The Leadership Habit

Burnout is more than just feeling tired. It is a signal that something deeper needs to change. In this episode of The Leadership Habit Podcast, Crestcom’s Jenn DeWall sits down with keynote speaker, coach, and former attorney Michelle Niemeyer to explore how leaders can prevent workplace burnout by reconnecting with purpose and prioritizing what lights them up. Michelle spent over three decades in a legal career before hitting a wall. After healing from chronic stress and an autoimmune diagnosis, she now helps professionals and organizations boost resilience and thrive without sacrificing well-being through her framework, The Art of Bending Time. Why Leaders Need to Model Burnout Prevention One of the most impactful ways to prevent burnout in the workplace is for leaders to model the behavior they want to see. If managers regularly push through exhaustion, skip breaks, or avoid delegation, their teams are likely to follow suit. Michelle emphasizes that self-awareness and healthy boundaries are not just personal habits; they are leadership skills. When leaders actively prioritize well-being, they create a more resilient and productive work culture. This not only helps reduce burnout in high achievers but also improves team engagement, decision-making, and retention. Here are some key takeaways from this episode:  Key Takeaway #1: Burnout Isn’t Just a Work Problem Michelle challenges the narrow view that burnout is purely a workplace issue. “We live whole lives. We’re not a lobotomized person… Everybody has stresses at work, and everybody has stresses at home.” She refers to the World Health Organization’s definition of burnout as “a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.” But she adds: “First of all, I’m gonna tell you not to blame yourselves. Because that definition kind of sounds like it’s your fault and it’s not.” Instead, Michelle urges leaders to look beyond their job title to understand their deeper emotional and mental needs and recognize the signs of burnout. Key Takeaway #2: Clarity is Key to Recovery Michelle’s method for overcoming burnout starts with identifying what truly lights you up. She uses a guided visualization exercise with her clients to uncover moments of joy from childhood and adulthood. These insights are then used to reimagine how work and life can align more closely. “If you know what lights you up… you can choose to bring those feelings into your day, even if it’s just a few times a day.” According to Michelle, clarity about personal values and goals is what ultimately creates the conditions for resilience. Key Takeaway #3: Perfectionism and Pressure Make Burnout Worse Burnout in high achievers is a common phenomenon. In the episode, Jenn and Michelle discuss the unrealistic expectations that many leaders place on themselves. “You can do anything, but you cannot do everything,” Jenn says. “Your priorities are going to shift on any given day.” Michelle adds that burnout is often fueled by chasing goals that don’t actually matter anymore. “Sometimes just taking that weight off yourself—because people just pile on other people’s expectations and goals that maybe don’t fit them anymore… it makes your life very different.” She describes how many clients carry long-held expectations that no longer reflect who they are or what they want. Key Takeaway #4: Micro Moments Can Shift Everything The idea of work-life balance often feels out of reach, but Michelle believes small moments of connection and joy are powerful tools in burnout prevention. “You’re not getting it at work. You can make the point of getting it outside of work. You can get it at lunch. You can get it when you stop at the store.” Jenn agrees: “It could be like going over and striking up a conversation with my neighbor or maybe just like having a joke or laugh with someone at the grocery store.” When you are experiencing burnout, finding joy in small, meaningful ways helps shift your relationship with stress. Michelle explains: “A lot of the impact stress has on us is not really about the stress. It’s about how we perceive the stress.” Leadership Development That Aligns with Purpose Burnout prevention requires more than wellness tips or time management hacks. It involves developing leadership skills that foster clarity, connection, and a sense of purpose. That’s why Crestcom’s leadership training programs help leaders explore mindset, motivation, and meaningful goals, while learning how to manage stress and lead more effectively. By aligning leadership development with personal values and team needs, organizations can create a culture where everyone has the tools to thrive. Michelle’s work reminds us that thriving leaders build thriving teams. Connect with Michelle Niemeyer Want to explore Michelle’s tools for building clarity and resilience? She offers multiple ways to stay connected: Text CLARITY to 33777 (or follow this link) to access her free clarity exercise and join her community Visit her website: michelleniemeyer.com Connect on LinkedIn Her resources include guided assessments, mastermind sessions, and coaching programs that help high achievers prevent burnout and rediscover purpose. The Connection Between Leadership and Burnout At Crestcom, we believe that preventing burnout starts with better leadership. Our complimentary leadership skills workshop is designed to help leaders build trust, improve communication, and work smarter, not harder. Ready to align your leadership with what matters most? Request your free workshop today Listen to the Full Episode To hear the whole conversation between Jenn DeWall and Michelle Niemeyer—including a powerful guided clarity exercise—tune in to The Leadership Habit Podcast: How to Overcome Burnout by Aligning with What Matters Most with Michelle Niemeyer. And if you found this episode helpful, be sure to share it with a friend or colleague who might be struggling with burnout.   The post How to Overcome Burnout by Aligning with What Matters Most with Michelle Niemeyer appeared first on Crestcom International.

