David’s passion is to make the world a better place by developing leaders at all ages through David Novak Leadership, his family’s Lift-a-Life Foundation, Lead4Change, Global Game Changers and The Novak Leadership Institute at the University of Missouri.
Novak has been recognized as “2012 CEO of the Year” by Chief Executive magazine, one of the world’s “30 Best CEOs” by Barron’s, one of the “Top People in Business” by FORTUNE and one of the “100 Best-Performing CEOs in the World” by Harvard Business Review…
By: David Novak, Co-Founder & CEO of David Novak Leadership
Think about the motivational books you’ve read, the inspiring Ted Talks you’ve watched or even the articles you’ve found on Make It. Have you found yourself inspired to make a change? We all have.
But be honest: how many of those inspirational tips have you actually implemented? Three? One? None?
I believe one reason for the lack of success is not closing the Intention-Action Gap.
Failing to turn your intentions, or plans, into actions means you are living in what experts call the Intention-Action Gap. This gap occurs when you have great intentions about making a change in your life, yet you fail to do what it takes to make that change.
As CEO of Yum! Brands, I became passionate about our customers and shared my plans about becoming Customer Maniacs with others. Guess what? Not everyone was on board. In fact, some were shocked that I wanted our team members to become obsessed with customers. I had a choice to make… live in the Intention-Action Gap because not everyone was on board or turn my intentions into action.
I decided to go public with my plan and took action. We trained all our restaurants around the world on Customer Mania. We taught our team members to exceed customer expectations. We gave our front-line team members permission to solve any customer issue that was under $10 without talking to a manager. Our team members learned how to listen to the voice of the customer. They learned how to recover from mistakes.
And guess what? Turning my Customer Mania plans into action paid off – because when you get people capability right, then you are going to satisfy more customers, and that’s how you make more money. That’s the formula for success.
I went public with my plans because it’s a great way to give yourself that extra motivation to see it through. Why? Because if you don’t do what you say, you sacrifice your integrity, you lose credibility, and people will not believe you when you say things. To be a good leader, you have to put pressure on yourself, so if it’s important for you to get something done, take a public stand on it. That’s why I’m a firm believer in “going public so you can’t go back!”
Another thing to keep in mind is our intentions and words without actions and follow-through are meaningless. In fact, this quote from Walk the Talk by Eric Harvey and Alexander Lucia can be quite enlightening. “We judge ourselves mostly by our intentions, but others judge us mostly by our actions. People hear what we say but they see what we do, and seeing is believing.” That’s a powerful insight. In fact, it’s a cornerstone behavior that we teach you in my Essential Leadership Traits Program.
You can choose to stop living in the Intention-Action Gap today. Ask yourself: What’s one intention you have that you want to turn into action? Who can you “go public with” so you can’t go back? Answering these two questions can help you cross the bridge from intentions to action.
Are you willing to take the first step?
David Novak created David Novak Leadership to help people become stronger leaders. He is co-founder and former CEO of Yum! Brands and a New York Times bestselling leadership author. He has been recognized as “2012 CEO of the Year” by Chief Executive magazine, one of the world’s “30 Best CEOs” by Barron’s, one of the “Top People in Business” by Fortune and one of the “100 Best-Performing CEOs in the World” by Harvard Business Review.
[cs_content][cs_element_section _id=”1″ ][cs_element_row _id=”2″ ][cs_element_column _id=”3″ ][x_image type=”none” src=”https://davidnovakleadership.com/wp-content/uploads/2018/10/lonnie-Ali-circle.png” alt=”” link=”false” href=”#” title=”” target=”” info=”none” info_place=”top” info_trigger=”hover” info_content=”” style=”border:8px solid rgba(0,0,0,0.10);border-radius:50%;”][x_share title=”Share this Post” share_title=”” facebook=”true” twitter=”true” google_plus=”false” linkedin=”true” pinterest=”false” reddit=”false” email=”false” email_subject=”Hey, thought you might enjoy this! Check it out when you have a chance:”][cs_text class=”hidden”][/cs_text][/cs_element_column][cs_element_column _id=”7″ ][cs_element_audio _id=”8″ ][x_gap size=”30px”][cs_element_content_area_modal _id=”10″ ][cs_text]Today’s guest is Lonnie Ali, the wife of legendary boxer Muhammad Ali. Lonnie is an incredible leader who has devoted her life to making the world a better place. In 1992, Lonnie incorporated and served as Vice President and treasurer of Greatest of All Time, Inc. or (G.O.A.T). Today she is a Lifetime Director and Vice Chair of the Muhammad Ali Center, a non-profit museum and cultural center that she and her husband opened in 2005.
