Military

Podcasting

A conversation with Robert Carlson and Fran Racioppi on lessons from the military, threat assessments, leadership, and more.

Listen to a wide-ranging discussion about leadership under pressure

Robert and Fran have both had interesting careers in the military. Robert was raised by a World War II veteran, and joined the military as his grandfather's influence on him. Fran joined the military after 9-11 to do great things and ended up studying broadcast journalism before that. Both of them have learned important lessons about leadership, security threats, and more through their experiences.

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In this conversation, Robert Carlson and Fran Racioppi discuss their military careers, the importance of being prepared for security threats, and how to excel as leaders. Fran, who transitioned from studying broadcast journalism to serving in the army after 9/11, reveals the profound impact of being on the front lines and the lessons he learned about leadership and taking part in the action. Robert sheds light on his experience in the Air Force and as a law enforcement officer, particularly in handling active shooter events. They discuss the crucial evolution of threat response and the need for proactive measures. The conversation delves into fostering trust and efficient teamwork in high-stakes situations, highlighting the power of empowering team members, building trust, and holding them accountable. Tune in to gain fascinating perspectives on how to navigate the rapidly changing landscape of security challenges and lead with excellence.

What do you think the future of podcasting looks like, and how do you plan to evolve with the medium?

The Future of Podcasting: Video Takes Center Stage

This is a great question. What do you think the future of podcasting looks like and how do you plan to evolve with the media? I think podcasting is going to video. I think that it's a tremendously competitive space. It's so easy to start a podcast and it's everything from multimillion dollar productions like you see with Joe Rogan and some of the most famous who've been around for a long time all the way to anybody can grab an iPhone record some audio notes upload them into a podcasting distribution platform with an RSS feed and boom there you go you have a podcast and can be you sitting in the closet talking to yourself about whatever it is you want. So it's super competitive but video is the name of the game. Videos where it's going you've seen that in Instagram you've seen that in TikTok that's who sparked it. We're seeing that on YouTube for the Jedberg podcast we didn't put a lot of focus on YouTube for the first year of the podcast over the last year we've evolved tremendously in the use of our video we've put a lot of effort on it we started with like one GoPro we went to two GoPros then we went to an iPhone and two GoPros then we went to professional video with a fourth camera. It's added a huge component to what we're doing because people are visual by nature and audio captures them but there's so many things that you're doing you're talking about that people want to see. We see tremendous engagement on YouTube. I'd like to think we're a little bit ahead of the curve but it's hard to stay there. I think video is the future of podcasting. It'll still live on the platforms but I got to keep it in mind. Great question.

I think the future of podcasting is going towards video, and we at the Jedburgh podcast have evolved our content to include professional video with four cameras. We're capturing people's attention by being ahead of the curve, but it's hard to stay there, so we'll continue to keep an eye on how this medium evolves.

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The future of podcasting, in my opinion, is heading towards video. The podcasting space is highly competitive, ranging from multimillion-dollar productions to anyone with a smartphone being able to start their own podcast. However, video is becoming increasingly important. Platforms like Instagram, TikTok, and YouTube have demonstrated the power of video content.

For the Jedberg podcast, we initially didn't focus much on YouTube, but over the past year, we have evolved and invested in video production. We started with GoPros, then added an iPhone and more professional video equipment. Incorporating video has added a significant dimension to our podcast because people are naturally visual and want to see what is being discussed. We have seen great engagement on YouTube.

While podcasting will still exist on audio platforms, it's essential to keep video in mind as the future of the medium. It's a constantly evolving landscape, and staying ahead of the curve can be challenging. But I believe that video is where podcasting is headed.

Can you explain how “leaders are made”? What does it take to build those qualities?

