Episodes

  • TLP488: From Fleeting Moments to Sustained Momentum

    TLP488: From Fleeting Moments to Sustained Momentum
    Dec 3 2025
    Bernie Banks is a professor and institute leader at Rice University and co-author of "The New Science of Momentum: How the Best Coaches and Leaders Build a Fire from a Single Spark." As a Brigadier General, he led West Point's Department of Behavioral Sciences and Leadership in his final military assignment. In this episode, Bernie decodes how fleeting moments morph into sustained momentum. Drawing on eight years of research, over 250 interviews and thousands of survey responses across sports, business, politics and the military, Bernie shares a tried-and-true model leaders can use to spark movement, sustain it, and redirect it when needed. Momentum doesn't happen by accident—it's built through small wins, clear culture, situation-readiness, and intentional follow-through. Whether you're leading a team, an organization, or your own career, listen in for practical tools to recognize the early spark, harness the energy, and turn it into a flame that drives real progress. You can find episode 488 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Bernie Banks on From Fleeting Moments to Sustained Momentum https://bit.ly/TLP-488 Key Takeaways [03:27] Bernie explains the book originated from the 2017 Super Bowl when the Patriots came back from 28-3 to win against the Falcons. [06:39] Bernie explains momentum is overlooked because people view it as common sense rather than a vital leadership skill. [08:23] Bernie outlines the momentum model starts with leadership setting culture, then moving into preparation where leaders actively seek to generate momentum. [11:29] Bernie uses Nvidia as an example, explaining they made strategic decisions long ago to prepare for the AI revolution. [14:05] Bernie emphasizes "culture is not what you talk about, it's what you tolerate, it's what you reinforce." [15:35] Bernie shares Alan Mulally telling a disruptive Ford executive they needed a transition conversation because those behaviors wouldn't be tolerated. [19:23] Bernie quotes Warren Buffett on hiring: look for smart, driven, and principled people, never hiring someone high on the first two without the third. [21:57] Bernie explains hiring depends on whether you need to maintain or innovate. [25:05] Bernie advises being open and honest with people about gaps they'll have to address for the new reality. [27:39] Bernie explains momentum requires both managers who optimize systems and leaders who produce change. [30:36] Bernie notes the most effective leaders were high on both people and results orientation. [33:17] Bernie discusses the Pygmalion study, stating people rise to the level of expectations when leaders show vested interest in their well being. [34:51] Bernie explains he replaced "failure" with "embrace challenge" because failure has negative connotation and finality. [37:23] Bernie emphasizes intentionality matters, explaining legacy means our story will be told by others, not ourselves. [41:44] Bernie closes stating "momentum is leader business" and the book is designed as a how-to guide with immediate actions. [44:30] And remember…"The world is wide, and I will not waste my life in friction when it could be turned into momentum." - Frances E. Willard Quotable Quotes "Culture is not what you talk about. It's what you tolerate. It's what you reinforce." "Results are one thing, but the how matters." "Momentum is not something they stumbled upon. It was something they actively sought to generate." "People will rise to the level of your expectations so long as they believe you have a vested interest in fostering their well being and that you're equipping them to meet those expectations." "In the best organizations, accountability is the word, and in many organizations, accountability is a bad word." "Challenges can lead to opportunities, and we can always learn things along the way as we push through challenges." "Legacy comes from the Latin word legatus, which means people, person, delegated, which means our story will not be told by self." "Be intentional. The great leaders are." "Momentum is a leader business. " "A core obligation of every leader is to put their people in a position to win." "You don't put people in a position to win by watering down expectations." "Wherever there's a challenge, there's an opportunity." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Bernie Banks Facebook | www.facebook.com/bernard.banks.9 Bernie Banks LinkedIn | www.linkedin.com/in/bernard-bernie-b-4458003
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    45 mins
  • TLP487: Three Ways to Motivate Teams and Align Strategy

    TLP487: Three Ways to Motivate Teams and Align Strategy
    Nov 26 2025