Lonnie Ali has been active in various charitable causes including advocating for children’s rights and Parkinson’s disease research. From 2010 to 2013, Lonnie served on the Presidential Commission for the Study of Bioethical Issues. She was the 2010 recipient of AARP’s Inspire Award, was named in 2012 as one of Arizona’s 48 Most Intriguing Women, and inducted into The National Consortium for Academics and Sports Hall of Fame in 2013.
[/cs_text][x_gap size=”20px”][cs_text style=”margin-top:-20px;”][bctt tweet=”“You have to have gratitude for everything you’ve been given and everything you haven’t been given.” – Lonnie Ali” ][/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”14″ ][cs_element_row _id=”15″ ][cs_element_column _id=”16″ ][x_gap size=”10px”][cs_text class=”hidden” style=”line-height:1;”][bctt tweet=”“If you’re going to be successful you have to lead. And you have to make tough choices.” – Rick Pitino” url=”https://davidnovakleadership.com/podcast/rick-pitino/” ]
Becky recalls a significant failure in her career. She was working with someone she respected to launch a new product. Becky thought they should do it in a specific way, but her colleague didn’t agree. Becky relented, and later a competitor launched the product her way with great success. Becky knew she was right but second-guessed herself. Despite the failure, she is grateful that it happened when she was young. She learned that the next time she needed to fight harder.
Have you ever experienced a failure? What did you learn?
If your colleague disagreed with you, how would you respond?
Becky has the following thoughts on recognition:
Feedback is a gift, something we have lost in Corporate America. Becky says, “If I am not giving you feedback, then I am not investing in you. If I’m not getting feedback, people aren’t invested in me.”
What is the best piece of constructive feedback you’ve ever received?
[/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][/cs_content][cs_content_seo]Share this PostFree Leadership Insights
View Transcript
Today’s guest is Lonnie Ali, the wife of legendary boxer Muhammad Ali. Lonnie is an incredible leader who has devoted her life to making the world a better place. In 1992, Lonnie incorporated and served as Vice President and treasurer of Greatest of All Time, Inc. or (G.O.A.T). Today she is a Lifetime Director and Vice Chair of the Muhammad Ali Center, a non-profit museum and cultural center that she and her husband opened in 2005.
Lonnie Ali has been active in various charitable causes including advocating for children’s rights and Parkinson’s disease research. From 2010 to 2013, Lonnie served on the Presidential Commission for the Study of Bioethical Issues. She was the 2010 recipient of AARP’s Inspire Award, was named in 2012 as one of Arizona’s 48 Most Intriguing Women, and inducted into The National Consortium for Academics and Sports Hall of Fame in 2013.
“You have to have gratitude for everything you’ve been given and everything you haven’t been given.” – Lonnie Ali Click To Tweet
“If you're going to be successful you have to lead. And you have to make tough choices.” – Rick Pitino Click To Tweet
Shareable Insights
Leave David a question for our upcoming quarterly Q&A episode
Send David your question: Ask Now!
Recent EpisodesThe Home Depot, Co-Founder, Ken Langone05/26/2020Target Chairman & CEO, Brian Cornell04/28/2020Eric Yuan, Founder & CEO of Zoom04/14/2020Kraft Heinz Vice Chairman, John Cahill03/31/2020
Attract and retain top talent by providing your managers with “must-have” leadership skills.Building People Capability First Leads To:
Purposeful RecognitionThe Secret to Achieving
Great Results
Buy NowFor Individuals
Contact UsFor Team Pricing
Learn More
Essential Leadership TraitsLearn the Soft Skillsthat Drive Hard Results
Buy NowFor Individuals
Contact UsFor Team Pricing
Learn More
From Podcast Action Journal
Becky recalls a significant failure in her career. She was working with someone she respected to launch a new product. Becky thought they should do it in a specific way, but her colleague didn’t agree. Becky relented, and later a competitor launched the product her way with great success. Becky knew she was right but second-guessed herself. Despite the failure, she is grateful that it happened when she was young. She learned that the next time she needed to fight harder.
Have you ever experienced a failure? What did you learn?
If your colleague disagreed with you, how would you respond?
Becky has the following thoughts on recognition:
Feedback is a gift, something we have lost in Corporate America. Becky says, “If I am not giving you feedback, then I am not investing in you. If I’m not getting feedback, people aren’t invested in me.”
