Most business leaders approach organizational problems through traditional business lenses—marketing strategies, financial models, and operational efficiencies. Yet executive coach Tom Adams reveals that the most persistent business challenges often stem from personal issues masquerading as corporate problems. Through 25 years of coaching experience, Adams has developed a counterintuitive approach that starts not with business metrics, but with personal vision and values.

The conversation begins with Adams' unconventional career path, illustrating how following fascinations rather than rigid plans can lead to unexpected opportunities. His transition from ministry to fashion entrepreneurship, then to television hosting and podcasting, demonstrates how media platforms can serve as powerful business development tools when traditional consulting approaches fail. This "multi-door" philosophy—entering rooms with many potential exits rather than linear career paths—forms the foundation of his coaching methodology.

At the core of Adams' approach is the principle that business owners must first clarify their personal vision before attempting to craft organizational direction. He employs a rigorous pre-engagement process that explores clients' deepest values, regrets, and life aspirations before addressing any business concerns. This includes examining what success looks like if they had unlimited resources, what they would do with limited time, and what personal habitats reveal about their operational patterns. Only after establishing this personal foundation does Adams transition to business strategy, ensuring that organizational goals serve life objectives rather than the reverse.

Adams introduces several transformative frameworks, including his values-based success metrics that begin with "I know I'm being successful when..." statements. These move beyond financial targets to encompass meaningful work, enjoyable relationships, curiosity exploration, and non-adversarial self-relationships. His 25-year planning concept—visualizing life at age 85 and working backward—provides a long-term perspective that prevents short-term reactive decision-making.

The discussion pivots to technological adaptation, where Adams shares insights on AI's impact on the future of work. He predicts fundamental shifts in how we measure "units of work," with AI agents enabling individuals to accomplish what previously required teams. His concept of "new collar work" describes emerging roles that prioritize skills over traditional credentials in the AI era. However, he emphasizes that technological adaptation requires the same personal foundation as business leadership—presence, curiosity, and self-trust.

Adams concludes with practical embodiment practices drawn from equine therapy, demonstrating how physical presence and body awareness enable better decision-making. His "mirror" concept—asking "how am I complicit in creating the conditions I say I don't want?"—provides a powerful tool for personal accountability that transforms both leadership effectiveness and business outcomes.

Highlights

• Identify how personal beliefs and patterns create recurring business challenges that traditional solutions can't fix
• Develop a 25-year personal vision that informs business strategy rather than serving external success metrics
• Implement values-based success measurements that prioritize meaningful work and relationships over financial targets alone
• Leverage AI and automation to transform work units while maintaining human connection and intuition
• Practice embodiment techniques that improve decision-making by connecting intellectual planning with physical presence
• Apply the "mirror" concept to recognize personal complicity in unwanted business outcomes

Important Concepts and Frameworks

• Personal Problems Disguised as Business Problems — The framework that most persistent organizational challenges stem from underlying personal issues, beliefs, or patterns that manifest in business operations
• 25-Year Planning Framework — A long-term visioning approach that starts with imagining life 25 years in the future and working backward to create present-day alignment
• Values-Based Success Metrics — A system for measuring success through personal values statements beginning with "I know I'm being successful when..." rather than external financial targets
• Equine Therapy for Presence — Using work with horses to develop body awareness and presence, as horses respond to embodied connection rather than intellectual intention
• New Collar Work — Emerging job categories in the AI era that prioritize skills and adaptability over traditional educational credentials
• Unit of Work Transformation — How AI and automation are fundamentally changing what constitutes a "unit of work" and how value is created
• The Mirror Concept — The practice of asking "how am I complicit in creating the conditions I say I don't want?" to identify personal responsibility in challenging situations

Tools & Resources Mentioned

• TomAdams.com — Tom Adams' personal website and primary platform for his coaching practice and resources | https://www.tomadams.com/ 
• Flourish Press — Tom Adams' executive coaching and advisory company focused on helping business owners thrive | https://flourishpress.com
• BOSU Ball — Balance training equipment used for developing physical presence and body awareness as part of leadership development | https://bosu.com
• AI Agents — Automated systems that perform tasks and make decisions, transforming how work gets accomplished in the AI era

Calls to Action

1. Conduct a personal visioning session exploring what your life would look like with unlimited success, limited time, and identifying deep regrets to clarify true priorities before setting business goals.
2. Implement a quarterly review of your values using "I know I'm being successful when..." statements to ensure business decisions align with personal fulfillment metrics.
3. Practice daily embodiment exercises—such as standing on a BOSU ball or focused breathing—to develop the body awareness needed for intuitive decision-making.
4. Schedule time each week to explore new technologies and AI tools with curiosity rather than resistance, focusing on how they could transform your "unit of work."
5. When facing business challenges, ask the mirror question: "How am I complicit in creating these conditions I say I don't want?" to identify personal patterns needing adjustment.
6. Begin 25-year planning by visualizing what you want your life to look like at age 85, then work backward to identify immediate actions that support that long-term vision.

