Glenn Daniels II

Touch Stone Publishers

Chief Operating Officer

Touchstone Publications

The Science of Goal Setting
Why Smart Goal Setting is Dumb
●   Ted Talk
●   Personal Development Seminar
●   Management and Leadership Development


http://touchstonepublishers.com
http://glenndaniels2.com

Author and Speaker

Optum

●   Helping employees cultivate their skills and knowledge
●   Providing skills, techniques and resources in ways that motivate employees

Operational Effectiveness Team

Experiential Keynote Speaker & Engaging Content Creator for Senior Level Leaders | Empowering Leadership Excellence for Your Organization

"I help leaders across all industries create a multi-generational legacy of excellence through transformative keynote speeches, impactful coaching, and content that inspires actions.

What I Do: I specialize in helping organizations enhance their leadership capabilities, which leads to measurable increases in productivity. We achieve success through an experiential learning program that is tailored to your company's unique culture. By focusing on communication skills, we help reduce turnover, increase employee accountability, and build a highly productive team, thus alleviating your stress. Our leadership programs and keynotes are interactive and enjoyable, designed to drive genuine transformation. We utilize the Kirkpatrick Model to demonstrate sustained learning within your organization.

How We Do It: We offer a comprehensive training program that includes on-site training, followed by up to six months of online coaching and weekly assignments to help refine your leaders' skills continuously. We are dedicated to developing workshops that provide real improvements to your leadership team. Our keynote presentations are designed to be highly experiential, ensuring that you gain long-lasting benefits that extend well beyond the event itself.

Why It Works:With over 30 years of coaching experience, I have recognized the importance of training programs—especially those focused on soft skills—having a measurable impact on return on investment (ROI). We accomplish this by reducing labor costs through lower turnover rates, improving coaching and counseling processes, assisting your team in selecting superior candidates, and empowering leaders to inspire and motivate their teams effectively. This comprehensive approach not only increases overall productivity but also ensures that your leadership team is equipped with the skills, techniques, and motivation to implement what they have learned. Additionally, they will continue to develop their capabilities with our support for up to six months following our on-site training. 

**Your Satisfaction 100% Guaranteed**
Looking for a keynote speaker to inspire and transform your leadership team? Let’s connect."
"Read my latest blog post for practical insights on effective leadership: https://touchstonepublishers.com

📞 Schedule a brief call with me now:
- Call: 720 767 1827 and leave a message for a call back.

Conventional feedback mechanisms often fail at the crucial junction of actionable insight. This operational reality often leaves leadership teams navigating a landscape of ambiguity, rather than strategic clarity.💡

The SBI (Situation, Behavior, Impact) model offers a surgical precision rarely achieved in traditional performance dialogues. It converts abstract observations into verifiable data points, critical for high-performance ecosystems and agile decision-making.

For executive leadership, this translates directly to predictable talent development trajectories and proactive risk mitigation. It’s not merely a method; it’s an intelligence framework.

Consider its tangible advantages in organizational effectiveness:
✅ Objective data, significantly reducing subjective bias in assessments.
✅ Clear delineation of observable actions from unverified interpretations.
✅ Direct, irrefutable linkage between individual behaviors and strategic organizational outcomes.

Implementing SBI isn't about incremental adjustment; it's about establishing a robust protocol for continuous improvement and strategic alignment across all tiers of your enterprise.

How are we ensuring our feedback loops are truly instruments of strategic foresight, not merely retrospective review? 🎯

#Leadership #ExecutiveDevelopment #StrategicFeedback #OrganizationalExcellence #CSuite

touchstonepublishers

Empowering Senior Executives With Curated Intelligence | From Data to Decision—Leadership Growth, Clarity, and Results | Touch Stone Publishers

Forget tech stacks and market position. Your *only* sustainable competitive advantage today is radical adaptability and strategic renewal. 🎯

Rigid thinking isn't a minor obstacle; it's a critical liability that sacrifices future potential for current comfort. It actively destroys the trust and agility needed for disruption, crippling organizational performance.

This isn't abstract theory. Organizations that master strategic agility are twice as likely to be top-quartile financial performers. (Source: Boston Consulting Group, 2023) 📈

True leadership isn't about having all the right answers. It’s about modeling the institutional courage to obsolete your own best ideas when new evidence emerges. It’s about building a culture where intellectual honesty is rewarded, not penalized.

