1 00:00:00,050 --> 00:00:02,090 Carol Cox: We're continuing our series around executive 2 00:00:02,090 --> 00:00:04,010 presence with how to communicate 3 00:00:04,010 --> 00:00:06,710 transformational leadership with my guest, 4 00:00:06,710 --> 00:00:08,480 Doctor Lesia Crumpton Young. 5 00:00:08,510 --> 00:00:10,430 On this episode of the Speaking Your Brand 6 00:00:10,430 --> 00:00:16,530 podcast. More and more women are making an 7 00:00:16,530 --> 00:00:19,230 impact by starting businesses, running for 8 00:00:19,230 --> 00:00:22,140 office and speaking up for what matters. 9 00:00:22,170 --> 00:00:24,390 With my background as a TV political 10 00:00:24,390 --> 00:00:27,240 analyst, entrepreneur and speaker, I 11 00:00:27,240 --> 00:00:29,730 interview and coach purpose driven women to 12 00:00:29,730 --> 00:00:32,220 shape their brands, grow their companies, 13 00:00:32,220 --> 00:00:34,890 and become recognized as influencers in 14 00:00:34,890 --> 00:00:38,250 their field. This is speaking your brand, 15 00:00:38,250 --> 00:00:40,740 your place to learn how to persuasively 16 00:00:40,740 --> 00:00:44,100 communicate your message to your audience. 17 00:00:44,670 --> 00:00:46,350 Hi there and welcome to the Speaking Your 18 00:00:46,350 --> 00:00:48,450 Brand podcast. I'm your host, Carol Cox. 19 00:00:48,450 --> 00:00:50,460 We're continuing the series we've been doing 20 00:00:50,460 --> 00:00:53,190 all around. Executive speaking last week, we 21 00:00:53,190 --> 00:00:55,200 talked about storytelling for leaders, 22 00:00:55,200 --> 00:00:57,390 crafting narratives that inspire and 23 00:00:57,390 --> 00:00:59,490 persuade. And the week before that, we 24 00:00:59,490 --> 00:01:02,100 kicked off the series with an episode called 25 00:01:02,100 --> 00:01:04,740 Speak to Lead, elevating your executive 26 00:01:04,740 --> 00:01:07,500 Presence. Today's episode is full of 27 00:01:07,500 --> 00:01:10,050 inspiration and practical insights. 28 00:01:10,050 --> 00:01:12,090 If you're looking to enhance your leadership 29 00:01:12,090 --> 00:01:15,030 skills, embrace transformation and make 30 00:01:15,030 --> 00:01:16,290 meaningful connections. 31 00:01:16,290 --> 00:01:19,170 My guest is Doctor Lesia Crumpton Young, and 32 00:01:19,170 --> 00:01:21,930 her journey is a testament to the power of 33 00:01:21,930 --> 00:01:25,500 perseverance, innovation, and the importance 34 00:01:25,500 --> 00:01:27,480 of showing up. Whether you're a seasoned 35 00:01:27,480 --> 00:01:29,700 leader or just starting in your career, her 36 00:01:29,700 --> 00:01:31,680 wisdom will resonate and empower you to take 37 00:01:31,680 --> 00:01:34,230 bold steps to your own greatness. 38 00:01:34,230 --> 00:01:36,510 Doctor Crumpton Young is an award winning 39 00:01:36,510 --> 00:01:38,490 engineer, academic leader, and 40 00:01:38,490 --> 00:01:39,960 transformational coach. 41 00:01:39,960 --> 00:01:42,780 She was the first African American woman to 42 00:01:42,780 --> 00:01:45,660 earn a PhD in engineering at Texas A&M 43 00:01:45,660 --> 00:01:48,690 University, and her most recent position was 44 00:01:48,690 --> 00:01:50,370 at a university president. 45 00:01:50,370 --> 00:01:53,310 So in this episode, we talk about the power 46 00:01:53,310 --> 00:01:56,730 of showing up, exemplified by how I met Leah 47 00:01:56,760 --> 00:01:57,960 a few months ago. And you're going to love 48 00:01:57,960 --> 00:02:00,360 the story, the essential qualities of a 49 00:02:00,360 --> 00:02:02,580 transformational leader and how to cultivate 50 00:02:02,580 --> 00:02:05,070 them, the significance of authentic and 51 00:02:05,070 --> 00:02:07,650 transparent communication, and fostering 52 00:02:07,650 --> 00:02:10,590 strong relationships and driving change, 53 00:02:10,590 --> 00:02:12,390 which we as we know people don't like 54 00:02:12,390 --> 00:02:14,280 change, especially within companies. 55 00:02:14,280 --> 00:02:16,050 So that's what we talk about, is what 56 00:02:16,080 --> 00:02:18,330 leaders and speakers need to do in order to 57 00:02:18,330 --> 00:02:20,250 effectively manage change. 58 00:02:20,250 --> 00:02:22,170 We also talk about practical tips on 59 00:02:22,170 --> 00:02:24,450 overcoming challenges and making impactful 60 00:02:24,450 --> 00:02:27,720 decisions. And Lesia shares a new project 61 00:02:27,720 --> 00:02:29,550 that she's working on, which I know you're 62 00:02:29,550 --> 00:02:31,350 going to be excited about as well. 63 00:02:31,350 --> 00:02:33,210 Now let's get on with the show. 64 00:02:34,290 --> 00:02:36,300 Welcome to the Speaking Your Brand podcast, 65 00:02:36,330 --> 00:02:36,960 Lesia. 66 00:02:37,620 --> 00:02:39,510 Lesia Crumpton-Young: Hello, how are you today? 67 00:02:39,510 --> 00:02:42,270 Carol Cox: I am fantastic, I'm so glad to have you here 68 00:02:42,270 --> 00:02:43,470 on the podcast. 69 00:02:43,470 --> 00:02:45,780 I'm going to share a very funny story about 70 00:02:45,780 --> 00:02:48,120 how we met, because this is so much the 71 00:02:48,120 --> 00:02:50,100 power of showing up. 72 00:02:50,100 --> 00:02:52,950 And I know that, you know, after the years 73 00:02:52,950 --> 00:02:55,050 of the pandemic and all of us having to be 74 00:02:55,050 --> 00:02:57,240 at home, I was been very excited to get back 75 00:02:57,240 --> 00:02:59,730 out and about into the local community of 76 00:02:59,730 --> 00:03:00,990 Orlando, where I live. 77 00:03:00,990 --> 00:03:02,370 And at the beginning of this year, I made a 78 00:03:02,370 --> 00:03:04,530 commitment that I was going to go to a lot 79 00:03:04,530 --> 00:03:06,480 more events. I used to attend events all the 80 00:03:06,480 --> 00:03:08,790 time before the pandemic, very much got out 81 00:03:08,790 --> 00:03:10,950 of the habit. And then, you know, forcing 82 00:03:10,950 --> 00:03:12,030 myself to get back in. 83 00:03:12,030 --> 00:03:14,790 So I was at an event and I was walking out 84 00:03:14,790 --> 00:03:17,550 at the end of the evening, and a woman who I 85 00:03:17,550 --> 00:03:19,590 never had met before, that I had remembered, 86 00:03:19,590 --> 00:03:21,510 was walking to the elevator at the same time 87 00:03:21,510 --> 00:03:23,730 as me. And she had on, of course, this 88 00:03:23,730 --> 00:03:26,580 gorgeous outfit and these like 4 or 5 inch 89 00:03:26,580 --> 00:03:28,740 stiletto heels and five. 90 00:03:28,740 --> 00:03:29,410 Lesia Crumpton-Young: Inch, five. 91 00:03:29,410 --> 00:03:32,130 Carol Cox: Inch. Okay. Yes. Because, you know, and, you 92 00:03:32,130 --> 00:03:33,540 know, just a gorgeous woman. 93 00:03:33,540 --> 00:03:35,580 And I said, oh my gosh, like my feet hurt. 94 00:03:35,580 --> 00:03:37,590 I after standing here for two hours at this 95 00:03:37,590 --> 00:03:39,270 event, I can't imagine how you feel. 96 00:03:39,270 --> 00:03:41,400 So we struck up a conversation kind of 97 00:03:41,400 --> 00:03:43,020 figured out we knew had people in common. 98 00:03:43,020 --> 00:03:44,070 She asked what I did. 99 00:03:44,070 --> 00:03:46,560 She said, oh, you have to talk to my sister 100 00:03:46,560 --> 00:03:48,840 Lesia, because she just started a podcast 101 00:03:48,840 --> 00:03:50,760 and she's now getting into coaching. 102 00:03:50,760 --> 00:03:51,780 And so I said, yes. 103 00:03:51,780 --> 00:03:53,370 And so this was a delfine. 104 00:03:53,370 --> 00:03:54,810 And so with three of us ended up having 105 00:03:54,810 --> 00:03:57,210 lunch and we had such a great conversation. 106 00:03:57,210 --> 00:03:58,890 I think we were there for almost two hours. 107 00:03:58,890 --> 00:04:01,140 And I said, oh, I have to have you on the 108 00:04:01,140 --> 00:04:02,940 podcast. So number one, the power of showing 109 00:04:02,940 --> 00:04:04,410 up because you never know who you're going 110 00:04:04,410 --> 00:04:06,540 to meet and then by extension, who you're 111 00:04:06,540 --> 00:04:08,160 going to meet through those people. 112 00:04:08,160 --> 00:04:10,710 So, Lesia, that brings us to what brought 113 00:04:10,710 --> 00:04:13,110 you to Orlando, Florida, because you moved 114 00:04:13,110 --> 00:04:14,310 here relatively recently. 