Inside the Leader's Mind

Summary Kris Malkoski, CEO of Learning and Development at Newell Brands, overseeing $2.2 billion in revenue and 1,000 employees, shares how growing up on a farm in rural Nebraska shaped her leadership philosophy. From washing eggs at age five to managing iconic brands like Graco, Sharpie, and Expo, Kris reveals how prioritization, work ethic, and a relentless drive to "make a difference" have guided her 20+ year career. She discusses agile teamwork, modeling leadership behavior, the parallels between parenting and managing people, and why feedback is the greatest gift a leader can give. Takeaways Making a difference is a career strategy — it makes you irreplaceable Prioritization is a skill learned early; focus on what matters most right now The best leaders model the behaviors they expect from their teams Surrounding yourself with people smarter than you frees you to lead better 50% of business performance is people — most leaders under-invest there Setting clear, transparent expectations with real consequences drives results Feedback is a gift — both giving and receiving it accelerates growth Parenting and leadership require the same core skills: fairness, consistency, and consequences Agile daily check-ins (15 minutes) can compress 12–18 month timelines dramatically Genuine care for your people builds loyalty and long-term performance Soundbites "If I made a difference on my business, I was not replaceable easily." "Be the change you wish to see in the world." "Winners love to be winners — and they double down to win some more." "My team and business performance is only as good as the weakest link." "People want fair, transparent expectation setting." "Feedback is a gift." "I want people to come to fun and growth and personal and professional enjoyment." Timestamps 00:00 — Introduction & guest bio 03:33 — Growing up on a farm in rural Nebraska 07:00 — What that upbringing instilled: prioritization & making a difference 08:31 — Breaking into Procter & Gamble without the "right" background 13:07 — Teaching her own kids work ethic 18:59 — The younger generation, technology & human connection 22:09 — Setting culture: phones down, laptops closed, people present 25:43 — Agile teams: from idea to Walmart PO in 5 weeks 29:38 — Why seeing people grow is Kris's greatest reward 33:55 — What it really means to lead at the billion-dollar level 37:36 — The leadership-parenting connection 42:35 — The #1 thing blocking organizational transformation 43:15 — What Kris knows now that she wishes she knew earlier 46:00 — The question no one asks Kris — and her surprising answer Contact Links LinkedIn: https://www.linkedin.com/in/kris-malkoski-2346122/ Company: Newell Brands

Summary In this episode, Morag Barrett, leadership expert and author, explores the growing epidemic of disconnection at work and its impact on performance, engagement, and wellbeing. She explains how modern workplaces have created an illusion of connection through technology, while true human relationships have weakened. Morag shares practical ways leaders can rebuild connection, from small daily interactions to modeling vulnerability. She highlights the business cost of disconnection—estimated at $406 billion annually—and shows how meaningful relationships directly improve results, safety, and collaboration. Takeaways Success is powered by relationships, not just strategy or data Disconnection is widespread—1 in 5 employees feel isolated at work Technology creates an illusion of connection, not real connection Small actions (like 5 minutes of banter) can transform culture Leaders must model vulnerability to build trust Disconnection impacts productivity, safety, and retention Real connection improves decision quality and innovation The shift starts with self-awareness: you, me, we Soundbites "Fine is a four letter word." "We've created an illusion of connection through technology." "Success in business is powered by relationships." "Metrics don't provide meaning—connection does." "You can't build connection with others if you're disconnected from yourself." "How can I help? is the question we don't ask enough." Timestamps 00:01 – Intro to Morag Barrett 01:27 – What she does and mission 02:49 – Transition from banking to leadership 04:49 – Defining disconnection at work 07:34 – Pre vs post-COVID connection challenges 10:21 – Business cost of disconnection 12:40 – Simple connection practices in meetings 13:28 – Executive pushback 15:38 – Technology and illusion of connection 17:35 – AI and emotional substitution 19:53 – Vulnerability and leadership 23:30 – Practical tools for teams 25:03 – What still surprises her 30:01 – Personal leadership obstacles 33:52 – Biggest influence 36:35 – Question she wishes people asked 37:35 – How to connect with Morag Contact Links for the Guest Website: https://www.skyeteam.com LinkedIn:   https://www.linkedin.com/in/moragbarrett/ Ally Profile: https://skyeteam.cloud/youmewe

Summary Yulia (Julia) Stefani, founder of SWolta Ventures and former Chief Product Officer at Treasure Financial, joins David Suson on Inside the Leader's Mind for a rich conversation about leadership transformation, radical honesty, and intentional career design. Yulia shares how becoming a mother in March 2020 — at the height of COVID — cracked open her definition of success and set her on a path toward a portfolio career that includes fractional executive consulting, real estate, and e-commerce. She reflects on what she learned scaling products at Expedia, Meta, and SoFi, how she turned around an underperforming team, and why the most overlooked leadership skill is truly understanding what drives the person in front of you — not who you think they are, but who they are right now. Takeaways Motherhood can be the most transformative leadership school you never expected. True empathy isn't putting yourself in someone's shoes — it's being them in their shoes. The fastest path from complexity to clarity is defining your goal in actionable, measurable terms. Leaders who came from building often either hold on too tight or let go too completely — both are costly. What motivates someone today may be completely different six months from now — great leaders stay current. A portfolio career isn't just about income streams — it's about designing work around what fulfills you. AI makes now the best time ever for women to explore working independently and scaling themselves. Radical honesty only lands well when the relationship is built first — otherwise it just sounds blunt. Soundbites "I define myself with my professional achievements. And when I became a mom, I didn't expect much of that to change. It all changed." "The biggest leadership job you'll ever have is raising a child who doesn't fully understand you yet." "It's just as dangerous to drop something as it is to stay on it too long." "Nobody will look out for you if you don't look out for yourself first." "Mothers are the most productive workers you will ever have." "Every environment is a brand new canvas. Bring your learnings, hold them loosely, and start with a beginner's mindset." Timestamps 00:03 — Welcome & guest introduction 02:15 — How motherhood completely rewired Yulia's definition of leadership and success 06:24 — Can leadership empathy actually be taught, or does it take lived experience? 10:59 — What SWolta Ventures does and the variety of problems founders bring 13:35 — What Expedia, Meta, SoFi, and Treasure Financial each taught her about scaling 17:22 — How she assesses whether a team and product are healthy from day one 23:29 — The most common leadership mistake technical founders make 27:50 — What coach-style leadership rooted in radical honesty looks like in practice 34:00 — How she turned around an underperforming team at Treasure Financial 36:05 — What leaders consistently misread about what motivates people 41:13 — One practical step leaders can take this week to create clarity 44:50 — What was in the way that ultimately became the way for Yulia 47:34 — Advice for women in the workforce and for male leaders managing women 53:15 — The question no one asks her — but should   Guest Contact Information Linkedin:  https://www.linkedin.com/in/juliastefani/ Website:  https://www.swolta.com/  

Summary Chris Mele, CEO of Software Pricing Partners (SPP) and creator of the pricing management platform Levelsetter, joins David Suson on Inside the Leader's Mind to pull back the curtain on one of the most overlooked growth levers in B2B software: pricing. A computer science graduate turned Ernst & Young consultant, SaaS co-founder, and now pricing strategist, Chris breaks down why pricing isn't just math — it's licensing, packaging, and strategy working together. He shares how companies are hemorrhaging revenue through discount-happy sales teams, over-complicated offers, and a "set it and forget it" mindset. The conversation also goes deep on leadership: navigating layoffs with empathy, building mental fortitude as a CEO, and why the best business relationships form when you drop the facade and show up as a full human being. Takeaways Pricing has three distinct pillars: licensing, packaging, and price point — and most companies only think about the last one. The metric you choose to charge on ripples into every part of your business: sales, marketing, and customer trust. Simplicity in pricing drives deal velocity — fewer choices close more deals faster. Sales teams spending 80% of their time internally instead of with customers is a pricing and packaging problem in disguise. CEOs who wait for a "chemical spill" moment to address pricing are already behind. Mental fortitude as a CEO means staying calm and grounded even when the business is a roller coaster. Empathy isn't soft — it's the foundation of retention, loyalty, and lasting business relationships. Celebrate small wins deliberately; it's what keeps leaders and teams from burning out. Soundbites "I made the firm over a million dollars and got a $7,500 bonus. I knew I was on the wrong side of the formula." "If you pick a metric that is too constrained, you can expect revenues and valuation to also be very constrained." "The antithesis of complexity — the purpose of monetization — is to make the right trade-offs for simplicity without sacrificing revenue." "Business is personal. As soon as we understand there is no delineation there, you start to build very different kinds of relationships." "I show up in my shoes, I command the floor the way I want to command it — adopting it on your own and making it your own is one of the most pivotal things that ever happened to me." Timestamps 00:02 — Welcome & guest introduction 02:48 — Chris's creative writing life and the Writers of the Future contest 05:08 — How Chris went from SPP customer to SPP CEO 06:42 — Why pricing isn't just math — it's strategy 09:40 — The three buckets of pricing: licensing, packaging, and price points 12:59 — How pricing complexity kills sales team productivity 18:23 — The SaaS recession and why pricing is now a boardroom priority 22:18 — The mindset difference between leaders who get pricing right vs. those who don't 25:01 — Who in the organization actually champions pricing — CFO vs. CEO dynamics 33:09 — What it really feels like to go from employee to founder/CEO 40:26 — The mindset required to survive and thrive as a CEO 45:25 — What was "in the way" that became the way: layoffs, empathy, and leading his own way 49:30 — The person who shaped Chris's empathetic leadership style 56:03 — The question Chris wishes more people would ask him   https://www.linkedin.com/in/christophermele/ https://softwarepricing.com/contact/  

Summary In this episode of Inside the Leader's Mind, David Suson sits down with Robynn Storey, Founder of Storeyline Resumes, to explore what leadership looks like when ego steps aside and humanity takes the lead. Robynn shares her unconventional journey from a high-level corporate role at Pepsi to waiting tables, and ultimately building a multi-million-dollar, fully remote company rooted in kindness, accountability, and trust. Robynn explains why she hires for character over credentials, how loyalty is earned rather than demanded, and why culture is built through everyday human moments rather than perks or programs. From sending care packages to protecting work-life balance, her leadership philosophy proves that compassion and high performance are not opposites—they are partners. Takeaways Leadership without ego creates stronger loyalty and engagement Culture is built in everyday human moments, not corporate perks Hiring for character leads to long-term success and retention Transparency and kindness drive performance more than fear Strong leaders protect people, not just results Soundbites "If someone on your team can call you for personal advice, you've won." "Culture isn't a program. It's how you treat people when life happens." "People will never work harder for you when you are mean to them." "Success isn't privilege. It's the result of effort and care." "We are not brain surgeons. I want people to go have a life." Timestamps 00:00 – Introduction to Robynn Storey 03:25 – Leaving corporate life and redefining success 05:56 – Ego, identity, and waiting tables 09:48 – Hustle mentality and leadership balance 15:50 – Loyalty, care, and human-centered culture 23:32 – Leadership lessons from corporate America 29:35 – Hiring failures and automated systems 37:55 – What truly creates strong culture 45:22 – The donut question and final reflections Contact Links for the Guest LinkedIn: https://www.linkedin.com/in/robynnstorey/ Website: storeylineresumes.com 

Summary Lee Caraher, CEO of Double Forte, explains how her PR and strategic communications firm helps clients reach business goals by improving how they connect with employees, customers, partners, and the public. She traces her path from a medieval history degree to tech PR, and why agency work accelerates learning. After 9/11 and her mother's stage 4 lung cancer diagnosis, Lee founded Double Forte (now 23 years old) to build a values-led agency that could flex around family needs. She describes early growth by focusing on a short list of trusted relationships, protecting culture with the "no assholes" client rule, and leading with high input, low democracy, high appreciation, and high standards so the team stays relevant through constant change, including AI. Takeaways High input, low democracy: gather input widely, then decide and share the rationale. High appreciation: specific, contextual praise improves performance and reduces wasted effort. Culture guardrails matter: the "no assholes" rule can limit revenue but protects teams. Hiring well isn't enough—leaders often wait too long to fire or re-seat someone. Empathy doesn't mean lowering standards; it means support + timelines + role shifts when life happens. Leaders must communicate a clear path in change: "Here's the road we're taking." Soundbites "We help our clients achieve their business goal through communication." "High input, low democracy." "Teams who feel appreciated outperform those who don't." "No assholes." "If you don't think you can improve… leave now." "Agencies succeed only if they're relevant now and next." "My definition of success is money, time, people." Timestamps 00:01 – Meet Lee Caraher and Double Forte 02:31 – What Double Forte does: business goals via communication 03:02 – From medieval history to PR and why agencies train 05:18 – 9/11 + mom's diagnosis → starting Double Forte 06:57 – The "first 11 people" strategy for landing clients 08:09 – Culture rules and the no assholes line 10:24 – Biggest lesson: leaders are often slow to fire 11:57 – Leadership pillars: input, appreciation, high standards 13:28 – 360 wake-up call: appreciation must be visible 19:08 – Empathy with standards: timelines and "park yourself" 22:29 – Leading through constant change and AI uncertainty 24:46 – Color-coding the calendar: in vs on the business 35:18 – Her success definition: money, time, people 37:09 – How to reach Lee Contact links for the guest Double Forte: double-forte.com Lee Caraher: lee-karaher.com Linkedin:  https://www.linkedin.com/in/leecaraher/ Email: [email protected] Keyword tags Lee Caraher, Double Forte, Leadership, Strategic Communications, Public Relations, Team Culture, Appreciation, Employee Retention, Decision-Making, Empathy, Client Selection, AI Change

In this episode of Inside the Leader's Mind, David Suson sits down with Alex Rodriguez, a veteran government affairs strategist, CEO of Conduit Government Relations, and Chairman and CEO of DCG Public Affairs. With more than 30 years advising Fortune 500 companies, public agencies, and nonprofit leaders, Alex operates at the intersection of policy, power, and public perception. He also brings a unique perspective shaped by over five decades as a lifelong martial artist and sixth-degree black belt. This conversation explores what quiet leadership really looks like. Alex shares why communication and empathy are not weaknesses but force multipliers, how discipline from martial arts translates directly into leadership under pressure, and why compassion is the often-overlooked sixth tenet of effective leadership. From navigating complex government systems and high-stakes water policy decisions to the personal cost of choosing purpose over prestige, Alex offers grounded wisdom on leading with clarity, integrity, and balance. This episode is a powerful reminder that leadership is not about dominance. It is about presence, perspective, and precision. 🔑 Key Takeaways Great leadership is rooted in communication and empathy, not control or ego The discipline learned through martial arts directly shapes calm, effective leadership Compassion is not weakness. It is a strategic advantage The best leaders turn pressure into precision by staying grounded and intentional Leadership begins at home and carries into the boardroom Failure is not something to avoid. It is proof that you are trying The "middle way" creates balance, clarity, and sustainable success 💬 Standout Soundbites / Quotables "If I'm an asshole in the boardroom, I'm probably an asshole at home." "Empathy isn't weakness. It's how you stay human under pressure." "Leadership doesn't need to be loud to be powerful." "I want peace of mind more than power or position." "If you don't fail, you're not taking risks." ⏱️ Episode Chapters 00:00 – Introduction & Background 03:00 – Navigating Government, Influence, and Strategy 07:30 – Water Policy, the Salton Sea, and Defining Leadership Moments 11:00 – Martial Arts, Discipline, and Empathy 16:00 – Quiet Leadership and Compassion 21:00 – Is Empathy a Weakness? 26:00 – Turning Pressure Into Precision 31:00 – The Cost of Leadership and Choosing Purpose 34:30 – Final Reflections and How to Connect 🔗 Connect with Alex Rodriguez Website: https://www.dcgco.com Books: Available on Amazon The Way of Walking Alone A Stick in Time 365 Days of Martial Valor  

