The Leadership Podcast

Ron Carucci has a 30-year track record of helping organizations adopt strategies that lead to accelerated growth, and designing programs to execute those strategies. He is also a two-time TED speaker and the best-selling author of eight books.    His recently released book is “To Be Honest: Lead with the Power of Truth, Justice and Purpose,” which was selected by Bloomberg Businessweek as one of 2021's Best Books. Based on a 15 year longitudinal study of more than 3,200 leaders, Ron wanted to know what earns and keeps the trust of others, and what loses it.    Ron also talks about why more than 50% of leaders fail within their first 18 months of appointment, and shares the four differentiating capabilities that set successful leaders apart. If you are facing a challenge of spearheading a daunting transformation of any kind, this episode will resonate.   Key Takeaways [2:10] Outside of his public bio, Ron talks about why he collects antique doorknobs. [5:40] Ron tells the stories of the leaders we want to be like and share what it means to be honest. [7:30] What people look for in a leader are truth, justice, and purpose.   [8:50] Ron shares results from their research on how to predict someone’s behavior or response in a certain situation: Justice and consistency.  [10:35] Not all workers are created equal. Ron shares how leaders can create a just environment. [11:40] Treating everyone the same way will make you fair. [14:16] Accountability systems are trust-based and dignifying to the contributor when the leader recognizes that the contribution and the contributor are fused. [16:14] Power is oftentimes misunderstood and misused. [18:45] A sense of agency will help us focus on the right things. [19:35] You can only disappoint people at a rate they can absorb. [20:40] Information is no longer a source of power because it is ubiquitous. Ron shares how the interpretation of information can be a source of power, instead. [23:25] The job of a leader is making sure their employees don’t ask the two questions: Do I matter and do I fit in. [26:20] Ron alo talks about the difference between core values and values that are operative and how leaders can coach their employees to be a better fit. [29:20] Shedding our paradigms of leadership helps develop better leaders. [32:00] Ron shares advice for leaders on how to allow their employees to be a better version of themselves. [36:40] Giving your employees grace and the chance to learn sets them up for success. [40:10] Ron shares his insights on transformational change from a leadership perspective in order to scale. [42:40] As we move into 2022, Ron urges leaders to reflect on how their values can positively impact employees.   Quotable Quotes “There are 7.3 billion doors in the world through which love, joy, and hope can pass in and you’re one of them.”   “Truth; you have to say the right thing. Justice; you have to do the right thing. And Purpose; you have to say and do the right thing for the right reason.”   “If you want to be a just leader, you have to actually be somebody who is an activist looking to uproot injustices and right them.” “Accountability is about a mutually beneficial relationship between a leader and a follower.” “Your weaknesses are your greatest source of credibility.”   Resources Mentioned Sponsored by: Grab Ron’s books, and

David Mead realized business school was contributing to the poor leadership styles he’s endured throughout much of his early career. After partnering with Simon Sinek and co-authoring, Find Your Why, David has presented his ideas on how to help people be inspired to go to work and feel safe while doing it, to over 150 organizations across five continents. David shares his thoughts on the great resignation, the three traits of a leader worth following, and the tools leaders need to build better company culture.   Key Takeaways [4:40] Leadership hasn’t really changed in thousands of years. [5:30] David defines the difference between management and leadership. [6:55] The key is to tap into people and discover the personality quirks that they keep buried. Good leaders help people “drop their act” and be themselves. [7:50] David explores the right balance between being transparent and open and being too casual and buddy-buddy with everyone. Ultimately, leaders have a standard to set. [10:10] The pandemic has made a lot of people question their different personas and the roles they play at work and in life. [13:00] David shares how the pandemic changed his motivations and also shares some of his biggest takeaways of what he learned about himself. [16:00] Accountability really works best when there’s trust. [18:50] David is against firing people based on their performance alone. He expands on why. [22:45] David recently did a poll on LinkedIn