🔥 𝑇𝑟𝑎𝑛𝑠𝑙𝑎𝑡𝑖𝑛𝑔 𝐿𝑒𝑎𝑑𝑒𝑟𝑠ℎ𝑖𝑝 𝑇ℎ𝑒𝑜𝑟𝑦 𝑖𝑛𝑡𝑜 𝐸𝑣𝑒𝑟𝑦𝑑𝑎𝑦 𝐴𝑐𝑡𝑖𝑜𝑛 🔥 

🎓 𝐄𝐝𝐮𝐜𝐚𝐭𝐨𝐫. 𝐑𝐞𝐬𝐞𝐚𝐫𝐜𝐡𝐞𝐫. 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐏𝐫𝐚𝐜𝐭𝐢𝐭𝐢𝐨𝐧𝐞𝐫.
For 18 years, I’ve explored what makes leadership work in classrooms, boardrooms, and communities. As a long-time Professor of Management at John Carroll University and Instructor at Southern Methodist University’s Cox School of Business Executive Education, I bring academic rigor to the practical realities leaders face e͟v͟e͟r͟y͟ ͟d͟a͟y͟. I’ve taught thousands of students and professionals, helping them turn insight into influence.

📚 𝐀𝐮𝐭𝐡𝐨𝐫. 𝐏𝐨𝐝𝐜𝐚𝐬𝐭𝐞𝐫. 𝐂𝐨𝐧𝐧𝐞𝐜𝐭𝐨𝐫.
I’ve co-authored five books and published more than 60 peer-reviewed articles on leadership. I also host Practical Wisdom for Leaders, a podcast ranked in the top 2.5% globally, and write a weekly newsletter for professionals looking to quickly elevate their knowledge.

🏢 𝐒𝐩𝐞𝐚𝐤𝐞𝐫. 𝐀𝐝𝐯𝐢𝐬𝐨𝐫. 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐧𝐭.
Over the years, I’ve had the privilege of energizing teams across Fortune 500 and global organizations, including NASA, Toyota North America, Cleveland Clinic, Nestlé, Progressive, Nordson, KeyBank, Creston, Whiting-Turner, Sam’s Club, and the Federal Reserve Bank of Cleveland. Whether on stage or in a strategy session, my work focuses on helping leaders and teams enhance their communication, culture, and impact.

💬 𝐃𝐚𝐢𝐥𝐲 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐂𝐫𝐞𝐚𝐭𝐨𝐫. 𝐋𝐢𝐧𝐤𝐞𝐝𝐈𝐧 𝐂𝐨𝐧𝐭𝐫𝐢𝐛𝐮𝐭𝐨𝐫.
LinkedIn has become an extension of the classroom. It's a space for ongoing conversations about leadership and human behavior. I post daily and love to engage with people around the globe.

🤝 𝐁𝐨𝐚𝐫𝐝𝐬. 𝐒𝐞𝐫𝐯𝐢𝐜𝐞. 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐢𝐧 𝐀𝐜𝐭𝐢𝐨𝐧.
I’m passionate about building communities that advance leadership education and practice. I co-founded the Collegiate Leadership Competition (CLC) and served as its Board Chair, creating an international platform for students to develop real-world leadership skills. I have also served on the boards of the International Leadership Association, Association of Leadership Educators, and the Management and Organizational Behavior Teaching Society. In 2021, I was named an ILA Fellow for contributions to the global leadership community.

💡 𝐏𝐡𝐢𝐥𝐨𝐬𝐨𝐩𝐡𝐲.
Leadership isn’t a title. It's a series of behaviors. It’s about presence, courage, and the daily practice of helping others do their best.

If any of this speaks to you, I'd love to connect!

Trust is the currency of leadership.
So, are you communicating in a way that builds trust or breaks it down?

It's a critical question for each one of us.

This is not about word tracks that sound like a robot. It's about capturing the spirit behind each of these phrases and conveying authenticity.

And doing so yields real results.

In fact, the numbers are staggering. According to Gallup, high-trust cultures yield very real results:

✔️ Engagement multiplies. When employees strongly agree that they trust their organization’s leadership, they are 3.5 times more likely to be engaged at work. 

✔️ Half of the workforce leans in. In teams where followers strongly trust their leaders, 1 in 2 employees are engaged; in low-trust teams, engagement plummets to just 1 in 12. 

✔️ People stay. Employees who trust their leaders are 61% more likely to stay with the company and avoid looking for a new job. 

✔️ Wellbeing rises. Workers who feel their employer genuinely cares about them (a hallmark of high trust) are 36% more likely to be thriving in life overall. 