Summary Dr. Shonna Waters, CEO of Fractional Insights, explains what organizational psychologists do—optimizing the fit between people, work, and context—and why the "beginning and end of any value chain is a person." She argues that organizations are social systems, not technical ones, and that trust and relationships are the fuel for change. The conversation explores why leaders often address symptoms (sales, turnover, stalled transformations) instead of root causes, and why "strong management" trends like forced ranking can create fear that kills innovation. Dr. Waters introduces psychological ergonomics—designing systems to reduce workplace "angst" (insecurity, stagnation, insignificance) just as physical ergonomics reduces bodily strain. She also unpacks "altitude sickness" in leadership and the need for structural empathy to bridge power gaps. Finally, she reframes AI as continuous change that requires upgrading human operating systems—identity, meaning, and trust—so people can thrive through what comes next. Takeaways Organizational psychology optimizes the alignment of people + work + context to help individuals and organizations thrive. The "people stuff" isn't noise—it's the social fabric that enables change: trust, relationships, safety, and meaning. Leaders often bring symptoms (turnover, lagging sales, stalled strategy), but the core gap is strategy vs. execution—a behavior change challenge. "Strong management" moves (e.g., forced distribution / rank-and-yank) can create fear that suppresses risk-taking and innovation. Innovation requires psychological safety: people don't innovate when they're scared. Universal Need Triad: security, growth, significance—and work meets these needs for ~97% of people. Psychological ergonomics: reduce "angst" in the work environment the way physical ergonomics reduces physical strain. Power can create altitude sickness; combat it with structural empathy (habits and systems to see what you can't see). AI is not a one-time tech project; it's continuous change that demands upgraded human operating systems and clearer promises about what won't change. Work isn't just an economic transaction; it's value creation—often tied to purpose, identity, and contribution. Soundbites "The beginning and end of any value chain is a person." "Organizations are not technical systems—they're social systems." "People don't innovate when they're scared." "AI adoption isn't an IT upgrade—it's a human transformation." "We get to define what 'performance' means—and then engineer the environment so it becomes the path of least resistance." "Trust is credibility, integrity, and benevolence—and benevolence is where people feel the loss most." "Psychological ergonomics is the standing desk for the mind—raise or lower the environment to fit how humans work best." "If you keep flipping people, anyone left goes into protection mode instead of generative mode." "We can't promise AI won't change jobs—but we can promise clarity, integrity, and humane decision-making." "Work can be the ultimate expression of our gifts to the world." Timestamps 00:02 Intro to Dr. Shonna Waters and the idea that leadership is also a science 01:46 What an organizational psychologist is 03:19 The real goal: aligning people, work, and context to drive value 05:50 What Fractional Insights does and why it exists now 08:28 AI as a design moment: scale problems or redesign work intentionally 09:11 Performance engineering explained 11:28 What leaders are really trying to solve: bridging strategy and execution 14:12 "Strong management" pendulum swing and rank-and-yank returning 16:39 The risk: fear kills innovation; companies must produce and innovate 18:23 Why trust is low: credibility, integrity, benevolence 20:13 "Soft stuff" skepticism—and why meaning always returns to people 27:47 Social systems vs technical systems: why change needs trust 30:15 Root causes and the Universal Need Triad 33:58 Learned helplessness and why top performers leave first 35:10 Psychological ergonomics defined 37:56 Leadership "altitude sickness" and the neuroscience of empathy loss 41:53 Structural empathy as a leadership design practice 44:19 What leaders underestimate about AI: continuous change 45:56 Identity, meaning, and why work isn't "just a paycheck" 49:13 Re-humanizing connection (communal tables, movement bars, etc.) 53:20 Belief we'll outgrow: work as only an economic transaction 56:29 Why she's hopeful: family story, change across generations 59:44 Where to find Dr. Shonna Waters Contact links for the guest LinkedIn: https://www.linkedin.com/in/shonna-waters/ Website: https://www.fractionalinsights.ai/ Substack: Fractional Insights Email: [email protected] Keyword tags Dr. Shonna Waters, Fractional Insights, organizational psychology, industrial-organizational psychology, performance engineering, psychological ergonomics, change management, trust, psychological safety, innovation, culture, engagement, turnover, leadership, adaptive capacity, AI transformation, future of work, human operating systems, identity at work, universal needs, security growth significance, structural empathy, altitude sickness, rank and yank, forced distribution, behavior change, strategy execution gap

Summary Ravi Prakash shares how arriving in the U.S. with $20 became the start of a lifelong practice of resilience. Through stories of losing sight in one eye, surviving upheaval in India, and rebuilding from "nothing," he frames adversity as a growth engine and leadership as an inside-out discipline: lead yourself first, then you can lead others. Takeaways Resilience is a lifestyle, built one decision at a time, not a slogan. The "what's in the way becomes the way" moment: turning rejection, fear, and uncertainty into forward motion. Win when you have nothing by building trust, taking action, and staying resourceful. Lead yourself first: health, habits, language, focus, and integrity create opportunity. Patience is an underrated leadership skill, especially across cultures and rapid-change environments. In the AI era, planning horizons shrink: focus on foundations and execution over perfect certainty. Soundbites "Resilience is not a mood. It is a lifestyle." "My word is my collateral." "Adversity is nature's clever way to keep us on our toes." "If you become decisive, it will do more for you than any goal." "When you make decisions, life opens up in ways you never imagined." Timestamps 00:01 David Suson introduces Ravi Prakash and his immigrant leadership journey 01:47 Arriving with $20: the first night in Wisconsin and building a "village" 04:38 What's in the way becomes the way: challenge, blindness in one eye, and choosing action 09:28 Tenacity forged through sport, loss, and upheaval 16:17 Inflection points: the scooter lesson, courage, and confidence 18:38 Trust and resourcefulness: loans, community help, and "winning with nothing" 24:21 Adversity and marathon mindset 26:31 Leading yourself first: health, habits, language, and focus 29:26 What companyinsights.ai does: agentic RAG, persona-driven answers, on-brand trust 32:56 Global leadership lessons: patience, disruption, and boundaries 42:20 Health as a leadership issue: nutrition, learning, and self-education 48:20 Momentum: decide without guarantees 50:23 The question he wishes people asked: what kept you going when everything fell apart 55:14 Where to connect Contact links for the guest journeywithravi.com companyinsights.ai (site:  under construction) https://www.linkedin.com/in/journeywithravi/   Ravi's Book:  SAFAR: An Immigrant's Journey of Life & Leadership A Story of Resilience, Reinvention, and Unstoppable Leadership Success isn't given—it's built. Safar is more than a memoir; it's a roadmap for turning adversity into achievement. From an immigrant's struggles to leading global teams, this book unpacks the lessons of grit, resilience, and leadership that define true success. Keyword tags immigrant leadership, resilience, perseverance, decisive action, self-leadership, adversity, mindset, trust, courage, patience, global leadership, culture, wellness, lifestyle medicine, marathon mindset, generative AI, agentic RAG, knowledge management, persona-driven AI, executive leadership

What happens when brilliant scientists are asked to become CEOs? In this episode of Inside the Leader's Mind, David Suson sits down with Sonya Weigle, CEO of Next Stage Bio Advisors and founder of the Catalytic Collective, to unpack why early-stage biotech companies often stall after scientific success. Sonya shares hard-earned insights from over 25 years in life sciences, M&A integration, and executive advising. Together, they explore the hidden leadership traps scientists face, why human capital is still misunderstood, how ego and control derail growth, and what the best leaders do differently when scaling teams, culture, and confidence. This is a candid, practical conversation for CEOs, founders, investors, and leaders navigating growth, change, and what comes next. 🧠 Show Notes Why what makes scientists great in the lab can hurt them as CEOs The leadership shift from consensus to decisive action Why 80% of M&A deals fail after the transaction Human capital as a true growth lever, not an afterthought The danger of scaling without a cultural foundation Ego, control, and the fear of letting go Leadership as transformation, not transaction The conductor vs. the violinist analogy for CEOs Creating psychological safety so people can grow Asking the question we never stop asking: "What do I want to be when I grow up?" 🔑 Key Takeaways Scientific excellence does not automatically translate to leadership excellence Culture must be defined before scale, not after success Human capital is an investment, not a cost Ego and control are the biggest blockers to growth Great leaders focus on building people, not proving themselves 💬 Soundbites / Quotables "You can get crushed under the weight of your own success." "Doing the same thing for 30 years isn't 30 years of experience." "Leadership is managing the movement of work, not doing the work." "Ego is control. Leadership is letting go." "We should never stop asking, 'What do I want to be when I grow up?'" ⏱️ Chapter Markers 00:00 – Welcome & Sonya's background 04:15 – Why scientists struggle as CEOs 06:30 – Human capital and culture done right 10:30 – Why most M&A deals fail 15:20 – Ego, control, and leadership growth 22:00 – The conductor vs. the violinist analogy 24:30 – Creating safety so people can grow 27:15 – Sonya's leadership blind spot 30:40 – "What do you want to be when you grow up?" 33:00 – Where to find Sonya 🔗 Contact Information Sonya Weigle Website (Catalytic Collective): https://thecatalyticcollective.com Website (Biotech Advisory): https://nextstagebioadvisors.com LinkedIn: https://www.linkedin.com/in/sonya-wilford-weigle/

Summary In this episode of Inside the Leader's Mind, Karina Bensko, CEO of Culture Krew, explains why HR is not "balloons and cupcakes," but a core business function that protects trust, reduces risk, and accelerates growth. Karina shares her path from studying psychology to falling in love with HR at 19, her shift from corporate bureaucracy to the "fail fast" startup world, and why she chose the fractional route to help founders build "good enough to launch today" people systems that can evolve tomorrow. Takeaways • HR is the table: People are doing the work, so HR sits in the middle of how the business operates. • People ops vs people strategy: Ops keeps the lights on payroll, benefits, onboarding while strategy times and scales programs to match growth. • Good enough beats perfect: Start with simple frameworks, then add complexity when the company earns it. • Payroll and benefits are trust: If you don't pay people correctly and on time, nothing else matters. • Manager training prevents churn: Proactive development conversations reduce "funding your competitors' talent pipeline." • Culture must be intentional: Early hires join for the founder; later hires join for the company—values and success behaviors must be clear. • Fractional sweet spot: Often most valuable around 15–20 employees when growth is about to double, until a full-time Head of People makes sense around 120–150. Soundbites • "We are not the party committee. We are strategists." • "If you don't pay people on time and correctly, nothing you do matters." • "You don't need to build an empire when you're still very small." • "Good enough is getting out of the mindset of perfect before we put something in place." • "Stop funding your competitors' talent pipeline." • "HR is an art and a science." • "People are your best capital." Timestamps 00:02 Karina Bensko introduced and why Culture Crew exists 01:26 Why startups need HR strategy before they can afford a Head of People 02:50 Corporate bureaucracy vs startup speed and "fail fast" learning 04:25 The catalyst for building her own LLC and going fractional 06:39 Falling in love with HR at 19 and HR's evolution 08:41 The shift from "cupcakes" to business strategy and ROI language 13:02 Talent strategy, headcount planning, and purposeful culture design 16:15 People operations vs people strategy and right-sizing processes 19:03 "Good enough" systems using onboarding as the example 22:07 Fractional model vs short-term consulting 23:45 When founders realistically need HR help and when to hire full-time 28:00 The non-negotiables payroll, benefits, and legal compliance 30:45 Avoiding HR blind spots and interview/legal do's and don'ts 32:33 Training managers to retain talent and reduce turnover costs 41:25 What's in the way becomes the way receiving feedback and motherhood 44:29 Broadway, singing, and the personal side of Karina Bensko 46:05 How to contact Karina Bensko and Culture Krew Contact links for the guest • LinkedIn: https://www.linkedin.com/in/kbensko/ • Email: [email protected] • Website: culturekrew.com • Also mentioned on the episode: culturekrew.com Keyword tags Fractional HR, People strategy, People operations, Startup scaling, Headcount planning, Talent strategy, Manager training, Employee retention, Onboarding, Payroll compliance, HR compliance, Culture design, High-growth startups, HR business partnership, Organizational design, Employee engagement, Leadership, Inside the Leader's Mind, Karina Bensko, Culture Crew

Summary Inside the Leader's Mind host David Suson sits down with Bill Kasko, President and CEO of Frontline Source Group, to unpack how he's built an award-winning staffing firm over 22 years in a constantly shifting talent market. Bill shares how hiring for character over resumes, listening deeply, and "doing the opposite" of industry norms led to a five-year placement warranty, long-tenured teams, and loyal clients. He reflects on his upbringing with a single mom in a male-dominated corporate world, the work ethic that shaped him, and why appreciation, honesty, and human connection matter more than ever in recruiting and leadership. Takeaways • Hire for character and potential, not just resumes and past titles. • Great leaders surround themselves with people who are better than they are. • Listening deeply is the real superpower for spotting hidden skills and passions. • Careers and hiring tools evolve, but the core "resume" and human story still matter. • Turn negatives into positives: use promotions and long tenure as proof of your value. • Appreciation and integrity are declining in business, so leaders must model both. Soundbites • "All hires are good hires. They just sometimes go bad." • "A flat piece of paper doesn't tell me who you are." • "If you were raised by a single mom, your work ethic is going to blow people away." • "We built our company on the Costanza Theory—do the exact opposite." • "If you just shut your mouth and listen, people will tell you everything you need to know." Timestamps 00:02 – Meet Bill Kasko and the story behind Frontline Source Group 03:30 – The "good hire gone wrong" who became COO 20 years later 10:30 – Why Bill hires for people, not resumes or pedigree 19:30 – The "Costanza Theory" and building a different kind of staffing firm 24:30 – Creating a five-year placement warranty in a 90-day world 29:00 – How resumes, LinkedIn, and job search have evolved 37:00 – Bill's true superpower: listening for hidden skills 39:40 – Lessons from being raised by a single mom in a male-dominated world 46:40 – What's changed (and broken) in appreciation and honesty at work Contact links for the guest • Website: frontlinesourcegroup.com • LinkedIn: linkedin.com/company/frontline-source-group • LinkedIn https://www.linkedin.com/in/billkasko/  and mention you heard him on Inside the Leader's Mind with David Suson Keyword tags Bill Kasko, Frontline Source Group, staffing, recruiting, talent acquisition, leadership, listening, work ethic, single mom story, Costanza Theory, five-year placement warranty, LinkedIn, hiring trends, employee retention, company culture, appreciation at work

