect a lot of speakingqualities.
For example, if someone hasthis amazing public appearance
and they're a great speaker.
In the past it's funny we'vehad several leaders that had a
speech impediment and thatdoesn't bother any of the
(11:44):
Macedonians because thoseleaders have shown qualities in
other ways.
They don't have to be amazingspeakers, they don't have to
look great, but they're goodwith people, they manage that
very well.
But when it comes to servantleadership no-transcript, there
(12:37):
is a need here to even be anexample of that kind of a leader
, to even be an example of thatkind of leader, and so Jesse and
I really try to be an example,because a lot of times we host a
lot of times.
We help a lot of times thepeople that are next level under
us.
They know everything about ourlives we're not.
(13:00):
As we walk through challenges,we share.
When we're broken, they know,and when we struggle, they also.
We ask for their help and allthat, and so, yeah, it's a good
opportunity for us to do thathere.
Speaker 3 (13:17):
So what I'm hearing is the leaders, the higher
leaders.
They are creating this space.
Speaker 1 (13:22):
Exactly.
Speaker 3 (13:23):
They don't want to come out of their offices.
No-transcript, that's theculture.
How is their mental health?
Because I know in Leader Impactwe come together because it is
lonely, we come together becausewe're in our offices and we
want to come together.
Speaker 1 (13:45):
And again.
Leader Impact in Macedonia hasexisted for seven years and
we've seen hundreds, hundreds ofleaders join and just talk
about Leader Impact as their oneand only place, where nobody is
judging them, Nobody's askinganything from them.
(14:07):
This is a time where businesscan be put aside and we're just
you know, talking about life,and so it's good stuff.
Speaker 3 (14:16):
Great.
Thank you Toshe, jessie.
Speaker 2 (14:23):
I want to ask you about unique challenges you face
as a female leader in Macedonia.
Okay, well, lisa, I can outlinemy greatest challenge pretty
easily, and I would name that asbeing relevant.
Actually, and now we go back tothe differences topic.
I can't get away from beingdifferent, even though I've
lived almost half of my lifehere, even just starting from
(14:44):
our turning from the point ofour family size.
Family sizes are pretty smallin Macedonia.
So when our family walks outthe door, we are.
So when our family walks outthe door, we are.
We, you know, eyes are on us,and I have a cultural guide, my
colleague Anna.
She has told me along the waythat there's kind of this trend,
(15:07):
this, maybe it's unspoken, Ithink it's mostly unspoken, but
that you that it's not lookedupon well to stand out, I think
it's mostly unspoken, but thatyou that it's it's not looked
upon well to stand out, and so,but, like I said, I can't get
away from standing out.
So I have to, you know, filterall these cultural cues, and I,
you know, I'm looking, then, atthe lens of the, the, the women
(15:32):
that I interact with, and Iinteract with standout women all
of the time, and so, then,considering their pathway to
filtering through this messageof you know, don't stand out,
and how they you know how theyput all things into perspective.
And then for me, putting thingsinto perspective in our line of
(15:54):
work, working with LeaderImpact, I think okay if the eyes
on me means that you know, thatfirst impression of being
different and interesting, youknow, then gets me to the second
meeting and the third meetingand then helps me to get to the
place where I think I can berelevant.
(16:15):
And the relevance comes whenyou know I can approach another
female leader with curiosity, asa learner, being yeah, just
being ready to invest in thatrelationship.
Then this is how I push throughmy greatest challenge of being
relevant.
Speaker 3 (16:36):
You're really breaking a barrier as a leader,
because if being different islooked upon, as you know, you
don't want to stand out.
You have to break that.
And I don't want to be anysmaller Like I want to sparkle
right, like in Canada.
I'm a very tall woman, so Iwalk into a room as well, I
(16:56):
stand out, um, but you know fivekids.
You're already someone's going.
Oh, you got five.
I'm just gonna say out loud oh,you've got five kids.
How could you be a leader?
You better stay home, or youknow you right, or a woman that
is always looking great.
Well, you spend way too muchtime like we're just judging,
yeah, so, and maybe I'm wrong,like I just I just hear you
saying just, it's not, it's notgood and we have to break those
(17:19):
barriers yeah.
Speaker 2 (17:20):
So I'm definitely, you know, being one a person who
is sensitive to the culturalcues around me, I have sense
that it, um, that I again it'sall about framing, so so I I've
just chosen to embrace it, thatif that gets me through the door
or that, you know, sets thestage for me to get, to get
(17:43):
where I want, then I'm going tolook upon it as an opportunity
and you know I also like tosparkle.
Speaker 3 (17:52):
You keep sparkling oh thanks.
Well, this one comes back toyou, jessie.
I'm wondering, just talkingabout our regional leadership,
and how do you approach growing,the leader impact movement with
members from diverse culturalbackgrounds?
You have language barriers, youhave varied economic status,
like it's all around you.
How do you approach growing?
Speaker 2 (18:12):
that.
Yeah, thank you for thequestion.
Love this one, love all of them.
How do you approach growingthat?
Thanks for the question.
Love this one, love all of them.
So my first kind ofencouragement or practice is to
stay fascinated.
I think I am amazed that we getto be in this position.
I'm full of wonder that we getto relate to people of so many
different cultures, that we getto rub shoulders, be sharpened,
(18:38):
you know, by by each other, thatwe get to encounter all these
people full of passion, that weget to share a common goal and
move forward with.
I was remembering, I wasremembering a conversation that
I was having with a colleaguefrom Armenia a couple of years
(18:59):
ago and it was over a casualdinner and he was telling me all
about his country and itreminded me it took me back 20
years ago of when I first cameto Macedonia and I went through
I definitely went through ahoneymoon stage where I was
(19:19):
fascinated by everything, butover time and with challenges, I
have realized it's just again.
It's all about the lens throughwhich you see things and so,
seeing these challenges of umworking with many countries from
(19:41):
um people with differentlanguages, size, size of their
nations, um, uh, and variedeconomic status.
That that um keep coming backto.
How I see things is verycritical and I did want to kind
of give a personal journey typeof example.
(20:06):
When we entered into this role afew years ago, our organization
had just gone through a hugereorg, organization had just
gone through a huge reorg and um, we at the time had the leading
up to that time in our.
