This article recaps a recent episode of the 

What Does Mental Health and Wellness Look Like for Professionals with James Lawrence

, co-founder and CEO of Happy, sat down with 

 podcast, the conversation covered everything from leadership challenges to personal growth, all with a heavy emphasis on authenticity. The discussion was packed with actionable insights, particularly for those in leadership roles, but the overarching theme was simple: leadership begins within.

James's journey to becoming a successful entrepreneur started in an unconventional place: his decision to drop out of college. Born into a family of academics, with both parents being psychology professors at UCLA, the pressure to follow a traditional path was immense. Dropping out, for James, was more than just a career choice—it was about 

 others had placed on him. He described this decision as "taking a hammer to the image of what [my mother] wanted me to be." This transformative moment allowed him to carve his own path, even if it meant navigating difficult emotions along the way.

Jahmaal echoed this, pointing out that many people in the workforce are still living out narratives that others have written for them. Whether it's the expectations of parents, friends, or society at large, these pressures can stifle personal growth and professional fulfillment. James's decision to "shatter the image" of what others wanted for him resonated deeply in the conversation.

 Sometimes, growth requires breaking free from external expectations. This is not just a professional lesson but a personal one relevant to anyone seeking fulfillment in their life and career. Authentic leadership means aligning your path with who you truly are, not who others expect you to be.

A major point of the conversation was the idea of genuine leadership. James and Jahmaal discussed how many leaders today fall into the trap of saying the right things without truly believing or acting on them. James highlighted that there's a certain beauty in a CEO who is upfront about their motives—even if those motives are purely profit-driven. According to James, authenticity is far more important than presenting a façade that you care about your people when you don't.

"If you don't care about your people, then don't pretend to," James explained. The risk of dishonesty is far greater than the discomfort of owning your true motivations. People can tell when leaders are simply paying lip service to 

, which undermines trust, engagement, and productivity.

 Authenticity is the foundation of trust. Leaders need to be honest with themselves and their teams about their true priorities. Whether it's growth, profits, or culture—clarity fosters trust. When you're upfront, your team knows what they're signing up for, and that transparency leads to stronger, more aligned teams.

return on investment (ROI) from prioritizing workplace culture and employee well-being

 throughout the conversation. Drawing on research, he explained that companies with healthy cultures are more profitable and sustainable in the long term. Jahmaal added that turnover costs make it worth investing in people—citing that losing an employee doesn't just mean hiring someone new but also losing the institutional knowledge they take with them.

James shared a memorable anecdote about a CEO he worked with, who was resistant to investing in his people. This CEO was obsessed with tracking ROI but struggled to see the value in focusing on employee engagement. In response, James flipped the question: "What happens when you do nothing for your people?" He then listed the consequences—disengagement, turnover, low morale, and poor performance. James clarified that people are an organization's greatest asset, and failing to invest in them has far-reaching negative effects.

People-first leadership isn't just a feel-good initiative—it's good business

. Investing in your employees pays dividends through higher engagement, lower turnover, and a healthier, more profitable company. Leaders must understand that when they invest in people, they invest in the long-term success of their business.

The Role of Technology in Modern Leadership

The conversation also touched on how technology is transforming leadership and employee development. At 

, making leadership development accessible to all employees, not just top executives. James explained that combining 

 allows Happy to deliver actionable insights into each team member's 

 and behavioral tendencies, creating a more connected and productive workplace. However, he stressed that this enhanced coaching should be seen as a tool, not a replacement for human connection.

"Technology can take over the busy work," James remarked, "but the heart of leadership is still about people." Happy coaching enhances leadership by giving managers the insights they need to connect better with their teams, but it cannot replace the emotional intelligence required to lead effectively.

Technology is a powerful tool that can help leaders better understand and manage their teams, but it should complement, not replace human-centered leadership. Leaders must continue to develop their emotional intelligence, foster real connections, and focus on the well-being of their teams.

3 Tips for Leaders to Manage Themselves and Others

To close the podcast, James offered three powerful tips for leaders:

Leaders must be willing to tell the truth—whether giving constructive feedback or owning up to mistakes. Authenticity builds trust, and trust is the foundation of a healthy team.

Managing yourself is the first step to managing others. Understand your emotional triggers, and don't shy away from hard conversations. As James emphasized, emotional intelligence allows leaders to foster meaningful team connections.

