Leadership Fitness in 5 Minutes with Gary Slyman

Leadership Fitness is a podcast for executives who want to gain clarity, become a more effective leader and love what you do. Join Gary weekly for leadership lessons in under 5 minutes. To keep you and your organization fit.

165 -Received Feedback? Now What? 07/28/2025

165 -Received Feedback? Now What? Receive Feedback? Now What? Gratitude - thank the individuals for their time and feedback Analyze and Reflect - look for big themes and trends. How will this behavior change affect my overall leadership? Plan - write it down what you are going to do Listen as I share some examples of feedback and how to work through the above. Have you done a 360° lately? Or received any feedback? How can you be intentional with making the changes you need to make? /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/37529690

164 - Leadership Goals: Mid Year Check In 07/21/2025

164 - Leadership Goals: Mid Year Check In Leadership Goals Check-In: We set goals for a reason. Where are you with the goals you have set? Let’s look at three areas. Revisit - Are your goals still valid? What has changed? Where are you on the trajectory? Recalibrate - If you’re ahead great, set a new goal. If things have changed, what do you need to do to recalibrate? Communicate - Who do you need to communicate the above with? Yourself? Your board? /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/37416195

163 - Do You Need a 360° Evaluation? 07/14/2025

163 - Do You Need a 360° Evaluation? Want to Level Up as a Leader but Don’t Know Where to Start? Start with a 360° Evaluation. It’s not just feedback—it’s a mirror, a megaphone, and a map. 🔍📣🗺️ Here’s why it matters: 1️⃣ You connect with the people who matter most—your team, peers, and leaders. 2️⃣ You control the narrative of your leadership journey. 3️⃣ Your change becomes visible, and others will notice—and echo—it. Yes, it takes vulnerability and courage. Yes, you’ll hear things you’d rather not. But you’ll also gain something powerful: clarity. Before you start, ask: 👉 What do I really want to know about my leadership? Whether you use a formal tool or write your own questions, a 360 is your launchpad to leading with purpose and impact. 💥 /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/37337705

162 -Your Values Impact Your Leadership 07/07/2025

162 -Your Values Impact Your Leadership Suppose you have a boss, who is type-A and driven, always about the metrics, very few meetings outside a work agenda. What does that tell you about that leader’s values? Your values impact your leadership in these four areas. Motivation Fit Leadership Style Biases What is your top value? Define it. Now let’s look at the above areas and how they impact your leadership /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/37303060

161 - Inspiring or Infuriating 06/30/2025

161 - Inspiring or Infuriating Inspiring or Infuriating According to Adam Galinksy leadership can be categorized as inspiring or infuriating based on 3 universal characteristics. Visionary Example Mentor Put in your head the most inspiring leader you have encountered, now think about yourself and where you land. Let’s walk through the above areas and then choose one area you can improve. /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/37171985

160 - Healthy or Unhealthy Conflict Culture 06/23/2025

160 - Healthy or Unhealthy Conflict Culture Conflict! Every organization has it, but it can be healthy or unhealthy depending on your culture. Let’s walk through an example of what that looks like. 3 Elements that Create a Culture of Unhealthy Conflict Polarities Humiliation Negative Culture Does your work place have any of these? How can you change them? /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/37029105

159 - What Must End? 06/16/2025

159 - What Must End? “Bob was a great program manager and he is not thriving in his new director role.” What is up? I think he has not ended in his mind his previous role as program manager. Could this be you? Is there something you haven’t ended that is holding you back? Let’s look at three areas: Pruning - what needs to go? Choosing - how do you choose what to prune? Executing - be deliberate and clear What is the last transition you made? Are there things you need to end? Flesh out the details of each area and see if there is something preventing you from leading well in your new position? /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/37028480

158 - Do You Need Help With a Goal? 06/09/2025

158 - Do You Need Help With a Goal? I need help getting my goals on track this year. Can you help me? I have a methodology that I want to share with you. Vision Assessment Creating a Path Think of your goal. Think about your vision and assess where you. Then look at creating a path. There are three parts to the path: state your why, decide on a small incremental step to help you make progress, what obstacles are in the way? /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/36837710