We were two regions withineurope eastern and central
europe and western europe and um, we quickly realized that there
(20:29):
was a, there were quite um,there were, there was a
different culture within our ownorganization within these two
regions.
And when we merged and webecame All One Europe, which we
stepped in and inherited all ofEurope, we're the first regional
leaders that have all of Europeas our scope for leader impact,
(20:53):
all of Europe as our scope forleader impact.
And so we came in where we hadmostly leader impact in the
eastern and central side ofEurope was more developed.
And then coming to the big taskof how does eastern and central
influence western, moredeveloped countries, influence
(21:19):
Western, more developedcountries?
And you know, we didn't have,we weren't even all branded the
same under leader impact.
So these were just hugechallenges that we needed to
face right out of the get-go,and a lot of them we are still
tackling today.
But a lot of trial and error, alot of finding the right people
to have around us, to partnerand really um seeing our people
as our greatest asset get youknow, um getting to know where
(21:42):
their unique gifts are these areall part of that journey yeah.
Speaker 3 (21:47):
Well, we will continue to stay fascinated.
We will continue to askquestions.
You know, yeah, I love that allright.
Thank you, jesse.
Uh.
To you, toshie.
You know, yeah, I love that,all right, thank you, jessie.
To you, tosha.
You helped start Leader Impact,the movement in your country
that grew to the point where youcould delegate leadership and
entrust the movement to a verysuccessful couple.
What have you learned throughthat process?
Speaker 1 (22:09):
That's a great question.
When it comes to how does aleader grow when they're leading
and as they're leading, andagain, anything that I do, I try
to find a topic, something thatI can focus on that.
I'm not so great at that, I cankind of get better, and so one
(22:32):
of those again, I'm Macedonian,kind of get better, and so one
of those again, I'm Macedonian,I come from this culture and
delegating is not one of thosethings that comes naturally to
me.
I would like to do it all bymyself, and if someone does it,
I don't like it how they've doneit and I'll do it again and
repeat and correct.
(22:54):
And so through this process, Iactually had several people, so
again being surrounded byleaders who have freedom to
speak into your life and toremind you of what is good and
what is not so great about whatyou're doing.
And so I had several peopleremind me that delegation is a
(23:17):
huge part of leadership and thatI'm not doing well in it.
And so, when it comes to havingpeople around me, sure, yeah,
I'll have a team, I'll haveseveral people, but then again
ask them, how much did you havein that decision that you as a
team did?
Or when you give an idea in theteam, stosha kind of shut it
(23:41):
down and he takes over and putshis idea.
Yeah, a lot of times that wasmy reality and I admit it was
not something that I'm proud of,but eventually I got the
courage and I started entrustinga lot of things without having
a lot of say in it.
(24:03):
And the biggest proof actuallyfor that is in Macedonia we
still celebrate Christmas onJanuary 7.
So we're following this oldcalendar, the Gregorian calendar
, but we as a family wecelebrate Christmas both on 25th
(24:24):
and December and 7th of January.
But our team now that isleading the national ministry
and the leader impact inMacedonia.
They scheduled a meeting onChristmas Eve, december 24th a
huge event and we have to bethere.
So I didn't have any say inthat decision and I'm pretty
(24:48):
sure if I was at that meeting Iwould have said wait a second
Christmas Eve.
That's not going to work for me.
But this is Macedonia.
We need to adjust.
So that's one of the examplesthat we've seen this couple,
ilya and Anna, just take overand do things the right way, a
lot better than me and, wouldyou say us well.
Speaker 2 (25:13):
Sure.
Speaker 3 (25:14):
Agreed, you know, agreed.
Good for you.
It is very hard, but tosurround yourself, you know, you
talked really about justsurrounding yourself with the
right people and to begin totrust them, and I think that's
what leader impact is, becauseit is hard and you think you're
doing great, it's like you needto.
You know, let go of that.
Exactly.
I did a podcast and I oh, Ican't remember and he said, let
(25:41):
go, let god, lisa, okay, that'sit, thank, yeah, thank you for
sharing that, because I don't, Idon't think you're alone, so to
to say that is is very thankyou, um, all right.
So, uh, our last question is isa little bit about personal
(26:07):
development and training.
So to you, you Toshe, you'renow leading across many
languages and cultures.
Speaker 1 (26:15):
What are the challenges there and what are a
local involvement and the peoplethat are close to you.
You want to influence them andhave an impact in their lives of
hundreds of thousands.
And when I say that again, I goback to that very, very
(26:38):
important lesson that don't doit alone.
Don't do it Even.
Don't make decisions alone,Don't walk alone.
And so, surrounding ourselves,together with this team of
people that are super amazing,they're from five different
nations and they all haveexperience leading nationally
(26:59):
and some of them even globally.
They've been on hugedecision-making seats and they
see things that they're verydirect.
Actually, just today, I receivedthis long, long email from one
of them because he's concernedabout an issue that I really
(27:19):
don't see.
It's kind of like a blind spotfor me, but he is really clear
that something that we're doingis not going to work.
We're organizing this hugeevent in Berlin and he wants to
say, nope, let's not do it.
And I was like I was shocked.
I was reading that email, I waslike he knows what he's saying
(27:41):
and he's definitely hitting on ablind spot.
That when I said let's do theconference in Berlin, I thought
I felt good about it.
I thought it was a great idea.
I thought it was going to besuccessful and lots of people
would join.
I thought it was going to besuccessful and lots of people
would join.
And he's even thinking thatnobody will be excited about
this Berlin meeting.
(28:01):
And he's giving the examples,the reasons why and he went even
in the past of how we've doneso many of these things and
somebody got really excitedabout them.
And then what?
And so he's definitely I haveto set up a meeting with him and
he's on a good track of findingout how can we do it better
(28:24):
this time and what not to do.
And so, when it comes toleading people that are from
different nations, I for somereason have a little bit of
advantage in that, becauseMacedonia is in this time and
(28:45):
place where we have to learn alot of languages, we have to
know a lot of cultures.
You drive two hours north,you're in a different country.
Two hours east, differentcountry Two hours west, so we're
landlocked.
And so when it comes to leadingpeople from different cultures,
again I have a way to beinteresting for them, and I'll
give an example that we had anevent in Albania and I was
(29:11):
giving a speech and I wasplaying a concert.
Albanian is not even close toMacedonian.
Macedonian is a Slavic language.
