The Intentional Agribusiness Leader Podcast

Join our champion program: mark@themomentumcompany.comAttend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2026Instagram: @the.momentum.companyLinkedIn: /momentum-companyIn this episode, Mark Jewell sits down with Greg Mills, a seasoned agribusiness executive and leadership consultant with over 25 years at ADM and a deep background in crop insurance, organizational culture, and global food systems.Greg unpacks what it means to be an intentional leader inside a large corporation — where predictability and scale often come at the expense of innovation and connection. From building culture and clarity across continents to navigating droughts, crises, and corporate resistance to change, Greg shares hard-earned lessons on leading with integrity, trust, and purpose.This conversation is a masterclass on how intentional leaders create alignment, drive engagement, and steward both people and mission in an industry that feeds the world.Key Takeaways:1. Culture Always Comes FirstGreg reminds us that “culture eats strategy for lunch.” A high-trust culture accelerates execution far faster than rules and processes ever could. When people understand and believe in the mission, alignment replaces micromanagement.2. Clarity Is the Leader’s Greatest ResponsibilityLeaders often assume clarity after saying something twice — but true clarity requires consistent communication, repetition, and modeling. “If your team doesn’t understand the mission, it’s not their fault — it’s yours.”3. Leadership Is Proven When the Lights Aren’t OnReal culture is revealed in the quiet moments. Greg’s story about unloading safety equipment for adjusters after hours reminds us that credibility is built in small, unseen actions that show you’re willing to do the work yourself.4. Strategic Thinking Requires Permission to PauseMany leaders feel guilty for taking time to think strategically, but that stillness is essential. Greg and Mark discuss how proactive strategy — not reactive firefighting — is what sets intentional organizations apart.5. Build Environments That Encourage OwnershipFrom empowering crop insurance adjusters to create “the perfect claim process” to recognizing local heroes across continents, Greg’s approach centers on engagement. Leaders don’t just manage tasks — they create the conditions for others to lead.Notable Quotes:“Culture eats strategy for lunch.” – Greg Mills“Clarity is a leading indicator of success.” – Mark Jewell“The most important job for an intentional leader is to create an environment where everyone understands the mission — and how their work fulfills it.” – Greg Mills“Leaders read, and readers lead.” – Greg Mills“Intentional leadership doesn’t happen 15 minutes before the meeting. It’s thought out, repeated, and lived daily.” – Greg MillsAction Steps:Audit your culture: Is it defined by trust, clarity, and ownership?Develop your own “stump speech” — the consistent message that ties every decision and meeting back to your mission.Make time to think strategically each week; sharpen your saw before leading others to do the same.Choose one way this month to model servant leadership when no one’s watching.Pick up one of Greg’s recommended...

Join our champion program: mark@themomentumcompany.comAttend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2026Instagram: @the.momentum.companyLinkedIn: /momentum-companyIn this episode, Mark Jewell sits down with veteran sales strategist Ken Pieh, a man with nearly four decades of experience transforming sales organizations—from Medtronic to fast-growing startups—through better incentive design.Ken shares real-world stories of how one small med-tech company went from $30 million to $200 million in revenue by overhauling its compensation model. He breaks down why most sales incentive plans unintentionally reward the wrong behaviors, and how to fix that before it costs you your best people.This is an episode every CEO, VP of Sales, and sales manager in agribusiness needs to hear. If your incentive plan doesn’t align with your culture, goals, and leadership vision—you’re probably burning money and morale.Key Takeaways:💡 Great sales incentives are leadership tools—not accounting formulas.Most organizations treat comp plans like spreadsheets, but the best leaders use them to drive culture, motivation, and performance. When reps believe they can win, they sell more—and stay longer.💡 Simplicity wins.Ken compares a well-built comp plan to hiking 100 miles with a 15-pound pack: you only take what’s essential. Sales plans should fit on one page and be easy enough for every rep to explain.💡 Quotas should stretch—not break—your people.Unrealistic targets crush motivation. A “Hall of Fame” performer will still have a bad quarter now and then. Your comp design should keep them in the game, not push them out.💡 The wrong contest can destroy culture overnight.When the wrong people walk across the stage, resentment spreads fast. Fixing a comp plan is easy—fixing morale after a bad contest isn’t.💡 Leadership, not luck, drives retention.When Medtronic expanded from 95 to 750 reps, turnover stayed low because leaders treated people right and designed incentives that made sense.Notable Quotes:“You can’t imagine the transformative change that happens when a company moves from poor sales comp design to one that works.” – Ken Pieh“There’s more emotion tied up in sales contests than there is in money.” – Ken Pieh“Every time I ended up resentful in life, it was because I was the least intentional. Intention is the antidote.” – Mark Jewell“If your incentive plan doesn’t match your message, you’re shooting yourself in the foot.” – Mark JewellAction Steps:Audit your incentive plan. Identify where it may be unintentionally rewarding the wrong behaviors.Simplify. If your comp plan takes more than one page to explain, it’s too heavy.Align training with incentives. Make sure your sales development investments have incentive structures to back them up.Revisit quota setting. Are your targets achievable—or demotivating?Bring in outside perspective. Sometimes it takes a fresh set of eyes to spot your fatal flaws.Listen If You Are:A sales leader or CEO struggling to retain top performersA sales manager trying to fix morale or turnoverAn agribusiness leader whose team doesn’t buy into the incentive planA consultant or coach looking for better ways to align behavior and performance

