Bringing in a new executive sounds like a strategic win on paper. But inside the organization, it often creates something far more complicated.

Disappointment. Jealousy. Quiet resistance.

In this episode, we unpack what really happens when you hire someone over internal candidates and disrupt existing expectations around advancement, influence, and status.

This isn’t about onboarding. It’s about leadership under tension.

You’ll learn how to anticipate the psychological reactions that don’t show up in meetings but drive behavior behind the scenes. From reluctant acceptance to subtle sabotage, we walk through the patterns leaders often miss and how to address them before they erode trust and performance.

We also break down the difference between proactive and reactive leadership in these moments. What should you say before the hire is made? How do you handle the people who feel overlooked? And what do you do when you sense others are quietly building a case against your new leader?

You’ll walk away with practical language, clear leadership moves, and a sharper understanding of how status, perception, and emotion shape team dynamics during leadership transitions.

This episode is for leaders who want to do more than make the right hire. It’s for those who want to make that hire actually work.

If you’ve ever introduced a new leader into a team that wasn’t fully on board, this conversation will feel uncomfortably familiar and immediately useful.

In this episode, John challenges common approaches to workplace culture and engagement. Instead of focusing on perks, surveys, and branding efforts, he introduces Adler’s triad: belonging, significance, and contribution.

Key points include:

• Belonging as the foundation of psychological safety and discretionary effort.
• Significance as the link between daily tasks and meaningful impact.
• Contribution as the need for agency, ownership, and visible influence.

The episode explains why culture is shaped primarily by front line supervisors and daily interactions rather than corporate initiatives. Leaders will learn practical ways to strengthen each element of the triad and why failing to meet these needs undermines even the best strategic plans.

This conversation is designed for executives, senior leaders, and managers who want a clear, behavior based framework for improving workplace culture in a lasting way.

Most leaders say they want top talent.
 So why do so few actually hire it?

In this episode, we explore the uncomfortable psychology behind why many B and C level leaders struggle to bring A-players onto their teams. Not because of budget. Not because of timing. But because hiring exceptional people quietly threatens identity, status, and control.

We break down the hidden mental blind spots that shape hiring decisions, drawing from validated psychological research on ego threat, social comparison, cognitive dissonance, and status preservation. You’ll hear why “culture fit” is often a mask for insecurity, why safe hires feel smart in the moment, and how leadership identity quietly dictates who gets hired and who doesn’t.

If you’ve ever wondered why talented people get passed over, why average teams stay average, or why some leaders seem allergic to being challenged, this conversation will hit close to home.

This episode isn’t comfortable.
 But it is clarifying.

And for leaders serious about building exceptional teams, it might change the way you hire forever.

In business, not all problems wear warning labels—some sneak in wearing smiles, enthusiasm, and the appearance of hustle. I’m talking about the most seductive trap for leaders: highly motivated mediocre talent.

These employees are energetic, loyal, and endlessly willing to “do.” They raise their hands, stay late, and volunteer for projects. On the surface, they seem like a dream. But scratch deeper, and you realize they’re not driving real results—they’re simply creating the mirage of progress.

The danger isn’t in their lack of effort. It’s in their ability to disguise mediocrity with activity. And too many leaders, desperate for visible engagement, fall for the trick. www.johngrubbs.com

My name isn’t really Mike.
 But if you work in the petrochemical industry on the Gulf Coast, you might have seen me. Maybe you’ve passed me in the control room, at the safety meeting, or in the break trailer. Maybe you already know me and don’t even realize it.

I thought this job would be the dream. I went to school, studied hard, listened when people told me that being an operator was one of the best gigs a young man could land. Steady pay, good benefits, respect in the community. For a while, I even bragged about it.

But most days, I sit behind a glowing screen for twelve miserable hours, listening to the same complaints from the same worn-down faces. The shift stretches on, the coffee goes cold, and the only thing keeping anyone awake is the constant hum of machinery. No one talks about teamwork or pride. The conversation is about how little you can do and still get by.

Let's say it plainly, because we've all seen it: leaders who default to telling, fixing, controlling, or judging—far more often than they default to asking. Why? Because this one thing is slow, it's uncertain. It doesn't give you that satisfying feeling of control or the rush of authority. It feels like a detour when you're paid to make decisions and drive outcomes. And let's be honest—many leaders think that if they ask too many questions, it will make them look weak or unprepared.

If you're a leader operating from a mindset soaked in pessimism, constant anxiety, or a chronic negativity bias, you might be doing more harm than you think. Not just emotionally but neurologically. And not just to yourself—but to the entire team you lead.

Sound dramatic? Maybe. But science is backing it up. Let's check it out...

Let’s get one thing straight: most organizations are not wired to win. They’re wired to survive. To get through the quarter. To avoid disruption. To keep the machine running just enough to not get fired.

To wire a winning organization, you need to confront some hard truths. You need to pull apart the architecture, expose the weak circuits, and rebuild something stronger, faster, and more adaptive. And make no mistake—this is not a tech problem. It’s a leadership problem.

The need to be liked is one of business leaders' biggest psychological hurdles. While it's natural to want to be respected and appreciated, an excessive desire for approval can lead to weak decision-making, poor boundaries, and an inability to hold others accountable. From an Adlerian psychology perspective, this struggle stems from mistaken beliefs about self-worth and interpersonal relationships. Leaders who seek validation from others often fear rejection, prioritize harmony over progress, and struggle with making difficult but necessary decisions.

To be an effective leader, you must cultivate "the courage to be disliked"—the ability to make decisions based on what is correct rather than popular. In this episode, we will explore common challenges leaders face regarding approval-seeking behavior, the Adlerian understanding of this issue, and practical strategies to overcome it. 

Success begins in the mind. Before any outstanding achievement can materialize, it must take root as an idea, a vision of what is possible. Imagining yourself successful is not merely daydreaming; it is a deliberate and powerful tool used by athletes, entrepreneurs, artists, and leaders throughout history. When harnessed effectively, visualization can help align your thoughts, actions, and emotions with your goals, paving the way for tangible results. Here’s how to leverage the power of imagining yourself as successful to achieve your aspirations. This will change your life!

Harold Thorpe had always been a figure of admiration in the business world. With his crisp suits, sharp intellect, and a history of turning struggling companies into industry leaders, he was the epitome of corporate success. Harold's decisions had been almost prophetic for decades, guiding his companies through economic storms with unwavering confidence. But now, as he sat in his corner office on the 42nd floor of the sleek glass tower that bore his company's name, he felt an unfamiliar gnawing in his chest—a feeling he couldn't quite shake off.

Discover a cognitive bias where people adopt behaviors or beliefs simply because others do, can significantly influence workplace dynamics. Leaders often struggle to manage team morale, perceptions, and reactions in environments where opinions can shift rapidly. A cautionary tale of this effect was the viral response to Karen Templar's blog post about India. This case illustrates how initial praise can transform into a powerful negative backlash with a single trigger. 

In the complex world of business leadership, the art of communication is one of the most powerful tools a leader can wield. But being a great communicator doesn’t mean simply delivering compelling speeches or motivating your team with inspirational words. At the heart of many organizational issues lies a simple truth: it’s not what was said that causes problems, but what was not said. Missing conversations, particularly the difficult ones, are often the root cause of most challenges that businesses face. Discover more at www.johngrubbs.com

In their seminal work, The Art of Possibility, Rosamund Stone Zander and Benjamin Zander offer a transformative perspective on how individuals can redefine their lives to achieve their true potential. At the core of their philosophy is the idea that life is a construct—a creation of our own, shaped by our thoughts, beliefs, and actions. Much like a block of stone, this construct holds immense potential waiting to be unveiled. By chipping away at limiting beliefs and societal expectations, we can reveal our inner beauty and craft a life that aligns with our definitions of success and happiness.

As we look toward the future, one of the most profound changes on the horizon is the transformation of personal transportation. For Generation Z, born between the late 1990s and early 2010s, driving symbolizes independence and freedom. However, their grandchildren are poised to experience a very different reality. The rapid advancement and proliferation of autonomous vehicles, controlled by sophisticated artificial intelligence (AI), are set to revolutionize transportation, making driving an optional skill rather than a necessity. Discover why you should care!

