Summary

BC's 2024 Premier's Award for Leadership Recipient, Cliff Chapman, shares his journey from a young crew leader in the BC Wildfire Service to his current role as Director of Operations. He emphasizes the importance of focusing on people rather than just performance, highlighting the need for emotional support and mental health awareness in leadership. The discussion also covers the cultural changes within the organization, the role of vulnerability in leadership, and the impact of Executive Coaching with Nate on personal and professional development. Ultimately, the conversation underscores the significance of relationships and shared experiences in fostering a positive work environment.

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Keywords

leadership, personal growth, emotional support, coaching, team dynamics, cultural change, vulnerability, mental health, wildfire service, human experience

Takeaways

• Leadership is about people, not just hazards.
• Emotional support is crucial for team members.
• Cultural change requires addressing underlying issues.
• Vulnerability in leadership fosters trust and connection.
• Coaching can significantly impact leadership development.
• Building relationships is essential for team dynamics.
• Navigating challenges requires open communication.
• Two perspectives can coexist in any situation.
• Mental health awareness is vital in high-stress environments.
• Creating a supportive workplace benefits everyone.

Sound Bites

• "It's not about the hazard, it's about people."
• "Change can happen at all levels."
• "Two things can be true at once."

Chapters

00:00 The Journey of Leadership in Wildfire Management

02:09 Evolving Perspectives on Crew Leadership

04:58 The Shift from Adrenaline to Human Connection

07:49 Catalyst Moments: Personal Experiences Shaping Leadership

10:22 Cultural Transformation in BC Wildfire Service

12:59 Removing Barriers: The Role of Leadership

15:16 The Importance of Psychological Safety in Teams

18:14 Recognition and Growth: Awards and Coaching Influence

24:15 The Importance of Coaching Relationships

27:03 Navigating Professional Development

31:28 Facilitating Team Dynamics

34:54 The Role of Vulnerability in Leadership

37:57 Embracing Complexity in Human Experience

41:46 LWC Riverside outro Generic.mp4

Summary

In this episode of Leading with Curiosity, Lars Brüning interviews host Nate Leslie! Nate and Lars explore the transformative journey of coaching, emphasizing the importance of curiosity, continuous engagement, and the impact of effective tools on team dynamics. They discuss the shift from traditional leadership styles to a more facilitative approach, highlighting personal growth through coaching experiences and the significance of diversity in teams. The conversation underscores the necessity of ongoing support and the power of data in enhancing team performance, ultimately advocating for a collaborative and sustainable coaching process.

Get your own leadership self assessment at: www.nateleslie.ca/gift

Sound Bites

"Leaders need to take a curious mindset."

"Data uncovered how my team was feeling."

"We find the solution together."

Keywords

coaching, leadership, team dynamics, client engagement, personal development, coaching tools, continuous improvement, leadership styles, data-driven coaching, effective communication

Takeaways

• The journey of development is ongoing and never complete.
• Curiosity is essential for leaders to foster team growth.
• Data can reveal hidden team dynamics and feelings.
• Effective coaching requires continuous engagement with teams.
• Leadership should shift from being a hero to being a host.
• Diversity in teams enhances the quality of results.
• Listening is more powerful than sharing personal stories in coaching.
• Coaching is about facilitating solutions together with the team.
• Sustainable practices in coaching lead to lasting change.
• The role of a coach is to help teams find their own solutions.

Chapters

00:00 Introduction to the Journey

02:32 The Impact of Coaching

04:52 Using Data for Team Development

09:09 Tools for Effective Coaching

13:08 The Importance of Continuous Engagement

17:19 Understanding Diversity in Teams

21:01 Shifting Leadership Perspectives

24:18 The Role of Listening in Coaching

27:47 The Transformation from Hero to Host

31:16 Sustainable Practices in Team Coaching

36:37 LWC Riverside outro Generic.mp4

Summary

In this episode, Nate Leslie explores the concept of high performance culture, defining its key elements and discussing how to cultivate it within organizations. He emphasizes the importance of connection, clarity, and accountability, while also addressing the human experience and its impact on performance. The episode concludes with actionable insights and an invitation for listeners to engage further with the content.

Get your ⁠FREE Leader Self Assessment⁠ here.

Keywords

high performance culture, organizational culture, team dynamics, leadership, psychological safety, values, performance measurement, feedback, accountability, employee engagement

Sound Bites

• "Culture is what you feel."
• "You are the weather."
• "Clarity is key."

Takeaways

1. High performance culture is about achieving goals while ensuring a positive human experience.
2. Connection among team members is fundamental to culture.
3. Values must be clear and actionable to guide behavior.
4. Psychological safety allows individuals to perform effectively.
5. Meaning in work enhances engagement and satisfaction.
6. Feedback should be specific, timely, and low in judgment.
7. Accountability is crucial for team performance.
8. Clarity in expectations leads to better outcomes.
9. Cultivating a high performance culture requires structured approaches.
10. Tangible actions can improve organizational culture.

