Leading in moments of crisis requires the higher-thinking part of your brain, your frontal cortex, to orchestrate all of your other brain components to find those stroke-of-genius thoughts that allow things to move forward instead of spiraling into an outright catastrophe. Yet this level of adversity shifts your thinking to the more primitive, survival, component of your brain, your amygdala. At your moment of existential crisis, your intellect is cut in half. What if you could instead double or triple your available intellect at these times? During this episode of Activating HOPE with Joe Luttrell, we’ll discuss how to elevate your own intellect, when you need it the most, so you can lead others involved in the crisis to do the same.

Joe Luttrell is Executive Director of Client-Side Consulting Services and of EQ Leadership Seminars, LLC. He is the author of “Historeq Emotional Accountability™: How Washington, Lincoln, and Churchill Transformed Anxiety into Emotional Intellect” and worldwide seminar and webcast provider on the Emotional Accountability practice and body of knowledge. The seven principles of Emotional Accountability have been included as a primary catalyst in Northeastern University’s Transformative Leader course curriculum.

Joe was a University of Louisville Delphi Center PMI Project Management Professional Instructor and SEI Capability Maturity Model Integration Complex Project Strategic Consultant.

He leads Organizational Change Management and Operational Process Reengineering initiatives for fortune 500 companies. He is a three-term Past President of Kentuckiana PMI. His professional credentials include: Certified Project Management Professional (2012-2020), Certified IIBA Business Analyst Professional, Certified Six-Sigma Professional, and Certified Microsoft Dynamics Project Manager. Joe’s talks are lively, surprising, provocative, and guaranteed to keep you on the edge of your seat while you are having fun learning the most relevant and practical topic in leadership today, Emotional Accountability.

In this episode of Activating HOPE, we take an honest and hopeful look at what it truly means to lead a nonprofit in today’s complex world. This conversation explores the passion that fuels nonprofit leaders—and the pressures that come with the job.

Our guest, DeVon Holt, brings a wealth of experience and insight to the table as we unpack both the inspiring opportunities and tough challenges of mission-driven leadership. From navigating resource constraints and stakeholder expectations to staying anchored in purpose amid constant change, we’ll explore what it takes to lead with clarity, resilience, and heart.

DeVone Holt is a powerhouse of purpose-driven leadership. With nearly 30 years of experience as a brand builder, culture shaper, strategic communicator, and people convener, DeVone brings a rare combination of vision and execution to everything he touches.

In 2024, he was named President and CEO of the Muhammad Ali Center in Louisville, a 96,000-square-foot cultural institution dedicated to preserving and advancing the legacy of "The Greatest"—a legacy rooted in service, justice, and courage.

Before stepping into this role, DeVone served as Chief External Affairs Officer at Goodwill Industries of Kentucky, where he led the transformation of a 20-acre brownfield site into a $120 million Opportunity Campus—complete with the area's first full-service hospital in over a century and Kentucky’s first high school for adults, a bold initiative he personally championed.

His career spans leadership roles in education, workforce development, and economic revitalization. From attracting $400 million in urban business investments to co-founding a consulting firm that helped companies invest in inner-city communities, DeVone’s impact is far-reaching. He’s also the author of the best-selling book Hip-Hop Slop, a former radio host, and a recipient of an honorary doctorate from Simmons College of Kentucky for his work revitalizing underserved neighborhoods.

DeVone is a proud husband and father of two future leaders—and today, he joins us to talk about legacy, leadership, and what it truly means to activate hope.

Clarity can mean different things to different people. For some, it arrives in the form of an answer or a direction. For others, it’s understanding the context of a complex situation. For most, however, clarity evokes a calm and focused state of mind with lower stress and diminished anxiety over what to do next. As satisfying as it is to help people find clarity with their business problems, it’s far more rewarding to teach someone how to find their own clarity. During this episode of Activating HOPE with Jim Vaselopulos, we’ll discuss how you can find clarity with your unique business problems.

Jim Vaselopulos is a C-level business advisor and executive coach with a proven record as a leader, strategist, rainmaker, and expert in new business development. With his principled leadership, visionary approach, and effective execution, Jim has successfully established new companies and transformed underperforming organizations. As the founder of Rafti Advisors, Jim assists early-stage businesses in launching successfully, growth-stage enterprises in accelerating their progress, and established organizations in navigating complex challenges and strategic shifts.

