The Hidden Superpower of Every Great Leader: Todd Zive of ZGL Group On Uncovering the Traits That Separate Good Leaders from Exceptional Ones

An Interview With Cynthia Corsetti

They Embrace Resilience And Adaptability. Good leaders manage challenges; exceptional ones use them as fuel for growth. They don’t just recover from setbacks, they find meaning in them, learning and adjusting with every obstacle.

What is it that makes certain leaders stand out and achieve extraordinary results? Beyond technical skills and strategic thinking, great leaders often possess hidden superpowers — those intangible traits that set them apart. These traits enable them to inspire others, foster trust, and drive innovation even in challenging environments. As part of this series, we are interviewing Todd Zive.

Todd Zive is a senior executive, advisor, investor, and author with over 25 years of success in the medical technology industry. He has scaled global businesses to over $500M and led large, high-performing teams. Since founding ZGL Group, Inc. in 2022, he has focused on driving business growth, providing strategic leadership, and building strong company cultures. Todd is also the author of the recently published book, The Mensch Method: Achieving Success Through Character in Life and Business, which provides a transformative roadmap for achieving success through integrity, resilience, and meaningful relationships. His insights inspire leaders to lead with character and purpose, offering practical frameworks for growth. Beyond his leadership and advisory roles, he is committed to supporting entrepreneurs, serving as a mentor, coach, judge, and guest speaker for accelerator programs, business schools, and other organizations. He holds an MBA from UC Irvine, a BS in Biomedical Engineering from Boston University, and certifications in Corporate Governance, Executive Coaching, and Venture Capital. In his personal time, he enjoys cooking, watching sports, and spending time with his wife, two children, and two goldendoodles.

Thank you so much for joining us in this interview series. Before we dive into our discussion, our readers would love to “get to know you” a bit better. Can you share with us the backstory about what brought you to your specific career path?

My journey began with a heart-wrenching tragedy. At the age of four, I experienced the devastating loss of my father when an armed robber murdered him in his pharmacy in Massachusetts. This event, though traumatic, set the stage for a remarkable transformation in my life.

Around the age of eleven, my path to resilience began to take shape as I started doing odd jobs for my neighbors, such as shoveling snow, mowing lawns, and washing windows. It felt great to help people, and it sparked something deeper within me.

As a teenager, I began volunteering at Shriner’s Children’s Hospital in Springfield, Massachusetts. What started as a simple way to fulfill a volunteer service requirement quickly became one of the most meaningful experiences of my life. I spent time with children facing severe medical challenges. All of them had plenty of reasons to complain, but never did.

What I didn’t expect was how much those visits would impact me. Being of service to them helped me heal, giving me perspective and reinforcing that resilience isn’t just about enduring hardship. It is about how you respond to it.

That experience at Shriner’s sparked my interest in science and medicine, ultimately leading me to study Biomedical Engineering in college and pursue a successful career in the medical device industry. I wanted to be part of something that made a positive difference in people’s lives. Over time, my work evolved into leadership roles where I experienced firsthand how character, integrity, and resilience define truly great leaders.

Along the way, people who knew my story encouraged me to share it with others. A few years ago, a friend suggested for me to write a book to inspire others, and that led to The Mensch Method: Achieving Success Through Character in Life and Business. In the book, I share how resilience, integrity, and meaningful relationships have guided me through my career and personal journey, and how they can help others do the same.

Can you share the most interesting story that happened to you since you started your career?

At the end of an energizing and engaging two-day offsite meeting with my team of fifty sales, marketing, clinical, and technical professionals, I took a moment to thank everyone for their active participation and the planners of the event. To my surprise, as I finished my remarks, the team presented me with a framed photo featuring Rocky Balboa’s quote: “Going in one more round when you don’t think you can. That’s what makes all the difference in your life.” Five of my team members shared some kind words about my leadership, moving me to tears. Seeing this, several team members were also visibly touched.

Crying in the workplace is uncommon, yet it’s a natural expression of our emotions. Unfortunately, society often perceives such displays as a sign of weakness. I believe that vulnerability requires courage and is key to being authentic. Everyone faces challenges, struggles, and emotions. By opening up and sharing your own, you create an environment that encourages others to do the same.

When my team saw me cry in the front of the room, they knew I was being genuine. I was deeply moved by their generosity and expressed my appreciation for their kind gift, their words, our special day, and their trust in me as their leader. For the first time, I shared with them the story of my father’s murder and explained why Rocky means so much to me. Watching the Rocky movies when I was a teenager, quotes like “Going in one more round when you don’t think you can” symbolized the resilience I was striving for and helped me through some very challenging times.

