Truth About Leadership & Why Collaboration Beats a Lone Wolf Mentality
In Heavy or Not, The OG Swim Guide, episode #98, we’re blessed to pick up a few flash-back comments as well as present leadership insights from a former competitive swimmer who makes us all proud.
Way to go Krista!
Scott Grates sits down with performance coach, Krista Hawkins, to cover leadership truths, accountability systems, and the importance of holistic self‑care. Her athletic background and the coaching perspectives apply to everyone — from the wee swimmers to CEOs.
Krista explains the important elements that coaches, families and humans should deploy.
Get straight‑forward, actionable insights drawn from Krista’s journey from a shy student just joining the team to a Division‑I athlete and business leader.
Why the “leader must know everything” myth is a lie and why collaboration matters.
How clear communication and a solid accountability framework drive consistent results.
The difference between training (skill‑building) and development (growth) and why both are essential.
Why physical health, mental wellness, and spiritual practices are non‑negotiable for effective leadership.
Krista’s step‑by‑step accountability process: role clarity, goal alignment, regular check‑ins, and actionable feedback.
This is part two in a sequence from another podcast, Referrals Done Right with Scott Grates. See Scott’s site, show and the original, full interview, #122
Krista Hawkins' Links:
- Linkedin - https://www.linkedin.com/company/future-legacy-partners
- Personal FB - https://www.facebook.com/krista.hawkins.9
- Business FB - https://www.facebook.com/FUTURELEGACYPARTNERS
- Instagram - https://www.instagram.com/_kristahawkins_
Heavy or Not – Episode 98 (Interview Transcript)
Heavy or Not – Episode 98
Scott Grates
Krista’s story is one of steady growth, resilience, and purpose, from a young girl navigating insecurity and searching for belonging to becoming a Division I athlete, counselor, business leader, and now a woman deeply grounded in faith and service. Her journey is filled with moments that will resonate with so many of you. She spent her life... You are in the right place.
Mark Rauterkus
Welcome to Heavy or Not, episode number 98. This is Coach Mark Rauterkus, and we’re going to lift today’s content from another podcast from Scott Grates. It’s his episode number 122 of Referrals Done Right, where he interviews a swimmer that everybody can relate to. And the beautiful thing about this is Krista was on the swim team that I coached.
Scott Grates
Welcome to Referrals Done Right. I am Scott Grates, and this is your home for one simple idea: turn your relationships into revenue.
Mark Rauterkus
I want you to refer to the show notes because you’ll see links to the original episode as well as Krista’s business ventures.
Krista Hawkins
Wendy and I, in our coaching program, we have people write their personal vision statement. A lot of businesses have vision statements, but my personal one is to be a woman who lives her best and most meaningful life and lives and leaves a legacy. And so I would say that would be my final chapter there, for sure.
And she can never, ever remember her passwords.
Scott Grates
I love that you add that. Anyone that knows you personally today would never, ever use the word shy, right? Or insecure. But you talk about growing up searching for affirmations.
And when you look back, what do you think, what do you wish that the younger version of you knew?
Krista Hawkins
Believe in yourself. You know, you’re enough.
I think, you know, as a little kid, you’re riding bikes and you’re doing all the family things and things are fun. And then you get into that elementary school era, which is just so tough for a lot of kids, you know, boys and girls.
And for me, that was such a tough season. You know, I was so skinny and shy and mortified. I would get stomach aches on Sunday nights because school is coming on Monday, and oh my gosh, I did not want anybody to call on me. Like, don’t notice me. Don’t, you know, don’t see me.
And so I think, you know, myself looking back now, I wish I could take that little girl’s face and say, “You’re enough. Don’t believe those lies.” And that’s what they are. They’re lies from the enemy.
And I think that would have changed a lot with my perspective at that time as a young teen.
Scott Grates
So let’s take some lessons there, right? So in our space, you work with a lot of people who have insecurities. They don’t feel worthy. They have the negative self-talk, the imposter syndrome.
So how has perhaps that childhood Krista evolved to who you are today and is able to help you help others see the beauty in themselves?
Krista Hawkins
I think it’s, I mean, it’s positive empathy for somebody, because I do believe that most of us struggle with this at some point in time in our life. Most of us, I would say, I mean, if we’re really being honest and getting into it, I think probably all of us have struggled at some point in time in our life, you know, with that insecurity and with imposter syndrome. Like, who am I to be here? Like, who am I to be sitting here doing a podcast with you? Like, what is that all about?
