The One Decision That Changed Everything: Joshua Zeises Of Paramount Wellness Retreat On How a Single Choice Redefined His Leadership Journey

Every leader’s journey is shaped by pivotal moments, but sometimes a single decision can alter the entire trajectory. What is that one choice that redefined your path and changed everything for your leadership journey? How did it impact your approach, vision, and success? As part of this series, we are interviewing Joshua Zeises.

Joshua Zeises is the CEO and Chief Marketing Officer of Paramount Wellness Retreat, a dedicated behavioral health executive with over 12 years of experience. He has played a crucial role in helping individuals achieve recovery through comprehensive mental and behavioral health inpatient programs. His hands-on approach and innovative strategies have made Paramount Wellness Retreat a beacon of hope for those struggling with mental health and substance abuse issues.

Joshua’s background in marketing, research, and team-building has allowed him to successfully navigate the substance abuse treatment industry. His expertise has enabled him to create effective leadership teams and enhance the operational efficiency of treatment programs. His passion for behavioral health has significantly impacted countless individuals seeking recovery.

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?

I entered the behavioral health field because I knew firsthand what someone who was in need of substance use and/or mental health services was going through. Seeing the difference that well-earned treatment and support makes in people and families encouraged me to build a career helping others recover.

I have been in the behavioral health field for over 12 years, specializing in developing and managing inpatient and outpatient programs to fit the specific needs of the recovery population. The result is my hands-on, innovative approach to client-centered care, evidence-based practices, and building a community to support the mission as the CEO and Chief Marketing Officer of Paramount Wellness Retreat.

My primary effort has consistently been establishing settings where people feel capable of taking charge of their lives and where they are supported through their process of recovery. It fuels me to know that recovery is possible and every person has a right to the right care and right resources to heal. What is so rewarding about my work and why I am so passionate about truly making a difference in this field, is getting to see clients rebuild their lives and find hope again.

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

One of my most interesting stories from my career occurred when a client who graduated our program came back to speak with our team and our current clients. This person had dealt with monumental challenges, having grappled with substance use and mental health issues while working to keep up with their responsibilities as a parent and a provider. They came at first very scared and tentative to immerse themselves in the program. But, thanks to our staff and their perseverance, they changed dramatically.

This client returned to give a talk at one of our community events months after finishing the program. They addressed a room full of people in different stages of recovery/on their recovery path and shared how the tools they learned at Paramount Wellness Retreat had not only helped them to stay sober but to have the tools needed to rebuild their relationship with their family and return to their passion/career.

What made this moment special, though, was seeing how their story inspired others. You could sense the energy shift in the room when they shared what had felt like the small but impactful steps they took day in and day out to shift their life. It reminded me how recovery can create a ripple effect, not just in the life of the individual, but with their families and loved ones, and their community.

This desire led me to believe that it is paramount to foster a safe, supportive atmosphere in which individuals feel eager to share their challenges, as well as their triumphs. It also emphasized the strength of community in recovery, making clear that connection and shared experiences can be as therapeutic as any treatment plan. This is the type of moment that justifies the type of work that we do and the degree of passion that we have behind it to impact lives.

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

At Paramount Wellness Retreat, what sets us apart is our commitment to a truly holistic and compassionate continuum of care for long-term recovery, not just addressing the symptoms of addiction or mental illness. Specializing in community care and focusing on health, we build a nurturing and empowering environment so that people can heal themselves in their own time and start building the tools required for life long success. We seamlessly combine evidence-based treatments with compassionate, individualized care, making certain that no client ever feels like a number.

A story that demonstrates this is when we worked with a client who was reluctant to get help because of the stigma around addiction and worries their professional life would be upended by treatment. We wanted to build a safe space where they could discuss their current challenges and objectives, without judgement, from the very beginning. We customized a program that allowed flexible scheduling and incorporated therapies in line with their individual needs, thus assuaging fears and establishing trust.

The biggest breakthrough came when this client joined our group sessions and discovered that they were not alone. So they could barely open up to others, but could somehow find strength and motivation through the connections they built in the community. Indeed, by the end of the program, they reported that the unique blend of care and a supportive group environment helped them regain their sense of purpose and self-worth.

