Authentic Change: Recent Episodes
Mike Horne, Ph.D
Opening authenticity in organizations allows us to bring more of who we are to what we do. Mike Horne helps people and culture leaders to discover their authentic selves to create an open, trusting, and fun workplace.
What it really boils down to is how you are treated by the people you work for and with. That to me is culture. - Jamie Graceffa
In this episode of the People Dividend, host Mike Horne engages with Jamie Graceffa, Vice President of Talent Development, Culture, and Inclusion at Quantarix. They explore the significance of kindness in the workplace, the evolution of talent development, and the importance of creating an inclusive culture. Jamie shares insights on implementing kindness through practical tools and techniques, emphasizing that kindness is a skill that can be developed. The conversation highlights the need for awareness and engagement in fostering a positive work environment, ultimately leading to better employee experiences and organizational success.
Key Points:
- Why employee experience should be prioritized alongside organizational goals
- How kindness can be taught and developed as a skill set
- Utilizing empathy and understanding to create an inclusive culture
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Jamie Graceffa
https://www.linkedin.com/in/jamie-graceffa/
https://x.com/jamiegraceffa
getkindcards.com
"One mistake a lot of companies make is they try to hit every single platform and they never develop any roots and any depth on one platform. They're too scattered." - Adam Packard
In this episode of the People Dividend, host Mike Horne talks with Adam Packard from Ninja Prospecting to discuss the importance of building relationships on LinkedIn, evolving strategies for effective networking, and the role of content and video in enhancing engagement.
Adam shares insights on how to differentiate oneself in a crowded market and emphasizes the value of adding value first in networking efforts. The conversation also touches on the challenges faced by HR professionals in navigating LinkedIn and the importance of creating meaningful connections.
Key Points:
- The importance of adding value first in networking
- Adapting strategies to align with LinkedIn’s evolving platform
- Networking as a means of creating future opportunities
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Adam Packard
https://www.linkedin.com/in/adampackard/
When we can reframe these complaints into requests, now we start to become problem solvers and connectors in the organization.- Traci Austin
In this episode of the People Dividend, host Mike Horne interviews HR expert Tracy Austin, who shares her journey from traditional HR roles to impactful leadership in small organizations. Tracy discusses the importance of understanding employee complaints as requests, the need for clear business and people strategies, and the critical role of engagement and retention in the trades. She emphasizes the significance of building strong relationships and trust within teams, the business imperative of diversity, and the invisible yet vital role of HR in fostering a positive organizational culture.
Key Points:
- How understanding complaints as requests can transform HR's role.
- Why strong relationships and trust are essential for a healthy culture.
- Having clear retention strategies that focus on individual employee needs.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Traci Austin
https://elevatedtalentconsulting.com/
https://www.linkedin.com/in/traci-austin/
“The easiest raise you'll ever get is the one that you negotiate on the way into a company.“ - John Gates, The Salary Coach
In this episode of the People Dividend Podcast, host Mike Horne speaks with John Gates, the Salary Coach, about the intricacies of salary negotiation and the various elements that can be negotiated beyond just salary. John shares insights from his extensive experience in recruitment and negotiation, emphasizing the importance of understanding the risks involved in negotiating offers, the role of timing, and the significance of maintaining integrity throughout the process. The conversation also touches on the current job market outlook and how job seekers can better position themselves for success.
Key Points:
- Negotiation risks can be minimized with the right strategies.
- Negotiating before accepting a job is crucial for leverage.
- Counter offers can damage trust and career progression.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about John Gates
https://salary.coach/
linkedin.com/in/johngates-salarycoach
Why does change trigger anxiety—even when it's necessary?
In this eye-opening episode, Dr. Britt Andreatta reveals the brain science behind our resistance to change and how leaders can turn that instinctive fear into focused adaptability. She explores how understanding the brain's response to change can help organizations navigate resistance and enhance adaptability. With the rapid pace of change in today's workplaces, Dr. Andreatta emphasizes the importance of humanistic values and practical strategies for leaders and managers to support their teams through transitions. The conversation also addresses the challenges of burnout and change fatigue, providing insights into how organizations can foster a healthier work environment.
Key Points:
- Navigating Change with Brain Science
- Understanding Resistance in the Workplace
- Practical strategies for managers including navigation, connection, and motivation tools.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Dr. Britt Andreatta on LinkedIn:
https://www.linkedin.com/in/brittandreatta
BlueSky: brittandreatta.bsky.social
Instagram: https://www.instagram.com/brittandreatta/
Youtube: https://www.youtube.com/@BrittAndreatta
Facebook: https://www.facebook.com/brittandreatta
Website: brittandreatta.com
"When you are furious, first get curious." - Michael Wenderoth
In this episode of the People Dividend Podcast, host Mike Horne engages with executive coach Michael Wenderoth to explore the complexities of coaching, leadership, and the often uncomfortable realities of office politics. Wenderoth shares insights from his book 'Get Promoted,' emphasizing the importance of understanding organizational dynamics, power structures, and the necessity of embracing office politics to advance one's career. The conversation delves into the Rock, the Map, and the Snowball framework, which provides a strategic approach to navigating career challenges. The episode concludes with practical advice on fostering trust and curiosity in the workplace.Key Points:
- Navigating the Complexities of Office Politics
- The Essential Skills for Career Advancement
- Understanding Power Dynamics in Organizations
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Michael Wenderoth https://changwenderoth.com/
https://www.linkedin.com/in/michaelchangwenderoth/
“The strategy sprint method accelerates sales and take off a lot of work that either really doesn't need to be done by people or can be organized in a better way,” - Simon Severino
In this episode of the People Dividend podcast, Mike Horne interviews Simon Severino, the founder of Strategy Sprints. They discuss the importance of resilience in the workplace, the Strategy Sprint method, and how to create effective meetings that foster team success. Simon shares insights on preventing burnout, the significance of feedback loops, and the role of gamification in building community and connection among team members. The conversation emphasizes the need for professional autonomy and engagement to enhance productivity and satisfaction in the workplace.
Key Points:
- Understanding The Strategy Sprint method
- How Burnout Manifests in the body and at work
- How gamification creates community
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about SImon Severino at http://www.strategysprints.com
“The ultimate statement of a leader's consciousness or ability is their ability to help produce results in physical reality that they couldn't produce before.” - Robert Hargrove
In this episode of the People Dividend Podcast, host Mike Horne speaks with Robert Hargrove, a renowned leadership coach and author of 'Masterful Coaching.' They explore the evolution of coaching, the importance of alignment in leadership, and the character skills necessary for effective leadership. Hargrove emphasizes the role of integrity and humanistic values in creating a positive organizational culture and discusses how leaders can transform a climate of resignation into one of possibility. The conversation also highlights the significance of learning from great leaders throughout history.
Key Points:
- Character skills, not credentials, are the key to leadership potential.
- Creating a climate of possibility starts with caring leadership.
- Empathy and responsibility are crucial traits for leaders.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Robert Hargrove
https://www.linkedin.com/in/roberthargrove1/
MasterfulCoaching.com
http://www.myfirst100days.net/
“Organizations need to invest in not only the AI, but the change management that goes along with that AI to help bring people along.” - Heather Jerrehian
In this episode of the People Dividend Podcast, host Mike Horne engages with Heather Jerahian, an entrepreneurial futurist and investor, discussing her extensive experience in scaling startups and leading AI initiatives. The conversation explores the future of work, the importance of authenticity in leadership, the challenges of management in a rapidly changing environment, and the critical role of technology in workforce management. Heather shares insights from her book 'Sale to Scale' and emphasizes the need for organizations to invest in AI and change management to navigate the evolving landscape of human resources.
Key Points:
- Responsible AI practices are necessary to ensure ethical use of technology.
- AI should be seen as an enabler for human work, not a replacement.
- Change management is key to successfully implementing AI solutions.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Heather Jerrehian
LinkedIn: https://www.linkedin.com/in/heatherjerrehian
X: @jerrehian
Website: https://www.sailtoscale.com/
The opportunity for innovation, for creativity to release the human spirit to find satisfaction, and purpose from work as identity forms is huge. - Dr. Joey Faucette
In this episode of the People Dividend podcast, host Mike Horne speaks with Dr. Joey Faucette about the transformative power of positive work cultures. They discuss the importance of leadership, emotional intelligence, and belonging in the workplace, especially in the context of multi-generational teams. Dr. Joey emphasizes the need for coaching over traditional management styles and the critical role of middle management in fostering employee engagement. The conversation also touches on the significance of meaningful feedback and practical advice for leaders to create a positive work environment.
Key Points:
- Family dynamics play a significant role in leadership styles.
- Belonging and emotional intelligence are key to employee engagement.
- Meaningful “360” feedback should focus on narratives, not just data.
Resources:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Dr. Joey Faucette https://www.workpositive.today/wp-about
https://www.linkedin.com/in/drjoeyfaucette/
https://www.instagram.com/workpositive.today/
https://www.youtube.com/@workpositive7529
https://www.facebook.com/WorkPositiveToday
“Most entrepreneurs are not business owners. They're job owners. Because if they leave, the machine breaks. And that's not a business. That's a job.” - Rodric Lenhart
“If I can start to reclaim your time, which is what we focus on primarily, all other metrics go up.” - Rodric Lenhart
In this episode of the People Dividend podcast, Mike Horne interviews Roderick Lenhart, a lifelong entrepreneur and bestselling author. They discuss the profound impact of travel on personal and professional perspectives, the essential skills for entrepreneurship, and the journey of writing a bestselling book. Roderick shares insights on coaching, reclaiming time, and the importance of aligning personal values with actions. He emphasizes the lessons learned from entrepreneurship and offers practical advice for listeners to act on their knowledge and experiences.
Key Points:
- Entrepreneurship requires a service-oriented mindset.
- Aligning values with actions leads to fulfillment.
- Living an epic life is possible alongside business success.
Resources:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Rodric Lenhart
http://www.MillionDollarFlipFlops.com
“Turning self doubt into confidence, literally frees the potential of a million dollars.“ - Markus Neukom
In this episode of the People Dividend Podcast, host Mike Horne engages with executive coach Marcus Neukom to explore the themes of imposter syndrome and leading with confidence. Marcus shares his journey from HR to coaching high achievers, emphasizing the importance of authenticity and the detrimental effects of self-doubt. The conversation delves into effective networking strategies, the prevalence of imposter syndrome among successful individuals, and the significance of embracing one's limitations to foster growth and success.
Key Points:
- Imposter syndrome is prevalent among high achievers, affecting their decision-making.
- Self-doubt can hold individuals back from realizing their full potential.
- The term 'imposter syndrome' can be misleading and detrimental.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Markus Neukom
https://www.markusneukom.com/
https://www.linkedin.com/in/markusneukom/
This is part of the return to humanistic values in the workplace to emphasize why people, not projects or processes, drive organization success. - Mike Horne
In this episode of the People Dividend podcast, host Mike Horn discusses the importance of human centric leadership in today's evolving workplace. He emphasizes the need for leaders to embrace humanistic values, build community, and prioritize employee engagement to unlock the 'people dividend'—the benefits gained from investing in people. The conversation covers the evolution of work, the significance of teamwork, and the preparation required for the future of work, highlighting that people, not projects, drive organizational success.
Key Points:
- Human-centric leadership is essential for unlocking employee potential.
- Investing in people leads to greater engagement and productivity.
- The people dividend can drive competitive advantages in the modern workplace.
Resources:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Hashtags
#peopledividendpodcast #podcastepisode #podcastrecommendations, #FutureOfWork, #GigEconomy, #RemoteWork, #AIManagement, #AIRevolution, #WorkplaceEvolution, #Leadership, #CareerGrowth, #AIImpact, #WorkforceTransformation
Workplace neglect of talent isn't just an individual issue, but it's a systemic issue. - Mike Horne
In this episode of the People Dividend, Mike Horne discusses the untapped potential in the modern workplace, emphasizing the importance of recognizing and valuing employees. He highlights the systemic issues of disengagement and poor management, presenting the concept of the 'people dividend' as a solution. By fostering a culture of respect and dignity, organizations can unlock employee potential and improve overall engagement and productivity. Horne encourages listeners to reflect on their management practices and consider the impact of neglecting talent.
Key Points:
- The modern workplace has significant untapped potential.
- Respect and dignity are crucial in the workplace.
- Human-centric leadership is key to unlocking potential.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
“The way to get to the heart of an employee is by asking a question that you haven't asked before that opens up a new side to them.” - Dr. Beverly Kaye
In this episode of the People Dividend, host Mike Horne engages with Dr. Beverly Kaye, a renowned author and thought leader in career development and employee engagement. They discuss the release of her latest book, 'Help Them Grow or Watch Them Go,' which emphasizes the importance of career conversations in organizations. Dr. Kaye shares insights on navigating the evolving workplace landscape, including the impact of remote work, the gig economy, and AI on employee engagement. The conversation highlights the significance of asking meaningful questions as a leadership tool and offers practical strategies for fostering employee motivation and retention.
Key Points:
- Understanding psychological safety is crucial in the workplace.
- Leaders should focus on asking meaningful questions to engage employees.
- How AI is transforming the learning and development landscape.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Dr. Beverly Kaye
http://www.bevkaye.com
email: bev@bevkaye.com
X @beverlylkaye
Youtube: @Bev Kaye & Co.
“Toxic workplaces and cultures is a global phenomenon.” - Laura Hambley Lovett
In this episode, Dr. Laura Hamley Lovett discusses her extensive experience in organizational psychology, focusing on the evolution of remote work, the impact of toxic leadership, and the rising concern of burnout in the workplace. She emphasizes the importance of dignity, respect, and empathy in leadership, while also advocating for a better world through her initiatives against violence and trafficking. The conversation explores the global nature of workplace toxicity and the need for resilience and spiritual health in navigating these challenges.
Key Points:
- The importance of dignity, respect, and empathy in leadership.
- Toxic leadership is a significant issue that erodes workplace culture.
- Burnout is often a result of organizational conditions rather than individual shortcomings.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Dr. Laura Hambley Lovett
"Soft skills will be the biggest competitive advantage of companies." - Juan Luis Betancourt
"AI will make work more human, not replacing people, but actually enhancing them, and having all performance improve at an organization." - Juan Luis Betancourt
In this episode of the People Dividend podcast, host Mike Horne speaks with Juan Luis Betancourt, CEO of Human Intelligence, about the intersection of AI and human connection in the workplace. They discuss the importance of cultural experiences in shaping leadership styles, the role of AI in talent development and management, and how AI can enhance coaching and democratize leadership training for organizations of all sizes. Juan emphasizes the need for personalization in the workplace and how AI can help achieve that by understanding individual employee needs. The conversation concludes with practical advice for HR leaders looking to implement AI solutions in their organizations.
Key Points:
- How AI can enhance talent development and management processes.
- Why soft skills are becoming the biggest competitive advantage.
- Why the future of work will focus on humanistic values and personalization.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Juan Luis Betancourt
https://www.linkedin.com/in/juanluisbetancourt/; https://www.humantelligence.com/, LinkedIn @humantelligence
facebook @humantelligence
twitter @humantelligence
instagram @humantelligence
“If we can foster trust and commitment among employees, it makes it that much easier for people to have difficult conversations in the workplace.” - Rob Lion
In this episode of The People Dividend Podcast, Mike Horne interviews Dr. Rob Lion, a professor and expert in organizational psychology and behavior. They discuss the nuances of leadership, the importance of creating a supportive organizational culture, and the role of assessments in enhancing team dynamics.
Dr. Lion emphasizes the need for self-awareness and intentionality in organizational development, advocating for a human-centric approach that balances organizational goals with individual well-being. The conversation also touches on the significance of 'stickiness' in change initiatives and the importance of having difficult conversations in the workplace.
Key Points:
- The importance of understanding the subtleties in leadership and organizational behavior
- Difficult conversations are necessary for accountability and fostering trust in the workplace.
- Building connections and trust among employees is foundational for effective teamwork.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Rob Lion
www.blackriverpm.com
https://www.linkedin.com/in/robertlion/
“We have this unique opportunity in history to kind of once and for all get rid of the old command and control management style that no longer serves us.“ - Mark A. Mears
In this episode of the People Dividend, host Mike Horne engages with Mark Mears, a seasoned business leader and author, discussing the evolution of leadership from traditional management styles to a more humanistic approach. They explore the importance of purposeful growth, engagement, and creating a community of belonging in the workplace. Mark emphasizes the need for leaders to transition from being mere managers to legacy builders who inspire and empower their teams, fostering an environment where employees feel valued and engaged. The conversation highlights the critical role of kindness, dignity, and respect in modern leadership, advocating for a shift towards relational leadership that prioritizes human connection and emotional intelligence.
Key Points:
- Purposeful growth is essential for modern leadership.
- Leaders should focus on legacy building, not just management.
- Engagement is crucial; lack of it is a significant issue.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Mark Mears at https://www.MarkAMears.com
“For any culture change initiative to survive, you've got to go where the sunshine is.” - Andy Goram
In this episode of the People Dividend podcast, host Mike Horne speaks with Andy Goram about the concept of 'stickiness' in organizations. Andy shares his insights on how to create a thriving workplace culture through his seven steps to stickiness, emphasizing the importance of engaging storytelling, integrity, effective leadership, and consistent communication. The conversation also touches on the significance of employee retention and the need for organizations to embrace human values in the modern workplace.
Key Points:
- Stickiness in organizations leads to better employee engagement.
- Finding early adopters is key to driving culture change.
- Employee retention is more important than ever in today's labor market.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Andy Goram
https://www.bizjuicer.com/, https://www.linkedin.com/in/andygoram/
https://x.com/stickyfrom
https://www.instagram.com/sticky_from_the_inside_podcast/
https://www.youtube.com/@StickyFromTheInsidePodca-ub8hp
A great recruitment business leader has to plan ahead, has to think about a more complex set of stakeholders. - Alison Humphries
In this episode of the People Dividend podcast, host Mike Horne speaks with Alison Humphries, a seasoned expert in the recruitment industry. They discuss the complexities of transitioning from a successful recruiter to a business owner, the challenges faced by small recruitment businesses, and the impact of remote work on productivity. Alison shares her insights on market dynamics, the importance of networking, and the evolving expectations of employees in today's workforce. The conversation highlights the need for focus and strategic thinking in leadership roles within the recruitment sector.
Key Points:
- The recruitment industry is dominated by micro businesses.
- How remote work has changed the training landscape for new recruiters.
- Leadership in recruitment requires a shift in management style.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Alison Humphries on Linkedin
http://www.recruitmentleadership.co.uk
Get Alison’s book
“Nobody buys from somebody they don't like or trust.” - John Martinka
“An owner or CEO needs to reduce their dependency. The less they do, the better. Buyers want a team, not a business with one or two people who do everything important.” - John Martinka
In this episode of The People Dividend Podcast, host Mike Horn engages with John Martinka, known as the Escape Artist, to discuss the intricacies of mergers and acquisitions (M&A), the importance of people in business transactions, and insights from his new book, 'Exit with Style, Grace, and More Money.' John shares his experiences in helping small business owners navigate the complexities of selling their businesses, emphasizing the critical role of relationships and effective leadership in achieving successful exits.
Key Points:
- Reducing dependency on the owner increases business value.
- Leadership should focus on strategy, not day-to-day tasks.
- Training and delegation are vital for business continuity.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about John Martinka
www.martinkaconsulting.com
www.nokomisadvisory.com
www.youtube.com/c/JohnAMartinka/videos
www.GDDpodcast.buzzsprout.com
Linkedin.com/in/johnmartinka
“In tackling these challenges, we don't need groundbreaking strategies or radical overhauls. Instead, the solution lies in paying attention and treating each employee with the dignity, kindness, and respect they deserve.” - Mike Horne
In this episode of the People Dividend, host Mike Horne discusses the importance of recognizing and unlocking the untapped potential of individuals within organizations. He emphasizes the need for dignity, kindness, and respect in leadership, and how these values can lead to enhanced employee engagement and organizational success. The conversation serves as a call to action for leaders to invest in their human capital to reap significant dividends in terms of loyalty, creativity, and profitability.
Key Points:
- Dignity, kindness, and respect are crucial in leadership.
- Creating a supportive environment unlocks employee potential.
- Investing in human capital leads to better organizational outcomes.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
In this episode, Mike Horne reflects on the past season of the People Dividend podcast, celebrating the release of his new book and the impactful conversations held with various guests. He emphasizes the importance of leadership strategies that unlock employee potential and the significance of building inclusive workplaces. As Mike looks forward to the upcoming season, he expresses gratitude for the support from listeners and the community.
Key Points:
- Reflecting on the journey of the People Dividend podcast
- A brief overview of The People Dividend Book
- Flyover of the themes and guests from recent episodes
- What to expect in the coming season on the show
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
“The point is showing up, giving grace, understanding, and adding to someone's day instead of subtracting.” - Rose Ann Garcia
In this episode of the People Dividend, host Mike Horne speaks with Roseanne Garza, Chief Human Resources Officer at Kerbey Lane. They discuss the importance of social responsibility, community engagement, and fostering inclusivity in the workplace. Roseanne shares insights on mentorship, adapting to generational changes in the workforce, and redefining employee benefits to meet modern needs. The conversation also touches on the significance of civility in the workplace and the future of work in the age of AI.
Key Points:
- Social responsibility is crucial for community engagement.
