Early in my leadership journey, I made a mistake I see so many founders make. I let the team hold me hostage. Not because I didn’t know what was right. Not because I didn’t care about the mission. But because in the moment — I was afraid.
In scaling companies, feedback travels fast. Unfortunately… so does gossip.
One of the biggest mistakes I see leaders make is acting like a human Slack channel — passing along feedback from one person to another without putting them in the same room.
On today’s episode, we discuss how a lack of closing across your entire organization could be detrimental to your company’s success.
Bob King is an award-winning author, filmmaker, and sales expert, renowned for his exceptional achievements in the industry, including multiple “Sales Star of the Year” honors. With a proven track record across retail, in-home, and B2B sales, Bob consults with sales professionals to infuse One-Call Magic into pitches, revive slumping teams, and transform total strangers into loyal customers—often within the first meeting.
Key Discussion Points:
Closing is a Universal Skill: The concept of closing extends beyond sales teams to encompass all aspects of life and business. Whether it’s getting your kids to clean their room or influencing organizational change, everyone needs to master the art of closing. This involves building trust, being persuasive, and understanding that closing is about facilitating a decision that benefits all parties involved.
Trust and Genuine Connection are Foundational: To be effective in closing, it’s essential to build trust and establish a genuine connection with the people you’re dealing with. This requires a sincere interest in their needs, challenges, and experiences.
Belief in Your Product or Proposal is Crucial: To successfully close a deal or persuade others, you must have unwavering belief in what you’re selling or proposing. This belief should be authentic and rooted in the conviction that what you’re offering is truly the best solution for the other party.
Address Objections with Empathy: Rather than ignoring objections or the reluctance to make a decision, engage with them sincerely. Addressing their concerns builds intimacy and trust, which can lead to a successful close.
Effective Communication Requires Silence: One of the most crucial moments to be silent is after presenting a price or asking for a deal. Silence allows the other party to process information and respond, which can often result in a positive outcome.
Leaders Need to Inspire and Empower: Leaders, like CEOs, often have a strong belief in their company and its value, which makes them effective closers. To extend this ability to their teams, leaders must share their passion and experience in a relatable way, allowing team members to adopt these beliefs as their own.
Top Takeaways for the Audience:
A successful organization relies on its sales team’s ability to close deals, not just generate interest, as skilled closers are essential for converting leads into customers.
Effective leadership involves guiding others to adopt your agenda willingly, similar to closing a sale, by understanding and addressing their needs.
Developing your sales team through training and resources is crucial for improving their ability to close deals, leading to happier customers and business success.
On today’s episode we are talking about how not growing your organization’s EQ might be killing your company.
Martijn Lemmens is an experienced manager and coach with thirty years of experience at the intersection of IT and Marketing. He began his career equipped with tactical and technical skills and realized that over the years, his focus shifted to people leadership skills such as mentoring, coaching, building high-performing teams, and leading change processes. For his own development and growth, Martijn has been using PSYCH-K® since 2015, a tool that allows him to change his behavior and automatic programs at a subconscious level. As a PSYCH-K® facilitator and coach, he runs the coaching practice at de Werff to support individuals and organizations with their personal development and growth.
Key Discussion Points:
Leading by Example is Crucial: The passage highlights the importance of leaders setting a positive example. If leaders work excessively during weekends and after hours, employees feel compelled to do the same, despite being told otherwise. This inconsistency can lead to stress and burnout among employees.
Focus on the Present and Transform Limiting Beliefs: The author emphasizes working in the “here and now” and transforming limiting subconscious beliefs through the method called Psyche. By focusing on what individuals want instead of what they don’t want, they can transform negative feelings and stress into positive, productive outcomes. This approach helps individuals to manage their fears and stresses effectively, leading to better performance and well-being.
Personal Responsibility and Growth: The passage discusses the concept of personal responsibility, stressing that individuals are responsible for their own happiness and success. It suggests that acknowledging and owning one’s circumstances is essential for personal growth and developing emotional intelligence (EQ). By taking responsibility for their actions and beliefs, individuals can transform their lives, both personally and professionally.
Top Takeaways for the Audience:
Emotional intelligence is essential for leaders to be effective and successful. It enhances relationships, performance, stress management, and resilience. Leaders should prioritize developing their emotional intelligence to lead better lives and teams.
