Lead From the Heart

  Leaders who care about employee well-being are facing a hidden challenge that most aren’t talking about enough: widespread disconnection. Julianne Holt-Lunstad, Professor of Psychology and Neuroscience at Brigham Young University and Director of the Social Connection & Health Lab, has spent more than two decades showing how human connection — or the lack of it — directly shapes our physical and mental health. Her groundbreaking research helped shape the U.S. Surgeon General’s Advisory on loneliness and isolation, and she is currently leading the landmark Social Connection in America survey, a 25-year national study tracking the true state of social connection across the country. The early data paints a concerning picture. 41% of American adults report feeling lonely at least some of the time. Nearly three-quarters get together with close relationships only twice a month or less. Many have surprisingly small social networks, and participation in groups or community life has dropped sharply. These patterns matter deeply for organizations because disconnection doesn’t stay at home — it follows people into work. In our conversation, Julianne explains how weak social connections contribute to higher burnout, increased mental health struggles, lower energy and focus, and greater challenges with retention and performance. She makes a clear case that strong relationships and a genuine sense of belonging are not nice-to-have perks. They are foundational to human health and resilience — and therefore to healthy, high-performing teams. We explore why disconnection has become so common in modern life, how it quietly affects people at work, and — most importantly — what leaders can actually do about it. Rather than treating connection as an occasional team-building exercise, we discuss how to make building close, supportive relationships and real belonging a consistent part of daily leadership practice. This conversation offers fresh insight and practical ideas for any leader who wants to create a workplace where people feel truly seen, supported, and connected. Because when individuals feel strong social ties at work, both their well-being and their contribution improve in meaningful ways.If you’re committed to the well-being of your team — and recognize that your own well-being is also tied to the quality of your relationships — this discussion with Julianne will give you new and uncommon perspective, and tools you can put into practice right away.   The post Julianne Holt-Lunstad: Connection Is the Most Powerful Tool Leaders Are Ignoring appeared first on Mark C. Crowley.

    A photographic portrait of Julie Claeys When a global professional services firm decides that employee well-being deserves C-suite ownership — complete with metrics, guardrails, and consequences — it signals a major leap from perks to strategy. To that end, Frank Giampietro serves as the Americas Chief Well-Being Officer at Ernst Young (EY), leading well-being strategy across dozens of countries and tens of thousands of employees. His role reflects a deliberate decision by EY to treat well-being as a business imperative — not an HR initiative, not a benefits package, and most certainly not a feel-good campaign. Post-COVID, EY identified a series of operational realities that couldn’t be ignored. Client demand accelerated while teams operated in hybrid and remote environments. In many areas, workloads intensified, teams grew leaner, and leaders lost the informal visibility that once helped them detect burnout or disengagement early. At the same time, employee expectations fundamentally shifted. Flexibility, mental health support, and humane leadership became baseline expectations — not differentiators. The risks were clear: attrition, presenteeism, disengagement, and burnout threatened client delivery, institutional knowledge, and long-term growth. Frank explains how EY responded by building systems to identify overload sooner, redefining leadership expectations, and introducing measurable insight through tools like its Vitality Index — combining employee feedback with operational data to give leaders real-time visibility into how their teams are doing. He also addresses the question many organizations struggle with: what does managerial accountability actually look like. What authority does a Chief Well-Being Officer have? How are leaders expected to show up differently? And what happens when even high-performing leaders fall short or even harm their teams’ well-being? For leaders who want to move beyond aspiration and embed well-being into the way work truly gets done, this episode offers a concrete, candid and compelling blueprint. The post Frank Giampietro: How EY’s Chief Well-Being Officer Drives Impact appeared first on Mark C. Crowley.

    Jen Fisher is a pioneering leader in workplace well-being and human-centered leadership. She became the first Chief Well–being Officer at Deloitte US, creating a role that, as far as we know, no other major company in the world had ever established. In that role, she helped reshape how one of the largest professional services firms approaches employee wellbeing, connection, and sustainable performance, demonstrating that supporting people isn’t optional — it’s essential to leadership and organizational success. Her new book, Hope IS The Strategy, builds on these experiences, reframing hope not as a soft or sentimental concept, but as a practical, strategic tool leaders can use to guide teams, foster resilience, and drive meaningful change in the workplace. In this conversation, Jen shares her personal journey from relentless overwork and burnout — long hours, constant emails, and defining her worth by productivity — to a life and career guided by wellbeing and intentional leadership. We explore why so many high achievers fall into the trap of tying value to output, and how leaders can cultivate cultures that truly support people, elevate resilience, and inspire connection. We also dive into hope as a leadership strategy: why it matters, how it can be developed in teams, and what it looks like in practice when leaders prioritize wellbeing. Jen offers practical guidance for creating humane workplaces, making employee well-being a shared responsibility, and leading with empathy, clarity, and heart. For anyone seeking to transform their approach to leadership, culture, and performance, this episode provides both candid stories and actionable insights. The post Jen Fisher: Leading With Hope And Well-Being appeared first on Mark C. Crowley.

      How can leaders use emotional intelligence to create workplaces where employees flourish? We explore the science and practice of emotional wisdom, examining how leaders can harness the interplay between emotion and reason to foster well-being, connection, and high performance in their teams. Josh Freedman, named one of the top 50 management and leadership experts by Inc. Magazine, is a global authority on emotions and emotional intelligence. He has spent decades helping leaders develop the skills to better understand themselves and connect with their teams. In our wonderful conversation, Josh reveals the “secret power” most leaders overlook: emotional intelligence — more specifically, the ability to understand and harness emotions in oneself and others to drive connection, well-being, and performance. Josh’s new book, Emotion Rules: The Science and Practice of Emotional Wisdom, provides a practical roadmap for leaders who want to apply emotional intelligence to improve both individual and organizational performance. Drawing on decades of research and practice, the book challenges the myth that great leaders are cool, detached, and relentlessly rational. Instead, Josh shows that emotion and reason are deeply intertwined — and that understanding this interplay is essential for effective leadership. Our conversation explores the idea that humans aren’t strictly rational beings, as highlighted by New York Times columnist David Brooks, who recently described our minds as “swirls” — dynamic, interconnected systems where emotion and reason are inseparable. Josh explains why this framing is critical for leaders who want to support employee well-being. We also examine how historical and cultural myths have shaped the way business views emotion, and what leaders can do to shift these outdated perspectives. Practical skills for leaders are a key focus. Josh shares how to connect with one’s own feelings, reflect on emotional data, and act with presence. He introduces the TFA Triangle, showing how Thoughts, Feelings, and Actions interact, and how understanding this helps leaders respond more effectively to employees, especially during times of stress or change. Josh explains emotional contagion and how leaders shape the overall culture and atmosphere of their teams. He also addresses one of today’s most pressing organizational challenges: burnout, explaining why it is driven more by unmet emotional needs than logistics — and what leaders can do to prevent it and support their teams. The post Joshua Freedman: The Secret Power Leaders Ignore appeared first on Mark C. Crowley.

    One of our all-time favorite guests, Daniel Coyle returns for a timely and thought-provoking conversation on human flourishing, belonging, and what leaders often misunderstand about employee well-being. Coyle is widely known for his ability to translate rigorous research into clear, actionable insights for leaders, and seven years ago, he joined us to discuss The Culture Code – an episode that has gone on to be one of the most downloaded conversations in our show’s history. Daniel is back with a new book, Flourish: The Art of Building Meaning, Joy, and Fulfillment, which challenges conventional thinking about well-being at work. Rather than focusing on individual habits, resilience training, or wellness initiatives, Coyle explores the deeper relational and environmental conditions that allow people to thrive together. The core premise is deceptively simple but deeply disruptive: flourishing is not something people achieve alone. Coyle argues that individuals become their fullest selves through meaningful relationships and through a felt sense of belonging to something larger than themselves. For leaders, this reframes well-being as an outcome of culture—not a program to be managed. Trust, connection, and shared purpose matter more than perks, and leadership behavior plays a decisive role in shaping whether those conditions exist. The discussion also examines a defining paradox of modern work: people are more digitally connected than ever, yet increasingly isolated. Coyle explains how many workplaces unintentionally undermine the conditions required for real connection—and how leaders often reinforce this through excessive control, speed, and over-reliance on hierarchy. Insights are drawn from unexpected places, including a trust-building practice used by a basketball coach at Penn State University, a powerful moment of collective reflection led by Fred “Mr.” Rogers, and a community that consistently produces Olympic athletes. Together, these examples point toward a more humane model of leadership—one centered on humility, shared ownership, and creating the conditions where people can truly flourish. This is a conversation for leaders who sense that something essential is missing in today’s workplaces—and who are ready to rethink how connection, trust, and meaning are actually built. It offers a compelling reminder that when leaders focus on creating the right conditions, well-being and performance don’t compete—they reinforce one another. The post Daniel Coyle: How Leaders Create The Conditions For Flourishing appeared first on Mark C. Crowley.

    Some organizations have no heart at all. The best have three! That’s the thesis of the new book, The Octopus Organization: A Guide to Thriving in a World of Continuous Transformation, co-authored by our guests, Phil Le Brun and Jana Werner. Both work with leaders operating at global scale—Phil as an Executive in Residence at Amazon Web Services, and Jana as a Global Executive Advisor at AWS—helping organizations navigate complexity, change, and continuous transformation. In their book, Phil and Jana introduce a clear contrast between what they call Tin Man organizations and Octopus organizations. Tin Man organizations are rigid, highly centralized, and overly dependent on a small group of decision-makers at the top. Like the character in The Wizard of Oz, they operate with structure but no heart. Decision-making slows, intelligence gets trapped in the hierarchy, and employees often wait for direction rather than contributing meaningfully. Octopus organizations, by contrast, are alive with three hearts. They are intelligent, adaptive, and responsive. A strong central purpose keeps everyone aligned, but authority and decision-making are distributed to the people closest to the work. Teams are empowered to sense, decide, and act, allowing the organization to learn, adapt, and thrive in real time. A central contribution of the book is the identification of what Phil and Jana call organizational “anti-patterns”—recurring leadership behaviors and systems that feel reasonable in the moment but consistently undermine clarity, trust, cohesion, and performance. These patterns exist even in organizations with talented people and strong intentions. In this episode, we explore several anti-patterns in depth: the lack of clarity that leaves people guessing what truly matters; the overuse of corporate jargon that creates distance and mistrust; purpose statements that are words on a page rather than guides for behavior; and cultures that elevate individual stars at the expense of cohesive, high-performing teams. We also discuss why fast, open information flow is essential for adaptability and well-being. Phil and Jana also reconfirm our own understanding that well-being cannot be created through perks or programs—it emerges from how people are treated, trusted, and empowered, and how work is designed and decisions flow. For leaders who care about performance, well-being, and building more humane organizations, this episode offers practical insight into creating workplaces that truly thrive. The post Phil Le-Brun & Jana Werner: How Organizations Thrive When They Have Three Hearts appeared first on Mark C. Crowley.

