Strategies for Tomorrow's Leaders

Mike LeJeune
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The show for leaders who care about having an engaged, purpose driven workforce. Gallop surveys show that in today's economy 75% of the workforce feels disengaged. Learn from Interviews with industry leaders who understand the importance of how engaged employees impact culture, drive productivity and ignite their teams.

  1. Part II: Why Leaders Avoid Hard Conversations (And What It Costs Them)

    25 MAR

    Part II: Why Leaders Avoid Hard Conversations (And What It Costs Them)

    PART 2: Accountability, Trust & Leading Without Control Introduction Accountability isn't something you enforce—it's something that emerges. In this second half, the conversation shifts to how leaders create environments where people actually take ownership. Summary Mike and Sue unpack accountability as a result of leadership, not a command. They explore trust, micromanagement, and why leaders must stop stepping into other people's "seats." Highlights Accountability is a result—not a behavior you force Micromanagement is often disguised as care Leaders must stop "owning" everyone else's work Great leaders ask more questions than they give answers Key Takeaways Clear expectations create accountability Trust is built through systems, not just intention If you're in their seat, they can't grow into it Leadership is about coaching, not controlling Questions unlock more than answers ever will Suggested Next Steps Ask your team: "What does success look like in your role?" Stop solving problems that aren't yours to solve Replace answers with questions in your next meeting Evaluate where you might be unintentionally micromanaging Connect with Sue on LinkedIn: https://www.linkedin.com/in/suehawkes/

    24 min
  2. Part I: Why Leaders Avoid Hard Conversations (And What It Costs Them)

    25 MAR

    Part I: Why Leaders Avoid Hard Conversations (And What It Costs Them)

    PART 1: Discipline, Delegation & Difficult Conversations Introduction This conversation starts with a simple idea: most leaders don't struggle because they lack knowledge—they struggle because they avoid what's uncomfortable. In this first half, we unpack discipline, delegation, and why difficult conversations aren't actually the problem. Summary Mike and Sue explore how discipline really shows up in leadership, why leaders become bottlenecks, and how avoiding conversations creates bigger problems over time. They reframe "difficult conversations" as necessary tools for growth—not conflict to avoid. Highlights Discipline is consistency, not punishment Leaders often block growth by not delegating Avoiding conversations creates "false harmony" Trust determines how directly you can communicate Key Takeaways Discipline is doing what matters—even when it's uncomfortable If you don't delegate, you become the ceiling Most "difficult conversations" are delayed conversations Clarity is the foundation of commitment and buy-in Leaders must create safety before delivering truth Suggested Next Steps Identify one conversation you've been avoiding Ask: "What am I protecting—myself or the relationship?" Delegate one task this week that you're holding onto Clarify expectations with your team (don't assume alignment) Connect with Sue on LinkedIn https://www.linkedin.com/in/suehawkes/

    25 min
  3. Part II: Unrecruitable: How to Build a Team Your Competitors Can't Steal

    27 FEB

    Part II: Unrecruitable: How to Build a Team Your Competitors Can't Steal

    What actually makes someone stay? In Part 2, Mike Lejeune and Jonathan Whistman move from hiring strategy to leadership execution — how to deeply care, coach hard, and build an identity people won't walk away from. Jonathan shares practical examples of: Recruiting the spouse Earning the right to have difficult conversations Designing onboarding that shapes identity Creating championship-level rituals inside organizations This conversation goes beyond retention strategies — it's about building people. In This Episode: How to show people they matter (beyond surface-level care) Why leaders must earn the right to deliver hard feedback How to coach performance tied to personal identity Identity rituals that cement belonging Why champions don't need micromanagement — they need standards Key Takeaways: People stay where they feel seen and developed. Difficult conversations only work when trust is established. Identity is stronger than compensation. Leaders must raise their benchmark before raising expectations. Next Steps: Have one deeper conversation this week that goes beyond KPIs. Evaluate your onboarding — does it shape identity? Raise your standard — and communicate it clearly. Connect with Jonathan on LinkedIn: https://www.linkedin.com/in/jonathanwhistman/ 🎁 Special Bonus for Listeners Jonathan has extended a special offer exclusively for listeners of this episode. If you purchase a copy of Unrecruitable and message Mike with a photo of you holding the book, Jonathan will personally provide: Two complimentary tickets to his live, two-day training event in Scottsdale, Arizona. At this intensive session, you'll learn: How to conduct a Talent Reveal Interview How to run effective group interviews How to lead executive-level interviews How to implement the Think–Feel–Act audit inside your organization Practical systems for building an unrecruitable team You can bring a member of your leadership team with you — both tickets are courtesy of this podcast. To claim your tickets: Purchase Unrecruitable on Amazon: https://www.amazon.com/Unrecruitable-Build-Team-Competition-Steal/dp/B0GNKXFTQQ Send a photo of you with the book to Mike. We'll provide next steps for the Scottsdale event.

