Welcome to the Corvus Festival. Where we take you behind the scenes to explore integrated self leadership and help ambitious family men build lasting legacies for themselves, their tribe, and their community. I'm Scott Raven, and together we'll discover how successful leaders master a delicate balance of career advancement, personal health, financial growth, and meaningful relationships.

Get ready to soar.

Hey everybody, welcome back to the Corpus Effect. I'm Scott, and this is the TLDL episode from my chat with Ken Corey. TLDL stands for Too Long, Didn't Listen. And if you didn't have time to listen to our full discussion, no worries. I've got your back in this quick five to seven minute summary. If you do enjoy this and want to go back and listen to the full episode, I certainly encourage you to do so.

Ken was a wonderful guest to have on the podcast and really think about his core message that he brought to the table, which is that particularly technical leaders can evolve beyond code to create transformational impact through enhanced. Interpersonal skills and conscious leadership, and that conscious leadership is so critically important with a lot of Ken's focus in terms of identifying poor leadership and transforming it into good leadership.

So let's delve down to a couple of the key points. First off, there is a evolution that people have to go through from technical leader to people first leader. And Ken certainly talked about this in his journey. Of what he called coding in a dark room to discovering the joy of developing others and his realization that watching team members succeed brought greater satisfaction than individual achievements.

And yes, we're talking about a specific. Part of the professional arena technical, but this applies to all professionals. When we start, we start most likely as individual contributors that there is something that we are being tasked to produce. We go produce it. We continue to become better and better producers in terms of both quantity and quality, and that allows us to go after larger and larger roles, but.

There is a cap in terms of how much we as individuals can produce based on time and energy. And in order to rapidly expand our impact, we have to be able to develop our people skills in order to bring others so that many hands make light work. So certainly, Ken's philosophy on developing the people first elements of leadership Spot on could not agree more.

Secondly, he talked a lot about breaking the cycle of bad leadership, unintentional bad bosses, they're going to emerge from time to time, it's just going to happen. And Oftentimes, it's a lack of proper leadership training and there's a trap to reacting based on observed poor leadership behaviors rather than intentional development.

I have had my share of bosses through my career. Some of them exceptional leaders. Some of them definitely had areas of opportunity. And I certainly think back to some of the bosses where, to be honest, I reacted poorly in terms of what I was receiving from them. from leadership and that while I look back at it and if I had to do it differently, I probably would, but I also reflect in terms of my own leadership for myself and those who I work with on a daily basis to break free and to chart a different path and to be able to effectively lead with that people first mentality and You're going to get some negative interactions from time, it's just going to happen.

You don't have to perpetuate them. You can choose something different in the way that you demonstrate leadership. And that was Ken's point. Finally, we talked a lot about leading with authenticity, both in the workplace and at Ann. It's the classic philosophy, credit goes to the team, blame stops with me.

That is Ken's core philosophy, not just in terms of what he brings to the workplace, but also to family life as well. As a father of two, I certainly would say that when my children succeed in their endeavors, that's something that they deserve full credit. I didn't act. I might have put them in a position or guided them to something, but they were the ones who accomplished it.

That's all them. If there is something that did not go quite right, my first inclination is to reflect. What could I have done better? And that, to me, is a critical aspect to being an effective leader at home, which is, instead of putting the blame game on your children, and yes, you do have to have that tough talk with them every so often, it's gonna happen, right?

But also reflect, what can you do in order to be a better leader for your children? So that they go after the life that you know that they can get and then be there to praise them with all the compliments in terms of how hard they worked to achieve that which they got. So, certainly agree with that with Ken.

It was a wonderful conversation. Hope this helps in terms of really giving credence to Ken's final parting words. Love each other. Life's hard. Give each other space and forgiveness. And through that philosophy, I think we can develop a lot of growth across us all. If you enjoyed this summary, please feel free to listen to the full episode.

It is on thecorvuseffect. com. Also, please keep an eye out for future episodes. Love for you guys to subscribe and share. Until next time, I'm Scott. We'll see you next time on The Corvus Effect. Take care. Thank you for joining me on The Corvus Effect. To access today's show notes, resources, and links mentioned in this episode, visit www.

thecorvuseffect. com. While you're there, you'll find links to our free tools and resources. To evaluate where you currently stand versus your aspirations with personalized recommendations for action. If you found value in today's episode, please take a moment to subscribe wherever you get your podcast and share with those who may benefit from it.

You won't want to miss future conversations that could transform your approach to leadership and life. Join me next episode as we continue our journey towards building lasting legacies that matter. Remember, it's time to soar towards your legacy.