Join our champion program: mark@themomentumcompany.com Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-companyIn this episode, Mark Jewell sits down with Martha Schlicher, CEO of Impetus Ag, to talk about intentional leadership, innovation, and the reality of building agricultural startups in today’s rapidly evolving landscape. From her groundbreaking work at Monsanto to leading a new venture tackling crop pest resistance, Martha shares hard-earned wisdom on stewardship, startup grit, and the responsibility of developing sustainable solutions for growers.This is a conversation about courage, clarity, and conviction in leadership—how to make every day and every dollar count when you’re stewarding people, purpose, and innovation that impacts global food systems.Key Takeaways:Intentional Leadership Means Stewarding Time and Resources Wisely: Martha defines intentionality as treating every day and every dollar like it matters—because it does. Whether in startups or large corporations, clarity of purpose drives impact and innovation.Innovation Is Born from Necessity: As pests evolve and resistance grows, new agricultural solutions are essential. Impetus Ag is pioneering technology that restores the effectiveness of BT traits, helping growers protect crops sustainably without dependency on “Big Ag.Startup Culture Mirrors the Farm: Martha likens leading a startup to running a farm—no room for ego, wasted time, or bureaucracy. Every team member must contribute and take ownership, from taking out the trash to innovating at the bench.Transparency Builds Trust: Intentional leaders walk a fine line between honesty and stability. Martha shares how leaders can be transparent about challenges without creating panic—fostering an environment of candor, collaboration, and accountability.The Power of Mentorship and Values: From her parents’ lessons on work ethic to guidance from mentors like Rob Fraley, Martha credits much of her success to learning from others and holding firm to moral lines in the sand—values that guide every decision.Notable Quotes:“Every day and every dollar matters. That’s what it means to be intentional.” – Martha Schlicher“If you can’t find a way through the mountain, go around it, over it, or under it—but don’t stop moving.” – Martha Schlicher“Intentional leaders are innovative. We see problems and create solutions that move the whole industry forward.” – Mark Jewell“Draw your line in the sand—your values, your morals—and never cross it. That’s your anchor.” – Martha Schlicher“Transparency isn’t weakness. It’s how we build trust and accelerate growth.” – Martha SchlicherAction Steps:Reflect on where you might be operating on autopilot. How can you treat your time and resources more intentionally this week?Revisit your company culture: Are you fostering ownership, honesty, and innovation across your team?Seek mentorship—learn from leaders who’ve been where you want to go.Explore the mission and technology behind Impetus Ag at ImpetusAg.com.Listen If You Are:A leader or entrepreneur in agriculture or agritechBuilding a startup or small business with limited resourcesSeeking to integrate innovation, stewardship, and integrity in leadershipCurious about the future of sustainable ag and biotech innovation

Join our champion program: mark@themomentumcompany.comAttend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2026Instagram: @the.momentum.companyLinkedIn: /momentum-companyThis EMERGENCY EPISODE of The Intentional Ag Leader Podcast is a candid conversation between Mark Jewell, Christine Jewell, and Jon Anderson from The Momentum Company—sparked by a growing crisis across the ag industry: burnout. After witnessing multiple leaders and clients lose relationships, energy, and clarity to the grind, the team takes a bold stand.They unpack why exhaustion and “survival mode” have become the norm, how to recognize when you’ve crossed into burnout, and what leaders can actually do to create healthy, high-performance cultures without sacrificing their families or sanity.Key Takeaways1. Burnout Has Become the New Normal—But It Doesn’t Have to Be.Christine exposes how many leaders have normalized exhaustion and anxiety as “just part of the job.” Like a car that’s always red-lined, most people are running their systems to the brink without realizing the damage being done.2. Survival Mode Is Not Success.Jon shares how too many people have set their bar at “survive well.” The Momentum standard is higher—leaders must thrive, not just cope. When burnout goes unchecked, it often leads to breakdowns in performance, relationships, and even marriage.3. Redefine What Success Looks Like.Christine challenges leaders to re-evaluate their metrics. True success isn’t how many meetings or tasks you complete—it’s how much peace, clarity, and meaningful connection you cultivate. Redefining success changes every decision that follows.4. Alignment Creates Capacity.Burnout doesn’t only come from doing too much—it comes from doing too much of the wrong things. When leaders focus on the 20% of work that moves the mission forward, they gain energy and clarity instead of losing it.5. Audit and Adjust Constantly.Burnout prevention requires regular self-audits: Is this still working? Are our systems, meetings, and routines producing results—or just motion? Awareness and recalibration are the keys to sustained energy and performance.6. Leadership Requires Leverage.Mark and Christine share real-world coaching stories showing how delegation and clear systems aren’t luxuries—they’re leadership essentials. Leaders who refuse to train and release others become the bottleneck that drives burnout.7. The Daily Brief Practice.Mark introduces his “Daily Brief” ritual—a 10-minute morning email he writes to Christine that combines logistics, reflection, and gratitude. It’s become a powerful grounding tool for communication, clarity, and peace at home.Notable Quotes“Most people don’t even realize they’re burnt out because they’ve normalized the pressure cooker.” — Christine Jewell“We’ve mistaken surviving for thriving. That’s not the standard.” — Jon Anderson“Just because it’s hard doesn’t mean you quit—it means you’ve been given an opportunity to grow.” — Mark Jewell“We don’t have a time management problem; we have an energy management and clarity problem.” — Christine Jewell“When you define success by how...

Join our champion program: mark@themomentumcompany.com Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-companyIn this insightful episode, Mark sits down with Sarah Tjoa, Chief Strategist at Noble West, a marketing agency reimagining the future of food. Coming from a non-traditional ag background, Sarah shares how her Los Angeles roots and 15+ years in marketing have shaped her approach to agricultural storytelling, branding, and leadership. Together, Mark and Sarah unpack what it means to lead and market with clarity, care, and urgency — and why intentionality matters just as much in business strategy as it does in communication.Key Takeaways:Clarity is the Catalyst for ImpactSarah’s “slider” model — balancing clarity, care, and urgency — shows how great leadership and marketing both depend on clear thinking and focused direction. Without clarity, even the best ideas lose momentum.Humanity in Leadership and MessagingBeing a “deeply flawed, intentional human” is one of Sarah’s key leadership beliefs. Bringing empathy and authenticity into leadership and branding builds connection, trust, and sustainable growth.Bridging the Gaps in AgricultureAs an outsider turned advocate for the ag industry, Sarah reveals how misunderstood agriculture is by the average consumer. Her work at Noble West focuses on connecting the value chain — from farmers to consumers — through better storytelling and education.The Power of the ‘Why’Most companies know what they do and how they do it — but few can clearly articulate why they do it. Sarah explains how defining your “why” becomes your competitive edge and the key to meaningful differentiation in both B2C and B2B markets.Intentional Communication and Repetition MatterLike leaders who repeat their vision until it sticks, brands must communicate consistently. Clarity isn’t a one-time exercise — it’s the result of repetition, alignment, and doing the reps until everyone on the team can clearly articulate the same message.Notable Quotes:“Intentionality is nothing if it’s not having impact or getting it done.” – Sarah Tjoa“Leaders can’t clarify enough — clarity is one of our greatest responsibilities.” – Sarah Tjoa“Most brands know what they do, but few know why they do it — and the margins are always in the why.” – Sarah Tjoa“As leaders, we have to be deeply flawed, intentional humans.” – Sarah Tjoa“When you build clarity and repeat it until everyone owns it, that’s when organizations move with purpose.” – Mark JewellAction Steps:Audit your team’s clarity: Does everyone know your company’s why and where you’re headed?Revisit your messaging: Can you describe what you do — and why it matters — in 20 seconds or less?Reflect on your own “slider”: Where do you need to dial up clarity, care, or urgency this week?Read Radical Candor by Kim Scott — Sarah’s top book recommendation for every leader seeking to communicate with both honesty and empathy.Listen If You Are:A leader or marketer navigating change in agriculture or ag techSomeone seeking to clarify your brand’s message or company missionA professional balancing creativity, leadership, and communicationPassionate about bridging the gap between farm, food, and consumer

