Lessons from Learning Leaders

Organizations are built on trust, and trust is built on communication and mutual understanding.

It’s not enough to know your own strengths, work style, and values. Leaders must also learn the strengths, work styles, and values of the people they depend on. Performance depends on it.

Trust grows when we build on each other’s strengths, respect each other’s ways of working, and share what others can count on from us. Clarity creates trust, and trust creates results.

Here’s your challenge: Make a list of the people who depend on you, and those you depend on. Write down what each person needs from you, and what you need from them. Then share it.

Listen to the full episode here: [

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How do you build trust in your work relationships?

Lead with purpose.

When tragedy strikes a nation, the role of a leader comes into sharp focus. People don’t just look for direction. They look for clarity, values, and a sense of contribution.

Clarity matters because uncertainty breeds fear. Leaders must speak truthfully about what is known, what is not, and what matters most in the moment.

Values matter because culture is tested in crisis. If you’ve said compassion, respect, or dignity are central, this is the time to show them in action.

Contribution matters because people want to help. Effective leaders channel grief and anxiety into meaningful action, whether that means serving the community, supporting one another, or simply keeping the mission moving with care.

Tragedy will come. The question for every leader is: Will you be ready to provide clarity, model values, and offer contribution when your people need it most?

Lead with purpose.

A paycheck isn’t enough.

Every leader develops people. The question is—are you helping them grow, or holding them back?

Too often, leaders focus on fixing weaknesses. It feels helpful, but it drains energy and rarely creates lasting progress. The truth is simple: people grow faster when they build on what they already do best. And when their values align with the organization’s mission, performance and fulfillment reinforce each other.

Here’s how you can recalibrate: look at your calendar. Highlight the tasks that actually use your best strengths—and circle the ones that don’t. Then decide: what can you delegate, what can you drop, and where should you double down?

This week’s challenge: have one strengths-focused conversation with someone on your team. Ask, “What do you do best—and how can we raise the bar there?” You’ll be surprised at how energizing that simple shift can be.

How are you helping your people grow by focusing on their strengths? I’d love to hear your thoughts.

Let’s keep learning together—and let’s lead with purpose.

Every leader develops people. The only question is—are you helping them grow, or stunting them?

Too many leaders make the mistake of trying to “fix” weaknesses. But weaknesses rarely become strengths. Focusing there drains energy without creating real growth.

The best leaders flip the script. They build on strengths, challenge people to stretch further, and set expectations that make growth inevitable.

Here’s my challenge for you: This week, sit down with one person on your team and ask, “What do you do best—and how can we raise the bar there?”

That one conversation can shift someone’s career—and your team’s results.

What strengths will you develop on your team this week?

Are you measuring success by how much you do — or by the impact you actually create?

In today’s episode, I share why the most effective leaders stop asking, “What do I get?” and start asking, “What can I contribute?” This simple shift changes everything. It moves you from busyness to true impact and forces you to connect your work to the bigger mission of your organization.

Here’s my challenge for you: Pick one project this week and ask yourself, “If I nail this, how does it contribute to the bigger mission?” If you can’t answer clearly, it may be time to rethink the project — or your approach.

Listen in, then let me know: What project are you working on right now that makes the biggest contribution?

Summary

In this conversation, Joni Goodman shares her journey from being a biochemist to becoming a master trainer and entrepreneur. She discusses the importance of self-awareness in leadership, the significance of creating safe spaces for vulnerability, and her experiences in coaching, particularly for women in STEM. Joni emphasizes the continuous nature of personal and professional growth and introduces her upcoming book that aims to support individuals in their development journey.

Takeaways

* Joni transitioned from biochemistry to training and development.

* Self-awareness is crucial for effective leadership.

* Creating safe spaces fosters vulnerability and growth.

* Continuous growth is a lifelong journey.

* Joni's coaching focuses on women in STEM.

* Discomfort is essential for personal development.

* Assessments can enhance self-awareness.

* Building trust is key in leadership.

* Joni's upcoming book will provide practical insights.

* Community support is vital for personal growth.