115 00:04:14,310 --> 00:04:16,800 So tell us, tell us what brought you here, 116 00:04:16,800 --> 00:04:19,260 and then we'll back way back up and how 117 00:04:19,260 --> 00:04:21,720 incredibly impressive and credentialed you 118 00:04:21,720 --> 00:04:23,160 are in your career. 119 00:04:23,310 --> 00:04:26,520 Lesia Crumpton-Young: So let me say thank you for having me on the 120 00:04:26,520 --> 00:04:30,390 podcast. And I'm super excited that you met 121 00:04:30,390 --> 00:04:34,350 my sister. You noticed the five inch pumps, 122 00:04:34,350 --> 00:04:39,390 and she is really a person who believes in 123 00:04:39,390 --> 00:04:42,240 the power of communication, the power of 124 00:04:42,240 --> 00:04:45,120 relationships. And as you said, the power of 125 00:04:45,120 --> 00:04:46,950 showing up. So literally. 126 00:04:46,950 --> 00:04:49,290 She called me that day and said, I met a 127 00:04:49,290 --> 00:04:51,870 fantastic person, when can you go to lunch 128 00:04:51,870 --> 00:04:55,080 with her? And and so it was wonderful. 129 00:04:55,080 --> 00:04:56,820 I had a chance to meet you. 130 00:04:57,120 --> 00:05:01,350 Um, I think that for me, when I talk about 131 00:05:01,350 --> 00:05:05,040 my background, I have to tell you that I was 132 00:05:05,040 --> 00:05:08,820 a little girl who loved math and science. 133 00:05:08,820 --> 00:05:12,870 I loved math, science, I love strategy, and 134 00:05:12,870 --> 00:05:14,070 I love fixing things. 135 00:05:14,270 --> 00:05:17,390 Right. So in solving problems and that was 136 00:05:17,390 --> 00:05:20,450 who I was. And then all of a sudden it 137 00:05:20,450 --> 00:05:24,080 parlayed into someone saying you should be 138 00:05:24,080 --> 00:05:25,730 an engineering major. 139 00:05:26,360 --> 00:05:30,320 And so I did I pursued a bachelor's and 140 00:05:30,320 --> 00:05:33,620 master's and a PhD in engineering. 141 00:05:33,620 --> 00:05:37,550 And one of the things I'm very proud of is 142 00:05:37,550 --> 00:05:40,790 that I was the first African American female 143 00:05:40,790 --> 00:05:45,170 to earn a PhD in engineering at Texas A&M 144 00:05:45,170 --> 00:05:46,730 University in the history of the 145 00:05:46,730 --> 00:05:51,410 institution. And it was really because I 146 00:05:51,410 --> 00:05:55,790 decided that I love math, I love science, I 147 00:05:55,790 --> 00:05:58,820 love strategy, I love fixing things, I love 148 00:05:58,820 --> 00:06:02,000 solving problems, and this is a wonderful 149 00:06:02,000 --> 00:06:03,440 profession to do it in. 150 00:06:03,440 --> 00:06:06,410 I specialized in human factors engineering 151 00:06:06,410 --> 00:06:08,690 because the other thing I love is people. 152 00:06:09,050 --> 00:06:14,240 And so I specialized in workplace injury 153 00:06:14,240 --> 00:06:15,560 prevention and control. 154 00:06:15,560 --> 00:06:17,780 And I specialized in ergonomics, which many 155 00:06:17,780 --> 00:06:19,130 of you have heard about. 156 00:06:19,130 --> 00:06:21,440 And I specialize in user centered design. 157 00:06:21,440 --> 00:06:26,390 But all of this was to make sure that the 158 00:06:26,390 --> 00:06:30,470 humans in every loop would always be 159 00:06:30,470 --> 00:06:32,450 properly accommodated, and they would be 160 00:06:32,450 --> 00:06:36,020 taken care of. And so that's my disciplinary 161 00:06:36,020 --> 00:06:38,960 background. I then decided that instead of 162 00:06:38,960 --> 00:06:41,240 going to corporate America and making 163 00:06:41,240 --> 00:06:42,980 millions and millions and millions of 164 00:06:42,980 --> 00:06:47,120 dollars, I decided that my gift was to 165 00:06:47,120 --> 00:06:49,880 continue to think about designing for the 166 00:06:49,880 --> 00:06:50,930 human in the loop. 167 00:06:50,930 --> 00:06:53,930 And so I decided to go into higher 168 00:06:53,930 --> 00:06:57,980 education. So I was there for 30 years, had 169 00:06:57,980 --> 00:07:01,790 a chance to really my career excelled, had a 170 00:07:01,790 --> 00:07:04,490 chance to serve in leadership roles, and I 171 00:07:04,490 --> 00:07:05,840 had a chance to be at seven different 172 00:07:05,840 --> 00:07:08,540 institutions. So I was at Mississippi State 173 00:07:08,540 --> 00:07:10,520 University. I was at the University of 174 00:07:10,520 --> 00:07:13,460 Central Florida, which is one of the reasons 175 00:07:13,460 --> 00:07:16,670 I love Orlando and that I'm back here now. 176 00:07:16,670 --> 00:07:19,580 I was at Texas A&M University. 177 00:07:19,580 --> 00:07:22,850 I was at Tennessee State University, Morgan 178 00:07:22,850 --> 00:07:24,740 State University. I had a chance to be at 179 00:07:24,740 --> 00:07:26,570 the National Science Foundation in 180 00:07:26,570 --> 00:07:30,740 Washington, and then I ended my career as 181 00:07:30,740 --> 00:07:34,460 president of Texas Southern University. 182 00:07:34,460 --> 00:07:38,450 So 30 great years in higher ed, 25 of those 183 00:07:38,450 --> 00:07:41,420 in senior leadership positions. 184 00:07:41,420 --> 00:07:44,990 And it was interesting that while I was in 185 00:07:44,990 --> 00:07:47,750 the position of vice president, Carol, I 186 00:07:47,750 --> 00:07:50,450 just decided I had not had enough education. 187 00:07:50,450 --> 00:07:54,290 So I actually went back and completed my MBA 188 00:07:54,350 --> 00:07:57,710 because I wanted to make sure make sure that 189 00:07:57,710 --> 00:07:59,840 I was really prepared to be a good leader 190 00:07:59,840 --> 00:08:06,020 and prepared to help the university flourish 191 00:08:06,020 --> 00:08:08,060 in many of the ways that businesses 192 00:08:08,060 --> 00:08:10,970 flourish. Uh, and so I love that. 193 00:08:10,970 --> 00:08:13,790 And what I really loved was learning about 194 00:08:13,790 --> 00:08:15,470 transformation. And I know we're going to 195 00:08:15,470 --> 00:08:19,520 talk a lot about transformation, but I love 196 00:08:19,520 --> 00:08:25,250 the concept of transforming individuals and 197 00:08:25,250 --> 00:08:26,990 transforming organizations. 198 00:08:26,990 --> 00:08:32,030 So after retirement, um, I moved back to 199 00:08:32,030 --> 00:08:33,380 Orlando. So you're right. 200 00:08:33,380 --> 00:08:35,450 I haven't been here long, moved back, and 201 00:08:35,450 --> 00:08:36,920 I'm close to my sister. 202 00:08:36,980 --> 00:08:39,560 I'm very close to the University of Central 203 00:08:39,560 --> 00:08:42,140 Florida, which is where I was there for 204 00:08:42,140 --> 00:08:44,900 many, many years on their faculty. 205 00:08:44,900 --> 00:08:48,200 And I am now president of my own company. 206 00:08:48,200 --> 00:08:51,530 And we are called the Greatness Gurus. 207 00:08:51,530 --> 00:08:55,460 And, um, we're committed to transforming the 208 00:08:55,460 --> 00:08:57,500 lives of individuals and helping to 209 00:08:57,500 --> 00:08:59,240 transform organizations. 210 00:08:59,240 --> 00:09:02,750 So a lot about my background and what I'm 211 00:09:02,750 --> 00:09:04,970 doing now, and certainly I could probably 212 00:09:04,970 --> 00:09:07,940 talk about that forever, but I won't. 213 00:09:09,770 --> 00:09:11,660 Carol Cox: Well, it is so impressive, Lesia. 214 00:09:11,660 --> 00:09:14,750 And and let me let me ask you this about 215 00:09:14,750 --> 00:09:16,460 transformation, because I definitely want us 216 00:09:16,460 --> 00:09:18,740 to focus on that in our conversation today 217 00:09:18,740 --> 00:09:20,990 around transformational leadership, what 218 00:09:20,990 --> 00:09:23,840 that looks like as a leader, but also how 219 00:09:23,840 --> 00:09:25,910 what it looks like from from a communication 220 00:09:25,910 --> 00:09:27,890 perspective. But how do you define 221 00:09:27,890 --> 00:09:30,050 transformation? What does that look like to 222 00:09:30,050 --> 00:09:30,620 you? 223 00:09:30,620 --> 00:09:36,230 Lesia Crumpton-Young: So for me, I, I define it very simply as a 224 00:09:36,230 --> 00:09:41,120 significant shift or change or making a 225 00:09:41,120 --> 00:09:42,710 significant impact. 226 00:09:42,710 --> 00:09:45,800 Right. So if you if there's a significant 227 00:09:45,800 --> 00:09:47,900 shift or change in the state of an 228 00:09:47,900 --> 00:09:50,780 organization, then they have transformed. 