Episode Transcript
[00:00:00] Speaker A: Foreign.
[00:00:06] Speaker B: Leaders.
[00:00:06] Speaker A: Do you know what this bell is about?
It is our wake up call. The world is changing.
AI revolution is upon us.
Technological complexity is increasing day by day. Anxiety, stress, burnout. That's becoming the language of the day.
So how are we going to get away from that? What are we going to do?
You're at the right place in this show. A Superconscious leader. We're going to go beyond the ordinary. We're going to give you practical solutions which will not only allow you to survive through this phase, but also thrive and be one of the best leaders there is.
So join me every Saturday at 3pm on Now Media TV for a Super conscious leader.
[00:01:10] Speaker B: Welcome to A Super Conscious Leader. I am Dr. Adil Dalal. You're watching Now Media Television.
[00:01:19] Speaker A: Welcome to A Superconscious Leader where we explore what it takes to lead with wisdom, vision and purpose.
I'm your host, Dr. Adil Dalal. Today's guest is Ryan Herpin, the co founder and managing partner of Impact Strategies Consulting.
Ryan has helped business leaders across industries master the art of operational excellence, drive profitability and create cultures where people thrive. He's a seasoned advisor in strategic planning, leadership and employee engagement.
And he's deeply passionate about building strong leadership teams rooted in service and invasion.
Today we're digging into the real foundation of of leadership. Not titles, but influence, growth and connection.
Ryan, welcome to A Superconscious Leader.
Let's begin with a fundamental question.
What is true leadership really about?
[00:02:30] Speaker C: True leadership is such a big topic. I'm so glad to talk about this with you today.
[00:02:36] Speaker A: So, so we'll be really diving deeper into that understanding of what leadership is and going beyond. So today, Ryan, as you know, the problems facing many in the audience is that leadership is often mistaken for authority, power, control.
But without vision, trust and humility, leaders fail to inspire lasting results.
So here is a key question. What is your personal definition of leadership? Ryan?
[00:03:09] Speaker C: Well, I could sum it up in one word and then I'll elaborate on that. I would say servitude.
The way I define a true leader is a servant of the many. So really a way to elaborate on that is leadership is the ability to influence others towards a shared vision through consistency, action, integrity and service. You know, it's not about titles or control. It's about taking responsibility for outcomes and lifting up others.
[00:03:42] Speaker A: Excellent. So Ryan, to follow up on that, you know, servant leadership has been used and misused a lot.
How do you really, you know, because the leader needs to lead from the front and service seems to be from behind? How do you make that connection of service versus, you know, leading from the front?
[00:04:06] Speaker C: You see, I think they're all one of the same. I think serving your team is leading by example. I think paving the way for them to walk an easier route, to not stumble or fall, but to guide them in the steps that you've already taken. I think that is servitude. I think it's the highest form of servitude. Putting yourself in front of the fire, walking the hard roads, climbing the hardest mountains to then help those around you do the same thing, but with less of a struggle. Right. I think those are one of the same things.
[00:04:38] Speaker A: I love your answer, Ryan. Thank you so much for elaborating on that and I truly, truly agree with you.
So what are the most important qualities that separate a good leader from a great one?
[00:04:53] Speaker C: I would have to say that's such a good question and a lot of people might not enjoy this one, but self awareness, consistency and most of all, humility.
A good leader knows where they're going. A great leader knows how to take others with them.
And really it's about being able to adapt, overcome and keep your ego in check while, while doing it. Those are the most important qualities that I, I can truly think of.
[00:05:21] Speaker A: Excellent. And, and you see that a leader versus a manager. A leader you know, usually will have to break some rules. What are your thoughts on breaking rules?
[00:05:37] Speaker C: This is such a great question.
It's funny because I've been in so many situations where I had to go outside of the bounds of what, you know, HR might agree with and other things. But there is no cookie cutter way of being. Yes, it really isn't. It's a matter of putting this is about the best way. My mentor explained it to me because he said sometimes you're going to have to do things other might, others might not agree with when it comes to leading teams successfully. And it's, it's doing what's necessary for your team to thrive. Sometimes that's having a hard conversation and putting it in a way that people might not like. Sometimes it's offensive, sometimes it's, it's hard, sometimes it's against the grain. But rules are there to give us structure. I don't think rules are always completely definitive when it comes to the betterment of those around you.
