The Leadership Podcast

Stuart Grazier is a full time entrepreneur and a retired Navy pilot. Stuart is also the co-founder and co-host of The Kinetic Man, a podcast to empower. Stuart opens up about the flawed definitions of success that many people grapple with. He shares the transformative role of community, faith, and vulnerability in shaping a fulfilling life and career. Stuart delves into the importance of tribes, both in personal and professional contexts, and explains how clarity and intentionality can guide individuals toward meaningful growth. Through insightful anecdotes and lessons from his podcasting journey, Stuart provides actionable advice for leaders at all stages. https://bit.ly/TLP-449 Key Takeaways [04:01] Stu opens up about the societal pressures that lead men to chase worldly definitions of success—power, money, and sex. He emphasizes the need to shift focus toward personal values and purpose, highlighting the loneliness epidemic and its ties to these flawed ideals. [06:55] Discussing life after the military, Stu describes the challenges veterans face in redefining their identity. Losing the structure and tribe of military life can leave veterans feeling isolated. He stresses the importance of intentionally finding new communities to belong to. [09:20] Humans are designed for connection, as seen in both religious teachings and research studies. Stu emphasizes that relationships are key to happiness and that intentional efforts to build community are vital. [14:05] Stu shares his journey of self-discovery through mentorship, reflection, and accountability. He recounts how mentors helped him identify blind spots and guided him toward actionable steps to improve his life and leadership. [21:24] Stu shares small yet impactful habits learned from guests, like taking walks to spark creativity and creating a daily connection with family through shared rituals. [27:16] Stu discusses the evolution of his faith and why living authentically and sharing his beliefs openly is central to his leadership and personal philosophy. [32:40] Stu describes vulnerability as a superpower and explains how spending time in nature fosters deeper reflection and connection. He emphasizes the importance of outdoor activities in maintaining mental, emotional, and spiritual health. [36:32] Stu and the hosts discuss the value of serving others as a way to move through personal struggles. Stu explains that focusing on others can bring clarity, reduce stress, and create a sense of purpose. [39:16] And remember, People who add value to others do so intentionally. I say that because to add value, leaders must give of themselves, and that rarely occurs by accident. - John Maxwell Quotable Quotes "If you don't change anything, what does your life look like 10 years down the road?" "The shortest distance between two people is vulnerability." "You can't find clarity without first facing the hard truths about yourself." "Community and purpose are not optional; they are essential." "Failing is okay. It's how you learn and grow." "Let's work on ourselves first, starting with tiny, incremental changes." "You never know who needs to hear your story. Holding it back is a missed opportunity." "Nature has a way of opening up the soul and creating space for growth." "Your identity isn't your title; it's who you are at your core." "Find your tribe. Life is better when you're not doing it alone." Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Stu Grazier LinkedIn | https://www.linkedin.com/in/stuartgrazier The Kinetic Man Website | www.thekineticman.com YouTube | https://www.youtube.com/@TheKineticMan Facebook | www.facebook.com/groups/thekineticman Instagram | @stu_grazier Twitter | @TheKineticMan Podcast | https://creators.spotify.com/pod/show/thekineticman

In this insightful discussion, Sarah Dalton, co-author of "The Five Talents that Really Matter," shares her expertise in talent assessment. She unveils the five essential leadership talents: setting direction, harnessing energy, exerting pressure, increasing connectivity, and controlling traffic. Sarah challenges conventional hiring biases and highlights the importance of identifying innate leadership qualities over traditional resumes. She advocates for structured selection processes and emphasizes the value of balanced teams to drive effective leadership.

