The 90th Percentile: An Unconventional Leadership Podcast

ตอน

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  AI in the Workplace: The Leadership Skills AI Can’t Replace 23.09.2026 25นาที
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  Leadership Blind Spots: Why Others See You More Clearly 09.09.2026 11นาที
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  The Leadership Skill Everyone Thinks Is Dangerous 19.08.2026
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  Your Good Leaders Are the Hidden Problem 23.07.2026 13นาที
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  Remembering Jack Zenger—The Leader Behind the Research 15.07.2026 18นาที
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  The Future of Employee Development 17.06.2026 18นาที

  The Future of Employee Development For decades, employee development has largely been reserved for leaders and high-potential talent. But as organizations face growing succession challenges, talent shortages, and a rapidly changing workforce, many are beginning to ask an important question: What about everyone else? In this episode of The 90th Percentile, BreAnne Okoren sits down with Susan Christensen to discuss the hidden development gap affecting organizations today. Together, they explore why traditional development models leave so many employees behind, how that impacts engagement and succession readiness, and what organizations can do to build a stronger talent pipeline from the ground up In this episode, you’ll learn: * Why succession challenges are really development challenges * How the retirement of Baby Boomers is exposing weaknesses in organizational talent pipelines * Why employees don’t need leadership titles to deserve meaningful development * What happens when development opportunities are reserved for only a small percentage of the workforce * The barriers that have historically made development difficult to scale * How Extraordinary You was designed to bring research-based development to individual contributors earlier in their careers Whether you’re an HR leader, talent development professional, manager, or executive, this conversation offers a fresh perspective on how organizations can create a more engaged, capable, and future-ready workforce. Interested in bringing Extraordinary You to your organization? Visit Zenger Folkman to learn how Extraordinary You helps individual contributors identify their strengths, accelerate their development, and make a greater impact—long before they step into formal leadership roles.  
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  Filling the Missing Gap in Early Career Development: Extraordinary You 03.06.2026 15นาที

  Episode Description Why do so many capable professionals overestimate their effectiveness at work? And what are the hidden behaviors quietly limiting trust, credibility, communication, and career growth? In this episode of The 90th Percentile, BreAnne Okoren sits down with Zenger Folkman co-founder Jack Zenger to explore new research on one of the most important drivers of professional growth: self-awareness. Drawing on data from thousands of individual contributors, they uncover a surprising gap between how employees view their own effectiveness and how their managers actually experience them. BreAnne and Jack discuss the eight workplace behaviors people most commonly misjudge—including trust, communication, follow-through, initiative, and speaking up—and why these blind spots can stall development long before someone enters a leadership role. They also explore why traditional development programs often miss the mark and how organizations can begin building stronger contributors earlier through meaningful feedback and strengths-based development. Whether you’re an individual contributor looking to accelerate your career or a leader responsible for developing talent, this episode offers practical insights on how greater self-awareness can become a powerful competitive advantage.  Zenger Folkman’s new development experience, Extraordinary You, is designed to help individual contributors build strengths, increase self-awareness, and accelerate growth at every stage of their career. Key Learnings 1. Self-awareness is a competitive advantage. The most effective professionals aren’t the ones who think they’re perfect—they’re the ones who have an accurate understanding of their strengths, weaknesses, and impact on others. 2. Blind spots are more common than most people realize. Research shows that many individuals significantly overestimate their effectiveness in areas such as trust, communication, follow-through, and initiative, creating barriers to growth. 3. Feedback from others is more accurate than self-assessment alone. Managers and colleagues often have a clearer view of our effectiveness than we do ourselves. Without external feedback, development efforts can be built on faulty assumptions. 4. Small behaviors have a big impact on reputation. Trust, reliability, communication, and credibility are built through everyday actions. Consistently following through on commitments and aligning actions with words can dramatically improve effectiveness. 5. Development should start before leadership roles. Organizations often wait until employees become leaders to invest in development. The research suggests that building self-awareness and strengths earlier can significantly accelerate performance and career growth. Webinar Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.
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  Episode 185: Are You Overestimating Your Effectiveness? (And Why It Matters More Than You Think) 27.05.2026 14นาที