    For decades, Wall Street has rewarded short-term thinking: layoffs, cost-cutting, and squeezing employees. Let’s be honest, investors have never been concerned about workers or their well-being. But that era is ending. David Van Adelsberg, CEO and co-founder of Irrational Capital (alongside renowned behavioral economist Dan Ariely), has helped produce some of the most rigorous research on the connection between employee well-being and long-term business performance. The work draws on data from thousands of publicly traded companies over more than a decade—and the results are hard to ignore. Irrational Capital’s research shows that companies ranking in the top 20% for employee well-being significantly outperform those in the bottom 20%—by nearly six percentage points over 11 years. Even more striking, their study proves intrinsic factors like trust, clarity, innovation, and connection are consistently more important drivers of company performance than extrinsic rewards such as pay and benefits. In other words, caring and supportive leaders matter more than what they pay. For years, CEOs and boards have nodded toward employee well-being without taking decisive action. Now, with investors and market analysts clearly rewarding companies that get it right, ignoring how people feel at work is no longer optional. In our conversation, David explains how his research was conducted, what surprised him most, and the practical implications for leadership teams still on the sidelines (not a bright future). For leaders wanting proof that supporting the human needs in employees is worthwhile, we’ve never had greater information to share. The post David Van Adelsberg: Why Wall Street Is Betting on Employee Well-Being appeared first on Mark C. Crowley.

  Due to a technical problem with Apple Podcasts, we had to reissue this episode to ensure all subscribers received it.  Sorry if it’s a duplicate for some. For only the second time since launching the Lead From The Heart podcast eight years ago, Mark is opening a new season by speaking directly to you—without a guest. In 2018, Mark used the very first episode to introduce himself and his mission for the show. As this new season begins, he felt it was important to pause again, reflect, and—once more—clearly frame the context for what lies ahead. Over the past seven years, the podcast has featured 170 remarkable guests—CEOs, researchers, academics, and thinkers whose work helped shape and advance a leadership philosophy that was once considered unconventional. What began as a challenge to traditional management thinking has steadily become part of the mainstream conversation about leadership, performance, and culture. Today, many of Mark’s ideas that once provoked debate—or even ridicule—are no longer contested. In this solo episode, Mark revisits why he created the podcast, what it set out to influence, and how the leadership landscape has changed since it began. As you’ll hear, Season 8 marks an important inflection point. Mark introduces a new dimension he’s adding to the show—one designed to keep the podcast vital and relevant while aligning it more closely with the moment leaders now find themselves in. Just before the new year, Mark published an article in Fast Company outlining why he believes employee well-being is poised to become a true business priority. In this episode, he expands on that thinking and explains how the podcast will support leaders navigating what comes next. The post Mark C. Crowley: The Next Era Of The Lead From The Heart Podcast! appeared first on Mark C. Crowley.

    For only the second time since launching the Lead From The Heart podcast in 2018, Mark is opening a new season by speaking directly to you—without a guest. Eight years ago, Mark used the very first episode to introduce himself and his mission for the show. As this new season begins, he felt it was important to pause again, reflect, and—once more—clearly frame the context for what lies ahead. Over the past seven years, the podcast has featured 170 remarkable guests—CEOs, researchers, academics, and thinkers whose work helped shape and advance a leadership philosophy that was once considered unconventional. What began as a challenge to traditional management thinking has steadily become part of the mainstream conversation about leadership, performance, and culture. Today, many of Mark’s ideas that once provoked debate—or even ridicule—are no longer contested. In this solo episode, Mark revisits why he created the podcast, what it set out to influence, and how the leadership landscape has changed since it began. As you’ll hear, Season 8 marks an important inflection point. Mark introduces a new dimension he’s adding to the show—one designed to keep the podcast vital and relevant while aligning it more closely with the moment leaders now find themselves in. Just before the new year, Mark published an article in Fast Company outlining why he believes employee well-being is poised to become a true business priority. In this episode, he expands on that thinking and explains how the podcast will support leaders navigating what comes next. The post Mark C. Crowley: The Future Of The Lead From The Heart Podcast appeared first on Mark C. Crowley.

    The first chapter of my new book, The Power of Employee Well-Being is titled Know Thyself—and for good reason. I’ve long believed that the most important work a leader can do begins inward, with deeply understanding who you are, how you show up, and the patterns that shape your behavior. That’s exactly what Margaret Andrews explores in Manage Yourself to Lead Others. Leadership, she argues, isn’t about talent, technical skill, or even hard work alone. Those things matter, but they aren’t enough. Sustainable, effective leadership starts with self-awareness—the willingness to examine the experiences, influences, and assumptions that shape your decisions and relationships. It’s the foundation that allows you to manage yourself, work effectively with your team, navigate your relationship with your boss, and make better choices under pressure. Margaret draws on decades of experience teaching executives at Harvard to show how this self-understanding translates into practical leadership. In the book, she invites readers to reflect on the leader they are now, the leader they want to become, and the gaps that stand in the way. She explores the blind spots that derail leaders, the relational skills that often outweigh technical ability, and the ways composure and authenticity separate the most capable leaders from the rest. In our conversation, we discuss why interpersonal skills continue to be undervalued in leadership development, how leaders can begin the work of self-assessment today, and the subtle ways self-awareness transforms how we influence, support, and collaborate with others. Whether you’ve just taken on a leadership role or have been leading for decades, this episode is a reminder that the work of leadership is never just outward. It starts with curiosity, honesty, and the real courage to confront what you may not yet fully see about yourself. Margaret’s insights offer a roadmap to that work—and a simple but powerful challenge: to lead others, first understand yourself. The post Margaret Andrews: Why Leading Others Begins with Understanding Yourself appeared first on Mark C. Crowley.

    Mark Thompson is widely recognized as the world’s #1 CEO coach, bringing more than 30 years of experience preparing top executives and boards — from global corporations to fast-growing startups — to step confidently into their next leadership roles. As founding Chairman of the Chief Executive Alliance and former Chief Experience Officer at Charles Schwab Corporation, he has guided leaders through high-stakes challenges, career transitions, and moments that define organizational success. Few guests bring the depth of operating experience, boardroom insight, and leadership wisdom that Mark does, making this conversation a rare opportunity for any leader seeking to grow. High performance alone is not enough to secure the promotion you deserve — and Mark knows it. He helps leaders prepare in ways they often don’t realize matter: building the confidence of decision-makers, developing influence without self-promotion, uncovering blind spots, and cultivating leadership agility. In this discussion, he shares practical strategies to navigate these subtleties so leaders are ready when opportunity knocks. We also explore lessons from his new book, CEO Ready: What You Need to Know to Earn the Job and Keep the Job, which offers an actionable roadmap for leaders at every level. Whether you aspire to the corner office or want to lead more effectively today, Mark’s insights reveal the often-overlooked factors that determine who rises and who stalls — and how to position yourself to succeed. Mark goes deeper into the human side of leadership, showing how emotions, relationships, and self-awareness shape career growth and organizational impact. He offers guidance on building trust, earning respect, creating cultures where people feel seen and motivated, and addressing challenges like impostor syndrome before they derail your progress. Finally, Mark shares lessons few leaders ever get the chance to hear directly from someone with his experience: how to reinvent yourself proactively, stay agile, and elevate your leadership so you’re not only prepared for promotion but also ready to excel once you get there. This is a conversation packed with rare insight, practical strategies, and wisdom you can apply immediately — one you’ll want to listen to all the way through. The post Mark Thompson — The #1 Coach to CEOs Prepares Leaders for Their Next Opportunity appeared first on Mark C. Crowley.

    Have you ever noticed how many people — even highly successful leaders — live in constant overdrive? They’re productive, disciplined, and always “on,” but inside, they’re exhausted. That’s survival mode — and according to Jon Rosemberg, author of A Guide to Thriving: The Science Behind Breaking Old Patterns, Reclaiming Your Agency, and Finding Meaning, it’s where far too many of us spend our days. In our conversation with Jon, he shows that survival mode isn’t just about burnout — it’s about a deeper disconnection from calm, choice, and purpose. We get stuck reacting to life instead of truly living it. While it can look like high performance on the outside, it quietly erodes creativity, well-being, and authentic leadership. In this conversation, Jon explains: Why high achievers are especially prone to it — and why it often feels “normal” How to recognize the subtle signs that you’re no longer thriving How to reclaim your agency and live with greater energy, clarity, and meaning How leaders can create cultures where people feel safe, inspired, and fully alive at work Jon also introduces his highly adoptable “AIR model” — Awareness, Inquiry, and Reframing — a set of tools to help you move from autopilot to intention, from surviving to thriving. We discuss this at length. At its core, thriving isn’t about having easy days. It’s about learning to meet challenges with grounded confidence, to respond rather than react, and to cultivate environments where people can flourish. If you’ve ever felt like you’re running on autopilot — or want to help your team move beyond stress and into sustainable performance — this episode offers both insight and hope.  Listen now to learn how to shift from surviving to thriving — in your leadership, and in your life. The post Jon Rosemberg: How To Break Out Of Survival Mode — And Start Thriving appeared first on Mark C. Crowley.

    Why Do Smart, Capable Leaders So Often Get In Their Own Way? Muriel M. Wilkins — executive coach, host of the Harvard Business Review podcast Coaching Real Leaders, and author of the brilliant new book Leadership Unblocked: Break Through the Beliefs That Limit Your Potential — has spent her career helping senior leaders uncover the invisible beliefs that quietly sabotage their effectiveness. In this episode, Muriel joins me to explore what she calls hidden blockers — seven deeply ingrained mindsets that cause leaders to overcontrol, overwork, or second-guess themselves. These blockers sound deceptively simple — “I need to be involved in every detail,” “I need it done now, no matter what,” “I know I’m right,” and “I don’t belong here” — but they drive some of the most common leadership breakdowns we see today. Muriel shares how her own leadership struggles early in her career — and one pivotal question from her partner, “Did you ever think maybe the problem is you?” — led her to uncover the truth that changed everything: the biggest obstacles to our leadership rarely come from others; they come from within ourselves. Together, we dive into: Why it’s so hard for leaders to see that we might be the problem How the need for control and speed quietly destroys trust and engagement Why certainty can masquerade as confidence — and how to lead with curiosity instead How even the most accomplished leaders can secretly feel like outsiders, a belief closely tied to impostor syndrome, and what to do about it The single underlying fear that fuels all these hidden blockers If you’ve ever wondered why you keep repeating the same patterns — or why leading sometimes feels harder than it should — this conversation will help you see what’s really been standing in your way. Muriel’s insights are both deeply human and immediately actionable. You’ll walk away seeing leadership — and yourself — through a whole new lens, with practical tools to unstick the hidden beliefs that have been holding you back. The post Muriel Wilkins: Breaking Through the Hidden Beliefs That Hold Leaders Back appeared first on Mark C. Crowley.

