Skip to main content
Bold Leadership podcast

Bold Leadership podcast

By Dave Evans
Discussing the leadership as a process and the science that builds winning teams and businesses.
Where to listen
Google Podcasts Logo

Google Podcasts

RadioPublic Logo


Spotify Logo


BL 80: Building Better Leaders with Jon "BigDogg" Rhone
Colonel Jon "BigDogg" Rhone was born into the Air Force and had the privilege of growing up and being influenced by parents and siblings who loved the Air Force.  After graduating from the USAF Academy, he was honored to serve and lead Airmen for 24 years. He hopes to continue serving by enthusiastically unlocking others’ full leadership potential. Through his experiences and relationships with young servicemembers, He has learned many yearn for a stronger connection to, and with, senior leaders.  BigDogg's now building better leaders through his new entity Rhone Coaching & Consulting Group.  He is excited to launch his leadership podcast in February. The intent of the “Leadership Domain Podcast” is to provide a forum for world-class leaders to share their lived experiences and professional insight. Jon hopes this podcast serves as a bridge between leaders regardless of generation labels. While most of the guests and stories are rooted in military service, I believe they are universally applicable to experienced and young leaders in the public and private sectors.  You can learn more at his website: He is an incredible leader, mentor to many and personal friend.  Enjoy this episode. All the best, Dave
January 21, 2020
BL79: Carolyn O'Byrne, Helping Truckers and Changing the World
If you find your niche you can change the world.   For 20+ years Carolyn O'Byrne worked with people supporting their physical and emotional health. About 7 years ago she turned her focus toward truck drivers. Her husband is a second-generation truck driver. His dad passed away hundreds of miles from home from a preventable health condition (when her husband was 20). Carolyn doesn't want that to happen to anyone else, unfortunately, it happens very often. Overall as a society, our health is more compromised than ever before. Carolyn works with truck drivers and their families supporting them toward optimal physical and emotional health. Via over the phone coaching, my book, "Gut Instinct," and my online strategies, Driven To Health, Driven To Peace, and Driven To Stop. Value? We think we have crazy schedules, try the life of a truck driver. Their schedules change daily. Sometimes they drive in the day and sometimes at night. There are so many factors that go into a truck driver's job and schedule. Traffic, load cancels, delivery and pick up hours, etc. Not to mention the difficulty to be there for their own health and family. It is very common for a drivers' schedule to drastically change at a moments notice. These avenues bring them to the awareness that it is all about their mindset while educating them on the true path to health. Showing them the power they have to be in control of their circumstances. Her biggest challenge she has to overcome is herself. She stands in her way. Carolyn continuously tries to reevaluate herself to be sure that she am not the issue at hand. Carolyn saw that projects would be moving right along then life would happen and it would seem as if someone threw a wrench into her plan and life came to a screeching halt. It would take forever to get her momentum back up and going. Becoming aware. This is the hardest part. when you are on the inside looking out, you don't see the obstacles. She talks to people about this all of the time concerning their health.  Carolyn loves the people she works with. Truck drivers have a very special place in her heart. Carolyn is excited to bring them the products they need to overcome the many obstacles in their life. She has found her niche and is saving lives, keeping us safe and taking bold steps to help grow U.S. trucking companies.
January 14, 2020
BL 78 - Reduce Stress and Build a Better Life with Steve Whitney
In this episode, we are kicking off the new year celebrating small business leaders with BOLD goals for 2020. Steven Whitney is an energetic inspirational human being. He loves to get other people excited about becoming healthy, re-wiring their brains or simply to go throw a Frisbee.  He loves music and is very supportive of the Colorado music scene. Steven has a wonderful dog named Memphis. He loves being outdoors and is an adventure freak. If it's tough he does it. Steven loves to laugh and most importantly love to get other people to laugh. Life is to short to not be living in the present and he just wants to help support people to be comfortable and confident in doing that.
January 07, 2020
Bold Leadership Season 4
We are ready to release season 4 and we are focused on solopreneurs and entrepreneurs.  2020 is almost here and we will be interviewing BOLD business owners, telling their stories and motivating you for the rest of the year.
December 10, 2019
BL76: Goal Setting for the Holidays
It's that time of year again.  Work is slowing down and you have time on your hands.  Over the next few weeks, reflect on your performance over the last year then focus on the future.  Define your BHAG!  
November 26, 2019
BL75 - Partner relationships can be challenging if you don’t get things right through a formalized agreement If you're in a business partnership or a longstanding working relationship that isn't working, ask yourself these questions. Then, if you need to change or end the partnership, follow these five steps. A client, we'll call her Susan, had a business that was struggling financially and operationally. She was totally disgusted because her partner of 10 years was no longer carrying his weight and didn't seem to understand the gravity of the situation. She was so stressed she was seriously considering liquidating the business if things couldn't be changed for the better in a very short time. What to do? Her first commitment had to be to herself. Susan was able to realize that it was up to her to take command of this situation. She was coached to create some measurable goals with timeframes. She decided she wanted to give the business and her partner one last chance. Susan knew she must bring her partner, and eventually her staff, into the picture in order to get their buy-in. She created Job Roles for herself, her partner and each of her staff (Office Manager, Buyer and 2 Salesmen). Because of the longstanding relationship between her and her partner, we agreed it was best if I met with the partner and her to present things up to this point. Preparing for this was anxiety-producing for Susan, but also liberating. NOTE: Using a third party (like a coach or consultant) can offer a different perspective to a known problem. The partner was cordial and listened politely, as had been expected. But, of course, he didn't really GET IT that things had to change. Susan gave it three months under the new plan. Unfortunately, she had to bite the bullet and make the decision to liquidate the business. Fortunately, she was able to see the handwriting on the wall way in advance and gave herself six months to finalize the liquidation. Susan is in the process of purchasing a new business which will be hers alone. She could only do that once she realized she didn't actually need a partner. She had been carrying the business alone for several years anyway. If you're in a business partnership or a longstanding working relationship that isn't working, ask yourself why you got into the relationship to begin with. Many times people just don't feel ready to take on the full responsibility of running a business so they look for anyone who is interested and willing to work with them. Having the wrong partner is the basis of many partner problems. How to find the right partner is, of course, the topic for another article. If you can answer yes to one or more of the following it may be time to take command of your business and make the necessary changes. You're feeling like you're carrying more than your share of the work. Your partner seems to have lost interest in the business. You find more and more to disagree about. There have been changes in your partner's life that are interfering with his ability to function in the business. Your interest in the direction of the business is different from that of your partner. Here are the steps I suggest you take if you're seriously considering making changes to your partnership arrangement. Let’s discuss 5 partnership tips that will remove stress and resolve conflict.
June 12, 2019
BL74: Is your company ready for summer vacation
The Story Exchange Is Your Business Ready for Summer Vacation Time? Ask These 3 Questions It's that time of year, when sunshine beckons. If you or your employees plan to take time off, now's a good time to assess your vacation policy. May 21, 2019 By Barbara Weltman It’s vacation time, for you and your employees. (Credit: Lance Asper on Unsplash) In the next several weeks and months, employees will be taking time off from work for summer vacations. According to a survey by, about 38% of employees with paid vacation days plan to use them all this summer. Other findings: 59% plan to use more than half 5% plan to use less than 25% of their days 6% won’t use any time Now is a good time to determine what your company’s needs will be this summer. Also, given the tight job market, it’s a good time to assess your vacation policy. Here are three questions to ask: 1. Have you planned for a reduced work staff? Determine what will need to be done during the time when you/employees are off. Do what’s possible in advance. For me, this always means working double time for weeks in advance to satisfy the work deadlines that fall during my vacation. If possible, discuss with customers and clients about scheduling work after your/your employees’ vacations. Employees in your company may or may not fall within the survey’s findings mentioned earlier. Make sure you’re covered for any problems that need to be addressed while you are away. This can be done by giving an employee added responsibilities. Also, see that employees can cover for each other when needed. If necessary, hire temporary workers to fill in gaps in your staffing. With temporary workers, you pay the agency a fee for their services; they remain the employees of the agency. Summer interns may be helpful too. 2. What’s your vacation policy? How many vacation days do you offer? Federal law does not mandate that you give any paid time off, but you’d be hard-pressed to hire and retain good workers without a paid vacation policy.
June 05, 2019
BL73: What reality TV teaches that destroys your ability to lead
“Kids watching television tend to accept it as a reflection of reality anyway,” Dr. David Hill, a pediatrician who is program director of the American Academy of Pediatrics’ Council on Communications and Media, told Healthline. “Until they’re about 8 years old, it’s very difficult for them to do any significant reality testing. That’s why kids under that age are much more accepting of Santa Claus. Kids already struggle with testing what’s real or not, and then reality television is advertised as being real.” This is a problem, according to Nancy Molitor, PhD, a clinical psychologist and assistant professor of clinical psychiatry and behavioral sciences at Northwestern University Feinberg School of Medicine, because kids often become desensitized to what they are seeing. “There is this appeal to these shows that comes down to making people feel superior to others,” Molitor told Healthline. “You see contestants being laughed at, rejected, voted off, made fun of. And watching these shows makes kids feel superior as well. It’s reinforcing all kinds of negative behavior that we don’t want to see in our kids, including relational aggression.” Today we are going to discuss 2 shows that distort reality and are creating a selfish  employee culture What show’s motto is outwit, outlast, outplay? Is this the mentality we want for our employees or leaders? How about this one recently posted on twitter “If you don't have haters, you're not doing something right.” Do you want employees walking in the door of your company thinking this is an appropriate way to behave.   Unfortunately what we believe is reality is actually somewhat scripted to drive emotional responses.   As leaders we must notice the signs of unhealthy behaviors and actions within our organization. You need team players, focused on team goals to grow exceptional companies.  Do not let your company fall into the trap of reality tv.