Leaders often feel pressure to appear infallible, but vulnerability fosters connection. When leaders show their humanity, their teams do the same, leading to a more cohesive and supportive workplace.

The Future of Leadership: Authenticity and Connection

Throughout the podcast, James illustrated that modern leadership is more than just hitting targets—it's about creating environments where people feel understood, supported, and empowered to do their best work. Happy's platform is designed to help leaders do just that by providing personalized coaching and insights that strengthen workplace relationships and enhance communication.

The conversation between James and Jahmaal served as a reminder that leadership is not about perfection but about authenticity, emotional intelligence, and a willingness to grow. Whether you're leading a team of ten or an entire organization, the lessons shared here can help you create a happier, more connected workplace.

James Lawrence discusses authentic leadership, and overcoming expectations to embrace your true potential.

Embracing Authenticity & Shattering Expectations

 "Creating Powerful Impact" podcast. Listen to the full episode, "

Redefining Leadership for Thriving Teams with James Lawrence

One truth stands firm in business—your people are your most valuable asset. In a recent episode of 

 with host Shay Wheat, James Lawrence, Cofounder and CEO of 

, delivered a compelling message about the undeniable link between people-first leadership and business success.

Drawing from over 25 years of experience as a CEO, James shared his hard-earned lessons on how intentional leadership, personalized coaching, and investing in employee development can transform workplace culture and unlock unprecedented growth. This conversation is a must-listen if you've ever wondered how to turn your team into a competitive advantage.

Here are the key takeaways from the episode.

James opened the conversation by challenging the traditional view of employees as just another business resource. For James, people are more than a means to an end—they are the heart of any organization. He emphasized that teams can be a company's greatest strength when managed effectively in today's business world.

His own experiences shaped his belief in 

. "I did it wrong for a very long time," James admitted, recalling his early years as a young CEO, trying to lead from a place of authority rather than empathy. Over time, he learned that authentic leadership is about service—understanding your people, listening to them, and supporting their growth.

James encourages leaders to shift their thinking from seeing teams as something to "manage" to viewing them as a critical asset that, when nurtured, can give companies a competitive edge. As he puts it: "How do you turn people into a competitive advantage for you, rather than a pain point?"

Intentional Leadership: It Starts with You

A central theme of the conversation was the importance of intentionality in leadership. James pointed out that managing people is often seen as just another task buried beneath a mountain of emails and reports. However, he argues that great leaders start each day with the intention of investing in their people.

He notes that it's not about fixing everyone at once. "Pick one person," he advises. Find someone who may be struggling, feeling disconnected, or underperforming and invest time in them—listen to them, understand their challenges, and offer support. Small, consistent acts of attention and care build trust and loyalty, creating a culture where people feel valued and supported.

James underscores that leadership isn't about having all the answers but creating a space where others can thrive. You can foster an environment where every team member feels seen and heard by being intentional with your time and energy.

People Are Not a "One-Size-Fits-All" Resource

Throughout the podcast, James emphasized that 

—and that's a good thing. "You have to understand your team," he said, highlighting that not everyone communicates or works the same way.

Here, Happy plays a vital role. Happy uses 

 to help teams understand individual communication styles and work preferences. This level of personalization is key to fostering better relationships and improving collaboration across an organization. James shared how 

 allow managers to tailor their approach to each team member, ensuring that communication and support are personalized and effective.

In the podcast, he gave a simple but relatable example: some team members thrive on small talk, while others prefer to dive straight into work. Happy provides real-time coaching tips that help leaders navigate these differences, allowing for more meaningful and productive interactions. This level of personalization builds trust and fosters better working relationships, ultimately leading to higher engagement and better performance.

Investing in People Delivers the Best ROI

One of James's most powerful points during the episode was that 

investing in people is the best return on investment (ROI)

 any organization can make. He referenced research from Gallup, which shows that companies with engaged employees are more profitable and productive than those with disengaged workers.

Yet, as James pointed out, many leaders still view employee development as optional, something akin to a "vitamin" rather than a necessity. He urged leaders to change this mindset, advocating for a holistic investment in people through traditional benefits, coaching, mentoring, and professional development. "Investing in people is the best ROI. It's your competitive advantage," James stressed.