    The core message of Colin M. Fisher’s new book, The Collective Edge: Unlocking the Secret Power of Groups, is simple but profound: we dramatically overestimate the role of individuals in success and underestimate the extraordinary power of groups. History celebrates “great men” like Edison, Jobs, and Musk, but the truth is that real breakthroughs nearly always come from teams—groups that learn how to cooperate effectively, stick together, and build upon one another’s strengths.   Too often, workplace managers mirror this cultural bias becoming infatuated with star performers. They lavish praise and resources on individuals, hoping one person’s brilliance will carry the whole. But as Colin makes clear, the true competitive advantage lies in developing cohesive, resilient teams. A star may dazzle for a while, but groups that collaborate well produce enduring results—driving innovation, loyalty, and resilience that no single person can deliver on their own.   Colin argues that our obsession with individual genius has left workplaces fractured and often mismanaged. And when leaders cling to fear-based tactics—believing pressure and intimidation will push people to perform—they undermine the very conditions groups need to excel. Negative experiences weigh five times more heavily on the human brain than positive ones. They consume energy, erode trust, and ensure people take fewer risks. Fear creates compliance, at best, but never the creativity, loyalty, or innovation required for long-term success.   Our conversation zeroed in on what makes groups thrive. Loyalty, belonging, and well-being aren’t “soft” ideas (as our podcast audience knows very well); they are competitive advantages. Teams that stay together outperform those plagued by turnover. Organizations that invest in caring for people not only attract and retain talent but also become more adaptable in times of disruption. Colin’s research powerfully confirms what many of us already know: well-being is not separate from performance—it’s the fuel that allows groups to commit fully, collaborate deeply, and sustain high achievement over time.   Colin’s research also reveals that truly effective cooperation requires more than just hitting goals—it demands that members feel satisfied enough to remain personally committed. That’s why enduring teams, like the Rolling Stones, last for decades: they balance performance with the relational glue that keeps people engaged.   We also explored some of Colin’s most compelling insights for leaders not previously heard with past guests. In a world increasingly divided and polarized, Colin’s work is a reminder that our greatest strength comes not from going it alone, or idolizing lone stars, but from rediscovering the collective edge—unlocking the trust, creativity, resilience, and well-being that only groups can deliver. The post Colin Fisher: Why Teams, Not Stars, Create Lasting Success appeared first on Mark C. Crowley.

    Klaus Kleinfeld has lived one of the most extraordinary leadership journeys of our time. He’s the only executive ever to serve as CEO of two Fortune 500 giants on different continents—Siemens in Germany and Alcoa in the U.S.—and he’s advised presidents and global leaders around the world. What struck me most in speaking with Klaus isn’t just the scope of his career—it’s what he believes makes leadership truly sustainable. His new book, Leading to Thrive: Mastering Strategies for Sustainable Success in Business and Life, places enormous emphasis on what he calls the “Inner Game.” Unlike most leadership books written by CEOs, Klaus argues that the foundation of thriving organizations begins not with strategy or financial goals, but with the well-being of leaders themselves. By “Inner Game,” he means building and renewing energy across four dimensions—physical, emotional, mental, and spiritual. He challenges the widely held belief that business success must come first, and that well-being can only follow later. To Klaus, that logic is upside down. Ignoring one’s inner life, he says, inevitably leads to burnout, stress, broken relationships, and declining performance. The healthier and more energized we are, the more sustainable our leadership becomes—and the more we elevate the people around us. In our conversation, we explore how Klaus personally integrated these practices while leading global corporations, and how his philosophy flowed through his organizations. We also talk about the unusual influences behind his leadership—drawing inspiration from timeless wisdom traditions and even the philosophy of memento mori (“remember you must die”) as a reminder to live and lead with perspective. One of the most powerful themes in our discussion is Klaus’s conviction that love belongs in leadership. He writes that “few energy forces are as potent and transformative as love”—and we talk about how he expressed that through kindness, care, and support for his teams at Siemens and Alcoa. This is a rare conversation with a major CEO who openly believes that leadership must be rooted in well-being—not only for ourselves, but for our employees. Klaus Kleinfeld shows us that thriving leaders create thriving organizations. The post Klaus Kleinfeld: A CEO Who Believes Well-Being Is the Real Edge in Leadership appeared first on Mark C. Crowley.

    Laurie Santos is one of the world’s leading voices on the science of happiness and well-being. She’s a psychology professor at Yale University, where her course Psychology and the Good Life became the most popular class in Yale’s 300-year history. So many students enrolled that the university had to move it to a concert hall to accommodate the crowds. Building on that success, Laurie created the online version—The Science of Well-Being—which has now been taken by millions worldwide, making her one of the most influential teachers on happiness anywhere.   But Laurie’s work reaches far beyond the classroom. She hosts The Happiness Lab podcast, downloaded tens of millions of times, where she translates the latest scientific discoveries about human flourishing into insights anyone can use. Her ability to take rigorous research—whether from psychology, behavioral science, or neuroscience—and make it deeply practical is what has made her a global thought leader. What she’s uncovered challenges some of our most deeply held assumptions. Laurie shows that the things we chase—money, promotions, material success—aren’t nearly as powerful as we think. Instead, small intentional practices like gratitude, social connection, exercise, and sleep have profound effects on our happiness and resilience. These findings are not just personally transformative; they have enormous implications for leaders and workplaces. At a time when stress, burnout, and disconnection are at record highs, Laurie’s research is a wake-up call. She helps leaders see the blind spots that keep employees from thriving, and she offers evidence-based strategies for creating cultures of well-being that fuel both human and organizational performance. Her insights cut through outdated engagement metrics and show what really makes people flourish at work and in life. This is a remarkable and powerfully insightful conversation that no leader, manager, or professional should miss. Laurie brings both the science and the practical wisdom to help us understand what truly drives human happiness—and why supporting employee well-being is one of the most important investments any organization can make. The post Laurie Santos: Yale’s Star Professor Brings the Science of Happiness & Well-Being to Work appeared first on Mark C. Crowley.

For the second half of this podcast season, we’ve been focused on employee well-being—why it matters, how to foster it, and what happens when leaders fail to take it seriously. Our new guest, Amy Gilliland, shows what it looks like when a CEO makes well-being a true priority, not a mere slogan. Amy is president of General Dynamics Information Technology (GDIT), a $9 billion global technology enterprise with 28,000 employees. Under her leadership, GDIT has achieved four straight years of revenue growth, a 27% increase in operating earnings, and a record $15.4 billion in contract awards in 2024. What makes her stand out isn’t only the results, but how she’s achieved them. Amy believes compassion and performance go hand in hand. She has been a visible advocate for employee well-being and mental health, launching GDIT’s groundbreaking “How Are You, Really?” campaign in 2021. This initiative opened conversations about mental health, reduced stigma, and ensured people know support is available. I’ve had the privilege of visiting and speaking at GDIT headquarters outside of Washington D.C., and seeing Amy in action. She’s the real deal, which is why I invited her on the show. In our conversation, we cover: Her leadership journey from the Naval Academy and Navy service to president of GDIT. The philosophy guiding her leadership of nearly 30,000 employees. Why companies must move beyond surveys and perks to embed mental, emotional, and social well-being into culture. How she’s overcome resistance, educated her team, and built practices that support employees while driving results. The ways she captures employee voices to evolve wellness initiatives. Too often, CEOs treat well-being as a nice-to-have while pushing employees to meet goals at any cost. Amy has shown that when leaders make well-being essential to performance, the results are transformative. Amy delivers a compelling call for leaders everywhere—HR professionals, managers, and executives—to take meaningful action. Her message: when organizations invest in the health of their people, everyone wins. The post Amy Gilliland: A CEO Who Puts Employee Well-Being at the Center of Success appeared first on Mark C. Crowley.

That’s the groundbreaking case made by Dr. Angela Jackson, Harvard University professor and New York Times bestselling author of The Win-Win Workplace: How Thriving Employees Drive Bottom-Line Success. Angela’s journey is remarkable. After losing her mother at age four, she was raised by grandparents who grew up in the Jim Crow South and never advanced beyond sixth grade. Nonetheless, their resilience and determination gave Angela the foundation to earn a PhD, teach at Harvard, and become a leading voice for creating workplaces where people truly flourish. Drawing on research from over 1,200 organizations—from global giants like Walmart to small manufacturers—Angela demonstrates how the old zero-sum model of “wages for labor” is breaking down. In its place, she shows how win-win cultures—where employee well-being is prioritized alongside company performance—deliver superior results. In our conversation, Angela shares truly actionable strategies leaders can use right now: transforming manager mindsets, investing in overlooked employees, listening with intention, and boldly reshaping benefits so all workers feel valued. Her message is clear: the future of work is already shifting toward more humane, caring organizations—and leaders must be ready to meet the moment. A wonderfully inspiring conversation that proves the future of work is fully aligned with the longstanding themes of our show! The post Angela Jackson: What If Thriving Employees Were The Key To Thriving Companies? appeared first on Mark C. Crowley.

    Nick Foster, former head of design at Google X — the “moonshot factory” — and author of Could, Should, Might, Don’t: How We Think About the Future, joins us to discuss his stunning conclusion that human beings are terrible at predicting the future, calling most forecasts “mostly nonsense.” For leaders, this insight is absolutely essential: we’re constantly asked to make or evaluate predictions that shape strategies, investments, and organizational futures. Foster’s book provides a vital framework to assess these pitches, helping leaders navigate the uncertainty of forecasts (whether making them or receiving them) with clarity and skepticism, avoiding costly missteps. Foster outlines four mindsets—Could, Should, Might, Don’t—that define how people generally pitch future outcomes. Each carries strengths but also huge traps that can derail effective decision-making: The “Could” mindset fuels bold visions, like Theranos’ claim of running hundreds of blood tests from a single drop. But unchecked optimism can obscure feasibility, leading to failures that leaders, swayed by hype, might miss. The “Should” mindset, as seen in Blockbuster’s focus on in-store rentals, aligns with identity but can blind leaders to disruptive shifts like streaming. The “Might” mindset relies on data, as Sears did before missing e-commerce, yet past trends can mislead when predicting new realities. The “Don’t” mindset, like Kodak’s resistance to digital photography, protects strengths but risks stagnation. Through stories from his career at Google, Dyson, and beyond, Foster reveals how these mindsets manifest in boardrooms and why they often fail. He equips leaders with tools to spot red flags—over-optimism in “Could” pitches, rigidity in “Should” arguments, outdated data in “Might” forecasts, or fear-driven “Don’t” resistance. Drawing from his time at Google’s X lab, where he asked “dumb questions” to unpack emerging tech, Foster urges non-technical leaders to embrace curiosity to challenge predictions without being swayed by charisma or budgets. Foster’s key takeaway? Leaders must approach predictions—whether their own or others’—with rigorous skepticism, using his framework to test ideas while staying open to change. Leaders must learn to challenge all predictions when tasked with making high-stakes decisions or evaluating pitches that could shape their organization’s future. This episode explores how to navigate uncertainty, avoid flawed forecasts, and make smarter choices in a prediction-obsessed world, offering a clear-eyed guide for leaders steering businesses or personal goals. The post Nick Foster: What If Most Predictions About the Future Are Just Noise? appeared first on Mark C. Crowley.

