Introduction to Episodes and Guests
Hello, everyone, and welcome to a brand new episode of the Digital Adoption Show, your go-to podcast for cutting-edge insights and innovation strategies in today’s dynamic work environment. I’m your host, Abhirami Prakash, Team Lead for Sales and development at Whatfix. Today, we’ll dive into five ways to master modern leadership in the modern workplace in 2024.
Spotlight on Wagner Denuzzo
Wagner Denuzzo is a renowned figure in learning and development, recognized for his work as a coach, a consultant, and a speaker. Wagner has a very diverse background as a licensed psychotherapist with impactful roles within IBM and pioneering efforts in the future of work initiatives at Prudential Financial, demonstrating his long-standing commitment to driving leadership performance and organizational transformation. Wagner’s approach to leadership is both comprehensive and pragmatic, merging psychological insights with practical business strategies, dedicated to enhancing team performance, fostering an inclusive culture, and setting ambitious goals for organizations looking to thrive in the future.
The Digital Pulse: Connecting Passion with Profession
Before we dive into our main discussion in this episode of the Digital Adoption Show, let’s explore our new segment, “The Digital Pulse.” This segment aims to bridge the gap between passion and profession, revealing how personal and professional journeys intertwine to mold visionary leadership. Today, we have the privilege of hearing from Wagner Denuzzo, whose eclectic career spans decades and diverse roles across several enterprises.
Wagner Denuzzo on Skills as the Currency of Professional Success
Wagner begins by emphasizing the importance of recognizing and valuing skills in the marketplace. “It’s interesting because we are talking about skills, which are essentially your currency for professional and career success. However, we need to start thinking more deeply about what constitutes a skill. Life experiences, such as working in different companies and interacting with diverse communities, help you acquire capabilities that are often underestimated because we do not traditionally recognize them as skills.”
He elaborates on the subtleties of skills gained through personal challenges and cultural adaptation. “Being able to relate to someone who is not agreeable to you, or being able to navigate a new reality—these are vital skills. I mention this from personal experience as an immigrant from Brazil who arrived in the United States without knowing English. I had to figure out how to make myself viable for work and manage daily interactions, all of which built a significant foundation of empathy and understanding.”
Empathy and Experience: Learning from Life’s Challenges
Wagner shares how his varied experiences have built empathy, a crucial leadership trait. “These experiences build incredible empathy, which I can then extend to others. You begin to notice how people who lack language skills, education, or socioeconomic privilege might struggle in environments that do not foster their growth. Every moment in life is an opportunity to learn, and the skills you gain are invaluable.”
Reflecting on his own journey, Wagner discusses how adversity shaped his career path and personal growth. “I came to the U.S. with a college degree from Brazil but no job opportunities. I started as a busboy and worked my way up, cleaning tables after college during my 20s. It wasn’t glamorous, but it was formative. Gradually, I became more connected within my community and eventually became a social worker, and later, a psychotherapist working in hospitals with people undergoing severe hardships.”
Wagner’s narrative is a testament to the profound impact of integrating personal experiences with professional growth. His journey from Brazil to significant roles in the United States encapsulates the essence of the Digital Pulse segment—demonstrating how individual pathways can profoundly influence modern leadership paradigms.
Triple Strike: Rapid Fire Round with Wagner
Coaching a Robot
Imagine you were coaching a robot to take over your role, Wagner. What is the one human skill you’d find hardest to teach?
“I think the hardest skill to teach is true empathy. AI and chatbots can simulate empathy—they might reassure you that you’re a good person, and they do offer a kind of empathy. But it’s not real, because true empathy requires an emotional connection, something a robot cannot genuinely replicate. However, there are many things they can assist us with. Another challenging skill for them would be to make me laugh. Laughter is so important for us as leaders, professionals, and just as humans. If you’re not being ridiculous or making fun of yourself at least once a day, you’re taking life too seriously. I doubt robots could ever make me laugh as much as I make myself laugh, but who knows, I hope they do one day!”
“That’s a really fun answer, Wagner. The ability to laugh was unexpected but a delightful insight!”
Fictional Leadership Mentor
If you could choose any fictional character as a leadership mentor, who would it be and why?
