LME 063 – Leading Under Pressure – Lessons from the Nuclear and Submarine World


Today, my guest is Bill Nowicki.

Bill Nowicki

Bill Nowicki

He is a former U.S. Navy submariner and nuclear power leader who has spent decades working in some of the most complex and high-stakes environments you can imagine.

Bill is also a storyteller and podcast host. His show Submarine Sea Stories takes you deep below the surface into life aboard a submarine, while The Nuclear Leader Podcast explores leadership lessons from the nuclear industry that apply far beyond the reactor room.

In our conversation, we’ll talk about what it’s like to lead in highly regulated, high-risk industries, how trust and relationships can make or break your team, and why creativity still matters even in the most structured environments.

If you want to hear more of Bill’s insights and stories, I highly recommend you check them out at submarineseastories or nuclearleader.com

 

LME 062 – Why Misunderstandings Happen – And How to Avoid Them as a Leader

Today, we’re talking about something that causes unnecessary frustration, demotivation, and conflict in almost every company: misunderstandings in communication.

We’ll unpack:

  • Why they happen so often – even when you think you’ve been crystal clear.
  • How your intentions and your team’s interpretations can drift apart.
  • And what you can do to prevent misunderstandings in your daily leadership.

Let’s dive in.

You told your employee exactly what to do.
They nodded.
A week later… things went wrong.

Sound familiar?

Here’s the hard truth:
Just because you said it doesn’t mean it was understood the way you intended.

One of the biggest leadership mistakes is assuming that “saying something clearly” equals “being understood clearly.”

But communication isn’t about what you say. It’s about what the other person hears and understands.

Let me give you a quick story.

A CEO I worked with once told his assistant:

“Let’s not do anything with this report for now.”

She thought:

“Okay, I’ll just leave it as is.”

He meant: Don’t share it with anyone until I’ve reviewed it again.

You can guess what happened. She shared the report and he was furious.

Neither of them had bad intentions. But the result? Frustration, blame, and extra work.
All because of assumed clarity.

The Communication Loop

To avoid misunderstandings, you need to understand the communication loop. It has four steps:

  1. You think something.
  2. You say or write it using your own words, assumptions, and tone.
  3. The other person hears or reads it filtered through their own experiences, emotions, and interpretations.
  4. They react based on what they understood, not what you meant.

That’s a lot of room for error.

So, how do you close the gap?

By taking responsibility – not just for what you say, but for what the other person understands.

As a leader, that’s your job.

The Power of Feedback Questions

Here’s one of the simplest but most powerful techniques to avoid misunderstandings:

Ask the other person to summarize what they understood.

Not in a testing way. But in a supportive, open way.

For example:

“Just to make sure I explained it clearly – how do you plan to approach this now?”

Or:

“Can you walk me through what your next steps would be, so we’re on the same page?”

This one move can save hours of rework, frustration, and blame.

It may feel awkward at first. But the more you do it, the more natural and appreciated it becomes.

Because your team wants clarity. They want to succeed. But they also don’t want to feel stupid by asking questions.

So make it easy for them.

Written vs. Verbal: Know the Risks

Another common cause of misunderstanding is the wrong communication medium.

If something is emotional, sensitive, or complex: Don’t write an email.
Speak in person. Or at least pick up the phone or jump on a quick video call.

Written messages lack tone. They lack body language.
And they’re easily misinterpreted.

Also: never give constructive criticism by email or chat.
That’s leadership suicide.

Use the right channel. Make things easy to understand.

My Bonus Tips to Avoid Misunderstandings

Let me wrap this up with a few practical leadership tips:

  1. Use simple language.
    No business buzzwords. Just plain, everyday words.
  2. Check for understanding, don’t assume it.
    Ask for feedback, paraphrasing, and next steps.
  3. Be aware of emotions: yours and theirs.
    A stressed person won’t interpret things rationally.
  4. Repeat key points.
    Not like a robot but reinforce what matters most.
  5. Listen actively.
    The more you truly listen, the fewer misunderstandings you’ll cause.

So… next time you’re frustrated that someone “just didn’t get it” – take a moment to reflect.

Did they misunderstand you?
Or did you overestimate your clarity?

