For this Best of the Rest, we're trying something new. I came back from a work conference without a voice, so we're using some AI to help us have a conversation about all of the incredible guests we've hosted this season.
Unlock the secrets of leadership that foster psychological safety and genuine connection. Join us as we explore the transformative power of vulnerability and authenticity with the help of experts like Kyle McDowell, Owen Marcus, and life strategist Nancy Ho. By creating environments where team members feel safe to express themselves, leaders can inspire innovation and open dialogue while balancing work-life integration. Discover how your past experiences shape current behaviors and learn to navigate them with intentionality.
We dive deep into the essence of human connection with insights from Adam Weber on whether our actions genuinely add value. Owen Marcus shares his thoughts on empowering teams through effective delegation, while Maria Arpa introduces a revolutionary shift from debate to dialogue. Her embodiment practices remind us that leadership is about presence and aligning actions with values. Together, these insights emphasize the importance of understanding motivations and creating spaces for emotional expression.
As we wrap up, we emphasize the impact of continuous learning and small leadership changes. Through reverse mentoring and conflict resolution strategies, we provide practical tips for breaking down silos and enhancing communication. Consider the ripple effect of small, intentional acts of leadership. Reflect on which principle resonates with you and commit to implementing it in your journey to become the best leader you can be. Join us for a thought-provoking session that challenges and inspires you to grow.
Hey leader! Thanks for listening. For more leadership communication tips, check out https://www.thecommunicativeleader.com/
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Welcome back everyone to another Deep Dive.
You guys have been asking us tocover leadership communication
for ages.
You really have, so that's whatwe're doing today.
Speaker 2 (00:08):
And you know, it's something that we both find
super fascinating.
Speaker 1 (00:13):
For sure, and we've got a ton of really cool
material to go through.
Speaker 2 (00:16):
Seven episodes actually.
Speaker 1 (00:17):
Five from the communicative leader and two
from Sales Pipeline Radio.
So we're really getting intoall different all different
angles, yeah coaches andbusiness experts yeah, a range
of folks who someone whospecializes in men's emotional
intelligence even.
Speaker 2 (00:34):
Yeah, all about communication and culture and
all of that and you know thereal goal here is to.
Speaker 1 (00:40):
It's like extract those golden nuggets of wisdom.
Speaker 2 (00:43):
Yeah, exactly.
That you can actually take awayand apply to your own
leadership journey no matterwhat you're doing, yeah, if
you're managing a team orrunning a business, or just.
Speaker 1 (00:55):
Even if you're not in a leadership position.
Speaker 2 (00:56):
Right, even in your personal life, Just looking to
up your communication skills ingeneral.
Right, you're going to findsomething valuable here.
Speaker 1 (01:03):
Yeah, Okay.
Well, let's jump in.
Speaker 2 (01:05):
Let's do it.
Speaker 1 (01:06):
So one of the things that I thought was really
interesting was this idea ofpsychological safety Ooh good
one that came up over and overagain like from multiple guests
on these podcasts.
Speaker 2 (01:16):
Yeah.
Speaker 1 (01:17):
Jeff Baldessari, from the Communicative Leader,
described it as you know knowingthat you can speak up and share
your ideas.
Speaker 2 (01:25):
Yeah.
Speaker 1 (01:26):
Even make mistakes without fear of being judged or
punished.
Speaker 2 (01:29):
Yeah, and what I find fascinating about that is, you
know, creating that environmentof psychological safety isn't
just about like being nice.
Being nice.
Exactly, it's about unlockingpotential.
Speaker 1 (01:40):
Yes.
Speaker 2 (01:41):
Like when people feel safe to take risks and voice
their opinions.
Speaker 1 (01:44):
That's where innovation happens.
Speaker 2 (01:45):
That's where the magic happens.
Yes, exactly, and that's howyou get the best out of people.
Speaker 1 (01:50):
Absolutely, and he even said that, like small
things can make a hugedifference, like acknowledging
when someone does something well, even if they don't completely
nail it.
Speaker 2 (01:59):
It's those little things.
Speaker 1 (02:01):
Right, it's like that build up over time.
Yeah, almost internal marketing.
Speaker 2 (02:04):
You know oh interesting.
Speaker 1 (02:05):
You're selling your vision to your own team Right,
just like you'd market a productto customers.
Speaker 2 (02:10):
I like that analogy yeah.
Speaker 1 (02:11):
And it makes you think about you know if you've
ever worked somewhere where youfelt really comfortable speaking
your mind?
Right, right and how thatimpacts totally how much you're
willing to put yourself outthere.
Yeah like.
Speaker 2 (02:31):
Have you ever been in a situation where you didn't
feel safe to speak up?
Oh, all the time.
Yeah, and how did that make youfeel?
Speaker 1 (02:33):
oh, it's the worst.
Speaker 2 (02:33):
Yeah, you feel kind of shut down totally and you
don't want to contribute exactlyso yeah, psychological safety
is huge yeah, huge and thenbuilding on that idea okay
several of the episodes talkedabout this the importance of
authenticity and vulnerabilityand leadership.
Speaker 1 (02:49):
Yeah, and I feel like Owen Marcus, the men's
leadership coach.
Speaker 2 (02:54):
Oh yeah, he was great he was so passionate about that
he was on fire about that.
Speaker 1 (02:59):
And he was saying how men in particular are often
conditioned to hide theirvulnerabilities.
Speaker 2 (03:03):
Yeah, like tough it out.
Yeah, never show weakness,right.
Speaker 1 (03:04):
Yeah, like tough it out, yeah, never show weakness.
Speaker 2 (03:06):
Right, which can be so isolating.
Speaker 1 (03:09):
It is and prevent them from forming those genuine
connections.
Yeah, yeah, and he gave thisreally interesting example about
working with.
Speaker 2 (03:17):
I remember that.
Speaker 1 (03:18):
Google engineers.
Speaker 2 (03:19):
Yeah, google engineers who you would think
like.
Speaker 1 (03:22):
You would think they're brilliant.
Speaker 2 (03:24):
They're at the top of their game they've got it all
figured out right, but even theystruggle sometimes right,
they're still human they'rehuman and they need help they
need support but because of thatsocietal pressure yeah, to be
strong to appear strong.
Speaker 1 (03:39):
They might not ask for it yeah, they don't want to
seem weak right yeah, and Ithink that's so relatable.
Speaker 2 (03:46):
It is.
It's not just a guy thing.
Speaker 1 (03:47):
No, not at all.
Speaker 2 (03:48):
We've all probably felt that pressure to appear
perfect.
Speaker 1 (03:52):
Oh yeah, for sure.
Especially at work, oh,especially at work.
Speaker 2 (03:56):
But you know, think about the leaders that you've
really admired, the ones whohave really inspired.
You.
Speaker 1 (04:00):
The ones who you really felt connected to.
Speaker 2 (04:03):
Yeah, chances are.
They're the ones who arewilling to be real.
Speaker 1 (04:06):
Yeah.
Speaker 2 (04:07):
Admit their mistakes.
Speaker 1 (04:08):
Show their human side .
Speaker 2 (04:10):
Yeah, and show that they're human just like
everybody else.
Speaker 1 (04:12):
Exactly, and Nancy.
Speaker 2 (04:14):
Oh yeah, Nancy, the life strategist.
Speaker 1 (04:15):
Yeah, she was great.
She was awesome she made thispoint that seeing a leader be
open about their own struggles.
Speaker 2 (04:23):
Right.
Speaker 1 (04:24):
It can actually make their team members feel less
alone.
Speaker 2 (04:28):
Less alone in their own struggle In their own
challenges.
Yeah, it normalizes the ups anddowns that we all experience.
Speaker 1 (04:34):
Exactly, and it makes it okay to not be perfect,
right, like if the leader canadmit that they're struggling
with work-life balance.
Speaker 2 (04:42):
Totally.
Speaker 1 (04:42):
Then it gives everyone else permission to say
hey, I'm not perfect at thiseither.
Speaker 2 (04:47):
Exactly, it opens the door for those honest and
supportive conversations.
Yes, like, instead ofpretending everything is fine.
Speaker 1 (04:55):
Right.
Speaker 2 (04:55):
We can actually start working together to find
solutions.
Speaker 1 (04:58):
Yeah, and speaking of work-life balance or, as Nancy
calls it, work-life integration,yeah, I like that.
Yeah, because it really is moreabout it's more integrated.
Yeah, it's not so separateanymore.
Speaker 2 (05:09):
Especially in our always connected world.
It's more about like weaving itall together, finding a way to
make it all work.
Speaker 1 (05:16):
In a sustainable way.
Yeah yeah, she also talked alot about self-reflection.
Oh yeah, like reallyunderstanding how your own
childhood experiences andbeliefs might be impacting your
behaviors and choices today.
Speaker 2 (05:31):
Yeah, that's deep.
Speaker 1 (05:33):
It is like are you overworking?
Because you feel like youconstantly have to prove
yourself.
Speaker 2 (05:37):
Right.
Speaker 1 (05:38):
Are you neglecting your personal life because you
think that's what it takes to besuccessful?
Speaker 2 (05:43):
Yeah, are you carrying those old patterns?
Speaker 1 (05:44):
Yeah, those old patterns.
Speaker 2 (05:45):
From your childhood.
Speaker 1 (05:47):
Exactly, and she was saying it's about getting to the
root of those patterns.
Speaker 2 (05:50):
Right.
Speaker 1 (05:50):
And then making conscious choices about how you
want to live and work.
Speaker 2 (05:55):
Yeah.
Speaker 1 (05:55):
So it's not just about like oh, I need to set
better boundaries.
Speaker 2 (05:59):
Right, it's deeper than that.
Speaker 1 (06:00):
Yeah, it's like why are you having trouble setting
those boundaries in the firstplace?
Speaker 2 (06:03):
Exactly.
Speaker 1 (06:04):
So another point that came up in both of these
podcasts was the importance ofembracing challenges.
Speaker 2 (06:10):
Oh yeah.
Speaker 1 (06:10):
And adapting to change.
Speaker 2 (06:11):
Change is the only constant right.
Right, Especially these days.
Speaker 1 (06:15):
Yeah, and Adam Weber.
He shared this great example.
Speaker 2 (06:17):
Oh yeah, I remember that one.
Speaker 1 (06:19):
About a woman who totally transformed her business
during COVID.
Speaker 2 (06:22):
Yeah, she had that fitness studio.
Speaker 1 (06:25):
Yeah, who totally transformed her business during
COVID.
Speaker 2 (06:27):
Yeah, she had that fitness studio.
Yeah, she had like a thrivingin-person fitness studio Right,
and then everything shut down.
Speaker 1 (06:28):
And then locked down.
Speaker 2 (06:29):
She had to figure out how to go online.
Speaker 1 (06:31):
It's a completely different business model.
Speaker 2 (06:33):
Totally different.
Speaker 1 (06:34):
Yeah, but here's the amazing thing.
Speaker 2 (06:36):
What's that?
Speaker 1 (06:37):
She didn't just survive, she thrived.
Speaker 2 (06:40):
Yeah, she crushed it.
Speaker 1 (06:41):
Yeah, she embraced the challenge, she learned new
skills and she actually grew herbusiness in ways that she never
imagined before.
Speaker 2 (06:48):
Yeah, it's a powerful reminder that sometimes those
moments that force us out of ourcomfort zone can actually lead
to incredible opportunities.
Speaker 1 (06:58):
Yes, and it's like sometimes we need that push.
Speaker 2 (07:02):
We do.
Speaker 1 (07:02):
To really discover.
Speaker 2 (07:04):
What we're capable of .
Speaker 1 (07:05):
What we're capable of .
Speaker 2 (07:06):
Yeah, for sure.
