Podcast Summary: Getting Things Done

Ep. 344: David Allen and Kevin Wilde

Date: January 7, 2026
Host: David Allen
Guest: Kevin Wilde

Episode Overview

This engaging conversation reunites GTD creator David Allen with Kevin Wilde—former Chief Learning Officer at General Mills, leadership educator, and organizational development expert. They reflect on changes in leadership and productivity over several decades, discuss the integration of GTD within major corporate cultures, and explore trends shaping the future of work and learning. The discussion weaves personal stories, actionable insights, and practical leadership lessons, making it highly valuable for both seasoned GTD practitioners and newcomers.

Key Discussion Points & Insights

1. Kevin Wilde’s Background & Leadership Journey

[01:15–03:35]

• 34-year career spanning General Electric and General Mills, culminating as Chief Learning Officer.
• Current roles: University of Minnesota fellow, leadership educator, and consultant.
• Passion for leader development and research on "coachability."
• Enjoys adventure-based leadership trips.

Notable Quote:
"I am a student of the game, continue to be fascinated, curious about it. What does it mean in our current era? What is still true? What's overblown? Where is it headed?"
(Kevin Wilde, 03:38)

2. Lessons from GE & General Mills—Culture, Leadership, and GTD Adoption

[03:35–13:56]

• At GE’s legendary Crotonville center, learned the significance of excellence and developing leaders.
  • Key principle: “Your number one job is to develop other leaders.” (04:55)
• At General Mills, integrated prior lessons, managed global talent, and conducted “derailment studies” to learn from failed leadership trajectories.
• Introduced GTD to General Mills after witnessing its positive impact on individual and team productivity.
  • Organic spread: From one director’s individual success to training hundreds, across every level.

Notable Quotes:
"Otherwise, if you are just creating followers, it's short term." (05:37)
"Leaders, teaching leaders—one of the things I do as a professor at the university is I start my leadership course with a quiz... In my mind, it is your number one job is to develop other leaders." (05:03)

3. Why Do Great Companies Falter? & The Importance of Coachability

[07:34–10:22]

• Reflects on the decline of GE: “How temporary things are... there are no guarantees.” (07:39)
• Introduces concept of “coachability” after discovering that failed leaders’ openness to feedback sharply dropped over time.
• Research shows: After age 30 or career progression, many leaders’ receptivity to feedback declines—necessitating intentional effort to remain adaptable and self-improving.

Notable Quote:
"They were rated 30% lower on one question compared to their peers: Does this leader seek and respond to feedback? In other words, are you always trying to get better and are you open to hearing it and do you look for it?" (08:55)

4. Evolution of Work: Flattened Organizations and Managing Yourself

[10:22–13:56]

• Allen notes a megatrend: by 2050, 50% of the workforce may be self-employed or “self-managed.”
• Necessity for self-organization and self-leadership increases as organizations flatten and become more agile.
• Wilde introduces the “leadership hat” concept: knowing when to step up, even informally, and how to lead oneself and others in fluid contexts.

Notable Quotes:
"It’s a very fluid concept... how do you understand yourself well enough that you know when to bring what I call those leadership skills to life? And again, very much connected to GTD." (12:41)

5. The GTD Origin Story at General Mills

[13:56–17:20]

• Wilde recounts the serendipitous spread of GTD: initially, an individual’s effectiveness, then wider coaching, then large-scale training.
  • GTD found traction among both “corporate suits” and creatives, at all levels.
  • Unlike other fads, GTD “stuck” and became ingrained in corporate culture.

Memorable Moment:
“My inbox right over here is still as sacred as it was in my corporate life. Like, everything goes in there. If it doesn't go in there, it doesn't count. And I've got that both physically and also digitally. So it sticks. It sticks.” (20:37)

6. GTD’s Organizational Impact & Executive Pitch

[17:20–19:48]

• GTD enables teams to handle greater complexity and ambiguity, cultivates both structure and freedom, and accelerates seamless transitions.
• If talking to other executives:
  • “There’s more coming at people than ever before… GTD offers tools, methodologies, mindsets that are both evergreen… and people can find their own way into.” (18:00)

7. Generational Shifts & Leadership Trends

[21:05–24:58]

• New generations increasingly value purpose, authenticity, and making a difference alongside career advancement.
  • Leadership and talent models are now more ecosystem-driven: networked, project-based, flexible, akin to Hollywood production teams.
• Everyone—regardless of tenure or employment type—is expected to exercise leadership.

Notable Quote:
"We might have people on payroll as employees… but we've got a variety of other talent in an ecosystem… It's like a Hollywood movie, right? Here's the movie we want to produce." (23:44)

8. Redefining Work, Learning, and Offices Post-2020

[26:53–31:56]

• COVID-19 accelerated digital transformation and remote work; hybrid and virtual models are here to stay.
• Physical presence in training/learning still offers unique energy and community, but digital tools enable unprecedented flexibility and access.
  • Wilde’s teaching hack: Online, uses “breakout rooms of one” for forced reflection—successfully prompting meaningful self-assessment.

Notable Quotes:
"You cannot do that through YouTube. You cannot do that through LinkedIn learning. You've got to get in there and experience it. And I think those things are refreshing for the soul." (27:44)
"I can't imagine we're gonna go back to everyone commuting to a place to be together every day." (31:00)

9. Advice for Managing Yourself in a Rapidly Changing World

[32:53–33:48]

• Pause regularly—small or big chunks—to reflect on your purpose.
• Define your legacy for your next job, not just your current one; be intentional about how you want to show up daily.
• At day’s start: “How do I want to show up today?” At day’s end: “How did I do? What did I learn? What's next?”

Memorable Wisdom:
"Remind yourself of your purpose. What am I here for? What am I trying to do? What would make it a good day for me, for others, and then be more intentional about how you want to show up that day." (32:53)

10. The Power of Reflection & Coachability Practices

[33:48–36:15]

• Reflection is critical, and often lacking—particularly among fast-moving leaders.
  • Weekly reviews and reflective questions help.
• Extrovert vs. introvert reflection: Extroverts benefit from dialogue; introverts from journaling and structured self-questioning (e.g., Bill Gates’s infamous “Think Weeks”).

Notable Quote:
"If you want to up your game… If you're an extrovert… schedule and encounter more meaningful dialogues with your trusted advisors... If you're an introvert… build a routine in where you ask yourself three questions every day and you write it down." (34:35)

11. Resources and Connecting with Kevin Wilde

[36:15]

• Connect via LinkedIn
• Explore leadership and coachability insights at TheCoachableLeader.com
• Email: Kevin@theCoachableLeader.com

Memorable Quotes & Timestamps

• “Your number one job is to develop other leaders.” (Kevin Wilde, 05:03)
• “How temporary things are... there are no guarantees.” (Kevin Wilde, 07:39)
• “Does this leader seek and respond to feedback?” (Kevin Wilde, 08:55)
• “Freedom within a framework...” (Kevin Wilde, 19:45)
• “What is the next step?” (Kevin Wilde, 20:37)
• “Remind yourself of your purpose… be more intentional about how you want to show up that day.” (Kevin Wilde, 32:53)

Takeaways for Listeners

• Leadership—and learning—are ever-evolving games; remain curious.
• GTD is not a fleeting trend, but an adaptable set of habits that integrate at all organizational levels.
• The future of work is about self-management, agility, reflection, and building talent ecosystems.
• Regular reflection, clear purpose, and articulated legacy drive effective leadership and personal fulfillment.
• Both digital advancement and human connection are essential for modern productivity and development.

For more resources or to follow up with Kevin Wilde, visit TheCoachableLeader.com.