The Leadership Podcast

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

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

  1. -6 ДН.

    Failures Are What Shape Us with Andy Hilger

    Andy 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 |

    47 мин.
  2. 1 ЯНВ.

    Preventing Groupthink via Innovative Cultures with Felicia Shakiba

    Felicia 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 |

    45 мин.
  3. 25.12.2024

    The New Rules of Persuasion in Business and Life with Leslie Zane

    Leslie 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 |

    40 мин.
  4. 18.12.2024

    Narrow Your Focus with Tony Martignetti

    Tony Martignetti is the founder and Chief Inspiration Officer of Inspired Purpose Partners. He is the author of “Climbing the Right Mountain: Navigating the Journey to An Inspired Life.”  Tony shares how meditation and therapy helped him rediscover purpose during a dark time, and he shares insights on leadership and self-awareness.  Through his “grounded leadership” approach, Tony advises leaders to stay intentional and true to their values, especially in challenging times.  To cultivate compassion, Tony recommends vulnerability and authentic engagement with teams. He shares advice on overcoming fear when stepping out of comfort zones and encourages reconnecting with past contacts to spark new opportunities.    Key Takeaways [06:34] Tony describes a period in his life when he felt disconnected from himself and burnt out in a corporate role that didn’t align with his true identity. This challenging time led him to meditation and therapy as tools to restore “color” and purpose to his life. He shares how practices like meditation can increase self-awareness, helping individuals reconnect with their values and passions. [11:36] As a leadership coach, Tony emphasizes “grounded leadership”—an approach to staying intentional and focused, especially during periods of rapid change. Grounded leaders understand their core values and make deliberate decisions rather than reacting to external pressures. This framework encourages leaders to reconnect with who they are, why they lead, and the purpose that drives their actions. [14:41] In his book Climbing the Right Mountain, Tony addresses purpose-driven leadership and how leaders can assess whether they’re truly on the right path for themselves and their organizations. He shares a practical exercise, asking leaders to review their upcoming week. If nothing excites them, it may signal disconnection from their values, prompting a reevaluation. Purposeful leadership doesn’t always mean drastic career shifts; sometimes, it involves a simple mindset change to realign with one’s “why.” [21:40] Tony recalls working under Henry Tamir, a CEO who embodied compassionate leadership. By centering every decision on the wellbeing of patients, Tamir inspired a purpose-driven culture within the organization. Tony explains that authentic compassion in leadership requires vulnerability and genuine concern for team members, beyond superficial gestures. [26:50] Tony speaks to the fear leaders often face when considering a move out of comfortable roles, particularly for those in mid-career. He recommends a balanced approach, leveraging experience in ways that provide security—such as consulting or board work—while still pursuing fulfilling challenges. He believes that settling without pursuing one’s potential leads to regret, encouraging leaders to make bold but strategic decisions. [32:20] Tony's biggest leadership takeaway from his journey is that no one succeeds alone. He highlights the importance of having a supportive network of people who believe in you, even before you believe in yourself. This support helps overcome personal limitations and fosters expanded perspectives and growth. [36:29] Tony challenges listeners to reconnect with old contacts, emphasizing that leadership is ultimately about fostering connection. In his experience, reviving past relationships can open doors to new possibilities and enrich one’s personal and professional life. Connection, Tony believes, is essential not only for growth but for building a fulfilling, purpose-driven career. [37:44] And remember, “You can’t wait for inspiration. You have to go after it with a club” - Jack London   Quotable Quotes "I need to leave this room to change this room." "If you're willing to feel everything, you can have anything." "You can’t wait for inspiration. You have to go after it with a club." "Expand your vision, narrow your focus." "We don’t go it alone. We have people on the journey, even if we don’t recognize it."  "Just because the world around us is moving fast, doesn’t mean we have to make fast decisions." "Compassionate leadership is so important; it’s putting the patient at the center of every decision."   Resources Mentioned The Leadership Podcast | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Website |  LinkedIn | Instagram | X |

