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🎙️ The Future of Work: Part 1 Become The Leader Podcast  The workforce is changing faster than most leaders are prepared for. In The Future of Work: Part 1, hosts Jody Holland, Maleah Grigsby, Meghan Slaughter, and Mike Grigsby explore the realities shaping today’s workplace—and what those changes demand from leaders moving forward. Drawing insights from the World Economic Forum’s Future of Jobs Report and Gallup’s State of the Global Workplace, this episode examines the tension between job growth and job displacement, generational shifts in expectations, rising burnout among managers, and the growing importance of adaptability, curiosity, and leadership clarity. What You’ll Learn in This Episode The Workforce Paradox  Millions of new jobs are being created—yet millions more are disappearing. The challenge isn’t job availability; it’s whether people have the skills and resilience to adapt. Why Stability Now Comes from Movement  Long-term security is no longer tied to a role or title. It comes from learning how to move, reskill, and think differently in a constantly shifting environment. Generational Shifts in Work and Purpose  Younger generations are redefining work, prioritizing psychological safety, purpose, and respect over traditional loyalty. Leaders must understand the difference between a “job” and the value someone brings through their “work.” The Productivity and Burnout Crisis  Billions are lost to disengagement, while managers face record levels of burnout—largely because most were never trained to lead people effectively. Why the 40-Hour Workweek Is Fading  Knowledge work demands a shift from hours worked to outcomes achieved. Autonomy and trust are becoming essential tools for engagement. Reskilling as a Leadership Imperative  With nearly 40% of today’s skills becoming obsolete within five years, continuous learning and adaptability are no longer optional. Curiosity in the Age of AI  As AI makes answers abundant, the most valuable human skill becomes the ability to ask better questions. Leadership is moving from control to curiosity. Where AI Will Disrupt First  The greatest immediate impact of AI may not be domestic roles, but outsourced and transactional work that can be automated at scale. Key Takeaways The future of work is a leadership challenge, not just a technology challenge Engagement rises when leaders focus on clarity, trust, and outcomes  Adaptability, curiosity, and human-centered skills are the new competitive advantage Organizations that ignore generational values will struggle to retain talent Resources Mentioned Reports: World Economic Forum - Future of Jobs Report (Link to 2023 Report) Gallup - State of the Global Workplace Report (Link to 2024 Report) Books: The Hitchhiker's Guide to the Galaxy by Douglas Adams The Seven-Day Weekend: Changing the Way Work Works by Ricardo Semler Tools/Platforms: Eleven Labs: A voice AI platform mentioned for its ability to translate and clone voices in multiple languages.  Coming Next: The Future of Work: Part 2, where the conversation turns directly to AI through a leadership lens—and what today’s leaders must do now to stay relevant. Become The Leader You Would Follow.

Regardless of what the world throws at us, we have to commit to the life we intend to live. In the story of Hernando Cortez, he learned that he and his men would have to think and act differently from others in order to take the world's greatest treasure. This treasure had been protected for more than 600 years, and no conqueror had been able to take it, but Cortez was different. He knew he had to burn his boats, removing any way to retreat, to get his men to fully commit to victory. What are the escape routes, or boats, in life that might be holding you back? Is it time to fully commit to your goals? Follow me on social media! Facebook: @thejodyholland Instagram: @thejodyholland Leadership Courses https://www.jodyholland.com/training

Choose Your Hard is a reminder that every path carries difficulty—the difference is whether that difficulty moves you forward or holds you in place. Growth, discipline, accountability, and consistency are hard. So are stagnation, regret, stress, and decline. The mistake leaders make is believing there is an “easy” option. There isn’t. There is only the hard that compounds progress and the hard that compounds pain. Choosing your hard means intentionally selecting actions that build capacity over time—having the tough conversation, showing up when motivation fades, developing skills before you’re forced to, and staying consistent long after the excitement wears off. Research on self-efficacy and delayed gratification consistently shows that leaders who embrace short-term discomfort create long-term confidence, resilience, and results. The leaders who win are not those who avoid difficulty—they are the ones who choose the right difficulty. The hard that stretches them, sharpens them, and ultimately moves them closer to the leader they want to become. Because growth isn’t easy. But neither is staying the same. So choose wisely. Become The Leader You Would Follow.

