Change is inevitable, but leading through it isn’t always easy. In the latest episode of The Leadership Habit Podcast, Hywel Berry, CEO and founder of Alicorn Learning, joined host Jenn DeWall to discuss how leaders can effectively manage resistance to change and lead through cynicism without losing their sanity!

Hywel Berry is the CEO and founder of Alicorn Learning, which supports leaders and their teams in being as successful at work as possible. Hywel has delivered over 300 keynotes to more than 50,000 people and has worked with Fortune 500 companies as diverse as Nike, Deloitte, Salesforce and Microsoft. 

Hywel has also written for theater, film and television in the UK and the US. However, he spent most of his career in sales for the Financial Times and FT.com. During his years with the newspaper, he developed, grew and managed multiple million-dollar client relationships. His experience recruiting, training and managing teams has provided a wealth of insights into effective leadership. 

As the episode opens, Jenn DeWall asks Hywel why leading through change is so hard and why employees are often so resistant.  

“Nobody wakes up in the morning thinking, ‘I want to make someone’s life difficult,'” Hywel explains. Instead, resistance often stems from fear of the unknown and a natural preference for the status quo. According to Hywel, humans run 95% of their daily lives on habits, and any disruption to those routines can lead to pushback.

Hywel highlights a key insight: “People are more comfortable with unhappiness than they are with uncertainty.” This means even positive changes can provoke resistance as individuals face the challenge of adapting to new realities.

Hywel identifies five types of team members leaders encounter during times of change:

While saboteurs may seem more challenging due to their overt actions, Hywel cautions against underestimating quiet cynics. “Their resistance is more covert, making it harder to detect and address,” he explains. Leaders must remain vigilant and seek to create an environment where all team members feel comfortable voicing their concerns openly.

One of Hywel’s key strategies is to “be your own cynic.” This involves anticipating the challenges your team might raise and addressing them upfront. For example, if raising targets by 60% seems daunting, Hywel suggests saying: “You’re probably thinking raising our targets is madness given how this year has gone. Let’s explore why this decision was made and how we can approach it.”

By acknowledging potential concerns, leaders can diffuse negativity and create a space for constructive dialogue.

Hywel advocates for a balanced approach, which he calls realistic optimism. Leaders should acknowledge the difficulties of change while presenting opportunities for growth. “Your role as a leader is to be realistic about challenges but bring healthy optimism to your team,” he says.

To conclude the episode, Hywel shares actionable advice for leaders:

For more insights from Hywel Berry, check out:

Navigating change requires strong leadership skills. Crestcom offers a complimentary leadership skills workshop to help teams work better together. In just two hours, your team can gain practical tools to improve decision-making, build trust, and increase accountability.

Request your free workshop today at crestcom.com/freeworkshop.

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On this episode of The Leadership Habit Podcast, host Jenn DeWall sat down with Emmy-award-winning writer, director, and experience design architect Topaz Adizes to discuss cultivating deeper human connection—both in and out of the workplace. Their engaging conversation explored the importance of honest conversations, shared humanity, and the questions leaders can ask to create more meaningful relationships at work and in life.

Topaz Adizes is a renowned creator and the founder of The Skin Deep, an Emmy-winning experience design studio that examines human connections. His career spans prestigious accomplishments, including selection at Cannes, Sundance, and South by Southwest and features in The New Yorker and Vanity Fair. He is also the creator of the acclaimed Emmy award-winning series The And and the author of 12 Questions for Love: A Guide to Intimate Conversations and Deeper Relationships. Driven by a lifelong passion for creating spaces of shared humanity, Adizes has dedicated over a decade to observing and documenting honest conversations that build more meaningful relationships.

Topaz shared that his passion for fostering connection stems from early personal experiences, including his parents’ divorce at a young age. “For me, humanity is not within us individually, but it’s between us,” he explained. His groundbreaking work highlights how leaders and individuals can cultivate deeper human connection by focusing on the “space between”—that intangible bond created through shared understanding.

