The Fast Leader Show | Strategy Execution & Systems Design

Gleb Tsipursky and his wife set out to start a non-profit. But quickly they began to experience a lot of conflict trying to move things forward. Determined to successfully collaborate, they work to finally realize they had very different viewpoints and prospective on how to solve their problems. And they also came to realize they both had issues with judgement errors. Now they help others to avoid...

John DiJulius, III looked back on mistakes and regrets and found a pattern. He’s always been the underdog, and when he takes that chip off his shoulder and feels he deserves the recognition he’s received; he ends up in a bad place.      

Darren Gold decided to forgive his mother, but she did nothing wrong. Thankfully, he realized how unfair and unjust he had been and how holding a grudge was disserving. He was learning how to master his code.

Mary Lippitt was trying to influence her bosses and was rejected. When she was able to finally meet with the top executive, she realized she needed to open her mind and to recognize that her facts contained many gaps and she needed to adjust her thinking.

Jack Modzelewski had to be the advocate for what had to be done and the counselor, but also a peacekeeper in the room when the CEO turned combative and argumentative. It was time for speed and reassuring the public and customers they were going to do the right things.

Jono Bacon started his journey of building communities as a fledgling young rock star in the UK. As a result of living up to his parent’s expectations he now provides expertise and advice in this latest era of business. As an expert in community strategy, management, and collaboration Jono works with Fortune 500 companies, startups, and governments across the globe.

Liz Bywater learned how to pivot her career after reflecting on her strengths and opportunities. She now teaches others how to slow down so they are able to speed up and move onward and upward faster.

Scott Warrick had a client that all of a sudden stopped communicating with him. After several attempts to connect without response, Scott learned he said something that offended someone during a workshop. After losing a lot of sleep, he resolved himself to the fact that he needed to take care of himself to move forward.

Joe Dunlap had an old-school training mindset and found himself in an organization that was losing to its competition. That’s when Joe challenged himself and his team to “stop training” and to start gathering insight into ways they could add value to employees and meet them where they are in their learning and development journey.

Omar L Harris coasted on his own individual talent early in his career. The first time he led a team, he began to carry the performance of the team on his shoulders. This caused him to be hospitalized and suffer from panic attacks. Finally, he realized he needed to trust his people and put them in the right place to win.

Charles Conn used a really simple tool to solve the problems for a company with thousands of employees. It was this humble beginning which now finds Charles on a quest to solve the problems of the world.

Risto Siilasmaa led Nokia in one of the most successful and largest corporate transformations ever. He creates Paranoid Optimism in keeping the organization out of bankruptcy to thriving in a rapidly changing marketplace.

Elise Keith found herself leading teams that fell apart. As part of her efforts to improve she learned she needed to spend more time connecting in meetings instead of being impatient and direct. Now, she teaches others systems and practices to conduct more successful meetings.

Chris Griffiths sold his company at the age of 26 and thought that he had the knowledge to turn anything into gold. After losing his home and several cars he learned that it’s not knowledge that creates success, but instead it’s the ability to improve your creative thinking skills.

Tamra Chandler had just bought into a partnership and lost all of her equity when the firm experienced a forced closure. Tamra responded by building a successful organization elsewhere and has continued positively impact the lives of colleagues and clients. She’s now on a mission to reboot feedback.

Jeff Grimshaw, author of Five Frequencies, was treating his life like a dress rehearsal for the real thing. He finally realized this and it became the catalyst for him to put things into perspective, make some tough decisions, and do something different.

Lonnie Wilson was working with a client on a culture transformation and was staring failure right in the face. Then he received a piece of advice from his Pastor that enabled him to step back and work on guiding the transformation at a much smaller scale to move forward faster.

Steve Coughran came into a 50-year old organization with a lot of systems and legacy things in place. Needing to innovate, Steve began to break things down into small pieces, executing on them and gaining team confidence and repeating the process.        

Andrew Tarvin tries to look at any situation differently. From being the teacher’s pet to becoming the corporate humorist at Proctor & Gamble, Drew has worked to continually hone his skill of bringing humor to work and helping others to make the workplace more engaging, one smile at a time.

Leslie Peters was testing herself to be perfect and realized she needed to be on her own quest. She reminded herself not to set expectations that keep her from doing things but instead have a sense of possibility.

Steve Pacinelli was in a rut for the first several years in his career. Then he began to work with a leader that showed him that is was possible to get “the numbers” and do it in a more compassionate, kind and friendly way. His career really started to skyrocket when he learned to care more about people and less about the numbers.

Chris Duffey started as a content creator and creator of digital customer experiences and he witnessed first-hand the power of the intersection of human creativity amplified by artificial intelligence. But nothing prepared him for the moment when the publisher asked for the next chapter and all he had was a blank page.

Claudette Rowley was in a toxic workplace that caused her to undergo a lot of soul searching and a career change. She was so impacted by her experience that she now coaches organizations to create their own cultural brilliance.

Nicolaj Siggelkow thought technology was an important in connected strategies until he realized the more important factor was that organizations trying to be customer centric required customers to stitch together their experience with different organizational departments.

John Ngo was a first responder, emergency room supervisor and gun battle survivor that learned how to get a small ounce of respect daily. All of his experiences have led him to better understand the power of relationships in the customer experience and finding the balance with automation.