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#MBA #Careers #Business #Podcasting Education #Self-Improvement #Crestcom International

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The Leadership Habit

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Why Good Humans Become Bad Bosses with Jamie Woolf 35:48

3일 전35:48

나중에 재생

나중에 재생

35:48

What causes a well-intentioned, capable leader to become the kind of boss that leaves employees feeling disengaged or demoralized? That’s the central question of this episode of The Leadership Habit podcast. Host Jenn DeWall sits down with Jamie Woolf —CEO of Creativity Partners and former Director of Culture at Pixar Animation Studios—to explore the concept of power blindness and the common derailers that turn good humans into bad bosses. Whether you’re in a leadership role or aspiring to be, this episode offers an honest and compassionate look at how power, pressure, and blind spots can undermine the very qualities that make someone a strong leader. The good news? With self-awareness and reflection, these behaviors can be corrected. Meet Jamie Woolf, CEO of Creativity Partners Jamie Woolf brings more than 30 years of experience in organizational behavior and workplace culture. As the first Director of Culture at Pixar, she helped shape environments that nurtured creativity and trust. Through her consultancy, Creativity Partners , Jamie has worked with Google, DreamWorks, Gilead, and other major organizations to develop leaders who elevate teams through clarity, emotional intelligence, and humanity. Her work focuses on bringing more respect, trust, and authenticity into the workplace, starting with understanding your own influence as a leader. Why Good People Become “Bad” Bosses Many “bad boss” behaviors don’t stem from malice but from stress, blind spots, or outdated mental models of leadership. Jamie introduces the idea of power blindness —when leaders forget what it feels like to be on the receiving end of their authority. A simple behavior, like canceling a one-on-one meeting or sending late-night emails, can unintentionally signal disrespect or unrealistic expectations. Recognizing Leadership Derailers Even well-meaning leaders have derailers —traits that show up under stress and negatively impact their teams. Using the Hogan Assessment as a framework, Jamie explains how a strength like enthusiasm can morph into over-intensity, or how cautiousness can become paralysis. Leaders must learn to recognize when their “strengths in overdrive” are doing harm. Feedback: A Leadership Superpower Feedback can be hard to hear, especially when it challenges how we see ourselves. But as Jamie Woolf reminds us, it’s one of the most important tools a leader has to grow. “It’s our ego—we humans have fragile egos,” she says. “So just take a beat and let your physiology settle. Even the word feedback can trigger a physical reaction.” Instead of jumping into defensiveness, Jamie recommends slowing down and getting curious. She offers a practical tip: ask yourself, “Where is maybe 5% of truth in this, even if 95% I might disagree with?” That mindset shift allows leaders to stay open without immediately dismissing what’s being said. Jenn also notes that many leaders hear the same feedback over and over but still act surprised. “It’s wild,” she says. “You likely heard a variation of that feedback from your spouse, your boss, your child—but we still pretend it’s new.” Jamie adds, “That’s because our strengths, when overused, become our shadow sides. Passion becomes intensity. Caution becomes paralysis. Feedback helps us recognize those patterns—if we’re willing to hear it.” How to Increase Self-Awareness Self-awareness isn’t a one-time realization—it’s a daily practice. Jamie encourages leaders to ask reflective questions often, such as: “Have people disagreed with me recently?” “Am I talking more than listening in meetings?” “How is my stress showing up in my body, and is it rippling out to my team?” These aren’t just hypothetical questions—they’re a self-check for power blindness. “Just knowing that by virtue of your title, people are treating you differently is a game-changer,” Jamie says. “If your team meetings are too harmonious or too courteous, that’s a red flag. People may not feel safe enough to tell the truth.” Before any meeting, she recommends taking a moment to pause and ask yourself, “What’s my intention? How do I want to show up?” That simple practice can help leaders act with more clarity, humility, and openness. Repairing Leadership Mistakes Even the best leaders have bad days, but what separates a great boss from a bad one is what they do next. According to Jamie, it starts with accountability. “Say you got too defensive or shut someone down,” she says. “You don’t just say, ‘Sorry, I was having a bad day.’ You reach out and say, ‘Here’s how I showed up. I’ve been thinking about what you said. Here’s the gem I found in your feedback, and here’s what I’m going to do differently.” That kind of repair is what builds real trust over time. “Self-blame is still ego-driven,” she explains. “It’s not about beating yourself up. It’s about recognizing the gap between your intention and your behavior—and then course correcting.” Jenn sums it up simply: “We all show up as less ideal versions of ourselves. Every single person you’ve encountered does. But growth starts when we admit it and choose to lead better.” Where to Find More From Jamie Woolf Want to explore Jamie’s work and resources in more depth? Here’s where to connect: creativity-partners.com Email: jamie@creativitypartners.com Coming soon: Download the Power Blindness Assessment and watch Jamie’s TED Talk on the same topic. Want to Become a Better Boss? Leadership isn’t about being perfect—it’s about being aware. If you’re ready to develop your emotional intelligence , enhance your leadership skills, and unlock your team’s full potential, Crestcom is here to help. Sign up for a complimentary Leadership Skills Workshop where you’ll learn practical ways to build trust, strengthen communication, and improve accountability across your team. Request your free workshop here . The post Why Good Humans Become Bad Bosses with Jamie Woolf appeared first on Crestcom International .…

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Feminine Intelligence in Leadership With Elina Teboul 47:20