He emphasized that while all humans have a need to be seen and acknowledged, few are trained to cultivate the skills necessary to deepen relationships. “What you practice, you get good at,” Adizes noted, explaining the importance of modeling and practicing meaningful interactions in both personal and professional settings.

Topaz shared two key elements for creating meaningful relationships:

As Topaz eloquently put it, “Our differences are our superpower. The challenge is cultivating conversations around those differences to uncover golden opportunities.”

Interested in exploring more of Topaz’s work? Here’s where you can connect:

For leaders seeking actionable strategies to enhance team connections, request a complimentary leadership workshop at crestcom.com/freeworkshop. In just two hours, you’ll gain tools to build trust, improve communication, and create something unique within your team.

Take the next step toward meaningful leadership. Listen to this powerful episode and discover how fostering deeper human connection can transform your personal and professional life.

The post How to Create More Meaningful Relationships with Topaz Adizes appeared first on Crestcom International.

In the latest episode of The Leadership Habit podcast, host Jenn DeWall talks with Anders Indset, a renowned philosopher, author, and deep tech investor, to explore the art of presence in a reactive world. Hailed as one of the top thinkers in technology and leadership, Anders shares his profound insights on staying grounded, fostering self-awareness, and navigating the challenges of modern leadership. 

With a career spanning two decades, Anders has worked with multinational companies and guided international CEOs, making him a trusted voice on the intersection of humanity, technology, and leadership. This episode is a must-listen for anyone eager to understand how to shift from being a reactive leader to a reflective leader.

Anders Indset is the author of multiple international bestsellers, including Wild Knowledge, Quantum Economy – Saving The Mensch with Humane Capitalism, Philosophy@Work, and The Infected Mind. He has just released his newest book, The Viking Code, and his next, The Singularity Paradox: Bridging the Gap Between Humanity and AI, will be available in March 2025.

Recognized by Thinkers50 as one of the most influential thinkers in technology and leadership for the coming years, he serves as a trusted sparring partner and advisor to global leaders and top executives. With his deep understanding of the implications of exponential technologies, Anders demonstrates how and why leadership and its relation to philosophy are becoming more relevant than ever. He strongly believes that in a world where everyone has almost infinite access to knowledge, deeper understanding and the ability to anticipate future scenarios become the most needed skills for executives, alongside developing interpersonal skills.

In addition to a multitude of lectures and publications, Anders considers philosophy as a ‘thinking practice’ and implements his ideas in concrete projects. He sits on the board of this initiative. He is also a co-owner and initiator of the Global Blockchain Initiative, founder and owner of the Norway-based Njordis Group, and leads The Quantum Economy Institute (TQEI), founded in 2023.

In a world obsessed with achievements and accolades, Anders Indset redefines success as “experiencing progress.” He urges leaders to focus on micro-ambitions—small, meaningful improvements that create lasting impact. “Most of us won’t win Olympic gold or Nobel Prizes, but we can be micro-ambitious every day,” Anders explains.

This perspective encourages leaders to celebrate daily progress instead of chasing unattainable perfection. By emphasizing the journey rather than the destination, Anders shows how the art of being present can transform both personal and professional growth.

One of the central themes in Anders’ discussion is the transition from being a reactive leader to a reflective leader. In today’s fast-paced, technology-driven environment, many leaders are caught in a cycle of reaction, responding to constant demands without deeper thought. Anders describes this as the “thumbs-up, thumbs-down society,” where instant validation often overshadows meaningful reflection.

To break free from this cycle, Anders advocates for cultivating self-trust and embracing vulnerability. “Vulnerability is the birthplace of trust, creation, and innovation,” he says, highlighting how acknowledging one’s limitations can lead to stronger connections and better decision-making. Reflective leaders take the time to anticipate future scenarios, empowering their teams to innovate and grow.

Drawing from his Norwegian roots, Anders Indset emphasizes the importance of collectivism in leadership. He describes a unique synergy between individual ambition and community uplift, encapsulated in the phrase, “I am because you are.”

