March 20, 2025 • 21 mins
Leadership transforms lives through wellbeing—this powerful concept forms the backbone of our exploration into how great leaders create environments where people thrive professionally and personally.
When leaders prioritize employee wellbeing, the benefits ripple through organizations in measurable ways: higher engagement, increased creativity, improved productivity, and greater job satisfaction. But what exactly makes leadership so pivotal in creating these positive outcomes?
We break down effective leadership into three essential components. First, fostering a supportive environment through open communication, reducing burnout, and creating genuine belonging. Second, boosting employee development through mentorship and work-life balance. Third, improving efficiency by empowering teams rather than micromanaging them—allowing innovation and resilience to flourish organically.
Research from the Center for Creative Leadership reveals a striking statistic: 72% of leaders report feeling depleted at workday's end. This unsustainable reality emerged more clearly during the pandemic, highlighting how critical community connection and meaningful work relationships are to true wellbeing. Purpose-driven leadership goes beyond meeting targets; it helps people understand why their work matters, infusing daily tasks with meaning and motivation.
Through personal stories—including a successful corporate professional who found greater fulfillment as an entrepreneur and a struggling leader whose health transformed after a guided career transition—we illustrate how prioritizing wellbeing creates lasting positive change. The impact extends far beyond office walls, influencing how people approach challenges, relationships, and aspirations throughout their lives.
Ready to transform your leadership approach? Discover practical strategies in John's book "Building Your Leadership Toolbox" available on Amazon and Barnes & Noble, or connect with us directly at www.authorjaw.com to continue this important conversation.
Presented by John Wandolowski and Greg Powell
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 2 (00:01):
But hello and welcome to our podcast Success Secrets
and Stories.
Well, hello and welcome to ourpodcast, success Secrets and
(00:24):
Stories.
I'm your host, john Wondoloski,and I'm here with my co-host
and friend, mr Greg Powell.
Speaker 1 (00:31):
Greg hey everybody.
Speaker 2 (00:38):
Yeah, and today we wanted to talk about a subject
that I think is interesting.
It's helping people tounderstand the importance of
well-being.
And, to be a little bit morespecific, effective leadership
specifically involves thequality of life and fostering a
positive work environment,boosting employees' well-being
(01:01):
and promoting individual growthand success, ultimately leading
to a more fulfilling and moreproductive experience as a
person, as an employee.
So just to step back and talkabout some of the mechanics of
it, it kind of breaks down tothree different elements.
Fostering a positive andsupportive work environment kind
(01:26):
of works out to four basiccomponents Improving morale and
engagement Leaders who inspireand motivate their teams, create
a sense of purpose andbelonging, leading to higher
morale and increasing employeeengagement.
Open communication andcollaboration very key component
Effective leaders encourageopen communication and
(01:50):
collaboration, fostering a senseof trust and teamwork, which in
turn improves the overall workenvironment.
Next is reducing stress andburnout.
By providing clear direction,delegating tasks effectively,
with a very strong point onbeing effective in delegating
(02:14):
and promoting a good work-lifebalance, leaders can reduce
stress and burnout amongst theirteams and, remember, you lead
by example, especially in thiscategory.
Next is a sense of belongingand purpose Leaders who
prioritize their team'swell-being and create a culture
(02:35):
of support, help employees feelvalue and they feel that they
contribute in a sense ofbelonging and purpose to the
organization, that theycontribute in a sense of
belonging and purpose to theorganization.
The next category is trying toboost employees' well-being and
growth would be mentorship anddevelopment.
(02:56):
Leaders who invest in theiremployees' growth and
development provideopportunities for learning,
skill enhancement and careeradvancement, leading to personal
and professional fulfillment.
Skill enhancement and careeradvancement leading to personal
and professional fulfillment.
Again, work-life balance is oneof those keys that effective
leaders understand theimportance of work-life balance
and effectively promote policiesand practices that support the
(03:19):
employee's ability to managetheir time and their
responsibilities effectively,like engaging them in what's in
that process of learning aboutlife balance.
Increasing job satisfaction whenan employee feels valued,
respected, empowered, they aremore likely to experience a
(03:41):
higher level of job satisfactionand create a sense of
accomplishment.
I'd like to say that it'sgiving them a sense of ownership
that they have bought in andthey have that sense of
responsibility and pride of whatthey get for results.
