Leading for Sustained Success

8 show themes

15 SEP ’25

Authoritarianism vs. People-Centric Leadership

Which is more effective and why
Leadership Power: where does it originate?
The key elements of true leadership power: trust, influence, authority
Why authoritarianism doesn’t work in today’s workplaces

DATE

Effectively Communicating Change

A better approach for introducing change
Influence, not authority, is foundational for implementing change
Understanding and leveraging the buy-in continuum

Making Feedback Effective

Why most feedback is ineffective
Why effective feedback requires a mindset change
How to improve the performance review process (Dr. Ken Lloyd is the subject matter expert)

Why Leaders and Managers are the Bottlenecks to Productivity

Where leaders and managers spend their time (meetings!)
Improving 1-on-1 meetings and discussions
Using delegation to improve productivity

Elevated Leadership Mindset

You lead people. You manage things, projects, policies, and procedures.
Leadership is an art. It is the art of achieving progress through the involvement and actions of others.
The war for talent is over. And talent won. (And the echoes of the Great Resignation still ripple through the workplace today.)
Control went out the window in 2020. Employees are empowering themselves. It is time to rethink what it means to be a leader and the essential leadership skills required for long-term, sustainable success.
It is no longer about “getting the most out of your employees.” It’s about putting the most INTO your employees and reaping the rewards and benefits of doing so.
Fire your Human Resource team or department. Today. But then hire them back as your Human Capabilities team or department 30 minutes later. Their new focus: development and growth of your business workforce potential.

What Employees (Humans) Need to Feel Good at Work

Respect
Acceptance
Included
Growth (professional and personal)

What Employees Need from Their Leaders

Clear Line of Value (i.e. how they contribute to the team / department / organization)
Flexibility in getting work accomplished
Understanding and Empathy (life is not solely about work)
Trust and Transparency (leaders DO NOT have to have all the answers)
Workplace Wellness environment – a place they can thrive, collaborate, and be psychologically, mentally, emotionally, and physically well (with reduced stress)

Essential Leadership Skills for Sustained Success

Emotional Intelligence
Agility
Handling Ambiguity and Uncertainty
Adaptability
Resilience

Steven

15 SEP ’25 Edition 1

Transcript

STEVEN HOWARD

https://otter.ai/u/D_9yPsmf5xjHuSMpWC4TYYCjDDY?view=summary

Steven Howard and Edwin Cohen discussed the use of AI tools like maybe.ai for $20 a month for business tasks. They also talked about the importance of people-centric leadership, emphasizing focusing on people first before results. Steven highlighted the need for trust, flexibility, and effective communication in leadership, especially post-pandemic. They also touched on the challenges of returning to office work, the importance of delegation with proper training, and the concept of the buy-in continuum for change management. Steven’s approach to leadership combines humanity and harmony, aiming for sustained success through employee engagement and development.

Action Items

[ ] @Edwin Cohen – Provide the 32-second intro reading to Steven Howard.
[ ] @Edwin Cohen – Follow up with Steven Howard on availability for renting the space after February.
[ ] @Edwin Cohen – Communicate the availability information for March and beyond to Steven Howard.
[ ] Prepare for the first edition of the “Leading for Sustained Success” series.

Outline

Discussion on AI Tools and Initial Setup

Edwin Cohen and Steven Howard discuss the use of AI tools, specifically mentioning chat.gb.com and maybe.ai.
Steven Howard explains the cost and benefits of using AI tools, mentioning his monthly subscription of $20.
Edwin Cohen confirms the recording status and the note-taking process.
Steven Howard shares an example of how he uses AI to create logos and provides specific instructions to the AI.

Setting the Recording Duration and Introduction

Edwin Cohen asks Steven Howard about the duration of the recording, suggesting 25-35 minutes.
Steven Howard agrees and mentions he has time available.
Edwin Cohen pre-records an intro reading from an outline sent by Steven Howard.
Discussion about the rental period starting in May 2024 and the availability of spaces in March.

Availability and Future Plans

Edwin Cohen and Steven Howard discuss the availability of spaces in March and the possibility of extending the rental period.
Steven Howard mentions the need to start planning for other accommodations by the end of October.
Edwin Cohen confirms the pre-booking status of March and the need to check the availability of other spaces.
Steven Howard expresses his willingness to stay longer if spaces are available.

