The Leadership Habit

In a recent episode of The Leadership Habit Podcast, host Jenn DeWall had a fascinating conversation with Robyn Bolton, founder of Mile Zero, a consultancy that helps companies drive innovation. In this episode, Robyn shared her insights on how success, while beneficial in the short term, can sometimes stand in the way of innovation within organizations. In this episode, Robyn and Jenn explore how even the best-intentioned leaders can inadvertently kill innovation without realizing it. Meet Robyn Bolton, Corporate Innovation Expert Robyn Bolton is the Founder and Chief Navigator at Mile Zero, a consultancy that helps leaders of $100 million companies to use innovation to confidently and repeatedly grow revenue. Robyn has previously worked as a partner at Innosight, a consulting firm founded by Harvard professor Clayton Christensen, and as a brand manager at Proctor & Gamble, where she helped develop and launch Swiffer and Swiffer WetJet.  Robyn holds an MBA from Harvard Business School and a BS in Marketing from Miami University. Her articles and perspectives on innovation, intrapreneurship and more are featured in Fast Company, Harvard Business Review Online, the New York Times, and NPR Marketplace.  The Innovation Paradox: Why Success Can Be a Barrier Robyn Bolton has spent her career helping leaders understand why nurturing innovation is critical to long-term success. She defines innovation simply as “something new that creates value.” However, many organizations fail to foster new ideas because they are too focused on what has worked in the past. As Robyn explains in the episode, “You might actually be ruining your long-term success by sticking to what you think makes you great.” This creates a paradox for many organizations. Leaders who focus solely on what has made them successful in the past may be creating barriers to future growth by discouraging creative thinking. To break through this, leaders must be open to new ideas, even if it means challenging their current methods. Misconceptions About Disruption Later in the episode, Robyn and Jenn discuss how many leaders misunderstand the concept of disruption. They often use the term as a buzzword without fully grasping its meaning. Robyn defines disruption as creating something new that may not be as good as what’s already on the market but offers a different kind of value. “It brings new people into the market by addressing needs current solutions don’t,” she noted. For example, Uber changed the ride-hailing industry by making rides available on-demand, a convenience that disrupted traditional taxi services. However, to successfully implement innovation within organizations, leaders must be willing to take risks and move away from what has traditionally worked. Robyn emphasized that true disruption often comes with uncertainty, and leaders must embrace it rather than resist it. The Pitfalls of Assumptions Another critical point Robyn Bolton discussed was the danger of making untested assumptions. Many leaders believe they have all the answers and proceed based on these assumptions, only to find out later that they were wrong. Robyn cautioned against this approach, stating, “If you act as if your assumptions are facts, you will fail. Either early on or much later, but you will fail.” Instead of relying on assumptions, Robyn advocates for a more deliberate and methodical approach to innovation. Leaders should engage in regular testing, experimentation, and feedback gathering. By treating innovation like a scientific process, leaders can increase their chances of success and avoid costly mistakes. How to Nurture Innovation for Long-Term Success So, how can leaders nurture innovation in their organizations? According to Robyn Bolton, it starts with humility. Leaders must be willing to admit that they don’t have all the answers. They need to approach new challenges with curiosity and a willingness to learn. “Bravery isn’t the absence of fear,” Robyn explained, “It’s moving forward despite the fear.” Successful innovators also know how to create a safe environment where their teams feel comfortable taking risks. Robyn shared how some companies reward employees for their “biggest failures”—not for losing money, but for generating the most learnings that can be used to improve the organization. By shifting the focus away from outcomes and onto the learning process, leaders can encourage their teams to take more innovative approaches. How to Connect with Robyn Bolton If you want to learn more from Robyn Bolton and her expertise in nurturing innovation and driving long-term success, you can connect with her here:  Visit her website at milezero.io  Connect with her on LinkedIn at linkedin.com/in/robynmbolton/  Ready to Unlock Your Team’s Innovation Potential? At Crestcom, we believe that leadership development is key to driving innovation. That’s why we offer a Complimentary Leadership Skills Workshop designed to help you and your team enhance decision-making, build trust, and improve accountability. This interactive session is perfect for leaders looking to foster innovation in their organizations. Visit crestcom.com/freeworkshop to request a free workshop for your team today! The post Nurturing Innovation for Long-Term Success with Robyn Bolton appeared first on Crestcom International.

