The Foundation of Belief-Driven Leadership

Introduction: What is culture, really? In this conversation, Matt Marcotte—who's led teams at Apple, Salesforce, and Bergdorf Goodman—helps us move past the buzzwords. We talk about why belief is the difference between teams that comply and teams that commit, why uncertainty makes this more critical than ever, and how leaders can stop trying to be the hero and start creating environments where people bring their best.

Summary: Matt introduces his new book Built on Belief and explains why he pivoted from frameworks to focus on the real competitive advantage: belief. We explore how belief transforms into commitment versus compliance, why leaders feel pressure to have all the answers (and why that's wrong), and the importance of clarity around what your organization actually believes. Matt shares the "heart, head, hands" framework and explains why people feel first, think second, then act—and how leaders need to work with that reality, not against it.

Key Highlights:

• Culture comes down to two things: how people act and what they believe
• Belief is the "magic elixir" for fighting uncertainty in today's business environment
• The myth of the hero leader: your success is predicated on your people's success, not on having all the answers
• The "heart, head, hands" framework: humans are wired to feel first, then make sense of it intellectually, then act

Key Takeaways:

• Start by defining what you believe. Most organizations focus on the "how" and "what" but skip the foundational "why."
• Commitment is born from conflict. People need agency, voice, and the ability to challenge ideas to truly buy in.
• Redefine what control means. Great leaders are conductors orchestrating the whole, not soloists playing every instrument.
• Lead with emotion, not intellect. "I have a dream" beats "I have a plan" every time when building commitment.
• Put people in choice. Be clear about your mission so people can authentically opt in—or out.

Next Steps for Listeners:

• Ask yourself: When's the last time I thought about what my organization actually believes?
• Identify one person on your team and practice looking at a challenge through their eyes.
• Think about your last big initiative—did you lead with vision (emotion) or plan (intellect)? How did people respond?

Connect with Matt on LinkedIn.