The Leadership Habit

Summary Innovation at work rarely happens because leaders demand better ideas. It happens when leaders create the right conditions for ideas to emerge. In this episode of The Leadership Habit Podcast, creativity strategist Melissa Dinwiddie explains how leaders can spark innovation by encouraging experimentation, reducing perfectionism, and helping teams learn faster through small “micro-experiments.” Innovation is often described as a competitive advantage, but many organizations struggle to consistently generate new ideas. In this episode of The Leadership Habit Podcast, host Jenn DeWall speaks with creativity strategist Melissa Dinwiddie about how leaders can remove barriers to creativity and help their teams experiment, learn, and generate innovative solutions. Meet Melissa Dinwiddie, Creativity Instigator Melissa Dinwiddie is a Juilliard-trained dancer turned creativity instigator, innovation strategist, and author of The Creative Sandbox Way and Innovation at Work. She is the Chief Instigator and Lead Facilitator at Creative Sandbox Solutions, where she helps leaders and teams overcome creative barriers, strengthen collaboration, and unlock innovative thinking. Drawing from her background as a professional artist and creativity coach, Melissa developed practical frameworks that help teams move past perfectionism and rediscover the power of experimentation and play when solving complex problems. Why Innovation at Work Often Stalls Many organizations expect innovation, but unknowingly create conditions that prevent it. One of the biggest barriers is uncertainty. Innovation requires doing something new, which means stepping away from established best practices. For many employees, that feels risky. Another major barrier is perfectionism. High-performing professionals often believe every idea must be polished before it is shared. The result is hesitation, overthinking, and stalled progress. Melissa explains that when people feel pressure to be perfect, they often stop experimenting altogether. Instead of sharing unfinished ideas, they wait until something feels safe to present. Unfortunately, innovation rarely works that way. The Leadership Framework for Creating Innovation at Work Melissa introduces a simple approach called “Create the Impossible,” designed to help leaders break through barriers to innovation in the workplace. The framework encourages leaders to help teams explore ideas, experiment without fear of failure, and learn quickly from every attempt. The approach focuses on three behaviors that help teams move ideas forward. Play Hard: Encourage Exploration and Curiosity Play is not about wasting time. It is about exploration. When teams experiment, test ideas, and explore possibilities without immediate pressure to succeed, they unlock new perspectives and creative thinking. Exploration creates the mental space where innovation begins. Make “Crap”: Break the Perfectionism Barrier Innovation requires generating many imperfect ideas before discovering the best ones. Melissa explains that low-fidelity ideas help teams bypass perfectionism and restore momentum. When people feel safe producing imperfect work, they become more willing to experiment and share ideas. Learn Fast: Turn Experiments Into Insights The final step focuses on learning from every experiment. Instead of obsessing over whether an idea is perfect, teams focus on what they can learn from each attempt. Organizations that learn quickly improve faster and maintain a steady pace of innovation. Three Practical Micro-Experiments to Spark Innovation on Your Team Melissa’s book, Innovation at Work, includes 52 micro-experiments that leaders can run with their teams. These small exercises help teams think differently without requiring large workshops or lengthy innovation sessions. Here are three examples discussed in the episode. The “Crappy First Draft” Exercise Teams set a timer for ten minutes and deliberately create a terrible first draft of an idea or project. The goal is not quality. The goal is momentum. By removing pressure to be perfect, the exercise helps people move ideas forward and encourages open idea sharing. Silent Sync: Equalizing Participation in Meetings In this exercise, team members write ideas simultaneously in a shared document without speaking. This prevents meetings from being dominated by the loudest voices and ensures every team member has the opportunity to contribute ideas. For leaders managing diverse personalities, this technique helps create a more inclusive and balanced conversation. Make It Smaller: Turning Big Ideas Into Action When a project feels overwhelming, leaders ask one simple question: What is the smallest version of this that would still create value this week? Breaking large goals into smaller steps reduces anxiety and helps teams move from thinking to action. Where to Find More From Melissa Dinwiddie Connect with Melissa Dinwiddie on LinkedIn Visit her website at MelissaDinwiddie.com Subscribe to her YouTube Channel Innovation Leadership Is About Creating the Right Conditions One of the most important insights from the episode is that innovation does not start with better ideas. It starts with better conditions for ideas to emerge. When leaders create environments that encourage experimentation, psychological safety, and curiosity, innovation becomes a natural outcome. Instead of waiting for breakthrough ideas, teams begin generating them consistently. Small experiments like the ones Melissa shares help leaders shift their team culture toward exploration and continuous improvement. Listen to the Full Leadership Habit Podcast Episode In this episode of The Leadership Habit Podcast, Jenn DeWall speaks with Melissa Dinwiddie about how leaders can spark innovation at work through experimentation, creativity, and psychological safety. Listen to the full episode HERE.  Want More Leadership Insights? If you’re exploring how leaders can strengthen innovation at work, these additional leadership resources may also be helpful: How to Escape the Delegation Trap with Atiba de Souza How to Drive Results as a Leadership Coach with Will Linssen How to Prepare for High-Stakes Conversations with Amy K. Hutchens These conversations explore leadership skills that help managers strengthen communication, empower teams, and improve performance. How to Strengthen Leadership and Innovation on Your Team Innovation grows when leaders know how to build trust, encourage new ideas, and help teams think independently. If you want to strengthen those capabilities across your organization, request a complimentary two-hour leadership skills workshop. Visit crestcom.com/freeworkshop to learn more. Frequently Asked Questions About Innovation at Work What helps teams become more innovative at work? Teams become more innovative when leaders create psychological safety, encourage experimentation, and allow space for imperfect ideas to develop. Why do many organizations struggle with innovation? Innovation often stalls because employees feel pressure to be perfect or fear making mistakes. This prevents experimentation and idea sharing. How can leaders encourage innovation on their teams? Leaders can introduce small experiments, encourage creative thinking, and focus on learning quickly rather than getting everything right the first time. The post How to Spark Innovation at Work with Melissa Dinwiddie appeared first on Crestcom International.

Change is unavoidable in today’s workplace. But confusion, resistance, and stalled initiatives don’t have to be. In this episode of The Leadership Habit, Jenn DeWall sits down with change strategist Rebecca Reynolds to explore why most transformations struggle—and how leaders can guide their teams through change with clarity, confidence, and lasting impact. Meet Rebecca Reynolds, CEO & Strategist Rebecca Reynolds is the founder and CEO of RRC and a trusted advisor to leaders navigating complex organizational change. With more than 30 years of experience across corporate, nonprofit, and public sector organizations, she helps executives align teams, strengthen communication, and lead transformations that stick. Rebecca is also the author of Thresholds of Change: The Way Through Transformational Times, a practical playbook for guiding personal and organizational transformation. Her work focuses on designing change processes that support leaders while keeping people engaged, resilient, and focused on results. Why Most Change Initiatives Struggle In the episode, Reynolds shares a powerful insight: nearly 70% of people naturally resist change. That means most leaders are working against human instinct when introducing new strategies, systems, or priorities. Too often, organizations treat change as a one-time announcement rather than a structured journey. Leaders introduce a new idea, hope it works, and move on. When results fall short, teams become frustrated and disengaged. Sustainable change requires intention, pacing, and continuous communication—not quick fixes. The Four Thresholds of Change Reynolds’ “Thresholds of Change” framework explains how people and organizations move through transformation in predictable stages. 1. Instigation: Recognizing Early Warning Signs This stage is about noticing when something is no longer working. Declining morale, repeated mistakes, missed deadlines, and customer complaints are all indicators that change may be necessary. Effective leaders pay attention early, before small problems become major disruptions. 2. The Liminal Stage: Creating Space for Insight Often called the “messy middle,” this phase is where many leaders lose patience. Instead of rushing to solutions, Reynolds encourages leaders to pause and listen. This stage allows teams to challenge assumptions, explore possibilities, and develop better ideas. It is uncomfortable—but essential for meaningful change. 3. Metabolization: Testing New Approaches Once clarity emerges, teams begin experimenting. Leaders pilot ideas, gather feedback, and refine processes. This stage builds confidence and helps employees feel ownership of the change. 4. Manifestation: Making Change Stick In the final stage, the organization operates with stronger alignment and renewed momentum. Performance improves, people trust the direction, and new habits become part of everyday work. When leaders engage the full process, change becomes lasting rather than temporary. Where Leaders Commonly Go Wrong Throughout the conversation, Jenn and Rebecca highlight several common mistakes that derail transformation: Treating major change like routine management Assuming everyone is comfortable with uncertainty Ignoring frontline perspectives Skipping reflection and planning time Communicating decisions only after they are finalized One key takeaway is that leaders are often more adaptable than their teams. Without intentional support, this gap leads to resistance and frustration. Why Collaboration Matters in Change Successful change is rarely built in isolation. Instead of designing plans behind closed doors, strong leaders invite input throughout the process. This improves solutions, builds trust, and prevents costly blind spots. When people feel heard and involved, they are far more likely to support new initiatives. Applying These Lessons in Your Organization This episode offers practical guidance for leaders at every level. As you reflect, consider: What signals might you be overlooking? Have you created space for honest dialogue? Are you moving too quickly to “fix” things? Who needs to be involved earlier? Change does not fail because people are incapable. It fails when leaders underestimate its complexity. Learn More from Rebecca Reynolds Explore Rebecca’s work and resources, visit her website:  rebeccareynoldsconsulting.com You can also learn more through her book Thresholds of Change: The Way Through Transformational Times, which provides tools and frameworks for navigating transformation with confidence. One of the biggest reasons change efforts stall is that teams aren’t aligned on how significant the change actually is. To help with that, Rebecca is offering Leadership Habit listeners a complimentary tool called The Change Scale Assessment. It helps leadership teams quickly align on the true scale of change they’re facing—before decisions are made or momentum is lost.  Designed for groups of any size, the assessment brings multiple perspectives into the conversation, creating shared clarity and a more durable path forward. You can download the Change Scale Assessment for free at [https://changeauthor.myflodesk.com/ey39shovqa]. Strengthen Your Leadership Skills with Crestcom Leading change effectively requires strong communication, decision-making, and accountability skills. Crestcom’s Complimentary Leadership Skills Workshop is a two-hour, interactive experience designed to help leaders and teams work better together and navigate challenges with confidence. Request your free workshop today at: https://crestcom.com/freeworkshop   The post Leading Through Change with Rebecca Reynolds appeared first on Crestcom International.