Unveiling the Secrets: Building Qualities that Make Leaders

So the question is, can you explain how leaders are made? What does it take to build those qualities? Okay, first off, I love this question because it states the answer in the question. Leaders are made, right? They're not born, they don't just show up, you don't wake up one day and say, oh, I'm a good leader, right? You have to work, we have to work, as leaders every single day to improve. So how do we do that? Education, right? So, so critical. We have to learn from others, both good and bad. We always say that we learn a lot from good leaders. I would argue that we often learn a lot from bad leaders that we serve in and around. So start with education, assessing those around you. What organizations have you been in where people have executed well? There's been good results. And where has it gone wrong? Where have you looked at someone and been like, that doesn't seem right? Why did they act like that? Second, define your values. Leaders are effective when they have a defined set of values that people can align to. Why do we lose faith and trust in leaders? Because leadership is about trust. Leadership is about, do we trust those above and around us and leaders exist below us to make the right decisions when the time counts? Trust comes from knowing each other, experience, but those critical factors that develop trust help create great organizations. So it takes time, it takes investment, it takes investment in ourselves, those around us, the entire organization. We could answer this question in hours and hours. I do it every week on my podcast, but succinctly, they're made, put in the hard work. You started by asking this question, now go out and seek answers. More to follow on this. Thanks a lot.

Leaders are made, not born. Building these qualities requires education and assessment of leaders around you, defining your values, and investing in yourself, those around you, and the organization. It takes hard work and time to build great organizations.

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To explain how leaders are made and what it takes to build those qualities, it's important to recognize that leaders are not born, they are made. It requires continuous effort and improvement. Education plays a crucial role in this process. Learning from both good and bad leaders helps us understand what works and what doesn't. Assessing past experiences in organizations where execution was successful or went wrong provides valuable insights. Additionally, defining our values is essential as effective leaders have a set of values that others can align with. Trust is a vital component of leadership, and it is developed through knowing and understanding each other, as well as through shared experiences. Building leadership qualities takes time, investment in ourselves, those around us, and the entire organization. This topic can be explored extensively, but in summary, leaders are made through hard work and the pursuit of knowledge and improvement.

How do you handle negative feedback or criticism?

Mastering the Art of Handling Negative Feedback

I love this question. How do you handle negative feedback or criticism? Listen, we are always gonna get negative feedback and criticism. It doesn't matter if it's in podcasting, if it's as a leader in charge of people or organizations. The most negative feedback I get in any one day is from my kids and my wife. So no matter who we are, where we are, we always have to consider how we respond to negative feedback and criticism because sometimes how we respond is going to elicit another response that we may or may not want or need. It's called the second and third order effects, right, of our actions. There's always gonna be a reciprocal action or reaction. So how do we handle it? How do I handle it? First of all, I look at who sent this. There's always gonna be people who don't like us. They're not gonna like you. They're not gonna like your face, your voice, where you come from, how you look. It's just the way it is. So regardless of what you do or what you say, you're never gonna win. I don't respond to those. They don't matter. They're not my audience. They're never gonna be my audience, and I don't want them in my audience. There's people who are gonna be out there who are just trolls, okay? They're looking to generate a response. They're looking to create divide. They're looking to create problems. Their comments are usually very short. They didn't watch the whole thing, or they didn't read or listen to everything you put out. They're just pontificating a bunch of nonsense. Those, I normally won't respond to either. What I care about are the feedback and the comments from those who display thought, those who actually I can tell read or watched what I put out, and they have comments. They have actual feedback that warrants my discussion with them to talk about why I did a certain thing. For instance, the other day, somebody questioned my research, all right? Well, they had a different research source. I gave them mine. We talked about it. We came to a resolution and moved on. So understand where it's coming from, focus on what the value is to you, and answer it that way. Good luck.

I handle negative feedback or criticism by first looking at who sent it; some people are just trolls and don't deserve a response. For those who have thought-out comments, I focus on the value that their feedback might provide and discuss it with them to come to a resolution.

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Handling negative feedback or criticism is something we all have to deal with. Whether it's in podcasting, leadership roles, or personal relationships, it's important to consider our response and the potential consequences. First, I evaluate who the feedback is coming from. Some people simply won't like us, our appearance, or where we come from, and their opinions aren't worth my attention. Trolls who seek to provoke and create problems also don't deserve a response. Instead, I focus on feedback that comes from thoughtful individuals who have actually engaged with my content. Their comments and feedback provide value and may warrant a discussion to understand different perspectives. For example, when someone questioned my research, we had a conversation where we shared our sources and reached a resolution. It's crucial to understand the source of the criticism and prioritize engaging with those who offer constructive insights. Good luck!

How has your military experience shaped your leadership style?

