Transformational Leadership Podcast
Transformational Leadership with Billy Martin is designed to help you to fulfill your leadership potential. The objective is to add value to you and provide perspective, encouragement, and solutions to the issues you face regularly as you become a transformational leader. For insightful posts on leadership, change and personal growth, and for more information, go to BillyMartin.info.
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6 Traits Shared by Successful Entrepreneurs
Mon, Feb 20, 2017
Check out the newest podcast episode on 6 traits shared by successful entrepreneurs
Curious - See things no one else does, you have to be a detective, you have to ask questions, but you have to ask the questions, no one else is.
Daylight - Just as race-car drivers keep their eyes fixed on the road ahead, creators focus on the future, knowing that where they go, their eyes go first.
Shifting - Creators continuously update their assumptions. In rapid succession, they observe, orient, decide, and act.
Failing Forward - They hone the skill to turn setbacks into successes.
Connectivity - You have to be able connect people and connect individuals to harness brain power that doesn’t necessarily think in the same ilk.
Generosity - In an increasingly transparent and interconnected world, generosity makes creators more productive.
Being and entrepreneur is challenging and hard work is key. However, you need to know that certain traits will give you a leg up on your competition in making your organization a success.
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Jump Start Your Company Goals
Sun, Jan 08, 2017
Check out the newest podcast episode:
Jump Start Your Company Goals
First, ask yourself (and your team) the following question: What one or two specific shifts would make the biggest difference for the success of my unit or for my own career?
Then, based on your answer to these question, engage your team and others in a rapid-cycle, high-energy innovative process — actions
To have your best year don’t be afraid to step outside your current paradigm and question it things. But you must couple that with action and execution Download File - 12.0 MB (Click to Play on Mobile Device) Listen To This Podcast (Streaming Audio)
Capturing & Creating Innovation
Mon, Aug 08, 2016
Check out this week's podcast show on Capturing & Creating Innovation
How much of innovation is inspiration, and how much is hard work? If it’s mainly the former, then management’s role is limited: Hire the right people, and get out of their way. If it’s largely the latter, management must play a more vigorous role: Establish the right roles and processes, set clear goals and relevant measures, and review progress at every step.
Innovation is real work, and it can and should be managed like any other corporate function. But that doesn’t mean it’s the same as other business activities.
As Peter Drucker so eloquently states, innovation is the work of knowing rather than doing.
How is innovation created:
Knowledge Innovation - knowledge innovations such as the computer, the automobile, an many other examples like this. Knowledge based innovations are vital to the ever changing economy. However, more than likely you many never have interact with a knowledge based innovation unless you’re an inventor. If you find yourself with a knowledge base innovation on your hands, be careful knowledge-based innovations can be temperamental and hard to direct. It’s not that they can’t be managed it just that you must have a good logistical system in place for them to be executed properly so you’ll be benefited.
Unexpected - Unexpected successes and failures are such productive sources of innovation opportunities. It behooves us as leaders to notice the unexpected success and failures and see how we can seize upon them for great innovation.
Viewpoint - A shift in viewpoint can create innovation. Look at something from a different perspective and it will clue you in on something that you never saw or thought about before.
Innovation requires knowledge, ingenuity, and, above all else, focus.
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How to Have a More Productive Week
Mon, Jul 11, 2016
Check out our newest Podcast Show on How to Have a More Productive Week
Vision Focused - Begin with the end in mind. It will help you to prioritize what’s important and what can be put on the back burner.
Positive Attitude - So much time and energy is used up by a bad mood. Productive individuals revel in the excitement of what they can accomplish
Start the Week Before the Week - Plan out your week the week before.
Say No - Don’t say yes to everything. In fact be very judicious in how you use your yes’s. By saying no to things, you’ll be saying yes to something important down the line.
Use Technology - There are a number technological items that will assist you in becoming more effective ~ such as Evernote, Nozbe, and my fav Trello. These will allow you to become a master of your schedule and be more efficient.
White Space - Create white space in your schedule.
In order to reach your goals and being more productive you have to create some guardrails and protect yourself so you can grow in a positive manner.