To that end, empowerment orautonomy Leaders who empower
(04:02):
their teams and provide autonomy, allowing the employees to take
ownership of their work andmake decisions lead to increased
job satisfaction.
The third component that makesa lot of sense is improving
efficiency and productivity.
Effective leadership ensuresthe team are working effectively
(04:23):
and productively and lead tobetter outcomes and better
organizational success.
I'd like to also say thatmicromanagement is out of the
process.
Macro management is probably anice term that a lot of people
use, but if you're going toentrust and empower your teams,
(04:43):
the last thing you want to do ismicromanage them.
Give them the freedom, which isthe point.
Innovative and creativity comesfrom leaders who encourage
innovation and creativefostering of the culture.
That's part of helping themunderstand the problem-solving
process that leads to new ideasand new solutions.
(05:04):
With that ever-famous, there'sno such thing as a bad idea,
adaptability and Resilience.
Effective leaders can guidetheir teams through challenges
and changes, and fosteringresilience and the ability to
adapt to change.
It is crucial for any long-termsuccess of any organization,
(05:26):
because change is good.
Change is going to happen andyou have to find a way to make
that part of your process andnot as an exception.
Stronger relationships andtrust is kind of like the
combination of everything I'vejust discussed, because if
you're doing that, that trustand that leadership kind of fits
(05:47):
in as far as a relationship onhow you're building that
collaboration and success withyour team.
It's the foundation.
So as we were going throughthis, we found other examples.
Greg, why don't you talk aboutour next example?
Speaker 1 (06:05):
Thanks, John Centerforcreativeleadershiporg.
We've used this as a source forother information for good
leadership.
They published an article May17, 2024, based on research by
several PhDs Marina Ruderman,Honorary Senior Fellow, Paige
Graham, Global Manager ofPortfolio, and Sarah Stowinski,
(06:27):
VP of leadership research andanalytics the keys to well-being
and leadership.
Better leaders create anenvironment where everyone can
feel good about themselves andthe work they do.
There are six components thathelp you prioritize well-being
leadership, and you're doingthis for yourself as well as
others.
(06:47):
So leadership and employeewell-being are connected.
And here's how.
In the early days of thepandemic, remember that Many
organizations scrambled to helpindividual leaders optimize
their personal effectiveness.
With the increased focus onself-care, because there was a
lot going on People havingmeetings on the screen, some
(07:08):
people in the office, somepeople out of the office, Very
disruptive time the pandemicleft a wake of stress and
burnout, so it wasn't just goingthrough it, but it was the PTSD
, so to speak, of the pandemicafterwards.
So true, yeah.
So while self-care is importantand resilience is foundational
to leading others, they're notenough by themselves.
(07:30):
There's a broader focus oncommunity connection and a sense
of belonging is required forleaders to help achieve true
employee well-being.
The research that the Centerfor Creative Leadership found
was that this is particularlytrue regarding leaders making
meaningful connections whenleading virtual teams.
(07:51):
Again, remember the pandemicpeople working on a screen.
They're not in the office in acube next to you.
Employee well-being requiresleadership.
So there's a stat here 72% ofleaders report they often feel
used up at the end of the day.
Well, that's kind of defeating,isn't it?
That's oh, that's a terribleposition to be in.
(08:11):
So, first, why does well-beingmatter, even particularly in the
workplace?
Who cares right?
Well, when employees have asense of well-being, they're
more engaged and creative.
Right, they're more productive.
They also have a higher ofwell-being.
They're more engaged andcreative.
Right they're more productive.
They also have a higher ratingof job satisfaction and their
productivity is high as well.
We've got studies that candemonstrate that.
(08:32):
And as the importance ofwell-being and leadership is
clear, as a leader, it is yourduty, John, and I talk about
this a lot.
Whose duty is it?
It is your duty to take care ofothers.
John is right.
You own it To take care ofothers and create an environment
where others can be well.
Let's continue with thisthought.
(08:52):
I like to think aboutwell-being as feeling good and
functioning well, bothindividually and within a
community.
That's what Dr Graham said.
Both individually and within acommunity.
That's what Dr Graham said.
What the quiet quitting trendhas taught organizations is that
employees' well-being reallydoes matter.
