WiLD Conversation

From Building Systems to Cultivating People: A Path to Trust and Growth In this episode of the WiLD Conversation Podcast, host Dr. Rob McKenna sits down with Josh Wylie, President of Villara Building Systems, to reveal a leadership metaphor that reshapes how we think about influence: the builder and the gardener. Great leaders must be both. Builders focus on visible structures—systems, strategies, and profits. Gardeners nurture what is unseen—the trust, relationships, and culture that make growth sustainable. Wylie shares how Villara Building Systems, a national leader in its industry, has built its mission around “building people, building trust, and building dreams.” From leveraging the WiLD Trust Index to creating an in-house coaching program, Wylie demonstrates how leaders can systematize trust and invest in people holistically. This conversation is a blueprint for leading organizations with integrity, intentionality, and a relentless commitment to human flourishing. Leadership Takeaways Be Both a Builder and a Gardener Success requires more than structures and systems. Leaders must also cultivate the “invisible” work of trust, culture, and relationships. Systematize Trust Trust isn’t a buzzword—it’s a discipline. Measure it, track it, and reinforce it with accountability, clear expectations, and consistent feedback. Invest in the Whole Person Villara’s in-house coaching program is proof that when employees grow personally and professionally, loyalty, ownership, and performance follow. Lead with Vulnerability In moments of pressure, honesty—even about uncertainty—builds trust and calms fear. Vulnerability creates credibility. Empower People to Own Their Plans Don’t just give answers. Ask better questions. When team members design their own development and commitments, their motivation and accountability multiply.

Patrick Lencioni, one of the most influential voices in organizational health together with Dr. Rob McKenna, dive deep to explore the heart of effective leadership—redefining success, reframing identity, and uncovering the surprising role of brokenness in shaping whole leaders. This episode of The WiLD Conversation Podcast begins lightheartedly with pet peeves, but quickly moves into transformative insights on humility, trust, and the sacrificial nature of leadership. Key Takeaways for Leaders: Reframe Success from Performance to Wholeness Success isn’t about endless striving or achievement. Lencioni challenges the idea that high performance equals health, showing instead that true leadership comes from peace and wholeness, not fear or insecurity. Embrace Vulnerability as the Foundation of Trust Vulnerability isn’t trendy, it’s courageous. Trust is forged when leaders risk openness, admit mistakes, and allow others to see their imperfections. This creates authentic connection and psychological safety. Know Your Working Genius and Acknowledge Weaknesses Leaders don’t need to excel at everything. Lencioni’s Working Genius model helps identify where joy and energy come from while encouraging teams to complement each other’s strengths. Admitting what you’re not good at isn’t weakness—it’s humility and wisdom. Leadership is a Sacrificial Act Leadership isn’t about recognition or power. It’s about service—choosing difficulty and even suffering on behalf of others. Great leaders embrace this sacrificial posture for the sake of those they lead.   For more on The Table Group visit:  https://www.tablegroup.com/ For more on The Working Genius visit: https://www.workinggenius.com/ For more on the WiLD Trust Index visit: https://www.wildleaders.org/wild-trust-index For more on WiLD Leaders Inc. visit: https://www.wildleaders.org/

In this unmissable episode of The WiLD Conversation podcast, hosts Dr. Rob McKenna and Sabeth Kapahu are joined by the legendary Dr. Amy Edmondson, Novartis Professor of Leadership and Management at the Harvard Business School and the pioneering mind behind the globally transformative concept of psychological safety. With candor and clarity, Dr. Edmondson challenges long-held beliefs about leadership, trust, and failure. She reframes trust not as something earned over time, but as a deliberate choice—a bold act that inspires others to rise to the occasion. And she cuts through misconceptions about psychological safety, revealing it not as comfort or kindness, but as the courage to foster learning, candor, and intelligent risk-taking. This conversation is a masterclass for leaders who want to build environments where people are safe to speak up, take smart risks, and grow together. Leadership Takeaways → Trust Is a Choice, Not a Prize: Amy offers a compelling reframe: trust isn’t a passive result of consistency, it's an active decision to believe in people before they’ve proven themselves. That kind of leadership invites others to show up more fully. → Psychological Safety ≠ Comfort: Psychological safety isn’t about being “nice” or avoiding discomfort, it's about creating the conditions for learning, candor, and accountability, even when the stakes are high. → Vulnerability Is Strength: Leaders who admit mistakes and ask questions set the tone for growth. Vulnerability isn’t weakness; it’s a strategic signal of trustworthiness and courage. → Discernment Over Permission: Failure isn’t always bad. Amy unpacks the difference between basic, complex, and intelligent failures, encouraging leaders to cultivate a culture that learns from risk without lowering standards.

