The Leadership Habit

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.

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.

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.

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.

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.

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.

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 how people can take charge of their growth. Heather shares the art of self-leadership and how to overcome self-doubt to reach your full potential. If you’re looking for ways to become one’s best self and lead confidently, this episode is for you! Meet Heather R. Younger, Keynote Speaker and Best-Selling Author Heather R. Younger, JD, is a keynote speaker, best-selling author, and a trusted voice in employee engagement and workplace culture. As the founder and CEO of Employee Fanatix, she has helped Fortune 100 companies create workplaces where employees feel seen, heard and valued.  Heather has contributed to top-tier publications such as Forbes, Fast Company, Bloomberg, NBC, and ABC, establishing herself as a leading expert in caring leadership and active listening. Her newest book, The Art of Self-Leadership, explores how individuals can cultivate self-awareness and resilience to unlock their full leadership potential. What is Self-Leadership? In this episode, Heather and Jenn explore the core principles of self-leadership and what it means to truly take charge of one’s life and career. Heather shares insights from her fourth book, emphasizing the importance of self-awareness, personal growth, and resilience. “Stop waiting and stop blaming. Lead yourself,” she advises, highlighting the power of owning one’s journey rather than relying on external validation. Heather breaks down the three key areas of self-leadership: Self-Understanding: This involves taking a deep dive into personal values, strengths, and limitations. Heather highlights the need to find core values that guide our choices. She also points out the importance of recognizing our strengths so we can use them well. Finally, she encourages us to acknowledge our limits to help us grow. By developing a strong foundation of self-worth, you can confidently navigate your personal and professional lives with authenticity and purpose. Personal Growth and Sustainability: Heather highlights the importance of always improving ourselves. She suggests setting realistic goals, practicing self-care, and keeping a growth mindset. She also emphasizes the importance of resilience in facing challenges and encourages embracing progress over perfection. Sustainable personal growth requires intentional reflection, consistent learning, and a commitment to well-being across mental, emotional, and physical dimensions. Social Interaction and Influence:  Self-leadership extends beyond personal growth; it impacts relationships and how individuals influence their environment. Heather explains how developing self-awareness enhances communication, fosters trust, and builds meaningful connections. Leaders who understand themselves can inspire and empower others. This creates a positive effect in both personal and work life. Later, Jenn and Heather discuss the challenges of stepping outside your comfort zone and how fear often prevents people from achieving their goals. Heather encourages listeners to accept the discomfort that comes with growth. She reminds them that self-leadership is a journey that never ends and always changes. As they discuss Heather’s book, Jenn praises her work, saying, “I love that this book challenges us to stop waiting for permission and to start pursuing what truly matters to us!” The conversation provides practical tips on identifying roadblocks, leveraging strengths, and creating sustainable habits for long-term success. Where to Find More from Heather R. Younger Heather’s book, The Art of Self-Leadership, is available for pre-order on Amazon and will be officially released on January 28th. You can also explore more of Heather’s work and insights by visiting her website at heatheryounger.com or connecting with her on social media. Sharpen Your Leadership Skills Ready to take your leadership skills to the next level? Crestcom International offers a complimentary two-hour leadership skills workshop to help you and your team unlock your potential. Request your free workshop today at crestcom.com/freeworkshop. Don’t miss this episode—tune in now and start your journey to becoming the best version of yourself!   The post Unlocking the Art of Self-Leadership with Heather R. Younger appeared first on Crestcom International.