Summary Ken Goodrich shares how he went from a 10-year-old holding a flashlight for his dad to building, buying, and turning around hundreds of HVAC and home-service businesses, including Goettl Air Conditioning and Plumbing and now Kenerator. He walks through nearly losing everything to the IRS, discovering The E-Myth and systems thinking, and using process, culture, and brand storytelling to create premium, scalable companies. Ken breaks down how he approaches acquisitions, why leaders must be "brand evangelists," and why the real job isn't fixing equipment – it's building businesses and people. Takeaways Systems beat heroics. Documented, trainable, measurable processes turn ordinary people into extraordinary performers and make growth predictable. Know the math of your business. Most small firms underprice because they don't understand margins, productivity, and overhead; premium work requires premium pricing. Culture is a business system. Clearly define "how we do things here" so people know how to treat customers, each other, and the brand. Be the brand evangelist. Leaders must tell the origin story, paint the vision, and make the work feel meaningful and bigger than any one person. Never give up on the right problems. Cash crunches, IRS pressure, and failed acquisitions can be turned around with discipline, learning, and the right people. You're a business builder, not just a technician. Whether you're in HVAC, generators, or any trade, the real leverage is building a company that can run without you. Soundbites "There's a certain kind of magic that happens when the son holds a flashlight for his father." "If we can't document it, train it, and quantify it, we don't do it." "The system is the solution in all things." "You're not an HVAC contractor – you're a business builder." "Culture is a document that says, 'This is how we conduct ourselves here.'" "Never give up. There's always an answer – you just have to keep showing up." Timestamps 00:03 – Early days holding the flashlight for his dad and the origin of the Goettle brand story. 07:42 – From one van and 115 customers to an IRS payroll-tax crisis and rebuilding from the ground up. 11:55 – Discovering The E-Myth and realizing that business is more than just doing the work. 20:53 – First "acquisition" via a competitor's phone number and learning how to buy struggling companies. 28:33 – Joining a national roll-up, mastering M&A, multi-branch leadership, and data-driven management. 32:22 – Launching Kenerator and applying the same playbook to residential standby generators. 36:45 – Why you don't want a team of only "Michael Jordans" and how systems let average people win big. 55:56 – Lessons you can't learn from a book and why you must know the business of the business. 60:14 – "Was it worth it?" Ken's honest reflection on sacrifice, impact, and building over a billion dollars in value. Contact links for the guest Website – KenErator.com Website – KenGoodrich.com LinkedIn – https://www.linkedin.com/in/kenneth-d-goodrich-ba580427/ Keyword tags Ken Goodrich, Goettl Air Conditioning and Plumbing, Kenerator, HVAC, home services, generators, leadership, culture, brand story, The E-Myth, Michael Gerber, entrepreneurship, small business, acquisitions, M&A, systems, SOPs, customer experience, pricing, resilience, business turnaround

Summary In this powerful episode, Ike Wilson, compound stress, compound security, resilience, organizational adaptability, strategic leadership, teaming, wicked problems, defense strategy, systemic resilience, foresight, storytelling leadership, David Suson, Inside the Leader's Mind—strategic theorist, national security analyst, and creator of the General Theory of Compound Security—joins David to explore how individuals, organizations, and societies can withstand escalating complexity and converging stressors. Drawing from military leadership, global diplomacy, and organizational consulting, Ike explains why traditional models of power fail today and how leaders must redefine strength as systemic resilience, not force. He introduces concepts like compound stress, wicked problems, teaming vs. individual problem solving, and why leaders must learn to anticipate change instead of reacting to it. Ike also shares his immersive Walk With Me storytelling methodology, built to help leaders develop foresight, creativity, and adaptive confidence. Takeaways Compound stress occurs when multiple independent challenges converge, creating exponential impact. Resilience—not force—is the new definition of power. Flexible systems outperform rigid ones. Leaders must shift from individual heroics to teaming and collaborative force. Traditional KPIs and "what used to work" often fail under new complexity. Preventive investment and foresight are the only ways to get ahead of compounding insecurity. Storytelling and speculative futures help leaders build creative thinking and adaptability. Transitions—organizational or personal—require confidence in preparedness, not just expertise. Soundbites "Strength today is about system resiliency, not force." "Compound stress is the dark opposite of compound interest." "You can't beat complex problems alone—teaming is essential." "Leaders struggle when they keep applying old force to a new environment." "If you want to beat the no-win scenario, change the parameters." "Creative foresight lets leaders get ahead of problems, not chase them." Timestamps 00:00 – Intro and welcome to Ike Wilson 01:24 – How West Point shaped Ike's leadership philosophy 03:48 – The importance of no-win scenarios and teaming 04:21 – What compound stress really means 06:40 – Wicked problems and cascading threats 07:40 – Corporate examples of compound stress 09:04 – Solving an "impossible" national strategy challenge in Macedonia 12:40 – What compound security is and why it matters 17:47 – Resiliency vs. traditional ideas of strength 18:46 – How leaders shift perspective to handle complexity 22:24 – Who adapts well during transitions—and why 27:58 – Ike's "Walk With Me" storytelling method 32:45 – Why foresight and creativity are survival skills 34:15 – The question Ike wishes leaders would ask 37:15 – How to contact Ike and learn more Contact links for the guest Website: https://wilsonwiseconsulting.com Substack: https://compoundsecurityunlocked.substack.com Podcast: The Civic Brief (via Wilson Wise Consulting) Keyword Tags Ike Wilson, compound stress, compound security, resilience, organizational adaptability, strategic leadership, teaming, wicked problems, defense strategy, systemic resilience, foresight, storytelling leadership, David Suson, Inside the Leader's Mind

Summary On this episode of Inside the Leader's Mind, David Suson talks with Howard Rosen, CEO of Nova Insights, about using AI agents to give clinicians back time with patients instead of burying them in admin work. Drawing on two decades in film and television, Howard shows how storytelling, engagement, and asking "why?" sit at the center of meaningful technology. He shares the moment his early communication platform helped save a veteran's life, how that reshaped his purpose as a leader, and why most organizations fear AI for the wrong reasons. They dig into what AI really is (and isn't), how to humanize digital transformation, and how leaders can turn fear, messy careers, and fresh perspectives into innovation. Takeaways AI is algorithms, not magic. Most "AI" is probability and pattern-matching on existing data, not a thinking brain. Engagement turns data into insight. Devices create data; asking patients questions creates actionable information. Automating admin restores humanity. Howard's agents automate 96–99% of admin work, saving clinicians about an hour a day. Innovation lives outside your lane. Roughly 80% of innovation comes from outside the industry—if leaders invite in new voices. New hires have a short "why" window. Their first weeks are the best time to surface broken processes others stopped questioning. AI isn't always the right tool. Sometimes simple automation beats AI, solving the real problem faster and cheaper. Curious leaders ask "Why?" and "How could we?" That mindset turns obstacles and odd career turns into strategic advantages. Soundbites "There's no such thing as AI the way people think. It's algorithms, not magic." "Technology promised to save time, but clinicians now spend 40% of their day on admin. We're giving that time back." "New employees have a unique window where they see everything that makes no sense. Leaders should mine that." "Sometimes the bravest leadership move is to say: we don't need AI here—we just need better process." Timestamps 00:01 – Intro to Howard Rosen: from film and TV producer to CEO of Nova Insights in health IT and AI. 02:14 – The career pivot: diabetes education, early cell phones, and the idea that led to nine patents. 06:41 – How engagement + data reduce 30–day readmissions and keep patients out of the hospital. 09:11 – The night Howard's platform helped save a veteran's life—and how it changed his purpose. 12:21 – Firehose of data vs. time with patients: why clinicians spend 40% of their time on admin. 14:39 – What excites leaders about AI, and where governance, privacy, and security fears slow adoption. 17:11 – "There's no such thing as AI": demystifying the term and dealing with fear and hallucinations. 21:37 – 80% of innovation comes from outside the industry and why outsider thinking matters. 25:04 – The hidden value of new hires and their "why do you do it that way?" superpower. 28:49 – First steps for leaders overwhelmed by AI: simple daily questions to tools like ChatGPT. 34:31 – How a zig-zag career path—MBA to film to health tech—became Howard's leadership superpower. 38:09 – Why AI is not always the answer and how to diagnose the real problem before throwing tech at it. Contact links for the guest Company: Nova Insights / Novapix – www.novapix.com Email: [email protected] LinkedIn: https://www.linkedin.com/in/howardrosen129/ Keyword tags Howard Rosen, Nova Insights, AI in healthcare, intelligent automation, clinical workflows, patient engagement, digital health, health IT, humanizing digital transformation, innovation in healthcare, leadership, Inside the Leader's Mind, David Suson

Summary Julie Peck, CEO of Talent Neuron, explains how strategic workforce planning is shifting from simple headcount spreadsheets to designing the architecture of work itself. She shares how Talent Neuron's 20+ years of global labor data helps companies merge internal talent data with external market intelligence to see around corners, model AI-driven scenarios, and future-proof their workforce. Julie also opens up about female leadership, warmth as a superpower, and the gritty, non-linear path that took her from feeling "in the ditch" to running six companies. Takeaways Workforce planning is now work design. It's no longer "How many heads do we need?" but "How will work get done by people, AI, and agents?" Data is the new talent GPS. Talent Neuron ingests 1.5B+ data points a day from 145+ countries to show who has which skills, where, at what cost, and how that's shifting over time. 20 years of history beats 5 years of chaos. Longitudinal data reveals which trends pre-dated COVID, which were temporary blips, and which permanently accelerated. Internal talent is a hidden goldmine. Many organizations already have people who can be upskilled into future roles instead of hiring everything from the outside. Playbooks are obsolete. Traditional transformation and turnaround playbooks move too slowly for today's pace of AI and market disruption. Leadership must own the talent question. CEOs, CFOs, CIOs and boards can't just tell HR to "make it happen"; they need a company-wide, data-driven roadmap. Warmth is real power. Julie's leadership edge comes from authenticity, empathy, and connection, which help people follow her through scary, transformative change. Soundbites "Your next workforce crisis is already on your balance sheet — and you don't know where it is." "It's not about the jobs of the future; it's about how the work of tomorrow is going to get done." "You can't spreadsheet your way through AI-driven transformation." "The tech is moving a million miles an hour, expectations a hundred thousand, and companies about thirty miles an hour." "My power as a leader comes from warmth and humanity, not pretending to be a traditional alpha." Timestamps 00:02 – Meet Julie Peck and the mission of Talent Neuron 01:39 – What Talent Neuron actually does and why spreadsheets aren't enough 06:36 – Inside Talent Neuron's global labor dataset and why 20 years of data matters 14:31 – CEO beliefs vs. what the data really shows about the future of work 22:48 – Why traditional transformation playbooks fail in the age of AI 31:39 – Breaking things and reinventing quickly inside large enterprises 37:33 – Selling to the C-suite: speaking in revenue, margin, and competitive edge 40:59 – How warmth became Julie's leadership superpower 45:51 – Julie's "curvy journey" to the CEO seat and what people get wrong 49:07 – Where to learn more and connect with Julie and Talent Neuron Contact links for the guest Website: https://www.talentneuron.com LinkedIn: https://www.linkedin.com/in/juliepeckceo/ Keyword tags Julie Peck, Talent Neuron, strategic workforce planning, talent intelligence, AI and work, agentic AI, future of work, workforce architecture, leadership, resilience, women in tech, C-suite strategy, global labor market data

Summary On this episode of Inside the Leader's Mind, David Suson talks with Jim Dukhovny, CEO and co-founder of Alef Aeronautics, about turning the sci-fi dream of a real flying car into an everyday commuting tool. Jim explains what makes Alef's vehicle a car first, aircraft second, how recent advances in batteries, composites, sensors, and software finally made it possible, and why his own brutal Silicon Valley commute pushed him to solve traffic from the sky. He breaks down misconceptions about safety and regulation, shares how FAA and NASA are planning "highways in the sky," and describes building a radically efficient hardware startup under severe funding constraints. Along the way, Jim opens up about agile hardware, running two prototypes in parallel, investor skepticism, co-founder dynamics, and how honoring his inventor father's legacy makes failure "not an option." Takeaways A true flying car is a street-legal car that can also take off and land vertically—car first, aircraft second. Flying cars give commuters three options: drive door-to-door, fly door-to-door, or combine driving and flying to bypass traffic. Multiple converging technologies around 2015 (batteries, composites, drone software, sensors) unlocked Alef's concept. Funding limits forced the team to invent hyper-efficient processes, making the car far cheaper than million-dollar eVTOLs. Running two prototypes in parallel reduced risk and saved time—the most expensive resource in early hardware. Alef uses agile for hardware: constant small milestones keep motivation high during a decade-long journey. Culture is flat, creative, and technical; traditional "professional managers" and heavy hierarchy don't fit. Safety is built on redundant motors and systems, guidance corridors, object detection, and a ballistic parachute. For Jim, solving traffic is about giving people back time, saving lives, and leaving a meaningful legacy. Soundbites "There is only a two-word answer: flying car." "It's a car first and foremost, and an aircraft second." "Time is the most expensive thing in an early hardware startup." "Two is cheaper than one when you're fighting the laws of physics." "We just cannot fail—for this company, failure is not an option." "Traffic is stealing huge pieces of people's lives. I want to change that." Timestamps 00:01 – Introducing Jim Dukhovny and Alef's FAA-approved flying car. 02:41 – What Alef actually builds and why "flying car" is misunderstood. 05:23 – Near-term vision: rural commutes that mix driving and flying. 08:23 – A brutal Bay Area commute that sparked the flying-car idea. 11:20 – Misconceptions: safety, environment, "just a big drone," and more. 13:35 – How NASA and FAA are creating scalable air-traffic management. 17:53 – Funding constraints and inventing efficient build processes. 21:40 – Why two cars in parallel beat one car in R&D. 26:48 – Culture, flat structure, and behaviors that don't fit Alef. 40:10 – Why failure isn't an option and why this work matters to Jim. 45:06 – The "big elephant" of safety and why altitude can be safer. 49:35 – How to connect with Jim Dukhovny and learn more. Contact links for the guest Website: https://alef.aero/ LinkedIn: Jim Dukhovny – linkedin.com/in/jimdukhovny Keyword tags Inside the Leader's Mind, Jim Dukhovny, Alef Aeronautics, Alef flying car, advanced air mobility, AAM, eVTOL, FAA certification, NASA, traffic congestion, future of transportation, vertical takeoff, startup leadership, hardware startup, agile hardware, commuting, innovation, safety, redundancy, aviation, automotive, investors, Silicon Valley, urban air mobility, personal air travel