Leaders who invest in their teams create environments where collaboration drives success. Anders shares how this ethos has helped Norway produce world-class athletes across individual sports like golf and tennis. By uplifting those around them, leaders not only enhance their teams’ performance but also set the stage for collective growth and innovation.

Throughout the episode, Anders offers actionable strategies to cultivate the art of leadership presence in a reactive world:

By adopting these practices, leaders can move away from reactive habits and become reflective leaders who inspire progress and growth.

For those inspired by Anders Indset’s philosophy, there are several ways to dive deeper into his work:

Crestcom is passionate about empowering leaders with the tools to thrive. Ready to take your leadership skills to the next level? Request a complimentary Leadership Skills Workshop for an engaging two-hour session for you and your team. You’ll learn how to improve decision-making, build trust, and increase accountability—all while developing a personalized plan to tackle your leadership challenges.

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Belonging isn’t just a buzzword—it’s the foundation of a thriving workplace. In the latest episode of The Leadership Habit Podcast, Jenn DeWall sat down with Dr. Beth Kaplan, researcher, storyteller, and author of the upcoming book Braving the Workplace: Belonging at the Breaking Point. Together, they explore what belonging means, why it matters, and how leaders can reset their approach to cultivating it in their organizations.

Dr. Beth Kaplan is a researcher and storyteller passionate about the power of belonging in the workplace. She has an M.S.Ed and Ed.D in Learning and Leadership Strategy from The University of Pennsylvania, where she researched workplace trauma and belonging. 

She is a global head for leader development who delivers innovative programs to empower leaders at every level. She was also responsible for launching the leadership development initiative at Salesforce to improve retention and culture and ensure organizational success. 

She is also the author of the upcoming book Braving the Workplace, in which she lays out a framework for companies to change the narrative around belonging, focus on mental health, and create a roadmap to solve critical challenges in the workplace today. 

Dr. Kaplan defines belonging as “the innate desire to be part of something larger than ourselves without sacrificing who we are.” She differentiates it from diversity and inclusion, noting, “Belonging is something you decide for yourself. No one can tell you that you belong if you’re not feeling it.”

In today’s dynamic workplaces, employees often determine whether they feel like they belong within the first seven seconds. Dr. Kaplan explains, “People are constantly negotiating, ‘Who am I?’ and ‘Where do I fit?’” This quick judgment impacts mental and even physical health, as feelings of exclusion trigger what Dr. Kaplan calls a “neural alarm clock,” manifesting in stress and disengagement.

The benefits of belonging are undeniable. Employees who feel a sense of connection are more productive, take fewer sick days, and exhibit higher engagement. Yet, a recent Gallup study reveals that only two out of ten employees feel engaged at work—a statistic Dr. Kaplan attributes partly to a lack of belonging.

“People want care from their leaders,” Dr. Kaplan notes. “Care can be as simple as consistency, kindness, and thoughtfulness.” She underscores that belonging begins with understanding individual needs and values, creating an environment where employees can thrive without sacrificing authenticity.

Belonging is a two-way street. Leaders need to take proactive steps to foster connection, and employees must also take responsibility for identifying their values. Dr. Kaplan suggests:

Dr. Kaplan encourages everyone to prioritize self-awareness. “You can’t belong to something else until you learn to belong to yourself,” she reminds us. Belonging starts within and radiates outward, creating stronger, more connected workplaces.

Want to create a culture of belonging in your organization? Crestcom can help! Request a complimentary leadership workshop to learn actionable tactics that improve communication, trust, and teamwork. Visit crestcom.com/freeworkshop to find out more today!

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In the latest episode of The Leadership Habit Podcast, host Jenn DeWall sits down with Randy Gravitt—author, executive coach, and co-founder of Lead Every Day—to explore how leaders can prioritize winning at home. 