In the latest episode of The Leadership Habit podcast, host Jenn DeWall sits down with Derrick Mains, CEO of The Process Fixer and Process Triage, to discuss how leaders can operationalize excellence within their organizations. This engaging conversation dives deep into the processes that can transform business efficiency and offers actionable insights into building resilient teams that thrive in today’s dynamic work environments. Meet The Process Fixer, Derrick Mains Derrick Mains is the CEO of the Process Fixer and Process Triage. He’s an Emmy award-winning content creator, four time author and optimization consultant renowned for his pioneering work in process engineering, optimization, and transformation. Derrick’s work spans more than 20 years and 250 companies across nearly every industry from early stage companies on through the Fortune 10. He’s authored four books: Adaptagility: Overcoming Biological Resistance to Change, AMP Your Outcome: Management Hacks for World Famous Leadership, The LEAN Manager’s Playbook, and The Frontline Manager’s Playbook. Derrick’s approach blends essentialism with a focus on human-centered system design, emphasizing the need for regular audits, reflection and reinvestment to achieve optimal results! What Does It Mean to “Operationalize Excellence”? Operationalizing excellence means creating streamlined, effective processes that allow organizations to consistently achieve high-quality results, even during periods of disruption or uncertainty. According to Derrick, the key to operationalizing excellence lies in understanding your processes at every level—from the executive suite to the frontline workers. “We’ve been living in a time where things have been relatively good, so businesses haven’t had to operationalize,” Derrick explains. “There’s a lot of waste and inefficiency that has crept into organizations. Around 65% of what we call work is actually busy work—waiting, checking, looking for information. We need to focus on improving the flow of work to eliminate these inefficiencies.” The Four-Step M4 Framework: Map, Measure, Manage, Mobilize At the heart of Derrick’s approach is his M4 framework, which provides a structured method for driving continuous improvement in organizations. The framework includes four steps: Map, Measure, Manage, and Mobilize. Map: The first step in operationalizing excellence is mapping out your processes. Derrick highlights the importance of visualizing every aspect of the work to identify inefficiencies. “Start with sticky notes on a wall,” he advises. “Once you see the steps, you’ll realize how much can be optimized.” Measure: Next, measure what matters most. Derrick urges leaders to look beyond traditional KPIs and focus on metrics that truly reflect efficiency, such as the number of steps employees take in a day. “We put Fitbits on employees to reduce unnecessary movement,” Derrick shared, “which improved efficiency dramatically.” Manage: Managing becomes easier when you’ve mapped and measured effectively. Derrick emphasizes that mistakes made by employees often stem from poor systems, not poor performance. “In Japanese management, the first rule is that employees cannot make mistakes; it’s always a process issue,” Derrick said. “Fix the system, and you’ll fix the errors.” Mobilize: Finally, once processes are optimized, your team will naturally be mobilized to maintain and further improve them. When employees are engaged in process improvement, they are more likely to take ownership of the changes and ensure long-term success. The Power of Team-Based KPIs One of the unique insights from this episode is Derrick’s approach to measuring team performance rather than focusing on individual metrics. As many managers learn, KPIs are only effective if they are measuring the right things.  He illustrates this with a story of a manufacturing company that fired an employee for not hitting her KPIs, only to see team performance drop by 30%. “Janet wasn’t fast, but she kept the team organized and motivated. When they let her go, they lost that crucial team dynamic,” Derrick explains. “Focus on team goals, because a high-performing team delivers better results than a group of individuals working in isolation.” Reducing Waste Through Meetings Another highlight from the episode is Derrick’s critique of time-consuming meetings. “We found that one company was spending 44% of its employees’ time in meetings,” he said. “For every 1% we reduced that, we saved them $100,000 in profit.” By introducing shorter, more focused meetings, businesses can not only save money but also improve productivity and employee engagement. A Final Thought: Business Strategy Needs a Pencil, Not a Pen Derrick’s closing thought drives home the need for flexibility and continuous improvement. “Run your business with a pencil, not a pen,” he advises. “A pencil has an eraser for a reason—you need to constantly refine your processes. Businesses that adapt will thrive.” Where to Find More from Derrick Mains Thank you for listening to The Leadership Habit podcast! If you would like to find out more about Derrick Mains, you can:  Connect on LinkedIn: linkedin.com/in/derrickmains/ Visit his website: theprcoessfixer.com Listen to his podcast: The Process Fixer, with Derrick Mains Read his Books Attend a webinar: theprocessfixer.com/process-triage-webinars   If you would like to learn more about how Crestcom can give your team the tools they need to streamline processes and deliver real results, you can request a FREE Workshop today! Our leadership experts deliver business training all around the world, so contact us today! The post How to Operationalize Excellence with Derrick Mains appeared first on Crestcom International.

How HR Leaders Can Prevent Burnout in the Workplace  Burnout is an issue that is becoming increasingly prevalent in today’s fast-paced workplace. Employees and leaders alike are feeling emotionally exhausted, overwhelmed, and disconnected, which negatively impacts not just individual performance but the organization as a whole. In this special minisode of The Leadership Habit podcast, Jenn DeWall addresses this critical issue, exploring burnout from both a leadership and HR perspective and offering strategies to help reduce stress and improve work-life balance. The Growing Risk of Burnout Burnout is more than just stress—it’s the accumulation of unchecked stress over long periods of time, which can lead to burnout and have serious consequences for employee engagement, productivity, and overall health. Jenn notes that “Employee mental health is at an all-time low, and almost 90% of workers have experienced burnout within the past year.” For leaders and HR professionals, recognizing the signs of burnout is essential to addressing the root cause before it leads to long-term damage. Jenn emphasizes the importance of understanding burnout not just in terms of individual workers but also across teams and entire organizations. She explains that burnout “negatively impacts organizational performance” and warns that “we can’t resolve it if the people who are expected to solve it are also burned out.” This sentiment highlights the crucial role of HR teams in both preventing and managing burnout, yet many HR professionals are themselves at high risk of burnout. The Impact on HR Teams While human resources teams are often tasked with solving burnout across an organization, they, too, are vulnerable to feeling overwhelmed. Jenn shares concerning statistics: “95% of HR leaders find working in HR to be overwhelming due to excessive workload and stress,” and “81% report feeling burned out.” When HR professionals experience burnout, it compromises their ability to support the rest of the organization. This leads to a vicious cycle where both employees and HR teams are suffering from burnout, creating a ripple effect that can harm the company’s long-term success. Jenn points out that “HR needs support too” and emphasizes that addressing burnout in HR teams is as vital as addressing it in any other part of the organization. Leaders need to ensure that HR professionals have the resources they need to perform their roles effectively without compromising their own well-being. Recognizing the Signs of Burnout Understanding the early signs of burnout is key to preventing long-term consequences. Jenn breaks burnout down into five stages, starting with the honeymoon phase, where new employees might still feel optimistic and motivated despite a little stress. However, when stress goes unchecked, it can progress into more severe stages, eventually leading to habitual burnout. Some common signs of burnout include: Emotional exhaustion Difficulty focusing A sense of hopelessness Mood swings and irritability Chronic fatigue and poor sleep Feeling disengaged from work or isolated from colleagues Leaders must pay attention to these signs, not just in their employees but in themselves. Burnout can often creep in slowly, and by the time it becomes apparent, it may already be causing significant damage. Supporting