Enlightened Executive Podcast

As leaders, we’re taught that our opinions and feedback drive our business’s success. That we must be at the head of all decision-making and take a stead-fast and assertive approach to our teams in the way we motivate them. But what if we were to turn that on its head? 

The next thirty years will bring advancements we can’t imagine. From augmented reality and the metaverse to enhancements in technology and automation, the sky isn’t the limit anymore. Whether we like it or not, the world continues to change. So how can you prepare yourself?

Are entrepreneurs the main leaders of innovation? Conventionally, the most groundbreaking ideas are thought to come from entrepreneurs and executives. But innovative ideas come from passionate and driven employees as well, if you know how to unleash the power of their creativity.

Mental health and emotional wellbeing aren’t just buzzwords anymore. Today, mental health is an essential component of the enlightened workplace, and employees understandably want to limit the amount of stress and anxiety they carry, both in and outside of work.

Wellness is so much more than physical and mental health. For decades, physical health was the number one conversation happening in the wellness space. Food and exercise were the primary focus. Over time, the conversation started expanding to mental health.

The old paradigm of leadership views a company’s role as providing professional opportunities and a paycheck — and that’s it. But in today’s post-COVID landscape, companies must do much more by helping employees feel connected to a sense of purpose at work.

What would happen if you stepped away from your routine for a full week… to focus on crafting your future? For some leaders, this might sound like a dream — but challenging. In our busy world, it’s a rarity to dedicate so much uninterrupted time to thinking about what you want.

Deep tech can only be created when we are deeply human. Ready or not, web 3.0 is upon us. With it brings a new network of virtual worlds focused on social connection. So, how will this change the way we do business and how can we, as leaders, prepare ourselves?

Most executives and entrepreneurs look to hire employees who have a certain amount of existing experience. Even for entry-level jobs, it’s not uncommon for companies to ask for one to three years of experience. What if there’s another way to find and retain capable talent? 

For most executives and entrepreneurs, the four-day workweek feels like a pipe dream.  When you’re working 50-60 hours a week, it’s hard to picture eliminating an entire workday. There’s not enough time in the day to be successful. What about revenue? Employee productivity?

If business is a game, how do you play to win? As a leader, it’s natural to put pressure on yourself to avoid losing at all costs. You have investors and employees counting on you. But the most effective leaders are resilient to setbacks and comfortable testing new strategies. 

What do you picture when you think of wealth? For most executives and entrepreneurs, wealth means one thing: having more money. We build our teams and lead our companies to grow and scale as quickly as we can, all in hopes to increase revenue and make more profits.

The way we are taught to learn in school may make us poor delegators later on. Schools often expect students to master all subjects. And if a student isn’t naturally gifted at that subject, they’re advised to put in even more time studying. But delegation is a skill worth cultivating.

Though adopting a hybrid model sounds like a natural solution for this period of uncertainty, it’s more complex than it seems. Without knowing how COVID-19 will progress, leaders are scrambling to decide whether to reopen offices or to allow employees to work from home.

As leaders, it’s natural to strive for excellence. If something is broken, you want to fix it. Should you just leverage your strengths or work on your weaknesses?
Rather than worry about weaknesses, David Rendall believes leaders must lean into personal strengths. 

When it comes to sales, most executives and entrepreneurs understandably want instant gratification. You want that ROI today. But what if slow progress leads to more growth in the long run? What if being selfless, not ruthless, is in fact the key to long-term success?  

What if finding joy outside of work is one secret to finding joy at work? Think of the last time you felt true joy. So often, your career, family, and responsibilities prevent you from feeling connected to your dreams for your life. But dreams aren’t meant to be forgotten.

Without mutual trust, it can be hard for your team members to be open to receiving important feedback. In most cases, feedback feels like condemnation, rather than a learning opportunity. Building a strong and collaborative team takes being a conscious leader.

Leaders can sense the anxiety rippling through their teams as the impact of the pandemic lingers in 2022 (and they may feel it themselves!). How can leaders respond in a way that diffuses that anxiety and promotes employee well-being, engagement, and performance?

As individuals, many executives care about the big issues facing our world today, like climate change and racial/gender inequality. But as leaders, it can be tough to make corporate decisions that align with those big issues due to the disruption of business as usual.

You might be familiar with the idea that the events of your past (particularly of your childhood) continue to impact you today. But did you know that the same is true for culture challenges in your organization? Formative attitudes likely still permeate company culture.