As I spoke, the room was silent. Before that day, almost none of them knew about the tragedy I faced and what I had overcome. I had been reluctant to share my story because I didn’t want them to feel sorry for me. However, that’s not what happened. They were inspired by what I shared and got to know much more about me as a person.

In the weeks that followed, dozens of team members thanked me for being so open with them. There wasn’t any sympathy, just gratitude. Many of them also shared some of their most challenging times with me. By sharing my story, I helped them feel comfortable sharing theirs.

This was one of the most interesting moments of my career because it demonstrated the power of authenticity in leadership. In a world where people are often hesitant to share their personal struggles for fear of judgment or appearing weak, this experience reinforced that true leadership isn’t about projecting an image of perfection. It’s about being real. The impact of that moment went far beyond that day. It deepened our team’s trust, strengthened our culture, and reminded me that sometimes the most powerful way to lead is by showing who you really are.

What do you think makes your company stand out? Can you share a story?

What makes my company stand out is that our approach is based on real-life experiences and success. As a seasoned executive, I’ve led high-growth businesses, scaled organizations, and navigated complex challenges firsthand. I understand what it takes to drive sustainable growth because I’ve done it myself. But what truly sets us apart is the belief that leadership isn’t just about hitting numbers. It is about how you lead, how you build teams, and how you create a culture where people thrive.

That belief was reinforced during a conversation I had with a business leader a few years ago. We were discussing how common courtesy, respect, and integrity seemed to be fading away in business. He asked me, “Have you ever thought about writing a book?” He pointed out that the way I led, the way I built teams, made decisions, and created strong cultures, was not only helping companies succeed but also making a real difference in people’s lives. That conversation stuck with me because it spoke to the heart of why I do what I do. It ultimately led me to write The Mensch Method: Achieving Success Through Character in Life and Business.

As I wrote about my experiences, I realized that sustainable success is not just about strategy but about leadership with purpose. That same philosophy is what drives my company today. Whether through executive leadership, advisory collaborations, training programs, or speaking engagements, we help business leaders not just scale their companies but do so in a way that builds trust, strengthens culture, and drives long-term success.

You are a successful business leader. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?

1. Servant Leadership

One of the most important leadership lessons I’ve learned is that success isn’t about rising alone. It’s about lifting others up and rising together. This approach contrasts sharply with leadership models that equate authority with power and status rather than with influence and character.

Early in my career, I was part of a highly skilled team working on a major project for a medical technology start-up company. Instead of focusing solely on my own tasks, I made it a priority to support my colleagues, whether that meant jumping in to troubleshoot a challenge, staying late to help finalize details, or simply recognizing their efforts.

That experience reinforced a key insight that true leadership is about setting an example through your actions, fostering an environment of trust, and ensuring those around you feel valued and supported. Some leaders climb the ladder by stepping on others, while the most impactful leaders lift others as they climb, ensuring that the entire team grows stronger in the process.

More than that, leadership is not a solo act. The willingness to accept support and the courage to seek help when needed are just as important as the ability to give. The most successful teams I’ve been part of were built on collective strength, trust, and shared purpose. When we create a culture where people feel empowered, they elevate those around them, creating a ripple effect of growth and success.

2. Hard Work

Hard work has been a defining trait in my career, and I’ve learned that success isn’t just about talent. It’s about showing up prepared, putting in the extra effort when it matters, and doing the work even when no one is watching.

When I joined a medical technology company earlier in my career, I was responsible for implantable devices used to treat brain aneurysms. While I understood the logistics of how these implants were stocked in hospitals, I struggled to fully grasp the business implications, such as how consignment inventory impacted my company’s financials.

I had two choices: keep going as I was or put in the work to improve. Instead of settling, I pursued a Master of Business Administration (MBA) while continuing to work full-time. It wasn’t easy. Balancing work, school, and personal commitments required discipline and sacrifice, but it gave me a deeper understanding of business strategy, expanded my network, and ultimately made me more effective in my career.

Hard work is more than effort. It’s about recognizing where you need to grow, taking action, and following through, even when it’s difficult. And when you do, it inspires those around you to push themselves, grow, and strive for more. The effort you put in today shapes the opportunities you’ll have tomorrow and the impact you’ll have on others.

3. Positive, Resilient Mindset

Life throws curveballs, and resilience is what allows you to keep moving forward. The challenges we face aren’t just obstacles. They are opportunities to grow, adapt, and become stronger. I learned this firsthand when I experienced a professional setback that forced me to take a hard look at myself.