- Employee benefits should reflect the real needs of workers today.
- AI will not replace people, but those who don't adapt to it.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Rose Ann Garcia at: kerbeylanecafe.com, linkedin.com/in/roseanngarza
“How much time are you spending on employee development? If you're spending less than three or four hours a week on it, you're not doing the right job.” - John Thalheimer
In this episode of the People Dividend, host Mike Horne engages with leadership expert John Talheimer, who shares insights from his extensive experience in management and employee development. The conversation explores the critical skills needed for effective leadership, the importance of creating a supportive environment for employees, and the role of values in teamwork. John emphasizes the need for holistic approaches to employee well-being and the significance of strategic planning in leadership development. The discussion culminates in practical advice for small business owners on prioritizing employee development to enhance organizational performance.
Key Points:
- Holistic Employment and Employee Well-being
- Building Resilient Foundations
- Strategic Planning and Leadership Development
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about John Thalheimer at: https://www.johnthalheimer.com/
“You can't sprinkle on some tech and all your problems vanish. It's not magic. What it really comes down to at the end of the day, is the people.” - Pete Schramm
In this episode of the People Dividend, host Mike Horne engages with Pete Schramm, an expert in employee retention and engagement, particularly in the context of AI. They discuss the significance of career mapping, the concept of a personal board of advisors, and the role of technology in enhancing employee engagement. The conversation also touches on leadership, organizational culture, and the future of AI in HR, culminating in practical advice for listeners as they prepare for 2025.
Key Points:
- The importance of having a career map for professional development.
- Technology should complement, not replace, human connections in the workplace.
- Planning and seeking guidance are key to achieving career goals.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Pete Schramm
GoLattitude.com
https://www.linkedin.com/in/pete-schramm/
https://www.amazon.com/Pathfinders-Navigating-Career-Personal-Advisors-ebook/dp/B0CNGB23C6
“I think everybody having agency, having a leader in every seat in the organization is what's needed in order to really move organizations that step change that I think the rest of the century is going to require.” says, Fred A. Miller, CEO of The Kaleel Jamison Consulting Group.
In this episode of the People Dividend, host Mike Horne talks with inclusion pioneers Frederick A. Miller and Dr. Judith H. Katz to discuss their new book, 'The Power of Agency.' They explore the concept of agency in organizations, emphasizing the importance of allowing individuals to bring their full selves to work, the distinction between empowerment and agency, and the role of agency in fostering organizational change and culture.
The conversation also touches on retention, engagement, practical applications of agency, and the balance between autonomy and interdependence. The episode concludes with insights on the importance of listening and creating a community of effort within organizations.
Key Points:
- How agency allows individuals to bring their full selves to work.
- Why organizations need to create environments where agency can thrive.
- How agency improves employee retention
Learn more about Mike Horne on Linkedin Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Fred Miller and Judith Katz at: https://kjcg.com/
“ProSci has had an opportunity… to focus on knowledge transfer and to help individuals and organizations build their own change capabilities. So we focus on training services and learning services and resources and thought leadership and the research that informs absolutely everything that we do.“ - Karen Ball
In this episode, Mike Horne interviews Karen Ball, a certified change management professional, discussing her extensive experience in change management, the ADCAR model, and the evolution of ProSci. Karen reflects on her career milestones, the importance of individual change journeys, and how organizations can better manage change. The conversation emphasizes the significance of building change capabilities and treating people well during transitions, while also looking ahead to the future of change management in an evolving landscape.
Key Points:
- Integrating ADKAR into a project planning structure
- Making sense of complex change in organizations
- The discipline of change management
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Karen Ball
https://www.linkedin.com/company/prosci/
prosci.com
twitter.com/Prosci
facebook.com/ProsciExperience
www.youtube.com/@ProsciChangeManagement
media@prosci.com
How can organizations design themselves for success in a world of constant change and limited resources? In this episode of the People Dividend podcast, Mike Horne sits down with Julian Chender, a seasoned expert in organization development, to explore how strategic design and alignment can make or break an organization's impact. They discuss Julian's journey from working at the National Institutes of Health to leading the 11A Collaborative, focusing on creating healthy organizations for social impact.
The conversation delves into the distinctions between organization design and restructuring, the importance of strategy, common challenges organizations face, and the significance of alignment in achieving goals. Julian shares insights on designing for scarcity and the impact of strategic choices on organizational success.
Key Points:
- The alignment of strategy to structure as the key to organizational success.
- Getting the right people in the right places doing the right things
- Why strategic choices should guide the design of organizational structures.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Julian Chender
linkedin.com/in/julianchender
https://11acollaborative.com/
In this episode of the People Dividend, host Mike Horne talks with Dr. William Brendel, a pioneer in mindful leadership and organization development. They explore Brendel's journey, the intersection of existential philosophy and leadership, and the challenges leaders face in today's organizations. The conversation delves into the importance of authenticity, the role of AI in leadership development, and the future of human value in organizations, emphasizing the need for genuine kindness and presence in a rapidly changing world.
Key Points:
- How Existentialism can reshape our understanding of authentic leadership.
- How the best leaders develop their proteges and leave organizations in good shape.
- Why organizations must adapt to the changing landscape of AI and machine learning.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Dr. Brendel
https://www.opensourceod.com/williambrendel
https://www.linkedin.com/in/williamtbrendel/
Holly Shannon is a Swiss Army Knife in business. This 3-time entrepreneur has diverse experiences in 5-star hospitality leading teams in the event space. She was a self-taught Jewelry Designer for high-end boutiques with Brand collaborations. Her podcast, Coffee Culture, is ranked in the Top 1.5% globally out of over 2.8 million podcasts and heard in over 105 countries. Her book, Zero To Podcast is a Top 10 AMAZON Bestseller in 3 categories and a #1 AMAZON Hot New Release in 2 categories.
In this episode, host Mike Horne talks with Holly Shannon about her journey into podcasting, insights from her conversation with Seth Godin, and the evolving landscape of workplace culture. Holly shares her thoughts on the importance of genuine customer service in an increasingly automated world.
Key Points:
- Podcasting as a powerful marketing tool
- The evolution of customer service
- Understanding the landscape of digital real estate
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Holly Shannon
https://hollyshannon.com/
https://www.youtube.com/channel/UCyvz7D5GMWnzirj9np9s4E
https://www.instagram.com/hollyeshannon/
https://amzn.to/3nZfUto
What if the secret to achieving your fitness goals isn’t just about discipline or setting targets, but about building strong, supportive relationships? In this episode of the People Dividend, host Mike Horne engages with fitness expert Dan Taylor. They discuss the importance of helping relationships in fitness coaching, the significance of listening and understanding in personal development, and the parallels between nurturing talent in the workplace and physical fitness. The conversation also explores the concepts of discipline versus goals, the transformative 'aha' moments clients experience, and practical advice for maintaining health and performance, particularly for those over 50.
Key Points:
- Helping mature athletes train safely and effectively.
- Recognizing how talent can significantly impact morale and productivity.
- Understanding why discipline is more important than goals for long-term success.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Dan Taylor
https://www.linkedin.com/in/dan-taylor-ms-cscs-16785b/
https://www.youtube.com/@DanTaylorMSCSCS-pp8fw
https://www.optwell50plus.com/
https://www.facebook.com/groups/172774578811088
In this episode of The People Dividend Podcast, host Mike Horne interviews Saul Marquez, founder and CEO of Outcomes Rocket, a digital marketing agency focused on healthcare technology. Saul shares his journey from a successful corporate career in medical devices to entrepreneurship, emphasizing the importance of helping health tech companies succeed. He discusses key leadership lessons learned from his time at Medtronic, the significance of cultural, operational, and financial integration in business, and the challenges of overcoming self-doubt as an entrepreneur.
Saul also provides valuable marketing strategies and stresses the importance of persistence and follow-up in business success. Tune in to hear Saul’s powerful message about being a 'go-giver' in the business world. Episode Summary:
Key Points:
• Why lack of marketing strategy cause 50% of businesses to fail and what to do about it
• Understanding the three buckets of marketing strategies: owned, earned, and paid media
• The importance of narrowing your target audience to enhance marketing effectiveness
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Ways to connect with Saul Marquez
Marketing Consultancy site: https://outcomesrocket.com/growth
Social Media
Saul Marquez LinkedIn https://www.linkedin.com/in/saulmarquez1/ Outcomes Rocket LinkedIn https://www.linkedin.com/company/outcomes-rocket Twitter https://twitter.com/SaulWMarquez Instagram https://www.instagram.com/saulwmarquez/
YouTube https://www.youtube.com/channel/UC7rPxhS8PSWfSllVKiK0mVA TikTok https://www.tiktok.com/@outcomesrocket
In this episode, Mike Horne talks with Victoria Pelletier, a corporate executive, author, and speaker, about her new book 'The Power of Whole Human Leadership.' Victoria shares invaluable insights on leadership, management, and the critical role of diversity in fostering a thriving workplace. She emphasizes the importance of developing resilience and agility in the face of challenges and surrounding oneself with a supportive community.
Pelletier encourages individuals to step out of their comfort zones and embrace the discomfort of growth and transformation. She also highlights the need to adapt to the evolving workplace, including the integration of AI and automation. Pelletier's message is clear:be unstoppable, take ownership of your brand and career, and strive for personal and professional fulfillment in a diverse and dynamic landscape.
Key Points:
- Develop resilience and agility to navigate challenges and changes in the workplace.
- Surround yourself with a supportive community that challenges and holds you accountable.
- Adapt to the evolving workplace, including the integration of AI and automation.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Victoria Pelletier
What happens when a life-altering event prompts you to redefine your purpose? In this episode, Alan Lazaros shares his transformative journey from corporate success to founding Next Level University, revealing the powerful lessons he learned about fulfillment, core values, and authentic leadership. He discusses the importance of fulfillment, core values, and the challenges of leading others to achieve both success and personal satisfaction. Alan emphasizes the need for alignment between one's actions and true self, and how his engineering background informs his approach to self-improvement and coaching.
Key Points:
• Aligning core values with actions
• The complexities of leading others toward success
• How Alan's engineering background shapes his unique coaching approach
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Alan Lazaros
https://www.nextleveluniverse.com/
Ever wondered what truly sets great leaders apart in today’s fast-paced world? In this episode of the People Dividend Podcast, host Mike Horne sits down with leadership expert Tim Tobin to explore the art of effective communication in leadership. They discuss Tim's extensive experience in leadership roles across various organizations, his published works on leadership, and the importance of effective communication in leadership. The conversation also delves into Tim's current role at Choice Hotels, the significance of coaching for executives, and common communication pitfalls that leaders face.
Key Points:
- Effective communication is crucial for leadership success.
- Coaching provides tailored experiences for executives aiming for growth.
- Succinct communication can enhance understanding and engagement.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Tim Tobin:
Website: tobinleadership.com
IG: tobinleadership
X: @tobinleadership
Email: tobinleadership@gmail.com
In this episode, Mike Horne interviews John Neral, a career coach who specializes in helping mid-career professionals find fulfillment in their work. They discuss the importance of agency in the job search process, the challenges faced by mid-career professionals, and the benefits of the gig economy. John shares his own career transition story and offers advice on how to navigate the job search and make meaningful career decisions. He emphasizes the importance of showing up and using strategies like setting ground rules, having intentional conversations, and protecting and promoting your brand.
Key Points:
- How Mid-career professionals have the power to make decisions that align with their values and goals
- How the gig economy offers opportunities for flexibility and work-life balance
- How building a strong personal brand and networking can help in the job search process
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about John Neral:
Website: https://johnneral.com
LinkedIn: https://www.linkedin.com/in/johnneral/
Facebook: https://www.facebook.com/johnneralcoaching/
Instagram: https://www.instagram.com/johnneralcoaching/
In this episode of the People Dividend, host Mike Horne talks with Delphia Howze, a leading expert in diversity, equity, and inclusion (DEI). Delphia shares her extensive background in human resources and her role as the Chief Inclusion Officer at the U.S. Department of Energy's Oak Ridge National Laboratory.
The conversation delves into the importance of fostering inclusive environments in organizations, the challenges currently facing DEI efforts, and the insights from her newly released book, 'Including You: Leading Inclusion From Where You Are.' Delphia emphasizes that inclusion is a collective responsibility and discusses her journey as an author, the marketing of her book, and her vision for a more inclusive future.
Key Points:
- Inclusion is a collective responsibility, not just for leaders.
- Diversity without inclusion leads to high turnover.
- Engaging with diverse perspectives is crucial for authentic leadership.
Links: Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Delphia:
LinkedIn:
Instagram:
Website:
Amazon Book link:
Amazon Author Page:
Kevin N. Wilkins is the Founder and CEO of Trepwise, a growth consulting firm with a mission to unlock the potential of purpose-driven organizations by aligning people, process, and vision.
In this episode, Kevin discusses the significance of building a people-centric culture and the impact it has on the success of an organization. He discusses the challenges of maintaining culture as an organization grows and provides advice on evaluating and adjusting strategic plans.
Key Points:
- Purpose-driven organizations are those that aim to make a meaningful impact and address societal issues.
- Aligning people, process, and vision is crucial for the success of purpose-driven organizations.
- Building a people-centric culture, where values, mission, and vision are clear, leads to a more successful organization.
Resources/Links: LINKEDIN: https://www.linkedin.com/in/knwilkins/
https://www.linkedin.com/company/trepwise/
FACEBOOK: https://www.facebook.com/trepwise
TWITTER: https://x.com/trepwise
John Bennett is president of Lawton Associates, a consulting and executive coaching firm focused on helping individual, teams and organizations prepare for, excel through, and improve from change. He is a Professor of Business & Behavioral Science at the McColl School of Business, Queens University of Charlotte. He holds the Wayland H. Cato, Jr. Chair of Leadership. In addition to teaching, he is an executive coach and a frequent speaker and presenter at academic, professional, and client conferences and workshops.
In this episode, Mike Horne interviews John, about his new book, 'The Manager's Guide to Coaching for Change.' They discuss the importance of coaching skills for managers and leaders, the need for managers to focus on developing their team members, and the impact of coaching in the evolving world of work. John emphasizes the role of managers as coaches and the power of feedback, listening, and asking powerful questions. He also highlights the importance of understanding what drives and motivates team members and tailoring feedback to their needs. The conversation explores the challenges of bad managers and the value of a humanistic approach to coaching.
Quotes
- "If you cannot sit down with a piece of paper and write down for every person with whom you work on a regular basis, what drives them? What are their motivators? You need to figure that out because that's what keeps people going."
- "If you want to advance, what better to be known for us than somebody who is a talent multiplier, as opposed to someone who is a diminisher of the talent around you."
- "What we have as leaders, as managers, as human beings interacting is it starts out with this tool called self. And so we need to understand what that tool is, but we also need to understand how to use that tool."
Links
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about John Bennett, PhD
Website: https://lawton-associates.com/blog/
“Spirituality definitely belongs in the workplace. Being allowed to bring your full self and your full spirit to the job is where people can be the most productive,” says Lori Saitz, CEO of Zen Rabbit. This week, Lori joins Mike Horne to discuss the impact of health, meditation, and wellness on the workplace. She shares her journey from a shy child to a successful entrepreneur and wellness advocate, emphasizing that employees are not just resources—they’re invaluable assets.
How can business leaders enhance their leadership skills and creativity? Lori explains how simple practices like meditation and gratitude can make a significant difference. She highlights meditation as a cost-effective tool that rewires the brain, enhances focus, and promotes better decision-making by fostering calmness and groundedness. Lori also dispels the myth that meditation is difficult, encouraging its daily integration to boost overall well-being and productivity.
Gratitude, according to Lori, plays a crucial role in the workplace. She references research showing that appreciation leads to increased motivation and productivity among employees. This episode explores the broader implications of these practices, suggesting that true productivity isn’t about time management but about quieting the mental distractions that hinder focus. Lori passionately advocates for a return to people-centric management, where employees’ holistic well-being is prioritized, and they are encouraged to bring their full selves to work.
Quotes
- “Going back to what high-performing business leaders are doing, they’re practicing meditation to become more focused, creative, and innovative, and to build better relationships. One of the questions I get asked a lot is, “When’s the best time to meditate?” There really is no best time—it’s whenever it works for you. Personally, I like to do it first thing in the morning because it sets the intention for the day. When you deliberately, intentionally set an intention for the day, you’re setting yourself up for success. That’s essentially what meditation does.” (13:54 | Lori Saitz)
- “Spirituality definitely belongs in the workplace. Being allowed to bring your full self and your full spirit to the job is where people can be the most productive.” (17:20 | Lori Saitz)
- “The one piece of inspiration I would offer is to refocus on what you have in your life to be grateful for. Our society is so focused on complaining and criticizing, and we don’t need more of that. We need more focus on gratitude and finding it wherever it is.” (21:22 | Lori Saitz)
Links
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Lori Saitz:
Website: zenrabbit.com
LinkedIn: https://www.linkedin.com/in/lorisaitz/
Instagram: https://www.instagram.com/zen_rabbit/
Facebook personal: https://www.facebook.com/LoriSaitz/
Twitter: https://twitter.com/zenrabbit
Podcast production and show notes provided by HiveCast.fm
“Anytime I get to help a lot of professionals and adults in the workplace, it feels like a huge investment in making people’s lives better, which is why I do what I do,” says Dr. Matt Zakreski, a clinical psychologist with extensive experience supporting neurodivergent individuals, including those with ADHD, autism, dyslexia, and giftedness. This week, Dr. Matt joins Mike Horne to dive deep into the world of neurodiversity, particularly its impact in the workplace. How can businesses shift their perspective to see employees not just as resources but as invaluable assets? Dr. Matt believes the answer lies in recognizing and celebrating the unique strengths of neurodivergent individuals.
Breaking down the concept of neurodivergence, Dr. Matt explains how different brains develop asynchronously, resulting in distinct challenges and strengths that persist throughout a person’s life. This insight is crucial for HR professionals and organizational leaders aiming to support neurodivergent employees effectively. He advocates for creating inclusive environments that cater to the diverse needs of all employees, ensuring everyone can thrive.
In addition to sharing his expertise, Dr. Matt provides actionable advice for improving the lives of neurodivergent individuals. He suggests modifications to work environments that better suit individual needs, finding roles aligned with one’s strengths, and incorporating passions into daily life—even if they’re not part of the primary job. These strategies are designed to enhance well-being and job satisfaction, making life more fulfilling for neurodivergent individuals.
Quotes:
- “The more we learn about neurodivergent people, the more we realize that you don’t just age out of ADHD when you turn 18, right? You don’t stop being gifted when you finish school. It’s a brain you have your whole life, which means that HR professionals are the new battleground, the new front lines when it comes to serving the people I work with. So anytime I get to help a lot of professionals and adults in the workplace, it feels like a huge investment in making people’s lives better, which is why I do what I do.” (02:28 | Matthew Zakreski, PsyD)
- “Neurodivergent people can make amazing leaders because they think outside the box. They aren’t constrained by rules.” (09:46 | Matthew Zakreski, PsyD)
- “To be the most successful, whether in work, school, or the community, it’s about meeting people where they are and understanding the best way to move them forward.” (12:00 | Matthew Zakreski, PsyD)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Matthew Zakreski, PsyD:
https://www.theneurodiversitycollective.com/
Podcast production and show notes provided by HiveCast.fm
“When we think of talent acquisition and talent attraction, there’s an art and science to it,” says Thad Price, CEO of Ready, Set, Hire and Talroo. This week, Thad sits down with Mike Horne to share how businesses can reshape their hiring strategies by tapping into technology and data.
Thad compares talent acquisition to customer acquisition, where branding, metrics, and data play a crucial role in attracting the right candidates. But how can companies use these tools to not just find, but truly connect with top talent? Thad explains that it’s about creating a compelling employer brand, using data to understand what candidates are looking for, and maintaining consistent, transparent communication throughout the hiring process. By doing so, businesses can build trust and foster stronger connections with potential hires.
The episode also explores the idea of “essential workers,” a term that became widely recognized during the COVID-19 pandemic. Thad sheds light on how Ready, Set, Hire, powered by Talroo’s advanced talent-matching platform, simplifies hiring for small to medium-sized businesses. From crafting effective job postings to automating repetitive tasks, the platform leverages AI to create a smooth and efficient candidate experience.
Thad and Mike don’t shy away from discussing the frustrating phenomenon of ghosting in the hiring process. What can be done when candidates and employers alike drop the ball on follow-ups? Thad suggests that improving candidate quality and ensuring quicker, more transparent communication can make a significant difference. He also highlights the importance of retaining employees by offering clear career paths and competitive pay, which in turn helps reduce hiring costs and turnover.
Looking ahead, Thad envisions a future where talent acquisition becomes even more candidate-centric—treating job seekers like consumers and providing a level of service and transparency that meets their expectations.
