The Leadership Habit

In the latest episode of The Leadership Habit Podcast, host Jenn DeWall sat down with Andrew Cooper, an influential executive leader and author of the newly released book, The Ethical Imperative. The episode delves deep into what it means to “lead with conscience” in the modern workplace, offering valuable insights for leaders striving to create positive outcomes for their teams, organizations, and communities. Meet Andrew C.M. Cooper Andy received his doctorate from Emory University and later joined the legal leadership teams of multiple Fortune 500 companies. He rose in responsibility to General Counsel of UPS Airlines and served on an executive staff responsible for overseeing billions in assets and over twenty thousand employees. Cooper would become the youngest and first African American to assume the role at America’s largest cargo airline. Andrew is a globally recognized executive leader and advocate for compassionate business practices. He is the head of patent acquisitions at Meta Platforms, Inc. He made history as the first millennial and black executive to serve as general counsel of UPS Airlines, the world’s largest logistics airline operating in 220 countries. With over 20,000 employees, Cooper’s team played a pivotal role in the success of Operation Warp Speed, the US Pandemic vaccine relief effort. Andrew is committed to facilitating leadership transformation and assisting organizations in achieving and sustaining high performance. Andrew’s debut book, The Ethical Imperative: Leading with Conscience to Shape the Future of Business makes a compelling case for companies to champion the collective prosperity of employees, shareholders and communities.  The Importance of Leading with Conscience Leading with conscience is more than just a buzzword—it’s a critical approach to leadership in a time of significant social and organizational stress. Andrew Cooper, a globally recognized advocate for compassionate business practices and head of patent acquisitions at Meta Platforms Inc. underscores the need for leaders to prioritize ethical decision-making. Cooper’s journey to writing The Ethical Imperative began during his time as general counsel at UPS Airlines. He witnessed firsthand the immense pressures that leaders faced during the pandemic. He started journaling about these experiences, which eventually led to the development of his book. As Cooper explains, “The genesis of the book really came when members on my team began losing family members… I began journaling about how we were dealing with stress, people on my team, and how I was dealing with it. And that evolved into research on how leaders historically help their teams retain high performance during crises.” The Four Moral Imperatives of Leadership Later in the episode, Cooper lays out the four moral imperatives that are essential for leading with conscience: Speed: In the face of rapidly changing market conditions, leaders must decentralize decision-making to enable quick, informed actions. Cooper emphasizes the importance of speed, not in a reckless sense, but as a moral imperative to save livelihoods and adapt to market changes. “The moral reasoning behind why speed is important is because staying ahead of changes is really a moral requirement for organizations today. If you are caught flatfooted, people are harmed,” says Cooper. Inspiration: Cooper highlights the necessity of connecting employees’ work to a larger cause. By doing so, leaders can double productivity and foster a sense of purpose among their teams. He points to Bombas, a company that donates a pair of socks to homeless shelters for every pair sold, as a prime example of how cause connection can inspire employees to go above and beyond. Community Investment: Cooper’s personal experiences growing up in a struggling rural community in South Carolina fuel his belief in the power of community investment. He advocates for businesses to intentionally invest in economically depressed areas, which can help bridge the rural-urban divide and strengthen communities. “Everything that we do has an impact on communities. When we succeed, communities thrive; when we fail, they also hurt,” he explains. Openness: The final imperative centers on creating inclusive environments where all employees have the opportunity to thrive. Cooper urges leaders to dismantle hierarchies and focus on individual contributions. He cites Meta’s initiative to support historically overlooked inventors, particularly women in tech, as an example of intentional inclusivity. Crestcom’s Commitment to Ethical Leadership At Crestcom, we understand that leading with conscience is more than just an ideal—it’s a necessity for sustainable business success. Our leadership development programs are designed to equip leaders with the tools they need to inspire, connect, and empower their teams. As Jenn DeWall concludes in the podcast, “We know that we’ve got to make better decisions to protect our people, to navigate the disruption that is continuously around us.” If you’re looking to enhance your leadership skills, consider requesting Crestcom’s complimentary leadership skills workshop for your organization. In just two hours, you’ll gain actionable tactics to improve decision-making, build trust, and increase accountability within your organization. Final Thoughts As we navigate through an era of unprecedented change, leading with conscience is no longer optional—it’s imperative. Andrew C.M. Cooper’s insights remind us that ethical leadership is about more than just making the right decisions; it’s about creating an environment where people can thrive, communities can prosper, and businesses can achieve lasting success. Where to Find More from Andy:  Connect with Andy on LinkedIn: linkedin.com/in/accooper Visit his website: andrew-cooper.com Read his book: The Ethical Imperative Thank you for listening to The Leadership Habit Podcast! For more information on how Crestcom can support your leadership development, visit Crestcom.com/freeworkshop and request your free workshop today.   The post How to Lead with Conscience with Andrew C.M. Cooper appeared first on Crestcom International.

