The Leadership Line

Ever wondered why we sometimes make snap judgments, nod along without understanding, or rush into action without thinking? It's not because we're incompetent—it's because our brains love shortcuts. Cognitive biases are the brain's methodology for simplifying decision-making. They're not inherently bad—they evolved to keep us safe and help us process information quickly. But in today's complex workplace, these mental shortcuts can lead us astray when thoughtful consideration is what's actually needed. In this enlightening conversation, we unpack several cognitive biases through memorable character personas that make these abstract concepts both accessible and actionable. Meet "Soundbite Steve," who forms opinions based on fragments of information, casting judgment without understanding the full context. There's "Get Along Gary," who nods enthusiastically while claiming to understand, but never asks clarifying questions out of fear of appearing incompetent. We explore the damaging leadership archetype of "All-Knowing Alberto," whose inability to show vulnerability creates a culture where employees stop thinking for themselves. And don't forget "Running Rodney," always eager to execute without seeking clarity on expectations. The most powerful realization? These aren't just "other people" problems—we all slip into these patterns. When leaders exhibit these biases, they actually induce corresponding biases in their staff, creating organizational cultures that diminish collective brainpower rather than expanding it. The antidote begins with awareness and asking ourselves: "Do I need to think deeply about this, or is skimming the surface appropriate right now?" Drawing from our upcoming book "Think," we offer not just recognition of these patterns but practical strategies for breaking free from unhelpful cognitive shortcuts. By understanding when to slow down and engage our logical brain instead of letting our "lizard brain" run on autopilot, we can make better decisions, communicate more effectively, and create environments where everyone's thinking potential is maximized rather than constrained.

Thinking patterns can make or break your career trajectory, and nowhere is this more evident than in how people approach new information. Our conversation today dives into the fascinating case of "Sal," a recent graduate whose dismissive attitude toward required reading reveals deeper issues with professional thinking. When Sal told their manager that important job documentation was "boring" and only deserved skimming, they unknowingly demonstrated one of the most career-limiting mindsets possible. We explore why the rejection of reading and learning isn't merely a personal preference but a subtle form of workplace defiance. Whether you prefer physical books with margin notes, e-readers for convenience, or audiobooks during commutes, the willingness to deeply engage with new information remains non-negotiable for professional success. The discussion moves beyond reading preferences to examine how early workplace behaviors reveal fundamental thinking patterns. What initially appears as simple disinterest often masks arrogance and resistance to organizational norms. We challenge the notion that completing formal education means learning is finished, highlighting how even CEOs must regularly do things they don't particularly enjoy for the greater good of their organizations. The conversation provides valuable insights for both leaders evaluating new team members and professionals seeking to advance their careers through improved thinking. Have you encountered someone who proudly proclaims "I don't read"? Or perhaps you've worked with someone who believes their prior education makes ongoing learning optional? Share your experiences with these thinking patterns and how they've impacted workplace success in your organization.

Are you constantly putting out fires at work? That's not a leadership strategy—it's a symptom. Ever worked in an organization where crisis mode is the default setting? Where teams pride themselves on their ability to "turn on a dime," order late-night pizza, and heroically save the day at the eleventh hour? While this firefighting culture might feel exhilarating and even create a sense of camaraderie, it masks deeper leadership problems that ultimately damage your organization's health and sustainability. At its core, the firefighting syndrome stems from two fundamental leadership failures: lack of clarity about what success looks like, and insufficient accountability systems. When leaders can't articulate clear expectations or resort to "I'll know it when I see it" feedback, they force their teams into endless cycles of rework and last-minute scrambles. Even worse, organizations often inadvertently reinforce this behavior by celebrating the heroes who "stayed up all night" rather than those who delivered quality work through consistent, measured progress. Breaking free from a firefighting culture requires a significant shift in leadership approach. Rather than asking vague questions like "How's it going?", effective leaders request to see work in progress with questions like "Show me where you're at." This simple change creates transparency, enables early course correction, and prevents the procrastination that leads to crisis. Taking a page from agile development methodologies, this iterative approach actually reduces overall work by approximately 20% while producing better outcomes. The maturity of your organization depends on your ability to evolve beyond emergency mode. While startups may thrive on adrenaline and rapid pivots, sustained success requires processes that value outcomes over activities, clarity over chaos, and sustainable pacing over burnout. What kind of culture are you building?