17일 전47:20

나중에 재생

나중에 재생

47:20

In this episode of The Leadership Habit podcast, host Jenn DeWall sits down with executive coach, speaker, and author Elina Teboul . Together, they explore a thought-provoking and timely topic: how embracing feminine intelligence can transform how we lead. They unpack the concept of balancing both masculine and feminine energies in leadership and discuss how embracing our whole selves—logic and intuition, action and stillness—can unlock higher performance, empathy, and purpose. Whether you’re a CEO or an aspiring manager, this conversation will challenge your assumptions and offer a powerful framework to lead with greater authenticity and impact. Meet Elina Teboul Elina Teboul is a globally recognized leadership expert and executive coach with a unique career journey. She began her professional life as a corporate attorney at a top New York City law firm before pivoting toward her true passion—understanding what drives purposeful, conscious leadership. She holds advanced degrees in psychology and law from Columbia University and now runs a successful leadership advisory practice in London. Elina is also an adjunct professor at Fordham Law School, a keynote speaker, and the author of the book Feminine Intelligence: Reclaiming Wholeness in Leadership and Life . Balancing Head and Heart: Masculine vs. Feminine Intelligence in Leadership Throughout the episode, Elina shares how traditional leadership models have long favored masculine traits—rational thinking, assertiveness, linear decision-making—while often devaluing qualities linked to the feminine, such as empathy, creativity, and emotional intuition. As she puts it, “We are only half human if we ignore the more intuitive, relational parts of ourselves.” Jenn reflects on her own experience working in male-dominated corporate cultures and recalls feeling like showing emotion made her appear weak. Elina emphasizes that embracing feminine intelligence is not about abandoning structure but integrating multiple dimensions of human intelligence to become whole : “This is not about gender. It’s about energy—and the need for balance.” The TRUE Framework: A Roadmap to Conscious Leadership A central highlight of the episode is Elina’s TRUE framework—a simple yet powerful guide to help leaders become more conscious, self-aware, and effective. TRUE stands for Time, Relationships, Uncertainty, and Emotions—four domains Elina believes every leader must master to reach their full potential. Time : “The most senior, successful leaders are stingy with their calendars,” Elina says. They make space for thinking, feeling, and aligning with purpose. Blocking time for reflection isn’t optional—it’s essential. Jenn adds, “Even five minutes before a meeting can make a huge difference in showing up with clarity.” Relationships : At the heart of great leadership is the ability to build meaningful connections. “We all think we’re good listeners, but most of us are not,” Elina shares. True listening requires setting aside ego, mirroring what we hear, and being open to perspectives that challenge our own. Uncertainty : Leadership isn’t about having all the answers—it’s about having the courage to sit with complexity. “Most people default to logic and control,” Elina explains, “but true innovation happens when we expand the space between stimulus and response.” Embracing uncertainty allows leaders to access empathy, intuition, and creativity. Emotions : Emotional intelligence starts within. “You have to know your triggers—often rooted in childhood—before you can manage them,” Elina says. By understanding the stories that shape our responses, we can better lead ourselves and others. Jenn agrees: “If you can’t own it, you can’t control it.” This framework is more than a tool—it’s a call to lead with your whole self. As Elina puts it, “When we ignore parts of ourselves, we limit our potential. TRUE is about reconnecting with our full humanity.” Leadership Through Balance, Not Extremes Throughout the conversation, Elina makes it clear that feminine intelligence isn’t about gender—it’s about energy. While traditional leadership models often emphasize masculine traits like logic, assertiveness, and linear thinking, Elina advocates for integrating the equally powerful feminine traits: intuition, empathy, creativity, and connection. She shares a striking example from her book—a story about Lieutenant Chris Hughes in Iraq, who de-escalated a tense situation not with force, but by choosing empathy and stillness. “It’s a perfect example of feminine intelligence in action,” she notes. “Whether you’re on the battlefield or in the boardroom, that kind of presence changes everything.” The episode is a powerful reminder that conscious leadership starts with inner work. “You can’t create a values-driven culture if you haven’t done the work to understand your own,” Elina says. And as Jenn reflects, “This isn’t just about being a better leader—it’s about being a more whole human.” By the end of the episode, Jenn and Elina make the case that authentic leadership begins with self-awareness. Leaders must do the inner work to uncover childhood triggers, understand emotional patterns, and develop the courage to lead authentically. As Elina puts it: “If you ignore parts of yourself, you limit your full potential.” Where to Find More from Elina Teboul 📘 Buy the book: Feminine Intelligence 💼 Connect with Elina on LinkedIn 🌐 Visit Elina’s Website Want to Unlock Your Team’s Full Potential? If you’re ready to develop your leadership skills and create a more balanced, purposeful approach to leading, Crestcom can help. We offer a complimentary, 2-hour Leadership Skills Workshop designed to help you and your team improve decision-making, build trust, and increase accountability. Request your free workshop here : crestcom.com/freeworkshop The post Feminine Intelligence in Leadership With Elina Teboul appeared first on Crestcom International .…

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Building Trust in Leadership with Andrea Wanerstrand 37:30