Dr. Debra Clary is a narrative scientist and author of "The Curiosity Curve." In this episode, Debra discusses the transformative power of curiosity in leadership and organizational culture. She shares her unconventional journey from aspiring stand-up comic to corporate executive at Fortune 50 companies, emphasizing the importance of self-awareness, persistence, and storytelling in leadership. Debra explains how curiosity can be learned and measured, highlighting its positive impact on leadership performance, employee engagement, and innovation. She recounts experiences from her career and personal life, including her one-woman show "A Curious Woman," which explored lessons from her corporate career with humor and vulnerability. Listen in to hear how you can foster curiosity in your teams, create psychological safety, and embrace feedback as a tool for growth and transformation. https://bit.ly/TLP-447 Key Takeaways [03:23] Dr. Debra Clary shares her background as a stand-up comic before transitioning into the corporate world. Her father encouraged her to pursue her dreams while also giving honest feedback about her comedic talent, emphasizing the importance of self-awareness and persistence. [05:15] Debra highlights how curiosity can bridge divides, citing a personal experience on a train in Italy that made her realize Americans often prioritize speaking over listening. She emphasizes that genuine curiosity can help people understand different perspectives and reduce conflict. [08:16] Debra developed a curiosity assessment tool after being asked if curiosity is innate or learned. Her research found that curiosity can be developed and directly correlates with leadership performance, employee engagement, and innovation. [11:22] She discusses how societal norms often suppress curiosity, but it can be reignited through self-awareness and practice, like asking questions and exploring new ideas. Debra shares a case study where a CEO's low curiosity impacted the entire company's innovation efforts. She stresses the importance of psychological safety and open feedback to prevent leadership from stifling creativity. [22:23] She emphasizes the power of storytelling for leadership, noting that effective communication involves multiple touchpoints and a consistent message. [26:45] Debra performed a one-woman show, A Curious Woman, to share lessons from her corporate career with humor and storytelling, using vulnerability as a tool for connection and growth. [29:08] She pursued a doctorate while working full-time, driven by curiosity about leadership and organizational culture. She balanced her studies with her professional and personal responsibilities, demonstrating resilience and discipline. [37:06] Debra concludes by emphasizing that curiosity has the power to transform relationships, organizations, and even the world, urging listeners to embrace it as a tool for positive change. [37:53] Closing quote: Remember, "Once we believe in ourselves, we can risk curiosity, wonder, spontaneous delight, or any experience that reveals the human spirit" — E.E. Cummings Quotable Quotes "Curiosity has immense power to transform relationships, families, teams, organizations, and even our world." "If we could truly listen to others without judgment, we could break through conflicts and divisions." "Curiosity can be learned, and it directly impacts leadership performance and employee engagement." "Negativity can kill curiosity, but positivity and curiosity can both be contagious." "A leader's role is to influence and inspire action through effective communication." "The most important thing a leader can do is have a compelling message that drives change." "We become conditioned to be incurious through societal norms and professional specialization." "Self-awareness and psychological safety are essential for fostering curiosity in teams." "Curiosity, paired with discipline, can be the driving force behind personal and professional success." "Once we believe in ourselves, we can risk curiosity, wonder, spontaneous delight, or any experience that reveals the human spirit" — E.E. Cummings Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Debra Clary's LinkedIn | www.linkedin.com/in/drdebraclary Debra Clary's Website | debraclary.com/curiosity-curve Debra Clary's Twitter | @drdebclary

Dr. Marie Helene Pelletier, a leadership psychologist and author of "The Resilience Plan," discusses the intricate link between mental health and leadership. She explains how resilience is essential for leaders to navigate challenges effectively. Practical strategies include creating personalized resilience plans and integrating stress management techniques tailored to individual needs. Dr. Pelletier emphasizes the value of proactive resilience and bouncing forward through adversity, ensuring leaders can thrive even under pressure while fostering team resilience.