May 28, 2019
BL 72 - Why Social Media is Destroying Your Company Culture
Inc. Magazine sat down with Chamath Palihapitiya a former VP of user growth at Facebook. Have you ever created something that you thought would help people, only to discover that it would harm them afterward? In an unexpected turn of events, the former Facebook executive spoke with the Stanford Graduate School of Business about his feelings of guilt and regret of helping found a company that has been fundamentally detrimental to the way people interact today. Palihapitiya first began at the social media company in 2007, three years after its founding by Mark Zuckerberg in 2004. At the time, Palihapitiya recounted that few really considered the negative effects of a platform like Facebook. But as Facebook's popularity grew, it the negative consequences of constant, excessive social networking became clearer. And the problem became much bigger than Facebook as merely an online platform -- it changed the way people interact on a day-to-day basis and restructured an entire existing social structure, something few people could have foreseen after the advent of texting.   "It literally is a point now where I think we have created tools that are ripping apart the social fabric of how society works. That is truly where we are," he said. "The short-term, dopamine-driven feedback loops that we have created are destroying how society works: no civil discourse, no cooperation, misinformation, mistruth. And it's not an American problem. This is not about Russian ads. This is a global problem."   Over the next 2 episodes, we are going to discuss the impact of social media and reality tv on your company.   Are social media platforms like Facebook, Twitter, Instagram and Snapchat killing communication? Are companies losing productivity because their employees are always connected? How do business leaders grow a positive culture in a social media focused world? We are responsible for our actions.  It seems to me that civility is dying in exchange for likes, retweets, and followers.  The crazier it is the better.
May 21, 2019
BL71 The Five Behaviors of a Cohesive Team
Trust is the foundation of any great team.  If you want to build a successful team you must create an environment of trust.  You must be vulnerable and willing to listen and you must eliminate behaviors that force a lack of trust in the organization. If you don’t trust your teammates or your leadership you are destined to fail.   Today we are going to discuss the five behaviors of a cohesive team and give you some tips on how to build a stronger organization. The five behaviors of a cohesive team include: Trust, Conflict, Commitment, Accountability and Results How does trust or a lack of trust impact an organization? Is conflict within an organization a good thing? Is the team committed to the goals for a company and why does this matter? Do you hold yourself and teammates accountable and what is the impact Do your results align with your goals and what are you doing to ensure that this happens.
May 14, 2019
BL70 Why Your Boss Doesn't Listen to You
Do you feel like nobody you work with every listens to you?  We see it all of the time. Great ideas stifled because someone is afraid to offer their ideas to the team.  Company cultures managed by Dominant leaders inhibit the free flow of communication. Don’t be held back because you are afraid to speak.   Today we are going to discuss how to work with Dominant leaders and be heard. How can you improve the culture in your organization? How do you deal with a dominant leader? What challenges and impact have you seen with communication in organizations? Can you improve the culture in your organization by understanding the different personalities that you work with?
May 07, 2019
BL 69: Sales leaders who can’t adapt to their potential clients will never sell anything
Great salesmen are great communicators.  Every good salesperson must be able to quickly assess the environment, understand their client's tendencies and adapt their personality in order for the client to listen. If you don’t know how to effectively communicate you are never going to be a great leader. Today we are going to look at the sales process and how your ability to communicate in another person’s type will improve sales and build lasting relationships. Why is it so important to be a great communicator to sell? Office memorabilia Clutter in the office or lack thereof Questions the client asks How the client represents themselves What signs help you understand your potential client’s personality type How do you build a long term client relationship What is your experience and how have these tools impacted your ability to close the deal.
April 29, 2019
Bold Leadership Episode 68 - Understanding your personality improves your ability to lead
Communication is the key to effective leadership.  Do you understand your personality tendencies and how they affect your interaction with others?  As I was once told you must know yourself to be yourself. More importantly, you must know how you are perceived by others and how they receive information to communicate effectively. If you don’t know how to effectively communicate you are never going to be a great leader.   Over the next 4 episodes, we are going to help you understand your personality tendencies, how they impact your culture, your sales team, and your leadership.  In the final episode in this series, we are going to provide you with the Five Behaviors of a cohesive team. There are multiple personality assessments you can utilize to understand your tendencies, but we have found that DiSC is the easiest to leverage with your team, customers and suppliers. What is DiSC D - Dominance I - Influence S - Steadiness C - Conscientiousness Are they Fast and Outgoing or are they Deliberate and Reserved? Are they Details and Results or are they People and Process focused? How can you quickly identify another person’s personality tendencies How do personality tendencies impact relationships How do different personalities respond to one another Why does any of this matter
April 23, 2019
BL67 Servant Leadership with Heady Coleman
Today we have the privilege of discussing leadership with Gregory “Heady” Coleman. Heady is extremely passionate about seeing people going further better in their personal and professional lives. In that, he loves growing communities that leads to wins for everyone. Over the last 13 years, He has managed to serve the Oklahoma City Metro area in several capacities while playing an intricate role in the awesome town he lives in Guthrie, Oklahoma; however, He is most proud of the relationships he has built with the great folks in Guthrie and the Oklahoma City Metro. Heady currently serves as Pastor at NORTHCHURCH Guthrie, where he focuses on his passion of helping people and growing a better community. He is happily married to the beautiful Bernadette Coleman. Heady and Bernadette have 3 dynamic children that they get the opportunity to raise in their favorite town Guthrie, Oklahoma. Heady discusses his #gowin philosophy and the importance of understanding everyone's story Be Bold Dave
November 05, 2018
BL66 You Are Replaceable
Once you think that you are irreplaceable its time to hang up the cleats and move on to retirement.   Arrogant leaders divide organizations, destroy sustainable growth and are a detriment to the overall mission of any organization.  The reality is that everyone is replaceable. Unfortunately, many leaders believe something different. Once you realize that you are only a temporary caretaker for the organization the sooner you can start having a truly positive impact on your team.  Today, we are going to discuss some hard truths about leaders and how to really serve your team.   Truth #1:  The mission did not stop when I retired from the Air Force.  Not only did it not stop, it didn’t even slow down. The great leaders that stepped in to fill my position did an exceptional job.  If you are doing your job as a servant leader then you are grooming your replacement. All of my number 2s became number 1s and many continued on too much higher leadership levels in the overall organization.  I hope that my leadership provided them some tools that they still use today. Your first tip: Always be grooming your replacement. Be a mentor and enjoy their success.   Truth #2:  We are never as good as we think we are.  Times change, personalities change and the organizational goals change.  We work with many older leaders who “throw shade” on the millennials that work for them.  I hate to break it too you, but we were the “millennials” at one point. Those pain in the butt young people who always thought our leaders were crazy.  In reality, our leadership or lack thereof creates the problem. Their ideas aren’t wrong, they are just different. The reason they are different is that times change, culture changes and priorities change.  Tip number 2: Challenge your younger teammates to fail. Let them try new ideas and be there to catch them when they fall. A leader’s job is not to squash innovation, it is to encourage it, guide the team and challenge old ideas.  None of us are as smart as we think we are!   Truth #3: You only deserve a styrofoam cup.  If you have not watched Simon Sinek's youtube video discussing leadership you need to watch it.  The link will be in the show notes. When you are a CEO, Senior Military Leader or even a Head Football Coach.  You get certain perks. I can remember the first time I walked into a room filled with my teammates as a commander.  Everyone snapped to attention. People fell over themselves to make sure I was taken care of...Some leaders think that they deserve this response...they do not.  The respect is for the position and when you move on it stops. I will never forget walking off of the stage when I relinquished command. I quietly reached for my wife’s hand and left the building.  We then headed to Chili’s for a quiet lunch. My son looked at me and smiled. We all knew what had just happened. No fanfare, no parade, I once again became just another officer serving our great nation.  I happily grabbed my styrofoam cup and got back to work. Tip #3 Remember you only deserve a styrofoam cup don’t get so caught up in your position that you ever think you are better than your team. You are not.   Being a great leader means you always put your people first.  Just because you are in charge you are not funnier, you are not smarter and you are certainly no better than anyone on your team.  Your team laughs at your jokes because of your position. You get certain perks because of your position. It has little to do with you.  Your job is to always serve your team and put the team first.   Arrogance breeds contempt.  Many leaders have learned this the hard way.  CEOs accused of insi
October 30, 2018
BL 65: The Millennial Challenge
Welcome to Bold Leadership.  Today we are going to discuss all of the nonsense surrounding our younger generation.  Are they really any different than you were at their age?  Are they good for your company?
October 09, 2018
BL64: Do You Have Growth Potential
In today's episode we discuss tips to improve your growth potential and have some great advice from John Warrillow founder of Value Builder.
July 17, 2018
BL63: Building Value on the 4th; Financial Performance
To all of you true blue red-blooded Americans out there and more importantly happy Fourth of July to those men and women sacrificing their time to defend our great nation overseas for all you and your family thank you for your service and thank you for your sacrifices have a happy and safe 4th of July.   Today we are discussing Financial Performance. But first, let’s talk about valuations.  If you have a business and you want to sell it you will go through a valuation process. A typical valuation process for financial types is the dreaded discounted cash is not your friend.  An accountant will look at your history and discount you value for each year you have been in business. It looks like this.       Now your forecasting 10 years at $1M per year, yet you are only worth $5M to potential buyers.  Our process helps you change that number and get the money you deserve for your great company.   Today we are going to focus on 3 areas to improve your financial performance: Increase your Revenue Increase your Profit Margin Formalize you BOOKKEEPING You must do #3...end of discussion.     You can increase your revenue a number of ways, but the easiest way is to sell more of your stuff to different people.  Same stuff in a different market. Too many businesses get focused on building and selling different stuff, but this kills your profit margin because you become too specialized and every product is different.   Let me explain.  If you want to increase your profit margin, you find ways to simplify and reduce costs.  Your process needs to be teachable and easily repeatable for your employees. Your product must be valuable to your customers.  If you offer too many specialized products your manufacturing costs go up exponentially.   You can also increase revenue by packing products and services which make them more valuable to your consumers.  Find ways to differentiate your offering. By differentiating yourself you create a monopoly for your business, make your company more competitive and more valuable to future buyers.   Improve your financial performance by GETTING A BOOKKEEPER, increasing your revenue and increasing your profit margin.   Again, happy 4th of July, stay safe!   Be Bold Dave
July 03, 2018
BL62: Building a Valuable Business
We are back for the new season I have been in the vault, we've been in training getting certified on other things to help you grow your business. We are now value builder certified. If you want to build a business, grow the value, have a great exit and make lots of money Value Builder is your ticket to success. So, in the next few episodes were going to discuss Value Builder in-depth. We're going to provide a webinar here shortly for you to download and learn more about how to create recurring Revenue but let's start by talking about what the heck is Value Builder. The system developed in math and data now the geek in me loves math and I love data. If you're not making decisions based on data then you are going to fail. Most of the mergers and Acquisitions that we've worked with people have this huge number. There's a value based on discounted cash flow and then there's a value based on Blue Sky. It's hard to quantify your blue sky to others. Value Builder helps owners quantify the gap between cash flow and blue sky. In today’s episode, we will discuss the eight drivers and provide a general overview of the Value Builder System. BE BOLD Dave
June 28, 2018
BL 61: Do you have a BHAG?
