The Leadership Habit

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.

Belonging isn’t just a buzzword—it’s the foundation of a thriving workplace. In the latest episode of The Leadership Habit Podcast, Jenn DeWall sat down with Dr. Beth Kaplan, researcher, storyteller, and author of the upcoming book Braving the Workplace: Belonging at the Breaking Point. Together, they explore what belonging means, why it matters, and how leaders can reset their approach to cultivating it in their organizations. Meet Dr. Beth Kaplan Dr. Beth Kaplan is a researcher and storyteller passionate about the power of belonging in the workplace. She has an M.S.Ed and Ed.D in Learning and Leadership Strategy from The University of Pennsylvania, where she researched workplace trauma and belonging.  She is a global head for leader development who delivers innovative programs to empower leaders at every level. She was also responsible for launching the leadership development initiative at Salesforce to improve retention and culture and ensure organizational success.  She is also the author of the upcoming book Braving the Workplace, in which she lays out a framework for companies to change the narrative around belonging, focus on mental health, and create a roadmap to solve critical challenges in the workplace today.  The Need for Belonging in the Workplace Dr. Kaplan defines belonging as “the innate desire to be part of something larger than ourselves without sacrificing who we are.” She differentiates it from diversity and inclusion, noting, “Belonging is something you decide for yourself. No one can tell you that you belong if you’re not feeling it.” In today’s dynamic workplaces, employees often determine whether they feel like they belong within the first seven seconds. Dr. Kaplan explains, “People are constantly negotiating, ‘Who am I?’ and ‘Where do I fit?’” This quick judgment impacts mental and even physical health, as feelings of exclusion trigger what Dr. Kaplan calls a “neural alarm clock,” manifesting in stress and disengagement. Why Belonging Matters for Teams and Organizations The benefits of belonging are undeniable. Employees who feel a sense of connection are more productive, take fewer sick days, and exhibit higher engagement. Yet, a recent Gallup study reveals that only two out of ten employees feel engaged at work—a statistic Dr. Kaplan attributes partly to a lack of belonging. “People want care from their leaders,” Dr. Kaplan notes. “Care can be as simple as consistency, kindness, and thoughtfulness.” She underscores that belonging begins with understanding individual needs and values, creating an environment where employees can thrive without sacrificing authenticity. Practical Steps for Leaders Belonging is a two-way street. Leaders need to take proactive steps to foster connection, and employees must also take responsibility for identifying their values. Dr. Kaplan suggests: Start with values: Employees should pinpoint three to five values that guide their decisions. Communicate consistently: Leaders must prioritize regular check-ins and ask thoughtful questions like, “What do you need to succeed?” Establish clear boundaries: Dr. Kaplan highlights the importance of setting boundaries, noting, “Boundaries are for you, not for others. You enforce them by holding yourself accountable.” A Final Thought on Belonging Dr. Kaplan encourages everyone to prioritize self-awareness. “You can’t belong to something else until you learn to belong to yourself,” she reminds us. Belonging starts within and radiates outward, creating stronger, more connected workplaces. Where to Find More from Dr. Beth Kaplan Pre-order her book: Braving the Workplace: Belonging at the Breaking Point is available for pre-order on Amazon. Connect with her on LinkedIn: Dr. Kaplan regularly shares insights on belonging and leadership. Subscribe to her newsletter: Sign up for Belonging and Work at drbethkaplan.com. Want to create a culture of belonging in your organization? Crestcom can help! Request a complimentary leadership workshop to learn actionable tactics that improve communication, trust, and teamwork. Visit crestcom.com/freeworkshop to find out more today!   The post Hit the Reset Button on Belonging at Work with Dr. Beth Kaplan appeared first on Crestcom International.