In this episode, Mark sits down with Corey Scott, CEO of Midwest Dairy, for an insightful look at what it means to lead intentionally in one of agriculture’s most people-focused industries. Corey shares what it takes to manage a team spread across 10 states, steward millions in checkoff dollars, and stay grounded in purpose while navigating the complexities of consumer trends, farmer expectations, and the future of dairy.They dive deep into leadership, stewardship, and the power of clarity—plus a few laughs about protein, heavy cream, and “fancy cheese.”Key TakeawaysIntentional Leadership Starts with Showing UpCorey defines being intentional as showing up every day, even when it’s not easy or convenient. How you show up impacts the people watching you—whether family, employees, or your broader community.Purpose is the North StarIn a complex industry like dairy, where every producer has unique values and opinions, Corey keeps her team focused on one question: Are we reaching the consumer effectively? That clarity cuts through the noise and keeps her organization aligned.Stewardship Over SalesUnlike private business models, checkoff organizations are funded through automatic assessments. Corey’s focus isn’t profit—it’s impact: being a wise steward of every dollar to build trust, grow demand, and elevate the farmer’s voice.Building Culture in a Virtual WorldWith two-thirds of Midwest Dairy’s 55-person team working remotely, Corey emphasizes the importance of connection and common language. Through CliftonStrengths, her team speaks a shared language that helps them align around their unique gifts.Empowering Potential—Even When It’s HardOne of Corey’s biggest challenges? Seeing untapped potential in people who don’t see it in themselves. But the greatest joy comes when she helps someone discover that potential and grow beyond what they thought possible—even beyond her organization.Modern Consumers Still Love Dairy—Just DifferentlyFrom high-protein cereals to heavy-cream coffee, dairy is thriving in new forms. The “Got Milk?” era has evolved into a demand for health, wellness, and clean protein—something Corey sees as a major opportunity for the industry.Notable Quotes“How you show up matters. People are always watching—so make a choice in how you show up every day.” – Corey R. Scott“Our purpose is clear: to reach the consumer effectively and move more product for our farmers.” – Corey R. Scott“It’s not about cost of goods sold—it’s about stewardship. How can we be the best steward of every dollar we’re entrusted with?” – Corey R. Scott“When you have a clear North Star, you know what you’re about—and maybe more importantly, what you’re not.” – Mark Jewell“More is caught than taught. Culture spreads through example, not policy.” – Mark JewellAction StepsReflect on your own North Star—what guides your leadership decisions when values or opinions conflict?Ask your team: “How can we set you up to be your best self?” Then actually do it.Revisit your internal language and frameworks—do your people share a common language around strengths, growth, and purpose?Explore Survival of the Savvy (Corey’s top leadership book recommendation) and consider adding it to your leadership reading list.Listen If You Are:A leader managing teams across distance and...

Join our champion program: mark@themomentumcompany.com Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-companyIn this episode of The Intentional Agribusiness Leader Podcast, host Mark Jewell sits down with AgTech entrepreneur and COO/co-founder of Intent, Kevin Heikes. Together, they explore what it really means to lead with intention, both in business and in life. Kevin shares the journey of building Intent into a company that pioneered a new category in agriculture—farmer-led field trials—and how intentionality has been the guiding principle from the start.This conversation dives deep into leadership, process, communication, and the discipline required to move beyond “interesting” ideas toward real solutions that create lasting impact.Key TakeawaysThe Power of Intention in LeadershipKevin emphasizes that life will either direct you, or you will direct it. He explains how being intentional means actively creating direction—through calendars, forward-planning, and aligning daily tasks with long-term impact.Building Intent: From Idea to InnovationIntent was founded to flip the AgTech model on its head—focusing first on solving real farmer problems instead of chasing “interesting” ideas. Kevin unpacks how this approach led to the creation of a new category in large-scale farmer trials.From Interesting to IndispensableKevin warns against the trap of “interesting.” Ideas or products that are merely interesting rarely get adopted. To succeed, solutions must solve real problems and deliver measurable results.The Role of Process and CommunicationRunning thousands of trials requires not just technology but relentless communication and process discipline. Kevin explains how Intent built systems to ensure trials are completed and results are meaningful for both farmers and companies.Independent Feedback MattersFarmers often hesitate to give manufacturers direct feedback, but they’re more candid with third-party partners like Intent. This independence builds trust, provides true insights, and helps both sides collaborate for better outcomes.Leadership Lessons Kevin shares the three questions he uses to gauge career satisfaction:Am I learning and growing?Am I having fun?Am I leaving the organization better than I found it?Notable Quotes“You can either direct life, or life will direct you.” – Kevin Heikes“All the times in life I’ve become most resentful are when I was least intentional.” – Mark Jewell“I can’t sell interesting. Interesting doesn’t write a check.” – Kevin Heikes“Leave every place better than you found it—whether it’s family, work, or community.” – Kevin Heikes“God has never created anything that doesn’t multiply. As leaders, we’re called to steward people the same way.” – Mark JewellAction Steps for ListenersReflect on where you are allowing life to “direct you” instead of being intentional about your choices.Audit your calendar: are your daily tasks aligned with your long-term goals and impact?For sales leaders: train your teams to go beyond pitching and practice deep listening.Ask yourself Kevin’s three career questions regularly to evaluate alignment and growth.Seek feedback—honest, sometimes uncomfortable conversations are where the real breakthroughs happen.Listen If You Are:An agribusiness leader striving to be more intentional in your work and life.An entrepreneur...