What is the best piece of constructive feedback you’ve ever received?[/cs_content_seo]
Today’s guest is PepsiCo North America CEO, Al Carey. Al is a 35-year PepsiCo veteran. He is responsible for leading PepsiCo Beverages, Frito-Lay and Quaker Foods in North America. Al Carey is well-known for his passion for customers and frontline associates, and has practiced servant leadership throughout his career. He is on the board of directors of The Home Depot and the Food Marketing Institute.
[bctt tweet=”“I like people who are aggressive and confident. But do they have humility? Will they serve the people that work for them?””]
Download this Action Journal
This great resource will help you along the way, during or after you listen to the podcast. Not only will you get to know our guest, you will be asked tough questions to really spearhead your journey to becoming a better leader! And look below for more insights and clips!!
Shareable Insights
From Podcast PowerNotes
For leaders, confidence is so important. Al says if you can help young people grow in confidence, it’s amazing how they can perform. When people are recognized for having a good idea, it’s remarkable how it ripples in the workplace. (12:47-13:38)
How have you grown in confidence?
What ways can you recognize young members of your team?
When it comes to diversity and inclusion, some companies talk about it but don’t do it. Al says you lose out on market share if you don’t have diversity. You need diversity to have a good business. He is a firm believer that if you don’t have diversity in senior management teams, it’s hard to recruit talented, diverse young people. Being able to see yourself in leadership makes for an attractive company. (40:37-43:19)
How can diversity and inclusion be something that you do and not just something you talk about?
At 28, Matt Case is an entrepreneur and CEO of Luminas International. Matt is an exceptional leader who has started and led multiple companies before the age of 30. In today’s podcast you’ll learn how Matt dreams big and uses innovative technology to make a positive difference in the world.
[bctt tweet=”Don’t be afraid to dream big, don’t be afraid to take risks, and don’t be afraid to fail.”]
Download this Action Journal
This great resource will help you along the way, during or after you listen to the podcast. Not only will you get to know our guest, you will be asked tough questions to really spearhead your journey to becoming a better leader! And look below for more insights and clips!!
Shareable Insights
From Podcast PowerNotes
As the CEO of Luminus, Matt’s job is to help others understand the brand’s vision. He wants his team to keep a “top down” focus, meaning they dream big but maintain focus on the present. He doesn’t want to over-extend the company’s capacity. (8:02-8:27)
How do you help your team maintain focus?
Matt says the one habit that helped him succeed is he’s never stopped learning. He tries to keep an open mind because things are always changing. (20:40-21:20)
What quality or principle has contributed to your success?
Margaret Duffy is a professor of Strategic Communication at the Missouri School of Journalism. She is also the Executive Director of the Novak Leadership Institute. The institute offers an innovative approach to leadership education uniquely rooted in the principles of strategic communication and advertising. Dr. Duffy is the founder and Executive Director of MOJO Ad™, a student-staffed advertising agency specializing in the Youth and Young Adult market (YAYA™) serving national clients such as AOL, Redbox, Hallmark, and U.S. Bank. As an award winning scholar, author and consultant, Margaret Duffy conducts research and advises media organizations around the world.
[bctt tweet=”“Every person is important to themselves as you are to yourself.””]
Download this Action Journal
This great resource will help you along the way, during or after you listen to the podcast. Not only will you get to know our guest, you will be asked tough questions to really spearhead your journey to becoming a better leader! And look below for more insights and clips!!
Shareable Insights
From Podcast PowerNotes
Margaret has dealt with her share of challenging bosses. For those in this situation, Margaret says the best thing to do is try to help the person succeed (so long as your boss isn’t being unethical).
You can get noticed by teaching your boss how to do things the right way. Oftentimes, if Margaret helped her challenging boss, whenever he was promoted, she would get his job. (6:42-7:19)
Throughout your career, how have you overcome the difficulties of working for a challenging boss?
Margaret says the one soft skill every leader needs is self-awareness. Feedback is so helpful, even though it can be hard to hear if it is negative. Develop the ability to trust your colleagues. (19:12-20:24)
Do you consider yourself a self-aware leader?
How often do you ask your colleagues for feedback?
Each month 800-CEO-READS compiles a list of top selling books. These books are featured on their site and syndicated through various publications. The popularity of these titles offers guidance for those seeking an interesting and helpful new book. They also report all book sales to The New York Times and Nielsen Bookscan…
Steve Holmes serves as chairman of the Board of Directors for both Wyndham Hotels & Resorts, Inc., the world’s largest hotel franchising company, and Wyndham Destinations, Inc., the world’s largest vacation ownership and vacation exchange company.
