The Leadership Enigma

Kate Waterfall-Hill is a leadership coach and consultant with a passion for people development. This episode explores the challenges for all those individual contributors and small consultancies that serve to provide products and services to the largest organisations on the planet. This is all about David meeting Goliath and how leaders try and have it all, whilst doing it all without losing it all!Leaders and especially founders must find the balance between the human doing and the human being with a solid support system around them.  Kate outlines her 5 point plan for impactful leadership which includes1. Be Open to Change 2. Know Your Purpose 3. Time to Think 4. Time to Lead 5. Time for You. Kate has recently become something of a Tik Tok star as she pokes some fun all those leaders spouting corporate gobbledegook, jargon and general nonsense as part of our day to day lives in helping David support Goliath. www.waterfallhill.co.ukAlso check out www.leadersenigma.com and our YouTube Channel www.youtube.com/@theleadersenigmaWatch & Subscribe: 👀 https://www.youtube.com/@theleadersenigma/videosListen & Subscribe: 🎙️ https://open.spotify.com/show/5NSnRyHzPmyY5OWhGzKU5Pwww.leadersenigma.com Hosted on Acast. See acast.com/privacy for more information.

Dr Jonathan Reichental is a Founder, Professor, author and former Chief Information Officer for the city of Palo Alto, Silicon Valley.  Jonathan has recently released his new book 'Data Governance for Dummies' which is an Amazon No1 best seller. 83% of CEO's want a data driven organisation yet only 32% are realising this result. 47% of data created has critical errors within it that impacts work and 48% of employees tend to follow their gut rather than the data. All leaders of any sized business will use and manage data, but how many are able to turn that data into insight and wisdom? In this episode Jonathan will outline what data governance is, why it is important (non-negotiable) and what all leaders need to consider regardless of the size and complexity of the business. Jonathan outlines a step approach to creating your data strategy and how to think about expense, execution, operations, cataloguing, analytics and insights. The sheer scale of data created and consumed is almost incomprehensible and Jonathan helps us understand terms such as 'data exhaust' and 'dark data' as this episode is a must for all leaders to understand how data governance works and how to apply it to an organisation in a way that improves results and doesn't disrupt. www.reichental.comWatch & Subscribe: 👀 https://www.youtube.com/@theleadersenigma/videosListen & Subscribe: 🎙️ https://open.spotify.com/show/5NSnRyHzPmyY5OWhGzKU5Pwww.leadersenigma.com Hosted on Acast. See acast.com/privacy for more information.

Allen Morrison is a Professor at Thunderbird School of Global Management at Arizona State University and Stewart Black is the Global Chief Leadership & Strategy Officer at Squire Patton Boggs an international law firm and also Adjunct Professor at INSEAD. They are the co-authors of Enterprise China which is the result of decades of experience and research as to the dominance and continuing impact of China on the global economy. This episode is relevant to all leaders and all businesses, large or small. You may be thinking about operating in China, leaving China or simply curious as to the global impact of Enterprise China and why you should even care!This is a fascinating episode that outlines that leaders must understand that they are dealing with Enterprise China not Chinese Enterprises as we examine the often-misunderstood interconnectedness of the Chinese state and Chinese businesses, demonstrating that individual firms and companies are often just the tip of the iceberg.China is the largest simple market and for many years has been considered the 'Factory of the World.' My guests outline the three elements of the Chinese Commercial Strategy as 1. Ending reliance on the West 2. Dominating domestic markets 3. To win internationally and facilitating the West to become highly dependant on China. Both guests outline real case studies of companies strategising for commercial success, outlining pitfalls and clear strategic and leadership implications that must  be considered. www.enterprisechina.comWatch & Subscribe: 👀 https://www.youtube.com/@theleadersenigma/videosListen & Subscribe: 🎙️ https://open.spotify.com/show/5NSnRyHzPmyY5OWhGzKU5Pwww.leadersenigma.com Hosted on Acast. See acast.com/privacy for more information.

