Tim Stating the Obvious

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Aug 2026

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Turning leadership principles into practical application

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September 9, 2026Episode 4435 min

Leadership Playbook: Lead Like a SpaceX Pro | Essential Manager Skills

Lead Like a SpaceX Pro: The Essential Manager Playbook is a practical conversation on leadership development, technical management, and the foundational behaviors that help new and experienced managers build high-performing teams. In this episode, Tim Staton speaks with Matt Gjertsen about why effective leadership development requires more than slide decks, lectures, and conventional corporate training. Drawing lessons from military leadership, technical environments, and real-world management training, they explore the importance of hands-on learning, accountability, and clear standards—especially for professionals navigating a career transition into team leadership, engineering management, or broader organizational leadership roles. Matt introduces the minimum viable manager framework: a simple management playbook for leaders who need to master the essentials before applying more complex models. The foundation includes team building, trust building, setting expectations, workplace communication, and effective feedback. These leadership skills create the conditions for employee engagement, professional growth, talent development, and sustained high performance. The conversation also examines the role of first principles in management. Instead of relying on vague corporate language or generic professional coaching, leaders must understand the organizational constraints affecting their teams, establish useful performance metrics, conduct productive meetings, and provide practical manager support. Strong performance management is not a once-a-year event; it is an ongoing process of clear expectations, reinforcing positive behavior, and addressing problems early. Matt and Tim discuss how trust depends on competence, sound decision-making, and professional relationships. They also explain how leaders can use AI responsibly to improve clarity and prepare for difficult conversations—without replacing human judgment, connection, or accountability. If you are developing managers, leading technical teams, improving organizational culture, pursuing professional growth, or looking for career advice on becoming a more capable leader, this episode delivers actionable tools for building trust, improving feedback, and creating a workplace where people can perform at their best. Topics covered Leadership development versus traditional corporate training Technical management and engineering management lessons The minimum viable manager framework Team building, trust building, and team leadership Setting expectations and establishing clear standards Effective feedback and practical performance management Employee engagement and workplace communication First principles for leaders and managers Professional growth, talent development, and career transition Military leadership lessons for civilian organizations Productive meetings, performance metrics, and organizational constraints Professional coaching, manager support, and high-performance culture Connect with Matt Gjertsen Connect with Matt Gjertsen for practical insights on leadership development, management training, technical management, team building, and building high-performance organizational cultures. LinkedIn: Matthew Gjertsen YouTube: Built Leaders Matt Gjertsen shares actionable guidance for managers and leaders focused on trust building, setting expectations, effective feedback, professional growth, employee engagement, and stronger team leadership. Connect with Tim Staton Follow Tim Staton for leadership insights, career advice, organizational culture conversations, professional development resources, and interviews with business leaders, executives, and subject-matter experts. Website: timstatingtheobvious.com Professional Reading List: Tim Staton’s Recommended Books and Resources Facebook: Tim Stating the Obvious YouTube: Tim Stating the Obvious YouTube Channel Instagram: @TimStating TikTok: @timstatingtheobvious LinkedIn: Tim Staton SKOOL Community: Tim Stating the Obvious Community

September 7, 2026Episode 4629 min

Nobody Owes You Success

What does Labor Day mean beyond a long weekend? In this Labor Day episode, Tim explores the dignity of work, work ethic, personal responsibility, discipline, and why an entitled mindset can keep people from moving forward. Labor Day Message: Nobody Owes You Success Labor Day honors the contributions of American workers and the value of the work that builds families, businesses, communities, and the country. But honoring work does not mean glorifying burnout, accepting poor leadership, or tolerating toxic workplaces. It means taking pride in being dependable, prepared, capable, and willing to grow. In this solo episode of Tim Stating the Obvious, Tim discusses why nobody is owed success, a promotion, recognition, or opportunity simply because they want it. He explains how consistent effort, humility, feedback, discipline, and perseverance help people build skills, earn trust, recover from rejection, and become ready when opportunity arrives. You will learn: The true meaning of Labor Day and why it still matters Why the dignity of work is about contribution—not job titles or social-media validation How an entitlement mindset leads to blame, stagnation, and missed opportunities Why hard work does not guarantee success but creates skills, credibility, resilience, and options How to work with purpose without glorifying burnout Why persistence requires feedback, humility, and better strategy—not repeating the same mistakes A practical Labor Day challenge to take ownership of your next step Key message: Nobody owes you success—but you owe yourself the discipline to prepare, the humility to learn, and the courage to keep trying. Listen if you are focused on: work ethic, personal growth, career development, leadership, professional development, motivation, discipline, resilience, workplace mindset, business growth, and building a meaningful life. Labor Day recognizes the social and economic achievements of American workers and their contributions to the country. U.S. Department of Labor: History of Labor Day Subscribe to Tim Stating the Obvious for direct conversations about leadership, character, work ethic, personal responsibility, career growth, and building a better life through action. Reference: Link: https://www.facebook.com/reel/1589538952915692 Jasmine K Boyd: https://www.facebook.com/jasmine.boyd.52821/reels/