157 - True Meaning of Memorial 06/02/2025

157 - True Meaning of Memorial What is the true meaning of Memorial Day. Only 63% of a recent group of American adults surveyed thought Memorial day’s prime purpose was for recognition and remembrance. There was a difference among those in the baby boomer generation and later, let’s connect with these three questions. What’s its origin story? What is its true purpose? How can you connect? Answer these questions for yourself. How can you continue to honor those that have paid the ultimate sacrifice? /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/36837495

156 -Are You Unintentionally Disengaging Members of Your Team? 05/26/2025

156 -Are You Unintentionally Disengaging Members of Your Team? Are you unintentionally causing disengagement with your team? Today as leaders, keeping your workplace engaged is one of the greatest tasks you have. What does the data say? As I go through Gallup’s think of your team. fully engaged dropped 5% actively looking for jobs up 6% feeling respected in workplace drop in 7% not getting good feedback; 16% on site not getting feedback; 20% remote; 24% hybrid Workers are feeling…disrespected, lack of communication, lack of clear expectations and lack of feedback. How can you as a leader ensure your people are engaged? What is the solution? Is there disparity of those working onsite, hybrid, remote and part-time? Here are three areas to work through. Make sure expectations are clear. Ensure feedback is given and meaningful. Ensure training is effective. /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/36693625

155 - How Well Are You Leading? & How Well Are You Being Led? 05/19/2025

155 - How Well Are You Leading? & How Well Are You Being Led? How well are you being led? How well are you leading? Let’s walk through a quick audit to assess these influences. Thoughts Speech Action I want you to first think about your leaders, then it will be easier to asses your own leadership. How are the above being influenced by your leader and those you lead. Your thoughts, speech and actions are changing. Is this positive or negative? How did you do? /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/36582575

154 - Want to Reduce Turnover? 05/12/2025

154 - Want to Reduce Turnover? Do you want to retain those you lead more than your competitors? Have a conversation about the follow two areas: Current job performance Career progression Have these conversations with those that are you leading you and those that you are leading. A few numbers: 28% who left voluntarily over the last quarter did not have a conversation with their leadership about their future with that organization. 28% did not have a conversation about their job satisfaction. 18% did not have a conversation about their current performance. 42% never tell their leadership they are leaving until they do. About the same amount as above say their organization could have done something to keep them there. How can you and organization be intentional and different? /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/36444130

153 - If You're Not Serving You're Not Leading 05/05/2025

153 - If You're Not Serving You're Not Leading If you are not serving those you lead, you are not leading. How do you do this? Putting conditions in place so individuals and teams can succeed. Here is a simple model to mentally evaluate whether you are giving individuals and teams they need to succeed? March 2025 - Gallup Poll- revealed workers want work/life balance, security and stability and do something they do best 1. What do those you lead need in the short term in order to succeed? 2. What do they need in the long term to succeed? Do this for both the individual and the team. You just evaluated your team as individuals and a whole. What can you do to help them succeed? /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/36443570

152 - Networking Shouldn't Feel Dirty 04/28/2025

152 - Networking Shouldn't Feel Dirty Want to create professional opportunities for yourself? Network Look at these three elements: Wake up your dormant network - Who is someone you haven’t connected with in several years? Can you reconnect? Real connections not transactions - Make it a real connection, I want to learn as much as I can about this person, their job and their organization. Be curious - This is about education and learning. How did you get here? What do you think or the organization or industry? This is an opportunity to educate yourself in all kinds of areas. You are getting a Master’s degree in other’s jobs and industries. This will help you perform better where you land next. /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/36345455

151 - How Emotionally Intelligent Are You? 04/21/2025

151 - How Emotionally Intelligent Are You? How emotionally intelligent are you? Can you put a number on it? I can. Let’s look at the MSCEIT 2 test, it is an objective test measuring skills and abilities in emotional intelligence Perceiving Emotions: in yourself, others and the environment Connecting Emotions: ability for me to connect empathetically with others Understanding Emotions: measuring your skills and abilities to understand the meaning of emotions, where they came from. Managing Emotions: the emotions in yourself and others to get to the right decision. If you understand where you are in each of these areas and where you need to grow, it will be helpful for you to be a better leader. Looking to take this test? Contact me today. /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/36181360

150 - Q1 Check-In 04/14/2025

150 - Q1 Check-In First quarter is in the books. Let’s check in and see how things are going. We are going to look at three areas. Lessons learned What worked? What needs to change? I will walk you through an example of a client I currently have…now take some time answer the same questions and see where they lead you. Need help? Contact me today. /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/36089695

