We’re mixing things up in this episode with our very first guest conversation. And I couldn’t have asked for better company. Caelyn Phillips and Christopher Bell, the co-founders of GoWāndr, are here to share their story. This isn’t just another travel app they’ve built. It’s something soulful, designed to make exploring the world feel personal again.

Caelyn is one of those rare creatives who can think like a strategist. He’s a multilingual UX designer, researcher, and marketer who moves easily between cultures, fluent in English, Spanish, French, and Portuguese. Over the years, he’s worked across user experience, brand strategy, and digital design, helping startups shape products that actually connect with people.

Christopher comes from a different angle but with the same heart for design. He’s a seasoned UX designer and researcher who’s worked with major companies like Centene Corporation and ADP, always with the goal of creating seamless, human-centered experiences. He’s also my son. Together, they’re a powerhouse with ten years of trust, collaboration, and a knack for blending practical problem-solving with a bit of poetry.

In this conversation, we get into the grit of building GoWāndr, and how it went from a spark of an idea to a tool that organizes every part of a trip, yet still manages to spark curiosity and capture memories. You’ll hear why they pivoted from their original plan, the features that make the app stand out, and the moments along the way that told them they were onto something special.

GoWāndr is available now on the Apple App Store and Google Play Store. The first month is free with full feature access, and most functions can be explored without logging in.

Episode Highlights: 

[02:22] Today we're shifting for the first time from a solo podcast format to one that includes guest leaders.  Phillips and Christopher Bell, the co-founders of GoWāndr are here today. 

[06:01] Caelyn shows the inspiration for the app and what sparked the idea. Travel has changed his perspective on the world.

[07:25] The app was originally going to be a language learning app. They then decided to shift the idea to make travel more accessible to everyone.

[08:53] For about 15 years, Chris was a professional photographer specializing in fashion creative photoshoots. He was also the editor-in-chief of Aspiring Magazine for about five years. He also worked in podcasts and other creative work before pivoting to UX design.

[09:29] Caelyn and Chris have worked together for about a decade now. They worked in multimedia and produced various documentaries. 

[10:41]The importance of knowing when and how to pivot when working in startups.

[11:33] The beauty of having an organic aspect of an idea or product instead of being stuck with this is your baby and I can't change.

[12:04] It's important to adapt to what people need.

[12:44] What makes  Stand Out is the organizational aspect. You can do everything in one place. You can collaborate and share links with your travel partner.

[14:30] Users can expect all of the standard booking items plus a dynamic dashboard that has what you need at your fingertips. There's also an echo journal where you can organize everything. The app also has a nostalgic aesthetic.

[15:44] GoWāndr was designed with intention.

[16:39] After using the app, people should walk away more than just a trip. We want them to feel like they reconnected in a sense with themselves, with the curiosity, with the stories they travel, that makes travel meaningful.

[17:03] Every memory has emotional weight. People should feel seen and inspired and a little bit transformed.

[18:16] We discuss the emotional experience of developing the app. We want to build the lasting staying power of these memories. 

[19:12] Chris shares his leadership approach to ensure that GoWāndr has staying power. A lot of it is about leaning into their strengths and resourcefulness.

[22:07] The beauty of taking a project and working with it brick by brick.

[23:29] Chris and Caelyn share favorite memories from building GoWāndr.

[26:17] Chris and Caelyn have strengths that complement each other. Whatever they do turns out to be successful.

Resources & Links Related to this Episode

• Prepare 2 Shift
• THINK Globally LEAD Strategically: A Christian Guide to Building Effective Leaders
• YOUTH LEADERSHIP: The Untapped Resource
• Dr. Paula Maddox LinkedIn
• Leadership Communications: The Top 5 Tips
• GoWāndr
• Christopher Bell - LinkedIn
• Caelyn Phillips
• Caelyn Phillips - LinkedIn

Leaders often have their sights set on promotion, growth, and new opportunities. What happens if there’s nobody prepared to take over their role once they move up? When an organization lacks bench strength, it can quietly threaten the stability and future success of the entire company. In this episode, we'll explore why having no bench and no backup is more than just an inconvenience. It’s a critical gap that can stall your progress and hinder long-term sustainability.

You might have heard the phrase "bench strength" from sports, referring to skilled players ready to step in whenever they're needed. It turns out that business isn't so different. Having a deep talent pool of capable employees ready to fill key leadership roles at a moment’s notice is essential. We'll dive into why so few organizations feel confident about their bench and examine what truly makes a bench strong, adaptable, and ready to meet unexpected challenges.