    What’s worse than a boss who emails you at midnight, demanding instant replies? How about one who calls you “Mohammed” instead of your real name, Madhumita, or another who expects you to dive back into work just days after your father’s sudden death. Wall Street Journal and USA Today bestselling author, Mita Mallick has faced these and 10 other toxic manager archetypes in her career, and brings them all to life in her new book, “The Devil Emails at Midnight: What Leaders Can Learn from Bad Bosses.” As former Head of Inclusion, Equity, and Impact at Carta and Head of Diversity & Inclusion at Unilever, Mita joins our podcast with hard-earned lessons drawn from navigating a gauntlet of workplace dysfunction. Her stories are both stupefying and instructive, from bosses who ruled by fear to those whose micromanaging stifled creativity. During our conversation, I ask Mita whether we learn more from our worst bosses or our best?” One thing for certain is that too many workplace managers are blind to the behaviors that undermine trust, make people feel disrespected — and even quit because they are so undermining. Hearing Mita’s stories is amusing, but they also teach us about building stronger, more inclusive teams. Mita exposes why toxic behaviors like bullying (1 in 2 workers has faced or witnessed it) or relentless email barrages take root in organizations. She unpacks the most damaging archetypes and why companies tolerate them, offering leaders strategies to replace chaos with cultures of respect and collaboration. It should be obvious that no one wants to respond to emails at midnight, but to many a leader, apparently it isn’t. The post Mita Mallick: Bad Bosses Have Much To Teach Us appeared first on Mark C. Crowley.

    In this thought-provoking episode, we sit down with Urs Koenig, author of “Radical Humility: Be A Badass Leader And A Good Human,” to explore leadership through a lens of selflessness and authenticity. Drawing from his experience as a peacekeeping mission commander in Kosovo, Urs shares surprising insights on leading in high-stakes environments, revealing how humility shaped his approach in ways that challenge conventional leadership norms. Few could argue that humility is a great strength in workplace leadership – and it’s a core value across all major world religions. One question we ask Urs is why humility is too often missing in leadership –subsumed by the ego-driven leadership style so prevalent in business today? In our conversation, Urs highlights key research, including a University of Washington study which underscores humility’s profound impact on effective leadership. He also discusses a study from the book, Humbitious on how encouraging deep relationships between co-workers not only fosters greater connection, but also builds stronger, more cohesive teams. We also question Urs on whether the current leadership selection paradigm needs an overhaul (we advocate for choosing people for leadership roles who prioritize genuine care to create more humane workplaces). Urs dares us to imagine a world where radical humility redefines leadership, and we ask if this is possible in our ego-driven world? The post Urs Koenig: Humility Is Leadership’s Secret Weapon appeared first on Mark C. Crowley.

    Is Bree Groff delusional or naive to believe work should be a source of fun and joy? Having read her bestseller, Today Was Fun: A Book About Work (Seriously) and interviewed her, we’re certain she’s spot-on—and voicing what many of us have long felt: work shouldn’t be a grind that erodes our happiness or well-being. Bree’s expertise stems from a dynamic career in organizational transformation. With over a decade advising leaders at Google, Microsoft, and Hilton as a consultant and former CEO of a global change agency, she’s reshaped workplace cultures worldwide. Holding an MS in Learning and Organizational Change from Northwestern University and a BA from the University of Pennsylvania, Bree now teaches strategy and change communications, championing work that prioritizes purpose over stress. Growing up, Bree saw her educator parents find joy in their work, joining them on school holidays and assuming all work was inherently meaningful. Yet, entering the workforce, she was stunned by “patently ridiculous, if not outright dangerous” practices she observed that drained all the fun from work. In this episode, Bree pinpoints what’s broken and shares practical leadership solutions to fix it. She defines how joy can coexist with high performance and explains why fostering it is critical for success. She also reveals why emotional reliability is a vital leadership skill and offers steps to cultivate it, strengthening team trust. During our conversation, Bree explains why nurturing workplace friendships boosts organizational outcomes and introduces her “user manuals” concept, where teams share personal preferences to enhance collaboration. This season, our podcast is highly focused on employee well-being, and Bree’s perspective aligns perfectly. She critiques the cost of “discretionary effort” in employee engagement—“It’s free labor, but we shouldn’t kid ourselves where that effort comes from,” she writes, citing sacrifices like missing bedtime stories, not getting exercise or losing sleep. We dive into whether leaders should chase engagement metrics or prioritize well-being for sustainable results. The entire conversation will challenge you to rethink work’s role in your life, whether you’re leading a team or navigating your own career. And just like her book title and the mission she’s on, Bree Groff is also a rather fun guest! The post Bree Groff: Reimagining Work with Joy and Purpose appeared first on Mark C. Crowley.

    As a statistician by trade, Cambridge University Emeritus Professor, Sir David Spiegelhalter might seem to be a huge outlier for our leadership podcast. At the beginning of our conversation he even acknowledges feeling this way. But his new book, The Art of Uncertainty, was named an Amazon Best Book of 2025, and his investigations aimed at reducing uncertainty in life: about what is happening, what might happen – even why things have happened – have yielded some remarkably useful insights on how leaders can most effectively navigate complex situations. And it’s absolutely invaluable knowledge these days.   As you’ll soon realize on your own, our conversation reveals not only his brilliance, but that he’s also a keen observer of what drives leadership success. It’s also no surprise that that his 50 years of work is so impressive that Queen Elizabeth Knighted him. With clear, engaging and truly charming delivery, Sir David explains why leaders often fear the unknown and how accepting it fosters resilience. He challenges the instinct to eliminate uncertainty, highlighting humility and adaptability as key to success. He also redefines “luck” – not as something mystical but as a skill – built through openness to opportunities and perseverance. His point is we can learn to make ourselves more lucky in life – a wiser path than hoping the universe bestows it upon us. Before we’re done, we discuss the importance of balancing intuition with data when making important leadership decisions (currently a wildly uncommon practice in business) along with real-world examples of leaders who’ve succeeded by routinely questioning assumptions. Finally, Sir David shares a brilliant model leaders can use to communicate in uncertain times when they do not have the all the answers – and also don’t want to appear indecisive. We believe there is great wisdom to be gained from experts outside of business and workplace leadership. And one of the world’s truly great analytical minds (a statistician!) proves the point in this wonderful conversation. The post Sir David Spiegelhalter: A Leader’s Guide To Mastering Uncertainty appeared first on Mark C. Crowley.

    Ever wonder what 75 days a year glued to your phone is costing you?  That staggering figure—based on a 2024 study showing Americans spend an average of 5 hours and 16 minutes daily on their smartphones—reveals how deeply our devices dominate our lives.  Enter Richard Simon and his provocative bestseller, Unplug: How to Break Up with Your Phone and Reclaim Your Life. It’s not just a guide; it’s a rallying cry for anyone trapped by the constant ping of notifications. With Jonathan Haidt’s global bestseller exposing the harm smartphones inflict on children, many of us are now questioning whether our own device use serves us in every dimension of our personal and work lives. Even Eric Schmidt, former Chairman of Google (which created the Android phone) now urges his employees to avoid their devices at all costs so they can focus better on their jobs. This conversation explores how to limit the harm our constant device use causes, and reclaim control. As a starting point, our smartphone obsession takes up 75 of our days a year and erodes our focus, relationships, and mental health. Ever been to a restaurant and seen couples staring at their phones instead of lost in conversation? Or in a critical meeting where attendees’ heads are buried in their screens, not the business at hand? Simon’s year-long phone detox, alongside stories from figures like Major League baseball star Nick Castellanos shows unplugging isn’t about disconnection—it’s about reconnecting with what matters. This episode aligns with our focus on employee well-being and optimal performance, challenging leaders to model healthier habits and foster thriving workplaces.Simon shares how his year-long detox reshaped his life and offers lessons for leaders to boost their own well-being no to mention that of their teams’ Tune in to learn how unplugging can supercharge your leadership, deepen connections, and unlock your potential. We aim to return you to a richer, more present life. The post Richard Simon: Why It’s Probably Time You Unplugged appeared first on Mark C. Crowley.

    We’re thrilled to welcome back Margaret Heffernan to the podcast, a guest whose erudition and insight left us in awe last time! Margaret is one of the most remarkable people we’ve had on the show—an entrepreneur, former CEO, acclaimed author, and thought leader whose uncommon education and thirst for knowledge imbue her work with extraordinary depth. Her TED Talk, “Why it’s time to forget the pecking order at work,” viewed over 15 million times, challenges hierarchical thinking and champions collaboration, showcasing her ability to reshape leadership. Her new book, Embracing Uncertainty: How Writers, Musicians, and Artists Thrive in an Unpredictable World, explores how to transform uncertainty into a source of creativity. It’s the subject of our conversation — essential for leaders eager to navigate today’s unpredictable world with courage and creativity.  In our conversation, we explore how artists embrace the unknown as a vital part of their creative process, and what leaders can learn from their courage. We dive into why controlling outcomes often stifles innovation, and how practices like walking spark transformative ideas. Margaret shares stories of artists who lean into uncertainty to create extraordinary work, offering lessons for leaders to shape the future. We also discuss how to empower those feeling overwhelmed by uncertainty to thrive in turbulent times. Margaret’s well-read perspective and intellectual curiosity shine through, delivered with a mentor’s warmth. Her insights inspire us to rethink how we lead and innovate, leaving us with actionable ideas to foster creativity and resilience. It’s an honor to have her back with us and to learn from her truly uncommon intellect — and heart. The post Margaret Heffernan: How Artists Turn Uncertainty Into Opportunity appeared first on Mark C. Crowley.