He teaches sales and professional development and frequently speaks on the subjects of leadership and innovation. Jim is also the co-host of the popular The Leadership Podcast and volunteers regularly with business incubators and veterans groups. He graduated from the University of Illinois with a B.S. in Mechanical Engineering and earned his MBA at Marquette University. Jim is a dedicated husband and father of two wonderful children with his wife, Dana.

There’s a reason the movie Horrible Bosses was such a hit. When it comes to working for bad bosses, most of us have “been there and done that.” If you work long enough, you’re bound to end up working for a real tyrant — an emotionally abusive leader with a penchant for pettiness, a deficit of humanity, and a mountain of insurmountable, unrealistic expectations.

Most of us —when we fall victim to “managerial terrorism” — default to survival mode. We just try to get through each day. We become bitter and unmotivated. We disengage. But what if we could rise above, confront poor behavior head-on, and make an empowered plan for dealing with or escaping from the clutches of bad bosses? During this episode of Activating HOPE we’ll have a candid conversation with author, marketer, speaker, and entrepreneur Kate Colbert, where we explore the lessons we can learn from bad bosses, the practical skills needed for surviving hostile workplaces, and the communications secret that can turn ugly interactions into peaceful paths forward, no matter who you work with and how big a jerk they might be.

A strong professional brand differentiates you in a competitive job market, builds credibility and trust, positioning yourself as a thought leader and a go-to expert in your field. Utilizing tools like LinkedIn can help boost your visibility and facilitate networking. By developing a strong LinkedIn profile and presence you can open doors to new opportunities, promotions, and career growth. During this episode of Activating HOPE with Courtney Emery, we’ll discuss how to brand yourself for success!

Takeaways

Having a professional brand helps attract the right opportunities.

A strong brand builds trust and credibility.

Networking requires both short-term and long-term strategies.

Inconsistency in branding can hinder your visibility.

Self-promotion should be balanced with providing value.

Engagement on LinkedIn is crucial for visibility.

Your profile should be fully optimized for opportunities.

Feedback from peers can help refine your brand.

Career clarity is essential before building a brand.

Authenticity is key in professional branding. Career clarity is essential for effective job searching.

A well-optimized LinkedIn profile can attract opportunities.

Utilizing specific keywords in your profile enhances visibility.

Understanding personal values helps in making career decisions.

Resources like books can guide individuals in their career journey.

Finding joy in work is crucial for long-term satisfaction.

Work-life integration is becoming more important post-COVID.

Coaching can provide valuable support in professional branding.

Networking on LinkedIn is vital for career advancement.

Defining what a dream opportunity looks like is key to success.

In this episode, we explore the essential skills and strategies leaders need to guide their teams through change, especially in today’s world where change fatigue is becoming increasingly common. Rebecca will share real-life examples from her experience in leadership development and offer practical lessons to help navigate change fatigue. Leaders will be provided with a roadmap for not only managing change but inspiring their teams through it — ensuring sustainable growth in even the most change-saturated environments.

Takeaways

Change fatigue affects everyone, and leaders must recognize it.

Burnout and apathy are signs of change fatigue in teams.

Trust and psychological safety are crucial for navigating change.

Leaders should communicate the 'why' behind changes.

Understanding team members' feelings is essential during transitions.

Creating open dialogue helps in managing change effectively.

Establishing a vision for change can guide teams.

Regular communication is key to keeping teams informed.

Involving team members in decision-making fosters buy-in.

Acknowledging the human element in change is vital for success. Involving people in change gives them a voice.

Leaders must help navigate teams from helplessness to hopefulness.

Team members have a choice to engage and be vulnerable.

Listening to team members can turn critics into champions.

Self-care is essential for leaders to support their teams.

Communication should be bi-directional, not just monologues.

Understanding past failures can inform future changes.

Creating a safe space for conversation is crucial.

Trust is built through actions that follow words.

Change management requires empathy and understanding.

Facing unprecedented levels of disruption, anxiety, and ambiguity, leaders in your organization need more support and direction now than ever before. Coaching is critical. But “coaching” means different things to different people and can vary greatly in its effectiveness depending on the methods and strategies used. How can you be intentional in creating a coaching culture? How can you incorporate objective data into the coaching process to increase impact? In this episode of Activating HOPE we’ll discuss methods for creating a data-supported coaching culture that yields measurable results.

Takeaways

360 feedback is essential for achieving behavior change.

Buy-in from individuals is crucial for effective coaching.