Great leaders are rarely shaped by a single moment or a single mentor. More often, they are shaped quietly—page by page—by ideas that challenge how they think, how they decide, and how they see themselves in the world. In this episode, we explore how books subtly but powerfully influence leadership development and personal success. Authors like Napoleon Hill, Andy Andrews, and Jim Collins don’t just offer strategies—they reshape belief systems. Their work reframes success as something built through discipline, intentional decisions, consistency, and values-driven leadership. These ideas don’t demand attention; they earn it over time. At the same time, voices like Neville Goddard and James Allen challenge leaders to look inward—to understand how imagination, thought, and personal responsibility quietly govern outcomes. These perspectives expand leadership beyond tactics and into identity, reminding us that how we think ultimately determines how we lead. We also discuss the impact of modern storytellers like Freda McFadden, whose work highlights the human side of decision-making, perception, and consequence—elements every leader must understand, whether in business, relationships, or life. Together, these authors form an unexpected but powerful ecosystem of influence. Their ideas don’t shout. They don’t chase trends. Instead, they work beneath the surface—shaping judgment, sharpening clarity, and reinforcing the quiet habits that separate reactive leaders from intentional ones. This conversation isn’t about a reading list. It’s about recognizing that the books we choose—and the ideas we allow to shape us—quietly determine the kind of leaders we become. Because leadership isn’t formed overnight. It’s formed in the margins.

Navigating Generational Dynamics—From Parenting Styles to Workplace Innovation Hosts: Jody Holland, Mike Grigsby, Meghan Slaughter, and Maleah Grigsby Episode Summary Welcome to the premiere episode of the Become The Leader podcast, where we explore the worlds of work, success, and life to help you become the leader you would want to follow. In this inaugural discussion, our four hosts take a deep dive into the complex and often misunderstood topic of generational dynamics. The conversation spans the spectrum from how evolving parenting styles—like the shift from physical discipline to "gentle parenting"—are reshaping the modern workforce, to the challenges of fostering innovation under the shadow of "helicopter" oversight. Meghan, Maleah, Mike, and Jody share personal insights from retail environments, intergenerational family connections, and their own childhood adventures to define how leaders can bridge the gap between age groups. They explore the balance between safety and independence, the impact of information access on neural development, and the necessity of defining your own personal values amidst the noise of social media algorithms. Key Topics Discussed The Evolution of Parenting and its Professional Impact Maleah leads a discussion on how shifts toward "gentle parenting" influence the expectations of younger professionals entering the workforce. Mike questions how generational friction can be reduced when these differing upbringings collide in a business environment. Bridging Divides: Insights from the Retail Floor Meghan shares her experiences in retail as a crucible for understanding diverse age groups. The team discusses the importance of asking clarifying questions to understand different perspectives rather than making assumptions based on age. The Tension Between Adventure, Safety, and Surveillance Jody raises concerns about the impact of helicopter parenting and modern technology on the development of independence. The hosts reflect on their own childhood freedoms versus today's tech-reliant safety measures, emphasizing the need for unstructured adventure to foster resilience. Exposure, Innovation, and the Information Age Mike emphasizes that exposure to new experiences is crucial for neural development and innovation in business. Jody contrasts Gen X’s access to information (cable TV) with the global connectivity of Millennials and Gen Z. Maleah counters with the dangers of narrow perspectives created by social media algorithms and the subsequent loss of genuine community connection. Defining Leadership Values and Personal Truth The episode concludes with a powerful discussion on finding one's voice. Meghan highlights the value of standing by personal values, while Maleah advocates for independent research to establish "personal truth." Jody encourages listeners to view mistakes not as failures, but as vital learning opportunities on the path to leadership. Quotable Insights "While modern workplace resources enhance learning, we must be wary of the narrow perspectives created by social media algorithms and the potential loss of genuine community connection." "Innovation requires exposure. Bridging generational divides isn't just about getting along; it's about leveraging different life experiences for better business outcomes." "To become the leader you would follow, you must first learn to embrace mistakes as essential learning opportunities rather than setbacks." Follow me on social media! For Jody Holland Facebook: @thejodyholland Instagram: @thejodyholland TikTok: @thejodyholland For Mike Grigsby https://www.linkedin.com/in/mikegrigsby https://www.mwgrigs.com Leadership Courses https://www.jodyholland.com/training

Today, I am talking with Colby Butcher from Plains Dairy. Plains is celebrating their 90th Anniversary in Amarillo, TX. Colby is discussing greatest leadership lessons learned, his favorite book that helped him become a stronger leader, and how lessons learned have shaped his leadership perspective.