229 00:09:50,780 --> 00:09:54,500 If there's a significant shift or change in 230 00:09:54,500 --> 00:09:57,020 the life of an individual, then they have 231 00:09:57,020 --> 00:10:00,290 transformed. And, um, it was wonderful when 232 00:10:00,290 --> 00:10:03,410 I was president of Texas Southern University 233 00:10:03,410 --> 00:10:06,290 because I simply said to everyone, our 234 00:10:06,290 --> 00:10:09,470 mission is to transform lives, to transform 235 00:10:09,470 --> 00:10:11,870 that life of a student from the time they 236 00:10:11,870 --> 00:10:14,030 entered the institution to. 237 00:10:14,280 --> 00:10:16,800 Uh, to their exit from the institution 238 00:10:16,800 --> 00:10:20,070 because we know if they complete their 239 00:10:20,070 --> 00:10:22,740 degree successfully, then we have made a 240 00:10:22,740 --> 00:10:24,000 significant impact. 241 00:10:24,000 --> 00:10:26,490 And they have they've gone through a 242 00:10:26,490 --> 00:10:27,510 significant change. 243 00:10:27,510 --> 00:10:31,110 So I like to define transformation very 244 00:10:31,110 --> 00:10:32,970 simply as that. 245 00:10:33,300 --> 00:10:39,180 Carol Cox: And what experience or moment or story comes 246 00:10:39,180 --> 00:10:41,580 to mind for you personally of a 247 00:10:41,580 --> 00:10:43,260 transformational moment? 248 00:10:43,380 --> 00:10:49,680 Lesia Crumpton-Young: Yes. So one of the things that I loved, um, 249 00:10:49,950 --> 00:10:55,860 was watching the university grow or expand. 250 00:10:55,860 --> 00:10:59,880 Right? So as I was, um, working as 251 00:10:59,880 --> 00:11:03,960 president, we had the opportunity to 252 00:11:03,960 --> 00:11:06,090 transform our infrastructure. 253 00:11:06,090 --> 00:11:09,690 I had the opportunity to plan for three new 254 00:11:09,690 --> 00:11:12,810 buildings on campus, had an opportunity to 255 00:11:12,810 --> 00:11:14,250 get the funding for those. 256 00:11:14,250 --> 00:11:17,340 I mean, we had we had an historic 257 00:11:17,340 --> 00:11:19,200 appropriation from the state. 258 00:11:19,200 --> 00:11:21,990 So I was pretty excited about the fact that 259 00:11:21,990 --> 00:11:24,030 I was the catalyst for that, um, 260 00:11:24,030 --> 00:11:26,790 transformation for that significant change. 261 00:11:26,790 --> 00:11:30,150 And so new buildings on campus is one 262 00:11:30,150 --> 00:11:32,460 example of changing the landscape. 263 00:11:32,460 --> 00:11:38,460 Also, though, to have a student to perform 264 00:11:38,460 --> 00:11:41,760 well and be selected to participate in a 265 00:11:41,760 --> 00:11:44,610 global opportunity, that was another 266 00:11:44,610 --> 00:11:47,250 transformation, uh, transformational moment 267 00:11:47,250 --> 00:11:50,310 for me as president or to have faculty 268 00:11:50,310 --> 00:11:52,470 members say, oh my God, we're going to get 269 00:11:52,470 --> 00:11:56,460 engaged in research and produce significant 270 00:11:56,490 --> 00:11:59,340 outcomes associated with health disparities. 271 00:11:59,340 --> 00:12:04,590 Or we even set up a wonderful, um, center 272 00:12:04,590 --> 00:12:06,660 for Covid on campus. 273 00:12:06,660 --> 00:12:10,470 And many individuals were not receptive to 274 00:12:10,470 --> 00:12:11,640 getting the vaccine. 275 00:12:11,640 --> 00:12:14,850 So we produced a lot of educational, uh, 276 00:12:14,850 --> 00:12:18,840 courses and information and all types of 277 00:12:18,840 --> 00:12:22,080 activities that then made a significant 278 00:12:22,080 --> 00:12:24,060 shift in the number of individuals in the 279 00:12:24,060 --> 00:12:26,730 community that agreed to get the 280 00:12:26,730 --> 00:12:30,330 vaccination. So those are all examples of 281 00:12:30,330 --> 00:12:33,630 transformation that I personally have had an 282 00:12:33,630 --> 00:12:35,460 opportunity to be part of. 283 00:12:35,460 --> 00:12:37,050 And I'm excited about. 284 00:12:37,050 --> 00:12:38,820 You can hear in my voice. 285 00:12:38,820 --> 00:12:42,480 I also say transformation requires 286 00:12:42,480 --> 00:12:45,750 inspiration and passion and excitement when 287 00:12:45,750 --> 00:12:47,940 you're a leader. And so you can hear in my 288 00:12:47,940 --> 00:12:50,460 voice as I talk about transformation, how 289 00:12:50,460 --> 00:12:53,460 excited I am, how passionate I am, and I 290 00:12:53,460 --> 00:12:56,130 think, um, I think I always tell everyone 291 00:12:56,130 --> 00:12:57,990 that's a true sign, that transfer that 292 00:12:57,990 --> 00:13:00,030 you're thinking in a transformative way. 293 00:13:00,600 --> 00:13:02,820 Carol Cox: Oh, I love that. So as a leader, if you feel 294 00:13:02,820 --> 00:13:05,340 like you are, you naturally have that 295 00:13:05,340 --> 00:13:07,920 inspiration and passion for whatever it is 296 00:13:07,920 --> 00:13:09,540 that that's obviously going to be conveyed 297 00:13:09,540 --> 00:13:11,970 to whoever you're sharing that with. 298 00:13:11,970 --> 00:13:13,920 What other qualities do you see in 299 00:13:13,920 --> 00:13:15,450 transformational leaders? 300 00:13:15,450 --> 00:13:16,740 What has helped you to become a 301 00:13:16,740 --> 00:13:18,180 transformational leader? 302 00:13:18,570 --> 00:13:21,750 Lesia Crumpton-Young: Well, I think that, you know, number one, 303 00:13:21,750 --> 00:13:23,310 inspiration is a big quality. 304 00:13:23,310 --> 00:13:27,450 You have to have that, um, you know, vision 305 00:13:27,450 --> 00:13:31,920 that's that's grand enough that inspires 306 00:13:31,920 --> 00:13:33,090 people to action. 307 00:13:33,090 --> 00:13:35,550 So I remember when I first came in as 308 00:13:35,550 --> 00:13:38,580 president, I said to them, we are going to 309 00:13:38,580 --> 00:13:42,150 achieve unprecedented success at an 310 00:13:42,150 --> 00:13:43,680 accelerated pace. 311 00:13:43,680 --> 00:13:47,310 And they were like, wow, okay, unprecedented 312 00:13:47,310 --> 00:13:49,560 success. That means we're going to have, you 313 00:13:49,560 --> 00:13:50,940 know, more success than we've ever had in 314 00:13:50,940 --> 00:13:53,040 the past. Accelerated pace. 315 00:13:53,040 --> 00:13:54,630 Oh, great. That means we're aren't going to 316 00:13:54,630 --> 00:13:56,130 do this slowly. We're going to have some 317 00:13:56,130 --> 00:13:57,330 quick wins. 318 00:13:57,330 --> 00:14:02,910 And and so I think that that that having 319 00:14:02,910 --> 00:14:06,210 that vision, something that's compelling, 320 00:14:06,210 --> 00:14:08,490 exciting, something that engages 321 00:14:08,490 --> 00:14:10,710 individuals, inspires them. 322 00:14:10,710 --> 00:14:15,720 That's the that's a major ingredient, um, to 323 00:14:15,720 --> 00:14:18,120 being a transformative leader. 324 00:14:18,300 --> 00:14:21,870 I also think communicating communication is 325 00:14:21,870 --> 00:14:25,470 key. You have to be able to talk about the 326 00:14:25,470 --> 00:14:28,080 vision, you know, what does success look 327 00:14:28,080 --> 00:14:32,010 like? How will we feel when we get there? 328 00:14:32,010 --> 00:14:34,230 You have to be able to describe that. 329 00:14:34,500 --> 00:14:37,050 Um, we have to be able to describe, you 330 00:14:37,050 --> 00:14:38,610 know, we have to make things that are 331 00:14:38,610 --> 00:14:41,850 complex, you know, a little simple. 332 00:14:41,850 --> 00:14:43,620 They have to be clear and concise. 333 00:14:43,620 --> 00:14:44,910 Although it's complex. 334 00:14:44,910 --> 00:14:47,250 We have to talk about what are the steps, 335 00:14:47,250 --> 00:14:49,800 what are the strategies, what's needed and 336 00:14:49,800 --> 00:14:52,410 be able to communicate that, um, and 337 00:14:52,410 --> 00:14:53,910 articulate that well. 338 00:14:54,060 --> 00:14:57,090 I also think that to be a transformative 339 00:14:57,090 --> 00:15:02,670 leader. You have to listen. 340 00:15:04,180 --> 00:15:07,600 Most people think that, you know, because 341 00:15:07,630 --> 00:15:10,240 transformation is such a significant shift 342 00:15:10,240 --> 00:15:12,580 or change, they think that they have to be 343 00:15:12,580 --> 00:15:14,860 talking the entire time, right? 