Because great leadership means not just talking but being truly understood.

And here’s the good news: You can learn these skills.

In fact, we go deep into exactly this kind of communication clarity in my brand-new Leadership Crash Course.

It’s a practical, step-by-step video course for first-time managers and business owners who want to lead with confidence and get things done without constant micromanagement or misunderstandings.

LME 061 – The 3 Biggest Fears Leaders Have About AI – And the Truth Behind Them


Today we’re talking about something that is transforming leadership faster than anything we’ve seen in decades: Artificial Intelligence.

Now, before you roll your eyes and think “Not another AI hype episode” – stay with me.

Because this isn’t just about tools or prompts. It’s about you, as a leader, and whether you’re ready for the biggest shift in leadership we’ve ever faced.

Why Leadership is at a Turning Point

Let me take you back in time for a moment.

When electricity was first introduced, many people thought it was a toy. A luxury. Something for rich households.

But the smart ones? They rewired their factories, transformed their workflows – and changed the world.

AI is today’s electricity. It doesn’t wait politely until you feel ready. It transforms how we work, lead, and decide whether you engage with it or not. And it happens much wquicker than with electirity in the old times.

Here’s the uncomfortable truth: AI doesn’t threaten great leadership. But it brutally exposes average leadership. Even worse – it exposes slow leadership.

Because AI rewards those who act. The leaders who experiment, who take the first step, who are willing to rethink the way they work.

If you’re not using AI to lead smarter, you’re leading with a handicap.

The 3 Biggest Fears vs. Reality

Now, many leaders I talk to share their fears about AI. Let me address three of the most common ones.

Fear number one:

“We’ll lose the human touch.”

No! The reality is most leaders today already don’t have enough time for the human touch. You’re buried in meetings, approvals, and endless emails.

AI clears the fluff. It gives you back the time and energy to do what really matters: building trust and real human connection with your team.

Fear number two:

“AI will take away my control.”

False. You lose control the moment you ignore change. If you don’t decide how AI is used in your company, someone else will: your colleagues, your competitors, or worse – chaos.

Fear number three:

“I just don’t have time right now.”

Let’s be honest – that’s the most dangerous excuse of all. While you’re waiting to “find time,” others are already getting ahead. They’re using AI to prepare strategy drafts, analyze team performance, and make decisions faster. By the time you think you’re ready, you’re already behind.

Real Use Cases

So, these fears are real but the reality is much more empowering.

And that brings us to the real question: What does it actually look like when a leader uses AI in practice?

Because it’s one thing to talk about concepts: faster decisions, more time, less stress but let’s make it concrete: How does AI actually show up in your day-to-day leadership?

Let me give you a few examples.

  • First, AI can be your operations assistant. Imagine never again having to manually summarize meeting notes, clean up your inbox, or prepare a project briefing. AI already can handle that.
  • Second, AI as a leadership guide. For example, we’ve built “Ask Bernd”. This is an AI that speaks in my voice and helps managers prepare for tough employee conversations. It’s like having me on call, anytime.
  • Third, AI as a decision accelerator. It can analyze patterns, spot risks early, and draft strategies that you can refine helping you think ahead instead of always reacting.

These aren’t gimmicks. These are real use cases that are already changing how leaders lead.

The Core Message

Here’s the hard truth: AI won’t steal your job. But a leader using AI will.

Not because they’re smarter than you. Not because they know more.

But because they’re one step ahead. They’re making faster, better decisions. They have more clarity, more time for strategy while you’re still buried in operations.

That’s the unfair advantage AI gives.

The real question is: Do you want to shape how AI is used in your leadership? Or do you want to be the one trying to catch up later?

Webinar Invitation

If this resonates with you, I’d like to invite you to my free live webinar:

AI is Changing Leadership – Are You Ready?

It takes place on Thursday, September 4th –
11:00 am (Eastern
08:00 am (Pacific)
05:00 pm (Central European time).

In this session, I’ll show you:

  • Exactly how leadership changes when AI becomes your co-pilot.
  • Why AI is becoming the ultimate unfair competitive advantage.
  • And three real-world use cases you can implement immediately.

This is not a tech demo. It’s a leadership session designed for business owners and managers who want to stay competitive in an AI-driven world.

