Lead the People (Matt Poepsel, PhD)
Explorez tous les épisodes de Lead the People
| Date | Titre | Durée | |
|---|---|---|---|
| 29 Jul 2021 | Learning Leadership with William Rawe | 00:28:40 | |
William Rawe is a prior service Marine with over 20 years of experience in human resources and leadership development. He works as an adjunct professor at Grand Canyon University teaching strategic management. He is currently working on his PhD in organizational psychology to further his passion for helping people thrive in the workplace. During his down time, he likes to spend time with his 11-year old son. Top 3 Takeaways
From the Source “That is where the real shift happened in me: that I need to focus on leaders and leadership development, because if we can get the right leaders in place, then it's going to benefit the entire organization. And it just goes out to all the stakeholders, customers, vendors, everybody. It makes total sense.“ “Everything was in place. You did your best and it failed. The customer said, ‘No, thanks. I'm done. I’m going with somebody else.’ So the constructive confrontation means we have to figure out what went wrong and that goes down to the personal level. So if I'm on the team, I'm like, ‘Okay, what did I do that caused us to fail?’” “I've been a firm believer that there should be a certain level of tension in every meeting. But you need to develop that trust and safety first, right before you can have that.” Connect with William Website: https://www.williamcrawe.com/ LinkedIn: https://www.linkedin.com/in/williamcrawe Locals: https://learnleadtransform.locals.com References “Back to School” | |||
| 22 Jul 2021 | The Leadership Locomotive with Mialei Iske | 00:26:29 | |
After 14 years in Corporate America, Mialei embarked on a journey to improve her physical health and do a lot less of what was expected of her and more of what she really enjoyed. Mialei has an interest in people and our ability to communicate beyond words. She has written a coaching program that transforms the workday of the new leader instead of leaving them without any training to navigate that transition from expert to leader. Most recently, Mialei has noticed that we expect leaders to know everything when we really need to ask them Ask More Questions. Top 3 Takeaways
From the Source “I think it's degrading to say to somebody, I can do your job better than you can. It's not fair.“ “When I lay forth a vision, what I want to know is what's the difference between today and when we achieved that vision.” “If what I'm doing and what that vision does, doesn't bring job variety. My vision is flat.” “Am I promoting the right person? Has that person started to think differently? Because if they're not thinking differently, they're not thinking about systems. They're not thinking ahead of time. They're not looking at outcomes. Those are not the people you promote.“ Connect with Mialei Website: www.mialeiiske.com | |||
| 15 Jul 2021 | Self-Centered Wellness with Jennifer Beck | 00:21:44 | |
Jennifer Beck is an entrepreneur with deep experience in the legal hemp and cannabis markets. Today, she is the CEO of Jihi, a line of self-care products that elevate performance and enhance balance from the inside out. An advocate for mental health and mind/body wellness, Jennifer believes in the power of authentic, joyful living to uncover our power, purpose and passion. Top 3 Takeaways
From the Source “Self centered wellness is a mind body practice that advocates reorienting inward and providing the tools and support that you need to navigate that journey. So as leaders, we are bombarded with stress and information, and what we need is resilience and endurance.” “We need time in the game and we need the ability to clear our heads and listen to ourselves. You're constantly going to be. Feedback from the outside world, which you need to be able to digest and incorporate into a bigger, clearer, more resilient strategy.“ “We love the phrase self centered wellness because it's a little agitating when you first hear it. The idea of self-centeredness is not something that we value, especially in our culture, which is heavy on martyrdom, burnout, whoever puts the most out and pushes the furthest, cares the most, or gives the most to their business.” “Being self-centered and being centered within, it gives us the resilience, the endurance, the strength, and the clarity of mind to be great leaders and really give to our organizations.” “When we're constantly just living with feedback and we're responding to the people around us or we're reacting to yeses and nos, we're not navigating our path and as leaders that's, our job is to see further than the fog of war to have a vision that we're manifesting, that other people can't see.” “People have come to value their bodies. At the end of the day, after we were all locked inside, we are still living in our bodies. We still have to stay comfortable in our bodies. We have to manage our mental health. And we all realized how precious our bodies are.” Connect with Jennifer Website: www.jihi.com | |||
| 08 Jul 2021 | Transitioning from Military Service with Sarah Smith-Barry | 00:23:18 | |
Sarah Smith-Barry is the founder and principal consultant at Freego Consulting. She is a business psychology practitioner both on LinkedIn and in real life, improving the workplace through the use of personality and cognitive tools along with tailored roadmaps for leadership and teams to succeed. As a disabled Army veteran herself, and key member of the veteran family of Military City, San Antonio, it is important to her that she spends any free time volunteering at Veteran Service organizations, like FourBlock, where she assists veterans in their transition from service to the civilian workforce. Top 3 Takeaways
From the Source “Early on in my career and kind of having to go through that [injury] and watch other people around me who are also in recovery going through that, it kind of gave me a hormetic effect on my character.“ “Find something in the world that you care about and pursue that, and that's going to give you the passion purpose that you're looking for in the interim while you're feeling out how to kind of navigate and learn to communicate in the civilian sector.” “if you have the ability to speak with who you might be leading in the future ask ‘What is it that you need from me?’, ‘What kind of support would you like to have but maybe don't?’ and see where you can provide it.“ “We're trying to put the human back in the workplace and really make it a human-centered design.“ “You have the ability as a coach or mentor or leader to be able to direct your people in the right direction, but if they don't buy into it, It's very unlikely that they're going to go that far.” Connect with Sarah Website: www.freegoconsulting.com LinkedIn: https://www.linkedin.com/in/sarahsmithbarry/ Twitter, Clubhouse, etc.: @sarahsmithbarry References “Celebs Who Served” sources: https://www.businessinsider.com/celebrities-who-were-in-the-military-2016-11 https://www.yahoo.com/lifestyle/20-hollywood-stars-served-military-210528490.html | |||
| 01 Jul 2021 | Servant Leadership with Marcel Schwantes | 00:24:21 | |
Marcel Schwantes is the founder of Leadership from the Core and an international speaker, leadership coach, and a columnist who attracts over 1.5 million readers monthly to his thought-leadership contributions. Top 3 Takeaways
“This isn't just pie in the sky stuff. There are people out there that are actually aspiring to lead this way. And it leads to results because that elevated my game.” “In journaling, you bring up emotions to the surface, and we cannot fix problems unless we know ‘How will you feel about what's going on?’ in order to do something about it.” “You want to break the barriers that cause you to want to discover more about yourself, that keep you from wanting to discover more about yourself.” “The higher you go up the chain, the less likely you want to break through the barriers that are holding you back.“ “I have lots of clients that are senior leaders and executives that—once they understand that they have to remove the mask and that they have to get vulnerable—that's when the real work happens.“ “A lot of people are promoted into leadership roles without having the capacity or the competency to lead humans well.” Connect with Marcel Website: https://www.marcelschwantes.com/ Podcast: Love in Action Twitter: https://twitter.com/marcelschwantes References 10 of the Most Inspiring Leaders of All Time https://www.inspiringleadershipnow.com/most-inspiring-leaders-redefine-leadership/ | |||
| 24 Jun 2021 | Productive Procrastination with Kimberly Spencer | 00:29:13 | |
Kimberly Spencer is an award-winning high performance, trauma-informed coach and trainer, Amazon best-selling co-author, international motivational speaker, and the founder of CrownYourself.com. She helps visionary leaders transform their self-limiting stories, build their empire, stand out fearlessly, and make the income and the impact they deserve. Top 3 Takeaways
From the Source “A lot of times we're told it's ‘new level, new devils’, and for me, I've never experienced that to be true. And honestly, in five years of coaching, I've never experienced that to be true with a client. Typically it's ‘same devil, new level’.“ “For early career leaders, the number one thing that stops them is self doubt. And the number one thing that doubt creates is delight. And so the swifter you can be at speeding up your decision-making, the faster you're going to move through that earlier period. Because when you delay on making a decision, it then allows for that insidious interloper of doubt to creep in.” “One of the things that I see as they start giving their power away to meetings—to endless meetings.” “So often we can unconsciously get into this pattern of blame. Blame the meetings, blame the project, blame the children, blame the husband, blame the partner blame—you know, 'oh, if my partner wasn't working me so hard' or, 'oh, if my, if I didn't have so many clients'—blame the clients. When you look at 'where are you blaming?' that's where you'll see that you are giving away your power of conscious choice and you are defaulting to blame, which doesn't actually put you in a position to change anything. So if you want to enact change, then you have to look examine it as to where you're placing blame and then move forward from there.“ “Blame really stacks up. So examining and curtailing it as quickly as possible so that you don't—five years from now, ten years from now—turn around and say what happened to my life? “ “Our brains are wired to survive. They're not necessarily wired to thrive unless we actively, consciously program them to.” Connect with Kimberly | |||
| 08 Jun 2021 | The Self-Authoring Mind with Susanna Katsman | 00:23:51 | |
Susanna Katsman is a leadership development consultant and a coach. She has held a variety of leadership roles in healthcare and higher education settings. She holds an Ed.M. in Human Development and Psychology from the Harvard Graduate School of Education. Susanna is also certified as a Talent Optimization Consultant and a practitioner of The Predictive Index talent optimization platform. Top 3 Takeaways
From the Source “The socialized mind internalizes the behavioral norms and expectations of others, and it looks to others for direction, validation, and approval. People with a socialized mind tend to make excellent team members and do good work.“ “A self-authoring mind no longer looks to others for direction, validation, and approval. It is well aware of what others think and expect, of societal norms, and all of that is subordinated.“ “I would say that the greater the self-authoring capacity, the greater the degree to which one owns the role— not just in the workplace but also in life.” “Stretch goals can be very important because stretch goals—where falling short of target doesn't impact performance rating or compensation—make risk-taking safer, and risk-taking promotes development of self-authoring capacity.“ “Asking ‘What are you learning?’ makes people stop and reflect, and reflection is a key practice for development of greater mental complexity which goes along with development of self-authoring capacity.” Connect with Susanna LinkedIn: https://www.linkedin.com/in/susannakatsman/ Click here to get Susanna’s free guide “3 Simple Steps to Greater Confidence in Yourself as a Leader!” | |||
| 01 Jun 2021 | Resilience with Andrea Wilson Woods | 00:20:24 | |
Andrea Wilson Woods is a writer who loves to tell stories, and a patient advocate who founded the nonprofit Blue Faery: The Adrienne Wilson Liver Cancer Association. Andrea is the CEO and co-founder of Cancer University, a for-profit, social-benefit, digital health company. With Cancer U, Andrea synergizes her talents of coaching, writing, teaching, and advocacy. Her best-selling and award-winning book, Better Off Bald: A Life in 147 Days, is a medical memoir about raising and losing her sister to liver cancer.
From the Source “Coming to live with me was probably the best thing that could've happened to me at that time. Because even though I didn't want better for myself, I wanted better for [Adrienne]. And by being able to focus on her, I was able to get through all of those challenges.” “You will have to give bad news, so there is a way to give bad news and be kind, but also don't sugar coat it, don't just gloss over it.” Connect with Andrea Website: http://www.bluefaery.com Website: http://www.andreawilsonwoods.com Website: http://www.betteroffbald.com Website: http://www.cancer.university | |||
| 25 May 2021 | Change and the Brain with Dr. Joanna Massey | 00:24:21 | |
Joanna Dodd Massey, Ph.D., MBA has more than 25 years of experience in the media industry at companies, such as Condé Nast, Lionsgate, CBS, Viacom, Discovery and Hasbro. She’s an experienced C-level communications executive and Board Director. Joanna has managed brand reputation, corporate turnaround, crisis communications, culture transformation, and multi-million-dollar P&Ls. She’s the author of two books, "Culture Shock: Surviving Five Generations In One Workplace" and "Communicating During a Crisis: Influencing Others When the Stakes are High" Top 3 Takeaways
From the Source “When we are in what's called an amygdala hijack which is basically when the amygdala is in charge, it is incumbent on the company, on the leader, on the manager, on the boss to dialogue with employees in a way that is going to get them out of the fear place where the amygdala is running the show and back into the rational mind so that they can look at it more rationally and not from fear and stress and upset.” “Human beings have a very predictable response to change, and what's even more predictable is the type of change that will trigger them.” “The one guarantee in life is change, and yet human beings are hardwired to resist change. We gravitate to that which is comfortable and familiar and similar to us, and we reject that which is different and makes us uncomfortable.“ Connect with Joanna Website: http://www.joannamassey.com Book: Culture Shock: Surviving Five Generations in One Workplace Book: Communicating During a Crisis: Influencing Others When the Stakes Are High | |||
| 18 May 2021 | Vision with Paul Claxton | 00:24:21 | |
Paul is the Founder and CEO of Reciprocity ROI, Inc., a technology management consulting firm. He’s a thought leader, an investor, and a futurist. Like me, Paul is a former Marine. Unlike me, Paul is an expert in all things heavy tech including Artificial Intelligence, Machine Learning, Virtual and Augmented Reality, and other technologies that are changing our world for the better—usually. I sat down with Paul to learn about how we can see into the future despite being hyper-present in our business and our leadership. Top 3 Takeaways
Connect with Paul LinkedIn: https://www.linkedin.com/in/businessmanathletemarine Website: http://www.reciprocityroi.com Website: https://bambusinesses.com/ | |||
| 10 May 2021 | Sleep with Colin McIntosh | 00:22:52 | |
Colin McIntosh, founder & CEO of Sheets & Giggles, a fast-growing bedding and sustainability company based in Denver, Colorado. Sheets & Giggles’ eucalyptus lyocell sheets recently won Good Housekeeping Magazine’s “Overall Best Sheets” award. Colin & his well-rested team are all about sustainability, reforestation, philanthropy, and building his cheeky brand. I reached out to Colin after I received a strong, passionate response to a LinkedIn post I wrote about sleep. Top 3 Takeaways
From the Source “I can tell you right now that when five, six o'clock comes around, I will have another hundred hours of work that I could do that I could just keep doing—because my to-do list is always doing this.” “The way that I always advise people to sleep is … your Non-REM cycles hit at different times. And so you really want to wake up either at four hours, six hours, seven and a half or nine. And you'll feel much well rested if you wake up at those times. So I actually don't have a set time on my alarm clock.” “Every everything from bodybuilding to herniated disks to chronic pain—more sleep is the answer. It's when your body heals itself.“ “It's not just about the amount of sleep, it's about uninterrupted sleep. And so that's the thing that I think is really screwing people over is they might get eight hours, but if they're waking up an hour or two, they miss their first non REM cycle. If they're waking up at hour five, they miss their second. And if they're waking up an hour seven, they miss their third.“ “You've got to make other changes in your life if you're actually gonna wind up changing the way that you get your sleep. And changing the way that you get your sleep can be completely life-changing for someone.“ Connect with Colin Website: www.sheetsgiggles.com Twitter: @SheetsGiggles Buy on Amazon: https://www.amazon.com/sheets LinkedIn: https://www.linkedin.com/in/colindmcintosh/ | |||
| 04 May 2021 | Self Awareness with Dr. Greg Barnett | 00:23:09 | |
Dr. Greg Barnett is the Chief People Scientist at Energage, the provider of a leading employee engagement platform. Greg is an Industrial Organizational Psychologist who’s done stints at Hogan Assessments and IBM Kenexa. More recently, Greg and I worked together at The Predictive Index. He’s as entertaining as he is knowledgeable, and as soon as I launched my new podcast, I couldn’t wait to get Greg onto the show.
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| 26 Apr 2021 | Authenticity with Thad Peterson | 00:22:30 | |
Thad Peterson is the Director of Product Marketing, Core Platform at Zoominfo. Thad and I worked together at The Predictive Index, and he has always struck me as one of the most authentic people I’ve ever met. When I decided to delve into the topic of leadership authenticity, I knew I had to get Thad onto my show. Top 3 Takeaways:
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| 20 Apr 2021 | Origin Stories | 00:19:36 | |
In this inaugural episode, I share a series of origin stories. | |||
| 05 Aug 2021 | #15: Intentional Culture with Hema Crockett | 00:27:48 | |
Hema Crockett is a military spouse, entrepreneur, and recovering HR executive, who worked in the private sector as well as for the DOJ and State Department for 18 years before becoming an entrepreneur. She is the co-founder of Gig Talent, a modern talent collective connecting best in class HR consultants and leadership coaches with forward-thinking organizations. Hema has been published in Forbes and Thrive Global, among other publications and her first book, Designing Exceptional Organizational Cultures, was released in February and was Amazons #1 new HR release. She lives in San Diego with her husband. Top 3 Takeaways
From the Source “The way I define culture is really looking at it based at this intersection of values, actions, and behaviors.“ “A lot of times people think—especially in small companies—that whatever the founder or co-founders values are, those are the values of the company. And the truth is that may be where it starts. Absolutely. And then as the company starts to grow, and more people come in, and we start to really see that culture that is created—again whether it's intentional or not—there's always a culture that's created. It's time to revisit what those values look like.“ “It's not the executive team sitting in a room behind closed doors coming up with words that they want to represent the organization. It's actually a much more collaborative event or process.” “In any organization that I was part of when I was still an in-house HR executive, we used values as one of our performance management methods.” “With open PTO policies or these unlimited PTO policies where the time is available, as a leader, what are you telling your employees about that time? Are you really allowing them to unplug and are you as well setting the tone? Are you unplugging during that time?“ “I think the culture influences leadership development and expectations of them, but also leaders influence the culture.” “Leaders have the ability to completely derail the culture. If they're not self-aware, if they're not embodying those values, if they're doing one thing and saying another, then what is the message that's actually being conveyed?“ “Subcultures are always going to exist whether a leader is intentional about creating one or not. So with that said, the leader actually does need to get a little bit intentional.” “If you really want a high performing organization—if you really want to be an employer of choice, —the best way to do that is to make sure that what you are doing is anchored in those values. And then you can keep building from there.” Connect with Hema LinkedIn: https://www.linkedin.com/in/hemacrockett Website: http://www.gogigtalent.com Book: Designing Exceptional Organizational Cultures: How to Develop Companies where Employees Thrive New Book: The Everyday Leader: 14 Marine Corps Traits to Unlock Your Leadership DNA Links “Over/Under” game segment source: | |||
| 12 Aug 2021 | #16: Scaling Time with Juliana Marulanda | 00:25:13 | |
Juliana Marulanda is a business operations expert, speaker, and the founder of ScaleTime. With over 18 years of experience across Wall Street, the nonprofit sector, technology startups, and family-owned businesses, she has now served over 200+ digital agencies. Featured on Forbes and Entrepreneur, she helps uplevel businesses into lean, mean, profitable machines. On average, Juliana and her team create ways to free up at least 40 hours per week for her clients so they can have successful agencies that run without them. Top 3 Takeaways
From the Source “I think sometimes it's amazing when really intelligent people will go into a room and think, “How the hell is that person doing that? they don't know as much as I do, but they're willing to make the decisions, they're willing to implement the thing, they're willing to take the risk.“ “Eliminating the self doubt and moving forward quicker is definitely one of the things that will really differentiate not only how big your potential can be, but the rate of your potential.” “You have a particular set of skills in a particular circumstance in a particular point of time. So you're learning curve and doing something—especially if it's new—is going to happen while you do it.” “I think one of the things that we have to look at is: what are your unhappy places? Like, where are you mucky? Where are you just in the weeds? So much of our time is spent in the weeds.“ “You shouldn't create automation until you have good process. Because if not, then you're just automating, and sewing inefficiencies and things that are just like, hairy.“ “You need to have that individual that wants to get promoted, basically fire themselves.” Connect with Juliana LinkedIn: https://www.linkedin.com/in/julianamarulanda/ Website: www.scaletime.co | |||
| 19 Aug 2021 | #17: Leadership Experience Design with Roberta Dombrowski | 00:29:02 | |
Roberta Dombrowski is a passionate research leader focused on building research practices inside organizations. Over the years, Roberta has researched and designed experiences for communities of learners, educators, and enterprise clients at companies like Year Up, edX, Pluralsight, and The Predictive Index. Throughout it all, she strives to lead with empathy and mindfulness with everyone with whom she works. Top 3 Takeaways
From the Source “I think a lot of people who move from IC—individual contributor—into management still have that perception too. I've met tons of managers over the years who think about managing rather than leading and inspiring and things like that.“ “It's very robotic when you're just leading with managing tasks and outcomes. People are the best part of business and the work that you do. I remember every relationship that I have with someone that I work with. “ “What are the relationships that I want to build with people? What are the types of impacts? And building up my own confidence while I was doing it as well.” “Whenever I go into an environment or I have the opportunity to give back to others, I always try to do that.” “You're human. You're making your mistakes right along with your direct reports later on, along with other leaders too. So there's vulnerability and truth in that too. “ “If you're trying to think about your direct reports or even if you're hiring somebody—so say a candidate applies for a role on your team—What is your experience from the moment they hear about your organization?” ‘I do a lot of surveys when I'm doing employee experience work. Depending upon the size of the team that I'm working with or organization, I've done things like company values or team values surveys, quarterly reviews. So seeing how your team—Are they motivated? Are they inspired—keeping track of that, especially with COVID, sometimes you don't know, and you're not able to check in one-on-one with everyone.’ “I set up my mornings for deep work because that's what I know works best for me.” Connect with Roberta LinkedIn: https://www.linkedin.com/in/robertadombrowski Website: http://robertalearns.com Website: http://learnmindfully.co Links “Six Degrees of Design” reference: https://www.niche.com/colleges/search/best-colleges-for-design/ | |||
| 26 Aug 2021 | #18: The Neurophysiology of Leadership with Toby Pasman | 00:26:36 | |
Toby Pasman is a neurophysiology researcher who graduated from the University of Oregon in 2018 with a Bachelor's degree in Psychology and completed his Masters of Psychology through Lynn University in 2021. Toby has board certifications in neurofeedback along with QEEG brain mapping. Toby is the founder of Roscoe's Wetsuit Neuro, an applied neuroscience company offering premium brain health coaching to clients globally, along with targeted neuromodulation services to clients interested in peak cognitive performance in the Miami-Ft. Lauderdale area. Toby is also the host of the applied neuroscience show Roscoe's Wetsuit Neuro Podcast, which features unfiltered conversations with clinicians, researchers, and neuroscientists. Top 3 Takeaways
From the Source “Neuroplasticity is the brain's ability to adapt to rewire itself in different ways based off different things but one being experience. Neurons that fire together wire together.“ “The more regulated brainwaves, the more we're able to manage our emotions, control our behavior and be able to show up In every aspect of our life is the best version of ourselves. I think it absolutely applies to work.” “Whenever we're communicating with other people, we are replicating their brainwave state which is being transmitted to ours and it's reflected. So that's why we're able to, you know, very readily pick up on other people's energy and be able to feel it.” “We know there are certain things that great leaders oftentimes possess—one of the things being what's called waking Delta. They've found that actually in people who are great leaders who are very persuasive—influential people—they actually have the unique capacity oftentimes to produce Delta brainwaves while they're awake, while they're giving that speech.” “Long-term, the prefrontal cortex is able to sort of battle with the reward centers and they know that in people whose prefrontal cortex is able to kind of win out. They're able to be much more successful in life.“ Connect with Toby Website: https://roscoeswetsuitneuro.com/ Podcast: https://roscoeswetsuitneuro.com/podcast LinkedIn: https://www.linkedin.com/in/tobypasman/ Special Offer! Use the code "LEAD21" to get 15% off your first Neuro Health Coaching session when you visit https://roscoeswetsuitneuro.com. | |||
| 02 Sep 2021 | #19: Finding Audacious Confidence with Alicia Couri | 00:29:18 | |
As the Audacious Confidence™ Growth Expert and former Mrs. Elite U.S. Woman of Achievement, Alicia Couri strives to Influence, educate, inspire, and entertain to empower leaders to walk boldly in the direction of their dreams despite fears, feelings, or past failures. She’s the Founder and CEO of Alicia Couri Inc., a boutique consulting firm working with CEOs and Executives to develop audaciously proactive leaders & teams using brain science and people data. She produces and hosts a nationally syndicated podcast: Leading with Audacious Confidence and 2 webshows: “Small Business Saturday Shout-Out” and “Love My Body Love Myself”. Top 3 Takeaways