What happens to a business when its founder is ready to step away? Too often, legacy companies are absorbed, shuttered, or changed beyond recognition. But what if there were a better way—one that preserves the company’s culture, protects jobs, and gives employees a meaningful stake in its future? In this episode of The Leadership Habit podcast, host Jenn DeWall sits down with John Abrams, co-founder of South Mountain Company and author of From Founder to Future, to explore the growing movement of employee-owned businesses. Whether you’re a business owner planning for succession, a leader interested in sustainable growth, or simply curious about new organizational models, this episode is a must-listen. Meet John Abrams, Founder and Author John Abrams founded South Mountain Company in 1973 and spent nearly 50 years turning it into one of the highest-scoring B Corps in the world. In 1987, he transitioned the company to a worker cooperative—at a time when there were only a dozen such businesses in the U.S. Today, he’s a leading voice on employee ownership and runs a consulting firm helping others do the same. “My only goal was to leave the company in the best shape it’s ever been,” Abrams reflects. “And as I look at it now, it’s in better shape than that.” Employee Ownership Isn’t Just a Trend—It’s a Solution Employee ownership isn’t just a feel-good concept—it’s a proven way to address economic inequality, increase engagement, and build more resilient businesses. Abrams highlights the stark economic disparity that has grown over the past few decades, pointing out that at the end of the 1970s, the typical corporate CEO earned roughly 20 times the typical worker’s salary. Today, that ratio is more than 250 to 1. This widening gap has left many workers feeling disillusioned and undervalued. In contrast, employee-owned companies offer a model where profits, decision-making, and purpose are shared more equitably among employees. Studies have shown that these organizations tend to have higher retention, better morale, and stronger long-term performance. In a moment when Americans are seeking more stability and fairness at work, employee ownership offers a powerful solution. There’s More Than One Path to Ownership Many leaders assume that converting to employee ownership means launching an ESOP—and nothing else. But as Abrams explains, there are three primary structures: ESOPs (Employee Stock Ownership Plans), which are tax-advantaged and ideal for larger businesses Worker Cooperatives, which emphasize democratic governance and are common in smaller organizations Employee Ownership Trusts, popular in the UK and gaining traction in the U.S., which allow founders to sell their companies to employees through a trust structure Abrams urges founders to explore all options: “There’s no right answer to this. Every business is different. Each has its own culture, its own values, its own aspirations.” By understanding these pathways, leaders can choose the structure that best aligns with their company’s size, goals, and values, ensuring a smoother transition and greater long-term success. Succession Planning Is an Urgent Need According to Project Equity, nearly half of privately held businesses in the U.S. are owned by people over the age of 55. That means millions of businesses will change hands or cease to exist over the next 15 to 20 years. Yet most small businesses have no succession plan in place. Abrams calls this a silent crisis: “Trillions of dollars will change hands in the coming years, and many of those businesses will close or be sold to private equity. Employee ownership offers another way.” Instead of shuttering companies or watching their missions erode under new ownership, founders can consider selling to their employees. This protects jobs, preserves local economies, and honors the culture they’ve worked so hard to build. It’s not just succession—it’s legacy planning. Culture Matters More Than Control One of the most surprising myths about employee ownership is that it leads to chaos or a lack of leadership. Abrams flips that idea on its head: “Employee-owned companies need stronger leadership, not weaker. The key is separating what decisions owners make from what managers lead.” He also encourages business owners to view every new hire as a potential owner, which shifts how companies recruit and develop talent. Hiring for long-term alignment, rather than just immediate skills, ensures a stronger culture over time. Culture is one of the strongest predictors of employee engagement, and that’s critical right now. Gallup’s 2025 State of the Global Workplace report shows that only 21% of employees worldwide are actively engaged at work. Companies that create a sense of shared purpose, transparency, and involvement—hallmarks of employee-owned businesses—have a significant competitive edge when it comes to attracting and retaining top talent. Redefining Growth for a Sustainable Future Many leaders are pressured to pursue growth for growth’s sake, but Abrams argues for a more mindful approach. “There’s another word besides growth—and that is ‘enough.’ Sometimes, enough is enough.” He challenges the notion that success is only measured by expansion or shareholder returns. Instead, he encourages leaders to define growth in terms of depth, not just scale: getting better, not just bigger. This mindset isn’t anti-profit. In fact, it can lead to more sustainable, values-aligned success. Abrams calls it the “triple bottom line”: profit, people, and planet. Companies that adopt this framework prioritize long-term health, community well-being, and employee satisfaction, rather than pursuing quarterly wins at all costs. As he puts it, “The ideology of continuous growth… that’s the ideology of the cancer cell.” True leadership means knowing when growth serves the mission—and when it undermines it. Why It Matters Leadership isn’t just about profits—it’s about purpose and legacy. This episode is a timely reminder that how we structure businesses has a direct impact on employee engagement, community resilience, and long-term sustainability. As Abrams puts it, “We can all share in the bounty.” Employee ownership isn’t a radical concept—it’s a practical solution for preserving what matters most in business: people, culture, and impact. Where to Find More from John Abrams Buy his book: From Founder to Future: A Business Roadmap to Impact, Longevity, and Employee Ownership.  Check out his consulting firm, Abrams & Angell Connect on LinkedIn  Looking to strengthen your leadership bench or plan for long-term success? 🔗 Request a Complimentary Leadership Skills Workshop   The post Why Employee Ownership Matters More Than Ever with John Abrams appeared first on Crestcom International.