Jim and Jan dive deep into the concept of "Glue Guys" (or "Glue Gals")—the individuals who often go unrecognized but are crucial in holding teams and organizations together. They explore the traits, roles, and impact of these unsung heroes across various settings, from sports to corporate environments. Jim shares insights into how these individuals contribute behind the scenes, and expands on this idea, explaining that in sports, captains who are not necessarily stars often embody these roles. This segues into a broader discussion on how these traits appear in organizations, emphasizing that leaders should identify and reward such individuals. They also touch on how glue people are essential in sales roles. Jim explains that great salespeople not only connect with customers but also navigate internal systems, exemplifying the characteristics of glue people by fostering trust and collaboration. Jan and Jim outline steps to identify glue people, understand their unique contributions, and create environments where they can thrive. By aligning their efforts with organizational values and acknowledging their often immeasurable impact, leaders can build stronger, more cohesive teams. https://bit.ly/TLP-445 Key Takeaways [01:34] Jim explains the term "Glue Guy" as someone who may not be the leader but is critical in keeping a team united. These individuals often work behind the scenes to ensure harmony and productivity. Despite their importance, they are frequently overlooked for promotions or recognition. [03:49] Jan reflects on the Kansas City Chiefs, pondering who their glue player might be. Jim expands on how glue people in organizations often act as mediators, ensuring smooth communication and conflict resolution across departments or teams. [08:22] Jim recounts the story of Billy Caldwell, a historical figure known as a "Great Negotiator." His ability to bridge cultural divides and foster trust among conflicting groups exemplifies the role of a glue person. [16:39] Jim highlights how sales professionals embody the qualities of glue people. They connect parties with different objectives, fostering long-term relationships and mutual success. [20:01] Jan suggests leaders actively identify these individuals within their organizations and assess the unique contributions they bring. Recognizing and rewarding their efforts is essential for sustaining high-performing teams. [22:34] Jim and Jan encourage leaders to create environments that nurture and support glue people. By understanding their behaviors and aligning them with organizational values, leaders can foster engagement and loyalty. [25:20] And remember, "Trust is the glue of life. It's the most essential ingredient in effective communication. It's the foundational principle that holds all relationships." - Stephen Cove Quotable Quotes "The glue guy or glue gal kind of keeps the team together." "Who are the people who are the glue guys within your organization? And are you doing enough to recognize them?" "The glue guys tend to be a little more mission focused first, the mission ahead of self, and self comes second but not completely selfless." "Glue people tend to be able to speak everyone's language. They tend to have good empathy." "Glue guys are like Rosetta Stones—they bridge gaps between groups, fostering understanding and trust." "The best salespeople are really glue guys." "The glue guy or glue gal kind of keeps the team together. And so it's not necessarily the de facto leader, doesn't even have to be the captain, but it's the kind of people that often go overlooked that kind of like keep the peace within a team, keep the peace within an organization, maybe kind of, you know, are doing a lot of work behind the scenes or like the duck's feet paddling below the surface of the water to make sure everything looks good, you know, on the surface." This is the book mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Susan Kelsey's documentary on Billy Caldwell TLP180: The Captain Class - A Bold New Theory of Leadership TLP288: Ubiquitous Access is Crushing the Power and Influence of Information TLP252: Don't Play The Game - Change It TLP 121: Jeffrey Pfeffer Challenges Our Assumptions About Leadership

Wayne Turmel is a co-founder of the Remote Leadership Institute, and co-author of The Long-Distance Leader and The Long-Distance Teammate. Wayne provides insights into the evolution of the workplace, the challenges of remote and hybrid work, and how leaders can adapt to these seismic changes. Wayne emphasizes the importance of intentionality in remote leadership and explores how technology, communication, and accountability shape successful remote teams. He introduces practical frameworks like the "3 Cs" of culture: Communication, collaboration, and cohesion. He explains why trust is at the heart of remote work, and covers the pitfalls of micromanagement, the necessity of proactive behavior in teams, and the role of leaders in navigating the complexities of hybrid work. https://bit.ly/TLP-444 Key Takeaways [03:15] Wayne reflects on the technological advancements that have revolutionized remote work. He mentions how tools like Zoom, Slack, and Teams replaced older platforms like Skype for Business, transforming communication and collaboration. He explains that the pandemic accelerated the adoption of remote work, turning what was once a prediction into a global reality. [05:12] Wayne explains that trust is essential for remote work to succeed. He outlines three key elements: a shared mission, effective use of technology, and accountability. Trust enables