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Summary Most leaders step into their role without formal training. That gap often leads to uncertainty, hesitation, and missed opportunities to build trust early. In this episode of The Leadership Habit, Bruce Mayhew shares practical leadership skills for new leaders, focusing on building confidence, establishing trust, and creating a strong team culture from day one. Meet Bruce Mayhew Bruce Mayhew is a corporate trainer, keynote speaker, and author with over 20 years of experience helping leaders improve team performance and workplace culture. After working in leadership roles at Scotiabank, he saw how leadership directly impacts engagement, trust, and results. His latest book, The Path of an Inspired Leader, is designed as a practical guide covering more than 18 real-world leadership scenarios. Each chapter focuses on situations leaders face, from hiring and feedback to building trust and managing change.   Why Leadership Skills for New Leaders Matter More Than Ever Many professionals are promoted into leadership roles without the tools to succeed. They are expected to lead, but never taught how. As Bruce explains, this creates hesitation: “They don’t want to ruffle any feathers… they think they have to sit back and really learn the ropes for two months or six months.” The problem is not capability. It is a lack of clarity. New leaders often wait for permission instead of setting direction. But strong leadership requires stepping in early to shape the environment your team operates in.   What Confidence Really Means in Leadership One of the most important leadership skills for new leaders is confidence. But confidence is often misunderstood. It is not about having all the answers. Bruce reframes it clearly: “Confidence isn’t control… confidence isn’t knowing everything.” Instead, confidence looks like: – Being clear about the environment you want to create – Being willing to make mistakes – Trusting your team before they prove themselves Strong leaders do not walk in trying to prove their worth. They walk in reinforcing the value of others. How to Build Trust as a New Leader If there is one skill that defines effective leadership, it is trust. Trust is not built through speeches or titles. It is built through behavior. Bruce shares a powerful example of a leader who transformed a disengaged team in just weeks by focusing on trust and transparency. What did that leader do? – Spoke to people directly and consistently – Created a relaxed, human environment – Asked for input and feedback – Clearly shared a vision for the team The shift was immediate because people felt seen, heard, and safe. One simple but powerful reminder: “You can’t command respect. You have to give respect to get respect.” The same is true for trust.   Set the Tone Early Instead of Waiting A common mistake new leaders make is waiting too long to establish expectations. They observe. They analyze. They hold back. But your team is forming opinions immediately. Strong leaders take action early by: – Introducing themselves personally – Sharing how they lead – Setting expectations around communication and accountability – Creating clarity around team culture Even small actions, like where you sit or how often you engage, send strong signals. Leadership is always being interpreted. Turn Company Values Into Real Leadership Tools Many organizations have values posted on a wall or website. Few teams actually use them. Bruce offers a simple exercise that every leader can apply: Take your company values and discuss them with your team. Ask: – What does this value actually mean in our daily work? – What does it look like in action? – Where do we see gaps? This creates shared understanding and reduces confusion. You can go further by asking: – What additional values do we want to define as a team? When people help define expectations, they are far more likely to follow them. How to Handle Difficult Conversations as a Leader Avoiding difficult conversations is one of the fastest ways to lose credibility as a leader. Relationship building is crucial to becoming an effective leader. Bruce makes an important distinction: “Difficult conversations don’t have to be conflict… if you leave them alone, then they will become conflict.” The goal is not to avoid discomfort. It is to address it early. A simple leadership approach: – Set expectations for feedback from the beginning – Ask for permission to give input – Focus on improvement, not blame For example: If I see something that could help you improve, do I have permission to share it? This creates a culture where feedback is normal, not threatening. Leadership Is About Creating the Right Environment At its core, leadership is not about control. It is about creating the conditions where people can succeed. That includes: – Psychological safety – Clear expectations – Open communication – Accountability in both directions When those conditions exist, performance improves naturally. Without them, even strong teams struggle. Key Takeaways: Leadership Skills for New Leaders 1. Confidence comes from clarity, not control. 2. Trust is built through consistent, everyday actions. 3. Leaders should set the tone early, not wait. 4. Values should be defined and discussed as a team. 5. Difficult conversations prevent larger issues. 6. Leadership is about creating an environment for success. Where to Find More from Bruce Mayhew Bruce leaves leaders with a simple reminder: You do not need to have everything figured out to lead. You just need to start.  Listen to the full episode today! Then, to learn more from Bruce Mayhew, you can:  – Visit his website: brucemayhewconsulting.com – Connect on LinkedIn – Get his book: The Path of an Inspired Leader What’s Next?  If you are developing new leaders or stepping into a leadership role yourself, the right tools make all the difference. Crestcom’s Leadership Skills Workshop helps leaders build confidence, improve decision-making, and strengthen team performance in just two hours. Request a complimentary workshop at crestcom.com/freeworkshop   The post Essential Leadership Skills for New Leaders with Bruce Mayhew appeared first on Crestcom International.

