Leadership Jam Session

What are some attributes that successful leaders and teams share?Jon Macaskill is a retired Navy SEAL commander who served in the military for almost 24 years. He joins me to discuss four attributes of successful leaders he has witnessed throughout his career. Today, Jon uses his experience and personal stories to help organizations overcome some of their day-to-day challenges. He is also the host of the 'Men Talking Mindfulness Podcast,' where he brings mindfulness and meditation practices to high-performing teams. Tune in to learn more about the challenges Jon had to overcome, his advice on team building, and how to recognize a confident leader.Key Takeaways - Why Jon decided to join the Navy (02:27)- Why military leaders do so well in the corporate world (07:53)- The challenges of managing in organizations (11:02)- The traits of high-performing leaders and teams (14:08)- How to recognize a genuinely confident leader (18:19)- Dealing with toxic team members (24:02)- A look into Jon's 'Men Talking Mindfulness' podcast (25:51)Leadership ResourcesHow are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Can you reduce the amount of time it takes to build trust with your employees?This is a question that regularly comes up in my workshops. And in this new installment of our ‘Ask Rob’ series, that’s precisely what I’m discussing.I share a few techniques I use to reduce the timeline of building trust with my employees. I also examine some of the reasons the journey of building trust can be elusive.So, tune in to learn more about the art of building trust with your employees - the fast way!Do you have a challenging scenario or some advice you want me to weigh in? Just go to https://sartoleadershipgroup.com/leadership-jam-session-podcast/. Click on ‘Ask Rob,’ and you’ll be able to send your request. You’ll hear back directly from me! Key Takeaways - How to gain your employees’ trust quickly (00:00)- The one question all employees have (03:11)- How I approach building trust as a manager (05:04)- What is the most significant challenge managers face? (09:39)- The key to reducing the timeline of building trust (14:05)Leadership ResourcesHow are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

As a manager, you'll often find yourself trying to hire for an open position. While this is a standard process, choosing the right applicant can sometimes get tricky.How do you determine who the person sitting down in front of you truly is?Moreover, how can you find out whether or not they have or lack self-awareness?Today's episode will consist of a discussion during one of my workshops called the Coach's Jam Session. We break down the best practices when assessing whether or not somebody has self-awareness in an interview. We also discuss why interviewing is all about asking the right questions and picking the right cues. Finally, we'll share some tips on how to create a comfortable environment during interviews.Key Takeaways - How to approach professional interviewers (01:37)- The importance of creating a comfortable environment (04:06)- How to leverage your team's input during interviews (12:00)- The two questions you should always ask (14:51)Leadership ResourcesHow are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

What are the fundamentals of good leadership?Today's guest is Captain Dave Forman, US Navy Submarine Captain and founder of Wolfpack Leadership.Dave provides his clients with practical training and the application of proven leadership methods from US submarines.He has over 20 years of experience at all leadership levels, from line manager to chief executive. Dave leverages his success and experience as a nuclear submarine Captain to accelerate his clients' leadership skills.In this Leadership Jam Session Podcast episode, Dave shares his most significant leadership victories and challenges.Tune in to learn why the fundamentals of good leadership apply to both the private and military sectors. We'll also discuss how to keep your team engaged, plus Dave's advice for new leaders.Key Takeaways - Episode intro (00:00)- How Dave joined the Navy (01:02)- Dave's biggest challenge as a submarine captain (05:04)- The importance of employee engagement (08:27)- Military vs. private sector (11:38)- Dave's most notable leadership victory (13:41)- Why mentorship is vital (21:21)- Dave's advice for new leaders (25:58)Leadership ResourcesHow are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

The matrix environment: When you have employees reporting to you and reporting to other managers on a dotted line.Getting everyone on the same page with this type of team alignment can get a little confusing. Nevertheless, a matrix environment defined by sincerity, humility, and communication can yield impressive results.So, what are the most significant challenges and benefits of managing employees in this environment?In today's Leadership Jam Session Podcast episode, I welcome two of my former colleagues, Lisa Wynja and Lindsay Luke, to help us navigate this discussion. Each has vast experience dealing with these scenarios, so they'll be sharing their insights and experiences with managing in a matrix environment. We'll discuss the importance of building relationships and fostering healthy communication, plus our advice for new managers on successfully dealing with a dotted line relationship.Key Takeaways - Episode intro (00:00)- Why managing in a matrix environment is so challenging (01:51)- The importance of humility (03:10)- Dealing with complex scenarios (06:26)- How to build trust with other managers (11:25)- Why successful relationships are based on communication (13:06)- The advantages of dotted line reporting (16:49)- Episode recap (18:28)Leadership ResourcesHow are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

How do great leaders approach team management?Today's guest is Scott Holmes, a good friend who used to work with me at a previous company.Scott is a great leader and has over 30 years of experience in the healthcare industry. He is currently the vice president of the commercial business group at a startup biotech company.In this week's episode of the Leadership Jam Session Podcast, Scott joins me to talk about his experiences as a leader, why trust is the key to team building, and the importance of giving back to your employees and the community.We'll also talk about one of the most critical aspects of team management; the little things we do as managers that impact our employees personally.Key Takeaways - Episode intro (00:00)- Scott's leadership style (01:25)- The challenges of team-building in the healthcare industry (03:28)- The problem with favoritism (05:14)- How to support your employees (06:58)- The best way to build trust (15:35)- Why our experiences shape our beliefs (19:05)- Scott's advice on managing teams (25:12)Leadership ResourcesHow are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Many of you reach out to me from time to time with a challenging management scenario, where you'd like to get guidance on how to approach that.Today's episode will feature a new format that we rolled out called ‘Ask Rob’.Today's question is from Doug, who is from Colorado:"Hi, Rob. I was recently promoted into a management position about eight months ago,and I often hear you talk about transition and the need to understand that there's a difference between managing a process and becoming a leader. My question to you is, how do you know when you've made that transition? Or at least know that you are a good leader?"In this episode of the Leadership Jam Session Podcast, I'll address Doug's challenging scenario. I'll talk about why true leaders are the ones that get validation from the teams they lead. I'll also share some of my life experiences that shaped my approach to leadership. If you're dealing with a challenging scenario, feel free to reach out to me through my website at https://sartoleadershipgroup.com/leadership-jam-session-podcast/. Click on 'Ask Rob,' and you'll be able to send your scenario to me. We care about your privacy, so everything will be held confidential. Key Takeaways - Episode intro (00:00)- How to get featured in ‘Ask Rob’ (00:36)- How do you know if you're a good leader? (01:25)- Why only your people can give you that validation (03:00)- The signs that you're on the right track (04:10)- Leadership lessons from my life experiences (05:27)- Episode recap (09:54)Leadership ResourcesHow are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Today's episode will focus on a prevalent yet challenging scenario that plagues all of us: How do you deal with an employee who lacks self-awareness? As leaders, we've all been there, and I'm confident you've seen this scenario time and time again. However, objectively assessing the situation can get tricky. Sometimes, it may even boil down to a difference in communication styles or personal values and not necessarily a lack of self-awareness.But then, how do you know when you're genuinely dealing with somebody who lacks self-awareness? Fortunately, there are some strategies and specific techniques you can apply when dealing with a situation like this.In this episode of the Leadership Jam Session Podcast, I'm joined by a group of seasoned leaders to discuss how to manage an employee with a low degree of self-awareness effectively. We'll talk about why it's essential to validate your perceptions with other managers and how to have a fruitful coaching discussion with your employee.Key Takeaways - Episode intro (00:00)- How do you know when an employee isn't self-aware? (01:27)- Why it can be challenging to have this discussion (02:50)- Why perspective is crucial (07:41)- How to have a successful coaching discussion (16:13)- Why feedback is all about trust (18:56)- How to increase your employee's engagement (21:39)- Why timing is vital (27:57)- Episode recap (31:57)Leadership ResourcesHow are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Earlier this week we released the first part of our tribute to the 20th anniversary of 9/11, where I shared a bit about my time as an officer in the Fire Department of my hometown, Kenilworth, New Jersey.I talked about some of the leadership lessons I learned during those years and how I led a firefighters company into New York City on 9/11.So, today's episode is the second part of our tribute to 9/11. I'm joined by two of the firefighters that were part of that team on 9/11: Bobby Walker, who was the Deputy Chief at the time, and Joe Padula, also a captain who's still active with the department. We'll talk about our memories from that day and some of the perspectives of what went on behind the scenes spending time with New York City Firefighters as we moved into the staging area in Staten Island, where we got our assignment. Key Takeaways - Episode intro (00:00)- What happened after our team got called (01:25)- How we joined the NYC Fire Department in Staten Island (04:50)- Why communication was a significant problem (12:04)- What happens behind the walls of a firehouse (16:94)- How we spent the night at the firehouse (21:16)- Remembering the firefighters we lost that day (27:20)- Why we’ll never forget (31:20)Leadership ResourcesHow are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