Too often, the personal sacrifices leaders make to achieve professional success lead to damaged relationships and lost fulfillment outside of work. Gravitt’s message is simple yet profound: Winning at work shouldn’t mean losing at home.

Randy Gravitt is an author, a speaker, and an executive coach. He co-founded Lead Every Day, a leadership consulting firm that works with high-performance leaders, organizations, and teams around the world. He’s also a keynote speaker and author of two books. Randy’s passion lies in cultivating integrity-driven leaders who excel in every facet of their lives. For Randy, leadership is not just a career; it’s a calling.

Gravitt’s new book, Winning Begins at Home: A Strategy to Win Beyond Work, challenges readers to define what personal success truly means. “If you win at work and lose at home, you still lose,” Gravitt states. His practical framework—“Love First, Live Last”—empowers leaders to cultivate meaningful connections and serve those closest to them.

For Gravitt, this begins with a foundational question: How would I need to live my life so that the people who know me the best love me the most? Reflecting on this helped him prioritize what truly matters and create a life centered on service, empathy, and intentionality.

Gravitt shares two key principles for improving relationships and creating a fulfilling home life:

Gravitt highlights the increasing mental health challenges people face due to stress, loneliness, and strained relationships. “No perfect family exists,” he admits, “but when things are good at home, there’s nothing better.” By investing in their personal lives, leaders can build a support network that strengthens their resilience both inside and outside the office.

Gravitt offers actionable tips for shifting focus and reducing work-life friction:

To dive deeper into Gravitt’s strategies for balancing life and leadership, be sure to listen to the full episode! If you want to find more from Randy, you can: 

At Crestcom, we believe in equipping leaders with the tools to succeed in and out of the workplace. Our leadership training programs emphasize practical strategies that strengthen relationships and build stronger teams. Our participants tell us the skills they learn improve their lives at home as much as they do at work. If you want to explore leadership training for your team, request a free workshop! 

The post How Leaders Can Win at Work and Home with Randy Gravitt  appeared first on Crestcom International.

Failure isn’t the end—it’s a beginning. That’s the core message from the latest episode of The Leadership Habit podcast. Jenn DeWall talks to Dr. Manu Kapur, a leading researcher on the science of learning and the author of Productive Failure: Unlocking Deeper Learning Through the Science of Failing. In this episode, Dr. Kapur shares how intentionally designing for failure can enhance leadership growth and unlock deeper learning.

Prof. Manu Kapur is a world-renowned expert on learning and currently heads the Future Learning Initiative at ETH University Zurich. Prof. Kapur earned his doctorate in Education from Columbia University. 

Dr. Kapur is known for pioneering research on intentionally designing for and learning from failure, demonstrating how this approach can lead to more effective learning than traditional methods. He is known for these two successful TEDX talks: Productive Failure and How Failure Drives Learning. 

While most discussions around failure focus on bouncing back after setbacks, Dr. Kapur introduces a proactive approach: designing failure into learning experiences. “If failure can be a powerful teacher,” he explains, “why wait for it to happen? Why not intentionally design for it in a safe way so that when high-stakes situations arise, the likelihood of success is greater?”

This concept involves moving from the performance zone, where tasks align with existing skills, into the learning zone, where challenges exceed current abilities. By navigating this “failure zone,” leaders and learners can activate relevant knowledge, identify skill gaps, and build resilience.

Dr. Kapur outlines a powerful framework for turning failure into growth, known as the Four A’s:

Dr. Kapur encourages leaders to shift their mindset around failure. Emerging leaders often focus on proving their competence, which can keep them stuck in the performance zone. However, Dr. Kapur emphasizes the importance of balancing success-driven tasks with growth-driven challenges. “Your ambition should always exceed your talent,” he shares, recalling a lesson from his father.

Creating a culture that normalizes failure as part of growth is essential for teams. Leaders can set the stage by:

Productive failure isn’t about accepting defeat but designing opportunities to grow. As Dr. Kapur reminds us, “If you find yourself too comfortable, it’s a signal you’re not growing.” By embracing failure as a tool for learning, leaders can inspire their teams, improve their skills, and achieve greater success.

