The One Basic Secret of Building Your Leadership Tribe | Leah Dean


Bestselling author Leah Dean wants to make you a better leader, starting with the tribe you build around yourself. The CEO and Founder of Conduit International Ltd has worked with hundreds of organizations and executives around the world and across numerous industries.

Now, she is sharing her secrets and insights on leadership, the tribe mindset, and the future of work. Don’t miss these gems from over 20 years of HR experience including:

  • How to become a Conduit Leader

  • The simple formula to create inclusive spaces (without falling into cliques)

  • How to avoid these two areas leaders struggle in

  • The four conversations leaders and employees MUST have

  • And so much more

Leah’s program, The Tribe Advantage, is a six-month long endeavor but she is giving out some of the key components in this conversation. Be sure to listen all the way through to hear her drop the number one Tribe principal at the very end. And don’t forget to check out her website for lots of free goodies.

Mentioned in this episode:


Leah Dean: Failure and discomfort are simply necessary steps that lead us closer to who we are destined to become. Never confuse your value with your grace.

Voiceover: You’re listening to the Vibrant Leadership podcast with leadership speaker and consultant Nicole Greer.

Nicole Greer: Welcome to the Vibrant Leadership podcast. My name is Nicole Greer and I am the vibrant coach and today I have with me none other than Leah J. M. Dean. She is the author of a best selling book you want to write this down everybody Assemble the Tribe, and an expert at leading with a tribe mindset. So we’re going to talk about that today for sure. And she is a former HR executive with over 20 years of experience. She has successfully led multiple people integrations and developed leading HR strategies. Now today she is the CEO and founder of Conduit International Limited and when we say international we mean it because she’s in Bermuda people. 

You’ll be able to look outside her window here Just a minute. And Leah works with organizations and executives across numerous industries. Leah is also the founder of Design for Impact which brings together hundreds of women and girls for professional and personal development. And she is on a mission people to create a more connected world. Leah uses science in her proprietary group research with over 1200 women to help her audiences to find their tribe, and confidently navigate life and leadership with authenticity, courage and heart. And this is Ms. Leah Dean. How are you? Are you good?

Leah: I am great. I’m really excited to be here. It’s a beautiful day. And so what better way to spend it than talking to you on your podcast today. So I’m excited to be here.

Nicole: Oh, that’s awesome. That’s awesome. I was just telling Leah before we got on and turn the zoom button and said play she that I got an email from some travel something or other and it said Bermuda is open for business. And so that means Leah Dean is open for business. Tell me a little bit about being in Bermuda and your life story there a little bit. Tell us about that.

Leah: So I live in as you just said, I live in Bermuda. But my story my personal story is a little bit unique. Bermuda is made up of many islands. And I actually grew up on a smaller 23 acre island with my parents and my siblings. So I have experienced either in life both in the larger Bermuda context. But I grew up on a small island, I had to travel on a boat every day to go to school and then to come back home. And I actually think that’s where I learned some of my more interesting lessons of tribe, you know, Darrel’s Island was Bermuda’s first airport. But when we lived there, my parents were actually the caretakers, and it was an active campground. 

And so during the summer months, we’d have lots and lots of people. And then in the winter months, everyone would disappear. And I think sometimes our relationships are the same way as well, right? We have all of this connection, and then maybe we’ll move or change departments or something about our lives will shift and people will move away. And so how do we become resilient in navigating these kind of ups and downs and relationships? So I think my tribe story kind of weaves all the way through my life. And I learned lots of lessons growing up on Darrell’s Island with my parents and siblings.

Nicole: That’s fantastic. Yeah, and I love the water. When I was a little girl. I didn’t live on an island, but I lived where there were lots of lakes. And so I was out on the water all the time, too. So we have that in common, you and I. All right. Well, we always start off with one question, Leah. And that question is, tell us your definition of leadership. And as we talked about, you are the author of a book, maybe you can tie it in to how you lead your tribe.