This means discerning the handful of things that help you get there so you can be more creative, innovative, and efficient during the week.
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Getting Your Employees to Offer Honest Feedback
Sun, Jun 05, 2016
Check out the newest Podcast Show on Getting your employees to offer honest feedback
Getting candid opinions from your direct reports can be difficult. But hearing messages from down the ranks is imperative for a healthy organization; including input from your company’s customers, feedback on your performance, and information from other departments or units.
How can you encourage your team members to have honest conversations with you and to speak up when it’s important?
Here are a handful of things I’ve suggest over the years that will help create an atmosphere of honest candor within the rank and file.
- Be explicit about the need for honesty.
- Listen, but don't judge
- Start small
- Model Candor and Openness
Eliciting honest, constructive feedback from employees can be difficult, but not impossible
While positive feedback encourages people to continue doing what they do well, it’s the constructive feedback that helps people and businesses, grow
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Creating a Vision that Excites
Mon, May 16, 2016
Check out the newest Podcast Show on Creating a Vision that Excites
You mustn’t just have a vision for the future you must have a clearly defined vision, because if the vision isn’t clearly defined then it’s really more of an idea or a dream
If you don’t have a clearly defined vision for the future, you’ll always return to the past.
So how do you create a vision that excites.
- Distill It - Is you vision easily repeatable? Your vision needs to be a simple short repeatable thing that everyone can say and understand.
- Paint the Picture - Employees need to have a sense of how their roles interweave with the larger goals of the company in order to take pride in the importance of their work and to do the best possible job on every project. Poor communication will hurt the execution of the vision.
- Keeping an Open Ear - Be an active listener. When people feel they are being heard especially if they don’t necessarily agree with the vision it will create credibility among the populous even those that aren’t the most ardent supporters of the vision.
When people are complaining it actually shows they are engaged with the vision.
The challenge as the leader is to take those complaints and channel them utilize them for positives with respect to the vision.
It’s important that we learn how to handle employee complaints in positive and healthy manner, thus creating a positive.
It’s important to get feedback from your team or direct reports which through active listening with will help you properly measure engagement.
To create an exciting vision, the best way to lead people into the future is to connect with them deeply in the present.
The best leaders are able to bring their people into the future because they engage in the oldest form of research - they observe the human condition. Download File - 17.6 MB (Click to Play on Mobile Device) Listen To This Podcast (Streaming Audio)
Mon, Apr 11, 2016
Check out newest Podcast Show on GroupThink
What Is Groupthink?
GroupThink occurs when a group values harmony and coherance over accurate analysis and critical evaluation.
GroupThink causes individual members of the group to unquestioningly follow the word of the leader and it strongly discourages any disagreement with the consensus.
Problem with GroupThink - the suppression of individual opinions and creative thought can lead to poor decision-making and inefficient problem-solving.
The Most Common Symptoms of Groupthink
Rationalizing prevents members from reconsidering their beliefs and causes them to ignore warning signs.
Stereotyping leads members of the in-group to ignore or even demonize out-group members who may oppose or challenge the groups ideas.
Self-censorship causes people who might have doubts to hide their fears or misgivings.
How to Prevent or Minimize Groupthink
However, there are steps that groups can take to minimize this problem. First, leaders can give group members the opportunity to express their own ideas or argue against ideas that have already been proposed. Breaking up members into smaller independent teams can also be helpful. More ideas that might help:
1. Initially, the leader of the group should avoid stating their opinions or preferences when assigning tasks. Give people time to come up with their own ideas first.
2. Discuss the groups ideas with an outside member in order to get impartial opinions.
3. Create an atmosphere where members feel free to cast a dissenting opinion. Don't discourage dissent or challenges to the prevailing opinion. Treat dissenting opinions them as an essential part of a solid outcome. Reframe differing opinions as a helpful and necessary part of the process.