Companies can unlock their teams' full potential by committing to 

, providing employees with coaching, and creating a culture that values growth and personal development. As Happy demonstrates, this doesn't have to be complicated or expensive. With the right tools, it's possible to provide scalable coaching that helps every team member thrive.

Another insightful concept James discussed was the idea of "organizational DNA." Every company has an unwritten set of rules that define how things are truly done—often very different from the formal mission statements on the walls. This DNA reflects the everyday behaviors, values, and actions that shape company culture.

For leaders, understanding and shaping this DNA is crucial. Discussing culture in meetings or printing it on a poster is not enough. Real culture is built over time through intentional actions, consistent communication, and a commitment to values that resonate with your team.

James explained that leaders in both small and large companies must take ownership of their organizational DNA, ensuring it aligns with the values they promote. This can be more challenging in larger companies, but it's still essential. Whether you're managing a team of 10 or 1,000, 

your actions as a leader define the culture.

Embracing Transparency and Candid Conversations

A key takeaway from the podcast was James' call for 

. He believes leaders need to be upfront about what they truly value. Whether it's work-life balance, profit, or team culture, being honest with employees allows them to make informed decisions about whether they align with the company's values.

James shared a humorous but profound observation about generational differences in the workplace. He noted that while many older managers read books about work-life balance, younger employees—particularly Gen Z—are already living it. They're clear about their priorities and don't hesitate to seek a balanced life. Rather than resisting this shift, James advocates for embracing it, creating a workplace where everyone's values are respected.

The Long Game: Why Investing in People Always Pays Off

James closed the podcast by urging leaders to commit to their people long-term. 

, fostering collaboration, and creating a people-first culture takes time—but the rewards are well worth it. The data is clear: engaged teams are more productive, profitable, and satisfied.

, James and his team have developed a simple yet powerful tool that helps organizations invest in their people at scale. By offering personalized, technology enhanced coaching through 

everyday platforms like Slack and Microsoft Teams

, Happy helps leaders foster better communication, collaboration, and manager effectiveness.

Ultimately, James' message is clear: people are the heart of every organization, and investing in them is the surest way to create lasting success. As he said, "Investing in people always pays off."

Learn how intentional leadership and employee development can drive business success and team growth with James Lawrence.

Redefining Leadership: James Lawrence on Creating Powerful Impact

Teamwork is the engine that drives every successful project. But as anyone who's worked with a team knows, 

. The very differences that make teams innovative can also be a source of friction. 

We all approach work differently—some of us zero in on details, while others naturally focus on the big picture. Some thrive in high-energy environments, while others take a steady, systematic approach. It's all too common to see these differences as problems; over time, they can lead to misunderstandings, eroding trust, and slowing progress.

But what if we could see these differences in workstyles as powerful assets? 

 helps us do just that. By understanding both our behaviors and those of our teammates, we can transform how we collaborate. Instead of letting differences create barriers, we can adjust our approach and bring out the best in each other.

In this article, we'll explore how DISC insights can enhance teamwork by helping you recognize and adapt to each team member's unique workstyle. This leads to stronger collaboration, deeper trust, and better results.

Seeing the Whole Picture in Team Collaboration

When it comes to teamwork, it's easy to fall into the trap of thinking that the way we work is the "right" way. But the truth is, everyone approaches work differently, and those differences aren't a problem to be solved—they're an opportunity. To truly collaborate effectively, we need to start "seeing the whole picture." This means recognizing the various ways people work are valid and essential to creating a balanced, high-performing team.

Differences in workstyles bring unique strengths to the table. One team member may thrive in fast-paced decision-making, while another excels in ensuring details aren't overlooked. We begin to reduce friction when we start viewing these differences as complementary rather than conflicting. Instead of feeling frustrated by a teammate's approach, we can appreciate how their strengths fill in where ours may not. This shift in mindset builds trust, as team members feel valued for their contributions and recognize how they fit into the larger whole.

At Happy, effective teamwork begins with a broader understanding of human behavior. The 

Happy DISC framework goes beyond the traditional DISC model

 by identifying core personality traits and capturing the full complexity of each person's unique workstyle. Rather than assigning individuals to a single type, Happy's approach recognizes that people operate across a spectrum of behaviors. 

This deeper insight allows teams to work together more harmoniously, embracing the diversity of workstyles and ultimately driving better outcomes.