You can submit your questions live, and I’ll answer them at the end.

So don’t wait. Claim your free spot here!

LME 060 – Make Work Easiert – The Process Driven Way with Layla Pomper


In todays podcast episode I’m sharing a conversation I had with Layla Pomper.

She is the founder of ProcessDriven and is an expert when it comes to building simple systems that actually work – especially for small businesses and growing teams.

In this interview, Layla shares powerful insights on how the right processes can reduce stress, create more freedom, and even increase creativity in your business.

If you’ve ever felt overwhelmed by daily operations or unsure where to start with building structure in your team: This episode is for you.

Layla on YouTube

Click here to find Layla on YouTube!

LME 059 – A Summer Pause with Perspective

It’s summer.
And for once, my calendar is quiet: On purpose.

A Conscious Pause

I’ve decided to take a proper break this summer.

Starting at the end of July, I’ve cleared four full weeks in which I won’t be taking on any client appointments.
No trainings.
No coaching.
No podcast interviews.

Why?

Because I want to create space.
Space for unfinished projects.
Space for new ideas.
And most importantly – space for myself.

I’ll be staying home, working at my own pace on things that usually fall through the cracks.
And yes – I’ll even take care of a few long-postponed repairs around the house!

This also means:
There will be no new podcast episodes – neither in German nor in English – until mid or late August.

But don’t worry – I’m not disappearing.
In fact, I’m preparing a lot of new things for the second half of the year. Let me give you a short outlook.

What’s Coming After the Break?

First:
In the next two weeks, we’ll roll out the English BETA version of “Ask Bernd”, our leadership chatbot – both text- and voice-based.

If you’re part of the BETA English Leadership Crash Course, you’ll be among the first to test it.

The feedback from the German version has been amazing. So I’m really excited to see how the English version performs.

Second:
I’m currently preparing podcast episodes in advance and we have a full plan until the end of October.
That means you can look forward to fresh weekly content coming your way packed with insights and real-world leadership topics.

Third:
We’re starting a new webinar series on AI and Leadership in late August. The first English webinar goes live on September 4th.

Fourth:
At the end of September, my team and I will attend the Membership Growth Conference in Newcastle, England.

We will spend two days networking and learning at the conference and then stay two more days for our internal strategic planning.

If you’re attending the conference, don’t be shy, feel free to come and say hello.

Fifth:
In October, I’ll be traveling again – this time to India and Dubai for ten days, including some time on-site with one of my international clients.

Sixth:
And then in early November, I’ll be back in England attending the Long Haul Leadership Conference with Chris Ducker in Cambridge.

I actually recorded a great podcast conversation with Chris about his new book and this event recently. I’ll drop the link for that episode in the show notes as well.

If you’ll be at the conference, I’d love to connect. Don’t hesitate to reach out. I’m looking forward to meeting you in person.

And last but not least:

We’ll be officially launching the English version of our Leadership Crash Course in October!

The feedback from our BETA testers has already been outstanding and we haven’t even included the new “Ask Bernd” feature yet.
There’ll be a few free English webinars as part of the launch. So stay tuned if you want to join live!

The best way to make sure you don’t miss anything is to sign up for my newsletter. That way, you’ll be the first to get all the updates.
Sign me in to the newsletter!

My 3 Learnings from Taking Time Off

So as you can tell, a lot will be happening after the break. That’s why this pause in August is so important to me.

It’s not the first time I’ve taken a summer like this, but this one feels especially valuable.

Let me share three key things I’ve once again been reminded of during this downtime:

  1. You can only grasp something new if your hands are free.
    When we’re always “on”, we block ourselves from deep thinking and creativity. I need this space to reflect and move forward strategically.
  2. Your team grows when you step back.
    The absence of the leader often presents the greatest growth opportunity for the team. Trust over control – even when it’s hard – really does work.
  3. Long-term success requires rest.
    It sounds simple, but it’s not. If you want to perform sustainably, you need to recharge. This isn’t about doing nothing it’s about intentional stillness.

LME 058 – How to Stay Calm Under Pressure – Even as a Leader


Today, we’re diving into a topic every leader thinks they handle well: Until real pressure hits: Staying calm when everything seems to go wrong.

