Talent Magnet Institute Podcast: Recent Episodes
Talent Magnet Institute
The Talent Magnet Institute is committed to developing leaders to succeed in relationships, work, community, and life: we’ll reframe what success means, and you’ll hear the personal stories of successful leaders from around the globe. From the highest of highs to the lowest of lows, every guest has a unique story to tell and insights to bring. Discover how to achieve a new type of success that goes much deeper than profits: culture, talent, and holistic leadership.
On this episode of the Talent Magnet Leadership Podcast Mike is reflecting on his journey with the podcast, what he has learned, and what's next for the Talent Magnet Institute Team. He also talks about the importance of taking pauses, and the impact the podcast has had on its listeners, clients, and its team.
Growth-minded leaders are willing to pause and assess, and then go after what’s most important. These leaders focus on the things that most align to their values, and lead them closer to where they want to go. In order to do this, leaders also have to learn how to say no. [00:54]
Mike gives a brief recap of all past episodes, and the impact they have had on listeners. The episodes and conversations have helped people connect and let them know that they are not alone in their leadership journey. [2:11]
Saying ‘I quit’ does not have to be negative. Quitting can open doors of opportunity that you would not have had otherwise. [6:27]
Mike talks about the various leadership courses that are available on the Talent Magnet Institute website. [8:23]
The world is changing and that is inevitable and uncontrollable. However, leaders can control how they invest and develop themselves to adapt to these changes and successfully harness the opportunities that come their way. [9:27]
“We're going to put 100% of our focus on our community and direct our time and effort on serving alongside those in our community and those clients and members who rely on us,” Mike begins. “The last couple of years have taught us that we all need support, we need guidance, and we need to be proactive in the trenches,” he adds. [10:32]
In his closing remarks, Mike thanks everyone who has been a part of the podcast from the beginning, and shares where listeners can go to access the free leadership courses. [13:28]
Resources Mike Sipple Jr. | LinkedIn | Twitter Talent Magnet Institute
On this episode of the Talent Magnet Institute Podcast Mike explores true leadership in light of the Great Resignation. He also discusses the Great Realization, and how leaders can use these principles to improve their leadership as well as create better environments for their employees.
Mike posits that the Great Resignation is happening because of the Great Realization: people are taking stock of their lives and realizing that where they are is not where they wanted to be. They are changing jobs, and resigning because they're prioritizing their life goals, their families, and their careers. [2:39]
If you influence people, you're a leader, and as a leader, people are watching how you respond to situations and problems. The pandemic has made this very clear, Mike says. The Great Realization has made us think critically about what we want to be doing, and who we want to be doing it with. We don’t want to work with leaders who aren't responsive and proactive. [6:43]
Mike talks about research papers on the Economic Drought from EMSI and The Global Workforce. Research has found that there are fewer people in the workforce now than years ago, and fewer people are looking for traditional full-time jobs. [8:10]
Leaders nowadays - and especially in the future - need to be more compassionate, empathetic, and patient now. They also need to be more focused on their professional development. If you do not develop yourself as a leader, you cannot develop others. You need to recruit employees and build a pipeline, but most importantly, you need to create a culture where people want to work with you, and furthermore, stay with you. [13:55]
Leadership is a privilege and leaders must view it as such. You have the opportunity to help others realize their full potential and become their best selves. Be proactive when it comes to talent development. Create an environment where employees are valued and supported, not one where everything is a competition. Create fair and inclusive environments that invite people to bring their whole selves to work. [16:55]
Mike talks about the course on the Talent Magnet Institute's website that he created, that helps individuals better their leadership skills. [22:10]
At the Talent Magnet Institute, the goal is to build employers who create organizations that encourage their employees to bring their authentic selves. [26:06]
Mike's closing remarks are an encouragement to leaders to become more proactive, never give up, and make use of the tools and resources available out there to become the best leader they can be. [30:09]
Resources Mike Sipple Jr. | LinkedIn | Twitter EMSI State of the Global Workplace Report The Leadership Basics
Can we create effective leaders with AI? Carolyn Peer and Mike Sipple Jr. share the answer on this episode of the Talent Magnet Leadership Podcast. Carolyn is the CEO and co-founder of Humaxa, and an award-winning human capital management industry luminary. She uses Humaxa - a machine learning-powered employee engagement and performance platform - to connect feedback with actions, through meaningful AI conversations. Carolyn and Mike explore what Humaxa can do for companies and why it is a tool for the future, in this intriguing conversation.
Humaxa functions like a helpful assistant, that helps solve problems within the workforce and empowers employees. The program gathers workforce data via anonymous conversations, and immediately offers solutions to the individual who's talking to Humaxa. It's main function is to reduce the time taken for an employee to receive feedback, to zero. [3:22]
"A lot of the research that we did before building anything, was looking at how willing people would be to communicate with a computer," Carolyn stresses. What she found was that people were more willing to communicate with a computer because of the level of anonymity, and because they didn't feel judged whilst voicing their opinions. She and her company used that concept to empower both the employee and the employer. [5:54]
Humaxa works as an early detection system, and lets leaders know when there are problems that need to be addressed, such as employees feeling like their voices are not being heard. Humaxa fills those gaps by offering strategies based on what the program deems the best solution, and what each individual wants and needs at that particular time. [10:03]
Humaxa anonymously alerts managers when something isn't quite right within the organization. This opens up an opportunity for a conversation on what issues at that time need to be addressed. Even if a conversation doesn't happen, the manager is still aware that something is wrong. "Being able to have those live anonymous conversations with employees based on how they feel is a way to really get into the root cause; not just how they feel but why," Carolyn expresses. [14:19]
Humaxa allows leaders to organize their teams however they desire. The one thing Carolyn cautions leaders against, is having too many matrix teams. "As long as there are at least eight people in a group, the data is anonymized and you can look at the detailed analysis for just that team," she adds. [20:26]
The long feedback process of employee surveys prompted Carolyn to come up with a solution that was more immediate, more meaningful for the workforce, and that would also benefit the company. This is why she created Humaxa. [21:38]
Employees have most of the answers as they are the individuals who deal with the customers the most and converse with each other the most. Leaders need to be able to respond faster, quicker, more efficiently and validate that they are listening. [25:22]
Carolyn's closing remarks are a reminder that Humaxa is not a replacement for manager-to-employee communication, but rather simply a tool to augment those conversations so that managers and employees know what to talk about, and how to get ahead of any problem that may be brewing. [26:54]
Resources Mike Sipple Jr. | LinkedIn
Carolyn Peer | LinkedIn | Twitter Humaxa
How do we define happiness? Vanessa King and Mike Sipple Jr. share the answer on this episode of the Talent Magnet Leadership Podcast. Vanessa is a writer, speaker, and leadership and organization development consultant. She is also Director of The Change Space, and a board member of Action for Happiness. Vanessa and Mike explore the true meaning of happiness, how leaders can nurture it at work, and how organizations can build a better and brighter future for upcoming professionals.
Leaders have to think about happiness as not just a word but as an action. Happiness has two parts: joy and euphoria, and accomplishing challenging goals. “Happiness is focused on the things that are within our control, whether individually, collectively or systematically to shift and change,” Vanessa says. [3:26]
COVID has made it easier for organizations to have conversations about happiness. It has also allowed individuals to have more human interactions as people move into a hybrid work environment. [7:30]
When a leader takes the time to ask after an employee’s wellbeing, it builds trust between leaders and the team. This trust lets people feel safe enough to bring their whole selves to work. “It's about these tiny micro human connections,” Vanessa insists. Human beings need to feel good to function well and bringing these tiny interactions in the workplace can ensure that. [10:47]
While working from home is convenient for a lot of people, it has also taken away the boundaries between work and the rest of their lives. It’s not so much about finding a work-life balance because your work is a part of your life, but more so getting a life balance which work is a large part of, Vanessa and Mike agree. [15:30]
Help others become great, but not in the way that you become a pathway to success. Also, ensure that it isn’t going to undermine your own performance or sustainability. [20:12]
“The difference between a good day at work and the worst day at work is a sense of progress,” Vanessa remarks. It’s micro progress that matters: leaders should help their employees feel a small scale of progress that builds up rather than just having one goal. Micro progress is also about cultivating a sense of control and autonomy in people so that they have some choice and freedom about how they do their jobs. [21:20]
Self-compassion is one of the keys to living a happy life. Some other steps are recognizing that no one is perfect, and turning your internal critic into a wise coach. Acknowledge when you make mistakes and do better the next time. [24:12]
When you do helpful things for other people, it makes them feel good, and it also activates the reward centers in your brain which makes you happier. [29:50]
Organizations should be designed to support the growth of their employees and bring the best out of their teams. [31:41]
Resources Mike Sipple Jr. | LinkedIn
Vanessa King | LinkedIn | Twitter The Change Space Action for Happiness 10 Keys To Happier Living
What truly qualifies an employee? John Baldino and Mike Sipple Jr. share the answer on this episode of the Talent Magnet Leadership Podcast. John is the CEO and founder of Humareso, an HR consulting company. He has spent over 25 years in the field of HR. John and Mike explore hiring, the reasons leaders are having difficulty acquiring and holding onto talent, and what they need to do better to be able to attract talent in a genuine way.
The changes of the past year required business leaders to refocus. John remarks that now more than ever you need to be focused on truth. Be concerned about what's happening in the world and in your employees' lives. Take into account everyone's perspectives, experiences and their own truths, and let that inform the decisions you make as a leader. [1:53]
"If you sit in that sort of spot where you have such a large stand of control and influence, start with small," John advises. Start at your management level, and discuss any decisions you plan to make with them first. Share your reasoning and then listen for responses. It's important to have these discussions before making any decisions because your team will see perspectives and ideas you might not. [9:10]
John cautions against making compensation be the main incentive for holding on to talent. While there is a talent shortage, just because you are paying your employees more, it doesn't mean that they are the right fit for the job. Also, the talent market may not be sustainable in the future. Be wise about compensation and do it in such a way that your employees are not bound to a base compensation for life should there be a market correction. [12:20]
When it comes to the employee life cycle, it's important to think critically about the roles that need to be filled. Analyze the job description that you are putting out and whether the major requirements are truly necessary. Performance management is usually poor within organizations because the HR departments are measuring against what they do not have. This ends up causing employees to leave, and at a fast rate. [14:40]
The problem with modern job descriptions is that leaders are unaware or unsure of the audience they are posting to. The majority of times their qualifications are very exclusive, and that is why they end up struggling in their equity and inclusion objectives. Many roles within organizations are not given based on qualifications but on leaders' comfort, and John challenges that. [17:10]
The amount of years a person has at a particular job or position does not mean they have a defined skill. An assessment of someone's resume can't tell you how their skills will be utilized at work. The interview process is the perfect medium to facilitate this. "I need to be able to ask you behavioral and or situational questions and let you unpack how you would apply certain things," John says. [22:27]
Inclusion is the one of the most important pieces to making sure employees are cared for in their workplaces. Beyond that however, is the concept of what John calls the 'cultural fabric.' "How do we have the thread of this new person weave into the tapestry that has been created to this point," is a stunning analogy that John uses to describe the better way to approach diversity and inclusion within organizations. [27:22]
Companies need to make a conscious effort to train their managers how to be inclusive. They have to be trained on a daily basis on how to communicate with, edify, and uplift their employees. It's not about discipline anymore but about corrective action. [30:20]
When you can give your team the truthful perspective that you're committed to their growth, there won't be enough money that someone can offer them that will make them want to leave. [34:28]
Resources Mike Sipple Jr. | LinkedIn
John Baldino | LinkedIn | Twitter Humareso
There are so many intersections between conducting an orchestra and leading a business. Raphael Hoensbroech and Daniel Wachter delve into some of them in this episode of the Talent Magnet Leadership Podcast. Raphael is the Artistic Director and Managing Director of the Konzerthaus Dortmund, one of the leading concert halls in Europe. He has also spent eight years at the Boston Consulting Group where he worked as a management consultant, giving him invaluable insight into the corporate world. Raphael and Daniel have an intriguing conversation where they explore the bridges between orchestra and business, leading in the now and anticipating for the future, and what lessons leaders can gain from conductors.
Inexperienced leaders often do not think of the entire group. "In order to lead, you have to be a part of the future," Raphael shares with listeners. Leaders need to work in the three time zones: what is about to come, what will come, and what has come. [4:17]
For first time conductors, it is better to take only one decision at a time. The moment the conductor has this decision in mind, the orchestra is already following. "If the inner idea is clear then your expression follows almost automatically," Raphael remarks. Conversely, if there is no clear idea or goal then there is nothing to follow, and you are simply managing a process. [5:55]
There are people who have come out of their teams and ended up in leadership positions. They grow from the inside into a leader. They need to be mindful not to spend so much time micromanaging, that they miss the leading part of the job. [10:06]
New leaders often think that good leaders should mirror other good leaders. This isn't truly the case. It's much more about finding your leadership personality and living that personality because it is that makes people follow you. "It's not your ability to perform leadership situations or leadership tasks, but it's much more that they at first follow your personality," Raphael explains. [14:21]
Find the right balance between working in the system and working on the system. Working in the system is how detailed or directive the conductor gets about how exactly a musician should perform a piece. Working on the system is orchestrating the totality of different instruments and musicians playing in the orchestra. In the business world , this means that leaders should have a balance in how much they manage and direct their employees, but also how much they trust them to do their jobs without having to oversee everything they do. [17:25]
Make music instead of playing notes. If you only stick to playing notes as a musician, you're only operating on a management level. The goal of a conductor is to empower people so that they can come into a stage of making music. The goal of business and a conductor is to put the right people at the right place. [21:14]
A mistake is not the worst thing that can happen. When mistakes do occur, first rely on the peer feedback structures in place in your organization. As a leader, you cannot correct every mistake that happens with your employees but you can encourage and help them so that they can avoid making the same mistake in the future. [23:59]
In times of crisis, it's important to look to the future and the opportunities you may have. Go into that scenario with strategic thinking, and take the entire organization with you. Involving your entire team will help you to not get stuck in the crisis, see different perspectives and help your organization in the long run. [28:58]
Resources Daniel Wachter | LinkedIn
Raphael Hoensbroech | LinkedIn | Twitter | Instagram
How does cultural responsiveness play a part in uplifting the leaders of the future? Jenn Kleiber and Mike Sipple Jr share the answer on this episode of the Talent Magnet Leadership Institute Podcast. Jenn is the founder of Pressing Onward, a company that focuses on equipping teachers to be culturally responsive. She is also an author, coach, educational consultant, and the host of the Teaching by Reaching and The Faith Filled Entrepreneur podcasts. Jenn and Mike have an exciting conversation where they explore what it means to be culturally responsive in the field of education, and how teachers can elevate and uplift the next generation of leaders.
Teachers need to be culturally responsive: this means that they need to reach their students with the whole child approach. Students bring different perspectives and experiences, and teachers should consider this in structuring their classrooms and in how they relate to their students and their families. The ultimate goal of culturally responsive teaching is to move all students - including those who have had a history of struggling, or who are marginalized - to a place of success. [4:12]
Pressing Onwards' has three main types of students as its target audience: students of color, students who are ESL, and students living in generational poverty. One of the main reasons holding these students back is their lack of exposure to successful individuals who grew up with their same experiences. Showing these students life outside of the ones they live can be a powerful tool to broaden their perspectives. [9:10]
The Faith Filled Entrepreneur Podcast was created to give budding entrepreneurs a space and platform where they could share experiences, strategies, ideas, and encouragement. It's a place where Jenn can be open about her faith and be her authentic self. [13:41]
Running a business is a long game. It takes consistency and persistence, especially because you're in the business if serving people. You are growing and scaling, and it may cause burnout because you might not be seeing results immediately. As a leader, you need to go into it with the right mindset, and if you have a team, you need to build an alliance with them and set and explain your goals. Celebrate your wins, build trust, and have patience. [18:02]
Working in your desire zone is important. It is where your skill and passion meet and where you are most productive. Make sure that the individuals and the teams you hire are also working in their desire zones. "If they're doing what they love the majority of the time, they're going to stick with you; they're not going to get burned out as quickly," Jenn adds. [19:45]
Leadership sometimes means letting go. Mike remarks that this problem is seen frequently in family businesses where the only individuals who are successful are the matriarchs or patriarchs. [23:13]
Leaders need to empower and equip their teams so that the company goal can become the common goal. Empowering and equipping them allows your teams to take ownership of the goal you're trying to achieve. Having transparency, giving them the tools they need to achieve their own goals as well, further builds trust and an alliance between you and them. [29:16]
Resources Mike Sipple Jr. | LinkedIn
Jenn Kleiber | LinkedIn | Twitter Pressing Onward Teaching By Reaching Podcast The Faith Filled Entrepreneur Podcast
What is the secret to becoming a great leader? Steve Hess and Don Frericks share the answer on Part 11 of the Extraordinary Leader Series within the Talent Magnet Leadership Podcast. Now retired, Steve was leading at LexisNexis for 34 years. In this fascinating conversation, Steve and Don explore what it means to be a great leader, the traits great leaders possess and how listeners can become great leaders themselves.
It was Steve’s time as a teacher that gave him the foundation to be a leader in the corporate world. When starting in leadership, it's important to start with a small group, or in an area you are familiar with. Also, observe the leaders who are around you and get inspired by them. [4:44]
Steve advises listeners to take the time to learn people's names because it's important to them and makes them feel good. [10:52]
You can learn what not to do from bad leaders, but they also have skills that are good that you may want to emulate. [14:00]
Being introverted does not deter you from being a great leader. Introverts simply need to develop some skills that allow them to communicate easily. You can't have introversion when dealing with clients or customers. "You have to crawl out of that space and become more extroverted," Steve tells Don. You can be an introvert with knowledge on how to converse with clients. You can be quiet with quiet confidence. [17:37]
Steve and Don shift focus to feedback. 360 feedback is so invaluable because it gives rated feedback across various aspects, but also verbatim comments on what you as a leader are doing right, and what you can improve on. [19:14]
Steve talks about the leadership course he attended and meeting his leadership coach Sherry Howard. Having a leadership coach is a great way to become a better leader. It is a great relationship to establish and a way to be completely open with someone about your fears, hopes, and aspirations as a leader. Good leadership coaches help you unpack and understand yourself and give you options to problems that you probably would not have seen. [21:41]
In developing businesses for the future, leaders need to fine tune their skills to suit the remote working world that will exist. Being a great communicator is easier in face-to-face interactions; nonetheless, leaders will have to hone their communications skills for the virtual work environment. Steve is hopeful for an increased focus on leadership because employees need to see their leaders steering the ship, especially after the events of the pandemic. He is also hopeful that businesses will focus on growing leaders in order to properly prepare them for their roles. [30:16]
To accelerate your leadership development, go out and learn more about the business in which you operate. Meet with people and help them grow, interview other leaders on their leadership styles and what they do to become a great leader. [34:26]
Not everyone can be a manager, but you don't have to be in a management position to lead people. Some people are comfortable staying in their own position and growing and learning new things in that position. They can still lead from that vantage point. [38:42]
Resources Don Frericks | LinkedIn
Steve Hess | Facebook LexisNexis
Are leaders unwittingly putting a price on human interaction? James Lenhoff and Mike Sipple Jr share the answer on this episode of the Talent Magnet Leadership Podcast. James is the Director of Mission at Wealthquest and the host of The Rich Life Podcast. He is also the bestselling author of Living a Rich Life. In this exciting conversation, James and Mike dive deep into his role at Wealthquest, the value of teamwork and showing up for employees within your organizations, and why it’s important to nurture the personal relationships you have outside of work.
Before James was the Director of Mission at Wealthquest, he was the President of Wealthquest. He talks about how he acquired his new role and what it means to him. "The vision [of this role] is to be the conduit between all of our team members and the leadership team." [2:26]
Wealthquest's mission is to empower families to live meaningful lives. In order to do that, it requires a team that's engaged in and passionate about that mission, and who aren't afraid of shying away from hard conversations. Wealthquest keeps its employees engaged via standing meetings, team meetings, and in some ways, over communication. "We really don't want people to feel like they didn't hear about something, or they didn't understand what's going on," James adds. Keeping an environment where communication is frequent and normalized, allows for higher employee engagement. [5:08]
Listening to your employees makes the work environment healthier. Leaders should be actively listening to employees’ wants and needs, and establishing a way to deal with conflict when it arises. [9:40]
Companies often make the mistake of trying to squeeze every ounce of productivity out of their employees. Leaders need to establish boundaries instead of assuming that their employees are going to work until the work is done. Establishing boundaries like a strict cut off time for work makes for more rested and more productive employees. [11:11]
"If we are in the service business, we need to exercise serving," James tells Mike. Wealthquest incentivizes this mindset at any possible opportunity and encourages their employees to get engaged in charitable actions. Practicing serving others translates into how they care for clients’ families. [14:27]
James shares why he wrote his book, Living a Rich Life, and his vision for the future of people reading it. A main takeaway while interviewing elderly individuals for the book, is that 'Regret compounds more than money does if we're not careful.' [16:44]
The biggest regret that people in the working world have, is the willingness to sacrifice relationships for money and the willingness to chase the next promotion instead of focusing on the life and family they have. Another major regret James remarks, is when people realize later in life that they have over accumulated when they could've been giving away. James answers both dilemmas with the concept of an Abundance Fund. [18:42]
Relationships are more important and make everything better. They need to be the priority in your life so that you don't miss out on what's happening around you. Give quality over quantity. [22:50]
Resources Mike Sipple Jr. | LinkedIn
James Lenhoff | LinkedIn The Rich Life Podcast Living A Rich Life Wealthquest
Daniel Wachter is the guest host on this episode of the Talent Magnet Leadership Podcast, as part of his series Making Leadership Tangible. Stefani Matsuo is his guest. Stefani is the Concertmaster at the Cincinnati Symphony Orchestra, and also serves as an Adjunct Assistant Professor of Violin at the College-Conservatory of Music at the University of Cincinnati. In this exciting conversation, Stefani and Daniel talk about her role as a concertmaster and how the disciplines related to that role can be translated to leadership in the business world.
Stefani describes what it’s like to be a concertmaster, and what it takes. [3:09]
The partnership between a concertmaster and a conductor can start before the first rehearsal. The concertmaster and conductor can have meetings to discuss the music in advance, as it's being prepared for performance. The conductor's job is to communicate their interpretation of a score through speaking and through their actions, and the concertmaster's job is to interpret the conductor's interpretation and convert that to the orchestra. Concertmasters also have to be able to collaborate with their colleagues on stage and guide dialogue in rehearsals when an interpretation is not clear. [5:26]
In music and the business world, individuals will not always agree. Oftentimes, however, these conflicts and the difficult conversations that ensue, can lead to better outcomes as it allows for people to make suggestions and for new methods and avenues to be applied. Making agreements even when you disagree, and being open-minded are traits all leaders should have. [9:39]
Trust is one of the key principles of leadership. [14:31]
Stefani talks about the many ways concertmasters convey to the orchestra during performances. [15:53]
Successful leaders balance being direct and taking a step back, without being laissez-faire. To scale and to motivate people, you need to give them freedom of action. Leave them the space they need and allow them to have their own interpretation, as long as it still aligns with the framework of the composition. [21:00]
Learning by doing is the best way to get into the leadership mindset. Leaders also learn by reading, listening to podcasts, and picking the brains of other leaders they know personally. [23:56]
Stefani talks about how being a young female concertmaster has impacted her career in the music industry. [27:25]
For young women who are or hope to be in leadership positions, be persistent and know that your skills are important and good. If you're turned down for a job, use that critique and build on it to approach your next job. Use the criticism to strengthen your skillset instead of letting it hinder or discourage you. [31:23]
Resources Daniel Wachter | LinkedIn
Stefani Matsuo | Instagram
Stefanie Krievins is the guest on today’s episode of the Talent Magnet Leadership Podcast. Stefanie is the founder and CEO of Stephanie Krievins & Co, and the host of the Hot Mess Hotline Podcast. She has spent her career helping businesses grow with their teams by combining change management and leadership developing principles. In this exciting conversation, Stefanie and Mike dive deep into change management and what leaders need to do to equip themselves and their employees for change in their organizations.
Leaders need to ask themselves how they can create change, and remain adaptable. Stefanie asks leaders, “Do we have the skills to help our people transition to the next best thing when there's ... no external forces forcing us to change? Can we have better self-management as a team to make that happen?” [2:09]
Companies need one-year or two-year plans at the most in these uncertain times. Break plans into quadrants with important and urgent items in one quadrant, and important but not urgent in another. This is a good strategy that allows for flexibility and adaptability when changes happen in stakeholders’ lives. [5:08]
Leaders need to communicate more to bring their employees along with them into new changes at their organizations. Stefanie discusses the two tools she uses to do so: the Change Curve, and her 7x7x7 Communication plan. [8:59]
Send seven messages, seven times, through seven channels to adequately communicate change. [12:07]
Growth, change, and challenge are three important pillars of employee development. Employees thrive on change and challenge when the work environment is focused on their personal growth, and knowing they are a part of the solution to change, especially when they have trust in their leaders. [14:45]
Vision, results, individuals, teams, and the processes needed to get there are the baseline for company communication. Formal and informal communication are also important. “Don't underestimate the power of popping into somebody's office,” Stefanie remarks. [17:41]
DiSC is helpful for self-awareness and as a way to help people acknowledge their weaknesses. It gives you a better understanding of yourself so you can connect with other people and adapt to their styles. [20:55]
Create an environment where change is welcomed. Leaders should never let their employees get too comfortable because change breeds excitement. This can only work when leaders first establish an environment of trust with employees. [24:30]
A troublemaker in an organization is an individual nobody wants to be around because they cause dissension or stir up trouble for no reason. Alternatively, a pro troublemaker is someone everyone wants to be around. A pro troublemaker has an energy of joy, curiosity and is charismatic. Pro troublemakers are high achievers and do everything that they do with excellence. [27:08]
Stefanie talks about the steps it takes to create pro troublemakers in an organization. [30:53]
A person who is “too” anything - too ambitious, too nice, too helpful - is a person who is here to serve the world. They’ve simply overused their strengths and need help reining back in so that they can be their authentic selves. [32:32]
Leaders are good at defining the vision but skip over getting their employees aligned with what actually needs to happen. [39:01]
Resources Mike Sipple Jr. | LinkedIn | Twitter
Stefanie Krievins | LinkedIn Stefanie Krievins & Co The Change Curve Hot Mess Hotline
Don Frericks is the host on today’s episode of the Extraordinary Leaders Series on the Talent Magnet Leadership Podcast. Don’s guest is Richard Davis, CEO of the Make-A-Wish Foundation, an organization that fulfills the wishes of critically ill children between 2 ½ and 18 years. He has been in the corporate world for over 30 years and has experience in the banking sector. In this exciting conversation, Richard and Don share thoughts and insight on Richard’s career path and the makings of great leaders.