    Imagine you’re a leader who’s achieved great success, yet something suddenly feels off: roadblocks appear, your team seems less responsive and productive—and you’re not progressing as hoped. What’s holding you back? Martin Dubin, a clinical psychologist and author of, Blindspotting: How To See What’s Holding You Back As A Leader (being released next week) says career and leadership setbacks like these are often the consequence of our blind spots—hidden habits and behaviors that we don’t see, but others clearly do —that undermine our progress and impact. During decades of coaching senior executives, Dubin repeatedly observed leaders who derailed their careers because they lacked the self-awareness to improve upon their limitations not to mention the curiosity required to identify the areas where they needed work. For obvious reasons, Martin believes self-awareness is a cornerstone of great leadership, no matter our role or industry. In our discussion, Martin shares transformative insights. Picture a CEO whose overconfidence leads to a failed product launch, costing millions. Martin unpacks why this happens and why we must seek diverse perspectives in order to grow. Ironically, it’s when we have a lot of success behind us that we stop inquiring on how we might further improve our skills – and to identifying what character or personality traits may limiting us. Martin says, “when we’re winning, our teams stop challenging us – and we stop challenging ourselves.” Martin also explores emotional intelligence, showing why cultivating the ability to read others’ emotions is essential to building trust. He even dives into how childhood experiences shape our leadership values and behavior, helping us break life-long limiting patterns. Whether you’re a new manager or a seasoned executive, Martin’s insights will surely resonate. Listen in as he explains how we can uncover our own blind spots without a coach—and how to refine our personal brands to inspire confidence in others. Discovering what may be holding you back might just be the greatest thing you can do for your career right now! The post Martin Dubin: Uncovering the Hidden Blind Spots That Hold Leaders Back appeared first on Mark C. Crowley.

    We’re thrilled to welcome Shigehiro Oishi, renowned psychologist and University of Chicago professor, whose groundbreaking research on well-being has reshaped how we understand a fulfilling life. As the author of Life in Three Dimensions: How Curiosity, Exploration, and Experience Make a Fuller, Better Life, Oishi introduces a transformative framework that adds “psychological richness”—a life enriched by diverse, novel, and challenging experiences—to the traditional pillars of happiness and meaning. His work, backed by decades of his own rigorous research, makes him the perfect guest to explore how curiosity and exploration can deepen personal lives and revolutionize leadership. This episode is a must-listen for anyone seeking a more vibrant life not to mention innovative ways to inspire their teams. Oishi defines psychological richness as experiences that spark curiosity, push boundaries, and foster growth – distinct from happiness, which arises from frequent, small positive social interactions and close relationships, and meaning, which stems from purpose and coherence. By embracing the unfamiliar—by choosing to experience new, unique and even risky moments—individuals unlock a fuller life, with the journey itself becoming its greatest reward. For listeners, this episode offers a dual promise: tools to enrich your personal life and strategies to transform how you lead. Leaders will learn why prioritizing micro-moments of connection—like casual check-ins or team celebrations—boosts employee happiness more than rare wins like promotions or annual galas. Oishi explains how fostering psychological richness, through new challenges or creative projects, enhances commitment, creativity, and resilience. He shares how to create safe environments where employees feel empowered to step outside their comfort zones, turning risk-taking into growth without fear. We also discuss Oishi’s powerful insight that focusing on others’ happiness inherently boosts our own – offering leaders a blueprint for supporting employee growth, belonging and achievement. This isn’t just a conversation about personal fulfillment—it’s a guide for leaders to create environments where employees thrive through connection, growth, and exploration. Tune in to discover how Life in Three Dimensions can transform your life and leadership. Shigehiro Oishi’s blend of cutting-edge science and practical wisdom will inspire you to embrace curiosity, foster meaningful connections, and lead with purpose, unlocking remarkable benefits for yourself and your team. The post Shigehiro Oishi: Embracing the Unfamiliar to Forge Deeper Lives and Thriving Teams appeared first on Mark C. Crowley.

    For over 40 years, Gary Shapiro has been CEO of the Consumer Technology Association – the organization which runs CES, the world’s largest and most influential technology trade show held every year in Las Vegas. CES long ago became the global stage where innovations like the iPhone, self-driving cars, and AI breakthroughs have been introduced to the world for the first time. In his spare time, Gary has written four New York Times bestsellers, including the focus for this episode, his new book, Pivot or Die: How Leaders Thrive When Everything Changes. As you will hear, Gary emphasizes that pivoting is the cornerstone of effective leadership in today’s fast-moving world. Mastering this skill, he stresses, is critical to staying relevant, inspiring teams, and driving success in an era where resistance to change can be fatal. So, what exactly is pivoting? In Gary’s view, it’s a bold, intentional shift in strategy or direction when the future is unclear. It’s not just about savvy business choices—it’s about summoning the courage to act decisively amid uncertainty, whether you’re a startup disrupting markets or a seasoned leader tackling unforeseen challenges. His insights, honed over decades watching tech giants like Netflix and PayPal pivot to redefine industries, offer essential guidance for leaders navigating today’s unpredictable landscape. During our conversation, we dive into how leaders can pivot effectively. Importantly, Gary stresses that relying upon data alone to inform our decision-making proves to be massively flawed.  Instead, he says leaders must cultivate – and trust – their intuition as well.  His book cites studies that show blending intuition with data leads to both faster and better decisions. When Netflix made the bold leap from DVD rentals to streaming, Gary calls this a textbook pivot that redefined an industry. But as cautionary tales on what happens when companies fail to pivot, 3-in-4 startups fail to repay their investors, and half of small businesses collapse within five years. The common thread among survivors? A relentless willingness to adapt, evolve – and intentionally pivot.  And, for workplace leaders, this means staying open to new paths while keeping goals in sight, even when it feels risky. Truth be told, pivoting isn’t always easy.  As just one example, we discuss what Gary calls the “success pivot,” where leaders choose to abandon what’s working (and profitable) to seize even bigger wins or embrace market evolution. As you’ll also hear, Gary’s leadership philosophy is humanistic. He says his career’s greatest lesson is to treat employees as human beings, not capital. He believes when people are valued and cared for, they become far more willing to embrace change and help leaders quickly move in a new direction. And Gary’s parting words serve as a rallying cry: in a world moving at breakneck speed, leaders who don’t pivot risk obsolescence. The post Gary Shapiro: Mastering the Art of the Pivot appeared first on Mark C. Crowley.

    Wes Adams, co-author of Meaningful Work: How to Ignite Passion and Performance in Every Employee, joins the podcast and shares profound insights from his extensive, multi-year research, on an essential yet often ignored leadership prerogative: ensuring employees feel they’re connected to a shared purpose, empowered to make a difference – and pushed to grow. As a positive psychology scholar, Wes draws on decades of research, including vivid examples from organizations like Patagonia, Ritz-Carlton, and Zappos, to show how leaders can cultivate purpose, connection, and growth for employees at every level. In our discussion, Wes introduces the framework that defines meaningful work. With precision, he explains why each element – Community, Contribution, and Challenge – is crucial for employee well-being and organizational success, illustrating with practical examples from leading companies. From the Great Resignation to the decline in social participation outside work, Wes examines the societal shifts positioning workplaces as vital hubs for connection and purpose—and what this demands of leaders today. Some of the ideas we discuss: The Three Cs of Meaningful Work: Why fostering community, enabling impactful contributions, and providing growth challenges are vital for employee fulfillment and organizational results. Work’s Impact on Well-Being: Why meaningful work profoundly influences overall life satisfaction, surpassing most other factors. Leadership That Inspires: The traits and actions of leaders who build cultures of meaning, including how to keep organizational values authentic under pressure. Navigating Workplace Connection: Why workers crave community at work yet often struggle with co-worker relationships, and how leaders can bridge this gap. Wes Adams doesn’t merely identify the workplace’s yearning for meaning—he provides a transformative blueprint. He shows how leaders can infuse every role, from entry-level to executive, with purpose by embedding community, contribution, and challenge into daily work. His insights urge leaders to redefine their role in a world where employees increasingly seek connection and impact through work, making this episode a clarion call for those committed to building thriving teams. In our season featuring guests with deep expertise in employee well-being, Wes stands out, informed by rigorous study under UPenn’s Martin Seligman and cutting-edge research. This conversation is a masterclass in modern leadership, offering timely and compelling strategies to make meaningful work a reality. The post Wes Adams: How Meaningful Work Fuels Exceptional Performance appeared first on Mark C. Crowley.

    What makes a leader truly successful? To find out, we sat down with Claudius Hildebrand, author of the bestselling The Life Cycle of a CEO: The Myths and Truths of How Leaders Succeed. His core insight? Leadership isn’t a trophy you win or a title you hold—it’s a dynamic, ever-evolving journey that demands growth, grit, and constant reinvention. Whether you’re a team lead, a mid-level manager, or dreaming of the C-suite, this episode is your roadmap to navigating the twists and turns of leadership. Hildebrand’s work is grounded in one of the most comprehensive studies of leadership ever performed. He and his team analyzed the career arcs of all S&P 500 CEOs, diving into decades of performance data, boardroom dynamics, and personal turning points. This wasn’t just number-crunching—Hildebrand also conducted over 100 in-depth interviews with sitting CEOs, former executives, and board directors, uncovering the human side of leadership. Ultimately, his research discovered there’s a universal path of leadership growth, defined by four distinct stages: launch (taking on a role with bold ambition and vision), calibration (adapting to realities and fostering trust with teams and stakeholders), reinvention (shifting strategies to tackle emerging challenges), and avoiding complacency (maintaining focus and agility even after success). The strength of Hildebrand’s work lies in its meticulous approach, blending hard data—such as CEO tenure, financial performance, and market trends—with rich, qualitative insights drawn from candid interviews with leaders who’ve navigated these stages firsthand. Here’s the kicker: these stages aren’t exclusive to corner-office executives. Hildebrand’s framework applies directly to anyone leading a team, project, or organization. In this episode, we dive into how a first-time manager kicking off a new initiative faces the same “launch” challenges as a CEO taking over a Fortune 500 company. We explore how mid-level leaders “calibrate” by balancing team dynamics and stakeholder expectations, and how even seasoned directors must “reinvent” to stay relevant. Hildebrand’s insights offer practical tools for leaders at every level to anticipate obstacles, seize opportunities, and grow through each phase. We also tackle the myth of the “hero leader”—the idea that great leaders are born with superhuman charisma or flawless instincts. Hildebrand dismantles this with compelling stories from his research, showing that the most successful leaders are those who embrace continuous learning, lean into self-awareness, and adapt to changing realities. Forget the larger-than-life personas; leadership is about showing up, evolving, and staying human. Tune in to discover how to navigate your own leadership journey, no matter where you are in your career. This episode is packed with actionable insights, surprising stories, and a fresh perspective on what it means to lead. The post Claudius Hildebrand: The Lifecycle Of Every Leader; Why Growth and Reinvention Matter appeared first on Mark C. Crowley.

