In Part Two of Clint’s conversation with Colin Fisher, author of “The Collective Edge,” the discussion turns from why groups matter to how leaders can help them succeed. Colin explains why the smartest teams aren't necessarily the most successful, how healthy competition can both motivate and derail performance, why psychological safety and social sensitivity matter, and what leaders can do to build stronger, more collaborative organizations. The conversation also explores meetings, hybrid work, communication, and the surprisingly simple habits that make teams more effective over time.This is the second part of a two-part conversation.

Topics Covered:
When collaboration helps … and when it hurts
Why talent alone doesn't create high-performing teams
The surprising trait that predicts team success
How asking better questions improves collaboration
Setting goals that people can actually rally around
The hidden dangers of unhealthy competition
What the Pig and Potato War teaches us about conflict and cooperation
Avoiding the sunken cost fallacy in teams and organizations
Why psychological safety starts with conversations
Building stronger teams in hybrid and remote environments
The importance of keeping successful teams together
Why information-sharing meetings are hurting organizations
Practical lessons leaders can apply to improve teamwork immediately


Links:
Colin’s website - https://colinmfisher.com/ Colin’s LinkedIn - https://www.linkedin.com/in/colinmfisher/ Colin’s book, “The Collective Edge” - https://amzn.to/442Xu2E

In this episode, Clint sits down with Dr. Colin M. Fisher – professor, speaker, and author of “The Collective Edge” – to explore why our biggest accomplishments are almost never the work of a single person.

Colin challenges the myth of the lone genius and explains how cooperation, group dynamics, and collective intelligence have shaped everything from innovation and leadership to business success and human civilization.

Along the way, he shares practical insights into why so many organizations misunderstand teamwork and what leaders can do differently to unlock the full potential of their teams.

This is the first part of a two-part conversation.

Topics Covered:
Why cooperation is humanity's greatest competitive advantage
The myth of the lone genius
What leaders can learn from group dynamics and collective intelligence
The fundamental attribution error and why we blame the wrong people
Why replacing the "problem employee" often doesn't solve the problem
What makes a real team instead of just a group of people
Why adding more people can actually slow projects down
The hidden costs of social loafing and coordination
How clear goals create high-performing teams
Why smaller teams often outperform larger ones
The conditions that allow teams to achieve true synergy
Why successful teams should stay together longer

Links:
Colin’s website - https://colinmfisher.com/
Colin’s LinkedIn - https://www.linkedin.com/in/colinmfisher/
Colin’s book, “The Collective Edge” - https://amzn.to/442Xu2E

In Part Two of Clint's conversation with Alisa Cohn, top-ranked executive coach and author of “From Start-Up to Grown-Up,” the discussion turns from personal leadership to organizational leadership.

Alisa shares practical advice for leaders who want to better understand their impact, give more effective feedback, build stronger cultures, and create the structure necessary for growth. She explains why difficult conversations are often acts of service, how trust is built in remote and hybrid environments, and why the most successful leaders continuously make time to reflect and learn.

Whether you're leading a startup, managing a growing team, or simply looking to become a more effective leader, this conversation is packed with actionable insights you can put to work immediately.

This is the second part of a two-part conversation.

Topics Covered:

• How to gather honest feedback about your leadership
• Understanding the difference between intention and impact
• The "COIN" framework for difficult conversations
• Why hinting is not a leadership strategy
• Turning feedback into growth opportunities
• Why structure is essential for scaling organizations
• Creating productive meetings and better decision-making processes
• Building intentional company culture
• The difference between stated values and actual behaviors
• Leading remote and hybrid teams effectively
• Building trust when teams aren't physically together
• The role of communication in organizational success
• Why reflection and learning agility separate great leaders from the rest

Links:Alisa’s website - https://www.alisacohn.com/ 
Alisa’s LinkedIn - https://www.linkedin.com/in/alisacohn/ 
Alisa’s book, “From Start-Up to Grown-Up” - https://amzn.to/4gk9p38

In this episode, Clint sits down with Alisa Cohn, one of the world's leading executive coaches and author of “From Start-Up to Grown-Up.” Having coached founders and executives at companies including Venmo, Etsy, DraftKings, Microsoft, Google, and IBM, Alisa has spent her career helping leaders navigate the challenges that come with growth.

In Part One of their conversation, Clint and Alisa discuss why leadership starts with self-awareness, how founders unintentionally shape company culture through their words and actions, and why many leadership challenges have less to do with the business itself and more to do with the person leading it.