149 - What Are Your Non-Negotiable No's? 04/07/2025

149 - What Are Your Non-Negotiable No's? Are you in the throws of making a big decision? Do you just want clarity? Get to your NO’s. What are your non-negotiable no’s? No’s will set some boundaries and give you clarity. Former head FBI Christopher Wray talks about not getting to a “yes”, but getting to a “no” in a negotiation. Let’s walk through an example and then decide how this can apply to you and your team. Your no’s will give you boundaries and set you on a path with a direction and velocity. When making a big decision we are negotiating with ourselves. You want to achieve clarity, I have made a decision and I have reasons why and they are aligned with my values. Getting to your no’s will help you get that clarity. /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/36037025

148 - When Are You at Your Best? 03/31/2025

148 - When Are You at Your Best? When are you at your best? Let’s explore how to schedule your toughest challenges. There is a structure that is effective to make an impact: block of time, interval, & recovery 1. What is the block of time you are the best? Morning, After Lunch, Evening, Night 2. What’s the interval you are most effective? 30 min? 60 min? 90 min? In a meeting when do you start looking at your phone or watch? When do you need to be most effective? 3. Recovery? What is the time you need between events? 15 minutes? Or longer? This will help you choose what is optimum for you or your team. /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/35927650

147 - Trust Impacts Your Leadership Behavior 03/24/2025

147 - Trust Impacts Your Leadership Behavior Trust has a large impact on our leadership behavior. We are going to use YOU as a case study. Pick out someone you trust the most and the least in your professional setting. If you walk into a meeting and see that person you trust the least, what emotions come up? If you walked into a similar meeting with the person you trust the most? How are your emotions different? Where do you feel these emotions, physiologically? How is your emotional intelligence? Emotional intelligence, understand your emotions, where they are coming from and how they affect others. Putting all the above together, how does this impact your leadership behavior? How about you? How do others feel about you on the spectrum of trust? /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/35815525

146 - Traumatic Transition 03/17/2025

146 - Traumatic Transition Are you in traumatic transition? How can you reduce some of that trauma? 1. vision 2. limitations 3. managing the neutral zone Unplanned, abrupt and large magnitude can lead to a traumatic transition. How does this transition impact your overall vision? Think about short term, mid-term and long term. Put some limitations on making decisions. Look at these three areas: Alignment, capabilities & effectiveness. Be as objective as possible. Every transition you have things you have to let go of and things you have to grab onto. How do you manage yourself through the natural zone? The change happens quickly, but your identity is in the neutral zone. These will help you decide whether to stay or go and the other decisions you have to make. /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/35656875

145 - Leading Those in Transition: The Neutral Zone 03/10/2025

145 - Leading Those in Transition: The Neutral Zone Navigating the Neutral Zone of Transition How well are you leading yourself and your team through your current transition? Every transition has three parts: endings, natural zone (no mans land) and beginnings The transition for us as leaders is helping people get through the neutral zone. You have to let go and then grasp the new. The neutral zone is the place people are uncomfortable. Let’s walk through model and discuss, what, when and how. Who is going and who is staying? What communication and support do they need? ‘ Helping navigate the neutral zone will help the smooth the transition. Resource: William Bridge’s book Managing Transitions /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/35605230

144 - How to Lead Those in Transition 03/03/2025

144 - How to Lead Those in Transition If you are leading individuals or a team through a transition, you need to master these three phases. 1. Endings 2. No Man’s Land 3. Beginnings When you transition some things end. Be deliberate about what is ending. Individuals can go through grief. Name what has changed. When you’re in transition, you might have ended one thing, but haven’t started what’s new. How as a leader can you help an individual become comfortable as you move into your new position. Be deliberate about the new beginnings that individual is going to start. Mastering these will help them transition well. /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/35485925

143 - Do You Stay or Do You Go? 02/24/2025

143 - Do You Stay or Do You Go? Do you stay or do you go? That is an emotional question many folks in the government are dealing with right now. I want to give you three considerations in this emotional time to help you build clarity around that decision. 1. Alignment 2. Obligations 3. Effectiveness Assess how aligned you will be with the organization. Will you be able to meet the obligations of your position and how it changes? Roles, responsibility and level of authority. How effective are you going to be at your job? Will you be happy with your growth? Take these three areas and you will have a picture of what it might look like with all the changes. This should help you decide whether to stay or go, stay for a little while or not. /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/35400745

