• People Before Policies: The Art of Being Human (with Stéphane Grenier)
    2025/04/22
    Host Christi Scarrow and Stéphane Grenier, founder of Mental Health Innovations Consulting, discussed his leadership journey, emphasizing the “leaders eat last” philosophy—putting employee needs before personal interests. Grenier criticized rigid organizational policies and stressed flexible, people-first leadership. He also called out token mental health initiatives like Mental Health Awareness Week and Bell Let's Talk Day, advocating instead for cultures built on genuine care and peer support. He emphasized that shifting organizational culture to support mental health is a long-term, patient process.Action Items-Establish a culture of care where employees feel empowered to support each other.-Avoid short-term fixes; commit to a multi-year process for lasting mental health support.-Be patient and persistent—results may not be immediate, but they will come.OutlineLeadership Lessons from the Military-Stéphane recalls his military leadership experiences, where inspiring people mattered more than raising voices.-He embraced the “leaders eat last” mindset—leaders ensure employees have what they need to thrive.-Success comes from focusing on people, not just performance metrics.Balancing Performance and Individual Needs-Stéphane argues for policies that are flexible and adaptable to real human needs.-He critiques rigid bereavement rules and shares a general’s advice: make exceptions when policies fail people.-Leaders must be courageous and prioritize humanity over uniformity.The Role of Policies and Flexibility-Policies should guide, not dictate, leadership behavior.-Leaders need the courage to bend policies when necessary to support their people.-A people-first approach sometimes requires risk tolerance and rule-bending.Creating a Culture of Care-Stéphane critiques symbolic gestures like awareness weeks, which lack lasting impact.-True care comes from continuous, meaningful efforts to value and support staff.-Leaders must cultivate environments where peer support is natural and encouraged.Empowering Peers for Support-Leaders should not try to do everything alone—they must enable peer support systems.-It’s about creating an open, trusting culture where employees reach out to one another.-Employees should feel seen, supported, and valued by both leaders and peers.The Long-Term Investment in Mental Health-Stéphane identifies three leadership mindsets: dismissive, complacent, and transformational.-Only those committed to real change will see deep, lasting results.-Organizational culture shifts are slow but worth the time and effort.The Importance of Patience and Long-Term Investment-Culture change is like buying an air conditioner—it’s a long-term investment, not an instant fix.-Leaders must stay focused on building the right conditions and be prepared to wait for results.-Consistent effort pays off in the form of sustainable well-being and improved morale.The Role of Leaders in Setting Conditions-Leaders don’t need all the answers—they need to create the right environment for support to flourish.-Empowering others is key to a strong, self-sustaining culture of care.-Patience, empathy, and long-term thinking are the foundations of effective leadership.The Impact of Economic Challenges-Even during tough times, mental health support should remain a priority.-Stéphane urges leaders not to freeze or cut back on these efforts when challenges arise.-A strong mental health culture is not a luxury—it’s a necessity for resilience.Useful LinksHost: Christi's Web PageGuest: Mental Health InnovationsLighthouse NINE Group: WebsiteContributorsMusic: All The Fixings by Zachariah HickmanEditing: tribe74
    続きを読む 一部表示
    24 分
  • What's Good for the Goose Might be Good for You (with Tracy Nolan)
    2025/04/08

    Host Christi Scarrow is joined by Tracy Nolan, Senior Vice President at Humana and Board Member at Dress for Success, who discusses her leadership journey, emphasizing the importance of understanding individual motivations and respecting different career goals. She highlights the value of listening and asking questions to foster understanding. Nolan shares a story about a goose that illustrates how you might be missing what truly matters to people. She also stresses the significance of providing and receiving feedback, noting that tough conversations are crucial for growth. Nolan advises leaders to balance their time between doing, managing, and leading, and to have regular check-ins with their teams for better performance and development.


    Action Items

    -Reflect on where you are spending your time as a leader - doing, managing, or leading.

    -Allow time to truly listen to, hear and act upon employee concerns, especially during times of change.

    -Schedule regular 1-on-1 check-ins with your team members, even if you don't have specific agenda items.

    -Seek out feedback, including 360-degree feedback, to identify areas for your own personal growth and development.