Whether you're someone looking to move forward in your career, or you're responsible for preparing your own team to handle future transitions, this conversation will offer practical strategies for assessing, developing, and reinforcing your organization's talent pipeline. Building a bench isn't just good business. It’s a critical factor in sustaining growth, adaptability, and success, no matter what comes your way.

Episode Highlights: 

[02:27] No Bench, No Backup, The Power of a Strong Bench. This is a critical topic that can sometimes prevent leaders from advancing in their careers.

[03:04] Bench has been used in sports to refer to the quality and number of players ready to step in. In business it's very similar. It's about having a deep talent pool of competent employees ready to step up when needed.

[04:02] A strong bench means nurturing a talented pool of candidates that possess the right skills, knowledge, and experience

to step up when needed.

[05:24] Adopting a global mindset is critical. Common trade-offs that executive leaders must consider.

[06:14] Cultural awareness and agility is also important for leaders.

[07:10] Only 12% of companies have a strong leadership bench due to 1. Lack of investment in developing mid-level managers. 2. Company overlooking potential leaders. 3. Difficulties in creating effective succession plans.

[08:04] Advantages of building a strong global bench includes top quality talent retention, reduced risk and enhanced agility, and improved business continuity and financial performance.

[11:15] Companies with strong benches are three times more likely to be among top performing organizations.

[11:33] Innovation and growth. Employees encouraged to grow are more likely to generate innovative ideas.

[12:06] Preventing burnout is another benefit of having a strong global bench. Other advantages include maintaining institutional knowledge and preserving expertise.

[13:04] Let's explore how leaders can assess their current leadership bench. 1. Identify critical roles and define competencies. 2. Conduct comprehensive talent assessments. 3. Conduct staffing reviews and discussions. 4. Take inventory of existing skills.

[17:35] Once you've assessed your bench, the job of strengthening it begins.

[18:34] 1. Invest in high quality leadership development programs. 2. Foster a culture of coaching and mentorship. 3.  Encourage ownership and accountability by empowering potential leaders. 

[22:48] Communication is key!

Resources & Links Related to this Episode

• Prepare 2 Shift
• THINK Globally LEAD Strategically: A Christian Guide to Building Effective Leaders
• YOUTH LEADERSHIP: The Untapped Resource
• Dr. Paula 4 Keys To Building Your Leadership Bench StrengthMaddox LinkedIn
• THINK Globally LEAD Strategically: A Christian Guide to Building Effective Leaders
• Leadership Bench Strength | Can You Spot Your Next CEO Early?
• Leadership Succession Planning: Ensuring Continuity and Future Success
• Bench Strength: What Why and How
• Identifying and Building Your Leadership Bench Strength
• Building Leadership Bench Strength for a Global Business Environment
• Top Companies Reap Benefits of Bench Activity
• 4 Keys To Building Your Leadership Bench Strength
• Developing A Global Mindset: The Five Keys To Success
• 6 Ways to Improve your Companies’ Bench Strength
• Building Deep Bench Strength: A Strategic Approach to Organizational Resilience and Growth
• How Managers Build a Strong Bench
• Top Companies Reap the Benefits of Bench Strength
• Maxwell Executive Leadership Podcast #60: Leader Challenge: Building Bench Strength
• Leader’s Playbook to Turn Feedback to Forward Motion

Today’s topic is a truly vulnerable and honest one which is why I have sort of been hesitant to cover it, but as difficult as it can be to really put yourself out there like this, it’s a really important topic. I, along with Jesse in the studio as well, am sharing my journey of changing my mindset around food and the major shifts that I have experienced in the last few weeks. After being approached by a company called Nourish that offered free access to a dietitian, I ultimately decided to give it a try.

Listen in as I share how, during my first session, I had some pretty big "a-ha" moments as the dietitian challenged some of my long-held beliefs about taking in fewer calories to lose weight, explaining to me that in eating too few calories for years, especially while under immense physical and emotional stress, I had actually been harming my body. This revelation truly shattered my dependence on the number on the scale as the sole indicator of my health.

I discuss how, over the following weeks, I really struggled to increase my calorie intake, as it felt like "too much food" after restricting for so long. I went through a period of intense anxiety and stress as the weight didn't immediately come off, and I ultimately realized that I needed to break free from this unhealthy mindset and get rid of my scale altogether.

I am now focusing on nourishing my body and listening to my hunger cues rather than obsessing over macros or calories. I have experienced a new freedom and energy, even on less sleep, and I hope to break this cycle for my kids and set an example of true health and wholeness!

I encourage others struggling in similar ways to act as if they are already healed. I, after all, am not on the other end of this yet and am still in the process. This is just the beginning of my journey, but I am so excited to continue to heal and share the process transparently!