142 - Government Job Transitions 02/17/2025

142 - Government Job Transitions Do you work in the government space as a government employee or government contractor? You are in a transition. Government is going through disruption. You’re experiencing confusion, stress and uncertainty. I can help you through that transition. I help individuals build clarity to help them transition to what is next. Let’s walk through some questions: What do you need? What do you want? What’s next? Vision of what you want success to look like in the future. Why? What’s your why? Why do you want to be in this position? This is a look at your values. How do you do this? How do I find out the way this process works? How do I network? Move forward with clarity. I would love to work with you and help you build clarity through this transition. /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/35266455

141 - Focus on Your Strengths 02/10/2025

141 - Focus on Your Strengths Do you want to love what you do? Focus on your strengths. What would be the impact if you could work on your strengths as apposed to filling in the gaps of your weaknesses. Often as leaders we focus on weaknesses. I want you to use your strengths. The, RBS - Reflective Best Self, is a tool that can be used to help you use your strengths. Here are the five steps it will walk you through. Identify who you will get feedback from. Get the feedback Analyze the data Compose a self portrait What do you want to redesign? How can you use this? Or your team? /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/35174480

140 - Goal Check-In 02/03/2025

140 - Goal Check-In It’s the end of January 2025. 1/12th of the year is gone, are you on track with the goals you set for yourself? Let’s check in with the following three questions. 1. What have you learned so far? 2. What’s working? 3. What do you need to change? I’ll walk you through my word/goals and would challenge you to do the same. /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/35092410

139 - Why Do You Trust a Leader? 01/27/2025

139 - Why Do You Trust a Leader? Think of that one leader that you did not trust. What were the specific reasons why? I would argue that they fall in one of the following areas. Care - does that individual have as much interest about you as themselves? Sincerity - did they say what they mean and mean what they say? Reliability - a little different than sincerity Competency - they don’ have the level of training or skills needed. I am beginning a video series on trust. Think of the individual that you thought of earlier. Let’s define it first. I like the definition by Charles Feltman and his book “The Thin Book of Trust” Definition: “Making something that you hold important (or value) to you, vulnerable to others.” Critical Thinking Questions: When folks rank their own trustworthiness, do you rank yourself higher or others? How do you build trust? Of the four above which is the most important area to work on? Join me over the next five weeks to dive deeper into the subject of trust. /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/34923460

138 - Does Your Career Ladder Lean Against the Right Building? 01/20/2025

138 - Does Your Career Ladder Lean Against the Right Building? Does your career ladder lean against the right building? How do you find out? Consider aligning the following three areas Purpose Potential Motivations Let’s walk through a case study to see how to apply the above suggestion. Now think about yourself as you are looking at your career? Where are tensions? Maybe these three areas are not in alignment. Ask yourself what is my purpose? Define it. What is your potential if you stay in this role? What are your motivators, intrinsic or extrinsic? Get them in alignment and your ladder will be up agains the right building. Need help considering? I would love to help. /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/34922870

137 - Word of the Year & Goals 01/13/2025

137 - Word of the Year & Goals Welcome to 2025! We are at that point to set goals, resolutions or choose a word. This year my word is fitness. I will use this word to set goals for myself personally and professionally. Let’s walk through an example. What is at your top professional goal? I will use A, B, C to assess the goal I want to achieve. A - Affect - emotions? B - Behavior- what will I do? C- Cognitive- what do I want to be thinking? You can apply this to a personal goal also. We will come back and revisit the goals you have set. /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/34792385

136 - Thank You 12/30/2024

136 - Thank You THANK YOU!! Who do you need to thank you this year? 3 Categories: Family, Clients & Others First thank you to my wife, Michelle, and my children; Scoop & Lindsey Thank you to my clients. You have made me grow and helped me become a better coach. Other Supporters… FreedomMakers D3 Web Design Gardiner & Appel Insurance Broker Mastermind Group Think about those folks you don’t see, I don’t always know who they are. I acknowledge that and thank them. Leadership is a great differentiator. If I know I can make a positive impact on just one leader I know that will continue to grow. Thank you to everyone for supporting me to do just that. /episode/index/show/a737045b-290c-4a5b-b5ec-0325e6db893d/id/34579385

Leadership Fitness in 5 Minutes with Gary Slyman

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