They also cover imposter syndrome, emotional regulation, the importance of reflection, and why praise may be one of the most underutilized tools in a leader's toolbox.

This is the first part of a two-part conversation.

Topics Covered:

• Why a founder's suggestions often become "orders"
• The leadership challenge of scaling yourself as a company grows
• Managing yourself before managing your team
• Reflection versus reaction in difficult situations
• Why leadership is an "unnatural act"
• The dangers of hiring people who are too similar to you
• Imposter syndrome among successful founders and executives
• Building comfort with discomfort as a leader
• Why praise is a leadership superpower
• Understanding the difference between intention and impact
• Creating cultures where people feel valued and appreciated
• The importance of self-awareness in effective leadership

Links:Alisa’s website - https://www.alisacohn.com/ 
Alisa’s LinkedIn - https://www.linkedin.com/in/alisacohn/ A
lisa’s book, “From Start-Up to Grown-Up” - https://amzn.to/4gk9p38

In Part Two of Clint’s conversation with Joel Zeff – national speaker, work culture expert, improviser, and author of “Make the Right Choice” – Joel shares why positive support, adaptability, and presence are essential for strong teams and healthy workplace culture.

Joel explains how improv comedy became the foundation for his approach to leadership and communication, why “creative zombies” can quietly damage innovation and morale, and how listening and being present help teams communicate more effectively. He also discusses why great leaders create opportunity, embrace change, and focus on helping the people around them succeed.

Along the way, Joel shares stories about movie theater jobs, Cowboy Bob, workplace buzzwords, and why authentic, energized people will always be valuable no matter what industry they work in.

This is the second part of a two-part conversation.

Topics Covered:

• Why positive support and opportunity create stronger teams
• The danger of “creative zombies” in organizations
• How improv teaches adaptability, flexibility, and communication
• Why listening is the foundation of effective teamwork
• The importance of being present and engaged in conversations
• How different communication styles impact collaboration
• Why authentic leadership matters more than corporate buzzwords
• Helping the people around you succeed
• Why great leaders humanize themselves
• The role energy and attitude play in workplace culture
  
  

Links:Joel’s website - https://www.joelzeff.com/ Joel’s LinkedIn - https://www.linkedin.com/in/joelzeff/ Joel’s book, “Make the Right Choice” - https://amzn.to/4uAQIfX 

In this episode, Clint talks with Joel Zeff – national speaker, work culture expert, improviser, and author of “Make the Right Choice” – about how energy, celebration, and positive support shape team culture and performance.

Joel talks about how a chance introduction to improv comedy led to a career speaking to organizations about leadership, teamwork, and communication. Along the way, he explains why celebration fuels confidence, why people need more “ta-da” moments at work, and how staying in the game through difficult situations often leads to growth and opportunity.

Joel also shares the unforgettable story of “The Magic Harmonica” and how losing his newspaper job unexpectedly became one of the most important lessons of his career.

This is the first part of a two-part conversation.

Topics Covered:

• How improv comedy became the foundation for Joel’s leadership philosophy
• Why positive support and opportunity fuel passion at work
• The importance of celebrating small wins and “ta-da” moments
• Why appreciation is one of the most overlooked leadership tools
• How leaders can create cultures where people care and contribute
• The role of creativity, fun, and energy in team performance
• Lessons learned from losing a job and “staying in the game”
• The story behind “The Magic Harmonica”
  
  

Links:Joel’s website - https://www.joelzeff.com/ Joel’s LinkedIn - https://www.linkedin.com/in/joelzeff/ Joel’s book, “Make the Right Choice” - https://amzn.to/4uAQIfX

In Part Two of Clint’s conversation with Wes Adams – Founder & CEO of SV Consulting Group, researcher at the University of Pennsylvania’s Positive Psychology Center, and co-author of “Meaningful Work” – Wes breaks down what actually creates high-performing teams and why trust, psychological safety, and communication matter more than most leaders realize.

Wes explains how great teams encourage diverse ideas, why leaders need to create environments where people feel safe sharing bad news early, and how collaboration improves when teams adopt a “yes, and” mindset instead of shutting ideas down. He also discusses the importance of values-based hiring, intentional onboarding, and how organizations can build stronger cultures by aligning leadership behavior with company values.