Do you have a BHAG?  If not, you should. I know that we all love to talk about SMART GOALS Specific Measurable Attainable Realistic Time bound They are the rage, but you can never do anything BOLD with just SMART goals.   John F Kennedy set a goal to put a man on the moon...this is not a SMART Goal ELON Musk set a goal to build a resuable the time...not a SMART Goal Elon Musk went so far as to fire over 400 employees who could not or would not meet the his expectation for development and production. He is focused on the impossible and he continues to surprise the world. These Big Hairy Audacious Goals (BHAGs) push you to innovate.  It pushes you to make BOLD decisions and forces you to set and maintain extremely high standards.  I mean just think of all of the great things that have been developed because of the space race in the 60’s or all the innovation that has been driven by Elon Musk.   If you want to do great things, I mean spectacular things you have to dream big.  Most leaders inherently limit themselves with SMART goals. There is certainly a place for SMART goals, but don’t limit yourself. So how do you set ridiculous, amazing BHAGs Imagine the impossible...dream big Surround yourself with people who believe anything is possible Go to the whiteboard and start dreaming Once you have your BHAG, leverage SMART goals to set a path to reach your dream.  It's just that easy. Now if you don’t develop the path and periodically update you will never reach your goal.  So be persistent. I worked with a team to develop the 1st underground Compressed Natural Gas Storage System.  Everyone told us it could not be done. Too many regulations, Too much red tape, everyone else who tried failed.  Well we didn’t. We set the Big Hairy Audacious Goal and got to work. We did not listen to the naysayers. I can’t was not in our vocabulary.  We found a way to yes. We developed a timeline and got to work. Now, I am not going to lie and say it was easy. It wasn’t. We made mistakes along the way and had to find innovative solutions to solve the challenges.   Here is what I know in my heart.  If I can do this, then I know you can too.  Never limit yourself, never let naysayers drag you down and never quit. Be Bold! Dave
April 10, 2018
BL 60: So You Like Your Coach
So you like your coach, Honestly I loved all of my coaches in life, but I didn’t really like them.  They pushed me. They challenged me and they made me better. Is your current coach doing the same? I am Dave Evans, a business consultant and coach.  I have been privileged to lead thousands of people into combat operations and helped small business owners define their path to success. If I ever stop learning and embracing change, please find a nice pasture to send me to.  People that don’t continue to learn and adapt to their changing environment will never see true success in life.  You are either growing or dying and I want to live!  Technology changes every two years.  Processes are never perfect. The world economy is more connected than ever.  You have access to more knowledge now than ever before: Podcasts, Youtube, Google and the list goes on  How do you spend your time. Today we are going to quickly discuss three challenges every business owner faces and offer solutions to find the right coach to guide you along the way. Systems and Processes Organizational Chart Roles & Responsibilities Hiring quality employees Evaluation Criteria Personality Assessment - DISC is our favorite Sales Assessment - SPQ Gold Work life balance - your circle of trust Finding the right coach is finding a person that pushes you to be better.  They push you to failure and force you to broaden your perspective. You need to have a coach who has experienced failure and pushes you to your limit.   Be Bold Dave
April 03, 2018
BL 49: An Interview with George Glover
Today we have the privilege of sitting down with an incredible leader, mentor, and coach. George Glover is quickly becoming the go-to coach for leaders in Oklahoma. He and his team at Vistage are helping leaders solve tremendous challenges with their organizations. George believes that everyone knows the solutions to their most difficult challenges and he strives to help leaders find solutions. He has served as a CFO and CEO and some of the largest manufacturing companies in the world. Today he shares his views on leaders and offers some incredible tips on how to grow your company, face challenges and find ways to success. Be Bold Dave
March 20, 2018
BL 58: The Combine
We all know that the cost of a bad hire is expensive. Career builder states that these costs can exceed $50,000. None of us can afford that. Fast Company recently released an article interviewing the CEO of Zappos, Tony Hsieh. It's a fast read and the link is below. So how do small companies afford a hiring process that enables success? It's simple to develop a hiring combine much like the NFL. You need two things: a personality assessment and a test to discover whether or not the salespeople you hire have the tools needed to be a great salesperson. Check out this episode to learn more! Be Bold Dave
March 14, 2018
BL47: Do Something
Its times like these when we need to work together to solve challenges. We need to act locally to solve problems nationally. Today we discuss the importance of doing something. We challenge you to stop acting like pigeons and dropping your problems without solutions on your favorite social media site to garner support for your opinion. Work with leaders locally and finds ways that work in your community to protect your children and families. I have to admit, I came off of the top rope on some folks recently on social media and I shouldn't have. Hey, most of us have made that mistake. But after listening to one of my college classmates on MSNBC, Chief Paul Cairney, I was reminded of the importance of finding solutions. Paul defines what a Bold Leader is. He is open to ideas and solutions. Instead of finding ways he can't solve a problem he found a solution that works for his community. I recommend that we all follow Paul's lead and make our communities safe again. Stop being weak and Start being Bold Be Bold Dave
February 27, 2018
BL56: Leadership from the Lipid Brain
Today we have the pleasure of interviewing Greg Dowty. A former marine and now a scientist, his company's goal is to change the way we handle tough mental challenges. A passion... We represent a new force in the behavioral sciences that reverses the flow of information. Until recently, clinicians have been in a trickle-down economy when it comes to applying research in their practice. Our goal is to create a torrent of activity that directly feeds the efforts of those on the front line. Our system is built on utilizing data from all available sources. Our plan is to give back in the form of outcomes and in AI solutions. We are here to make a significant impact. Meets new science... Neurology and the advent of increasingly advanced imaging technology is the great equalizer that enables our work through design and, eventually, as a source of data. The neurosciences have already made an impact in mental health treatment through verifying the effectiveness of activities historically neglected by research such as meditation, yoga, and mindfulness training. Beneficial practices have gained serious traction in both research and practice. We will initially advance through the collection of data from those who have the most exposure to the behavior and situations that impact their life. And, in this context, the educated, trained, licensed and experienced clinicians that work with them. And busts a paradigm. Imagine the information that we will all have when we collect this targeted data from tens of thousands of clinicians over the next 2,4,10+ years. Now imagine that the data collected represents every known environmental impact and its influence on cognitive/affective processing throughout the progression of a specific behavior. Finally, what if the program were to loop the analytics back into the system and... learn... to become more efficient... more predictive. The benefit would be staggering and it would change the way we understand and respond to behavior. Check out his work at: Be Bold Dave
February 20, 2018
BL 55: Negative Feedback
Negative feedback may be the most important feedback you ever receive as a leader so long as there is a proposed solution. In this episode, we discuss This is Why Your Boss Deserves Your Negative Feedback by Jane Claire Hervey. The article is shared below. This Is Why Your Boss Deserves Your Negative Feedback Jane Claire Hervey, WOMEN@FORBES I romanticize my work. I love to solve problems. I want to be the change I wish to see in the world. (I'm also a millennial—what can I say?) So, when I started my first full-time job at a digital marketing firm, I had high expectations. I was ready to learn, maximize my role and help the company drive revenue. When I noticed a problem within our operations, I pointed it out. If I thought there were areas in which we could improve, I spoke up. If I had a good idea, I gave it. But, more often than not, this feedback was met with silence and inaction, and over time I began to contribute less and less. When I left the company after three years, the CEO was surprised. "I didn't see this coming," he said. That stumped me. I had been vocal about my needs, pointed out gaps in our infrastructure and nothing had ever changed. Wouldn't my exit be expected? It turns out I'm not the only one with this experience. According to Claire Lew, the CEO of Know Your Company, this phenomenon is common—and it's the reason she's got a job today. Before Lew started Know Your Company, a software tool that helps business owners collect and utilize feedback, Lew also hated her job. She couldn’t give feedback to her boss, and the problem frustrated her so much that she quit to find a fix. She launched a consulting agency to help CEOs build better work cultures, and surprisingly one of her first clients, Basecamp, happened to be working on a software prototype for feedback. Together, they launched Know Your Company as a product in 2013, and Lew became the project's CEO in 2014. Since, Know Your Company has served more than 15,000 people in 25 countries. A couple of weeks ago, I caught Lew's talk on building feedback loops at the Culturati Summit in Austin, Texas and I immediately had a million questions: How do we build work cultures within our economy that better prioritize women and healthy lifestyles? How can we empower employees to give negative feedback? What can we do better—as bosses, as leaders, as employees—to turn problems into solutions? In this interview, Lew and I thankfully get to some potential answers. Jane Claire Hervey: Who are you and what do you do? Claire Lew: I’m the CEO of Know Your Company, a software tool that helps leaders create more open, honest environments by getting ongoing employee feedback. We also founded an online leadership community called The Watercooler, with 500+ managers and executives from all over the world. Hervey: There’s a lot of pressure on women and people of color to advocate for themselves and negotiate harder to claim their seat at the table. The mindset behind Know Your Company implies that dismantling the power dynamic that may hold certain employees back is on the CEO/leadership team. What do you have to say to the former? What may be misleading about that way of thinking? Lew: Asking women and minorities to advocate and negotiate for their seat at the table is like saying that people who get mugged on the street should take self-defense classes or carry a gun on them. It’s placing the burden of the problem on the victim, instead of addressing the underlying root cause of the problem. The problem is the work environment and culture—not the lack of action on the part of women and minorities. On top of that, the fact is that negotiating compensation is empirically disadvantageous to women and minorities. So negotiating for equal pay, let alone a seat at the table, has a ton of deeply entrenched hurdles around it. Hervey: How can start-ups, small businesses and lean creativ
February 14, 2018
BL54: Do Metrics Matter
