What will it take to lead in the year 2030?

In this episode of The Leadership Habit Podcast, Crestcom’s Jenn DeWall speaks with leadership strategist and author Caroline Stokes about the critical mindset shifts leaders must make to stay relevant in a world defined by artificial intelligence, climate disruption, and societal transformation.

From emotional intelligence to radical listening and future-ready leadership systems, this conversation challenges old paradigms and offers a practical path forward. Caroline invites leaders to step into the uncertainty—not with fear, but with curiosity, courage, and the willingness to reinvent themselves and their organizations.

Caroline Stokes is an executive recruiter, leadership coach, futurist, and the founder of Workplace EQ. She is the author of Elephants Before Unicorns: Emotionally Intelligent HR Strategies to Save Your Company and her most recent book, AfterShock to 2030: A CEO’s Guide to Reinvention in the Age of AI, Climate, and Societal Collapse.

Drawing on decades of experience at companies like Sony and Disney, Caroline now works with founders, boards, and executives to build emotionally intelligent, trauma-aware, and adaptive leadership systems. She has spoken at the World Bank and the United Nations, and her insights appear in Harvard Business Review, Fast Company, and other leading publications.

Caroline begins by identifying the defining feature of our current moment: we’re living in a polycrisis era—an interconnected web of challenges that include AI disruption, climate change, economic instability, and societal unrest.

“We all have to reinvent our nervous system to be able to evolve in this particular age,” she explains. “It means doing it at a much faster pace than ever before.”

This isn’t just about learning new technology. It’s about changing the way leaders show up emotionally, psychologically, and strategically. Traditional models of top-down leadership are no longer effective in an environment where employees are under unprecedented levels of stress.

Many leaders today are navigating exhaustion, outrage, and anxiety—right alongside their teams. Caroline explains that many people are stuck in a stress response: fight, flight, freeze, or fawn. She says: 

“We’re all pretty much paralyzed in some way to understand and comprehend the challenging environment that we see ourselves in.”

This emotional context cannot be ignored. Whether it’s burnout, distrust, or the rising cost of living, Caroline emphasizes that leadership is emotional and psychological. CEOs can no longer separate performance from well-being. Caroline asks: 

“If you haven’t got the basics satisfied, how can you expect people to perform at a high level?”

This is a direct challenge to leaders who try to motivate with perks or platitudes. A free yoga class won’t matter if your employees are worried about putting food on the table.

Even in the age of artificial intelligence, emotional intelligence remains the most human and most powerful leadership skill.

“AI is not emotionally intelligent. It can’t show empathy. It doesn’t care. That’s still our job.”

Caroline urges leaders to go beyond performative empathy and instead practice radical listening—a deliberate effort to create space for honest feedback, without judgment or fear.

“We’re trying to understand where the themes are, where the gaps are, where the opportunities are… and to put everybody’s ego on the line.”

This shift isn’t about being soft. It’s about being real, responsive, and ready to act on what your team actually needs.

To lead through disruption, CEOs must embrace what Caroline calls a “blank slate” mindset. That means letting go of outdated goals and assumptions—especially those tied to unbridled growth. She explains: 

“We have left the old paradigm. The past is firmly in the past. We’re in a new paradigm, and it requires us to have a different mindset.”

Caroline explains that growth targets and OKRs rooted in pre-pandemic expectations are no longer realistic—or responsible.

“We’re not going to achieve growth right now. The world that we had previously experienced in previous decades just isn’t happening anymore.”

Instead, leaders should build future-ready leadership systems that reflect current realities. That includes involving employees in shaping new goals, acknowledging the emotional toll of change, and aligning strategies with both performance and sustainability.

With all the uncertainty ahead, is there still room for hope? Caroline says yes—but it must be grounded in reflection, not toxic positivity.

“Hope can only be found once you’ve actually done the work.”

In her book, AfterShock to 2030, she provides CEOs with tools to reflect, reset, and reimagine their leadership approach. The goal is to create transformation—not just for the organization, but for the individuals within it.

“If we don’t have that hope, how are we… It’s very hard for people to get out of bed in the morning.”

Leadership today demands resilience, self-awareness, and a willingness to change. And for those willing to do the work, Caroline believes there is a real opportunity to lead with purpose and make a meaningful impact.

Want to learn more from Caroline? Here’s where to find her:

At Crestcom, we help organizations develop the soft skills that drive hard results. Our interactive leadership development programs empower managers to lead with curiosity, compassion, and confidence. If you are interested in learning more, get started with a free, live-facilitated leadership skills workshop for you and your team. Click here to learn more: crestcom.com/freeworkshop

This episode of The Leadership Habit is packed with insight, strategy, and a fresh perspective on what leadership must look like to thrive in the future!

🎧 Listen now: The Leadership Habit Podcast 

If you found this conversation valuable, share it with someone ready to lead with purpose in the face of change.

The post Emotional Intelligence Still Matters in the Age of AI with Caroline Stokes appeared first on Crestcom International.

