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Jason LeDuc

@jasonleduc

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USAF Veteran 🇺🇸
Founder, CEO, and Leadership Strategist @leducleadership 👍🏻
Host, The Leader’s Mindset Podcast 🎥 🎙️
Las Vegas 📍

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Think you’ve seen it all from the Sin City Spin podcast? Tune into our episode coming out next Monday to meet our first ever guest host Jason “ShiRLOC” Schaub!

He’s been a listener and good friend of ours for a long time from our US Air Force days! This is his first ever appearance on a podcast so check out the episode and give him some Sin City love!

#vegaspodcast #lasvegaspodcast #airforceveterans🇺🇸 #sincityspin #veteranpodcasters taken in Las Vegas, Nevada by @jasonleduc

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9

a year ago

🧠 Want to think like a CEO? It starts with YOU.

The best CEOs don’t just lead teams…
They lead themselves—with clarity and purpose.

Every action, every decision, every conversation must align with ONE goal:
💡 Solving a real problem for your customers.

This clip dives into the power of internal leadership—and how your mindset shapes your mission.

🎯 Think long-term.
🔥 Stay aligned.
🚀 Show up like it matters—because it does.

What’s one internal habit that helps YOU lead better? Comment below!

Onward and Upward! 🚀

#LeadershipTips #ThinkLikeaCEO #EntrepreneurMindset #SelfLeadership #MissionDriven by @jasonleduc

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15

a year ago

Another week another episode of @sin.city.spin !!!!!

What topics would you like to see us talk about next week?

#sincity #lasvegas #vegaspodcast #veteranpodcasters #sincityspin taken in Las Vegas, Nevada by @jasonleduc

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2 years ago

Stand-up meeting questions that actually catch problems — three forward-looking questions, and none of them is about yesterday. Leadership in practice is small rituals run well.

Today's clip walks the version:

What are you working on before the next stand-up?
What does your leader need to know, or what do you need from them?
Who else do you need to connect with before the next one?

No interrupting. No solving problems in the circle. Follow-ups happen after.

The sleeper is question three. It surfaces the handoff two people each assumed the other one owned — before it breaks.

Send this to whoever runs your team's morning huddle. Or save it for tomorrow's.

Which question would change your stand-up most?

Onward and Upward 🚀

See the whole episode on YouTube by @jasonleduc

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6 hours ago

Men's mental health isn't a soft topic on a jobsite. It's a safety topic. 🦺

The men on your crew are trained to survive the job. Nobody trained them to survive the drive home.

Bill McCamley ran New Mexico's unemployment system through the pandemic — and survived his own suicide attempt in the middle of it. Today he teaches suicide prevention to union construction workers across New Mexico and Texas.

By his own count, the men in those classes are roughly 16x more likely to die by suicide or overdose than by a jobsite accident.

His reframe: tough guys do tough, hard things. Dealing with what's in your head is a hard thing. 💪

And "how you doing, bro?" never gets an answer. Bill makes every class practice the real question out loud — because it's hard the first time.

One real conversation this week with someone you lead. Not a status check.

If you or someone you lead is struggling: in the US and Canada, call or text 988, 24/7.

🎧 Full episode on The Leader's Mindset (link in bio)

Onward and Upward 🚀 by @jasonleduc

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14 hours ago

How to stop overthinking at work — sometimes the fix isn't more structure, it's letting go of it. That's leadership in practice.

Today's clip: a guest remembers the teacher who sat her down when she was terrified of failing. His read was that she was one of the most logical students he had — and that it was time to let go.

Structure first. Then trust it.

Three signs you (or someone you lead) are stuck on step one:

You ask for the process you already have.
Your calls are right, but late.
You reopen decisions "just to be sure."

Send this to the smartest overthinker you know.

Which of the three is you?

Onward and Upward 🚀

See the whole episode on YouTube by @jasonleduc

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a day ago

Frontline supervisor training starts before the promotion, not after.

Your best technician just became your worst supervisor. You promoted the skill and lost the leader.

It's rarely their fault. Every system that trained them — trade school, apprenticeship, certification — made them great at the work. None of it covered leading the people who do it. There was never a step to skip.

Build the missing rung:

Name the new job out loud. "It's no longer to be the best at the work. It's to make the crew good at it."

Trade one task for one conversation. Hand one piece of technical work back each week, and spend that hour on a one-on-one.