What struck me was their compassion in coming back months later, as a mentor for clients new to the program, telling their story and inspiring others to embrace recovery as well. It was in this moment that we truly realized recovering patients is not only about treatment but about forming a way for patients to create a lasting impact that empowers them to live a life of recovery well beyond the walls of our care.

This story is a testament to what makes us different: our capacity to meet clients where they are, offer tailored support, and facilitate a feeling of belonging that drives them toward real, lasting recovery. It’s those individual connections and long-lasting transformations that set what we do apart.

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?

Dedication, humility and innovation were three character traits that have most contributed to my own success. I draw upon these qualities to address challenges, engage with others purposefully, and strive to improve professionally.

Dedication

Everything I do has been built out of dedication. I have always had a tremendous passion for providing for others, to find meaningful and sustainable recovery. One such situation that remains with me was when we worked on one of our most complex and intense cases where our client faced numerous obstacles to recovery such as mental health and lack of support systems. Working collaboratively with my team, though difficult, we designed a personalized and holistic plan to cover every aspect of their care. Seeing that client flourish and rebuild their life after a long journey reminded me that it’s so crucial to dig in and remain fully present when taking a challenging road.

Humility

In my leadership journey, humility has been crucial in understanding the importance of learning from others and accepting when changes are required. When I was early in my career I saw that listening to my team’s perspectives always helped me make better decisions than just following my instincts only. I used to overlook critical details at the beginning, for example while developing a new program we would overlook such details that would affect implementation. Inviting feedback from staff and authentically valuing their input allowed for a more robust program that would ultimately be successful and serve clients more effectively.

Innovation

Innovation has empowered me to shape innovative solutions, shaping the industry and making an impact. When I identified a gap in how we supported professionals in high-stress careers, I partnered with the team to develop a specialized track that addressed their individual needs. That included flexible scheduling and career coaching, and resources designed, in part, to fit in with their lifestyle. It wasn’t just a response to a pressing need, the program would also be a signature offering that would help draw clients and enhance the organization’s reputation.

Ok, thank you for that. Let’s now jump to the primary focus of our interview. What was the pivotal decision that transformed your approach to leadership, and what prompted you to make it?

The single most important thing I learned that changed my approach to leading today was that I needed to be authentic and real with my team to build trust and encourage collaboration. When I was younger in my career, I thought that leadership meant always having all the answers and projecting absolute confidence. But when I did reveal the challenges, difficult decisions, unknowns, and a need for cooperation, it forged a much stronger bond with my team and produced much better results all around.

This is something I decided to shift the focus upon at a particular moment the organization started those challenges with the implementation of the new program. Though we had planned for it all, unexpected challenges arose and I tried to push through them on my own, too scared to show vulnerability would put me in a weak position. Progress slowed, tensions mounted, and morale started to fall. That’s when I chose to address the team, owning up to where we had gotten it wrong and asking for their help with how we could move forward.

By surprising everyone, this honesty lifted the team. They appreciated the transparency and I was hit with creative solutions I hadn’t thought of. A slight change to the program formatting suggested by a team member made a world of difference in how the program was implemented. Relying on our tribal knowledge and open communication not only solved the problem but deepened the team’s sense of ownership and collaboration.

That experience showed me that leadership isn’t about having all the answers; it’s about creating an environment where everyone feels empowered to contribute. And since then, I have tried to make leading with authenticity and openness a priority, which has increased trust and engagement in my team. The choice changed my approach to leadership but also created a permanent influence on the culture of the organizations I’ve led. This reminded me that leadership is about serving and inspiring others through humility, collaboration and a common vision.

How did this single choice impact your personal growth and your view on what it means to lead?

When I made the decision to be vulnerable, to be authentic, it absolutely transformed my leadership approach and created a pivotal moment for my personal development. I had a notion before that the best kind of leadership is about being a rock of strength and decisiveness all the time but by exposing your vulnerabilities to your people and inviting them to help you see more clearly it was a very powerful lesson to the value of humility and trust. It reframed my idea of leadership as less about telling others to do and more about giving them permission to flourish.

