The Leadership Podcast

Jan Rutherford and Jim Vaselopulos, experts on leadership development
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The Leadership Podcast

We interview great leaders, review the books they read, and speak with highly influential authors who study them.

  1. 1 HR AGO

    Break Free from Self-imposed Limitations

    Kasey D’Amato’s experience goes from launching a dermatology division and founding a global skincare brand to building a multi-seven-figure real estate portfolio. In this episode, Kasey shares her insights on how leaders can avoid burnout, overcome stagnation, and create a life that aligns with their true purpose.  She introduces her Holistic Leadership Mastery™ Framework, which breaks leadership into four essential quadrants and explains why so many leaders feel overwhelmed despite their achievements. We discuss why leaders should periodically disconnect, how to recalibrate every 90 days, and the importance of surrounding yourself with the right people. She also shares her personal story of career reinvention, going from a physician assistant to a business leader and leadership coach. Kasey emphasizes that many successful professionals eventually feel stuck, questioning, "What’s the point?" even when they have achieved financial success. She explains how leaders can overcome this by focusing on emotional intelligence, resilience, and self-awareness. Kasey also talks about how leaders can break free from self-imposed limitations. She also discusses the importance of regularly evaluating time and energy allocation, challenging leaders to reassess 20% of their calendars every 90 days.  Whether you’re thinking about a career pivot or struggling with burnout, this episode provides actionable insights to help you lead a fulfilling life.     Key Takeaways [02:12] Kasey and her husband rescue and rehabilitate large dogs with difficult pasts. She finds that this requires calm, confident leadership, much like business leadership. [04:20] Many leaders neglect their personal well-being, relationships, and joy. Kasey’s framework breaks leadership into four quadrants: business acumen, self-leadership, team leadership, and industry leadership. A strong leader balances all four. [06:58] Kasey agrees that leaders often misallocate time and energy. Most spend too much time on tasks that don’t drive results. She recommends reviewing time allocation every 90 days to ensure alignment with goals. [08:24] Leaders often focus solely on strengths but may ignore personal weaknesses that could limit them in the long run. Kasey believes that while focusing on strengths is good, leaders should also be aware of what they are neglecting and consciously decide how to balance priorities. [14:15] She felt she had mastered her previous roles and began asking, “Is this all there is?” She realized she wanted to impact others in a broader way, leading her to reinvention. [19:21] Kasey advises completely disconnecting from routine for at least a week (ideally out of the country) to gain clarity. It takes about five days for the mind to stop focusing on daily work and start thinking about bigger questions like “Am I happy?” [24:35] Leaders often avoid tough decisions or self-improvement. Kasey recommends surrounding yourself with three types of accountability partners: mentors, peers, and direct reports. [28:34] Kasey plays the “What If” game with clients. If they say they don’t have time or money, she asks, “What if you did? What would you do differently?” This helps reverse engineer solutions and uncover creative options. [35:59] And remember, “When you have balance in your life, work becomes an entirely different experience. There is a passion that moves you to a whole new level of fulfillment and gratitude, and that's when you can do your best for yourself and for others.” - Cara Delevingne   Quotable Quotes “Am I happy? Is this the life I dreamed of?”  “We are our own problem. Look in the mirror.”  “If you don’t believe in yourself, no one else will.”  “You need to recalibrate your time and energy every 90 days.”  “The first step to resilience is awareness. Just being aware changes everything.”  “What if you did have time? What would you do differently?”  “I’m the queen of reinvention.”  “Confidence is critical. If you don’t believe in yourself, nobody else will.”    Resources Mentioned The Leadership Podcast | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Kasey D’Amato Website | Kasey D’Amato Facebook | Kasey D’Amato LinkedIn | Kasey D’Amato Instagram |