    Outline


    Early Career Lessons and Initial Leadership Challenges

    -Tracy shares an early career lesson from her time in retail, emphasizing the importance of understanding different motivations within a team.

    -Tracy recounts a story about pre-judging a colleague's work ethic, learning that not everyone has the same career ambitions.

    -Christi relates to Tracy's experience, discussing the challenge of judging others based on personal ambitions.


    The Importance of Listening in Leadership

    -Tracy discusses the importance of listening as a key leadership skill, emphasizing the need to seek understanding.

    -Christi agrees, noting the common mistake of new managers who feel they need to set the scene and give directions.

    -Tracy shares a story about holding weekly open calls during a company transition, highlighting the value of listening to team concerns.

    -She recounts a specific example where a team's concern about a goose in the parking lot led to a positive outcome, illustrating the impact of listening.


    Handling Tough Conversations and Feedback

    -Tracy talks about the challenges of having tough conversations with senior leaders, sharing a story about a leader with a temper.

    -She explains how providing feedback can lead to positive changes, even if it is initially met with resistance.

    -Christi and Tracy discuss the importance of feedback as a gift, even if it is initially difficult to accept.

    -Tracy shares her experience with a recent 360-degree feedback process, emphasizing the value of continuous learning and development.


    Balancing Doing, Managing, and Leading

    -Tracy advises leaders to assess where they are spending their time between doing, managing, and leading.

    -She suggests using a simple exercise to track time spent in these areas and adjust accordingly.

    -Tracy emphasizes the importance of regular one-on-one check-ins with team members to ensure open communication.

    -Christi agrees, noting that reflecting on time allocation can help improve team performance and reduce dysfunction.


    Final Thoughts on Leadership Journey

    -Tracy concludes by emphasizing that leadership is a continuous journey, requiring continuous learning and self-improvement.

    -She encourages leaders to help their teams learn and grow, which will lead to better results and a more fulfilling experience.

    -The conversation ends with a mutual appreciation for the importance of effective leadership and continuous improvement.


    Useful Links

    Host: Christi's Web Page

    Guest: TBD

    Lighthouse NINE Group: Website


    Contributors

    Music: All The Fixings by Zachariah Hickman

    Editing: tribe74

    続きを読む 一部表示
    24 分
  • Being Present During Difficult Times (With Preet Makkar)
    2025/03/18

    Host Christi Scarrow talks to Preet Makkar, the Head of Human Resources at Haleon, who emphasizes authenticity in leadership. She discusses managing personal and professional stressors, advocating for emotional regulation and self-awareness. Preet highlights how leaders' emotional states impact employee retention, noting how negativity can increase turnover. She stresses candid conversations, prepared feedback, and continuous growth through self-reflection and mentorship. She underscores vulnerability in building trust and effective leadership.


    Action Items

    -Engage in personal reflection and understand your triggers to get “out of the box”

    -Prepare for difficult conversations with specific examples and clear impact.

    -Schedule feedback when the recipient is in the right frame of mind.

    -Follow up after feedback to address questions or concerns.

    -Embrace positive feedback to identify strengths.

    -Reflect on triggering feedback for growth.


    Outline


    Lessons in Authentic Leadership

    -Preet stresses being an authentic leader and staying true to oneself.

    -Christi notes leadership's complexity due to maintaining an image.

    -Preet discusses challenges of staying present amid pressures.


    Emotional Regulation and Triggers

    -Preet highlights how personal struggles impact leadership and the importance of being present as a leader.

    -Preet explains the concept of "going into the box" and its negative emotional effects and the financial and engagement risks of prolonged negativity.


    Building Trust and Self-Awareness

    -Preet emphasizes self-awareness and self-reflection in leadership.

    -Preet stresses work-life integration and self-investment post-pandemic.


    Vulnerability and Emotional Trust

    -Preet shares a personal story, drawing leadership parallels to parenting. She highlights the need for openness and vulnerability's role in building trust.

    -Preet reflects on generational attitudes toward vulnerability and stresses that vulnerability fosters emotional trust.

    -Christi shares lessons from good and bad managers.


    Handling Difficult Conversations

    -Preet stresses the importance of candid conversations at work and at home.

