Join our champion program: [email protected] 

Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 

Instagram: @the.momentum.company 

LinkedIn: /momentum-company

In this episode of The Intentional Agribusiness Leader Podcast, host Mark Jewell sits down with Dr. Trey Cutts, VP of Commercial Ag Science at Tidal Grow Agroscience. Together, they explore what it truly means to be intentional in agriculture—balancing long-term vision with the day-to-day realities of research, innovation, and leadership. Trey shares candid insights about leading through ambiguity, building team culture, and redefining agriculture’s “North Star” beyond simply producing more.

Key Takeaways

• Intentional Leadership in Ag: Trey emphasizes the paradox of long cycles in agriculture versus the need for agility, and why focusing on the long-term “North Star” provides resilience.
• Innovation & Efficiency: The future of ag is not just yield, but efficiency, sustainability, and nutrition. Trey explains how Tidal Grow is using biopolymers derived from seafood waste to create sustainable, circular-economy solutions.
• Leading People vs. Products: Mark and Trey discuss the unpredictability of people compared to crops, and why leaders must be intentional in cultivating culture, expectations, and clarity.
• Overcoming Challenges: Trey opens up about navigating unclear organizational goals, leading with transparency, and balancing advocacy with empathy.
• Wins that Matter: Trey’s proudest moments come from seeing his team succeed—and knowing he helped create the environment for them to thrive.

Notable Quotes

• “In agriculture, you can’t just yield your way out of today’s challenges. It’s about efficiency, sustainability, and nutrition.” – Trey Cutts
• “As leaders, our job is to set the environment. Within that environment, great things can happen.” – Mark Jewell
• “Don’t let yourself or your team hide behind ‘I’m not an agronomist.’ We’re all here to learn.” – Trey Cutts
• “Clarity is one of the leading indicators of long-term success. Every team needs it.” – Mark Jewell

Action Steps for Listeners

• Reflect on your own “North Star” in leadership—are you focused on growth, efficiency, or impact?
• Challenge yourself and your team to ask clarifying questions in every meeting to build a culture of continuous learning.
• Explore Crucial Conversations as a tool for navigating conflict productively.
• Share this episode with a peer or team member who is navigating change or seeking intentionality in leadership.

Listen If You Are

• An agribusiness professional navigating innovation and change
• A leader looking to set clear, long-term direction for your team
• Interested in sustainability, soil health, or the future of agricultural inputs
• Passionate about personal and professional growth in leadership

Join our champion program: [email protected] 

Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 

Instagram: @the.momentum.company 

LinkedIn: /momentum-company

In this episode of the Intentional Agribusiness Leader Podcast, Mark Jewell sits down with Brian Sanford, National Sales Manager at smaXtec, to explore what it means to lead with intentionality in the dairy and ag tech industries. From building high-performing sales teams to balancing family life with professional growth, Brian shares insights on staying focused on “dollar productive activities” while cultivating a thriving culture and personal connections.

Key Takeaways

• Dollar Productive Activity
• Brian highlights how his early sales training around focusing on dollar-productive activities shaped both his professional and personal life. Whether closing sales or spending time with family, being intentional about high-value actions drives long-term results.
• CRM & Sales Process Discipline
• Despite not being a “detail person,” Brian leans into CRM tools to manage opportunities, categorize customers, and keep sales teams accountable. He stresses that if you can keep all your prospects in your head, you’re probably not doing enough activity.
• Scaling Teams & Building Culture
• Growing from 7 to 40 team members in just a few years, Brian explains the importance of cadences—regular meetings, onboarding processes, and tough conversations to ensure cultural fit. Creating a space where passion aligns with purpose is essential for sustained success.
• Intentional Family Time
• From playing chess with his son to CrossFit dates with his wife, Brian describes how intentionality extends beyond business into marriage and parenting. Simple, consistent actions—like Mark’s “Daily Brief” practice with his wife—can have an outsized impact on relationships.
• Overcoming Challenges & Wins
• Leaving a long-term role in feed and forging into tech was one of Brian’s toughest decisions, but it led to new opportunities and career wins. He shares stories of closing dairies of vastly different sizes and how objections become lessons when leveraged correctly.
• Books That Shape Leadership
• Brian recommends Unreasonable Hospitality by Will Guidara for transforming customer experience and Moneyball by Michael Lewis as a lesson in data-driven strategy and out-of-the-box thinking.

