Quang Pham went from being a 10-year-old refugee airlifted out of Vietnam to becoming a Marine pilot, and the CEO of a NASDAQ-listed biotech company. In this conversation, he shares the exact lessons that guided each transition.

Key insight:

• On decision-making: “As a young officer, we were taught to make decisions… there’s not enough time to consult with everybody. You gotta make a decision to keep moving and then adjust along the way.” This became his foundational leadership principle across sectors.
  
  

• On capital discipline: “In the private sector and entrepreneurial world, resources are scarce… you have to treat it with the utmost respect and spend it wisely.” Military spending habits do not translate to startups.
  
  

• On performance and promotion: “You work hard, but you have to produce results.” Early in his corporate career, he assumed promotions would come automatically. They did not.
  
  

• On defining success: “You have to follow and pursue what makes you happy. Not what your family or your culture or society wants.” As a Vietnamese refugee, choosing the military was going against all cultural expectations.
  
  

• On raising capital without pedigree: “I lacked the skills to present to venture capitalists… so I spent a lot of time at Toastmasters picking up new speaking skills.” Within 90 days of leaving his corporate job, he secured venture funding as a first-time CEO.
  
  

• On pitch strategy: “You have to get to the key points… in the first seven or ten minutes, if not sooner.” Investors have limited attention. He focused his pitch on buyer, payment frequency, and execution, not theoretical market size.
  
  

• On cold outreach: “It was just three sentences. Who I was, what my company did, something about our common [background].” This approach led to two successful VC rounds.
  
  

• On leadership transitions: “I knew that I had the skills and the backing and that the baton had to be passed… the company flourished and I was then just a shareholder.” Founders must be willing to step aside to scale.
  
  

• On AI and decision-making: “There is somebody making decisions for AI, the decision to use AI, the decision to pay for AI… at the end of the day, we still need entrepreneurs and leaders.”
  
  

This episode offers practical reflections for those navigating leadership transitions, capital formation, and decision-making in complex, resource-constrained settings.

Get Quang’s new book here: https://quangxpham.com/

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Rich Hagberg, often referred to as “Silicon Valley’s CEO Whisperer, psychologist and co-author of Founders Keepers, has advised over 1,000 executives and founders. In this conversation, he outlines why most startup leaders fail, and what the data reveals about those who succeed. Some key insights include:

“Founders, overwhelmingly, are visionary evangelists… but they’re not particularly good at execution.” Hagberg’s research shows that unsuccessful founders often score low on execution and relationship-building. They resist structure, delay key hires, and react impulsively under stress.

“You can change your behavior to some degree, but it’s very hard to change your fundamental personality.” Hagberg encourages founders to identify three to four behaviors they can realistically improve, such as delegation, feedback seeking, and stress management.

“You need to go from being a doer to a facilitator of doing.” Scalable leadership requires building teams that complement the founder’s own gaps and letting go of tasks that dilute impact.

“Startups are almost a Darwinian survival of the fittest… the unsuccessful ones are more impulsive and reactive.” Stress and poor self-regulation directly impact team trust and decision quality. Founders who succeed tend to manage energy deliberately and maintain self-awareness.

“If we had to zero in on one thing that is the biggest differentiator, it’s adaptability. You never have permanent product-market fit.” Hagberg shares why openness to feedback and reflection is often more predictive of long-term success than IQ or charisma.

“I realized I was creating a culture that reflected my strengths and weaknesses. If I was going to make the company better, I had to grow as a leader.”

This conversation is for founders, investors, and operators who want to understand the behavioral patterns that quietly shape success or failure in startups. It delivers clear, evidence-based insights into what it takes to lead effectively as complexity scales.

Get Rich’s new book here: https://shorturl.at/YsQcl

Founders, Keepers: Why Founders Are Built to Fail, and What it Takes to Succeed

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James Kimmel, Jr., lawyer, Yale psychiatry lecturer, and author of The Science of Revenge, joins us in the Strategy Skills podcast to explore the neuroscience and behavioral dynamics of revenge. Drawing on law, psychiatry, and over two decades of research, Kimmel offers a sobering view: revenge is not a form of justice, it’s a “pleasure-seeking behavior” that operates like an addiction, fueled by unresolved pain.

He opens the conversation with a deeply personal story: as a teenager, after years of bullying, he chased down his aggressors with a loaded revolver. In a pivotal moment, he recalls, “The cost of getting the revenge I wanted was far more than I was willing to pay.” That flash of insight redirected his life and seeded a lifelong investigation into how grievance, retribution, and healing operate in the human mind.

