If you're passionate about mastering self-leadership, you're in the right place. I've dedicated my career to understanding the science and practice of positive leadership. I Integrate evidence-based principles from the fields of positive psychology with those in leadership and organizational excellence that will help you develop real-life solutions to solve your greatest challenges. Each week I'll bring world-class content with industry experts to help you use positive leadership to build a peak performance culture.
What happens when you leave your routine behind to embrace uncertainty? DJ DiDonna, Harvard Business School senior lecturer and founder of the Sabbatical Project, joins Craig Dowden to unpack the real benefits of sabbatical leave, drawn from years of research into hundreds of sabbatical-takers. DiDonna explains why extended leave delivers measurable physical healing, from resolving stress conditions like eczema and ulcers to reducing what he calls functional workaholism. The conversation also covers the confidence and creativity gains people report, the three sabbatical archetypes, and why the benefits of sabbatical leave extend to employers as well as employees. DiDonna draws on interviews with hundreds of sabbatical-takers to show that the benefits of sabbatical leave aren't reserved for the wealthy or the lucky. He argues most people can plan toward a sabbatical five years out by setting aside a percentage of income and identifying a trusted example who has already taken one. The episode also explores why founders and CEOs, despite having more flexibility, often feel trapped by the businesses they built, and how stepping away can reduce key-person risk while creating growth opportunities for junior staff. Throughout, DiDonna distinguishes the benefits of sabbatical leave from those of a simple vacation: vacations swap work tasks for leisure tasks, while sabbaticals create open space for identity change, healing, and experimentation. He closes with micro-moment strategies, like disconnecting for a long weekend, that let listeners borrow some benefits of sabbatical leave without leaving their jobs. Key Takeaways The benefits of sabbatical leave include physical healing, with sabbatical-takers reporting resolved eczema, ulcers, and trigger fingers. Sabbatical-takers frequently describe the experience as a peak life event, comparable to a wedding or the birth of a child. Three archetypes shape how people access the benefits of sabbatical leave: the achiever, the explorer, and the seeker. Confidence and creativity gains often outlast the sabbatical itself and carry into everyday work life. Employers benefit too: sabbaticals reveal key-person risk and reduce dependence on any single employee. Emotional recovery from work identity typically takes six to eight weeks before people feel like themselves again. Micro-moments, such as fully disconnected long weekends, offer some benefits of sabbatical leave without quitting a job. Planning a sabbatical five years in advance makes accessing these benefits feel achievable rather than disruptive. Chapters 00:57 Introduction and DJ DiDonna's background 05:31 Defining what a sabbatical actually is 07:55 Why extended time off matters 14:32 Reframing sabbaticals as realistic for everyone 22:20 Time vs. space: the real difference from a vacation 25:19 The emotional journey of a sabbatical 28:55 The three archetypes: achiever, explorer, seeker 34:02 Financial and logistical planning 38:45 Sabbaticals for founders and leaders 42:26 Micro-moments: everyday sabbatical practices 47:06 Closing thoughts and final advice Guest Contact Website: https://thesabbaticalproject.org Book page: https://djdidonna.com/big-time-off/ LinkedIn: https://www.linkedin.com/in/djdidonna FAQ Q. What are the main benefits of sabbatical leave? A. DiDonna's research points to physical healing, increased confidence, renewed creativity, and stronger organizational resilience. Q. How long until the mental health benefits of sabbatical leave kick in? A. Most people need six to eight weeks before feeling like themselves again, separate from their work identity. Q. Do the benefits of sabbatical leave extend to employers? A. Yes. DiDonna argues sabbaticals reduce key-person risk and reveal overly dependent business processes.
This solo episode of Do Good to Lead Well focuses on one of the most common challenges in both leadership and everyday life: continually repeating the same difficult conversation without real resolution. Drawing on the important work of Crucial Conversations and Crucial Accountability, I explore the transformative CPR model (Content, Pattern, Relationship) as a deceptively simple framework for breaking frustrating cycles. I talk about how most people stay stuck addressing immediate content rather than recognizing damaging patterns or the deeper relationship impacts underneath. I also share concrete scripts using common scenarios to bring to life how shifting the “elevation” of a conversation can untangle recurring problems and restore trust. Leaders, teammates, and anyone facing persistent roadblocks in communication will walk away with actionable tools to finally resolve stubborn issues. Share your thoughts on how you have dealt with these situations and better yet, share the episode with someone who you feel would benefit from hearing it. What You’ll Learn - What is C.P.R. in difficult conversations? - The importance of addressing issues early. - The trap of relitigating the same content without recognizing a pattern. - The risk of escalating prematurely to relationship-level concerns after a single incident. - The problem of “piling on,” or tackling content, pattern, and relationship all at once. Podcast Timestamps (00:03) - The Recurring Conversation Challenge (01:23) - Introducing the CPR Model (03:30) - Content: Addressing Issues Early (06:08) - Elevating to Pattern-Level Conversations (08:50) - Relationship: Impact on Trust and Collaboration (10:43) - Approaching Difficult Conversations from Different Roles (14:46) - Common Traps and Pitfalls in Tough Conversations (17:53) - Choosing the Right Level for Effective Dialogue (19:33) - Final Reflections and a Call to Action KEYWORDS Positive Leadership, Difficult Conversations, Conflict Management, Crucial Conversations, Crucial Accountability, CPR model, Content Pattern Relationship, Communication Framework, Workplace Relationships, Feedback Scripts, Pattern Recognition, Escalation in Conversations, Resolving Conflict, Peer Conversations, Leadership Communication, Employee Feedback, Conversational Traps, CEO Success