Join our champion program: mark@themomentumcompany.com Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-companyIn this episode of The Intentional Agribusiness Leader Podcast, Mark reconnects with longtime friend and industry leader Sarah Betzold, Midwest Region Director for BASF. From dairy farm beginnings and FFA leadership to navigating corporate transitions and leading high-performing teams, Sarah shares powerful lessons on ownership, adaptability, and leading through change. This conversation highlights the messy realities of leadership, the role of vulnerability, and the importance of “owning it” at every level.Key TakeawaysLeadership Means Ownership Sarah emphasizes that intentional leadership begins with “owning it.” Whether you’re an admin, sales rep, or regional director, stepping fully into your role creates culture and alignment across the team.FFA as a FoundationHer journey—from shy farm girl to state FFA officer—illustrates how leadership opportunities and encouragement early in life shape confidence, resilience, and career direction.Navigating Change with VisionSarah recalls leading a team through the launch of Bravant amid corporate transitions and COVID—proving that clear vision, communication, and reducing hurdles for your team are key in uncertain times.Vulnerability Builds TrustHumility and “humble confidence” help leaders connect authentically, celebrate wins, and foster collective accountability, even with large teams.Begin with the End in MindFacing challenges? Sarah advises focusing on the ultimate outcome and stepping into change as though you’ve already won, shifting perspective and energy.Notable Quotes“Being intentional means own it. Leaders own it—and everyone on the team owns it too.” – Sarah Betzold“It’s your job to just help it be a little better for everyone on your team.” – Sarah Betzold“I would just tell myself not to be so damn arrogant.” – Mark Jewell“Vulnerability is really just doing your job—listening, supporting, and guiding your people.” – Sarah Betzold“Farmers are still going to farm. Livestock still have to eat. Every year brings change, and every day is a chance to drive up the driveway with something better.” – Mark Jewell & Sarah BetzoldAction StepsReflect on how you can “own it” in your current role, regardless of title.Practice active listening with your team—notice what drives them and what frustrates them.When navigating change, begin with the end in mind and communicate a clear vision.Celebrate wins with humility and gratitude, reinforcing that every contribution matters.Listen If You AreA leader navigating change or transition within agribusiness.An FFA alum reflecting on how those lessons shaped your leadership.A professional seeking practical wisdom on building culture, trust, and resilience in your team.Curious about how top industry leaders balance humility, vulnerability, and performance.

Join our champion program: mark@themomentumcompany.com Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-companyIn this episode, Mark Jewell sits down with Paul Pittman, Executive Chairman of Farmland Partners, to explore what it means to lead intentionally in business and agriculture. From his journey growing up in a farm family to building the largest publicly traded farmland REIT, Paul shares powerful lessons on seizing opportunities, balancing vision with habits, and keeping perspective on agriculture’s role in solving global challenges.Key TakeawaysHabits Over Long-Term Plans: Success isn’t built on rigid 30-year plans, but on daily habits and the courage to seize opportunities when they arrive.Luck and Humility: Luck plays a major role in career success. Recognizing it fosters humility while reminding us not to discount solid “upper middle-class” achievements.Bridging Two Worlds: Paul combined his Wall Street deal-making expertise with deep agricultural roots to pioneer farmland investing through Farmland Partners.Agriculture’s North Star: Feeding the world remains the industry’s core mission, but the next frontier is improving nutritional quality alongside caloric and protein production.Intentional Leadership: True leadership comes from vision-driven individuals, not committees. Accountability, clarity, and a strong grasp of the other side’s priorities are key to effective deals and relationships.Decision-Making Framework: Balance certainty with long-term goals—avoid chasing perfection, but don’t settle for the easy path that drifts you off course.Work Ethic and Drive: A deep work ethic, instilled early by family, fuels resilience and the ability to take bold steps—even when that means quitting a “great” job to pursue true alignment.Notable Quotes“You don’t set life goals—you set life habits that create the environment for success.” – Paul Pittman“If I need to teach you how to farm, I need a different tenant.” – Paul Pittman“The Sistine Chapel wasn’t painted by a committee. It was painted by a guy.” – Paul Pittman“Being wealthy isn’t about money. It’s about happiness with your life.” – Paul PittmanAction StepsEvaluate your daily habits—are they aligned with the environment you want to create for success?Identify two or three “non-negotiables” in your business and relationships, and respect the same on the other side.Reflect on your career direction—are you drifting off course by taking too many “easy” decisions?Consider how your leadership style encourages accountability, vision, and individual responsibility.Listen If You AreA business or ag leader seeking lessons from someone who bridged Wall Street and farming.Interested in the future of agriculture—feeding the world and improving health.Looking for practical frameworks for negotiation, leadership, and decision-making.Curious about the mindset behind building a company from farmland roots to Wall Street success.

Join our champion program: mark@themomentumcompany.com Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-companyIn this episode of the Intentional Agribusiness Leader Podcast, Mark Jewell and the Momentum Company team dive into one of the biggest challenges facing leaders today: creating true buy-in around new systems, processes, and performance expectations. Joined by client Dustin (sales manager at a cooperative), certified coaches Melisa and Denise, and the Momentum leadership team, this conversation unpacks how to align teams, foster accountability, and drive adoption of new technologies.The discussion moves from performance management into the heart of culture change—how clarity, communication, and intentional leadership can transform resistance into ownership.Key TakeawaysClarity Drives AdoptionNew tools like CRMs or performance reviews only work when leaders paint a crystal-clear picture of the desired future state—and connect it to why it matters.Communication Is Non-NegotiableResistance often comes from misunderstanding. Clear, repeated messaging—supported by real-life examples—helps shift attitudes from suspicion to acceptance.Accountability Creates ConfidenceFrom sales call tracking to fleet management systems, transparent accountability builds trust and empowers employees to take ownership rather than feel micromanaged.Timing and Champions MatterRolling out new processes during high-stress seasons leads to frustration. Identify “champions” inside your team who can lead by example and support peers through change.The Power of Clear GoalsImpossible, future-focused goals drive behaviors more effectively than small, incremental ones. Contrast clarifies what to pursue and what to leave behind.Notable Quotes“Nobody needs more check-the-box tasks. Tools should make people better, not just busier.” – Dustin“Communication and clarity were the best things for us—it’s not about tracking people, it’s about accountability for the fleet.” – Denise“When I tracked my bushels, the CRM became more than a tool—it created friendly competition that drove performance.” – Melisa“A clear goal informs what I do today—and more importantly, what I don’t do today.” – Mark Jewell“Contrast is clarity. Sometimes knowing what we don’t want helps us lock in on what we do.” Action StepsAudit your communication: Are you explaining not just the what, but the why behind new systems?Identify a team champion who can model and support adoption.Choose the right season for rollout—don’t pile change on top of peak workload.Set clear, future-oriented goals that inspire behavior change.Recognize and celebrate wins publicly; handle resistance privately.Listen If You AreA sales manager struggling to get your team to use a CRM or new toolA leader facing pushback on cultural or process changeAn executive seeking to improve accountability without micromanagementAnyone who wants to drive performance by building clarity and buy-in

