Are you tired of being the only problem-solver on your team? In this episode of Owlcast, Air Force veteran and leadership expert Leon Thomas joins hosts David Morelli and William Oakley to share his proven strategies for tackling complex problem-solving and empowering your team to find solutions without you. Learn the key questions to ask, how to filter out "false flag" issues, and the critical mindset shift every manager needs to finally take a worry-free vacation. The core of the discussion centers on how leaders can transition from being the sole problem-solver (a mindset driven by a burden of leadership and a desire to be needed) to a leader who develops their team's decision-making capabilities. Thomas's philosophy is that a leader's job is to "prepare every single person on my team to be in my seat."  

Key Topics:
 ·      Not All Problems are Actual Problems: Issues often presented as complex problems are actually "false flags," driven by a heightened emotional state, mere complaints, or comparisons (the "it would be better if..." scenario). Learning to discern an emotional issue from a legitimate problem is the first step.
·      The Power of Questions: When approached with a problem, the first step is active listening, followed by asking probing questions (e.g., "Why is this a problem?" "What have you tried?" "How often is this happening?"). This practice helps the team member discover solutions they hadn't considered and makes the problem their burden to carry.
·      The "We" is an Investment: When asking, "What do we think we can do to solve this problem?", the use of "we" is an investment in the team's ability to collaborate and solve the problem themselves, ensuring the manager is not the only problem-solver.
 ·      A Leader's Primary Job is Succession: The shift from solving every problem to empowering others is motivated by the realization that "My job is to prepare every single person on my team to be in my seat." This ensures the leader can step away (e.g., go on vacation) without the organization stalling.
·      Set Clear Boundaries and Decision Authority: Leaders must clearly define the parameters, objectives, and values for their team, articulating what decisions team members are empowered to make. This eliminates "frivolous" issues and accelerates problem resolution.
·      Communication Must Be Consistent: Managers often err by managing by exception or communicating boundaries only once. Establishing a culture of empowerment requires frequent, consistent communication to reinforce objectives and decision-making authority.  

Feeling drained by your work culture? Learn how to stop just surviving and start thriving! This episode of Owlcast dives into how you can become a Catalyst for Good in your organization using the 7 Respect Styles. Join hosts David Morelli and William Oakley as they walk through a framework for having a positive, change-making impact in the workplace. They argue that many people are drained by their jobs, but work can and should be a source of "aliveness and life force." The episode focuses on how anyone, regardless of seniority, can use coaching-style questions to create better organizational cultures. Discover the specific questions to ask peers, managers, and executives to spark breakthroughs, boost performance, and transform your workplace into a source of aliveness, not burnout.  

Key Topics:
 ·      Work as a Source of Aliveness: The ideal work culture should be a source of aliveness and life force, where people feel empowered, capable, and fulfilled, rather than drained. Positive work experiences lead to happier, better community and family members.

 ·      The Power of Questions over Advice: The most effective way to be a catalyst for good is not by giving advice or prescriptions, but by asking conscious, style-specific questions. These questions help others gain clarity, own their solutions, and spark their own breakthroughs.
·      The 7 Respect Styles are a Toolset for Impact: The seven coaching styles are a framework for conscious communication that is already present in everyday conversations. Applying them deliberately allows you to have a better, more positive impact.

·      Leadership is About People, Not Just Expertise: Especially at higher levels of leadership (VP, CEO), what matters most is the ability to lead people, coach them, and "bring out the best in other people" through conversation, even when you lack the subject matter expertise.

 ·      Being a Catalyst Accelerates Career Growth: Individuals who are "already coaching" their peers and having a positive impact on the team are often the ones who are recognized and promoted because they are displaying key leadership qualities.

In a world defined by polarization, AI disruption, and a growing mental health crisis, where does the coaching profession stand? The industry is at a critical crossroads, and its future depends on how it responds to these profound challenges. In this pivotal episode, hosts David Morelli and William Oakley sit down with Magdalena Mook, CEO of the International Coaching Federation, for an essential discussion about the state and future of the coaching profession. Magdalena shares her 20-year journey with the ICF, overseeing its growth from 8,000 members to a global powerhouse of 65,000 in 160 countries. Tune in for a candid conversation about the evolution of coaching, the ethical tightropes coaches must walk, and the powerful role coaching can play in a deeply unsettled world.

Key Topics:
 ·      Coaching is a Partnership: This is the most critical element. A coaching relationship is a shared journey where the coach holds the process and the client is responsible for bringing their authentic self to the conversation.  