In this episode of the Leadership Habit Podcast, host Jenn DeWall sat down with Tricia Brouk to explore how to communicate for impact. Tricia Brouk, a seasoned director, producer, and mentor, helps high-performing professionals become industry thought leaders through authentic storytelling.  Tricia founded the Big Talk Academy to certify public speakers. She was also the executive producer of Speakers Who Dare and TEDxLincolnSquare and hosts The Big Talk Podcast and YouTube channel. Her book, The Influential Voice, was a number-one new release on Amazon, and Tricia also founded The Big Talk Press, her new publishing house. If you have an idea, want to connect with your audience, influence others, or be a better speaker, this episode is for you! The Importance of Believing in Your Message Jenn DeWall kicked off the episode by emphasizing the broad application of impactful communication. Whether at the grocery store, the dinner table, or in front of stakeholders at work, believing in your message is the starting point. “How you communicate is going to determine whether it lands or it doesn’t,” Jenn highlighted. Tricia Brouk’s Journey Tricia shared her inspiring journey from a small town in Missouri to becoming a professional dancer in New York City and eventually transitioning into directing, writing, and producing. Her background in performing arts influenced her unique approach to communication, which she now applies to help thought leaders communicate their messages effectively. What It Means to Be an Influential Voice When asked what it means to be an influential voice, Tricia explained, “You have an opportunity to be an influential voice from across the table with your family, at the boardroom table with your team, and on a stadium stage.” She shared a poignant story about Pamela, a checkout woman during the stressful times of March 2020 in New York City, who made her feel seen and loved with a simple act of kindness. This, Tricia said, is the essence of being an influential voice. Strategies to Communicate for Impact Tricia provided five simple strategies for effective communication: Coexist with Fear: Recognize that fear indicates you care about your message. “Speaking, leading, and being in front of your colleagues is stress-inducing. If you learn how to coexist with that fear and make it about the audience, then you understand I can do this.” Context Matters: Always ask yourself three questions: Why is this big idea important? Why is it important to me personally? Why is it important to the world? These questions help frame your message in a way that connects deeply with your audience. Credibility, Relatability, and Vulnerability: “Credibility is really what you can bring to the table because of the life you have lived,” Tricia stated. Relating to your audience and showing vulnerability—while ensuring you’re not sharing from a wound but a scar—are crucial for connection. Performance and Choreography: Being mindful of your body language and movements can significantly enhance your message’s impact. “If you’re comfortable in your body and you understand the impact of movement or stillness, you can really have an impact.” Motivation vs. Manipulation: Understand your objective and action in communication. “Know what you want from your audience… and how you’re going to get it without manipulating them.” The Power of Storytelling Stories are powerful tools for connection and emotion. Tricia illustrated this with an example of a leader turning a stressful morning commute into a positive reflection on team appreciation. “If you are leaning over the table and you are aggressively leaning over the table, they will feel that energy from you,” Tricia explained, highlighting the importance of intentionality in physical presence. Final Thoughts Tricia concluded with an empowering message: “Give yourself permission to trust that you have an influential voice. What you have to say matters.” Tricia offers a powerful visualization tool for those seeking to enhance their communication skills to help them see themselves as influential voices. Where to Find More From Tricia Brouk Visit Tricia Brouk’s website at triciabrouk.com  You can also download her free powerful visualization tool at triciabrouk.com/power. Buy her book: The Influential Voice: Saying What You Mean for Lasting Legacy Enhance Your Leadership Skills If you’re looking to improve your leadership skills, Crestcom offers a complimentary Leadership Skills Workshop. Gain actionable tactics to improve decision-making, build trust, and increase accountability. Visit crestcom.com/freeworkshop to secure your spot and start building genuine connections within your team today. Please share this podcast episode with anyone who could benefit from learning how to communicate for impact, and don’t forget to leave us a review on your favorite podcast streaming service!   The post How to Communicate for Impact with Tricia Brouk appeared first on Crestcom International.

In the latest episode of The Leadership Habit Podcast, Jenn DeWall sat down with Jason Anthoine to find out how leaders can help make work matter more. With over 35 years of experience working alongside CEOs, CHROs, and the C-Suite, Jason has dedicated his career to enhancing internal communication within organizations. His authentic approach, deeply rooted in his upbringing in a blue-collar household in Fort Valley, Georgia, aims to make work and the people who do it genuinely matter. Meet Jason Anthoine, Employee Experience Expert Jason Anthoine is not just an expert in internal communications; he is someone whose passion for the field began in childhood. Growing up with a father who was a foreman at a school bus factory and a mother who worked as a secretary at a bank, Jason was fascinated by the stories his parents brought home from work.  This early interest led him to study public relations and eventually to a career where he has helped companies like GE, Siemens, and Newell Brands inform, involve, and inspire their employees. As Jason puts it, “If you’re going to spend 8, 10, 12 hours a day at work, it really ought to matter. Right? And you ought to enjoy it. So what can I do to help make that happen?” Why Making Work Matter is Essential The concept of “making work matter” is more relevant today than ever. As Jason points out, “quiet quitting” and general dissatisfaction at work clearly indicate that employees need more engagement. The 2024 Gallup State of the Workforce survey estimates that 62% of the workforce is disengaged. They also estimate that low employee engagement costs the global economy $8.9 Trillion annually! Employees who have a sense of purpose or meaning at work are more likely to be engaged. Higher engagement leads to lower turnover, higher productivity and better business results. So, how can leaders help make work matter more?  Effective Communication is Crucial  Effective communication plays a pivotal role in this process. Jason emphasizes that leaders need to focus on both “big C” and “little c” communications. While “big C” communications come from the corporate level, “little c” communications happen daily at all levels of the organization and are often overlooked. “The big C stuff might be 10% of communications, but the little C stuff is 90%. And that’s where leaders need to focus more of their time,” Jason explains. In the episode, Jason and Jenn break down a few things leaders can do to improve communication at work:  Be Yourself: Employees want their leaders to be authentic. Jason advises leaders to be themselves, even if it means occasionally making mistakes in communication. “Your employees want you to communicate, and they’re less concerned about how polished that might be,” says Jason. Regular Communication is Crucial: Jason is surprised by the number of organizations where leaders need to communicate regularly with their teams, especially in a hybrid work environment. He suggests simple, regular updates to keep everyone aligned and engaged, even if it’s just five minutes at the start or end of a shift. The Role of the Scoreboard: Drawing an analogy from sports, Jason discusses the importance of having a “scoreboard” at work. Employees need to know how they are doing and how their work contributes to the organization’s goals. Regular feedback and updates are essential for maintaining motivation and direction. “It’s important to look forward, not just in the rearview mirror. What are we going to do this quarter?” Jason advises. Jenn points out that in her work as a coach and training facilitator, she is often shocked that employees don’t know about organizational goals or why they are working on a specific project. She reminds the audience that communicating the why is crucial to making work matter.  