Personally, this decision was an opportunity for me to develop more self-awareness and emotional intelligence. Recognizing my own limitations and being transparent about struggles made me more willing to ask for input and listen to other people. This switch not only eased the pressure I was putting on myself, but also made me more relational with team members. What I learned was that leadership is not about being perfect but about creating a place for others to feel safe to put forth ideas and innovate.

It also changed how I defined success. I view success as something to be achieved together, rather than something within individual control. Or, for example, when I started to solicit my team for publicly interesting ideas to solve problems, it made them much more engaged and eager. Their different ideas and viewpoints always resulted in better solutions than I ever could have come up with on my own. This collaborative relationship became a hallmark of my leadership style.

This decision also reiterated the significance of authenticity in establishing trust. When I started leading with openness, I saw people be honest and creative right back, and it swept through the team dynamic and improved the output. It showed me that leading is not about having all the answers but about creating an environment where other people are encouraged to offer their strengths and their ideas.

This choice transformed the way I approach challenges, relationships and even setbacks. It reminded me that leadership is about growth, not just my own growth, but that of everyone I lead. The experience has gone on to influence how I lead to this day and is one of the most impactful lessons of my career.

What were some of the immediate and long-term effects of this decision on your team or organization?

Immediate Effects

Increased Trust and Engagement:

For me, the immediate benefit was that I was able to establish trust with the team. By acknowledging the difficulties we had encountered and asking for their ideas, team members felt a sense of renewed mission. They liked the transparency and felt they were part of a decision-making process. Openness has led to more honest conversations and ideas started to flow freer. It fostered an atmosphere of collaboration, building a bubble around their output where they felt comfortable to explore and create without subjecting themselves to judgment.

Improved Problem-Solving:

By pulling the team together to address a given issue, we arrived at creative and practical solutions that I wouldn’t have been able to come up with on my own. This team-based approach not only helped overcoming the immediate challenge, but also reinforced the benefits of drawing on the team’s diverse perspectives and expertise.

Boosted Morale:

The ruling had a unifying impact. Team members were more invested in the organization’s success because they were seeing their contributions in a tangible way. This gave them a sense of ownership which improved morale and set a good tone going forward.

Long-Term Effects

Stronger Organizational Culture:

Gradually leading with vulnerability became a core practice of our culture. It inspired other leaders to follow suit, creating an environment that celebrated honest communication, compassion, and teamwork. By fostering a culture in which they felt less of a need to rely on hierarchies to solve problems, the organization became more resilient and adaptable, people were willing to tackle challenges head-on together.

Higher Retention and Engagement:

The trust and inclusivity fostered by this decision resulted in tremendously greater job satisfaction and a lower turnover rate. “That made them more likely to stay with the organization and help the organization in achieving its long range goals.”

Sustained Innovation:

Over the long term, this created an innovative culture. With an understanding that their voices counted, team members could take risks by sharing bold ideas and taking initiative. This spirit of creative thinking and calculated risk-taking resulted in new programs and new improvements, propelling the organization’s growth and impact.

Enhanced Leadership Pipeline:

I modeled vulnerability and authenticity which encouraged new generations to lead this way. It built a pipeline of empathetic, collaborative leaders who further strengthened the culture and effectiveness of the organization.

This decision became transformative. This not only addressed an urgent challenge, it also prepared for the better, more innovative, more successful organization of the future. It reaffirmed my core understanding that the essence of leadership is lifting others and establishing a common vision of success.

How did you handle any uncertainty or doubt while making this critical choice?

Going through uncertainty and doubt in making the decision to step up but leading with vulnerability and authenticity was not easy, however, I relied on a few key strategies that were valuable as I processed and ultimately trusted my gut instinct.

Acknowledging My Own Uncertainty

The first step, though, was to recognize and accept that those doubts were a natural part of making a transformative decision. Rather than allow it to paralyze me, I began to look at uncertainty as a chance to grow. I reminded myself that being a leader isn’t about being right, it’s about making sensible, reasoned decisions that support the company’s values and objectives. This perspective adjustment allowed me to be brave enough to begin, even though the end result was still uncertain.