Notable Quotes

• “What are you doing today that’s truly driving toward the results you want?” – Brian Sanford
• “If you can keep your sales leads in your head, you’re probably not doing enough activity.” – Brian Sanford
• “Sometimes the best thing you can do for culture is have the tough conversation: is this the right fit for you?” – Brian Sanford
• “Fear of letting go often costs more in money, time, and energy than the tough decision itself.” – Mark Jewell

Action Steps

• Evaluate your daily activities: are they “dollar productive”?
• Create intentional practices in your personal life (like shared activities or daily check-ins).
• Review your CRM discipline—are you documenting and leveraging your conversations effectively?
• Don’t shy away from tough conversations when scaling a team.
• Consider reading Unreasonable Hospitality and Moneyball to reframe customer experience and strategic leadership.

Listen If You Are

• A sales leader in agriculture or ag tech
• An entrepreneur growing a high-performing team
• A professional balancing leadership with family life
• Someone looking to refine both business and personal intentionality

Join our champion program: [email protected] 

Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 

Instagram: @the.momentum.company 

LinkedIn: /momentum-company

In this episode of the Intentional Agribusiness Leader Podcast, host Mark Jewell sits down with Dr. Andy Noon of Decatur Street Consulting to tackle one of the most pressing challenges in agriculture today: succession planning. With waves of retirements looming across the ag industry, the conversation dives into strategies for preparing future leaders, building self-awareness, and cultivating trust-driven performance. Andy brings his expertise in industrial psychology to unpack how organizations can intentionally prepare for the future while creating healthier, more effective leadership cultures.

• Succession Planning as a Business Process - Succession isn’t about replacing a leader at the last minute—it’s about aligning leadership development with the organization’s long-term strategy. Companies must look 3–5 years ahead, define future leadership profiles, and invest early in preparing the right talent.
• The Role of Industrial Psychology - Industrial psychology brings evidence-based principles into organizational life. From motivation and job satisfaction to retention and leadership effectiveness, applying research-backed practices helps companies make smarter leadership decisions.
• The Power of Self-Awareness - Self-awareness is the foundation of leadership growth. But Andy emphasizes that awareness alone isn’t enough—it must lead to self-improvement. Leaders should act on feedback, write down growth plans, and commit to change.
• Stretch Assignments Develop Leaders - To prepare successors, leaders must be placed in roles that test their capabilities. Stretch assignments, paired with feedback and support, accelerate readiness for higher responsibilities.
• Trust as the Foundation of Feedback - Effective coaching and feedback require trust. When trust is present, feedback enhances performance. Without it, feedback often feels like criticism and can push people away.
• From Feeling Bad to Conviction - Mark and Andy explore the difference between feeling bad about underperforming versus being convicted to improve. True growth happens when leaders respond with conviction rather than shame.

• “Succession planning is a business process. You’re not hiring for today—you’re preparing for the organization’s future strategy.” – Andy Noon
• “Fear of giving feedback often reveals a lack of trust. When trust is strong, feedback becomes a gift.” – Andy Noon
• “Self-awareness is step one, but self-improvement is the goal.” – Andy Noon
• “You’ll know a tree by its fruit. Leadership is measured by what’s left behind when the leader steps away.” – Mark Jewell
• “If you’re changing because you feel bad, it rarely sticks. True change comes from conviction.” – Christine Jewell (via Mark)

• Begin succession planning conversations at your next executive team meeting—don’t wait until it’s too late.
• Identify hidden talent within your organization and start developing them with feedback and stretch assignments.
• Write down 1–2 leadership areas you want to improve, and revisit them regularly.
• Build trust with your team before giving feedback—focus on understanding their motivations and goals.
• Establish your own “personal board of directors” who can speak truth into your leadership journey.