    Hans Lagerweij is the author of The Why Whisperer: How to Motivate and Align Teams That Get Your Strategy Done. In this episode, Hans shares that he wrote the book after watching great strategies fail during execution. He saw a gap between understanding the importance of purpose and actually implementing it. Hans explains that you can't shout your way to purpose. Whispering requires getting close to your team and having two-way conversations. He emphasizes that leaders need to listen to personal motivations and ideas from team members. Hans presents three options when there's misalignment between personal and organizational purpose: change your personal why, take leadership to influence the organizational why, or leave. Listen to this episode to learn how to move your organization's purpose from theory into practice. You can find episode 487 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Hans Lagerweij on Three Ways to Motivate Teams and Align Strategy https://bit.ly/TLP-487 Key Takeaways [03:06] Hans reveals his first job at 15 was in a DIY store managing screws and tools, sparking his commercial curiosity. [05:04] Hans explains the "Why Whisperer" addresses the gap between Simon Sinek's purpose theory and practical implementation. [06:25] Hans attributes strategy failure to lack of discipline in communicating and aligning teams, not discipline itself. [07:06] Hans explains whispering means close two-way conversations with teams rather than top-down broadcasting. [10:37] Hans outlines three options for misaligned purposes: change your why, influence the organization's why, or leave. [15:35] Hans talks about clarifying the why and how that helps simplify decision making for leaders. [19:18] Hans recommends asking team members what makes them most proud to understand what drives them. [20:53] Hans introduces the "reverse elevator pitch" where leaders articulate direction, importance, and excitement in three minutes. [22:30] Hans explains "purpose" is universal across cultures but requires different communication approaches depending on cultural norms. [27:47] Hans challenges leaders to move "purpose" from wall posters into the organization's heartbeat. [28:50] And remember…"The louder the world becomes, the more radical it is to whisper truths. Not to be heard by all — but to be remembered by someone" - Lawrence Nault Quotable Quotes "You can't shout your way to purpose." " Whispering means you need to be so close with your team to have actually a conversation, a two way conversation and you know, to listen to ideas and personal motivations from your team. So yeah, it's really whispering to me is, you know, about getting people to own the why, not just follow it. So it is seriously going from a beautiful slogan on the wall to something that is, you know, in the hearts and minds. " "A clear purpose really helps, you know, to reduce options. Choices from a million to just a few right ones." "A clear purpose absolutely will save your time, will, you know, set your directions. As I said, it's your North Star." "Purpose is absolutely universal language, but, you know, you have to speak it in different accents." "In the end, the most powerful strategy is the one that your team believes in and that they're willing to fight for." "If there is a conflict between the two, if there's disconnect, it will always feel like misalignment. It will always feel like, you know, you're not at the place in that organization." "If you can synchronize individual and organizational purposes, you know, or wise, you know, then you create an authentic connection that really drives results." "In every culture, in every country, you know, people want to feel a sense of purpose. I think it's simply a fundamental human need." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Hans Lagerweij Website | www.hanslagerweij.com Hans Lagerweij X | @hanslagerweij Hans Lagerweij LinkedIn | www.linkedin.com/in/hanslagerweij Hans Lagerweij Instagram | @hansblagerweij
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    30 mins
  • TLP486: Unruly: Deconstruct the Rules, Defy the Norms, and Define Your Success

    TLP486: Unruly: Deconstruct the Rules, Defy the Norms, and Define Your Success
    Nov 19 2025
    Lauren Wittenberg Weiner is a speaker, business therapist, and bestselling author of Unruly: Deconstruct the Rules, Defy the Norms, and Define Your Success. In this episode, Lauren shares the pivotal moment that crystallized her unruly philosophy. When told she couldn't do something, she learned to transform that doubt into motivation rather than letting it paralyze her. She explains how reframing negative feedback as challenge fuel drives her leadership. Lauren explains the difference between gatekeepers who clone themselves and gateways who open doors. She tackles the transactional trap and why building an unconditionally supportive village matters more than networking scores. Lauren discusses managing multiple demanding roles through ruthless curation of priorities. She emphasizes that priorities must be constantly reassessed as circumstances change. Listen to this episode to learn how breaking free from conventional expectations can lead to more authentic success and fulfillment in both leadership and life. You can find episode 486 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Lauren Wittenberg Weiner on Unruly: Deconstruct the Rules, Defy the Norms, and Define Your Success https://bit.ly/TLP-486 Key Takeaways [02:36] Lauren reveals she almost joined the circus as a dancer between college and graduate school after a friend who was a trapeze artist convinced her. [04:09] Lauren explains the philosophy of "unruly" crystallized over many years, starting when she was a "good girl" who did everything expected of her. [09:12] Lauren discusses her "prove me wrong" attitude, explaining she reframes negative feedback as a challenge rather than trying to forget it, using research about not thinking about