  Episode Description Why do so many capable people overestimate their effectiveness at work? And what are the hidden behaviors quietly damaging trust, credibility, communication, and career growth? In this episode of The 90th Percentile, BreAnne Okoren sits down with Joe Folkman to explore new research from Zenger Folkman on the surprising gap between how individual contributors see themselves… and how their managers actually experience them. Based on a study of more than 15,000 professionals, the conversation uncovers the 8 workplace behaviors people most commonly misjudge — from follow-through and communication to trust and work ethic. Joe explains why self-awareness is one of the greatest competitive advantages in today’s workplace and how blind spots can quietly limit performance and growth. BreAnne and Joe also discuss why organizations need to start development earlier — before someone becomes a formal leader — and how Zenger Folkman’s new development experience, Extraordinary YOU, is designed to help individual contributors build strengths, increase self-awareness, and accelerate growth at every stage of their career. If you’ve ever wondered whether others experience you the way you think they do… this episode is for you. Key Learnings 1. Most people have larger professional blind spots than they realize. Research from more than 15,000 individual contributors revealed major gaps between self-ratings and manager ratings, especially in behaviors tied to trust, communication, follow-through, and influence. 2. Self-awareness is a competitive advantage. The professionals who improve the fastest are not necessarily the most naturally talented — they are the most accurate at seeing their strengths and weaknesses clearly. 3. Small daily behaviors shape your reputation more than you think. Reliability, preparation, responsiveness, and consistency quietly build — or erode — credibility over time. 4. High performers proactively seek feedback instead of waiting for reviews. People who actively ask for specific behavioral feedback are better able to close the gap between intention and impact. 5. Leadership development should start earlier. BreAnne and Joe discuss why organizations often wait too long to develop employees and how Extraordinary You helps individual contributors build self-awareness, strengths, and effectiveness long before they move into formal leadership roles Webinar Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.
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  Coaching is Connection First— Why Presence Outperforms Advice 24.03.2026 16นาที

  Episode Description In this episode of The 90th Percentile Podcast, BreAnne Okoren and Jack Zenger sit down with leadership expert Michelle Fabian to explore one of the most overlooked—but critical—elements of effective coaching: presence. While many leadership coaching models focus on goal setting, performance gaps, and action plans, this conversation takes a different approach. Michelle shares why great coaching begins with trust, connection, and a deep understanding of the individual—not just the problem. Grounded in Zenger Folkman’s research on strengths-based leadership development and data from over 1 million 360-degree assessments, this episode reveals what truly differentiates leaders who coach effectively. You’ll learn practical coaching techniques to help leaders: * Build trust and rapport quickly * Listen beyond the surface * Ask better, more impactful questions * Turn insight into meaningful action * Empower others without giving all the answers If you’re a leader, HR professional, coach, or facilitator looking to improve your leadership coaching skills, this episode offers a simple but powerful truth: ???? The best coaching conversations don’t start with answers—they start with presence Key Learnings 1. Great Coaching Skills Start with Trust, Not Tools Many leaders jump straight to goals and solutions. But effective leadership coaching begins with building trust and connection. Without it, even the best coaching techniques fall flat. 2. Presence Is One of the Most Critical Coaching Skills for Leaders Being fully present—listening without distraction or agenda—is what allows leaders to uncover deeper issues like uncertainty, self-doubt, and competing priorities. 3. The Best Coaches Focus on the Person, Not Just the Problem Strong coaching skills require understanding what motivates someone, where they feel confident, and where they feel stuck. This broader perspective leads to more meaningful and lasting development. 4. Effective Coaching Techniques Turn Insight into Action Coaching isn’t about solving everything at once. The most effective leaders help others identify small, actionable next steps that build momentum and confidence over time. 5. Leadership Coaching Is About Asking, Not Telling Zenger Folkman’s research shows that leaders who develop others effectively don’t rely on giving answers. Instead, they ask thoughtful questions that help individuals think more clearly and take ownership of their growth. Webinar Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.
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  Episode 183: The Gossip Trap— One Leadership Habit That Quietly Destroys Trust 10.03.2026 15นาที

