『OwlCast: The Leadership & Coaching Podcast』のカバーアート

OwlCast: The Leadership & Coaching Podcast

OwlCast: The Leadership & Coaching Podcast

著者： David Morelli with Co-Host William Oakley
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今ならプレミアムプランが3カ月 月額99円

2026年5月12日まで。4か月目以降は月額1,500円で自動更新します。

概要

 OwlCast is a podcast on leadership and coaching. You can expect to get insights to help you solve the thorny problems of life and leadership – all with a dollop of laughter thrown in. Your dynamic hosts, David and William, will help you become a more kickass leader. Together, they won’t only motivate you, they’ll give you scientifically proven tools to become better – full stop!David Morelli 2020-2025 個人的成功 出世 就職活動 経済学 自己啓発
エピソード
  • The Likeable Underperformer: Keep Them, Coach Them, or Let Them Go?

    The Likeable Underperformer: Keep Them, Coach Them, or Let Them Go?
    2026/04/21
    Good Ole’ Jimmy. He’s such a likeable guy. Everyone loves Jimmy! But what do you do when someone is beloved by the team—and consistently underperforms? In this episode of OWLCAST, David Morelli and William Oakley explore one of leadership’s most uncomfortable dilemmas: the likable underperformer. Through real-world stories and the RESPECT coaching framework, they unpack why leaders avoid these conversations, how likability can unintentionally enable poor performance, and why expanding your coaching options leads to better outcomes. Rather than rushing to a binary decision, this episode reframes the issue as a leadership challenge that requires curiosity, nuance, and courage.

    Key Topics:

    • Likability often masks underperformance
    Strong relationships can delay or soften performance conversations—sometimes at the cost of fairness and clarity.
    • Avoiding the issue hurts high performers
    When underperformance goes unaddressed, resentment builds and top contributors begin to disengage or leave.
    • Being “nice” isn’t the same as being effective
    Leaders often default to affability, hoping likability will inspire change—when it rarely does.
    • Culture contribution still counts—but it isn’t everything
    The episode explores how to think holistically about value without ignoring role expectations.
    • Performance problems are often identity problems
    Fear of failure, fear of standing out, or past success strategies can keep people stuck.
    • The real work happens before “keep or let go”
    Thorough coaching creates clarity—making the eventual decision fair, grounded, and defensible.
    • Ignoring underperformance is what leaders get dinged for most
    Speed and skill in addressing underperformance matter more than avoiding discomfort.
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    54 分
  • Burned Out or Bored? How to Tell – and Why It Matters

    Burned Out or Bored? How to Tell – and Why It Matters
    2026/04/14
    Burnout is a commonly heard phrase in the corporate space, but low energy doesn’t always mean burnout—and mislabeling boredom might be the fastest way to make things worse. In this episode of OWLCAST, David Morelli and William Oakley dismantle one of the most common leadership misdiagnoses at work. They challenge why “burnout” has become the default explanation for disengagement, how leaders keep prescribing the wrong fixes, and what actually restores energy, motivation, and momentum. If you’ve ever tried to solve a motivation problem by piling on more work—or more time off—this episode may change how you see disengagement entirely.

    Key Topics:

    • Leaders often prescribe the wrong fix
    Adding more work to bored employees or more rest to bored employees can deepen disengagement.
    • Boredom is not laziness
    A lack of challenge or variety is often misread as a motivation or work ethic issue.
    • Task variety fuels engagement
    Doing different kinds of work—not more work—can dramatically increase energy and focus.
    • Burnout is about depletion, not dislike
    People can burn out doing work they love if they don’t recover effectively.
    • Recovery requires intention, not just time off
    The concept of a “recovery menu” helps people replenish energy when they’re already depleted.
    • Zone of Genius vs. Zone of Excellence
    Being good at something doesn’t mean it energizes you—and living in the wrong zone accelerates burnout.
    • Better questions beat better guesses
    Leaders don’t need to fix people—they need to ask better questions and let insight emerge.
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    58 分
  • Celebrating Yourself: Why It’s So Hard and How to Do It Well!

    Celebrating Yourself: Why It’s So Hard and How to Do It Well!
    2026/04/07
    Why is it so easy to celebrate others—and so uncomfortable to celebrate ourselves? In this episode of OWLCAST, David Morelli and William Oakley take a candid look at why self-celebration feels awkward, undeserved, or even wrong for many high-performing leaders. Drawing from personal milestones and coaching conversations, they explore how imposter syndrome, fear of the spotlight, and the constant pull toward “what’s next” keep us from acknowledging growth. Rather than focusing on ego or validation, this conversation reframes celebration as honoring the journey—and offers thoughtful ways to recognize progress without losing humility or authenticity.

    Key Topics:

    • Celebrating yourself feels risky for high performers
    Many leaders associate self-recognition with ego, arrogance, or needing validation—and avoid it altogether.
    • Achievement doesn’t automatically create fulfillment
    Without intentional acknowledgment, milestones quickly become “just another thing done.”
    • The hedonic treadmill keeps moving the finish line
    As soon as one goal is reached, attention shifts to the next—leaving no space to integrate growth.
    • Imposter syndrome blocks celebration
    When success feels undeserved or accidental, celebration feels inauthentic or uncomfortable.
    • Celebration isn’t about the outcome—it’s about the journey
    Honoring effort, growth, and consistency creates meaning beyond titles or credentials.
    • Receiving celebration is a separate skill from earning it
    Many leaders can celebrate others but struggle to let appreciation land for themselves.
    • Self-celebration doesn’t require ego—it requires presence
    Recognizing progress is an act of self-respect, not self-promotion.
    • If you don’t pause, you teach yourself that nothing is ever enough
    Celebration signals completion to the nervous system—and makes sustainable growth possible.
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    46 分
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