Dr. Nathan Regier, your host, welcomes the most trusted authorities on trust and leadership, Stephen M.R. Covey and David Kasperson. In today’s conversation, they discuss their new book Trust & Inspire: How Truly Great Leaders Unleash Greatness in Others and explore the intersection between their work and compassionate accountability.

Key Takeaways:

[1:20] Dr. Nate introduces Stephen M. R. Covey.

[2:07] Dr. Nate presents David Kasperson.  

[3:30] How did Stephen conclude that the world of work has changed, but our leadership style hasn’t?

[5:28] What does it mean leaders can create conditions where people can flourish?

[6:30] David and Stephen discuss three leadership styles: authoritarian command and control, enlightened command and control, and trust and inspire leadership.

[9:43] What is different now than 20 years ago regarding what motivates people?

[13:02] Stephen and David address the five fundamental beliefs and behaviors of Trust and Inspire Leadership.

[13:43] The most important belief is to realize the greatness inside every person.

[16:03] Stephen and David discuss the importance of vulnerability in leadership.

[21:13]  Dr. Nate dives deep into the concept of coping role models.

[23:21] Stephen and David talk about the power of modeling.

[25:22] David explains the difference between being trustworthy and trusting. 

[31:35] Stephen highlights the importance of starting with trust. 

[33:03] How do trust and inspire leaders approach conflict?

[35:56] David discusses the heart, head, and hands in leadership.

[38:55] Stephen shares how people are inspired.

[40:48] How did Stephen and David become more challenged to upgrade their mindset in leadership behaviors?

[46:16] Stephen shares his mantra, “My passion is your potential.”

[47:12] Stephen addressed the alignment between the concepts of trust and inspire and compassionate accountability. 

[50:29] David discusses the importance of holding someone accountable.

[51:30] What next step would David and Stephen like people to take after listening to this podcast?

Mentioned in this episode:

The Compassion Mindset

Compassionate Accountability: How Leaders Build Connection and Get Results, Nate Regier

Visit Next-Element

Trust & Inspire: How Truly Great Leaders Unleash Greatness in Others,  Stephen M.R. Coveyand David Kasperson 

Tweetables:

“9 out of 10 organizations still have a “command and control” leadership style” #oncompassion

“People are 14 times more likely to be engaged when they trust their leader.”  #oncompassion

“You cannot mandate creativity; you have to be inspired.”  #oncompassion

“People don’t want to be managed; people want to be led, trusted, and inspired.” #oncompassion

“The job of a leader is to try to unleash people’s potential.” #oncompassion

“Leaders first model the behavior and make it safe for others to follow.” #oncompassion

Dr. Nathan Regier, your host, welcomes Dr. David Horsager, CEO of the Trust Edge Leadership Institute and inventor of the Enterprise Trust Index. He is also the director of a global study, The Trust Outlook, a Wall Street Journal best-selling author, and a senior fellow at Indiana Wesleyan University.

David not only has a unique perspective on trust but also defines, measures, and teaches it through a practical, relevant, and actionable framework. Listen to this episode to discover why David defines trust as a strategic asset.

Key Takeaways:

[3:31] How did David get into the field of trust? [5:57] Why is trust so important? [8:00] David shares why he defines trust as a currency for strong relationships. [9:17] How is trust built? [10:59] David discusses The Eight Pillar Framework for building trust. [13:13] Has David seen individual differences in how trust is experienced? [16:23] David explains the effective use of the pillars of trust, using Dr. Nate's recent experience on a delayed flight. [18:53] Dr. Nate emphasizes the importance of building connections and achieving results simultaneously. [19:34] David shares his view on the relationship between trust and conflict. [22:39] David discusses the Trust Annual Report and his latest findings. [25:01] David talks about his book, Trust Matters More Than Ever. [27:57] What is happening with trust during elections? [32:20] David emphasizes what everyone should know about trust. [35:59] Input equals output.

Mentioned in this episode:

The Compassion Mindset

Compassionate Accountability: How Leaders Build Connection and Get Results, Nate Regier

Visit Next-Element

The Trust Edge, Dr. David Horsager

Trust Matters More Than Ever, Dr. David Horsager

Tweetables:

“Leaders prioritizing trust create thriving environments, where innovation and collaboration flourish.”  #oncompassion

“Lack of trust is an organization’s biggest expense.”  #oncompassion

“In conflict, you can increase trust faster than almost any other time in how you deal with it.” #oncompassion

Dr. Nathan Regier, your host, welcomes Karin Hurt and David Dye, the leaders and creators of  Let’s Grow Leaders, where they support human-centered leaders to find clarity in uncertainty, drive innovation, and achieve breakthrough results. Karin and David share a common passion for helping leaders navigate conflict in more productive ways, believing that compassion and accountability can and should coexist for Organizations to thrive.