Summary In this episode of Inside the Leader's Mind, host David Suson speaks with Ben Walker, CEO and founder of Ditto Transcripts, a premium transcription service supporting legal, medical, academic, and law-enforcement organizations across the U.S. Ben shares how his work enables professionals—from detectives to researchers to surgeons—to stay productive by taking on the meticulous, high-stakes task of perfect transcription. He discusses why AI is still far from replacing human transcription, the critical importance of accuracy, and the emotional weight of working with content tied to criminal cases and life-changing research. Ben also opens up about building a nationwide remote team, motivating contractors, scaling capacity during urgency spikes, and how he evolved as a leader with the help of business coaching. Takeaways Perfect accuracy still requires humans — AI struggles with punctuation, formatting, speaker identification, and deciphering poor audio. Transcription impacts real lives, from court cases to medical research, raising the stakes for precision. Long-term relationships matter; early medical transcription created deep professional networks. Remote teams thrive with structure and communication, including bonuses, recognition, and consistent check-ins. Growth challenges persist, especially as SEO evolves and marketing channels shift. Leaders need support — peer groups and coaches help navigate hiring, firing, HR, and strategic decisions. AI will eventually help by speeding editing, not replacing transcriptionists. Soundbites "People think AI is perfect. It's not. Our transcripts are literally perfect—AI isn't even close." "Every word matters. What we type affects detectives, families, judges, and attorneys." "Some transcriptionists want an entire case because they want to see it through." "We answer every phone call—no voicemail. That's part of our service." "The obstacle was me. A business coach changed everything." Timestamps 00:02 — Introduction to Ben Walker and Ditto Transcripts 01:02 — What Ditto actually does and who they serve 02:41 — Wildest industry stories and law-enforcement work 04:57 — Academic projects and museum transcription 06:27 — How Ben entered the transcription business 08:44 — When Ditto focused on medical and pivoted industries 10:58 — The elephant in the room: AI transcription misconceptions 13:06 — The pressure and responsibility of perfect accuracy 15:40 — Who becomes a great transcriptionist 19:18 — Why they love the work and follow cases end-to-end 20:38 — Leading a fully remote national workforce 21:52 — Motivation through bonuses, gifts, and recognition 23:03 — Why video calls usually don't work 24:13 — Why many contractors refuse full-time jobs 26:03 — Handling major spikes in workload 30:26 — Ben's biggest leadership lesson 31:53 — Sales, inbound vs. outbound, and marketing challenges 34:06 — Obstacle that became "the way": leadership growth 35:26 — What CEOs avoid discussing but should 37:39 — What people misunderstand about AI 39:11 — Why AI doesn't worry him 40:24 — Future challenges: budgets and economic pressure 41:57 — How to contact Ben Contact links Website: https://ditto-transcripts.com LinkedIn: https://www.linkedin.com/in/benkwalker/ Phone: (720) 287-3710  All calls live during business hours (8am–5pm MT) Keyword Tags Ben Walker, Ditto Transcripts, transcription services, AI transcription, legal transcription, medical transcription, law enforcement transcription, accuracy, remote workforce, leadership, business growth, customer service, operations, research transcription, David Suson, Inside the Leader's Mind

Summary In this episode of Inside the Leader's Mind, David Suson speaks with Nabeel Mahmood, a globally recognized futurist, tech influencer, and co-founder of Nomad Futurist. After surviving three heart attacks and being legally dead twice, Nabil's mission shifted from corporate success to human impact. He now focuses on demystifying technology, expanding global access to tech education, and helping leaders understand their responsibility in shaping an AI-driven future. Nabeel shares how his near-death experiences awakened a deeper purpose, why AI will never replace human intelligence, and the simple steps leaders can take to contribute meaningfully today instead of waiting for "someday." Takeaways AI won't replace humans—it will replace tasks, not purpose, creativity, or human intelligence. Education is the real global gap—people fear what they don't understand. Nomad Futurist provides free, accessible tech education for K–12, higher ed, and career changers. Life-altering events revealed what truly matters—impact, kindness, and contribution. Leaders shouldn't wait to give back; even 1% daily creates meaningful change. Vulnerability is power—authenticity inspires connection and real influence. Change is constant—the only sustainable strategy is continuous learning. Everyone has the same system design—your uniqueness is your superpower. Soundbites "Tomorrow never comes. Give your 1% today." "AI is artificial. Human intelligence will always be in control." "Life isn't a buffet. You can only consume so much—share the rest." "Be vulnerable. Be different. Your inner self is your superpower." "Education should be accessible to everyone, especially those who never had a chance." "I wasn't a technologist by education—just by an accidental conversation." Timestamps 00:02 – Introduction to Nabeel Mahmood and his global impact in technology. 01:38 – Nabeel reflects on humility, purpose, and early career beginnings. 02:15 – The mission of Nomad Futurist: demystifying technology for all ages. 04:36 – How the education system fails to prepare future innovators. 06:59 – The evolution from accidental technologist to global futurist. 08:35 – What Nomad Futurist actually does and who it serves. 11:10 – The real global problem: lack of accessible education. 12:04 – Nabeel's three heart attacks and how they reshaped his worldview. 15:55 – How moving to Hawaii helped him rediscover purpose. 16:48 – Powerful real-world stories of impact from New Zealand to Kenya. 19:07 – Advice for leaders: contribute now, not someday. 20:41 – Practical steps to take action and be a voice for change. 23:13 – Why vulnerability changes people more than motivation speeches. 27:14 – Leaders' responsibility in an AI-driven world. 29:00 – Why AI will never replace humans—and what it will replace. 31:18 – Embracing change and the importance of continual upskilling. 33:54 – Stop comparing—your uniqueness is your power. 35:30 – The question Nabeel wishes more people asked. 37:11 – How to connect with Nabeel and Nomad Futurist. Contact Links for the Guest Nomad Futurist Website: https://nomadfuturist.org Social: @NomadFuturist on all major platforms Search: "Nabeel Mahmood" on Google/LinkedIn for direct profiles Linkedin:  https://www.linkedin.com/in/nabeelmahmood/ Keyword Tags Futurist, AI Leadership, Nabeell Mahmood, Nomad Futurist, Technology Education, Future of Work, Human-Centered AI, Digital Infrastructure, Leadership Development, Data Centers, Personal Transformation, Heart Attack Story, Vulnerability in Leadership, Tech Careers, Global Impact

Summary In this episode of Inside the Leader's Mind, executive career strategist Lisa Rangel, CEO of Chameleon Resumes, shares how high-achieving executives can stop relying on being "tapped on the shoulder" and instead build a proactive, opportunity-attracting brand. She and David explore the mindset shift from being recruited to running a strategic job search, what real (vs. contrived) executive branding looks like, why compassionate leadership is a competitive advantage, and how to prepare before you ever need a change. Takeaways If you've always been promoted or recruited, a proactive executive job search is a completely different sales process—and you need new tools and skills. Your brand is what people consistently come to you for, backed by proof and outcomes, not just clever taglines. Executives are often great at many things, but real brand power comes from focusing on what you love, do best, and want to keep doing, while deleting what no longer fits. Promoting your wins factually isn't bragging; it's how you compete for the very few top roles against other A players. Most executive roles are filled through networking, not recruiters—your relationships and visibility matter more than you think. LinkedIn and other online footprints are being scanned by humans and AI alike, so outdated profiles quietly work against you. Great leadership lets work support life, not consume it, by setting realistic deadlines, respecting energy levels, and trusting adults to do their jobs. Compassionate capitalism—caring for people while driving profit—isn't soft; it's smart, sustainable business. Soundbites "A brand is what people come to you for—beyond your inner circle." "If you've never had to search before, you don't even know what you don't know about job hunting." "You can be competent in a lot of areas and still decide what you never want to do again." "If it's factual and you did it, you're not bragging—you're telling the truth." "There's one C-level role per company. How do you want to show up when you're competing for that one seat?" "If we're not doing this to have a really good life, then what's the point?" "I'm a compassionate capitalist. Taking care of people is just good business." Timestamps 00:01 – Welcome and intro to Lisa Rangel and Chameleon Resumes. 01:18 – High achievers blindsided by layoffs, mergers, or stalled promotions. 04:21 – What executive branding really is—and why contrived branding fails. 08:59 – Helping leaders see their true strengths and delete what no longer fits. 16:50 – Compassionate leadership, transformation, and telling your story without bragging. 22:29 – Why being "ready" matters and how to prepare before you need a job search. 24:44 – The myth that recruiters place most executives vs. the reality of networking. 27:05 – How LinkedIn and AI make your online brand more powerful than you realize. 28:42 – Lisa's leadership philosophy: work should support life. 37:19 – The "idea firehose" and learning to communicate priorities with your team. 41:09 – Disco, daytime dancing, and the joy that fuels Lisa's life outside of work. 44:04 – Where to find Lisa and learn more about Chameleon Resumes. Contact links for the guest Website: chameleonresumes.com LinkedIn: https://www.linkedin.com/in/lisarangel/ Substack: Lisa Rangel Instagram: @chameleonresumes Keyword tags executive branding, executive job search, leadership, career strategy, networking, LinkedIn, C-suite, layoffs, compassionate leadership, work-life integration, personal brand, Chameleon Resumes, executive coach

Summary Rakesh Dhawan, founder and leader in advanced power electronics, joins David to discuss how AI and machine learning are radically transforming product development—cutting timelines from years to just 90 days. Rakesh shares lessons from building multiple companies, scaling engineering teams by 500%, and navigating the challenges of innovation in rapidly changing markets. Beyond technology, he reveals why people—not products—are the true foundation of great companies. The conversation explores failure, motivation, blind spots, communication rituals, resourcefulness in hiring, and the shift from engineer to people-focused leader. Rakesh's philosophy centers on integrity, gratitude, empowerment, and creating "magical moments" that leave people better than he found them. Takeaways AI-enabled design and neural networks can compress product development cycles dramatically. Even world-class technology fails without timing, market readiness, and execution. Entrepreneurs evolve by learning skills far outside engineering—sales, finance, customers, and leadership. The best leaders hire people smarter than themselves and build cultures of trust and resourcefulness. Daily communication rituals keep teams aligned and prevent drift into unproductive work. Work-life balance is possible in entrepreneurship when approached intentionally. Feedback should be clear, direct, and grounded in genuine care. Blind spots are revealed through mentors, advisors, and trusted peers. Soundbites "Developing great technology doesn't build great businesses." "AI gives us superpowers to go from concept to production in 90 days." "I learned that I was the choke point—leadership meant letting go." "People respond to the energy you bring. Put them on a pedestal and they rise to it." "Technology and money are byproducts. The real magic is in the relationships." "Hire people better than you. That's the hardest and most important thing." "Ask many people for advice. You don't have to take it, but you'll uncover your blind spots." Timestamps 00:02 — Introduction to Rakesh Dhawan's leadership journey 02:17 — How AI is transforming product development from years to 90 days 05:00 — Traditional product timelines and regulatory hurdles 06:19 — Challenges in testing, optimization, and recalls 08:40 — Early failures, missed markets, and lessons learned 11:01 — Motivating teams after setbacks and fostering innovation 12:37 — What was "in the way" that became the way 14:57 — Why entrepreneurship offered freedom and balance 17:13 — Discovering the joy of developing people, not just products 19:37 — What great leaders do differently 20:21 — What Rakesh looks for when hiring 23:32 — Leadership philosophy: positivity, gratitude, and rituals 27:24 — Communication and keeping teams aligned 28:57 — Influential leaders in Rakesh's life 31:23 — Balancing aggressive goals with people's wellbeing 32:53 — Giving feedback with honesty and care 35:16 — Why people matter more than technology or money 36:06 — Evolution of his people-first philosophy 39:55 — Observations on leadership styles across industries 41:14 — The question he wishes people would ask: blind spots 43:55 — How to contact Rakesh Contact links for the guest LinkedIn: https://www.linkedin.com/in/rakeshdhawan Keyword tags Leadership, AI, Innovation, Engineering Teams, Product Development, Power Electronics, Entrepreneurship, Work-Life Balance, Mentorship, Company Culture, Resourcefulness, Blind Spots, Technology Leadership, Team Building

SUMMARY Leadership expert, psychologist, and bestselling author Dr. Relly Nadler reveals why most executives operate on autopilot 95% of the time—and how that undermines communication, accountability, and team development. He explains emotional intelligence as "awareness plus management," and shares practical tools such as the Emotional Audit, a 15-second technique to create pause, reflection, and better choices in the moment. Relly discusses unmet expectations as the root of stress, why leaders default to fault-finding, and how curiosity can interrupt reactive behavior. He shares personal stories, insights from 30 years coaching thousands of leaders, and guidance on how practicing emotional intelligence at home accelerates impact at work. A powerful conversation on breaking patterns, elevating awareness, and developing top-tier leadership behaviors. TAKEAWAYS Autopilot = average. Without intentional pause, leaders repeat the same reactions. Stress = unmet expectations. Clarity of expectations reduces friction. The Emotional Audit (thinking, feeling, intention, self-interference, best next action) is a rapid way to shift behavior. Leaders often assume the issue is external—but the highest leverage point is internal. Curiosity interrupts reactivity. Asking questions creates space for better decisions. Emotional intelligence is declining globally, creating what Relly calls an "emotional recession." Practicing EQ outside of work strengthens leadership at work. SOUNDBITES "If you stay on autopilot, you stay average." "Stress is unmet expectations." "Leaders default to finding fault." "In 15 seconds, you can have more emotional intelligence." "Asking questions is a pause for the leader." "Top 10% leaders don't just work harder—they work smarter with intentional behaviors." TIMESTAMPS 00:02 — Intro to Relly Nadler & emotional intelligence 02:04 — Why leaders revert to autopilot 03:32 — Stress as unmet expectations 04:33 — Communication & accountability challenges 06:52 — How to create the pause 08:37 — The Emotional Audit (5 questions) 12:51 — Practice vs. performance: building new neural pathways 15:59 — Practicing EQ at home 18:07 — Teaching EQ to others accelerates your own growth 19:33 — What leaders struggle with but don't see 22:35 — Leadership's default: finding fault 24:45 — Vulnerability & imposter syndrome 25:11 — Relly's personal turning points 31:26 — The biggest challenge facing leaders today 32:52 — Emotional intelligence decline: an emotional recession 35:04 — When Relly is on autopilot 37:18 — Why executives should listen to him 38:56 — How to connect with Relly CONTACT LINKS FOR THE GUEST Website: https://drrellynadler.com Free e-books, podcasts, tools, blog: Available on his website Psychology Today Blog: https://www.psychologytoday.com/us/blog/leading-with-emotional-intelligence/202507/the-power-of-talking-things-out Linkedin:  https://www.linkedin.com/in/rnadler/ KEYWORD TAGS Emotional Intelligence, Leadership Development, Executive Coaching, Autopilot Behavior, Communication Skills, Accountability, Team Development, Self-Awareness, Moment Mastery, Stress Management, Curiosity in Leadership, Neuroscience of Leadership, Relly Nadler, David Suson Podcast