What really drives high performance? In this episode, global speaker and leadership strategist Jamie Crosbie joins Dr. Rob McKenna and Sabeth Kapahu on the WiLD Conversation Podcast to challenge the metrics-only mindset and champion the human algorithm—where trust, courage, and clarity fuel sustainable success. Jamie reminds us: “If outcomes are king, then trust is the crown.” Together, they unpack how courageous leadership, emotional intelligence, and reframing failure can transform feedback into fuel—and cultivate cultures where people thrive, not just perform. If you’re leading in high-pressure spaces, this one’s for you. Leadership Takeaways: 🔹 Lead with Metrics and Meaning Performance soars when goals are clear and people feel valued. Don’t skip the "why." 🔹 Courage Builds Trust Vulnerability isn’t weakness—it’s leadership. Own your limits, invite honesty, and watch trust grow. 🔹 Failure Fuels Growth Ditch the fear. Normalize failure as feedback. Try asking: “What did you fail at today?” 🔹 Self-Awareness > Strategy Alone Even the best plan falls flat without emotional intelligence. Start within to lead well. 🔹 Find Your People Leadership isn’t a solo act. Build your circle—mentors, coaches, truth-tellers. No one peaks alone.

In this powerful episode of The WiLD Conversation, Dr. Rob McKenna and Sabeth Kapahu sit down with Jose Rodriguez, CEO of Rescue a Generation, to explore what it truly takes to build and rebuild trust—in ourselves, our teams, and the next generation of leaders. From his courageous journey out of gang life to launching a thriving nonprofit that empowers urban youth across Southern California, Jose offers a raw and hopeful perspective on how trust isn’t earned it’s a daily, intentional choice. Together, they unpack why vulnerability is the secret ingredient in leadership, how asking better questions, especially with Gen Z, can transform disengagement into deep ownership, and why the only way up is through trust. Whether you’re leading a team, mentoring young people, or working to rebuild broken relationships, this conversation will leave you inspired to lead with radical ownership, consistent action, and the kind of trust that changes lives.   💡 Key Leadership Takeaways:   1. Trust Is a Practiced Choice, Not a Trait Trustworthy leadership isn’t something you have—it’s something you do, daily. Jose’s story reveals that choosing trust, especially when it’s risky, is what transforms both leaders and teams. “Trust is not a trait. It's a practiced and powerful choice.” 2. Beliefs Drive Behaviors: Change doesn't start with commands—it starts with beliefs. Great leaders get curious about what’s underneath the surface. “If you want to change the behavior, you’ve got to find out what the belief is.” 3. Ask Better Questions: Young leaders don’t need more answers—they need to be seen and heard. Meaningful questions open doors to engagement, trust, and breakthrough. “We live in an answer culture. But asking the right question can change everything.” 4. Repairing Trust Requires Ownership and Small Steps: Trust breaks in moments, but it’s rebuilt in tiny, consistent acts of ownership, honesty, and repair. “Every broken commitment is actually a cry for help.”   🔗 Learn more about Rescue a Generation: https://www.rescueageneration.com/   🔗 Learn more about WiLD: https://www.wildleaders.org/   🔗 Download the State of Trust At Work report : https://info.wildleaders.org/state-of-trust-report-registration-0  