September 2, 2026Episode 4533 min

Why You Only Get Noticed When Everything Breaks

Why your best team only gets noticed when everything breaks — that's the maintenance leadership trap Frank Hess and Tim Staton dig into in this episode. Together, they break down why most organizations only pay attention to maintenance teams when something fails — and why that reactive culture is a leadership failure, not a technical one. You'll discover: Why "access to data doesn't mean you have the knowledge" Why maintenance is a long-term leadership initiative, not a two-year budget game Why value-creating teams beat cost-cutters — and how downtime and safety risk hit profit and reputation Why AI can surface insights but can't replace human judgment Frank Hess co-founded T.A. Cook, an asset performance management consultancy later acquired by Accenture, where he led intelligent asset management globally. He's now Chairman of Vysr Performance Intelligence and author of "The Decision," a novel on the origins of operations-centered maintenance, with 30+ years advising capital-intensive industries. Why Your Best Team Only Gets Noticed When Everything Breaks Frank argues most plants only notice maintenance "when something breaks, right? Then everyone is in trouble." Tim connects this to leadership: teams deserve real leadership everywhere, not just the boardroom. They cover redundancy ("if you have one of something, you have none of something") and planning for "software has always failure" — reliability is a leadership discipline before it's technical. Maintenance as Value Creation, Not a Cost Block Frank makes the financial case: "reusing it and enlarging the lifecycle time of an equipment is way more profitable... than investing every three or five years in new equipment." High-performing teams avoid the profit losses of unplanned downtime and mitigate safety risks that protect stock price and reputation — yet maintenance is too often "seen as a cost block instead of a value creator," keeping organizations stuck in reactive mode. Maintenance is invisible when it's working — it's the bedrock of operational stability, from utilities to refineries. Data Without Knowledge, and the Complexity of Decision-Making "Just because you have access to data doesn't mean you have the knowledge." Frank contrasts his early career in East Germany, where scarcity forced creative, manual repairs, with the modern approach favoring replacement over repair — introducing "black box" automation where software failures are harder to diagnose than mechanical ones. Tim and Frank flag a dangerous trend: treating maintenance as a two-year budget game leads to poor long-term asset management, and argue for empowering technicians to decide based on value, not cost-cutting. Human Judgment and Technology Frank is clear that AI and digital tools surface useful insights but can't replace human intuition and responsibility. Leaders must build environments where technology supports judgment instead of replacing it — people still evaluate recommendations and prioritize safety and long-term reliability over quick fixes. Perfect for plant managers, operations and reliability leaders, maintenance engineers, and any executive who wants to understand why equipment health is a leadership issue, not just technical. Subscribe to Tim Stating the Obvious for more interviews with executives and leaders turning hard-won experience into practical, everyday leadership lessons. Connect with Frank Hess: LinkedIn: https://www.linkedin.com/in/frank-uwe-hess Book "The Decision" (get it on Amazon): https://www.amazon.com/dp/B0H2QWP25D Vysr Performance Intelligence: https://vysr.io Connect With Tim: Website: https://timstatingtheobvious.com Professional Reading List: https://timstatingtheobvious.com/products Facebook: https://www.facebook.com/timstatingtheobvious YouTube: https://www.youtube.com/channel/UCHfDcITKUdniO8R3RP0lvdw Instagram: @TimStating TikTok: @timstatingtheobvious LinkedIn: https://www.linkedin.com/in/tim-staton-04b41a271/ SKOOL Community: https://www.skool.com/timstatingtheobvious-9537/about