In This Episode

[0:36] - I am discussing my as of yet unhealed struggles with food.

[2:24] - Hear how I discovered a free dietitian service through insurance, prompting some clarity around my health goals.

[6:07] - I was shocked to learn from my dietitian that I was under-eating, not over-eating.

[9:08] - Despite years of dieting, I couldn’t lose five pounds after my fourth pregnancy.

[11:18] - Repeated dieting and surprise pregnancies left my body stressed and resistant to weight loss.

[14:07] - Parenting, fostering, writing books, and business pressures overwhelmed me physically and emotionally.

[17:46] - Realizing that my chronic stress and extreme calorie deficit was damaging me, I began increasing my calorie intake.

[20:00] - Although I was encouraged to eat more, I initially struggled emotionally when weight loss didn’t immediately follow.

[21:27] - Hear how I realized that my unhealthy fixation on weight was an addictive, joyless pursuit of external validation.

[24:17] - I reflect on how I clung to the scale for validation, not realizing how deeply it controlled my self-worth.

[25:14] - Jesse and I discuss how I came to realize that true health isn’t about weight loss but about feeling nourished, energized, and balanced.

[28:58] - I realized that my obsession with the scale was mentally and physically harming me.

[31:37] - Not knowing my weight daily gave me relief and began to break toxic thought patterns.

[33:30] - Hear how I replaced obsessive food tracking with photo-based check-ins, allowing space for more intuitive eating.

[35:09] - Listening to my hunger cues and eating more gave me energy and modeled balance for my kids.

[38:12] - I express gratitude for my dietitian helping me launch a healing journey.

[40:13] - I now practice gratitude for my body’s function, rewiring thought patterns toward healing and self-love.

Links & Resources

Crystal Paine

Social Media

Crystal Paine on Instagram (@moneysavingmom)

Crystal Paine on Instagram (@crystaliscleaning)

Crystal Paine on LinkedIn

Crystal Paine on Twitter

Crystal Paine on Goodreads

Money Saving Mom

Money Saving Mom on Facebook

Money Saving Mom Deal Seekers Facebook group

[email protected]

Have you ever been in the middle of sharing a great idea—or even just finishing a sentence, when someone cuts you off mid-thought? That momentary flash of frustration, the feeling of being overlooked or dismissed, is something most of us know all too well. In this episode, we’re digging into the dynamics of interruptions, and what they really mean, why they happen, and how we can respond with clarity, confidence, and grace. From the workplace to our closest relationships, the way we handle being interrupted (or how often we interrupt others) can either build trust or quietly erode it.

We’ll unpack the three main types of interruptions: power, rapport, and neutral and explore why some people dominate conversations while others unknowingly jump in out of eagerness or anxiety. The conversation gets especially interesting when we look at how cultural differences and neurodivergence affect how interruptions are perceived. Did you know that in some cultures, overlapping speech signals enthusiasm and connection, while in others it’s seen as flat-out rude? Or that some people may interrupt simply to avoid forgetting their thoughts, not because they’re trying to hijack the conversation?

Whether you’re someone who often gets interrupted or you’re realizing you might be doing the interrupting, this episode offers practical ways to handle both roles. You’ll walk away with specific language to use in the moment, tips on staying regulated when you feel dismissed, and advice for building conversations that feel inclusive, respectful, and productive. It's not just about talking, it’s about being heard, and learning how to truly listen.

Episode Highlights: 

[02:57] Today, we're tackling conversation interruptions. Have you ever been cut off mid-conversation and felt like your feelings have been hijacked? 

[04:12] Interruptions can happen during any conversation. It breaks the flow of your speech or pattern of thought. It's when someone interjects their own thoughts in the middle of someone's sentence.

[05:30] It can depend on someone's conversational style on how they perceive and interruption. We need to approach communication with a higher level of awareness.

[06:38] Think about taking a pause and thinking about your audience before you assume the worst.

[07:03] Power interruptions are when the interrupter wants to take control or display dominance. Their viewpoint is more important than the speakers.

[07:25] Rapport Interrupters intend to build a connection and show engagement.

[08:04] Neutral interruptions do not carry power or the intent to disrupt. They may interject into the conversation if the speaker hasn't invited other opinions.

[09:07] Why do people interrupt others? It can range from unintentional habits to calculated behaviors to not even being aware that you're doing it.

[10:28] People may interrupt because they desire dominance or control. It's necessary for impactful leaders to have a high level of emotional intelligence.

[11:01]  You can learn more in my book, THINK Globally LEAD Strategically: A Christian Guide to Building Effective Leaders.

[11:55] Men are more likely to interrupt women.