Key Quotes

• "Most business problems are personal problems in disguise." — Tom Adams
• "Anytime you hit a wall, it's a mirror." — Tom Adams
• "How am I complicit in getting the conditions I say I don't want?" — Tom Adams
• "I know I'm being successful when I wake up every morning and do the work I wanna do." — Tom Adams
• "We built a business to serve our life, and now what we do is just serve the business." — Tom Adams

Chapters

00:00 — Unconventional Career Paths: Following Fascination Over Linear Planning
04:48 — Media as Business Development: From TV Hosting ...

When stress hijacks your decision-making and creativity feels blocked, the solution may lie in regulating your heart's rhythm rather than just managing your thoughts. This episode reveals how heart coherence—the smooth, efficient pattern of heartbeats associated with positive emotions—serves as a physiological foundation for peak performance, creative insight, and emotional resilience. Through decades of research at the HeartMath Institute, Bruce Cryer demonstrates that our emotional states directly influence heart rhythms, with frustration creating chaotic patterns while appreciation generates coherent sine waves.

The conversation explores the profound implications of this heart-brain connection, revealing that stressful triggers initiate 1,400 biochemical changes in the body—a survival mechanism that now works against us in modern life. Unlike relaxation, coherence represents focused alertness—the "eye of the hurricane" state that enables first responders and surgeons to perform under pressure while maintaining clarity. This physiological state amplifies brain function, making coherent thinking and creative problem-solving more accessible.

Practical applications extend from individual stress management to organizational culture transformation. The Inner Quality Management framework shows how heart coherence principles can enhance team communication, particularly by ensuring quieter team members feel heard—often unlocking their creative contributions. Beyond workplace applications, the discussion reveals how playfulness serves as the "wonder drug of creativity," counteracting the heavy-heartedness that blocks innovation.

Bruce introduces his VYBRATO system and the Wave of Relief technique—practical methods for releasing accumulated stress and generating positive emotional waves. These approaches address the modern epidemic of overwhelm by teaching people to consciously create internal states of appreciation and gratitude rather than being overwhelmed by external pressures. The episode provides concrete strategies for integrating heart coherence practices into daily life, from simple breathing techniques to movement breaks that counteract sedentary work patterns.

Highlights

• Shift from chaotic to coherent heart rhythms by focusing on appreciation and gratitude to enhance decision-making clarity
• Practice the Wave of Relief technique to release accumulated stress through intentional breathing and imagery
• Incorporate movement and nature exposure to counteract sedentary work patterns and stimulate creative thinking
• Apply playfulness as a strategic tool for enhancing team creativity and communication in workplace environments
• Use heart-focused breathing to regulate emotional responses during stressful meetings or challenging conversations
• Develop daily coherence practices through scheduled reminders to build emotional resilience circuitry

Important Concepts and Frameworks

• Heart Coherence — The smooth, efficient pattern of heartbeats associated with positive emotional states that enhances brain function and overall physiological efficiency | https://www.heartmath.org/
• Inner Quality Management (IQM) — A framework developed by HeartMath for applying coherence principles to individual and organizational performance | https://www.heartmath.org/research/research-library/organizational/an-inner-quality-approach-to-reducing-stress-and-improving-physical-and-emotional-well-being-at-work/
• VYBRATO System — Bruce Cryer's methodology for creating positive emotional waves to counteract stress and overwhelm
• Wave of Relief Technique — A breathing and imagery practice for releasing accumulated stress and tension
• Coherence vs. Relaxation Distinction — Understanding that coherence represents focused alertness rather than passive relaxation, enabling high-performance under pressure

Tools & Resources Mentioned

• HeartMath Institute — Research organization that pioneered heart coherence science and applications | https://www.heartmath.org/
• Bruce Cryer's Platforms — Website, LinkedIn newsletter, and social media channels for accessing his teachings | https://brucecryer.com
• Stanford University — Institution where Bruce teaches courses on creativity and performance | https://www.stanford.edu/
• Dr. Joe Dispenza's Work — Research connecting heart coherence with brain function and healing | https://drjoedispenza.com/