A good leader inspires and informs the way an organization runs. He or she thinks about succession and the skills and traits that would be necessary for the future of their organization. [5:00]
Richard talks about Make-A-Wish with Don. It is a global organization that grants the wishes of children who are critically ill. Richard explains, using an anecdote about one of the children Make-A-Wish has helped, that the organization provides hope and gives the children something to look forward to. It not only gives them memories to hold on to, but their families and friends as well. [6:50]
Richard talks about his childhood and what life was like growing up with his parents. [11:22]
Be open to whatever promotion is out there. “I kept taking lateral positions that were available to me,” Richard shares with Don. “I did it because I wanted to learn...If you build a foundation, you can go so high, but if later in life you want to go higher in the building you'll regret you didn't build a larger, wider foundation,” he adds. Set a direction instead of a goal because goals limit what’s possible. Decide what direction you’re going in and be open to all possibilities. [15:59]
When you set goals you get there fast, but if you’re open to simply going that direction you’re able to see the various options available. Getting to where you want to go quickly as a leader isn’t the goal, neither is getting there the goal. It’s about going in that direction. [18:10]
Being a leader is like being a conductor. Conductors don’t have to play all the instruments, but they know how to get the most beautiful music out of the ones who do. [19:50]
Presuming too much about an employee’s aspirations is a big mistake leaders make. Not everyone within an organization wants to move up in position. Some of them are happy with where they are and just wish to be acknowledged for the work that they do. Learn to ask people how they love what they do instead of presuming that they hate where they are. [23:07]
Organizations cannot read minds and so it is up to you as an individual to figure out and decide what you want to do next. Find a way to let it be known that you’re eager to do something else one day but don’t be pushy. Don’t try to jump ahead of everyone else. This is all part of managing your own career. [25:50]
Leaders decide where to spend their energy. [28:02]
Good leaders have intellectual skill and the ability to be thoughtful. They also have EQ, which is the ability to get people within their surroundings to listen. Good leaders are engaged in their environments. [29:24]
We learn to know, we learn to teach, and we learn with the intent to act. Learning to act is part of curiosity which leaders should have. “I don't want to be able to tell people I know it ...I actually want to inform the way I live my life because [of it]. That all kind of comes back to... being curious enough to therefore intend to impact the world you're around,” Richard says. [31:19]
When you’re given permission, you have the inclination to lead. Many people have leadership traits, they just need to have them be brought out. In that same vein, not everyone can be a leader. [36:07]
Richard gives advice on how a person can grow their leadership and accelerate their development as an authentic leader. [36:45]
Resources Don Frericks | LinkedIn
Richard Davis Make-A-Wish Foundation
Today’s guest on the Talent Magnet Leadership Podcast, Jacob Morgan, shares his thoughts on the future of work with host Mike Sipple Jr. Jacob is a best-selling author, futurist, and keynote speaker. He is the founder of the Future of Work University and the co-host of the Be Your Own Boss Podcast. In this must-listen conversation, Jacob dives deep into the future of work and how leaders can shift their mindsets to adapt to the times to better serve their employees and customers.
Many leaders assume the future of work is not something that can be controlled. On the contrary, the future of work is what you make it. Leaders need to ask themselves how they want to build, shape, and design the future they want to see. [2:04]
Jacob talks about what personally drives him. “My goal is to help create organizations where we all want to be a part of, and leaders who we all want to work with and for…” [5:43]
An ego is a dangerous quality for a leader to have. As leaders become more successful, so does their power, status, and wealth. “Your head starts to get a little bit bigger and you feel like your ideas are always the best, that you should be the smartest person on the team, that people shouldn't question you,” Jacob remarks to Mike. This is one of the biggest downfalls for a leader as it keeps them from learning, growing, and seeing opportunities. [7:35]
Growing in your career means maintaining a mindset of curiosity. You have to get out of your comfort zone, and you have to learn how to learn. [9:00]
The most effective thing a leader can do is unlock their employees’ potential. That means you need to understand them as human beings: understanding what your employees care about, what drives and motivates them, will go a long way in making them feel cared for and valued. [10:50]
A leader’s role is to be a guiding light for their organizations and employees. “Your responsibility is to help make other people more successful even if it's more successful than you,” Jacob posits. [11:54]
Jacob and Mike discuss the difference between listening and hearing. Listening is a conscious act while hearing is an unconscious act. People can tell when they’re being listened to. When leaders do the conscious act of listening, they’re letting the person they’re engaging with feel motivated. [14:29]
Listening is a skill that some people are better at than others, but it’s something that we can all develop. All it does is require time and effort. [16:53]
Leaders can motivate their employees by letting them know they’re there to serve them. Make yourself present, available, and approachable. Be okay with being vulnerable and not always having the right answers: this will help your employees see you as someone they can talk to. Practicing empathy is another tool that will also help leaders. [20:40]
Jacob and Mike discuss the steps in becoming empathetic leaders. [22:43]
Resources Mike Sipple Jr | LinkedIn | Twitter
Jacob Morgan | LinkedIn | Twitter | Instagram The Future of Work by Jacob Morgan Future of Work University The BYOB Podcast
Being a great conductor is just like being a great business leader. Today’s guest on the Talent Magnet Leadership Podcast, Louis Langrée, shares this insight with guest host Daniel Wachter. Louis is a conductor and has been the Music Director of the Cincinnati Symphony Orchestra for the past eight years. He has won several awards including the Best Recording of the Year Award at the International Opera Awards, and Best Video Performance at the International Classical Music Awards. In this episode’s conversation, Louis and Daniel talk about his role as a conductor, and how the disciplines in that field can be applied to leadership in business.
Leaders have to create conditions where their employees can be their best, and where energy and talent thrive to build a unique culture. [3:10]
Louis explains that conductors interpret a composer’s work through the prism of their own sensibility and experience. The conductor also takes into account what the composer envisions for their piece. [4:55]
The more you know a score, the more freedom your musicians have. If you’re not sure, you micromanage. It’s the same in business: the more leaders understand and are confident in the bigger picture, the less they will micromanage their employees. [9:14]
Musicians in an orchestra must listen to one another, and tune together. They have to give their best as a collective, and know how to blend and balance with each other. [12:24]
It is arrogant and counterproductive to enter a new environment as a leader with the intention of changing the established culture; even more so if you’re only there temporarily. “You have a limited impact in a short amount of time,” Daniel remarks. [17:36]
Louis talks about the challenges of having to perform without rehearsal with an orchestra. [19:47]
If leaders try to control too much, it’s no longer leading but reacting. [22:19]
Encouragement is the most powerful thing a leader can give to their employees. This can become problematic however, as it can go so far that the leader becomes obsolete. On the other hand, pushing too much can cause your team to become demotivated. [24:47]
Louis talks about staying motivated when you’re not playing in front of an audience. [28:00]
In a business crisis, having a turnaround mindset and using that crisis as a catalyst for change is much more productive than a mindset of resignation. [33:57]
Resources Daniel Wachter | LinkedIn Louis Langrée | Twitter | Instagram
How do we become active allies in our organizations? Today’s guest on the Talent Magnet Leadership Podcast, Julie Kratz, shares the answer with host Mike Sipple Jr. Julie is an Inclusive Leadership Trainer, highly-acclaimed TEDx speaker, the founder of Next Pivot Point, and the host of the Next Pivot Point Podcast. She has spent her career helping women create their winning career game plan. In this must listen conversation, Julie gives valuable insights about why leaders need the skill of active allyship to lead their organizations well.
More leaders are educating themselves on the issue of diversity and are taking active roles in unlearning a lot of the biases they may have had. Organizations are being actively engaged in the work of diversity and inclusion. “The word ‘active ally’ is really important because sometimes if we just show up when it's the flavor of the month, we give the impression that this is a one and done conversation… [and] that we’re not really there for people that experience hardships that are underrepresented in the workplace and marginalized more than others,” Julie remarks. [3:09]
For leaders to put the resources into action and ensure the people they employ feel valued and understood, they need to be including everyone in the conversation. The more people you can bring to the table, the more you can get them to connect and appreciate differences because everyone has a unique experience. [6:22]
For a team to respect and value everything about the people in a room, a great deal of unlearning and unpacking biases needs to occur. Personally reflecting on your own experiences and realizing that a lot of the messages you were raised with were inaccurate is important. From the business perspective, if teams don’t mirror the communities that they serve then they’re going to lose out. [14:07]
Leaders and teams have to do self discovery work to reckon with where they’ve been, where they want to be and why it’s important to the mission of the organization. If you do diversity work without that, you’re doing it without any connection to it, or any emotion behind it. [15:52]
80% of the ally journey is education. People can’t know how to solve a problem if they don’t know what the problem is, or if they don’t know the problem exists. [19:10]
One of the most actionable things you can do when you educate yourself is have a conversation with someone different than you. Listen with curiosity, listen to learn and not with the intent to tell them what they need to do. [20:45]
Leaders need to align people to a purpose in order to create profound impact. This will also create buy-in where they all know what direction they’re going, why they’re growing and who they’re growing with. [23:30]
Conversations about diversity have to be intentional because you can possibly impact someone who’s on the fence. “The patriarchy and the systems that support white supremacy don't work if the people that it was built for don't comply; ... that does mean our individual actions truly do matter, because they set a precedent, they set a model for others to follow,” Julie shares with Mike. [28:15]
As an ally, amplifying the voices of those who are going unheard is one of the best things you can do. [32:10]
Hiring diverse talent but not doing anything to make that talent feel safe or valued is counterproductive. They won’t want to stay, or even take the job. Leaders have to be committed to helping their employees feel valued, included, and that they belong. [34:46]
Creating a future where people feel as if they belong is important now more than ever. [37:00]
Resources Mike Sipple Jr. | LinkedIn | Twitter
Julie Kratz | LinkedIn | Twitter | Instagram Next Pivot Point Next Pivot Point Podcast
What is the link between composition and being a leader? Daniel Wachter’s guest on the Talent Magnet Leadership Podcast, Julia Adolphe, shares the answer in this week’s episode. Julia is a contemporary composer of classical music. She has received numerous awards, including a 2017 ASCAP Young Composer Award. In this must listen conversation Julia dives into the nitty-gritty of music composition and how leaders can apply those concepts in the business world.
Julia introduces herself and gives the audience a brief history of her life and her musical career. [2:29]
A musical score tells a story, but the story it tells, while having an intention, is left open for interpretation. The conductor is in charge of making sure that the story is told, and that each part of the orchestra is playing and communicating together. The conductor is the one with all the information. [4:22]
Art is different for every person, and as a composer, you create a framework and vision, but you allow other musicians to inhabit that world. You let the music speak for itself, instead of being overly instructive. [7:05]
If a musician has feedback for another musician within that orchestra the concerns are brought to the conductor. This same structure exists in business. The leader must be given the opportunity to lead and mitigate any issues, or hear any feedback. [12:38]
Never assume to know everything there is to be known about your own piece, despite being the person to compose it. Don't assume to have all the best answers for what's right for your work. You have to let go, whether as a composer or a business leader and allow people to perform your work, or tackle the tasks you've given them, in ways that work for them as long as the end result meets the goal. [14:38]
Allow space for feedback. "No matter how many years of experience you have, someone playing the violin is going to know more [about how the music flows for them] than someone playing the tuba," Julia remarks. Leaders must allow for this same type of feedback in business. [17:20]
When composing for instruments that she has never played before, Julia stresses that the main key is listening. [19:45]
Julia talks about how the 'magical sound of an orchestra' matters to what she composes. [22:20]
In adding new people to startup businesses, get honest about what your strengths and weaknesses are. Be open to collaboration and leave room for interpretation so that people can perform in their own ways. Open and honest feedback should be encouraged and nurtured. [25:14]
Orchestras are being forced to create online content, and Julia credits this as a boon as it allows for more diverse ways to consume the arts. Going digital and having content online breaks down barriers of accessibility.
Resources Daniel Wachter | LinkedIn | Twitter
Julia Adolphe | Instagram | Twitter
How do we get right within, in our workplaces? This week’s guest on the Talent Magnet Leadership Podcast, Minda Harts, shares the answer with guest host Wendy Dailey this week. Minda is an author, speaker and thought-leader. She has given various talks and seminars on leadership, diversity and entrepreneurship, and advancing women of color. In 2018, she was named one of 25 Emerging Innovators by American Express. In this must listen conversation, she dives into her new book Right Within, and shares how employers and managers can make the workplace safer for marginalized employees.
Minda gives a recap on her previous book, The Memo, and why she wrote it. “I just didn't see myself represented in a lot of the career books that were being put out there. I really wanted to be able to put something out there where we can talk about our stories and not only affirm ourselves, but then share ways that our colleagues and counterparts and allies could also be part of making the workplace better than we found it.” [2:49]
Minda’s new book, Right Within, came from talking to different women and thinking back on her own past experiences of racialized trauma in the workplace. [4:55]
Right Within is written with women of color in mind. She wants to shed light on the racial discrimination that happens in the workplace, and the traumas that come with it. The book is also an opportunity for managers to create psychological safety inside their organizations and commit to equitable practices. [7:40]
Minda’s goal is that after people read Right Within, they’ll be more willing to take steps toward equity. People of color reading it will have the tools they need to assert themselves and their boundaries, and have conversations about what is acceptable for them in their work environment. [9:50]
The true problem with bias is unchecked bias, as opposed to unconscious and conscious bias. Too many people are walking around with biases and no one is doing anything about them, or holding them accountable for them. [10:29]
Writing about the racial trauma she experienced in the workplace allowed Minda to tell her truth so that others could understand the harm that can be caused. It was also healing because it allowed her to give voice to the issues that she had downplayed. [12:36]
That leaders are more courageous, and are more willing to do the work in order to have equity in their organizations, excites Minda greatly. Reaching that equity goal however, means that leaders have to engage in bystander intervention, and commit stand against inappropriate behaviour in their work environments. [17:06]
Managers and leaders have to be committed to equity and equitable practices so that everyone on their teams is invested in and supported. It has to be mandatory and not something managers can opt into. Equity has to be normalized, part of the overall process, and part of the entire organization. [20:57]
Resources Wendy Dailey | LinkedIn | Twitter
Minda Harts | LinkedIn | Twitter | Instagram Right Within The Memo
Why is the candidate experience so important? Mike Sipple Jr’s guest on the Talent Magnet Leadership Podcast, Kevin Grossman, shares the answer in this week’s episode. Kevin is the current President and Board Member at The Talent Board. He is a certified Talent Acquisition Strategist, and a Human Capital Strategist with over twenty years experience. In this must listen conversation, Kevin dives deep with Mike into why leaders should care about candidate experience, and the impact it has on our organizations.
Kevin shares that The Talent Board was created to carry out survey research on companies’ performance and give them awards based on their ratings. It’s also about getting benchmark data for them to understand what their strengths and weaknesses are based on the feedback from candidates who were not hired. [1:36]
There are four key metrics that make up Kevin’s audit: the overall rating from candidates, how likely candidates are to apply again, how likely they are to refer the company to others, and what kind of relationship the candidates intend to have with the company going forward. “Application finalists are willing to refer if they perceive everything was fair and they have positive sentiment,” Kevin tells Mike. [5:12]
Leaders should focus on creating positive and fair experiences for candidates during the application process, including communicating feedback to finalists who are rejected. This contributes to higher positive ratings. [9:25]
Leaders need to take candidate experience seriously because many candidates become future clients depending on how we made them feel, and how we treated them. [16:27]
As our businesses and organizations grow, we need to scale and invest in automation. During the application process this means that we need to have a system to quickly sift out applicants who don’t fit the criteria of what we’re looking for. [17:34]
The candidate resentment rate, where candidates express no desire to work with a particular employer again due to a poor experience, plummeted in 2020. Kevin shares that this was due to employers and companies being pushed into a forced level of transparency. This transparency, coupled with continuous empathetic communication, garnered sympathy from candidates. [20:20]
Kevin shares tips and recommendations for companies navigating through lots of negative feedback. [27:03]
As leaders, we need to invest the same effort and time, and thoughtful communication into our employees as we do our customers, as well as those who aren't our employees who will experience our brand in some way in the future. [30:01]
Resources Mike Sipple Jr. | LinkedIn | Twitter
Kevin Grossman | LinkedIn | Twitter Talent Board
Why do we need innovative disruption? Mike Sipple Jr’s guest on the Talent Magnet Leadership Podcast, Maggie Nichols, dives deep into this topic in this week’s episode. Maggie is the CEO and President of Eureka! Ranch. She also leads the team at The Innovation Engineering Institute and helps C-level executives around the world guide their employees through innovation. This is a must listen conversation where Maggie explains the need for innovative disruption in our organizations, and creating a culture of trust where leaders allow employees to lead their own projects.
Disruptive innovation is anything that wreaks havoc in a place - especially in a new market - and changes the current way of operating. It shakes things up, and that may either excite or terrify you. Disruptive innovation is what’s needed to make a change in today’s society. [2:19]
What are we doing as leaders to bring value to our customers and impact their lives? What are we doing that has never been done before? Disruption in innovation has to be purposeful disruption. [3:33]
The real challenge of disruption is making it happen. The work that is going to make a maximum impact is fixing the system in which you work. To allow for disruption, leaders need to create the energy source for change. Maggie shares the secret trick to making this happen. [6:02]
Maggie dives deep into the three ingredients for cultivating a culture that’s both learning and innovation based. [7:41]
In order to create change, we need a reason for change. We need cool ideas to give us a reason to ‘walk the talk’. [10:33]
Give some direction about where you want the conversation to go in a brainstorming event with your team. Open the floodgates but channel it correctly, and you’ll get many amazing ideas. [11:55]
When an employee says they have an idea, do they know what to do next? If you can’t answer that question, or five different employees give five different answers, you don’t have a system for ideas. You may be unintentionally squashing innovation that could really help your business. [15:26]
The best job of a leader is to identify “death threats”. These are the hindrances to company projects, and the issues that will “kill” the projects so to speak. Rather than solving these issues for their employees, leaders should be good at identifying these issues and giving the reins to employees to come up with ways to resolve those issues themselves. [18:40]
Maggie helps Mike understand the six types of employee stimuli. [23:35]
To make a real idea happen, we need collaboration. Collaboration through diversity is an exponential lift for the business because it allows for a multitude of different perspectives. The more diverse, the better. [29:46]
Resources Mike Sipple Jr. | LinkedIn | Twitter
Maggie Nichols | LinkedIn | Twitter Eureka! Ranch
What is the ‘three word concept’ and how can it impact your leadership? Mike Sipple Jr’s guest on the Talent Magnet Leadership Podcast, Lisa Thal, dives deep into this topic in this week’s episode. Lisa is a sales and marketing speaker and the General Sales Manager of Hubbard Cincinnati. She is also the author of Three Word Meetings and the Host of The Three Word Podcast. This is a must listen conversation where Lisa shares how the ‘three word concept’ has transformed her leadership, and how it can change your life as well.
About 50% of sales meetings are a waste of time, mainly because leaders aren’t taught how to do them well. If your meeting doesn’t have a clear message, with clear meaning, it ends up costing your team productivity and ultimately, money. [1:53]
Lisa recounts how the Three Word Meetings concept was created. Simply using three words to summarize your team’s needs is very effective. Her own team has reaped the benefits. “If I decided to cancel a meeting, they’re like ‘What's the three words Lisa? We might not need all your other stuff, but we need to know what your three words are,’” she says. [3:45]
The first step in implementing the Three Word strategy is identifying the team’s needs. This helps you to structure your meetings: now you know what direction you need to take, and how to drive action within your team. Come up with the three words for your meetings based on the team’s needs. Begin and end your meeting with these three words so that your team members can leave with the most actionable thing you need them to do. [6:32]
The pandemic shifted Lisa’s sales meetings from presentation to conversation. It’s a philosophy more leaders should adopt, she advises. People want to talk about what’s going on in the business. [13:52]
When we have diversity in our teams, we uncover different ideas and that creates a much stronger company. [17:34]
Leaders can listen and ask questions, but they can’t fix everything for their employees. Allow employees to ask the right questions so they can discover solutions to their issues themselves. [18:18]
When you’re doing a presentation, aim to understand the type of personalities you’re presenting to and their learning styles. [20:33]
Your job as a leader is to develop talent. If you can say down the line that your team is better than it was in the beginning, you’ve done your job. [22:22]
Leadership is not a destination; it’s a journey. [24:30]
Lisa shares her three-step formula to leading more effectively. [26:46]
We need to structure our meetings around needs and communication, as shared in the three-step process. This will help us as leaders to simplify our meetings. [32:00]
Resources Mike Sipple Jr. | LinkedIn | Twitter
Lisa Thal | LinkedIn | Twitter Three Word Meetings The Three Word Podcast
Mike Sipple Jr's guest on this episode of the Talent Magnet Leadership Podcast is Dave Ulrich, ‘The Father of Modern HR’. Dave is a university professor at The Ross School of Business and the co-founder of The RBL Group. A renowned author and speaker, he is also a Thought Partner on Leadership and Organization. In this episode, he and Mike talk about becoming great leaders by embracing change.
To create an environment that allows people to bring their whole selves to the workplace, we have to focus on relationships. [1:40]
People want three things at work: to belong, to become, and to believe. Employees want to feel a sense of purpose and fulfillment, they want to learn and grow, and they want to be connected to a community. These three elements are the foundation of a positive employee experience. When we connect the metrics of belief, belonging, and becoming we create an environment where people can thrive. [5:20]
The nature of becoming is change. "To become is to learn to experiment, to get out of my comfort zone, to not be afraid of failure, to relish the opportunity to fail, to continuously improve,” Dave shares with Mike. [9:01]
Dave gives valuable insights about incorporating diversity, equity, and inclusion into the workplace in phases. The first phase is through affirmative action; phase two is incorporating diversity and inclusion into HR programs which would include unconscious bias training, and phase three is succession planning with diversity. The strategy is to innovate through diversity. [14:24]
Leaders must look at leadership as a way to empower others. The job of a leader is not to exercise power but to share the power that they have and empower employees to reach their fullest potential. [16:34]
Creating an open environment means learning and growing from each other. “One of the most powerful opportunities is to start conversations and to share and create safe spaces,” Dave says. It is a journey and not an event: this is a heart change and a heart change takes a long time. [21:00]
Personalized leadership is how we show care, and the more we do this, the more we help unlock our employees’ full potential. This is the type of leadership that changes organizations, hearts, and behaviors. [24:17]
HR leaders should be asking employees how they feel, what their experience that day was like, and what they did that day that helped a customer have a better experience. [27:49]
Resources Dave Ulrich | LinkedIn | Twitter The RBL Group
Mike Sipple Jr's guest on this episode of the Talent Magnet Institute Podcast is Teresa Quinlan. Teresa is the founder of IQ+EQ=TQ. As an author, executive coach, and podcast host, Teresa is an advocate for exceptional performance. She believes that it’s our personal responsibility to use our talents to reach our highest potential. In this episode, Teresa and Mike are talking about the importance of emotional intelligence in the workplace, in order to be the leaders our employees need us to be.
Teresa talks about what motivated her to start IQ+EQ=TQ. [1:46]
Leaders must care about their employees. Emotional self-awareness is key: we have to be aware of our own emotions, and how they're impacting us, so we can understand others. We also need empathy and being able to understand where people are coming from. [4:05]
Identifying gaps in team engagement is twofold. The first part is that employees have to take responsibility for their emotional well-being. The other part is leadership excellence. Leaders need to hold their employees accountable up to the behavioral standards that are set. Failure to address toxic work behavior will cause those behaviors to continue to grow and disrupt the productivity of the organization. [7:18]
Teresa tells Mike about the self-awareness assessment tools she uses with leaders. [10:43]
Authenticity commands esteem. When leaders bring their authentic selves to work, it builds trust between them and their employees. [14:48]
The pandemic brought to light how much our emotions impact our performance. One of the main challenges going forward is that the 'Wellness' initiatives many companies are adopting aren't the right kinds of initiatives. To make their workplaces better, leaders need to model active communication with their employees. [19:21]
We need to be aware of our employees as leaders. We need to be able to pick up on changed behavior and act accordingly. "When our employee behavior shifts, it means they've already been in an emotional state that disrupts them for a little while, and we want to correct that as quickly as possible in leadership," Teresa says. [23:50]
The more we create resonance in our workplace and the more we pay attention to the emotional climate, the better we will be at addressing it when it needs to be addressed. [25:48]
Teresa talks about identifying the goals and objectives of the people we employ. [30:01]
Teresa talks about her podcast and the Humans First Movement. [32:58]
Resources Teresa Quinlan | LinkedIn IQ+EQ=TQ TNT ESQ HumansFirst
Do you have the true DNA of a leader within you? Mike Sipple Jr's guest on this episode of the Talent Magnet Institute Podcast is Ryan Hawk. He is a Leadership Advisor, Keynote Speaker and the author of Welcome to Management: How to Grow from Top Performer to Excellent Leader, a book in which Forbes called the Best Leadership Book of 2020. In this episode, Ryan and Mike are talking about what it takes to be a successful and impactful leader.
Leaders display three key behaviors: they are thoughtful, intentional, and they have a bias for action. Leaders reflect on what they have to do, act with great intention, and take what they've learned and apply it instead of simply reviewing the knowledge they've acquired. It's these behaviors that help them achieve excellent levels of performance within their organizations. [2:40]
The leaders who are making it happen, are the ones who bring their whole selves to work. If they are intentional at work, a lot of the time, they are also intentional at home. If we want to be effective leaders, we should not change who we are to fit whichever room we're in. We have to be authentic, and authenticity will breed trust between us and our employees. [5:42]
To be an effective senior level executive, we must have the ability to bring out the best in others, be great listeners, and be someone who enables others to bring their best selves. "Organizations that have a leader with those three abilities typically see tremendous trust throughout the entire company alignment with customers," Ryan tells Mike. [8:50]
Ryan talks about the various tools he has in place to manage the difficulties others face when it comes to leadership. [11:28]
When addressing a room of people, leaders should do their best to make each person feel like we're speaking directly to them. [15:56]
One of the key takeaways from the social unrest leaders should consider is how they want to be remembered. Leaders are the emotional thermostats of their teams, and so the way they respond to these types of situations have a large impact on their teams. [19:48]
The attitude of a leader is important. Are your employees looking to you as a mentor or coach during trying times? Is there any type of void between how you say you're leading, and how you truly wish to be leading? If there is, you should be doing your best to bridge those gaps. [24:15]
Build good relationships with people. Try to add value and be intellectually curious whenever you have the opportunity to meet with the people you admire. Be a good listener, and do your best to show you care. [27:42]
Resources Ryan Hawk | LinkedIn | Twitter | Instagram The Learning Leader Show
What influences employee engagement? Julie Jeannotte has spent many years researching what it takes to lead and influence people, and how companies help employees stay passionate about their jobs. Julie is an Employee Engagement Expert and Senior Researcher at Officevibe, an author, a panelist, and a keynote speaker. In this episode, Julie and Mike Sipple Jr. discuss becoming better leaders by enhancing employee engagement in your organizations.
Julie shares with Mike that Officevibe was based around ‘the science of employee engagement.’ The science is simply about understanding what motivates people at work. [4:01]
Officevibe compiles data taken from their bank of questions to create a report, which gives leaders authentic insight into their team engagement. [4:49]
Leaders have to be vulnerable. Employees feel seen and know that they aren’t alone when leaders are transparent about their own feelings and experiences. [10:43]
Julie shares the 10 engagement metrics. [14:41]
One thing leaders can do for their people is ask the right questions, so that they gather the right information. This should then inform how they respond. [16:40]
70% of the variance of employee engagement can be attributed to the relationship with the manager. To the employee, the manager represents the organization. If the employee has a relationship with the manager that isn’t based in trust and communication, they’re going to view the organization in a negative light as well. [17:55]
There are four keys of leading courageously. The number one component is being more empathetic and seeking to understand from the other person's viewpoint. Being transparent is another, and leaders need to be both present and future-minded. [25:29]
Silence is a powerful tool in listening as it allows us to listen with our ears and our eyes, and lets us observe what is happening. This is so important for leaders. [28:20]
Resources Julie Jeannotte | LinkedIn Officevibe
Mike Sipple Jr’s guest on this week’s episode of the Talent Magnet Institute Podcast is Heather R. Younger. Heather is an author, an experienced keynote speaker, and the host of the podcast Leadership With Heart. She is the CEO and Founder of Employee Fanatix, a consulting firm specializing in employee engagement and leadership development. Through her company, Heather helps leaders realize the power they have to ensure people feel valued at work. In this episode, Heather and Mike are talking about leading with heart and leading with a culture of listening.