    -She shares the quote that “avoiding difficult conversations is trading in short term discomfort, for long term dysfunction.”

    -Preet advises preparing for conversations with clarity and timing.


    Balancing Support and Psychological Safety

    -Christi and Preet discuss balancing support and psychological safety.

    -Preet critiques the "s*** sandwich" feedback approach and dvocates for clear, specific, and prepared feedback conversations.

    -She emphasizes follow-up and continuous discussions for growth.


    Receiving and Embracing Feedback

    -Christi asks about making feedback easier to receive.

    -Preet stresses embracing positive feedback and strength and shares a story about a triggering word and dealing with unresolved issues.

    -She advises thanking people for honest feedback and using it for growth.


    Self-Awareness and Continuous Development

    -Christi asks her to discuss the role of self-awareness in development.

    -Preet highlights learning through experiences and mentorship and encourages embracing feedback for self-improvement.

    -She warns against treating feedback as mere theory without action.


    Final Thoughts on Leadership

    -Emphasizes leadership as a responsibility and a chance for growth.

    -Encourages leaders to take their role seriously and be memorable.


    Useful Links

    Host: Christi's Web Page

    Guest: Haleon

    Lighthouse NINE Group: Web page


    Contributors

    Music: All The Fixings by Zachariah Hickman

    Editing: tribe74

    続きを読む 一部表示
    22 分
  • Building Trust by Walking Around (With David Singer)
    2025/03/04

    David Singer, President of Thomas Large and Singer, emphasizes the importance of listening in leadership, drawing from his sales background. He stresses the value of patience and active listening to understand employee concerns, leading to better outcomes. Singer suggests focusing on building empathy in his employees, advocating for regular constructive feedback and trust-building through personal connections. He highlights the need for leaders to be approachable and present, balancing formal feedback tools with personal interactions. Singer underscores the significance of trust and humanity in fostering effective leadership and team alignment.


    Action Items

    -Provide constructive feedback to managers regularly.

    -Carve out time to walk around and build trust with employees through personal conversations.

    -Use 360-degree reviews and external leadership training to improve leadership skills.

    -Develop emotional intelligence and self-awareness in high-performing team members lacking these skills.


    Outline

    The Importance of Active Listening

    -David Singer shares advice from a manager to use the "two ears, one mouth" rule, emphasizing listening.

    -He stresses the need to be patient and listen fully to employees to avoid misguided solutions., noting that leaders often know less about specific issues and should let employees communicate.

    -He highlights waiting through pauses to gather more information and admits to working on patience daily.


    Influencing Change and Building Trust

    -David suggests writing thoughts down to improve focus and creating a safe space for employees to share openly.

    -He notes that driving change requires understanding root issues and listening to all perspectives.

    -Specifically he shares that credibility is key and rushing into solutions can harm trust.


    Managing Talented and Building Empathy

    -David shares the need to build empathy in employees; with less focus on driving performance.

    -He discusses providing regular constructive feedback and managing by walking around.

    -He recommends HR tools like 360-degree feedback reports help evaluate leadership and having a balance between personal connections with formalized feedback tools.


    Hybrid Work and Leadership

    -Singer acknowledges hybrid work challenges and emphasizes relationship-building.

    -He discusses using tools like 360-degree feedback and external training to maintain rapport and understand employee needs.


    Advice for Struggling Managers

    -David advises struggling managers to build trust and foster humanity in leadership.

    -He emphasizes the importance of personal connections and creating a safe space for employees are key.

    -Christi thanks David for sharing insights on building trust and humanity in leadership.


    Useful Links

    Host: Christi's Web Page

    Guest: Thomas, Large and Singer

    Lighthouse NINE Group: Website


    Contributors

    Music: All The Fixings by Zachariah Hickman

    Editing: tribe74

    続きを読む 一部表示
    20 分
  • The Art of Storytelling to Engage Your Team (With Teri Kingston)
    2025/02/18

    Teri Kingston, founder and CEO of Real Impact Speaking and TEDx coach, shares her entrepreneurial journey and the importance of storytelling in leadership. She emphasizes continuous learning in marketing and public speaking. Teri recounts her transition from volunteer coaching to a paid business model, guided by a business coach's advice, and underscores storytelling's role in team building and corporate culture, drawing on her work with the Ottawa Police Services and refugee organizations. She urges leaders to develop storytelling skills to enhance team communication and influence.

