Podcast
The Leadership Podcast
Hosted by Jan Rutherford and Jim Vaselopulos, experts on leadership development · EN
We interview great leaders, review the books they read, and speak with highly influential authors who study them.
43episodes
Episodes
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TLP494: When Leadership Is About Who You Serve: Mark Steffe's Story
Jan 1400:39:48Tap to summarizeMark Steffe is President and CEO of First Command Financial Services, bringing over 30 years of financial services leadership. In this episode, Mark explains why he left his dream job working with ultra-high-net-worth families to serve military members who truly need financial guidance. He shares how military families face unique challenges including frequent relocations, spouse underemployment, and modest pay, requiring advisors who understand their sacrifices. Mark demonstrates how building trust and psychological safety enables difficult financial conversations, comparing financial advisors to doctors who need honest patient information. He outlines his quality control approach for serving the tight-knit military community, emphasizing mission alignment, compliance-first culture, and protecting reputation. Discover practical strategies for leading with mission over metrics, building trust for difficult conversations, and coaching teams to improve rather than simply demanding better results. Find episode 494 on The Leadership Podcast, YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Mark Steffe on When Leadership Is About Who You Serve https://bit.ly/TLP-494 Key Takeaways [04:06] Mark explains he left ultra-high-net-worth services because he wanted to change lives, not just help wealthy people get wealthier. [07:26] Mark reveals how much military families sacrifice, putting our interests and safety ahead of their own. [11:34] Mark notes COVID year one was easier as crisis mode, but year two's transition back proved harder. [14:34] Mark explains First Command uses AI for exponential growth without adding employees, upskilling workers instead. [17:27] Mark credits Simon Sinek's "Start with Why" for emphasizing communicating the why, not just what and how. [21:54] Mark reframes the financial mess as reflecting "how busy you've been taking care of everybody else," not personal failure. [27:42] Mark outlines quality control requires mission-aligned hiring and rejecting the false choice between profitability and compliance. [33:13] Mark tells his "throw strikes" story: His son didn't need parents yelling commands, he needed a coach to fix his mechanics. [38:52] And remember..."Knowledge will forever govern ignorance; and a people who mean to be their own governors must arm themselves with the power which knowledge gives." - James Madison Quotable Quotes "Our job was to help wealthy people get wealthier. I wanted to change lives instead." "If Jack's not throwing strikes, he doesn't need someone to yell at him to throw strikes. He needs the coach to walk out to the mound and help him adjust his mechanics." "If employees aren't performing at the level you need, it's not because they don't want to. They don't know how yet." "What became an accommodation for concern of people's health and safety became an entitlement." "We can either be profitable or we can be compliant. The answer is always AND—we have to be profitable AND we have to be compliant." "Early in your career you get promoted for what you do. Later, it's how you lead, how you communicate, how you paint a vision." "Your messy finances are a reflection of how busy you've been taking care of everybody else, not personal failure." "If you take care of your clients and do the right thing for them, the profits will show up." These are the books 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 Mark Steffe Website | www.firstcommand.com Mark Steffe LinkedIn | www.linkedin.com/in/mark-steffe Below are two articles from Mark about his leadership philosophy and communication strategies and the financial challenges facing military families and the importance of financial advisors. ● https://medium.com/authority-magazine/impactful-communication-mark-steffe-of-first-command-financial-services-inc-on-5-essential-e60d3e4855f7 ● https://usveteransmagazine.com/usvm/helping-military-families-overcome-historic-money-struggles/
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TLP493: "Sand People" - The Hidden Drag on Your Team's Performance