    39 мин.
  5. 11.12.2024

    A missed opportunity isn’t measured on the balance sheet with Myles Corson

    Myles Corson is the Global and America Strategy and Markets Leader for Financial Accounting and Advisory Services at EY. He also hosts the EY Better Finance Podcast, which focuses on various financial topics and trends affecting businesses today.  Myles shares insights on the importance of “doing the math,” explaining how effective finance leaders filter valuable information from overwhelming data sources to drive consistent performance. Myles discusses how companies can adapt to disruptions like economic shifts, geopolitical instability, and advancing technology.  He emphasizes that strong finance functions must balance short-term and long-term performance, especially when navigating Environmental, Social, and Governance (ESG) priorities alongside shareholder demands. He also covers how finance leaders can utilize AI and digital transformation tools in innovative ways, moving past traditional models to enhance efficiency and market adaptability. Myles reflects on what he’s learned from hosting the EY Better Finance podcast, noting the essential skills that set great CFOs apart, especially their ability to communicate complex ideas with clarity and build trusted relationships within the executive team. He concludes with a look at EY’s ongoing research, such as the DNA of the CFO report, and the significance of alignment between personal and functional transformations in fostering organizational resilience.     Key Takeaways   [03:51] Myles agrees with Jim on the importance of numbers, noting that CFOs face a data overload, making it difficult to separate critical information from noise. Successful CFOs, he adds, prioritize clarity and focus on key metrics to drive performance. [05:00] Myles addresses the issue of achieving a “single point of truth” in company data, particularly within finance. He sees AI as a tool for improving data consistency but underscores the CFO’s role in guiding organizations to focus on key KPIs for clear, actionable steps. [07:10] Myles agrees with Jan that establishing decision-making criteria based on company values and mission is crucial. He highlights that data strategy and governance are essential, with CFOs evolving from data stewards to data architects. [09:32] Myles describes how CFOs can balance traditional finance duties with strategic business partnerships. He emphasizes that finance transformation should focus on adding value, not just cutting costs. [11:14] Myles comments on the need for companies to adapt to disruptions with a clear strategic vision. He shares how agile, cross-functional leadership became a key factor during the pandemic and encourages CFOs to leverage this approach in the future. [15:55] Myles acknowledges the challenge of balancing ROI, DEI, and ESG initiatives, especially when there are competing priorities. He highlights that top CFOs deliver both short-term results and long-term investments, with a strong focus on culture and adaptability. [22:38] Myles compares the AI hype cycle to the early days of the internet, expressing his belief that AI’s real value lies in transforming processes rather than providing small improvements. He advises leaders to align AI applications with clear outcomes. [33:18] Myles emphasizes the importance of storytelling and communication skills among top CFOs, recounting a guest’s two essential questions for finance teams: "Do you trust us?" and "Do you value having us at the table?" [36:50] Myles concludes with insights from EY’s ongoing research on CFO transformation, stressing the need for alignment across personal, functional, and enterprise goals to achieve successful change. [40:18] And remember, "The theory that can absorb the greatest number of facts, and persist in doing so generation after generation, through all changes of opinion and detail, is the one that must rule all observation." - Adam Smith   Quotable Quotes "The math has to be there; add up the math. If you sit there and just pay attention in meetings, how many times the math just doesn’t add up." "Successful CFOs have that clarity; they know what drives performance in their businesses, and they make sure the math stacks up." "The challenge isn’t the individual issues; it’s the compounding effect and the magnitude of impact."  "Transformation is a tool, but it’s about outcomes. What are the outcomes we’re trying to drive toward?" "A missed opportunity isn’t measured on the balance sheet."  "If you understand the outcomes and choose the right tools to deliver those outcomes, that’s when you’ll be successful." "Four out of five investors tell us they would trade some short-term performance for longer-term investment because they want confidence in sustained performance." "Too often, transformation is seen through the lens of cost reduction, but it’s really about focusing on what matters." "What we need is a moment of commitment as a leadership team—and you have to commit to what the outcomes are and stick to it."    Resources Mentioned The Leadership Podcast | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Myles Corson Website | Myles Corson LinkedIn |