Managing a multigenerational workforce is one of the biggest challenges facing leaders today. With five generations working side by side, the workplace is more diverse than ever. From Traditionalists to Gen Z, there are significant differences in terms of values, communication preferences, and expectations.

In this episode, host Jenn DeWall interviews generational expert and keynote speaker Karen McCullough to explore how leaders can build stronger, more connected teams across generations. If you’re looking for insights on leading Gen Z employees, adapting leadership styles, and building trust across age groups, this episode is a must-listen.

Karen McCullough is a conference keynote speaker and a generational expert and workplace strategist who helps leaders and teams navigate today’s fast-changing workplace. Her signature message, “It’s Not Personal, It’s Generational,” blends humor, research, and real-world stories to unpack what drives each generation. 

With a background in branding and business, Karen shares practical insights that help organizations break down barriers, spark connections, and build cultures that work. She’s worked with top companies across North America, including Procter & Gamble, McDonald’s, and MD Anderson.

Karen offers a snapshot of the five generations currently shaping today’s workforce:

“Every generation brings change,” Karen says. “But Gen Z? They’ve been coached by their parents, their podcasts, and their peers. They’re forming their own opinions—and they’re not afraid to expect more from work.”

Karen emphasizes that today’s leaders can’t rely on old-school management tactics. Gen Z enters the workplace with strong values and high expectations—but not always the soft skills or organizational experience leaders assume.

Leaders need to shift from managing to coaching. Instead of giving someone a deadline and walking away, Karen explains, leaders must guide their team through the process, ask good questions, and provide developmental support.

“To be a leader today, you have to be a therapist.”

Companies that invest in coaching skills for managers are more likely to retain Gen Z talent and build resilient, productive teams.

Forget free snacks and trendy office spaces. Gen Z is focused on:

Karen shared examples of Gen Z employees who leave jobs for small pay increases—or pursue multiple side hustles, including with competitors. These behaviors reflect a desire for flexibility and fulfillment, not just compensation.

One company in Houston that Karen interviewed stands out for retaining young talent. During interviews, they tell candidates:

“We want you here for a lifetime.”

That kind of clarity and commitment from the start sets the tone for long-term success.

Trust is foundational in leading across generations. Karen notes that both sides—leaders and younger employees—often hold skepticism about one another.

Some leaders worry Gen Z will quit after lunch. Meanwhile, young professionals often hesitate to ask questions for fear of looking unqualified. This creates a communication gap that hinders productivity and connection.

Jenn offers a practical reminder:

“When you’re furious, get curious.”

Karen agrees, emphasizing that curiosity and compassion are key to understanding and retaining talent.

If you want openness and engagement from your team, you must create a culture where it’s safe to be honest—without fear of judgment.

Balancing the needs of Baby Boomers, Gen X, Millennials, and Gen Z in one workplace can feel overwhelming. Each group has different communication styles, career expectations, and values. For example, Boomers often value loyalty and structure, while Millennials and Gen Z want flexibility, purpose, and continuous feedback. Without a thoughtful approach, these differences can lead to tension, misunderstandings, and increased turnover. 

That’s why multigenerational leadership training is becoming a priority for many organizations. By learning to adapt their style, today’s leaders can bridge the gap, improve collaboration, and create cultures where every generation feels valued.

With AI accelerating change, coaching and emotional intelligence are more critical than ever. Karen’s final message is clear: the future belongs to those who adapt and keep learning.

“If we keep learning, if we become better coaches, if we tap into our emotional intelligence—what harm can it do? It can only do good.”

Whether you’re a CEO, middle manager, or HR leader, embracing generational differences at work isn’t just about retention—it’s about creating a workplace where everyone can thrive.

And, of course, listen to the full episode to hear all of Karen’s insights!

How Can Crestcom Help You Lead a Multigenerational Workplace?

Crestcom can help leaders manage the challenges of a multigenerational workforce! Our leadership training programs equip managers with the tools and techniques necessary to build strong teams, understand generational differences, and create an inclusive culture that works for everyone. Request a complimentary leadership skills workshop to learn how to coach, connect, and retain talent from every generation.

The post Leading the Multigenerational Workforce with Karen McCullough appeared first on Crestcom International.

Leaders know that keeping a team innovative is easier said than done. The pressure to deliver results, stick to timelines, and avoid mistakes can stifle the very creativity that sparks breakthrough ideas. But what if leaders could borrow a proven process from one of the most successful creative teams in entertainment history?

In a recent episode of The Leadership Habit Podcast, Rob Kutner and John Krewson shared how the Saturday Night Live (SNL) approach to creating sketches can inspire leaders to spark creativity, embrace iteration, and launch winning ideas.

John Krewson is the founder and CEO of Sketch Development Services, a two-time member of the Inc. 5000 list, and a former comedian who even appeared on an episode of SNL in 1997. With a background in both entertainment and software development, John has a unique perspective on how to blend creativity and business strategy.