 ·      "Coaching is the conversation where there are no answers… yet.": This powerful one-liner captures the essence of coaching. It's an exploratory process for navigating new territory where past experience isn't enough.  

  ·      Humanity Transcends Culture: In a globalized and polarized world, the ultimate value for a coach is to see the human in the other person. Coaching must be adaptable and respectful of cultural differences without compromising its core ethical principles.  

 ·      AI is a Tool, Not a Replacement: Magdalena frames AI as a powerful ally that can handle transactional coaching (scheduling, scaling basic support), but emphasizes that deep, lasting change requires transformational human-to-human coaching.  

  ·      Dispel the Myths: The two biggest myths that stop people from seeking coaching are the cost (there are coaches at all price points globally) and the belief that "I don't need it" (you can't know the benefit until you try).   ·      Leader as Coach vs. Professional Coach: A leader using coaching skills is different from a professional coach. A leader still has managerial responsibilities and must set guardrails, while a professional coach's sole focus is the client's agenda.  

Are you tired of being told you "should" lead a certain way? Do you feel boxed in by performance reviews and leadership models that don't fit your style or situation? In this episode, Hosts David Morelli and William Oakley are joined by Tricia Naddaff, a 40-year veteran in the world of leadership assessment and research, for a deep dive into the complexities of effective leadership. Tricia argues that there is no single right way to lead. Instead, she presents leadership as a dynamic formula involving the leader's unique self, the desired outcomes, the people involved, and the specific context.  
Key Topics:

• There Is No Right Way to Lead: Effective leadership is not a fixed set of rules. It is a flexible approach that depends on the leader, the goal, the team, and the context. The answer to "How should I lead?" is always, "It depends."
• Self-Knowledge is the Beginning of Wisdom: You cannot know how to lead others if you don't first understand yourself. Self-reflection, aided by nuanced assessments, is crucial for identifying your motivations, behaviors, and blind spots.
  
  
• Leadership Development is an Ongoing Practice: Developing as a leader is not a six-month program or a one-week retreat. It's a continuous, daily practice of learning and adapting, similar to nurturing a relationship or maintaining your health.
  
  
• Beware the Promotion Trap: The skills and behaviors that earn you a promotion are often not the same ones you need to succeed in your new, more senior role. Each level requires a new mindset and a different leadership approach.
  
  
• The Brain Has a Leadership "Seesaw": Groundbreaking research shows that relational thinking and results-oriented thinking are controlled by separate neural networks that act like a seesaw. This is why very few leaders (<5%) are naturally strong in both areas; we all have a default preference.

 

Ever left a meeting feeling like you just wasted an hour of your life? Tired of conversations that go in circles, ideas that get shot down, and agendas that get completely derailed? What if you—even as a participant—had the power to fix it? In this episode, hosts David Morelli and William Oakley tackle one of the most common workplace frustrations: dysfunctional meetings. They break down why teams so often fall into patterns of conflict, inaction, or aimless discussion. The core of their solution is the RESPECT model, a framework outlining seven essential communication styles required for a healthy, well-rounded conversation:  

Key Topics: 
·      Questions Are Contributions: You don't need a "smart statement" to add value. A strategic question is often a more powerful and less risky way to influence the direction of a meeting, especially if you aren't in a formal leadership role.  

·      Dysfunction Is a Missing Perspective: Meetings become dysfunctional when key communication styles are absent. A team that only focuses on action but ignores risks or human impact will ultimately fail.    

·      Your Job Is to Fill the Gap: If you notice a perspective is missing, it becomes your responsibility to introduce it. By asking a question related to that missing style, you help balance the conversation and guide the team toward a more holistic solution.  

·      Avoid Getting Pigeonholed: Team members often fall into predictable roles (the critic, the cheerleader, the silent observer). Intentionally using different styles of questions allows you to be a more dynamic and effective contributor.    

·      Leaders Should Speak Last: If you are leading a meeting and want genuine discussion, present the problem and then ask for others' perspectives before offering your own. This prevents you from inadvertently shutting down conversation.  

Is AI a threat to our humanity, or is it the ultimate tool for unlocking our potential? In this episode of Owlcast, host David Morelli and co-host William Oakley are joined by Tim Harrison, an executive coach and AI innovator who sits at the nexus of technology and personal development. Tim shares his inspiring journey from a D1 athlete facing an identity crisis to a pioneering executive coach who turned down a lucrative consulting job to launch a nonprofit, EPOG Academy. He explains how a challenge in scaling his nonprofit led him to discover the power of generative AI, not just as a tool for efficiency, but as a catalyst for human potential. The conversation explores the practical application of AI, reframing it as a digital assistant that can be managed with the same skills used in leadership. Tim introduces his "Four A's of Innovation" framework (Automation, Augmentation, Amplification, and Adaptation) and discusses how AI can free us from busy work to focus on our "zone of genius," ultimately pushing us to define our value by who we are, not just what we do.