I think we all struggle with that. And so if we can just be authentic and honest about that, like, where is that coming from? And then how do we speak truth to that? And what can we become?
And of course, I believe that all of that comes from a faith perspective. I think the enemy attacks us, and we have to stop those limiting beliefs. And what are we called to do?
Because I feel like every single person is so unique. And that comparison can get into our mindset too. I don’t have the same gifts that you do. I don’t have the same skill sets, but I’m operating in my own lane. You’re operating in your own lane. We can encourage each other and lift each other up, but I don’t have to become you.
And I think that imposter syndrome comes into play because, “Oh, I have to be just like this person,” and therefore I’m not, so I’m not enough. And I think we have to speak truth to that and just kind of work in our own giftedness. What are we called to do really well?
Scott Grates
And one thing you are called to do really well, you’re fantastic at it, is you’re a coach, you’re a leader. And part of your past is you were a Division I swimmer. And you had a lot of coaches in your life. So talk a little bit about how coaches made an impact on you and then what you took from those lessons where now you’re such an amazing coach.
Krista Hawkins
I loved my path with competitive swimming. And so, you know, I shared a little bit about that insecure, shy young girl. And around age 12, my dad encouraged me to try out for the swim team. And it was a local area, the Peoria Area Water Wizards in Illinois.
And so I had to go to the diving well and try out, and you had to swim all four strokes. And I was awful. I could swim across the diving well freestyle, somewhat of a backstroke, but I didn’t really know how to do breaststroke or butterfly. And so I made the team, like the lowest level you could possibly make as a 12-year-old.
And I remember, okay, this is supposed to help me believe in myself, and there are all these, you know, girls and guys that are my age, and they’re phenomenal swimmers because they’ve been swimming since they were yay high, you know, five years old.
But I had a great coach. My very first coach, Mark Rauterkus, he and I are still Facebook friends. He’s on the East Coast in the Pennsylvania area. And he was one of the first people that, like, allowed me to believe in myself. Like, you can do this, and there’s hard work and there’s teamwork, and there are people that, you know, these coaches, I mean, I remember his name and I remember him, like, so well.
Mike Smithers was my next coach, and he was phenomenal. And I credit him for helping me to get a college scholarship. He was way beyond his years in knowledge around how to swim competitively and be the best. I mean, we did all kinds of cool things at that early, you know, those are like late ’80s that we were swimming and practicing and all of that.
So I think they helped me with confidence. You can do hard work. And that’s the other thing. It’s not just skill. You have to work on your skill, but you have to have that work ethic that goes along with it, and that belief in self and that mindset. Because when you’re a competitive athlete, you’re getting behind the blocks. You could have all the training in the world, but if your head isn’t right, you’re not going to do well.
And so I think just growing up, you know, in college I had a great coaching staff, Dick Hawes and Steve Fasca. Fantastic coaches. That’s another layer of believing in yourself and hard work at a collegiate level.
And so I think just taking that into my coaching, I have an athletic mindset. I’m a competitive, highly competitive person internally. You can ask Wendy, you know, she’s like, “Oh Lord, Krista.” But I can’t give up. I have to achieve excellence.
Scott Grates
Couple things. I did not have Water Wizards on my bingo card this week, so I can’t mark that off. For the audience’s sake, and shame on me, I didn’t mention in the intro Future Legacy Partners is the name of Krista’s company that she co-owns with Wendy Smith. So when you hear her talk about Wendy, that is the connection.
So you’ve coached thousands of people. Leadership is such a confusing space and word. I guess let’s start here. What’s one truth about leadership that a lot of people get wrong?
Krista Hawkins
That people get wrong.
Scott Grates
Yeah, that they think is true about leadership, but it’s not.
Krista Hawkins
That you have to do it on your own, that you don’t need help. You know, like once you reach this leader status, you’re like on this island and you can’t be authentic. You have to put on this armor. You have to know all the answers, and you can’t reach out for help. I think that’s a mistruth.