Leadership Lessons: The Military's Impact on Accountability and Ownership

Great question and thanks for asking it. How has your military experience shaped your leadership style? I think for me, it's a foundational element of my leadership style. The military never sits you down and says, today we're gonna teach you how to be a follower. It doesn't happen. From day one of entering the military, I think even before that, when you go down to the recruiting station, they start talking about leadership. They start talking about what you're gonna learn in the experiences that you're gonna get put in as a leader. So whether you're the entry level, junior enlisted private, you're a young lieutenant in the officer corps, or you're a sergeant major or a general, it's all about leadership from day one. And what the military does is they're constantly putting you in different situations in different parts of the world to solve complex challenges as leaders. Because every person in an organization is a leader and that is so important to understand. Anyone who builds an organization and doesn't treat their people like that is doing a disservice to the organization and their people. Everyone is a leader first and foremost. So that's the number one thing that the military teaches you about leadership. Lead from the front, always. The other thing is accountability, responsibility, and ownership. We have to understand, number one, our responsibility. What do we do here? What do we bring to the table? What's our job? What's our role? What's our contributing factor? That allows us to then take accountability, meaning that we understand the results of our action, good, bad, and different, because our action is based on our responsibility, what we're there and defined to do. When we know what we have to do and we assume our accountability for our actions, good, bad, or indifferent, then we have what's called ownership. And ownership is what allows us to look around the table, build trust in each other, and build great organizations. That's what I learned.

My military experience has been fundamental in shaping my leadership style. It taught me to lead from the front and to prioritize accountability, responsibility, and ownership. This allows for trust to be built up within an organization which leads to better results.

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My military experience has had a profound impact on my leadership style. From the moment I entered the military, the focus was on leadership. Whether you were an entry-level private or a high-ranking officer, leadership was emphasized throughout. The military continually places you in diverse situations, both domestically and internationally, to tackle complex challenges as a leader. One crucial lesson I learned is that everyone in an organization is a leader, regardless of their position. Treating everyone as a leader is vital for the success of both the organization and its individuals.

Another key aspect instilled by the military is accountability, responsibility, and ownership. We are taught to understand our role and contributions within the organization. This understanding enables us to take responsibility for our actions and be accountable for their outcomes, regardless of whether they are positive or negative. When we take ownership of our responsibilities and actions, we foster trust among team members and build strong organizations.

Overall, my military experience has laid a strong foundation for my leadership style. It emphasizes leading from the front and recognizing that leadership exists at all levels. It also highlights the importance of accountability, responsibility, and ownership in building successful teams and organizations.

How have you personally been able to motivate and inspire your team?

Unlocking the Secrets to Motivating and Inspiring Teams

So the question is, how have you personally been able to motivate and inspire your team? Well, this is the definition of leadership. How do we motivate and inspire others to do things that they otherwise may or may not be interested or willing to do? That's what our job is. So how do you do it? Number one, you've got to find what motivates them. What I have found time and time again is if we don't figure out what motivates people, what drives them, what gets them excited and put them in the right role, so we call it the right place, right person, right time. That's critical. We need people who want to do what they're doing with the right set of skills at the right time for our organization to maximize effectiveness. The other piece, we have to have mission alignment. We have to have people who want to be there to achieve the overall vision and goals of our organization. We have to clearly lay that out. If we don't, what are we driving them towards? They don't know. We don't know. We don't know what to motivate them towards and why. So we've got to find first mission alignment, define it, understand where we're going and why, get people who generally agree to that, and then put them in roles with the right skills at the right time where they're going to be successful and excited about what they're doing every day. Then give them the resources to do so. That's how I personally motivate and inspire my teams. Thanks for the question.

To motivate and inspire my team, I first focus on finding what motivates them. Then, I make sure that they are in the right role for their skills and that they align with our organization's mission and goals. I also make sure they have the resources they need to be successful.

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Personally, motivating and inspiring my team is a key aspect of leadership. It involves understanding what drives and excites each team member and placing them in roles that align with their motivations. This concept of right place, right person, right time is critical for maximizing effectiveness. Mission alignment is also crucial. It's important to clearly communicate the overall vision and goals of the organization, so team members understand what they are working towards and why. This allows them to feel a sense of purpose and direction. Lastly, providing the necessary resources for success further motivates and inspires the team. These are the approaches I personally employ to motivate and inspire my teams. Thank you for asking this question.

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