90th Percentile Leadership: Insights. Backed by Data.

What if the biggest barrier to performance isn’t an individual leader—but the team itself? In this episode of The 90th Percentile, we speak with Paul Leboffe, longtime facilitator of Zenger Folkman’s Extraordinary Team experience. With 25+ years of business and legal expertise, Paul has helped teams uncover blind spots, strengthen trust, and dramatically improve how they work together.

Paul and host Bre Okoren explore why team development is no longer optional in today’s dynamic, digital, and diverse workplace. They discuss why focusing solely on individual leaders can backfire, how benchmarking boosts motivation, and the surprising ways “being too nice” can erode trust.

If you’ve ever wondered whether one workshop can truly shift how a team functions—this episode might just change your mind

Learn more about The Extraordinary Team Development Experience. 

Teams create collective intelligence. Developing individuals in isolation often fails because the team dynamics don’t change. Real progress happens when the whole team grows together.

Trust issues aren’t always about intent—they’re about impact. Teams that score low on trust are often surprised, especially in “cultures of nice” where unresolved overload and missed commitments quietly damage credibility.

Diverse, dispersed, and digital teams face new challenges. Modern teams need intentional support to overcome communication gaps and longer forming periods, especially when working across time zones and cultures.

Benchmarking motivates change. Teams want to know how they compare. Zenger Folkman’s team assessment provides a research-backed reference point that encourages focused improvement.

The most powerful changes come after the workshop. The team development experience isn’t a one-and-done fix—it’s the strategic pause that sets up sustainable progress, especially when reinforced by leadership and follow-through.

Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.

The post Episode 165: Stop Training Leaders Alone—The Case for Team Development first appeared on ZENGER FOLKMAN.

In this episode of The 90th Percentile, we explore the enduring relevance of a decades-old leadership theory that feels more urgent than ever. Joe Folkman joins us to revisit Control Graph Theory—first introduced in the 1960s—and shares new research from over 200 teams showing why the total amount of influence in an organization matters more than whoholds it.

We discuss why authoritarian leadership is making a comeback, how centralized control stifles engagement, and what modern leaders can do to create workplaces where people feel heard, valued, and empowered. From Amazon’s algorithmic management systems to Toyota’s famous Andon cord, we examine real-world examples of what happens when influence is hoarded versus shared.

Whether you’re a seasoned executive or a rising leader, this episode offers practical steps to shift from a control-centric mindset to one that cultivates broad-based influence—without sacrificing speed, accountability, or performance.

More Influence = More EngagementTeams with higher total influence—spread across managers and employees—consistently outperform those with concentrated control at the top.

Authoritarian Approaches Are BackfiringAmid economic uncertainty and new surveillance technologies, some leaders are reverting to command-and-control models. The result? Lower morale, higher turnover, and reduced innovation.

Crisis ≠ Excuse for ControlWhile centralized decisions may be necessary during acute crises, organizations that routinely distribute influence are more resilient in the long run.

Leaders Must Invite and Act on InputEmpowering others doesn’t mean losing control—it means gaining commitment. Leaders should create real opportunities for input and close the loop on how it’s used.

Influence Isn’t a Zero-Sum GameGreat leaders don’t hoard power—they expand it. By building trust and enabling contribution, they create teams that are more agile, engaged, and successful.

Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.

The post Episode 164: Control vs. Influence—What Today’s Leader’s Get Wrong first appeared on ZENGER FOLKMAN.

There’s a need to greatly increase the frequency and the quality of the recognition they give to their colleagues. That means recognition for people who report to them, their peers, and, yes, even their boss.

The reality is that people in every direction in your organization need recognition. While the “great resignation” may have given way to the great re-evaluation, you might heavily consider the power of your positive affirmations. As we cope with the heavy situations piled on weekly, it does wonders to hear that you’re making a difference in your personal sphere of influence. This data we’ll share may not be groundbreaking, but maybe it can convince (or remind) you to open your mouth more often and tell people what they need to hear, not just what you want to say.

Connect with Jack Zenger

Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.

Do You Tell Your Employees You Appreciate Them– Harvard Business Review Article by Jack Zenger and Joe Folkman

The post Episode 89: Employee Recognition– Improving the Substance and Delivery first appeared on ZENGER FOLKMAN.

In this episode of The 90th Percentile: An Unconventional Leadership Podcast, we sit down with Bard Parnell, Senior Manager of Learning and Development at Mesa Labs, to talk about what really drives effective leadership—especially in a time of nonstop disruption. While many organizations are quick to chase the latest leadership trends, Bard shares why Mesa Labs has taken a different approach: doubling down on the fundamentals that actually work.

