WiLD Conversation

What happens when a corporate culture prioritizes operational checklists over human character? In this dynamic episode of the WiLD Conversation Podcast, Dr. Rob McKenna and Sabeth Kapahu sit down with Benj Miller, serial entrepreneur, leadership architect, and co-founder of System and Soul. Together, they unpack a foundational leadership paradox: the constant tension between human being and human doing. Moving past traditional, box-checking corporate frameworks, this conversation reveals why organizational performance and human empathy are not opposites, but oxygen for one another. Benj opens up about his own humbling entrepreneurial failures, the distinct evolutionary leap required to move from a "renegade founder" to a "renegade leader," and how to implement an intentional strategy for your organizational culture. Tune in to discover how to scale your business operations without losing your humanity. Key Takeaways The Integration Paradox: Organizations must focus heavily on both the visible (operational systems, metrics, results) and the invisible (thinking, wellness, and human fulfillment). True organizational health only happens when the system and soul are deeply integrated. Transitioning from Founder to Leader: A "renegade founder" relies on raw energy to get an idea off the ground, but often ends up trapped in an exhausting prison of their own making. Scaled growth requires maturing into a "renegade leader" who can embrace boundaries, listen to trusted advisors, and implement a roadmap. The True Markers of Leadership Effectiveness: A leader's real-world effectiveness comes down to just two attributes: being inwardly sound (self-aware, principled, and holistically healthy) and others-focused. Vulnerability Proves Safety: High-performance cultures require safety and vulnerability, but they don't happen in a linear, comfortable order. Leaders must step out and be vulnerable first to actively prove that psychological safety exists. Clarity is Kindness: Workplace culture cannot simply be delegated away to a VP of Culture. True alignment and trust are built when leaders provide functional, clear job descriptions and explicit accountability metrics rather than superficial office perks.

From Building Systems to Cultivating People: A Path to Trust and Growth In this episode of the WiLD Conversation Podcast, host Dr. Rob McKenna sits down with Josh Wylie, President of Villara Building Systems, to reveal a leadership metaphor that reshapes how we think about influence: the builder and the gardener. Great leaders must be both. Builders focus on visible structures—systems, strategies, and profits. Gardeners nurture what is unseen—the trust, relationships, and culture that make growth sustainable. Wylie shares how Villara Building Systems, a national leader in its industry, has built its mission around “building people, building trust, and building dreams.” From leveraging the WiLD Trust Index to creating an in-house coaching program, Wylie demonstrates how leaders can systematize trust and invest in people holistically. This conversation is a blueprint for leading organizations with integrity, intentionality, and a relentless commitment to human flourishing. Leadership Takeaways Be Both a Builder and a Gardener Success requires more than structures and systems. Leaders must also cultivate the “invisible” work of trust, culture, and relationships. Systematize Trust Trust isn’t a buzzword—it’s a discipline. Measure it, track it, and reinforce it with accountability, clear expectations, and consistent feedback. Invest in the Whole Person Villara’s in-house coaching program is proof that when employees grow personally and professionally, loyalty, ownership, and performance follow. Lead with Vulnerability In moments of pressure, honesty—even about uncertainty—builds trust and calms fear. Vulnerability creates credibility. Empower People to Own Their Plans Don’t just give answers. Ask better questions. When team members design their own development and commitments, their motivation and accountability multiply.