Rupal Patel's high octane career in the CIA has taken her from the jungles of Columbia to the war zones of Afghanistan. As a young female of colour within the complex and political world of briefings for The President, 4 Star Generals,  Congress and International Government Agencies, Rupal quickly focused on leveraging her strengths as opposed to her weaknesses. Rupal is the daughter of Indian immigrants and a native New Yorker. She grew up in a loving and high functioning family where she came to love studying and analytical challenges. Her work was important for translating noise into signal. In this episode we discuss the ability to have critical conversations in the company of experts and specialists, the ability to lead with values at the heart of all you do which Rupal describes as Identify Driven Leadership and tactical ignorance. Now a successful entrepreneur, author and international speaker who passionately believes in helping people to think bigger, lead better and be bold. www.rupalypatel.comWatch & Subscribe: 👀 https://www.youtube.com/@theleadersenigma/videosListen & Subscribe: 🎙️ https://open.spotify.com/show/5NSnRyHzPmyY5OWhGzKU5Pwww.leadersenigma.com Hosted on Acast. See acast.com/privacy for more information.

Chris Finney is the youngest solider to be awarded the George Cross for his actions whilst serving in Iraq. Today Chris is a family man and entrepreneur with an enduring point of view of his heroic actions, his leadership and his legacy. The George Cross was created in September 1940 by King George VI and is ranked alongside the Victoria Cross. Chris joined the army cadets aged 13 and the regular army at the tender age of 16. He trained at the Army Foundation College in  Harrogate where by his own admission he grew up and started to understand what life without his parents would be like and how each day needed his full effort regardless of his personal levels of motivation as his life was now about discipline. Chris joined The Household Cavalry and Royal Armoured Corp which resulted in him being deployed to Iraq on operational duties at 18 years old. After only one week he crossed the border into Iraq and whilst on routine patrol Chris's armoured column was hit by what they didn't know at the time, was friendly fire delivered by an American A10 Tank Buster plane. During the ensuing chaos, breakdown of command and communications, Chris found himself in a life or death situation. Chris had been injured by shrapnel, his gunner had multiple injuries including being shot by a 30mm round, he was unable to get his rifle, his vehicle was on fire and others were now running for their lives as the plane began to come round for a second attack. Whilst Chris's actions saved the life of his gunner Alan, he and others also had to make the heart wrenching decision not to make an attempt to save another gunner as it was simply too dangerous at the time and they had to accept the loss of one life as opposed to loss of multiple lives . Chris was surprised to learn from his Commanding Officer that he was to be awarded the George Cross in recognition of his actions from her late Majesty Queen Elizabeth IIAfter leaving the military Chris had joined forces with Joe Calzaghe the former undisputed Middle Weight Boxing Champion of the World to raise funds for Help The Heroes. Today Chris is happily married with three children running two garden centres as an entrepreneur and business owner.  Watch & Subscribe: 👀 https://www.youtube.com/@theleadersenigma/videosListen & Subscribe: 🎙️ https://open.spotify.com/show/5NSnRyHzPmyY5OWhGzKU5Pwww.leadersenigma.com Hosted on Acast. See acast.com/privacy for more information.

James Ryan is the President and CEO of Mercedes Benz Financial Services in Canada and this episode is part of our CEO series.  James started his life as a musician, studying Comparative Literature and then moving and working in Germany as an intern for Mercedes Benz in 1995. James has had multiple roles within the organisation leading to his current role as CEO and President responsible for a $5bn portfolio. James and I explore how his early years as a musician (drummer) have crafted his approach to leadership which has allowed James to be very thoughtful and deliberate as regards his leadership, impact and legacy. As a CEO James is humble enough to realise that he can’t be expert in all that he oversees, and his style allows him to empower others whereby he can lead by asking questions and increasing his own awareness in order to be the strategic as opposed to the technical operator. James understood the real power in leading by questioning and with that, James’ style of leadership was underpinned by his ability to listen and really hear others. The Post pandemic environment challenged James’s leadership and questioned his own thinking and norms when it came to the issue of physical office space and flexibility for his teams. James asked his staff a series of questions and quickly understand they need to be a Purpose Driven Organisation and that the office space was not to simply facilitate work but was necessary to create collaboration, connection and camaraderie. As part of James’ focus on listening, he carried out a series of ‘stay’ interviews to complement what they were hearing in the ‘exit’ interviews. The results were fascinating as it helped the organisation understand what people were motivated about including, purpose, personal growth and the importance of culture which has never been so important in post pandemic environment.  James continues to listen intently to his people which has allowed him to consider how he can measure his leadership by focusing on four key components. 1.    Engagement: the experience that leaders create for their people. 2.    Involvement: allowing people to own the whole not just their part3.    Trust: a critical component especially post pandemic as people ask themselves if they trust their leader and the organisation within which they work. The higher the trust the higher the performance as a business. 4.    Values: values drive value and must be non-negotiable and embedded in all that you do.James also shares the two questions that he always asks himself when he considers an opportunity in his life. Can I learn something? Can I bring something unique to the table? Enjoy this great episode. Watch & Subscribe: 👀 https://www.youtube.com/@theleadersenigma/videosListen & Subscribe: 🎙️ https://open.spotify.com/show/5NSnRyHzPmyY5OWhGzKU5Pwww.leadersenigma.com Hosted on Acast. See acast.com/privacy for more information.