a white bear. [13:09] Lauren outlines her three-step framework: know the rules, find the space between them, and change them when needed. [15:42] Lauren clarifies she's "not a big believer in breaking the rules" but rather in knowing what rules say, finding space within them, and changing them consciously and thoughtfully when they don't work. [22:16] Lauren describes the shift from leaders being "gatekeepers" who pick people who look and think like them to being "gateways" that allow different people to prove they're qualified. [25:28] Lauren discusses transactional versus non-transactional relationships, and emphasizes the importance of having an "unconditionally supportive village" of people who pick you up when you're down and cheer for you unconditionally when you succeed. [29:23] Lauren explains how redefining luck as preparation influenced their breakthrough when winning a $200 million SOCOM contract, saying "we didn't get lucky, we were prepared." [33:48] Lauren discusses "ruthless curation" of priorities as an iterative process, using the example of her kids being a priority but their spirit week costumes not being her priority. [37:54] Lauren advises her 35-year-old self to "stop worrying about what anyone else thinks, figure out what you want" and own your decisions without feeling guilty. [40:25] And remember…"Never assume you can't do something. Push yourself to redefine the boundaries." - Brian Chesky Quotable Quotes "Just because you can do something doesn't mean you have to." "You can't hack your own psychology. You can't stop doing what your brain is going to make you do, but you can move around it and understand it and use it to your own advantage." "It's not about bringing people in that aren't qualified. It's about allowing people to show that they're qualified, even if they don't look or think or have gone on the exact same trajectory that everyone who came before did." "Transactional begets transactional and non transactional begets non transactional." "You've gotta have the same people who will pick you up when you're down and who will cheer for you unconditionally when you make it." "Stop worrying about what anyone else thinks, figure out what you want." "Nobody else gets to define for you what makes sense for you, but then own your decisions." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Lauren Wittenberg Weiner Website | https://laurenwittenbergweiner.com Lauren Wittenberg Weiner Ted Talk on ""Credibility and Connection Through Thoughtful Authenticity ": https://www.youtube.com/watch?v=2BjOjr7FLyI Lauren Wittenberg Weiner Podcast | Unruly The Podcast Lauren Wittenberg Weiner Facebook | www.facebook.com/TheLaurenWittenbergWeiner Lauren Wittenberg Weiner LinkedIn | www.linkedin.com/in/lauren-wittenberg-weiner-1732865 Lauren Wittenberg Weiner Instagram | @laurenwittenbergweiner
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    41 mins
  • TLP485: Transform Your Life (Before 8AM)

    TLP485: Transform Your Life (Before 8AM)
    Nov 12 2025
    Hal Elrod is the bestselling author of "The Miracle Morning: The Not-So-Obvious Secret Guaranteed to Transform Your Life (Before 8AM)." The book offers a practical morning routine that has transformed the lives of over 3 million people. In this episode, Hal describes discovering the six practices that became the SAVERS method (Silence, Affirmations, Visualization, Exercise, Reading, Scribing) during the 2008 financial crisis when he needed to rebuild his life and income. He shares how implementing these practices every morning doubled his income within two months and became the foundation for helping millions of others. Listen to the full episode to hear how Hal turned life's hardest moments into practical tools for personal transformation and daily excellence. You can find episode 485 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Hal Elrod on Transform Your Life (Before 8AM) https://bit.ly/TLP-485 Key Takeaways [02:44] Hal reveals he realized during cancer at 37 that he was a workaholic, so now he drives his kids to school daily and shortens his workday to align with his family priority. [04:33] Hal explains he learned the five minute rule at age 20 selling Cutco by feeling emotions for five minutes then saying "can't change it" and moving forward. [07:25] Hal recounts being hit by a drunk driver at 70 mph at age 20 where he broke 11 bones and died at the scene for six minutes but applied the five minute rule to accept his reality. [13:26] Hal confirms the five minute rule is the practical bridge to Viktor Frankl's concept of choosing one's attitude in any circumstance. [21:05] Hal explains the Miracle Morning program and why the morning routine is important for making every day your best day. [29:37] Hal shares that the expanded edition of his book adds 20 pages to the SAVERS section and two new chapters called the Miracle Evening and the Miracle Life. [33:00] Hal shares that he gives up three hours of work each day to drive his kids to school, choosing lasting memories with them over more book sales. [37:58] Hal explains that his experiences guide him toward a higher power's purpose and shares that his parents' response to his sister's death taught him to turn adversity into service. [43:12] Hal defines a good life as fulfilling your potential in service of others by showing up as your best self every day from a place