Workers today aren't as willingto sacrifice everything for the
jobs John and I can take youback down memory lane when
(09:15):
that's what it felt like youwere doing sacrificing
everything for the job, rightbut instead they desire
fulfilling careers where theycan do meaningful work on a team
where everyone is engaged tothrive, john.
Speaker 2 (09:32):
So I was looking at the different resources.
So I found this interestingarticle the Importance of a
Leader and Its Impact onPeople's Life, by Ernesto Drago
Jr.
And he's a hospitality leaderand works in Miami, florida.
This is an article fromSeptember 30th of 2024.
(09:54):
And I found his words prettymuch capstoned what I was
thinking about when I was tryingto find something to share with
this community.
Leadership is much more thanguiding words towards a specific
goal.
It is the foundation upon whichcommunities, organizations and
(10:15):
even societies are built.
Effective leadership not onlydrives success and innovation,
but it profoundly influencespersonal and professional lives.
When we talk about leadership,we are talking about the ability
to inspire, motivate and createenvironments where people can
thrive, grow and unlock theirpotential.
(10:36):
At the core of great leadershipis the understanding that
people are the most importantasset.
I like to put an exclamationpoint on that just that concept
itself.
A true leader recognizes thatunique value in each individual
(11:03):
and what that individual bringsand harnesses, and far as
potential to foster creativeprocess.
This acknowledgement createsthe environment where people
feel seen, valued and respectedKey elements to translate, that
is, into higher morale, loyaltyand productivity.
When individuals feel empowered, they tend to do more to push
towards their limits.
When individuals feel empowered, they tend to do more to push
(11:30):
towards their limits,contributing as much personal
development as well as overallsuccess for the organization.
One of the most profound impactleadership has on the lives of
fostering others is a sense ofpurpose.
Purpose-driven leadership isbeyond simply meeting the
targets and driving profits.
It focuses on helpingindividuals understand why they
are doing what they are doingand how their efforts contribute
to a larger mission.
(11:50):
This sense of purpose can alsobe transformative effect on the
lives of the individualsthemselves.
It motivates them to give theirbest, even during challenging
times.
It motivates them to give theirbest even during challenging
times and infuses their workwith meaning.
When people feel that theirwork matters, it enhances their
(12:17):
overall satisfaction andimproves their personal and
professional well-being.
Leadership is so essential inshaping a positive culture.
Leaders set the tone for whatis acceptable and encouraged
within the community and theorganization.
Through their actions, leadersdemonstrate values like
integrity, empathy,accountability and resilience.
These behaviors, when moldedconsistently, become part of the
(12:40):
collective ethos, influencinghow individuals within the group
interact amongst each other.
A positive driven culture isstrong leadership, by
encouraging collaboration,innovation and respect, all of
which create the environmentsthat people can flourish.
(13:00):
Greg, maybe you can help us outwith the next element of this
article.
Thank you.
Speaker 1 (13:07):
John, yes.
Furthermore, leadership has thepower to inspire personal
growth.
Good leaders see potential intheir folks, and they may not
see it in themselves.
So, by providing mentorship,feedback and opportunities for
growth, leaders help individualsrealize their full potential.
So, whether through offeringnew challenges, maybe supporting
(13:30):
continuous learning, simplybeing just a source of
encouragement for your employees, leadership plays a vital role
in helping people stretch beyondtheir current abilities and
gain confidence and skills thatcan shape their future.
And finally, the impact ofleadership extends far beyond
the workplace.
Leaders influence people'slives in ways that echo their
(13:53):
personal lives, shaping how theyapproach challenges, how they
approach relationships and howthey approach their own
aspirations actuallyrelationships and how they
approach their own aspirationsactually.
Good leadership leaves alasting legacy, encouraging
individuals to adopt a mindsetof growth, resilience and
(14:15):
empathy, which they carry withthem into their homes,
communities and other areas oftheir lives.
In conclusion, the importanceof leadership cannot be
overstated.
Leaders have the power tochange lives by inspiring people
to grow, to believe inthemselves and work towards
something very meaningful.
When leadership is done right,it transforms not only
(14:35):
organizations but alsoindividuals, empowering them to
live full, more productive lives, empowering them to live full,
more productive lives.
Speaker 2 (14:42):
I love this article.
Hit the mark on why leaders canreally have an effect on people
.
And as much as I try to talkabout the detail of the position
, this leader understood it verywell and he understood how he
can help not only get theresults that he wanted from his
people, but encourage theindividuals themselves.