Albanian, I think, belongs tothe Roman Italian type of
languages and we have a lot ofAlbanians in Macedonia.
So I've picked it up a longtime ago and I had to remind
(29:36):
myself.
But again, I memorized thesethree sentences before I started
speaking in English.
I memorized these threesentences in Albanian and I said
and now I invite my translatorto come to the stage and
translate for me and everybodythought that I was going to
continue to speak in Albanianand they just loved it so much.
(29:56):
Again, to bridge the barrierbetween cultures, you just say
some things in their languageand maybe even learn some
phrases along the way to answeror to ask some questions and
you're at a different level oftrust.
It's super great.
Speaker 3 (30:17):
I love that.
You know and you talked Jessetalked about just continue to be
fascinated, continue to askquestions, continue to be part
of the learning.
I recently was at an event andI sat down with an elder and
just started asking himquestions and he engaged.
Incredible.
Just that I had taken the timeand I wasn't embarrassed,
(30:41):
whereas maybe a couple years agoI just I shouldn't really talk
about this.
But so thank you, because Ithink more of us need to just
ask.
We don't need to lead alone, weneed to trust, we need to.
We don't need to walk alone.
So I appreciate that, jesse, asa mother and a leader, what do
we need to inspire and grow thenext generation of leaders?
Speaker 2 (31:06):
So I'm thinking back on this question it just was
another little tidbit of findinguniversals.
I think is also just a helpfulpractice, a way to build those
bridges.
So how can we inspire the nextgeneration?
Oh, I think that there'sdefinitely the element of us
(31:32):
being our real, authentic selvesand finding and discovering,
going that road of finding ourunique contribution, you know,
and living it, living abundantly, living it out fully,
stretching ourselves, growing,taking next steps.
I think that we honor thosecoming behind us when we live
(31:54):
that way, that we honor thosecoming behind us when we live
that way.
Also, the same type of themesof spending time with them being
invested I mean intentionallyinvested in them, not just
(32:19):
sharing our knowledge, butcoming alongside, you know,
celebrating the wins.
You know acknowledging thelosses or failures.
You know the let's get back upand going together as much as
you as we can.
Yeah, I mean, when I look at thepeople who have inspired me, I
think I've been more touched notby their credentials or their
(32:41):
list of achievements, but by theinterest that they've taken in
me and I mean I have repeatedthat phrase so many times Thank
you for taking an interest in me.
It just means so much.
So I think that's one way.
And then I have my personalpractice of reading aloud to my
(33:03):
kids.
So I just think stories aresuch a way that we can expose
whether it's, you know, whateverform, if it's visual form or if
it's in written form just toheroic stories and tales of
people who've persevered andovercome, and I think any kind
of exposure like that istimeless and will serve, you
(33:27):
know, serve generations to come.
So, yeah, I have lots offavorites that I've shared with
our kids that I think have done,have shared with our kids that
I think have done, hopefullyhave done just that preparing
them for the trials and the joysand the things that they will
need to face in their journey.
Speaker 3 (33:48):
Yeah, I love that.
You know, when you look at amentor, you look at someone.
It's not always the credentials, it's the time they took to
share with you.
And I love the sharing of thestories because I don't think
that's just a children thing.
I think as adults we can sharestories of great people we've
met and the storytelling rightit's so impactful so we just
(34:09):
take it to the coffee shop.
Speaker 2 (34:12):
Yeah, it's very applicable for any space.
Speaker 3 (34:16):
Yeah, okay, I'm going to ask you one final question.
I know I said I was done, but Igot to ask you.
We always talk about legacy onour podcast, so, as leaders, to
both of you, if you have oneanswer or both, but what do you
hope your faith legacy to bewhen you leave this world?
Speaker 1 (34:32):
It's interesting that you put that faith word there.
Interesting that you put thatfaith word there.
So I would admit that I've beenon this journey for quite a
long time now and just askingGod to each year give me three
disciples that I can focus on.
And so in the past it has beensporadic, Some years have been
(34:57):
two or three, some years it'sbeen more.
But keeping in touch with somany of those people and seeing
that list grow and never stopgrowing and again I have so many
people that have come andthanked me for introducing
(35:17):
someone to Jesus and thenthey've introduced someone else
to Jesus it's the best responsethat you can have, or best call
that you can have, or best thankyou from someone.
And yeah, I want to keep livingthat way.
Speaker 3 (35:34):
Yeah, because your three grows exponentially right.
Your three tells, three tellsthree.
Speaker 1 (35:37):
Yeah, Cause your three grows exponentially right.
Speaker 3 (35:38):
Three tells three, tell three.
Speaker 2 (35:39):
Yeah, and Jesse faith legacy I need to answer this,
uh, so I've always kind ofconsidered, um, that I've been
given a gift of kind of achildlike faith.
Uh, maybe that's why I gotgranted so many children, uh,
but I, I, I in when I think ofmy legacy, I think of an
(36:02):
atmosphere that hopefully willbe passed down through the
generations, of just approachingit as an adventure, seeing it
as something contagious, really,that is to be shared and passed
on, as Tosha was saying, andyou know, we hope that our
(36:22):
children walk in this legacy andwe just considered a tremendous
privilege to, yeah, to sharethese values with them as we
raise them.
But I would just finish withnoting you know, when you go
through your life, you, you, you, you think about where to
invest your time and yourtalents and your part of
(36:44):
something that is just so muchbigger than us that we have.
We can only accomplish it whenwe are, yeah, shouldering up,
(37:05):
when we are coming alongsidemany, many others, and so I hope
that the legacy that we are apart of the story of Leader
Impact will really be a powerfulone through through for
generations to come across thewhole entire globe, especially
here in Europe where we'refocused, that there will be
(37:27):
transformed.
Lives of leaders, who who leanso intentionally and with
support of one another and toimpact that that just you know
faces, the you know of nationsand cities and um are, are
positively changed.
So I, we've definitelyintentionally aligned with
something, a vision that's justso far beyond what we can
(37:48):
accomplish alone, yeah, so well,we are at leader impact, about
building the movement.
Speaker 3 (37:53):
So, um, I thank you both just for sharing and I love
that.
You, you, each year you choosethree and sometimes it's two,
but you know I sometimes I wantmore, but it's like if I could
change one life or if I couldtalk to one person.
You know one person may talk toanother.
You know it.
