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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TLP442: Failures Are What Shape Us with Andy Hilger
Jan 8, 202500:47:24Tap to summarizeAndy Hilger recently completed a 25-year career with Allegis Group, his last six years serving as the president of the global staffing and services company. He currently serves as a guest lecturer at Duke University and American University, and writes a regular LinkedIn blog on leadership. Andy shares insights on finding fulfillment in the workplace, learning through failures, and the evolving role of leadership in a rapidly changing world. Andy discusses his early career struggles, from overcoming rejection to dealing with imposter syndrome. He reflects on the importance of embracing failure, recounting his experiences of being cut from school basketball teams and how it shaped his outlook on resilience and grit. Transitioning into business, Andy emphasizes how businesses can act as a force for good, outlining the potential for companies to balance purpose with profit. Andy touches on critical themes such as accountability, agency, and creating a culture of trust in the workplace. Andy delves into how leaders can use empathy alongside clear expectations to foster engagement. Andy shares his approach to personal growth, highlighting the importance of cultivating purpose over chasing traditional markers of success. He advises young professionals to embrace learning, prioritize meaningful work, and navigate careers with agility and curiosity. Key Takeaways [01:25] Andy opens up about what’s not in his public bio. He shares how being cut from his 8th and 9th-grade basketball teams and facing repeated rejections in his career taught him resilience and the value of grit. “The failures are what shape us more than the accomplishments.” [06:03] Andy discusses how businesses can be a force for good. He explains that while nonprofits do great work, they often lack scalability. Businesses, with their resources, have the ability to drive meaningful change by aligning profits with purpose. “Money is critical, but it should fund purpose and mission.” [10:08] In his work with students, Andy encourages them not to wait for a position of power to start making an impact. He teaches them that they can begin shaping the organizations they join and the impact they have, starting today, by recognizing their own agency and acting with urgency. [12:34] Andy shares a pivotal early career moment when he was encouraged to deliver feedback to a superior. This experience taught him the value of creating a culture where feedback is not just accepted but expected. “Giving feedback isn’t optional; it’s an obligation.” [19:38] Andy spoke to 500 freshmen at West Virginia University and found them curious and eager to make a difference but uncertain how to do so. While some stereotypes about their generation hold, he found them engaged and motivated. They were stressed about internships, choosing majors, and managing financial pressures. Andy advised them to focus on learning and meaningful experiences rather than specific career outcomes, believing the true value of education lies in skills and relationships developed over time. [25:24] Andy expresses concerns about AI’s impact on society. He warns against the industry’s focus on maximizing profit at the expense of ethical considerations. “We need to prioritize wisdom over intelligence to ensure technology serves humanity.” [35:51] Reflecting on his journey, Andy explains how shifting from an imposter mindset to one of growth helped him navigate challenges. He encourages leaders to foster environments where others can make that same transition. [43:51] Andy discussed how businesses need to adapt to meet new expectations. He believes companies should move away from traditional hierarchies and create flexible environments. Hiring for adaptability and continuous learning is crucial. Leaders should focus on providing meaningful work and ensuring that their companies deliver value to customers, as knowledge quickly becomes outdated. [46:32] And remember, "It is not in the pursuit of happiness that we find fulfillment, it is in the happiness of pursuit." — Denis Waitley Quotable Quotes “The resume is a glossy view, but the failures are what shape us more than the accomplishments.” “We are more a culmination of our failures than just the things that end up on the resume.” “Money can’t be the end goal; it has to fund purpose and mission.” “Profits are the oxygen that allows businesses to live their mission.” “Leadership isn’t a prize; it’s an awesome responsibility.” “Leadership isn’t about waiting for a title; it’s about starting where you are to make an impact.” “Learning to love learning is the most important skill in today’s dynamic world.” “No one will care what you majored in; learning to love learning is the key to success.” “Wisdom must guide intelligence; without it, we risk serving the tools we create.” "Focus on your learning potential, not your earning potential." Resources Mentioned The Leadership Podcast | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Andy Hilger LinkedIn | Andy Hilger X |
