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

In this episode, John Marshall sits down with Scott Crabtree, Chief Happiness Officer at Happy Brain Science, to explore how brain and behavioral science can be applied to build happier, more resilient teams and organizations. Scott shares the research-backed foundation behind the science of happiness and offers practical strategies leaders can implement immediately — from assuming positive intent and practicing gratitude, to building psychological safety and fostering meaningful relationships. The conversation highlights how culture shapes everything, and why investing in people's well-being is one of the most powerful leadership moves you can make.

Connect with Scott Crabtree: Website | LinkedIn

Takeaways

• Happiness at work is backed by real science and measurable data.
• Personal practices like gratitude and mindfulness can significantly boost well-being.
• Investing in the quality of relationships is one of the highest-return actions a leader can take.
• Assuming positive intent creates a foundation of trust within teams.
• Psychological safety allows people to take risks, speak up, and grow.
• Building shared team norms around positivity leads to stronger collaboration.
• Culture is not an afterthought — it shapes every aspect of organizational performance.
• Resilience is built through relationships, not just individual mindset.
• Leaders set the tone for the emotional environment of their teams.
• Small, consistent happiness practices compound over time into lasting culture change.

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 timely and practical conversation, John Marshall sits down with Rachel Krug, Humessence coach and seasoned growth operator, to pull back the curtain on what really happens inside companies during mergers and acquisitions. Drawing from four distinct M&A experiences — as an acquiree, an acquirer, and everything in between — Rachel shares candid lessons on why the real work begins after the deal closes, not before. From decoding cultural differences and running listening tours, to coaching executives on purposeful communication and supporting HR leaders who are holding everyone else together while navigating their own uncertainty, this episode is an essential listen for anyone leading people through organizational change. Rachel makes a compelling case that M&A does not have to be purely a business transaction — it can and should be a deeply human centered experience.

Connect with Rachel Krug: Website

Takeaways

• Post-acquisition uncertainty is normal and HR leaders play a critical role in helping teams understand that.
• The work of integration begins on day zero — and the acquiring company rarely has everything figured out ahead of time.
• Purposeful communication is more effective and more honest than blanket promises of transparency.
• Telling the team about an acquisition too late can create shock and erode trust at the worst possible moment.
• Studying the culture of both companies before the deal closes gives HR a significant advantage in managing the transition.
• A listening tour with a cross section of the acquired company is one of the most powerful tools available to an HR leader post-deal.
• Top performers need to be actively nurtured and incentivized to stay — the attitude that they are lucky to be retained is a retention risk.
• Leaders should be coached to be intentional not just in what they say but in tone, body language, and how they frame the new company's future.
• HR leaders need their own space to process the transition, and group coaching or individual coaching during this period can be transformative.
• M&A can evolve from a business transaction into a human centered experience — and the HR leader is the one who can drive that shift.

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 heartfelt and insightful conversation, John Marshall sits down with Humessence coach, mentor, and dear friend Don Fries to explore the deeper dimensions of coaching and leadership development. Drawing from a 38-year career in the oil and gas industry and his journey into executive and retirement coaching, Don shares how leaders can build self-awareness, embrace vulnerability, and stop getting in their own way. The conversation dives into the power of shifting from "I need to" to "I want to," the importance of values-based coaching, and a practical framework — the Control, Influence, and Accept model — that helps leaders reclaim their time, priorities, and presence. A rich and authentic episode for anyone looking to lead more intentionally and live more fully.

Connect with Don Fries: Website

Takeaways

• Self-awareness is the starting point for meaningful leadership growth.
• Shifting from "I need to change" to "I want to change" transforms motivation and accountability.
• Values-based coaching helps clients align their actions with what matters most to them.
• Leaders who share their development goals create psychological safety for their entire team.
• Vulnerability is not weakness — it is one of the most powerful leadership tools available.
• The Control, Influence, Accept model is a practical framework for managing overwhelm and reclaiming priorities.
• Saying yes to everything means silently saying no to yourself, your team, or your strategy.
• You cannot change people against their will — you can only influence their will to change by doing work on yourself.
• Consistency in small habits is far more powerful than intensity or duration.
• Being truly present is one of the greatest gifts a leader can offer their team.

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 episode, John Marshall and Jevon Wooden discuss the critical importance of human intelligence in the age of artificial intelligence. They explore the risks and opportunities presented by AI, emphasizing the need for leaders to navigate this landscape thoughtfully. Jevon shares insights on how to augment human roles with AI, particularly for small business owners, and highlights the significance of emotional intelligence in fostering meaningful connections in a tech-driven world. The conversation concludes with actionable steps for enhancing emotional intelligence and leveraging AI effectively.

Takeaways

• Human intelligence is crucial in the age of AI.
• First mover advantage can lead to pitfalls if not carefully considered.
• AI should augment human roles, not replace them.
• Transparency in AI adoption is essential for team morale.
• Emotional intelligence is a key differentiator in the workplace.
• Connection is more important than ever in a tech-driven world.
• Self-awareness is the foundation of emotional intelligence.
• Leaders should involve their teams in AI integration discussions.
• AI tools can significantly enhance productivity for small businesses.
• Continuous learning and adaptation are necessary for success.

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 engaging conversation, Julie Johnston, a Humessence coach, shares her journey and insights on empowering emerging leaders. She emphasizes the importance of public speaking, the power of voice, and the role of improv in coaching. Julie discusses her passion for directing children's theater and the significance of authentic communication in leadership. The conversation also highlights the Game Changers program, which prepares future leaders, and the importance of investing in employee growth to create a positive company culture. Julie concludes with an end-of-year challenge to spread positivity and gratitude.

Takeaways

• Julie Johnston helps emerging leaders build confidence and find their voice.
• The power of making people feel good is central to effective coaching.
• Public speaking is about how you make people feel, not just the words you say.
• Improv skills can enhance coaching and communication effectiveness.
• Vulnerability in leadership fosters respect and connection.
• The Game Changers program prepares future leaders for success.
• Investing in employee growth creates a positive company culture.
• Authentic communication is key to effective leadership.
• Overcoming fear in public speaking is essential for personal growth.
• Spreading positivity can have a profound impact on others.

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