Strategies for Tomorrow's Leaders

What happens when fear, uncertainty, and limiting beliefs start driving leadership decisions? In this episode of Strategies for Tomorrow's Leaders, we explore how leaders can rewire fear, shift their thinking, and lead themselves more effectively — especially in times of change. This conversation looks beneath strategy and tactics and focuses on the inner work that shapes how leaders show up. We talk about fear and curiosity, how language rewires the brain, why labels quietly limit growth, and what it really means to lead from awareness instead of reaction. Rather than pushing motivation or quick fixes, this episode offers grounded insights and practical reflections leaders can apply immediately — at work and in life. If you're navigating uncertainty, pressure, or self-doubt, this episode will help you slow down, ask better questions, and make decisions from clarity instead of fear. What You'll Learn in This Episode Why fear doesn't exist in the present moment — and why that matters for leaders How curiosity helps leaders overcome fear and uncertainty The hidden cost of labels and limiting beliefs in leadership Why the words leaders use shape how they think and decide How self-awareness strengthens leadership confidence and choice About the Guest Martine Cohen is a transformational life strategist, leadership coach, and award-winning author of No More Layers. Her work focuses on self-leadership, awareness, and helping leaders reclaim personal power from the inside out. Why This Episode Matters Leadership isn't just about having answers — it's about understanding what's driving your decisions. This episode helps leaders step out of fear-based patterns and into intentional, values-driven leadership. Connect with Martine Cohen: LinkedIn: https://www.linkedin.com/in/martinecohennml/ Email: [email protected]

In a world where the word most leaders use is "uncertain," what does it really take to build something that lasts? In this episode, Mike talks with Sarah Englade, Founder and CEO of Monarch Talent Solutions, about launching and growing a recruiting firm in 2020—when companies were laying people off, not hiring. Sarah shares how a COVID layoff pushed her to bet on herself, why KPIs and processes are non-negotiable, and how she built a relationship-first recruiting brand in a noisy, skeptical market. They dig into the mindset shifts that separate entrepreneurs who keep going from those who quietly quit, the role of belief when the numbers aren't there yet, and how time blocking keeps you out of "tension-relieving" activity and focused on what truly moves the ball. If you're leading a business, a team, or your own career through uncertainty, this conversation gives you practical handles—not theories—you can put to work this week. Highlights How a COVID layoff became the catalyst for Sarah to launch Monarch Talent Solutions The difference between working in KPI-driven environments vs. "no metrics, total chaos" Why Sarah "lives for KPIs and processes" and how they actually protect culture and standards The candidate and client follow-through processes that turn transactions into long-term relationships Building a credible brand without "infomercial" content or constant self-promotion Using market intel and real conversations to position yourself as a trusted guide The biggest early hurdle: mindset, not circumstance How time blocking keeps you out of the swirl and focused on goal-achieving work Starting each day with the task you least want to do — and why that moves the needle most Next Steps for Listeners Audit your KPIs: Ask yourself, "What are the 3–5 activities that actually drive results for my team or business?" Turn those into visible, trackable KPIs. Design one follow-through process: Choose either candidates, clients, or customers and map a simple sequence: How often will you touch them? Through which channels? What value will you bring each time? Time block your week: Take Sarah's playbook and dedicate specific days or blocks to different priorities (e.g., candidates early in the week, business development later). Start tomorrow with the hard thing: Before you end your day, write down the one task you're resisting — and commit to tackling it first thing. Connect with Sarah: Reach out to Sarah Englade on LinkedIn (https://www.linkedin.com/in/sarah-englade/) or email her at [email protected] if you want to go deeper on recruiting, branding, or building a relationship-first search firm. Stay in the conversation: Follow Strategies for Tomorrow's Leaders and share this episode with another entrepreneur or leader who's navigating uncertainty right now

