The 90th Percentile: An Unconventional Leadership Podcast

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.The post Episode 184: Coaching is Connection First— Why Presence Outperforms Advice first appeared on ZENGER FOLKMAN.

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.  The post Episode 183: The Gossip Trap— One Leadership Habit That Quietly Destroys Trust first appeared on ZENGER FOLKMAN.

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.  The post Episode 182: Does Leadership Development Actually Pay Off? The ROI Leaders Can’t Ignore first appeared on ZENGER FOLKMAN.

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.The post Episode 181: Highlights from The Leadership Skills Report 2026 first appeared on ZENGER FOLKMAN.

In this engaging discussion, renowned psychometrician Joe Folkman, co-founder of Zenger Folkman, debunks the myth that trust in leadership is tied to age. Drawing from data on 80,336 leaders, he reveals a U-shaped trust curve—trust peaks early, dips mid-career, and rises again later. Folkman emphasizes that observable behaviors, particularly relationships, expertise, and consistency, are key to building trust across generations. He challenges stereotypes about younger leaders and highlights the importance of collaboration and follow-through in enhancing credibility.

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.The post Episode 179: Strategic Expertise vs. Emotional Intelligence—Which Drives Leadership Success? first appeared on ZENGER FOLKMAN.

Details In this episode of The 90th Percentile, we dive into the shifting landscape of Learning and Development (L&D) with Dani Johnson, co-founder and principal analyst at RedThread Research. Dani explores the concerning trend of L&D’s “demotion” within organizations, the rise of federated models, and the opportunities for L&D leaders to adapt and thrive. Together, we unpack the critical strategies and skills needed to maintain relevance in a rapidly evolving business environment. Guest BIO: Dani Johnson, Co-Founder & Principal Analyst  Before co-founding RedThread in 2018, Dani led the Learning and Career research practice at Bersin, Deloitte, and previously led research at the Ross School, University of Michigan. Dani holds an MBA and a MS and BS degrees in Mechanical Engineering from BYU. Before Kid, her favorite vacations involved a backpack, a map, and Google Translate. Key Learnings L&D’s Changing Role: Many organizations are shifting away from centralized L&D functions, favoring federated models where teams embed within business units to solve targeted problems while maintaining a connection to the core strategy. The Pandemic’s Impact: During the pandemic, L&D focused on transitioning in-person training online instead of strategically addressing workforce skill gaps, missing an opportunity to enhance their strategic influence. Critical Elements for a Modern L&D Strategy: Successful L&D strategies require attention to five core elements, collaboration with other departments, and a balance of stability and flexibility to meet organizational needs. AI’s Role in L&D: Artificial intelligence is transforming L&D by streamlining content creation, identifying skill gaps, and enhancing personalization. However, most L&D professionals have yet to fully embrace AI’s potential. Building Organizational Influence: L&D professionals must actively engage with organizational strategy, speak the language of business leaders, and ensure their contributions align with key business metrics like retention and skill development. Connect with Joe Folkman LinkedIn Twitter Webinar Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.The post Episode 154: Is Learning and Development Being Demoted? first appeared on ZENGER FOLKMAN.

Details Trust is the foundation of any high-performing team, but in today’s fast-paced, uncertain business environment, building and maintaining trust has become more challenging than ever. Research shows that trust isn’t just a “nice-to-have”—it’s a leadership behavior that impacts everything from team collaboration to overall business performance. So, how can organizations create a culture where trust thrives? In this episode, we’re joined by Scott Schmadeke, Executive Vice President and Chief Operations Officer at BJ’s Wholesale. Since joining BJ’s in 2018, he has played a critical role in expanding field and fresh operations, overseeing distribution transitions, and driving key growth initiatives. With deep experience in retail and grocery operations, including leadership roles at Albertsons and Safeway, Scott brings a wealth of knowledge on how trust impacts both teams and large-scale operations. We’ll dive into the role of trust in leadership, how trust influences team performance, and the strategies Scott and his team use to embed trust into BJ’s Wholesale’s culture. Whether you’re in HR, organizational development, or leadership development, you’ll walk away with practical insights on how to build and sustain trust in your teams. Learn more about Zenger Folkman Team Trust program.  Key Learnings 1. Trust Is Contagious, But Not Easily Built Scott emphasized that trust spreads within an organization much like it does in personal relationships—it develops over time through consistent behaviors, transparency, and reliability. However, he also cautioned that trust can be fragile and easily derailed if not nurtured. 2. The Link Between Trust and Business Performance Scott shared insights from BJ’s engagement surveys, revealing that clubs with higher levels of trust also tended to perform better. He noted that trust impacts coaching, team collaboration, and overall business success, making it a critical driver for high-performing teams. 3. Consistency Is the Hardest Trust Factor to Maintain Among the three key levers of trust—relationships, expertise, and consistency—Scott identified consistency as the most challenging to sustain. In the fast-paced retail environment, pressures can cause lapses in consistency, which can erode trust. He emphasized the need for repeatable messaging and clear priorities to maintain stability. 4. Trust as a Competitive Advantage in Crisis Management Discussing challenges like the COVID-19 pandemic and supply chain disruptions (such as egg shortages), Scott highlighted how BJ’s built trust with team members and customers by focusing on transparency, proactive communication, and reliability. He stressed that crisis moments are the ultimate test of trust and can either strengthen or weaken an organization’s culture. 5. Practical Steps for HR and Organizational Leaders For HR and organizational development professionals looking to embed trust in their culture, Scott advised moving beyond rhetoric and ensuring trust is reflected in leadership behaviors, decision-making, and business practices. He highlighted the importance of structured coaching, clear communication, and ensuring team members understand their roles and expectations. Upcoming Webinar Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.The post Episode 157: Team Trust at BJ’s Wholesale Club with Scott Schmadeke first appeared on ZENGER FOLKMAN.

David Rock, co-founder of the NeuroLeadership Institute, dives into the neuroscience behind feedback in the workplace. He reveals how giving and receiving feedback can trigger stress responses and explains the difference between authoritarian and servant leadership styles. Rock emphasizes the need for leaders to invite feedback to foster growth. He also discusses the importance of creating a supportive environment that encourages open communication and highlights the transformative potential of neuroleadership in improving feedback systems.

Details The 360-degree assessment is a central component in most leadership development programs. But not all assessments are in the same class when it comes to the value they offer individual leaders and the benefits they offer the organizations using them. In this episode, we will discuss the eight elements that separate the average from the best 360-degree assessments on the market. Connect with Joe Folkman LinkedIn Twitter 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 at https://zengerfolkman.com/webinar-registration/. Additional Resources: 11 Components of a Best-in-Class 360-Degree Assessment -In this white paper, the authors outline the crucial elements for a best-in-class 360-degree assessment. Music: Pleasant PicturesThe post Episode 25: Elements of the Best 360-Degree Assessments first appeared on ZENGER FOLKMAN.