Chapters

• 00:00 Introduction to High Performance Culture
• 02:28 Defining Culture and High Performance
• 07:10 Cultivating High Performance Culture
• 11:38 Measuring Human Experience in Culture
• 17:22 Elements of High Performance Culture
• 21:01 Conclusion and Call to Action

Summary

In this episode, Nate Leslie kicks off Season 4 of 'Leading with Curiosity' by reflecting on the journey of the podcast and reviewing the Top 10 Episodes of all Time. Each episode highlights key themes in leadership, coaching, and personal growth, featuring insights from various guests.

Nate also shares his personal journey and the exciting developments in his business, culminating in the discussion of the most popular episode...listen to find out the most listened to episode of all time!

Sound Bites

• "You are the weather."
• "I'd be dead without coaching."
• "Mentor is a gift word."
• "I must have more to offer the world than this."

Keywords

leadership, coaching, mentorship, performance, personal growth, podcast, curiosity, top episodes, executive coaching, organizational change

Takeaways

• This podcast started as a way to connect during the pandemic.
• Top episodes reflect significant themes in leadership and personal growth.
• Measuring performance should focus on personal output, not just outcomes.
• Leadership influences team dynamics; we are the weather.
• Personal retreats can lead to transformative wellness solutions.
• Coaching is essential for personal and professional growth.
• The Great Resignation highlighted the importance of aligning values.
• Mentorship is a gift that should be bestowed by others.
• Personal growth often takes time and patience.
• Dynamic Shared Ownership can transform organizational culture.

• 
  

Chapters

00:00 Season Four Kickoff and Reflection

01:33 Top 10 Episodes Overview

02:39 Rethinking Performance with Ben Sporer

03:25 Life Choices and Values with Rusty Gaillord

04:03 You Are the Weather with Dan Kerr

05:40 Transformational Retreats with Brie Doyle

07:24 Coaching vs Counseling with Howie Outerbridge

08:51 Athlete-Centered Leadership with TJ Manastersky

09:38 The Importance of Coaching with Dan Konigsberg

11:41 The Great Resignation as Opportunity with Ilene Schaeffer

13:27 Mentor is a Gift with Ian Chisholm

15:31 Personal Growth and New Projects

19:02 Dynamic Shared Ownership with Lars Brüning

"In this process our team in Italy invented a tool that would have taken 18 months in our traditional model. They did it in 2-3 months. It makes it easy for the patients to keep the two vials and the two syringes, hold them in a little tool that is produced by a 3D printing in the end. It's called froggy because it has a little bit the face of a frog."

"The traditional way of management stems from industrial revolution, right? It was all about doing a process in steps and having people work in that process hand in hand so it always passes on, but you needed to define very precisely what each individual was contributing to."

"Leadership is needed. Even though you say the decisions are made on the lowest possible level and that's the operating teams really. But you need leadership. You need less than before, but you need leadership."

Take my ⁠⁠High-Performance Leader Self Assessment⁠⁠ for FREE. Connect with Nate on ⁠⁠⁠LinkedIn

Summary

Lars discusses the transformation in leadership style at Bayer, focusing on dynamic shared ownership and its impact on innovation and people. The traditional hierarchical decision-making process in large companies can be slow, so Bayer implemented a new operating model where decision-making sits with operational teams called front runner teams. These teams have more flexibility and autonomy, allowing for faster decision-making. Lars shares an example of a team in Italy that invented a tool to make injections easier for hemophiliac patients, which was brought to market in just two and a half to three months. This new approach challenges the traditional command and control leadership style and emphasizes the importance of outcomes, authenticity, and trust.

Takeaways

Bayer implemented dynamic shared ownership as a new operating model to speed up decision-making and innovation.

Front runner teams have more autonomy and flexibility to make decisions without going through layers of management.

A team in Italy invented a tool to make injections easier for hemophiliac patients, which was brought to market in just two and a half to three months.

The new leadership style challenges the traditional command and control approach and emphasizes outcomes, authenticity, and trust.

Keywords

dynamic shared ownership, leadership transformation, innovation, decision-making, autonomy, front runner teams, faster decision-making, hierarchy, traditional management, ownership, outcomes, authenticity, trust

• Take my ⁠High-Performance Leader Self Assessment⁠ for FREE
• Connect with Nate on ⁠⁠LinkedIn
• Connect with Rusty: www.rustygaillard.com

Summary

In this conversation, Nate Leslie interviews Rusty Gaillard, a leadership consultant and coach, about the importance of mindfulness and compassion in leadership. They discuss the concept of eliminating unnecessary work and focusing on the big rocks that drive impact. Rusty emphasizes the need for leaders to have the courage to face discomfort and take action. They also explore the role of candor and trust in building strong relationships and effective teams. The conversation concludes with a discussion on the responsibility of leaders to set a positive example for the next generation and the impact of their words and actions on AI.

Keywords

leadership, mindfulness, compassion, eliminating unnecessary work, big rocks, courage, candor, trust, positive example, AI

Takeaways

• Leaders should accept that a portion of their work may be unnecessary and focus on the big rocks that drive impact.
• Mindfulness and compassion are essential in facing discomfort and taking action.
• Candor and trust are crucial in building strong relationships and effective teams.
• Leaders have a responsibility to set a positive example for the next generation and be mindful of the impact of their words and actions on AI.