Leah: Mmm, that’s a I love that question about what is leadership, I think it means something different to everyone. But for me, when you think about just pure definition, leadership is the act or the instance of leading. But when I read the dictionary, there’s a verb definition of the word lead, which is to be a conduit or channel for. And so I think leadership for me is actually being a conduit or a channel to release the greatness of the people that I have been given the privilege to lead. So that’s what it means for me. And actually, that’s the foundation of the name of my business, which is Conduit International. My role is to be the conduit for greatness. And that I think is what leadership really is.

Nicole: Hmm, I love that. I love that. So that is a beautiful definition. So it is a conduit right to help your people develop beyond that they can be I love that. All right, so what do you think the most important skills are of a successful leader? Maybe you outline a few of those that are in your book. How do you get to build a tribe that sounds like.

Leah: Well, yes, we have to create healthy tribes. I think some of the other skill sets that maybe I don’t touch on in this specific book is I think the role of a leader is to help set strategy and to connect the work of the people that we’re given the privilege to lead to that strategy, I need to know why my work matters every day, right. So that’s a huge skill set. The other one really ties into my work around tribe building, which is to create spaces for people to belong and experience belonging. And you can belong in a place but still not feel the intimacy of belonging. And I think that’s a big responsibility and a skill set that our leaders need to have is how do we create inclusive environments. 

And then I think the last skill that’s really important for leaders to have is communication, and communication on so many different levels, right, it could be public, public speaking, or presenting, but then also communicating and having the necessary conversations that keep us from moving forward. You know, it is a skill that we can get better at if we invest the time. And so those are just three of the things that I think are real important. And that middle one about inclusion and belonging that really fits into my message of tribes that I tried to bring out in the book.

Nicole: I love that. Okay, so she said, don’t miss this. And I encourage my, my listeners, and my watchers, Leah to always write things down. So I’m going to read, I’m going to restate it for you, that connect for me why my work matters every day, right? So that I don’t just get bored. I don’t understand why we’re doing what we’re doing. Clue me in, let me know why my work matters. And then those spaces of belonging. Can we go there? Can we talk a little bit about how you create a space of belonging? Because I think people need some help. How do we do that exactly?

Leah: So I think you’ve given me a segue, I just, I have to take it, you’re taking me to my own, you’re taking me to my formula, which is my formula for how we build tribes. And so there are three parts to the formula, which is to believe, belong and be different. We’re talking about how do we create spaces for people to belong and experience belonging. And the first step, I think, in terms of creating healthy relationships is to first believe that we matter, you know, if I walk into a room, and I spend the entire time worrying about what other people are going to say about me, or if they are going to value me, then it’s almost impossible. For me, it is impossible for me to show up as my best self. So the first step in terms of building healthy relationships is actually to invest in yourself to understand who you are, and understand what you’re bringing to the table. 

So that’s part one. And interestingly, value is utility. It’s important, it’s worth and belief, by definition, is the habit of the mind in which you build trust and confidence in a person or thing. And so that means every day, I have to believe that I matter in order for me to then contribute. So then, once I’ve done the self work, I have to find these places to belong and experience belonging. And in the book, one of the messages that I tried to bring out is that we are created to connect, we do need to find places to thrive. If we don’t find healthy places to thrive, it actually shortens our lifespan and makes us more susceptible to certain types of diseases. 

And so the things that help us to create these healthy places are things like communicating, it’s shifting your mindset about the value that people the intrinsic value that people have. And that’s why you know, when people say to me, well, Leah, why did you write this book? Why didn’t you write assemble the tribe at work, is because if we can fundamentally rethink how we’re valuing each other, it’s almost impossible to come together and have these healthy relationships. So belong is just I’m choosing places to be a part of belonging is I’m putting in the time, the effort and the emotion to do the work to keep the place healthy. Which is why I said one of those core skills is being able to create those inclusive environments. Like I see you. I just released a blog today, about four conversations we should be having and one of the conversations is I see you, right? 