4 weeks 전37:30

나중에 재생

나중에 재생

37:30

In today’s rapidly changing workplace, leaders are being challenged like never before to create a sense of stability and connection. But what’s the secret to building trust in leadership? In a powerful episode of The Leadership Habit podcast, host Jenn DeWall sits down with executive coach and culture strategist Andrea Wanerstrand to explore the vital role that consistency plays in trust and team performance. Meet Andrea Wanerstrand Andrea Wanerstrand is the founder and CEO of A3 Culture Lab and the creator of the Mindset Maven Method . With over 25 years of experience shaping leadership and culture strategies at powerhouse organizations like Microsoft and T-Mobile, Andrea has made it her mission to help leaders ditch fear-based leadership and foster high-performance, human-centered cultures. After two decades in corporate roles, Andrea launched A3 Culture Lab to equip leaders with the tools to lead with clarity, courage, and consistency. Her coaching approach blends neuroscience, mindset mastery, and bold truth-telling to drive measurable results. When she’s not speaking or coaching executives, Andrea runs a lavender farm off the coast of Seattle—yes, really—where she distills her own essential oils and teaches meditation as part of her own journey to combat burnout and embrace balance. How Consistency Builds Trust and Team Performance In this insightful episode, Andrea and Jenn explore the connection between emotional intelligence, consistency, and leadership credibility. Jenn sets the tone by explaining, “Consistency truly matters to our mental health, our happiness, and our sense of engagement at work.” Andrea agrees, noting that inconsistent leaders can unintentionally create fear, confusion, and disengagement on their teams. Andrea outlines her A3 model for consistent leadership: Authenticity, Autonomy, and Accountability . Leaders who master these three areas are better equipped to build trust and create psychological safety on their teams. “Fear can’t build trust,” Andrea explains. “In fact, fear cannot create innovation. When we are in fight or flight, our brains literally are not flowing with the creativity that we often want from our teams.” She encourages leaders to examine themselves and identify how fear manifests in their leadership style—through micromanagement, perfectionism, or over-functioning—and then work toward leading with more intentionality and emotional self-awareness. Jenn adds, “So many people truly believe that they are much more aware of how they show up than what they actually are.” The problem is that most of our thoughts and behaviors are driven by subconscious patterns . Andrea explains that building trust in leadership starts with identifying your own emotional triggers and physical signals—whether it’s a clenched jaw or a tapping foot—and choosing how to respond. A simple yet powerful question leaders can ask themselves is: “How do I want to show up for these people, and am I there right now?” That pause, Andrea says, creates the space for intentionality and emotional regulation, both of which are critical to building trust and improving team performance . “Your mindset is your edge, and your behavior becomes your brand,” Andrea emphasizes. “It’s not about being perfect. It’s about being present.” Jenn underscores that leaders must slow down and reflect: “The moment you don’t have enough time to simply pause and set an intention with how you want to show up… It’s going to cost you more time in the end.” Where to Find More from Andrea Wanerstrand Connect with Andrea on LinkedIn Learn more about her coaching and programs at A3culturelab.com Follow her insights on leadership, neuroscience, and mindset via her blog and speaking engagements. Want to become the kind of leader who builds trust and drives performance consistently? Discover how Crestcom’s leadership development programs can help you and your team unlock their full potential. 👉 Request your complimentary Leadership Skills Workshop today! The post Building Trust in Leadership with Andrea Wanerstrand appeared first on Crestcom International .…

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Leading Through Change and Uncertainty with Faisal Hoque 41:23

6 weeks 전41:23

나중에 재생

나중에 재생

41:23

In a time of disruption, transformation, and unpredictability, many leaders are wondering how to stay grounded while guiding their teams forward. In this episode of The Leadership Habit Podcast , host Jenn DeWall sits down with renowned entrepreneur, author, and futurist Faisal Hoque to discuss what it truly takes to lead through change and uncertainty and why now is the time to embrace opportunity rather than fear. Meet Faisal Hoque Faisal Hoque is a globally recognized thought leader, best-selling author, and entrepreneur who has spent decades at the intersection of technology, business, and human potential. Originally from Bangladesh, Faisal moved to the U.S. at 18 to study. Today, Faisal is a highly sought-after partner for innovation and transformation in digital and AI, business, and organizational settings, serving both public and private sector organizations, and is recognized as one of the world’s leading management thinkers and technologists. As the founder and CEO of multiple companies, Faisal has won the Deloitte Technology Fast 50 and Fast 500 awards three times. He is a contributor to MIT’s IDEAS Social Innovation program, Thinkers50, and the Swiss business school IMD. His work has appeared in Fast Company, Harvard Business Review, The Wall Street Journal, MIT Sloan Management Review, The Financial Times, Psychology Today, BIG Think, Business Insider, Fortune, Inc., Kiplinger, Yahoo Finance, Fox, ABC, CBS, and others. His latest book, Transcend , explores how leaders can maintain human agency and unlock innovation amid rapid technological shifts. How to Lead Amid Uncertainty: Insights from the Conversation Jenn and Faisal begin their conversation by naming what many leaders are feeling but may not be saying: the world is in a prolonged state of disruption. Faisal outlines a “trifecta” of uncertainty—geopolitical unrest, economic instability, and digital disruption—that today’s leaders must learn to navigate. “We’ve never seen such a dramatic shift in technology,” Faisal shares. “But uncertainty is nothing new. What’s new is the pace and psychological impact it’s having on people and organizations.” Staying Grounded in the Storm Leadership in uncertain times doesn’t mean having all the answers—it means having the right mindset . Faisal urges leaders to avoid panic, remain calm, and stay grounded in their purpose. “Don’t shut down or retreat. Regenerative leaders look for ways to create, not just repeat,” he says. “Great companies and careers are often born in crisis.” Jenn echoes this sentiment, highlighting how fear-based decisions, such as mass layoffs or cutting innovation budgets, often backfire. “If you panic, your team panics,” she says. “Fear is contagious—but so is calm.” Embrace Innovation, Don’t Fear It Faisal emphasizes the importance of staying ahead of the curve. When it comes to AI and other new technologies, he has some advice. Don’t sit back and wait—engage with the tools and people who understand them. “Go to your younger employees,” he suggests. “They’re often the most comfortable with tech trends and can be great teachers. If you’re not learning, you’re falling behind.” Focus on Value, Not Just Revenue Another common pitfall during times of uncertainty is prioritizing short-term gains over long-term value. Instead of immediately cutting costs or raising prices, Faisal encourages leaders to focus on serving existing customers more effectively. “Empathy is a business strategy,” he notes. “When you truly understand your customer’s challenges, you create lasting value. And value leads to revenue.” This approach to leading through uncertainty centers on emotional intelligence, resilience, and a continuous willingness to learn and adapt. Redefine Success with a Regenerative Mindset Perhaps the most powerful takeaway from the episode is the importance of adopting a regenerative leadership mindset —one rooted in service, learning, and continuous growth. “Know your value. Give first. Ask later,” Faisal says. “That’s how you build trust and create momentum during difficult times.” Jenn sums it up perfectly: “Repeat what you’ve always done, and you’ll get what you’ve always got. The challenges are different now—your leadership must be, too.” Learn More from Faisal Hoque Visit FaisalHoque.com for resources and insights. Find Transcend and other books on Amazon or wherever books are sold—all proceeds support cancer research. Follow Faisal on LinkedIn for daily leadership tips and micro-learnings. Ready to Lead with Confidence? Navigating disruption is easier with the right tools. Discover how to build effective leadership skills that last with Crestcom’s complimentary leadership skills workshop . In just two hours, you’ll learn practical strategies to lead effectively through change, build trust, and inspire your team. 🔗 Request your free workshop today at www.crestcom.com/freeworkshop The post Leading Through Change and Uncertainty with Faisal Hoque appeared first on Crestcom International .…