Our actions and behaviors are ultimately the result of our underlying beliefs. To bring about meaningful change, it is crucial to address and transform these subconscious beliefs. Understanding and working on these beliefs can lead to significant personal and professional growth.
Psyche is a powerful modality for communicating with and reprogramming the subconscious mind. Unlike traditional affirmations or self-talk, Psyche provides a structured process for creating lasting change in beliefs and behaviors. Leaders should consider utilizing this process to facilitate their personal transformation and enhance their leadership effectiveness.
On today’s episode we are talking about how leaders neglecting strategic skills might be killing your company.
Rich Horwath, founder and CEO of the Strategic Thinking Institute, helps executive teams enhance their strategic capabilities. He is the bestselling author of eight books, including “STRATEGIC: The Skill to Set Direction, Create Advantage, and Achieve Executive Excellence.” Rich has assisted over a quarter million leaders in developing strategic thinking skills, with his work featured in Fast Company, Forbes, and the Harvard Business Review. He has appeared on major TV networks like ABC, CBS, NBC, and FOX.
Key Discussion Points:
A consistent definition of strategy is crucial. Without a shared understanding, organizations waste time and resources. Strategy is the intelligent allocation of limited resources through a unique system of activities to achieve goals.
Establish clear planning horizons: short-term (quarterly), mid-term (annual), and long-term (three years). Ensure everyone in the organization understands and aligns their efforts with these time frames. Include specific milestones to track progress and adjust strategies as needed.
Engage in ongoing strategic thinking to gather insights and adapt plans. Use frameworks like business model innovation to foster creative thinking. Regularly revisit and adjust strategies through quarterly tune-ups. Maintain strong communication and collaboration across all organizational levels to ensure alignment and agility.
As Jeff Weiner, CEO of LinkedIn, emphasizes, the key to effective time management is carving out time to think strategically rather than constantly reacting. This practice should be non-negotiable, with leaders dedicating at least 90 minutes weekly to high-level business thinking and 60 minutes with their teams to focus on strategic issues, not operational or tactical matters.
Strategic thinking sessions must have structure. Leaders should consider three main areas: the external environment (market, customers, competitors), the internal environment (culture, strategy, processes, systems, people), and innovation (emerging customer needs and future value). This structured approach ensures comprehensive analysis and forward-looking strategies that prevent obsolescence.
Team meetings should avoid monologues and status updates. Instead, focus on discussing key business challenges and making decisions. Prior to meetings, teams should share two-page action plans and come prepared with critical questions and issues to address. This approach maximizes the productivity and strategic value of team gatherings.
Top Takeaways for the Audience:
The Three A’s:
Acumen: Always seek insights and learnings from every interaction, whether it’s a meeting, email, or casual conversation. Consistently ask, “What’s the insight here?” and make it a habit to record these learnings. This continuous accumulation of knowledge enhances strategic acumen.
Allocation: Effective strategy involves deciding what not to do as much as what to do. Regularly evaluate and cut off activities that do not contribute to strategic goals. This disciplined approach ensures resources and attention are focused on high-impact areas.
Action: Develop and maintain a concise, actionable plan (one to two pages) that guides strategic initiatives. Engage in ongoing, interactive conversations with your team throughout the year to refine and execute this plan, rather than relying solely on annual planning sessions. This fosters agility and responsiveness to changing conditions.
These three A’s—acumen, allocation, and action—provide a practical framework for sustained strategic thinking and effective execution.
On today’s episode we are talking about how not adjusting your leadership style for today’s people might be killing your company.
Graham Wilson specializes in helping top business leaders reach their full potential through advanced leadership techniques, simplifying complex concepts with his proven toolkit. His expertise spans leadership, strategy, innovation, change management, and elite team development. Having developed over 85,000 leaders, he is trusted by global organizations for his practical guidance and team-building abilities. With a background in the British Army and commercial experience at Dupont, Graham founded Successfactory over 26 years ago, witnessing firsthand how effective leadership drives extraordinary results.
Key Discussion Points:
Leaders must adapt to a rapidly changing world where traditional management can’t provide all the answers.
Effective leadership requires balancing clear direction, autonomy, and continuous performance conversations rather than outdated practices like annual appraisals.