People seek out Heather's company because they want to take their organizations to the next level. They understand that Employee Fanatix has the capabilities necessary to help them make a change. "If they're not serious, they don't come to us," Heather tells Mike. [5:49]
Now that people are working from home, leaders need to exercise empathy and compassion. They have to be active listeners now more than ever. "Those leaders who, during a pandemic, continue to build trust by listening intently and keep showing that care and compassion for their people...are the ones who are going to be fortunate enough to keep most of their people." [7:06]
Leaders should think critically about how they want our employees and team members to respond to the question 'How is work going?'. Do you want your organization to be known as a place where it's a tragedy to be employed, or do you want to be known as a safe space for your employees? [10:40]
The behavior that would best define 'leading with the heart' would be caring leadership. [12:45]
Heather talks about the importance of employee recognition, especially from the manager. This recognition is the most meaningful to a team member, and it's important for organizations and leaders to implement this. [15:09]
We have to empathize by listening deeply to the needs of those who are different from us. We as leaders need to step into their shoes to understand where they're coming from. We also have to take the next step of compassion where we do our best to alleviate the pain of the person who is hurt. [22:44]
Leaders need to be active allies: we have to act on empathy and compassion. We should be always learning more about how to support the marginalized communities within our organizations. [24:07]
Employee experience and retention are driven by emotions. How we make others feel, determines their next steps. [30:49]
Resources Heather R. Younger | LinkedIn | Twitter Employee Fanatix
Jon Thurmond, of HR Social Hour, is the guest host of this week’s episode of the Talent Magnet Institute Podcast. He is pleased to welcome Katrina Kibben. Katrina uses their technical marketing expertise and way with words to help both established and emerging brands develop and deliver creative, strategic recruitment marketing that makes the right people apply. They are the Founder and CEO of Three Ears Media, a company of talented copywriters that specialize in writing for recruiting. In this episode, Katrina and Jon are talking about what leaders need to be doing to create positive impacts for their companies’ futures, how to eliminate the barriers that hinder people from applying to job postings, and how leaders can show they care about their employees.
Leaders need to learn how to write for recruiting; this is an important first step in impacting their companies’ future. [1:39]
Katrina says that many leaders are bringing unknown biases into the hiring process. This is hindering the people we want to attract from applying. [5:18]
“We have created this friction between what we want and the actions we're taking to get those people [we want to attract],” Katrina says. “We have to stop using miscellaneous requirements and thinking people will just get it, and they'll know what's important.” [6:12]
Leaders need to ask different questions at hiring and imagine success instead of just having a list of requirements. [8:11]
Interview not only to gather data but also with the intention to be helpful. Make space for your interviewees to ask questions, and be prepared to just listen. [12:14]
An important way for leaders to show they care is to listen to people and do emotional resilience training. This will make your employees’ work experience better for everyone. [16:15]
“[A positive work experience for employees] is often the result of listening and acting with intent and allowing people to make mistakes and give them space to be human,” Katrina tells Jon. An important way for leaders to continue to implement a positive work experience, is to talk positively and regularly about the future. [18:41]
One way to focus on the future is to figure out what you need to stop doing. [21:20]
Resources Jon Thurmond | LinkedIn | Twitter HR Social Hour JonThurmond.com
Katrina Kibben | LinkedIn | Twitter | Instagram Three Ears Media KatrinaKibben.com
Mike Sipple, Jr. is pleased to welcome Jennifer Brown to this week’s episode of the Talent Magnet Institute Podcast. Jennifer’s work in talent management and intersectional theory has helped make the corporate environment more inclusive. Her strategies have been used by some of the biggest companies around the world in order to help employees feel like they belong. Jennifer is a best-selling author, founder of Jennifer Brown Consulting, and the host of The Will To Change. In this episode, she and Mike talk about diversity, inclusion, allyship, and how to make the workplace a psychologically and emotionally safe environment for all employees.
The year 2020 exposed the pain of racism, but we also gained knowledge and awareness from the experience. [04:46]
Jennifer’s inclusiveness training doesn’t encourage shaming as she believes we don’t learn from shaming. [06:39]
Leaders need to build relationships and establish trust in the workplace. Create psychological safety so that employees from marginalized communities are able to speak up about their experiences. [12:27]
Jennifer stresses that we need to be invested in understanding experiences different to ours and actively doing the work to learn more. [14:20]
Psychological safety is about belonging. Employees who feel they belong feel comfortable, that they can be themselves, and as such, they can collaborate effectively and cohesively. [18:00]
As a leader, always strive to do a continuously better job at diversity. Don’t assume that you have everything under control. [22:54]
We need to be better allies, but we also need allies ourselves. We need people who will stand in solidarity with us and speak up for us especially in this virtual world. [32:31]
If you have privilege in any way, you should be using that privilege to help those around you who are disenfranchised. Endeavor to do what you can to help them get fair treatment. [40:54]
Disengaged employees ultimately impact company profitability as disengagement usually equals lack of creativity, innovation, growth, and motivation. Jennifer suggests that this is another reason companies should care how their employees are treated. [43:52]
Resources Jennifer Brown | Twitter | LinkedIn | Instagram Jennifer Brown Consulting | DEI | Inclusive Leader Self-Assessment How To Be An Inclusive Leader Inclusion: Diversity, The New WorkPlace & The Will To Change The WIll To Change
Mike Sipple Jr’s guests this week are Danielle McCombs and Kristy Olinger. Danielle is a Commercial Real Estate Professional with 18 years experience, and Kristy is a Product Manager at Citizen, and also the founder of KO Communication. They’re the hosts of the podcast, “The Opposite of Small Talk”. Mike welcomes them to this week’s episode of the Talent Magnet Institute Podcast. This month’s theme is career management and growth and Mike, Danielle and Kristy discuss how we can use friendship and growth mindsets to manage and lead more effectively in our own companies, and improve both our career and personal developments.
Growth mindset is the idea that your effort matters. Kristy specifies that she and Danielle look at it through the lens of behaviors, a person’s willingness to be curious and to take on challenges. The growth mindset praises a person’s efforts and makes them desire to tackle challenges. [4:05]
Individuals who are growth-minded are more amenable to feedback. They’re open to viewing conflict as a positive and to dealing with challenges as opposed to running from them. [8:40]
Danielle and Kristy discuss five key tips on making and maintaining friendships. [16:47]
We need to take friendships as priorities and treat them as such as well. Friendships, like any other relationship, have to be worked on to be meaningful. [22:57]
When we realize that we don't know everything and that there's so much more to learn, we’re more inclined to meet new people and approach those new relationships with a curiosity. We want to learn more about them and what they do. This builds the foundation for a stronger friendship. [25:52]
Friendships and a growth mindset go hand-in-hand with career growth and management because building friendships is networking which is what we need to advance our careers. [26:38]
Resources Danielle McCombs | LinkedIn, Kristy Olinger | LinkedIn, Twitter The Opposite of Small Talk | Apple | Google | Spotify
Don Frericks is the guest host of this week’s Talent Magnet Institute Podcast, and in this installment, he’s continuing his series “Extraordinary Leaders.” Don is a faculty member of the Talent Magnet Institute and the author of “Best Boss Ever.” Mark Thompson is his guest, and the Chief Operating Officer at Infoverity, a global professional services company focused on solving business problems that are caused by the diversification of data. Don welcomes him as they discuss leadership, developing an owner’s mindset, and emphasizing the human aspect of business.
Infoverity works with their clients to help them get more value out of their data through data governance. [2:19]
Developing an owner's mindset doesn't happen instantly or naturally. We are usually brought up to see and to think of ourselves as employees. Being an owner brings a different kind of perspective than that of an employee, and it takes time for the ‘owner’s mindset’ to fully develop and grow. [07:35]
In order to learn, we must teach. This drives us to a different level of competence. Influence is synonymous with leadership for management, and it involves teaching every workforce. [17:02]
Every business is a people business. The care and psychological wellbeing of your team is more important than the numbers, finances, and operations. Everything that happens in an organization is based on an emotional conversation whether we know it or not. [28:20]
Most innovation comes from stepping between two thought spaces and processes and then bridging the gap between them. It’s stepping into a vacancy and filling it. [39:53]
We can learn as leaders in many different ways, and broadly and deeply. Great leadership is noticing where an opportunity is and where we can add value to our teams and organizations. Great leaders are also great innovators. [47:02]
Resources Don Frericks | LinkedIn DonFrericks.com Best Boss Ever
Mark Thompson | LinkedIn Infoverity.com
Talent Magnet Institute | Twitter
Gayle Lantz is the Founder of WorkMatters, Inc. and the host of her own podcast “CEO on the Go.” A leadership expert, an author and speaker, she’s using her skills and talents to help CEOs and executives shape corporate culture and inspire change. Mike Sipple Jr. welcomes her to this week’s episode of the Talent Magnet Institute Podcast; they’re talking about strategic planning, organizational culture, making the work environment inclusive, and empowering employees. They’re also discussing some of the barriers workers may have to overcome.
Organizations need to be as competitive, cutting edge, and forward-thinking as they can. Engaging employees and creating an environment that inspires and generates more productivity is key. [02:02]
It's important for leaders to encourage employees to talk more and flesh out their ideas. Showing acknowledgment for their contribution inspires employees - even those who may be a bit more reluctant - to share and creates greater trust and respect. [12:15]
Leaders should focus more on the employees who want to make a positive impact. Even the most negative of employees eventually fall in line. And if they don’t, the company can move forward without them. [17:11]
When conceptualizing organizational strategy, we should pay attention to the influencers within our companies. The individuals influencing our customers the most, and the people on the frontline that are most sought after for guidance and advice, should be considered. They're the ones working with the customers every day, and they will be able to offer invaluable insight. [26:51]
We have to acknowledge the existing barriers that stunt our employees’ productivity, and do our best as leaders to mitigate them. We must create a work environment that will let our employees feel happy, and inspire them to work. It is our responsibility as leaders and employers to make certain that all voices are heard. [31:27]
Resources Gaye Lantz | LinkedIn, Twitter CEO On The Go
Daniel Wachter, Chief Commercial Officer at Chromatic Technologies, hosts this week’s episode of the Talent Magnet Institute Podcast. His guest is Francois Lopez-Ferrer. Francois is the Assistant Conductor at the Cincinnati Symphony Orchestra. A son of a conductor, he’s carrying on in his father’s footsteps. Through his work directing musical orchestras over the years in both Europe and in the United States, he’s been able to observe how the psychology of conducting works across cultures.
Here are some key points from their interesting conversation:
Each conductor has their own strong point: you’re never going to find two conductors who have the exact talents or techniques. People have different personalities, and it’s important to find the right balance, as the human aspect is as important - sometimes more important - than the musical aspect. [2:49]
A good conductor is a motivator. “You need to take your team out of their comfort zone to make them excel, but not over-challenge them, because it then becomes counterproductive,” Francois says. [08:04]
Accountability and responsibility on the part of leaders is key. If you try hard to lead but your organization does not follow, you cannot just blame the people. It may be that there’s a lack of communication, and leaders must take responsibility for that.[14:37]
When it comes to making decisions, a conductor’s - and any leader’s - biggest challenge would be maintaining sensibility and openness. There’s a fine line between being confident that you’re making the right decisions and being arrogant. [25:37]
Leaders have a major impact on the culture of an organization but they cannot define it. You as a leader cannot be the culture because the culture is so much more than the leader. It's the culmination of many interactions of people within the organization. [27:38]
Every institution should do whatever they can to stay relevant in their communities. [38:53]
Now in its 126th season, the Cincinnati Symphony Orchestra reaches audiences locally, nationally, and globally with innovative and inspiring programs. For more information about how you and your business can support the CSO’s performances and free education programs, please visit cincinnatisymphony.org.
Resources Daniel Wachter | LinkedIn Francois Lopez-Ferrer
If you have ever wondered if you should do an organizational assessment or how to incorporate them, you need to listen to this conversation. This week Mike talks with Dr. Megan Leasher, Chief Solution Strategist with Talent Plus. They discuss the ins and outs of assessments, 360’s, and personal development.
Mike and Megan talk in detail about feedback, personal development and where assessments fit into your people strategy. They begin with explaining what is “IO” and how to use it to maximize your organization’s potential. (3:40)
A big question people have on both sides of the desk is, “Should assessments be part of the hiring process?” Mike and Megan share the key points every leader should consider, like:
What assessments work best?
When should they be administered?
What do they tell you?
How do you use them? (5:41)
Mike and Megan discuss how the right assessments can help you align your organization’s business strategy and talent strategy. Listen to their tips on how to create the bridge as well as how to execute an effective plan. (13:16)
Assessments on leaders, such as 360’s, can be powerful for everyone involved, or they can be destructive. Listen to Mike and Megan discuss:
How to use 360’s;
Why and when to use them;
What you need to do before even starting the process. (18:26)
What is the goal of any assessment, especially a 360? Mike and Megan unpack this delicate subject and offer important keys to optimizing success. They agree that 360’s and coaching should not be remedial. Listen now to get the full scoop! (25:05)
Click here to access the Leadership Trends Survey!
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This week, guest Host Don Frericks continues his Extraordinary Leader Series, speaking with experienced executive leader Tom Ogburn. Listen to them unpack what it takes to create results-driven teams in this very tactical conversation.
Tom shares three tips on how to intentionally create great teams and what the leader’s role is in that process. (4:25)
Why is it ineffective to keep everyone on the team happy? Don and Tom discuss this managerial trap and how to avoid it. (6:35)
Tom shares his philosophy of Talent, Inspiration, and Process (TIP). Listen to him explain how these three things have shaped his success as a leader. (7:47)
The true driver of leadership is business success. Listen to Tom break down his formula for excellent delivery and sustainable culture. (19:08)
Tom reflects on what he has learned over the years and what he would change. Listen to him do a deep dive on how regular reflection shapes one’s leadership with small, consistent effort. (23:43)
Their conversation closes with Don sharing that many younger listeners ask how they can speed up their leadership progress. He and Tom unpack six essential habits that aspiring leaders can do right now to make faster progress. (31:18) You don’t want to miss this segment!
If you’d like to ask a question or share a comment, click here!
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This week Mike speaks with Laurie Ruettimann, who just published her book “Betting On You.” Laurie was a Human Resources professional for many years before transitioning out of corporate America to pursue her own brand and podcast, Punk Rock HR. Listen now to this timely discussion about a healthy leadership mindset.
Mike and Laurie start this conversation by discussing leadership commitments. They share the moments they realized they needed to shift how they think about work. (3:23)
Laurie gives listeners permission to be a “slacker.” Find out what she means and how to still achieve success. (5:41)
One of the prime directives of the Talent Magnet Institute is helping leaders succeed in relationships, work, community, and life. Mike and Laurie unpack this idea in more detail and what Laurie means when she uses the phrase “arrival fallacy.” (10:35)
Listen to Laurie share her mindset shift story. She says, “You fix work by fixing yourself.” Hear her unpack ideas about “slackerism” and the “anti-hustle.” (12:43) She also says, “There is no antidote for fear except action.” Laurie unpacks the fear of failure and shares tips on how to take action to make your work and life better. (16:06)
Laurie shares another moment where she had to pivot her strategy and mindset. Hear her key learnings now. (26:53)
Click here for a chance to win a free copy of Laurie’s book “Betting On You”
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This week Mike kicks off another special series with his long-time friend and mentor Daniel Wachter, Chief Commercial Officer of Chromatic Technologies, Inc. This series will provide another level of wisdom about leadership, using performing and visual arts to understand what it takes to be a great leader.
Listen now to Daniel’s brilliant analogy of leading an organization and the conductor-composer-orchestra relationship. (6:05)
Daniel will interview composers from around the world to talk about what it takes to lead a large group of specialists to create a beautiful product-the performance. In his series, some of the topics he will discuss are:
Breaking silos
Rehearsing
Keys to listening
Limitations
Taking risks
Making mistakes (8:25)
Daniel also shares the story of how a single experience with visual art transformed his leadership approach. This is another example of the revelations that Daniel will share in his new series. (22:00)
Leadership is a conceptual topic that can be described as philosophy in practice. Daniel’s new series, Making Leadership Tangible, will take the esoteric aspects of leadership and make them tactile and sensory, helping leaders think about their roles in new ways.
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This week we have a special bonus episode in partnership with the Leadership Council for Non-Profits in preparation for their conference on March 4th, 2021. Mike gives a glimpse of what leaders can expect as he talks to their keynote speaker, Vanessa Mason, Research Director for Institute for the Future.
Mike and Vanessa dive into the subject of belonging, and how it affects our wellbeing and productivity at work. Vanessa shares 3 key forces that are influencing belonging in our society. (2:58)
Vanessa shares her method to create optimistic change and find opportunities to create more belonging, especially in a remote atmosphere. (9:03)
Listen NOW as Vanessa shares her story about her interactive newsletter, Future of Belonging, and the work her community is doing to:
Change historical workplace norms that don’t work;
Identify opportunities for belonging;
Improve equity in all aspects of work. (13:45)
Mike and Vanessa call listeners to action to:
Recognize that your organization can change quickly;
Commit to making your workplace a place of belonging;
Identify opportunities to enhance wellbeing at work;
Document and report the impact on productivity. (25:56)
You can attend the conference of the Leadership Council for Non-Profits and hear Vanessa’s keynote address on March 4, 2021. Click here for more information.
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This week, Mike talks to Angie Redmon, President of Strive HR and a strategist for organizations who want to pursue best workplace awards. Even if you never thought about applying for an award like this, listen in, because Mike and Angie provide some great tips about strategy alignment and the importance of processing employee feedback.
Angie dives in about how to apply for a “Best Place To Work” award and what it takes to receive that honor. She shares three insights on what you need to do first. (2:29)
When organizations pursue culture improvement, it is key to gather feedback from their workforce. Angie discusses what to look for and how to put a team together to move forward in the most efficient way. (7:30)
What happens when you get feedback that is hard to swallow? Angie gives leaders direction on next steps. Listen now for her detailed plan of action. (12:17)
It’s practical to limit your initiatives to one or two things. Angie shares her insight and expertise about the consequences of not picking those initiatives wisely. Don’t miss her key tips that can create better strategy alignment. (16:57)
Mike shares his insight and encourages leaders to celebrate positive feedback with the team. (27:05)
Angie reiterates the importance of identifying:
Why your organization wants to pursue an award
How it lines up with your business strategy
A plan to improve and implement communication and change (30:30)
Working towards a “Best Workplace” award can be a great marketing campaign, and more importantly an impactful business initiative that brings your workforce together. Thanks for listening!
Please join the conversation by asking a question or leaving a comment here.
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This week, guest host Don Frericks is back to continue his conversations with extraordinary leaders from around the world. Today, he talks to Anna Grome, Principal Consultant at Tier 1 Performance Solutions. Their conversation provides key lessons for aspiring and experienced leaders.
Listen and learn as Don dissects the stand-out qualities to Anna’s leadership that facilitates high performance from her team. (5:37)
Hear how she builds a safe space for push back, and how she peels away the layers to find out what is really going on. (8:31)
How Anna reacted to her 360 review is a lesson in leadership we can all learn from. Listen to Anna and Don share:
Key indicators of her success as a leader (13:59)
Their take-aways from good and bad leaders (15:51)
Wise reflection about what they would have done differently (20:04)
Feedback is a crucial component to leading well, but it can be hard for most people to receive. Listen NOW to Anna’s tips on:
How to welcome feedback (22:59)
How to provide a space for others to feel safe being honest. (24:50)
How to accelerate your leadership development. (26:40)
Anna shares how she continues to learn to lead well and what her biggest challenges are right now. Listen NOW to learn from this extraordinary leader’s insight. (33:59)
Please share your questions and comments for Don and Anna here.
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This week Mike connects with trusted friend and advisor Mehmet Yuksek, President of Reily Foods. Their conversation is a MUST for leaders at all levels. Listen now to hear them unpack what leaders should be doing in order to achieve real success and innovation in their organizations.
Mehmet shares many valuable quotes in this episode. He starts by sharing this sage advice: “People will only buy-in when (leaders) emulate what they want to see in everyone else.” 2:54
Mike and Mehmet talk about what it takes to create a healthy space for conflict and how it can transform your organization. (6:25)
We have heard of the Golden Rule, but what is the Platinum Rule? Listen to Mike share how this one thing has been a game-changer for his leadership path. (10:39)
How do you know what you don’t know? Listen to Mehmet’s leadership story, and why figuring out what you don’t know is critical for success as a CEO. (16:56)
Mike and Mehmet dissect the complex topic of strategy and employee buy-in. They discuss:
Why it is important for employees to understand organizational strategy;
How closing the gap between strategy and communication can be the key to taking your company to the next level;
How to build real trust and get honest feedback. (19:19)
Mike and Mehmet go deeper on strategic alignment and getting laser-focused. They share why many leaders get distracted by long goal lists and metrics but miss actual connection in the workforce. Here are some more of Mehmet’s quotes. Listen now to dive deeper:
“Strategy without execution is hallucination.” (29:35)
“Alignment is much more important than agreement and consensus.” (31:00)
“Simplicity is so empowering and clarifying at the end of the day.” (31:55)
The most important thing, Mehmet says, is that leaders must “walk the walk and be disciplined about it.” (38:10)
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This week Mike dives deep into the subject of authenticity with Rachel Druckenmiller, Founder and CEO of Unmuted. Rachel is a facilitator, speaker, and award-winning health promotion professional. Listen to Mike and Rachel discuss the profound effect of unmuting our voices to create a thriving work and home life.
Rachel begins by defining “whole self” and how we can be authentic in a professional environment. (3:52) Then, she tells us why we should be asking ourselves two questions every day. Listen NOW! (6:53)
Rachel challenges listeners to ask teams the question, “When have you been at your best in the past?” Find out how this question can increase ROI and engagement. (10:10)
What does “leading with curiosity” mean? Rachel and Mike break it down and offer tips to incorporate it into your mindset every day. (15:25)
Mike revisits a conversation about the “invisible backpack,” and he and Rachel discuss the impact it has on how people work. (17:08)
Mike and Rachel dive deep into their insights about
The physical impact of self-silencing (19:42)
Finding the courage to express yourself (23:31)
How becoming “unmuted” changed their lives and communities (32:21)
Listen now to this deeply inspiring episode! Share your questions and comments here.
An Everyone Culture Art of Possibility Episode 60
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This week Mike continues his discussions on mindset with Luna Malbroux, Director of Equity, Inclusion and Belonging at Soul Bird Consulting. Their discussion dives deep into key points leaders need to address to be successful in the “new normal” of 2021.
Luna helps teams and leaders adopt a mindset of “helping humans be more human.” (2:55) Mike and Luna unpack the new work-from-home atmosphere, and what leaders need to do to get real engagement. (5:51) They share tips on how to gauge:
How culture affects who speaks up during meetings,
Trust and safety issues, and
If certain groups are underrepresented in conversations. (9:12)
Luna nails down how life traumas affect everyone, how they shape people, and why leaders need to shift their mindsets about how they engage. (12:58) Mike and Luna share tips on how to get people to be brutally honest about how they feel about work. (15:27)
Mike discusses the difficulties some leaders face with accepting other people’s truths. Listen to Mike unpack this mindset shift NOW! (22:36)
Another tidbit Mike shares is how racial and gender equity increases ROI. You don’t want to miss this nugget. (26:15)
Mike and Luna challenge listeners to ask the hard questions about their work atmosphere and be open-minded about how to move forward. They offer tips on how to hear what is not being said. (28:14)
Listen to this mind-shifting conversation NOW!
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This week Mike talks to Dr. Kimberly Luse, President of Strategic Ethical Solutions, who is the best-selling author of the books “Circling The Drain” and “Losing Your Job Without Losing Your Mind”. She also serves as a faculty member for the Talent Magnet Institute. They discuss practical solutions and benefits to approaching conflict, creating an environment that fosters trust, and having honest, difficult conversations.
Listen NOW!
Mike and Kimberly dive into the subject of “Trauma-Informed Care,” why leaders need to understand this concept, and how to practice it every day. (2:21)
Mike shares his own insights relating these concepts to the work setting. (6:29)
Kimberly shares effective techniques to:
Reprogram your negative thought patterns; (10:46)
How to create a psychologically safe workplace; (12:13)
How to work through conflicts and misunderstandings. (20:29)
Mike and Kimberly unpack the impact of how an organization leads and communicates about what trauma means for people and how it affects their work. They discuss the results of taking the lead in helping people work through conflict and the consequences of not leaning in. (26:32)
Kimberly takes the conversation to a more personal level as she shares tips for getting through traumatic events, loss, and techniques for self-empowerment. (36:30)
Kimberly encourages listeners to lead yourself and others well by committing to a personal introspection journey. She says creating a place of trust starts with the leaders, and the leaders must start with themselves. (46:48)
Grab FREE resources for training here. Read Dr. Kimberly Luse’s books!
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Start 2021 with the right mindset! Mike kicks off the new year with a profound discussion about balancing excellence in work and life with Scott Eblin, Founder of the Eblin Group and author of Overworked and Overwhelmed: The Mindfulness Alternative.
Scott shares his story about getting a medical diagnosis that forced him to re-evaluate how he worked. (2:51)
Scott and Mike discuss the tool Life GPS and how it can help you find your work/life sweet spot. (9:30)
Hear what 3 things Mike does to refresh, and how he uses the Life GPS tool.
Click here to get your Life GPS tool.
Scott explains:
How grilling out for Mike is a high leverage task. Listen now to hear his perspective. (18:15)
Thought distortions that are driving executives to overwhelm. Get solutions to stop the cycle, feel better and be more effective. (21:42)
The “balcony perspective” and why leaders forget that this is their greatest asset. (24:08)
Scott says, “If you are the leader, you control the weather. However you show up as a leader is completely predictive of how your teams show up.” (27:45)
What is the weather in your business?
Scott uses this equation for mindfulness: Awareness + Attention = Mindfulness Find out what it means to your leadership journey. (30:05)
If you are ready to make a change in 2021, Scott offers first steps to take. Listen NOW! (32:42)
To get more tips, go to Scott’s blog here or check out Scott’s latest book, The Next Level: What Insiders Know About Executive Success.
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Mike ends the year with a conversation that calls on all leaders to change the way they view their organizations’ involvement with their community. This conversation with Dan Calonge, Head of Learning and Development for Cincinnati Bell, will inspire you to connect more meaningfully in 2021.
Mike and Dan start their discussion with some basics about how Dan got involved at Cincinnati Bell. He shares his fascinating experience as a son of immigrants, which inspired him to expand his role in the community. (1:56)
Dan shares:
How leading an Employee Resource Group (ERG) lead to a meaningful connection with co-workers,
What the group gained by reaching out to the community,
The massive impact that has occurred as a result of a simple outreach project. (8:09)
Listen NOW to hear how Dan:
Approached the Executive Team at Cincinnati Bell to fill a serious gap in learning for children in need during the epidemic. (13:00)
Connected with the community to raise close to $1 million to fund the project for the entire school year. (17:26)
Has connected to other organizations to generate resources so that the initiative can be scaled on a national level. (22:21)
Dan asks, “What is your competitive advantage and how can it help your community?” He offers practical tips and benefits for leaders who want to deepen their organization’s involvement with their community. (27:15)
Dan and Mike challenge listeners to connect employees with their communities, for the meaningful internal connection between coworkers, as well as the impact they make together, building a connection with the community in which they work. (29:45)
Share your stories about how you are connecting in your organization! To share or ask Mike a question about this week’s episode, click here.