Speaker 1 (07:07):
And that ties into another really important
takeaway, I think, which ismoving beyond, just like the
activity and busyness.
Speaker 2 (07:14):
Oh, my God.
Speaker 1 (07:16):
And focusing on the outcomes.
Speaker 2 (07:17):
Yes.
Speaker 1 (07:18):
It's so easy to get caught up.
Speaker 2 (07:19):
So easy.
Speaker 1 (07:20):
In that whirlwind of meetings and emails and to-do
lists, it would be like a badgeof honor.
Yeah, like look how busy I am.
Speaker 2 (07:26):
Yeah, I'm so important.
Speaker 1 (07:27):
Right, but like Adam Weber said so brilliantly, I
love this quote.
He said if you put your clienthat on, Okay.
Would they be excited that youspent your time at 13 meetings?
Speaker 2 (07:39):
yesterday.
Ooh, that's good, Right.
Speaker 1 (07:42):
It's like ouch, yeah, exactly, it hurts a little.
It makes you think like are allthese activities?
Speaker 2 (07:49):
actually moving us closer to our goals?
Right?
Are they creating value?
Speaker 1 (07:51):
Are we actually achieving anything meaningful?
Speaker 2 (07:53):
That's the question.
Speaker 1 (07:55):
Yes, and so it's about being more intentional
with our time.
Speaker 2 (07:58):
Right.
Speaker 1 (07:58):
And our energy and really asking ourselves what
impact are we trying to create?
Speaker 2 (08:03):
And sometimes that means saying no to things.
Speaker 1 (08:05):
Yes.
Speaker 2 (08:06):
Which can be so hard.
Speaker 1 (08:07):
So hard, but so important.
Speaker 2 (08:09):
So important.
Speaker 1 (08:10):
Yeah.
Speaker 2 (08:10):
And speaking of delegating, yes.
Owen Marcus actually had somegreat insights on how to
delegate effectively.
Speaker 1 (08:16):
Oh yeah, I remember that.
Speaker 2 (08:18):
He emphasized that it's not just about dumping
tasks on people.
It's about giving them thecontext, the resources, the
support they need to succeed.
Speaker 1 (08:28):
Empowering them to do it well.
Speaker 2 (08:29):
Exactly.
Speaker 1 (08:30):
And that's how you build a strong team.
Speaker 2 (08:32):
Yeah.
When people feel like they havea stake in the outcome, yes.
Their motivation and theirperformance just skyrocket.
Speaker 1 (08:39):
Right.
They feel valued and they feeltrusted.
Exactly, so one thing thatreally struck me across several
of the episodes was this focuson the human element of
leadership.
Speaker 2 (08:49):
Yeah.
Speaker 1 (08:50):
Like it's not just about hitting targets or giving
orders Right, it's aboutconnecting with people.
Speaker 2 (08:55):
Right, like real human connection.
Speaker 1 (08:57):
Yeah, understanding their motivations.
Creating a work environmentwhere everyone feels valued and
respected it's so important.
And Owen Marcus, yeah,understanding their motivations
creating a work environmentwhere everyone feels valued and
respected.
It's so important and Owen.
Speaker 2 (09:05):
Marcus.
Speaker 1 (09:05):
Yeah, in his discussion about men's emotional
leadership development, he wastalking about how a lot of men
struggle to connect because theyhaven't been taught.
Speaker 2 (09:15):
Right.
Speaker 1 (09:15):
How to express their emotions in a healthy way.
Speaker 2 (09:17):
And that can lead to All sorts of problems,
communication breakdowns yeah,strained relationships At work
and Communication breakdowns.
Speaker 1 (09:22):
Yeah, strained relationships At work and in
their personal lives.
Speaker 2 (09:24):
Yeah.
Speaker 1 (09:25):
And he was saying it's so important to create safe
spaces where men can exploretheir emotions and practice
vulnerability and learn tocommunicate more authentically.
Speaker 2 (09:34):
And that's not just beneficial for men.
Speaker 1 (09:36):
No.
Speaker 2 (09:37):
It's beneficial for everyone in the workplace when
people feel like they can bringtheir whole selves to work.
Speaker 1 (09:41):
Yes.
Speaker 2 (09:41):
That's when you get real collaboration and
creativity.
Exactly, and then Maria.
Speaker 1 (09:46):
Oh yeah, maria.
Speaker 2 (09:47):
She is the compassionate leadership expert.
Speaker 1 (09:50):
She's great.
Speaker 2 (09:51):
She introduced this really interesting concept of
moving away from a debate modelof communication Okay when
everyone is trying to win anargument Right and towards a
dialogue model.
I love that Right.
And towards a dialogue model Ilove that, yeah.
So instead of trying to proveeach other wrong Right it's
about genuinely wanting tounderstand each other's
perspectives.
Speaker 1 (10:09):
Right and working together to find solutions.
Speaker 2 (10:12):
Yes.
Speaker 1 (10:12):
That benefit everyone .
Speaker 2 (10:14):
Yeah, and she even offered this dialogue roadmap as
a framework.
Speaker 1 (10:18):
I'm intrigued.
Speaker 2 (10:19):
Start with curiosity.
Okay, move into empathy.
Okay, move into empathy.
Speaker 1 (10:22):
Okay.
Speaker 2 (10:22):
And ultimately arrive at a place of support.
Speaker 1 (10:26):
So it's about approaching conversations with
that genuine curiosity, tryingto really feel what the other
person is feeling and thencollaborating to find solutions
that address everyone's needsand concerns.
Speaker 2 (10:39):
Yeah, and I feel like that's something we could all
use a little more of oh my goshIn our lives, both
professionally and personally.
Yeah, and I feel like that'ssomething we could all use a
little more of oh my gosh In ourlives, both professionally and
personally.
Speaker 1 (10:45):
It just makes so much sense.
Speaker 2 (10:46):
It does.
Speaker 1 (10:47):
And it's a good reminder that communication is
about so much more than just thewords we use.
Speaker 2 (10:51):
Right, it's about understanding the emotions.
Speaker 1 (10:54):
The unspoken needs.
Speaker 2 (10:55):
Yeah, the underlying motivations that are driving
those interactions.
Speaker 1 (10:59):
Exactly.
And speaking of nonverbalcommunication, Maria also
emphasized the importance ofembodiment.
Speaker 2 (11:05):
Ooh, embodiment.
Speaker 1 (11:08):
Like paying attention to your physical sensations and
emotions during conversationsoh wow yeah.
Speaker 2 (11:11):
That's fascinating.
Speaker 1 (11:13):
It is?
It's like she's connectingthose elements of mindfulness
and energy awareness toeffective communication.
Speaker 2 (11:20):
I like that.
Speaker 1 (11:20):
Yeah, she was saying that.
You know, becoming more attunedto your own body and emotions
allows you to better sense andrespond to the energy of others.
Speaker 2 (11:28):
It's like you're tuning into a whole other layer
of communication that'shappening beneath the surface.
Speaker 1 (11:33):
Right, and so much of communication is about what's
not being said it is.
It's about picking up on thosesubtle cues, those shifts in
energy that can completelychange the dynamic of an
interaction.
Speaker 2 (11:45):
Absolutely, and that takes practice.
Speaker 1 (11:46):
It does.
Speaker 2 (11:47):
To really tune into those subtle cues.
Speaker 1 (11:50):
So we've covered a lot of ground here, but I think
what's really inspiring is that,while there's no one size fits
all approach to leadershipcommunication, yeah, for sure.
These are all skills that wecan develop with practice and
intentionality.
Absolutely.
It's not about being born withsome magical charisma gene.
(12:10):
It's about making a consciouschoice to show up as our best
selves, yes, to build thoseauthentic connections and to
create work environments whereeveryone feels empowered.
Speaker 2 (12:16):
Yeah.
Speaker 1 (12:17):
To contribute their best work.
Speaker 2 (12:18):
Love it.
So yeah, it's not about chasingsome elusive idea of perfection
.
Speaker 1 (12:23):
Right, it's about embracing the journey.
Speaker 2 (12:25):
Yeah.
Speaker 1 (12:26):
Recognizing that we're all works in progress.
Speaker 2 (12:29):
Always learning.
Speaker 1 (12:30):
Always learning and there's always room for growth.
Speaker 2 (12:32):
For sure, yeah, and one recurring message that I
found really powerful was thisidea that leadership isn't tied
to a specific title or position.
Speaker 1 (12:41):
Okay.
Speaker 2 (12:42):
It's about how we show up in every interaction.
Speaker 1 (12:45):
Yeah.
Speaker 2 (12:47):
Whether it's with our team or our clients, or even
just strangers we encounter inour daily lives.
Speaker 1 (12:50):
Yeah, like just those small moments of leadership.
Speaker 2 (12:52):
Yeah, those little moments where we have the
opportunity to influence andimpact those around us.
Speaker 1 (12:56):
Exactly.
Speaker 2 (12:57):
And you know the question we should all be asking
ourselves are we using thatinfluence in a way that aligns
with our values?
Speaker 1 (13:04):
Ooh, good question.
Speaker 2 (13:06):
Are we being the kind of leaders we want to see in
the world?
Speaker 1 (13:09):
That's a good one to reflect on.
Speaker 2 (13:10):
It is yeah.
And speaking of influence,another theme that really
resonated with me was this ideathat communication goes far
beyond just the words we use.
Speaker 1 (13:20):
Oh, for sure.
Speaker 2 (13:21):
It's about our tone of voice.
Speaker 1 (13:23):
Body language.
Speaker 2 (13:24):
Our body language, our ability to truly listen.
Speaker 1 (13:27):
Yes.
Speaker 2 (13:28):
And, yes, that willingness to be vulnerable and
authentic that we talked aboutearlier.
Speaker 1 (13:33):
Yeah, all of that plays a role.
Speaker 2 (13:34):
And Dennis, the organizational adaptability
expert, from the CommunicativeLeader.
He made a great point about theimportance of what he called
warm data.
Speaker 1 (13:43):
Warm data.
Speaker 2 (13:44):
Yeah, he argued that we often get so fixated on hard
data.
Speaker 1 (13:47):
Yeah.
Speaker 2 (13:48):
Like metrics and statistics.
Numbers that we lose sight ofthe human stories behind those
numbers.
Speaker 1 (13:54):
Yeah, we forget that those numbers represent real
people.
Exactly With real experiencesand emotions and challenges.
Speaker 2 (13:59):
Right.
And if we're not taking thosehuman factors into account,
right, we might come up withsolutions that look great on
paper but completely fail toaddress the real needs of the
people involved.
That makes sense, yeah, yeah.
And he also brought up thisreally interesting point about
the role of AI.
Oh, yeah.
In leadership communication.
Speaker 1 (14:19):
Yeah, how can we ignore that these days?
Speaker 2 (14:21):
Right, it's everywhere.
Speaker 1 (14:22):
It is.
Speaker 2 (14:23):
And he acknowledged both its potential and its
pitfalls.
Right, he cautioned againstblindly adopting AI solutions
without carefully consideringthe ethical implications and the
potential for bias.
Speaker 1 (14:36):
Right, garbage in, garbage out, as they say.
Speaker 2 (14:39):
Exactly.
We need to have clearguidelines and human oversight
to ensure that AI is being usedresponsibly and not perpetuating
inequalities.
Speaker 1 (14:48):
Right, so it's a tool .
Speaker 2 (14:49):
It is a tool.
Speaker 1 (14:50):
But it can't replace human judgment and empathy.
Exactly yeah, we still needthose leaders who can critically
assess the situation and makesure that the technology is
being used to enhance humanconnection, not replace it.
Speaker 2 (15:03):
And speaking of human connection, another key
takeaway for me was theimportance of self-awareness in
leadership.
Speaker 1 (15:08):
Yeah, for sure.