asking people what their organization was doing to retain talent. Listen for what surprised him. [27:25] David breaks down the types of tools that are available to leaders who are looking to improve company culture. [31:00] There are three main traits in a leader that people will follow through and through, no matter what company he or she is leading at the time. They are honest, humble, and human. [34:15] Good leaders have empathy. They can relate to someone in a way that doesn’t trigger their fight-or-flight response. [39:05] People put up walls when they feel like their reputation, status, or their “core” selves are threatened. [40:10] Listener challenge: We all have influence with people. Whether we want to be or not, we have the potential to be a leader.   Quotable Quotes “If you’re not willing to be human and you’re not willing to open yourself, you’re going to struggle.” “High-performers often get promoted, no matter if they have a toxic effect on the culture.” “We undervalue effort. If someone is giving the best they have, it might be they’re not in a role that’s best suited to them.” “We look at the problem we think we have and we often see the symptoms to the problem, so we throw solutions at the symptoms.”   Resources Mentioned Sponsored by:

Marcel Daane is a renowned neuroscience and leadership researcher exploring the link between physical and mental wellness and their impact on leadership and performance capacity in individuals, teams, and organizations. Marcel talks about leadership energy, the three pillars of wisdom, and why physically fit leaders work 20% less than their non-fit counterparts.    Marcel is considered one of the world’s authorities in mind-body leadership, and the author of “Five Energies of Horrible Bosses and How Not To Become One.” He believes we need to constantly challenge the paradigm of normal management practices to keep evolving.   Key Takeaways [2:45] Marcel grew up in a household that was in political exile because his mother was a political activist from South Africa. [4:30] Marcel’s peers wanted bicycles for Christmas and Marcel, because of his upbringing, just wanted world peace. It was very hard to fit in. [5:50] Marcel defines what mind/body leadership is. [8:25] Marcel has three pillars of wisdom that he’s observed great leaders living by:  1) Knowing. 2) Feeling. 3) Sensing. [11:00] Marcel shares the subtle difference between the feeling vs. sensing pillars. [16:15] Physically fit leaders work 20% less than their non-fit counterparts. Marcel explains why. [20:20] Marcel dives into the importance of keeping a high level of energy around others and the science behind the vibrations in our cells. [22:50] Your negative leadership vibrations can actually affect your employee’s future children! [25:40] Leaders must be aware of the type of energy they’re bringing into a room. [29:15] We as people can lie, but the human body cannot. It is very clear how a leader is showing up in a conference room or meeting. [32:15] You might feel like you bring positive energy into the room, but that energy could be interpreted by other people as aggressive, fearful, and more. [35:55] Marcel shares how he discovered this field and what led him down this path of managing and maintaining positive energy. [39:15] When you understand yourself, your energy is going in the right place. [40:15] Listener challenge: Expand your thinking into the three pillars of wisdom. Allow yourself to feel. Don’t just live in the “knowing” headspace.   Quotable Quotes “The three pillars of wisdom are: knowing, feeling, and sensing. If you take leaders, great leaders intuitively apply those three things.” “Energy affects the people around us.” “Energy travels at the speed of light. We can connect energetically with each other despite being in different geographical locations.” “At the end of the day, we are all energy. When we connect with that energy, it becomes a much easier conversation with everybody [in the room].”   Resources Mentioned Sponsored by:

Lynn Catalano is a Speaker, Toxic Workplace Coach, and Corporate Trainer.  She achieved her Bachelor of Arts in Psychology, cum laude, at Boston University and continued her education at the University of Buffalo Law School. She speaks to groups of all sizes to share experiences about great leaders and toxic bosses, and she helps people rise above the chaos. Lynn also discusses her upcoming book, Wrecking Ball Relationships: How to Identify, Live With, or Leave the Narcissist in Your Life.   