Calls to Action

1. Set hourly reminders to practice heart-focused breathing combined with feelings of appreciation for someone or something you genuinely love
2. Implement the Wave of Relief technique whenever you notice tension building—breathe in as if receiving positive energy from the ocean, then exhale fully to release what you're holding onto
3. Schedule regular movement breaks throughout your workday, especially outdoors when possible, to counteract sedentary patterns and stimulate creative thinking
4. Practice making quieter team members feel heard in meetings by actively listening and acknowledging their contributions before moving to more vocal participants
5. Intentionally bring playful energy to challenging situations by finding moments of genuine human connection, even during routine interactions

Key Quotes

• "Coherence is not relaxation. Coherence means you can be an EMT first responder and go into an incredibly dangerous situation and still function at a high level." — Bruce Cryer
• "Playfulness is the wonder drug of creativity." — Bruce Cryer
• "The heart's coherence is a huge booster because the heart's so powerful, it sets the tone in the body." — Bruce Cryer
• "We have to let go more often. We have to, and there's something designed into our body called a sigh of relief." — Bruce Cryer
• "Every human being, we're born to create life. Whether we create another life isn't even the point." — Bruce Cryer

Chapters
00:24 — Introduction to Heart Coherence and Emotional Physiology
01:22 — The Heart as Intelligence System Beyond Mechanical Pump
04:58 — Live Demonstration of Emotional Impact on Heart Rhythms
08:27 — Daily Practices for Building Heart Coherence Resilience
13:53 — Physiological Costs of Chaotic Heart Signals on Body Systems
18:43 — Applying Coherence Principles to Leadership and Team Dynamics
25:30 — Creativity, Playfulness and Reawakening Creative Expression
34:07 — Simple Movement and Nature Practices for Enhanced Creativity
37:28 — Introducing the VYBRATO System for Modern Stress Management
41:53 — The Wave of Relief Technique for Releasing Accumulated Tension
45:42 — Accessing Resources and Continuing the Coherence Journey

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This Episode's Guest:

Bruce Cryer - Strategy & Performance Partner
Website: https://brucecryer.com
LinkedIn: https://www.linkedin.com/in/brucecryer/

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About the Host

Simon Vetter
Website: https://simonvetter.co...

Organizations often struggle with vague cultural definitions, misaligned values, and broken trust that undermine performance and employee retention. The fundamental problem isn't a lack of desire for strong culture, but rather missing frameworks for creating intentional, high-trust environments where people thrive and business objectives are consistently met.

Culture begins as a feeling—that immediate sense you get when entering any group of people. At its core, culture represents what happens in communication between two or more people, encompassing behaviors, beliefs, values, actions, and results. However, the most critical elements defining any culture are the two bookends: who you let in and who you kick out. This hiring and firing framework establishes the permeable boundary that shapes everything within an organization.

The breakthrough insight for building intentional culture lies in understanding agreements. Every interaction, from job descriptions to project deadlines, represents an agreement. Strong cultures are characterized by clear agreements that are consistently upheld, while weak cultures suffer from ambiguous expectations and broken commitments. This agreements framework provides the underlying structure that determines trust levels and operational effectiveness.

Vision and values operate in tandem within this cultural ecosystem. Vision answers the "what"—what are we doing here and where are we going—while values define the "how"—the behaviors and approaches we'll use to achieve that vision. Effective visions must be verifiably achievable within two to five years, allowing employees to see themselves as part of the accomplishment and maintain engagement.

Practical culture building involves both macro and micro strategies. At the macro level, hiring processes must reflect organizational values through behavioral interview questions that reveal authentic alignment. At the micro level, time synchronization emerges as a powerful universal agreement point—everyone shares the same 24 hours, making starting meetings on time, ending on time, and delivering on time a foundational cultural practice.

Employee retention connects directly to four happiness factors from positive psychology: feeling like you're making progress, having control over that progress, developing strong workplace relationships (particularly having a best friend at work), and pursuing purpose beyond money. Organizations that cultivate these four elements naturally retain talent and build resilient cultures.

Trust building requires specific practices, most notably the two-question feedback approach: first asking for general feedback, then specifically requesting "what you think I don't want to hear." This creates psychological safety for honest communication. Additionally, involving people in decisions before implementation—even if their input isn't used—ensures they feel heard and valued.

The hunter versus farmer distinction provides crucial insight for role alignment. Hunters thrive on new projects, innovation, and achieving specific objectives, while farmers excel at maintaining processes, consistency, and operational excellence. Attempting to force hunters into farmer roles or vice versa creates frustration and undermines performance.

Ultimately, financial success follows cultural excellence rather than preceding it. The Alcoa Steel example demonstrates how focusing on safety (a leading indicator) rather than revenue (a lagging indicator) created operational excellence that naturally improved financial performance while earning employee loyalty. This leading versus lagging indicator framework helps organizations prioritize cultural elements that drive sustainable business results.