In the latest episode of The Leadership Habit Podcast, host Jenn DeWall sits down with Randy Gravitt—author, executive coach, and co-founder of Lead Every Day—to explore how leaders can prioritize winning at home.  Too often, the personal sacrifices leaders make to achieve professional success lead to damaged relationships and lost fulfillment outside of work. Gravitt’s message is simple yet profound: Winning at work shouldn’t mean losing at home. Meet Randy Gravitt, Co-Founder of Lead Every Day Randy Gravitt is an author, a speaker, and an executive coach. He co-founded Lead Every Day, a leadership consulting firm that works with high-performance leaders, organizations, and teams around the world. He’s also a keynote speaker and author of two books. Randy’s passion lies in cultivating integrity-driven leaders who excel in every facet of their lives. For Randy, leadership is not just a career; it’s a calling. Rethinking Success: What Does Winning at Home Mean? Gravitt’s new book, Winning Begins at Home: A Strategy to Win Beyond Work, challenges readers to define what personal success truly means. “If you win at work and lose at home, you still lose,” Gravitt states. His practical framework—“Love First, Live Last”—empowers leaders to cultivate meaningful connections and serve those closest to them. For Gravitt, this begins with a foundational question: How would I need to live my life so that the people who know me the best love me the most? Reflecting on this helped him prioritize what truly matters and create a life centered on service, empathy, and intentionality. The Two Fundamentals for Winning at Home Gravitt shares two key principles for improving relationships and creating a fulfilling home life: Love First: Be present and intentional with those who matter most. Gravitt explains, “Proximity isn’t intimacy. Being there when you’re there is the first step to showing love.” This could mean unplugging from work and technology to truly listen to your partner or children. Live Last: Adopt a servant-leadership mindset at home. Just as great leaders focus on empowering their teams, Gravitt encourages individuals to remove barriers and support their loved ones’ growth. Why It Matters Gravitt highlights the increasing mental health challenges people face due to stress, loneliness, and strained relationships. “No perfect family exists,” he admits, “but when things are good at home, there’s nothing better.” By investing in their personal lives, leaders can build a support network that strengthens their resilience both inside and outside the office. Practical Steps to Start Winning at Home Gravitt offers actionable tips for shifting focus and reducing work-life friction: Establish mental boundaries when transitioning from work to home. For example, use a specific stop sign or doorway as a reminder to “leave work at work.” Create rituals that prioritize family connections, such as a daily check-in or a cup of coffee with your partner. Use effective communication techniques, including empathetic listening and a kind tone of voice. As Gravitt aptly puts it, “You’re never persuasive when you’re abrasive.” Connect with Randy Gravitt To dive deeper into Gravitt’s strategies for balancing life and leadership, be sure to listen to the full episode! If you want to find more from Randy, you can:  Connect on LinkedIn: linkedin.com/in/randygravitt/ Pick up a copy of Winning Begins at Home  Explore his resources, including the Lead Every Day podcast, at leadeveryday.com. About Crestcom At Crestcom, we believe in equipping leaders with the tools to succeed in and out of the workplace. Our leadership training programs emphasize practical strategies that strengthen relationships and build stronger teams. Our participants tell us the skills they learn improve their lives at home as much as they do at work. If you want to explore leadership training for your team, request a free workshop!    The post How Leaders Can Win at Work and Home with Randy Gravitt  appeared first on Crestcom International.