344 00:15:15,040 --> 00:15:17,080 Telling you what to do. 345 00:15:17,080 --> 00:15:21,220 And and you also have to be a good listener 346 00:15:21,220 --> 00:15:22,420 and, um. 347 00:15:23,080 --> 00:15:26,860 I used to talk with my executives and I used 348 00:15:26,860 --> 00:15:29,590 to ask them, you know, we talk about an open 349 00:15:29,590 --> 00:15:31,810 door policy, but do we have an open ear 350 00:15:31,840 --> 00:15:32,920 policy? Right. 351 00:15:32,920 --> 00:15:34,180 Are you listening? 352 00:15:34,570 --> 00:15:37,270 Are you open to hearing what people have to 353 00:15:37,270 --> 00:15:41,140 say? Um, one of the things I learned in one 354 00:15:41,140 --> 00:15:45,070 of my stories is that. 355 00:15:45,920 --> 00:15:48,440 I went to work for one organization and they 356 00:15:48,440 --> 00:15:51,200 said, we want you to be innovative. 357 00:15:51,200 --> 00:15:52,520 We want you to be creative. 358 00:15:52,520 --> 00:15:54,200 We want you to be disruptive. 359 00:15:54,200 --> 00:15:56,120 We want you to be transformative. 360 00:15:56,900 --> 00:15:58,910 But every time I started talking, they 361 00:15:58,910 --> 00:16:02,630 interrupted me, you know? 362 00:16:03,380 --> 00:16:06,890 And so finally, I found myself. 363 00:16:06,890 --> 00:16:09,170 And I think a lot of women probably have 364 00:16:09,170 --> 00:16:10,520 experienced this. 365 00:16:10,520 --> 00:16:14,150 I found myself asking if I could just 366 00:16:14,150 --> 00:16:15,470 complete my sentences. 367 00:16:15,470 --> 00:16:19,550 So. And it was, you know, so I started out 368 00:16:19,550 --> 00:16:22,460 very delicately and I'd say, you know, when 369 00:16:22,460 --> 00:16:23,930 they would interrupt me, I would pause 370 00:16:23,960 --> 00:16:25,580 because I've been taught not to interrupt 371 00:16:25,580 --> 00:16:28,640 individuals. And so I'd pause and pause. 372 00:16:28,640 --> 00:16:30,920 And finally I realized, I'm not going to get 373 00:16:30,920 --> 00:16:33,260 to finish any conversation if I'm just so 374 00:16:33,260 --> 00:16:35,360 polite and I can't scardina pause. 375 00:16:35,390 --> 00:16:37,070 So. So then I would. 376 00:16:37,070 --> 00:16:38,510 I moved to a new strategy. 377 00:16:38,510 --> 00:16:40,940 I would say, May I complete my sentence, 378 00:16:40,940 --> 00:16:47,720 please? You know, and then finally, that 379 00:16:47,720 --> 00:16:50,870 didn't work. So then I used this, you know, 380 00:16:50,870 --> 00:16:53,000 analogy, and I explained to him, I said, 381 00:16:53,000 --> 00:16:56,510 well, I'm an only child and I didn't grow up 382 00:16:56,510 --> 00:17:00,590 in a family where I had to fight to complete 383 00:17:00,590 --> 00:17:03,710 my sentence or fight to have the chicken leg 384 00:17:03,710 --> 00:17:05,780 at dinner. I'm just not accustomed to the 385 00:17:05,780 --> 00:17:10,010 fighting. And so when I said that to them, 386 00:17:10,010 --> 00:17:15,080 they were like the men realized, okay, we 387 00:17:15,080 --> 00:17:16,460 are cutting her off. 388 00:17:16,460 --> 00:17:19,070 She is having to fight or struggle just to 389 00:17:19,070 --> 00:17:20,420 finish her sentences. 390 00:17:20,420 --> 00:17:22,520 And so I, I couldn't. 391 00:17:22,520 --> 00:17:25,880 I considered it a complete success. 392 00:17:25,880 --> 00:17:29,540 One day, as the vice presidents were sitting 393 00:17:29,540 --> 00:17:31,640 around the table. I was the only female at 394 00:17:31,640 --> 00:17:35,420 that time. And we were talking and I was 395 00:17:35,420 --> 00:17:37,670 trying to talk. And I had, you know, they'd 396 00:17:37,670 --> 00:17:39,830 cut me off and interrupted me a few times. 397 00:17:39,830 --> 00:17:42,350 And finally, one of the male vice 398 00:17:42,350 --> 00:17:45,710 presidents, he said, can you please just let 399 00:17:45,710 --> 00:17:48,260 her finish her sentences? 400 00:17:48,890 --> 00:17:50,660 And I said, success. 401 00:17:50,660 --> 00:17:54,050 I've communicated my needs enough so that 402 00:17:54,050 --> 00:17:57,470 now someone else can communicate my needs. 403 00:17:58,250 --> 00:18:00,980 Carol Cox: Yes, Lesia, thank you for for mentioning 404 00:18:00,980 --> 00:18:02,570 this. And I have a few thoughts that have 405 00:18:02,570 --> 00:18:05,120 come to mind. First, good for that other 406 00:18:05,120 --> 00:18:06,200 vice president. 407 00:18:06,200 --> 00:18:08,930 The other the man and one of the men in the 408 00:18:08,930 --> 00:18:10,130 room to point that out. 409 00:18:10,430 --> 00:18:13,160 And because you need allies in the room. 410 00:18:13,160 --> 00:18:14,630 And that's why they say, you know, it's so 411 00:18:14,630 --> 00:18:16,250 important, whether it's for leadership at 412 00:18:16,250 --> 00:18:18,920 companies or for boards, to have more than 413 00:18:18,920 --> 00:18:22,010 one woman woman on them, because the other 414 00:18:22,010 --> 00:18:24,710 women will probably notice these things more 415 00:18:24,710 --> 00:18:28,160 quickly and then hopefully advocate for each 416 00:18:28,160 --> 00:18:30,110 other and point it out when those things are 417 00:18:30,110 --> 00:18:33,260 going on so that we can finish our sentences 418 00:18:33,260 --> 00:18:34,550 and not get interrupted. 419 00:18:34,580 --> 00:18:37,190 The second thing that came to mind is that 420 00:18:37,490 --> 00:18:39,770 recently, as at the time of this recording 421 00:18:39,770 --> 00:18:43,070 chat, OpenAI released their chat GPT for O 422 00:18:43,070 --> 00:18:44,960 model, which has voice capabilities. 423 00:18:44,960 --> 00:18:46,340 I don't know if you've seen some of the 424 00:18:46,340 --> 00:18:48,740 demos, but you know, the AI talks back to 425 00:18:48,740 --> 00:18:51,620 you in a conversational way, like the movie 426 00:18:51,620 --> 00:18:53,870 her from ten years ago. 427 00:18:53,990 --> 00:18:56,780 But I saw a LinkedIn post that a woman wrote 428 00:18:56,780 --> 00:18:58,970 and she said she watched all the demo videos 429 00:18:58,970 --> 00:19:01,190 from OpenAI. There were about a ten of them, 430 00:19:01,190 --> 00:19:04,790 and every time there was a female AI voice, 431 00:19:04,790 --> 00:19:07,190 the men that actually human men who were 432 00:19:07,190 --> 00:19:09,650 doing the demos would interrupt the female 433 00:19:09,650 --> 00:19:12,260 voice all the time, but they didn't do it as 434 00:19:12,260 --> 00:19:15,020 much. If the AI voice was a man and I was 435 00:19:15,020 --> 00:19:16,670 like, wow, right? 436 00:19:16,670 --> 00:19:17,990 Like like we are. 437 00:19:17,990 --> 00:19:21,200 So I just socialized. 438 00:19:21,200 --> 00:19:23,000 Yes, right. To do that. 439 00:19:23,700 --> 00:19:26,130 We don't think people realize that we do it. 440 00:19:26,400 --> 00:19:28,980 Lesia Crumpton-Young: And we I don't know if they realize that they 441 00:19:28,980 --> 00:19:31,860 do it at all. So that was one of the reasons 442 00:19:31,860 --> 00:19:34,350 that I would say, May I complete my 443 00:19:34,350 --> 00:19:36,630 sentence, please? Is it possible that I 444 00:19:36,630 --> 00:19:37,740 could complete my sentence? 445 00:19:37,740 --> 00:19:39,840 Is this a good moment to complete my 446 00:19:39,840 --> 00:19:43,470 sentence? And it was because I think they 447 00:19:43,470 --> 00:19:47,880 needed to hear me say it, for them to 448 00:19:47,880 --> 00:19:50,430 recognize that they were doing it right. 449 00:19:50,430 --> 00:19:55,320 And it and it's I mean, it's it's common for 450 00:19:55,320 --> 00:19:57,540 individuals in leadership roles. 451 00:19:57,540 --> 00:20:00,630 I mean, it's it's sometimes it's too common, 452 00:20:00,630 --> 00:20:04,080 all too common for them to talk the majority 453 00:20:04,080 --> 00:20:05,100 of a meeting. 454 00:20:05,760 --> 00:20:07,920 And I. And so I'm always saying to my 455 00:20:07,920 --> 00:20:11,430 transformative leaders that, yes, we want 456 00:20:11,430 --> 00:20:13,590 you to be clear in the training I do. 457 00:20:13,590 --> 00:20:15,870 My company does leadership training. 