We summarize Bill Zip's article in our latest episode...Do Metrics Matter.  I have included his article below.   I’ve never met a business leader who’d actually say, “Oh no, metrics don’t matter to me.” Have you? I didn’t think so. So why ask the question, “Do your metrics matter?” Because I’ve found the way most business leaders operate is like they’re practical atheists when it comes to metrics. I know, I know that’s an odd phrase. A practical atheist is someone who believes in God, but lives like they don’t. So a practical metric atheist is someone who believes in metrics, but leads like they don’t. Are you that kind of leader? Here are four questions to ask yourself to find out if your metrics really matter. Question One: Are your metrics few in number? The first indication that your metrics don’t really matter is that you have too many of them. Way, way too many of them. That’s the nature of the age in which we live, we have lots of data. Big data, little data, and all kinds of data in between. Drowning in data, we never take the time to find out what the data means and count the things that really count. Take for example sales, the field in which I have the greatest business expertise. You can measure close ratio, number of calls per client to close, net new appointments, forecasting accuracy, time in the funnel, velocity of execution by sales stage, average deal size, weighted deal size, proposals under consideration, probability of proposals under consideration, and performance against goal by week, month, quarter, and year. You get the idea, right? Most salespeople, when confronted with a barrage of data like this, ignore it all. That’s true of other people as well. A wall of numbers never get read, except by the most brave mathematical souls (not you and me). And that’s too bad, because some of these metrics are essential to success. A head of sales who wants to make her metrics to matter will select the three or four critical ones to focus on like a laser, letting the inconsequential ones go. I refer to this as the vital signs approach to metrics. Our vitals signs track the three or four things that are key to good health, like pulse at resting, blood pressure, body mass index. If any of those numbers are off, you take a deeper dive with your doctor. So too with sales. If sales are off, you take a deeper dive with your manager (known in the sales world as a strategic account review), but week by week you watch your vital signs. In other words, the very first—and foundational—way to have your metrics matter is by identifying the vital few that make the biggest impact. Question Two: Are your metrics predictive of performance? So then, which metrics make the biggest impact? The ones that predict performance, not just report it. Let me explain. If you’re driving a car, which would you rather be looking at, what’s ahead in the windshield or what’s in the rear view mirror? The windshield, of course, because that’s where you’re going. The rear view mirror only tells you were you’ve been. Metrics that matter, then, are windshield metrics, leading indicators, not rear view mirror metrics, lagging indicators. While lagging indicators tell you some things, it’s too late for you to do anything about those things because they’re in the past. Leading indicators allow you to steer the course of your company into the future. As important as windshield metrics are, it’s far easier to focus on rear view mirror metrics. Mostly because they involve less thinking. The data’s easily accessible and fairly easy to interpret. But the key to high performance is being able to shape the direction of the marketplace, not just react to it. In other words, think! If you want your metrics to matter, use your brain to find the ones that focus on the future and actually predict performan
February 07, 2018
BL 53: Are Great Leaders Trained or Developed
Are leaders trained or developed?  Today we will answer this question with some help from an article written by Matt Myatt.  The short answer is this...leaders are developed.  It is a continual process that requires a plan.  A 3-hour training session does not really build great leaders.    Its a lifetime of education.  Below are 20 differences between training and development from Matt Myatt. The following 20 items point out some of the main differences between training and development: Training blends to a norm – Development occurs beyond the norm. Training focuses on technique/content/curriculum – Development focuses on people. Training tests patience – Development tests courage. Training focuses on the present – Development focuses on the future. Training adheres to standards – Development focuses on maximizing potential. Training is transactional – Development is transformational. Training focuses on maintenance – Development focuses on growth. Training focuses on the role – Development focuses on the person. Training indoctrinates – Development educates. Training maintains status quo – Development catalyzes innovation. Training stifles culture – Development enriches culture. Training encourages compliance – Development emphasizes performance. Training focuses on efficiency – Development focuses on effectiveness. Training focuses on problems  - Development focuses on solutions. Training focuses on reporting lines – Development expands influence. Training places people in a box – Development frees them from the box. Training is mechanical – Development is intellectual. Training focuses on the knowns – Development explores the unknowns. Training places people in a comfort zone – Development moves people beyond their comfort zones. Training is finite – Development is infinite. BE BOLD and Develop Great Leaders
January 30, 2018
BL:53: Find a Way to Yes
Our nation is struggling to find leaders who can negotiate like adults and find a way to yes. Today we discuss the challenges our nation faces with the recent the government shutdown. Leaders continually draw battle lines based on party affiliations with no conscious to do what is right for our nation. Great leaders find a way to yes. It's time that we reflect on our own leadership style. We must shift from selfish to selfless leaders. I challenge all of our listeners to forward this podcast to your friends and family. We must hold all leaders accountable and remember it is not about our party affiliation it's about the nation as a whole. Every good business owner knows you can't stay in business long when you elect to pay yourself and not your employs. Be Bold Dave
January 23, 2018
BL51: Global Leadership with Christoph Szakowski
In this episode, we have the privilege of discussing leadership with Christoph Szakowski. He serves as a managing partner for Logcon East. To say he understands the challenges associated with leadership is an understatement. He has lived through some challenging times and his views on leadership will make us all better leaders. Tune in and broaden your leadership perspective. Its time we start growing our relationships across the globe. Be Bold Dave
January 16, 2018
BL 50: High Five Media Leadership with Earle Haggard
Today we have the privilege of discussing leadership with one of the founders of High Five Media, Earle Haggard.  High Five Media is the hip place to go in OKC if you need help with Digital Marketing.  This is no surprise if you know Earle.  He is an amazing father, husband and all around good guy.  Today Earle is going to discuss leadership at High Five Media, challenges, fears and successes.   We hope you enjoy his insight into entrepreneurial leadership as much as we did. As Earle says in the interview, "If you believe you can or you can't, you're right!"...Henry Ford Be Bold Dave
January 09, 2018
BL49: Value in Values
Over the past few weeks we have learned of events that have disappointed and discouraged many of us. Thanks to one young woman's brave #metoo hashtag we are working together to solve problems and promote a sense of equal values. As you grow as a leader sometimes your values get challenged and in some instances you will be tempted to make incredibly poor choices. Realize that there is real value in your values. It is the core of who you are. Remain humble and approachable, don't ever mistake your position in the world as a right to take advantage of others. This behavior impacts both the team and your overall mission. Reaching your ultimate goals means that you resist immediate gratification in turn for greater success and satisfaction down the road. As you step into the New Year focus on your goals ahead. We wish you great success in 2018. Have value in your values BE Bold Dave
January 02, 2018
BL 48: Celebrate Success
Happy Early New Year to everyone. It is time to celebrate all of your wonderful accomplishments for 2017. Take a look back and enjoy what you have done. In this episode Phil and I discuss the importance of looking at where you have been and enjoy your success as you head into the new year. Happy 2018 All the Best BE BOLD Dave
December 27, 2017
BL47: Walk the Talk
We live in a world where many leaders do not walk the talk. In this episode Phil and Dave discuss the importance of doing what you say and the impact to the team when you don't. We know that people respond better to leaders who know they are not perfect. Life and challenges change everyday and no one has all of the answers. Leaders must demonstrate performance. When you admit to your team that you don't have all of the answers your team will find solutions. This applies specifically to every phase of your business. How many times have you had a contractor who said they could do something that epically fail. We all make mistakes and we must be willing to admit our mistakes and embrace our team. Be a better leader and start walking the talk. BE BOLD Dave
December 19, 2017
BL46B: It's All About Ethics
Ethics drive everything we do in work and life.  What is your work ethic, business ethic and family ethic? Do you value a dollar more than doing what's right? It seems that this is more true today than ever.  Are we creating a society of workers that are not being held accountable to a strong work ethic?  If so, this is a huge challenge for tomorrows business owners.  Phil discusses lesson learned on the farm bailing hay and mending fences.  Time proves that if you give people a hard challenge they will find an easier way to do it.  Why aren't we challenging our team and cheering them on to success or failure. Are you putting yourself out there? Do you know who you are and your values?  Are you willing to stand up for your values?  If you have the truth and what's right on your side you will always be ok.  Be a better leader, hold to your values, encourage your team to do there job day in and day out.   Remember that haters are going to hate.  We need to stop giving attention to the noise and start holding people accountable. This episode is eye opening and provides a path we all need to start following today. Be Bold Dave
December 12, 2017
BL 46: Leading Through the Holidays
December can be an especially nerve-wracking month at work, not only because the year is ending but because the winter holiday season can create extra stress and unpleasantness -- even between co-workers. Some people celebrate holidays at this time of year, some people don't and everybody has their own feelings and expectations about the end-of-year period. Some people are excited about it, and others aren't. During December people can easily stumble over appropriate seasonal greetings, sentiments and terminology. There is constant risk of awkwardness around socializing, gift-giving and even cubicle decoration. Here are ten new "rules" to follow during the holiday season, to preserve harmony (and sanity) on your team! 1. Please don't shove your kids' fundraising candy sales down your co-workers' throats. Your colleagues may adore you and your children but they may already know where every penny of their holiday budget is going. If you want to promote your kid's fundraising cookie sale, put up a poster in the break room. Don't sell people at their desks. No one should have to fend off sales pitches at work. 2. Please don't try to drag anyone to your holiday service, pageant or concert. Everybody is overbooked in December. Do not put anyone in the awkward social position of having to make up a conflict to save them from your holiday service, pageant or concert. If you make people aware of your outside-of-work performances and gatherings and they want to go, they will let you know. 3. Don't force your employees to go to the company holiday party if they don't want to. If you have a party during work hours, give your employees the opportunity to go home early or get some shopping done instead of sticking around for merriment if they're not into it. If the party is after work hours, ditto. 4. Don't get drunk at your company's holiday party. This one is obvious but people still do it. 5. Don't make your employees participate in Secret Santa activities if that's not their cup of tea. Nobody should be forced into any "fun" workplace activity, because the minute they are forced to participate it's not fun anymore. I love a cookie exchange as much as the next person but I want to be invited to join in -- not compelled to. 6. Don't give your boss a holiday gift. It's nice of you to think of doing that but it puts your boss in an awkward position. Get a sweet potted plant for the office, instead! 7. Respect the fact that not everybody gets into the holiday spirit, or wants to. Some people have a tough time around the holidays. It is fun to be merry and festive at work but it's even more important to be sensitive to everyone around you. 8. Remember to thank your co-workers, vendors and customers for their support over the past year. It's amazing how a tiny word of thanks can brighten someone's day. 9. Give everybody the benefit of the doubt in December. We are all carrying a heavy load. The end of the year can be chaotic and stressful even for happy-go-lucky people. Don't assume that someone used the wrong holiday greeting to offend you -- that's highly unlikely. Think the best of everyone. That's the only way to stay cool and calm yourself when things get hectic! 10. Finally, be good to yourself. It is easy to over-commit, overextend yourself and criticize yourself as the year comes to a close. Take a moment and remember all the good things you accomplished, learned, experienced and discovered in 2017. You are a superstar, whether you admit it or not -- celebrate your awesomeness for a minute, before you dive into 2018! Liz Ryan is CEO/founder of Human Workplace and author of Reinvention Roadmap. Follow her on Twitter and read Forbes columns. Liz's book Reinvention Roadmap is here.