Join our champion program: mark@themomentumcompany.com Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-companyIn this episode of The Intentional Agribusiness Leader Podcast, host Mark Jewell sits down with Dr. Trey Cutts, VP of Commercial Ag Science at Tidal Grow Agroscience. Together, they explore what it truly means to be intentional in agriculture—balancing long-term vision with the day-to-day realities of research, innovation, and leadership. Trey shares candid insights about leading through ambiguity, building team culture, and redefining agriculture’s “North Star” beyond simply producing more.Key TakeawaysIntentional Leadership in Ag: Trey emphasizes the paradox of long cycles in agriculture versus the need for agility, and why focusing on the long-term “North Star” provides resilience.Innovation & Efficiency: The future of ag is not just yield, but efficiency, sustainability, and nutrition. Trey explains how Tidal Grow is using biopolymers derived from seafood waste to create sustainable, circular-economy solutions.Leading People vs. Products: Mark and Trey discuss the unpredictability of people compared to crops, and why leaders must be intentional in cultivating culture, expectations, and clarity.Overcoming Challenges: Trey opens up about navigating unclear organizational goals, leading with transparency, and balancing advocacy with empathy.Wins that Matter: Trey’s proudest moments come from seeing his team succeed—and knowing he helped create the environment for them to thrive.Notable Quotes“In agriculture, you can’t just yield your way out of today’s challenges. It’s about efficiency, sustainability, and nutrition.” – Trey Cutts“As leaders, our job is to set the environment. Within that environment, great things can happen.” – Mark Jewell“Don’t let yourself or your team hide behind ‘I’m not an agronomist.’ We’re all here to learn.” – Trey Cutts“Clarity is one of the leading indicators of long-term success. Every team needs it.” – Mark JewellAction Steps for ListenersReflect on your own “North Star” in leadership—are you focused on growth, efficiency, or impact?Challenge yourself and your team to ask clarifying questions in every meeting to build a culture of continuous learning.Explore Crucial Conversations as a tool for navigating conflict productively.Share this episode with a peer or team member who is navigating change or seeking intentionality in leadership.Listen If You AreAn agribusiness professional navigating innovation and changeA leader looking to set clear, long-term direction for your teamInterested in sustainability, soil health, or the future of agricultural inputsPassionate about personal and professional growth in leadership

Join our champion program: mark@themomentumcompany.com Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-companyIn this episode of the Intentional Agribusiness Leader Podcast, Mark Jewell sits down with Brian Sanford, National Sales Manager at smaXtec, to explore what it means to lead with intentionality in the dairy and ag tech industries. From building high-performing sales teams to balancing family life with professional growth, Brian shares insights on staying focused on “dollar productive activities” while cultivating a thriving culture and personal connections.Key TakeawaysDollar Productive ActivityBrian highlights how his early sales training around focusing on dollar-productive activities shaped both his professional and personal life. Whether closing sales or spending time with family, being intentional about high-value actions drives long-term results.CRM & Sales Process DisciplineDespite not being a “detail person,” Brian leans into CRM tools to manage opportunities, categorize customers, and keep sales teams accountable. He stresses that if you can keep all your prospects in your head, you’re probably not doing enough activity.Scaling Teams & Building CultureGrowing from 7 to 40 team members in just a few years, Brian explains the importance of cadences—regular meetings, onboarding processes, and tough conversations to ensure cultural fit. Creating a space where passion aligns with purpose is essential for sustained success.Intentional Family TimeFrom playing chess with his son to CrossFit dates with his wife, Brian describes how intentionality extends beyond business into marriage and parenting. Simple, consistent actions—like Mark’s “Daily Brief” practice with his wife—can have an outsized impact on relationships.Overcoming Challenges & WinsLeaving a long-term role in feed and forging into tech was one of Brian’s toughest decisions, but it led to new opportunities and career wins. He shares stories of closing dairies of vastly different sizes and how objections become lessons when leveraged correctly.Books That Shape LeadershipBrian recommends Unreasonable Hospitality by Will Guidara for transforming customer experience and Moneyball by Michael Lewis as a lesson in data-driven strategy and out-of-the-box thinking.Notable Quotes“What are you doing today that’s truly driving toward the results you want?” – Brian Sanford“If you can keep your sales leads in your head, you’re probably not doing enough activity.” – Brian Sanford“Sometimes the best thing you can do for culture is have the tough conversation: is this the right fit for you?” – Brian Sanford“Fear of letting go often costs more in money, time, and energy than the tough decision itself.” – Mark JewellAction StepsEvaluate your daily activities: are they “dollar productive”?Create intentional practices in your personal life (like shared activities or daily check-ins).Review your CRM discipline—are you documenting and leveraging your conversations effectively?Don’t shy away from tough conversations when scaling a team.Consider reading Unreasonable Hospitality and Moneyball to reframe customer experience and strategic leadership.Listen If You AreA sales leader in agriculture or ag techAn entrepreneur growing a high-performing teamA professional balancing leadership with family lifeSomeone looking to refine both...

Join our champion program: mark@themomentumcompany.com Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-companyIn this episode of the Intentional Agribusiness Leader Podcast, host Mark Jewell sits down with Dr. Andy Noon of Decatur Street Consulting to tackle one of the most pressing challenges in agriculture today: succession planning. With waves of retirements looming across the ag industry, the conversation dives into strategies for preparing future leaders, building self-awareness, and cultivating trust-driven performance. Andy brings his expertise in industrial psychology to unpack how organizations can intentionally prepare for the future while creating healthier, more effective leadership cultures.Key TakeawaysSuccession Planning as a Business Process - Succession isn’t about replacing a leader at the last minute—it’s about aligning leadership development with the organization’s long-term strategy. Companies must look 3–5 years ahead, define future leadership profiles, and invest early in preparing the right talent.The Role of Industrial Psychology - Industrial psychology brings evidence-based principles into organizational life. From motivation and job satisfaction to retention and leadership effectiveness, applying research-backed practices helps companies make smarter leadership decisions.The Power of Self-Awareness - Self-awareness is the foundation of leadership growth. But Andy emphasizes that awareness alone isn’t enough—it must lead to self-improvement. Leaders should act on feedback, write down growth plans, and commit to change.Stretch Assignments Develop Leaders - To prepare successors, leaders must be placed in roles that test their capabilities. Stretch assignments, paired with feedback and support, accelerate readiness for higher responsibilities.Trust as the Foundation of Feedback - Effective coaching and feedback require trust. When trust is present, feedback enhances performance. Without it, feedback often feels like criticism and can push people away.From Feeling Bad to Conviction - Mark and Andy explore the difference between feeling bad about underperforming versus being convicted to improve. True growth happens when leaders respond with conviction rather than shame.Notable Quotes“Succession planning is a business process. You’re not hiring for today—you’re preparing for the organization’s future strategy.” – Andy Noon“Fear of giving feedback often reveals a lack of trust. When trust is strong, feedback becomes a gift.” – Andy Noon“Self-awareness is step one, but self-improvement is the goal.” – Andy Noon“You’ll know a tree by its fruit. Leadership is measured by what’s left behind when the leader steps away.” – Mark Jewell“If you’re changing because you feel bad, it rarely sticks. True change comes from conviction.” – Christine Jewell (via Mark)Action StepsBegin succession planning conversations at your next executive team meeting—don’t wait until it’s too late.Identify hidden talent within your organization and start developing them with feedback and stretch assignments.Write down 1–2 leadership areas you want to improve, and revisit them regularly.Build trust with your team before giving feedback—focus on understanding their motivations and goals.Establish your own “personal board of directors” who can speak truth into your leadership journey.Listen If You AreA leader in agribusiness facing looming retirements and talent shortagesAn...

