Leaders Rising Podcast

About Leaders Rising Podcast

Real conversations on leadership, culture, and multiplying impact. Join our team and guests as we explore what it takes to lead well, build healthy teams, and create lasting organizational change—one episode at a time. We equip growing companies to create bigger futures and build thriving cultures by developing leaders worth following.

Publisher

Leaders Rising Network

Category

business

Language

en

Explicit

No

First episode

11 Jun 2025

Latest episode

8 Oct 2026

Latest episodes

18 episodes in the feed.

1. 

   8 Oct 2026

   Why change is still hard, with Manika Gupta of GE Aerospace

   Manika Gupta has led change at GE for a decade, through divestitures, a breakup, and a new way of running the business, and she still relearns how hard it is every week. She joins Aaron Lee to talk about the early-career program that rotated her every four months, what she learned from hearing the same feedback from five people at once, and the plain problem statement GE Aerospace now starts with. Show outline 02:09 - Inside GE's Corporate Audit Staff program 06:27 - What you do with the feedback 09:28 - How GE changed the way it changes 13:09 - Trust, simplicity, and brilliant at basics 14:55 - The lesson she wishes she'd learned sooner Takeaways Change is hard because habits are. Data and plans are the easy part, so design for the habit you need people to build. Hearing the same feedback from several people turns it into perception. Gather input from peers, team, and stakeholders, with specific examples, before the conversation. Pace matters. Daily feedback can overwhelm; the annual review should have no surprises. Aim between the two. Name a problem in one line: the target, the actual, and the gap. Then find the few causes behind most of the gap. Once the problem is clear, the solving goes faster. Go where the work is done. Leaders learn more on the shop floor than in the deck. People are the gold mine. Keep building relationships and your network on purpose, every week. Related reading How GE CEO Larry Culp pulled off the turnaround of the century (Fortune) (https://fortune.com/2026/07/23/general-electric-aerospace-healthcare-vernova-ceo-larry-culp-turnaround-jack-welch/) Connect Manika Gupta on LinkedIn (https://www.linkedin.com/in/manikagupta/) Aaron Lee on LinkedIn (https://linkedin.com/in/aaronleeco) From Leaders Rising See how LRN360 works (https://leadersrisingnetwork.com/360?utm_source=show_notes&utm_medium=podcast&utm_campaign=lr-ep18) All episodes (https://leadersrisingnetwork.com/podcast?utm_source=show_notes&utm_medium=podcast&utm_campaign=lr-ep18)

2. 

   8 Sept 2026

   Intent versus experience: What 360 degree feedback can teach us

   Everyone on your team already knows what it's like to work for you. So do your peers. You're the only one still guessing. In this episode, we take on the gap between what a leader intends and what the team experiences. Most leaders have never had a mechanism for hearing the truth from their leaders, their peers, or their direct reports at the same time. We dive into the stories of an operations leader whose 360 put an active listening score near the top of the scale next to a direct-report score at the very bottom, and the two next steps that turned that report into better meetings and a turnover metric that dropped. Show outline 03:34 Why every leader has this gap 04:43 Intent versus experience 05:41 Where feedback systems fail 07:19 The operations leader and the listening score 09:30 One behavior that shows up clearly 12:05 The three question audit 13:59 The full mirror, and your next bold move Takeaways Your title edits your feedback. Once you start signing off on raises and shaping careers, people edit what they tell you. The quiet in your meetings is a filter, and it grows with every promotion you get. You grade yourself on what you meant; your team grades you on what they heard. Self-perception is a broken instrument because it only measures intent, and the distance between intent and behavior is where trust erodes. A blind spot is the place where your score and your team's score disagree, and you're the only one who hasn't seen it yet. In the story, listening was the leader's highest self-rating and the team's lowest score for the leader. Data doesn't change your leadership; what you do with it does. Surveys that end in a committee, and 360s that end in a drawer, teach everyone that feedback isn't real. Pick one behavior and make it observable: did other people talk first, and did their ideas survive contact with the boss's opinion? Go first, say it out loud. When a leader names their own gap to the team before explaining it away, trust rises. Then build a small, boring, repeatable rhythm around it: the team scores the meeting, and the leader keeps the pledge. Run the 3 question audit this week. Ask a supervisor, a peer, and a direct report, in-person: what should I keep doing, what should I stop doing, and what's one thing you've always wanted to tell me but haven't? Say thank you, write it down, and don't defend. The moment you explain yourself, the feedback ends. The leader's line after the feedback: "I thought I knew myself pretty well, but I was the only one who didn't." The LRN 360 is a structured, full-circle assessment: the people above, beside, and below you answer the same questions about how they experience your leadership, and the results open a conversation with a guide. See how the LRN 360 works (https://leadersrisingnetwork.com/360?utm_source=show_notes&utm_medium=podcast&utm_campaign=lr-ep17). Connect with the host Aaron Lee on LinkedIn (https://linkedin.com/in/aaronleeco) More from Leaders Rising All episodes of the Leaders Rising Podcast (https://leadersrisingnetwork.com/podcast?utm_source=show_notes&utm_medium=podcast&utm_campaign=lr-ep17)

