“Dark moments often spark bright ideas. It’s time for us to be willing to look beyond the superficial. It’s time to explore further. It’s time to deeply listen.”
Welcome to The Executive Shaman Podcast
Welcome to The Executive Shaman Podcast. Here, Executive Shaman Dr. Krystal White and other Thought Leaders chat for 30-minute about all things related to transformational leadership.
Listen in to be entertained, educated and engaged by the real-life (often imperfect) application of leadership models, evidence-based research, and innovative ideas.
This is a time in human history that demands more of us. We need to bring more of our true selves into every aspect of our lives. In particular, our professions need our souls present.
We’re on a journey, and invite you along.
50 episodes in a year. While there are too many individuals to name here, each cohost contributed insight, heart, meaning and partnership to this work. Tune into hear a few highlights, lessons, and reflections from the first season of Season 1. Bekah (awesome ESP editor) you are the best. This unedited, sloppy and noisy episode simply magnifies how much of a positive impact you’ve made. I am deeply humble and more ready and willing than I ever was.
Security and stability are essential needs, driving many beliefs, emotions and behaviors. We expect things to stay the same, and yet also live in a very uncertain world. Change occurs naturally. Whether we want it, are ready for it, or understand it—things change. Transformation, however, requires insight, compassion and courage. It is the type of change where we genuinely progress, with absolute resolution. Most of us don’t do the latter, so we can’t fully do the former. Don and Krystal discuss some key tricks of personal and teams that compel us through the stages of transformation.
We all have “egos,” or our standard self operating system. We often go about our tasks so quickly, or when want something to work so much, that we fail to see ourselves fully. We interact without having awareness of the impact we have on others—both beneficial and unhelpful. COL (retired) Laterza and Krystal discuss the imperative of leaders to understand and manage their egos, and for senior leaders to help those they lead improve their self awareness. His leadership philosophy underscores this principle. Leadership = character X competence. We all could use training and coaching for us to match our ideal character with our external presence. Today’s podcast offers guidance on what this looks like in realistically at work.
Is your training effective at building, sustaining and enhancing new skills? How you “teach an old dog new tricks” requires repetitive experience. Educators, instructors, trainers, and those in healing professions want their information to make a difference in the student’s real life. Yet many of us don’t know how to shape learning environments to transfer into real life results. Today, Lindsey and Krystal discuss tips to do just that, and how having a talented team member solely responsible to assess transfer is essential for true learning success.
Awesome work cultures engender amazing customer service. What is the difference between contexts where the customer is catered to (often at the expense of the employee) versus those where the customer actively participates (often for mutual benefit)? What do on the ground, customer service staff need from their leaders? Alex (who has been in this position for over 30 years!) and Krystal provide clear direction on how to help this population, sharing personal and evidence based lessons.
You can be analytical and curious as the same time. And yet, the impact of your analysis is amplified by curisoity (rather than the other way around!). Curiosity requires a state of open observation. This trait, which spans from explorers to scientists, social progressive movements to toddlers, requires practice and organization. Leaders who use curiosity consciously are often named as big contributors to teams. Curiosity as a SHARED discipline creates forward moving results. COL Stamp, Commander of Lakenheath Medical Hospital in the UK, discusses how he nurtures his own and his team’s curiousity. Together, he and Krystal offer guidelines on how to start being and “doing” more curious.
HIgh performing teams don’t happen naturally. Like gardening, they require the correct soil (culture) and the correct gardening (leadership). Sometimes they need good fertilization as well. As leadership and organizational engagement and wellbeing facilitators, Michael and Krystal aim to cataylze the growth of influential teams.
Having a group of talented, successful individuals is not sufficient any longer to obtain clear goals, much less the complex ones modern organizations and teams tackle. High performing teams require conscious investment, group training, and a sustained “maintenance” practice schedule. Too often, executive leaders and chief leaders aren’t adequately prepared, genuinely aware, or properly resourced to perform together as a team. IMichael and Krystal continue the conversation from podcast #44, pointing out conceptual and behavioral signs of a high performing team.
Reflecting on the last month, name the percentage of time that you performed at your best at work? in your personal life? How good do we feel day in and day out? In the last decade, prominent evidence has emerged indicating that our brains operate in different “states.” A useful simplification of the findings: your brain performs on a continuum from “survival” mode to “growth/evolution” mode. Michael and Krystal explain science based models of performance that inform leadership effectiveness. Individual leadership performance has the largest impact on the functioning of a team. Training your brain and body to perform optimally, and then helping others do the same, is a thought leaders core responsibility. Tune in to discover what these states look like, and how to shift into your best brain, and lead others to do the same.
We all SAY we want diversity, but many of us don’t know HOW to engender it. And MOST of us aren’t willing to examine how our (real) biases, proclivity to conform, and self-interests show up in day to day life. We have biological, social and psychological impulses to see ourselves as “good” and to keep things manageable. AND: we want to experience true synergy and innovative collaboration. Today, Krystal and Royce go beyond external issues of diversity and discuss diversity of our minds—one outcome compassionate thought leaders tend to embrace.
High performing leaders are conscious followers. COL Newland and Krystal discuss a simple model to understand how much support leaders provide when giving a task/project/order. It sets clear and energy saving expectations for the leader to be aware of what the follower needs. And it provides a clear developmental pathway that aims for more confidence, independence and competence for the relationship and not just the individuals involved.