Employee engagement is at its lowest point in more than a decade. Many organizations are filled with talented, capable people who want to contribute, yet hesitate to take action. The missing link is often not skill or motivation. It is empowerment. In a recent minisode of The Leadership Habit, host Jenn DeWall delivers a focused masterclass on how empowerment drives better decisions, stronger ownership, and sustainable performance. This episode explores why empowered leaders and teams consistently outperform those operating in environments of hesitation and dependency.   Why Empowerment Matters More Than Ever Low engagement, burnout, and slow decision-making are becoming common challenges across industries. Teams are capable, but without clear authority, confidence, and trust, they often wait for approval instead of taking initiative. As Jenn explains in the episode: “Empowerment is equipping people with the authority, confidence, information, and psychological safety to make meaningful decisions.” Without these elements, leaders become bottlenecks. Projects stall. Innovation slows. Accountability weakens. Empowerment is what turns leadership development into measurable business impact.   What Does Real Empowerment Look Like? In the minisode, Jenn outlines four essential components of empowerment: 1. Authority: People must know what decisions they are allowed to make. 2. Confidence They need training, support, and trust to act effectively. 3. Information They must have access to the right data, tools, and context. 4. Psychological Safety They need to feel safe taking risks without fear of punishment. When even one of these is missing, hesitation grows, and performance suffers.   The ABCs of Self-Empowerment Empowerment does not start with policies or programs. It starts with leaders themselves. Jenn introduces the ABC framework for self-empowerment: A: Know What You Own Understand which decisions belong to you and which can be delegated. B: Trust Your Judgment Waiting for perfect information increases stress and delays results. C: Give Yourself Permission to Decide You will never feel 100 percent ready. Progress requires action. As Jenn reminds listeners: “Not making a decision is still a decision.” Avoiding choices often creates bigger problems than making an imperfect one.   How Empowered Leaders Reduce Burnout and Decision Fatigue Many leaders struggle with decision fatigue after managing constant demands. Over time, this leads to hesitation, stress, and disengagement. In the episode, Jenn shares practical ways to overcome this: Make important decisions earlier in the day Limit unnecessary options Set time limits for decision-making Avoid major choices when tired, overwhelmed, or emotionally flooded Build reflection habits to strengthen confidence She also encourages leaders to regularly document wins to reinforce self-trust and momentum.   Delegation That Builds Leaders, Not Dependency One of the most powerful sections of the minisode focuses on delegation. Too often, leaders delegate tasks without context. This creates dependency rather than growth. Jenn distinguishes between task delegation and thinking delegation. When you delegate tasks, you may say something like, “Do this. Follow these steps.” However, if you are delegating thinking, it may sound more like, “Here is the desired outcome, how would you approach this?” To delegate effectively, leaders must provide: Information – Relevant facts, expectations, and constraints Why – The purpose behind the work Authority – Clear permission to decide When these elements are present, teams make faster, smarter decisions and require less supervision.   The Benefits of Empowered Teams When empowerment becomes part of workplace culture, organizations experience: Higher engagement Faster decision-making Greater innovation Increased accountability Improved retention Stronger leadership pipelines Jenn summarizes it clearly: “You can’t empower others if you can’t empower yourself.” Empowered leaders create empowered organizations. Want to Go Deeper into Empowered Leadership? If you want to take a deeper dive into empowered leadership, the first step is to listen to the full episode!  Then, explore Crestcom’s additional leadership resources designed to help leaders apply these principles in real-world settings, including: The Empowerment eBook An on-demand empowerment webinar You can also request a complimentary leadership skills workshop to bring these concepts directly to your team. The post Minisode: Empowerment, Engagement, and Better Decisions at Work appeared first on Crestcom International.

Escape the Delegation Trap and Empower Your Team Many leaders believe delegation is simply about assigning tasks. In reality, poor delegation is one of the biggest drivers of burnout, bottlenecks, and disengaged teams. In the latest episode of The Leadership Habit, host Jenn DeWall sits down with CEO strategist and productivity expert Atiba de Souza, author of The Delegation Trap. Together, they unpack why most leaders feel stuck answering the same questions, doing too much themselves, and struggling to build true bench strength on their teams. This conversation goes beyond delegation theory. Atiba shares hard-earned lessons from more than 30 years in business and coaching, along with a practical framework leaders can use immediately to help their teams think more clearly, take ownership, and perform at a higher level. Meet Atiba de Souza, Author and Entrepreneur Atiba de Souza is known as a secret weapon for organizations with underperforming teams. As a CEO, strategist, and team productivity expert, he helps leaders remove delegation bottlenecks and transform how work gets done. With more than three decades of business experience and over 15 years as a championship football coach, Atiba brings a rare blend of real-world leadership, team development, and performance discipline. His work focuses on practical frameworks that improve productivity by teaching leaders to empower others rather than becoming bottlenecks themselves. Why Delegation Breaks Down Many leaders start with good intentions. They train their teams. They explain expectations. They provide resources. Yet over time, the same frustrations appear: Leaders answer the same questions repeatedly Decisions funnel upward Managers feel overwhelmed and burned out Teams hesitate to act without approval As Atiba explains in the episode, this often leads leaders to believe they have a people problem when in reality they have a delegation problem. Too often, delegation becomes telling instead of teaching. When leaders jump in with answers, they unintentionally train their teams to depend on them rather than think for themselves. The Delegation Trap Atiba describes the “delegation trap” as the moment leaders realize their business or team cannot move without them. Even when performance looks strong on the surface, leaders feel trapped because: The organization relies on their constant input Time off feels impossible Growth is limited by their own capacity In the episode, Atiba shares how he discovered this problem firsthand when he realized he spent much of his day answering questions he felt he had already addressed. That realization became the catalyst for developing a new way to delegate that focuses on thinking, not just doing. The CASE Method: A Better Way to Delegate At the heart of Atiba’s book is a simple but powerful framework called the CASE Method. Rather than telling people what to do, this approach helps leaders coach their teams to think through problems independently. C – Challenges Leaders begin by asking team members what challenges they encountered. This opens the conversation without judgment and creates psychological safety. A – Articulate Next, employees articulate each step they took. This allows leaders to see how the person is thinking, not just what outcome they reached. S – Study Together, leaders and employees study selected steps, exploring assumptions, decisions, and outcomes. Instead of correcting mistakes directly, leaders ask questions that guide discovery. This is where learning accelerates. Employees begin connecting cause and effect on their own. E – Easier Than Expected Finally, leaders ask what felt easier than expected. This step often reveals hidden strengths and talents leaders may not have recognized. Over time, this process helps employees move beyond task completion and toward true ownership. Why Teaching People How to Think Matters Throughout the conversation, one message stands out: effective leaders do not teach people what to do. They teach people how to think. Atiba explains that as artificial intelligence continues to reshape work, leadership will increasingly depend on asking better questions rather than providing faster answers. Leaders who rely on telling will struggle. Leaders who coach thinking will build resilient, adaptable teams. This shift requires curiosity, patience, and restraint. It also requires leaders to talk less and listen more. A Powerful Reminder for Leaders One of the most impactful moments in the episode comes when Atiba shares a personal story from early in his coaching journey. After a difficult season, his young son told him he never wanted to play football again because of his coaching style. That moment forced Atiba to look in the mirror and confront an uncomfortable truth: leadership without empowerment creates disengagement. The lesson applies far beyond sports. Leaders must be willing to examine their own habits and recognize when their approach may be unintentionally limiting others. Key Takeaways from This Episode Delegation failures are often leadership system failures Answering questions too quickly creates dependency Empowerment grows through guided thinking, not direction Strong leaders ask better questions, not more questions Simple leadership fundamentals outperform complex frameworks Where to Learn More from Atiba de Souza To dive deeper into the CASE Method and practical delegation strategies, visit TheDelegationTrap.com, where you can find Atiba’s book and additional resources designed to help leaders delegate more effectively. You can also connect with Atiba to learn how his frameworks help leaders build stronger, more autonomous teams. Continue Building Your Leadership Skills Delegation, coaching, and empowerment are core leadership capabilities. They do not develop by accident. Crestcom helps leaders strengthen these skills through structured learning, discussion, and application. If you want to sharpen your ability to lead, coach, and empower your team, you can request a complimentary two-hour leadership workshop at crestcom.com/freeworkshop. If you know a leader who feels overwhelmed, stuck answering every question, or struggling to step out of the weeds, share this episode with them. One new approach could change how they lead.   The post How To Escape the Delegation Trap with Atiba de Souza appeared first on Crestcom International.

Leadership does not stand still. It changes as people change, as work changes, and as expectations evolve. In this special spotlight episode of The Leadership Habit, host Jenn DeWall speaks with Heather Rosenfeld, a Crestcom franchise owner celebrating 20 years of leadership development experience. Heather’s perspective is grounded in real-world application. Over two decades, she has worked with leaders across industries, generations, and shifting workplace norms. Her insights reveal not only how leadership has changed, but also what leaders must do to remain effective today. Meet Heather Rosenfeld Heather Rosenfeld is a Crestcom franchise owner and Area Representative serving the Massachusetts market since 2005. Originally from the United Kingdom, Heather built her early career working with diverse teams before transitioning into leadership development in the United States. In her 20 year tenure with Crestcom, she has facilitated hundreds of leadership workshops, helping leaders move from task-focused management to people-centered leadership. Heather believes leadership development is a lifelong journey — one that shapes both professional success and personal growth. How Leadership Has Changed Over the Last 20 Years Over the past two decades, leadership expectations have shifted in fundamental ways. Changes in workforce dynamics, communication norms, and employee expectations have reshaped how leaders are expected to show up every day. In this episode, Heather and Jenn discuss how the core responsibility of leadership remains the same, but how leaders achieve results has evolved significantly. From Authority-Based Leadership to Engagement Twenty years ago, leadership often relied on hierarchy and authority. Leaders gave instructions, and teams were expected to follow. Today, effective leadership looks very different. Heather explains that modern leaders must focus on engagement, collaboration, and shared purpose. Employees want to understand how their work matters and how they contribute to outcomes. Leadership has shifted from control to connection. Leadership in an Era of Constant Change Change has always existed in organizations, but the pace has accelerated dramatically. Technology, market shifts, and evolving workforce expectations mean leaders are navigating overlapping changes rather than isolated ones. Heather highlights that while change is faster, human reactions to change remain the same. Leaders must recognize resistance, provide support, and guide people through uncertainty with empathy and clarity. Managing a Multigenerational Workforce One of the biggest leadership shifts over the past 20 years is generational diversity. Leaders today may be working with up to five generations at once, each with different communication styles, motivations, and expectations. Heather emphasizes that successful leadership requires self-awareness and adaptability. There is no single leadership style that works for everyone. Leaders must learn to bring different perspectives together while fostering alignment and trust. What’s Still the Same: Leadership Is Still About People Despite advances in technology and changes in work structure, one truth remains constant: leadership is about people. Heather stresses the importance of trust, listening, and meaningful connection. Email and messaging tools may improve efficiency, but they do not replace human interaction. Trust is built through conversations, curiosity, and consistent engagement, not just transactions. 4 Leadership Lessons From 20 Years of Experience In this episode, Heather shared four clear leadership lessons she has learned over the last two decades: 1. Maintain a Teachable Attitude Leaders who thrive remain open to learning. A growth mindset allows leaders to adapt, reflect, and improve rather than resist change. 2. Listen With Intention Leadership effectiveness increases when leaders listen more than they speak. Asking questions and staying curious builds stronger relationships and better outcomes. 3. Set Clear Expectations Many leadership challenges stem from unspoken assumptions. Clear norms around communication, technology use, and collaboration reduce friction and confusion. 4. Lead the Whole Person Leadership development impacts more than performance. The skills leaders build at work influence confidence, relationships, and decision-making beyond the workplace. Continue the Conversation Leadership growth does not happen in isolation. If Heather’s perspective resonated with you and sparked reflection on how your own leadership has evolved (or needs to), this is an opportunity to keep the conversation going. Be sure to listen to the full episode to get all of Heather’s insights! You can connect with Heather Rosenfeld on LinkedIn to follow her insights, engage in leadership conversations, and learn more about the work she does supporting leaders and organizations through meaningful development. If you are exploring what leadership development could look like for your team, Crestcom also offers a complimentary two-hour Leadership Skills Workshop designed to introduce practical tools leaders can apply immediately. The post Crestcom Spotlight: How Leadership Has Evolved Over 20 Years With Heather Rosenfeld appeared first on Crestcom International.