From the Source “I thought you were born confident, you couldn't develop confidence. And I also saw the same thing with leadership—that you were born to be a great leader or you weren't. And boy, was I wrong on both counts!“ “And the thing that freed me a lot was that not everybody has everything altogether. You know, you might see them and think that, ‘oh my gosh, I could never be like that’. Or ‘they have everything all together’ and they're not. So don't believe the hype.“ “We have to take responsibility for our own thoughts and our own mindset.” “When I talk about lacking confidence, it was this idea that I had to get. I had to be perfect and get everything right. In order to feel confident enough to do something, because I wasn't leaning into my truth. And that was the big aha that I had is when you lean into your zone of genius (or your super powers as I refer to them) then you don't have to feel this need for perfectionism,“ “All of this is learned. It's shedding the old ideas and the old thought patterns and the old things that we probably grew up with. It's about shedding those things and really understanding ourselves on a deeper level and being able to then lean into those.” “When people carry those negative labels with them, they can't really see their own superpowers. They can't see their zone of genius because they keep trying to be something they're not.“ “I’m launching ‘Love Your Body Love Yourself’ because it's all about really understanding who you are. Falling in love with YOU instead of criticizing, belittling, or minimizing all the great things about you.” Connect with Alicia Website: http://alicia360.com Website: http://aliciacouri.com Links “What’s Your Makeup?” quiz references: | |||
| 09 Sep 2021 | #20: Mattering is Leading with Angela Maiers | 00:28:51 | |
Angela Maiers is considered one of today’s most influential thought leaders in education and transformative thinking. It is fair to say when she speaks, she leaves no room unchanged. She has been praised by leaders in business, the military, and administrators of schools of every level from elementary to graduate, around the globe for the life-changing, world-changing impact she has had on the hundreds of thousands of lives with whom she has reached with her message of Mattering. Top 3 Takeaways
From the Source “When people don't feel like they matter, they become everything from apathetic to angry and everything in between.“ “Human beings as a species need to know they matter. They need to feel seen. They need to feel heard. They need to feel valued and of value, and they need to understand and be able to express their essential needs.” “When people don't bring their best self to the world or to the work, everyone suffers.” “If you want the best out of human beings, they need to know they matter. Period.” “You get to that place that you start thinking, what, what am I doing in my life? What is my life work? Am I making the impact that I can make that I should be making? Do people even recognize that I am valuable?“ “People want to belong to something. They want to be a part of something bigger than themselves. If you can fulfill that as a company, then you have a workforce that will stay with you.” Connect with Angela Website: https://angelamaiers.com/ LinkedIn: https://www.linkedin.com/in/angelamaiers/ Angela’s TED Talk, “You Matter”: https://www.youtube.com/watch?v=7FHdHUzRnms | |||
| 16 Sep 2021 | #21: Reducing Workplace Conflict with Doug Noll | 00:29:13 | |
Douglas E. Noll, JD, MA left a successful career as a trial lawyer to become a peacemaker. His calling is to serve humanity, and he executes his calling at many levels. He is an award-winning author, teacher, trainer, and a highly experienced mediator. Doug’s mission carries him from international work to helping people resolve deep interpersonal and ideological conflicts to training life inmates to be peacemakers and mediators in maximum-security prisons. Top 3 Takeaways
From the Source “When people get under stress—when they're in a situation they can't handle—there are emotional centers in the brain that activate. They're going to revert right back to the last stage of their emotional development.“ “Deescalation works because we start listening to emotions rather than words. It’s done in three steps: Ignore the words, read the emotions, reflect back the emotions with a simple statement.” “What I teach is to address the emotions before you address the words. Deescalate before you problem solve.” “We yell at each other and argue and fight because we're not being heard. So yelling is simply an indication of not being heard. And all you have to do is listen to the emotions and the yelling stops. Because now people feel heard, they feel validated.“ “The time that you invest in building your skills and becoming an effective leader is far more valuable than increasing your technical proficiency.” Connect with Doug Website: http://dougnoll.co/leadthepeople LinkedIn: https://www.linkedin.com/in/dougnoll/ | |||
| 30 Sep 2021 | #22: Lead Like a CEO with Liz Palmieri | 00:29:50 | |
Liz Palmieri helps the C-Suite solve people problems with science and data. She’s a former member of The Predictive Index team and has been a proud steward of the Talent Optimization discipline since its inception. Throughout her career and varied experiences, Liz’s guiding light has been making an impact and being of service to others. Top 3 Takeaways
From the Source “I think really excellent CEOs are storytellers who are able to share the story of that vision with internal stakeholders, employees, team members, leaders of the organization, and also publicly to really make the brand vision pretty clear.“ “When you think about your employees and team members, how much of the industry information do they need to understand? How can you speak in a way that's going to feel really relevant and accessible to them? And most importantly, how do you explain what's in it for them?“ “When we think about the up and coming workforce—Millennials and Gen Z—the culture piece, it's like: underline, bold, exclamation point, exclamation point!” “This person may really know a lot about the nature of our business or the industry or where we need to go and where we're headed, but if they can't make me feel really excited about all of that, then how are they going to lead me there?“ “Oftentimes we make our first foray into people management and leadership because we were high performers. And oftentimes there's a pretty significant gap there between being successful at the doing and then leading people.” “If someone is willing to share their expertise and advice and coaching, show that you're really engaged in that process and ready to take action on the things that they share. Take responsibility for the relationship by scheduling those meetups, creating an agenda of what it is that you would like to talk about, what you need help and support on, and making sure that you circle back on those items that you discussed last time. What action steps have you've taken since then? What went well? What didn't?“ Connect with Liz | |||
| 14 Oct 2021 | #23: Woo Woo for Women with Michelle Clarke | 00:23:12 | |
Michelle Clarke is obsessed with helping soul-led entrepreneurs achieve transformational success by up-leveling their energy, mindset, and habits and by helping them step into their power and speak to their authentic message. She encourages women to be unapologetically brave AF, tap back into their inner knowing and unleash their magic so they can become magnetic to their soulmate clients and bring their purpose into the world - because the world needs what they have! Top 3 Takeaways
From the Source “We think that we've moved so far—like at least we're allowed to show our ankles now and talk at the dinner table, but we really actually haven't moved that far.“ “We're taught that good girls don't talk back or that good girls let others take the leading role. No one likes a bossy woman. We still get those subliminal messages that hold us back. Boys just don't get those messages when they're growing up.“ “When you do anything that forces yourself to move away from who you truly are, you get miserable.” “The way that you'll find out who you are is by taking time and space, like walking around in nature or doing something that makes you feel completely lit up. Then you'll be vibrating at the right frequency. You'll be free thinking.“ “Whenever you're doing something that you're really happy about, your fears get out of the way. It's impossible to feel fear and love at the same time. So if you're doing something really awesome, fear steps out of the way and then your real feelings and thoughts can step forward.” “Watch the people that have energy. They're all happy because they're doing what they want to do.” Connect with Michelle Website: http://www.empowermentempires.com Michelle’s book “Woo Woo for Women in Business”: https://www.amazon.com/Woo-Women-Business-empowered-business/dp/B09G9NCV7B/ | |||
| 28 Oct 2021 | #24: Leadership in the Wild with Brandon Harding | 00:28:18 | |
Brandon Harding is a military chaplain and relationship coach with two decades of experience. His passion is assisting people and organizations in their pursuit of purpose and meaning, leading to greater productivity, healthier work cultures, and deeply satisfying relationships. He also has a coaching business, Reset Coaching, where he fuses experiences in the wild with the Immunity to Change process in order to facilitate personal and organizational development. Top 3 Takeaways
From the Source “Within the Marine Corps, there's this culture where you can't be vulnerable, you can't express any kind of weakness, and that infuses up and down the chain of command. The irony is that the best leaders that I've experienced go against that. They do have vulnerability“ “The focus question is ‘What's the one thing that you need to change about yourself as a leader?’ The takeaway they were going to take back to their command was ‘To be the most effective leader, I've got to be human. I can't just be this automaton robot. That's harsh and demanding. I have to be a human to be really effective.’” “Personal resiliency is the ability to bounce back in a healthy way from challenges. We all have challenges. So if I have resiliency, I can have setbacks at work—I can have personal setbacks—but if I'm resilient, I'm able to kind of stay calm in the moment.” “When you shift away from outcome-focused versus people-centric leadership, the outcomes happen. The outcomes just sort of naturally come along, because people will perform the best for you when they know that you're interested in developing them rather than just you're fixed on the outcome, whatever that might be.” “On a retreat, we share meals, we share hardship, there's no digital distractions. Just being in nature without any other responsibilities out there just creates an environment where people can really connect. The outcome is a deep sense of connection.” Connect with Brandon Website: http://www.resetcoaching.com LinkedIn: https://www.linkedin.com/in/brandon-harding-a6aab858/ | |||
| 12 Nov 2021 | #25: Legendary Leadership with Tommy Breedlove | 00:24:04 | |
Tommy Breedlove is a Wall Street Journal & USA Today bestselling author of the book, Legendary, and Atlanta-based business, relationship, and mindset coach who is a regular featured keynote speaker at global events. Tommy started his 20-year corporate career at one of the largest financial consulting firms in the world, and eventually became a shareholder, the International Practice Leader, and a member of the board of directors for one of the largest public accounting and financial firms in the southeast U.S. At the top of his career, Tommy experienced a transformational moment inspiring him to walk away from the corporate world to change his life and follow his true calling. Tommy now serves clients and audiences everywhere by empowering them to build and live Legendary Lives. He guides people to discover a life of significance while building a lasting legacy. The simple tools he shares shows them how to work in their zone of brilliance, obtain financial freedom, and live with meaning and balance. Tommy’s goal is to help everybody to become the person they've always wanted to be. Top 3 Takeaways
From the Source “I decided to lead myself and participate in my own rescue.“ “My network started reaching out to me saying, ‘Hey man, you've transformed a whole lot, brother. How did you do it? I want some of that in my life.’” “That's how I did it, and I still do it to this day. I work on myself. I lead myself, which is the most selfless thing we can do.” “When we feel closed or we get scared or insecure or things aren't going away or we make a mistake, or whatever, we start isolating and we start numbing ourselves. That could be in a hundred different ways. It could be isolating, could be TV, it could be food, it could be booze. There's a thousand ways that we can numb ourselves.” “We all have mistakes, things that were done to us, things we've done. We regret things we don't want people to know. And we all have these feelings of insecurity, worry, fear. We're not alone in that.“ “When we know we're not alone, we can lean into that and use it—not as an anchor that holds us down—but use it as a floor to stand on with gratitude and use it to compel us forward.” “What we've all got to realize is we're on this journey of life and we make it super, super hard with social media and that comparison bug, that envy bug. Nobody posts their crap. They're either posting their political opinions or they're posting their best selves, and that promotes envy, that promotes jealousy, that promotes judgment.” “If we do the work—the internal work leading ourselves—we can rewrite that story and the ending can be a whole lot better.” “if you're not getting promoted or you're not being as successful as you want, here's the truth: Go find the nearest mirror and look at it. That is both the problem and the solution.“ “You have to lead yourself first. You have to be respected by others. You've got to respect yourself to be loved by others. You've got to love yourself. So you've got to lean in and lead yourself first.” “We can be horrible legends or great legends, and it has nothing to do with money, power, and success. It has to do with empathy. It has to do with net giving. It has to do with serving.” Connect with Tommy Website: http://tommybreedlove.com Legendary (book): https://www.amazon.com/Legendary-Tommy-Breedlove/dp/1642795534 Instagram: https://www.instagram.com/tommybreedlove | |||
| 26 Nov 2021 | #26: Back to Health with Sara Jayne | 00:24:00 | |
As a busy wife, mom of three, and business owner, Sara knows how stressful life can be. After battling anxiety and losing her dad, Sara reevaluated everything so she could maximize her life. She discovered that we can turn things around! We can have more energy and a life full of all the "extra" we were made for. As a Doctor of Chiropractic and wellness advocate, Sara has helped thousands of others get back on their feet the same way she did—through better nutrition, cleaner products, and a mastered mindset. Top 3 Takeaways
From the Source “I am a huge advocate on what works best for you, and that's when I started to dig in and decide that I needed to make some changes in my life.“ ”It starts out with, ‘Oh, I can't sleep’ or ‘Oh, I just can't focus’. And you always just kind of brush it off. You brush it off, you brush it off until all of a sudden it's just so much. Your body can only really take so much.” “Some people are wearing busy-ness as a badge of honor.” “We get complacent because we're so busy that maybe we just stopped caring about trying to do our best in certain situations.” “The busy-ness can be a blessing. I have three little boys and we’re busy, but this is a stage in life. This is a different busy than what it's going to be like in 10, 15 years.” “ If your only option is fast food, at least you could make a better fast food choice.” Connect with Sara Website: https://www.purelysarajayne.com/ Links “Back on Track” trivia game sources:
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| 06 Jan 2022 | #27: The Creative Leader with Jeff Leisawitz | 00:26:18 | |
Jeff Leisawitz burns with a mission to inspire songwriters, authors and screenwriters to amp up their creativity and shine in the world. As an award winning musician/ producer, college songwriting prof, critically acclaimed author, distributed filmmaker and internationally in-demand coach for creatives, Jeff has devoted his life to creativity. At its best, creativity is a way for us to be seen, expressed and connected. With this philosophy as a guiding principle, Jeff has helped empower countless people to tap deeply into their creative hearts to live richer, more fulfilling lives. “Not F*ing Around: The No Bullsh*t Guide for Getting Your Creative Dreams Off the Ground” is Jeff’s first book. Top 3 Takeaways
From the Source “Unlike a lot of other endeavors in the world—if you do it well—you're really putting yourself into your creation whether it's a painting or a poem or a song or whatever you're into.” “When you’re creating anything, it is essentially choice after choice after choice after choice.“ “The truth is there’s a much bigger intelligence going on out there.” “Fascination is essentially a sense of being sort of enthralled by what the world is or could be. This is a sense of curiosity, a sense of possibility.” “You need to be true to yourself and what you're doing, because that's where the energy really comes in.” “By loving what you're doing, it will fuel you, focus you, and motivate you.” Connect with Jeff Website: https://jeffleisawitz.com/ Twitter: @nfajeff | |||
| 13 Jan 2022 | #28: A Leader's Journal with Kim Ades | 00:23:36 | |
Kim Ades is the Founder of Frame of Mind Coaching™ and The Journal That Talks Back™. Recognized as a pioneer in the field of leadership coaching and thought mastery, Kim uses her unique philosophy and quirky coaching style to help leaders identify their blind spots and learn to direct their thinking to achieve extraordinary results. Author, speaker, entrepreneur, coach, and mom of five, Kim’s claim to fame is teaching her powerful coaching process to leaders, executives, and entrepreneurs worldwide. Top 3 Takeaways
From the Source “When people aren't reaching the goals they want to reach, it simply means they're not lined up with the goal or the desire.“ “Journaling allows us to deposit our thoughts, step back, and look at them from a greater vantage point.“ “it's really very useful for leaders to understand that in order to truly maximize the potential of your people, you absolutely need to look at the beliefs they have around everything they're doing.” “Our fingers can't write or type as fast as our brains go. They just can't. It's physically not possible. And so what happens when you're journaling is you're actually slowing down your mind.” “Now you're really digging in. You're really going beneath the surface of your original journal and you're examining, how do I really think or feel about that? Why did that happen? What is the pattern that's going on? Why did I respond that way? What's actually happening?“ Connect with Kim Website: frameofmindcoaching.com Website: thejournalthattalksback.com LinkedIn: https://www.linkedin.com/in/kimades/ | |||
| 20 Jan 2022 | #29: Lead Like a Bee with Shannon DelVecchio | 00:24:11 | |
Shannon DelVecchio has always been drawn to many things—running, hiking, gardening, photography, writing, reading, travel, and most recently—beekeeping. She’s at her happiest and most fulfilled not by mastering a specific hobby/topic/task that she loves, but LEARNING about it. Beekeeping hit Shannon’s radar in December 2019 when her husband registered for "Bee School" that Winter. The pair became the proud keepers of 10,000 bees on April 18th, 2020. Top 3 Takeaways
From the Source “The running joke with beekeepers is if you ask 10 beekeepers one question you'll get 11 answers.“ “I am literally blind to the colony's behavior as they go about their work inside in complete darkness.” “The more excited a scout bee appears, the more likely other bees will go out and check out this new location. And when they come back, if they're excited, they start dancing as well.” “The queen is not the dictator, and your colony actually can get to a point where they've decided the queen is failing us and we are actually going to prepare to replace her.” Connect with Shannon Facebook: https://www.facebook.com/shannon.w.delvecchio Links “Hive Help Wanted” trivia source: https://www.hobbyfarms.com/9-hive-jobs-of-honey-bees-2/ | |||
| 27 Jan 2022 | #30: Leadership Archetypes with Eric Rogell | 00:34:34 | |
Eric Rogell is the host of the Warriors, Lovers, Kings, and Heroes podcast. He’s a sought after corporate speaker, bestselling author, and he shows executives and entrepreneurs highly effective strategies to break through barriers, forge mental toughness, and inspire and engage their teams to be more capable, more confident, more connected. Eric has interviewed hundreds of people including celebrities, athletes, entrepreneurs, and military vets. He gets them to dive deep into their stories and all the memories, lessons, failures and triumphs that made them the success they are today. These are valuable insights that collectively paint a picture of what great leaders are made of. Top 3 Takeaways
From the Source “One of the things I loved was stories of fantasy and comic books and science fiction and myths.“ “When do I need to be more Warrior and then support with that Lover side? When do I need to come in as the Hero and just be selfless and those kinds of things.” “These traits that the warriors have, things like courage and boldness and being a Maverick and risk-taking and adventurer leadership, being a guardian and a steward, those kinds of things really are our Warrior.” “There are great things in this Lover side, this heart side that really takes whatever it is the Warrior has now driven towards—ambition and drive; those warrior traits and now makes it flourish and thrive—become come abundant.” “When you look at that Warrior side, it was just, ‘Hey, we've made a decision.’ I didn't have to come in guns, blazing swords, drawn, mad.” Connect with Eric Website: http://www.ericrogell.com LinkedIn: https://www.linkedin.com/in/ericrogell | |||
| 10 Feb 2022 | #31: Self Leadership with Kamini Wood | 00:25:27 | |
Kamini Wood is the founder and CEO of Live Joy Your Way and the AuthenticMe® RiseUp program. An international best-selling author Kamini is driven to support both high performing teens and adults heal the relationship with themselves and to stop outsourcing their self-worth. Kamini says she messes with the way people think in order to help them gain clarity and deep self-acceptance to move forward professionally and personally. Top 3 Takeaways
From the Source “When we're trying to do it all, we end up depleting ourselves in such a fashion that we, we actually are, are working from an empty cup.“ “At some point we've got to replenish, otherwise we don't have anything else to put into the thing that we're working towards.” “I really try to talk to my clients about recognizing that self compassion is an act of self-fullness not self-ishness.” “We don't have to go it alone. We don't have to be isolated. We can ask for other people's opinions or maybe they've had a similar experience that we can build off of.” “I truly believe that we learn when we are teaching others. Sometimes, when we are teaching others or leading others, we are actually stepping into those things for ourselves.” “I think the pandemic has taught us this concept of really learning how to give ourselves grace as the environment changes, that some things are outside of our control, and it’s focusing back on What is within my control? What do I have the ability to do? How do I choose to show up?” Connect with Kamini Website: http://www.kaminiwood.com Instagram: https://www.instagram.com/itsauthenticme/ Facebook: https://www.facebook.com/itsauthenticme/ | |||
| 24 Feb 2022 | #32: Three Things with Trey Taylor | 00:25:19 | |
Trey is CEO of Taylor Insurance Services & Managing Director of Trinity | Blue. His experience derives from fields as diverse as technology, venture capital, & commercial real estate. As a keynote speaker, he has addressed attendees at the Human Capital Institute, & the Ascend Conference. He holds a Bachelors degree in History from Emory University, & a Juris Doctor degree in Tax & Corporate Transactions from Tulane. He recently published his first book: A CEO Only Does 3 Things. Top 3 Takeaways
From the Source “You can't manage someone until you manage yourself, and you can't manage yourself until you understand yourself.“ “You have to understand: how do you intellectually respond to challenges, how do you emotionally respond to challenges, and where do those two things come from? They come from an identity that you hold.“ “Every organization has a culture whether you intend to have one or not.“ “If we fix the culture and we get the right people in the door then the numbers are proof that the first two things are in alignment.“ “The burnout that [clients] are feeling is a direct result of the unwillingness to let go of both ends of the stick.” “Your team is not an extension of yourself. Your team is an extension of the mission of the company.” “If you want to grow the business, grow your people, and feel a lot more joy come into your life, delegation is the first thing.“ “If you can't delegate to someone, you either have the wrong heart or the wrong team. And one of those has to change.“ Connect with Trey Book Website: http://www.aceoonlydoesthreethings.com Book on Amazon: https://www.amazon.com/CEO-Only-Does-Three-Things/dp/B09HMYRD78/ Newsletter: http://www.plantyourflag.live Trinity Blue Consulting: https://trinity-blue.com/ Personal Website: http://www.trey-taylor.com Links “(Wall) Street Smarts”: https://www.top-business-degrees.net/30-greatest-living-geniuses-in-business/ | |||
| 10 Mar 2022 | #33: Self-Discovery with Dr. Richard Shuster | 00:23:02 | |
Dr. Richard Shuster is a clinical psychologist, TEDx speaker, and CEO of Your Success Insights, which helps individuals, corporations, and athletes achieve balance and peak performance. He is also the host of The Daily Helping with Dr. Richard Shuster: Food for the Brain, Knowledge from the experts, Tools to Win at Life which is regularly downloaded in over 150 countries. Dr. Shuster’s clinical expertise and podcast have been featured in such publications as The Huffington Post, NBCNews.com, Men’s Health, Cosmopolitan, and others. He is also the president of Every Kid Rocks, Inc., a 501c3 which helps schools provide therapy services to children. Top 3 Takeaways
From the Source “Being in a car accident really started to meet down this transitional path towards really taking a look at what was important, what my values were, what mattered and, and moving toward a career path that fulfilled me in my soul as well as in my pocket book.“ “When you let yourself be open to experiences and open to possibilities, things happen.” “There was no agenda around this. I wasn't trying to sell stuff. It was just that I was going to help. I was going to help some people, and that was really the first kind of spark for me.” “No matter how many pandemics there are, no matter how many political scandals, no matter how many setbacks, how many unexpected illnesses or whatever else, life throws at you. If you are in alignment with your values and you love what you're doing, you're going to weather that storm.“ “What makes kids really unique is that they have an exuberance and a sense of fascination with all kinds of things.” Connect with Richard Website: https://drrichardshuster.com Podcast: https://drrichardshuster.com/business-portfolio/the-daily-helping-podcast/ Every Kid Rocks nonprofit: http://everykidrocks.org/ References “Food Fight” trivia game content: https://www.thedailymeal.com/eat/kids-favorite-least-favorite-packed-school-lunches-gallery | |||
| 18 May 2023 | #34: Learning Ecosystems with Katja Schipperheijn | 00:38:19 | |
Katja Schipperheijn is an internationally recognized learning strategist and founder of Habit of Improvement, a consultancy that focuses on learning strategies that foster growth and well-being in a human-machine symbiosis. Besides her work in corporate settings, she is founder of the sCooledu foundation with which she reached over 15,000 children participating in her workshops on digital citizenship. Based in Antwerp, Belgium and Dubai, UAE, she is also an international keynote speaker and guest lecturer. Top 3 Takeaways
From the Source “Sometimes things don't happen like you want it to be but that's not always the bad thing about it, because we have to learn and unlearn and try again. That's what I say: this is a habit that you create to improve yourself, to improve your organization, the society, the people that you work with. So it all comes to—habit to improve.” “Now more than ever with the accelerating speed of innovation—the world that is—changing. We had a pandemic, we have a war. Things are going so fast, like waves coming over this garden, we have to adapt all the time. And I think learning as human beings to understand all the impact of this is the only way that we can survive and thrive as people and as an organization.” “When I'm doing presentations or keynotes for L&D people, HR people, or leaders, I always ask them: when was the last time you went on TikTok? Fortnite? Roblox? And I know the answer about the last time. They never went on it. But that's the future. Those are learning ecosystems.” Connect with Katja Website: https://habitofimprovement.com/ Links Katja's book Learning Ecosystems: Creating Innovative, Lean and Tech-driven Learning Strategies: https://amzn.to/3o0S6ve Katja's article on hope: https://habitofimprovement.com/2022/11/24/hope-as-the-leadership-competence-for-a-growth-culture/ | |||
| 25 May 2023 | #35: Level Up Your Education with Tom Stewart | 00:29:10 | |
Tom Stewart has over 30 years experience in the U.S. Army. He has served in various leadership capacities including Battalion Commander while deployed in Afghanistan. Tom also served in multiple executive level staff positions including Assistant Chief of Staff, Director of Logistics, Director of Operations, and Director of the Joint Staff. He has a strong background in strategic planning and synchronizing large organizations toward a common goal. Top 3 Takeaways