Jason Anthoine’s Practical Tips for Leaders Invest Time in Communication: Jason acknowledges that leaders are often pressed for time, but he insists that investing time in communication is crucial. Clear, consistent communication helps employees understand their roles and the bigger picture, leading to better performance and engagement. “You have to make the time to do that because when you do, people begin to understand the context of the little things that they do every day and how those things add up,” Jason explains. Use the Right Channels: It’s important to use communication channels that are effective for your team. Whether it’s face-to-face meetings, emails, or even fax machines (yes, some companies still use them!), the key is to ensure that the communication is clear and reaches everyone. Jason shares an interesting example, “We have a client that is very old fashioned and they still use fax machines. The employees gather around the fax machine waiting for information because it’s all about the content and not necessarily about the channel.” Focus on Content Over Channels: While the medium is important, what truly matters is the content of the communication. Make sure your messages are concise, relevant, and actionable. Jason recommends the Smart Brevity approach, which focuses on delivering short, impactful messages. “Short and simple and easy to understand. That will solve 95% of communication issues,” Jason suggests. Set and Manage Expectations: One of the most common issues in communication is mismatched expectations. Leaders need to set clear expectations and be consistent in their communication efforts. This builds trust and ensures that everyone is on the same page. “Whatever those things are that you set based on what you and they want, just stick to it. Just stick to it at first. It’s hard. It’s like any habit,” Jason advises. Leaders CAN Make Work Matter More! As Jason Anthoine shares, making work matter is not just about grand gestures or corporate announcements. It’s about the daily interactions and communications that build a culture of trust, engagement, and purpose. By focusing on being authentic, investing time in regular communication, and ensuring that both “big C” and “little c” communications are given their due attention, leaders can create a work environment where employees feel valued and motivated. For more insights and practical advice on enhancing your leadership and communication skills, be sure to listen to the full episode of The Leadership Habit Podcast. If you’re looking to dive deeper into leadership development, explore our range of resources and workshops at Crestcom.  As Jason puts it, “Just have a little bit of humility and a little bit of empathy and understand that everybody really truly wants to do the right thing. And not everybody even knows what that is. But as long as we’re shooting in that direction, we’re way ahead of where others are.” Where to Find More From Jason Anthoine If you enjoyed hearing from Jason Anthoine and want to learn more, you can find him here:  Connect on LinkedIn: linkedin.com/in/jasonanthoine/ Check out Jason’s special downloadable resources for our audience here: jasonanthoine.com/theleadershiphabit Check out Jason’s podcast: Riding Shotgun with Jason Anthoine The post How Leaders Can Make Work Matter More with Jason Anthoine appeared first on Crestcom International.

Does Your Organization Need to Fine-Tune Its Employer Branding?  In the latest episode of The Leadership Habit Podcast, Jenn DeWall sits down with Bryan Adams, a visionary in employer branding and candidate experience, to discuss overcoming setbacks at work. Together, they discuss how to fine-tune employer branding to overcome organizational workplace challenges. Meet Bryan Adams, CEO and Founder of Happy Dance Bryan Adams is the CEO and founder of HappyDance. He has revolutionized how major brands such as Apple, American Airlines, and Nike attract and engage talent. With a career spanning over 20 years, Bryan’s groundbreaking approach is detailed in his bestselling book, “Give and Get Employer Branding.” His innovative strategies have helped numerous organizations build compelling employer brands that attract and retain top talent. The Nature of Organizational Setbacks  Jenn DeWall kicks off the conversation by highlighting the common setbacks organizations face, particularly in employer branding. Bryan Adams talks about how problems can happen when a company’s brand doesn’t match its workplace culture. “It’s about setting expectations and being more honest and upfront about what you might find if you were to choose to work at a certain organization,” Bryan explains. The Importance of Transparency in Employer Branding Bryan stresses the importance of transparency in employer branding. He believes leaders can attract the right talent by being clear about a workplace’s positive and negative aspects. This honesty will help build a more committed workforce.  He points out, “If you’re upfront with what it actually takes to thrive…more people will be turned off than turned on, and that’s okay.”  Bryan urges organizations to consider their employee value proposition as a smart filter for candidates. Being transparent about the company culture and nature of the work will allow candidates and employees to make better decisions about how well they match with an organization.  Jenn agrees and wonders why organizations pretend they are something they are not. Bryan explains that trying to put your best foot forward is really just human nature. Employers have also been too focused on vanity metrics like Glassdoor ratings and top employer awards. However, he believes that “if you are brave enough to understand that your employer brand and your employee value proposition should actually repel more people than it compels— that’s when you start making progress.” Overcoming Setbacks through Strategic Employer Branding When organizations are experiencing a setback, Bryan highlights the need for a strategic approach to employer branding. He advises organizations to focus on being compelling rather than merely attractive. “Organizations should try to be compelling to fewer people,” Bryan suggests. “There’s no such thing as a good or bad culture; it’s about being well-matched or not well-matched to somebody.” This concept is particularly relevant for leaders who are looking to build strong, cohesive teams. When it comes to building the right team, Crestcom’s leadership training teaches managers to focus on matching team members’ values and goals with the organization’s mission for success. The Role of Employer Branding in Talent Retention Bryan explains that employer branding is not just about attracting new talent but also about retaining existing employees. He explains that a strong employer brand can help organizations weather crises and setbacks by maintaining a committed and engaged workforce. “Every organization has an employer brand, whether you’ve designed it or not,” Bryan notes. “The success of an employer brand comes from aligning with the true wants and needs of the organization.” Real-Life Examples of Successful Employer Branding Throughout the podcast, Bryan shares examples of organizations that have successfully navigated setbacks by leveraging strong employer branding. He discusses companies like Canva, Salesforce, and Peloton. These companies have utilized their employer brands to create captivating experiences for job seekers. “If you can tell your story in a compelling way and put your finger on what makes you unique or different, then you have a great chance,” Bryan explains. These examples show how storytelling is important in employer branding, something Crestcom focuses on in leadership training. Leaders can inspire and motivate their teams by crafting and sharing powerful narratives. The Intersection of Employer Branding and Leadership Bryan’s insights highlight the critical intersection between employer branding and effective leadership. He argues that leaders play a crucial role in shaping and communicating the organization’s brand.  “Your employer brand is the how. How are we going to get there? What’s the culture? What’s my contribution?” Bryan asks. Crestcom’s leadership development approach aligns with this perspective. Learning the skills to establish and uphold a positive company culture is a vital part of leadership. Leaders can enhance their employer brand and drive organizational success by fostering a culture of transparency, trust, and alignment. Practical Steps for Leaders Towards the end of the podcast, Bryan shares practical steps for leaders looking to improve their employer brand and overcome setbacks. He emphasizes the importance of ongoing effort and commitment to maintaining and evolving the employer brand. “The rate of change of most organizations today means that the reality is shifting such that your employee value proposition needs to be kept fresh more frequently,” he advises. Where to Find More From Bryan Adams, CEO of HappyDance The conversation between Jenn DeWall and Bryan Adams offers invaluable insights into overcoming setbacks through strategic employer branding. Bryan’s emphasis on transparency, compelling storytelling, and alignment with organizational values resonates strongly with Crestcom’s leadership principles. By integrating these strategies, leaders can build resilient teams, enhance employee engagement, and drive long-term success. For more insights on leadership and employer branding, connect with Bryan Adams here:  Connect on LinkedIn: linkedin.com/in/bryanadams1 Get his Book: Give and Get Employer Branding Visit HappyDance.Love How Crestcom Can Help Crestcom’s leadership training programs provide leaders with tools and strategies to continuously assess and adapt their leadership approaches. Leaders can keep their employer brand strong by understanding their team’s needs and adapting to changes in the business world. The Leadership Habit listeners can also request a free leadership workshop for their organization here: crestcom.com/freeworkshop   The post Overcome Common Setbacks in Employer Branding with Bryan Adams appeared first on Crestcom International.