  Episode Description Gossip may seem like a minor workplace habit, but the research tells a very different story. In this episode of The 90th Percentile, BreAnne and Joe Folkman explore new data from Zenger Folkman’s 360-degree leadership assessments revealing how destructive comments about others can quietly undermine a leader’s effectiveness. Based on feedback from hundreds of leaders and thousands of raters, the findings show that leaders who engage in negative gossip are perceived as significantly less effective across nearly every leadership competency. Joe explains why leaders fall into the gossip trap, the hidden ways it erodes trust and psychological safety, and how this behavior spreads through organizations. More importantly, the research reveals that when leaders become aware of this pattern and change it, their effectiveness can improve dramatically. For HR, Talent Development, and Learning leaders, this conversation highlights the powerful role feedback and leadership development play in shaping healthy cultures. When leaders commit to speaking about others with integrity—and addressing issues directly rather than through back channels—they build the trust, collaboration, and influence that define truly extraordinary leadership. Key Learnings 1. Leadership gossip is not harmless—it’s a career-limiting behavior. Zenger Folkman’s research shows that leaders who engage in destructive comments about others are viewed as less effective in 29 of 31 leadership behaviors measured in 360-degree feedback assessments. 2. Gossip erodes trust and psychological safety. When leaders criticize others behind their backs, team members become guarded and hesitant to speak openly—damaging collaboration, innovation, and honest communication. 3. The impact extends far beyond the individuals involved. Destructive comments create ripple effects across organizations, contributing to toxic culture, decreased collaboration, wasted energy, and higher turnover among top performers. 4. Small behavior changes can produce dramatic leadership gains. Leaders who improved their behavior around discouraging destructive comments saw their overall leadership effectiveness rise dramatically—from the 29th percentile to the 78th percentile in the study. 5. Awareness and feedback are powerful catalysts for change. 360-degree feedback can help leaders recognize behaviors they may not realize they exhibit. When leaders commit to addressing issues directly and sharing praise instead of criticism, they build stronger trust and influence. Webinar Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.
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  Episode 182: Does Leadership Development Actually Pay Off? The ROI Leaders Can’t Ignore 25.02.2026 12นาที

  Episode Description In a time of tighter budgets and higher scrutiny, leadership development is often one of the first investments leaders feel pressure to justify—or cut. But what if that decision is quietly costing organizations far more than they realize? In this episode, BreAnne Okoren sits down with Orin Salas, Vice President of Sales at Zenger Folkman, to unpack compelling research from Joe Folkman that reframes the ROI conversation entirely. Drawing on data from nearly 1,000 leaders—and insights published in Harvard Business Review—they explore why effective leadership development doesn’t just pay for itself, but actively saves and generates money. Together, they examine how leadership quality drives employee engagement, retention, discretionary effort, and culture—and why poor leadership silently drains value every day it goes unaddressed. Orin brings a candid, real-world perspective from decades in the training and development industry, including roles at Wilson Learning, Hogan, and Deloitte, offering a clear-eyed view of what separates leadership development that works from what doesn’t. If you’ve ever wondered whether leadership development is truly worth the investment, this episode offers a data-backed answer—and a challenge leaders can’t afford to ignore. Key Learnings Leadership development isn’t an expense—it’s a value protector. Organizations are already paying for leadership through turnover, disengagement, burnout, and lost productivity. Investing in leadership simply shifts those costs from reactive to intentional. Great leadership compounds over time. Longitudinal research shows that sustained leadership development creates a “rising tide” effect—where strong leaders develop strong leaders, multiplying impact across the organization. The engagement gap is a profitability gap. Leaders in the top 10% drive engagement levels nearly 50 percentile points higher than bottom-tier leaders—fueling 20–25% gains in profitability through productivity, retention, and customer satisfaction. One poor leader can quietly cost hundreds of thousands of dollars. Employees under ineffective leaders are five times more likely to consider leaving, with replacement costs often reaching 1.5–2x salary. Improving even one leader can fund an entire development program. Every organization has a leadership strategy—whether it’s intentional or not. When leadership development is inconsistent or ignored, pressure and bad habits become the teachers. The question isn’t whether leaders are being developed—it’s who (or what) is doing the developing Webinar Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.
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  Episode 181: Highlights from The Leadership Skills Report 2026 04.02.2026 14นาที