✔️ Burnout shrinks. The same high-trust, high-care employees are 71% less likely to report feeling a lot of burnout.

Sounds like a win for the manager, a win for the employee, and a win for the organization. 

And it sounds like a win for the employee's family...

So, which of these phrases have you used? Or better yet, what am I missing? 

Source: Leaders: Ignore Employee Wellbeing At Your Own Risk; How to Build Trust in the Workplace; and the Leadership Development Overview.

***
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Scott J. Allen

Scott J. Allen, Ph.D., is the Robert M. Ginn Institute Professor for Leadership & Social Responsibility at John Carroll University. Allen is an associate professor and teaches courses in leadership, the future of work, and executive communication. He's an award-winning professor passionate about working with people of all ages.

Scott served as a Mulwick Scholar in the Boler College of Business, and his primary stream of research focuses on leadership development. Scott has published more than 50 book chapters and peer-reviewed journal articles. He is the co-author of The Little Book of Leadership Development: 50 Ways to Bring Out the Leader in Every Employee, Emotionally Intelligent Leadership: A Guide for College Students, and the textbook Discovering Leadership: Designing Your Success (2019). Scott’s most recent publication is Captovation: Online Presentations by Design. He is also the host of two podcasts: The Captovation Podcast and Phronesis: Practical Wisdom for Leaders.

In addition to writing and teaching, Scott consults, facilitates workshops, and leads retreats across industries. Recent engagements include Lubrizol, Key Bank, EY, Siegfried Group, Federal Reserve Bank of Cleveland, Sherwin Williams, Progressive, NASA-Glenn, FedEx Custom Critical, Thompson Hine LLP, Cleveland Clinic, Leadership Cleveland, and Cleveland Bridge Builders. Scott co-founded Captovation, a services firm dedicated to “Presentation Coaching for the Digital Age.” He is also the co-founder and Board Chair of the Collegiate Leadership Competition. He has served on the board of the International Leadership Association, Association of Leadership Educators, and Management and Organizational Behavior Teaching Society. Allen was named an ILA Fellow by the International Leadership Association in 2021.

He resides in Chagrin Falls, Ohio, with his wife, Jessica, and three children - Will, Kate & Emily.

Professor, Author, Speaker, Podcaster, Expert in Leadership

Brand Strategist | Visual Storyteller

We’re told to stick it out. Be loyal. Keep trying.
But sometimes the most courageous choice is walking away.

Not every relationship is worth saving. Not every employer deserves you.

You start to notice you feel "less than" after each interaction. You are not as confident and not yourself. 

I’ve seen it in teams and in families.

When trust erodes and dismissal replaces respect, growth stops. Instead of fueling your best, the relationship becomes a weight.

Research on toxic relationships shows the impact isn’t contained. Stress spills into health, performance, and even the ability to show up for others. It costs more than we think.

Sometimes the bravest decision isn’t staying. It’s knowing when to step away.

The critical question: Does this relationship serve me?

Source: Riggio, Why We Fall Victim to Difficult Relationships in Psychology Today

***
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As a leader, you're managing tasks.
One of those tasks? Managing how you show up...

A leader’s temperament, emotional regulation, optimism, reactivity, humility, need for control, and tolerance for ambiguity all shape team culture.

The good. The bad. The ugly.

For instance...

🔍 Emotional contagion theory shows that leaders’ moods transfer to teams, influencing morale and performance. Barsade’s work at Yale found that positive leader affect improves cooperation and task outcomes.

🔍 Big Five studies consistently emphasize the importance of personality traits on leadership.

1️⃣ If you are anxious, the team feels pressure.
2️⃣ If you are defensive, the team withholds.
3️⃣ If you are grounded and curious, the team experiments.

Culture is not a values statement in your entryway.

In part, it's your personality, amplified.

Before you “fix” the team, audit yourself and pay close attention this week.

Sources: The Ripple Effect: Emotional Contagion In Groups by Barsade; Personality and Leadership: A Qualitative and Quantitative Review by Judge et. al.

***
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Park Moon

How do you promote productive tension?
It's a puzzle that stumps even the best leaders I work with.

Healthy disagreement requires vulnerability, curiosity, intellectual humility, and mutual respect. 

Leaders and managers who create this space are special individuals. They foster psychological safety, which is a space where team members feel they can speak up, share ideas, ask questions, admit mistakes, and respectfully disagree. 

All in pursuit of identifying the best path forward.

To learn more, check out this quick video with Dr. Amy Edmondson (https://lnkd.in/eQw9Y5q3). Her work is pretty fascinating and super important.

It's important to note that psychological safety is not a Panacea or a silver bullet. However, it's a critical ingredient to healthy teams and adaptive work.

***
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