Nearly two decades ago, I walked into the office expecting a normal day. But as the morning unfolded, I realized something was different. Many of my coworkers were buzzing with excitement because they were selected for a special leadership development program. I wasn’t on the list.

It felt like a punch to the gut. I had worked hard, delivered results, and believed I was making an impact. Yet, leadership didn’t see me as part of this high-potential group. Frustration set in, and my first instinct was to get defensive. I wanted to march into my manager’s office and demand an explanation. But deep down, I knew that wouldn’t change anything.

Instead, I forced myself to pause and asked questions: Why wasn’t I selected? Were there blind spots I wasn’t seeing? Seeking honest feedback wasn’t easy, but it gave me something invaluable. It provided a roadmap for growth, showing me the areas I needed to improve, the skills I needed to sharpen, and the ways I could show up more effectively.

That moment was a turning point. It taught me that setbacks can be opportunities if we approach them with curiosity instead of defensiveness. Resilience isn’t about avoiding failure. It is about using it to propel yourself forward.

Ok, thank you for that. Let’s now jump to the primary focus of our interview. What makes someone exceptional?

Exceptional people aren’t defined by talent, intelligence, or success alone. They stand out because of their character. They lead with integrity, take responsibility for their actions, and stay resilient in the face of challenges. Rather than seeking shortcuts or validation, they remain committed to doing what’s right, even when no one is watching.

What truly sets them apart is their impact on others. They don’t just focus on personal success; they uplift, support, and inspire by showing up consistently, following through on commitments, and helping those around them thrive. Their legacy isn’t measured by achievements alone but by the relationships they build and the lasting difference they make.

At the end of the day, being exceptional is about being the kind of person others trust, respect, and are better for knowing.

How do exceptional leaders leverage emotional intelligence to inspire and influence their teams?

Exceptional leaders inspire and influence teams through recognizing, understanding, and managing their own emotions while also considering how those emotions affect others. This self-awareness, often referred to as emotional intelligence, enables leaders to lead with character, integrity, and authenticity.

To become the leader you want to be, you must first understand who you currently are. This requires deeper self-reflection, recognizing your core values, strengths, and weaknesses, as well as the personal patterns that shape your decisions. A leader who lacks this self-awareness may struggle to connect with others in a meaningful way. But those who take the time to understand themselves gain the ability to lead with greater clarity and purpose.

Emotional intelligence isn’t just about introspection. It’s about action. Leaders who cultivate emotional intelligence:

• Build trust and credibility by being authentic and transparent in their communication.
• Foster a culture of resilience by demonstrating composure under pressure and helping their teams navigate uncertainty.
• Motivate and empower others by understanding what drives their team members and making them feel valued.
• Create strong, meaningful relationships by listening with empathy and responding with thoughtfulness.

Think of emotional intelligence and self-awareness as a GPS for leadership. These qualities help you navigate challenges, strengthen relationships, and make decisions aligned with your values. They also set a standard that encourages others to bring their best selves to work, creating an environment where integrity, collaboration, and personal growth thrive.

What role does humility play in the success of great leaders, and how is it demonstrated in their behavior?

Humility is a crucial trait of great leaders because it allows them to recognize that growth is a continuous journey. It’s demonstrated through self-awareness, openness to feedback, and the ability to turn setbacks into learning opportunities.

In my own experience, not receiving a promotion that I thought I earned was a humbling moment. My initial reaction was frustration, but instead of letting it consume me, I chose to ask myself tough questions: What were my blind spots? Where could I improve? Seeking feedback, even when it was hard to hear, helped me grow into the leader I wanted to be.

Great leaders listen, adapt, and use challenges as stepping stones. Humility isn’t about diminishing oneself. It is about having the confidence to acknowledge where improvement is needed and the drive to keep getting better.

How do exceptional leaders navigate difficult conversations and foster open communication in their organizations?

Exceptional leaders navigate difficult conversations and foster open communication by first creating an environment of trust. This starts with the leader, including how they show up, how they communicate, and how they model the values they expect from others. When leaders demonstrate authenticity, transparency, and a willingness to listen, they set the tone for a culture where people feel safe expressing concerns, sharing ideas, and tackling tough topics head-on.

One key to handling difficult conversations is approaching them with curiosity rather than with aggressiveness. Instead of assuming intent, great leaders ask questions, seek to understand different perspectives, and remain open to feedback. They also balance empathy with directness, acknowledging emotions while addressing issues clearly and constructively.

Consistency is another factor. Leaders who foster open communication don’t just do it when challenges arise; they build it into their everyday interactions. Whether through regular one-on-one meetings, open forums, or simply being available and approachable, they create multiple touchpoints where honest dialogue can take place.

