Leadership That Inspires

Unlocking Leadership Growth: Insights from Peter Bailey on the Schmidt List Podcast

How Emotional Intelligence, Team Dynamics, and Coaching Are Redefining Modern Leadership

Elevating Teams at the Prouty Project: What Real Leadership Looks Like

Leadership is more than a title—it’s about understanding people, fostering trust, and inspiring actionable change. On a recent episode of the Schmidt List podcast, host Kurt Schmidt sat down with Peter Bailey, President of the Prouty Project, to unpack the shifting landscape of leadership today. Bailey’s personal experience and wisdom from years of developing leaders across sectors offer a practical roadmap for anyone looking to grow themselves or their teams.

The Role of a Leadership Coach: Why Every Leader Needs Guidance

The conversation started with the big question: “Why does someone need a leadership coach at all?” Bailey’s response cuts through the clichés. “No one wakes up and thinks, ‘I want to be difficult to work with,’” he says. Yet, as people ascend to new leadership heights, gaps in skills or self-awareness inevitably appear. His firm works with clients across industries, helping them address these blind spots with tailored executive coaching.

A leadership coach guides individuals through the nuanced challenges of leading others. Bailey emphasizes the importance of emotional intelligence as a core competency, breaking it down into self-awareness, self-management, empathy, and relationship management. It’s not enough to simply know oneself; leaders also need to filter their responses, demonstrate empathy, and build genuine partnerships with their teams.

Why One-Size-Fits-All Training Isn’t the Solution

Schmidt shared his past experiences with a “shotgun approach” to leadership—taking endless workplace assessments and personality tests without seeing much lasting change. Bailey agrees, noting that leadership development has evolved from broad, generalized messaging to truly individualized growth. Rather than depending solely on frameworks like Myers-Briggs or StrengthsFinder, Peter advocates for hands-on development and “building better tools for each leader’s backpack.”

True growth happens when leaders invest in themselves—and in the one-on-one relationships that foster accountability and trust. Companies are moving away from blanket training sessions toward coaching and mentorship, which align better with individual needs and real-world situations.

Rebuilding Trust and Accountability in the Post-COVID Era

The last few years have put unprecedented pressure on organizations. Bailey acknowledges that the pandemic fractured familiar routines and eroded trust within many teams. As remote and hybrid work have become common, old systems of management have fallen short. He sees this as an opportunity: “Rather than focusing on holding people accountable after the fact, what if we encouraged greater commitment up front?”

Organizations are shifting from micromanaged accountability to empowering people with more autonomy and trust. This starts by involving team members in decision-making—whether it’s strategizing return-to-office transitions or redesigning workflows. The goal, according to Bailey, is to create “buy-in at every level” so that accountability becomes a natural outcome rather than a forced metric.

Practical Strategies: Emotional Intelligence, Vulnerability, and Asking Better Questions

Throughout their discussion, both Schmidt and Bailey highlighted the rise of vulnerability as a powerful leadership tool. The days of command-and-control management are fading, replaced by leaders who can admit “I don’t know”—and seek help from their teams.

A recurring theme was the power of questions. Great leaders don’t have all the answers, but they ask the right questions: “What do you need to do your job well?” This simple shift in mindset—toward advocacy and service—can transform relationships and elevate team performance.

Bailey also encourages leaders to be mindful of differing personality types (using models like Insights Discovery) and to avoid assuming that what motivates one person will work for another.

Final Thoughts: Seeking Mentors, Building Peer Groups, and Continuous Growth

In today’s rapidly changing environment, it’s not enough to just lead; you need to keep learning. Bailey’s advice? Find mentors, join peer groups, and don’t be afraid to reach out for support. Leadership is as much an art as a science, and keeping yourself connected—with your team and with your own goals—is essential.

For organizations and individuals alike, the message is clear: invest in your growth, embrace emotional intelligence, and unlock the leadership potential within yourself and those around you.

Want to Learn More?
Check out the Prouty Project and connect with Peter Bailey for more resources, or visit the Schmidt List podcast for actionable advice that will level up your leadership journey.

Peter Ted Talk https://www.youtube.com/watch?v=QJiTZyvrcAA 

Peter’s favorite quote https://www.linkedin.com/feed/update/urn:li:activity:7290530520499687428 

Prouty L3 promo video (leading self, leading others, leading the business) https://proutyproject.com/prouty-l3-2025/