Tom Henschel: The Look & Sound of Leadership Tom Henschel of Essential Communications supports senior leaders and executive teams. An internationally recognized expert in the field of workplace communications and self-presentation, he has helped thousands of leaders achieve excellence through his work as an executive coach and his top-rated podcast, The Look & Sound of Leadership. Have you been told you should take more initiative? Or, perhaps you’ve been telling that to someone else? Either way, this conversation with Tom Henschel will outline three key steps to help you get started. Key Points Three steps to taking more initiative: 1. Think and talk about your work. Ideas come through conversation. 2. Execute on your idea. Feel the fear and do it anyway. 3. Communicate what you’ve done. * Initiative is often in the eye of the beholder. * Imagine a scale that goes from bold to cautious. There’s probably room for you to be at least 5% bolder. * Feeling like you are waiting on others may be an indicator to take initiative. * To calibrate where you land, ask yourself: “What’s my typical pattern?” * In correspondence, consider asking fewer questions and making more statements. * Place yourself in situations where you’ll need to show initiative. Resources Mentioned * The Look & Sound of Leadership podcast by Tom Henschel * Feel the Fear…and Do It Anyway* by Susan Jeffers Related Episodes * Leadership vs. Management (The Look & Sound of Leadership, episode 166) * 5 Strategies for Dealing with Narcissists (The Look & Sound of Leadership, episode 239) * How to Answer “Tell Us About Yourself” (The Look & Sound of Leadership, episode 250) * How to Talk So People Understand You (The Look & Sound of Leadership, episode 254) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Jon Fogel: Punishment-­Free Parenting Jon Fogel is a husband, a father of four, and a parenting educator. His goal is to teach how to parent more effectively, with less stress and more success by combining modern neuroscience, developmental psychology, counseling, and positive, gentle parenting wisdom. He is the author of Punishment-­Free Parenting: The Brain-Based Way to Raise Kids Without Raising Your Voice*. Most of us aspire to lead well in every area of our lives, not just in the workplace. A key place for leadership with many of us is with our kids and the other young people in our lives. In this conversation, Jon and I discuss how to raise kids without raising your voice. Key Points * Consequences and punishment are not the same thing, even if the words are used interchangeably. * Our kids want us to like them. They are not giving you a hard time; they’re having a hard time. * Punishment doesn’t “teach kids a lesson.” More often, it crowds out higher-level thinking, and children are unable to remember what they were being punished for. * Rather than imposing retribution, help children surface the natural and logistical consequences of their behaviors. * Get curious, not furious. Often, there’s a perfectly rational reason that children are acting the way they are. * Children are great imitators. So give them something great to imitate. Resources Mentioned * Punishment-­Free Parenting: The Brain-Based Way to Raise Kids Without Raising Your Voice* by Jon Fogel * Jon Fogel on Instagram Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes * How to Reduce Drama With Kids, with Tina Payne Bryson (episode 310) * The Way Into Better Conversations About Wealth, with Kristin Keffeler (episode 606) * Supporting Return to Work After Maternity Leave, with Danna Greenberg (episode 639) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Qasim Ijaz Qasim Ijaz is the director of cybersecurity at a leading healthcare organization, overseeing detection, incident response, vulnerability management, purple teaming, and cybersecurity engineering. With a strong background in offensive security and risk management, he has helped organizations strengthen their defenses against evolving threats. He is also a dedicated educator, mentoring professionals and sharing his expertise at conferences such as BSides and Black Hat. You don’t need to go far in the news these days to find out that another organization was hacked. Data breeches are a nightmare scenario for both leaders and the people they support. In this episode, Qasim and I explore what your team and you can do to be a bit more prepared. Key Points * Use multi-factor authentication, passphrases, and a password manager. * Freeze your personal credit reports. Do this for free directly with Experian, Equifax, and TransUnion. * Leaders in bigger roles (executives, CEOs, board members) are larger targets for hackers due to their access and also their ability to occasionally side-step organizational guidelines. * It’s the non-technical pieces of a cyber response that organizations are least prepared for. * Conduct incident response and disaster recovery tabletop exercises to uncover vulnerabilities before an attack. * Regardless of organizational policy, employees will use AI. The best prevention assumes the inevitability of human behavior and works with it to improve systems. Resources Mentioned * Recommended password managers: 1Password, Apple password app, Proton Pass * Critical Security Controls by the Center for Internet Security * Resources for Small and Medium Businesses by the Cybersecurity & Infrastructure Security Agency * 2024 Data Breach Investigations Report by Verizon Business Related Episodes * Dumb Things Smart People Do With Money, with Jill Schlesinger (episode 396) * Where to Start When Inheriting a Team in Crisis, with Lynn Perry Wooten (episode 603) * How to Use AI to Think Better, with José Antonio Bowen (episode 689) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Andrew Brodsky: Ping Andrew Brodsky is an award-winning professor, management consultant, and virtual communications expert at the McCombs School of Business at The University of Texas at Austin. He is an expert in workplace technology, communication, and productivity, and serves as the CEO of Ping Group. He is the author of Ping: The Secrets of Successful Virtual Communication*. We’ve all heard the well intended advice that having interactions in person is always best. And that being as close to perfect as possible is ideal. Turns out, not always. In this conversation, Andrew and I explore how adapting to the context of tough situations can help you show up in a way that’s helpful for the other party and for you. Key Points * In virtual interactions, what feels authentic to you may not seem authentic to the person you’re interacting with. * While video is best for being present, it may not be best when your underlying emotions could leak into a situation. * Surface acting helps us all land with the other party more authentically. Audio only can help this land better. * If using a less rich medium to communicate (i.e. email instead of a conversation) it’s helpful to explain why you made that choice. * People who appear perfectly competent may not be as likable. Consider surfacing blunders that aren’t central to the core expertise of your work. * We often default to the medium that works best for us. Consider what will land best with the other party. Resources Mentioned * Ping: The Secrets of Successful Virtual Communication* by Andrew Brodsky Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes * How to Genuinely Show Up for Others, with Marshall Goldsmith (episode 590) * How to Make a Better Impression on Camera, with Mark Bowden (episode 643) * How to Grow From Feedback, with Jennifer Garvey Berger (episode 713) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Paul Akers: 2 Second Lean Paul Akers is the founder and president of FastCap, a product development company specializing in woodworking tools and hardware for the professional builder. Through a series of twists and turns he discovered Lean and the Toyota Production System (TPS) which was instrumental in propelling FastCap as an example of Lean manufacturing and culture, now followed by thousands of companies around the world. He is the author of 2 Second Lean: How to Grow People and Build a Fun Lean Culture at Work & at Home*. We often add more in order to make a system better. The opposite tactic is often more useful: making things simpler. In this conversation, Paul and I explore how to make worker better by starting small. Key Points * Your pride will blind you to what you most need to learn. * Begin by addressing the things that bug you. Lean is about making things simpler. * Instead of batching, consider one-piece flow. This helps you improve as you go. * Set the standard at 2 seconds to try something new. Anybody can achieve that. * Start in the bathroom. Showing respect in the place everybody visits sets a standard for the rest of the organization. * To make something stick, (1) set the expectation, (2) inspect the expectation, (3) reinforce the expectation. Resources Mentioned * 2 Second Lean: How to Grow People and Build a Fun Lean Culture at Work & at Home* by Paul Akers * Example of 2 second lean in practice Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes * How To Create Joy At Work, with Richard Sheridan (episode 122) * Engaging People Through Change, with Cassandra Worthy (episode 571) * How to Change the Way You Think, with Ari Weinzweig (episode 592) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Joel Pérez: Dear White Leader Joel Pérez is an executive and leadership coach, speaker, and consultant who is passionate about helping leaders and organizations achieve their goals and develop a posture of cultural humility. He has over twenty years of experience in higher education, serving in various key leadership roles. He is the author of Dear White Leader: How to Achieve Organizational Excellence through Cultural Humility*. We could all get a bit better at bringing a dose of humility into our work. Inside organizations, cultural humility starts with how leaders show up each day. In this episode, Joel and I examine three shifts that will help us better empower others. Key Points * While humility starts with an individual, it must move beyond them to improve the organization. * Maintain high standards while avoiding perfectionism by discussing how mistakes get handled in advance. * To prevent a sense of urgency from rushing a bad decision, consider who’s missing from the conversation. * Listen, ask curious questions, and say thank you when receiving criticism. * Criticism doesn’t need to be addressed in the moment. Consider reflection, other data points, and responding more in a future interaction. Resources Mentioned * Dear White Leader: How to Achieve Organizational Excellence through Cultural Humility* by Joel Pérez * Dear White Leader website Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes * The Starting Point for Inclusive Leadership, with Susan MacKenty Brady (episode 584) * How to Use Power Responsibly, with Vanessa Bohns (episode 551) * How to Discover What People Want, with Tiziana Casciaro (episode 565) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Dave speaks with Brooks Bradford, an alum of the Coaching for Leaders Academy, on how he got intentional about motivating people – and himself – towards an important vision. Applications to the Coaching for Leaders Academy will close on Friday, March 14, 2025. Visit the Academy page for details and to apply.