Seeking Advice from Trusted Mentors

I sought guidance from mentors and peers whose leadership I respected. Their insights highlighted the need for authenticity in establishing trust and relationships. One mentor described a similar experience of leaning into vulnerability and how it changed their entire team. When I heard their success story, I became confident that this approach would work for me as well.

Testing the Approach in Smaller Ways

I began by being openly transparent in lower-risk cases to better manage the uncertainty. For instance, during team check-ins, I started being more candid about my perspective, acknowledging when I didn’t have all the answers and soliciting input. But, seeing how well the team responded convinced me this technique could be applied to larger types of decisions.

Staying Grounded in Core Values

Throughout the experience, I repeatedly turned to my core values: trust, collaboration, and empathy. I wondered if leading with vulnerability was compatible with these principles, and the answer was always yes. This alignment is what helped to keep me grounded and focused, and connected, even through the uncertainty.

Focusing on the Long-Term Vision

I told myself that this decision wasn’t solely about solving an immediate problem, it was about establishing a culture of openness and collaboration that would serve the organization well into the future. Remembering this bigger vision made it easier to stay the course and keep progressing forward.

What lessons did you learn from this decision that you continue to apply in your leadership today?

Leading with vulnerable authenticity resulted in some key lessons that have made their way into my leadership for good. Those lessons have made me a better leader, someone who is able to build trust with my team and generate impact.

1. Vulnerability Builds Trust

I found that if you are open about the challenges or uncertainties it strengthens your bond with the team. By acknowledging when I did not have all the answers and encouraging others to lend their expertise, I noticed people became more involved and willing to help. Such transparency creates an environment where people feel secure enough to share ideas, ask questions and experiment. My takeaway lesson is that I do everything I can to create a culture of transparency and honesty, leading to trust, stronger relationships and better results.

2. Collaboration is a Leadership Strength

It reiterated to me that leadership is not about being responsible for solving every problem but helping create the systems for other people to utilize their expertise. Answering questions like these is most fruitful when done forby many as a group and activating your people in decision making helps to strengthen their ownership and commitment. I still sprint my key decisions involving my team, recognising their diverse perspectives and creative discussions help find the best approach.

3. Authenticity Drives Engagement

Authenticity doesn’t require oversharing or uncertainty, it requires you to show that you care, for example, whether you are accessible and aligning your actions with your values. The truth in this is the fact that when I show up and be real, my team looks up to me and mirrors the same, creating a culture of respect and accountability. Now, I show up as my authentic self, walk my talk, and show the rest of the world how I expect to be treated.

4. Resilience and Adaptability Are Critical

This decision taught me the value of challenges as opportunities for growth and adaptation. The initial confusion and skepticism that I encountered forced me to grow stronger and trust in my capacity to find my way through unknown territory. I use this perspective daily, embracing new tasks with an open mind and self-assurance, as I know failures lead to breakthroughs.

5. Culture is Built Through Consistency

I began to notice that the tiny and subtle decisions made by leaders create the culture over time. By continually demonstrating vulnerability, inviting collaboration, and celebrating authenticity, I’ve built a culture that prioritizes trust and innovation. This repetition ensures that these core principles are the ones we continue to gravitate towards as we grow as an organization.

What are your “Five Things You Need to be a Transformational Leader”?

1. Cultivate a Clear Vision That Inspires Action

A transformational leader must provide a clear and compelling vision that aligns with the team’s values and motivates them to work toward a greater purpose. A shared vision brings clarity, focus, and energy to the organization.

Example:
When I joined Paramount Wellness Retreat, I envisioned creating a space where recovery wasn’t just about overcoming addiction but about rebuilding lives with purpose and dignity. By communicating this vision regularly and tying it to every initiative, our team rallied around the mission. This unified focus led to the development of innovative programs that addressed clients’ holistic needs, making a lasting impact.