Let's face reality: yearly reviews should be extinct. Top performers hate them, and most managers are terrible at delivering them. In business management, annual performance appraisals are standard practice for evaluating employee performance, setting goals, and making decisions about promotions, pay raises, and terminations. However, beneath their seemingly systematic structure lies a cognitive bias that often skews the evaluation process: the Peak End rule.  Listen now and learn what to do instead!

Do you know why employees waste time at work?  One concept called the learning curve profoundly influences how individuals distribute their work throughout the day, often leading to phenomena such as spreading work out to fill the day.  As a leader, you can reduce wasted time by knowing the reasons you are paying for empty labor.  Leadership plays a pivotal role in minimizing empty labor within an organization.  Effective leadership is the cornerstone of minimizing empty labor and maximizing productivity in the modern workplace. 

In the complex tapestry of today's multigenerational workplace, understanding leadership goes beyond conventional management principles. It requires a nuanced comprehension of individual differences, motivations, and behaviors. The Enneagram, an ancient personality typing system, offers a profound lens through which we can explore the diverse leadership styles that emerge in modern organizational settings.

Comprising nine distinct personality types, the Enneagram provides a framework for understanding the core fears, desires, and motivations that drive individuals. Each type possesses unique strengths and potential pitfalls in leadership roles, making it a valuable personal and professional development tool. Let's delve into how each Enneagram type manifests as a leader in today's workforce:

In the swirling currents of today's business landscape, change isn't just a ripple; it's a tidal wave. From technological breakthroughs to market shifts, organizations constantly navigate uncharted waters to stay afloat. But amidst the turbulence of change, one thing remains constant: the human element.

As leaders, we're not just captains of ships but navigators of human emotions and aspirations. And when it comes to steering our teams through choppy waters of change, understanding the heart of our crew is paramount. Learn more a www.johngrubbs.com

Are you the most intelligent person on the team you lead? If so, the team may get held back by your knowledge. By not finding people with more intellectual horsepower, you may be the reason the team will not achieve anything more significant in 2024. When discussing the concept of a leader being the most intelligent person in the room, it's essential to consider both the potential advantages and the significant dangers and limitations that this situation can present. While intelligence is undoubtedly an asset in leadership, it can also lead to various issues affecting team dynamics, innovation, and decision-making processes. This episode an exploration of these dangers and limitations...Hang on and enjoy the ride!

At first glance, laziness and excessive busyness appear opposites. But upon closer examination, they often arise from the same root - a lack of discipline and intentionality. Neither busyness nor laziness inherently leads to productivity and meaning. It is the discipline that directs our energies with purpose and structure. Without it, laziness manifests as distraction and avoidance of effort. 

If you feel stuck, overwhelmed or unprepared on your path to leadership, This episode will re-energize your personal and professional growth. Let’s climb to the peak of transformational leadership together!

As leaders, we often feel pressure to appear competent, authoritative, and perfectly polished. But new research reveals the power of strategic self-disclosure of imperfections, mistakes, and quirks.

John shares eye-opening psychological studies on the pratfall effect and actionable advice for harnessing it. You’ll walk away knowing when and how to reveal your wonderful imperfections in order to build rapid rapport and respect with your team. They’ll see you’re human, flaws and all, but still extremely capable as a leader.

Get ready to liberate yourself and watch your authentic leadership soar!

The 2020s have ignited a remarkable revolution in the labor landscape, triggering a seismic shift in the status and compensation of blue-collar workers while casting a shadow over white-collar jobs tethered to conventional four-year degrees. This transformative era is occurring due to many factors, including technological innovations, the evolving skill spectrum, and the burgeoning significance of high-value aptitudes over traditional diplomas. Discover more at johngrubbs.com!

Finding your inner voice can be a transformative journey in a world filled with noise and distractions. This journey becomes particularly crucial when we seek to overcome the limitations of small thinking. Small thinking is the self-imposed confinement of our thoughts and aspirations within the boundaries of what seems familiar and comfortable. It's the voice that whispers, "You can't," "It's too hard," or "It's not for you." However, discovering and nurturing your inner voice can be the key to unlocking a world of boundless possibilities, enabling you to transcend the constraints of small thinking. Discover more at www.johngrubbs.com

I have made this concept easy to understand.  Don't miss the ending.  But first, I need to give you the foundation for this to make sense.  The fundamental attribution error (FAE), also known as the correspondence bias or attribution effect, is a cognitive bias that influences how individuals perceive and interpret the behavior of others. Coined by social psychologists Lee Ross and Richard Nisbett in 1977, the FAE refers to the tendency of people to overemphasize dispositional or personality-based explanations for the actions of others while underestimating situational factors. This article explores the origins, key concepts, real-life examples, and implications of a fundamental attribution error, shedding light on human judgment and decision-making complexities. Go to www.johngrubbs.com for more valuable content!

In every organization, the pursuit of excellence is crucial for sustained success. However, this pursuit can sometimes be hindered by mediocre employees. Handling underperforming staff is one of the most challenging tasks for any manager or business owner. While firing an employee is never an easy decision, it is necessary to maintain a high-performing and cohesive team. Let's explore the signs that indicate it might be time to part ways with a mediocre employee and the importance of a fair and supportive approach to handling such situations. Go to www.johngrubbs.com or www.wolfsalestraining.com to learn more about sales!

Leadership trends continually evolve to adapt to changing business environments and employee expectations. Traditional hierarchical leadership models are giving way to more collaborative and inclusive approaches. Modern leaders emphasize transparency, open communication, and employee empowerment. This shift promotes a culture of trust, innovation, and engagement, as employees feel valued and motivated to contribute their best.  Go to www.johngrubbs.com to learn more!

Marriage breakdowns can have far-reaching consequences that extend beyond the immediate family unit. In recent years, research has shed light on the correlation between broken marriages and the development of manipulative behaviors in children. If left unchecked, these manipulative tendencies can manifest in their adult lives, leading to manipulative behaviors in the workplace. This podcast explores how broken marriages contribute to the rise of manipulative children and subsequently affect the dynamics of today's businesses. Learn more at www.johngrubbs.com

When Alan Mulally took over as CEO of Ford in 2006, the company was in dire straits. It had lost over $12 billion in the previous two years, and employee morale was low. One of the biggest challenges facing Mulally was the lack of psychological safety in the workplace.

Psychological safety refers to the belief that employees can take interpersonal risks without fear of negative consequences to their job security, status, or self-worth. It is essential to a healthy and productive work environment that fosters creativity, collaboration, and innovation. When employees feel safe to express their ideas, voice their concerns, and take risks without fearing retribution, they are more likely to contribute to the organization's success. 

While toxic managers may achieve varying degrees of success in their careers, their negative impact on their employees and organizations is educational. It serves as a reminder of the importance of a healthy and respectful work environment and the negative consequences that can arise when leaders struggle with priorities.

Identifying toxic managers can be challenging because they may not openly or overtly exhibit negative behaviors. However, some common signs and red flags can help you identify a toxic manager. This episode will reveal some key indicators to look out for...

Overall, the line "It was the best of times, it was the worst of times" is a commentary on the complexities of life and the coexistence of both positive and negative experiences. The same exists today in the business development landscape. The world of professional sales has changed. For some, it is a time for fantastic success. At the same time, many others are struggling to adapt and keep pace.

Accountability in the workplace can be hard to find, but it’s one of the most important characteristics of high-performing teams and employees. A lack of accountability, on the other hand, can keep companies and individuals from reaching their full potential. 

I asked ChatGPT this question:  Why is accountability so difficult for the current workforce?

The answer from artificial intelligence is in this episode.  I also provide seven strategies to create a more accountable culture.  Hang on and enjoy the ride!

Are you looking for industry experience when hiring? If so, I plan to challenge your thinking and hope to change your mind when we finish this time together. A friend of mine named Scott Hardegree introduced me to a concept called G.A.S. regarding the people we hire and retain at work. G.A.S. is an acronym for Gives A S@!t. Scott and I are ex-military, so the language is less offensive. For this intellectual work, I toned things down. We were deep in a conversation when he shared this gem, and the language is too sticky not to share it with you.  