Employee Wellbeing Creating a workplace that prioritizes employee well-being is essential for reducing the risk of burnout. Jenn emphasizes that fostering a sense of belonging within teams can go a long way toward preventing burnout. “Workers who feel a strong sense of belonging at work are almost two and a half times less likely to feel burned out,” she explains. When employees feel connected to their team and supported by their leaders, they are more resilient in the face of stress. Leaders can also reduce burnout by encouraging better work-life balance. Jenn highlights the importance of setting clear priorities, taking regular breaks, and practicing self-compassion. She advises against working through lunch or sacrificing personal time, noting that “your brain actually needs an opportunity to focus on something different.” These small adjustments can reduce stress and improve overall job satisfaction, helping employees feel less overwhelmed. The Role of Leadership Development One of the most effective ways to reduce burnout is through leadership development. Jenn’s experience facilitating Crestcom’s leadership development has shown her how the right training program can give leaders the tools they need to manage their own stress and support their teams. She emphasizes, “Leadership development empowers leaders to take ownership over how their actions contribute to the success of others or the outcomes that they see.” Leadership development also plays a critical role in improving emotional intelligence, which helps leaders better understand and manage their emotions as well as the emotions of those they lead. By learning how to navigate difficult situations, handle conflict, and build stronger relationships, leaders can reduce stress for themselves and their teams, preventing burnout from taking root. Jenn explains that leadership development programs like those offered by Crestcom can build resilience in both leaders and employees by providing tools to handle the constant change and disruption in today’s workplace. “Leadership development is one of the best things you can do to support your team,” Jenn says. It’s an investment in both individual and organizational well-being that can pay off in the long term. A Practical Framework for Overcoming Burnout To help leaders and employees address burnout, Jenn shares a simple yet effective four-step framework: Stop, Reflect, Act, and Commit. The key is not to jump straight into action but to take the time to understand what is causing the burnout first. Stop – Jenn encourages leaders to pause and ask themselves, “How long are you willing to continue this way?” Acknowledging burnout is the first step toward addressing it. Reflect – Take the time to reflect on the root causes of burnout. Is it driven by internal pressures, such as perfectionism, or external demands from the organization? Act – Once you understand the root cause, you can take steps to address it. This might involve setting better boundaries, asking for clearer priorities, or learning to say no. Commit – Burnout recovery requires commitment. “It’s not going to be fixed with one yoga class or one therapy session,” Jenn reminds us. Leaders must stay the course and continuously reflect on their progress to avoid falling back into burnout. Conclusion Burnout is a pervasive issue that affects employees and leaders alike, but it doesn’t have to be inevitable. By understanding the signs of burnout and taking proactive steps to reduce stress, leaders can create healthier, more supportive workplaces. Leadership development plays a crucial role in equipping leaders with the tools they need to navigate stress, foster emotional intelligence, and build resilient teams. As Jenn DeWall explains, “Leadership development is one of the best things that you can do to support your team.” Whether it’s promoting work-life balance, encouraging employee engagement, or offering support to overwhelmed HR teams, taking steps to prevent burnout can lead to long-term success for both individuals and organizations. Crestcom offers additional burnout solutions specifically tailored for HR professionals. Explore how you can support your HR team by visiting Crestcom’s HR burnout solutions page.   The post Minisode: How to Be Better Than Burned Out appeared first on Crestcom International.

In a recent episode of The Leadership Habit Podcast, Jenn DeWall sat down with William Vanderbloemen, founder of Vanderbloemen Search Group and author of the upcoming book Be the Unicorn: 12 Data-Driven Habits That Separate the Best from the Rest. They dove into the critical question of how leaders can truly stand out in today’s competitive environment. William shares his experience growing a business during a recession and what he learned about standing out as a leader through intentionality, adaptability, self-awareness and genuine connection. Meet William Vanderbloemen William combines over 15 years of ministry experience as a senior pastor with executive search expertise to help churches and faith-based organizations find key leaders, so he knows a thing or two about what it takes to succeed and stand out. He is the founder and CEO of the Vanderbloemen Search Group, formed after he trained under an executive search mentor and applied top-tier corporate practices from a Fortune 200 company. Williams’s unique background includes rebuilding a congregation in Alabama and serving as senior pastor of Houston’s first Presbyterian church. He holds degrees from Wake Forest University and Princeton Theological Seminary.  4 Leadership Skills You Need to Stand Out at Work 1. Be Fast: Speed with Intentionality The first habit discussed in the episode is the importance of being fast. Vanderbloemen explains that unicorn leaders respond with speed but also with intention. “The unicorns were uncanny in their obsession with getting back to people,” says William. He emphasizes that it’s not just about being quick but also about being thoughtful in your response. According to a study he references, responding to an inquiry within one minute increases your chances of having a successful phone call by 98%. This habit can be applied in various situations, from job hunting to everyday business interactions. The key to standing out? Don’t just respond fast — respond thoughtfully, showing you care about the other person. 2. Stay Agile: Adaptability in the Face of Change In today’s rapidly evolving workplace, agility is a must-have trait. Vanderbloemen stresses that the ability to try new things, embrace change, and continuously learn is crucial for long-term success. He remarks, “If you don’t actively fight the atrophy, it’s just going to happen.” This habit requires discipline and a willingness to leave your comfort zone. Leaders who maintain flexibility will thrive as businesses adapt to technological advancements like AI. Vanderbloemen compares this adaptability to physical agility, noting how, like stretching, it requires consistent practice to avoid becoming stagnant. 3. Cultivate Self-Awareness: Know Your Strengths and Weaknesses Perhaps the most surprising insight from Vanderbloemen’s research is how self-awareness sets unicorns apart from the crowd. “Self-awareness is so rare,” says Vanderbloemen. While many people rank themselves highly in this area, his research shows that most lack a true understanding of how they are perceived. He notes that seeking feedback and embracing tools like personality profiles and 360 assessments are keys to becoming more self-aware. Self-awareness enables leaders to recognize their strengths and understand their limitations, creating opportunities for personal growth and team collaboration. 4. Intentionality and Connection: It’s All About People At the heart of standing out is how you treat others. Vanderbloemen points out that unicorns treat people differently—more intentionally, thoughtfully, and empathetically. These human-to-human (H2H) interactions build lasting connections that distinguish true leaders from the rest. As Vanderbloemen reflects, “The unicorns have habits, not traits. And habits can be learned.” This compelling message suggests that anyone can adopt these habits to stand out, regardless of their natural talents or background. Be the Unicorn William Vanderbloemen’s data-backed insights remind us that standing out in today’s workplace isn’t about being born with exceptional talents or having the perfect resume. It’s about how you show up, how you adapt, and how you treat others. By practicing speed, agility, self-awareness, and intentional connection, you can set yourself apart and become irreplaceable. Where to Find More From William Vanderbloemen Connect on LinkedIn: linkedin.com/in/williamvanderbloemen/ Buy his book: Be the Unicorn: 12 Data-Driven Habits That Separate the Best from the Rest. Visit his website for more resources: www.vanderbloemen.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 How to Stand Out in Today’s Workplace with William Vanderbloemen appeared first on Crestcom International.

