The Leadership Habit

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! 

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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: 

If you would like to learn more about how Crestcom can give your team the tools they need to streamline processes and deliver real results, you can request a FREE Workshop today! Our leadership experts deliver business training all around the world, so contact us today!

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Burnout is an issue that is becoming increasingly prevalent in today’s fast-paced workplace. Employees and leaders alike are feeling emotionally exhausted, overwhelmed, and disconnected, which negatively impacts not just individual performance but the organization as a whole. In this special minisode of The Leadership Habit podcast, Jenn DeWall addresses this critical issue, exploring burnout from both a leadership and HR perspective and offering strategies to help reduce stress and improve work-life balance.

Burnout is more than just stress—it’s the accumulation of unchecked stress over long periods of time, which can lead to burnout and have serious consequences for employee engagement, productivity, and overall health. Jenn notes that “Employee mental health is at an all-time low, and almost 90% of workers have experienced burnout within the past year.” For leaders and HR professionals, recognizing the signs of burnout is essential to addressing the root cause before it leads to long-term damage.

Jenn emphasizes the importance of understanding burnout not just in terms of individual workers but also across teams and entire organizations. She explains that burnout “negatively impacts organizational performance” and warns that “we can’t resolve it if the people who are expected to solve it are also burned out.” This sentiment highlights the crucial role of HR teams in both preventing and managing burnout, yet many HR professionals are themselves at high risk of burnout.

While human resources teams are often tasked with solving burnout across an organization, they, too, are vulnerable to feeling overwhelmed. Jenn shares concerning statistics: “95% of HR leaders find working in HR to be overwhelming due to excessive workload and stress,” and “81% report feeling burned out.” When HR professionals experience burnout, it compromises their ability to support the rest of the organization. This leads to a vicious cycle where both employees and HR teams are suffering from burnout, creating a ripple effect that can harm the company’s long-term success.

Jenn points out that “HR needs support too” and emphasizes that addressing burnout in HR teams is as vital as addressing it in any other part of the organization. Leaders need to ensure that HR professionals have the resources they need to perform their roles effectively without compromising their own well-being.

Understanding the early signs of burnout is key to preventing long-term consequences. Jenn breaks burnout down into five stages, starting with the honeymoon phase, where new employees might still feel optimistic and motivated despite a little stress. However, when stress goes unchecked, it can progress into more severe stages, eventually leading to habitual burnout.

Some common signs of burnout include:

Leaders must pay attention to these signs, not just in their employees but in themselves. Burnout can often creep in slowly, and by the time it becomes apparent, it may already be causing significant damage.

Creating a workplace that prioritizes employee well-being is essential for reducing the risk of burnout. Jenn emphasizes that fostering a sense of belonging within teams can go a long way toward preventing burnout. “Workers who feel a strong sense of belonging at work are almost two and a half times less likely to feel burned out,” she explains. When employees feel connected to their team and supported by their leaders, they are more resilient in the face of stress.

Leaders can also reduce burnout by encouraging better work-life balance. Jenn highlights the importance of setting clear priorities, taking regular breaks, and practicing self-compassion. She advises against working through lunch or sacrificing personal time, noting that “your brain actually needs an opportunity to focus on something different.” These small adjustments can reduce stress and improve overall job satisfaction, helping employees feel less overwhelmed.

One of the most effective ways to reduce burnout is through leadership development. Jenn’s experience facilitating Crestcom’s leadership development has shown her how the right training program can give leaders the tools they need to manage their own stress and support their teams. She emphasizes, “Leadership development empowers leaders to take ownership over how their actions contribute to the success of others or the outcomes that they see.”

Leadership development also plays a critical role in improving emotional intelligence, which helps leaders better understand and manage their emotions as well as the emotions of those they lead. By learning how to navigate difficult situations, handle conflict, and build stronger relationships, leaders can reduce stress for themselves and their teams, preventing burnout from taking root.

Jenn explains that leadership development programs like those offered by Crestcom can build resilience in both leaders and employees by providing tools to handle the constant change and disruption in today’s workplace. “Leadership development is one of the best things you can do to support your team,” Jenn says. It’s an investment in both individual and organizational well-being that can pay off in the long term.

To help leaders and employees address burnout, Jenn shares a simple yet effective four-step framework: Stop, Reflect, Act, and Commit. The key is not to jump straight into action but to take the time to understand what is causing the burnout first.