As I said, it grows.
So thank you for sharing that,that it doesn't have to be a
(38:14):
whole church, it can be a person.
You know, just start somewhere.
So I want to thank you both.
I have written so many notes.
I'm like I'm going to follow up.
It's so good to speak toleaders outside of Canada, so I
thank you for taking your time.
Now, if anyone wants to reachout, find out more about you,
find out about even LeaderImpact in Macedonia, is there a
(38:36):
way that they can find you?
Speaker 1 (38:38):
I think the best way is the leaderimpactcom website.
We've updated it and upgradedit, and so you can go in there
and find all of us, find all ourregions.
Actually, everything isavailable.
For someone that wants to startLeader Impact.
They can do it immediately byclicking some of those I'm in
(39:01):
buttons.
Speaker 3 (39:03):
I'm in Awesome.
Well, I want to thank you bothfor joining us.
It has been it just it's been apleasure to spend this time
Thank you for having us.
You're welcome, all right.
Well, I want to thank everyonefor joining us.
If you're part of leader impact, you can always discuss or
share this podcast with yourgroup.
And if you're not yet part ofLeader Impact and would like to
find out more and grow yourleadership, find our podcast
(39:24):
page on our website atleaderimpactca and check out our
free leadership assessment.
You can also check out groupsavailable in Canada at
leaderimpactca or, if you'relistening from Macedonia or
anywhere else in the world,check out leaderimpactcom or get
in touch with us by email.
Info at leaderimpactca and wewill connect you.
And if you like this podcast,please leave us a comment, give
(39:46):
us a rating or review.
This will help other globalleaders find our podcast.
Thank you for engaging with usand remember impact starts with
you.
Welcome to the Leader Impact Podcast.
We are a community of leaderswith a network in over 350
cities around the worlddedicated to optimizing our
personal, professional andspiritual lives to have impact.
This show is where we have achance to listen and engage with
leaders who are living this out.
We love talking with leaders,so if you have any questions,
comments or suggestions to makethis show even better, please
let us know.
(00:26):
The best way to stay connectedin Canada is through our
newsletter at leaderimpactca oron social at Leader Impact.
If you're listening fromoutside of Canada, check out our
website at leaderimpactcom.
I'm your host, lisa Peters, andour guests today are Toshe and
Jesse Temelkoff.
Speaker 1 (00:45):
Perfect.
Speaker 3 (00:47):
Toshe.
Toshe is a concert.
Thank you, that was a tough one.
Toshe is a concert pianist andhas performed broadly across
Europe and the US.
These days, he combinesspeaking into his program to
complement leader impact events.
Jesse, originally from theUnited States, is a writer, an
artist, and loves her garden.
In 2017, tosie and Jessefounded Leader Impact in North
(01:09):
Macedonia and today they serveas strategists on the Global
Field Strategies team.
Here they represent Europe asregional leaders for Leader
Impact Europe.
Along with their leadershipgroup, they facilitate the
growth and expansion and processacross the continent and to
support this role, toshay has aseat in the European leaders
community of Agape Europe.
They consider it a great joy tobe part of the developing
(01:31):
leaders journey in Macedonia andbelieve in investing deep in
this process and seeing leadersbreak through barriers,
experiencing transformation andincredible impact along the way.
Toshay and Jesse have beenmarried for 18 years and her
parents to five kids ages 15down to six, four boys and a
girl.
They home educate their kids,enjoy mountain skiing and hiking
adventures in their beautifulMacedonia.
(01:53):
Welcome to the show, tosha andJesse.
It is great to see you.
Speaker 1 (01:58):
Thanks for that great introduction.
Speaker 2 (02:00):
Thank you, lisa, it's great to be with you.
Speaker 1 (02:01):
That's a little too much.
Speaker 3 (02:03):
Well, it's funny, it's not too much, it is
fantastic and it is wonderful tomeet you.
It's sometimes the phonetics Iget stuck on.
Oh, you did great, thank youand I had to laugh that you said
that because I'm like oh, Iknow I write it phonetically and
am I getting it right?
So how is the weather inMacedonia?
Speaker 1 (02:22):
It's not the best right now, although we have the
mountains, and the mountainshave snow, and so we're
expecting the ski season to openup.
Looking forward to some goodskiing.
Speaker 3 (02:33):
Yeah, yeah, it's minus 22 degrees Celsius here
and we have no mountains.
No, there's no fun.
It's just cold, yeah.
So I am excited to talk withyou today Because of the whole
global leadership this the worldhas opened up to, dealing with
(02:53):
different countries and dealingwith different people, and I
think to be an effective globalleader or to lead multicultural
teams, you have to be ready forthe challenges, and it's
positive.
So I am excited to talk to youabout the differences.
I think you know you are thepeople to talk to in Macedonia.
So, Toshe, I would love tostart with you and just ask you
(03:13):
describing the Macedonianculture and how leaders are
perceived there.
Speaker 1 (03:19):
Yeah, macedonian culture is very laid back.
I did analysis because I'm anexpert.
We should have added that inour CV, our introduction.
I'm an expert in emotionalintelligence.
I've taught and back in the dayI was actually interested in
the upgrade which is socialintelligence to understand
(03:41):
cultures and their backgroundand their history.
So I've analyzed our culture alot and it's phlegmatic.
It's very laid back, very calm.
We don't want any fights withanyone.
We like to be friends, we'revery loyal, and so, when it
comes to leadership, I gostraight to that aspect.
(04:03):
The leader has to know a lot ofpeople and has to be able to
drink a lot of coffeesthroughout the day, because
we're a coffee culture.
I don't know about Canada, butyou go out in the middle of the
day every single day, monday toFriday or Monday to Sunday.
All the cafes in downtownSkopje, our capital, are full of
(04:23):
people and they're at work.
That's where they work, and so,as a leader, you need to know
how to navigate that and how toschedule your coffees, how to
build relationships and who areyou going to meet with?
What's your topic going to be,or is it just going to be a
laid-back conversation and letthem initiate?
(04:43):
So, again, as a leader, seeingthe things through the people
that you lead, through theireyes, and experiencing what
they're experiencing, is thebest way.
There's still a little bit ofleftover.
Even in my experience leadingleaders, there's still a lot of
leftover of socialism.
(05:04):
Now you hear me say socialism,but not communism, because in
Macedonia we did not like theword communist or communism.