Scott Grates
I love that answer. Yeah. Let’s stay there, because the leadership piece is fascinating because of people like you and Wendy. That stigma is kind of going away, right? Where it used to be the leader is out in front, and the leader has all the answers, and the leader can’t show any weakness or vulnerability, right?
What are you seeing? Because you’ve been doing this for a minute, right? A performance coach and internally with a large company for a while, then you transitioned out into your own. What have you seen change? What other things have you seen change through the years?
Krista Hawkins
I think that with technology and the complexities of business and being a business owner, certainly in the area that we’re familiar with, right, with small businesses, insurance and financial services, there’s lots of changes there. And there’s no way you can do it all. Like, there’s no possible way you can do it all and be great at all those things.
And so it’s being honest with yourself. What am I good at, right? Like, what am I gifted with? What am I good at? And what do I like doing? And what do I need to be doing? Because there are certain things that only the leader can do. Even if you don’t like it, suck it up, buttercup. You got to do it anyway, right?
But there are things, if you’re not good at doing them or you don’t like doing them, you can hire to those things. And so I think being honest with yourself and figuring out, well, what is my definition of success? What is my definition of leadership? And starting there, and then you can break down your business model from there on like who you need to hire. And I think that’s like number one.
But also, like as a leader, I think that most leaders are seeing now how important the culture of their business is. I think super important. Like, you’ve got to have a culture of respect and trust and work ethic and accountability and fun, too, because it can’t be all just like drivers.
You have to be a leader who is engaged in your business. Even if you’re a CEO type of leader, right? You still have to be engaged and you still have to care, like truly authentically care, about your people, and you have to be consistent.
I think one thing about leaders that will get you is if you’re inconsistent. If you come back from a meeting and you’re on fire and you’re like, “We’re gonna do all these things,” and you’re hot for about a week and then it trails off. And so I do see that still happening quite a bit.
Or leaders now understanding, okay, it’s important to have training. You can’t lie to your employees. And what I mean by that is in the interview, you’re all tough and you’re like, why should you work for me, basically, you know, and we’re going to provide all these things for you.
And I know, Scott, you’re like the best at this with onboarding. Your program is fantastic, fantastic. And you have gotten it. You bring them in and you show them the love. You’re actually training them and empowering them and inspiring them to do great work. And so that training component is super important.
A lot of leaders lie, right? They come in and they’re like, okay, sit with Susie for a couple of days, job shadow, do these modules, and I’ll meet with you in a month, right?
But then also the importance of developing your people, two different things. A lot of people get them confused. You need both training and you need development. How am I going to pour into you as a human being? How do you connect what you’re doing with why it’s important, right? The heart.
But how do I help you become a better professional and improve your emotional intelligence and your personal brand and all of those things? Like having those connectors are really important. And I see more leaders investing in that and knowing how important that is.
I see leaders seeing now, especially the importance of systems and processes. Cause, I mean, there’s just too much, and you’re putting yourself at risk if you don’t have good systems and processes. So I’m seeing more leaders investing in that.
But on the flip side, what I’m seeing them not do a good job at, and I’m just 100, 100, accountability is still really hard for a lot of leaders. They’re good at incentives, terrible at consequences and accountability. They’re almost afraid of it. So long-winded answer there.
Scott Grates
That was a fantastic answer. It’s so funny because when you started answering, I made little notes because you can’t trust your memory, right? Right. And the first note I made was to circle back around on accountability, and then you ended with accountability as if we share a brain.
This idea of love leadership is my favorite, right? Just love on your people. You know, and it’s the opposite, obviously, of fear-based leadership, which you mentioned the word consequence. You know, do it or else. And that will work for a little while, right? Because if someone puts a gun to your head, you’re going to do whatever the hell he or she says, right? That’s fear-based leadership, but that doesn’t always lead to long-term results, right?
And so, love leadership.
And then you also hit on something powerful, which is to be unclear is unkind. And we do this a lot, where we just assume that people know or they understand, and we throw them into situations before they’re properly trained and then developed.
You can certainly find people who are self-accountable, which is amazing, but really that’s what a coach does. That’s what a trainer does, is I’m going to hold you accountable to the things that we agreed, mutually agreed, are important for you.
So let’s dive into Krista’s philosophy on accountability and maybe some action items people can take.
