Leadership Strategies for Tomorrow's Leaders Podcast with Mike Lejeune
The show for leaders who care about having an engaged, purpose driven workforce. Gallop surveys show that in today's economy 75% of the workforce feels disengaged. Learn from Interviews with industry leaders who understand the importance of how engaged employees impact culture, drive productivity and ignite their teams,
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Building a Business in Uncertain Times: KPIs, Mindset, and Follow-Through
11/24/2025
Building a Business in Uncertain Times: KPIs, Mindset, and Follow-Through
In a world where the word most leaders use is “uncertain,” what does it really take to build something that lasts? In this episode, Mike talks with Sarah Englade, Founder and CEO of Monarch Talent Solutions, about launching and growing a recruiting firm in 2020—when companies were laying people off, not hiring. Sarah shares how a COVID layoff pushed her to bet on herself, why KPIs and processes are non-negotiable, and how she built a relationship-first recruiting brand in a noisy, skeptical market. They dig into the mindset shifts that separate entrepreneurs who keep going from those who quietly quit, the role of belief when the numbers aren’t there yet, and how time blocking keeps you out of “tension-relieving” activity and focused on what truly moves the ball. If you’re leading a business, a team, or your own career through uncertainty, this conversation gives you practical handles—not theories—you can put to work this week. Highlights How a COVID layoff became the catalyst for Sarah to launch Monarch Talent Solutions The difference between working in KPI-driven environments vs. “no metrics, total chaos” Why Sarah “lives for KPIs and processes” and how they actually protect culture and standards The candidate and client follow-through processes that turn transactions into long-term relationships Building a credible brand without “infomercial” content or constant self-promotion Using market intel and real conversations to position yourself as a trusted guide The biggest early hurdle: mindset, not circumstance How time blocking keeps you out of the swirl and focused on goal-achieving work Starting each day with the task you least want to do — and why that moves the needle most Next Steps for Listeners Audit your KPIs: Ask yourself, “What are the 3–5 activities that actually drive results for my team or business?” Turn those into visible, trackable KPIs. Design one follow-through process: Choose either candidates, clients, or customers and map a simple sequence: How often will you touch them? Through which channels? What value will you bring each time? Time block your week: Take Sarah’s playbook and dedicate specific days or blocks to different priorities (e.g., candidates early in the week, business development later). Start tomorrow with the hard thing: Before you end your day, write down the one task you’re resisting — and commit to tackling it first thing. Connect with Sarah: Reach out to Sarah Englade on LinkedIn ( or email her at if you want to go deeper on recruiting, branding, or building a relationship-first search firm. Stay in the conversation: Follow Strategies for Tomorrow’s Leaders and share this episode with another entrepreneur or leader who’s navigating uncertainty right now
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Part II: From Compliance to Commitment - Leading Through Culture, Not Control
11/11/2025
Part II: From Compliance to Commitment - Leading Through Culture, Not Control
Making Belief Practical—From Hiring to Customer Experience Introduction: In Part 2, we get into the how. Matt walks through what belief looks like in action—from hiring people who align with your culture, to defining values in ways people can actually use, to building customer experiences that transform relationships. This is packed with real stories from Apple, Nordstrom, and other brands that got it right, plus Matt's CADET framework that changes how you think about every interaction. Summary: We tackle the practical side of building belief-driven cultures. Matt shares how to hire for cultural fit and belief (not just skills), and walks through his experience scaling Apple retail from 10,000 to 25,000 employees without losing their DNA. We dig into why values are meaningless without tangible definitions, the power of storytelling in creating shared understanding, and the CADET framework for customer experience. Matt also explains why incentives must align with desired behaviors, using real examples of what happens when they don't. Key Highlights: Apple hired for people who loved the brand and wanted to serve, not for product expertise—then trained them Values need tangible definitions: what does "kindness" look like, sound like, feel like in your specific organization? The CADET framework: Connect, Assess, Deliver, Exceed, Transform—and why you can't skip steps Incentives and behaviors must align, or your culture breaks down (the e-commerce returns example) Key Takeaways: Hire for belief, train for skill. Look for alignment with your mission and values first, then build competence. Define your values in observable terms. Don't just say "kindness"—describe what it looks like in action and what it doesn't look like. Use storytelling to build culture. Get your team to share transformational experiences, then identify the common threads. Deliver flawlessly before trying to exceed. Master the basics (stated needs) before attempting to wow people with extras. Remove barriers to desired behaviors. If you want certain actions, make sure your incentive structure supports them, not fights them. Next Steps for Listeners: Pick one of your company values. Can you describe it in specific, observable terms? If not, gather your team and define it together using stories. Review your last few hires. Did you prioritize skills or cultural alignment? What would change if belief came first? Walk through a customer or employee experience using CADET. Where are you trying to "exceed" before you've "delivered"? Connect with
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The Power of the Pause
11/06/2025
The Power of the Pause
Title: What Happens When Love Enters the Boardroom (Part 2) Guest: Kelly Hall — Author of Love Works: Transforming the Workplace with Purpose and Authenticity Intro If Part 1 asked us to bring our whole selves to work, Part 2 asks: How? Kelly Hall returns to share how she learned to lead from love — through crisis, coaching, and experience. A former finance executive turned leadership expert, Kelly discovered that love and high performance aren’t opposites — they’re fuel for each other. Together, she and Mike explore the tools that turn emotion into insight, chaos into clarity, and leadership into a relationship worth following. What This Part Covers Emotional intelligence and the “second thought” that defines mature leadership. Why pausing for clarity leads to better decisions than rushing for control. The shift from “commander” to “coach” — and what that means in real life. How consent-based decision-making builds trust and buy-in. The science of love as energy — and why caring deeply drives performance. Highlights “Your first thought isn’t a choice — but your second one is.” “Sometimes the most productive thing you can do is pause.” “Love is power, not weakness.” “When leaders go last, people start to think for themselves.” “Replace delegation with enrollment — don’t assign work, invite ownership.” Takeaways Lead last. Listen first. Create clarity by slowing down before speeding up. Turn reaction into reflection — pause before you decide. Empower others to make decisions, not just execute them. Redefine ego: use it to serve your people, not control them. Next Step for Listeners In your next meeting, go last. Let the room breathe. Listen without fixing — and notice what shifts when you trust the process more than the plan. Connect with .