We had a socialist republicback in the day on their tito
and we loved that time, and sowe still have a little bit of
(05:25):
remnants from that style ofleadership where you just want
the best for everyone andeveryone loves you and then
eventually people will get tiredof you and they will want to
kind of replace you for someoneelse.
But not a lot of teamleadership, not a lot of shared
leadership, not a lot of sharedleadership.
When someone is up on top, it'sinteresting how they just want
(05:50):
to get as far away as possiblefrom the next level of people
that they lead and they have somuch decision-making alone, all
by themselves, and they don'teven discuss it with anyone, and
so we still have to deal withthat.
Again, not ideal, but that'show it is.
Speaker 3 (06:10):
Interesting that you talked about they'll go for
coffee Monday to Sunday.
Coffee shops are always full.
I find that because right nowit is 8 o'clock for you at night
and it is in the middle of theafternoon, and when I scheduled
this my mind was make it bestfor you, your working hours, but
now, listening to you, it'slike it's eight o'clock at night
(06:32):
for you guys just work.
I'd like I would love to have aconversation on balance.
Speaker 1 (06:35):
No problem for us working at night.
That's another aspect of ourculture.
We're very night culture.
So when it comes to I'll givean example putting kids to bed,
no kids of Macedonian parents goto bed before 10 o'clock, and
so they can even push farther,into 11.
Even our kids have pushed evenfarther, but again, the coffees
(06:58):
can go late in the night.
Right now, downtown is full ofpeople.
Speaker 3 (07:04):
Yeah Well, the Canadians are so nice, we want
to accommodate yeah it's, it'sperfect, it'll work out.
Yeah, thank you, jesse.
I would like to ask you justyou grew up in the United States
.
Do you see any differences?
I mean, I'm seeing and I'm aCanadian, but do you see any
differences in what femaleleadership looks like in the US
(07:28):
versus Macedonia?
Speaker 2 (07:30):
Okay.
So as I approach, Lisa, thisquestion, I have to frame it a
little bit, I have to give alittle bit of context.
As you can imagine, I havereceived some form of this
question of what are thedifferences, which often leads
to the next question of, well,which is better over the years?
And so I tread very honestly,but I also tread with a high
(07:58):
dose of honor and respect in theway that I approach this topic
of differences.
Respect in the way that Iapproach this topic of
differences.
I'm almost to the point whereI've lived half of my life in
the US and half of my life herein North Macedonia, and so I
carry just really high respectfor both.
And what I tend to do, myapproach as I observe
(08:22):
differences or note differencesseeing is a theme.
Seeing and noting is a themefor me.
But what I really try to do iskind of create this third
category of taking the best andseeing the best, finding the
best, and create this thirdcategory of let me see how I can
(08:42):
be influenced by the best ofboth cultures.
And then you know, in our roleit goes beyond.
But with that framing I cananswer.
I can say that I do see probablya lot of more openness to
teamwork and approach in femaleleadership in the US.
(09:05):
Lots of innovation on bothsides.
Creativity, probably I see alot of creativity in female
leaders that I've observed inthe US Servant, servant, heart
servant, prepared to just enterin and work hard.
And then, on the Macedonianside, some wonderful qualities.
(09:25):
I have to say that I don't know.
So I you know, you heard, I'm amom of five.
I don't know any other motherwho's not a working mom in
Macedonia.
So these, these women just um,they're very professional, they
are prepared, they're ready,they are on top of it.
Um, they are prepared, they'reready, they are on top of it and
(09:48):
very highly qualified women.
So, yeah, I'm getting the bestof both worlds and getting to be
touched, to have all of thattouch me, yeah.
Speaker 3 (09:56):
That's a great and it's a great answer, I think,
honoring and respecting both.
I mean you're in a position.
You are a global leader and I'msure you know and I want to
talk about it later but justthere's so many cultures around
you and so many differentcountries, so I appreciate that
just honoring, respecting bothand highlighting that you're
(10:18):
going to make a third, you'regoing to take the best of
everyone.
I really love that.
Tosha.
Back to you, I want to talk alittle bit about challenges and
strategies.
What type of leaders arerespected in your culture and
how do they compare to thehighest calling in leadership,
which is serving?
Speaker 1 (10:36):
That's a great question.
When it comes to havingknowledge in all areas of life,
it's very important for for amacedonian leader and to be
involved in a lot, of, a lot ofactivity, very active and, I
would say, verbally.
Uh, the people that have a waywith words, that know how to
(11:00):
manage a situation and enter ininto some kind of difficult
situation and figure out how tocontrol their words and manage
those types of troubles, I wouldsay that come are typically
respected the most and we,opposing to other cultures, we
(11:21):
do not respect a lot of speakingqualities.
For example, if someone hasthis amazing public appearance
and they're a great speaker.
In the past it's funny we'vehad several leaders that had a
speech impediment and thatdoesn't bother any of the
(11:44):
Macedonians because thoseleaders have shown qualities in
other ways.
They don't have to be amazingspeakers, they don't have to
look great, but they're goodwith people, they manage that
very well.
But when it comes to servantleadership no-transcript, there
(12:37):
is a need here to even be anexample of that kind of a leader
, to even be an example of thatkind of leader, and so Jesse and
I really try to be an example,because a lot of times we host a
lot of times.
We help a lot of times thepeople that are next level under
us.
They know everything about ourlives we're not.
(13:00):
As we walk through challenges,we share.
When we're broken, they know,and when we struggle, they also.
We ask for their help and allthat, and so, yeah, it's a good
opportunity for us to do thathere.
Speaker 3 (13:17):
So what I'm hearing is the leaders, the higher
leaders.
They are creating this space.
Speaker 1 (13:22):
Exactly.
Speaker 3 (13:23):
They don't want to come out of their offices.
No-transcript, that's theculture.
How is their mental health?
Because I know in Leader Impactwe come together because it is
lonely, we come together becausewe're in our offices and we
want to come together.
Speaker 1 (13:45):
And again.
Leader Impact in Macedonia hasexisted for seven years and
we've seen hundreds, hundreds ofleaders join and just talk
about Leader Impact as their oneand only place, where nobody is
judging them, Nobody's askinganything from them.
(14:07):
This is a time where businesscan be put aside and we're just
you know, talking about life,and so it's good stuff.