  Melody Wilding, Professor of Human Behavior at Hunter College in New York City, and renowned for her expertise in workplace dynamics, has just published, “Managing Up: How To Get What You Need From The People In Charge.” It’s received outstanding reviews, is already a bestseller – and has become an indispensable guide for building effective relationships with bosses and even peers. In “Managing Up,” Melody addresses the key problems employees face in their careers, from feeling micromanaged to struggling with office politics and to not getting promotions. Her book provides practical strategies and techniques to help readers reclaim control at work. She goes beyond typical advice, delving into human dynamics by offering specific scripts for handling complex workplace situations. During our conversation, we explore why so many of us struggle with managing up, and the common misconceptions and challenges we face –especially those of us in leadership roles. Melody explains why relying upon our strong workplace performance alone isn’t sufficient to win influence with the people we report to. And, she stresses that adopting a “strategic, investigative mindset” to understand our managers leads to a greater understanding of how to successfully navigate these relationships. One of the highlights of Melody’s book is the introduction of ten critical conversations every professional should have with their managers. Melody discusses the most important ones of these, and provides actionable advice on how to approach them. Importantly, Melody also emphasizes that managing up isn’t solely the employee’s responsibility; she believes (and explains why) managers should also proactively provide clarity on how people working for them can succeed while under their leadership. Managing up is an art, and during our conversation, she will teach you to be a master. It’s a fantastic and Illuminating conversation that will surely help you thrive in your career. The post Melody Wilding: Navigating the Complexities of Managing Up appeared first on Mark C. Crowley.

    Version 1.0.0 Renowned social psychologist and Columbia Business School professor Adam Galinsky, has dedicated his academic career to understanding the intricacies of leadership and human behavior. His latest book, “Inspire: The Universal Path for Leading Yourself and Others,” offers a compelling exploration of what it takes to be an inspiring leader. Adam is clear that inspiring leadership is rarely an innate trait, but rather a skill we all can develop through conscious effort and practice. In “Inspire,” he presents a groundbreaking framework for understanding the qualities that make leaders truly inspiring – and he identifies three universal characteristics that define inspiring leaders: Visionaries, Exemplars, and Mentor: Visionaries offer a big-picture, optimistic, and accessible vision of the future. They help others see beyond the present challenges and imagine a better tomorrow.  Exemplars are courageous and calm protectors who express authentic passion while remaining consistent in word and deed. They lead by example, demonstrating the behaviors they expect from others Mentors encourage, empower, and challenge others, fostering growth and development through genuine empathy and support. “Inspire” is more than just a book on leadership; it’s a guide to becoming a more effective decision-maker, a wise problem-solver, a value-creating negotiator, and an inclusive and ethical guide For those who seek to leave a lasting positive impact on their teams, organizations, and communities, our discussion about “Inspire” offers a clear roadmap to becoming not just a leader, but an inspiring one. Join us on the Lead from the Heart podcast as we delve into the fascinating world of Adam Galinsky’s “Inspire” and uncover the secrets to becoming a truly inspiring leader. The post Adam Galinsky: A Blueprint for Inspiring Leadership appeared first on Mark C. Crowley.

    Ever wondered what truly drives peak performance at work? As research is now proving, the surprising secret lies in employee well-being. In this captivating episode, we’re joined by Jan-Emmanuel De Neve, professor of Economics and Behavioral Science at Oxford’s Saïd Business School, the Director of the Wellbeing Research Centre & an editor of the World Happiness Report. His remarkable study helps confirms the core belief of the Lead From The Heart philosophy: That there is a a direct correlation between how people feel at work & their personal productivity. The stunning take-away is that leaders who intentionally help support & elevate their employee’s well-being are rewarded with uncommonly high achievement. In this episode, we explore what inspired Jan to delve into the realm of employee well-being, & how it is differentiated from both employee wellness and employee engagement. We also dive into the major findings from his extensive & long-running research – including his two most important discoveries: (1) that the greatest driver of employee well-being is “belonging,” & (2) that addressing employees’ feelings has become crucial for highly effective leadership. Last December, on the cusp of finalizing my own upcoming book, I took a train ride from London to Oxford to meet Jan in person. Today, we pick up our conversation where we left off – which includes a focus on Jan’s new book, “Why Workplace Well-Being Matters.” If you’re interested in transforming your leadership approach – and consistently driving exceptional results, this conversation is a must-listen! The post Jan-Emmanuel De Neve: Transform Your Employees’ Performance by Prioritizing Their Well-Being appeared first on Mark C. Crowley.

    For our inaugural episode of our new season, we are thrilled to feature two truly extraordinary guests. It also marks a milestone for us as it’s the very first time we’ve recorded an episode where both the host and guests were together in the same room — in this case, at a recording studio at Chevron’s Northern California offices. In this special episode, you’re about to gain sage guidance and leadership insights from two of the world’s top Human Resources leaders: Kathleen Hogan (right) is the executive vice president and chief human resources officer at Microsoft. With her leadership, she influences the lives and careers of 220,000 global employees, ensuring Microsoft remains an exceptional place to work. Kathleen’s dedication to fostering a culture that attracts and inspires the world’s most passionate talent earned her the title of “HR Executive of the Year” by Human Resource Executive magazine in 2021 for her outstanding leadership during the COVID-19 pandemic. Her academic accolades include a bachelor’s degree in applied mathematics and economics from Harvard University, and an MBA from Stanford University’s Graduate School of Business. Rhonda Morris (left) who you may recognize as the first voice you hear at the start of all our recent podcasts episode, just retired from her role as vice president and chief human resources officer at Chevron. A long-time listener and lover of our podcast, Rhonda committed Chevron to becoming our show’s formal sponsor. She holds a bachelor’s degree from the University of California, Davis, and an MBA from Boston University and worked tirelessly to create a workplace culture that fosters the “Lead From The Heart” values. In this must-listen episode, Kathleen and Rhonda share their extraordinary stories, impactful strategies, and visionary insights that can inspire and inform your own journey in the world of Human Resources and leadership. Listen in to hear from two of the industry’s most influential voices and take away valuable lessons that can elevate your professional and personal growth. The post Kathleen Hogan & Rhonda Morris: Two Of The World’s HR Giants Together appeared first on Mark C. Crowley.

    We’re thrilled to have Ethan Kross accept our invitation to join us for a second time, & to discuss his highly anticipated new book, Shift: Managing Your Emotions-So They Don’t Manage You. (Publishes February 2025). If you’re a regular listener to our show, you’ll recall Ethan’s previous appearance when we discussed his bestselling book, Chatter: The Voice in Our Head, Why It Matters, and How to Harness It. Amazon named it one of its best books of 2021. Ethan Kross is a renowned psychologist and professor at the University of Michigan, whose research focuses on the conscious mind and strategies for controlling thoughts and emotions. In Chatter, he provided invaluable guidance on transforming our inner critic into an inner coach. His new book takes this further by delving deep into the realm of emotions, offering new frameworks and practical tools for understanding and managing them effectively. In this episode, we explore: The Role of Emotions in Leadership: How emotions are not just obstacles but vital sources of information that can guide decision-making. Debunking Myths: Challenging the idea that avoiding emotions is always harmful, and showing how strategic emotional management can actually enhance our leadership effectiveness. Leveraging Relationships: Understanding the emotional dynamics within our teams and using these insights to build stronger, more cohesive units. New Insights On Emotional Intelligence: Techniques for shifting perspective, managing attention, and fostering EQ in leadership. Ethan’s insights are particularly relevant to our community’s mission of leading with heart and empathy. By mastering our own emotions, we can become better leaders, create more inclusive environments, and drive positive change. While many of our previous guests have been kind and thoughtful – and brilliant, as you’ll hear, Ethan’s greatly embodies all three of these traits. The post Ethan Kross: How To Manage Your Emotions So They Don’t Manage You appeared first on Mark C. Crowley.

  The Financial Times just named Columbia University professor Michael Morriss’ new book, Tribal: How The Cultural Instincts That Divide Us Can Help Bring Us Together, one of the “Best Business Books of the Year” (2024). When we hear the word “tribalism,” it often carries a negative connotation. It gets blamed for everything from political polarization to workplace discrimination. We commonly believe tribalism is a societal divider & therefore a harmful influence on society. But, as we discuss in this episode, Morris redefines tribalism not as a flaw but as a crucial part of human nature that can be harnessed for positive change. He believes our tribal instincts are humanity’s secret weapon. In his book, he writes that humans are unique in forming tribes, & that we are fueled by three psychological instincts: The Peer Instinct: tribe members conform to group norms. The Hero Instinct: tribe members emulate respected members. The Ancestor Instinct: tribe members follow traditions. Morris says these instincts enable us to collaborate, share knowledge & build on past achievements. Teams and organizations are shaped by these instincts – they subtly influence our thoughts & actions – & when tribal “leaders” recognize & leverage these instincts, they’re able to enhance the tribe’s performance, bridge divided & drive cultural change. A central theme of Morris’ book is belonging. He explains how our need to belong (a theme we routinely & purposely explore on this podcast) motivates our identities & behaviors. And he provides insights into how we can foster inclusivity & community. It’s when leaders embrace their employee’s tribal nature that they can cultivate environments where people feel valued & connected. As you’ll hear, Morris’s perspective offers a hopeful view, suggesting that by understanding our tribal instincts, we can turn a potential source of division into a powerful force for unity and progress. By fostering a sense of belonging, leaders can unlock the secrets of our psychology and effectively manage our misunderstood superpower. Michael Morris is truly brilliant and you’ll be massively impressed by how he connects wide-ranging ideas in real time. The post Michael Morriss: How To Harness Our Tribal Instincts To Cultivate Team Belonging appeared first on Mark C. Crowley.

