Daniel and Peter Stewart of Stewart Leadership on Trust Based Leadership & Problem Solving

Daniel Stewart and Peter Stewart, brothers who lead Stewart Leadership, joined Jamie Flinchbaugh to discuss their approach to talent assessment and problem solving both within their organization and with clients. Daniel serves as President and Peter as Managing Partner of Stewart Leadership, a global leadership, team, and organizational consulting firm.

When assessing talent for their own organization, Daniel emphasized two key criteria: exceptional competence in their field and being genuinely good people who approach client relationships with empathy and generosity. Peter added a third essential quality - the ability to be agile and flexible, as their clients' diverse needs require consultants who can adapt rather than being "one-trick ponies."

The brothers shared their methodology for evaluating talent, stressing the importance of gathering multiple perspectives rather than relying on a single person's judgment. Daniel pointed out that even small behaviors outside formal interactions - like email communication and scheduling flexibility - reveal how someone might perform under pressure. They often use psychometric tools like the Hogan assessment, particularly for senior executive evaluations.

Peter highlighted the importance of self-awareness in candidates, noting that they look for people who can honestly acknowledge both their strengths and genuine weaknesses, moving beyond cliché responses about "working too hard." Daniel added that clear role expectations are crucial, as misalignment about responsibilities can lead to problems months or years later.

When discussing their approach to problem-solving within their organization, Peter explained that their involvement level depends on the trust built with team members. For newer relationships, they stay more closely involved to understand the individual's problem-solving approach. Daniel shared that he focuses on two key variables: the technical solution and the level of buy-in or enthusiasm. He emphasized that he'd rather have strong buy-in for a good solution than perfect solution without engagement.

The conversation revealed how the brothers successfully lead together, maintaining high trust through constant communication via various channels. They acknowledge their different DISC profiles and leadership styles but see these differences as complementary. Their shared commitment to the business and continuous dialogue allows them to make many decisions independently while knowing when to consult each other on significant issues.

Throughout the discussion, both Daniel and Peter demonstrated their deep understanding of leadership dynamics and their commitment to developing both their own organization and their clients' teams. Their practical, people-focused approach reflects their extensive experience in leadership development and organizational consulting.

To learn more about Daniel and Peter's work, visit stewartleadership.com. Connect with Daniel Stewart on LinkedIn and Peter Stewart at on LinkedIn 

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