  Details In this episode of The 90th Percentile, BreAnne Okoren and Joe Folkman unpack Zenger Folkman’s new Leadership Skills 2026 Report?and explore what truly differentiates leaders in an AI-accelerated world. As AI makes information faster and cheaper, one capability is becoming increasingly scarce: human leadership. Drawing on fresh data from tens of thousands of leaders and direct reports—along with insights from trust, feedback, recognition, and decision-making studies—BreAnne and Joe reveal why technology is amplifying both productivity and the cost of weak leadership. Together, they walk through the four leadership priorities shaping 2026: strengths-based development, faster decision-making fueled by trust, employee experiences that unlock discretionary effort, and cultures built on psychological safety and shared influence. You’ll learn why there’s no single “best” leadership style, how trust becomes infrastructure for speed, and why recognition and participation are some of the highest-impact behaviors leaders can master. If you’re navigating change, scaling leadership capability, or wondering how to help your organization thrive alongside AI, this episode offers practical, research-backed guidance you can apply right away. Want the full research, visuals, and practical framework? Download the new Leadership Skills 2026 eBook to explore each chapter in depth and start applying these insights with your leaders today. Key Points There is no universal leadership style—strengths matter more.Extraordinary leaders don’t try to copy a model. They build a few distinctive strengths while eliminating fatal flaws, making personalized development the fastest path to excellence in 2026. Decision-making is becoming a competitive advantage—and trust is the accelerator.Top decision-makers don’t just analyze better; they create clarity, move quickly on low-risk issues, and build trust so decisions can happen closer to the work. Trust isn’t soft—it determines speed.In low-trust environments, progress stalls behind approvals and safeguards. In high-trust cultures, work moves faster because people are empowered to act. Discretionary effort comes from confidence, recognition, and purpose—not pressure.Leaders who focus only on driving results get compliance. Leaders who build confidence, recognize contributions, and connect work to purpose unlock commitment, creativity, and resilience. Psychological safety and shared influence outperform command-and-control.Organizations with greater participation and voice generate better decisions, higher extra effort, and lower intent to quit—proving that expanding influence beats tightening control. Webinar Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.
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  Episode 180: The Generational Trust Myth—Why Behavior Beats Age Every Time 21.01.2026 12นาที