Self-Awareness—The Key to Stronger Team Collaboration

Collaboration isn't just about working together—it's about understanding how your actions and behaviors affect the people around you. This is where self-awareness becomes critical. When we see ourselves through the eyes of others, we gain valuable insight into how our workstyle might be perceived. 

Maybe what feels like efficiency to you comes across as being rushed to a teammate, or perhaps your desire for thoroughness feels like overanalysis to someone else. By becoming aware of how others experience us, we can adjust our behavior to strengthen collaboration.

True collaboration begins when we take the time to understand ourselves. How do we approach tasks? How do we communicate? And most importantly, how do these actions impact the people we work with? Leaders and team members who are attuned to how they're perceived can more easily adapt their approach to fit the group's needs. This isn't about changing who we are but finding ways to bridge gaps and build better connections with those around us.

Equally important is understanding what others need from you. Each person on your team has a unique way of working, and by recognizing and respecting those differences, you can adapt your communication and collaboration style to better align with their preferences. Maybe a detail-oriented colleague needs more time to process information, or a teammate who thrives on energy and spontaneity will appreciate a more flexible approach. You create smoother, more harmonious teamwork by meeting people where they are.

The key to successful collaboration is balancing self-awareness and understanding others. When we adjust our behavior to accommodate different work styles, we open the door to more effective, productive, and positive team dynamics.

Overview of the Happy DISC and Workstyles

At its core, the DISC model is a powerful tool for understanding human behavior. It's built on four fundamental traits: Dominance, Influence, Steadiness, and Conscientiousness. 

Each trait represents a different way of responding to the world around us. For example, someone with high Dominance may be direct and driven by results, while someone with high Steadiness might prioritize consistency and cooperation. DISC helps individuals recognize their natural tendencies and understand how they interact with others.

Happy has taken the foundational DISC model and expanded it into a more nuanced approach that reflects the true complexity of human behavior. Rather than assigning a single DISC type, the Happy DISC assessment goes beyond the surface by recognizing countless blends of workstyles, each shaped by unique combinations of the DISC dimensions. Behind the scenes, Happy considers these diverse blends, providing a deeper, more personalized understanding of how individuals operate in a team.

While Happy groups these workstyles into eight categories—each with a common name based on the dominant trait—this is primarily for simplicity and ease of use. It helps teams quickly recognize and remember key traits, but in reality, each of the 

 contains a wide range of nuanced combinations.

 are exactly alike, and the full Happy Workstyle report reflects this diversity, offering a more precise picture of each individual's strengths and tendencies.

Happy's coaching is based on this deeper understanding, ensuring that each person's unique blend of styles is considered. By embracing this complexity, Happy empowers teams to move beyond basic personality typing and toward a more tailored, dynamic approach to collaboration and personal development. This allows for a deeper understanding of both strengths and areas for growth without boxing anyone into a one-dimensional label.

 – Results-oriented and assertive. Drivers thrive in environments where they can take charge and make decisions quickly. They are motivated by challenges and are direct in their communication.

 – Sociable and engaging. Influencers build strong connections with others. They are enthusiastic and persuasive, often acting as motivators within a team.

 – Reliable and supportive. Stabilizers excel in creating harmonious environments. They value teamwork, consistency, and are patient and dependable in their approach.

 – Detail-oriented and methodical. Calculators are focused on accuracy and quality. They prefer structure and are analytical in their problem-solving.

 – Dynamic and charismatic. Catalysts combine the strengths of Drivers and Influencers. They are proactive and enjoy leading while also inspiring others with their energy and enthusiasm.

 – Empathetic and cooperative. Relaters prioritize relationships and teamwork. They blend an Influencer's social engagement with a Stabilizer's stability, making them excellent team players.

 – Organized and dependable. Coordinators bring structure and reliability to projects. They combine a Stabilizer's patience with a Calculator's precision, excelling in roles that require careful planning.

 – Analytical and decisive. Strategists excel at solving complex problems. They combine the ambition of a Driver with the detailed focus of a Calculator, making them excellent at strategic thinking and long-term planning.

One of the key strengths of the Happy DISC framework is its recognition that people are rarely just one thing. While each individual has a dominant workstyle, we all operate across a blend of these traits. This blending of styles creates more nuance and depth, allowing for a better understanding of how individuals adapt in different situations. 