Rob Kutner is an award-winning comedy writer for The Daily Show with Jon Stewart, Conan, and more. For the past six years, he has taught sketch comedy writing at Loyola Marymount University’s School of Film and Television. Together, John and Rob co-authored Pitch, Sketch, Launch, a book that applies the principles of sketch comedy to team innovation.

On SNL, the week kicks off with a high-energy pitch session where anything goes. As John described, “This is a no-holds-barred, no ideas are bad ideas brainstorming session.” Around 100 ideas are generated, knowing that only a handful will make it to air.

Leaders can use this approach by creating safe spaces for idea generation where quantity comes before quality. Removing judgment in the early stages gives your team the freedom to think bigger.

Try this: Schedule a weekly 30-minute “idea jam” with no evaluation—just contribution.

John emphasized that creativity is rarely instant perfection: “The best solutions do not emerge fully formed from the thigh of a great leader.” Instead, they’re the product of steady, incremental improvement.

In business, this is an essential creative leadership strategy. Keep projects small and self-contained so you can evaluate, adjust, and move forward without being bogged down by weeks of sunk effort.

Try this: Break projects into two-week sprints with a review session at the end of each cycle.

Rob pointed out that in comedy, mistakes are part of the process: “Freedom to make bad pitches” is a core value. Even seasoned professionals start with “not this, but something like it” ideas to spark the right solution.

For leaders, encouraging failure in early stages prevents fear from killing creativity. Make it clear that less-than-perfect ideas are stepping stones to the winning concept.

Try this: Reward contributions to the process, not just final results. Publicly acknowledge when a “bad” idea inspired a breakthrough.

Reflecting on his own career, Rob shared that hierarchy can unintentionally stifle creativity: “We couldn’t really pitch when Conan was in the room.” Even with a supportive leader, the pressure to impress can limit bold thinking.

Leaders should step back in the early creative phases, then rejoin when ideas are ready for refinement and alignment with business goals.

Try this: Assign a peer facilitator for brainstorming sessions and review ideas as a group later.

Rob also stressed the importance of keeping the audience—or in business, the end user—front and center: “Is this enhancing the desired end user value?” On SNL, the metric is simple: did it make people laugh? In business, your “laugh” is the value your customer receives.

Try this: Define your team’s “end-user value” and revisit it during every project review.

You can connect with John Krewson on LinkedIn, or learn more about John’s work at sketchdev.io and find Pitch, Sketch, Launch on Amazon in print, e-book, and audiobook formats. In the audiobook, you’ll hear sketches performed by a comedy team—bringing their concepts to life in a fun and memorable way. Rob can be found on LinkedIn and at robkutner.com, where he shares his comedy and writing projects.

Crestcom’s leadership training programs are designed to help leaders apply practical strategies—like the ones shared here—to inspire innovation, strengthen teams, and achieve results. In our interactive workshops, you’ll learn proven techniques to foster leadership and creativity, build trust, and adapt quickly to change. Discover how you and your team can unlock your creative potential—request a complimentary leadership skills workshop today.

The post Pitch, Sketch, Launch Your Team’s Creativity with John Krewson and Rob Kutner appeared first on Crestcom International.

Burnout is more than just feeling tired. It is a signal that something deeper needs to change. In this episode of The Leadership Habit Podcast, Crestcom’s Jenn DeWall sits down with keynote speaker, coach, and former attorney Michelle Niemeyer to explore how leaders can prevent workplace burnout by reconnecting with purpose and prioritizing what lights them up.

Michelle spent over three decades in a legal career before hitting a wall. After healing from chronic stress and an autoimmune diagnosis, she now helps professionals and organizations boost resilience and thrive without sacrificing well-being through her framework, The Art of Bending Time.

One of the most impactful ways to prevent burnout in the workplace is for leaders to model the behavior they want to see. If managers regularly push through exhaustion, skip breaks, or avoid delegation, their teams are likely to follow suit. Michelle emphasizes that self-awareness and healthy boundaries are not just personal habits; they are leadership skills. When leaders actively prioritize well-being, they create a more resilient and productive work culture. This not only helps reduce burnout in high achievers but also improves team engagement, decision-making, and retention. Here are some key takeaways from this episode: 

Michelle challenges the narrow view that burnout is purely a workplace issue.

“We live whole lives. We’re not a lobotomized person… Everybody has stresses at work, and everybody has stresses at home.”

She refers to the World Health Organization’s definition of burnout as “a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.” But she adds:

“First of all, I’m gonna tell you not to blame yourselves. Because that definition kind of sounds like it’s your fault and it’s not.”

Instead, Michelle urges leaders to look beyond their job title to understand their deeper emotional and mental needs and recognize the signs of burnout.

Michelle’s method for overcoming burnout starts with identifying what truly lights you up. She uses a guided visualization exercise with her clients to uncover moments of joy from childhood and adulthood. These insights are then used to reimagine how work and life can align more closely.

“If you know what lights you up… you can choose to bring those feelings into your day, even if it’s just a few times a day.”

According to Michelle, clarity about personal values and goals is what ultimately creates the conditions for resilience.