In the latest episode of The Leadership Habit Podcast, host Jenn DeWall sits down with Tonya Kay, Chief Empowerment Officer of Outspoken, to discuss how to stop overthinking, let go of perfectionism and unlock your greatness! If you have ever been stuck in your career journey or struggled with overthinking or trying to live up to impossible standards, you don’t want to miss this episode! Meet Tonya Kay, Chief Empowerment Officer of Outspoken Tonya is a transformative life coach and keynote speaker. She helps high-achieving women break free from overthinking, perfectionism and self-doubt to lead boldly and live authentically. Tonya’s approach blends real talk, practical strategies, and a touch of fun! She empowers clients to conquer limiting beliefs and embrace their full potential. Known for her fearless and unapologetic style — whether on stage or paddle boarding down the Boise River — Tonya inspires others to lead from where they are and build the life that they were meant to live.  What Does Greatness Mean to You?  As the episode opens, Jenn asks Tonya what she means when she talks about tapping into your personal greatness. Tonya explains, “We all have a different definition of what that could possibly be, right? And I think that’s the first place to start. Define what greatness is for you. Or maybe you’re not using the word greatness. Maybe you’re using success. Maybe the word is fulfillment. What does that mean for me? And you said something earlier about tapping into those core values, those values that we have. A lot of times we’re just existing in our day-to-day. We may have a few goals that we’re reaching for, but what happens when we feel like we’re not in our greatness is that we don’t feel grounded, aligned or balanced in our space. And the way we can start to do that is first of all, defining what greatness is. And for me, it’s about aligning those core values.” Embrace Your Values to Discover Your Greatness One of the key takeaways from the episode is the importance of understanding and aligning with your core values. Tonya shares her own journey of rediscovering her values after becoming an empty nester and realizing how much of her identity was tied to being a mom. For her, values like love, connection, and gratitude became her guideposts. “When we step into alignment with our core values, then I feel like I’m more of who I was meant to be,” says Tonya. Many leaders fall into the trap of defining themselves by titles or achievements, which can lead to burnout or dissatisfaction. Instead, Tonya encourages listeners to ask themselves what success means personally. Is it fulfillment? Is it living in alignment with your values? Answering these questions can bring clarity and help leaders step to their full potential. Leadership Starts with Leading Yourself Tonya also connects the idea of greatness with leadership, noting that leadership is not just about managing teams or projects — it’s about leading yourself. “How you lead yourself every day is crucial,” she explains. By showing up authentically, embracing your quirks, and living by your values, you inspire others to do the same. This message resonates deeply with Crestcom’s philosophy. Leadership development is about more than learning technical skills; it’s about empowering leaders to be their best, authentic selves. When you lead with purpose and authenticity, you create a ripple effect, positively influencing the people around you. The BIKE Acronym: A Framework for Greatness Later in the episode, Tonya shares a powerful tool to help individuals stay grounded and balanced. She uses the acronym BIKE: B: Be You – Embrace your authentic self, unfiltered and unapologetic. I: Insight – Get curious about yourself and others, and seek to learn from every situation. K: Kindness – Show genuine kindness, not just politeness. When you offer kindness, your brain rewards you as if you were the recipient. E: Engage – Put down distractions and be present in your life and interactions. As leaders, we need to be self-aware, compassionate, and fully engaged to develop the kind of workplace culture that allows everyone to thrive. Overcoming the Fear of Judgment One of the challenges many people face when tapping into their greatness is the fear of judgment. Tonya speaks candidly about the pressure to be perfect and the constant comparison we face, particularly in the age of social media. “If we follow what Mel Robbins says, nobody’s coming to save you. Nobody’s going to live your best life for you. You have to do it yourself,” Tonya notes. The key to overcoming this fear, she explains, is to stop comparing yourself to others and focus on leading yourself with confidence.  Where to Find More From Tonya Kay Listen to the full episode to gain more insights about unlocking your greatness! If you want to find out more about Tonya Kay or explore the free resources she mentioned in the podcast, you can:  Connect on LinkedIn at linkedin.com/in/outspoken-tonya-kay/ Connect on Instagram at : instagram.com/tonya_kay_herb/ Check out her free resources: linktr.ee/coachtonyakay Cultivating Greatness Through Leadership Development At Crestcom, we believe that tapping into your greatness isn’t just about personal fulfillment; it’s about becoming the best leader you can be. Our leadership development programs help you align your leadership style with your core values, make better decisions, and inspire your team to achieve more. Whether you’re looking to strengthen your leadership skills or help your team unlock its potential, Crestcom offers resources like our complimentary Leadership Skills Workshop. In just two hours, you’ll gain actionable insights into improving decision-making, building trust, and increasing accountability within your team.   The post Stop Overthinking and Unlock Your Greatness with Tonya Kay appeared first on Crestcom International.