[00:06:30] Speaker A: Very true, Very well said, Very well said. And, and growth usually happens when you're a little uncomfortable, so.
Correct. Great. Thanks. Ryan.
How do you lead people who have a different personalities or motivations than a leader has or, you know, how would you differentiate that?
[00:06:53] Speaker C: This one is one of the biggest questions a lot of my clients really struggle with. And because you know, you can't manage your lead one way, one way doesn't work for everyone. But you've got to listen first.
That's the truth. And people want to be seen, they want to be valued. You can't lead everyone the same way. You lead people in a way that they respond to best. Great example, great example. My mentor, when he was my boss, leading me before I took over his massive company at the time, I respond really, really well to being yelled at. I couldn't tell you why. Maybe it's. I grew up in wrestling and sports and my father was real serious about raising men, not boys.
I respond well to being yelled at. If you can make me mad at me, I'll move mountains.
Other times, you know, there's, I've seen him work with other people where you've got to kind of beat around the bush and be kind of soft in your delivery because that's what works for them. It's not one size fits all. It's objective based. If our objective is your improvement, your betterment, your success as a leader, it's my responsibility to understand how you work so that I can say the things in the right way to get you where you need to go.
[00:08:09] Speaker A: Excellent. And this is so important in the current generation shift. Would you agree?
Knowing the person, knowing an individual, without that we're, you know, leadership is a, is a losing game. Would you agree?
[00:08:24] Speaker C: Most definitely. With the newer generations, communication has changed the.
[00:08:28] Speaker A: Yeah.
[00:08:28] Speaker C: You know, the approach has changed. The way that the societal structure really is, is not what it was in the 70s, 80s, 90s, early 2. It's just not the same. So if you don't adapt, you'll become obsolete. It's just the reality.
[00:08:44] Speaker A: Very true. So, you know, individual understanding, an individual is so important for a, a leader. No matter what size of a team you lead, if you don't understand them, as you said, you know, you'll get motivated by shouting. Some of them may be going into a corner sobbing if you do the same thing. Correct. So we have to be very mindful of each individual. So thank you.
Ryan, what early leadership lessons shaped who you are today? That's a very, you know, this is such a wonderful question, I think especially allows you.
[00:09:19] Speaker C: It's a very humbling one.
This is, this is something that's very, very true. I don't have a collegiate background, tell you the truth. I put myself through trade school I come from the bottom end of the lower class. So the truth is I started as a welder and I learned early on people don't follow because of a title. They follow someone who shows up, outworks the odds and keeps their mind straight in a world that gets really, really hard.
And that's what really stuck with me. It's not about what your title is or where you come from. It's about being willing to lead by example, do what's hard and show others they can do it too.
[00:10:00] Speaker A: Love it. Love it. I think, you know, I've seen great leaders even on the shop floor, right? They, they when a leader is taken up from the shop floor, I feel they do really great for the organization because they've seen it all, they've actually done it and really changes the culture of an organization. So I respect that Ryan, that hands on is so important right now.
So thank you.
In your opinion, can anyone become a great leader or is it something you are born with? I get asked this question every time but so I want to know from you is what are your thoughts on it?
[00:10:44] Speaker C: Anyone can become a great leader. Sometimes people are born with the mentality of a leader, but to tell you the truth, most people aren't you. It's something you have to become and you become it by radical self discipline and a willingness to grow. And honestly, the most important part is having a servant's heart. A true leader over a boss is someone who cares deeply about those around them. It's an enlightened self interest.
It's if you win, I win.
If you succeed, I succeed. And truth is, leadership is earned. It's not given. You can be given a title to become the boss, but to be the leader, it is earned.
[00:11:30] Speaker A: Yes, very true and very well said. And uh, you know, I truly believe that every human being needs to be a leader. They are a leader of their career, their family, you know, whatever they do, if they do not lead, you know, they will become a follower in, you know, someone else's story.
So you need to be the star of your own show, otherwise you will be a, you know, character in someone else's story. So very true.
It's a fantastic segment. Ryan, you're awesome and thank you for being here. Folks. Don't go anywhere. We'll be back with segment two which will be much more engaging, going deeper into the super conscious leader.
Thank you.
[00:12:29] Speaker B: Stay tuned. We'll be right back.