In today’s episode, Dr. Nate, Karin, and David discuss key findings from their cutting-edge research and explore practical frameworks for overcoming difficult conflict in all kinds of challenging situations.

Key Takeaways:

[3:22] Karin and David share the purpose behind their newest book, Powerful Phrases for Dealing with Workplace Conflict,

[4:45] Karin and David define conflict.

[6:03] What were the most significant findings Karin and David found in their research on conflict?

[8:11] David gives a brief overview of the four dimensions of Constructive Conflict described in their book: Connection, Clarity, Curiosity, and Commitment

[9:33] Is there any priority or order between these four dimensions of Constructive Criticism?

[12:23] What reassurances do Karin and David have for people not to avoid conflict?

[14:44] Karin and David discuss people's common struggle to say ‘No’ and set healthy boundaries.

[17:43] Karin and David share the most significant practices included in their book.

[19:41] What does success look like? 

[22:23] Karin and David highlight the best contributions they got for the writing of their book.

[24:46] How can we practice co-creation collaboration during conflict?

[26:22] You need to talk before conflict about how you plan to handle conflict when it happens.

[27:39] Leaders often misinterpret conflict as being authentic.

[29:10] If your authenticity creates discomfort for your Team, you are not communicating effectively as a leader. 

[30:02] Has this book changed the way Karin and David communicate with each other?

Mentioned in this episode:

The Compassion Mindset

Compassionate Accountability: How Leaders Build Connection and Get Results, Nate Regier

Visit Next-Element

Let’s Grow Leaders 

Powerful Phrases for Dealing with Workplace Conflict, Karin Hurt and David Dye

Tweetables:

“There is a whole different complexity of conflicts after the pandemic.” #oncompassion

“Connection and understanding makes everything easier.” #oncompassion

“The more you can get clarity upfront, the fewer expectation violations you will have.” #oncompassion

“No matter the conflict, there are always ways to connect.” #oncompassion

“Over 70% of people are willing to compromise to avoid conflict.” #oncompassion

“If your authenticity creates discomfort for your Team, you are not communicating effectively as a leader.”  #oncompassion

Dr. Nathan Regier, your host, welcomes Parker J. Palmer. He is a legendary writer, traveler, teacher, and activist who has dedicated his life to understanding and promoting an authentic and practical kind of compassion: his magnificent paper, The Gift of Presence. The Perils of Advice highlights the common mistake of trying to help people when they often only need our presence.

In today’s conversation, Parker shares his views about our culture and democracy, how leaders can avoid burnout, and a simple practice for building resilient communities at the beginning of every staff meeting.

About Parker J. Palmer:

Parker J. Palmer is the founder and Senior Partner Emeritus at the Center for Courage and Renewal. He holds a Ph.D. in sociology from the University of California at Berkeley, thirteen honorary doctorates, two Distinguished Achievement Awards from the National Educational Press Association, and an Award of Excellence from the Associated Church Press. 

Palmer is the author of ten books, including several award-winning titles, that have sold nearly two million copies and been translated into ten languages.

Key Takeaways:

[3:29] Parker talks about the purpose and mission of the  Center of Courage and Renewal.

[6:02] Parker describes what he calls his ‘red thread’.

[9:25] Parker discusses the role of conflict in compassionate accountability.

[12:52] What is happening with conflict in our society?

[15:43] What kind of internal work do humans need to do to see abundance in relationships rather than scarcity?

[18:41] Parker shares the five habits of the heart for democracy to function.

[24:49] Parker talks about leadership and presence in the context of burnout.

[29:33] Parker shares his advice to leaders.

[31:59] What is life trying to teach Parker now?

Mentioned in this episode:

The Compassion Mindset

Compassionate Accountability: How Leaders Build Connection and Get Results, Nate Regier

Visit Next-Element

The Gift of Presence. The Perils of Advice, Parker J. Palmer.