In this episode of The Leadership Habit podcast, our host, Jenn DeWall, sits down with leadership expert Graham Wilson to discuss how to lead without having all the answers. In this insightful episode, he shares how leaders can thrive by embracing uncertainty, building confidence, and empowering their teams. The conversation dives deep into what it means to lead in today’s fast-paced world and how to do it even if you don’t have all the answers! Meet Graham Wilson, Leadership Wizard Graham Wilson is a leadership expert, coach, speaker and author of Leadership Laid Bare. In addition to that, he is the founder of Successfactory™ and creator of ChangePro. Graham is a leading performance facilitator and inspirational developer of leaders. His clients have described him as an “igniter of human potential,” “a true leadership wizard,” and “an inspirational storyteller.”  Leadership Has Changed: Old World vs. New World Graham Wilson explains how leadership has drastically evolved over the years. “The workforce, when I entered it, was overmanaged and underled,” he says. In the past, leadership was often about control, stability, and always having all the answers. However, in today’s rapidly changing environment, that mindset is outdated. “The pace of change is faster than our ability to keep up,” Wilson notes. Modern leaders must be flexible, curious, and collaborative. They need to adapt their leadership style depending on the situation. “What works in one environment might not work in another,” Wilson emphasizes. Leading with confidence today means understanding that answers may not always be clear, but the right questions can pave the way. Leading Without Having All the Answers One of the main challenges leaders face today is the pressure to know everything. However, according to Graham Wilson, this expectation no longer makes sense. “In the old world, you could probably get away with knowing all the answers because the environment was stable. But today, that’s not possible.” Instead of focusing on always having the right answer, leaders should focus on asking the right questions. “Why rely on one brain when you can tap into 30?” Wilson asks. This approach encourages collaboration and helps reduce stress. When leaders invite their teams to brainstorm solutions, they unlock the creative power of many minds rather than just their own. Building Confidence in Uncertain Situations Wilson introduces the concept of eternal confidence, a crucial trait for any leader. He explains that in uncertain situations, confidence allows leaders to trust themselves and their teams. Drawing from his military background, Wilson stresses the importance of building confidence within teams. “You have to build soldiers who are confident in any situation,” he says. The same principle applies to leaders. When leaders create an environment of trust and confidence, they empower their teams to perform even without all the answers. Jenn DeWall adds, “If we can lead without having all the answers, there’s a gift in the form of mental health and connection.” By letting go of the pressure to know everything, leaders can avoid burnout and create more meaningful connections with their teams. The Danger of Waiting for Perfect Answers Many leaders fall into the trap of “analysis paralysis”—waiting too long for the perfect solution before making decisions. Graham Wilson points out how this can be harmful. “If you’re waiting to get everything right, you’re missing opportunities to lead, make decisions, and drive results,” he explains. Wilson encourages leaders to focus on progress rather than perfection. Sometimes, moving forward with the information you have is the best course of action. Leading with confidence means trusting that you’ll learn as you go and adapt when necessary. The Power of Collaboration and Asking Questions A significant takeaway from Wilson’s discussion is the power of collaboration. “Leaders must learn to facilitate rather than dictate,” he says. By fostering a culture where team members feel comfortable sharing ideas, leaders can tap into the collective intelligence of their workforce. Great leaders ask great questions, so Wilson suggests a simple but effective shift: turn meeting agendas into a series of questions. “Questions are the answers,” he insists. This small change can transform meetings into problem-solving sessions where teams think critically and collaboratively. Asking the right questions can lead to innovative solutions, even when the leader doesn’t have all the answers. Slow Down to Speed Up: The Key to Sustainable Leadership In closing, Wilson shares valuable advice for leaders facing the constant pressure of modern business: “Speed up by slowing down.” He encourages leaders to take time to reflect, build self-awareness, and clarify their purpose. Rushing through decisions without reflection leads to missed opportunities. By slowing down, leaders create space for thoughtful decision-making, which leads to better and more sustainable results. Graham Wilson believes that a high-performance culture requires a balance between action and reflection. Taking time to assess what’s working and what’s not is crucial for long-term success. Slowing down allows leaders to focus on the big picture and ensure their decisions align with their purpose and team goals. Embrace Leading Without Knowing All the Answers If you’re a leader who feels the pressure to know everything, it’s time to shift your mindset. Leading with confidence doesn’t mean always having all the answers. It means empowering your team, asking the right questions, and trusting the process. By embracing uncertainty and focusing on collaboration, you’ll unlock the full potential of your team and yourself. For more leadership insights and practical tools, listen to the full episode of The Leadership Habit podcast with Graham Wilson!  Where to Find More From Graham Wilson Connect on LinkedIn Visit his Website: grahamwilson.com Check out Successfactory™  Buy his book: Leadership Laid Bare How Crestcom Can Help You Lead with Confidence At Crestcom, we believe that confident leadership begins with self-awareness and the ability to embrace uncertainty. As Graham Wilson highlights in this episode, leaders who can lead without having all the answers are better positioned to empower their teams and drive results. Crestcom’s leadership development programs are designed to help leaders build confidence, ask the right questions, and foster a culture of collaboration. Are you ready to lead with confidence and unlock the full potential of your team? Request a free Leadership Skills Workshop, where you’ll gain practical tools and insights to enhance your leadership abilities. The post How to Lead Without Having All the Answers with Graham Wilson appeared first on Crestcom International.