In this not-to-miss episode of Do Good to Lead Well, I am joined by Marcus Buckingham—the world’s foremost expert on human strengths and engagement—for a candid, data-rich conversation about bringing love into leadership. Drawing on his latest book, Marcus redefines love for the modern workplace: not as romance, but as an intentional design for human flourishing and extraordinary results. Our conversation begins with the deeply personal, as Marcus shares the vulnerability and lessons he learned after selling his beloved company, sparking a compelling case for why “designing love in” must be at the core of modern organizations. He also directly challenges the widespread myths that love makes organizations weak or leaders soft. Instead, tough love emerges as a vital force; sometimes the most loving thing a leader can do is share hard truths or make difficult calls. This episode dives into the real-world consequences of unloving practices like inefficient handoffs or unmanageable spans of control, offering concrete strategies for leaders to build truly vibrant, trust-filled cultures. Whether you’re a CEO who wants to transform your organization a team leader wanting to create an environment where you people flourish, this episode provides an evidence-based blueprint. Discover why love is the ultimate performance driver and how you can start designing it into how you lead today. What You’ll Learn - The power of love at work. - Redefining love in organizations. - From 'OK' to 'I Love It': The J-Curve of Experience. - Tough love: The role of accountability. - What are loving and unloving practices at work? - The ABCs of leading with love (Authenticity, Beliefs, Customs) Podcast Timestamps (00:02) - Introduction and Origin Story (02:17) - Vulnerability and Lessons from Selling a Business (06:00) - The Business Case for Designing Love In (11:22) - Defining Love in Organizations (17:11) - The Critical Importance of “Fives” (23:18) - Loving and Unloving Workplace Practices (32:11) - Tough Love and Accountability (36:17) - The ABCs of Leading with Love (44:02) - Rebuilding Trust and The Five Feelings of Love (51:07) - The Future of Designing Loving Experiences KEYWORDS Positive Leadership, Human Performance, Gallup, StrengthsFinder, Business Case for Love, Organizational Culture, Employee Engagement, Workplace Love, Trust, Team Building, Positive Experiences, Spans of Control, Loving Handoffs in Customer Service, Customer Loyalty, Authenticity, Tough Love, Human Flourishing, Loving and Unloving Practices, CEO Success
What stops talented leaders from truly hearing honest feedback? This episode tackles that question head-on, drawing from both leading research and lived experience. While most articles, books, and workshops focus on how to give feedback, this discussion targets how to receive it. I explore why so many feedback conversations break down and how leaders can do better. Core themes include the impact of our gut reactions to critical feedback, how quickly we discount advice based on source or style, and why challenges to our identity produce the fiercest resistance. Listeners will be guided through practical, evidence-informed strategies to become better feedback recipients, creating environments where candid conversations thrive. This episode offers a refreshing, evidence-based approach for anyone committed to their own growth and eager to lead with greater effectiveness and humility. What You’ll Learn - The roots of our genuine hesitation surrounding feedback conversations. - How our reactions can prevent or derail future feedback. - Although not all feedback will be delivered perfectly, you can still find value. - Don’t let your relationship with the feedback-giver cloud your judgment - Feedback stings most when it challenges our identity. Podcast Timestamps (00:02) – Setting the Stagek (01:12) – The Personal Challenge of Receiving Feedback (05:17) – Truth Triggers: Dismissing Feedback Based on Tone and Delivery (08:38) – Beware of Absolutes (10:18) – Source Triggers: Who Delivers the Feedback (12:41) – Difficult Feedback from Difficult People (13:52) – Identity Triggers: When Feedback Challenges Self-Image (17:17) – Personal Reflection: My Own Struggle with Feedback that Challenged My Identity (20:01) - Strategies for Curiosity and Constructive Engagement (23:40) - Bringing it Together: Commitment to Feedback Reception KEYWORDS Positive Leadership, Feedback, Receiving Feedback, Giving Feedback, Leadership Growth, Psychological Safety, Critical Feedback, Defensiveness, Feedback Triggers, Doug Stone, Sheila Heen, Zenger Folkman, 360 feedback, Radical Candor, Feedback Accuracy, Feedback Source, Identity and Feedback, Evidence-Based Leadership, Coaching, Blind Spots, Core Values, Curiosity, CEO Success Source: Why (Senior) Leaders Struggle to Get Feedback and How to Change That - Do Good To Lead Well with Craig Dowden | Podcast on Spotify https://podcasts.apple.com/ca/podcast/why-senior-leaders-struggle-to-get-feedback-and-how/id1634491338?i=1000764642523
In this spirited episode, the challenges and paradoxes of modern leadership are brought to the forefront, grounded in the world of philanthropy. My guest this week, Glen Galaich, author of the provocative book Control: Why Big Giving Falls Short and CEO of the Stupski Foundation, invites listeners to reconsider the myths surrounding control, generosity, and decision-making. He makes the compelling case about how organizational norms, incentives, and personal ego can unintentionally limit positive impact, even in the most purpose-driven organizations. During out discussion, we reflect on tough questions: What’s the real difference between intentions and measurable outcomes? How do process, relationships, and results shape lasting change? Through first-hand stories and data, this episode reveals how well-meaning leaders too often mistake intention for impact and how letting go of control, building clear processes, and inviting feedback can dramatically enhance outcomes. For executives, nonprofit leaders, and anyone invested in meaningful change, this episode offers actionable advice: embrace self-awareness, question inherited processes, and trust the people closest to the work. It’s a call to action for listeners to examine their own patterns and to move beyond good intentions to do good by leading well. What You’ll Learn - The importance of letting go of control for greater impact. - Rethinking thoughtful giving. - Process, results, relationships: The leadership triad. - The temptation of control when doing good. - The power of systems, incentives, and leadership norms. - Lead with empathy across difference. - The critical role of self-awareness: Feedback as a gift. Podcast Timestamps (00:00) – Welcome to the Show and Guest Introduction (00:03:13) - The Motivation Behind "Control" (00:10:00) - Control, Psychological Safety, and Power in Leadership (00:14:29) - Process, Results, Relationships: The Leadership Triad (00:17:38) - Misconceptions and Accountability in Leadership (00:22:04) - The Temptation of Control When Doing Good (00:30:02) - Leading with Empathy Across Differences (00:34:14) - Systems, Incentives, and Leadership Norms (00:38:16) - The Critical Role of Self-Awareness (00:42:59) - Leading Through Uncertainty (00:47:33) - Key Mindset Shifts: Moving from Intention to Impact KEYWORDS Positive Leadership, Philanthropy, Thoughtful Giving, Community Engagement, Control Mindset, Process in Organizations, Psychological Safety, Accountability, Feedback, Ego in Leadership, Power Dynamics, Self Awareness, Organizational Culture, Social Impact, Norms and Incentives, Empathy, Letting Go, Impact versus Intention, CEO Success