Speaker 2 (15:09):
Adam Weber from Sales Pipeline Radio had this great
suggestion.
Speaker 1 (15:13):
Okay.
Speaker 2 (15:13):
Regularly ask for feedback from your team and
those you work closely with.
Speaker 1 (15:19):
Yeah.
Speaker 2 (15:20):
It can be tough to hear criticism.
It can be, but it's invaluablefor identifying those blind
spots we closely with.
Speaker 1 (15:22):
Yeah, it can be tough to hear criticism.
It can be.
Speaker 2 (15:22):
But it's invaluable for identifying those blind
spots we all have.
Speaker 1 (15:26):
Right, we don't always see ourselves as others
see us.
Speaker 2 (15:29):
Exactly, it's about recognizing that we don't have a
perfect view of ourselves.
Speaker 1 (15:34):
Yeah.
Speaker 2 (15:34):
And that feedback, even if it's difficult to hear,
can help us grow.
Speaker 1 (15:38):
And become more effective.
Speaker 2 (15:39):
Become more effective leaders.
Speaker 1 (15:40):
Yeah, and remember, feedback is a two-way street.
Speaker 2 (15:43):
It is.
Speaker 1 (15:44):
As leaders, we also need to be giving feedback to
our team members in a way that'sconstructive and supportive and
focused on helping them developtheir skills Absolutely.
Speaker 2 (15:53):
Yeah, and one of the episodes of the Communicative
Leader talked about theimportance of celebrating
successes.
Speaker 1 (15:59):
Oh yeah.
Speaker 2 (15:59):
Both big and small.
Yeah, it's about recognizingthe efforts and contributions of
your team Right and creating aculture where people feel
appreciated and valued.
Speaker 1 (16:08):
Yeah, because everyone wants to feel like
their work matters.
Speaker 2 (16:11):
Exactly, and it doesn't have to be anything
grand or elaborate.
Speaker 1 (16:14):
Right, just a small acknowledgement.
Speaker 2 (16:16):
Yeah, sometimes a simple thank you.
Speaker 1 (16:18):
Yeah.
Speaker 2 (16:18):
Or a public acknowledgement of someone's
hard work can make all thedifference.
Speaker 1 (16:22):
It really can.
Speaker 2 (16:23):
It's about taking those small moments to show your
team that you see them, youappreciate them and you value
their contributions.
Speaker 1 (16:30):
Yeah.
Speaker 2 (16:31):
Another really powerful concept that came up,
okay Was this idea thatleadership communication is, at
its core, about storytelling.
Speaker 1 (16:40):
Oh, interesting.
Speaker 2 (16:41):
Adam Weber in one of the sales pipeline radio
episodes.
Speaker 1 (16:44):
Okay.
Speaker 2 (16:45):
He emphasized this point when he was talking about
organizational clarity.
Yeah, he argued that it's notenough to just present the facts
or the logic of a decision.
Speaker 1 (16:55):
You need to connect with people on an emotional
level.
Speaker 2 (16:57):
Exactly, you need to paint a picture, create a
narrative that people canconnect with.
Yeah, think about the leaderswho have truly inspired you.
Yeah, they're probably the oneswho can tell a compelling story
.
Speaker 1 (17:09):
Right, a story that resonates.
Speaker 2 (17:10):
A story that resonates with you on a deeper
level.
Speaker 1 (17:12):
Yeah, it makes you think differently.
Speaker 2 (17:14):
And it makes you want to get on board with their
vision.
Speaker 1 (17:16):
Yeah, exactly.
Speaker 2 (17:17):
So if you want to be a more effective leader, Okay.
Start thinking about yourselfas a storyteller.
Speaker 1 (17:24):
Ooh, I like that.
Speaker 2 (17:25):
What stories can you share that will inspire your
team, build trust and create ashared sense of purpose?
Speaker 1 (17:31):
Powerful stuff.
Speaker 2 (17:32):
It is yeah.
And another recurring theme wasthis importance of creating a
culture of continuous learning.
Speaker 1 (17:41):
Oh yeah, always be learning, always be learning.
Speaker 2 (17:42):
Always be learning in today's rapidly changing world.
Right.
We can't just rest on ourlaurels, yeah, and assume that
what worked yesterday will worktomorrow.
Speaker 1 (17:51):
Right, things are constantly changing.
Speaker 2 (17:53):
We need to be constantly seeking out new
information challenging ourassumptions.
Speaker 1 (17:58):
Adapting.
Speaker 2 (18:00):
Adapting to new ways of doing things, and one
practical suggestion that cameup was to encourage reverse
mentoring.
Speaker 1 (18:05):
Reverse mentoring yeah.
Speaker 2 (18:07):
Where more junior team members share their
expertise oh interesting Withmore senior leaders.
Okay, it's a great way to breakdown silos, promote knowledge
sharing and ensure thateveryone's skills are up to date
.
Speaker 1 (18:20):
I like that.
Speaker 2 (18:21):
And it's not just about formal training programs.
It's about fostering a mindsetof curiosity.
Speaker 1 (18:27):
Yes.
Speaker 2 (18:28):
And continuous improvement.
Speaker 1 (18:30):
Like always be learning.
Speaker 2 (18:31):
Always be learning Exactly.
Speaker 1 (18:34):
One of the most inspiring takeaways for me was
this idea that, as leaders, weneed to be the yeast that
leavens the whole loaf.
Speaker 2 (18:41):
Oh, that's a good one .
Speaker 1 (18:42):
Right.
Speaker 2 (18:43):
Oh, and Marcus used that brilliant analogy.
Speaker 1 (18:45):
He did.
Speaker 2 (18:45):
When he was talking about the ripple effect of
positive leadership.
Speaker 1 (18:49):
Right.
Speaker 2 (18:49):
He pointed out that a tiny bit of yeast might seem
insignificant at first.
Yeah, but it has the power totransform an entire loaf of
bread.
Speaker 1 (18:59):
It does.
Speaker 2 (18:59):
Making it rise and expand.
Yeah.
In the same way, even smallacts of kindness, compassion and
support can have a rippleeffect throughout our
organizations and beyond.
Speaker 1 (19:09):
That's a powerful image.
It is, it's like that butterflyeffect, where one small action
can have a huge impact.
Speaker 2 (19:15):
And it's a reminder that our actions as leaders,
however small they may seem, canhave a profound impact on those
around us.
Speaker 1 (19:24):
And that impact can then ripple outwards.
Speaker 2 (19:27):
Yes.
Speaker 1 (19:27):
Influencing our teams , our families, our communities.
Speaker 2 (19:31):
And ultimately, the world.
Speaker 1 (19:32):
The world?
Exactly, yeah.
So if you're ever feelingoverwhelmed by the challenges of
leadership, remember that youdon't have to do it all alone.
Speaker 2 (19:41):
Right.
Speaker 1 (19:42):
Focus on cultivating those positive qualities within
yourself.
Speaker 2 (19:45):
Yeah.
Speaker 1 (19:46):
And trust that your actions, however small they may
seem, yeah have the power tocreate a ripple effect of
positive change.
Speaker 2 (19:54):
We also heard some really thought-provoking
insights about how to navigateconflict effectively.
Speaker 1 (19:59):
Oh yeah, conflict, that's a big one.
Speaker 2 (20:00):
It is it's inevitable in any workplace.
Speaker 1 (20:02):
Right.
Speaker 2 (20:03):
But it doesn't have to be destructive yeah.
In fact, when handled well,conflict can actually lead to
greater understanding,innovation and even stronger
relationships.
I like that, yeah Maria.
In her discussion aboutcompassionate leadership, she
emphasized the importance ofaddressing conflict directly and
respectfully.
Speaker 1 (20:21):
Oh, that's hard.
Speaker 2 (20:22):
It can be tempting to sweep problems under the rug.
Speaker 1 (20:25):
Yeah, or just avoid it altogether.
Speaker 2 (20:27):
Or avoid those difficult conversations.
But, that only makes thingsworse in the long run.
Speaker 1 (20:31):
It festers.
Speaker 2 (20:32):
It festers Exactly.
Speaker 1 (20:33):
Yeah.
Speaker 2 (20:33):
It's about creating a space where people feel safe to
express their concerns anddisagreements without fear of
retribution.
Speaker 1 (20:42):
So you have to create that psychological safety.
You do, yeah, okay.
Speaker 2 (20:45):
Maria also stressed the importance of listening with
empathy when conflict arises.
Speaker 1 (20:50):
That's a tough one.
Speaker 2 (20:51):
It is.
It's easy to get defensive.
Speaker 1 (20:53):
Yeah and want to be right.
Speaker 2 (20:54):
And focus on proving your own point.
Speaker 1 (20:56):
Yeah.
Speaker 2 (20:57):
But if you can truly listen to and understand the
other person's perspective, youcan start to find common ground
Right and work towards asolution that benefits everyone
involved.
Speaker 1 (21:07):
So it's about seeing it from their side, exactly yeah
.
Speaker 2 (21:10):
She also highlighted the importance of setting clear
boundaries.
Speaker 1 (21:14):
Okay.
Speaker 2 (21:14):
Being compassionate doesn't mean being a pushover or
letting people walk all overyou.
Speaker 1 (21:19):
Yeah, you still have to stand up for yourself.
Speaker 2 (21:20):
Exactly.
It's about communicating yourneeds and expectations clearly
and respectfully.
Speaker 1 (21:26):
Right.
Speaker 2 (21:27):
And holding people accountable for their actions.
Speaker 1 (21:29):
Yeah, and sometimes that means having those
difficult conversations.
It does.
Speaker 2 (21:32):
Yeah, another suggestion was to regularly
check in with your team.
Speaker 1 (21:36):
OK.
Speaker 2 (21:38):
And ask for their feedback on how things are going
.
Speaker 1 (21:41):
So like just creating that open dialogue, exactly
yeah.
Speaker 2 (21:44):
This helps create a culture of open communication
Right and can help you identifypotential problems before they
escalate into major conflicts.
Speaker 1 (21:54):
Like getting ahead of it.
Speaker 2 (21:55):
Yeah, proactive rather than reactive.
I like that.
Another important theme thatemerged was this need to adapt
our communication styles.
Speaker 1 (22:04):
Oh yeah.
Speaker 2 (22:05):
To different audiences and situations.
Speaker 1 (22:07):
Right, because what works for one person?
Speaker 2 (22:09):
Might not work for another.
Speaker 1 (22:10):
Doesn't work for everyone.
Speaker 2 (22:11):
Yeah.
Speaker 1 (22:12):
Owen Marcus, in his discussion about men's emotional
leadership development, pointedout that Men often communicate
differently than women.
Speaker 2 (22:21):
They may be more direct, less emotionally
expressive and more focused onproblem solving than on building
rapport.
And it's not about saying onestyle is better than the other.
Speaker 1 (22:33):
Right.
Speaker 2 (22:33):
It's about recognizing those differences
and adapting our communicationaccordingly.
Speaker 1 (22:38):
So meeting people where they are.
Speaker 2 (22:39):
Exactly.
Speaker 1 (22:40):
Okay.
Speaker 2 (22:40):
If you're working with a team that's more
emotionally expressive, youmight need to adjust your
communication style to be moreempathetic and supportive.
Speaker 1 (22:49):
Yeah.
Speaker 2 (22:49):
And if you're working with a team that's more task
oriented, you might need to bemore direct and focus on clear
expectations and outcomes.
Yeah, you might need to be moredirect and focus on clear
expectations and outcomes.
Yeah, the key is to be flexible, adaptable, yeah, and always
mindful of how yourcommunication is being received.
Speaker 1 (23:05):
So it's not just about you, it's about the other
person.
Speaker 2 (23:07):
It's about them Exactly.
Yeah, and remember effectivecommunication is a two way
street.