In the high-pressure world of leadership, building a support system at work is crucial for personal and professional well-being. In a recent episode of the Leadership Habit Podcast, host Jenn DeWall sat down with Dona Amelia, co-founder and member service director at EGN Singapore Malaysia and MD of EGN Indonesia, to discuss this vital topic. With a rich background in both the entertainment and business worlds, Dona provides a unique perspective on the importance of creating a robust support system in the workplace. The Importance of a Support System at Work Workplace loneliness is a common issue, particularly for those in leadership positions. As Dona points out, leaders often find themselves isolated, lacking peers to share ideas with or seek advice from. This isolation can lead to stress, burnout, and even mental health issues. A strong support system is essential to mitigate these effects and ensure leaders have the resources they need to thrive. Dona emphasizes, “Being lonely at the top is not good. It can lead you to stress, burnout, and mental health issues.” Having a support system also allows leaders to make better decisions. Leaders can gain new perspectives and innovative solutions by discussing challenges and brainstorming with peers from different industries. The peer coaching model is a collaborative approach where senior executives meet regularly to share their experiences and insights in a confidential setting. “It’s important for leaders to have someone who can relate to their challenges and provide inspiration to make better decisions,” says Dona. 3 Steps to Build a Support System Step One:  Embrace Vulnerability Dona emphasizes that vulnerability is a strength, not a weakness. Leaders need to acknowledge their challenges and seek help when needed. This openness fosters trust and creates a safe space for others to share their experiences. “As a leader, it’s okay to make mistakes and to ask for help. Vulnerability is your power,” Dona explains. Step Two: Seek External Support Finding support outside the organization can be incredibly beneficial. Joining peer networks, hiring a coach, or finding a mentor are all effective ways to build a support system. These external resources provide a safe environment to discuss sensitive issues without fear of judgment or repercussions within the workplace. “Belonging to a peer network or having a mentor can provide the diverse perspectives needed to solve complex challenges,” Dona advises. Step Three: Make Time for Supportive Activities One of the most significant barriers to building a support system is time. Leaders often feel too busy to engage in activities that foster support networks. However, making time for these activities is crucial for long-term success. Whether it’s attending peer group meetings, scheduling regular sessions with a coach, or participating in professional development workshops, prioritizing these activities can significantly enhance a leader’s effectiveness and well-being. “You need to make time for it. Without prioritizing supportive activities, you risk stagnation,” Dona emphasizes. Overcoming Challenges in Building a Support System Many leaders hesitate to seek help because they fear it will make them appear weak. Dona reassures that asking for help and admitting mistakes are signs of strength and self-awareness. Leaders should cultivate a culture where vulnerability is accepted and valued. “It’s very important to admit that we are all human and that it’s okay to not always have the answers,” she says. Identifying the right people to include in your support system can also be challenging. Look for individuals who understand your professional challenges and can provide constructive feedback. This might include colleagues from different departments, peers from industry networks, or mentors with extensive experience. “Start by identifying trusted individuals and gradually expand your network to include diverse supporters,” Dona recommends. The Role of Peer Networks Participating in a peer network offers numerous benefits, including access to diverse perspectives, enhanced problem-solving capabilities, and opportunities for collaboration. Leaders can learn from their peers’ experiences and apply these lessons to their own challenges. Dona shares, “It’s amazing how much leaders love to help each other. The amount of insight and support they provide is invaluable.” Tips for Building a Support System Start Small Building a support system doesn’t have to be overwhelming. Start by identifying one or two trusted individuals with whom you can share your challenges. Over time, expand this network to include a diverse group of supporters. Be Proactive Take the initiative to reach out to potential mentors, join professional networks, and attend industry events. Being proactive in seeking support will help you build a robust network more quickly. “If you don’t ask for help, you’ll never know if you can get it. People are generally very willing to share their knowledge and support,” Dona encourages. Use Technology In today’s digital age, technology can play a significant role in building and maintaining a support system. Use tools like LinkedIn to connect with peers, join online forums, and participate in virtual peer group meetings. Seek Learning Opportunities The Crestcom L.E.A.D.R. for Life program is another excellent resource for leaders seeking to enhance their skills and build a strong support network. This program focuses on developing key leadership competencies through interactive workshops and practical exercises. Support Systems Are Essential Building a support system at work is essential for leaders to navigate the complexities of their roles effectively. Leaders can create a robust network that enhances their decision-making and overall well-being by embracing vulnerability, seeking external support, and making time for supportive activities. Peer networks provide a safe space for leaders to share their challenges and learn from each other’s experiences. By prioritizing these efforts, leaders can ensure they have the resources they need to succeed and thrive in their careers. For more information on how to build a support system at work and to access Crestcom’s leadership development resources, find a Crestcom trainer near you! Where to Find More From Dona Amelia If you would like to learn more about Dona Amelia or EGN, you can connect with her here:  LinkedIn: linkedin.com/in/donaamelia/ Follow Dona Amelia on Instagram Check out her music on Youtube Check out EGN And if you would like to see Crestcom’s leadership training in action, request a free workshop for your team today!   The post Building a Support System at Work with Dona Amelia appeared first on Crestcom International.