Building a leadership culture involves setting clear organizational values, aligning behaviors with those values, and fostering trust by avoiding self-interest and inconsistency.
Leaders need to transition from traditional practices like annual appraisals and rigid KPIs to more agile and collaborative approaches that reflect the current business environment. Emphasizing cross-functional teams and breaking down silos can enhance organizational effectiveness.
It’s crucial to educate and mentor new graduates and employees not just on the immediate job skills but on the broader context of the business environment. Encouraging a mindset of giving before receiving, fostering empathy, and developing a thinking and problem-solving approach can prepare them for leadership roles.
Understanding that people are motivated by different factors, including purpose, autonomy, and mastery, is essential. Organizations should focus on creating an employee value proposition that attracts and retains talent by ensuring fair compensation and promoting a purpose-driven culture that aligns with employees’ values.
Top Takeaways for the Audience:
Speed Up by Slowing Down: Take the time to think and reflect before acting. Being efficient and effective requires thoughtful consideration to ensure you’re doing the right things, not just doing things right.
Self-Awareness and Authentic Leadership: To lead others effectively, you must first understand and lead yourself. Delve into your values, beliefs, and strengths. This self-awareness forms the foundation of authentic leadership.
Play to Your Strengths: Focus on environments and roles where your strengths can shine. You can compensate for weaknesses with support from others, but leveraging your strengths leads to greater satisfaction and success. Remember to align your work with what gives you a fulfilling life, continually reassessing and adapting as your circumstances evolve.
On today’s episode we are talking about how perfectionism might be killing your company.
Jessica Osborn is passionately committed to building and developing global teams that deliver exceptional business outcomes with a human-first, growth mindset. She has successfully coached over 27 team members into leadership and cross-functional roles aligned with their career goals. Recognized for her contributions to company culture leadership, Jessica has received awards for exceeding net and gross retention with multi-million-dollar SaaS account portfolios across various verticals. An expert in improving customer journeys, lifecycle management processes, and product development through customer feedback and data, Jessica is also a thought leader in Customer Success. She has shared her insights at numerous industry events, including Success Fest Austin (2023) and Success Fest Vegas (2022).
Key Discussion Points:
Impact of Perfectionist Leadership: A perfectionist leader can set high standards that may lead to an environment of fear and isolation if mistakes are not tolerated. This can result in anxiety and paralysis within the team, hindering productivity and collaboration.
Difference Between Quality and Perfectionism: Quality involves setting and communicating clear standards and expectations. In contrast, perfectionism demands flawlessness, often leading to excessive time spent on tasks and potentially never completing them due to fear of imperfection.
Encouraging a Healthy Culture: Successful organizations foster an environment where failure is seen as a learning opportunity rather than a catastrophe. This involves clear objectives, open communication, reflection on failures, and flexibility to pivot when necessary, creating a more agile and innovative team dynamic.
Embrace Vulnerability: Leaders who admit their mistakes foster trust and learning. For instance, GoCardless CEO Heroki’s openness about his failures garnered a positive response from employees.
Promote a Growth Mindset: A growth mindset encourages viewing failures as learning opportunities, fostering resilience and creativity. In contrast, a fixed mindset leads to blame and stagnation.
Balance Ambition with Empathy: Drive teams towards goals while understanding their challenges. Supportive environments prevent burnout and maintain morale through team-building and celebrating both wins and learning moments.
Top Takeaways for the Audience:
Evaluate whether you and your team have a growth or fixed mindset. Identify one action to foster a growth mindset.
Set a tone where it’s okay to fail. Introduce a “wins and oops” segment in meetings to normalize and learn from mistakes.
Share something personal with your team to build trust. Challenge yourself to be open and honest about your own experiences.
On today’s episode we are talking about how not managing conflict within your organization might be killing your company.
Carol Bowser, J.D is a workplace conflict expert. After practicing Employment Law for several years, Carol founded Conflict Management Strategies when she realized a lawsuit can’t deliver the level of resolution and satisfaction that is gained when people are actively involved in creating solutions to their workplace conflict.