As the Leadership Jam Session Podcast is approaching its 50th episode, I want to thank all of my listeners for investing your time to tune in and listen to my podcast. In this episode I share a little bit about my time as an officer in the Fire Department of my hometown, Kenilworth, New Jersey, and some of the valuable lessons on leadership I got to learn during those years.The fantastic people working in this department were all volunteers, from the firefighters up to the chief. It was a very humbling experience to be there, and the experience deeply impacted me and shaped my entire approach to leadership.So, this episode of the Leadership Jam Session Podcast, along with the next episode, are dedicated to the 20th anniversary of 9/11, and I hope it also serves as a reminder that we should never forget what happened that day, especially for those who made the ultimate sacrifice. Key Takeaways - Episode intro (00:00)- Why working at the fire department was a humbling experience for me (03:12)- The three basic principles my leadership approach is based on (06:21)- Why feedback has to go both ways (08:12)- My experiences on 9/11 (09:45)- How my team got called to help (17:21)- Leadership lessons from that day (22:50)Leadership ResourcesHow are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.comCheck you my YouTube Channel for a video of our interview

Today's episode will feature a new format we're launching called 'Ask Rob', where I answer questions I've received from listeners on how to handle challenging scenarios related to managing teams.This episode is based on a question I recently received asking me how to manage two employees who are not getting along but need to work together to achieve a common goal. To help me tackle this specific, challenging scenario, I brought in Eddie Dowling, a seasoned leader and a dear friend of mine who's also been on the Leadership Jam Session podcast before.We'll discuss why it's essential to take a step back and understand the context of the conflict and that it didn't happen overnight. And we'll also talk about why it's in your employee's best interest, and yours, to get them to work it out themselves.If you have a challenging scenario that you'd like to get my thoughts on, please go to my website at leadershipjamsession.com and look for the ‘Ask Rob’ logo. There, you'll find out more about how you can submit your challenging scenario to me - which could get featured right here on the jam session. Key Takeaways - Episode intro (00:00)- How to handle two employees who are not getting along (01:27)- Trying to find a shared purpose (02:43)- Why it's important to expect and encourage healthy debate (06:03)- Why a leader's role is to be a guardrail for the team (08:08)- Assessing your role in the conflict (13:35)- Episode recap (15:26)Leadership ResourcesHow are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

How do you handle getting directions passed down from your boss that you don't necessarily agree with? And how do you communicate these decisions to your team?There may be cases where these directions are coming from high up in the organization, and there's not much you can do about it.But you need to know that sometimes it's okay to push back, especially if you understand the environment you're operating in and assume positive intent on what the company is trying to accomplish.Situations like these can get tricky to solve since much is determined by context, but you can do a few things to make these processes run as smoothly as possible.In this week's episode of the Leadership Jam Session Podcast, seasoned leaders Cherie Tofthagen, Brian Reardon, and Mike Sabol join me to discuss the best strategies to adopt in these scenarios. We'll talk about why transparency and communication are crucial, how to give ownership to your team, and the importance of mentorship and building advocates.Key Takeaways - Episode intro (00:00)- Why you need to develop a global mindset (02:38)- How to get your team involved (04:54)- It's okay to push back (06:45)- Why transparency is vital (12:34)- The importance of employee engagement (18:51)- Why you need a strong communication plan (22:04)- Episode recap (24:37)Leadership ResourcesHow are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

What does it mean to be an authentic leader? And how can you develop that mindset?Today's guest is Sean Georges, a former Marine Corps officer who graduated with distinction from the United States Naval Academy and currently serves as a Senior Vice President and General Counsel for a publicly traded company. Sean's experiences during his years in the Marine Corps provided him with a vast repertoire of valuable leadership insights and team-building skills. However, one of the most profound lessons Sean has learned on authentic leadership springs from the story of a near-fatal car accident involving his daughter. He witnessed the power of teamwork towards accomplishing a shared mission embodied in the bold actions of the rescue team.In this episode of the Leadership Jam Session Podcast, we'll discuss what lies at the heart of genuine leadership, the difference between managing and leading, and how to develop an authentic leadership mindset.Key Takeaways - Episode intro (00:00)- What inspired Sean's message (01:15)- Leadership lessons from Sean's daughter's car accident (03:39)- How to develop authentic leadership (07:52)- Your job as a leader is not to have the answer (16:10)- What is my best and highest role? (24:00)- What the essence of authentic leadership is (25:12) Leadership ResourcesHow are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