(15:04):
Very good presentation of theconcept.
I think you have an example ofsomething that happened in your
background.
Speaker 1 (15:17):
I do, john.
So this is a different kind ofexample.
This is an example ofwell-being, for how good can you
(15:37):
feel about work?
How good can it get?
So oftentimes HR what thewell-rounded well-being looks
like.
So here's my example.
There was a young, rising starin human resources, young leader
, well-versed in the business,provided high-quality, one-stop
HR support, a consummateprofessional who earned the
respect of his businesscustomers and his peers.
Just incredible, distinguishedhimself with a broader business
(15:59):
group and management teams.
If I was profiling him I wouldhave told you he was a devoted
husband and father, good son, asibling as well, intelligent,
street smart, and he had thatthing, that presence, that
executive presence.
So you're saying, well, greg,what's wrong with this guy?
If you look the path that hewas headed down, overall life
was good, spouse and kids werethriving and he was doing that
(16:22):
traditional corporate Americaladder thing that looked like it
was going in the right pace.
But again, how good can you getwhat is real well-being?
This young man had aspirationsand wanted to act on.
He was bursting at the seams.
He had a strong desire to runhis own company, to be an
entrepreneur.
He took the action to put aplan together, took a risk and
(16:44):
he opened up his own search firmand he's done very, very well
with that firm.
He has created a great rolemodel for his kids to chase
their dreams while supportinghis wife's career.
So he was happy before, trustme, but now he's happier full
engagement, he's got ultimatebusiness responsibility and he's
chased his dreams to create anew legacy.
So work life was good and nowit's better.
(17:05):
How good can your well-being be?
Live your best life, john.
Speaker 2 (17:12):
And I was thinking about an example myself, about
trying to help the individualsand looking at the options and
the things that you can do forthe team that report to you.
And I had this one leader, agroup leader, and he struggled
with his health.
He had problems with his back,he had problems with his weight
(17:36):
and what was interesting is hewas a full career.
He had already qualified forretirement, but it's what he
understood was the job and hewas committed to the job and
although other people had talkedabout he should take up
(17:57):
retirement, he was justpersistent that he wanted to
keep going and he had stopped bywith his special need child one
day and you could see how thatchild just clung to every word
he had to say and how much thetwo of them were just like a
perfect union and they madethemselves complete.
Where I'm going with this storyis I wanted this individual to
(18:19):
take care of his health becausehe needed to take care of his
special needs child and he wasstruggling at work.
His leadership position hadchanged and he was struggling.
What was interesting is,whenever I tried to talk to him,
there was resistance, because Iwas at an executive level and
it was confrontational ratherthan communicative and I had
(18:41):
real challenges trying to getpast that barrier.
So, you know, learn from thethings that you're dealing with.
I tried to bring in the mostsenior leader and talk about how
we could help this strugglingleader move ahead, and he
repeated the same conversations.
What was interesting is becausethat was the person that he
(19:03):
would listen to, that herespected, because he was a peer
.
The same words that I was usingwere effective when it was a
peer.
It doesn't really matter if I,you know as the one to get the
honor of helping him, to helphim make that process.
It was helping the individual.
However, that can get done andit was really, really fun to see
(19:28):
, a year later, him come back.
He had lost a lot of weight,his back problems were minimized
, he was biking to his place offormer employment where he was
working part-time teaching, andhe was there with his son and
they were just wonderfultogether and you could see that
(19:49):
whole element of what changedover a 12-month period of time
was miraculous.
I know that he was better off.
He would tell others he washappier and better off, but he
still blamed me for leaving thejob that he loved.
It isn't so much trying to takecredit, it's trying to look out
(20:13):
for the individuals that arereporting to you, and he's
probably one of the examples Ifeel best about, because I was
able to help him take that nextstep, and that's the wellbeing
element of it, and helping themnot only see the work piece of
it but the life and their ownpersonal wellbeing, and that's
(20:37):
what you're supposed to do whenyou're in leadership.
So try to capstone this If youlike what you've heard.
I wrote a book called buildingyour leadership toolbox that has
some of these hints.
So try to capstone this if youlike what you've heard.
I wrote a book called Buildingyour Leadership Toolbox that has
some of these hints in it.