As a new year begins, many leaders feel pressure to move faster, set bigger goals, and accomplish more. Calendars fill quickly. Expectations rise. The pace rarely slows. But what if becoming a better leader starts with doing the opposite? In the latest episode of The Leadership Habit, host Jenn DeWall is joined by entrepreneur and CEO Jordan Peace to explore how stillness can improve leadership clarity, decision-making, and connection. Their conversation challenges the belief that constant motion leads to better results and offers leaders a practical habit that supports long-term effectiveness. Meet Jordan Peace, CEO and Founder of Fringe Jordan Peace is the CEO and co-founder of Fringe, a husband, and a father of five. He describes himself as an ADHD entrepreneur navigating the realities of leadership, family life, and business growth at the same time. Jordan is also the author of an upcoming book titled Stop, which challenges modern addiction to speed, distraction, and hustle. His work focuses on helping leaders rediscover stillness, presence, and meaning in both their professional and personal lives. Rather than positioning himself as an expert who has everything figured out, Jordan openly shares that his interest in stillness stems from necessity. Like many leaders, he has experienced what happens when life moves too fast for reflection. Why Leaders Struggle to Slow Down Most leaders understand the value of slowing down. Yet few actually do it. Jordan explains that over-scheduling, constant communication, and endless task lists have become the norm. Leaders move quickly from one decision to the next without pausing to reflect, process, or connect. One reason stillness feels uncomfortable is that it forces leaders to feel. Without distractions, emotions surface. Stress, frustration, fear, or uncertainty become harder to ignore. For many high performers, staying busy becomes a way to avoid those feelings altogether. The cost of avoiding stillness shows up in leadership behavior. Leaders react instead of respond. They assume intent. They miss nuance. Over time, this creates unnecessary conflict, weakens trust, and strains relationships at work and at home. Stillness, Jordan argues, creates space to think more clearly and see situations with greater perspective. How Stillness Improves Leadership Clarity When leaders move too fast, decisions often become reactive. There is little room to consider context, explore alternatives, or seek understanding. Stillness slows the moment just enough to allow clarity to emerge. Jordan shares that slowing down helps leaders recognize the gray areas that are often missed in high-pressure environments. It supports better listening, stronger empathy, and more thoughtful problem-solving. This habit is especially important in leadership roles where decisions affect people, culture, and long-term outcomes. Taking time to pause reduces unnecessary tension and helps leaders respond with intention rather than impulse. A Simple Stillness Practice Leaders Can Start Today Stillness does not require hours of meditation or a complicated routine. Jordan emphasizes that the practice can be simple and accessible. He recommends starting with three steps: Choose a new physical space that is not associated with work or tasks Leave your phone behind to remove interruptions Bring only a pen and paper The goal is not productivity. There is no agenda or checklist. A helpful starting prompt is simple: What am I feeling right now? Not busy. Not overwhelmed. Actual emotions such as frustration, fear, hope, or gratitude. This question helps leaders move thoughts out of their heads and into awareness. Over time, it builds self-awareness and emotional intelligence, both essential leadership skills. How To Slow Down and Lead Better at Work Practicing stillness strengthens leadership in practical ways. Leaders who slow down are more likely to: Listen with intention Navigate conflict with clarity Build trust through presence Make better decisions under pressure Lead with empathy and consistency Stillness is not about doing less permanently. It is about creating the space needed to lead well. As Jordan explains, leaders are often forced to step back due to burnout, illness, or crisis. Choosing stillness earlier helps prevent those outcomes and supports sustainable leadership over time. Learn More From Jordan Peace To continue exploring Jordan’s work on stillness, leadership, and intentional living, you can follow and connect with him online. Jordan regularly shares insights on leadership, entrepreneurship, and navigating a fast-paced world with greater clarity and presence. Connect with Jordan Peace on LinkedIn Check out the How People Work podcast Be on the lookout for his upcoming book, Stop Start the Year With a Stronger Leadership Habit Stillness is a leadership habit that supports focus, connection, and long-term performance. It helps leaders show up with clarity and intention in an environment that rarely slows down on its own. To hear the full conversation with Jordan Peace, listen to this episode of The Leadership Habit and explore how stillness can strengthen the way you lead. If you want hands-on support in building leadership habits that improve communication, accountability, and decision-making, Crestcom can help. Request a complimentary two-hour leadership workshop at: 👉 https://crestcom.com/freeworkshop Sometimes, the most powerful step a leader can take is to pause, reflect, and choose their next move with intention.   The post How To Slow Down and Lead Better With Jordan Peace appeared first on Crestcom International.

As we close out a strong year for The Leadership Habit Podcast, we are revisiting three standout conversations that resonated most with listeners. These episodes sparked reflection, challenged assumptions, and gave leaders practical ideas they could use right away. This final post in our Best of 2025 series features a topic that matters in every workplace: trust. In this episode, host Jenn DeWall sits down with executive coach and culture strategist Andrea Wanerstrand to explore what it really takes to build trust in leadership. Their focus is refreshingly practical. Trust is not built through big speeches or one-time gestures. It is built through consistency in how leaders communicate, make decisions, and show up day after day. Andrea explains how inconsistency can create uncertainty and stress, even when leaders have good intentions. She introduces a simple leadership framework centered on Authenticity, Autonomy, and Accountability. Together, these behaviors help leaders create clarity, reduce fear-based reactions, and strengthen team performance over time. This episode is a strong reminder that trust is not a soft skill. It is a performance driver. When leaders lead with consistency, teams feel safer, communication improves, and people are more willing to take ownership and contribute ideas. We are grateful for the conversations we had in 2025 and excited to bring more fresh voices and real-world leadership insights in 2026. Until then, this episode is a powerful one to revisit if you want to lead with more clarity, confidence, and credibility. Listen to the Best of 2025 episode: The Secret to Building Trust in Leadership with Andrea Wanerstrand Ready to strengthen trust in your team? Request a complimentary two-hour leadership workshop at crestcom.com/freeworkshop. The post Best of 2025: Building Trust in Leadership with Andrea Wanerstrand appeared first on Crestcom International.

Best of 2025: Emotional Intelligence Still Matters in the Age of AI with Caroline Stokes As we close out a strong year for The Leadership Habit Podcast, we are revisiting three of the most impactful conversations from 2025. These episodes challenged conventional thinking, encouraged deeper reflection, and offered leaders practical insight for navigating change. Our Best of 2025 series brings these standout conversations back as we look ahead to new voices and ideas in 2026. The second episode in this series features leadership strategist and author Caroline Stokes. In Emotional Intelligence Still Matters in the Age of AI, Caroline explores the mindset shifts leaders must make to remain effective in a world shaped by artificial intelligence, climate disruption, and societal change. This conversation challenges outdated leadership models that prioritize speed and scale over emotional awareness. Caroline explains why emotional intelligence, radical listening, and trauma-aware leadership are not optional skills but core capabilities for leading in a polycrisis era. As technology reshapes work, leaders must focus just as much on how people experience change as on the change itself. Revisiting this episode is a timely reminder that the most future-ready leaders are those who combine adaptability with empathy and clarity. Rather than resisting uncertainty, Caroline encourages leaders to meet it with curiosity, courage, and a willingness to rethink how leadership systems are designed. We look forward to sharing more conversations with innovative and forward-thinking leaders in 2026. Until then, this episode remains one of the most important discussions of the year for leaders preparing for what comes next. Listen to the Best of 2025 episode: Emotional Intelligence Still Matters in the Age of AI with Caroline Stokes   The post Best of 2025: Emotional Intelligence Still Matters in the Age of AI with Caroline Stokes appeared first on Crestcom International.

Make a Purpose Pivot in the New Year As we wrap up another incredible year on The Leadership Habit Podcast, we are revisiting three of our most impactful conversations from 2025. These episodes sparked reflection, inspired change, and created real momentum for leaders across industries. To celebrate the year, we are launching a short series called Best of 2025. Our first featured episode returns to a listener favorite: How to Make a Purpose Pivot: Finding Balance and Fulfillment with Melissa Gonzalez. In this conversation, Melissa shares how leaders can step back, realign their energy, and redefine what meaningful success looks like. Her insights continue to resonate, especially during moments of transition and year-end reflection. This replay is the perfect reminder that leadership growth often begins with a pause. As you prepare for the year ahead, Melissa Gonzalez offers a powerful guide for reconnecting with intention and building a more balanced approach to work and life. We look forward to bringing even more innovative voices and fresh perspectives to The Leadership Habit Podcast in 2026. Until then, enjoy this standout episode and revisit the ideas that shaped our conversations this year.   The post Best of 2025: How to Make a Purpose Pivot with Melissa Gonzalez appeared first on Crestcom International.