Jan 700:34:12Tap to summarizeJim and Jan tackle the uncomfortable truth about "sand people," those team members who grind everything to a halt, and why even your best glue guy can't overcome the friction they create. Drawing from their coaching experience, Jim and Jan reveal how to identify and deal with sand people before they destroy your team. They explore the telltale signs—projecting, hoarding resources, passive-aggressive behavior—and explain why leaders consistently wait too long to act. They also share the harsh truth that someone who is not performing well is costing more than they produce, and costing opportunities and damaging team morale in ways that are difficult to quantify. In this episode, you'll learn how sand people self-identify through their behavior, the specific ways they inhibit high performance, and most importantly, why it's critical to move quickly.. Find episode 493 on The Leadership Podcast, YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Jim and Jan on "Sand People" - The Hidden Drag on Your Team's Performance https://bit.ly/tlp-493 Key Takeaways [01:35] Jim coined the term "sand people" to describe team members who act as sand in the gears, preventing smooth team operation. [03:05] Jan noted that 60% of people in the U.S. are not in high-value jobs with only 31% engagement, creating a disconnect between economic growth and worker fulfillment. [05:12] Sand people often project by complaining about what others aren't doing, which is exactly what they themselves aren't doing. [07:34] Jan confirmed that one bad person on a team poisons everything, making it impossible to have a successful team experience. [12:33] A-players immediately avoid sand people and start looking for better teams because they expect leaders to uphold standards. [16:04] Jim witnessed Larry Yost pick up a cigarette butt when no one was watching, demonstrating how modeling behavior matters more than words. [19:17] Jan admitted being a sand person as a young cynical military officer, making wisecracks without anyone coaching her on the impact. [21:05] Jim acknowledged being too harsh early in his management career and emphasized the importance of learning from mistakes. [22:06] Jan's biggest business mistake was bragging about new hires then keeping them too long trying to fix them instead of recognizing sunk costs. [23:49] Jim advocated hiring for unteachable qualities like curiosity in salespeople rather than skills you can train. [26:34] Jan recommended "Top Grading" by Brad Smart for distinguishing between easy-to-change skills and hard-to-change qualities like energy and passion. [33:36] Leaders must be attracted to friction to identify where to remove resistance and lubricate the machine for team effectiveness. [29:57] Jan identified two coaching buckets: helping people prioritize time strategically and having difficult conversations about performance expectations. [33:21] And remember… "The path of least resistance is the path of the loser." - H. G. Well Quotable Quotes "If getting rid of people is easy for you and you don't lose sleep over it, you're probably a sociopath." "The day it gets easy for you is the day you've kind of lost your soul." - "We've got to have good friction. Friction that produces traction, not friction that produces drag." "Your culture becomes the worst behavior you tolerate." "One bad person, even if they're a little bad, is way more powerful than the best person for a team." "Look for work, look for things to do, and give more than you take." - "Sand people are limiting your culture. They are in effect a toleration of sub optimal performance of weakness." "If we pay people that aren't getting the job done, then they're either a charity case or they are a thief." "As a leader, I think we need to be attracted to friction." "People are not fine wine." These are the books 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 Jan Rutherford LinkedIn | www.linkedin.com/in/janrutherford Jan Rutherford X | @JanRutherford Jim Vaselopulos LinkedIn | www.linkedin.com/in/jimvaselopulos Jim Vaselopulos xX | @jim_va
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TLP492: Stop Fitting In with Jinky Panganiban
Dec 3100:35:49Tap to summarizeJinky Panganiban serves as Professor of Practice at the University of Oregon's Sports Product Management Program, founder of 1969Blue Consulting, and founding member of Oregon Sports Angels. She is a former Vice President and General Manager at Nike with over 20 years of global executive experience. She led multibillion-dollar businesses across Asia Pacific, North America, Latin America, and Europe. In this episode, Jinky reveals why "fitting in" kills leadership potential and how your cultural background becomes your superpower in global business. Jinky explains how the sports product industry has built intentional leadership development by translating a shared mission to fit local cultures instead of forcing one uniform way while maintaining a unified mission. She addresses the volatile state of global trade by emphasizing curiosity and critical thinking as essential skills for the next generation. Jinky argues that despite rising nationalism and tariff threats, consumers are already voting for a borderless world through their digital behavior and content consumption. In this episode, you'll discover how to leverage your cultural background as a superpower, build high-performing global teams, and lead with authenticity in an increasingly connected world. Find The Leadership Podcast episode 492 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Jinky