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This week Mike invites Chelsea Brinkley into the studio to share her expert tips on making remote work fun and effective. Chelsea is a Remote Work Coach. She helps entrepreneurs and business leaders optimize their systems to connect to their teams and clients in a virtual world.
Listen to Chelsea share:
Her story about how and why she chose to work remotely. (2:36)
Tried-and-true tools that will help you optimize email management and workflow. (5:17)
What she did to create meaningful digital connections. (12:28)
How to combat loneliness, isolation, and even have fun while working remotely. (17:48)
In order to build solid connections, Chelsea says be intentional about it. Listen now for suggestions on how to take virtual relationships to the next level. (33:51)
Share your post-pandemic travel dreams and tools you have been using to work efficiently. Click here to leave Mike a personal message.
Claim your free resource for better email management from Chelsea here. Claim your free resource for remote tools and life tips from Chelsea here.
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This week, Mike continues his profound conversations about creating community with Chuck Mingo, Teaching Pastor at Crossroads Community Church, and Founder and CEO of Undivided.
Mike and Chuck begin their discussion with many inspiring sentiments about 2020, such as:
Unusual stories of courage that Chuck has personally witnessed this year; (5:29)
Deep emotional insights Mike has gained from having conversations with friends who are leaders of color, as well as from white leaders who felt a new awareness about the daily struggle of their black employees; (7:42)
The inspiration for Chuck’s vision for the program and podcast Undivided. (9:05)
Mike and Chuck dive deeper into the phrase “valued, heard, and understood.” What does it mean, and what value does it have for businesses beyond 2020? Listen NOW to find out. (17:20)
Chuck shares:
Data about the impact of diversity on revenue generation; (19:57)
The value of getting 360 degrees of perspective; (21:31)
How to recognize whether you are on track with your leadership, especially regarding conversations about equity in your workplace. (26:32)
“The very moment when we think we want to cancel out a person is the time we need to be inviting that person in.” Chuck Mingo (29:08)
Mike and Chuck challenge listeners to evaluate how they connect in business and their daily lives and offer suggestions for leaders who want to end the year with impact. (38:20) Listen NOW!
For more information about bringing the facilitated program Undivided to your organization, click here.
Please SHARE your key take-aways from this episode! Connect with Mike via Speakpipe HERE.
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This week Mike discusses community impact with Barbara Hauser, Senior Community Relations Manager for Procter & Gamble. Community engagement must move beyond the walls (or network) of your business. Listen now to learn why community engagement is a key ingredient in your organizational recipe for success.
Community engagement is a key part of P&G’s global strategy and success. Barbara explains:
Why their role in the community is key to their success; (2:17)
What their engagement looks like in vastly different parts of the world; and
How they find the pulse of the community and respond to it. (5:57)
Procter and Gamble takes engagement and community very seriously. Barbara shares her views as an employee about a campaign series that was created after the social unrest in May 2020. (11:15)
Barbara also shares several other community projects with which P&G partners. Listen now to hear why transforming community is vital to business. (13:20)
Mike and Barbara share personal stories about a blighted neighborhood in Cincinnati, and how P&G leadership played a role in the total transformation of Over The Rhine to be one of the gems of the Queen City’s crown. (16:24)
Finally, Barbara shares how her role and strategy to connect with communities has changed since COVID-19. She discusses how they have shifted to keep people engaged in a safe way.
Click here to view P&G’s campaign “Take On Race”.
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This week Mike has an engaging discussion about using space, physically and digitally, to promote well-being and success in your organization with Kelly Kolar. Kelly is the President and Founder of Kolar Design and the Kolar Experience Institute. She is also a Talent Magnet Institute Faculty member.
The pandemic forced most organizations to work remote, which has created an opportunity to reevaluate how they use their physical spaces. Kelly shares key points to consider when deciding:
Whether you should let go of your physical space. (2:33)
How and why to “repurpose” it, and how this decision will affect your culture. (4:41)
If 100 percent digital is the best choice for your organization, given the data she has collected about how people are feeling right now. (7:34)
The Kolar Experience Institute has collected data and created resources for leaders to get a pulse on where their organizations are in order to make good business decisions for 2021. LIsten to Kelly and Mike discuss why these issues are critical for your success next year. (23:44)
How can your space be a tool for you? Listen to Kelly and Mike share their insight about how space drives better outcomes. (28:36) LISTEN NOW!
Even if you continue to use a physical space, both Kelly and Mike agree that the entire physical landscape of work has changed moving forward. Listen to their tips about tools and technology for better collaboration and engagement. (32:55)
If you would like to use the survey tools Kelly mentioned, click here.
Links to tools mentioned in this episode: Miro Loom Slack
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This week Mike talks to Tracie Sponenberg, Chief People Officer with The Granite Group, Leader of Disrupt HR-New Hampshire and cofounder of HR Rebooted. They discuss the key elements of people-centered culture. Listen to this lesson-packed episode now!
Many people Tracie has encountered say people-centered business is a no-brainer. Is it? Listen to Tracie share about the consequences of the widespread lack of this key element to success. (2:22)
Tracie shares details about her career journey that are key learning points. Hear about
Her relationship with one CEO who understood the power of mentorship and focusing of people. (4:45) She says it was a hard journey inward and shares some of her learnings.
Her experiences replacing people who were terminated, and what she did to turn things around. (11:29)
Being bold and challenging your CEO on people issues. (14:15)
Tracie shares about an engagement contest her organization entered in the middle of the pandemic, how they fared, and how future talent is using your reaction to COVID as a benchmark for talent and communication strategy. Hear about what they did. (17:19)
People are the reason you are in business, and you have no business having a business if you don’t recognize that.” Tracie Sponenberg (19:43)
As a leader, where can you get started? Tracie shares her insights. (20:56)
How is your strategy for next year going to change? What is your plan? Listen to Mike and Tracie describe what their organizations are doing. (22:30)
Listen to Tracie open up about what she is hearing and practicing about the power of vulnerability in leadership, the connections it creates, and about the growth process when leveling up. (31:48)
The CEO/CHRO relationship is extremely important in a people-focused environment. Does your CEO have a “Game Of Thrones” approach to leadership? Listen to Mike and Tracie discuss the keys to getting this relationship aligned for success. (39:54)
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This week Mike invites Lars Schmidt into the booth to discuss what Lars describes as “progressive” HR. Lars is the host of the podcast “Redefining HR” and Founder of Amplify, an executive search and consulting firm. Lars has also been a regular contributor for Fast Company, and is excited about the release of his first book, “Redefining HR.”
Listen NOW as Lars shares the mindset of “progressive” HR, what HR leaders need to shift in order to get a seat at the table, and maximize their impact in an organization. (1:46)
Lars shares:
Key skills that HR leaders need in modern HR roles. Listen NOW to see if you are up to speed. (6:09)
Crucial questions you need to ask your leadership team before hiring a CHRO to help you shift to a modern-day HR philosophy. (8:09)
Find out about Lars’ vision to “illuminate modern people practices” and how his writing gig for Fast Company evolved into the podcast and his forthcoming book, “Redesigning HR.” (10:46)
Lars has revolutionized HR learning and innovation by creating an open-source model. Listen now about the resources that are available for free to anyone, and the invaluable ways it is being used to solve difficult challenges, including emergency preparedness. (18:29)
Lars shares 3 keys CEOs need in order to implement forward-thinking people practices (23:40), and 2 takeaways for CHROs. LISTEN NOW!
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This week Mike has another inspiring conversation with Moira Weir, President and CEO of United Way of Cincinnati. They share pivotal takeaways for leaders who like to think outside-the-box when meeting their clients’ needs.
Listen NOW!
Moira shares her experiences while starting a new leadership position, just as the pandemic shut everything down. Hear how she led her organization to
Pivot while staying true to her organization’s core values (1:50)
Stay focused on strategy while dealing with a changing landscape (6:09) and,
Serve their clients’ changing needs in unique and creative ways. (10:25)
Mike and Moira discuss the power of leveraging your network to help your community. They share the ways something as simple as this can help others gain access to things many of us take for granted. They also discuss the tangible and intangible payoffs of getting involved in the community. (23:31)
Moira shares examples of how her organization
Was able to change quickly to continue engagement
Created financial diversification during an economic shut-down, and
Discovered ways to serve their clients in creative and holistic ways. (29:27)
Leveraged alternative channels to communicate clearly and effectively, both internally and externally. (36:47)
Listen NOW to this inspiring, tactical episode!
Interested in learning more about the United Way of Cincinnati or Talent Magnet Institute? Click on the links!
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This week Mike hosts Joey Price, CEO of Jumpstart HR, Host of “Business Life and Coffee” Podcast, and Host of the “Winning at Work” series. They discuss Joey’s key take-aways from interviewing leaders from all over the world, and helping work environments optimize communication and culture.
Mike asks Joey what do leaders need to be focusing on at this moment? Joey details 4 pillars that are key to winning at work. (2:01) Then, they discuss how to tactically use these pillars to create an effective culture. Listen NOW to their deep insights. (11:10)
Joey tells us about his experiences with leaders in creating meaningful, effective cultures, and the unintentional roadblocks that stunt progress in the workplace. (12:46) He shares the concept of “work friction,” how it affects ROI, and tactical tips for leaders to eliminate it. (16:00, 40:42)
He says it is crucial to remember that, “The disconnect is...the mix up in communication of what you think you are projecting and what the person is actually hearing.” Joey shares tips on how to “reverse engineer” success.” (24:38)
Mike asks two key questions leaders need to focus on now:
What should leaders be focused on for 2021? (29:54)
What do we need to do to optimize our customer relationships? (34:19)
Joey says be curious about other businesses’ successes, especially those in other industries. Ask, what can I learn from this? (36:54)
Please share this episode or submit a question HERE.
Learn more about Joey Price on Twitter!
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This week Mike takes a deeper dive about inclusion and equity with Eddie Koen, President and CEO of the Urban League of Southwestern Ohio. In this discussion, they talk honestly about subjects many leaders may find difficult to approach. Listen now to this thought-provoking discussion.
Get a historical perspective of thriving Black communities and the importance of investing into the community as a Black leader. (5:18)
Eddie shares 3 key learnings for leaders of all colors to contribute to change and impact. (8:36)
Eddie says, “Economics is a powerful accelerant to social change,” citing how economics played a large part in the State of Mississippi removing the Confederate flag. (11:10)
Mike and Eddie discuss a program that they have collaborated on called Leadership Pathways. Listen to how their two organizations are working to move talented, emerging leaders of color into key positions in order to change the landscape of leadership and inclusion.
Mike challenges you to ask yourself: What can you do in the seat you are in to create change and long-lasting impact? Listen NOW for suggestions on being a more forward-thinking leader. (19:15)
Eddie admits that change doesn’t happen overnight and that it can be uncomfortable. Listen to his tips on how to get uncomfortable with your organization to facilitate effective change. (30:57)
Eddie says avoidance doesn’t work anymore.”It’s almost like there is a mental earthquake outside and you’re having a meeting like nothing is happening.” (40:32) However, despite the chaos that seemingly is engulfing our society, Eddie shares his optimism and excitement about the future. (42:20)
Listen to gain deep insight and uplevel your leadership NOW.
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This week, Mike discusses the power of inclusion with Chris Faust, President and CEO at Clovernook Center for the Blind and Visually Impaired. Listen to this inspiring conversation and hear practical ideas about fostering loyalty and purpose with inclusion.
Listen NOW!
Chris shares:
How his organization incorporates technology to help visually impaired and blind employees work alongside seeing peers and how it creates a unique culture of inclusion. (5:08)
What they are doing for the community-at-large, and how they are helping organizations hire people with visual disabilities. (9:09)
The benefits of hiring people with disabilities and how to address equity and inclusion issues. (11:09)
Mike and Chris discuss the power of engagement and what Chris is doing in his organization to foster empowerment and trust. (15:45)
Listen now to hear tips from Chris for overcoming implicit bias that is inherent in all organizations. (23:26)
Chris says when people learn to work together, side-by-side, they don’t notice disabilities because everyone rises to the task. (3:18) His biggest request to employers seeking to hire people with visual impairment is to not assume people who are blind or visually impaired are not capable of doing a particular job because it requires seeing. (3:55) He challenges employers to tap into this motivated, intelligent, and capable talent pool.
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This week, Don Frericks brings us the wisdom of another extraordinary leader, interviewing Matt Shank. Matt is the President of the Virginia Foundation for Independent Colleges. He and Don discuss foundational leadership development traits, and what emerging and seasoned leaders need to do to stay relevant throughout their careers.
Matt has a career that is focused in the academic arena. Hear how he shares his insights about staying relevant in a rapidly changing environment. (4:13)
Matt shares his experiences that have shaped his leadership journey, such as:
His three-pronged approach to leading well. (11:10)
Tips on how to build a community with trust, faith, and commitment. (11:35)
The three critical skills that every leader needs to consider before starting a development program. (13:25)
What is “servant leadership” really? (19:26)
He says, “If you treat people with dignity irrespective of what they can do for you, ultimately they’re going to do great things for either you or your organization.” (11:10)
Don and Matt provide great tips on how to help others level up in practical ways. (21:54)
Listen NOW to learn what tactical skills you should be focusing on and which to sideline.
Don and Matt close their insightful conversation discussing the one thing everyone should do to be a better leader and why. (35:30)
Have a question related to this episode? Click here to ask or leave a comment.
Check out Don’s new book, Best Boss Ever: The 5 steps to rapidly develop yourself into the leader everyone wants to follow
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This week’s episode is another archive that has incredible relevance to today’s business climate. In the studio with Mike is Shakila Ahmad, President and Chair of the Board of the Islamic Center of Greater Cincinnati. They discuss many ideas and opportunities available to unite people through similarities, rather than categorize people through differences.
Listen to Shakila share about:
Why she left corporate life to engage as a leader in her community (5:31)
How to identify leaders for your community and the importance of engagement (8:04)
Mike and Shakila discuss:
Cultural competency and leveraging talent with cultural engagement (12:33)
Including community engagement in your business plan (16:45)
Understanding the true meaning of “Team Chemistry” (19:28)
Shakila shares her passion about educating people with the Islamic Center’s program called “Know Your Neighbor” and how leaders can use this model to create a better culture. (20:15)
Listen NOW!
Mike and Shakila ask: What message about diversity are you sending intentionally or unconsciously to your children, your organization, and your community? How does this reflect the level of trust you convey, and open-mindedness in all those areas of your life? (27:26)
Shakila shares examples of how she worked with the City of Mason to engage the entire community (businesses, schools, and civic leadership) to change their conversations about cultural diversity. (27:45)
Mike and Shakila challenge leaders:
Ditch preconceived notions about others and get first-hand knowledge (31:09)
Bridge understanding and cultural sensitivity by organizing difficult conversations, especially in light of national events, such as race riots and 9/11. (32:32, 36:16)
Don’t assume you know what people are all about. Don't give into stereotypes from the media. Take a bold step to make a personal connection (39:59)
Interfaith dialogue refers to cooperative, constructive, and positive interaction between people of different religious traditions (i.e., “faiths”) and/or spiritual or humanistic beliefs, at both the individual and institutional levels.” ~Wikipedia Learn about interfaith dialogue Have a question or comment? Simply click here to record it now!
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This week we are reviving a previous episode (Episode #19) that is relevant in today’s climate. Hear Mike’s incredible, tactical conversation with Dr. Janet Reid, on diversity, equity and inclusion. Dr. Janet Reid is a faculty member of the Talent Magnet Institute, and the founder of BRBS World, a private global management consulting consortium located in Cincinnati, that works with companies to develop and keep world-class leaders who value diversity and inclusion.
Listen now for a fresh perspective from a veteran of DE&I. Dr. Reid shares insights on:
Defining diversity as differences and similarities, and broadening our view to include thinking and problem solving styles. (5:06)
The difference between diversity and inclusion-they are two different things. (5:49)
How to optimize talent and how it has changed. (6:24)
Mike approaches the elephant in the room and asks, “Why should leaders care about this?” Listen now for Dr. Reid’s candid answer. (7:51)
Mike and Dr. Reid discuss the hard core relevance of diversity as part of an organization’s business plan. Dr. Reid cites one of many studies, Diversity Matters to prove her point. Listen to find out what this study showed, how inclusion is key, and how it can improve your bottom line. (9:43)
Mike and Dr. Reid also discuss:
How DE&I today is different from Affirmative Action, and how the conversation has evolved. (12:04)
What the difference is between outright prejudice and the subtleties of bias. (15:03)
What leaders can and must do to get comfortable with being uncomfortable. (16:15)
Listen to Dr. Reid’s stories about some of her clients who found great success in product innovation and new market penetration due to having a diverse team. (17:57) Hear how these “aha” moments are innovating businesses in every sector.
Dr. Reid goes into detail about how accepting diversity is a neurological function. (13:25) She shares a process to take a specific inventory, as well as tips on how to rewire your thought process to be comfortable with differences. (19:48) As with most things, acknowledgment is the first step. Take the Harvard assessment to see what your unconscious biases are now.
Dr. Reid gives tips on how to move forward as a leader into a higher level of awareness, how to have conversations about inclusion in decision-making, and changing culture in the workplace. (24:15)
Mike and Dr. Reid share tips about
Being a bridge for diverse perspectives, and being a leader for uniting people. (26:45)
Being strategic about diversifying your workplace (28:21)
Speaking to the power of diversity and inclusion when you notice too much homogeneity in the room. (29:59)
Mike and Dr. Reid challenge listeners to be intentional about your strategies and diversifying your circle of influence.
BRBS World, LLC McKinsey - Why Diversity Matters McKinsey - Delivering Through Diversity McKinsey Delivering Through Diversity Whitepaper The Phoenix Principles - Leveraging Inclusion to Transform Your Company - Co-authored by Janet B. Reid, Ph.D., CEO of BRBS World Consulting, LLC and Vincent R. Brown is President and CEO of V. Randolph Brown Consulting Implicit Bias Test through Harvard University
This week Mike talks with fellow Leadership Cincinnati alumnus Tysonn Betts, Vice President of Design for Global Family Care at Procter & Gamble. Listen in as they discuss tips on effective listening and how to develop respect and trust.
They discuss:
The value of courageous conversations; (2:55)
Tips on how to hear what is NOT being said; (3:36)
The difference between defining and delivering on obvious needs versus delivering on the void that has not yet been filled. (7:18)
Tysonn shares his perspective on diversity issues and “being the only one in the room.” He shares how he leverages his unique perspective, and encourages listeners to embrace theirs. (11:24) He also shares HOW to communicate it in a way that is helpful and goal-focused, versus criticizing and confrontational. (13:07)
He also shares examples about how to be sensitive to those who may not want to share their stories. (16:05) Tysonnn and Mike discuss what P&G did to help their organization stay focused during a very distracting time. Hear how P&G empowered the workforce by sharing untold collective stories of their employees and the impact it has made. (21:23)
Tysonn says, As a leader it is your responsibility to set business AND culture goals. Listen to Tysonn share key points about setting up your culture to go beyond your four walls to make a positive impact on the lives of your employees as well as your community.
Regarding crucial conversations, Tysonn says, “The toughest conversations are the most important ones to have.” (33:35) Listen to learn tips on how to navigate them productively.
Thank you for listening to the Talent Magnet Institute Podcast! If you have a question or a comment, please go to our Facebook Community and join the conversation!
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This week, guest host Don Frericks takes the mic again to bring you extraordinary leaders from around the world. In this episode, he and Georg Schmundt-Thomas have an insightful conversation about intentional leadership, and provide many touchpoints for aspiring leaders.
Listen now to get inspired and learn:
The organic elements of being a leader (9:51)
How rock climbing relates to leadership (10:08)
How to be results-oriented without being “competitive” (16:09).
Hear how Georg got “body slammed” with some feedback, what he took away from it, and the 70-20-10 Rule. (25:10)
For aspiring leaders, learn from Georg as he describes:
The keys to what accelerated his success (27:54)
How to get ahead in a fast-paced world (41:32)
How working for a bad boss can help you become an extraordinary leader (35:17).
Don and Georg close their tactical and inspiring conversation with Georg’s three keys to the mindset of a leader, and why they are crucial to your success. (48:31)
Ask a question or share a comment here, and check out Don’s book, Best Boss Ever!
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Mike revisits an old friend this week, Jim Mason, CEO of Beech Acres Parenting Center to discuss work, parenting success, and being a better leader. Parenting tips and leadership tips abound in this episode. If you are committed to serving your internal and external customers well (and raising great kids), this is a conversation you should listen to and take notes.
Jim shares the story of Beech Acres, their mission, and how they help families raise great kids on a deeper level than most programs. Then, Jim provides key tips on how to go from being a reactive parent to being an empowering parent, with the Natural Strength Parenting method. (1:49)
Hear how Beech Acres has worked to support schools, kids, and families by using technology and effective listening. (11:45)
Jim shares how he worked with his leadership team to set up a decision-making system during COVID-19 for his organization so that they stayed true to their mission, their commitment to their staff and clients, as well as keep their sight on long term goals. Hear what they implemented to make their business successful. (14:49)
Hear how going virtual actually improved communication with staff, and how going virtual provided opportunities to serve their clients more effectively. (17:27)
What can you do to develop a “safe place” for staff when a crisis occurs? Listen to what Beech Acres implemented. (26:23) And, then hear Jim’s reaction to the initial employee surveys. (34:47)
“We have to have integrity with how we are with each other.” Jim Mason (36:05)
Go to thecharactereffect.org to get more information about Beech Acres’ virtual curriculum for teachers and parents.
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This week Mike talks with Amy Waninger, CEO of Lead At Any Level and author of several books including, “Network Beyond Bias: Making Diversity A Competitive Advantage For Your Career.” They discuss the importance of diversifying the people with whom you associate, and share tips for how to build “critical connections.”
Hear Amy’s story about how she leaped from computer science to diversity and inclusion, and why it has become such a driving force for her. (1:56)
Amy shares tips for expanding your network intentionally:
She says, look at your Linked In connections and ask yourself, is there a pattern here? (20:12)
She challenges listeners to ask how intentional they are about with whom they connect. (6:29)
She asks, “Who is missing from your network?”
“Your heart can’t be in the right place if you never move your feet...It doesn’t matter what you feel. It matters what you do with what you feel.” Amy Waninger (8:27)
Amy and Mike discuss the key reasons why diversifying your network gives you a competitive career advantage. (10:44) Listen NOW!
Amy gives us tactical advice on who the 5 critical connections everyone needs for their career, and tips for building these connections holistically. (16:12)
Listen to Mike and Amy share more stories and tips about how intentional networking changes everything in work and life. (30:42)
If you are ready to be inspired to create more intentional connections in your network, listen NOW!
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This week’s episode features the next installment of The Extraordinary Leader Series with Talent Magnet Institute faculty member Don Frericks. In addition to being a successful executive leadership coach, Don is the author of the new book Best Boss Ever! In this episode, Don speaks with Josh White, a talent and organizational development executive in Indianapolis. Don and Josh take their leadership discussion deep and provide several tips for leaders at all levels.
There are so many great nuggets of wisdom in this episode. Listen to Don and Josh discuss:
How to incorporate authenticity while still following corporate guidelines. (8:35)
Tips for how to work on leadership development when corporate sponsorship is not available. (11:42)
How and when to ask for feedback, especially when your culture doesn’t support it. (12:22)
Josh also provides tons of tips on how to be an intentional listener, especially for smart leaders. (16:33) He says, “People want to be heard...as a leader you have to create that space.” (17:58)
Don and Josh discuss one blind spot many successful leaders have, and the importance in overcoming it, (21:36) as well as how to lean in during challenging situations. (24:09)
We hope you enjoy listening to this special episode. If you would like to ask a question, please click here.
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If you are committed to being a better ally for equality, don’t place the burden of your education on your black friends. We have a very special guest, Torin Ellis, who counsels on Diversity, Equity, Inclusion and BELONGING (DEIB) day in and day out. He has provided very insightful tips for leaders to take actions in the continued conversation about race. Remember, even the most well-meaning “what can I do” to employees of color can be mentally exhausting and emotionally taxing for them. Take the initiative. Do the work. Listen now.
“Do you want to get in and do something different that develops talent, inspires talent, and shows them that we are going to pour into them and help them to grow in our organization; make our organization attractive? How are we going to build an ecosystem that’s beautiful?” (14:40) This week Mike talks with Torin Ellis, Principal at The Torin Ellis Brand in Baltimore, Maryland. They discuss equity and the importance of employers making a declaration, reallocating and holding people accountable in the workplace. “We’ve hidden behind a curtain of mediocrity and complacency for far too long.” (5:14) Torin is a strategic practitioner; he leads a nimble boutique with a focus on diversity, equity, inclusion and belonging (DEIB) strategy through the lens of recruiting. He has a history of working with teams to help them effectively attract, nurture, and retain the most dynamic talent necessary to not only meet, but transcend business vision; driven entirely by information and context. Torin says that leaders must create an environment that encourages people to raise their hand when they see something that doesn’t fit the company’s core values. This is true courage in leadership. How do leaders start taking action tomorrow in their pursuit towards DEIB? Torin shares these three actionable ideas: (6:44) 1. Shelve fragility… Allow those who are suffering to speak their truth. 2. As leaders, we can listen. Inside of our organizations, we can set aside some time to listen. 3. Make a declarative statement and then get at the work. Torin suggests a zoom call for 10 minutes, for leaders to say, “I want to know more about you,” and listen. He shares that, to the degree in which People of Color are willing to share, we have to find a balance in terms of listening. People have to know that you care. “You have to care enough to hop on the call that has nothing to do with your quota, that partner call, that new client you did research on or the bottom line ROI… That’s what great leadership is.” (20:00) LISTEN NOW to hear more from Torin like:
the differences and similarities between the historical and present day conversation about race (3:36)
what is happening to protect under-represented people and organizations (12:00)
advice for leaders who say they don’t see race (24:55)
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This week, Mike has another MUST LISTEN conversation. In this episode, Mike talks with Chris Halter, Talent Magnet Institute faculty member and organizational psychologist, and Tim Beatty, President of Bullen Ultrasonics. They do a deep dive about real-life culture transformation and the elements at the heart of managing change.
Here are some highlights:
Tim and Chris share what is required from leaders while navigating through “black swan” events.
Tim shares his story of how he came to Bullen. He says, “Culture is like the soil...Success of the crop is directly related to the fertileness of the soil.”
Chris shares his professional insight about communication and listening. He says, “Two monologues don’t make a dialogue,” and shares tips on how to listen more thoughtfully.
Mike, Chris and Tim discuss the role of love and fear in business. How does love fit into business? They offer deep insight into
The power of asking questions, and truly listening, (7:30)
Creating a “psychologically safe” working environment (20:01)
How to know if you have a culture problem. (14:20)
Chris says, “Respect isn’t earned...it is the foundation of the human adventure.” He explains that a fundamental flaw in traditional leadership is withholding respect, and that doing so creates a toxic work environment. (6:11)
Listen to his tips on how to build a culture of respect and trust.