3. 

   4 Sept 2026

   Leadership Is a Learned Skill: The STEM Connect Trainers on Seattle, Sessions, and the Hallway

   Every fall, the calendar fills with conferences. Most hand you a badge, a schedule, and a room full of strangers. Ahead of STEM Connect 2026 in Seattle, Aaron Lee sits down with four of the trainers preparing to lead sessions there: Jim Lee, Hope Yin, Christine Lee, and Jeff Lovell. What follows is an honest conversation about getting real value out of any professional event. Jim makes the case for a career pathway you can actually see. Hope talks about what changes when leading one team becomes leading an organization. Christine explains why knowing yourself comes before leading yourself. Jeff, the self-described resident introvert, says out loud what half the room is thinking: you don't have to be awesome all the time. Show outline 00:16 Why this conference, year after year 03:46 One word for STEM Connect 10:22 Inside the sessions 16:40 Walking in and actually meeting people 21:12 The question that opens a real conversation 27:15 Beyond the sessions 31:38 Last words, and a local's guide to Seattle Takeaways Talented people leave when good work goes unrecognized. Jim Lee describes watching it happen around year five, and the pattern that follows: job hopping, then company hopping, in search of a pathway nobody drew for them. Christine Lee: "leadership is not a personality trait, it's a learned skill." If it's learned, it can be taught, and the absence of it is a gap rather than a verdict. The strength that earned the promotion can become the constraint. Jeff Lovell puts it plainly: keep solving the problems you were good at solving, and you become the bottleneck your team has to route around. Networking is a muscle, and it's fine to say so out loud. Jim, who runs the conference, admits he trains for the late-night conversations and that it never gets easy, only easier. Naming the awkwardness is what breaks it. Ask the easy question first. "Where did you travel from" and "what do you do at your company" are cliches because they work. Save "what do you think is your growth opportunity" for after trust exists. Plan the unprogrammed hours. Dinner with a trainer on Wednesday, one or two people you commit to following up with, and one thing you'll do differently. Attending without a plan produces a stack of business cards nobody ever contacts. STEM Connect 2026 Seattle, October 1 to 3. Conference details and registration (https://stemconnect.events/en/professional-conference). Leaders Rising Podcast listeners: use promo code PPLRN26 for 50% off. Connect with our guests Jim Lee (https://www.linkedin.com/in/coachjimlee/) Hope Yin, PCC (https://www.linkedin.com/in/hopeyanlingyin/) Jeff Lovell (https://www.linkedin.com/in/jeffalovell/) Christine Lee (https://www.linkedin.com/in/christine-lee-thrivecc/) Aaron Lee (https://www.linkedin.com/in/aaronleeco/)

4. 