And then the last part of the formula be different. You know, a lot of times what happens is we do the self work, we put in some effort, we find these places where we feel connected, and most of us stay here and there’s a there’s a word for that. It’s called a flick. Right? When you stay there, you’re just staying with your people, your group and and most people tend when I ask them, how do you define tribe, they say it’s my safe place. Those are my people. And I’m really encouraging people to shift their mindset around that and say, okay, once you find those people, instead of staying there, which really puts you in a place where you’re excluding others, use that safety. Use those close relationships to be a springboard to help you be open to new relationships and thrive in the ones that you have, you know, let’s not stay in these cliques or those groups that cause us to exclude other people, let’s be more open. 

And you know, just going back to my childhood really quickly, that’s one of the other lessons that I learned on that island, because we’d have hundreds of people descend on the island during the summers. And my parents, you know, they were just kind of through our doors open, there was always some new stranger, you know, coming in for lunch. And so I really learned the value, it doesn’t really matter what you look like what your background is, like, we all breathe the same, we all bleed the same. And so if we can just be more open, and then also leverage, while leveraging that kind of security that we found in our relationships, that’s I think, when we start to change the world. So that in a quick nutshell, is, is the formula.

Nicole: So that is your entire formula. I love it. And so now I’d like to hear about a chapter you have in your book about relationships. Will you share with me how you build those why it’s so important, give us give us the download on the relationships chapter. I think it’s going to be essential.

Leah: So I almost every chapter in some shape, or form is about relationships, we talk about the four levels of relationships, we talk about the fear of engaging in relationships. And we also talk about what I call the dark side of relationships and some of the things that get in the way. You know, some of the tough things that get in the way, our willingness to invest time. Another one that we touched on earlier is conversations. It is so easy to avoid conversations, especially if it’s more of a friendship type relationship. And I’ve often found that if you can be open and honest, upfront and and and do that quickly, you’re actually leaving the or opening the door for a healthier relationship. 

So I think people tend to struggle with these necessary conversations again, and just just a funny one for for the women because this book is actually directed at women, you know, some of the things we struggle with are hormones, right? As we age, there are things that are even happening with us physiologically that sometimes impact how we show up with others. And so there are lots of I think the message that I want your listeners to take away, is that there are lots of things that innately will get in the way of our relationships, because as human beings, we are complex. And that’s actually one of the reasons why I like the word tribe. It is a very complex, complicated word. And like that word, as human beings, we are very complex and say there’s a certain amount of grace that we have to give each other in order for us to be able to be healthy with our tribes.

Nicole: Yeah, absolutely. And I think grace is very important too. Forgiving folks that may not necessarily deserve it. But because it’s the right thing to do to move the relationship forward. I think that’s beautiful. So I’m super curious about this idea of the four conversations. I know it’s a blog post you put out today, but you said one of them is I see you. And so I got a little flashback to a common friend of ours, we have a common of friend who is Lenora Billings, Harris. And so when I, when I understand, I see you, I get ubuntu in my mind immediately her signature word name of her company. So do you mind sharing with us? Because we’re talking about these relationships? You got to have these necessary conversations. So why don’t you just tell us what the blog post says we’ll go check it out.

Leah: So there are four conversations that I think leaders and employees should be having at work, the first conversation I call know what makes you tick conversation. So often, we bring employees into our organization, we’re onboarding and sharing all of the information and processes and describing how you know, I need you to work. But we don’t necessarily take the time to sit down and say, hey, tell me what makes you tick. Right? How do you like to be communicated with, I often have a conversation with my direct reports. What drives you crazy, here are some of the things that drives me crazy. 

And so you know, instead of spending six months figuring that all out, we can just figure it out up front, and we’re working together more effectively. The other two conversations, which most people will recognize is the development and the performance conversation. So in the blog, I’m talking about, you know, the employee’s role in the development conversation and the leader’s role. And then with the performance conversation with which most of us tend to hate, right, who wants to have to sit down and talk about what I did or didn’t do? Maybe shifting our mindset just a little bit to think about it as an opportunity to celebrate what we’ve accomplished and if we’ve been having conversations all year long, it doesn’t have to be a painful thing. 

