'Top 5' Moments from first 5 episodes of the Uncommon Leader Podcast!

This first month of episodes has been quite a compilation of great leader interviews. I'm sending on this "Top 5" episode as a mashup of some of the uncommon responses that I got from the interviewees. Let's hear just a few snippets of what you heard in these podcasts from these great leaders:

In the inaugural episode we heard from Dr. Paul DeChant, blogger, consultant and author of Preventing Physician Burnout.  He discussed how leaders need to take responsibility to change themselves before they ask others to change. 

In episode two, I talked with Tom Carmazzi, former CEO of Tuthill corporation. He spoke about overcoming the challenge of stuttering when he was young.

And episode three, I spoke with Adam Ward forensic better, and I asked him what keeps people from changing. 

In episode four, we were introduced you to Kim ‘Doc’ Chaney. He talked about some of the challenges that he faces when mentoring others.

And episode five did not disappoint. As I spoke with aspiring author, Patty Hamilton. She talked about the impact her mother had on her still today.

Do you have an idea of what you want to hear? Do you want to be a guest? Drop me an email at john@growingchampions.net . I'd love to hear from you. 

And do you want to hear these full episodes? Then go to www.growingchampions.net/podcast  or, you can subscribe on your favorite platform like Spotify or iTunes. 

Thanks again for listening and until next time go and Grow Champions!

Thanks for listening in to the Uncommon Leader Podcast.  Please take just a minute to share this podcast with that someone you know that you thought of when you heard this episode.  One of the most valuable things you can do is to rate the podcast and leave a review.  You can do that on  Apple podcasts, or rate the podcast on Spotify or any other platform you listen.  

Did you know that many of the things that I discuss on the Uncommon Leader Podcast are subjects that I coach other leaders and organizations ?  If you would be interested in having me discuss  1:1 or group coaching with you, or know someone who is looking to move from Underperforming to Uncommon in their business or life, I would love to chat with you.  Click this link  to set up a FREE CALL to discuss how coaching might benefit you and your team)

Until next time, Go and Grow Champions!!

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Transcript

0:26

Hey, uncommon leader, podcast, listeners. This first month of episodes, that growing champions has been quite a compilation of great leader interviews. I'm sending on this episode as a mashup of some of the uncommon responses that I got from the interviewees. Thank you so much for tuning into this podcast. Let's hear just a few snippets of what you heard in these podcasts from these great leaders In the inaugural episode one we heard from Dr. Paul DeChantblogger consultant and author of preventing physician burnout..

Paul DeChant 0:58

As leaders, it's our responsibility to change ourselves. So that we can implement these changes in our organization. You know, we know change is hard. Nobody wants to change, especially very successful adults. Who've worked their way into positions of authority. And control and power. They've worked a certain way to get there and yet they're struggling. And when we come along and say, well, you know, you really should do this differently. Justifiably people in leadership positions, think why should I do it differently? I've done what I've done has gotten me where I am now, you're coming along and you're telling me to change that just, you know, I, I, this is the way I've lived my life. But the truly uncommon leaders, the ones that lead those organizations that are truly stellar, they have made that change. They've come to that realization that they can actually, they themselves thrive by putting into place management systems and cultures that actually. Empower their frontline workers while aligning them with enterprise wide success. And it can feel scary at first because that word empowerment, certainly for me as a CEO of a medical group with 350 docs in it to think that I'm going to empower all these doctors, who've been whining at me about how they're not getting paid enough and I'm working too hard. I give them power and you know, what are they going to do? They're going to go out and hire a whole bunch more staff that we can't afford without improving the processes, because that's what their idea that they thought would fix things. There's a way to approach this so that you do it collaboratively and everybody's mutually supporting each other towards these goals, but it starts with the top.

2:44

In episode two, I talked with Tom Carmazzi,, former CEO of Tuthill corporation. He spoke about overcoming the challenge of stuttering when he was a young teen.

Tom Carmazzi 2:53

One of the things, in my life has been to ask myself, is it true? Because my nature is to, you know, be really hard on myself and point out, you know, where I failed versus where I succeeded. And so I started asking myself when I would beat myself up about failures. Is, is that true, Tom? Is that true? And so things like stuttering, you know, as I said, from 12 to 16, I was world-class and yet as I, the church, my self-confidence started growing that I would still have that monkey that I'm going to stutter. And so I would start asking me. Is that true. And as I got more successful in the business world, I was asked to speak publicly more and more. And before every one of those, I make up these things back to when I was at the electorate and I was reading one of the passages and I'd be stuttering like crazy. And the people out in the audience are looking at me. Some are shaking, their head friends are laughing. You know, I play that picture and I'm playing that video. Excuse me. And it's like, but is that true top when's the last time that happened to you? And fortunately, John would, it'd be like, oh, probably when I was 16, you know? And so it's, it's that internal really getting comfortable with who I am and. And just continuing to, to test that. I mean, one of the talks I gave was at Notre Dame and and I got there about four hours ahead of time. And the gentlemen that was asking me to speak there was like, Tom, why are you getting there? Like three hours early? And one of my processes was wherever I speak, I have to walk up and down every time. I have to basically walk and sit in various parts of the auditorium. And as part of me getting comfortable and feeling like I'm in control and my wife was with me, it's the first time she'd ever seen me speak. She's like, come, what is this? And, and when I told her why she said, Tom, I haven't heard you stuff. Decades. And like, I know, but this is why I don't Jesus. Is that true? She even asked me, I'm like, wait a minute. Sounds like the question I'm asking myself. But for some reason I didn't have, that's been the situation and I, that will know it's not true. I'm making this up. And she was like, yeah, I don't hear that anymore. I don't think it's who you are. And that kind of scared me because I thought, well, what if I don't prep that? So it's just funny how my mind can be my own worst. Yeah. So back to your question, you know, those internal things, it's really having competence in who I am. I mean, God made me this way for a reason. And can I just trust that? Just trust it and choose it, choose it. Not to run from it, choose it. So Yeah, that's, that's my answer, John.