“This speaks to my generation. About 20 years ago, there was a TV show called ‘Xena: Warrior Princess.’ I don’t know how many people remember it, but Xena was a strong female character. At a time when we are emphasizing women’s leadership and the need to elevate women to the highest positions in organizations, Xena stands out. She was not only physically strong enough to beat anyone but also possessed the kindness to understand the nuances of courage, curiosity, and humanity. She’s an amazing figure to look up to.”
“Very interesting, Wagner. Xena certainly embodies the strength and spirit many aspire to in business and beyond.”
Alternative Career Paths
If you weren’t in your current profession, what alternative career path do you think you would have pursued?
“That’s funny, as I’ve had several careers already. I started in Brazil as a busboy and a waiter to make ends meet while attending college at night. I even sewed women’s clothing for a while—that’s how I bought my ticket to come here. Eventually, I became a social worker, then a psychotherapist working in employee assistance programs, and later moved into HR and leadership strategy. But my underlying passion has always been architecture. I think of talent strategy as creating designs in architecture where everything fits in a way that creates collective coherence.”
“Wow, Wagner, your journey through multiple roles with such passion is genuinely inspiring. It’s not something many can attest to.”
Celebrating Leadership and Empowerment in Wagner Denuzzo’s New Book, “Leading to Succeed”
Introduction to Wagner Denuzzo’s Latest Work
First of all, congratulations are in order for Wagner Denuzzo on the launch of his new book, “Leading to Succeed.” This book represents a significant step towards understanding and practicing courageous leadership, an essential skill in today’s complex work environment. Wagner, could you share more about what the book entails and its core message?
Wagner Denuzzo on the Essence of Leadership
“Thank you, I actually have the book right here, though it’s not available until February on Amazon. The premise of ‘Leading to Succeed’ is grounded in the belief that every individual engaged in the workplace is a leader. This idea stems from the necessity of self-management, which in itself is a pivotal leadership skill. Today, orchestrating one’s life involves managing relationships, understanding the needs of others, and aligning them with your own, which is quintessential leadership.”
“The book arises from the notion that everyone is inherently a leader and that leadership skills should be cultivated right from the start of one’s career. Organizations that overlook the importance of nurturing leadership from the beginning are missing out on tremendous opportunities to establish collective leadership as a cultural norm.”
Cultivating Leadership Across All Levels
“The traditional approach of training managers only after they have been promoted is no longer sufficient. We must build leadership capabilities continuously throughout one’s career. By the time individuals are appointed to managerial roles, they should already be well-prepared to handle the human aspects of leading teams.”
“In ‘Leading to Succeed,’ I don’t just focus on specific leadership competencies for beginners but emphasize the expression of individual leadership. True leadership doesn’t occur in silence or from the shadows; it manifests when you express yourself actively and visibly.”
The Three Expressions of Leadership: The Three C’s
“I introduce what I call the ‘Three C’s of Leadership’—Consciousness, Curiosity, and Courage. These are crucial in navigating today’s challenges, including the climate crisis, the digital revolution, and various socioeconomic and geopolitical issues. Consciousness involves being aware of the environment and the different realities people inhabit without passing judgment, which can be a source of significant stress.”
“Curiosity drives us to explore alternative ways of thinking and foster creativity, while Courage is about taking actions that may not always be popular but are necessary for making substantive changes. These three attributes are essential for anyone aspiring to make a real impact in their roles.”
Human-Centered Leadership: Insights from Wagner Denuzzo’s New Book
Introducing Human-Centered Leadership Concepts
In today’s conversation, we delve deeper into Wagner Denuzzo’s compelling new book, “Leading to Succeed,” which offers fresh perspectives on human-centered leadership. Wagner, could you share some core beliefs and inspirations that led to these innovative ideas in your book?
Wagner Denuzzo on the Evolution of Leadership
“It’s fascinating that I’ve been exploring the future of work for the last five years, leadership for the last 20, and human behavior for 30. The reality is that human-centered leadership is becoming increasingly recognized. We’ve experienced various leadership models—from operational excellence driven by business leaders to servant leadership. However, what inspired me most was the realization that we need to focus less on traditional educational teachings and more on personal leadership paths, shaping the people we want to become.”
“Many leaders feel fragmented, juggling their roles at work with their responsibilities as parents, spouses, or community members, often feeling like they haven’t fulfilled these roles adequately due to the demands of their careers. Human-centered leadership addresses these challenges, emphasizing not just the need for professional expertise but also the importance of personal growth and self-acceptance.”