Reverse delegation might be silently sabotaging your leadership effectiveness and your team's growth. In this eye-opening conversation, Scott and Tammy tackle the widespread phenomenon where well-intentioned leaders find themselves taking back work they've delegated to their team members. The hosts unpack how many of us unwittingly create this dynamic through a fundamental misunderstanding of servant leadership. "No, you're not being a servant leader. You're being a bonehead," Scott remarks in his characteristically direct style, highlighting how taking on your employees' responsibilities actually disables rather than enables them. This conversation exposes the warning signs that you're carrying too many of your team's "monkeys" – from working longer hours than your staff to constantly justifying why you should handle tasks yourself. Drawing on the classic Harvard Business Review concept of "management monkeys," Tammy provides practical strategies for breaking this cycle without sacrificing deadlines or team morale. The discussion explores the delicate balance between supporting your team and creating unhealthy dependencies, offering insights into when stepping in is appropriate and when it undermines growth. You'll learn powerful questioning techniques to help your team think more deeply rather than simply providing solutions. Are you creating a firefighting environment by rescuing your team at the last minute? Do you find yourself playing the "Uno reverse card" game with tasks that should remain with your employees? This frank, practical conversation will transform how you think about delegation and employee development. Listen now to become the leader who truly enables others rather than unconsciously disabling them. Questions or topic suggestions? Let us know! podcast@becomemoregp.com Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregp Connect with Us: Tammy K Rogers: https://www.linkedin.com/in/tammerarogers Scott Burgmeyer: https://www.linkedin.com/in/burgy Producer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss/ Other Resources: http://www.becomemoregp.com

This week Tammy and Scott talk about how they are doing in regards to their commitments for 2025. How do you think they are doing? What is their grade? Whoa - Karman is holding them to it!! Questions or topic suggestions? Let us know! podcast@becomemoregp.com Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregp Connect with Us: Tammy K Rogers: https://www.linkedin.com/in/tammerarogers Scott Burgmeyer: https://www.linkedin.com/in/burgy Producer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss/ Other Resources: http://www.becomemoregp.com

This week Tammy and Scott talk about strategic execution, delegation and checking in. As you look at your organizations strategy, what percentage do you actually accomplish? Questions or topic suggestions? Let us know! podcast@becomemoregp.com Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregp Connect with Us: Tammy K Rogers: https://www.linkedin.com/in/tammerarogers Scott Burgmeyer: https://www.linkedin.com/in/burgy Producer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss/ Other Resources: http://www.becomemoregp.com

This week Tammy and Scott talk about what we create as leaders and what we are responsible for. While creating people is a core work product (check out last weeks episode) what we create and allow in the work environment is also a responsibility of the leader. Wow...that is DEEP. Questions or topic suggestions? Let us know! podcast@becomemoregp.com Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregp Connect with Us: Tammy K Rogers: https://www.linkedin.com/in/tammerarogers Scott Burgmeyer: https://www.linkedin.com/in/burgy Producer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss/ Other Resources: http://www.becomemoregp.com

This week Tammy and Scott talk about a leaders work product and how much time you should be spending on that work product....the answer may surprise you!! Questions or topic suggestions? Let us know! podcast@becomemoregp.com Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregp Connect with Us: Tammy K Rogers: https://www.linkedin.com/in/tammerarogers Scott Burgmeyer: https://www.linkedin.com/in/burgy Producer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss/ Other Resources: http://www.becomemoregp.com

This week Tammy and Scott talk about change...sometimes we are the one making the decision and many times we are the one who needs to align. Listen to find out what I need to do in either role to make the most of change. Questions or topic suggestions? Let us know! podcast@becomemoregp.com Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregp Connect with Us: Tammy K Rogers: https://www.linkedin.com/in/tammerarogers Scott Burgmeyer: https://www.linkedin.com/in/burgy Producer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss/ Other Resources: http://www.becomemoregp.com

This week Tammy and Scott talk about who's responsibility is it when it comes to making decisions and aligning to decisions. Leaders? BOD? Individuals? The answer might surprise you. Questions or topic suggestions? Let us know! podcast@becomemoregp.com Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregp Connect with Us: Tammy K Rogers: https://www.linkedin.com/in/tammerarogers Scott Burgmeyer: https://www.linkedin.com/in/burgy Producer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss/ Other Resources: http://www.becomemoregp.com