   13 Aug 2026

   From Rigid to Real: An Engineer's Decade-Long Lesson in Feedback and Leading People with Derek Stake

   Derek Stake came up as an engineer, and for years he ran his teams the way he ran a production line: manage the variation, follow the process, and the outcome takes care of itself. It worked, until it didn't. Becoming a father forced a patience with people that his engineering training never taught him, and a string of managers modeled a steadiness he wasn't ready to receive until years later. In this conversation, Derek traces that shift: the year he realized the problems he kept running into were his own, the Navy SEAL advice about failed parachutes that reshaped how he opens hard conversations, and the discipline of choosing consistency over intensity when people are watching how their leader responds. Derek walks through the LRN360 and how structured feedback turns feedback from something he dreaded into something he now seeks out. Show outline 01:40 Balancing process and people 04:03 What a decade of fatherhood changed 06:31 The mentors who modeled what he wasn't ready to hear 10:24 The lesson from a failed parachute 14:08 Coaching discipline into a team 18:05 Rebuilding his relationship with feedback 21:43 What's next: balancing the individual and the whole Takeaways Process protects against variation, but only people supply the creativity and speed that make a process better. The job is protecting both at once, not choosing one. The biggest shift in Derek's leadership didn't come from a course. It came from becoming a parent, which forced a patience with people his engineering training never taught him. A reflexive reaction gets overridden by one deliberate move: breathe first, then decide. It's the same instruction given to a Navy SEAL whose parachute fails mid-jump. Consistency, not intensity, is what a team actually trusts. People stop approaching a leader whose reaction they can't predict. Feedback stopped being a threat once Derek let it sit before responding, instead of defending or explaining it away in the moment. His own LRN360 was the starting point. Happiness comes from the climb, not the summit. Treating the milestone as the source of happiness gets the order backward. Resources We Mentioned Masters of Uncertainty, Rich Diviney (https://www.amazon.com/dp/B0DMGYW5YH?tag=newgenerat066-20) Discipline Equals Freedom, Jocko Willink (https://www.amazon.com/dp/1250156947?tag=newgenerat066-20) Let's Connect Derek Stake, VP of Operations and Engineering, The Cleveland Vibrator Company LinkedIn (https://www.linkedin.com/in/derek-stake-07686a20) Company site (https://www.clevelandvibrator.com) Take the LRN 360: leadersrisingnetwork.com/360 (http://leadersrisingnetwork.com/360)

5. 

   17 Jun 2026

   Below the Waterline: What Leaders Don't Know About Their People with Tim Dittloff

   Most leaders know their team at the surface level. They know the roles, the deliverables, the performance trends. What they don't know is what's going on below the waterline in the lives and motivations of their people. And according to Tim [LAST NAME], not knowing is how organizations quietly run aground. Tim is a USCG-licensed merchant mariner and leadership coach who uses sailing as both a metaphor and a hands-on experience for executive teams. He joined Aaron Lee to talk about what it takes to actually know the people you lead, and why the teams that can't talk to each other on the water are the same teams that can't talk to each other in the building. The conversation moves from the Indian Ocean to Mongolia — and picks up a Harvard Business Review line along the way that is hard to shake: hurry and care can't coexist. Key moments 0:17 — "Below the waterline": what leaders miss when they only coexist with their teams 2:32 — The Vestas Wind: how a professional race crew ran aground in the Indian Ocean with GPS on 4:10 — Zach Mercurio (HBR): "Hurry and care can't coexist" 6:31 — The best leader Tim ever worked for: a three-star general who knew his kids' names four times a year 7:30 — Merle Freytag and "lack of candor can kill" 10:32 — How a toxic race crew became the idea for a leadership business 13:40 — USCG Rule 5 on the water and in an architectural art firm's org chart 19:00 — 5 Voices in Mongolia: three languages, one shared framework, a nurturer who finally understood his role 23:10 — Every role on a sailboat matters — including the "rail meat" 24:00 — New addition: a karate dojo and why the basics are the whole game About Tim Dittloff Tim Dittloff on LinkedIn (https://www.linkedin.com/in/timdittloff/) Full Sail Leadership Experiences (https://LeadersRisingNetwork.com/fullsail) Tim Dittloff is a USCG-licensed merchant mariner and leadership coach. He works with executive teams using sailing as a hands-on leadership experience, and partners with Leaders Rising Network on 5 Voices-based development. He shares leadership insights regularly on LinkedIn. Resources 5 Voices Assessment (https://leadersrisingnetwork.com/5-voices) Zach Mercurio, "The Power of Mattering at Work" — Harvard Business Review (https://hbr.org/2025/05/the-power-of-mattering-at-work) About the show Leaders Rising is the podcast of Leaders Rising Network, a culture and leadership consultancy based in Glen Allen, VA. New episodes drop regularly. Subscribe wherever you listen.