Developing Mental Strength in Leadership with CEO & Author, Scott Mautz In the latest episode of The Leadership Habit Podcast, host Jenn DeWall sits down with Scott Mautz to discuss the essential topic of mental strength and its critical role in effective leadership. Scott Mautz, the CEO and founder of Profound Performance, brings decades of experience and research to the table, aiming to empower leaders to develop habits that enhance their mental fortitude. The Importance of Mental Strength in Leadership Scott Mautz emphasizes that mental strength is a foundational quality for any leader striving to succeed in today’s challenging workplace. He defines mental strength as the ability to regulate emotions, thoughts, and behaviors productively, especially in the face of adversity. As Mautz explains, “Mental strength is how we manage internally so that we can lead better externally.” The Inspiration Behind “The Mentally Strong Leader” Mautz’s latest book, “The Mentally Strong Leader,” stems from extensive research and personal observations. He recounts a pivotal piece of research in which he surveyed over 3000 executives, asking them to describe the key attributes of leaders in high-achieving organizations. Consistently, the responses pointed to leaders who exhibited what he terms “mental strength.” This consistent finding inspired him to delve deeper and share his insights with a broader audience. The Six Core Muscles of Mental Strength Scott Mautz identifies six core muscles that constitute mental strength: fortitude, boldness, confidence, goal focus, decision-making, and positive messaging. These elements, he argues, are not just essential for overcoming obstacles but are critical for overall leadership effectiveness.   Fortitude: The ability to push through challenges toward achievement.  Boldness: The willingness to take risks and act decisively.  Confidence: The belief in one’s abilities to handle challenges.  Goal Focus: The ability to stay centered on objectives amidst distractions.  Decision Making: The skill to make clear and effective choices.  Positive Messaging: The capability to maintain a positive outlook even in negative situations. Overcoming Barriers to Mental Strength Maintaining mental strength can be particularly challenging in today’s fast-paced and often overwhelming work environment. Jenn DeWall points out that many leaders are feeling burned out and overwhelmed. Mautz acknowledges this reality, noting that the ability to self-regulate is more important than ever. He offers practical advice and tools to help leaders build and sustain mental strength. Practical Tools for Building Mental Strength One of the highlights of the episode is Scott Mautz’s introduction of practical tools and frameworks to help leaders strengthen their mental muscles. One such tool is the Self-Acceptance Scale, which helps individuals gauge their confidence and self-worth. Mautz explains that understanding and addressing the degradations of confidence, such as approval seeking and negative self-talk, is crucial for developing self-acceptance. The Four Lenses of Resilience Mautz also introduces the “Four Lenses of Resilience,” which provide different perspectives for reframing setbacks and challenges: Agreeable Adversity: Finding the positive aspects in difficult situations. Gratitude Lens: Focusing on what you still have rather than what you’ve lost. Respond vs. React: Choosing to process emotions and respond thoughtfully rather than react impulsively. Perspective Lens: Broadening your viewpoint by remembering past resilience and seeking support from your network. The Role of Organizations in Supporting Mental Strength While individual effort is crucial, Mautz emphasizes that organizations also play a vital role in fostering mental strength among their leaders. He suggests that organizations can support their leaders by providing resources, creating supportive environments, and encouraging a culture of resilience and continuous improvement. Mental Strength is a Superpower Jenn DeWall wraps up the episode by highlighting the importance of mental strength for personal and professional growth. She encourages listeners to embrace the tools and insights shared by Scott Mautz to become more mentally strong leaders. As Mautz succinctly puts it, “Mental strength is the superpower of our times.” Mental strength is not just about enduring challenges; it’s about thriving and leading with confidence and resilience. As Scott Mautz demonstrates, building this strength is a journey that requires deliberate practice and the right tools. Leaders who commit to this path will not only enhance their own effectiveness but will also inspire and elevate those around them. Where to Find More from Scott Mautz Scott Mautz is offering a special gift to The Leadership Habit audience! If you are interested in further developing your mental strength, download his FREE 60-page PDF, which features a mental strength self-assessment and key tools from his book!  Connect with Scott on LinkedIn at: linkedin.com/in/scottmautz Visit his website: scottmautz.com Download Your Free Gift: scottmautz.com/mentallystronggift/ Buy his book, The Mentally Strong Leader   The post Developing Mental Strength in Leadership with Scott Mautz appeared first on Crestcom International.