Yeah, it's not just aboutgetting your message across
Right, it's also about activelylistening and being open to
feedback.
One practical tip that came upwas to pay attention to your
body language.
Speaker 1 (23:23):
Oh yeah, body language is so important.
Speaker 2 (23:25):
It is.
Are you making eye contact?
Speaker 1 (23:27):
Okay.
Speaker 2 (23:28):
Are you nodding your head to show that you're
listening?
Are your arms crossed?
Speaker 1 (23:32):
Oh yeah, that's a big one.
Speaker 2 (23:33):
Which can signal defensiveness Right.
Small adjustments to your bodylanguage can make a big
difference in how your messageis perceived.
Speaker 1 (23:41):
Totally.
Speaker 2 (23:42):
Another suggestion was to avoid interrupting people
.
Oh, yeah.
Or finishing their sentences.
Speaker 1 (23:47):
I'm so guilty of that .
Speaker 2 (23:49):
It's a hard one.
Speaker 1 (23:50):
It is.
Speaker 2 (23:50):
Let them finish their thoughts before you respond and
really show that you'regenuinely interested in what
they have to say.
Speaker 1 (23:57):
So it's about being present.
Yes, yeah.
Speaker 2 (23:59):
And sometimes the most powerful communication is
simply being present andlistening without judgment.
Speaker 1 (24:05):
Wow, we've covered so much ground in this deep dive
we have.
But it's clear that leadershipcommunication is a complex and
multifaceted skill.
It's not something you canmaster overnight.
Speaker 2 (24:18):
Right.
Speaker 1 (24:19):
But it's something you can continuously develop and
improve upon throughout yourcareer.
Speaker 2 (24:24):
Always be learning.
Speaker 1 (24:25):
Always be learning.
Speaker 2 (24:26):
And the good news is there are so many resources
available to help you on thisjourney.
Speaker 1 (24:31):
There are.
Speaker 2 (24:31):
From books and podcasts to workshops and
coaching programs.
Speaker 1 (24:36):
Right.
Speaker 2 (24:36):
There's something out there for everyone.
Speaker 1 (24:38):
So no excuses, no excuses.
The key is to find what worksfor you.
Speaker 2 (24:42):
Yeah.
Speaker 1 (24:43):
Commit to continuous learning and never stop striving
to become a more effective andimpactful leader.
Speaker 2 (24:49):
And what's truly inspiring is that even small
changes in your communicationstyle can make a big difference.
Speaker 1 (24:55):
They can.
Speaker 2 (24:56):
By focusing on being more authentic, empathetic and
supportive Right, you can createa ripple effect of positive
change.
Yeah, that extends far beyondyourself.
Speaker 1 (25:06):
Yeah, I love that.
So, as we wrap up this part ofour deep dive, okay, what are
some of the key takeaways?
That you've noticed so far.
Speaker 2 (25:15):
What's resonated with you and what are you excited to
implement in your own work life.
Speaker 1 (25:19):
Yeah, We'll be right back to explore one final but
crucial theme that emerged fromthese episodes.
You know I've been thinkingabout something you said right
before the break.
Speaker 2 (25:29):
Oh yeah, what's that?
Speaker 1 (25:30):
That question about what our listeners are most
excited to try.
Speaker 2 (25:36):
Right, Like what are they going to take away from
this?
Speaker 1 (25:38):
Yeah, and it got me thinking about how this all
boils down to purpose.
Right, like, what are theygoing to take away from this?
Yeah, and it got me thinkingabout how this all boils down to
purpose.
Speaker 2 (25:43):
It really does.
Speaker 1 (25:44):
And wouldn't you know , that's actually the last big
theme that we noticed in allthese episodes.
Speaker 2 (25:49):
Yeah, purpose is huge .
Speaker 1 (25:51):
It is, it's that driving force.
It's the fuel that keeps usgoing, the fuel that gets us
through those tough challengesand inspires us to make a real
impact.
Speaker 2 (26:01):
Totally.
Speaker 1 (26:02):
And Owen Marcus from the Communicative Leader podcast
.
Speaker 2 (26:04):
Yeah.
Speaker 1 (26:05):
He described it as that essential ingredient for
finding meaning and fulfillmentin our work.
Speaker 2 (26:09):
It's what makes it all worthwhile.
Speaker 1 (26:11):
Right, it's not just about a paycheck.
Speaker 2 (26:12):
Exactly.
Speaker 1 (26:13):
It's about feeling like you're contributing to
something bigger than yourself.
Speaker 2 (26:17):
Yeah, and he argued that when we're connected to
something bigger than ourselvesour passion, our commitment, our
engagement it all goes up.
Speaker 1 (26:26):
And he even shared that story about a client.
Speaker 2 (26:28):
Oh yeah, the one who had achieved all the success.
Speaker 1 (26:31):
Yeah, she was like at the top of her game.
Speaker 2 (26:34):
But she still felt like something was missing.
Speaker 1 (26:36):
Yeah, like an emptiness.
Speaker 2 (26:38):
And it wasn't until she took the time to really
reconnect with her core values.
Speaker 1 (26:42):
Okay.
Speaker 2 (26:43):
And define a purpose that she was truly passionate
about.
Speaker 1 (26:46):
Yeah.
Speaker 2 (26:47):
That she found that spark again.
Speaker 1 (26:49):
That's so powerful it is yeah.
Speaker 2 (26:51):
And it's a good reminder that purpose isn't just
handed to us Right.
It's something we have toactively discover and cultivate.
Speaker 1 (26:58):
So how do we do that?
Speaker 2 (26:59):
That's the million dollar question.
Speaker 1 (27:01):
Right.
How do we find that sense ofpurpose?
Speaker 2 (27:03):
Especially in our work.
Speaker 1 (27:04):
Yeah, because sometimes it feels like yeah.
Especially if you're notfeeling fulfilled in your work.
Speaker 2 (27:09):
Right, like you're just going through the motions.
Speaker 1 (27:11):
Yeah, so well.
Several suggestions came up.
Speaker 2 (27:15):
Okay, let's hear them .
Speaker 1 (27:16):
In these different episodes.
Speaker 2 (27:17):
Yeah.
Speaker 1 (27:18):
One was to start by reflecting on our values.
Speaker 2 (27:21):
Our values Okay.
Speaker 1 (27:22):
What's truly important to us, what do we
believe in?
What kind of legacy do we wantto leave behind?
Speaker 2 (27:28):
Yeah, those are big questions.
Speaker 1 (27:30):
They are.
Speaker 2 (27:30):
But they're important ones.
Speaker 1 (27:31):
Yeah, another suggestion was to think about
our strengths.
Speaker 2 (27:35):
Our strengths.
Speaker 1 (27:37):
Okay, what are we naturally good at, what do we
enjoy doing, and how can weleverage those strengths to make
a positive impact?
Speaker 2 (27:44):
I like that.
Yeah, like finding that sweetspot where your strengths and
your passions align.
Speaker 1 (27:50):
Yeah, and of course our passions can't be ignored.
Speaker 2 (27:52):
Right, like what gets us excited.
Speaker 1 (27:54):
Yeah, what makes us feel alive?
Speaker 2 (27:56):
And how can we align our work with those passions?
Yeah, what makes us feel aliveand how can we align our work
with those?
Speaker 1 (27:58):
passions.
Yeah, that's where the magichappens.
For sure, and you can find thatintersection.
Speaker 2 (28:02):
Absolutely.
Speaker 1 (28:02):
So once we've identified that purpose, okay,
it's crucial to articulate it.
Speaker 2 (28:06):
Articulate it Okay.
Speaker 1 (28:07):
Whether that's through a mission statement or a
personal manifesto, or evenjust sharing it openly with our
team.
Speaker 2 (28:12):
Right, like putting it out there.
Speaker 1 (28:14):
Yeah, the important thing is to make it visible, let
people know what we stand for,what drives us.
Speaker 2 (28:20):
Yeah, because when people understand our purpose,
they're more likely to feelinspired and motivated To follow
our lead.
To get on board with our vision.
Speaker 1 (28:30):
Yeah, Exactly, and it's not enough to just talk
about it.
Speaker 2 (28:33):
Right, we have to actually live our purpose.
Speaker 1 (28:35):
Yeah, our decisions, our actions, our interactions,
it's got to be reflected ineverything we do.
They should all be in alignmentwith our core values and our
overall mission yeah, walk thewalk, walk the walk right.
Don't just talk.
The talk Exactly.
Speaker 2 (28:47):
And if there's a disconnect between what we say
and what we do.
People will notice, they'll seeright through it.
Speaker 1 (28:52):
And our credibility will take a hit Big time, yeah.
So one practical tip I lovedwas to regularly check in with
ourselves and ask are my actionsaligned with my purpose?
Speaker 2 (29:03):
Oh, that's a good one , right Like a little gut check.
Yeah exactly, and if the answeris no, it's time to make some
adjustments.
Speaker 1 (29:10):
Yeah, of course correct.
Speaker 2 (29:11):
Realign ourselves with what truly matters.
Speaker 1 (29:14):
Get back on track Exactly.
Another great tip was tosurround ourselves with people
oh yeah who support our purpose.
Speaker 2 (29:21):
Yeah, your tribe.
Speaker 1 (29:23):
Yes, and who will hold us accountable?
Speaker 2 (29:25):
Yeah, you need those people who will call you out.
Speaker 1 (29:27):
Yeah, who will tell you the truth?
Speaker 2 (29:29):
When you're getting off track.
Speaker 1 (29:30):
Even when you don't want to hear it.
Speaker 2 (29:32):
Exactly.
Speaker 1 (29:33):
So seek out those mentors, those colleagues, those
friends, those family members.
Your mentors, those colleagues,those friends, those family
members, your support system,yes, who share your values.
Speaker 2 (29:40):
And who will encourage you to be your best
self.
Speaker 1 (29:42):
Yeah, those people are gold.
Speaker 2 (29:45):
They are.
Speaker 1 (29:45):
So here we are.
Speaker 2 (29:46):
At the end of our deep dive.
Speaker 1 (29:48):
I can't believe how much we covered.
Speaker 2 (29:50):
I know right.
Speaker 1 (29:51):
It's been amazing.
Speaker 2 (29:52):
So many incredible insights.
Speaker 1 (29:54):
From all these different experts.
Speaker 2 (29:55):
Yeah, it's like we got a crash course in leadership
communication we did, fromcreating psychological safety to
embracing vulnerability.
Speaker 1 (30:03):
Understanding different perspectives.
Speaker 2 (30:05):
Adapting our communication styles.
Speaker 1 (30:07):
Leading with purpose.
Speaker 2 (30:08):
We've explored a whole toolkit.
Speaker 1 (30:10):
Of strategies that can help anyone become a more
effective and impactful leader.
Speaker 2 (30:14):
Absolutely, and the best part is it doesn't require
some grand personality makeoveror years of intensive training.
Speaker 1 (30:23):
It's about those small intentional changes we
make each day.
Speaker 2 (30:26):
Yeah, those little moments where we choose to show
up as our best selves.
Speaker 1 (30:31):
And those small changes can create a ripple
effect.
Speaker 2 (30:33):
It can.
Speaker 1 (30:34):
Influencing not just our own lives.
Speaker 2 (30:35):
But the lives of those around us Exactly.
So, as we wrap up this deepdive, we want to leave you with
one final thought-provokingquestion.
Speaker 1 (30:44):
Okay, hit us with it.
Speaker 2 (30:45):
If you could implement just one of the
principles we've discussed today.
Speaker 1 (30:50):
Okay.
Speaker 2 (30:50):
Which one would it be , and why?
Speaker 1 (30:52):
Ooh, it's a good one.
Speaker 2 (30:53):
And what small change could you make?
Speaker 1 (30:55):
Yeah, that would have a positive impact on your
communication and leadership, sowe encourage you to really sit
with that question.