The employment world we live in will never be what it used to be. With fundamental shifts in culture, generations, and belief systems of employees, it is more critical now than ever before to create an engaged culture. A top-performing organization will outpace a good organization 20 to 1 in net profitability.   To achieve this, there are three key components to build a culture that will engage teams, inspire greatness and unlock the highest potential of a team. By mastering Alignment, Workflow and Feedback, we attract top talent to be a part of our teams and take our organizations to the highest levels.   Follow me on social media! Facebook: @thejodyholland Instagram: @thejodyholland TikTok: @thejodyholland

Here's a link to the video we watched and discussed at the beginning of the speech: https://youtu.be/NemtQx0m0Ss   Discover how stories can shift evaluations of a product, service, or company from logic to emotion, drawing people in and creating a natural connection. These connections lead others to begin to trust our organizations and our products.   Learn about the four-part process of connection, struggle, action and happy ending, and how this primal format taps into the oldest form of communication known to humankind, building momentum in any business.   Using this framework with our clients helps them achieve their desired growth in business. This is the part we, in advertising, play as the guide in their story. Don't miss out on this opportunity to discover the power of "Story-Selling."   Follow me on social media! Facebook: @thejodyholland Instagram: @thejodyholland TikTok: @thejodyholland

In today’s episode, Jody and Meghan discuss the importance of creating daily habits that will help lead you to success. To see where you spend the most time, try out this exercise: For 48 hours, document everything you do. In a journal, write down the activity you perform (even as simple as brushing your teeth), how long it takes you to complete it, and how it makes you feel. After the 48 hours is up, take a look at what you spend the most time doing and evaluate how it makes you feel. Are you wasting your time on something that does not benefit you? If so, think about a habit that you can replace this time-waster with. If you prefer, take it a step further and give each activity a dollar value. If it is not benefiting you, or you do not see any value in it, label it $0. You cannot have a negative amount. This helps you look at your habits more objectively. The habits with the highest dollar value are the habits that you should lean into. Time is money, after all. Organize your day to win by prioritizing the daily habits that will advance your pursuit of success, and be consistent in maintaining these daily habits. Before you know it, the routine will become so natural that you can look at adding new habits or changing your current habits to fit your needs. There is no such thing as an “overnight success.” It takes time, effort, and commitment to be successful, and success is something that you continuously pursue. Find your three most important habits, commit to completing them every single day for at least 30 days, and see what a difference they make in your life. Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow!   Follow me on social media! Facebook: @thejodyholland Instagram: @thejodyholland TikTok: @thejodyholland

In this episode, Jody and Meghan discuss how to build rapport with another person, whether that is at a social networking event or it is over time through continuous interaction. Building rapport is about understanding and connecting with another person through a close and harmonious relationship. There are five key principles that help a person build rapport: Empathy - the ability to understand and share feelings with another person Authenticity - being genuine; being who you say you are Similarities - finding a common ground; building a bridge between individuals Shared Experiences - experiences shape individuals, and shared experiences create a sense of connection Physical Presence - the manner in which we present ourselves; paralanguage Seeking to understand others before you seek to be understood allows for greater depth of both conversations and interactions. You want to be present in the moment, show a genuine interest in the other person, make eye contact, practice active listening, and be very intentional about the interaction. When you enter into a conversation, you want to appear open and confident. Shake the other person’s hand, introduce yourself, and repeat their name back to them when they introduce themselves, like, “Meghan! It’s a pleasure to meet you, Meghan.” This reinforces your memory of their name, and it is hypnotic to use their name in the conversation. Be present and intentional with your words and actions. Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow!   Follow me on social media! Facebook: @thejodyholland Instagram: @thejodyholland TikTok: @thejodyholland

In today’s episode, Jody and Meghan share tips on preparing for an executive-level interview. The higher the position within the company you are interviewing for, the greater the intensity and depth of the interview process will be. It is important to give a good first impression and answer questions in a professional manner.   A few takeaways from the podcast: -Practice interviewing with another person ahead of time. -Keep your answers honest, but not rehearsed. -Innovation sets leaders apart. -Never underestimate the power of a good, firm handshake. -Thank each interviewer for their time. -Dress for the position you want.   In the interview process, we are hiring the person and the potential that we believe they exhibit. Subtle formalities, body language, and professionalism will make a huge difference in the way that an interviewer will view your potential. Be intentional about each step of the interview process, and be sure to prepare ahead of time.   Executive-level interviews often seek to know these 3 main things: -What your style of leadership will be -What your plan for leading will be -What your legacy will be   Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow!   Follow me on social media! Facebook: @thejodyholland Instagram: @thejodyholland TikTok: @thejodyholland