This week's strategic imperative: 
➡️ Challenge your leadership team: What unexamined assumption currently underpins your growth strategy? What hidden risks or untapped opportunities emerge if it proves false?

What's one assumption you'll challenge this week?

#Leadership #BusinessStrategy #Adaptability #CorporateCulture #ExecutiveLeadership #FutureOfWork #StrategicPlanning

Most leaders manage the present. The best ones narrate the future. This is their most potent competitive moat. 🎯

Your quarterly reports are maps of the known. But many leaders mistakenly believe their strategy documents *are* the story. They aren't. They are artifacts; they lack the vital, human context that fuels alignment and action.

A true strategic narrative is a living framework for every decision. It’s built on three pillars:

• The Unavoidable Future: What market shift is happening that we cannot ignore?
• Our Unique Role: Why are we uniquely positioned to lead through this shift?
• The Immediate Stakes: What must we do *now* to own this future?

This clarity is a powerful competitive differentiator. When the 'why' is clear, it not only doubles high-performing employees (Source: Gartner, 2023) but directly translates to superior market agility, accelerated innovation, and stronger financial outcomes.

This builds an enduring culture of clarity, purpose, and sustained performance—defining your legacy through tangible results.

➡️ Your action this week: Select one critical initiative currently lacking consensus. Apply these three pillars to reframe its narrative and watch buy-in accelerate.

What's the 'unavoidable future' you're narrating for your team? Share your thoughts below.

#Leadership #Strategy #ExecutivePresence #BusinessAcumen #FutureOfWork #CorporateStrategy

Your culture is either an engine for agility or an anchor of conformity. There is no middle ground.

When leaders cling to rigid, outdated assumptions, they don't just stifle strategy—they erode psychological safety. It quietly signals that challenging the status quo is career-limiting, silencing your most innovative people.

Great leadership creates the conditions for courage. It's about being the first to say, "What if we're wrong about this?" and building a team that feels safe to explore the answer.

➡️ Ask your team in your next meeting: What's one thing we believe to be true that might not be anymore?

Build a culture of courageous inquiry.

#CorporateCulture #CHRO #TalentManagement #PsychologicalSafety #EmployeeEngagement

What’s the single greatest unmanaged risk in your C-Suite today? It’s not the market or technology. It’s the depth of your leadership pipeline – a foundational element too often overlooked until it’s a crisis.

A shallow bench isn't a future problem; it's a current strategic vulnerability. It limits your options, stifles innovation, and signals instability to your board and investors.

Strategic sponsorship is the antidote. It goes beyond casual mentorship. When senior leaders actively create opportunities for their protégés, the results are powerful. Professionals with strategic sponsors secure more promotions, report higher job satisfaction, and experience significantly lower burnout (Source: Forbes, 2024), directly building a resilient, high-performing leadership pipeline critical for future growth.

The talent you invest in today directly shapes the decisions your organization will make a decade from now. This is the work that builds a legacy your grandchildren will be proud of.

➡️ Your task for this week:
1. Identify one high-potential leader who is a plausible C-suite successor.
2. Pinpoint the *one critical experience* they currently lack (e.g., P&L ownership, leading a crisis team, board-level presentation).
3. Your job is to actively facilitate their access to that experience, removing barriers rather than just delegating. Make the call. Greenlight the project. Put them in the room.

What's one barrier you can remove for a future leader this week?

#Leadership #SuccessionPlanning #CSuite #ExecutiveDevelopment #TalentManagement #RiskManagement #Legacy

Leaders: Are your 'swift' decisions under pressure building resilience, or merely reinforcing reactive habits? Proactive dissent is the critical differentiator. 🎯

In a high-stakes environment, our default is to accelerate. But the decisions that forge legacies aren't just fast—they're pressure-tested.

The most effective leaders don't just trust their gut; they build systems to challenge it. They institutionalize 'red teams' or structured pre-mortems to expose hidden flaws in their own thinking. Top executives who intentionally create these challenge systems make smarter, more resilient choices under duress (Source: Harvard Business Review, January 2025).

It’s about building a decision-making culture that systematically prevents missteps and fortifies trust.

➡️ Practical Next Step: In your next strategy meeting, appoint a 'devil's advocate' for one key decision. Their sole mandate: rigorously challenge the prevailing plan for 15 minutes. Note the immediate improvement in decision quality.