To dive deeper into the science of productive failure and how it can transform your leadership style, listen to the full episode of The Leadership Habit podcast. Ready to explore more? Visit Crestcom.com for leadership tools that help you embrace the learning zone.

Know someone navigating a new challenge? Share this episode with them—it might be the encouragement they need to view failure as a stepping stone, not a roadblock. 

For leaders ready to step into their learning zone, Crestcom offers resources like complimentary leadership skills workshops, webinars, and eBooks. These tools are designed to empower leaders to tackle challenges, embrace growth, and unlock their full potential. To request a free leadership workshop for your team, visit crestcom.com/freeworkshop

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In this episode of The Leadership Habit podcast, host Jenn DeWall talks to Gui Costin, CEO and founder of Dakota, sharing practical advice on building a winning sales strategy and creating a strong workplace culture. This episode is full of tips that any leader, sales professional, or sales rep can use to improve their approach and team culture.

With over 35 years of experience in sales and leadership, Gui Costin has developed unique practices that have helped Dakota raise over $40 billion for its clients. But Gui’s story goes beyond just numbers – he’s an innovator who’s transforming what it means to build a thriving workplace culture in the world of finance.

As the author of Millennials Are Not Aliens and The Dakota Way, Gui brings new perspectives to sales, marketing & leadership in the investment world. His people-focused approach has led him to build two companies generating $20 million every year by prioritizing what he believes matters most: people. 

His “no-policy policy” fosters autonomy and trust, while his talent for engaging millennial and Gen Z workers challenges traditional management styles. Gui’s journey from working in real estate to founding Dakota has given him many insights into building strong company cultures, modernizing sales processes, and adapting leadership styles that motivate and inspire teams across generations.

Gui Costin’s sales success is rooted in putting people first. “Culture’s about how you treat people…every time somebody comes to work every single day, what kind of experience do you want them to have?” he shared. Costin stressed the importance of a respectful and supportive environment, saying, “We won’t even tolerate bad clients…if they treat our teammates badly, we’ll fire them as fast as we can.” This commitment to protecting employees builds trust and boosts morale.

Costin’s approach shows that consistent actions and values are fundamental in leadership. Leaders who set high standards for how employees are treated create a workplace where team members feel valued and safe. This approach encourages loyalty and dedication — essential for long-term success. Costin’s philosophy proves that a people-first culture isn’t just good practice; it’s critical.

Costin explained that success in sales starts with structure. He advised leaders to write down the sales process and explain the reasons behind each step. “The process at the end of the day is what’s most important,” Costin said. Clear roles, responsibilities, and processes help keep sales reps focused. This structure should be paired with supportive leadership. Managers should ask questions like, “Are you following the process? Talk to me—what’s going on?”

An effective sales process not only improves sales results but also helps team members grow. “It’s all about the connection…and building relationships with people,” Costin said. Leaders should guide their teams to see beyond transactions and focus on genuine connections.

Consistency in following a structured process builds confidence and resilience. When sales reps understand why each step matters, they stay motivated and committed. This clarity also helps them solve problems and adjust their strategies, making them more effective.

Costin shared valuable tips on follow-up strategy. He highlighted the need to ask the right questions during meetings to avoid ghosting and miscommunication. “Ask the tough questions while the relationship is warm,” he advised. Clarifying if there’s an opportunity during the meeting saves time and keeps communication clear.

Costin also talked about the importance of authentic cold outreach. “You’re not going to make the sale over email. Just be a human being,” he said. Providing context quickly and clearly, along with a specific call to action, makes a big difference. He warned against vague emails, which can come across as lazy or rude.

Costin emphasized that follow-ups should be persistent but respectful. Sales professionals should focus on long-term relationship-building instead of pushing for quick results. This approach builds trust and leads to more future opportunities.