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The Word We’re Afraid to Use at Work
11/06/2025
The Word We’re Afraid to Use at Work
Title: What Happens When Love Enters the Boardroom (Part 1) Guest: Kelly Hall — Author of Love Works: Transforming the Workplace with Purpose and Authenticity Intro What happens when a business leader says the word “love” in a boardroom? Kelly Hall found out firsthand. After two decades leading global teams in industries where performance ruled, Kelly began exploring what happens when we let emotion — empathy, compassion, and yes, love — belong at work. In Part 1, Kelly and Mike unpack the tension between results and humanity: why we’ve been trained to separate who we are from what we do, and how reconnecting the two builds teams that trust, engage, and stay. What This Part Covers Why “love” still feels taboo in corporate culture — and why that’s changing. Kelly’s story of being told to remove the word “love” from a presentation to investors. The danger of leaving parts of ourselves at the office door. Mike’s moment of authenticity: going from “Michael” to “Mike.” Redefining psychological safety and what it really looks like in action. Highlights “It’s scary to bring your emotions to work — and that’s a tragedy.” “The best leaders put their hand on your back, not their thumb on your head.” “Safety doesn’t mean comfort. It means you can stretch without fear.” “When leaders show up as their whole selves, it gives everyone else permission to do the same.” Takeaways Real leadership is relational, not positional. Love is just another word for deep respect and care. Authenticity isn’t a soft skill — it’s a performance advantage. Create spaces where people can make mistakes and still belong. Growth happens when people feel safe enough to stretch. Next Step for Listeners Ask yourself: Do people on my team feel safe to tell me the truth — even when it’s uncomfortable? This week, lead one conversation from curiosity, not control. Connect with .
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Part I: From Compliance to Commitment - Leading Through Culture, Not Control
10/22/2025
Part I: From Compliance to Commitment - Leading Through Culture, Not Control
The Foundation of Belief-Driven Leadership Introduction: What is culture, really? In this conversation, Matt Marcotte—who's led teams at Apple, Salesforce, and Bergdorf Goodman—helps us move past the buzzwords. We talk about why belief is the difference between teams that comply and teams that commit, why uncertainty makes this more critical than ever, and how leaders can stop trying to be the hero and start creating environments where people bring their best. Summary: Matt introduces his new book Built on Belief and explains why he pivoted from frameworks to focus on the real competitive advantage: belief. We explore how belief transforms into commitment versus compliance, why leaders feel pressure to have all the answers (and why that's wrong), and the importance of clarity around what your organization actually believes. Matt shares the "heart, head, hands" framework and explains why people feel first, think second, then act—and how leaders need to work with that reality, not against it. Key Highlights: Culture comes down to two things: how people act and what they believe Belief is the "magic elixir" for fighting uncertainty in today's business environment The myth of the hero leader: your success is predicated on your people's success, not on having all the answers The "heart, head, hands" framework: humans are wired to feel first, then make sense of it intellectually, then act Key Takeaways: Start by defining what you believe. Most organizations focus on the "how" and "what" but skip the foundational "why." Commitment is born from conflict. People need agency, voice, and the ability to challenge ideas to truly buy in. Redefine what control means. Great leaders are conductors orchestrating the whole, not soloists playing every instrument. Lead with emotion, not intellect. "I have a dream" beats "I have a plan" every time when building commitment. Put people in choice. Be clear about your mission so people can authentically opt in—or out. Next Steps for Listeners: Ask yourself: When's the last time I thought about what my organization actually believes? Identify one person on your team and practice looking at a challenge through their eyes. Think about your last big initiative—did you lead with vision (emotion) or plan (intellect)? How did people respond? Connect with Matt on .