6. 

   22 Apr 2026

   Training in 2026: Everyone Wants Growth, No One Has Time

   You keep telling your team that development is the priority. You mean it. Then Monday hits. The meetings run long. The email pile grows. The project list shows up with the same work and fewer weeks. By Friday, development is still on the board. It just never got touched. In this episode, Aaron sits down with Becky Rivest to work through Training Magazine's take on what 2026 looks like for people focused leaders. AI is moving faster than policy. Return to office is still a fight. A Gen Z quarter life crisis is pulling good people out early in their careers. And through all of it, leadership development keeps landing at number one on the priority list and last on the actual calendar. Becky names the real issue. It is not that leaders do not care. Every change requires a slow down, and almost nobody has permission to take one. The fix is not another workshop. It is not a new platform. It is one honest conversation with one employee on your team. Ask them if they can see the line from their role to where the company is going. Start there. Everything else follows. Show Outline 03:53 What overwhelm actually looks like in a leader's day 06:58 Return to office in 2026 09:06 HR, IT, and the AI conversation nobody is ready for 11:21 Upskilling and the Gen Z quarter life crisis 14:41 Where change fatigue really comes from 17:30 Why development stays stuck at number one 20:57 Rhythms over events and the five moments of need 25:13 One move leaders can make this week Resources mentioned: Training Magazine: What's in the Mix for 2026. https://trainingmag.com/whats-in-the-mix-for-2026/ (https://trainingmag.com/whats-in-the-mix-for-2026/) WSJ: Sharpie brings US production back through upskilling. https://www.wsj.com/business/sharpie-us-production-cost-cutting-d9ba2abd (https://www.wsj.com/business/sharpie-us-production-cost-cutting-d9ba2abd) Bob Mosher: The Five Moments of Need framework Visit the LRN Learning Center for full show notes at LeadersRisingNetwork.com (https://leadersrisingnetwork.com/training-in-2026-everyone-wants-growth-no-one-has-time/)

7. 