I watched a documentary about Nolan Ryan last night called Facing Nolan. In case you don't recognize the name. Ryan is the only pitcher in AL/NL history with at least 5,000 strikeouts. Ryan is the all-time leader in no-hitters with seven, three more than any other pitcher.  So, a career that almost did not happen is a fantastic story. But the lesson is much broader and deeper than a baseball story.  Get a powerful business strategy from this episode!

Has your team lost the edge it once had?  Are people merely going through the motions at work? Can mediocrity dull the hunger pains for excellence?  Can accepting the status quo doom your team to mediocrity?  Staying hungry for that which provides the most benefit is extremely challenging and often elusive to many organizations.  There are many factors that contribute to lost hunger.  In this episode, you will learn how to get that MOJO back!

Who said the following?  Which generation am I describing?

•  Work should be rewarding and create fulfillment in my life.
• I want a work-life balance.
• I will not be loyal to a company.
• We see jobs as temporary, not permanent.

The answer may surprise you!

Most of us have heard the old axiom, begin with the end in mind. Create a vision for what you want and go after it. But what if that is all wrong? What if having a picture of what you wish blinds you to opportunities along the way? Can we be so focused on one outcome that we miss others that appear in our path? 

In the classic book, Think and Grow Rich, Napoleon Hill, espoused the idea of simply looking for something (like wealth) at the subconscious level primes the reticular activating system in the brain to see opportunities missed by most people. The brain can see something at both the conscious and subconscious levels. This vision may be practical for some things and harmful for others. 

Edward took over as branch manager of this bank eight months ago. He is new to town and this branch, but not new to the company. He has been an assistant branch manager with success, and his promotion to branch manager at this bank is long overdue. A previous manager taught him how to run an efficient and profitable business enterprise during his tenure as assistant manager. 

 Gordon is a problem. He is a mid-level manager at the branch and now reports directly to Edward. Gordon has learned the branch business well and can play the political game to gain an advantage for his plan. 

No matter how 2022 impacted you, it is not over. Whether it brought you the birth of a new family member or the passing of a loved one, the rest of the year is upon us. We can choose to look backward or forward. I can be sad about the past, or I can look forward to the next season in my life without youth sports. We like to cling to the past and the nostalgia accompanying those memories. 

I have discovered some powerful reasons why managers seek mediocrity rather than excellence for the organizations they serve. Surprisingly, the challenge for greatness is often "not more difficult" to achieve. It simply requires a different mindset when presented with a problem.  

Preston is already late for work and feels stressed by the fresh Monday morning upon him. He decides to stop for coffee anyway. The five-mile drive to his office seems more like fifty. He is in his seventh month as production supervisor, and it feels like seven years. "How did it get this bad so fast?" he thinks. He used to love his job and his life. He is twenty-nine years old with a three-year-old baby boy at home. His relationship with his wife, Cindy, is excellent. And yet, he is so miserable. That faint yet undeniable sick feeling is coming back, and he ponders whether he needs to vomit again today.

The Great Resignation  is not turning out like many planned.  People are leaving good jobs and making a huge mistake.  The new jobs are not being advertised accurately, and people are disappointed.  I have discovered the "real" reason the new jobs are not as promised.  You will be shocked to learn what is really going on.  Wait for the ending!

The pandemic and work-from-home accelerated the current employee engagement problem. When you blame employees for quitting in mass numbers, you are the issue. It is not your people or the generation; it is your opportunity to change. It is always your fault as the leader. I constantly hear executives gripe and complain about generational differences, attendance, and engagement. My typical response is good, now do something about it because complaining will not solve your problem. 

"I will not pay for employees to train while I am paying them to work," said the CEO of a company. It reminds me of the CFO that told the CEO, "If we train our people, they will leave for a better job." The CEO replied, "What if we don't train them, and they stay?" This polarized thinking forms the foundation for organizations' challenges during the Great Resignation. 

The idea that the job (with a paycheck) alone will retain employees is unfortunate. The concept of work is evolving as the generations change. Companies must now compete with the Gig Economy and other organizations for the same talent. We have seen nothing like this in the history of the modern workplace. 

Can we make the wolf persona mainstream in sales? Should I buy a Super Bowl ad to communicate my new wolf sales model to the world? Too big or too lofty a goal? I need to share the model and test interest with the world to answer these questions. A virus mutates to survive, so sales models must adapt to the changing buyer. The 2009 financial crisis gave birth to the challenger sale model in 2011. My goal is to use the 2020 pandemic to introduce the Wolf Sales Model to the world in 2022. 

Currently, there are ten top sales models. Some you may have heard of, while others are more obscure to the non-sales community. Many hybrid models also exist within the whitespace between each model. I will explore two as an introduction to the Wolf Sales Model for selling. 

I am a massive fan of David Friedman's work for culture by design instead of culture by chance. He does a fantastic job helping company's transition abstract values into concrete behaviors (he calls fundamentals). Unfortunately, many organizations do not understand what their culture represents to the people on the team. Many CEOs have a large blind spot when it comes to culture. They are too close to see what is happening. It is like the odor of one's home. Others can smell what we cannot. 

As humans, our need for acceptance as teenagers becomes a significant barrier to success as adults. As adults, we must often be different to achieve success. The average worker, singer, or athlete finds success elusive. The acceptance paradox states that the need to be accepted during one stage in life can prevent success in another. 

What is the plural of mongoose? Rod Stewart opined in his famous eighties' song Infatuation, “Oh no, not again, it hurts so good, I don’t understand” about a new love in his life.  Love may not be the emotion leaders experience as we adjust to another generation entering the workforce.  Tragically, many organizations (and supervisors) have not adapted to millennials and are about to become two generations behind.  What does this mean for the modern workplace? 

Narcissists will always believe they occupy the most important role in any company.  They are corrupted by their own image of importance.  This corruption clouds reality by the misappropriation of priority.  Some might think the CEO is most indispensable. They are the savior or the visionary.  Others might say sales since they bring business to the table.  And a few (with a servant mentality) might say the front-line employee because they make things happen.  In reality, it is none of these positions that truly need focus in today’s super-heated job market.  If retention is important for your business, don’t miss the ending! 

In the last two years, sales experienced significant technology changes due to the pandemic.  TQ (technology acumen) is now a differentiator among sales professionals.  Sales skills are more critical than ever as more entrepreneurs enter the business world to sell products and services.  The term sales professional is more diluted than ever before.  What does all this mean for you and your sales team?  How can you position your company to compete in a world full of business noise? 

The need to be liked, also known as the disease to please, is not the same as being likeable.  The need to be liked by others relates to the need for approval and affirmation.  In a leadership position, this can portend disaster and failure when a leader believes being liked by followers is the gateway to getting supported or accomplishing the team's objectives.  It is better to be respected than liked.  I have coached many leaders about this distinction. 

On the other hand, being likeable is positive because it is not rooted in pleasing a particular person or group of people.  Being likeable is a strategic skill learned by leaders and sales professionals to become successful in any vocation.  Likeability is rooted in the attraction toward an individual.  It is emotional and instinctual because we are social creatures.  Have you ever liked someone almost instantly?  

Many job advertisers seek experience in the job as a prerequisite for qualification.  Is this a mistake or an attempted shortcut to avoid the heavy lift that comes with training a new employee?  Is experience the best answer when it comes to adding talent to your team?  With today’s transitional workforce and the great resignation upon us, are too many employers relying on experience at the expense of acquiring the best talent available?  These are loaded questions.  Get some answers!

It is 5:46 am, and you make the daily walk to the restroom.  As you shake the morning cobwebs from your mind, you think about the conversation you are avoiding with your sales manager.  You feel the guilt of knowing this discussion needs to happen ahead of today’s sales meeting and the truth that you are avoiding a crucial conversation.  Cognitive dissonance rears its ugly head once again, and you look for ways to rationalize your way out of the confrontation you know is necessary.  These are the things we don’t talk about. 