Burnout in high achievers is a common phenomenon. In the episode, Jenn and Michelle discuss the unrealistic expectations that many leaders place on themselves.

“You can do anything, but you cannot do everything,” Jenn says. “Your priorities are going to shift on any given day.”

Michelle adds that burnout is often fueled by chasing goals that don’t actually matter anymore.

“Sometimes just taking that weight off yourself—because people just pile on other people’s expectations and goals that maybe don’t fit them anymore… it makes your life very different.”

She describes how many clients carry long-held expectations that no longer reflect who they are or what they want.

The idea of work-life balance often feels out of reach, but Michelle believes small moments of connection and joy are powerful tools in burnout prevention.

“You’re not getting it at work. You can make the point of getting it outside of work. You can get it at lunch. You can get it when you stop at the store.”

Jenn agrees:

“It could be like going over and striking up a conversation with my neighbor or maybe just like having a joke or laugh with someone at the grocery store.”

When you are experiencing burnout, finding joy in small, meaningful ways helps shift your relationship with stress. Michelle explains:

“A lot of the impact stress has on us is not really about the stress. It’s about how we perceive the stress.”

Burnout prevention requires more than wellness tips or time management hacks. It involves developing leadership skills that foster clarity, connection, and a sense of purpose. That’s why Crestcom’s leadership training programs help leaders explore mindset, motivation, and meaningful goals, while learning how to manage stress and lead more effectively. By aligning leadership development with personal values and team needs, organizations can create a culture where everyone has the tools to thrive. Michelle’s work reminds us that thriving leaders build thriving teams.

Want to explore Michelle’s tools for building clarity and resilience? She offers multiple ways to stay connected:

Her resources include guided assessments, mastermind sessions, and coaching programs that help high achievers prevent burnout and rediscover purpose.

At Crestcom, we believe that preventing burnout starts with better leadership. Our complimentary leadership skills workshop is designed to help leaders build trust, improve communication, and work smarter, not harder.

Ready to align your leadership with what matters most? Request your free workshop today

To hear the whole conversation between Jenn DeWall and Michelle Niemeyer—including a powerful guided clarity exercise—tune in to The Leadership Habit Podcast: How to Overcome Burnout by Aligning with What Matters Most with Michelle Niemeyer.

And if you found this episode helpful, be sure to share it with a friend or colleague who might be struggling with burnout.

The post How to Overcome Burnout by Aligning with What Matters Most with Michelle Niemeyer appeared first on Crestcom International.

What happens to a business when its founder is ready to step away? Too often, legacy companies are absorbed, shuttered, or changed beyond recognition. But what if there were a better way—one that preserves the company’s culture, protects jobs, and gives employees a meaningful stake in its future?

In this episode of The Leadership Habit podcast, host Jenn DeWall sits down with John Abrams, co-founder of South Mountain Company and author of From Founder to Future, to explore the growing movement of employee-owned businesses. Whether you’re a business owner planning for succession, a leader interested in sustainable growth, or simply curious about new organizational models, this episode is a must-listen.

John Abrams founded South Mountain Company in 1973 and spent nearly 50 years turning it into one of the highest-scoring B Corps in the world. In 1987, he transitioned the company to a worker cooperative—at a time when there were only a dozen such businesses in the U.S. Today, he’s a leading voice on employee ownership and runs a consulting firm helping others do the same.

“My only goal was to leave the company in the best shape it’s ever been,” Abrams reflects. “And as I look at it now, it’s in better shape than that.”

Employee ownership isn’t just a feel-good concept—it’s a proven way to address economic inequality, increase engagement, and build more resilient businesses. Abrams highlights the stark economic disparity that has grown over the past few decades, pointing out that at the end of the 1970s, the typical corporate CEO earned roughly 20 times the typical worker’s salary. Today, that ratio is more than 250 to 1.

This widening gap has left many workers feeling disillusioned and undervalued. In contrast, employee-owned companies offer a model where profits, decision-making, and purpose are shared more equitably among employees. Studies have shown that these organizations tend to have higher retention, better morale, and stronger long-term performance. In a moment when Americans are seeking more stability and fairness at work, employee ownership offers a powerful solution.

Many leaders assume that converting to employee ownership means launching an ESOP—and nothing else. But as Abrams explains, there are three primary structures:

Abrams urges founders to explore all options:

“There’s no right answer to this. Every business is different. Each has its own culture, its own values, its own aspirations.”

By understanding these pathways, leaders can choose the structure that best aligns with their company’s size, goals, and values, ensuring a smoother transition and greater long-term success.

According to Project Equity, nearly half of privately held businesses in the U.S. are owned by people over the age of 55. That means millions of businesses will change hands or cease to exist over the next 15 to 20 years. Yet most small businesses have no succession plan in place.

Abrams calls this a silent crisis:

“Trillions of dollars will change hands in the coming years, and many of those businesses will close or be sold to private equity. Employee ownership offers another way.”

Instead of shuttering companies or watching their missions erode under new ownership, founders can consider selling to their employees. This protects jobs, preserves local economies, and honors the culture they’ve worked so hard to build. It’s not just succession—it’s legacy planning.