Highlights

• Culture is defined by who you let in and who you kick out—strategic hiring and intentional firing create cultural boundaries
• Clear agreements consistently upheld build trust and operational effectiveness across all organizational levels
• Synchronize teams using time as universal agreement point—starting and ending meetings on time demonstrates respect
• Four happiness factors determine retention: progress, control, relationships, and purpose beyond money
• Distinguish between hunters (project-focused innovators) and farmers (process-focused maintainers) for optimal role alignment
• Focus on leading indicators like safety and customer experience rather than lagging financial metrics for sustainable success

Important Concepts and Frameworks

• Culture Blueprint Framework — Systematic approach to building intentional organizational culture through defined values and practices | https://robertrichman.com/book-long/
• Agreements Framework — Understanding that all organizational interactions represent agreements that must be clear and upheld
• Four Happiness Factors — Positive psychology elements that determine employee satisfaction and retention: progress, control, relationships, and purpose
• Hunter vs Farmer Distinction — Framework for aligning personality types with appropriate organizational roles
• Leading vs Lagging Indicators — Strategic framework prioritizing cultural drivers over financial outcomes

Tools & Resources Mentioned

• The Culture Blueprint — Robert Richmond's framework for building intentional organizational culture | https://robertrichman.com/book-long/
• Zappos — Company example of values-driven culture with CEO Tony Hsieh's humble leadership practices
• Navy Seals — Organization with exceptionally strong culture due to life-or-death consequences of cultural breakdowns
• The Power of Habit — Book by Charles Duhigg featuring the Alcoa Steel case study | https://charlesduhigg.com/the-power-of-habit/
• Alcoa Steel — Case study demonstrating how focusing on safety (leading indicator) improved financial performance

Calls to Action

1. Audit your hiring process to ensure interview questions reveal authentic value alignment rather than asking directly about values
2. Implement time synchronization practices by starting and ending all meetings precisely on time as cultural foundation
3. Conduct agreement clarity exercises with teams to identify ambiguous expectations and establish clear commitments
4. Assess hunter versus farmer roles within your organization and realign responsibilities according to natural strengths
5. Establish regular feedback sessions using the two-question approach to build psychological safety and trust
6. Prioritize leading indicators like employee safety, customer experience, and team cohesion over lagging financial metrics

Key Quotes

• "Culture is a feeling" — Robert Richmond
• "Who we let in and who we kick out" — Robert Richmond
• "Late is subjective, on time is not" — Robert Richmond
• "Money can't be the focus as the strategy" — Robert Richmond
• "Clear agreements and upholding them builds trust" — Robert Richmond

Chapters
00:00:25 — Introduction to Vision and Culture Foundations 
00:01:21 — Defining Culture as Feeling and Agreements Framework 
00:06:46 — Vision, Values and Their Strategic Intersection 
00:09:13 — Practical Culture Building Strategies and Implementation 
00:11:29 — Four Happiness Factors for Employee Retention 

Endurance performance presents a compelling challenge that feels out of reach for most people, yet the strategies used by elite athletes offer powerful lessons for sustained leadership and peak performance. The key distinction lies between goal management and vision-driven motivation—while goals focus on execution and accountability, vision provides the purpose and intrinsic motivation needed to persist through challenges like training in pouring rain or recovering from significant setbacks.

Anne Bowers-Evangelista shares her personal journey of recovering from a hip-breaking bike accident while training for an Ironman, revealing how this experience forced her to confront identity questions and rediscover her deeper purpose beyond athletic achievement. This experience underscores the critical importance of having a vision that extends beyond specific outcomes, preventing what she calls "falling off the identity cliff" when external goals aren't met.

The conversation explores three essential frameworks for sustained performance: different types of goals (outcome, process, and performance goals), the neuroscience of focusing on your ideal self, and strategic disengagement for recovery. Research shows that when people focus on their ideal self, they access brain regions associated with creative thinking and solution-finding, while goal-setting activates more regulatory brain functions that narrow vision. This explains why organizations that excel at goal management often struggle with driving commitment and motivation.

Practical applications include multisensory visualization techniques used by elite athletes, where individuals mentally rehearse performances using all senses—sight, sound, smell, and physical sensations. This mental rehearsal activates mirror neurons and builds neural pathways that enhance actual performance. For leaders, this translates to better preparation for high-stakes presentations, difficult conversations, and team challenges. The episode also addresses the critical importance of recovery, contrasting athletes' intentional periodization with leaders' tendency toward continuous output, and offers strategies for implementing strategic disengagement in corporate environments.