Imagine partnering with a firm that fuses lean precision with AI foresight, turning every process into a profit engine built on the foundation of operational excellence.
Hi, I am Dr. Adil Dalal, founder and CEO of Pinnacle Project Process Solutions.
For 20 years, we have empowered over 9,500 leaders across 25 industries and 5 continents and delivered savings from a million dollars to 39 million dollars via rapid transformations using AI digital tools, lean agile and six sigma technologies.
Through our award winning workshops, lean AI frameworks and human centric coaching, we elevate culture, eliminate waste and ignite sustainable operational excellence.
Elevate your people, accelerate your performance.
Visit pinnacleprocess.com and reach your pinnacle today.
[00:13:45] Speaker A: Foreign.
[00:13:51] Speaker B: We'Re back. Let's continue this powerful conversation.
[00:13:56] Speaker A: We're back with Ryan Herpin, a business consultant and leadership advisor who helps companies navigate complexity while staying anchored in true values. Ryan has firsthand what separates great leaders from average ones. And often it shows up most clearly during adversity. This segment is all about leading. When the pressure is high, the results are uncertain and your legacy is on the line.
The problem facing many in the audience is that leadership often looks great when things are smooth.
But when real test comes up, when plans fail, teams are stretched and doubt creeps in, what happens?
So Ryan, can you kindly share a time you had to lead through a major setback or a challenge?
[00:14:55] Speaker C: Absolutely. You know, the biggest one that comes to mind that's just so readily available is a long time ago when I stepped into a senior operations role in a very big manufacturing position company. The company was, it was struggling quite a bit, they were growing, but it was very, very hard fought struggle and people were burnt out, morale was low, systems were broken, there were more fires to put out than you can imagine. But in that time, as I had the opportunity to be the leader that the team selected, I led by example.
I had to rebuild trust and I had to make some really hard decisions, but it turned everything around. But being consistent in doing those things and being a leader to face the problems head on and show the way eventually turned into the business selling for 33 times even.
That's what you call a unicorn sale, right? That's that right. There is a great example of what can come from those setbacks, those challenges. If you stay consistent, disciplined, focused and have faith in yourself, anything can happen.
[00:16:06] Speaker A: What an excellent example. And you know, ships are not meant to be put in the docks, right? They are meant for the rough seas. And that's what leadership is about, is unless you are pushed, you will not know your limits. Unless you are challenged, you are not going to know what you are capable of.
So it is such an important I believe all leaders should embrace challenges, you know, not try to escape from them. So thank you, Ryan. Great, great, you know, case study, and a great way to tell our audience that you need to keep going.
So what does resilience look like in leadership?
[00:16:50] Speaker C: For me, resilience looks like showing up on the hard days with the same fire, same energy, same focus, same vision as you do on the easy days. It's staying steady when everyone else is shaking.
Resilience sometimes has to be. You ever heard the term fake it till you make it? Well, resilience is a lot like that at times when all hell is breaking loose, there's fires everywhere and there's troubled seas. It's your job as a leader, a resilient leader, to show up, stand firm, and be the foundation for the team to stand on. Although things may be shaking, you don't have to.
You stand in the wind, you point forward, and you move. That, to me, is what resilience really means as a leader.
[00:17:36] Speaker A: Excellent. That is, you know, and this is the true metal. Right. When a leadership, you know, if you get shaken as a leader, followers get shaken too, and nobody follows.
So showing that resilience in, you know, even in. In. In the face of all challenges is, I think. And Ryan, you. You've come through the hard way, so you've seen it all. So thank you for sharing that.
[00:18:04] Speaker C: There's actually a quote that I. I want to share along.
[00:18:06] Speaker A: Yeah, please. I love quotes. So go ahead.
[00:18:08] Speaker C: From Dr. Miles Monroe, somebody I've. I've paid attention to for years, said something right along these lines that I found to be extremely true. He said, an army of sheep led by a lion will always defeat an army of lions led by the sheep.
Now, if you don't dig too logically into this and you. And you take a step back and listen to the metaphorical power that's there. There's a lot of truth in that. The leader defines the strength of the team.
[00:18:38] Speaker A: Yeah, very true. And I totally believe what you've seen. It's excellent quote and a great way to kind of answer this question succinctly.