team members to rely on one another, and without it, remote teams can struggle to function. [06:41] Wayne highlights the need for intentionality in remote leadership. Unlike in-person settings, remote leaders can't rely on casual interactions or physical cues to gauge how their team members are doing. Instead, they must proactively check in, build relationships, and create opportunities for engagement. [13:03] Wayne introduces the "3 Cs" of culture: Communication, Collaboration, and Cohesion. He explains how teams can intentionally design their culture by focusing on how they communicate, how work is done, and how team members connect. He shares practical examples, like creating informal Slack channels for casual conversations, to foster connections. [18:23] Wayne emphasizes the importance of proactivity. Great teammates go beyond their job descriptions—they step up during meetings, reach out to struggling colleagues, and contribute ideas. Proactivity builds trust and strengthens team dynamics, which is critical in remote settings. [25:40] Wayne argues that micromanagement undermines trust and creates unnecessary stress. Instead of focusing on how much time employees spend logged in, leaders should evaluate their teams based on outcomes and contributions. Micromanagement often leads to frustration and disengagement, both for leaders and employees. [31:42] Wayne notes that 70% of white-collar work now involves writing, yet many employees haven't been trained in effective communication. As remote work relies heavily on emails, chats, and written reports, he encourages leaders to invest in improving their team's writing skills to ensure clear and effective communication. [44:36] Wayne believes the future of work isn't just about where people work but how they work together. He stresses the need for intentional strategies that balance productivity, flexibility, and employee engagement. For leaders, adapting to these changes requires focusing on outcomes, fostering trust, and maintaining a clear vision. [46:49] And remember, "We should be in constant evolution and adapt to the new without ever losing our essence or our integrity." - Pedro Capo Quotable Quotes "Trust is the glue of remote work; without it, teams can't thrive." "Remote leadership requires intentionality in every interaction." "Culture doesn't happen by chance; it's built through communication, collaboration, and cohesion." "Micromanaging remote teams is a fast track to frustration—for both leaders and employees." "Great teammates are proactive, productive, and long-term thinkers." "Leadership isn't about where people work; it's about how they work together." "The world has changed, and so must our approach to work." "The future of work isn't just remote; it's intentional." This is the book mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Wayne Turmel Website | wayneturmel.com Wayne Turmel LinkedIn | www.linkedin.com/in/wayneturmel Wayne Turmel Facebook | www.facebook.com/wayne.turmel Wayne Turmel X | @wturmel

Helen Hanison is the author of "Unstuck: A Smart Guide to Purposeful Career Redesign." Helen discusses why many professionals feel stuck in their careers, emphasizing the ingrained societal pressure to persevere even in unfulfilling roles. She highlights how individuals often ignore their values and continue along a path that no longer aligns with their sense of purpose. For leaders, Helen explores how fostering open conversations with team members about their aspirations and aligning roles with individual strengths can combat stagnation and create meaningful engagement. Helen defines "purposeful" career redesign as a structured, three-act process of alignment, ideation, and transformation. It starts with self-awareness, identifying personal values and strengths, and ends with practical experiments to test new career directions. She underscores the role of self-awareness in career transitions, advising professionals to reflect deeply on what truly matters to them. Helen also provides advice for leaders feeling stuck, advocating for small, deliberate steps toward change while maintaining authenticity and connection with their teams. https://bit.ly/TLP-443 Key Takeaways [02:16] Helen shared that many of her defining career moments became clear only in hindsight. She described how pivotal experiences often go unnoticed until they are viewed in context. These moments now drive her mission to help others get unstuck. [06:07] Helen explained that Unstuck is a culmination of her experiences and learnings from navigating her career. She described it as a "roadmap" for designing purposeful careers. [09:15] Helen discussed how societal pressures, like the need to persevere, often keep people stuck in unsatisfying careers. The pandemic, she noted, became a catalyst for reassessment and gave people permission to rethink their paths. [21:09] Helen broke down her approach into three acts: Alignment, Ideation, and Transformation. She emphasized the importance of aligning strengths and values, brainstorming possibilities, and testing ideas before making big changes. [25:17] Helen stressed the value of having a coach or mentor. She highlighted that while some can navigate change alone, having a thought partner can accelerate transformation and provide accountability. [34:53] Helen addressed the challenge of being promoted into roles that may not align with one's strengths. She advised leaders to reconnect with their values and seek support to navigate transitions. [41:02] Helen encouraged listeners who feel disconnected from their careers to take action. She