Conflict is part of being human, but many leaders still struggle to approach difficult conversations in a healthy, productive way. Whether it shows up as tension on a team, discomfort around identity-based issues, or uncertainty about when to speak up, many professionals have never been given the tools to navigate conflict with confidence. In this episode of The Leadership Habit Podcast, host Jenn DeWall speaks with Dr. Jen Fry, a social justice educator, speaker, and researcher who helps individuals and organizations understand how identity, communication, and power dynamics shape the way we engage with one another. Through her deeply practical and accessible approach, she shows leaders how to build stronger relationships, develop healthy boundaries, and embrace conflict as an opportunity for growth. Meet Dr. Jen Fry, Conflict Literacy Expert Dr. Jen Fry is the founder of JenFryTalks, a social justice education firm that works with organizations, teams, and leaders to help them better understand race, identity, conflict, and communication. With a background in collegiate athletics, a doctorate focused on social justice and higher education, and years of experience coaching leaders through difficult conversations, Dr. Fry brings a grounded and approachable style to complex topics. She has worked with companies, universities, and sports organizations across the country, helping people understand how identity shows up in everyday interactions and how to communicate compassionately, directly, and effectively. Her work has been featured in The New York Times, ESPN, NPR, and other major outlets. Why Conflict Is Necessary for Growth Many professionals have been conditioned to think of conflict as something to avoid. Dr. Fry challenges this belief by explaining that conflict is not inherently harmful. It is simply a signal that something needs attention. When handled with clarity and care, conflict creates opportunities to repair, improve, and deepen relationships. She explains that conflict avoidance often comes from fear. People fear being misunderstood, disliked, or labeled as difficult. As a result, they gloss over issues that need to be addressed, causing those small moments to grow into long-term resentment. Healthy conflict, on the other hand, creates space for honesty, accountability, and trust. Dr. Fry emphasizes that leaders must get comfortable being uncomfortable. Growth requires willing participation in conversations that may feel awkward or tense. By learning to name what is happening, set appropriate boundaries, and stay present in the moment, leaders can strengthen their teams and reduce long-term friction. Understanding the Role of Identity Managing conflict requires understanding your own identity and how it shapes how you show up. Dr. Fry encourages leaders to consider how their lived experiences, cultural background, and social identity shape their lens. For example, someone who grew up in a family that avoided conflict may naturally default to silence. Someone who learned early in life that speaking up had negative consequences may hesitate to voice concerns. Someone who carries marginalized identities may navigate conversations with stakes or risks different from those of colleagues who hold more privilege. Recognizing these influences is not about judgment. It is about awareness. When leaders understand their own communication patterns, they can approach conflict more intentionally instead of reacting from old habits. Why Boundaries Are Essential One of the most powerful messages from Dr. Fry is that boundaries are not barriers. They are tools for clarity, safety, and mutual respect. Boundaries allow individuals to say what they need, articulate what is not acceptable, and protect their emotional and psychological well-being. Dr. Fry explains that many people struggle with boundaries because they confuse them with ultimatums. Boundaries are not threats. They are statements about what you can and cannot manage. For example: I can talk about this issue, but I need a few hours to process it first. I want to resolve this, but I cannot do that while being interrupted. I am willing to listen, but I will not participate if the conversation becomes disrespectful. Healthy boundaries help teams function more effectively. They reduce assumptions, prevent miscommunication, and build trust. Intent Versus Impact Another key insight Dr. Fry highlights is the difference between intent and impact. Good intentions do not erase harm. Leaders often justify their actions by explaining what they meant rather than acknowledging the other person’s experience. Dr. Fry recommends focusing on impact first. When someone is hurt, the priority is to understand the harm, take responsibility where appropriate, and repair the relationship. This approach builds credibility and strengthens team cohesion. How to Approach Difficult Conversations More Effectively Throughout the episode, Dr. Fry shares practical strategies leaders can use to navigate challenging conversations with more skill and confidence. A few include: Pause before reacting. Ground yourself in the moment. Get curious instead of defensive. Ask questions that help you understand the other person’s perspective. Avoid assumptions. Seek clarity instead of filling in the gaps. Focus on the behavior, not the person. Naming specific actions reduces blame and opens space for problem-solving. Practice reflective listening. Repeat back what you hear to ensure mutual understanding. These simple practices can shift even the most tense conversation into a constructive one. Why Emotional Regulation Matters Dr. Fry emphasizes that leaders must learn to regulate their emotions during conflict. This includes being aware of physiological responses such as tension, increased heart rate, or defensive body language. Emotional regulation allows leaders to stay present, think clearly, and communicate intentionally. She encourages leaders to develop a toolkit of grounding strategies. These may include mindful breathing, taking a brief pause, writing down thoughts before responding, or seeking support from a trusted colleague. Emotional regulation is not about suppressing feelings. It is about creating enough space to respond thoughtfully instead of reacting automatically. Where to Find More From Dr. Jen Fry Read her book: I Said No: How to Have a Backbone and Boundaries Without Being a Jerk  Visit her website: jenfrytalks.com LinkedIn: linkedin.com/in/jenfrytalks The Crestcom Connection At Crestcom, effective leadership requires courage, clarity, and the ability to navigate conflict with compassion. Our leadership development programs help leaders build the self-awareness, communication skills, and emotional intelligence needed to create strong, inclusive teams. Participants learn how to have difficult conversations, set healthy boundaries, and build environments where people feel respected and heard. These skills are essential for building trust and driving meaningful results. When leaders approach conflict with intention and care, they create cultures that are resilient, collaborative, and aligned. Take the Next Step Listen to the full episode with Dr. Jen Fry to learn how you can navigate conflict more confidently and strengthen your leadership presence. To bring these concepts to your team, request a complimentary two-hour leadership workshop at crestcom.com/freeworkshop.   The post How to Navigate Conflict and Set Boundaries at Work with Dr. Jen Fry appeared first on Crestcom International.

The latest episode of The Leadership Habit Podcast welcomes globally recognized leadership coach Will Linssen to discuss how leaders can drive measurable results through better coaching. Hosted by Jenn DeWall, this conversation explores what separates good leaders from great ones and why sustainable leadership growth depends on one crucial shift: moving from know-how to show-how. Leadership coaching has become one of the most effective ways to enhance results and strengthen teams, especially when paired with comprehensive leadership development programs. Meet Will Linssen, Executive Coach and Author Will Linssen is one of the world’s top executive coaches and the CEO of Global Coach Group. Named the world’s number one leadership coach by Global Gurus and the top coach trainer by Thinkers50, Will is also a Master Certified Coach through the International Coaching Federation (ICF), the highest professional designation in the field. He is a number one Amazon international bestselling author and serves as an advisor to the Harvard Business Review, shaping global conversations around leadership development, coaching, and performance growth. Will’s work has influenced more than 100,000 leaders worldwide through data-driven coaching frameworks designed to deliver measurable impact for leaders, their teams, and their organizations. Why Leadership Coaching Matters More Than Ever Leadership today is harder than ever. Teams are stretched thin, priorities are constantly shifting, and leaders are expected to balance results, engagement, and well-being all at once. As Jenn DeWall noted during the episode, “Being a leader today is challenging. Being a coach is hard, especially if you’re unfamiliar with the tools or best practices within it.” Will agrees—and he believes much of the problem starts with how we prepare people to lead. “Most people never got any education in people skills,” he explains. “They step into leadership roles without preparation, and organizations just say, ‘Now it’s up to you.’ It’s like becoming a parent with no manual.” That gap between what leaders know and what they actually do creates frustration, burnout, and disengagement. It’s why many leaders, despite their best intentions, struggle to truly develop their teams or sustain results. From Know-How to Show-How One of Will Linssen’s central insights is that most leaders don’t fail because they lack knowledge—they fail because they lack application. “Most leaders we work with already know the right thing to do,” he says. “The challenge isn’t know-how. It’s show-how—doing the right things consistently so it impacts the people around them.” When leaders are overwhelmed, buried in meetings, or constantly reacting to problems, their good intentions don’t translate into meaningful behavior. As Will puts it, “When things heat up, the show-how suffers, and that’s how leadership effectiveness suffers.” This approach echoes the principles discussed in Crestcom’s Be the Coach They Need training module, which focuses on helping leaders turn awareness into consistent behavior. By choosing just two key areas to improve—and committing to practice those behaviors daily—leaders can make visible, lasting progress. The Triple Win Approach At the core of Will’s method is the idea of a Triple Win—helping leaders grow, improving team performance, and achieving better organizational results simultaneously. He explains, “We reverse engineer success. We define what success looks like for the leader, the team, and the business, then build a plan to get there.” This data-backed approach has been tested with more than 100,000 leaders worldwide, achieving a remarkable 95% success rate in measurable improvement. Here’s how the framework works in practice: Choose two leadership growth areas. Focus on the skills that matter most to both the leader and their team—such as empowerment, decision-making, or stakeholder management. Create a business case for change. Show how improving in these areas benefits not just the individual leader but the entire team and organization. Engage coworkers in feedback. Involve team members in providing suggestions and observations about the leader’s growth areas. Implement and measure progress. Use quarterly reflections and pulse surveys to track improvement from the perspective of both the leader and the team. This process not only creates accountability but also builds shared ownership of the change. “Leadership,” Will emphasizes, “is about co-creating change with coworkers. When the leader and the team work together, performance must increase. It always works.” Building a Culture of Feedback and Accountability Even with a solid process, many organizations struggle with one key challenge—getting honest feedback. Employees often hold back from sharing candid observations out of fear of retaliation or hierarchy. Will’s advice is simple but powerful: create psychological safety from the start. “Before sending out a 360-degree survey, ask the leader to send an email inviting open and honest feedback,” he says. “When leaders show humility and curiosity, people respond with candor.” This step transforms a typical evaluation into a collaborative experience. Will adds, “When coworkers see that the leader is serious about improving and that their input is valued, they become part of the change process.” He also emphasizes combining quantitative data from surveys with qualitative insights from behavioral interviews. This two-part approach provides a complete picture of a leader’s strengths and development opportunities—and helps avoid blind spots that pure numbers can miss. Will’s approach also reinforces the value of building a coaching culture, where feedback, accountability, and trust fuel performance improvement at every level. Turning Feedback into Lasting Habits Of course, insight alone doesn’t drive change—action does. Will recommends that leaders invest about 2% of their monthly work time—roughly four hours—into reflection and implementation. “Five minutes a day and a little discipline go a long way,” he explains. This consistent, focused effort turns new behaviors into habits that eventually shape culture. Over time, leaders move from conscious practice to automatic execution, and their teams begin to mirror that growth. Jenn DeWall summarizes it well: “Leadership isn’t about grand gestures. It’s about small, consistent actions that improve how we think, behave, and interact.” Coaching Through Challenges Even the best coaching plans face resistance. Some leaders struggle to control emotions, others lose focus or motivation. Will stresses the importance of addressing these issues directly through honest conversation and self-reflection. “When something goes wrong, ask: what was the impact of my behavior?” he says. “You always have the right to be upset—but it comes with consequences. If you want better results, you have to choose different behavior.” That mindset—taking responsibility for one’s influence—is what separates average leaders from exceptional ones. As Will notes, “It’s not about perfection. It’s about progress. Pick two things you’re excited to improve, involve your team, and stick with it.” Creating a “We” Movement Perhaps the most powerful message from the episode is Will’s reminder that leadership is not a solo journey. “Leadership coaching for leaders getting better is actually simple,” he says. “It’s not about more know-how. It’s about show-how. And the coworkers are the holy grail of creating forward momentum—because now it becomes a we movement, not a me movement.” That shift—from self-improvement to collective growth—is what creates lasting cultural change. When leaders model vulnerability, consistency, and collaboration, their teams follow. Where to Learn More Listen to the full episode for all the great insights Will and Jenn have to offer! Then, to explore Will Linssen’s proven approach in greater depth, check out his book, Triple Win Leadership Coaching, available on Amazon and major booksellers. And if this episode inspires you to strengthen your own leadership skills, Crestcom offers a powerful next step. You can request a complimentary two-hour leadership workshop designed to help your team enhance decision-making, build trust, and increase accountability. Visit crestcom.com/freeworkshop to get started.   The post How to Drive Results as a Leadership Coach with Will Linssen appeared first on Crestcom International.