How do you bridge the divide between how leaders show up and what teams truly want? On this week’s episode of the Do Good to Lead Well podcast, I sit down with Allison Howell, CEO of Hogan Assessments, to discuss their Leadership Divide Global Report, which draws on the responses from 9,794 employees across 25 countries. The findings challenge the conventional myths about what makes a great leader, and why charisma and ambition are not enough. Allison Howell pulls back the curtain on “emergent” versus “effective” leadership, sharing why the traits that get people promoted often undermine team success. We also dive into one of the other key findings; why the attributes executives display don’t match what employees crave, with nearly zero overlap. Critical leadership qualities such as cultivating trust, integrity, and humility, build both teams and organizations up, no matter the cultural context. She also shares concrete examples of the most common derailers in Hogan’s research: behaviors that fast-track promotions but quietly undermine trust and morale. Allison also offers a candid look at strategic self-awareness, the value of global perspective, and practical ways any organization can move from bias to balanced judgment. If you’re a leader, or an aspiring one, this episode delivers the research and real-world tactics you need to inspire true followership and foster organizational excellence in an era of rapid change. What You’ll Learn - The uncomfortable truth about reputation versus identity (and which one actually runs your career). - Emergence versus effectiveness: why the leaders who get promoted aren't the ones teams need. - Why your greatest strength can also become a derailer. - The global trust crisis and the surprising place leaders are best positioned to rebuild it. - Accountability: why employees are saying "you first." - Personality is climate, behavior is weather; what that means for your ability to change. Podcast Timestamps (00:00) – What is Leadership? (03:57) - Reputation Versus Identity in Leadership Assessment (06:45) - The Leadership Divide: Key Findings and Surprises (10:49) - Leadership Emergence vs. Leadership Effectiveness (13:08) - Behaviors That Get Leaders Promoted (But Hurt Teams) (20:20) - Closing the Leadership Gap: Individual and Organizational Solutions (28:06) - Balancing Ambition, Confidence, and Humility (34:59) - Can Leadership Skills Be Developed? (38:10) - The Current Context of Leadership Expectations (45:52) - Cultural Differences in Leadership Preferences KEYWORDS Positive Leadership, Hogan Assessments, Personality Assessment, Team Performance, Reputation vs Identity, Emergent Leadership, Leadership Gap, Charismatic Leadership, Strategic Self-Awareness, Leadership Development, Accountability, Integrity, Trust in Leadership, Communication Skills, Humility, Emotional Self-Regulation, Dark Side of Personality, 360 feedback, Global Leadership Trends, Data-Driven Selection, Cross-Cultural Leadership Differences, CEO Success
What does great leadership look like when AI is moving faster than most organizations can keep up? To answer this important question, I spoke with Joshua Gould, the CEO of thebigword, a global language technology and services company, where he helped grow the business from $6M to over $100M in revenue. In 2021 he sold the business to a large US based PE firm and continued on as CEO, where he has led a $20m technology investment into AI and automation. This episode tackles the challenge of leading in an Ai-driven world, examining why level-headedness, prioritization, and empathy are more vital than ever. The discussion surfaces candid insights on how leaders can cut through tech-driven noise, return to first principles, and make decisions that truly serve their teams and customers. During our conversation, Joshua shares real-world examples that bring the risks and rewards of AI adoption to life, from transforming pricing and market share strategies to reshaping entire job roles. Josh does not shy away from hard truths, exploring the necessity of honest conversations even when the answers are unpredictable or uncomfortable. For leaders searching for actionable advice on how to steward organizational culture, empower employees, and future-proof their businesses, this episode offers a blueprint grounded in candor, resilience, and a commitment to doing good. What You’ll Learn - How to cultivate level-headedness amidst noise. - Prioritize ruthlessly: It’s the antidote to overwhelm. - Use technology to serve your values. - Building a culture of adaptation and co-creation. - Why the best leaders lean into transparency and courage, even when It’s scary. - Empathy remains irreplaceable in an Ai-driven world. Podcast Timestamps (00:00) – Welcome to the Podcast (03:10) - Essential Leadership Qualities in the Age of AI (06:16) - Fundamentals Versus Hype: How to Make Sound Decisions (10:27) – Effectively Leading Through AI Advancement (12:39) - AI as a Pricing Weapon Rather Than a Productivity Tool (19:20) - Navigating Job Impact and Workforce Concerns with AI (24:09) - Courageous and Transparent Leadership in Disruption (29:29) - Leading Culture Change Amidst AI Fear and Resistance (34:38) - Grounding Adoption in Mission and Strategic Participation (41:00) - Preserving Critical Thinking and Avoiding AI Overreliance (48:03) - Empathy, Humanity, and Leadership in an AI Future KEYWORDS Positive Leadership, AI, Artificial Intelligence, Technology-Driven World, Level Headedness, Market Fundamentals, Fear-Based Decision Making, Prioritization, First Principles, Job Disruption, Upskilling, Employee Anxiety, Courageous Leadership, Transparency, Culture Change, AI adoption, Empathy, Critical Thinking, Executive Decision-Making, Value Creation, CEO Success
