John Maxwell Company Executive Leadership Podcast

Transparent leadership means leading with openness and honesty. These leaders keep their team in the loop and share information freely. Where many leaders struggle is on the fine line between being open/honest and oversharing.

We often think we are better listeners than we really are. We all need to work on being better listeners. This idea originated in the book, “Listen!: The Art of Effective Communication Kindle Edition” by Dale Carnegie & Associates.

Joel Manby is the former CEO of SeaWorld Parks & Entertainment and former President and Chief Executive Officer of Herschend Family Entertainment, the largest family-owned theme park corporation in the United States. Joel hosts the Maxwell Leadership Executive Circle, a 12-month group and individual mentoring program focused on Executive Leadership for those who are or desire to be C-suite leaders . Have you ever thought, "I am overwhelmed with my job. There are never enough hours in the day." Where should leaders be spending their time to be as efficient and effective as possible?

Joel Manby is the former CEO of SeaWorld Parks & Entertainment and former President and Chief Executive Officer of Herschend Family Entertainment, the largest family-owned theme park corporation in the United States. Joel hosts the Maxwell Leadership Executive Circle, a 12-month group and individual mentoring program focused on Executive Leadership for those who are or desire to be C-suite leaders . 2023 and 2024 are setting up to be challenging times for leaders. How can leaders position themselves to lead during volatile times?

Joel Manby is the former CEO of SeaWorld Parks & Entertainment and former President and Chief Executive Officer of Herschend Family Entertainment, the largest family-owned theme park corporation in the United States.  Joel hosts the Maxwell Leadership Executive Circle, a 12-month group and individual mentoring program focused on Executive Leadership for those who are or desire to be C-suite leaders.  With the challenge of leading a hybrid workforce (working from home and the office), Joel shares five best practices of a work from anywhere culture.

You may think of Extroverts as loud and charismatic and Introverts as quiet and reserved. But that is a stereotype. Extroversion and introversion refer to where someone gets their energy. The difference between an extrovert and an introvert is extroverts are energized through socialization and collaboration, whereas introverts receive energy from alone time or in social settings with much smaller groups.

Microsoft surveyed 20,000 people in 11 countries and found that 87% of employees report that they are productive at work. Yet, only 12 percent of managers said they have full confidence their team is as productive when working remotely compared to sitting at their desks in the office. 85% of senior leaders say that the shift to hybrid work has made it challenging to have confidence that employees are being productive. The Microsoft report describes Productivity Paranoia as “where leaders fear that lost productivity is due to employees not working, even though hours worked, number of meetings and other activity metrics have increased.”

The Trifecta of Trust by Dr. Joseph Folkman uses data from tens of thousands of 360-Degree assessments to determine how team members view trust with their leaders. The data showed that over 45% of leaders were not trusted as much as they think they are. In the book, he gives 7 signals that you might not be trusted as much as you think you are. 

When things get difficult and challenging, do find yourself wishing things were easier? According to author and speaker, Jim Rohn. “Don’t wish things were easier, wish you were better.” How can you turn tough times into growth times?

When we teach that leadership is influence––nothing more, nothing less––this generates questions from those trying to grow as leaders. They often ask, “How do you grow your influence?” People are watching your actions, reactions, interactions, and behaviors. Every follower is trying to determine if they want to give you PERMISSION to influence or lead them. This is Level 2 of the 5 Levels.

There are currently four to five generations in the workforce. While this may seem to be a leadership challenge, it’s actually an opportunity to gain competitive advantage, if you know how to leverage the contribution that each generation brings to the workplace. Part 2 of an interview with the author of, A New Kind of Diversity - Making the Different Generations On Your Team a Competitive Advantage, Dr. Tim Elmore.

There are currently four to five generations in the workforce. While this may seem to be a leadership challenge, it’s actually an opportunity to gain competitive advantage if you know how to leverage the contribution that each generation brings to the workplace.

John Maxwell says: “The position doesn’t make the leader. The leader makes the position.” Many leaders get the title and think very little of define the type of leader they will be. When you intentionally define your leadership, you take leading to a new level. Learn five questions that will help you define your leadership.

Today we are talking about the characteristics of high impact players. Some of these traits are natural giftedness and some can be developed. As a leader, you should look for and promote these skills and attributes as you look at developing the next generation of leaders.

“Power dynamics” describes how power affects relationships. Power affects all aspects of social life, from the workplace to the home. Power can affect how followers see and interact with leaders.

Quiet Quitting is term that describes someone who has decided to limit their job output to only those things strictly stated in their job description. They do not take on additional assignments, in fact they have decided to look for ways to do the absolute minimum to complete their job responsibilities. Is this an employee problem or a leadership problem?

Most of the time people want to talk about leading OTHERS with integrity, but they don’t really think about how they lead themselves. Integrity starts with how you lead yourself. It can be easy for a leader to try to do the right thing for others yet shortcut their own integrity when leading themselves.

Leaders need to be aware of the possible negative effects new hires can have on the culture of the organization. If you are not intentional about how you communicate culture, adding new people can dilute the culture and allow other ideas to surface.

Most leaders have heard the adage, "Praise In public, but critique In private." But Is this always true? Are there times when you should critique In public?

Leaders sometimes struggle with how to effectively coach the members of their team. Whether coaching a performance challenge or a career discussion, utilizing the GROW model can be a simple yet effective way to help the people on your team grow and improve.