Failure isn’t the end—it’s a beginning. That’s the core message from the latest episode of The Leadership Habit podcast. Jenn DeWall talks to Dr. Manu Kapur, a leading researcher on the science of learning and the author of Productive Failure: Unlocking Deeper Learning Through the Science of Failing. In this episode, Dr. Kapur shares how intentionally designing for failure can enhance leadership growth and unlock deeper learning. Meet Professor Manu Kapur, Human Learning Expert Prof. Manu Kapur is a world-renowned expert on learning and currently heads the Future Learning Initiative at ETH University Zurich. Prof. Kapur earned his doctorate in Education from Columbia University.  Dr. Kapur is known for pioneering research on intentionally designing for and learning from failure, demonstrating how this approach can lead to more effective learning than traditional methods. He is known for these two successful TEDX talks: Productive Failure and How Failure Drives Learning.  What is Productive Failure? While most discussions around failure focus on bouncing back after setbacks, Dr. Kapur introduces a proactive approach: designing failure into learning experiences. “If failure can be a powerful teacher,” he explains, “why wait for it to happen? Why not intentionally design for it in a safe way so that when high-stakes situations arise, the likelihood of success is greater?” This concept involves moving from the performance zone, where tasks align with existing skills, into the learning zone, where challenges exceed current abilities. By navigating this “failure zone,” leaders and learners can activate relevant knowledge, identify skill gaps, and build resilience. The Four A’s of Learning Through Failure Dr. Kapur outlines a powerful framework for turning failure into growth, known as the Four A’s: Activation: Failure activates prior knowledge, creating connections between what you know and what you’re trying to learn. Awareness: It highlights gaps in understanding, making you more aware of what needs to improve. Affect: The struggle to overcome challenges sparks motivation and engagement. Assembly: Feedback from mentors or experts helps learners synthesize and apply knowledge effectively. How Leaders Can Embrace Productive Failure Dr. Kapur encourages leaders to shift their mindset around failure. Emerging leaders often focus on proving their competence, which can keep them stuck in the performance zone. However, Dr. Kapur emphasizes the importance of balancing success-driven tasks with growth-driven challenges. “Your ambition should always exceed your talent,” he shares, recalling a lesson from his father. Creating a culture that normalizes failure as part of growth is essential for teams. Leaders can set the stage by: Offering stretch assignments that push team members out of their comfort zones. Providing safe spaces to fail and experiment without fear of judgment. Delivering constructive feedback to guide improvement and reinforce learning. Final Thoughts Productive failure isn’t about accepting defeat but designing opportunities to grow. As Dr. Kapur reminds us, “If you find yourself too comfortable, it’s a signal you’re not growing.” By embracing failure as a tool for learning, leaders can inspire their teams, improve their skills, and achieve greater success. To dive deeper into the science of productive failure and how it can transform your leadership style, listen to the full episode of The Leadership Habit podcast. Ready to explore more? Visit Crestcom.com for leadership tools that help you embrace the learning zone. Know someone navigating a new challenge? Share this episode with them—it might be the encouragement they need to view failure as a stepping stone, not a roadblock.  Where to Find More From Professor Manu Kapur Visit his website: manukapur.com Check out his TEDx Talks:  Productive Failure and How Failure Drives Learning Connect on LinkedIn Check out his book at productivefailure.com Applying Productive Failure in Leadership Development For leaders ready to step into their learning zone, Crestcom offers resources like complimentary leadership skills workshops, webinars, and eBooks. These tools are designed to empower leaders to tackle challenges, embrace growth, and unlock their full potential. To request a free leadership workshop for your team, visit crestcom.com/freeworkshop   The post How Productive Failure Can Transform Learning with Manu Kapur appeared first on Crestcom International.

In this episode of The Leadership Habit podcast, host Jenn DeWall talks to Gui Costin, CEO and founder of Dakota, sharing practical advice on building a winning sales strategy and creating a strong workplace culture. This episode is full of tips that any leader, sales professional, or sales rep can use to improve their approach and team culture. Meet Gui Costin, CEO & Author With over 35 years of experience in sales and leadership, Gui Costin has developed unique practices that have helped Dakota raise over $40 billion for its clients. But Gui’s story goes beyond just numbers – he’s an innovator who’s transforming what it means to build a thriving workplace culture in the world of finance. As the author of Millennials Are Not Aliens and The Dakota Way, Gui brings new perspectives to sales, marketing & leadership in the investment world. His people-focused approach has led him to build two companies generating $20 million every year by prioritizing what he believes matters most: people.  