In this episode -
·      Find What Makes You Come Alive: Inspired by Howard Thurman's quote, "Don't ask what the world needs. Ask what makes you come alive...because what the world needs is people who've come alive," Tim emphasizes that true potential is unlocked by pursuing your passion, not just a prescribed path.

·      The Cost of Inaction is Greater Than Failure: Often, the biggest risk isn't aiming too high and missing; it's aiming too low and hitting. Answering a "calling" is more important than the fear of failure or stepping away from a "safe" path.

·      Manage AI Like a Person: The skills required to effectively use AI agents—providing clear objectives, giving context, and offering iterative feedback—are the same skills great leaders use to manage their teams. You don't have to be a tech expert, just a good communicator.    

Ever feel like you read a book or attend a workshop and forget everything the next day? You're not alone. In this episode of OWLCAST, host David Morelli talks with Charles Good, President of the Institute for Management Studies, about the science behind effective learning. They dive into why our outdated "cramming" habits from school don't work in the workplace and reveal the smarter strategies for making knowledge stick. You’ll learn the crucial difference between familiarity and true recollection and discover how to apply a "Lean Learning" framework to continuously grow as a leader. You’ll explore:

·      Avoid Passive Learning: Passive strategies like rereading and highlighting create a false sense of familiarity and are ineffective for long-term retention; instead, active retrieval through practices like quizzing yourself or trying to recall information from memory is far more effective.   ·         The Forgetting Curve is Real: The majority of forgetting happens within the first few days after learning new information; therefore, you must reinforce and revisit key concepts during this critical period to make them stick.  
·      Habit-Forming Takes Deliberate Effort: To apply new skills, leaders must identify small, manageable actions, create specific prompts, and rely on consistency over motivation. Behavior change is difficult and requires a supportive environment and continuous reinforcement to overcome the status quo bias.    
·      Continuous Learning is a Marathon, Not a Sprint: Soft skills like communication and feedback are not mastered in a single session; they require ongoing, deliberate practice and development over time to become a natural part of a leader's identity.

Ever feel like your company is constantly trying to do everything and please everyone? In this episode of OWLCAST, host David Morelli sits down with Dr. Ken Matos, an expert in organizational psychology and data analytics, to discuss intelligent trade-offs. They'll explore how leaders can move beyond outdated assumptions and "corporate gaslighting" to build a culture of clarity and purpose. Dr. Matos shares powerful, data-backed insights on everything from the hidden costs of employee attrition to optimizing hybrid work environments. If you're ready to stop guessing and start making smarter, more strategic decisions, this conversation is for you.

You’ll explore:

·   Challenge Assumptions with Data: Leaders often make decisions based on what they think is "right" or what has worked in the past. Use data, like that from employee engagement surveys, to challenge these assumptions and understand the real issues affecting your workforce.  

 ·   Make Strategic Trade-Offs: Trying to be everything to everyone leads to failure. Instead, identify your core business strategy and make deliberate, intelligent trade-offs that align with it. For example, some companies might accept higher turnover in some roles to retain talent in others.  

·   Optimize for Workflow, Not Real Estate: The debate over in-office vs. remote work should be grounded in the nature of the work itself. Remote work is ideal for tasks requiring deep focus, while in-person time is best for collaborative, complex, and strategic work.

  ·   "Strong Opinions, Loosely Held": Leaders should be willing to take the risk of having an opinion based on the best available information. However, they must be equally willing to change their minds if new data or perspectives emerge. This approach fosters negotiation and avoids intellectual bullying.

What if the secret to your own career success was… making your manager wildly successful? It’s not our first impulse, especially when the relationship is strained. But what could you accomplish if you were both fully committed to helping each other win? In this episode of Owlcast, hosts David Morelli and William Oakley dive into the counterintuitive but powerful strategy of proactively helping your manager succeed. Tune in to explore a powerful mindset shift that can transform your career, your team, and how you feel at work every single day.