Every leader faces those moments that can make or break an opportunity. It may be asking for a raise, pitching a big idea, or addressing a room full of decision-makers. These high-stakes conversations require the ability to communicate with confidence! In this episode of The Leadership Habit Podcast, host Jenn DeWall sits down with Dia Bondi, a communications catalyst and author of Ask Like an Auctioneer: How to Ask for More and Get It. Together, they explore what it takes to prepare for those defining conversations where trust, influence, and outcomes are on the line. Whether you’re negotiating resources, inspiring your team, or advocating for change, Dia’s frameworks and insights reveal how to speak powerfully and how to be “absolutely clutch in clutch moments.” Meet Dia Bondi, Communications Catalyst Dia Bondi is a keynote speaker, coach, and communications expert who helps leaders and changemakers speak with authenticity and authority when it matters most. Her clients include global brands like Nike, Meta, Salesforce, and Dropbox, as well as entrepreneurs, executives, and athletes seeking to elevate their presence in high-pressure situations. As the author of Ask Like an Auctioneer: How to Ask for More and Get It, Dia combines storytelling, neuroscience, and negotiation strategy to help people push past fear and unlock their boldest communication potential. Her work has been featured on CNBC, NPR, and Forbes, and she’s known for helping professionals deliver messages that move audiences to action. Why High-Stakes Conversations Matter As Bondi explains, high-stakes moments aren’t just about closing a deal or landing a promotion; they’re about leadership itself. These are the situations where your communication can unlock decisions, resources, or opportunities that move your business and career forward. A high-stakes conversation could be a one-on-one with your boss, a pitch to a major client, or a keynote at a conference. What makes it high stakes is the combination of risk, visibility, and impact. These moments require you to build trust quickly, communicate with purpose, and guide others toward a decision. “Every high-stakes moment,” Bondi says, “is really an ask. You’re asking for engagement, for a decision, or for action, and how you prepare for that ask determines the outcome.” The Most Common Communication Mistakes In her two decades of coaching executives, startup founders, and leaders, Dia has seen several recurring missteps that undermine even the most talented professionals. 1. Rushing Through the Story Too often, leaders jump straight to the solution, listing features, metrics, or data, without slowing down to paint a compelling picture of why it matters. “The most powerful communicators,” Bondi explains, “don’t just describe a product or proposal. They invite the audience into a vision of what’s possible.” By taking time to describe the problem, future, and stakes, leaders create emotional engagement and tension that make the solution more valuable. 2. Focusing Only on Themselves Nerves and pressure can cause people to over-focus on their own objectives, like what they need, want, or fear. But as Bondi reminds us, “communication isn’t just about information transfer. It’s about connection.” Compelling storytelling shifts attention to the audience: their desires, frustrations, and motivations. When people feel seen and understood, they’re more likely to say yes. 3. Playing Too Small Many professionals limit themselves by asking for too little. Bondi challenges leaders to “ask big enough that you might get a no.” This approach, inspired by her experience as an auctioneer, helps leaders stretch beyond comfort zones and uncover what’s truly possible. If you get a no, you’ve found the boundary. If you get a yes, you’ve just achieved more than you thought possible. Building a Strategic Ask Behind every effective communicator is a strategic ask,  a clear understanding of what you’re requesting, who you’re asking, and when the timing is right. Bondi encourages leaders to check three elements before entering any high-stakes moment: The Right Ask: Are you requesting something you don’t already have? Don’t waste time asking for permission or support that’s already been given. The Right People: Identify who truly influences the decision. Sometimes it’s not the top decision-maker but a trusted ally who can advocate on your behalf. The Right Timing: Consider the broader context, including market conditions, organizational priorities, or competing pressures. The right message delivered at the wrong time can still fall flat. When you align these three factors, your message lands with far greater impact and credibility. Storytelling Frameworks That Work Under Pressure Dia Bondi’s genius lies in turning complex communication strategies into simple, repeatable frameworks. Two of her most powerful tools are the Blocker Buster and the Mirror Effect. These tools help leaders craft messages that resonate, persuade, and inspire. The Blocker Buster This four-part model is ideal for product pitches or team presentations where you need to frame a challenge and position your solution. Here’s what you want: Identify what your audience values most: growth, efficiency, innovation, reputation, or results. Here’s what’s getting in the way: Describe the blocker or barrier preventing them from achieving that goal. Here’s what I do: Introduce how your idea, service, or proposal removes that barrier. And so…: End with a direct ask or call to action. This structure builds logical and emotional momentum, helping your audience see you as the solution to their challenge. The Mirror Effect For more personal, one-on-one conversations, such as asking for a promotion, budget approval, or collaboration, the Mirror Effect emphasizes empathy and connection. I see you: Acknowledge their goals, pressures, and values. You see me: Share what matters to you and where your goals align. Because of that: Present your ask as a mutual opportunity. This framework transforms a transactional request into a collaborative partnership. It’s not manipulation, it’s alignment. As Bondi notes, “When you slow down, reflect back what you see in the other person, and connect it to your purpose, you create trust in real time.” Overcoming the Fear of Asking Fear is one of the most significant barriers to confident communication. The fear of rejection or being perceived as too assertive prevents many professionals from speaking up. Bondi’s advice? Stop waiting to feel neutral. “The most compelling leaders I’ve coached aren’t fearless,” she says. “They simply accept the intensity that comes with high-stakes moments and choose to show up big anyway.” Courage doesn’t mean calm; it means conviction. The goal isn’t to eliminate nerves but to channel them into focus and authenticity. Finding Your Leadership Voice At the heart of Bondi’s message is a reminder that technical skill isn’t enough. Accurate leadership communication requires finding your unique voice through the combination of values, tone, and presence that makes you memorable. “It takes a lifetime to sound like yourself,” she says. “You can master every framework, but your voice is what brings those tools to life.” Developing that voice takes practice, reflection, and feedback, the same ingredients that make effective leaders. Where to Find More From Dia Bondi Want to learn more from Dia or explore her work on high-stakes communication? Connect with her and discover her latest projects at the links below: Visit her website: diabondi.com Read her book: Ask Like an Auctioneer: How to Ask for More and Get It Listen to her Podcast: Lead With Who You Are Connect on LinkedIn Leadership Through Communication At Crestcom, we understand that communication is the cornerstone of leadership. Our leadership training programs help leaders develop the emotional intelligence and influence skills needed to succeed in high-stakes situations. Just as Dia Bondi teaches, powerful communication starts with preparation, awareness, and confidence in your own voice. Crestcom participants learn to translate those principles into action and drive measurable results for themselves and their teams. Step Into Your Next High-Stakes Moment with Confidence Every leader faces moments that test their communication and courage. The key is preparation, empathy, and a willingness to ask big. Listen to The Leadership Habit Podcast featuring Dia Bondi to discover how you can prepare for your next high-stakes moment and speak with clarity, confidence, and impact. From handling difficult conversations to inspiring organizational change, Crestcom’s leadership training provides the tools, practice, and accountability leaders need to communicate with purpose and clarity. Ready to strengthen your leadership voice? Request a complimentary 2-hour workshop to discover how Crestcom can help you and your team master confident communication. The post How to Prepare for High Stakes Conversations with Dia Bondi appeared first on Crestcom International.

In this episode of The Leadership Habit Podcast, host Jenn DeWall talks with Melissa Gonzalez, retail strategist, experiential designer, and author of The Purpose Pivot. Together, they explore how professionals and leaders can reconnect with what truly drives them—realigning their work, energy, and values to create a more fulfilling life. Gonzalez’s insights go beyond traditional career advice. She challenges the belief that constant busyness equals success and offers a practical roadmap for creating balance, purpose, and sustainable growth. Whether you’re leading a team or navigating your own next chapter, this conversation invites reflection on what it means to live and lead with intention. Why Every Leader Needs a Purpose Pivot Many leaders are running on autopilot—meeting after meeting, day after day—without pausing to ask if their actions truly align with their goals. In the podcast, Melissa Gonzalez explains that a purpose pivot is about stepping back, taking inventory, and asking: Am I creating the life I want to lead? Her inspiration for The Purpose Pivot came after a personal health crisis that forced her to slow down and reassess her priorities. Through that experience, she realized that wellbeing isn’t something to fit in “after work”—it must be part of how we lead and live every day. “Wellbeing shouldn’t be a side project,” Gonzalez says. “It deserves equal importance to your career growth.” The purpose pivot is about moving from busyness to impact—recognizing that filling your calendar isn’t the same as creating value. For leaders, this often means shifting from the mindset of doing more to doing what matters most. Overcoming the Challenge of Prioritizing Wellbeing Despite knowing the importance of rest and reflection, many high achievers still struggle to prioritize themselves. Gonzalez explains that this difficulty stems from how success is often measured—by how much we accomplish, not by how intentionally we live. She encourages professionals to ask key questions: Does this activity energize me or deplete me? Am I working out of obligation or genuine purpose? What would happen if I made space for reflection instead of rushing to the next task? In her book, Gonzalez includes an exercise where readers list what energizes them versus what drains them. This simple reflection often reveals patterns—time spent on tasks that deplete energy far outweighs the time spent on what brings joy or motivation. Taking time to reflect doesn’t slow progress—it fuels it. By giving yourself permission to pause, you create mental clarity, emotional balance, and stronger decision-making capacity. Building Trust in Yourself and Your Team As Gonzalez explains, purpose-driven leadership is rooted in trust—trust in others and trust in yourself. Many leaders resist delegating because they fear losing control or worry others won’t deliver at the same level. This lack of trust leads to burnout and exhaustion. True leadership, Gonzalez says, involves trusting your team to rise to the occasion while also trusting that you don’t have to carry everything alone. Jenn and Melissa also discuss self-trust, which can be even harder to cultivate. Self-trust means believing that you’ve prepared enough, done enough, and can let go when necessary. It’s recognizing when additional effort will no longer change the outcome and giving yourself grace to rest. Learning to delegate and release control not only improves wellbeing—it helps leaders model healthy behavior for their teams. When leaders demonstrate balance and confidence, others feel permission to do the same. How to Make Your Own Purpose Pivot Making a purpose pivot isn’t about quitting your job or overhauling your life overnight. It’s about intentionally adjusting how you spend your time and energy so that your daily actions reflect your long-term goals. Melissa Gonzalez outlines several strategies to begin this journey: Pause and Reflect. Schedule moments of quiet to check in with yourself. Reflection is not a luxury—it’s the foundation for clarity and creativity.  Define Your Why. As Simon Sinek famously said, knowing your “why” brings direction and motivation. Identify what excites you and where you feel most fulfilled.  Set Boundaries. Protect time for thinking, rest, and relationships. Saying no to what doesn’t align is an act of leadership.  Celebrate Small Wins. Break large goals into milestones—25%, 50%, 75%—and celebrate each one. Progress builds confidence and momentum.  Trust the Process. Growth takes time. Learn to let go of perfection and embrace progress instead. A purpose pivot is not about doing everything—it’s about focusing on what’s most meaningful. The Power of Reflection and Recalibration One of the most powerful lessons from The Purpose Pivot is the importance of reflection. Gonzalez reminds us that most leaders don’t stop long enough to acknowledge how far they’ve come. Without reflection, progress can feel invisible, leaving even accomplished professionals feeling stuck or unfulfilled. By pausing to celebrate small achievements, you reinforce your sense of purpose and prevent burnout. Gonzalez also emphasizes that transitions are recalibration moments—opportunities to reassess what’s working and what needs to change. Whether you’re starting a new role, leading a new team, or entering a new phase of life, these transitions offer a chance to adjust, grow, and realign. Where to Find More From Melissa Gonzalez Visit MelissaGonzalez.com Connect on LinkedIn Buy her book: The Purpose Pivot Leadership Growth Through Purpose: The Crestcom Connection At Crestcom, we believe that the most effective leaders combine professional competence with personal awareness. Leadership isn’t just about achieving results—it’s about understanding yourself and guiding others with purpose, empathy, and authenticity. Crestcom’s leadership training programs are designed to help leaders make their own purpose pivot. Through monthly learning experiences, practical action plans, and accountability coaching, participants learn to balance ambition with wellbeing—creating teams that thrive on trust, collaboration, and continuous growth. Like Melissa Gonzalez’s message, Crestcom’s approach to leadership development centers on reflection and application. Leaders are encouraged to identify what energizes them, build emotional intelligence, and focus on meaningful impact instead of mere activity. The result is not just better leaders—but stronger organizations and healthier workplace cultures. Take the First Step Toward Purpose-Driven Leadership A purpose pivot isn’t a one-time event—it’s an ongoing practice of alignment between your values, goals, and actions. As Melissa Gonzalez reminds us, success isn’t about how much you do, but about how intentionally you live and lead. Listen to the full episode of The Leadership Habit Podcast featuring Melissa Gonzalez to discover how to make your own purpose pivot and begin leading with clarity and confidence. Ready to explore your own leadership journey? Visit crestcom.com/freeworkshop and request a complimentary leadership workshop for your team!  Frequently Asked Questions  What is a purpose pivot? A purpose pivot is a moment when you pause, reflect, and realign your career or leadership approach to better match your values and long-term goals. How can leaders balance success and wellbeing? By redefining productivity, setting boundaries, delegating effectively, and prioritizing self-care alongside professional achievement. Why does self-trust matter in leadership? Self-trust allows leaders to make confident decisions, delegate without guilt, and recover from setbacks with resilience. How can Crestcom help me grow as a purpose-driven leader? The Crestcom LEADER program helps leaders develop emotional intelligence, communication skills, and self-awareness through experiential learning and accountability.   The post How to Make a Purpose Pivot: Finding Balance and Fulfillment with Melissa Gonzalez appeared first on Crestcom International.