In this illuminating WiLD Conversation, Dr. Rob McKenna and Sabeth Kapahu sit down with Chris Shaffer, WiLD Leaders Strategic Development Architect and former Microsoft director. Chris Shaffer unpacks the profound shift in how we understand and cultivate trust in today's complex world. Moving beyond mere information, they delve into how real trust is "worked out" through vulnerability, conflict, and genuine relationship. Discover why measuring trust isn't just about assessment, but about igniting critical conversations and empowering leaders to address hidden challenges at scale. This episode is a must-listen for any leader ready to move from the "unconscious incompetent" to the "unconscious competent" in building a culture where trust isn't just a buzzword, but a tangible, measurable foundation for success. Five Key Leadership Takeaways: Trust is Not Just Information; It's Interaction: Dr. McKenna emphasizes that in today's personalized information landscape, true trust goes beyond what we're told or read. It's "worked out" through conversation, tested in conflict, and proven in vulnerability. Leaders must foster environments where this interactive trust can flourish, rather than relying on one-way information dissemination. Measure to Manage: You Can't Improve What You Don't See: Chris Shaffer powerfully argues that measuring trust moves it from the "dark" of unconscious incompetence into the "light" of conscious awareness. Without concrete data, leaders are left to guess at their organization's trust levels, making intentional improvement nearly impossible. Measuring trust provides the clarity and actionability needed to identify specific areas of strength and opportunity. Trust Assessment Fuels Growth, Not Judgment: Counterintuitively, the most common emotional response Chris observes from leaders after seeing their trust results (even low ones) is gratitude. This isn't about passing or failing a test; it's about receiving a clear, honest picture of reality. Leaders with a growth mindset embrace these insights as a starting point for improvement, demonstrating courage and a willingness to be "editable." Leaders Have Blind Spots – Data Illuminates Them: Whether a leader suspects a trust issue or is unsure, the Wild Trust Index illuminates strategic blind spots by providing precise details. It offers a clear framework for understanding trust at personal, team, and organizational levels, guiding leaders to focus on specific drivers rather than broad, undefined problems. This precision empowers targeted action. Trust is the Root Cause of Culture: Complementary, Not Competitive: While culture surveys measure symptoms, the Wild Trust Index gets to the foundational root cause. Trust is the bedrock upon which healthy organizational culture is built. Measuring trust provides a deeper understanding of underlying dynamics, complementing broader culture assessments and offering actionable levers to improve overall organizational health.

In this episode of The WiLD Conversation podcast, Dr. Rob McKenna sits down with Garry Ridge, former CEO and Chairman of WD-40—a leader who transformed a household product into a global brand and one of the most admired workplace cultures in business. Drawing from his 35-year journey at WD-40, including 25 years as CEO, Garry challenges conventional leadership norms and emphasizes the non-negotiable role of humanity in business. Key Leadership Takeaways: Culture is Strategy, Not a “Nice-to-Have” Garry makes it clear: a trust-based culture isn’t secondary to results. The will of the people × the strategy = results. The Power of a “Dumb-Ass” Mindset Yes, you read that right. His book Any Dumbass Can Do It underscores the idea that building strong culture isn’t rocket science, it’s about humility, courage, and consistency. This mindset invites leaders to say “I don’t know” and focus on bringing out the best in others. Intentional Self-Awareness Is Essential Garry asks himself often, “Am I being the person I want to be right now?” For leaders, self-awareness isn’t optional. The daily work that prevents us from offering people our “leftovers.” Tough-Minded and Tender-Hearted Leadership Leadership isn’t a choice between strength and empathy, it’s a both/and. Garry calls for leaders who make hard decisions and hold people accountable while also caring deeply for their people and creating psychological safety. Measure the Data but Feel the Reality While data is key, Garry urges leaders to “get their shoes dirty" to walk alongside their teams and ensure the numbers reflect lived experience. Belonging is a Shared Responsibility WD-40 thrived because it clearly defined its values and invited people to choose them. Culture wasn’t enforced—it was embraced by those aligned with its purpose. Fear is the Enemy of Trust and Learning By redefining failure as a “learning moment,” Garry removed fear from the equation. The result? A workplace where trust, experimentation, and growth could flourish. Purpose Beyond Profit Is Fuel What sustained Garry’s decades-long leadership? A clear, people-centered purpose: making a positive difference in the lives of others, inside and outside the company.  