Speaker 3 (14:16):
Great.
Thank you Toshe, jessie.
Speaker 2 (14:23):
I want to ask you about unique challenges you face
as a female leader in Macedonia.
Okay, well, lisa, I can outlinemy greatest challenge pretty
easily, and I would name that asbeing relevant.
Actually, and now we go back tothe differences topic.
I can't get away from beingdifferent, even though I've
lived almost half of my lifehere, even just starting from
(14:44):
our turning from the point ofour family size.
Family sizes are pretty smallin Macedonia.
So when our family walks outthe door, we are.
So when our family walks outthe door, we are.
We, you know, eyes are on us,and I have a cultural guide, my
colleague Anna.
She has told me along the waythat there's kind of this trend,
(15:07):
this, maybe it's unspoken, Ithink it's mostly unspoken, but
that you that it's not lookedupon well to stand out, I think
it's mostly unspoken, but thatyou that it's it's not looked
upon well to stand out, and so,but, like I said, I can't get
away from standing out.
So I have to, you know, filterall these cultural cues, and I,
you know, I'm looking, then, atthe lens of the, the, the women
(15:32):
that I interact with, and Iinteract with standout women all
of the time, and so, then,considering their pathway to
filtering through this messageof you know, don't stand out,
and how they you know how theyput all things into perspective.
And then for me, putting thingsinto perspective in our line of
(15:54):
work, working with LeaderImpact, I think okay if the eyes
on me means that you know, thatfirst impression of being
different and interesting, youknow, then gets me to the second
meeting and the third meetingand then helps me to get to the
place where I think I can berelevant.
(16:15):
And the relevance comes whenyou know I can approach another
female leader with curiosity, asa learner, being yeah, just
being ready to invest in thatrelationship.
Then this is how I push throughmy greatest challenge of being
relevant.
Speaker 3 (16:36):
You're really breaking a barrier as a leader,
because if being different islooked upon, as you know, you
don't want to stand out.
You have to break that.
And I don't want to be anysmaller Like I want to sparkle
right, like in Canada.
I'm a very tall woman, so Iwalk into a room as well, I
(16:56):
stand out, um, but you know fivekids.
You're already someone's going.
Oh, you got five.
I'm just gonna say out loud oh,you've got five kids.
How could you be a leader?
You better stay home, or youknow you right, or a woman that
is always looking great.
Well, you spend way too muchtime like we're just judging,
yeah, so, and maybe I'm wrong,like I just I just hear you
saying just, it's not, it's notgood and we have to break those
(17:19):
barriers yeah.
Speaker 2 (17:20):
So I'm definitely, you know, being one a person who
is sensitive to the culturalcues around me, I have sense
that it, um, that I again it'sall about framing, so so I I've
just chosen to embrace it, thatif that gets me through the door
or that, you know, sets thestage for me to get, to get
(17:43):
where I want, then I'm going tolook upon it as an opportunity
and you know I also like tosparkle.
Speaker 3 (17:52):
You keep sparkling oh thanks.
Well, this one comes back toyou, jessie.
I'm wondering, just talkingabout our regional leadership,
and how do you approach growing,the leader impact movement with
members from diverse culturalbackgrounds?
You have language barriers, youhave varied economic status,
like it's all around you.
How do you approach growing?
Speaker 2 (18:12):
that.
Yeah, thank you for thequestion.
Love this one, love all of them.
How do you approach growingthat?
Thanks for the question.
Love this one, love all of them.
So my first kind ofencouragement or practice is to
stay fascinated.
I think I am amazed that we getto be in this position.
I'm full of wonder that we getto relate to people of so many
different cultures, that we getto rub shoulders, be sharpened,
(18:38):
you know, by by each other, thatwe get to encounter all these
people full of passion, that weget to share a common goal and
move forward with.
I was remembering, I wasremembering a conversation that
I was having with a colleaguefrom Armenia a couple of years
(18:59):
ago and it was over a casualdinner and he was telling me all
about his country and itreminded me it took me back 20
years ago of when I first cameto Macedonia and I went through
I definitely went through ahoneymoon stage where I was
(19:19):
fascinated by everything, butover time and with challenges, I
have realized it's just again.
It's all about the lens throughwhich you see things and so,
seeing these challenges of umworking with many countries from
(19:41):
um people with differentlanguages, size, size of their
nations, um, uh, and variedeconomic status.
That that um keep coming backto.
How I see things is verycritical and I did want to kind
of give a personal journey typeof example.
(20:06):
When we entered into this role afew years ago, our organization
had just gone through a hugereorg, organization had just
gone through a huge reorg and um, we at the time had the leading
up to that time in our.
We were two regions withineurope eastern and central
europe and western europe and um, we quickly realized that there
(20:29):
was a, there were quite um,there were, there was a
different culture within our ownorganization within these two
regions.
And when we merged and webecame All One Europe, which we
stepped in and inherited all ofEurope, we're the first regional
leaders that have all of Europeas our scope for leader impact,
(20:53):
all of Europe as our scope forleader impact.
And so we came in where we hadmostly leader impact in the
eastern and central side ofEurope was more developed.
And then coming to the big taskof how does eastern and central
influence western, moredeveloped countries, influence
(21:19):
Western, more developedcountries?
And you know, we didn't have,we weren't even all branded the
same under leader impact.
So these were just hugechallenges that we needed to
face right out of the get-go,and a lot of them we are still
tackling today.
But a lot of trial and error, alot of finding the right people
to have around us, to partnerand really um seeing our people
as our greatest asset get youknow, um getting to know where
(21:42):
their unique gifts are these areall part of that journey yeah.
Speaker 3 (21:47):
Well, we will continue to stay fascinated.
We will continue to askquestions.
You know, yeah, I love that allright.
Thank you, jesse.
Uh.
To you, toshie.
You know, yeah, I love that,all right, thank you, jessie.
To you, tosha.
You helped start Leader Impact,the movement in your country
that grew to the point where youcould delegate leadership and
entrust the movement to a verysuccessful couple.
What have you learned throughthat process?
Speaker 1 (22:09):
That's a great question.
When it comes to how does aleader grow when they're leading
and as they're leading, andagain, anything that I do, I try
to find a topic, something thatI can focus on that.