From the Source “When I teach leadership, it's about leading in the most selfless manner possible, because it’s not about you, it's about the people that have to live with the policies you create, the environment that you create. So therefore, leaders should, in fact, look for professional development, but they really need to do it for the right reasons.” “Find what's right for you in your career and your interests and your passion, and go after it. Don't procrastinate. Don't be a wallflower standing there watching everybody else advance their education. You need to get off your own rear end and find that intrinsic motivation, and it should hopefully be for the right reasons, and that's so that you can lead better—for the people that have to follow your leadership.” “The hesitant leader is the one that understands the weight that they carry on their shoulders with that level of responsibility where other people are depending on you. The eager leader Is the one that may not be as selfless, who may in fact want career advancement because it's where it's gonna get me my salary, my title, my parking spot out front. So the eager leader may not fully appreciate the weight of a thousand burning suns that'll be on your shoulders when you have other people that are relying on you for their welfare and their happiness and their job security and the culture in which you create where they have to work every day.” “Nichols combines leadership theory which is the academics with practice which is the art to make for the real world educational experience we teach based on grounded research from our faculty.” Connect with Tom Website: http://www.nichols.edu Email: thomas.stewart@nichols.edu LinkedIn: https://www.linkedin.com/in/tom-stewart-35957410/ Links Master of Science in Organizational Leadership at Nichols College: https://www.nichols.edu/degrees/master-of-science-in-organizational-leadership/
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| 01 Jun 2023 | #36: Coaching at Scale with Paul Burton | 00:38:01 | |
Paul Burton is the Founder of C-Coach, a science-backed coaching technology platform. As a leader who turns problems into solutions, Paul uses that passion to make a positive impact on people. Merging empathy and compassion with emotional intelligence, tenacity, and the willingness to take risks, he envisions a future of limitless possibilities. His long-term goals include creating ongoing awareness about human-powered change, building partnerships with like-minded businesses, and initiating new government practices that support education for people in all walks and stages of life. Top 3 Takeaways
From the Source “All of your business problems relate to people whether it be the design, whether it be the strategy, whether it be like the delivery, whether it be attitude—whatever it may be—it all comes back to people.” “The approach to growing people through their career is all too often siloed.” “The thing and the beauty with coaching and the fundamental thing for me is about getting to know what you don't know. How else do you get to know what you don't know?” “The world has changed significantly because of technology. I personally think we almost got to a stage now where we ask leaders to do the impossible.” “The very specific things I think managers are struggling with is having the confidence to be vulnerable, the confidence to be human, the confidence to say that I haven't got all of the answers and I don't need to have all the answers." Connect with Paul Website: https://www.c-coach.com LinkedIn: https://www.linkedin.com/in/paulburton3 | |||
| 08 Jun 2023 | #37: Improving Team Dynamics with Jennifer Dulski | 00:29:56 | |
Jennifer Dulski is CEO and founder of Rising Team, a SaaS company that equips managers with the tools and training to build engaged, connected and successful teams. She has a wide range of executive experience in leadership roles at technology companies including, Facebook, Google, and Yahoo!, and Dulski was also president and COO of the social enterprise company Change.org. Dulski writes about leadership and the future of work for LinkedIn Influencers and serves as a lecturer in management at the Stanford Graduate School of Business. Her first book, Purposeful, about how each of us can be movement starters, was published by Penguin Portfolio in 2018 and is a Wall Street Journal Bestseller. Top 3 Takeaways
From the Source “What I wanted to do was create tools that would help leaders actively practice and bring back the skills that they're learning with their teams.“ "When you look at the data, people really care about what we call the relational elements. Of course people care about their salary and benefits and so forth, but they want to feel valued by their company and their manager. They want a deep sense of care and trust with the people they work with, and, all of that lands on managers to deliver and it's hard. It's hard to deliver those things, especially without any help.“ “People are not willing to just sit in jobs that they hate at companies that don't treat them well.” “The C-suite tends to overestimate employee satisfaction around their wellbeing by 65%. They think, well, we're happy…they must be happy too. And it's just not true.“ “When you ask remote workers, a lot of them feel more connected to their team than they did before [the pandemic] at places where they are being intentional about it.” “Recognition and appreciation are incredibly critically important. Consistency and frequency is important, and also individual needs really matter.” “After having done those motivator charts with thousands of people over decades of time, I can tell you that the three things that are most common are purpose—does what I work on matter to me, people—do I like and respect the other people I work with, and path—do I have a growth path in front of me here?“ “We just don't give managers the tools to deliver those things. It's not enough to tell them to do it.“ “It is true that ChatGPT will be able to replace all sorts of writing tasks and coding tasks and so forth. The one thing it will never be able to replace is ‘How do we get people to understand each other and care about each other and work well together?’” Connect with Jennifer Website: http://www.risingteam.com LinkedIn: https://www.linkedin.com/in/jdulski/ Instagram: https://www.instagram.com/dulskijen Twitter: https://twitter.com/jdulski Links Purposeful: Are You a Manager or a Movement Starter (book): http://www.purposefulbook.com
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| 15 Jun 2023 | #38: Responsible Leadership with Dr. Marisol Capellan | 00:31:48 | |
Dr. Marisol Capellan is an internationally recognized and award-winning educator, TEDx speaker, executive coach, and corporate trainer. She is the Founder of The Capellan Institute, a leadership, coaching, and corporate training company specializing in workplace culture, diversity, equity & inclusion, and soft skills development. Dr. Capellan is a former lecturer at the University of Miami, Miami Herbert Business School lecturer where she taught management and organizational behavior classes and served as the associate director of their Masters in Leadership program. She holds a doctoral degree in Higher Education Leadership and a Masters of Management with Specialization in Leadership from the University of Miami. Her dissertation focus was on the trajectory of women to leadership positions. As an Afro-Latina, mother, and immigrant, she has faced and witnessed many of the institutional and systemic barriers and biases that Black women face in their career trajectory to leadership roles, which sparked her passion for women’s empowerment and the need to increase the representation of women in positions of power. As a result, she published her book; Leadership is a Responsibility, about her career journey experience as a Black Hispanic woman in Academia, the stories of Black women in the workplace, and the need for responsible leaders to create a more equitable society where minorities can belong and thrive. In addition, her personal story of resilience has been featured on CNN and Telemundo as an unstoppable woman, where she discussed how her mindset helped her life and career trajectory as an immigrant in the United States. Top 3 Takeaways
From the Source “I always wanted to turn my dissertation into a book where I can speak to women and tell them about what happens in the workplace, how can they prepare, what are the pitfalls, and at the same time encourage leaders to know about the experiences of women in the workplace.” “It happens so often. Sometimes leaders are so disconnected from the organizations and they just expect the managers to do the right thing, and sometimes you don't know what they're doing.” “There is this texturism that happens within our group, and there is also colorism where people that are lighter skin get better treatment or are seen as more valuable than people that have darker skin, and that goes all the way back to colonization.“ “Sometimes leaders, when they have a diverse teams, they usually validate the experience of the majority within that team.” “Usually what happens is, at least the women that I interview from my book, they will say, ‘well, all of a sudden I'm treated differently because I'm the problem.’ ‘How come you cannot get along with everybody else?’ ‘How come you are the only one having that experience?’” “Leaders need to have the openness to others, people's experiences and perspectives because everybody is different, and that will make you a better leader. If you know that somebody else is having a different experience in your team, you'll be able to rectify that, manage that behavior, see what's going on, maybe implement new team norms or team guidelines.” Connect with Marisol LinkedIn: https://www.linkedin.com/in/marisolcapellan/ Website: https://marisolcapellan.com/ Leadership is a Responsibility: How to Become an Inclusive Leader in the Modern Workplace by Understanding the Lived Experiences of Black Women and Afro-Latinas at Work (book): https://amzn.to/3oW0hJM
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| 22 Jun 2023 | #39: Leadership Lessons Learned with Susan Hobson and Rob Kalwarowsky | 00:46:40 | |
Susan Hobson is a High-Performance Leadership Coach, published author, Founder/CEO of Elite High Performance Inc., and a member of the Forbes Coaches Council. Susan’s science-based Elite High-Performance Coaching process draws on her first hand experience competing at some of the most competitive environments on the planet – Princeton & Harvard Universities and The National Women’s Hockey League. Rob Kalwarowsky specializes in helping leaders become high-impact individuals who turn their teams into happy, high-performing units that achieve their goals. He believes that traditional leadership coaching methods are not always enough to bring about the change that today's dynamic work environment demands. That's why Rob has taken a unique approach, blending together neuroscience, mindset coaching, high-performance leadership strategies with cutting-edge technology and data to provide a clear path to building a high-performing team. Susan and Rob’s podcast, the Leadership Launchpad Project, explores groundbreaking leadership strategies with top experts worldwide in the fields of leadership, business, management, psychology, mindset and sports. Top 3 Takeaways
From the Source “Once we can let all this stuff go and work with ourselves in our inner experience then we can truly step into who we are and be authentic 2.0 leaders.” “That actually gets the best performance out of not only ourselves but also the business, and the people around them. And those people are happier, healthier, more productive, and the business thrives because of this.” “‘What behaviors do we need to take to make psych safety improve within our team?’ These things are super important because it's a nice concept and we all love to read books, but at the end of the day, we gotta walk the walk as leaders.” “The folks at the top talk strategy and goals and values and vision, and the folks at the bottom do the work, but the middle managers are the ones who actually have to create actionable strategies and implementation plans.” “The leaders who have that 2.0 heart centric, human centric, EQ driven approach to leading their teams are gonna find that managing change is a lot less disruptive to their nervous systems.” “The parts of us that we avoid are the portals to our next level … to our potential.” “It's never a selfish thing to examine your experience and to know thyself. Socrates said that was the whole purpose of life because when you know thyself … happy people … we lift other people up and that's the key that we should be looking at here in leadership. What is the damn point of having somebody leading the way if they're not lifting everybody else up that's following them?” “People are literally dying because the leaders are driving them. We learn as children that ‘hey, if you work hard, if you deliver, if you get an A from your teacher, if you get a pat on the back from your coach cuz you scored a goal … you are something’. That's all bullshit.” “Who's benefiting? The folks that are at the top. Who's dying? Everybody else. And some of the folks who get to the top, they're doing it because they're truly hurt the most, and that's why they behave in the ways they do.” Connect with Susan and Rob LinkedIn (Susan): https://www.linkedin.com/in/jumpstartliving/ LinkedIn (Rob): https://www.linkedin.com/in/rob-kalwarowsky/ Website: http://www.elitehighperformance.com/ The Leadership Launchpad Project (podcast): Apple - https://podcasts.apple.com/ca/podcast/the-leadership-launchpad-project/id1530978841 Spotify - https://open.spotify.com/show/0jmVzYZy8sDDwUgOeqJPSg Amazon Music - https://music.amazon.ca/podcasts/d12a5b8b-a6b9-4705-9dc4-0f8cf8bafffc/the-leadership-launchpad-project Stitcher - https://www.stitcher.com/show/the-leadership-launchpad-project Google - https://podcasts.google.com/feed/aHR0cHM6Ly9hbmNob3IuZm0vcy8zNDkwNDdkMC9wb2RjYXN0L3Jzcw YouTube - https://www.youtube.com/channel/UC561W4wZZE_5GK00C0FCSsA Links to Matt’s Appearances on Leadership Launchpad Project “Inhuman Leadership Destroys Too Much Value with Matt Poepsel”: https://podcasts.apple.com/tt/podcast/inhuman-leadership-destroys-too-much-value-with-matt/id1530978841?i=1000609229916 “Your Last Competitive Advantage with Matt Poepsel”: https://podcasts.apple.com/tt/podcast/your-last-competitive-advantage-with-matt-poepsel/id1530978841?i=1000528567469 | |||
| 29 Jun 2023 | #40: Leadership as a Lifeline with Dr. Susan Landers | 00:28:19 | |
Dr. Susan Landers has thirty-four years of experience in the neonatal intensive care unit (NICU). She practiced in academic medicine (on the faculty of two medical schools) and in private practice. She authored over thirty peer-reviewed academic papers. She found her work in the demanding environment of the NICU rewarding & managed to postpone burnout until the end of her career. Susan and her physician husband raised three children (now all young adults) while they practiced medicine full time. She’s the author of a memoir titled So Many Babies: My Life Balancing a Busy Medical Career and Motherhood. Susan enjoys recounting some of her best, and worst, life experiences, and how she managed to stay resilient. She likes to share with other professionals what she learned along her journey as an ambitious, successful doctor. Top 3 Takeaways
From the Source “I enjoyed working with the babies and the moms and dads because they were sort of imagining what their children could be. It was an emotionally raw time, especially for parents who had an unexpectedly preterm or sick baby, and that drew me to that field.“ “It's a place where there's lots of heartbreak that usually gets healed. Most of the babies recover and grow and thrive and go home. For some people—a smaller percent of the tiniest preemies and the sickest babies—the heartbreak doesn't mend and they lose their child.” “I liked the blend of surgical and medical. I liked getting to know the families. I loved working on a team.” “The public doesn't realize that it's not just the doctors and the nurses, it's all the support staff.” “I loved the way when a baby was really, really sick, everybody jumped in. Very few words were spoken, and we all did our jobs, did our jobs well, and hopefully at the end we were rewarded.” “Most people were so fearful that they hung back psychologically until they either understood what was going on or felt more comfortable and could ask questions. Most people got quiet and introspective.” “[Dads] were great about asking questions and writing things down and taking instruction. The mothers really needed to be allowed to touch and talk to and sing to their baby. That was the thing that would always take them from fear or grief or terror to being a mom.” “It's very, very challenging for a leader to draw out what's going on with the team members and how that person's attitude affects the product or the service that you're delivering.” “The first 10 years of being a mother, I had to learn how to be a good enough mother and leave my work at work and not bring all the stresses of the NICU home with me.” “Two full-time jobs in medicine are not compatible with having a normal family life. We didn't have a normal family life.” “For parents today who are both professionals, both working full-time, I wanna just say it is not easy if you and your spouse are juggling childcare work, maybe sick parents, not to mention a pandemic.” “The communication has to be clear. The support systems have to be there. There has to be a way for the couple to maintain their relationship because the family dies if the couple doesn't stay together.” “Over the years, the whole practice became family friendly. I mean, not all the time, but because men and women have different priorities. Most of the time they learn to accommodate wives and mothers because we're different. We just think about things differently. We carry our children's problems to work with us.” Connect with Dr. Landers Website: http://www.susanlandersmd.com LinkedIn: https://www.linkedin.com/in/susan-landersmd/ Instagram: https://www.instagram.com/drsusanlanders
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| 06 Jul 2023 | #41: Retail Leadership Therapy with Kit Campoy | 00:40:31 | |
Kit Campoy spent 24 years leading teams in retail stores. In 2022, she threw her store keys in the safe and left the career she loved to write full-time. She now writes, reads, and talks about leadership daily. She advocates for frontline leaders on LinkedIn and through her newsletter, The Voice of the Frontline. Her book, The Retail Leaders Field Guide: How to Run a Kick Ass Store Where Everyone Wants to Work is available now. Top 3 Takeaways
From the Source “You step into the store with an idea of how the day's going to run. ‘I'm going to write my schedule, I'm going to do this, I'm going to do that.’ And who knows? A customer could come in with a huge problem that you have to sort out and fix, or corporate could change direction on a dime, and you have to throw out all of your plans. Or three people call out sick and you have to be on the floor with one other person and now you're really short staffed and you can't get the work done that you had planned on getting done.” “Like most places, you have to have a backup plan. You have to have a plan, and then a backup plan, and then a next backup plan. So that's constantly running in your mind. And then you also have to teach your support staff how to do that as well if you're not there.” “We're going to get through this day. However we can get through this day and we're going to support each other, and we'll figure it out. We always do.” “It was stressful. It was chaotic. But I think that's when you're like, ‘Okay, you know what? I'm going to take an extra break. I'm going to walk around the mall. I'm going to buy everyone coffee.’ Whatever you can do to lift people's spirits and be like, ‘All right, we're going to get through today. Tomorrow's another day.’” “Things evolve, and I felt like, “Who am I writing this for? Like what's the point of this newsletter?’” “For people who are creatives, they get very caught up in ‘Well, I started this project. I want to make it work.’ And it's okay if it doesn't work. You still learn something, you still got something out of that process.” “When we would get in leadership huddles at my store, that's how we spoke to each other: quick, direct, ‘This is what's happening’, ‘Who's doing this?’, ‘This directive is stupid’, ‘We're going to leave this to last.’ So yeah, that voice was very easy to cultivate and tap into because that was just how I led people.” “I didn't have any fear at all. It was just like, ‘Good, this is what I'm doing. This is how I talk. This is how I lead. This is my honest opinion of what's going on in the retail world in frontline work.’” “They started to write me up for some ridiculous things. I was written up for quote unquote ‘not being seen as a leader in the building’. And so then what, right? Like, what's the action plan? What do I do in this person's eyes? How do I make myself seen as a leader? There was no action plan. There was no follow up. There was no ‘these are the things that we wanna see out of you’. It was definitely a way to push me out.“ “I thought that I was going to show up to work and work hard and just move up. My whole life, that's what I thought. I’m just going to work hard, and I'm going to be honest, and I'm going to be good to people,and I will just keep getting promoted. And it's not like that. Life is not like that. And that's a really hard lesson to learn.” “My district manager was shocked that I was leaving. I just said, ‘You know what? I came here to learn how to run bigger teams and larger buildings, and I've done that and I'm done. So I don't know what I'm going to do, but I'm not doing this anymore.” “I went on LinkedIn and I did a survey, and I said, ‘Hey, do y'all want a book from me? Would that be helpful?. And it was overwhelmingly ‘Yes, please write us a book!” “That was the same when I led teams. It was just like, ‘Hey, this is the initiative. This is the directive. This is my idea of how we're going to proceed with this, but what do you guys think? Does that make sense to you? Should we do this differently?’ Seek feedback from everybody around you. You never know. Even sometimes my 17-year old sales associates had fantastic ideas, so just listen to everyone in the room." Connect with Kit LinkedIn: https://www.linkedin.com/in/kit-campoy-you-got-this/ The Voice of the Frontline (Substack): https://kitcampoy.substack.com/ The Retail Field Leader’s Guide: How to Run a Kick-Ass Store Where Everyone Wants to Work (book): https://amzn.to/3NCWA3Y
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| 13 Jul 2023 | #42: Great Leaders Tell Great Stories with Robert Mattson | 00:34:55 | |
Robert founded INTRIGUE (formerly ITM Speakers) based on the idea that communication started with intrigue and ended with impact. He guides the company using lessons learned from decades as a high-tech marketing executive at companies such as ADP, Ceridian and SmashFly Technologies, and skills he's developed as an actor, playwright, programmer, electrical engineer, photographer, videographer, and musician. Robert has been on stage at national and international events as well as being published by such wide-ranging places as the Java Developer's Journal, The Compensation Handbook, and Concord Theatricals. Top 3 Takeaways
From the Source “Storytelling is the way that our minds absorb and store information.” "It's actually putting information into a format that the brain will naturally absorb and remember, and using all of the different elements of storytelling to hit all the levers in the brain. So not only remember and store this, but store it in a place where you are going to call upon it early. It's basically putting it at the top of the stack.” “Leadership is sales. You're just selling an idea, not a product.” “It's showing your passion because how do you expect people to be passionate about something unless you can convey your passion in it? And if you are stuck in this whole features, facts, function world of ‘I'm going hit all the logical triggers’, but you don't transmit the passion to people, they're not going to be able to apply their passion to the project in which you need them to buy into.“ “The funny thing is this: tell an authentic story, even if it isn't yours as long as it resonates with you. You could share that story and say, ‘I heard this from my friend yesterday’, but if it means something to you, your authenticity will go through that story just as effectively—I should say, nearly as effectively—as a story of your own.“ “A lot of people are afraid that they can't tell a story. Well, it's a skill like any other, it can be taught. It can be learned. It can be practiced. Oh God, please practice! It's one of those things where people have to practice.” “if you know the structure and you know how to do an effective story, you can actually. Overcome the bad habits or not be afraid of the good ones. and there's a balance between detail and brevity, and you have to have enough detail to make the story interesting and real. But you need to know when to edit yourself and cut it off to the point where it's not going to get too long.” “Can, can I just talk about PowerPoint for one second? It's the great crutch, the necessary evil, and the villain of many stories. It can be an effective thing, and it's good to have visuals. Visuals are very powerful. The thing is that when I talked about editing yourself, that's the biggest thing that when I work with companies, and I take a look at their standard decks and I get to say: ‘Who owns the narrative on this slide? Do you own the narrative, or is it a pick your own adventure for the person looking at it? Because if it's a pick your own adventure, what you're doing is saying, please ignore me.’“ “In the beginning, you have to prove that you're worth listening to really quickly. You've got about 30 seconds to get people interested and to prove that you're worth listening to. Don't waste the time on, ‘Hey, this is my company, and this is where we're founded, and how many employees we have.’ No one cares. You haven't earned the right for them to care. So how are you going to open with some intrigue, something interesting that you're going to teach them?“ “You don't want to win the hour you're with someone. You want to win the five minutes after you leave. They're still remembering you.” “Metaphor takes people out of their world, takes them away from their core objections and gets them starting to agree with you.” “We don't have to just be in sales to think we need to tell better stories. If you're a leader, you need to invest in learning how to tell great stories.” “Let's take it from a pure leader perspective. You are putting forth a policy change, or maybe you're acquiring a company or maybe you're changing direction of your company. People are going to be looking at that after you're done, and they go back to their desk, and they're thinking, ‘okay, do I buy into this?’ And you could give 'em all the logic you want, but they're going to be relying on what feels right.“ “When it gets down to shifting the mindset of your employees or your partners or your investors, don't be afraid of using the same tools of storytelling that you would in a sales process because again, you are pitching ideas, and you want to get them leaning a certain way.“ Connect with Robert Website: http://www.intrigue.cc LinkedIn: https://www.linkedin.com/in/mattsonr/ “Stories from the Silver Screen” Reference The Anatomy of Story by John Truby: https://amzn.to/4660A5J
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| 20 Jul 2023 | #43: Promoting Women to the CEO Role with Luann Abrams | 00:28:42 | |
Luann Abrams is the founder of CEOX, an organization whose mission is to elevate women into CEO, C-Suite and board roles. She is a partner in The Abrams Group, advising, investing in, and supporting the people, companies and causes that will leave it better. Prior to starting CEOX, she ran FoundersPad, an early-stage venture fund with a dedicated mentorship program in Bend, OR. Luann has a background in aerospace engineering and spent most of her 15 years in aviation working for a start-up aircraft company in Bend, OR. Here she led the certification engineering program at Columbia Aircraft where she oversaw the certification of several aircraft models and ensured that all designs met applicable regulations. Due to her diligence and integrity she was granted the authority to sign off on regulatory compliance on behalf of the FAA prior to aircraft delivery. When she is not working and living the Bend life with her husband and two sons, you will find her curled up with a good book and a hot cup of coffee. Top 3 Takeaways