Tim shares his personal views as an executive on:
The mindset of being a coach versus a cheerleader; (19:54)
The impact of culture on his company’s profits; (25:48)
The CEO’s role in racial and gender equity in an organization. (46:55)
Mike, Chris and Tim discuss the freedom that leaders feel when they realize they don’t need to have all the answers, and that they can access the expertise and opinions of those with whom they work. In fact, they say, this awareness is a key indicator of an effective leader.
Thank you for listening to the Talent Magnet Institute Podcast. Please subscribe, and visit our website to find helpful advice to lead well in your relationships, work, community and life.
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The Extraordinary Leader Series with Talent Magnet Institute faculty member Don Frericks continues. Don is the author of the new book Best Boss Ever! This week, Don interviews Tier 1 CEO and co-founder Greg Harmeyer. They discuss the complex aspects of great workplace culture, the crucial role leaders take in creating and maintaining it, and what it takes to lead successfully in today’s environment. This tactical conversation is a must for leaders who want to improve their impact.
Don and Greg share the key ingredients leaders need to access to create an engaged workforce.
The incredible power of communication, transparency, and consistency of a message (6:54)
How C-Suite leaders can support mid-level leaders to communicate a consistent message (8:32)
The definition of “vulnerability-based trust” and how to build it organically (15:59)
“To me, [culture] comes down to how we treat each other, how we behave and how we act.” Greg Harmeyer (4:24)
Don and Greg discuss their experiences with leaders who are paralyzed by their desire to get everything right. Greg shares how to build trust when you don’t have all the answers or you make mistakes. (14:56)
Greg talks about the evolution of Tier 1 and how he has changed as a leader over the years. He shares his insights on:
Who he turns to for perspective in order to stay relevant and grow as a leader (23:20)
Why he “makes space” for others to step forward and lead (24:39)
His philosophy on leadership development as a requirement for organizational growth, especially in times of change and challenge (25:54)
Don and Greg discuss the importance of personal reflection and feedback for leaders. They also acknowledge that many leaders are active learners, but how they behave is the key to leading well.
“If [knowledge] doesn’t affect the actual behaviors I show up with at work, then it’s not going to do a whole lot of good.” Greg Harmeyer (31:01)
They close with a call to action to acknowledge the impact of mental health on the workplace, the reality of mental illness, and to explore whether their organizational culture contributes to the problem or the solution. (36:25)
Check out Don’s book Best Boss Ever!
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In this episode, Jules Breslin, new Leadership Engagement Director for the Talent Magnet Institute, interview’s TMI’s CEO and Co-Founder, Mike Sipple Jr., and they discuss an exciting membership opportunity for leaders who are ready to transform their impact as a leader.
Mike and Jules discuss:
Why the Talent Magnet Institute incorporates a holistic approach to professional development (5:32)
What makes the Talent Magnet Institute different than other leadership consultant firms (6:22)
Why it’s even more important that leaders invest now, during a pandemic, when budgets for support are being cut. (10:17)
“Time is your scarcest resource...What if you had a platform that catered to your time...your efficiency... your productivity, and your leadership?” Mike Sipple, Jr. (11:39)
Mike and Jules discuss how the TMI approach to leadership development allows leaders to make the impact they desire now. Mike says the Talent Magnet Institute membership is for, “Leaders who are ‘woke.’” (15:59)
Listen Now!
Make the investment that will transform the trajectory of your leadership journey. The cart will only be open for a short time. Get more details about becoming a Talent Magnet Institute Founding Member here or ask Mike a question on Speakpipe now!
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This week, Mike invites his dad, Mike Sipple Sr. into the studio to give you perspective of the Talent Magnet Institute’s mission in helping leaders lead well in relationships, work, community and life. Where did this come from? Listen now to hear the story.
Mike Sr. shares how the catastrophic event of 9/11 shaped Centennial’s vision for serving their search clients better, and how that has transformed 20 years later into what we now know as the Talent Magnet Institute, with Mike Jr. as Chief Executive. (1:40)
“Our R&D comes from an organization that serves organizations, that listens to organizations and serves people, most importantly.” Mike Sipple Jr. (13:16)
Mike Sr. shares his pivotal experiences and lessons learned with leaders through the years who have had an impact on his own leadership style. (10:09, 19:37)
“We all influence others in our lives.” Mike Sipple Sr. (21:55)
Mike Jr. shares what he has learned over the years in this work and why he is so passionate about helping leaders lead well. (23:03) Listen now for key insights!
“This isn’t about your identity tied into work. This is about your identity as a human.” Mike Sipple, Jr. (13:50)
To find out more about how to get involved in the Talent Magnet Institute Leadership Community, go to www.TalentMagnetCommunity.com
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This week Mike discusses leadership strategy with Talent Magnet Institute Board Member and investor Daniel Wachter.
Daniel shares his unique perspectives on leadership from the viewpoint of leading during a merger. Mergers can be sticky territory for leaders. Daniel’s conversation with Mike sheds light on the challenges and solutions that can be applied during times of change. They also discuss how these lessons are relevant to many situations leaders face today.
Daniel tells us his best practices for maneuvering through transition that mergers naturally possess, such as:
Navigating international regulations (1:56)
How to stay focused on growth during a merger (4:10)
Communicating change and merging two competing cultures into one (8:30)
Daniel tells Mike what he feels are a leader’s core responsibilities, especially during change. (10:44)
LISTEN NOW for key strategies that lead to success in times of change.
Mike and Daniel discuss the value that the Talent Magnet Institute has provided for him and why he is so passionate about supporting its endeavors. (14:13)
“Business is people...With people comes the possibility, opportunity and necessity of leadership.” Daniel Wachter (12:58)
Daniel also has invested in the start up Innovation Girls. Hear why he feels this is an important step to increase the amount of female leaders, and how Innovation Girls is creating that pipeline. (20:12)
Mike and Daniel share a sneak peek into Mike’s next conversation with Daniel coming in a few weeks. Daniel’s passion for music inspired him to serve on the Board of the Cincinnati Symphony Orchestra. In his next episode, they discuss the power of the orchestra conductor and Daniel’s analogy for great leadership. (29:30)
Share your feedback, questions and comments! Click here to record your message!
Join the Podcast Community on Facebook and continue the conversation here.
Listen to Daniel’s earlier episode: Episode #9: Making Leadership Scalable with Daniel Wachter
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This week, guest host Don Frericks kicks off his Extraordinary Leader series. Don is a Faculty Member of the Talent Magnet Institute and author of Best Boss Ever. In this episode he interviews Keith Hawk, an accomplished sales executive, public speaker and co-author with Michael Boland of the book Get Real Selling. This conversation is a must for anyone who aspires to lead well and really cares about people-centered business practices.
Don and Keith review how Keith rose through the ranks of a large data management organization and what he feels contributed to his success at each level. (5:57)
“I think it’s important to constantly develop ourselves, our strengths, our skill, work on our weaknesses, understand what we’re good at...and then when opportunity arises be the kind of person that people want to work with.” Keith Hawk (8:13)
Keith shares his success tips about clarity and how that motivates people to do their best work. (10:21)
Keith also shares the one element of communication that will earn you more respect than anything else you do. (12:12)
LISTEN NOW to find out what that is!
Don and Keith discuss myths about being a leader (15:41) and how to navigate (and learn from) bad leaders. (17:29)
They also share a list of common denominators great leaders possess and how those aspects move business to greater heights. He discusses details about these issues leaders face everyday:
The power of being optimistic as a leader. Hear how to be optimistic without being unrealistic. (18:39)
His tried and true best practices for helping middle managers lead well. (27:45)
What to communicate and how to do it effectively. (28:48)
“It’s the duty of the leader to be in a good mood...I am in the optimism business. It really is important for us always to see that there is another way to succeed.” Keith Hawk (24:59)
Keith shares his insight about leadership development and changing priorities in organizations in the new era of COVID-19, (36:02) as well as tips for leaders who want to continue their leadership journey even when budget cuts occur. (42:54)
You can follow Keith on Twitter @DKHawk30. Stay tuned for the next Extraordinary Leaders Episode with Don Frericks!
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This week Mike talks with Alandes Powell, Vice President of Business Controls at Fifth Third Bank. They discuss the key skills leaders need to manage people, and how to use these skills to transform business in the future.
Alandes is passionate about helping leaders understand that people from different parts of the business will have different perspectives. She shares key ideas about:
How to ask the right questions to get the information you need to lead well (5:45)
How to be okay with not having all the answers (8:10)
Making mistakes and course-correcting as fast as possible (11:18)
Alandes says that leaders must create an environment that encourages people to raise their hand when they see something that doesn’t fit the company’s core values. This is true courage in leadership.
“Leaders have to learn how to tell people what to do without telling them what to do, because we are all adults. One way to do that is to be honest with people...about the decisions [you] are making and why [you] are making it. Course correct when [you] do something wrong, but have the courage to do something.” Alandes Powell (11:18)
Alandes shares her mindset shifts every leader needs to consider to lead well in the future. (20:23) She calls leaders to action to build policies now that will guide their workforce to make sound, safe decisions about coming to work again. (26:29)
LISTEN NOW to hear her suggestions on how to make it happen and what to consider.
In regards to Diversity, Equity and Inclusion (DE&I), Alandes and Mike discuss how leaders can set a new precedence in their organizations while so much change is taking place. For example, instead of cutting DE&I, think about how it can serve your organization on a broader scale. In addition, leaders need to consider how their policies and structure line up with their core values.
Alandes give leaders permission to make mistakes, and course-correct if they realize they made some decisions that don’t line up with their values. (41:18) “We’re going to get some things wrong. We’re not perfect. Even in a boardroom we are not perfect.” (41:28)
When asked for any closing tips, Alandes says leaders need to acknowledge that mid-level managers are the key to people-centered business. Educating them on how to be honest, transparent, uplifting, compassionate, and flexible will help everyone stay accountable to your organization’s overarching goals. (43:26) Claim your free resource COVID-19 Return To Work Compass HERE!
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This week Mike talks with Executive Coach Elaine Suess. She is the President of Beyond Being, an Executive and Leadership Coaching practice. Elaine shares her coaching tips regarding how to move forward after a crisis.
Elaine shares a tactical model she uses, DSRO, and how it gives leaders a process to work through complicated challenges and goals. (2:50)
Everyone is dealing with challenges right now. Elaine shares her 2 biggest steps leaders can make towards Reset as well as pivots leaders need to make right now. (5:34)
Speaking into courageous leadership, Elaine shares how to build confidence and trust in your teams. (9:55)
“The more vulnerable we are, the more vulnerable our people will be. It gives them tacit permission to mirror our own behaviors.” (10:44) Elaine Suess
What strengths do you need to tap into now? Elaine shares her insights from working with top leaders who were ready to upskill. Listen now for these tips:
What strengths do you need to tap into (11:24)
How to create momentum with small wins (14:07)
Tools for resetting, decision making, and upskilling (15:23)
How to reframe uncomfortable conversations to create a healthier organization (21:04)
Elaine shares her “virtuous cycle of learning” process, overcoming limiting beliefs, and how they have positively changed the performance of her clients. (17:03)
“It doesn’t matter whether you’re the CEO or leading from the middle, it doesn’t matter if you’re male or female, everybody has limiting beliefs that keep them from being the best possible leader and human being that they want to be and can be.” (22:42) Elaine Suess
Other practical advice Elaine shares with listeners:
What does it mean to lead as a coach? (25:21)
How to create a higher degree of accountability across your organization (30:35)
What is really holding people back from their best selves (42:51)
Qualities of leaders who create team success (45:39)
Mike and Elaine close this episode with a challenge to all leaders to ask themselves: “What is your focus toward the future regarding goals, mindset, and resiliency. (50:50)
Listen NOW to this tactical and inspiring conversation!
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This week Mike kicks off an upcoming series with long-time mentor and Talent Magnet Institute Faculty member Don Frericks. Don recently published his book, Best Boss Ever: The 5 Steps To Rapidly Develop Yourself Into The Leader Everyone Wants To Follow.
Mike and Don begin this discussion with resources for leaders who’s organizations are wondering whether they should revise their leadership development initiatives. (1:15)
Don shares his insights about:
What qualities make some leaders irresistible to follow?
How are leaders most effectively developed?
What defines an extraordinary leader? (4:42)
Listen NOW and SUBSCRIBE to get notifications about future episodes featuring Don’s interviews with top notch leaders from around the world.
In this series with Don,
Hear leaders’ stories and the qualities that consistently show up to make them stand out as extraordinary
What it takes to accelerate development
What the future of leadership development looks like, especially in times of crisis and challenge. (7:31)
Don also shares some practical tips from his book. (12:59)
See below for links to other episodes featuring Don, and SUBSCRIBE NOW so you don’t miss an episode!
Episode #22: What Makes Leaders Extraordinary with Don Frericks Episode 104: Character Traits of Enduring Leaders with Don Frericks
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This week’s episode is very timely to the national conversation at large, even though it was recorded on May 5, 2020, three weeks before the unrest surrounding the death of George Floyd.
Mike has an insightful conversation about diversity, equity and inclusion (DE&I) with Talent Magnet Institute Faculty member Priya Klocek and Eugene Partridge, Director of Procurement Operations for Paycor. They discuss:
Acknowledgment of privilege without guilt
Definitions of Inclusion and Equity
Using the advantage of a quickly changing environment to uplevel DE&I priorities
This is another MUST episode for anyone who wants to lead well in relationships, work, community and life. Listen NOW!
Mike, Eugene and Priya start the conversation by calling on organizational leaders to have conversations with their workforce so everyone can perform at their highest ability and feel supported. (6:39)
Eugene shares his insights about the challenges that people face while working from home, for example, something as simple as a space to work like a home office. (8:43) Priya reinforces his points by calling out the things many people have taken for granted. (11:07) She shares a story about a recent trip to the grocery store that had a profound effect on her awareness of privilege. (12:19) Listen to her story NOW!
Mike asks Eugene and Priya how leaders can take the lessons from the current pandemic crisis, to create change and advance the betterment of all people. Priya says, “Stereotypes are being rewritten” (16:12) and urges leaders to be more aware about the assumptions that they make. (46:26) Listen to her insights NOW!
“We are changing the narrative as we are moving forward...we’ve changed under stress, but as the stress starts to pull back, are we going to go back to the old things? Or, or are we going to truly stick with the new behavior, policies, procedures, to see the value they are bringing to the table.” Priya Klocek (18:25)
Eugene challenges leaders to become “change agents,” to commit to pulling the best out of their talent. He calls on them to consider their unconscious biases while recruiting, and take time to plan for more effective DE&I on all levels of business. (27:01, 42:18)
“Thirty-three percent of hiring managers know if they are going to hire you within the first 90 seconds of the conversation.” Eugene Partridge (49:58) Eugene asks leaders to address how bias and the idea of “culture fit” is inadvertently homogenizing their workforce. He shares insight about the value diversity of thought brings to an organization. (51:04)
Mike, Eugene and Priya ask, “How are you going to pivot” when DE&I becomes essential to all dimensions of the future of work?
Listen NOW! If you’d like to talk to Mike about how you can address DE&I thoughtfully, send him a message via Speakpipe! Click here.
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This week Mike and Julie Bauke, Talent Magnet Institute Faculty member and Chief Career Advisor of The Bauke Group, have an honest conversation about managing layoffs and furloughs. They discuss
The do’s and dont’s of communication,
Best practices for long-term culture preservation, and
4 keys every leader needs to address when reducing their workforce.
This tactical discussion is a must for everyone who aspires to lead successfully in relationships, work, community, and life.
Mike and Julie begin with what NOT to do and voice concerns about how so many organizations are reacting to the pandemic crisis. They share their best practices on the healthy way to make quick, difficult decisions. (2:25)
Julie and Mike emphasize that leaders need to be aware of the long-term impact uncompassionate layoffs have on an organization, and how to look at workforce reduction strategically. (7:22)
“What you do today will affect your brand as an employer for years to come. Period. End of story.” Julie Bauke (7:41)
Julie and Mike share their 4 keys to preserving your organization’s values and culture: Communication planning and what NEVER to do when laying people off (9:23)
“Everybody can handle handing out bonus checks, but where leadership really, really is impactful and long lasting is...in times of crisis.” Julie Bauke (15:47)
Transparency and how to communicate after a less-than-ideal scenario (13:32)
Listen NOW, then reach out to Mike via Speakpipe and get honest feedback before making your next move.
Using your human resources: What is appropriate when asking for input from your workforce in the decision-making process (16:03)
“Every time we can help our people know they are part of the solution and their voice is meaningful, and their opinion and thoughts matter, it makes [them] further gravitate to that organization.” Mike Sipple, Jr. (19:02)
Mike and Julie share unique, low-cost ways to effectively communicate with furloughed employees, leverage PR and already existing resources. (19:58)
Utilizing external advisors to develop unique solutions to reduce your workforce compassionately. (26:35)
Julie says, “We have to be willing to reach out for help. There’s nothing to be gained at this point by being stoic and ‘I can handle it,’ because all pieces of our world are shaking right now.” (28:22)
Mike and Julie answer questions from the live broadcast and address subjects such as:
How do you prepare your workforce for bad news? (32:55)
Maintaining morale before and after workforce reduction (39:55)
Benefits of taking this time to reallocate people and energy to “parking lot” projects (42:51)
Little things organizations are doing to express appreciation, help their people have fun and even laugh during meetings. Listen NOW!
Click here to get your copy of the Talent Magnet Institute COVID-19: Return To Work Compass
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This is a special extra edition of the Talent Magnet Institute with a personal message from Mike Sipple Jr. about the importance of working towards anti-racism in our organizations, and some suggestions for how to do that work.
This week Mike discusses real life communication issues of leaders all over the world and their impact on business with Becky Scheeler, Executive Vice President at Centennial, Inc.
Becky imparts a lot of wisdom in this episode, so be sure to listen NOW!
Early on, Becky says: “leaders really need to communicate in a very clear, concise way,” always keeping the end goal in mind. (3:03) She implores leaders to ask, “What do I want my audience to walk away from this [conversation] with?” (4:07)
She shares the DO’s of communication (3:27), and the DON’Ts, too. (6:53)
Mike and Becky both understand the pressures and mindset of leaders well, and know that they have to be working many months and years in the future, beyond where their managers may be. Becky offers highly effective communication tactics leaders can do to take to keep the vision and help everyone in the organization moving in the same direction. (15:39)
Other nuggets of wisdom include:
Why questions are a leader’s most powerful tool (21:31)
Tactics to stay in “growth mindset” while responding to constant change (24:21)
What leaders can do at any level of an organization when your culture doesn’t embrace transparency and authenticity (26:42, 44:09)
3 relationship processes that have proven successful through the years (28:09)
Mike and Becky agree that what, how and when leaders communicate is key to a successful talent cycle and overall engaged culture.
“So many organizations see turnover, and if they would just ask questions to understand why...they would change workflows...and they may offer benefits differently to actually help their people be successful, not just in work, but in life, too.” (35:56) Mike Sipple, Jr.
Mike shares reflections from a recent company-wide meeting where his dad, Mike Sr., imparted his lessons about economic downturns. Based on past experience, he says this is what we should expect in the next 3 years. (36:54)
Mike and Becky have had the privilege of talking to leaders around the world. Mike shares the common denominators in these conversations from a wide array of industries. (41:45)
Finally, Becky shares her key tips for leaders. (53:38) LISTEN NOW! Learn more about membership opportunities at https://www.talentmagnetinstitute.com/join
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This week Mike invites two local leaders to discuss the importance of early childhood education and childcare in talent retention and the talent lifecycle. This conversation includes tactical concepts for leaders. Shannon Starkey-Taylor is the CEO of Learning Grove (formerly Children, Inc., which recently merged with Cincinnati Early Learning Centers, Inc.) and Jordan Huizenga is the Vice President of Development. Learn about what your organization can do to help non-profits in innovative ways. It’s not always about writing a check. (9:00) Mike explains how the ripple effect of the ever-changing manufacturing landscape affects talent needs, and its direct association with childcare accessibility. (17:39)
“Now is when your core values and culture shows up.” Mike Sipple, Jr. (19:03)
In their discussion about what kids need right now, Shannon offers 5 tips for parents working from home, the value of teachers right now, as well as how and why to incorporate that connection in a virtual world. (19:58)
The discussion switches gears to focus on what leaders can do to lead well, support their talent in general, and support those who have children. They discuss:
Ways to communicate proactively and encouraging the use of Employee Assistance Programs (27:25)
Suggestions for retention in high-turnover industries, especially for talent that might earn more money on “turbo-charged” unemployment (36:59)
The importance of organizations supporting early childhood education (45:54)
What employers need to know about childcare Policy that they probably don’t know (46:25)
LISTEN NOW!
Resource: COVID-19: Back to Work
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This week Mike discusses mindset strategies with Executive Coach and author Paul Heagen. They discuss:
How to find middle ground between optimism and pessimism (2:09)
Taking advantage of unique opportunities for self-reflection (10:04)
Re-defining your leadership legacy (23:33)
Listen NOW for inspiration about how the pandemic can reshape your perspective as a leader!
Paul shares his insight about embracing the downshift in work. He says, “Embrace silence and quiet...when you are comfortable in the quiet you are comfortable with yourself.” (9:29) He admits many of his clients have a difficult time being still, but he shares the unique benefits this simple practice offers, especially to leaders.
Paul and Mike discuss the key, heart-centered aspects every leader should embrace independent of what is going on around them. (13:59)
“The best way for somebody to be a great leader is first to be a better person.” Paul Heagen (15:11)
Paul also shares a very effective technique he uses to help leaders sort stressors to ease intense feelings of pressure. (19:04)
Mike and Paul wrap up with tips on how to maximize the unique opportunities leaders are currently presented to change how they work, and work better moving forward. (27:20)
Hear their tips and insight NOW!
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This week, Mike talks to Mike Glen, Vice President of Business Development for The Lindner Center For Hope, about what leaders can do to transform the conversation regarding mental health.
Hear how and why Mike G. left the construction industry to pursue mental health education and advocacy. (2:57)
Mike G. shares specific key points leaders can do to eliminate the stigma of mental health and why it makes good business sense, such as:
What a long-term communication plan looks like (6:23)
The importance of being proactive (13:02)
Examples of how “Start The Conversation” initiative has changed organizations (14:45)
Mike G. helps listeners understand the complicated role mental health plays in insurance claims on the employer end, as well as culture barriers on the employee side. (24:08) For example:
Mike G. shows how proactive investments in programs that bring mental health out of the shadows pay in the long run. (25:46)
An example of a hospitalization due to a broken leg versus a manic episode has economic ramifications on multiple fronts. (28:28)
“Leaders don’t even know that this is going on.” (29:12) Mike Glen
Mike and Mike G. discuss ways to reach out in a compassionate way to people (33:33) and offer key tips for self care during the pandemic. (39:24)
Hear the 3 recommendations Mike G. offers for staying upbeat during the pandemic crisis (43:25) and the 1 practice you should incorporate into your daily routine. (46:10)
Listen NOW!
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This week Mike discusses risk management with Jonathan Theders, CEO of RiskSOURCE Clark-Theders, an independent insurance agency specializing in helping businesses.
Mike and Jonathan discuss the myriad of issues so many businesses and leaders are facing during the COVID-19 pandemic. Some key touch points they discuss in detail are:
Keeping employees safe and compliant as states reopen, or as essential businesses (7:01)
Employee privacy policies and procedures regarding employees who get sick and controlling spread (13:15)
Developing a crisis plan (16:59)
Maintaining culture in a virtual world (19:10)
“Culture is still made up of the thousands of interactions you have each day.” (23:05)
Mike and Jonathan share their best practices for:
Controlling overwhelm (28:30)
Minimizing risk related to worker’s comp (29:55)
Inspiring creative, outside-the-box thought and staying optimistic
“Remain informed but don’t obsess.” (39:19)
Find out which XM station keeps Jonathan upbeat (39:32), and how he and Mike incorporate gratitude into their virtual connections. (40:10)
Finally, Jonathan shares his best guess about how the pandemic will affect the insurance industry. (42:22)
More resources: RiskSOURCE COVID-19 Resource Page Talent Magnet Institute Courageous Leadership Webinar
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This week Mike discusses how we view and react to change with Talent Magnet Institute Faculty member and the “Master of Organizational Development” Michael Glenn.
This short but jam-packed episode inspires any leader to change the way they think about change.
They jump right in with a deep discussion about change and transition with an experiment. (1:58)
Mike G. shares how we can move through change physically and emotionally. He emphasizes two factors to remember to get through transitions successfully. (3:15)
A key in today’s business landscape is how effectively leaders communicate change. Mike G. shares:
His insights as a consultant and expert in helping organizations through effective change,
A story that transformed the way he views organizational change, and
A format for communicating a compelling case for change. (9:06)
Mike G. shows us how the process can fall apart or come together with one simple question. (13:12)
LISTEN NOW to find out what that is!
They close by sharing another nugget of wisdom for success in all transitions that occur in life and business: The key to success as a leader is the awareness that everyone has different perspectives about, and responds at different rates to change and transition. (16:17)
This podcast has a companion slideshow that can be viewed by clicking here.
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This week Mike continues his discussions with Talent Magnet Institute faculty members, drawing on their areas of expertise to answer pressing concerns of leaders around the globe. Erin Bledsoe defines her “sweet spot” as “the intersection where strategy and talent meet.”
Their conversation is tactical and insightful. Be sure to take notes while you listen!
Erin shares many insights and practical suggestions about communicating with teams and prioritizing business initiatives, including:
2 essential elements an organization has to have to drive their business forward (1:50)
3 things businesses need to do right now in order to thrive (3:42)
Tips for leaders on communicating priorities (10:44)
Erin also shares
Key factors for success when reacting in crisis-mode (13:55)
Unique and effective resources for team engagement and culture preservation
The nuances of communicating with remote workers and front-line workers differently to create empowerment for everyone (20:46)
Communication tips for leaders to “soften the blow” when delivering bad news (23:31)
One overarching theme in this podcast episode is: Communicate, don’t assume. Erin shares ideas on how to be compassionate toward your workforce, and how to assess the unique needs and constraints your talent is dealing with right now. (23:29)
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This week Mike discusses leadership with one of his long-time mentors and advisors, Don Frericks, founder of Don Frericks Leadership Coaching. In this inspiring discussion they share key take-aways for every leader at every level of an organization.
They share insights about
Key character elements of people who rise to the surface during difficult times
The importance of a communication plan
How to convey empathy and sustain trust, especially during a crisis.
Don says that every leader should be asking themselves one key question--find out what it is by listening to this inspiring conversation! (4:05)
LISTEN NOW
Mike imparts practical tips for business leaders who are making tough decisions about their talent. He and Don discuss:
What factors to consider when making tough talent decisions (6:03)
How to show empathy when you are struggling with your own uncertainty (6:03)
Valuable leadership communication tactics that will convey confidence even if you don’t know what the future will bring. (6:50, 9:33)
Mike and Don agree that every leader needs to acknowledge that how they communicate right now is how they will be remembered in the short-term and the long-term. (12:13)
How do you want to be remembered through this crisis?
Many organizations need to cut back on coaching and professional development. Mike and Don offer effective techniques to
Continue development even if you don’t have cash flow right now (15:41)
Communicate your long-term vision for development, even if that involves short-term discontinuation (17:29)
Convey your messaging so that it will be heard accurately. (20:30)
Mike and Don call to action all people to lead, regardless of their title. “Leadership is not a title; it is an opportunity.” (27:20)
You won’t want to miss this tactical discussion! LISTEN NOW!