Making Belief Practical—From Hiring to Customer Experience Introduction: In Part 2, we get into the how. Matt walks through what belief looks like in action—from hiring people who align with your culture, to defining values in ways people can actually use, to building customer experiences that transform relationships. This is packed with real stories from Apple, Nordstrom, and other brands that got it right, plus Matt's CADET framework that changes how you think about every interaction. Summary: We tackle the practical side of building belief-driven cultures. Matt shares how to hire for cultural fit and belief (not just skills), and walks through his experience scaling Apple retail from 10,000 to 25,000 employees without losing their DNA. We dig into why values are meaningless without tangible definitions, the power of storytelling in creating shared understanding, and the CADET framework for customer experience. Matt also explains why incentives must align with desired behaviors, using real examples of what happens when they don't. Key Highlights: Apple hired for people who loved the brand and wanted to serve, not for product expertise—then trained them Values need tangible definitions: what does "kindness" look like, sound like, feel like in your specific organization? The CADET framework: Connect, Assess, Deliver, Exceed, Transform—and why you can't skip steps Incentives and behaviors must align, or your culture breaks down (the e-commerce returns example) Key Takeaways: Hire for belief, train for skill. Look for alignment with your mission and values first, then build competence. Define your values in observable terms. Don't just say "kindness"—describe what it looks like in action and what it doesn't look like. Use storytelling to build culture. Get your team to share transformational experiences, then identify the common threads. Deliver flawlessly before trying to exceed. Master the basics (stated needs) before attempting to wow people with extras. Remove barriers to desired behaviors. If you want certain actions, make sure your incentive structure supports them, not fights them. Next Steps for Listeners: Pick one of your company values. Can you describe it in specific, observable terms? If not, gather your team and define it together using stories. Review your last few hires. Did you prioritize skills or cultural alignment? What would change if belief came first? Walk through a customer or employee experience using CADET. Where are you trying to "exceed" before you've "delivered"? Connect with Matt on LinkedIn.

Title: What Happens When Love Enters the Boardroom (Part 2) Guest: Kelly Hall — Author of Love Works: Transforming the Workplace with Purpose and Authenticity Intro If Part 1 asked us to bring our whole selves to work, Part 2 asks: How? Kelly Hall returns to share how she learned to lead from love — through crisis, coaching, and experience. A former finance executive turned leadership expert, Kelly discovered that love and high performance aren't opposites — they're fuel for each other. Together, she and Mike explore the tools that turn emotion into insight, chaos into clarity, and leadership into a relationship worth following. What This Part Covers Emotional intelligence and the "second thought" that defines mature leadership. Why pausing for clarity leads to better decisions than rushing for control. The shift from "commander" to "coach" — and what that means in real life. How consent-based decision-making builds trust and buy-in. The science of love as energy — and why caring deeply drives performance. Highlights "Your first thought isn't a choice — but your second one is." "Sometimes the most productive thing you can do is pause." "Love is power, not weakness." "When leaders go last, people start to think for themselves." "Replace delegation with enrollment — don't assign work, invite ownership." Takeaways Lead last. Listen first. Create clarity by slowing down before speeding up. Turn reaction into reflection — pause before you decide. Empower others to make decisions, not just execute them. Redefine ego: use it to serve your people, not control them. Next Step for Listeners In your next meeting, go last. Let the room breathe. Listen without fixing — and notice what shifts when you trust the process more than the plan. Connect with Kelly Hall.

Title: What Happens When Love Enters the Boardroom (Part 1) Guest: Kelly Hall — Author of Love Works: Transforming the Workplace with Purpose and Authenticity Intro What happens when a business leader says the word "love" in a boardroom? Kelly Hall found out firsthand. After two decades leading global teams in industries where performance ruled, Kelly began exploring what happens when we let emotion — empathy, compassion, and yes, love — belong at work. In Part 1, Kelly and Mike unpack the tension between results and humanity: why we've been trained to separate who we are from what we do, and how reconnecting the two builds teams that trust, engage, and stay. What This Part Covers Why "love" still feels taboo in corporate culture — and why that's changing. Kelly's story of being told to remove the word "love" from a presentation to investors. The danger of leaving parts of ourselves at the office door. Mike's moment of authenticity: going from "Michael" to "Mike." Redefining psychological safety and what it really looks like in action. Highlights "It's scary to bring your emotions to work — and that's a tragedy." "The best leaders put their hand on your back, not their thumb on your head." "Safety doesn't mean comfort. It means you can stretch without fear." "When leaders show up as their whole selves, it gives everyone else permission to do the same." Takeaways Real leadership is relational, not positional. Love is just another word for deep respect and care. Authenticity isn't a soft skill — it's a performance advantage. Create spaces where people can make mistakes and still belong. Growth happens when people feel safe enough to stretch. Next Step for Listeners Ask yourself: Do people on my team feel safe to tell me the truth — even when it's uncomfortable? This week, lead one conversation from curiosity, not control. Connect with Kelly Hall.