Over the course of his tenure as Chairman and CEO of Wyndham Worldwide, Mr. Holmes led the global growth of a wide portfolio of renowned brands into what was the largest integrated hospitality company in the world. He is currently on the Executive Committee of the World Travel & Tourism Council and is an officer of the Board of Trustees of Bucknell University.
[bctt tweet=”“In the end, you want everyone around you to be successful. That’s the way the company becomes successful.””]
Download this Action Journal
This great resource will help you along the way, during or after you listen to the podcast. Not only will you get to know our guest, you will be asked tough questions to really spearhead your journey to becoming a better leader! And look below for more insights and clips!!
Shareable Insights
From Podcast PowerNotes
Throughout his career, Steve has had to come up with answers on the spot which has helped him become more assured of himself. To be a good leader, you need to have to have confidence. (12:41-14:59)
Does confidence come easy for you or is it something you need to grow in?
In what ways can leaders develop in their confidence?
Steve says it’s important for leaders to be good listeners. If you don’t listen to others, it’s hard to be empathetic. When leading others, listen to them and react to what they need so they can be successful. (17:07-18:22)
In your opinion, who should determine what is needed for success: those being led or the one leading?
What role does empathy play in your leadership?
Watch this video of David Novak, David Novak Leadership founder and former Yum! Brands CEO, speaking to the “Squawk Box” team about the issues around toxic leadership and President Trump’s own leadership style…
Leaders have a lot of power and influence. And people follow the example of what leaders do more so than what they say. That’s why it’s important to cast the right shadow of leadership.
Indra Nooyi, Chairman and CEO of PepsiCo, shows the impact great leaders truly have – things like creating a vision, having courage of your convictions, and unleashing the power of your people.
Results under her tenure as CEO of PepsiCo speak for themselves…
Think about the motivational books you’ve read, the inspiring Ted Talks you’ve watched or even the articles you’ve found on Make It. Have you found yourself inspired to make a change? We all have.
But be honest: how many of those inspirational tips have you actually implemented? Three? One? None?
I believe one reason for the lack of success is not closing the Intention-Action Gap.
Over the years, I’ve come to the belief that the single biggest differentiator between a good performer and a great performer is their desire to learn.
It’s important to find out just how passionate the person is about learning their craft and getting better and better every single day
Tom Brady is starting his 19th season as the starting quarterback for the New England Patriots. Tom has won 5 Super Bowls, 4 MVP awards and has been selected to the pro-bowl 13 times. He has the highest combined regular and postseason winning percentage of any quarterback in NFL history. A leader both on the field and off the field, Tom launched TB12 Sports to help people achieve peak performance at any age.
[bctt tweet=”“I’m trying to be better today than I was yesterday.””]
Download this Action Journal
This great resource will help you along the way, during or after you listen to the podcast. Not only will you get to know our guest, you will be asked tough questions to really spearhead your journey to becoming a better leader! And look below for more insights and clips!!
Tom Brady is starting his 19th season as the starting quarterback for the New England Patriots. Tom has won 5 Super Bowls, 4 MVP awards and has been selected to the pro-bowl 13 times. He has the highest combined regular and postseason winning percentage of any quarterback in NFL history. A leader both on the field and off the field, Tom launched TB12 Sports to help people achieve peak performance at any age.
[bctt tweet=”“When things don’t go right, I think about, ‘what can I do better.’ I try never to put it on other people.””]
Download this Action Journal
This great resource will help you along the way, during or after you listen to the podcast. Not only will you get to know our guest, you will be asked tough questions to really spearhead your journey to becoming a better leader! And look below for more insights and clips!!
Shareable Insights
From Podcast Action Journal
In professional football, if you’re the best, you’re gonna play. The competition pushes Tom to be the best version of himself. He has developed a healthy dissatisfaction with the status quo.
Tom says he’ll never reach the end because there is always room to get better. He knows it’s important to earn it every day. (24:36-25:22)
Do you feel like you make an effort every day to be the best version of yourself?
How can it affect an organization if team members have a healthy dissatisfaction with the status quo?
In Tom’s experience, managing conflict involves having a healthy respect. There will be situations when not everyone agrees, but it’s important to respect the others’ opinions and decisions.
It’s a good idea to be careful with your words because once they are out, you can never take them back. Don’t say anything that you will resent later. (27:23-28:45)
What happens when team members aren’t open to differences in opinions?
Tom gives great advice on being respectful. How might you apply this to different areas of your life?