Krista Hawkins
Okay, so accountability is a skill. So we can practice that. We can get good at it. And the first thing that we have to do is get a mindset around accountability is a positive thing. Accountability isn’t a negative word. It’s not a bad word. And I think it gets a bad rap, right? So accountability is a positive thing.
I think we all crave accountability, and we all thrive better in an environment where we’re holding ourselves accountable, we’re holding our teammates accountable, our leader is holding us accountable, and we’re holding our leader accountable too. So it’s top down, bottom up, and side to side, really.
And so I think it starts, number one, with do you know what you’re supposed to be doing? Are we clear about your role and your responsibilities in your role? If there’s no clarity, if there are fuzzy lines, or if it’s this way this week and this way another week, how are you supposed to hold yourself accountable to that? How’s a leader supposed to hold somebody accountable to that?
So we got to know what lane that we’re swimming in, right? So that’s number one.
And then am I trained in that area? Have I been given the proper training and role modeling and practicing? And do I know my resources and my lifelines there? Do I have systems and processes to follow in there? Do I know exactly what I’m supposed to do step by step?
And then if all those check out, that’s awesome. And then I need to know what my goals are. So what are the big goals for the company? And then broken down, what am I responsible for that funnels into that big goal? I need to see the big thing. I need to see how I fit into that picture.
But I think as a leader too, you’ve got to be really clear on what you want your people to do. What are their expectations for meeting those goals? And then do I have the proper marketing funnel? If I’m in charge of sales in a particular area, do I know my lead lists and how am I working those? And do I have the right word tracks to be able to get a butt in a chair? And do I know the right word tracks to be able to have a good conversation, right? And do I have the confidence in myself to ask for the sale, right? That’s a whole another mindset thing.
And so as a leader, you’ve got to be coaching to all of those pieces too. So you have to have your finger on the pulse there.
And if I have goals, then now as a leader, it’s much easier for me to hold my people accountable because I’m going to be consistent in having a one-on-one meeting. And you’re going to look forward to it. It’s not going to be the principal’s office. It’s not like, “Oh, I’m scared to come in and talk to Scott.”
You’re going to sit down with me, if you’re my leader, and you’re going to ask me, “Hey, what’s going well for you?” It’s going to give me a time to brag on myself, to tell you things that you might not know, but also for you to be mindful and curious always and jotting down, “Hey, I heard Krista do this and this was really great.” So you’re going to bring that up in my one-on-one too.
And that’s going to tell me, hey, my leader cares about me. He’s listening for the things that I’m doing well. And then you’re going to ask me, “Where are you getting stuck?” And I like those words. Those are easy on the brain, I feel like.
And so I can say, “Hey, I’m kind of getting stuck here.” And then as a leader, you can train me right then and there, right then and there. And if this is going to take longer, you’re not the person for me to sit down and train with, it gets scheduled on the calendar. So I feel like, okay, great, Scott hears me. I’m going to get help in this area. And you as the leader know, okay, we’re taking care of this so that Krista feels confident and she’s trained up.
And then the accountability comes in. Okay, your goal is this. Where are you at? If you’re ahead, awesome. Tell me how you’re getting there. As a leader, I need to know the behaviors that I’m doing to get me there because you want me to continue those behaviors. And if I can’t connect that and understand that, then, you know, next month may be really different, right?
If I’m on track, awesome. What are you doing to stay on track? If I’m behind, okay, tell me what’s getting in your way. And then that way we can get in there and we can do surgery. We can figure out what is wrong and rectify that. And then it’s okay, what’s our action steps?
And so that’s it for accountability. It works, it works, it works, it works.
Scott Grates
It works if you work it, right? And it’s almost like a book. It works if you read it. It’s like a gym membership. It works if you go.
But this is, it takes work and it’s a process. You use the word stuck. I use the word obstacle, right? Tell me about the obstacles you’re facing or the challenges. Because winning’s easy. We find out what we’re made of when we see a little adversity.
And from a coaching standpoint, we want to step in and, you know, spend our time on, or the surgery, on the things where you are stuck, or the obstacles.
The word consequences you mentioned earlier, and, you know, I don’t know if the word consequences even needs to come up with the system you just explained, because what I found using that system is that because of the clear communication and the daily conversations and accountability, people will self-eliminate. They don’t need to be told they’re struggling every day. Every day, they feel it, and you’re working towards it, and for whatever reason, they’re just not progressing, right?