Leslie leaves her job after 18 years for another that pays about the same amount of money.  Raymond leaves his new job of six months for another job that pays 50 cents an hour more with a longer commute.  Sarah is looking for a job in another field.  She is tired of the negativity at her current firm.  What do these three people have in common?  They all did not feel appreciated at work. What motivates us on the job?  How can we get the most from our employees?  

A lack of awareness is common when it comes to the perceptions of your followers.  Do they see you as a leader?  This insightful question determines your location on the scale between manager and leader.  You can be the boss and not have followers.  In other words, people can do what you expect and still not consider you as their leader.  Having worked with thousands of supervisors, managers, and executives for over two decades, I have seen one thing move the needle the most when becoming the leader among followers.  This one thing seems to be consistent yet elusive to many on the journey toward the leader. 

At what point does it make sense to fire your entire leadership team and start over?  I know this sounds harder than woodpecker lips but stay with me for a moment.  Can a team become so toxic that it is beyond repair?  When should a business owner or CEO take such drastic action?  Is there value in starting over with an organization? 

The inherent problem with professional sales is the knowledge gap.  Years ago, I heard someone say expertise requires the accumulation of 50,000 units of knowledge.  The problem occurs when people reach 10,000 units of knowledge and believe they know the subject at a high level while being utterly unaware of the remaining 40,000 units of knowledge.   The 40,000-unit deficit is routine in the field of professional sales.  This reality is the sales skills gap (SSG), a significant challenge facing most sales teams today.  

Any seasoned leader can attest to times they thought about giving up. Giving up may seem like the best approach, but it is often the moment just before the breakthrough.  You are tired of the emotional void of having your passion for change go unnoticed or, worse, unappreciated. You want to quit being a leader and go back to the comfort of the past.  You are exhausted.   Instead of quitting, do this instead!

Is your boss toxic?  Is your CEO toxic?  You need to know if they are indeed the jerk you suspect.  Discover 5 diagnostics for a toxic executive.   Senior Executives have the power to create an environment that allows people to grow and give their best – or a toxic workplace where everyone is unhappy.   Is your boss a pathological narcissist and do you need to find another job?  Life is too short to work for a toxic boss.

Something is just off about her.  You cannot put your finger on it, but you suspect she is different.  She takes longer to get things done when she does not get her way.  She makes things more complicated than necessary and avoids difficult conversations.  It is subtle but noticeable.  On the surface, she seems confident, yet you detect an underlying fragility.  Is she a narcissist?

Your inner critic is that voice inside your head.  You are not good enough, smart enough, or thin enough.  In some cases, it makes you think you are an imposter when you are successful.  You feed the critic by allowing it to fester in your mind.  The secret is to get these thoughts into your consciousness and be aware of what you are telling yourself.  It is crucial to get this thinking into the light by exploring your darkest ideas about yourself. 

Are you being told something is your fault? Do you feel blamed or shamed for current or past circumstances? Your instinct is likely to make excuses or justify outcomes.  Blaming anything, including a bad economy or bad employees, is a dangerous place for aspiring leaders. It is a trap. Instead of taking the bait, tell those blaming you, “that is the point.” Embrace everything is your fault.  You own it all! 

Casey Hasten is the personality behind the VIP Podcast.  She shares amazing insights about the job market and talent.  We talk about what makes people successful and how to become more deliberate in all facets of life.  Discover her transition life; leaving a job and 20-year career for something new and exciting.  She also has a new journal coming soon. Don't miss this episode! www.caseyhasten.com

Many mid-tier sales reps believe they know how to sell.  Through will and determination, they get the job done.  When the market is in decline, these reps fail.  When the market is growing, they sell enough to get by.  Here is the problem. The representative does not know what she does not know about sales. Her boss does not know any more than the sales representative when it comes to high-level skills required to master the sales profession.  Unless the boss was a high-performing sales professional herself, she does not know what the sales team needs to know and do to be successful.  Check out www.vidyard.com.

Is fear driving your life?  Are you afraid to shine? Does what others think of you matter?  Coming of age is typically considered adolescence.  I believe it occurs when we stop living based on what others think about us.  True freedom comes when the opinions of other people no longer handicap us. 

Far too many business leaders rely on “hopium” to retain top talent.  There is no plan, no strategy, and sadly, little hope of keeping star performers as the post-pandemic mass migration begins.  Prepare yourself for the coming resignations you do not see coming.  You will be shocked, hurt, and eventually angry when the people you have invested in announce their departure from the team.   Link to my 12-minute video (7 Parts of a Talent Strategy)  https://capstoneits.talentlms.com/catalog/info/id:157 

Your competition is lazy, and you can sense it.  Others desire a return to normalcy.  Not you.  You see an opportunity to exploit weakness.  There may never be a better time to attack your competitive enemies.  You are the warrior CEO, and the window for taking offensive action will not be open long.  Do not allow this pandemic to go to waste. 

The struggle is real.  You want to be a normal person.  Yet, mental health remains hidden in the normalcy of your life.  You are afraid people will think your abnormal or even broken if you discuss changes regarding your mental status.  Let me assure you.  No human has a static mental health status.  We are all constantly moving toward mania or toward depression.  It is the fluctuations of the human mental health cycle that push in one direction or another. 

There are three simple power levers to get others to do what you want.  Using these levers gives you an extreme advantage with people during what others may consider organic “normal” interactions.  Yes, with power comes responsibility.  These power levers can be (and are being) utilized for unethical behavior.  I am optimistic that you will use these levers for excellent and necessary work as the leader in your circles of influence. 

Business is struggling to overcome obscurity in a vast ocean of competition for attention.  In a virtual world, getting noticed can be challenging.  Not to be cliché, but the struggle is real.  As I help businesses recover and rethink reality, people seem to react to the environment instead of leveraging opportunity.  Too many companies are simply waiting or hoping for the market they serve to determine their future.  This strategy is a colossal mistake at worst and a missed opportunity at best.  You can control your future, and you can use the winds (no matter the direction) to your advantage. 

Face it; we have all taken top performers for granted at times.  It does not mean you are inconsiderate; it means you are human.  However, the post-pandemic corporate migration I have predicted is now upon us.  Work-from-home (WFH), flexible work arrangements, and virtual solutions are shifting the market for top talent. A qualified CPA can efficiently work for a firm in Wyoming while living on her boat in Florida.  For many jobs, location is no longer the barrier as in the past.  A recent survey revealed that 25% of employees are...

Build relationships with your customers, and they will buy from you.  Whether you agree or not, this is a common misconception in professional sales.  While relationships can be essential to build trust and rapport, more is required to sustain sales success.  Poorly trained sales teams rely on this surface methodology.  Well-trained sales teams challenge customers to think differently.  

I have been pondering the question about genius thinking.  Are some people considered to be geniuses, or do people attain genius-level thinking?  In other words, is genius thinking a genetic gift, or is genius a level of thinking we can achieve?  If it is something that to attain, how do we sustain that level of thinking?  Let us dig into these questions and get our minds dirty.  

 Are you a hostage? Do you feel handcuffed to your desk by a toxic employee; imprisoned by an invisible bond?  Have corporate human resource policies made terminations so tricky and cumbersome that they are not worth your time and effort?  You are not alone in your misery.  In this episode, I share insights to break these bonds and be free again.  I even hit you with a famous quote at the end.  If you are in a leadership position at work, this episode is a must-listen!

Determining how your employees view your business is essential.  It is necessary if you are in a highly-competitive market for talent.  Do they see the company serving a particular mission?  Or, do they know the business as a collective group of mercenaries for hire.  Consider these questions carefully.  If you operate a broader mission such as clean food or smarter babies, you develop a different bond with your team.  If you only seek profitability or business success, you are a mercenary. 

Organizations and customers are rarely on the same page regarding value (utility) and cost.  There are often vastly different perceptions on both sides of any purchase.  Sellers tend to equate the size of the customer's wallet with their own.  Buyers, on the other hand, buy for reasons other than price more often than sellers realize.  For example, buyers often opt for convenience over price.  Finally, the difference (delta) in price between two competing options is highly subjective in any non-commodity market. 