Quotes
- “When we think of talent acquisition and talent attraction, there’s an art and science to it… And through that experience, we have this function that is talent acquisition, which is a lot like customer acquisition.” (04:21 | Thad Price)
- “If you think about the idea of attracting talent and recruiting talent, recruiting is a contact sport. It is a sport of connecting with people, having conversations with people, and developing relationships.” (07:52 | Thad Price)
- “When we think about the idea of AI, I like to think it gives a lot of our traditional processes a superpower. That superpower allows us to do what we actually love and what we signed up for, which is changing lives and ensuring that recruiters are finding the right talent. This not only changes the job seeker’s life but also helps propel a company to its next generation of growth.” (08:27 | Thad Price)
- “I think it’s important to ensure that we are intentional around the connection to job seekers and candidates and treat the candidates as our consumers.” (37:37 | Thad Price)
Links
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Thad Price:
linkedin.com/in/thad-price-2368b/
talroo.com
Podcast production and show notes provided by HiveCast.fm
“If you’re going to compete and be dominant as a business, you need to be known, appreciated, and spoken of for who you are, not for what you do. The exact same rule applies if you are a leader,” says Ken Schmidt, renowned executive advisor and speaker, pivotal in Harley-Davidson’s 1990s turnaround. This week, he joins Mike Horne to share insights on leveraging human capital and redefining competition.
Ken recounts how focusing on delighting customers rather than just producing motorcycles revitalized Harley-Davidson, emphasizing a people-first approach. He argues that true competitiveness comes from being known for your identity, not just your actions, and that leaders should be memorable for their human qualities.
He also highlights the importance of making noise in the marketplace to create a distinct presence, as discussed in his book, “Make Some Noise: The Unconventional Road to Dominance.” Ken provides practical advice for leaders to improve competitiveness and foster loyalty through clear, consistent communication about their values and human qualities.
Quotes
- “If you’re going to compete and be dominant as a business, you need to be known, appreciated, and spoken of for who you are, not for what you do. The exact same rule applies if you are a leader. You want employees to think of you and know you for your human qualities, the things that make you attractive as a person, because ultimately that’s what builds loyalty and inspires people.” (10:12 | Ken Schmidt)
- “To be successful as a competitor, we need to be talked about, respected, and revered. People need to come back to us, like us, trust us, and believe in us. We have to carve this out for ourselves first, establishing a definitive set of markers. What keywords would we want people to use when they talk about us, beyond just being a fine leader and a smart person? What are the human qualities we wish to be remembered for? These are what we need to accentuate when we talk to people.” (24:47 | Ken Schmidt)
- “We need to have consistent language. We need to use language that our competitors don’t use. If they talk about product, we won’t. If they talk about quality, we won’t. Instead, we’ll talk about lifestyle, freedom, and individuality. What does that have to do with the product? Why be known for what’s obvious? Instead, we give people clever language and hooks to remember us by and use when they talk about us. Pretty soon, the vernacular and the energy change because people react differently and appreciate that we’re doing it.” (38:07 | Ken Schmidt)
- “Let's not focus on serving. Let's concentrate on saying things and saying them in ways that are memorable and repeatable. Because if we're not thinking about it, we're not doing it.” (40:56 | Ken Schmidt)
Links
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Ken Schmidt:
kenspeaks.com
https://www.linkedin.com/in/ken-schmidt-5b08115/
Podcast production and show notes provided by HiveCast.fm
“Mental strength is the leadership superpower of our time,” says Scott Mautz, a distinguished author, keynote speaker, former Procter & Gamble senior executive, and founder and CEO of Profound Performance. This week, he joins Mike Horne to delve into the essence of leadership and mental strength, offering timely and transformative insights from his latest book, “The Mentally Strong Leader.”
Highlighting six core mental muscles—fortitude, confidence, boldness, decision-making, goal focus, and messaging—Scott reveals the critical components for effective leadership. His journey from managing multi-billion dollar brands at Procter & Gamble to becoming a thought leader in human capital offers a rich perspective on what distinguishes great leaders. Extensive research involving over 3,000 executives underscores the importance of these mental muscles.
Mental strength, Scott argues, transcends emotional intelligence by encompassing a broader range of skills vital for leadership. He also touches on creating meaning in work, a central theme in his earlier book, “Make It Matter.”
In a world where business challenges are constant and complex, understanding and building mental strength can make all the difference. Scott’s insights provide practical strategies and a fresh perspective on what it takes to lead effectively and thrive personally. This episode is an invaluable resource for those looking to navigate and excel in the ever-evolving landscape of leadership.
Quotes
- “My first book is called ‘Make It Matter.’ It was about the importance of creating meaning in your work and at your job, and how to go about doing that. I believe that meaning is one of the great motivators of our time. Understanding how to create meaning, a sense of purpose, and a desire for employees to leave a legacy behind was something I was very interested in. That book led me straight into the early work I started doing on mental strength and understanding how mental strength intersects with great leadership, especially in times of adversity.” (04:55 | Scott Mautz)
- “Leadership often means it’s no longer about you. It’s about looking at things through the lens of your employees and those around you, helping them to deliver on their goals and the company’s goals by helping them to learn and grow, and helping them to find meaning in their own work. That requires mental strength.” (08:06 | Scott Mautz)
- “Mental toughness is a part of mental strength. And now, to get into the next level down definition, mental strength really equates to you exercising and developing six core mental muscles. Those mental muscles are fortitude, confidence, boldness, decision-making, goal focus (your ability to stay focused on the goals and keep your organization focused on those goals), and messaging (your ability to stay positive-minded and engaged, even in the face of negativity, so you’re sending a positive message to the troops).” (13:01 | Scott Mautz)
Links
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Scott Mautz:
https://scottmautz.com/mentallystrong/
https://scottmautz.com/
https://www.linkedin.com/in/scottmautz/
https://www.facebook.com/ScottMautzPP
Podcast production and show notes provided by HiveCast.fm
“‘Lead like a human’ is the concept that you can lead as your true authentic self,” explains Adam Weber, a prominent figure in the HR and leadership space. This week, he joins Mike Horne to discuss the core principles of his book, “Lead Like a Human,” which advocates for authentic leadership and the creation of vibrant, high-performance cultures. Adam emphasizes the importance of “centeredness” in leadership, which involves maintaining practices such as gratitude, self-reflection, and physical well-being to stay grounded amidst the pressures of leadership roles.
They tackle the burnout epidemic plaguing HR leaders, with 98% reportedly experiencing some form of burnout. Adam attributes this to the increasing responsibilities of HR roles without a corresponding increase in resources or autonomy. He suggests that HR leaders often shoulder too much and allow urgent issues to overshadow strategic planning. To combat this, Adam advises HR professionals to invest in proactive measures, particularly in manager training, to reduce the reactive nature of their work.
Adam envisions a future where AI eliminates much of the administrative burden in HR, allowing professionals to focus more on people operations. He is particularly interested in how AI can help evaluate and redefine roles within organizations, facilitate internal mobility, and enhance talent acquisition processes.
This episode of The People Dividend encourages leaders to pause and reflect before making decisions, to cultivate learning outside of their immediate job responsibilities, and to be genuinely present with their teams. By recognizing and nurturing the potential in others, leaders can create a more inclusive and dynamic work environment.
Quotes
- “How you show up, how you inspire people, how you create clarity, and how you create safety for others—these are the foundations that create cultures that are innovative, motivated, and achieve great things, that people tell stories about for the rest of their careers.” (04:12 | Adam Weber)
- “What are the practices you put in place in your life that allow you to show up in a calm and steady way, that create consistent responses from your team, and help you face challenges with perspective? It’s concepts like that, I think, that really help separate some of the best leaders from the rest.” (10:00 | Adam Weber)
- “What great leaders do is they see potential in others and instead of trying to take it all for themselves, they figure out ways to unlock that potential in other people and that is such a gift to give to another person, to sit with them, to see what they’re great at, to help them see it themselves, and then to watch them thrive. It’s a really beautiful thing to do for someone else. (35:12 | Adam Weber)
Links
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Adam Weber:
https://www.adamweber.co/
https://www.linkedin.com/in/meetadam/
Podcast production and show notes provided by HiveCast.fm
“Generosity is any act of kindness or support given with no expectation of exchange or return from the recipient. There really are limitless ways to be generous,” says Dr. Nicole F. Roberts, a noted author, founder, and public health expert, as she redefines generosity to encompass simple, everyday actions.
In this episode, Dr. Roberts joins Mike Horne to explore the transformative power of generosity and its profound impact on trust, relationships, and overall well-being. She introduces a 30-day generosity challenge, encouraging daily acts of kindness to enhance mental and emotional health. The discussion also highlights the link between generosity and trust, sharing stories of success driven by genuine acts of kindness. Dr. Roberts’ work with the Global Good podcast underscores her commitment to spotlighting positive impact.
Genuine goodness, rooted in generosity, is a renewable resource that can uplift individuals, teams, and organizations. Join Mike and Dr. Roberts in this episode of The People Dividend podcast to learn about the irreplaceable value of people and the crucial role of generosity in fostering trust, building relationships, and driving success.
Quotes
- “We decided to change the definition of generosity and made it really simple: it’s any act of kindness or support given with no expectation of exchange or return from the recipient. There are limitless ways to be generous. It doesn’t require a grand act or a huge change in your daily life, but it does require intention and thoughtfulness.” (08:08 | Dr. Nicole F. Roberts)
- “One of the things we found that generous leaders do in the business world is genuinely care about the people they work with and mentor them… For leaders to take their wisdom, knowledge, passion, and purpose and share them with others, it changes the way people view, respect, interact, work with, and work for you. Whether it’s your personal mission or your corporate mission, people who believe in it will always work harder because they are tied to the work they’re doing. It’s not just a paycheck.” (14:45 | Dr. Nicole F. Roberts)
- “When we’re generous, neurologically, it improves so many things in our brains and in our bodies. It improves our cognitive function, our empathy, our emotional well-being, and our ability to connect with those around us. It actually improves our memory and our emotional regulation. By doing kind things for others and being generous, we activate pleasure centers in our brain and release feel-good hormones like dopamine and oxytocin. This reduces our stress and anxiety. So, what starts up here in your brain cascades all the way through your body.” (17:29 | Dr. Nicole F. Roberts)
Links
Learn more about Dr. Nicole F. Roberts:
https://generositywins.us,
https://www.linkedin.com/in/dr-nicole-f-roberts
https://www.theglobalgoodpodcast.com/
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Podcast production and show notes provided by HiveCast.fm
“This is an important opportunity to develop and illuminate humanistic values in management, showing how they make organizations run effectively, efficiently, and with authentic leadership at the heart,” says Mike Horne as he reminds listeners of the People Dividend movement. In this inaugural episode of Season 7 of The People Dividend Podcast, host Mike Horne takes a reflective look back at the highlights of Season 6.
Mike celebrates the diverse and insightful guests from Season 6, who shared valuable perspectives on leadership, empathetic work environments, diversity and inclusion, career transitions, innovation, community building, and holistic wellness. He revisits conversations about the benefits of a four-day workweek, the power of storytelling, customer-centric strategies, resilience, strategic leadership, ethical leadership, workplace wellness, and spiritual intelligence.
Looking forward to Season 7, Mike promises a fresh lineup of inspiring guests and high-quality programming to help listeners grow personally and professionally. He invites the audience to stay engaged, provide feedback, and join the movement to create great workplaces, emphasizing the irreplaceable value of people in driving growth, innovation, and success. To elevate your performance and unlock your potential, visit Mike Horne’s website for additional resources and exclusive content.
Quotes
- “We moved from Authentic Change with Mike Horne to The People Dividend, and it’s been an absolute blast in terms of the information we’ve been able to convey, the guests that we’ve interviewed, the good wishes that you’ve shared with me. I’d encourage you as we dig into season six in this recap for you to visit me at mike-horne.com where you will find lots of great resources to enhance your professional journey and to become part of The People Dividend movement. This is an important opportunity as we develop and illuminate humanistic values and management and how those make organizations run effectively, efficiently, and with authentic leadership at the heart.” (01:22 | Mike Horne)
- “I'm just so grateful for all of these guests on the People Dividend: Randy Ross, Lee Cordell, Sugey Piedra, Debra Boggs, Brad Smith, Jordan Tait, Martin Lespérance, Al Watts, Rachel Kindt, Jonathan Bennett, Dr. Richard Safeer, Steven Stein, Yosi Amram, Jack Craven, Rhonda Moret, Nicole Jackson, Bruno Cignacco, Alice Inoue, Nick Jain, Eileen McDargh, Alex Brueckmann. Quite a diverse list of episode guests spanning many aspects and facets of business and organizational life.” (23:55 | Mike Horne)
- “I’m so looking forward to Season 7. We already have a great lineup of guests. As you know, we operate every week, bringing new insights and fresh, live content designed to help you on your professional development journey and your mission to bring your best to what you do, and to help others do the same.” (25:05 | Mike Horne)
Links
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/
TikTok: https://www.tiktok.com/@mikehorneauthor
YouTube: https://www.youtube.com/@mike-horne/videos
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Podcast production and show notes provided by HiveCast.fm
“At its very core, DEI work could mean some really good things for a lot of folks who simply haven’t had the opportunities in the past,” says Rhonda Moret, a pioneering leader in diversity, equity, and inclusion. In this episode, Rhonda shares with Mike Horne her journey from a first-generation college graduate to a top communications strategist for brands like Universal and Nike Golf. She discusses founding Elevated Diversity to help leaders develop impactful DEI strategies.
Rhonda highlights the evolution of DEI to include accessibility and belonging, stressing the importance of creating inclusive workplaces. She addresses the polarization in the U.S. and the need for organizations to adapt their DEI efforts. Younger generations, she notes, are crucial in advancing DEI due to their strong inclusivity mindset.
This episode challenges leaders to rethink their approach to inclusivity, emphasizing that the future of business depends on embracing diversity and equity. Rhonda’s insights demonstrate how proactive DEI efforts can drive growth and innovation, underscoring the essential role of diverse voices in shaping a more equitable workplace.
Quotes
- “At its very core, DEI work could mean some really good things for a lot of folks who simply haven’t had the opportunities in the past. That’s my personal take on it. But from a professional vantage point, I see it as being the next evolution.” (05:12 | Rhonda Moret)
- “It’s always been about ‘How do we connect people?’ It’s not like, ‘Oh, we want to give this group this and provide that group this other benefit.’ No, it’s ‘How do we create a much more equitable and inclusive workplace?’ And somewhere along the way, we kind of got off track.” (11:56 | Rhonda Moret)
- “How do we make sure that as leaders, we are prepared to lead a workforce that may look different than I do or may look different than the person next door? Those leaders need to be inclusive leaders and have the skills and the competency to be able to be effective in that role.” (14:39 | Rhonda Moret)
- “Diversity is not simply along color lines and a black-white issue, but it covers all of us. So, whether we’re women, whether we’re an older demographic, so on and so forth. So, it really is looking at the totality of these diversity dimensions and finding ways to accommodate people to your point so that they feel like they can show up authentically at the workplace and be prepared to do their best work.” (21:55 | Rhonda Moret)
Links
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Rhonda Moret:
https://elevateddiversity.com/
https://www.linkedin.com/in/rhondamoret/
Podcast production and show notes provided by HiveCast.fm
“If I’m focused on how I want to feel, then I want to bring that feeling of aliveness into wherever I’m going to be,” explains Jack Craven, author of “Aliveness Mindset: Lead and Live with More Passion, Purpose, and Joy.” Jack, whose career has ranged from trial lawyer to CEO and now executive coach, shares his journey of discovering fulfillment beyond conventional success.
In this episode, Jack explains the aliveness mindset, a framework he developed to help leaders infuse their lives with passion, purpose, and joy. He emphasizes the importance of authenticity and how embracing one’s true self can catalyze positive change.
Listeners gain practical insights on integrating the aliveness mindset into their organizations and daily lives. Jack advocates for small but impactful practices, such as fostering authenticity and using technology to stay connected to desired feelings. His actionable advice and personal anecdotes make this episode a must-listen for those seeking to bring more aliveness, passion, purpose, and joy into their leadership style and organizational culture.
Quotes
- “What really became an awakening for me is that when I was leading the family business, I was orienting my days based on my calendar and what meetings were on there. And then the meetings themselves weren’t as meaningful. And so I realized that the way I was orienting my life, which is I was trying to derive happiness from my schedule, wasn’t really fulfilling me passionately and fulfilling my purpose.” (06:19 | Jack Craven)
- “What I decided to do was to orient my day with how I want to feel today, and that becomes the priority. If I’m focused on how I want to feel, then I want to bring that feeling of aliveness into wherever I’m going to be.” (06:48 | Jack Craven)
- “People can sense sincerity. People can sense authenticity. If you’re able to be authentic, the other traits like ownership, openness, awareness, courage, tenacity, and love will flow naturally.” (08:03 | Jack Craven)
- “What makes me qualified to speak about [authenticity] is that for 50 years, I was not authentic. And I knew that there was an internal conflict going on. I think what was leading me was a desire to live up to the expectations of others, of not wanting to disappoint anyone. And when you’re doing that, it has great intention, but somewhere along the way you lose what you really want. And over time when we don’t tune into our own wants and satisfy those wants, we lose our passion. We lose our energy. We lose our meaning.” (08:54 | Jack Craven)
Links
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Jack Craven
jackcraven.com
https://www.linkedin.com/in/jackcraven1/
Podcast production and show notes provided by HiveCast.fm
Transformative leadership goes beyond emotional intelligence—it requires spiritual intelligence. In this episode, Dr. Yosi Amram, a distinguished psychologist and executive coach, introduces spiritual intelligence as essential for effective leadership. He emphasizes virtues like purpose, service, gratitude, compassion, and integrity, showing how they enhance well-being and leadership.
Dr. Amram’s research with diverse leaders reveals that these qualities are universally valued. He shares personal stories, illustrating how spiritually intelligent leadership infuses daily interactions with meaning, presence, and wisdom. True leadership, he argues, starts with self-leadership and aligning with inner values.
Dr. Amram offers practical advice for maintaining spiritual intelligence amid external pressures, focusing on long-term goals, and building resilience. He highlights the benefits of spiritually intelligent leadership, including higher team commitment and better morale.
This episode is a call to redefine leadership by grounding it in deeper values, promoting a humane and inspired approach to business and personal development.
Quotes
- “Alignment means to live in integrity. We have to be in contact with our essence, with our spirit, because when we’re not aligned, then we’re divided. And that means we lose our power. So when we’re out of integrity with ourselves, with our spirit, with our core values, we’re actually weakened.” (18:59 | Dr. Yosi Amram)
- “We’re not talking about spirituality as an experience or as a belief system, but we’re talking about the embodiment of values that have now been validated in the fields of positive psychology and leadership—things like integrity, purpose, meaning, gratitude, and compassion to be very helpful in daily life. So my hope is that in the next 10 or 20 years, spiritual intelligence will be broadly understood as a valuable concept in our daily life, at home, at work, and everything else.” (45:01 | Dr. Yosi Amram)
Links
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Yosi Amram
yosiamram.net
https://www.linkedin.com/in/yosiamram/y/
https://www.facebook.com/yosi.amram.7
https://www.youtube.com/@awakeningspiritualintelligence
Podcast production and show notes provided by HiveCast.fm
“Emotional intelligence is a critical aspect of leadership,” says Dr. Steven Stein, a distinguished clinical psychologist and recognized authority on emotional intelligence (EQ). In this episode, Dr. Stein, founder and executive chair of Multi-Health Systems (MHS), shares insights from his extensive career in psychology, highlighting the impact of EQ in professional settings.
Dr. Stein discusses the evolution of emotional intelligence as a crucial factor in workplace dynamics and leadership effectiveness. He explores how MHS has pioneered EQ research, developing tools that have influenced millions worldwide. He also emphasizes the importance of EQ in promoting diversity and inclusion within organizations.
One intriguing aspect of the conversation is Dr. Stein’s work with reality TV shows, where he applies psychological principles to select candidates, offering a unique perspective on human behavior and social dynamics. Additionally, he introduces his book, “Hardiness: Making Stress Work for You,” co-authored with Paul Bartone, which delves into the concept of hardiness and its role in turning stress into growth.
Dr. Stein provides valuable advice for emerging psychologists and leaders, encouraging them to innovate and challenge conventional wisdom. This episode underscores the irreplaceable value of emotional intelligence in driving growth, innovation, and success, aligning with the podcast’s mission to redefine the significance of human capital in the world of work.
Quotes
- “We really do have a purpose that we believe in—a mission, but I think that’s important for any organization. People who work for us believe in that mission, whether you’re on our clinical side and you really believe in helping kids and families, or in our public safety side where you believe in making the streets safer for people by locking up the people who should be locked up and not locking up the people who shouldn’t be.” (11:23 | Dr. Steven Stein)
- “It’s interesting that you describe in the title of the book, ‘Hardiness: Making Stress Work for You.’ I think a lot of people think about, ‘How can I get rid of my stress?’ as opposed to making it work. …And that doesn't always work out very well if you try and suppress what’s going on. And that’s how we differ from resilience. Resilience is going through stress and then just coming back to where you were before you started. Hardiness involves actually learning from the stress and coming out even better than you were when you started.” (22:39 | Mike Horne & Dr. Steven Stein)
- “I work with the coach of the US open tennis champion and how she was able to go from nowhere to beating Serena Williams for the final championship; how these concepts of ’hardiness’ fit into their training and made them achieve. And we take that and translate it to the average person in their workplace who has to do a project, has to do a presentation. How do you use these factors to get through those difficult times?” (23:46 | Dr. Steven Stein)
Links
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Dr. Steven Stein
https://stevenstein.com/
linkedin.com/in/drstevenstein
Podcast production and show notes provided by HiveCast.fm
“Most leaders never get trained on how to support the health and well-being of their workforce,” says Dr. Richard Safeer, Chief Medical Director of Employee Health and Well-Being at Johns Hopkins Medicine. In this episode, Dr. Safeer, author of “A Cure for the Common Company,” discusses his shift from family medicine to spearheading workplace health initiatives. He stresses that true organizational change goes beyond superficial wellness programs, advocating for a fundamental shift in how companies view and support employee health.