Key Takeaways [2:25] It all started when Lynn’s mother died and she had to deal with a narcissistic father. [4:45] Lynn expands on whether narcissists are born or bred, and if we have any influence on it. [7:00] Toxic bosses and leaders are narcissists, which then manifest into a toxic workplace. [8:30] A toxic workplace impacts the organization negatively. Lynn shares examples of these negative outcomes both from a company and employee standpoint. [9:55] Everyone should be held accountable for their behavior but, unlike the financial aspect of a company, nobody audits the culture. [11:45] Having self-awareness helps check the level of toxicity one can bring to any relationship. However, narcissists don’t ask themselves if they are narcissistic. [13:15] Lynn shares her recommendation on how to help an individual gain self-awareness. [14:40] Lynn explains what nunchi is and its importance. [18:30] Learn how to be a nunchi master as Lynn shares four steps in achieving this and how to avoid biases in “reading the room.” [20:30] Leading with empathy and reflective listening helps build valuable relationships and understand what people are going through. [24:10] There are two steps in reflective listening.  Lynn shares what they are. [27:35] Reflective listening is about understanding the other person and having a meaningful engagement with them. [28:40] Lynn talks about how employees can help change company culture. However, dealing with a toxic CEO can be very difficult. [29:55] At the end of the day, an employee should do what is best for themselves. Time is a valuable currency, and we should be smart about how we want to spend it. [35:10] Lynn shares best practices from organizations she has worked with before and how others can bring them into theirs to avoid a toxic work environment. [39:20] The pandemic was a shared experience so it allows a different level of empathy. [40:25] Listener challenge: Be more human, be patient with one another, and watch Ted Lasso.   Quotable Quotes “Emotional neglect plus overindulgence equals the breeding of a narcissist.” “We’ve modeled our democracy through checks and balances and organizations need that too. That’s why we have external auditors to audit our finances but not the culture.” “Nunchi is the art of understanding what people are thinking and feeling.” “The great Greek philosopher, Epictetus, told us that we have two ears and one mouth so we can listen twice as much as we speak.” “Invest in your employees because happy employees make happy customers.”   Resources Mentioned Sponsored by:

April Rinne is the author of Flux: 8 Superpowers for Thriving in Constant Change. Listen in as April shares the eight powerful mindset shifts that enable leaders to thrive in a time of unprecedented change and uncertainty.   April Rinne is a “change navigator,” speaker, investor, and adventurer whose work and travels in more than 100 countries have given her a front-row seat to a world in flux. She is one of the 50 leading female futurists in the world, a Harvard Law School graduate, a Young Global Leader at the World Economic Forum, and a Fulbright Scholar..   Key Takeaways The eight flux superpowers: Run slower See what's invisible Get lost Start with trust Know your “enough” Create your portfolio career Be all the more human (and serve other humans) Let go of the future. [4:25] April shares why leaders should run slower. [5:10] Things are rapidly changing, and yet, it is also likely to never again be this slow. [6:10] If we’re trying to run faster all the time, your quality of life will naturally suffer. [11:00] When we’re always after more, it will feel like we will never have enough. [11:35] When you know you’re enough, you immediately see abundance around you. [12:50] After working in more than 50 countries, April has seen that every culture struggles with change. [14:00] April talks about micro-loans and how “unbankable” entrepreneurs get their funding in developing countries. [18:40] The most important superpower to have is trust. [24:00] The future of work and the great resignation didn’t just happen because of the pandemic. [29:30] People want to be seen as whole humans. [32:25] April shares the number one leadership skill leaders need to have today. [34:55] Consumerism marketing is designed for people to never feel like they are enough. [37:05] April talks about how leaders can develop more openness in their approach. [40:00] April’s book has gone global and leaders are realizing that it’s not just helpful for their organization, but for their children, too. [42:10] Listener Challenge: Use flux and its eight superpowers in a way that works best for you.   Quotable Quotes “The pace of change has never been as fast as it’s been today and yet, it is likely to never again be this slow.” “Many organizations are on a crash course if they just keep pushing talent harder and harder. You’re going to get talent to leave.” “If you don’t like change, you’re going to really hate extinction.” “We live in this culture and society in which more is almost inherently deemed better, and that’s just not the case.”   Resources Mentioned Sponsored by: and on Twitter Grab April’s book,