Whether you’re dealing with a deadline, a disgruntled client or internal chaos, your ability to stay calm is what sets you apart as a leader.

Let’s explore why it’s hard to stay calm, what happens when you don’t and how to actually get better at it.

Why It’s So Hard to Stay Calm Under Pressure

Imagine this:

You’ve just arrived at work. Coffee in hand. You open your inbox and there it is: A furious email from a key customer.

They’re threatening to cancel the contract. Apparently, one of your team members missed a crucial step in a delivery and the customer’s angry.

In that moment, what do you do?

Do you fire off a panicked email? Do you storm into the team room and demand answers? Or do you freeze?

Most leaders go into reaction mode. And that’s natural but it’s also dangerous.

When our brain feels pressure, it activates our amygdala. That is the part responsible for our fight-or-flight response. Great for survival in the jungle. Terrible for leading a team.

Why Calmness is a Leadership Superpower

Let me give you an example from one of my clients: Sarah, she is a marketing agency owner.

Her team had just launched a campaign for a new client. It was a six-figure deal. A big one for her business. But there was a bug in the newsletter software and 10,000 customers got the wrong email. Worse, the client found out on Twitter.

The office was in chaos. People shouting across desks. Blame flying everywhere.

Sarah could have easily joined the panic. But instead, she stood up, raised her voice slightly and said:

“Take a breath. One thing at a time. We’re going to fix this.”

She calmly delegated tasks: one person to respond to the client, one to investigate the software glitch, one to monitor social media. Within 30 minutes, the situation was under control.

The client wasn’t thrilled but they stayed. Why? Because they saw that Sarah didn’t lose her head.

That’s leadership.

What Happens When You Don’t Stay Calm?

Let’s look at the flip side.

I worked with a managing director. His name is Mike. He was technically brilliant but had a short fuse. Anytime something went wrong, he’d get visibly agitated. He’d micromanage, point fingers, sometimes even slam doors.

His team got used to hiding problems. And when people hide problems, small issues turn into big ones. Eventually, a good employee quit without warning.

In the exit interview, they said:

“I couldn’t handle the pressure. Not from the job – from him.”

That’s the risk. When you, as a leader, don’t manage pressure well your team feels unsafe.

The Calm Leader’s Mindset

Let me offer a different picture.

Think of someone like a pilot.

Imagine boarding a plane, and the moment turbulence hits, the captain starts yelling into the intercom:

“Oh no! We’re in real trouble now!”

Not very comforting, right?

Now think of what pilots are trained to do: stay composed, follow procedures, focus on facts.

As a leader, you’re the captain of the business. Your calmness builds trust.

Practical Tips – How to Train Your Calm

So how do you actually learn to stay calm?

Here are five practical techniques, and I’ll give you examples for each:

1. Breathe – and slow things down

Before you react, take 3 deep breaths.

One of my clients keeps a sticky note on her laptop:

“Pause. Breathe. Lead.”

It’s simple – but it works. Especially before big meetings or tough conversations.

2. Buy yourself time

If someone throws a problem at you, don’t respond immediately.

Say something like:

“That’s important. Let me think about it for a moment.”

Or:

“I need 10 minutes to check a few things before we decide.”

This isn’t avoidance. It’s smart leadership.

3. Prepare for pressure before it happens

Elite athletes don’t just train for performance. They train for pressure. You can, too.

Think of scenarios that might go wrong. Practice how you’d respond. Even just mentally.

For example: What if your biggest customer demands a discount? What if your top employee quits?

By rehearsing, you reduce emotional shock when it actually happens.

4. Get support – Don’t isolate

A business owner I coach has a rule: Whenever he feels overwhelmed, he talks to his co-founderr, even if it’s just to vent.

Staying calm doesn’t mean being a stoic robot. It means knowing how to channel your emotions productively.

5. Reframe setbacks

Start viewing problems not as threats but as puzzles.

One of my clients says whenever something goes wrong, he repeats this to himself:

“This is interesting. What can I learn here?”

It sounds cheesy, but this mindset shift changes how you feel about challenges.

Calm is Contagious

Here’s the thing:

If you’re calm, your team stays calm. If you panic, they panic.