How do you stay grounded when the pressure is super high?
[00:18:58] Speaker C: This is more of a personal thing, but the truth is, for me, I rely heavily, number one, first and foremost, on my faith.
That is my.
That is my foundation. Right. But I also lean on my discipline. My discipline has carried me through many, many things. You see, people like to think willpower is the way to. To get through life, get through hard stuff, but really, discipline is there. When willpower fades. Discipline shows up when willpower is tired and left at the door. Right. But to maintain that discipline at all times requires a whole heck of a lot of faith in yourself. And whatever it is you believe in, it's whatever carries you through is what works. But for me, having that faith that everything is going to work out and that I'm doing this for a much bigger cause, that carries me through. Knowing that there's somebody out there that is looking to me with hope, yes, that carries me through.
[00:19:58] Speaker A: That is so. That is so profound. And you mentioned faith today. Faith, spirituality, all of these things get confused in a corporation.
How do you see, you know, those aspects coming into corporations today? Do you see them very openly discussed or kind of under the, you know, radar?
[00:20:24] Speaker C: From my experience, it has been a taboo in business, and I understand why. Not everyone shares the same beliefs, not everyone shares the same type of faiths and disciplines. I understand that. But the truth is, I think it's not talked about enough.
As a consultant, when I'm working with teams and business owners, entrepreneurs and incredible personalities, I talk about myself. Faith, not to preach to others, but to share where I get some of my profound disciplines and fire and vigor from. Because if I can find that from something, anyone can find that from something. For me, it happens to be my faith. So I think it's not talked about enough. It is a taboo in the business.
It shouldn't be as long as we're not forcing beliefs and religions and things down people's throats.
[00:21:16] Speaker A: Very true.
[00:21:16] Speaker C: It should be something talked about, because open dialogue on the deeper things builds camaraderie, trust, relationships, and knowing you've got somebody standing to your right and to your left that has a shield that's willing to hold it up for you.
[00:21:30] Speaker A: Very true, very true. It's almost like an anchor, right? In rough seas, it acts as an anchor. So thanks for sharing that.
Ryan, what role does vulnerability play in leadership?
[00:21:47] Speaker C: Pretty big role, if you ask me. Vulnerability ultimately builds trust. It reminds the people that you lead that you're human, too. You make mistakes, too. You know, it creates space for authenticity, connection, and growth.
You know, a lot of people think of the idea of a leader as someone who's always hardcore firm, never shades it. Yes, you want to stand firm and you want to stand strong when others are shaken. But you've got to show some vulnerability as well. Otherwise people stop seeing you as someone they can confide in, they can trust, they can relate to. You've got to be relatable. And vulnerability is very relatable.
[00:22:27] Speaker A: Very true. And it's a human quality, right? It's very human.
Thank you for sharing.
And final question for this segment is how can leaders protect their teams from burnout without compromising the results?
[00:22:44] Speaker C: This has been one of the hardest struggles of my career, but I think I've cracked the code and it's working for me now.
Number one most important thing is leading by example.
If your team sees that you maintain the standards and expectations you place on them, they're less likely to get burnt out and be less likely to be, you know, feeling down about it and just overwhelmed. Right. So I don't glorify hustle for hustle sake. I keep focus on clarity, priorities, and working smarter.
When you lead with vision and purpose, the work becomes meaningful, not exhausting.
So purpose plays a really big part of it as well. You've got a lead by example with purpose.
[00:23:37] Speaker A: Wow.
Very profound and so true. I do lean consulting, and whenever I do a tool called 5S is reorganizing the area.
And if there's anything on the floor, I tell a leader.
I said, if you walk past that piece of paper without picking it up and putting it into the bin, 5s will fail in your area. Lean will fail, will not work for you. So leading by example and purpose is the key to a good leader.
So very well said, Ryan. Thank you very much.
So, Ryan, that was incredibly insightful. For our viewers who want to connect with your work, coaching or upcoming events, where can they find you online or social media?
[00:24:26] Speaker C: Easy, easy way to find me is through my website, my LinkedIn. I'm starting to roll out a whole lot of social media and different things, but you can contact me many, many different ways. I make sure my phone number and my email are readily available to the masses. You go to any one of those places, you're gonna find it. You'll connect with my team and any everything flows through me at some point. I'm always open to conversations and I do offer free consultations.