December 05, 2017
BL45: The Power of Positive
Can you will yourself to success? The answer is simple and it is yes. It is your choice. As a leader are you driving positive outcomes in your organization? Is your attitude impacting performance. Visualization and positive thinking are two of the most important aspects driving success. Do you have a vision board and if not, why not? Visualizing success will help you find success. Your vision board is your greatest asset, it gives you a reminder everyday of your goals and keeps you on track. It serves as a motivator to continue to find ways to success. It will help pull you out of the funk and find ways to yes. Positive thinking helps you find meaningful solutions. If you force yourself to find what's good in life you will find what's good. On the same note if you force yourself to see what's bad in life you will find what's bad. Is you cup half empty or half full. You focus this week is to help your team take a positive approach to challenging situations find the good in life and stop focusing on the negative Be Bold Dave
November 28, 2017
BL 44: Attitude Reflects Leadership
Your attitude is by far the most important driver for your business. It impacts everything you do. Many times when an organization is failing just look to the leader and their attitude. It is typically the number one driver for success or challenges. Today we are going to discuss the impact attitude has on leadership and the team. We will answer the following questions and ensure that you have the tools to keep you attitude in check - What is the negative impact that a bad attitude has on business? - In most businesses that are struggling what is the single biggest challenge they face? - Do you recall any instances where you saw a business with a poor culture? How was the leader driving the culture? - Why do you think that most leaders, coaches and trainers don’t focus on fixing the attitude first? We know that its 90% attitude and 10% effort. The right attitude will carry you through the toughest of times. Be Bold Dave
November 22, 2017
BL43: You Learned It All In Kindergarden
Today’s Topic: All I Really Need To Know I Learned In Kindergarten, by Robert Fulghum   Most of what I really need To know about how to live And what to do and how to be I learned in kindergarten. Wisdom was not at the top Of the graduate school mountain, But there in the sandpile at Sunday school. These are the things I learned: Share everything. Play fair. Don't hit people. Put things back where you found them. Clean up your own mess. Don't take things that aren't yours. Say you're sorry when you hurt somebody. Wash your hands before you eat. Flush. Warm cookies and cold milk are good for you. Live a balanced life - Learn some and think some And draw and paint and sing and dance And play and work everyday some. Take a nap every afternoon. When you go out into the world, Watch out for traffic, Hold hands and stick together. Be aware of wonder.   Enough said, work on being a better person and treat others the way you would like to be treated.   BE BOLD Dave
November 14, 2017
Bl42: Why Mentorship Matters
Mentorship is the foundation for leadership development and growth unfortunately many leaders focus to much on the bottom line and not enough on development. They promote their friends and cronies without much consideration for capability and little concern for development. Many small businesses struggle because the owner is focused on running the day to day operations and does not act as an owner. They do not delegate because of their love for the business and with not development plan in place they continually struggle to get off of the treadmill. This behavior inhibits growth. It ultimately leads to failure and typically they end up losing their best employees to other organizations. Those who have had great success can surely remember their most influential mentor. I had many as did Phil, but the bottom line is that we both found individuals with whom we could relate and respected tremendously. I am asked all of the time how do you find a great mentor? The answer is simple find someone who is extremely successful, whom you respect and ask them for mentorship. Yes they may say no, but don't give up keep searching. You will find the right fit and your growth will be exponential. If you have "made it" you owe it to the nation to pay it forward. Find some young man or woman and offer to be their mentor. Challenge them, let them fail and teach them how to learn. It will be the most rewarding experience of your life. Here is our challenge to you... In the next 30 days find one person and take the time to mentor them. Be Bold Dave
November 07, 2017
BL 41: Bold Leaders Build Bridges
Bold Leaders build bridges. Unfortunately it seems as if today's leaders have forgotten this one simple fact. We have lined up, picked sides and left no room for compromise. This episode covers the importance of building bridges, finding ways to yes and growing your network to be known as an American vs. an American't. It is easy to always say no, but your biggest successes will come when you find a way to say yes. Become a bridge builder and lead your organization to greatness. Be Bold Dave
October 31, 2017
BL40: 5 Star Recruits
The challenge with hiring 5 Star Recruits comes with their expectations. I mean they graduated from a top university and are extremely talented, but are they willing to put in the work. Do they expect a free ride or exponentially more responsibility than their peers based on their rating. Are they going to own their mistakes or are they going to blame their peers? During today's episode we discuss the challenges with hiring 5 Star Recruits and how to ensure you make good hiring decisions. Be Bold Dave
October 24, 2017
BL39: Does It Really Mattter
Today we discuss the foundation of any successful business and the map for success.  Mission, Vision and Goals do matter.  It you think they don't then you do not have a clear path to success. The vision statement defines where you want your company to go and who you want your company to be.  You need to dream big and reach for the impossible to see stratospheric success. Your mission statement tells other people what you do.  Our mission is to make your life better.  We do this by giving you the tools to successful both at work and at home because we know that if you are not happy at home you cannot perform your best at work. Finally, goals serve as your finish lines along the path.  You should establish SMART goals in each division which support your mission, drive the team towards the vision and are review at least monthly. Embrace the idea that vision, mission and goals are vital to your success.     Be Bold Dave
October 17, 2017
BL 38: Meaningless Tasks Matter
Have you ever watched the movie "Karate Kid"? Mr. Miyagi makes his young student do seemingly meaningless task to develop his karate skills.  Great leaders do the same thing. The military is notorious for making its newest members complete a series of meaningless tasks to build a sense of purpose and belonging.  These tasks provide the foundation for the organizational culture.   Today, Phil and I will discuss the relevance of meaningless tasks.  How to make things relevant for your team and introduce the 12 week year.  When you plan for success, establish a timeline and execute its amazing what you can accomplish. Be Bold Dave
October 10, 2017
BL 37 New Insights
Today we introduce our new partner, Phil Nichols and get his insights on leadership. Phil is a natural change-agent who has reshaped, restructured and revitalized numerous organizations. A firm believer in the quote by Anthony Robbins, "If you do what your've always done, you'll get what you've always gotten." He is a fellow veteran and brings significant insight and expertise to the show. Check us out at
October 03, 2017
BL36: Memorial Day
As some of you already know I am Dave Evans, better known as Snapper by my fellow airmen.  I served for over 23 years in the United States Air Force and now I help companies solve complex problems by using the lessons learned during my time following and leading in the world’s greatest Air Force   Memorial Day is a time to reflect and remember.  Over 6,600 sailors, soldiers, marines and airmen have paid the ultimate price to ensure your freedom over the last 16 years.    In my opinion, Americans have lost sight of their role in our nation and frankly the media is primarily to blame.  We cast stones at people who do not share the same opinion as we do. Many feel that it is their god given right to criticize and complain while offering no solution.  They do not take the time to listen to other people's opinion, have an honest debate and determine for themselves how to proceed.  This goes against the very fabric of our great nation.  The media continually labels american citizens as racists, bigots and greedy bastards who care for nothing other than themselves.  This is just not true.  Our nation is filled with hundreds of thousands of great americans who are willing to sacrifice their life for your freedom.  I want you to take this weekend, look in the mirror and become part of the solution. Our service members make little to no money, they write a check that when cashed cost them their lives.  They do it because they believe in the values and foundation defined by our forefathers.  They believe in the mission and know that their fellow service men and women share the same beliefs.  They are taught from day one to find solutions for problems.  These men and women are the greatest innovators in the world.   It is time to take a stand.  It is time to start acting like Americans.  You need to look in the mirror and see if you are part of the problem or part of the solution.  Our brothers and sisters who gave their life for our freedom expect more of us.  Stop buying into the negative news.  Stop jumping on the bandwagon with little to no facts and stop acting as judge and jury without first understanding other people’s perspective.  None of us are as smart as we think we are.   I went to one of my favorite commander’s retirement ceremony last week and he reminded us all of how precious life is.  He also shared a very important lesson that he learned while at pilot training some 27 years ago.  Heinous followed this lesson his entire career.  During preflight for his first T-38 mission he watched as one of his classmates crashed at the end of the runway.  The plane exploded and both crewmembers were killed.  His instructor calmly looked at him said take a look at what just happened, paused and then told Heinous to get back to his preflight.  Many would be offended by the actions of this instructor, but the reality is that bad things happen and we are expected to complete the job at hand.  This is an extremely valuable leadership lesson.  I mean how many times has something bad happened at work and you have shut down or more likely you faced a challenge, threw your hands in the air and said this challenge can’t be overcome?  I am certain that this happens more than you would like to admit.    Lesson #1 Don’t just identify problems, offer solutions. As we are eating our favorite bar-b-que, hanging out by the pool and sharing a cold beer with friends this weekend thousands will be away from their families.  They are living in tents, bunkers and countries filled with people trying to kill them.  You are living in one of the safest places on earth.  You don’t speak to your neighbors and don’t cherish how fortunate you are.   I
May 23, 2017
BL 35: Leveraging Googles 8 Pillars to Build an Innovative Culture