Introduction to the Series and Leadership Concepts

Edwin Cohen introduces Steven Howard as the special guest for an eight-edition series.
Steven Howard explains the concept of people-centric leadership, focusing on people first before results.
Discussion on the importance of sustained success and the impact of burnout on employees.
Steven Howard emphasizes the need for employees to be involved in the implementation of decisions.

Influence vs. Authoritarianism

Edwin Cohen and Steven Howard discuss the difference between influence and authoritarianism.
Steven Howard defines authoritarianism as a leadership style with strict control and limited input from others.
Discussion on the importance of trust in the workplace and the need for leaders to be open and vulnerable.
Steven Howard shares examples of how leaders can build trust by listening and being flexible.

Effective Communication and Change Management

Edwin Cohen and Steven Howard discuss the importance of effective communication in change management.
Steven Howard introduces the concept of the buy-in continuum and how to move people from rejecting to advocating change.
Discussion on the importance of understanding the impact of change on employees and communicating it effectively.
Steven Howard shares a technique for communicating change to achieve higher buy-in.

Delegation and Developing Talent

Edwin Cohen and Steven Howard discuss the concept of delegation and its importance in developing talent.
Steven Howard explains that delegation is about freeing up time for leaders and developing people.
Discussion on the need for proper training and mentoring when delegating tasks.
Steven Howard uses the analogy of teaching a child to drive to explain the process of delegation and development.

Leadership in Multinational Companies

Edwin Cohen asks about the applicability of leadership concepts in multinational companies.
Steven Howard explains that leadership skills are essential at all levels, especially in large organizations.
Discussion on the importance of trust and flexibility in leadership, especially in a post-pandemic world.
Steven Howard emphasizes the need for leaders to trust their teams to make decisions and implement changes.

Final Thoughts and Contact Information

Edwin Cohen and Steven Howard wrap up the discussion with final thoughts on leadership and development.
Steven Howard shares his website, HumonyLeadership.com, and explains the meaning of the word “Humony.”
Edwin Cohen thanks Steven Howard for the insightful discussion and signs off from San Diego.
Steven Howard expresses his appreciation and looks forward to future discussions.

Transcript editon 1

https://otter.ai/u/D_9yPsmf5xjHuSMpWC4TYYCjDDY?utm_source=copy_url

Edwin Cohen asked OTTER ai

How can we leverage the concept of people-centric leadership to develop and empower our multinational workforce?

OTTER ai replied;

To leverage people-centric leadership for developing and empowering your multinational workforce, consider the following strategies based on the discussion in this meeting:

Build Trust Across Borders:
– Start with trust, not suspicion. Communicate to teams worldwide that you trust them to do their jobs, regardless of location or background (0:22:04). – Maintain accountability as a leader, but empower local teams with responsibility and autonomy (0:38:29).
Foster Two-Way Communication:
– Encourage open dialogue and feedback, not just top-down directives. Use regular interactive sessions (e.g., team meetings, Q&As) to understand local challenges and ideas (0:11:44, 0:19:01). – Adapt communication frequency and style to fit local cultures and organizational levels.
Promote Flexibility:
– Recognize that work-life balance expectations and norms differ globally. Allow flexibility in work hours and locations where possible, focusing on results rather than rigid schedules (0:19:01, 0:23:56). – Trust local leaders to make decisions that best fit their teams’ needs.
Empower Local Leadership:
– In large organizations, focus on developing people-centric leadership skills at the managerial and team leader levels, as these are the change agents closest to employees (0:34:27). – Provide training, mentoring, and resources so local leaders can effectively delegate, develop talent, and foster innovation (0:36:28).
Encourage Cultural Sensitivity and Adaptation:
– Understand that what works in one country or region may not work in another. Allow local adaptation of global policies and initiatives (0:34:27). – Solicit input from local teams on how best to implement people-centric practices in their context.
Develop Talent Through Delegation and Support:
– Delegate meaningful responsibilities, not just tasks, and provide the necessary support and training (0:36:28, 0:38:29). – View delegation as a tool for both leader development and employee growth.

By applying these principles, you can create an environment where employees across your multinational organization feel valued, trusted, and empowered to contribute to sustained success.

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Here’s what we exchanged ideas back in March, along the theme of Leadership Power:

Authoritarianism vs. Leadership

Which is more effective and why
Leadership Power: Where does it originate?
The key elements of leadership power: trust, influence, authority
Why authoritarianism doesn’t work in today’s workplaces