He discusses how to distinguish between training and true development, why clarity and alignment are underrated superpowers, and how maturity in leadership often starts with saying, “I don’t know—but we’ll figure it out together.” If you’ve ever felt overwhelmed by the noise in the leadership space, this conversation will ground you in what truly matters.

Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.

The post Episode 163: Staying the Course—Why Core Leadership Skills Still Matter first appeared on ZENGER FOLKMAN.

In this episode, we’re diving into resilience—a critical skill for today’s leaders—with Evelyn Swanson, Vice President of Learning and Organizational Development at Core & Main. As a leading distributor of water, sewer, storm drain, and fire protection products, Core & Main has declared this year the “Year of the Resilient Leader.” Evelyn shares valuable insights about how the company is equipping its more than 5,700 associates nationwide to adapt, innovate, and thrive amidst continuous industry disruption and rapid organizational growth. Join us as we explore the practical steps Core & Main is taking to build resilient leaders who sustain communities today and into the future.

Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.

The post Episode 162: Building Resilient Leaders: Lessons from Core & Main first appeared on ZENGER FOLKMAN.

When the pandemic hit, many expected a decline in leadership effectiveness due to burnout, isolation, and crisis fatigue. However, surprising research from Zenger Folkman revealed just the opposite: leaders didn’t deteriorate under pressure—they improved. In this insightful episode, Joe Folkman shares compelling data showing how the challenges of COVID-19 transformed leaders worldwide, enhancing their agility, communication, trust-building skills, and overall effectiveness. Discover how leaders emerged from the crisis stronger, more adaptive, and better equipped to navigate ongoing disruption.

Connect with Joe Folkman

Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.

How the Pandemic Permanently Elevated Management Effectiveness– Article by Joe Folkman

The post Episode 161: Then and Now—How the Pandemic Boosted Leadership Effectiveness first appeared on ZENGER FOLKMAN.

Research shows that both giving and receiving feedback triggers stress responses similar to physical threats—but understanding these brain mechanisms can help us build better feedback cultures.

Our guest today is Dr. David Rock, who coined the term “neuroleadership” and serves as Co-founder and CEO of the NeuroLeadership Institute. This 23-year-old cognitive science consultancy has advised over 50% of Fortune 100 companies across 24 countries, bringing neuroscientists and leadership experts together to improve organizations through science.

Dr. Rock has authored four successful books, including the bestseller “Your Brain at Work,” and his insights have appeared in Harvard Business Review, The New York Times, The Wall Street Journal, and many other publications. Originally from Australia but US-based since 2010, he holds a professional doctorate in the Neuroscience of Leadership from Middlesex University.

Today, we’ll discover how HR professionals can transform feedback from an anxiety-producing ritual into a powerful tool for growth and development.

1. Servant Leaders Invite Feedback; Authoritarian Leaders Resist It

Dr. Rock contrasts authoritarian and servant leadership styles, noting that authoritarian leaders typically avoid feedback to protect their status and maintain control. In contrast, servant leaders model humility and growth by actively inviting feedback and sharing their own learning process, creating a more open and development-focused culture.

2. The Mindset Behind Feedback Matters

There’s a clear link between fixed versus growth mindset and one’s openness to feedback. People with a fixed mindset focus on looking smart rather than improving, making them resistant to feedback. A growth mindset shifts the emphasis to learning and development, which is essential for creating a feedback-rich environment.

3. Feedback Fails Without Psychological Safety

Feedback requires complex cognitive work (mental contrasting), which is difficult under threat. When people feel judged or pressured, their cognitive resources drop, making it harder to process and apply feedback. Mandating feedback or focusing solely on candor doesn’t work—creating a low-threat, high-autonomy environment is key.

4. Asking for Feedback Cuts Stress in Half

Their research found that when people ask for feedback rather than receive it unsolicited, the stress response is cut in half—for both giver and receiver. This simple shift transforms feedback from a threat into a choice, restoring autonomy and making it more psychologically manageable.

5. Building a Culture of Asking Starts at the Top

Lasting change starts with senior leaders. The most effective strategy is getting a large group of leaders to experience the power of asking well for feedback—specifically and respectfully. When leaders model this behavior, it creates a ripple effect throughout the organization. It becomes a habit, not a mandate.

Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.

The post Episode 160: Using Neuroscience to Make Feedback Work with David Rock first appeared on ZENGER FOLKMAN.

Details

In this episode, we’ll explore four distinct leadership styles—the Expert, the Connector, the Driver, and the Strategist—and reveal surprising findings about which approach yields the best results. We’ll also connect Joe’s research to Daniel Goleman’s six leadership styles featured in last year’s popular Harvard Business Review article, giving you practical insights on how to leverage your natural leadership strengths while avoiding common pitfalls. Whether you’re an aspiring leader or a seasoned executive, today’s discussion will transform how you think about effective leadership.