    27 min
  4. Part I: Unrecruitable: How to Build a Team Your Competitors Can't Steal

    27 FEB

    Part I: Unrecruitable: How to Build a Team Your Competitors Can't Steal

    What makes someone truly unrecruitable? In Part 1 of this conversation, Mike Lejeune sits down with Jonathan Whistman, CEO of WhoHire and author of Unrecruitable: How to Build a Team Your Competitors Can't Steal. Jonathan has built and sold companies, authored The Sales Boss, and now helps organizations use data and identity-driven leadership to build high-performance teams that competitors can't poach. This episode challenges conventional thinking about hiring, retention, and culture. In This Episode: Why every business is actually in the human business The biggest mistake leaders make in hiring Why "gut instinct" fails more often than we admit The Think–Feel–Act framework for engineering culture Why identity determines whether someone stays or leaves The real math behind finding top 5% performers Key Takeaways: Culture doesn't happen accidentally — it can be engineered. If you want different behavior, shape thinking first. Hiring is not an administrative task — it's a half-million-dollar decision. People don't leave jobs. They leave environments that don't fit their identity. Next Steps: Audit your hiring process — are you using data or gut? Define clearly: What do you want your people to think about your organization? Share this episode with a leader who is struggling with retention. Connect with Jonathan on LinkedIn: https://www.linkedin.com/in/jonathanwhistman/ 🎁 Special Bonus for Listeners Jonathan has extended a special offer exclusively for listeners of this episode. If you purchase a copy of Unrecruitable and message Mike with a photo of you holding the book, Jonathan will personally provide: Two complimentary tickets to his live, two-day training event in Scottsdale, Arizona. At this intensive session, you'll learn: How to conduct a Talent Reveal Interview How to run effective group interviews How to lead executive-level interviews How to implement the Think–Feel–Act audit inside your organization Practical systems for building an unrecruitable team You can bring a member of your leadership team with you — both tickets are courtesy of this podcast. To claim your tickets: Purchase Unrecruitable. Send a photo of you with the book to Mike. We'll provide next steps for the Scottsdale event.

    26 min
  5. Part II: How to Hire A-Players and Build a Growth Mindset Team

    12 FEB

    Part II: How to Hire A-Players and Build a Growth Mindset Team

    Scaling the Right Way: Integrity, Tough Conversations & Eliminating Leadership Noise What separates leaders who scale sustainably from those who burn out their culture? In Part 2 of this conversation, Jeremy Jenson shares the deeper leadership evolution behind building a $12M+ organization — and why integrity became the turning point in his journey. We move beyond strategy and into self-leadership. In this episode, we explore: • Why revenue alone is a dangerous focus • Letting go of high producers who lack integrity • The power of tough, honest conversations • Why leaders must eliminate "noise" to stay focused • Using EOS (Entrepreneurial Operating System) for clarity • How to give feedback that elevates performance • Why great leaders motivate through example, not fear • Building systems that protect your culture Jeremy also shares a powerful perspective shift: Success stops being about what you achieve — and starts being about what you help others achieve. If you're leading a team, scaling a company, or navigating growth, this episode will challenge how you think about clarity, accountability, and long-term success. If you haven't watched Part 1, start there to understand the foundation of the growth story. Connect with Jeremy on LinkedIn: https://www.linkedin.com/in/jeremyjenson/