To combat GroupThink you as the leader must create an environment where your team feels free to ask the challenging question Download File - 18.3 MB (Click to Play on Mobile Device) Listen To This Podcast (Streaming Audio)
Mon, Mar 14, 2016
4 Main Political Climates
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- Minimally politicized, where the atmosphere is amicable and team oriented
- Moderately politicized, where rules are sanctioned and conflict is not pervasive
- Highly politicized, where rules are invoked when convenient and conflict is pervasive
- Pathologically politicized, where rules are circumvented and conflict is long lasting and pervasive
Is Your Organization Dying?
Mon, Feb 22, 2016
3 Signs to look for if your organization is dying:
- The same results require double the effort
- The team has lost its swagger
- You deliver more excuses than results
4 Things You Can Do Fix it Right Away
- Revisit your strategy
- Fresh eyes
- Keep honest metrics
- Examine your budget
Recognizing a dying organization from within is challenging, most notice it when it’s too late
The one thing you can do to shift from a dying organization to a healthy organization is double down on innovation
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Mon, Feb 08, 2016
Organizations hoping to survive over the long term and wanting to stand the test of time need to do one thing and one thing only - remake themselves.
Companies and organizations that are successful will have to remake themselves into better competitors along the way.
There is a couple of presuppositions that need to be stated:
- Change is always uncomfortable
- Real change takes a long time
- The most successful change is when there is relational trust involved
When those involved with the change understand these presuppositions, it makes navigating through change substantially easier
First step in Leading Change is creating the need
Next step in Leading Change is to create a team of influencers who can execute the vision, strategic goals, and initiatives that come about to lead change
Then make sure the vision is clear - once the vision has been established form your strategic goals and initiatives that are birthed from those strategic goals
Next step is to start execution
- Start with behind the scene changes first then public changes
Change is most successful when there is a relational trust involved. Lead into those relational strengths you already have and you’ll see a lasting change that happens quicker than anticipated.
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How to Get People to Own the Mission
Mon, Jan 11, 2016
It’s important that your team has buy-in on a project. If they don’t you won’t get the result you want or the results you need in the time you want them.
Identify what ownership means.
- Communicate what you expect out of your team and what they can expect from you
Give your team a great environment in which real responsibility takes place
- Makes it a point to invest in them and then in turn give them permission to lead
Start by answering, “Why?”
- Give purpose to a mission, there must be a reason that resonates with your team.
When a team has buy-in it’s running like a smooth machine.
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What do you do as a Leader to Develop a Team that Gets Results
Mon, Dec 14, 2015
In a healthy organization, as leaders we are tasked with one and only one goal - get results
- Know who you can trust and who you can’t.
- Kill conflict
- Break the lone leader model
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Staying True to the Vision
Mon, Dec 07, 2015
If you want your organization to continue to grow you must make sure it stays true to the vision.
Always go back to WHY
Make the hard decisions
Don’t sweat the small stuff
Ultimately staying true to your vision is about being self aware
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Communicate to Motivate
Tue, Dec 01, 2015
Communication is vital if you want them to move with effectiveness
The ability to communicate is a skill that’s non-negotiable and will give you an edge over other managers and supervisors
Here are a handful of techniques that I’ve used over the years that have help me:
- Be focused on helping
- If you’re more focused on helping the listener, and less focused on yourself, that creates empathy between you and the hearer
- Get ahead
- Vision casting
- Likability factor
- You want people to understand that you’re a real person
As a leader it’s vital to communicate in a manner that motivates
Leadership naturally comes with a microphone, it’s your job to use it properly to not just benefit you or the organization but to benefit those you lead in a healthy manner
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How to Increase Accountability Without Incurring Distrust
Mon, Nov 23, 2015
How do you build the trust once you've increased the accountability.
1. Be honest right in the beginning
2. Take the time and meet as many individual contributors as you can as soon as you can
3. Be transparent with your team about your accountability
4. Ask for their advice
Increasing accountability can be beneficial for your organization if needed, but you have to do so with wisdom
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Motivating the Unmotivated Employee
Mon, Nov 16, 2015
Management would be easy if only everyone were highly motivated. But that’s like saying basketball would be simple if only everyone could dunk.