Dan Strode is the author of The Culture Advantage and Group Director of Culture & Strategy for Santander based in Madrid. Dan explains that the best performing companies are doing things culturally in a certain way and that this became the genesis of his book. The pace of change has never been so fast and yet will never be as slow as it is today.  By 2027, 75% of the S&P companies will not be here. Culture patterns and behaviours are important: One of the most important Dan outlines is the ability to rethink your business model and Kodak is a powerful example of not being able to do that. Dan describes culture as “the way we do things around here when no one is looking and there is no advantage to be gained.” Putting people first is essential for any leader. Dan explains that all companies are made up of four key groups; employees, customers, shareholders (financial stakeholders) and finally the communities within which you operate. They create a virtuous circle and by benefitting one you benefit them all. The younger talent populations value meaning, purpose and culture which means the power is shifting and the need for a positive and inclusive culture is non-negotiable.What is the leader’s role in culture? Whilst culture is everyone’s responsibility, Dan’s research reveals that leaders have an outsized role to play. Culture can’t be outsourced to someone else as this simply provides evidence that leaders don’t understand the value of culture. Secondly, leaders must be visible in their role modelling including paying attention to inactivity or tolerance of bad behaviours. Always remember…you are being watched closely as the leader.In the words of Alexander den Heijer, “when I flower doesn’t bloom, you fix the environment in which it grows, not the flower.” Enjoy this episode and grow your own culture for success.  www.danielstrode.comwww.leadersenigma.comWatch & Subscribe: 👀 https://www.youtube.com/@theleadersenigma/videosListen & Subscribe: 🎙️ https://open.spotify.com/show/5NSnRyHzPmyY5OWhGzKU5Pwww.leadersenigma.com Hosted on Acast. See acast.com/privacy for more information.

Nick Jankel is an author, keynote speaker, serial entrepreneur, futurist and leadership theorist.A transformational team is one that can deliver predictable efficiencies in the old world, plus adapt grow, learn, be purposeful, shape a vision and deliver something new in the new world. Teams are living systems and therefore complex systems whereby the context is more important than the content. Nick explains that this means that relationships are more important than the products, because the products, services, procedures etc will all invariably have to change. This reinforces the point from Part 1 that the modern leader must not be the problem solver and hero but the leader who creates the environment for their people in teams to evolve, grow, learn and problem solve for themselves as they are normally closest to the issues.Nick explains that Transformational Teams should have 4 key roles which he bases on the iconic ‘A’ Team. One person can do all four, but usually this demands more than one person, and each role has a shadow side whereby strengths become blockages.The 4 roles are:1. The Champion (B.A. Baracus)2. The Commander (Hannibal)3. The Creator (Maverick)4. The Connector (Faceman)Nick also outlines the 4 characteristics of a Transformation Team which are:1. Shared vision - it is for the Commander to have a vision of what can be done andcontinually makes sense of how to adapt in the journey towards that vision whilstallowing people the trust and autonomy to adapt as they see fit to reach the sharedvision.2. Co creativity - Allowing people to have new ideas to be agile, to think, experiment,fail and be super rigorous with creativity across functions.3. Collective responsibility – Accountability and dependability with an ability to flexand renegotiate when things need to change to ensure success.4. Mutual trust – Trust is the lubricant of transformation to navigate significant change.Trust was diminished for many organisations during the pandemic as so much wasasked of their people and customers. The organisations that stayed kind and humancentred found themselves in stronger positions than those who treated the pandemic as a purely transactional event.www.switchonnow.comWatch & Subscribe: 👀 https://www.youtube.com/@theleadersenigma/videosListen & Subscribe: 🎙️ https://open.spotify.com/show/5NSnRyHzPmyY5OWhGzKU5Pwww.leadersenigma.com Hosted on Acast. See acast.com/privacy for more information.