Donna Hicks: Leading with Dignity Donna Hicks is an Associate at the Weatherhead Center for International Affairs at Harvard University and the former Deputy Director of the Program on International Conflict Analysis and Resolution (PICAR). She has facilitated dialogues in numerous unofficial diplomatic efforts and was a consultant to the BBC in Northern Ireland, where she co-facilitated a television series, Facing the Truth, with Archbishop Desmond Tutu. She is the author of Dignity: Its Essential Role in Resolving Conflict and Leading with Dignity: How to Create a Culture That Brings Out the Best in People*. Everyone wants to be treated in a way that shows they matter. We may differ in status, but we are all equal in dignity. In this episode, Donna and I explore how appreciating dignity can help us bring out the best in people. Key Points * Everyone wants to be treated in a way that shows they matter. * Dignity is different from respect. Everyone has dignity, but not everyone deserves respect. * A major misconception of dignity is that we receive our worth from external sources. * We’re at our best when connected to our own dignity, connected to the dignity of others, and connected to the dignity of something bigger. * Start with vulnerability and empathy. These open the doors to connecting with your own dignity and the dignity of others. * We may differ in status, but we are all equal in dignity. Resources Mentioned * Dignity: It’s Essential Role in Resolving Conflict* by Donna Hicks * Leading with Dignity: How to Create a Culture That Brings Out the Best in People* by Donna Hicks Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes * How to Get Way Better at Accepting Feedback, with Sheila Heen (episode 143) * Use Power for Good and Not Evil, with Dacher Keltner (episode 254) * Help People Show Up as Themselves, with Frederic Laloux (episode 580) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Dave speaks with Nanette Metzger, an alum of the Coaching for Leaders Academy, on how she helped her team start bringing solutions to new problems. Applications to the Coaching for Leaders Academy will close on March 14, 2025. Visit the Academy page for details and to apply.

Dave speaks with Hayley Park, an alum of the Coaching for Leaders Academy, on how she got to altitude for better perspective on what’s happening in the organization. Applications to the Coaching for Leaders Academy will close on March 14, 2025. Visit the Academy page for details and to apply.

Melody Wilding: Managing Up Melody Wilding is an executive and leadership coach for smart, sensitive high-achievers who are tired of getting in their own way. She teaches human behavior at Hunter College and is a regular contributor to Harvard Business Review, Forbes, and Business Insider, who named her one of the “most innovative coaches.” She is the author of Managing Up: How to Get What You Need from the People in Charge*. Good work speaks for itself. It’s a lie many of us have wished was true, but found that there’s actually much more work involved. In this conversation, Melody and I discuss what really helps in creating more visibility. Key Points Good work does not speak for itself. Our fear of appearing self-promotional can hinder the visibility conversations that our leaders and team need from us. A story will be told about your work. By having stories that you are ready to tell, you get to shape the narrative. Instead of listing what you’ve done, highlight what you want to be known for. Give visibility to work that is important to your team, puts you in contact with stakeholders, and impacts that bottom line. Always have a 3-step pocket update at the ready. Share a (1) project, (2) detail, and (3) result. Capitalize on casual conversation. Say yes to the right invitations and be the person that keeps the relationship going. Resources Mentioned Managing Up: How to Get What You Need from the People in Charge* by Melody Wilding Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Get Noticed Without Selling Out, with Laura Huang (episode 480) How to Start Finding Useful Stories, with David Hutchens (episode 593) Getting Better at Internal Communication, with Roy Schwartz (episode 687) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Dave speaks with Raj Bawa, an alum of the Coaching for Leaders Academy, on how he focused his attention on creating better relationships with peer executives. Applications to the Coaching for Leaders Academy will close on March 14, 2025. Visit the Academy page for details and to apply.