    41 мин.
  6. 04.12.2024

    “Quiet isn’t a technique. It’s an appointment” -Joseph McCormack

    Joseph McCormack, founder of the Sheffield Company and author of “Quiet Works: Making Silence the Secret Ingredient of the Workday.” In this episode, he dives into the impact of noise on productivity and leadership. He argues that constant distractions from digital devices and the "badge of busyness" undermine thoughtful leadership. In his latest book, he emphasizes that quiet time isn’t simply a break from work but a critical part of it. He explains that silence enables leaders to engage in deliberate thinking, make clearer decisions, and improve operational efficiency. He also explores how balancing collaboration with intentional quiet work can foster innovation and resilience among teams, equipping leaders to provide calm, decisive guidance amidst high-pressure situations.     Key Takeaways: [01:27] Joe introduces his focus on helping leaders combat distractions and manage the overwhelming amount of noise in today’s fast-paced world. He stresses that finding clarity requires slowing down, even in high-stress environments like those in the special operations community. [04:48] Joe explains how noise—distractions from digital devices and constant interruptions—hinders leaders' ability to think clearly and make intentional decisions. He advocates for brevity and quiet time as key strategies for cutting through clutter. [09:29] He suggests scheduling quiet time as a necessary appointment, not a luxury, allowing leaders to think without distractions. Even brief moments of reflection, such as five or ten minutes, can have significant impacts on decision-making and creativity. [13:59] Joe highlights that not all tasks are emergencies, even though many leaders feel they are constantly in crisis mode. He advises leaders to delay non-urgent tasks, regaining control by saying “not now” instead of an immediate "yes." [17:16] Joe recounts an interaction with a special operations commander, who despite being extremely busy, set a calm and deliberate tone, demonstrating how slowing down and remaining composed instills confidence in others. [26:50] He encourages setting boundaries in collaborative workspaces, such as using headphones or signs to indicate when deep work is needed. Establishing boundaries helps leaders protect time for quiet work without seeming unapproachable or disconnected. [33:34] Joe shares his personal experience realizing the value of quiet during the writing of Noise. He stopped writing to integrate quiet time into his routine, finding that even brief moments of silence led to better decision-making and clarity in communication. [35:57] Final challenge: Joe encourages listeners to start with small quiet moments—such as sitting in silence at a stoplight or beginning a meeting with two minutes of quiet—emphasizing that leaders will find value in these practices. [39:27] Closing quote: Remember, “All men’s miseries derive from not being able to sit quiet in a room alone.” ― Blaise Pascal   Quotable Quotes “To lead is to be deliberate. Asking yourself, am I deliberate? Do I think about my people? Am I focusing on what really matters today?”​ “Practice the 'seven to seven' rule - avoid checking phones before 7am and after 7pm” “Start meetings with two minutes of quiet for agenda reflection.” "You actually have to slow down to keep up.” "Give yourself a minute and do nothing. That’s why people have great ideas in showers. Just do nothing for a minute... Silence gives you clarity."​ "Quiet isn’t a technique. It’s an appointment. It’s not how I do it, it’s that I do it."​ "It’s precious to know what’s important, what matters, how do we achieve victories of clarity? That’s where you win or you stop trying and you quit."​ “All men’s miseries derive from not being able to sit quiet in a room alone.” ― Blaise Pascal    Resources Mentioned The Leadership Podcast | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Joe McCormack’s LinkedIn | Joe McCormack’s Website | Joe McCormack’s Twitter |

