In this rich and wide-ranging conversation, John Marshall sits down with Kevin Asbjornson, global leadership development professional, executive coach, keynote speaker, and performing artist, to explore what it truly means to lead with emotional intelligence in the 21st century. Kevin draws on a career spanning more than 70 countries and a lifelong parallel passion for music to make a compelling case that leadership is both an art and a science — and that most organizations have been over-investing in the science while leaving the art largely untouched. He shares his signature Eight Keys to Inspired Leadership model, the powerful practice of using original piano compositions to develop emotional awareness in leaders, and the critical distinction between a leader's tune and their tone. From practical steps for accessing emotional intelligence assessments, to how the best organizations build learn-it-all cultures and measure leadership impact along the way, this episode is a masterclass in what human-centric leadership actually looks like in practice.

Resources:
Inspire Imagine Innovate Website - https://inspireimagineinnovate.com
Howard Gardner's Intelligence ReFramed - https://www.amazon.com/Intelligence-Reframed-Howard-Gardner/dp/0465026117
Hogan Assessments - https://www.hoganassessments.com
Daniel Goleman's What Makes a Leader - https://dme.childrenshospital.org/wp-content/uploads/2019/06/What-makes-a-Leader-HBR.pdf

Connect with Kevin Asbjornson: LinkedIn - https://linkedin.com/in/kevinasbjornson Website - https://inspireimagineinnovate.com

Takeaways

• Leadership is both an art and a science, and most organizations have over-invested in the science at the expense of the art.
• People hear your tune, but they feel your tone — and when those two are out of alignment, connection breaks down.
• Emotional intelligence is not something we are born with; it is learned through experience and developed intentionally over time.
• The five pillars of emotional intelligence are self-awareness, self-regulation, motivation, empathy, and social skills — and intrapersonal intelligence must come before interpersonal impact.
• Leaders inspire people; people motivate themselves — and that distinction changes everything about how we approach leadership development.
• Closing the gap between identity and reputation is one of the most transformative things a leader can do for their team and their organization.
• Real-time feedback throughout a coaching engagement is more powerful than waiting for results at the end of the process.
• The three most common leadership refinements are shifting from tune to tone, distinguishing between urgent and important, and slowing down pace to better connect with the audience.
• The best organizations invest in learn-it-all cultures rather than know-it-all cultures, and they make emotional intelligence a measurable organizational priority.
• Leadership effectiveness at work is directly connected to how we show up at home — life, career, and well-being are not separate categories.

Visit The Present Professional webpage on humessence.com and learn more about how we support leadership development and culture enablement at growth-stage organizations.

Thank you for listening.

Coach John Marshall | Instagram | LinkedIn | Facebook

In this vibrant and deeply personal conversation, John Marshall sits down with Natalie Spiro, founder and CEO of Drum Cafe North America and CEO of Blue Fire Leadership, to explore how rhythm, community, and intentional connection can transform the way teams and organizations operate. Natalie shares her remarkable journey from growing up in apartheid South Africa to building a thriving corporate team building enterprise out of her garage in San Diego, one drum circle at a time. Drawing on her background in organizational psychology, executive coaching, and Gallup CliftonStrengths, she unpacks the science behind rhythm as a unifying force and offers practical strategies for leaders who want to build deeper connection within their teams. From a resistant employee who became the first to take the stage, to delivering an unforgettable event for Google in Nairobi with borrowed drums tuned over an open fire, Natalie's stories remind us that when people feel seen, heard, and connected, performance follows naturally.

Connect with Natalie Spiro: Website

Takeaways

• Rhythm is a universal language that connects people at a level deeper than words.
• Community is not a nice to have for teams — it is the foundation of high performance.
• Leaders who show genuine curiosity about their team members unlock engagement that no incentive program can replicate.
• Manifesting your future requires both intentional vision and the courage to act when opportunity appears.
• Self-care is not a luxury — it is the energy source that allows leaders to show up fully for others.
• The most powerful team building moments come from going deeper than surface level stories.
• Resilience is built through relationships, not in isolation.
• When you are truly present with someone, they feel it — and that feeling builds trust.
• Pivoting in the face of loss is not giving up; it is the most strategic thing a leader can do.
• If you want to run fast, run alone — but if you want to run far, run together.

Visit The Present Professional webpage on humessence.com and learn more about how we support leadership development and culture enablement at growth-stage organizations.

Thank you for listening.

Coach John Marshall | Instagram | LinkedIn | Facebook

In this returning conversation, John Marshall sits down with Humessence coach, leadership development expert, and author Brett Larson to unpack what it truly means to lead people rather than manage them. Brett traces his journey from industrial engineer to plant leader at WL Gore, one of Fortune's most consistently recognized employers, where he learned that leadership is not defined by title but by followership. He shares how emotional intelligence became the cornerstone of the leadership development program he built, how values only mean something when they are woven into the systems and behaviors of an organization, and how a culture of direct, compassionate feedback can drive both human connection and measurable business performance. From a 97% team satisfaction score to real improvements in yield and efficiency, Brett makes a compelling case that the human side of leadership and the results side are not in conflict — they are the same thing.

Resources:
Discovering Leaders Within by Brett Larson
Humessence Website

Connect with Brett Larson: Website

Takeaways

• Leadership is not granted by title — it is earned through followership, service, and trust.
• The first mistake many new leaders make is solving problems instead of leading people.
• Values only hold meaning when they are systematized into performance, feedback, and day-to-day behavior.
• Emotional intelligence is teachable, and it is the single most important differentiator between good and great leadership.
• Selling a new idea internally requires the same emotional intelligence you are trying to teach — listen, welcome challenge, and answer the why.
• Empowerment does not mean walking away — it means consistent check-ins, balanced feedback, and genuine investment in your people's growth.
• Direct and compassionate feedback is one of the most powerful acts of respect one person can show another.
• When team members give feedback upward, it is a sign that the culture is working — not a sign of disruption.
• A psychologically safe culture is not soft — it directly correlates with higher yields, lower costs, and stronger engagement.
• Helping people find the truth for themselves is always more powerful than telling them what to fix.

Visit The Present Professional webpage on humessence.com and learn more about how we support leadership development and culture enablement at growth-stage organizations.

Thank you for listening.

Coach John Marshall | Instagram | LinkedIn | Facebook