In the latest episode of The Leadership Habit Podcast, host Jenn DeWall engages in a thought-provoking conversation with executive coach Angus Nelson on overcoming personal resistance and how it impacts personal and professional growth.  In this episode, Nelson dives deep into the concept of resistance—what it is, how it shows up in our lives, and most importantly, how we can overcome it. As leaders, understanding and managing resistance is crucial to success. By building self-awareness in leadership, we can identify the subconscious patterns that hold us back and develop strategies to push through those barriers. Meet Angus Nelson, Executive Coach & Author Angus Nelson is an executive coach who transforms entrepreneurs into their best selves and achieves success, balance, and fulfillment.  Nelson is the author of the upcoming book Confidence Comes Later: How the Quest for Certainty Holds Us Back. He hosts the Evolve Leadership podcast and founded the Wealthy Entrepreneur Circle mastermind. With business psychology and emotional intelligence expertise, Angus impacts high-achievers in startups, Fortune 500 companies, and celebrity circles. He’s spoken at Walmart, Coca-Cola, BMW, & Adobe. Based in Lisbon, Portugal, he’s the go-to strategist for those seeking excellence in all aspects of a wealthy life. What Is Personal Resistance? At the beginning of the episode, Jenn DeWall introduces the central topic: “You likely have noticed yourself maybe that big goal that you have in your head, and then, of course, that big obstacle that’s preventing you from being that person that you know that you can be.” This idea of resistance is something everyone grapples with—whether it’s fear of failure, self-doubt, or simply getting stuck in old habits. Nelson defines resistance as “the thing you feel, that internal tension that arises when you are pushing towards a new growth opportunity.” It’s the discomfort that prevents us from moving forward despite knowing what we want to achieve. This resistance can manifest in various forms, such as procrastination, imposter syndrome, or anxiety, and can impact every area of our lives—from our careers to personal relationships. But as Nelson emphasizes, overcoming personal resistance is not just about recognizing it—it’s about developing self-awareness to understand where it comes from and how to push through it. The Role of Self-Awareness in Leadership Nelson believes that self-awareness in leadership is the key to unlocking potential. Leaders who can recognize their own resistance are better equipped to manage it. According to Nelson, “Self-awareness is the gateway drug to personal development.” Without self-awareness, leaders are likely to fall into subconscious patterns that hold them back from reaching their full potential. One of the examples Nelson shares involves working with a client who struggled with fear of public speaking. After some exploration, they discovered that the fear stemmed from a childhood incident. “The more you pay attention to these elements, the more you can actually start to see revealed that the inner workings of your life are creating ceilings holding you back,” Nelson explains. This anecdote highlights how deeply ingrained resistance can be and how critical self-awareness is to overcoming it. By uncovering the stories we tell ourselves, we can begin to rewrite them. Nelson emphasizes that overcoming personal resistance often starts with a deep understanding of where these feelings come from: “Once we give our clients this kind of clarity, it makes it so much simpler to build new stories. Those new stories create new behaviors. Those new behaviors create better results.” Breaking Free from Resistance: Take Action Despite Fear One of the most powerful insights Nelson offers is that overcoming personal resistance requires taking action, even when fear is present. “Success doesn’t make you more confident,” Nelson says. “In fact, success often makes you less confident because you start having these questions: Did I just get lucky? Can I pull off the next one?” For high achievers, this fear can become paralyzing. Nelson’s advice is to face it head-on by taking small, consistent actions. “When you step out to do something new, and you feel that resistance, take action anyway,” he advises. “Do something that changes your state—whether it’s going for a walk, spending time with your kids, or doing something fun. The key is to move forward despite the resistance.” Nelson also speaks to the importance of reassessing the standards we hold for ourselves. Often, resistance is fueled by the unrealistic pressures we put on ourselves to succeed. “Sometimes, the things we’re experiencing are because we’re tolerating too much BS in our lives,” Nelson points out. By raising our standards and setting healthier boundaries, we can reduce the impact of resistance and create space for growth. The Resilience Triangle: Awareness, Action, and Learning As the episode closes, Nelson gives the audience his Resilience Triangle model, a framework designed to help leaders develop the resilience needed to push through personal resistance. The three components of the model are: Awareness: The first step in overcoming personal resistance is to recognize it. Nelson explains, “When you feel fear, self-doubt, or anger, that’s resistance showing up. Pay attention to what triggers these feelings and where they come from.” Action: Once you’ve identified the resistance, take consistent, courageous steps to combat it. Nelson encourages leaders to act in ways that challenge their default responses. “If you feel like retreating, go out and do something,” he says. “By taking action, you change your emotional state.” Learning: Finally, Nelson emphasizes the importance of reflection. “Everything is teaching us, training us, and preparing us for the next step in our process,” he explains. Resistance is not meant to be avoided; instead, it’s a tool for growth. Each time we confront resistance, we gain valuable insights that make us stronger and more resilient. Where to Find More From Angus Nelson:  Visit AngusNelson.com Connect on LinkedIn Check out his YouTube channel How Crestcom Can Help You Overcome Personal Resistance At Crestcom, we believe that leadership development starts with self-awareness. As Angus Nelson highlights in this episode, leaders who can understand and manage their personal resistance are better equipped to inspire their teams and achieve their goals. Crestcom’s leadership development programs are designed to help leaders build resilience, develop self-awareness, and overcome the barriers that hold them back. Are you ready to overcome your own personal resistance and become a more effective leader? Join us for a free Leadership Skills Workshop, where you’ll gain practical tools and insights to strengthen your leadership.    The post Overcoming Personal Resistance with Angus Nelson appeared first on Crestcom International.