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How to Attract the Right Talent with Walt Brown 42:18

7 weeks 전42:18

나중에 재생

나중에 재생

42:18

Attracting great talent and keeping them engaged are two of the biggest challenges facing leaders today. It’s no longer just about posting a job and hoping for the best—it’s about clarity, culture, and connection. In this episode of The Leadership Habit Podcast , host Jenn DeWall sits down with author, coach, and culture expert Walt Brown to explore how leaders can create organizations that naturally attract the right people—and, just as importantly, repel the wrong ones. Meet Walt Brown Walt Brown is a leadership coach, strategic advisor, and the author of Attract or Repel: The 7 Promises You Must Make to Build a Magnetic Culture . With experience working with nearly 200 companies over the last 18 years, Walt specializes in helping executive teams build scalable, high-trust organizations with clearly defined roles, responsibilities, and values. His approach helps teams gain alignment around culture and strategy, leading to stronger retention, engagement, and business performance. Creating a Culture That Attracts—and Repels The key to attracting the right talent isn’t just flashy perks or competitive pay. According to Walt, “It starts with being really clear about who you are as an organization—and then turning that clarity into promises you actually keep.” His book is centered around seven critical needs employees must feel aligned with to thrive: Belonging Employees need to feel like they’re part of something —aligned with the company’s values and surrounded by people who share them. Belief (in where the company is going) It’s essential for people to believe in the company’s mission and direction. When leaders clearly communicate strategy and purpose, trust and motivation grow. Accountability Clarity around roles, responsibilities, and expectations helps team members take ownership of their contributions without confusion or overlap. Measurement Employees want to know how their performance is evaluated and how their efforts tie into the bigger picture. Transparency here builds confidence and direction. Being Heard People want to know their voices matter. This means having systems and communication channels in place that allow for meaningful input and feedback. Development Career growth is a priority. Employees need to see how they can develop their skills and take on new challenges within the organization. Balance Defining and communicating what work-life balance truly looks like—compensation, workload, wellness support—helps avoid misunderstandings and burnout. “If even one of these needs is out of sync,” Walt explains, “you risk disengaging your best people—or attracting the wrong ones altogether.” Jenn adds, “That’s such an important insight because when we don’t take the time to clarify our culture, we end up sending mixed signals—and that creates friction before someone even walks in the door.” Rethinking the Job Description Another major takeaway from the episode is Walt’s rejection of the traditional job description. “The old job description is dead,” he says. “Instead, we should be talking about roles—fluid, dynamic responsibilities that shift based on what the organization needs every 90 days.” This approach helps organizations adapt more quickly and encourages employees to develop flexibility and problem-solving skills. “Great talent today means being willing to learn, contribute in new ways, and stay aligned to the company’s purpose—even as roles evolve,” says Walt. Don’t Ignore the Office Jerk Walt and Jenn also address a common blind spot in talent management: failing to act when someone is clearly a poor culture fit. “If you allow negative behavior to go unchecked, it drags down your top talent,” Walt warns. “You’re sending a message that you value performance over values—and people notice.” The solution? Encourage self-selection. By clearly communicating your cultural promises, the wrong people will often take themselves out of the equation. And if they don’t, you need to have the courage to “scoop the fly out of the pudding,” as Walt humorously puts it. Where to Learn More from Walt Brown To dive deeper into Walt’s framework, pick up a copy of his book, Attract or Repel , available from BenBella Books and major retailers. You can also learn more about his consulting work and leadership insights at waltbrown.co . Build a Talent-Attracting Team with Crestcom Creating a workplace that draws in the right people and discourages the wrong fit takes more than good intentions—it takes leadership. Crestcom’s year-long leadership development program equips managers with the communication, coaching, and strategic thinking skills they need to build high-performing teams that live your values and drive results. Want to get started? Join us for a complimentary 2-hour Leadership Skills Workshop. It’s a powerful, interactive experience designed to help you and your team elevate performance, improve decision-making, and increase accountability. 👉 Sign up now at crestcom.com/freeworkshop The post How to Attract the Right Talent with Walt Brown appeared first on Crestcom International .…

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How to Make Decisions in Uncertain Times with Scott Marshall 47:26