This week on the Do Good to Lead Well podcast, I sit down with bestselling author Eric Ries for a timely and thought-provoking conversation about leadership, mission, and the growing crisis of short-term thinking in business. Eric first transformed the entrepreneurial world with The Lean Startup. In his latest book, Incorruptible, he tackles a new challenge: why so many organizations lose sight of their purpose, compromise their values, and drift away from the very mission that made them successful in the first place. Together, we explore why many traditional business “best practices” are no longer serving leaders, employees, or society — and what it takes to build organizations that can withstand the pressures of short-term performance, protect trust, and stay anchored in their values over time. Through powerful stories, real-world examples, and surprising data, listeners learn how organizations can defend their mission, outlast competitors, and resist the economic “gravity” that pulls so many companies into compromise. From redefining profit as human flourishing to making trust and love into competitive advantages, the episode offers a blueprint for building companies that not only succeed financially, but endure. Whether you’re a founder determined to preserve your mission, or an executive seeking to build a culture of integrity, this episode is packed with practical guidance and inspiration. Tune in to discover what it truly means to become an incorruptible force for the good of your business and the good of humanity. What You’ll Learn - The perils of “best practices.” - Corruption isn’t just a crime – It’s losing your purpose. - How the moral logic of capitalism has been lost. - Redefining profit: Maximizing human flourishing. - Mission (not money) makes companies endure. - Trust and love are competitive advantages. - Governance isn’t boring. It’s your organization’s DNA. - Does growth kill mission? The risk is real. The reality does not have to be. - You can build incorruptible companies: An evidence-based business case. Podcast Timestamps (00:00) - A Special Topic and Guest (01:49) - From the Lean Start-up to Incorruptible (04:07) - Defining and Diagnosing Corruption (08:32) - The Moral Logic of Capitalism and Value Creation (13:03) - Redefining Profit and Human Flourishing (19:15) - Mission Drift and Protecting Organizational Purpose (22:01) - Outliers: Exceptional Companies and New Best Practices (25:29) - Financial Gravity, Longevity, and Employee Ownership (30:00) - Trust as Organizational Currency (34:23) - The Long Term Stock Exchange and Long-Termism (35:20) - Love, People-First Leadership, and Real Competitive Advantage (41:23) - Governance, Board Dynamics, and Creating Incorruptible Organizations (44:46) - Lessons from Case Studies: Zita Cobb and Beyond (49:16) - Closing Reflections and Practical Resources KEYWORDS Positive Leadership, Incorruptible, Integrity, Do Good to Lead Well, Long Term Thinking, Effective Governance, Market Reform, Lean Startup Method, Company Culture, Avoiding Short Term Thinking, Corruption, Capitalism, Value Creation, Shareholder Primacy, Business Ethics, Corporate Mission, Profit Redefinition, Human Flourishing, Stakeholder Alignment, Organizational Trust, Financial Gravity, Mission Controlled Companies, Organizational Character, CEO Success
On this week’s episode of Do Good to Lead Well, I am joined by Kevin Ford, the former CEO of Calian, whose track record as a transformational CEO sets the stage for a candid exploration of what really drives lasting personal and business success. We start by asking the question: Are authenticity and transparency more critical than ever in the age of AI? Our answer is a resounding ‘yes.’ We continue the conversation by exploring how the ATP trifecta—authenticity, transparency, and positivity—became the defining factor behind Kevin’s award-winning tenure as CEO. Our discussion moves beyond buzzwords, tackling real questions: How do you lead authentically even when you don’t have all the answers? How does transparency foster trust and spark breakthrough thinking? And why does a leader’s positive energy ripple through teams, especially in uncertain times? Packed with fresh perspectives and memorable stories, this conversation is essential listening for leaders and aspiring leaders looking to create thriving, rather than surviving, cultures. If you want to future-proof your leadership, build high-trust organizations, and learn how positivity can become your secret competitive edge, listen in to learn the tools and strategies that bring the ATP model to life for you. What You’ll Learn - The Power of Authentic Leadership. - Transparency as a Catalyst for Engagement. - Positivity as the Secret Sauce. - Building Trust in an Ai-Driven world. - Embracing Vulnerability for Growth. - Practical Ways to Become an ATP Leader. Podcast Timestamps (00:00) - Setting the Stage (02:38) - Defining ATP: Authenticity, Transparency, Positivity (03:13) - Personal Reflections on Legacy and Feedback (04:19) - Maintaining Core Values Amidst Public Company Pressures (05:16) - Exploring Authenticity: What It Means and Why It Matters (08:57) - Trust as a Foundation: Authenticity and Transparency in Practice (10:02) - Transparency: Challenges and Benefits for Modern Leaders (11:18) - The Power of ‘Thinking Out Loud’ (14:16) - The Downside of Command-and-Control Leadership (15:37) - Positivity as Secret Sauce: Leading Through Uncertainty (16:58) - Controlling How You Show Up: Practical Positivity (18:06) - Avoiding Negativity: Energy and Team Dynamics (21:30) - Community Call-to-Action: Living and Leading ATP KEYWORDS Positive Leadership, Authenticity, Transparency, Positivity, Leading Through AI/Disruption, Business Growth, Engaged Culture, Acquisitions, Public Company, Building Trust, ‘Think Out Loud’ Sessions, Workplace Culture, Personal Reflection, Legacy, Growth Mindset, Reframing, Employee Feedback, Positive Mindset, Resilience, Human Connection, Psychological Safety, Self-Awareness, CEO Success