What if the key to trust wasn’t just character—but competence, clarity, and accountability? In this compelling episode of The WiLD Conversation Podcast, Dr. Rob McKenna sits down with longtime friend and fellow leadership practitioner Alex Shootman, CEO of Alkami Technology and author of Done Right: How Tomorrow’s Top Leaders Get Stuff Done. What unfolds is not just a sharp exchange between two seasoned leaders—but a deeply honest conversation between old friends who have walked through leadership’s messiness, pressure, and purpose together. With decades of experience leading turnarounds and scaling high-performing software organizations, Alex shares how he grounds his leadership in four non-delegable CEO responsibilities—and how a “No-Blame Bias” has shaped the way he builds trust, manages growth, and drives both results and culture. Drawing from a leadership framework that values both getting it done and doing it right, Alex unpacks how clear accountability, relentless transparency, and trust as a managed business function are essential to long-term success. He reminds us that in every high-performing team, trust is breaking all the time—so we must be intentional about building it all the time. Whether you're a CEO, an emerging leader, or someone navigating the tension between results and values, this episode offers not only practical wisdom—but a refreshing window into what happens when sharp minds, shared values, and leaders-in-process come together in authentic conversation.   💡 Leadership Takeaways The CEO’s Responsibility: Strategy, values, economic outcomes, and building the right team cannot be outsourced—they must be owned and lived by the leader. No-Blame Bias: Creating a culture of truth-telling starts with removing fear of blame. Leaders must model and reinforce this bias to build trust across the organization. Trust as a Business Function: Trust doesn’t self-sustain. Even in high-performing organizations, it must be constantly assessed, cultivated, and rebuilt. The Getting It Done / Doing It Right Matrix: High-impact organizations don’t reward results at the expense of values. The real culture carriers do both—and they’re celebrated by name. Growth Breaks Things: Just like Hemingway’s “stronger at the broken places,” growth breaks teams and systems—what matters is how leaders repair and rebuild with intention.

In this bold and timely episode of A WiLD Conversation, Dr. Rob McKenna is joined by executive coach and HR leader Sam Willing to talk about one of the most courageous (and controversial) leadership moves: firing the wrong executive—even when they deliver results. Drawing from nearly three decades in HR and her own journey through grief and self-discovery, Sam shares how emotional regulation, executive accountability, and trust-building are inseparable in healthy organizational cultures. Together, Rob and Sam unpack what it really means to lead with composure under pressure, how to measure trust in your teams, and why the cost of protecting a toxic leader is too high to ignore. This episode will challenge, inspire, and call leaders—especially CEOs—to take a hard look at whether their values are actually lived out… or just talked about. 🧭 Leadership Takeaways: Trust is measurable—and it starts with you. Every leader development activity is also a trust-building initiative. Composure under pressure is not a personality trait, it’s a skill leaders must develop for the sake of their people. Toxic executives damage cultures quietly and deeply. Protecting them out of fear is leadership avoidance, not strategy. Teams will stay loyal to each other, not the org. When trust is lacking at the top, subcultures form—and leaders miss the truth. CEOs carry the weight of trust. Courageous decisions like holding executives accountable are where real values show up. Resources Mentioned: WiLD Trust Platform Dr. Rob McKenna’s Composed: The Heart and Science of Leading Under Pressure The WiLD Trust Index https://www.wildleaders.org/wild-trust-index The State of Trust at Work Report https://info.wildleaders.org/state-of-trust-report-registration-0