• A leader in agribusiness facing looming retirements and talent shortages
• An executive seeking to strengthen your company’s leadership pipeline
• A manager struggling with giving feedback without losing team members
• A leader committed to personal growth and building greater self-awareness

Join our champion program: [email protected]

Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025

Instagram: @the.momentum.company

LinkedIn: /momentum-company

In this episode, I sit down with my longtime friend and client, Jon Brabec, from Frontier Cooperative in Nebraska. Jon has spent over two decades leading change, building strong teams, and shaping culture in ag retail—and he’s got the battle scars and wisdom to prove it. We talk about what it really means to be intentional as a leader, how to create buy-in instead of resistance, and why investing upfront in your people pays off in execution later.

Key Takeaways

Lead Change by Building the Roadmap Early

Jon shares his “Orlando analogy” for change management—give people the destination early, build the plan together, and let them take ownership so execution happens faster and better.

Culture Starts with Clarity

People don’t need perfect decisions from their leaders, but they do need to see where you’re headed. Clear direction reduces uncertainty, improves retention, and strengthens trust.

Reflect Before You React

When turnover spiked, Jon didn’t blame “the younger generation”—he dug into the data, surveyed his team, and even called former employees to understand what needed to change.

The Power of Mentorship & Executive Peer Groups

Jon leans on a trusted network of peers who aren’t afraid to give him the hard truth. That outside perspective helps him solve problems, refine strategies, and stay accountable.

A Deep Why for Agriculture

Jon’s driving mission is to see family farms thrive for generations. That vision fuels his leadership, even on the hardest days.

Notable Quotes

“People don’t always remember what you say—they remember how you made them feel.” – Jon Brabec

“If you don’t create the space to work on it, it’s easy to just slough it off and blame a generation. I’m not buying that crap.” – Jon Brabec

“Clear direction doesn’t require perfect decisions—it requires leaders who are willing to decide.” – Jon Brabec

“You’re not in the role because you have it all figured out. You’re in the role because you can figure it out—and communicate the game plan to your people.” – Mark Jewell

Action Steps

Give your team the end goal early—then co-create the path to get there.

Build thinking time into your calendar for reflection and strategy.

Seek honest feedback, even if it’s uncomfortable.

Join or create a peer group that will hold you accountable and challenge your thinking.

Listen If You Are:

An ag leader navigating change in your organization

A manager looking to improve retention and culture

Someone seeking practical tools for leading with intention

A believer in the long-term success of family farms

Join our champion program: [email protected] Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-company

Culture isn't what you say - it's what you DO every day. Most leaders build fake cultures that drive away top talent.

You've tried team building events, mission statements, and motivational posters. Yet your best people keep leaving, communication breaks down, and that "one person" drags everyone down. The truth? Most company cultures are performative theater that fools no one. Leaders who build thriving cultures understand that culture starts with inclusion, requires daily leadership modeling, and demands tough decisions about who stays and who goes.

WHAT HIGH-PERFORMING LEADERS DO DIFFERENTLY

Stop These Culture Mistakes: ● Hiring for skills alone instead of cultural fit ● Talking about culture without defining it clearly ● Tolerating negative team members who poison the environment ● Leading from the corner office instead of the frontlines ● Creating policies without employee input or feedback

Start These Culture-Building Behaviors: ● Include your team in defining what culture looks like ● Model the exact behaviors you want to see daily ● Address culture problems immediately when they arise ● Promote from within to maintain cultural continuity ● Give employees a voice and respond to their feedback within 30 days