The best strategy to maximize your opportunity amidst so much subjectivity is adding more options for the buyer.  However, too many choices can increase mental friction for the buyer and make it counterproductive.  I recommend three alternatives to ease the cognitive load.  Today, we are going to focus on one of the three options.  I call this option the premium option. 

We often characterize facets of life as finite, meaning they have an end.  There is no ending to fitness or intelligence.  Likewise, there is no ending in the game of business.  You do not wake up one day and realize the game is over.  You have won the game of business.  The game persists.  You may achieve business milestones such as number one in your market or a million dollars in revenue.  The game does not end; the game continues. 

Times are changing so fast.  Business is changing even more quickly.  The pandemic accelerated the digitization of industry six years in a matter of six months.  That is correct.  What would have happened over the next six years is here now.  

How does anyone keep pace with this change and adapt quickly?    If I had the chance for a do-over, would I do the same thing today?  If I were considering an MBA program in 2021, what other options do I have? What if there is a cheaper and more effective way to master these essential business skills? 

Many businesses talk about culture, or they aspire to create or achieve a particular culture.  What does this mean anyway? Don't all organizations already have a culture?  It may not be the culture they desire, but something is already present.  There is no such thing as an absent company culture.  What is triggering this conversation inside so many businesses?  Let's take a look!

People resist change!  Your brain must consume energy and doesn't like it very much. Discover an amazing way to overcome status quo bias.  Even better, learn how to lead a team out of status quo bias thinking!  You will discover a method to lead change in your organization.  Put your "thinking cap" on for this amazing episode!

It is easy to blame people when they fail to perform.  It is the go-to for many.  However, as a leader you must consider your part of the equation.  What have you done to minimize the mental friction in order for the team to understand and take action?  How many mental calories do your people need to consume to behave in the manner you desire?  In other words, how well do you simplify your vision or instruction to get what you need or want?  This self-examination is powerful and can accelerate the results you desire.  What if you are the problem because your mind's clear vision is challenging for others to see and make actionable?    How can you, as the leader, eliminate or minimize external causes of mental friction? Let's take a look. 

Why do you keep doing that?  Do you have behavior patterns that you want to change?  If you are like most people, you struggle with behavior (or lack thereof) holding you back or limiting success in various life areas.  You want to lose weight, but you cannot ignore the donuts at the office.  You want to save money, but you cannot resist the sale at the electronics store.  This type of cognitive dissonance is present in everyone.  You are not alone, and you are not dysfunctional.  You are human. 

Do you see opportunities and admire the potential from the safety of your comfort zone (earth)?  Or, do you see an opportunity (space) and get an irresistible urge to leap?  As we begin in 2021, ask yourself a powerful question.  Am I an astronaut or an astronomer? 

No matter how 2020 impacted you, it is almost over.  Whether it brought you the birth of a new family member or the passing of a loved one, it is nearly a memory.  We are creatures of habit and do not embrace starting over readily.  We like to cling to the past and the nostalgia that accompanies those memories.  Discover a powerful method to let go of the past and look forward with positivity!

Are you tired of making excuses in life?  Discover 5 ways to stop making excuses about time, health, family, or anything important to you.  Learn about excuse diets and 17-minute meetings.  Learn how to use Parkinson's Law and Horstman's Corollary to improve your use of time.  We are going big!

We are experiencing fatigue.   Fatigue is physical or mental weariness resulting from effort or activity.  You are tired of Covid-19, isolation from others, and the fear of catching a virus in the middle of a global pandemic.  Adapting to changes in routine proves to be problematic over time. It's called "pandemic fatigue," and it could be affecting you. 

Something remarkable caused violent crime to drop in the United States.  It was not the economy, better policing, or education.  Does your realtor have your back when selling your house?  Discover powerful insights from the book, Freakonomics. This episode will blow your mind.

Nearly a century apart, two topics dominated the media and human conversations around the world.  You will be shocked at what really happened and why it is about to happen again.  We are exploring the book Superfreakonomics and the amazing, true stories of humanity through the lens of true facts and historical data.  Don't miss this episode!

Welcome to a new podcast series.  We are exploring a couple of books that answer the most interesting questions.  Freakonomics and Superfreakonomics by Steven Levitt and Stephen Dubner.  These guys are brilliant and a little twisted in the head.  Is safer to drive drunk or walk drunk?  What is wrong with the condoms in India? Hang on and enjoy the ride!

Today's show is about inspiration.  Someone listening to this podcast needs a gentle nudge or big kick in the pants.  You are on the edge of a big decision and you are afraid.  Afraid to take the first step.  Afraid to say yes to a big opportunity.  Afraid, to take the risk.  This is for you! 

On April 29, 1968, the North Vietnamese Army is spotted less than four miles from the U.S. Marines’ Dong Ha Combat Base. Intense fighting develops in nearby Dai Do as the 2d Battalion, 4th Marines, known as “the Magnificent Bastards,” struggles to eject NVA forces from this strategic position.   Listen to this unbelievable true story about heroes winning against remarkable odds. Wow!

The cost of winning can be greater than the result.  Sometimes doing what is ethical (although painful) is a preferred alternative to coming in first place.  The sustainability of long-held principles and institutions of humanity can have a higher priority.  Some concepts must be protected for the greater good of mankind. 

In the spirit of the Halloween season.  I want to discuss the monsters in your head.  Self-doubt, guilt, shame, insecurity, and the imposter syndrome are real-life monsters that make dramatic appearances in your brain.   How do we get rid of the monsters living in our minds?

Leading peers is difficult.  Some say it is the most challenging aspect of leadership.  You have no power over them, and they can choose to follow you or not. How do you get peers to move in a direction you desire?  Whether it's a business partner, team member, or volunteer group, your leadership is necessary to improve or make a difference in the organization.  The easy button is to make your opinion known and remain passive.  This approach is safe.  However, it is more difficult to exert your influence to make a positive change. 

Listen to what scientists around the world are saying but you are not likely hearing in the mainstream media... The Great Barrington Declaration – As infectious disease epidemiologists and public health scientists, we have grave concerns about the damaging physical and mental health impacts of the prevailing COVID-19 policies, and recommend an approach we call Focused Protection.   You can read this at: https://gbdeclaration.org/

The time has come to talk about something more significant than any of us as individuals.  Exactly thirty years ago, I swore an oath (as required by federal law) to enlist in the United States Army.  It was 1990, and I had just moved home from College Station, Texas.  I decided to place my academic plans on hold to serve my country as a path toward earning funds to finish my undergraduate education.  Listen to the words I swore that day. 

Are places in the world reaching population immunity to the coronavirus?  Is the infection rate much higher than estimated?  Discover real data not reported in the news.  Things are not as bad as we are being told by the media.  Is it time to open all communities and eliminate lockdowns?  You be the judge!

Lets check-in with Sweden's approach to the novel coronavirus.  Anders Tegnell is crazy enough to take a different approach.  His strategy is opposite to everyone else in the world.  Tegnell is the architect of Sweden's counter-approach to COVID-19.  Find out if his approach has worked.  What if COVID-19 never goes away? How long are you willing to hide from a virus? Are Swedes wearing masks?  Are Swedes reaching herd immunity?

Do you need to fire someone?  Were you recently fired?  To have an impact on a business, firing people is more important than hiring.  Discover what 36 hours of pain actually means in business.  I share examples that you will relate to as an employee and a manager.  Whether leadership is in your future or a present reality, you will learn powerful tools for managing people.  Don't miss the story at the end. Stay with me!

The mass exodus of people leaving New York will cause a residential real estate crisis.  Now, office workers are reluctant to return to the city.  Commercial real estate is going to be the next domino to fall.  An economically weak city (before the pandemic) will be devastated when people and businesses do not return in force.  Our once beautiful city is in crisis.  Can it recover?

I wish I could tell you that these managers are like the fabled unicorn and only exist in lore; or they have been sighted like Bigfoot but never really proven to exist.  But alas, they do indeed exist.  I will admit they are a rare combination of human reality that spells misery for those unfortunate enough to work for them.  Like mutants, they are hidden among normal management genetics. In other words, they are hiding in plain sight.  