How do leaders stay steady in the storm of tough choices? This week, I sit down with Jack Briggs, a retired major general with a 30-year career in the military who is also a highly seasoned, for a masterclass in pressure-tested decision making. The episode debunks the myth that high-stakes choices are unique to the military or boardroom. Instead, Jack argues, “pressure is pressure,” whether the risk is reputational, operational, or personal. The discussion highlights the three traits of the best decision makers: anchoring decisions in firm principles, seeking help with humility, and making the call… decisively, not reactively. Listeners will come away with four essential questions to use in any crisis and learn why reframing “crises” into a set of solvable problems is vital for calm, effective leadership. This conversation is a must for anyone seeking practical, repeatable strategies to lead well, even when the stakes—and the anxieties—are high. What You’ll Learn - Anchor your decisions in principles. - Lead with humility and build your team. - Distinguish between problems and crises. - The power of a structured decision framework. - Be decisive and own the outcome. - Focus on your sphere of influence. Podcast Timestamps 03:18 Jack's origin story: from the Thunderbirds to the Air Force Academy 05:37 When leadership first appeared: Boy Scouts, the leadership laboratory, and the Eagle Scout 07:37 The Air Force Academy as a leadership lab: authority vs. responsibility 10:42 Being the snowplow: how to delegate without abandoning accountability 14:11 Leadership is a science and an art: training the recipe, then adapting it 16:41 Combat to boardroom: why pressure is pressure regardless of context 19:19 Defending North America: leading at continental scale 21:28 The three characteristics of the best decision makers 23:24 The archer analogy: principles, input, decisiveness 26:45 What leaders get wrong: fighting the fight they wish they had 28:06 Mob rule, Moses, and principled decision-making 32:11 Crisis vs. problem: why language matters under pressure 33:10 Snowstorms and problem buckets: a real-world example 35:26 The four questions for high-stress decisions 40:01 Checklists that work: laminate it and they will keep it 43:18 Humility plus decisiveness: being disagree-able 45:36 Choosing the least worst option and owning it 48:35 Final thoughts: stop chasing outcomes, start leading in your three feet KEYWORDS Positive Leadership, Decision Making, Decision Making Under Pressure, Humility, Air Force Career, Military Leadership, Air Force Academy, Leadership Lab, Principles-Based Decisions, Delegating Authority, Crisis Management, Operational Risk, Financial Risk, Reputational Risk, Pressure in Leadership, Crisis vs Problem, Crisis Communication, CEO Success
Why do (senior) executives so rarely hear what they need to improve? I explore this critical leadership blind spot, inspired by a recent article in Fast Company by Dr. Tomas Chamorro-Premuzic and global thought leader on psychological safety, Amy Edmondson. Relying on thought-provoking research amplified by real-world case examples, this episode exposes the invisible barriers that often keep leaders in the dark and offers a toolkit for reversing the trend. From the dangers of hierarchical silence to the psychology of honest feedback, I review practical strategies we can all use including asking focused questions, acknowledging our own blind spots, and separating our immediate reactions from thoughtful reflection. The importance of acting on feedback, no matter how small, is a simple, yet frequently overlooked opportunity. I also share the powerful example of Alan Mulally, one of the most celebrated and respected CEOs of all-time, to highlight how we can transform our cultures from focusing on fear to unleashing our individual and collective potential. For leaders who are hungry to boost their impact and foster psychological safety, this episode is full of actionable advice on creating an environment where candor thrives and teams and leaders at every level can truly grow. What You’ll Learn - The benefits of feedback. - What is feedback? - Ask for specifics, not generalities - The power of specific questions. - Reward courage – It’s scary to offer someone feedback. - Act on feedback and communicate your changes. Podcast Timestamps 00:00 Welcome and Episode Introduction 01:37 Today's Topic: The Feedback Gap for Senior Leaders 04:04 What Feedback Really Is: The Zenger Folkman Definition 05:47 Why Senior Leaders Struggle to Receive Honest Feedback 08:11 Strategy 1: Ask for Disconfirming Data, Not General Impressions 10:31 Asking Specific, Targeted Feedback Questions 12:40 Strategy 2: Separate Ingestion from Reaction 14:57 Strategy 3: Focus on Patterns, Not One Data Point 17:18 Strategy 4: Act on One Small Piece of Feedback First 19:40 The Alan Mulally and Ford Turnaround Story 22:01 Red Lights Are Gems: Closing Thoughts KEYWORDS Positive Leadership, Feedback, Psychological Safety, Amy Edmondson, 360 feedback, Self-Awareness, Hierarchy, Power Differential, Leadership Development, Constructive Feedback, Actionable Feedback, Behavioral Change, Barriers to Feedback, Receiving Feedback, Accountability, Alan Mulally, Ford Turnaround, Transparent Leadership, CEO Success Source: Why senior leaders get less feedback—and how to change that - Fast Company
What does authenticity at work truly mean and why is it worth the effort? On this week’s episode, I have a thought-provoking conversation with Claude Silver, the world’s first Chief Heart Officer from VaynerMedia, about the messy, courageous path to being yourself, even when it feels risky. Together, we deconstruct major myths around vulnerability in the workplace, offering evidence and stories that show how authenticity drives not just well-being, but tangible results: lower turnover, greater innovation, and a sense of collective purpose. Inspired by Claude’s honest approach, our live listeners pose powerful questions that highlight common daily struggles such as hesitating to speak up, managing boundaries, and leading authentically under pressure. Claude brings empathy and actionable insight, emphasizing that psychological safety isn’t a luxury, but the backbone of sustainable performance. She also meets tough questions about hybrid work, digital disconnection, and the demands of high expectations with practical advice for human connection, even screen-to-screen. Whether you’re looking to find your voice at work or creating an environment where others share more of themselves at the office, this conversation offers a blueprint for creating impact through authenticity, empathy, and everyday courage. What You’ll Learn - Authenticity doesn’t mean sharing everything—it means showing up as you and taking up space. - Leaders aren’t expected to have all the answers; the magic happens when we guide, listen, and connect. - Empathy and accountability are not at odds. When people feel seen and valued, results follow. - Protect your energy and set boundaries; you cannot pour from an empty cup. - In challenging times, focus on what you can impact and be gentle with yourself. Podcast Timestamps 00:57 Welcome and introduction to Claude Silver 03:06 Origin story: Why Claude wrote Be Yourself at Work 04:48 The Chief Heart Officer role explained 07:01 Authenticity at work: Dipping your toe in 09:20 The cost of hiding who you are 12:19 The ROI of psychological safety and human-centered culture 15:42 Authenticity in high-performance transformation environments 18:24 Cultivating self-awareness: Where to start 21:26 Getting curious about your emotions 23:44 The biggest misconception about authenticity 26:06 Leaders don't need all the answers 28:38 Empathy vs. accountability: They're not opposites 33:17 Speaking up in meetings and overcoming imposter syndrome 36:12 Having difficult conversations with courage 39:41 Connection in a virtual and hybrid world 44:11 Cameras on: Why it matters 46:52 When your face comes across as intense 48:46 Staying grounded when the world feels heavy 52:41 Boundaries: The recovering codependent's guide 56:09 Closing message: Text three people today KEYWORDS Positive Leadership, Authenticity at Work, Psychological Safety, Workplace Culture, Empathy, Self-Awareness, Vulnerability, Maintaining Boundaries, People-Centered Leadership, Hybrid Work, Chief Heart Officer, Organizational Values, Imposter Syndrome, Emotional Intelligence, Collaboration, Belonging, Workplace Diversity, CEO Success