I'm not so great at that, I cankind of get better, and so one
(22:32):
of those again, I'm Macedonian,kind of get better, and so one
of those again, I'm Macedonian,I come from this culture and
delegating is not one of thosethings that comes naturally to
me.
I would like to do it all bymyself, and if someone does it,
I don't like it how they've doneit and I'll do it again and
repeat and correct.
(22:54):
And so through this process, Iactually had several people, so
again being surrounded byleaders who have freedom to
speak into your life and toremind you of what is good and
what is not so great about whatyou're doing.
And so I had several peopleremind me that delegation is a
(23:17):
huge part of leadership and thatI'm not doing well in it.
And so, when it comes to havingpeople around me, sure, yeah,
I'll have a team, I'll haveseveral people, but then again
ask them, how much did you havein that decision that you as a
team did?
Or when you give an idea in theteam, stosha kind of shut it
(23:41):
down and he takes over and putshis idea.
Yeah, a lot of times that wasmy reality and I admit it was
not something that I'm proud of,but eventually I got the
courage and I started entrustinga lot of things without having
a lot of say in it.
(24:03):
And the biggest proof actuallyfor that is in Macedonia we
still celebrate Christmas onJanuary 7.
So we're following this oldcalendar, the Gregorian calendar
, but we as a family wecelebrate Christmas both on 25th
(24:24):
and December and 7th of January.
But our team now that isleading the national ministry
and the leader impact inMacedonia.
They scheduled a meeting onChristmas Eve, december 24th a
huge event and we have to bethere.
So I didn't have any say inthat decision and I'm pretty
(24:48):
sure if I was at that meeting Iwould have said wait a second
Christmas Eve.
That's not going to work for me.
But this is Macedonia.
We need to adjust.
So that's one of the examplesthat we've seen this couple,
ilya and Anna, just take overand do things the right way, a
lot better than me and, wouldyou say us well.
Speaker 2 (25:13):
Sure.
Speaker 3 (25:14):
Agreed, you know, agreed.
Good for you.
It is very hard, but tosurround yourself, you know, you
talked really about justsurrounding yourself with the
right people and to begin totrust them, and I think that's
what leader impact is, becauseit is hard and you think you're
doing great, it's like you needto.
You know, let go of that.
Exactly.
I did a podcast and I oh, Ican't remember and he said, let
(25:41):
go, let god, lisa, okay, that'sit, thank, yeah, thank you for
sharing that, because I don't, Idon't think you're alone, so to
to say that is is very thankyou, um, all right.
So, uh, our last question is isa little bit about personal
(26:07):
development and training.
So to you, you Toshe, you'renow leading across many
languages and cultures.
Speaker 1 (26:15):
What are the challenges there and what are a
local involvement and the peoplethat are close to you.
You want to influence them andhave an impact in their lives of
hundreds of thousands.
And when I say that again, I goback to that very, very
(26:38):
important lesson that don't doit alone.
Don't do it Even.
Don't make decisions alone,Don't walk alone.
And so, surrounding ourselves,together with this team of
people that are super amazing,they're from five different
nations and they all haveexperience leading nationally
(26:59):
and some of them even globally.
They've been on hugedecision-making seats and they
see things that they're verydirect.
Actually, just today, I receivedthis long, long email from one
of them because he's concernedabout an issue that I really
(27:19):
don't see.
It's kind of like a blind spotfor me, but he is really clear
that something that we're doingis not going to work.
We're organizing this hugeevent in Berlin and he wants to
say, nope, let's not do it.
And I was like I was shocked.
I was reading that email, I waslike he knows what he's saying
(27:41):
and he's definitely hitting on ablind spot.
That when I said let's do theconference in Berlin, I thought
I felt good about it.
I thought it was a great idea.
I thought it was going to besuccessful and lots of people
would join.
I thought it was going to besuccessful and lots of people
would join.
And he's even thinking thatnobody will be excited about
this Berlin meeting.
(28:01):
And he's giving the examples,the reasons why and he went even
in the past of how we've doneso many of these things and
somebody got really excitedabout them.
And then what?
And so he's definitely I haveto set up a meeting with him and
he's on a good track of findingout how can we do it better
(28:24):
this time and what not to do.
And so, when it comes toleading people that are from
different nations, I for somereason have a little bit of
advantage in that, becauseMacedonia is in this time and
(28:45):
place where we have to learn alot of languages, we have to
know a lot of cultures.
You drive two hours north,you're in a different country.
Two hours east, differentcountry Two hours west, so we're
landlocked.
And so when it comes to leadingpeople from different cultures,
again I have a way to beinteresting for them, and I'll
give an example that we had anevent in Albania and I was
(29:11):
giving a speech and I wasplaying a concert.
Albanian is not even close toMacedonian.
Macedonian is a Slavic language.
Albanian, I think, belongs tothe Roman Italian type of
languages and we have a lot ofAlbanians in Macedonia.
So I've picked it up a longtime ago and I had to remind
(29:36):
myself.
But again, I memorized thesethree sentences before I started
speaking in English.
I memorized these threesentences in Albanian and I said
and now I invite my translatorto come to the stage and
translate for me and everybodythought that I was going to
continue to speak in Albanianand they just loved it so much.
(29:56):
Again, to bridge the barrierbetween cultures, you just say
some things in their languageand maybe even learn some
phrases along the way to answeror to ask some questions and
you're at a different level oftrust.
It's super great.
Speaker 3 (30:17):
I love that.
You know and you talked Jessetalked about just continue to be
fascinated, continue to askquestions, continue to be part
of the learning.
I recently was at an event andI sat down with an elder and
just started asking himquestions and he engaged.
Incredible.
Just that I had taken the timeand I wasn't embarrassed,
(30:41):
whereas maybe a couple years agoI just I shouldn't really talk
about this.
But so thank you, because Ithink more of us need to just
ask.
We don't need to lead alone, weneed to trust, we need to.
We don't need to walk alone.
So I appreciate that, jesse, asa mother and a leader, what do
we need to inspire and grow thenext generation of leaders?
Speaker 2 (31:06):
So I'm thinking back on this question it just was
another little tidbit of findinguniversals.
I think is also just a helpfulpractice, a way to build those
bridges.
So how can we inspire the nextgeneration?
Oh, I think that there'sdefinitely the element of us
(31:32):
being our real, authentic selvesand finding and discovering,
going that road of finding ourunique contribution, you know,
and living it, living abundantly, living it out fully,
stretching ourselves, growing,taking next steps.