TIMESTAMPS: 0:00 - Episode Opening and Culture Focus Introduction 2:23 - What Does Intentional Culture Look Like? 2:50 - Culture Must Include Everybody or It Fails 3:10 - Define Culture Before You Can Build It 3:39 - Get Team Input to Create Buy-In 4:05 - Addressing Lack of Buy-In Head-On 4:44 - Finding Your Biggest Leadership Wins 5:10 - The Power of Team Accomplishments 5:37 - Magnifying Success Through Others 6:04 - Thriving Leader Program Introduction 7:38 - Hiring for Culture Over Skills 8:06 - The Resume vs Culture Fit Problem 8:26 - Promoting from Within Strategy 8:54 - High Expectations Drive Performance 9:46 - Navigating Multiple Cultures in Acquisitions 10:23 - Culture is What You DO Daily 10:39 - The 90/10 Rule: Your Weakest Link Defines Culture 11:12 - Moving People to Spread Culture 12:26 - Creating Safe Work Environments 13:12 - God, Family, Friends, Work Priority Order 14:07 - Polarity Creates Natural Selection 14:55 - High Retention Through Clear Values 15:33 - Annual Employee Feedback Tours 16:13 - 30-Day Response Commitment 17:18 - Leading from the Ground, Not the Corner Office

FOR: ✓ Business owners struggling with employee retention ✓ Leaders inheriting teams with toxic culture problems ✓ Managers dealing with resistant team members ✓ Executives planning company acquisitions or mergers ✓ Entrepreneurs building their first leadership teams

DECISION POINT: Your culture is defined by your weakest link - fix it or lose your best people.

This Week's Challenge: Identify one person or policy that contradicts your stated culture and create a plan to address it within 30 days.

If you're ready to stop losing top talent to culture problems and want to build a team that actually wants to work together, email [email protected] to learn about the Thriving Leader Program.

👥 Share with leaders struggling with team culture! 💡 Comment below: What's the biggest culture challenge you're facing right now?

⚠️ DISCLAIMER: This content is for educational and leadership development purposes. The Thriving Leader Program and leadership coaching mentioned are designed for business leaders and managers. Results may vary based on implementation, team dynamics, and organizational commitment.

Join our champion program: [email protected]

Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025

Instagram: @the.momentum.company

LinkedIn: /momentum-company

In this episode, I sit down with my friend and industry powerhouse, Tracy Linbo, Chief Commercial Officer at AgVend. We dive deep into what it really means to lead with intention—not just in your professional life, but at home, too. Tracy shares her incredible journey through the ag value chain, from pulling weeds on a hobby farm in Minnesota to leading commercial strategy for one of agtech’s fastest-growing platforms.

This is a must-listen for leaders navigating change, managing adoption of new tech, and looking to build stronger team cultures that actually stick.

💡 Key Takeaways:

Intentionality is More Than a Buzzword

Tracy explains that being intentional means walking the talk—owning your actions and correcting course when needed. Whether you're leading a team or leading at home, intention requires follow-through.

Block the Time, or Lose the Time

Tracy and I both agree: if it's not on your calendar, it’s not real. She shares how simple blocks like “catch-up” or “lunch” help her show up with more focus and less burnout.

Hope Is Not a Strategy

Whether it's culture, performance, or tech adoption, Tracy reminds us that good outcomes come from clear expectations, follow-through, and accountability—not wishful thinking.

Tech Doesn’t Replace Trust

AgVend’s approach to change management? Help people win. Show them the value. Provide accountability. And never underestimate the power of one positive experience with a new tool.

Mentorship Is the Win

For Tracy, it’s not the big product launches or career titles that stand out most—it’s when people reach out and say, “Will you mentor me?” That’s legacy work.

🔊 Notable Quotes:

“Intentionality isn’t just how you start—it’s how you follow through.” – Tracy Linbo

“Show me your calendar, and I’ll show you your priorities.” – Mark Jewell

“Hope is not a strategy. If you don’t design your culture, one will still form—it just won’t be the one you want.” – Tracy Linbo

“If we put more value into the industry than we ask from it, we never go hungry.” – Mark Jewell

“People don’t hate structure—they hate feeling stuck. Give them a framework and watch them thrive.” – Mark Jewell

✅ Action Steps:

Audit your calendar: Are your values reflected in how you spend your time?

Have the tough conversations: Don’t let one toxic behavior unravel the culture you’ve built.

Lean into tech with intention: Set a clear AI or digital strategy and onboard your team with clarity and support.

Invest in mentorship: Whether you're mentoring or being mentored, make the time.