You only have two choices in life, Innovate or die.  Many companies have learned this fatal lesson over the years and became extinct.  Do you remember MySpace, Blockbuster or Circuit City?  They failed to innovate and were swallowed up by the competition.   Robert Kiyosaki, author of Rich Dad Poor Dad, say it best.  Doing more with less is a crucial principle to learn; especially if you are going to be in business in this rapidly changing world.” Bold leaders understand the importance of innovation.  Are you the person that gets excited about change?  Or are you the person who is satisfied with the status quo?  If you are the latter, you will soon become extinct.   Today we are going to look at one of the world’s most innovative companies.  Discuss their 8 pillars of innovation and discuss how you can use this information to transform your organization. In March of 1992 I was 2 months away from completing the most rigorous education and training program in the world.  I was about to graduate from the United States Air Force Academy.  I had dreamed my entire life about becoming an Air Force Pilot.  But unbeknownst to us the Air Force had different plans.  The Chief of Staff announced that over 60% of our class would be deferred and may have the opportunity to complete pilot training at a later date.  My dreams were crushed.  Emotions ran high and I really wondered why I had wasted the last 4 years of my life.  It was awful.  Little did I know how much this decision by the Air Force would positively affect my life.   As a brand new 2nd Lt I learned the importance of embracing change.  Eventually, I attended pilot training and spent 17 years of my life flying mission all over the globe.  The lessons I learned early in my career afforded me the opportunity to command 3 squadrons and reach my goals.     Being innovative means that you are quickly able to adapt and change with the environment.  No company on earth understands this better than Google.  Let’s discuss Google’s 8 Pillars of Innovation and how you can change your company to compete like never before. Have a mission that matters Work can be more than a job when it stands for something you care about.  People are more inspired and work harder when they follow a mission or a cause as opposed to an individual.  If people don’t believe in the mission, they work for a paycheck.  I can tell you from experience that this does not benefit your company.   Think about our young soldiers that put there life on the line everyday.  Most of them make less than $30,000 per year.  They step in front of bullets, jump on grenades to defend your freedom.  They don’t do it for the person in charge, they do it because the believe in the mission. No matter how ambitious the plan, you have to roll up your sleeves and start somewhere.  Have you ever heard the phrase how do you eat an elephant… one bite at a time.  Huge dreams and goals seem impossible at first.  You feel overwhelmed and many times don’t know where to start.  The challenge is to just start.  Once you take that first step and see progress it will motivate you to keep moving.  The journey will be amazing.  You will learn many lessons along the way.  The path may change.  Just don’t stop.  Keep mo
May 09, 2017
BL34: Be a Good Follower First
In this episode we are going to discuss some revelations from Zed Zidaric and Gwen Moran about what it means to be a good follower and the impact it has when you become the leader. He who has learned how to obey will know how to command. - Solon, Athenian statesman (570 BC) He who cannot be a good follower cannot be a good leader. ― Aristotle, Greek philosopher (340 BC)   Great followers are future leaders.  Zeljko 'Zed' Zidaric describes best what we really should be following and how we should lead Rather than being a follower of the leader we follow the cause (vision). He asks one simple question  What is the purpose of the team?      The team exists to solve a problem (purpose, vision, mission).      The problem belongs to a group of stakeholders (this is the big step).    The team, including the leader, serves the stakeholders.    The team members are probably also stakeholders Following a leader without a vision for the future is much like leaving port without a destination.   The ultimate question is what do you learn as a good follower to become a great teammate and leader? Barbara Kellerman a leadership lecturer at Harvard University’s John F. Kennedy School of Government author of Followership: How Followers are Creating Change and Changing Leaders, says that significant shifts in technology and culture have changed that dynamic, giving followers more power. And there’s a lot you can learn about being a good leader by learning to be a good follower. Awareness Diplomacy Courage Collaboration Critical Thinking AWARENESS. Today, leaders need to be aware of various audiences including colleagues, coworkers, customers, board members, and the public at large. As a leader, you need to be aware of what it takes to “bring them along.” Being a follower teaches you how to be aware of the needs of other people as well as their potential to “make my life hell from one second to the next,” she says. Good followers learn to read people and understand what upsets and motivates them. DIPLOMACY. When good followers encounter a co-worker with rabid political beliefs or a disagreeable manager, they’re probably not going to fight every battle, Kellerman says. Playing the part of the follower is easier, simpler, and often less risky. Good followers learn how to get along with those who have differences while not ignoring those differences. That’s an important leadership trait, too, because a leader or manager can’t afford to be oblivious to the attitude
May 02, 2017
BL 33: Communicate Effectively
We all struggle with communication.  Is it ok to text, send an email, use social media etc.  Unfortunately, we are losing focus on the best way to communicate...person to person.  In this episode we will discuss the difference between sending information and actually communicating. I want you to think about how you do business.  Are you building relationships?  Do you read emotion in a text or email?  Do you understand how to properly communicate?  I bet you don’t. This is a great discussion on how communication is changing and the impact on business relationships.
April 25, 2017
BL 32: Before the Crash
  Warning: Only Bold Leaders address the problems to prevent a crash...Trust me!  The investigation typically reveals known organizational problems that were never addressed.  Today we will be discussing the top 3 challenges and how to prevent the crash:  Communication Failure, Process Failure, and a Failing Organizational Culture Everyone needs to understand their role in preventing failure.  They must be willing to say what no one else wants to here.  They must address and fix process failures and leaders must develop a culture that allows for these actions.  If you cannot effectively listen to opposing views and identify your organization’s weaknesses, you are destined to fail!  Just look at congress…. Everyone in the organization knew that he broke the rules, but nobody was willing to tell the boss because he was so experienced and respected. I honestly don’t know how many times I heard this phrase over a 10 year period as a crash investigator, as a commander and as a consultant for numerous companies I don’t know how many times I have walked into the President or CEO’s office and heard the same words uttered about challenges the organization faced. I think it’s important that we put this into context.  In 2001, I received a call that forever changed how I thought of organizational leadership and the unwillingness to address known challenges.  A helicopter had just crashed in a river with 4 souls on board.  Fortunately, they all survived.  The crash was preventable.  I quickly packed my bags and headed to the crash site.  We assembled the investigation team and began our work.  In every crash investigation we first eliminate all potential mechanical issues to ensure there is not system problem that will endanger others flying similar aircraft.  Part of this process is to interview everyone associated with the flight.  The interviews revealed 3 very specific organizational problems which contributed to the crash.  Problems with the crew were communicated, but not addressed.  Known processes were not followed by the organization and the organizational culture allowed for the problems to exist. The challenge for leaders is to understand that their organization may have similar problems.  In many cases the leaders themselves are the problem.  I think the most epic failure of all times is Enron.  Leaders lied, cooked the books and violated the law.  The failure of Enron drove numerous changes in the way companies account and operate.  It was preventable.   NPR best tells the story of ENRON’s epic collapse.  Throughout the late 1990s, Enron was almost universally considered one of the country's most innovative companies -- a new-economy maverick that forsook musty, old industries with their cumbersome hard assets in favor of the freewheeling world of e-commerce. The company continued to build power plants and operate gas lines, but it became better known for its unique trading businesses. Besides buying and selling gas and electricity futures, it created whole new markets for such oddball "commodities" as broadcast time for advertisers, weather futures, and Internet bandwidth. The Enron story was perfect for the dotcom-driven stock market boom of the '90s. With its roots in the utility business, the company enjoyed a solid reputation for old-economy stability. But unlike other energy companies that didn't "get it," Enron thrust itself headlong onto the Internet. The business press ate it up; so did Wall Street, sending the stock into the stratosphere. At its peak, Enron was worth about $70 billion, its shares trading for about $90 each. All that came crashing down starting last October, when the company admitted that it had misstated its income and that its equity value was a couple of billion dollars less than its balance sheet said. The company, it was revealed, had made about a dozen "partnerships" with compa
April 04, 2017
BL31: Don't Play Daddy Ball
Nothing kills a team faster than playing DADDY BALL leaders must not succumb to the pressure of having people placed in their organizations.  Promotions must be earned and teammates must be placed in positions by capability.   When leaders start playing DADDY BALL and place individuals in positions that they are not qualified for the team will revolt. I don't know how many times i have seen it in sports.  A coach has a kid that stinks, but places him is the most prominent position because his daddy wants him there.  The team suffers, the coach loses credibility and the team fails. The same thing happens in organizations.  Be careful and don't fall for DADDY BALL LEADERSHIP.   BE BOLD Dave
March 22, 2016
BL30: 10 Questions to Ask Before Quitting
I have heard a bunch of discussion lately about quitting.  Honestly, we have changed as leaders and parents and unfortunately allowed this behavior.  Today we will discuss 10 questions you should ask before someone quits.  Its our job as leaders and parents to mentor and develop people around us into AMERICANS not AMERICAN'Ts   This episode will help you ask the right questions and make informed choices before you step away from a job or a task.  We all make bad decisions when we are emotional or frustrated.  Don't let this get the best of you.   Enjoy this episode and let me know what you think on twitter @theboldleader   Be Bold  Dave
March 08, 2016
Culture Beats Strategy Every Time