SUMMARY In this episode of Inside the Leader's Mind, David Suson talks with Nick Turner, CEO of Dreamdata, a B2B marketing attribution and activation platform that recently raised $55M in Series B funding. Nick shares his unconventional path from construction company co-owner to CRO to first-time CEO—and the surprising leadership challenges that hit immediately after stepping into the role. Nick explains how the modern buyer journey has radically shifted, with marketing now owning 70% of the process and sales entering far later than ever before. He breaks down what B2B attribution actually means, why trial-based product models are the future, and how AI is changing (and shouldn't change) go-to-market teams. He also opens up about ambiguity in leadership, navigating founder dynamics, and how his kids influenced his philosophy on failure. His biggest lesson? Fail small, stay curious, and don't pretend you've "been there before." A refreshingly honest conversation for any leader navigating growth, decision-making, or the transition into executive leadership. TAKEAWAYS Failure is inevitable; how fast you recover matters more than the win. Marketing now drives about 70% of the buyer journey, reshaping sales roles. Not everything should be automated—over-automation kills critical thinking. CEO isn't about making every decision; it's about empowering others. Binary decisions create controversy, but they're part of the job. CEOs must think on longer time horizons than functional leaders. Arrogance kills companies; curiosity and humility keep them learning. SOUNDBITES "Marketing owns 70% of the journey. Sales is now the anchor leg, not the gatekeeper." "Fail small. You can't fail big ." "Don't fight your buyers. Give them the freedom to buy the way they prefer." "Don't act like you've been there before—because you haven't." "If you're not making controversial decisions, what value are you adding as CEO?" "Some things shouldn't be automated, because they build critical thinking." TIMESTAMPS 00:00 – Welcome & introduction to Nick Turner 01:00 – From engineering and construction to software and sales 03:20 – Rising through sales and CRO roles 04:20 – Joining Dreamdata and why the product won him over 06:20 – What Dreamdata actually does in simple terms 09:00 – Buyer journey: 211 days, 70% owned by marketing 10:40 – How this shift changes sales and go-to-market strategy 12:00 – Why Dreamdata uses a trial-first motion 13:30 – Early CEO surprises: fundraising and board relationships 15:00 – Leadership lessons learned from his kids 20:00 – "Fail small" as a leadership and product principle 24:00 – Making binary decisions and not pleasing everyone 27:00 – The skill Nick most needs to improve as CEO 29:00 – What new CEOs must know (and avoid) 32:00 – What not to automate in an AI world 35:30 – How to learn more about Dreamdata and connect with Nick CONTACT LINKS FOR THE GUEST 🔗 Dreamdata: https://dreamdata.io Linkedin:  https://www.linkedin.com/in/cnickturner/ 📅 Book time with Nick via the Calendly link on his LinkedIn profile   KEYWORD TAGS B2B marketing, marketing attribution, AI in marketing, leadership, CEO transition, sales strategy, buyer journey, revenue growth, SaaS, MarTech, Dreamdata, startup leadership, venture funding, decision-making, failure mindset, critical thinking, automation

SUMMARY Dr. Chris Heye, PhD—CEO and founder of Whealthcare Solutions and Whealthcare Planning—reveals why the greatest threat to an adult's financial security isn't taxes, inflation, or the stock market. It's health, especially cognitive decline. Drawing from clinical research at Mass General, personal experience with family dementia, and collaborations with leading psychiatrists, Dr. Heye explains why poor financial decision-making often appears years before a dementia diagnosis—sometimes as early as the late 40s. He discusses how traditional financial planning ignores these risks, why advisors hesitate to talk about cognitive decline, and how his behavioral and cognitive assessment tools help families identify, prepare for, and manage these challenges. Chris also addresses how caregiving pressures are causing senior executives to exit the workforce, and why companies need stronger caregiving and wellness policies. The episode closes with a candid reflection on leadership, failure, and persistence in entrepreneurship. KEY TAKEAWAYS The biggest financial threat for older adults is declining health—not market volatility. Cognitive decline affects financial decisions years before diagnosis; peak financial decision-making is around age 53. Emotional factors—loneliness, anxiety, depression—can impair decision-making as much as cognitive issues. Financial professionals often avoid conversations about decline, though they're positioned to notice it first. Preparation—not reaction—is the key: legal, health, financial, and family communication plans must be in place early. Caregiving burdens are pushing many senior leaders to quit or reduce work. Exercise and diet are two of the strongest protectors of brain health and long-term decision-making ability. SOUNDBITES "For many adults, health—not the market—is the biggest financial risk." "Cognitive decline often shows up in financial decisions years before a diagnosis." "Money decisions aren't just mathematical—they're emotional and behavioral." "Advisors are on the front lines of spotting cognitive decline, whether they want to be or not." "We didn't evolve to have a functioning brain at 80. That's why lifestyle matters so much." TIMESTAMPS 00:02 — Introduction to Dr. Chris Heye 01:26 — Why health is the greatest financial risk 03:12 — How traditional financial planning misses the problem 05:50 — What makes Whealthcare Solutions different 07:52 — The personal experiences that inspired the company 10:28 — Challenges of launching a new category in financial planning 13:39 — Why advisors avoid talking about cognitive decline 16:46 — How early cognitive decline actually begins 20:59 — Tools for identifying and preparing for decline 23:24 — The massive impact of caregiving on leaders and organizations 27:32 — Trends in longevity and cognitive health 30:26 — Why lifestyle is the strongest cognitive protector 31:47 — Shifting the stigma around decline 32:12 — Where Chris gets in his own way as a leader 34:53 — His favorite question: "What if you fail?" 36:41 — How to connect with Dr. Heye and his work GUEST CONTACT LINKS LinkedIn: https://www.linkedin.com/in/chris-heye-phd/ Newsletter: via LinkedIn Column: Journal of Financial Planning AI Tools & Website: https://whealthchat.ai  (WhealthChat – Wealth + Health) KEYWORD TAGS cognitive decline, financial planning, longevity, behavioral finance, dementia risk, caregiving, executive health, wealth protection, AI financial tools, brain health, adult children & aging parents, financial scams, money decision-making, leadership, health risk management

SUMMARY (Podcast Description) In this captivating conversation, David Suson sits down with Sharon Hulce, President & CEO of Employment Resource Group and Forbes bestselling author of A Well-Done Professional Midlife Crisis. With 30 years of executive search experience, Sharon shares transformative insights on culture, reinvention, succession planning, ego, midlife professional turning points, and how leaders can create organizations where people thrive. Sharon opens up about her personal journey—from divorce to Harvard Business School—and how reinvention became her fuel. She breaks down why so many leaders hit a "professional midlife crisis," how to reignite passion at work, and why hiring for values and culture-fit is the true accelerant of organizational growth. Sharon also explains the difference between contingency and retained search, the critical role of emotional maturity, and why culture must be consciously defined or it will define itself. From ego to empathy, from servant leadership to succession planning, from gratitude practices to buffalo-mindset resilience, this episode is packed with wisdom, honesty, and real-world leadership lessons. TAKEAWAYS Reinvention is essential at every stage of career and leadership. Midlife career crisis is common between 45–55 and often signals the need for reflection, not escape. Hiring for values + culture accelerates growth faster than hiring only for skills. Succession planning must start early—none of us knows our final day. Great leaders understand their strengths and their blind spots. Culture must be intentionally defined or it forms by accident. Emotional maturity is a non-negotiable value in strong teams. Ego is the biggest barrier to leadership growth. Gratitude practices deeply strengthen team culture. "Be the buffalo"—run toward the storm, not away from it. SOUNDBITES (Quote Highlights) "Reinvention keeps us energized. If we don't evolve, we stagnate." "Most midlife crises aren't about changing jobs—they're about rediscovering passion." "Hire for values first. Skills can be taught; values cannot." "Culture is the heart of an organization. Ignore it, and it collapses." "Great leaders know where they're strong—and hire where they're not." "Succession planning starts now. You don't know what day you're leaving this earth." "Ego is the biggest barrier to growth. Confidence is essential; ego is optional." "Be the buffalo. Run toward the storm to get through it faster." TIMESTAMPS 00:01 – Welcome & intro to Sharon Hulce 01:57 – Why Sharon wrote A Well-Done Professional Midlife Crisis 03:31 – Reinventing herself after divorce & discovering renewed passion 05:52 – Shifting her business model & hiring for values 09:48 – How working with executives shaped her leadership style 11:49 – Strengths, blind spots & redesigning her leadership team 13:57 – The mental shift: letting go, empowering others 15:43 – Succession planning & preparing for the future 17:36 – "What's in the way becomes the way" moments 20:58 – Ego, self-awareness & leadership barriers 27:30 – Building culture & daily gratitude practice 31:30 – Emotional maturity & values-based behaviors 33:32 – Why leaders must define culture consciously 35:57 – What question Sharon wishes leaders would ask 40:43 – Sharon's three areas of personal growth 42:42 – AI, the future of recruiting & the buffalo mindset 43:23 – How to reach Sharon GUEST CONTACT LINKS LinkedIn: https://www.linkedin.com/in/sharonhulce/ Company: Employment Resource Group (Appleton, WI) Email: [email protected] Website: ERGSearch.com (contact info + mobile number available publicly) KEYWORD TAGS Leadership, Executive Search, Culture, Midlife Career Change, Succession Planning, Servant Leadership, Emotional Maturity, Reinvention, Hiring for Values, Organizational Growth, Ego, Self-Awareness, Workplace Culture, Career Transformation, Sharon Hulce, Employment Resource Group, David Suson, Inside the Leader's Mind

SUMMARY Entrepreneur, physicist, filmmaker, and cancer survivor Steve Brown, Founder/CEO of CureWise, joins David Suson to discuss how AI and precision medicine are reshaping the future of cancer treatment. After being misdiagnosed, surviving a major fire, and discovering life-saving insights hidden in his own medical data, Steve became "Customer #1" of the technology he ultimately built. He explains why cancer care lags behind scientific breakthroughs, how genomics and AI can help patients advocate for cutting-edge therapies, and why deeply understanding your user creates a competitive moat in today's AI landscape. A powerful conversation about leadership, purpose, and turning obstacles into impact. KEY TAKEAWAYS Cancer care is evolving fast—but standard physicians can't keep up with rapidly expanding genomics and precision treatments. Patients must become experts to access leading-edge care; CureWise helps them interpret medical records and ask for the right tests. AI + genomics = a new frontier, where each person's cancer becomes a unique disease requiring personalized therapy. Leadership clarity comes from mission—big, audacious goals unite and inspire teams. Focus is everything; startups die from doing too much, not too little. Trust becomes the moat—especially when founders openly share their own journey. SOUNDBITES "Everyone's cancer is genetically unique. Someday we'll have a million personalized treatment cocktails." "I became Customer #1. The mission chose me." "The frontier is moving so fast, doctors can't keep up—AI can help bridge that gap." "Startups don't die from starvation; they die from indigestion." "To beat cancer, we must unravel the mystery of life itself." "Big goals attract big people." TIMESTAMPS 00:01 – What "what's in the way becomes the way" really means 00:40 – Introducing Steve Brown & CureWise 02:39 – Why he returned to healthcare (and why he didn't want to) 04:00 – How AI can read your medical records better than humans 06:16 – Why cancer breakthroughs aren't reaching everyday doctors 09:17 – The need for patient-driven precision medicine 11:30 – Steve's earlier ventures and remote patient monitoring 12:18 – How a wildfire and misdiagnosis led to discovering his cancer 14:16 – Clinical trial challenges in precision medicine 16:20 – The scientific drive behind curing cancer 18:48 – Leadership through urgency, purpose, and team alignment 23:31 – Focus: the biggest challenge in startups 26:03 – Competitive moats in the AI era 28:39 – The obstacle that made him a better leader 30:54 – His leadership habits: strengths & weaknesses 33:04 – The question he wishes people asked 36:27 – How to follow Steve & join CureWise GUEST CONTACT LINKS Website: https://CureWise.com Blog: https://blog.CureWise.com LinkedIn: https://www.linkedin.com/in/brown2020/ @stevebrowntweet Join the Waitlist: CureWise.com (open to public early next year) KEYWORD TAGS AI in healthcare, precision medicine, genomics, cancer treatment, cancer survivor stories, healthcare innovation, biotechnology, chronic disease care, leadership, entrepreneurship, CureWise, medical AI, patient advocacy, personalized medicine, startup leadership

Summary: In this episode of Inside the Leader's Mind, David Suson speaks with Andrea Miller, CEO of Leadwell Company, a global coaching and consulting firm specializing in leadership development, organizational resilience, and the human side of AI. Andrea has advised leaders across 50+ countries and organizations such as WHO, CDC, UNHCR, USPS, and top tech innovators. Together, David and Andrea explore how work has changed post-COVID, why AI is reshaping the workforce faster than most leaders realize, and why humanity, EQ, and cultural awareness are now strategic advantages—not soft skills. Andrea opens up about personal resilience forged through loss, illness, and reinvention, and how these experiences shape her coaching philosophy. She also shares powerful insights on global leadership, culture, and the emotional complexity of leading humans in an AI-accelerated world. Key Takeaways: • Humanity is now a business strategy. Companies that ignore the emotional experience of employees will fall behind. • AI requires intentional change management. Fear, lack of training, and unclear communication are the biggest barriers. • Workers are anxious—and leaders must address it. Transparency and conversations about the future are critical. • Human capital still drives innovation. AI can't replicate lived experience, nuance, or original thought. • Resilience is learned. Leaders who have not faced major setbacks often struggle when disruption hits. • Global teams magnify complexity. Same language ≠ same meaning; culture shapes emotions and interpretation. Soundbites: • "Our humanity is at the heart of work—because we're people, and we bring our whole lives into the workplace." • "AI will only take you so far. Innovation still comes from humans." • "If you give up hope, what do you have? We must decide to move forward." • "We may speak the same language, but we don't always understand it the same way." • "Leaders need to train people, talk to people, and stop pretending AI isn't happening." Timestamps: 00:02 — Welcome + Intro to Andrea Miller 01:47 — What Andrea does: Coaching, EQ, culture, AI 02:30 — Why "humanity" matters more than ever 04:01 — How work has changed and why AI adds pressure 06:49 — AI misconceptions, layoffs, ROI pressure 09:11 — What leaders really think behind the scenes 12:26 — Andrea's leadership philosophy: Limitless human potential 13:47 — Personal adversity, resilience, and reinvention 16:56 — Cultural diversity, EQ, and global leadership 23:13 — Why people fear differences & lack empathy 26:01 — Why leaders struggle: no training, bad role models 29:07 — Raising the bar on people in the age of AI 30:14 — Advice for leaders facing AI disruption 34:21 — The important questions people should be asking 36:29 — Reinventing careers through portfolio skills 38:32 — Building resilience & asking for help 40:38 — How to connect with Andrea Guest Contact Links: Website: https://leadwellcompany.com Email: [email protected] LinkedIn: https://www.linkedin.com/in/andreajmiller/ Keyword Tags: Leadership, AI, Emotional Intelligence, Human Capital, Culture Change, Resilience, Global Leadership, Organizational Development, Workplace Trust, Future of Work, Career Reinvention, Coaching, Diversity, Change Management, Innovation