    35 min

  2. 2 APR

    The pain train is coming. Are you ready? with Dr. Hope Zoeller

    Dr. Hope Zoeller is the Founder and President of HOPE (Helping Other People Excel), LLC, a consultancy dedicated to helping organizations cultivate effective and impactful leaders.  In this episode, Hope shares why so many leadership programs fail and what companies must do to see real results. Drawing from her experience in corporate leadership, academia, and executive coaching, she unpacks the critical gaps between theory and practice, the hidden power of institutional memory, and why most organizations struggle with succession planning. Hope also challenges leaders to rethink how they engage their teams, emphasizing the importance of asking the right questions in 1:1 conversations and creating a culture of accountability. She dives into why so many leaders today feel burned out and reactive—and what they can do to regain control and lead with intention.  If you’ve ever wondered how to build stronger leaders, make training stick, or future-proof your organization, this conversation is for you. Listen now and start leading differently.   Key Takeaways [04:19] Hope shares how her time in corporate America shaped her leadership perspective. She worked in training and development for years, but when she was pushed into a different role despite her passion, she knew it was time to make a change. "It wasn't about the benefits or the stock. It was about making a difference." [07:06] Leadership training often fails when it’s just a checkbox exercise. Hope emphasizes the need for intentional development tied to company values. "If you're just checking a box, you might be better off not checking it at all." [11:11] Institutional memory can be a roadblock to progress. Hope describes employees who are "keepers of the failure data"—they remember every past mistake but don’t help find solutions. She reframes the conversation: "You were here when it was bad—so what would it look like if it worked?" [20:42] Leaders often resist one-on-one meetings, seeing them as unnecessary, but Hope argues they are essential. "How many of your meetings are actually valuable? Wouldn't your time be better spent investing in your people?" [23:30] Many companies neglect succession planning because they haven’t felt the pain of not having a pipeline. Hope warns, "The pain train is coming." Organizations that fail to prepare will struggle as the workforce shrinks and leadership gaps widen. [29:41] Many leaders today feel burned out and disconnected from their workforce. Hope believes companies need to make it safe for leaders to talk about these challenges. "We have to make it okay to say, 'I'm tired. I need support.' Otherwise, we risk losing our best people." [33:44] Hope shares a powerful analogy: "I can’t help every leader, but I can help some. If we all do that, think about the collective impact we can have." [35:58] And remember, “It is literally true that you can succeed best and quickest by helping others to succeed.” -  Napoleon Hill  Quotable Quotes "It wasn't about the benefits or the stock. It was about making a difference." "If you're just checking a box, you might be better off not checking it at all." "The pain train is coming. Are you ready?" "People don’t leave organizations. They leave people." "It’s not your people who quit and leave that you have to worry about—it’s the ones who quit and stay." "We’re not aiming for perfection. We’re aiming for progress." "I can’t help every leader, but I can help some. If we all do that, think about the collective impact we can have." “Coaching should not be punitive. It should be positive.” "I say as a leader, we need to be asking regularly how we're doing and be checking in.” "Keep showing up. Keep doing the work. Don't, you know, I've got a leader that right now she's so—she thought she was making progress. She got some feedback, and it just set her back to zero. She's like, is this even worth it? And days are going to be hard, and they're going to be harder. I think we're not moving into easier times, we're moving into harder times. So keep showing up and know that you're doing the work, and it will eventually pay off. It will eventually pay off. It's a long game."   This is the book mentioned in this episode   Resources Mentioned The Leadership Podcast | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | HOPE LLC Website | Hope Zoeller Facebook | Hope Zoeller LinkedIn  | Hope Zoeller Instagram |

    37 min

  3. 26 MAR

    Delegation Isn’t About Losing Control with Dr. Steven Stein

    Dr. Steven Stein, world-renowned clinical psychologist, best-selling author, and MHS founder, consults for military, corporate, and TV shows, specializing in psychological assessment and emotional intelligence. He also hosts the podcast Work Therapy. In this episode, Dr. Steven explores how EI has evolved since its early days and why some leaders still underestimate its impact. Steven explains what leaders often overlook when developing their emotional intelligence and why traits like empathy and self-awareness are more important than ever. He also reveals the hidden factors that differentiate high-performing leaders from those who struggle under pressure. Through real-world examples—including a fascinating case study with the U.S. Air Force—Steven demonstrates how improving EI can directly enhance leadership effectiveness and retention. He also addresses the challenges of maintaining emotional intelligence in high-stress situations and how leaders can foster resilience and adaptability within their teams. As the workplace continues to shift with remote work, AI-driven decision-making, and evolving company cultures, Steven shares actionable strategies for leaders to build trust, authenticity, and engagement in their organizations. Whether you’re a business leader, coach, or aspiring executive, this conversation is packed with valuable lessons on how emotional intelligence shapes leadership success.     Key Takeaways [02:22] Dr. Steven Stein shares that beyond his public achievements, he also leads a 12-piece jazz-rock band, highlighting the intersection of music and leadership. [03:55] Emotional intelligence (EI) has evolved significantly, moving from skepticism to a widely accepted concept influencing leadership, teamwork, and individual performance across various industries. [06:50] A critical aspect of leadership is developing empathy, actively listening, and understanding the emotions of those around you to enhance relationships and decision-making. [09:11] Under stress, leaders may become less empathetic and more directive, which can harm relationships and team dynamics. Maintaining emotional intelligence under pressure is crucial for effective leadership. [12:49] Resilient leaders and first responders thrive under high-stress situations by embracing the "Three Cs": Commitment (to a bigger purpose), Challenge (viewing obstacles as solvable problems), and Control (focusing on what can be influenced). [18:53] As AI and algorithms increasingly influence decision-making, emotional intelligence remains a crucial human advantage, offering insights and adaptability that machines cannot replicate. [22:51] A landmark study with the U.S. Air Force found that emotional intelligence training significantly improved recruiter retention rates from 50% to 92%, demonstrating the tangible impact of EI in the workplace. [29:20] Purpose-driven organizations with emotionally intelligent leadership experience significantly lower turnover rates, as employees feel valued and aligned with the company’s mission. [31:47] The shift to remote work has increased the need for authentic leadership. Employees are now more likely to leave companies rather than just their managers if they lack trust in organizational leadership. [33:44] Key leadership traits for retaining employees include authenticity, respect, clear communication, and allowing employees autonomy while offering guidance and support. [38:07] Many leaders struggle to delegate due to a fear of losing control or a perfectionist mindset. Effective leaders recognize their strengths and empower others to handle areas where they are less skilled. [41:57] Leaders should be aware of employees’ personal struggles without trying to solve them directly, instead offering support and resources to help them navigate challenges. [41:26] Closing quote: Remember “Emotional intelligence is your ability to recognize and understand emotions in yourself and others and your ability to use this awareness to manage your behavior and relationships. ” —  Travis Bradberry   Quotable Quotes "Great leaders master the art of empathy." "Under pressure, emotional intelligence is often the first thing to slip. The best leaders stay self-aware and maintain composure, even in high-stress situations." "Resilience comes down to the 'Three Cs': Commitment to a greater purpose, viewing obstacles as challenges rather than threats, and focusing on what you can control." "Organizations thrive when leadership is authentic. Employees don’t just leave bad managers anymore—they leave companies that lack purpose and integrity." "Emotions play a crucial role in decision-making. The best leaders don’t suppress their emotions; they understand and use them to make better choices." "The best workplaces foster autonomy and respect. Give people ownership of their work, and you’ll see creativity, motivation, and engagement soar." "Leadership isn’t about having all the answers; it’s about empowering the right people to find the best solutions." "Delegation isn’t about losing control—it’s about recognizing where others can excel and trusting them to contribute their expertise." "The true test of leadership is how well you handle uncertainty. Those who adapt and evolve will always stay ahead." "Support your people, but don’t try to be their personal problem solver. A great leader provides resources and guidance without overstepping boundaries." “Emotional intelligence is your ability to recognize and understand emotions in yourself and others and your ability to use this awareness to manage your behavior and relationships. ” —  Travis Bradberry Resources Mentioned The Leadership Podcast | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Dr. Steven Stein’s LinkedIn | Dr. Steven Stein’s Website | Dr. Steven Stein’s Facebook | Dr. Steven Stein’s Youtube | Work Therapy: When Work Sucks, How Can We Fix It? -

    41 min

  4. 19 MAR

    Perseverance is Greater than Endurance with Brandon Young and Blayne Smith

    Brandon Young and Blayne Smith are the authors of “Perseverance > Endurance: Lead with Resilience. Grow Through Adversity. Win Together,” and they bring a wealth of leadership experience shaped by their military backgrounds. Brandon, a former U.S. Army Ranger with four combat deployments in Afghanistan, and Blayne, a former Army Special Forces officer, advisory board member of GORUCK, and the first executive director of Team Red, White & Blue, co-founded Applied Leadership Partners in 2020 during the pandemic.  In this episode, they share hard-earned insights on fostering perseverance, embracing uncertainty, and guiding teams through adversity. They discuss how endurance is about surviving challenges, while perseverance is about thriving and growing through adversity.  They cover key leadership principles, including self-awareness, adaptability, and the importance of long-term thinking. They also explore how leaders can create sustainable work environments that encourage perseverance without leading to burnout. Listen in to learn how to differentiate between endurance and perseverance, build adaptability, and lead through uncertainty. This is a powerful conversation.   Key Takeaways [05:36] Brandon explains that endurance is about pushing through a defined hardship, while perseverance is essential for navigating long-term uncertainty and transformation. He shares how COVID-19 forced their business to pivot just three days after launching, leading them to develop a framework for perseverance. [09:43] Blayne describes endurance as a trap for high-performers, explaining that leaders must recognize their limits and ask for help when needed. He uses a baseball metaphor, comparing self-awareness to feeling the warning track before hitting the wall. [12:20] Jim suggests that endurance is like management—rationing resources to sustain effort—whereas perseverance is about leadership, making tough calls in uncertainty. Brandon agrees, adding that perseverance requires embracing the unknown and making the best possible choice at each step. [18:27] Brandon explains that no plan survives first contact. Leaders must plan, but they must also recognize that external factors will always play a role. Planning is about preparation, not prediction. He stresses that adaptability is crucial, as rigid plans often fail in dynamic situations. [22:08] Blayne emphasizes the importance of creating a culture where people feel safe making decisions. Leaders must set clear intent and boundaries while allowing flexibility. He warns that if leaders punish employees for making mistakes in earnest, they kill initiative across the team. [24:03] Brandon explains that pride is the enemy of growth. Leaders must be willing to acknowledge their blind spots and learn from failure. Blayne adds that having a "white belt mentality"—constantly seeking to learn—helps leaders grow and gain credibility with their teams. [29:39] Brandon shares that the hunger for excellence exists in all workplaces. Leaders must cast a clear vision, help employees see themselves in that vision, and create an environment where they can opt in or out. He emphasizes the importance of accountability and allowing people to step up when needed. [35:41] Blayne recalls a time when he realized that leaders need to communicate proactively. He assumed his team knew where his head was at, but they didn’t. This experience taught him the importance of over-communicating and being transparent with his team. [39:10] Blayne suggests that leaders must model a sustainable pace. Transparency about work-life balance gives employees permission to do the same. Brandon adds that leaders should extend the time horizon—understanding that success comes in peaks and valleys and that employees need time to recharge to perform well over time. [44:04] And remember, “Perseverance is not a long race; it is many short races one after the other.” - Walter Elliot   Quotable Quotes "When you're enduring, you're holding on. When you're persevering, you're moving forward." "Self-awareness is knowing when you’re on the warning track before you hit the wall."  "The enemy gets a vote. No plan survives first contact, and that’s why adaptability is key."  "Pride is the enemy of growth. Perseverance payoff is growth."  "If you can’t take 60 minutes to step away, you’re setting yourself up for failure."  "It's not about less intensity, it's not about less excellence, it's about perspective. And if you can provide that for your people and model it, then you can get people to work really hard, really long and do really hard stuff knowing that it's okay that there's not an end. Because we can do this in a sustainable way."​  "Plans are necessary, but adaptability determines success."    This is the book mentioned in this episode   Resources Mentioned The Leadership Podcast | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Blayne Smith LinkedIn | Brandon Young LinkedIn | Website | The Applied Leadership Podcast can be listened to and watched at the following links: Spotify - Apple Podcasts - YouTube - Facebook | LinkedIn | Instagram |

    45 min

  5. 12 MAR

    Find More Joy, Meaning, and Opportunities in the Job You Already Have with Elizabeth Lotardo

    Elizabeth Lotardo, author of “Leading Yourself: Find More Joy, Meaning, and Opportunities in the Job You Already Have (Despite Imperfect Bosses, Weird Economies, Lethargic Coworkers, Annoying Systems, and Too Many Deliverables),” is also a LinkedIn Learning instructor. In this conversation, Elizabeth offers valuable insights on self-leadership, personal accountability, and employee engagement, emphasizing the importance of taking ownership of your work experience rather than waiting for external circumstances to change. She unpacks the three essential traits of self-leaders, explores the dynamic between corporate and personal responsibility in fostering engagement, and highlights the critical role of emotional intelligence in professional development. Additionally, Elizabeth discusses the evolving impact of AI on the workforce, strategies for receiving and applying feedback effectively, and the importance of strong networks for career growth. Listen in at The Leadership Podcast or wherever you get your podcasts to gain practical, actionable strategies to take control of your career and create meaningful, fulfilling work experiences.   Key Takeaways [04:03] Elizabeth wrote Leading Yourself after noticing how many professionals underestimate their power at work. People often focus on what they can’t control—like their boss or the economy—rather than what they can. She discovered that self-leadership is a predictor of both professional success and personal happiness. [06:00] While companies benefit from engaged employees, Elizabeth argues that individuals have personal responsibility for their engagement. Instead of waiting for leadership or HR to improve things, employees should develop tools to sustain their own engagement. “If you’re waiting to be engaged until your boss changes, you’re paying a personal price for that,” she says. [07:19] Self-leaders share three traits: Mastering their mindset – They create confidence and purpose instead of waiting for it. Elevating their behavior – They actively improve how they show up at work. Building intentional relationships – They expand their network inside and outside their organization. [12:45] Elizabeth highlights the importance of sitting with feedback rather than immediately rejecting it. “We assume we must either accept or reject feedback, but strong leaders take time to process it first,” she explains. She suggests looking for the “note behind the note” to understand the deeper insight behind criticism. [18:29] Elizabeth sees self-leadership and emotional intelligence as deeply connected. Leaders with high emotional intelligence understand themselves, navigate relationships effectively, and take ownership of their career. She predicts that these skills will become even more critical as AI and automation reshape work. [22:36] Elizabeth advises people to focus on what they can control, even in overwhelming situations. When handed a difficult goal, instead of fixating on external challenges, break it down into personal actions. “What do you uniquely own? That’s where your energy should go,” she says. [29:03] Building relationships should not be accidental. Strong self-leaders proactively expand their networks. This not only helps with career growth but also provides the right support system when facing challenges. [32:42] Elizabeth dedicates her book to her son with the message: “You are never powerless.” She urges listeners to remember that while they can’t control everything, they always have the ability to control their response and mindset. [34:00] And remember, I count him braver who overcomes his desires than him who conquers his enemies; for the hardest victory is over self. - Aristotle  Quotable Quotes “If you’re waiting to be engaged until your boss changes, you’re paying a personal price for that.” “Self-leaders don’t wait for confidence, purpose, or permission—they create it.” “People assume feedback must either be accepted or rejected. But strong leaders sit with it first, unpacking what’s behind it before deciding how to act.” “Being intentional about your relationships is just as important as being intentional about your work.” “The people who embrace AI and learn how to use it will have a competitive advantage. The ones who resist it will fall behind.”   This is the book mentioned in this episode   Resources Mentioned The Leadership Podcast | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Elizabeth Lotardo LinkedIn | Website |