His “no-policy policy” fosters autonomy and trust, while his talent for engaging millennial and Gen Z workers challenges traditional management styles. Gui’s journey from working in real estate to founding Dakota has given him many insights into building strong company cultures, modernizing sales processes, and adapting leadership styles that motivate and inspire teams across generations. Putting People and Culture First Gui Costin’s sales success is rooted in putting people first. “Culture’s about how you treat people…every time somebody comes to work every single day, what kind of experience do you want them to have?” he shared. Costin stressed the importance of a respectful and supportive environment, saying, “We won’t even tolerate bad clients…if they treat our teammates badly, we’ll fire them as fast as we can.” This commitment to protecting employees builds trust and boosts morale. Costin’s approach shows that consistent actions and values are fundamental in leadership. Leaders who set high standards for how employees are treated create a workplace where team members feel valued and safe. This approach encourages loyalty and dedication — essential for long-term success. Costin’s philosophy proves that a people-first culture isn’t just good practice; it’s critical. Creating Structure and a Clear Sales Process Costin explained that success in sales starts with structure. He advised leaders to write down the sales process and explain the reasons behind each step. “The process at the end of the day is what’s most important,” Costin said. Clear roles, responsibilities, and processes help keep sales reps focused. This structure should be paired with supportive leadership. Managers should ask questions like, “Are you following the process? Talk to me—what’s going on?” An effective sales process not only improves sales results but also helps team members grow. “It’s all about the connection…and building relationships with people,” Costin said. Leaders should guide their teams to see beyond transactions and focus on genuine connections. Consistency in following a structured process builds confidence and resilience. When sales reps understand why each step matters, they stay motivated and committed. This clarity also helps them solve problems and adjust their strategies, making them more effective. Effective Follow-Up and Outreach Costin shared valuable tips on follow-up strategy. He highlighted the need to ask the right questions during meetings to avoid ghosting and miscommunication. “Ask the tough questions while the relationship is warm,” he advised. Clarifying if there’s an opportunity during the meeting saves time and keeps communication clear. Costin also talked about the importance of authentic cold outreach. “You’re not going to make the sale over email. Just be a human being,” he said. Providing context quickly and clearly, along with a specific call to action, makes a big difference. He warned against vague emails, which can come across as lazy or rude. Costin emphasized that follow-ups should be persistent but respectful. Sales professionals should focus on long-term relationship-building instead of pushing for quick results. This approach builds trust and leads to more future opportunities. Adapting to Modern Sales Challenges Sales today require adaptability. “Sales is an emotional game…constantly being rejected by somebody out in the ether who doesn’t know who you are,” Costin noted. Leaders need to help their teams handle rejection by encouraging discipline and consistency. “It’s about 12 to 18 months to fully develop the muscle…but if you stay disciplined, you’ll have more opportunities than you could ever imagine,” he said. Leaders should also consider that today’s buyers are more informed and selective. Costin advised sales reps to adjust their techniques and use technology to create personalized, data-driven strategies that connect with their target audience. This adaptability ensures that sales professionals can effectively present their product or service in a way that resonates with potential clients. Using Technology and Data Wisely Costin spoke about how technology can help modern sales. Using tools that provide data and streamline processes allows leaders to target the right clients and improve outreach. Technology can automate parts of the sales process, freeing up time for more personal interactions. “Use data to inform your decisions, but never forget that the human touch is irreplaceable,” Costin said. Tracking metrics and feedback through technology also helps sales teams refine their approach. While technology can make processes more efficient, Costin reminded leaders to keep genuine connections at the center. A mix of data-driven strategies and personal engagement can set a company apart and showcase its product or service in the best light. Key Takeaways for Leaders Costin’s main message was to stay thoughtful and empathetic. “Just always be introspective about how you’re treating people and making it all about them,” he said. For leaders wanting to improve their sales strategies, building a clear process, nurturing authentic connections, and focusing on team culture are crucial steps. The goal is to help others succeed while creating a supportive and positive work environment. Leaders should remember that sales success is a journey. Building a strong team means supporting their growth, promoting respect, and focusing on lasting relationships. With these practices, sales professionals can inspire growth and achieve long-term success. For those looking to sharpen their sales strategy, Costin’s insights serve as a guiding framework. Combining an effective sales process, compassionate leadership, and adaptability can set any team on the path to lasting success. Where to Find More from Gui Costin Connect on LinkedIn: linkedin.com/in/guicostin/ Visit his website: dakota.com Email him: gui@dakota.com Thank you for listening to The Leadership Habit Podcast! If you want to learn more about Crestcom’s leadership development programs, contact us to schedule a free leadership skills workshop: crestcom.com/freeworkshop.   The post A Modern Leader’s Guide to Sales Success with Gui Costin appeared first on Crestcom International.

