I Have Some Questions…
I Have Some Questions...
Podcast Description
What if leadership wasn’t about having the answers—but about asking better questions?On "I Have Some Questions…", Erik Berglund – a founder, coach, and Speechcraft evangelist – dives into the conversations that high performers aren’t having enough. This isn’t your typical leadership podcast. It’s a tactical deep-dive into the soft skills that actually drive results: the hard-to-nail moments of accountability, the awkward feedback loops, and the language that turns good leaders into great ones.Each week, Erik explores a question that has shaped his own journey. Expect raw, unpolished curiosity. Expect conversations with bold thinkers, rising leaders, and practitioners who are tired of recycled advice and ready to talk about what really works. Expect episodes that get under the hood of how real change happens: through what we say, how we say it, and how often we practice it.This show is for driven managers, emerging execs, and anyone who knows that real growth comes from curiosity rather than charisma.Subscribe if you’re ready to stop winging it and start leading with intention.
Podcast Insights
Content Themes
The podcast focuses on critical leadership skills, self-awareness, and accountability, with episodes diving into topics like how to lead teams in an AI-enhanced environment and the significance of asking better questions for personal and organizational growth.
Most people know the headline of a leader’s story. Few know the path it took to get there. This podcast goes beyond titles, book launches and business wins, to explore the lived journey behind the thought leader.
Through deep, unhurried conversations, we uncover the moments that shaped them—the doubts, pivots, convictions, and quiet breakthroughs that built their body of work.
Each episode features authors, coaches, executives, and bold thinkers who have forged their own path. Instead of rehearsed talking points, they’re invited into a space where thoughtful questions unlock something more human. The result is a layered conversation that reveals not just what they preach, but how they became the kind of person who can teach it.
Because we believe the best stories aren’t always told—they’re revealed. And when brilliant people are given the right questions and the room to answer them fully, what emerges is insight you can feel, frameworks you can apply, and a deeper understanding of what it truly takes to lead, create, and contribute at a meaningful level.
🧠 Erik’s Take
After reflecting on his conversation with Josh Frantz, Erik kept coming back to a deceptively simple idea: every company has hidden problems that leadership would absolutely want to solve — if they actually knew about them.
The challenge isn’t just finding the problems. It’s creating an environment where people feel safe enough to tell the truth.
What stood out most to Erik wasn’t the technology behind Blyndspot. It was the human reality underneath it. Employees often stay silent not because they don’t care, but because speaking up feels risky. Sometimes they fear blame. Sometimes they fear retaliation. Sometimes they fear making themselves obsolete.
The real challenge for leaders, then, is psychological safety. Not performative safety. Real safety.
Erik also found himself reflecting on how much organizational progress depends on workflow clarity. Most companies still don’t truly understand how work gets done inside their business — especially all the unofficial workarounds employees create to keep broken systems functioning. As AI adoption accelerates, that lack of workflow clarity may become one of the greatest bottlenecks companies face.
🎯 Top Insights from the Interview
Psychological Safety Must Be Earned
Leaders can’t simply claim feedback is safe. Employees need evidence that honesty won’t be punished — and that their ideas will actually be heard.
Anonymous Feedback Changes Behavior. True anonymity increases both participation and honesty. The moment employees believe leadership can identify them, the quality of feedback changes dramatically.
Closing the Loop Builds Trust. If employees share feedback and never hear what happened next, participation dies. Acknowledgment matters almost as much as action itself.
Workflow Is Becoming the Competitive Edge. AI can only improve systems companies actually understand. Most organizations still lack clarity around how work truly happens at the operational level.
🧩 The Personal Layer
One of the ideas Erik kept wrestling with after the interview was how emotionally difficult it can be for leaders to admit there are problems inside their company they don’t fully understand yet.
That admission requires humility.
It also requires confronting the uncomfortable reality that employees may already know what’s broken — and may have known for a long time.
Erik reflected on how many organizations unintentionally train employees to stay quiet. Sometimes through fear. Sometimes through inaction. Sometimes simply by asking for input and then disappearing without responding.
The conversation also reinforced something Erik deeply believes about leadership: trust is built behaviorally, not rhetorically. Leaders don’t create safety by saying “my door is always open.” They create it by consistently responding to truth without punishment.
🧰 From Insight to Action
- Audit where feedback currently dies inside your organization.
- Ask yourself whether employees genuinely believe it’s safe to speak honestly.
- Create visible follow-through when employees share ideas or concerns.
- Clarify workflows before trying to automate them with AI.
🗣️ Notable Quotes
“There are problems that exist in your company that if you knew about them, you would take action.”
“Your people don’t want to tell you.”
“You’re going to have to work really hard to build psychological safety.”
“Workflow is now king.”
“You can’t automate what you don’t already know how to do.”
🔗 Links & Resources
Disclaimer
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