1. Use your positional power as a manager in a way that shows you don’t fully respect your employees as individuals
2. Take credit for a project one of your employees actually did most of the work on
3. Lose your temper
4. Don’t stand up for your employees when under personal or organizational attack.
5. Be emotionally stingy
Things to do to motivate an unmotivated employee
1. Align individual economic interests with company performance
2. Take a genuine interest in the future path of an employee’s career
3. Take a genuine interest in their work-life balance
6. Ask for their opinion
7. Do unto others as you would have done unto you
Motivating an unmotivated employee is about channeling a few things in the right manner to get your team going in the right direction
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Creating an Incredible Team Culture
Mon, Nov 09, 2015
Creating an Incredible Team Culture is vital - I can’t state this enough of how important that creating a great team culture is to the success of your department.
Your results are tied to the health of your team culture whether good or bad.
So how do you create an incredible team culture? Very simply it’s about having your team aligned with the mission and values of the organization.
All culture really is - is what your organization or department values as it’s played out in everyday operational tasks.
Culture is what you environment say you value.
Culture is the limits test for is the mission and vision statement in the day-to-day by your team.
That’s why if your team is aligned with the mission and values of the organization you will have a great culture.
Define your cultural filters
Introduce systems that reinforce culture
Equip and Empower
When the organizations values are lived out in the day to day operations, teams are effectively executing within the same rhythm which allows them to be more efficient
When a team has a split vision or doesn’t know the vision their thought process is all over the map and it delays them from executing with effectiveness.
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Creating a Great Leadership Environment
Mon, Nov 02, 2015
Creating a great leadership environment will have a couple of immediate benefits
1. Get the results they’re looking for faster
2. Direct reports to grow and become better leaders
3. Elevate you in the organization as the go-to person to be developing talent
How to Create a Great Leadership Environment
1. By being a leader worth following and I’m specifically referring to a person of integrity
2. Pour into into others
3. Allowing risks to take place
Giving people the freedom to fail and experiment will allow you to create an atmosphere
4. Putting the right people in place
You have to hire people who understand leadership and organizational development
When you create a great leadership environment, your employees are challenged to grow and team is more effective. Furthermore by creating a trusting work environment with great opportunities, you will increase your employees self-esteem and work ethic immediately.
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What does an Innovative Leader look like?
Mon, Oct 26, 2015
Steps to channeling the innovative leader within you:
1. Innovative Leaders question the question
2. Innovative leaders ask open questions
3. Innovative leaders understand on the details while keeping the overall vision in the forefront
4. Innovative leaders understand context
5. Innovative leaders redefine failure
6. Innovative leaders don’t see end-states, but rather next-states
7. Innovative leaders surround themselves with smarter people
8. Innovative leaders see challenges as opportunities
9. Innovative leaders visualize achievement
10. Innovative leaders ask for help
11. Innovative leaders are adaptable
12. Innovative leaders listen intently
13. Innovative leaders know that confidence is key
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Mon, Oct 19, 2015
Momentum is such a difficult thing to gain and such an easy thing to lose
What happens if you don’t have it? Can you regain it? And can you regain it quickly
1. Recognize and admit momentum is lost
When you admit momentum is lost, it forces decision making, which can be a very good thing
2. Plan for a good start
You never have to recover from a good start
3. Improve your systems
4. Measure the measurables
Facts are your friends, Numbers tell a story - use them to your advantage
5. Organize for success
Sometimes the answer to every problem is a properly placed person
6. Celebrate wins
For high-capacity leaders, they’re weak on celebration because leaders are always looking forward
7. Create new
New always generates momentum
8. Expand your leadership base
9. Remove complexity
10. Continually improve
Ending… Momentum is the secret sauce to being a team that gets noticed throughout the organization
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Mon, Oct 12, 2015
Automate where possible - Many parts of your business can be automated without sacrificing quality, try to find those places, it will free you up
Eliminate unnecessary meetings - We need to be careful to not have meetings just to have meetings
Sometimes something that can be address via email
Studies all prove anything over beyond 60 to 90 minutes are inefficient and are usually unproductive - only have meetings beyond that if it’s imperative.