The book is available on Amazonand Barnes Noble.
Our podcast is on what you'relistening to.
Thank you very much.
It's also on Apple and Googleand Spotify and other popular
(21:00):
formats on Apple and Google andSpotify and other popular
formats.
A lot of what Greg and I talkabout comes from what we've
learned from Dr Durst and hisMBR program, managed by
Responsibility, and thoselessons can still be captured on
a website calledsuccessgrowthacademycom.
If you'd like to get a hold ofus, you can contact us at
wwwauthorjawcom, and the musichas been brought to you by my
(21:27):
grandson, so we want to hearfrom you.
When you get an opportunity,drop us a line.
You have helped us with thisprogram and it has been fun to
present it to you.
Speaker 1 (21:39):
Well, greg thanks, thanks, john, as always.
Speaker 2 (21:43):
Next time yeah.
But hello and welcome to our podcast Success Secrets
and Stories.
Well, hello and welcome to ourpodcast, success Secrets and
(00:24):
Stories.
I'm your host, john Wondoloski,and I'm here with my co-host
and friend, mr Greg Powell.
Speaker 1 (00:31):
Greg hey everybody.
Speaker 2 (00:38):
Yeah, and today we wanted to talk about a subject
that I think is interesting.
It's helping people tounderstand the importance of
well-being.
And, to be a little bit morespecific, effective leadership
specifically involves thequality of life and fostering a
positive work environment,boosting employees' well-being
(01:01):
and promoting individual growthand success, ultimately leading
to a more fulfilling and moreproductive experience as a
person, as an employee.
So just to step back and talkabout some of the mechanics of
it, it kind of breaks down tothree different elements.
Fostering a positive andsupportive work environment kind
(01:26):
of works out to four basiccomponents Improving morale and
engagement Leaders who inspireand motivate their teams, create
a sense of purpose andbelonging, leading to higher
morale and increasing employeeengagement.
Open communication andcollaboration very key component
Effective leaders encourageopen communication and
(01:50):
collaboration, fostering a senseof trust and teamwork, which in
turn improves the overall workenvironment.
Next is reducing stress andburnout.
By providing clear direction,delegating tasks effectively,
with a very strong point onbeing effective in delegating
(02:14):
and promoting a good work-lifebalance, leaders can reduce
stress and burnout amongst theirteams and, remember, you lead
by example, especially in thiscategory.
Next is a sense of belongingand purpose Leaders who
prioritize their team'swell-being and create a culture
(02:35):
of support, help employees feelvalue and they feel that they
contribute in a sense ofbelonging and purpose to the
organization, that theycontribute in a sense of
belonging and purpose to theorganization.
The next category is trying toboost employees' well-being and
growth would be mentorship anddevelopment.
(02:56):
Leaders who invest in theiremployees' growth and
development provideopportunities for learning,
skill enhancement and careeradvancement, leading to personal
and professional fulfillment.
Skill enhancement and careeradvancement leading to personal
and professional fulfillment.
Again, work-life balance is oneof those keys that effective
leaders understand theimportance of work-life balance
and effectively promote policiesand practices that support the
(03:19):
employee's ability to managetheir time and their
responsibilities effectively,like engaging them in what's in
that process of learning aboutlife balance.
Increasing job satisfaction whenan employee feels valued,
respected, empowered, they aremore likely to experience a
(03:41):
higher level of job satisfactionand create a sense of
accomplishment.
I'd like to say that it'sgiving them a sense of ownership
that they have bought in andthey have that sense of
responsibility and pride of whatthey get for results.
To that end, empowerment orautonomy Leaders who empower
(04:02):
their teams and provide autonomy, allowing the employees to take
ownership of their work andmake decisions lead to increased
job satisfaction.
The third component that makesa lot of sense is improving
efficiency and productivity.
Effective leadership ensuresthe team are working effectively
(04:23):
and productively and lead tobetter outcomes and better
organizational success.
I'd like to also say thatmicromanagement is out of the
process.
Macro management is probably anice term that a lot of people
use, but if you're going toentrust and empower your teams,
(04:43):
the last thing you want to do ismicromanage them.
Give them the freedom, which isthe point.
Innovative and creativity comesfrom leaders who encourage
innovation and creativefostering of the culture.
That's part of helping themunderstand the problem-solving
process that leads to new ideasand new solutions.