of love. [46:16] And remember…"When you arise in the morning, think of what a precious privilege it is to be alive - to breathe, to think, to enjoy, to love." - Marcus Aurelius Quotable Quotes "It's okay to be negative and get upset when things don't go your way, but do not dwell on it for an extended period of time." "Set your timer for five minutes and give yourself five minutes to feel your emotions fully. Don't suppress them, don't try to act the way you think you should. Bitch, moan, complain, cry, vent, whatever you gotta do." "Every painful emotion that we experienced was self created by our resistance to our reality." "The last of man's freedoms, is to choose one's own attitude in any given set of circumstances." "You cannot change reality in this moment as it exists. You can only do things in this moment to change the next moment or the moment after that." "I believe that we create our own statistics." "Your level of success will seldom exceed your level of personal development." "If you win the morning, you win the day because you're putting yourself in a peak physical, mental, emotional and spiritual state." "Family men with businesses, not businessmen with families." (Front Row Dads tagline) "Everything you've been through is intentional and it's part of your journey, so you can help as many people as you possibly can." "Every day you wake up and you ask like, what's the best version of myself today? How can I show up at my best? How can I fulfill my limitless God given potential today?It's fulfilling your potential in service of others." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Hal Elrod Website | http://miraclemorning.com Achieve Your Goals Podcast | https://podcasts.apple.com/us/podcast/achieve-your-goals-with-hal-elrod/id820889267 Hal Elrod X | @halelrod Hal Elrod Facebook | www.facebook.com/groups/MyTMMCommunity Hal Elrod LinkedIn | www.linkedin.com/in/hal-elrod-aa054324a Hal Elrod Instagram | @hal_elrod Watch The Miracle Morning Movie for free: https://miraclemorning.com/movie/ The Miracle Morning App | https://miraclemorning.app/
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    47 mins
  • TLP484: Balancing Innovation with Human Connection

    TLP484: Balancing Innovation with Human Connection
    Nov 5 2025
    Brandon Sawalich is the President and CEO of Starkey, leading 6,000 employees across 29 countries in the hearing healthcare industry. In this episode, Brandon addresses how healthcare leaders balance innovation with human connection. He explains that hearing health requires both cutting-edge AI technology and personalized care from healthcare professionals. He shares leadership lessons from guiding Starkey's transformation into a global brand while preserving its family culture. Brandon discusses how to maintain core values while under pressure to prioritize patient outcomes over stock market demands. Listen to this episode to discover how Brandon leads with purpose in an industry that transforms lives, balances innovation with human connection, and maintains company culture during global growth. You can find episode 484 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Brandon Sawalich on Balancing Innovation with Human Connection https://bit.ly/TLP-484 Key Takeaways [05:01] When asked about balancing innovation with human elements in healthcare, Brandon explains hearing technology has evolved from analog whistling devices to AI-powered solutions, noting "We were the first to pioneer using AI back in 2000, starting in 2017 and we're in our eighth generation now." [07:01] Brandon outlines leadership challenges in managing multiple stakeholders, emphasizing "What's best for the patient is best for our customer is best for Starkey." [08:26] When asked about protecting culture while growing globally, Brandon explains his approach: "We hire for attitude and develop the talent because that attitude has to fit within the Starkey culture." [10:04] Brandon describes their training philosophy as "the Starkey way," emphasizing mentoring over traditional training programs and stating "I want one way" rather than multiple programs. [12:14] When asked about balancing kindness with results, Brandon explains his leadership approach: "I work for you. We all have to hold each other accountable." [14:21] Brandon defines being "the best" in their industry by focusing on sound quality and ease of use, explaining "to be the best is yes, you have to run an efficient company" and have "the best sounding sound quality hearing aid in the world." [15:41] Brandon reveals the hearing aid industry structure: "The hearing aid industry is made up of five companies in the world. Starkey is the only US owned and operated." [16:56] When asked what makes him the best leader, Brandon emphasizes accessibility and continuous learning, stating "I'm always available to the team if they need it" and "I'm always curious." [19:58] When asked about being overwhelmed, Brandon explains he's not overwhelmed because "I love this company. I've been here 31 years and I'm honored to have the job." [24:06] Brandon shares pivotal experiences that shaped his leadership, including leading industry advocacy in Washington D.C. from 2017 and navigating COVID-19 challenges. [30:53] When asked about daily improvement, Brandon identifies time management as key: "my time management and am I spending, you know, the