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 of Alicorn Learning Hywel Berry is the CEO and founder of Alicorn Learning, which supports leaders and their teams in being as successful at work as possible. Hywel has delivered over 300 keynotes to more than 50,000 people and has worked with Fortune 500 companies as diverse as Nike, Deloitte, Salesforce and Microsoft.  Hywel has also written for theater, film and television in the UK and the US. However, he spent most of his career in sales for the Financial Times and FT.com. During his years with the newspaper, he developed, grew and managed multiple million-dollar client relationships. His experience recruiting, training and managing teams has provided a wealth of insights into effective leadership.  Understanding Resistance to Change As the episode opens, Jenn DeWall asks Hywel why leading through change is so hard and why employees are often so resistant.   “Nobody wakes up in the morning thinking, ‘I want to make someone’s life difficult,'” Hywel explains. Instead, resistance often stems from fear of the unknown and a natural preference for the status quo. According to Hywel, humans run 95% of their daily lives on habits, and any disruption to those routines can lead to pushback. Hywel highlights a key insight: “People are more comfortable with unhappiness than they are with uncertainty.” This means even positive changes can provoke resistance as individuals face the challenge of adapting to new realities. The Five Personas in Change Management Hywel identifies five types of team members leaders encounter during times of change: Champions – These individuals are fully committed to the change and often serve as vocal advocates within the organization. They see the benefits of the new direction and actively work to promote it among their peers. Champions can be instrumental in building momentum and encouraging buy-in from others. Cooperators – While not as vocal as champions, cooperators are quietly supportive and willing to adapt to the new direction. They follow instructions without much pushback and maintain a steady, reliable presence during the transition. Cooperators are often the backbone of a successful change initiative, as their consistent actions help stabilize the team. Fence Sitters – These team members remain undecided about the change and tend to observe how others react before making their own decisions. They are neither actively supportive nor openly resistant, but their behavior can shift based on the prevailing attitudes of the group. Fence sitters often look to champions or other influential peers for cues on how to respond. Quiet Cynics – This group is defined by low buy-in and low energy. Quiet cynics are skeptical of the change but do not openly voice their concerns. Instead, they may subtly undermine progress by resisting behind the scenes. “They may smile to your face but resist behind the scenes, making them harder to manage,” Hywel notes. Leaders must proactively engage quiet cynics to uncover and address their concerns before they can negatively impact the team’s progress. Saboteurs – These individuals exhibit low buy-in but high energy, making their opposition to change loud and clear. Saboteurs actively seek to derail the initiative by rallying others against it or highlighting its flaws. While their resistance is overt, it also presents an opportunity for leaders to address their concerns directly and potentially win them over. While saboteurs may seem more challenging due to their overt actions, Hywel cautions against underestimating quiet cynics. “Their resistance is more covert, making it harder to detect and address,” he explains. Leaders must remain vigilant and seek to create an environment where all team members feel comfortable voicing their concerns openly. Be Your Own Cynic One of Hywel’s key strategies is to “be your own cynic.” This involves anticipating the challenges your team might raise and addressing them upfront. For example, if raising targets by 60% seems daunting, Hywel suggests saying: “You’re probably thinking raising our targets is madness given how this year has gone. Let’s explore why this decision was made and how we can approach it.” By acknowledging potential concerns, leaders can diffuse negativity and create a space for constructive dialogue. Practice Realistic Optimism Hywel advocates for a balanced approach, which he calls realistic optimism. Leaders should acknowledge the difficulties of change while presenting opportunities for growth. “Your role as a leader is to be realistic about challenges but bring healthy optimism to your team,” he says. Practical Tips for Managing Resistance To conclude the episode, Hywel shares actionable advice for leaders: Create opportunities for disagreement: Encourage team members to voice their concerns. As Hywel puts it, “The first thing out of your mouth when someone disagrees should be, ‘Thank you for bringing that up.'” Involve key dissenters early: Engage those who naturally challenge ideas to identify potential pitfalls and refine your strategy. Prepare thoroughly: Anticipate counterpoints and tailor your communication to address them. Where to Find More from Hywel Berry For more insights from Hywel Berry, check out: Hywel’s LinkedIn Profile Hywel’s website Alicorn Learning Visit Hywel’s IMDB profile for a glimpse into his days as an actor! Take the Next Step with Crestcom Navigating change requires strong leadership skills. Crestcom offers a complimentary leadership skills workshop to help teams work better together. In just two hours, your team can gain practical tools to improve decision-making, build trust, and increase accountability. Request your free workshop today at crestcom.com/freeworkshop.   The post How to Win Over Cynical Employees with Hywel Berry appeared first on Crestcom International.