In this unmissable episode of The WiLD Conversation podcast, hosts Dr. Rob McKenna and Sabeth Kapahu are joined by the legendary Dr. Amy Edmondson, Novartis Professor of Leadership and Management at the Harvard Business School and the pioneering mind behind the globally transformative concept of psychological safety. With candor and clarity, Dr. Edmondson challenges long-held beliefs about leadership, trust, and failure. She reframes trust not as something earned over time, but as a deliberate choice—a bold act that inspires others to rise to the occasion. And she cuts through misconceptions about psychological safety, revealing it not as comfort or kindness, but as the courage to foster learning, candor, and intelligent risk-taking. This conversation is a masterclass for leaders who want to build environments where people are safe to speak up, take smart risks, and grow together. Leadership Takeaways → Trust Is a Choice, Not a Prize: Amy offers a compelling reframe: trust isn’t a passive result of consistency, it's an active decision to believe in people before they’ve proven themselves. That kind of leadership invites others to show up more fully. → Psychological Safety ≠ Comfort: Psychological safety isn’t about being “nice” or avoiding discomfort, it's about creating the conditions for learning, candor, and accountability, even when the stakes are high. → Vulnerability Is Strength: Leaders who admit mistakes and ask questions set the tone for growth. Vulnerability isn’t weakness; it’s a strategic signal of trustworthiness and courage. → Discernment Over Permission: Failure isn’t always bad. Amy unpacks the difference between basic, complex, and intelligent failures, encouraging leaders to cultivate a culture that learns from risk without lowering standards.

In this powerful episode of The WiLD Conversation, Dr. Rob McKenna and Sabeth Kapahu sit down with Jose Rodriguez, CEO of Rescue a Generation, to explore what it truly takes to build and rebuild trust—in ourselves, our teams, and the next generation of leaders. From his courageous journey out of gang life to launching a thriving nonprofit that empowers urban youth across Southern California, Jose offers a raw and hopeful perspective on how trust isn’t earned it’s a daily, intentional choice. Together, they unpack why vulnerability is the secret ingredient in leadership, how asking better questions, especially with Gen Z, can transform disengagement into deep ownership, and why the only way up is through trust. Whether you’re leading a team, mentoring young people, or working to rebuild broken relationships, this conversation will leave you inspired to lead with radical ownership, consistent action, and the kind of trust that changes lives. 💡 Key Leadership Takeaways: 1. Trust Is a Practiced Choice, Not a Trait Trustworthy leadership isn’t something you have—it’s something you do, daily. Jose’s story reveals that choosing trust, especially when it’s risky, is what transforms both leaders and teams. “Trust is not a trait. It's a practiced and powerful choice.” 2. Beliefs Drive Behaviors: Change doesn't start with commands—it starts with beliefs. Great leaders get curious about what’s underneath the surface. “If you want to change the behavior, you’ve got to find out what the belief is.” 3. Ask Better Questions: Young leaders don’t need more answers—they need to be seen and heard. Meaningful questions open doors to engagement, trust, and breakthrough. “We live in an answer culture. But asking the right question can change everything.” 4. Repairing Trust Requires Ownership and Small Steps: Trust breaks in moments, but it’s rebuilt in tiny, consistent acts of ownership, honesty, and repair. “Every broken commitment is actually a cry for help.” 🔗 Learn more about Rescue a Generation: https://www.rescueageneration.com/ 🔗 Learn more about WiLD: https://www.wildleaders.org/ 🔗 Download the State of Trust At Work report : https://info.wildleaders.org/state-of-trust-report-registration-0

In this episode of The WiLD Conversation podcast, Dr. Rob McKenna sits down with Garry Ridge, former CEO and Chairman of WD-40—a leader who transformed a household product into a global brand and one of the most admired workplace cultures in business. Drawing from his 35-year journey at WD-40, including 25 years as CEO, Garry challenges conventional leadership norms and emphasizes the non-negotiable role of humanity in business. Key Leadership Takeaways: Culture is Strategy, Not a “Nice-to-Have”Garry makes it clear: a trust-based culture isn’t secondary to results. The will of the people × the strategy = results. The Power of a “Dumb-Ass” MindsetYes, you read that right. His book Any Dumbass Can Do It underscores the idea that building strong culture isn’t rocket science, it’s about humility, courage, and consistency. This mindset invites leaders to say “I don’t know” and focus on bringing out the best in others. Intentional Self-Awareness Is EssentialGarry asks himself often, “Am I being the person I want to be right now?” For leaders, self-awareness isn’t optional. The daily work that prevents us from offering people our “leftovers.” Tough-Minded and Tender-Hearted LeadershipLeadership isn’t a choice between strength and empathy, it’s a both/and. Garry calls for leaders who make hard decisions and hold people accountable while also caring deeply for their people and creating psychological safety. Measure the Data but Feel the RealityWhile data is key, Garry urges leaders to “get their shoes dirty" to walk alongside their teams and ensure the numbers reflect lived experience. Belonging is a Shared ResponsibilityWD-40 thrived because it clearly defined its values and invited people to choose them. Culture wasn’t enforced—it was embraced by those aligned with its purpose. Fear is the Enemy of Trust and LearningBy redefining failure as a “learning moment,” Garry removed fear from the equation. The result? A workplace where trust, experimentation, and growth could flourish. Purpose Beyond Profit Is FuelWhat sustained Garry’s decades-long leadership? A clear, people-centered purpose: making a positive difference in the lives of others, inside and outside the company.