From the Source “There's a lot of research showing that women-led companies grow faster, they generate more revenue, they use invested dollars to better effect, they exit earlier, and honestly, my favorite statistic is that they have happier employees. I just like to think about a world with more happy people in it.” “Worldwide, women really only make up about 5% of CEOs, so there is a long ways to go yet.” “There is a lot of deep seated bias against women still. We have really grown up in a world that was designed by men for men and not necessarily in this patriarchal ‘we want to keep women down’ way, but just that was the reality of the situation. So we have this complete societal structure that was really created for men's success. It was not created for women's success. So every step of the way, women have barriers to getting to that top spot, to even excelling in their career in general and. It's often really not seen by both men and women.” “A study just came out yesterday that I was reading about that shows that high level women are often not given promotions and they're not given pay raises because they're seen as loyal so they don't need to have those additional incentives to stay at a company. Whereas men are seen as more often jumping ship to the next best thing. So more and more companies are incentivized to give them promotions and give them pay raises.” “Most board roles—most C-suite roles in general—are really hired within who you know. I think most people's first place they go to look for anyone is their own network, and most of us have networks that are most reflective of ourselves because we network with people that make us feel comfortable, and we feel most comfortable with people that look like us and think like us and act like us.” “If there's one common sentiment I hear across the women of CEOX is that they want their next thing to be impactful. It's not just about making money. It's really about leaving the world a better place.” “You have to take the blinders off. I can't even tell you how often I will do one of my talks in a big group of people, men and women, and I will get men coming up to me saying, ‘Oh, I had no idea that stuff happened.’ For example, women get interrupted 30% more than men get interrupted in a meeting. Men aren't aware of it because it doesn't happen to them.” “Listen to the women that you are working with and understand some of the barriers they're facing.” “I always say that if somebody is feeling comfortable enough to give you that feedback, that is actually a compliment to you because it means that they trust you. You will take it as it's meant to be taken, and that they trust you with solving it. You really need to be concerned if you're not getting any negative feedback ever. That's the big red flag.” “I love the idea that if I place a woman in a CEO role, she's now surrounded with a bunch of really smart, experienced women that she can go to for help if she needs it to navigate some of the difficult things that she's going to find in those roles.” Connect with Luann Website: http://www.projectceox.com LinkedIn: https://www.linkedin.com/in/luannabrams/ Reference (“She E O”)
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| 27 Jul 2023 | #44: Uniquely Normal Leadership with Matt Lesser | 00:37:00 | |
Matt Lesser is the Founder/CEO of Uniquely Normal, LLC, which exists to equip and train leaders to build flourishing team members and organizations through empathy, empowerment, and excellence. Matt has had the honor of training leaders, teams, and boards in over 40 countries over the past 20+ years. Prior to launching Uniquely Normal, Matt served in C-Suite roles in private equity, banking, and industrial supply and distribution. Matt spent the first 15 years of his career leading his familys business in the wholesale (later adding retail as well) petroleum industry. After starting the business over after less than a year at the helm, the business grew from 3 people to nearly 200 and revenue by 20x before being sold. Matt earned undergraduate degrees in business from Indiana University and an MBA from Taylor University. Matt is certified in nearly 20 personality, team building, and leadership assessments. Matt is a best-selling author and his first book, unSatisfied: When Less is More, was released in October 2022; his second book, unEngaged: Building Flourishing Organizations will be released late 2023. Matt also serves as an Adjunct Professor, and he has served on several Boards of Directors in businesses and non-profits both domestically and internationally. Top 3 Takeaways
From the Source “You have to identify, ‘Okay, what is my why? Why am I here?’ On this earth at this time in history, you know? ‘Why was I not here a thousand years ago or five thousand years ago or a hundred years ago? Why now?’ I think until we really get serious about identifying the WHY and identifying what we're passionate about what we're called to do then I think we have this in this internal sense of ‘I don't have a purpose. I don't know what I'm doing. I'm just going to get on that hamster wheel and just go because that's what we're supposed to do. That's what works.’“ “One of my favorite exercises that I do with leaders is fast forward to the end of your life and look back, what do you most want to be remembered for?” “I've worked with leaders all the time that set very, very high standards, high bars. And in their moments of transparency, they'll say, yeah, I can't meet my own standards.” “I learned to do less, but do it more focused, more intentional and with purpose. I talk about for, with and on purpose, and it's completely changing my whole perspective of life. It's changing me and it's changing my family too.” “Now I find it's much easier for me to say no, because if somebody asks you why, why are you saying no? Well, because it doesn't align with my core. It doesn't align with who I am. It's misaligned with my core values. There are other people out there that I'm sure they'll say yes to it, because it aligns to their core values, but this thing does not.” “Anybody that comes in your organization, [you need to] really identify quickly, why are you here? What is your purpose here? Where do you fit in? Where do you want to go? And we're going to invest intentionally in you from the very beginning to help you get there. Those are the organizations I think that are breeding loyalty and commitment like we're not seeing right now in, in the workforce.” “If people are our most important asset, why don't we view them as being on the balance sheet? And so I think it's a mindset.” “In my second book coming out, I talk about being, becoming, belonging, and then doing. I think if organizations can figure that out and how to help people understand who they are, where they want to be, what they want to become, how they belong in their organization, and then focus on the doing, I think they'll have an employee that will last, be committed and loyal to them like they haven't seen.” “The third book is all about, if you're serious about building this kind of a culture where you intentionally address the pains, the headaches when it comes to people, here's how you can do it. Not a magic formula. It's about being intentional and about a lot of hard work and getting it done. It will be released at the end of September.” Connect with Matt Website: http://www.uniquelynormal.com LinkedIn: https://www.linkedin.com/in/matthew-lesser/ Email: matt@uniquelynormal.com | |||
| 03 Aug 2023 | #45: Building a Leadership Foundation with Jonathan Ribskis | 00:30:45 | |
Episode Sponsor The Predictive Index: https://www.predictiveindex.com About Jonathan Jonathan Ribskis is the Director of Talent Optimization for Builtech Services, a nationwide commercial general contractor with offices in Chicago, IL and Charlotte, NC. He began his career with Builtech Services in Chicago as a superintendent, working for a company of just 4 employees. He then worked in estimating and eventually project management, where he spent the majority (11 years) of his career. In 2017, he relocated to Charlotte, NC to launch the company’s Southeast office. In 2021, he moved out of project management and into his current role, which he absolutely loves. He is responsible for all aspects of talent strategy and vision, including hiring and building teams, career development, mentorship, leadership and engagement, safety and people operations (HR). He does all this through the 4-pointed lenses of how to best attract, engage, develop and retain talented team members. With Jonathan’s oversight and leadership, the company has successfully launched an internship program, mentorship program and a Senior Leaders/Emerging Leaders program. During his almost 16-year tenure at Builtech, they have grown from 4 employees to over 95 and from annual sales of $4 million to $280 million. Builtech has been named a Best Places to Work by both The Charlotte Business Journal and Crain's Chicago Business for the past few years. The company has an unheard of 6% unplanned attrition rate. Top 3 Takeaways
From the Source “In construction, there are problems, but instead of hiding them or trying to solve them behind the scenes, we try to pull our clients into it, put it in front of them, and say, ‘Hey, we're working on this for you’, and that builds trust because we're just being very transparent with them.” “We don't call them interns. We try not to make that obvious. You're just a Builtech team member for the summer or for the winter or whatever it is, and you have responsibilities just like our full-time staff.” “We give our interns opportunities to fail and to make mistakes. That means financially sometimes. And we're okay with that. We feel like that's part of the learning process.” “We realized we need to focus on Gen Z, we need to give these folks the tools to move them up through their careers, hopefully with us, and so we launched a mentorship program.” “I have buy-in from our ownership on these programs, and I have their support. So that's what makes these things a lot more effective.” “A big focus this year has been the topic of delegation. We've done some training around delegation. We've provided resources around how to properly delegate, not just throw it away and and hope it sticks, but to actually give structure to it.” “If you do some research across the industry—and we're a part of some peer groups that are other general contractors—[unplanned attrition] is 15%, it's 20%, sometimes it's even higher. So we are very proud of the fact that we've been under that 6%.” “People are complex. I think that's what we've learned a lot through the use of, of our, uh, spending time and studying and learning. Predictive index is the complexities and the nuances of everyone.” Connect with Jonathan Website: http://www.builtechllc.com LinkedIn: https://www.linkedin.com/in/jribskis/ References “Built to Last” trivia game: https://www.rakenapp.com/blog/10-incredible-feats-in-construction-history | |||
| 10 Aug 2023 | #46: The Well-Traveled Leader with Chris Failla | 00:39:35 | |
Chris is a husband, father, people and idea person. He helps energize people and teams through reframing stress, uncovering strengths, and cultivating connection. He’s been to 50 countries, worked with leaders on every inhabited continent, and hopes to get to Antarctica someday! Top 3 Takeaways
From the Source “Essentially, it's this sense that all of us are longing for wholeness, right? All of us are longing for integration, and every interaction is an opportunity to move closer to that or move further from it.” “So what if we could use that to create and cultivate these healing spaces? And the workplace is ready for it. As humans, we’re ready for it. So I guess the question is, are our organizations ready for it?“ “The more that we can be those people that see the value, that see the importance, the significance of the person right in front of us, that in and of itself is strengthening.” “We have these assumptions that people can compartmentalize so well. The reality is that it's incredibly draining to try to compartmentalize these things that we all carry this emotional weight, these griefs, on a small scale to a large scale and to act like that's not affecting our capacity or to try to disregard it and just go on with business as usual, that's not sustainable.“ “So do we even notice the nuance and the contours of somebody's world? And that has to do with slowing down, right? Paying attention and being fully present. So often we're just moving so fast, or we're so, so focused that we don't even notice those little opportunities, right? To lean in and invite somebody to be seen.“ “I love what you talked about, the live wire, that spark of joy. One of the things that I really try to pay attention to—I actually have a post-it note underneath my monitor, right underneath you, purple, that's appropriate, it's on brand with Matt—and it says, ‘Am I having fun right now?’ And that's a simple, simple barometer for me of, ‘Do I want to continue in this? Is this where I want to be right now? And, what kind of presence, what kind of energy do I want to bring to it?’” “Things just go so much better when I put love first and then results follow. When I try to lead from results and then kind of like, squeeze in a little bit of love where possible, usually, A) there's no room and B) it doesn't really work.” “One of the things that I try to help people see is that, usually, as a leader, we're dealing more with polarities and paradoxes than we are problems. And so, making that distinction and seeing that, ‘Look, this isn't an issue of do you value him as a human or do you get him to do his work, it's yes, AND.’” “Then I realized, wait a minute, one of the reasons that self care doesn't really happen is because we think about it in an over individualized way. But if you emphasize belonging, self care follows, but if you emphasize self care, it doesn't stick.” “It's really about setting that container of love, results happen within the context of love, but results brought without that container of love result in alienation, right? Separation, frustration. It's counterproductive. It backfires.” “So I like to try to reframe stress for people, and self care around stress doesn't mean you're not stressed because you're inadequate, you're stressed because you care. And the invitation is to actually include yourself more in all of that caring that you do. So self care isn't caring less, right? For others, it's actually just expanding the circle of care to include yourself in it.” “I think it's so important for leaders to do the work to excavate and reflect on what fills your tank.” Connect with Chris LinkedIn: https://www.linkedin.com/in/chrisfailla/ Website: http://www.christophersparks.com References Where in the World? https://www.watercoolertrivia.com/trivia-questions/geography-trivia-questions | |||
| 17 Aug 2023 | #47: Change Leadership with Keisha A. Rivers | 00:39:00 | |
Keisha A Rivers harnessed the lessons learned while leading during a harrowing Hurricane Katrina experience to become an award-winning international speaker, change agent and learning leader. As Chief Change Officer and President of The KARS Group LTD, she focuses on equipping organizations and leaders to navigate The People Side of Change. She is a TEDx speaker, host of the Equipped for Change podcast and author who has been recognized for her leadership and influence through such designations as "2022 Enterprising Women of The Year" by Enterprising Women Magazine; "50 Most Influential Women of 2021" by the Mecklenburg Times for her leadership in the Charlotte area; and "10 Most Influential Black Women in Business to Follow in 2021". Keisha holds a BA from the University of Pennsylvania, an M.Ed. from University of New Orleans, and a Certificate in Women's Entrepreneurship from Cornell University. She is a Certified Diversity Professional (CDP), Certified Diversity Executive (CDE), Certified Talent Optimization Consultant, HRCI and SHRM Recertification Provider. Top 3 Takeaways
From the Source “Anytime you have to build, anytime you are adjusting, adapting, creating something new, you have to build in time for the learning.” “Change management is managing the process. It is looking at the steps we need to take, the plans we need to make, the resources we need to allocate, how much is this going to cost. These are the things that you feel you can control. Change leadership is all about the people side. It's how do we get people to shift the way they are thinking in order to do something differently?” “That's the one thing when you are leading people through change. You have to include them in the conversation around the change. You have to help them see themselves in what this looks like for them, not just for the organization.” “You have to sit in the discomfort, and you have to take the time to recalibrate your thinking. You have to shift your own thinking about what's going on. So stillness breeds strength, and it cultivates strength because you don't have the distraction of trying to move away from what is disconcerting to you, from what is causing fear.” “When you're sitting in stillness, you get a chance to stop the spiral. You get a chance to really evaluate what needs to be done and you get a chance to envision yourself in a position of success, where you can see the pathway. You talk about creating your story, you can see yourself in that new story.” “Leadership is more around influence. It's around how do you influence people? How do you position people? How do you encourage people and have people shift their thinking about whatever it is that's going to happen so that they will do things that are going to be mutually beneficial?” “There is always some way that you grow, learn, develop. What people tend to do in the midst of change, in the midst of a change process, Is that instead of them figuring out ways to support themselves to love themselves to, to, um, to be able to, to understand themselves, they tend to beat themselves up.” “Here's the thing I always tell people: you want to create an environment where your people feel seen, they feel heard, they feel valued, and they feel safe. And it's not just physical safety, it's really psychological safety.” Connect with Keisha Website: http://www.karsgroup.com LinkedIn: https://www.linkedin.com/in/karivers Instagram: https://instagram.com/karsgroupltd | |||
| 24 Aug 2023 | #48: The Great Game of Business with Joel Goldberg | 00:39:21 | |
Joel Goldberg is an Emmy Award winning broadcaster. keynote speaker, and published author. He began dreaming of a career as a sportscaster at a young age, always wanting to deliver news of the previous night’s game to his grade school teachers. He’s spent more than a quarter century on television, relying on relationship building to tell athletes’ stories. Joel’s unique access enables him to share lessons learned from the baseball field to the board room as a motivational speaker and to homes everywhere through his business podcast. Top 3 Takeaways
From the Source “The 22 year olds, the 25 year olds right now are totally different than the 20 somethings 10 years ago, and some of that is just the evolution of time, the evolution of technology. The guys that came in 10 years ago had social media, but it was still pretty new.” “What can you do that's different than everyone else to get ahead? That's the race that's going on in baseball right now.” “I'm not anti data. I'm not anti any of this stuff. I'm all for change and progress. Don't forget to trust your instincts sometimes.” “We do need to embrace all of this technology, but I think those that are going to rise above the rest are going to add that human element to it.” “It's always about the customer. It should always be about the customer.” “It always will be about wins and losses. It'll always be about your sales sheet and your numbers, but what do people want? What do the customers want? What do the fans want? We have to give them what they want.” “I tell people all the time, no matter what the profession is, you have to do whatever you can to get your foot in the door.” Connect with Joel Website: http://www.joelgoldbergmedia.com Instagram: https://instagram.com/joelgoldbergkc LinkedIn: https://www.linkedin.com/in/joelgoldbergkc Small Ball Big Results (Book): https://amzn.to/44iEb3H References Take Me Out to the Ballgame (Right After We Hit the ATM): https://www.playma.com/news/mlb-game-costs-report/ | |||
| 31 Aug 2023 | #49: Keys to Personal Transformation with Ron Garfield | 00:36:54 | |
Ron is an entrepreneurial executive leadership coach and Dream Team Architect who works with leaders and organizations to identify executive opportunities and challenges which evoke transformation in leadership and organizational engagement. He is a co-founder of PIQue Coaching & Strategy Group, a boutique coaching and strategy company that has developed an innovative approach to personnel and professional development for leaders committed to growing high performance teams in organization’s. Ron is a certified coach through The International Coaching Federation (PCC) and the Coactive Training Institute (CPCC). He is a trained “Mental Fitness Coach” through his work with Positive Intelligence and is a certified partner with The Predictive Index. He also has a passion for coaching executives who are in transition and for working with people in addiction recovery. He currently coaches as part of the CoachSource community of coaches and is active throughout their network. Top 3 Takeaways
From the Source “I think one of the things that is really a launching point for any kind of personal transformation is willingness and intention.” “I've learned that men in general really have a hard time asking for help. Men do not like to ask for help, so recognizing that you can't do things on your own, that you need to ask for help is really the first step, and it’s the number one challenge.“ “You have to rewire your mind, and in the work that I have done on myself, it was very much about rewiring thought patterns.” “I think the same thing holds true for leaders. It's how do you create new habits, new ways of doing things, creating new narratives inside yourself, that then lead to you being able to transform and change?” “I think one of the key things for any leader and anybody that's going through personal transformation is you've got to get comfortable with discomfort." “The thing about the saboteur is it inhibits us from being happy and inhibits us from being as productive as we would as we would want to be, both personally and professionally.” “We're all a product of all of our experiences. So it's the lived experiences that we had and then ultimately how we can connect and show up in an authentic way for others?” “One of the reasons I love coaching so much is because coaching actually gives me permission to show up in probably the most real and authentic way that I can because you're creating a container, a very intimate container with a client to do the work of transformation.” Connect with Ron Website: http://www.pique.coach LinkedIn: https://www.linkedin.com/in/rongarfield/ Email: ron@pique.coach | |||
| 07 Sep 2023 | #50: Climbing the Career Ladder with Amber Cerone | 00:32:40 | |
Senior Director of Talent, Doctor of Psychology, Professor, small business owner, wife, mom, and farmer...any of these can be used to introduce Amber, who likes to keep her plate full! Amber began her career 18 years ago as a project manager for an Executive Coaching firm and quickly decided she was more interested in the talent side of the business than project management. Since then she has grown from Coordinator to Senior Director of Talent, and recently completed her Doctorate of Psychology degree. She and her husband operate a successful dog care business in MA, and she is an adjunct professor at Southern New Hampshire University. In the middle of all of this she had a surprise baby boy who she dedicates all of her spare time to, getting him used to the farm life with goat, horses, chickens, cats and dogs. Top 3 Takeaways
From the Source “You don't always need to go external to find talent. You might have it sitting with you already. Maybe it's just not in the right spot or not the right fit.” “The one big thing that I learned from you was that my career was up to me. It wasn't just going to land in my lap. I needed to intentionally make whatever I wanted to happen, happen.” “Talent could be sitting in our organization and we don't know it if we're not having those conversations.” “Talent is so broad, but we can't lose focus on the details and how important the talent is. It's not just a cliche or a fad word. Our talent, they're humans. They’re people. We don't have businesses without our people.” “It’s all about influence and how you share what you do have and what you do know and how you influence those around you.” “It's helping organizations understand what motivates your employees and not just for the sake of knowing that, but for making the connection between understanding how your employees are engaged or motivated literally impacts your bottom line.” “I think without a focus on the whole change management aspect and how that impacts employees and how do you best manage that, we are going to continue to see massive struggles with hiring, with keeping our employees.” “Employees need to be able to trust their leaders and that they're keeping them apprised of organizational changes, organizational decisions, team decisions, things that impact their role and their job and how they fit into the company.” “People don't leave companies. They leave people.” Connect with Amber LinkedIn: https://www.linkedin.com/in/dr-amber-cerone-psyd-5a60659/ The Barker House: https://barkerhousedogs.com | |||
| 14 Sep 2023 | #51: How to Help Others Flourish with Kelsey Buell | 00:32:40 | |
Kelsey Buell is an authentic and enthusiastic team builder. She is also an accomplished violinist and singer having performed in front of audiences as large as 20,000. She has given hundreds of presentations on preventing burnout, stress management, and leadership skills. As a former corporate recruiter, she conducted over 2,000 candidate interviews. And through her experience, she uncovered the fact that many people are disengaged in their jobs. This led to her strong passion for training and development. She sees the value in investing in yourself and your team. Kelseys goal is to help you discover ways to flourish in all areas of your life - both personally and professionally. She founded You Flourish Company as a way to invest deeply in those throughout her community of Fargo and beyond. Top 3 Takeaways
From the Source “One of the biggest challenges of the workplace today is that we move so fast that we don't have true opportunities and we don't truly take time to ask how each other is doing.” “If you're always in a hurry and you don't have time to truly pause and connect with people and ask them how they're doing, that might be a signal to you that you need to relook at your calendar and your priorities.” “Although we love workshops and we love professional development, the magic isn't always in what we're delivering. The magic is just getting the people who are attending to set time on their calendar to get together, connect, reflect, and then ultimately grow.” “I think a lot of times burnout comes from not having a chance to pause and reset a little bit. And I think what we're trying to do is give teams an opportunity to pause, reflect, and think about ‘How can I alleviate, even if it's just a little bit of stress?’” “We need time to calm our minds down because oftentimes the things that are coming at us outpace our ability to really process them.” “That accountability is so valuable too, when it comes to taking care of yourself. because I don't think as humans, we're naturally wired to do it on our own because we have that ingrained need to serve and to help others and to be successful and all these things.” “We're in this gray area of all the things that we feel we should be doing. And then it just weighs us down so much the more and more we live in that space.” “No matter what job you're in, you're always on that track to burnout. So it's up to you to find ways to constantly be reinvigorating your passion for your job.” Connect with Kelsey Website: http://www.youflourish.co LinkedIn: https://www.linkedin.com/in/kelsey-joy-buell-94998774/ Instagram: https://www.instagram.com/youflourishco | |||
| 21 Sep 2023 | #52: Secure Leadership with Laura Bell Main | 00:25:52 | |
With over twenty years of experience in software development and application security, Laura Bell Main specializes in bringing Application Security and Secure Development practices into organizations worldwide. She is the co-founder and CEO of SafeStack, an online education platform offering flexible, high-quality, and people-focused secure development training for fast-moving companies, focusing on building application security skills, practices, and culture across the entire engineering team. Laura is an experienced conference speaker, trainer, and regular panel member and has spoken at various events such as BlackHat USA, NDC, RenderATL, and OSCON on application security, DevSecOps, secure development, and security mindset. She is also the co-author of Agile Application Security and Security for Everyone. Top 3 Takeaways
From the Source “We need to get rid of this superhero mentality, and we need to really give everyone a little bit to do, and to do it consistently over time.” “You are the complex combination of everything you've done before and everything you've seen. So when you look at something, you see it one way, but the other 20 people on your team have all got different journeys, and they can look at exactly the same thing and see something you never saw.” “We believe that we are stronger when we work together, that it's easier to do security when we all do a little bit, rather than expecting one person to do an inhuman amount of work.” “You, as a security person, cannot stand outside what makes that business successful. You have to be an integral part of that success, which means you need to come to their language and speak.” “You've got to engage people, not their fear, but their curiosity.” “It's like buying a gym membership. Technically it can make you fit and healthy, but it only works if you then invest the resources and the time to actually use the thing to build your skills.” “For many of our organizations, things that are going to kill your business, if you were to write them down as a list, security probably isn't in the top five. It doesn't mean it's not important, but we have to be pragmatic.” Connect with Laura Website: http://safestack.io Linked In: https://nz.linkedin.com/in/lauradbell Twitter: https://twitter.com/lady_nerd Laura’s Books | |||