Ultimately, exceptional leadership isn’t about avoiding hard conversations. It is about leaning into them with integrity, empathy, and a commitment to finding solutions. When people trust that their voices are heard and respected, communication flourishes, and the organization thrives.

What makes adaptability a superpower in leadership, and how do the best leaders exemplify it?

Adaptability is a leadership superpower because it enables leaders to navigate uncertainty, embrace change, and keep moving forward toward what can be. The best leaders don’t waste energy resisting reality; they accept the situation as it is, assess their options, and take decisive action. This mindset allows them to stay resilient, turn challenges into opportunities, and inspire their teams to do the same.

Great leaders exemplify adaptability by maintaining a move-forward mindset. Rather than getting stuck in what should have been, they focus on what’s next. They stay open to new information, pivot when necessary, and adjust their strategies while staying true to their core values. This ability to evolve while remaining grounded in purpose is what sets them apart.

In times of disruption, whether it’s shifting market dynamics, technological advancements, or unexpected setbacks, adaptable leaders foster a culture of agility and continuous improvement. They encourage innovation, support their teams through change, and lead with confidence even when the path ahead is unclear.

At its core, adaptability is about recognizing that change is constant and that progress comes from responding to it with clarity, resilience, and a forward-thinking mindset. That’s what makes it a true superpower in leadership.

Ok super. Here is the main question of our interview. What are your “Five Traits That Separate Good Leaders from Exceptional Ones”? If you can, please share a story or an example for each.

Over the years, I’ve worked with and observed leaders across industries, from startups to multinational corporations. While many are capable, knowledgeable, and effective, only a few stand out as truly exceptional. What sets them apart? In my experience, it comes down to the following key traits:

1. They Embrace Resilience And Adaptability

Good leaders manage challenges; exceptional ones use them as fuel for growth. They don’t just recover from setbacks, they find meaning in them, learning and adjusting with every obstacle.

Early in my career, a major deal I was working on fell apart at the last moment. Instead of dwelling on what went wrong, the best leaders around me focused on what we could learn, how we could pivot, and how we were going to be stronger. That mindset transformed a loss into an opportunity, leading us to an even bigger success down the road. The most exceptional leaders find a way to emerge stronger than before.

2. They Believe In Themselves

Exceptional leaders don’t wait for external validation. They trust in their own ability to figure things out. I learned this firsthand when I was promoted to lead a department at a top medical device company.

In 2010, I led the largest product line at the company, reporting to the Vice President of Global Marketing. He empowered and challenged me to be the best I could possibly be, and when he retired, I was promoted to fill his role.

This change meant that colleagues who had previously been peers or seniors to me were now going to be under my leadership. Some may have questioned whether I was ready, but I didn’t. I had prepared for this moment, and while a touch of imposter syndrome crept in, I held fast to my self-belief. I reminded myself of my competence, experience, and values.

The results spoke for themselves. Our department expanded from ten to seventy people, consistently met its goals, and earned the highest employee satisfaction rating in the company. What started as my self-belief evolved into a team belief that led to our collective success.

3. They Surround Themselves With The Right Circle Of People

No leader succeeds alone. Exceptional ones surround themselves with people who challenge, support, and elevate them. They understand the value of mentorship, diverse perspectives, and strong relationships.

Early in my career, I learned that success doesn’t come solely from talent or hard work. It is largely shaped by the people you choose to surround yourself with. I’ve been part of teams where everyone pushed each other to be better, shared credit freely, and worked toward a common goal. I’ve also seen the opposite, environments where egos, distrust, or misaligned values held everyone back. The difference was striking. The best leaders don’t just build teams; they cultivate a culture where people lift each other up, knowing that when one person succeeds, the whole team rises together.

4. They Show Up, Especially When It’s Hard

It’s easy to lead when everything is going well. What separates exceptional leaders is their ability to be present, steady, and decisive in tough times. They don’t disappear when challenges arise. They step up, take responsibility, and lead with resilience.

I once had a mentor who made it a point to be there for his team during difficult times. When an employee suffered a personal loss, he didn’t just send a message of support. He showed up, offering whatever help was needed. That same resilience applied to his leadership in business. When a major setback hit the company, instead of retreating, he took action, reassured the team, and guided them through uncertainty. Exceptional leaders don’t just endure challenges; they lead others through them with strength and clarity.

5. They Take Action And Trust The Process

Good leaders analyze and strategize, but exceptional ones also execute. They don’t wait for perfect conditions or absolute certainty. They move forward, adjust as needed, and trust that momentum will reveal the right path. Too many people hesitate, waiting for the perfect plan before taking action. The best leaders, on the other hand, take a step, learn from it, and refine their approach as they go.

