What happens when a top-tier academic walks away from the ivory tower and becomes a powerhouse investor?

In this episode, Peter Winick sits down with David Bell—former Wharton professor, founder of Idea Farm Ventures, and investor in some of the biggest direct-to-consumer brands you know: Warby Parker, Bonobos, Harry’s, Diapers.com, and Jet.com.

David shares his journey from academia to entrepreneurship, offering real insight into why some thought leaders are drawn to the business world—and how they can thrive there. It’s not just about having ideas. It’s about turning those ideas into scalable, revenue-generating ventures. Execution isn’t optional. It’s everything.

We dig into the frameworks David uses to evaluate whether a business is built for success—or doomed by bad execution. Why do 90% of ventures fail? Why do smart people struggle to build smart businesses? And how can thought leaders avoid the trap of "great idea, poor implementation"?

You’ll hear how David thinks about reinvention, the crumbling edges of higher education, and why thought leaders need more than charisma—they need operational rigor. This isn’t theory. It’s the playbook for transforming thought leadership into a business engine.

Three Key Takeaways:

• Ideas are easy—execution is everything. Most ventures fail not because of bad ideas, but because of poor execution. Thought leaders need discipline in branding, pricing, and go-to-market strategies.

• Academia is no longer the only path. Experts are increasingly leaving universities to apply their knowledge in startups, tech, and corporate innovation roles—where their insights can drive real-world impact.

• Strong thought leadership needs a solid business model. Concepts must be packaged into tangible, scalable offerings to succeed—whether that’s products, platforms, or frameworks.

If you found the David Bell episode insightful—especially the focus on turning great ideas into scalable businesses—don’t miss our conversation with Michael McFall, co-CEO of Biggby Coffee. Like David, Michael dives deep into the reality that execution—not just inspiration—is what drives success. He shares hard-earned lessons on building systems, staying aligned with your purpose, and scaling a business without losing sight of your values. Both episodes tackle the tough questions around bringing thought leadership to life in the real world. Tune in to hear how strategy meets sweat equity.

What if cultural fluency was the leadership skill no one taught you—but every global leader needs?

Today I had the pleasure of sitting down with Jane Hyun—global leadership strategist, executive coach, and author of three books including "Breaking the Bamboo Ceiling"—to explore how high-performing teams thrive on difference, not in spite of it. Jane shares how her early years as an immigrant in New York shaped a lifelong commitment to helping people lead across cultural lines with authenticity and impact.

We unpack her concept of “cultural fluency”—the skill of working effectively with people who don’t look, think, or act like you. It’s not about checking boxes. It’s about making the invisible visible and using difference as a leadership advantage. Jane explains how organizations often overlook deep cultural factors that influence trust, motivation, and team dynamics—and what happens when they start to notice.

From keynotes to executive coaching, Jane builds frameworks that help leaders and organizations lead better, sell better, and grow smarter—especially in a world that’s only becoming more complex and connected. We also talk about the emotional and intellectual work of carrying an idea like “breaking the bamboo ceiling” for over 20 years—and how thought leadership evolves when it’s lived, not just taught.

If you lead teams, create culture, or want to sharpen your edge as a communicator—this conversation is your wake-up call. Cultural fluency isn’t optional anymore. It’s mission-critical.

Three Key Takeaways:

• Cultural Fluency Is a Learnable Leadership Skill
Cultural fluency—Jane's signature concept—isn’t innate, and it’s not just about surface-level etiquette. It’s the ability to recognize, respect, and leverage human differences to drive better business outcomes. Leaders who develop this skill are more effective at collaboration, innovation, and navigating global complexity.

• Difference Drives Performance—When It's Understood
Multicultural teams only outperform homogeneous ones when leaders understand how to harness cultural differences. Suppressing difference creates friction and missed opportunity. Embracing it—with intention—unlocks trust, engagement, and results.

• Thought Leadership Is a Lifelong Journey, Not a Title
Jane didn’t set out to become a thought leader—she followed her curiosity and passion to solve a problem she lived through. Over time, that experience evolved into frameworks, language (“breaking the bamboo ceiling,” “cultural fluency”), and a platform that empowers others. The best thought leadership emerges from lived experience, not just expertise.