[00:24:51] Speaker A: Great.
Don't go anywhere. We'll be back with Ryan Herpin to go deeper into what a super conscious leader needs to become. Thank you very much.
[00:25:15] Speaker B: Stay tuned. We'll be right back.
Imagine partnering with a firm that fuses lean precision with AI foresight, turning every process into a profit engine built on the foundation of operational excellence.
Hi, I am Dr. Adil Dalal, founder and CEO of Pinnacle Process Solutions.
For 20 years, we have empowered over 9,500 leaders across 25 industries and 5 continents and delivered savings from a million dollars to 39 million dollars via rapid transformations using AI digital tools, lean agile and six sigma technologies.
Through our award winning workshops, lean AI frameworks and human Centric coaching, we elevate culture, eliminate waste and ignite sustainable operational excellence.
Elevate your people, accelerate your performance.
Visit pinnacleprocess.com and reach your pinnacle today.
And we're back. Let's continue this powerful conversation.
[00:26:41] Speaker A: We're back with Ryan Herpin, a strategic planner and culture builder who works with organizations to create high performance teams rooted in trust, alignment and shared mission.
So far, we've unpacked the mindset of great leaders, but now we shift to the people around them.
Because even the strongest leader can succeed alone.
The problem facing many in the audience is that every company wants strong teams. They often struggle with misalignment, broken trust, or confusion around roles and accountability.
So Ryan, what's your approach to building a strong, unified team?
[00:27:29] Speaker C: Three very simple words. Clarity, accountability and trust.
Everyone needs to know where they're going, what their role is and that their leader really has their.
It's easier said than done, but it is quite simple. If you can maintain clarity, accountability and trust, the team tends to work much, much better together and in the same direction.
[00:27:57] Speaker A: Excellent.
So audience Dr. Ryan says cat.
Correct. Clarity, accountability and trust.
[00:28:05] Speaker C: Cat, that's a good way to put that.
[00:28:07] Speaker A: I'm happy to use that movable way to remember that.
Thank you. Ryan, how do you handle toxic behavior or broken trust within a team?
[00:28:20] Speaker C: This one has, has caused some discussion in many situations for me, but for me it's, it's direct.
You got to handle it directly and compassionately. You can't let toxicity linger. It infects the culture and it quickly. You know, if you don't address it quickly, it can really mess up the focus and of the whole team. So really you've got to focus on resolution, not punishment. That's, that's probably one of the most important parts of it. If you're focused on punishment, you're going to create a fear and potentially make that toxicity grow in others.
So it's got to be focus on resolution, not punishment.
[00:29:01] Speaker A: No, excellent point. And you know, as leaders, sometimes we wait too long to do that and that, you know, it's like put a rotten fruit next to a good one.
You're going to see that spread very quickly. So resolving that is so important. And you know, I've made the mistake of waiting sometimes too long and it has, you know, I had to. The steps we had to take are much deeper and much more rather than if you were to do it in time. So very, very well said, Ryan. Thank you.
What are some of the most common mistakes leaders make when trying to motivate others within the team or within an organization?
[00:29:49] Speaker C: I've got two that are pretty, pretty important. Number one, one of the biggest mistakes when trying to motivate others is not abiding by the same standard and expectations as you place on your team. That is a huge, huge mistake. That pretty much eliminates all trust that could possibly be there because they see hypocrisy. 2nd 2nd Most biggest mistake I see is trying to motivate out of fear, pressure and micromanagement. People don't thrive under a microscope. They thrive when they feel safe, challenged and seen.
So got to get away from not holding the same standard you set for your team and you've got to stay away from managing and motivating out of fear. That's huge, huge problem.
[00:30:39] Speaker A: Very true. Are you a fan of Zig Ziglar?
[00:30:42] Speaker C: Most definitely.
[00:30:45] Speaker A: Zig Ziglar was once asked by one of the audience members, he was talking about motivation and he said, but we have to keep motivating every day. He says, so every day you have to take a bath.
It's similar to that, right?
Things happen and you have to get rid of the toxicity and the other things which are happening just like you take bath on a daily basis. Motivation is a continuous process. Leaders cannot just say, hey, I motivated someone three months ago, how come they're not working?
[00:31:21] Speaker C: So I like to tie to the gym. Going to the gym.