outlined the first steps of career redesign: understanding what you enjoy and value most, and starting small to build momentum. [43:12] And remember, "Growth is painful, change is painful. But nothing is as painful as staying stuck where you do not belong." - Narayana Murthy Quotable Quotes "Perseverance is a virtue, but staying in a career that violates your values is not." "Purposeful career redesign starts with understanding what you enjoy most and value most." "When you align your career with your values, the fear of change starts to lose its power." "Coping for 20 years in a career that doesn't serve you is not living—it's surviving." "The career ladder is outdated; think of your career as a series of meaningful projects instead." "Perseverance can be a trap when it keeps you stuck in something that violates your values." "The first step to getting unstuck is radical self-awareness—know your strengths, values, and what fuels your purpose." "To create meaningful change, leaders must help their teams move beyond 'more better' to something new and exciting." "Aligned career transformation isn't about big leaps—it's about small, deliberate steps that reduce risk and build clarity." "A supportive leader creates a legacy not by holding onto people but by facilitating their growth, even if it means they move on." "Your career should light you up, not weigh you down. If it doesn't, it's time to reassess and realign." "Leaders who align their values with their actions inspire their teams and create a ripple effect of positivity." This is the book mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Helen Hanison Website | www.helenhanison.com Helen Hanison LinkedIn | www.linkedin.com/in/helen-hanison-com Helen Hanison Instagram | @helenhanison

Andy Hilger recently completed a 25-year career with Allegis Group, his last six years serving as the president of the global staffing and services company. He currently serves as a guest lecturer at Duke University and American University, and writes a regular LinkedIn blog on leadership. Andy shares insights on finding fulfillment in the workplace, learning through failures, and the evolving role of leadership in a rapidly changing world. Andy discusses his early career struggles, from overcoming rejection to dealing with imposter syndrome. He reflects on the importance of embracing failure, recounting his experiences of being cut from school basketball teams and how it shaped his outlook on resilience and grit. Transitioning into business, Andy emphasizes how businesses can act as a force for good, outlining the potential for companies to balance purpose with profit. Andy touches on critical themes such as accountability, agency, and creating a culture of trust in the workplace. Andy delves into how leaders can use empathy alongside clear expectations to foster engagement. Andy shares his approach to personal growth, highlighting the importance of cultivating purpose over chasing traditional markers of success. He advises young professionals to embrace learning, prioritize meaningful work, and navigate careers with agility and curiosity. https://bit.ly/TLP-442 Key Takeaways [01:25] Andy opens up about what's not in his public bio. He shares how being cut from his 8th and 9th-grade basketball teams and facing repeated rejections in his career taught him resilience and the value of grit. "The failures are what shape us more than the accomplishments." [06:03] Andy discusses how businesses can be a force for good. He explains that while nonprofits do great work, they often lack scalability. Businesses, with their resources, have the ability to drive meaningful change by aligning profits with purpose. "Money is critical, but it should fund purpose and mission." [10:08] In his work with students, Andy encourages them not to wait for a position of power to start making an impact. He teaches them that they can begin shaping the organizations they join and the impact they have, starting today, by recognizing their own agency and acting with urgency. [12:34] Andy shares a pivotal early career moment when he was encouraged to deliver feedback to a superior. This experience taught him the value of creating a culture where feedback is not just accepted but expected. "Giving feedback isn't optional; it's an obligation." [19:38] Andy spoke to 500 freshmen at West Virginia University and found them curious and eager to make a difference but uncertain how to do so. While some stereotypes about their generation hold, he found them engaged and motivated. They were stressed about internships, choosing majors, and managing financial pressures. Andy advised them to focus on learning and meaningful experiences rather than specific career outcomes, believing the true value of education lies in skills and relationships developed over time. [25:24] Andy expresses concerns about AI's impact on society. He warns against the industry's focus on maximizing profit at the expense of ethical considerations. "We need to prioritize wisdom over intelligence to ensure technology serves humanity." [35:51] Reflecting on his journey, Andy explains how shifting from an imposter mindset to one of growth helped him navigate challenges. He encourages leaders to foster environments where others can make that same transition. [43:51] Andy discussed how businesses need to adapt to meet new expectations. He believes companies should move away from traditional hierarchies and create flexible environments. Hiring for adaptability and continuous learning is crucial. Leaders should focus on providing meaningful