| 28 Sep 2023 | #53: The View from the Top with Nannapat Sage | 00:30:21 | |
Nannapat "Nanna" Sage: the dynamic Executive Leadership Coach, Consultant, and CEO of Potentia Consulting Group. With a diverse background spanning executive recruiting to talent management in Asia, Europe, and the US, Nanna specializes in enhancing leadership capabilities and building top-tier teams. Awarded as a top leadership coach by the International Women Network and Coach Foundation, she holds a Master's in English and an ICF Certified Professional Coach accreditation. Catapulted into leadership at a mere age of 22, Nanna transformed her early challenges into a profound passion for leadership development. Her mission? To nurture professionals into thriving, confident leaders, thereby sending waves of positive change throughout corporate circles. Fun fact: Nanna's journey took her from the bustling streets of Bangkok to the dazzling lights of Las Vegas, as depicted in the Hangover movie, and now to the rich history of Detroit, MI. Top 3 Takeaways
From the Source “If we focus on other people—focus on a bigger purpose—then we don't need to promote ourselves. We can just shine a light on everybody else on our team.” “Each lesson will come to you at the right time.” “If you look at the themes, it's more like something is bigger than yourself. So you can start getting up in the morning, even though it's hard, even though it's difficult, but you have that mission, you have that purpose.” “It's a critical moment when the leader can step back a little bit and think about what stories am I telling myself when I need to pivot, or when I need to make a leap?” “The story dictates how you behave and how you think about things around you, think about yourself, and think about other people.” “When you gain the awareness, what do you do about it? If you don't do anything about it, it's just something where you have the aha moment, and that's it.” Connect with Nannapat Website: http://www.nannasage.com LinkedIn: https://www.linkedin.com/in/nannasage/ Instagram: https://www.instagram.com/nannasage/ Executive Ascend Resource: http://www.nannasage.com/ascend | |||
| 05 Oct 2023 | #54: Confident Communication with Donna Rustigian Mac | 00:33:28 | |
Donna Rustigian Mac is the President of iVoice Communication, a company dedicated to creating confident speakers, successful interpersonal communicators, and healthy-human business connections through updated, 21st century communication skills. Donna works with individuals and companies who understand the power of their people. As people expand, business expands. Donna’s distinguished career includes more than 30 years in communications, in broadcasting and the media, as an executive communication coach, motivational speaker, and workforce trainer. Donna is also a certified mindfulness teacher and a qualified change facilitator, studying with Dr. Daniel Goleman and Dr. Judson Brewer. This work enables Donna to help people break old communication ‘patterns & habits’ so they can update their communication skills and integrate them into today’s modern business environment. Donna is the author or Guide to a Richer Life: Know Your Worth, Find Your Voice and Speak What’s True, and soon to be in publication Know and OWN Your Worth. Top 3 Takeaways
From the Source “Take time to know and own your worth and your value, and then practice—speaking about it, establishing it right up front and then sprinkling it in along the way.” “So as stress goes up, access to the executive part of your brain actually goes down.” “I think fear of speaking and the anxiety of communicating is actually increasing, and my theory, I'll tell you, remains the internet.” “If you do indeed want to become more influential with your listeners, then it really takes a combination of ethos, pathos, and logos.” “Very often in your audience, you'll have more than one person who cares about different things, so it's really important to take time to be proactive to who is going to be in the audience or who is your listener and what matters to them.” “It's amazing because once you begin to turn inward and really get a good sense of your traits, your strengths and where you're vulnerable, and then you're able to move the needle.” “So instead of thinking, ‘Oh my goodness, I really have to get out of my comfort zone and go from A to Z.’ No, you just need to go from A to B and B to C. Incremental change leads to lasting change.” “Do the best that you can with the tools you have and know what your strengths are and know what lights you up and where you want to go, and the doors, I believe, will start to open.” Connect with Donna Website: http://www.ivoicecommunication.com Website: http://www.inspiringvoice.com | |||
| 12 Oct 2023 | #55: Learning How to Deal with Doubt with Dave Hill, Jr. | 00:31:34 | |
Dave Hill Jr. is a former leadership team member for two successful tech startups—Ableton (2003-2011) and iZotope (2011-2016). He founded Go 2 Market Coach in 2016 offering coaching, mentoring, and now, musical healing to his wide array of clients worldwide. His new book, Doubt Riding Shotgun, documents Dave's life journey with self-doubt as well as helpful practices from his coaching practice. Dave is an active singer/songwriter, drummer, and public speaker. He lives with his wife and kids near Seattle. Top 3 Takeaways
From the Source “Doubt likes to say ‘Be afraid, be afraid. Oh, watch out. Don't raise your hand. Don't take a risk. Don't sing in public. Don't do public speaking.’ but it doesn't really tell you why.” “The metaphor was like that we have these recurring voices, and they're kind of like a bad loop in a video game of music where it just repeats the same sound.” “The Nike slogan of everything: Just do it. Just feel the fear and do it anyway. But sometimes the fear can be so paralyzing and confusing.“ “If we take a more mindful approach, take more steady, and have a more friendly relationship with doubt like we're working with this partner that is helping you learn where your edge is today.” “The brain creates thoughts, you know? And when we think about witnessing our thoughts, it's about slowing down. And maybe we'll talk a little bit about mindfulness, but practices that get us to slow down and hear the voice and then allow the voice to move away.“ “How we change our body or how we work with our body is reflected in our mind.“ “If you can have a coach that can help you create that experience to see the mind differently, or to see the body and work with the body, then I think you can have the experience and then you can't deny your own experience.“ Connect with Dave Website: http://www.davehilljr.com LinkedIn: https://www.linkedin.com/in/davehilljr/ Instagram: https://www.instagram.com/davehilljr/ | |||
| 19 Oct 2023 | #56: Improvisational Leadership with Joel Zeff | 00:27:38 | |
Joel Zeff creates energy. His spontaneous humor and vital messages have thrilled audiences for almost 25 years. As a national workplace expert, speaker, author and humorist, Joel captivates audiences with a unique blend of hilarious improvisational comedy and essential ideas on work and life. He has shared his experience and insight on collaboration, leadership, change, communication, innovation, fun and passion at more than 2,500 events. His book, Make the Right Choice: Creating a Positive, Innovative and Productive Work Life is consistently listed as one of the top work/life balance books on Amazon. He has appeared on CNBC and featured in the Dallas Morning News, Houston Chronicle, The Kansas City Star, and many other media outlets. Top 3 Takeaways
From the Source “I have a job where I get a round of applause. I do my job. People clap. Most people don't have a job where they get a round of applause. It doesn't mean they don't deserve it. They absolutely do.” “You have to perform, whether you're performing in front of a crowd of a thousand people and they're all energized and excited, or there's eight people and and stale coffee and the bad lighting, you have to perform, like there's a king in every audience because you never know where that next opportunity is coming from.” “The first person that calls you an expert is you.” “It's not the first time you're gonna jump on stage, you're just gonna be brilliant. It's gonna take hours and hours and hours, but every little step takes you to your destination.” “I love making people laugh, and I love telling people what I think, and so I figured out a way that that was my career.” “I don't know if I like the word burnout. I think it's just, people just don't feel fulfilled or rewarded. They're not happy, and they're not happy because they're not receiving that fuel that rewards them.” “You shouldn't be doing it thinking, ‘What am I going to get out of it? What's in it for me?’ If you're helping people, it will come back to you, but that's not why you made that choice. You made that choice because you're passionate, you're energized, you're supportive, you're being a great leader, a great teammate.” “We don't give enough positive support. We don't say enough. ‘We appreciate you. Thank you for taking that extra time. We know that we're really busy right now and you've gone above and beyond.’ It's a gift and it's the best gift you can give anybody, and it really takes little time. It takes no budget.” Connect with Joel Website: http://www.joelzeff.com LinkedIn: https://www.linkedin.com/in/joelzeff/ Facebook: www.facebook.com/thejoelzeff | |||
| 26 Oct 2023 | #57: STICK to Your Values with John Saunders | 00:24:52 | |
Saunders spent more than two decades as a Wall Street SVP, sales team leader, and award-winning sales executive. He is now a coach, consultant & author. He spent years as a member of the Georgetown McDonough MBA Alumni Advisory Council and is an active angel investor. He is a long time regular contributor to the Executive MBA mentorship program and spent 3 years on the committee that built the mentorship program for the EMBA and MBA programs. Top 3 Takeaways
From the Source “The simplest definition of vision I'd like to use is: It's your ideal and maybe aspirational future. And maybe you never get there, but it's that big North Star that you say, ‘Hey, that's what we want to be when we grow up,’ right?” “That's where the power is, that's where it became really powerful. It was pushing her, challenging her to think bigger.” “It brings clarity on sort of how to think about things and how to bring new ideas forward for innovation and growth.” “We're all in this together, but we need you all to come forward with ideas on how we get this, get this going. And it was all based on their values, mission, and vision.” “It gave them something to lean on to say, ‘How do we make these decisions here in this very difficult environment?’” “This is a message that needs to permeate every aspect of your organization.” “You know that the inevitable stress point is going to come. And that cannot be the day that you suddenly say, ‘This is what we stand for, people.’” “It's such an important part of being a leader to live and breathe those values and showcase that ‘This is how we do things.’” Connect with John LinkedIn: https://www.linkedin.com/in/jcs-optimizer/ Instagram: https://www.instagram.com/jcs_optimizer/ Links Get John’s storytelling tip sheet: https://www.johncsaunders.com/storytelling | |||
| 02 Nov 2023 | #58: Lifelong Learning for Leaders with Dr. Deborah Watts | 00:31:14 | |
Dr. Deborah Watts has more than 20 years of experience helping people and organizations grow. Her passion is developing professionals into tomorrow's leaders and coaching leaders on how to optimize their performance as well as the performance of their team. Her experience has come from many unique opportunities spanning a wide range of disciplines and industries including organizations such as the Governors Literacy Foundation, RJ Young, Lands End, Humana, Harley-Davidson, Seaspan, Starbucks and Zillow. Currently, Deborah is the Founder and CEO of Hayde & Company, a talent optimization consulting firm and the Director of Graduate and Executive Education at the University of Tennessee, Haslam College of Business. She also serves as a Certified Partner for Predictive Index and Senior Consultant for the Leadership Pipeline Institute. Top 3 Takeaways
From the Source “Someone on the board had the idea of ‘Hey, we need to bring in a consultant to help us.’ Well, that consultant came from the Oliver group and the very first thing they did is have us take the Predictive Index Behavioral Assessment, and I was blown away.” “We realized that if we wanted to go acquire these dealerships and then have them perform at a higher level, we had to invest in the people. So I think that was just a powerful experience for me.” “I remember feeling that same excitement I felt for the power sports industry I felt in the classroom. So I thought, what do I do to make that happen?” “I ended up teaching a class at a university in Europe, and it really started expanding how adults learn and how in the U S, how we only promote if you're going to manage people. Typically for the most part, you have to take that role of ‘I'm going to manage human beings to get a raise or get a better title.’ Europe has a lot of specialist programs. If you say, ‘I don't ever want to manage people, but I want to continue to grow’ then you move into maybe a specialist role.” “When I was at the Ohio State University, I remember our janitor was awesome. He was super friendly, great guy. He was there when we woke up and there when we went to bed, and our dorm was spotless. And I remember us talking to him someday about ‘Where do you get this drive and passion from?’ And the way he saw it was, ‘I keep people healthy. I keep you all healthy. Because of me, you all get to stay healthy, come to school, get a degree and go do great things in the world.’ And so he had a bigger understanding. He understood the why behind his job.” “I get the opportunity to work with a lot of folks that do have that combination of workplace, corporate experience, or non profit experience. And they also have the academic piece. And so together, I think in the classroom, it just equals some really powerful stuff.” “There will be moments where you're thinking about your organization, like you just said, like where you're working and you think, ‘Is this my leader? Is this how they operate? Is this a place I want to continue to invest my time,?’ which is very valuable time that you're not with your family. You want to make sure where you do spend it is worthwhile. And so it does make you think. It absolutely makes you think, and it makes you take the stories that you're hearing and apply them to your own personal situation.” Connect with Deborah Website: https://www.haydeandco.com/ LinkedIn: https://www.linkedin.com/in/deborahwatts1/ Instagram: https://www.instagram.com/drdeb5413 Email: deborah@haydeandco.com C-Suite Insights at the University of Tennessee, Knoxville, Haslam College of Business: https://haslam.utk.edu/c-suites-insights | |||
| 09 Nov 2023 | #59: Sustainable Leadership with Dr. Gabrielle Bouret-Sicotte | 00:18:11 | |
Gabrielle Bourret-Sicotte is the co-founder and CEO of Greenr. Gabrielle’s background includes a PhD in Solar Panel Research at the University of Oxford. Her research led her to inventing a technique to improve the efficiency of Silicon Solar Panels leading to a world record efficiency. Gabrielle also spent time working on Climate Policy and Transition Risk in developing countries. Gabrielle quickly realized that many businesses lacked the time and resources to invest in expensive consultants for one-off carbon emission assessments. This led her to co-found Greenr, a sustainability as a service organization helping businesses to measure and reduce emissions at source. Top 3 Takeaways
From the Source “You don't really get feedback as a CEO. You don't get performance reviews in terms of how your colleagues and the people working for your company are perceiving you.” “You have to self-motivate. There is an end goal, which is either revenue or finishing your degree, but at the end of the day, you just have to lead yourself along the path of putting a hypothesis out there—whether that's science or looking at consumer needs—and then you just test this hypothesis again in science or whether your customers like it, and then you build it, and then you iterate.” “I won't say that millennials and Gen Z's are more active in the climate than actually our parents or our grandparents. I don't think that's necessarily true.” “We have a lot of stats around what is the actual business add and business value add for companies to actually use a product like Greenr or an employee engagement tool. So we have a lot of stats on average employee retention. I think it's 31%. You get an average retention of 31 percent increase when you have a sustainability policy that involves employees. You can actually also attract 74 percent more talent and range of talent by having a sustainability policy. So we have all of these metrics that we can go to top management and say ‘these are the numbers’ that you can use in order to get the budget and get a decision.” Connect with Gabrielle and Greenr Website: http://www.greenr.com LinkedIn: https://www.linkedin.com/company/greenr-technologies Facebook: https://www.facebook.com/wearegreenr Instagram: https://www.instagram.com/wearegreenr_/ LinkedIn: https://www.linkedin.com/in/gabrielle-bourret-sicotte/ | |||
| 16 Nov 2023 | #60: Leadership Experience with Jessica Ivins | 00:28:30 | |
Jessica Ivins is a veteran User Experience (UX) researcher. She leads UX research and research operations at The Predictive Index. Before joining The Predictive Index, Jessica honed her skills through a variety of roles in UX research and design. She’s dedicated much of her time to the UX community, presenting at conferences, appearing on podcasts, and writing many blog posts. Top 3 Takeaways
From the Source “To be a manager, you have to be given a title with management responsibilities, and at the core of your responsibility as a manager is you're responsible, responsible for retention and results.” “A leader can be just about anybody, and as a leader, you're moving other people toward change and hopefully positive change.” “ I think most people have the potential to be a leader, and that's the beauty of being a leader, right? And it's very fulfilling, too, right? You don't have to earn a management title. You don't have to earn a leadership title, so to speak. You can just help other people move toward positive change.” “I do see it go the other way, too, though, where people who have pretty lofty titles are reticent or hesitant to consider themselves to be a leader, even though they'd be managing large groups of people.” “I have a daughter and so modeling is huge for me as a parent, but it's really showing up in the career context. It's really showing up as the professional that you want to be and that can make your workplace better, that can make the people around you better, and just basically modeling that for everybody. It can start with simple things like showing up on time being a decent professional and also the harder things like handling stressful situations with professionalism.” “People often go to their peers because it's safer to go to your peers and vent than it is to go to your boss. I think even just listening, sometimes just being a sounding board, can really help people because sometimes people just need to vent and get it out of their system and then move on.” “I've managed a lot of perfectionists and perfectionism unfortunately often comes with a fixed mindset. So it's just been a lot of reframing.” “When people come to you for help, they usually don't want advice. They want you to help them think things through.” “If you know in your heart of hearts that you don't want to be a manager, then it's probably best not to do it.” Connect with Jessica | |||
| 22 Feb 2024 | #61: Inclusive Leadership Today and Every Day with Maureen "Mo" Berkner Boyt | 00:30:56 | |
Maureen Mo Berkner Boyt is the Founder and CEO of The Moxie Exchange. She’s spent over 25 years helping organizations grow by creating inclusive workplaces where talented people can thrive. She has leveraged the power of technology to build scalable, actionable, measurable inclusion tools, including the first-of-its-kind comprehensive diversity and inclusion solution, Everyday Inclusion. Everyday Inclusion was named one of the Top 20 Most Innovative Products of 2020, a solution that infuses DEI into daily operations by Forrester Research and has been called, the future of diversity and inclusion. Top 3 Takeaways
From the Source “How do we create workplaces where every single person can thrive—not just be engaged—but thrive? Because when we do that, we can solve some really big, gnarly global issues like climate change.” “Whether it's Gallup, Credit Suisse, McKinsey, Korn Ferry, lots of universities including Stanford, the data just continues to pile up. Literally on every measure, inclusive teams outperform.” “When you're talking about diversity and equity, those are systems level things. Who are we hiring? How are we compensating them? Diversity, equity, inclusion, and belonging is every person, all day long—behaviors, actions, choices, leadership. When you start to break it down in that way, then it's like, ‘Okay, I get it.’” “Although our brain only takes up a small part of the mass of our body but a lion's share of oxygen, we stay in habit. So to protect that, to protect our big, beautiful brain for that higher level thinking, if we're already in habit, if we want to change a habit, if we can hack into an existing habit loop, we're halfway there.” “We are, as human beings, hardwired for belonging. Millions of years ago, if we didn't belong, it was a death sentence.” “We all need belonging. This isn't one group or another group. Fundamentally, we all do. So if we're all walking around what we call nice but clueless—NBC—and we're perpetuating these microaggressions without even knowing it, and people are walking around in constant amygdala hijack, it's no wonder that feelings of exclusion are over 80%.” “Once people understand the neuroscience of pain, it's unethical to hire and to bring in folks from marginalized, underrepresented, diverse, groups and put them in toxic environments. There's a race for diversity without inclusion. Those are disastrous results.” Connect with Mo LinkedIn: https://www.linkedin.com/in/maureenberknerboyt/ Instagram: https://www.instagram.com/momoxieboyt/ The Moxie Exchange: https://themoxieexchange.com/ About Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. | |||
| 29 Feb 2024 | #62: Serving Up Successful Teamwork with Ed Doherty | 00:33:00 | |
Ed Doherty is the founder of One Degree Coaching. One Degree helps leaders create intentional and cohesive cultures. Ed believes that helping employees find fulfillment in their work life is the highest calling for any organization. Top 3 Takeaways
From our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source "The transactional nature of the boss and the employee changed during the Great Resignation. So now [workers are] still in the driver's seat. That's starting to abate a little bit, but they now have a little bit more power in what they want from their work, and the bosses are trying to adjust to that.“ “I didn't know what servant leadership was. I wasn't taught that. I didn't know anything. … I didn't have that lesson of how enlightened leadership—which is completely counterintuitive initially—is the way to go to create buy-in and to build a better culture. I just didn't have that lesson, so I had to kinda figure it out the hard way.” “What I realized is that every organization has a vision statement or some type of vision—where they're gonna go and what they wanna be. Then there's the values, which is the behavioral, the how. The why and the how.” Connect with Ed LinkedIn: https://www.linkedin.com/in/ed-doherty-68177a31/ One Degree Coaching (including Ed’s Notes newsletter): https://onedegreecoaching.com/
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| 07 Mar 2024 | #63: Tackling Big Issues at a Small Business with Vicky Brown | 00:32:14 | |
Vicky's passion for helping entrepreneurs is rooted in her own entrepreneurial journey. After two decades of leadership roles in the corporate world, Vicky founded her own HR consultancy, Idomeneo Enterprises, in 2001. Faced with countless questions and challenges, Vicky realized how valuable a step-by-step guide would be. From these experiences, she developed a vision to offer comprehensive, accessible HR guidance and educational resources - this vision led to the creation of the Leaders Journey Experience, an education program specifically designed to equip entrepreneurs and business professionals with the tools, guidance, and confidence to navigate the sometimes complex world of HR, in a less complex way. Top 3 Takeaways
From our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “Finding and bringing in the right people is a huge concern. Then, what do you do when you get them? How do you get them to continue to support and be committed and really contribute to the organization?” “Finding the right people starts with knowing what you need, and that starts with fun HR jargon—a job description.” “You want to say, ‘I knew hiring someone was a bad idea.’ Well, it's not a bad idea. You have to give them a chance. You have to give them a clear roadmap, and then you have to get out of the way and let them do it because they actually will bring different perspectives, different experience. They may bring some innovation to that process that you never even thought about.” “People say, ‘You know, I want to build a culture. I want to create a culture.’ I have news for you. Your organization already has a culture because it's going to get created whether you contribute or not.” Connect with Vicky Gift: http://morehumanmoreresources.info/podcastgift Website: https://idomeneoinc.com/
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| 14 Mar 2024 | #64: How Gen Z is Showing Up at Work with Brian Phillips | 00:32:07 | |
Brian is an Oklahoma native who moved to California with the goal of building leaders and cultivating change around the world after graduating from the University of Oklahoma. With a mix of enterprise recruiting experience at HP and Google with a foundation in agency recruiting at TEKsystems, he has found a love for the industry. As an Executive Recruiter with Hewlett-Packard, he strives to enable the development of better technology for everyone, everywhere highlighting the intersection of his career interests and passions. He is strategically learning ways to connect exceptional talent with their dream careers and passion projects, the type of operations that impact how we relate and interact with people and places across the globe. Each day he is sharpening his skills to promote and maximize professionals' global impact, quality of life, and career aspirations while building lifelong relationships that extend beyond the connection. He is a brother to three siblings, a running enthusiast, and a LinkedIn wizard! If you're seeking some career advice, know of an epic California coffee shop, or are in search of a surfing /skiing buddy, he is happy to connect! Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “We're a fun generation. I think we're an opinionated one, and we're a really excited one about the future. And at the end of the day, I think both Gen Z and other generations have the same goal, and that's to make a social impact, to do something empowering and inspiring for this world and something that's gonna really extend beyond just us in our lifetime.” “With the advancements of technology, we're realizing that maybe we can rely on these new technologies to help us get our work done a little more efficiently. And with some flexibility, we can both live our lives and do our day to day jobs really well.” “My generation is more skeptical of employers than probably any other generation, and I think it's rightfully so.” “We need to create a work life balance and a culture around getting to live your life but also be happy at your job. And when you're happy at your job, you live a happier life, and, honestly, your work is better too. So I think when an employer doesn't Immediately take the defensive and kinda push back and get upset and says, ‘This person's challenging our traditional view of work. I've not been challenged like this before, but this is the future. So maybe we need to hear them out and see how we can meet in the middle.’” Connect with Brian LinkedIn: https://www.linkedin.com/in/brian-phillips-b00mer/ | |||
| 21 Mar 2024 | #65: Mission-Driven Leadership with Dean Wegner | 00:27:01 | |