August 28, 2026Episode 4435 min

Why Labels Are Ruining Your Company with Ryan Vet

Why Labels Are Ruining Your Company with Ryan Vet In this episode, Tim Staton sits down with Ryan Vet—generational futurist, keynote speaker, entrepreneur, and USA TODAY bestselling author—to examine why generational labels may be quietly damaging your culture, communication, and leadership effectiveness. Rather than treating Millennials, Gen Z, Gen X, or Baby Boomers as monolithic groups, Ryan Vet argues that leaders should focus on the individual human beings in front of them, the life stage they are navigating, and the conditions shaping their behavior. The conversation explores human leadership in a changing future of work—including the risks of trading meaningful connection and independent judgment for convenience, automation, and digital distraction. Tim Staton and Ryan Vet discuss the productivity paradox: technology was expected to create more freedom and leisure, yet many people now use that saved time for more work, more screens, and less genuine connection. The result can be cognitive erosion, reduced critical thinking, workplace loneliness, and a growing tendency to outsource difficult thinking to technology and AI. Ryan Vet also explains the generational pendulum: the way each generation often overcorrects for the perceived failures of the one before it. From the stability sought by the Silent Generation, to Baby Boomer individualism, to the independence associated with latchkey kids, and later helicopter parenting, these patterns influence how people approach authority, achievement, risk, communication, and belonging. For today’s generational leaders, understanding this history matters—but relying on stereotypes does not. This episode is a practical conversation for leaders managing a multigenerational workplace. It highlights why mentorship, face-to-face dialogue, and intentional no-tech moments can help organizations rebuild trust, strengthen relationships, and develop more capable teams. Instead of leading through labels, Ryan Vet calls leaders to create environments that value accountability, human connection, thoughtful disagreement, and the kind of mentorship that helps people grow across every stage of life. Whether you lead a business, manage a team, build culture, mentor emerging professionals, or simply want to understand the evolving workplace, this conversation offers a timely perspective on leadership, generations, technology, and what it means to remain human at work. Topics discussed Why generational labels can create division and reinforce bias Human leadership and the need to see people as individuals The future of work, AI, automation, and cognitive erosion Why critical thinking is becoming a leadership imperative The productivity paradox of modern technology Mentorship as a bridge between generations The generational pendulum and changing parenting styles Latchkey kids, helicopter parenting, independence, and stability How generational leaders can lead without stereotyping Reducing loneliness and rebuilding real human connection Leading effectively in a multigenerational workplace Creating intentional no-tech time for better communication and trust Connect with Ryan Vet Website: ryanvet.com LinkedIn: linkedin.com/in/ryanvet YouTube: https://www.youtube.com/ryancvet Ryan Vet is a generational futurist, keynote speaker, entrepreneur, and bestselling author who helps leaders and organizations navigate generational change, leadership, and the multigenerational workplace. Connect With Tim Website: timstatingtheobvious.com Professional Reading List: https://timstatingtheobvious.com/products Facebook: https://www.facebook.com/timstatingtheobvious YouTube: https://www.youtube.com/channel/UCHfDcITKUdniO8R3RP0lvdw Instagram: @TimStating TikTok: @timstatingtheobvious LinkedIn: https://www.linkedin.com/in/tim-staton-04b41a271/ SKOOL Community: https://www.skool.com/timstatingtheobvious-9537/about?ref=de9c7e65d8ba4eeabc1a8eea413c125b