Join our champion program: mark@themomentumcompany.com Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-companyIn this episode, I sit down with my longtime friend and client, Jon Brabec, from Frontier Cooperative in Nebraska. Jon has spent over two decades leading change, building strong teams, and shaping culture in ag retail—and he’s got the battle scars and wisdom to prove it. We talk about what it really means to be intentional as a leader, how to create buy-in instead of resistance, and why investing upfront in your people pays off in execution later.Key TakeawaysLead Change by Building the Roadmap EarlyJon shares his “Orlando analogy” for change management—give people the destination early, build the plan together, and let them take ownership so execution happens faster and better.Culture Starts with ClarityPeople don’t need perfect decisions from their leaders, but they do need to see where you’re headed. Clear direction reduces uncertainty, improves retention, and strengthens trust.Reflect Before You ReactWhen turnover spiked, Jon didn’t blame “the younger generation”—he dug into the data, surveyed his team, and even called former employees to understand what needed to change.The Power of Mentorship & Executive Peer GroupsJon leans on a trusted network of peers who aren’t afraid to give him the hard truth. That outside perspective helps him solve problems, refine strategies, and stay accountable.A Deep Why for AgricultureJon’s driving mission is to see family farms thrive for generations. That vision fuels his leadership, even on the hardest days.Notable Quotes“People don’t always remember what you say—they remember how you made them feel.” – Jon Brabec“If you don’t create the space to work on it, it’s easy to just slough it off and blame a generation. I’m not buying that crap.” – Jon Brabec“Clear direction doesn’t require perfect decisions—it requires leaders who are willing to decide.” – Jon Brabec“You’re not in the role because you have it all figured out. You’re in the role because you can figure it out—and communicate the game plan to your people.” – Mark JewellAction StepsGive your team the end goal early—then co-create the path to get there.Build thinking time into your calendar for reflection and strategy.Seek honest feedback, even if it’s uncomfortable.Join or create a peer group that will hold you accountable and challenge your thinking.Listen If You Are:An ag leader navigating change in your organizationA manager looking to improve retention and cultureSomeone seeking practical tools for leading with intentionA believer in the long-term success of family farms

Join our champion program: mark@themomentumcompany.com Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-companyCulture isn't what you say - it's what you DO every day. Most leaders build fake cultures that drive away top talent.You've tried team building events, mission statements, and motivational posters. Yet your best people keep leaving, communication breaks down, and that "one person" drags everyone down. The truth? Most company cultures are performative theater that fools no one. Leaders who build thriving cultures understand that culture starts with inclusion, requires daily leadership modeling, and demands tough decisions about who stays and who goes.WHAT HIGH-PERFORMING LEADERS DO DIFFERENTLYStop These Culture Mistakes: ● Hiring for skills alone instead of cultural fit ● Talking about culture without defining it clearly ● Tolerating negative team members who poison the environment ● Leading from the corner office instead of the frontlines ● Creating policies without employee input or feedbackStart These Culture-Building Behaviors: ● Include your team in defining what culture looks like ● Model the exact behaviors you want to see daily ● Address culture problems immediately when they arise ● Promote from within to maintain cultural continuity ● Give employees a voice and respond to their feedback within 30 daysTIMESTAMPS: 0:00 - Episode Opening and Culture Focus Introduction 2:23 - What Does Intentional Culture Look Like? 2:50 - Culture Must Include Everybody or It Fails 3:10 - Define Culture Before You Can Build It 3:39 - Get Team Input to Create Buy-In 4:05 - Addressing Lack of Buy-In Head-On 4:44 - Finding Your Biggest Leadership Wins 5:10 - The Power of Team Accomplishments 5:37 - Magnifying Success Through Others 6:04 - Thriving Leader Program Introduction 7:38 - Hiring for Culture Over Skills 8:06 - The Resume vs Culture Fit Problem 8:26 - Promoting from Within Strategy 8:54 - High Expectations Drive Performance 9:46 - Navigating Multiple Cultures in Acquisitions 10:23 - Culture is What You DO Daily 10:39 - The 90/10 Rule: Your Weakest Link Defines Culture 11:12 - Moving People to Spread Culture 12:26 - Creating Safe Work Environments 13:12 - God, Family, Friends, Work Priority Order 14:07 - Polarity Creates Natural Selection 14:55 - High Retention Through Clear Values 15:33 - Annual Employee Feedback Tours 16:13 - 30-Day Response Commitment 17:18 - Leading from the Ground, Not the Corner OfficeFOR: ✓ Business owners struggling with employee retention ✓ Leaders inheriting teams with toxic culture problems ✓ Managers dealing with resistant team members ✓ Executives planning company acquisitions or mergers ✓ Entrepreneurs building their first leadership teamsDECISION POINT: Your culture is defined by your weakest link - fix it or lose your best people.This Week's Challenge: Identify one person or policy that contradicts your stated culture and create a plan to address it within 30 days.If you're ready to stop losing top talent to culture problems and want to build a team that actually wants to work together, email mark@themomentumcompany.com to learn about the Thriving Leader Program.👥 Share with leaders struggling with team culture! 💡 Comment below: What's the biggest culture challenge you're facing right now?⚠️ DISCLAIMER: This content is for educational and leadership development purposes. The Thriving Leader Program and leadership coaching mentioned are designed for business leaders and managers. Results may vary based on implementation, team dynamics, and organizational commitment.