And so then the consequences become obvious. Do you agree with that?
Krista Hawkins
I absolutely agree with that. I think they’ll self-select themselves out of the job. And I think too, if I’m full of excuses and I’m not following through, then this is not going to be the job for me, right? And it’s going to be easy for me to go away. You’re not going to have to terminate me because I’m going to leave.
If you set up clear expectations up front, like we’re going to be meeting, and if I’m continuing to not hit my goals, and you’re working with me, and we’re doing time blocking, and you’re doing focus time, and I’m sitting with Susie and role playing and like all the things, and it’s still not working, then either I have a competency issue, like I’m just not a good fit for this role because of my competency level, or it’s the fact that I’m just not cut out for this. I’m not trying.
Scott Grates
And again, that goes back to honesty and clarity. I tell everyone that works for me, 90 percent, and I don’t think that’s a stretch or hyperbole, 90 percent of the humans on the planet cannot do what I need my employees to do at a high level. It’s a hard job, right?
So let’s start there, right? So it’s not you personally, because not all behavioral characteristics, you know, not everyone’s wired the same to do. We’re not built to do the same things.
So, yeah, I think that’s part of the honest conversation up front too.
There’s so many things I love about Future Legacy Partners. I admittedly am the least organized, least detail-oriented person on the planet Earth. So now you’ve met that person. I’ve done a really good job of surrounding myself with people who are. And then I just show up and do the fun stuff.
And so what I loved about your program, a couple of things. It’s very detailed. It’s very step by step. You give the playbook. You give the instructions. You literally are in the trenches with your people, holding their hand, guiding them along the way. But then it’s also there for them afterwards, right? Like, I feel like you’re always part of the Future Legacy family.
But the other thing I really love, and this is your jam, is you take a holistic approach with diet and exercise and nutrition and movement throughout the day.
And I 100 percent believe, studying common denominator success habits throughout every industry, that this is one of them, right? The most productive, efficient, successful people in any industry focus in on what you’re about to talk about.
So, yeah, why is that so important to you? I think it’s a whole chapter in everything that every program you offer, right? It comes up.
Krista Hawkins
It is. And I mean, there’s nothing more important in life than taking care of yourself physically.
If you just go back to the airplane analogy, I’m on the airplane every week, it seems like, and they’re like, put the oxygen mask on yourself first and then others. But it’s really true.
A physical sense and what you’re eating and what you’re drinking and exercise, physical activity, all of that is important. But also the mental part, you know, is just as important for me. It’s mental and spiritual is just as important.
And if you aren’t sleeping well, that’s going to affect you greatly as a business owner, as an employee, as a human being walking around on this earth.
And if you’re not managing your stress and you don’t have good coping strategies, if you’re eating poorly and you’re eating late at night and you’re not fueling your body with good nutritious food, that’s going to affect how you feel and it’s going to affect your health for sure in the long run.
If you’re not drinking water, half your body weight in ounces of water every day is what our body needs. Or going outside and just getting sunshine, like actual vitamin D is so important for us. And then moving your body.
And I always say, you know, if you’re like, “Oh, I hate exercise.” Well, what do you like to do to move your body? Whether it’s, like, outside trimming bushes. If you don’t like running, then don’t run. Find something else that you like to do. I think that’s super important.
And then, of course, I’m a big fan of either meditation or prayer. Go to therapy. Go talk to a therapist, you know, to work out some of that stuff so that you are holistically the best person in that leadership role or the best person in that seat, right? So that’s important.
Scott Grates
Yeah, it’s more important than ever going forward in this digitally dominated world.
Mark Rauterkus
Thanks, Krista. Thanks, Scott. Now let’s send you into the show notes and see the links, and then you can follow those pointers for those businesses and that podcast.
Fortune Set-Up
Here’s your fortune statement for this episode.
Scott Grates
Increased self-awareness is increased self-knowledge.
Fortune Set-Up
Carry this with you. Notice where it fits and where it challenges you. This statement comes from the book Mental Skills for Young Athletes. You can find it at SwimISCA.com.
Mark Rauterkus
Please subscribe to Heavy Or Not. Tell your friends as well. At episode 100 we’ll conclude season 2, and I’ve promised I have the strongest video statement on that episode.