Dean Wegner graduated from West Point in 1993 and served 7 years in the Army as a helicopter pilot and Army Ranger. After the Army, the majority of Dean’s business career was spent in business development, marketing, and strategy with Procter & Gamble and Mars. In 2017, Dean founded Authentically American, a Veteran owned, American made premium apparel brand. Dean is active in his church and serves on the board of several for-profit and non-profit companies and organizations. Dean and Authentically American are riding a wave of national media exposure having been featured in Forbes, Inc. Magazine, FOX News, MSNBC, Nasdaq, Newsmax TV, and SiriusXM Radio. Dean and his bride Kelly have been married for 29 years and they have 4 children, with the youngest being adopted from Ethiopia. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “One of the recruiting posters they sent me at West Point said ‘Much of the history we teach was made by people we taught’ and had pictures of Eisenhower and Grant and Lee, and that really struck home. Just thinking, ‘Wow. I'm walking through the same hallowed halls as former presidents and generals.’” “As I built this vision over five years, it was really grounded in ‘How do we change an industry? How do we make a difference?’” “You want it to be real. You just don't want it to be those nice, fancy, pretty posters on the wall.” “How can you take the context of your current business, your product, or service, and see how you can go ahead and think creatively? Because especially in today's digital age with social media, the power of story, the power of giving back is so impactful.” “I think the way to [reinforce mission] is not start from the top. I think you turn that pyramid upside down and you say, ‘You know what?’—whether you get a focus group or you have a big town hall, I think you really start to have discussions with your team, with your employees, and understand—‘What is really our culture all about? What do our employees really value?’” Connect with Dean Website: http://www.authenticallyamerican.us | |||
| 28 Mar 2024 | #66: At the Intersection of Leadership and Life with David Lahey | 00:32:33 | |
David Lahey’s academic background includes an MBA graduate from the Smith School of Business at Queen’s University, Graduate coursework at Harvard University and Graduate Adult Education coursework at the University of Toronto. David has been specializing in predictive leadership development, talent acquisition, change management and productivity with analytics with an improvement for over 25 years across a variety of industries. Under David’s leadership, Predictive Success was awarded to three-time Profit 500 company status. His company was also named to The Globe and Mail’s Fastest Top 400 Growing Companies List in 2019. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “One of the risks was the fear of the unknown, but I've always said ‘faith versus fear.’ I had faith in the software, faith in my own abilities, and faith in what I saw was the future of predictive analytics.” “I have ridiculously high expectations and they keep exceeding them every year. But we also celebrate success.” “I was looking at my team, and I said, ‘All of my doctors are wonderful people, but they are process and precision people, very detailed, very sequential. They're not innovators.’ And I needed an innovative solution to come in and take over because I wasn't going to live.” “Pit Grit means that you have a team around you that can get you into the race quickly, because we know from my experience that in the business world today, the race is lost in the corners.” “Do you have a process? Do people have confidence in the role? Do they drop match to the job model and then in certain roles, do they have the tenacity and assertiveness needed to get things done in the, in the scheduled time.” “Leaders today must act more like scientists. Scientists would only do work after they've got the research done and leaders today are running so fast. They don't have time to hire a chief analytics officer, but they will make time for software that will enhance their decisions and bring the data to them so they can be a scientist of people to execute on what they need done.” “America is full of great companies as is Canada, but I am worried about the lack of managers that have the training and analytic leadership. Gartner says that analytic training is a top five skill for the next five years. How many companies out there are not aware of that, and they're not training up to that.” “I always say every year, ‘You're going to ask your manager and leaders for more in the year ahead. That's great. So now what are you going to do to equip them to be able to execute on that?’ If the answer is nothing, then shame on you as a business owner. So that concerns me is that people forget that. That in the future, there's more information that needs to be harnessed, and that information needs to be at the fingertips of your people managers, not just in the HR area.” Connect with David Website: www.predictivesuccess.com From Hire to Inspire (book): https://www.amazon.com/Hire-Inspire-Become-Best-Boss/dp/1770414878/ LinkedIn: https://www.linkedin.com/in/davelahey/
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| 04 Apr 2024 | #67: How to Design a Winning Workplace with Andrew Zang | 00:30:33 | |
Before navigating the intricacies of the real estate sector, Andrew made his mark in the legislative landscape, contributing to homeland security-related legislation while working for Congress at the Committee on Homeland Security in Washington D.C and clerking in the judicial system for the Supreme Court in New York. Since graduating law school, and thereafter obtaining a Masters of Laws in real estate he has worked with companies from all parts of the globe adding to his diverse knowledge of workplace meets the workforce dynamics. This unique background equipped him with a multifaceted skill set, laying the foundation for a career where adaptability is paramount. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “Real estate was booming in 2018, 2019. It was the era I call the flexible workspace era. There's a place for everybody to go to work. You know, WeWork became the largest occupier of real estate in Manhattan at that time, and then we kicked off what was called Hudson Yards, right? It sold out faster than a Taylor Swift concert.” "We've finally entered the rebuild where—’Who wants to come back to work?’. It's been answered the WHY they want to come back to work has been established but not implemented fully and the HOW, right? That’s now at the real estate forefront. How do we get them back to work?” “If you're going to be on ten different floors when you could be on one or two floors, you might as well be remote. You might as well do everything over zoom or over phone, right? You want to have the ability to interact and be on one floor and see results.” Connect with Andrew LinkedIn: https://www.linkedin.com/in/andrew-zang-esq-38023b25/ Website: https://www.savills.us/ | |||
| 11 Apr 2024 | #68: Master the Art and Science of 1:1 Meetings with Dr. Steven G. Rogelberg | 00:26:33 | |
Dr. Steven G. Rogelberg, an organizational psychologist, holds the title of Chancellors Professor at UNC Charlotte for distinguished national, international and interdisciplinary contributions. He is an award-winning teacher, has over 200 publications, been cited well-over 10,000 times in the academic literature, and was recipient of the very prestigious Humboldt Award for his research on meetings. Adam Grant has called Steven the world’s leading expert on how to fix meetings. Dr. Rogelberg's previous book, The Surprising Science of Meetings: How You Can Lead Your Team to Peak Performance (Oxford) has been on over 25 best of lists including being recognized by the Washington Post as the #1 leadership book to watch for, His new book, Glad We Met: The Art and Science of 1:1 Meetings came out in January and is already receiving tremendous praise including a SHRM Top 12 Workplace books recognition. He was the inaugural winner of the Society for Industrial and Organizational Psychology (SIOP) Humanitarian Award and just finished his term as President of SIOP, the largest professional organization in the world for organizational psychology. Top 3 Takeaways
From our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “As an organizational psychologist, I'm just drawn to study pain at work and try to identify science that can help rectify it. And clearly, meetings are a fabulous target when it comes to pain.” “When I'm talking about a one on one meeting, what I'm talking about is a regular recurring meeting between a manager and their directs that's orchestrated and facilitated by the manager, but it's not for them. It's for their directs.” “When you do these right, employees are more engaged. They're more successful. They're more aligned. They thrive more. They're good for you! They're really good for managers because when their people are successful, that's a direct reflection on the manager.” “It often comes from these that the manager says, ‘okay, I'll do X, Y, and Z.’ And the employee says, ‘I'll do X, Y, and Z.’ And then there's just clarity around that handshake of sorts of commitments. And then ideally you take notes, because you want to capture the conversation, but also note taking is a really great signal. When an employee sees you taking notes physically with your hand on a piece of paper, they think that you really cared about that conversation.” Connect with Steven Glad We Met (book): https://www.amazon.com/Glad-We-Met-Science-Meetings/dp/0197641873/ Website: http://www.stevenrogelberg.com LinkedIn: http://www.linkedin.com/in/rogelberg
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| 18 Apr 2024 | #69: Optimal Executive Team Dynamics with Phil Wesbury | 00:27:11 | |
Phil Wesbury is Vice President at Builtech Services, LLC focusing on business development. He leads Builtech’s business development initiatives across the country with an emphasis on delivering sustained growth across all of Builtech’s key verticals and areas of operation. Phil works with local, regional, and national clientele specializing in Retail, Multifamily, Education, Office, Hospitality, and Industrial development. He thrives on Builtech’s entrepreneurial spirit and dedication to doing what’s right. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more about Builtech's journey at predictiveindex.com. From the Source “If you're okay with being self aware, and you can kind of make fun of yourself a little bit, no matter what PI profile you have, in different situations, you're going to have strengths and weaknesses.” “When there's a pinch point, and we're having friction, and we're like, ‘My gosh, why aren't we getting along right now?’ then you can kind of point to the fact that, ‘Hey, you're detailed. I'm not.’ And you acknowledging it goes a really long way.” “We had these flashpoints of stress. Our business cycles really quick, sometimes it can be really slow, and there are so many competing dynamics that affect my world and every other department.” “If you can drop your unplanned attrition, if you can cut that in half…that’s a pure return.” “‘Hey, does it feel like we're getting along better?’ Put whatever dollar value you want on it. It's a lot easier to go to work and be productive when you're not stressed through your eyeballs because you're dreading having to battle through a challenge with somebody who doesn't see the world the same as you. And I think that's worth a heck of a lot of money.” Connect with Phil Website: http://www.builtechllc.com | |||
| 22 Apr 2024 | BONUS: Manufacturing is a People Business with Krishna Rajagopal | 00:15:48 | |
Krishna Rajagopal served as the Chief Operating Officer and managing partner of a small manufacturing company in the Chicago land area. Now he provides strategic vision, direction, and corporate governance that helps other manufacturers achieve aggressive growth while maintaining profitability. He’s the Chief Facilitator of Great Outcomes at Narish International Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “In small businesses especially, owners tend to be in the weed. So they're constantly working in the business as opposed to on the business.” “It's really important for business owners and managers to remember that almost everything doesn't have to be invented from scratch.” “When you're a CEO or president of a company, you tend to think that you're alone. So it's really important to reach out and walk through and talk through processes and ask for help, and if you do not know something, say you do not know.” “The biggest challenge that I think we have around us is to find the right people to do the right job.” “For me, it's all about, it's all about making sure we understand the person and making sure we provide the environment that makes them successful.” Connect with Krishna LinkedIn: https://www.linkedin.com/in/krishnarajagopal/ Website: http://www.narishintl.com | |||
| 25 Apr 2024 | #70: Learning and Development as a Strategic Driver with Akkshada Maniyan | 00:31:52 | |
Leveraging two decades of expertise in coaching, talent development, and people operations, Akkshada Maniyan leads Learning and Organizational Development for Innova Solutions, a global digital transformation solutions provider. Akkshada has worked with renowned global firms including IBM, GlobalFoundries, Amazon, and Deloitte driving talent programs for over 50,000 employees. She has optimized her background as a Columbia University Certified Executive Coach and mastery in incorporating various personality assessment tools to impact over 10,000 leaders and learners. A published author, she regularly shares her wisdom on leadership, change, and curiosity with followers across various platforms. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “in a company that's not that well established or that is growing, there's much more of a starter mindset. Amazon in particular I want to call out as they have a Day One mindset. Every day is Day One. They like to keep their founder’s mindset and attitude.” “Companies that tend to go above and beyond to look at learning in a less established way and more of an experimental manner? It tends to be a lot more fun.” “I chose people not necessarily strong with a learning background, but more of a sociology background, anthropology, or somebody who was interested in learning. People who are passionate about really making a difference in somebody's life. That's all we really looked for.” “There are no set learning skills. Maybe instructional design. Yes. Right. Maybe some specialized skills within L&D/OD. Yes. But you can coach people. You can really empower your team members to get better.” “The real magic is finding the will. If anybody who has the will to want to do more, they'll always find a way, and our job is only to enable them.” “I've implemented a QBR system so each learning business partner, along with the learning delivery lead or the facilitator, they present results on a quarterly basis to the business teams using a dashboard. So we're very metrics driven.” Connect with Akkshada Book: https://www.amazon.com/Serial-Influencer-Akkshada-Maniyan-ebook/dp/B0CW2WX86M | |||
| 02 May 2024 | #71: Helping Managers Unlock Optimal Performance with AmberLyn Bryant | 00:29:41 | |
AmberLyn Bryant is a passionate advocate for transforming workplaces into havens where employees are not just heard, but truly valued and empowered. Drawing from her personal journey navigating toxic and thriving work environments, she is on a mission to guide businesses in creating intentional employee experiences that fuel growth, engagement, and loyalty. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “I had my fair share of working in those toxic environments and trying to push through and find your way in life and that passion that really fulfills you.” “What really works, at least for us, is that we really start to understand who a person is. And so then that helps you to be able to approach any one on one meeting, any conflict, any just regular hangout sesh with being able to really personalize information to people, at least for me in an HR way. But then in a meeting situation, it's great because it helps to really understand the whole person.” “I had an employee that worked at a different position, moved over to another one, and now is partnered with somebody who would be a new manager. And the very first thing I did was get into the PI, talk about the data, and it's really been actually mind blowing… The development has just been so much quicker and they’re so much more on the same page and they know what the other one needs. It's just more clear.” “The first thing I do is build relationships and make sure that these managers know that they can trust me and that I'm here to help them move forward.” Connect with AmberLyn LinkedIn: www.linkedin.com/in/amberlyn-bryant-54178840 Website: www.amberlynsolutions.com | |||
| 09 May 2024 | #72: High-Tech Tools for High-Powered Leadership with Adam Berke | 00:26:50 | |
Adam is the Chief Product Officer of The Predictive Index. He joined PI when the talent optimization leader acquired Charma where he was co-founder and CEO. Previously, Adam was part of the founding team and President/CMO of NextRoll which he helped build from 3 to over 500 employees and $0 to over $200m in revenue. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “The thing that I really found challenging is that as we grew, the expectations evolved from being in that swim lane and focusing on your expertise—and I'm kind of a product minded entrepreneur—to evolving to start to manage teams and then not just manage teams, but manage managers who are managing teams. And that scaling process is pretty unnatural.” “The skillset of being a manager is that just that: it's an actual skillset and it's not just, ‘Oh, you do your regular job and then manage people on the side.’” “The skillset of being a manager is not something that's automatic. It's not something that's necessarily always obvious, and it's a place where software could play a role in guiding people to best practices and guiding them to do the things that would help them be a better manager.” “People want predictability. They want to know that these activities in terms of check-ins and, having one on ones and follow through and commitments and feedback and guidance and clarity on their objectives and priorities… Those are just universal, no matter how or where you work.” “One of our core principles is making best practices automatic. And so taking that mental overhead and friction off of doing the things that you should be doing as a manager. Having to wing it every time and feel like you're kind of entering into a freestyle rap battle, every time you go into a one on one is stressful.” Connect with Adam Website: http://www.predictiveindex.com/perform LinkedIn: https://www.linkedin.com/in/adamberke/ | |||
| 16 May 2024 | #73: The Hidden Power of Being Naive with Joshua Berry | 00:30:40 | |
Joshua Berry is a world-class facilitator of change. As an author, speaker, entrepreneur, and director of Econic, Joshua has spent the last two decades evolving the what, who, and why of Fortune 500 companies and venture-backed startups. Along with his team, Joshua has sparked change in organizations like US Bank, John Deere, Procter & Gamble, Nelnet, Ameritas, Omaha Public Power District, Farm Credit Services of America, and Blue Cross Blue Shield of Nebraska, among others. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “It wasn't until some of the time stubbing my toes in those ways that I started to learn that this intentional desire to maybe not quiet those voices that sometimes came up in my head that others might deem as naive but actually might be coming from a deeper spot within me. Those were the things that actually made me unique and were some of the best ideas that were brought out into the world.” “There was a common pattern that a lot of those leaders told me in the interviews, ‘Uh, this might sound naive, but…”, and then they started to share an interesting idea or business philosophy or whatnot.” “Beliefs are merely a mental model. There are best guesses at how the world works, and until you can understand that, I don't think you can truly appreciate the diversity of another person's view or beliefs and that there's some validity that's coming from that too.” “Most decent organizations will say ‘we put our people first’. Or ‘people are important.’ But it almost always ends up as ‘as long as the business is successful.’ And what I challenge in that chapter, and provide some research and stories around this, is what happens when some organizations actually put the growth of their people even ahead of business growth and those goals.” “When you start to have people that you trust and they start to see, ‘Oh, if I make this decision, that actually hurts what we could do over here and that hurts this other person over here,’ you just create greater alignment in that and eventually you sometimes get business growth that comes out of that too.” Connect with Joshua Book: http://www.daretobenaive.com Website: https://www.econic.co/joshua Website: http://www.joshuaberry.com | |||
| 23 May 2024 | #74: Flipping the Switch to Brain On! with Deb Smolensky | 00:29:41 | |
Deb Smolensky is a #1 best-selling author, speaker, and award-winning thought leader in the area of human performance at work. She serves as NFP’s Global Well-being and Engagement Practice Leader, and for the past 25 years has worked with hundreds of employers, including Fortune 500 companies, developing strategies, programs and practices that empower employees and leaders to lead healthy, productive lives at work through innovative, meaningful, and highly engaging solutions. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “I decided to present to the executive committee on the stress response system. While others in my field at the time I was an accountant started presenting on the general ledgers, the financial journals, and all the leaders really took to it as, ‘Wow, we had no idea.’ I became kind of a stress management expert as I was navigating my career path.” “I like to think of our brain as the computer. I've always looked at what's going on through the lens of ‘I can control my thoughts and my experiences through my brain.’” “Over the years—especially through the pandemic—I've come to really believe that everything hinges on our thoughts and emotions.” “Put whatever you have hardest at the beginning then insert those menial tasks as we go, preserving brain power, which is a finite resource every day.” “Our brain always approaches things as a threat that's going to kill us until proven innocent. So we always show up Brain Off, and the goal is to quickly show up Brain On as as much as we can.” “Companies won't survive if they're not mentally strong now, since most of the work is now human work. Soft skills, power skills, whatever you want to call it. That's what's going to start making and driving whether you're successful or not as a business, as a collective brain.” Connect with Deb Book: https://www.amazon.com/Brain-Fitness-Strategies-Sharpening-Boosting/dp/1637556640/ Website: https://debsmolensky.com/ LinkedIn: https://www.linkedin.com/in/debbiesmolensky/
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| 30 May 2024 | #75: Sales as Business Therapy with Jim Speredelozzi | 00:34:57 | |
Jim currently leads the revenue team for The Predictive Index (PI), a firm focused on the Talent Optimization discipline. Before joining PI, Jim built and ran the velocity sales team at Black Duck Software, an application security company. Jim has been in software sales for longer than he cares to talk about. In his spare time he is raising three children and a cat. When he is allowed out of the house, Jim likes to hike, snowboard and pursue his passion for the Onewheel. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “In sales, you often tend to hire extroverts. And there's nothing wrong with being extroverted, but extroversion does tend to lead to a behavior that looks like talking a lot. And at least in my view, sales is better if there's a mix between listening and talking.” “A lot of salespeople actually come to the table with the exact wrong mindset and belief system. And while they may still get results, they're not as optimal as they could be if they would shift gears.” “It's much like the difference between going to see a therapist and feeling like that therapist is pushing their ideas on you and going to a therapist and feeling like ‘This therapist is listening to me. They're hearing about my concerns. They're letting me do the talking. And together we come up with a plan of attack for whatever problem or challenge I face.’ And so the mindset is becoming ‘I'm not a salesperson, I'm a business therapist.’” “Leaders need to focus on developing mastery, allowing autonomy, and the sense of purpose that comes with being a part of your organization and being on your team or representing your product line. What is that sense of purpose and how do you connect your people to it?” “The 1-to-1 is sacred time for the person being led, the employee. It's their sacred time to be heard, to be listened to, for you to understand what their pain is, for them to communicate up to you what is making their job harder. And then your job is to listen.” “We weren't experiencing anywhere near the level of people quitting because they weren't the right fit for what we were trying to do. Instead we were able to grow a team of nine inside sellers to about 150 inside sellers going from mostly a lead gen team to a team that was generating half of the net new ACV or annual contract value that the company was building.” Connect with Jim LinkedIn: https://www.linkedin.com/in/speredelozzi/ Website: http://www.predictiveindex.com | |||
| 06 Jun 2024 | #76: Leadership Development at Every Level with Jackie Insinger | 00:31:09 | |
Jackie Insinger is a Bestselling Author, Keynote Speaker, and a sought-after Leadership and Team Dynamics Consultant. Jackie combines the science of positive psychology and neuroscience with current global data to simplify the messiness of leadership in today’s complex climate. Always results-focused, Jackie’s programs are designed to measurably impact the leader, their teams, and the company – leveraging soft skills for hard results. Jackie’s signature Spark Brilliance Leadership Accelerator has created a powerful movement in the corporate world, leading to measurable increases in productivity, positivity, performance, belonging, psychological safety, and engagement within an overall enhanced culture. And in turn, a positive ROI to the Company’s bottom line. Top 3 Takeaways
From Our Sponsor Get your copy of the report, “5 critical actions to enable your people leaders to succeed” at http://trypi.com/report. The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “What I always noticed was what are the gaps, right? What are the things that they don't even realize that are missing because they're too busy to figure it out. Most leaders don't even realize what's missing. They're just trying to get through the day.” “If leaders are not trained on how to lead today—if a company has not done a leadership development kind of Up level, upgrade, up skill, iteration, something in the past three years—it's really putting their company at a disadvantage.” “People leaders are the most disengaged of any employee population. And so they're incredibly burned out and the most disengaged and their energy and outlook is contagious.” “All results come through your people. Everything comes through your people, so if you don't effectively and meaningfully lead your people today, it's going to be really hard to get through this time.” “I always say ‘Clarity is kind. Context is key.’ We have to make sure people understand what success looks like here because the only thing that matters is the leader's version of success.” “When leaders develop a trusting, authentically connected relationship with their employees, they see so much better positive, positive influence. They see better outcomes. They see more follow through because of that influence and relationship.” “Leaders also need to up level, upgrade, feel more fulfilled, feel less burned out, feel more committed and energized, and continue to grow. Not just to grow their team, but to grow themselves.” Connect with Jackie Website: https://www.sparkbrilliance.com/ Spark Memos (Newsletter): https://academy.sparkbrilliance.com/spark-memos LinkedIn: https://www.linkedin.com/in/jackieinsinger/ Instagram: https://www.instagram.com/jackieinsinger/ | |||
| 13 Jun 2024 | #77: Meeting Our Motives at Work with Kelly Mackin | 00:31:08 | |
Kelly Mackin is the author of Work Life Well-Lived: The Motives Met Pathway to No-B.S. Well-Being at Work and cofounder and CEO of the Motives Met Platform and Human Needs Assessment which empowers people to create their best work life and workplace. Kellys journey from ill-being to well-being at work ignited her passion and dedication for helping people create health and happiness in their lives through a unique blend of skills. Kelly’s mission is to create a work world where we are human first and well-being is a right, not a privilege. She built Motives Met to achieve the attainable dream of a work life well-lived for all. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “A human work world is one in which our human needs are healthy and ideally thriving at work.” “I grew up really being taught that professionalism equals dehumanization, that we have to shut off those emotions, shut down our needs, put on that workplace armor, as Brené Brown loves to call it, and try to hit the off button on our humanity. When we go to work, that's just not possible. We cannot do that.” “What research has found is that people actually want to show up and be human at work and treat others as human and have those values and virtues that we seem to hold so dear outside of work. That they actually want to bring those to work, but that we feel we can't do that.” “We tend to take a more passive and reactive approach to well-being at work than a proactive or preventative one.” “It is tough because leaders aren't given the time, tools, and resources, as I put it to, to do this well. So you can't expect well-being at work. You can't expect, ‘Oh, go have a people first culture, but we're not going to put any time, resources, dollars, or tools to do it.’ That's just completely unrealistic for everybody.” “These 28 needs really give us a great framework and a picture to understand the building blocks of thriving at work, but we're going to have to focus if we want to optimize our work life and our teams.” “Well-being is messy. It's hard. It's personal. It's multifaceted. It's evolving. We call it the ugly truth because it is. It's not as simple as wrapping it in a little bow and, ‘Oh, you just get to this destination and then you're well at work and then your team is well and performs well at work.’ It's constantly something that's going to evolve.” “Well-being is personal. So you cannot take this one size fits all approach.” “Needs do hold friction with one another like we just talked about. So it's really learning to live in the tension of these needs.” “A really beneficial thing that happens when you do that—when you start to put more of that ownership and accountability and that idea of co-creation with everybody—is that employees and team members have more compassion for you.” Connect with Kelly LinkedIn: https://www.linkedin.com/in/kelly-mackin-52793110/ Instagram: https://www.instagram.com/kellymackin_motivesmet/ Website: http://www.motivesmet.com Work Life Well-Lived (Book): https://amzn.to/3RkZxsW | |||
