Breakfast Leadership Show

Human-Centered Leadership: Sustainable Businesses & Work-Life Balance with Glen Wood

Building Sustainable Businesses Through Human-Centered Leadership
In this insightful conversation, Glen and Michael dive deep into the critical role of human capital in building sustainable businesses. They challenge the outdated mindset of treating employees as mere assets and emphasize the need to recognize them as people first. Glen shares his powerful personal experience of being fired for prioritizing his family, a moment that inspired his book advocating for work-life balance. Together, they explore how organizations must prioritize employee well-being to create business models that support both career growth and personal fulfillment.
The discussion also touches on the demographic crisis in Japan, exploring the potential ripple effects if businesses worldwide fail to adapt more sustainable and people-focused policies. Glen highlights that companies must go beyond profit generation and focus on delivering extraordinary value to society to ensure long-term success.
The Business Case for Work-Life Balance
Michael and Glen emphasize that valuing employees isn’t just the right thing to do—it’s a smart business strategy. If employees feel undervalued or overworked, it leads to disengagement, burnout, and ultimately, a less sustainable organization. Michael shares a personal story of how his spouse’s supportive boss helped her navigate a family emergency without workplace penalties—a stark contrast to companies that punish employees for prioritizing their personal lives.
Glen critiques the short-sighted approach of companies that penalize employees during crises, arguing that embracing work-life balance leads to higher engagement, retention, and performance. Sustainable success comes from investing in people, not just squeezing productivity out of them.
From Bestselling Books to Podcast Success
Michael and Glen also discuss Glen’s latest bestselling book, which is making waves globally. Glen encourages listeners to connect with him on LinkedIn and leave reviews on Amazon, reinforcing the importance of spreading this vital message about people-first leadership. Michael highlights the game-changing insights from Glen’s work and underscores how organizations that prioritize employee well-being set themselves up for long-term, sustainable success.
Want more leadership insights? Tune in, take notes, and start transforming your workplace today.
Glen Wood is the President and Co-Founder of Smart Vision Logistics (SVL), a company dedicated to building sustainable, future-ready supply chains. A recognized expert on economic trends and parental rights in the workplace, Glen has been featured on CNN, CNBC, the BBC, and in major publications like The New York Times and The Washington Post.
Website: https://www.glenwoodparentalrights.com/
LinkedIn: https://www.linkedin.com/in/glenwood/
Book:  https://amzn.to/4gH0xRX
 
 

Mastering Effective Leadership and Psychological Safety: Insights from David Dilger of Edge Legal

Management Training, Trust, and the Evolving Role of Leaders
In this episode, Michael sits down with David Dilger, founder of Edge Legal, to explore managers' challenges and why so many struggle in leadership roles. David shares his career journey and what led him to help organizations build positive, trust-based workplaces.
Michael highlights a common workplace issue—managers being promoted for their technical skills rather than leadership abilities—leaving them unprepared for the realities of team management. They discuss why avoiding difficult conversations is more common than outright bad leadership and how addressing challenges early can make all the difference.
The conversation also dives into:✅ The role of trust in leadership and how it impacts team performance✅ Psychological safety—why employees need to feel secure to thrive✅ The shift from traditional management to mentorship and coaching-driven leadership
If you want to build stronger, more engaged teams, this episode is packed with insights you won't want to miss!
Building Strong Teams: Communication, Boundaries, and Leadership
Michael and David continue their conversation by tackling one of the biggest keys to effective leadership: communication. David shares his expertise on how managers can understand individual strengths, respect personal boundaries, and create a supportive, high-performing team.
They also discuss:🔹 The importance of clear, respectful communication in leadership🔹 How past workplace relationships—both successful and unsuccessful—can shape management styles🔹 Why organizations struggle with handling terminations and how to approach them with integrity
Michael and David dive deep into the challenges leaders face and how they can improve their management approach. Tune in for a conversation filled with practical strategies and expert insights!
 
