Leadership Huddle with Geoff Welch

Leadership Huddle is a resource for developmental leaders who value communicating clearly, helping others smash limiting beliefs, and drawing the best work from themselves and those they lead. Covering topics related to personal and developmental leadership, self-management, delegation, and healthy mindsets, Geoff Welch uses each episode to help leaders like you enrich their people and build winning teams.

Leadership Huddle with Geoff Welch is a business podcast hosted by Geoff Welch, with 136 episodes on record and a Required Pod Score of 80. PitchCentric scores this show on Booking Probability, Listen Score, and live audience signals refreshed every 24 hours.

Geoff Welch hosts Leadership Huddle with Geoff Welch, a business show with 136 episodes published.

Our AI reads these to draft pitches. Use them as grounding for a pitch that cites a real guest and a specific topic.

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  Episode #139

  Everything falls apart (a message of hope)

  Aug 16, 202613 min

  Entropy is what we call the tendency for everything to trend toward chaos.In incredibly basic terms, it means that things that aren’t nurtured fall apart.Stop going to the gym and your muscles begin to atrophy.Stop practicing golf and your skills begin to diminish.Stop watering your lawn and green grass becomes brown.Stop encouraging and correcting your people and performance will regress. So will trust.Nothing stays as it is for long.Things get better because you make them better. So make things better.TRY THIS: Make sure you are nurturing your people this week. Prioritize consistent “batting practice” feedback, offering regular encouragement and correction. Ensure they know what they are doing right and where there are opportunities for growth. Your team won’t get better by accident.My free PDF, “The 5 Secrets of Impossibly Effective Teams,” will show you the simple leadership moves that help teams unlock their full potential and deliver outsized results, without burning out. Grab your copy now at geoffwelch.com/secrets

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  Episode #138

  Don't just say it, do it

  Aug 9, 202610 min

  Once upon a time I had lunch with a CEO who wanted to reinforce the importance of taking a lunch break to his executive team.Over time it had become more and more common for these leaders to grab a quick bite at their desk or skip lunch altogether and he felt it was important they prioritized shutting their laptops for a few minutes each day to refresh their minds and feed their bodies.I asked him what he was going to do about it and instead of saying he was going to mandate lunch breaks and punish anyone who didn’t take them he simply offered this: I need to make sure I am taking lunch breaks so they see that it’s okay to do it too.It was such a poignant reminder that people give more weight to what they see you do than to what they hear you say. Tell them to take a lunch but never do it yourself and you quietly kill your credibility.His simple insight that modeling desired behaviors beats crafting the perfect policy and incentives is something we can all learn from. The next time you want your team to act a certain way, make sure you are modeling the behavior first.My free PDF, “The 5 Secrets of Impossibly Effective Teams,” will show you the simple leadership moves that help teams unlock their full potential and deliver outsized results, without burning out. Grab your copy now at geoffwelch.com/secrets

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  Episode #137

  Do this before asking your people to work harder

  Aug 2, 202618 min

  If my guess is correct, you were probably a kid when you were growing up.If so, there’s a decent chance you did what most kids do and found yourself running UP the DOWN escalator at some point.It seems like such a good idea as a kid, but as an adult I don’t need that kind of wasted effort in my life.And neither do the people you lead.The next time you feel compelled to ask your people to work harder, I want you to consider whether the effort they are already giving is being wasted by systemic losses.Are you asking them to run up a metaphorical escalator that is going down?Are there obstacles like meetings, unclear priorities, interruptions, approval bottlenecks, or poorly designed processes that take their effort and tax it until much of that effort is wasted with no valuable output to show for it?It’s so easy to get tunnel vision about how much effort your people are giving that you fail to examine whether you are honoring that effort by making it as easy as possible for them to translate it into successful outcomes.I get it, they are here to work. It’s their job to put effort into the system.But it’s incredibly demoralizing to see hours of effort wasted in an inefficient system, and then be asked to work harder to get the job done.If you want to get the best effort from your people, make sure they see you removing unnecessary friction anywhere you can. If you can’t make the escalator work for your people, at least make sure it isn’t working against them.TRY THIS: What is one point of frustration your people are experiencing that you could reduce or remove? Remember: the best leaders don’t ignore the frustrations of their people, they get curious about them. They probe and ask questions like “how should it work?” or “what would be better if it worked differently?” or “Is there an experiment we could run to test a different way?”My free PDF, “The 5 Secrets of Impossibly Effective Teams,” will show you the simple leadership moves that help teams unlock their full potential and deliver outsized results, without burning out. Grab your copy now at geoffwelch.com/secrets