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Leading with Trust, Resilience, and Presence
09/11/2025
Leading with Trust, Resilience, and Presence
Intro In this episode of Strategies for Tomorrow’s Leaders, I sit down with Jean Marie Callahan for a candid conversation about what it really takes to lead in uncertain times. From mindset shifts to practical tools, this episode covers the habits and practices leaders need to build trust, resilience, and engagement. Summary We start with the personal side of leadership—resilience, authenticity, and presence—before moving into practical strategies leaders can use right away. Jean Marie shares how her own experiences shaped her perspective and why presence matters more than polish. We then dig into trust, communication, and feedback: what works, what doesn’t, and how leaders can create environments where people feel steady even when circumstances aren’t. Highlights Resilience as adapting forward, not bouncing back Why presence and authenticity create stronger trust than “having all the answers” How personal stories shape leadership style Listening as a leadership superpower Consistency between words and actions as the foundation of trust Framing feedback as support rather than criticism Balancing empathy with accountability in real-world leadership Key Takeaways & Next Steps Show up with honesty, not false certainty Practice being present and listening fully Build trust by aligning your actions with your words Use feedback as a way to grow people, not tear them down Apply these practices daily to foster resilient, engaged teams Connect with Jean on LinkedIn:
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Part I: From Compliance to Commitment: How Leaders Win Hearts and Results
08/19/2025
Part I: From Compliance to Commitment: How Leaders Win Hearts and Results
Intro: In Part 1, we get practical about leading with purpose, setting a clear North Star, and turning teams from “doers” into owners. We also unpack “draft-on impact”—the ripple effects leaders must see before they ship. Summary: We talk about scaling with engagement (head + heart), why great leaders set outcomes—not tasks—and how asking “why” repeatedly sharpens strategy. We explore echo chambers as an unintended consequence of product choices, and why pace without participation kills buy-in. Finally, we land on trust and psychological safety as the foundation for everything else. Highlights & Key Takeaways: Outcome > Orders: Point people to a North Star; let tactics live close to the work. Draft-On Impact: Model second-order effects (e.g., polarization, FOMO) before launch. Speed with Care: Going fast is useless if it blocks information flow and buy-in. Trust = Safety: Engagement and commitment grow when people feel safe and seen. Next Steps: Ask your team: What’s our North Star this quarter? Map two “draft-on impacts” for your top initiative and how you’ll mitigate them. List one place speed is harming buy-in—and what you’ll slow down to explain. Connect with Michael Cerda:
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Part II: From Compliance to Commitment: How Leaders Win Hearts and Results
08/19/2025
Part II: From Compliance to Commitment: How Leaders Win Hearts and Results
Intro: In Part 2, we move from principles to practice—how mission guided product choices (like co-viewing), how to tell your people’s stories, and how to balance transparency with judgment so you don’t create “us vs. them.” Summary: We cover building for community (e.g., co-watching during lockdowns), using story to connect head and heart, and showing up in outages to refocus teams on the customer. We also tackle transparency: share enough signal to empower people, but curate it so it builds unity, not silos. We end on a core message: building stretches you—it’s how you learn who you are as a leader. Highlights & Key Takeaways: Mission Guides Features: When the mission is clear, smart features follow. Tell Stories That Reflect Your Users: Don’t just tell; collect and echo their stories. Show Up in the Mess: Presence in crises rallies commitment. Transparency + Judgment: Share what people need to act; avoid “us vs. them.” Build to Discover Yourself: You learn who you are by building under real stakes. Next Steps: Define one feature your mission demands this quarter. Capture three customer or employee stories you can retell internally. Audit a recent “transparent” update: did it inform action—or fuel factions Connect with Michael Cerda:
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Part II: From Change to Transformation: Coaching That Lasts
08/14/2025
Part II: From Change to Transformation: Coaching That Lasts
Intro: In this second half, the conversation turns to real-world coaching challenges, building resilience in uncertain times, and making difficult conversations productive. Summary: Mike and Dave tackle why leaders avoid tough conversations, how to reframe them as two-way dialogues, and why consistent investment in people drives performance. They share strategies for bridging the gap between “can’t” and “potential” and for creating trust when times are uncertain. Highlights: The three questions to ask before replacing a team member. Why leaders sometimes fail their people before people fail their leaders. Turning limiting beliefs into growth opportunities. How clarity and trust cut through uncertainty. “Care and candid” as a formula for transformation. Key Takeaways: Invest in people before deciding they can’t succeed. Resilience grows from clarity, trust, and consistent communication. Avoidance kills relationships faster than conflict—lean into the hard talks. Next Steps: Identify one conversation you’ve been avoiding. Reframe it as a two-way exchange, prepare open-ended questions, and create space for real dialogue. Connect with Dave Reynolds on LinkedIn: linkedin.com/in/dave-reynolds-99a71047/
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Part I: From Change to Transformation: Coaching That Lasts
08/14/2025
Part I: From Change to Transformation: Coaching That Lasts
Intro: This episode explores why transformation—not just change—should be every leader’s goal, and why coaching is the bridge to get there. You’ll hear how intentional coaching builds resilience, fuels growth, and unlocks the hidden potential in your team. Summary: Mike and Dave dig into the difference between change and transformation, the roots of Dave’s “radical growth” approach, and why leaders today must master both storytelling and coaching. They break down why questioning is more powerful than directing, how to prepare for a coaching conversation, and the 80/20 principle for listening vs. talking. Highlights: Why transformation is lasting, while change can be temporary. How the radical growth concept came from a seed’s first breakthrough. The 80/20 rule for coaching conversations. Questions as the “keys to unopened doors” in problem solving. Why leaders should speak less so their teams think more. Key Takeaways: Transformation happens below the surface before it shows. Leaders who ask better questions get deeper buy-in. Coaching isn’t about having all the answers—it’s about guiding discovery. Next Steps: Reflect on one area where your team needs transformation, not just change. Ask three open-ended questions this week to help them discover their own answers. Connect with Dave Reynolds on LinkedIn: linkedin.com/in/dave-reynolds-99a71047/
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Part II: The Hidden Cost of Treating Symptoms Instead of Root Causes
07/24/2025
Part II: The Hidden Cost of Treating Symptoms Instead of Root Causes