 Key Topics:
 ·      Invest, Don't Transact: Shift your mindset from keeping score of daily exchanges to making a long-term investment in your relationship with your manager. This investment often pays off in career growth, promotions, and a better work environment.  
·      Reciprocity Is Human Nature: When you genuinely offer to help someone succeed, their natural human instinct is to reciprocate. Initiating this "I've got your back" approach can transform a strained dynamic into a powerful alliance.  
 ·      Focus on 'Who,' Not 'What': Instead of focusing on what you're not getting from your manager, focus on who you want to be in the relationship. Committing to being a kind, supportive, and helpful person puts you in control, regardless of their immediate reaction  
 ·      Leadership Is Lonely: Managers and leaders often feel isolated and under immense pressure. An employee who offers genuine support becomes a trusted ally, gaining more influence, trust, and insight into bigger-picture conversations.

Ever feel like you're stuck in the weeds, too busy with daily tasks to think about the big picture? In this episode of Owlcast, we dive into the world of strategic thinking amidst execution pressure. Join host David Morelli and co-host William Oakley as they speak with Mary Rapaport, founder of The Strategic Playground. Mary shares her unique approach to "democratizing strategic thinking," showing how it's not just for the C-suite. Learn why we get stuck in a "doing" mindset, the telltale signs of a strategic thinking gap, and how you can start cultivating this critical skill today—all without adding a single minute to your workweek.

You’ll explore how:

• Strategic thinking is a priority, not a time issue. The excuse "I don't have time for strategic thinking" is often a reflection of how we prioritize tasks and a deeply ingrained cultural bias toward rewarding execution over ideas.
 • A "strategic thinking gap" can be identified. Warning signs include being disconnected from the company's overall strategy, constantly fighting the same problems, and an absence of genuine "Aha!" breakthroughs.
 • Strategic thinking can be democratized. It's not a skill reserved for executives. Anyone at any level can cultivate a strategic mindset by connecting their daily work to the company's broader goals and asking questions that challenge assumptions.
 • Strategic thinking is a definable skill. It involves being future-focused, understanding how different parts of a system are interconnected, incorporating external perspectives and data, and being willing to adapt.

We’ve all heard them, we’ve probably used them, but no one likes them!

In this episode, David Morelli and William Oakley provide a sharp and humorous look at the world of corporate jargon. Listen as they “circle back" on the most common business buzzwords and phrases, discussing not only their origins and how many are used incorrectly, but also the possible psychological reasons behind their use. The episode explores the dangers of using these terms too often, highlighting how they can create a barrier to clear communication and be perceived as a lack of authenticity. It also delves into how people often use jargon as a crutch, driven by imposter syndrome or a fear of looking foolish, and encourages a shift toward more direct and genuine communication in the workplace.  

You’ll explore:

·      The most used buzzwords that you’re likely to hear in the corporate space.
·      How many of these jargon phrases are actually used incorrectly.
·      How jargon can be a barrier to communication and may impact morale.    

Story Power: Driving Compelling Narratives in Business and Life with G. Riley Mills

Emmy Award–winning writer and producer G. Riley Mills has taught leaders worldwide how to use storytelling to engage audiences, inspire action, and shape organizational culture. In this episode, we break down exactly how to make your stories unforgettable. Packed with real-world examples and practical tools, this conversation will help you turn dry information into captivating narratives, connect with any audience, and lead with authenticity and impact.

You’ll explore:
• How to use the 3-step Pinnacle Method to deliver a message that resonates and inspires
• The dramatic structure that makes stories compelling and memorable
• Essential leadership story types and when to use each

Episode 60: Prioritization Paradox – D.E.I. is dead. Now what?

If you’ve heard the whispers – or shouts – that DEI is on its last breath, you’re not alone. But what if this moment is actually our greatest opportunity?

In today's episode, David Morelli and William Oakley sit down with Eloiza Domingo, a powerful voice in the DEI space, to discuss navigating the current challenges and opportunities in diversity, equity, and inclusion. With over 25 years of experience, Eloiza shares her unique perspective on leading through chaos, turning crises into business opportunities, and fostering authentic conversations that strengthen organizational brands. Eloiza is passionate about improving the DEI industry as a whole and guiding individuals through their professional journeys, emphasizing that DEI is a journey of continuous growth and commitment. Learn more about Eloiza and her work at https://linktr.ee/eloizadomingo She also cohosts DISRUPT: The podcast and you can find out more here.  https://linktr.ee/DisruptThePod


You’ll explore:

•       Leading through crisis vs managing it.

•       Authentic conversations that can actually strengthen your brand. 

•       Improving the DEI industry as a whole and guiding individuals through their professional journey.