Redefine accountability: Clarity plus consistency builds trust and momentum.

🎧 Listen If You Are:

A leader navigating rapid change or tech adoption

Someone managing culture while scaling a team

Curious how to blend structure and flexibility in your calendar

Wanting to stay relevant in a fast-changing industry

Looking for real talk on what actually drives leadership effectiveness

Join our champion program: [email protected] Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-company

95% of what you do runs on autopilot - and it's killing your growth potential. Here's how to break the cycle and unlock exponential results.

Most leaders think they need more strategies, but they're stuck because their operating systems are outdated. Executive coach Christine Jewel reveals the 5 hidden growth limiters that keep high performers trapped in familiar comfort zones - and the exact framework to overcome each one.

WHAT HIGH PERFORMERS DO DIFFERENTLY

Stop These Growth-Killing Mistakes: 

● Running the same habits expecting different results (your processes are your ceiling) 

● Operating with outdated belief systems that trigger stress responses in your body 

● Staying in comfortable circles where you're always the smartest person 

● Working in environments that drain your energy instead of inspiring breakthrough thinking 

● Clinging to familiar strategies because they feel secure (the illusion of security trap)

Start These Exponential Growth Behaviors: 

● Stack compound habits like investments - small daily improvements create 180-degree changes in 6 months 

● Upgrade your mental operating systems by reading materials that challenge your current thinking 

● Intentionally place yourself in rooms where conversations stretch your mindset 

● Design multiple environments - one for execution, another for creative breakthrough thinking 

● Embrace the surfer mindset - catch the wave at the right time, ride it fully, then prepare for the next one

TIMESTAMPS: 

0:00 - Episode Opening: Why Most Growth Strategies Fail 

1:10 - Meet Christine Jewel: 25 Years of High Performance Coaching 

2:17 - The Student Mindset: Why "I Already Know This" Kills Growth 

3:53 - Growth Limiter #1: Your Habits Are Your Processes (Compound Effect) 

7:04 - Growth Limiter #2: Outdated Belief Systems (Your Operating System) 

12:06 - Growth Limiter #3: Wrong People in Your Circle (Room Dynamics) 

14:25 - Thriving Leader Program Spotlight 

16:42 - Growth Limiter #4: Environment Design for Peak Performance 

21:00 - Growth Limiter #5: The Illusion of Security (Comfort Zone Trap) 

23:00 - The Surfer Analogy: Catching Waves vs Being Crushed

 27:00 - Growth Cycles: Understanding Seasons of Expansion 

29:07 - Implementation Recap: Five Systems to Upgrade Today 

32:26 - Take Action Challenge: Teach Someone Else

FOR: ✓ Business leaders stuck at current performance levels despite having good systems ✓ Executives who are always the smartest person in the room and want to be challenged ✓ High performers feeling like they're working hard but not seeing exponential results ✓ Leaders ready to leave familiar comfort zones for breakthrough growth ✓ Anyone who recognizes their current operating systems need major upgrades

DECISION POINT: Your new life requires a new version of you - are you willing to trade familiar comfort for exponential growth?

This Week's Challenge: Identify one area where you're not getting the results you want, then upgrade ONE system this week - whether it's a daily habit, your environment, or the circle of people you're engaging with.

If you're ready to break through growth plateaus and want to upgrade your leadership operating systems, email [email protected] to learn about our Thriving Leader Program and executive coaching opportunities.

👥 Share with leaders who are ready to stop surviving and start thriving! 💡 Comment below: Which of the 5 growth limiters resonates most with your current situation?

⚠️ DISCLAIMER: This content is for educational and informational purposes. The Thriving Leader Program and executive coaching services mentioned are designed for leaders committed to personal and professional growth. Results may vary based on individual commitment to implementation and practice.

Join our champion program: [email protected]

Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company

LinkedIn: /momentum-company

In this episode, Mark Jewell is joined by agricultural commentator, speaker, and podcast host Damian Mason for a candid and high-energy conversation about the intentional evolution of individuals, businesses, and the ag industry at large. From political comedy to economic commentary, Damian shares how he reinvented himself—and why the ag industry must do the same. Together, they tackle the myths of "feeding the world," challenge commodity mindsets, and explore what it means to lead from a place of health, clarity, and discipline.