On the latest episode of The Leadership Habit Podcast, Jenn DeWall sat down with aviation executive, trailblazer, and author Stephanie Chung to discuss one of the biggest challenges leaders face today: how to lead people who are not like them. Stephanie is the author of the new book Ally Leadership: How to Lead People Who Are Not Like You, which provides a practical framework for leaders who want to get the best results from diverse teams. In this episode, she shares her philosophy of Ally Leadership and explains why learning how to lead people across differences is not just about diversity, equity, and inclusion—it is about return on investment. Meet Stephanie Chung Stephanie Chung began her aviation career working at Boston Logan Airport, parking planes and handling luggage. From there, she rose through the ranks, becoming a top sales executive, then moving into private aviation, where she eventually sold and oversaw the sales of private jets. Her career milestones include becoming the first Black person in U.S. history to lead a major private aviation company as President of JetSuite. She later became the founding Chief Growth Officer at Wheels Up, helping take the company public—the first private jet company in the United States to do so. Today, she is an international bestselling author, keynote speaker, board member, and coach to Fortune 500 executives. Stephanie has also been named to the Ebony Power 100 list and recognized as one of the top 500 CEOs by the respected consultancy YPO. Her journey reflects not only professional success but also resilience, courage, and a commitment to helping leaders everywhere learn how to lead people across differences through the practice of Ally Leadership. Why Leading People Who Are Not Like You Matters Modern workplaces are changing faster than ever. Stephanie explains that today’s leaders face challenges never seen before. “If you are a leader worth your salt, your job is to make sure that you get the best people in the best position to get the best result. That’s the job of a leader.” What makes that more challenging now is the sheer range of diversity within the workforce. As Stephanie describes, six generations are now working side by side—from Boomers to Gen Z. Gender dynamics have shifted, and ethnic and cultural diversity is increasing. Organizations are more aware of the contributions from LGBTQ+ professionals and neurodiverse employees. This variety of backgrounds and perspectives can lead to misunderstandings if leaders rely on a one-size-fits-all approach. But when leaders embrace differences, the benefits are measurable. “Diverse teams are 35% more productive, diverse teams have a 70%… more likely to actually be more innovative, and diverse teams are 36% more profitable.” The takeaway is clear: learning how to lead people who are not like you is no longer optional. It is a requirement for leaders who want to deliver results. The Ally Framework At the heart of Stephanie’s philosophy is her book Ally Leadership: How to Lead People Who Are Not Like You. She defines Ally Leadership as the ability to create trust, curiosity, and action in diverse environments. The ALLY framework is simple but powerful: Ask – Leaders must ask thoughtful questions and avoid assuming they know what their team needs. Listen – Active listening is more than waiting for your turn to speak. It requires paying attention to what is said and what is not said. Learn – By asking and listening, leaders naturally learn. This learning helps them adapt and grow. You Take Action – Learning without action accomplishes nothing. Ally leaders follow through and implement change. “That’s the secret sauce here to getting the result out of your people”, Stephanie explained. By practicing Ally Leadership, leaders build stronger relationships, create safe environments for contribution, and encourage teams to innovate. The EARN System In addition to the ALLY framework, Stephanie developed the EARN system, a step-by-step approach to building high-performing teams: Establish an environment of psychological safety. Assure alignment so everyone knows how they contribute to company success. Rally the troops around a vision, not just a to-do list. Navigate the future by guiding teams through change and challenges.  Stephanie notes that misalignment is expensive and disengaged employees are costly. The EARN system gives leaders practical tools to align teams and build momentum toward shared goals. Final Takeaways Leadership is never easy, but Stephanie believes it does not have to be overly complicated. “When you have to have an honest conversation about it… it’s not as hard or as complicated as people have told you it is. Utilize the talents that you have around you because they too have gifts and talents”. Her advice is clear: stop trying to do it all yourself. By becoming an ally leader, you can unleash the potential of your entire team. Where to Find More From Stephanie Chung Connect on LinkedIn Visit her website: stephaniechung.com Buy her book: Ally Leadership: How to Lead People Who Are Not Like You Listen to the Full Episode To hear more from Stephanie Chung, including her insights on curiosity in leadership and building psychologically safe teams, listen to the full episode of The Leadership Habit Podcast. At Crestcom, we believe leadership is a journey, not a destination. That’s why we offer a complimentary leadership skills workshop for organizations that want to sharpen their leadership practices. In just two hours, you will walk away with tools to improve decision-making, build trust, and create accountability across your team.   The post How to Lead People Who Are Not Like You with Stephanie Chung appeared first on Crestcom International.

What will it take to lead in the year 2030? In this episode of The Leadership Habit Podcast, Crestcom’s Jenn DeWall speaks with leadership strategist and author Caroline Stokes about the critical mindset shifts leaders must make to stay relevant in a world defined by artificial intelligence, climate disruption, and societal transformation. From emotional intelligence to radical listening and future-ready leadership systems, this conversation challenges old paradigms and offers a practical path forward. Caroline invites leaders to step into the uncertainty—not with fear, but with curiosity, courage, and the willingness to reinvent themselves and their organizations. Meet Caroline Stokes Caroline Stokes is an executive recruiter, leadership coach, futurist, and the founder of Workplace EQ. She is the author of Elephants Before Unicorns: Emotionally Intelligent HR Strategies to Save Your Company and her most recent book, AfterShock to 2030: A CEO’s Guide to Reinvention in the Age of AI, Climate, and Societal Collapse. Drawing on decades of experience at companies like Sony and Disney, Caroline now works with founders, boards, and executives to build emotionally intelligent, trauma-aware, and adaptive leadership systems. She has spoken at the World Bank and the United Nations, and her insights appear in Harvard Business Review, Fast Company, and other leading publications. Leadership in a Polycrisis Era Caroline begins by identifying the defining feature of our current moment: we’re living in a polycrisis era—an interconnected web of challenges that include AI disruption, climate change, economic instability, and societal unrest. “We all have to reinvent our nervous system to be able to evolve in this particular age,” she explains. “It means doing it at a much faster pace than ever before.” This isn’t just about learning new technology. It’s about changing the way leaders show up emotionally, psychologically, and strategically. Traditional models of top-down leadership are no longer effective in an environment where employees are under unprecedented levels of stress. The Emotional Reality of Leadership in the Age of AI Many leaders today are navigating exhaustion, outrage, and anxiety—right alongside their teams. Caroline explains that many people are stuck in a stress response: fight, flight, freeze, or fawn. She says:  “We’re all pretty much paralyzed in some way to understand and comprehend the challenging environment that we see ourselves in.” This emotional context cannot be ignored. Whether it’s burnout, distrust, or the rising cost of living, Caroline emphasizes that leadership is emotional and psychological. CEOs can no longer separate performance from well-being. Caroline asks:  “If you haven’t got the basics satisfied, how can you expect people to perform at a high level?” This is a direct challenge to leaders who try to motivate with perks or platitudes. A free yoga class won’t matter if your employees are worried about putting food on the table. Why Emotional Intelligence Still Wins Even in the age of artificial intelligence, emotional intelligence remains the most human and most powerful leadership skill. “AI is not emotionally intelligent. It can’t show empathy. It doesn’t care. That’s still our job.” Caroline urges leaders to go beyond performative empathy and instead practice radical listening—a deliberate effort to create space for honest feedback, without judgment or fear. “We’re trying to understand where the themes are, where the gaps are, where the opportunities are… and to put everybody’s ego on the line.” This shift isn’t about being soft. It’s about being real, responsive, and ready to act on what your team actually needs. Reinventing the CEO Mindset To lead through disruption, CEOs must embrace what Caroline calls a “blank slate” mindset. That means letting go of outdated goals and assumptions—especially those tied to unbridled growth. She explains:  “We have left the old paradigm. The past is firmly in the past. We’re in a new paradigm, and it requires us to have a different mindset.” Caroline explains that growth targets and OKRs rooted in pre-pandemic expectations are no longer realistic—or responsible. “We’re not going to achieve growth right now. The world that we had previously experienced in previous decades just isn’t happening anymore.” Instead, leaders should build future-ready leadership systems that reflect current realities. That includes involving employees in shaping new goals, acknowledging the emotional toll of change, and aligning strategies with both performance and sustainability. Hope Is a Leadership Strategy With all the uncertainty ahead, is there still room for hope? Caroline says yes—but it must be grounded in reflection, not toxic positivity. “Hope can only be found once you’ve actually done the work.” In her book, AfterShock to 2030, she provides CEOs with tools to reflect, reset, and reimagine their leadership approach. The goal is to create transformation—not just for the organization, but for the individuals within it. “If we don’t have that hope, how are we… It’s very hard for people to get out of bed in the morning.” Leadership today demands resilience, self-awareness, and a willingness to change. And for those willing to do the work, Caroline believes there is a real opportunity to lead with purpose and make a meaningful impact. Where to Connect with Caroline Stokes Want to learn more from Caroline? Here’s where to find her: Check out her website: theforward.co Buy her latest book: AfterShock to 2030 Listen to her Podcast: Aftershock: Leadership for the Fifth Industrial Revolution Connect on LinkedIn: Caroline Stokes Want to Build More Emotionally Intelligent Leaders? At Crestcom, we help organizations develop the soft skills that drive hard results. Our interactive leadership development programs empower managers to lead with curiosity, compassion, and confidence. If you are interested in learning more, get started with a free, live-facilitated leadership skills workshop for you and your team. Click here to learn more: crestcom.com/freeworkshop Listen to the Full Episode This episode of The Leadership Habit is packed with insight, strategy, and a fresh perspective on what leadership must look like to thrive in the future! 🎧 Listen now: The Leadership Habit Podcast  If you found this conversation valuable, share it with someone ready to lead with purpose in the face of change.   The post Emotional Intelligence Still Matters in the Age of AI with Caroline Stokes appeared first on Crestcom International.