Burnout is a pervasive issue that affects employees and leaders alike, but it doesn’t have to be inevitable. By understanding the signs of burnout and taking proactive steps to reduce stress, leaders can create healthier, more supportive workplaces. Leadership development plays a crucial role in equipping leaders with the tools they need to navigate stress, foster emotional intelligence, and build resilient teams.

As Jenn DeWall explains, “Leadership development is one of the best things that you can do to support your team.” Whether it’s promoting work-life balance, encouraging employee engagement, or offering support to overwhelmed HR teams, taking steps to prevent burnout can lead to long-term success for both individuals and organizations.

Crestcom offers additional burnout solutions specifically tailored for HR professionals. Explore how you can support your HR team by visiting Crestcom’s HR burnout solutions page.

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In a recent episode of The Leadership Habit Podcast, Jenn DeWall sat down with William Vanderbloemen, founder of Vanderbloemen Search Group and author of the upcoming book Be the Unicorn: 12 Data-Driven Habits That Separate the Best from the Rest. They dove into the critical question of how leaders can truly stand out in today’s competitive environment. William shares his experience growing a business during a recession and what he learned about standing out as a leader through intentionality, adaptability, self-awareness and genuine connection.

William combines over 15 years of ministry experience as a senior pastor with executive search expertise to help churches and faith-based organizations find key leaders, so he knows a thing or two about what it takes to succeed and stand out. He is the founder and CEO of the Vanderbloemen Search Group, formed after he trained under an executive search mentor and applied top-tier corporate practices from a Fortune 200 company. Williams’s unique background includes rebuilding a congregation in Alabama and serving as senior pastor of Houston’s first Presbyterian church. He holds degrees from Wake Forest University and Princeton Theological Seminary. 

The first habit discussed in the episode is the importance of being fast. Vanderbloemen explains that unicorn leaders respond with speed but also with intention. “The unicorns were uncanny in their obsession with getting back to people,” says William. He emphasizes that it’s not just about being quick but also about being thoughtful in your response. According to a study he references, responding to an inquiry within one minute increases your chances of having a successful phone call by 98%.

This habit can be applied in various situations, from job hunting to everyday business interactions. The key to standing out? Don’t just respond fast — respond thoughtfully, showing you care about the other person.

In today’s rapidly evolving workplace, agility is a must-have trait. Vanderbloemen stresses that the ability to try new things, embrace change, and continuously learn is crucial for long-term success. He remarks, “If you don’t actively fight the atrophy, it’s just going to happen.” This habit requires discipline and a willingness to leave your comfort zone.

Leaders who maintain flexibility will thrive as businesses adapt to technological advancements like AI. Vanderbloemen compares this adaptability to physical agility, noting how, like stretching, it requires consistent practice to avoid becoming stagnant.

Perhaps the most surprising insight from Vanderbloemen’s research is how self-awareness sets unicorns apart from the crowd. “Self-awareness is so rare,” says Vanderbloemen. While many people rank themselves highly in this area, his research shows that most lack a true understanding of how they are perceived.

He notes that seeking feedback and embracing tools like personality profiles and 360 assessments are keys to becoming more self-aware. Self-awareness enables leaders to recognize their strengths and understand their limitations, creating opportunities for personal growth and team collaboration.

At the heart of standing out is how you treat others. Vanderbloemen points out that unicorns treat people differently—more intentionally, thoughtfully, and empathetically. These human-to-human (H2H) interactions build lasting connections that distinguish true leaders from the rest.

As Vanderbloemen reflects, “The unicorns have habits, not traits. And habits can be learned.” This compelling message suggests that anyone can adopt these habits to stand out, regardless of their natural talents or background.

William Vanderbloemen’s data-backed insights remind us that standing out in today’s workplace isn’t about being born with exceptional talents or having the perfect resume. It’s about how you show up, how you adapt, and how you treat others. By practicing speed, agility, self-awareness, and intentional connection, you can set yourself apart and become irreplaceable.

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, host Jenn DeWall sits down with Tonya Kay, Chief Empowerment Officer of Outspoken, to discuss how to stop overthinking, let go of perfectionism and unlock your greatness! If you have ever been stuck in your career journey or struggled with overthinking or trying to live up to impossible standards, you don’t want to miss this episode!