This week’s episode of Do Good to Lead Well features Lorraine K. Lee, award-winning keynote speaker, LinkedIn Top Voice, and bestselling author of Unforgettable Presence: Get Seen, Gain Influence, and Catapult Your Career. Right from the start, Lorraine challenges the myth that presence is an innate trait and persuasively argues that it is a learnable skill that anyone can develop through intention and small shifts. We explore the superpowers of introverts while also highlighting practical strategies for building credibility when you are the least experienced/youngest person in the room and how you can deliver high-impact presentations that engage an audience. Lorraine also provides her T.E.A. framework for effective communication in a virtual world. She highlights the importance of Technology, Energy, and Aesthetics to maximize our impact on video calls. This important conversation invites leaders and professionals to rethink how presence is built—in everyday moments, not just high-stakes situations. Listeners will walk away with accessible, evidence-based tools to unlock their own “superpowers” and show up with confidence, clarity, and unforgettable impact. What You’ll Learn - Reframe presence: From myth to mindset. - Presence is built in small moments, not just big ones. - Embrace and leverage your “presence superpowers”—Even as an introvert. - Turn nerves into fuel: Taming the anxiety monster. - Upgrade your virtual presence with T.E.A. (Tech, Energy, Aesthetics). - Design meetings for inclusion and impact. - How to redefine your LinkedIn presence. - Reframe imposter syndrome as growth data. Podcast Timestamps (00:00) – What is Unforgettable Presence? (04:49) – Presence as a Learnable Skill (07:24) – Developing Presence as an Introvert (10:12) - Managing Public Speaking Anxiety (13:06) – Common Misconceptions About Presence (18:22) - Presentation & Meeting Presence: Preparation and Impact (22:19) - Building Strong Virtual Presence in Remote/Hybrid Work (27:17) - Leading and Facilitating Engaging Meetings (31:12) - Power of Language: Minimizing vs. Empowering Communication (38:28) - Building LinkedIn Presence for Career Impact (42:41) - Presence as a Junior Team Member (49:15) - Maintaining Presence in High-Pressure Situations (52:00) - Overcoming Imposter Syndrome KEYWORDS Positive Leadership, Unforgettable Presence, Executive Presence, Introverts, Public Speaking, LinkedIn Strategies, Virtual Presence, Remote Work, Hybrid Meetings, Presentation Skills, Minimizing Language, Feedback Techniques, Communication, Imposter Syndrome, Psychological Safety, Meeting Facilitation, Personal Branding, Career Advancement, Storytelling, AI in Communication, Inclusive Leadership, CEO Success
How do you move from playing it safe to truly amplifying your impact? In this week’s energetic episode, I welcome back Dianna Fioravanti, President of Kuhne + Nagel Canada and bestselling author of "Flip the Switch," for a candid exploration of what it takes to silence self-doubt and step into authentic leadership. Dianna draws on her own setbacks and triumphs, revealing how even high performers can get stuck in fear or overthinking. Our conversation unveils her 6P model (person, purpose, passion, playbook, perseverance, partnership) as a roadmap for overcoming hesitation and achieving lasting transformation—not by becoming someone else, but by becoming more fully yourself. The stories and questions are deeply practical, designed to help listeners stop waiting for permission and start owning their voice. If you’re looking for tools to foster self-trust, design a meaningful legacy, and build resilience, this conversation is a must-listen. Discover how to flip your own internal switch and how to help those around you do the same. What You’ll Learn - Start with self-leadership. - Discover your purpose and passion — Learn the difference between what gives you direction and what fuels your energy. - Create your playbook to move from insight to consistent action, especially when life gets tough. - Cultivate perseverance so you can bounce back and keep moving forward. - Give yourself (and others) permission to move - Build partnerships and your “inner cabinet”—trusted allies who support, push, and celebrate you along the way. Podcast Timestamps (00:00) – What Does It Mean to Flip the Switch? (06:45) – Overcoming Inner Barriers (09:08) - The R.E.A.L. Model of Leadership (12:17) – The 6P Model (14:24) - Distinguishing Passion and Purpose (17:21) - The Role of Core Values in Self-Leadership (21:31) - Sustaining Passion and Rebounding from Setbacks (24:30) - The Importance of a Personal Playbook (29:29) - Giving Yourself Permission and Owning Your Voice (36:40) - Self-Assessment and Identifying Your Switches (41:19) - Building Partnerships and Your Inner Cabinet (44:52) - One Switch Listeners Can Flip Today KEYWORDS Positive Leadership, Self-Leadership, Courage, Purpose, Organizational Culture, People-First Leadership, Personal Growth, Overcoming Fear, Avoiding Overthinking, Dealing with Perfectionism, Sustained Motivation, The Power of a Playbook, Core Values, Introspection, Passion, Resilience, Empathy, Authenticity, Legacy, Psychological Safety, Vulnerability, Partnership, CEO Success