The COVID pandemic drastically changed the way we think about business and community-building.Virtual environments have practically become the new workspace for a significant part of the worldwide workforce. As a leader, building and maintaining your team's trust in such strange times can be challenging to get right.Perhaps your team doesn't get along too well virtually, or the strategies you have adopted to build this trust haven't worked at all. What can you do then?Fortunately, there are indeed some tools and actions that can help you boost your team's sense of unity and camaraderie during those long Zoom calls.Getting to know each of your team members' personalities and different communication styles can go a long way. Having one-on-one conversations with them will allow you to build and maintain a sense of trust and connection in a virtual space.And sometimes, it can be better for you to lay low and stay behind the scenes. For example, having your team meet periodically without you can also make a big difference to help that team build the connectivity you're looking for.In today's episode of the Leadership Jam Session Podcast, we'll welcome a panel of leaders who are participants in a new program I recently launched called the Coach's Jam Session to discuss how to build and maintain trust with your team in a virtual environment. Key Takeaways - Episode intro (00:00)- Why it comes down to communication (01:18)- The importance of one-on-one conversations (02:06)- How technology can bind teams together (03:00)- Why you can't force trust (05:23)- Understanding different communication styles (08:17)- How to build a cohesive team online (12:30)- Why sometimes you need to step back (17:00)- Episode summary (20:55)Leadership ResourcesHow are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Regardless of the industry you come from, trying to lead your teams through a restructuring or a merger acquisition while keeping them focused can be daunting.Problems such as a lack of communication among the team or a shared frustration over a slow transitional process can quickly arise. The difference between success and failure will depend significantly on your team management and leadership skills.In this week's episode of the Leadership Jam Session Podcast, we welcome Fred Rapp, a highly successful executive with over 20 years of healthcare experience - and no stranger to leading teams through several of these types of scenarios. We'll discuss the specific challenges he had to overcome, his leadership principles, and how he believes his success as a manager during these challenging events comes from adopting a leadership style based on honesty, respect, and transparency.Key Takeaways - Episode intro (00:00)- Fred's journey and leadership principles (01:54)- How to deal with an emotional rollercoaster (03:01)- Why communication is critical when making decisions (08:36)- Fred's biggest struggle during restructurings (11:25)- How change impacts the culture (16:25)- The importance of transparency (20:30)- The key ingredient of change management (24:43)Leadership ResourcesHow are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

What happens when you've had multiple coaching discussions with your employee, and you haven't seen any progress made against the expectations that you previously set for them? Situations like these are never easy, but the best way to deal with them is to have a particular and direct conversation with your employee. In business, we call it the 'Come To Jesus Meeting.'And fortunately, there are some efficient action steps you can take to have this meeting with your employee.But when is the best time to have the 'Come To Jesus Meeting" with this employee? And how do you approach it? Timing and preparation are crucial indeed, and as a manager, it can be challenging to get these aspects right.Discussions like these tend to be delayed, and sometimes you might not be considering the whole picture and your role as a leader in it. Perhaps you're unsure whether you invested the right amount of time in coaching or providing the right resources to your employee.In this episode of the Leadership Jam Session Podcast, Kevin Manning and Steve Tuciarone join me to talk about everything you need to know to have a successful 'Come To Jesus Meeting' with your employee.Key Takeaways - What is the 'Come To Jesus' meeting? - Why this discussion is a gradual process- How leaders approach a one-way conversation- Why discussions like these are often delayed- The importance of preparing- How to get your employee back on track- Episode summaryLeadership ResourcesHow are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Imagine the following: you have an employee looking to get promoted, but your manager or other decision-makers don't think they are ready. What is the best way to deal with this challenging scenario?Like in most tricky situations in life, the key lies in effective communication. It takes coordinated effort and honest conversation to determine if the employee truly meets the required skills for that promotion. You may have to tell your employee to pump the brakes and work towards getting in the right light to be promoted.And as a manager, you have to make sure you're providing the right opportunities for your employees to demonstrate that those changes are taking place. But your employee owns those action steps. You're helping them to create it and providing them with the action steps, but they own executing that plan as well. That's when actual growth as an employee happens.I'm Rob Fonte, and today I'm joined by Kim Metcalf, Paul Catanzaro, and Joe Schnebelen to discuss the best ways to deal with a promotion when it's too soon.Key Takeaways:Dealing with promotions when it’s too soon (00:00)Keep it to the criteria you’re discussing (03:00)Test the waters (04:00)How to handle baggage and negative perceptions (06:05)Is this the right role for the employee? (08:26)Why teamwork is crucial during the hiring process (12:53)Why it's important to create a culture of redemption (15:55)It’s all about coordinated effort (18:58)Episode summary (21:33)Leadership Resources:How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

In this Jam Session, I sit with Abigail Manning who is the Founder of CACL Inc., creator of the Authentic Health curriculum, workshop trainer & international speaker on professional & personal development & wellbeing. Abigail is passionately committed to helping others live their best lives by removing limiting thoughts, overcoming life obstacles and relentlessly moving forward. She combines an Indiana University double major (Cognitive, Social & Behavioral) and her firsthand life lessons learned from overcoming childhood abuse, domestic violence & PTS.As a proud mother of U.S. Marines, she is keenly aware of military culture. Working primarily with military, government & national security companies, Abigail has a heart-felt passion for the people she serves. Thanks to her unique and innovative language of Purple Threads, and her optimistic and empowering approach, she truly changes lives.Key Takeaways:The only way to have self-mastery is to have empathyTRUST (Truth, Respect, Unity, Safety, & Transparency). You must give these 5 elements, and expect them back from others, if you want to build trustCommunication and Self-Awareness - become more aware of your own “communication irritations” and how it lands on othersBe an authentic leader – be yourself, lead with care, understand what makes a person tickGood leadership is calm, consistent, and reliableLeadership Resources:abigailgmanning.com  linkedin.com/in/abigail-g-manning-915ab2154USAF LEDx Speech: https://www.youtube.com/watch?v=YqZrJCqoH0I 

In this Jam Session, I sit with successful real estate leader Karlton “Karl” Utter who is Vice President of Career Development at Howard Hannah Real Estate Services. Karl shares his experiences with leading new teams and his approach to leadership development through the lens of real estate sales and management.  Key Takeaways:  If you want to grow professionally you must keep looking at new opportunities As a leader, you should ask yourself if you are challenging your people enough If you always do the easy stuff first, you will continue to push the hard stuff to the side, and it’s the hard stuff that can be the most fulfilling  If you feel as if you do not have the time, change the word ‘time’ to ‘energy’ and ask yourself the same question, because most likely, it’s energy that you’re needing 

In this episode I sit with Rebecca (Becca) Mehrwerth, a biotech executive with 30 years of healthcare industry experience having held leadership positions within small and large companies. Becca brings some unique leadership experience related to being a part of three startup companies.Becca shares her leadership journey and approach to successfully leading teams through a startup environment, including leading through times of uncertainty, and how her leadership style has inspired people to continuously work for her. Key Takeaways:  Alignment to a Vision: articulate a vision that is incredibly important. This starts with senior leadership Transparency: be upfront with your team in the good times, as well the not-so-great times. Share as much information as you can (and as appropriate) Feedback: be open to giving and receiving feedback Purpose: resources can be scarce in a startup, but don’t forget the purpose for being part of one Voice: be a voice for your team and allow them to be heard individually Get in the trenches: Leadership is very much about removing roadblocks for your team, but don’t be afraid to roll up your sleeves and get to work alongside your team  