Introduction: How do you dig deeper with your team to create real engagement? In part two, Shannon Nutter shares advanced strategies for innovation, avoiding the whack-a-mole trap of constant firefighting, and the critical skill of asking better questions as a leader-facilitator. Summary: This episode dives into the practical side of leadership development. Shannon explains why leaders should function as facilitators rather than directors, how to balance innovation with results, and the importance of slowing down to truly know your people. She shares personal stories about recognizing when team members need human connection over business conversations. Highlights: Why successful innovation requires a 70% failure rate (like baseball batting averages) The whack-a-mole syndrome that keeps teams busy but not productive How great leaders facilitate rather than dictate solutions The power of asking "What are we missing here?" and "How could that work?" When to pause business conversations for human moments Key Takeaways: Innovation means creating customer value in new ways, not just building new features Experimentation should include budget for learning, not just success metrics Leaders are facilitators who pull knowledge from the room rather than pushing their own Knowing your people deeply means understanding their motivations, frustrations, and insecurities Sometimes the most important conversation isn't about work at all Next Steps: Start one project as an experiment with defined learning goals, not just success metrics Practice facilitating meetings by asking questions instead of giving answers Create space in your schedule for unplanned human moments with team members Connect with Shannon on LinkedIn: https://www.linkedin.com/in/shannon-nutter/
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Part I: The Hidden Cost of Treating Symptoms Instead of Root Causes
07/24/2025
Part I: The Hidden Cost of Treating Symptoms Instead of Root Causes
Introduction: What does culture really mean beyond the buzzwords and ping pong tables? In this episode, we explore the real foundations of engaged teams with Shannon Nutter, former C-suite leader who led global operations. We'll uncover why 79% of employees are disengaged and what leaders can do to create environments where people actually want to contribute their best work. Summary: Shannon breaks down the difference between surface-level culture initiatives and the deep work of creating psychological safety. She shares practical insights on balancing efficiency with effectiveness, the power of clarity in leadership, and why treating symptoms instead of root causes keeps teams stuck in endless cycles of firefighting. Highlights: Why engagement scores are at a devastating 21% despite all the "collegial culture" talk The T-bar concept: balancing human needs with business results How to create psychological safety where teams can fail, debate, and challenge ideas The difference between compliance (capturing minds) and commitment (capturing hearts) Real examples of when technology should step back and humans should step forward Key Takeaways: Culture isn't benefits or perks - it's how work gets done AND how it makes people feel Leaders must create focus, alignment, clarity, accountability, and psychological safety Ask yourself: "When was the last time someone disagreed with me publicly?" Efficiency without effectiveness is just busy work that doesn't solve real problems Next Steps: Evaluate your team's psychological safety by tracking when people last disagreed with you Review your current processes - are you solving problems or just making things faster? Schedule one-on-ones focused on understanding what motivates each team member Connect with Shannon on LinkedIn: https://www.linkedin.com/in/shannon-nutter/
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Part II: Leading Through Growth: What Most Leaders Miss
07/16/2025
Part II: Leading Through Growth: What Most Leaders Miss
In part 2, we go deeper into the emotional side of leadership—how leaders create safety, why self-regulation matters more than charisma, and what to do when culture starts to drift. Adam shares how the best leaders he’s seen are relentlessly curious, not just confident. If you’ve ever wondered how to lead with both clarity and care, this one’s for you. This half of the conversation dives into trust, communication, and team growth. Adam and I unpack how misalignment shows up before it explodes, why "tough conversations" are actually moments of deep connection, and how to build a culture that self-corrects. You’ll walk away with practical ways to notice drift, course correct early, and foster alignment that lasts. Highlights: What emotional safety looks like in growing teams Why trust is the core multiplier in leadership The role of humility in hiring and coaching How to rebuild trust after it’s broken Why great leaders ask better questions, not give better answers Key Takeaways: Culture isn’t built in offsites—it’s shaped in everyday decisions Listening deeply is one of your most powerful leadership tools People will only be as honest as they feel safe Trust takes intention, not just time Next Steps for You: Schedule 1:1 time with someone on your team and just listen Reflect: What’s one misalignment you’ve been avoiding? Start tracking what you tolerate—not just what you preach Connect with Adam Jackson
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Part I: Leading Through Growth: What Most Leaders Miss
07/16/2025
Part I: Leading Through Growth: What Most Leaders Miss
How do leaders grow their business without losing touch with their team—or themselves? In this episode, we explore the quiet skills behind sustainable leadership. From slowing down to speeding up clarity, Adam Jackson and I talk about the mindset shifts leaders must make to stay grounded while everything else scales. Adam shares what he’s learned from leading through hypergrowth—when your role changes every 3 months and everyone around you is stretched thin. We talk about the danger of clinging to what worked in the past, why feedback systems need to mature with your org, and how leaders must outgrow their own need for control. It’s a candid look at what real leadership looks like when you're building fast—and trying to build well. Highlights: Why scaling fast can hide broken systems How leaders accidentally become bottlenecks The myth of “hiring your way out” of problems What emotional clarity looks like in practice Why slowing down is sometimes the fastest way forward Key Takeaways: Leadership is about subtraction, not just addition Systems that worked at 10 people won’t work at 100 Good culture isn't what you say—it’s what you allow Letting go of control is an act of trust, not failure Next Steps for You: Ask: Where am I holding on too tightly? Revisit your onboarding process—does it reflect your current size and pace? Write down what you’re modeling without saying a word Connect with Adam Jackson
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Part I: Stop Managing, Start Leading: The Shift from Doing to Developing
07/08/2025
Part I: Stop Managing, Start Leading: The Shift from Doing to Developing
Jevon Wooden shares his personal transformation—from a jail cell at 17 to becoming a leadership consultant and military veteran. This episode explores how life’s hardest moments shape emotional intelligence, and why self-awareness is the first step toward empathetic leadership. Summary: Mike and Jevon explore how early life challenges shaped Jevon’s leadership philosophy. They unpack what it means to lead with empathy, how emotional intelligence differs from mindset, and how both leaders and organizations can create cultures where people are seen and valued. Highlights: Jevon’s story of nearly serving 7 years in prison at 17 Emotional intelligence as the bridge between mindset and connection How EQ separates good leaders from great ones Why self-leadership is the starting point of real influence The link between empathy and mission in military and business settings to connect with Jevon Wooden on LinkedIn.