Data-driven insights help create targeted development plans.

360 feedback provides a consensus that is hard to ignore.

Understanding the impact of behaviors is key to leadership development.

Alignment between self-perception and external feedback is often lacking.

Organizational culture can be assessed through aggregated 360 data.

Training should be based on data, not assumptions.

A multi-method approach to assessments yields better results.

Understanding motivations behind behaviors is critical for change. Understanding leadership behaviors requires a multifaceted approach.

360 assessments can effectively measure coaching impact.

Coaching readiness can be assessed through various tools.

Job fit is crucial for successful coaching outcomes.

Assessments should be used to foster a positive coaching culture.

Building trust through assessments can expedite coaching relationships.

Choosing the right assessment tools is essential for effective development.

Data-driven decisions enhance coaching effectiveness.

Organizations must be intentional about their assessment strategies.

Assessments can provide valuable insights into employee development.

Emotional intelligence (EI) or emotional quotient (EQ) has become increasingly important in the age of AI. It is vital in fostering empathy, ethical decision-making, and collaboration. While AI is excellent at tasks that involve logical reasoning and data analysis, it lacks the ability to understand and respond to human emotions. EI bridges this gap by enabling individuals to recognize, understand, and manage emotions, leading to more meaningful relationships. During this episode of Activating HOPE with Dr. Robin Hinkle, we’ll discuss the importance of EI becoming more relevant in the current landscape, where technology, particularly AI, is transforming how we interact, work, and live.

Takeaways

Emotional intelligence (EI) is crucial for effective leadership.

EI involves recognizing and managing emotions in oneself and others.

Self-awareness is the foundation of emotional intelligence.

Emotional reasoning helps guide decision-making.

Understanding emotions can improve communication and relationships.

Emotions should be viewed as data points, not just feelings.

Self-management is key to regulating emotional responses.

Leaders should seek feedback to enhance their emotional skills.

Developing a vocabulary for emotions aids in self-awareness.

Emotional intelligence can be learned and improved over time. Developing emotional vocabulary enhances communication.

Empathy fosters deeper connections than sympathy.

Empathy in leadership can improve team dynamics.

Self-awareness is crucial for effective communication.

Empathy can lead to better outcomes in professional settings.

Balancing empathy and task completion is essential.

AI tools can assist but cannot replace emotional intelligence.

Face-to-face interactions are vital for emotional connection.

Miscommunication can lead to unnecessary conflict.

Leaders must actively check in with their teams.

With the ease of digital communication at anyone’s fingertips and many professionals transitioning to work-from-home, the way an individual communicates online is more important than ever before. In this episode of Activating HOPE, we’ll chat with keynote speaker and communication coach, Dr. Ali Atkison, about her latest guide for personal success, How’s Your Computer-side Manner? The 9 Digital Communication Mistakes You’re Making That Are Holding You Back. In this book, Atkison explains how to blend one’s “in-person” self with their digital self, in order to put their best foot forward in an ever-changing digital landscape. Thanks Dr. Atkinson for being with us…

Disrespect is everywhere. It is often represented as powerful, liberating, and even fun. It has become the drug of choice for large parts of our culture, and it is amplified on digital social platforms. It is leaking into the technologically connected, geographically dispersed workforce of the 21st century. Leaders must learn how to lead with respect to capture the best value of teamwork.

Takeaways

Respect is fundamental to workplace efficiency and engagement.

Leaders must model respectful behavior to set the tone for the organization.

Disrespect can manifest in both overt and subtle ways.

Feedback should never be a surprise; it should be part of ongoing conversations.

Coddling is not the same as respect; respect can be direct and constructive.

Trust is a prerequisite for respect in any relationship.

Emotional intelligence is crucial for leaders to navigate respect.

Respect should be given from the start, not earned after the fact.

Open communication can help address disrespectful behavior.

Developing self-awareness is key to improving respect in leadership. Building trusting relationships enhances feedback and leadership effectiveness.

Respect in leadership must start from the top and be modeled by all.

Success stories often arise from one-on-one coaching and mindset shifts.

Leaders must be aware of the culture they are creating and replicating.

Post-COVID workplaces may be less respectful due to remote work dynamics.

Clear communication is vital for effective leadership and respect.

Personal accountability is crucial for leaders and their teams.

Setting explicit expectations for respect fosters a positive environment.

Intentional leadership is necessary to maintain respect in the workplace.

Common sense practices in leadership are often overlooked but essential.