time on, you know, 20% of the things that are going to make an 80% impact for the company." [33:05] Brandon concludes with parting counsel for leaders: "Don't be a blockbuster. Push yourself. You know, innovate or die" and emphasizes "complacency kills." [34:19] And remember…"I have learned silence from the talkative, toleration from the intolerant, and kindness from the unkind, yet strange, I am ungrateful to those teachers" - Khalil Gibran. Quotable Quotes "It's not just about sound and amplifying sound. You have to personalize and customize something in a very personal business because you have to care and hearing healthcare professionals have to care about the patient in front of them and it's better hearing with a human touch." "You have to make your mistakes. You have to fail in order to improve yourself and move forward. You know, if you're going to fail fast." "If you got somebody that's not the right fit, you know, you have to be able to have the courage to hit that head on and make change." "It's not about coming up and say, well, you didn't produce this much. We need to sit down and talk. It's kind of sitting down and a little bit of a human approach. Common sense is, hey, tell me what's going on." "I'm not going to ask anybody to do anything that I wouldn't do myself. And I'll get a cup of coffee, I'll pick somebody up at the airport, whatever it takes. Because again, that's the team approach and very much lead from the front." "You got to be comfortable being uncomfortable." "Don't lose sleep over the competition, lose sleep over are we making progress or not? Are we getting better? Because complacency kills." "Don't be blockbuster. Push yourself. You know, innovate or die. And you've got to have the courage to change because change management. People's afraid of change." Resources Mentioned...
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    35 mins
  • TLP483: People Must Feel Valued Before They Can Add Value

    TLP483: People Must Feel Valued Before They Can Add Value
    Oct 29 2025
    Zach Mercurio is a researcher, and optimist instructor who specializes in purposeful leadership and meaningful work. He is the author of "The Power of Mattering: How Leaders Can Create a Culture of Significance," that reveals the psychological foundation that drives human energy and performance in organizations. Zach addresses why 60% of employees don't feel cared for at work and how this creates a mattering deficit leading to quiet quitting or toxic behaviors. He discusses the Optimism course he created with Simon Sinek, which focuses on developing human skills that show people their significance so they believe they can improve any situation. Zach reveals the three essential dimensions people need: feeling noticed (seen and heard), affirmed (their uniqueness makes a difference), and needed (relied upon and indispensable). He explains how organizations can maintain purpose as "the invisible leader" despite quarterly pressures, emphasizing that people won't contribute to bigger purposes until they first believe they're worthy of having one. Listen to discover why the age of AI makes human connection skills irreplaceable and learn the counterintuitive truth that people must feel valued before they can add value. You can find episode 483 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Zach Mercurio on People Must Feel Valued Before They Can Add Value https://bit.ly/TLP-483 Key Takeaways [05:59] Zach defines mattering as feeling significant through being valued and adding unique value. [08:05] Zach explains human energy comes from knowing we matter, with research showing lower cortisol in those who feel significant. [11:15] Zach describes the "mattering wheel" where feeling valued builds confidence to add value. [13:56] Zach notes 40% of feedback fails because people don't feel cared for by the giver. [18:54] Zach outlines "wise feedback": express belief, reaffirm capabilities, offer support. [22:12] Zach defines optimism as believing you can improve moments and explains how digital communication created human skills gaps. [29:22] Zach emphasizes only humans take moral responsibility while noting only 40% feel cared for at work. [33:22] Zach positions matter as a prerequisite to purpose - people must feel cared for before caring about work. [36:12] Zach advises asking "When you feel you matter to me, what am I doing?" and outlines three practices: noticed, affirmed, needed. [38:08] Zach states "hurry and care cannot coexist" and suggests using meetings for relationships, not information exchange. [42:17] Zach explains these "soft" skills need rigorous practice as attention spans dropped to 47 seconds and leadership requires separate human skills. [46:19] Zach challenges leaders to master human skills because leadership is a separate occupation requiring separate skills. [48:20] And remember…"The business of business is relationships; the business of life is human connection." - Robin S. Sharma Quotable Quotes "It's almost impossible for anything to matter to someone who doesn't first believe that they matter." "All human energy is an outcome of knowing that we matter." "The ultimate energizer is knowing that you and your life and your work are worthy of your energy." "We don't build confidence on our own. We build true confidence when we know someone has our back." "People need to be valued