The Three A’s of Human-Centered Leadership
“In ‘Leading to Succeed,’ I introduce the concept of the three A’s—Awareness, Acceptance, and Action, which are crucial for effective leadership. Awareness alone is insufficient; it must lead to acceptance and then action. This framework helps leaders recognize and accept their self-limiting beliefs, such as the imposter syndrome, and move beyond them to make impactful decisions based on their values and goals.”
“Self-acceptance is particularly important. For instance, coming from a poor neighborhood and schooling system in Brazil, I initially felt underqualified compared to my American peers. However, accepting that my past shaped but did not define my potential was crucial. This acceptance allowed me to act in alignment with my true capabilities, paving the way for emotional development and leadership growth.”
The Importance of Emotional Development in Leadership
“Integrating emotional development and psychology with leadership principles is essential. Everyone has the potential to lead, and by fostering emotional intelligence, individuals can unlock their potential to become remarkable leaders. The book emphasizes that leadership manifests not just in high-ranking positions but in everyday actions and decisions.”
Challenges in Moving from Acceptance to Action
Addressing a follow-up question about the transition from acceptance to action, Wagner notes, “It’s crucial not to get stuck in acceptance. While it’s important to recognize and accept your realities, moving to action is necessary to effect change. For example, at IBM, despite feeling like an imposter due to my educational background, I learned to leverage my unique experiences and skills, which were different but just as valuable.”
“This transition is facilitated by lifting judgments about oneself and focusing on inherent strengths. By viewing challenges without judgment, leaders can more easily transition from acceptance to proactive action.”
Wagner Denuzzo’s insights into human-centered leadership provide a roadmap for individuals at all levels to develop and refine their leadership capabilities. “Leading to Succeed” is not just a manual for current and aspiring leaders but a call to action for anyone looking to influence and lead effectively in their personal and professional lives. Wagner’s approach promises to inspire many to embrace their journeys and lead with confidence, awareness, and empathy.
Evolution of Leadership Teams: Insights from Wagner Denuzzo
Reflecting on the Transformation in Leadership
As we delve deeper into the dynamics of leadership, a pertinent question arises about the evolution of leadership teams over the years. Wagner, given your extensive experience, how do you think leadership teams have evolved? Are there fundamentals that have remained constant, or are new approaches proving successful in today’s rapidly changing landscape?
Wagner Denuzzo on Leadership Evolution
“That’s a question that certainly has many answers, each unique to the individual considering it. However, if we consider the essence of leadership, I recently shared a thought on LinkedIn that resonated with many: ‘Find what’s essential and become exceptional at being you, not somebody else.’ Leadership isn’t about finding a universal recipe; it’s deeply personal and rooted in combining your values and beliefs.”
“Leadership fundamentally remains about authenticity—showing up as your true self, with your beliefs and values at the forefront, and acting accordingly. This core aspect hasn’t changed, even as the contexts within which leadership operates have evolved. Traditional competencies like the ability to continuously transform are still relevant. Leadership today isn’t about managing change in isolation; it’s about integrating change seamlessly into the flow of work and life.”
Integrating New Approaches to Leadership
“However, there are aspects of leadership that are adapting to new realities. For instance, giving your team permission to do great work is crucial. Leaders need to create conditions for success, which means sometimes stepping back and allowing others to shine. The concept I discuss in the book, ‘be engaged, but not attached,’ emphasizes the importance of leaders being involved without being emotionally bound to their own ideas, which allows room for collective input and innovation.”
“Another evolving aspect is digital acumen and cognitive mastery, which are becoming increasingly crucial as we navigate less trust in traditional corporate structures. Leaders need to move beyond conventional communication methods and genuinely connect with their teams in meaningful ways.”
The Three A’s: Awareness, Acceptance, and Action
“I talk about the ‘Three A’s’—Awareness, Acceptance, and Action. These are vital in today’s leadership landscape. Leaders must be aware of their surroundings and themselves, accept various realities—even those they disagree with—and take action that aligns with their values. This approach fosters a more responsive and conscientious leadership style.”
“An interesting point I raised recently questions whether it’s acceptable for corporations to balance their sheets at the expense of their employees. It’s time for leaders to be more courageous, to own up to past mistakes, and to empower their teams rather than downsizing in times of panic.”