2. Foster a Culture of Collaboration and Trust

Transformational leaders understand the power of collaboration and trust in driving innovation and commitment. They create an environment where every voice is valued and every team member feels supported.

Example:
During a program expansion, I made it a priority to involve staff from all levels in planning and execution. Their input not only enriched the final product but also created a sense of ownership and pride across the team. This collaborative approach helped us launch a more effective program and strengthened morale.

3. Empower Others Through Development and Recognition

True leadership is about lifting others up. A transformational leader focuses on developing their team members’ strengths, providing them with growth opportunities, and recognizing their contributions.

Example:
I noticed one of my team members excelling in client engagement but hesitant to step into leadership. By mentoring them and encouraging them to take on small leadership roles, they grew in confidence and became a vital part of our management team. Recognizing their contributions along the way reinforced their value and inspired others to pursue their own growth.

4. Embrace Change and Lead with Resilience

The ability to adapt and stay resilient during challenges is a hallmark of transformational leadership. Leaders set the tone for how teams respond to adversity, encouraging a mindset of growth and opportunity.

Example:
When the COVID-19 pandemic forced us to rethink how we delivered services, I encouraged the team to approach the challenge as an opportunity to innovate. Together, we quickly transitioned to telehealth and created new ways to engage clients remotely. This adaptability not only ensured continuity but also expanded our reach to new clients who preferred virtual care.

5. Lead with Authenticity and Integrity

Transformational leaders lead by example, demonstrating authenticity and aligning their actions with their values. Integrity builds trust and inspires teams to do the same.

Example:
During a critical organizational change, I was transparent with my team about the challenges we faced and the decisions being made. By sharing my thought process and openly addressing concerns, I earned their trust and strengthened the culture of honesty within the organization. This authenticity encouraged my team to lead with the same integrity, creating a ripple effect throughout the organization.

Were there any unexpected challenges or rewards that emerged from this choice?

Unexpected Challenges

1. Initial Resistance:

When I first embraced this approach, not everyone responded positively. Some team members were uncertain about the shift, questioning whether openness and collaboration might be a sign of weakness. I realized that building trust and demonstrating the value of this leadership style required time and consistency. It was a challenge to maintain confidence in my decision while addressing concerns and proving its effectiveness through actions and results.

2. Balancing Transparency with Leadership Authority:

Another challenge was finding the right balance between transparency and decisiveness. While it was important to involve the team and share openly, there were moments when decisions needed to be made swiftly and independently. Learning when to lead through collaboration and when to take the reins was a nuanced process that required careful consideration and practice.

Unexpected Rewards

1. Deeper Connections and Trust:

One of the most rewarding outcomes was the stronger sense of connection I developed with my team. By being open about challenges and inviting input, I fostered a culture where everyone felt valued and respected. Team members began to reciprocate with their own honesty and creativity, leading to deeper trust and more meaningful collaborations. This level of trust elevated team dynamics and improved morale across the board.

2. Enhanced Problem-Solving:

The collaborative nature of this leadership style led to innovative solutions that I wouldn’t have developed on my own. For example, during a critical program redesign, involving team members from different departments brought unique perspectives that resulted in a more comprehensive and effective plan. The collective expertise of the team became one of our greatest assets.

3. Empowered Team Members:

An unexpected reward was seeing team members step up and take ownership of their roles in new ways. By creating a culture where their contributions were genuinely valued, I noticed individuals taking more initiative and showing greater confidence in their work. This empowerment not only improved individual performance but also strengthened the organization as a whole.

4. Personal Growth:

On a personal level, this choice pushed me to grow as a leader. It taught me the importance of listening, self-awareness, and adaptability. By embracing vulnerability, I became more comfortable with uncertainty and better equipped to lead authentically.

How has this decision influenced the advice or guidance you offer to emerging leaders?

The decision to lead with vulnerability and authenticity has profoundly shaped the guidance I offer to emerging leaders, reframing my perspective on what it means to lead effectively. I now emphasize trust, collaboration, and self-awareness as the cornerstones of impactful leadership.