In this week’s episode of The Leadership Habit Podcast, host Jenn DeWall sat down with Evan Roth, an experienced executive coach, to discuss the interplay between emotional intelligence and energy leadership. This conversation is rich with insights on how leaders can harness these concepts to improve their professional and personal lives. Let’s delve into the key takeaways from this enlightening discussion. Meet Evan Roth, Executive Coach and Crestcom Subject Matter Expert Evan Roth is a seasoned executive coach with over 30 years of experience in corporate roles such as Chief Financial Officer, General Manager, and Chief Learning Officer. He has led teams worldwide, including in Mexico, Brazil, Argentina, Holland, the United Kingdom, and the United States. Roth’s coaching focuses on helping executives thrive by building emotional intelligence through the concept of energy leadership. In addition to these impressive achievements, Evan is one of Crestcom’s esteemed Subject Matter Experts. He is featured on a module about business acumen, bringing his expertise to Crestcom L.E.A.D.R. for Life participants all over the world! Understanding Emotional Intelligence Emotional intelligence (EI) is the ability to recognize, understand, and manage our own emotions, as well as recognize, understand, and influence the emotions of others. According to Roth, EI can be broken down into four key components: Self-Awareness: Understanding your own emotions. Self-Regulation: Managing your own emotions. Social Awareness: Recognizing others’ emotions. Relationship Management: Influencing others’ emotions effectively. Roth emphasizes that emotional intelligence is not just about feeling but also about thinking and behavior. He says, “Emotional intelligence is becoming aware of what is happening in our interactions. It’s stepping into the feelings of others, understanding and regulating according to that so that we can have better interactions, better communication, and get to results quicker.” The Concept of Energy Leadership Energy leadership, a framework developed by Bruce D. Schneider, involves understanding and managing your energy levels to lead more effectively. Roth explains that there are seven levels of energy, ranging from catabolic (negative) to anabolic (positive). These levels influence how we perceive and respond to various situations. The Seven Levels of Energy Leadership Level 1: Victim Energy (I lose) Thoughts: Helplessness Feelings: Apathy, Lethargy Actions: Inaction, Avoidance Level 2: Conflict Energy (I win, you lose) Thoughts: Anger, Frustration Feelings: Aggression, Defiance Actions: Hostility, Resistance Level 3: Responsibility Energy (I win, and I hope you do too) Thoughts: Forgiveness, Cooperation Feelings: Acceptance, Reconciliation Actions: Pragmatism, Problem-solving Level 4: Concern Energy (You win, and I hope I do too) Thoughts: Compassion, Service Feelings: Care, Empathy Actions: Support, Nurturing Level 5: Reconciliation Energy (We both win) Thoughts: Opportunity, Synergy Feelings: Peace, Intuition Actions: Collaboration, Innovation Level 6: Synthesis Energy (Everyone always wins) Thoughts: Connection, Flow Feelings: Joy, Wisdom Actions: Effortless Productivity, Intuitive Solutions Level 7: Absolute Passion (There is no winning or losing, only being) Thoughts: Objective Thinking, Non-Judgment Feelings: Absolute Passion, Love Actions: Creation, Innovation Practical Application of Energy Leadership in the Workplace Later in the episode, Evan Roth discusses how emotional intelligence and energy leadership can transform workplace dynamics. When leaders are aware of their energy levels and those of their team members, they can create a more harmonious and productive environment. 5 Steps to Build Emotional Intelligence and Energy Leadership Self-Reflection: Regularly check in with your emotions and energy levels. Seek Feedback: Encourage honest feedback to uncover blind spots. Set Intentions: Define how you want to show up in various situations. Practice Empathy: Understand and resonate with the emotions of others. Continuous Learning: Engage in activities that enhance emotional intelligence and energy awareness. Overcoming Challenges Roth notes that a significant challenge in building emotional intelligence is the discrepancy between perceived and actual self-awareness. While 90% of people believe they are self-aware, only 10% actually are. To bridge this gap, Roth suggests leveraging tools like the Johari Window to uncover blind spots and improve self-regulation. Managing Catabolic Energy Catabolic energy (levels 1 and 2) can be particularly detrimental in the workplace, leading to silos, team dysfunction, and poor results. Roth provides practical strategies for managing catabolic energy: Acknowledge It: Recognize when you or others are in a catabolic state. Shift Focus: Move from a self-centered perspective to a collaborative one. Encourage Positivity: Foster a culture of feedback and support. Evan Roth explains, “When we’re in catabolic energy, we are stuck with myopic self-focus. I like to ask myself, when I’m in one and two, what choices am I missing?” Where to Find More From Evan Roth The conversation with Evan Roth on The Leadership Habit Podcast highlights the profound impact of emotional intelligence and energy leadership on personal and professional development. By understanding and managing our emotions and energy levels, we can become more effective leaders and create positive, productive workplaces. For more insights and to connect with Evan Roth:  Visit his website: coachevanroth.com Connect on LinkedIn: linkedin.com/in/evanjroth If you want to learn more about how Crestcom L.E.A.D.R. can help your team develop their emotional intelligence, business acumen and more, click HERE to get a free 2-hour Leadership Skills Workshop today!   The post Building Emotional Intelligence Through Energy Leadership with Evan Roth appeared first on Crestcom International.

In the latest episode of The Leadership Habit Podcast, host Jenn DeWall sits down with leadership advisor, best-selling author, and speaker Tony Martignetti to discuss one of the most critical skills for leaders today: navigating change. Tony is known for his deep insights into leadership and his popular podcast, The Virtual Campfire. Tune in to learn invaluable strategies on how to embrace chaos and lead effectively through turbulent times. Meet Tony Martignetti, Chief Inspiration Officer Tony Martignetti is a leadership advisor, best-selling author, podcast host, speaker, entrepreneur, idea generator, people connector, and curious adventurer. He brings over 30 years of business and leadership experience and extreme curiosity to elevate leaders and equip them with the tools to navigate through change and unlock their true potential. Before becoming the founder and Chief Inspiration Officer of Inspired Purpose Partners, Tony was a finance and strategy executive with experience working with some of the world’s leading life sciences companies. Along his career journey, Tony also managed small businesses and ran a financial consulting company.  