Alan Beaulieu is one of the world’s most informed and insightful economists, with a remarkable track record of providing accurate financial forecasts. He's also an exceptionally gifted speaker and his keynotes and seminars have helped thousands of business owners and executives capitalize on emerging trends. Get ready for the future and listen in as Alan shares his insights on inflation, supply chain issues, and how to prepare for 2030.   Key Takeaways [2:20] First guest on the show to have a Ph.D. in Leadership. [5:05] Where the economy is headed in 2022. [6:15] Supply chain issues. [7:00] Being proactive is important, but you don’t want to be proactive at the wrong time. Do not overbuy because you’re worried about supply chain issues.   [10:05] When leaders say, “I think.” or “I feel,” people have the right to be skeptical. You have to prove it and you do that with data, math, and indicators. [12:35] Reshoring trends. [16:35] Alan’s perspective on world stability. [19:10] Why the U.S. should solidify the supply chain. If China decides to unify completely, it could be bad for world trade. [20:15] Low-skilled labor and immigrant workers. [21:35] The world is desperate for labor, and it’s not all lower-end. Construction, transportation and others require real skills. [26:20] Alan breaks down inflation. [30:45] We will see abnormal inflation rates around the second half of this decade. The first half will still be “seemingly okay.” [35:15] Alan shares his thoughts on how leaders can open their minds to the things they don’t know that they should know. [38:15] Leaders who show humanity and really listen are the real change-makers. [41:30] Alan explains the mindset shift leaders need to have if they want to create real longevity in their companies. [43:00] Alan offers advice on how individuals can future-proof their finances. [45:20] Listener challenge: You don’t need to guess the numbers. Knowing is power.   Quotable Quotes    Leaders who show humanity and really listen are the real change-makers.   “It’s not hard to show people, but it’s sometimes hard to lead people.” Current constraints are temporary and painful, but temporary. Avoid panic buying. Opening up the borders, and tripling the amount of legal [foreign] workers won’t solve the [labor shortage].” “The certainty is uncertainty.”   Resources Mentioned Sponsored by: Articles by Alan: & Grab Alan’s book,

Roberta Matuson has been helping organizations find, hire, grow, and keep top talent for the last 25 years. She understands the frustrations of employee turnover that many employees and leaders experience and has coached her clients to help them become a place where employees love to work. Roberta is the author of six books including her latest book, “Can We Talk? Seven Principles for Managing Difficult Conversations at Work.” Roberta shares the foundational principles to have tough conversations, how to be respected (vs. liked), and how to keep your power even with bad bosses.   Key Takeaways [3:05] In leadership, it’s our behaviors that matter, not our intentions. [4;30] Difficult conversations are hard to do because no one truly likes confrontation. [5:35] Despite weekly standup meetings, managers still avoid the tough conversations because they don’t want to hurt the other person. [6:35] Roberta noticed a lack in the market on how to have difficult conversations with your co-worker and your boss. This is why she decided to write a book. [8:40] The first time a boss tried to give Roberta feedback/set expectations, instead of standing up for herself, she gave away her power. She doesn’t want to have that happen to you. [10:40] If you are unsure why your boss is giving you this kind of negative feedback, you can ask for a pause so you can think deeper on the subject and talk about it another time or you can get curious and ask them questions. [12:05] Roberta wrote her first book based on a bad manager she had. That boss did everything wrong in the books. [16:10] The goal really is to be well-respected among your team and to build strong relationships with your people. So that even if you leave an organization, your people will follow. [17:10] Roberta shares an example of what a “good relationship” looks like with a subordinate. [18:30] Don’t wait to have tough conversations in person! You can do it over Zoom. [23:30] Leaders who check in, like really check in, with their team end up having to “save” fewer employees from quitting. People want to feel supported. [25:45] Roberta explains the fine art of when to stop talking. [28:45] No one knows how to manage communication, curiosity, integrity, and honesty. [31:45] Roberta works with her clients to change the perception that they aren’t good leaders. Prescription is everything in leadership. [32:25] Listener challenge: Make a list of those difficult conversations that you have been avoiding.   Quotable Quotes “Management is nothing more than perception.” “Very few organizations can specify the behaviors that match what they value.”   Resources Mentioned Sponsored by: & Grab Roberta’s book here:

Michael J. Dowling, President and CEO of Northwell Health, is one of healthcare’s most influential voices and leads a clinical academic and research enterprise with a workforce of more than 75,000 with an annual revenue of $14 billion. Northwell has treated more than 150,000 COVID-19 patients and Michael’s leadership has been invaluable to Northwell’s consistent expansion and prominence during the pandemic. Michael details in his book, After the Roof Caved In: An Immigrant’s Journey from Ireland to America, his rags-to-riches story and on the show, he provides timeless insight and wisdom on how to cultivate loyalty within your employees, what really brings meaning and purpose into someone’s life, and much more.   Key Takeaways [2:45] Michael is very grateful for the tough life he’s had early on. It has made him more appreciative of the good days he does have. [6:15] There is a future tomorrow that you can help make better. [8:15] We all have strengths and we all have weaknesses; it’s important to be honest with yourself about which is which. [8:40] Michael shares why he wanted to write a book about his immigrant journey from Ireland to America. [11:40] Northwell Health was selected in 2020 as one of Fortune’s top 100 best places to work in America. Michael shares his approach on how to create loyalty. [14:40] When you are trying to solve a big problem, some of the biggest problems, the best way to start is by taking one small bite at a time. [17:20] Not every role in an organization is glamorous. Michael shares insights on how to keep people motivated even when the job isn’t “sexy.” [20:25] Michael hires for attitude. He is always looking for people who are curious. [25:35] As a leader, Michael loves to paint a picture with his words. Detail the roadmap out clearly with words. [29:10] When you left your home country all those years ago, you couldn’t go back. It was a real voyage. [34:40] Everybody, every day, is at a crossroads of life. You must weigh the pros and the cons of choosing whether to go left or whether to go right. [39:00] Even when things are bad around you, Michael encourages you to look at the positives. There are way more positives than there are negatives. [46:15] Everyone is so independent that you actively have to find people that inspire you. You have to seek them out on your own. No one will come to you. [48:25] Michael offers some final words of wisdom: Don’t be constrained by your problems, be led by your dreams. So, go ahead and dream!   Quotable Quotes “Everybody has a responsibility and an obligation when you’re given a period of time to live in this world, and that is to contribute positively, to make a difference, to do something good for other people.” “Understand that work gives meaning to life. It’s not work. It gives meaning to life and an employer has a responsibility to make sure they give an opportunity to their employees for them to excel.” “Don’t let today keep you down. Move forward. The future is wonderful. Your opportunities are extraordinary.” “After you graduate from school, your learning just begins. School doesn’t mean you’re educated.”   Resources Mentioned Sponsored by: Grab Michael’s books here:

Master negotiator, Kellogg professor, and accomplished CEO Victoria Medvec shares what it takes to eliminate the fear that impedes success in negotiation.  From her latest book, Negotiate Without Fear: Strategies and Tools to Maximize Your Outcomes, Victoria discusses how to increase negotiating confidence and maximize negotiation success. She shares specific advice for everyone who is negotiating for themselves everyday.    Key Takeaways [2:35] Victoria loves to negotiate. She does it whenever she can, and she loves to teach her clients how to do it, too. [5:00] Victoria shares an example of what an “everyday” negotiation looks like. [6:20] We can’t get what we want if we’re not comfortable asking for it. Fear can deeply hurt a negotiation. [6:45] However, fear still affects both the amateurs and the experts. Just because they’ve been doing it longer doesn’t mean their fear has disappeared! [7:50] If you’re worried about dropping the ball, put yourself in a “fear of loss” mindset, instead. Victoria explains what this looks like. [9:10] Victoria shares the difference between introverted vs. extroverted negotiators. [10:05] There are three tactics to being properly prepared in a negotiation: Putting the right issues on the table. Doing the right analysis. Building a plan for the