[12:43] Interrupters can sometimes be impatient or feel very eager.

[14:16] Sometimes behaviors that resemble an interruption could be from a neurodevelopmental disorder like ADHD.

[15:27] Cultural differences also have an effect on how interruptions are perceived. Communication styles can vary significantly across cultures.

[16:26] How to respond to interruptions when they happen.

[17:21] Remain calm and maintain your composure to be calmly assertive. Take a deep breath and don't take it personally.

[19:53] Use "I" statements to own what you're thinking and feeling.

[20:23] Ways to proactively shift your behavior if you're the interrupter. 1. Practice active listening by consciously focusing on what the speaker is saying. 2. Take a moment to pause before speaking. 3. Write down your thoughts. 4. Focus on the topic, not yourself.

[22:27] Understanding and managing conversation interruptions is a crucial step towards building healthier and more productive relationships.

Resources & Links Related to this Episode

• Prepare 2 Shift
• THINK Globally LEAD Strategically: A Christian Guide to Building Effective Leaders
• YOUTH LEADERSHIP: The Untapped Resource
• Dr. Paula Maddox LinkedIn
• THINK Globally LEAD Strategically: A Christian Guide to Building Effective Leaders
• Dealing With Interrupters In Business Conversations
• Stanford Researcher Examines How People Perceive Interruptions In Conversation
• 8 Polite & Assertive Ways To Stop People Interrupting You
• The Psychology of Interrupting (Why People Interrupt and How to Manage It)

Let's be honest, uncertainty isn't going anywhere. If anything, it's become the default setting for most of us in leadership roles. Those neat, step-by-step decision trees we learned about? They're pretty much useless when you're dealing with real complexity.

In this episode, I dig into why our go-to methods for making decisions often backfire when things get messy. And trust me, things are always messy these days. Whether you're trying to pivot quickly, working with incomplete data, or just feeling like you're flying blind, I've got some thoughts that might help. I’ll talk about what complexity actually looks like in practice, because it's not just "complicated but harder." It's a whole different beast. Then we'll get into why sticking rigidly to your usual playbook can actually make things worse.

The real meat of this conversation centers around something called emergent strategy. Sounds fancy, but it's actually pretty straightforward. Instead of trying to map out every detail from the start, you take deliberate small steps and let better decisions reveal themselves as you go. It's like feeling your way forward with a flashlight instead of trying to see the whole path at once. I'll share some stories from my time working federal emergency deployments. Those experiences taught me a lot about staying calm when everything's chaos, building confidence without all the answers, and why bringing your team into the process isn't just nice to have, it's essential.

By the time we wrap up, you'll have some concrete tools you can actually use. We'll talk about managing your own stress response, getting clear on what you're really trying to achieve, and why sometimes the best thing you can do is run an experiment instead of making a "final" decision. This isn't about having all the answers, it's about getting comfortable with not having them while still moving forward effectively.

Episode Highlights:

[02:48] We're talking about the important topic of being able to make decisions when the path isn't clear.

[03:23] Leaders frequently have to make crucial decisions under pressure.

[04:22] Traditional decision making practices may not meet today's complicated demands.

[05:05] A complex work environment is characterized by a high degree of unpredictable dynamics.

[06:51] When making decisions in complex situations our brains are processing multiple systems simultaneously.

[07:19] The two main computations that our brains are faced with when making complex decisions according to an MIT article.

[08:24] Cause and effect relationships require expertise and analysis. Leaders need to sift through known unknowns.

[09:16] We often have to rely on good past practices.

[09:57] It's tempting to revert to familiar decision making styles or use entrained thinking as mentioned in a Harvard Business Review article.

[11:04] One of the first things leaders can do is shift their mindset. Be open to changing your mind as new data emerges. Courageously clarified the task or goal.

[12:24] The emergent strategy allows leaders to use incremental decision-making or learning and adapting along the way. This allows the decision to evolve over time.

[13:07] Our traditional process for making decisions is called the deliberate strategy.

[14:01] Incremental decision-making or emergent strategy accepts that you cannot define the final strategy at the beginning. Leaders navigate step-by-step making decisions along the way.

[15:23] Innovative leadership often applies to software and tech companies. It's important to embrace collaboration.

[16:15] I share 10 tips that may be useful for you now based on a Forbes article.

[17:06] Gain clarity. Determine outcomes. Understand the problem. Generate alternatives. Weigh decisions against probability. Prioritize key factors. Use existing structured methods. Weigh the need for more data against time. Provide clarity.

Remain adaptable and open to revisiting decisions.

[19:29] Navigating complexity requires a willingness to be flexible and agile in our leadership approach.