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Part II: Stop Managing, Start Leading: The Shift from Doing to Developing
07/08/2025
Part II: Stop Managing, Start Leading: The Shift from Doing to Developing
What happens when leaders are promoted for technical skills but never taught how to lead people? Jevon and Mike dig into this common gap—and how to close it. Part 2 focuses on organizational culture, psychological safety, cultural agility, and building buy-in that actually works. Summary: Jevon shares his experiences working across cultures—from tech teams to Saudi Arabia—and unpacks how feedback, clarity, and empathy shape performance. Mike challenges outdated leadership norms and explores what it really takes to lead across differences today. Highlights: Why soft skills are the hardest skills The real reason talented people fail as new managers What cultural agility looks like in global and local teams Why psychological safety drives retention and innovation The problem with email layoffs and feedback sandwiches to connect with Jevon Wooden on LinkedIn.
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Part I: Seeing the Whole Picture: Leading with Systems Thinking and Emotional Clarity
06/10/2025
Part I: Seeing the Whole Picture: Leading with Systems Thinking and Emotional Clarity
Frankie Berkoben joins Mike Lejeune to explore how her path from climate science to coaching unfolded. She opens up about navigating a “career wobble,” discovering she had ADHD, and how that transformed her understanding of leadership, systems thinking, and the way people show up at work. Summary This episode explores the intersection of neurodiversity and leadership. Frankie shares how her ADHD diagnosis helped her redefine success, the power of self-coaching, and why curiosity and emotional intelligence are vital for leaders who want to create truly inclusive environments. Highlights & Takeaways Frankie’s transition from engineering to leadership coaching. Why ADHD can be a leadership strength. The importance of recognizing your mental wiring. How “career wobbles” lead to deeper clarity. The difference between managing and coaching. Next Steps Reflect on how your wiring affects your leadership. Ask: What challenges energize me? What “simple” things trip me up? And how might others experience the same? Connect with Frankie on .
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Part II: Seeing the Whole Picture: Leading with Systems Thinking and Emotional Clarity
06/10/2025
Part II: Seeing the Whole Picture: Leading with Systems Thinking and Emotional Clarity
In Part 2, Mike and Frankie explore the deeper layers of effective leadership—from creating psychological safety to clarifying priorities and building trust through communication. The conversation shifts toward emotional intelligence, self-awareness, and how leaders can adapt to support diverse thinkers. Summary Frankie breaks down the role of processing styles, verbal communication, and emotional clarity in building high-performing teams. Mike brings humor and real-world reflection as they unpack what happens when leaders slow down, explain the “why,” and truly listen. Highlights & Takeaways Zooming in vs. zooming out: managing detail vs. seeing the big picture. Why clarity builds trust and trust builds buy-in. The role of rest and rhythm in sustainable leadership. Making room for different processing styles in communication. Emotional intelligence as responding vs. reacting. Next Steps Ask your team how they like to receive info. Do they need visuals? Pre-reads? Talk time? Then practice giving them just enough structure to thrive—without boxing them in. Connect with Frankie on .
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Part II: From Fear to Feedback: Rewiring Your Team’s Communication DNA
05/12/2025
Part II: From Fear to Feedback: Rewiring Your Team’s Communication DNA
Mike and Stephen dive deeper into what makes a team consistently excel. They explore why humility is such a powerful trait in a leader and how staying curious can unlock new ideas from your team. Stephen shares how genuine listening – not just hearing words – builds trust and uncovers issues leaders might otherwise miss. The discussion shifts to the art of asking great questions. Stephen explains that sometimes posing the right question can lead your team to find the answer themselves, which empowers everyone. They also talk about getting your whole team involved in problem-solving, instead of the leader tackling every challenge alone. Throughout the conversation, Stephen highlights the often underestimated impact of appreciation. He reveals how something as simple as a heartfelt “thank you” can energize your team and motivate people to go the extra mile. It’s a down-to-earth, insight-packed conversation that leaves you with practical ideas you can start using with your own team right away. Highlights The surprising way humility makes a team perform better How a leader’s genuine curiosity can spark creativity in their team What “listening like a leader” really means in practice Why asking questions often works better than giving your team answers Engaging your team in problem-solving instead of tackling every issue alone A fresh take on showing appreciation – how a sincere thank-you boosts morale Key Takeaways Embrace humility: Admit you don’t have all the answers and ask your team for input. Stay curious: Keep asking “why?” and learning from your team members every day. Listen actively: Give your full attention, and ask follow-up questions to truly understand your people. Ask rather than tell: Guide your team with thoughtful questions instead of just issuing orders. Solve problems together: Involve your team in brainstorming solutions to build buy-in and confidence. Show genuine appreciation: Let people know you value their work – small thank-yous go a long way. Connect with Steven on LinkedIn: https://www.linkedin.com/in/stevengaffneycompany/
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Part I: From Fear to Feedback: Rewiring Your Team’s Communication DNA