One of the first lessons I share is the importance of embracing vulnerability as a strength. Many new leaders fear that admitting uncertainty might weaken their authority, but I’ve learned that it does the opposite. Being open about challenges and seeking input from others fosters trust and connection. Leadership isn’t about having all the answers, it’s about creating an environment where your team feels safe to contribute ideas and work toward solutions together.

Listening is another critical element I stress. Leadership requires an active effort to hear and value diverse perspectives. The best ideas often come from the collective intelligence of your team. I advise emerging leaders to ask thoughtful questions, seek feedback, and genuinely engage with their teams. Listening not only builds trust but also strengthens decision-making by incorporating viewpoints from all levels of the organization.

I also highlight the importance of building relationships before focusing on results. Strong relationships are the foundation of great leadership. When team members feel valued and understood, they are more likely to invest in the shared mission. I encourage new leaders to take time to learn about their team members, their goals, challenges, and motivations. This personal connection fosters loyalty, collaboration, and a sense of shared purpose.

Adaptability is another key principle I share. In today’s dynamic environment, being flexible and open to change is critical. I remind leaders that adjusting their approach based on the needs of their team or the situation isn’t a sign of weakness but a mark of strength and resilience. Adaptability allows leaders to navigate uncertainty with confidence and inspire their teams to do the same.

I emphasize the importance of authenticity and integrity. Leadership that is grounded in authenticity builds credibility and trust. I encourage emerging leaders to align their actions with their values and to hold themselves accountable. By leading with integrity, they inspire others to do the same, creating a culture of honesty and respect.

In every conversation with aspiring leaders, I stress that leadership is not about perfection, it’s about growth, connection, and empowering others to succeed. By embracing vulnerability, listening actively, building relationships, adapting to change, and leading with authenticity, they can foster a culture of trust and collaboration that drives meaningful and lasting results.

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 to bring the greatest good to the most people, it would focus on universal access to kindness and community-building initiatives. At its heart, this movement would aim to create a culture where kindness, compassion, and mutual support are not just encouraged but actively practiced in everyday life. By fostering stronger connections among people and nurturing a sense of belonging, we could tackle challenges like social isolation, mental health struggles, and societal divisions.

The movement would begin with the establishment of Kindness Networks, both locally and globally, to connect individuals and communities. These networks would provide opportunities for acts of kindness, such as helping neighbors, mentoring youth, or supporting vulnerable populations. Community hubs could serve as gathering places for shared meals, resource sharing, and workshops that bring people together in meaningful ways.

A key component of the movement would be compassion education, teaching kindness, empathy, and emotional intelligence in schools, workplaces, and community groups. By helping people develop skills to resolve conflicts and build strong relationships, we could lay the foundation for more harmonious interactions in every aspect of life.

To inspire participation, the movement would launch a Small Acts, Big Impact Campaign, encouraging people to perform and share simple acts of kindness daily. From writing a note of appreciation to volunteering time for a cause, these small actions would create a ripple effect, spreading positivity and inspiring others to join. Public recognition of these acts through storytelling and awards would further amplify the impact, showcasing how even small gestures can create profound change.

This movement would address a pressing need in modern society: the pervasive loneliness and disconnection that many people feel. By prioritizing kindness and community-building, we could create environments where individuals feel valued, supported, and empowered. The outcome would be a world where acts of kindness become as common as daily habits, and where compassion forms the cornerstone of how we interact with one another.

Imagine communities rallying together to lift each other up, celebrating what connects us rather than what divides us. This movement would prove that even small, consistent actions can lead to profound and lasting transformation, a world where kindness is a way of life, creating healthier, happier, and more united societies.

How can our readers further follow your work online?

Readers can follow my work online on my LinkedIn profile or through our company website, which offers detailed information about our programs, services, and initiatives in mental health and recovery. Additionally, I contribute articles to blogs and publications that reflect on my experiences and provide actionable advice.

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

Thank you so much for the kind words and the opportunity to share my insights. It’s been a pleasure discussing these topics, and I hope they resonate with your readers. I truly appreciate the support and well wishes, and I look forward to continuing this important work. Wishing you and your audience all the best as well!

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.