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OwlCast: The Leadership & Coaching Podcast

OwlCast: The Leadership & Coaching Podcast

Auteur(s): David Morelli with Co-Host William Oakley
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À propos de cet audio

 OwlCast is a podcast on leadership and coaching. You can expect to get insights to help you solve the thorny problems of life and leadership – all with a dollop of laughter thrown in. Your dynamic hosts, David and William, will help you become a more kickass leader. Together, they won’t only motivate you, they’ll give you scientifically proven tools to become better – full stop!David Morelli 2020-2025 Développement personnel Gestion et leadership Réussite Économie
Épisodes
  • The Anti-Awkward Self Promotion Episode: How to Do it with RESPECT

    The Anti-Awkward Self Promotion Episode: How to Do it with RESPECT
    Nov 18 2025
    Tired of the cringe and discomfort that comes with self-promotion, asking for a raise, or tackling your annual performance review? Hosts David Morelli and William Oakley dive deep into the often-awkward process of self-evaluation and advocacy. This isn't just about tactics; it starts with a foundational look at self-worth and the "unwinnable game" of seeking external validation. They introduce the powerful RESPECT framework (Rallier, Educator, Strategist, Provocateur, Explorer, Confidant, and Transformer) to help you build a comprehensive, authentic, and "anti-awkward" case for your performance, growth, and potential. This episode provides a profound shift in perspective, moving the focus from desperate external validation to grounded, authentic self-reflection and presentation. Learn how to present your value with integrity, poise, and genuine self-awareness.

    Key Topics:

    · Self-Worth is the Starting Point: Awkward self-promotion often stems from a fear of "not being good enough" (fragile self-worth), which leads to either overworking for approval or over-blustering. True self-promotion begins when your thoughts about yourself are independent of others' opinions.

    · External Validation is a Trap: "No amount of external validation can replace how you feel about yourself." Your performance review does not define your intrinsic worth as a person.

    · Acknowledge Your Flaws: Being honest about areas for improvement (the Provocateur aspect) shows intellectual honesty, humility, and self-awareness to leaders. This prevents others from having to bring up your shortcomings, proving you are teachable and committed to growth.

    · Use the RESPECT Framework to Build Your Case: Moving beyond just a list of accomplishments, a well-rounded self-promotion case addresses seven key dimensions:

    · Rallier: Tangible, measurable achievements and progress (e.g., sales, case closures, project delivery). · Educator: What you learned this year, especially beyond expectations (self-development, new skills).

    · Strategist: The key problems you solved and the value (e.g., cost savings) those solutions generated.

    · Provocateur: Where you applied critical thinking, caught errors, and questioned assumptions.

    · Explorer: Innovations, creativity, and new ideas brought to the team or process improvements.

    · Confidant: Your cultural contribution to the team (support, cohesion, being a team player) and taking time to appreciate your own efforts.

    · Transformer: Who you are becoming—your personal and professional growth, sense of purpose/passion, and aspirations for the future.

    · Performance Reviews are for Growth, Not Worth: Use the review as an opportunity for honest self-reflection on your growth, progress, and areas for course correction, not as a moment to justify your value as a human being.
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    55 min
  • I Got Problems: Strategies for Complex Problem-Solving and Empowering Your Team With Leon Thomas

    I Got Problems: Strategies for Complex Problem-Solving and Empowering Your Team With Leon Thomas
    Nov 11 2025
    Are you tired of being the only problem-solver on your team? In this episode of Owlcast, Air Force veteran and leadership expert Leon Thomas joins hosts David Morelli and William Oakley to share his proven strategies for tackling complex problem-solving and empowering your team to find solutions without you. Learn the key questions to ask, how to filter out "false flag" issues, and the critical mindset shift every manager needs to finally take a worry-free vacation. The core of the discussion centers on how leaders can transition from being the sole problem-solver (a mindset driven by a burden of leadership and a desire to be needed) to a leader who develops their team's decision-making capabilities. Thomas's philosophy is that a leader's job is to "prepare every single person on my team to be in my seat."

    Key Topics:
    · Not All Problems are Actual Problems: Issues often presented as complex problems are actually "false flags," driven by a heightened emotional state, mere complaints, or comparisons (the "it would be better if..." scenario). Learning to discern an emotional issue from a legitimate problem is the first step.
    · The Power of Questions: When approached with a problem, the first step is active listening, followed by asking probing questions (e.g., "Why is this a problem?" "What have you tried?" "How often is this happening?"). This practice helps the team member discover solutions they hadn't considered and makes the problem their burden to carry.
    · The "We" is an Investment: When asking, "What do we think we can do to solve this problem?", the use of "we" is an investment in the team's ability to collaborate and solve the problem themselves, ensuring the manager is not the only problem-solver.
    · A Leader's Primary Job is Succession: The shift from solving every problem to empowering others is motivated by the realization that "My job is to prepare every single person on my team to be in my seat." This ensures the leader can step away (e.g., go on vacation) without the organization stalling.
    · Set Clear Boundaries and Decision Authority: Leaders must clearly define the parameters, objectives, and values for their team, articulating what decisions team members are empowered to make. This eliminates "frivolous" issues and accelerates problem resolution.
    · Communication Must Be Consistent: Managers often err by managing by exception or communicating boundaries only once. Establishing a culture of empowerment requires frequent, consistent communication to reinforce objectives and decision-making authority.
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    50 min
  • How to Be a Catalyst For Good: Using the Respect Styles for Positive Impact

    How to Be a Catalyst For Good: Using the Respect Styles for Positive Impact
    Nov 4 2025
    Feeling drained by your work culture? Learn how to stop just surviving and start thriving! This episode of Owlcast dives into how you can become a Catalyst for Good in your organization using the 7 Respect Styles. Join hosts David Morelli and William Oakley as they walk through a framework for having a positive, change-making impact in the workplace. They argue that many people are drained by their jobs, but work can and should be a source of "aliveness and life force." The episode focuses on how anyone, regardless of seniority, can use coaching-style questions to create better organizational cultures. Discover the specific questions to ask peers, managers, and executives to spark breakthroughs, boost performance, and transform your workplace into a source of aliveness, not burnout.

    Key Topics:
    · Work as a Source of Aliveness: The ideal work culture should be a source of aliveness and life force, where people feel empowered, capable, and fulfilled, rather than drained. Positive work experiences lead to happier, better community and family members.

    · The Power of Questions over Advice: The most effective way to be a catalyst for good is not by giving advice or prescriptions, but by asking conscious, style-specific questions. These questions help others gain clarity, own their solutions, and spark their own breakthroughs.
    · The 7 Respect Styles are a Toolset for Impact: The seven coaching styles are a framework for conscious communication that is already present in everyday conversations. Applying them deliberately allows you to have a better, more positive impact.

    · Leadership is About People, Not Just Expertise: Especially at higher levels of leadership (VP, CEO), what matters most is the ability to lead people, coach them, and "bring out the best in other people" through conversation, even when you lack the subject matter expertise.

    · Being a Catalyst Accelerates Career Growth: Individuals who are "already coaching" their peers and having a positive impact on the team are often the ones who are recognized and promoted because they are displaying key leadership qualities.
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    52 min
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