August 26, 2026Episode 4337 min

From Bunker Hill To The Boardroom with Andy Moye

From Bunker Hill To The Boardroom with Andy Moye explores the kind of Leadership that still works when AI, disruption, and relentless pressure are reshaping the workplace. Host Tim Staton sits down with Andy Moye—author of From Bunker Hill to the Boardroom, former U.S. Naval Flight Officer, biotech executive, and founder/CEO in the cell and gene therapy space—to discuss Purpose Driven Leadership, Servant Leadership, adaptive intelligence, and the Business Mindset required to build organizations people trust. What is purpose driven leadership? Andy Moye explains that it is more than a mission statement or motivational slogan. Purpose Driven Leadership connects the organization’s mission to the personal motivations of its people, creating stronger commitment, better decision-making, and a more resilient Company Culture. This conversation also examines how purpose-driven leadership programs improve corporate culture by helping employees understand not only what they do, but why their contribution matters. Drawing on combat deployments, healthcare leadership, biotech, AI-driven precision medicine, and executive experience at organizations including Page and Tempus AI, Andy Moye shares practical Management Tips for leaders navigating uncertainty. He explains why vision alone is not enough, why toxic high performers may signal a deeper purpose-fit problem, and why real Business Growth depends on empowered teams rather than micromanagement. This episode answers questions leaders are asking now: What is adaptive leadership theory? What is adaptive leadership style? And how can adaptive leadership theory help executives, founders, and managers respond when the environment changes faster than the plan? Andy argues that effective leaders must fall in love with the problem—not a preferred solution—then create the conditions for teams to test, learn, adjust, and move forward. You’ll learn how to: Use Servant Leadership as a competitive advantage rather than a slogan Connect purpose-driven board leadership to day-to-day leadership decisions Apply lessons from the purpose driven leadership book, From Bunker Hill to the Boardroom Build Executive Presence without becoming distant, controlling, or performative Translate Military To Business leadership lessons into modern organizational practice Encourage fast learning through after-action reviews, postmortems, and productive failure Evaluate people by the quality of their judgment—not only by outcomes influenced by external factors Create psychological safety so bad news travels early, honestly, and with potential solutions Use AI to turn old proposals, lessons learned, and institutional knowledge into actionable insight Strengthen Professional Development, accountability, trust, and Company Culture across the organization From Revolutionary War roots and Vietnam to Iraq and the modern boardroom, From Bunker Hill To The Boardroom with Andy Moye shows that leadership fundamentals have not changed—even when the tools have. The best leaders clarify purpose, develop people, share information honestly, and give capable teams the freedom to execute. Whether you are a founder, executive, board member, frontline manager, veteran making the transition from Military To Business, or an emerging leader looking for practical Leadership and Management Tips, this episode offers a clear framework for leading with purpose, adaptability, accountability, and trust. Connect with Andy Moye LinkedIn: https://www.linkedin.com/in/andymoye/ Book: https://a.co/d/04SvnAXP Connect With Tim Website: timstatingtheobvious.com Professional Reading List: https://timstatingtheobvious.com/products Facebook: https://www.facebook.com/timstatingtheobvious YouTube: https://www.youtube.com/channel/UCHfDcITKUdniO8R3RP0lvdw Instagram: @TimStating TikTok: @timstatingtheobvious LinkedIn: https://www.linkedin.com/in/tim-staton-04b41a271/ SKOOL Community: https://www.skool.com/timstatingtheobvious-9537/about?ref=de9c7e65d8ba4eeabc1a8eea413c125b