Dr. Safeer highlights the critical role of leadership in modeling healthy behaviors and integrating well-being into the core business strategy. He challenges current practices, noting that less than 3% of Americans live fully healthy lifestyles, largely due to ineffective corporate support systems. His advice to HR leaders and executives is clear: prioritize genuine health habits and create a culture where well-being is as fundamental as any business operation. Through patience and persistence, Dr. Safeer believes that impactful, lasting changes can be achieved, transforming the workplace into a catalyst for well-being.
Quotes
- “We think that it’s our own responsibility to live a healthier life. Sure, we can be responsible for ourselves. But we also have to recognize that most of us don’t live on an island. We live with people in our home and we live with people in the workplace. And it’s really the collection of those forces that shape our ability to make healthier choices and have healthier emotions. One of my catchphrases is that well-being is a team sport because we really can’t win alone. (13:26 | Dr. Richard Safeer)
- “We can be proactive in the workplace… UKG did a study about a year and a half ago… And they found out that just as many people who said their spouse impacts their mental health also said their manager impacts their mental health. That’s how powerful we are as leaders. And I don’t think most leaders are trying to be a negative force in their team’s life, but they don’t recognize it. And then they aren’t helped. We don’t help them understand what they can do to be a more positive force.” (21:21 | Dr. Richard Safeer)
- “We need to understand that if we’re truly going to optimize the well-being of our workforce, we need to look at this not only as an individual challenge, but an organizational challenge, which will require organizational change.” (37:21 | Dr. Richard Safeer)
Links
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Richard Safeer, MD
richardsafeer.com
linkedin.com/in/richardsafeer/
Podcast production and show notes provided by HiveCast.fm
“The solution often lies in very effective and deep listening,” says host Mike Horne, as he shares insights with Jonathan Bennett, an advisor and executive coach with a background in purpose-driven leadership across various community settings. Jonathan’s unique path from novelist and poet to a pioneer of corporate social responsibility illustrates his dedication to principles like fairness and transparency. His insights reveal how narrative deeply influences leadership and strategy, bridging storytelling and business to enhance organizational dynamics.
In this episode, Jonathan discusses the critical role of values-driven leadership in addressing pressing societal challenges such as environmental sustainability and social equity. He highlights the importance of engaging clients and fostering value alignment in an evolving corporate landscape.
The conversation delves into the personal aspects of executive coaching, emphasizing trust and integrity as foundations for effective relationships and strategic business development.
With reflections on his poetic background, Jonathan underscores how deep listening and understanding—similar to the intricacies of poetry—are vital for driving meaningful organizational change and fostering a culture of innovation and success.
Quotes
- “I think that as humans, we’re drawn to stories.” (04:00 | Jonathan Bennett)
- “Coaching is a one-on-one, person-to-person, high-touch, high-cost business. And so the only real way you’re going to have somebody part with a significant amount of money is by providing service to them and getting to know them in a deep way. That can take a long time. It can take many touch points.” (19:06 | Jonathan Bennett)
- “When we can show up and do our best work without fear of retribution or ridicule, then we’re in a kind of psychologically safe work environment.” (30:06 | Jonathan Bennett)
- “What I love about poetry is it is a very quiet, private and small thing. But it’s precious. And I think that the space that happens between a leader and a coach is a very intimate one. And I liken it to poetry.” (33:15 | Jonathan Bennett)
Links
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Jonathan Bennett
clearlythen.com
linkedin.com/in/bennettjonathan/
Podcast production and show notes provided by HiveCast.fm
“I’ve seen that small shifts in individuals’ approaches, behaviors, and actions can have a wide impact,” says Dr. Rachel Kindt, a scientific leadership coach with a background in biotech. With a PhD from MIT and a postdoctoral fellowship at UCSF, Dr. Kindt transitioned from a biotech executive to a leadership coach, focusing on helping scientists excel in leadership roles beyond the laboratory.
In this episode, Dr. Kindt discusses the unique challenges technical experts face when stepping into leadership roles in the biotech industry. She reflects on her journey from Vice President at Myocardia, a company acquired for $13 billion, to mentoring emerging science-based leaders, emphasizing the importance of emotional intelligence alongside technical expertise.
Dr. Kindt offers practical advice on how subtle behavioral changes can enhance leadership effectiveness and impact organizational performance. She details her work in equipping R&D leaders with essential soft skills to manage diverse teams and communicate the broader significance of their projects effectively.
Quotes
- “Being right is not everything. Being smart is not everything. Being the smartest person in the room—which sometimes I can be—is not always necessary or attractive.” (29:56 | Dr. Rachel Kindt)
- “Being in an organization that prioritized leadership development, my journey as a leader within the company was also a personal journey of growth. The things that I learned by leadership have helped me be a better spouse and a more patient parent. So I also feel that work is a great venue for not only doing amazing things in the world, but also for personal growth.” (35:25 | Dr. Rachel Kindt)
- “It’s a reductionist attitude in a way that in the end, an organization is a collection of the individual people and their behaviors. And the behavior of one—especially, but not exclusively if they’re in a leadership position—influences all of the people around them. So to me, I believe and I've seen that small shifts in individuals’ approaches and behaviors and actions can have a wide impact. (36:25 | Dr. Rachel Kindt)
Links
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Rachel Kindt, Ph.D.
www.rachelkindt.com
https://www.linkedin.com/in/rachelkindt/
Podcast production and show notes provided by HiveCast.fm
“Strategy has a unique attribute in that it touches a whole lot of different things in an organization,” explains Alex Brueckmann, a strategy facilitator and Wall Street Journal bestselling author of “The Strategy Legacy” and “Secrets of Next Level Entrepreneurs.” Alongside host Mike Horne, they discuss the critical role of human capital in driving growth and innovation, emphasizing that employees are much more than mere resources.
Alex shares his strategic process, highlighting the importance of understanding an organization’s identity and aligning executive teams for effective implementation. He stresses simplicity in communication to ensure strategies are understood and embraced at every level.
The episode addresses the ethical implications of strategy development, with Alex arguing that neglecting strategy is unethical as it withholds potential benefits from employees and customers. He emphasizes leveraging organizational strengths and setting realistic goals.
Alex and Mike also touch on the intersection of strategy and executive development, noting the crucial role leaders play in promoting strategic objectives. Alex advocates for continuous strategic thinking over sporadic planning to embed strategic thought into organizational culture.
Quotes:
- “When we use the term strategy, what is it that we mean? And what is it that we mean when we use other terms like vision, mission? How do you bring those into a cohesive framework, into a model where they can all coexist and influence each other in a positive way?” (07:57 | Alex Brueckmann)
- “If you think about what strategy is, it is your theory of how you win in your marketplace. And winning means different things to different people. To me, as an organization, winning means to be able to grow, to be able to deliver value to your customers.” (16:03 | Alex Brueckmann)
- “Once you’ve reached a certain level in the organization, it’s not necessarily about your subject matter expertise anymore. It’s how well you lead and how well you understand some of the key capabilities that a leader on that level needs to have. And one of that, for example, is, ‘Am I able to rethink the organization? Am I able to create a strategy?’ Another one is, ‘Am I able to lead teams in ways that they can implement strategy? Do I create an environment—some people would use the term ‘culture’— in which strategy can thrive? And am I able to use a strategy process to do more than just strategy, to actually define, redefine the culture, redefine how we operate as an organization?’” (36:50 | Alex Brueckmann)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Alex Brueckmann
Website: https://brueckmann.ca
Alex Brueckmann’s Books: https://brueckmann.ca/books
LinkedIn: https://www.linkedin.com/in/alexanderbrueckmann/
Podcast production and show notes provided by HiveCast.fm
“It’s not just a little flame; it is this huge conflagration. More people are experiencing this. And it’s the rate and the pace of change of what’s being required of us,” says Eileen McDargh, founder and CEO of The Resiliency Group. In this episode, Eileen, a renowned facilitator, author, and coach, discusses the importance of resilience in managing burnout and maintaining energy. Her extensive experience aids organizations and individuals in developing their resilience capacities.
Eileen traces her interest in resilience to her personal battle with corporate burnout, an experience that led to her first book and has informed her career. Her continued exploration of this theme is evident in her latest publication, "Burnout to Breakthrough," where she tackles the growing prevalence of burnout in today's fast-paced work environments and highlights the necessity of resilience for energy management.
Throughout the episode, Eileen underscores the importance of building resilience, both personally and organizationally, to effectively handle continual challenges and shifts. She illustrates how resilience acts as a critical mechanism for enhancing performance and overall well-being in the workplace.
Quotes
- “We'd like to think we understand this. Burnout—it's not just a little flame, it is this huge conflagration. And more people are experiencing this. It's the rate and the pace of change of what's being required of us. I think we have forgotten self-care. And we have forgotten how to care for others.” (11:14 | Eileen McDargh)
- “I define resiliency as energy management.” (12:34 | Eileen McDargh)
- “I don’t want to be a chief executive officer. I want to be the chief energy officer… Yes, I’m an energy officer, and I want to find out ways in which I can help my customers, my clients, my audiences find ways that allow them to tap into what is the best of them or how do they begin to move forward. Because ultimately, resiliency is also not about bouncing back, which is what the dictionary tells us. That's fine, but not for human beings.” (20:55 | Eileen McDargh)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Eileen McDargh:
theresiliencygroup.com,
https://www.facebook.com/speakereileen
https://www.facebook.com/eileen.mcdargh/
https:// www.twitter.com/macdarling
https://www.instagram.com/mcdargh/
https://www.linkedin.com/in/eileenmcdargh/
Podcast production and show notes provided by HiveCast.fm
“If you have a great idea with software like IdeaScale, it can get in front of the decision makers of your organization very, very quickly,” says Nick Jain, CEO of IdeaScale, as he discusses the role of human capital in driving organizational success. With a background as a Harvard Business School valedictorian and experience leading companies in various sectors, Nick shares his journey from Wall Street to heading IdeaScale and how the company is transforming the management of innovation in businesses.
Nick explains that IdeaScale’s innovation management software functions similarly to a CRM system but for ideas. It democratizes idea-sharing across all levels of a company, giving even entry-level employees a platform to communicate with top decision-makers. This approach harnesses the collective intelligence of the entire workforce, boosting employee engagement and loyalty by ensuring everyone feels valued and heard.
The discussion delves into the broader effects of such systems on organizational culture and leadership. Nick advocates for inclusive, data-driven decision-making to foster a healthy, innovative work environment. Drawing from his scientific and financial background, he emphasizes the importance of using data to drive results while maintaining effective communication.
Nick also reflects on the ethical dimensions of leadership, acknowledging the weight of decisions on employees and their families. He underscores the significance of trust, empathy, and decisiveness in leadership roles.
Offering advice to aspiring leaders, Nick stresses the importance of continuous learning, staying updated on technological advancements like AI, and honing strong quantitative skills.
Quotes
- “Today, it doesn’t matter if you’re the junior most employee sitting in a far off office. If you have a great idea with software like IdeaScale, it can get in front of the decision makers of your organization very, very quickly.” (03:54 | Nick Jain)
- “The first benefit is you’re able to tap into the brains and intellectual capital of your entire organization rather than just the four, five, six people who sit at the top. The second is from an inclusion and emotional impact perspective. If your employees feel like their ideas are being heard, they feel more attached to the organization, they’re more loyal, turnover is less, and they are more productive as employees too. There’s an emotional impact to having a more democratic organization.” (04:19 | Nick Jain)
- “Part of being a leader requires being self-aware of what your strengths and weaknesses are. I’m a competitive individual. I like to go out there, define a goal, and win, particularly in a competitive space where there’s other people trying to achieve the same thing. That has certainly been a defining characteristic... By the way, I don’t have to win. Obviously, winning feels nice, but just the act of competing is really motivating and emotionally rewarding for me.” (10:25 | Nick Jain)
- “One should aspire to a C-level job, whether that be in government or nonprofit or the private sector. But I do think you have to be aware, assuming you are a reasonably moral and diligent person, you have to be aware of the moral weight and the emotional impact of having that job.” (14:58 | Nick Jain)
- “As we continue to scale, how do we maintain that same culture of making good decisions as we grow from a hundred person organization to a thousand person organization?” (32:04 | Nick Jain)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Nick Jain:
LinkedIn: @nickjain
Instagram: Nickeroni09
Twitter/X: @NickMJain
Company Linkedin: https://www.linkedin.com/company/ideascale/
Podcast production and show notes provided by HiveCast.fm
There’s no doubt - our personal and professional lives are becoming more integrated. How well and to what extent leaders understand their people both in and out of the office can predict their workplace happiness and success. In this episode, Mike Horne sits down with Alice Inoue, founder of Happiness U, to discuss workplace well-being.
Alice recounts her shift from aspiring to attend medical school to founding Happiness U—a venture that offers corporate wellness programs and personal development courses. She shares experiences from her collaborations with major brands such as McDonald's and Gap, emphasizing the importance of a positive mindset for both personal and professional growth.
The discussion challenges the traditional notion of work-life balance, proposing instead the concept of work-life integration. This approach encourages making choices based on benefits at any given moment, alleviating the guilt often associated with balancing personal and professional life.
Introducing her personality assessment system based on the five elements, Alice explains how this framework helps individuals and teams gain deeper self-awareness and improve interpersonal dynamics. This system has been particularly effective in enhancing corporate team-building and communication.
Alice's advice to organizational leaders is to recognize their current position as the right place and to focus on moving forward without dwelling on past mistakes. She notes the importance of acceptance and being present to make progress.
Alice Inoue's insights provide a roadmap for leaders and HR professionals to create environments where freedom, peace, love, and joy can flourish, ultimately contributing to the overall success of their organizations.
Quotes:
- “When we talk about work-life integration, it's making choices every day in what you perceive to be the best benefit. So it seems ridiculous to feel guilty about it. It's a choice that you make.” (05:04 | Alice Inoue)
- “I thought, what if I could create a space where people could come to learn the things they never learned in school about how to actually live life? Because the bottomline is, after working with thousands of people, people really just want to feel good and have ease in their life and not have these emotional swings. And I just thought it would be a perfect component that it didn't start out as a corporate thing. It started out as a little community.” (06:36 | Alice Inoue)
- “There's always something we can do to move towards a better place. Do we ever get there? Does anyone ever live in a life of pure bliss? I don't think so. I recognize that life is polar. There's so much polarity that we do our best to find that center and have a little variation within that center. But I think it's impossible to be like, ‘Yes, I'm working this high-power job and I'm just at bliss and happy all the time.’ We're looking for these moments, we're constantly needing to find them amidst the chaos.” (20:21 | Alice Inoue)
- “We are in a place where people want whatever tools they can get to be more understanding about themselves and others so that we can live a life that's as filled with freedom, joy, love, and peace. Those are the four things that I feel we're all looking for. And I try to guide people towards that or see where they're not measuring up.” (23:33 | Alice Inoue)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Alice Inoue:
Website: https://yourhappinessu.com/
Podcast production and show notes provided by HiveCast.fm
Compassion and Business - do these two things go together? Dr. Bruno Cignacco, an international business consultant and TEDx speaker, says that compassionate business practices are pivotal for enhancing performance and stakeholder relationships. He advocates for a business approach that goes beyond mere profitability and rather where companies genuinely care for and support employees, customers, suppliers, and community members.
Dr. Cignacco discusses the benefits of this approach for businesses striving to boost productivity and expand their market share, arguing that businesses should not exploit or deceive but instead focus on human-oriented practices that lead to mutual growth and success. He identifies a lack of compassion in many organizations, attributing this to a self-centered focus and a failure to invest time to build compassionate relationships.
This episode also highlights the concept of humanistic love in business settings, which involves connecting with others and supporting them. Dr. Cignacco suggests that compassion has the power to create a healthier, more productive workplace and offers practical advice for cultivating compassion, including embracing generosity, gratitude, and respect.
Dr. Cignacco calls on businesses to prioritize people over profits and encourages employees at all levels to practice compassion, which can initiate for a broad, positive organizational change. He stresses the importance of balancing the qualitative aspects with quantitative business metrics, arguing that a commitment to service and human values can significantly benefit businesses and create a positive impact.
Quotes:
- “Business is about interdependence. You cannot succeed on your own. You need suppliers, customers, employees, managers, the community, business partners. And by caring for them, supporting them, being compassionate with them, especially when they face difficulties, you are taking care of your relationship with them. And relationships are the most important factor for business success.” (06:31 | Dr. Bruno Cignacco)
- “The only way to be profitable from the long-term perspective is to be compassionate. Many people think that funds are the most important resource in a company. But in practice, the human being is the most important resource in business.” (07:52 | Dr. Bruno Cignacco)
- “By being human-oriented, you don't only contribute to positive indicators like profitability, productivity, and market share, but also, you have a better brand image. According to research, you attract more talented employees.” (10:15 | Dr. Bruno Cignacco)
- “Success is not the result of the fittest, but the kindest.” (15:51 | Dr. Bruno Cignacco)
- “Treat customers as human beings, not as a number that contributes to the company's profit. And how do you do this? Well, you change your attitude. The attitude shouldn't be the attitude of selling products or services. It should be the attitude of service, a serving attitude. Serving customers doesn't mean servitude; it means that you want the best for them. You try not only to satisfy their needs.” (24:19 | Dr. Bruno Cignacco)
Links
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Bruno Cignacco:
Website: http://www.brunocignacco.com
Podcast production and show notes provided by HiveCast.fm
In today's corporate and academic environments, success hinges on exploring complexities to uncover opportunities for simplification and innovation. In this episode, host Mike Horne welcomes Nicole Jackson, the Associate Dean of the Agino School of Business at Golden Gate University. With her extensive experience spanning both the corporate sector and academia, Nicole offers invaluable insights, especially in organizational change, strategy, and the concept of organizational ambidexterity.
Nicole introduces the concept of “organizational breathing,” drawing a parallel to the need for individuals to occasionally step back and reassess. She suggests that organizations, too, can benefit from periods of reflection to foster growth and adaptability amid constant change and information overload. The discussion emphasizes the importance of integrating humanistic values and creating a workplace that values appreciation over mere acceptance. Nicole highlights the importance of psychological safety and providing opportunities for individuals to explore their identities within the organizational framework.
The episode also covers the impact of AI on human resources, with Nicole proposing a shift in perspective from AI as a displacer of jobs to a tool that can enhance humanistic management practices. She emphasizes the potential of AI to aid in learning and development, and the importance of developing connoisseurship in the workplace.
Nicole offers guidance for individuals considering advanced business studies, stressing the significance of selecting a path that aligns with both personal passion and current industry trends.
Quotes:
- "We're bombarded with so much information. The time to let our souls and our identities and even our organizations breathe from all this change has been completely upended." (04:52 | Nicole Jackson)
- "We live in such a data-driven world. We need to let the data breathe, take a step back. We don't necessarily need to make the decisions right away. Everything is now a critical event. I think we've thrown ourselves into this mentality of crisis management on an ongoing basis, or looking at how upending and disruption is the latest paradigm, but we really should be looking at continuity building." (07:19 | Nicole Jackson)
- "When we talk about living more simply and being more meaningful, it's really allowing people to really examine, go back to the core of who they are." (12:00 | Nicole Jackson)
- "Let your soul breathe and let your organization breathe. Develop some connoisseurship and create a bouquet of different qualities. I think that's important. We now have the capacity. Think about the tremendous capacity that AI now has for people who normally are oftentimes stigmatized or discriminated against in the workforce. There's been a lot done about the prejudicial AI algorithms. That's a huge concern and it continues to be a concern and it does need to be addressed." (31:24 | Nicole Jackson)
- "We have to teach people how to develop connoisseurship. Most people are not taught to be connoisseurs. They're taught to follow in a line, not necessarily to become an expert on a metacognitive level. Traditionally, organizations don't have most of their workers develop those skills. And I think that's going to be critical moving forward." (33:51 | Nicole Jackson)
Links
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Nicole C. Jackson
LinkedIn: https://www.linkedin.com/in/nicole-c-jackson-mba-ms-and-phd-0217aab/
Podcast production and show notes provided by HiveCast.fm
Organizational success hinges more on its people and the development of its leaders than the strategies they follow. Al Watts, an independent HR and talent development consultant with over three decades of experience, shares insights from his book "Navigating Integrity: Transforming Business as Usual into Business at its Best." He stresses that integrity is not just an ethical requirement but a strategic asset essential for sustainable growth and effective leadership. Through tools like the Leadership and Organizational Integrity Surveys, Al aims to cultivate and gauge integrity within leadership circles and throughout entire organizations.
Al explains the concept of authenticity in leadership, examining it from both inside-out and outside-in perspectives. He emphasizes the need for honesty, transparency, and genuine leadership, highlighting how these qualities contribute to the executive development of individuals within an organization. Moreover, he discusses the importance of aligning an organization's structure, staff, systems, and strategy with its goals. Al stresses accountability and the significance of meaningful metrics in tracking progress and ensuring alignment with these goals.
In facing today's dynamic business environment, Al advises on keeping teams engaged and communication open to navigate rapid changes effectively. This episode guides leaders to match their personal values with their organization's, emphasizing integrity as a key to effective leadership and organizational success.