A great resource if you’re looking for more on the subject is “Death by Meeting - By Patrick Lencioni”
Room design - sometimes a simple office design can recalibrate the ethos of your workspace
If your team is in cubicles, as there manager ask them if they want to switch cubicles to change it up and bring a renewed vigor
To-Do list - Systematically organize your day, you’ll be more efficient
I always get asked a question what’s the best app to use? I say the one that works best for you
Maintaining and enhancing productivity in the workplace is not always very easy to accomplish
You must be deliberate if you want to be efficient
Just a side note the most efficient way to build relationships with people is to put your phone down
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Engaging with Millennials in the Workplace
Mon, Oct 05, 2015
Millennials is the demographic born between 1980 and 2000, they are beginning there decent into the workforce.
This is a generation that has had a lot written about them and in some respects maybe gets a bad rap because they are just beginning to come into there own.
Millennials are a hard working group that is very altruistic
They view money from a different lens than any other generation
They would be willing to forego higher pay if they are able to work in a position that they are passionate about
Millennials they love their love job, but they aren’t in love with their organization.
They enjoy what they do, but it’s no big deal for them to switch companies
Millennials are fascinated by entrepreneurship. This speaks to a couple of things
- They want to be the boss
- They want to be involved
- They are intrigued by the risk proposition
If you’re a manager or supervisor of a millennial there are a number of things you need to know to get the most out of them.
- They need vision
Millennials are going to change the way workplace is similar the boomers did so many years ago
Many sociologists compare them to the Greatest generation
They are a modern version of the Greatest Generation in terms of they altruistism, work ethic, and always wanting to be better Download File - 20.1 MB (Click to Play on Mobile Device) Listen To This Podcast (Streaming Audio)
Maximizing Relationships to Maximize Results
Mon, Sep 28, 2015
We need to focus on relationships as much as we focus on results
If were too results driven we just shove people off to the side and eventually that will hinder our results
If were too relationship focus we will lose sight of results and won’t get the job done and that won’t be good for anyone
Are you asking people to just serve with there backs, not there with there brains?
Are you using them as puppets or do you value them as intellectual contributors to the overall vision of the team and the organization
Leaders want to help problem solve, they don’t want to just fill a hole
If you’re having a hard time drawing leaders to your team, it may be because they feel like you’re going to just plug them into a hole and use them for that instead of be the problem solvers
We are caretakers of the people in our path - take someone alongside you on your journey to develop them Download File - 19.0 MB (Click to Play on Mobile Device) Listen To This Podcast (Streaming Audio)
How to Avoid Burn Out
Mon, Sep 21, 2015
Burnout is a psychological response to more than just stress in today's show we talk about how to avoid this altogether
No matter who you are, what your background is, and what you do you can be a victim of burn out
The corporate climate is perfectly designed to sap the life right out of you
People in your company and on your team will praise you for working yourself to death…until you’re in your coffin
Have a coach or a mentor:
This will accomplish a couple of things
- It will help you process those thoughts when you talk it over with someone else
- It will allow you to get someone else’s perspective on the issue
- This is probably the most important one - it will break the power those emotions have over you
It’s easy for leaders to develop really unhealthy patterns and we call it leadership
A partially charged leader will never be what his team nor the organization needs in fact a partially charged leader will eventually find themselves outside looking in at the organization
To avoid burnout you need to be a fully charged leader. What do you need to do to be a fully charged leader:
- Get sleep
- Create guardrails
- Know yourself
It’s important to be a fully charged leader - A fully charged leader will accomplish more than a partially charged leader, every time.
And one other side note - if a leader isn’t optimistic, then whatever they leads will never reach it’s potential
You can’t avoid stress but with wisdom you can avoid burnout
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How Do You Keep Growing As A Leader?
Mon, Sep 14, 2015
How do I keep growing as a leader? In all my years of coaching this is the one question I get the most, whether people ask directly or indirectly?
Here are some thoughts from today's show:
I’ve learned so much from people I don’t necessarily agree with
As leaders we’re not hired to be creative or unique we’re tasked with leading well
Surrounding yourself will help those that inspire, challenge, and affirm will allow us to grow
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