[00:31:24] Speaker A: Yes, very true.
[00:31:25] Speaker C: Exercise.
You can't expect to work out for a day, two days, three days to see results.
And then you can't expect to stop working out after so long and maintain those results. It's gotta be a consistent effort and over time it becomes more automatic and second nature. But it's just like with anything, if you don't apply the consistent small self disciplines over time, you won't see the compounding effect.
[00:31:47] Speaker A: Excellent, excellent point. And this is so critical. You know, motivating people and bringing them in alignment to your mission and to the core values is, I think, the foundation of leadership. And that will never go away.
So great. Thank you. Ryan. How do you balance being approachable and also being in charge?
[00:32:11] Speaker C: For me, what has worked and what has worked for the my clients is when we start really managing and just kind of working out of consistency and communication.
I lead with an open door, but I also set really clear expectations. Respect doesn't come from fear. It comes from being fair and firm.
So fair Being the key word there. If you have favorites, if you segregate in any kind of way, in any sense at all, it just won't work. So it's got to be consistent with clear communication. You've got to be fair, you've got to be firm and have clear expectations.
That develops respect rather than very true.
[00:32:54] Speaker A: Are there any times in your career where you've made a mistake in this area?
[00:33:00] Speaker C: Most definitely.
When I was transitioning from a welder to a supervisor of a production department, I was very young. I'd never been a leader before. I was responsible for 12 guys that were all old enough to be my parents.
Well, I helped grow that department to 32 employees. We doubled the size of that part of the shop. We increased production by 115%.
But there came a point where we no longer needed overtime. The efficiency, the effectiveness significantly changed with the increased production came less overtime. So the team wanted to lay down so they could get more overtime. And I didn't know how to fix that. So at the time, being the younger version of me, I tried to rule with an iron fist. I became a tyrant, tried to lead out of fear, tried to coerce everyone to listen and to work harder. And it ended up getting me knocked down every peg possible in that business. I had to be humbled to then learn what it really meant to be a leader. And that was to serve.
From there, I ended up growing to take over the company completely.
[00:34:05] Speaker A: Wow, that is. That is so cool. And I think those lessons you learn early on are much better than if you learn them later. So yes, I. I've found that to be very helpful in my career too. So. Excellent final question for you, Ryan for this segment. What systems or habits help maintain team alignment over a period of time?
[00:34:29] Speaker C: Regular check ins, clear goals and an open dialogue.
Alignment isn't a one time thing. It's a rhythm of reinforcing the mission and adjusting together.
Open dialogue has been huge for maintaining alignment and also getting team buy in and investment to the bigger goals and missions. If you open up the floor to everyone's opinion and take it seriously now everyone feels heard, they feel valued, they feel seen. And now they feel like they can invest in the mission because they play an important role.
Regular check ins, clear goals and open dialogue.
[00:35:11] Speaker A: So basically you're saying communication, right? The communication is the key to alignment.
You can never over communicate.
Correct. It is part of what a leader.
It has to be something a day. The days does that, you know, you can't be in your office closing the door and not being out there amongst the people. So very true.
So Ryan, this has been such an amazing segment.
You're an amazing guest, you know, would love to kind of go deeper into the final segment.
So everyone please do not go anywhere. Just hold on.
Ryan Herpin, the superconscious leader will be right back. Thank you.
[00:36:07] Speaker B: Stay tuned. We'll be right back.
Imagine partnering with a firm that future uses lean precision with AI foresight, turning every process into a profit engine built on the foundation of operational excellence.
Hi, I am Dr. Adil Dalal, founder and CEO of Pinnacle Process Solutions.
For 20 years we have empowered over 9,500 leaders across 25 industries and 5 continents and delivered savings from $1 million to $39 million via rapid transformations using AI digital tools, Lean Agile and Six Sigma technologies.
Through our award winning workshops, Lean AI frameworks and human centric coaching, we elevate culture, eliminate waste and ignite sustainable operational excellence.
Elevate your people, accelerate your performance.
Visit pinnacle process.com and reach your pinnacle today.
And we're back. Let's come continue this powerful conversation.
[00:37:34] Speaker A: Welcome back to a Superconscious Leader.
Loving what you're watching.