Please share your thoughts, questions, comments at https://www.speakpipe.com/talentmagnet
Register for upcoming webinars to help you work through critical times and lead well here: https://www.talentmagnetinstitute.com/webinar
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This week Mike discusses more leadership issues in the face of the COVID-19 pandemic with Leadership Strategist Andy Foerster. Andy is President of Leadership Energy Engagement, LLC and a Talent Magnet Institute Faculty Member.
Andy and Mike share unique and truly inspiring lessons for leaders that Andy gained from his tenure in the Navy, as well as corporate life.
Find out who is Andy Foerster and what makes him uniquely qualified to excel during high stress and change. (1:17)
Mike asks Andy to share the lessons he learned in the Navy as a submarine engineer, such as:
6 features every leader needs to display right now (3:20, 13:56)
How to treat people with integrity when tough decisions need to be made (5:45)
Lessons Andy learned on a submarine about how to get along with people you work and live with 24/7 (7:34)
“Assume good intent (on the part of others) and be kind.” Andy Foerster (28:37)
Andy emphasizes that leaders need to take advantage of the “pause” in business, and see it as a huge opportunity to “reboot and refresh.” (18:21)
Mike and Andy discuss the big question many leaders have: Should they continue to invest in coaching and professional support of their management teams. Their discussion gives leaders logical insight to make the right decision. (19:11)
Andy notes that when things “turn back on” the winners will be the ones with well-engaged employees. He gives 3 tips for what leaders can continue to do to foster engagement in the current business climate. (21:02)
Mike wraps up their conversation asking Andy to share a powerful story that illustrates the true principles of a leader and what defines the “Platinum Rule.” (22:40)
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This week Mike breaks down the key components to being a great leader in the times of great change that we are facing today. He shares:
The 3 things you as a leader need to consider in order to relate to your people and inspire them (5:09)
How to stay centered and find the courage to step forward when you are uncertain of the future (7:10)
Creating workplaces and households that are collaborative problem-solving machines (12:22)
Mike is so passionate about helping you, the listeners and clients he serves. He has created a place where you can ask questions, reach out for suggestions, and just connect: https://speakpipe.com/talentmagnet
Mike also shares with you 2 simple steps to do this week to take advantage of changing times and keep your organization strong. (16:51)
Join Mike for 2 Deeper Dive Webinars this week!
Wednesday March 25th and Friday March 27th at 10 am Register NOW: TalentMagnetInstitute.com/Webinar
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This week Mike and Christine Lewis share their thoughts and observations about leadership and changes to everyday life during the coronavirus pandemic of 2020.
They discuss:
Key take-aways for unprecedented times (5:11)
What does everyday bravery look like?
What does leadership on every level look like?
What we CAN do right now in times of restriction
What Mike does to work thru ambiguity (6:37)
The art of compartmentalization (9:35)
Mike and Christine share candid comments about these unusual times and how the Talent Magnet Institute Podcast is working to help you lead better right now. (11:36)
Mike shares:
Inspiring suggestions and tips for you to implement to lead compassionately in uncertainty. (14:40)
Two key points about creating camaraderie and loyalty in your organization (20:20)
“Leadership is an opportunity to listen. It is an opportunity to encourage. It’s an opportunity to help and serve especially during times like these.” (23:49) Mike Sipple Jr.
We encourage you to share your experiences that are helping you work and lead better on our Facebook community page. What you are doing may help someone else.
The Talent Magnet Institute is here for you now more than ever to help you lead better in relationships, work, community and life.
Your host, Mike Sipple Jr. takes this momentous occasion of the 100th episode to reflect on purpose, impact, and to share aspirations for the future. Mike shares:
What to expect from the Talent Magnet Institute in the next 100 episodes (5:20)
More engagement with you, our listeners, (6:52)
Our goal to get your most relevant questions answered by future guests (7:33)
Mike dives into the bigger vision of Talent Magnet Institute, sharing the 7 key areas of Leadership thought. (8:10)
LISTEN NOW to find out what are those key factors!
“Get people to fully believe and understand and acknowledge where they see themselves...by them helping us achieve as employers. [When] you make that alignment, this will help you stop having to reimplement things…[and] eliminate frustration.” Mike Sipple Jr. (9:25)
Knowing that our listeners are intelligent leaders who love to constantly learn, Mike shares what topics will have deep dives that greatly affect your organization’s success and create a magnetic momentum. (10:12)
LISTEN NOW to find out what topics you should be focused on to create magnetic momentum with your people.
Mike passionately shares the TMI mission and what that means for the future of leadership, as well as what you can continue to expect on the podcast. (14:07)
Go to mikesipplejr.com to connect with Mike and to many free resources for leaders! Mike asks you to join the conversation: Submit questions, areas in which you want to be better, be a guest! (21:22)
Thank you for listening! We are grateful for sharing in this journey.
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This week Mike talks to two esteemed guests. The first, Dr. Marianne Lewis, is the Dean and Professor of Management at the University of Cincinnati Lindner College of Business. In the studio with Mike is Jack Fitzgerald the Founder of the Warren Bennis Leadership Experience and a graduate student at the University of Cincinnati.
Today, they discuss the upcoming Warren Bennis Leadership Experience event being held at the University of Cincinnati on April 1, and leadership from a personal point of view.
Jack shares how a punishment from his father for getting home late one night during high school transformed his future. (1:37)
Mike, Dean Lewis, and Jack talk about
Generating new leaders and when the leadership pipeline really begins (it is probably not what you think!). (6:21)
The link between Warren Bennis, UC, and Starbucks coffee (10:55)
Leaving a legacy through leadership and how each of us can identify our own legacy (17:15)
Listen NOW to learn more about becoming a better leader.
“The point is not to become a leader. The point is to become yourself and use yourself completely; all your gifts, skills and energies to make your vision manifest. You must, in sum, become the person you set out to become and enjoy the process.”
Jack Fitzgerald quoting Warren Bennis (20:06)
Jack and Dean Lewis share stories about how experiential learning was invented at UC, and how the process produces real-life, impactful co-creating opportunities for its students and the community. (20:35)
Listen to Dean Lewis as she shares her insights on
How to inspire people to continue learning and growing even as an expert in their field (28:44)
How employers and leaders can empower their workforce and take a lesson from academia (30:03)
Jack inspires us with one of Warren Bennis’ basic tenants (31:08) and shares some expected take-aways from the event on April 1st. Click here for more information about the event.
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This week Mike talks to Dr. Dan Snively, Founder of Lion’s Lead, a provider of leadership assessment tools and analytics. Mike and Dan discuss:
Building sustained trust in leadership (3:32)
Behaviors that facilitate great leadership (4:55)
The details that matter in self-awareness (7:25)
LISTEN NOW!
Dan describes self-awareness assessment keys that every leader should consider:
Thinking of self-awareness like the cockpit of an airplane (8:02)
How to get the biggest value from the results from assessments (8:35)
The 4 most important questions to ask for maximum personal growth through self-awareness. (10:42)
Dan shares examples of leaders taking their skills and their organizations to the next level through the power of insight with the right tools. (12:41)
Dan and Mike warn listeners of the dangers when assessments are used the wrong way (16:42) as well as:
Factors that can detract from or elevate your potential personally and organizationally (18:21)
Knowing someone’s “grit” factor as a measure of change tolerance (19:33)
Misusing multigenerational workforce assumptions (21:44)
LISTEN NOW!
Dan shares his thoughts on leading well and the currency of relationships and 4 behaviors every leader needs to master in order to lead effectively (25:17).
Dan and Mike wrap up with:
4 Life-enduring questions that will help leaders continually reach their aspirations regardless of where they are in their career (27:00)
Acknowledging that the higher you go in leadership, the less control you have (29:29)
A FREE assessment on Lionslead.com to learn your critical emotional intelligence attributes. Click here to take the quiz!
Don’t miss this key episode on leadership! Listen Now!
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This week Mike talks with Pamela Gilchrist, Founder, and CEO of The Gilchrist Group. You will definitely want to listen in on this deep discussion about communicating as a leader. Pam shares her expertise about transparency in the C-Suite, how to communicate through difficult situations, and stories of her clients’ successes through relevant situations.
LISTEN NOW! You won’t want to miss this episode!
Pam shares:
The three basic elements any leader needs for success (1:50)
Factors during growth and change that will make or break you (4:50)
An example of how communication can be an obstacle for organizational growth (6:23)
Mike and Pam then discuss how to turn the tables, and communicate effectively TO your leader, which can be tricky, to say the least. Pam gives us really good advice. (8:08) She also shares 2 key suggestions to consider before having a crucial conversation with anyone. (9:26)
“Lay breadcrumbs.” Pam Gilchrist (10:06)
A very relevant skill for work and personal conversations is how to find a common understanding. Pam gives us tactical tools to have meaningful conversations and find common ground when there seems to be none. (11:43)
Pam answers the ever-present questions that leaders have on their minds:
How do you know how much to share with your Board, C-Suite and other leaders? (15:08)
How do you present sensitive information from a place of strength and leadership? (17:44)
How transparent should you be about financials? She shares the story of an approach one leader took and the success it brought his business. (20:07)
Pam and Mike discuss the changing way we communicate at work, and how our work and personal lives are decompartmentalized today. They close with the discussion of what being a “whole leader” means and how to be successful in relationships, work, community, and life. (23:07)
LISTEN NOW!
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As we get closer to the 100th episode, the conversations we are having with leaders dive deeper and this episode is no exception.
This week Mike talks to Barry Posner, Professor of Leadership at the Levy School of Business at Santa Clara University, co-author of the award-winning book The Leadership Challenge and a “Top 50” leadership coach. Barry will be the key-note speaker at the 2020 Securing The Future Conference presented by the Leadership Council for Non-Profits.
Mike and Barry dive deep about
What it really means to be a leader
If leaders are born or made
What Barry and his co-author have found to be the key ingredients to successful leadership
You will definitely want to take notes for this episode, so get something to write with.
Mike and Barry start out by defining “exemplary leadership.” Barry wrote the book, literally on the commonalities of great leaders.
LISTEN NOW to hear the 5 practices of Exemplary Leadership (3:11)
They dissect the reasons why people “hold back” from bringing their whole selves to work. (7:14)
They also discuss
What “legacy leadership” is (10:15)
How to switch from short-term gain thinking to long-term legacy thinking (10:36)
Reevaluating the way you are going about achieving your goals (12:08)
Barry says: “The legacy we leave is the life we lead.” (7:07) “Doing what you know how to do...doesn’t get you to where you want to be in the future.” (12:08)
They move deeper into:
Where leadership really begins (13:23)
Barry’s key ingredient to a successful board (19:15)
If leaders are born or made (the answer isn’t what you think) (29:56)
Barry and Mike challenge all listeners to be a better leader by assuming one fundamental thing. LISTEN NOW and find out what that is and how it changes everything around you, not just your business. (33:14)
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Securing The Future Conference Leadership Council Barry Posner The Leadership Challenge *
*As an Amazon Associate, Centennial earns commission from qualifying purchases.
This week’s episode is a strategy-rich conversation with Mike and Tim Sackett, author of The Talent Fix. Tim visited Cincinnati in September 2019 to present at the Talent Acquisition Evolution Conference on Global Talent Acquisition Day.
Get ready to take notes, because this episode is rich in ideas for effective talent acquisition and retention, and challenges old notions about organizational structure regarding talent, such as:
Who really “owns” talent in an organization? (1:03)
The most effective strategy regarding accountability for talent across the organization (2:03)
How blame gets in the way because the wrong people are involved in setting hiring strategy (3:55)
Tim is full of stories and memorable quotes exemplifying great talent management and failed strategies even with the best of intentions.
Mike and Tim point out that when talent strategy is done well, acquisition is secondary, because people stay with your organization.
“The best hire you ever have to make is the hire you don’t have to make because you retain somebody.” (5:00) Tim Sackett
Tim shares:
A powerful exercise to find out who are your people-centered leaders. (5:51)
How to address unconscious bias (6:50)
Why weak managers hire weak people and strategies to help them select a more diverse team to strengthen their effectiveness (8:48)
“Save” strategies (12:30)
How to prevent “politics at play” from short-circuiting your talent retention (13:50)
Mike and Tim talk about
The root of turnover and why people really leave an organization (9:41)
Getting real about the cost of acquisition, the ROI of retention and how talent management is an investment with real gains. (11:42)
LISTEN NOW to hear Tim’s story about what one company does to “save” key players they literally can’t afford to lose.
Retention is about “feeling wanted.” (18:54)
Next, Tim shares tips to
Make magical connections during the recruiting phase (22:30)
Create environments that help people change, grow and feel challenged (26:10)
Create employment brands that find candidates who fit your specific culture (26:39)
How to “know your ‘who’” (29:02)
Mike and Tim discuss the impact of Tim’s book, The Talent Fix.* Tim says he kept getting a lot of questions from followers and clients about talent acquisition, so he wrote the book to answer the question, “here’s what I would do.” (29:14)
You can purchase Tim’s book HERE.*
Get more information about: Tim Sackett HERE Talent Acquisition Evolution HERE Talent Magnet Institute HERE Download a FREE RETENTION GUIDE by the Talent Magnet Institute HERE
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*As an Amazon Associate, Centennial earns commission from qualifying purchases.
This week Jessica Baron, Vice President for Centennial, Inc. talks to Paul Sittenfeld, a long-time friend and Cincinnati businessman. They discuss how Paul has reframed his leadership opportunities to impact success in the community at large.
They discuss the impact education has on non-traditional populations and how the success of one family member can transform others by expanding their ideas about what is really possible for them. (6:33)
He shares how his stories about what he has humbly offered to help people, such as
role modeling
mentoring
empathy without judgment
which all of us can take part in. (7:20)
“The fact that you’ve made some mistakes doesn’t mean you can’t...redefine yourself.” Paul Sittenfeld (5:54)
Paul shares how he sees the role as a “trustee” and that it is possible to have diversified involvement in the community. (13:23)
Having been friends for a long time, Jessica asks Paul to tell about the unique ways his children are making big contributions to their communities in their own ways. (19:19)
LISTEN NOW to Paul’s inspiring stories about how he uniquely has reframed success in his personal leadership.
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This week Jessica Baron, Vice President at Centennial Inc. speaks to Jennifer Manders about making a difference by getting involved at work and in your community.
Jennifer is a surgical oncologist at The Christ Hospital in Cincinnati, Ohio specializing in breast cancer. She is also the President of the Christ Hospital medical staff. She and Jessica discuss:
How her choice in her medical training specialization foreshadowed her leadership roles later in her career (2:51)
Her role in defining the importance of women’s health in the health care system, as well as the holistic approach they take in patient care (6:45)
Using your role at work to make social and structural impact in your community (10:18)
LISTEN NOW!
Jennifer shares her journey into leadership roles and the active learning she sought out in order to be ready to confidently step forward and serve well. (14:37)
“Leadership takes a lot of introspection and willingness to be vulnerable.” (15:18) Jennifer Manders
Jennifer also shares:
How her formal training about leadership styles gives her a cadre of tools to lead different people and different situations effectively. (15:41)
Who she looks to for mentorship and what that relationship needs to be successful (16:52)
Her journey into a leadership role as a woman in a traditionally male-dominated field (19:13)
Jessica and Jennifer switch gears to talk about:
Their unique personal and professional insights in regards to sharing a cancer diagnosis with an employer (21:26)
Balancing work, family, and social involvement (29:59)
LISTEN NOW!
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This week, Mike has an inspiring conversation with mover and shaker Minda Harts. Minda is on a mission to help women of color change their workplace experience, and enable “success partners” with key action steps.
Minda is the host of the “Securing The Seat” Podcast, as well as the author of the best-selling book The Memo: What Women of Color Need To Know To Secure a Seat at the Table.
Minda shares many key insights during this short conversation, like:
What she learned early in her career to get ahead
How to change the way women of color define who they want to be at work (1:19)
How you can be authentic and thrive as a black or brown woman (3:03)
The tools you need to secure your “seat” in your own way (3:32)
With her business partner, Minda created the Career Platform for Women of Color, a career development firm created specifically to fill the gap of career development for black and brown women. (3:54)
They teach women key skills in “boot camps” such as:
Negotiation skills for equal pay
Public speaking and using your voice
Strategic networking
LISTEN NOW to find out:
How she became super successful despite everyone around her saying “it won’t work” (5:36)
What are “success partners,” and concrete actions they should be taking to be an active partner and mentor (7:40)
How to invest in yourself as your best asset (9:46)
Her mission is to help women of color define self advocacy and acquire the tools they need on their career journey. (12:20)
She tells her community to move ahead and step into your courage, “never looking in the rear-view mirror.” (15:11)
LISTEN NOW to hear:
What tools younger women of color need to incorporate into their career journey “toolbox” to secure the seat they want (16:13)
What women can do right now to “walk into your power” (17:41)
What success partners can do to intentionally to change how they engage during every part of the talent cycle to affect change (19:40)
“Intentionality is contageous” Mike Sipple, Jr.
Both Mike and Minda implore everyone from women of color to success partners to do two things:
get out of their comfort zones, as well as take it one step further: To use the feeling of “uncomfortableness” as an indication that they need more education on the subject. (24:27)
Share this episode with friends, collegues, and family so we can all create change, make a bigger impact in the community and the workplace.
Minda Harts Secure The Seat Podcast The Memo: What Women of Color Need to Know to Secure a Seat at the Table * Women’s Fund Of Greater Cincinnati Metropolitan Club
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In this episode Mike talks to fellow podcaster, Laurie Ruettimann, who is the host of the Let’s Fix Work podcast. They discuss myths that we grew up with about work, and how work should be.
Listen NOW and hear how Laurie explains:
Why work is at its basis a compromise (2:31)
What Human Resources is really (4:58)
How human optimization will shape work in the future. (5:35)
Mike and Laurie talk about how leaders need to change the way they think about their role in how people show up to work. They discuss how the performance metrics used to measure success in business today need to change because they are killing people-focused leadership. (8:09)
Laurie’s expertise is at the heart of what work is and what it is not. She and Mike discuss:
What work will not fix in your life, and it isn’t meant to be (11:58)
The story of one of Laurie’s clients who had false stories about work, and how she guided her to stop playing the “blame game” (14:01)
What our true “lifetime” roles are, putting our work in perspective relative to the big picture of life, and how to not get tangled up in the wrong titles (16:10)
Listen NOW to hear about Laurie’s book, coming out sometime next year which goes into detail about:
Her “winning formula” for staying balanced and joyful with work (18:35)
Her advice about how to be your own advocate in the workplace (21:43)
How our broken relationships with money is affecting our work (25:57)
She contends that taking personal responsibility for “self” first is the key to success and suggests that personal development is more important than professional development in order to be an effective leader. (30:31)
“Be the Chief Training Officer of your own Life” Laurie Ruettimann Be sure to check her out on Twitter, Linked In and her website for podcast episode, book club announcements and consulting services.
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The first episode of the new decade finds Mike discussing the power of connecting through podcasting. In an era where virtual connections via social media are the norm, Jon Thurmond, who is a seasoned HR practitioner and podcast co-host with Wendy Dailey, talks to Mike about how he has been able to create meaningful friendships and connect on and off the internet via their podcast and Twitter chats.
They discuss:
How a missed opportunity to go to a conference turned into a Twitter chat that engaged people from 9 countries on a Sunday night (2:05)
The value of connecting to a larger community (5:05)
The true secret to great podcasts (31:24)
“We all have the ability to build a community around us and make an impact.” (6:34) Mike Sipple, Jr.
Jon shares his experience with being laid off and how he leveraged his online relationships to find new opportunities. (11:33) He also shares some of his expertise in Human Resources and recruiting. (14:27)
“It’s not just about hiring the right leaders...it’s about the culture that you create and the experiences that you have.” (16:40) Mike Sipple, Jr.
Jon shares several stories about creating real live communities from a podcast (17:12) and his amazing experience of connection at Jimmy Pardo’s live event at Virginia Beach. (18:40)
Jon and Mike talk about the power of the authentic voice, and how Jon and Wendy sift out valuable guest experiences from “pitches.” He also explains how they uniquely incorporate their sponsors into their episodes by tying in with a personal connection. (37:03)
Jon and Wendy’s Twitter Chat is @HRSocialHour and is held on the 4th Sunday of the Month at 7 pm Eastern. It reaches participants in 45-55 countries each month.
Follow them on Twitter @HRSocialHour. You can also listen to their podcast at https://hrsocialhourpodcast.podbean.com
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@jonthurmond @HRdotcom Episode #76
In this episode, Mike reviews the amazing year that has come and gone, and shares his predictions about the incoming decade.
He shares his personal take-aways and insights from a year of meaningful conversations, as well as the impactful work that the Talent Magnet Institute is doing. (4:24)
“We are working with leaders who understand that the impact of aligning business strategy to people strategy and resources ultimately reaches beyond that and how we actually help leaders lead themselves and others.” (5:05) Mike Sipple Jr.
LISTEN NOW to insights on:
What is the Talent Magnet Institute (it’s not just a podcast!) (3:40)
How Talent Magnet Institute is creating winning organizations (5:23)
What leaders need to be successful in relationships, work, community and life (5:30)
3 keys to success (6:34)
Mike shares some inspiring stories of organizational transformation in which the Talent Magnet Institute is involved. (7:10)
Then, Mike reveals the secret sauce that makes the Talent Magnet Institute so successful (9:45) and how it came to be. (18:52)
LISTEN NOW!
Christine and Mike give a quick review of the key podcasts from this year, faculty episodes, a shout out to the many podcasts Mike learns from each week, as well as had the privilege to be a guest. (21:30)
One thing Mike points out as a key to success is leaders being honest about their organization’s culture. “It’s not what you BELIEVE it to be,” but what it actually is and if that is aligned with your planning, values, and goals. (29:03)
Mike shares his 3 key insights about trends in talent for the coming decade and how to get a leg up on the talent shortage, (33:16) and shares his personal resolutions for 2020.
We thank you for listening and subscribing every week, for your shares, comments and reviews. We hope that this podcast inspires you to lead better in relationships, work, community and life.
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Mike has the pleasure this week of welcoming Wendy Dailey, a fellow podcast host, blogger and Talent Strategist at Sanford Health based in South Dakota. Wendy is the creator and host of the HR Social Hour Podcast and The Wonder Woman Podcast, both focusing conversations about diversity and inclusion.
In their short but meaningful conversation, Mike and Wendy discuss:
How the Wonder Woman Podcast got started (5:16)
What being called “colorblind” really means (10:46)
Recognizing diversity every day and understanding true inclusion (12:55)
What the difference between diversity, equity and inclusion actually is (14:43)
Wendy also shares what it really means to “bring your whole self to work” and how to create a safe environment for people to do that. (12:15)
She also shares her expertise with Twitter and Twitter Chats (16:24).
Listen NOW to hear how to find some great conversations on twitter chats and how they have fun with HR topics. (17:32)
Wendy says that being authentic is the best way to show up on Twitter chats and she holds them monthly on the 4th Sunday of the month at 7 PM EST.
Check all of her resources out at @wyndall93 on twitter.com, #HRsocialhour, mydaileyjourney.com
Mike’s guest this week is fellow podcast host, Kevin Monroe. Kevin hosts The Higher Purpose Podcast. In this conversation, they share business tips, transformational stories, and the power of gratitude.
Kevin shares:
How to get subscribers on a new podcast (2:35)
Examples of how perspective and context changes your view of your personal journey (6:41)
His take on “servant leadership” being faith-based or not (11:31)
He also says we should be less “driven” and more “powered forward,” emphasizing that it’s not about “chasing” something but moving toward our calling or purpose. (12:19)
Kevin reveals the biggest myth about work, and how we can literally change communities, people’s lives and the future of families by changing the way we think about this one thing. (15:47)
This episode is full of heartwarming stories about how the smallest gestures can make a difference. LISTEN NOW about the impact one cashier is making in a cafeteria hospital. (19:47)
Kevin calls these elevated transactional experiences as “encounters” to transform the way we view other people and connect. He shares another story about the powerful encounter of a simple handshake and how it totally transformed one diplomat’s perspective. (24:38)
Mike shares his experience about participating in Kevin’s Gratitude Challenge and the power of gratitude.
“We don’t see the world as it is. We see the world as we are.” (34:01) Anais Nin
“Gratitude takes us to a better mental space.” (36:23) Kevin Monroe
Kevin shares one more story about how introducing a few minutes of gratitude before meetings at a manufacturing plant changed everything for that business. (39:57)
Kevin shares one more quote to close out the episode: “You’re meant for more. Don’t settle for less.” (41:58)
Words to live by. Please share this episode, rate our podcast, and join the conversation on Twitter, Linked In and Facebook!
Kevin Monroe @Kevin_Monroe TheGratitudeChallenge.community The Higher Purpose Podcast From Surviving To Thriving: The 10 Laws of Grateful Leadership *
*As an Amazon Associate, Centennial earns commission from qualifying purchases.
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This week, Mike is behind the microphone with Leisa Mulcahy, Vice President of Workforce at The Northern Kentucky Chamber of Commerce. They discuss an initiative called Grow Northern Kentucky which is creating incredible success for the entire Cincinnati/Northern Kentucky region.
Leisa explains the exciting challenges that Grow Northern Kentucky is helping to resolve by partnering with a diverse group of organizations. (3:40)
She shares the 5 pillars of the initiative and why starting with Kindergarten readiness is important to regional talent growth. (5:03)
Mike and Leisa discuss something unique in business that is happening right now is a “common agenda.” (7:38)
Success is “all about our businesses having a deep well of talent to pull from and...our talent in the community having a broad range of opportunity to choose from.” Leisa Mulcahy (8:38)
You will also hear:
What questions Leisa asks to help corporations get the right talent and tools (10:49)
The importance of intentional employment brand planning (11:22)
Why something as simple as your vacation policy may be causing your talent woes (11:49)
Mike says “It doesn’t just happen by hoping people show up.” (11:22)
Mike and Leisa share insights about:
The greatest shift in workforce trends in 50 years that is forcing organizations to think differently (14:25)
What two things are the real reasons behind retention issues (15:14)
The one thing you can do to retain your top performers (15:41)
One tip in planning that you can incorporate to decrease turnover and costs associated with it (17:19)
How planning an annual culture alignment audit can affect employee engagement (18:19)
“We can only move this work as far and fast as trust will take us.” (25:48) Leisa Mulcahy
Listen NOW and visit www.talentmagnetinstitute.com to obtain your free checklist to maximize your talent cycle!
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This week Jessica Baron talks to another local leader who is making a huge impact. Jen Eismeier, Executive Director of Camp Joy and Jessica talk about:
An embarrassing moment that turned into a poignant lesson (4:45)
How you leaders of small non-profits can impact their more experienced peers in significant ways (6:40)
How to deal with the pressure of leading today knowing you stand on the shoulders of giants who came before you (19:44)
How Jen deals with the pressure of being at the top and still feeling like she deserves a seat at the table (22:21)
Hear how Camp Joy disrupts behavior patterns with it’s unique programs for adult and children. (14:20) LISTEN NOW
“What we do at Camp Joy really well is we meet people where they are.”
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This week Jessica Baron, VP of Executive Search for Centennial Inc. talks to Tara Noland, Founding Executive Director of Greenlight Cincinnati. They discuss the power of mentorship in unconventional ways.