SUMMARY Host David Suson talks with serial entrepreneur Dan Stachelski, founder and CEO of ICAN, the largest therapist-owned pediatric clinic in Washington state. ICAN serves children with autism and related conditions across four states and is now expanding to Saudi Arabia and France. Dan shares how sports, a drive to help, and an intentional decision to lead pushed him beyond being a solo clinician to building an enterprise. ICAN offers speech, OT, psychology, mental health, school and community services, social and feeding groups—aiming to be a one-stop center for children who need diagnostic and ongoing support. He explains why he chose to scale ("if you want to do something big, you do it together"), what it takes to step out of the "nucleus" role, and how strong leaders, clear KPIs, and a resilient culture make it possible for him to travel globally while the clinics run at home. Dan opens up about brutal tests of leadership: losing 30% of revenue overnight due to code changes, watching half his patients vanish when COVID hit, and staring at $1,234 in the bank with payroll due in two days. Those moments forced him to seek help fast, launch telehealth in three days, and discover what he's truly capable of under pressure. They also tackle today's biggest people-challenge: attention and reliability. Dan shares staggering stats on ghosted interviews and no-shows, why turnover can hit 100% a year, and how ICAN designs "plug-and-play" systems while still trying to protect patients from gaps in care. The conversation ends with his favorite idea: the power of asking the second why.     TAKEAWAYS – Leadership is a choice that demands continual growth. – To do something big, you must build and trust a team. – Culture is "what people do when you're not there." – Crises reveal your real capacity and creativity. – Today's core challenge is attention and follow-through. – Systems must absorb turnover without sacrificing patients.     SOUNDBITES – "If you want to do something now, do it yourself. If you want to do something big, you do it together." – "Culture just is. It's what happens when you walk away." – "There was $1,234 in the bank on Wednesday and payroll on Friday." – "Most people stop at the first why; the real conversation starts with the second why."     TIMESTAMPS 00:01 – Intro & who Dan is 03:05 – What drives him to grow 06:19 – What ICAN does and who they serve 08:08 – Saudi Arabia expansion & diagnosis tech 09:30 – France: building services from scratch 12:04 – Stepping out of the "nucleus" 17:34 – Losing 30% of revenue in one day 18:03 – COVID shock & telehealth in three days 19:35 – The $1,234 cash-crunch moment 25:01 – Attention, tech, and younger staff 27:06 – Ghosting, no-shows, and turnover 30:39 – Impact on patients and care 35:45 – The question he wishes people asked     CONTACT LINKS Website: https://i-can.center Email: [email protected] Linkedin:  https://www.linkedin.com/in/danstachelski/     KEYWORD TAGS leadership, Dan Stachelski, Inside the Leader's Mind, David Suson, ICAN, autism, pediatric therapy, entrepreneurship, global expansion, Saudi Arabia, France, organizational culture, resilience, COVID, telehealth, attention, workforce, employee turnover, healthcare leadership

*]:pointer-events-auto scroll-mt-[calc(var(--header-height)+min(200px,max(70px,20svh)))]" dir="auto" tabindex="-1" data-turn-id= "b8bc5ec1-e89a-4f14-a5b1-b6603d5c8275" data-testid= "conversation-turn-10" data-scroll-anchor="true" data-turn= "assistant"> SUMMARY In this episode of Inside the Leader's Mind, host David Suson talks with M. Sean Agnew, Chief Growth Officer at global healthcare company IuvoCare. Sean shares how his "Black Forrest Gump" path—from military service and fronting bands at early Lollapaloozas to the music industry, software, network marketing, hospitality, and now healthcare—became his superpower as a leader who bridges worlds between boardroom, clinic, and creative room. Sean explains how IuvoCare acts as an extended sales arm for medical companies that can't build or manage large sales teams. He credits mentors like John Maxwell, Les Brown, Jack Canfield, Mark Victor Hansen, and Stephen Covey for shaping his servant-leadership, question-driven style. Sean and David dive into what leaders get wrong (thinking they must know everything), how quiet confidence beats loud competence, and how a defining 9/11 experience taught Sean that control is an illusion and presence matters more than perfect answers. They explore strengths-based leadership (you can't turn a "cat into a dog"), delegating to people who love what you hate, and why Sean now sees his nontraditional background as his biggest advantage. The episode closes with the question he always asks: "Is the goal big enough?" TAKEAWAYS Your nontraditional path can become your greatest leadership asset. Great leaders don't know everything; they navigate uncertainty calmly. Servant leadership plus genuine curiosity builds deep trust. Leverage strengths, manage weaknesses—you can't turn cats into dogs. Delegate to people who enjoy the work you avoid. Big, slightly scary goals force you to stretch into who you must become. SOUNDBITES "Control is an illusion—what we truly control is how we respond." "People buy what they want; great salespeople give them what they need." "I want to leave everything as good or better than I found it." "I don't have to be the smartest in the room—just the most useful." "My first question is always: Is the goal big enough?" TIMESTAMPS 00:00 – Show intro & who is M. Sean Agnew 01:18 – "Bridging worlds" and the Black Forrest Gump path 03:27 – Chief Growth Officer at IuvoCare & extending sales teams 04:52 – Military, music, Lollapalooza, and move into sales 07:50 – Mentors: Maxwell, Les Brown, Canfield, Covey 11:27 – Billionaire mentor & quiet confidence in a room 13:46 – How his team would describe him: "Dependable" 15:46 – What leaders get wrong about leadership 16:52 – Leading through 9/11 & learning about control 23:57 – Strengths-based leadership: cats vs dogs 32:35 – Nontraditional route becomes a superpower 35:42 – "Is the goal big enough?" and closing thoughts CONTACT LINKS Email: [email protected] LinkedIn: https://www.linkedin.com/in/mseanagnew/ KEYWORD TAGS leadership, servant leadership, M Sean Agnew, David Suson, Inside the Leader's Mind, IuvoCare, chief growth officer, sales leadership, healthcare, strengths-based leadership, delegation, executive mindset, 9/11 leadership, nontraditional career, confidence vs competence, big goals, mentorship, team development

  Episode Description In this episode of Inside the Leader's Mind, David talks with Rob Kaczmark, president and CEO of Spirit Juice Studios, an award-winning Catholic video production company that also serves major secular brands. Rob shares how he went from a one-man creative trying to control every frame to leading a 30-plus person team creating powerful stories seen around the world. Rob opens up about the painful 360 review that felt like "20 pages of everything everyone hates about Rob," the late-night moment zip tying cables that changed how he thought about leadership, and why he now believes that if you want to go far, you cannot do it alone. He explains how video taps into nostalgia, emotion, and memory in a way almost nothing else does, and why leaders who are not using video are missing one of the biggest opportunities of our time. They dig into ego, humility, and why so many leaders refuse to change even when the data, the books, and the people around them are screaming for it. Rob talks about adopting the mindset that "everything is my fault," separating his private emotional reaction from his visible actions, and the surprising thing he needs most from his team to keep going when things get hard. Timeline / Chapter Markers 00:00 – 02:30 Intro to Rob, Spirit Juice Studios, wheelies, arcades, Lego, and being an "amateur filmmaker, professional wheelie guy" 02:30 – 05:30 What Spirit Juice does and how it started as a response to "terrible Catholic videos" 05:30 – 07:00 Why video is such a powerful medium today and how it shapes memory and belief 07:00 – 10:20 Who shaped Rob's leadership: his dad's "do not lie, cheat, or steal," Gary Vee, and leadership books 10:20 – 13:30 The upside and downside of being a passionate leader and learning to let go to grow 13:30 – 17:30 The zip tie story: the sting of "Should the owner of the company be doing that?" and shifting out of doing everything yourself 17:30 – 20:30 Mental switches, weight loss, and why real change always starts in your mind 20:30 – 24:30 The brutal 360 review, perception vs reality, and using painful feedback as a blueprint for growth 24:30 – 29:30 Why many leaders do not change, the role of ego and humility, and adopting "everything is my fault" instead of victim thinking 29:30 – 34:30 Handling mistakes without crushing people, separating reaction from action, and remembering that employees are people, not robots 34:30 – 37:00 Letting go of creative control, trusting the team, and how that became the key to scaling the business 37:00 – 39:40 What really fuels Rob when things are hard, why it can feel lonely at the top, and where to connect with him online Key Takeaways Video remains one of the most powerful ways to influence people because it combines audio and visuals that tap directly into emotion, nostalgia, and memory. Integrity in leadership starts with who you are, not what you say. Rob credits his dad's simple rules of "do not lie, cheat, or steal" as his foundation. Passion is a double edged sword. It can inspire a team to "move heaven and earth," but it can also create friction if it turns into impatience and control. If you want to grow, you have to let go. There is a moment in every leader's journey where they must stop doing everything themselves and trust others. Painful feedback is often the blueprint for your next level. Rob's anonymous 360 review hurt, but it became his leadership roadmap for the year. Ownership beats victimhood. Assuming "everything is my fault" keeps you in a position of control where you can change systems, policies, and your own behavior. Leaders must separate their internal reaction from their external actions. You can feel upset about a mistake without lashing out or demoralizing your team. People are not robots. Policies can be equal, but real leadership requires nuance, fairness, and remembering that every situation and person is different. What many leaders need most, but rarely get, is genuine appreciation. For Rob, feeling appreciated is the fuel that keeps him pushing through difficult seasons. Keyword Tags Rob Kaczmark, Spirit Juice Studios, Catholic leadership, creative leadership, video storytelling, delegation, ego and humility, 360 review, feedback, entrepreneurship, small business growth, letting go to grow, passion at work, leadership self awareness, team culture, mistakes at work, ownership mindset, Gary Vaynerchuk, Inside the Leader's Mind, David Suson Highlight Phrases From Rob "Everyone loves a wheelie." "Years ago Catholics were making terrible videos. I was making terrible videos too, I just thought I could do it better." "If you are not using video to share what you are passionate about, you are missing the greatest opportunity in this modern age." "My dad always said, you do not lie, you do not cheat, and you do not steal." "On my best day, I hope they would say I am passionate." "If you want to go fast, go alone. If you want to go far, go together." "If you want to grow, you have to let go." "Should the owner of the company be zip tying these cables?" "Suffering either makes you bitter or better." "If something goes wrong, it is my fault. That way I have the control to fix it." "Your reactions and your actions should not be the same." "They are people, not robots." "I used to think every video had to have my fingerprints on it. Now most of them do not, and that is why we are still here." "What really drives my soul is feeling appreciated. That is the fuel that keeps me going."   Instagram (Rob) https://www.instagram.com/robkaczmark/ Instagram Spirit Juice Studios – Website https://www.spiritjuicestudios.com Spirit Juice Studios Connect with Rob on Instagram at @robkaczmark and learn more about Spirit Juice Studios at spiritjuicestudios.com

SUMMARY In this episode of Inside the Leader's Mind, David Suson talks with Alejandra Slatapolsky, co-founder of SCALTO, a strategic branding and communications firm serving financial and fintech companies. Alejandra shares her journey from journalism to finance to launching her firm while eight months pregnant, and the mindset shifts required to evolve from solopreneur to CEO. She reveals how she built a values-driven culture, why hiring for fit outranks hiring for skill, how unlimited vacation works in a high-accountability environment, and why remote teams succeed when measured by outcomes rather than time. Alejandra also explores the realities of leadership, sacrifice, and the myth of perfect balance. KEY TAKEAWAYS Your company grows when you stop being the bottleneck. Culture fit beats skill every time. Unlimited vacation requires ownership and trust. Remote teams thrive when measured by results. Hire slow, fire fast to protect culture. Commitment reveals more than a résumé. Values must guide behavior, not sit on a wall. Generations aren't lazy; they work differently. Balance isn't daily — it's seasonal. Success always involves sacrifice. SOUNDBITES "If I stop working, the company dies with me — and I didn't want that." "Unlimited vacation works when responsibility is part of your DNA." "Culture fit isn't fluffy; it's the backbone of performance." "You can't have it all. If you're killing it in one area, you're failing in another." "People don't work less now. They work differently." CHAPTERS 00:00 – Intro & welcome 01:12 – Background in finance & communication 03:28 – From employee to entrepreneur 05:56 – Wanting more than solopreneurship 07:44 – Legacy, burnout & partnership 09:43 – Taking vacations as a leader 12:08 – Unlimited vacation & accountability 13:07 – Hiring for values vs. skills 18:03 – SCALTO's core values 22:29 – Hiring mistakes & firing fast 25:41 – Culture fit vs. commodity jobs 26:02 – Managing a remote workforce 30:53 – Generations & work ethic 34:54 – Productivity, bio-cycles & deliverables 42:23 – The sacrifices behind success 43:58 – The truth about balance 45:20 – Connect with Alejandra CONNECT WITH ALEJANDRA Website: scalto.com LinkedIn: https://www.linkedin.com/in/alejandraslatapolsky/ TAGS leadership, remote teams, company culture, hiring, value-based hiring, fintech marketing, entrepreneurship, scaling a business, unlimited vacation, culture fit, remote workforce, productivity, leadership podcast, SCALTO, Alejandra Slatapolsky, David Suson