   8 Apr 2026

   Building the System When You Don't Have a Roadmap

   Year one was slow. There were empty seats at the leadership table, a culture that needed rebuilding, and no clear map for how to get from where things were to where they needed to go. What came out of those years was not a perfect plan. It was a system, built gradually, through clarity about people, through honest assessment of gaps, and through a commitment to developing leaders on purpose rather than by accident. In this episode, recorded live during the Rising book launch event, Aaron Lee shares the story of stepping into a leadership role with more problems than answers, and what it actually took to build something that worked. Tom Nebel follows with a look at the tensions that don't disappear even when your systems are healthy: leaders who never asked for the role they're now carrying, the balance between support and challenge, and what genuine accountability looks like when it comes from the top. This episode closes out our three-part series from the Rising launch event, and it may be the most personal conversation of the three. What you'll hear in this episode: What it looks like to build a people system from scratch, without a roadmap The growth pathway every leader travels, and how to develop people through it intentionally Why organizations don't rise because of heroic leaders, they rise because of intentional systems The tension between being supportive and being demanding, and why both matter What honest humility looks like from the front of the room, and why it changes everything Rising is a book for organizations that are growing but quietly losing clarity along the way. Written by Jeff Lovell and Aaron Lee of Leaders Rising Network, it makes the case that most growth problems are clarity problems, and that the path forward is building an intentional people system, not pushing harder. Get a free copy of Rising. (https://go.leadersrisingnetwork.com/rising-event/) Show Outline 6:24 - Building a System of Clarity and Infrastructure 8:50 - Developing Leaders and Overcoming Overwhelm 12:56 - World-Class Leadership and Organizational Success 14:28 - Tensions in Leadership and Organizational Health 19:07 - Balancing Support and Challenge in Leadership 24:27 - The Role of Intentional Systems in Leadership 25:02 - The Impact of Leadership on Organizational Success

8. 

   25 Mar 2026

   Why New Technology Makes a Struggling Culture Worse

   When something isn't working inside an organization, the instinct is to find a better tool. A new platform, a new system, a new application that promises better collaboration and faster execution. It's a reasonable instinct. And it almost always backfires. Technology is an amplifier. It makes healthy organizations more efficient and struggling organizations more broken. The problem is never really the tool. The problem is the operating system you're installing it on. In this episode, recorded live during the Rising book launch event, Steve walks through why technology implementations so often fail to solve the problems they were meant to fix, and what leaders need to examine before they implement anything new. He then introduces the organizational operating system that sits underneath every initiative, every tool, and every culture conversation: identity, goals, people, rhythms, and systems, all working together or quietly working against each other. This episode is for leaders who have watched a promising implementation fall flat, or who suspect that the real issue in their organization runs deeper than any tool can reach. What you'll hear in this episode: Why technology amplifies organizational health, and organizational dysfunction, in equal measure The difference between solving a people problem and masking it with a process solution What an organizational operating system actually looks like and what happens when it's misaligned Why clarity doesn't begin at the organizational level, it begins with the individual leader How identity, goals, people, rhythms, and systems either reinforce each other or undermine each other Rising is a book for organizations that are growing but quietly losing clarity along the way. Written by Jeff Lovell and Aaron Lee of Leaders Rising Network, it makes the case that most growth problems are clarity problems, and that the path forward is building an intentional people system, not pushing harder. Get a free copy of Rising. (https://go.leadersrisingnetwork.com/rising-event/)

9. 

   11 Mar 2026

   Why Culture Drifts (And What Leaders Can't See When It Does)

   Most leaders don't think their culture is broken. They're too close to it. What they notice instead is that meetings feel heavier, decisions take longer, and the same energy they keep pouring in isn't producing the same results. That's not a culture collapse. That's a culture drift. And it almost always starts in the gap between what leaders intend and what their teams actually experience. In this episode, recorded live during the Rising book launch event, Jeff Lovell opens with a diagnostic that most leaders will recognize immediately: pressure doesn't create culture, it reveals it. Becky Rivest follows with a look at how clarity shapes communication, especially in the moments that matter most. And Mike closes with one of the more honest leadership stories you will hear, about a season when good intentions, hard work, and urgency combined to make everything worse. This conversation is for leaders who carry real weight for their organizations and are starting to sense that something is drifting, even if they can't quite name it yet. What you'll hear in this episode: Why culture drifts under pressure and what it's actually revealing when it does The gap between what leaders intend and what their teams experience, and why it widens with authority How blind spots compound the higher you rise Why communication is the outward expression of leadership clarity What happens when a leader confuses urgency with wisdom Rising is a book for organizations that are growing but quietly losing clarity along the way. Written by Jeff Lovell and Aaron Lee of Leaders Rising Network, it makes the case that most growth problems are clarity problems, and that the path forward is building an intentional people system, not pushing harder. Get a free copy of Rising. (https://go.leadersrisingnetwork.com/rising-event) Show Outline 0:52 - Why We Wrote Rising 2:32 - The Weight Leaders Carry 4:10 - Culture Doesn't Break, It Drifts 5:00 - What Pressure Actually Reveals 7:30 - The Gap Between Intent and Experience 10:00 - Leaders Judge Culture by Intentions, Teams Judge by Experience 12:45 - What You Permit, You Promote 15:00 - The One Question That Stabilizes Leadership 17:45 - Communication as the Outward Expression of Leadership 18:21 - The Cost of Drama at Work 19:02 - Finally, Someone Who Will Tell the Truth 22:12 - Mike's Story: When Hard Work Made Things Worse 26:09 - The Cost of Urgency Without Clarity 27:23 - Effort Is a Tool, Not a Solution