Speaker 2 (31:02):
Yeah, let it percolate.
Speaker 1 (31:03):
See what emerges.
Speaker 2 (31:03):
And until next time.
Speaker 1 (31:04):
Keep exploring, keep learning and keep striving to be
the best leaders you can be.
Welcome back everyone to another Deep Dive.
You guys have been asking us tocover leadership communication
for ages.
You really have, so that's whatwe're doing today.
Speaker 2 (00:08):
And you know, it's something that we both find
super fascinating.
Speaker 1 (00:13):
For sure, and we've got a ton of really cool
material to go through.
Speaker 2 (00:16):
Seven episodes actually.
Speaker 1 (00:17):
Five from the communicative leader and two
from Sales Pipeline Radio.
So we're really getting intoall different all different
angles, yeah coaches andbusiness experts yeah, a range
of folks who someone whospecializes in men's emotional
intelligence even.
Speaker 2 (00:34):
Yeah, all about communication and culture and
all of that and you know thereal goal here is to.
Speaker 1 (00:40):
It's like extract those golden nuggets of wisdom.
Speaker 2 (00:43):
Yeah, exactly.
That you can actually take awayand apply to your own
leadership journey no matterwhat you're doing, yeah, if
you're managing a team orrunning a business, or just.
Speaker 1 (00:55):
Even if you're not in a leadership position.
Speaker 2 (00:56):
Right, even in your personal life, Just looking to
up your communication skills ingeneral.
Right, you're going to findsomething valuable here.
Speaker 1 (01:03):
Yeah, Okay.
Well, let's jump in.
Speaker 2 (01:05):
Let's do it.
Speaker 1 (01:06):
So one of the things that I thought was really
interesting was this idea ofpsychological safety Ooh good
one that came up over and overagain like from multiple guests
on these podcasts.
Speaker 2 (01:16):
Yeah.
Speaker 1 (01:17):
Jeff Baldessari, from the Communicative Leader,
described it as you know knowingthat you can speak up and share
your ideas.
Speaker 2 (01:25):
Yeah.
Speaker 1 (01:26):
Even make mistakes without fear of being judged or
punished.
Speaker 2 (01:29):
Yeah, and what I find fascinating about that is, you
know, creating that environmentof psychological safety isn't
just about like being nice.
Being nice.
Exactly, it's about unlockingpotential.
Speaker 1 (01:40):
Yes.
Speaker 2 (01:41):
Like when people feel safe to take risks and voice
their opinions.
Speaker 1 (01:44):
That's where innovation happens.
Speaker 2 (01:45):
That's where the magic happens.
Yes, exactly, and that's howyou get the best out of people.
Speaker 1 (01:50):
Absolutely, and he even said that, like small
things can make a hugedifference, like acknowledging
when someone does something well, even if they don't completely
nail it.
Speaker 2 (01:59):
It's those little things.
Speaker 1 (02:01):
Right, it's like that build up over time.
Yeah, almost internal marketing.
Speaker 2 (02:04):
You know oh interesting.
Speaker 1 (02:05):
You're selling your vision to your own team Right,
just like you'd market a productto customers.
Speaker 2 (02:10):
I like that analogy yeah.
Speaker 1 (02:11):
And it makes you think about you know if you've
ever worked somewhere where youfelt really comfortable speaking
your mind?
Right, right and how thatimpacts totally how much you're
willing to put yourself outthere.
Yeah like.
Speaker 2 (02:31):
Have you ever been in a situation where you didn't
feel safe to speak up?
Oh, all the time.
Yeah, and how did that make youfeel?
Speaker 1 (02:33):
oh, it's the worst.
Speaker 2 (02:33):
Yeah, you feel kind of shut down totally and you
don't want to contribute exactlyso yeah, psychological safety
is huge yeah, huge and thenbuilding on that idea okay
several of the episodes talkedabout this the importance of
authenticity and vulnerabilityand leadership.
Speaker 1 (02:49):
Yeah, and I feel like Owen Marcus, the men's
leadership coach.
Speaker 2 (02:54):
Oh yeah, he was great he was so passionate about that
he was on fire about that.
Speaker 1 (02:59):
And he was saying how men in particular are often
conditioned to hide theirvulnerabilities.
Speaker 2 (03:03):
Yeah, like tough it out.
Yeah, never show weakness,right.
Speaker 1 (03:04):
Yeah, like tough it out, yeah, never show weakness.
Speaker 2 (03:06):
Right, which can be so isolating.
Speaker 1 (03:09):
It is and prevent them from forming those genuine
connections.
Yeah, yeah, and he gave thisreally interesting example about
working with.
Speaker 2 (03:17):
I remember that.
Speaker 1 (03:18):
Google engineers.
Speaker 2 (03:19):
Yeah, google engineers who you would think
like.
Speaker 1 (03:22):
You would think they're brilliant.
Speaker 2 (03:24):
They're at the top of their game they've got it all
figured out right, but even theystruggle sometimes right,
they're still human they'rehuman and they need help they
need support but because of thatsocietal pressure yeah, to be
strong to appear strong.
Speaker 1 (03:39):
They might not ask for it yeah, they don't want to
seem weak right yeah, and Ithink that's so relatable.
Speaker 2 (03:46):
It is.
It's not just a guy thing.
Speaker 1 (03:47):
No, not at all.
Speaker 2 (03:48):
We've all probably felt that pressure to appear
perfect.
Speaker 1 (03:52):
Oh yeah, for sure.
Especially at work, oh,especially at work.
Speaker 2 (03:56):
But you know, think about the leaders that you've
really admired, the ones whohave really inspired.
You.
Speaker 1 (04:00):
The ones who you really felt connected to.
Speaker 2 (04:03):
Yeah, chances are.
They're the ones who arewilling to be real.
Speaker 1 (04:06):
Yeah.
Speaker 2 (04:07):
Admit their mistakes.
Speaker 1 (04:08):
Show their human side .
Speaker 2 (04:10):
Yeah, and show that they're human just like
everybody else.
Speaker 1 (04:12):
Exactly, and Nancy.
Speaker 2 (04:14):
Oh yeah, Nancy, the life strategist.
Speaker 1 (04:15):
Yeah, she was great.
She was awesome she made thispoint that seeing a leader be
open about their own struggles.
Speaker 2 (04:23):
Right.
Speaker 1 (04:24):
It can actually make their team members feel less
alone.
Speaker 2 (04:28):
Less alone in their own struggle In their own
challenges.
Yeah, it normalizes the ups anddowns that we all experience.
Speaker 1 (04:34):
Exactly, and it makes it okay to not be perfect,
right, like if the leader canadmit that they're struggling
with work-life balance.
Speaker 2 (04:42):
Totally.
Speaker 1 (04:42):
Then it gives everyone else permission to say
hey, I'm not perfect at thiseither.
Speaker 2 (04:47):
Exactly, it opens the door for those honest and
supportive conversations.
Yes, like, instead ofpretending everything is fine.
Speaker 1 (04:55):
Right.
Speaker 2 (04:55):
We can actually start working together to find
solutions.
Speaker 1 (04:58):
Yeah, and speaking of work-life balance or, as Nancy
calls it, work-life integration,yeah, I like that.
Yeah, because it really is moreabout it's more integrated.
Yeah, it's not so separateanymore.
Speaker 2 (05:09):
Especially in our always connected world.
It's more about like weaving itall together, finding a way to
make it all work.
Speaker 1 (05:16):
In a sustainable way.
Yeah yeah, she also talked alot about self-reflection.
Oh yeah, like reallyunderstanding how your own
childhood experiences andbeliefs might be impacting your
behaviors and choices today.
Speaker 2 (05:31):
Yeah, that's deep.
Speaker 1 (05:33):
It is like are you overworking?
Because you feel like youconstantly have to prove
yourself.
Speaker 2 (05:37):
Right.
Speaker 1 (05:38):
Are you neglecting your personal life because you
think that's what it takes to besuccessful?
Speaker 2 (05:43):
Yeah, are you carrying those old patterns?
Speaker 1 (05:44):
Yeah, those old patterns.
Speaker 2 (05:45):
From your childhood.
Speaker 1 (05:47):
Exactly, and she was saying it's about getting to the
root of those patterns.
Speaker 2 (05:50):
Right.
Speaker 1 (05:50):
And then making conscious choices about how you
want to live and work.
Speaker 2 (05:55):
Yeah.
Speaker 1 (05:55):
So it's not just about like oh, I need to set
better boundaries.
Speaker 2 (05:59):
Right, it's deeper than that.
Speaker 1 (06:00):
Yeah, it's like why are you having trouble setting
those boundaries in the firstplace?
Speaker 2 (06:03):
Exactly.
Speaker 1 (06:04):
So another point that came up in both of these
podcasts was the importance ofembracing challenges.
Speaker 2 (06:10):
Oh yeah.
Speaker 1 (06:10):
And adapting to change.
Speaker 2 (06:11):
Change is the only constant right.
Right, Especially these days.
Speaker 1 (06:15):
Yeah, and Adam Weber.
He shared this great example.
Speaker 2 (06:17):
Oh yeah, I remember that one.
Speaker 1 (06:19):
About a woman who totally transformed her business
during COVID.
Speaker 2 (06:22):
Yeah, she had that fitness studio.
Speaker 1 (06:25):
Yeah, who totally transformed her business during
COVID.
Speaker 2 (06:27):
Yeah, she had that fitness studio.
Yeah, she had like a thrivingin-person fitness studio Right,
and then everything shut down.
Speaker 1 (06:28):
And then locked down.
Speaker 2 (06:29):
She had to figure out how to go online.
Speaker 1 (06:31):
It's a completely different business model.
Speaker 2 (06:33):
Totally different.
Speaker 1 (06:34):
Yeah, but here's the amazing thing.
Speaker 2 (06:36):
What's that?
Speaker 1 (06:37):
She didn't just survive, she thrived.
Speaker 2 (06:40):
Yeah, she crushed it.
Speaker 1 (06:41):
Yeah, she embraced the challenge, she learned new
skills and she actually grew herbusiness in ways that she never
imagined before.
Speaker 2 (06:48):
Yeah, it's a powerful reminder that sometimes those
moments that force us out of ourcomfort zone can actually lead
to incredible opportunities.
Speaker 1 (06:58):
Yes, and it's like sometimes we need that push.
Speaker 2 (07:02):
We do.
Speaker 1 (07:02):
To really discover.
Speaker 2 (07:04):
What we're capable of .
Speaker 1 (07:05):
What we're capable of .
Speaker 2 (07:06):
Yeah, for sure.
Speaker 1 (07:07):
And that ties into another really important
takeaway, I think, which ismoving beyond, just like the
activity and busyness.
Speaker 2 (07:14):
Oh, my God.
Speaker 1 (07:16):
And focusing on the outcomes.
Speaker 2 (07:17):
Yes.
Speaker 1 (07:18):
It's so easy to get caught up.
Speaker 2 (07:19):
So easy.
Speaker 1 (07:20):
In that whirlwind of meetings and emails and to-do
lists, it would be like a badgeof honor.
Yeah, like look how busy I am.
Speaker 2 (07:26):
Yeah, I'm so important.
Speaker 1 (07:27):
Right, but like Adam Weber said so brilliantly, I
love this quote.
He said if you put your clienthat on, Okay.
Would they be excited that youspent your time at 13 meetings?
Speaker 2 (07:39):
yesterday.
Ooh, that's good, Right.
Speaker 1 (07:42):
It's like ouch, yeah, exactly, it hurts a little.
It makes you think like are allthese activities?
Speaker 2 (07:49):
actually moving us closer to our goals?
Right?
Are they creating value?
Speaker 1 (07:51):
Are we actually achieving anything meaningful?