The conversation also explores the future of meaningful work in the age of AI, and why human skills like empathy, adaptability, strategic thinking, and communication are becoming more valuable, not less.This is the second part of a two-part conversation.Topics Covered:

• Why psychological safety drives team performance
• The connection between trust and accountability
• How leaders create environments where people feel safe speaking up
• Why teams perform better when diverse ideas are welcomed
• Lessons leaders can learn from improv and the “yes, and” mindset
• Encouraging participation from quieter or introverted team members
• The importance of equal airtime in meetings
• Why remote and hybrid teams require more intentional communication
• How to respond productively during conflict and disagreement
• The PEAR model for handling difficult conversations
• Why character and values matter more than raw talent when hiring
• The long-term impact of onboarding and first impressions
• Using positive feedback to reinforce high performance
• How meaningful work influences accountability and collaboration
• The role of AI in reshaping work and leadership
• Why human skills are becoming even more valuable in an AI-driven world

Links:
Wes’ LinkedIn - https://www.linkedin.com/in/wesadams1/
Wes’ book, “Meaningful Work” - https://amzn.to/430EmSa

In this episode, Clint talks with Wes Adams – Founder & CEO of SV Consulting Group, researcher at the University of Pennsylvania’s Positive Psychology Center, and co-author of “Meaningful Work” – about what actually drives engagement, performance, and fulfillment at work.

Wes explains why meaningful work is more than compensation, perks, or job titles, and why leaders who focus on community, contribution, and challenge create teams that are more innovative, resilient, and accountable. He also breaks down the difference between happiness and meaning at work, why meaningful work can exist in any role, and how small leadership behaviors can have a massive impact on team culture and performance.

Throughout the conversation, Clint and Wes explore the growing importance of human-centered leadership in an increasingly digital and AI-driven world, and why creating meaningful work is quickly becoming one of the most important competitive advantages organizations can build.This is the first part of a two-part conversation.Topics Covered:

• Why meaningful work is a major driver of performance
• The “3 Cs” of meaningful work: community, contribution, and challenge
• Why purpose alone isn’t enough to create engagement
• The difference between meaningful work and happy work
• How leaders create environments where people thrive
• Why community at work matters more than ever
• Building trust and psychological safety on teams
• The impact of remote and hybrid work on connection and belonging
• Why meaningful work can exist in any role or industry
• The importance of aligning company values with leadership behavior
• Why positive feedback is one of the most underused leadership skills
• Helping employees grow through achievable challenge
• How meaningful work drives accountability and collaboration
• Why psychological safety improves innovation and adaptability
• The growing importance of human skills in the age of AI

Links:
Wes’ LinkedIn - https://www.linkedin.com/in/wesadams1/
Wes’ book, “Meaningful Work” - https://amzn.to/430EmSa

In Part Two of Clint’s conversation with M.J. Clark – Vice President at Integrated Leadership Systems and author of “Leading Through Listening – M.J. dives into the internal side of leadership, explaining how mindset, self-awareness, and emotional intelligence shape the way leaders communicate, handle conflict, and build trust.

She introduces the ABC model (Activating Event, Belief System, Consequences) as a practical framework for understanding and changing reactions, and explains how leaders can shift from emotional responses to more thoughtful, productive behaviors. M.J. also explores why cognitive dissonance and lack of self-awareness often lead to poor decisions, miscommunication, and even dishonesty in the workplace.

The conversation also covers how leaders can navigate difficult conversations, de-escalate conflict, and create accountability, while reinforcing why face-to-face communication remains essential for building trust and strong team dynamics.This is the second part of a two-part conversation.

Topics Covered:

• The ABC model and how thoughts drive emotions and behavior
• How to reframe negative thinking into practical, productive responses
• What cognitive dissonance reveals about self-awareness and behavior
• Why leaders struggle to accurately assess their own communication style
• The role of emotional intelligence in handling feedback and conflict
• How reactive behavior signals low leadership maturity
• Techniques for de-escalating conflict through tone, pacing, and questions
• Why asking questions helps shift emotional conversations to logical thinking
• The importance of face-to-face communication for trust and accountability
• How to create accountability without formal authority
• Why starting with trust accelerates relationships and team performance
• The difference between communication and true conversation
• Practical ways to close the loop and ensure clarity in communication
• How journaling and self-observation improve leadership effectiveness

Links:
M.J.’s LinkedIn - https://www.linkedin.com/in/mjclark22/
M.J.’s book, “Leading Through Listening” - https://amzn.to/4ugN22q