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  Episode #135

  My wife's family is absolutely nuts

  Jul 26, 202614 min

  My wife’s family is absolutely nuts.But to be fair, so is my family. (Sorry mom)And to be fairer still, in ways that I can’t quite put my finger on, my household is nuts too. Here’s why:Most people inherit traditions and preferences about things from their families. Which is great.But problems arise when we start interacting (or marrying) people who grew up with different traditions and different preferences.It’s a problem because, for many, these traditions and preferences weren’t presented as a favored way of doing things.They were presented as this-is-how-things-are-supposed-to-work. So when I grew up doing this, and someone else prefers that, we don’t always say, “verrrrrrrry interesting.” Sometimes we say, “I’m right and you’re wrong.”At work, your team is made up from people of a variety of backgrounds, traditions, and preferences and it’s a mistake to assume that your shared standards will be obvious and understood by everyone without intentional explanation.So be clear about those shared standards actually are. Take some time to define them for yourself so you can share them with others.Talk about them when they are embraced. Talk about them when they aren’t. Be specific about the things you expect from everyone. And apply them to everyone.Assuming everyone "gets it" is a great way to create interpersonal friction. TRY THIS: What is a shared standard that seems obvious to you, but isn’t always honored by everyone? Maybe some folks don’t understand why it’s a shared standard…or that it even is a shared standard. Bring it up in a meeting to talk about why it matters. If it’s not important enough to define and explain, it might not be important enough to be a shared standard.My free PDF, “The 5 Secrets of Impossibly Effective Teams,” will show you the simple leadership moves that help teams unlock their full potential and deliver outsized results, without burning out. Grab your copy now at geoffwelch.com/secrets

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  Episode #129

  Your people are probably starving for this

  Jul 12, 202613 min

  If you share food with my dog you will find he has absolutely no chill.Whatever you give him goes in his mouth and down his throat with nary a millisecond in between. It’s like he’s in a race to get as much food as he can get from you, but never takes a second to enjoy what you give him.He doesn’t savor a single bite.And your fast-paced professional world might feel similar.It can seem like there isn’t a moment available to savor the wins achieved by your team, but the best leaders ensure these wins get their moment in the sun.You don’t need a pizza party for every to-do list item that gets crossed off the list, but it’s up to you to be aware of the wins your people are racking up and finding ways to call them out.A quiet high-five and a 15-second verbal acknowledgement of their hard work matters.A two sentence email expressing appreciation for their role in diffusing the tension in that meeting matters.A Slack/Teams reply with celebratory emojis when someone on your team announces the completion of an important element of a project matters.Yes, sometimes the celebration should be a little more over the top. Sometimes the project is big enough to warrant some REAL fanfare, but don’t fail to recognize the dozen other smaller wins just because they don’t warrant a parade.Imagine if baseball players ONLY celebrated when they won the World Series. Playing 162 games without celebrating individual victories along the way would be soul crushing.You might be surprised to find that your people are starved for appreciation and that small, consistent reminders that you are aware of their contributions goes a long way to improving their experience and reducing the likelihood of burnout.TRY THIS: Look for and acknowledge 3 wins this week. DO NOT allow logistical complexities to slow you from acknowledging these wins. Find the simplest path to expressing your appreciation and make it happen.My free PDF, “The 5 Secrets of Impossibly Effective Teams,” will show you the simple leadership moves that help teams unlock their full potential and deliver outsized results, without burning out. Grab your copy now at geoffwelch.com/secrets

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