In this Jam Session, I sit with Dr. Philip Zimmerman. Dr. Zimmerman is an expert on culture and passionate about developing the next generation of leaders. His leadership journey includes scaling his first business to multi-million dollars before being acquired by a public traded company, CFO of an eight figure consulting firm, and eventually wanting to pay it forward, he retired and became a high school teacher for over 12 years where he discovered a generational shift and realized companies were in big trouble if they didn't adapt quickly to the radical change in culture. This eventually led to his groundbreaking book Unleash the Millennials: and Save the World.Key Takeaways:Millennials are the most educated generation in human history – digitally prepared and globally connectedIf organizations don’t give them today’s toughest challenges someone else (another organization) will, and that’s how you lose themBoomers and millennials think differently. They want the same outcome, but how they get there is just differentMillennials should be coached, not directedMillennials want to know the ‘how’ and ‘why’, not “because the client or manager said so”Engage millennials by unleashing them, i.e., unleash them in their development by allowing them to develop their technical skills for the career path that they've chosen. Provide them advancement opportunities, or again, they will do it on their ownGive them as much work-life balance as they want, because they are the most productive generation everEnsure there’s purpose and meaning to whatever it is that they doLeadership Resources:Unleash the Millennials: and Save the World, by Dr. Philip Zimmerman

The path to leadership is certainly not always linear. Career paths can sometimes Zig when you want to Zag. Sometimes, it may mean taking lateral positions or even taking a step back, so long as the purpose is to take 2 steps forward. When it’s happening, it can be hard to see that you’re on a journey, and that the journey is unique to you.In this Jam Session, I sit with leaders Melissa Manner and Heather Stitely. Both Melissa and Heather are Area Business Managers with a fortune 500 biopharmaceutical company, and they both have this in common; their leadership journey was not linear.Key Takeaways:Taking a lateral role or moving from a people leader role back into an individual contributor role is not moving backwards. It's just moving you toward a different direction, that in many cases, moves you forward. Every decision we make, every role we move into, is a learning experience that will help us to move forward. When deciding your next career move, be open-minded to the potential you can gain from that experience.When considering different roles, make decisions that are right for you and will put you in a better position (skills and competencies) for the future. Find the right blend of formal leadership training while leveraging the resources around you, i.e., mentors, other manager's experience, reflecting and learning from your own experience.It's ok to show humility by admitting when you don't have all the answers.

In this Jam Session, I sit with Dr. Philip Agrios. Dr. Agrios is an Executive Performance Consultant specializing in guiding leaders to unleash their hidden potentials. Dr. Agrios shares how you, as a leader, can quickly and simply change your state of mind by revealing an inborn trait that causes subconscious blocks which lead to ineffective outcomes. Once understood, personal and professional power is enhanced creating repeatable success in all aspects of life.Key Takeaways:There are three sabotaging traits for all people:Director – is scattered, may not plan, sometimes wings things or gets really focused and forgets about other thingsSupplier – over values others and needs to value yourself and others in balanceCommunicator – is not communicating wellAs a saboteur, you confuse selfishness to self-nourishmentYou can change or influence others by changing yourself, not by trying to change othersYou can be responsible to people, i.e., leading your family, etc., but you are responsible for no one else but yourselfLeadership Resources:LIFE'S ONE LAW: 6-Step Blueprint for Repeatable Success, by Dr. Philip Agrios

In this Jam Session, I sit with Ken Miller, President and CEO at NASCO Healthcare. Ken is a transformational leader with more than 30 years of experience. Ken started his career as a sales representative and worked his way up through various positions of increasing responsibilities with companies such as Upjohn, Roche, and Novo Nordisk, to mention a few. His vast executive experiences landed him leadership positions in both the U.S. and Switzerland.Key Takeaways:You can be successful in business, if in fact you're able to satisfy both needs: the need to satisfy yourself personally (like financially), as well as professionallyYou may get the work done but don’t do it at the expense of losing the team at the same timeUnderstand the diversity of your team, and then leverage that to become a high-performing teamIt's ok to take yourself out of your comfort zone and into an environment where you are less familiar. It is a little bit disruptive, and as a result, it teaches you how to be agile and adaptiveAs a senior leader, include your team in the development of strategy. This way, you all believe in it and can hold each other accountable to attain itDon’t be afraid to make mistakes and ask for help from your colleaguesAs leader, you may not always have all the facts needed to make decisions. Build trust and empower your team so that they feel safe about bringing you the factsLastly, if you want or need more facts, figure out how to ask the right questions

In this Jam Session, I sit with Monte Pedersen. Monte is a seasoned executive and leader in the area of strategy, execution, and operations. Monte’s leadership consultancy has a unique value proposition where he specializes in helping senior leaders and organizations achieve their initiatives through the process of strategy execution management.Key Takeaways:As a senior leader, you need to continue to carry the vision of the organization. You're responsible for making sure that everybody knows what you're trying to achieveBe the Chief Repetition Officer, i.e., repeat what it is you want your people to do. It’s not micromanaging. It’s just making sure people understand what you need done. They may get sick of it, but you know they're certainly not going to forget itDon’t make assumptions that a manager comes on board already knowing what to do and how and how to executeMeet with direct reports every 30 days to go through their goals, their responsibilities, how they're doing, and document information. Sometimes even more frequentlyInvest time above you, below you, and with your peers. If you do that, chances are you're going to be very successful as an employee because you'll develop a 360 degree view of what's going on and you know you're going to be able to do something about itLastly, remember, you can't communicate enough as a senior leaderLeadership Resources:www.clarifydeployachieve.comhttps://www.linkedin.com/in/monte-pedersen-9554a1126/

In this first episode of a new series called “Jam Session Scenarios”, I sit with a panel of seasoned leaders - Ted Cowles, Dean DiGiacomo, and Matt Melloy. We review a few common scenarios, and a few twists and turns, as it relates to performance reviews.Key Takeaways:Align with each employee on the definition of ‘achieves’ and ‘exceeds’Remind employees ‘achieves’ is a great mark! Too often our employees feel ‘achieves’ is not doing well in the role Benchmark performance and be consistent across all your employees by providing specific examples of how to achieve/exceedThere should be no surprises if you're having continuous coaching and feedback discussions throughout the yearUsing high-performing employees as benchmarks is a delicate balance  Keep an open mind - there could be times where you were provided with concrete examples that you may have missed or forgotten about that justifies a higher rating

In this episode, I sit with Anthony “AJ” Vaughan, an entrepreneur with a keen focus on people development. AJ works with start-up organizations by helping them mobilize employee experience and drive true change with senior leadership through innovative strategies, and an out of the box approach to HR.Key Takeaways:Don't allow your ego to get in the way of your employee needs Two concepts that help drive employee engagement: succession planning and career mapping Employee development is just as critical to success for small businesses as it is for large corporationsConsistently sit down with your employees to have a development discussionWhen you focus on meeting the needs of your employees, they will in turn, focus on meeting your needs Create channels of communication that reach all of your employees to ensure their recommendations and voices are heardLeadership Resourceshttps://www.linkedin.com/in/anthony-vaughan-8ba8a8172/