In this thought-provoking episode of OwlCast, David Morelli sits down with Julie Winkle Giulioni, renowned author of Help Them Grow or Watch Them Go and Promotions Are So Yesterday, to explore a powerful reframe of career development. Together, they unpack why traditional promotion-focused growth models often fall short, and how organizations can better engage and retain talent by honoring the multidimensional motivations of today’s workforce.

Julie shares insights from her research and the multidimensional career framework she developed, offering practical ways leaders can support meaningful development, beyond the ladder climb. They discuss the critical role of psychological safety, how development is a relationship (not a task), and why both employees and managers must co-own the growth conversation. With examples from organizational practice and research, this episode delivers a refreshing roadmap for building sustainable engagement, performance, and fulfillment at work. Whether you're a manager looking to lead with intention or an employee seeking purpose beyond promotions, this episode will change the way you think about growth.

In this special transition episode, David Morelli welcomes new cohost William Oakley to OwlCast and celebrates Alexandria Ravencroft’s remarkable contributions as she steps back to focus on new adventures. William shares his unconventional journey, from mascot instructor to internal coaching leader at Allstate, and how a passion for people and growth shaped every pivot along the way. Alexandria reflects on her own path, revealing how navigating neurodivergence and being an outsider led to a deep commitment to helping others feel seen, understood, and empowered.

The episode explores the power of curiosity, embracing generalist talents, letting go of overthinking, and finding the courage to do the right thing, even when the path isn’t clear. It's a heartfelt conversation about identity, transformation, and passing the mic with gratitude. Whether you’ve been listening for a while or are just tuning in, this episode marks a new chapter, and a reminder that great leadership begins with knowing yourself and showing up fully.

Why is leadership development still treated as a “nice to have” instead of a strategic necessity? In this energizing episode, David Morelli and Alexandria Ravencroft sit down with executive coach, speaker, and author Tina Robinson to explore the real ROI of investing in leaders. Tina shares her personal journey—from editing healthcare manuals to founding WorkJoy—and the hard-won lessons that inspired her upcoming book, Developing Your Business Leaders: A Guide to Investing at All Levels. Together, they challenge outdated thinking about performance, potential, and what it really means to grow great leaders. They break down how to connect people development to business strategy, why under-investing in middle managers is costing organizations more than they realize, and what leaders actually need to thrive. Whether you're a CEO, HR leader, or curious coach, this conversation offers a fresh, practical lens on why building better leaders is one of the smartest moves a business can make.

Want to connect with Tina?
Visit workjoycoaching.com

Why does everything feel urgent, and how do you know what truly deserves your attention? In this episode, David Morelli and Alexandria Ravencroft dive into the prioritization paradox—the conflict between long-term goals and the relentless pull of immediate demands. They explore how urgency culture hijacks our focus, why some tasks feel more important than they are, and what it really takes to break out of reactivity. Drawing from their experience in coaching leaders across industries, they offer practical ways to shift your mindset, align with your team or manager, and create space for what matters most. If you’re tired of putting out fires and ready to lead from a place of clarity and intention, this conversation is a must.

Words can heal, harm, or halt progress altogether, and in moments of conflict, the right phrase can change everything. In this episode of OwlCast, David Morelli and Alexandria Ravencroft sit down with leadership expert Karin Hurt to explore the language that fosters resolution instead of resistance. 

Together, they reflect on the power of intentional communication and why resolving conflict isn’t about having the final word; it’s about creating space for connection, clarity, and forward movement. With practical, heartfelt wisdom, Karin shares how simple shifts in language can transform tense dynamics into opportunities for trust and growth. 

Sometimes the most significant toll we pay is the one we hide behind a smile. In this episode of OwlCast, David Morelli and Alexandria Ravencroft explore the emotional labor of maintaining a positive front,especially in leadership, service roles, and workplaces that reward performance over authenticity. 

Together, they dive into the true cost of constantly self-regulating, masking discomfort, and managing the emotional experiences of others. From burnout and resentment to missed signals and disconnect, the consequences ripple far beyond the individual. This conversation offers insight into the invisible pressure to stay upbeat and the freedom that comes with choosing presence over pretense.

You’re putting in the effort, meeting expectations, and still not moving up. In this episode of OwlCast, David Morelli and Alexandria Ravencroft are joined by leadership strategist Karol Figueroa to explore the often invisible dynamics behind stalled promotions. Together, they examine how perception, visibility, and workplace politics can shape your trajectory just as much as performance.

Karol shares powerful insights into why being good at your job isn’t always enough and how unspoken rules, feedback gaps, and leadership presence influence promotion decisions. If you’ve ever wondered what’s holding you back or how to move forward, this episode brings clarity, strategy, and a renewed sense of possibility.