You are the emotional thermostat.

A calm leader is not someone who never feels stress. It’s someone who doesn’t let stress drive their behavior.

Calm Leaders Create Strong Cultures

Calmness doesn’t just help in moments of crisis. It defines your company culture over time.

If your team knows that they won’t be blamed or punished for every mistake, they’ll be more honest. They’ll bring up problems earlier. And that saves time, money, and people.

LME 057 – Hustle Harder” Is Dead. Here’s Why! – Interview with Chris Ducker


Today I’m talking to an entrepreneur, author, speaker, and a person who has had a huge impact on my own business journey: Chris Ducker.

Chris Ducker

Chris Ducker

Chris Ducker

I met Chris for the first time in 2013 at a mastermind in London. At that point, I was struggling with my business, and Chris gave me a piece of advice that changed everything:

“If you don’t start podcasting now, you’re a fool!”

I took it to heart, launched my German podcast. Within three months I had 100,000 downloads and started getting calls from clients who wanted to work with me.

I will always be grateful for that tip and push Chris gave me.

Long-Haul-Leader

In our podcast conversation today, we cover a lot of ground. We speak about Chris’ evolution as an entrepreneur and his approach to building great teams. We talk about lessons learned from burnout and recovery, and why he now leads with more intention than ever before.

We also talk about the future of entrepreneurship, AI, and the deep importance of making time for yourself as a founder.

In this episode, we cover:
✅ Why “hustle harder” doesn’t work anymore
✅ The early warning signs of burnout every entrepreneur must recognize
✅ The role AI will play in shaping the future of business
✅ What “long‑haul” leadership really looks like

Long-Haul Leader Summit

I’m looking forward to seeing Chris in person again at his upcoming event in Cambridge in November 2025:
“The Long Haul-Leader Summit”.

And if you’re attending too, I’d love to connect!

His Book  “Long-Haul-Leader”

long-haul-leader

As a business leader, you can burn massive amounts of energy building teams, setting up systems, creating products, selling, and fighting for growth.

It takes hard work to get where you want to go. But eventually, that’s not enough. Hustle can get you started but won’t lead to sustained success.

In the Long-Haul Leader, Chris offers a set of practical principles for business leaders to reclaim their time, refocus on priorities, and restore important relationships.

Click here to get your copy!

 

 

LME 056 – What Makes A Great Leader? Start By Asking What Makes A Good Employee.

Today, we’re going to flip the leadership conversation on its head.

Because when people ask me:

“Bernd, what makes someone a great leader?”

I don’t start by talking about charisma or vision or some magic leadership formula.

Instead, I ask them a different question:

“What makes someone a good employee?”

Let’s start there.

What is a good employee?

Now think about it for a second.

If you had to describe your best employee: What would you say?

Most people answer something like this:

  • “They take responsibility.”
  • “They show up prepared.”
  • “They communicate clearly.”
  • “They don’t make excuses – they solve problems.”
  • “They go the extra mile when it’s needed.”

Sound familiar?

We all love employees like that.

But here’s the twist:

Everything you just said – that’s also what your employees want from you.

Great Leader

They want a leader who takes responsibility.

Who communicates clearly.

Who doesn’t make excuses and who follows through.

If you’ve ever said

“I wish my people were more proactive.”

Here’s a tough truth:

Maybe they’re just reacting to your level of clarity, structure, or consistency.

Let me tell you about a client of mine. Let’s call her Rebecca.

Rebecca managed a team of ten in a logistics company. She was sharp, experienced, and had high standards. But she kept complaining that her team wouldn’t make decisions on their own.

“They always come to me with the small stuff.”

She said.

So we reviewed her communication style. And we discovered that whenever someone did make a decision, she often corrected them.

Not harshly, but enough to signal:

“Next time, check with me first.”

Without realizing it, she had trained her team not to take initiative.

So if you want your employees to take ownership – ask yourself:

“Do I give them the space and the trust to do it?”

It starts with you.

Lead by example – or don’t lead at all

Here’s the thing: You are always setting an example. Whether you want to or not.

Your employees watch how you handle stress.

They notice how you speak about other departments.

They see when you show up – and when you don’t.

They notice if you keep your promises – or only when it’s convenient.