POETRY + PROSE + POLITICS: Pro-democracy, Pro-civil discourse, Pro-decency

Tweetables:

“Our Education system educates people largely on external realities, and they are rarely taught on their inner journeys, their psyches, and souls.”  — Parker Palmer #oncompassion

“If you choose to live an unexamined life, please do not take a job that involves working with other people.” — Parker Palmer #oncompassion

“Conflict demands that we let go of internal narcissism to understand others deeper.” — Parker Palmer #oncompassion

“By working together, we create abundance.” — Parker Palmer   #oncompassion

“The more you know about someone’s story, the less possible it is to despise or dismiss them, which builds compassion and can be done in the workplace.” — Parker Palmer #oncompassion

“Knowing the ground in which you are standing is called presence.”— Parker Palmer #oncompassion

Dr. Nathan Regier, your host, welcomes Joe Mull, who is an expert in developing leaders and building healthy work teams and cultures. Joe approaches the challenges of attracting and retaining talent in a unique way. He's the author of 3 books, including No More Team Drama and his newest, Employalty. He hosts the globally popular management podcast Boss Better Now, and his work as a leadership, workforce, and employee engagement expert has appeared in Entrepreneur, Fortune, Fast Company, and The Wall Street Journal.

Key Takeaways:

[3:06] Joe made up the word “Employalty”  in an effort to translate the complex into the simple: Employer, Loyalty, and Humanity.

[4:05] The subtitle of Joe’s book is powerful: How to Ignite Commitment and Keep Top Talent in the New Age of Work; what does he mean by New Age of Work?

[5:39:] What are some of the biggest challenges we are facing today regarding leadership, the workforce, and employee engagement?

[6:43] Joe talks about the people who decide to become entrepreneurs.

[8:49] Joe addresses the missing aspects no one is talking about.

[10:14] Joe describes the ingredients for commitment.

[11:19] Where does the great boss factor lay?

[11:45] The key to talent retention: Join, stay, care, and try.

[14:14] Joe dives deep into what motivates employees.

[16:20]  Why does Joe still use the word ’boss’?

[19:50] What is Joe’s most enlightening idea?

[21:25] Creating a more humane workplace starts with a simple question: What would make this place the very best place to thrive in your profession?

[23:00] Joe discusses the business case and the necessary mind shift to retain talent.

[24:06] Commitment + effort benefits every area of work.

[24:50] What are the most significant barriers to engaging in the mind shift needed at workplaces to make them more humane?

[27:17] Joe discloses a funny story behind the creation of his latest book.

[30:17] How do Joe's principles show up in his life?

[32:55] Joe helps people identify what their Ideal jobs look like.

Mentioned in this episode:

The Compassion Mindset

Compassionate Accountability: How Leaders Build Connection and Get Results, Nate Regier

Visit Next-Element

No More Team Drama: Ending the Gossip, Cliques, & Other Crap That Damage Workplace Teams, Joe Mull

Employalty: How to Ignite Commitment and Keep Top Talent in the New Age of Work, Joe Mull 

Tweetables:

“The secret to getting great people who will do a great job is  to create a more humane employee experience.” #oncompassion

“An ideal job is described by how it fits into someone’s life..” #oncompassion

“Money has little to do with the effort we put into the work we do. Money impacts motivation but doesn't increase it.” #oncompassion

“People are not quitting; they are upgrading.” #oncompassion

“Commitment results from doing meaningful work for a great boss.” #oncompassion

Dr. Nathan Regier, your host, welcomes Dr. Liz Wilson, a Behavioral Scientist, Organizational Transformation Expert, and founder of Include Inc. Originally from Australia, she is now based in the United States. She has developed a robust new framework that seeks to shift the focus of inclusion from a list of categories and identities to addressing the needs of all people.

Key Takeaways:

[2:18] What are some of the formative moments along Dr. Liz’s way that got her to where she is today?

[5:45] Dr. Liz shares her unique perspective on inclusion.

[7:42:] Dr. Liz created a framework called The Eight Inclusion Needs Model that accomplishes ‘transcend and include’ (which involves compassion and accountability).

[10:11] First need: Access.

[10:24] Second need: Space.

[11:06] Third need: Opportunity.

[11:19] Fourth need: Representation.

[11:40] Fifth need: Allowance.

[12:28] Sixth need: Language.

[12:53] Seventh need: Respect.

[13:28] Eighth need: Support.

[14:17]  Dr. Liz explains why this framework works more effectively than previous models for inclusion.

[16:03]  What is the difference between understanding (and even appreciating differences) and inclusion?

[17:47] What has been Dr. Liz’s experience introducing her model for companies to implement?

[21:06] Dr. Liz discusses the most significant struggles people encounter when practicing her framework for inclusion.

[23:36] Dr. Liz has a mantra: Create psychological safety through your own transparency.