It’s Not Personal — It’s Generational! Managing a multigenerational workforce is one of the biggest challenges facing leaders today. With five generations working side by side, the workplace is more diverse than ever. From Traditionalists to Gen Z, there are significant differences in terms of values, communication preferences, and expectations. In this episode, host Jenn DeWall interviews generational expert and keynote speaker Karen McCullough to explore how leaders can build stronger, more connected teams across generations. If you’re looking for insights on leading Gen Z employees, adapting leadership styles, and building trust across age groups, this episode is a must-listen. Meet Karen McCullough Karen McCullough is a conference keynote speaker and a generational expert and workplace strategist who helps leaders and teams navigate today’s fast-changing workplace. Her signature message, “It’s Not Personal, It’s Generational,” blends humor, research, and real-world stories to unpack what drives each generation.  With a background in branding and business, Karen shares practical insights that help organizations break down barriers, spark connections, and build cultures that work. She’s worked with top companies across North America, including Procter & Gamble, McDonald’s, and MD Anderson. The Generational Breakdown: Who’s at Work Today? Karen offers a snapshot of the five generations currently shaping today’s workforce: Traditionalists/Silent Generation (1928–1945): Top-down leaders who shaped early corporate structure after WWII. Baby Boomers (1946–1964): Built hierarchical organizations and a strong work ethic. Gen X (1965–1979): Advocated for work-life balance, often overlooked in generational discussions. Millennials (1980–1996): Emphasized empathy, inclusion, and purpose at work. Gen Z (1997–2010): Digital natives who expect flexibility, fast feedback, and meaningful work. “Every generation brings change,” Karen says. “But Gen Z? They’ve been coached by their parents, their podcasts, and their peers. They’re forming their own opinions—and they’re not afraid to expect more from work.” Coaching Is the New Leadership Style Karen emphasizes that today’s leaders can’t rely on old-school management tactics. Gen Z enters the workplace with strong values and high expectations—but not always the soft skills or organizational experience leaders assume. Leaders need to shift from managing to coaching. Instead of giving someone a deadline and walking away, Karen explains, leaders must guide their team through the process, ask good questions, and provide developmental support. “To be a leader today, you have to be a therapist.” Companies that invest in coaching skills for managers are more likely to retain Gen Z talent and build resilient, productive teams. What Gen Z Wants in the Workplace Forget free snacks and trendy office spaces. Gen Z is focused on: Mental health support Work-life integration Inclusive and values-driven culture Daily pay options Recognition and a sense of belonging Karen shared examples of Gen Z employees who leave jobs for small pay increases—or pursue multiple side hustles, including with competitors. These behaviors reflect a desire for flexibility and fulfillment, not just compensation. One company in Houston that Karen interviewed stands out for retaining young talent. During interviews, they tell candidates: “We want you here for a lifetime.” That kind of clarity and commitment from the start sets the tone for long-term success. Building Trust and Leading with Curiosity Trust is foundational in leading across generations. Karen notes that both sides—leaders and younger employees—often hold skepticism about one another. Some leaders worry Gen Z will quit after lunch. Meanwhile, young professionals often hesitate to ask questions for fear of looking unqualified. This creates a communication gap that hinders productivity and connection. Jenn offers a practical reminder: “When you’re furious, get curious.” Karen agrees, emphasizing that curiosity and compassion are key to understanding and retaining talent. If you want openness and engagement from your team, you must create a culture where it’s safe to be honest—without fear of judgment. The Challenge of Leading a Multigenerational Workforce Balancing the needs of Baby Boomers, Gen X, Millennials, and Gen Z in one workplace can feel overwhelming. Each group has different communication styles, career expectations, and values. For example, Boomers often value loyalty and structure, while Millennials and Gen Z want flexibility, purpose, and continuous feedback. Without a thoughtful approach, these differences can lead to tension, misunderstandings, and increased turnover.  That’s why multigenerational leadership training is becoming a priority for many organizations. By learning to adapt their style, today’s leaders can bridge the gap, improve collaboration, and create cultures where every generation feels valued. Keep Learning, Keep Growing With AI accelerating change, coaching and emotional intelligence are more critical than ever. Karen’s final message is clear: the future belongs to those who adapt and keep learning. “If we keep learning, if we become better coaches, if we tap into our emotional intelligence—what harm can it do? It can only do good.” Whether you’re a CEO, middle manager, or HR leader, embracing generational differences at work isn’t just about retention—it’s about creating a workplace where everyone can thrive. Where to Find More From Karen McCullough Connect on LinkedIn Visit her website: karenmccullough.com Buy her book: Generations Rock Stay tuned for her next book: It’s Not Personal, It’s Generational  And, of course, listen to the full episode to hear all of Karen’s insights! How Can Crestcom Help You Lead a Multigenerational Workplace? Crestcom can help leaders manage the challenges of a multigenerational workforce! Our leadership training programs equip managers with the tools and techniques necessary to build strong teams, understand generational differences, and create an inclusive culture that works for everyone. Request a complimentary leadership skills workshop to learn how to coach, connect, and retain talent from every generation.     The post Leading the Multigenerational Workforce with Karen McCullough appeared first on Crestcom International.

Leaders know that keeping a team innovative is easier said than done. The pressure to deliver results, stick to timelines, and avoid mistakes can stifle the very creativity that sparks breakthrough ideas. But what if leaders could borrow a proven process from one of the most successful creative teams in entertainment history? In a recent episode of The Leadership Habit Podcast, Rob Kutner and John Krewson shared how the Saturday Night Live (SNL) approach to creating sketches can inspire leaders to spark creativity, embrace iteration, and launch winning ideas. Meet John Krewson and Rob Kutner John Krewson is the founder and CEO of Sketch Development Services, a two-time member of the Inc. 5000 list, and a former comedian who even appeared on an episode of SNL in 1997. With a background in both entertainment and software development, John has a unique perspective on how to blend creativity and business strategy. Rob Kutner is an award-winning comedy writer for The Daily Show with Jon Stewart, Conan, and more. For the past six years, he has taught sketch comedy writing at Loyola Marymount University’s School of Film and Television. Together, John and Rob co-authored Pitch, Sketch, Launch, a book that applies the principles of sketch comedy to team innovation. 1. Start with a Flood of Ideas On SNL, the week kicks off with a high-energy pitch session where anything goes. As John described, “This is a no-holds-barred, no ideas are bad ideas brainstorming session.” Around 100 ideas are generated, knowing that only a handful will make it to air. Leaders can use this approach by creating safe spaces for idea generation where quantity comes before quality. Removing judgment in the early stages gives your team the freedom to think bigger. Try this: Schedule a weekly 30-minute “idea jam” with no evaluation—just contribution. 2. Iterate Quickly and Often John emphasized that creativity is rarely instant perfection: “The best solutions do not emerge fully formed from the thigh of a great leader.” Instead, they’re the product of steady, incremental improvement. In business, this is an essential creative leadership strategy. Keep projects small and self-contained so you can evaluate, adjust, and move forward without being bogged down by weeks of sunk effort. Try this: Break projects into two-week sprints with a review session at the end of each cycle. 3. Create the Freedom to Fail Rob pointed out that in comedy, mistakes are part of the process: “Freedom to make bad pitches” is a core value. Even seasoned professionals start with “not this, but something like it” ideas to spark the right solution. For leaders, encouraging failure in early stages prevents fear from killing creativity. Make it clear that less-than-perfect ideas are stepping stones to the winning concept. Try this: Reward contributions to the process, not just final results. Publicly acknowledge when a “bad” idea inspired a breakthrough. 4. Keep the Boss Out—At First Reflecting on his own career, Rob shared that hierarchy can unintentionally stifle creativity: “We couldn’t really pitch when Conan was in the room.” Even with a supportive leader, the pressure to impress can limit bold thinking. Leaders should step back in the early creative phases, then rejoin when ideas are ready for refinement and alignment with business goals. Try this: Assign a peer facilitator for brainstorming sessions and review ideas as a group later. 5. Stay Anchored to End-User Value Rob also stressed the importance of keeping the audience—or in business, the end user—front and center: “Is this enhancing the desired end user value?” On SNL, the metric is simple: did it make people laugh? In business, your “laugh” is the value your customer receives. Try this: Define your team’s “end-user value” and revisit it during every project review. Where to Find More From John and Rob You can connect with John Krewson on LinkedIn, or learn more about John’s work at sketchdev.io and find Pitch, Sketch, Launch on Amazon in print, e-book, and audiobook formats. In the audiobook, you’ll hear sketches performed by a comedy team—bringing their concepts to life in a fun and memorable way. Rob can be found on LinkedIn and at robkutner.com, where he shares his comedy and writing projects. Bring More Creativity to Your Leadership Crestcom’s leadership training programs are designed to help leaders apply practical strategies—like the ones shared here—to inspire innovation, strengthen teams, and achieve results. In our interactive workshops, you’ll learn proven techniques to foster leadership and creativity, build trust, and adapt quickly to change. Discover how you and your team can unlock your creative potential—request a complimentary leadership skills workshop today.   The post Pitch, Sketch, Launch Your Team’s Creativity with John Krewson and Rob Kutner appeared first on Crestcom International.

Burnout is more than just feeling tired. It is a signal that something deeper needs to change. In this episode of The Leadership Habit Podcast, Crestcom’s Jenn DeWall sits down with keynote speaker, coach, and former attorney Michelle Niemeyer to explore how leaders can prevent workplace burnout by reconnecting with purpose and prioritizing what lights them up. Michelle spent over three decades in a legal career before hitting a wall. After healing from chronic stress and an autoimmune diagnosis, she now helps professionals and organizations boost resilience and thrive without sacrificing well-being through her framework, The Art of Bending Time. Why Leaders Need to Model Burnout Prevention One of the most impactful ways to prevent burnout in the workplace is for leaders to model the behavior they want to see. If managers regularly push through exhaustion, skip breaks, or avoid delegation, their teams are likely to follow suit. Michelle emphasizes that self-awareness and healthy boundaries are not just personal habits; they are leadership skills. When leaders actively prioritize well-being, they create a more resilient and productive work culture. This not only helps reduce burnout in high achievers but also improves team engagement, decision-making, and retention. Here are some key takeaways from this episode:  Key Takeaway #1: Burnout Isn’t Just a Work Problem Michelle challenges the narrow view that burnout is purely a workplace issue. “We live whole lives. We’re not a lobotomized person… Everybody has stresses at work, and everybody has stresses at home.” She refers to the World Health Organization’s definition of burnout as “a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.” But she adds: “First of all, I’m gonna tell you not to blame yourselves. Because that definition kind of sounds like it’s your fault and it’s not.” Instead, Michelle urges leaders to look beyond their job title to understand their deeper emotional and mental needs and recognize the signs of burnout. Key Takeaway #2: Clarity is Key to Recovery Michelle’s method for overcoming burnout starts with identifying what truly lights you up. She uses a guided visualization exercise with her clients to uncover moments of joy from childhood and adulthood. These insights are then used to reimagine how work and life can align more closely. “If you know what lights you up… you can choose to bring those feelings into your day, even if it’s just a few times a day.” According to Michelle, clarity about personal values and goals is what ultimately creates the conditions for resilience. Key Takeaway #3: Perfectionism and Pressure Make Burnout Worse Burnout in high achievers is a common phenomenon. In the episode, Jenn and Michelle discuss the unrealistic expectations that many leaders place on themselves. “You can do anything, but you cannot do everything,” Jenn says. “Your priorities are going to shift on any given day.” Michelle adds that burnout is often fueled by chasing goals that don’t actually matter anymore. “Sometimes just taking that weight off yourself—because people just pile on other people’s expectations and goals that maybe don’t fit them anymore… it makes your life very different.” She describes how many clients carry long-held expectations that no longer reflect who they are or what they want. Key Takeaway #4: Micro Moments Can Shift Everything The idea of work-life balance often feels out of reach, but Michelle believes small moments of connection and joy are powerful tools in burnout prevention. “You’re not getting it at work. You can make the point of getting it outside of work. You can get it at lunch. You can get it when you stop at the store.” Jenn agrees: “It could be like going over and striking up a conversation with my neighbor or maybe just like having a joke or laugh with someone at the grocery store.” When you are experiencing burnout, finding joy in small, meaningful ways helps shift your relationship with stress. Michelle explains: “A lot of the impact stress has on us is not really about the stress. It’s about how we perceive the stress.” Leadership Development That Aligns with Purpose Burnout prevention requires more than wellness tips or time management hacks. It involves developing leadership skills that foster clarity, connection, and a sense of purpose. That’s why Crestcom’s leadership training programs help leaders explore mindset, motivation, and meaningful goals, while learning how to manage stress and lead more effectively. By aligning leadership development with personal values and team needs, organizations can create a culture where everyone has the tools to thrive. Michelle’s work reminds us that thriving leaders build thriving teams. Connect with Michelle Niemeyer Want to explore Michelle’s tools for building clarity and resilience? She offers multiple ways to stay connected: Text CLARITY to 33777 (or follow this link) to access her free clarity exercise and join her community Visit her website: michelleniemeyer.com Connect on LinkedIn Her resources include guided assessments, mastermind sessions, and coaching programs that help high achievers prevent burnout and rediscover purpose. The Connection Between Leadership and Burnout At Crestcom, we believe that preventing burnout starts with better leadership. Our complimentary leadership skills workshop is designed to help leaders build trust, improve communication, and work smarter, not harder. Ready to align your leadership with what matters most? Request your free workshop today Listen to the Full Episode To hear the whole conversation between Jenn DeWall and Michelle Niemeyer—including a powerful guided clarity exercise—tune in to The Leadership Habit Podcast: How to Overcome Burnout by Aligning with What Matters Most with Michelle Niemeyer. And if you found this episode helpful, be sure to share it with a friend or colleague who might be struggling with burnout.   The post How to Overcome Burnout by Aligning with What Matters Most with Michelle Niemeyer appeared first on Crestcom International.