458 00:20:15,870 --> 00:20:17,850 We also do professional development 459 00:20:17,850 --> 00:20:20,640 seminars. And then of course we do keynotes 460 00:20:20,640 --> 00:20:22,080 and then we do coaching. 461 00:20:22,710 --> 00:20:25,530 But as I'm working with my leaders, I'm 462 00:20:25,530 --> 00:20:27,180 always saying to them. 463 00:20:28,060 --> 00:20:32,020 Yes. Communicate clearly, concisely, and be 464 00:20:32,020 --> 00:20:37,160 compelling. But you also have to learn to 465 00:20:37,160 --> 00:20:41,000 listen, because if you aren't listening, 466 00:20:41,000 --> 00:20:45,320 then you won't understand where those 467 00:20:45,320 --> 00:20:48,050 hurdles are, where the difficulties are, 468 00:20:48,050 --> 00:20:49,910 where the challenges lie. 469 00:20:49,910 --> 00:20:52,760 You won't understand any of those things, and 470 00:20:52,760 --> 00:20:56,420 those will become barriers to your 471 00:20:56,420 --> 00:20:58,130 transformation. You won't know where they 472 00:20:58,130 --> 00:20:59,690 are. You won't know where the landmines are 473 00:20:59,690 --> 00:21:04,130 at all. But then you also won't know what's 474 00:21:04,130 --> 00:21:07,040 happening in the culture of your company. 475 00:21:07,040 --> 00:21:09,410 Right? Because and then if you don't 476 00:21:09,410 --> 00:21:13,940 understand culture, you will it can derail 477 00:21:13,940 --> 00:21:18,320 transformation. And and so we have to 478 00:21:18,320 --> 00:21:20,600 understand that we have to know what their 479 00:21:20,600 --> 00:21:22,160 concerns are. We have to know what their 480 00:21:22,160 --> 00:21:23,270 hesitations are. 481 00:21:23,270 --> 00:21:26,360 At the same time, we have to listen and 482 00:21:26,360 --> 00:21:29,450 learn. What motivates them? 483 00:21:29,450 --> 00:21:31,400 What inspires them? 484 00:21:31,490 --> 00:21:34,430 Um, what they're excited about doing, where 485 00:21:34,460 --> 00:21:35,630 are their strengths? Right? 486 00:21:35,630 --> 00:21:39,230 We can assume that Lisa's strengths are in 487 00:21:39,230 --> 00:21:41,930 math and science, but I also have strengths 488 00:21:41,930 --> 00:21:44,480 in strategy. I also have strengths in 489 00:21:44,480 --> 00:21:46,760 teaching. I also have other strengths. 490 00:21:46,760 --> 00:21:50,720 And so it's important not to make those 491 00:21:50,720 --> 00:21:51,770 types of assumptions. 492 00:21:51,770 --> 00:21:53,780 As a leader, it's important to listen and to 493 00:21:53,780 --> 00:21:58,160 learn. Um, so I think that's so critical. 494 00:21:58,370 --> 00:22:02,510 Um, and so and so you have to learn to not 495 00:22:02,510 --> 00:22:05,060 interrupt people so you can hear them, you 496 00:22:05,060 --> 00:22:08,300 can listen to them fully well. 497 00:22:08,300 --> 00:22:11,030 Carol Cox: And and, Lesia, that reminds me that just 498 00:22:11,030 --> 00:22:12,860 about a month or so ago, I did an episode on 499 00:22:12,860 --> 00:22:16,010 this podcast, number 392 called why I No 500 00:22:16,010 --> 00:22:19,490 Longer Teach from the Stage and why. 501 00:22:19,490 --> 00:22:21,440 And what I do instead is what I call engaged 502 00:22:21,440 --> 00:22:23,840 from the stage. Because and I talked about 503 00:22:23,840 --> 00:22:25,340 this on the podcast all the time, that 504 00:22:25,340 --> 00:22:27,620 especially as high achieving women, we get 505 00:22:27,620 --> 00:22:30,380 stuck in what I call the expert trap, where 506 00:22:30,380 --> 00:22:32,000 we get very much validated for our 507 00:22:32,000 --> 00:22:33,980 expertise. And I always say, yes, be an 508 00:22:33,980 --> 00:22:35,690 expert with your clients because that's what 509 00:22:35,690 --> 00:22:36,950 they're paying you for and that's what they 510 00:22:36,950 --> 00:22:39,920 need. But when we're out there talking about 511 00:22:39,920 --> 00:22:42,890 transformational change, we're out there 512 00:22:42,890 --> 00:22:45,530 helping our audiences think differently 513 00:22:45,530 --> 00:22:47,300 about about their industry or think 514 00:22:47,300 --> 00:22:48,770 differently about a topic. 515 00:22:48,770 --> 00:22:50,570 And we want to add to the conversation 516 00:22:50,570 --> 00:22:53,780 that's going on being being like stuck in 517 00:22:53,780 --> 00:22:56,120 this expertise where you're telling people 518 00:22:56,120 --> 00:22:57,710 all the time what to do, teaching them all 519 00:22:57,710 --> 00:22:59,930 the time instead of listening, like you 520 00:22:59,930 --> 00:23:01,730 said, where are they at? 521 00:23:01,910 --> 00:23:04,310 How are they feeling about whatever change 522 00:23:04,310 --> 00:23:06,230 they're being challenged with? 523 00:23:06,230 --> 00:23:07,760 What are their goals? 524 00:23:07,760 --> 00:23:10,130 How can you empathize with them and validate 525 00:23:10,130 --> 00:23:11,960 what they're feeling and listen to them? 526 00:23:11,960 --> 00:23:13,850 Even as a speaker, even if no one says 527 00:23:13,850 --> 00:23:16,520 anything, back out to you out loud, you can 528 00:23:16,520 --> 00:23:18,800 feel the energy of the room, and it's like 529 00:23:18,800 --> 00:23:20,840 an energetic exchange with the audience. 530 00:23:20,840 --> 00:23:23,570 And as a speaker, the better you get, the 531 00:23:23,570 --> 00:23:25,940 more attuned you get to your audience and 532 00:23:25,940 --> 00:23:27,440 what they need. And I'm sure you have found 533 00:23:27,440 --> 00:23:28,550 that as well. 534 00:23:28,550 --> 00:23:30,740 Lesia Crumpton-Young: Oh, you're absolutely right. 535 00:23:30,740 --> 00:23:32,540 I always say that in order for 536 00:23:32,540 --> 00:23:34,880 transformation to occur, you have to have 537 00:23:34,880 --> 00:23:36,950 innovation and you also have to have 538 00:23:36,950 --> 00:23:38,600 disruption. Right. 539 00:23:38,600 --> 00:23:42,140 And so innovation is creativity and action. 540 00:23:42,140 --> 00:23:44,930 So I love when you said you engage others 541 00:23:44,930 --> 00:23:48,860 because we have to be able to really pull 542 00:23:48,860 --> 00:23:49,940 their creative. 543 00:23:49,940 --> 00:23:51,620 I call them the creative juices. 544 00:23:51,620 --> 00:23:53,840 We have to be able to pull their creative 545 00:23:53,840 --> 00:23:56,780 juices out and allow them to put that in 546 00:23:56,780 --> 00:23:58,760 action otherwise. Otherwise, it's not 547 00:23:58,760 --> 00:24:01,760 innovation, it's just a creative idea. 548 00:24:01,760 --> 00:24:04,130 I always tell everyone innovation requires 549 00:24:04,130 --> 00:24:06,530 action and implementation. 550 00:24:06,530 --> 00:24:11,360 But then we also to your point, we also have 551 00:24:11,360 --> 00:24:13,850 to think about disruption as well, right? 552 00:24:13,850 --> 00:24:16,370 Not doing those things that we've 553 00:24:16,370 --> 00:24:17,600 traditionally done. 554 00:24:17,600 --> 00:24:19,550 And I love when you said you changed that, 555 00:24:19,550 --> 00:24:21,620 you would you would go to the stage and now 556 00:24:21,620 --> 00:24:23,630 you're now you're engaging individuals 557 00:24:23,630 --> 00:24:25,280 instead of trying to teach them. 558 00:24:25,280 --> 00:24:27,590 And I think that as. 559 00:24:28,710 --> 00:24:30,810 Leaders. That's one of the things I teach in 560 00:24:30,810 --> 00:24:33,630 my leadership class the proven Practices of 561 00:24:33,630 --> 00:24:35,040 transformational leaders. 562 00:24:35,040 --> 00:24:38,730 I talk to them about why disruption is so 563 00:24:38,730 --> 00:24:40,140 important, right? 564 00:24:40,140 --> 00:24:43,560 So many of us, we continue to do what we've 565 00:24:43,560 --> 00:24:45,360 always done. Number one, because it maybe it 566 00:24:45,360 --> 00:24:48,600 works, but also we're comfortable with it. 567 00:24:48,600 --> 00:24:52,620 Yes, but disruption means that we have to 568 00:24:52,620 --> 00:24:57,870 become comfortable with being uncomfortable. 569 00:24:58,140 --> 00:25:02,850 Right. And that is just sometimes that's 570 00:25:02,850 --> 00:25:05,970 tough. I mean, that takes you really 571 00:25:05,970 --> 00:25:10,110 rethinking and having activities that really 572 00:25:10,110 --> 00:25:13,290 change your behavior so that you can become 573 00:25:13,290 --> 00:25:14,970 a disruptive thinker. 