      We live in a world where early achievements are celebrated, but what if some of your greatest successes were to come later in life? On this truly provocative episode, we sit down with the brilliant Henry Oliver, author of “Second Act: What Late Bloomers Can Tell You About Reinventing Your Life.” Our conversation is packed with uncommon insights that will challenge your perspectives on career success, personal growth — & surprisingly, networking! In our fast-paced society, we often feel pressured to reach the top quickly, making us overlook the value of continuous growth & evolution. Henry’s book, “Second Act,” shifts this narrative, celebrating those who achieved remarkable success in the second half of their lives. Henry argues that as we live longer, healthier & more productive lives, the potential to become a late bloomer is within all of us. In this episode, we delve into the mindset of late bloomers. Henry emphasizes the importance of preparing for the unknown, the unexpected, & the unstated. This isn’t just about having a plan, but about being open to where our journey might lead over the next 10, 20, or even 30 years. He introduces the concept of an “Odyssean education” — the value of intentionally placing ourselves in new contexts & environments in order to broaden our understanding & develop unique skills, rather than sticking to what we already know. Henry’s book has not gone unnoticed. It has received a glowing review from the Wall Street Journal, which highlighted key insights that resonate deeply with readers. What motivates someone to study late bloomers? For Henry, it’s about uncovering the lessons we can all learn from these extraordinary individuals. He shares the driving forces behind his research, the inspiration from famous late bloomers, & what he hopes readers will gain from his work. We discuss the life stories of several world-famous late bloomers & how their preparedness for luck played a significant role in their success. Steve Jobs, the man who made Apple a global phenomenon – in his second go-round as CEO – is just one example of how late bloomers can seize opportunities in ways that early achievers might not. With a rich background & years of meticulous research, Henry offers exceptional insights that are bound to inspire you. This episode is a must-listen for anyone considering a new direction in their career, or simply wanting to understand the power & potential of their blooming later in life. The post Henry Oliver: The Essential Guide to Late Blooming Success appeared first on Mark C. Crowley.

    Mitch Warner is the Managing Partner of the Arbinger Institute, an organization renowned for its groundbreaking work in leadership & organizational transformation. The Arbinger Institute has just released the fourth edition of its classic book, “Leadership and Self-Deception: The Secret to Transforming Relationships and Unleashing Results.” First published in 2000, “Leadership & Self-Deception” has become one of the top five leadership books of all time.  Over the years, this influential book has sold over 3 million copies worldwide. The book delves into how self-deception clouds our vision, leading us to blame others rather than acknowledging our own faults & contributions to problems. It offers profound insights into how we can overcome these persistent lies that plague our relationships and hinder organizational results. In the summer of 2024, Arbinger produced a significantly revised & updated fourth edition of this enduring classic. This new edition includes updated stories, a broader cast of characters & practical guides to help readers apply the concepts to modern workplace challenges. Through an engaging narrative, the book reveals how we blind ourselves to our true motivations & unwittingly sabotage our efforts to achieve success & rebuild broken relationships. Join us as we explore the timeless principles of “Leadership and Self-Deception” and discover how they can transform your personal and professional life. The post Mitch Warner: Leadership & Self-Deception appeared first on Mark C. Crowley.

    In this episode, we delve into the pervasive issue of burnout & dissatisfaction in modern work cultures & explore how rethinking workplace operations can enhance employee well-being. Our guest, Brigid Schulte, author of the bestseller “Over Work: Transforming the Daily Grind in the Quest for a Better Life,” provides uncommonly researched perspectives on this topic. Brigid critiques the extreme work expectations set by figures like Elon Musk, who advocates for grueling work hours & dismisses remote work as “morally wrong.” And, we’re all familiar with companies like Dell & Amazon who’ve recently decided to eliminate hybrid work schedules, pushing employees back to the office full-time. A former journalist with The Washington Post & a New York Times bestselling author, Brigid argues these approaches are counterproductive, & highlights the historical shift from work that supported well-being to today’s relentless demands. Her research suggests innovative solutions such as the four-day workweek & flexible work hours, showcasing CEOs who foster humane working conditions. Her book emphasizes that our work patterns need a significant overhaul, asserting that we are only limited by our imagination & the narratives we create about work. With endorsements from thought leaders like Adam Grant, who praises her meticulous research, Brigid offers a compelling vision for a future where work can be both fulfilling and joyful. Join us as Brigid challenges the status quo & presents practical strategies for transforming our work lives. The post Brigid Schulte: Why Work Isn’t Working & How We Can Fix It appeared first on Mark C. Crowley.

    We have the distinct honor of hosting a true visionary in human resources and organizational culture, Laszlo Bock. His name is synonymous with innovation, empathy, and transformative leadership. His journey is a testament to leading with both the mind and the heart, a philosophy that has revolutionized the workplaces he has touched. Laszlo earned a BA from Pomona College and an MBA from the Yale School of Management. He honed his skills at General Electric and McKinsey before his tenure at Google as the Senior Vice President of People Operations, which catapulted him into the global spotlight. At Google, he instituted a workplace culture that astonished everyone. Extravagant perks like free shuttle buses with Wi-Fi, free food, and slides between floors were just the beginning. These investments contributed to Google’s success, which saw record stock performance in its first 20 years. Under Laszlo’s leadership, Google was named the Best Company to Work for over 30 times globally and received more than 100 awards as a top employer. His innovative HR approaches emphasized data-driven decision-making, transparency, and employee well-being. In 2010, at age 38, he was named Human Resources Executive of the Year by HR Resources Magazine. In 2015, he published his New York Times bestseller, “Work Rules! Insights From Inside Google That Will Transform How You Live And Lead.” Two years later, Laszlo left Google and co-founded Humu, a company that combines technology and human-centric leadership to deliver “nudges” to workplace managers. Humu describes nudges as short, science-backed suggestions—bite-sized actions to support teams and improve work. For the curious, this concept was developed by University of Chicago scholars Richard Thaler and Cass Sunstein. Having recently sold Humu, Laszlo has just created a Transformative Chief Human Resources Leadership Program at the Haas Business School at UC Berkeley. His program aims to equip the next generation of HR leaders with the skills and knowledge needed to navigate modern workplaces, further cementing his legacy as a pioneer in the field. Laszlo Bock’s career is a masterclass in leading with both the mind and the heart. His ability to blend analytical rigor with genuine care for people has set a new standard for leadership today. As we dive into our conversation, we will explore the principles that have guided his journey, the lessons he has learned, and his vision for the future of work. Not to be missed. The post Laszlo Bock On The Future Of Work, HR & Leadership appeared first on Mark C. Crowley.

    The idea of balancing the rational aspects of leadership with the intelligence of the heart and the wisdom of the soul is suddenly emerging as a legitimate best practice in organizations. At last, were moving away from traditional thinking — & knee-jerk assumptions — that caring about employees & giving them more power & agency, is a very bad way to drive performance. Kim & Erin Clark are the co-authors of the new bestseller, “Leading Through: Activating The Soul, Heart & Mind Of Leadership.” And while one could conjecture that the authors of a book with a title like this are spiritualists or people who don’t understand management, Kim happens to be the former Dean of the Harvard Business School — & Erin is a managing director of human capital at Deloitte Consulting! They have chops. They have massive credibility. Which makes it rather hard to refute what they both have to say. For as long as any of us can remember, workplace leadership has always been anchored on rationality, efficiency & control. Workers were treated as being easily replaceable, & managers were routinely taught to focus on productivity — not on employee engagement or well-being. As evidenced by Kim & Erin’s book, we’re at the onset of an era when traditional leadership philosophy gets tossed aside, and when a new, more informed and enlightened methodology becomes embraced. Their work is a testament to the power of integrating the heart, soul and mind into how we lead human beings in our workplaces. The profound insights they both share in this conversation are certain to inspire & challenge you to rethink what it means to lead in today’s world. The post Kim & Erin Clark: Leading With Mind, Heart & Soul appeared first on Mark C. Crowley.

  One of the most common questions on the minds of workplace managers today is, “How can I most successfully manage the new generation of people entering the workforce?” This is a crucial question, as not only are the dynamics of the workplace rapidly changing – the generation of workers aged 18 to 25 really does have unique needs needing our support. Dr. David Yeager, a renowned developmental psychologist and the author of the groundbreaking bestseller, “10 To 25: The Science of Motivating Young People” fundamentally breaks away from our traditional beliefs on how to motivate young people. In his book, he draws on cutting-edge research which shows that around age ten, puberty spurs the brain to crave socially rewarding experiences, such as pride, admiration, and respect – and to become highly averse to social pain, such as humiliation or shame. And because this hyper-sensitivity to status and respect continues all the way into the mid-twenties, managers can leverage these insights to create a work environment that not only meets the needs of their young employees but also harnesses their full potential. Dr. Yeager introduces what’s called a “mentor mindset – a leadership style that’s finely attuned to the unique needs of young people for status and respect. His practices include validating young people’s perspectives rather than dismissing them, asking them questions instead of telling them what to do, being transparent about our beliefs and goals rather than assuming they will accurately guess our thoughts, and holding them accountable to high standards instead of coddling them. To be clear, this isn’t done for the purpose of making young people feel good. It’s about tapping into the basic neurobiological systems that drive their motivation and behavior – and which influences them to perform at very high levels. One of the biggest misconceptions about mentoring is that it takes up too much time. Dr. Yeager dispels this myth by showing that those who use the mentor mindset actually end up with more time. Through back-and-forth conversations, young people feel empowered, and managers can transfer more responsibility to them. This not only frees up the manager’s time but also fosters a sense of ownership and accountability among young employees. It’s easy to be jaded about having to support yet another new generation’s unique needs – but if our goal is to have a workplace where young people aren’t just clocking in and out, but are genuinely engaged, enthusiastic, and ready to contribute – we’re rather wise to match those needs. It also just so happens that mastering these skills will make you a better manager to employees of all generations. The post David Yeager: A Breakthrough New Model For Leading Gen-Z appeared first on Mark C. Crowley.

  In the post-COVID era we now live in, warnings about our lack of social connection – largely the result of habits we developed during the pandemic, and the new normal of working remotely – have become far more frequent. But what’s the real harm in having fewer in-person interactions with other people – especially with work colleagues? Many of us think we’re doing just fine spending time with partners, children and close friends. Is this a false alarm? In a groundbreaking study, science writer David Robson explored the importance of social connection, and has just written the bestseller, “The Laws of Connection: The Scientific Secrets of Building a Strong Social Network.” And, Robson concluded that social connection is as crucial for our health and happiness as having a balanced diet and regular exercise. It not only reduces the risk of stroke, heart disease, and Alzheimer’s but also enhances creativity and adds years to our lifespan. A previous podcast guest, London Business School’s Herminia Ibarra, stressed that because we human beings are “lazy and narcissistic,” we’re far less likely to further develop our social network today unless we literally run into people – experiences which sadly occur far less often today. So, in his book, Robson explores evidence-based strategies for enhancing our social connections (he’s landed on 13 different principles many discussed in our conversation), and strongly emphasizes that the most informed workplace leaders are already investing much time and effort cultivating connection for people on their team – and not just because doing so will elevate their individual well-being, but explicitly because doing so will elevate the team’s overall performance. Please don’t miss this conversation.  David’s book has been spotlighted by the Wall Street Journal and was just named a “Next Big Idea Must Read Pick” by Adam Grant, Malcolm Gladwell, Susan Cain, and Daniel Pink. The post David Robson: The Scientific Secrets To Rebuilding A Strong Social Network appeared first on Mark C. Crowley.