Should schools be open everywhere in the United States? Should schools be open everywhere in the world? What does the data say?  Is it safe for our precious children?  Is it safe for teachers?  Follow the data from scientists and economists.  You just might be surprised!  Share this with others.

If you are unhappy with any aspect of your life, ask yourself what actions am I taking to change.  Own the actions in your life.  Stop blaming others or external realities.  Stop blaming Covid-19, the pandemic, the economy, your neighborhood, your family, or your circumstances.  These are all excuses.  Stop being a victim. There are four choices when it comes to the action we take in any facet of our life. Discover them today!

I don’t mean some businesses.  I mean all businesses.  The pandemic is even good for the small hotel, suffering with low occupancy.  From the struggling restaurant to the giant airline, all businesses should benefit from the economic decline associated with Covid-19.  Just like a trip to the dentist; what we “need” might not be pleasurable, yet it is good for us in the long run.  Stay with me if you disagree.  This will make sense in the end. 

Listen to a real time examination of headlines between two U.S. Media sources.  Is an omission a lie?  Is a partial truth a lie?  The polarization in the United Stated is because of the media.  We expect politicians to be opposed; however, the hate and negativity in society today rests solely in the media's hands.  No longer can we get objective news.  We are being fed (24 hours a day) ideology and opinion like sheep.  If people don't follow multiple channels and discern for themselves; they get herded like sheep to one ideology or another.  Is this intentional?  Decide for yourself.

You take a wrong turn and find yourself surrounded by a mob.  What do you do?  This is a real situation that can easily occur if you are in the wrong place at the wrong time.  Do you allow the crowd to control the situation?  Or, do you attempt to leave the scene?  What if people are blocking your path to safety?  What do you do?

The mainstream media will likely not share this, so we are sharing some good news about Covid-19 and herd immunity.  Can humans beat the coronavirus?  Is light at the end of the pandemic tunnel?  Let's talk about Iceland; reports from the New England Journal of Medicine and Bloomberg News.

I want to share a letter I penned to all hiring managers from the perspective of the "A" player looking for work.  Listen to what this person has to say.  Absorb it.  Act upon it.  If you recover from COVID-19 with the same team you had…or worse, a weaker team…shame on you!  If you are a CEO, HR manager, or anyone who oversees hiring for an organization…this is for you! 

Your boss sucks and you just cannot quit.  We are in a pandemic and jobs are scarce.  In this episode, I describe three common bad bosses.  Even better, I provide detailed tips so you can survive a crappy supervisor or manager.  Do you want to diagnose your bad boss?  Does any of this sound familiar?

Thinking of starting a business or a podcast?  Discover some life "hacks" to thrive in the digital world.  We talked about LinkedIn, podcasting, and making a presence online with some easy to use best practices.  We also talked entrepreneurship in the post Covid-19 business world.  He shares his favorite "gadget" as well as advice for his younger self.  Hang on and enjoy the ride!

I made a commitment to myself several years ago that I would live my life like a proton.  My mission in life is to spread my positive charge to everyone I meet, with every encounter, and with every opportunity to speak or teach others.  Of course, we know there are many electrons (negative charge) and even some neutrons with no charge at all.  Being positive is a choice.  We choose our particle. 

Stop being so nice all the time.  It makes people want to puke; enough already!  Like eating too much candy at one time, it just doesn’t sit well on the stomach.  There is a difference in being nice and being kind.  Clear is kind. Accountability is kind.  Consistency is kind.  Discipline is kind.  Too many people confuse niceness with kindness.  There is a vast difference between being kind to someone and the fakeness of being nice all the time. 

Imagine small children playing a game of tag close to a large pride of lions on the savannas of Africa. Can you see it?  This perilous situation is the reality facing most sales professionals today.  Innocence and ignorance are two sides of the same reality.  Most salespeople are both innocent and ignorant.  They are innocent until they have been violated by a cruel prospect.  They are ignorant because they lack the capability (skills and knowledge) to engage with a prospect for success. 

Wisconsin leader mandates masks (face coverings) on video conferencing calls; even when home alone.  How will this impact the team?  Will an extreme position become detrimental?  Judge for yourself!

Sweden implemented a different approach to Covid-19.  Businesses were not shuttered.  Gyms and bars stayed open (with some changes).  The economy of Sweden did not shut down.  Primary schools have remained open.  Discover the results (free of politics) regarding the Swedish strategy.

I have committed to stop giving a crap about too many things at one time.  I am not saying this is easy.  I am predisposed to worry so giving a crap is definitely in my “wheelhouse” as they say.  I have learned we only have a certain amount of bandwidth for what matters in life.  It is easy to dilute our present with too many things that just don’t matter in the long-run.  

How do you get found in a world with seven billion people?  Heather shares advice and we talk gadgets!  Discover interesting things about Denver, Colorado and life during the pandemic.  She talks about her spirit animal and thoughts regarding failure in life. Don't miss this fascinating conversation with a trailblazer who spent time with Yahoo!

I am on a journey to better sleep.  Join me to follow my search for better ZZZZs.  In this episode, I discuss my choice in a mattress.  Discover what to look for and how much to spend on a mattress.  I suffered from shoulder and hip pain at night.  This is no longer a problem for me!

Meet native Texan, Aaron McFatridge.  We talk Texas snakes, Covid-18.2 (because its getting weaker in Texas), wearing a mask (the great mask debate), and the economy for good measure.  Oh yeah, listen to a couple of Texans discuss the Cybertruck from Tesla.  Elon Musk chooses Texans to build his trucks!  Smart move?  Crazy times from the Lone Star State!

Today, many people feel muzzled at work.  Opinions about anything controversial are no longer accepted.  Conversations are mitigated to the point that everyone assumes most people think and believe the same way or the opposite way.  This is dangerous.  We need sincere dialogue with each other to understand other points of view.  

Work from home (WFH) and recent events will create a mass exodus from some large cities over the next two years. American cities are going to decline post pandemic.  “The great American city” has lost the battle for the hearts and minds of residents.  Once the place of opportunity, many have become too expensive and now too dangerous.  WFH has become the super highway for residents to make a move to locations that offer a better cost of living as well as safety for families.  

Universities will be a casualty of Covid-19.  Many will not survive the wake of this virus.  Essential skills will dominate formal education post-pandemic.   Was a shift to skills over education already in place? Have universities priced themselves out of reach?  Have some colleges become a political echo chamber for a contracting audience?  Mike Rowe (Dirty Jobs) has been espousing the decline in education value for years. 

Nosey Rhino loves talking sheep.  He talks sheep about everyone and everything.  For Nosey Rhino, analogies clarify roles to help understand how humans position themselves among others.  Nosey Rhino loves to judge people because they are the most interesting animals.  He maintains a curious perspective on people and the crazy things they do.  Let’s take a look. 

Metacognition is thinking about what we are thinking about.  If we can be aware of what we are thinking about, we can choose what to actually think about.  Or can we?  Do we have a choice about what we spend brain time on?  Can we make a literal choice on how we consume mental energy? 

Do you need a big swift kick in the...?  Don't miss this amazing episode with Andy Miller.  We discuss the pandemic, life near Washington D.C., and common sales challenges facing many organizations today.  We also talk about going "big" and taking chances for success in life.  He started a business in Europe in his late twenties. He sold the company and started over with a new business.  Hang on and enjoy the fascinating ride!

Child spanking is a touchy subject with polarized views. So-called experts oppose corporal punishment in public.  I wonder if these people feel the same way in private?  Enjoy this candid and honest commentary on getting that behind tore up from time to time.  In this podcast, we get "real" and honest about this controversial topic.  I hope you enjoy!  

I am working diligently to inform my followers about the lessons we can gain from this once in a lifetime experience.  No matter what we face, there is always opportunity to be earned for someone willing to learn.  We can complain about reality or look for ways to adapt and thrive.  Thriving, I have discovered, accompanies those who have a healthy network of people who know them. 

Many teams were struggling before the coronavirus pandemic. Both Harvard Business Review and Gallup calculated employee engagement at merely thirty percent far before the pandemic and current work-from-home (WFH) trends.  This means seven of every ten employees were either “checked out” or negative about their employers. There is a way!  Discover two powerful words to rebuild successful teams and identify employee engagement.