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TLP441: Preventing Groupthink via Innovative Cultures with Felicia Shakiba
Jan 1, 202500:45:23Tap to summarizeFelicia Shakiba, CEO at CPO PLAYBOOK, and Podcast Host, has also led several international HR teams as the Fractional Chief People Officer for clients in industries such as fintech, biotech, ad tech, and more. Felicia discusses today’s most pressing leadership challenges. Felicia shares insights on leadership in a rapidly evolving landscape influenced by AI, the importance of executive coaching, and the critical role of culture in driving engagement and performance. Through her experiences with diverse organizations, Felicia explores the intricacies of fostering unified and agile teams, especially in hybrid settings. She also delves into aligning people strategy with business objectives, and the future of learning and development. Felicia’s candid take on bridging gaps between HR policies and frontline needs, building flexible and engaging company cultures, and maintaining authenticity offers valuable lessons for leaders at all levels. She also highlights the significance of personalized growth paths, employee engagement, and professional development in ensuring that teams stay motivated and connected. Key Takeaways [05:25] Felicia explains how AI is changing L&D by converting static content into interactive learning modules, offering immediate feedback, and providing real-time data insights. She notes that while AI enhances learning efficiency, it lacks the ability to interpret subtle cues like body language and emotions, which are crucial in executive coaching. [08:07] According to Felicia, HR’s top-down approach often feels out of touch with frontline managers’ immediate needs. She believes HR should partner with managers to create relevant programs, making it clear that HR’s role is to support and listen to those directly leading teams. [09:42] Felicia emphasizes that general training is useful for foundational learning but becomes ineffective for leaders seeking to grow specific skills. She customizes her coaching to focus on three to four key competencies, helping leaders navigate complex decisions and preparing them for future responsibilities. [19:03] Felicia advocates for using engagement data to inform decisions about work models, rather than guessing. She explains that high engagement scores can validate remote work, while low scores may indicate the need for in-person strategies to boost team cohesion and satisfaction. [23:40] Felicia notes that side hustles are often a response to stagnant growth opportunities within organizations. To retain talent, she suggests companies provide transparent career paths and actively support professional development, which can lead to higher engagement and loyalty. [31:19] Felicia explains that leaders pursuing cultural transformation often want to eliminate silos, improve communication, and inspire innovation. She advises that a successful transformation should align culture with strategic goals, ensuring employees feel empowered and connected to the mission. [36:30] Felicia shares research suggesting that diversity can enhance financial performance and prevent groupthink, though causation is difficult to prove. She emphasizes that diversity in gender, race, and expertise fosters fresh perspectives, contributing to long-term success and adaptability. [44:29] And remember, “It's not all about talent. It's about dependability, consistency, and being able to improve. If you work hard and you're coachable and you understand what you need to do, you can improve." - Bill Belichick Quotable Quotes “True coaching requires understanding beyond data; it’s both scientific and artful.” “Building a strong company culture across remote teams is about creating virtual ‘water cooler’ moments that keep people connected.” “HR should serve as a support to managers, not a barrier; their role is to help create programs that managers actually need.” “People are drawn to innovative cultures; they’ll stay if they feel they’re growing and valued.” “Cultural transformation is more than values on paper; it’s about shifting how people connect, communicate, and work together.” “Diversity isn’t just about representation; it’s about preventing groupthink and driving innovation.” “People need personalized development, especially leaders, who have unique competencies and challenges to address.” “It’s not just about moving up; it’s about building skill paths that align with both individual and organizational goals.” Resources Mentioned The Leadership Podcast | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | CPO PLAYBOOK Website | Felicia Shakiba LinkedIn | Felica Shakiba YouTube |
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TLP440: The New Rules of Persuasion in Business and Life with Leslie Zane