Speaker 2 (07:53):
That's the question.
Speaker 1 (07:55):
Yes, and so it's about being more intentional
with our time.
Speaker 2 (07:58):
Right.
Speaker 1 (07:58):
And our energy and really asking ourselves what
impact are we trying to create?
Speaker 2 (08:03):
And sometimes that means saying no to things.
Speaker 1 (08:05):
Yes.
Speaker 2 (08:06):
Which can be so hard.
Speaker 1 (08:07):
So hard, but so important.
Speaker 2 (08:09):
So important.
Speaker 1 (08:10):
Yeah.
Speaker 2 (08:10):
And speaking of delegating, yes.
Owen Marcus actually had somegreat insights on how to
delegate effectively.
Speaker 1 (08:16):
Oh yeah, I remember that.
Speaker 2 (08:18):
He emphasized that it's not just about dumping
tasks on people.
It's about giving them thecontext, the resources, the
support they need to succeed.
Speaker 1 (08:28):
Empowering them to do it well.
Speaker 2 (08:29):
Exactly.
Speaker 1 (08:30):
And that's how you build a strong team.
Speaker 2 (08:32):
Yeah.
When people feel like they havea stake in the outcome, yes.
Their motivation and theirperformance just skyrocket.
Speaker 1 (08:39):
Right.
They feel valued and they feeltrusted.
Exactly, so one thing thatreally struck me across several
of the episodes was this focuson the human element of
leadership.
Speaker 2 (08:49):
Yeah.
Speaker 1 (08:50):
Like it's not just about hitting targets or giving
orders Right, it's aboutconnecting with people.
Speaker 2 (08:55):
Right, like real human connection.
Speaker 1 (08:57):
Yeah, understanding their motivations.
Creating a work environmentwhere everyone feels valued and
respected it's so important.
And Owen Marcus, yeah,understanding their motivations
creating a work environmentwhere everyone feels valued and
respected.
It's so important and Owen.
Speaker 2 (09:05):
Marcus.
Speaker 1 (09:05):
Yeah, in his discussion about men's emotional
leadership development, he wastalking about how a lot of men
struggle to connect because theyhaven't been taught.
Speaker 2 (09:15):
Right.
Speaker 1 (09:15):
How to express their emotions in a healthy way.
Speaker 2 (09:17):
And that can lead to All sorts of problems,
communication breakdowns yeah,strained relationships At work
and Communication breakdowns.
Speaker 1 (09:22):
Yeah, strained relationships At work and in
their personal lives.
Speaker 2 (09:24):
Yeah.
Speaker 1 (09:25):
And he was saying it's so important to create safe
spaces where men can exploretheir emotions and practice
vulnerability and learn tocommunicate more authentically.
Speaker 2 (09:34):
And that's not just beneficial for men.
Speaker 1 (09:36):
No.
Speaker 2 (09:37):
It's beneficial for everyone in the workplace when
people feel like they can bringtheir whole selves to work.
Speaker 1 (09:41):
Yes.
Speaker 2 (09:41):
That's when you get real collaboration and
creativity.
Exactly, and then Maria.
Speaker 1 (09:46):
Oh yeah, maria.
Speaker 2 (09:47):
She is the compassionate leadership expert.
Speaker 1 (09:50):
She's great.
Speaker 2 (09:51):
She introduced this really interesting concept of
moving away from a debate modelof communication Okay when
everyone is trying to win anargument Right and towards a
dialogue model.
I love that Right.
And towards a dialogue model Ilove that, yeah.
So instead of trying to proveeach other wrong Right it's
about genuinely wanting tounderstand each other's
perspectives.
Speaker 1 (10:09):
Right and working together to find solutions.
Speaker 2 (10:12):
Yes.
Speaker 1 (10:12):
That benefit everyone .
Speaker 2 (10:14):
Yeah, and she even offered this dialogue roadmap as
a framework.
Speaker 1 (10:18):
I'm intrigued.
Speaker 2 (10:19):
Start with curiosity.
Okay, move into empathy.
Okay, move into empathy.
Speaker 1 (10:22):
Okay.
Speaker 2 (10:22):
And ultimately arrive at a place of support.
Speaker 1 (10:26):
So it's about approaching conversations with
that genuine curiosity, tryingto really feel what the other
person is feeling and thencollaborating to find solutions
that address everyone's needsand concerns.
Speaker 2 (10:39):
Yeah, and I feel like that's something we could all
use a little more of oh my goshIn our lives, both
professionally and personally.
Yeah, and I feel like that'ssomething we could all use a
little more of oh my gosh In ourlives, both professionally and
personally.
Speaker 1 (10:45):
It just makes so much sense.
Speaker 2 (10:46):
It does.
Speaker 1 (10:47):
And it's a good reminder that communication is
about so much more than just thewords we use.
Speaker 2 (10:51):
Right, it's about understanding the emotions.
Speaker 1 (10:54):
The unspoken needs.
Speaker 2 (10:55):
Yeah, the underlying motivations that are driving
those interactions.
Speaker 1 (10:59):
Exactly.
And speaking of nonverbalcommunication, Maria also
emphasized the importance ofembodiment.
Speaker 2 (11:05):
Ooh, embodiment.
Speaker 1 (11:08):
Like paying attention to your physical sensations and
emotions during conversationsoh wow yeah.
Speaker 2 (11:11):
That's fascinating.
Speaker 1 (11:13):
It is?
It's like she's connectingthose elements of mindfulness
and energy awareness toeffective communication.
Speaker 2 (11:20):
I like that.
Speaker 1 (11:20):
Yeah, she was saying that.
You know, becoming more attunedto your own body and emotions
allows you to better sense andrespond to the energy of others.
Speaker 2 (11:28):
It's like you're tuning into a whole other layer
of communication that'shappening beneath the surface.
Speaker 1 (11:33):
Right, and so much of communication is about what's
not being said it is.
It's about picking up on thosesubtle cues, those shifts in
energy that can completelychange the dynamic of an
interaction.
Speaker 2 (11:45):
Absolutely, and that takes practice.
Speaker 1 (11:46):
It does.
Speaker 2 (11:47):
To really tune into those subtle cues.
Speaker 1 (11:50):
So we've covered a lot of ground here, but I think
what's really inspiring is that,while there's no one size fits
all approach to leadershipcommunication, yeah, for sure.
These are all skills that wecan develop with practice and
intentionality.
Absolutely.
It's not about being born withsome magical charisma gene.
(12:10):
It's about making a consciouschoice to show up as our best
selves, yes, to build thoseauthentic connections and to
create work environments whereeveryone feels empowered.
Speaker 2 (12:16):
Yeah.
Speaker 1 (12:17):
To contribute their best work.
Speaker 2 (12:18):
Love it.
So yeah, it's not about chasingsome elusive idea of perfection
.
Speaker 1 (12:23):
Right, it's about embracing the journey.
Speaker 2 (12:25):
Yeah.
Speaker 1 (12:26):
Recognizing that we're all works in progress.
Speaker 2 (12:29):
Always learning.
Speaker 1 (12:30):
Always learning and there's always room for growth.
Speaker 2 (12:32):
For sure, yeah, and one recurring message that I
found really powerful was thisidea that leadership isn't tied
to a specific title or position.
Speaker 1 (12:41):
Okay.
Speaker 2 (12:42):
It's about how we show up in every interaction.
Speaker 1 (12:45):
Yeah.
Speaker 2 (12:47):
Whether it's with our team or our clients, or even
just strangers we encounter inour daily lives.
Speaker 1 (12:50):
Yeah, like just those small moments of leadership.
Speaker 2 (12:52):
Yeah, those little moments where we have the
opportunity to influence andimpact those around us.
Speaker 1 (12:56):
Exactly.
Speaker 2 (12:57):
And you know the question we should all be asking
ourselves are we using thatinfluence in a way that aligns
with our values?
Speaker 1 (13:04):
Ooh, good question.
Speaker 2 (13:06):
Are we being the kind of leaders we want to see in
the world?
Speaker 1 (13:09):
That's a good one to reflect on.
Speaker 2 (13:10):
It is yeah.
And speaking of influence,another theme that really
resonated with me was this ideathat communication goes far
beyond just the words we use.
Speaker 1 (13:20):
Oh, for sure.
Speaker 2 (13:21):
It's about our tone of voice.
Speaker 1 (13:23):
Body language.
Speaker 2 (13:24):
Our body language, our ability to truly listen.
Speaker 1 (13:27):
Yes.
Speaker 2 (13:28):
And, yes, that willingness to be vulnerable and
authentic that we talked aboutearlier.
Speaker 1 (13:33):
Yeah, all of that plays a role.
Speaker 2 (13:34):
And Dennis, the organizational adaptability
expert, from the CommunicativeLeader.
He made a great point about theimportance of what he called
warm data.
Speaker 1 (13:43):
Warm data.
Speaker 2 (13:44):
Yeah, he argued that we often get so fixated on hard
data.
Speaker 1 (13:47):
Yeah.
Speaker 2 (13:48):
Like metrics and statistics.
Numbers that we lose sight ofthe human stories behind those
numbers.
Speaker 1 (13:54):
Yeah, we forget that those numbers represent real
people.
Exactly With real experiencesand emotions and challenges.
Speaker 2 (13:59):
Right.
And if we're not taking thosehuman factors into account,
right, we might come up withsolutions that look great on
paper but completely fail toaddress the real needs of the
people involved.
That makes sense, yeah, yeah.
And he also brought up thisreally interesting point about
the role of AI.
Oh, yeah.
In leadership communication.
Speaker 1 (14:19):
Yeah, how can we ignore that these days?
Speaker 2 (14:21):
Right, it's everywhere.
Speaker 1 (14:22):
It is.
Speaker 2 (14:23):
And he acknowledged both its potential and its
pitfalls.
Right, he cautioned againstblindly adopting AI solutions
without carefully consideringthe ethical implications and the
potential for bias.
Speaker 1 (14:36):
Right, garbage in, garbage out, as they say.
Speaker 2 (14:39):
Exactly.
We need to have clearguidelines and human oversight
to ensure that AI is being usedresponsibly and not perpetuating
inequalities.
Speaker 1 (14:48):
Right, so it's a tool .
Speaker 2 (14:49):
It is a tool.
Speaker 1 (14:50):
But it can't replace human judgment and empathy.
Exactly yeah, we still needthose leaders who can critically
assess the situation and makesure that the technology is
being used to enhance humanconnection, not replace it.
Speaker 2 (15:03):
And speaking of human connection, another key
takeaway for me was theimportance of self-awareness in
leadership.
Speaker 1 (15:08):
Yeah, for sure.
Speaker 2 (15:09):
Adam Weber from Sales Pipeline Radio had this great
suggestion.
Speaker 1 (15:13):
Okay.
Speaker 2 (15:13):
Regularly ask for feedback from your team and
those you work closely with.
Speaker 1 (15:19):
Yeah.
Speaker 2 (15:20):
It can be tough to hear criticism.
It can be, but it's invaluablefor identifying those blind
spots we closely with.
Speaker 1 (15:22):
Yeah, it can be tough to hear criticism.
It can be.
Speaker 2 (15:22):
But it's invaluable for identifying those blind
spots we all have.
Speaker 1 (15:26):
Right, we don't always see ourselves as others
see us.
Speaker 2 (15:29):
Exactly, it's about recognizing that we don't have a
perfect view of ourselves.
Speaker 1 (15:34):
Yeah.
Speaker 2 (15:34):
And that feedback, even if it's difficult to hear,
can help us grow.
Speaker 1 (15:38):
And become more effective.
Speaker 2 (15:39):
Become more effective leaders.
Speaker 1 (15:40):
Yeah, and remember, feedback is a two-way street.
Speaker 2 (15:43):
It is.