  Details Trust in leadership is often framed as a generational issue—older leaders are assumed to be more credible because of experience, while younger leaders are expected to “prove themselves” before earning trust. But Zenger Folkman research challenges these assumptions. In this episode of The 90th Percentile: An Unconventional Leadership Podcast, BreAnne Okoren sits down with renowned psychometrician Joe Folkman to unpack data from 80,336 leaders and 360-degree trust ratings that reveal a surprising reality: trust does not rise steadily with age. Instead, trust follows a U-shaped pattern across career decades and is most strongly driven by observable leadership behaviors, not generational identity. Together, BreAnne and Joe break down the myths, explain what truly drives trust across generations, and introduce the Trifecta of Trust framework—Relationships, Expertise, and Consistency—highlighting how leaders and teams can intentionally build trust at any stage of their career. Learn more about Zenger Folkman’s Trifecta of Trust Development Experiences for leaders and teams. Key Points Trust is not a generational trait—it’s a behavioral outcome. Age-based assumptions about trust distract from what actually builds credibility: consistent leadership behavior. Trust doesn’t increase steadily with experience. Zenger Folkman’s analysis shows a U-shaped trust curve—high trust early career, declining in mid-career, and rising again later, proving that tenure alone does not create trust. Younger leaders are not “less trustworthy” by default. When trust ratings are analyzed by generation, Gen Z and Millennials score higher on trust than Boomers, challenging common stereotypes in both directions. Three competencies explain trust across every age group. Trust is most strongly predicted by: * Relationships (approachability, collaboration, inclusion) * Expertise (sound judgment, helpful insight, competence) * Consistency (follow-through, reliability, keeping commitments) Collaboration is one of the largest leadership gaps—across all generations. Even though collaboration is ranked as highly important, it consistently ranks much lower in actual effectiveness, meaning it must be intentionally developed, not assumed. Webinar Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.
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  Episode 179: Strategic Expertise vs. Emotional Intelligence—Which Drives Leadership Success? 07.01.2026 10นาที

  Details Emotional intelligence has dominated leadership conversations for years—and for good reason. Leaders who listen, empathize, and build strong relationships create healthier, more engaged teams. But what if EQ isn’t the primary capability driving leadership effectiveness? Drawing on a global dataset of 128,000 leaders and 360-degree feedback from over a million raters, they explore what happens when strategic perspective and emotional intelligence are placed head-to-head. This episode reframes a long-standing leadership debate and offers a practical roadmap for leaders and organizations deciding where to focus their development efforts next. If you’re responsible for building leaders who can navigate complexity, inspire confidence, and lead through uncertainty, this conversation may change how you think about leadership capability altogether. Register for our upcoming webinar on this topic. Key Points 1. Strategic Perspective Is a Leadership Multiplier While emotional intelligence remains important, strategic perspective magnifies a leader’s overall effectiveness. Leaders strong in strategy outperform across 14 critical leadership behaviors—far more than leaders who rely primarily on EQ. 2. Strategic Clarity Enhances Communication and Trust Contrary to popular belief, leaders with strong strategic thinking communicate more powerfully and inspire greater commitment. Clear reasoning behind decisions reduces uncertainty and builds trust across teams. 3. EQ Alone Doesn’t Drive Innovation or Change Leaders high in EQ but low in strategic capability outperform in only two areas—integrity and collaboration. Without strategic perspective, leaders struggle to innovate, take risks, and champion meaningful change. 4. Empathy Is Most Effective When Paired with Direction Caring about people isn’t enough. Strategic leaders ground empathy in action by helping teams understand where the organization is headed and how they fit into the future. 5. Strategic Capability Can Be Developed—At Every Level Strategic thinking isn’t reserved for executives. Through coaching, scenario planning, and cross-functional exposure, leaders at all levels can build strategic perspective and dramatically increase their impact. Webinar Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.
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  Episode 178: The Hidden Truth About Gender and Leadership Ratings 19.11.2025 13นาที