AI is changing how we work, lead, and make decisions. For many leaders, that shift brings uncertainty. Will AI replace roles? What skills will still matter? And how should leaders respond? In this episode of The Leadership Habit Podcast, Jenn DeWall sits down with Sylvie di Giusto to explore what it means to stay “Forever Human” in an AI-driven world. Their conversation challenges fear-based thinking and offers a practical path forward. AI is not something to compete with. It is something to understand, adapt to, and use with intention. Meet Sylvie di Giusto, CSP, Hall of Fame Speaker Sylvie di Giusto is an international keynote speaker, author, and leadership consultant who helps organizations lead better, sell faster, and influence with intention. With decades of corporate experience and a unique 3D holographic speaking style, she brings forward-thinking insights on leadership presence, perception, and human behavior. Her expertise has been integrated into Crestcom’s curriculum for years, helping leaders around the world strengthen communication, emotional intelligence, and decision-making. AI Isn’t the First Disruption—and It Won’t Be the Last One of the most important takeaways from this conversation is perspective. AI may feel new, but disruption is not. Every major technological advancement has created uncertainty, fear, and resistance before eventually becoming part of everyday life. As Sylvie explains, “Humans have a tendency to fear and panic first and see everything as a threat rather than an opportunity.” From the printing press to the internet, leaders have always faced moments where they had to choose between resisting change and adapting to it. The same is true today. AI is not going away. The question is not whether it will impact your role, but how you will respond to that impact. Sylvie makes this clear when she explains that the real risk lies in choosing not to adapt. Leaders who ignore AI may eventually find themselves replaced, not because AI is inherently better, but because they chose not to evolve alongside it. Don’t Compete with AI. Complement It. A central theme of this episode is a mindset shift that every leader must embrace. Many professionals are trying to compete with AI by working faster, producing more, or relying heavily on automation. But that approach misses the point. Sylvie puts it simply, “The goal was never to beat the machine. It is to build with it.” AI will always outperform humans in speed, data processing, and memory. Trying to compete in those areas is not sustainable. The real opportunity lies in focusing on what AI cannot do. Leadership in the AI era is about combining strengths. AI handles efficiency. Leaders bring judgment, context, and human understanding. When used together, the result is far more powerful than either alone. Where AI Wins—and Where Leaders Still Matter AI’s strengths are undeniable. It can analyze data at scale, generate content instantly, and automate repetitive tasks. But leadership has never been defined by those capabilities alone. Take speed as an example. AI can respond instantly, but speed is not always the right answer. Sylvie advises the listeners that “AI will always win the race… but only humans know when actually you have to slow down.” Leaders understand timing. They recognize when a situation requires pause, reflection, or a more thoughtful approach. That level of discernment cannot be automated. The same is true for data. AI can retrieve information quickly, but it does not understand meaning. Leaders interpret data through experience, emotion, and context. They connect information to real-world impact, making decisions that go beyond what the data alone can suggest. And when it comes to relationships, AI falls even shorter. It can mimic tone, but it cannot build trust. As AI-generated communication becomes more common, leaders face a new challenge: ensuring authenticity remains intact. Sylvie highlights this shift clearly: “There is this new level of mistrust… people are not sure anymore what comes from the machine and what comes from the humans.”  Because of this, transparency and authenticity are no longer optional. They are essential. Why Soft Skills Are Making a Comeback For years, organizations prioritized efficiency, technical skills, and productivity. But AI is now outperforming humans in many of those areas, shifting the value back to human-centered capabilities. Sylvie emphasizes that, “there will be a big comeback for soft skills because those are the skills that AI cannot replicate.” Skills like emotional intelligence, communication, adaptability, and critical thinking are becoming more valuable, not less. Leaders who invest in these areas will be better equipped to navigate complexity, build trust, and guide teams through change. This is a major opportunity. While AI handles the mechanical aspects of work, leaders can focus on what drives performance at a deeper level—people. Creativity