discussion. [13:50] It’s important to first identify if you have a storytelling issue or a “tradeoff” issue. [17:35] Victoria breaks down how to quickly discover if you have a tradeoff issue. [20:00] Victoria has also done extensive analysis on how executives can better manage up vs. sideways. [24:40] You need to have a coalition to support you in driving new change, but you also have to remember that coalitions are often unstable. [28:45] Your biggest source of power is your Plan B. Victoria explains what to do when both parties disagree. [33:50] When arranging a deal, it can often feel a bit ambiguous figuring out who the real decision-maker is in a big organization. Victoria shares how you can escalate with grace. [38:25] You pay a price for certainty. People often hate conflict so they take the “sure thing” deal before exploring the possibilities. [41:25] Listener challenge: Identify a time where you can negotiate in your everyday life!   Quotable Quotes “Fear undercuts our confidence and it’s really important we are confident when we go into a negotiation.” “The number one reason why people leave money on the table is they drop issues too quickly.” “I want my clients to keep issues on the table and keep that discussion alive.” “You can never drive change by yourself. You have to have a coalition of support.”   Resources Mentioned Sponsored by: Grab Victoria’s book here:

With every interaction, businesses win or lose share.  Each touchpoint – be it with customers, distributors, or even employees – presents an opportunity to either build brand loyalty or erode it.  Listen in as  Jon Picoult shares how to create experiences that don’t just satisfy, but impress.   Jon is the author of “From Impressed to Obsessed: 12 Principles for Turning Customers and Employees into Lifelong Fans.” He has worked with some of the world’s foremost brands, personally advising CEOs and other members of the C-Suite. His  insights have been featured by dozens of media outlets, including The Wall Street Journal, The New York Times, USA Today, The Economist, Inc., NBC News and Forbes.com.   Key Takeaways [3:25] Jon explains the difference between customer experience and customer service. They’re not synonymous! [7:10] Another term that gets confused with customer experience is user experience. Jon breaks down how this is different. [8:45] With that being said, you cannot deliver excellent customer service without employees who are engaged. This means you do have to invest in your people if you want to see the overall customer experience improve. [11:45] Jon has seen time and time again executives not valuing the importance of customer experience. He realized he needed to talk in “executive” language to really drive the point home that happy customers equal a higher valued business. [14:05] Here is why this particular supermarket is the perfect example of what a good customer experience looks like. [16:55] Businesses are not only in the business of shaping the customer’s experience. They are in the business of shaping the customer’s memory. [21:15] The onboarding experience is often messy, and that’s a bad thing because that’s one of the first experiences your employees are going to see. [27:45] It’s a job as a leader to make sure everyone in the organization understands their purpose and the reason why their jobs are critical and help the organization to run smoothly. Sitting down and just having a conversation about the importance of their impact goes a long way. [30:25] Humans are control freaks. We want to know where we’re going at all times. Jon explains how that affects the customer when they’re trying to do business with you. [33:15] You don’t have to change the experience, you just have to give the appearance of control for the user to feel at ease. [37:30] There are huge turnover rates happening in the workforce right now. Leaders are scrambling, but the same techniques used to build loyalty in customers can also be used with employees! [43:20] If you boil this process down, it’s all about making people feel good about the interaction they just had with you. [44:05] Listener challenge: Serve with distinction. Be accountable to your staff.   Quotable Quotes “When you have high turnover it causes a deterioration in the customer experience.” “The details because the details have the opportunity to shape people’s perspectives.” “To give people a perception of control, you’re setting expectations for them. The minute you set expectations for them, you conform their thoughts to the experience and they know what’s coming around the corner.” “When people see a boss or a manager who’s fighting for them, who’s in their corner, who’s helping them develop their career, those people will walk through walls for that person.”   Resources Mentioned Sponsored by: Pre-order Jon’s book,