It was a lot of fun being on the other side of the interview table for this! A couple months ago I was asked to be a speaker at the Women Leaders Rising Summit hosted by its founder, Lav Chintapalli. Lav is a leadership strategist and coach, who helps women develop strategies to create greater impact in their careers. Lav’s passion is to support and empower women to step bravely into their potential and have the impact they were born to have.This episode is a short but powerful excerpt from my talk, which is an interview with Lav, on my experience in developing women into leaderships positions, and specifically, what it takes to succeed.Key Takeaways:Project confidencePositioning - where are you currently positioned and what’s your destination point?Find mentors who can help guide you along your journey, but be very strategic in your selectionWhen it comes to your development, you control a lot more than you think you doLeadership Resources:https://womenleadersrising.com/ www.pathwaypower.com 

In this episode I sit with Shawn Tomasello, a biopharmaceutical executive and public board member with more than 35 years of experience in leading teams and companies at the highest levels. From small start-ups to multiple acquisitions, we discuss what it takes to create a highly engaged workforce culture.   Key Takeaways:The secret sauce for creating highly engaged cultures is to engage people's hearts and minds and do it with authenticityBuild an environment where peers trust each other enough to have a debate with positive intentWhen it comes to setting goals, you have to inspect what you expectEmployee Engagement Surveys are a critical component for understanding an organization's level of engagement, but you have to be transparent and ask, “what do we need to do to get better?”No one person impacts employee engagement scores. The team is going to rise or fall togetherWhen it comes to your career growth, when you're ripe, you rot, and when you're green, you're growing. If you are comfortable in what you're doing, it's time for you to get uncomfortable and take on a new roleIf you truly care about your people have the tough conversations with themNot everybody's going to like you. You're not going to be everybody's cup of tea. The thing you must strive for most is that even if they don't like you, they respect you, and they trust you to make the right decisionsThere's a lot of decisions you're going to make along your journey. Some people are not going to like you just have to do the very best you can to make the right decisions 

In this episode I sit with Jim Wentworth, a Vice President of Sales in the healthcare industry. We discuss how having a deep connection, and an overall great relationship with your employees, makes for better performers and organizational outcomes.   Key Takeaways:Make a deeper connection with your people by understanding what motivates themIt's important for your people to understand what motivates youDon’t allow your coaching to become prescriptive or too process drivenYour actions are more powerful than your wordsFigure out what is driving positive and negative behaviors with your employeesBe authenticDon’t be afraid to share with your people what you're not good at, i.e., "Don't fake the funk"Try to remember the names of your employee's partner, spouse, kids, etc. Inject a little bit of emotion and joy and laugh into your job very dayOwn your development. Even the best at the craft allow themselves to be coached

Do less and think more. Easier said than done, right? All too often we want to solve our team’s problems by doing it for them. After all, as leaders, we have the answers, correct (wink wink)? In this episode, I sit with Tracey DeSilva, a Vice President of a Learning and Development function, in the healthcare industry. We discuss how stepping back and allowing your team to do their job creates more space for us, as leaders, to become better at ours.Key Takeaways:Focus on being a coach versus doing the work for your peopleCarve out time to write down things, whether you call that journaling or note-taking. This allows you to reflect on your thoughts and reactions to thingsSlow down, take a breath, think more, and do lessWhen you include people in dialogue and decision making, you end up with a more enduring culture built on trust“Perfectionism is the thief of excellence.” In your pursuit of finding the "perfect" outcome, you speed right past the "excellent" outcome, and excellence is a very good outcome to have for an organizationEmbrace the concept that failure today is preparing you for success tomorrow The greatest resource you have as a leader is tapping into the leadership experience of your fellow peersPrioritize the things that will imminently impact the people who report to you, followed by things that are related to the business strategy and implementationRemember, as a leader, your way is not the only wayLeadership Resources:Imagine it Forward: Courage, Creativity, and the Power of Change, by Beth Comstock

Giving and receiving feedback, as we know, is one of the core tenants of great Leadership, and it’s no different whether you’re a first-line manager or a C-Suite executive. In this episode I sit with Michele Korfin, Chief Operating Officer and Chief Commercial Officer for Gamida Cell Ltd., an advanced cell therapy company committed to finding cures for patients with blood cancers and serious blood diseases. Michele's career spans across 25 years holding leadership positions in sales, marketing, manufacturing, and as a pharmacist by training, other scientific positions. Key Takeaways:Create a safe environment focused on three key areas of feedback:Feedback on strategies, business objectives, and business planningFeedback to othersAsking for feedback from your employees (And act on it!)Best practices for giving feedbackTake the time to invest in preparing for the discussionStart with open-ended questions Conduct a "Dry Run" with a trusted partner to walk through the conversationUnderstand that there is a connection between giving feedback and Situational Leadership, and it applies at all levels of leadershipLeadership Resources:Team of Rivals: The Political Genius of Abraham Lincoln, by Doris Kearns Goodwin, Suzanne Toren, et al.

As managers and leaders of teams, 2020 has done nothing short of throwing everything but the kitchen sink at us all (maybe the sink too!). As leaders, we need to be mindful of how our employees are dealing with these challenges, so that we can understand how best to support them.Things like team morale, productivity, and enhancing overall employee satisfaction are more critical now than ever before. It’s our responsibility to support our employees, but sometimes that responsibility gets pushed towards issues that managers may not feel equipped to handle.Let’s view this time as a great opportunity for managers to be able to put their best foot forward so they can have long lasting effects on their teams.Joining me on this episode is Anushka Arellano, MBA. Anushka has more than 20 years of HR and Marketing experience across the biopharmaceutical and medical device industries. Anushka works with clients to shape the culture, capabilities, operating models and employee experiences as they transition through rapid growth. She serves as a trusted advisor to CEOs and Executives on talent management, workforce development, strategic recruitment, leadership development, and performance management.Key Takeaways:Step 1: EmpathyShow empathy, not from a distance, but up close. This demonstrates you care as a manager and that you're investedIf you think your employee is struggling, don’t jump to conclusions or make any judgementsIt's ok as a manager to show some vulnerability by sharing some of the challenges you're going throughDon't pretend to have all the answers. Nobody expects you to have all the answersIf your employee is struggling to perform, try breaking up their tasks/responsibility into smaller, more manageable piecesStep 2: Communication In these times, it's better to over-communicate rather than under-communicateTry and stay as connected to your team as possible. Rather than asking broad questions such as how are you doing, try to be more specific, i.e., what are one or two things that are working well for you? What are one or two challenges you're facing?Step 3: ResourcesUnderstand what resources are available for your employee and also for yourself as a managerWhen in doubt, reach out to your HR business partner to get guidanceLean on other managers as they can be your some of your best resourcesStep 4: Self-careAs the manager, what are you doing in order to keep yourself healthy and resilient so that you can show up and be effective in supporting your employees?Remember, your employees will mirror your behavior