Highlights

• Distinguish between outcome goals (what you achieve) and process goals (what you do daily) to maintain focus on controllable actions
• Use multisensory visualization to mentally rehearse performances, activating mirror neurons that enhance actual execution
• Implement strategic disengagement periods for recovery, recognizing that continuous output diminishes long-term performance
• Focus on your ideal self to access brain regions associated with creative thinking and broader perspective-taking
• Develop pre-performance routines that prepare both mind and body for high-stakes situations through intentional sequencing
• Cultivate team rituals and shared purpose to transform project execution into meaningful collective experiences

Important Concepts and Frameworks
Goal Setting Theory (Locke and Latham) — Research showing how goal setting enhances focus and self-efficacy but can lead to burnout without broader meaning | https://people-shift.com/articles/locke-lathams-goal-setting-theory/
Intentional Change Theory (Richard Boyatzis) — Framework focusing on the ideal self to access creative brain functions and open thinking | https://www.keystepmedia.com/intentional-change-theory/
Periodization in Training — Athletic approach of alternating intense training with recovery periods to build strength over time | https://www.trainingpeaks.com/blog/what-is-training-periodization/
Strategic Disengagement — Psychology of intentionally stepping back from goal pursuit to prevent burnout and maintain perspective | https://www.linkedin.com/pulse/art-strategic-disengagement-why-giving-fk-good-your-career-arun-verma-pvvlf/
Multisensory Visualization (PETTLEP Model) — Mental rehearsal technique engaging all senses to enhance performance preparation | https://www.coachtrainingedu.com/blog/the-power-of-visualization-transform-your-mindset/
Mirror Neuron System — Neuroscience of how mental rehearsal activates the same brain pathways as physical execution | https://pmc.ncbi.nlm.nih.gov/articles/PMC2900004/

Tools & Resources Mentioned

• The Endurance Leader — Anne Bowers-Evangelista's book on leading with passion and purpose through endurance principles | https://www.amazon.com/Endurance-Leader-Leadership-Longevity-Fast-Paced/dp/1957651954
• Llumos Consulting — Anne Bowers-Evangelista's professional website and consulting practice |  https://llumos.com/

Calls to Action

1. Distinguish your outcome goals from process goals and focus daily energy on the controllable process elements
2. Schedule strategic disengagement periods in your calendar—whether brief pauses between meetings or dedicated recovery days
3. Practice multisensory visualization before important events by mentally rehearsing sights, sounds, smells, and physical sensations
4. Reflect on your ideal self through journaling or coaching conversations to access more creative brain functions
5. Develop team rituals that define your collective identity and performance culture beyond task completion
6. Implement pre-performance routines that prepare both physiological and psychological states for challenging situations

Key Quotes

• "Goal setting can enhance your focus, but they also can lead to burnout if disconnected from broader meaning" — Anne Bowers-Evangelista
• "Recovery is not a nice to have. It's a requirement" — Anne Bowers-Evangelista
• "Think of leadership as the long game—your vision is your compass to the top" — Anne Bowers-Evangelista
• "These people are not superhuman. They've just trained themselves mentally to go beyond" — Anne Bowers-Evangelista
• "If you don't take your own leadership personally, no one else will" — Anne Bowers-Evangelista

Chapters
00:00 — Introduction to Endurance Performance and Leadership
01:35 — Why Endurance Feels Compelling Yet Out of Reach
03:21 — Personal Story: Identity Crisis After Injury
06:19 — Coaching Strategies and Goal Type Distinctions
09:24 — Vision vs. Goals: The Motivation Divide
12:05 — Uncovering Purpose Through Ideal Self Focus
16:09 — Recovery Strategies: From Athletics to Leadership
20:10 — Pre-Performance Routines and Multisensory Visualization
25:25 — Neuroscience of Mental Rehearsal and Mirror Neurons
28:16 — Team Performance Strategies and Collective Rituals
33:05 — Evidence: Purpose-Driven Leadership Outcomes
36:06 — Reflection Questions for Sustained Leadership
39:14 — Long-Game Perspective and Final Insights

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This Episode's Guest:

Ann Bowers-Evangelista
Website: https://llumos.com/
LinkedIn:

In this powerful conversation, leadership expert Mike Richardson reveals how intentional vision and strategic agility can transform careers and organizations. Drawing from over three decades of experience as a CEO advisor and thought leader, Richardson shares his journey of purposeful pivots—from petroleum engineer to aerospace CEO to portfolio professional—demonstrating how clear vision creates career momentum even in turbulent times.