05/06/2025
Part I: From Fear to Feedback: Rewiring Your Team’s Communication DNA
In Part 1 of Mike Lejeune’s interview with Stephen Gaffney on Strategies for Tomorrow’s Leaders, they delve into what it takes to build a consistently high-achieving team. Stephen emphasizes that trust and honest communication are essential for great teamwork. He and Mike discuss how leaders can create an environment where team members feel comfortable sharing concerns and real feedback—without fear. Stephen explains that when people feel emotionally safe, they're more likely to speak up about problems and contribute ideas, which ultimately drives better results. In fact, he shares a story of a struggling team that turned their performance around once they made open, honest conversations a daily habit. Another key theme of this episode is the importance of focusing on outcomes instead of just effort. Stephen challenges leaders to rethink how they define success: it's not about how hard people try, but what they actually accomplish. He offers practical tips for shifting a team’s mindset toward results, like setting clear goals and rewarding achievements. Throughout the conversation, you’ll hear real-world examples and simple strategies that any leader can use to boost trust, encourage open dialogue, and keep their team focused on what really matters. Highlights Why people don’t tell the truth at work: Stephen shares the top reason and how to fix it A team transformed: How a struggling team turned around once honest feedback became the norm Results vs. effort: The culture shift that happens when you reward outcomes instead of hours worked Inviting tough feedback: Stephen's tips for making it safe for your team to speak up (even with bad news) No more “shooting the messenger”: What to do as a leader when you hear uncomfortable truths Consistency in performance: Why high-achieving teams focus on repeated wins, not one-off successes Key Takeaways Create psychological safety for honesty. Teams perform best when people feel safe to speak up with the truth. Measure success by results, not effort. Emphasize outcomes achieved instead of hours spent or “trying hard.” Invite candid feedback often. Regularly ask your team for honest input and listen without getting defensive. Lead by example. Admit your own mistakes and share your honest thoughts respectfully – it sets the tone for everyone else. Make accountability a team effort. Encourage team members to hold each other responsible for results, not just rely on the boss. Focus on solutions, not blame. When things go wrong, discuss how to improve and reach the goal next time rather than pointing fingers. Connect with Steven Gaffney on LinkedIn: https://www.linkedin.com/in/stevengaffneycompany/ Your Free Leadership Gravitational Pull Assessment: https://stevengaffney.com/leadership-gravitational-pull/
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Part II: Leadership Rejuvenation: The Surprising Edge Hidden in Midlife’s Storm
04/28/2025
Part II: Leadership Rejuvenation: The Surprising Edge Hidden in Midlife’s Storm
Introduction In Part 2, Aneace Haddad dives into leading teams in chaotic times. Learn how to ditch the “addiction to certainty” and build a C-suite that thrives in ambiguity. Summary Aneace reveals why even seasoned leaders struggle with uncertainty in teams – and how to foster collective resilience. He shares practical steps to shift from “closing the deal” to staying open, using neuroscience and real-world examples. Highlights Why “herding cats” fails: Building a C-suite team ≠ stacking superstar individuals. The paradox: Comfort with uncertainty grows with age, but teams resist it. How to expand your “ownership” beyond your role (like driving a bigger vehicle). Key Takeaways Certainty is a trap. Teams that rush to answers miss innovative solutions. Practice “radically empowering presence.” Your calm fuels others’ confidence. Lead like a coach, not a CEO. Your role isn’t to fix – it’s to fan flames. Next Steps Audit your team: Do we default to “closing” discussions too fast? Pre-order Aneace’s upcoming book The First Rule of Herding Cats for C-suite strategies. Share this episode with your leadership team to spark a “certainty detox.”
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Part I: Leadership Rejuvenation: The Surprising Edge Hidden in Midlife’s Storm
04/21/2025
Part I: Leadership Rejuvenation: The Surprising Edge Hidden in Midlife’s Storm
Introduction Join Mike Lejeune and global leadership expert Aneace Haddad as they explore how midlife challenges can unlock unexpected leadership strengths. Aneace shares his journey from tech CEO to executive coach, revealing why midlife’s turbulence is a catalyst for growth. Summary Aneace discusses the “perfect storm” of midlife – a time when leaders often face burnout, identity shifts, and the need to redefine their value. He unpacks why clinging to old habits (like “telling” instead of empowering teams) limits growth and how embracing humility and uncertainty can reignite purpose. Highlights Why midlife isn’t about age – it’s a crossroads of energy and reflection. How parenting teenagers mirrors the shift leaders need to make: from “manager” to coach. The neuroscience behind midlife: Slower prefrontal cortex ≠ decline. It’s a gateway to wisdom. Why humility + iron will = unstoppable leadership (and why most leaders discover this later). Key Takeaways Stop “telling,” start empowering. If your team feels like teenagers ignoring you, it’s time to shift energy. Your value isn’t in having answers. It’s in asking questions that unlock others’ potential. Midlife isn’t a crisis – it’s a rebirth. Burnout often signals a need to redefine purpose, not retire. Next Steps Reflect: Where am I still “managing” instead of leading? Read Aneace’s book The Eagle That Drank Hummingbird Nectar for a fictional take on midlife transformation. Tune into Part 2 for strategies to build teams that thrive in uncertainty.