Key insights from the discussion include:

• Revenge Mimics Addiction in the Brain
  Kimmel explains that “your brain on revenge looks like your brain on drugs.” The cycle begins when a grievance activates the brain’s pain network, followed by a surge of dopamine in the reward system. Over time, the craving for retaliation can become compulsive, forming habits akin to substance abuse.
• Grievance Retention Impairs Judgment
  Unchecked rumination can degrade executive function. “If that prefrontal cortex does not stop you,” Kimmel warns, “and you really crave it… it doesn’t matter how many laws there are.” This impaired self-control is what allows otherwise rational individuals to commit extreme acts of violence.
• Social Exclusion Can Be a Form of Revenge
  “If you’re ending a relationship not for present harm, but to punish someone for a past wrong, that’s retaliation,” he explains. Even subtle acts like ghosting or ostracism can activate the same pain circuitry in the brain as physical harm.
• Forgiveness Interrupts the Revenge Cycle
  Neuroscience shows that imagining forgiveness “shuts down the brain’s pain network, silences addiction circuits, and reactivates executive control.” Kimmel calls forgiveness a “human superpower… It doesn’t just cover up the pain like revenge does, it takes the pain away altogether.”
• Revenge Can Be Prevented, Like a Heart Attack
  Kimmel proposes a new public health framework: treat revenge attacks like cardiac events. “There are warning signs,” he says, grievance fixation, revenge fantasies, acquiring weapons, and they demand the same level of emergency attention.
• Legal Systems Often Deliver Revenge, Not Justice
  Kimmel reflects on his time as a litigator: “Lawyers get paid to sell revenge under the brand name ‘justice.’” He urges professionals to be aware of how sanctioned systems can enable and normalize compulsive retribution.

For leaders in high-stakes environments, the message is clear: understanding the mechanics of grievance and retaliation isn’t just psychological, it’s strategic. Kimmel’s work offers actionable frameworks to recognize revenge-seeking before it becomes destructive, and calls for a deeper integration of neuroscience into how we define justice, manage risk, and lead with compassion.

Get The Science of Revenge here: https://www.jameskimmeljr.com/

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In this episode, global brand experts Katherine Melchior Ray and Nataly Kelly discuss how international brands must evolve to stay relevant in an era marked by cultural shifts, technological acceleration, and rising consumer expectations. Drawing on their leadership experience at companies like Nike, Louis Vuitton, HubSpot, and Zappi, they highlight the urgency of embedding trust, cultural fluency, and adaptability into brand strategy.

Key insights include:

Localization Requires Strategic Adaptability

Nataly Kelly reflects, “I used to believe that branding required absolute consistency... but when I began to work in global marketing, I realized there is adaptability that's required to really succeed.” True global branding, both argue, means creating a consistent brand core with local expressions, not rigid replication.

Cultural Blind Spots Undermine Strategy

Ray recalls early leadership at Nike, where “the common refrain was, for women’s shoes… ‘shrink it and pink it.’” She urges leaders to “listen with your eyes,” emphasizing the importance of nonverbal cues and lived experience, especially when HQ-based assumptions fail abroad.

Responsiveness Is Not the Same as Reactivity

As AI reshapes marketing operations, Kelly warns, “You can’t outsource your strategy… Judgment and strategy are the two things that I think humans will start to realize [must stay human].” Rapid action without clear values can erode trust.

Brand Trust Is Repetition, Not Rhetoric

Ray notes, “At the end of the day, a brand is all about a promise… people support brands that they trust.” In an age of AI-generated messaging, staying aligned with core values, through actions, not just language, is critical to maintaining consumer confidence.

Structure Signals Strategy

Kelly shares a story from Dashlane, a startup that eliminated the term “headquarters” to create structural parity across regions. “It was a strong statement about how to build a globally equitable organization… Employees are brand ambassadors, and status differences send signals.”

The episode closes with a powerful reminder: As technology advances, human competencies like cultural literacy, curiosity, and creativity will only become more essential. “The more we rely on technology, the more we must double down on our humanity,” Ray says.

Get Brand Global, Adapt Local here: https://shorturl.at/f4EnF

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Leslie Grandy, a seasoned executive with leadership roles at Apple, Amazon, Best Buy, and T-Mobile, discusses the underestimated nature of creative capability and how leaders can systematically cultivate it. Drawing from her early career in the film industry and later product leadership across Fortune 50 companies, she presents a grounded, practical perspective on how creativity functions in high-performance environments.

She outlines three foundational skills transferable across domains: enduring ambiguity with resilience, sustaining momentum in the absence of external validation, and solving unfamiliar problems with resourcefulness rather than prescribed playbooks. These competencies, shaped by years in unpredictable contexts, later enabled her to thrive in zero-to-one product environments at scale.

Grandy also offers insight into organizational enablers and constraints for creative velocity. She identifies cultures that treat creativity as the remit of all functions, not just design or strategy, as more adaptive and resilient. Conversely, she cautions against consensus-driven thinking and status quo bias, which she sees as systemic inhibitors. The most effective environments, she argues, reward structured risk-taking and integrate post-mortem learning with equal weight to successes.

Reflecting on her time reporting to Steve Jobs, Grandy explains the discipline of brand stewardship and decisiveness under uncertainty. Jobs' intolerance for diluted brand signals, whether in product UX or retail merchandising, was less a quirk and more an intentional design principle. She recounts how even small misalignments, such as offering engraving suggestions on iPods, were swiftly reversed to preserve narrative clarity.