Every choice either builds or erodes the trust your people have in your judgment. That trust is the bedrock of a culture that will thrive for generations. A true legacy comes from the discipline of questioning your assumptions when it matters most. 💡

What's one way you can introduce proactive dissent into your team's process this week?

#Leadership #DecisionMaking #CorporateCulture #Strategy #ExecutivePresence #Legacy

In the relentless pursuit of market dominance, the most formidable organizations understand a core truth: stagnation is a strategic liability. Our mission, therefore, must be to embed continuous improvement into our very DNA. This isn't just about efficiency; it's about building an adaptive, resilient enterprise.

Driving a culture of persistent refinement is non-negotiable. It demands rigorous self-assessment, a willingness to dismantle entrenched processes, and an unwavering commitment to operational excellence at every level.

As Forbes recently highlighted, "Companies that plan to exceed expectations... need to foster a culture of continuous learning and improvement." (Source: Forbes, 2025). This isn't merely an aspirational statement; it's a blueprint for competitive advantage and enduring legacy. It means cultivating a workforce that not only executes but also innovates from the front lines.

Failure to evolve isn't just a missed opportunity; it's an invitation for disruption. We must equip our teams with the frameworks and the freedom to identify bottlenecks, experiment with solutions, and scale successes.

➡️ Apply-It-Monday: Initiate a quarterly 'Process Disruption Challenge' within your leadership team. Task each functional head with identifying one critical process ripe for radical improvement and presenting a data-backed plan to optimize or entirely overhaul it, prioritizing speed and agility.

For the free Quick Reference Guide: https://lnkd.in/gkGcsX_p

#ContinuousImprovement #OperationalExcellence #Leadership #StrategicAdvantage #LegacyBuilding #BusinessTransformation #Innovation

The pursuit of a "Legacy of Excellence" isn't a singular event; it's a relentless, strategic campaign built on continuous improvement. In today's dynamic executive landscape, standing still is tantamount to strategic retreat.

Organizations that dominate understand this. They cultivate an environment where progress is systemic, not episodic. It’s about building a machinery of sustained advancement.

McKinsey & Company highlights a critical framework for this: "Fostering a continuous improvement culture is rooted in three practices: Performance transparency... a problem-solving mindset... a system of enabling infrastructure." (Source: McKinsey & Company, 2019)

This isn't merely theoretical. It’s a battlefield imperative. Transparency illuminates the objective. A problem-solving mindset equips the combatants. Robust infrastructure provides the operational advantage.

Without these foundational elements, any initiative, however well-intentioned, risks entropy. We must hardwire improvement into our organizational DNA. 🎯

Apply-It-Monday: Initiate a cross-functional review of one key operational process. Task your team to identify a single, measurable bottleneck and propose a transparent data-driven solution. This small, deliberate action seeds a larger culture of accountability and innovation.

https://lnkd.in/gzFwAtTn

#LegacyOfExcellence #ContinuousImprovement #LeadershipStrategy #OperationalExcellence #BusinessTransformation #StrategicGrowth #InnovationCulture #ExecutiveLeadership

The battle for future market leadership is waged today, not tomorrow. Your C-suite's long-term operational readiness hinges on a singular, critical mission: cultivating the next generation of strategic architects. This isn't a passive endeavor; it's a high-stakes investment in organizational continuity.

Too often, executive pipelines are viewed as organic growth, a dangerous oversight. They are, in fact, complex ecosystems requiring constant, deliberate cultivation. The stakes are too high for improvisation.

As Korn Ferry states, "A robust talent pipeline is not an accident. It's created through a thoughtful, intentional process requiring buy-in at all levels." (Source: Korn Ferry, 2025). This isn't merely about succession; it's about embedding a legacy of strategic foresight.

Mentorship becomes the precision instrument in this operation. It's the mechanism to transfer institutional knowledge, refine critical decision-making under pressure, and forge leaders capable of navigating uncharted operational territories.

We must actively shape those who will inherit the command. This demands a structured, proactive approach, moving beyond informal pairings to formalized, strategic mentorship frameworks.

🎯 Apply-It-Monday: Launch an immediate audit of your high-potential talent pool. Identify the top 5% with C-suite potential and assign a specific, senior mentor tasked with guiding their strategic development for the next 12 months. Define clear, measurable objectives for both mentor and mentee. This isn't a suggestion; it's a strategic imperative.