| 20 Jun 2024 | #78: Getting Unstuck with Erica Anderson Rooney | 00:30:52 | |
Erica is an author, speaker, gender equality crusader, and a C-level leader. With over 15 years of experience in Human Resources, Erica's mission is to bring more women into positions of power and KEEP them there. She is a wife, a mom to two small kids, and a fitness fanatic! She’s also the host of the Glass Ceilings and Sticky Floors podcast and author of a forthcoming book with the same amazing name. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “Staying in toxic relationships, maybe drinking too much wine on a Wednesday, maybe scrolling endlessly through TikTok … all of those things, seemingly innocent sometimes, can really keep you stuck.” “I choose to face my sticky floors, to clean up my sticky floors, so that I can bust through the glass ceilings.” “It's all about taking that sticky floor, recognizing it for what it is, digging deep into that unconscious mind to figure out why do we do the things we do and then pivot that thought.” “The reason I struggled with perfectionism was because I cared so much about what people thought. Why did I care so much about what those people thought? It was because I worried that if they didn't like me, I wasn't worthy.” “We don't have to go from being in this negative space to all rainbows and butterflies and unicorns. You can take a baby step.” "We get caught up in this Instagramable worthy life that everybody who's a leader knows exactly how to be a leader and they make no mistakes.” “We have to get outside of these zones of comfort that we are so used to to truly create those pockets in those environments where people feel comfortable, they feel safe, but they also feel like it's an even playing field.” “What I love about today's workforce being as diverse and complex as it is, is that it is challenging us to really get creative, because we are having to satisfy the boomers and the Gen Zers and the Gen Xers and everyone else in between. It's causing us to really kind of come together as that melting pot that we really are.” “You need to pull all of the leaders together—like the executive team, the senior leadership team, whatever it is—and you need to get them in a room and you need for them to settle in on some core values.” “It's important if you are at the top of the ladder that you lead by example. You don't try to put up a little green screen and be fancy to hide it. Show your real authentic self so that people across the company can do the same.’’ Connect with Erica Website: http://www.ericaandersonrooney.com LinkedIn: https://www.linkedin.com/in/ericarooney Instagram: https://www.instagram.com/ericaandersonrooney Podcast: https://podcasts.apple.com/ca/podcast/glass-ceilings-and-sticky-floors-shatter-limiting/id1619692554
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| 27 Jun 2024 | #79: Why Talent Optimization is a Team Sport with Kristie Pappal and Jodie Cunningham | 00:31:50 | |
About Kristie Pappal Kristie Pappal serves as the Vice President of Human Resources with the Philadelphia Eagles where she provides comprehensive human resources leadership including developing and leading HR strategy and policy, cultivating a positive and productive work environment, engagement and inclusion, internal communications, talent acquisition, employee relations, benefits and wellness, compensation, and organizational development. About Jodie Cunningham Jodie J. Cunningham is the CEO and talent optimization expert at Optimus Talent Partners. As a Predictive Index Certified Partner, she specializes in workforce analytics, helping organizations get the right people in the right roles and grow their exceptional talent. Jodie is also a Talent Strategist and Search Consultant for Kopplin, Kuebler and Wallace, where she provides Human Resources executive placement services for luxury country clubs, golf clubs and resorts throughout the United States. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source(s) Kristie: “One thing every day that I remind myself is that there's 32 opportunities across the NFL. There's certain perceptions—people really do only see what's on the field—but I'm really proud when people join the team and see what a robust business that this sports organization is.” “We talked about having these quick little sessions that were virtual and, and people could sign in from their own computers on their own times to, um, you know, to build that muscle for themselves.” “You need to make sure that people are really prepared and have the tools to lead other people.” “Embracing that crawl, walk, run philosophy of people recognized the value and they started to talk about it and then it built that curiosity and from there. It's opened more departments that have been interested and it's more of a pull that our managers are coming forward and asking for this or they're curious about what this looks like.” Jodie: “HR and talent, no matter what the industry, we all have a lot of the same challenges. And so being able to share best practices from industry to industry is important.” “Managers are craving leadership development. Many times, no matter what industry, managers are promoted because they were great at doing the job, but now their job is to lead people, and they don't necessarily have those tools in their toolbox to be able to do that. Nobody really taught them, or they've never been through a class to learn how to lead. And so being able to use and learn PI as a language, as a basis, as a foundation to start really developing a leadership style to get the most out of the team to be able to achieve the business objectives.” “Half of the building is all about coaching: giving feedback in the moment, positive or constructive, making sure that players understand where they stand in terms of their performance. That happens naturally on that side of the building, but what I often I found as a wow when I joined the NFL is how that doesn't always happen on the business side of the building because those those leaders haven't gained those knowledges and skills and experience to be able to give that feedback in real time, making sure that that we're driving the game for the performance that we're looking for. And so also being able to share that knowledge across the building is an important component of kind of driving that talent optimization.” Connect with Kristie LinkedIn: https://www.linkedin.com/in/kristie-pappal/ Website: https://www.philadelphiaeagles.com/ Eagles Autism Challenge: https://www.eaglesautismchallenge.org/ Connect with Jodie LinkedIn: https://www.linkedin.com/in/optimustalentpartners/ | |||
| 11 Jul 2024 | #80: Learning How to Lead with Relationship with Jason Lauritsen | 00:33:49 | |
A dynamic keynote speaker, Jason Lauritsen is a true thought leader in the world of work and employee engagement who is dedicated to revolutionizing the way we Lead With Relationship™. He fearlessly challenges traditional norms to reshape the employee experience by consistently placing authentic human connection at the heart of leadership. Jason is the author of two books, Unlocking High Performance and Social Gravity. His thought leadership has been featured in Forbes, Fast Company, Talent Management magazine, HR Executive magazine, and SHRM publications. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “Anyone who has friends, family, colleagues that work for someone else probably has heard a story recently about something at work that's not working—a boss that doesn't treat them well, a place that they don't feel valued, where they don't feel like their voice is heard.” “Employees want to be fully engaged, to be leaning in, to be giving their best, to be committed and loyal and all the things we want as employers. They are experiencing work as a relationship, and they need that relationship to be healthy.” “We've had a lot of people that kind of have emotionally and on some level psychologically, disengaged from the organization, but they keep showing up to work. They keep doing just enough.” “A big percentage of how the employee feels about their relationship with work has an awful lot to do with their relationship with you as their manager.” “One of the things that has shifted over the last ten or fifteen years is the importance of the peer-to-peer relationship in impacting engagement. 'How I feel about the work relationship' has actually been on the rise. 'How connected I feel to my peers' is almost as important to my overall engagement satisfaction as my relationship with my manager.” “You can't fix everything. You can't solve all the problems that they're going to be exposed to, but I think it doesn't take away our responsibility to be leaders.” Connect with Jason LinkedIn Profile: https://www.linkedin.com/in/jasonlauritsen Website: http://www.jasonlauritsen.com Better Relationship Better Work (Podcast) Spotify: https://open.spotify.com/show/1BLxdnQMAVDfAImrL3atrD | |||
| 18 Jul 2024 | #81: Coach Yourself to Coach Others with Lisa Kleinhofer | 00:31:42 | |
Lisa is a global leader of executive development, organizational change, and strategic planning. She leads visionary work as an executive in Fortune 100 companies as well as in education, nonprofit, and startups for over 20 years. She is also the founder of Take the Risk Leadership Group, a leadership consulting firm that focuses on helping individuals, teams, and businesses thrive. Her expertise in leadership and her passion for leading change is rooted in her unwavering commitment to make this world better through the tenets of courage, curiosity, vulnerability, respect, diversity, inclusion, and belonging. Lately, she’s been thinking a lot about being middle-aged, and the vulnerability and bravery it takes to create the life of one's dreams. She loves spending time with her young family, taking them around the globe in pursuit of new adventures and to find the best chocolate chip cookie. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “Something I've been exploring a lot is this idea of permission and this idea about whether we’re waiting for permission from others to say yes to ourselves.” “Sometimes we have such limiting beliefs that we don't even go for the thing. We don't even have that conversation. We write something off before we're even there.” “There is this situation sometimes where either we've been at a place for a long time or maybe something changes in our life or they just hit this pivotal point like it's time to make a change.” “It is hard to pause in this world. It is hard. We are expected to make all these decisions all the time, and the world is changing faster than our brains and our bodies are really meant to do this.” “There's something so powerful when we take those moments, especially those pivotal times, we get to know ourselves better. We get to know more. We get more and more in tune with what we want for our lives when we take that time.” “You're in this job where you do this work and you try to rise as fast as you can. You do the best that you can. You get there. ‘Wait a second. Am I, am I still aligned? Am I still doing, do I want to be doing this? Is this going to work for 30 more years for me?’” Connect with Lisa LinkedIn: https://www.linkedin.com/in/lkleinhofer Website: http://www.taketheriskleadership.com | |||
| 25 Jul 2024 | #82: How to Talk About Mental Health at Work with Melissa Doman | 00:33:33 | |
Melissa Doman, MA is an Organizational Psychologist, Former Clinical Mental Health Therapist, & Author of Yes, You Can Talk About Mental Health at Work (Here’s Why And How To Do It Really Well). Melissa works with companies across industries around the globe – including clients like Google, Dow Jones, the Orlando City Soccer Club, Microsoft, Salesforce, Siemens, Estée Lauder, & Janssen. She’s spoken at SXSW and has been featured as a subject matter expert in CNN, Vogue, NPR, the BBC, CNBC, Inc., and in LinkedIn’s 2022 Top 10 Voices on Mental Health. Having lived abroad in South Korea, England, Australia and traveled to 45+ countries, Melissa calls upon her global experiences to inform how she works with companies around the world. She has one core goal: to equip companies, individuals, and leaders to have constructive conversations about mental health, team dynamics, and communication in the workplace. Her work and book aim to accomplish just that. To learn more about Melissa, her work, or the book - please visit www.melissadoman.com. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “We're not trying to create an open playing field or an iron wall. We're trying to create a fence. You decide what you let through. You decide what you don't let through.” “I didn't see anything out there and I was like, people need a guidebook. They need a playbook on how to do this, what to do if it doesn't go well, how to develop the language, the conversational literacy just like a literacy for any, any other skill.” “It is really tough in here. It's really tough out there. And that's not going to change. I'm not trying to be negative. I'm trying to be realistic.” “When you think about intergenerational conversations about mental health at work—that's a doozy—I think that finger pointing is just so unhelpful. And that's what people tend to do really easily because it's, it's easy and it's patterned and that's what different generations do.” “Even though there are more resources than ever and more people are getting help than ever, our global mental health and rates of mental illness are worse than ever.” “When you feel like you have some semblance of control over something, or you have the ability or the self efficacy to be able to develop the skills to be able to handle that, in an uncertain and chaotic world, that should feel like a nice cozy blanket.” Connect with Melissa Website: http://www.melissadoman.com LinkedIn: https://www.linkedin.com/in/melissadoman1 Instagram: https://www.instagram.com/thewanderingmel | |||
| 01 Aug 2024 | #83: Moving People Forward with Intention with Nikki Lewallen Gregory | 00:29:04 | |
Nikki Lewallen Gregory is the Founder and Chief Meaningful Work Officer at PeopleForward Network, a pioneering consultancy dedicated to transforming workplaces through purpose-driven strategies. With a deep-rooted belief in the power of meaningful work, Nikki has cultivated a career centered on aligning organizational goals with individual fulfillment. Under Nikki's visionary leadership, PeopleForward Network has become a beacon for businesses seeking to enhance employee engagement and cultivate thriving workplace cultures. Her approach empowers companies to unlock their full potential by prioritizing people and workplace purpose and strength. The network has experienced fast growth and is currently impacting thousands of leaders with over 1.6 million listens across the network. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “It's like the question I ask every team member before hiring them or regular check ins: ‘What is the why now?’ because that can change over time, but we have to be rooted in the why.” “Life goes so fast. And we all can see seasons in our life where we're like, ‘How is that? Is this year already at this point?’ It just gets faster as you get older and you have to be present. You only get this one shot.” “So you’ve got your mission and vision, and then you've got your values, but then your lived way of being is what I would call a culture code.” “I love the people-first way of showing up. The mentality of ‘people first,’ I love that. It is sometimes overused. People forward is the outcome. We did the work. We are moving people forward through our mentality and the way of showing up. And that is where the name comes from.” “At the end of the day, that person is also going to benefit from you walking them not only out the door but helping them to get to their next place that's a good fit.” “You took the oath that said, ‘I'm here to lead people. I have a responsibility and therefore the first thing is self-awareness and accountability. Am I doing that? Or am I, am I sitting in the seat?’” “I am empathetic to changing 30 years in. Having to do that is hard. A tech change and all the way that we do things on the backend. It's so hard.” Connect with Nikki Website: http://www.peopleforwardnetwork.com | |||
| 08 Aug 2024 | #84: Walking the Path of Purpose with Lyn Wineman | 00:28:09 | |
Few can match Lyn Wineman's passion for marketing or for helping change-makers do more good in the world. As the founder, president, and chief strategist of the full-service advertising agency KidGlov, she has created a space where both of these passions flourish. Lyn’s talented team is known for putting the megaphone in front of those leading positive change. KidGlov earned its Certified B-Corp status in 2021, proof of their commitment to social and environmental excellence. Lyn is also the host of the Agency for Change podcast, yet another forum to amplify the voice of changemakers everywhere. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “When I started my career, Matt, I thought I was going after money, titles, advancement. I wanted to run a company. I was very brash, bold. I worked hard. About 20 years in, I woke up one day and said, this doesn't feel right. It feels hollow.“ “People who have a purpose tend to be happier. Many of us derive our purpose from our work.” “It is, I think, very courageous work to really lean into and and have convictions related to your personal purpose. And if you're a leader or a founder or an owner, your cultural purpose as well.” “I woke up one day and just realized, ‘This isn't good. I am unhappy. I'm on a bad path.’ Like I thought this is what I wanted, but I am experiencing no joy, right? And not only am I experiencing no joy, what I am giving to my family and my friends and even the people I work with during the day is I'm sucking their joy away also, right? This is not where I want to be 20 years from now.” “I am looking for purpose-aligned work, and I'm looking for a culture that supports humans and supports doing that kind of work. That is what KidGlov is all about.” “I think back to the pandemic when the world was crazy and we were all working from home overnight and just trying to figure it out. Like for us and our team, it was so rewarding to know that. ‘Hey, the world's gone a little bit crazy here. But every day I get up, I'm helping kids. I'm helping seniors. I'm helping families. You know, I'm, I'm helping advance the arts.’ It makes coming to work that much more rewarding.” “We have chosen this space because this is the space that we love.” "As we went through the rigorous process and the certification and the verification, We became a better company because it pointed out some areas where we could improve. And now we've just recertified at even a higher score.” Connect with Lyn Website: https://www.kidglov.com LinkedIn: https://www.linkedin.com/in/lynwineman Agency for Change—The Podcast that Inspires: https://kidglov.com/podcasts | |||
| 15 Aug 2024 | #85: Bringing Humanity Back to Business with Drew Fortin | 00:30:20 | |
Drew Fortin is a people-first, values-driven leader with nearly 20 years of growth strategy and team-building experience across retail, marketing technology, local media, and HR tech. He spent eight years at The Predictive Index, where he was Chief Growth Officer responsible for the company's strategy to build the world's first talent optimization platform. Drew is obsessed with the shift that AI, robotics, and web3 have on the employer-employee relationship and the good things it means for humans in the future of work. This led him to found Lever Talent. He is also co-creator and host of "The Lever Show with Drew Fortin." Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “We rarely talk about the human element and every business has some element of a defensive moat internally. How can we actually bring that to life?” “If you think about the essence of business, it predates investor evolution, right? Two individuals sharing goods, sharing value and realizing that, ‘Hey, if I give you this and you give me that, it creates more value in my life than I could ever bring it to myself.’ And in turn, it creates more value in the world than we could ever create individually. That is human.” “If we can continue to help businesses realize that this macro level shift is happening, we can empower more individuals while also helping businesses succeed in this new future and in turn at a really high level, making business more human because that is the differentiator.” “The next big platform shift, which we're on the precipice of right now, is this evolution of AI and ‘What does this mean?’” “As the proliferation of automation and AI takes off, the need for human judgment increases because we have more things that are automated and out there running on their own. So you need more checks and balances. You need humans involved.” “There are examples of tech companies, especially larger ones, saying ‘We're going to mandate that we're going to cut because we're investing in AI. So we're just not going to backfill the positions.’ They almost need to prove that AI is working.” “You have time to plan for the impact that AI is going to have in your business and to plan it in a positive way. And you don't need a strategy right now, today. You need to develop a strategy over the next two to three years so you can start to build.” “The gift of the last platform shift—which is digitization, the ability to create automation—is allowing us to implement technologies internally that can make it so that we can customize the employee experience, tailor it not just to the individual's needs, but to the business needs.” “The imperative today really comes down to ‘What data are we actually collecting? What is our strategy and plan?’” Connect with Drew LinkedIn: https://www.linkedin.com/in/andrewpfortin/ Website: https://levertalent.com | |||
| 22 Aug 2024 | #86: An Authentic Approach to Connecting, Serving and Selling with Sara Murray | 00:34:39 | |
Sara Murray is an advisor, consultant, and speaker working with leaders and sales teams to unlock the untapped potential in their prospecting and business development efforts. With a focus on hospitality, construction, real estate, design, and technology industries, Sara empowers professionals via her virtual and in-person workshops to enhance their communication skills, approach prospecting creatively, and effectively address business needs rather than simply push products. As the host of the popular podcast "Prospecting on Purpose", Sara provides a valuable platform for discussions on prospecting, sales, business strategies, and mindset, leaving listeners with tangible takeaways and increased confidence. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “The real problem is that one of the greatest human fears is a fear of rejection, a fear of failure.” “We're always influencing others, and so if you can be confident in where you're coming from—when you start that—it's going to make everything else more seamless.” “If you approach any type of conversation from a place of authenticity—and that's just really being your authentic self—it’s going to allow other people to be their authentic selves and you're showing you're secure enough in who you are, and that just opens the door for other people to meet you where you're at.” “When I look at values, they can be different based on your different buckets of life.” “How do you want people to feel when they work with you? What are they saying when you're not in the room?” “One of the things that we forget when we show up in a work setting sometimes is that our passions are allowed to be brought into our work.” “If you start to figure out ways you can add value and it does not have to cost money, that's when you're going to see everything shift for you because then the rest of this becomes easy.” “People are telling us how they want to work with us, how they want to be sold to. They're telling us how you communicate with them. It's our job to pay attention and add value.” Connect with Sara Website: http://www.saramurray.com Prospecting on Purpose (podcast): https://www.saramurray.com/podcast LinkedIn: https://www.linkedin.com/in/saramurraysales Instagram: https://www.instagram.com/saramurraysales | |||
| 29 Aug 2024 | #87: Driving Business Results Through DEI and Belonging with Andrew Adeniyi | 00:33:25 | |
Andrew is a first-generation Nigerian American from South Bend, Indiana, and the CEO & Founder of AAA Solutions; a consulting firm that provides workplace culture and Diversity, Equity & Inclusion (DEI) consulting and training services. Andrew obtained his bachelor's degree in Entrepreneurship and Corporate Innovation from the Kelley School of Business at Indiana University Bloomington. He then went on to complete his Master of Science from Michigan State University in Management, Strategy & Leadership. Lastly, Andrew received a certificate in DEI in the Workplace from The Muma College of Business at The University of South Florida. With over 10 years of executive level management experience, Andrew has helped dozens of clients improve their employee engagement and create a sense of belonging within their organizations. Andrew currently resides just outside of Indianapolis, Indiana with his wife and three children. He published his first book titled The Circle of Leadership in the Summer of 2020. The book serves as an entrepreneurial framework on how to create and leverage culture. Andrew released his second book titled The Building Blocks of Belonging in January 2024. The book explores the intersection of workplace culture and DEI. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “We do want to make sure it's fair. We do want to make sure that we have diverse organizations because that helps with innovation and attracting, retaining top talent. The problem is a lot of hiring processes are broken. There's bias that permeates all throughout workplaces, and it leads to cultures that aren't diverse, that aren't inclusive. DEI aims to level that playing field.” “The problem is people didn't take the right steps to really lay a foundation and educate their workforce on why this matters. And I think ultimately they looked back and said, ‘We're not sure we moved the needle with the work that we did.’” “Most of the clients we're working with, they're not contemplating not doing DEI. They're just trying to figure out what's the next level. And I think they're just not as vocal as the people who are against it.” “We want to make sure this work is data-driven and not just emotionally-driven, and that can come in the form of surveys or focus groups. Having a third party come in and provide a fresh perspective or town hall discussions that allow you to just get an overwhelming amount of data to be able to say, ‘All right, what insights do we see here? What themes do we see here?’ And that will help prioritize and narrow down the focus that an organization should have.” “Most organizations have data. The question is, is it good enough data to draw the type of insights we need?” “We spend so much time at work, and to have poor cultures is really just unacceptable from my perspective. That's why I'm so passionate about this work.” “People who don't feel like they belong, they're not going the extra mile. They're not showing up to the optional meetings. They're not going to the optional happy hours. They're not overly communicating in team meetings. They're withholding some of their thoughts. They may visibly look disengaged in team meetings and things like that.” Connect with Andrew Website: https://www.andrewadeniyi.com LinkedIn: https://www.linkedin.com/in/andrewadeniyi/ The Circle of Leadership (book): https://amzn.to/4bWIJQq The Building Blocks of Belonging (book): https://amzn.to/4bWDCzB | |||
| 05 Sep 2024 | #88: How to Make Hybrid Work Productive and Engaging for All with Jenny Moebius | 00:28:45 | |
Jenny Smith Moebius is the SVP and Head of Marketing at Skedda, a global workplace management platform committed to powering great hybrid workplace experiences, where she's also the host of the Heroes of Hybrid Work podcast. Jenny is a top Go-To-Market (GTM) leader in the Greater Boston area, where she has a track record of building powerful brands and categories, generating demand (for both sales- and product-led orgs), and creating energizing mission-driven cultures of belonging in the B2B tech space. Top 3 Takeaways