In this powerful episode of The WiLD Conversation, Dr. Rob McKenna sits down with Stephen M. R. Covey, best-selling author of The Speed of Trust, to explore the transformative power of trust in leadership, relationships, and organizational life. In a world marked by declining institutional confidence, Covey argues that trust isn’t just a value—it’s a measurable, learnable competency that multiplies performance and accelerates impact. Listeners are invited into a conversation that challenges the myth that trust is soft or intangible. Covey reframes trust as a strategic imperative and leadership skill that determines how quickly we can innovate, collaborate, and lead through change. In his words, “Low trust is a tax. High trust is a dividend.” The conversation also touches on a key paradox of influence: To lead effectively, we must first be willing to be influenced—to genuinely understand others before we expect them to follow us. As leaders model humility and create space for others to feel deeply seen and heard, they become catalysts for real trust. 🔑 Key Takeaways for Leaders: Trust is a performance multiplier. It impacts everything—from speed and cost to employee engagement, innovation, and well-being. Trust is learnable. It’s not a fixed trait but a developable competency that can be cultivated with intention and integrity. To influence, be influenced. Understanding someone deeply—until they feel understood—is the doorway to earning trust and leading with impact. Trust creates joy and energy. Neuroscience now backs what many leaders intuitively know: high-trust cultures are not only more productive, they’re more human.   In a world of declining trust, being trusted is a differentiator. Leaders and organizations who make trust a goal—not just a tool—gain a significant edge.

In this deeply personal and profoundly insightful episode of The WiLD Conversation podcast, Dr. Rob McKenna sits down with Alec Hill—President Emeritus of InterVarsity, legal scholar, mentor, and cancer survivor—to explore the paradoxes of leadership across decades of both adversity and grace. From the dark corners of a broken legal system to the life-giving mission of global relief and development, Alec shares how life, leadership, and trust have evolved through personal failure, painful seasons, and ultimately, profound purpose. This conversation is as raw as it is hopeful. Alec reflects on the power of convictional leadership in a polarized world, the loneliness of executive roles, and the anchoring influence of trusted relationships. He opens up about how surviving bone marrow cancer reframed everything—from how he listens, to how he mentors, to what really matters in leadership. Leadership Takeaways: The Jungle of Trust: Why your 30s and 40s might be the most disorienting time in your leadership—and what to do about it. From Idealism to Wisdom: Navigating the shift from “I can fix everything” to “I can’t fix everyone”—and the cost of waiting too long. The Decisive Edge: Why unresolved personnel decisions undermine trust, and how decisive action (with compassion) strengthens culture. Resetting the Clock: How facing mortality sharpens your intuition, deepens your empathy, and clarifies what legacy you’re building. Leading with Conviction in a Divided World: Why leaders must hold to their core values without abandoning curiosity or compassion across divides. If you’re leading in a high-pressure environment, struggling with middle-season restlessness, or walking through the unknown—this conversation will resonate deeply. Download the State of Trust at Work Report Connect with WiLD Leaders: 

In this powerful episode of The WiLD Conversation, Dr. Rob McKenna sits down with Phil Goodman, founder of Talent Realized, to explore how truly life-giving workplaces don’t just transform organizations—they change lives far beyond the office. Phil shares his journey from doubting founder to trusted advisor, and what it means to build cultures where trust, clarity, and meaningful connection take root. Together, they unpack what happens when leaders slow down, lean into conflict with composure, and prioritize relational strategy as much as business outcomes. Whether you're a founder, executive, or HR leader, this conversation offers a compelling call to reimagine the workplace as a launchpad for community transformation. Leadership Takeaways: Trust Is the Starting Point: Before you can build trust in your organization, you have to grapple with your own self-trust as a leader. Support systems matter—mentors, coaches, and advisors play a critical role in helping you move forward with courage. Treat People Strategy Like Business Strategy: Phil models a fractional Chief People Officer approach—aligning people systems directly with business goals. Leadership is not just about outcomes; it's about the people who get you there. Measure What You Say You Value: If people and culture are truly priorities, they must be monitored like any other key performance indicator. Tools like a trust index can give insight into readiness for change, retention health, and strategic timing. Build Teams That Know Each Other: High performance requires high connection. People don’t just want to be seen for their productivity—they want to be known and valued as whole people. Don’t Avoid the Hard Conversations: Avoiding conflict stunts growth and trust. Leaders must be equipped to have truth-filled, grace-driven conversations that deepen connection and resolve tension. Life-Giving Cultures Ripple Outward: Healthy workplaces don’t just benefit business—they shape families, communities, and the way people show up in every area of life. Leadership is discipleship, and the workplace is a mission field.