9 weeks 전47:26

나중에 재생

나중에 재생

47:26

Uncertain times are a certainty in leadership. Whether it’s economic volatility, organizational shifts, or global instability, leaders consistently encounter a high degree of uncertainty. Today, business leaders must navigate unpredictable complexities while maintaining confidence and clarity. In this timely episode of The Leadership Habit Podcast, host Jenn DeWall welcomed CEO Scott Marshall. Tune in to learn all about how leaders can make good decisions, even when things are uncertain. Meet Scott Marshall Scott Marshall hosts the As Unexpected Podcast and is President and CEO of the Institute for Shipboard Education. This 61-year-old nonprofit directs Semester at Sea , the world’s leading comparative study abroad program. Before joining Semester at Sea, Scott was a Professor of Management. He also served as Vice Provost and Interim Dean at Portland State University’s College of Business. Scott’s passion for global education and travel began during his undergraduate study abroad program in Japan. As a business professor, he wrote and published over 40 articles, book chapters, and case studies. His work focused on management, marketing, and international studies. During his time in academia, he also taught various courses in strategy, entrepreneurship, and management. Why It’s Hard to Make Decisions in Uncertainty Scott explains, “Humans inherently overweight the improbable and underweight those things that are very likely.” This cognitive bias complicates the decision-making process, making it challenging for business leaders to assess risk rationally. In high-stake situations, leaders often freeze, delay, or make ineffective choices. This isn’t due to incompetence but because their brains naturally misjudge probabilities. In today’s hyper-connected, demanding environment, the pressure to make quick decisions can feel overwhelming. However, effective decision-making demands patience and reflection, especially when the stakes are high. Step One: Slow Down and Get Grounded Even under tight deadlines and immense pressure, slowing down is crucial. Scott advocates pausing to avoid rushed, ill-informed choices. “Slow down, pause, seek multiple inputs, and understand the situation better,” he advised. Good decisions stem from clarity, not haste. Scott uses a straightforward yet powerful decision-making framework: a two-by-two grid evaluating urgency and impact. This simple grid helps leaders prioritize where to allocate resources and attention. “If something is high impact and high urgency, guess where my time is going?” Scott shared. “Simple tools help us pause and work within our authenticity.” Embrace Uncertainty with Humility and Curiosity Confidence doesn’t come from having every answer—it arises from acknowledging uncertainty. Scott reminded listeners, “Not knowing is true knowledge.” This humility fosters openness to new insights, reducing the likelihood of biased or uninformed decisions. Scott emphasizes curiosity as an essential leadership quality—but with a crucial twist. “Curiosity isn’t just about learning new things. It’s the willingness to actually change what you think could be true based on what you learn,” he explained. Integrating curiosity into the decision-making process ensures that leaders continuously update their perspective and make informed decisions that reflect the current reality. The Three Anchors for Leading Through Uncertainty Scott refined his leadership philosophy during a period of significant organizational crisis. Facing extreme uncertainty, he identified three core anchors to guide effective decision-making: Courage : “The willingness to take action amid uncertainty.” Compassion : “The open heart to consider the other before yourself.” Curiosity : “The willingness to change your mind or belief based on what you learn.” These three anchors helped him through uncertain times. They also strengthened his ability to make good decisions and lead with integrity and resilience. Communication is Key Once a decision is made, effective communication is essential. Scott stressed the importance of clearly explaining decisions. “Articulation is comfort,” he explained. Taking time to communicate transparently and thoughtfully helps teams understand decisions, builds trust, and maintains organizational cohesion, even when results differ from expectations. Scott also explained that communication should involve diverse stakeholders, allowing leaders to hear differing perspectives and refine messages accordingly. “When you bring varied viewpoints together, you create a balanced, thoroughly considered decision,” he noted. Connect with Scott Marshall Want to learn more or continue the conversation? Connect with Scott here: Check out Semester at Sea Listen to his podcast : As Unexpected Connect on LinkedIn : Scott Marshall Ready to Strengthen Your Decision-Making Skills? Crestcom offers a complimentary leadership skills workshop designed to provide strategies to lead effectively—even during uncertain times. Discover proven methods to improve decision-making, build trust, and enhance your leadership effectiveness. Request your free workshop at crestcom.com/freeworkshop The post How to Make Decisions in Uncertain Times with Scott Marshall appeared first on Crestcom International .…

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Move Beyond Busyness with Peggy Sullivan 37:52

11 weeks 전37:52

나중에 재생

나중에 재생

37:52

How to Achieve More by Doing Less In today’s fast-paced world, busyness has become a status symbol. But does being busy actually lead to success? Or are we stuck in a cycle of time poverty that leaves us exhausted and unfulfilled? In this episode of The Leadership Habit podcast, host Jenn DeWall sits down with corporate performance expert, author, and keynote speaker Peggy Sullivan to discuss how we can reclaim our time and achieve more by doing less. Meet Peggy Sullivan, Performance Optimization Management Expert Peggy Sullivan is an accomplished entrepreneur, corporate leader, and award-winning speaker. With a background in corporate America, including leadership roles at companies like Blue Cross Blue Shield and UnitedHealthcare, she has experienced firsthand the challenges of managing an overwhelming workload. Peggy is also the author of Happiness is Your Responsibility: An Actionable Toolkit for Reclaiming Your Inner Joy and Beyond Busyness: How to Achieve More by Doing Less . She has been featured in Forbes , Inc. , Time , Bloomberg , and Entrepreneur for her insights on personal empowerment and organizational transformation. Key Takeaways from this Episode: The Illusion of Busyness Many people wear busyness as a badge of honor, equating a packed schedule with productivity and importance. However, Peggy argues that being busy does not necessarily mean being effective. She explains that constantly rushing from one task to another without intentionality leads to stress, poor decision-making, and decreased well-being. Understanding Time Poverty Peggy introduces the concept of “time poverty,” a state in which people feel they never have enough time to focus on what truly matters. Whether it’s spending time with family, prioritizing personal health, or engaging in meaningful work, time poverty keeps individuals stuck in a cycle of constant motion without progress. The Addiction to Busyness Busyness can become addictive, as crossing tasks off a to-do list releases dopamine, creating a temporary sense of accomplishment. However, Peggy warns that this cycle leads to burnout, as individuals prioritize low-value tasks over strategic, high-impact activities. Moving Beyond Busyness To reclaim control over time and energy, Peggy shares a three-step framework: Eliminate Low-Value Activities – Identify and remove tasks that do not contribute to meaningful goals. This includes unnecessary meetings, distractions, and habitual but unproductive behaviors. Ignite Your Happiness Superpower – Incorporate small, intentional actions that boost happiness and energy, such as listening to music, engaging in physical movement, or taking mindful breaks. Align Time with Core Values – Instead of focusing solely on time management , Peggy recommends “values management.” She outlines four key values—human connection, growth, authenticity, and energy management—that contribute to a fulfilling and productive life. By following these steps, individuals and leaders can break free from the cycle of busyness and create a meaningful and sustainable life. Where to Find More from Peggy Sullivan If you’re ready to break free from busyness and reclaim your time, you can find Peggy’s book, Beyond Busyness: How to Achieve More by Doing Less , on Amazon. To learn more about her work, visit her website at PeggySullivanSpeaker.com or connect with her on LinkedIn . Take the Next Step with Crestcom At Crestcom, we help leaders develop the skills to work smarter, not harder. If you’re looking to enhance your leadership effectiveness, request a complimentary Leadership Skills Workshop. In just two hours, you’ll gain actionable strategies to improve decision-making, build trust, and boost team performance. The post Move Beyond Busyness with Peggy Sullivan appeared first on Crestcom International .…