3 Realities Leaders Can’t Ignore with Cheryl Fields Tyler In the latest episode of The Leadership Habit Podcast, host Jenn DeWall sat down with Cheryl Fields Tyler, founder and CEO of Blue Beyond Consulting, to discuss three critical realities leaders and people managers today cannot afford to overlook. As organizations face rapid change and shifting workforce demographics, understanding these realities is crucial for success.  Meet Cheryl Fields Tyler, CEO of Blue Beyond Consulting Cheryl Fields Tyler is the founder and CEO of Blue Beyond Consulting. Cheryl’s focus for over 30 years has been building organizations where both the business and the people thrive.  Her distinct, innovative, and practical perspective has been featured in various media outlets, including the BBC, CNBC, Fast Company, and Forbes.  In 2020, she received the  For All Leader award from the Great Place to Work® Institute. Under her leadership, Blue Beyond has been repeatedly recognized as one of the Best Small & Medium Workplaces by FORTUNE and as an Inc. 5000 company. Reality #1:  Demography is Destiny In the episode, Cheryl Fields Tyler explains that the demographics of the workforce have shifted dramatically. With the Baby Boomer generation retiring and Millennials and Gen Z stepping into leadership roles, organizations must acknowledge the unique pressures facing younger generations. “If we don’t understand the demographic realities of those generations, we will not be able to effectively mentor and develop the next generation of leaders,” says Cheryl. She points out that the cost of education, housing, and the burden of student debt weigh heavily on younger employees. These economic factors are not a sign of entitlement but a reality that leaders and people managers must consider. Providing support, flexibility, and understanding these pressures can help bridge the generational gap. Mentorship across generations is critical. “Your older leaders can learn from your younger leaders, and your younger leaders can learn from your older leaders,” Cheryl advises. Reciprocal learning will ensure that organizations continue to thrive through generational transitions. Reality #2: Amplifying the Signal, Reducing the Noise Leaders today must help their teams focus on what matters most. “Leadership’s number one job is amplifying the signal and reducing the noise,” Cheryl emphasizes. Clear and focused communication is essential for success in a world full of distractions, from social media to constant emails. Unfortunately, most organizations fall short when it comes to communication. According to Cheryl, “Only 26% of knowledge workers think their organizations are doing a really good job” at communicating effectively. To change this, leaders must prioritize communication that is human, compelling, and visual. Employees need to understand not only the ‘what’ but also the ‘why’ behind organizational goals and priorities. Help your employees stay focused by clearly communicating what’s important. Cheryl suggests, “You have to have rich, compelling, human visuals as well as words” to cut through the noise and keep teams aligned. Reality #3: The Future is in the Hands of People Managers Cheryl highlights a timeless truth: “People leave managers, not organizations.” The role of the people manager is crucial in unlocking the potential of teams and individuals. Unfortunately, good people management is often undervalued and under-supported within organizations. Cheryl advocates for more significant investment in people management training and building a community of leaders who can learn from each other. Organizations can ensure that their teams are engaged and thriving by supporting people managers with training in areas like psychological safety, feedback, and motivation. Cheryl says, “The future is in the hands of our people managers. If we can unlock them, we can unlock our organizations.” People managers need the right tools, training, and peer support to lead effectively. Invest in developing this vital role to ensure long-term organizational success. The Future is Human Cheryl leaves us with an important message: “The future is human.” As technology and automation continue to advance, it’s more important than ever for leaders to focus on the human side of business. Understanding the realities of today’s workforce, prioritizing communication, and empowering people managers will set organizations up for long-term success. Where to Find More from Cheryl Fields Tyler Connect on LinkedIn Visit BlueBeyondConsulting.com Email her at: cheryl@bluebeyondconsulting.com  Learn More About Crestcom Want to learn more about how leadership development can give you the skills to meet the challenges of today’s workplace? Request a complimentary leadership skills workshop at crestcom.com/freeworkshop, where we help leaders unlock their full potential.   The post Three Realities Leaders Can’t Ignore with Cheryl Fields Tyler appeared first on Crestcom International.

In the latest episode of The Leadership Habit Podcast, Jenn DeWall speaks with Patti B. Johnson about a challenge every leader must face—leading through change. Change, both personal and professional, is unavoidable. How leaders navigate it can determine their success. Patti, the former CEO of People Results and author of Make Waves: Be the One to Start Change at Work and in Life, shares insights on how leaders can start initiating change and make a meaningful impact by making waves in their organizations. Why Do Leaders Struggle with Change? “Change is hard,” Jenn DeWall remarks during the episode. “It’s something we have to learn to stand with in solidarity to be great leaders.” Often, leadership is mistakenly seen as always having the right answers, but Patti challenges that assumption. She explains that leaders frequently try to create a perfect plan or appear to have all the answers, which can actually prevent effective leadership during times of change. Instead, leaders need to be adaptable and open to learning as the pace of change accelerates. Patti highlights that “the world we live in is constantly evolving, and we need to adapt to keep up.” The Mindset for Making Waves Patti introduces the concept of making waves in leadership, which refers to initiating change and pushing through uncertainty. “When you’re making waves, you’re driving change in your organization,” she explains. Whether it’s a personal project or a major business initiative, the ability to take action in the face of ambiguity defines successful leaders. A major takeaway from the episode is the belief that “I’ll figure it out.” According to Patti, this mindset allows leaders to be flexible and resilient during times of change. It’s not about knowing everything from the start but rather about being willing to learn and initiate change confidently. The “Think, Know, Do” Framework To help leaders navigate change effectively, Patti outlines her Think, Know, Do framework—a model that gives leaders a structured approach to leading through change: Think: Understand what you’re bringing to the table, including your strengths, fears, and motivations. “Know what you have to manage around,” says Patti. It’s crucial to reflect on how these personal traits may impact your ability to initiate change. Know: Ask yourself, “What do I need to learn that I don’t already know?” Curiosity and continuous learning are key traits of leaders who are successful at making waves in leadership. Do: Take action—but start small. “Don’t make getting started feel overwhelming,” Patti advises. She encourages adaptive planning, where leaders adjust their plans as they gain more knowledge and insight. Effective Communication During Change One of the most critical elements of leading through change is clear, consistent communication. “If you set the expectation that everything will go smoothly, you’re setting yourself up for failure,” warns Patti. Instead, leaders should be transparent and realistic, acknowledging that there will be challenges along the way. Honest communication not only builds trust but also helps teams stay aligned with the overall vision. Patti also emphasizes the importance of involving others in the process of initiating change. Creating an “idea circle” with diverse perspectives can help leaders gather valuable feedback and expertise. As Patti explains, “Most change is not a solo sport. You need others to help you figure it out.” Having a supportive network during times of change can prevent isolation and increase the likelihood of success. Take the First Step in Making Waves The episode concludes with an empowering message: anyone can begin making waves in leadership. Whether you’re a senior executive or a team leader, you have the power to start meaningful change. “Take the first baby step,” Patti advises. “Don’t wait for someone else to initiate it—start making waves yourself.” Where to Find More From Patti B. Johnson If you enjoyed this episode, you can connect with Patti by:  Connect on LinkedIn Visit her website: pattibjohnson.com Listen to her podcast: Be a Wave Maker: Conversations on Change Buy Her Book: Make Waves: Be the One to Start Change at Work and in Life At Crestcom, we understand that effective leadership development is essential to helping leaders embrace change. Our programs equip leaders with the tools to adapt, communicate effectively, and drive change within their organizations. If you’re ready to take the first step toward leading through change, request a free leadership workshop and learn how to develop the skills you need to make waves in your leadership journey.   The post Making Waves in Leadership: Initiating Change with Patti B. Johnson appeared first on Crestcom International.