Resources & Links Related to this Episode

●    Prepare 2 Shift

●    THINK Globally LEAD Strategically: A Christian Guide to Building Effective Leaders

●    YOUTH LEADERSHIP: The Untapped Resource

●    Dr. Paula Maddox LinkedIn

●    Leadership Communications: The Top 5 Tips

●    How We Make Complex Decisions

●    A Leader’s Framework for Decision Making

●    How to Make Better Decisions Under Pressure: 5 Key Strategies for Navigating Complexity

●    How to Make Strategic Choices in Uncertain Conditions

●    Courage to Clarify: Leadership and Decision-Making Amidst Complexity

●    12 Ways To Make Crucial Decisions Under Pressure

●    What Are The Key Steps In Making A Complex Business Decision?

Feedback has the power to build trust, drive growth, and strengthen relationships but only if we know how to use it well. In this episode, I’m diving into what it really takes to turn feedback into forward motion. Whether you're leading a team, working across departments, or just trying to get better at what you do, the way we give and receive feedback makes all the difference.

I'll share some of the ways I’ve shifted the tone of feedback conversations to make them more meaningful and less stressful, including why I started calling them brag moments. It changed everything. We’ll also get into how to ask better questions, how to handle feedback when it’s coming your way, and why the words you choose matter more than you think.

This isn’t about sugarcoating tough conversations. It’s about making them clear, helpful, and actionable. If you're ready to create a feedback culture that actually helps people grow, this one's for you.

Episode Highlights:

[02:31] Let's talk about a Leader's Playbook to turn feedback into forward motion.

[03:18] Understanding how to give and receive feedback effectively is a game changer.

[04:24] Feedback is a key interpersonal skill that applies way beyond the workplace. It's essential for healthy relationships.

[05:16] Key principles include differentiating between constructive criticism and negative feedback. Constructive criticism focuses on ways to improve. Negative feedback to grades others.

[06:06] I share a personal story about my previous manager's feedback.

[07:37] Feedback can be an opportunity to share what's working well and suggest improvements on both sides.

[08:07] I remember my team members not being excited when I scheduled feedback discussions. I changed the tone and called them our brag moments.

[11:25] Leaders need to be just as attentive as noticing accomplishments as observing areas of improvement.

[12:01] An example of constructive feedback. Ask an open-ended "what" question.

[13:43] I go into more detail in my book, YOUTH LEADERSHIP: The Untapped Resource.

[14:34] Feedback should be timely and in private.

[15:19] Using "I" statements and making a conscious effort to own our observations and opinions.

[16:58] Begin with a comment of appreciation before beginning constructive criticism.

[17:32] Multiple directions of offering feedback. Feedback can also be given to higher managers in the leadership chain.

[18:04] The importance of selecting the right time and space and respecting time.

[19:02] Feedback can also be phrased as a question to open the conversation.

[20:24] An example of how to give negative feedback. Be clear and follow up.

[22:13] The best ways to receive constructive feedback. Take an intentional pause and appreciate someone willing to give you feedback.

[23:30] Reflect back and ask clarifying questions.

[26:48] Reframing questions to begin with the word "what" meets people where they are and allows them to explore creative solutions.

[29:24] In conclusion, constructive feedback is a vital ingredient for growth and strong relationships!

Resources & Links Related to this Episode

●    Prepare 2 Shift

●    THINK Globally LEAD Strategically: A Christian Guide to Building Effective Leaders

●    YOUTH LEADERSHIP: The Untapped Resource

●    Dr. Paula Maddox LinkedIn

●    Leadership Communications: The Top 5 Tips

●    How to Give Negative Feedback to Your Peers, Boss, or Direct Reports

●    2 Dos and 3 Don'ts When Giving Feedback

●    7 Examples Of How To Provide Employee Feedback For Managers

●    How to Receive Feedback (Part 1)

The pace of change in today’s workforce isn’t slowing down—and leaders who want to stay relevant can’t afford to stand still. In this episode, we’re talking about how intelligent leaders evolve by upskilling, reskilling, or even outskilling. It’s not just about staying employed—it’s about staying impactful.

We’ll break down what each of these strategies actually looks like in practice, why they matter now more than ever, and how to decide which path makes sense depending on where you are in your career. From identifying skill gaps and finding the right mentors to building visibility and influence within your organization, this episode offers a practical roadmap for anyone ready to take charge of their growth.

You’ll also hear about the global shift toward continuous learning—and why technical know-how alone isn’t enough anymore. Soft skills, strategic relationships, and a clear leadership brand are just as important. By the end, you’ll have tangible steps to future-proof your career and keep building a life and leadership path that’s sustainable, no matter what’s ahead.