Panganiban on Stop Fitting In https://bit.ly/TLP-492 Key Takeaways [04:09] Jinky describes how she started at Nike through a blind ad in Manila and was handpicked to help build Southeast Asia operations. [06:26] Jinky reveals how three white male mentors helped her realize her cultural background was her superpower. [09:47] Jinky explains that great leadership starts with being—knowing who you are and what you stand for—not just the doing of checking off deliverables and performance goals. [12:51] Jinky distinguishes influence from selling. [13:42] Jinky describes how SPM deliberately keeps students in the same project teams for 18 months because leadership is formed in the messy middle when deadlines are tight and not everybody agrees. [17:12] Jinky explains the collective industry commitment to raising next-generation leaders who will progress the culture. [20:32] Jinky demonstrates how global brands must translate their message locally. [25:17] Jinky shares how mentor Kate Delhagen gave her courage to leave corporate and explore angel investing. [28:58] Jinky describes her current advisory work with startup brands where she's both business advisor and biggest cheerleader, modeling what Kate did for her. [31:04] Jinky argues that despite borders and tariffs, the next generation of consumers already thinks globally through social media and digital platforms, celebrating differences rather than fearing them. [34:09] Jinky emphasizes that curiosity combined with critical thinking—vetting sources and asking why—is essential for navigating today's information-saturated world. [37:26] Jinky encourages everyone to celebrate where they've come from because there's only one of you, and you can't be more original than that—your background is your competitive advantage. [ ] And remember… "To be one, to be united, is a great thing, but to respect the right to be different is maybe even greater." – Bono Quotable Quotes "There's only one of you, so you can't be more original than that." "My cultural background and where I came from and all of my lived experience actually isn't something that I should shy away from or even be embarrassed about, but actually use it to my advantage and actually leverage it." "Great leadership starts with being. It's knowing who you are, what you stand for, and how you show up, especially when no one's watching." "We believe that leadership is formed in the messy middle. You know, when the deadlines are tight, the tempers are like rising and then not everybody's agreeing, but then you still have a deadline to hit." "Global doesn't mean uniform. The best teams share common purpose but express it in ways that feel very local." "Even if we put borders around things, the consumers will vote anyway to go beyond borders. Ideas, innovation, their talent, creativity, I don't think it carries a passport." "Human leadership never goes out of style." "Learn to lead yourself first. Build credibility, make sure that you practice empathy, and then lead through action and not titles." "If you don't know how to work in teams, you cannot work in the industry." "It's not so much exporting the culture, it's about translating it so that it works for everybody." "Cultural intelligence or cultural fluency is really critical because I've seen how that has become the one skill that could bridge global teams and communicate even beyond language." "Making sure that you find sources that are credible. Not just take things face value. Critical thinking is also something that's really important to ask the question why." "Culture, whether that's country culture or community culture, it's something to leverage, and it could always be a superpower for you." "We want to make sure that we leave this place better than we found it." Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Jinky Panganiban LinkedIn | http://linkedin.com/in/jinky-panganiban
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TLP449: Failing is OK. It’s how you learn and grow with Stuart Grazier
Feb 26, 202500:40:16Tap to summarizeStuart 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. 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 | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Stu Grazier LinkedIn | The Kinetic Man Website | YouTube | Facebook | Instagram | Twitter | Podcast |
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TLP448: The Five Talents that Really Matter with Sarah Dalton