I read the article below and just had to share it in our most recent podcast.  Culture is vital to winning teams and every leaders must understand this if they want to be hugely successful.  Based on this excerpt from Entrepreneur Magazine. How a Culture of Leadership at ALL Levels Will Help Your Team Take Gold As a child in 1980, I heard Al Michaels count down the clock, “6, 5, 4”…and then in a chilling and dramatic tone say, “Do you believe in miracles!” The U.S. Olympic hockey team had just accomplished the unbelievable: they defeated the Soviet Union team and went on to win the Olympic gold medal. It was indeed a miracle.This was a group of college kids from around the country, who previously had fiercely competed against each other and were about to compete again for spots in the NHL. By contrast, the Soviet team had many years of experience playing and even winning gold together. On this day in 1980, the U.S. team put their personal aspiration aside and united a nation that was much in need of a moment like this. This sort of team effort can, and should, be applied to your business. But how do you inspire a group of people, like the US Olympic hockey team, to play for a bigger game and to think outside of their individual gain? It comes down to sharing a greater purpose and fostering “leadership at all levels.” Leadership at all levels: the what and the why Leadership at all levels is a paradigm, in which regardless of your title, tenure or compensation, you relate to your company as if “you own the joint.” That is, you generate ideas and make decisions from a place of ownership. This paradigm creates an environment around self-expression, self-organization, self-management and full accountability for results. Evidence shows us that leadership at all levels not only wins gold medals, but it also creates stronger companies. Richard Feloni recently published an article that helps you understand why creating this environment should be one of your top priorities for 2016. In it, Feloni compares the weakness of a typical corporate structure to the resilience of structures that succeed in nature, such as the human body. In traditional corporate structures, employees operate out of compliance rather than self-management, meaning that they wait for management to generate direction and innovation. By contrast, the human body operates out of a self-managed model, and it is incredibly resilient and strong.  Leadership at all levels: the how As a leader, there are a few things you can do to foster this paradigm in your organization. Create a higher purpose: This purpose should inspire people to play a game that is bigger than what is in front of them and bigger than their individual job descriptions or mandates. In my experience, people are purpose-driven and choose to align with leaders who strive to make a difference. This is exactly what Herb Brooks was able to get the 1980 Olympic team to realize: they weren’t just playing for a gold medal, they were playing a game that could unite a nation when it desperately needed to be united. In a previous role as VP of sales at a technology company, I directly witnessed the effects of creating and communicating a purpose. During the process of growing from startup to successful IPO, our purpose of “Connecting the world collaboratively in order to do better business” was instrumental in creating alignment and inspiration. We all really believed this, and it is what propelled us to success.  Trust yourself and your team: Step back to let your team step into their leadership.  As Pat Riley, the successful basketball coach and executive, once said: “A leader’s responsibility is to create an environment where people
March 01, 2016
BL28: When Your Teammates Want to Quit
We have all dealt with teammates that want to quit.  Our job as leaders is to motivate our teammates to push through during tough times.  This week's episode is very personal and we will discuss techniques to push your team through the tough times and help them succeed. Remember it is a leaders job to motivate the team to reach farther and higher than ever.  Leverage these tips to reach your goals and grow your company. Be Bold Dave
February 23, 2016
BL27: The First 90 Days
You have 90 days to make a difference no matter where you sit in an organization. After that you will be mired down in the daily grind.  Great leaders understand that its all about the 3 P's.   People, Process, and Performance...In this weeks episode we will give you time tested and proven tricks to accelerate your leadership and strengthen your team to make your first 90 days count!
February 16, 2016
BL26: Solutions
Everyone wants to be mentored.  They want to know what it takes to move out of the cubicle and into the C-Suite.  Today's episode discusses the most important thing you can do when starting a new job or taking on a new position.   Its as simple as solving problems.  Find solutions to the teams biggest challenges, have a positive attitude and understand that everyone is a leader.   If you want to climb the success ladder you must listen to this episode.   Be Bold Dave
February 09, 2016
BL25: Leadership Fundamentals
Today we start a new series, Leadership Fundamentals.  This is part of our live series.   We discuss the character as the foundation of leadership and our model for building organizations with character that are empowered to succeed.
February 02, 2016
BL24: The Final Steps
We are closing our our series on Good to Great.  We will discuss enabling others to act as well as encouraging the heart.   If you want to truly inspire your team and reach heights like never before this could be the best advice you have ever received.    
January 25, 2016
BL 23: Challenge the Process
Today we look at Step 3 in Kouzes and Posners step for Great Leadership: Challenge the Process. Understand that your competitors aren't standing by they are looking at ways to improve their product or process so they can win your business.  If you are stagnant you become irrelevant.   Are you enabling your team to Challenge the Process?  Learn the impact in today's episode
January 19, 2016
BL22: Inspire a Shared Vision
This is step 2 of Kouzes and Posner 5 steps for Great Leadership.  If you want to build a team that fights for the organization and works harder for the company you must Inspire a shared vision.  Today's episode will elaborate on the importance of a shared vision and shares a great story from combat leadership in Afghanistan and the impact of Inspiring a Shared vision.
January 12, 2016
BL 21:From Good to Great 2
Great leaders set the example. More importantly the establish processes and boundaries for the team which empowers the team and enables them to perform at their highest level.   In this episode Dave discusses the importance of walking the walk and how to lead successfully by modeling the way.  This is part two of a 6 part series. Enjoy and BE BOLD! Dave    
December 08, 2015
Good To Great
Attitude Reflects Leadership, if you are failing look in the mirror and find out what you can do differently.  Great leaders don't blame others they find solutions.  Over the next five weeks we are going to provide you the secret to successful leadership and team building. Using the tips that we will discuss I led an organization of over 300 people and we improved our combat performance by over 20%.  It was amazing to see how well the team performed and at the end of the tour I was astonished by our results. Join the series and take these leadership lessons with you.  Its proven and works everywhere.    
November 24, 2015
BL19: How to Dream Big
Joe Pardo, a New Jersey-based dreamer, has always believed that society starts with you, and that to change society you must first change how you think. His innate curiosity about people inspired him to start the motivational Dreamers Podcast (   He jokingly considers himself a recorder of dreams.  In early 2015, Joe Pardo released his first book called 31 Life-Changing Concepts.   An avid lover of all things Disney, he is also the creator of Adventurtorium: An Up-Inspired Experience  [], a DJ mix featuring a mash-up of Disney music and hip-hop instrumentals to the story of Disney Pixar’s Up.   Joe Pardo and his wife, Melissa, are also the faces behind the innovative and creative company Monthly Card Club [].  Joe also teaches middle school students how to podcast in an after school program [].  You can follow along with the progress with a YouTube video series called PodAtSchool.   Joe shares his insight and challenges with leading his family's business through and sharing his current journey.
November 10, 2015
BL 18: Leadership and Destiny Creative
Jason Baffrey is a creative and versatile communications professional with 20 years experience in broadcasting, marketing, and public/media relations. Baffrey is a Voice-Over talent, Video Producer, Television and Radio Host, Writer, and Professional Event Announcer.   His experience also includes public and media relations, business development and marketing.   He is formerly co-host and Associate Producer of NHRA Today, a weekly news program covering NHRA Drag Racing which aired on the TNN Network. He also covered Drag Racing for ESPN2 and Fox Sports Net and worked on ESPN2’s Motoworld covering motorcycle racing.  He also toured the country as the event announcer for the NMRA and NMCA Drag Racing Series.  In addition to his many years reporting on drag racing, Baffrey spent time as the General Manager of the Texas Motorplex, one of the nation’s premier drag racing facilities, widely known as the nation’s first drag racing super track. Currently, Jason Baffrey is Principal and Creative Content Producer for Destiny Creative, a creative agency in Oklahoma City specializing in web design, video production, and other content production and management. He recently launched the OklahomaTalkingCo podcast and blog Jason Baffrey discusses his leadership journey from running one of the biggest drag strip in Texas to Destiny Creative.  He also discusses the importance of giving back and how to be a community leader.
November 03, 2015
BL0017: Leadership in Design and the Community
David Yarde is the co-founder of Sevenality with his wife, Angelica, a design firm that specializes is branding and user experience.  When not working on Severalty, he's busy spending time with his family and sharing tweets via @dsmy.   Their mission is simple, to deliver an exceptional experience while changing the world through design.   David and his wife Angelica have made it their mission to transform the community and bridge the generation gap through their community outreach.   Please subscribe to our show on iTunes at   You can follow me on twitter: @theboldleader and visit our website at www.
October 20, 2015
BL0016: Leadership and Peak Productivity
Ryan Walsh is a #1 bestselling author and a business coach who focuses on productivity and the power of intention. Right after graduating from Princeton University, he worked 60 hours per week—he was an investment analyst and project manager for the world’s #1 hedge fund. Then he moved to California to become a software engineer and help start some of the top technology companies. As an entrepreneur and peak productivity coach, Ryan teaches you how to regain valuable time by leveraging the latest neuroscience research to work smarter and adapt a holistic, balanced approach to live the life you have always dreamed of living.  Check out what Ryan can do for you at   Ryan discusses his leadership challenges and how to maximize performance.  He has been gracious enough to offer a free book to the Bold Nation.  Check out his offer at   Please subscribe to our show on iTunes at   You can follow me on twitter: @theboldleader and visit our website at www.