Hear how Tara teaches about what it means to be a good mentee and why you should have more than one mentor, (4:13)
What elements you should look for in a mentor, and
How she uses social media to leverage business connections online. (7:21)
Tara shares her story about her career path and the insight it provided her as a young leader. (10:20)
Then, Jessica and Tara discuss: What is “disruptive giving,”
How it is empowering recipients of philanthropy to make their own decisions about their needs, and (13:57)
The value of including diverse income levels in the conversation about community support projects. (16:36)
Hear Tara’s unique perspective on being a young leader and how she manages the pressures of leadership in the non-profit sector. (22:20)
Tara says on impactful work, “The best way to help a child is to help their mom.” (24:22)
Listen to the conversation NOW!
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This week Mike is back and he is talking to Robin Throckmorton about being an entrepreneur. If you own a business you don’t want to miss this one. Robin is the Founder and President of Strategic HR. She shares her insights and lessons learned about starting as a solo-prenuer, and how she scaled her business to 18 employees. Robin shares:
How she got the guts to go out on her own to have flexibility as a young professional and a new mom (6:20)
The gender and age bias she faced and what she did to build credibility (9:35)
How she reacted to someone telling her his client wouldn’t work with her because she is female and too young (10:25)
Robin did not let discrimination set her back. In fact, she says, it pushed her to get involved with more leadership programs centered around empowering women. (12:18) Mike and Robin discuss the challenges of scaling a business, and share these tips:
How to find the right advisors (19:04)
How to let go of control (20:40)
The book and the team building activity transformed her business (21:35)
Mike and Robin then switch gears to discuss the challenges of finding balance as a leader of a business. Listen NOW to get tips on how they maintain the fine line of balancing work and life well. (23:00)
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Robin Throckmorton Double Double: How to Double Your Revenue and Profit in 3 Years or Less – by Cameron Herold (commision link)
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This week’s episode is inspiring and has many great lessons on impact as Jessica Baron takes the mic to talk to mover and shaker Clare Zlatic Blankemeyer, the Vice President of Strategic Initiatives for the Mayerson Foundation and President of Impact 100. Among many topics, they discuss how thinking about problems from a different perspective invents new possibilities.
They start out by discussing the Mayerson Foundation’s Activation Funding pilot to enhance the impact of philanthropic dollars on the agencies they fund, specifically:
“to look at what’s best in people, and how are non-profits activating, accelerating, sparking what’s best in people...not only looking at a deficit and what’s wrong with them...whatever label might be attached to a client of a non-profit.” Clare Blankemeyer (2:30)
One example is sparking hope from one of the world’s darkest hours with their support for the Center For Holocaust and Humanities. (3:09)
Clare says, “We can choose as people to be our best selves, even when it imperils our lives.” She shares the story of one mother’s courageous and tragic act as a celebration of human strength (4:04)
It “calls on us to what we can do in the face of injustice...what strengths can we call upon to act differently.” (4:57)
She shares positive examples of people standing up for hate even when it doesn’t apply to them (7:56)
Clare discusses how “Positive Psychology” influences everything that the Mayerson Foundation does, in order to inspire and create a “window of hope” (8:20)
LISTEN NOW!
Jessica shares her personal experience with the exhibits about being inspired and hopeful to engage in impact. (11:02)
“Up-standers are not always extraordinary people. They are ordinary people who made courageous decisions in a moment...The Holocaust was a result of people being bystanders, people not tapping into their strengths and sayiing ‘wait a minute. This is wrong.” We have opportunities to call on that everyday.” Clare Blankemeyer (11:34)
Next they discuss how “activation funding” from the Mayerson Foundation is supporting organizations who empower their clients, not simply “tell them what to do.” (13:00)
This work is carried through in another organization Clare is passionate about, Impact 100. Her inspiring quotes and outside-the-box thinking carry through, as she shares
THE primary flaw in traditional philanthropy and how nonprofits are changing(16:23)
How an embarrassing moment created an opportunity to think differently (21:20)
A lesson in authenticity.
This week, Mike talks to Pete Blackshaw, the CEO of Cintrifuse, a startup incubator created by P&G, Kroger, Western & Southern and other major entities in the Greater Cincinnati region. It is obvious that one thing they share is their enthusiasm for opportunities in the Cincinnati region for business.
Mike and Pete discuss:
Pete’s quotable, “look back to look ahead” and what that means for big businesses who are trying to keep up with digital innovation (4:44)
Inc. Magazine’s profile on Cincinnati (5:46) read here
Why Cincinnati is actually a better place for start-ups than cities on the east or west coasts (8:19)
Inevitably, when people think of start-ups they think about talent availability. Pete points out that Cincinnati is bounding with amazing talent in every area of business.
Why talent an non-issue in Cincinnati (10:28)
The impact of what he calls the “Amazon Effect” is on a city (11:50)
Mike and Pete also discuss how mid to large sized businesses benefit from a robust start-up culture in the areas of:
Agility to innovate (18:04)
Diversity (“Diversity and innovation share a symbiotic relationship.”) (20:25)
How technology works differently in different global markets (21:00)
And the impact he has seen in developing countries as they adopt technology (21:42)
Mike and Pete agree that “if you’re NOT aware (of the opportunities), you can get passed up quickly by the world around us.” (24:25)
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This week, Mike’s conversation with Haley Hunt, Host of Jerseys and Heels: The Podcast is about coming to terms with events of the past, letting go of self-imposed shame, and being an authentic leader. In this fun and down-to-earth episode you will hear:
How and why Haley started Jerseys and Heels (4:00)
How it has turned into a much bigger calling--more than she ever realized (4:30)
About letting go of the fear of taking advantage of her relationships with well-known people, and how to navigate it so it doesn’t become self-serving. (5:46)
Mike notes that Haley has created a platform “to bring their (pro athletes’) humanity back.” Haley says her “brand becomes a need now for celebrities” and creates a connection between the player and the fan that brings a whole new perspective and dialogue. (9:10) In their discussion, Mike and Haley go deep about the impact stepping out of your comfort zone can have on another person or people. She shares her stories about:
Her top three favorite episodes (hint: 2 are NFL players, and one is in a totally different sport you would never think of (10:35)
How “playing bold” and reaching out to a kid from another school that she didn’t know transformed both of their lives (13:48)
Haley coming out of the shadows and speaks her truth about the shame she lived with for years. (20:00)
Through sharing her story about having an abortion, and overcoming the fear of what other people would think of her, she set herself free from deep shame. She knows her story is not unique and shares with Mike about how she knows her message to help free people from their shame is her purpose. Haley insightfully says, “Let go of being prideful,” and be authentic. Mike ties Haley’s story to one of the goals of TMI: to expel the killer of isolation, and let people know that whatever your story--letting it out will set you free. (27:15)
@HaleyMorganHunt @jerseysandheels Haleyinmotion.com
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In this week’s episode, Becky Scheeler, VP of Client Engagement for Centennial Executive Search and Talent Strategy (TMI’s parent company) interviews her long-time mentor and friend Michael Glenn.
They met at Fidelity 30 years ago and still keep in touch, learn and grow from one another. Here, they discuss real-life stories about conflict resolution and attributes every leader must have to succeed.
In this episode, you will learn:
3 leadership tactics Mike used with Becky that shaped her future career potential (1:50)
1 thing that managers hardly ever do but is the BEST tactic for keeping high potential talent (3:30)
What coaching clients REALLY want to know when they hire you, and how to build trust (10:15)
Invaluable leadership information, Mike shares his 3 variables for success that he has learned from decades of experience with leaders and organizations. (11:57)
Mike is a master at helping organizations communicate more effectively, and he shares REAL-WORLD CONFLICT RESOLUTION tactics when culture becomes toxic. (14:00)
He shares another story about proactive organizational design and how NOT to throw a new leader under the bus when entering a battlezone. (16:43)
You will also hear about how Mike:
Was asked to start a wellness program at Kellogg’s in the 80’s because of his love for running (21:43)
How his faith has guided him to a successful career (26:07)
Wisdom from hindsight: What he would do differently (27:39)
“A really wise person once said, ‘The true value of a surgeon is not how well the surgeon cuts. It’s how well the patient heals.’” Mike Glenn (28:35)
Mike’s final words reflect on his desire to follow up on his clients better and to create a legacy with the help of the Talent Magnet Institute.
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This week, Mike talks to Cory Carlson, Executive Coach, Author and Speaker, about his recently published book, Win At Home First: An Inspirational Guide to Work-Life Balance. As an Executive Coach, Cory has worked with many leaders. He says when his clients really get to the root of their leadership, it most commonly has to do with how well things are going at home. Mike and Cory discuss: Cory’s journey that lead to his writing of the book and how being authentic was hard to do but made all the difference in his own growth (3:30)“Three Temptations” story that everyone needs to hear often to keep all parts of our lives in perspective (5:30)Two “breakdowns” that forced him to change the way he lives and views success (9:20) Cory shares his insight about symptoms of dysfunction and how to know when something is out of whack. He says this can apply to anyone. “We all go to where we get wins...so if home life is not going well then we’ll go to work (or volunteer too much)” (16:36) What’s REALLY keeping executives up at night is not what you think. (18:42) Mike and Cory agree that, “personal life counts so much more than professional life.” They talk about Their personal struggles with finding that harmony with work and family How HOME actually dictates success at work (not the other way around). (18:50) “You need to win at home first IN ORDER TO create capacity, create a position of margin in your life, so that when you go to the office you have empathy for others; so you can actually think creatively.” Cory Carlson (19:00) Hear about Cory’s proven tools for successful balance to help anyone (not just leaders) create “healthy rhythms” in their lives. (22:50) They wrap up with a heartfelt message we all need to hear. “It’s not just business. We all have lives.” (28:08) Balancing feels like a teeter totter: One side has to be up in the air while the other is down. But as Cory and Mike discuss, life is much more successful in the office, when our out-of-the-office lives are given the same care and attention. Win At Home First gives leaders unique tools and indicators to stay on track for better balance.
talentmagnet#worklifebalance#balanceCory CarlsonWin At Home First: An Inspirational Guide to Work Life Balance
Jessica Baron takes to the studio this week to interview one of Cincinnati’s unique leaders who is creating a huge impact here and in Nigeria. Evans Nwankwo is the Founder and President of Megen Construction, and the Founder of Nuway Foundation. In this multifaceted episode full of deep inspiration they discuss: Evans journey to the United States from Nigeria to attend college How and why his plans changed drastically The fascinating story about how Nuway Foundation is making an impact in Nigeria How they met through Bridges Of Faith Evans says of his journey, “Sometimes fate determines where you end up in life.”1:20 Hear how he and his wife started Nuway Foundation and why Evans explains what they saw in Nigeria and how they got the courage to create change. (7:43) “I used to think, there’s all this oil wealth over there, and they can take care of themselves, but I think the big difference is leadership.” “It seemed so large a task, but we felt like if we could just make a difference in one person, that person can make a difference in others and you have this ripple effect.” Hear how Evans and his wife created Nuway and intentionally set out to provide 4 things that spells HOPE (8:54) Next Evans tells the story about The humble beginnings of Megen Construction in his basement (12:50)How he intentionally designed Megen to be a different construction company (14:11)How he landed the the construction of The National Underground Railroad Freedom Center (15:08) “The thing that makes a difference to me, is how you connect uniquely to each project.” (15:36) “It’s not just about putting bricks and mortar together. The company that you choose will make this building what it is.” (15:55) Evans makes his construction projects of schools so unique his company is sought out for these projects. Listen to the unique opportunities he has created for the builders and students to interact. (17:30) Switching gears, Jessica shares how she met Evans and the organization that brought them together, Bridges Of Faith. Evans shares his continued involvement in the organization. (20:16) “What you find in life is that we are all really the same, there are very little differences. This particular organization has really opened my eyes to other cultures and other faiths.” (23:02)
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Many of us are taught to avoid failure. However, as most leaders know, failure is necessary for success. In this episode, Mike and Sarah Brown, Host and Owner of the Failing Forward Podcast, and Senior Director for Learning and Employee Engagement at Health Carousel, discuss true success in life and moving into deeper, more meaningful dialogue. They unveil: The story behind destigmatizing failure for Sara and why she started the Failing Forward Podcast (1:47)Her very personal relationship with alcoholism (4:25)Wisdom about success at work: it’s not the whole story (8:00) Sarah said she has picked up on what it takes to be truly successful with hosting her podcast and shares her 4 components of resilient people, she terms “HERO” (9:16) One reason Sarah says she started the podcast is because she believes we need to connect deeper. She says, “We talk about nothing a lot...I like having those deeper conversations.” (17:20) Mike and Sarah share stories about what success really looks like (19:04) “It’s messy” One of the most exciting moves for Sara is her offshoot podcast called, Failing Forward with Ados, teaching adolescents that failure is part of success as well as how to manage stress. (25:34) Listen now to how and why she is so passionate about this subject. The last part of their conversation has great nuggets of wisdom! They discuss: Why EVERYONE needs coaching (not just for negative situations)Changing one’s ability to achieve success (29:15)The power of asking for help (31:43)How to “take your pace” (35:26)You can listen to Sara’s podcast Failing Forward at www.failforward.com and find her on social media outlets at failforwardpod.
failforward @failforwardpod Sarah Brown Episode 1 with Tony Miller Failing Forward Podcast Support Page
If you struggle with depression, anxiety, or addiction, especially as a successful business person, this podcast can save you, or someone you know. This week Mike invites his close friend Trevor Steinhauser to the studio to discuss: mental health in the workplace, the stress of being a successor in family-owned businesses, being an empathetic employer, and bringing mental health out of the shadows, especially for leaders. Trevor tells his story of being in a family business and how:Pushing through depression and anxiety was almost a deadly strategy to get through the day (7:20)The “demon inside” was consuming him and no one ever knew (8:35)Having the right people on their Board Of Directors saved their business and his life (32:50) Trevor shares his story of hitting his lowest point, how authorities saved his life, and how he now feels a duty to call mental health issues and addiction out of the shadows with his podcast called Stigmatized Podcast. (31:00) He says, “It’s okay to not be okay” (29:50) Click here to listen to this powerful episode now! How we address mental health is a keystone of leadership in any organization, as Mike points out, “We need to care as employers, and that’s why we are covering this on the Talent Magnet Institute Podcast.” (31:15) “We need to lean in and step up...we need to not watch things happen.” (37:09) Mike and Trevor also discussTheir personal struggles with being a successor in a family-owned business (22:50)The most important quality in one friend that made a huge difference in Trevor’s recovery and smooth exit from the business (34:25)How leaders need to be bold about dealing with mental health in the workplace and be honest about issues of depression in the C-Suite (42:10) Trevor’s message is to break the stigma of mental health and addiction. It is real. It has no demographic boundaries. There is hope, and a way out that is worth it. Listen Now on Itunes or Android Please share this podcast. You may know someone who is outwardly struggling, however most people never reveal what is really going on. Sharing Trevor’s story could save someone’s life.
stigmatized#mentalhealthawareness#talentmagnetTrevor SteinhauserThe Lindner Center Of Hope
In this episode, Mike talks to Laura Brunner, President and CEO of The Port, an economic development agency that initiates projects to improve property value and promote job creation throughout Hamilton County. In this podcast, Mike and Laura discuss: How your home’s value is really measured (4:00)What The Port is doing to create inclusive capitalism in neighborhood redevelopment (9:40)The interesting story of how the historic Vernon Manor Hotel (where Rainman was filmed, among other claims to fame) was literally saved from the wrecking ball (9:48)How revitalization differs from gentrification, and how her team works with new residents and legacy residents to build a cohesive community (14:15). The importance of manufacturing opportunities in economic development. (17:06) Mike and Laura get more personal as they discuss work-life balance. Laura shares her strategy for prioritizing opportunities as a community leader and learning to say “no” (21:34) and how to make the three “rings” of Career, Community Engagement, and Family overlap (25:49). They finish the episode with a meaningful conversation about how leaders need to “lean in.”Leaders need to be “conscious and aware that we can help our employees succeed in life, not just how can they benefit me as an employer.” (30:48)We need to “realize that in order for our society to be its most successful, we need everybody leaning in.” (33:09) Interested in reading up on the impact of economic development? Laura recommends reading “A Prayer For The City” by Buzz Bissinger. https://www.cincinnatiport.orgLaura BrunnerEpisode 17: Conscious Capitalism with Steve ShifmanEpisode 18: Becoming Fully Human with Dan HurleyEpisode 43: Creating A Marriage Strategy with Jackie BledsoeEpisode 55: Exclusive vs. Inclusive Capitalism with Ed Rigaud
This week’s episode our guest host, Jessica Baron, Executive VP of Talent Search for Centennial Inc (Talent Magnet Institute’s parent company) conducts an engaging discussion with Kristen Schlotman, the Executive Director of Film Cincinnati. Jessica and Kristen share interesting stories of movie stars and movie sets to be sure, however, the lessons to be learned for leaders in this discussion are woven in. You will learn: How a midwestern city can become one of the biggest destinations for filmmaking and its economic impact (6:44)How to develop a win-win opportunity even when the legislature is involved (9:18)How flexibility in business thinking creates even more opportunities and opens doors (especially when deals fall through) (12:25) You’ll also hear some fascinating stories on and off the set like: The powerful experience Kristen has had working with directors like Don Cheadle and Emilio Estevez in their “zone” (19:47)Kristen’s quote from Cate Blanchett about Cincinnati (21:19)Ewan McGregor’s first-ever major league baseball game (22:00) The most interesting parts of this episode are the relevant and universal lessons about business such as: How to retain talent and build value in your location, especially when bigger cities seem to call away all your best candidates (28:30)The art of attracting recent grads as well as world-renowned cinematographers (26:24)Kristen’s #1 leadership lesson for any business leader listening (40:00). This episode will surprise you. Be sure to listen, and then share comments about your biggest take-aways. http://www.filmcincinnati.com/film-cincinnati@ThePublicFilmCincinnati Chamber of Commerce Leadership Cincinnati USA#leadership#poweroffilm#flexibilityinleadership#retainingtalent#attractingtalent
If you have ever seen The Lion King either on screen or on stage, you know Mufasa as the father with much wisdom to impart to his son. In this podcast episode, Alton Fitzgerald White, who played the role of Mufasa on Broadway 4,308 times shares his personal brand of wisdom for success. In his book “My Pride: Mastering Life’s Daily Performance,” Alton shares his philosophy on how to how to avoid burnout by tapping into your inner resources to bring renewed joy every day. He and Mike talk about: The empowering moment Alton realized he had a gift, and the beginning of his leadership journey to use it to power good (3:59)The power in knowing what you don’t know and how to ask for help (6:38) “It's okay to not know. That’s the first step in becoming a master of anything.” The “recipe for disaster” many leaders unknowingly create for themselves (12:26) Click here to listen on iTunes I Heart Radio Android Alton also shares his personal philosophy about self-care for high-performing people (12:26), including: His foundational practice that “levels his head” (13:20)His suggestions for finding balance as a leader (13:40)The one thing he realized about life that helped him step up to his big role (16:00)He says “Life is cumulative...if you allow the flow of life (experience) to happen, then you can use everything you’ve ever been through in the present moment.” (19:25) In other words, you are not the same person you were yesterday, last week, or last year; build on that cumulative wisdom. Mike also shares profound lessons he has learned while up-leveling himself to become President of Centennial and Founder of Talent Magnet Institute, including how he disconnects in order to stay focused. (23:50) The conversation shifts to interesting insight Alton has about diversity and inclusion in the theatre as well as how that spills into life inside and outside the traditional workplace. (30:13) They discuss: How business suffers from opting out of diversity and inclusion (34:03)What every leader NEEDS to hear about keeping the status quo (34:40)Staying courageous. He says “Be afraid but do it anyway.” (38:29) Click here to listen on iTunes I Heart Radio AndroidBe sure to give us a shout with a comment on what your biggest aha moment was from this episode! This is a great one to SHARE on social media with friends and colleagues. Check out his book and other information at https://altonfitzgeraldwhite.comAlton’s Tedx Talk Broadway Series https://youtu.be/ARofPxt-GlE Episode #16 #talentmagnet#balance#avoidingburnout#leadershipwisdom#keepingitreal
Discover Luke Dooley's insightful perspective on the impact of the entrepreneur. In this Talent Magnet Institute Podcast episode, Mike talks to Luke Dooley about the challenges of being a successful entrepreneur and how to navigate life as a business owner successfully. Luke is the President of OCEAN Programs. Through their events, training, accelerator, and tribe, OCEAN Programs teaches, mentors, and invests in entrepreneurs who have faith in God and a passion for success. The 5th Annual OCEAN Conference, an event that brings entrepreneurs together for faith, connection, and learning, will be held on October 11 and 12, 2019. Mike and Luke discuss the bravery element of entrepreneurship. You will learn: The 1 thing that the entrepreneur must have to succeed. (2:30) The key impact entrepreneurs almost never consider when going into business (3:32)How entrepreneurs are changing the status quo in work and the world (5:02)The 4 elements needed to stay excited about work and avoid burnout (26:50) Click To Listen on iTunes I Heart Radio or Android Now This intimate conversation gets to the heart of what being an entrepreneur means for them on a bigger scale. Both being entrepreneurs, they share their insights, struggles and lessons learned. If you have your own business or are thinking about starting one, listen in for Mike and Luke’s insights on:How to reframe failure when it happens (31:40)The definition of working from “a place of rest” and how that isn’t as counterintuitive as it sounds (20:18)What “tools” to carry with you as a leader, and what to let go of (16:25)Why you should get excited about being an entrepreneur despite the challenges you face (34:57) OCEAN offers training for entrepreneurs that is different from other business training. In addition to tactical training, OCEAN provides opportunities to connect, learn, and integrate the hearts of emerging entrepreneurial leaders so they don’t get trapped in isolation that often happens with business owners. Click To Listen on iTunes I Heart Radio or Android Now If you enjoyed listening to this conversation, please leave a comment on the podcast here. Tell us what your biggest takeaways were. These comments really help us continue the conversations that are most important to YOU.
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In this Talent Magnet Institute Podcast episode, Mike talks to Jodi Brandstetter, Chief Talent Strategist at Lean Effective Talent Strategies and founder of Talent Acquisition Evolution, an event designed to bring Talent Acquisition professionals together to network, learn, and elevate the future of talent acquisition. In this podcast Mike and Jodi discuss: Why Jodi believes that awesome recruiters really can save the worldThe “secret sauce” in recruiting (4:11)How a recruiter can make or break your internal brand (5:00)Why candidate experience matters to business success in the short term and the long term (15:30)3 ways to increase your talent pool significantly that probably never crossed your mind (20:02) Click Here To Listen on iTunes Now Mike got a preview of Jodi’s masterfully planned event, Talent Acquisition Evolution, which takes place on September 4th, 2019 in Cincinnati, Ohio. It is sold out, but you can get highlights by joining the Talent Acquisition Evolution Facebook group where she will be posting key takeaways from this year’s amazing line up (9:15). The theme is Innovation. “You will be able to take information and put it into action immediately,” said Jodi. Jodi and Mike also share these keys to success: 3 soft skills that amazing recruiters possess (do you have them?) (24:08)How to beat technology and make it work FOR you, not replace you (27:15)The most powerful 5 minute message that led to Jodi’s “aha” moment about how talent acquisition can be a positive force in the world (30:15)How to know when you NEED to call an expert Talent Acquisition firm to help you (34:30)If you love talent acquisition as much as these two, please leave a comment on the podcast here. These reviews really help us continue the conversations that are most important to YOU.
TalentAcquisitionEvolution#TalentMagnetInstituteSummer Crenshaw (https://www.tilr.com/about/)Tim Sackett Author of Talent Fix Stacy Zapar Matt AdamRobin Throckmorton Seth ClydeMike Sipple, Jr. Kevin St. CyrKevin GrossmanJames Marable
In this week’s episode Mike Sipple Jr. interviews Joe Motz, CEO/Chairman of The Motz Corporation, about an exciting initiative. Joe is embarking on a 6500 mile bike ride over 90 days which is focused on a cause bigger than himself. He calls this initiative Gearing Up For Good. Mike and Joe discuss what inspired the initiative, the importance of holistic care in brain disease treatment, and developing together at work. What Inspired Gearing Up For GoodHaving read Half Time by Bob Buford, a book that teaches how to grow from seeking success in business to seek significance in life, Joe asked himself two questions:What can I do that puts me in a better place?What can I do more with the capacity I have?Several persons in his company are caretakers of loved ones with Parkinson’s disease. Joe has seen the impact of the disease through their eyes. Since he enjoys physical challenges, he created Gearing Up For Good as a supporting effort to raise awareness about the disease.Holistic Care is VitalGearing Up For Good is not focused on finding a cure for Parkinson's Disease; instead, the emphasis is on helping people who live with the disease to have a better life. Joe discusses the importance of focused exercise. He mentions that doctors in Integrated Care also emphasize that people need mindfulness around relaxation to deal with the anxiety and stress of the disease. In addition, your diet really matters, particularly when dealing with a brain disease like Parkinson's and Multiple Sclerosis. A Leader Who Cares About His PeopleMike commends Joe for being a leader who cares about his people. Joe’s only connection to the disease is through the eyes of his team members who have loved ones with Parkinson’s, yet he cared enough to create this great initiative. Joe mentions that we spend so much time with the people we work with, we need to care about them. Joe is a good example of a caring leader. Growing Together at WorkWe come to work as whole people with feelings. Therefore, it is important that we grow and develop together. As his company grows, Joe says that they are focused on a company culture where everyone's growth is considered. It is important that everybody has one another's back as they grow. His company’s objective is to establish a more collaborative purpose that they all organically feed into and want to be part of. Join the EffortGearing Up For Good is part of a 3-year endeavor to bring meaningful change for people dealing with Parkinson's. However, Joe does not only want to focus on the sad and difficult side. People love adventure and this bike ride across America brings fun and intrigue, while at the same time creating a lot of good. Mike encourages listeners to join up with Joe and the riders who are departing with him from Cincinnati. You can also follow him via his website and on social media. There is an interactive map on his website that shows the journey across the USA. If you join Joe along the way, take a selfie and tag #GearingUpForGood and #TalentMagnet. Joe is seeking to raise $650,000 for Parkinson's and awareness for other neurological diseases such as MS, Alzheimers and Frontotemporal Dementia. Joe is a CEO who is living boldly and who is willing to step up for relationships, work, community, and life. He is reframing success in leadership. ResourcesGearing Up For GoodGearing Up For Good on FacebookUnpacking with Joe Motz - TMI Episode 61Unpacking with Joe Motz - YouTubeHalf Time by Bob Buford
Jessica Baron, Vice president of Centennial Inc, talks with Paaras Parker, the Head of Human Resources at Kroger Digital. They start things off with a conversation about family. Family Principles Through the Generations
Paaras’s family moved to the Cincinnati area from Pakistan when she was just about to enter kindergarten - and this is a huge move for any family. They navigated through the transition the same way. Paaras lives her life now - according to 4 principles: Be honest, do good work, give back, value something bigger than you. There really shouldn’t be a distinction between your personal life and your work life when it comes to these principles. Starting at Victoria’s Secret
Back when Paaras was starting work, there was no digital, but she needed a job in between semesters of the university. Like most people back then, she printed off her resumes and walked the mall until she got to Victoria’s Secret, where she was interviewed, and then hired on the spot. She wasn’t expecting it but loved the company, their values and how they invested in her training and education. Her family wasn’t wild about the idea initially but trusted that Paaras would make the right choice for herself and her career. Looking back, she thinks that the mix of great experience in business at Victoria’s Secret, and the psychology classes she was taking were an absolutely winning combination. Connections and Transitions
Paaras’s position at Global Lead is where things really came together. As a consultant who is also a woman of color, getting to help other organizations optimized employee success. As a consultant, you learn the method of your firm, but you also need to spend time learning about the businesses you’ll be working with - this means building relationships, giving yourself time to learn and make mistakes, solidifying your network. Having mentors has also been critical to Paaras’s success, including Dr. Janet Reid, who taught her that you need to find people who are going to be honest with you. Helping Others Succeed
There’s a big difference between help and enable. Paaras talks about what it means to help someone vs enable them to take action on their own. She talks about how she uses this idea at home with her children and draws parallels for how it can be done in the workplace. Jessica points out that Centennial and the Talent Magnet Institute believe strongly in the connection between how you show up at work and how you show up at home, and she and Paaras discuss how you need to create the space for people to be their best. Paaras leads with trust and believes her fundamental role is creating those spaces. She’s grateful that other people have done that for her in the past. Is Independence Ever a Problem?