Speaker 1 (15:44):
As leaders, we also need to be giving feedback to
our team members in a way that'sconstructive and supportive and
focused on helping them developtheir skills Absolutely.
Speaker 2 (15:53):
Yeah, and one of the episodes of the Communicative
Leader talked about theimportance of celebrating
successes.
Speaker 1 (15:59):
Oh yeah.
Speaker 2 (15:59):
Both big and small.
Yeah, it's about recognizingthe efforts and contributions of
your team Right and creating aculture where people feel
appreciated and valued.
Speaker 1 (16:08):
Yeah, because everyone wants to feel like
their work matters.
Speaker 2 (16:11):
Exactly, and it doesn't have to be anything
grand or elaborate.
Speaker 1 (16:14):
Right, just a small acknowledgement.
Speaker 2 (16:16):
Yeah, sometimes a simple thank you.
Speaker 1 (16:18):
Yeah.
Speaker 2 (16:18):
Or a public acknowledgement of someone's
hard work can make all thedifference.
Speaker 1 (16:22):
It really can.
Speaker 2 (16:23):
It's about taking those small moments to show your
team that you see them, youappreciate them and you value
their contributions.
Speaker 1 (16:30):
Yeah.
Speaker 2 (16:31):
Another really powerful concept that came up,
okay Was this idea thatleadership communication is, at
its core, about storytelling.
Speaker 1 (16:40):
Oh, interesting.
Speaker 2 (16:41):
Adam Weber in one of the sales pipeline radio
episodes.
Speaker 1 (16:44):
Okay.
Speaker 2 (16:45):
He emphasized this point when he was talking about
organizational clarity.
Yeah, he argued that it's notenough to just present the facts
or the logic of a decision.
Speaker 1 (16:55):
You need to connect with people on an emotional
level.
Speaker 2 (16:57):
Exactly, you need to paint a picture, create a
narrative that people canconnect with.
Yeah, think about the leaderswho have truly inspired you.
Yeah, they're probably the oneswho can tell a compelling story
.
Speaker 1 (17:09):
Right, a story that resonates.
Speaker 2 (17:10):
A story that resonates with you on a deeper
level.
Speaker 1 (17:12):
Yeah, it makes you think differently.
Speaker 2 (17:14):
And it makes you want to get on board with their
vision.
Speaker 1 (17:16):
Yeah, exactly.
Speaker 2 (17:17):
So if you want to be a more effective leader, Okay.
Start thinking about yourselfas a storyteller.
Speaker 1 (17:24):
Ooh, I like that.
Speaker 2 (17:25):
What stories can you share that will inspire your
team, build trust and create ashared sense of purpose?
Speaker 1 (17:31):
Powerful stuff.
Speaker 2 (17:32):
It is yeah.
And another recurring theme wasthis importance of creating a
culture of continuous learning.
Speaker 1 (17:41):
Oh yeah, always be learning, always be learning.
Speaker 2 (17:42):
Always be learning in today's rapidly changing world.
Right.
We can't just rest on ourlaurels, yeah, and assume that
what worked yesterday will worktomorrow.
Speaker 1 (17:51):
Right, things are constantly changing.
Speaker 2 (17:53):
We need to be constantly seeking out new
information challenging ourassumptions.
Speaker 1 (17:58):
Adapting.
Speaker 2 (18:00):
Adapting to new ways of doing things, and one
practical suggestion that cameup was to encourage reverse
mentoring.
Speaker 1 (18:05):
Reverse mentoring yeah.
Speaker 2 (18:07):
Where more junior team members share their
expertise oh interesting Withmore senior leaders.
Okay, it's a great way to breakdown silos, promote knowledge
sharing and ensure thateveryone's skills are up to date
.
Speaker 1 (18:20):
I like that.
Speaker 2 (18:21):
And it's not just about formal training programs.
It's about fostering a mindsetof curiosity.
Speaker 1 (18:27):
Yes.
Speaker 2 (18:28):
And continuous improvement.
Speaker 1 (18:30):
Like always be learning.
Speaker 2 (18:31):
Always be learning Exactly.
Speaker 1 (18:34):
One of the most inspiring takeaways for me was
this idea that, as leaders, weneed to be the yeast that
leavens the whole loaf.
Speaker 2 (18:41):
Oh, that's a good one .
Speaker 1 (18:42):
Right.
Speaker 2 (18:43):
Oh, and Marcus used that brilliant analogy.
Speaker 1 (18:45):
He did.
Speaker 2 (18:45):
When he was talking about the ripple effect of
positive leadership.
Speaker 1 (18:49):
Right.
Speaker 2 (18:49):
He pointed out that a tiny bit of yeast might seem
insignificant at first.
Yeah, but it has the power totransform an entire loaf of
bread.
Speaker 1 (18:59):
It does.
Speaker 2 (18:59):
Making it rise and expand.
Yeah.
In the same way, even smallacts of kindness, compassion and
support can have a rippleeffect throughout our
organizations and beyond.
Speaker 1 (19:09):
That's a powerful image.
It is, it's like that butterflyeffect, where one small action
can have a huge impact.
Speaker 2 (19:15):
And it's a reminder that our actions as leaders,
however small they may seem, canhave a profound impact on those
around us.
Speaker 1 (19:24):
And that impact can then ripple outwards.
Speaker 2 (19:27):
Yes.
Speaker 1 (19:27):
Influencing our teams , our families, our communities.
Speaker 2 (19:31):
And ultimately, the world.
Speaker 1 (19:32):
The world?
Exactly, yeah.
So if you're ever feelingoverwhelmed by the challenges of
leadership, remember that youdon't have to do it all alone.
Speaker 2 (19:41):
Right.
Speaker 1 (19:42):
Focus on cultivating those positive qualities within
yourself.
Speaker 2 (19:45):
Yeah.
Speaker 1 (19:46):
And trust that your actions, however small they may
seem, yeah have the power tocreate a ripple effect of
positive change.
Speaker 2 (19:54):
We also heard some really thought-provoking
insights about how to navigateconflict effectively.
Speaker 1 (19:59):
Oh yeah, conflict, that's a big one.
Speaker 2 (20:00):
It is it's inevitable in any workplace.
Speaker 1 (20:02):
Right.
Speaker 2 (20:03):
But it doesn't have to be destructive yeah.
In fact, when handled well,conflict can actually lead to
greater understanding,innovation and even stronger
relationships.
I like that, yeah Maria.
In her discussion aboutcompassionate leadership, she
emphasized the importance ofaddressing conflict directly and
respectfully.
Speaker 1 (20:21):
Oh, that's hard.
Speaker 2 (20:22):
It can be tempting to sweep problems under the rug.
Speaker 1 (20:25):
Yeah, or just avoid it altogether.
Speaker 2 (20:27):
Or avoid those difficult conversations.
But, that only makes thingsworse in the long run.
Speaker 1 (20:31):
It festers.
Speaker 2 (20:32):
It festers Exactly.
Speaker 1 (20:33):
Yeah.
Speaker 2 (20:33):
It's about creating a space where people feel safe to
express their concerns anddisagreements without fear of
retribution.
Speaker 1 (20:42):
So you have to create that psychological safety.
You do, yeah, okay.
Speaker 2 (20:45):
Maria also stressed the importance of listening with
empathy when conflict arises.
Speaker 1 (20:50):
That's a tough one.
Speaker 2 (20:51):
It is.
It's easy to get defensive.
Speaker 1 (20:53):
Yeah and want to be right.
Speaker 2 (20:54):
And focus on proving your own point.
Speaker 1 (20:56):
Yeah.
Speaker 2 (20:57):
But if you can truly listen to and understand the
other person's perspective, youcan start to find common ground
Right and work towards asolution that benefits everyone
involved.
Speaker 1 (21:07):
So it's about seeing it from their side, exactly yeah
.
Speaker 2 (21:10):
She also highlighted the importance of setting clear
boundaries.
Speaker 1 (21:14):
Okay.
Speaker 2 (21:14):
Being compassionate doesn't mean being a pushover or
letting people walk all overyou.
Speaker 1 (21:19):
Yeah, you still have to stand up for yourself.
Speaker 2 (21:20):
Exactly.
It's about communicating yourneeds and expectations clearly
and respectfully.
Speaker 1 (21:26):
Right.
Speaker 2 (21:27):
And holding people accountable for their actions.
Speaker 1 (21:29):
Yeah, and sometimes that means having those
difficult conversations.
It does.
Speaker 2 (21:32):
Yeah, another suggestion was to regularly
check in with your team.
Speaker 1 (21:36):
OK.
Speaker 2 (21:38):
And ask for their feedback on how things are going
.
Speaker 1 (21:41):
So like just creating that open dialogue, exactly
yeah.
Speaker 2 (21:44):
This helps create a culture of open communication
Right and can help you identifypotential problems before they
escalate into major conflicts.
Speaker 1 (21:54):
Like getting ahead of it.
Speaker 2 (21:55):
Yeah, proactive rather than reactive.
I like that.
Another important theme thatemerged was this need to adapt
our communication styles.
Speaker 1 (22:04):
Oh yeah.
Speaker 2 (22:05):
To different audiences and situations.
Speaker 1 (22:07):
Right, because what works for one person?
Speaker 2 (22:09):
Might not work for another.
Speaker 1 (22:10):
Doesn't work for everyone.
Speaker 2 (22:11):
Yeah.
Speaker 1 (22:12):
Owen Marcus, in his discussion about men's emotional
leadership development, pointedout that Men often communicate
differently than women.
Speaker 2 (22:21):
They may be more direct, less emotionally
expressive and more focused onproblem solving than on building
rapport.
And it's not about saying onestyle is better than the other.
Speaker 1 (22:33):
Right.
Speaker 2 (22:33):
It's about recognizing those differences
and adapting our communicationaccordingly.
Speaker 1 (22:38):
So meeting people where they are.
Speaker 2 (22:39):
Exactly.
Speaker 1 (22:40):
Okay.
Speaker 2 (22:40):
If you're working with a team that's more
emotionally expressive, youmight need to adjust your
communication style to be moreempathetic and supportive.
Speaker 1 (22:49):
Yeah.
Speaker 2 (22:49):
And if you're working with a team that's more task
oriented, you might need to bemore direct and focus on clear
expectations and outcomes.
Yeah, you might need to be moredirect and focus on clear
expectations and outcomes.
Yeah, the key is to be flexible, adaptable, yeah, and always
mindful of how yourcommunication is being received.
Speaker 1 (23:05):
So it's not just about you, it's about the other
person.
Speaker 2 (23:07):
It's about them Exactly.
Yeah, and remember effectivecommunication is a two way
street.
Yeah, it's not just aboutgetting your message across
Right, it's also about activelylistening and being open to
feedback.
One practical tip that came upwas to pay attention to your
body language.
Speaker 1 (23:23):
Oh yeah, body language is so important.
Speaker 2 (23:25):
It is.
Are you making eye contact?
Speaker 1 (23:27):
Okay.
Speaker 2 (23:28):
Are you nodding your head to show that you're
listening?
Are your arms crossed?
Speaker 1 (23:32):
Oh yeah, that's a big one.
Speaker 2 (23:33):
Which can signal defensiveness Right.
Small adjustments to your bodylanguage can make a big
difference in how your messageis perceived.
Speaker 1 (23:41):
Totally.
Speaker 2 (23:42):
Another suggestion was to avoid interrupting people
.
Oh, yeah.
Or finishing their sentences.
Speaker 1 (23:47):
I'm so guilty of that .
Speaker 2 (23:49):
It's a hard one.
Speaker 1 (23:50):
It is.
Speaker 2 (23:50):
Let them finish their thoughts before you respond and
really show that you'regenuinely interested in what
they have to say.
Speaker 1 (23:57):
So it's about being present.