One of the most surprising myths about employee ownership is that it leads to chaos or a lack of leadership. Abrams flips that idea on its head:

“Employee-owned companies need stronger leadership, not weaker. The key is separating what decisions owners make from what managers lead.”

He also encourages business owners to view every new hire as a potential owner, which shifts how companies recruit and develop talent. Hiring for long-term alignment, rather than just immediate skills, ensures a stronger culture over time.

Culture is one of the strongest predictors of employee engagement, and that’s critical right now. Gallup’s 2025 State of the Global Workplace report shows that only 21% of employees worldwide are actively engaged at work. Companies that create a sense of shared purpose, transparency, and involvement—hallmarks of employee-owned businesses—have a significant competitive edge when it comes to attracting and retaining top talent.

Many leaders are pressured to pursue growth for growth’s sake, but Abrams argues for a more mindful approach.

“There’s another word besides growth—and that is ‘enough.’ Sometimes, enough is enough.”

He challenges the notion that success is only measured by expansion or shareholder returns. Instead, he encourages leaders to define growth in terms of depth, not just scale: getting better, not just bigger.

This mindset isn’t anti-profit. In fact, it can lead to more sustainable, values-aligned success. Abrams calls it the “triple bottom line”: profit, people, and planet. Companies that adopt this framework prioritize long-term health, community well-being, and employee satisfaction, rather than pursuing quarterly wins at all costs.

As he puts it, “The ideology of continuous growth… that’s the ideology of the cancer cell.” True leadership means knowing when growth serves the mission—and when it undermines it.

Leadership isn’t just about profits—it’s about purpose and legacy. This episode is a timely reminder that how we structure businesses has a direct impact on employee engagement, community resilience, and long-term sustainability.

As Abrams puts it, “We can all share in the bounty.” Employee ownership isn’t a radical concept—it’s a practical solution for preserving what matters most in business: people, culture, and impact.

Looking to strengthen your leadership bench or plan for long-term success?

The post Why Employee Ownership Matters More Than Ever with John Abrams appeared first on Crestcom International.

How can companies improve customer experience in a world where expectations are constantly evolving? In this episode of The Leadership Habit podcast, host Jenn DeWall sits down with internationally recognized customer service expert Lisa Ford to explore how leaders can create a culture that drives customer loyalty, boosts satisfaction, and strengthens relationships with both new and existing customers.

Lisa shares simple ways organizations can provide great customer service. This can be done online, in person, and on social media. Every interaction should add value and encourage customers to return.

Lisa Ford is a globally recognized customer service expert, keynote speaker, and author of Exceptional Customer Service: A Guide to Delivering Exceptional Service. She created the bestselling video series “How to Give Exceptional Customer Service,” which held the #1 spot in the U.S. training market for five consecutive years. 

Lisa has advised major companies, including Pfizer, Viacom, and Kaiser Permanente, and was inducted into the Speakers Hall of Fame in 2002. She currently serves as a faculty member at Crestcom International, where she helps leaders create lasting impact through exceptional customer relationships.

According to Lisa, loyalty goes beyond a single transaction. It’s about building a meaningful connection that lasts. Customers may love your products or services, but if they don’t feel valued, they won’t stay loyal for long.

“A happy customer doesn’t just return—they become your advocate,” Lisa explains. “Customer experience is your greatest competitive edge.”

While technology can enhance convenience, it shouldn’t replace human connection. Lisa emphasizes that too many companies rely on chatbots or automated responses, forgetting that frustrated customers still want to talk to a real person. If your chatbot creates more friction than solutions, you risk losing customers. “Customers want speed and convenience—but also the human touch,” she says.

She encourages leaders to find the right balance between automation and human interaction. This is especially important on social media and self-service platforms. It helps ensure customer satisfaction remains high.

Her tip? Combine digital tools with real human support, and make it easy for customers to reach a person when needed.

Lisa offers a powerful reflection exercise for leaders who want to improve customer loyalty:

By regularly reviewing the entire customer journey, leaders can find hidden frustrations. They can fix these issues before they hurt the customer experience.

Great customer service starts with great leadership. Creating a culture of customer loyalty starts with the right team. Lisa emphasizes hiring people with the right attitude, not just skills. Then, invest in training that includes both technical know-how and essential soft skills like empathy, communication, and listening.

And don’t stop there—employees must feel empowered to make decisions and solve problems. Leaders should also take time to recognize great service moments, reinforce the organization’s values, and share real stories of empowered behavior in meetings.

“If your team doesn’t feel appreciated or listened to, they won’t feel empowered to deliver your brand promise,” Lisa explains.

Lisa shares one of her favorite exercises: keep an empty chair in every team meeting to represent the customer. This visible reminder helps ensure that every decision is made with the customer experience in mind.

Bring Great Customer Service to Your Organization

Lisa Ford’s approach to customer loyalty is part of Crestcom’s leadership development program. If your team is looking to improve customer experience, drive customer satisfaction, and retain more existing customers, we invite you to explore our Complimentary Leadership Skills Workshop.