For a free quick reference guide: https://lnkd.in/gj67umg8

#LeadershipDevelopment #SuccessionPlanning #Mentorship #CSuiteStrategy #TalentManagement #ExecutiveLeadership #StrategicInvestment #LegacyOfExcellence

In today's volatile business landscape, integrity isn't a soft skill—it's your primary defense against systemic risk. 🎯

Under pressure, an organization doesn’t rise to the occasion. It defaults to the pre-established strength of its ethical infrastructure.

Any weakness is a breach waiting to happen. Any hairline crack becomes a catastrophic failure.

The intelligence is unequivocal: “Ethical lapses don't tend to be isolated incidents. They arise amid weak workplace cultures.” (Source: Deloitte, 2025) This isn't about rogue agents; it's about a command failure to fortify the internal environment.

A fragile ethical culture is a zero-day vulnerability. It is more insidious than any market competitor, silently eroding trust, dismantling shareholder value, and torpedoing legacy. 📈

Fortification is a command-level imperative, not a compliance drill. It requires a proactive protocol:
• Clarity: Are your ethical red lines unambiguous and understood at every level?
• Consequence: Are breaches met with swift, predictable, and impartial action?
• Culture: Is integrity modeled relentlessly from the top down, no exceptions?

This isn't about avoiding headlines. It's about securing operational continuity and market dominance.

Is your ethical infrastructure truly prepared?

What's your assessment? Share your protocols in the comments.

#Leadership #RiskManagement #CorporateGovernance #BusinessEthics #OrganizationalCulture #ExecutiveLeadership #Integrity

For People Leaders: High-pressure environments don't just reveal character; they test systems. 💡 Research confirms stress damages a team's ability to act ethically, even when they know the right thing to do.

This is a direct threat to psychological safety. When people fear making the right call under pressure, you get silence. Silence leads to the attrition of your best talent and the amplification of your worst problems.

Our role is to champion the systems that protect ethical action, making it the default, not the exception.

What's one process you can simplify this quarter to reduce stress on a team making critical ethical choices?

#HRLeadership #PeopleAnalytics #TalentManagement #EmployeeExperience #CultureBuilding

The greatest vulnerability in any organization isn't external; it's internal: a failure to secure the leadership pipeline. This isn't just about succession; it's a matter of strategic resilience. Without a deliberate approach, you expose your enterprise to unacceptable risks.

Korn Ferry rightly states, "A robust talent pipeline is not an accident. It's created through a thoughtful, intentional process requiring buy-in at all levels." (Source: Korn Ferry, 2025). This intentionality is your primary defense.

Mentoring acts as a high-security protocol, transferring critical operational intelligence and battle-tested wisdom to the next command generation. It hardens your future leadership against unforeseen challenges.

💡 Apply-It-Monday: Initiate a targeted security brief on your talent pool. Pinpoint the top 5% for C-suite roles and pair them with senior mentors for a 12-month strategic development cycle. Mandate precise objectives for each pairing. This isn't optional; it's mission-critical.

For a free quick reference guide: https://lnkd.in/gj67umg8

#LeadershipDevelopment #SuccessionPlanning #Mentorship #CSuiteStrategy #TalentManagement #ExecutiveLeadership #StrategicInvestment #LegacyOfExcellence

Today's sustainable advantage hinges on enduring adaptability, not short-term optics. 🎯

Fail to build this, and you're accumulating strategic debt for the next generation of leaders to pay.

Legacy isn't built on a single great quarter. It's forged in an organization's capacity to evolve through disruption. Your core responsibility as a leader is to build that capacity.

Research confirms what great leaders know intuitively: sustainable change is cultural, not just procedural (Source: BCG, 2025). This human element is your true competitive differentiator.

It begins when you shift from punishing failure to rewarding intelligent risks. This unlocks the psychological safety required for genuine innovation, turning your team from executors into anticipators.

This cultural shift isn't just theory; it's your most potent competitive weapon. Neglect it at your peril.

➡️ Take one of these actions this week to model the change:

• **Lead the AAR:** Personally facilitate an 'After-Action Review' for a project—win or lose. Your presence signals that learning, not blame, is the priority.

• **Seek Cross-Silo Feedback:** Ask a peer from another division for candid feedback on a recent initiative. Model the vulnerability you expect.

• **Celebrate the Lesson:** In your next town hall, publicly praise a team for an *intelligent failure*—a risk that generated valuable learning. Frame the insight as the true victory.