One of the most important responsibilities that a manager has is onboarding. It's a huge investment for any organization in terms of time and resources, and it’s an even bigger investment by leaders as it is their job to make sure new hires are positioned for the best possible chance to succeed and grow.In this episode, I talk with James Christie and Ramahn Ritchie, two tenured professionals from different industries, about best practices for onboarding new and/or transferring employees in today’s environment.Key Takeaways:Before you review the onboarding checklist with your new hire, take the time to share your management style, what they can expect from you, and ask what expectations they may have of you Inform internal stakeholders of the onboarding plan and timelines for engaging your new employeeSequester your employee for at least the first 30 days. This gives them time to get up to speed before getting involved in their responsibilitiesMake sure they understand how to use technology (virtual platforms, equipment, etc.) Texting has become an effective way of communicating and keeping in touch with new employeesOnboarding virtually still requires the same basic elements as onboarding in-person:Invest the time to map out an onboarding planSet expectations and be very intentional Share the company mission and vision, the org chart, etc. Hold weekly touch points, but make them aware that you are always available to answer questionsProvide them with peers to reach out to for questions  Lastly, remember onboarding is all about helping people become prepared and feeling welcomed

Alain Hunkins helps high achieving people become high achieving leaders. Over his twenty-year career, Alain has worked with over 2,000 groups of leaders in 25 countries. Clients include Wal-Mart, Pfizer, Citigroup, General Electric, State Farm Insurance, IBM, General Motors, and Microsoft. In addition to being a leadership speaker, consultant, trainer, and coach, Alain is the author of Cracking the Leadership Code: Three Secrets to Building Strong Leaders. (Wiley, March 2020), which was endorsed by leadership luminaries Jim Kouzes, Barry Posner, and Marshall Goldsmith. A faculty member of Duke Corporate Education, Alain’s writing has been featured in Fast Company, Inc., Forbes, Chief Executive, Chief Learning Officer, and Business Insider. In this episode, we talk about how leaders work hard to try and be a great leader, but sometimes lack the proper mind-set and tools. Alain provides a road map along with tips and tools to cracking the leadership code through Connection, Communication, and Collaboration.Key Takeaways:ConnectionLeadership is a relationship between a person who leads and a person who followsDemonstrate empathy; caring for you people is the number one thing that will increase engagement and retentionCognitive empathy - knowing how people feelAffective empathy - heart-based; you can feel what people are going throughCommunicationWe need to have a shared understanding of each other; align on what you mean, what you say, and what you hearGive context to why and what you are talking aboutProvide insights and not just information“Ask for a receipt”, i.e., go around the table and recap what everyone is doing        CollaborationDesign an environment focused on results and value vs. time spent on tasksGive ownership to your people. Give them the space and autonomy to workLook at your systems and processes to ensure efficiency, especially in a work from home environment, i.e., carve out time for focus to reduce interruptionsCreate workplace rituals to make your engagements memorable. Your employees should feel excited or secure or happy to be there working with youLeadership ResourcesCracking the Leadership Code: Three Secrets to Building Strong Leaders, by Alain Hunkinshttps://www.alainhunkins.com

Building cohesive teams is not something that happens overnight. There is no magic bullet. It takes time, effort, and the laying of a solid foundation built on trust and many other leadership principles. To discuss this topic, I’ve hand-picked a panel of leaders with a demonstrated track record of building cohesive teams. Joining me from the healthcare industry are leaders Eileen McCay, Jim Lajeunesse, and Matt McDonald.Key Takeaways:Firstly, build mutual respect and trust within the teamHire a very diverse team; people who think differently from you and each otherBe a leader who genuinely cares but also brings tough love when neededDemonstrate vulnerability by admitting mistakes. This will foster an environment of trustSet clear expectations, at the individual and team level, on how to approach each other as a teamSet high standards for your teamPart of the having great team unity involves team members who engage in healthy conflict with each otherThere's a lot of work that goes on behind the scenes at the individual level that builds to the greater collectiveIdentify and leverage your people's strengthsIf there's a problem on the team, there is an expectation that you, as the leader, will fix it. And fix it soon!Leadership ResourcesWorkshop Resources for your team(s)5 Behaviors of a Cohesive Team Workshop OverviewThe 5 Behaviors of a Cohesive Team, by Pat Lencioni

Jordan Mendoza is the host of the Blaze Your Own Trail Podcast. As a sales and training professional, Jordan helps people discover their Myers-Briggs 4 letter type, taking them from self-awareness to coming up with their personal Leadership philosophy. In this episode, Jordan and I discuss the Myers-Briggs assessment, how it has impacted his leadership style, and how he teaches leadership through the lens of the MBTI assessment.Key Takeaways:Myers-Briggs (MBTI) is one of the most widely used personality assessments in the worldFirstly, you, we, are all way more than just a type. We are humans firstMBTI has 4 preference pairs that are opposites of each other:Extroversion/Introversion – we get our energy from the world (internally or externally)Sensing/Intuition – how we take in informationThinking/Feeling – how we decide and come to conclusionsJudging/Perceiving – opposite ways we approach the world (and not people)We may be a version of each of these pairs and their opposites, but we don’t do them with equal easeLeadership Resourceslinktr.ee/jordanjmendoza  linkedin.com/in/jordanjmendozaanchor.fm/blazeyourowntrail  myersbriggs.org

Amy Blaschka has made a career offering “stories as a service.” From her degree in film to her two and a half decades spent branding products, places, and people, to founding her writing practice, Amy has always understood the power of weaving an engaging tale. She helps leaders craft their stories to communicate and connect better through ghostwritten social media posts and articles.As a longtime leadership contributor for Forbes, Amy covers personal transformation and its impact on career growth. She is a collaborative writer, working with partners to bring to life compelling narratives. The mindfulness book Amy co-authored, I Am: Escape Distractions, Unlock Your Imagination & Unleash Your Potential, helps others understand the power of the stories they tell themselves. And with her latest creative project, she’ll finally share the story brewing in her head and gain a new moniker: novelist. Key Takeaways:Be intentional as to why you’re on social mediaBring value to the platformYou've got a personal brand whether you want to or not, but no one knows who you are until you tell them who you are!When writing your profile write in first person and as a narrativeWhen engaging on social media stay positiveHave a clear message and get to the pointBe consistent and disciplined with publishing contentFor the entrepreneur - “Serve don’t Sell” - talk about who you help, how you help and why, in as few words as possibleLastly, just take action and get started!Leadership Resourceswww.amyblaschka.comhttps://www.linkedin.com/in/amyblaschka/Co-author: I am: Escape Distractions, Unlock Your Imagination & Unleash Your Potential 