What does authentic leadership mean amid rapid change and digital noise? On this week’s episode of the Do Good to Leac Well podcast, I speak with Laura Paglia, CEO of the Canadian Forum for Financial Markets, who draws from her experience leading Canada’s top financial markets think tank and decades in private practice to answer this question. Her answers challenge the myth that ethics are just slogans, showing how integrity and transparency must guide every decision, even with the toughest choices. We also explore how to bring together diverse perspectives and contentious viewpoints, leveraging empathy without sacrificing progress and accountability. She also shares how she keeps herself and her team resilient by focusing on controllable outcomes. We also have a candid discussion about the impacts and opportunities of AI ranging from increased efficiency to navigating job disruption. Laura emphasizes the importance of maintaining our critical thinking and curiosity, even as technology transforms the informational and decision-making landscape. The conversation closes with an empowering message focused on the importance of stepping back, not personalizing setbacks, and always bringing your best self to work and life. This is the key to transformational growth and success. Tune in for an insightful journey from personal values to organizational change. What You’ll Learn - Lead by example: ethics and integrity must be lived, not just discussed. - Authenticity builds trust and effectiveness. - Mistakes are learning opportunities—be honest, be open. - Empathy, resilience, and perspective help navigate tough conversations and uncertainty. - Prepare for change (especially AI), but keep critical human insight at the forefront. - Value merit and reciprocity: invest in the people who uplift your organization. Podcast Timestamps (00:00) – Welcome to the Podcast (04:06) – What Are the Essential Leadership Qualities? (05:42) - Authentic Leadership & Integrity (10:03) - Building Ethical Cultures (13:34) – How Honesty, Diplomacy & Directness Can Co-exist (17:51) - Openness About Mistakes and Uncertainty (23:08) - Navigating Diverse Perspectives and Conflict (26:03) - Empathy in Leadership (31:38) - Personal and Organizational Resilience (38:31) - AI Impact & Adaptation (42:41) - Leading Through AI Uncertainty KEYWORDS Positive Leadership, Authenticity, Honesty, Ethics, Integrity, Organizational Culture, Communication, Transparency, Diplomacy, Emotional Intelligence, Listening, Empathy, Resilience, Adaptability, Self-Awareness, Continuous Learning, Meritocracy, Reciprocity, Teamwork, Empowerment, Critical Thinking, AI, Artificial Intelligence), Change Management, Personal Growth, Work-Life Balance, CEO Success
In this raw episode of Do Good to Lead Well, I welcome Tom Hardin, whose journey from Wall Street hedge fund analyst to one of the FBI’s most prolific informants is a powerful examination of what drives good people to cross ethical lines. Despite the widespread belief that corruption comes from major events, Tom outlines the subtle drift and rationalizations that can turn ambition into poor decisions. Tom makes a compelling case that most people are far more vulnerable to contextual pressures than they would care to admit. In fact, he argues that the more confident we are in our belief that we are incorruptible, the more likely we are to make an ethical misstep. Through honest storytelling, the episode urges us to move beyond blaming or distancing ourselves, challenging us to ask better questions, reflect on our own values, and foster workplaces where psychological safety and true accountability can thrive. For anyone seeking a deeply personal and vulnerable understanding of ethics, culture, and resilience, this conversation delivers practical tools for self-reflection, leadership, and building lasting trust. These heartfelt lessons matter at every level of business and life. What You’ll Learn - Why 80% of us are at risk of “moral drift” if we’re not vigilant - The crucial difference between mistakes and choices - Culture is what gets rewarded - How leaders can spot and stop ethical slippage, starting with “the little things” - The power of asking better questions—not just of your team, but of yourself - Why honesty, humility, and self-forgiveness are the real superpowers in leadership Podcast Timestamps (00:00) – The Decision to Share a Profound Story of Vulnerability (05:14) – Cheating is a Choice (09:19) – Ownership, Shame, and the Challenges of Self-Forgiveness (13:06) – Moral Drift and Rationalization (16:35) – How to Spot Warning Signs (24:05) – Culture, Values, and Leadership (40:01) – Resilience and Redemption (45:08) – Radical Listening (48:22) – A Story of Hope and Personal Agency KEYWORDS Positive Leadership, Insider Trading, Behavioral Ethics, Organizational Culture, FBI Informant, Compliance, Self-Reflection, Vulnerability, Rationalization, Psychological Safety, Ethical Culture, Whistleblowing, Character Development, Integrity, Reputation vs. Character, The Peril of Incentive Structures, Ethical Decision-Making, Personal Values, Resilience, Redemption, Asking Clarifying Questions, Moral Drift, Organizational Justice, CEO Success
In this timely and important episode, Craig sits down with Lily Zheng, one of today’s leading voices on workplace transformation, to tackle the challenges and evolution of DEI. Lily brings both research-backed frameworks and real-world pragmatism, reflecting on how shifting from DEI to FAIR offers a practical way through current backlash and confusion. Lily’s refreshing candor provides a thought-provoking and valuable frame to the conversation. They don’t shy from complexity, but treat hesitancy, fear, and failure as necessary parts of meaningful progress. The episode is filled with practical advice, including tying every initiative to a real business problem, focusing on behaviors not buzzwords, and the need for every leader to own the responsibility for inclusion. Technology’s double-edged role is candidly discussed, warning leaders that AI will multiply both strengths and flaws. At its core, this episode asks: how do we actually do better? Lily urges leaders to focus on “atomic units” of behavioral change, reminding us that real progress is messy, ongoing, and built one intentional action at a time. What You’ll Learn - The power and pitfalls of language in DEI work. - Navigating the politicization of inclusion. - Let data—not dogma—drive your priorities - Move beyond ‘admiring the problem’: Replacing performative acts with real progress. - Redefining representation: Beyond the numbers. - Technology & AI: A double-edged sword. - The power of atomic units of change. Podcast Timestamps (00:00) - Introduction to Lily Zheng and the Origin of the Book (08:00) - Reframing DEI: Why Focus on Fairness? (14:41) – Lessons in Leadership: DEI Backlash (20:34) - From Performative to Problem-Solving DEI (25:15) - Systemic Change & Diversity Leadership (35:55) - Representation vs. Quotas and Building Trust (43:04) - Technology, AI & Fairness Risks (48:38) - FOFO: Fear of Finding Out and Organizational Reality (56:14) - The Atomic Unit: Driving Change Through Behaviors KEYWORDS Positive Leadership, Fairness, DEI, Inclusion, Equity, Representation, Organizational Change, Systemic Change, Workplace Culture, Diversity, Performative DEI, Accountability, Unconscious Bias Training, Artificial Intelligence, Politics, Cultural Transformation, CEO Success