[25:46] People often misunderstand vulnerability with weakness.

[26:44] Dr. Liz unpacks the difference between understanding and caring.

[31:15] What is Dr. Liz currently working on?

[33:01] Check out Include Chat.

Mentioned in this episode:

The Compassion Mindset

Compassionate Accountability: How Leaders Build Connection and Get Results, Nate Regier

Visit Next-Element

Tweetables:

“You need to look at the whole person for inclusion.” #oncompassion

“We have not been doing inclusion; the focus was only on diversity.”  #oncompassion

“Inclusion is the ‘how’, the behaviors that we demonstrate based on our awareness and understanding of diversity.” #oncompassion

“Practice this mantra: I create psychological safety through my own transparency.” #oncompassion

“Transparency and vulnerability is not about being weak; it is about being human.” #oncompassion

Dr. Nathan Regier, your host, welcomes John Parr, his friend, colleague, thought partner, and sounding board for nearly 20 years. John served in the Royal Navy as an Electronic Engineer, has managed a Substance Abuse Recovery Center, has been a therapist, a corporate consultant, an executive coach, and a professional trainer. He's recognized for his work in communication skills and emotional assertiveness. He's an author of books on these topics and created the Emotional Assertiveness Model, a practical framework to express emotions and build relationships authentically.

What's In This Episode:

• How John’s childhood and experience in the Navy formed his philosophy.
• What is emotional assertiveness and why is it important?
• What’s the difference between EQ and EI?
• What gets in the way of emotional assertiveness?
• Overview of John’s book, Fore-play, Fair-play & Foul-play.
• What does emotional assertiveness look like in action?
• Overview of John’s books, trainings, and certification offerings.

Key Takeaways:

[3:01] John briefly overviews some of the foundational influences that have shaped his view of life.

[4:35] John talks about his experience managing a Substance Abuse Treatment Center.

[5:18] How did John become interested in the power of effective communication and interpersonal skills?

[7:18] What is emotional assertiveness, and why is it so important?

[9:51] How are emotional assertiveness and intelligence related?

[11:23] What gets in the way of human beings being emotionally assertive?

[14:50] John explains the meaning of fore-play, fair-play, and foul-play.

[19:10] John discusses the core of his book  Fore-play, Fair-play, and Foul-play.

[22:25] Happiness is a core homeostatic emotion, and then there are three other emotions: sad, angry, and afraid. 

[24:03] John provides an example of emotional assertiveness in action.

[29:26] Dr. Nate and John discuss the importance of engaging in conflict to produce results.

[30:41] John confesses he has never had negative client feedback.

[34:45] What is next for John?

Mentioned in this episode:

The Compassion Mindset

Compassionate Accountability: How Leaders Build Connection and Get Results, Nate Regier

Visit Next-Element

Fore-play, Fair-play, and Foul-play: Emotional Assertiveness, the Happiness Equation John Parr

What’s Love Got to Do with It?: Harnessing the Power of Love in Your Relationships,  John Parr

Visit www.teamemotion.com

Tweetables:

“Being assertive is the bedrock of having healthy relationships.” #oncompassion

“Assertiveness is a skill that could be learned and taught.” #oncompassion

“We are often taught to be manipulative, not assertive.” #oncompassion

Dr. Nathan Regier, your host, welcomes Amy Luckey to today’s conversation. Amy is an Executive Coach who specializes in working with neurodivergent leaders (diagnosed or not), helping them overcome challenges and reach their goals. 

Dr. Nate and Amy discuss today the role of compassion in coaching leaders and provide actionable tips for implementing compassion in the workplace. They also dive deep into the importance of allowing suffering while being with and seeing others.

.

Key Takeaways:

[3:03] Why is it relevant to implement compassion in the workplace?

[5:11] Is it important to have a common definition of compassion?  Yes, but Amy proposes a much more experiential approach. 

[9:45] Experiencing compassion must come together with talking and reflecting on it.

[11:49] What are some of the components of compassion?  

[17:36] Compassion: Struggle with or being with someone in their suffering?

[21:48] Dr. Nate discusses developing emotional fluency and self-awareness based on Brene Brown’s research.

[24:27] Amy talks about the notion of being seeing.

[28:41] How can we bring more compassion into Corporate America?

[30:06] Amy shares some tools she uses when working with clients.

[35:01] Dr. Nate and Amy explore the significance of pausing.