Tonya is a transformative life coach and keynote speaker. She helps high-achieving women break free from overthinking, perfectionism and self-doubt to lead boldly and live authentically. Tonya’s approach blends real talk, practical strategies, and a touch of fun! She empowers clients to conquer limiting beliefs and embrace their full potential. Known for her fearless and unapologetic style — whether on stage or paddle boarding down the Boise River — Tonya inspires others to lead from where they are and build the life that they were meant to live. 

As the episode opens, Jenn asks Tonya what she means when she talks about tapping into your personal greatness. Tonya explains, “We all have a different definition of what that could possibly be, right? And I think that’s the first place to start. Define what greatness is for you. Or maybe you’re not using the word greatness. Maybe you’re using success. Maybe the word is fulfillment. What does that mean for me? And you said something earlier about tapping into those core values, those values that we have. A lot of times we’re just existing in our day-to-day. We may have a few goals that we’re reaching for, but what happens when we feel like we’re not in our greatness is that we don’t feel grounded, aligned or balanced in our space. And the way we can start to do that is first of all, defining what greatness is. And for me, it’s about aligning those core values.”

One of the key takeaways from the episode is the importance of understanding and aligning with your core values. Tonya shares her own journey of rediscovering her values after becoming an empty nester and realizing how much of her identity was tied to being a mom. For her, values like love, connection, and gratitude became her guideposts. “When we step into alignment with our core values, then I feel like I’m more of who I was meant to be,” says Tonya.

Many leaders fall into the trap of defining themselves by titles or achievements, which can lead to burnout or dissatisfaction. Instead, Tonya encourages listeners to ask themselves what success means personally. Is it fulfillment? Is it living in alignment with your values? Answering these questions can bring clarity and help leaders step to their full potential.

Tonya also connects the idea of greatness with leadership, noting that leadership is not just about managing teams or projects — it’s about leading yourself. “How you lead yourself every day is crucial,” she explains. By showing up authentically, embracing your quirks, and living by your values, you inspire others to do the same.

This message resonates deeply with Crestcom’s philosophy. Leadership development is about more than learning technical skills; it’s about empowering leaders to be their best, authentic selves. When you lead with purpose and authenticity, you create a ripple effect, positively influencing the people around you.

Later in the episode, Tonya shares a powerful tool to help individuals stay grounded and balanced. She uses the acronym BIKE:

As leaders, we need to be self-aware, compassionate, and fully engaged to develop the kind of workplace culture that allows everyone to thrive.

One of the challenges many people face when tapping into their greatness is the fear of judgment. Tonya speaks candidly about the pressure to be perfect and the constant comparison we face, particularly in the age of social media. “If we follow what Mel Robbins says, nobody’s coming to save you. Nobody’s going to live your best life for you. You have to do it yourself,” Tonya notes.

The key to overcoming this fear, she explains, is to stop comparing yourself to others and focus on leading yourself with confidence. 

Listen to the full episode to gain more insights about unlocking your greatness! If you want to find out more about Tonya Kay or explore the free resources she mentioned in the podcast, you can: 

At Crestcom, we believe that tapping into your greatness isn’t just about personal fulfillment; it’s about becoming the best leader you can be. Our leadership development programs help you align your leadership style with your core values, make better decisions, and inspire your team to achieve more.

Whether you’re looking to strengthen your leadership skills or help your team unlock its potential, Crestcom offers resources like our complimentary Leadership Skills Workshop. In just two hours, you’ll gain actionable insights into improving decision-making, building trust, and increasing accountability within your team.

The post Stop Overthinking and Unlock Your Greatness with Tonya Kay appeared first on Crestcom International.

In this episode of The Leadership Habit podcast, our host, Jenn DeWall, sits down with leadership expert Graham Wilson to discuss how to lead without having all the answers. In this insightful episode, he shares how leaders can thrive by embracing uncertainty, building confidence, and empowering their teams. The conversation dives deep into what it means to lead in today’s fast-paced world and how to do it even if you don’t have all the answers!

Graham Wilson is a leadership expert, coach, speaker and author of Leadership Laid Bare. In addition to that, he is the founder of Successfactory™ and creator of ChangePro. Graham is a leading performance facilitator and inspirational developer of leaders. His clients have described him as an “igniter of human potential,” “a true leadership wizard,” and “an inspirational storyteller.” 