Quotes:
- “Organization development seemed to be a discipline with a focus on the people factor, but it took a more holistic perspective on business and on organizations and on how to make them work and be sustainable.” (07:32 | Al Watts)
- “People are happy when they feel like they're working for a purpose or with a purpose that is meaningful to them.” (14:02 | Al Watts)
- “Organizations and leaders cannot keep doing exactly the same thing they've been doing as the world changes. And so there need to be mechanisms in place to constantly readjust things like structure or skill mixes.” (16:44 | Al Watts)
- “We need to know our own minds, and we need to have the capacity to understand why we're doing what we're doing.” (29:48 | Al Watts)
Links:
Learn More About Mike Horne: Email Mike at mike@mike-horne.comLearn More About Executive and Organization Development with Mike HorneTwitter: https://twitter.com/mikehorneauthor Instagram: https://www.instagram.com/mikehorneauthor/, LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Al Watts: Website: integro-inc.com
Podcast production and show notes provided by HiveCast.fm
Why do some people thrive at work while others just go through the motions? Mike Horne sits down with acclaimed speaker, trainer, and coach, Martin Lespérance, to delve into the role of human capital in shaping the future of work. Sharing his professional journey, Martin highlights his lifelong commitment to inspiring individuals to find joy, engagement, and motivation in their careers. His global impact, with keynotes across continents, emphasizes leadership, teamwork, communication, innovation, and resilience.
The conversation revolves around Martin’s "Inspire philosophy," which consists of four foundational principles critical to fostering a fulfilling life and cultivating a positive workplace culture. These principles—living with purpose, staying present, expressing gratitude, and embracing fun—form the core of Martin's message. Each aspect provides a pathway to improved employee engagement and enhanced organizational vitality.
Mike and Martin discuss how applying these principles can transform the workplace, sharing examples and advice on fostering a supportive and healthy work environment. They tackle the challenge of maintaining these principles in difficult situations and their impact on personal and professional life. Martin offers actionable advice for listeners, emphasizing the importance of personal choice in shaping attitudes and actions.
Quotes:
- "I find organizations might have their purpose, might have a ‘why.’ But as soon as the pressure comes in, as soon as you get the headwinds, the why takes a side." (17:26 | Martin Lespérance)
- "Presence is such an important aspect of leadership and executive work and I think all too often presence gets neglected because we're thinking about the next point we're going to make or we're thinking about then and there." (21:51 | Mike Horne)
- "What attitude are you going to choose? That's something that you can choose on a daily basis. It's how you're going to face the events that are being thrown at you." (30:31 | Martin Lespérance)
- "Why do people leave organizations? It's not because of the lack of purpose and lack of ‘why.’ It's because of the toxic environment. And how can you get rid of that toxic environment? Use the not so surprising secret that we just talked about. Apply that inside your culture. You'll see how people will not only stick around, but bring more people to join in to become advocates and ambassadors." (35:55 | Martin Lespérance)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Martin Lesperance:
Website: martinlesperance.ca
Podcast production and show notes provided by HiveCast.fm
Finding balance isn't a luxury; it's a necessity for entrepreneurs seeking to excel both in business and life. Business Coach and Consultant Jordan Tait discusses with host Mike Horne the pivotal mindset shift required to strike this balance. He shares insights from his extensive experience as an entrepreneur, former CEO, and seasoned coach to hundreds of leaders aiming to optimize their time and teams for a more intentional living and working style.
Jordan shares lessons from his journey, starting a painting business in college to becoming a sought-after corporate trainer and coach. His own struggle with burnout led him to advocate for a work-life balance that doesn't compromise professional success but enhances it. He talks about the importance of intentionally allocating time for personal fulfillment outside work and maintaining a mindset focused on sustainable workloads.
Offering practical advice, Jordan encourages listeners to envision their ideal life a year ahead and to conduct a time audit to evaluate the impact and energy investment of their tasks. He advocates focusing on activities that are both high-value and invigorating to foster smarter, not harder, work practices and potentially expedite business growth. In this episode, listeners are challenged to assess the sustainability of their work pace and whether their professional life supports their desired lifestyle.
Quotes
- “What I'm really about is helping people reconnect to living the life they want to live outside of work while still performing at their best. And I totally believe it's possible. It's the way I choose to live. I never work more than 35 hours a week. And I'm really serious about my business, but I'm also really serious about my life. And so that's what I like to help people with.” (03:27 | Jordan Tait)
- “I had this big conflict between, do I keep doing this thing I'm really good at and love doing with a business that I'm appreciating the support of? Or do I break free and reconnect to the way I want to live my life, which is based on autonomy, time, freedom, and balance?” (05:07 | Jordan Tait)
- “I believe that business and your career is a marathon, not a sprint. And you can do that for a short term, a couple of years at most. But if you're going to be here five years from now, ten years from now performing at the level you want, you need to be thinking about how you're sustaining your energy and your workload.” (09:17 | Jordan Tait)
- “It often starts with mindset, because I find most people are keeping themselves in this way of working and you hit on it earlier. The company will always take as many hours as you give it. Your business will always take as many hours as you give it, and you'll never feel like you're fully on top of it because there's always more to do. So if you're just operating under the feeling that I'm not getting enough done, feel guilty about stopping, that won't go away. And so part of that is breaking free from that mindset that if you couldn't get it done today, it will be there tomorrow. If you don't get it done tomorrow, it probably wasn't that important to you. And that's something that I really truly believe in.” (17:38 | Jordan Tait)
- “Time, money, and team, those are the three things that I find when people are not managing them intentionally or effectively, their work consumes more hours than it needs to. And by looking at each of those, by creating their ideal work schedule, by investing their money in freedom and the lifestyle they want to live, and by working with a team to support them, they can get back to a reasonable workload and a sustainable way of growing and moving forward.”
Links
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Jordan Tait
Website: www.theintentionalbusiness.ca
LinkedIn: linkedin.com/in/jordytait/
Podcast production and show notes provided by HiveCast.fm
Unlocking your full professional potential hinges on a profound understanding of your character. Brad Smith, the Founder and CEO of Stellar Insight, offers a unique perspective shaped by his analytical chemistry background as he transitions into executive coaching. He delves into the concept of character, emphasizing its critical role in achieving personal success and driving organizational excellence.
It began with a health crisis at 18, leading Brad to explore the connection between mind and body. This exploration led to a commitment to personal transformation and emotional intelligence, which he now sees as essential for effective leadership and driving change within organizations. He suggests that leaders often hit a ceiling that mirrors their own limitations and challenges listeners to reflect on their contributions to their frustrations.
The discussion covers the value of self-awareness and developing intuition, with Brad presenting intuition as a skill that can be enhanced through meditation. He introduces the Johari window as a coaching tool to better understand oneself and one's impact on others. Brad recommends that businesses prioritize aligning a candidate's character with the fundamental requirements of the job during the hiring process, instead of merely considering their skills.
This episode of The People Dividend delves into the critical role that individuals play in the success of any business venture. Offering actionable strategies on both personal and professional transformation, you will learn the importance of accountability and overcoming internal challenges to achieve success. Learn more about Brad Smith and Stellar Insight here.
Quotes:
- "Look at who you are and all the patterns in your life, whether it's your health, whether it's your wealth, whether it's your relationships, all of those are a product of who you are. All your relationships in business, all relationships and skills are there." (08:00 | Brad Smith)
- "If you take a perspective that everything is something you've created to learn from and take the learning process as the core of it, that is what I've discovered about life and about character. We're here to learn." (12:49 | Brad Smith)
- "In a lot of my executive coaching work with C-suite leaders, aspirants to the C-suite, that people are often worried about, well, how do I do more of this, do more of that? By the time we're into our work, it is really about interpersonal issues, about self-awareness, about this ability to grow, to be able to hold yourself out as an object so that you can see it and to your earlier points around being able to learn about yourself." (26:30 | Mike Horne)
- "Whatever it takes, and however you're built, take on the task of becoming more self-aware. If you want, I recommend meditation, and there's three or four types that are useful. And take on the task of becoming Put it this way, pick a hero, pick several heroes that you admire, that are really good people, and then list out all the different character traits that they have that you want, and learn to grow in those. Integrity being the top." (28:04 | Brad Smith)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Brad Smith:
Website: https://www.stellarinsightinc.com/
Podcast production and show notes provided by HiveCast.fm
What does it really take to climb the executive ladder and secure a board seat? Host Mike Horne discusses the specifics with Debra Boggs, founder of D&S Executive Career Management. Debra, known for her success in executive career coaching, shares her approach to preparing candidates for top-tier job searches, drawing from her extensive experience and recognition in the field, including being part of Forbes’ Next 1000 list.
The discussion highlights the difference between executive search and standard job applications, noting that C-level jobs often aren't found through online job postings. Instead, networking and personal branding, especially on LinkedIn, play crucial roles.
Mike and Debra talk about the value executive search firms bring to the recruitment process, leveraging their networks and expertise to match candidates with suitable positions. They stress the importance for executives to be ready to demonstrate their value to a board, not just in their expertise but in their potential contributions to the company's growth.
Debra advises on showcasing how one's work has impacted business growth. She offers advice for executives looking to advance their careers or secure board positions, highlighting the importance of clear goals. She also discusses the need for more diversity in executive search and the challenges involved.
This episode provides clear insights about the executive job market, emphasizing the importance of presentation, networking, and clarity in professional goals. Learn more about Debra Boggs and her firm here.
Quotes
- “Be really clear on your focus on what you bring as an executive candidate and what kind of organizations you are uniquely equipped to serve.” (20:02 | Debra Boggs)
- "You can offer value in a lot of different areas, but we can't try to be everything to everyone or else people will not understand what box we've been in. Be really clear about that focus and the kinds of companies, size of company, industry, and business model. All of those things will help you get your career assets in order–your board resume and your board bio." (20:22 | Debra Boggs)
- "Some board recruiters and some organizations will ask for a resume, some ask for a bio and some ask for both. They're not interchangeable. So having both is helpful. And then a really strong LinkedIn profile. And I say that because so many people that we talked to have built amazing executive careers and have not needed to leverage their network or their digital brand. And you need to think about your LinkedIn profile as being the first opportunity you're going to have to make a first impression." (21:03 | Debra Boggs)
- “The very first thing you need to do is get clear on what you want. Because getting clear on what you want in the beginning makes every single step of this easier. It makes writing your resume easier. It makes writing your LinkedIn profile easier. It makes building a search strategy and the way you're going to take yourself to market easier. If you know your audience, your value, what their struggles are, what those kinds of companies are struggling with. Understanding that makes everything run more efficiently for you.” (43:33 | Debra Boggs)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Debra Boggs:
Website: https://www.dscareermanagement.com/
Podcast production and show notes provided by HiveCast.fm
How does your view on taxes change when you see them as a tool for growth rather than a hurdle? This episode of The People Dividend Podcast dives into the practicalities of financial planning, taxes, and the crucial role of human capital in achieving business success and personal wealth. Host Mike Horne talks with Sugey Piedra, an experienced tax preparer and enrolled agent, who co-founded Prominence Business and Wealth Management.
Sugey shares her journey from learning financial management in an immigrant family to advising business owners on proactive financial strategies. Her approach to finances and taxes is straightforward: make it less intimidating and more accessible for everyone. She believes in transforming the fear of taxes into a strategy for creating wealth.
The conversation covers common misconceptions about taxes and the IRS, with Sugey offering clear insights into how she guides her clients. She highlights the importance of strategic financial planning over reactive measures. Sugey's personal story, starting with managing her family's finances due to language barriers and a lack of financial literacy, illustrates her early interest in financial planning and taxes.
They also discuss real estate investment as a method for building wealth, explaining how even small investments can grow significantly. The importance of financial literacy is a key topic, focusing on why people often avoid financial planning and how changing mindsets can improve financial health. Sugey emphasizes the value of finding reliable advisors and taking charge of one's financial planning.
This episode offers a mix of personal experiences and professional advice, encouraging listeners to look at their finances from a fresh point of view. Learn more about Suhey Piedra and her approach to financial management here.
Quotes * “We all fear looking at creating budgets or creating, um, you know, looking at where's our money really going. And so I'm here to tell you shouldn't be that way. If we want to control the outcome, then we have to plan. We have to be more proactive. And so if you want to turn your finances around and start creating really real wealth, people say, well, you start to budget, right? You start to pay off debt and all that. But I think that budget and debt have this ugly taste to it, right? So again, it goes back to those ugly emotions that are tied to these words. And for me, it's like, no, go make more money, right? Go get more money so we can buy assets that continue to grow assets and that continue to grow wealth for us to create generational wealth or have a better retirement, something along those lines, whatever your goals are, let's just make sure that your finances are lined up to meet and match those goals.” ( 08:02 | Sugey Piedra) * “You can't hand accountability off to someone else. You've got to take accountability. And what I've learned in life, I've learned as an entrepreneur and being in the corporate world just as you were is that partners are really helpful. People who will collaborate with you, who will do more than the busy work, who will strategize with you. And that's a great value that you're bringing in your business.” ( 39:34 | Mike Horne) * “Emotional health, physical health, intellectual health, and then financial well-being is a way of taking care of yourself about surviving, not only taking care of yourself, but creating the legacy for your children, for those who are important to you.” ( 16:23 | Mike Horne) * “We have to stop comparing ourselves to everyone else and really, really look at them from our perspective, have our stuff organized, and really not fear. Instead, educate ourselves to be able to take what we need to take, utilize the strategies that are out there for us. ( 38:53 | Sugey Piedra) * We have a lot of limiting beliefs around our finances. So when it starts with our health, and at least for me, when I opened up the business, I noticed that I needed to have a clear mind, more organization, that I needed to continue to not just motivate people, but really inspire them to make these changes. And so it started with me. And I needed to get in a better mindset. Not everything is easy and it doesn't work out overnight. It's a process. ( 17:03 | Sugey Piedra)
Links Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Sugey Piedra
Website: www.prominencebusiness.com
Email: admin@prominencebusiness.com
Facebook: @ProminenceBMgmt
Instagram: @ProminenceBMgmt
Podcast production and show notes provided by HiveCast.fm
Trauma doesn't stay at the office door; it walks in with us every morning. This compelling insight sets the stage for this episode of The People Dividend Podcast, where host Mike Horne sits down with Dr. Lee C. Cordell, a visionary in trauma and psychological safety. Dr. Cordell, who navigates her professional life as a neurodivergent individual and a trauma expert, shares her personal and professional journey, shedding light on the intricate ways trauma influences individuals and, by extension, the organizations they are part of.
Dr. Cordell emphasizes the need for a broader understanding of trauma’s impact. She challenges leaders to cultivate work environments that acknowledge and address the presence of trauma, advocating for the creation of trauma-sensitive spaces where psychological and physical safety are paramount.
Dr. Cordell outlines actionable strategies for fostering such environments, highlighting the importance of choice, belonging, and clear boundaries. Moreover, she delves into the critical role of self-care for leaders, presenting it as a cornerstone for maintaining an effective and compassionate leadership approach.
This episode calls attention to the significance of acknowledging trauma in the workplace and also equips leaders with the knowledge and tools to support their teams more inclusively and compassionately.
Quotes:
- “So it is so important for us as leaders to understand that when people walk into a space with you, they are bringing every single experience that they have had up until that moment into that space. And so they may not be reacting based on what's happening right in front of them. They may be reacting based on something that happened 20, 30, 40 years ago. And so knowing how to respond to that in a way that is kind and compassionate and, well, the word we use is attuned, like you are there with them and you are present with them. That can make all the difference in how that interaction goes.” (12:16 | Dr. Lee C. Cordell)
- “Trauma responsiveness is, I actually know, I'm equipped and have the skills to be able to tell if this person getting upset has activated or triggered me, and I know how to bring myself back to a more regulated state. And I have the skills to be able to interact with this person in a way that ups the likelihood that they are able to come down and be more regulated as well.” (16:41 | Dr. Lee C. Cordell)
- “For self-care, I simply ask myself in the moment, what do I need from a nurturing perspective? What do I need from a guidance perspective? What do I need from a boundaries perspective? And I just take one to two minutes to really check in with myself.” (40:11 | Dr. Lee C. Cordell)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Dr. Lee C. Cordell
Website: https://www.leeccordell.com
LinkedIn: https://www.linkedin.com/in/leeccordell/
Podcast production and show notes provided by HiveCast.fm
Have you created an environment where you believe the best in, you want the best for, and you expect the best from your employees? Dr. Randy Ross brings this powerful question to the forefront for HR leaders and business executives in an engaging episode of the People Dividend Podcast with host Mike Horne. Together, they explore the transformative power of nurturing emotional health and cultivating exceptional corporate cultures.
Dr. Ross, celebrated for steering organizations towards groundbreaking success, shares the essence of his book "Fireproof Happiness," emphasizing the dynamic role of hope in setting and achieving aspirational goals. This episode unfolds the critical importance of creating environments where every employee feels truly valued—a key to unlocking unparalleled engagement and productivity.
The conversation ventures into the heart of organizational transformation, revealing how the happiness of employees is intrinsically linked to customer satisfaction. Dr. Ross underscores the significance of a speak-up culture where listening to employees isn't just encouraged—it's imperative for fostering a supportive and resilient workplace.
Amid discussions on the vitality of trust and the investment in people, Dr. Ross illustrates the undeniable correlation between engaged employees and loyal customers. He champions the idea that culture isn't just part of the organizational fabric; it's the driving force behind lasting success.
Listeners are invited to delve deeper into the art of building compelling cultures and developing leaders worth following by connecting with Dr. Ross. This episode is a reminder that at the heart of every thriving business is its people, underscoring the invaluable role of human capital in driving growth, innovation, and success.
Quotes:
- “Culture is the collective expression of the values, the beliefs, and the behaviors that individuals bring to any endeavor. Now, to make it simple, it's how we play in the sandbox together. But those three components are vital. It's the values, the beliefs and the behaviors.” (9:17 | Dr. Randy Ross)
- “One of the strategic elements of good leadership is connecting personal passion and personal values to corporate objectives. If you can't do that, if you can't make that connection, then you're renting people's hands and you're renting their head, but you don't have their heart.” (10:04 | Dr. Randy Ross)
- “I think that if you want to make a statement to your people, it needs to be, we believe so much in your success that we're going to invest heavily, that you're going to be able to be successful wherever you go. But we're going to love you so deeply that you're never going to want to go anywhere. When people feel valued, they do better work. When people feel appreciated and affirmed, they stick around. When they enjoy what I call a relationally rich environment, then not only do they grow and are they sharpened, but they bring their best self to the table.” (19:15 | Dr. Randy Ross)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Dr. Randy Ross
LinkedIn: https://www.linkedin.com/in/drrandyross/
Facebook: dr_randyross
Instagram: dr_randyross
Email: rr@drrandyross.com
Podcast production and show notes provided by HiveCast.fm
The inaugural episode of The People Dividend Podcast, hosted by Mike Horne, introduces listeners to a fresh perspective on the workforce's role in organizational growth and success. The series is dedicated to shifting the traditional view of employees from being seen as resources to being recognized as crucial assets that drive innovation and success.
The episode lays the foundation for a discussion on how valuing employees can lead to significant business achievements. It addresses the need for a new approach in how businesses implement practices that unlock the potential of their human capital. Mike Horne plans to delve into topics such as innovative business strategies for human capital, redefining the role of employees, the importance of diversity and inclusion, and measuring the impact of a people-focused approach on organizational success.
Central to the podcast is the concept of the "people dividend," which Horne describes as the return on investment businesses see when they invest in their employees' growth and well-being. He identifies key areas for investment, such as building trust, encouraging motivation, ensuring open communication, retaining employees, making better decisions, and enhancing the organization's reputation.
The discussion emphasizes practical steps leaders can take to foster a work environment where every employee feels valued and invested in. This approach, according to Horne, not only improves organizational culture but also contributes to long-term success and customer satisfaction.
The People Dividend Podcast aims to provide listeners with actionable strategies and insights from a variety of professionals and experts, encouraging a dialogue on transforming the workplace. Horne invites listeners to engage with the content and contribute to rethinking the value of people in business.
Quotes:
- “Much like financial dividends, the people dividend is a return on investment. But in this case, the investment is in people, their growth and their well-being.” (3:51 | Mike Horne)
- “Trust is at the cornerstone of effective leadership and getting people to bring the best of who they are to what they do. Leaders who adopt a people-centric approach often are cultivating these high levels of trust within their team. And this trust yields dividends in the form of increased engagement, improved teamwork, and heightened overall productivity. These are all things that are of important consideration to chief executives, to chief people officers, or chief human resources officers, engagement, teamwork, productivity, and essential to providing a great customer experience.” (4:28 | Mike Horne)
- “In the world-class organizations in which I've had an opportunity to lead, decision-making is so central to creating great places to work, to creating places where people do their best work. Leaders who trust, who empower their employees, to foster a culture of ownership and accountability are those organizations that succeed.”. (9:10 | Mike Horne)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Podcast production and show notes provided by HiveCast.fm
“Executive coaching is really centered on your professional development and in the long term, the development of your team and your organization,” says host Mike Horne. In this episode of Authentic Change, Mike delves into the transformative power of executive coaching, spotlighting its critical role in fostering personal development and driving organizational success.