  Details Are workplace evaluations truly objective—or do subtle perceptions still shape how we see male and female leaders differently? In this episode, host Bre Okoren sits down with leadership researcher Joe Folkman to unpack one of the largest real-world analyses ever conducted on gender and leadership effectiveness. Drawing from 12,000+ 360-degree evaluations, Joe reveals a surprising paradox: women are rated higher overall than men by colleagues who work directly with them, yet consistently rated lower on the very competencies most associated with executive advancement—like strategic thinking and external perspective. Together, Bre and Joe explore why this “perception gap” persists, how it quietly reinforces the leadership glass ceiling, and what organizations and leaders can do right now to create fairer, more accurate evaluations. With insights spanning global data, behavioral science, and practical organizational solutions, this episode is essential listening for HR leaders, executives, and anyone committed to advancing equity in leadership. Key Points 1. The Data Tells a Different Story Than Stereotypes Real workplace evaluations—not hypothetical scenarios—show that female leaders are rated slightly more effective overall by both male and female colleagues. This contradicts many assumptions about gender bias in leadership performance. 2. A “Perception Gap” Is Blocking Female Advancement Despite high overall effectiveness, women receive lower ratings on strategic thinking, technical expertise, and external influence—competencies disproportionately tied to promotions into senior roles. This subtle gap plays a real role in why fewer women reach the C-suite. 3. Bias Isn’t Just Male vs. Female—It’s Cultural Conditioning Both men and women showed the same rating patterns, revealing that these perceptions come from deeply ingrained narratives about what leadership looks like, not simple in-group or out-group preference. 4. Organizations Can Close the Gap With Small, Intentional Changes Structured promotion rubrics, diverse decision-making committees, and equitable access to strategic assignments dramatically increase fairness. Individual women can also counteract perception gaps by actively building visibility around strategic work and external influence. Webinar Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.
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  Episode 177: Why Strengths-Based Development Outperforms Traditional Methods 29.10.2025 18นาที

  Details Consider this episode your Strengths-Based Leadership 101. BreAnne and Joe revisit the foundation of Zenger Folkman’s entire leadership philosophy — the data-driven insight that extraordinary leaders are not well-rounded; they’re exceptional in a few distinctive areas that matter most. Drawing from over 100,000 leadership assessments, Joe explains why traditional development programs focused on fixing weaknesses are fundamentally flawed, how strengths-based growth aligns with neuroscience and motivation, and what organizations can do to make leadership development more personal, powerful, and tied to real business outcomes. Whether you’re a leader, coach, or HR professional, this episode reframes how you think about growth and effectiveness. Learn more about Zenger Folkman’s strength-based approach to leadership development. Key Points * Fixing weaknesses doesn’t create excellence. Unless a leader has a fatal flaw, focusing development on strengths produces far greater performance gains than trying to eliminate weaknesses. * Extraordinary leaders are “spiky,” not well-rounded. Top-performing leaders excel in a few key areas that create outsized impact—they don’t master all 19 competencies. * Development accelerates when it aligns with your wiring. Building on existing strengths taps into established neural pathways, making learning faster, more energizing, and more sustainable. * Effective growth happens at the intersection of three elements: individual strengths, organizational needs, and personal passion. When those align, development drives measurable business results. * Strengths-based development works—and the data proves it. In Zenger Folkman’s studies, 85% of leaders who used this approach showed statistically significant improvement in leadership effectiveness and measurable team outcomes. * Webinar Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.
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  Episode 176: Jotun Case Study in Extraordinary Leadership 14.10.2025 24นาที

  Details In this special episode of The 90th Percentile, we unpack how Jotun—the Norway-based, family-owned paints and coatings company operating in 100+ countries—elevated leadership effectiveness using Zenger Folkman’s Extraordinary Leader program. Partnering with Arcadia Consulting, Jotun moved from a baseline well below industry average to outperforming peers, all by doubling down on a strengths-based approach to leadership. We’re joined by Alistair Skellern (Arcadia) to explore the data, the culture, and the practices behind this multi-year transformation. Learn how building a few profound strengths—not just fixing weaknesses—created measurable gains in performance, engagement, and leader pipeline. You can visit Arcadia Consulting’s website to watch additional interviews  on this Jotun leadership case study: Arcadia Consulting. Key Point Strengths > gap-fixing: Jotun’s biggest gains came from magnifying a few profound strengths per leader—making development feel energizing and personalized rather than remedial. Measure what matters, then retest: A disciplined 360-feedback cadence (with executive participation) built credibility, a shared language, and visible progress over five years. Push insights earlier in careers: Moving The Extraordinary Leader assessment down the leadership pipeline (not just for senior leaders) accelerated readiness and internal mobility. Balance “results” and “relationships”: Interpersonal skills and learning agility were strong; bolder decision-making, initiative, and championing change became the focused next step. Culture raises the bar: As great leadership became more common, tolerance for poor leadership dropped—the “shadow effect”—creating healthy pressure to sustain excellence. Webinar Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.
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  Episode 175: 7 Key Leadership Behaviors of the Most Effective Decision Makers 08.10.2025 18นาที