(05:04):
With that ever-famous, there'sno such thing as a bad idea,
adaptability and Resilience.
Effective leaders can guidetheir teams through challenges
and changes, and fosteringresilience and the ability to
adapt to change.
It is crucial for any long-termsuccess of any organization,
(05:26):
because change is good.
Change is going to happen andyou have to find a way to make
that part of your process andnot as an exception.
Stronger relationships andtrust is kind of like the
combination of everything I'vejust discussed, because if
you're doing that, that trustand that leadership kind of fits
(05:47):
in as far as a relationship onhow you're building that
collaboration and success withyour team.
It's the foundation.
So as we were going throughthis, we found other examples.
Greg, why don't you talk aboutour next example?
Speaker 1 (06:05):
Thanks, John Centerforcreativeleadershiporg.
We've used this as a source forother information for good
leadership.
They published an article May17, 2024, based on research by
several PhDs Marina Ruderman,Honorary Senior Fellow, Paige
Graham, Global Manager ofPortfolio, and Sarah Stowinski,
(06:27):
VP of leadership research andanalytics the keys to well-being
and leadership.
Better leaders create anenvironment where everyone can
feel good about themselves andthe work they do.
There are six components thathelp you prioritize well-being
leadership, and you're doingthis for yourself as well as
others.
(06:47):
So leadership and employeewell-being are connected.
And here's how.
In the early days of thepandemic, remember that Many
organizations scrambled to helpindividual leaders optimize
their personal effectiveness.
With the increased focus onself-care, because there was a
lot going on People havingmeetings on the screen, some
(07:08):
people in the office, somepeople out of the office, Very
disruptive time the pandemicleft a wake of stress and
burnout, so it wasn't just goingthrough it, but it was the PTSD
, so to speak, of the pandemicafterwards.
So true, yeah.
So while self-care is importantand resilience is foundational
to leading others, they're notenough by themselves.
(07:30):
There's a broader focus oncommunity connection and a sense
of belonging is required forleaders to help achieve true
employee well-being.
The research that the Centerfor Creative Leadership found
was that this is particularlytrue regarding leaders making
meaningful connections whenleading virtual teams.
(07:51):
Again, remember the pandemicpeople working on a screen.
They're not in the office in acube next to you.
Employee well-being requiresleadership.
So there's a stat here 72% ofleaders report they often feel
used up at the end of the day.
Well, that's kind of defeating,isn't it?
That's oh, that's a terribleposition to be in.
(08:11):
So, first, why does well-beingmatter, even particularly in the
workplace?
Who cares right?
Well, when employees have asense of well-being, they're
more engaged and creative.
Right, they're more productive.
They also have a higher ofwell-being.
They're more engaged andcreative.
Right they're more productive.
They also have a higher ratingof job satisfaction and their
productivity is high as well.
We've got studies that candemonstrate that.
(08:32):
And as the importance ofwell-being and leadership is
clear, as a leader, it is yourduty, John, and I talk about
this a lot.
Whose duty is it?
It is your duty to take care ofothers.
John is right.
You own it To take care ofothers and create an environment
where others can be well.
Let's continue with thisthought.
(08:52):
I like to think aboutwell-being as feeling good and
functioning well, bothindividually and within a
community.
That's what Dr Graham said.
Both individually and within acommunity.
That's what Dr Graham said.
What the quiet quitting trendhas taught organizations is that
employees' well-being reallydoes matter.
Workers today aren't as willingto sacrifice everything for the
jobs John and I can take youback down memory lane when
(09:15):
that's what it felt like youwere doing sacrificing
everything for the job, rightbut instead they desire
fulfilling careers where theycan do meaningful work on a team
where everyone is engaged tothrive, john.
Speaker 2 (09:32):
So I was looking at the different resources.
So I found this interestingarticle the Importance of a
Leader and Its Impact onPeople's Life, by Ernesto Drago
Jr.
And he's a hospitality leaderand works in Miami, florida.
This is an article fromSeptember 30th of 2024.
(09:54):
And I found his words prettymuch capstoned what I was
thinking about when I was tryingto find something to share with
this community.
Leadership is much more thanguiding words towards a specific
goal.
It is the foundation upon whichcommunities, organizations and
(10:15):
even societies are built.
Effective leadership not onlydrives success and innovation,
but it profoundly influencespersonal and professional lives.