You’ll gain practical tools to build customer relationships, align your team around service excellence, and turn every interaction into an opportunity to create a happy customer.

The post How to Build Customer Loyalty that Lasts with Lisa Ford appeared first on Crestcom International.

What causes a well-intentioned, capable leader to become the kind of boss that leaves employees feeling disengaged or demoralized? That’s the central question of this episode of The Leadership Habit podcast. Host Jenn DeWall sits down with Jamie Woolf—CEO of Creativity Partners and former Director of Culture at Pixar Animation Studios—to explore the concept of power blindness and the common derailers that turn good humans into bad bosses.

Whether you’re in a leadership role or aspiring to be, this episode offers an honest and compassionate look at how power, pressure, and blind spots can undermine the very qualities that make someone a strong leader. The good news? With self-awareness and reflection, these behaviors can be corrected.

Jamie Woolf brings more than 30 years of experience in organizational behavior and workplace culture. As the first Director of Culture at Pixar, she helped shape environments that nurtured creativity and trust. Through her consultancy, Creativity Partners, Jamie has worked with Google, DreamWorks, Gilead, and other major organizations to develop leaders who elevate teams through clarity, emotional intelligence, and humanity. Her work focuses on bringing more respect, trust, and authenticity into the workplace, starting with understanding your own influence as a leader.

Many “bad boss” behaviors don’t stem from malice but from stress, blind spots, or outdated mental models of leadership. Jamie introduces the idea of power blindness—when leaders forget what it feels like to be on the receiving end of their authority. A simple behavior, like canceling a one-on-one meeting or sending late-night emails, can unintentionally signal disrespect or unrealistic expectations.

Even well-meaning leaders have derailers—traits that show up under stress and negatively impact their teams. Using the Hogan Assessment as a framework, Jamie explains how a strength like enthusiasm can morph into over-intensity, or how cautiousness can become paralysis. Leaders must learn to recognize when their “strengths in overdrive” are doing harm.

Feedback can be hard to hear, especially when it challenges how we see ourselves. But as Jamie Woolf reminds us, it’s one of the most important tools a leader has to grow. “It’s our ego—we humans have fragile egos,” she says. “So just take a beat and let your physiology settle. Even the word feedback can trigger a physical reaction.”

Instead of jumping into defensiveness, Jamie recommends slowing down and getting curious. She offers a practical tip: ask yourself, “Where is maybe 5% of truth in this, even if 95% I might disagree with?” That mindset shift allows leaders to stay open without immediately dismissing what’s being said.

Jenn also notes that many leaders hear the same feedback over and over but still act surprised. “It’s wild,” she says. “You likely heard a variation of that feedback from your spouse, your boss, your child—but we still pretend it’s new.”

Jamie adds, “That’s because our strengths, when overused, become our shadow sides. Passion becomes intensity. Caution becomes paralysis. Feedback helps us recognize those patterns—if we’re willing to hear it.”

Self-awareness isn’t a one-time realization—it’s a daily practice. Jamie encourages leaders to ask reflective questions often, such as:

These aren’t just hypothetical questions—they’re a self-check for power blindness.

“Just knowing that by virtue of your title, people are treating you differently is a game-changer,” Jamie says. “If your team meetings are too harmonious or too courteous, that’s a red flag. People may not feel safe enough to tell the truth.”

Before any meeting, she recommends taking a moment to pause and ask yourself, “What’s my intention? How do I want to show up?” That simple practice can help leaders act with more clarity, humility, and openness.

Even the best leaders have bad days, but what separates a great boss from a bad one is what they do next. According to Jamie, it starts with accountability.

“Say you got too defensive or shut someone down,” she says. “You don’t just say, ‘Sorry, I was having a bad day.’ You reach out and say, ‘Here’s how I showed up. I’ve been thinking about what you said. Here’s the gem I found in your feedback, and here’s what I’m going to do differently.”

That kind of repair is what builds real trust over time. “Self-blame is still ego-driven,” she explains. “It’s not about beating yourself up. It’s about recognizing the gap between your intention and your behavior—and then course correcting.”

Jenn sums it up simply: “We all show up as less ideal versions of ourselves. Every single person you’ve encountered does. But growth starts when we admit it and choose to lead better.”

Want to explore Jamie’s work and resources in more depth? Here’s where to connect:

Coming soon: Download the Power Blindness Assessment and watch Jamie’s TED Talk on the same topic.

Leadership isn’t about being perfect—it’s about being aware. If you’re ready to develop your emotional intelligence, enhance your leadership skills, and unlock your team’s full potential, Crestcom is here to help.

Sign up for a complimentary Leadership Skills Workshop where you’ll learn practical ways to build trust, strengthen communication, and improve accountability across your team.

Request your free workshop here.

The post Why Good Humans Become Bad Bosses with Jamie Woolf appeared first on Crestcom International.