10. 

    11 Sept 2025

    From Informing to Transforming: Inside a Leadership Development Experience That Actually Works

    What makes leadership development actually stick? In this episode, we unpack the full lifecycle of Bespoke—a structured leadership program that moves leaders from unconscious habits to empowered, scalable leadership. Joined by Astrid Benedetto and Jim Lee, we explore how combining 5 Voices, data partnerships, and a rhythm of training, coaching, and apprenticeship transforms individuals and drives ROI. Key Quotes: "You can't do this alone. You need the right partner with the right data." — Astrid "Most leadership development stops at informing. That's not enough to transform anyone." — Jim Show Outline: 4:00 - Astrid's motivation to join the Bespoke program 5:40 - Cultural insights and 5 Voices awareness 9:30 - Jim's vision behind designing the program 13:30 - Subjective vs. objective leadership blind spots 17:30 - Proving ROI through data partnerships 21:00 - The Intentional Multiplication Model: Inform, Train, Coach, Apprentice 36:40 - What a month looks like inside Bespoke 43:40 - Why most internal programs fall short 45:00 - Where leaders get stuck & how to move forward 48:30 - One bold move for leaders today

11. 

    6 Aug 2025

    Culture Isn’t the Problem—It’s the Solution: How Micro-Moments Shape Performance with Jeff Lovell

    "Culture is revealed when behavior collides with values." — Jeff Lovell (07:53) In this summer-session episode of the Leaders Rising Podcast, Jeff Lovell and Aaron Lee pull back the curtain on a timely truth for growth-stage organizations: Culture isn’t the enemy of performance—it’s the pathway. With candid reflections from their own compressed schedules and real client stories, Jeff and Aaron dig into the friction leaders feel when aspirations don’t match behavior. Whether you’ve got posters on the wall or ping-pong tables in the office, this conversation reframes culture from a vibe to a diagnostic. You’ll hear how performance stress, feedback gaps, and people-first leadership all intersect—and how micro-decisions are shaping your workplace more than your strategy slides. ---- ==== Take the Culture Pulse Assessment 6 minutes. 8 questions. Find out what's really going on. Take the Culture Pulse Assessment and get a clear picture on where your team is headed. Link in the show notes @ LeadersRisingNetwork.com/podcast (https://leadersrisingnetwork.com/culture-isnt-the-problemits-the-solution-how-micro-moments-shape-performance/) ==== ---- Key Quotes “Culture doesn’t have to be perfect. It has to be practiced.” – Jeff Lovell “We all footnote our values. The leadership moment is deciding whether we’ll own it.” – Aaron Lee “Ask your team: Where is our culture not showing up the way we say it does?” – Jeff Lovell Show Outline 00:00 Summer tensions and the leadership pulse check 03:27 The culture problem myth: What we miss when we blame culture 05:39 Culture as what we do, not what we say 07:53 Behavior vs. values: Where real culture is revealed 11:08 Feedback, reviews, and owning the story 14:25 Client example: Execution wins, culture slips 17:00 Human capital is not a machine 21:30 Whole people, whole week: Building space for humanity 24:35 A practical reflection tool for cultural gaps 28:08 Bold step: Ask where your culture isn’t showing up 29:35 Invitation for follow-up and free culture conversations

12. 