In today’s episode, Jody and Meghan discuss ethical codes. Whether you’re at work or at home, ethics remain the same. It is important that you create rules and systems that will keep you and your company in line with an ethical code of conduct. Ethics are not intended to restrict you; rather, ethics are meant to serve as encouragement for making good decisions. There are three variances of ethics that Jody and Meghan dive into: Ethical Absolutism: the idea that there is an unchanging moral code that applies to everyone everywhere. Ethical Relativism: ethics depend on the situation and are thus subject to change. Ethical Legalism: ethics are based on compliance with a code of conduct. Companies who follow an ethical system will always make more money in the long run than those who break ethics to make more money now. You almost always get caught when you’re unethical. Trust is gained in droplets and lost in buckets. You want to maintain credibility and trust, and ultimately, you should want to do what is right. Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow! Follow me on social media! Facebook: @thejodyholland Instagram: @thejodyholland TikTok: @thejodyholland

In today’s episode, Jody and Meghan discuss the four keys to developing the potential of your team in order to achieve success in the workplace.  Performance Management Team Involvement Recognition Job Fit Not only do managers play an active role in the growth and development of their employees, but it is also important to recognize the individual role that employees play in their own development. Individual opportunities for development increase employee satisfaction and retention rates. Managing performance goes beyond just telling someone what to do. It involves regular communication, proper job training, reasonable expectations, and a clear way to measure success. As a manager, you want to guide your employees on how to do their jobs autonomously, and then you can provide feedback on what is going well and what needs to be improved upon. This highlights the importance of recognition. Pointing out that you recognize an employee’s efforts and letting them know you see that they are doing a good job increases motivation, and as a result, productivity increases as well. Don’t just provide feedback when something is going wrong. Let your employees know when they are doing something right. The last piece of this is job fit. Assessments act as great tools for helping a company understand where their employees are likely to succeed and where they may need extra guidance. Assessments are not meant to discourage or encourage hiring certain employees. They are meant to serve as a resource for better understanding certain employee characteristics. One person may excel in one area of the job, whereas another person may seem to fall short. However, that does not mean that the person that “falls short” is not a great addition to the company. Their expertise may just be in another area, and their skills may be better utilized within a different department. You as an individual can only offer what you have developed yourself to.  Link to the full article that was referenced in today’s episode: https://www.forbes.com/sites/joefolkman/2016/11/10/the-4-vital-keys-to-developing-others/?sh=5741be565fa3  Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow!  Follow me on social media! Facebook: @thejodyholland Instagram: @thejodyholland TikTok: @thejodyholland

In this episode, Jody and Meghan discuss how to attract people to come work for your company. People are attracted to a job application based on its logical appeal, but they work for and stay at a company for emotional reasons. Ultimately, people work for people, not just for companies. If there is an emotional disconnect for an employee, it can slow their productivity, motivation, and even their desire to continue down the path they’re on. People naturally want to make a difference in life, so if you can present the value that your company offers to an employee and articulate the mission that you stand for, you are much more likely to catch the attention of candidates that will strive for the same goals. You need to be able to describe what your company does and why it matters in a clear, concise manner.  In order to attract top performers, you need to offer an exchange of value. What is the story that your company tells, and how can you draw potential employees into that story? Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow!  Follow me on social media! Facebook: @thejodyholland Instagram: @thejodyholland TikTok: @thejodyholland

In this episode, Jody and Meghan talk about the abominable monster known as “stress” and how to manage it. Meghan explains that stress is anything that requires action or attention, and although stress may seem like a negative thing, it can actually benefit you by acting as a motivator. The key to stress management is not allowing the stressors in your life to build up so much that they become overwhelming, thus preventing you from accomplishing all that you are capable of. Also in this episode, Jody and Meghan discuss various coping strategies, both good and bad, as they relate to stress management. This process is very individualized, and you have to discover what works the best for you. Jody recently wrote a course called Management 101, and Meghan collaborated with him to write a bonus section specifically about stress management. Management 101 is all about developing the potential of those who manage and lead others. In order to effectively manage others, you must first learn to manage yourself. Dealing with stress is a large part of business, which is why it is so important to address the stress head-on. Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow!  Follow me on social media! Facebook: @thejodyholland Instagram: @thejodyholland TikTok: @thejodyholland