Sales today require adaptability. “Sales is an emotional game…constantly being rejected by somebody out in the ether who doesn’t know who you are,” Costin noted. Leaders need to help their teams handle rejection by encouraging discipline and consistency. “It’s about 12 to 18 months to fully develop the muscle…but if you stay disciplined, you’ll have more opportunities than you could ever imagine,” he said.

Leaders should also consider that today’s buyers are more informed and selective. Costin advised sales reps to adjust their techniques and use technology to create personalized, data-driven strategies that connect with their target audience. This adaptability ensures that sales professionals can effectively present their product or service in a way that resonates with potential clients.

Costin spoke about how technology can help modern sales. Using tools that provide data and streamline processes allows leaders to target the right clients and improve outreach. Technology can automate parts of the sales process, freeing up time for more personal interactions. “Use data to inform your decisions, but never forget that the human touch is irreplaceable,” Costin said.

Tracking metrics and feedback through technology also helps sales teams refine their approach. While technology can make processes more efficient, Costin reminded leaders to keep genuine connections at the center. A mix of data-driven strategies and personal engagement can set a company apart and showcase its product or service in the best light.

Costin’s main message was to stay thoughtful and empathetic. “Just always be introspective about how you’re treating people and making it all about them,” he said. For leaders wanting to improve their sales strategies, building a clear process, nurturing authentic connections, and focusing on team culture are crucial steps. The goal is to help others succeed while creating a supportive and positive work environment.

Leaders should remember that sales success is a journey. Building a strong team means supporting their growth, promoting respect, and focusing on lasting relationships. With these practices, sales professionals can inspire growth and achieve long-term success.

For those looking to sharpen their sales strategy, Costin’s insights serve as a guiding framework. Combining an effective sales process, compassionate leadership, and adaptability can set any team on the path to lasting success.

Thank you for listening to The Leadership Habit Podcast! If you want to learn more about Crestcom’s leadership development programs, contact us to schedule a free leadership skills workshop: crestcom.com/freeworkshop.  

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In the latest episode of The Leadership Habit Podcast, Crestcom host Jenn DeWall welcomes executive coach and bestselling author Deekron Krikorian. Known for his transformative approach, Deekron dives into one of today’s most sought-after leadership topics: maintaining motivation in high-stress environments. Deekron has helped over 200 high-achievers master motivation and health as they pursue their dreams and elevate their careers.

Deekron is an executive coach who merges high performance with total well-being. He helps driven professionals and entrepreneurs master their minds, bodies, and lives. Drawing on his experience as a Big Four CPA consultant and startup founder, he developed a whole-person transformation method outlined in his bestselling book, The Nine Shifts. Deekron has been featured in major media like the Washington Post and Business Insider and has worked with top organizations such as Ernst and Young, Accenture, and Proctor and Gamble.

At the heart of Deekron’s message is healthy high performance. “For me, it really starts with a healthy relationship to success,” Deekron explains. As a self-described “recovering perfectionist,” Deekron knows how high achievers can push themselves to burnout, driven by external pressures and the need for validation. His approach calls for reframing motivation as an achievable state, starting with small steps rather than relying solely on willpower, which he reminds listeners “doesn’t last very long.”

During the episode, Deekron introduces listeners to what he calls “imperfect actions.” For high achievers, the quest for perfection often leads to burnout. By taking imperfect actions—small steps toward bigger goals—he says, “you build momentum and stay motivated by focusing on progress, not perfection.” This method of activating motivation is simple yet powerful, focusing on reducing the mental resistance that comes with setting overly ambitious goals. Even small actions, like a quick walk or a brief task, can create the spark needed to keep moving forward.

Motivation can often be derailed by comparison, a natural yet counterproductive habit. Deekron points out, “The mind is wired to compare, but that’s rooted in survival instincts. It’s essential to become aware of this habit and redirect focus to what genuinely matters to you.” Building motivation and resilience requires an internal approach, connecting to what he calls the “soul-driven source of inspiration.” For Deekron, inspiration transcends willpower, helping leaders make choices rooted in personal values rather than comparisons.