work and ensuring that their companies deliver value to customers, as knowledge quickly becomes outdated. [46:32] And remember, "It is not in the pursuit of happiness that we find fulfillment, it is in the happiness of pursuit." — Denis Waitley Quotable Quotes "The resume is a glossy view, but the failures are what shape us more than the accomplishments." "We are more a culmination of our failures than just the things that end up on the resume." "Money can't be the end goal; it has to fund purpose and mission." "Profits are the oxygen that allows businesses to live their mission." "Leadership isn't a prize; it's an awesome responsibility." "Leadership isn't about waiting for a title; it's about starting where you are to make an impact." "Learning to love learning is the most important skill in today's dynamic world." "No one will care what you majored in; learning to love learning is the key to success." "Wisdom must guide intelligence; without it, we risk serving the tools we create." "Focus on your learning potential, not your earning potential." Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Andy Hilger LinkedIn | Andrew Hilger Andy Hilger X | @ahilger1

Felicia Shakiba, CEO at CPO PLAYBOOK, and Podcast Host, has also led several international HR teams as the Fractional Chief People Officer for clients in industries such as fintech, biotech, ad tech, and more. Felicia discusses today's most pressing leadership challenges. Felicia shares insights on leadership in a rapidly evolving landscape influenced by AI, the importance of executive coaching, and the critical role of culture in driving engagement and performance. Through her experiences with diverse organizations, Felicia explores the intricacies of fostering unified and agile teams, especially in hybrid settings. She also delves into aligning people strategy with business objectives, and the future of learning and development. Felicia's candid take on bridging gaps between HR policies and frontline needs, building flexible and engaging company cultures, and maintaining authenticity offers valuable lessons for leaders at all levels. She also highlights the significance of personalized growth paths, employee engagement, and professional development in ensuring that teams stay motivated and connected. https://bit.ly/TLP-441 Key Takeaways [05:25] Felicia explains how AI is changing L&D by converting static content into interactive learning modules, offering immediate feedback, and providing real-time data insights. She notes that while AI enhances learning efficiency, it lacks the ability to interpret subtle cues like body language and emotions, which are crucial in executive coaching. [08:07] According to Felicia, HR's top-down approach often feels out of touch with frontline managers' immediate needs. She believes HR should partner with managers to create relevant programs, making it clear that HR's role is to support and listen to those directly leading teams. [09:42] Felicia emphasizes that general training is useful for foundational learning but becomes ineffective for leaders seeking to grow specific skills. She customizes her coaching to focus on three to four key competencies, helping leaders navigate complex decisions and preparing them for future responsibilities. [19:03] Felicia advocates for using engagement data to inform decisions about work models, rather than guessing. She explains that high engagement scores can validate remote work, while low scores may indicate the need for in-person strategies to boost team cohesion and satisfaction. [23:40] Felicia notes that side hustles are often a response to stagnant growth opportunities within organizations. To retain talent, she suggests companies provide transparent career paths and actively support professional development, which can lead to higher engagement and loyalty. [31:19] Felicia explains that leaders pursuing cultural transformation often want to eliminate silos, improve communication, and inspire innovation. She advises that a successful transformation should align culture with strategic goals, ensuring employees feel empowered and connected to the mission. [36:30] Felicia shares research suggesting that diversity can enhance financial performance and prevent groupthink, though causation is difficult to prove. She emphasizes that diversity in gender, race, and expertise fosters fresh perspectives, contributing to long-term success and adaptability. [44:29] And remember, "It's not all about talent. It's about dependability, consistency, and being able to improve. If you work hard and you're coachable and you understand what you need to do, you can improve." - Bill Belichick Quotable Quotes "True coaching requires understanding beyond data; it's both scientific and artful." "Building a strong company culture across remote teams is about creating virtual 'water cooler' moments that keep people connected." "HR should serve as a support to managers, not a barrier; their role is to help create programs that managers actually need." "People are drawn to innovative cultures; they'll stay if they feel they're growing and valued." "Cultural transformation is more than values on paper; it's about shifting how people connect, communicate, and work together." "Diversity isn't just about representation; it's about preventing groupthink and driving innovation." "People need personalized development, especially leaders, who have unique competencies and challenges to address." "It's not just about moving up; it's about building skill paths that align with both individual and organizational goals." Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com CPO PLAYBOOK Website | www.cpoplaybook.com Felicia Shakiba LinkedIn | www.linkedin.com/in/feliciashakiba CPO PLAYBOOK with Felicia Shakiba Podcast Felica Shakiba YouTube | www.youtube.com/@feliciashakiba