In this bold and timely episode of A WiLD Conversation, Dr. Rob McKenna is joined by executive coach and HR leader Sam Willing to talk about one of the most courageous (and controversial) leadership moves: firing the wrong executive—even when they deliver results. Drawing from nearly three decades in HR and her own journey through grief and self-discovery, Sam shares how emotional regulation, executive accountability, and trust-building are inseparable in healthy organizational cultures. Together, Rob and Sam unpack what it really means to lead with composure under pressure, how to measure trust in your teams, and why the cost of protecting a toxic leader is too high to ignore. This episode will challenge, inspire, and call leaders—especially CEOs—to take a hard look at whether their values are actually lived out… or just talked about. 🧭 Leadership Takeaways: Trust is measurable—and it starts with you. Every leader development activity is also a trust-building initiative. Composure under pressure is not a personality trait, it’s a skill leaders must develop for the sake of their people. Toxic executives damage cultures quietly and deeply. Protecting them out of fear is leadership avoidance, not strategy. Teams will stay loyal to each other, not the org. When trust is lacking at the top, subcultures form—and leaders miss the truth. CEOs carry the weight of trust. Courageous decisions like holding executives accountable are where real values show up. Resources Mentioned: WiLD Trust Platform Dr. Rob McKenna’s Composed: The Heart and Science of Leading Under Pressure The WiLD Trust Index https://www.wildleaders.org/wild-trust-index The State of Trust at Work Report https://info.wildleaders.org/state-of-trust-report-registration-0

In this deeply personal and profoundly insightful episode of The WiLD Conversation podcast, Dr. Rob McKenna sits down with Alec Hill—President Emeritus of InterVarsity, legal scholar, mentor, and cancer survivor—to explore the paradoxes of leadership across decades of both adversity and grace. From the dark corners of a broken legal system to the life-giving mission of global relief and development, Alec shares how life, leadership, and trust have evolved through personal failure, painful seasons, and ultimately, profound purpose. This conversation is as raw as it is hopeful. Alec reflects on the power of convictional leadership in a polarized world, the loneliness of executive roles, and the anchoring influence of trusted relationships. He opens up about how surviving bone marrow cancer reframed everything—from how he listens, to how he mentors, to what really matters in leadership. Leadership Takeaways: The Jungle of Trust: Why your 30s and 40s might be the most disorienting time in your leadership—and what to do about it. From Idealism to Wisdom: Navigating the shift from “I can fix everything” to “I can’t fix everyone”—and the cost of waiting too long. The Decisive Edge: Why unresolved personnel decisions undermine trust, and how decisive action (with compassion) strengthens culture. Resetting the Clock: How facing mortality sharpens your intuition, deepens your empathy, and clarifies what legacy you’re building. Leading with Conviction in a Divided World: Why leaders must hold to their core values without abandoning curiosity or compassion across divides. If you’re leading in a high-pressure environment, struggling with middle-season restlessness, or walking through the unknown—this conversation will resonate deeply. Download the State of Trust at Work Report Connect with WiLD Leaders: