345: Never Lead Alone: From Leadership to Teamship

345: Never Lead Alone: From Leadership to Teamship

345: Never Lead Alone: From Leadership to Teamship

What if the key to leadership wasn’t leading at all, but learning to share accountability and grow together as a team? In this conversation with Keith Ferrazzi, you’ll hear a fresh perspective on how to replace outdated leadership models with “teamship”—a culture where people lift each other up, challenge one another with honesty, and work toward shared success. You’ll learn practical ways to create candor, build psychological safety, and encourage resilience so your team thrives even when navigating tough conversations.

Keith brings these concepts to life with stories, tested practices, and simple tools you can start using right away. He explains how methods like “stress testing,” candor breaks, and energy checks transform group dynamics, helping teams shift from avoidance and silence to openness and trust. This episode is full of strategies that don’t just improve collaboration—they create lasting bonds and higher performance.

Keith is the best-selling author of books you’re probably familiar with, like Never Eat Alone, Who’s Got Your Back, and Leading Without Authority. This interview focused on his latest book, Never Lead Alone: 10 Shifts from Leadership to Teamship.

You’ll discover:

  • Why “never lead alone” is more than a slogan—it’s a new way of working.
  • A proven method for giving and receiving feedback that strengthens relationships.
  • How vulnerability and energy checks foster deeper trust and empathy.
  • Ways to move from conflict avoidance to courageous conversations.
  • Practical strategies for enhancing collaboration, both in real-time and asynchronously.

Watch the episode:

Connect with Keith

      

Listen to the Grow Strong Leaders Podcast on Apple Podcasts
Listen to the Grow Strong Leaders Podcast on Spotify
Listen to the Grow Strong Leaders Podcast on Amazon
Listen to the Grow Strong Leaders Podcast on Pandora
Listen to the Grow Strong Leaders Podcast on YouTube
Listen to the Grow Strong Leaders Podcast on iheartradio
Leader-team communication and character skills

Grow Strong Character

Dennis E. Coates, Ph.D.

Connect with Your Team Book - Grow Strong Leaders

Connect with Your Team

Dennis E. Coates, Ph.D.,
and Meredith M. Bell
Connect with Your Team Book - Grow Strong Leaders

Peer Coaching Made Simple

Dennis E. Coates, Ph.D.,
and Meredith M. Bell

343: Breaking Barriers at the NFL with Authentic Leadership

343: Breaking Barriers at the NFL with Authentic Leadership

343: Breaking Barriers at the NFL with Authentic Leadership

What does it take to lead in a world where the odds are stacked against you? Jennifer Langton’s remarkable journey from being the only girl on an all-boys lacrosse team to becoming the NFL’s first Vice President of Player Health and Safety is filled with lessons on courage, authenticity, and strategic visibility.

Her early sports experiences taught her the value of letting your work speak for itself and knowing when to step forward—or step back—to build trust and credibility. Those lessons became the foundation for her “Connect, Trust, Grow” leadership model, which she’s applied at the highest levels of professional sports and business.

Jennifer shares stories of resilience, innovation, and determination, from overcoming personal loss and career-ending injuries to pioneering concussion prevention initiatives that transformed the NFL’s approach to player safety. You’ll hear how she’s led groundbreaking projects, navigated male-dominated environments with confidence, and inspired teams to embrace change—even when resistance was high. Her insights will challenge you to rethink how you lead, influence, and create lasting impact.

Jenny is an award-winning strategic executive who’s known for her ability to drive innovation and positive change. She was an executive with the NFL for 15 years, where she spearheaded initiatives that revolutionized sports safety, including the development of an AI platform to predict injuries, impacting not only football but all sports and several other industries. She’s now focused on delivering keynote speeches and providing advisory services to companies.

You’ll discover:

  • Why authenticity can build trust quickly
  • How “strategic visibility” can accelerate your influence
  • Jennifer’s three-part model for leadership
  • Ways to overcome resistance and inspire innovation in any setting
  • How to turn adversity into a catalyst for growth and success

Watch the episode:

Connect with Jennifer

  

Jennifer’s Website

Jennifer Langton, Inc.

Listen to the Grow Strong Leaders Podcast on Apple Podcasts
Listen to the Grow Strong Leaders Podcast on Spotify
Listen to the Grow Strong Leaders Podcast on Amazon
Listen to the Grow Strong Leaders Podcast on Pandora
Listen to the Grow Strong Leaders Podcast on YouTube
Listen to the Grow Strong Leaders Podcast on iheartradio
Leader-team communication and character skills

Grow Strong Character

Dennis E. Coates, Ph.D.

Connect with Your Team Book - Grow Strong Leaders

Connect with Your Team

Dennis E. Coates, Ph.D.,
and Meredith M. Bell
Connect with Your Team Book - Grow Strong Leaders

Peer Coaching Made Simple

Dennis E. Coates, Ph.D.,
and Meredith M. Bell

342: The Group Intervention That Transformed a Team

342: The Group Intervention That Transformed a Team

342: The Group Intervention That Transformed a Team

What do you do when one person’s behavior is quietly eroding the trust and teamwork of your group—and no one wants to speak up? In this episode, I share a true story from my own leadership journey where I faced that exact challenge. You’ll hear how I guided four frustrated team members through a structured, respectful process to share their concerns directly with a colleague—and how that meeting became one of the most transformative moments of my career.

You’ll discover the simple 4-step feedback model we used, why it’s so effective in preventing defensiveness, and how it can turn even the most difficult conversations into opportunities for connection. You’ll also hear an unexpected twist that shifted the entire dynamic in the room and led to deeper trust, openness, and collaboration than the team had ever experienced before.

I’m the co-founder and president of Grow Strong Leaders. We’ve created online resources that help leaders strengthen their character and communication skills to build strong relationships and inspire others to perform at the highest level. ​

You’ll discover:

  • Why waiting too long to address an issue can backfire
  • A 4-step framework for giving feedback with clarity and care
  • How to prepare people so emotions don’t derail the message
  • The surprising moment that turned confrontation into connection

Watch the episode:

Connect with Meredith

          

Listen to the Grow Strong Leaders Podcast on YouTube
Listen to the Grow Strong Leaders Podcast on Apple Podcasts
Listen to the Grow Strong Leaders Podcast on Pandora
Listen to the Grow Strong Leaders Podcast on Spotify
Listen to the Grow Strong Leaders Podcast on Amazon
Listen to the Grow Strong Leaders Podcast on iheartradio

Connect with Your Team

Mastering the Top 10 Communication Skills

Peer Coaching Made Simple

How to Do the 6 Things That Matter Most When Helping Someone Improve a Skill

341:  Live & Lead with Passion and Purpose – Not Caution

341: Live & Lead with Passion and Purpose – Not Caution

341: Live & Lead with Passion and Purpose – Not Caution

Are you holding back in ways you don’t even realize? In this candid and inspiring conversation, Dr. Tom Olson invites you to take a hard look at how fear of change and a need for safety can quietly run your life. He shares powerful stories from his own journey, including the leap that led to his PhD, and offers practical ways to shift from playing it safe to making bold, intentional choices.

We talk about what it really means to lead—at work, at home, and in your own life. Tom explains how to stop giving away your power, how to support others without fixing them, and why emotional intelligence makes all the difference in leadership. You’ll walk away thinking differently about risk, responsibility, and what’s truly possible when you take the helmet off.

With over 30 years of global experience, Tom is a highly sought-after coach, trainer, and researcher who has transformed lives through his dynamic, innovative approach to personal and professional development. He’s affectionately known as Dr. Tom by his clients throughout the world, with a stellar reputation for providing impactful coaching and training to leaders and teams. His work empowers clients to unlock their potential and overcome their greatest challenges.

Tom is the author of the acclaimed book, Don’t Die With Your Helmet On, which has inspired leaders and professionals to embrace purpose, resilience, and action.

You’ll discover:

  • What Tom means by “don’t die with your helmet on” (and why it matters)
  • Why fear often shows up looking “reasonable”
  • The questions that help you take back control
  • A healthy way to challenge team members stuck in victim thinking
  • How strong leaders build engagement through shared power

Watch the episode:

Connect with Tom

  

Related Podcast Episodes

149: Becoming a Highly Effective Leader

 

Listen to the Grow Strong Leaders Podcast on Apple Podcasts
Listen to the Grow Strong Leaders Podcast on Spotify
Listen to the Grow Strong Leaders Podcast on Amazon
Listen to the Grow Strong Leaders Podcast on Pandora
Listen to the Grow Strong Leaders Podcast on YouTube
Listen to the Grow Strong Leaders Podcast on iheartradio
Leader-team communication and character skills

Grow Strong Character

Dennis E. Coates, Ph.D.

Connect with Your Team Book - Grow Strong Leaders

Connect with Your Team

Dennis E. Coates, Ph.D.,
and Meredith M. Bell
Connect with Your Team Book - Grow Strong Leaders

Peer Coaching Made Simple

Dennis E. Coates, Ph.D.,
and Meredith M. Bell

Lift People Up with Constructive Feedback

Lift People Up with Constructive Feedback

LIFT PEOPLE UP WITH CONSTRUCTIVE FEEDBACK

By Dr. Denny Coates

Have you ever noticed someone doing something ineffective, unauthorized, inconsiderate, dangerous, or even illegal? Maybe you felt the urge to confront them. Maybe you were so surprised and upset that you reacted emotionally, expressing your dismay with a harsh comment. In other words, with criticism, instead of constructive feedback.

“What do you think you’re doing?”

“Why did you do that?”

“That wasn’t very smart….”

“I’ve told you I don’t know how many times…?” 

Nobody Is Perfect

While it’s perfectly natural to get upset with behavior that disappoints or offends you, people react badly to criticism. Sometimes a person has good intentions but has forgotten what is expected or is so distracted that they make a mistake. No one is perfect. Also, criticism fails to acknowledge the possibility that the person you’re trying to correct may well “get it right” most of the time. So it’s human nature for the recipient to resent the implication that they are inadequate or flawed in some way. This is why criticism is usually perceived as a personal attack rather than helpful input.

And yet, pointing out problem behavior is almost always the responsible thing to do.

Begin and conclude your feedback with positives. This is what makes feedback constructive.

What’s needed is a way to communicate the kind of feedback that inspires someone to do their best. Because it purposefully reinforces the other person’s strengths, this approach is called constructive feedback. It goes like this:

  • Pause before reacting: “When you feel upset and want to criticize, take two deep breaths. That short pause helps you respond calmly so the other person stays open to hearing you.”
  • Lead with a positive: “I’ve noticed how effective you are when speaking with our clients. That confidence builds trust and makes them eager to work with us.”
  •  Describe the problem behavior: “This morning I overheard you explaining our onboarding process. Instead of describing how we do it, you focused on the problems with other approaches, which could leave clients unsure about our own value.”
  •  Conclude with the consequence: “When negatives are emphasized, customers may feel confused or even doubtful. Clear, positive explanations keep their confidence strong.”
  •  Respond with listening: If the person reacts strongly to your feedback, take time to listen and understand their perspective. This shows respect and often helps them accept your input more fully.
  •  State the behavior you want: “I’ve seen you get excellent results when you spotlight our innovative approach. When you do that, customers quickly see the advantages of choosing us.”
  •  Finish with encouragement: “Yesterday I heard you highlight how our onboarding process saves clients time, and you explained it with real enthusiasm. When you focus on our strengths, customers feel confident they made the right choice with us.”

The "Feedback Sandwich"

The idea is to begin and conclude your feedback with positives. This is what makes feedback constructive. With practice, constructive feedback will become your go-to alternative to criticism.

You can learn more about listening to understand and constructive feedback —two very powerful skills described in the how-to book, Connect with Your Team: Mastering the Top 10 Communication Skills.

Connect with Your Team

Mastering the Top 10 Communication Skills

Dennis E. Coates, Ph.D.,  and Meredith M. Bell

340: Equip First-time Managers to Lead

340: Equip First-time Managers to Lead

340: Equip First-time Managers to Lead

 

What can you do to set up your frontline leaders for success from Day 1? This episode with Matt Gjertsen explores the essential skills and strategies new managers need to transition smoothly from individual contributor to effective leader. Find out how to help them shift from being the “answer person” to empowering their teams, asking better questions, and building trust that leads to stronger results.

Matt shares specific ways to guide new leaders in interviewing and hiring, holding meaningful development conversations, and setting realistic expectations around career growth. Whether you’re supporting first-time managers or looking to strengthen your leadership pipeline, you’ll gain actionable tools to help them thrive and positively impact their teams.

Matt is a graduate of the United States Air Force Academy and a former Air Force Instructor Pilot with 2500 flight hours. After leaving active duty, he spent over 4 years at SpaceX, leading the training and development team, before founding Better Every Day Studios in 2021. Matt has continued his career in the U.S. Air Force Reserves as a Lt. Colonel supporting Space Systems Command.

Matt’s 20 years of experience working with and leading high-performing teams all over the world have given him a unique perspective on what it takes to lead teams in this ever-changing world. He and his team at Better Every Day Studios are on a mission to train better managers, build better companies, and create a better world.

You’ll discover:

  • What new leaders need to navigate the shift from individual contributor to manager
  • How to coach them on interviewing and hiring using the 70-30 rule
  • Why development conversations should focus on growth, not just tasks
  • How to set clear expectations around promotions and career development
  • Ways to help new managers balance reinforcing and redirecting feedback

Watch the episode:

Connect with Matt

Matt’s Website

Better Every Day Studios

Listen to the Grow Strong Leaders Podcast on Apple Podcasts
Listen to the Grow Strong Leaders Podcast on Spotify
Listen to the Grow Strong Leaders Podcast on Amazon
Listen to the Grow Strong Leaders Podcast on Pandora
Listen to the Grow Strong Leaders Podcast on YouTube
Listen to the Grow Strong Leaders Podcast on iheartradio
Leader-team communication and character skills

Grow Strong Character

Dennis E. Coates, Ph.D.

Connect with Your Team Book - Grow Strong Leaders

Connect with Your Team

Dennis E. Coates, Ph.D.,
and Meredith M. Bell
Connect with Your Team Book - Grow Strong Leaders

Peer Coaching Made Simple

Dennis E. Coates, Ph.D.,
and Meredith M. Bell