    40 мин.
  7. 27.11.2024

    13 Strategies to Improve Self-awareness with Kevin Kruse

    Kevin Kruse is the Founder and CEO of LEADx and he is a bestselling author of 13 books on leadership, emotional intelligence, and personal development, including "52 Strategies to Build Relationships, Increase Resilience, and Achieve Goals." Kevin is also a speaker and entrepreneur, known for his expertise in leveraging technology and emotional intelligence to inspire the next generation of leaders. Kevin reflected on the eight years since launching LEADx, reaffirming the mission to inspire the next 100 million leaders while transitioning from AI-powered executive coaching to human coaching due to early challenges. He highlighted emotional intelligence (EQ) as a key predictor of success, especially in a world increasingly dominated by AI, and discussed his new book's unique feature: a free EQ assessment. Kevin shared insights on managing emotions to improve personal and professional relationships, predicting that AI will soon mimic human emotional responses. He also touched on the importance of self-awareness in leadership, noting that his book offers 13 strategies to help individuals enhance their leadership effectiveness. Kevin stressed the value of building relationships and approaching networking with curiosity.     Key Takeaways [02:04] Kevin reflected on the past eight years since the launch of LEADx, noting that while many things changed, the mission to spark the next 100 million leaders remained the same. He mentioned transitioning from an AI-powered executive coach to human coaches due to initial challenges with technology. [04:43] Kevin emphasized that emotional intelligence (EQ) has always been the key predictor of success, particularly in an age dominated by AI, where soft skills will differentiate individuals as devices gain advanced intelligence. [06:01] In discussing his new book, Kevin highlighted that while it builds on established emotional intelligence science, its unique aspect is providing a free EQ assessment via a QR code, enabling readers to start their EQ development journey without purchasing the book. [08:59] Kevin elaborated on the book's bold promise of life transformation within a year, suggesting that understanding and managing emotions can significantly enhance personal and professional relationships, leading to positive outcomes. [11:13] When discussing the potential for computers to possess emotional intelligence by 2029, Kevin expressed his belief that advancements in AI would enable machines to convincingly emulate human emotional responses, blurring the lines between human and machine interaction. [12:03] Kevin noted the rapid progress in AI's ability to create content indistinguishable from human work, asserting that while some people may manipulate emotional intelligence, AI could soon do the same in a more sophisticated manner. [14:57] Kevin humorously predicted a future where individuals might form emotional connections with AI, likening it to the current trend of pet ownership, hinting at the changing dynamics of human relationships in an increasingly digital world. [17:02] Kevin emphasized the importance of serving others and making a difference in their lives. Kevin mentioned that he aims to leave a positive impact by saying, "I just tried to leave the place a little bit better in my path." [18:25] Kevin highlighted how stress often reveals the best or worst in people. Kevin encouraged listeners to respond thoughtfully to pressure rather than reacting impulsively. Kevin shared that self-awareness is crucial for managing emotions effectively. Kevin noted that taking a moment of pause between stimulus and response can lead to intentional actions, enhancing leadership capabilities. [21:15] Kevin pointed out that his book offers 13 strategies focused on improving self-awareness. Kevin explained that these strategies help individuals understand their personal growth and leadership effectiveness. Kevin agreed with the pie theory of success, stating that performance is just one component of promotability. Kevin argued that relationships and emotional intelligence significantly influence career advancement. Kevin recognized the value of networking and being genuinely interested in others. Kevin noted that curiosity can reframe networking from a daunting task to an enjoyable experience. [25:14] Kevin expressed that he feels pleased rather than proud of his accomplishments. Kevin highlighted that his children's success brings him joy, and he appreciates the teamwork he experienced during a memorable trip in the woods. [28:41] Kevin advised early and mid-career professionals to focus on building strong relationships. Kevin concluded that by being curious and helpful to others, good things will follow over time. [30:34] And remember, “Leadership is all about emotional intelligence. Management is taught, while leadership is experienced.” — Rajiv Suri.   Quotable Quotes “EQ trumps IQ even more than before.” “The only way to succeed at work when all the devices that cost pennies are genius IQ is by your ability to relate to others.” “Emotional intelligence, the soft skills stuff, have always been the number one predictor of success.” “By better understanding our own emotions, more empathy, and understanding of others' emotions, it will help us in our relationships and decision-making to bring the best possible future into our hands.” “Too many people act like they care when they don't. Many people are friendly when they're trying to sell you something.” "We all need to sort of train ourselves to respond to things, not react to things." "Understanding ourselves is a journey that doesn’t end. There are so many facets to ourselves, and we change as people." "If you show up and genuinely care about people, your exposure will be there because people always remember that person who cared about them." "In the backdrop of exponential technological advancement, the way we win is to lean into our human stuff, our relationship stuff." "Dig your well before you're thirsty. And you dig that well by being curious, by being helpful to a lot of people."   This is the book mentioned in this episode   Resources Mentioned The Leadership Podcast | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | LEADx Website | Kevin Kruse's Personal Website | LinkedIn Profile | Books by Kevin Kruse |