In a recent episode of The Leadership Habit podcast, Jenn DeWall sat down with communication expert Davina Stanley to discuss how leaders can elevate their communication skills.  For 25+ years, Davina has advised thousands of executives from some of the world’s largest companies, including Meta, KPMG, and Mercer. She has helped clients from nearly all industries for clients in Australia, Asia-Pacific, the US, and the UK to communicate complex ideas extremely clearly and quickly, ideally within 30 seconds. She is the Founder of Clarity First Program, which helps C-suite executives and their teams to better engage senior leaders and Boards in complex ideas. Davina began her career at McKinsey & Company, working in the Hong Kong and Melbourne offices as well as Firm Learning, where she helped executives use the Minto Pyramid Principle(R) to communicate better. She was ranked as one of the top performers of her era. Barbara Minto approved her to teach the Pyramid Principle in 2009, and she is also the author of The So What Strategy and has recently released two new books: Elevate and Engage. Elevate will be released during September and helps leaders lift the quality of thinking in their team’s board papers without needing to rewrite them. Engage will be released soon after that and helps executives write papers that their leaders don’t need to rework. The Importance of Effective Communication Effective communication is an essential leadership skill. Jenn DeWall opened the conversation by emphasizing how many conflicts, confusions, and even burnout can be traced back to poor communication. As she rightly pointed out, “We need to stop making things harder because we’re not communicating better.” This set the stage for Davina Stanley to share her expertise on how to simplify complex ideas and ensure that the right messages are conveyed. Cultural Nuances in Communication One of the interesting points Davina shared was the impact of cultural differences on communication styles. Having lived in various parts of the world, including Australia, Hong Kong, and the United States, Davina noted that while it might seem like communication would be similar across Western cultures, subtle differences can create significant challenges. For example, the directness often expected in American communication can be perceived as brashness by those from other cultures. The Vicious Cycle of Poor Communication Davina introduced the concept of the “chain of pain,” a cycle where unclear or poorly structured communication leads to a cascade of issues. Leaders often fall into the trap of providing input too late in the communication process, creating a situation where teams spend more time rewriting and clarifying rather than moving projects forward. This vicious cycle not only wastes time but also leads to frustration and burnout among team members. Davina stressed the importance of thinking deeply about the outcomes you want from any communication. “Leaders want their people to write better, but they’ll often wait to provide input into a communication until after it’s drafted because it’s easier. And actually, what they’re doing is creating a really vicious cycle,” she explained. A Five-Step Process to Elevate Communication To break this cycle, Davina outlined a five-step process to help leaders and teams improve their written communication: Flush Out the Strategy: Consider who the communication is for, why they need it, and what outcome you want from it. This step is crucial for setting the direction and ensuring that the communication aligns with the intended goals. Frame the Message: Structure your message using clear, concise patterns. Davina offers 10 patterns to help teams organize their thoughts and communicate effectively. Firm Up the Messaging: Once the message structure is clear, refine it into a one-pager that captures the essence of the communication. This ensures that the key points are crystal clear. Flip It Into a Document: After the messaging is firm, turn it into a full document, ensuring that the structure and clarity are maintained. Feedback: After delivering the communication, reflect on what worked and what didn’t. Use this feedback to improve future communications. Simplifying Complex Ideas One of the standout points Davina made was the importance of simplifying complex ideas. She mentioned that business communication should be at a grade six or seven reading level, ensuring that it is accessible and easy to understand. Tools like Hemingway can help writers refine their language to meet this standard. “If you can’t say it in a sentence, you don’t know it,” Davina noted, highlighting the value of clarity and brevity. Where to Find more from Davina Stanley Connect with Davina Stanley on LinkedIn Visit her website: clarityfirstprogram.com Check out her latest books: Elevate and Engage Crestcom’s Role in Leadership Development As the conversation wrapped up, Jenn DeWall reminded listeners of Crestcom’s commitment to leadership development. Crestcom offers a robust curriculum covering 24 topics essential for effective leadership, from communication to building trust. Jenn also extended an invitation to experience Crestcom’s Complimentary Leadership Skills Workshop—a fun, interactive team-building activity designed to enhance communication and collaboration within teams. For leaders and teams looking to take their communication to the next level, Davina Stanley’s insights provide a practical roadmap. By following her five-step process and focusing on clarity, leaders can break the cycle of poor communication and drive better results. If you’re interested in learning more about how to elevate your communication or want to explore Crestcom’s leadership development programs, visit crestcom.com/freeworkshop to request a complimentary workshop and discover more resources to help you and your team thrive.   The post Elevate Your Written Communication with Davina Stanley appeared first on Crestcom International.