574 00:25:15,360 --> 00:25:18,300 Um, and, and be okay with being 575 00:25:18,300 --> 00:25:19,440 uncomfortable. Right. 576 00:25:19,440 --> 00:25:22,230 And my, um, I have my daughter. 577 00:25:22,230 --> 00:25:23,910 I just of course, I'm in love with my 578 00:25:23,910 --> 00:25:26,160 children, but I have a daughter who's 579 00:25:26,160 --> 00:25:29,610 finishing up her master's degree in clinical 580 00:25:29,610 --> 00:25:33,120 psychology. So she her specialty is mental 581 00:25:33,120 --> 00:25:36,720 health. So she's always, you know, helping 582 00:25:36,720 --> 00:25:39,240 the family, you know, with, with, with our 583 00:25:39,240 --> 00:25:40,350 thoughts and things. 584 00:25:40,350 --> 00:25:44,910 And so one thing she said, which I loved, it 585 00:25:44,910 --> 00:25:46,620 goes along with disruption. 586 00:25:46,620 --> 00:25:48,120 That's why I'm bringing it up on the 587 00:25:48,120 --> 00:25:51,090 podcast, because I would love our listeners 588 00:25:51,090 --> 00:25:54,750 to have the same liberating feeling that I 589 00:25:54,750 --> 00:25:57,930 had when she said it to me, she said, mom, 590 00:25:58,290 --> 00:26:01,650 it is okay not to be okay. 591 00:26:03,850 --> 00:26:05,800 And so when you really think about it, it's 592 00:26:05,800 --> 00:26:08,890 like it is okay not to be okay today, you 593 00:26:08,890 --> 00:26:13,390 know? And it's okay to be to be 594 00:26:13,390 --> 00:26:16,540 uncomfortable. It's okay. 595 00:26:16,540 --> 00:26:20,440 And once we once I really listen to that and 596 00:26:20,440 --> 00:26:23,050 internalize it, I was like, that is the 597 00:26:23,050 --> 00:26:24,670 essence of disruption. 598 00:26:24,670 --> 00:26:27,370 Now I can do things that I haven't done 599 00:26:27,370 --> 00:26:29,590 before. I can be receptive to new things. 600 00:26:29,590 --> 00:26:33,130 I can be open to exploring all types of 601 00:26:33,130 --> 00:26:37,660 ideas, new strategies, new technologies, and 602 00:26:37,660 --> 00:26:39,220 it's okay not to know about them. 603 00:26:39,220 --> 00:26:40,510 It's okay not to be. 604 00:26:40,510 --> 00:26:43,660 It's okay to be, um, be nervous about trying 605 00:26:43,660 --> 00:26:44,860 something new. 606 00:26:45,340 --> 00:26:49,270 Um, and so it was for me, super liberating. 607 00:26:49,270 --> 00:26:50,500 So that's my new thing. 608 00:26:50,500 --> 00:26:52,360 You know, they say if someone says, Lisa, 609 00:26:52,360 --> 00:26:54,070 are you okay? I'm like, no. 610 00:26:54,070 --> 00:26:56,200 And it's okay that I'm not okay. 611 00:26:57,280 --> 00:26:58,600 I'm comfortable with that. 612 00:26:58,600 --> 00:26:59,320 Yes. 613 00:26:59,320 --> 00:27:00,820 Carol Cox: Well. And all right. And it's also being 614 00:27:00,820 --> 00:27:02,530 honest. And your role modeling for other 615 00:27:02,530 --> 00:27:04,240 people that we don't have to put on this 616 00:27:04,240 --> 00:27:07,360 perfect facade all of the time, that no one 617 00:27:07,360 --> 00:27:09,700 is perfect, no one has everything together. 618 00:27:09,700 --> 00:27:11,440 We're all have challenges, whether it's 619 00:27:11,440 --> 00:27:13,900 personal or professional and, you know, and 620 00:27:13,900 --> 00:27:16,060 some, some weeks or months or years of our 621 00:27:16,060 --> 00:27:18,310 lives are better than others. 622 00:27:18,310 --> 00:27:20,080 And that's okay as well. 623 00:27:20,080 --> 00:27:21,250 And, you know, thinking about it from a 624 00:27:21,250 --> 00:27:24,160 leader's perspective as a leader in one, if 625 00:27:24,160 --> 00:27:26,590 you're not willing to be vulnerable in front 626 00:27:26,590 --> 00:27:28,480 of your whether it's your team or your 627 00:27:28,480 --> 00:27:30,490 audience or what have you, then how can you 628 00:27:30,490 --> 00:27:32,650 expect them to come to you if they're not 629 00:27:32,650 --> 00:27:34,780 feeling okay, even if it's just they're 630 00:27:34,780 --> 00:27:36,730 they're feeling uncomfortable about a change 631 00:27:36,730 --> 00:27:38,500 within the organization that they feel like 632 00:27:38,500 --> 00:27:39,700 is going to impact them. 633 00:27:39,700 --> 00:27:41,500 But if they don't have the trust in you as a 634 00:27:41,500 --> 00:27:43,510 leader, that they can come to you and talk 635 00:27:43,510 --> 00:27:45,460 about it because you're not willing to 636 00:27:45,460 --> 00:27:47,560 listen to them, then that's that's really 637 00:27:47,560 --> 00:27:49,690 going to impact the team's performance. 638 00:27:49,690 --> 00:27:52,720 Lesia Crumpton-Young: Yeah, I think I totally agree with everything 639 00:27:52,720 --> 00:27:55,990 you've said, and the literature speaks to 640 00:27:56,020 --> 00:27:57,370 that. It's right. If people are 641 00:27:57,370 --> 00:28:00,520 uncomfortable talking with you, sharing 642 00:28:00,520 --> 00:28:04,300 their thoughts with you, then they're not at 643 00:28:04,330 --> 00:28:06,580 their highest level of performance. 644 00:28:06,580 --> 00:28:08,920 And if they aren't at their highest level of 645 00:28:08,920 --> 00:28:11,980 performance, then as a leader or an 646 00:28:11,980 --> 00:28:14,620 organization, you aren't getting their 647 00:28:14,620 --> 00:28:16,390 highest level of productivity. 648 00:28:16,390 --> 00:28:21,700 So if we really think about we want high 649 00:28:21,700 --> 00:28:24,760 performing teams and we want high performing 650 00:28:24,760 --> 00:28:30,820 organizations, we have to become open to be 651 00:28:30,940 --> 00:28:34,870 allowing our team members to communicate 652 00:28:34,870 --> 00:28:37,570 openly with us, to be vulnerable with us. 653 00:28:37,570 --> 00:28:39,850 And then the other one is to ask us 654 00:28:39,850 --> 00:28:41,830 questions. You know, sometimes we act like 655 00:28:41,830 --> 00:28:44,650 as leaders we are too busy for questions. 656 00:28:44,770 --> 00:28:49,030 It's like, well, if a person has a question 657 00:28:49,030 --> 00:28:52,780 and it's related to their work, they can't 658 00:28:52,780 --> 00:28:56,530 be productive until they get that answer to 659 00:28:56,530 --> 00:28:59,710 that question. So let's minimize the time 660 00:28:59,710 --> 00:29:01,240 that they're unproductive. And let's just 661 00:29:01,240 --> 00:29:05,170 answer the question, you know, and I think 662 00:29:05,170 --> 00:29:06,340 it's so interesting. 663 00:29:06,340 --> 00:29:08,290 Some people will they're not willing to do 664 00:29:08,290 --> 00:29:10,810 it. They'll say they'll say there's no such 665 00:29:10,810 --> 00:29:12,160 thing as a stupid question. 666 00:29:12,160 --> 00:29:14,890 But then when a person asks one, they kind 667 00:29:14,890 --> 00:29:16,870 of insult them and act like, well, that's a 668 00:29:16,870 --> 00:29:19,630 stupid question, and I don't sometimes I 669 00:29:19,630 --> 00:29:21,250 don't think leaders realize they're doing 670 00:29:21,250 --> 00:29:24,040 that. So I, I always try to help my leaders 671 00:29:24,040 --> 00:29:28,420 become very self-aware of, you know, their 672 00:29:28,420 --> 00:29:31,510 biases, you know, the things that they that 673 00:29:31,510 --> 00:29:34,390 annoy them, the things that and that. 674 00:29:34,390 --> 00:29:36,730 And so therefore they know that. 675 00:29:36,730 --> 00:29:40,270 And they can then rectify those things as 676 00:29:40,270 --> 00:29:41,800 they're working with their teams. 677 00:29:42,430 --> 00:29:46,600 Carol Cox: Lisa, let me ask you if you have any, you 678 00:29:46,600 --> 00:29:51,010 know, stories of your own, you know, times 679 00:29:51,010 --> 00:29:52,960 where you've been, you have felt personally 680 00:29:52,960 --> 00:29:55,060 challenged as a leader, like maybe something 681 00:29:55,060 --> 00:29:57,280 was going on and it wasn't quite going the 682 00:29:57,280 --> 00:29:59,500 way that you had expected, whether it was 683 00:29:59,500 --> 00:30:02,200 communication with someone or maybe it was 684 00:30:02,200 --> 00:30:04,090 getting buy in for a vision. 