If today’s episode sparked your thinking on cultural fluency and leading across differences, you’ll want to dive into our conversation on "The Intersection of Leadership, Business, Culture, and Spirituality" with Eboni Adams Monk. It explores similar themes—like authentic leadership, navigating complexity, and creating inclusive spaces—but adds a powerful lens of purpose and spiritual alignment. Both episodes offer insight into what it really takes to lead with intention in today’s diverse, fast-changing world. Don’t miss it.

Are your compensation strategies sabotaging employee engagement?

In this episode of Leveraging Thought Leadership, host Peter Winick sits down with Stephan Meier, Chair of the Management Division at Columbia Business School and a leading voice in behavioral economics.

Stephan shares insights from his journey—from academia to the Federal Reserve to corporate advisory—exploring how behavioral science can reshape the way organizations understand motivation, incentives, and employee experience.

They dive into why traditional, money-centric reward systems fall short—and how many leaders still default to outdated playbooks. Stephan challenges organizations to look beyond perks and pay, and instead design work environments that leverage autonomy, purpose, and learning.

The conversation introduces the concept behind his new book, "The Employee Advantage", and draws a powerful parallel: Treat employees like customers. Personalize their experience. Listen deeply. Improve constantly.

This episode offers practical, research-backed ideas that any leader can implement to drive performance, engagement, and retention. If you think a ping-pong table is the answer to your culture problems, think again.

Three Key Takeaways:

• Money isn’t enough – Beyond a certain point, financial incentives have limited impact on motivation. Intrinsic drivers like autonomy, purpose, and learning matter more.

• One-size-fits-all doesn’t work – Just as customer experience is personalized, employee experience should be too. Engagement improves when organizations tailor motivation strategies to individual needs.

• Culture is built through systems – Perks like ping-pong tables won’t fix disengagement. Real impact comes from designing systems that listen to employees and support continuous improvement.

If Stephan Meier’s insights on behavioral economics and humanizing the workplace sparked your interest, you’ll want to check out this powerful conversation with Ryan McCarty and Mark Goulston.

While Stephan focused on the science behind motivation and engagement, Ryan and Mark dive into the heart of it—how purpose, empathy, and service can transform leadership and culture. It’s a natural next step in rethinking what truly drives people at work.

Discover how servant leadership can elevate your impact and deepen connection across your organization: Listen to the episode.

What if your greatest impact as a leader begins after your "official" career ends?

Joe Davis, former Managing Director and Senior Partner at Boston Consulting Group (BCG) and author of "The Generous Leader: 7 Ways to Give of Yourself for Everyone’s Gain", joins Peter Winick to share insights from his extraordinary shift from consulting titan to impactful thought leader.

Joe reveals how the disruptions of COVID-19 inspired him to write his book—not just as a professional calling card, but to encourage executives to lead with heartfelt generosity and empathy. He emphasizes that legacy leadership isn't measured by revenue alone but by meaningful connections, personal growth, and empowering others.

This episode is for CEOs and senior leaders contemplating their own "Act Three." Joe discusses the challenges and opportunities when transitioning from a structured corporate role into thought leadership and advisory work. He highlights the importance of being selective and intentional about the roles you choose post-retirement, avoiding burnout, and keeping control over your time.

Joe also candidly discusses how success is redefined after a corporate career. He measures impact differently now, valuing deep personal connections, mentoring opportunities, and moments spent with family—especially his grandchildren.

If you're an executive thinking about your next meaningful chapter, listen in as Joe Davis shares hard-won wisdom and practical guidance on building your legacy beyond the boardroom.

Three Key Takeaways:
• Legacy Starts Now: True leadership legacy isn’t shaped by quarterly earnings or titles—it's built through empathetic connections, generosity, and empowering others, starting today.

• Choose Wisely Post-Retirement: After a high-powered career, saying "yes" to everything can quickly lead to burnout. Be selective; prioritize roles that align deeply with your purpose.

• Redefine Success on Your Terms: Success beyond the C-suite isn't measured by traditional metrics. Meaningful impact emerges from mentoring, family time, and genuinely fulfilling activities.