In this power-packed episode of The WiLD Conversation, Dr. Rob McKenna and Sabeth Kapahu go beyond surface-level leadership trends and dive headfirst into a conversation that challenges how most organizations approach development. Too often, leaders are handed tools without a method, or methods without measures. Rob boldly claims: “Both matter if we’re serious about building trust and developing whole leaders.” This episode unveils the revolutionary WiLD methodology—a transformative approach that reshapes how we think, interact, and assess in leadership. With insights on psychological safety, strategic vulnerability, and the necessity of aligning learning and performance, Rob and Sabeth dissect the foundational shift needed in leadership development. They unpack why seeing people whole isn't a nice-to-have—it's a non-negotiable for building organizations where trust can actually grow. 🔑 Leadership Takeaways Method Without Measures Is a Myth: Leadership development must include both a consistent methodology and meaningful assessments. Without both, growth is accidental at best. Start at the Top, but Don’t Stop There: Real transformation starts with senior leaders who do the work, not just endorse it. See the Story Behind the Scores: Data is essential, but context is king. Leaders must learn to interpret profiles as pieces of a complex narrative, not just numbers. Expect Ownership, Not Just Attendance: Empower people to own their learning journey by giving development back to them—with clear expectations and support. Create Learning Rhythms: Learning isn't a one-off event. Design a sustainable rhythm that integrates development into the day-to-day. Lead with Strategic Vulnerability: Your job isn’t to master every assessment. Your job is to crack the door open for real conversation. Bridge the Business and the Individual: Development isn’t about choosing between the needs of the organization and the growth of the person. It’s about connecting both with intentionality. Watch this episode here.

In this episode of the WiLD Conversation Podcast, Dr. Rob McKenna sits down with Dr. Alexis Fink—organizational psychologist, people analytics pioneer, and trusted leader—for a conversation that’s as grounded as it is visionary. Dr. Fink opens up about her recent transition out of a senior role as Meta VP of Analytics and Workforce Strategy—not as a retirement from the work she loves, but a graduation into the next chapter of her calling. Together, we explore how to prepare successors without holding too tightly, how trust and measurement create clarity in chaos, and why the science of work and workers must evolve to meet the fear and fragmentation facing organizations today. With over 30 years in I/O Psychology and as the outgoing President of SIOP Society for Industrial Organization Psychology, Dr. Fink shares what it takes to build a legacy that outlives your tenure—one rooted in integrity, clarity, and compassion. Whether you’re a founder, an HR leader, or just trying to lead with intention through uncertainty, this conversation is for you. 📌 LEADERSHIP TAKEAWAYS Succession isn’t optional: Preparing others to lead after you isn’t a side task—it’s your most lasting leadership work. Measurement drives clarity: Defining what matters forces the hard but necessary conversations about values, strategy, and what’s possible. Trust is earned in the in-between: Especially in uncertain times, consistent action and honest boundaries build the credibility that trust depends on. Play it safe, miss the upside: Anxiety and fear limit innovation—leaders must create safety if they want boldness.   You’re not done: Leadership transitions don’t mark the end. They mark a turning point. You may leave a role, but the calling often goes with you. 🔗 Listen to: The Evolution of Leadership Development here: https://www.podbean.com/eas/pb-xi7h8-15bbbd2   🔗 Learn more: https://www.wildleaders.org/ 🔗 Download the State of Trust at Work Report : https://info.wildleaders.org/state-of-trust-report-registration-0