Rebecca Homkes: Survive, Reset, Thrive Rebecca Homkes is a high-growth strategy specialist and CEO and executive advisor. She is a Lecturer at the London Business School, Faculty at Duke Corporate Executive Education, and Advisor and Faculty at the Boston Consulting Group focused on AI and Climate and Sustainability. She is the author of Survive, Reset, Thrive: Leading Breakthrough Growth Strategy in Volatile Times*. Uncertainty seems to be more and more the norm. Sometimes, that leads an organization into survival mode. If that’s where you are now, this conversation is the roadmap for what to do next. Key Points We default to the assumption that uncertainty is unequivocally bad. Executives are often overconfident in their ability to predict the future and get tied into patterns that reward following the plan. We tend to adopt the first explanation we hear that makes sense instead of examining our beliefs. Make good decisions even when you cannot make good predictions. Avoid attempting to predict the end state. Stop planning and start preparing. People are often most honest when in survival mode, opening up opportunity for learning and growth. Ask these two questions: What could break us? What could make us? Resources Mentioned Survive, Reset, Thrive: Leading Breakthrough Growth Strategy in Volatile Times* by Rebecca Homkes Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes The Way to Make Better Decisions, with Annie Duke (episode 499) Help Your Team Embrace Growth Mindset, with Eduardo Briceño (episode 644) How to Handle High-Pressure Situations, with Dan Dworkis (episode 701) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Jess Britt Jess Britt is an experienced executive and nonprofit board chair. Today as a coach and consultant, she uses a facilitative leadership approach to empower leaders and teams to build collaborative, high-performing, data-driven workplace cultures. She’s an alum of our Academy and for the past two years, has taken a leadership role inside our community as a Coaching for Leaders fellow, providing coaching and facilitation to our members. While some leaders love to hate meetings, a well-designed meeting can open huge opportunities to connect, engage, and build culture on a team. In this conversation, Jess and I zero in on simple tactics that will help you engage attendees and lead meetings that people actually enjoy. We explore how objectives, facilitation tactics, and adult learning principles can help and invite you to start with one. Key Points Identifying both shared and non-shared objectives helps you design meetings, informs how you show up, makes meetings less frustrating, and helps you pivot. Invite discussion and engagement at the start with a warm-up question. If possible, connect the question to an objective of the meeting. Check-out questions are a quick indicator of what worked and what didn’t. Use emojis, voting, or a quick question to assess, and follow up if something didn’t land. Adults learn best by drawing on past experiences and taking action. Bring in role plays, think-pair-share, and gallery walks to help engage people. Simple debrief questions will open up insights. Consider prompts like: “What came out of this?” “What did you hear?” and “I heard you discussing an idea. Tell us more.” Reach out to Jess at jess@jessbritt.com and tell her one thing you tried from this conversation and what happened. She’ll respond by sharing her full guide of meeting facilitation ideas we weren’t able to entirely cover in this episode. Resources Mentioned Jess Britt’s website Coaching for Leaders Academy Related Episodes How to Lead Meetings That Get Results, with Mamie Kanfer Stewart (episode 358) Moving Towards Meetings of Significance, with Seth Godin (episode 632) Bringing Your Strengths to a Big Job, with General CQ Brown, Jr. (episode 691) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Margie Warrell: The Courage Gap Margie Warrell is a best-selling author, keynote speaker, leadership coach, and Forbes columnist. With twenty-five years of experience living and working around the world, she has dedicated her life to helping others overcome fear and unlock their potential. She is the author of The Courage Gap: 5 Steps to Braver Action*. Whether it’s painting a vision of the future or giving feedback on something that didn’t work yesterday, courage is a necessity for leaders. In this episode, Margie and I highlight the way towards just a bit more of it. Key Points Leaders may rise in the ranks because of what they do, but cap themselves because of who they are. The smarter we are, the more our fears work in the background. Beware discounting the future. Fear causes us to value the future less than the present. Reel in fearcasting worst-case scenarios. These can prevent us from seeing the benefits of action. Stop rationalizing inaction and excess caution. An excuse is always there to prevent you from doing what’s right and true. Avoid betraying yourself to secure status with others. Resources Mentioned The Courage Gap: 5 Steps to Braver Action* by Margie Warrell Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Protect Your Confidence, with Nate Zinsser (episode 573) How to Help People Engage in Growth, with Whitney Johnson (episode 576) How to Grow From Feedback, with Jennifer Garvey Berger (episode 713) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.