to add value." "Feeling valued gives us the confidence we need to add value. The more we add value, the more we see the evidence of our significance, the more we feel valued." "Hurry and care cannot coexist." "When leaders can't connect, they usually try to control. We try to control what we don't understand." "Loneliness is not the outcome of being alone. Loneliness is the outcome of feeling that you don't matter." "It's the quality of the interaction that matters, not the quantity when it comes to loneliness." "People will not care until they feel cared for." "Leadership is a separate occupation. It is a separate occupation that requires a separate set of skills." "Optimism is the belief that the future can be better and that I have what it takes to make it better." "AI will take your job if you do not master the human skills to cultivate trust and care." "The heart of leadership is to inspire." "Feedback without a relationship comes across as aggression." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Zach Mercurio Website | www.zachmercurio.com Zach Mercurio Facebook | www.facebook.com/ZMercurio Zach Mercurio LinkedIn | www.linkedin.com/in/zachmercurio Zach Mercurio Instagram | @zachmercurio Essential Skills to Create a Culture of Mattering - Zach Mercurio
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    49 mins
  • TLP482: The 100 Best Books for Work and Life

    TLP482: The 100 Best Books for Work and Life
    Oct 22 2025
    Todd Sattersten brings over 20 years of experience in nonfiction book publishing, and is the author of "The 100 Best Books for Work and Life." He's also the publisher at Bard Press and has dedicated his career to helping leaders navigate the overwhelming world of business literature. In this episode, Todd reveals how he curated 100 essential books into 25 problem-focused chapters, moving beyond traditional business categories to address both professional and personal challenges leaders face. He explains why growth comes from believing change is possible and how daily effort accumulates into meaningful progress. Todd discusses the shift from data-heavy business books toward more introspective, permission-giving literature that acknowledges the chaotic nature of modern leadership. Todd discusses the difficulty of finding quality fiction with positive leadership examples and his preference for books that help readers ask different questions rather than provide step-by-step formulas. Todd concludes by stressing the importance of reading with intention, distinguishing between reading for entertainment versus insight, and building sustainable reading habits that focus on addressing real challenges rather than collecting impressive quotes. Listen to discover how to navigate information overload, identify truly transformative books, and develop the reading habits that separate effective leaders from those who simply accumulate knowledge. You can find episode 482 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Todd Sattersten on The 100 Best Books for Work and Life https://bit.ly/TLP-482 Key Takeaways [03:42] Todd explains his selection process started with 60-70 known books, then Todd describes how the 25 topics emerged naturally from the books themselves - goal setting, habits, leadership, relationships, motivation. [06:48] Todd identifies two key patterns to accumulate people's consistent actions: "growth comes from the belief that change is possible" and "daily effort matters." [13:28] Todd explains that great books redefine problems to create different solutions, citing examples like focusing on better customers rather than better products. [16:02] Todd reveals he's nervous about trendy books, especially about companies or leaders that don't hold up over time. [20:51] Todd believes people recognize tremendous value in listening to work others have already done, whether from Stoics, Buddhists, or other traditions. [23:50] Todd emphasizes reading requires choosing between entertainment versus insight, asking "how will I act differently after reading this." [27:03] Todd explains the data-heavy book trend came from 30 years of neuroscience research but now sees a shift toward permission-giving books. [31:50] Todd identifies "Your Brain at Work" by David Rock as his top pick for explaining brain function limitations. [35:40] Todd describes "Reboot" by Jerry Colonna as transformative for connecting personal stories to leadership effectiveness. [39:17] Todd concludes by encouraging leaders to "build a habit of reading" since most successful leaders are readers. [40:09] And remember…"The things I want to know are in books. My best friend is the man who will get me a book I ain't read." - Abraham Lincoln. Quotable Quotes "Growth comes from the belief that change is possible." "Daily effort matters." "A different way to define the problem creates a different way to solve the problem." "If you don't understand the stories that you have about yourself, then you can't possibly be the best possible leader." "Fiction can provide a really great perspective." "The work is internal most of the time. It's not, hey, I need to go fix some business thing." "Leadership is a journey of growth." "A book still does something that almost every other art form doesn't do." "The people who understand the value of books understand there's a tremendous value in listening to the work others have already done." "Identifying a set of effective solutions… that's what leaders need." "Please build a habit of reading. I can't think of a better habit for a leader." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Todd Sattersten Website | http://toddsattersten.com Todd Sattersten LinkedIn | www.linkedin.com/in/toddsattersten Todd Sattersten Instagram | @toddsattersten