For example, someone may primarily be a Stabilizer but have strong Influencer traits, making them both steady and socially engaging in a team setting. This layered approach helps teams collaborate more effectively by seeing the full spectrum of strengths each member brings to the table.

Effective teamwork requires more than combining skill sets—it's about understanding how each person works and how to adapt to those differences. The Happy DISC framework provides insights into how individuals operate, allowing teams to collaborate in ways that play to each member's strengths. 

By recognizing and adjusting to different workstyles, teams can create an environment where everyone feels valued and engaged.

Each workstyle brings something valuable to the table. The key is learning how to collaborate in a way that meets people where they are. Here are some actionable ways you can adapt to work more effectively when collaborating with different Happy Workstyles.

Drivers thrive on action and decision-making. They are focused on results and tend to move quickly, often taking charge of a situation. 

When collaborating with a Driver, giving them the autonomy to make decisions and push projects forward is important. 

Avoid micromanaging and instead focus on setting clear goals and outcomes. Drivers are at their best when they can take ownership and see tangible progress.

Engaging, charismatic, and naturally sociable, Influencers excel at motivating others and building connections. When working with an Influencer, it is crucial to involve them in discussions and leverage their ability to inspire the team. 

Collaboration works best when they have opportunities to express their ideas and interact with others. 

By recognizing their enthusiasm and allowing them to take on a role in communication, you can harness their energy to drive engagement across the team.

Focused on consistency and teamwork, Stabilizers are the steadying force in any group. They prefer clear roles and expectations and excel in environments with a sense of stability and routine. 

To collaborate effectively with Stabilizers, ensure that responsibilities are well-defined and have the support they need to carry out their tasks. 

They appreciate cooperation and loyalty, so fostering a collaborative and respectful atmosphere will help them thrive.

Detail-oriented and analytical, Calculators focus on accuracy and precision. They value structure and prefer to work in a methodical, data-driven manner. 

When collaborating with a Calculator, provide clear, structured tasks and value their input on data and analysis. They are at their best when they have the space to think through problems logically and present well-reasoned solutions. 

Acknowledge their need for thoroughness, and you'll benefit from their ability to ensure that no detail is overlooked.

Happy's blended workstyles add further nuance to how teams collaborate, combining strengths from multiple dimensions.

 Catalysts combine the drive of a Driver with the social energy of an Influencer. They lead with vision and enthusiasm, making them excellent at initiating new ideas and getting people excited about a project. 

When collaborating with a Catalyst, matching their energy and supporting their bold ideas is important. 

Give them the space to lead creative efforts while ensuring that their big-picture thinking is paired with actionable steps.

Relaters blend an Influencer's empathy with a Stabilizer's steadiness. They are excellent at building relationships and creating harmony within teams. 

To collaborate effectively with a Relater, create a supportive environment where open communication is encouraged. 

They thrive when they feel connected to the people they're working with, so fostering strong interpersonal relationships is key to keeping them engaged.

Coordinators are reliable and organized, combining a Stabilizer's steadiness with the Calculator's precision. They excel in planning and ensuring that everything runs smoothly. 

When collaborating with a Coordinator, offer clear tasks and respect their need for structure. 

They'll ensure that the team stays on track and that all the details are in place, but they'll need a well-defined plan to work from.

Strategists combine a Calculator's analytical mindset with a Driver's decisiveness. They are focused on efficiency and long-term planning, making them excellent at solving complex problems and crafting strategic initiatives. 

To collaborate with a Strategist, allow them to take the lead on planning and critical thinking. 

They'll appreciate the opportunity to map out solutions and focus on high-level outcomes, helping the team stay aligned with long-term goals.

Understanding and adapting to your team's different workstyles is a powerful first step toward more effective collaboration. However, even with these insights, teams will inevitably face challenges. Miscommunication, conflict, and imbalanced workload distribution are common hurdles that can undermine progress. Fortunately, Happy DISC helps teams recognize these potential pitfalls and provides practical solutions to overcome them.

Let's explore some of the most frequent collaboration challenges and how DISC insights can help resolve them.

Common Collaboration Challenges and How DISC Helps Solve Them

Collaboration can be incredibly rewarding, but it doesn't come without challenges. Whether it's miscommunication, conflict, or an uneven distribution of workload, these common issues can slow progress and create frustration within teams. 