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 meaningful relationships at work and in life. Meet Topaz Adizes, Emmy Award Winning Writer & Director and Founder of The Skin Deep Topaz Adizes is a renowned creator and the founder of The Skin Deep, an Emmy-winning experience design studio that examines human connections. His career spans prestigious accomplishments, including selection at Cannes, Sundance, and South by Southwest and features in The New Yorker and Vanity Fair. He is also the creator of the acclaimed Emmy award-winning series The And and the author of 12 Questions for Love: A Guide to Intimate Conversations and Deeper Relationships. Driven by a lifelong passion for creating spaces of shared humanity, Adizes has dedicated over a decade to observing and documenting honest conversations that build more meaningful relationships. The Power of Connection Topaz shared that his passion for fostering connection stems from early personal experiences, including his parents’ divorce at a young age. “For me, humanity is not within us individually, but it’s between us,” he explained. His groundbreaking work highlights how leaders and individuals can cultivate deeper human connection by focusing on the “space between”—that intangible bond created through shared understanding. He emphasized that while all humans have a need to be seen and acknowledged, few are trained to cultivate the skills necessary to deepen relationships. “What you practice, you get good at,” Adizes noted, explaining the importance of modeling and practicing meaningful interactions in both personal and professional settings. Tools for Deeper Relationships Topaz shared two key elements for creating meaningful relationships: Creating the Space: Setting clear intentions and boundaries for conversations builds psychological safety. Whether in brainstorming sessions or personal exchanges, leaders can benefit from defining the type of discussion to disarm participants and foster engagement. This process is crucial to creating something special in every interaction. Asking Well-Constructed Questions: Honest conversations thrive on powerful questions that avoid binary answers and instead invite introspection. They are shaped to be connective, reflective of the relationship between participants, and aimed at eliciting nuanced responses. For instance, instead of asking, “Why did this campaign fail?” try, “Why do you feel this campaign didn’t achieve its goals?” As Topaz eloquently put it, “Our differences are our superpower. The challenge is cultivating conversations around those differences to uncover golden opportunities.” Where to Find More from Topaz Adizes Interested in exploring more of Topaz’s work? Here’s where you can connect: Connect on LinkedIn: linkedin.com/in/topazadizes Visit his website: theskindeep.com Social Media: Follow The Skin Deep on Instagram and other platforms Products: Check out The And at Work decks and workshop toolkits to spark meaningful and honest conversations in your workplace Unlock Your Leadership Potential For leaders seeking actionable strategies to enhance team connections, request a complimentary leadership workshop at crestcom.com/freeworkshop. In just two hours, you’ll gain tools to build trust, improve communication, and create something unique within your team. Take the next step toward meaningful leadership. Listen to this powerful episode and discover how fostering deeper human connection can transform your personal and professional life.   The post How to Create More Meaningful Relationships with Topaz Adizes appeared first on Crestcom International.