The discussion centers on the critical distinction between true vision statements and mission statements, emphasizing that a genuine vision must be a picture of the future you can unambiguously declare victory on. Richardson introduces the three essential questions that guide effective leadership: What do you want? How do you get it? How do you give as much of it away as possible? These questions form the foundation for both personal and organizational direction.

A key insight emerges around enterprise agility in an accelerating world of disruptive change. Richardson explains that most organizations mistake frenetic activity for true agility, which actually requires a harmonious integration of strategic rigor and entrepreneurial spark. He introduces the three levels of adaptability: post-adaptive (reactive, behind the curve), adaptive (on the curve), and pre-adaptive (ahead of the curve, ready for anything). True agility means operating in the pre-adaptive space while maintaining vision as your true north.

The conversation explores practical frameworks for developing whole-brain thinking, using visual tools like mind mapping and sketchbooks to crystallize vision. Richardson shares his personal method of using artist sketchbooks during strategic thinking sessions, which eventually evolved into the vision board that has guided his career for over 20 years. He emphasizes that leading with vision becomes more crucial, not less, as change accelerates, and that the ability to hold vision "just so"—not too tightly, not too loosely—is the key to navigating complexity.

Highlights

• Transform reactive leadership into pre-adaptive agility that anticipates change before it happens
• Distinguish between true vision statements and disguised mission statements for clearer direction
• Develop whole-brain thinking to integrate analytical rigor with creative visioning
• Build peer advisory networks to combat leadership loneliness and gain diverse perspectives
• Create visual representations of your vision using mind mapping and sketch techniques
• Balance short-term execution with long-term vision through harmonious integration

Important Concepts and Frameworks

• Three Questions Framework — What do you want? How do you get it? How do you give as much of it away as possible? | https://www.linkedin.com/pulse/three-question-framework-reading-your-prospect-without-stewart-holley-53ape/
• Enterprise Agility — The ability to adapt, pivot, and evolve while maintaining strategic direction | https://www.pmi.org/disciplined-agile/agile/whatisenterpriseagility
• Three Levels of Adaptability — Post-adaptive (reactive), adaptive (on-curve), pre-adaptive (ahead of curve) | https://www.linkedin.com/pulse/three-degrees-organizational-adaptability-minor-medium-ernest-wilson/
• Whole-Brain Thinking — Integrating left-brain analytical thinking with right-brain creative visioning | https://www.thinkherrmann.com/whole-brain-thinking-methodology
• Portfolio Career Model — Building a diverse professional portfolio across multiple roles and engagements | https://www.linkedin.com/pulse/portfolio-career-concept-advantages-disadvantages-robert-annis-clqwe/
• Vision vs Mission Distinction — Vision as a picture of future victory vs mission as current purpose

Tools & Resources Mentioned

• Dale Carnegie Training — Leadership development programs for executives and teams | https://www.dalecarnegie.com/
• London Business School MBA — Advanced business education for career transformation | https://www.london.edu/masters-degrees/mba
• REF (Renaissance Executive Forums) — Peer advisory groups for CEOs and executives | https://ref.global/
• Mind Mapping — Visual thinking technique for organizing ideas and creating connections | https://www.mindmapping.com/
• Peer Advisory Boards — Confidential peer groups for leadership development and problem-solving

Calls to Action

1. Purchase an artist's sketchbook and dedicate time to visually map your professional vision without constraints
2. Audit your organization's vision statement to ensure it represents a true picture of future victory, not just a restated mission
3. Join or create a peer advisory group where you can discuss challenges confidentially with non-competitive colleagues
4. Practice whole-brain thinking by representing strategic problems visually before analyzing them analytically
5. Schedule quarterly "vision check-ins" to assess alignment between your current direction and your true north

Key Quotes

• "Leaders are dealers in hope" — "Mike Richardson"
• "If you don't know where you're going, any road will do" — "Mike Richardson"
• "The work that I can't not do is facilitating peer forums" — "Mike Richardson"
• "Agility is an AND proposition where you have the best of both worlds" — "Mike Richardson"
• "Leading with vision becomes more crucial when things are speeding up" — "Mike Richardson"

Chapters
00:00 — Introduction to Vision-Driven Leadership
01:29 — Career Pivots: From Petroleum Engineer to Portfolio Professional
04:52 — The Vision Board Method: Sketching Your Future
09:57 — Quiet Time and Creative Thinking for Strategic Clarity
16:53 — The Three Questions Framework for Direction
20:37 — Enterprise Agility in Accelerating Change
27:06 — Abundance Mindset vs Scarcity Thinking
34:05 — Whole-Brain Approaches to Vision Development
38:23 — Complexity Management Through Strategic Moves
45:08 — Leadership Composure in Turbulent Times
52:08 — Advice for Next-Generation Leaders

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This Episode's Guest:

Mike Richardson – Agility, Peer Power & Collective Intelligence
Website: https://mikerichardson.live/
LinkedIn: https://www.linkedin.com/in/agilityexpertmikerichardson/

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About the Host

Simon Vetter
Website: https://simonvetter.com/
LinkedIn: https://www.linkedin.com/in/simonvetter1

That is a quote from today’s guest, Azim Khamisa. His personal life experiences taught him the practice of compassion, forgiveness, and peacemaking – something we and our world need more of.