Understanding the Resistance to Change Jenn opens the conversation by acknowledging a universal truth: many people, including herself, find change challenging. Tony emphasizes that most resistance to change stems from a lack of control. He explains, “Most of the change that we have in our life is not self-imposed. When it’s something that we have no control over, there is this feeling of being out of control, feeling like there’s no agency.” The Rapid Pace of Change in Today’s World Tony highlights that the pace of change has accelerated dramatically, especially with technological advancements and global disruptions like the COVID-19 pandemic. He notes that today’s changes often have wide-ranging impacts on various aspects of our lives, making it crucial for leaders to develop the skills to navigate these complexities effectively. “Change is rapidly increasing, and it’s impacting much more parts of our lives. One tweak and instead of a firestorm of activity, that’s where we’re at,” says Tony. Key Strategies for Navigating Change Expand Your Vision, Narrow Your Focus: Tony introduces his model for navigating change, which involves stepping back to see the broader picture (expanding your vision) and then focusing on specific, actionable steps (narrowing your focus). This approach allows leaders to identify new possibilities and make informed decisions. “When you expand your vision, you’re able to step away from the problems we’re facing and look at what else is possible,” Tony explains. The Grounded Leadership Framework: Tony’s framework consists of three core components: connection, compassion, and curiosity. By applying these internally and externally, leaders can slow down, gain perspective, and make more deliberate, thoughtful decisions. “Before you react, get curious about the situation and your reactions, be compassionate with yourself, and connect with yourself to understand what you want in this situation,” advises Tony. Proactive Thinking: Being proactive rather than reactive is essential. Tony advises leaders to anticipate challenges and remain adaptable, ensuring they can adjust strategies as needed. “It’s important to be proactive in your thinking. As a leader, make sure you have a foundation of where you’re thinking and being open to changing it,” he notes. The Importance of Connection and Compassion During the discussion, Jenn and Tony emphasize the importance of building strong connections within the workplace. Tony explains that feeling connected to colleagues can lead to increased motivation and collaboration. “When you bring your authentic self into the workplace and make those connections, it unlocks a whole new level of innovation,” he says. He also underscores the role of compassion, both for oneself and others, in creating a supportive environment during times of change. Checking In with Your Team Tony stresses the need for leaders to actively check in with their team members. Silence does not mean agreement, and it’s crucial to have open, honest conversations to understand how everyone is coping with change. “It’s about really having some personal conversations and checking in with people because navigating layoffs, survivor guilt, or heavier workloads requires understanding what’s really going on for people,” Tony explains. Embracing Change as a Continuous Process Jenn and Tony conclude by discussing the continuous nature of change. Leaders must accept that change is a constant and develop the resilience to navigate it effectively. By implementing these strategies, leaders can create a more agile, adaptable organization capable of thriving in today’s fast-paced environment. Where to  Learn More and Connect with Tony Martignetti For more insights and strategies on leadership and navigating change, connect with Tony:  Visit ipurposepartners.com Connect on LinkedIn: linkedin.com/in/tonymartignett1 Buy his book: Campfire Lessons for Leaders: How Uncovering Our Past Can Propel Us Forward Navigating change is an essential skill for leaders in today’s world. By expanding your vision, narrowing your focus, and practicing connection, compassion, and curiosity, you can lead your team through uncertainty and create a more resilient organization. If your organization could use help developing change management skills, reach out to Crestcom to schedule a free 2-hour leadership skills workshop today!   The post Embracing Chaos to Navigate Change with Tony Martignetti appeared first on Crestcom International.

In a world where leadership demands are ever-evolving, finding a balance between professional success and personal fulfillment can seem elusive. In the latest episode of The Leadership Habit Podcast, Jenn DeWall sits down with Jack Craven, a seasoned CEO, executive coach, and author of his debut book, Aliveness Mindset: Lead and Live with More Passion, Purpose, and Joy. This engaging conversation unravels the secrets to cultivating an aliveness mindset, a concept that can revolutionize your leadership style and elevate your overall well-being.      Meet Jack Craven, CEO, Executive Coach, Author and More! With a diverse background as a trial lawyer, seasoned CEO, long-time member of the Young Presidents Organization (YPO), mindset author, and C-Suite team facilitator,  and distinguished executive coach, Jack Craven has spent the last decade leading countless CEOs and their C-Suite teams into more fulfilling, authentic lives. Jack blends his experience with neuroscience-based practices and insights from the Enneagram personality system to facilitate transformative coaching results. On April 2,  2024, he launched his first book, Aliveness Mindset: Lead and Live with More Passion, Purpose, and Joy, with publisher Forefront Books. Discover the Aliveness Mindset What does it mean to truly feel alive? In this episode, Jack Craven introduces the aliveness mindset as a way to bring the best version of yourself into every day. He defines it as “bringing the best version of yourself into your day-to-day experience.” It’s about identifying moments in your life when you felt most vibrant and using those experiences to guide your daily intentions. Whether it’s feeling the electric buzz of excitement during a successful project or the serene calm of a quiet morning walk, these moments are key to understanding how to live more fully. Why Leaders Need the Aliveness Mindset The aliveness mindset isn’t just a feel-good philosophy; it’s a critical tool for effective leadership. Jack explains how this mindset helps leaders achieve deeper connections with their teams, make more impactful decisions, and navigate challenges with resilience. By focusing on how to feel more alive, leaders can unlock their true potential and inspire their teams to do the same. As Jack puts it, “The cost of not living there is being unfulfilled. It’s not reaching your potential.” Practical Tools and Practices Later in the episode, Jack shares practical tools that anyone can use to cultivate an aliveness mindset: Anchoring Mindsets: These are daily affirmations based on traits that make you feel alive. For example, Jack’s anchoring mindsets include play, connect, learn, grow, and impact. By focusing on these traits, you can set a positive tone for your day. Reframing Reactions: Instead of getting bogged down by negative interpretations of events, Jack suggests using curiosity and positive reinterpretation. For instance, seeing a micromanaging boss as someone who is scared and seeking security can change your perspective and reduce stress. Magic Words: Simple shifts in perspective can transform relationships. Jack uses the example of interpreting his mother’s actions as care rather than control, which neutralized his reactivity and improved their relationship. “When I made that shift, it was transformational,” he says. Overcoming Common Blocks to Aliveness Jack addresses common blocks like fear, boredom, and feeling unappreciated. He emphasizes that these are often subjective interpretations that can be reframed. “By becoming aware of these blocks and using the tools mentioned, leaders can create a more fulfilling and less reactive life,” Jack explains. Jenn’s conversation with Jack Craven on The Leadership Habit Podcast is a must-listen for anyone looking to enhance their leadership skills and personal fulfillment. By adopting an aliveness mindset, you can create a life filled with passion, purpose, and joy.  Where to Find More from Jack Craven Don’t miss all of Jenn and Jack’s insights into embracing an aliveness mindset! Listen to the full episode of The Leadership Habit Podcast with Jack Craven and start your journey towards living and leading with more passion and purpose. If you want to learn more about Jack’s work:  Visit his website:  www.jackcraven.com Connect on LinkedIn: linkedin.com/in/jackcraven1 Buy his book: Aliveness Mindset: Lead and Live with More Passion, Purpose, and Joy Are you ready to transform your team’s leadership style?  Crestcom International offers comprehensive leadership development programs designed to help leaders unlock their full potential. Through personalized coaching and workshops, Crestcom provides the tools and support needed to implement these powerful concepts in your daily life. If you want to see how our program can transform your team, contact us today to schedule a free 2-hour leadership workshop for your whole team! Visit crestcom.com/freeworkshop to find out more!   The post Why Leaders Need the Aliveness Mindset with Jack Craven appeared first on Crestcom International.