Join our champion program: mark@themomentumcompany.com Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-companyIn this episode, I sit down with my friend and industry powerhouse, Tracy Linbo, Chief Commercial Officer at AgVend. We dive deep into what it really means to lead with intention—not just in your professional life, but at home, too. Tracy shares her incredible journey through the ag value chain, from pulling weeds on a hobby farm in Minnesota to leading commercial strategy for one of agtech’s fastest-growing platforms.This is a must-listen for leaders navigating change, managing adoption of new tech, and looking to build stronger team cultures that actually stick.💡 Key Takeaways:Intentionality is More Than a BuzzwordTracy explains that being intentional means walking the talk—owning your actions and correcting course when needed. Whether you're leading a team or leading at home, intention requires follow-through.Block the Time, or Lose the TimeTracy and I both agree: if it's not on your calendar, it’s not real. She shares how simple blocks like “catch-up” or “lunch” help her show up with more focus and less burnout.Hope Is Not a StrategyWhether it's culture, performance, or tech adoption, Tracy reminds us that good outcomes come from clear expectations, follow-through, and accountability—not wishful thinking.Tech Doesn’t Replace TrustAgVend’s approach to change management? Help people win. Show them the value. Provide accountability. And never underestimate the power of one positive experience with a new tool.Mentorship Is the WinFor Tracy, it’s not the big product launches or career titles that stand out most—it’s when people reach out and say, “Will you mentor me?” That’s legacy work.🔊 Notable Quotes:“Intentionality isn’t just how you start—it’s how you follow through.” – Tracy Linbo“Show me your calendar, and I’ll show you your priorities.” – Mark Jewell“Hope is not a strategy. If you don’t design your culture, one will still form—it just won’t be the one you want.” – Tracy Linbo“If we put more value into the industry than we ask from it, we never go hungry.” – Mark Jewell“People don’t hate structure—they hate feeling stuck. Give them a framework and watch them thrive.” – Mark Jewell✅ Action Steps:Audit your calendar: Are your values reflected in how you spend your time?Have the tough conversations: Don’t let one toxic behavior unravel the culture you’ve built.Lean into tech with intention: Set a clear AI or digital strategy and onboard your team with clarity and support.Invest in mentorship: Whether you're mentoring or being mentored, make the time.Redefine accountability: Clarity plus consistency builds trust and momentum.🎧 Listen If You Are:A leader navigating rapid change or tech adoptionSomeone managing culture while scaling a teamCurious how to blend structure and flexibility in your calendarWanting to stay relevant in a fast-changing industryLooking for real talk on what actually drives leadership effectiveness

Join our champion program: mark@themomentumcompany.com Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-company95% of what you do runs on autopilot - and it's killing your growth potential. Here's how to break the cycle and unlock exponential results.Most leaders think they need more strategies, but they're stuck because their operating systems are outdated. Executive coach Christine Jewel reveals the 5 hidden growth limiters that keep high performers trapped in familiar comfort zones - and the exact framework to overcome each one.WHAT HIGH PERFORMERS DO DIFFERENTLYStop These Growth-Killing Mistakes: ● Running the same habits expecting different results (your processes are your ceiling) ● Operating with outdated belief systems that trigger stress responses in your body ● Staying in comfortable circles where you're always the smartest person ● Working in environments that drain your energy instead of inspiring breakthrough thinking ● Clinging to familiar strategies because they feel secure (the illusion of security trap)Start These Exponential Growth Behaviors: ● Stack compound habits like investments - small daily improvements create 180-degree changes in 6 months ● Upgrade your mental operating systems by reading materials that challenge your current thinking ● Intentionally place yourself in rooms where conversations stretch your mindset ● Design multiple environments - one for execution, another for creative breakthrough thinking ● Embrace the surfer mindset - catch the wave at the right time, ride it fully, then prepare for the next oneTIMESTAMPS: 0:00 - Episode Opening: Why Most Growth Strategies Fail 1:10 - Meet Christine Jewel: 25 Years of High Performance Coaching 2:17 - The Student Mindset: Why "I Already Know This" Kills Growth 3:53 - Growth Limiter #1: Your Habits Are Your Processes (Compound Effect) 7:04 - Growth Limiter #2: Outdated Belief Systems (Your Operating System) 12:06 - Growth Limiter #3: Wrong People in Your Circle (Room Dynamics) 14:25 - Thriving Leader Program Spotlight 16:42 - Growth Limiter #4: Environment Design for Peak Performance 21:00 - Growth Limiter #5: The Illusion of Security (Comfort Zone Trap) 23:00 - The Surfer Analogy: Catching Waves vs Being Crushed 27:00 - Growth Cycles: Understanding Seasons of Expansion 29:07 - Implementation Recap: Five Systems to Upgrade Today 32:26 - Take Action Challenge: Teach Someone ElseFOR: ✓ Business leaders stuck at current performance levels despite having good systems ✓ Executives who are always the smartest person in the room and want to be challenged ✓ High performers feeling like they're working hard but not seeing exponential results ✓ Leaders ready to leave familiar comfort zones for breakthrough growth ✓ Anyone who recognizes their current operating systems need major upgradesDECISION POINT: Your new life requires a new version of you - are you willing to trade familiar comfort for exponential growth?This Week's Challenge: Identify one area where you're not getting the results you want, then upgrade ONE system this week - whether it's a daily habit, your environment, or the circle of people you're engaging with.If you're ready to break through growth plateaus and want to upgrade your leadership operating systems, email mark@themomentumcompany.com to learn about our Thriving Leader Program and executive coaching opportunities.👥 Share with leaders who are ready to stop surviving and start thriving! 💡...

Join our champion program: mark@themomentumcompany.com Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-companyIn this episode, Mark Jewell is joined by agricultural commentator, speaker, and podcast host Damian Mason for a candid and high-energy conversation about the intentional evolution of individuals, businesses, and the ag industry at large. From political comedy to economic commentary, Damian shares how he reinvented himself—and why the ag industry must do the same. Together, they tackle the myths of "feeding the world," challenge commodity mindsets, and explore what it means to lead from a place of health, clarity, and discipline.Key Takeaways:Intentional Reinvention Requires CourageDamian shares how he intentionally shifted from political comedy to agricultural commentary, despite the comfort and success of his past career. Reinvention means letting go of what once worked to make room for what’s next.Ag’s Identity Crisis Needs a New North StarThe old narrative of "feeding the world" no longer resonates. Today’s agricultural leaders must rethink their purpose—focusing on sustainability, nutrient density, and stewardship, rather than just production volume.Policy, Incentives & Entrenchment Are Holding Us BackGovernment subsidies, university research incentives, and industry entrenchment keep ag locked into outdated systems. Progress requires bold leadership and a willingness to challenge the status quo.Consumer Behavior Is Changing—Ag Must Catch UpConsumers are already proving they'll pay more for quality, flavor, and health. Ag must prioritize differentiation and embrace emerging trends like regenerative ag, flavor-focused products, and transparency in sourcing.Leadership Transformation Begins with Personal HealthMark shares how Thriving Leader participants undergo physical and personal transformation—often losing weight, getting healthier, and showing up as better leaders—by simply being placed in a high-performance environment.Notable Quotes:“Being funny is like being tall. You either are or you aren’t.” – Damian Mason“It takes tremendous intention to say: this thing that made me millions of dollars is now just a story.” – Damian Mason“We’re stuck on slogans from 30 years ago. Feeding the world isn’t the point anymore.” – Damian Mason“Intention and discipline walk down the same aisle. One without the other gets you nowhere.” – Mark Jewell“You want to lead transformation? Start by getting people off soda and into a 6am kickboxing workout.” – Mark JewellAction Steps:Reflect on whether your current business model or leadership approach needs an intentional evolution.Challenge outdated industry narratives and begin forming your own North Star for impact.Rethink the role of policy and incentives in your work—are they helping or hindering progress?Consider your own health and habits: what shifts would make you a stronger, more grounded leader?Listen If You Are:A leader in agribusiness looking to stay relevant and forward-focusedTired of outdated industry slogans and ready to create real impactCurious about the intersection of policy, performance, and purpose in agA lifelong learner interested in personal and industry transformationSomeone ready to challenge the status quo and evolve intentionally