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    41 mins
  • TLP481: The New Language of Leadership with Michael Ventura

    TLP481: The New Language of Leadership with Michael Ventura
    Oct 15 2025
    Michael Ventura is an entrepreneur, author of "Applied Empathy: The New Language of Leadership", and advisor to leaders at organizations including the ACLU, Google, Nike, and the UN. He has taught emotionally intelligent leadership at Princeton, West Point, and Esalen. In this episode, Michael explores why our natural childhood empathy fades as adults due to life complexity, cultural conditioning, and survival mechanisms that suppress this innate behavior. He explains how organizational design can create systems where empathy thrives through measurement, rewards, and leadership modeling rather than trying to change people individually. Michael outlines seven empathetic archetypes that leaders can shift between like gears: the Sage (practices presence), Inquirer (asks great questions), Convener (creates connection environments), Confidant (builds trust), Cultivator (provides vision), Seeker (values self-work), and Alchemist (experiments and learns). He emphasizes knowing when to shift archetypes based on circumstances and people. He addresses why leaders struggle to guide rather than control, explaining how successful leaders must transition from having answers to asking questions and empowering others. Michael explains empathy's benefits through a GE medical imaging case study where understanding patient experience led to environmental changes that cut pain complaints in half and increased cancer detection by over 10%. Listen to this episode to discover how empathy drives retention, innovation, and competitive advantage while serving as both leadership skill and business strategy. You can find episode 481 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Michael Ventura on The New Language of Leadership https://bit.ly/TLP-481 Key Takeaways [02:19] Michael explains that empathy fades as we age because life beats it out of us in some ways. [05:10] Michael outlines three types of empathy: affective (golden rule), somatic (physical experience), and cognitive (platinum rule). [07:27] Michael emphasizes that empathy must be embraced and modeled as a behavior from the top all the way down. Michael warns that empathy requires a code of ethics because "sociopaths are good cognitive empaths." [10:11] Michael clarifies that his keynote's first slide always says empathy is not about being nice. [13:06] Michael describes seven empathic archetypes as "gears in a manual transmission" that leaders should shift between. [19:05] Michael advises leaders to ask "How do you learn? How are you motivated?" to diagnose which archetype to use. [22:18] Michael states "Leaders should only do what an individual or team cannot do for itself" because leaders must transition from having all the answers to asking the right questions. [23:47] Michael shares that West Point teaches empathy because officers must lead people from "every socioeconomic stripe imaginable." [29:07] Michael cites retention as a hard benefit, noting it costs "1 1/2 times the salary" to replace someone. [35:54] Michael shares what he wandered; he's writing a book about moving from "North Star thinking to constellation thinking" for purpose. [38:33] Michael observes society lost its "emotional commons" where everyone shared the same cultural experiences. [42:17] Michael advises leaders to start empathy work "where the need is the greatest" rather than organization-wide. [43:42] And remember..."I think we all have empathy. We may not have enough courage to display it." - Maya Angelou Quotable Quotes "Life beats it out of us in some ways." "We start to see ourselves as the main character a little too much sometimes and forget that there are other characters in the play all around us." "Do unto others as they would have you do unto them. And the only way you're going to know that answer is if you do two things that most humans don't want to do. Admit they don't have an answer and then go ask the uncomfortable question." "Sometimes the most empathic thing that you do is say the hard thing or do the hard thing for someone else." "Stop trying to be the most interesting person in the room and start trying to be the most interested person in the room." "Leaders should only do what an individual or team cannot do for itself." "Don't tell people what to do. Tell them what outcome you want and let them surprise you with how they get it done." "When something is powerful and something is effective, just recognize it can be used for bad as well." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com TLP389: Worry is a Misuse of Imagination with Harris III Michael Ventura Website | www.michaelventura.co Michael Ventura X | @michaelventura Michael Ventura Facebook | www.facebook.com/themichaelventura Michael Ventura LinkedIn | ...
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    45 mins