Feb 19, 202500:39:54Tap to summarizeSarah Dalton is the co-author of “The Five Talents that Really Matter,” and in this episode, she breaks down the five core leadership talents: setting direction, harnessing energy, exerting pressure, increasing connectivity, and controlling traffic, explaining how they shape effective leadership. She emphasizes the importance of identifying rare, innate leadership qualities over relying on traditional resume markers. Sarah challenges common hiring biases, encourages structured selection processes, and advocates for building balanced teams through intentional talent optimization. Key Takeaways [02:37] Sarah Dalton shares her background as a partner at Conchi Associates and discusses how her expertise in talent assessment and team development extends to mentoring children in their growth and self-awareness. [03:20] Sarah emphasizes her goal with The Five Talents that Really Matter—to prevent under qualified managers from being promoted by identifying rare and essential leadership talents. [04:54] She highlights common hiring biases, such as selecting candidates based on similarities to oneself, which often results in non-predictive decisions for future performance. [08:20] Sarah introduces the five core leadership talents: setting direction, harnessing energy, exerting pressure, increasing connectivity, and controlling traffic, emphasizing their diverse expressions in leadership styles. [10:07] She discusses the importance of balancing action orientation with reflective thinking, noting how successful leaders manage both qualities effectively. [14:20] Sarah explains the importance of structured selection assessments to avoid hiring decisions based on chemistry rather than true leadership potential. [16:11] About the book that includes specific interview questions designed to identify leadership potential and guidance on how to interpret responses effectively. [18:29] Sarah challenges the notion that a leader’s greatest strength can also be a weakness, emphasizing that the absence of balancing talents is the real issue. [22:19] She describes how the five talents can be applied to team dynamics, advocating for leveraging individual strengths while acknowledging no team is perfectly balanced. [26:24] Sarah stresses the importance of a clearly defined decision-making process to prevent team conflict, especially when one member naturally plays a more deliberative role. [35:26] Her top leadership takeaway: build strong, positive relationships with team members and hold them to high standards by encouraging diverse perspectives and deeper thinking. [38:59] Closing quote: Remember, "Talent wins games, but teamwork and intelligence win championships." — Michael Jordan Quotable Quotes “Great leadership isn't about promoting those most like us—it's about identifying rare talents that drive superior performance.” “True talent isn't just found on a resume. It's the enduring qualities of thought and character that define long-term success.” “A leader's strength isn’t their downfall—it's the absence of balancing qualities that creates blind spots.” “The most effective leaders know when to take decisive action and when to slow down and think critically.” “The best teams aren't perfectly balanced—they're optimized for the strengths they already possess.” “The quality of your leadership is reflected in how well you develop and empower those around you.” “Hiring decisions should be guided by talent assessments, not chemistry or personal bias.” “A strong leader builds relationships deep enough to understand what drives each individual’s success.” “When facing decisions, ask yourself: Who have I talked to? What have I learned? Have I considered more than one option?” “Leadership isn’t about being perfect—it's about holding yourself and others to a higher standard of thinking.” "Talent wins games, but teamwork and intelligence win championships." — Michael Jordan This is the book mentioned in this episode Resources Mentioned The Leadership Podcast | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Sarah Dalton’s LinkedIn | Sarah Dalton’s Website | Sarah Dalton’s Twitter |
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TLP447: The Transformative Power of Curiosity with Debra Clary
Feb 12, 202500:38:52Tap to summarizeDr. 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. 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 | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Debra Clary’s LinkedIn | Debra Clary’s Website | Debra Clary’s Twitter |
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TLP446: How Mental Health and Leadership are Deeply Connected with Dr. Marie Helene-Pelletier
Feb 5, 202500:36:42Tap to summarizeDr. Marie Helene Peltier is a leadership psychologist, and author of “The Resilience Plan: A Strategic Approach to Optimizing Your Work Performance and Mental Health.” In this episode, she unpacks the science and practical strategies behind resilience, offering insights into how mental health and leadership are deeply interconnected. From creating personalized resilience plans to building resilient teams, the conversation explores how leaders can thrive under stress and navigate challenges effectively. Dr. Peltier emphasizes actionable steps like tailoring stress management techniques to individual needs, integrating resilience into team discussions, and using strategic tools to balance professional demands with personal priorities. She also covers the importance of values-driven planning, the role of proactive resilience, and how