The good news is that understanding DISC workstyles can provide practical solutions to these challenges, making teamwork more efficient and harmonious.

Here are some practical examples of how the Happy DISC can help in two major workplace challenges: Miscommunication and Conflict.

How DISC Insights Can Help Avoid Miscommunication

frequent obstacles in collaboration is miscommunication

. We often assume that others see things the way we do, but our workstyles and communication preferences can vary significantly. A Driver, for example, may prefer quick, direct updates, while a Stabilizer might seek more context and detail before making decisions. Misunderstandings can occur without awareness of these differences, leading to frustration on both sides.

Happy DISC insights help by clarifying how each team member prefers to communicate. When you understand your workstyle and those of your teammates, you can adjust your communication accordingly. For instance, when working with a Calculator, offering detailed, data-driven information helps them feel more confident in their decisions. For an Influencer, on the other hand, a more conversational and enthusiastic approach can build a stronger rapport. By tailoring communication to meet others' preferences, teams can avoid unnecessary miscommunication and work more smoothly together.

Resolving Conflict Through Happy Workstyle Awareness

Conflict often arises when different workstyles clash

—especially when team members don't understand the reasons behind those differences. A Driver may feel frustrated by what they perceive as indecision or slow action from a Stabilizer, while the Stabilizer might feel overwhelmed by the Driver's rapid pace and directness. Without awareness of these underlying dynamics, small misunderstandings can escalate into larger conflicts.

DISC helps teams see the root cause of these tensions, making it easier to resolve conflicts before they escalate. By understanding the workstyles of others, team members can reframe how they view behavior that's different from their own. What once seemed like indecision might now be seen as thoroughness, and what seemed like impatience might be recognized as efficiency. With this awareness, teams can adapt their expectations, communicate more effectively, and address conflict constructively.

Maximizing Team Success by Leveraging Workstyles

The true power of DISC and the Happy Workstyles framework lies in combining diverse workstyles to create a team that complements one another. When each team member's unique strengths are recognized and embraced, teams can operate more effectively, with each person contributing in the areas where they naturally excel. The key to success is understanding these differences and actively using them to enhance collaboration and drive results.

Every project benefits from a balance of different workstyles.

 The Drivers push the team toward swift decision-making and action, while the Stabilizers ensure that the team remains steady and cohesive. Influencers generate enthusiasm and keep communication flowing, while Calculators dive deep into the details to ensure accuracy and thoroughness. By strategically pairing these complementary strengths, teams can cover more ground and work more efficiently.

For example, consider a project requiring creative brainstorming and precise execution. A Catalyst (DI) can lead the initial ideation process, energizing the team with bold ideas and a compelling vision. Meanwhile, a Coordinator (SC) can follow up by organizing those ideas into a structured plan, ensuring that the project remains on track and nothing gets missed. This balance of vision and execution enables the team to innovate while maintaining order.

The key is to appreciate that no one workstyle is better than another. Instead, by recognizing and leveraging these diverse strengths, teams can create a dynamic where everyone's contribution matters—and where another's strengths naturally fill gaps in one person's approach.

Imagine a marketing team tasked with launching a new product campaign. The team consists of a Driver (D), an Influencer (I), a Stabilizer (S), and a Calculator (C). Initially, the team struggled to collaborate. The Driver was eager to push forward quickly, while the Calculator needed more time to analyze the data and ensure everything was perfect. The Influencer wanted to ensure the messaging resonated emotionally, but the Stabilizer was more focused on ensuring the internal processes were followed correctly.

By using the Happy DISC framework, the team gained insights into each member's workstyle and realized they weren't clashing due to inefficiency but because they approached the work from different perspectives. 

The Driver took the lead on setting the campaign timeline and key milestones, the Calculator handled data analysis and metrics, the Influencer crafted the campaign's creative messaging, and the Stabilizer ensured all team members had clear roles and expectations. The team's diverse approaches came together seamlessly, leading to a successful product launch that hit all the right notes—from creativity to precision.

Discover how Happy DISC insights can transform your teamwork by enhancing understanding of diverse workstyles.

Leveraging Happy DISC for Seamless Team Collaboration

This article recaps a recent episode of "The Left of Boom Show”, hosted by 

Transforming Team Collaboration with Technology with Megan Cook

, Cofounder and Chief Administrative Officer of 

, sat down with Phil Wilson and Michael VanDervort on 

to discuss the evolving role of leadership and technology in shaping employee engagement and workplace culture. Throughout the conversation, Megan shared valuable insights on how leaders can foster trust, build stronger teams, and harness technology to drive success in today's workplace.