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Part II: Regrowth: Unlocking Human Potential to Lead Tomorrow's Organizations
04/14/2025
Part II: Regrowth: Unlocking Human Potential to Lead Tomorrow's Organizations
Introduction: Welcome back! In Part 2 of our conversation with Ernesto Gomez, we dive deeper into the practical aspects of fostering engaged, purpose-driven teams. Ernesto expands on his framework introduced in Part 1, focusing on the three crucial dimensions that unlock potential: talent density, culture, and mindset. Learn actionable strategies to cultivate these areas within your own organization and empower your team to reach new heights. Summary: Building on the foundation laid in Part 1, Ernesto Gomez elaborates on his "talent density, culture, and mindset" system for maximizing team potential. He explains how intentionally designing for the right talent mix, nurturing a supportive and growth-oriented culture, and fostering both individual and collective positive mindsets are essential. Ernesto emphasizes that creating the right "spark" of ideas and purpose can awaken dormant energy within individuals and drive collective performance. He provides a framework for leaders to think strategically about these three interconnected dimensions to cultivate an environment where people can thrive. Highlights: Understand the interconnectedness of talent density, culture, and mindset in driving performance. Learn how fostering a "spark" of ideas and purpose can unlock dormant energy within your team. Explore the importance of intentionally designing for the right "talent density" within your organization. Gain insights into how to cultivate a company culture that supports growth and high performance. Discover the significance of nurturing both individual and collective mindsets to overcome limitations. Key Takeaways: Unlocking team potential requires a holistic approach that considers talent, environment, and individual/collective beliefs. Purpose and meaningful ideas are powerful catalysts for engagement and performance. Strategically building teams with the right mix of skills and perspectives is crucial. A positive and growth-oriented culture provides the context for individuals to flourish. Cultivating a strong individual and collective mindset empowers teams to overcome challenges and achieve more. Next Steps: Reflect on the current talent density within your teams. Are you bringing together the right mix of skills and perspectives? Assess your current company culture. Does it actively support growth, collaboration, and a positive mindset? Consider how you can foster a stronger sense of purpose and generate energizing ideas within your organization. Think about strategies to nurture a more resilient and growth-oriented mindset in both individuals and your team as a whole.
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Part I: Regrowth: Unlocking Human Potential to Lead Tomorrow's Organizations
04/10/2025
Part I: Regrowth: Unlocking Human Potential to Lead Tomorrow's Organizations
Introduction: Ever wonder why even the most talented teams sometimes underperform? In this episode of Strategies for Tomorrow's Leaders, we kick off a fascinating two-part conversation with Ernesto Gomez, a seasoned leader who served as the CHRO of a major global corporation. Ernesto shares his unique perspective on unlocking team potential, drawing from his experience leading a massive workforce and engaging with top executives. Get ready to rethink how you're building your teams and fostering growth. Summary: In Part 1 of our interview with Ernesto Gomez, we delve into the fundamental question of why so many leaders believe their teams are operating at only half of their potential. Ernesto shares his experience surveying CEOs and their surprising consensus on this issue. We explore the idea that while individual talent is crucial, organizational systems and culture play a significant role in enabling or hindering performance. Ernesto introduces the core concepts that led to his book, "Regrowth," emphasizing the inherent drive for growth in both individuals and organizations and the barriers that can stifle it. Highlights: Discover the surprising statistic Ernesto uncovered from CEOs about their teams' potential. Understand why simply having talented individuals isn't always enough for high performance. Learn about Ernesto's motivation for writing his book "Regrowth" and its central theme. Explore the concept of "self-inflicted wounds" in organizations that limit team potential. Hear Ernesto's initial thoughts on the three key dimensions for unlocking potential: talent density, culture, and mindset. Key Takeaways: Leaders often recognize a significant gap between their teams' actual performance and their potential. Organizational systems and structures can unintentionally create barriers to achieving full potential. Both individuals and organizations have a natural desire for growth and improvement. Understanding and addressing systemic issues is crucial for fostering a high-performing environment. Creating the right conditions is essential to help individuals connect with and contribute their full potential. Next Steps: Reflect on your own team's performance and consider if you see a gap between their current output and their potential. Think about any existing organizational processes or structures that might be unintentionally hindering your team's effectiveness. Stay tuned for Part 2 where Ernesto will dive deeper into the three dimensions of talent density, culture, and mindset and how to cultivate them.
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Part II: Reset Before You Lead: Emotional Awareness in High-Stakes Environments
03/31/2025
Part II: Reset Before You Lead: Emotional Awareness in High-Stakes Environments
In this second part of "Reset Before You Lead: Emotional Awareness in High-Stakes Environments", Mike Lejeune and Andrea Wanerstrand continue their discussion on leadership, emotional intelligence, and building effective teams. They delve into the nuances of productive versus destructive tension, the power of kindness over niceness, and the importance of clarity in communication. Andrea shares insights from her experience at Microsoft, particularly the shift from a "know-it-all" to a "learn-it-all" culture. They explore the transition from transactional to relationship-based selling and the critical role of asking open-ended questions. The conversation culminates in a discussion about balancing empathy and authority, emphasizing the importance of trusting one's intuition and understanding the emotional landscape of team members. Show Notes: Productive vs. destructive tension in leadership. The difference between kindness and niceness. The importance of clear and validated expectations. Transitioning from "to do" to "to think" mentalities. The power of asking open-ended questions. The importance of clarity in communication. Balancing empathy and authority in leadership. Trusting intuition and understanding emotional landscapes. The importance of curiosity in leadership. The 3 categories of evaluation: known fact, educated guess, and assumption.