leaders can “bounce forward” through adversity. Key Takeaways [02:48] Dr. Peltier begins by discussing the deep connection between mental health and leadership. She explains that our thoughts, emotions, and behaviors influence how we lead, make decisions, and interact with teams. Resilience is critical for leaders to navigate demands effectively and sustain peak performance. [05:08] When addressing behavioral changes, Dr. Peltier advises distinguishing between coaching and psychological support. Coaches should focus on actionable strategies while referring clients to specialists when deeper mental health issues arise. [08:35] She highlights the benefits of regular physical activity (cardio, strength training, meditative practices), nutrition, and time in nature. These actions create a strong foundation for resilience, but leaders often overlook them due to their demanding schedules. [12:51] Dr. Peltier advocates starting with values to prioritize actions and using tools like a SWOT analysis to identify gaps in resilience resources. She encourages leaders to create realistic, context-specific plans that align with their unique challenges and demands. [19:23] Resilience isn’t just individual—it’s systemic. Leaders should bring resilience into team discussions, proactively preparing for high-demand periods and creating strategies to handle stress collectively. [27:45] Dr. Peltier reframes resilience as both a decision and a plan. While the willingness to be resilient is essential, strategic preparation ensures that leaders have the tools to act when challenges arise. [34:23] Dr. Peltier advises leaders to prepare for increasing demands, including technological changes like AI integration, by strengthening their personal and team resilience. [35:47] And remember, Resilience isn't a single skill. It's a variety of skills and coping mechanisms to bounce back from bumps in the road as well as failures. You should focus on emphasizing the positive. Jean Chatzky Quotable Quotes "Resilience is our ability to go through that adversity here, which could be acute or chronic, and come out even stronger." "A lot of the time, the ways in which we behave today don’t emerge randomly out of nowhere." "If resilience was a mathematical equation, these variables would account for most of the variance." "Sometimes we can just learn a new way, experiment with it, it works, and that in itself will actually shift whatever was there internally." "Whatever works for you, assuming it’s healthy, do this. Let’s just start there." "Resilience isn’t just about individuals; there are actions we want to take as leaders, but we also want to focus on the team and organization." "We tend to just receive the demands here and then turn towards our team and do the work. That moment of saying, wait a second, let me ask my leader for help, is often missed." "Keep looking for what that resource could be for you. Don’t just say, well, I don’t have the finances, so not doing anything." "Resilience is a decision, but it’s also a plan. And just a decision to be resilient isn’t sufficient—it’s a great start, but insufficient." "Leaders must identify their values, look at demands and resources, and prioritize what actions will help them thrive." "As these things come up, we will need to face these demands and embrace them with even more resilience." "Resilience is our ability to grow through adversity and bring our best decisions and best thinking to the table." This is the book mentioned in this episode Resources Mentioned The Leadership Podcast | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Dr. Marie Helene-Pelletier Website | Dr. Marie Helene-Pelletier X | Dr. Marie Helene-Pelletier LinkedIn | Dr. Marie Helene-Pelletier Instagram | Dr. Marie Helene-Pelletier YouTube | Dr. Marie Helene-Pelletier Facebook |
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TLP445: Glue Guys: Identifying Hidden Leaders with Jim and Jan
Jan 29, 202500:26:40Tap to summarizeJim 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. 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 | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC |
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TLP444: It’s Not About Where; It’s About How People Work with Wayne Turmel
Jan 22, 202500:47:42Tap to summarizeWayne 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. 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 | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Wayne Turmel Website | Wayne Turmel LinkedIn | Wayne Turmel Facebook | Wayne Turmel X |
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TLP443: UNSTUCK: Purposeful Career Redesign with Helen Hanison
Jan 15, 202500:44:12Tap to summarizeHelen 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. 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 | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Helen Hanison Website | Helen Hanison LinkedIn | Helen Hanison Instagram |
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