In this week’s episode of the Do Good to Lead Well podcast, I speak with Vanessa Druskat, a globally recognized expert in team performance and author of "The Emotionally Intelligent Team." Vanessa shares the inspiration behind her research, highlighting the gap between anecdotal advice and evidence-based practices for building successful teams. She discusses the importance of cultivating esprit de corps—meaning a sense of belonging, value, and psychological safety—within teams, and emphasizes that this must come from both leaders and team members. Our conversation explores practical norms and routines that emotionally intelligent teams use, dispelling myths around individual emotional intelligence versus collective TeamEI. Vanessa provides actionable examples, such as brief check-ins, team charters, and structured feedback mechanisms, underscoring the need for leaders to be intentional, especially in remote or hybrid environments. Questions from the live audience explored topics such as the role of team charters, overcoming ineffective norms, and the courage required to embrace feedback and conflict constructively. The episode is packed with research-backed insights and practical strategies to help leaders create high-performing, emotionally intelligent teams. What You’ll Learn - Great teams do things differently… and intentionally. - The importance of assessing your team’s norms (anonymous surveys work wonders!). - Develop a charter and revisit it regularly. - Make feedback part of your culture rather than a once-a-year event - How to lead remote/hybrid teams effectively. - Why you want to finish meetings with a Plus/Delta. Podcast Timestamps (00:00) – Welcome to the Podcast (10:25) - Defining Team Emotional Intelligence vs Individual EQ (19:56) - Common Team Norms: Good, Bad, and Misunderstood (24:32) - Creating and Using Team Charters (27:12) - Activities to Build Understanding and Belonging (32:11) - Best Practices for Team Assessment (36:54) - Feedback and Accountability in Emotionally Intelligent Teams (41:20) - Constructive Conflict and Avoiding Sidebar Conversations (49:33) - Emotional Intelligence in Remote and Hybrid Teams (54:33) - Final Reflections KEYWORDS Positive Leadership, Emotional Intelligence, Team Emotional Intelligence, Team Norms, Self-awareness, Psychological Safety, Feedback Culture, Team Rituals, Team-Building, High-Performing Teams, Team Assessment, Team Charter, Remote Teams, Hybrid Teams, Collaboration, Accountability, Sense of Belonging, Respect, Onboarding, Team Effectiveness, CEO Success
It seems that uncertainty is the rule rather than the exception, and this trend only appears to be intensifying with each passing day. In this environment, making high-quality decisions is of paramount importance. For this solo episode of the Do Good to Lead Well podcast, I reference groundbreaking research published in MIT Sloane Management Review to identify five traits for effective decision-making, which were derived from a global study of business leaders. The common thread that runs through these five qualities is that they are learnable. Another key element is that our mindset plays a critical role in influencing our effectiveness, a theme we have discussed multiple times before. Tune in to learn how you can become a highly skilled decision maker by avoiding common traps that can undermine our effectiveness. KEYWORDS Positive Leadership, Personal growth, Decision-Making, Managing Stress, Navigating Uncertainly, mastering our Mindset, Growth Mindset, Focus on the Positive, CEO Success Source: Five Traits of Leaders Who Excel at Decision-Making
In this episode of Do Good to Lead Well, I welcome Dr. Jacqueline Sperling, a clinical psychologist, assistant professor in psychology at Harvard Medical School, and the co-founder and co-program director of the McLean Anxiety Mastery Program at McLean Hospital to discuss her latest book, “Find Your Fierce: How to Put Social Anxiety in Its Place.” Motivated by long waitlists at treatment centers and the slow path many face toward accessing help for social anxiety, Jacqueline Sperling shares her mission: to offer practical, evidence-based tools that anyone can use, regardless of clinical diagnosis or age. She grounds her message in empowerment, emphasizing that anxiety is a universal emotion—sometimes adaptive, sometimes disruptive—but always manageable with the right approach. Major themes include: • Understanding Anxiety: Dr. Sperling defines anxiety as a forward-looking form of fear and reframes it as a resource that can help us prepare for life’s challenges, provided we don’t let it dominate our decision-making. • The Thoughts-Feelings-Behaviors Model: Our discussion breaks down how our internal dialogue, emotions, and actions interconnect. Techniques like “stop, drop, and roll” and identification of unhelpful thought categories (catastrophizing, shoulds, overgeneralizing) are brought to life through questions from the live audience. • Leadership and Team Dynamics: We explore how leaders can compassionately address anxiety in their teams, foster psychological safety, and model healthy boundaries, which are especially during disruptive times and organizational uncertainty. Check out this episode for an honest, caring invitation for how we can create lasting mental health hygiene: a daily, mindful practice to care for ourselves, as we pursue meaningful work and lead with compassion. What You’ll Learn - How to flip the script when you always expect the worst. - How leaders can compassionately support team members stuck in negative thought cycles. - Strategies for dealing with imposter syndrome and perfectionism. - Practical tips for receiving feedback without defensiveness. - Ways to maintain resilience in uncertain, disruptive times. - The power of mental health hygiene. Podcast Timestamps 02:15 Dr. Jacqueline Sperling's background 04:07 Origin story of "Find Your Fierce" book 05:48 Understanding anxiety vs. fear 07:49 The three-component model (thoughts, feelings, behaviors) 10:04 Stop, drop, and roll technique 14:23 Managing catastrophizing in team members 18:54 Addressing imposter syndrome 23:01 Overcoming fear of speaking up in meetings 28:08 Values-based anxiety management 31:53 The "shoulds" and "musts" trap 33:51 Receiving feedback effectively 38:03 Managing team anxiety during disruption 40:06 Addressing perfectionism 44:40 Delegation and leadership anxiety 48:33 Overgeneralizing dangers 52:07 Mental health hygiene practices KEYWORDS Positive Leadership, Managing Anxiety, Social Anxiety, Thought-Feeling-Behavior Model, Catastrophizing, Mindfulness, Imposter Syndrome, Perfectionism, Exposure Therapy, Behavioral Experiments, Self-insight, Mental Health Hygiene, Resilience, Stress Management, Reframing, Team Dynamics, Sleep Hygiene, Self-care, CEO Success