When we talk about leadership,we are talking about the ability
to inspire, motivate and createenvironments where people can
thrive, grow and unlock theirpotential.
(10:36):
At the core of great leadershipis the understanding that
people are the most importantasset.
I like to put an exclamationpoint on that just that concept
itself.
A true leader recognizes thatunique value in each individual
(11:03):
and what that individual bringsand harnesses, and far as
potential to foster creativeprocess.
This acknowledgement createsthe environment where people
feel seen, valued and respectedKey elements to translate, that
is, into higher morale, loyaltyand productivity.
When individuals feel empowered, they tend to do more to push
towards their limits.
When individuals feel empowered, they tend to do more to push
(11:30):
towards their limits,contributing as much personal
development as well as overallsuccess for the organization.
One of the most profound impactleadership has on the lives of
fostering others is a sense ofpurpose.
Purpose-driven leadership isbeyond simply meeting the
targets and driving profits.
It focuses on helpingindividuals understand why they
are doing what they are doingand how their efforts contribute
to a larger mission.
(11:50):
This sense of purpose can alsobe transformative effect on the
lives of the individualsthemselves.
It motivates them to give theirbest, even during challenging
times.
It motivates them to give theirbest even during challenging
times and infuses their workwith meaning.
When people feel that theirwork matters, it enhances their
(12:17):
overall satisfaction andimproves their personal and
professional well-being.
Leadership is so essential inshaping a positive culture.
Leaders set the tone for whatis acceptable and encouraged
within the community and theorganization.
Through their actions, leadersdemonstrate values like
integrity, empathy,accountability and resilience.
These behaviors, when moldedconsistently, become part of the
(12:40):
collective ethos, influencinghow individuals within the group
interact amongst each other.
A positive driven culture isstrong leadership, by
encouraging collaboration,innovation and respect, all of
which create the environmentsthat people can flourish.
(13:00):
Greg, maybe you can help us outwith the next element of this
article.
Thank you.
Speaker 1 (13:07):
John, yes.
Furthermore, leadership has thepower to inspire personal
growth.
Good leaders see potential intheir folks, and they may not
see it in themselves.
So, by providing mentorship,feedback and opportunities for
growth, leaders help individualsrealize their full potential.
So, whether through offeringnew challenges, maybe supporting
(13:30):
continuous learning, simplybeing just a source of
encouragement for your employees, leadership plays a vital role
in helping people stretch beyondtheir current abilities and
gain confidence and skills thatcan shape their future.
And finally, the impact ofleadership extends far beyond
the workplace.
Leaders influence people'slives in ways that echo their
(13:53):
personal lives, shaping how theyapproach challenges, how they
approach relationships and howthey approach their own
aspirations actuallyrelationships and how they
approach their own aspirationsactually.
Good leadership leaves alasting legacy, encouraging
individuals to adopt a mindsetof growth, resilience and
(14:15):
empathy, which they carry withthem into their homes,
communities and other areas oftheir lives.
In conclusion, the importanceof leadership cannot be
overstated.
Leaders have the power tochange lives by inspiring people
to grow, to believe inthemselves and work towards
something very meaningful.
When leadership is done right,it transforms not only
(14:35):
organizations but alsoindividuals, empowering them to
live full, more productive lives, empowering them to live full,
more productive lives.
Speaker 2 (14:42):
I love this article.
Hit the mark on why leaders canreally have an effect on people
.
And as much as I try to talkabout the detail of the position
, this leader understood it verywell and he understood how he
can help not only get theresults that he wanted from his
people, but encourage theindividuals themselves.
(15:04):
Very good presentation of theconcept.
I think you have an example ofsomething that happened in your
background.
Speaker 1 (15:17):
I do, john.
So this is a different kind ofexample.
This is an example ofwell-being, for how good can you
(15:37):
feel about work?
How good can it get?
So oftentimes HR what thewell-rounded well-being looks
like.
So here's my example.
There was a young, rising starin human resources, young leader
, well-versed in the business,provided high-quality, one-stop
HR support, a consummateprofessional who earned the
respect of his businesscustomers and his peers.
Just incredible, distinguishedhimself with a broader business
(15:59):
group and management teams.
If I was profiling him I wouldhave told you he was a devoted
husband and father, good son, asibling as well, intelligent,
street smart, and he had thatthing, that presence, that
executive presence.