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Transforming Culture with Science with Nilanjana Dasgupta 41:59

13 weeks 전41:59

나중에 재생

나중에 재생

41:59

The Hidden Forces Shaping Organizational Culture In the latest episode of The Leadership Habit podcast, host Jenn DeWall sits down with Nilanjana Dasgupta . Dasgupta is a Provost Professor of Psychology and founding director of the Institute of Diversity Sciences at the University of Massachusetts Amherst. She is a leading researcher in implicit bias and diversity science, and she joins us to share insights from her new book, Change the Wallpaper: Transforming Cultural Patterns to Build More Than Just Communities . This episode explores the subtle yet powerful forces that shape organizational culture—what Dasgupta metaphorically calls “wallpaper”—and explores actionable strategies for leaders to create more inclusive and positive work environments. Meet Nilanjana Dasgupta, Renowned Social Psychologist Nilanjana Dasgupta is a renowned social psychologist who focuses on implicit bias, diversity science, and evidence-based interventions to foster positive cultural change. As the founding director of the Institute of Diversity Sciences at UMass Amherst, her research has been featured in The New York Times, The Atlantic, the Boston Globe, and Scientific American Mind . In her latest book, Change the Wallpaper, Dasgupta aims to help leaders understand and address the unseen forces influencing workplace relationships and organizational success. Her passion for translating scientific research into practical solutions for leaders is evident throughout the episode. Understanding the ‘Wallpaper’ Metaphor for Transforming Culture Dasgupta explains that “wallpaper” represents the background elements in organizational environments that subtly influence behavior and culture. These elements can pull teams together by fostering trust and inclusion or push them apart by reinforcing divisions. As she puts it, “Wallpaper is my metaphor for powerful situational forces that are sort of in the background…but influence our thoughts and actions in subtle ways.” The Four Types of Wallpaper That Shape Workplace Culture Dasgupta outlines four types of wallpaper that impact workplace culture: Physical Environment The way an office is designed can affect how well people connect and work together. Open floor plans and shared spaces, like break rooms and lunch areas, can help employees from different teams meet and build relationships. This can create a more friendly and united workplace. On the other hand, offices with closed doors or separate floors can make it harder for people to connect, causing teams to feel isolated. Even small things, like where seats are placed, can impact how included people feel. Leaders can improve workplace culture by designing spaces that encourage employees to interact and communicate more easily. Symbolic Elements Stories within a company also act as a type of wallpaper. These stories—whether they are told informally by employees or shared by leaders—shape how people see the company’s values and who belongs there. For example, sharing stories of diverse employees succeeding can promote a sense of inclusion. On the flip side, focusing only on a few high-achievers can make others feel left out. Nilanjana Dasgupta highlights the power of storytelling to build bridges between different groups in a company. Leaders can use stories to create a sense of belonging and to help employees understand each other better. Representation Representation means who holds the power and leadership roles in a company—the “portraits on the wall.” When employees see a diverse group of leaders, it shows them that different backgrounds and ideas are valued. However, if all leaders look or act the same, it can send a message that only certain types of people can move up in the company. Dasgupta suggests that leaders should ask new employees for honest feedback about who seems to be valued or left out. Making sure that leadership is diverse and that different voices are heard can help everyone feel included and motivated to do their best work. Unspoken Norms Unspoken norms are the unwritten rules about how things really work in a company. These can include things like how to dress, how to communicate in emails, or who gets to speak in meetings. Dasgupta compares these rules to an invisible maze: those who understand them can succeed, but those who don’t can get stuck. These norms can be hard for new employees to figure out, especially if they come from different backgrounds. Leaders can help by making these rules clear and by setting up mentorship programs. Near-peer mentors—those who are just a few years ahead—can be especially helpful because they remember what it’s like to be new. Making unspoken rules more obvious helps everyone feel like they have a fair chance to succeed. Changing the Wallpaper to Transform Organizational Culture Throughout the episode, Dasgupta emphasizes that changing the wallpaper requires intentional action from leaders. This includes redesigning spaces to promote interaction, using storytelling to build connections, ensuring diverse representation, and making unspoken norms explicit. “Talent can be made, not born,” she states, urging leaders to rethink how they define and cultivate talent in their organizations. Where to Learn More About Nilanjana Dasgupta Listeners interested in exploring Nilanjana Dasgupta’s research further can visit changethewallpaper.com for more resources, information about her book, and ways to connect. Her work offers a science-backed roadmap for leaders committed to driving meaningful culture change. For those eager to elevate their leadership skills, Crestcom offers a free leadership skills workshop . Visit crestcom.com/freeworkshop to request a complimentary session designed to help leaders build trust, improve decision-making, and transform culture within their organizations. The post Transforming Culture with Science with Nilanjana Dasgupta appeared first on Crestcom International .…

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How Developmental Life Stages Impact Success with Julie Castro Abrams 38:34