August 21, 2026Episode 4238 min

Stop Chasing Outcomes with Erin Treacy

Stop Chasing Outcomes with Erin Treacy. Most leaders are obsessed with outcomes, KPIs, and hitting the next target, but that focus can quietly create problems inside the team. In Stop Chasing Outcomes with Erin Treacy, Tim Staton sits down with leadership coach and small business expert Erin Treacy to explore why better results often begin with better systems, stronger communication, and a healthier team culture. Raised in a small family owned business in the Appalachian mountains of West Virginia, Erin Treacy brings a unique combination of family business experience, restaurant leadership, journalism, and professional coaching. Her experience gives her a practical perspective on how to start a small family business, how to run a small family business, and how to sell a small family business while building the leadership systems necessary for long-term business growth. In this episode of Tim Stating The Obvious, Tim Staton and Erin Treacy examine what it really takes to lead people effectively in a small business. They discuss Leadership, Management Tips, Small Business, Team Culture, Employee Engagement, Effective Communication, Professional Development, Leadership Development, Workplace Efficiency, and Business Growth without relying on empty leadership clichés. Erin explains why leaders should stop chasing outcomes and start improving the systems that produce those outcomes. Like a sports coach focusing on the next play rather than obsessing over the final score, effective leaders can improve performance by examining daily processes, communication, workflows, and employee experiences. The conversation also explores why self-assessment is one of the most overlooked leadership skills. Instead of immediately blaming employees when something goes wrong, leaders need to examine their own communication, expectations, systems, and management practices. Erin explains why “message sent” does not necessarily mean “message received” and how better communication can prevent small problems from becoming expensive failures. Another major focus is leadership by walking around. Erin explains why getting out of the office, walking the floor, talking directly with employees, and asking better questions can reveal problems that never make it through layers of middle management. For small family businesses and growing companies, this type of face-to-face connection can strengthen trust, improve employee engagement, and create a healthier team culture. Tim and Erin also discuss the challenge of developing internal talent. Many small businesses make the mistake of promoting their best employee into management without providing the training necessary to become an effective leader. Erin explains why businesses should develop a talent pipeline, cross-train employees, and provide professional development before someone is placed in a leadership position. The episode also explores the difference between managing outcomes and building systems, how to improve communication so employees understand their roles, and why middle managers can sometimes become the biggest bottleneck to workplace efficiency. For anyone interested in small family business ideas, building a successful family business, improving leadership and management, developing employees, or creating a workplace culture where people want to work, this conversation offers practical lessons that can be applied immediately. Whether you own a small business, work in management, lead a family-owned company, or are preparing for your next leadership position, Stop Chasing Outcomes with Erin Treacy will challenge you to think differently about leadership, communication, employee development, and business growth. In This Episode Why leaders should focus on systems instead of obsessing over outcomes How self-assessment can improve leadership effectiveness Why effective communication requires listening, not just talking How leadership by walking around creates stronger employee engagement Why “message sent” does not always mean “message received” How small businesses can improve workplace efficiency Why promoting your best performer into management can backfire How to build an internal talent pipeline Why cross-training employees strengthens a small business How professional development supports leadership development The role of middle management in team culture How family-owned businesses can prepare for growth and transition Practical lessons for running and growing a small family business Key Topics Leadership | Management Tips | Small Business | Team Culture | Employee Engagement | Effective Communication | Professional Development | Leadership Development | Workplace Efficiency | Business Growth | Family Business | Small Business Leadership | Talent Development | Management | Business Systems About Erin Treacy Erin Treacy is a leadership and business coach from the Appalachian region of West Virginia. After growing up in a family business and owning multiple restaurants, Erin now helps everyday leaders build confidence, improve communication, develop emotional intelligence, and create stronger teams without burning out. Connect with Erin Treacy Website: https://erintreacycoaching.com/ LinkedIn: https://www.linkedin.com/in/erin-treacy Instagram: https://www.instagram.com/coacherintreacy/ Connect With Tim Website: timstatingtheobvious.com Professional Reading List: https://timstatingtheobvious.com/products Facebook: https://www.facebook.com/timstatingtheobvious YouTube: https://www.youtube.com/channel/UCHfDcITKUdniO8R3RP0lvdw Instagram: @TimStating TikTok: @timstatingtheobvious LinkedIn: https://www.linkedin.com/in/tim-staton-04b41a271/ SKOOL Community: https://www.skool.com/timstatingtheobvious-9537/about?ref=de9c7e65d8ba4eeabc1a8eea413c125b

August 12, 2026Episode 4139 min

Who Leads when AI Thinks with Adrian Wolfberg

Think AI is going to replace your leadership skills? Think again. Adrian Wolfberg explains why your ability to think, read, and frame problems is more vital than ever. Tim Staton breaks down the reality of leading through technological change without losing your human edge. We cover: How to talk to senior leaders about complex issues. The real impact of smartphone and AI over-dependence on your brain. Why “buying more AI” is often a trap. Practical advice for sharpening your critical thinking skills. Connect with Adrain Wolfberg Book: https://a.co/d/00frHXDO LinkedIn: https://www.linkedin.com/in/adrianwolfberg/ Connect With Tim Website: timstatingtheobvious.com Professional Reading List: https://timstatingtheobvious.com/products Facebook: https://www.facebook.com/timstatingtheobvious YouTube: https://www.youtube.com/channel/UCHfDcITKUdniO8R3RP0lvdw Instagram: @TimStating TikTok: @timstatingtheobvious LinkedIn: https://www.linkedin.com/in/tim-staton-04b41a271/ SKOOL Community: https://www.skool.com/timstatingtheobvious-9537/about?ref=de9c7e65d8ba4eeabc1a8eea413c125b