That’s why good leadership always starts with self-awareness.

If you’re frustrated that people on your team are unprepared, disorganized, or passive: Take a step back and ask:

“Where might I be modeling that behavior?”

Because people copy what they see, not what you say.

One of my favorite quotes is this:

“Your team is your mirror. If you don’t like what you see start by looking at yourself.

Latest after 2 years you have exactly the employees you deserve.”

Set clear expectations and hold people accountable

A good employee follows through. They know what’s expected – and they deliver.

So what’s the leadership parallel?

Simple.

A good leader makes expectations clear and follows up consistently.

Too often, leaders fall into one of two traps:

  1. They expect their team to “just get it” without clear instructions.
  2. Or they’re afraid of confrontation. So they tolerate low standards.

Both approaches damage trust and performance.

Imagine this: You ask your team to be on time for meetings.

But then you show up five minutes late – every time.

Or worse, someone is always late, and you say nothing.

What message does that send?

What you allow is what you encourage.

So: Be clear. Be consistent. Be fair.

That’s how trust is built.

And when there’s a problem, address it early. You don’t need to be harsh. You need to be honest.

That’s leadership.

Support your team – don’t overshadow them

Let’s go back to our original question again. A good employee is someone who helps the team succeed – not just themselves.

That’s also true for good leaders.

The job of a leader is to make others successful.

You’re not the hero. You’re the coach.

You don’t need to know everything. You need to create an environment where others bring their best.

Give them clarity. Give them feedback. Give them space.

Think of it this way:

You win when your people win.

Integrity over image

Employees want to work for someone they can trust.

That means: You say what you mean and you do what you say.

It also means that you stand for something. That you don’t throw your team under the bus when things go wrong. That you give credit and take responsibility.

Here’s a story I’ll never forget:

A CEO I once worked with – let’s call him David – made a public mistake in front of his entire leadership team.

And the next morning, he called a meeting. Not to explain it away. Not to point fingers.

He simply said:

“I got that one wrong. That’s on me. Here’s what I learned. Here’s what I’ll do differently.”

The respect in that room tripled.

That’s integrity. And that’s leadership.

Conclusion

Let’s wrap this up.

If you want to become a great leader, don’t overthink it. Just ask yourself:

“What would I expect from a great employee?”

Then, live that. Model it. Be the example.

You’ll be amazed how quickly your team steps up.

LME 055 – Big Goals: Why Thinking Small Won’t Get You Far

Today, we’re diving into something many leaders and entrepreneurs struggle with. Setting big goals. Not just realistic goals. Not just manageable goals.

I’m talking about bold, ambitious, almost crazy goals and why you should have them.

Because here’s the thing: small goals might feel safe, but they’ll never push you or your business to greatness.

Let’s talk about how big goals transform your mindset, your team, and your results and how you can start setting goals that scare you just enough to move you forward.

Why We Avoid Big Goals

So, let’s start with a simple question:

Why don’t we set big goals?

Most people and yes, that includes many manages and entrepreneurs, set modest goals.

They tell themselves they’re just being realistic. They don’t want to set themselves up for failure.

Sound familiar?

But let’s be honest: often, it’s fear. Fear of failure. Fear of ridicule. Fear of dreaming too big and not getting there.

But here’s the kicker. By playing small, you limit what’s even possible.

Big goals, on the other hand, shift your perspective. They create energy. They challenge your current habits and structures. They force you to grow.

The Magic of a Big Goal

Let me share a quick story with you.

When I started building my online leadership business, my first thought wasn’t

“Let’s just help a few managers.”

No. I imagined helping thousands of business leaders across the globe. A YouTube channel, online courses, a podcast: the whole thing.

Now, at the time, that felt… wild.

I had zero subscribers. Zero online clients. No content.

But that big vision? It pulled me forward. It shaped every decision. It made me act differently and more boldly.

I didn’t reach every milestone I imagined, but I got a lot further than if I had just said:

“Let’s see if I can sell a couple of coaching sessions.”

That’s the power of a big goal.

What Big Goals Do to Your Brain

When you set a big goal, I mean a really big one, your brain switches modes.

Instead of asking:

“What’s the next logical step?”