What happens to a business when its founder is ready to step away? Too often, legacy companies are absorbed, shuttered, or changed beyond recognition. But what if there were a better way—one that preserves the company’s culture, protects jobs, and gives employees a meaningful stake in its future? In this episode of The Leadership Habit podcast, host Jenn DeWall sits down with John Abrams, co-founder of South Mountain Company and author of From Founder to Future, to explore the growing movement of employee-owned businesses. Whether you’re a business owner planning for succession, a leader interested in sustainable growth, or simply curious about new organizational models, this episode is a must-listen. Meet John Abrams, Founder and Author John Abrams founded South Mountain Company in 1973 and spent nearly 50 years turning it into one of the highest-scoring B Corps in the world. In 1987, he transitioned the company to a worker cooperative—at a time when there were only a dozen such businesses in the U.S. Today, he’s a leading voice on employee ownership and runs a consulting firm helping others do the same. “My only goal was to leave the company in the best shape it’s ever been,” Abrams reflects. “And as I look at it now, it’s in better shape than that.” Employee Ownership Isn’t Just a Trend—It’s a Solution Employee ownership isn’t just a feel-good concept—it’s a proven way to address economic inequality, increase engagement, and build more resilient businesses. Abrams highlights the stark economic disparity that has grown over the past few decades, pointing out that at the end of the 1970s, the typical corporate CEO earned roughly 20 times the typical worker’s salary. Today, that ratio is more than 250 to 1. This widening gap has left many workers feeling disillusioned and undervalued. In contrast, employee-owned companies offer a model where profits, decision-making, and purpose are shared more equitably among employees. Studies have shown that these organizations tend to have higher retention, better morale, and stronger long-term performance. In a moment when Americans are seeking more stability and fairness at work, employee ownership offers a powerful solution. There’s More Than One Path to Ownership Many leaders assume that converting to employee ownership means launching an ESOP—and nothing else. But as Abrams explains, there are three primary structures: ESOPs (Employee Stock Ownership Plans), which are tax-advantaged and ideal for larger businesses Worker Cooperatives, which emphasize democratic governance and are common in smaller organizations Employee Ownership Trusts, popular in the UK and gaining traction in the U.S., which allow founders to sell their companies to employees through a trust structure Abrams urges founders to explore all options: “There’s no right answer to this. Every business is different. Each has its own culture, its own values, its own aspirations.” By understanding these pathways, leaders can choose the structure that best aligns with their company’s size, goals, and values, ensuring a smoother transition and greater long-term success. Succession Planning Is an Urgent Need According to Project Equity, nearly half of privately held businesses in the U.S. are owned by people over the age of 55. That means millions of businesses will change hands or cease to exist over the next 15 to 20 years. Yet most small businesses have no succession plan in place. Abrams calls this a silent crisis: “Trillions of dollars will change hands in the coming years, and many of those businesses will close or be sold to private equity. Employee ownership offers another way.” Instead of shuttering companies or watching their missions erode under new ownership, founders can consider selling to their employees. This protects jobs, preserves local economies, and honors the culture they’ve worked so hard to build. It’s not just succession—it’s legacy planning. Culture Matters More Than Control One of the most surprising myths about employee ownership is that it leads to chaos or a lack of leadership. Abrams flips that idea on its head: “Employee-owned companies need stronger leadership, not weaker. The key is separating what decisions owners make from what managers lead.” He also encourages business owners to view every new hire as a potential owner, which shifts how companies recruit and develop talent. Hiring for long-term alignment, rather than just immediate skills, ensures a stronger culture over time. Culture is one of the strongest predictors of employee engagement, and that’s critical right now. Gallup’s 2025 State of the Global Workplace report shows that only 21% of employees worldwide are actively engaged at work. Companies that create a sense of shared purpose, transparency, and involvement—hallmarks of employee-owned businesses—have a significant competitive edge when it comes to attracting and retaining top talent. Redefining Growth for a Sustainable Future Many leaders are pressured to pursue growth for growth’s sake, but Abrams argues for a more mindful approach. “There’s another word besides growth—and that is ‘enough.’ Sometimes, enough is enough.” He challenges the notion that success is only measured by expansion or shareholder returns. Instead, he encourages leaders to define growth in terms of depth, not just scale: getting better, not just bigger. This mindset isn’t anti-profit. In fact, it can lead to more sustainable, values-aligned success. Abrams calls it the “triple bottom line”: profit, people, and planet. Companies that adopt this framework prioritize long-term health, community well-being, and employee satisfaction, rather than pursuing quarterly wins at all costs. As he puts it, “The ideology of continuous growth… that’s the ideology of the cancer cell.” True leadership means knowing when growth serves the mission—and when it undermines it. Why It Matters Leadership isn’t just about profits—it’s about purpose and legacy. This episode is a timely reminder that how we structure businesses has a direct impact on employee engagement, community resilience, and long-term sustainability. As Abrams puts it, “We can all share in the bounty.” Employee ownership isn’t a radical concept—it’s a practical solution for preserving what matters most in business: people, culture, and impact. Where to Find More from John Abrams Buy his book: From Founder to Future: A Business Roadmap to Impact, Longevity, and Employee Ownership.  Check out his consulting firm, Abrams & Angell Connect on LinkedIn  Looking to strengthen your leadership bench or plan for long-term success? 🔗 Request a Complimentary Leadership Skills Workshop   The post Why Employee Ownership Matters More Than Ever with John Abrams appeared first on Crestcom International.

How can companies improve customer experience in a world where expectations are constantly evolving? In this episode of The Leadership Habit podcast, host Jenn DeWall sits down with internationally recognized customer service expert Lisa Ford to explore how leaders can create a culture that drives customer loyalty, boosts satisfaction, and strengthens relationships with both new and existing customers. Lisa shares simple ways organizations can provide great customer service. This can be done online, in person, and on social media. Every interaction should add value and encourage customers to return. Meet Lisa Ford, Customer Service Expert Lisa Ford is a globally recognized customer service expert, keynote speaker, and author of Exceptional Customer Service: A Guide to Delivering Exceptional Service. She created the bestselling video series “How to Give Exceptional Customer Service,” which held the #1 spot in the U.S. training market for five consecutive years.  Lisa has advised major companies, including Pfizer, Viacom, and Kaiser Permanente, and was inducted into the Speakers Hall of Fame in 2002. She currently serves as a faculty member at Crestcom International, where she helps leaders create lasting impact through exceptional customer relationships. Customer Loyalty Begins with the Experience According to Lisa, loyalty goes beyond a single transaction. It’s about building a meaningful connection that lasts. Customers may love your products or services, but if they don’t feel valued, they won’t stay loyal for long. “A happy customer doesn’t just return—they become your advocate,” Lisa explains. “Customer experience is your greatest competitive edge.” Beware of the Digital Disconnect While technology can enhance convenience, it shouldn’t replace human connection. Lisa emphasizes that too many companies rely on chatbots or automated responses, forgetting that frustrated customers still want to talk to a real person. If your chatbot creates more friction than solutions, you risk losing customers. “Customers want speed and convenience—but also the human touch,” she says. She encourages leaders to find the right balance between automation and human interaction. This is especially important on social media and self-service platforms. It helps ensure customer satisfaction remains high. Her tip? Combine digital tools with real human support, and make it easy for customers to reach a person when needed. 3 Questions Every Leader Should Ask Lisa offers a powerful reflection exercise for leaders who want to improve customer loyalty: Where are you hard to do business with? What’s the cost of a small mistake? What is your weakest link? By regularly reviewing the entire customer journey, leaders can find hidden frustrations. They can fix these issues before they hurt the customer experience. Hire, Train, Empower, and Recognize Great customer service starts with great leadership. Creating a culture of customer loyalty starts with the right team. Lisa emphasizes hiring people with the right attitude, not just skills. Then, invest in training that includes both technical know-how and essential soft skills like empathy, communication, and listening. And don’t stop there—employees must feel empowered to make decisions and solve problems. Leaders should also take time to recognize great service moments, reinforce the organization’s values, and share real stories of empowered behavior in meetings. “If your team doesn’t feel appreciated or listened to, they won’t feel empowered to deliver your brand promise,” Lisa explains. Keep the Customer Top of Mind—Always Lisa shares one of her favorite exercises: keep an empty chair in every team meeting to represent the customer. This visible reminder helps ensure that every decision is made with the customer experience in mind. Where to Find More From Lisa Ford Visit her website:  LisaFord.com Connect on LinkedIn: linkedin.com/in/lisaford1/ Reach out by email: lisa@lisaford.com Read Her Book: Exceptional Customer Service Bring Great Customer Service to Your Organization Lisa Ford’s approach to customer loyalty is part of Crestcom’s leadership development program. If your team is looking to improve customer experience, drive customer satisfaction, and retain more existing customers, we invite you to explore our Complimentary Leadership Skills Workshop. You’ll gain practical tools to build customer relationships, align your team around service excellence, and turn every interaction into an opportunity to create a happy customer.   The post How to Build Customer Loyalty that Lasts with Lisa Ford appeared first on Crestcom International.