August 7, 2026Episode 4030 min

Profit Seeks Purpose with Harland Merriam

Profit Seeks Purpose with Harland Merriam In this episode of the podcast, Tim Staton sits down with Harland Merriam—pastor, entrepreneur, Army chaplain, real estate investor, and author of Profit Seeks Purpose—to explore what it really means to pursue success without losing sight of purpose. Harland shares how decades in ministry, the military, and business shaped his belief that faith and work are deeply connected. The conversation unpacks what is profit seeking, the profit seeking paradox, and why many high achievers still feel empty even after hitting big financial goals. Together they dig into strategies for increasing small business revenue while asking the harder question of should companies prioritize profit or purpose? and what seeking purpose in life looks like across different stages. Harland opens up about his journey from single-family deals into multifamily investing, offering practical insights on real estate profit and loss, profit in real estate, and the profit first for real estate investors approach that keeps cash flow and purpose aligned. You’ll also hear clear guidance on how to create a mastermind group and how to create a mastermind that actually works—built on trust, confidentiality, and mutual support—so leaders stop operating in isolation. The episode touches on the 4 pillars of profit and how they support a life where commercial success becomes a form of workplace ministry rather than an end in itself. Whether you’re early in your career, scaling a business, or thinking about purpose in later life, this conversation delivers practical wisdom on mentorship, community, and aligning profit with meaning. Listen in for a thoughtful discussion that shows how Profit Seeks Purpose with Harland Merriam can help you build both stronger numbers and a life that matters. Connect with Harland Merriam Book: https://a.co/d/0c24tgIW LinkedIn: https://www.linkedin.com/in/harlandmerriam/ Connect With Tim Website: timstatingtheobvious.com Facebook: https://www.facebook.com/timstatingtheobvious YouTube: https://www.youtube.com/channel/UCHfDcITKUdniO8R3RP0lvdw Instagram: @TimStating TikTok: @timstatingtheobvious LinkedIn: https://www.linkedin.com/in/tim-staton-04b41a271/ SKOOL Community: https://www.skool.com/timstatingtheobvious-9537/about?ref=de9c7e65d8ba4eeabc1a8eea413c125b

July 31, 2026Episode 3938 min

Why Best Hires Become Problems

discover the key characteristics of high performing teams and what makes high performing teams succeed. Chris Hallberg, a U.S. Army veteran and leadership development expert, explains how military leadeship, team management, and the Entrepreneurial Operating System (EOS) drive stronger business execution. Learn practical approaches to organizational culture, hiring strategies, talent curation, personnel management, and employee retention. This episode covers performance metrics, accountability standards, middle management alignment, command and control principles, veteran hiring, leadership training, management systems, business growth, workplace efficiency, corporate leadership, professional development, organizational design, business coaching, management styles, employee engagement, leadership principles, staffing solutions, and operational excellence. In this episode: Attributes of high performing teams and how to build high performing teams How military leadership translates into civilian business success Leading by example and the impact of frontline engagement on employee engagement Aligning middle management for better communication and business execution Culture curation and hiring for core wiring Tools for measuring performance and building elite teams Technology and visualization tools that improve team performance Navigating workforce commitment challenges Rigorous recruitment, staffing solutions, and firing fast to protect team excellence Leveraging veteran skills and military discipline in civilian organizations How high performing teams build trust and a practical high performing teams model Leadership and Execution Effective leadership requires moving beyond theory to consistent operational execution. Most businesses fail in the gap between strategy and daily implementation. Leaders must stay present, model the work ethic they expect, and demonstrate willingness to handle humble tasks. This sets a tone of mutual respect that becomes one of the core characteristics of high performing teams. Bridging the Management Gap A common problem is the disconnect between senior leadership and middle management. When executives announce changes without first aligning their managers, they weaken frontline authority and damage trust. Organizations perform best when they operate as one connected unit. Fully informing and empowering middle managers before initiatives launch prevents an “us vs. them” culture and supports the accountability standards that high performing teams need. Curating Elite Teams Talent acquisition works best as a deliberate curation process rather than a standard HR function. Most adults are already formed in character, so trying to fix uncommitted employees rarely succeeds. Focus instead on identifying people whose values and natural wiring match the team. This hiring approach prioritizes mission commitment over raw talent and strengthens long-term employee retention and organizational culture. Measurable Accountability Objective performance metrics and transparent scorecards remove guesswork. When results are visible, many team members self-correct without constant intervention. This method, drawn from military precision and systems like EOS, helps leaders quickly spot people in the wrong roles. It forms a practical high performing teams model that improves workplace efficiency and operational excellence while supporting sustained business growth. Connect Chris Hallberg: Linkedin: https://www.linkedin.com/in/chris-hallberg-01516315/?skipRedirect=true Website: https://bizsgt.com/ Connect With Tim Website: timstatingtheobvious.com Facebook: https://www.facebook.com/timstatingtheobvious YouTube: https://www.youtube.com/channel/UCHfDcITKUdniO8R3RP0lvdw Instagram: @TimStating TikTok: @timstatingtheobvious LinkedIn: https://www.linkedin.com/in/tim-staton-04b41a271/ SKOOL Community: https://www.skool.com/timstatingtheobvious-9537/about?ref=de9c7e65d8ba4eeabc1a8eea413c125b Substack: https://realtimstatingtheobvious.substack.com