    31 мин.
  8. 20.11.2024

    From CIA to CEO: Leadership Lessons with Rupal Patel

    Rupal Patel is a former CIA analyst turned international speaker and corporate consultant. She is the author of the international best-seller, “From CIA to CEO: Unconventional Life Lessons For Thinking Bigger, Leading Better, and Being Bolder.” Rupal has also been named one of the "Most Influential Women of 2023” by Startups Magazine.  Rupal shared her journey of embracing her unique identity as a daughter of Indian immigrants and her passion for soccer. She emphasized the importance of "owning your weird," which has helped her overcome feelings of being an outsider.  Rupal shared lessons from her time at the CIA, highlighting an unconventional leader who valued collaboration over hierarchy. This approach built loyalty and trust, demonstrating that leadership isn't about fitting traditional molds.  She discussed the limitations of data in decision-making, acknowledging that while the fear of failure is universal, everyone has a responsibility to engage proactively in leadership, regardless of their role.  Addressing the fear of failure, Rupal noted that larger organizations often become risk-averse, despite fewer real consequences compared to intelligence work. She believes leadership is everyone's responsibility, urging individuals to take ownership regardless of their role. Rupal reflected on a personal failure where she was overlooked for a briefing opportunity, learning the importance of self-advocacy. She also stressed the need for diversity and expanding our sense of community while acknowledging how different experiences, like gender, shape leadership.     Key Takeaways [02:06] Rupal Patel shared a personal detail about herself: she is a massive soccer fan, having played since the age of five and now follows the sport closely. She often incorporates soccer-related anecdotes and metaphors into her work, reflecting her passion for the game. [05:05] Rupal discussed the concept of "owning your weird," emphasizing its significance in her life as a daughter of Indian immigrants. She explained that she often felt like an outsider due to imposed labels and societal expectations, but through reflection, she learned to question those beliefs and embrace her unique identity. [11:01] Rupal illustrated unconventional leadership through an example of a chief of station she worked under at the CIA, who was collaborative and prioritized the best person for each job over hierarchy. This approach fostered deep loyalty among team members, showcasing that effective leadership doesn't conform to traditional stereotypes. [13:22] She highlighted the chief's ability to manage relationships effectively, demonstrating confident humility in interactions with congressional delegations and local officials. Rupal noted that she fluidly adapted her leadership style, leading from the front or behind as needed, which enhanced her effectiveness across various contexts. [15:11] Rupal shares  the mentality we need to have to operate better in ambiguity. She emphasized that no data set is perfect for predicting future outcomes, explaining that data only helps analyze past events. She stressed the need for leaders to accept the limitations of data and focus on identifying gaps in information to make informed decisions. [19:48] Rupal acknowledged that the fear of failure is universal in both the CIA and the private sector. She noted that the larger an organization becomes, the more rigid and risk-averse it tends to be, despite the fact that mistakes in business often carry less serious consequences than in intelligence work. [24:22] Rupal asserted that leadership is everyone's responsibility, regardless of one's role in an organization. She encouraged individuals in support functions to take ownership of problems and outcomes, asserting that proactive engagement is essential to contribute meaningfully to the organization's success. [28:29] Jim asked Rupal to share a meaningful failure that shaped her leadership. Rupal described being overlooked for a briefing opportunity despite her contributions, highlighting the importance of advocating for herself. [33:26] Rupal noted that the person who delivered the briefing lacked self-awareness and was focused on the opportunity, reflecting how such individuals often thrive in organizations by surrounding themselves with those who reinforce their shortcomings. [35:58] In response to Jim's question about diverse groups working together, Rupal urged listeners to expand their views of community and seek commonalities beyond superficial differences while acknowledging that experiences can vary significantly based on factors like gender. [41:22] Rupal emphasized that parents can pursue their ambitions without sacrificing themselves. She shared her experience of accepting a TED talk on her daughter's 6th birthday, highlighting the importance of showing kids that they can still follow their dreams and be individuals even while parenting. [47:12] And remember,  "Don't worry about not fitting in. The things that make people think you're weird are what make you unique, and therefore your greatest strength." — Bridget Jort Sorensen   Quotable Quotes “Every individual has a unique set of skills, a unique combination of strengths and blind spots that in many ways need to be worked with as opposed to ignored or made to feel like they have no place in that context.” “It’s about accepting who you are not feeling like you constantly have to work on yourself and fix things about yourself.” “We have this strange human need to box people in... every single one of those labels comes with its own level of expectation and baggage.” "Fundamentally, it comes back to this acceptance of the reality that there is no such thing as a perfect data set."  "Leadership is everyone's responsibility." "We all need to expand what we think our tribe looks like, because it is... very superficial." "You can make whatever it is that you are trying to build or do or achieve something that works for you and not have to sacrifice parts of yourself."   This is the book mentioned in this episode Resources Mentioned The Leadership Podcast | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Rupal Patel LinkedIn | Rupal Patel Instagram | Rupal Patel X | Rupal Patel Website |

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

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