Graham Wilson explains how leadership has drastically evolved over the years. “The workforce, when I entered it, was overmanaged and underled,” he says. In the past, leadership was often about control, stability, and always having all the answers. However, in today’s rapidly changing environment, that mindset is outdated.

“The pace of change is faster than our ability to keep up,” Wilson notes. Modern leaders must be flexible, curious, and collaborative. They need to adapt their leadership style depending on the situation. “What works in one environment might not work in another,” Wilson emphasizes. Leading with confidence today means understanding that answers may not always be clear, but the right questions can pave the way.

One of the main challenges leaders face today is the pressure to know everything. However, according to Graham Wilson, this expectation no longer makes sense. “In the old world, you could probably get away with knowing all the answers because the environment was stable. But today, that’s not possible.”

Instead of focusing on always having the right answer, leaders should focus on asking the right questions. “Why rely on one brain when you can tap into 30?” Wilson asks. This approach encourages collaboration and helps reduce stress. When leaders invite their teams to brainstorm solutions, they unlock the creative power of many minds rather than just their own.

Wilson introduces the concept of eternal confidence, a crucial trait for any leader. He explains that in uncertain situations, confidence allows leaders to trust themselves and their teams. Drawing from his military background, Wilson stresses the importance of building confidence within teams. “You have to build soldiers who are confident in any situation,” he says. The same principle applies to leaders. When leaders create an environment of trust and confidence, they empower their teams to perform even without all the answers.

Jenn DeWall adds, “If we can lead without having all the answers, there’s a gift in the form of mental health and connection.” By letting go of the pressure to know everything, leaders can avoid burnout and create more meaningful connections with their teams.

Many leaders fall into the trap of “analysis paralysis”—waiting too long for the perfect solution before making decisions. Graham Wilson points out how this can be harmful. “If you’re waiting to get everything right, you’re missing opportunities to lead, make decisions, and drive results,” he explains.

Wilson encourages leaders to focus on progress rather than perfection. Sometimes, moving forward with the information you have is the best course of action. Leading with confidence means trusting that you’ll learn as you go and adapt when necessary.

A significant takeaway from Wilson’s discussion is the power of collaboration. “Leaders must learn to facilitate rather than dictate,” he says. By fostering a culture where team members feel comfortable sharing ideas, leaders can tap into the collective intelligence of their workforce.

Great leaders ask great questions, so Wilson suggests a simple but effective shift: turn meeting agendas into a series of questions. “Questions are the answers,” he insists. This small change can transform meetings into problem-solving sessions where teams think critically and collaboratively. Asking the right questions can lead to innovative solutions, even when the leader doesn’t have all the answers.

In closing, Wilson shares valuable advice for leaders facing the constant pressure of modern business: “Speed up by slowing down.” He encourages leaders to take time to reflect, build self-awareness, and clarify their purpose. Rushing through decisions without reflection leads to missed opportunities. By slowing down, leaders create space for thoughtful decision-making, which leads to better and more sustainable results.

Graham Wilson believes that a high-performance culture requires a balance between action and reflection. Taking time to assess what’s working and what’s not is crucial for long-term success. Slowing down allows leaders to focus on the big picture and ensure their decisions align with their purpose and team goals.

If you’re a leader who feels the pressure to know everything, it’s time to shift your mindset. Leading with confidence doesn’t mean always having all the answers. It means empowering your team, asking the right questions, and trusting the process. By embracing uncertainty and focusing on collaboration, you’ll unlock the full potential of your team and yourself. For more leadership insights and practical tools, listen to the full episode of The Leadership Habit podcast with Graham Wilson! 

At Crestcom, we believe that confident leadership begins with self-awareness and the ability to embrace uncertainty. As Graham Wilson highlights in this episode, leaders who can lead without having all the answers are better positioned to empower their teams and drive results. Crestcom’s leadership development programs are designed to help leaders build confidence, ask the right questions, and foster a culture of collaboration.

Are you ready to lead with confidence and unlock the full potential of your team? Request a free Leadership Skills Workshop, where you’ll gain practical tools and insights to enhance your leadership abilities.

The post How to Lead Without Having All the Answers with Graham Wilson appeared first on Crestcom International.