October 13, 2015
BL0015: From Fighter Pilot to Microsoft
•Colonel Mark Valentine is a retired Fighter Pilot, United States Air Force Weapons School Graduate, Former Commander of the 113th Operations group.  He graduated from the United States Air Force Acadmeny in 1992, earned his masters degree from Georgetown University and completed the National Emergency Management Executive Academy at Harvard.  Mark has over 100 combat missions in support of Operations PROVIDE COMFORT, NORTHERN WATCH, SOUTHERN WATCH and Iraqi Freedom.  He has served as the Senior Military member representative at FEMA.  Mark currently leads a team in support of microsoft’s Strategic Programs for the United States Air Force.  He is an incredible leader, husband, father and friend.   Mark shares his insight on leadership, events that shaped his leadership style.  He discusses the major leadership challenges facing  the nation today and give us some insight on how the leadership model transitions to his current responsibilities at Microsoft.     Follow Bold Leadership on twitter @the bold leaders, Facebook: and our websiteL
October 06, 2015
BL0014: Set and Maintain High Standards
Everyone must understand the value of effective leadership.  It’s the only way to grow successful teams.   Without Bold Leadership you are doomed to mediocrity.  I believe that setting and maintaining high standards serves as the key ingredient for Bold Leadership.  Today I am going to share two examples of leaders who set high standards and exceeded the mark and their teams excelled.  Setting and maintaining high standards always ensures peak performance for your team. What happened to standards…the state of our nation? The School System Teachers are attacked for a student’s poor performance by the parents. What happened to student accountability for meeting standards? The impact to leadership development Young people are bailed out and not held accountable. We are failing to develop the leaders of tomorrow by giving them choices then holding them accountable when the make poor choices or do not perform up to standards. What are standards and Why does it matter? Minimum acceptable If the minimum weren’t good enough it would not be the minimum. How many times have you heard this?  If you are only trying to meet the minimum standard you are destined to fail. Low standards = poor performance Two Leaders who set high standards and turned around failing organizations Commander Matthew Duffy Commander Anthony Grayson The skippers who earned the Navy’s top leadership prize said their crews have equal claim for earning the prestigious Vice Adm. James Stockdale Award. Cmdr. Matthew Duffy described his command tour as “pretty unique” and “not what I was anticipating.” The squadron was in trouble when he reported as XO. He and the skipper had to deal with problems so bad that a previous commander ended up in Admiral's Mast. When a July 2014 fleet-up put Duffy in command, he not only had to fix the broken squadron, he had to prepare it for the John C. Stennis' deployment. Amid these challenges, Duffy’s message was consistent and clear: Put forth a perfect effort, and let your professionalism and achievements speak for themselves. The results were telling. The squadron received more than half a dozen of personal and professional awards for their efforts. “This recognition is squarely the result of the men and women [of] the VAW-112,” Duffy said. “As far as I'm concerned, this is a direct reflection on their achievements during some pretty challenging times. … I had very high standards and the men and women of the Golden Hawks exceeded them.” Cmdr. Anthony Grayson, the FFC Stockdale awardee who led the crew of attack submarine Providence through the pressure of an expedited deployment, was just as quick to credit his crew. “I look at this award is recognition of Team Providence’s hard work over the last year,” Grayson said via email; his boat is forward deployed. He described “a tough shipyard period” followed by a “very short” deployment workup. The crew had to squeeze in opportunities to train amid long hours spent repairing and maintaining the boat. The hard work paid off and they outscored all other subs in deployment workups. “My crew developed my command’s guiding principles, the first of which is to ‘believe in Team Providence,’ and they have done that every step of the way,” Grayson said. “I am proud of the part I played in this as their commanding officer, but I believe that this award belongs primarily to them.” 'Communication and trust' Duffy said, “Never underestimate the impact you can make on others by just offering a bit of assistance, a minor course correction, or in encouraging conversation,” he said. “It can have a profound impact. Strive every single day to look for opportunities to serve others and you will make a difference, and you will have
September 29, 2015
BL0013: Leadership C5 - The Foundation for Great Leaders
Leadership C5: Command, Control, Communication, Culture and Compassion.  Defines the foundation for leaders at any level.  Understanding how to apply these ideas to your team will propel them to greatness.   Command - Military commanders are trained over a career to lead winning teams. Leadership Development starts on your first day of service by building a strong foundation of character. Great Leaders are not born they are DEVELOPED Control - Leadership control is an interesting challenge. Micromanagers typically drive teams apart by overexerting their authority and control. Great leaders understand controlling a team is much like drive a race car. If you are so in control that you are comfortable you are not driving fast enough.  Communication - Why are the earphones bigger than the microphones on a headset? Simply because listening is more important than speaking.  Culture - Leaders know that to gain commitment and to win respect they need to become exemplars of the behavior they expect of others. Excellent leaders need to identify and articulate their personal values — what they represent. People follow people, not words on paper. Compassion - Leaders bring hope and satisfaction; they bring encouragement and support; and most of all they bring praise and appreciation. People will accomplish extraordinary things when they know someone cares and appreciates their dedication    
September 08, 2015
Burn the Ships
September 01, 2015
Be a Duck
Bold Leaders face challenges every day.  Negotiations take a tough turn.  Your team loses a big sale or you are a combat leader taking fire from the a duck.  I still remember the day my Director of Operations called me into his tent in the middle of the desert 20 years ago, sat me down and said, "Dave, be a duck."  I can honestly say that I was completely befuddled and asked for an explanation.  “Dave, have you ever watched a duck on a pond?  They swiftly move across the water.  The water stays calm, the duck looks peaceful, but the duck is paddling like hell to move across the pond and you would never know it by looking at him.  Sometimes your passion and reactions limit your leadership.” To say that I am a passionate and intense individual may be an understatement and I can honestly say this is the best advice I have ever received.   I want you to look in the mirror and think about how you react when you hear bad news.  Do you show intense emotion?  Do you externalize that emotion and take it out on your team or your suppliers? Have you ever laid into a call center person who is not giving you the support you desire?  I think that most of us can say that we have lost our cool, become frustrated and taken that frustration out on people who really can’t do anything to resolve the issue.  I know I have done this and it rarely works.   Be A Duck…When things are falling to pieces how do you react and what mechanism do you have in place to ensure that you keep your cool, control the situation and make smart decisions?  Here are some tricks I suggest to handle difficult situations.  To keep it simple just follow this acronym: ACT, Assess the situation, Consider responses, and take action. Don’t rush to judgment.  Listen, I mean really listen…ensure you have all the facts then check the facts again before you react.  The initial problem will not seem as difficult once you know all of the facts.  If you go external with a problem before you have all of the facts or propose a solution based on only some of the facts you have set your team up for failure more importantly you may lose the trust of your team or customers.  Once you have the facts, consider your options. Many times you will have a multitude of options to consider that allow for many paths to a final solution that is mutually beneficial.  Finally, based on your available options take the appropriate action. I know that I have been to quick to respond and it has cost me.   The ACT philosophy works in every situation and allows you to respond appropriately based on the facts.   Its funny certain professions drive c
July 28, 2015
BL10 Be Accountable
Everyone must understand the value of effective leadership.  It’s the only way to grow successful teams.   Without Bold Leadership you are doomed to mediocrity.  I believe that accountability serves as the key ingredient for Bold Leadership.  Today I am going to share the power of accountability, the impact of the “blame game” and provide both political and corporate examples where leaders have failed to act boldly.    The state of our nation •       Debt – 18 trillion dollars •       Government violating the constitution freely •       Economic, political, military and social failures – everyone else’s fault  If you are a leader then you are accountable •       CEO blames predecessor for current company challenges –
June 30, 2015
BL0009-Working for an Analog Boss in the Digital Age
The Intro Everyone must understand the value of effective leadership.  It’s the only way to grow successful teams.   Without Bold Leadership you are doomed to mediocrity.  I believe that bold leaders who empower individuals, value their team and look at failure as an opportunity are destined for greatness.  Today I am going to teach you why you should bridge the digital gap between your analog boss and your new hires.  How you can improve your team’s performance by bridging this gap and provide three bold rules for translating analog thought processes to digitally minded next gen teammates.   We are entering interesting times.  Most senior executives still remember watching black and white televisions.  Most of your new hires never lived without a cell phone.  You are trapped between analog executives and digital new hires.  We serve as the translator.  I know this because I live in this diametrically opposed universe everyday.  You want to leverage technology to manage processes, have an electronic dashboard to manage your metrics and leverage telecommuting to improve production from your younger team members.  The old man still wants to keep paper files, is scared of the cloud and wants everyone at their desk from 9-5 at a minimum thus sucking the life out of your younger team members.    Lynn Connet, one of my favorite mentors once told me, “If you are unwilling to adapt and change you will become irrelevant.”  This statement has never been more true than in our ever changing digital world today.  I know you know this because you live it everyday.  I bet that your first cell phone was a flip phone, you’ve heard of black and white television and know what rabbit ears are.  Your boss on the other hand just got his first cell phone in the last five years, grew up with black and white television and knows what a busy signal sounds like.  He grew up in a business world with a typewriter, fax machine and a legal pad.  Your new hires are digitally connected.  Their first phone was an iPhone.  They grew up on facebook, twitter and instagram.  Their first resume was uploaded on linkedin 2 months before g
June 16, 2015
Remember to clean the windows on your glass house
This episode concludes the trifecta of the leadership pyramid.  If you are leading a company then you need to listen to this episode.  We will discus the importance of listening to the team, personal development and identify some of the major land mines that come with the responsibility of leading a large organization.  Don't surround yourself with "Yes Men" and Be Bold!
April 15, 2015
Blossom Where You're Planted
This week's episode discusses the foundation of the leadership pyramid.  The secret to how quickly you will be a successful leader lies in how well you understand and perform at the tactical level.
March 31, 2015
Leadership Quicksand
When everything around you is going wrong we all want to do something even if it is the wrong thing.  You are drowning in quicksand.  Learn how to lead when everything is going wrong.
March 17, 2015
BL000 - Why Dave Evans is the 51st Shade of Grey
In this short episode Dave discusses the backgound behind bold leadership and gives you a little insight to the life that led to bold leadership.
March 15, 2015
Bold Leadership - The Callout
Discussing the science and processes required to lead winning teams.
March 09, 2015
Bold Leadership - The Intro
Welcome to BOLD LEADERSHIP. I am your host Dave Evans. As a combat pilot in the United States Air Force, I had the priviledge of commanding 3 squadrons and led over 1000 exceptional people. Over 22 years we learned how to BE BOLD and lead with passion. Our combat team set most if not all records for airborne command and control coverage in the Middle East simltaneously supporting the troop withdrawal in Iraq as well as operations in Afghanistan. Leading a military unit, corporation or little league team all require BOLD LEADERSHIP if you want to win with character. We will provide you and your team with the secrets behind leading winning teams and empowering your team to meet its maximum potential. Our first episode provides the foundation for leadership and gives a broad overview of the leaderhips pyramid. We discuss your role as you start your adventure and what to expect as your resposibility grows. Please join the BOLD NATION that we are creating and learn how to lead your team to greater heights. Best Regards! Dave
March 04, 2015