Dec 25, 202400:40:11Tap to summarizeLeslie Zane, Founder and CEO of Triggers® Brand Consulting, and author of "The Power of Instinct: The New Rules of Persuasion in Business and Life." Leslie explains that our instinctive, unconscious mind makes up about 95% of our daily choices, and marketers who focus on this instead of logical appeals see the strongest brand results. Leslie unpacks the concept of growth triggers, small but powerful cues that embed positive associations with a brand and override past negative perceptions. She also reveals why emotional marketing has limited long-term impact and urges brands to adopt strategies that leverage familiarity and instinct to grow lasting loyalty. Leslie touches on the Age of Instinct, a term she uses to describe today’s emphasis on behavioral science and AI in decision-making. With marketing now focused more on the unconscious mind, Leslie believes that the future of branding is driven by the brain’s associative power. She breaks down the difference between “uniqueness” and “distinctiveness” in marketing, advocating for strategies that balance fresh ideas with a sense of the familiar. Leslie’s insights challenge traditional marketing rules and provide a roadmap for leaders looking to grow authentically by aligning with the natural ways the human brain makes decisions. Key Takeaways [03:24] Leslie explains that Kahneman’s research emphasizes the unconscious mind’s major role in decision-making, responsible for about 95% of our choices. However, the marketing industry mistakenly interpreted this as needing emotional appeals, which don’t lead to long-lasting brand loyalty. Leslie stresses that emotional connection is an outcome, not an input, for effective persuasion. [07:59] Leslie shares that in the 90s, her work on instinctive decision-making was met with resistance, as behavioral science was not yet widely recognized in the business world. She felt isolated as she advocated for a focus on instinctive mind, a concept that took 30 years to gain mainstream acceptance. [16:31] Leslie describes the brand connectome as the network of associations tied to a brand that resides in the unconscious mind. Brands grow stronger as they develop positive, distinctive, and familiar connections over time, ultimately leading to instinctive consumer choices. [20:04] Leslie says “growth triggers” act like a brand’s “miracle grow.” These are sensory cues, like McDonald’s “fresh cracked egg” imagery, that add positive associations to a brand quickly, reversing negative perceptions and strengthening consumer loyalty. [25:09] Leslie notes that persuasion within a company requires treating ideas like brands. To achieve internal buy-in, she suggests building familiarity over time rather than introducing fully formed ideas. Involve key influencers in early stages, allowing people to “co-create” the idea, which increases acceptance and support. Leslie emphasizes that frequent exposure to an idea builds comfort and familiarity, making it more likely to be embraced. [28:31] Leslie discusses how the current era of AI and behavioral science emphasizes the unconscious mind’s influence in business. As AI advances, it enables marketers to connect with consumers on an instinctive level, signaling a shift toward the Age of Instinct in decision-making. [32:40] Leslie highlights that while behavioral science and AI are powerful tools for persuasion, they raise ethical concerns. She stresses the importance of ethical marketing practices, as companies may manipulate consumers without their awareness. Leslie warns that as AI technology progresses, it is essential for the industry to remain vigilant, ensuring human control and prioritizing consumer well-being to prevent overstepping ethical boundaries. [39:18] And remember, “Your mind knows only some things. Your inner voice, your instinct, knows everything. If you listen to what you know instinctively, it will always lead you down the right path.” - Henry Winkler Quotable Quotes "Emotional connection should be the outcome, not the input." "The instinctive mind calls the shots in branding and decision-making – that’s where marketers need to focus." "Familiarity beats uniqueness – a brand’s strength lies in building familiar, positive associations." "Instinct is the most powerful force for changing human behavior – leverage it to make your brand unforgettable." "Growth triggers act like 'miracle grow' for brands, adding positive associations that change consumer perception." "The brand connectome is a mental network – the larger and more positive it is, the stronger the brand loyalty." "Marketing to the conscious mind won’t drive long-term loyalty. Our unconscious choices hold the power." "Distinctiveness, not uniqueness, makes a brand memorable – give consumers something fresh that still feels familiar." "Stop trying to persuade people; instead, align with the mind’s natural instincts and your brand will grow." "We’re in the Age of Instinct, where behavioral science and AI unlock new ways to connect with consumers." This is the book mentioned in this episode Resources Mentioned The Leadership Podcast | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Leslie Zane Website | Triggers® Brand Consulting Website | Leslie Zane LinkedIn | Leslie Zane Facebook | Leslie Zane X |
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