So you're saying, well, greg,what's wrong with this guy?
If you look the path that hewas headed down, overall life
was good, spouse and kids werethriving and he was doing that
(16:22):
traditional corporate Americaladder thing that looked like it
was going in the right pace.
But again, how good can you getwhat is real well-being?
This young man had aspirationsand wanted to act on.
He was bursting at the seams.
He had a strong desire to runhis own company, to be an
entrepreneur.
He took the action to put aplan together, took a risk and
(16:44):
he opened up his own search firmand he's done very, very well
with that firm.
He has created a great rolemodel for his kids to chase
their dreams while supportinghis wife's career.
So he was happy before, trustme, but now he's happier full
engagement, he's got ultimatebusiness responsibility and he's
chased his dreams to create anew legacy.
So work life was good and nowit's better.
(17:05):
How good can your well-being be?
Live your best life, john.
Speaker 2 (17:12):
And I was thinking about an example myself, about
trying to help the individualsand looking at the options and
the things that you can do forthe team that report to you.
And I had this one leader, agroup leader, and he struggled
with his health.
He had problems with his back,he had problems with his weight
(17:36):
and what was interesting is hewas a full career.
He had already qualified forretirement, but it's what he
understood was the job and hewas committed to the job and
although other people had talkedabout he should take up
(17:57):
retirement, he was justpersistent that he wanted to
keep going and he had stopped bywith his special need child one
day and you could see how thatchild just clung to every word
he had to say and how much thetwo of them were just like a
perfect union and they madethemselves complete.
Where I'm going with this storyis I wanted this individual to
(18:19):
take care of his health becausehe needed to take care of his
special needs child and he wasstruggling at work.
His leadership position hadchanged and he was struggling.
What was interesting is,whenever I tried to talk to him,
there was resistance, because Iwas at an executive level and
it was confrontational ratherthan communicative and I had
(18:41):
real challenges trying to getpast that barrier.
So, you know, learn from thethings that you're dealing with.
I tried to bring in the mostsenior leader and talk about how
we could help this strugglingleader move ahead, and he
repeated the same conversations.
What was interesting is becausethat was the person that he
(19:03):
would listen to, that herespected, because he was a peer
.
The same words that I was usingwere effective when it was a
peer.
It doesn't really matter if I,you know as the one to get the
honor of helping him, to helphim make that process.
It was helping the individual.
However, that can get done andit was really, really fun to see
(19:28):
, a year later, him come back.
He had lost a lot of weight,his back problems were minimized
, he was biking to his place offormer employment where he was
working part-time teaching, andhe was there with his son and
they were just wonderfultogether and you could see that
(19:49):
whole element of what changedover a 12-month period of time
was miraculous.
I know that he was better off.
He would tell others he washappier and better off, but he
still blamed me for leaving thejob that he loved.
It isn't so much trying to takecredit, it's trying to look out
(20:13):
for the individuals that arereporting to you, and he's
probably one of the examples Ifeel best about, because I was
able to help him take that nextstep, and that's the wellbeing
element of it, and helping themnot only see the work piece of
it but the life and their ownpersonal wellbeing, and that's
(20:37):
what you're supposed to do whenyou're in leadership.
So try to capstone this If youlike what you've heard.
I wrote a book called buildingyour leadership toolbox that has
some of these hints.
So try to capstone this if youlike what you've heard.
I wrote a book called Buildingyour Leadership Toolbox that has
some of these hints in it.
The book is available on Amazonand Barnes Noble.
Our podcast is on what you'relistening to.
Thank you very much.
It's also on Apple and Googleand Spotify and other popular
(21:00):
formats on Apple and Google andSpotify and other popular
formats.
A lot of what Greg and I talkabout comes from what we've
learned from Dr Durst and hisMBR program, managed by
Responsibility, and thoselessons can still be captured on
a website calledsuccessgrowthacademycom.
If you'd like to get a hold ofus, you can contact us at
wwwauthorjawcom, and the musichas been brought to you by my
(21:27):
grandson, so we want to hearfrom you.
When you get an opportunity,drop us a line.
You have helped us with thisprogram and it has been fun to
present it to you.
Speaker 1 (21:39):
Well, greg thanks, thanks, john, as always.
Speaker 2 (21:43):
Next time yeah.
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