Thomas S. Murphy is an American broadcast executive, and is Chairman and Chief Executive Officer Emeritus of Capital Cities / ABC, Inc. Murphy helped engineer the 1986 acquisition of the American Broadcasting Company in 1986 for $3.5 billion. Murphy, who served as President and Chief Executive of ABC until 1994, are credited with increasing the profitability and efficiency of ABC. Tom Murphy is a member of board of directors of Berkshire Hathaway, General Housewares Corp., Texaco, Inc., Johnson & Johnson, and IBM Corporation and a Life Trustee and Honorary Vice Chair of New York University.
[bctt tweet=”“Most of all, it’s important to love what you’re doing.””]
Download this Action Journal
This great resource will help you along the way, during or after you listen to the podcast. Not only will you get to know our guest, you will be asked tough questions to really spearhead your journey to becoming a better leader! And look below for more insights and clips!!
Shareable Insights
From Podcast Action Journal
Tom took his first leadership role after graduating college. He went to work for Texaco in a salesman position. The job not only taught him about business but also how to lead well. He says you have to be fair with people; when you are fair, your team will respect you. (5:09-6:27)
Have you ever worked with someone you didn’t respect?
He never had trouble giving up control; he knew one man couldn’t run a company. He made sure to hire smart people and he rarely had disappointments. Because of this, his workers felt they were part of a team and that they were building something. (14:00-14:53)
Are there any aspects of your role that involve handing over authority? Is that difficult or easy for you?
What are the benefits of giving autonomy to others?
Gary Kelly serves as the Chairman of the Board and Chief Executive Officer at Southwest Airlines. Under Gary’s leadership, Southwest has grown to become the nation’s largest airline in terms of originating domestic passengers carried and is a mainstay on Fortune magazine’s list of the most admired companies in the world, ranking eighth in 2018.
[bctt tweet=”“You have to be good at what you do, in addition to really loving what you do.””]
Download this Action Journal
This great resource will help you along the way, during or after you listen to the podcast. Not only will you get to know our guest, you will be asked tough questions to really spearhead your journey to becoming a better leader! And look below for more insights and clips!!
Shareable Insights
From Podcast Action Journal
One of the mistakes Gary made as CEO was being too aggressive in believing what could be accomplished in a short time period. Companies need adequate time and resources. Gary learned this the hard way. It doesn’t pay to overcommit to more than your company is capable of. (11:50-14:00)
What goal or project are you currently trying to accomplish? What is an adequate time frame to complete it?
Southwest is successful because they focus on the basics. The culture Gary promotes within the company is all about knowing their people and treating them like family. They are there for each other in the good times and the tough times. The leadership makes sure to celebrate accomplishments and reward employees. Gary says recognition can’t overcome lack of a genuine relationship. (24:56-27:33)
In your opinion, what kinds of principles make a work culture great?
What can you improve about the culture where you work?
Pete Bevacqua is the CEO of PGA of America. He guides the business and overall strategy of one of the world’s largest sports organizations, serving the Association’s nearly 29,000 PGA Professionals. Under his leadership, the PGA has designed and implemented a long-term strategic plan that is focused on the Association’s mission to serve the PGA Member and grow the game. The plan outlines the PGA’s strategic vision and eight core Member-focused and business-related initiatives. It also defines the PGA’s constant pursuit of excellence and commitment to innovation and collaboration, the teamwork and talent exhibited in its culture, and a devotion to diversity and inclusion throughout the Association.
NOTE: Shortly after the recording of this podcast, Pete Bevacqua assumed the position of President of NBC Sports Group. Congratulations Pete!
[bctt tweet=”“People want to be heard, they want to be acknowledged, they want to be recognized, and they want to be taken seriously.””]
Download this Action Journal
This great resource will help you along the way, during or after you listen to the podcast. Not only will you get to know our guest, you will be asked tough questions to really spearhead your journey to becoming a better leader! And look below for more insights and clips!!
Shareable Insights
From Podcast Action Journal
Pete recalls a difficult situation when he had to terminate the President of the PGA because of his unsavory comments on social media.
Pete recognizes the responsibility involved in being a leader. When you lead an organization, you are representing a group of people. You must be careful with everything you say because your voice matters. (32:28-34:31)
Have you ever said something and later wished you could take it back?
In what ways do you use your voice to represent those you lead?
Pete tries to create a culture of innovation and collaboration with his team. As a leader, he wants people to perceive him as approachable, which is why he has an open door policy.
He doesn’t pressure people to be perfect all the time. “If we aren’t making some mistakes, we are playing it too safe,” Pete says. That’s why he pushes the organization to the point of being almost uncomfortable. (37:21-39:17)
How do you want your team members to perceive you?
Why should organizations avoid becoming too comfortable?
[/cs_content_seo]