• The Impact of Words and Actions on AI
• Building Trust and Navigating Conflict

Title Options

• The Impact of Words and Actions on AI
• Building Trust and Navigating Conflict

Sound Bites

"Is there 80% of the work that you're doing that might be irrelevant?"

"What are those big rocks that you can really focus on that are going to support your growth?"

"There's something I'm doing here, even though I've invested so much time and energy in it, I could walk away from it."

Chapters

00:00 Eliminating Unnecessary Work and Focusing on Big Rocks

07:24 Building Trust and Navigating Conflict

26:28 The Impact of Words and Actions on AI

• Take my High-Performance Leader Self Assessment for FREE
• Connect with Nate on ⁠LinkedIn
• Get Loreta's Free Brand Presence Checklist at www.loreta.today

Hey listeners welcome to leading with curiosity today is exciting We have Loretta Tarozaita, former TV journalist and news anchor from Lithuania, who has taken so much of that experience into a completely new career, and we were just exploring offline how we have a lot in common.

My life as a former professional athlete now doing something completely different, but bringing with us all those experiences and then both in businesses and service to other people.

We're going to use me as a case study again today, which I'm very selfishly glad that we're doing because I'm going to learn a lot, but I really feel like for the listeners it's going to help you really see here and feel the work that Loretta does around brand and executive presence.

Introductions and background

Loreta shared her journey from TV journalist in Lithuania to business storyteller. Nate assessed his company's brand and executive presence and scored lower than expected due to a gap between marketing and core values.

Assessing brand and executive presence

Loreta analyzed Nate's scores, finding the brand presence in an "emergency stage" while executive presence was higher. Nate confirmed answering more from personal experience than representing his camp.

Opportunities in storytelling and video content

Loreta saw the potential to humanize the brand through athletes' stories from recruitment to graduation, captured organically. Nate's alumni could film testimonials strengthening community and values over marketing hype.

Building community through shared experiences

Nate aims to shift from one-person recruitment to alumni-empowering friends to attend. Loreta advised sharing families' experiences through social media to drive retention and recruitment through shared joy.

Expanding reach through media relationships

Loreta suggested contributing articles globally to spread unique stories and validate leadership. Nate wondered how a part-time team could achieve this; Loreta proposed alumni and niche sports media relationships for local and international influence.

Next steps in humanizing the narrative

Loreta encouraged focusing on social platforms to better integrate messaging and storytelling. Nate gained clarity that simplifying communication through a human lens could evolve the brand with existing resources instead of additional workload.

If you are deciding how to position your business in the market, set your organizational values or plan a vision, you may need to find your Strategic Narrative.

Take my free High-Performance Leader Self-Assessment.

Take Guillaume Wiatr's free Strategic Narrative Self Assessment.

Guillaume Waitr was in the process of publishing one of his highly successful The Next Narrative blogs when he came across some mental dissension when comparing the terms story and narrative. After reflecting on this, Guillaume was hit with a revelation. These two terms were used interchangeably in business and psychology constantly but were actually different. The story has a beginning, middle and end like a movie, while a narrative is the ongoing collection of beliefs and perspectives behind many interconnected stories. Guillaume delved into narrative deeper and discovered that each business has it’s own narrative and through identifying and aligning it, business can develop their own Strategic Narrative.

Connect with Nate on LinkedIn

Connect with Guillaume on LinkedIn

Celebrating 50 episodes and our 3rd season with you!

Listen to this podcast episode with Guillaume Wiatr, originally from France, now based in Seattle.

I'm flying high right now because I was pretty vulnerable in this episode. We used me as an example. Guillaume is a creator of Strategic Narrative, the business strategy consulting and coaching methodology for entrepreneurial leaders and professional service firms.

He looks young, but for like 30 years he's worked with some big, big consulting firms. He's founded several companies. He's worked with organizations like Microsoft and the Gates Foundation, AIG.

He walked me through some of his methodologies as I'm exploring this inflection point that I'm in my career and my business. We took a gamble by using me as the example and I have a feeling it's going to resonate with you the listener.

We jump right into what we mean by Strategic Narrative, his trademark methodology.

If you're wondering where you're at in positioning your company or your team's vision and your strategy, this was super helpful for me. This is free advice, some coaching, and a bit of consulting. Enjoy.

Guillaume explained strategic narrative is a system of interconnected stories that shape one's mindset, language, and actions to achieve goals more efficiently.

Guillaume emphasized building an authentic narrative from the inside-out to avoid distractions, focus on core values, and efficiently reach one's desired future through small consistent actions.

Nate aims to scale their impact by growing a team of coaches to serve more leaders, as they successfully did in their hockey development business, moving from sole proprietor to leader.

Guillaume stressed developing one's authentic expertise through publishing seeds of ideas continuously to clarify perspective for differentiated impact, like coaching from experience.

Guillaume suggested prototyping ideas quickly through publishing to build confidence in one's message and overcome doubts, focusing outward on small actions over big plans.

Guillaume recommended cultivating ideas through presence like walks, then publishing seeds immediately online to develop expertise iteratively through feedback in a low-risk yet impactful way.