Letting people take the lead and make all of their own choices can definitely backfire. Everyone processes information and goes about work differently. This means it doesn’t always work the way you want it to. Paaras shares her process for giving people room to grow and experiment, but make sure that objectives and outcomes stay prioritized. When you start with the outcome you need and empower people to meet it, more often than not - they will, and all you have to do as a manager is coach and check-in. Human Resources is Changing
HR, historically, has been the department you call when you need to fire someone, or were otherwise in a bad situation. Now, HR’s function is shifting into how people work, how to support them, and how to make sure you have the right people doing the right things. The focus is on the talent of the individual rather than solving a problem. Resources
Paaras Parker
Today we get a follow-up episode, where Mike sits down again with Meredith Meyer, founder of Infinite Potential! They’re talking about the concept, how it manifests when you change your role, and how organizations can foster it among their employees.
Today on the Talent Magnet Institute Podcast, Mike speaks with Meredith Meyer - whose business, Infinite Potential, is founded on the idea that strategic planning and talent need to be perfectly integrated for a business to be successful. They discuss what kindness means in an organization, the rapidly-changing world and what it means for organizations focused on culture, and how to bring different company stakeholders to the same table in terms of strategic planning.
In this week’s episode of the Talent Magnet Institute, Janelle Spence and Christine Lewis talk about one of the most interesting leadership events of the year. Janelle Spence is the marketing director of Centennial Talent strategy and Executive Search. Christine Lewis is the executive assistant to our usual host, Mike Sipple Jr. Today, they’re talking about Leadercast and sharing their thoughts about some of the guests from this year’s events.
Today, Jessica Baron speaks with Dr. John Tew, an internationally renowned neurosurgeon with controversial ideas about how to live a healthy life, and Liz Keating, whose daily work inspires connections between people all over the world. What do these people have in common? Aside from a long history of working together, Liz and Dr. Tew have discovered that their areas of interest intersect in fascinating ways.
In a very special episode of the Talent Magnet Institute, Tim Hanner, the President of NaviGo, who happened to be the first-ever interview conducted by the host of the show, turns the mic on Mike Sipple Jr.
When business and community members get involved in their communities - from their local schools to collaborative giving - wonderful things can happen. Nancy Grayson, the President of Horizon Community Funds of Northern Kentucky has a deep belief in the power of giving - and plenty of strategies for how to do it as a company, as a family or an individual. There’s a chemical change in the brain that happens when you give - it feels good to do good.
Telling someone to embrace the ambiguity in their career doesn’t sound like good advice, nor something a person would want to do. According to the ‘Queen of Ambiguity,’ Myrita Craig, it’s actually a great idea. Myrita, ADP for the University of Cincinnati Office of Innovation, shares how she earned the title and why she leans into ambiguity. It began with a company that you know well where she helped develop the first automated bridal registry system.
Joe Motz is the President and CEO at The Motz Corporation and was awarded the Small Giants award by Forbes. Joe’s journey has been an interesting one: he found amazing success but learned it would cost him his life. So Joe learned the importance of ‘unpacking.’ Today, he and Mike discuss how strong leaders can also be strong and healthy people.
What does it truly look like to lead an inclusive community, and how can we, as leaders, make an impact on this conversation? Join us today as Mary Stagaman, the Vice President of Inclusion at Cincinnati USA Regional Chamber, talks about reaching beyond the familiar, celebrating diversity, and the difference this makes for us in our businesses and our lives.
On this special episode, we’re looking back on the first year of the Talent Magnet Institute Podcast. We’re highlighting some of our best topics and episodes, telling stories from behind the scenes, and sharing insights from the year that was.
Volunteering is amazing for communities, but how can it also be great for business? Join us on this episode of the Talent Magnet Institute Podcast with Doug Bolton, a board member and faculty of the Talent Magnet Institute, and the President and CEO of Cincinnati Cares, as he shares with us the power of volunteerism.
What does getting to know your employees have to do with your business’s bottom line? In this special episode of the Talent Magnet Institute hosted by Jessica Baron, Centennial Inc.’s Vice President of Executive Search, we are joined by Meghan Cummings. Meghan is the Executive Director of the Women’s Fund of the Greater Cincinnati Foundation, and today she’s talking about the impact we can have — on our businesses and in people’s lives — when we take the time to truly listen.
What can rock music teach us about business? Joining us on today’s episode is John Domaschko, managing member of the incredible initiative Suits That Rock, a fundraising concert for charity whose performers are business and professional leaders. When you have a VP, or managing partner, or a CEO up on stage performing at a rock concert, it’s quite an experience, and they’ve now raised over $900,000 so far for arts programs for young children.
Inclusivity is important — but what does it look like as it relates to capitalism? On this episode of the Talent Magnet Institute Podcast we have Ed Rigaud, the President and CEO of EnovaPremier, and today we’re talking about the concept of inclusive capitalism. How can we realize freedom in a way that’s possible for everyone?
What is an emotionally healthy leader? And what can you do to become one? Joining us on this episode of the Talent Magnet Institute Podcast is Pete Scazzero, founder of the New Life Fellowship Church in Queens, New York, the co-founder of Emotionally Healthy Spirituality, and the author of The Emotionally Healthy Leader. Today we’re talking about learning how to let go, leading out of your marriage, and the gifts of our limits.
Welcome to a very special episode of Talent Magnet Institute with our guest host Jessica Baron, the Vice President of Executive Search for Centennial. Today on the show, we have Paul Fox, a self-described career communicator and formerly with Procter & Gamble, as he shares about leadership and corporate responsibility, how that comes from the culture, and its effects on the community.
How do you attract talent to your region — and get them to want to stay? Jill Meyer is the President and CEO of the Cincinnati USA Regional Chamber, and on today’s episode, we’re talking about talent, inclusion, transportation, and overall regional transformation to elevate our region and make it one of the world’s best places to live, work, and play.
Why should businesses and business owners help kids succeed? Joining us today on the Talent Magnet Institute Podcast is Amanda Greenwell, Director of the Northern Kentucky Area Center. On this episode we’re talking about early childhood education: why does it matter, and why should you care?
How can we create a thriving organization? Elaine Suess is the President of BeyondBeing Executive & Leadership Coaching. On this episode, she shares how she builds positive cultures in organizations and helps leaders reach higher levels of success by focusing on strengths, asking questions, and quite literally changing the way we think.
How can you make an organization the size of a small city feel like home? Candace McGraw is the Chief Executive Officer of the Cincinnati/Northern Kentucky International Airport or CVG. This organization spans 14,000 people and 7,500 acres — and somehow, Candace and her team are able to build a strong sense of community, both for her team and her passengers.
Should you start your own business? And if so, what kind of business should you run? Todd Pfister is the Managing Partner of FranNet MidAmerica and a Partner of TP4 Advisors. On this episode of the Talent Magnet Institute Podcast, we’re talking about entrepreneurship: how to know if it’s right for you and how to know where that fits into your continued career path and long-term life success.
How can we understand people better and lean into organizational performance? Priya Klocek is the President and CEO of Consulting On The Go and is a board member of Women Helping Women. Today we’re talking about building relationships and recognizing yourself as an individual, so you can show up and lead authentically.
Are you the type of leader that creative people need? Todd Henry is a keynote speaker and the author of Louder Than Words, Die Empty, The Accidental Creative, and — the book we’re diving into today — Herding Tigers. Doing the work and leading the work are very different things. How can you, as a leader, set the stage for your creative team members to do their best work?
Today we welcome Jenny Berg, executive director of the Leadership Council for Nonprofits. Jenny has served on many boards, including Impact 100, Women Helping Women, and Catalyst. We’re talking about an upcoming annual conference called Securing the Future. It’s happening on March 6, 2019, so if you’re listening before then, now is a great chance to learn what it’s all about.
You have a business strategy, but do you have a marriage strategy? Jackie Bledsoe is the CEO of JBSB, a speaker, and the bestselling author of “The 7 Rings of Marriage.” Today on the show, we’re talking about relationships (even if you’re single!), peace, and living life — both in your personal life and in the workplace.
What does childcare have to do with your business? A lot more than many realize. Vanessa Freytag is the President and CEO at 4C for Children and the Board Chair of the Human Services Chamber, and today we’re talking about the Cliff Effect. What is it, and why should you care as an employer — and a human being?
Any leader can benefit from having a coach. Today we’re joined once again by Brent Carter to continue the conversation about building stronger leaders. Brent is a senior consultant and senior executive coach at Leadership Excelleration Inc., and we’ll be talking about how to build stronger leaders through coaching.
How can we build — or be — good leaders? My guest on the podcast today is Brent Carter, a senior consultant and executive coach for Leadership Excelleration, Inc. He’s here to talk about the challenges leaders and companies face, the skill gaps we fail to notice, and how we can be more successful, more effective, and stronger leaders.
When you don’t have a roadmap, the beauty is that you can create it, and the risk is that … you can create it. Today on the show we have Stephanie Byrd, the CEO of the Greater Cincinnati and Dayton Region American Red Cross, who is here to talk about the vulnerability of life’s success, and the opportunities we have to lean into our work and create a greater community.
What does having a successful career look like to you? On this episode of the Talent Magnet Institute Podcast, we have Keith Lawrence, president of Sustaining Success Solutions and author of Your Retirement Quest. For many people, success means climbing to the top — but today, Keith is going to help us define that very differently, and he’ll reveal the five secrets for a successful career.
Why do a lot of leaders feel stuck in their jobs? On today’s episode, we have Julie Bauke, the Chief Career Advisor of the Bauke Group, to explain what makes a person feel ‘stuck’ and how companies can help create a work environment that benefits both the business and their employees.
You’ve founded a company. Now, how can you lead it to sustained success? Today on the show, we have Todd Uterstaedt. He’s the host of the podcast, From Founder to CEO. He’s also the co-founder and CEO of an executive coaching firm called Baker & Daboll and a mentor with Cintrifuse. Todd is here to talk about stepping up and scaling yourself, your team, and your company. How can we do it as the new wave of “small business leaders” — whose businesses are growing so fast that they’re anything but
Today’s guest is Steve Browne, the Vice President of Human Resources at LaRosa's, Inc. and a Board Member at the Society for Human Resource Management. Steve, simply put, loves people, and it’s that love that propels his innovative thinking in the HR field. Steve wants to put the ‘human’ back in human resources, which is increasingly important when corporations want culture but have no idea how to put people first.
What does it take to truly go for your dreams? On the show today we have Mary Miller, the CEO of JANCOA Janitorial Services, an associate coach with Strategic Coach, and a co-creator of The Dream Manager program. In today’s episode, we dive into the stories behind her book, Changing Direction: 10 Choices that Impact Your Dreams, and why it’s important to help others find their passions too.
How do the candidates you interview for jobs feel about your organization? Today we have the founder and Founder & CEO of Hello Hire and member of the Talent Magnet Institute Faculty, Todd Markle. Todd Markle is a global expert on candidate experience, and we’re very excited to have this discussion today about candidate experience, employee experience, and the impact that can have on your business.
Welcome to this week's episode of the Talent Magnet Institute podcast with Beth Giglio, Senior Vice President of Human Resources at 84.51˚. 84.51˚ is a data science and customer experience organization, and we are very excited to have their head of human resources, culture, and people here with us today. Today, Beth shares her experience with strategic human resources, and what it means to be a business partner first and HR partner second.
What happens when you mix marriage and business? For Krissi and Dan Parr, it’s success, fun in conflict, and two bestselling books. They are the co-authors of “Plugged: Dig Out and Get the Right Things Done,” and “The Fido Factor: How to Get a Leg Up at Work.” Together, they run Barr Corporate Success, a coaching and strategic business consulting company.
How can you breathe new life into a city? Stories. Discover the impact that messaging and stories can have to elevate your community and move it giant steps forward. The guest for today’s episode is Julie Calvert, President and CEO of the Cincinnati USA Convention and Visitors Bureau. She’s doing amazing things to elevate Greater Cincinnati as a destination for tourists, families, and businesses. And HER story might just inspire you to do the same for your city.
‘Millenials are like this; Gen Zs are like that.’ Statements like this put employees in little boxes and don't let them shine with unique talent. To be a talent magnet, you need to understand how people think. Why do people want to work for your organization? What do you have to offer to your employees? How are you different from your competition? David Velie, CEO at AMEND Ventures, joins Mike, and they discuss how to create a culture of commitment with generational drivers in their organization.
Your company’s culture and success all start from the same place: hiring the right people in the first place. So how do you attract the right people and recruit exceptional employees to your organization or venture? That’s the subject of today’s show with the CEO of AMEND Ventures, David Velie. Mike and David talk about what it takes to not only hire the right people, but transform yourself into a talent magnet.
How does the manufacturing industry provide an equal opportunity to compete with newer fields? Dieter Moeller, CEO at Rhinestahl Corporation, says that the skilled trade business has dramatically evolved over the years. Innovation has turned this long-standing industry into one with greater employment opportunities. Mike and Dieter share a deep conversation about the current state and future of the skilled manufacturing industry.
Has someone ever inspired you so deeply that it changed your life and your mission? Today’s guest, Jack FitzGerald, not only had his life changed, but he has also dedicated himself to changing others’ lives, too. Jack is the founder of the Warren Bennis Leadership Experience, an annual event in Cincinnati. Jack shares how the event’s namesake, Warren Bennis, touched his life from the time he was a young man and led him to where he is now.
A business should be more than just a means to an end. More than making money, it should be seen as a tool that can bring good into the world. To do this, we need to change how businesses do business, and this starts with how we treat our employees. In today’s conversation, Mike and Janice Urbanik cover topics like workforce interventions and how employers can enforce better solutions by being flexible when it comes to implementing their talent management strategies.
Did you know there’s such a thing as ‘medicinal clowning?’ Or that clowns are used in child surgery to reduce the number of drugs needed? Our guest this week is Paul Miller, former Ringling Brothers performer and creator of Circus Mojo, a circus act with a mission. It might be fun and games, but Paul’s mission is nothing short of inspiring, including his extensive work in inclusion and diversity. Paul and Mike talk about why the world needs more clowns.
What is work culture and how does it affect the corporate environment? Discover how one phone call changed a stay-at-home mom’s life and how she changed the abusive, toxic culture in children’s competitive gymnastics. The impact she made led to a career in leadership and corporate cultural development. Today, Mike brings in Lynne Ruhl to discuss why leaders are accountable for developing the culture in their organizations.
The rules for fostering great leaders in your workplace are changing. It’s not enough just to train them; you also have to develop them. Today, Don Frericks, CAO of Community Blood Center and Founder & Leadership Coach of Make Me A Better Leader, joins Mike Sipple, Jr., to talk about what makes extraordinary leaders. The talk about Don’s study of leadership, how he developed his method to recognize and cultivate great leaders, and why you should never settle for anything less than extraordinary.
We’re changing things up a bit this week on the Talent Magnet Institute podcast to give everyone a special opportunity to know more about Mike Sipple Jr. and his almost superhero-like ability to connect thought leaders with other key leaders. We have gone long enough not knowing about Mike’s career origin story, and we have Chris Lewis throwing the questions to get a sneak peek into the mind of a second generation President and what it took to get him to where he is now.
Jonathan Theders is the CEO of RiskSource Clark-Theders, a prominent family business that focuses on providing comprehensive insurance solutions and risk management services to protect clients from the unexpected. As the next generation CEO, Jonathan has gone to great lengths to transform the family business into a remarkable organization, but there’s more to running a family business than meets the eye. Find out what makes this company unique and how Jonathan’s approach can improve yours.
Dr. Janet Reid is the founder of BRBS World, a private global management consulting consortium located in Cincinnati, that works with companies to develop and keep world-class leaders who value diversity and inclusion. Dr. Reid is an author and consultant with 35 years of promoting diversity and inclusion, and today, she and Mike talk about how you can be a better leader by embracing both.
Dan Hurley has had an incredible career, and after retirement, he continues to do so. He was a teacher, historian, the Director of Leadership for Leadership Cincinnati, the Interim CEO for the National Underground Railroad Freedom Center, and a producer and reporter for WKRC TV. Currently, Dan is the founder of a company and host of a local NPR radio show. Dan says he failed at retirement, but those lives of the people he touches are glad he did.
Fellow Cincinnatian Steve Shifman is the president of Michelman, Inc., and has been Mike’s dear friend for many years. As a believer in conscious capitalism, Steve believes that by leading with community-based values, companies can build up their capacity to change the lives of not only their employees but the lives of generations of families to come.
Elyse Jarard is a speaker, author, healthy mindset strategist, principal of My Ripple Effect, as well as Mike’s personal coach for many years. Elyse believes that leaders today need someone supporting them as they navigate the evolution of what leadership is and will become. Discover the science behind the practice of being, how to overcome the feeling you aren’t enough, and why the stories you tell yourself matter.
Chris Painter is president of Logikor and a longtime client and friend of Mike’s. Throughout his career, he has always wanted to be at the helm of an organization. Chris and Mike talk about his journey and share advice on how to identify if you have the right team, and if not, how to build one, both inside and outside the organization. The conversation intensifies with insights when they discuss the impact of self-evaluation and how imbalance can impact a leader, their family, and the organization.
Early education is the difference between success in grade school and life, and yet, many children never get the opportunity to be part of a preschool program that will prepare them for the years to come. It’s a tragedy, which is why people like Shiloh Turner and Florence Malone dedicate their lives to changing that fact. If you, as a leader, want a worthy cause for your business, this episode is for you.
Darrin Murriner is an author and entrepreneur and is the co-founder and CEO of Cloverleaf.me, a comprehensive personal and team development tool. His book, Corporate Bravery, is about eliminating fear-based decision making and transforming corporate cultures into brave places for people to do their best work and to be engaged. Today, Darrin and Mike talk about the opportunity we all have to unlock the potential in those around us.
Brent Cooper is no stranger to being involved in local communities. He’s the CEO of the Northern Kentucky Chamber of Commerce. One of the things that distinguishes Brent is his belief that if you are in business, then you’re in the people business. If you don’t operate on that principle, then you’ll have a hard time holding on to great talent and getting new clients. Want to know how to make your business a people business? Brent’s advice is to start regionally.
James Biro is the Vice President of Supply Chain of Perfetti Van Melle North America and has worked with such brands as P&G, Kellogg’s, and Mead Johnson. James’s passion lies in change, or more specifically, change through growth, which he spearheads through creating a clear strategic intent and an inherent sense of trust, transparency, and empowerment. James and Mike talk about his career being a people leader rather than a business leader.
Crystal Kendrick is the CEO of The Voice of Your Customer and Founder of The Voice of Black Cincinnati, and she’s dedicated her life to customer service and using her leadership skills to enrich her community in Cincinnati with a ‘do it yourself’ approach to getting better quality news to the public while connecting people with businesses and universities. Mike and Crystal talk about how companies can put customers and employees first (and themselves second), and how it ultimately leads to a more successful business. Crystal got her degree in marketing and planned on working part-time while going to school, but when she went to the Urban League for help finding a job, she found a career instead, with Rockwell International in Kentucky, which became Meritor and eventually became ArvinMeritor. She worked there for 10 years and had great leadership, mentoring, and developed herself. Crystal finally decided to try something new and worked for a large hometown bank – an entirely new experience filled with new learning. Crystal assumed that she’d eventually retire as the Vice President of Customer Service from some corporate company, but that isn’t what happened. What she realized was that as she climbed the corporate ladder, she went from working directly with clients and customers to managing 70-80 people and it required her to be an extension of Human Resources. Reports, conflict management, disputes, hiring, training, etc., and it moved away from her passion. She wasn’t great at those jobs and realized that sometimes a person can love those tasks without actually enjoying managing those tasks. Crystal started doing ‘secret shopping’ for friends, and when she wasn’t able to work normally due to an illness, other businesses began to flood her with calls to do secret shopping for them, too. She decided that she was going to try it full time. She had 2 years of savings to live on, and she hasn’t looked back since. The lesson? It’s okay not to do well in a position and it’s okay to take time to figure out what you really want to do because your health, your well-being, and your happiness are #1. It wasn’t always easy… Crystal had some lessons to learn about how using the wrong language could stall her business – specifically calling it Secret Shopping. Second, with her degrees and experience, her clients didn’t ONLY want secret shopping. She shares the three facets of her business, The Voice of Your Customer. There are many people who helped shape Crystal’s career, but the most influential ones came from her first job at Rockwell/ArvinMeritor. She shares how each of the three people molded her ideas of what great leadership is. From identifying talent and helping them grow, to the tactical and strategic issues of being a leader, to the art of ‘customer first’ and how to sell and engage with customers, Crystal still uses what she learned from them to this day. Crystal isn’t just a successful entrepreneur; she’s also very involved in improving the community. She adopted the motto of one of the paragons of community outreach in her area: “Give to get to give.” In short, the more you give, the more opportunities you get to give. Since giving is a love language for Crystal, that lesson has been incredible for her. In every community, there are problems and there are people looking to solve those problems. Crystal shares some of the toughest issues facing many communities today. Education is at the forefront for her; it’s something that no one can ever take away from you. And education also creates opportunities, another of the conversations Crystal is passionate about. Another is health. There are too many lives altered, changed, or ended because people don’t have healthy options. It’s the little things we take for granted when we have the resources. Crystal isn’t just passionate about education, opportunities, and health. She founded The Voice of Black Cincinnati, an organization that strives to use media to represent diversity in a far more positive light than what we typically see in the news: crime and sports. Rather than relying on mainstream media to portray successes and positive news, Crystal decided to bring that type of news directly to the audience. Crystal’s work doesn’t stop there. The organization has a database of colleges, corporations, businesses, and more who are sharing information about scholarships. They also have a community calendar for events the audience can come out and be a part of while connecting and networking with others. In addition, they have a jobs board, an amazing resource that companies are invested in just as much as the workforce is. Now this seems like a lot of data, and it is, so as a media company, The Voice of Black Cincinnati consolidates this data, and Crystal explains how. Crystal is a very special leader, a picture of what it means to be enthusiastic and engaged, and she shares what inspires her to do what she does and lead well. She shares a unique insight: in the past, business was about quality, or leadership, or whatever else. But today, it’s all about the worker. What does that mean? Crystal explains her two jobs as CEO, and it might change the way you look at modern business. With her broad-ranging experience, Crystal has several insights to share about staffing and customer experience. There’s far too many to list here, but you’ll definitely want to take some notes because you can apply all of this to YOUR business and leadership style. But the biggest takeaway here is the one thing Crystal recommends all leaders do: ‘secret shop’ your own company. The issues you face are the same ones your customers face on a daily basis. We hope you enjoyed the show! If you enjoyed today’s episode, make sure to subscribe and review, and leave a comment below! You can find us on your favorite podcast player. Help us get the word out by sharing on social media using #TalentMagnet! Crystal Kendrick LinkedIn The Voice of Your Customer Website Twitter Instagram The Voice of Black Cincinnati Website Facebook Other links from this episode: 5 Love Languages Urban League of Greater Southwestern Ohio Minority Business Accelerator
Daniel Wachter is a sales and marketing, training, innovation, and business development expert, and a personal friend of Mike’s for years. Daniel has embraced disruption by promoting innovation to drive real change in company cultures. Daniel and Mike talk about a style of leadership that changed Daniel’s life: freedom of action and drafting a vision. This all points to how you can make great leadership within your company more scalable.
Maggie Frye of Core Consulting has a mission. She wants to teach the concept of ‘heads-up leadership’ to businesses across the world. It’s far deeper than the name suggests because as a leader, you can’t just be aware of what’s going on around you. You must also be aware of what’s going on in your own mind. Today, Maggie and Mike talk about how setting aside dedicated time for self-reflection and practicing heads up leadership can increase your effectiveness as a leader tenfold.
Ever enjoyed Airheads or Mentos? If so, then you’ve tasted the work of ‘candy man’ Mehmet Yuksek, President and CEO of Perfetti van Melle North America. But Mehmet’s work goes far deeper than making life sweeter through confections. Perfetti van Melle is a stand out company in terms of innovation, culture, and community involvement, and today, he and Mike talk about how Mehmet’s company makes a real difference in the lives of its employees and the communities where they operate.
Mike Kelly is one of those people who, whenever you talk with him, you walk away wanting some extra time to reflect on what he said. Mike might be soft spoken, but the man has made global impact through his work. In addition to being a leader and entrepreneur, Mike has dedicated much of his life to charity organizations like Habitat for Humanity, Rotary, and more. Mike Kelly is the gold standard for how to live well in relationships, work, community, and life.
Do you believe that students aren’t be prepared well enough for life beyond high school, that there’s a gap in the recruitment and hiring pipeline that can be filled by a younger generation who is hungry to begin their careers? You and Tim Hanner have something in common. Today he talks about how his organization, NaviGo College & Career Prep, works with students and businesses to help fill that gap.
Companies these days are global, and yet, many of them don’t understand what interfaith dialogue is about. Today’s guest, Shakila Ahmad, is President and Chair of the Board of the Islamic Center of Greater Cincinnati. Her life’s work is to help others understand interfaith dialogue and implement it in their daily lives, so their leadership can make their company a better place to work, and their communities a better place to live.
Mike and Jim have been friends for over a decade, and in fact, Mike’s company helped him find an amazing leadership position with Doran Manufacturing. And now, Jim has some things to teach Mike about how he’s succeeded in the Vice President and General Manager position. He shares his ideas of the most critical success factors that have made him a superb leader, how he creates a strong company culture, and how he keeps himself balanced while doing it.
Dr. Karen Bankston is the executive director of the Child Poverty Collaborative, and she has an important message for you. Poverty isn’t what you think, it’s not getting better, and it’s a system that is set to repeat itself over and over again without the intervention of companies and leaders. It is they who must help break the cycle of poverty and to do it will require innovation and compassion.
Jennifer McClure is no stranger to Centennial, the parent company of the Talent Magnet Institute. In fact, she’s been employee, friend, and mentor to Mike and his father. And on her own, Jennifer is a force to be reckoned with. Enjoy this impactful interview with Jennifer, Chief Excitement Officer of Disrupt HR, Founder of Unbridled Talent and Host of Impact Makers Podcast.
The Talent Magnet Institute is committed to developing leaders to succeed in relationships, work, community, and life: we’ll reframe what success means, and you’ll hear the personal stories of successful leaders from around the globe. From the highest of highs to the lowest of lows, every guest has a unique story to tell and insights to bring. Discover how to achieve a new type of success that goes much deeper than profits: culture, talent, and holistic leadership.