Mike sheds light on executive coaching's value, illustrated through a compelling case study from his experience providing executive coaching to a leader at Adobe. This narrative showcases how targeted coaching interventions can dramatically shift a leader's approach, from enhancing leadership capabilities to transforming communication styles, ultimately leading to increased collaboration and innovation.
The episode underscores the concept that investing in executive coaching extends beyond individual benefits—it's an investment in the fabric of the entire organization. By fostering a culture of continuous learning and development, executive coaching can significantly impact corporate culture, making the workplace more meaningful and productive.
Highlighting the essential elements of successful executive coaching, Mike emphasizes the importance of openness, a commitment to growth, and the courage to step out of one's comfort zone. These attributes are crucial for leaders looking to leverage coaching for personal and professional advancement.
Concluding, Mike encourages listeners to consider executive coaching as a strategic tool for their development journey. Whether by engaging with him or another seasoned executive coach, the goal is to make meaningful progress that resonates both personally and across the organization.
This episode not only champions the benefits of executive coaching but also serves as a call to action for leaders aiming to elevate their impact and create lasting change within their organizations.
If you are interested in executive coaching with Mike, start by having a conversation. Connect with Mike here.
Quotes:
- “Executive coaching is really centered on your professional development and in the long term, the development of your team and your organization.” (4:23 | Mike Horne)
- “You know, I've thought long and hard about what is common among organizations, and what I now understand, having consulted and led teams around the world, is that organizations have one thing in common, and that is that they expire, except for those organizations that are able to innovate. And innovation is core to creating 100-year, 200-year brands. And it's those of us who are the mere mortals in these organizations, the executives who lead change, to really get jazzed up, to get excited about the possibilities that are ahead for them, both personally and professionally, and for their organizational teams.” (8:10 | Mike Horne)
- “So what I always tell my clients, my executive coaching clients, is that as a leader, you need to embrace the opportunity to evolve, to grow, and to realize it's not just beneficial for yourself, but this is about the entire team. It's about the organization that you lead and for which you have accountability and for which you're responsible for.” (12:35 | Mike Horne)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Podcast production and show notes provided by HiveCast.fm
As the late Betty White once said, "You don't luck into integrity, you work on it." And that's exactly what this podcast is all about - the real work of building integrity in organizations. In this episode, Mike explores the importance of organizational integrity and its impact on leadership success.
What will you learn? You'll discover the power of congruence between your thoughts, words, and actions, and how it shapes your leadership. You'll understand why integrity is a valuable resource in organizations and how it impacts trust and performance. Mike shares five key steps to ensure organizational integrity, from hiring the right people to making integrity a topic of conversation. And you'll gain insights into the role of integrity in conflict resolution and building a culture of trust.
The episode explores the challenges and tests of integrity in conflict situations. Horne emphasizes the importance of truth-telling and trust in building strong working relationships. He also discusses the concept of integrity as a renewable resource, emphasizing the need for consistent alignment between values and actions.
Horne suggests five key steps to ensure organizational integrity. First, he emphasizes the importance of hiring the right people and using team-based selection processes. Second, he encourages leaders to develop an organizational strategy that aligns with their values and visions. Third, he emphasizes the need for robust performance measures that support integrity. Fourth, he advocates for making integrity a topic of conversation within the organization. Finally, he urges leaders to start with themselves and examine their own actions and behaviors.
Horne concludes by discussing the importance of humanistic values such as respect, dignity, commitment, and honesty in fostering integrity. He encourages listeners to grow their deposits of integrity. After all, integrity is not just a buzzword, but a currency that drives success. Quotes:
- "We have to remember that this isn't something that occurs by chance, by fortune, but rather it's something that requires work." (02:21 | Mike Horne)
- "Integrity isn't a fixed resource in organizational life. Because we interact with others during the day, we have an opportunity day in, day out, moment by moment to live out and to fulfill our design on bringing our values to the workplace and to having everyone bring their best to every situation in organizational life." (09:09 | Mike Horne)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Podcast production and show notes provided by HiveCast.fm
Corporate speak often masks more than it reveals – how can leaders navigate this to foster genuine dialogue and integrity? In this episode of the Authentic Change Podcast, host Mike Horne delves into this challenging aspect of organizational communication. He examines how the nuanced use of language in corporate settings often leans towards debate-style interactions, rather than fostering authentic dialogue and meaningful connections.
Mike explores the essential role of integrity in leadership and organizational development. He introduces a thought-provoking model that categorizes dialogic encounters into rational and emotional types. Rational encounters typically involve formal, structured exchanges where breaches in integrity are addressed through organizational systems. Emotional encounters, in contrast, bring personal reactions and feelings into the conversation, highlighting the importance of authenticity and emotional intelligence in leadership.
Throughout the episode, Mike emphasizes the critical nature of language in corporate dialogue. He discusses how common phrases in business communication can inadvertently obscure underlying issues, and stresses the importance of leaders being mindful of their language to ensure that it promotes transparency and genuine understanding.
Reflecting on how conversations around integrity are conducted in the workplace, Mike urges leaders to consider how they can encourage open discussions about integrity in their daily interactions. He suggests that approaching these discussions with bravery, sincerity, and a mindset of love and gratitude can lead to more positive and impactful outcomes.
The episode concludes with Mike encouraging listeners to embrace opportunities to bring more authenticity to their interactions with bosses and co-workers, thereby nurturing a culture of integrity. He reminds listeners of the power they hold in shaping the organizational environment through their everyday conversations and actions.
Quotes:
“Without integrity, you really can't lead, and without leading, you can't expect people to follow you.” (4:16 | Mike Horne)
“What do we do to make dialogic encounters better? I think it starts with being brave. It starts with standing up for what you believe is right without considering the costs and to be sincere about it.” (12:11 | Mike Horne)
“So there are plenty of opportunities that we have to discuss integrity, to think about the congruency of our thoughts, words, and actions, and to honor the principles of integrity. So my recommendation is, let's seize those opportunities to bring more of who we are to what we do, to speak up to think about dialogue and to create cultures where people effectively listen, as well. Because at the end of the day, the ability to listen can have a profound impact on the behaviors that we take and that's what people will see.” (14:07 | Mike Horne)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Podcast production and show notes provided by HiveCast.fm
In the 124th episode of the Authentic Change Podcast, host Mike Horn takes a moment to reflect on the podcast's journey, celebrating its evolution over five seasons. This special episode delves into the podcast's heart - providing leaders and coaches with fresh, authentic perspectives, particularly for those striving to make a difference but grappling with challenges.
Mike acknowledges the common quest among leaders for growth and the hurdles in finding the right paths and resources. The podcast's dedication to exploring authentic leadership is highlighted, featuring a rich array of experts who shed light on this vital aspect of leadership and personal development.
With a history spanning over 31 months and encompassing more than 120 episodes, the podcast has become a haven for both new and returning listeners seeking guidance and inspiration. Mike looks back at the podcast's initial mission to empower culture leaders in creating dynamic and thriving workplace environments.
Throughout its five seasons, the podcast has ventured into diverse themes, with a spotlight on leadership development and the practice of authentic leadership. The array of guests, including academics and industry practitioners, reflects Mike's own path as an organization development practitioner and enriches the podcast with varied perspectives.
Leadership development and diversity, equity, and inclusion have emerged as recurring and pivotal themes. Their relevance to today's organizational and executive development landscapes is underscored, highlighting their alignment with Mike's current focus areas.
Feedback from listeners paints the podcast as a treasure trove of knowledge, akin to "coaching in a box," and applauds the diverse range of thought leaders featured. This appreciation fuels Mike's enthusiasm for continued engagement and collaboration with listeners.
The episode also unveils the next chapter for the podcast, transitioning to a new focus: "The People Dividend." Mike shares his excitement for this upcoming series and his vision for the podcast's future, aiming to continue it for many more seasons. Expanding the podcast's reach, a YouTube channel echoing the podcast's content has been launched, offering listeners another avenue to engage with these invaluable leadership insights.
In closing, Mike expresses profound gratitude to all the listeners and guests who have contributed to the Authentic Change Podcast's journey. He anticipates the continuation of this journey, with a renewed commitment to enhancing workplace environments and aiding leaders in fostering organizations where people thrive!
Quotes:
- “We are helping people and culture leaders, whether you're an HR professional, a scientist, an engineer, a technologist, to prosper in every situation, to bring more of who you are to what you do.” (2:41 | Mike Horne)
- I'm full of gratitude for all of our listeners for their support, for their engagement, and the deep commitment that all of our audience and our guests have fostered on how we contribute to changing authentically, to authentic change, to building workplaces that are better for everyone. (11:31 | Mike Horne)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Podcast production and show notes provided by HiveCast.fm
Reflecting on Leadership and Change: A Journey Through 121 Episodes. In this special episode of the Authentic Change Podcast, host Mike Horne takes listeners on a retrospective journey through the past 121 episodes recorded over five seasons. He starts by reiterating the podcast's mission to provide fresh perspectives on living and leading authentically, addressing the common challenges leaders face in their quest for growth and impact.
Mike then navigates through the five main themes that have surfaced throughout the podcast:
-
Authentic Leadership: Mike revisits episodes like "Authentic Leadership for Everyday People" and "Multiculturalism and Authentic Leadership," highlighting the crucial role of genuineness and transparency in leadership. These conversations underscore authenticity as the cornerstone of trust and engagement.
-
Workplace Culture and Employee Well-being: In episodes such as "Humanizing the Workplace" and "Slowing the Great Resignation," the focus shifts to creating positive, inclusive work environments. Mike discusses how these aspects are key in enhancing employee morale and productivity while addressing burnout and fostering workplace joy.
-
Transformation and Change Management: Reflecting on episodes like "Organization Development and Culture Change" and "Continuity and Change," Mike emphasizes the delicate balance between maintaining continuity and managing change, stressing the need for honesty and transparency in these processes.
-
Personal Development and Self-realization: Episodes such as "Discover Your Authentic Creative Self" and "Find the Leader Within You" delve into personal growth and self-awareness. Mike highlights how understanding and leveraging personal strengths can lead to more effective leadership and personal fulfillment.
-
Communication and Empathy: Mike revisits discussions on the importance of empathy and open communication in leadership, as seen in episodes like "Empathy from Leadership" and "Unleash Personal Mastery." These principles are fundamental in building positive relationships and establishing strong organizational values.
Looking to the future, Mike introduces "The People Dividend," a new podcast series focusing on the human aspect of business. This series will explore talent development, employee engagement, and building organizational culture, with episodes like "Investing in People for Business Success" and "Creating a Culture of Learning and Development." He emphasizes the significance of people-centered management and leadership and looks forward to deepening these conversations in the upcoming "The People Dividend" series.
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Podcast production and show notes provided by HiveCast.fm
Reflecting on Season 5, host Mike Horne revisits three core themes that shaped the season's narrative: diversity and inclusion, effective communication and conflict resolution, and personal and professional development. He handpicks listener’s favorite episodes within each theme, spotlighting their unique contributions to the leadership discourse.
Under diversity and inclusion, Mike underscores the critical need for a sense of belonging in the workplace. He points to episodes 110 and 111 as key discussions highlight the need for organizations to foster environments that value diverse perspectives and backgrounds and to identify and address systemic discrimination, which are critical considerations for everyone in our audience and for all of the leaders in HR.
The focus then shifts to effective communication and conflict resolution. Episodes such as 103 and 106 are highlighted for their practical approaches to managing conflicts and enhancing communication, essential for a harmonious workplace.
In discussing personal and professional development, Mike draws attention to episodes like 104, 108 and 109. These segments delve into self-improvement, goal achievement, and aligning personal growth with career advancement, offering listeners actionable strategies for their developmental journey.
Mike wraps up the episode with a call to action for listeners to apply the strategies discussed and to view authentic leadership as an ongoing process of learning, introspection, and adaptation. He emphasizes the need to challenge established norms, foster inclusive environments, and prioritize continuous personal and professional development.
This episode not only encapsulates the rich insights of Season 5 but also serves as an invaluable guide for leaders and coaches seeking to deepen their understanding and practice of authentic leadership and personal growth. For listeners should visit www.mike-horne.com to sign up for Mike’s newsletter and to get access to Mike’s free e-books.
Links:
Diversity & Inclusion Episodes:
EP 110: Addressing Systemic Discrimination by Reframing The Problem
https://podcasts.apple.com/us/podcast/episode-110-addressing-systemic-discrimination-by-reframing/id1557124313?i=1000630789823 EP 111: Sustainable Sales: Diversity, Inclusion & Belonging
https://podcasts.apple.com/us/podcast/episode-111-sustainable-sales-diversity-inclusion-and/id1557124313?i=1000631569424
Effective Communication & Conflict Resolution Episodes: EP 103: Connecting The Power of Research & Theory with Dr. Leonel A. Pena https://podcasts.apple.com/us/podcast/episode-103-connecting-the-power-of-research-theory/id1557124313?i=1000625225774
EP 106: Resolving Conflict and Diffusing Tension with Hesha Abrams https://podcasts.apple.com/us/podcast/episode-106-resolving-conflict-and-defusing-tension/id1557124313?i=1000627564073
Personal & Professional Development Episodes:
EP104: Who Are You, Really? With Ray LeCara, MCLC
https://podcasts.apple.com/us/podcast/episode-104-who-are-you-really-with-ray-lecara-jr-mclc/id1557124313?i=1000626044327
EP108: Become An Achiever with Ram V. Iyer
https://podcasts.apple.com/us/podcast/episode-108-become-an-achiever-with-ram-v-iyer/id1557124313?i=1000629164466
EP109: Jump Start Your Culture with Eric D. Stone
https://podcasts.apple.com/us/podcast/episode-109-jump-start-your-culture-with-eric-d-stone/id1557124313?i=1000630002736
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Podcast production and show notes provided by HiveCast.fm
"HR Leaders, are you nurturing authenticity in your teams?" This pivotal question opens the latest episode of the Authentic Change Podcast, where host Mike Horne engages HR professionals in a thought-provoking discussion on the impact of authenticity on team and organizational performance. Mike delves into the realm of authentic leadership, emphasizing its vital role in fostering environments that are not only healthy and productive, but also deeply meaningful.
In this episode, Mike brings to light the insights from Hortense Le Gentil's "The Unlocked Leader," complementing them with themes from his own publication, "Integrity by Design." He explores how Le Gentil's book beautifully underscores the significance of vulnerability, empathy, and authenticity in leadership. These qualities, Mike argues, are key to breaking free from conventional molds of leadership and unlocking the potential within teams and organizations.
Challenging HR leaders to reevaluate their leadership approaches, Mike advocates for a shift towards a culture that encourages individual authenticity. He shares his extensive experience in conflict resolution and pair coaching, illustrating how genuine, authentic connections can transform team dynamics for the better.
As the episode concludes, Mike extends an invitation to his listeners to explore further resources available on his website and welcomes feedback and suggestions for future topics. Mike also shares a preview into a content shift in Season 6 of the podcast to The People Dividend. In this shift, Mike will explore how we enrich our own lives, how we pay dividends by authentic leadership, how these dividends pay yields to our influence and our impact on teams, how they benefit our organizations and their ability to do well in the world financially, socially, and in all the ways that are important to the communities in which we live.
Quotes:
- “I describe authenticity as congruency. The ability to make sure that our words and actions, and even better, our thoughts, words, and actions align.” (6:15 | Mike Horne)
- “I'm always reminded that innovation doesn't occur because somebody has a bright light bulb that goes off. It is often because of work in pairs, work in trios, in some small groups. And I think we underestimate that.” (13:27 | Mike Horne)
- “The extent to which you are able to reflect on your leadership style is a way that you can begin to unlock your authentic self, get to know your values, and as you do, you'll begin to identify perhaps where there are conflicts in the expression of those values and what's holding you back from bringing more of who you are to what you do.” (14:47 | Mike Horne)
- “Before it used to be all about experience and credentials in terms of climbing a corporate ladder, and today we know it's about learning and agility that are ways of defining career success.” (16:28 | Mike Horne)
Links:
Website: mike-horne.com
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Podcast production and show notes provided by HiveCast.fm
Embracing an inclusive approach to innovation at all levels can be a game-changer for businesses. In this engaging episode of the Authentic Change Podcast, host Mike Horne is joined by Jim Verquist, an expert in business innovation and people performance, to tackle this question. Jim brings a wealth of experience from his time in Silicon Valley startups and major corporations, offering a unique perspective on the varying cultures and approaches to innovation.
Throughout their conversation, Mike and Jim challenge common misconceptions about innovation. They suggest a significant mindset shift is needed: innovation shouldn't be seen as a function limited to a specific team, but rather as a mindset that all employees can adopt. They also discuss how often the most impactful ideas can emerge from the most unexpected places, underlining the role of serendipity in the process of innovation.
So what role do managers have in nurturing an innovative environment? Jim highlights the importance of creating a space where employees can experiment and bring their ideas to life, even as they handle their regular tasks. He stresses that treating team members with respect and support, and giving them the freedom to be proactive, is vital. Jim suggests that managers should encourage employees to be both innovators and, at times, corporate rebels. He believes that everyone has the desire to make a meaningful impact and that empowering employees to act on their ideas can unlock immense talent and energy, propelling innovation within the organization.
This engaging conversation offers practical insights into the essence of innovation, the pivotal role of management in fostering it, and the importance of cultivating a workplace culture that actively supports and encourages creative thinking. It's a look into how organizations can unlock their employees' potential to drive growth and adapt to the dynamic business world.
Quotes:
- "Innovation tends to be thought of as something different. In fact, in a lot of circles, it's almost a bad word." (05:02 | Jim Verquist)
- "Breakthroughs are things that take people by surprise. They're ideas that everybody hates until they work." (07:11 | Jim Verquist)
- "Every human being wants to make a difference in the world. We want to work on something that's bigger than ourselves." (23:46 | Jim Verquist)
- "Your employees want to be corporate rebels. They want to be innovators. They want to make a difference in the world. So let them." (28:49 | Jim Verquist)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Jim Verquist:
https://engine2.us/
Learn more about Jim Verquist on LinkedIn.
Podcast production and show notes provided by HiveCast.fm
Can your intuition be the secret to gaining respect and fulfillment in both your career and personal life? Tune into this episode of the Authentic Change Podcast, where host Mike Horne sits down with Dr. Veronica Anderson, author of "Get the Respect You Deserve: Seven Secrets to Getting Heard in Your Job and in Your Relationship." Dr. Veronica isn't your typical guest; she's an Ivy-educated eye surgeon, a practicing psychic, a human design relationship coach, and a third-degree black belt in taekwondo. In this episode, she shares her personal story of feeling overlooked and underappreciated, despite her impressive credentials, and how this led to burnout in her ophthalmology career.
Dr. Veronica discusses the challenge many high-achieving women face in finding recognition and respect in their professional lives. She talks about the necessity for leaders to look after their physical, emotional, and spiritual well-being and the power of trusting one's intuition. She also introduces the concept of human design, a tool to help understand individual strengths and navigate the world more effectively.
The conversation then turns to intuition in decision-making and problem-solving, particularly in improving personal and professional relationships. Dr. Veronica explains that while everyone has intuition, many haven't learned to use or trust it. She shares her experiences as a medical intuitive, where she offers insights and guidance beyond what traditional Western medicine provides. Dr. Veronica highlights tools like the Kolbe Index for enhancing talent acquisition and team building by understanding cognitive abilities and natural action styles. She stresses the importance of self-understanding and understanding others to foster productive work environments.
Overall, this episode sheds light on the intersection of intuition and authenticity in professional and personal development. Dr. Veronica's unique blend of experiences and professional training provides a unique perspective on finding respect and fulfillment in life. Quotes:
- “I'm what's called a quick start, which means I'm a visionary, innovator, fire, aim, ready type person. I come up with ideas. I'm very impulsive. I am naturally intuitive in my brain and in my energy. And so being a doctor where you got to stay in the box, was boring but also just hard work for me because I wasn't in the flow of where I should be. And this is important for HR professionals to hear because you will see somebody that looks like a superstar and then they seem to crash and burn.” (9:30 | Dr. Veronica Anderson)
- “Every illness and injury or mental problem that you're having is a signal from the universe of some kind of spiritual issue that's going on in you.” (18:30 | Dr. Veronica Anderson)
- “Trust, learn about your intuition and use it and follow it above everything else. It will never fail you.” (36:59 | Dr. Veronica Anderson)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Dr. Veronica Anderson
Website: drveronica.com
LinkedIn: https://www.linkedin.com/in/drveronicaanderson/
Facebook: https://www.facebook.com/drveronicaanderson
Instagram: https://www.instagram.com/drveronica
Twitter: https://twitter.com/drveronicaeyemd
Podcast production and show notes provided by HiveCast.fm
In this inspiring episode of the Authentic Change Podcast, host Mike Horne sits down with entrepreneur Robert Indries. Robert's journey from a humble family in Romania to the helm of multiple seven-figure businesses is nothing short of remarkable. He delves into his initial dreams of engineering and how a dissatisfaction with corporate leadership and culture pivoted him towards entrepreneurship.
Robert opens up about the formidable early years of his business venture, where profits were virtually non-existent for the first three years. Yet, in a dramatic turn during the fourth year, his business skyrocketed, hitting over a million dollars in revenue. The key, he reveals, was fostering a workplace culture that empowers employees to think and act like entrepreneurs, focusing on their overall well-being.