July 24, 2026Episode 3831 min

How to Dominate Your First 90 Days as a New Leader

Mastering the First 90 Days for New Executives Mastering the First 90 Days as a new CEO or executive? In this episode of the Health Search Partners podcast, Neil Marshall and Kurt Mosley break down proven strategies from the first 90 days book and real-world leadership experience. Whether you're searching for the best books on the first 90 days as a CEO, how to build a 90-day plan for new CEOs at tech startups, or a practical first 90 days summary for a first 90 days new job, this conversation delivers actionable insights. Discover how to navigate organizational culture and leadership, understand what organizational culture really means, explore organizational culture types, dive into organizational culture theory, and answer the big question: can organizational culture be managed? Learn to secure small wins (with inspiring small wins quotes), execute powerful symbolic acts, and build credibility fast. Main Topics Covered: Importance of the first 90 days for organizational impact Listening, learning, and earning trust as key leadership skills Powerful symbolic acts that build credibility rapidly Negotiating quick wins and meaningful actions upfront (small wins quotes) Recognizing and navigating organizational politics The significance of behavior and presentation in leadership success Strategies to foster team cohesion and avoid premature change Organizational culture and leadership — how to assess and influence it without rushing Building your personal 90-day plan while respecting existing organizational culture types The Importance of the First 90 Days The initial 90-day window is a critical period for any new executive to build credibility and establish the foundation for their tenure. Neil Marshall and Kurt Mosley explain that this timeframe is the sweet spot for creating a positive first impression. Rather than rushing into formal strategic planning, effective leaders focus on listening, learning the organizational culture, and earning the trust of their people. Symbolic Acts and Quick Wins Symbolic actions serve as powerful tools for signaling a new leadership approach. Examples include a CEO spending nights in hospital resident dorms to understand staff conditions. These visible, practical gestures often carry more weight than formal communications. Negotiate resources for quick wins during the hiring process so you can deliver immediate value. Active Listening and Gaining Traction Kurt Mosley shares the “25-50-25 rule” — identify supporters, detractors, and the neutral majority, then focus on winning over the middle 50%. Go to employees’ workspaces, ask what success looks like to them, and synthesize feedback into actionable themes. Avoiding Common Pitfalls Don’t move too fast on personnel changes. Ensure your behavior aligns with your stated values (“audio matches video”). Leaders must be quick to learn and observe but slow to impose their will until they’ve earned the right. Whether you’re a new CEO in tech, healthcare, or any industry, this first 90 days summary equips you with the tools to succeed. If you’re looking for the best books on the first 90 days as a CEO (including Michael Watkins’ classic The First 90 Days), this episode brings the principles to life with real executive stories. Connect with Guests: Neill Marshall LinkedIn: https://www.linkedin.com/in/neillmarshall/ Kurt Mosley LinkedIn: https://www.linkedin.com/in/kurt-mosley-01893212 Connect With Tim Website: timstatingtheobvious.com Facebook: https://www.facebook.com/timstatingtheobvious YouTube: https://www.youtube.com/channel/UCHfDcITKUdniO8R3RP0lvdw Instagram: @TimStating TikTok: @timstatingtheobvious LinkedIn: https://www.linkedin.com/in/tim-staton-04b41a271/ SKOOL Community: https://www.skool.com/timstatingtheobvious-9537/about?ref=de9c7e65d8ba4eeabc1a8eea413c125b