Guest: Mary Shank Rockman, CEO & Founder of MSR Communications Host: David Suson Episode Length: ~43 minutes Theme: Authentic Leadership, People-First Culture, and the Human Side of AI Mary Shank Rockman shares her 36+ years of experience in public relations and marketing, leading her award-winning firm through decades of technological and societal change. She discusses how empathy, empowerment, and human connection fuel lasting success—especially in an AI-driven world. Her leadership philosophy centers around trust, flexibility, and valuing people as whole human beings, not just employees. Guest: Mary Shank Rockman, CEO & Founder of MSR Communications Host: David Suson Episode Length: ~43 minutes Theme: Authentic Leadership, People-First Culture, and the Human Side of AI 🧭 Key Takeaways People-First Leadership: Mary believes in balancing empathy with accountability—trusting employees, respecting their personal lives, and focusing on results rather than hours worked. Empowerment Over Micromanagement: Letting go of control and allowing senior team members to take ownership leads to loyalty, engagement, and better performance. Empathy and Trust Drive Retention: Her agency boasts long employee tenure—some over 19 years—because people feel trusted, respected, and supported. Leadership and Ego: Ego often blocks success; leaders who manage with fear or control lack confidence in their own abilities. True leadership comes from humility and emotional intelligence. AI and Human Connection: While AI enhances efficiency (especially for research), it cannot replace human relationships, empathy, or authenticity. Authentic communication remains critical. Women in Leadership: Women can be "firm but friendly" in the boardroom—commanding respect without sacrificing warmth or authenticity. Values at MSR Communications: Flexibility, family, health, and work-life balance are pillars of the company's culture. Changing Business Landscape: The pandemic and virtual interactions have weakened personal accountability and courtesy in business relationships—something Mary finds disappointing and hopes leaders will correct. ⏱️ Timeline of Key Moments Time Topic 00:00–02:00 Introduction by David Suson; overview of Mary's career and focus on leadership, empathy, and AI. 02:00–06:00 Mary's career journey from tech advertising in the 1980s to founding MSR Communications. 06:00–09:00 Why she started her own firm and how her father's entrepreneurship inspired her. 09:00–13:00 The challenge of "letting go" as a founder; empowering senior team members to take ownership. 13:00–17:00 Building a people-first culture: trust, work-life balance, and respecting employees' personal time. 17:00–21:00 Why empathetic leadership produces better performance—and why it works despite critics. 21:00–25:00 The dangers of ego and micromanagement in leadership. "Ego gets in the way of success." 25:00–29:00 Lessons from mentors; how authentic, caring leadership inspires pride and performance. 29:00–32:00 Today's biggest challenge: lack of personal accountability and courtesy in virtual business culture. 32:00–36:00 The future of AI and leadership—why human oversight and relationships still matter. 36:00–39:00 How AI has improved PR research but cannot replace authentic writing or relationships. 39:00–41:00 How women can balance strength and warmth in leadership roles. 42:00–43:30 Closing reflections and contact information. 💬 Powerful Quotes by Mary Shank Rockman "Relationships really are critical—and that still stands today." "Ego gets in the way of success." "We're not curing cancer; the world doesn't stop if something isn't perfect." "If you put your mind to it, you can accomplish anything. Tenacity and hard work pay off." "Family and health come first. You can't get those things—or time—back." "When people feel trusted and heard, they perform better." "AI cannot replace human relationships." "Women can be firm and friendly—firm and cold doesn't work as well." 📞 How to Contact or Learn More 🌐 Website: MSRCommunications.com 💼 LinkedIn: https://www.linkedin.com/in/msrcommunications/

Summary In this episode of Inside the Leader's Mind, David Suson interviews Dusty Gulleson, a seasoned entrepreneur and leader. Dusty shares his journey from growing up in Indonesia to founding a successful technology company. He emphasizes the importance of resilience, problem-solving, and the people side of leadership. Dusty discusses his leadership style, which focuses on empowering employees, learning from mistakes, and fostering a collaborative environment. He also addresses the challenges of loneliness in leadership and offers valuable advice for aspiring leaders. Takeaways Dusty's name taught him resilience and emotional strength. Leadership is about empowering others to solve problems. A collaborative environment fosters long-term employee retention. Mistakes are opportunities for growth and learning. Listening is a crucial skill for effective leadership. Organic growth often comes from strong client relationships. Leaders should not let urgency dictate their behavior. Humility in leadership earns respect and trust. Surrounding yourself with honest advisors is essential. Leadership is a continuous journey of learning and adaptation. Sound bites "What's in the way becomes the way." "I do not micromanage. I don't like it." "Failure is the best teacher." Chapters 00:00 Introduction to Leadership and Resilience 01:45 Dusty's Journey: From Indonesia to Entrepreneurship 03:05 Building a Diverse Technology Company 07:14 The Philosophy of Problem Solving 09:16 The People Side of Leadership 11:56 Learning Through Mistakes 14:03 Identifying Leadership Superpowers 16:21 Growth Strategies and Company Culture 20:30 The Importance of Customer Experience 20:52 Handling Loneliness in Leadership 29:17 Advice for Aspiring Leaders 30:53 The Burden of Decision-Making KEYWORD leadership, resilience, entrepreneurship, problem-solving, technology, growth, team dynamics, humility, listening, mentorship, Dusty Gulleson Guest Contact Information https://www.linkedin.com/in/dustygulleson/ https://www.eresources.com/ https://itondemand.com/ https://onlineapplications.net/ https://www.orchestrateams.com/    

Summary In this episode of Inside the Leader's Mind, David Suson interviews Lynn Daniel, who shares his journey from a farm upbringing to becoming a successful entrepreneur. Lynn discusses the importance of customer experience in driving business growth, the guiding principles that have shaped his company, and the significance of company culture and values. He emphasizes the need for proactive management, the importance of hiring for cultural fit, and the impact of small details on customer experience. Lynn also reflects on his leadership style, the challenges of modern marketing, and the power of positive customer stories. Takeaways Lynn Daniel's entrepreneurial journey began with a lawn mowing service. Customer experience became a core focus for business growth. Successful companies must make a difference for their clients. Having fun at work is essential for team dynamics. Company culture is crucial for employee satisfaction and retention. Leaders should trust their teams and empower them to take action. Proactive management can prevent issues before they arise. Understanding modern marketing is a challenge for many leaders. Hiring for cultural fit is as important as hiring for skills. Positive customer experiences can lead to brand loyalty and advocacy. Titles From Farm to Fortune: Lynn Daniel's Entrepreneurial Journey The Power of Customer Experience in Business Growth Sound bites "It's about making a difference for our clients." "We need to be proactive, not reactive." "You have to learn to let go and trust." Chapters 00:00 The Journey of Lynn Daniel: From Farm to Business Success 02:52 Customer Experience: The Core of Business Growth 06:02 Guiding Principles: Making a Difference and Having Fun 08:49 Culture and Values: The Heart of an Organization 11:54 Leadership Lessons: Trusting Your Team 14:43 The Importance of Proactive Management 17:53 Marketing in the Modern Age: Adapting to Change 20:41 Hiring for Culture: The Key to Success 23:39 Customer Experience: The Impact of Small Details 26:33 The Power of Listening: Engaging with Employees 29:21 Celebrating Success: The Importance of Positive Stories Keywords Lynn Daniel, customer experience, business growth, leadership, company culture, proactive management, hiring, marketing, employee engagement, success stories Guest Contact Information www.thedanielgroup.com [email protected]  

Summary In this episode of Inside the Leader's Mind, David Suson interviews Eric Goodman, the president and CEO of Mountain View Services (MVS). Eric shares his inspiring journey of overcoming adversity from a young age due to a rare spinal condition. He discusses the importance of mindset in leadership, emphasizing that challenges should motivate rather than define us. Eric elaborates on his leadership style, which focuses on empowering his team and fostering open communication. He highlights the significance of continuous learning and personal growth in effective leadership, and he expresses a desire for deeper conversations about his core values and faith. Takeaways Eric's journey began with a rare spinal condition that shaped his mindset. He believes that disabilities should motivate rather than define individuals. Leadership is about empowering others and fostering a positive culture. Open communication is crucial for team engagement and success. Continuous learning is essential for effective leadership. Eric emphasizes the importance of mindset in overcoming challenges. He encourages leaders to focus on solutions rather than problems. Empathy for those with disabilities drives Eric's commitment to his work. Eric's leadership style has evolved to prioritize team strengths. He wishes for deeper conversations about his faith and core values. Sound bites "I don't let my disabilities define me." "It's not about me, it's about the team." "This is the pinnacle of my career."Chapters 00:00 Introduction to Eric Goodman and MVS 02:06 Eric's Journey and Overcoming Adversity 07:45 Mindset and Leadership Philosophy 14:56 Leadership Style and Team Empowerment 21:45 The Importance of Open Communication 28:00 Personal Growth and Continuous Learning 29:41 Faith and Core Values Keywords leadership, mindset, adversity, empowerment, community, healthcare, personal growth, Eric Goodman, MVS, philanthropy, david suson Guest Contact Info Eric's Book:  "What's Your Mindset" www.ericgoodman.org https://www.linkedin.com/in/eric-l-goodman-14279580/ https://mtviewservices.com/  

In this episode of Inside the Leader's Mind, David Suson interviews Kim Barnes, a seasoned leadership development expert. They discuss the evolution of leadership, the importance of influence, and the challenges modern leaders face. Kim emphasizes that effective leadership is not just about titles but about guiding others towards a shared destination. The conversation highlights the significance of curiosity, flexibility, and the need for leaders to create supportive environments for their teams. They also explore the gap between knowledge and action in leadership practices and the necessity of intentional practice to develop leadership skills. Takeaways Leadership is not limited to those with titles. Effective leaders have a clear destination in mind. Influence is a two-way process essential for leadership. Curiosity is a vital skill for leaders. Creating a supportive environment is crucial for team success. Leaders must practice new skills intentionally. There is often a gap between knowledge and action in leadership. Flexibility in leadership approaches is important. Leaders should invite participation in decision-making. Understanding generational differences is key to modern leadership. Sound bites "Everyone is a leader in their own right." "Influence is a two-way process." Ask: "How did you come to that conclusion?" Chapters 00:00 Introduction to Leadership Development 00:57 The Journey from Teaching to Leadership 02:42 Defining Effective Leadership 05:51 The Importance of Destination in Leadership 07:43 Influence as a Key Leadership Skill 11:03 Leadership Strengths and Styles 14:14 Curiosity and Flexibility in Leadership 17:18 Challenges Facing Modern Leaders 20:10 Creating a Supportive Environment for Teams 22:31 The Gap Between Knowledge and Action 23:33 The Importance of Practice in Leadership 27:47 Curiosity and Understanding in Leadership 29:07 Conclusion and Resources   Keywords leadership, influence, development, curiosity, organizational culture, effective leadership, leadership challenges, team dynamics, leadership training, personal growth, kim barnes, david suson Guest Contact Info www.barnesconti.com [email protected] https://www.linkedin.com/in/bkimbarnes/

Summary In this episode of Inside the Leader's Mind, David Suson interviews Jeremy Jensen, CEO and founder of Encore Search Partners. They discuss the keys to creating a successful workplace culture, the importance of employee trust, and the challenges leaders face in adapting to a changing workforce. Jeremy shares insights on decision-making, the shift towards performance-based compensation, and the significance of continual improvement in leadership. The conversation highlights the need for leaders to be adaptable and to invest in long-term growth strategies while maintaining a focus on employee engagement and satisfaction. Takeaways Implementing EOS has transformed our workplace culture. Confidential employee surveys provide valuable insights. Transparency in leadership builds trust among employees. Scaling requires a focus on lead generation, not just revenue. Effective leaders prioritize continual improvement. Investing in new hires can yield long-term benefits. Quick decision-making is crucial for organizational growth. Adapting to the needs of younger employees is essential. Performance-based cultures are becoming the norm. Trust and rapport are key to executive team stability. Sound bites "Failing forward faster." "The state of leadership businesses today." "It's all about the measurement." Chapters 00:00 Introduction to Jeremy Jensen and Encore Search Partners 01:44 The Secret Sauce of a Great Workplace 03:17 Leadership and Employee Trust 06:56 Scaling a Successful Search Firm 09:04 Characteristics of Effective Leaders 10:33 Investing in Long-Term Growth 12:41 Decisiveness as a Leadership Superpower 16:52 Challenges in Modern Leadership 21:17 Adapting to a Changing Workforce 25:13 Performance-Based Culture vs. Traditional Compensation 29:51 Personal Growth and Leadership Development 31:17 Building Trust within Executive Teams Guest Contact Info https://encoresearch.com/team/jeremy-jenson/ https://www.linkedin.com/in/jeremyjenson/ Keywords leadership, employee engagement, workplace culture, executive search, business growth, decision making, performance-based culture, trust in leadership, adapting to change, modern workforce, encore search partners, jeremy jensen, david suson

Summary In this episode of Inside the Leader's Mind, David Suson interviews Tom LeNoble, a leadership coach and former executive at Facebook. Tom shares his unique journey from working at Facebook during its early days to becoming a mentor for leaders and entrepreneurs worldwide. He discusses the challenges modern leaders face, the importance of embracing change and technology, and his innovative coaching method known as the Haystack Method. Tom also highlights the significance of belief and resilience in overcoming life's challenges, as well as the themes of his upcoming book, which explores the disparate parts of our lives and how they shape who we are today. Takeaways Tom LeNoble's journey from Facebook to coaching is inspiring. Leadership today requires adaptability and openness to change. The Haystack Method helps individuals find their own answers. Modern leaders face challenges from generational differences. AI is a critical factor in the future of leadership. Belief in oneself is crucial for resilience and success. Listening is a key strength for effective leadership. Transparency is demanded by younger generations in the workplace. Change is a constant that leaders must embrace. Tom's upcoming book explores the themes of resilience and reinvention. Sound bites "I'm still here." "I believed I could." Chapters 00:00 Introduction to Tom LeNoble 01:05 Tom's Journey at Facebook 04:02 Leadership Insights from a Young CEO 08:04 Transitioning to Coaching and Mentorship 09:29 The Haystack Method in Coaching 11:57 Challenges Facing Today's Leaders 15:24 Embracing AI in Leadership 19:17 The Change-O-Meter Spectrum 23:56 Strengths and Areas for Growth in Leadership 28:30 Tom's Upcoming Book and Its Themes Linkedin:  https://www.linkedin.com/in/tomlenoble/ Keywords leadership, coaching, resilience, AI, mentorship, personal growth, change management, Tom LeNoble, Facebook, business insights

Summary In this episode of Inside the Leader's Mind, David Suson interviews Karl Larson, a VP level leader known for his expertise in building high-performance teams and managing supply chains. Karl shares insights on the importance of measurement in leadership, the challenges faced in supply chain management, and his personal career journey. He emphasizes the significance of trust in leadership, the need for continuous learning, and the value of building a robust network. The conversation also touches on the impact of technology and AI in the business world, and Karl's approach to fostering a positive work environment. Takeaways Measurement is key to achieving goals. Building a supply chain requires strategic planning. Challenges in supply chain management are constant. Career growth often involves learning from failures. Great leaders trust their teams and avoid micromanagement. Embracing technology is essential for modern leadership. Continuous learning is vital for personal and professional growth. Networking is crucial for building a successful team. A positive work environment enhances employee satisfaction. Leadership is about supporting and empowering others. Sound bites "I love Monday mornings." "Status quo is not good." Chapters 00:00 Introduction to Leadership and Measurement 02:49 Building a Supply Chain from the Ground Up 05:55 Navigating Challenges in Supply Chain Management 08:58 Career Journey and Lessons Learned 11:46 The Essence of Great Leadership 14:54 Embracing Technology and AI in Leadership 17:39 Continuous Learning and Personal Growth 20:38 Building a Robust Team and Network 23:35 Conclusion and Future Endeavors Guest Contact Info Linkedin:  https://www.linkedin.com/in/karllarson/ Keywords leadership, supply chain, measurement, technology, AI, personal growth, team building, career journey, challenges, continuous learning, Karl Larson, David Suson, Inside the leaders mind