David is the Co-Founder of Edge Legal, an Australia-based employment and safety legal firm that empowers employee-employer relations across organizations by challenging traditional rigid HR tools and helping build respectful workplaces free of legal fears.Backed by a deep understanding of psychosocial safety and effective communication, David has a strong track record in people management. He has worked extensively with the Government of Tasmania, the Tasmanian Chamber of Commerce and Industry, and top companies like Cotton On Group, Costa Group, Grant Broadcasters, and Tassal.David's ability to blend legal know-how with practical experience as a senior executive sets him apart. As a seasoned HR-legal authority, David has donned many hats — from tutoring at the University of Tasmania to presenting at national HR conferences.Topics:How self-awareness is critical to effective leadership and people management.Here are practical tips on how managers and business leaders can make employees feel psychologically safe, reduce stress, and improve performance.Actionable advice for managers to communicate clearly, respectfully, and conflict-free with employees.Balancing leIt is balancing dance with a supportive workplace that prioritizes employee well-being and reduces legal fears.More about David:Sittingmembersr has been on TAC (Ton Tasmanian Training Agreements Committee) since 2006.He was the former CEO of Banjo’s Corporation, under which the organization was a National Finalist and Joint State Winner at the AHRI People Management Awards.Ex-Partner at Page Seager Lawyers for 7+ years focused on Employment & Safety.We have delivered to businesses on behalf of the federal government following the introduction of the Fair Work Act.Regularly appears in the Fair Work Commission and other industrial tribunals, like the Tasmanian Industrial Commission and Anti-Discrimination Commission and Tribunal.https://www.linkedin.com/in/david-dilger-59b2bb58/https://edgelegal.com.au/https://www.linkedin.com/company/tasmanian-chamber-of-commerce-and-industry/https://banjos.com.au/https://www.pageseager.com.au/

From Combat to the C-Suite: Leadership Lessons from Veteran & Entrepreneur Schuyler Williamson

Introductions and background @ 0:00
Michael and Schuyler introduce themselves and discuss Schuyler's background, including his time in the military, his MBA, and how he got into the real estate and laundromat businesses. Schuyler shares that he has a family, multiple businesses, and around 70 employees.
Schuyler's new book @ 12:40
Schuyler discusses his upcoming book "The Steady Leader", which focuses on leadership principles and models he has developed through his diverse experiences. The book is divided into three sections: leading yourself, leading a team, and leading a company. Schuyler explains the importance of being "combat ready" as a leader by being mentally, physically, and spiritually healthy.
The power of gratitude @ 26:58
Michael and Schuyler discuss the power of gratitude, with Schuyler emphasizing that starting the day with gratitude can "send the darkness running" and set a positive tone. They agree that the language we use, whether it's "I get to" versus "I have to", can have a significant impact.
Recap and next steps @ 27:49
The conversation wraps up with Schuyler providing information on where people can find him and his book online, and Michael thanking Schuyler for his service and leadership.
Book:  Steadyleader.com
wgrouprealestate.com
LinkedIn:  https://www.linkedin.com/in/schuylerwilliamson/

AI Security Risks: Protecting Sensitive Data with Alec Crawford

AI Security in High-Risk Sectors
In a recent conversation, Alec and I dove into the critical role of AI security, especially in high-risk sectors like healthcare and banking. Alec stressed that AI must be secure and aligned with business strategies while ensuring governance, risk management, regulatory compliance, and cybersecurity remain top priorities. I couldn’t agree more—AI in the wrong hands or without proper safeguards is a ticking time bomb. Sensitive data needs protection, and businesses must stay ahead of evolving regulations. We also touched on the growing need for private AI solutions, given the rising threats of cyberattacks like prompt injections.
Cybersecurity and AI in Organizations
Our discussion expanded into cybersecurity and AI adoption within organizations. Unvetted AI solutions pose significant risks, making internal development and continuous monitoring essential. Alec’s company, Artificial Intelligence Risk, Inc., deploys private AI within clients' firewalls, reinforcing security through governance and compliance measures. One key takeaway? Awareness is everything. Many organizations jump into AI without securing their systems first. I was particularly interested in the “aha moments” Alec’s clients experience when they see AI-driven security solutions in action.
AI Governance and Confidentiality Concerns
Alec shared a governance issue where a company implemented Microsoft Copilot—only to discover it unintentionally exposed confidential employee data. This highlighted a major concern: AI needs strict guardrails. Alec advocated for a “belt and suspenders” approach—limiting system access, assigning AI agents to specific groups, and avoiding over-reliance on super users who could inadvertently misuse AI. The lesson? AI governance isn’t optional; it’s a necessity.
AI Applications in Call Centers
AI’s potential spans across industries, and call centers are a prime example. Alec described a client who leveraged AI to analyze 150,000 call transcripts, leading to a 30% reduction in call length and an additional 30% drop in overall call volume—all thanks to AI-driven website improvements. Beyond customer service, AI is making waves in investment research, analyzing earnings calls and regulatory filings. I even shared a fun hypothetical—using AI to predict the Toronto Blue Jays’ performance—proving that AI’s applications go beyond business into fields like sports analytics.
AI Adoption, Security, and Privacy
Wrapping up, Alec and I discussed the double-edged sword of AI adoption. While AI presents massive opportunities, it also comes with security, ethical, and privacy risks. Alec emphasized the need for strong leadership in AI implementation, ensuring data quality remains a top priority. I pointed out that the fear of missing out (FOMO) on AI can lead companies to make reckless decisions—often at the cost of security. Alec’s company specializes in AI security solutions that safeguard against data breaches and attacks on Large Language Models, reinforcing the importance of a strategic, security-first approach to AI adoption.
 
Alec Crawford is Founder & CEO of Artificial Intelligence Risk, Inc., a company that accelerates enterprise Gen AI adoption - safely. He has been working with AI since the 1980’s when he built neutral networks from scratch for his Harvard senior thesis. He is a thought leader for Gen AI with a blog at aicrisk.com and podcast called AI Risk Reward. He has more than 30 years of experience on Wall Street with his last role being Partner and Chief Risk Officer for Investments at Lord Abbett.linkedin.com/in/aleccrawford
Our Story
Dedicated to shaping the future.
 
At AI Risk, Inc., we are dedicated to shaping the future of AI governance, risk management, and compliance. With AI poised to become a cornerstone of business operations, we recognize the need for software solutions that ensure its safety, reliability, and regulatory adherence.
Learn more
Our Journey
​
Founded in response to the burgeoning adoption of AI without proper safeguards, AI Risk, Inc. seeks to pioneer a new era of responsible AI usage. Our platform, AIR GRCC, empowers companies to manage AI effectively, mitigating risks and ensuring regulatory compliance across all AI models.
​
Why Choose AI Risk, Inc.?
​
Comprehensive Solutions: We offer an all-encompassing platform for AI governance, risk management, regulatory compliance, and cybersecurity.
Expertise: With extensive experience across industries and global regulations, we provide tailored solutions to meet diverse business needs.
Futureproofing: As AI regulations evolve, our platform remains updated and adaptable, ensuring businesses stay ahead of compliance requirements.
Cybersecurity Focus: Recognizing the unique challenges of AI cybersecurity, we provide cutting-edge solutions to protect against threats and ensure data integrity.
​​
Get Started with AI Risk, Inc.
​
Whether you're a large corporation or a budding startup, AI Risk, Inc. is your partner in navigating the complexities of AI implementation securely and responsibly. Join us in shaping a future where AI drives innovation without compromising integrity or security.

Innovation as a Catalyst for Growth: Insights from Dr. Bruce Vojak

Innovation as a Catalyst for Growth
Bruce and I had a deep dive into the role of innovation in driving organizational success, particularly for small and medium-sized businesses that have reached maturity. Bruce underscored the necessity of renewal—companies can't afford to stay stagnant. Not every innovation initiative will hit the mark, but every attempt offers valuable lessons. I couldn’t agree more. Innovation isn't just about flashy new ideas; it’s about fostering a mindset of curiosity and resilience.
People are at the core of innovation, and the right team can make or break an organization’s ability to evolve. We both recognized that hiring the right people is one of the toughest challenges leaders face, but beyond that, organizations need to cultivate a culture that encourages innovation. It’s not just about having the right tools or processes—it’s about creating an environment where ideas can thrive.
Innovation and Workplace Engagement
The reality is, workplace engagement is at an all-time low. I shared my concerns about the lack of innovation in many workplaces, referencing a Gartner study that found only 2 out of 10 employees are fully engaged. That’s a crisis. When organizations fail to innovate, they don’t just lose competitive advantage—they lose their people.
Innovation isn’t a luxury; it’s essential for progress. Leaders must be intentional about encouraging, investing in, and even demanding innovation. A practical step? Ask job candidates about their experience with innovation in their current workplace. Are they encouraged to think creatively? Do they have the freedom to test new ideas? Bruce echoed these sentiments, reinforcing the idea that engagement and innovation go hand in hand.
Rethinking Creativity in the Accounting Industry
Most people wouldn’t associate accounting with creativity, but Bruce and I explored why it’s critical for the industry. I emphasized the importance of curiosity and thinking beyond the traditional numbers game, while Bruce pointed out the role of pattern recognition and strategic inquisitiveness. It’s not enough to be curious—you have to direct that curiosity toward solving real-world problems. The firms that embrace this mindset will be the ones that thrive in an evolving market.
Intentionality, Motivation, and Avoiding Burnout
Another major topic we tackled was workplace motivation. Burnout is a productivity killer, and leaders need to recognize that being overwhelmed stifles both creativity and innovation. Organizations must create environments where employees feel supported, empowered, and able to navigate challenges effectively.
Self-motivation plays a crucial role here. The most innovative and successful people are those who take ownership of their growth and learning. Bruce and I agreed that renewal and change within an organization can be tough, but they’re necessary for long-term success. It’s about shifting the mindset from resistance to reinvention.
Bruce’s Work and Thought Leadership
We also discussed Bruce’s extensive work in innovation consulting. His book No Excuses, Innovation and his co-authored work Serial Innovators (both published by Stanford University Press) offer incredible insights for leaders looking to drive change. For those wanting to connect with Bruce and dive deeper into his work, his website and LinkedIn are great resources.
At the end of the day, innovation is about mindset, culture, and people. If organizations want to stay relevant, they need to embrace continuous learning, encourage experimentation, and create workplaces where people feel engaged and inspired to contribute their best ideas.
 Spanning a career at the intersection of business and technology, Bruce Vojak has experienced and explored innovation purposefully and variously, first established as a successful technology practitioner and executive in industry and later, in academia, conducting groundbreaking research on the practice of breakthrough innovation across a broad cross-section of large, mature companies and industries.He is co-author of "No-Excuses Innovation: Strategies for Small- and Medium-Sized Mature Enterprises" (Stanford, CA: Stanford University Press, 2022), "Serial Innovators: How Individuals Create and Deliver Breakthrough Innovations in Mature Firms" (Stanford, CA: Stanford University Press, 2012). A Senior Fellow with The Conference Board, he has served on the boards of JVA Partners, Micron Industries Corporation, and Midtronics, Inc.Before founding Breakthrough Innovation Advisors, LLC (https://www.breakthrough-innovation-advisors.com/), Bruce served as Associate Dean and Adjunct Professor in the top-ranked Grainger College of Engineering at the University of Illinois at Urbana‐Champaign. Earlier, he was Director of Advanced Technology at Motorola, held research and business development positions at Amoco Corporation and was on the research staff at MIT Lincoln Laboratory. He holds BS, MS, and PhD degrees in engineering from the University of Illinois at Urbana-Champaign and an MBA from the University of Chicago’s Booth School of Business.SOCIAL MEDIA LINKlinkedin.com/in/bvojak

Practical Authenticity: How Adam Malone Discusses Trust In Leadership

Adam Malone is a renowned keynote speaker, leadership consultant, and a father of five. In this episode, he shares insights on developing practical authenticity as a leader. Malone discusses how he learned to balance his inner drive for success with empathy and emotional intelligence, taming his "inner jerk" to become a more effective and respected leader. He covers topics such as building trust and empathy, managing teams across time zones, and the importance of soft skills for long-term success.
 
Bio: Adam Malone is a keynote speaker, leadership consultant, and father of five. He is known for his expertise in helping leaders and teams develop resilience, tenacity, and grit to achieve sustained high performance. Malone's insights on practical authenticity, emotional intelligence, and building trust-based cultures have made him a sought-after speaker and advisor.
Resources:
Text OPERATOR to 33777website: https://thetenaciousoperator.com/profile/posts
LinkedIn:  https://www.linkedin.com/in/adam-malone-a9100ba/
Leadership, Learning, and Team Building
Adam and Michael discussed the differences between being learned and being taught, with Michael emphasizing the importance of practical application in leadership roles. Adam shared his background in the corporate world and his transition into leadership consulting, citing his realization that he couldn't sustain his current pace and needed to build stronger teams. The conversation was described as organic and conversational, with Michael planning to sprinkle in topics about retention and culture. The meeting was expected to last about 20-25 minutes.
Transitioning From Individual to Leader
Adam and Michael discussed their personal journeys and the challenges of transitioning from individual contributors to team leaders. Adam shared his realization that he had been putting himself at the center of every decision, rather than empowering his team. He emphasized the importance of building trust and understanding that leadership involves delegating tasks and empowering others. Michael agreed, noting that many leaders struggle with this transition due to a lack of training and support. Both agreed that this shift in mindset and approach is crucial for effective leadership.
Leadership, Trust, and Employee Retention
Michael and Adam discussed the importance of leadership and trust in retaining employees and achieving success in organizations. Michael emphasized the need for leaders to understand their teams and provide them with the necessary tools and support to excel. He also highlighted the significance of having a strong operations leader who can see the big picture and make informed decisions. The conversation also touched on the challenges of retaining employees and the need for leaders to trust their people. The discussion concluded with a light-hearted reference to the upcoming Super Bowl.
Employee Retention and Economic Uncertainty
Michael and Adam discussed the importance of retention in organizations. Michael emphasized the need for action beyond just caring for employees, and highlighted the role of trust, communication, and empowering employees to be their best. Adam shared a Gallup statistic indicating that the number of employees looking to leave their jobs is still high, suggesting that companies are not yet fully recovered from the Great Resignation. He also expressed his opinion that companies are still cautious about posting roles due to economic uncertainty. The conversation ended with a sense of anticipation for potential future challenges in employee retention.
Hybrid Work Models and Employee Trust
Adam and Michael discussed the challenges organizations face in determining their hybrid work model. They agreed that organizations must be clear and consistent in their messaging about whether they are in-office, remote, or hybrid. They also highlighted the importance of avoiding hypocrisy in leadership, as it can erode trust and create resentment among employees. Michael further emphasized the need for organizations to consider their employees' financial well-being, as financial stress can lead to high attrition rates. Adam concluded by stressing the importance of organizations figuring out who they are and being consistent in their approach to work models.
Building Trust and Employee Growth
Adam discussed the importance of trust in organizations, emphasizing that it cannot be forced but rather earned through traits like empathy, authenticity, and logic. He highlighted the significance of understanding employees' needs, such as income stability and growth, and validating their feelings. Adam also stressed the importance of promoting employees based on their readiness and development of necessary skills, rather than just granting raises or promotions. He concluded by emphasizing the need for leaders to invest in their employees' growth and future opportunities.
Investing in Employee Development for Retention
Adam and Michael discussed the importance of investing in employee development to improve retention rates. Adam emphasized that simply offering more money when requested is not a sustainable solution. Michael used the analogy of Christmas presents to illustrate how short-lived the satisfaction from a salary increase can be. They agreed that investing in employees' professional development, such as pairing them with mentors and working on projects, can lead to better prepared and skilled employees who are more likely to stay with the organization. Adam also shared his personal experience of having a successful team member who was offered a promotion elsewhere, but chose to stay due to the opportunities provided by the organization.
Work Culture's Impact on Retention
Adam and Michael discussed the importance of a supportive work culture and the impact it has on employee retention. Adam shared his personal experience of choosing to stay in a company he loves over a potentially lucrative offer elsewhere, emphasizing the value of a positive work environment. Michael echoed this sentiment, recalling his own experiences during the dot-com era and the importance of finding a company that offers growth opportunities. They concluded the conversation by discussing how to find more information about Adam's work and his company, The Tenacious Operator.
Addressing Debt and Retention Challenges
Adam and Michael discussed the challenges faced by many Americans due to high levels of debt and the subsequent impact on their quality of life. Michael highlighted the importance of retention in organizations, as poor retention can lead to a decline in product and service quality. They also discussed the difficulties faced by certain industries, such as grain elevators and health insurance underwriters, in attracting and retaining younger generations.

Breakfast Leadership Minute: Unlocking Business Efficiency: Small Changes, Big Gains

Are you feeling the weight of inefficiency in your business? You're not alone. Many entrepreneurs struggle with time-wasting processes that drain energy and resources. But what if we told you that a few small changes could lead to significant gains?
First, take a closer look at your workflows. Streamlining tasks can save precious time. Consider using automation tools. Think of them as your new best friends. They can handle repetitive tasks, leaving you free for the creative stuff.
Next, engage with your team. Regular feedback can uncover hidden bottlenecks. A little communication can go a long way. Lastly, don't forget to measure your success. Tracking progress helps you identify what works and what doesn't.
Remember, efficiency isn't just about doing things faster. It's about doing things smarter. So, could your business benefit from being a little more efficient? Absolutely. Embrace change and watch your productivity soar.
Explore insights and strategies for success with Breakfast Leadership Network — your trusted source for leadership articles, shows, and beyond. Subscribe today to stay informed and inspired!    
LinkedIn: https://linkedin.com/in/michaeldlevitt
X: https://X.com/bfastleadership
Instagram: https://www.instagram.com/bfastleadership/
YouTube: https://youtube.com/@breakfastleadership?sub_confirmation=1
TikTok: https://www.tiktok.com/@bfastleadership

Unlocking Team Vanguard: Strategies for Workforce Success with Bryan Howard with Peoplyst

Summary
 
 
Discussing Workforce and Company Success
In the meeting, Michael and Bryan discussed their work and the importance of strong teams in creating great companies. Bryan, the owner and CEO of Peoplyst, a workforce consultancy, shared his experience in the people space for almost three decades. The conversation then shifted to Bryan's book, which Michael expressed interest in discussing further. The conversation ended with Michael's intention to delve deeper into the book's content and its relevance to creating thriving companies.
 
 
Building a Vanguard Team Culture
Bryan discussed the concept of a 'vanguard team' or ' super team,' which refers to individuals at the forefront of society, pushing boundaries and exploring new territories. He emphasized the importance of a growth mindset and a strong team culture for such teams. Bryan also mentioned a free assessment in his book that scores individuals on two axes: growth mindset and team strength. He explained that the highest score, a 75, would place someone in the vanguard quadrant. Bryan also discussed the characteristics of other quadrants, such as the ' monolith,' which represents teams with a fixed mindset but strong team culture. He used the example of newspapers that failed to adapt to digital technology, contrasting them with companies like the Huffington Post that thrived by embracing change. Bryan concluded that his book provides a 6-step methodology for building a vanguard team, starting with mindset.
 
 
Mindset's Role in Personal and Professional Growth
Michael and Bryan discussed the importance of mindset in personal and professional development. Michael shared his journey with burnout and how shifting his mindset helped him. Bryan emphasized the significance of mindset in opening up opportunities and overcoming limitations. They also discussed the mission concept, with Bryan suggesting that a clear mission is essential for an organization's success. Both agreed that having the right mindset makes the other steps easier and helps navigate ever-changing times.
 
 
Microsoft and Blackberry's Evolution Discussed
Bryan discussed the evolution of Microsoft and Blackberry, highlighting how both companies underwent significant changes in their mission and mindset to adapt to new market demands. He emphasized the importance of having a growth mindset and a strong team to pivot and reimagine a brand. Bryan also mentioned Satya Nadella's role in Microsoft's transformation, leading to increased success. Michael agreed with Bryan's points, noting the opportunities that arise from such shifts in mindset and mission.
 
 
Continuous Innovation and Adaptability
Michael and Bryan discussed the importance of continuous innovation and adaptability in business. They highlighted the example of Circuit City, which failed to adapt and eventually went out of business despite being a successful company in the past. They emphasized organizations' need for a roadmap or game plan to navigate challenges and listen to their people for valuable insights. They also stressed the importance of communication and the ability to pivot and be agile in response to changes in the market. Bryan mentioned his upcoming book, "People Problem Solved," which aims to provide a handbook for managers and leaders to help them solve their own people problems.
 
 
Rebranding: Lessons From Bryan's Experience
Bryan shared his experience rebranding his company from Mercury Performance Group to Peoplyst due to a trademark dispute. He initially trademarked the name and logo to protect his company's national and international presence. Still, he received a cease and desist letter from a European company claiming infringement on their trademark. Bryan rebranded his company after a lengthy legal battle to avoid further legal issues. The new name, Peoplyst, has been well-received and surpassed the previous company's top-of-funnel and mid-funnel marketing. Bryan emphasized the importance of resilience and adaptability in business and how it can lead to better outcomes. Michael agreed with Bryan's story and shared his experience working for a nonprofit that was going through a rebranding process.
 
 
Bryan Offers Book and Future Interview
Michael and Bryan had a productive conversation about Bryan's organization, Peoplyst. Bryan offered Michael's listeners a free copy of his book, "The Vanguard Edge," by emailing Bryan.Howard@peoplyst.com  with their mailing address. Michael expressed his appreciation for Bryan's time and generosity. They also discussed a future interview where Bryan would interview Michael. Michael mentioned that he had booked a time for this interview. They ended the conversation positively, with Michael promising to send the links to the edited conversation once it's live.
 
https://peoplyst.com/
Dive into The Vanguard Edge and discover Bryan Howard's groundbreaking approach to team development. This book is a treasure trove of insights and strategies designed to transform how teams operate and excel.
Within this book, you’ll discover:
How to cultivate a growth-oriented mindset that forms the foundation of a high-performing team.
Strategies for defining a clear and compelling team mission that aligns with your goals.
Techniques to structure your team for maximum efficiency, fostering innovation and adaptability.
The art of crafting and communicating a powerful team message that resonates and inspires.
Methods to measure and enhance team performance, turning metrics into a roadmap for success.
The Vanguard Edge is more than just a book; it's a guide to achieving operational excellence and team synergy. Each chapter gives you access to transformative concepts and practices that elevate your team's performance.
Embark on a journey of team transformation with The Vanguard Edge. Secure your copy today and start building a team that meets and exceeds expectations!
From the Author
I wrote The Vanguard Edge with a heartfelt desire to help you lead your team to success. This book is a practical toolkit, not just theories, born from my experiences and insights shared by accomplished leaders I've worked with.You'll find straightforward strategies, relatable stories, and easy-to-implement ideas to strengthen your team and leadership skills. Whether you're a seasoned pro or just starting, this book offers a clear path to unleash your team's potential.I invite you to explore the Vanguard Edge principles and begin your team's transformational journey. Inside the book, you'll find the address for our companion website, which offers additional tools and resources at no extra cost. It's my way of ensuring you have all you need to succeed.Thank you for considering The Vanguard Edge. Join me in creating a future where your team's triumph is inevitable.