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As we wrap up, we're bringing back Ryan Herpin for one final conversation, one that goes beyond the titles and strategies. Because conscious leadership isn't just about building companies. It's about building character, leaving a legacy and doing the inner work. If you're a leader who wants to grow on every level, this is the segment for you.
The problem facing many in the audience is that they chase external success while ignoring the internal struggles. And they rarely stop to think about the kind of legacy they're building.
How do you stay committed to growing as a leader?
[00:39:12] Speaker C: Three very, very important things I read or study.
I have a lot of self reflection and then I surround myself with the right people that challenge me and hold me accountable to my goals.
Truth is, growth is uncomfortable. So you have to get comfortable being uncomfortable. So there's a, in one of my keynotes, a Little bumper sticker. I like to say, to sum this up in a very important way. If you do what's hard, life will become easier. If you do what's easy, life will become harder.
So the hard thing is staying committed to that growth as a leader. And it really boils down to you've got to be a consistent learner, you've got to study, you've got to be willing to grow, you've got to reflect, look at yourself honestly with an unbiased lens and analyze who you are, what you're doing, and if you're in alignment with your own goals and purposes. And then surround yourself with people that are going to build you up and not tear you down. Something Jim Rohn said, the people around you can quickly become an anchor, stable that drags you down, or they can be the wings that lift you up. And that's so, so true.
[00:40:24] Speaker A: Very true. And I think when it comes to growth, Ryan, I. What I've seen is people think, oh, this is impossible. Right? It's the. This mission is impossible.
And obviously Tom Cruise has proven that wrong. But you know, what we need to understand is the impossible. The word itself says I Impossible.
[00:40:49] Speaker C: Yes.
[00:40:50] Speaker A: If you break it down. And I don't know if you are familiar with Art Burke. He was an amazing keynote speaker.
He was a paraplegic and he would, you know, we both shared the stage at one point, but he is no more with us. But his words are ringing in my ear every time he says the impossible just takes a little longer.
That is the truth to growth is don't think anything. Don't put limits on yourself.
Growth is about pushing beyond those limits. And I think, you know, you've summed it up very well.
You know, you need to keep going on this. So thank you. Appreciate it.
What's one internal battle most leaders don't talk about but need to face?
[00:41:39] Speaker C: Instead of one, I'm going to give you two. And the first one is a really, really hard one for people to take in. This one, a lot of people like to avoid it.
And that's the problem of itself.
A lot of leaders feel guilt, shame, and worry over the fact that they're not doing everything they're capable of doing. They're not putting in the hard work all the time. Sometimes they're taking it easy.
That's an internal battle a lot of leaders face where their expectations, the expectations they put on their team, they're not living up to them.
[00:42:10] Speaker A: Right.
[00:42:11] Speaker C: They're not leading by example. And for any real leader that inspires Guilt, worry, and shame. Second, and this one is pretty profound. I'm actually writing a book that contains a lot about this, and it's imposter syndrome.
Even seasonal leaders can feel unworthy of the position they're in. The key is to ignore it, but to confront it. You know, it's not to ignore it, but to confront it and show up anyway. Right? You've. You've got to live in the reality that the enemy is your mind. You're your biggest enemy. You're going to convince yourself you're not worthy or capable or the right person for this.
Truth is, you can be anything you decide to be. You just have to confront it and decide to move forward when the inner voice is telling you not to.
[00:43:00] Speaker A: Yeah. And. And Ryan, you've lived this. You've lived this.
So I'm really, you know, you're speaking from experience and truly appreciate that. And the imposter syndrome versus fake it till you make it. What's the difference between those two?
[00:43:18] Speaker C: This is such a good question. I've got. I've got to just bring that up. This is such a deep, thoughtful question, and it's such an important one. Fake it till you make it is rooted in a very norm of hypocrisy. Right. I believe we are all hypocrites, every one of us. No one is free from hypocrisy. But fake it till you make it is embracing and using the. The fact. Using hypocrisy in a negative way. Whereas imposter syndrome, I think it's saying I am before I ever was. It's believing I am this person. I am the owner of this business. I am a successful leader. I am a successful speaker before I ever was, that is combating imposter syndrome. I'm speaking identity over myself, of who I know I can be, and slowly I become that. But faking it till you make it just makes you bigger and bigger hypocrite. And at that point, fake it till you make it. You're just kind of shooting off in any direction, hoping something sticks or hits.