Build the rung early. Give your strongest tech a small leadership rep before they get the title.

Send this to the supervisor who still fixes every machine personally.

Which of the three is missing on your crew?

Onward and Upward 🚀 by @jasonleduc

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a day ago

OODA loop for leaders: John Boyd's Observe, Orient, Decide, Act — and the step most people skip. Leadership in practice is a loop, not a plan.

Boyd was an Air Force fighter pilot who trained fighter pilots. Today's clip walks his loop, and the key is Orient: come up with a couple of options, and write down what you expect each one to do.

Without that expectation, the next Observe is just watching. With it, you're testing.

The Monday version for a team:

Observe what actually changed.
Orient: two options, one expected result each.
Decide out loud.
Act — and next week, open with "here's what I expected, here's what happened."

Save this for your next staff meeting. Or send it to the manager who decides fast but never checks.

When did you last write down what you expected before a big call?

Onward and Upward 🚀

See the whole episode on YouTube by @jasonleduc

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2 days ago

Workplace culture is why your best people keep quitting — not money. 👀

By the time a great employee is interviewing somewhere else, you already lost them. The notice is just the paperwork.

SHRM found that toxic workplace culture drove an estimated $223 billion in turnover costs over five years, and that 58% of employees who quit over culture said their manager was the main reason. 😬

So here's the move almost nobody runs: stop waiting for the exit interview. Run a stay interview. Ask one of your best people, "What would make you leave, and what makes you stay?" — then fix one thing they name.

A 20-minute stay interview beats a 3-month replacement search. Do that math.

Four more tactics in this week's episode, including the one most leaders walk past: your best people leave when you let your worst behavior stay. Your A-players are watching what you tolerate. 🎯

Watch the full episode linked in my bio 🔗

Onward and Upward 🚀 by @jasonleduc

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3 days ago

How to make leadership training stick: use it the same week. Leadership in practice beats leadership in theory.

Today's clip features a guest who designs leadership programs. The advice to every client: whenever you learn something new, try it in real life right away. The action is often what makes the theory click.

The structure they recommend is one tool per workshop — trust, a difficult conversation, leading a team — then a few weeks to use it before the next one.

Three ways to make those weeks count:

Name the rep before anyone leaves the room. "Talk to the vendor by Friday," not "use what you learned."

Put it on a calendar you both see.

Ask "what surprised you?" instead of "how'd it go?"

Send this to the manager who just signed their team up for training. Or save it for the next workshop you attend.

What's the last thing you learned that you actually used within a week?

Onward and Upward 🚀

See the whole episode on YouTube by @jasonleduc

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4 days ago

Staying calm under pressure at work — your first 30 seconds do more than your next 30 minutes.

In today's clip, Jason Anthoine walks through calming workplace panic and restoring focus.

The structural point: when something goes wrong, your team isn't reading the situation. They're reading you reading the situation. A visibly rattled leader tells everyone the problem is bigger than it is — and then they spend the afternoon solving a crisis that doesn't exist.

The reset sequence:

Name the actual size. "This is a two-day problem, not a two-quarter problem."
Name what is NOT on fire. People assume everything is.
Give one person one next action, in the room, by name.
Say when you'll all talk again.

Shared clarity under pressure isn't a calm speech. It's everyone leaving with the same estimate of how bad this is.

Send this to the manager heading into a hard week.

Which step do you skip?

Onward and Upward 🚀

See the whole episode on YouTube by @jasonleduc

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4 days ago

Cordial hypocrisy — the name for when everyone's polite and nothing is true.

In today's clip, Croft Edwards uses a term popularized by Fernando Flores. You and I don't trust each other, but in public we're nice about it. It's the opposite end of the spectrum from authentic candor.

The reason it's worth naming: it doesn't look like dysfunction. It looks like a well-run meeting.

The detail that makes it land — in an office you can hold that pose forever. Underground in a mine, you can't. When an unspoken doubt has physical consequences, people say the thing.

So the question isn't "is my team candid." It's what is my office subsidizing?

Three quiet sponsors:

Meetings that always end on time — disagreement is what got cut.
Decisions announced instead of proposed.
No visible example of someone disagreeing and surviving it.

Shared clarity isn't a calm room. Sometimes the calm room is the symptom.

Send this to someone whose meetings are suspiciously smooth.

Which of the three is yours?

Onward and Upward 🚀

See the whole episode on YouTube by @jasonleduc

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5 days ago