In this episode of The Leadership Habit podcast, host Jenn DeWall sits down with executive coach, speaker, and author Elina Teboul. Together, they explore a thought-provoking and timely topic: how embracing feminine intelligence can transform how we lead. They unpack the concept of balancing both masculine and feminine energies in leadership and discuss how embracing our whole selves—logic and intuition, action and stillness—can unlock higher performance, empathy, and purpose. 

Whether you’re a CEO or an aspiring manager, this conversation will challenge your assumptions and offer a powerful framework to lead with greater authenticity and impact.

Elina Teboul is a globally recognized leadership expert and executive coach with a unique career journey. She began her professional life as a corporate attorney at a top New York City law firm before pivoting toward her true passion—understanding what drives purposeful, conscious leadership. She holds advanced degrees in psychology and law from Columbia University and now runs a successful leadership advisory practice in London. Elina is also an adjunct professor at Fordham Law School, a keynote speaker, and the author of the book Feminine Intelligence: Reclaiming Wholeness in Leadership and Life.

Throughout the episode, Elina shares how traditional leadership models have long favored masculine traits—rational thinking, assertiveness, linear decision-making—while often devaluing qualities linked to the feminine, such as empathy, creativity, and emotional intuition. As she puts it, “We are only half human if we ignore the more intuitive, relational parts of ourselves.”

Jenn reflects on her own experience working in male-dominated corporate cultures and recalls feeling like showing emotion made her appear weak. Elina emphasizes that embracing feminine intelligence is not about abandoning structure but integrating multiple dimensions of human intelligence to become whole: “This is not about gender. It’s about energy—and the need for balance.”

A central highlight of the episode is Elina’s TRUE framework—a simple yet powerful guide to help leaders become more conscious, self-aware, and effective. TRUE stands for Time, Relationships, Uncertainty, and Emotions—four domains Elina believes every leader must master to reach their full potential.

This framework is more than a tool—it’s a call to lead with your whole self. As Elina puts it, “When we ignore parts of ourselves, we limit our potential. TRUE is about reconnecting with our full humanity.”

Throughout the conversation, Elina makes it clear that feminine intelligence isn’t about gender—it’s about energy. While traditional leadership models often emphasize masculine traits like logic, assertiveness, and linear thinking, Elina advocates for integrating the equally powerful feminine traits: intuition, empathy, creativity, and connection.

She shares a striking example from her book—a story about Lieutenant Chris Hughes in Iraq, who de-escalated a tense situation not with force, but by choosing empathy and stillness. “It’s a perfect example of feminine intelligence in action,” she notes. “Whether you’re on the battlefield or in the boardroom, that kind of presence changes everything.”

The episode is a powerful reminder that conscious leadership starts with inner work. “You can’t create a values-driven culture if you haven’t done the work to understand your own,” Elina says. And as Jenn reflects, “This isn’t just about being a better leader—it’s about being a more whole human.”

By the end of the episode, Jenn and Elina make the case that authentic leadership begins with self-awareness. Leaders must do the inner work to uncover childhood triggers, understand emotional patterns, and develop the courage to lead authentically. As Elina puts it: “If you ignore parts of yourself, you limit your full potential.”

If you’re ready to develop your leadership skills and create a more balanced, purposeful approach to leading, Crestcom can help. We offer a complimentary, 2-hour Leadership Skills Workshop designed to help you and your team improve decision-making, build trust, and increase accountability.

Request your free workshop here: crestcom.com/freeworkshop

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In today’s rapidly changing workplace, leaders are being challenged like never before to create a sense of stability and connection. But what’s the secret to building trust in leadership? In a powerful episode of The Leadership Habit podcast, host Jenn DeWall sits down with executive coach and culture strategist Andrea Wanerstrand to explore the vital role that consistency plays in trust and team performance.

Andrea Wanerstrand is the founder and CEO of A3 Culture Lab and the creator of the Mindset Maven Method. With over 25 years of experience shaping leadership and culture strategies at powerhouse organizations like Microsoft and T-Mobile, Andrea has made it her mission to help leaders ditch fear-based leadership and foster high-performance, human-centered cultures.

After two decades in corporate roles, Andrea launched A3 Culture Lab to equip leaders with the tools to lead with clarity, courage, and consistency. Her coaching approach blends neuroscience, mindset mastery, and bold truth-telling to drive measurable results. When she’s not speaking or coaching executives, Andrea runs a lavender farm off the coast of Seattle—yes, really—where she distills her own essential oils and teaches meditation as part of her own journey to combat burnout and embrace balance.

In this insightful episode, Andrea and Jenn explore the connection between emotional intelligence, consistency, and leadership credibility. Jenn sets the tone by explaining, “Consistency truly matters to our mental health, our happiness, and our sense of engagement at work.” Andrea agrees, noting that inconsistent leaders can unintentionally create fear, confusion, and disengagement on their teams.

Andrea outlines her A3 model for consistent leadership: Authenticity, Autonomy, and Accountability. Leaders who master these three areas are better equipped to build trust and create psychological safety on their teams.