In the latest episode of The Leadership Habit Podcast, Crestcom host Jenn DeWall welcomes executive coach and bestselling author Deekron Krikorian. Known for his transformative approach, Deekron dives into one of today’s most sought-after leadership topics: maintaining motivation in high-stress environments. Deekron has helped over 200 high-achievers master motivation and health as they pursue their dreams and elevate their careers. Meet Deekron Krikorian, High Performance Coach Deekron is an executive coach who merges high performance with total well-being. He helps driven professionals and entrepreneurs master their minds, bodies, and lives. Drawing on his experience as a Big Four CPA consultant and startup founder, he developed a whole-person transformation method outlined in his bestselling book, The Nine Shifts. Deekron has been featured in major media like the Washington Post and Business Insider and has worked with top organizations such as Ernst and Young, Accenture, and Proctor and Gamble. Activating Your Motivation: A Mindset Shift At the heart of Deekron’s message is healthy high performance. “For me, it really starts with a healthy relationship to success,” Deekron explains. As a self-described “recovering perfectionist,” Deekron knows how high achievers can push themselves to burnout, driven by external pressures and the need for validation. His approach calls for reframing motivation as an achievable state, starting with small steps rather than relying solely on willpower, which he reminds listeners “doesn’t last very long.” Imperfect Actions: The Perfectionist’s Salvation During the episode, Deekron introduces listeners to what he calls “imperfect actions.” For high achievers, the quest for perfection often leads to burnout. By taking imperfect actions—small steps toward bigger goals—he says, “you build momentum and stay motivated by focusing on progress, not perfection.” This method of activating motivation is simple yet powerful, focusing on reducing the mental resistance that comes with setting overly ambitious goals. Even small actions, like a quick walk or a brief task, can create the spark needed to keep moving forward. Navigating Comparison and Limiting Beliefs Motivation can often be derailed by comparison, a natural yet counterproductive habit. Deekron points out, “The mind is wired to compare, but that’s rooted in survival instincts. It’s essential to become aware of this habit and redirect focus to what genuinely matters to you.” Building motivation and resilience requires an internal approach, connecting to what he calls the “soul-driven source of inspiration.” For Deekron, inspiration transcends willpower, helping leaders make choices rooted in personal values rather than comparisons. The Nine Shifts Method for Sustainable Motivation Deekron also shares his Nine Shifts method, which is outlined in his bestselling book. Designed to help leaders transform stress into sustainable energy, the method emphasizes balancing the mind, body, and life. “This framework is holistic,” Deekron says, “covering the mind, body, and your life goals. By starting from within, you can achieve anything externally.” Improved performance comes from focusing on mental health as well as physical health to achieve your goals.  Maintaining Motivation in Leadership: A Call to Kindness One of Deekron’s final pieces of advice resonates deeply: “Don’t be hard on yourself if you feel demotivated. These feelings are a natural part of how your mind works.” By choosing progress over perfection and focusing on healthy high performance, leaders can unlock a more consistent, compassionate, and sustainable approach to motivation. Through kindness, leaders can create a healthy, high-performance culture throughout their organization, motivating employees long term. Where to find more from Deekron:  Connect on LinkedIn: linkedin.com/in/deekron/ Check out his book: The Nine Shifts Visit his website:healthyhighperformer.co/ Whether you’re leading a team or pursuing personal goals, listen to the full episode to learn more about Deekron’s proven strategies to overcome self-doubt, reduce resistance, and activate your inner motivators.  For a deeper dive into Crestcom’s leadership resources, including a complimentary workshop, visit crestcom.com/freeworkshop.   The post Achieving Healthy High Performance with Deekron Krikorian appeared first on Crestcom International.