…you start asking:

“What would need to be true for this to happen?”

That’s a very different question.

You start looking for leverage.

You start questioning your assumptions. You start delegating. Automating. Prioritizing.

In short: you stop doing more of the same and start doing things differently.

But Isn’t That Unrealistic?

Now, I hear this a lot:

“But Bernd – shouldn’t goals be realistic?”

And yes, if you’re planning next month’s marketing budget, sure. Be realistic.

But for your vision? For your 3-year ambition? For the kind of business you want to build?

Realistic is often just another word for mediocre.

You can’t lead a team, inspire people, or innovate with “safe” goals.

People don’t rally behind average. They rally behind a mission.

How to Set Big Goals Without Going Crazy

Alright, so how do you set big goals without getting overwhelmed or stuck in fantasy land?

Here’s a simple structure I use:

  1. Dream Big:
    Set the big, audacious goal. Something that excites you and scares you a little.
  2. Break it down:
    What would be true 6 months from now if you were on track? What about 1 month?
  3. Take the first bold step:
    Not the easiest step. The boldest one. The one that creates momentum.

And remember: you don’t need to know exactly how it will work. You just need to move.

Here’s the truth: Big goals are uncomfortable.

They’ll make you doubt yourself. They’ll stretch you. But they will also change you.

And whether you reach them exactly or not: You’ll end up miles ahead of where you started.

So… what’s your big goal?

And more importantly: what’s the first bold step you’ll take today?

LME 054 – Behind The Scenes: Honest Conversation Between Two Leadership Coaches

Today’s podcast conversation is a special one. It’s not just about leadership. It’s about curiosity, courage, and connection.

I’m joined by Dr. Burkhard Bensmann, a dear colleague and longtime companion on the journey of leadership development.

Dr. Burkhard Bensmann phone

Burkhard is an author and executive coach. For decades, he’s helped leaders reflect more deeply, act more purposefully, and lead more consciously, always with a sharp mind and an open heart.

In our talk, we share stories from our recent travels from the entrepreneurial spirit of India to the emerging innovation hubs of Colombia.

We explore what it means to be a leader today, why cooperative leadership matters more than ever, and how small rituals like kickboxing, playing piano, or even building with LEGO can help us stay grounded in a noisy world.

This isn’t just a discussion about business. It’s an honest and personal exchange between two leadership coaches who care deeply about the people they serve.

We talk about challenges, doubts, insights and the simple habits that keep us inspired.

If you’re a business owner, a leader, or simply someone who wants to lead with more clarity and meaning, this episode is for you.

Let’s dive in.

10 Key Takeaways from the Conversation

  1. Leadership is shifting from system-centered to people-centered.
    Especially in SMEs, cooperative leadership and self-responsibility are essential for long-term success.

  2. Self-leadership is the foundation.
    Both coaches emphasized the importance of knowing your own values, rhythms, and limitations before effectively leading others.

  3. International perspective brings clarity.
    Experiences from India and Colombia revealed a hunger for growth and innovation that’s often missing in Europe prompting reflection and humility.

  4. Leadership rituals matter.
    Daily routines like journaling, meditation, kickboxing, and even LEGO-building help maintain mental clarity and emotional resilience.

  5. Social media has changed, less dialogue, more noise.
    LinkedIn is shifting toward polarized debates. Both speakers advocate for more real-life interaction and direct conversation.

  6. People-centered doesn’t mean soft.
    Leadership still requires clarity, boundaries, and consequences when goals aren’t met being kind and being clear go hand in hand.

  7. Deep work beats constant urgency.
    Start your day with something important but not urgen: this is often where real leadership and strategy work happens.

  8. Coaching is context-sensitive.
    Business owners and corporate executives need different approaches. Ownership brings unique emotional and strategic challenges.

  9. Tiny habits make a big difference.
    Small daily wins (like 10 minutes of piano practice) can reframe your day and build confidence, clarity, and momentum.

  10. Stay curious and connected.
    Leadership is not just about managing teams. It’s about staying open, learning from others, and finding meaning in your own journey.

Get in Touch with Burkhard

Burkhards Podcast:
https://bensmann-consulting.com/podcasts/

Burkhards Website:
https://bensmann-consulting.com/