15 weeks 전38:34

나중에 재생

나중에 재생

38:34

On this episode of The Leadership Habit Podcast , host Jenn DeWall sits down with Julie Castro Abrams to explore how developmental life stages impact career success. Our needs and priorities shift throughout life, and understanding these transitions can help us make better decisions, set realistic expectations, and align our goals with our values. Whether you’re in your 20s, just starting your career, or navigating midlife career changes, this episode is full of insights to help you embrace where you are and prepare for what’s ahead. Meet Julie Castro Abrams, CEO of How Women Lead Julie Castro Abrams is the founder and managing partner of How Women Invest , an early-stage venture firm supporting high-growth, women-founded enterprises. A seasoned CEO, board director, and champion for women entrepreneurs, Julie has dedicated her career to advancing women’s leadership through capital, training, and networks. She is also the CEO of How Women Lead , where she has been instrumental in transforming systems to foster equity, notably leading the successful passage of California’s Senate Bill 826, which requires gender diversity on corporate boards. Her exceptional talent for connecting individuals and inspiring meaningful discussions that lead to change has earned her widespread recognition. Many new businesses credit their establishment and success to her guidance, contributing millions to economic growth within communities. She is a prominent figure in the national movement to support and finance start-ups. As a General Partner in two venture funds dedicated solely to investing in women, she aims to address the statistic that women receive just 1.7% of venture capital funding. Julie has won many awards, including the Jobs Genius Award, Morgan Stanley Innovation Award, Cisco Innovation in Technology, “Women Who Could Be President” League of Women Voters, Stevie Award for Best Non-Profit Executive, Human Rights Award from the Commission on the Status of Women, the Women of Color Action Network, Leadership California and the Marin Women’s Hall of Fame in 2011. Understanding Your Developmental Life Stage Julie and Jenn discuss how individuals go through different developmental life stages that influence their career decisions, work environments, and personal goals. Julie explains, “In your twenties, you’re figuring out what you like and don’t like, often by comparison. By your mid-forties, you start asking deeper questions—what do I really want to do for the next phase of my life?” Julie introduces the concept of Middle Essence , a developmental stage in midlife that many professionals experience but don’t always recognize. She describes it as a time of reevaluation, where people start making intentional choices about work-life balance, leadership roles, and personal fulfillment. “You wake up one day and realize, ‘I don’t have to put up with certain things anymore. I’ve earned the right to make different choices.’” The Myth of Work-Life Balance One of the biggest misconceptions Julie debunks is the idea of work-life balance. She shares, “It’s not about balance—it’s about making choices every day about where to put your energy. You can’t do it all, and that’s okay.” This perspective encourages professionals to set boundaries, prioritize their core values, and give themselves grace during different seasons of life. Julie also highlights how unrealistic expectations can add to stress, particularly for women. She points out that many professional environments were not designed with women in mind, making it essential to set personal definitions of success. She encourages listeners to evaluate their work environments and determine whether they align with their well-being. “Success isn’t about doing it all; it’s about doing what matters most to you.” The Importance of Community and Support As a leader, Julie emphasizes the need for strong networks of support, especially for women in leadership. “It can be lonely at the top. If you don’t have the right community around you, it’s easy to feel isolated. That’s why How Women Lead exists—to bring women together and create those support systems.” Jenn echoes this sentiment, reminding listeners that “Success isn’t just about individual achievement—it’s about surrounding yourself with people who understand your journey.” They discuss how women in leadership roles often struggle with feeling alone in their challenges. By building a strong network, leaders can find both encouragement and guidance. Julie encourages women to seek out communities where they can learn from and uplift one another. Personal and Professional Transitions Julie and Jenn dive into the idea that relationships, careers, and personal goals evolve over time, and it’s okay to let go of things that no longer serve you. Jenn reflects, “I have friends that I still love, but the sunset has occurred. It’s not a toxic falling out—it’s just a growing in different directions in life, and that’s okay.” Julie agrees, reinforcing that personal growth sometimes requires shedding relationships or roles that don’t align with where you are in life. Julie also shares a fascinating insight about aging and self-perception. “Estrogen makes you care about what other people think. When you hit 50, estrogen levels drop, and suddenly, you don’t care as much about external validation. It’s freeing.” This shift allows many women to set clearer boundaries and focus on what truly brings them joy. Jenn adds, “I used to say I can’t wait to have the perspective of an 80-year-old—just full of gratitude and presence, caring less about external pressures and investing more in what truly matters.” How to Navigate Career Transitions For those facing career transitions, whether by choice or circumstance, Julie offers valuable advice: Regularly check in with your core values to ensure alignment with your career. Give yourself permission to pivot and make changes without shame. Recognize that major life shifts, like stepping into a leadership role or leaving a long-term career, often require an adjustment period. “If you’re in your mid-forties and thinking about a career change, know that it might take 18 months to fully transition. Give yourself that space.” She also acknowledges the financial and emotional complexities of career changes . Many professionals hesitate to make transitions due to financial responsibilities or fear of the unknown. Julie reassures listeners that while change can be daunting, it’s necessary for growth. She advises professionals to create a plan that allows for both financial stability and exploration of new opportunities. “Think of career shifts as stepping stones rather than endpoints. You don’t have to have everything figured out right away.” Another key point Julie shares is the importance of trusting yourself. She urges listeners to silence external doubts and listen to their intuition when making career decisions. “You know what’s best for you better than anyone else. Stop waiting for permission and start making the moves that will lead you to fulfillment.” How to Connect with Julie Castro Abrams To learn more about Julie Castro Abrams and her work, visit How Women Lead . If you’re interested in getting involved in leadership programs, board placements, or venture investing, How Women Lead provides resources and opportunities to support women in leadership at every stage of their careers. You can also connect with her on LinkedIn to find out about her latest projects. Learn More About Crestcom Crestcom is committed to helping leaders grow and thrive. If you’re ready to develop your leadership skills and build a more effective team, request a complimentary Leadership Skills Workshop at crestcom.com/freeworkshop . In just two hours, you’ll gain actionable tactics to improve decision-making, build trust, and drive accountability in your team. Don’t forget to share this episode with a friend or colleague who could benefit from these insights. And if you enjoyed the conversation, leave a review to help more leaders discover The Leadership Habit Podcast ! The post How Developmental Life Stages Impact Success with Julie Castro Abrams appeared first on Crestcom International .…

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The Future of Work is Human Connection with Brent Kedzierski 46:27