The conversation takes a personal turn as Robert discusses how he overcame dyslexia. He shares his love for extensive reading and writing articles as a means to conquer this challenge. Robert also offers a glimpse into his lifestyle choices that contribute to his success - from abstaining from smoking to limiting coffee and sugar and embracing a mostly vegan diet.
Robert emphasizes the significance of small, consistent actions in the pursuit of success. He advocates for setting clear visions, identifying strategic priorities, and establishing quarterly goals to steadily advance towards these objectives. He highlights the importance of mindfulness and finding joy in the journey, rather than depending solely on habits.
Robert imparts valuable advice on productivity and time management. He encourages listeners to prioritize their objectives, break them into smaller, actionable tasks, and concentrate on activities that directly drive towards their goals. This approach, he shares, has been instrumental in the success of both his businesses and personal life.
Listeners are left with a wealth of insights into not just building a thriving business, but also overcoming life's hurdles and living a balanced, fulfilling life. This episode is a testament to the power of resilience, vision, and strategic action in achieving entrepreneurial success and personal well-being.
Quotes:
“Okay, I'm going to cure this, I'm going to literally put in the time to read all of these books, write all of these articles, practice reading, practice writing like crazy for one to two years or more, as much as it takes so that I don't have this issue any longer.” (9:19 | Robert Indries)
“Many people feel that they have to choose. It's either career or health or it's either career or children or family or whatever, things of that nature. I always believe it's both. You can have an amazing career. You can be very successful financially. You can have an amazing relationship with your spouse and family. You can be very, very healthy and so on and so forth. As long as you implement the correct systems in your life, you should be able to have all of that.” (17:04 | Robert Indries)
“Anything you can do, write it down, and then you do it one day at a time.” (25:04 | Robert Indries)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Robert Indries
Website: https://robertindries.com/
Podcast production and show notes provided by HiveCast.fm
Great leaders are made, not born, and it starts with becoming coachable. In this solo episode of the Authentic Change Podcast, host Mike Horne, dives into the transformative world of leadership with insights from the book "Becoming Coachable" by Scott Osmond, Jacqueline Lane, and Marshall Goldsmith. Mike, with his rich experience providing leadership coaching to technical leaders and their teams, expertly navigates through the crucial aspects of personal growth and leadership development.
Bringing his vast experience in executive coaching and organizational development to the forefront, Mike discusses the changing landscape of modern workplaces. He emphasizes the need for building trust and strong relationships in an era increasingly shaped by technologies like artificial intelligence. Challenging conventional work-life balance notions, he advocates for a more integrated approach, blending personal and professional lives seamlessly.
A significant focus of the episode is on the power of self-awareness in leadership. Mike, with his credentials in various coaching methodologies and leadership programs, underscores the importance of authenticity and the alignment of thoughts, words, and actions for achieving personal satisfaction and professional success. Drawing from his own book, "Integrity by Design," Mike shares insights into living and working with authenticity.
Mike also commends "Becoming Coachable" for its deep dive into leadership styles, the intricacies of coaching relationships, and adaptability to change. He highlights the critical role of creating a culture of coachability and self-discovery within organizations, a concept crucial for HR leaders and professionals.
Visit Mike-Horne.com for more information and to access valuable resources, including a sample chapter of "Integrity by Design" and the 52 Meditations guides. Join the community of people-centered leadership and strive for a world where integrity, authenticity, and growth are at the core of all actions and decisions.
Quotes:
- “If you want to be a decent leader, you need to be known for managing your teams effectively, promoting growth, exhibiting confidence in your authority and your power and accountability. Because working with remarkable people comes an enormous continuous cycle of self-improvement where coaching comes into play and operating at a peak efficiency. It's not just something that we desire. It's almost downright necessary in the pace, in the speed at which innovation occurs.” (13:13 | Mike Horne)
- “What I have found among certainly influential leaders worldwide with whom I have worked is recognition of the power of coachability.” (13:52 | Mike Horne)
- “We are always talking, as does Becoming Coachable, about the power of self-awareness and how it's so important to know yourself in order to grow others. And there are plenty of examples that they bring and some techniques that will help you on this journey of self-discovery that I think you can only get when you work directly one-on-one with a coach like myself. And that's what I'd encourage.” (15:59 | Mike Horne)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Website: mike-horne.com
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Podcast production and show notes provided by HiveCast.fm
Step into the world of neurosurgery and discover the unexpected intersection of medical challenges, personal resilience, and the subtle art of kindness in our latest Authentic Change Podcast episode with Gary R. Simonds. In this engaging episode, host Mike Horne joins Gary, a neurosurgeon, writer, educator, and speaker in conversation. Gary shares his unique perspective on a range of topics, from the demanding world of neurosurgery to the crucial concepts of burnout and resilience, and the significant role of kindness.
Gary talks about his foray into writing with his novel, "Death's Pale Flag," motivated by his desire to offer a behind-the-scenes look into neurosurgery and to honor the courage of patients and their families. He also shares his extensive work on burnout and resilience, initiated by concerns within his neurosurgery team, leading to collaboration with a clinical psychologist to foster resilience and wellness in healthcare professionals.
The conversation then turns to the dynamics of power and authority in medicine. Gary emphasizes the importance of clear communication and educational skills, particularly in delivering difficult news to patients and their families. He also discusses the need for self-awareness and emotional intelligence when navigating complex situations in healthcare. Gary highlights how kindness not only benefits others but also positively impacts the person performing the act. He encourages a conscious effort to recognize and appreciate positive experiences and acts of kindness in professional and personal settings.
Quotes:
- “It's important to actually rehearse and look for best practices, get critique from your colleagues, and really work on your skills of communication. Communication skills are obviously absolutely critical here.” (24:45 | Gary Simonds)
- “The better job we do at working with the family, working with the patient, the more suffering we're potentially easing. One of the central points of being a physician is trying to help with human suffering.” (27:39 | Gary Simonds)
- "There is even neuroscience evidence that repeated acts of kindness will strengthen the reward centers of your brain and bring you more joy and happiness." (29:35 | Gary Simonds)
- “We would tell people, you know, write down five a day for a while, for two weeks, write down five things that went well today. Or, you know, even just a nice song on the radio that brought you, you know, positive waves. Well, what happens is if you do that, if you force yourself to do it, what happens after a while is your brain will just start seeking the stuff out itself. You don't have to tell it after a while, it'll start noticing it.” (32:45 | Gary Simonds)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Gary R Simonds MD MS FAANS
LinkedIn: https://www.linkedin.com/in/gary-simonds-5b0225a/
Website: https://garyrsimonds.com/
Facebook: https://www.facebook.com/garyrsimonds/
Instagram: https://www.instagram.com/garyrsimonds/
TikTok: https://www.tiktok.com/@garyrsimonds
Pinterest: https://www.pinterest.com/garyrsimonds/
Books:
https://www.psychologytoday.com/us/contributors/gary-r-simonds-md-ms-faans
https://www.amazon.com/stores/Gary%20R.%20Simonds/author/B09XY5FTWF
https://www.goodreads.com/author/show/18487107.Gary_R_Simonds?from_search=true&from_srp=true
https://www.librarything.com/author/simondsgary
Podcast production and show notes provided by HiveCast.fm
Is it really possible to use technology to improve people performance? Join Mike Horne in conversation with Jeremy Littlejohn, the visionary CEO and co-founder of Loopingback.ai. With a wealth of leadership experience in the IT sector, Jeremy recounts his professional evolution, tracing the path from his 13-year leadership at Risk Networks through its acquisition by Flexera to the founding of HR Data Solutions and Team Rocket.
Can you predict engagement and performance in teams? Jeremy unveils a predictive analytics model originally crafted for sales teams. Boasting a 75-80% success rate in forecasting employee performance, he discusses the hurdles faced, particularly regarding data inconsistency and skepticism towards AI in HR processes, which ultimately steered him towards Loopingback.ai.
This new venture, Loopingback.ai, promises a revolution in leader-to-employee communication, leveraging asynchronous video tools for a more nuanced and impactful exchange. Jeremy elaborates on its application in performance assessments, executive updates, and client relations, advocating for its less stressful and more personable approach.
In wrapping up, Jeremy imparts two foundational tips for entrepreneurial spirits: the criticality of enduring commitment to one's vision, and the imperative for leaders to personify the attributes they seek in their teams. He champions the concept of leading from the front, challenging HR executives to instill this ethos at the heart of corporate culture.
Quotes:
- "Today we're focused heavily on really helping both leaders for their employees, and also marketers for their customers, put their authentic selfs out there." (03:31 | Jeremy Littlejohn)
- “Performance reviews had become these things that were either solely so that I could remove an employee. I needed to do a performance review so that I can give you a bad review so that I can play a paper trail to move you out of the business. Or they were always tied to compensation. It was like, your performance review is really my decision about whether you're getting a raise or not, or a bonus. It wasn't really what performance reviews were designed to do, which was to say, let's have a talk about what the goals are and how we can improve or how I can help you.” (20:06 | Jeremy Littlejohn)
- “The concept of AI or machine learning making a prediction about someone's future is uncomfortable.” (18:31 | Jeremy Littlejohn)
- “Whether it's being authentic, whether it's demonstrating core values for your business, whether it's being on video, it doesn't matter. If the leader doesn't do it, the employees are never going to do it. (33:14 | Jeremy Littlejohn)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Jeremy Littlejohn:
LinkedIn: https://www.linkedin.com/in/jeremy-littlejohn/
Podcast production and show notes provided by HiveCast.fm
Gentleman, have you ever felt like you're drifting through life without a clear direction or purpose? In the latest episode of the Authentic Change Podcast, host Mike Horne dives into this issue with Nico Lagan, entrepreneur, men's coach, and host of The Nico Lagan Show. Together, they explore Nico's transformative journey, recounting the pivotal moments that led him to champion the cause of helping men rediscover their true masculinity and purpose.
Nico points out that many men today, feeling lost, often face feelings of depression and lack of direction. He believes that men’s purpose coaching can offer a lifeline, guiding men to rediscover their strength and drive. Nico believes there are five essential virtues for men: courage, protection, provision, temperance, and faith. He talks about how courage is the foundation for all other virtues, highlighting the importance of being reliable and standing up for what's right. He also discusses the broader concept of protection, emphasizing the role of men in creating a supportive environment for their families. Provision, according to Nico, is about ensuring the well-being of one's family, both emotionally and financially. Lastly, temperance and faith underscore the importance of emotional balance and self-belief.
Nico consistently stresses the importance of self-awareness and the need for regular self-reflection. He encourages men to reduce distractions, spend time outdoors, and prioritize their well-being. By doing this, he suggests, men can live more aligned and genuine lives.
Quotes:
- “The first step is always the same. Admit that there's a problem and the problem is you. And this is what I do. We started, we, we just, we just, we will deconstruct everything that you've built to make excuses. Once you accept the fact that your life is in the situation that it is in because of you, you can reclaim that power and say, with that in mind, what do I control?” (6:40 | Nico Lagan)
- “If I cannot trust that you're courageous, I cannot trust you as an individual because I never know who's going to show up depending on the situation in which we find ourselves in.” (33:06 | Nico Lagan)
- “If you're not tempered, you're easily controllable. That means anybody out there can play with your feelings and make you react in a negative way because you're not controlled yet.” (41:37 | Nico Lagan)
- “How can you ever build self-confidence if you don't first believe in yourself? How can I create a new relationship with someone if I don't first believe that they are the person they say they are? And how can I ever find purpose in my life if I don't first believe that I was put here for a reason? This is what faith is to me.” (42:27 | Nico Lagan)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Nico Lagan:
YouTube: nicolagan
IG: @realnicolagan
FB: @realnicolagan
TK: @realnicolagan
Website: www.nicolagan.com
Podcast production and show notes provided by HiveCast.fm
Ever felt a nagging voice inside holding you back just as you're about to take a leap forward? What if you could identify and overcome these internal adversaries to unlock your true potential? In this inaugural "solo" episode of Authentic Change, Mike Horne dives into the transformative power of 'Positive Intelligence' and reveals how to conquer these silent saboteurs. Drawing from the work of Shirzad Chamine's book, "Positive Intelligence", Mike explores the power of positive psychology and its impact on personal transformation and leadership development. This episode should be useful for anyone seeking to foster a more positive and resilient mindset in their personal and professional lives.
Mike's expertise as a leadership coach shines through as he discusses the concept of mental saboteurs and how they obstruct professional success and personal happiness. He not only identifies these saboteurs but also provides practical techniques to conquer negative thought patterns and develop a sage perspective characterized by empathy, creativity, and resilience. HR leaders will find value in this episode, as Mike suggests ways to incorporate positive intelligence into leadership team development and organizational culture, fostering a more positive, productive, and resilient workforce.
In addition to exploring positive intelligence, Mike also draws a comparison to the immunity to change work by Bob Keegan and Lisa Leahy. While positive intelligence focuses on overcoming mental saboteurs and fostering a sage perspective, immunity to change delves into subconscious resistances that hinder personal and professional growth. Both approaches offer valuable tools for personal transformation, with positive intelligence enhancing mental resilience and positivity, and immunity to change targeting hidden commitments and assumptions that contradict change goals.
Whether you're a leader seeking personal transformation or an HR leader looking to create a more positive and resilient organizational culture, positive intelligence can be a valuable resource.
Quotes:
- “We can work together to understand how saboteurs obstruct this personal happiness, this congruency, and we'll do it with some practical techniques, as suggested by Chamine, to conquer negative thought patterns. The other thing that I can do in a coaching relationship now is to really help clients to develop their sage perspective to foster empathy, creativity, and exploratory mindset that encourages a more positive response to challenges, enhances, I think, resilience, enhances performance, and particularly in these very demanding executive roles and leadership roles that my clients face and our clients face.” (6:43 | Mike Horne)
- “An HR leader can implement strategies that really foster and support mental health and foster a more positive and resilient workforce. And you could even incorporate it into your conflict resolution strategies. By helping individuals understand their saboteurs and develop the sage mindset, perhaps they can resolve conflicts more constructively and relationships within teams can be strengthened. (10:24 | Mike Horne)
- "Positive intelligence focuses on enhancing mental resilience and positivity." (12:33 | Mike Horne)
- “Positive intelligence is the measure of the degree to which your mind is serving you versus sabotaging you.” (14:13 | Mike Horne)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Podcast production and show notes provided by HiveCast.fm
Unlocking personal power can be a game-changer in an executive's journey. In this engaging episode, Mike Horne is in conversation with Stephen Gaffney, the author of 'Unconditional Power: Thriving in Any Situation.' Stephen offers a fresh take on harnessing this power. Ever found moods impeding your productivity? Gaffney breaks down the three primary moods and illustrates how one can pivot from feeling constrained to embodying unconditional power. He provides concrete strategies designed for disrupting detrimental patterns, reframing challenges, and adopting an expansive mindset.
Stephen emphasizes the transformative potential of holding a belief in limitless possibilities. He also stresses the importance of cultivating gratitude, illustrating how this simple shift can alter perspectives and deepen appreciation for both personal accomplishments and team contributions.
Quotes:
- “Have you ever noticed that when you're in a good mood, you're smarter?" (03:53 | Stephen Gaffney)
- “I believe that all problems have opportunities inside of them. But the question is, what do we focus on? We focus on the opportunities or we focus on the problem.” (12:14 | Stephen Gaffney)
- “Have you ever presented somebody with a lot of data, a lot of information that clearly makes your argument and yet they don't move on it? Or things that we know, gosh, it makes so much sense, but we don't move on it. What makes people move is emotions, and then they need that information, that logic, to justify it." (17:43 | Stephen Gaffney)
- “You don't have to wait for other people to change and we don't have to wait for ourselves to change - change can happen in an instant. So it's like flipping that switch. And that's what I say about, you know, unconditional power and breakneck speed, because you can really move this fast and make a huge difference now.” (20:12 | Stephen Gaffney)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Steven Gaffney:
Website: stevengaffney.com
Podcast production and show notes provided by HiveCast.fm
"The secret to your success is really about how well you take care of yourself," says Luis Baez.
In this episode of the Authentic Change Podcast, host Mike Horne welcomes a special guest, Luis Baez, a Bronx-raised, proud gay, Puerto Rican-American, and former Silicon Valley C-suite professional. Luis is dedicated to serving online business owners, including consultants, coaches, B2B startups, and SaaS companies. With over 14 years of experience in sales and marketing, Luis brings a wealth of knowledge and expertise to the table.
As an introvert, Luis shares his unique perspective on sales and entrepreneurship. Despite his natural inclination towards the background, he has found success by focusing on connecting with people, earning their trust, and stepping into a consultative and coaching role. Luis emphasizes the importance of authenticity in sales, encouraging professionals to be themselves and have the courage to admit when they don't have all the answers.
Throughout the episode, Luis discusses the changing landscape of business-to-business sales, particularly in the virtual realm. He highlights the need for personalized and engaging customer experiences, as well as the importance of surprising and delighting customers along their buying journey. Luis also shares his insights on the initial conversation between a coach and a prospect, emphasizing the need to focus on the prospect's needs and goals. Luis's ultimate goal is to empower and enable sales reps to take ownership of their book of business and create meaningful connections with customers.
Mike and Luis discuss the benefits of having a sales coach, including consistent growth, a flexible schedule, work-life balance, and a healthier lifestyle. Luis encourages listeners to prioritize self-care and take care of their mental and physical well-being, as it directly impacts their success in sales.
Quotes:
- "We want to be thinking about, of course, designing customer experiences that meet them exactly where they expect to be met, but also think about the element or the opportunity of surprising and delighting." (13:29 | Luis Baez)
- "You have to help that person organize the chaos in their mind and articulate the problem, and then help them design the path to getting there." (16:10 | Luis Baez)
- "Authenticity requires the additional layer of courage and making sure that you are expending that energy and showing up as yourself." (21:48 | Luis Baez)
- "The secret to your success is really about how well you take care of yourself. Because the work that you do requires optimal quality of mind and body." (27:53 | Luis Baez)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Luis Báez:
CTA: http://luisbaez.com/videoask
Website: Luisbaez.com
IG: @itsluisbaez
FB: https://www.facebook.com/itsluisbaez
LI: https://www.linkedin.com/in/baezluis
Podcast production and show notes provided by HiveCast.fm
Imagine a world where individuals facing systemic discrimination are empowered to reframe their problems and find solutions that not only benefit themselves but also improve the work environment for everyone. In this episode, Dr. Frank Douglas discusses his journey from academia to leadership roles in the healthcare and pharmaceutical industries. He highlights the importance of equity and inclusion in organizations and emphasizes the need to empower individuals who are aggrieved by discrimination.
One powerful tool Dr. Douglas introduces is the concept of Victors in Overcoming Injustice in their Professions (VIPs). These individuals, who have overcome discrimination themselves, provide support and guidance to those facing similar challenges. By engaging with VIPs, aggrieved individuals feel heard and understood, while also gaining valuable perspectives on issues of equity and inclusion.
Dr. Douglas's approach goes beyond traditional diversity, equity, and inclusion (DEI) programs by focusing on the individual and helping them reframe their problems. Through webinars, workshops, and his book, 'Addressing Systemic Discrimination by Reframing the Problem,' Dr. Douglas offers practical strategies for individuals to navigate and overcome discrimination in their professional lives.
If you're a leader or coach seeking fresh perspectives on authentic leadership and want to make a difference in eradicating systemic discrimination, Dr. Douglas's wisdom and experience will inspire you to challenge the status quo, empower individuals, and create a more inclusive and equitable work environment.
Quotes:
- "So I decided that it would make sense to put a group together where we could focus on the individual and empower that individual to learn how to reframe problems and to find what I call a better problem to solve so that they can have the appropriate dialogue with the manager and come to a resolution that is not only important for them and not only gets them to their desired outcome, but also improves the work group that they're in.” (14:13 | Dr. Frank Douglas )
- "The reframing process is about getting individuals to see the problems from their grief perspective, to walk in the person's shoes, and then to find a problem that not only meets the desired outcome of the aggrieved individual, but improves also the environment in which that aggrieved individual works." (28:13 | Dr. Frank Douglas)
- "It is very simple. If an aggrieved individual goes to have a conversation with a manager, and it's about all the problems that are happening to that individual, versus, here's a problem that is affecting the group, and here are some solutions for the group. And by the way, if we did this, it would also solve my problem. That's a different discussion." (28:46 | Dr. Frank Douglas )
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Frank L. Douglas:
Website: https://safehavendialogues-llc.com/
LinkedIn: https://www.linkedin.com/in/dr-frank-l-douglas/
Podcast production and show notes provided by HiveCast.fm
"Culture is this catalyst to execution and getting a group of people to achieve the uncommon, unleashing people's true potential," says Eric Stone.
In this episode of the Authentic Change Podcast, Mike Horne welcomes Eric Stone, a seasoned leader with a special track record for creating high-performance cultures. With a 26-year career at Enterprise Holdings, one of North America's largest privately held companies, Eric shares his insights on what it takes to connect with and motivate employees from all generations and demographics to create exceptional results.
In his new book, "Jumpstart Your Workplace Culture: A Roadmap for Igniting High Performance," Eric shares practical strategies for creating a strong and engaging culture. He emphasizes the importance of aligning personal and company values, selecting employees based on character, and providing clear goals and expectations. Eric also highlights the significance of employee training, development, recognition, and empowerment in avoiding burnout and fostering memorable customer experiences.