If Joe Davis’s insights on moving from executive roles to impactful thought leadership resonated with you, check out our episode featuring Vaughn Sigmon. Vaughn shares how he successfully transitioned from corporate leadership at CarMax to launching his own thriving leadership development firm. Both episodes explore how intentionality, authenticity, and clear personal branding drive meaningful post-corporate careers.

Three Key Takeaways:

• Emotional intelligence is critical for elite performance — Especially in high-pressure fields like surgery, EQ impacts malpractice rates, team dynamics, and patient outcomes.

• Thought leadership bridges knowledge gaps — Introducing EQ to surgeon leaders requires translating soft skills into evidence-based, practical tools that resonate with data-driven professionals.

• Early intervention creates lasting change — Embedding emotional intelligence training into medical residency programs can shape more effective leaders from the start.

If this episode got you thinking about the power of emotional intelligence in high-performance environments, you’ll want to keep going with our conversation with David Wood: The Effects of Soft Skills in Thought Leadership. Both episodes tackle a common challenge—how to introduce and scale “soft skills” like EQ in expert-driven fields where they’re often undervalued. Gina Catalano and David Wood each show that these so-called soft skills are actually mission-critical for leadership, trust-building, and long-term success.

Listen now and discover how soft skills can create hard results.

What if the worst-performing team you’ve ever seen could become the best—without changing a single person?

Today, Peter Winick sits down with Michael Abrashoff, former U.S. Navy captain and author of the mega-bestseller "It’s Your Ship: How Great Leaders Inspire Ownership From The Keel Up". Michael shares the extraordinary turnaround story of the USS Benfold—once one of the lowest-ranked ships in the fleet—and how he transformed its culture by focusing on something rare in the military: personal connection.

He didn’t ask for a new crew. He didn’t get a bigger budget. What he did instead? Interviewed all 310 sailors, created personal index cards with their goals, strengths, and passions—and committed to leadership by listening.

Peter and Michael dig into the difference between authority and influence, and why so many brilliant technical leaders fail when they're promoted. Michael also explains how he helped shift a culture of compliance into a culture of ownership—one small improvement at a time.

You’ll hear how his military insights apply directly to boardrooms, sales teams, pharma execs, and even Boilermakers. And why the top five reasons people leave organizations haven’t changed in 25 years!

This conversation is a masterclass in practical leadership. Because whether you're running a ship or a startup, the most powerful tool you have isn't command—it's connection.

Three Key Takeaways:

• Connection Drives Performance – Leaders who invest time in personally understanding their team members build trust, loyalty, and higher performance without needing more resources or authority.

• Small Improvements Compound – A mindset of daily 1% improvements can lead to transformational change, even within rigid systems like the military.

• Respect and Listening Are Retention Tools – People don’t leave organizations for money alone; they leave when they don’t feel valued, heard, or developed—making culture a strategic priority.

If you found value in our conversation on leadership transformation and culture change, you'll want to check out our episode with Christian "Boo" Boucousis, a former Royal Australian Air Force fighter pilot turned CEO and thought leader. Boo shares how he applied military precision and adaptability to navigate the challenges of transitioning Afterburner, a global consultancy of elite military professionals, into the virtual realm during the pandemic. His insights on converting information into wisdom, engaging audiences across modalities, and leading with agility offer a compelling complement to our discussion on building high-performing teams through connection and ownership. Tune in to discover how discipline, curiosity, and emotional resonance can elevate your thought leadership to new heights.

What happens when a philosopher, a pyrotechnics entrepreneur, and a tech ethicist walk into a boardroom? You get Reid Blackman—author of "Ethical Machines", host of a podcast by the same name, and founder of Virtue, a consultancy helping Fortune 500 companies navigate the ethical risks of AI. In this episode of Leveraging Thought Leadership, we explore the collision of ethics, emerging tech, and organizational complexity.

Reid shares his unorthodox journey from selling fireworks out of a Honda to advising top executives on responsible AI. He discusses how AI creeps into organizations like a Trojan horse—through HR, marketing, and internal development—bringing serious ethical challenges with it. Reid explains why frameworks are often oversimplified tools, why every client engagement must be bespoke, and why most companies still don’t know who should own AI risk.