This week Tammy and Scott talk about who's responsibility is it when it comes to engagement. The organization? The employee? Both? What do you think? Questions or topic suggestions? Let us know! podcast@becomemoregp.com Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregp Connect with Us: Tammy K Rogers: https://www.linkedin.com/in/tammerarogers Scott Burgmeyer: https://www.linkedin.com/in/burgy Producer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss/ Other Resources: http://www.becomemoregp.com

This week Tammy and Scott talk about a quote that explores the perspective of great leaders being hard on themselves vs hard on others. Who are you hardest on? What does that quote really mean? Listen to hear different perspectives of leadership, civility and more. Questions or topic suggestions? Let us know! podcast@becomemoregp.com Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregp Connect with Us: Tammy K Rogers: https://www.linkedin.com/in/tammerarogers Scott Burgmeyer: https://www.linkedin.com/in/burgy Producer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss/ Other Resources: http://www.becomemoregp.com

This week Tammy and Scott talk about what personal brand they intend to portray. What do you believe our personal brand is? We all have a personal brand - the question - is your on purpose? Questions or topic suggestions? Let us know! podcast@becomemoregp.com Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregp Connect with Us: Tammy K Rogers: https://www.linkedin.com/in/tammerarogers Scott Burgmeyer: https://www.linkedin.com/in/burgy Producer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss/ Other Resources: http://www.becomemoregp.com

This week Tammy and Scott talk about when to and how to use a PIP (Performance Improvement Plan). How do you approach this with your team? Do you use them? Love them? Hate them? Listen in for some nuggets on how to make this a less painful process for you as a leader. Questions or topic suggestions? Let us know! podcast@becomemoregp.com Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregp Connect with Us: Tammy K Rogers: https://www.linkedin.com/in/tammerarogers Scott Burgmeyer: https://www.linkedin.com/in/burgy Producer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss/ Other Resources: http://www.becomemoregp.com

This week Tammy and Scott talk about where they are getting new information, how they use it and the process and importance of synthesis. Where you are growing? How are you applying the growth? Questions or topic suggestions? Let us know! podcast@becomemoregp.com Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregp Connect with Us: Tammy K Rogers: https://www.linkedin.com/in/tammerarogers Scott Burgmeyer: https://www.linkedin.com/in/burgy Producer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss/ Other Resources: http://www.becomemoregp.com

This week Tammy and Scott talk about the importance and impact of being in relationship at work...and no, it isn't about group hugs. Are you in strong relationships at work? How do you know? Questions or topic suggestions? Let us know! podcast@becomemoregp.com Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregp Connect with Us: Tammy K Rogers: https://www.linkedin.com/in/tammerarogers Scott Burgmeyer: https://www.linkedin.com/in/burgy Producer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss/ Other Resources: http://www.becomemoregp.com

This week Tammy and Scott identify what they are going to Start, Stop and Continue in 2025. What are you planning to Start, Stop and Continue to make small incremental change to increase your impact? Questions or topic suggestions? Let us know! podcast@becomemoregp.com Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregp Connect with Us: Tammy K Rogers: https://www.linkedin.com/in/tammerarogers Scott Burgmeyer: https://www.linkedin.com/in/burgy Producer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss/ Other Resources: http://www.becomemoregp.com

This week Tammy and Scott identify tactics that are in and out for individuals to evaluate and decide where they may want to level-up in 2025. How many do you have that are in vs out? Questions or topic suggestions? Let us know! podcast@becomemoregp.com Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregp Connect with Us: Tammy K Rogers: https://www.linkedin.com/in/tammerarogers Scott Burgmeyer: https://www.linkedin.com/in/burgy Producer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss/ Other Resources: http://www.becomemoregp.com

This week Tammy and Scott identify tactics that are in and out for organizations to evaluate and decide where they may want to level-up in 2025. Questions or topic suggestions? Let us know! podcast@becomemoregp.com Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregp Connect with Us: Tammy K Rogers: https://www.linkedin.com/in/tammerarogers Scott Burgmeyer: https://www.linkedin.com/in/burgy Producer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss/ Other Resources: http://www.becomemoregp.com

Discover (or reminisce about) the history of Krampus and hear how Tammy and Scott deal with incivility in this weeks episode. Questions or topic suggestions? Let us know! podcast@becomemoregp.com Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregp Connect with Us: Tammy K Rogers: https://www.linkedin.com/in/tammerarogers Scott Burgmeyer: https://www.linkedin.com/in/burgy Producer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss/ Other Resources: http://www.becomemoregp.com