What's one intelligent failure your team learned from this quarter?

#Leadership #CorporateCulture #Adaptability #FutureOfWork #StrategicLeadership #Innovation #Legacy

Unanchored executive decisions invite systemic vulnerability.
Most leaders operate on implicit beliefs, overlooking the foundational framework that guides consistent, high-stakes choices. This absence isn't benign. It cultivates an accidental culture, eroding internal alignment and strategic resolve. Organizations become reactive, not directive.

The root cause: a failure to strategically articulate core values and purpose.

A defined leadership philosophy is a strategic asset.
It functions as an unwavering compass, guiding ethical and effective choices in high-stakes scenarios.
This bedrock prevents reactive drift, fostering predictable excellence and organizational resilience.
It transforms implicit beliefs into explicit, guiding directives.

Leaders who codify their philosophy secure a legacy of intentional impact, not just tactical wins. Their principles become the enduring architecture of future success.

Ready to build your strategic compass? Craft your enduring leadership philosophy and drive decisive action:

Is your organization investing millions in data infrastructure, only to see the quality of its strategic decisions stagnate? This is a paradox playing out in boardrooms everywhere. The issue isn't a lack of information; it's a deficit in decision discipline.

We chase data as a proxy for certainty, but as research from MIT Sloan confirms, superior outcomes hinge not on data volume but on the rigor of the decision-making process. The most effective leaders operate less like data scientists and more like decision architects. They understand that their primary legacy isn't a single brilliant call, but a durable system for making wise choices.

This architecture is built on three pillars:

→ Framing the right problem, not just the most obvious one.
→ Uncovering and challenging the hidden assumptions that underpin the data.
→ Forging a clear, logical path from creative alternatives to desired outcomes.

Shifting from data accumulation to decision architecture is a profound strategic lever. It replaces analysis paralysis with decisive action and builds a culture that will outlast any single leader.

To help you build this capability, I've outlined the core framework in the accompanying carousel.

I’ve also created a one-page briefing on this. For a complimentary copy of the 'Quick Reference Guide', just comment 'Guide' below.

Is your executive team treating AI as a strategic partner, or just an expensive calculator?

The prevailing narrative positions AI as an automation tool. This is a critical, legacy-defining miscalculation. For the C-suite, the true value of AI isn't in doing things faster, but in thinking with greater clarity and foresight across generations of leadership. It's about augmenting, not replacing, executive judgment.

We're moving from data-driven decisions to intelligence-augmented strategy. This requires a new leadership OS. One that prioritizes:

• Cognitive Diversity: Integrating AI as a new 'mind' at the table to challenge assumptions.
• Systemic Thinking: Using AI to model second and third-order consequences of key decisions.
• Strategic Foresight: Shifting from reactive analysis to proactive, AI-powered scenario planning.

Research from MIT SMR (2024) shows firms achieving the highest ROI from AI are those where leaders co-create strategy with intelligent systems. This is how you build a company that not only wins today but is architected to win for decades. This is the new competitive frontier.

The attached carousel deconstructs this strategic pivot, providing the executive frameworks necessary to elevate your organization's Decision Quality for the long term.

I've also distilled these principles into a scannable document. For a free copy of the 'AI & Decision Quality Quick Reference Guide', comment 'Guide' below.

Your strategic plan isn't just outdated; it's a liability. In the time it takes to finalize that annual binder, the market has already rendered key assumptions irrelevant. This isn't a failure of diligence—it's a failure of instrumentation.

Legacy strategy models, built on lagging indicators, force leaders to navigate the future by looking in the rearview mirror. In an AI-accelerated world, this is a recipe for being blindsided. We need a new system for seeing.

The AI-Powered Strategic Compass isn't about replacing judgment. It’s about informing it with the capacity to:

- Sense emergent threats and opportunities from real-time market and operational signals.
- Simulate the second- and third-order consequences of major decisions, de-risking the future.
- Steer the organization with agility, making resource allocation a live, dynamic process—not a static annual bet.

Building this capability is more than a competitive advantage. It's how a leader builds an enduring institution, one resilient enough to keep its promises to its people, customers, and communities for generations. It is the core work of leaving a legacy of stability in an unstable world.

This week's carousel outlines the framework for building this system. For a one-page executive summary, comment 'Guide' below for your free 'AI Strategic Compass Quick Reference Guide'.

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