Episode Highlights:

[00:02:30] Today, we'll talk about how intelligent leaders evolve and expand their impact by upskilling, reskilling, or outskilling.

[00:03:29] Job markets are evolving and changing at a rapid pace. 

[00:04:19] Workers need to take ownership of their careers and create intentional plans. They must empower themselves by actively seeking out resources and sharpening their skills.

[00:05:06] The responsibility to design the career and life that we desire rests within us.

[00:05:48] What skills and experiences do I need to move forward? Clarify goals. What does advancement mean to you?

[00:07:19] Ask directly what's needed to advance in your organization. Network, connect, and schedule information interviews.

[00:08:04] How learning is a lifelong process even after retiring. Examples of successful launches of entrepreneurs who were at retirement age.

[00:09:36] Who can I learn from and how can I expand my network?

[00:11:52] Organizations want to invest in people who they know and believe in. Networking can help get you those recommendations.

[00:12:49] Make building meaningful connections a priority.

[00:13:19] How am I actively shaping the narrative of my leadership journey?

[00:14:44] Intelligent leaders evolve and adapt by staying proactive.

[00:15:50] Upcoming demands of the 4th Industrial Revolution will change the skills needed for jobs.

[00:16:12] Upskilling involves improving a leader's existing skill sets through training and development programs.

[00:17:13] Reskilling includes learning an entire new set of skills to take on a different job.

[00:18:02] outskilling is an option for workers to self-initiate if they desire to find a new career path on their own.

[00:19:59] Top skills needed this year and beyond include analytical thinking and innovation, active learning and learning strategies, complex problem solving skills, critical thinking and analysis, creativity, originality, and initiative.

[00:21:15] Soft skills are often one of the most important factors for promotion.

[00:22:35] Leaders need to become far more focused on how they sustain themselves.

[00:23:45] Leaders should also practice sense making or understanding the complex dynamics of their environment.

[00:24:37] If your role is shrinking, you may want to consider reskilling.

[00:25:33] Steps to future proof yourself include assessing your transferable skills, investing in continuous learning, and leveraging your networks.

[00:28:32] Find mentors and opportunities to gain additional experience.

[00:29:47] Upskilling, reskilling, and outskilling aren't just survival tactics. They're strategies for thriving in an ever-evolving professional landscape.

Resources & Links Related to this Episode

●    Prepare 2 Shift

●    THINK Globally LEAD Strategically: A Christian Guide to Building Effective Leaders

●    YOUTH LEADERSHIP: The Untapped Resource

●    Dr. Paula Maddox LinkedIn

●    Leadership Communications: The Top 5 Tips

●    We Need A Global Reskilling Revolution – Here's Why

●    Future of Jobs Report 2025

●    Bridging The Skills Gap: Fuelling Careers And The Economy In Asia-Pacific

●    Future-Proof India's Workforce: Top Strategies for Retention and Upskilling

●    Global Social Media Statistics

●    How Leaders Can Adapt To An Evolving Workforce In The Age Of AI

●    Upskilling and reskilling for talent transformation in the era of AI

Leadership isn’t just about having authority. It’s about influence, impact and inspiring others to a shared vision. Today we look at two different leadership styles: one that builds trust, creativity and innovation and another that uses fear, control and compliance.

As organizations adjust to new workplace dynamics, understanding these leadership approaches is more important than ever. I’ll break down the key differences between inspirational and intimidatory leadership, and how each shapes workplace culture, team engagement and long term success.

The way a leader communicates, empowers their team, and navigates challenges can make or break an organization. We’ll look at why inspiring leaders build high performing, engaged teams that drive innovation and growth, and fear-based leadership creates environments of stress, silence and stagnation.

With research backed insights and real life examples, I’ll share key leadership traits and practical tips to help you refine your leadership approach. Whether you’re leading a global enterprise, managing a small team or stepping into a new leadership role, these insights will help you build a stronger, more motivated workforce.

By the end of this episode you’ll know what it means to be a great leader and how to spot a fear based culture. More importantly you’ll have practical steps to increase your leadership presence and make a lasting impact in your organization. If you’re ready to shift your leadership mindset and level up your skills, stay tuned.

Episode Highlights:

[02:42] Do you lead by inspiration or intimidation? Today, we examine the impact of different leadership styles on workplace culture and performance.

[03:14] Leaders need to be adaptable and foster engagement. Some workers are entering the work environment for the first time and will need time to adjust.

[04:02] Today we're focusing on two leadership styles, inspirational and intimidating leadership. Inspiring leaders empower and inspire while intimidating leaders control actions through fear.