We can still win this!  Consider this your halftime pep talk.  There is a significant polarization among attitudes toward 2020.  This year sucks.  We need a 2020 do-over.  I am so over 2020.  Blah, blah, blah.  If you have mentally checked out over 2020, it is time to rethink opportunity.  Winning takes talent, hard work, and luck. Luck somehow seems to find those that work hard.  Winning repeatedly takes character.  Giving up is easy.  Quitting when times are tough can become a habit and a way of life. 

Enjoy this powerful interview with Ryan Walter.  We discuss his hockey career and the difference in being on winning and losing teams in the NHL.  He shares funny insights about his role in the movie, Miracle, about the 1980 U.S. Olympic Hockey Team.  We talk about Herb Brooks and Kurt Russell.  Discover what a "goon" in hockey means.  Finally, we talk about his transition into the business world as a CEO, trainer, and business coach.  Don't miss this inspirational episode.

Brandy Flanagan is a small business owner and local politician. Discover her story about difficult times and a journey to becoming an author.  We talk about 1980s music nostalgia, local politics, and small business challenges. She also shares how her business (a gym) survived being shut-down during the pandemic.  She is an optimist and small business consultant.  Don't miss her story.

Chris Hardwick grew up in Australia, traveled the world, and now lives in beautiful Vancouver, Canada.  He has climbed mountains all over the world.  He now helps CEOs and business owners climb "life" mountains of their own.  As an adventurer and thought-leader, his unique approach to life is fascinating.  He also shares the story of how he met his wife of 30 years while on an adventure.  Don't miss his amazing and powerful story! 

It is convenient for people to blame current events on the decay of humanity.  It is tempting to see darkness and dwell on the lack of optimism.  Reports of rioting and looting are like a horrible train wreck that we cannot stop watching.  We can dwell on this negativity and allow it to stain our view of people, or we can look for the beauty in people.  

Wow!  Don't miss this fascinating interview with Monica Ricci.  We talk about Covid-19 and her view on the economy.  Most interestingly, Monica shares her life-changing journey for healthy living and yes, eating meat. Her advice:  Get up and move.  Her transformational story may change your life as we all look for opportunities to pivot out of this pandemic.  We also talk about life in Atlanta, Georgia.

I broke the rules. I’m guilty.  I attended a funeral.  I hugged the widow who was married for 42 years, and I shook the hand of a son that lost his dad. I hugged a grandson that plays baseball with my son.  He just lost his grandfather who he lived with until his death.  I know I broke social distancing rules but I couldn’t help it. I guess I stink at this new reality.  My need to show love overwhelmed my fear of this virus. 

Discover her view on the future of humans & business.  Andi is an author, scientist, and highly sought global speaker.  Learn what a corporate anthropologist does and her special insights into a post-pandemic world.  She comes to us directly from her New York home in quarantine from the Covid-19 virus.  Don't miss this fascinating journey into the mind of an expert that studies other humans for a living.

Don't miss this funny and fascinating interview with "Ole" Sarge.  We talk about the oil and gas industry, the pandemic, and the future of business.  He shares powerful advice for industry newcomers and seasoned veterans alike.  Wisdom comes in many flavors.  Whether in the business or not, you will enjoy his take on life and the origin of "Sargisms".  We also talk about the food scene in Houston.  It was a blast!

Dr. Mark Edge specializes in R.A.P.  He is a retention, attraction, and production expert.  He works with amazing companies like Chick-fil-A.  Discover his perspective on human life with Covid-19.  How will this impact people? What can we learn from this pandemic?  When will jobs return?  Don't miss his interesting perspective on what is coming next!

What does competitive advantage look like? Those who know “get it” and those who don’t, well this writing is for you.   The pandemic has disrupted the economy and companies are racing back to the front of the field.  Think of a major accident in a stock car race.  We have been under the caution flag for over two months.  This is a tremendous opportunity to reset the competitive field in any business sector.  This is a chance to win the race.  The harder your business has been hit, the bigger the opportunity.  I know this sounds counterintuitive, but stay with me. 

Los Angeles County’s stay-at-home orders will “with all certainty” be extended for the next three months. How do you think the people of southern California will react to this?  This is about power and I do not think the citizens of Los Angeles County will tolerate these measures.  What do you think?

Politics have ruined the objectivity of our strategy against the coronavirus.  The lines have been drawn in the sand and each side has dug in. Should we have locked down in the first place?  Should we have ordered stay at home all over the USA?  Did we do the right thing? Only history will tell us the truth.  A pandemic during an election season has blurred reality.  I have been tracking Sweden’s approach.

The intense heat from the novel coronavirus has burned the business landscape like nothing we have seen before.  Once thriving businesses are now scattered across the country in the ash of this pandemic.  We don’t hear the story of the cinema operator in rural East Texas or the travel agent in Montana.  The tour guide operator in Arkansas will never make the national news.  There are burnt corpses of business that most people will never hear or read about.  You are real none the same.  You are legitimate.  You matter!

A study that found a new coronavirus mutation reportedly mirrors a change that occurred as the SARS virus began to weaken. It’s well-known that as viruses progress, they typically mutate to weaker forms. The phenomenon is known as Muller's Ratchet. Discover how this may lead to a breakthrough for the fight against Covid-19.

The challenge facing many businesses is unprecedented.  We are likely to have a wholesale shift in demand for long-time institutions of the past and the present.  Some businesses, as we know them, are going to evaporate.  This virus is killing businesses with as much vigor as it has people.  Tragically, some businesses have been infected and do not realize it. The question for many business leaders, as we start to reopen the economy is, do I rebuild the business or do I reboot?  Should I rebuild as it was, presuming demand will return, or reboot to something else? 

We have an echo chamber on the west coast and east coast.  Similarly, the economic response to the pandemic is now political.  If you want to reopen the economy sooner, you are more likely to be labeled as a conservative.  If you want to wait for a vaccine, you are likely to labeled as a liberal. An echo chamber creates confirmation bias.  Learn what confirmation bias is and how it will impact economic recovery from Covid-19.

This really cool interview with Julie explores the pandemic, the economy, and what life will be like in the future.  We talk about why people are responding to Covid-19 the way we are.  We talk about institutions that are going to be at risk.  The future will be a direct reflection of a simple formula.  You will learn how to survive and thrive in a pandemic, post-pandemic world.

Listen to this inspiring and uplifting story during difficult times.  Remember, this podcast is for crazy people.  Captain Tom Moore is crazy enough to make things happen, crazy enough to go big at 100 years old.  He is crazy enough to win! 

Why is good news not in the mainstream media?  It’s out there but hard to find. For the rest of us, we miss sports.  I really miss sports.  I miss sports at all levels.  My youngest son is a high school sophomore and is missing the remainder of his varsity debut as a pitcher.  As of today, this is where we stand for MLB, NBA & NFL seasons for 2020.  There are some crazy ideas in the works.  Don't miss the ending of this podcast!

This is an important question society must answer.  YouTube just pulled a video from two licensed doctors who shared their protocol opinion and statistical findings about Covid-19.  These people are doctors.  Regardless of whether we believe their findings or not, should their voices be muzzled? 

Are some people looking for an absence of risk in order to get back to work?  There is always going to be risk.  We must decide how much risk we are willing to tolerate in order to get back to work. We cannot rely on the politicized media. There is good news regarding the virus that seems to be overlooked daily.  Instead, we hear of doom and gloom.  Mostly negative headlines stoke fear in people that must make a decision to take the first step back to work. 

The Joe Buzzello has been in leadership for Fortune 500 Companies.  He has led large sales teams and grown businesses.  Well, Joe flunked retirement and has reentered the workforce to launch a new and unique business.  Oh, and he just published his fourth book on sales.  We discussed the pandemic, business trends, and his predictions for the economy.  We had a great time!

Are you safe in a hotel during this pandemic?  Will you be safe in the near future?  Are you willing to travel for business?  Hotels are taking major steps to protect staff and guests.  Are you crazy enough to book a hotel room?  Discover some crazy measures hotels are implementing to keep you safe! 