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, and navigating the challenges of modern leadership.  With a career spanning two decades, Anders has worked with multinational companies and guided international CEOs, making him a trusted voice on the intersection of humanity, technology, and leadership. This episode is a must-listen for anyone eager to understand how to shift from being a reactive leader to a reflective leader. Meet Anders Indset, Philosopher, Author and Deep Tech Investor Anders Indset is the author of multiple international bestsellers, including Wild Knowledge, Quantum Economy – Saving The Mensch with Humane Capitalism, Philosophy@Work, and The Infected Mind. He has just released his newest book, The Viking Code, and his next, The Singularity Paradox: Bridging the Gap Between Humanity and AI, will be available in March 2025. Recognized by Thinkers50 as one of the most influential thinkers in technology and leadership for the coming years, he serves as a trusted sparring partner and advisor to global leaders and top executives. With his deep understanding of the implications of exponential technologies, Anders demonstrates how and why leadership and its relation to philosophy are becoming more relevant than ever. He strongly believes that in a world where everyone has almost infinite access to knowledge, deeper understanding and the ability to anticipate future scenarios become the most needed skills for executives, alongside developing interpersonal skills. In addition to a multitude of lectures and publications, Anders considers philosophy as a ‘thinking practice’ and implements his ideas in concrete projects. He sits on the board of this initiative. He is also a co-owner and initiator of the Global Blockchain Initiative, founder and owner of the Norway-based Njordis Group, and leads The Quantum Economy Institute (TQEI), founded in 2023. Redefining Success: Progress Over Perfection In a world obsessed with achievements and accolades, Anders Indset redefines success as “experiencing progress.” He urges leaders to focus on micro-ambitions—small, meaningful improvements that create lasting impact. “Most of us won’t win Olympic gold or Nobel Prizes, but we can be micro-ambitious every day,” Anders explains. This perspective encourages leaders to celebrate daily progress instead of chasing unattainable perfection. By emphasizing the journey rather than the destination, Anders shows how the art of being present can transform both personal and professional growth. The Shift from Reactive Leader to Reflective Leader One of the central themes in Anders’ discussion is the transition from being a reactive leader to a reflective leader. In today’s fast-paced, technology-driven environment, many leaders are caught in a cycle of reaction, responding to constant demands without deeper thought. Anders describes this as the “thumbs-up, thumbs-down society,” where instant validation often overshadows meaningful reflection. To break free from this cycle, Anders advocates for cultivating self-trust and embracing vulnerability. “Vulnerability is the birthplace of trust, creation, and innovation,” he says, highlighting how acknowledging one’s limitations can lead to stronger connections and better decision-making. Reflective leaders take the time to anticipate future scenarios, empowering their teams to innovate and grow. The Power of Collectivism: “I Am Because You Are” Drawing from his Norwegian roots, Anders Indset emphasizes the importance of collectivism in leadership. He describes a unique synergy between individual ambition and community uplift, encapsulated in the phrase, “I am because you are.” Leaders who invest in their teams create environments where collaboration drives success. Anders shares how this ethos has helped Norway produce world-class athletes across individual sports like golf and tennis. By uplifting those around them, leaders not only enhance their teams’ performance but also set the stage for collective growth and innovation. Practical Steps for Embracing the Art of Presence Throughout the episode, Anders offers actionable strategies to cultivate the art of leadership presence in a reactive world: Eliminate Energy Drains: Identify and remove activities that sap your energy. Focus on what truly matters. Learn How to Think: Move beyond surface-level reactions and develop the cognitive skills to analyze and adapt. Embrace Vulnerability: Acknowledge your limitations and commit to continuous learning and self-improvement. Encourage Trust and Friction: Build an environment where trust and constructive conflict lead to creativity and innovation. By adopting these practices, leaders can move away from reactive habits and become reflective leaders who inspire progress and growth. Where to Learn More from Anders Indset For those inspired by Anders Indset’s philosophy, there are several ways to dive deeper into his work: Explore Anders’ insights and resources at AndersIndset.com. Check out The Viking Code for lessons on building high-performance cultures. Stay tuned for The Singularity Paradox, releasing in March 2025. Connect with Anders on LinkedIn to stay updated on his latest projects and ideas. Ready to Sharpen Your Leadership Skills?  Crestcom is passionate about empowering leaders with the tools to thrive. Ready to take your leadership skills to the next level? Request a complimentary Leadership Skills Workshop for an engaging two-hour session for you and your team. You’ll learn how to improve decision-making, build trust, and increase accountability—all while developing a personalized plan to tackle your leadership challenges.   The post The Art of Presence in a Reactive World with Anders Indset appeared first on Crestcom International.