People Are at the Core of Workplace Success

. "Every challenge you face at work—whether it's around productivity, profitability, or executing strategy—ultimately revolves around people," she shared.

Her leadership journey began with a nudge from her cofounder, James Lawrence, who believed in her potential even before she saw it herself. James introduced her to leadership coaching, which helped Megan see that leadership isn't just about managing tasks but connecting with the people behind those tasks. Megan shared how this realization shifted her approach, helping her move from a compliance-driven mindset to one focused on the human side of leadership.

In many ways, Megan's growth mirrored the journey many leaders experience: learning to see the 

importance of empathy, trust, and personal connection

One of Megan's most powerful points was that leadership—and personal growth in general—happens outside of comfort zones. As someone naturally inclined toward task orientation, Megan was used to diving straight into the details and moving swiftly through her to-do list. However, through her leadership coach, she realized that her direct, efficient communication style wasn't always what her team needed.

, recognizing that building trust sometimes meant starting a conversation with a personal check-in before jumping into business. "If we're not uncomfortable, we're not growing," Megan explained. She also reminded listeners that being uncomfortable is part of growth and that leaders must constantly stretch themselves to evolve.

Megan's reflections underscore a core leadership lesson: great leadership requires flexibility, and those willing to adapt and grow will see the greatest impact on their teams.

. Building trust, she noted, is about truly understanding the people you work with—their communication styles, strengths, and even the things that stress them out. This understanding helps create an environment where people feel safe, connected, and supported, ultimately driving better collaboration and results.

Megan shared how her working relationship with James Lawrence exemplifies this. Despite having very different working styles—James is a high-energy, big-picture thinker, and Megan is more analytical and detail-oriented—they've built a strong partnership by focusing on how their differences complement each other. "We could have focused on the friction," Megan said, "but instead, we focused on synergy."

Her point is clear: understanding a team's unique perspectives and strengths is critical to building trust and fostering a more cohesive and successful work environment.

The Role of Technology in Human Connection

One of the more thought-provoking parts of the podcast was Megan's perspective on how technology can enhance—not replace—the human side of leadership. When used thoughtfully, technology can free leaders to focus more on personal connection, creativity, and team-building by handling some of the more routine administrative tasks.

Megan explained how technology can give leaders deeper insights into their team members' working styles, preferences, and communication needs. These insights allow leaders to support their teams more effectively, tailoring their approach to meet individual needs and fostering stronger relationships.

However, Megan was clear: while technology is a powerful tool, it's not a substitute for empathy and understanding. Leaders still need to engage in meaningful conversations and 

 help by offering the insights needed to navigate these interactions more effectively, making it easier to understand team dynamics and create an environment where everyone feels heard and supported.

A recurring theme throughout Megan's discussion was the importance of 

. Megan shared how, through coaching and feedback, she learned that her natural tendency toward efficiency and directness sometimes came across as cold or impersonal. Through this journey of self-awareness, she realized the importance of being attuned to her team's needs and adapting her approach to meet them where they were.

This understanding is crucial for any leader: empathy and adaptability build trust, fuel collaboration, and create an environment where people feel seen, heard, and valued. Megan's story reminds us that leadership isn't just about driving results—it's about leading people with all their nuances, emotions, and unique strengths.

Final Thoughts: Leadership is a Constant Evolution

, Megan Cook's reflections clearly show what it means to be a truly 

. Her journey highlights the importance of growth—both personal and professional—as the cornerstone of effective leadership. Leaders who are willing to step out of their comfort zones, build trust, and lead with empathy will ultimately create more engaged, productive, and happy teams.

While tools and technology can certainly help along the way, Megan's message was clear: the heart of leadership is always about people. Whether it's understanding how to better connect with your team or learning how to adapt your leadership style to the situation at hand, leadership is a constant evolution—and one that requires a deep commitment to personal growth.

Megan's insights remind us that being an effective leader means never stopping the process of learning, adapting, and growing—both for yourself and the people you lead.

Megan Cook discusses the transformative impact of human connection in leadership on The Left of Boom Show. 

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