We dive into the business realities of AI risk management, the importance of moving fast in low-risk sectors like CPG, and the surprising reluctance of high-risk industries like healthcare to embrace AI. Reid also outlines how startups and tech-native firms often underestimate the need for ethical oversight, and why that’s a gamble few can afford.

If you want to understand how to future-proof your brand’s reputation in an AI-driven world—or just love a good story about risk-taking, philosophy, and Led Zeppelin-fueled entrepreneurship—this is the episode for you.


Three Key Takeaways:

• AI Risk Is Organizational, Not Just Technical
Ethical AI risk isn’t the sole responsibility of the CIO or tech team—it's a company-wide issue. AI often enters through non-technical departments like HR or marketing, creating reputational and legal risks that leadership must manage proactively.

• Frameworks Are Overrated—Bespoke Solutions Win
Reid challenges the reliance on generic frameworks in thought leadership. Instead, he emphasizes the need for bespoke, agile solutions that are deeply informed by organizational structure, goals, and readiness.

• Reputation Drives Readiness for Ethical AI
Large brands in low-risk sectors (like CPG) are often quicker to adopt ethical AI practices because the reputational stakes are high. In contrast, high-risk sectors (like healthcare) are slower due to the complexity and fear surrounding AI implementation.

If the episode with Reid Blackman sparked your interest in the ethical implications of thought leadership in rapidly evolving fields like AI, then you’ll find a compelling parallel in our conversation with Linda Fisher Thornton. Linda dives into the broader responsibilities of thought leaders to ensure their content is not just smart, but also ethical, inclusive, and meaningful. While Reid examines AI as a fast-moving ethical challenge that demands bespoke, responsible oversight, Linda zooms out to highlight how thought leadership, in any domain, must be built on a foundation of trust, transparency, and long-term value creation. Both episodes challenge leaders to do more than inform—they must lead with conscience and intention. Listen to Linda’s episode to explore how ethics can—and must—be the throughline of every thought leadership strategy.

How do you prepare a first-time leader to succeed when everyone’s watching?

In this episode of Leveraging Thought Leadership, Bill speaks with Noel Massie, former VP of US Operations at UPS and author of the upcoming book "Congrats, You've Been Promoted "(June 2025). Noel spent his distinguished career at UPS mentoring new leaders and guiding them through the challenging transition from individual contributor to manager. Recognizing a critical gap in available resources specifically designed for newly promoted frontline leaders, he decided to write the book he wished he'd had earlier in his career.

Noel introduces powerful frameworks, including the "4 by 5 method" and the "BEST principle," designed to help young leaders navigate complex leadership moments confidently. Drawing on his experiences—such as leading teams where individuals often had decades more experience—he highlights the essential role clear communication and defined expectations play in managing teams effectively.

Throughout our conversation, Noel underscores the responsibility of seasoned executives to engage directly with frontline staff, nurturing the next generation of leaders through active mentorship. He shares personal stories that reveal why mentorship and leadership development became not just his professional focus, but his enduring passion long after retirement.

This episode offers invaluable insights for leaders at any stage, emphasizing that great leadership is fundamentally about investing in others.

Three Key Takeaways:

• Leadership Development Requires Intentionality - Effective leadership doesn't happen by accident. Leaders must intentionally communicate their values, clearly define expectations, and invest in ongoing training, especially for newly promoted managers stepping into challenging roles for the first time.

• Mentorship is Central to Successful Leadership - Great leaders actively mentor their teams, engaging directly with individuals regardless of their position within the organization. Noel emphasizes that the greatest legacy a leader can leave is measured by the success of the leaders they help develop.

• Practical Frameworks Empower New Leaders - Noel's "4 by 5 method" and "BEST principle" offer structured, actionable guidance for handling difficult leadership moments. These frameworks help young leaders maintain control, build their confidence, and foster positive team dynamics—critical elements for successful frontline leadership.

If you enjoyed this conversation on how to successfully prepare new leaders and the importance of mentorship, I highly recommend going back to our very first episode featuring Chester Elton. Chester dives deep into how recognition, mentorship, and intentional leadership practices shape thriving organizational cultures. Together, these two episodes offer powerful insights and actionable strategies for building and supporting effective leaders at every level of your organization.