The coronavirus is an additional challenge impacting demand for energy.  We don’t know when demand will increase or how fast.  We do know, however that it will increase at some point.  What goes down must come up.  People are not going to abandon planes, trains, and automobiles.  People need plastics.  People need chemicals. 

It is time to allow people to protect themselves from Covid-19.  We must trust the people to do what is right during a pandemic.  We must assume positive intent.  I am devastated by the sad news regarding every single death from the coronavirus. Every death has family members who are grieving and in pain. One is TOO many. However, this virus might make us the victim twice!

We are defined by difficult moments in life.  Our response to adversity is the pivot point in life.  We can pivot to bitterness, or we can pivot to betterment.  It is our choice.  Like many others, I watched my eighteen-year business lose ninety-five percent of its revenue in less than a month.  I felt helpless to make a difference.   I felt trapped by frustration.  I was pissed off.  I was sad. 

“Success is not final, failure is not fatal; it is the courage to continue that counts” Winston Churchill 

Things are changing by the day with Covid-19. Sweden is taking a different approach. They are the canary in the coal mine.  What can we learn from Sweden?  How is that important to Americans?  Might Sweden hold the key to our future during this pandemic?

Most epidemiologists believe the covid-19 virus is not going away soon.  In fact, some believe this virus will be with us long-term, like influenza.  We must go back to work at some point in the near future.  We need to pick our date to re-invade the public.  This invasion will involve risk.  We will suffer casualties.  We cannot be held hostage by this invisible enemy long-term.  Benjamin Franklin said: "Those who would give up essential Liberty, to purchase a little temporary Safety, deserve neither Liberty nor Safety." 

As Americans, we are suffering emotionally.  We are feeling this pandemic and the complex emotions that accompany the loss of normal.  We cannot go to our favorite eatery. We cannot travel.  We cannot escape reality at a movie theater.  We cannot get a simple haircut. We know we are suffering, but we may not know exactly why.  To make matters worse, we are suffering financially without a solution to the problem.  We feel helpless. 

This podcast is about looking forward.  It not a judgment about what we have done so far.  It is not about what we are currently doing as a response to the pandemic.  I am focused on the days ahead.  Sweden is the canary in the cave.  They are testing the air to make sure it is safe for the rest of us. 

Listen to this interview with a recent college graduate on lockdown in Houston. Learn advice for those considering a sales profession.  Discover best practices for being successful as someone new to sales. Hear tips on dealing with social isolation.  Millions of people around the world are going through this pandemic together, yet alone at the same time.

Love will find a way.  Covid-19 has changed dating and social interactions for most people.  Others, not so much.  This hilarious account of actual interviews from people all over the world is revealing.  Humor is more important now than ever.  Enjoy this break from the reality we are all facing with coronavirus.  Have some fun!

This ongoing crisis is defining you in the minds of your people.  Your leadership (in their eyes) is being formed like cement and will be hardened in their minds once this is over.  Crisis defines leadership or the lack there of.  We are going to experience four phases of this pandemic:  process, response, recovery and reflection. Learn how leadership impacts each phase.

Today’s podcast is straight-up science. No political BS – no hyperbole – no exaggeration for effect.  I am going to keep the explanation simple, so we don’t bore the paint off the walls. My purpose is to give you plain and easy to understand facts about the future of this Covid-19 disease.

Where are you putting all this toilet paper?  Under your bed?  Discover why it is a terrible idea to hoard.  Learn the psychology behind hoarding.  There is a website to crush the numbers and determine how much TP you really need.

It’s possible to overcome a tough situation by out-of-the-box thinking.  Covid-19 is our perilous situation.  Many small businesses are not sure what they are going to do. How will we survive? How long is this going to last? I encourage you to use this time to reflect on your business. Look at this crisis as a time to reboot your business. We are often too busy to reflect on both HOW and WHY we do what we do. This is your chance to rethink your business, free from the distraction of running your business. 

Driven employees with the capability to perform are the difference between success, existence, or failure.  Can you give someone drive?  What is the difference between drive and motivation?  Learn the difference between intrinsic motivation and extrinsic motivation.  Take a journey into the human mind!

We are all grieving because of Covid-19.  Grieving our recent, normal lives, our sense of routine, our businesses, and our lack of perceived control. I am going to share the 7 stages of grief so you can identify where you are in the process.  Next, I am going to share a message of hope from China.  Stay with me until the end. 

Nine days after this person was born, he stopped breathing. Sadly, the doctor laid the lifeless body on the bed.  His grandmother picked him up, held his body close, and began whispering in his ear. Miraculously, he revived in her arms. Who is this person and what did he do in life?

What are you afraid of?  What self-limiting beliefs are preventing you from going big?  Are “YOU” your own worst enemy? Is the space between your ears the problem?  This podcast is to challenge your metacognition – how you think about what you think about?  I believe you can do more, achieve more, succeed more, and be more. Are you crazy enough to go big?

Someone listening to this is thinking it’s too late.  I missed my window.  I blew it.  I am too old.  I should have done it long ago.  Stop that thinking.  It’s never too late to do something great.  I strongly believe life is a series of opportunities that often go unnoticed or worse not acted upon when the little nudge tickles our brain.  We are going to have a few “moon shots” in life and sadly most do not take the shot.  The greatest tragedy in life is regret. 

Is there a potential silver lining to the Covid-19 virus?  Discover why humans might benefit from this outbreak. I am seeing some very positive trends that can benefit many people for years to come.

There is one thing all brick and mortar (retail) stores can do to beat Amazon. This one thing cannot be done by Amazon...yet! Crazy retailers get it!  Most retailers are dying.  Discover the one thing successful retailers are doing to beat Amazon.

Everyone seems to know a jerk at work, yet nobody wants to own the title.  WTH!  Are you too much of a jerk to discover your level of jerkyness?  Are you toxic at work and don't know?  If you answer yes to 5 out of 16 questions, you are the jerk at work.  Are you brave enough?  Are you crazy enough to take this test?

Fear in business is the dirty little secret that nobody wants to admit exists.  What drives this fear? How does it impact the bottom line?  Most importantly, how do we overcome this fear?  The following short story illustrates the root of fear and bias in the workplace.  Any similarities with actual people or events are completely coincidental.  Let’s go fishing with Phil and Larry. 

Wow! I spent half a day with Ryan Walter, professional athlete, and world champion NHL Hockey Player.  Discover how to think like a winner.  Learn how to control your mind.  There are no negative people, only negative thinking.  We CAN control our thoughts.  We CAN influence the thoughts of other people.  This podcast will change your life!

Are you suffering from a micromanager boss?  Are you the micromanager boss?  This episode will diagnose your boss and give you some tools to reduce the pain.  If you are the boss, this episode will allow you to diagnose yourself.  Get some relief!  Get better as a boss.  Come get some!

We have left the age of journalism.  We are now in the age of media.  Everything we hear is tainted by ideology, opinion, or politics.  Networks are no longer reporting the news.  We are getting filtered stories with biased content.  I just want the news.  All of it, without your attitude or opinion.  Journalism is dead.  Challenge me if you disagree!

This is not a political show. We are not here to here talk about ideology or politics.  We are being real about the law of unintended consequences in life.  What happens when something is free?  Who pays?  Who gets screwed?  In order to have a winner, we must have a loser.  I have a lot of questions!

Do I have a problem with ego?  Am I an egomaniac?  Learn how to diagnose ego problems.  Discover ways to prevent the ego from hurting you and those you love.  Help others with ego problems.  When does too much self-confidence become a problem with ego?

Or Worse...Do I run a mediocre company?  Discover 10 symptoms for mediocre, average, boring companies. Do I want to invest my life with a dud?  If you are the boss (the big cheese), simply do the opposite of these.  Are you crazy enough to win?

Where are the crazy people willing to go big in life?  Who is John Grubbs?  What is this show about?  We are searching for people crazy enough to get out of our comfort zone.  This is for people willing to go big.  Are you ready to win?  Watch out for the boat anchors who hold us back.  Who are the zombies in our life?