With the NHL playoffs set to come back next month, I was fortunate to sit down with a hockey legend. Brian Propp is a former National Hockey League All-Star, legendary Philadelphia Flyer, former sports broadcaster, entrepreneur, business relationship and development guru, and a philanthropist in his community. Brian spent 15 years in the NHL, of which he appeared in 13 playoffs, 5 NHL All-Star games, and 5 Stanley Cup Championships (1979-1994).Key Takeaways:The importance of leading by example, both on the ice and off the iceThe best team plays for each other, not themselvesThe best leaders are the ones that are not selfishGreat teams are built by recruiting for character Never stop looking for ways to get betterLeadership Resourceshttps://brianpropp.comAn NHL Legend Gets Back in the Game after Stroke: https://youtu.be/SG7NyOcZ8M4      (Chelios Hits Propp): https://youtu.be/zaHQ5mLiL1w Chris Chelios vs Rob Hextall, May 11, 1989: https://youtu.be/2nAVNvoUp2Y  

In this Jam Session, I sit with Bill Kieffer, President and Chief Advisor of Kieffer and Associates, an advisory firm focused on optimizing talent capabilities for individuals and organizations. Prior to opening up his firm, Bill spent 20 years working in a variety of roles associated with human resources, such as organizational development, and global talent management roles. In 2017, Bill had to the opportunity to speaker at a TEDx conference in Toledo, OH, on the topic of investing in the middle (of organizations); that is helping leaders and organizations strike a balance of being successful while juggling the demands of leading at different levels inside organizations.Key Takeaways:It's important that leaders take action to achieve appropriate levels of balance for the organization and for the people by establishing the following three keys to success:Position - understanding that you do have a position of authority and it's incumbent upon those folks to use that position wiselyPriorities - understand how important priorities are, and how making sure that those priorities are clear, consistent, and positively impacts the success of people in the organizationPay Attention - people in positions of authority simply need to pay attention to what's going in the organization, business circumstances and their peopleTalent Management involves Process Transparency: A balance between privacy and transparencyWe need to look at Performance Management, and Talent Management as two different sides of the same coinWhen it comes to Talent Management, the most impactful breakdown is if the senior leader doesn't truly believe this is a priorityThe success or failure of my career as a leader is only a little bit dependent on meThe A's of Talent Development and Succession Planning:AvailabilityAspirationAgilityAbilityLeadership Resources:Investing in the Middle, TEDxToledo https://www.youtube.com/watch?v=SYY79oR85XA

In this Jam Session, I sit with Jason Ross, a psychotherapist who specializes in parenting, relationships, trauma, substance abuse, and wellness. I thought it'd be a great idea to sit down with Jason and get his perspective on leadership from the psychotherapist point of view. We also talk about any advice or guidance that Jason can provide on how to best manage not only our people but our families as well, and any thoughts he may have on the mental or emotional effects of COVID-19. You can find out more information about Jason by visiting www.JasonEricRoss.com as well on all social platforms.Key Takeaways:Authenticity ultimately is what connects everybody. That’s what motivates them. That is what builds trust, and trust makes for a strong teamDemonstrate empathy and emotional intelligence that makes people want to connectPeople don't want to look at themselves and at their deficiencies. Those who do, they're the game changersEgo's the divider in terms of emotional intelligence. When your life is based around your ego, there's gonna be a problem. When your life is based around your esteem, that's different. You're gonna lead betterAs a leader, you need to understand that vulnerability can be a strengthThe greater the ego, the greater the insecurities(During a pandemic or crisis) the biggest takeaway is staying emotionally connected, and perhaps, be more vulnerable in a healthy wayLeadership Resources:www.JasonEricRoss.comhttps://www.linkedin.com/in/jasonericross/

In this Jam Session, I sit with Scott J. Miller. Scott has been with FranklinCovey for more than 20 years and serves as the Executive Vice President of Thought Leadership. He is the host of On Leadership with Scott Miller, a weekly leadership webcast, podcast, and newsletter featuring interviews with renowned business titans, authors and thought leaders. His radio show and podcast — Great Life, Great Career with Scott Miller on iHeart Media’s KNRS 105.7 — provides insight and strategies to assist listeners in becoming more effective as business leaders and to improve their personal performance. In Scott’s latest book, Management Mess to Leadership Success: 30 Challenges to Become The Leader You Would Follow, he shares uncut and honest stories of his last 20+ years, and as Scott puts it, as a struggling leader.Key Takeaways:As a leader, your job is to get work done with and through peopleWe learn more from our messes than our successes (Challenge #1: Demonstrate humility)Just own your mess, because there's great power in vulnerability and transparencyWhen you own your mess you make it safe for others to own theirs as wellLeadership is about deliberation and calibrating your emotionsAs a leader, make time for relationships as they are everything (Challenge #10: Make time for relationships)Leaders that connect with their people are invincible. People don't quit leaders who love themEffective leaders are very deliberate in declaring their intent (Challenge #4: Declare your Intent)If you want to become and build your own leadership credibility, be very thoughtful around what you are modeling because what you model gets valuedRemember, be cognizant of when to be efficient and when to be effectiveLeadership Resources:Management Mess to Leadership Success: 30 Challenges to Become The Leader You Would Follow, by Scott J. MillerMultipliers: How the Best Leaders Make Everyone Smarter, by Liz Wiseman

In this Jam Session, I sit with Jeff Harris. Jeff is a successful C-Suite leader with a track record for turning around struggling companies. Jeff shares a story of how he leads a company based in New Zealand through a crisis from his home office in Colorado, all while dealing with his own personal health issues.This episode was recorded during the COVID-19 pandemic, and while working from home became the new normal during this time, Jeff had been remotely running a company from across the globe, well before the pandemic. His story is inspiring as you’ll hear about great leadership, persistence and resilience as well as tips for working and leading remotely.Key Takeaways:Be curious, ask questions, and listenNever underestimate the power of 1:1s with any employee levelIn a turnaround situation, your CFO is your right-hand personCheck your ego at the doorWhen making changes, it’s important to note that change can break people if it’s too muchFocus the team and obtain alignment on key metrics and KPIsPeople do what people see (you doing)Clarify expectations and over communicateBe transparent. If your fish tank is dirty, then clean it

In this Jam Session, I sit with a successful entrepreneur, Mark Scuderi. Mark shares a story of how his business survived the housing market crash of 2008, and how he came out of it stronger, both professionally and personally.This episode was recorded just prior to the COVID-19 pandemic, and while the housing market crash pales in comparison, you will hear Mark talk about how that experience changed how he runs his business, leads his team, and manages his personal life. Perhaps there are some lessons that you can walk away with and apply to your current situation today.Key Takeaways:Mark’s “Four F's” to running a thriving business:  Family first, Fitness second, Finance third, and you have to have a little FunThe importance of holding a weekly "mastermind group" with your team Keep your teams looking towards the futureRemind your teams about the importance of staying positive in difficult situationsSales is all about mindset and attitudeMaximize efficiencies by integrating new technology into your businessConsistently reinvest in your people, systems, and processes so the business will take care of itselfAs a leader, it's important to know that your ambitions are not the same as everyone else’s