[05:01] Leaders usually adopt multiple leadership styles depending on how they need to show up. This is why it's crucial for leaders to remain agile.

[05:39] Teams led by collaborative and inspirational leaders tend to perform at high standards and achieve robust results.

[07:12] The seven main differences between an inspirational leader and an intimidating leader.

[07:32] Inspiring leaders focus on the needs of their teams, customers, and stakeholders, while intimidating leaders prioritize their own personal agendas and their egos.

[07:48] Inspiring leaders encourage open communication, active listening, and collaboration. Intimidating leaders restrict communication.

[08:17] Inspiring leaders empower their teams and enable them to take risk and grow professionally. Intimidating leaders disempowered their teams.

[09:06] Inspiring leaders take responsibility for their actions. They are honest and will admit their mistakes. Intimidating leadership blames others.

[09:27] Inspiring leaders make decisions with the team's best interest in mind. Intimidating leaders make decisions based on their own interests.

[09:51] Inspiring leaders are authentic. Intimidating leaders use fear to mass their flaws.

[10:23] Inspiring leaders increase productivity, employee engagement, and loyalty. Intimidating leaders create short-term focus with long-term negative consequences.

[11:03] Benefits of inspirational leadership: 1. Enhanced engagement. 2. Increased productivity. 3. Improved profitability. 4. Foster's innovation.

[13:04] Fear-based leadership: 1. Diminishes productivity. 2. Communication slows down. 3. Collaboration comes to a halt. 4. Creates a stifling toxic work environment.

[14:16] When is a fear-based culture manifesting? 1. Silence in meetings. 2. Side bars and meetings after the meeting. 3. Low participation in surveys. 4. Increased attrition.

[16:17] Children's innate ability to mediate conflicts. What hinders us as adults? It could come down to emotional regulation.

[17:12] It's imperative for leaders to self-regulate regularly. If you want to know your potential derailers, consider taking a Hogan Leadership Assessment.

[18:41] Leaders need to find productive processes to manage emotions.

[19:00] Abraham Lincoln wrote hot letters to control his emotions. He just didn't send them. Some people self regulate by taking walks or listening to calming music.

[20:26] Characteristics of inspiring leaders include approachability, vision, passion, authenticity, integrity, and values.

[24:11] Your value is not diminished because someone won't see or acknowledge your worth. Create your own reality.

Resources & Links Related to this Episode

●    Prepare 2 Shift

●    THINK Globally LEAD Strategically: A Christian Guide to Building Effective Leaders

●    YOUTH LEADERSHIP: The Untapped Resource

●    Dr. Paula Maddox LinkedIn

●    Leadership Communications: The Top 5 Tips

●    Leadership: Theory and Practice

●    Hogan Leadership Assessment

●    Reviews of Academic Family and General Studies on Conflict Management

●    The Benefits of Employee Engagement

●    Are You Leading With Fear — Or Inspiration?

●    Learning Humility From Lincoln

Ever thought of disagreements and miscommunication in the workplace as your greatest leadership asset? With in-person work back in the mix, how we connect, communicate and collaborate has changed. Understanding how to manage conflict is more important than ever. If you’ve struggled with navigating different opinions or wondered how to turn discord into innovation this episode is for you.

Today we dive into the art and science of alternative dispute resolution, how healthy conflict can spark creativity, improve relationships and create inclusive workplace cultures. We’ll look at why we shouldn’t avoid conflict but embrace it – and how strategic communication can turn challenges into opportunities for growth.

So get ready for some practical tips – how to acknowledge opposing views and why sometimes silence is the best response. We’ll get into the nitty gritty of workplace dynamics, leadership presence and how to thrive in the modern workplace.

Episode Highlights: 

[02:27] Today we will be discussing alternative dispute resolution or what HR specialists refer to as ADR or conflict resolution.

[03:06] With many return to work policies in place workers are going to have to resocialize themselves and adjust to being back in the office.

[04:20] We have to make adjustments. There are also going to be more face-to-face interactions. This results in more communication and possibly more miscommunication.

[05:20] It's vital to be mindful of office etiquette and respectful behavior. Differences of opinion will and should happen.

[06:08] It's healthy to see things differently.Different opinions create ground for innovation, creativity, and strategic thinking.

[07:07] There are appropriate ways to disagree without being passive aggressive or disrespectful.

[07:47] In, Why We Should Be Disagreeing More at Work, Amy Gallo points out that there are better work outcomes when there are differences of opinion.

[08:38] A quote by Liane Davey about how conflict creates opportunity for innovation.

[09:19] Promoting interactions through the use of asking strategic questions supports thinking and learning. These same principles can be used with conflicts.