Yes, yeah.
Speaker 2 (23:59):
And sometimes the most powerful communication is
simply being present andlistening without judgment.
Speaker 1 (24:05):
Wow, we've covered so much ground in this deep dive
we have.
But it's clear that leadershipcommunication is a complex and
multifaceted skill.
It's not something you canmaster overnight.
Speaker 2 (24:18):
Right.
Speaker 1 (24:19):
But it's something you can continuously develop and
improve upon throughout yourcareer.
Speaker 2 (24:24):
Always be learning.
Speaker 1 (24:25):
Always be learning.
Speaker 2 (24:26):
And the good news is there are so many resources
available to help you on thisjourney.
Speaker 1 (24:31):
There are.
Speaker 2 (24:31):
From books and podcasts to workshops and
coaching programs.
Speaker 1 (24:36):
Right.
Speaker 2 (24:36):
There's something out there for everyone.
Speaker 1 (24:38):
So no excuses, no excuses.
The key is to find what worksfor you.
Speaker 2 (24:42):
Yeah.
Speaker 1 (24:43):
Commit to continuous learning and never stop striving
to become a more effective andimpactful leader.
Speaker 2 (24:49):
And what's truly inspiring is that even small
changes in your communicationstyle can make a big difference.
Speaker 1 (24:55):
They can.
Speaker 2 (24:56):
By focusing on being more authentic, empathetic and
supportive Right, you can createa ripple effect of positive
change.
Yeah, that extends far beyondyourself.
Speaker 1 (25:06):
Yeah, I love that.
So, as we wrap up this part ofour deep dive, okay, what are
some of the key takeaways?
That you've noticed so far.
Speaker 2 (25:15):
What's resonated with you and what are you excited to
implement in your own work life.
Speaker 1 (25:19):
Yeah, We'll be right back to explore one final but
crucial theme that emerged fromthese episodes.
You know I've been thinkingabout something you said right
before the break.
Speaker 2 (25:29):
Oh yeah, what's that?
Speaker 1 (25:30):
That question about what our listeners are most
excited to try.
Speaker 2 (25:36):
Right, Like what are they going to take away from
this?
Speaker 1 (25:38):
Yeah, and it got me thinking about how this all
boils down to purpose.
Right, like, what are theygoing to take away from this?
Yeah, and it got me thinkingabout how this all boils down to
purpose.
Speaker 2 (25:43):
It really does.
Speaker 1 (25:44):
And wouldn't you know , that's actually the last big
theme that we noticed in allthese episodes.
Speaker 2 (25:49):
Yeah, purpose is huge .
Speaker 1 (25:51):
It is, it's that driving force.
It's the fuel that keeps usgoing, the fuel that gets us
through those tough challengesand inspires us to make a real
impact.
Speaker 2 (26:01):
Totally.
Speaker 1 (26:02):
And Owen Marcus from the Communicative Leader podcast
.
Speaker 2 (26:04):
Yeah.
Speaker 1 (26:05):
He described it as that essential ingredient for
finding meaning and fulfillmentin our work.
Speaker 2 (26:09):
It's what makes it all worthwhile.
Speaker 1 (26:11):
Right, it's not just about a paycheck.
Speaker 2 (26:12):
Exactly.
Speaker 1 (26:13):
It's about feeling like you're contributing to
something bigger than yourself.
Speaker 2 (26:17):
Yeah, and he argued that when we're connected to
something bigger than ourselvesour passion, our commitment, our
engagement it all goes up.
Speaker 1 (26:26):
And he even shared that story about a client.
Speaker 2 (26:28):
Oh yeah, the one who had achieved all the success.
Speaker 1 (26:31):
Yeah, she was like at the top of her game.
Speaker 2 (26:34):
But she still felt like something was missing.
Speaker 1 (26:36):
Yeah, like an emptiness.
Speaker 2 (26:38):
And it wasn't until she took the time to really
reconnect with her core values.
Speaker 1 (26:42):
Okay.
Speaker 2 (26:43):
And define a purpose that she was truly passionate
about.
Speaker 1 (26:46):
Yeah.
Speaker 2 (26:47):
That she found that spark again.
Speaker 1 (26:49):
That's so powerful it is yeah.
Speaker 2 (26:51):
And it's a good reminder that purpose isn't just
handed to us Right.
It's something we have toactively discover and cultivate.
Speaker 1 (26:58):
So how do we do that?
Speaker 2 (26:59):
That's the million dollar question.
Speaker 1 (27:01):
Right.
How do we find that sense ofpurpose?
Speaker 2 (27:03):
Especially in our work.
Speaker 1 (27:04):
Yeah, because sometimes it feels like yeah.
Especially if you're notfeeling fulfilled in your work.
Speaker 2 (27:09):
Right, like you're just going through the motions.
Speaker 1 (27:11):
Yeah, so well.
Several suggestions came up.
Speaker 2 (27:15):
Okay, let's hear them .
Speaker 1 (27:16):
In these different episodes.
Speaker 2 (27:17):
Yeah.
Speaker 1 (27:18):
One was to start by reflecting on our values.
Speaker 2 (27:21):
Our values Okay.
Speaker 1 (27:22):
What's truly important to us, what do we
believe in?
What kind of legacy do we wantto leave behind?
Speaker 2 (27:28):
Yeah, those are big questions.
Speaker 1 (27:30):
They are.
Speaker 2 (27:30):
But they're important ones.
Speaker 1 (27:31):
Yeah, another suggestion was to think about
our strengths.
Speaker 2 (27:35):
Our strengths.
Speaker 1 (27:37):
Okay, what are we naturally good at, what do we
enjoy doing, and how can weleverage those strengths to make
a positive impact?
Speaker 2 (27:44):
I like that.
Yeah, like finding that sweetspot where your strengths and
your passions align.
Speaker 1 (27:50):
Yeah, and of course our passions can't be ignored.
Speaker 2 (27:52):
Right, like what gets us excited.
Speaker 1 (27:54):
Yeah, what makes us feel alive?
Speaker 2 (27:56):
And how can we align our work with those passions?
Yeah, what makes us feel aliveand how can we align our work
with those?
Speaker 1 (27:58):
passions.
Yeah, that's where the magichappens.
For sure, and you can find thatintersection.
Speaker 2 (28:02):
Absolutely.
Speaker 1 (28:02):
So once we've identified that purpose, okay,
it's crucial to articulate it.
Speaker 2 (28:06):
Articulate it Okay.
Speaker 1 (28:07):
Whether that's through a mission statement or a
personal manifesto, or evenjust sharing it openly with our
team.
Speaker 2 (28:12):
Right, like putting it out there.
Speaker 1 (28:14):
Yeah, the important thing is to make it visible, let
people know what we stand for,what drives us.
Speaker 2 (28:20):
Yeah, because when people understand our purpose,
they're more likely to feelinspired and motivated To follow
our lead.
To get on board with our vision.
Speaker 1 (28:30):
Yeah, Exactly, and it's not enough to just talk
about it.
Speaker 2 (28:33):
Right, we have to actually live our purpose.
Speaker 1 (28:35):
Yeah, our decisions, our actions, our interactions,
it's got to be reflected ineverything we do.
They should all be in alignmentwith our core values and our
overall mission yeah, walk thewalk, walk the walk right.
Don't just talk.
The talk Exactly.
Speaker 2 (28:47):
And if there's a disconnect between what we say
and what we do.
People will notice, they'll seeright through it.
Speaker 1 (28:52):
And our credibility will take a hit Big time, yeah.
So one practical tip I lovedwas to regularly check in with
ourselves and ask are my actionsaligned with my purpose?
Speaker 2 (29:03):
Oh, that's a good one , right Like a little gut check.
Yeah exactly, and if the answeris no, it's time to make some
adjustments.
Speaker 1 (29:10):
Yeah, of course correct.
Speaker 2 (29:11):
Realign ourselves with what truly matters.
Speaker 1 (29:14):
Get back on track Exactly.
Another great tip was tosurround ourselves with people
oh yeah who support our purpose.
Speaker 2 (29:21):
Yeah, your tribe.
Speaker 1 (29:23):
Yes, and who will hold us accountable?
Speaker 2 (29:25):
Yeah, you need those people who will call you out.
Speaker 1 (29:27):
Yeah, who will tell you the truth?
Speaker 2 (29:29):
When you're getting off track.
Speaker 1 (29:30):
Even when you don't want to hear it.
Speaker 2 (29:32):
Exactly.
Speaker 1 (29:33):
So seek out those mentors, those colleagues, those
friends, those family members.
Your mentors, those colleagues,those friends, those family
members, your support system,yes, who share your values.
Speaker 2 (29:40):
And who will encourage you to be your best
self.
Speaker 1 (29:42):
Yeah, those people are gold.
Speaker 2 (29:45):
They are.
Speaker 1 (29:45):
So here we are.
Speaker 2 (29:46):
At the end of our deep dive.
Speaker 1 (29:48):
I can't believe how much we covered.
Speaker 2 (29:50):
I know right.
Speaker 1 (29:51):
It's been amazing.
Speaker 2 (29:52):
So many incredible insights.
Speaker 1 (29:54):
From all these different experts.
Speaker 2 (29:55):
Yeah, it's like we got a crash course in leadership
communication we did, fromcreating psychological safety to
embracing vulnerability.
Speaker 1 (30:03):
Understanding different perspectives.
Speaker 2 (30:05):
Adapting our communication styles.
Speaker 1 (30:07):
Leading with purpose.
Speaker 2 (30:08):
We've explored a whole toolkit.
Speaker 1 (30:10):
Of strategies that can help anyone become a more
effective and impactful leader.
Speaker 2 (30:14):
Absolutely, and the best part is it doesn't require
some grand personality makeoveror years of intensive training.
Speaker 1 (30:23):
It's about those small intentional changes we
make each day.
Speaker 2 (30:26):
Yeah, those little moments where we choose to show
up as our best selves.
Speaker 1 (30:31):
And those small changes can create a ripple
effect.
Speaker 2 (30:33):
It can.
Speaker 1 (30:34):
Influencing not just our own lives.
Speaker 2 (30:35):
But the lives of those around us Exactly.
So, as we wrap up this deepdive, we want to leave you with
one final thought-provokingquestion.
Speaker 1 (30:44):
Okay, hit us with it.
Speaker 2 (30:45):
If you could implement just one of the
principles we've discussed today.
Speaker 1 (30:50):
Okay.
Speaker 2 (30:50):
Which one would it be , and why?
Speaker 1 (30:52):
Ooh, it's a good one.
Speaker 2 (30:53):
And what small change could you make?
Speaker 1 (30:55):
Yeah, that would have a positive impact on your
communication and leadership, sowe encourage you to really sit
with that question.
Speaker 2 (31:02):
Yeah, let it percolate.
Speaker 1 (31:03):
See what emerges.
Speaker 2 (31:03):
And until next time.
Speaker 1 (31:04):
Keep exploring, keep learning and keep striving to be
the best leaders you can be.
Popular Podcasts
Crime Junkie
Does hearing about a true crime case always leave you scouring the internet for the truth behind the story? Dive into your next mystery with Crime Junkie. Every Monday, join your host Ashley Flowers as she unravels all the details of infamous and underreported true crime cases with her best friend Brit Prawat. From cold cases to missing persons and heroes in our community who seek justice, Crime Junkie is your destination for theories and stories you won’t hear anywhere else. Whether you're a seasoned true crime enthusiast or new to the genre, you'll find yourself on the edge of your seat awaiting a new episode every Monday. If you can never get enough true crime... Congratulations, you’ve found your people. Follow to join a community of Crime Junkies! Crime Junkie is presented by audiochuck Media Company.
24/7 News: The Latest
The latest news in 4 minutes updated every hour, every day.
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.