Intentional Reinvention Requires Courage

Damian shares how he intentionally shifted from political comedy to agricultural commentary, despite the comfort and success of his past career. Reinvention means letting go of what once worked to make room for what’s next.

Ag’s Identity Crisis Needs a New North Star

The old narrative of "feeding the world" no longer resonates. Today’s agricultural leaders must rethink their purpose—focusing on sustainability, nutrient density, and stewardship, rather than just production volume.

Policy, Incentives & Entrenchment Are Holding Us Back

Government subsidies, university research incentives, and industry entrenchment keep ag locked into outdated systems. Progress requires bold leadership and a willingness to challenge the status quo.

Consumer Behavior Is Changing—Ag Must Catch Up

Consumers are already proving they'll pay more for quality, flavor, and health. Ag must prioritize differentiation and embrace emerging trends like regenerative ag, flavor-focused products, and transparency in sourcing.

Leadership Transformation Begins with Personal Health

Mark shares how Thriving Leader participants undergo physical and personal transformation—often losing weight, getting healthier, and showing up as better leaders—by simply being placed in a high-performance environment.

“Being funny is like being tall. You either are or you aren’t.” – Damian Mason

“It takes tremendous intention to say: this thing that made me millions of dollars is now just a story.” – Damian Mason

“We’re stuck on slogans from 30 years ago. Feeding the world isn’t the point anymore.” – Damian Mason

“Intention and discipline walk down the same aisle. One without the other gets you nowhere.” – Mark Jewell

“You want to lead transformation? Start by getting people off soda and into a 6am kickboxing workout.” – Mark Jewell

• Reflect on whether your current business model or leadership approach needs an intentional evolution.
• Challenge outdated industry narratives and begin forming your own North Star for impact.
• Rethink the role of policy and incentives in your work—are they helping or hindering progress?
• Consider your own health and habits: what shifts would make you a stronger, more grounded leader?

• A leader in agribusiness looking to stay relevant and forward-focused
• Tired of outdated industry slogans and ready to create real impact
• Curious about the intersection of policy, performance, and purpose in ag
• A lifelong learner interested in personal and industry transformation
• Someone ready to challenge the status quo and evolve intentionally

Join our champion program: [email protected]

Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company

LinkedIn: /momentum-company

Most leaders think they're leading when they're actually micromanaging - discover the motivation vs capability matrix that transforms teams.

You're stuck in the referee phase, managing every detail while your team remains dependent. This kills motivation, stunts growth, and burns you out. The confusion between managing and leading is costing your business productivity, retention, and results.

After coaching thousands of agribusiness leaders, we've identified the exact framework that separates true leaders from overwhelmed managers. Today, you'll learn the motivation-capability matrix, the four stages of leadership development, and when to step in versus step back.

WHAT HIGH-PERFORMING LEADERS DO DIFFERENTLY

Stop These Leadership Mistakes:

● Managing people to prevent failure instead of developing capability

● Staying stuck in babysitting and refereeing phases with capable employees

● Micromanaging high-motivation, high-capability team members

● Leading when people need clear direction and structure

● Protecting yourself instead of empowering others to grow

Start These Leadership Behaviors:

● Use the motivation vs capability matrix to determine your approach

● Manage resources, information, and situations - not people

● Progress employees through babysitting → refereeing → coaching → partnership

● Give clear direction to high-motivation, low-capability team members

● Step into command mode during crisis situations

TIMESTAMPS:

0:00 - Welcome and Topic Introduction

0:47 - Defining Management vs Leadership

3:04 - When is the Right Time to Manage?