Join our champion program: mark@themomentumcompany.com Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-companyMost leaders think they're leading when they're actually micromanaging - discover the motivation vs capability matrix that transforms teams.You're stuck in the referee phase, managing every detail while your team remains dependent. This kills motivation, stunts growth, and burns you out. The confusion between managing and leading is costing your business productivity, retention, and results.After coaching thousands of agribusiness leaders, we've identified the exact framework that separates true leaders from overwhelmed managers. Today, you'll learn the motivation-capability matrix, the four stages of leadership development, and when to step in versus step back.WHAT HIGH-PERFORMING LEADERS DO DIFFERENTLYStop These Leadership Mistakes: ● Managing people to prevent failure instead of developing capability ● Staying stuck in babysitting and refereeing phases with capable employees● Micromanaging high-motivation, high-capability team members ● Leading when people need clear direction and structure ● Protecting yourself instead of empowering others to growStart These Leadership Behaviors: ● Use the motivation vs capability matrix to determine your approach ● Manage resources, information, and situations - not people ● Progress employees through babysitting → refereeing → coaching → partnership ● Give clear direction to high-motivation, low-capability team members ● Step into command mode during crisis situationsTIMESTAMPS: 0:00 - Welcome and Topic Introduction 0:47 - Defining Management vs Leadership 3:04 - When is the Right Time to Manage? 5:25 - The Motivation vs Capability Matrix Framework 7:00 - From Managing to Leading: The Evolution 9:16 - Managing Resources vs Managing People 10:13 - Real Story: COVID Leadership Crisis Example 12:15 - The Sailboat Storm: Command vs Autonomy 15:58 - Managing People Not to Fail (The Trap) 17:37 - What Prevents Leaders from Stepping Back 20:37 - Thriving Leader Program Advertisement 21:13 - Generational Differences in Leadership Needs 27:51 - Teaching Critical Thinking vs Following Directions 30:07 - The Electric Fence Lesson: Natural Consequences 32:35 - Redefining Failure and Building Resilience 34:12 - The Four Stages of Leadership Development 37:13 - Setting Expectations for the Leadership Journey 38:48 - Episode Wrap-up and Key TakeawaysFOR: ✓ Business owners managing multiple generations of employees ✓ Operations managers stuck micromanaging capable team members ✓ Department heads struggling with when to step in vs step back ✓ Agribusiness leaders dealing with high-turnover teams ✓ Executives wanting to develop autonomous, high-performing teamsDECISION POINT: Stop managing people and start managing the systems that develop people.This Week's Challenge: Identify one high-capability team member you're still managing and move them to the coaching phase by Friday.If you're ready to stop micromanaging and want to build a self-leading team, email mark@themomentumcompany.comto learn about the Thriving Leader Program.👥 Share with a leader who's stuck in the referee phase! 💡 Comment below: What's the biggest challenge you face knowing when to manage vs lead?⚠️ DISCLAIMER: This content is for educational and leadership development purposes. The Thriving Leader Program and coaching services mentioned are designed for business leaders and...

Join our champion program: mark@themomentumcompany.com Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-companyIn this powerful episode, Mark Jewell sits down with Lacey Seibert, Head of Go To Market at Bushel, to explore the future of leadership in agriculture. With over 16 years of experience in grain, logistics, and ag tech, Lacey shares hard-earned wisdom about integrating faith, purpose, and innovation into the workplace. From redefining leadership beyond hierarchy to bridging the gap between technology and boots-on-the-ground needs, this conversation is a must-listen for agribusiness leaders looking to lead with clarity, courage, and real-world solutions.Key Takeaways:Lead with Purpose, Not PressureLacey shares how surrendering her career ambitions to her faith brought unexpected peace and opened new paths for leadership—both at home and in the industry.From Customer to Vision-Caster at BushelLacey explains her transition from grain origination to a key strategic role in ag tech, and why creating solutions that actually work for farmers begins with deep industry empathy.Support + Autonomy = MagicAg organizations struggle to find the sweet spot between micromanaging and empowering. Lacey outlines how leaders can create environments where people take ownership and feel supported.Why the North Star Matters More Than EverThe old “feed the world” mantra is being replaced. Lacey and Mark challenge listeners to define their company’s new mission—and lead teams with clarity around why the work matters now.Innovation Requires Courage and CuriosityFrom AI-powered efficiencies to mentoring programs, Lacey shares how leaders can challenge the status quo and keep learning—even in traditional ag environments.Notable Quotes:“Being intentional means having clarity about the purpose I’m living for—and checking that purpose daily.” – Lacey Seibert “You don’t need a formal title to lead. You can lead up, lead across, and create trust by showing up differently.” – Lacey Seibert “If your company doesn’t have a clear North Star, your people will struggle to stay passionate. Clarity drives culture.” – Lacey Seibert “We’ve got to stop solving survival problems and start solving abundance problems.” – Mark Jewell “If it’s not on a page, we’re not on the same page.” – Mark JewellAction Steps:Reflect on your personal and organizational North Star. Is it clear, compelling, and shared across your team?Re-evaluate one process in your company: could it be simplified or automated to create more space for deep work?Schedule a conversation with someone outside your organization to gain fresh leadership perspective.Encourage your team to experiment with one new approach this quarter—then evaluate what worked.Listen If You Are:A grain or ag tech leader looking to bridge the gap between innovation and farmer realityA cooperative CEO or manager navigating team dynamics and employee retentionA high-performing leader ready to lead from purpose instead of pressureA young professional seeking clarity on how to grow in influence without a formal title