[10:12] It's important to know how to communicate a response when we do disagree. Respectfully acknowledge their perspective. "I understand where you're coming from."

[11:13] You can also say, "I see your point" and then offer your perspective. You could also say, "on the other hand" before offering your perspective. With these responses, you want to acknowledge the fact that their opinion matters. 

[12:42] The importance of staying emotionally regulated. Having an open and objective mindset and being patient and without judgment.

[14:02] Organizations hire you for your professional opinion, not your personal opinion.

[15:43] It's beneficial to leave the room if you are becoming emotionally unregulated.

[16:49] Every conversation does not require a response. 

[17:30] Silence is a response and a source of great strength.

Resources & Links Related to this Episode

• Prepare 2 Shift
• THINK Globally LEAD Strategically: A Christian Guide to Building Effective Leaders
• YOUTH LEADERSHIP: The Untapped Resource
• Dr. Paula Maddox LinkedIn
• Why We Should Be Disagreeing More at Work
• You First: Inspire Your Team to Grow Up, Get Along, and Get Stuff Done
• Creating Cultures of Thinking: The 8 Forces We Must Master to Truly Transform Our Schools
• 11 Tips for Talking to Someone You Disagree With

Have you noticed how much the workplace has changed in the last few years? From shifting workforce dynamics to the rapid rise of AI, we’re all in uncharted territory. These changes aren’t just changing businesses, they’re redefining what it means to lead, work and succeed in today’s world. If you’ve been wondering how to stay ahead, adapt and thrive, this episode is for you.

Today we’re looking at the top leadership trends of 2025 and the skills that will make the leaders of the future. We’ll talk about how organisations are rethinking benefits, integrating AI and multi-generational workforce dynamics. And why conflict resolution, adaptability and open-mindedness are no longer optional but essential for anyone who wants to lead in a rapidly changing world.

This episode will provide actionable insights to help you align with the demands of the modern workplace. Together, we’ll explore practical strategies to navigate disruptions, embrace innovation, and unlock new opportunities to lead with impact.

Episode Highlights: 

[02:35] This episode is about leadership trends for 2025 and shifting needs of businesses.

[03:17] Changes after COVID have resulted in businesses and consumers doing things differently.

[04:09] Many companies may be hitting their tipping point as it relates to tech and workforce size.

[05:03] We should begin to reframe our expectations by preparing for more disruptions.

[05:53] 1. Organizations will offer creative ways to address expenses including housing subsidies or company sponsored housing, caregiver benefits, reevaluating company wellness plans, and help with student loan debt.

[08:43] According to Pew research, one in four adults under the age of 40 have student loan debt totaling $1.6 trillion.

[09:02] 2. AI will create workforce opportunities not diminish them. It will support the redesign of job responsibilities.

[09:47] 3. Four day work weeks are being considered again. There are 15 countries who currently have this policy.

[11:14] 4. Employee conflict resolution is a required skill for everybody. A staggering number of people have mental health issues. We need to consciously and intentionally respect others in the workplace.

[13:27] We are working in a multi-generational workforce with each generation defining itself with a different set of values.

[14:43] In the future, Gen Z and Gen Alpha may continue to redefine the work cultures they step into leadership roles.

[15:31] Reverse mentorship is an opportunity for younger generations to lead us with AI and digital tools.

[16:57] 5. Generative AI experiments will yield an increased cost and result in some hard lessons. There will be opportunities and benefits, but companies will need to assess the risks and look at all of the security aspects and ethics.

[17:51] 6. Skill requirements will become more important than degrees. STARs or skilled through alternative routes. This is over 17 million workers in the US alone.

[19:30] 7. Climate change protection is becoming a new hiring benefit. Climate change disaster response plans offer a lot of employee value.

[20:29] 8. DE and I objectives may shift. Outcomes are sometimes difficult to measure. There will be a critical need for a diverse and inclusive workforce. We just have to find a way to incorporate it into a more strategic framework.

[21:57] 9. Traditional career paths will collapse. In today's culture, employees will shift careers as opposed to retiring or shift during mid-career. Companies will have to work harder to retain top talent.

[23:42] It's your choice to structure your career and your life in a way that works best for you.

Resources & Links Related to this Episode

• Prepare 2 Shift
• THINK Globally LEAD Strategically: A Christian Guide to Building Effective Leaders
• YOUTH LEADERSHIP: The Untapped Resource
• Dr. Paula Maddox LinkedIn
• 9 Trends That Will Shape Work in 2024 and Beyond
• 9 Future of Work Trends for 2024
• SAMHSA Releases Annual National Survey on Drug Use and Health