Leslie Zane, Founder and CEO of Triggers® Brand Consulting, and author of "The Power of Instinct: The New Rules of Persuasion in Business and Life." Leslie explains that our instinctive, unconscious mind makes up about 95% of our daily choices, and marketers who focus on this instead of logical appeals see the strongest brand results. Leslie unpacks the concept of growth triggers, small but powerful cues that embed positive associations with a brand and override past negative perceptions. She also reveals why emotional marketing has limited long-term impact and urges brands to adopt strategies that leverage familiarity and instinct to grow lasting loyalty. Leslie touches on the Age of Instinct, a term she uses to describe today's emphasis on behavioral science and AI in decision-making. With marketing now focused more on the unconscious mind, Leslie believes that the future of branding is driven by the brain's associative power. She breaks down the difference between "uniqueness" and "distinctiveness" in marketing, advocating for strategies that balance fresh ideas with a sense of the familiar. Leslie's insights challenge traditional marketing rules and provide a roadmap for leaders looking to grow authentically by aligning with the natural ways the human brain makes decisions. https://bit.ly/TLP-440 Key Takeaways [03:24] Leslie explains that Kahneman's research emphasizes the unconscious mind's major role in decision-making, responsible for about 95% of our choices. However, the marketing industry mistakenly interpreted this as needing emotional appeals, which don't lead to long-lasting brand loyalty. Leslie stresses that emotional connection is an outcome, not an input, for effective persuasion. [07:59] Leslie shares that in the 90s, her work on instinctive decision-making was met with resistance, as behavioral science was not yet widely recognized in the business world. She felt isolated as she advocated for a focus on instinctive mind, a concept that took 30 years to gain mainstream acceptance. [16:31] Leslie describes the brand connectome as the network of associations tied to a brand that resides in the unconscious mind. Brands grow stronger as they develop positive, distinctive, and familiar connections over time, ultimately leading to instinctive consumer choices. [20:04] Leslie says "growth triggers" act like a brand's "miracle grow." These are sensory cues, like McDonald's "fresh cracked egg" imagery, that add positive associations to a brand quickly, reversing negative perceptions and strengthening consumer loyalty. [25:09] Leslie notes that persuasion within a company requires treating ideas like brands. To achieve internal buy-in, she suggests building familiarity over time rather than introducing fully formed ideas. Involve key influencers in early stages, allowing people to "co-create" the idea, which increases acceptance and support. Leslie emphasizes that frequent exposure to an idea builds comfort and familiarity, making it more likely to be embraced. [28:31] Leslie discusses how the current era of AI and behavioral science emphasizes the unconscious mind's influence in business. As AI advances, it enables marketers to connect with consumers on an instinctive level, signaling a shift toward the Age of Instinct in decision-making. [32:40] Leslie highlights that while behavioral science and AI are powerful tools for persuasion, they raise ethical concerns. She stresses the importance of ethical marketing practices, as companies may manipulate consumers without their awareness. Leslie warns that as AI technology progresses, it is essential for the industry to remain vigilant, ensuring human control and prioritizing consumer well-being to prevent overstepping ethical boundaries. [39:18] And remember, "Your mind knows only some things. Your inner voice, your instinct, knows everything. If you listen to what you know instinctively, it will always lead you down the right path." - Henry Winkler Quotable Quotes "Emotional connection should be the outcome, not the input." "The instinctive mind calls the shots in branding and decision-making – that's where marketers need to focus." "Familiarity beats uniqueness – a brand's strength lies in building familiar, positive associations." "Instinct is the most powerful force for changing human behavior – leverage it to make your brand unforgettable." "Growth triggers act like 'miracle grow' for brands, adding positive associations that change consumer perception." "The brand connectome is a mental network – the larger and more positive it is, the stronger the brand loyalty." "Marketing to the conscious mind won't drive long-term loyalty. Our unconscious choices hold the power." "Distinctiveness, not uniqueness, makes a brand memorable – give consumers something fresh that still feels familiar." "Stop trying to persuade people; instead, align with the mind's natural instincts and your brand will grow." "We're in the Age of Instinct, where behavioral science and AI unlock new ways to connect with consumers." This is the book mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Leslie Zane Website | lesliezane.com Triggers® Brand Consulting Website | triggers.com Leslie Zane LinkedIn | www.linkedin.com/in/lesliepicotzane Leslie Zane Facebook | www.facebook.com/leslie.zane.9 Leslie Zane X | @leslie_zane