17 weeks 전46:27

나중에 재생

나중에 재생

46:27

In this episode of The Leadership Habit Podcast , host Jenn DeWall sits down with Brent Kedzierski to explore the future of work and the increasing importance of human-centric connectivity in today’s workplace. As organizations navigate rapid technological advancements, evolving workforce expectations, and global shifts, leaders must rethink how they design and implement workplace solutions. Brent shares invaluable insights on how businesses can prioritize the human experience, foster meaningful connections, and prepare for the challenges ahead. Meet Brent Kedzierski Brent Kedzierski is a globally recognized thought leader and keynote speaker dedicated to improving the human experience at work. He serves as Senior Program Manager at Hexagon , a global industrial enterprise solutions company, where he focuses on designing human-centered, connected worker ecosystems. Throughout his career, Brent has played a crucial role in revolutionizing human performance across industries such as defense, government, aviation, healthcare, and nuclear energy. His expertise spans industrial psychology, behavioral science, and leadership development, all aimed at optimizing workplace environments to enhance employee well-being and productivity. The Future of Work and the Need for Human-Centric Connectivity Brent and Jenn discuss the realities of today’s workplace and why digital communication tools alone aren’t enough to foster real connections. As Brent explains, “Just because you’re sending messages on Slack or Teams doesn’t mean you’re truly connecting.” He highlights that many employees today feel isolated, despite increased access to digital communication. To address this, leaders must create environments that prioritize social affiliation, purpose, and adaptability. Brent outlines four fundamental truths about the human condition at work: We are fallible. Mistakes happen, and that’s part of being human. We are adaptable. People can learn, evolve, and grow when given the right support. We seek social connection. Employees want to feel part of something larger than themselves. We need purpose. Without meaningful work, engagement and retention suffer. Understanding the Forces Shaping the Workplace Brent introduces the concept of TEACOP , an acronym that describes the five major forces shaping work today: Technical: The rise of AI and automation will drastically impact jobs and industries. Economic: Global trade shifts and economic volatility affect workforce stability. Commercial: Consumer expectations for high-touch, personalized experiences drive business changes. Operational: Supply chain disruptions and agility challenges impact business efficiency. Political: Geopolitical tensions, regulatory changes, and workforce policies shape workplace decisions. Brent emphasizes that leaders who fail to adapt to these forces will struggle to retain talent and maintain a competitive edge. “Half of CEOs worldwide worry their companies won’t survive the next decade without reinvention,” he warns. What Leaders Can Do to Prepare for the Future Brent outlines a simple yet powerful framework for leaders to drive meaningful change: Create a sense of urgency. Recognize that workplace transformation is no longer optional. Build a strong case for change. Help employees understand why evolving work practices are necessary. Assess capacity for change. Ensure teams have the resources, training, and intellectual buy-in needed to adapt. Commit to continuous learning. Organizations must invest in developing adaptable, employable workers rather than just filling job roles. Brent also shares a critical insight: Companies that don’t focus on making employees more employable —by helping them gain new skills and grow professionally—risk higher turnover and disengagement. Where to Connect with Brent Kedzierski To learn more about Brent’s work and insights on the future of work, connect with him through: LinkedIn: linkedin.com/in/brentkedzierski Hexagon Website: Hexagon.com Publications & Research: Available through Hexagon and other industry sources Take the Next Step with Crestcom If you’re ready to build a more connected, future-ready workforce, Crestcom is here to help. Our complimentary Leadership Skills Workshop provides hands-on strategies to enhance communication, decision-making, and team engagement. Visit crestcom.com/freeworkshop to find out more today! The post The Future of Work is Human Connection with Brent Kedzierski appeared first on Crestcom International .…

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Unlocking the Art of Self-Leadership with Heather R. Younger 38:49

19 weeks 전38:49

나중에 재생

나중에 재생

38:49

In the latest episode of The Leadership Habit podcast, host Jenn DeWall welcomes Heather R. Younger back for an inspiring conversation about self-leadership. Heather has been a guest on the podcast before, sharing her insights on Developing Resilience, The Art of Listening, and The Art of Caring Leadership. In this episode, Jenn and Heather explore […] The post Unlocking the Art of Self-Leadership with Heather R. Younger appeared first on Crestcom International .…

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How to Win Over Cynical Employees with Hywel Berry 37:20

21 weeks 전37:20

나중에 재생

나중에 재생

37:20

Change is inevitable, but leading through it isn’t always easy. In the latest episode of The Leadership Habit Podcast, Hywel Berry, CEO and founder of Alicorn Learning, joined host Jenn DeWall to discuss how leaders can effectively manage resistance to change and lead through cynicism without losing their sanity! Meet Hywel Berry, CEO and Founder […] The post How to Win Over Cynical Employees with Hywel Berry appeared first on Crestcom International .…

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How to Create More Meaningful Relationships with Topaz Adizes 50:32

24 weeks 전50:32

나중에 재생

나중에 재생

50:32

On this episode of The Leadership Habit Podcast, host Jenn DeWall sat down with Emmy-award-winning writer, director, and experience design architect Topaz Adizes to discuss cultivating deeper human connection—both in and out of the workplace. Their engaging conversation explored the importance of honest conversations, shared humanity, and the questions leaders can ask to create more […] The post How to Create More Meaningful Relationships with Topaz Adizes appeared first on Crestcom International .…

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The Art of Presence in a Reactive World with Anders Indset 45:13

25 weeks 전45:13

나중에 재생

나중에 재생

45:13

In the latest episode of The Leadership Habit podcast, host Jenn DeWall talks with Anders Indset, a renowned philosopher, author, and deep tech investor, to explore the art of presence in a reactive world. Hailed as one of the top thinkers in technology and leadership, Anders shares his profound insights on staying grounded, fostering self-awareness, […] The post The Art of Presence in a Reactive World with Anders Indset appeared first on Crestcom International .…

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Hit the Reset Button on Belonging at Work with Dr. Beth Kaplan 43:00

26 weeks 전43:00

나중에 재생

나중에 재생

43:00

Belonging isn’t just a buzzword—it’s the foundation of a thriving workplace. In the latest episode of The Leadership Habit Podcast, Jenn DeWall sat down with Dr. Beth Kaplan, researcher, storyteller, and author of the upcoming book Braving the Workplace: Belonging at the Breaking Point. Together, they explore what belonging means, why it matters, and how […] The post Hit the Reset Button on Belonging at Work with Dr. Beth Kaplan appeared first on Crestcom International .…

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