  Details What separates the best decision-makers from the rest? In this episode, Joe Folkman shares research on nearly 16,000 leaders to reveal seven key qualities that enable effective decision-making. Discover why information overload slows decisions down, how to balance speed with quality, and the surprising link between decision-making effectiveness and employee engagement. If you’re struggling with analysis paralysis or looking to empower better decisions throughout your organization, this episode offers practical, research-backed insights you can apply immediately. Key Point * Decision-making is harder today due to information overload, uncertainty, and stakeholder complexity. * Effective decision-makers create highly engaged teams—the best leaders scored 86th percentile in effectiveness and their teams 77th in engagement. * The top decision-makers consistently demonstrate seven key behaviors, including anticipating problems, acting quickly, focusing on priorities, balancing risk, and building trust. * Trust is the foundation that accelerates decision speed and quality by reducing friction and bureaucracy. * Great leaders build decision-making cultures, empowering people at every level to act with clarity, confidence, and alignment. Webinar Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.
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  Episode 174: Making Development Popular with Desert Financial Credit Union 24.09.2025 19นาที

  Details In this episode of The 90th Percentile, we sit down with Kathleen Crenshaw and Christopher Bisgrove from Desert Financial Credit Union to explore how they are rethinking leadership development and investing in people. From building programs that reach leaders earlier in their careers to making learning opportunities more accessible, Desert Financial shares the principles and practices behind their growth. Their story highlights what it looks like when a financial institution prioritizes people as much as performance. Key Points Early investment in leaders pays off – Developing leadership skills at the start of a career builds confidence and sets a foundation for long-term success. Accessibility drives engagement – Leadership development should not be reserved for executives; broad access creates a stronger leadership pipeline. Culture of learning sustains growth – Embedding leadership development into the culture ensures learning continues beyond formal programs. Practical experiences matter – Rotations, projects, and hands-on opportunities accelerate growth more effectively than classroom training alone. People-first strategies strengthen organizations – By putting leadership growth at the center, Desert Financial connects employee development with business results. Webinar Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.
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  Episode 173: The Surprising Way Leadership Behaviors Go Viral at Work 17.09.2025 17นาที

  Details What if great leadership could go viral? In this episode of The 90th Percentile Podcast, Dr. Jack Zenger joins BreAnne Okoren to explore how positive leadership behaviors—like openness, respect, and accountability—spread through organizations and transform cultures. Drawing on decades of research, Jack reveals why developing leaders at scale creates psychological safety, sparks innovation, and shifts entire organizations. Discover the three actions that make leadership development contagious—and how HR and OD professionals can start a ripple effect of great leadership today. Key Points Leadership Behaviors Are ContagiousPositive leadership behaviors—like openness, respect, and accountability—can spread rapidly across teams and functions, reshaping the culture just as viral trends do online. Psychological Safety Fuels InnovationWhen leaders consistently model curiosity, support, and transparency, they create psychologically safe environments where employees feel empowered to speak up, take risks, and innovate. Widespread Development Drives Culture ChangeDeveloping leaders at all levels—not just high potentials or executives—creates powerful ripple effects that accelerate culture change across an entire organization. Behavior Change Requires Proven MethodsLasting growth comes from structured, research-based approaches—such as 360-degree feedback, coaching, and action learning projects—rather than one-off workshops or motivational events. Sustained Effort Creates Lasting ImpactMulti-year leadership initiatives send a clear message that development is an expectation, not a perk—raising the baseline of leadership effectiveness and embedding positive behaviors into the culture. Webinar Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.