Still Belongs to Humans AI can generate ideas quickly, but those ideas are based on existing data. It recombines what already exists rather than creating something entirely new. As Sylvie explains, “AI just sources ideas that already exist… it really can’t invent something that has never existed before.” This reinforces the importance of human creativity. Innovation still depends on original thinking, curiosity, and the ability to challenge assumptions. Leaders who rely solely on AI for ideas risk producing predictable results. Those who combine AI insights with human creativity can push beyond what already exists and create something truly new. Ethics, Accountability, and Leadership Responsibility Perhaps the most critical leadership responsibility in an AI-driven world is accountability. AI can generate recommendations, but it cannot take responsibility for outcomes. Sylvie illustrates this point, saying, “AI might look into the performance data… and say you have to fire that person. But you as a human… have the ability to question why.” Leaders must consider context, circumstances, and human factors that AI cannot fully understand. They must apply judgment, empathy, and ethical reasoning to every decision. Equally important is resisting the temptation to shift blame. “You cannot allow yourself… to point at AI and say, ‘It wasn’t me.’” No matter how advanced the tool, accountability remains with the leader. How AI Is Changing Leadership Behavior AI is not just changing how work gets done. It is changing how people think, communicate, and behave. Sylvie points to several shifts leaders must recognize. Focus is decreasing as distractions increase. At the same time, people are becoming more selective with their attention. “Attention is the new currency—and it’s becoming very expensive.” This means leaders must communicate more clearly and concisely than ever before. If a message is not immediately relevant, it will be ignored. Patience is also declining. People expect faster responses and quicker outcomes. Leaders must balance this urgency with thoughtful decision-making, ensuring that speed does not come at the cost of quality. At the same time, communication itself is changing. AI tools make it easier to produce content quickly, but that efficiency can come at the expense of authenticity. Leaders must ensure their voice remains present in what they share. The Risk Leaders Aren’t Talking About One of the more overlooked risks of AI is how freely people share information with it. In many cases, individuals are more comfortable asking AI questions than speaking with a colleague or leader. Sylvie warns that this behavior has consequences, “Whatever you share with AI creates… a shadow profile about you.” Over time, this data contributes to a broader digital footprint that may influence how information is generated and shared. Leaders must be intentional about what they input into AI systems and encourage their teams to do the same. Key Takeaways AI is not replacing leadership. It is reshaping it. The leaders who succeed will be the ones who adapt, not resist. They will understand where AI adds value and where human skills must take the lead. They will invest in emotional intelligence, communication, and critical thinking. They will remain accountable for decisions. And they will focus on building trust in a world where authenticity is increasingly important. Or, as Sylvie summarizes it best, “Don’t compete with AI. Focus on what you do in the moments that matter most as a human being.” Where to Find More from Sylvie di Giusto To learn more from Sylvie, visit sylviedigiusto.com, connect with her on LinkedIn, or explore her keynote presentations and books focused on leadership, perception, and influence. Strengthen Your Leadership Skills AI will continue to evolve, but leadership will always remain human. The ability to communicate clearly, think critically, and lead with intention will only become more important. If you want to strengthen these skills within your organization, request a complimentary two-hour leadership workshop at crestcom.com/freeworkshop.   The post AI and Leadership Responsibility with Sylvie di Giusto appeared first on Crestcom International.

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

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

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

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

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

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

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

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

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

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

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

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

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