Azim became a peace activist after losing his 20-year-old son Tariq to a tragic, gang-related murder in 1995. Out of unspeakable grief and despair, Azim chose the path of forgiveness and compassion rather than revenge and bitterness. This amazing choice led to the establishment of the Tariq Khamisa Foundation (www.TKF.org) and the subsequent forgiveness movement which has reached millions.

Azim Khamisa is an author, thought leader, and international inspirational speaker. He has received over 80 national and international awards for his work and has written several books, including The Secrets of the Bulletproof Spirit: How to Bounce Back from Life’s Hardest Hits. He also conducts public workshops and training programs in both the corporate world and the nonprofit sector to foster effective, purposeful, and impactful leadership through the process of forgiveness. Over the last 25 years, he has helped thousands of children, families, professionals, and management teams.

“Azim has had a positive impact on my life as I have applied the power of forgiveness in my own relationships with family, friends, and in business. It has given me a sense of relief, and joy and alleviated pain. I encourage everyone to take the concept of forgiveness to heart to heal ourselves, our relationships, families, and communities.” Simon Vetter

Discussion Points

• The tragic specifics of his son’s murder in 1995
• What the path of forgiveness can to do to individuals and communities
• Some staggering statistics on kids killing kids in the U.S.
• Four steps to find and practice forgiveness
• Embrace the process of grief – practice healthy ways to work through grief
• Forgiveness will change your life’s trajectory and possibly blow your mind!
• Restorative justice and its societal impact
• The five questions to ask in the restorative justice movement
• How to apply forgiveness and restorative justice in the corporate world
• Words to live by: “Forgiveness is the crown jewel of personal freedom”

Teaming Up Conversations is powered by Stand Out International, and hosted by Simon Vetter. He is an expert on behavior and culture change. He trains and enables teams to create high-performing organizations.

High-stress situations pushes people to the edge.

Some people rise the occasion, others fail.

What makes the difference?

Hostage negotiation tactics may at first seem a little too extreme, or intense, to be utilized at work. It’s exactly those situations that can teach us how to deal with tough and highly demanding situations. My guest, Geroge Kohlrieser, a leadership expert and a former hostage negotiator, believes that high-performing leaders are able to use these techniques in any personal or business relationship to ensure they are never a hostage to anyone, including themselves.

In this episode, we speak about the “secure base” concept. George gives us real-life examples and practical advice on how this may manifest in leaders and how to become a secure base for themselves in order to build an inspiring work environment.

George A. Kohlrieser, trained as an organizational and clinical psychologist, is a Distinguished Professor of Leadership and Organizational Behavior at IMD Business School in Switzerland. He is the founder of the High-Performance Leadership (HPL) Program, the flagship six-day program for experienced senior leaders. George is a frequent speaker at management conferences including the World Business Forum, the World Economic Forum, and the United Nations. He is a media commentator on issues related to leadership, conflict, aggression management, and hostage negotiation and has been a presenter at TEDx talks in both New York and Lausanne.

TEAMING UP Podcast is hosted by Simon Vetter. He is an executive leadership coach and expert on building compelling cultures and inspired workplaces.

Discussion Points

• What is ‘secure base’ leadership?
• Consequences when people don’t have a ‘secure base’
• The brain is fundamentally negative – and what to do about it
• How to successfully apply the ‘secure base’ concept in sales
• Importance of understanding a person’s pain points
• Techniques to calm down an angry person
• Why do so many leaders often lack excellent listening skills?
• Using the mind’s eye to play to win instead of not to lose
• Affirmations to shift a mindset or emotional state
• How to find a secure base at work: be open and emotionally available
• Recognize the power of ‘choice’

How do we build a team culture in which teammates feel safe for risk-taking in the face of being seen as ignorant, incompetent, negative, or disruptive?

In a workplace with high psychological safety, everyone is confident that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea.