Onyi Anyado is a UK born global leadership speaker with a passion for people. Born in Hackney with an early memory of his dad leaving the family when he was young, his mother and sister became his primary support network with a strong and proud Nigerian background.Onyi attended university and in his second year of study, he made a series of decisions that changed and shaped his life. Onyi decided to leave University and join his friends to live a street life as he describes, ‘hustling’ for a living. In a 10-year period that followed, six of his friends were murdered, he was shot at, and served two separate prison sentences. Onyi remembers a comment from a particular prison guard that he was always happy, cheerful and reading whilst in prison and this in part prompted a sudden realisation that he needed to change his life and that he was fed up of being fed up.Onyi uses his early experiences of not being responsible or taking accountability for his actions as a catalyst for seeking how he can be a force for good.  Experiencing the murder of 6 friends made Onyi feel heartless, and London feel like a war zone full of money, girls and fun whereby he had become anaesthetised to the dangers around him.Today, Onyi uses his background as his own personal power. He trained to be a Counsellor and started consuming learning like a sponge to develop as a speaker and trainer. He also works with young adults in schools throughout London to help them become a leader of distinction as he tells them his frank story as an inspiration of how anyone can excel and change their life for good.Onyi created ‘Cutting Edge Leadership’ based on three pillars of Influence, Impact & Inspiration coupled with the ability to be a creative, collaborative and critical thinker.Listen to this episode for a full explanation and inspiration for all of us to become ‘legacy minded.’LinkedIn: https://t.co/TXf0ESrPQU Twitter: @Onyianyado777Enjoy this special episode. Watch & Subscribe: 👀 https://www.youtube.com/@theleadersenigma/videosListen & Subscribe: 🎙️ https://open.spotify.com/show/5NSnRyHzPmyY5OWhGzKU5Pwww.leadersenigma.com Hosted on Acast. See acast.com/privacy for more information.

Nick Jankel is an author, keynote speaker, serial entrepreneur, futurist and leadership theorist. Nick explains there is no ‘new normal’, and we must be prepared for the ‘never normal’ of operating in a constantly changing and complex environment both personally and professionally.Nick explains that complex is not the same as complicated. A complicated system is basically a machine with lots of bits, like a plane with high levels of predictability as it doesn’t change or adapt by itself. A complex system is a live system where the parts self-organise, adapt to change and are interconnected with emergent capabilities. Innovation is an example of an emergent capability.Organisations are made up of people and therefore are complex living systems. Leaders must shift from merely thinking about a better plan or strategy to run a machine to considering how they can orchestrate the conditions for talented people to self-organise in teams and projects and evolve as a complex system in meeting the ever-changing world.Future leaders must therefore understand that the old world was about efficiency and the new world is about effectiveness which requires leaders to create time for people to connect, think, reflect as opposed to just execute.The future of work that we thought was the future, is now here due to the pandemic.Leaders are grappling with issues that can’t simply be dealt with efficiently. Organisations can’t run on low trust and high coercion which just creates a transactional workplace.If meaning is the new money, leaders must consider the 4M’sMeaning: Purpose and impactMastery: Autonomy and empowerment, being given space and time to try, fail and evolveMembership: Being part of something and cared for with space and time for wellbeingMajesty: Dignity, inclusivity, respect and being remunerated fairly.Future ready leaders must continue with the best of the old world, to create sustainable businesses with predictable return on investment and expand themselves to do things that many of us were never taught, such as to play, adapt, be curious nimble, vulnerable, empathetic and leveraging our overall human centred leadership capabilities. Human growth is one of the most rewarding gifts a leader can bring to those within their organisations.Nick outlines that leaders today must (i) develop, learn and grow (ii) recognise that the leader as hero is dead, the leader is now the creator of culture where lots of heroes can thrive (iii) work on self to shift understanding that the never normal is here to stay, It is not an inconvenience but an invitation to grow, learn and adapt and thrive. (iv) there is no data about the future only the past, so leaders can never wait for perfect data to make decisions but optimise their intelligence to operate in the complex world based on Intuition, Insight and Imagination.www.switchonnow.comFree assessment for all listeners.Watch & Subscribe: 👀 https://www.youtube.com/@theleadersenigma/videosListen & Subscribe: 🎙️ https://open.spotify.com/show/5NSnRyHzPmyY5OWhGzKU5Pwww.leadersenigma.com Hosted on Acast. See acast.com/privacy for more information.