5:25 - The Motivation vs Capability Matrix Framework

7:00 - From Managing to Leading: The Evolution

9:16 - Managing Resources vs Managing People

10:13 - Real Story: COVID Leadership Crisis Example

12:15 - The Sailboat Storm: Command vs Autonomy

15:58 - Managing People Not to Fail (The Trap)

17:37 - What Prevents Leaders from Stepping Back

20:37 - Thriving Leader Program Advertisement

21:13 - Generational Differences in Leadership Needs

27:51 - Teaching Critical Thinking vs Following Directions

30:07 - The Electric Fence Lesson: Natural Consequences

32:35 - Redefining Failure and Building Resilience

34:12 - The Four Stages of Leadership Development

37:13 - Setting Expectations for the Leadership Journey

38:48 - Episode Wrap-up and Key Takeaways

FOR:

✓ Business owners managing multiple generations of employees

✓ Operations managers stuck micromanaging capable team members

✓ Department heads struggling with when to step in vs step back

✓ Agribusiness leaders dealing with high-turnover teams

✓ Executives wanting to develop autonomous, high-performing teams

DECISION POINT: Stop managing people and start managing the systems that develop people.

This Week's Challenge: Identify one high-capability team member you're still managing and move them to the coaching phase by Friday.

If you're ready to stop micromanaging and want to build a self-leading team, email [email protected] learn about the Thriving Leader Program.

👥 Share with a leader who's stuck in the referee phase! 💡 Comment below: What's the biggest challenge you face knowing when to manage vs lead?

⚠️ DISCLAIMER: This content is for educational and leadership development purposes. The Thriving Leader Program and coaching services mentioned are designed for business leaders and managers. Results may vary based on implementation, team dynamics, and organizational culture.

Join our champion program: [email protected] 

Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 

Instagram: @the.momentum.company 

LinkedIn: /momentum-company

In this powerful episode, Mark Jewell sits down with Lacey Seibert, Head of Go To Market at Bushel, to explore the future of leadership in agriculture. With over 16 years of experience in grain, logistics, and ag tech, Lacey shares hard-earned wisdom about integrating faith, purpose, and innovation into the workplace. From redefining leadership beyond hierarchy to bridging the gap between technology and boots-on-the-ground needs, this conversation is a must-listen for agribusiness leaders looking to lead with clarity, courage, and real-world solutions.

Lead with Purpose, Not Pressure

Lacey shares how surrendering her career ambitions to her faith brought unexpected peace and opened new paths for leadership—both at home and in the industry.

From Customer to Vision-Caster at Bushel

Lacey explains her transition from grain origination to a key strategic role in ag tech, and why creating solutions that actually work for farmers begins with deep industry empathy.

Support + Autonomy = Magic

Ag organizations struggle to find the sweet spot between micromanaging and empowering. Lacey outlines how leaders can create environments where people take ownership and feel supported.

Why the North Star Matters More Than Ever

The old “feed the world” mantra is being replaced. Lacey and Mark challenge listeners to define their company’s new mission—and lead teams with clarity around why the work matters now.

Innovation Requires Courage and Curiosity

From AI-powered efficiencies to mentoring programs, Lacey shares how leaders can challenge the status quo and keep learning—even in traditional ag environments.

“Being intentional means having clarity about the purpose I’m living for—and checking that purpose daily.” – Lacey Seibert

“You don’t need a formal title to lead. You can lead up, lead across, and create trust by showing up differently.” – Lacey Seibert

“If your company doesn’t have a clear North Star, your people will struggle to stay passionate. Clarity drives culture.” – Lacey Seibert

“We’ve got to stop solving survival problems and start solving abundance problems.” – Mark Jewell

“If it’s not on a page, we’re not on the same page.” – Mark Jewell

• Reflect on your personal and organizational North Star. Is it clear, compelling, and shared across your team?
• Re-evaluate one process in your company: could it be simplified or automated to create more space for deep work?
• Schedule a conversation with someone outside your organization to gain fresh leadership perspective.
• Encourage your team to experiment with one new approach this quarter—then evaluate what worked.

• A grain or ag tech leader looking to bridge the gap between innovation and farmer reality
• A cooperative CEO or manager navigating team dynamics and employee retention
• A high-performing leader ready to lead from purpose instead of pressure
• A young professional seeking clarity on how to grow in influence without a formal title