5:48

And episode three, I spoke with Adam Ward forensic better, and I asked him what keeps people from changing. How do You, as a consultant overcome that barrier?

Adam Ward 5:57

It's pride. If you're not humble and you know, no one's going to be able to, to teach you anything. And so I've said no to working with a lot of leaders over the years, literally after deciding after a minute conversation, now, the conversation. An hour long, but I'd already picked, chosen a minute in that it wasn't going to work. And that's just something you pick up after working with so many organizations, so many different industries people like to think that we're unique and I mean, we are, but our problems are, you know, the same issue. So if, if we're going to improve something fundamentally, we've got to have humility to, to begin with. And, you know, Maxwell says once the pain to change, is less than the pain of remain the same. Right. That some people will change. Right. Absolutely. Right. The process of getting someone to change is painting, that future. As a way that's so much better than the current way that they'll go through that change process. And that can be, I mean, I know John, you talk about your seven F's that can be in any one of those areas. And, and, but just finding, finding what that imagined future could look like and then breaking it down into simple steps to getting there. And then a lot of emotional roller coaster coaching as you're going through the individual issues. Cause changes is hard, especially organizational change. And you know, you know, you and I have done that at, you know, fortune 50 companies and, you know, we've worked locally with small nonprofits and, and so the bigger, the change project, the tougher it is, but there's. The leaders are going through the same thing, the whole, any size of company.

7:56

In episode four, we were introduced to Kim doc Cheney. Who talked about some of the challenges that he faces and mentoring others.

Kim Chaney 8:04

John. The first thing that comes to me is this word responsibility, responsibility for those I'm coaching or I'm mentoring or whatever term that we would use the responsibility. The problem, the responsibility of relationships, the responsibility of even in a consulting role or, or a coaching role. And the two of those in my opinion are totally different. So many times people seek a solution to a problem and. What they're trying to do is sometimes write a check to get the responsibility off of them. And you got to watch that in any situation. I think a person's ego never wants to be wrong and taking responsibility may mean some temporary failures. As we learn our way to a solution. And that's, that's part of the challenge. And I, it goes back to also when you're mentoring somebody, keeping them responsible and you, me responsible to my role when I get over what I call over my 100. Over my role and into their lane, as they become successful, are they successful or was I successful? And how will that help them with the next opportunity that rises? If I'm too far out, not as much as it could have been.

10:17

And episode five did not disappoint. As I spoke with aspiring author, Patty Hamilton. Who talked about the impact your mother had on her story and still today.

Patty Hamilton 10:27

I think that I would be remiss if I did not recognize my mother inthis. Okay. We lost her earlier this year at 89 and she has often been my best friend throughout life.. She had her own little team that she managed four of us and she did it with a style that I love to continue today. She talked to us a lot. She coached us a lot. She gave us some really good tools to. To conduct ourselves out in the public, which was very important to her because how things looked, how we were, how we behave was very important to her. So she would say things like, when we went to the store, keep your hands to yourself. We couldn't say the word lie. We had to say story. Cause that was like the curse word in our family. Phrases like, if you can't say anything nice about someone, don't say it at all. Things like that. Just phrase after phrase. Oh. Depending upon what the situation was. But in high school, I asked her to sign my, my annual, my yearbook, and I'm not sure if I asked her if she wanted to sign it. But every time I look at it, I get this same, uplifting feeling and I was kind of paraphrase it for you. It's"to my daughter aim high and success will be yours. Give respect and demand the same and, and success will always be yours". So those two things Aim high. And, just give respect in the process. But I think the one part of that that really sticks with me is to demand the same. So I always, always felt confident going into any space feeling like I belong and I gotta give her credit for that because she gave me that confidence that, If I behave like that toward people. If I gave people respect, then I should expect the same back towards me. And for the most part it's been true.

12:54

I hope that you enjoyed this bonus summary episode of the first five. Of the uncommon leader podcast. As I started this podcast, I wanted to create something that would help you grow on your leadership journey. By learning from others who have already been there. With regards to the production of the podcast. I know I'm still learning. It's been both fun and frustrating. Editing something that I'm getting better at. And I know that I'll learn to even ask more uncommon questions to get uncommon responses from those that I'm interviewing. I'll also rely on your feedback to help as well. Do you have an idea of what you want to hear? Do you want to be a guest? Drop me an email@johnatgrowingchampions.net. I'd love to hear from you. And do you want to hear these full episodes? Not just the snippets that you heard today. Then go to www dot, growing champions.net backslash podcast. Or you can subscribe on your favorite platform like Spotify or iTunes. Thanks again for listening and until next time go and grow champions