It’s just a continuation of a dialogue we’ve been having for a while. And then the last conversation, which I think is incredibly important, and I and I’ve often found that as busy leaders, we’re not necessarily creating the space is the I see you conversation, right? It’s what’s happening in your life. I once remember working with a leader, and he was sitting on a panel. And the question that was posed to him was, you know, how do you navigate kind of virtual relationships versus in personal relationships? How do you make sure that those relationships are healthy? And I loved his answer, because it’s instructive. He said, I have to remember to treat people who are operating virtually the same way that I would treat them. If they were in my presence. If they were in my presence, I will pop over to their desk and say, hi, how are you, if they were in my presence, I would say, hey, let’s go grab a cup of coffee. And he says, I can do a lot of those same things, virtually. 

So it’s just taking those moments wherever you find them, to let people know that you care about who they are as a person that you want to understand a little bit about their life. That you’re making the time to bring people together in teams so that they can see each other. You know, one of the things I used to do with my team is every time somebody had a birthday, even if it was 10, 15 minutes, we’d grab lunch together, and just sit down and celebrate. And sometimes we would celebrate them and their families weren’t even celebrating at home. So in those moments, I wanted everybody to know, it’s your day, and I see you. So I see you will take many, many different forms. But I just encourage leaders and employees to be having those conversations on a very regular basis.

Nicole: That’s fantastic. I’m so glad that we went there. Alright, so I’m going to bring you back to the the questions we’ve talked about. And one is, you know, certain leaders struggle, and certain leaders just kind of get it. What do you think the differences between those two leaders? I mean, I don’t know if this has happened to you, Leah, but I’ve worked for a bad boss, and I’ve had an excellent boss. So what do you kind of see as the thing they struggle with and the thing that they need to work on?

Leah: I think in some ways, they’re they’re one in this, they’re, they’re kind of the flip sides of each other. Right? So the leaders that I find that that struggle, one of the big ones is confidence, you know. I have a program that I run for new women leaders called a tribe advantage. And almost every single woman is struggling in some way with what she describes as the imposter syndrome. Like, do I really belong here, right? 

And so if you’re leading people, but you’re struggling with, do I even belong here, and are my people who are coming up behind me better than me, and will they respect that, like, if there’s that whole dialogue that’s going in your head, then that makes it very difficult for you to show up as a leader that you need to be? Now on the flip side, one of the other things that I think, can be a bit of a challenge as leaders who are not self aware, where they do have gaps, right. And I think every leader, no matter who you are, you don’t know everything. And that’s kind of why my definition of leadership is what it is, I will never know everything that I need to be able to provide all of the guidance, which means I need to be a conduit, I’m channeling all of their collective greatness. 

And so therefore, it’s incumbent on me to bring my team together to achieve the results that my organization is looking for. So I think those are two of the things that get in the way. And equally, if you work with them, then that will help to strengthen your leadership. If you say, listen, how can I build my confidence? And how can I? What am I bringing to the table? Where do I need to grow and develop and really be honest with yourself? You know, sometimes it’s just that voice in your head. And sometimes it’s a gap, and you may need to walk away? It just depends. 

Nicole: Absolutely. I agree with you. I do think there’s there’s kind of like they are the flip card of each other. Right? The opposite? I think you’re exactly right. All right. So when you look out into the world, COVID is lifting hallelujah. Don’t forget Bermuda is open for business. And Leah is open for business as well. What do you what do you think the challenges are that lie ahead for leaders and maybe the flip side of the other thing would be like what opportunities are just laying out there for leaders to take advantage as we move into this new new normal?

Leah: So one of the things that comes up time and time again, with the leaders that I’m working with is kind of just how do I navigate some of the stresses and the fears of coming back together? You know, am I am I safe? And or the shifting from working from home and a more flexible environment to now coming back in the office. How do we navigate some of that uncertainty? That’s a huge I think challenge for leaders. And then I think a big one is also balancing the work with humanity. 