I think that we honor thosecoming behind us when we live
(31:54):
that way, that we honor thosecoming behind us when we live
that way.
Also, the same type of themesof spending time with them being
invested I mean intentionallyinvested in them, not just
(32:19):
sharing our knowledge, butcoming alongside, you know,
celebrating the wins.
You know acknowledging thelosses or failures.
You know the let's get back upand going together as much as
you as we can.
Yeah, I mean, when I look at thepeople who have inspired me, I
think I've been more touched notby their credentials or their
(32:41):
list of achievements, but by theinterest that they've taken in
me and I mean I have repeatedthat phrase so many times Thank
you for taking an interest in me.
It just means so much.
So I think that's one way.
And then I have my personalpractice of reading aloud to my
(33:03):
kids.
So I just think stories aresuch a way that we can expose
whether it's, you know, whateverform, if it's visual form or if
it's in written form just toheroic stories and tales of
people who've persevered andovercome, and I think any kind
of exposure like that istimeless and will serve, you
(33:27):
know, serve generations to come.
So, yeah, I have lots offavorites that I've shared with
our kids that I think have done,have shared with our kids that
I think have done, hopefullyhave done just that preparing
them for the trials and the joysand the things that they will
need to face in their journey.
Speaker 3 (33:48):
Yeah, I love that.
You know, when you look at amentor, you look at someone.
It's not always the credentials, it's the time they took to
share with you.
And I love the sharing of thestories because I don't think
that's just a children thing.
I think as adults we can sharestories of great people we've
met and the storytelling rightit's so impactful so we just
(34:09):
take it to the coffee shop.
Speaker 2 (34:12):
Yeah, it's very applicable for any space.
Speaker 3 (34:16):
Yeah, okay, I'm going to ask you one final question.
I know I said I was done, but Igot to ask you.
We always talk about legacy onour podcast, so, as leaders, to
both of you, if you have oneanswer or both, but what do you
hope your faith legacy to bewhen you leave this world?
Speaker 1 (34:32):
It's interesting that you put that faith word there.
Interesting that you put thatfaith word there.
So I would admit that I've beenon this journey for quite a
long time now and just askingGod to each year give me three
disciples that I can focus on.
And so in the past it has beensporadic, Some years have been
(34:57):
two or three, some years it'sbeen more.
But keeping in touch with somany of those people and seeing
that list grow and never stopgrowing and again I have so many
people that have come andthanked me for introducing
(35:17):
someone to Jesus and thenthey've introduced someone else
to Jesus it's the best responsethat you can have, or best call
that you can have, or best thankyou from someone.
And yeah, I want to keep livingthat way.
Speaker 3 (35:34):
Yeah, because your three grows exponentially right.
Your three tells, three tellsthree.
Speaker 1 (35:37):
Yeah, Cause your three grows exponentially right.
Speaker 3 (35:38):
Three tells three, tell three.
Speaker 2 (35:39):
Yeah, and Jesse faith legacy I need to answer this,
uh, so I've always kind ofconsidered, um, that I've been
given a gift of kind of achildlike faith.
Uh, maybe that's why I gotgranted so many children, uh,
but I, I, I in when I think ofmy legacy, I think of an
(36:02):
atmosphere that hopefully willbe passed down through the
generations, of just approachingit as an adventure, seeing it
as something contagious, really,that is to be shared and passed
on, as Tosha was saying, andyou know, we hope that our
(36:22):
children walk in this legacy andwe just considered a tremendous
privilege to, yeah, to sharethese values with them as we
raise them.
But I would just finish withnoting you know, when you go
through your life, you, you, you, you think about where to
invest your time and yourtalents and your part of
(36:44):
something that is just so muchbigger than us that we have.
We can only accomplish it whenwe are, yeah, shouldering up,
(37:05):
when we are coming alongsidemany, many others, and so I hope
that the legacy that we are apart of the story of Leader
Impact will really be a powerfulone through through for
generations to come across thewhole entire globe, especially
here in Europe where we'refocused, that there will be
(37:27):
transformed.
Lives of leaders, who who leanso intentionally and with
support of one another and toimpact that that just you know
faces, the you know of nationsand cities and um are, are
positively changed.
So I, we've definitelyintentionally aligned with
something, a vision that's justso far beyond what we can
(37:48):
accomplish alone, yeah, so well,we are at leader impact, about
building the movement.
Speaker 3 (37:53):
So, um, I thank you both just for sharing and I love
that.
You, you, each year you choosethree and sometimes it's two,
but you know I sometimes I wantmore, but it's like if I could
change one life or if I couldtalk to one person.
You know one person may talk toanother.
You know it.
As I said, it grows.
So thank you for sharing that,that it doesn't have to be a
(38:14):
whole church, it can be a person.
You know, just start somewhere.
So I want to thank you both.
I have written so many notes.
I'm like I'm going to follow up.
It's so good to speak toleaders outside of Canada, so I
thank you for taking your time.
Now, if anyone wants to reachout, find out more about you,
find out about even LeaderImpact in Macedonia, is there a
(38:36):
way that they can find you?
Speaker 1 (38:38):
I think the best way is the leaderimpactcom website.
We've updated it and upgradedit, and so you can go in there
and find all of us, find all ourregions.
Actually, everything isavailable.
For someone that wants to startLeader Impact.
They can do it immediately byclicking some of those I'm in
(39:01):
buttons.
Speaker 3 (39:03):
I'm in Awesome.
Well, I want to thank you bothfor joining us.
It has been it just it's been apleasure to spend this time
Thank you for having us.
You're welcome, all right.
Well, I want to thank everyonefor joining us.
If you're part of leader impact, you can always discuss or
share this podcast with yourgroup.
And if you're not yet part ofLeader Impact and would like to
find out more and grow yourleadership, find our podcast
(39:24):
page on our website atleaderimpactca and check out our
free leadership assessment.
You can also check out groupsavailable in Canada at
leaderimpactca or, if you'relistening from Macedonia or
anywhere else in the world,check out leaderimpactcom or get
in touch with us by email.
Info at leaderimpactca and wewill connect you.
And if you like this podcast,please leave us a comment, give
(39:46):
us a rating or review.
This will help other globalleaders find our podcast.
Thank you for engaging with usand remember impact starts with
you.
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