Deekron also shares his Nine Shifts method, which is outlined in his bestselling book. Designed to help leaders transform stress into sustainable energy, the method emphasizes balancing the mind, body, and life. “This framework is holistic,” Deekron says, “covering the mind, body, and your life goals. By starting from within, you can achieve anything externally.” Improved performance comes from focusing on mental health as well as physical health to achieve your goals. 

One of Deekron’s final pieces of advice resonates deeply: “Don’t be hard on yourself if you feel demotivated. These feelings are a natural part of how your mind works.” By choosing progress over perfection and focusing on healthy high performance, leaders can unlock a more consistent, compassionate, and sustainable approach to motivation. Through kindness, leaders can create a healthy, high-performance culture throughout their organization, motivating employees long term.

Whether you’re leading a team or pursuing personal goals, listen to the full episode to learn more about Deekron’s proven strategies to overcome self-doubt, reduce resistance, and activate your inner motivators. 

For a deeper dive into Crestcom’s leadership resources, including a complimentary workshop, visit crestcom.com/freeworkshop.

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In a recent episode of The Leadership Habit Podcast, host Jenn DeWall had a fascinating conversation with Robyn Bolton, founder of Mile Zero, a consultancy that helps companies drive innovation. In this episode, Robyn shared her insights on how success, while beneficial in the short term, can sometimes stand in the way of innovation within organizations. In this episode, Robyn and Jenn explore how even the best-intentioned leaders can inadvertently kill innovation without realizing it.

Robyn Bolton is the Founder and Chief Navigator at Mile Zero, a consultancy that helps leaders of $100 million companies to use innovation to confidently and repeatedly grow revenue. Robyn has previously worked as a partner at Innosight, a consulting firm founded by Harvard professor Clayton Christensen, and as a brand manager at Proctor & Gamble, where she helped develop and launch Swiffer and Swiffer WetJet. 

Robyn holds an MBA from Harvard Business School and a BS in Marketing from Miami University. Her articles and perspectives on innovation, intrapreneurship and more are featured in Fast Company, Harvard Business Review Online, the New York Times, and NPR Marketplace. 

Robyn Bolton has spent her career helping leaders understand why nurturing innovation is critical to long-term success. She defines innovation simply as “something new that creates value.” However, many organizations fail to foster new ideas because they are too focused on what has worked in the past. As Robyn explains in the episode, “You might actually be ruining your long-term success by sticking to what you think makes you great.”

This creates a paradox for many organizations. Leaders who focus solely on what has made them successful in the past may be creating barriers to future growth by discouraging creative thinking. To break through this, leaders must be open to new ideas, even if it means challenging their current methods.

Later in the episode, Robyn and Jenn discuss how many leaders misunderstand the concept of disruption. They often use the term as a buzzword without fully grasping its meaning. Robyn defines disruption as creating something new that may not be as good as what’s already on the market but offers a different kind of value. “It brings new people into the market by addressing needs current solutions don’t,” she noted. For example, Uber changed the ride-hailing industry by making rides available on-demand, a convenience that disrupted traditional taxi services.

However, to successfully implement innovation within organizations, leaders must be willing to take risks and move away from what has traditionally worked. Robyn emphasized that true disruption often comes with uncertainty, and leaders must embrace it rather than resist it.

Another critical point Robyn Bolton discussed was the danger of making untested assumptions. Many leaders believe they have all the answers and proceed based on these assumptions, only to find out later that they were wrong. Robyn cautioned against this approach, stating, “If you act as if your assumptions are facts, you will fail. Either early on or much later, but you will fail.”

Instead of relying on assumptions, Robyn advocates for a more deliberate and methodical approach to innovation. Leaders should engage in regular testing, experimentation, and feedback gathering. By treating innovation like a scientific process, leaders can increase their chances of success and avoid costly mistakes.