In this WiLD Conversation podcast, Dr. Rob McKenna sits down with coach and HR leader Sam Willing for an honest and courageous dialogue on what truly erodes trust in leadership: the inability to regulate ourselves in high-pressure moments. Sam opens up about her own transformative journey through grief, healing, and nervous system work, and how it reshaped her understanding of emotional maturity in leadership. Together, they explore what Bowen Theory calls “self-differentiation”—the ability to remain emotionally steady while staying connected to others—and how it’s at the heart of trust, consistency, and psychological safety in organizations. Through vivid examples, including “The Tale of Two CEOs,” Rob and Sam unpack why it’s not just about skills and culture-building strategies. If a leader lacks the capacity to self-regulate when it matters most, even the best intentions can fall flat. The conversation ends with a raw look at loneliness, imperfection, and identity in entrepreneurial leadership. Leadership Takeaways: Emotional maturity is a top driver of trust at both the personal and organizational levels. Nervous system regulation is not a “soft skill”—it’s foundational to leading under pressure. Leaders must do the internal work to align their values with their behaviors when it matters most. Inconsistency and inauthenticity are trust-killers, even when paired with compelling vision and values. Building community and a sense of identity outside of performance is essential for sustainable leadership. 🔗 Connect with Sam Willing:https://www.samwilling.com/ 🔗 Learn more: https://www.wildleaders.org/ 🔗 Download the report : https://info.wildleaders.org/state-of-trust-report-registration-0

What if the future of your organization depends on something you’re too busy to notice? We often think about leadership in terms of speed—making things happen, hitting targets, and pushing forward. But real, sustainable leadership isn’t just about performance. It’s about process. And process needs us to stop, reflect, and lead with intention. In this episode, Dr. Rob McKenna and Dr. Mark L Vincent dive into why slowing down isn’t just a leadership discipline—it’s the key to long-term trust, succession, and continuity. Leaders who fail to cultivate trust don’t just risk losing people; they risk losing everything they’ve built. ✔️ Why trust is the ultimate leadership currency ✔️ How process clarity shapes the future of your business ✔️ Why self-leadership is the foundation of organizational success If you want to build something that outlasts you, this conversation is where it starts. Connect with Mark Vincent . Download the State of Trust at Work Report. Connect with WiLD Leaders to begin measuring and building trust today.

In this episode Dr. Rob McKenna and Daniel Edds take a deep dive into the unseen forces shaping our organizations—culture, trust, and the systems that define them. Dan shares from decades of experiences highlighting a hard truth: the systems we create (or fail to create) dictate the experience of every person in an organization. 🔹 Leadership Takeaways: Culture Exists, Whether You Define It or Not – Every organization has a culture. The question is whether it’s intentional or accidental. Systems Drive Experience – The way we structure work creates an emergent experience, shaping morale, engagement, and trust. People Want to Be Proud of Where They Work – Nearly everyone desires to be part of something meaningful. Leaders have the opportunity—and responsibility—to cultivate that sense of pride. Making No Decision is Still a Decision – Leadership requires making conscious choices, not just letting culture evolve by default. This episode challenges us to reflect on the systems we build and the invisible forces shaping the way our teams operate. Listen to: The Evolution of Leadership Development here: https://www.podbean.com/eas/pb-xi7h8-15bbbd2 For more on Leveraging the Genetics of Leadership: Cracking the Code of Sustainable Team Performance by Dan Edds click here: https://a.co/d/96Pbm0d