Joni’s Links

Website: https://www.jdgadvisors.com/

Encounter You: https://www.encounteryou.org/

LinkedIn: https://www.linkedin.com/in/jonidgoodman/

Facebook: https://www.facebook.com/jdgadvisors

Instagram: https://www.instagram.com/jonidgoodman/?igsh=NHAyZjlvNnlocTZv&utm_source=qr#

YouTube: https://www.youtube.com/channel/UCqEymnYdumpHbOk1de2QOOw

Linktree: https://linktr.ee/jonidgoodman

Summary

Cassie Leishman, a learning and development manager, shares her approach to creating engaging and interactive training sessions. She emphasizes the importance of incorporating fun and gamification into adult learning, using activities like escape rooms and scavenger hunts. Cassie also discusses the challenges of transitioning from teaching children to training adults and the need to make training efficient and relevant. She highlights the value of focusing on the participants and their needs, building relationships, and being flexible in delivering training. Overall, Cassie's approach aims to make compliance training enjoyable and effective.

Takeaways

* Incorporating fun and gamification into adult learning can make training more engaging and effective.

* Transitioning from teaching children to training adults requires adapting teaching methods and considering the time constraints of adult learners.

* Making training efficient and relevant is crucial for adult learners who have limited time and specific job responsibilities.

* Focusing on the participants, building relationships, and being flexible in delivering training are key to successful learning experiences.

Summary

In this conversation, Duane Lester interviews Carmen Simon, a cognitive neuroscientist specializing in memory. They discuss the importance of memory in business and learning, and how memory is not just about remembering the past, but also about remembering the future. They explore the concept of prospective memory and how it relates to decision-making in business. Carmen shares practical guidelines for improving memory, including the use of repetition, visual elements, and creating associations. They also discuss the limitations of working memory and the need to balance abstract and concrete information. Overall, the conversation emphasizes the importance of controlling the 10% of information that people remember.

Takeaways

* Memory is not just about remembering the past, but also about remembering the future.

* Prospective memory, or remembering intentions set for the future, is crucial in business and decision-making.

* Repetition is key to improving memory and ensuring that important information is remembered.

* Visual elements and associations can enhance memory retention.

* Working memory has limitations, so it's important to be mindful of the amount of information presented at once.

* Balancing abstract and concrete information can help improve memory recall.

* Controlling the 10% of information that people remember is crucial in business and learning.

Summary

In this conversation, Duane Lester interviews Joe Urbanski about transforming training culture and creating a learning culture. They discuss the importance of making training a want to, not a have to, and how to create a culture that supports learning and growth. Joe shares his personal journey and emphasizes the importance of having fun in all aspects of life. They also explore the challenges of changing a resistant culture and the need to let go of people who are not willing to grow. Joe provides insights on creating a safe and brave space for open and honest conversations, and the role of facilitators in making learning easy and engaging.

Takeaways

* Transforming training culture involves making training a want to, not a have to.

* Creating a learning culture requires aligning the organizational culture with the training culture.

* Changing a resistant culture requires having tough conversations and being willing to let go of people who are not willing to grow.

* Creating a safe and brave space is essential for open and honest conversations.

* Facilitators should focus on making learning easy and engaging, and allow participants to contribute their knowledge and experiences.

* Taking 100% responsibility as a leader is crucial for driving change and creating a positive culture.

Follow Joe on LinkedIn. He’s always sharing powerful and insightful content.

And check out Total Solutions Group (TSG), where Joe is the COO.

Summary

Jess Almlie, M.S., a learning and development consultant, discusses the importance of measurement in the L&D field. She highlights the trend of L&D professionals viewing measurement as a burden and explains why this mindset is flawed. Jess emphasizes the need for L&D to shift their thinking and approach measurement from a strategic perspective. She suggests focusing on three types of measures: activity measures, effectiveness measures, and outcome measures. Jess also talks about her podcast and newsletter, L&D Must Change, which aims to shift the L&D industry's mindset.

Takeaways

* Measurement is essential in the learning and development field to demonstrate the value and impact of L&D initiatives.

* L&D professionals should shift their mindset and view measurement as a strategic tool for making informed business decisions.

* Measurement should focus on three types of measures: activity measures, effectiveness measures, and outcome measures.

* L&D professionals should align their measurement efforts with the strategic initiatives of the business.

* Jess Almlie hosts the L&D Must Change podcast and newsletter, which aim to shift the mindset of the L&D industry.

Follow Jess on LinkedIn.

Subscribe to her newsletter and her podcast!