So, how can leaders nurture innovation in their organizations? According to Robyn Bolton, it starts with humility. Leaders must be willing to admit that they don’t have all the answers. They need to approach new challenges with curiosity and a willingness to learn. “Bravery isn’t the absence of fear,” Robyn explained, “It’s moving forward despite the fear.”

Successful innovators also know how to create a safe environment where their teams feel comfortable taking risks. Robyn shared how some companies reward employees for their “biggest failures”—not for losing money, but for generating the most learnings that can be used to improve the organization. By shifting the focus away from outcomes and onto the learning process, leaders can encourage their teams to take more innovative approaches.

If you want to learn more from Robyn Bolton and her expertise in nurturing innovation and driving long-term success, you can connect with her here: 

At Crestcom, we believe that leadership development is key to driving innovation. That’s why we offer a Complimentary Leadership Skills Workshop designed to help you and your team enhance decision-making, build trust, and improve accountability. This interactive session is perfect for leaders looking to foster innovation in their organizations. Visit crestcom.com/freeworkshop to request a free workshop for your team today!

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In the latest episode of The Leadership Habit podcast, host Jenn DeWall sits down with Derrick Mains, CEO of The Process Fixer and Process Triage, to discuss how leaders can operationalize excellence within their organizations. This engaging conversation dives deep into the processes that can transform business efficiency and offers actionable insights into building resilient teams that thrive in today’s dynamic work environments.

Derrick Mains is the CEO of the Process Fixer and Process Triage. He’s an Emmy award-winning content creator, four time author and optimization consultant renowned for his pioneering work in process engineering, optimization, and transformation. Derrick’s work spans more than 20 years and 250 companies across nearly every industry from early stage companies on through the Fortune 10. He’s authored four books: Adaptagility: Overcoming Biological Resistance to Change, AMP Your Outcome: Management Hacks for World Famous Leadership, The LEAN Manager’s Playbook, and The Frontline Manager’s Playbook. Derrick’s approach blends essentialism with a focus on human-centered system design, emphasizing the need for regular audits, reflection and reinvestment to achieve optimal results!

Operationalizing excellence means creating streamlined, effective processes that allow organizations to consistently achieve high-quality results, even during periods of disruption or uncertainty. According to Derrick, the key to operationalizing excellence lies in understanding your processes at every level—from the executive suite to the frontline workers.

“We’ve been living in a time where things have been relatively good, so businesses haven’t had to operationalize,” Derrick explains. “There’s a lot of waste and inefficiency that has crept into organizations. Around 65% of what we call work is actually busy work—waiting, checking, looking for information. We need to focus on improving the flow of work to eliminate these inefficiencies.”

At the heart of Derrick’s approach is his M4 framework, which provides a structured method for driving continuous improvement in organizations. The framework includes four steps: Map, Measure, Manage, and Mobilize.

One of the unique insights from this episode is Derrick’s approach to measuring team performance rather than focusing on individual metrics. As many managers learn, KPIs are only effective if they are measuring the right things.  He illustrates this with a story of a manufacturing company that fired an employee for not hitting her KPIs, only to see team performance drop by 30%.

“Janet wasn’t fast, but she kept the team organized and motivated. When they let her go, they lost that crucial team dynamic,” Derrick explains. “Focus on team goals, because a high-performing team delivers better results than a group of individuals working in isolation.”

Another highlight from the episode is Derrick’s critique of time-consuming meetings. “We found that one company was spending 44% of its employees’ time in meetings,” he said. “For every 1% we reduced that, we saved them $100,000 in profit.”

By introducing shorter, more focused meetings, businesses can not only save money but also improve productivity and employee engagement.

Derrick’s closing thought drives home the need for flexibility and continuous improvement. “Run your business with a pencil, not a pen,” he advises. “A pencil has an eraser for a reason—you need to constantly refine your processes. Businesses that adapt will thrive.”

Thank you for listening to The Leadership Habit podcast! If you would like to find out more about Derrick Mains, you can: 

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