The discussion also explores her recent book, Creative Velocity, and its guiding premise: creativity is not a fixed trait but a repeatable discipline. Through structured techniques like the generic parts technique and SCAMPER, she argues that anyone, including those outside “creative” job titles, can develop idea fluency and confidence. She emphasizes the role of generative AI as a tool for exploratory dialogue rather than one-shot answers, calling for greater patience and iterative engagement to unlock its full potential.

For senior leaders, this episode surfaces a precise question: Are you designing your organization to perform or to invent? And are you personally equipped to model the latter?

Get Leslie’s book here: https://rb.gy/d5zr69

Creative Velocity: Propelling Breakthrough Ideas in the Age of Generative AI

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In this wide-ranging and direct conversation, Bill George, former Medtronic CEO and Harvard Business School professor, offers a disciplined framework for leading in conditions of persistent volatility. Drawing from decades of leadership experience and research, George emphasizes that leadership today is no longer about managing processes, it is about confronting ambiguity, enabling experimentation, and sustaining purpose across shifting conditions.

Five themes stand out:

1. Opportunity Must Be Created, Not Awaited. George argues that emerging leaders should not wait for promotions or formal permission. Instead, they should identify unaddressed problems, volunteer to lead, and deliver results without demanding titles. Career growth, he suggests, is a function of action, not seniority.
   
   

2. Innovation Begins at the Front Lines. Whether referencing his early decision to cancel a Medtronic pacemaker program that lacked patient benefit, or urging leaders to spend less time in conference rooms and more with customers and staff, George insists that enduring breakthroughs stem from direct observation and empathy, not from internal data analysis alone.
   
   

3. Risk Tolerance Determines Strategic Renewal. George contrasts firms that institutionalize risk such as Medtronic’s venture incubation model, with those that allow internal resistance to block change. Innovation, he asserts, must be structurally protected from corporate inertia, and leaders should be judged on the courage to champion unpopular ideas that later prove transformative.
   
   

4. Culture Must Reward Learning Over Defensiveness. Drawing parallels between U.S., European, and Japanese innovation cultures, George critiques over-regulated, failure-averse systems that suppress experimentation. True progress, he says, requires the willingness to learn through trial, adaptation, and even initial failure.
   
   

5. AI Is a Strategic Imperative, Not a Cost Play. Rather than using AI to drive out labor costs, George advocates for using it to rethink business models entirely, supporting frontline autonomy, enabling new services, and unlocking unmet needs. He cautions leaders against adopting a defensive posture and urges them to fund experiments that explore the true potential of the technology.
   
   

Throughout, George offers a leadership mindset anchored in authenticity, courage, and customer-centric design. His advice is clear: future leaders must raise their hands, operate at the edge, and move fast before the window of relevance closes.

Get Bill’s book here: https://shorturl.at/3iHRb

True North, Emerging Leader Edition: Leading Authentically in Today's Workplace

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Central banks in major economies have repeatedly misread inflation trends by relying on models that omit a fundamental economic lever: the money supply. In this episode, economist Steve Hanke offers a detailed critique of prevailing post-Keynesian frameworks and the policy missteps that have followed. Drawing on historical and current data, Hanke underscores the predictive power of the quantity theory of money, a model largely excluded from central bank thinking, and explains how ignoring this leads to erroneous inflation forecasts and misguided interventions.

The discussion outlines how inflation, often attributed to exogenous shocks such as supply chain disruptions or geopolitical events, is more reliably explained by changes in the money supply. Hanke presents evidence that inflation today is the result of decisions made one to two years prior, making it critical to focus on monetary trends rather than short-term data fluctuations. He further contrasts U.S. and Chinese monetary responses, highlighting how both under- and over-corrections in money supply growth have resulted in either recessionary pressures or deflation.

Key insights from the episode include:

- The quantity theory of money remains one of the most reliable frameworks for anticipating inflation, yet is absent from mainstream economic models used by central banks.

- Inflation is always a monetary phenomenon, rising or falling primarily in response to shifts in the money supply, not due to external shocks, which only affect relative prices.

- U.S. monetary policy is currently on a path toward recession, not inflation, due to anemic money supply growth since 2022, a trend Hanke predicts will continue unless reversed.

- Regime uncertainty, policy volatility that undermines business investment, amplifies economic stagnation. Drawing parallels to the New Deal era, Hanke warns that unclear or shifting fiscal and regulatory rules will delay recovery even further.

- Most of the money in circulation is created by commercial banks, not central banks. Post-2008 regulations have constrained these institutions, diminishing their role in supporting economic growth.

Taken together, these points call for a recalibration of macroeconomic policy, placing money supply at the center of analysis and re-empowering commercial banks to function as essential components of the financial system. For senior leaders navigating strategic decisions, the episode provides a timely and data-grounded lens on the structural drivers shaping inflation, recession risks, and economic stability.

Get Steve’s book here: https://shorturl.at/t5uDw

Making Money Work: How to Rewrite the Rules of Our Financial System

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