685 00:30:04,090 --> 00:30:05,440 And you know, what did that what did that 686 00:30:05,440 --> 00:30:08,440 look like? And then what helped you to get 687 00:30:08,440 --> 00:30:09,280 through that? 688 00:30:11,190 --> 00:30:15,600 Lesia Crumpton-Young: Well, I will tell you, in 30 years, 25 years 689 00:30:15,600 --> 00:30:17,730 in leadership, I had a lot of those 690 00:30:17,730 --> 00:30:19,320 situations. Right. 691 00:30:19,320 --> 00:30:21,960 And I think it's and the reason I started 692 00:30:21,960 --> 00:30:25,500 off by saying that is that people would look 693 00:30:25,500 --> 00:30:28,200 at my bio and say, oh my God, she won the US 694 00:30:28,200 --> 00:30:30,270 Presidential Award for excellence. 695 00:30:30,270 --> 00:30:33,330 I mean, only seven people in my class out of 696 00:30:33,330 --> 00:30:35,550 the whole nation that received that. 697 00:30:35,550 --> 00:30:38,400 Or she's the first, you know, female to 698 00:30:38,400 --> 00:30:39,870 complete a PhD in engineering. 699 00:30:39,870 --> 00:30:42,870 She was the first, um, female to be a 700 00:30:42,870 --> 00:30:44,460 department chair at the University of 701 00:30:44,460 --> 00:30:46,710 Central Florida in, in engineering. 702 00:30:46,710 --> 00:30:49,560 So they will look at those things and think 703 00:30:49,560 --> 00:30:54,420 that my entire career has just been all 704 00:30:54,420 --> 00:30:56,730 about the triumphs, and there haven't been 705 00:30:56,730 --> 00:30:58,290 any trials. Right. 706 00:30:58,290 --> 00:31:01,710 And that's just not true in life. 707 00:31:02,250 --> 00:31:06,210 Um, I think about, you know, the time that I 708 00:31:06,210 --> 00:31:11,490 was super excited about, um, putting in some 709 00:31:11,490 --> 00:31:15,870 new, um, strap techniques and new technology 710 00:31:15,870 --> 00:31:19,740 on campus, and everyone was like, we don't 711 00:31:19,740 --> 00:31:20,760 want to do that at all. 712 00:31:20,760 --> 00:31:22,680 Like, why would we want that? 713 00:31:22,680 --> 00:31:26,610 You know? And I said, oh, oh, oh, okay. 714 00:31:26,610 --> 00:31:28,890 You know, so that was one of those moments 715 00:31:28,890 --> 00:31:32,490 when you, you are you, you have to listen to 716 00:31:32,490 --> 00:31:35,010 the team and say, well, I thought it was a 717 00:31:35,010 --> 00:31:36,870 good idea. Perhaps it isn't. 718 00:31:36,870 --> 00:31:38,550 And then you just do some, some 719 00:31:38,550 --> 00:31:39,990 self-correction there. 720 00:31:40,230 --> 00:31:43,200 Um, there have been some other times wherein 721 00:31:43,440 --> 00:31:49,020 I, you know, have I haven't said I haven't 722 00:31:49,020 --> 00:31:51,150 said yes to some ideas that other team 723 00:31:51,150 --> 00:31:52,680 members have brought to me. 724 00:31:52,680 --> 00:31:55,410 And I look back and I say, gosh, I should 725 00:31:55,410 --> 00:31:57,270 have said yes to that, you know, where would 726 00:31:57,270 --> 00:31:58,920 the organization be? 727 00:31:58,920 --> 00:32:02,370 And, um, and you have to you have to do some 728 00:32:02,370 --> 00:32:03,900 good reflection. I think you have to be 729 00:32:03,900 --> 00:32:05,460 honest with yourself when you do your self 730 00:32:05,460 --> 00:32:08,370 reflections. And so that's how I am as well. 731 00:32:08,790 --> 00:32:13,500 Um, gosh, I can think about the time when I 732 00:32:13,500 --> 00:32:16,860 was I made a terrible hiring decision. 733 00:32:16,860 --> 00:32:21,300 Right? And when one of the things I always 734 00:32:21,300 --> 00:32:23,790 say to my team members is. 735 00:32:25,500 --> 00:32:28,410 The moment you discover that you've made a 736 00:32:28,410 --> 00:32:32,160 bad hire is the moment that you have to 737 00:32:32,280 --> 00:32:33,480 remove to. 738 00:32:33,510 --> 00:32:36,510 To remove that person, you cannot. 739 00:32:36,510 --> 00:32:37,980 Some people say, well, it was a bad 740 00:32:37,980 --> 00:32:39,510 decision. I'm just going to have to live 741 00:32:39,510 --> 00:32:42,540 with it. Not when it's one of your critical 742 00:32:42,540 --> 00:32:45,000 members of your leadership team. 743 00:32:45,510 --> 00:32:48,660 Um, transformation will not happen if you 744 00:32:48,660 --> 00:32:50,850 don't have the right, right people on the 745 00:32:50,850 --> 00:32:53,190 bus. And of course, many people have read 746 00:32:53,190 --> 00:32:54,750 the book about having the right people on 747 00:32:54,750 --> 00:32:58,230 the bus. So one of the things I, I pride 748 00:32:58,230 --> 00:33:02,670 myself on is not is rectifying bad 749 00:33:02,670 --> 00:33:06,330 decisions. If I make a bad decision and it 750 00:33:06,360 --> 00:33:09,270 when it comes to my, you know, mind that you 751 00:33:09,270 --> 00:33:10,890 have made a bad decision. 752 00:33:10,890 --> 00:33:13,020 I think we have to rectify them quickly. 753 00:33:13,020 --> 00:33:15,180 And I know a lot of our female leaders 754 00:33:15,180 --> 00:33:17,670 struggle with that. But I'm here to say. 755 00:33:18,740 --> 00:33:22,850 Fire people as quickly as you hire people. 756 00:33:22,850 --> 00:33:26,090 If you have to have your facts and if they 757 00:33:26,090 --> 00:33:28,820 are not the right fit, then they need to 758 00:33:28,820 --> 00:33:30,770 leave your team and we have to have the guts 759 00:33:30,770 --> 00:33:31,610 to do that. 760 00:33:31,940 --> 00:33:33,770 Carol Cox: Yeah, and it's not easy. 761 00:33:33,770 --> 00:33:35,210 Right. And yeah. 762 00:33:35,210 --> 00:33:36,980 And I feel you and thank you for sharing 763 00:33:36,980 --> 00:33:40,130 those stories, Lesia, because it shows that, 764 00:33:40,130 --> 00:33:42,530 you know, it's especially because you've had 765 00:33:42,530 --> 00:33:43,850 such a stellar career. 766 00:33:43,850 --> 00:33:45,920 Clearly, you know, you you've kept, you 767 00:33:45,920 --> 00:33:47,900 know, getting these these increasing 768 00:33:47,900 --> 00:33:49,790 positions of responsibility. 769 00:33:49,790 --> 00:33:50,900 And guess what. 770 00:33:50,900 --> 00:33:53,900 Like we all make mistakes sometimes we all 771 00:33:53,900 --> 00:33:55,670 like do things sometimes that don't work out 772 00:33:55,670 --> 00:33:57,350 the way that we thought or whatever. 773 00:33:57,350 --> 00:34:00,380 It doesn't mean that things are over forever 774 00:34:00,380 --> 00:34:02,480 just because something doesn't go right. 775 00:34:02,480 --> 00:34:04,280 You know, I hear on the podcast I'm very 776 00:34:04,280 --> 00:34:06,230 transparent. I talk about, yeah, I had a 777 00:34:06,230 --> 00:34:07,880 speaking engagement a number of years ago 778 00:34:07,880 --> 00:34:10,100 and it was awful, like awful. 779 00:34:10,100 --> 00:34:12,050 Right. But I share that to show like, I'm 780 00:34:12,050 --> 00:34:14,210 not perfect and maybe the listeners have had 781 00:34:14,210 --> 00:34:15,800 a bad speaking engagement too. 782 00:34:15,800 --> 00:34:17,150 It's like it happens. And guess what? 783 00:34:17,150 --> 00:34:19,490 We still get back up on the stage and then 784 00:34:19,490 --> 00:34:21,380 we have great ones. So like it happens. 785 00:34:21,380 --> 00:34:23,570 And I think the more that we share that 786 00:34:23,570 --> 00:34:24,980 these things happen to quote unquote, the 787 00:34:24,980 --> 00:34:27,710 best of us, then we all realize that this is 788 00:34:27,710 --> 00:34:29,120 just part of being human. 789 00:34:29,120 --> 00:34:29,810 Yes. 790 00:34:29,810 --> 00:34:33,020 Lesia Crumpton-Young: And it's part of it's part of of being a 791 00:34:33,020 --> 00:34:34,040 leader. Right. 792 00:34:34,040 --> 00:34:36,650 You are. You have they're going to be 793 00:34:36,650 --> 00:34:39,050 challenges. They're going to be mistakes. 794 00:34:39,050 --> 00:34:41,840 They're going to be moments where you go, 795 00:34:41,840 --> 00:34:44,570 wow, what's going what am I thinking. 796 00:34:44,570 --> 00:34:47,780 And that's just all part of the process. 797 00:34:47,780 --> 00:34:49,760 It's you know it's par for the course. 798 00:34:50,270 --> 00:34:51,410 Carol Cox: Yeah absolutely. 