Leaders Lead, Leaders Read with Dr. Shaunta Scroggins Dr. Shaunta D. Scroggins

The Livermore model of Cultural Intelligence is now complete: Drive, Knowledge, Strategy, and Action. Listen to the book review in season one, and then parts one and two for a deeper dive on practicing cultural intelligence. Consider adding cultural intelligence to emotional intelligence emphases and see more benefit in cross-cultural interactions. The bottom line is this, leaders: it is easy to grow. There is much we can to do improve our serve -- first to self, then to others, then to entities. A little practice consistently goes a long way. Give these thoughts a try, and add the Livermore book to your libraries. Take the quiz to determine your current CQ, practice some, and then take the quiz again. Let's plan for cross-cultural interactions and when we show up, be willing to learn and receive feedback.

Reference: Leading with Cultural Intelligence: The Real Secret to Success (2nd ed.) by David Livermore

The Leaders Lead, Leaders Read Podcast is sponsored by the Center for Legacy Driven Leadership. Sharing the language of leadership through toxic leadership awareness and prevention, and leader development. Follow us on social media @legacyleadershipcenter.






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How willing are we, leaders, to transform ourselves by addressing our biases and assumptions? This is the bottom line of our cultural competence in leadership, to work from the inside out on our views of others. In this episode, Dr. Shaunta uses David Livermore's book on cultural intelligence to discuss the first to quadrants of his CQ model: Drive and Knowledge. There are several ways to see the impact of culture in our workplaces and we are challenged to consider culture in our interactions with our teams. Cultural intelligence is not just for "overseas travel." Cultural intelligence applies to interstate travel, intrastate travel, locally in our cities, and with our next door neighbors. Let's be honest with ourselves, leaders, and push ahead in transformation. For the review of the Livermore text, see the first season of episodes.

Reference: Leading with Cultural Intelligence: The Real Secret to Success (2nd ed.) by David Livermore

The Leaders Lead, Leaders Read Podcast is sponsored by the Center for Legacy Driven Leadership. Sharing the language of leadership through toxic leadership awareness and prevention, and leader development. Follow us on social media @legacyleadershipcenter.




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All people bring baggage into the workplace. Some people manage well, disassociating to get the work done. Others have permanent baggage that cannot be resolved or escaped, and can have lingering effects in the workplace. Or, there could be simple bad habits like tardiness and a lack of consideration for others. How long do/should leaders wait to address patterns through coaching? In this episode, Dr. Shaunta presents three scenarios where team members demonstrate patterns that long term, could inhibit morale, productivity, or the team member's promotability. Keeping in mind that there are factors over which leaders have neither influence nor control, what is the best practice for action when observing patterns?


The Leaders Lead, Leaders Read Podcast is sponsored by the Center for Legacy Driven Leadership. Sharing the language of leadership through toxic leadership awareness and prevention, and leader development. Follow us on social media @legacyleadershipcenter.




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Today's topic is about the combinations of behaviors we can observe in the work environment. When it happens, how do we know with certainty which behaviors we see and experience from team members? When is the best time to take action, and which actions should we take? People who are shy can be limited without support and some understanding. Quiet quitters will not flourish in an organizational culture that prizes doing more that what is required. Listen as Dr. Shaunta considers these scenarios.

The Leaders Lead, Leaders Read Podcast is sponsored by the Center for Legacy Driven Leadership. Sharing the language of leadership through toxic leadership awareness and prevention, and leader development. Follow us on social media @legacyleadershipcenter. 


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Today's topic is about pulling rank in today's work environment. When it happens, why does one pull rank? Longevity is not as big a prize as it once was in the working world. Depending on the industry, changing roles every two years or less is the norm. So then, is pulling rank a toxic behavior? Listen as Dr. Shaunta considers potential reasons why pulling rank is problematic.



The Leaders Lead, Leaders Read Podcast is sponsored by the Center for Legacy Driven Leadership. Sharing the language of leadership through toxic leadership awareness and prevention, and leader development. Follow us on social media @legacyleadershipcenter. 


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Today's topic considers whether hoarding information is a toxic behavior. Dr. Shaunta presents a few scenarios where, if leaders withhold information to sadistically experiment with teams, hoarding information is toxic. Leaders, what is your conviction about sharing information? Do you enjoy having the information simply because others do not have the information? Do you want to see how innovative your teams will be only partially informed? How open is too open to be with your teams? Has a previous experience shaped your conviction about sharing information?

References mentioned: Servant-Leadership Characteristics in Organizational Life by Don De Graaf, Colin Tilley, and Larry Neal

The Leaders Lead, Leaders Read Podcast is sponsored by the Center for Legacy Driven Leadership. Sharing the language of leadership through toxic leadership awareness and prevention, and leader development. Follow us on social media @legacyleadershipcenter. 


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Send in a voice message: https://podcasters.spotify.com/pod/show/drshaunta-scroggins/message
Support this podcast: https://podcasters.spotify.com/pod/show/drshaunta-scroggins/support