So I think COVID whether we like it or not, it is it has taken a huge mental toll or mental health toll on many, many people. And so leaders are having to navigate trying to get the work done while balancing the humanity of their people. And I think that really makes this current space very complicated for leaders to to manage through. And so I think it’s really important that you’re talking to your people regularly, you’re having those I see you conversations, you know, you’re clear on where the boundaries are in terms of what you can and can’t do. Because every little thing that you say or don’t say, says something. You know.

Nicole: Don’s miss what she just said. She said everything you do, or do not say you says something. Did you just say that? Right? Yeah. Totally tweetable, jut saying.

Leah: There you go. 

Nicole: Yeah. And so I love I love what you just said, you know, you’ve got to have these conversations. And so it’s like, you do have to go over and read the blog post. Because, hello, we need to make sure that we’re doing the empathy piece, which is I see you, and then the performance, the development, and then what makes you tick. You know, I think all of that is absolutely essential. All right, so so what what what are some opportunities that you see out there for leaders coming down the pike, you know, what do you think’s going to happen in terms of leadership development, you know, and how might your your tribe philosophy fit in with that. I think, I think you’re really onto something with this idea of tribe? 

Leah: That’s such a broad question. I think the organizations that are going to be successful, are the ones that are responsive to what their employees value, you know, and I think COVID has provided an interesting opportunity for people to rethink, what is it that’s important to me, and what type of work life integration that I want to the successful organizations are going to be open to considering here’s what our employees value. And I think in the context of tribe, you know, one of my philosophies are we are better together, then we are on our end. 

So I try mindset says, I’m going to listen and be open. Because if that employee is actively disengaged, because I’m not listening, and considering, then that’s actually going to impact my organizational results. So tribe is definitely a construct, but it’s also in my mind about the way that we come together productively to get things done and to truly thrive. And those are some of the things that I think the leaders of this movement are having to think about in a whole new way.

Nicole: Yeah, absolutely. All right. So you said earlier that you work with women, and that your book is directed towards women, and you have this wonderful opportunity for them to come and work with you. Tell us a little bit about your program, and maybe just a few little nuggets from that that you might share, because I think we have a lot of lady listeners on this Vibrant Leadership podcast. And so they would like to hear maybe something pointed right at them if you’ve got some ideas.

Leah: So my program that I have is called the tribe advantage. And the reason why I call it the tribe advantage is because I believe that when we come together as not any human beings, but as women, we can achieve exceptional results. And we can lead with more confidence. And so my program over the course of six months, is looking to explore some of the things that we talked about earlier, the first three months is all about the individual. How do I show up? What’s my how does my mindset as a leader need to change? What’s my brand? What’s my leadership philosophy? Who are the people that I need to build around me in order to help me be successful? 

You know, this, which is that tribe piece, the first three months is really just a deep investment in you. And then the second, you know, three months, I say it’s more tactical, we’re talking about what I said earlier. You know, how do I make sure that I’m aligning the strategy of the organization with the strategy of my team with the work that you do every day? How am I making sure that I’m investing and rewarding? And then last but not least, how am I navigating some of these conversations? So I do we do that through what I call a masterclass. I have guest experts, and we do group coaching as well. So it’s a very comprehensive program really designed to help kind of give women the confidence that they need to show up as the leaders they feel called to be but then also importantly, do that while delivering and, and enabling them to deliver better results for their organization.

Nicole: That’s fantastic. You know, I one time I was asked, you know, how do you develop confidence? And so as a coach myself, I’m like, you know, that has been talking about a broad question that is a giant question is like, there’s 100 ways you could help somebody. But I, like you, like dictionaries, I, you’ve got a little nerdy thing going on, Leah Dean, I know I do, too. I got a little nerdy nerdy thing going on. Like, I love vocabulary words, like when I was a kid, I would get my vocabulary list on Monday. And boy, I would have that sucker memorized by Friday. I just love that. 