“Fear can’t build trust,” Andrea explains. “In fact, fear cannot create innovation. When we are in fight or flight, our brains literally are not flowing with the creativity that we often want from our teams.”

She encourages leaders to examine themselves and identify how fear manifests in their leadership style—through micromanagement, perfectionism, or over-functioning—and then work toward leading with more intentionality and emotional self-awareness.

Jenn adds, “So many people truly believe that they are much more aware of how they show up than what they actually are.” The problem is that most of our thoughts and behaviors are driven by subconscious patterns. Andrea explains that building trust in leadership starts with identifying your own emotional triggers and physical signals—whether it’s a clenched jaw or a tapping foot—and choosing how to respond.

A simple yet powerful question leaders can ask themselves is: “How do I want to show up for these people, and am I there right now?” That pause, Andrea says, creates the space for intentionality and emotional regulation, both of which are critical to building trust and improving team performance.

“Your mindset is your edge, and your behavior becomes your brand,” Andrea emphasizes. “It’s not about being perfect. It’s about being present.”

Jenn underscores that leaders must slow down and reflect: “The moment you don’t have enough time to simply pause and set an intention with how you want to show up… It’s going to cost you more time in the end.”

Want to become the kind of leader who builds trust and drives performance consistently?

👉 Request your complimentary Leadership Skills Workshop today!

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In a time of disruption, transformation, and unpredictability, many leaders are wondering how to stay grounded while guiding their teams forward. In this episode of The Leadership Habit Podcast, host Jenn DeWall sits down with renowned entrepreneur, author, and futurist Faisal Hoque to discuss what it truly takes to lead through change and uncertainty and why now is the time to embrace opportunity rather than fear.

Faisal Hoque is a globally recognized thought leader, best-selling author, and entrepreneur who has spent decades at the intersection of technology, business, and human potential. Originally from Bangladesh, Faisal moved to the U.S. at 18 to study. 

Today, Faisal is a highly sought-after partner for innovation and transformation in digital and AI, business, and organizational settings, serving both public and private sector organizations, and is recognized as one of the world’s leading management thinkers and technologists. 

As the founder and CEO of multiple companies, Faisal has won the Deloitte Technology Fast 50 and Fast 500 awards three times. He is a contributor to MIT’s IDEAS Social Innovation program, Thinkers50, and the Swiss business school IMD. His work has appeared in Fast Company, Harvard Business Review, The Wall Street Journal, MIT Sloan Management Review, The Financial Times, Psychology Today, BIG Think, Business Insider, Fortune, Inc., Kiplinger, Yahoo Finance, Fox, ABC, CBS, and others. 

His latest book, Transcend, explores how leaders can maintain human agency and unlock innovation amid rapid technological shifts. 

Jenn and Faisal begin their conversation by naming what many leaders are feeling but may not be saying: the world is in a prolonged state of disruption. Faisal outlines a “trifecta” of uncertainty—geopolitical unrest, economic instability, and digital disruption—that today’s leaders must learn to navigate.

“We’ve never seen such a dramatic shift in technology,” Faisal shares. “But uncertainty is nothing new. What’s new is the pace and psychological impact it’s having on people and organizations.”

Leadership in uncertain times doesn’t mean having all the answers—it means having the right mindset. Faisal urges leaders to avoid panic, remain calm, and stay grounded in their purpose.

“Don’t shut down or retreat. Regenerative leaders look for ways to create, not just repeat,” he says. “Great companies and careers are often born in crisis.”

Jenn echoes this sentiment, highlighting how fear-based decisions, such as mass layoffs or cutting innovation budgets, often backfire. “If you panic, your team panics,” she says. “Fear is contagious—but so is calm.”

Faisal emphasizes the importance of staying ahead of the curve. When it comes to AI and other new technologies, he has some advice. Don’t sit back and wait—engage with the tools and people who understand them.

“Go to your younger employees,” he suggests. “They’re often the most comfortable with tech trends and can be great teachers. If you’re not learning, you’re falling behind.”

Another common pitfall during times of uncertainty is prioritizing short-term gains over long-term value. Instead of immediately cutting costs or raising prices, Faisal encourages leaders to focus on serving existing customers more effectively.

“Empathy is a business strategy,” he notes. “When you truly understand your customer’s challenges, you create lasting value. And value leads to revenue.”

This approach to leading through uncertainty centers on emotional intelligence, resilience, and a continuous willingness to learn and adapt.

Perhaps the most powerful takeaway from the episode is the importance of adopting a regenerative leadership mindset—one rooted in service, learning, and continuous growth.

“Know your value. Give first. Ask later,” Faisal says. “That’s how you build trust and create momentum during difficult times.”

Jenn sums it up perfectly: “Repeat what you’ve always done, and you’ll get what you’ve always got. The challenges are different now—your leadership must be, too.”

Navigating disruption is easier with the right tools. Discover how to build effective leadership skills that last with Crestcom’s complimentary leadership skills workshop. In just two hours, you’ll learn practical strategies to lead effectively through change, build trust, and inspire your team.

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

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