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Part I: Reset Before You Lead: Emotional Awareness in High-Stakes Environments
03/25/2025
Part I: Reset Before You Lead: Emotional Awareness in High-Stakes Environments
In this captivating first part of "Reset Before You Lead: Emotional Awareness in High-Stakes Environments",Mike Lejeune welcomes Andrea Wanerstrand, founder and CEO of A3 Culture Lab. Andrea brings a wealth of experience from global giants like T-Mobile and Microsoft, where she led global performance management. Today, she focuses on cultivating human-centric cultures, emphasizing authenticity, autonomy, and accountability. Mike and Andrea dive into the concept of "what worries you masters you," exploring how fear and uncertainty impact leadership and team dynamics. They discuss the importance of emotional awareness, intentional leadership, and the power of authenticity in building trust and driving performance. Andrea shares her insights on managing energy, setting clear expectations, and the impact of a leader's emotional state on their team. This episode is a must-listen for leaders seeking to create a more human and effective workplace. Show Notes: Introduction to Andrea Wanerstrand and A3 Culture Lab. Andrea's experience at T-Mobile and Microsoft. Defining human-centric culture: authenticity, autonomy, and accountability. The impact of fear and worry on performance. The importance of intentional leadership and emotional awareness. Managing energy and setting clear expectations. The role of authenticity in building trust. The impact of a leader’s emotional state on the team. The importance of resetting emotional state between meetings. Connect with Andrea:
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Part II: From Procrastination to Action: The Power of Intentionality in Leadership and Communication
03/10/2025
Part II: From Procrastination to Action: The Power of Intentionality in Leadership and Communication
In this second part of my conversation with Dr. Sarah Glova, we dive deeper into leadership, entrepreneurship, and the hidden power of intentionality. Sarah shares insights from her journey as an entrepreneur, educator, and consultant, offering a fresh take on how leaders can inspire action without overwhelming their teams. From finding the right spark in people to the simple yet powerful act of asking the right questions, this episode will leave you rethinking how to engage, lead, and connect. Summary: We explore what it truly means to empower others, whether you're leading a boardroom or building a business from scratch. Sarah discusses the importance of "fanning the flame"—nurturing the sparks in others rather than trying to ignite them yourself. We also tackle the entrepreneurial mindset, overcoming procrastination, and why action (even imperfect action) is the real key to success. Highlights & Key Takeaways: Fan the Flame, Don’t Light the Spark: Great leaders don’t create motivation—they nurture the drive already within their teams. Intentional Leadership: Small, thoughtful actions—like remembering personal details—can significantly boost engagement. Entrepreneurial Truths: You don’t need to be perfect—just get started. Every step forward is a lesson learned. The Power of One Page: Sarah’s TEDx talk breaks down how a single sheet of paper can bring clarity and crush procrastination. Action Over Possibility: Dreaming is great, but real growth comes from taking action, even when it’s messy. Next Steps for Listeners: Ask your team questions that help reveal their true passions and strengths. Watch Sarah’s TEDx Talk on achieving goals with a single page—link in the show notes. Reflect on your leadership style: Are you trying to light sparks, or are you fanning flames?
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Part I: From Procrastination to Action: The Power of Intentionality in Leadership and Communication
03/03/2025
Part I: From Procrastination to Action: The Power of Intentionality in Leadership and Communication
In this episode of Strategies for Tomorrow’s Leaders, I’m joined by Dr. Sarah Glova—educator, consultant, and expert communicator. As a faculty member at Duke University and North Carolina State, Sarah works with some of the brightest technical minds, helping them harness one of the most underrated skills in leadership: clear, effective communication. We dive deep into what separates high achievers from the rest and why intentionality and active listening are game-changers for personal and professional growth. Summary: We explore why technical skills can only take you so far without the ability to communicate effectively. Dr. Glova shares her journey working with global brands and teaching top-tier students, emphasizing the power of intentionality, clarity, and curiosity. This conversation will reshape how you think about leadership, goal-setting, and, most importantly, how you connect with those around you. Highlights & Key Takeaways: Communication as a Career Catalyst. Technical skills open doors, but communication propels advancement. The Power of Intentionality. Achievement stems from clarity and purpose, not innate talent. Active Listening: The Secret to Empowerment. Listening builds trust, safety, and innovation. Leadership’s Clarity Crisis. In a data-saturated world, clarity is a leader’s superpower. Building Community for Success. Achievement is a team sport Next Steps for Listeners: Practice active listening in your next conversation—summarize before you respond. Reflect on your personal goals: Are they as unique and clear as your fingerprint? As a leader, clarify your team’s priorities this week. Make sure everyone knows the “why” behind the work.
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PART II: How to Become a Market Leader by Adding Value First
02/24/2025
PART II: How to Become a Market Leader by Adding Value First
In a world where digital isolation is at an all-time high, how can you build authentic relationships that truly stand out? In this episode, I continue my conversation with Scott Grates, bestselling author of Referrals Done Right, to uncover the power of human connection in a disconnected world. Topics Covered: The rise of loneliness and its impact on modern business relationships Why influencers like Mr. Beast and Joe Rogan have millions of followers—people crave connection The importance of being seen and valued in today’s world How to ask better questions to drive more meaningful business relationships Why solving real problems is the key to success (Jeff Bezos' Amazon example) How to earn the right to ask for business instead of spamming people The contrarian approach to networking: focus on fewer, deeper relationships How to leverage social media to create value, not just noise Podcasting & content creation as a referral tool – How Scott uses his Love Living Local 315 podcast to grow relationships and business Why referrals aren’t just about asking—they’re about consistently providing value to connectors Want to connect with Scott? Visit or find him on . Just don’t spam his inbox! :)
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PART I: How to Become a Market Leader by Adding Value First
02/18/2025
PART I: How to Become a Market Leader by Adding Value First
How do you stand out in a saturated, digitally dominated world? In this episode, I sit down with Scott Grates, TEDx speaker and USA Today bestselling author of Referrals Done Right, to uncover the power of relationships, consistency, and creating memorable customer experiences. Topics Covered: The challenge of standing out in today’s digital world The Purple Cow and Blue Ocean Strategy approaches to differentiation Why the most competitive industries demand a unique customer experience The importance of consistency in building brand awareness and customer loyalty How relationships drive referrals and business growth Why asking better questions leads to better business opportunities How small business owners can compete against corporate giants The role of connection agents in today’s marketplace Resources Mentioned: Referrals Done Right – Scott Grates’ book on mastering referral-based growth Purple Cow by Seth Godin – Standing out in a crowded marketplace Blue Ocean Strategy – Creating uncontested market space Want to connect with Scott? Visit or find him on (but no spam, please!).
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