What if your entire leadership legacy hinged on just 90 days?

Neill Marshall and Kurt Mosley have interviewed over 10,000 healthcare executives, and what they discovered might change how you approach the start of any leadership role. The duo joins Rosie to reveal why the first 90 days of a new role aren't just an onboarding window but a foundation that shapes trust, culture, and long-term credibility.

Through stories ranging from CEO pancake breakfasts to hospital dorm mattress overhauls, they share actionable insights and surprising truths about what great leaders do (and avoid) in their early days. You'll hear the difference between quick and hurried leadership, how to win over the influential "middle," and why you should never underestimate symbolic actions.

Whether you're a new leader, in a career transition, or mentoring others, this episode is full of real talk and wisdom you won't want to miss. Get ready to rethink how you start strong, and stay grounded.

Additional Resources:

Connect with Kurt on LinkedIn

Connect with Neill on LinkedIn

Follow HealthSearch Partners on LinkedIn

Learn more about HealthSearch Partners

Connect with Rosie on LinkedIn

Learn more about Salveo Partners

Follow PeopleForward Network on LinkedIn

Learn more about PeopleForward Network

Key Takeaways:

• The first 90 days shape your leadership legacy
• Symbolic actions speak louder than lofty speeches
• Quick leaders plan; hurried leaders skip steps
• Focus on the middle 50% to gain momentum
• Culture is influenced through consistent intentional behavior

The fastest way to elevate your leadership doesn't require a new strategy, a bigger budget, or a corner office. It starts with one word: hello.

In this episode of The Better Boss, Gregg breaks down a deceptively simple yet transformational practice called "Be the First to Respect." Drawing from his early career at John Jay College and the unforgettable example of a president who made everyone feel seen, Gregg reveals why initiating a greeting, and using someone's name, carries far more influence than most leaders realize.

Backed by social psychology and practical experience from the R-Factor Leadership Workshop, Gregg explains how being the first to acknowledge someone removes hesitation, builds instant rapport, and creates a powerful ripple effect of respect throughout your organization.

This isn't about small talk. It's about intentional connection. It's about sending the message that every person matters.

If you want your team to warm up to your ideas, receive your feedback openly, and genuinely respect your leadership, this episode gives you a technique you can use today.

Additional Resources:

Connect with Gregg on LinkedIn

Take the Am I a Respectful Leader? Self-Assessment

Learn more about The Center for Respectful Leadership

Invest in Manager Skills with the R-Factor Workshop

Follow PeopleForward Network on LinkedIn

Learn more about PeopleForward Network

Key Takeaways:

• Say hello first, it's a leadership move.
• Use people's names to affirm their worth.
• Respect reduces social friction instantly.
• Initiation creates a powerful ripple effect.
• Consistency earns trust and reciprocation.

What if the secret to boosting team engagement isn't about adding more perks, but eliminating the pain?

Rosie breaks down a timeless framework by Patrick Lencioni that remains incredibly relevant in today's workplace. She dives into the three root causes of job misery, anonymity, irrelevance, and immeasurement, and offers tangible, people-first ways leaders can address them head-on.

Whether you're looking to re-energize your team, deepen relationships, or connect daily work to meaningful impact, Rosie shares practical, heartfelt strategies that go beyond theory and into real action. If you're ready to create a culture where people feel seen, valued, and proud of what they do, this one's for you.

Additional Resources:

Connect with Rosie on LinkedIn

Learn more about Salveo Partners

Follow PeopleForward Network on LinkedIn

Learn more about PeopleForward Network

Key Takeaways:

• People crave being seen, known, and valued.
• Connection requires intentional curiosity and presence.
• Relevance comes from knowing your work matters.
• Recognition feedback fuels purpose and engagement.
• Clear goals help measure and celebrate impact.