    35 min

  6. 5 MAR

    Finding Happiness and Harmony Wherever You Work with Kristel Bauer

    Kristel Bauer is a corporate wellness & performance expert, keynote speaker, TEDx speaker & the host of the Live Greatly podcast. She is the author of “Work-Life Tango: Finding Happiness, Harmony, and Peak Performance Wherever You Work.” Kristel shares a fresh perspective on work-life harmony, moving beyond outdated notions of balance. Using the metaphor of the tango dance, Kristel explains how leaders can move with the rhythm of their lives—adjusting, leading, and following at different moments.  She discusses how leaders can model self-care, create meaningful workplace connections, and foster a culture that prioritizes well-being without sacrificing performance. She also explores the power of small adjustments—what she calls "checkpoints"—to help leaders and teams navigate work and life with greater fulfillment.  If you’ve ever struggled with burnout, guilt about work-life boundaries, or felt pressure to “do it all,” this episode will offer a fresh perspective.     Key Takeaways [01:43] Kristel Bauer shares her background in integrative medicine and how her experience in psychiatry and functional medicine shaped her understanding of well-being. She discusses the importance of continuous learning and expanding one’s perspective. [04:41] Kristel explains that the traditional concept of work-life balance isn’t practical in today’s world, where technology blurs the lines between work and home. Instead, she envisions work and life as a dance—fluid, dynamic, and adaptable. The metaphor of tango captures the movement, energy, and passion needed to navigate both work and personal life successfully. [07:40] Kristel advocates for inner balance. She emphasizes that leaders should focus on making choices aligned with their values rather than achieving a perfect 50/50 split between work and life. [12:15] Kristel highlights that leaders must first take care of themselves before they can effectively support their teams. She encourages leaders to model self-care, prioritize relationships, and create a culture where employees feel valued. Simple gestures—like checking in with team members informally—can have a profound impact. [17:17] She advocates for informal check-ins between leaders and employees to foster trust and open communication. A simple five-minute conversation can help team members feel valued and understood. [20:22]When addressing fairness in the workplace, Crystal suggests focusing on employee output rather than rigid work schedules. She acknowledges the challenges leaders face in maintaining fairness while ensuring productivity. [23:56] Kristel shares a real-life example of a leader adjusting an employee’s work schedule after learning about their struggles. She emphasizes that small changes can significantly improve employee well-being and performance. [30:07] She advises employees who are unhappy at work to focus on transferable skills and learning opportunities while seeking new opportunities. She encourages people to perform with integrity and intention, regardless of job satisfaction.  [34:17] The book introduces "checkpoints" to encourage self-reflection and intentional decision-making. Crystal believes that regularly assessing one's priorities can help people feel more empowered and aligned with their goals. [35:38] Closing quote: Remember,“Happiness is not a matter of intensity but of balance, order, rhythm, and harmony” —  Thomas Merton   Quotable Quotes "Work-life balance isn’t about a perfect split—it’s about finding harmony between what matters most to you." "Leadership isn’t just about managing tasks; it’s about showing up as your best self so you can inspire others to do the same." "Small moments of connection with your team can make a big impact—never underestimate the power of a five-minute conversation." "True balance isn’t about counting hours—it’s about aligning your work and life with your values." "If you don’t take care of yourself, you can’t show up fully for your team. Great leadership starts with personal well-being." "Success isn’t about avoiding challenges; it’s about learning how to navigate them with confidence and adaptability." "You don’t have to love your job to learn from it. Every role offers skills and experiences that can help you grow." "The best leaders create an environment where people feel safe to share, grow, and bring their best selves to work." "Instead of striving for perfection, focus on progress. Small adjustments can lead to big changes in how you feel and perform." "Leadership isn’t about having all the answers—it’s about listening, learning, and creating space for others to thrive." “Happiness is not a matter of intensity but of balance, order, rhythm, and harmony” —  Thomas Merton   This is the book mentioned in this episode   Resources Mentioned The Leadership Podcast | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Live Greatly Website | Live Greatly YouTube |   Live Greatly Facebook | Kristel Bauer LinkedIn | Kristel Bauer Instagram | Live Greatly X (Twitter)  |

    36 min

  7. 26 FEB

    Failing is OK. It’s how you learn and grow with Stuart Grazier

    Stuart 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 |

    40 min
  8. The Five Talents that Really Matter with Sarah Dalton

    19 FEB

    The Five Talents that Really Matter with Sarah Dalton

    Sarah 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 |

    40 min
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    About

    We interview great leaders, review the books they read, and speak with highly influential authors who study them.

    Information

    • Creator
      Jan Rutherford and Jim Vaselopulos, experts on leadership development
    • Years Active
      2016 - 2025
    • Episodes
      464
    • Rating
      Clean
    • Copyright
      Copyright © 2016-2025 Rafti Advisors, LLC & Self Reliant Leadership, LLC - All Rights Reserved.
    • Show Website
      The Leadership Podcast

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