When my team was launching a new medical technology product, we couldn’t afford to wait until every detail was perfect. We had done our research and built a solid strategy, but we knew that real insights would come from getting the product into the hands of customers. Instead of overanalyzing, we moved forward with a controlled release, gathered feedback, and made adjustments along the way. By trusting the process and adapting in real-time, we were able to refine the product and achieve a successful launch.

How do great leaders balance confidence with vulnerability to create stronger connections with their teams?

Great leaders understand that confidence and vulnerability aren’t opposites. They complement each other. It takes confidence to be vulnerable, to admit what you don’t know, and to invite others into your learning process. But when leaders do this, they create an environment where their teams feel safe to do the same.

For example, when I wanted to deepen my understanding of venture capital, I enrolled in a week-long course and openly asked my team for advice while preparing. By acknowledging what I didn’t know, I reinforced that growth isn’t about having all the answers. It is about seeking them. That openness encouraged more collaboration and a willingness to take on new challenges together.

Confidence allows a leader to set a vision and inspire action, but vulnerability fosters real connection. When leaders embrace both, they create a culture where people feel safe to take risks, support one another, and grow together.

What strategies do exceptional leaders use to consistently recognize and nurture talent within their organizations?

Exceptional leaders recognize and nurture talent within their organizations by prioritizing a culture of growth, accountability, and appreciation. Here are some key strategies they use:

1. Personalized Development Plans — Great leaders take the time to understand individual strengths, aspirations, and potential growth areas. They provide tailored opportunities for learning, mentorship, and skill-building to help employees advance.
2. Consistent and Meaningful Feedback — Rather than waiting for annual reviews, exceptional leaders offer ongoing, constructive feedback that helps employees refine their skills and stay engaged.
3. Empowering and Trusting Their People — They create an environment where employees feel trusted to take ownership of projects, make decisions, and contribute at a high level. This not only builds confidence but also fosters innovation.
4. Public and Private Recognition — Exceptional leaders know that recognition matters. Whether through public acknowledgment, handwritten notes, or a simple “thank you,” they ensure people feel valued for their contributions.
5. Providing Growth Opportunities — They challenge their teams by offering stretch assignments, cross-functional projects, and leadership development programs that encourage continuous learning and adaptability.
6. Leading by Example — The best leaders demonstrate the behaviors and work ethic they expect from their teams, setting a standard of excellence through their own actions.
7. Creating a Strong Support System — They foster an environment where employees feel supported, not just in their professional roles but also in their overall well-being, encouraging a balance between work and personal growth.
8. Promoting a Culture of Collaboration — Recognizing that success is a team effort, they encourage open communication, knowledge-sharing, and mutual support across departments.

You are a person of great influence. If you could start a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. :-)

If I could start a movement that would bring the most amount of good to the most amount of people, it would be one rooted in character, integrity, and meaningful connections because these are the foundations of a better world. Success isn’t just about personal achievement. It is about how we show up for others, the relationships we build, and the impact we leave behind.

I would call it The Mensch Method movement. A mensch is someone who acts with integrity, honor, and kindness and someone who does the right thing, even when no one is watching. It’s more than just an idea. It’s about action. I even wrote a book about it, The Mensch Method: Achieving Success Through Character in Life and Business, to share this approach with a broader audience.

I envision The Mensch Method becoming something people not only talk about in their everyday lives but also actively live. If it can help people lead with character, strengthen relationships, and foster better workplace cultures, then it is making an impact. And if it can replace even a fraction of the negativity in the world with positivity, I’m all for it.

What makes this movement so powerful is the ripple effect. Even the smallest mensch-like actions, such as showing up for others, leading with integrity, and offering encouragement, can spread in ways we might never see. One act of kindness can inspire another, creating waves of positive change that extend far beyond our immediate reach.

How can our readers further follow your work online?

The best ways to follow my work online are through my website, ToddZive.com, and on LinkedIn. On my website, you can explore my background, insights, and experiences. I also share perspectives and engage in meaningful conversations on LinkedIn.

Thank you for the time you spent sharing these fantastic insights. We wish you only continued success in your great work!

About the Interviewer: Cynthia Corsetti is an esteemed executive coach with over two decades in corporate leadership and 11 years in executive coaching. Author of the upcoming book, “Dark Drivers,” she guides high-performing professionals and Fortune 500 firms to recognize and manage underlying influences affecting their leadership. Beyond individual coaching, Cynthia offers a 6-month executive transition program and partners with organizations to nurture the next wave of leadership excellence.