Leadership in the Age of Gen Z
Responding to a query about adapting leadership for Gen Z, Wagner expresses optimism and a forward-looking perspective: “Gen Z represents our hope for the future. They’ve grown up in a world devoid of certainties and are shaping a more collective, conscious approach to leadership. This generation values teamwork and is deeply concerned with the broader implications of their decisions, especially regarding the planet and social justice.”
Wagner’s insights provide a comprehensive view of how leadership has evolved while also pointing towards the necessary adaptions required to succeed in a changing world. His belief in the power of human-centered leadership, combined with his advocacy for Gen Z’s potential, paints a hopeful picture of the future, emphasizing the importance of authenticity, continuous learning, and collective success in modern leadership practices.
Distinct Leadership Styles and Their Application in the Modern Workplace
Understanding and Identifying Leadership Styles
In today’s discussion, we delve into an intriguing aspect of Wagner Denuzzo’s book that addresses the varied leadership styles and their relevance in today’s digital and open workspace. Wagner, could you explain how these leadership styles can be identified and applied effectively in the modern workplace?
Wagner Denuzzo on Modern Leadership Dynamics
“The modern workplace has transformed into an open space, largely due to digital transformations that enhance transparency and collective engagement. The concept of ‘cascading’ goals or communications is becoming outdated. Instead, we are witnessing a dynamic environment where information flows freely, resembling thunderstorms more than cascades. This shift allows us to observe a variety of leadership styles naturally.”
“It’s crucial, however, not to be judgmental about the styles adopted by different leaders. Each style is influenced by the emotional resources available to the individual. For example, if a leader has been conditioned to suppress their emotions, they may avoid forming deep connections with their team, opting instead for a more structured and professional demeanor. This approach might achieve operational goals but often fails to foster a culture of connectivity and shared emotional experiences, which are vital for a thriving workplace culture.”
Leadership Essential Expressions Over Styles
“Rather than focusing solely on identifying leadership ‘styles,’ I encourage looking at leadership through the lens of ‘essential expressions.’ These expressions—consciousness, curiosity, and courage—offer more profound insights into a leader’s effectiveness. A leader who exhibits consciousness likely considers the well-being of others. Those who display curiosity are open to diverse opinions and not just confined to familiar viewpoints. Leaders who demonstrate courage stand up for their communities and defend the oppressed.”
“These expressions are more indicative of a leader’s potential to effect positive change than merely adhering to a particular style. It’s about the impact of their actions and decisions that resonate through their expressions of leadership.”
Applying Leadership Expressions in a Digital Workplace
Responding to a query about incorporating these insights into a leadership framework suitable for the digital era, Wagner shares his vision:
“I am passionate about this topic as I’ve been collaborating with numerous companies to redefine the manager experience, acknowledging that the role of managers is evolving significantly. Leadership frameworks need to incorporate elements of vulnerability—this ties back to the expression of consciousness, where leaders are open about their challenges, including stress or anxiety, which fosters a genuine connection with their teams.”
“Furthermore, developing leaders through real-world simulations or what I call ‘leadership experiences’ is crucial. These scenarios require leaders to engage fully—not just intellectually but emotionally and practically. This holistic approach ensures that leaders can build and refine the skills necessary for effective leadership.”
“Regarding the framework itself, emphasize self-disclosure, which can significantly enhance leaders’ rapport with their teams. Also, consider implementing coaching circles, allowing leaders to discuss and share their experiences and aspirations openly, which aids in creating a supportive and innovative corporate culture.”
As Wagner eloquently points out, the essence of leadership in the modern workplace transcends traditional styles and focuses on expressions that inspire and facilitate meaningful change. By adopting and nurturing these expressions, organizations can empower leaders who are not only adept at managing teams but also at inspiring and leading them towards collective success in an ever-evolving digital landscape.
Crafting Leadership Frameworks: Insights from Wagner Denuzzo’s Experience
Introduction to Leadership Framework Development
Wagner, with your extensive experience in executive development, could you share some examples from your personal work in developing leadership frameworks, particularly for Fortune 500 organizations?
Wagner Denuzzo on Memorable Leadership Experiences
“Throughout my career, I’ve been involved in numerous executive development programs and frameworks. One key observation is that truly memorable work experiences are rare—perhaps three to five in a year that fundamentally change how you interact with the world. I recall a specific instance that was quite impactful. Despite being advised against it by the CEO, the CHRO, and many others, I proceeded because I believed in the necessity of the approach.”