In this next Jam Session, I sit with Major General (ret.) Craig Whelden. General Whelden spent 30 years in the U.S. Army, followed by seven in the private sector, and another nine as a member of the Senior Executive Service (SES) with the U.S. Marine Corps.He is also a motivational speaker on leadership and performance excellence, and an award-winning, best-selling author of Leadership: The Art of Inspiring People to Be Their Best.Key Takeaways:Put (metaphorical) “rocks in your rucksack” that represent both the good things you want to adopt but also the bad things you want to avoidPrioritize the most important things in your lifeCharacter is part nature and part nurtureThe very best leaders can be found by combining innate skills with world-class trainingDuring your darkest times, there's often light at the end of the tunnel. You just can't see it yetTrue leadership is when you can demonstrate you care about everyone in such a way that it sticks with them…foreverStrive to reach an achievable rung on your career ladder. Once you arrive, everything after that is gravyLeadership Resources:Leadership: The Art of Inspiring People to Be Their Best, by Craig B. Wheldenhttps://www.craigwhelden.com/

In this next Jam Session, I sit with Jennifer Judy Caldwell and Paul Catanzaro. Paul has held positions in sales training and is currently a district sales manager. Jennifer has held leadership positions in sales, commercial training, planning and operations, and recently started her own strategic training design consulting firm. We tackle the topic of self-awareness and how to coach employees to help them further develop their own.Key Takeaways:Use the technique of time and tone for every conversation. Wait for the right time and always use the right toneHelp your employees become self-aware by asking insightful questionsHelp your employees see how their behavior directly correlates to the brand they are creating for themselves in the eyes of othersThe Trust Continuum - the level of trust you have with your employees is a critical factor in how you approach your conversationDon't get distracted or sucked into the blame game - focus on holding your people accountable for what they ownWhen giving feedback related to self-awareness, sometimes it's best meet in personThere are times when you just need to turn up the heat by having a very direct conversation and set very clear expectationsThere is huge value in reaching out to other managers and leveraging their experience on how you should handle a scenario that you haven't experienced before

In this next Jam Session, I sit with Katherine Stultz, a highly successful business executive with over 20 years of successful leadership experience with roles of increased responsibility. Over the course of her career, Katherine has held a variety of leadership positions, most recently as a General Manager for Spain and Portugal. In this episode we discuss how Katherine navigates moving her team through various new roles, and as leaders, how we can be most helpful in doing so. Key Takeaways:You must invest a significant amount of time in understanding the capabilities and interests of the people on your teamBe aware of the danger in pushing someone to soon into a role without providing the right guidance and supportAs people evolve and grow during their career so do their needs. No one has it all figured outLook beyond the technical competencies when building out your team by also looking at what compliments their other skillsetsCreate an environment that allows a team to have a healthy debate and bring different perspectives instead of creating a yes, yes, environmentAs you move into higher leadership roles within your organization, it's impossible to be the subject matter expert at everythingLeadership Resources:The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter, by Michael D. Watkins

Not every department in an organization gets to sit on the proverbial pedestal. So, how do we ensure as leaders that our teams are seen as integral components of an organization? In this episode, I sit with Carmine Merlucci, Vice President of Land Development at Toll Brothers, one of the largest land developers in the United States to talk about ensuring his team gets the “spotlight” they deserve. His team gets dusty, dirty, and consistent with the rest of the industry, is considered a cost center. But without them, the rest of the organization can’t move forward.Key Takeaways:How to avoid being viewed as the "death by meetings" departmentThe critical skill of presenting, the right information in the right way, to your stakeholders based on their needs and not yoursConsistently demonstrating to your stakeholders how your team is an important and vital piece of the organizational puzzleSetting your people up for success by reviewing their work before they present to your stakeholders without feeling like you’re micromanagingReminding your people how they play an important role to the company's bottom line, even if they are not on the revenue side of the businessPositioning your team so that when the market starts to go down, your team is the last one standing because your company views them as the “A Team”Provide opportunities to stretch their skills by delegating tasks beyond their daily tasks, which ultimately makes them more marketable during a declining marketLearning from the mistakes of promoting someone too soon or moving them into a role that wasn't aligned to their strengths

A great misperception is that being a leader in the military is very different from the leadership skills required to lead in the private sector. In this episode I talk with Colonel (ret) Chris Valle, currently a Vice President with DNV GL’s Program, Design and Implementation (PDI) business area. We discuss parallels between leadership in the public and private sectors, and why you should consider hiring someone with military leadership experience.Key Takeaways:Core Values of the United States Airforce are just as applicable in any industry:Integrity firstService before selfExcellence in all we doDon’t be so quick to judge an incoming leader with a military background. It’s not all top/down and authoritarianLeadership is industry agnostic whether in the military or the private sectorHire the right people, train them in the right way, and trust them to do their job.Showing that you care about the people that work for you and you care about the mission that you're doing, embodies loyalty and a commitment to the team and to the principalsWhen you take over a new team, try to do nothing for the first 30 days; you’ll want to see how the organization is running before you put your hands in and start tinkering with something that might be working very wellYou have to sell your team on a future vision that everyone understands. You can’t just push it onto peopleAlignment to the vision is just as important as alignment to the tactics, and both need to be integrated into your team. Then your job as a leader is support the team to achieve itWhen it comes to holding teams accountable a Stop Light Chart (time stamp 18:00) can be useful, as it does two things, one of which we don’t often really think about: This tracks how well the team is performing against the most important metrics, andIt drives a culture of accountability and trust that allows managers to admit that the areas of yellow and red need more support to move them to green, and that they shouldn’t be penalized for being upfront about itLeadership Resources:My American Journey, by Colin Powell

Many of us have created our own set of principles we use to guide how we lead. In this Jam Session episode, I talk with Mike Kosikas, Director of Talent Development and Operational Excellence for a medical device company, as he shares his own three guiding leadership principles: 1) Quality of Life, 2) Compensation, and 3) DevelopmentKey Takeaways:Your employees don’t care about how much you know until they first know how much you careAs a leader, you can directly impact quality of life - for better or worseFrequent check-ins with your team can positively impact their quality of lifeCompensation is closely tied to either building trust or losing trustWhen discussing compensation never get baited into comparisons     The toughest part about developing your people is trying to find where opportunity meets desireDeveloping your people involves a huge investment in time, level setting, and providing the path forward with the right resourcesThere is more value in being viewed as a collaborator instead of a transactional leaderDeveloping your employees involves knocking down barriers so that they can run fasterLeadership Resources:On Leadership, by John Wooden It's Your Ship: Management Techniques from the Best Damn Ship in the Navy, 10th Anniversary Edition, by Michael Abrashoff Principles: Life and Work, by Ray Dalio