    19 min
  6. Part I: How to Hire A-Players and Build a Growth Mindset Team

    12 FEB

    Part I: How to Hire A-Players and Build a Growth Mindset Team

    How to Build a High-Performance Team That Scales (Without Losing Your Culture)  How do you scale a business from startup to millions in revenue — without losing your culture? In Part 1 of this conversation, Mike sits down with Jeremy Jenson, CEO of Encore Search Partners, to unpack the foundational principles behind building a high-performance team. Jeremy shares how he transitioned from running a marketing company to building one of Houston's top executive search firms — and what leaders must understand about scaling the right way. In this episode, we discuss: • How Jeremy went from startup to $12M+ in revenue • The leadership mistakes that slow down growth • Why loyalty without performance can stall your company • Raising performance standards ("raising the floor") • Building a KPI-driven culture without micromanaging • Why growth mindset is non-negotiable in hiring • How to attract A-players through content and visibility If you're a business owner, entrepreneur, or team leader trying to scale your organization, this episode will challenge how you think about accountability, performance, and culture. 👉 In Part 2, we dive into integrity, tough leadership conversations, eliminating "noise," and the real transformation behind sustainable growth. Connect with Jeremy on LinkedIn: https://www.linkedin.com/in/jeremyjenson/

    23 min
  7. Part II: Why Most Leaders Don't Have a Focus Problem — They Have a Time Problem

    15 JAN

    Part II: Why Most Leaders Don't Have a Focus Problem — They Have a Time Problem

    Turning Vision Into Action: A Better Way to Execute Part 2 shifts from insight to application. Dan breaks down how leaders can translate long-term vision into focused, repeatable execution — without burning out or losing adaptability. Summary Dan walks through the structure and mindset of the 12-Week Year, explaining how shorter planning cycles, weekly scorekeeping, and fewer priorities help leaders move faster and smarter. Mike connects the framework to leadership behaviors, strategic thinking, and real-world performance in uncertain environments. Key Discussion Points Why shrinking timeframes increases energy and focus How weekly feedback loops improve performance The danger of treating plans as to-do lists Why strategic thinking requires protected time Highlights The 12-Week Year as a leadership mindset Why five priorities outperform ten How weekly reviews replace annual frustration Intensity paired with recovery sustains performance Key Takeaways Strategy lives in execution, not intention Shorter cycles create faster learning Planning is leadership work, not admin work Focused systems outperform motivated chaos Suggested Next Steps Define 3–5 priorities for your next 12 weeks Schedule a weekly 10–15 minute review Protect time for thinking, not just doing Connect with Dan Mintz on LinkedIn: https://www.linkedin.com/in/dan-mintz/ Ready to execute at a higher level? Learn more about Dan and how to Perform Like The Top 1% through 12-Week Execution Cycles: https://12week-breakthrough.com/

    21 min
  8. Part I: Why Most Leaders Don't Have a Focus Problem — They Have a Time Problem

    15 JAN

    Part I: Why Most Leaders Don't Have a Focus Problem — They Have a Time Problem

    Why Leaders Feel Busy — But Still Fall Behind   In Part 1, Mike and Dan explore why capable, driven leaders still struggle to execute — especially in a world defined by speed, uncertainty, and constant change. This episode reframes productivity as a leadership challenge, not a time-management problem. Summary Dan shares his experience as a CEO who felt stuck on a treadmill — planning, reacting, and falling short despite deep expertise. Together, they unpack why annual and quarterly planning fail to create urgency, how uncertainty amplifies execution gaps, and why feedback is now one of the most critical leadership tools. Key Discussion Points Why knowledge and effort aren't enough The illusion of progress created by long planning cycles How uncertainty affects focus and confidence Why feedback is tied directly to engagement and retention Highlights "Busy" doesn't mean effective Annual thinking delays accountability Uncertainty demands clarity, not paralysis Feedback helps people understand their value Key Takeaways Execution breaks down when timelines are too long Leaders need shorter cycles to stay grounded Feedback is no longer optional — it's foundational Focus creates confidence in uncertain environments Suggested Next Steps Identify where your plans lose momentum Reflect on how often you receive or give feedback Ask: What would change if progress was reviewed weekly instead of yearly? Connect with Dan Mintz on LinkedIn: https://www.linkedin.com/in/dan-mintz/ Learn more about Dan and the 12-Week Execution Cycles: https://12week-breakthrough.com/

    20 min
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The show for leaders who care about having an engaged, purpose driven workforce. Gallop surveys show that in today's economy 75% of the workforce feels disengaged. Learn from Interviews with industry leaders who understand the importance of how engaged employees impact culture, drive productivity and ignite their teams.

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