    Action Items

    -Incorporate storytelling in to corporate messing regularly

    -Consider training for leaders to use storytelling more effectively to engage their teams

    -Become a "story nerd," using books, courses, and coaches for skill development.


    Outline


    Journey and Early Lessons

    -Teri discusses the challenges of self-leadership as an entrepreneur, sharing insights on promoting and firing herself.

    -She highlights the need for continuous learning, particularly in marketing.


    Transitioning to a Business Model

    -Teri explains her shift from unpaid coaching to a thriving business, spurred by advice to value her skills.

    -She values follow-ups with past TEDx speakers to gauge their growth and impact.

    -Christi relates, appreciating the value of paid expertise.


    Storytelling in Leadership

    -Teri emphasizes storytelling as vital for team building and cultural shifts, citing work with OPS and refugee organizations.

    -She advises leaders to use storytelling to articulate vision and manage change effectively.


    Overcoming Nerves in Public Speaking

    -Teri identifies common speaker challenges like nerves and preparation, offering strategies to overcome them.

    -She mentions her joy in seeing speakers grow and an upcoming workshop focused on managing anxiety.

    -Through coaching, speakers discover personal growth and untapped capabilities.


    Practical Storytelling Tips

    -Teri advises leaders to recognize communication skills as valuable workplace tools.

    -She recommends resources like Matthew Dicks’ teachings and encourages capturing everyday stories for presentations.

    -Authenticity and vulnerability are key to building audience connections.


    Storytelling for Employee Engagement

    -Storytelling boosts engagement and helps leaders communicate succinctly in meetings.

    -Teri recounts a team’s success in using storytelling to convey their message effectively.

    -Christi acknowledges the need for practice in integrating storytelling.


    Resources for Aspiring Storytellers

    -Teri urges leaders to become "story nerds," suggesting books, courses, and hiring coaches for skill development.

    -She and Christi highlight Teri’s book as a valuable resource for listeners.

    -Teri expresses gratitude for the conversation and opportunity to share her expertise.


    Useful Links

    Host: Christi's Web Page

    Guest: Real Impact Speaking

    Teri’s Book: Get Ready for TED When TED is Ready for YOU!