On this week’s episode of the Leadership Habit Podcast, Jenn DeWall chats with Robin Daniels about  how to create a workplace culture where employees thrive. Creating an environment where employees thrive is more challenging than ever. Whether your organization is trying to get employees back in the office, or trying to build a sense of community in a virtual or hybrid workplace, you don’t want to miss this episode! Meet Robin Daniels, Chief Business & Product Officer at Zensai Robin Daniels is the Chief Business and Product Officer at Zensai, (formerly LMS365), the only AI-powered human success platform focused on learning, performance, and engagement that’s built into Microsoft workplace tools. They help businesses create and deliver effective onboarding, compliance, skills growth, leadership development, deep employee engagement and performance tracking for their employees.  Robin has 20+ years of executive experience working at top companies, including Matterport, Salesforce, LinkedIn, WeWork, and Box. He played a key role in Matterport and Box’s hyper-growth and eventual public listing and aims to use his decades of growth, marketing, go-to-market, and leadership development experience to make Zensai his third successful IPO. The Evolution of Workplace Culture and HR As the episode opens, Jenn and Robin discuss the current state of employee unhappiness. Robin discusses the changes he has seen in the world of HR technology, saying:  “I’ve noticed few things, you know? The first generation of kind of HR technology or HR philosophy was really around optimizing people for the maximum output of the business. That’s why I think it’s called human resources.  It’s kind of a very cold term when you think about it, right? Think of people as resources. A lot of it’s about optimizing the throughput of what they do. And also just making sure that we cover the basics, of what they need to be successful.  Are we paying them? Are they complying with what we need to be complying with? Are they taking their vacation? Are we tracking them? And so on. And I think we realize this is nothing new.  I think we realized maybe 15 or 20 years ago that this is not enough for the next generation of workers coming into the workforce. We want to make them happier and more successful. We need to change the culture around it. So we thought, well, let’s change the name. Change it from human resources to people and culture. So now many companies have a people and culture department. And we thought, well, okay, that’s going to change everything by changing its name. Part of that was, oh, let’s also make the office a great place to work with Fussball, free food and snacks and ping-pong tables.  And you know what? I think it helped somewhat because it at least made you wanna at least come to the office because it wasn’t soulless anymore. And maybe it felt more like a group of people, a tribe of people, a comradery, maybe even a family.  And it made you maybe feel like you belonged a little bit more. So I think it, it helped, you know, and I was honestly part of that movement when I was at WeWork. I was the chief marketing officer there and trying to say that at an office where people gathered together, it doesn’t have to be sold.”  Why Are Employees So Unhappy?  Later in the episode, Robin and Jenn discuss the elements of employee engagement, and what actually creates a positive workplace culture.  Robin explains that he began to realize that there was more to employee happiness than cool office perks:  “So, let’s get the best out of people by giving them a space where they can thrive. But I think we realized here in 2024 that that’s not really actually solving the root cause of the problem. If you look at pretty much all the data, the root cause is that, like you said, most people are unhappy or they want to quit.  And if you look at the reasons why, it’s usually because nobody invests in them. They don’t feel like they’re going anywhere in their life or their career. They don’t see any purpose in what they’re doing. Um, and they feel kind of stuck.  And so when, when you, when you, you dig that well, is a better office space going to solve some of those problems? Probably not, right? I mean, that they’re kind of plastering over the surface of what makes people seem unhappy on the surface. But if the root cause is that you feel stuck in your life, then free kombucha on tap is not going to help. So we have to address the root, root cause. And it’s one of, the reasons why I’ve created this framework.   Because the question I would get most as a leader–  I’ve hired hundreds of people, and led thousands of people–  is how do I get ahead? And when people don’t feel like they get a clear answer to that, that’s when you start feeling disengaged or stuck or unhappy. And I started noticing that there are really kind of three, three core elements to it.” Then Robin shares the three core elements of employee engagement:  Clarity around their role’s greater purpose A path to career growth A sense of belonging How Leaders Can Build Better Organizational Cultures Jenn and Robin also delve into some practical strategies for leaders to improve the employee experience. Robin shares that a building positive work culture should be a priority of every leadership team:  “So just, again, if life was easy and there were easy answers, everyone would be doing it. Basically, I think it’s about leadership. It’s about culture, it’s about accountability. It’s about the values that you have. It’s around using the right processes and also using the right technology and platforms.  And this is where Zensai comes in as a business. But I’m under no illusion that, oh, if you use our platform, it’s going to solve everything magically. It’s only part of it, right? It’s part of driving deeper employee engagement, giving people purpose and happiness by giving them clarity, goals, and the opportunity to learn the right skills. Those are all important, but honestly, it requires a lot more than that. It requires leadership to lean in, having clarity around what you’re trying to achieve, having clarity around how you measure people’s use of the values that I go around to these companies. Every company, I’m sure you’ve seen this all the time, has values that they care about here on top five values and accountability and trust and get done and all that kind of stuff. And then what I usually ask, well, how are you holding people accountable to them to make sure that they matter? Uh, I don’t know. They kind of shrugged their shoulder.” Where to Find Out More About Robin Daniels and Zensai Be sure to listen to the full episode to get Jenn and Robin’s insights into preventing a toxic workplace culture by taking a fresh look at your recognition programs. To find more from Robin, or to learn more about Zensai, connect with him here:  Check out Zensai.com Connect with Robin on LinkedIn Does Your Leadership Team Have the Skills to Build a Workplace Culture Where People Thrive? As always, thanks for listening to The Leadership Habit Podcast!  If your organization struggles with employee engagement, Crestcom can help! Contact us today to schedule a free 2-hour leadership workshop for your whole team! Visit crestcom.com/freeworkshop to find out more! The post Create a Workplace Culture Where People Thrive with Robin Daniels appeared first on Crestcom International.