799 00:34:51,410 --> 00:34:53,360 All right. So I want us to tell you about 800 00:34:53,360 --> 00:34:55,550 uh, tell us about your podcast first, and 801 00:34:55,550 --> 00:34:56,930 then I want to hear a little bit more about 802 00:34:56,930 --> 00:34:58,640 the greatness gurus. So your podcast is 803 00:34:58,640 --> 00:35:00,770 called Heart to Heart Transformation 804 00:35:00,770 --> 00:35:02,990 Conversations. And I have a link to the 805 00:35:02,990 --> 00:35:05,330 podcast website on the show notes page. 806 00:35:05,330 --> 00:35:06,440 So make sure to go check that out. 807 00:35:06,440 --> 00:35:07,880 So talk. And of course you have 808 00:35:07,880 --> 00:35:10,820 transformation right there in the title. 809 00:35:10,820 --> 00:35:12,170 But you also have heart to heart. 810 00:35:12,170 --> 00:35:14,210 So tell me about that combination. 811 00:35:14,570 --> 00:35:20,810 Lesia Crumpton-Young: Yes. So one of the things that I learned is 812 00:35:20,810 --> 00:35:25,190 that transformation can't occur without 813 00:35:25,190 --> 00:35:29,360 authenticity. And so that's why it's called 814 00:35:29,360 --> 00:35:32,750 Heart to Heart, that we need to have 815 00:35:32,750 --> 00:35:36,050 conversations that may be difficult 816 00:35:36,050 --> 00:35:39,560 conversations, but they're critical to our 817 00:35:39,560 --> 00:35:41,660 advancement, to our success. 818 00:35:41,660 --> 00:35:44,180 And so that's why the show is called Heart 819 00:35:44,180 --> 00:35:47,330 to Heart. I want it to be open, transparent, 820 00:35:47,330 --> 00:35:51,920 honest conversations about challenges, about 821 00:35:51,920 --> 00:35:56,060 issues, situations, circumstances so that 822 00:35:56,060 --> 00:36:00,710 people learn as much from someone else's 823 00:36:00,710 --> 00:36:02,960 challenge or how they handle their 824 00:36:02,960 --> 00:36:05,690 experience, that it helps them. 825 00:36:05,690 --> 00:36:07,220 It transforms who they are. 826 00:36:07,220 --> 00:36:09,350 It helps them to live their best life. 827 00:36:09,350 --> 00:36:11,330 I always say Heart to Heart is about 828 00:36:11,330 --> 00:36:14,570 transformative conversations that help you 829 00:36:14,570 --> 00:36:18,320 live your best life, and that's what our 830 00:36:18,320 --> 00:36:21,740 podcast is about and I love we do it on 831 00:36:21,740 --> 00:36:23,810 Sundays at 3:00 because I love Sunday 832 00:36:23,810 --> 00:36:26,300 brunch. I think it's a perfect time for 833 00:36:26,300 --> 00:36:31,490 women to celebrate and and, um, celebrate 834 00:36:31,490 --> 00:36:34,010 who they are, celebrate their successes, 835 00:36:34,010 --> 00:36:36,500 reflect on the great things that they've 836 00:36:36,500 --> 00:36:39,020 accomplished, and then think about those 837 00:36:39,020 --> 00:36:40,790 challenges that they need to overcome as 838 00:36:40,790 --> 00:36:41,330 well. 839 00:36:41,900 --> 00:36:43,340 Carol Cox: And then you have greatness, guru. 840 00:36:43,340 --> 00:36:44,780 So I'll make sure I also include a link in 841 00:36:44,780 --> 00:36:46,250 the show notes for that. So that is for the 842 00:36:46,250 --> 00:36:48,290 leadership and professional development. 843 00:36:48,290 --> 00:36:51,860 And with your sister Delphine, you also have 844 00:36:51,860 --> 00:36:53,360 a fashion line. 845 00:36:53,360 --> 00:36:55,100 Do you want to tell us about that? 846 00:36:55,100 --> 00:36:57,740 Lesia Crumpton-Young: I am super excited about it. 847 00:36:57,740 --> 00:36:58,850 We are. 848 00:36:58,850 --> 00:37:01,820 We just finished all of our technical 849 00:37:01,820 --> 00:37:04,700 designs. Um, we have decided that our our 850 00:37:04,700 --> 00:37:07,940 line is going to be manufactured in Italy, 851 00:37:07,940 --> 00:37:11,090 and so literally the collection will come 852 00:37:11,090 --> 00:37:12,620 out this fall. 853 00:37:12,620 --> 00:37:15,950 And the name of the fashion line is called 854 00:37:15,950 --> 00:37:20,240 greatness. So and it's really for us it's, 855 00:37:20,240 --> 00:37:22,490 it's more than just fashion. 856 00:37:22,490 --> 00:37:24,320 It's it's a movement. 857 00:37:24,320 --> 00:37:29,510 We want greatness to be, um, an apparel line 858 00:37:29,510 --> 00:37:34,430 that signifies that I'm, that I'm empowered, 859 00:37:34,430 --> 00:37:37,490 that I'm elevated, I'm enlightened, that I'm 860 00:37:37,490 --> 00:37:40,850 working towards being my best self, whatever 861 00:37:40,850 --> 00:37:42,560 that is. You define it yourself. 862 00:37:42,560 --> 00:37:47,240 But we want the line to be a symbol of your 863 00:37:47,240 --> 00:37:50,210 empowerment, but also serve as inspiration 864 00:37:50,210 --> 00:37:52,670 to others when they see you that, oh my 865 00:37:52,670 --> 00:37:55,040 gosh, she's working on greatness or oh my 866 00:37:55,040 --> 00:37:56,780 gosh, she's wearing greatness. 867 00:37:57,140 --> 00:38:00,500 Um, and you know, I said to my sister when 868 00:38:00,500 --> 00:38:02,780 we were thinking of the name of it, I said, 869 00:38:02,780 --> 00:38:05,330 it's wonder. It'll be wonderful when 870 00:38:05,330 --> 00:38:07,580 someone, you walk by someone and they say, 871 00:38:07,580 --> 00:38:09,110 oh wow, who are you wearing? 872 00:38:09,110 --> 00:38:10,640 And you just say, greatness. 873 00:38:10,910 --> 00:38:14,180 So it is really meant to inspire. 874 00:38:14,180 --> 00:38:17,330 It's meant to encourage, to empower women. 875 00:38:17,330 --> 00:38:22,190 And then for them to also be that 876 00:38:22,190 --> 00:38:24,110 inspiration for other women as they're 877 00:38:24,110 --> 00:38:26,960 wearing it. So the name of it is greatness. 878 00:38:26,960 --> 00:38:28,130 It will. 879 00:38:28,130 --> 00:38:30,380 If you would like information about great, 880 00:38:30,380 --> 00:38:33,440 the line we have on our website, the 881 00:38:33,440 --> 00:38:36,620 Greatness gurus.com website, we have the 882 00:38:36,620 --> 00:38:38,420 ability for you to join the greatness 883 00:38:38,420 --> 00:38:41,240 community. And so it just gives you a chance 884 00:38:41,240 --> 00:38:44,600 to say I want to be part of the movement. 885 00:38:44,600 --> 00:38:47,210 I want to be part of a group of women who 886 00:38:47,210 --> 00:38:50,480 are focused on being my best self, living my 887 00:38:50,480 --> 00:38:53,090 best life, inspiring and helping others to 888 00:38:53,090 --> 00:38:55,490 be their best selves, live their best life. 889 00:38:55,490 --> 00:39:00,800 And, um, and then ultimately, we'll all wear 890 00:39:00,800 --> 00:39:02,630 some things that are symbols of that. 891 00:39:03,320 --> 00:39:04,670 Carol Cox: I love that so much. 892 00:39:04,670 --> 00:39:07,130 Lesia, I am so excited for the fashion line. 893 00:39:07,130 --> 00:39:08,780 Cannot wait for it to come out. 894 00:39:08,780 --> 00:39:11,330 Make sure to share it once it is ready to 895 00:39:11,330 --> 00:39:13,130 go. Thank you so much for coming on the 896 00:39:13,130 --> 00:39:15,110 podcast. It has been such a pleasure to chat 897 00:39:15,110 --> 00:39:15,920 with you. 898 00:39:15,950 --> 00:39:19,580 Lesia Crumpton-Young: Thank you for having me and I hope everyone 899 00:39:19,580 --> 00:39:21,620 has a great day. 900 00:39:21,920 --> 00:39:23,780 Carol Cox: Thanks again to Lesia for coming on the 901 00:39:23,780 --> 00:39:26,420 podcast. Next week we're wrapping up the 902 00:39:26,420 --> 00:39:28,070 series around executive speaking. 903 00:39:28,070 --> 00:39:30,290 We're going to talk about why introverts 904 00:39:30,290 --> 00:39:32,660 make great speakers and leaders. 905 00:39:32,660 --> 00:39:35,240 Contrary to popular opinion, I believe 906 00:39:35,240 --> 00:39:36,950 introverts do make great speakers and 907 00:39:36,950 --> 00:39:38,750 leaders. I'm an introvert and so many of our 908 00:39:38,750 --> 00:39:39,980 clients are as well. 909 00:39:39,980 --> 00:39:41,210 And that's where we're going to talk about 910 00:39:41,210 --> 00:39:42,410 on next week's episode. 911 00:39:42,410 --> 00:39:44,480 Make sure to share this podcast with a 912 00:39:44,480 --> 00:39:46,310 friend and a colleague, and don't forget to 913 00:39:46,310 --> 00:39:48,830 take our free speaker archetype quiz as 914 00:39:48,830 --> 00:39:51,320 speaking your Brand.com slash quiz. 915 00:39:51,320 --> 00:39:53,420 Until next time, thanks for listening.