At WiLD Leaders, we’ve spent years developing whole leaders—leaders who are both courageous and sacrificial—because we knew that leadership development couldn’t be a one-off event. It had to be a system. A rhythm. Something embedded into the very fabric of an organization. What we found along the way? Trust was the game changer. It wasn’t just a byproduct of good leadership; it was the leading indicator of whether teams and organizations would succeed. The State of Trust at Work Report—What Every Leader Needs to Know: Trust isn’t a given—it’s a process. Nearly half of all employees (48%) exist in what we call the jungle of trust—where trust in their teams, leaders, and organizations is low. And even in high-trust organizations, 41% of people still struggle with trust daily. The assumption that trust is “just there” if leadership is strong enough? It’s false. Trust is always being built or eroded. Conflict is not the problem. How we handle it is. One of the lowest-rated areas in teams across the board was navigating high-conflict moments. Yet, that same ability to compose ourselves under pressure is one of the top drivers of trust. In other words, teams that embrace conflict—handle it with honesty and courage—build trust faster and stronger than those that avoid it. Trust isn’t binary. It’s dynamic. Our data shows that 73% of employees are struggling with trust at either the team or organizational level—or both. But that doesn’t mean trust is broken forever. Trust isn’t something we either have or don’t have; it’s something we question, rebuild, and strengthen over time. Performance and truth-telling matter. High-trust teams don’t just “get along” with each other. They tell the truth. They own their wins and their failures. Vulnerability isn’t about weakness—it’s about the courage to be real. If you’re leading a team, ask yourself: Are we creating an environment where truth is spoken, mistakes are owned, and performance is a shared responsibility? Emotional maturity is the difference-maker. Leaders in the C-suite all have experience, but the ones who truly transform organizations have something more—the ability to be both clear and compassionate, strong and humble. Trust is built when leaders develop the self-awareness to understand their competence, motivations, and impact on others. What This Means for Leaders Like You: See leadership development as trust-building. It’s not about isolated training events. Developing people is a long-term strategy for building trust across an organization. Invest in a whole and intentional leadership development system. Stop viewing leadership growth as a one-off solution. Embed it into the fabric of how your team operates. Start with yourself. If you’re a senior leader, your self-awareness, clarity, and emotional maturity will set the tone for your organization’s culture of trust. Create a learning culture. Organizations that normalize growth, learning, and truth-telling—not perfection—are the ones where trust thrives. Imagine an organization where every person could say, I trust you—not because you’re perfect, but because you’re working it out. That kind of trust begins within us, grows in the patterns between us, and is sustained by the conditions we create around us. Let’s do this. And let’s do this together.  Download the State of Trust at Work report here. Learn more about the WiLD Trust Index. Schedule a time to meet with a WiLD Team member today.

Trust isn’t just built between people—it begins within us. In this episode of WiLD Conversation Podcast, Dr. Rob McKenna and Sabeth Kapahu unpack the critical connection between trust, self-awareness, and worthiness. According to the Relate Project research 41% of young adults don’t feel worthy of love. What does that mean for leadership, relationships, and the way we build trust? Trustworthiness isn’t something we declare or demand—it’s something we live into. It’s about reliability, consistency, and truth-telling, not just in our words but in our actions. In this conversation, Rob and Sabeth explore: 🔹 How our sense of self-worth impacts our ability to trust others 🔹 Why distrust thrives in the shadows—and how to bring it into the light 🔹 The role of failure in becoming trustworthy 🔹 Why trust must be built before it can be earned Trust isn’t just about believing in someone else—it’s about knowing ourselves well enough to lead with integrity. Whether you’re leading a team, navigating relationships, or just trying to find solid ground, this episode challenges you to look inward first. WiLD Leaders is excited to announce our State of Trust at Work report—an in-depth look at the data, insights, and actions that can help leaders like you cultivate trust in your sphere of influence. Be the first to receive it upon release. → Sign Up to receive the report. #WiLDConversation #TrustworthyLeadership #SelfWorth #LeadershipMatters

In this episode of The WiLD Conversation Podcast, Dr. Rob McKenna sits down with Dr. Arthur Satterwhite III to discuss why process is everything—whether you’re leading a team, launching a product, or rebuilding trust. Dr. Satterwhite shares his research from The Relate Project, unpacking what leaders must understand about relational trust, adolescent culture, and the phases we often overlook when trying to create lasting impact. Drawing from his own leadership journey, he challenges us to consider: Are we intentional about every phase of the leadership process? Are we bringing the right people in at the right time? Are we building trust strategically instead of assuming it will happen? From business strategy to leadership development, this episode is a wake-up call for leaders who want to stop short-changing their impact and start leading with intentionality. Key Leadership Takeaways: 🚀 Process isn’t a barrier—it’s the path to sustainable success. 🤝 Trust isn’t automatic—there’s a process to rebuilding and maintaining it. 💡 Overlooking key phases in leadership or strategy can undermine everything.