Imposter syndrome is what you really encounter when you say something out loud and push to actually achieve it and become it.
[00:44:29] Speaker A: What a profound answer. Thank you, Ryan. Appreciate it for, you know, clearing that up for the audience.
Okay, this next question is very important to me because I'm an author of A Legacy Driven Life, and, you know, I believe that legacy is something what leaders need to do.
So, Ryan, what is your personal mission or legacy as a leader?
[00:44:54] Speaker C: First and foremost, is to Make a big enough positive impact that that positive impact is remembered for generations after I'm gone. But to break that down, my mission, my purpose in life that I believe I am here for is to help people become who they were created to be, who they were meant to be.
To become. That is a choice. It's not given. It is earned. Just like leadership.
My mission in life is to help people become that person that they were meant to be.
[00:45:29] Speaker A: Fantastic. And that's, you know, exploring the potential of people looking.
And I think that is the true idea of a legacy. Would you agree that it is beyond yourself?
Purpose is for yourself, legacy is for others.
[00:45:47] Speaker C: Yes.
[00:45:47] Speaker A: And that is such a.
Such a important differentiation you need to make. So fantastic. Thank you. Ryan, how does faith, purpose, or belief shape the way you lead? And we've discussed a little bit about it, but this is a very, very important question for a lot of leaders.
[00:46:07] Speaker C: For me, and I can only speak on my experience because, you know, like I said before, belief and faith and religion, all this plays important roles in people's lives in different ways. For me, it's the foundation. You see, I believe God created me to be a leader for leaders.
I believe this not because I have some righteous disposition. No.
I believe this because I have felt a presence call me to this. Do I feel worthy of it all the time? No. I fight imposter syndrome as well. But I just believe that I am here to help some people become that person they were meant to be.
And ultimately, I believe I'm called to lead through servitude. It's not to lead from a position of authority or power. It's to lead from a position of, I'm going to give you everything I can and expect nothing in return. Because I believe the reciprocity is automatic.
It will happen one way or the other. Universe just works that way.
[00:47:09] Speaker A: Fantastic. Really, truly, very insightful. Thank you very much.
So, Ryan, as we come to, you know, towards the close of this, I. We could be talking for hours, but we finally, you know, something. Everything has to come to a close.
So if you could give one final message to the next generation of leaders, what would that be?
[00:47:32] Speaker C: Good question.
Don't chase titles. Chase transformation.
Success isn't given, it's earned daily.
So show up, do the hard work, stay humble enough, and keep going.
[00:47:50] Speaker A: Wow. Very true. Right? This is.
You know, parents say that, but they don't listen to parents. Kids, you know, we need to.
We need to kind of, you know, that the keep going is such an important and a lot of days you don't feel like getting out of bed, but you have to keep going. You have to get out and, and play the game and things improve. So correct. And then, you know, I think that's such a powerful message for our youngsters as well as for anyone. Right. Sometimes leaders face those days too.
They feel down and, and keep going is such a powerful message. Thank you.
So Ryan, this final segment was amazingly powerful for our viewers who want to learn more, follow your work or connect with you. Where would they go online or through social media to find you?
[00:48:43] Speaker C: Yep, you can find me at my website, impactstrategyc.com you can go to my LinkedIn which is under my name, Ryan Herpin. There's a lot of ways you can find me and my social media is starting to really roll out, especially as I have two books that are going to be published here very soon.
[00:48:58] Speaker A: Thanks.
[00:48:58] Speaker C: I've already co authored one with some people that I've looked up to for years and that's also available out there. But my website, LinkedIn, easiest ways to find me.
[00:49:07] Speaker A: Fantastic.
Ryan, thank you for joining us today on a superconscious Leader. Your insights into resilience, team building, conscious leadership and legacy have sparked a deep and valuable conversation to our audience. Remember this leadership is not about position.
It is a daily decision. Is choosing growth over ego, service over status, and impact over image. If something you heard today inspired you, take action.
Start with one conversation, one choice and one mindset.
I am Dr. Adil Dalal and it was a pleasure having you on a superconscious Leader. This is awakening, leading wisely, living fully and leaving a legacy worth remembering. Thank you. Join us every week on Saturday at 3pm Central on Now Media TV. For a super conscious leader, thank it.
