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“Some people just aren’t coachable.”
“Some people have it — some people don’t.”
“They’re just resistant to change.”

If you’ve ever thought any of these things as a leader, this episode is for you.

These perspectives are common — especially in high-performance, technical, and fast-moving environments. And most leaders adopt them without ever consciously choosing them. They simply feel like good judgment.

In this episode of Game Changer, Amanda Escobedo invites leaders to slow down and examine the belief systems — or paradigms — that quietly shape how we interpret behavior, make people decisions, and define what leadership even means.

Rather than offering tactics or fixes, this conversation opens up other ways of seeing:

• What if resistance isn’t a personal flaw?
• What if these beliefs are narrowing what you see — not clarifying it?
• What if the conclusions you’re drawing are influencing who you develop, who you dismiss, and what your team is capable of?

You’ll explore how paradigms form through experience, why they feel like truth, and how they can unintentionally block the outcomes leaders say they want — stronger performance, adaptability, innovation, and trust.

This episode isn’t about being softer.
It’s about being more effective.

If you lead people and want your leadership to produce better results — not just faster decisions — this episode will challenge how you see resistance, capability, and your role in shaping what’s possible.

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📖 Episode 17 Summary

Is AI a threat — or an opportunity?

It’s the question dominating headlines, leadership conversations, and career decisions. But in this episode of Game Changer, Amanda invites listeners to look beneath the noise and examine something more foundational: how the way we think about change shapes our results.

Using AI as a modern example, this episode introduces the core mindset framework that explains why people facing the same challenges — whether in business, leadership, or life — experience wildly different outcomes.

You’ll explore how thoughts quietly create emotions, drive action or inaction, and ultimately determine whether we stay stuck in fear, frustration, and self-doubt… or move forward with clarity, creativity, and purpose.

This episode isn’t about becoming an AI expert.
It’s about understanding the inner game that determines how you respond to uncertainty — whether that uncertainty is AI, market shifts, leadership pressure, or personal doubt.

Because often, the biggest risk to your career or business isn’t the challenge in front of you —
it’s the story you’re telling yourself about it.

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📖 Episode 16 Summary

Using the Minnesota fraud case as a real-world example, Amanda examines what leadership looks like when systems fail. This episode is not about partisan blame or outrage — it’s about problem-solving, accountability, and trust.

Through a leadership and systems-design lens, Amanda explores how fraud emerges when accountability is unclear, incentives are misaligned, and collaboration breaks down. She challenges the instinct to default to blame — of government, of operators, or of funding recipients — and instead makes the case for designing accountability with those closest to the work.

Drawing parallels across business, technology, healthcare, and government, this episode reframes the Minnesota fraud as a leadership lesson in systemic change: solving problems together, holding tension without breaking trust, and building systems that work because multiple perspectives were considered. That’s not idealism. That’s how high-performing systems operate.

References:

- I Investigated Minnesota’s Billion Dollar Fraud Scandal