Key Learnings

Connect with Joe Folkman

Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.

Is One Leadership Style Better Than Others? Forbes Article by Joe Folkman

The post Episode 159: Is One Leadership Style Better Than Others? first appeared on ZENGER FOLKMAN.

Building a high-performance team isn’t just about hiring the right people—it’s about leading them in the right way. In this episode of The 90th Percentile, we sit down with leadership expert Jack Zenger to uncover five key behaviors that separate exceptional teams from dysfunctional ones. Based on research from over 66,000 respondents, Jack shares insights into how the best leaders inspire their teams, foster psychological safety, set ambitious goals, communicate effectively, and build trust through consistency. If you’re looking to elevate your leadership and transform your team, this episode is packed with actionable strategies you won’t want to miss.

Inspiration Over Pressure Leads to CommitmentHigh-performing leaders don’t just drive results—they inspire. By connecting daily tasks to a larger purpose, they tap into intrinsic motivation, making work more fulfilling and increasing commitment levels by up to five times.

Psychological Safety Fuels InnovationTeams that feel safe to speak up, share ideas, and challenge assumptions are more innovative and effective. Leaders can create this environment by actively seeking diverse perspectives and normalizing open dialogue, just as companies like Google and Shopify have done.

Stretch Goals Motivate, Not OverwhelmThe best leaders set ambitious yet attainable goals, balancing challenge with support. Research shows that when teams are given meaningful stretch goals and the necessary resources, engagement and performance skyrocket.

Over-Communication is the Key to ClarityImportant messages need to be communicated repeatedly—sometimes up to seven times—to truly resonate. Leaders who strategically reinforce vision and direction across multiple channels, like Delta Air Lines’ Ed Bastian, create alignment and engagement across their organizations.

Trust is Built Through Transparency and ConsistencyConsistency is the foundation of trust, especially in times of change. Leaders who align their actions with their words, admit mistakes, and encourage honest reporting—like Alan Mulally did at Ford—foster strong, resilient teams that perform under pressure.

Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.

5 Ways to Build a High Performance Team in Today’s Workplace– Article by Jack Zenger 

The post Episode 158: 5 Ways to Build a High-Performance Team first appeared on ZENGER FOLKMAN.

Trust is the foundation of any high-performing team, but in today’s fast-paced, uncertain business environment, building and maintaining trust has become more challenging than ever. Research shows that trust isn’t just a “nice-to-have”—it’s a leadership behavior that impacts everything from team collaboration to overall business performance. So, how can organizations create a culture where trust thrives?

In this episode, we’re joined by Scott Schmadeke, Executive Vice President and Chief Operations Officer at BJ’s Wholesale. Since joining BJ’s in 2018, he has played a critical role in expanding field and fresh operations, overseeing distribution transitions, and driving key growth initiatives. With deep experience in retail and grocery operations, including leadership roles at Albertsons and Safeway, Scott brings a wealth of knowledge on how trust impacts both teams and large-scale operations.

We’ll dive into the role of trust in leadership, how trust influences team performance, and the strategies Scott and his team use to embed trust into BJ’s Wholesale’s culture. Whether you’re in HR, organizational development, or leadership development, you’ll walk away with practical insights on how to build and sustain trust in your teams.

Learn more about Zenger Folkman Team Trust program. 

Scott emphasized that trust spreads within an organization much like it does in personal relationships—it develops over time through consistent behaviors, transparency, and reliability. However, he also cautioned that trust can be fragile and easily derailed if not nurtured.

Scott shared insights from BJ’s engagement surveys, revealing that clubs with higher levels of trust also tended to perform better. He noted that trust impacts coaching, team collaboration, and overall business success, making it a critical driver for high-performing teams.

Among the three key levers of trust—relationships, expertise, and consistency—Scott identified consistency as the most challenging to sustain. In the fast-paced retail environment, pressures can cause lapses in consistency, which can erode trust. He emphasized the need for repeatable messaging and clear priorities to maintain stability.

Discussing challenges like the COVID-19 pandemic and supply chain disruptions (such as egg shortages), Scott highlighted how BJ’s built trust with team members and customers by focusing on transparency, proactive communication, and reliability. He stressed that crisis moments are the ultimate test of trust and can either strengthen or weaken an organization’s culture.

For HR and organizational development professionals looking to embed trust in their culture, Scott advised moving beyond rhetoric and ensuring trust is reflected in leadership behaviors, decision-making, and business practices. He highlighted the importance of structured coaching, clear communication, and ensuring team members understand their roles and expectations.

Upcoming Webinar

Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.

The post Episode 157: Team Trust at BJ’s Wholesale Club with Scott Schmadeke first appeared on ZENGER FOLKMAN.