So anyways, I got, I got the dictionary, I looked up the definition of confidence. And it you know, the first part is con, which is con which is, you know, the Latin for with, right. And then fidence means, like, fidelity or loyalty. And so, when I went to help you, I was like this, like, you just have to have loyalty to yourself, you know, you have to believe in yourself. And what I heard about your program, is that you’re going to allow people to figure out what’s going on with them work on their strategy, you know, connect all these dots, and then you’re going to get with yourself. You’re going to be able to be loyal to this plan that they put together. So I’m celebrating that.

Leah: While building a tribe around you all at the same time. So I think that there is no better combination than to learn all of that stuff. Because remember, what I said, you know, confidence in some way is believing in yourself. And belief is a habit of the mind in which you build confidence in, right. So it’s all it’s all connected, how can I get to a place where I trust, I know who I want to be? And I trust, taking daily actions to get there.

Nicole: Hmm, I love it. I love it. And so you threw in this thing where like, I’m building a tribe around me. How do you build a tribe around you? I know, it’s, we’ve got a whole book about it. But what what would you give our leaders that are listening, like maybe a couple of things like, here’s one thing you could start doing tomorrow to get your tribe around you because there’s a wonderful TED talk by a guy named Derek and I’m, I can’t remember his name right now, if you know this one, but he shows this video of this one guy who starts dancing at a concert. And then one by one, all these people start to come dance with the one lone dancing guy. And so he builds this dancing tribe around him. And they’re just all you know, probably had a few cocktails or something. But anyway, they’re all dancing out on this, this big lawn, and it’s awesome. But it is a lot about drawing people to you. How do you how do you draw people to you? What would be your advice for that? 

Leah: Oh my gracious. There’s so much advice on this in the book. So I’m going to give you a couple of things really quickly, and then a few more concrete examples. So one, when it comes to building tribes, there’s different types of tribes. And I talked about that in it, or group tribes, rather, in the book, you know, we have organic tribes and love life stage, and professional and resistant, like resistant tribes and people who come together because of shared adversity. And so a lot of times, it’s really thinking about what is it that I want to create for myself? What’s going to add value to my life? And what can I bring to it? And I want your listeners to kind of double click on the What can I bring to it? Because so often, when we think about I want to build my tribe, it’s kind of a what can I get? 

And actually, if you shift your mindset a little bit and say, Well, what can I give as much as I can get? So I have this model in the book that I call the dare. And I encourage people, I dare you to build your tribe. So one is you have to define what type of tribe you want, and there’s some support in the book to help them do that. And then the second step is what I call activation. So one of the biggest impediments to building our tribes and creating connection is investing the time the energy and the emotion in terms of bringing people together. And so there’s a lot of advice in there about how can I kind of redefine this concept of tribe? I never forget, I was writing the book and I was in, I think, Arizona, talking to a taxi driver. 

And about the book, he just started to ask me all kinds of questions. And he was like, my wife and I really, really want a tribe. But we can’t seem to create these moments where folks are willing to come together because everyone’s busy. And so we talked about maybe how he could redefine what those moments look like he was trying to do like afternoon cookouts, and I was like, well, could you do maybe a quick kind of check in or drink at a restaurant instead of if that’s not what’s working because sometimes we just have to be realistic about how much capacity people have. So the activation is really about, he’s going to be the one that puts in the work to make sure that we stay together. You know, it could be a one on one relationship, it could be a larger group, because that’s actually one of the interesting things that I learned about tribe. 

Most of us tend to think of them as larger groups. But a tribe is a group and a group is two or more. So any person, like two of us were trapped, we can be a tribe, even I right now, we’re a tribe, because I know we connect on a number of things, right, we have similar interests and values. And so we are a tribe. And so who’s going to keep us together. And so one of the things that I’m very intentional about doing now, if I want to stay connected with somebody is, before I get off the phone, I scheduled the next meeting. Because I know myself, if I do not do that, it will not happen. My life is too full, right. 