Mentioned in this episode:

The Compassion Mindset

Compassionate Accountability: How Leaders Build Connection and Get Results, Nate Regier

Visit Next-Element

Atlas of the Heart: Mapping Meaningful Connection and the Language of Human Experience, Brene Brown

Dare to Lead: Brave Work. Tough Conversations. Whole Hearts, Brene Brown

Tweetables:

“Allowing the suffering is a main component of compassion.” #oncompassion

“The human soul does not need to be advised; it needs to be witnessed.” #oncompassion

“You can show compassion without conflict.” #oncompassion

Dr. Nathan Regier, your host, welcomes Jesh De Rox, a cultural Anthropologist, speaker, and entrepreneur whose work explores the link between emotional intelligence, creative genius, human connection, and joy.

Jesh is the co-founder and CEO of Superfeel. This revolutionary social wellness platform uses deep insights from neuroscience and anthropology to help people authentically express themselves, meaningfully connect, and grow.

Key Takeaways:

[2:49] Jesh shares Dr. Nate's presentation's impact on him.

[6:06] How did Jesh become interested in photography?

[10:04] Jesh explains what he defines as a “Personal Wall.”

[12:09] Jesh figured out how to lower these “Personal Walls”.

[13:53] What are some of the strategies that Jesh developed to help lower these personal walls?

[18:25] Jesh explains how connection can be created only by reintroducing creative interaction.

[20:57] Jesh and Dr. Nate play the color game.

[24:39] Jesh prefers Interpersonal Intelligence rather than Artificial Intelligence.

[27:14] We are constantly obsessed with survival, which can be an obstacle to accessing higher places in our consciousness and connecting authentically with people.

[28:17] What does Superfeel offer to its users?

[29:04] Jesh talks about one of the problems in the algorithm design.

[32:44] What can the public expect from Superfeel? How does it work?

[34:32] Jesh built a technology that is capable of caring.

[35:38] Superfeel will be launching in the following month.

[36:32] In Superfeel, everything is rated as inspiring, helpful, or funny.

[38:34] Superfeel gives people the tools they need to have friendships and mentorship with anybody.

Mentioned in this episode:

The Compassion Mindset

Compassionate Accountability: How Leaders Build Connection and Get Results, Nate Regier

Visit Next-Element

Visit Superfeel.com and sign in for the waiting list.

Tweetables:

“People don’t feel their lives very often.” #oncompassion

“The only way of inviting someone to lower their wall is first to lower yours.” #oncompassion

“When personal walls are down, you not only get a beautiful picture, but you get joy, connection, and creative expression.” #oncompassion

“Connection is as simple as reintroducing creative interaction.” #oncompassion

Dr. Nathan Regier, your host, welcomes Cy Wakeman to this special 50th episode of The Compassionate Accountability Podcast. Cy is a drama researcher, international leadership speaker, and consultant. In 2001, she founded Reality-Based Leadership. Cy works with organizations globally to ditch the drama, hardwire accountability into their teams, and turn excuses into results.

Key Takeaways:

[2:18] What did motivate Cy to research drama?

[6:24] CY defines drama and how that relates to leadership training.

[7:28] Cy advises to consider drama as waste (and organizations know what to do with waste in their processes)

[8:22] What are the key sources of trauma? Ego and lack of accountability are the first two drama triggers.

[11:03] Conflict is just energy! Either we waste it or take advantage of it.

[13:05] Love up (compassion) and Call up (accountability).

[19:30] Cy explains the notion of Reality-based Leadership, considering that multiple things are true simultaneously and expanding on the future of leadership.

[22:21] We all want success and happiness.

[27:15] Reality-based thinking: Given this reality, what are some ways we can be great?

[30:56] You have drama in your organization because you hired it, you enabled it, or you are it.

[34:39] Cy talks about how she helps organizations.

[35:50] Cy shares what is on the horizon for her now: Transitioning her organization to her team.

Mentioned in this episode:

The Compassion Mindset

Compassionate Accountability: How Leaders Build Connection and Get Results, Nate Regier

Visit Next-Element

Right Kind of Wrong: The Art of Failing Well, Amy Edmondson

Tweetables:

“Drama is energy that goes away from results and well being” #oncompassion

“Drama is an emotional waste.”  #oncompassion

“Ego is the number one key source of trauma.” #oncompassion

“Modern leadership is managing the energy of people.” #oncompassion

“Rules without relationship equals rebellion.” #oncompassion

“A bad day for the ego is a great day for the leader.”  #oncompassion

“You have drama in your organization because you hired it, you enabled it, or you are it.” #oncompassion

“You are the source of all your problems.” #oncompassion