David Deane-Spread is a former military and law-enforcement leader who built a decades-long career helping organizations turn cultural dysfunction into alignment, resilience, and performance. We spoke about how he applies the same persistence that kept him “fully booked without marketing for 20 years” to transform leadership teams and entire companies.

His approach centers on what he calls the ABC practice of leadership—attitudes, behaviors, and conversations—which he says are responsible for every persistent workplace problem: “The right leader failed to have the right conversation with the right person at the right time.” By training leaders to choose better attitudes, replace unhelpful habits, and learn through difficult moments, he shifts companies from blame and avoidance to cohesion and adaptability. He describes the cultural inflection point as the moment leaders realize “followers are equally important,” which unlocks collaboration and removes fear-based behaviors.

David also shared concrete stories, including helping a struggling company become a finalist for employer of choice and then secure a $100M equity injection after aligning its top three leaders. His work extends to individuals in crisis as well—when doctors send him suicidal veterans, he reframes their value by asking them to “pay it forward,” a step he believes restores purpose and agency.

This conversation offers a practical blueprint for transforming leadership culture in months, not years, grounded in simple human behavior rather than complex systems.

Key takeaways

Culture shifts when leaders value followers equally to themselves.
Persistent problems reflect missing or mistimed leadership conversations.
Attitudes, behaviors, and conversations form a repeatable leadership system.
Fear, habits, and ignorance drive most workplace conflict and errors.
Culture change can happen in months with full-team alignment.
Paying value forward restores purpose in individuals facing crisis.

David Deane-Spread: How do you become employer of choice?