How can companies improve customer experience in a world where expectations are constantly evolving? In this episode of The Leadership Habit podcast, host Jenn DeWall sits down with internationally recognized customer service expert Lisa Ford to explore how leaders can create a culture that drives customer loyalty, boosts satisfaction, and strengthens relationships with both new and existing customers. Lisa shares simple ways organizations can provide great customer service. This can be done online, in person, and on social media. Every interaction should add value and encourage customers to return. Meet Lisa Ford, Customer Service Expert Lisa Ford is a globally recognized customer service expert, keynote speaker, and author of Exceptional Customer Service: A Guide to Delivering Exceptional Service. She created the bestselling video series “How to Give Exceptional Customer Service,” which held the #1 spot in the U.S. training market for five consecutive years.  Lisa has advised major companies, including Pfizer, Viacom, and Kaiser Permanente, and was inducted into the Speakers Hall of Fame in 2002. She currently serves as a faculty member at Crestcom International, where she helps leaders create lasting impact through exceptional customer relationships. Customer Loyalty Begins with the Experience According to Lisa, loyalty goes beyond a single transaction. It’s about building a meaningful connection that lasts. Customers may love your products or services, but if they don’t feel valued, they won’t stay loyal for long. “A happy customer doesn’t just return—they become your advocate,” Lisa explains. “Customer experience is your greatest competitive edge.” Beware of the Digital Disconnect While technology can enhance convenience, it shouldn’t replace human connection. Lisa emphasizes that too many companies rely on chatbots or automated responses, forgetting that frustrated customers still want to talk to a real person. If your chatbot creates more friction than solutions, you risk losing customers. “Customers want speed and convenience—but also the human touch,” she says. She encourages leaders to find the right balance between automation and human interaction. This is especially important on social media and self-service platforms. It helps ensure customer satisfaction remains high. Her tip? Combine digital tools with real human support, and make it easy for customers to reach a person when needed. 3 Questions Every Leader Should Ask Lisa offers a powerful reflection exercise for leaders who want to improve customer loyalty: Where are you hard to do business with? What’s the cost of a small mistake? What is your weakest link? By regularly reviewing the entire customer journey, leaders can find hidden frustrations. They can fix these issues before they hurt the customer experience. Hire, Train, Empower, and Recognize Great customer service starts with great leadership. Creating a culture of customer loyalty starts with the right team. Lisa emphasizes hiring people with the right attitude, not just skills. Then, invest in training that includes both technical know-how and essential soft skills like empathy, communication, and listening. And don’t stop there—employees must feel empowered to make decisions and solve problems. Leaders should also take time to recognize great service moments, reinforce the organization’s values, and share real stories of empowered behavior in meetings. “If your team doesn’t feel appreciated or listened to, they won’t feel empowered to deliver your brand promise,” Lisa explains. Keep the Customer Top of Mind—Always Lisa shares one of her favorite exercises: keep an empty chair in every team meeting to represent the customer. This visible reminder helps ensure that every decision is made with the customer experience in mind. Where to Find More From Lisa Ford Visit her website:  LisaFord.com Connect on LinkedIn: linkedin.com/in/lisaford1/ Reach out by email: lisa@lisaford.com Read Her Book: Exceptional Customer Service Bring Great Customer Service to Your Organization Lisa Ford’s approach to customer loyalty is part of Crestcom’s leadership development program. If your team is looking to improve customer experience, drive customer satisfaction, and retain more existing customers, we invite you to explore our Complimentary Leadership Skills Workshop. You’ll gain practical tools to build customer relationships, align your team around service excellence, and turn every interaction into an opportunity to create a happy customer.   The post How to Build Customer Loyalty that Lasts with Lisa Ford appeared first on Crestcom International.

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.

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.

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.

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.

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.