    23 Jul 2025

    From Teacher to Culture Builder: How Humility Fueled Becky Rivest’s Leadership Journey

    Becky Rivest didn’t set out to become a leadership coach. But her journey from public school classrooms to corporate training floors—and now to LRN—shows what happens when learning and humility drive everything. In this personal and thoughtful episode, Aaron Lee sits down with Becky to explore the twists and turns of her leadership development story. From standing in front of her first class of students to helping corporate teams transform from the inside out, Becky shares insights that resonate with every leader navigating change and growth. You’ll hear how unexpected shifts, great mentors, and bold humility paved the way for a career that’s still evolving—and making an impact. Whether you're just stepping into leadership or helping others rise, Becky’s story will help you reflect on your own path. Connect with Becky LinkedIn (https://www.linkedin.com/in/beckyrivest/) @BeckyRivest Key Quotes “Nobody ever asked me what kind of leader I wanted to be in that classroom.” “There’s another way to teach—and for me, it wasn’t in a school.” “Humility is what lets us learn, grow, and lead with love.” Show Outline 0:00 What Becky’s learning outside of work this summer 2:36 First leadership memory: from student to student teacher 5:00 Feedback, fatigue, and finding her footing in the classroom 7:54 Why she walked away from teaching—and what came next 10:22 Discovering a different kind of teaching inside a contact center 12:54 The leaders who shaped her: accountability + humanity 18:03 Joining LRN: finding a team aligned with her purpose 21:03 Becky’s go-to advice for leaders (hint: it’s not a skill) 25:28 Humility as a leadership superpower 26:06 Go-to books, music, and life beyond 9 to 5

13. 

    25 Jun 2025

    Why 89% of Leadership Development Fails (And What to Do Instead)

    Becky Rivest, Jeff Lovell, Mike Pumphrey, and Aaron Lee analyze leadership development failures and successes in the age of AI, emphasizing strategic planning over mere intention.

14. 

    18 Jun 2025

    The Leadership Manifesto: 6 Shifts to Build a Culture That Grows With You

    This episode explores the Leadership Manifesto, which presents six key shifts for organizations to intentionally build a thriving culture through systems and strategic leadership development.

15. 

    11 Jun 2025

    Leadership that Heals and Multiples: Meeting LRN Founder Dr. Tom Nebel

    Dr. Tom Nebel, Leaders Rising Network founder, shares his leadership journey, discussing how leaders grow by liberating others, using tools like the Support Challenge Matrix, in this interview.

16. 

    11 Jun 2025

    From Compliance to Culture: How a Bank Transformed Its Leadership DNA

    Tami Christian and Tammy Pitts discuss National Exchange Bank & Trust's culture transformation from compliance-focused to people-first, using tools like 5 Voices, in this interview episode.

17. 

    11 Jun 2025

    The HR Shift: Why Your Employee Handbook Won’t Fix Culture with Natalie Goulding

    Natalie Goulding discusses with Aaron Lee how companies can evolve their HR practices beyond compliance to drive alignment, trust, and a stronger company culture in this interview.

18. 

    11 Jun 2025

    Transformation Over Transaction: Why One-Off Leadership Training Doesn't Work

    Hosts Aaron Lee and Jeff discuss why one-off leadership training events fail to create lasting change, emphasizing the importance of internal transformation and sustainable rhythms over isolated events.

Who has been a guest on Leaders Rising Podcast

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• Dr Tom Nebel
• Tami Christian
• Tammy Pitts
• Natalie Goulding

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Apple Podcasts (US)

5.0 / 5

5 ratings

Podcast Authority Score: 12 / 100

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12

Social presence

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YouTube

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Engagement

32

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