Do you have 27 years of experience or one year repeated 27 times?

Too many people find themselves stuck on repeat in their careers–doing the same thing over and over without new challenges or opportunities. While it’s true that everyone bears some responsibility for personal career development, organizations should be part of that process as well.

In part two of their conversation about connecting strategy with talent development, Daniel and Peter look at how organizations can use the “3D” process to develop future-ready talent. This episode focuses on parts two and three of the process–Discuss and Develop.

Tune in to learn:

• The key steps in Discussion and Development of talent
• The vital question leaders often forget to ask when considering individuals for development
• The reason work quality isn’t always the most important consideration in a talent discussion

As organizations look ahead to development conversations in 2026 and beyond, the 3D process can be an important tool to put into use. “We’ve seen this process work across organizations,” says Peter. “It makes a difference in both the short- and the long-term.”

Questions, comments, or topic ideas? Drop us an e-mail at podcast@stewartleadership.com.

Listen to The Leadership Growth Podcast New episodes drop every other Tuesday!

https://www.youtube.com/@stewartleadershipvideos/featured

https://open.spotify.com/show/6tYdz1gQAxHIQMeNXtkA3z?si=5cf424f1e2954749

https://podcasts.apple.com/us/podcast/the-leadership-growth-podcast/id1726606341

Resources and Links

Nine-Box Performance Grid Template (Indeed): https://www.indeed.com/hire/c/info/nine-box-performance-grid

Stewart Leadership Insights and Resources:

• How to Create an Effective Action Plan for Development: https://stewartleadership.com/how-to-create-an-effective-action-plan-for-development/
• Connecting Strategy with Talent Development, Part 1: https://stewartleadership.com/six-tips-for-productive-career-conversations-with-your-team/
• 4 Suggestions for Giving Brain-Friendly Feedback: https://stewartleadership.com/4-suggestions-for-giving-brain-friendly-feedback/

#leadership #podcast #leadershippodcast #leadershipdevelopment #talentstrategy #talentdevelopment #successionplanning #leadershipcoaching #StewartLeadership #LeadershipGrowthPodcast

If you liked this episode, please share it with a friend or colleague, or, better yet, leave a review to help other listeners find our show, and remember to subscribe so you never miss an episode.

For more great content or to learn about how Stewart Leadership can help you grow your ability to lead effectively, please visit stewartleadership.com and follow us on LinkedIn, Instagram, and YouTube.

What does it mean to be a “flawless” leader?

And is “flawless” leadership even possible?

Today’s guest believes it is. Christian “Boo” Boucousis is an author, keynote speaker, and CEO of Afterburner, an organization dedicated to building flawless leaders by applying principles and systems fighter pilots use to perform to their exacting standards.

In this conversation with Daniel and Peter, Boo outlines what flawless leadership looks like, how systems can relieve the pressures of leading an organization, and the power of a few small mindset shifts.

Tune in to learn:

• The definition of iterative leadership
• The power of setting objectives and focusing on outcomes
• The right question to ask when it comes to AI

“If a leader can shift from saving the day into designing the wins, then all of a sudden we start to feel good,” says Boucousis. “My work is actually delivering results. This makes me feel good; it feels less like work now. It feels more like action.”

Questions, comments, or topic ideas? Drop us an e-mail at podcast@stewartleadership.com.

LinkedIn: https://www.linkedin.com/company/stewartleadership/

Instagram: https://www.instagram.com/stewartleadership/

Facebook: https://www.facebook.com/stewartleadership

Website: https://www.stewartleadership.com

Spotify: https://open.spotify.com/show/6tYdz1gQAxHIQMeNXtkA3z?si=5cf424f1e2954749

Apple Podcasts: https://podcasts.apple.com/us/podcast/the-leadership-growth-podcast/id1726606341

Resources and Links

Afterburner, Inc. Website

Christian “Boo” Boucousis LinkedIn Page

The Afterburner Advantage Amazon Page

Stewart Leadership Insights and Resources:

• Leadership Growth Podcast Episode #51: Leading in the Age of AI

https://stewartleadership.com/leading-in-the-age-of-ai/

• The Difference Between Important and Urgent

https://stewartleadership.com/the-difference-between-important-and-urgent/

#leadership #podcast #leadershippodcast #leadershipdevelopment #leadershipcoaching #StewartLeadership #LeadershipGrowthPodcast

If you liked this episode, please share it with a friend or colleague, or, better yet, leave a review to help other listeners find our show, and remember to subscribe so you never miss an episode.

For more great content or to learn about how Stewart Leadership can help you grow your ability to lead effectively, please visit stewartleadership.com and follow us on LinkedIn, Instagram, and YouTube.

Complicated. Difficult. Overwhelming.

These are some of the most common words leaders use when facing talent development and succession planning. What positions are most critical, important, or essential? Who are the best candidates for development? And how can you connect it all to an overall strategy?

In today’s episode, Daniel and Peter break it down into a three-step process designed to give organizations a talent development framework that supports an overall strategy.

Tune in to learn:

• How to define a critical position
• How to identify the skills you need to develop
• What a talent profile is and why it’s important

Plus, two tips to help you start your talent development journey, and a few insights about what to do–and what not to do–at a big offsite meeting.

Questions, comments, or topic ideas? Drop us an e-mail at podcast@stewartleadership.com.

—

Stewart Leadership Insights and Resources:

7 Ways Executives can Champion Learning and Development

5 Benefits of Investing in Leadership Development

6 Steps to Design a Leadership Development Strategy

Why HR Needs to Be Included in Strategic Planning

Elevating Your Role in Talent Strategy Planning

How Offsites can Jumpstart Leadership Development

11 Tips for Successful Team Offsite Meetings

Examples of Talent Philosophy Statements:

• "We believe in fostering a culture of continuous learning and development, empowering our employees to reach their full potential."
• "Our talent philosophy emphasizes the importance of open communication, transparency, and a collaborative environment where everyone's contributions are valued."
• "We are committed to identifying and developing high-potential employees, providing them with opportunities for growth and advancement within the company."

Typically, you can use the following as sentence starters:

• We are committed to ___________.
• We strive to_________.
• We believe in _________.

Consider building statements on any or all of these talent topics:

• Performance
• Development
• Accountability
• Transparency

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#leadership #podcast #leadershippodcast #leadershipdevelopment #talentstrategy #talentdevelopment #successionplanning #leadershipcoaching #StewartLeadership #LeadershipGrowthPodcast

If you liked this episode, please share it with a friend or colleague, or, better yet, leave a review to help other listeners find our show, and remember to subscribe so you never miss an episode.

For more great content or to learn about how Stewart Leadership can help you grow your ability to lead effectively, please visit stewartleadership.com and follow us on LinkedIn, Instagram, and YouTube.