Subscribe to Matt’s LinkedIn Newsletter Optimal Leadership Tips: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7218638938112933888 From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “My stance is that the hybrid work debate is over, and people really need to start figuring out how to do it right. Instead of grappling over whether we should do it, it's about how to do it so that you continue to engage your people and have a high economic returns.” “If you want to retain your talent, keep your talent happy, and bring in more and better talent, the way to go is hybrid work.” “The energy that I get from the collaboration, the productivity that I get with my team, or just even getting to know them on a more personal level, having lunches and snacks and drinks or whatever it is you want to do… It's, it's totally worth it. And lots of data out there shows that two to three days a week doesn't decrease productivity. The benefits really outweigh the cons.” “The best practice out there is that hybrid work should be made at the team level. And when it is made at the team level, the studies have shown that the amount of talent and diverse talent that you can attract increases.” “Allstate, for instance, adopted a model of team level agreement and job applications rose 23%. But the most interesting part is that there was a 33% increase among women and people of color. So what you were referring to—women, people of color, people with disabilities—hearing that there's more flexibility in where they work, you're going to attract better and more diverse talent.” “Microsoft found that employees who met with their managers in person within the first 90 days were more likely to seek feedback, feel included and trusted by their team, build strong relationships with colleagues, and feel supported when discussing tough issues with their manager.” “Happy employees drive economic return. So this fits right into the talent optimization wheelhouse. Take care of your people, be intentional about it, listen to them, and you should have a pretty good result.” Connect with Jenny LinkedIn: https://www.linkedin.com/in/jennifermoebius Get Your Hybrid Work Score: http://www.skedda.com/grader Heroes of Hybrid Work (podcast): https://www.skedda.com/heroes-of-hybrid-work-podcast | |||
| 12 Sep 2024 | #89: What it Takes to Land Top Talent with Bonnie Dilber | 00:33:25 | |
Bonnie manages the business recruiting team at Zapier, a SaaS company in the automation space. She is also a content creator with over 500k followers across LinkedIn, TikTok and Instagram, and writes two newsletters sharing insights for jobseekers, as well as people in the HR and talent space. She enjoys travel, great food (eating more than cooking), and managing her almost 4-year old's social calendar. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “There's a real disconnect between the jobs that people are applying for and the jobs that are available.” “There's a disproportionate amount of people trying to get into remote work, and so those remote jobs might be like 15 percent of what's posted, but then they're getting over half the applications.” “The largest number of jobs are being created at small businesses. So, companies with fewer than 50 or under a hundred employees, that is where the greatest amount of job creation is happening.” “Two of our just like standard rules is everyone gets a response within seven days. They never go more than seven days without communication. Of course, there's someone that is going to say we missed that for them. It happens. We're human. But for the most part, I would say about 99 percent of people have that experience with us. And it's as simple as that they get a rejection email if it's a no. And we let them know at every step, like where they stand.” “[Generation Z is] pushing more for balance. They're pushing more for, um, You know, workplaces that treat them like humans.” “I think there is this common pattern where every generation kind of says, ‘They don't work as hard as we did’ or that's dealt with it as like a millennial that ‘We were entitled’ and all of that, but I think actually listening and embracing where they are in realizing they actually have a pulse on the future in a much better way than some of your mope seasoned people.” “I think the social media stuff is a really good example of that. 15 years ago, employer branding was getting yourself on one of those lists, like a best place to work list… that was like top notch employer branding. Today it's your people being on social media saying, ‘I love where I work and here's why.’” Connect with Bonnie LinkedIn: https://www.linkedin.com/in/bonnie-dilber Instagram: http://www.instagram.com/bonniedilber | |||
| 19 Sep 2024 | #90: How to Build an Emotionally Intelligent World with Mark Baker and Theran Knighton-Fitt | 00:40:19 | |
Mark is the CEO and Co-Founder of Mygrow. He is an Organisational Psychologist specialising in the development of Emotional Intelligence (EQ) and organisational culture. His work in neuroscience, leadership and behavioural change have made him a sought-after facilitator, coach and speaker and his methods and teachings are being used around the world through Mygrow. Theran is the Chief Humanising Officer of Mygrow. He thinks, writes, and speaks about humans— about our individual and collective potential. He’s an expert in topics and issues involving capitalism, organisational culture, behaviour, values, emotional intelligence, narrative identity, psychology and social science. His personal purpose statement in everything he does professionally is to “Realise Humanity.” Mygrow is on a mission to build an Emotionally Intelligent World by pioneering a new approach to people development and organisational well-being. Leveraging a unique blend of psychology, neuroscience, film and technology, Mygrow is delivering scalable, measureable and sustainable behaviour change causing individuals and organizations to flourish. Top 3 Takeaways
Subscribe to Matt’s LinkedIn Newsletter Optimal Leadership Tips: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7218638938112933888 From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “The research seems to show quite clearly that these are competencies that can be developed. It is classified as an intelligence for a few specific reasons, one of which is that it actually can develop with with age.” (Mark) “I like to think of cognitive intelligence a little bit more like bones. It increases to a certain age and then it gets relatively set where emotional intelligence or the competencies in the domain of EQ seem to be a little bit more pliable based on implementing techniques.” (Mark) “If a system works well, it doesn't mean it will accomplish what it needs to just because the system itself works well. The people themselves can hamper that.” (Theran) “We were chatting with a partner in our network recently who said, ‘Covid wasn't the problem. Covid was just the start of the infection, and we're really beginning to see the organ failure.’ Now that's coming as the result of the infection that spread, and human nature will take the easy way out which is often the maladaptive coping mechanism which is focused on current state.“ (Theran) “Something of a mistake that's being made in the investment that companies are making is they're investing in the fruit and not investing quite as much in the root constructs that will make the fruit possible.” (Mark) “The human side of business is starting to show greater fruit than the systems and processes and bureaucracy that was part of an era that unfortunately is bygone.” (Mark) Connect with Mark and Theran Website: http://www.mygrow.me LinkedIn (Mark): https://www.linkedin.com/in/markbaker-mygrow LinkedIn (Theran): https://www.linkedin.com/in/theranknighton-fitt Human Impact Audit: https://humanimpactaudit.com Leadership Development Strategy Audit: https://meetings.hubspot.com/mark392/leadership-strategy-audit | |||
| 26 Sep 2024 | #91: Doing Good and Being Good with Tammy Day | 00:34:20 | |
For the past twenty years, Tammy Day has helped businesses, organizations, and individuals do more good by connecting people, ideas, and community assets. As an owner of Daycos, Inc., one of a handful of Nebraska B Corps, she knows how to balance profit with purpose and use business as a force for good. A published author in Reclaiming WE: Twenty Everyday Acts to Strengthen the Common Good and Defend Democracy (April 2021) and of Philanthropy for All: A Practical Guide to Doing More Good (November 2023), Tammy continues to share her expertise as a mentor, speaker, writer, and trainer. She lives and works in Norfolk, Nebraska, with her husband Brandon. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “I'm often head down, what's next, let's keep going. And we don't often take time to pause and reflect on what has been, how far we've come, what kinds of things we can celebrate. Once we did that it kind of helped us move on to the next phase.” “When we were figuring out this new path to purpose as a company. We wanted to make sure that one of our tenants was that we put some real solid foundational frameworks around what we were doing, one to hold us accountable to help us have a peer group to learn from, and two to indicate to our stakeholders that this was more about who we are and not a program or a passing thing that we were going to try. It was going to be deeply ingrained in the business in all kinds of ways.” “You're measured in many areas of how you operate: governance, workers, community, environment, and so then you receive a score, and you have to hit a certain threshold in that scoring to be considered a B corp and receive that certification.” “We have 60 people that work for us. What could happen if those 60 people had true ownership?” “To us, this is part of your real work. So we do not ask people to do this on the weekend or in the evenings. They take time out of their day and we account for that when we're resourcing our teams… that people will be spending time on these efforts.” “We are all about this ‘rising tides raise all ships’ mentality. So we wanted to broadly share everything that we're about with the hope of inspiring others, because again I believe that's the way things get better.” Connect with Tammy Website: http://www.tammy-day.com Philanthropy for All (book): https://amzn.to/3z8kBgd Company Website: http://www.daycos.com | |||
| 03 Oct 2024 | #92: How to Foster a Strategic HR Relationship with Alex Seiler | 00:31:26 | |
Alex has 15+ years of global experience in the People/HR space. He has spent time working in different industries and for companies like Citi, NBCUniversal and WeWork, amongst others. His specific expertise has centered on creating, transforming and building out systems that foster an equitable, innovative and inclusive workplace culture. He has been a full-time Chief People Officer & Head of HR (for GHJ and Control Risks respectively) and is currently focused on start-up fractional clients as part of his own business, Alex Seiler LLC and as a founding fractional executive at Blackpoint HR. He is also a start-up advisor in the HR tech space, currently partnering with When Insurance, Kindred Minds, Klaar and ChangeEngine. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. Featured Podcast "Show Up as a Leader with Dr. Rosie Ward": https://drrosieward.com/my-podcast/ From the Source “HR is a strategic partner, so if you're just leveraging them just for administration, you're really missing out on how they can actually help you drive the business, its outcomes and overall company culture and success.” “Underfunding or under-resourcing an HR team brings you back to more of that transactional, reactive type behavior instead of driving that proactive, strategic type behavior.” “More and more, CPOs have left full-time roles and have gone fractional like myself because of things like burnout, too much on their plate, not enough support and not enough resources.” “If you haven't necessarily had the greatest experiences with the people function—or they felt more administrative—if you go to a new organization, make sure to give them a chance especially if you're hearing or seeing things done differently to what you've experienced before.” Connect with Alex LinkedIn: https://www.linkedin.com/in/alexseiler/ Wellness event (10 Oct 2024): https://motivesmet.lpages.co/wmhd-wellbeing-workshop2/ | |||
| 08 Oct 2024 | #BONUS: Empowering Excellence and Maximizing Potential with Genelle Taylor Kumpe | 00:24:22 | |
Genelle Taylor Kumpe has devoted her career to issues that transform our community, empower others and advocate for women and children. Her background in education, entrepreneurship and community service makes her uniquely qualified to serve as CEO of the San Joaquin Valley Manufacturing Alliance (SJVMA) and the CEO of the Fresno Business Council (FBC). Kumpe serves as a spokesperson for SJVMA, leveraging her extensive experience and expertise to advocate for the manufacturing sector in the region. In her role, she focuses on promoting workforce development, industry innovation, and economic growth within the San Joaquin Valley, highlighting the importance of manufacturing to the local and broader economy. Her efforts are crucial in driving collaborative initiatives that support the alliance’s mission to strengthen and expand the manufacturing industry in the area. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “We want to build a really thriving region where businesses can grow and families can flourish.” “Not one person can do everything. Not one organization can do everything, but if we all do a little bit, we can make some really big transformative changes.” “Business people, they are entrepreneurial in spirit. They're solution driven. What more can you ask than to have business people really leading initiatives and being at the table and being that voice?” “We wouldn't be able to be as successful if there weren't those individuals that are around the table that we work with every day: our members, our board members, and then the organizations that collaborate and work on these issues with us as well.” “You have to take a seat at the table, be part of the solution, think beyond your four walls and think about the future.” “Fresno is really emerging as a place where cutting edge manufacturing meets purpose-driven leadership. So through our partnerships with education institutions from community colleges, high schools, we're really building the talent through CTE programs or career technical education.” Connect with Genelle Fresno Business Council: http://www.fresnobc.org San Joaquin Valley Manufacturing Alliance: http://www.sjvma.org | |||
| 10 Oct 2024 | #93: The Essence of Agency and Impact with Mandolen Mull | 00:32:02 | |
Dr. Mandolen Mull is the Founder of MullMentum Consulting, a bespoke leadership development firm. Having held leadership roles in healthcare, property preservation, logistical distribution, and higher education prior to founding her consulting firm and authoring several books, Mandolen brings her hybridised background to personalised leadership development training. Heavily mentored by a stonemason entrepreneur father, and as the (favourite) granddaughter of a USAF Col. and Base Commander, her customised approach resonates with leadership audiences across front-line manufacturing, real-estate developers, entrepreneurs, union Ironworkers, education administration, healthcare executives, private equity board members, and other industries in between. Pint-sized, she packs a powerful array of humor, humility, and heart. Having relearned to walk and talk while earning her Ph.D. in Organisational Development and Change, her resilience is her relatability. True to her robust, polymath background, she also holds an MBA in International Business and a BS in Political Science and Psychology. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. Optimal Leadership Tips Newsletter How workplace assessments can make you a better leader: https://bit.ly/4h0eWtS From the Source “We have employee fatigue happening, so we've got all these different variables happening. And what I fundamentally think it comes down to is that it's really a transactional world that needs to be more transformative.” “I hear so many people say that they feel like they're doing so much but feel like they're not doing enough in the sense of they just aren't collecting their wins.” “I think sadly we've got a lot of isolationist environments. We've got a lot of environments focused on competition and comparison. We reward our employee of the year versus a department of the year or something like that. Our value says ‘We're all about teamwork’, but we reward individualism.” “First and foremost, as leaders, we’ve got to go in and really level with our people letting them know the top three priorities that we're focused on and how to allocate their time on that—making that very demarcated for them—to understand where their efforts need to go. Because that eliminates that role ambiguity, gives them that sense of accomplishment.” “The antidote to these competitive comparison environments is collaboration and championing each other, ाnd I don't think we get to champion each other. I don't think we do that enough. And I think we've got to get so much better about giving each other kudos.” “We're in a finite role, but we're making an infinite impact. Understanding that’s our goal is something that I call ‘generational mentorship’. If we can sit there and think about how ur job is to develop leaders who go on to develop other leaders. Someone took a chance on us, gave us opportunities, where are we then passing that torch forward?” “I really believe my purpose on this earth is to develop leaders who go on to develop other leaders.” Connect with Mandolen LinkedIn: http://www.LinkedIn.com/in/Mandolen Website: https://www.mullmentum.com “Grit for the Pearl” (book): https://amzn.to/3YkuYX1 | |||
| 17 Oct 2024 | #94: The 5 C's of Leadership Capital with Archie L. Jones, Jr. | 00:27:05 | |
Archie L. Jones, Jr. is an accomplished author, educator, speaker, advisor and investor. As the founder and CEO of NxGen COACH Network™ , he draws from his own leadership journey to empower and coach the next generation of global leaders through speaking engagements, workshops, his podcast, and new book, The Treasure You Seek: A Guide to Developing and Leveraging Your Leadership Capital. In this book, available now, Archie shares deeper insights and expertise in leadership capital to coach aspiring and seasoned leaders towards their dreams. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “Leadership capital is the currency, and you're going to invest your leadership capital in other people and they're going to invest their leadership capital in you against an aligned set of goals.” “I had to get creative once I discovered what it was. ‘How do I apply that? How do I turn that into something that I can lean into and leverage?’” “Those of us who are in a leadership position, the expectation is that you're supposed to have all the answers. And to have the humility to say, ‘I don't know’ and to actually then lean into where we're going with connections, lean into the broader team, lean into the collective to bring their experiences, bring their superpowers to bear in that versus trying to solve it on our own or to have to be the one to come up with the answer." “We actually have to work at finding time to get to know the people who we're working with. If you're not careful you can end up in such transactional relationships.” “It's not around trying to sell more, spend less today, but actually get to know each other a little better and know who we are and what our individual goals, ambitions, and missions are so that we can lead.” “Self confidence is not taught. It's built over time.” “So much of the problem with imposter syndrome is you take yourself out of opportunities. No one's even said anything to you yet, right? They made the right decision to put you in the room. Your job is to stay in the room until somebody actually comes and gets you out of the room.” Connect with Archie Website: https://archieljonesjr.com Training Camp for Leaders (podcast): https://archieljonesjr.com/podcast The Treasure You Seek (book): https://amzn.to/3XeiMX6 NxGen COACH Network: http://nxgencoachnetwork.com | |||
| 24 Oct 2024 | #95: Building Your Best Team Ever with David Burkus | 00:32:55 | |
One of the world’s leading business thinkers, David’s forward-thinking ideas and bestselling books are changing how companies approach leadership, teamwork, and collaboration. A skilled researcher and inspiring communicator, Dr. David Burkus is the best-selling author of five books about business and leadership. His books have won multiple awards and have been translated into dozens of languages. Since 2017, David has been ranked multiple times as one of the world’s top business thought leaders. His insights on leadership and teamwork have been featured in the Wall Street Journal, Harvard Business Review, The New York Times, CNN, the BBC, NPR, and CBS This Morning. A former business school professor, David now works with leaders from organizations across all industries, including PepsiCo, Fidelity, Adobe, and NASA. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “All of the easy problems have been solved, and so, yes, we are dealing with information overload when we're talking about one brain, but all that really means is all of our work now requires teamwork and interdependence which is a good thing.” “Most of the time when you have a cross functional team, we speed way too fast into trying to work and not enough time talking about how we're going to work.” “Your high performers want to know what their expectations are, and they want to be held accountable to them, because you can't exceed expectations if you don't know what they are.” “We've all been in those situations where we got really excited to share a crazy idea, and it was shot down immediately. What happened? Well, we didn't share our crazy ideas anymore.” “What you see when you have that sense of prosocial purpose is not only increased with individual motivation, but an increase in people's willingness to put their own agendas aside… Their egos, agendas, they tend to put that aside much more often and put what I like to say, put we over me, take their own agendas and put them subservient to the needs in the agendas of the team.” “Easiest, simplest, fastest thing you can do to hit all three right as a leader is the next time your person is sharing something with you—and you sense that it takes any amount of vulnerability to share that—just say to yourself as they're talking, pause and ask, pause and ask. And then when they're finished talking, don't jump into what you wanted to say. Pause and ask them a follow up question based on what you heard.” Connect with David Website: https://davidburkus.com LinkedIn: https://www.linkedin.com/in/davidburkus Instagram: https://www.instagram.com/davidburkus
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| 31 Oct 2024 | #96: HR Horror Stories (and How to Avoid Them) with Jackie Dube | 00:33:50 | |
Jackie Dube has over two decades of human resources and talent optimization experience. She has dedicated her career to the belief that the heart of any successful business lies in its people. Currently serving as the Chief People Officer at the Predictive Index, she applies a mix of analytical rigor and human centric strategy to build high-impact, high performing teams. She is a staunch advocate for proactive people management focusing on driving results by equipping companies with the tools to attract, retain and develop top talent - all within the framework of an inspiring, fun and vibrant company culture. A graduate from the University of Rhode Island with a B.S. in Human Development and Family Studies, as well as Psychology, she relishes the opportunity to cultivate the full potential of every employee she works with. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “Most confidential searches are usually run through a retained search or some type of recruiting firm. So verify where it's coming from, and if it's coming from a recruiting agency, it's probably an appropriate position that the company is not ready to share certain information.” “Any questions around nationality and age violate the age discrimination and Title VII of the Civil Rights Act. So employers—in the U.S. at least—are not allowed to ask questions or make decisions for the most case on those things.” “We've evolved our process tremendously based on candidate feedback. We always ask for a candidate’s experience with their interview with us.“ “We also have an interview based on our core values. So someone will conduct an interview that's not on the team the person would be joining. That is an interview where they can really find out what it's like to work at the company in addition to the team that they'll be on and really ask all of the cultural questions that they want.” “I say self awareness is one of the most important pieces of leadership. This boss might not realize that they're having an impact on their employee like this, and sometimes just let them know. because they might adjust their style if they do.” “In a lot of these situations, we look for right or wrong, and I don't think that there's really a wrong, but it's more about communication and how intentions can be perceived and perceived differently.” Connect with Jackie Website: http://www.predictiveindex.com LinkedIn: https://www.linkedin.com/in/jackie-dube Become Your CEO’s Most Valuable Partner (report): http://predictiveindex.com/learn | |||
| 07 Nov 2024 | #97: How to Practice Imperfectionism with Oliver Burkeman | 00:31:59 | |
Oliver Burkeman is the author of the New York Times and Sunday Times bestseller Four Thousand Weeks, about embracing limitation and finally getting round to what counts, along with The Antidote: Happiness for People Who Can't Stand Positive Thinking and Help! How to Become Slightly Happier and Get a Bit More Done. For many years he wrote a popular column for the Guardian, 'This Column Will Change Your Life'. In his email newsletter The Imperfectionist, he writes about productivity, mortality, the power of limits and building a meaningful life in an age of distraction. He lives in the North York Moors. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “When it comes to overwhelm, it's about understanding that there will always be more legitimate things, useful things that you could do with your time than you'll be able to do when it comes to not being able to exert total control over how time unfolds that will always elude us as humans, and I'm trying to argue that ultimately this is kind of good news.” “I think we're seeking a kind of control, a kind of sense of security. It could be like freedom from problems, just a sort of state of existence that we're always chasing because we never get to it.” “It kind of honors the actions themselves, right? You launch the business venture or write the novel or whatever it is, because that is a fun and meaningful way to spend a bit of your time on the planet, not so you get to this place where you can finally feel adequate.” “Each of these little perspective shifts then has a chance to just sort of slide under the surface of your life a little bit and make a little tiny change, but in a way that might stick.” “An awful lot of what we do in our lives, if we really ask when we're sort of doing it unconsciously, I think is often to sort of create a kind of emotional buffer so that we don't have to feel the reality that we're in.” “My experience going way back is that there's something wonderful about a fresh start, about the idea that you're just diving into something new, and there's something really kind of aggravating about finishing it.” Connect with Oliver Website: http://www.oliverburkeman.com The Imperfectionist (newsletter): https://www.oliverburkeman.com/the-imperfectionist | |||
| 14 Nov 2024 | #98: Peering Into the Future with Jason Cochran | 00:27:09 | |
Jason Cochran brings a unique blend of business savvy and psychological insight to his work as a business consultant and organizational psychologist with humanworks8. Ranked among the top 10 global thought leaders in HR, culture, and the future of work by Thinkers360, Jason draws on his diverse background and experiences as a psychologist, speaker, and tech co-founder to create healthier connections between people and the work ecosystem. Jason’s unique ability is envisioning new, innovative ways of thinking where he takes complex ideas or strategies and makes them simpler for others to understand, follow through on, and make their best contributions. Frustrated with the shortcomings of failed employee engagement initiatives, Jason created the 4 Principles of Connection®️ framework for employee experience (connecting with self, others, role, and the organization) to create better connected organizations. Top 3 Takeaways
From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “I was always curious about connections between people and work, but then the future aspect of it really kicked in once I had kids, because now it's not just me thinking about ‘What's work going to look like for me?’. Now I'm thinking about it for them.” “Most leaders are extremely gifted and talented at the tactical—the X's and O's, but I think the important thing that happens that we often skip is we skip over the mindset piece.” “Once we hold on to something and believe it's true, it's really hard to convince us otherwise.” “You have to start with mindset, and you have to start thinking about it from a values level. And so certainly organizational values, I would highly recommend you have something around it there, but also when supporting people around understanding personal values. That there needs to be things around personal values as well that aligns with that in order to lead to more successful outcomes.” “Half of the Fortune 500 are no longer expected to be in the Fortune 500. So 50 percent turnover in the next four years. This is how quickly change is happening, how rapid it is, and what a large level at which it's happening.” Connect with Jason | |||