“This involved a session with 400 senior executives responsible for managing billions of dollars in business. These leaders often expressed guilt about not being there for their families and doubts about meeting company expectations. They felt caught between impossible demands. I decided to address these feelings head-on.”
Initiating Change with Mindfulness and Self-Forgiveness
“To connect with these leaders on a meaningful level, I began the session with a mindfulness minute—a technique I frequently used with my teams. This involved a breathing exercise focused on self-forgiveness, encouraging the executives to forgive themselves for past inadequacies and actions not aligned with their desired selves. The silence during this exercise was profound, and the emotional impact was palpable. After the session, many executives expressed gratitude, noting that no one had ever permitted them to forgive themselves or validated their feelings in such a way.”
“This approach allowed them to be receptive to the leadership concepts I presented afterward. We often insist that leaders need to change behaviors, but my experience as a psychotherapist and social worker has taught me that you cannot force change. Change is an internal process that individuals must come to on their own.”
Establishing Realistic Expectations and Encouraging Change
“Instead of trying to change behaviors directly, it’s more effective to set expectations for actions and help leaders see the opportunity for personal growth. This process involves accepting reality and adapting to new circumstances—true change comes from within.”
“In terms of developing leadership frameworks, it’s crucial to foster an environment of honesty and open dialogue, even if it means venturing into uncomfortable territory. Coaching can facilitate this. In my book, I introduce the ‘IDEA’ coaching model, which stands for Identifying goals, Disrupting thinking, Encouraging experimentation, and Activating plans. This model is designed for short-term coaching and aims to expand leaders’ perspectives and encourage actionable steps.”
Wagner’s approach to leadership development emphasizes emotional intelligence, the power of self-forgiveness, and the necessity of personal change. By sharing these insights and frameworks, Wagner not only shapes the capabilities of individual leaders but also molds the broader strategic approaches of major organizations, paving the way for a more empathetic and effective leadership culture.
Empowering Organizational Intelligence: Advice from Wagner Denuzzo
Concluding Insights on Leadership Effectiveness
As we wrap up our insightful conversation with Wagner Denuzzo, we ask for one actionable piece of advice that leaders can implement immediately to make a meaningful impact within their organizations.
Wagner Denuzzo on Valuing Team Intelligence
“It might sound a bit harsh, but it’s crucial: Don’t underestimate the intelligence of your people. A common oversight in many organizations is not fully exploring the capabilities that each team member brings to the table. If people are afraid to express their capabilities and ideas, you are inherently limiting the potential performance of your teams.”
“Consider your teams as the most valuable source of intelligence. The collective intelligence created within a team setting is much greater than any single individual’s efforts. This realization should drive every decision and strategy you implement as a leader.”
Clarity as a Catalyst for Capacity
Wagner offers an additional piece of advice that complements the first: “Clarity creates capacity. I’ve emphasized this for a while now and it remains fundamentally true. Ensuring that you are clear about what you expect from your team members is crucial. They also need to be clear about the organization’s goals and their role in reaching those objectives.”
“Clarity can dramatically reduce stress and anxiety among team members, and it eliminates the time spent trying to decipher vague directives. As a leader, your ability to communicate clearly will not only streamline operations but also empower your team to learn and perform better. This clarity in leadership fosters an environment where team members feel valued and capable, leading to increased productivity and engagement.”
Wagner Denuzzo’s advice highlights the importance of recognizing and leveraging the collective intelligence within an organization. By fostering an environment where clarity and respect for each individual’s intelligence are paramount, leaders can unlock the full potential of their teams. This approach not only enhances performance but also cultivates a culture of trust and mutual respect, which are essential for any thriving organization.
Closing Thoughts with Denuzzo
As we wrap up this engaging episode, our deepest gratitude goes to Denuzzo for his comprehensive insights into the digital innovations transforming the insurance industry. Today’s discussion has illuminated several new perspectives that we haven’t fully delved into before on our show.
For those keen on exploring these topics further or wishing to connect with the innovative ideas shared today, remember that you can access all our episodes on major platforms like Apple Podcasts, Spotify, and Google Podcasts. We encourage you to subscribe and engage actively with the content, allowing you to harness knowledge that can significantly impact how you understand and interact with digital transformations across various sectors.
Make sure to subscribe to the Digital Adoption Show to keep up with our latest episodes. Each installment is designed to provide you with critical insights and actionable strategies from thought leaders like Denuzzo, helping you stay ahead in the rapidly evolving digital landscape.