    Lighthouse NINE Group: Web page

    Matthew Dicks: Making Stories Come Alive


    Contributors

    Music: All The Fixings by Zachariah Hickman

    Editing: tribe74

    続きを読む 一部表示
    20 分
  • Servitude to Connect People to Your Vision (with Bryan Clayton)
    2025/02/04
    Bryan Clayton, CEO of GreenPal, joins Host Christi Scarrow and discusses his journey from realizing his initial leadership failures to understanding the importance of self-improvement and genuine care for employees, emphasizing that leadership is about servitude. He highlights the necessity of investing in company culture and the importance of being authentic and present and shares that it took him seven years to recognize and address this, stressing that leadership is a continuous learning process and advises new leaders to embrace the challenge, seek improvement, and that leadership is a lifelong journey.Action Items-Read books, attend leadership conferences and listen to podcasts on leadership to continuously learn and improve.-Be the role model as a leader. Your actions and enthusiasm will help people to connect to your vision.-Embrace leadership as an act of servitude. Truly care about your people and help to get to where they want to go in life.OutlineEarly Leadership Realizations-Bryan shares an early career pivotal moment when he realized his leadership was lacking, feeling like a victim and blaming others.-He had a wake-up call that his company's issues were a reflection of his own leadership and personality.-He emphasizes the importance of self-improvement to improve the business, a process that took him seven years to understand.Developing Leadership Skills-Bryan explains that leadership is about servitude and caring for the people working with him.-He emphasizes the need to genuinely care about employees' personal lives and how the company fits into their goals.-He describes the long-term effort required to build a positive company culture, which took about three years to notice significant improvements.Signs of a Toxic Culture-Bryan suggests that if the founder doesn't want to go to work, it indicates a problem.-He advises making hard changes, including letting go of certain customers or employees and rebuilding the business from the inside out.-He stresses the importance of enthusiasm and being willing to make tough decisions to turn things around.Pulse-Checking Employee Morale-Bryan recommends internal surveys and customer reviews as valuable feedback sources.-He notes that body language and overall attitude in the workplace are also important indicators.-He advises talking to employees and customers to understand what needs to change and improve.Challenges of Modern Leadership-Bryan shares his experience starting his second business, GreenPal, and the realization that leadership can't be half-assed.-He emphasizes the need to lead by example, be the first in and last out, and take the mission seriously.-He highlights that building a high-performance team requires full commitment and effort.Importance of Connection and People-Bryan agrees, stating that success is about everyone getting to the finish line together and feeling good about it.-He emphasizes that life becomes unrewarding without the satisfaction of working with and connecting with others.-He reiterates the need for leaders to be all-in and committed to their mission.Advice for Struggling Leaders-Bryan acknowledges that leadership is hard and not taught in schools or business programs.-He advises recognizing that everyone starts as a bad leader and that it's a continuous journey of improvement.-He encourages reading books, listening to podcasts, attending conferences, and embracing the never-ending process of leadership growth.Final Thoughts and Encouragement-Christi summarizes Bryan's advice and emphasizes the importance of humility and continuous learning. He agrees and encourages leaders to start their journey and be open to growth and challenges.-He highlights that leadership is a rewarding and satisfying experience when done well.Useful LinksHost: Christi's Web PageGuest: GreenPalLighthouse NINE Group: Web pageContributorsMusic: All The Fixings by Zachariah HickmanEditing: tribe74
    続きを読む 一部表示
    17 分
  • Creating Space for Difficult Conversations (with Lorrey Arial Bonilla)
    2025/01/21

    Host Christi Scarrow and Lorrey Arial Bonilla, Executive Director at ECCDC, discuss key lessons in leadership, emphasizing the importance of relationships, networking, and work-life balance. She highlights the need for strong communications with boards, staff, funders, and stakeholders, and the value of seeking external support to avoid isolation. Lorrey stresses the importance of resiliency, time management, and prioritizing tasks to prevent burnout. She also underscores the significance of regular goal-setting meetings and open dialogues to understand staff needs and improve engagement. Finally, she advises on recognizing staff efforts through various forms of appreciation to foster a supportive and motivated team.


    Action Items

    -Send thank you cards as a form of recognition. -Identify and model a work-life balance -Look for new ways to connect and acknowledge your team members


    Outline Early Lessons in Leadership

    -Lorrey shares her extensive experience at ECCDC, having been with the organization for 28 years and in her current position for nine years. -Lorrey identifies three key lessons: the importance of relationships, networking, and work-life balance.



    The Importance of Relationships

    -Lorrey emphasizes the significance of strong relationships with the board, staff, funders, and stakeholders. -She highlights the need for respectful, transparent, and responsive relationships with stakeholders. -Lorrey discusses the importance of networking and seeking support from peers and colleagues in similar roles. -Christi reinforces the value of networking, sharing her own experience of not prioritizing it enough in her corporate role.


    Balancing Work and Life

    -Lorrey identifies work-life balance as a crucial lesson, emphasizing the need to prioritize and manage time effectively. -She discusses the challenges of avoiding the habit of working late and the importance of modeling a healthy work-life balance for staff. -Christi agrees, noting the tendency for purpose-driven organizations to require long hours, which can lead to burnout. -Lorrey mentions the need to trust staff to manage their own workload and not to fall into the routine of working late regularly.


    Staffing Challenges and Solutions

    -Lorrey identifies staffing as a significant challenge, focusing on recognizing and leveraging staff strengths and interests. -She discusses the balance between creating independent work environments and providing necessary support and coaching. -Christi acknowledges the common struggle with staffing and asks for Lorrey's insights on when to step in and when to step back. -Lorrey emphasizes the importance of regular goal-setting meetings and open dialog to understand staff needs and provide appropriate support.