Summary In this episode of Inside the Leader's Mind, David Suson interviews Darrell Moon, a healthcare transformation expert. Darrell discusses his journey from running hospitals to helping CEOs understand their power in managing healthcare costs. He emphasizes the importance of measuring healthcare effectiveness, creating loyalty among employees, and the need for vulnerability in leadership. Darrell also highlights the four types of customers a business must consider and his passion for fixing the U.S. healthcare system, which he describes as the largest legal organized crime entity in the world. Takeaways Darrell Moon is passionate about transforming the healthcare industry. Business leaders have the power to control healthcare costs. Healthcare can be aligned to work for businesses and employees. Measuring healthcare effectiveness is crucial for CEOs. Creating loyalty among employees is key to business success. There are four types of customers in a business: served, server, sender, and solvency. Vulnerability in leadership fosters a better team environment. Leaders should provide resources for employees to meet customer needs. The healthcare system is misaligned and needs fixing. Darrell's book, 'Make Healthcare Work for You,' offers insights on transforming employee benefits. Sound bites "Healthcare has been hacked." "Can it really be fixed and how?" Chapters 00:00 Introduction to Healthcare Transformation 01:44 The Power of Business Leaders in Healthcare 05:46 Awakening CEOs to Healthcare Control 10:55 Measuring Healthcare Effectiveness 16:46 The Four Customers of a Business 22:41 The Importance of Vulnerability in Leadership 24:49 Fixing the Healthcare System Keywords healthcare transformation, business leaders, employee benefits, healthcare costs, leadership, loyalty, healthcare system, vulnerability, customer satisfaction, healthcare management, Darrell Moon CONTACT INFO Website:  https://darrellmoon.com/ His book:  https://makehealthcareworkforyou.com/ Linkedin:  https://www.linkedin.com/in/darrelltmoon/    

Summary In this episode of Inside the Leader's Mind, David Suson speaks with Martin Pritikin, VP and Dean of Purdue Global Law School, about the perseverance and vision required to challenge long-standing systems. Martin Pritikin shares his journey from a traditional path through Harvard Law School and big-firm practice to academia, where his passion for teaching and access to justice reshaped his leadership mission. He explains how the high cost of legal education drives the high cost of legal services and how fully online legal education offers a powerful alternative. Martin Pritikin details the challenges of accreditation, the resistance to online models, and his decade-long effort to work directly with state supreme courts. The breakthrough came when Indiana and Connecticut allowed graduates to sit for the bar, producing bar pass rates that met or exceeded state averages. The conversation highlights leadership through adversity, aligning daily work with long-term vision, and living up to one's potential while expanding access to justice nationwide. Takeaways Perseverance is essential when challenging entrenched systems. Lowering education costs directly impacts access to justice. Visionary leadership requires changing decision criteria, not decision makers. Online education can match or exceed traditional quality when designed intentionally. Great leaders connect day-to-day work to a meaningful mission. Soundbites "What's in the way became the way." "If they can pass the bar exam, they should become lawyers." "Online law school is not for everyone, but for those who need it, it's essential." "It's efficient to criticize, but effective to praise." "Living up to your potential matters because you can." Timestamps 00:02 – Introduction of Martin Pritikin 01:28 – From Harvard Law to academia 04:00 – Access to justice awakening 07:42 – Accreditation challenges 11:40 – Cost and quality of online law school 14:47 – Perseverance and leadership 19:07 – Historic bar exam results 22:10 – Leading teams through vision 24:36 – Personal leadership growth 27:31 – Values, potential, and excellence 29:31 – How to learn more about Purdue Global Law School Contact Links for the Guest Purdue Global Law School Website: https://www.purduegloballawschool.edu Linkedin:  https://www.linkedin.com/in/martinpritikin/ Keyword Tags Martin Pritikin, Purdue Global Law School, online law school, legal education innovation, access to justice, leadership perseverance, bar exam reform, higher education leadership, Inside the Leader's Mind

Summary In this episode of Inside the Leader's Mind, David Suson sits down with Shellee Howard, founder and CEO of College Ready, See Our Future Now, and University Ready. With over 18 years of experience as a certified independent college admission consultant, career counselor, and financial college strategist, Shellee Howard shares how leadership, core values, and strategic planning can transform both education and life outcomes. Shellee recounts the personal story that sparked her mission: helping her own son turn big dreams into reality, graduating from Harvard with minimal debt and building a fulfilling career as an orthopedic surgeon. She reframes college as a business decision, emphasizing return on investment rather than emotion or prestige alone. The conversation expands into leadership at every level, from teenagers discovering their gifts to seasoned executives overcoming imposter syndrome. Shellee highlights the power of core values, failing forward, surrounding yourself with inspiring people, and genuinely caring about those you lead. She also reflects on her humanitarian work, global travel, and the joy she finds in serving others, reminding listeners that true leadership is about impact, purpose, and people. Takeaways Leadership is rooted in core values, not titles, grades, or perfection. College should be treated as a business decision, focused on return on investment and long-term outcomes. Fail forward instead of waiting for perfect conditions. Growth comes from action. Leadership attracts followers when leaders genuinely care and listen. Surround yourself with inspiring people to accelerate growth as a leader. Imposter syndrome and negative self-talk often hold leaders back more than lack of skill. Aspiring leaders benefit from practical exposure, such as starting a podcast or seeking mentors directly. Soundbites "Leadership was game changing for the amount of money he received." "I treat college as a business. I want the return on investment." "Fail forward. Stop waiting until everything is perfect." "Leadership is being the light that others want to follow." "Your core values are already inside of you." "You are as good as the people you spend time with." "What brings you joy is a question we should ask more often." Timestamps 00:04 – Introduction of Shellee Howard and her mission 02:56 – The personal story that launched her career 04:17 – Harvard, scholarships, and minimizing college debt 06:19 – Leadership as the key differentiator 08:38 – Defining leadership and the role of followers 09:38 – Core values and leadership development 13:39 – Advice for current leaders: fail forward 15:33 – Guidance for aspiring leaders 17:31 – Overcoming imposter syndrome 20:17 – Using podcasts as a leadership tool 23:50 – Personal leadership challenges 27:33 – The question she wishes people would ask 29:26 – How to connect with Shellee Howard Contact links for the guest Website: https://www.collegereadyplan.com Free resources and discovery call available on the website Linkedin:  https://www.linkedin.com/in/shelleehoward/ Keyword tags Shellee Howard, college readiness, leadership development, core values, college admissions strategy, scholarships, debt-free college, parenting teenagers, education ROI, failing forward, imposter syndrome, Inside the Leader's Mind

Summary In this episode of Inside the Leader's Mind, David Suson speaks with Ashwini Hassija, a senior healthcare technology leader with more than 30 years of experience across healthcare, biotech, and insurance. Ashwini shares his journey from programmer to executive leader, explaining how his passion for working with people and solving real business problems shaped his career. The conversation explores leadership challenges in today's AI-driven world, the importance of helping teams understand the "why" behind their work, and how leaders can build trust, compassion, and alignment within their organizations. Ashwini also reflects on opportunities to improve healthcare systems by better connecting technology, providers, and patient experiences. Takeaways Purpose matters: Leaders must help teams understand why their work exists, not just what to build. AI amplifies leadership responsibility: Technology is only as effective as the clarity of input and business context behind it. Mindset over background: Engineering and education shape thinking, but success depends on adaptability and perspective. Trust drives performance: Passion and compassion create stronger, more committed teams. Healthcare has room to improve: Better coordination and systems can significantly improve patient outcomes and experiences. Soundbites "AI is only as good as the input you provide to it." "When the team says, 'Now I understand why I'm doing what I'm doing,' that's leadership success." "You're only as good a leader as the team that supports you." "Passion and compassion are the foundation of strong leadership." "We have world-class doctors, but the system around them still needs to work better for patients." Timestamps 00:01 Introduction to Ashwini Hassija 01:28 Career journey from programming to healthcare leadership 03:41 Why people skills mattered more than coding 08:52 AI, programming, and business value 11:03 Leadership challenges in an AI-driven workplace 13:27 Helping teams understand the "why" 15:44 Leadership superpower and developing others 18:09 Advice for experienced and emerging leaders 20:05 Building trust through vulnerability and compassion 25:03 Reflections on books, speaking, and sharing ideas 31:46 Improving healthcare systems through better coordination Contact links for the guest LinkedIn: https://www.linkedin.com/in/ashwini-hassija/ Keyword tags Ashwini Hassija, David Suson, healthcare leadership, healthcare technology, AI in healthcare, leadership development, purpose-driven leadership, digital transformation, patient experience, team development, Inside the Leader's Mind  

Summary In this episode of Inside the Leader's Mind, David Suson sits down with Tim Baum, Vice President of Operations at Hooters of America, to explore what it truly takes to build a long, successful leadership career. With 33 years at the same brand and oversight of 150 company-owned restaurants, Tim shares how culture, relationships, and adaptability have been the foundation of both his longevity and success. He reflects on pivotal leadership moments, the influence of family, navigating private equity ownership, and the evolving challenges of leading a multigenerational, tech-driven workforce. Takeaways Culture drives longevity: Strong relationships and a family-style culture keep people engaged long term. Leadership visibility matters: From GM to executive roles, leaders constantly set the tone, even when they don't realize it. People over process: Financial metrics matter, but leadership success comes from caring about people first. Adaptability is essential: What worked before may not work now; leaders must stay flexible and open-minded. Core leadership principles endure: Respect, trust, and valuing people transcend generational differences. Soundbites "We're in the people business first — whether it's internal guests or external guests." "All eyes are on you as a leader, even when you don't think they are." "Longevity comes from culture and relationships, not just titles." "Leadership hasn't changed — but how we train and develop people has." "Success is knowing you made a positive impact on someone's life." Timestamps 00:02 – Introduction of Tim Baum 01:09 – Tim's role as VP of Operations, Hooters of America 01:29 – Scope of responsibility: 150 company-owned restaurants 02:21 – From college cook to lifelong career 03:10 – Why longevity is rare — and how culture sustains it 04:25 – Building culture from within 06:24 – Navigating private equity ownership 09:06 – Pivotal leadership turning points 13:00 – Tim's leadership "superpower" 14:59 – Biggest leadership challenge today 16:51 – Leading across generations and technology shifts 19:16 – Personal growth and adapting as a leader 22:03 – The question he wishes people asked 23:28 – Final reflections on leadership and impact Contact links for the guest Hooters of America – https://www.hooters.com LinkedIn: Tim Baum – https://www.linkedin.com/in/tbaum/ Keyword tags Leadership, Executive Leadership, Restaurant Industry, Operational Excellence, Company Culture, People Development, Private Equity, Multigenerational Workforce, Adaptability, Tim Baum, Hooters of America, Inside the Leader's Mind, David Suson

Summary In this episode of Inside the Leader's Mind, David Suson sits down with Faith Gavelek, President of Drama Kids International, to explore her remarkable journey from classroom teacher to franchise owner and ultimately to leading a nationwide organization. Faith shares how her passion for child development and creative education guided her career, why franchising became the bridge between education and entrepreneurship, and how mentorship and relationships fueled her rapid growth. Faith opens up about navigating leadership during COVID, the importance of humility and learning from others, and why she chose to earn her executive MBA later in life to formalize the leadership skills she developed through experience. The conversation also dives into modern leadership challenges, including the rise of AI, and how leaders must balance innovation with human connection. Faith's story is a powerful example of purpose-driven leadership built on trust, learning, and fearless growth. Takeaways Great leaders grow from experience and understand the business from the ground up. Mentorship accelerates success when leaders are willing to be vulnerable and ask for help. Franchising works best when the proven model is followed, not reinvented. Leadership is rooted in mutual respect, not authority or ego. AI should be used as a tool, not a replacement for human judgment and connection. Continuing education strengthens leadership, even at the executive level. Soundbites "The moment you think you have all the answers is the moment you fail." "Pride keeps people from asking for help, and it costs them growth." "AI should be your assistant, not your boss." "Leadership isn't about being above people; it's about earning their respect." "Find the smartest people in the room and learn everything you can from them." Timestamps 00:02 – Introduction to Faith Gavelek and Drama Kids International 03:37 – Faith's journey from education to entrepreneurship 07:58 – Why franchising creates opportunity and stability 11:12 – Leveraging relationships to scale a business 15:03 – Stepping into the presidency during COVID 18:27 – The role of pride, fear, and mentorship in leadership 22:53 – AI's impact on leadership and business 28:55 – Self-awareness and managing leadership blind spots 29:14 – Advice for senior leaders and aspiring leaders 34:23 – Why Faith pursued an executive MBA in her 40s 37:36 – How to learn more about Drama Kids Contact Links for the Guest Drama Kids Programs: https://www.dramakids.com Drama Kids Franchise Opportunities: https://www.dramakidsfranchise.com Linkedin:  https://www.linkedin.com/in/faith-gavelek-mba-946a41aa/ Keyword Tags Faith Gavelek, Drama Kids International, David Suson, Inside the Leader's Mind, leadership development, franchising, mentorship, executive leadership, entrepreneurship, education, AI in business, women in leadership, purpose-driven leadership, executive MBA

Summary In this episode of Inside the Leader's Mind, David Suson interviews Mark Williams, CEO of Brokers International, who shares his journey in the financial industry, the importance of confidence and having an opinion in leadership, and his people-centric leadership philosophy. Mark discusses the challenges of modern leadership, including managing a multi-generational workforce and the impact of personal branding on leadership effectiveness. He emphasizes the value of understanding employee expectations and the need for adaptability in a rapidly changing business environment. Takeaways Mark Williams emphasizes the importance of confidence in leadership. Having an opinion is crucial for career advancement. People-centric leadership fosters a positive work environment. Understanding employee needs is key to effective management. Navigating generational differences is a modern leadership challenge. Personal branding significantly impacts leadership effectiveness. Change management is a critical skill for today's leaders. Empathy towards employees enhances workplace culture. Learning from past leadership experiences shapes future success. Successful leaders invest in their team's growth and development. Sound bites "Always have an opinion." "I help support 150 families." "Ego for sure." Chapters 00:00 Introduction to Leadership and Personal Journey 02:25 Mark Williams: Career Path and Turning Points 05:30 The Importance of Confidence and Opinion in Leadership 10:23 Investing in People: A Leadership Philosophy 12:21 The Impact of Personal Background on Leadership Style 19:15 Challenges in Modern Leadership 22:25 Personal Leadership Challenges and Growth 26:12 Understanding Personal Brand and Perception   Keywords leadership, personal journey, confidence, opinion, people-centric, challenges, change management, employee expectations, personal branding, generational differences