Carol’s clients come with a wide range of employers because conflict is universal across all industries and types of organizations. Where there are people, there is conflict. The key is to help people recognize and address conflict before it damages working relationships and creates organizational drag. In her over 20 years of experience, she has discovered some universal themes about workplace conflict and loves to share how people at all levels can strengthen their conflict resolution muscles.
Episode Highlights:
Nuanced nature of conflict: Conflict within an organization is nuanced, neither inherently good nor bad. Its impact depends on factors such as power dynamics, organizational culture, and individual perspectives.
Variety in healthy conflict: Healthy conflict varies among individuals, ranging from calm, data-driven discussions to quicker, more direct approaches. Understanding and respecting these differences in communication styles is essential for fostering productive conflict resolution.
Cultivating a culture of healthy conflict: Building a culture where conflict is seen as an opportunity for growth requires continuous effort. This includes role modeling, providing training, and encouraging open communication, while also addressing power imbalances and equipping individuals with skills to prepare for constructive conflict resolution.
Effective Communication Techniques: Strategies like mirroring and using “I” messages enhance communication by demonstrating active listening and expressing thoughts without accusation.
Managing Conflict Dynamics: Understanding power dynamics is crucial; the dominant communication style often sets the tone. Balancing power involves controlling pace, facilitating equal participation, and encouraging diverse perspectives.
Long-Term Relationship Building: Conflict resolution isn’t just about negotiation tactics; it’s about fostering trust and respect for ongoing working relationships. Prioritizing open communication and maintaining respect, even during disagreements, builds positive long-term connections.
Top 3 Takeaways for the Audience:
Just like financial literacy, conflict resolution skills are essential in professional settings. Despite its importance, formal training is often lacking, so investing in personal development and seeking mentorship can be invaluable.
Even top executives grapple with high-stakes decisions and spend considerable time preparing for challenging conversations. Acknowledging discomfort and seeking support or guidance is essential for effective conflict resolution.
Consistency between organizational values and operational practices is key to reducing frustration and preventing burnout. Addressing any disconnects can mitigate conflicts and foster a healthier work environment.
On today’s episode we are talking about how to take your performance to another level to avoid killing your company.
Evan Marks experience, formerly Senior Consultant at The ReThink Group, brings resilience and strategic insight. With a Bachelor of Arts from the University of Pennsylvania and a Division 1 Lacrosse background, Evan coaches diverse clients, including NASCAR pit crews and executives. He champions the belief that “pressure is a privilege.” As a Senior Performance Coach, Evan utilizes cutting-edge techniques rooted in modern psychoanalysis and neuroscience to guide clients to peak performance. Passionate about empowering clients to unlock their potential, he specializes in coaching for elite performers, extending expertise to leadership development beyond finance.
Episode Highlights:
You can pick your actions, even if you can’t always pick your emotions. Being aware of this distinction allows you to navigate situations more effectively.
Take control of your behavior by understanding your emotional triggers and consciously choosing how to respond. This empowers you to manage situations rather than being controlled by them.
Journaling and self-reflection are powerful tools for identifying and understanding your emotions. By verbalizing and acknowledging your feelings, you can build a deeper understanding of yourself and better navigate your emotional landscape.
By slowing down and being intentional about how we respond to situations, we can create a different experience and outcome. Whether it’s managing anger or improving work-life balance, intentionality allows us to navigate life’s challenges more effectively.
Journaling and verbalizing our emotions are powerful tools for building self-awareness. By acknowledging and expressing how we feel, we can better understand ourselves and our reactions. This self-awareness lays the foundation for personal growth and development.
The mantra “you need to slow down before you speed up” encapsulates the idea that intentional effort and habit formation take time. By investing the effort to build new habits and neural pathways, we can ultimately accelerate our progress and achieve greater success in the long run.
Top 3 Takeaways for the Audience:
Positively impact the lives of those around us, whether it’s our loved ones or colleagues.
Action Behind Kindness and Forgiveness: While kindness and forgiveness are crucial, they require action to be effective. Simply acknowledging them isn’t enough; we must actively demonstrate kindness and forgiveness in our actions towards ourselves and others.
Believe in Growth and Set Boundaries: Our beliefs shape our reality, and setting boundaries and assumptions can unlock our limitless potential. Embracing the idea that growth is constant and non-linear allows us to continuously evolve and expand our capabilities.
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