    Recognition and Support Strategies

    -Lorrey highlights the importance of recognizing staff efforts through various means, from quick emails to formal celebrations. -She provides examples of different recognition strategies, including thank-you cards, team gatherings, and raffles for time off. -Christi shares a personal example of receiving a thank-you card from Lorrey, emphasizing the impact of small gestures. -Lorrey advises being kind and patient to oneself, taking baby steps, and viewing challenges as learning opportunities rather than personal setbacks.


    Final Thoughts and Advice

    -Lorrey encourages managers to look for new ways to connect with staff and recognize their efforts in meaningful ways. -She emphasizes the importance of being open to challenges and learning from them. -Christi thanks Lorrey for her insights and advice, and encourages listeners to find resources on navigating leadership challenges. -The conversation concludes with mutual appreciation and well-wishes.



    Useful Links

    Host: Christi's Web Page

    Guest: ECCDC

    Lighthouse NINE Group: Web page




    Contributors

    Music: All The Fixings by Zachariah Hickman
    Editing: tribe74

    続きを読む 一部表示
    22 分
  • Heartbeats over Headcount (With Yves Dalcourt)
    2025/01/07

    Yves Dalcourt, Managing Director at Miele in Australia and New Zealand, discusses his leadership experience during the COVID-19 pandemic. He emphasizes the importance of personal connection, daily communication, and creating a positive culture. Dalcourt highlights initiatives like the "song of the day" and consistent email updates to maintain morale. He also shares his philosophy of valuing employees as "heartbeats" rather than just head counts. Reflecting on his career, he stresses authenticity, adapting to different generations, and learning from both good and bad leaders.

    Action Items

    -Continue to build personal connections with employees and foster a strong, collaborative culture. Implement creative, engaging activities to keep the team motivated and connected during challenging times. -Maintain consistent, transparent communication with the entire organization to provide direction and reassurance. -Adapt leadership style to effectively connect with and support the needs of younger, more tech-savvy employees.

    Outline

    Strategies for Leading During a Pandemic

    -Yves explains the two main strategies he and his management team developed: prioritizing the health and safety of employees and ensuring the business could continue. -He emphasizes the importance of personal connection and daily communication with employees for reassurance and to build trust. -He initiated a "song of the day" activity to keep employees engaged and connected.

    Building a Culture of Connection

    -Yves discusses the importance of personal connection in leadership, using the term "heartbeats" instead of "head counts" to emphasize the human element. -He shares how this focus on personal connection helped create a strong company culture and engagement, even during challenging times. -He highlights the long-term positive impact on the company's culture and engagement, emphasizing the importance of not wasting a crisis.

    Lessons Learned from Early Leadership Experiences

    -Yves recounts his first job experience, where the CEO failed to acknowledge him, which shaped his commitment to connecting with employees. -He emphasizes the importance of being an authentic leader who values human connection and adapts to different situations and environments. -Yves shares how he learned from both good and bad leaders, taking the best practices and avoiding the negative traits.

    Navigating Challenges with Bad Leaders

    -Yves recommends understanding the needs and communication preferences to build trust and establish a connection. -He emphasizes the importance of not getting emotionally involved and focusing on the end goal when dealing with difficult bosses. -Yves suggests having a good network outside the workplace to vent and share similar experiences, which can provide support and perspective.

    Adapting to Different Generations and New Leaders

    -Yves discusses the importance of understanding different perspectives and needs. -He shares how his daughter, who is a millennial, helps him connect with this generation and adapt his leadership style. -Yves emphasizes the need to be relevant and connect with new leaders to shape them for the future of the business.

    Final Thoughts on Leadership and Personal Connection

    -Yves advises leaders to have fun and not take their roles too seriously, emphasizing the importance of enjoying the journey. -He encourages others to surround themself with great people. -Yves shares his belief that leaders should not feel the need to have all the answers and should be comfortable with not knowing everything. -He concludes by encouraging leaders to focus on the positive and not let stress and challenges overwhelm them, emphasizing the importance of resilience and adaptability.

    Useful Links

    Host: Christi's Web Page

    Guest: Miele

    Lighthouse NINE Group: Web page



    Contributors

    Music: All The Fixings by Zachariah Hickman

    Editing: tribe74

    続きを読む 一部表示
    22 分