    Research shows that people consistently overestimate their ability to make accurate inferences about what other people are thinking & feeling in any given moment. In actuality, our success in “reading” other people proves to be no better than a coin flip! But because we’re all so solidly convinced that we’re uniquely skilled at deducing what’s going on inside of people’s minds and hearts, we often go on to make wrong assumptions that end up getting us into trouble – assessments that easily could be avoided were we to take just one important step: Ask people what they are thinking & feeling.  Get confirmation from them directly. Jeff Wetzler is an expert in learning & leadership & invites us to unlock hidden insights by mastering the art of asking. His book, “Ask: Tap Into The Hidden Wisdom Of People Around You For Unexpected Breakthroughs In Leadership & Life” provides a practical guide to tap into the the experience, knowledge & wisdom of people around us. Harvard Business School’s Amy Edmondson wrote the book’s Foreword, & rightfully gave it very high praise. In this episode, we discuss all of Wetzler’s Five Key Steps: Choose Curiosity: Cultivate genuine interest in what others think, feel, and know. Curiosity fuels new discoveries and unexpected connections. Make it Safe: Create an environment where people feel comfortable sharing hard truths. Safety encourages honesty. Pose Quality Questions: Uncover what truly matters to others. The right questions unlock wisdom. Listen to Learn: Truly hear what others are saying. Active listening reveals essential insights. Reflect & Reconnect: Translate conversations into meaningful actions. In a rapidly changing world, where AI is now replacing various skills, our ability to learn from & connect with our fellow human beings remains crucial. “Ask” equips us with an everyday superpower – one that enhances not only our personal lives but also our teams, organizations & society at large. “Asking” great questions has become an essential leadership skill.  Listen in as Jeff shares his awesome expertise & guidance on how you can become a master yourself.  We suspect you’ll also note how remarkably thoughtful he is when answering all the questions he’s “asked!” The post Jeff Wetzler: Unleashing the Power of Asking appeared first on Mark C. Crowley.

  Matt Beane is a researcher & professor in the Technology Management Program at the University of California, Santa Barbara – & the author of the new bestseller, “The Skill Code: How To Save Human Ability In An Age Of Intelligent Machines.” In his book, Beane delves into the critical challenge of maintaining valuable skills in a world increasingly filled with AI & robots – & warns that younger workers especially are already falling behind in their skill development, a real crisis in the making. Beane emphasizes that the most valuable skills all of us have acquired were developed through working with older experts who knew more than we do. This underscores that fact that while formal learning provides conceptual knowledge, real mastery comes from hands-on experience gained from working side-by-side with skilled mentors. But, in business’s aggressive pursuit of productivity through AI & robots today, junior workers are often now separated from experts. And they’re no longer building the knowledge & skills they’ll need in order to progress in their careers. In this episode, we discuss how AI is disrupting the traditional process that ordinarily ensures junior workers learn directly from more senior experts, & how organizations – & each of us – can navigate these complexities, & leverage AI to enhance our own productivity, innovation & skill development. As you’ll hear, Beane says many of his professorial colleagues prohibit their students from using AI when they’re preparing class assignments. Find out what he has his students doing instead – his guidance holds profound advice for you as well. The post Matt Beane: How AI Is Already Changing Our Workplaces appeared first on Mark C. Crowley.

    John Mackey is the visionary founder of Whole Foods Market which today employs 90,000 people, has 500 stores in America, the UK & Canada & generates $22 billion in annual sales. Mackey started the well-known natural foods grocery chain 44 years ago in Austin, Texas – & a few years ago sold it to Amazon which operates it today. John has just published what amounts to an autobiography – & it’s really the story of how a college dropout had the vision to launch an organic foods store just as consciousness about what people wanted to put in their bodies was radically shifting. In his highly entertaining new book, The Whole Story: Adventures in Love, Life, and Capitalism, Mackey not only describes his journey in building Whole Foods from the ground up – & leading it as CEO for four decades – he describes a leadership philosophy that remains extraordinarily uncommon in business today. He all but coined the term, “conscious leadership” which essentially considers purpose, people & the planet in running a business. His philosophy isn’t sentimental, but rather is a commitment to the well-being of all stakeholders: employees, customers, suppliers, the environment – and, oh yes, shareholders. Throughout his book, Mackey repeatedly stresses that he is a highly competitive capitalist.  But his leadership philosophy is tied to a spiritual understanding that virtues like trust, empathy, care, authenticity, integrity – even love – produce far better outcomes than traditional leadership practices ever could. In reviewing his book recently, the Wall Street Journal – not surprisingly – called John Mackey “peculiar” as a business CEO. Notably, they also went on to say “the world could use more of his kind.” In what proved to be a moving & inspiring conversation, we asked Mackey to reflect upon all he’s learned on successfully leading human beings in the workplace, not to mention his views on maintaining personal & employee well-being. We didn’t let him go until he shared his feelings on how Amazon changed Whole Food’s culture after he left. His answer is likely to surprise you & enlighten you! The post John Mackey: Capitalism With A Conscience appeared first on Mark C. Crowley.

    According to the most recent statistics, 42 percent of the global workforce feels burned out at work today – a higher percentage than before or during the COVID pandemic. The World Health Organization defines burnout as work related stress that produces feelings of exhaustion, negativity & cynicism related to a person’s job & an overall lack of engagement. One consistent theme of this podcast is that taking steps to support employee well-being has become an essential leadership practice simply because how people feel at work, & about their work, proves to play an enormous role in their productivity. In her uber-bestselling book, “Do Nothing: How To Break Away From Overworking, Overdoing & Underliving,” journalist Celeste Headlee suggests much of our stress may be self-imposed. It’s our relentless drive to be productive that ultimately undermines our well-being. Ironically, our constant focus on producing is really a false efficiency given the harm it does to our mental and physical health. Headlee’s prescription to anyone who’s ever experienced burnout is perhaps counterintuitive. She encourages us to embrace moments of idleness, rest, and reflection. By taking time for ourselves without an agenda or profit motive, she says, we can redefine what truly matters. Headlee’s book draws from history, neuroscience, social science, & even paleontology to challenge long-held assumptions about work, time use & hard work. It reveals that many of our habits are harmful & developed relatively recently in human history, which means they can all be broken. In this conversation, we explore our our obsession with productivity and discuss ways of achieving a much healthier balance between doing and being. These include prioritizing rest, leisure, and investing time in meaningful connections. Surprising to some, by following Celeste’s guidance, you’ll actually end up achieving more. If you’re interested in learning how you can better thrive in life – and in how you can support your own team’s flourishing, please listen in! The post Celeste Headlee: From Overwork To Well-Being: A New Path appeared first on Mark C. Crowley.

  Marshall Goldsmith is one of the top executive coaches in the world. He was a pioneer in the use of 360-degree feedback which involves gathering input from peers, subordinates, and supervisors to assess a manager’s impact and effectiveness. His approach to coaching emphasizes self-awareness, behavioral change and constant improvement.  And he has personally coached over 200 global CEOs in various industries. Marshall is also a New York Times bestselling author of several influential books on leadership, personal development, and behavior change including, “What Got You Here Won’t Get You There,” “Triggers: Creating Behavior That Lasts” and “The Earned Life: Lose Regret, Choose Fulfillment.” During his career, he was also a professor of management practice at Dartmouth College’s Tuck School of Business. Marshall is only the second person we’ve ever invited to be a guest on this podcast three times (Amy Edmondson is the first), and this time it’s on the occasion of his 75th birthday. This specific discussion focuses on identifying the most important wisdom he’s acquired in his life – with respect to what matters most in coaching, workplace leadership, work-life balance, spirituality – and living a meaningful and fulfilling life. Over six years, Marshall Goldsmith has been one of our most popular guests. In this this episode we ask him to share insights he’s gained from a truly remarkable career – some of which may prove life changing for you! The post Marshall Goldsmith: At 75, Sharing Wisdom On Coaching, Leadership & Living A Meaningful Life appeared first on Mark C. Crowley.

  In our every day experience at work, we attend innumerable events – team meetings, orientations, employee recognition events, etc.) – that all have the potential to become really tedious & uninspiring simply because they feel routine & therefore joyless. But there’s an extremely powerful way of reinvigorating these kinds of events & making them truly meaningful to people. According to Harvard Business School professor, Michael Norton, adding rituals “can convert ordinary acts from black & white to technicolor.”  Rituals are symbolic actions or ceremonies that hold special meaning within a team & help create a shared identity amongst everyone on it. When teammates participate in consistent rituals, they end up feeling more united to a common purpose, values & each other. In his new bestseller, “The Ritual Effect: From Habit to Ritual, Harness the Surprising Power of Everyday Actions,” Norton stresses that rituals are a powerful tool for leaders to use in fostering team bonds & connection. Starting every team meeting with the same brief ritual, for example, or awarding the identical prize to employees whenever they attain a certain right-of-passage, proves to have a powerful effect on engagement & even motivation. That’s because rituals reinforce positive behaviors. When teams celebrate achievements or recognize individual efforts in the exact same way every month, people on the team will work very hard to ensure their own performance is called out & honored. In this wildly informative discussion, Norton brilliantly explains why rituals so often yield deep meaning for people. And he shares several specific examples of the kinds of rituals workplace managers would be highly enlightened to introduce to their teams! The post Michael Norton: How Rituals Can Transform Your Team’s Connection, Happiness & Performance appeared first on Mark C. Crowley.

  Saul Perlmutter, Nobel Laureate 2011 for Physics, in his office. There’s a lot that’s remarkable about the new book, Third Millennium Thinking: Creating Sense in a World of Nonsense, starting with the fact that one of its three co-authors is a Nobel laureate who earned the Nobel prize in physics for discovering the accelerating expansion of the universe. One might imagine that UC Berkeley professor, Saul Perlmutter could have written this book on his own, but instead, he intentionally collaborated with two people way outside of his own discipline: John Campbell – a philosophy professor at Berkeley – and Robert MacCoun – a social psychologist and law professor Stanford University. Before working together on their book, the authors teamed up in developing a wildly popular UC Berkeley course, designed to teach students how to better understand the world and make informed decisions in an era of uncertainty and overwhelming data. It emphasizes how processes used in the practice of science can provide widely-applicable tools for approaching individual and collective decision-making. One of Perlmutter’s gifts is his ability to simplify complex ideas and, in this conversation, he explains why every decision we make as leaders is really a bet – we’re rarely guaranteed that our choices will be the right ones – and why despite the fact that uncertainty makes us all really nervous and uncomfortable, we can use it in a way that allows us to have strong confidence in what we’re doing. Yes, that’s a paradox – but what did you expect from a guest like this? Saul Perlmutter is brilliant and relatable – and he shares some wonderful disciplines you can put to immediate use. The post Saul Perlmutter: How To Make Smarter Judgments & Wiser Decisions appeared first on Mark C. Crowley.