So who’s going to activate. And then there’s actually, you know, once you define it, and you decide on how much investment you have to put in, and then you have to reach out. And that’s often the scary part, you know, I have a whole section in the book on on different ideas and ways to reach out. But you know, we’re all afraid of rejection. And I just encourage your listeners who are who actually physically feel fear, I talked to a psychologist in the book about the psychology of fear is often it’s like, well, what if they reject me? But what if? And my question would be what if they don’t, right, the upside of a healthy relationship is worth I think, taking the risk. And if it doesn’t work out, that just means that person is not the right fit, it doesn’t mean that you’re not worthy of relationship. 

And then the last step in terms of just creating these healthy tribes, in the dare is to examine the motivations. You know, I have a have a group of them, and we’ve been friends for over 20 years. And we never really talked about, hey, why are we here? We kind of just, but actually no initially, we were supposed to read books read it was a book club, we never ever, we never ever a read a book. And so after a while, the reason why we went together became a little bit muddy. And sometimes when people are not clear on why you’re together, that’s the thing that creates the friction, because one person wants to, you know, go hang out, the other one wants support to navigate through complex issues that they’re having in their personal or professional life. 

And so not really understanding what’s important to people and taking the time to have these conversations can really break down relationships. So that’s kind of a very quick summary. But I just encourage people to take the dare. And remember that there are different types of tribes, there’s different levels of relationship, there’s different places that you can go to find them. But the one thing that is clear about building tribes is that we all have to put in the work. And I always say that anything worth having takes a little bit of work and a little bit of work in our relationships are no different.

Nicole: Absolutely beautiful. I’m so glad we went down that that that road and talked about tribes and how to build them. That was absolutely genius. And I love the dare. Okay, so it’s in the book, you got to buy the book. All right, so here’s my last question for you. My question is, let’s say you were mentoring one single special listener. This is the person that they you know, they want just the final tip, the final thing, what can I work on Leah that would help me be the best leader I could be? What word of advice would you give them?

Leah: This is the number one principle in my program. You won’t always feel or be qualified. Here’s the principle. Never confuse your value with your growth. Failure and discomfort are simply necessary steps that lead us closer to who we are destined to become. Never confuse your value with your growth.

Nicole: And never confuse your value with your growth. Well, I know that somehow dovetails with the fact that don’t miss this four times today. Leah Dean has held up her fingers and done like this and said, you got to work on re wiring this shifting of this mindset. Okay, so here’s what I’m thinking. This book it’s full of little mindset shift shifts that we need to get in place, right. But that last one is absolute genius. So Leah, if we want to come to your program, we want to read your book, we want to get on the blog. Tell us how to get up with you. How do we do that?

Leah: So there’s so many ways that you can connect with me. First, let’s get connected on social. I’m everywhere but most active on LinkedIn and Instagram. So my handles are the same across all social media, which is at Leah J. M. Dean at Leah J. M.  Dean. The J stands for Julie that’s my mom’s name. And the M is Michelle. So just so you know, Leah J. M. Dean, there’s my social handles. You can also visit my website which is I have a full page for the book on the book. You can download Some chapters for free, you can take my free tribe health assessment. And then on the work with me page where you can learn a little bit more information about the tribe advantage. I also have a leadership quiz. So if you’re thinking about how am I doing with this whole leadership thing, there’s a little quiz on there that you can take to help you think about your leadership journey and where you might be able to make some shifts and changes, and perhaps how I can help you.

Nicole: Oh, that’s fantastic. So don’t miss that. She’s giving away a lot of goodies. There’s a lot of goodies on the website, so you have to go there. So absolutely. fantastic, Leah. Thank you so much for being on the vibrant leadership podcast. Let’s do this again, very soon.

Leah: I cannot wait. I’m sure we can find lots of things to talk about. So I can’t wait till next time.

Nicole: Me too, and I want to come to the meeting where there’s a book club but no books and just talk. So I want to do that too. 

Leah: Thanks, Nicole.

Voiceover: Ready to up your leadership game? Bring Nicole Greer to speak to your leadership team, conference or organization to help them with her unique SHINE method to increase clarity, accountability, energy and results. Email and be sure to check out Nicole’s TEDx talk at

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