Today I’m talking with Maya Hu-Chan about the fundamental concept of “saving face”. “Face” represents one’s self-esteem, self-worth, reputation, and dignity. Saving face is often understood as saving someone from embarrassment. It is also about developing an understanding of the background, individuality, and perspective of others to discover the unique facets each person possesses. Without that understanding, we risk causing others to lose face without even knowing it.

Maya Hu-Chan is a globally recognized leadership educator, executive coach, and best-selling author. Her latest book “Saving Face: How to Preserve Dignity and Build Trust” is an Amazon #1 Best Seller. Maya has built a reputation for excellence in global leadership, cross-cultural management, diversity, and inclusion. Born and raised in Taiwan, Maya received her BA in journalism from National Chengchi University. She was an anchor for the China Broadcasting Company, then moved to the U.S. to earn a MA from The University of Pennsylvania’s Annenberg School for Communication. She lives in San Diego, California, with her husband and three children.

Teaming Up Conversations is powered by Stand Out International, and hosted by Simon Vetter. He is an expert on behavior and culture change. He trains and enables teams to create high-performing organizations.

Discussion Points

• What does “saving face” mean? What happens when a person “loses face”?
• Psychological safety – how can we foster it?
• Microaggressions – often unintentional offenses caused by bias
• Using the AAA model to work through bias
• Impact versus intent – why is it important to understand the nuance
• Life lessons from having raised triplets
• Turning the Golden Rule into the Platinum Rule: Treat others as THEY wish to be treated

According to a recent survey, 78% of people stated that the pandemic had a negative effect on their work life. 56% said it had a negative effect on their family life. The 2020 pandemic has forced people to reflect on our “do” culture and has raised the awareness and importance of health, balance, and overall well-being.

Our discussion today is centered on WELL-BEING: what is it, how do you maintain it, and what are effective practices. You will receive ideas, tips, and methods on how to begin or enhance your “Well-Being Journey”.

Today’s guest is my good friend Beth Schumaker with Bright Star Leadership. Beth is an expert in emotional intelligence, communication, and team, and leadership effectiveness. She has over 20 years of experience working with organizations such as Microsoft; American Airlines; Mayo Clinic; Centers for Disease Control; Kaiser Permanente; and many others.

Teaming Up Conversations is hosted by Simon Vetter, CEO of Stand Out International, Inc. As a behavioral change expert, Simon trains managers and leadership teams toward higher performance, increased collaboration, accountability, and engagement.

Discussion Points

• What does “Well-Being” mean?
• The PERMAH concept: Positive Emotion, Engagement, Relationships, Meaning, Accomplishment and Health.
• Three levels of assessing Well-Being: Me, We, and Us
• Beth’s personal daily habits for enhancing Well-Being
• Establish healthy habits around positive emotions, relationships and meaning
• How to show “appropriate” vulnerability as a leader
• Team building activities for remote teams
• Recommendations in improving mindfulness, eating habits and sleep hygiene
• Advice on changing a habit: Start small and be kind to yourself!

Carlos Paulet’s LinkedIn profile reads: “I am a nerd, with social skills, that help people get results & enjoy their lives! Executive Coach, VR Pioneer, philanthropist & most important job in the world; Dad!”

Carlos is a multi-cultural international management consultant, and an expert in leadership metrics, technology, and team alignment. His focus is on supporting successful people to identify and empower the “X-Factors” that drive performance and results.

Join me for a conversation with my dear friend Carlos about his fascinating path through life. He has experienced many different cultures (Haiti, Peru, Brazil, and Spain) a wide variety of jobs (from Incan trail guide to American Airlines Operations Director to Executive Coach), and also more than enough hardship and tragedy. Losing his daughter to glioblastoma in 2015 shapes his worldview today, but as he tells it, you can eventually progress to feeling joy again, even after this kind of devastation.

Teaming Up Conversations is hosted by Simon Vetter. He is an executive leadership coach and CEO of Stand Out International, Inc. His focus is on cultural transformation and behavioral change, guiding companies and their executive teams toward increased collaboration, accountability and agility.

Discussion Points

• What makes Carlos so unique
• Being risk-open instead of risk-adverse
• The life-changing devastation of losing his daughter
• Recovering from the loss, starting a foundation
• Advice to others when losing a child
• The end of Carlos’ “hippie years” after disillusionment in Haiti
• American Airlines job, grad school, and executive coaching
• Similarities in different cultures, not differences, are important
• Gaming and Virtual Reality: teaching teamwork and problem solving
• Best tool in coaching: Getting feedback from others
• The “asshole” client story
• Advice to younger Carlos? Dare to make more mistakes, then learn from them
• You can be the hero or the villain of your own story – be the hero!