His experiences and insights inspire listeners to embrace their values, develop strong relationships with their teams, and create a culture that drives high performance and success.
Quotes:
- "I look at culture as this catalyst to execution and getting a group of people to achieve the uncommon, unleashing people's true potential." (9:05 | Eric Stone)
- "So how do you get people to avoid burnout? Well, if you create strong relationships with your team and build initiatives from the beginning through their journey, that's one real important thing. If you supply them with the training, the proper development, the information and equipment, and to get that desired outcome, that's going to be very helpful. If you truly get to develop them personally and professionally, that's important. If you're very clear in communicating your goals and expectations, that's important. And you want to be able to recognize and reward excellence. And when you package those together, the importance of the training one really overlaps a lot of them. And most people tend to get burnt out when they really are in an unknown. They get anxious, frustrated, disengaged when they don't know where they are, where they're standing, or they're getting no guidance. I truly believe people want to do really well. I don't think they show up in corporate America and want to be terrible." (15:02 | Eric Stone)
- "You know, whatever your grading is, whether it's a one to five, whether it's a 'meets/succeeds', thing is, what does it mean to 'meet'? What are those key things that would be consistent along the ranking system? What does it mean to 'exceed' or to be 'outstanding'? And what are some of those numbers that would lead to an outstanding performance? And so to me, it's just really getting defined. So you're having consistency." (27:04 | Eric Stone)
Links:
Learn more about Mike Horne on Linkedin Email Mike at mike@mike-horne.comLearn More About Executive and Organization Development with Mike Horne
Learn more about Eric D. Stone:
LinkedIn: https://www.linkedin.com/in/eric-stone-clear-path/
Instagram: https://www.instagram.com/clearpathventures_/
Facebook: https://www.facebook.com/profile.php?id=100040382190383
Website: www.ericdstone.com
Podcast production and show notes provided by HiveCast.fm
"Every one of you is capable of doing a whole lot better than you currently are, period." says Ram V. Iyer.
With an impressive background marked by dual master's degrees and experiences spanning Fortune 100 enterprises to Silicon Valley, distinguished business expert Ram V. Iyer brings a fresh perspective on what keeps "smart" people from being successful. For anyone, especially HR professionals, leaders, and coaches, aiming to improve personal and business performance for clients or teams, this is a must listen.
Ram delves deeply into heightened self-awareness, highlighting its essential role in understanding one's strengths, weaknesses, and the perceptions of others. He also introduces the concept of "smartness," a step beyond mere intelligence, underscoring the importance of effectively applying knowledge in real-world scenarios. Drawing from his assessments, Ram presents intriguing findings on the pitfalls that often beset highly intelligent individuals, notably a lack of action orientation and a tendency towards perfectionism. Navigating these "success inhibitors," he suggests, can unlock immense potential.
The episode also dives into the realm of mindset, with Ram championing the power of a growth perspective. He stresses the value of learning from both triumphs and setbacks, positioning such experiences as foundational to becoming truly unstoppable. Furthermore, he touches upon the significance of fostering a positive relationship with money. Alongside these insights, Ram equips listeners with practical advice and tools to facilitate meaningful transformations in their professional and personal lives.
Quotes:
- "Awareness of self is very different from self-awareness. Self-awareness is simply what you have understood about yourself, but you can also understand and learn a lot about yourself by talking to others who know you well." (11:47 | Ram Iyer)
- “The number one reason why people who are highly intelligent are not as successful as they'd like to be is they fail to act. They have poor action orientation. They don't act in a timely fashion. That is behavior. But what I found was underlying it? Perfectionism is one of the biggest reasons why. They have high standards. It's not ready yet. By the time you're ready, the market is gone." (18:35 | Ram Iyer)
- "You have to go and identify your silent killers of success and mitigate them." (20:03 | Ram Iyer)
- "You need to have a growth mindset, meaning you're open to listening to the feedback that the assessments are providing." (23:18 | Ram Iyer)
- "Change takes effort. Change takes time. Change is hard work." (34:47 | Ram Iyer)
- "Knowledge is useful, but unless you take action, it's fairly useless." (36:00 | Ram Iyer)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Ram V. Iyer:
Website: https://www.mitramiyer.com/
LinkedIn: https://www.linkedin.com/in/mitramiyer/
Podcast production and show notes provided by HiveCast.fm
“Resilience is our ability to go into diversity and come out stronger,” says Dr. Marie-Helene, an award-winning practicing psychologist with over 20 years experience in clinical psychology and advisory workplace psychology. Dr. Marie-Helene’s forthcoming book will help you to form your own resilience plan based on your core values both personal and professional and the various demands and sources of supply around you both positive and negative. A cookie cutter approach, she explains, is not effective. Instead, you must build a strategy that is realistically implementable and individualized.
Resilience is not a personality trait, nor does it provide immunity to troubles. Rather, anyone can build resilience over time and is a strong protective factor to our mental health and provides healing from burnout, creating more space for happiness. It also changes over time, influenced by various factors represented in our daily lives.
On today’s episode of Authentic Change, Dr. Marie-Helene offers steps to take to create your own resilience strategy, which considers physical health and nutrition, protecting our relationships, and elements such as time spent in nature or volunteering. The sooner you start building and nurturing your resilience resource the faster you will begin to heal, and with just a small investment of time, you’ll soon be on your way!
Quotes:
- “Things are continuing to change, and the level of change, the pace of change is continuing probably to increase, which in itself, if that's the reality, that's the reality, what's most important is that we just adapt how we work with it and become agile in creating plans that are that we can modify and evolve over time.” (6:11 | Dr. Marie-Helene)
- “A cookie cutter approach is not working. We're still seeing the burnout rates, we're still seeing increases. And so in burnout in mental health challenges in general. So just having this information is not cutting it. We need to be strategic about it.” (8:24 | Dr. Marie-Helene)
- “Resilience is not immunity, I would call it a protective factor. It’s protecting us. But it's not solid immunity.” (16:03 | Dr. Marie-Helene)
- “The key to experiencing that sense of flow and happiness is being clear on what our values are–and everyone is clear on a few values. I'm talking about many of your values– going a bit broader and deeper. Because that clarity, then, and the alignment between that clarity and how we build our daily, weekly, monthly yearly life, will then have an impact on our sense of happiness.” (23:20 | Dr. Marie-Helene)
- “What I say in my work is that unhelpful thoughts will eat your best intentions for breakfast.” (29:36 | Dr. Marie-Helene)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Dr. Marie-Helene Pelletier:
Join the Book Launch Team: https://drmarie-helene.com/join-the-book-launch-team/
LinkedIn: https://www.linkedin.com/in/drmhpelletier/
Instagram: https://www.instagram.com/drmhpelletier
Website: https://drmarie-helene.com/
Pre-Order the Book: http://drmarie-helene.com/new-book/
Podcast production and show notes provided by HiveCast.fm
In this episode, Mike Horne sits down with Hesha Abrams, an internationally acclaimed master attorney, mediator, negotiator, and dealmaker. With over 30 years of experience, Hesha is renowned for her success in resolving high-profile and difficult matters.
The conversation dives deep into the topic of conflict and how to effectively resolve it. Hesha shares her expertise on mediation, a process that involves a third party facilitating a negotiated settlement between conflicting parties. She emphasizes the importance of addressing conflict early on, well before it becomes old and moldy, and offers practical strategies for defusing tension and resolving conflicts.
What sets Hesha apart is her ability to hold the calm in any situation. She understands that conflict often stems from a feeling of tension and powerlessness, and her goal is to empower individuals to navigate conflicts with grace and effectiveness. She encourages listeners to shift their mindset from power over to power with, and to see power as an expandable pie rather than a divisible one.
Throughout the episode, Hesha shares real-life examples and anecdotes, showcasing the power of mediation and the impact it can have on individuals, teams, and organizations. She emphasizes the importance of understanding the ears you're speaking into and tailoring your approach accordingly. Hesha's insights and techniques are not only applicable in professional settings but also in personal relationships, making this episode a valuable resource for anyone seeking to improve their conflict resolution skills.
Mike and Hesha's conversation is engaging, inspiring, and filled with practical wisdom. They discuss the power of holding the calm, the importance of active listening, and the role of empathy in conflict resolution. Hesha's approach is grounded in real-life experiences and the complexities of human psychology, making her insights relatable and actionable.
Quotes:
- "Mediation is a negotiated settlement with a third party, somebody who will listen to both sides, who has confidentiality and is willing to try to be a dealmaker." (10:31 | Hesha Abrams)
- "Smart lawyers and smart companies mediate early, early, early, even before a lawsuit is filed or a grievance or a union early, early, early. It's free discovery." (14:44 | Hesha Abrams)
- "When you talk to somebody in a way that they think you think they're stupid, they're not very likely to agree to anything or cooperate with you." (31:11 | Hesha Abrams)
- "How skillful can I get? How big can I get? How much, you know, if I want to be more loving or more forgiving or more aggressive or more entrepreneurial or more assertive, how much more can I get?" (35:32 | Hesha Abrams)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Hesha Abrams:
Nancy@HeshaAbramsMediation.com
www.HeshaAbramsMediation.com
www.HoldingTheCalm.com
www.facebook.com/HeshaAbramsHoldingTheCalm
Podcast production and show notes provided by HiveCast.fm
"If you think of an organization as a machine, you're going to try to engineer your way out of the problems." says Marty Goldberg.
In this episode, host Mike Horn interviews Martin Goldberg, a leader in the field of organization development, about his new book "Out of the Workplace Trap: A Theory and Therapy of Organizations Based on the Work of Wilhelm Reich." Goldberg shares his insights on what it means to truly understand and intervene in organizations. He challenges traditional notions of organizations as mechanical systems or purely social entities, and instead presents them as natural energy systems. Drawing from the work of Wilhelm Reich, Goldberg explores the role of emotional energy in organizations and how it can become trapped, leading to dysfunction and stagnation.
Throughout the conversation, Goldberg emphasizes the importance of understanding the natural function of an organization and how its energy flows. He highlights the need for leaders and practitioners to go beyond surface-level interventions and address the underlying emotional energy that drives the system. By doing so, organizations can break free from the workplace trap and unleash their full potential.
This episode offers a fresh perspective on organization development and provides practical insights for leaders and coaches who want to create meaningful change. It challenges conventional wisdom and encourages listeners to embrace a more holistic approach to understanding and leading organizations. Discover how understanding and harnessing emotional energy can revolutionize the way you lead and transform your organization.
Quotes:
- "Organizations are conceived and born and they are born to fulfill some function." (06:32 | Martin Goldberg)
- "There's an energy streaming in the system that is in the human animal. They come together to do some common things based on what the system is constituted to do and there's emotional energy associated with it like, when founders found an organization there's almost always excitement. That was sort of missing in the classical formulations - the emotional energy of the excitement." (6:28 | Martin Goldberg)
- "In some ways the more networked we are, the less emotionally present we are." (33:55 | Martin Goldberg)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Martin Goldberg:
Email: mgdistantdrummer@gmail.com
LinkedIn: https://www.linkedin.com/in/martin-goldberg-a447816/
Podcast production and show notes provided by HiveCast.fm
“The more authentic you can be, then you're not having to try to do something or be someone that you're not,” says Ray LeCara, Jr., certified life coach and educational consultant, “And it really touches each part of our lives.” Indeed, answering the basic question of “Who are you, really?” (which is the title of Ray’s book) helps align ourselves with our best career path, and the best education to help us reach our goals. It then leads to further important questions such as “Why am I doing this?” “Why is this important” and whether what we’re doing is serving our current purpose and needs. The answers help us hone in on our true passions and purpose in life, leading to a life imbued with more meaning and improvement in all areas from leadership at work, to personal relationships, and even time management.
An advocate of lifelong learning, Ray has watched many people pursue all types of education at all stages of life. Still so many adults report struggling to complete their goals because they are not honest about who they really are and what they really want to do. Ray founded Authentic Embassy Consulting following a move to the West Coast which was part of his and his wife’s shared mission to live with intent and included Ray supporting his wife while she studied to become a sous chef.
In addition to helping others see their own creative goals come to fruition, Ray writes fiction, including a torn timeline series in which the protagonist seeks to find his true purpose in life. By coming more in line with who you truly are and what you want, you, too, can learn to become the hero of your own story, and as Ray puts it, “live, love, lead and learn profoundly.”
Quotes:
- “I believe that life is really about empowering others, especially if you can help them to access their most authentic selves. Because it's through that, that we're able to live, love, lead and even learn.” (4:21 | Ray)
- “The more authentic you can be, then you won’t have to try to do something or be someone that you're not.” (13:03 | Ray)
- “Being authentic is really about recognizing those things that mean something to you, and then passing them on to other people and recognizing that. It’s the same thing with learning at all ages.” (13:49 | Ray)
- “That same thing with learning at all ages is, ‘Why am I doing this? What's the purpose of an education..and does it tap into that student's authentic self?” (13:58 | Ray)
- “It's really about articulating what it is that we do and finding meaning in that understanding that your life, your voice, everything is really important. We just don't own up to that.” (22:57 | Ray)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Ray LeCara Jr:
Website: authenticembassy.com
Twitter/IG: @BAuthenticBU
LinkedIn: https://www.linkedin.com/in/raylecarajr
Podcast production and show notes provided by HiveCast.fm
At the heart of thriving organizations lies trust, the cornerstone that upholds enduring success. By prioritizing communication, integration, and empowerment, leaders create an environment where trust flourishes, paving the way for lasting achievements. Dr. Leonel Peña, a retired Lieutenant Colonel from the US Army and co-founder of the Brigify Group, delves into this topic in the Authentic Change Podcast.
Drawing from his journey, Dr. Peña emphasizes effective communication and integration across departments. This synergy dismantles silos and fosters a harmonious environment, allowing trust to thrive. Dr. Peña champions well-rounded leadership and strategic succession planning. Nurturing individuals who embody trust and possess diverse skills empowers organizations to navigate the future with confidence.
With trust at the core, coupled with open communication, organizations can redefine their trajectories for enduring success. Tune in to the Authentic Change Podcast for a journey redefining leadership and organizational development.
Quotes:
- Trust is one of those primary keys. You've got to have trust and good communication. And so that when you make a decision, everybody knows and understands that all the various facets of that decision were considered." (07:03 | Dr. Leonel Peña)
- "Empowerment is another way to combat that zero trust." (16:10 | Dr. Leonel Peña)
- "Leadership is our business. The Army has been in the leadership business for over 239 years." (28:18 | Dr. Leonel Peña)
- "It's basically good business for everybody to understand each other and everybody be able to understand where everybody's coming from in terms of cultural aspects." (30:59 | Dr. Leonel Peña)
- "Trust is huge. And the research has shown that organizations that score high in trust, score high all around, specifically in their success and in their bottom line too." (33:44 | Dr. Leonel Peña)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Dr. Leonel A. Peña
thebridgifygroup.com
leo@thebridgifygroup.com
Podcast production and show notes provided by HiveCast.fm
"Being true and real to yourself is a really genuine asset of being an authentic leader. And I think demonstrating that 24/7 can be a truly difficult thing to do but something that we need to work on every single day," says Jennifer Krippner, the Chief Experience Officer at the Institute for Healthcare Excellence. Join us as Mike and Jennifer have an insightful conversation discussing the vital role of authentic leadership and human-centered care in the healthcare industry. Jennifer's passion for building and nurturing relationships shines as she explores how to foster genuine connections among leaders, physicians, nurses, and patients, creating an environment where everyone thrives.
Being a true leader can be challenging. As we are all just human, we can make mistakes. There is a constant need from leaders to maintain authenticity in the face of demanding schedules and productivity measures. Delving into the concept of experiential learning, today’s conversation highlights the value of practicing essential skills, such as mindfulness, presence, and reflective listening. With a focus on authentic leadership and human-centered care, Jennifer shares her wealth of expertise from over 25 years in the healthcare industry.
Together, Mike and Jennifer explore how cultivating positive emotions, like gratitude and inspiration can contribute to a thriving workplace culture while countering the prevalent issue of burnout. The episode offers valuable insights for leaders and professionals seeking to foster an environment of human-centered care and authentic leadership within the healthcare industry.
Quotes:
- “I think it takes the leader from the very top to really show that resilient, accountable, human centered focus, to kind of walk the walk, talk the talk, and show that it is okay to show up and have some of those essential skills like being present and being visible with your teams.” (07:17 |Jennifer Krippner)
- “How do we enhance the skills that we have as a team, and how can we truly nurture one another in a way that builds each other up so that when it comes to receiving those patients and families in healthcare, we are at our best, we're in a state of thriving as a team. Regardless of our specialty, regardless of our gender, regardless of our ethnic background, we are truly working together, kind of in that optimal flow.” (15:40 |Jennifer Krippner)
- “I think practicing mindfulness and presence is such the core and the foundation of really being your best self. And bringing your authentic self right to your work into your life.” (26:23 |Jennifer Krippner)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Jennifer Krippner:
LinkedIn: linkedin.com/in/jkrippner
Website: https://www.iheteam.com/
Podcast production and show notes provided by HiveCast.fm
"In Episode 101 of Authentic Change, I am absolutely delighted to usher in season five," says Mike Horne. He expresses his gratitude for the guests who appeared during season four and their valuable insights on living and leading authentically. Mike announces that the new season will begin with Episode 101 and highlights the 14 guests who appeared in the latter half of season four. He also references the previous episode, Episode 100, which provided highlights from the first half of season four, and encourages listeners to stay tuned for upcoming episodes in season five.
In Episodes 86 to 99, various guests shared valuable insights on leadership and personal growth. From addressing generational divides to fostering positive change, each episode emphasized different aspects of effective leadership. Themes like courage, authenticity, humility, and open communication emerged as crucial elements in building successful careers and organizations. The guests highlighted the importance of understanding and embracing failure, while also emphasizing the significance of deep listening, building networks, and considering the people side of change. Together, these episodes offered a comprehensive guide to becoming better leaders and creating a more authentic and fulfilling life.
Each guest in season four shared valuable insights that will undoubtedly inspire leaders and coaches to approach their roles with renewed understanding and purpose. As the new season commences with Episode 101, Mike Horne encourages listeners to continue their journey of authentic change with engaging discussions and expert interviews. Be sure to subscribe to the podcast, check out the show notes for further resources, and stay tuned for more thought-provoking episodes that will empower you to live and lead authentically.
Quotes:
- "We're dealing with multifaceted, really challenging problems on several different fronts. And it just gets very hard to focus on them and the day to day fires that are burning in our organization." (03:27 | Caleb Gardner)
- "If you look at the type of high performer, high achiever personality, at the top of the pyramid of performers... they will also have very similar purposes behind why they are achieving at a very high level. And usually, it's not a very positive reason." (04:27 | Arsalan Al Hashimi)
- "I think what happened Mike is, we didn't fully acknowledge that the people side of the change coin was always there." (08:17 | Tim Creasey)
- "Any leader needs to be aware of how people are behaving behind the scenes, what they're saying when the boss leaves the room, and using tactics to create more openness." (10:32 | Sophia Kristjansson)
#AuthenticChangePodcast #LeadershipInsights #SeasonFiveOpener #LivingAuthentically #EmbracingFailureAndGrowth
Links:
Mentioned in this episode:
@mikehorneauthor
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Podcast production and show notes provided by HiveCast.fm
“As leaders no matter what business you're in, you're tasked with leading change,” states host Mike Horne. The first half of season four has contained many valuable insights from guests who are leaders of authentic change within their organizations. They have spoken on everything from coaching to organizational and executive development, diversity and inclusion, and the ai revolution. Today, Mike shares highlights from episodes 72 through 85 for this special 100th episode celebration of Authentic Change Podcast.
In Episode 72, Dr. Toby Travis spoke on the high level of trust required for those in leadership roles to be successful. Then, in Episode 73, Dr. Beth Banks shared her tips for architecting change on an organizational level. In Episode 74, John Sanders talked about the importance of building and optimizing teams, explaining that leaders regardless of industry are always responsible for leading change. Next, Gina Riley spoke about the importance of networking and the types of things that can derail the career transition process. In Episode 76, Kevin Palmieri shared his love of podcasting, discovered while falling out of love with his corporate career. In 77, Fatima Mirza discussed AI and the tools that are available to assist people with their job searches. Then, Brenda Pack spoke about designing inclusive workspaces and the unfortunately common experience of feeling like an outsider as a minority woman in the workplace. In Episode 79, Hortense la Gentil spoke on being authentic and connecting with your true self, flowing into an episode with Laurie Smith on utilizing the power of your voice to unleash executive presence. In Episode 82, Douglas Spencer shared personal branding strategies, explaining how the generations differ in their approach to brand loyalty. In 83, Robert White shares that good leadership is based on good relationships. Then, in 84, Dr. Jan Freed discussed leaving a breadcrumb legacy. Lastly, episode 85 featured Beth Ridley who went into a deeper explanation of diversity and the importance of recognizing all the things that make each person unique.
Part one of season four was filled with wisdom from the best leaders in their fields and the second half of the season was no exception. Be sure to subscribe to the Authentic Change Podcast if you have not already to be among the first to listen to Episode 101 which will feature highlights from episodes 86 through 99.
Quotes:
- “Episode 100 is major milestone for the Authentic Change Podcast.” (2:34 | Mike)
- “One of the things that Toby said that absolutely resonated with me was, without a high level of trust in those who are in leadership positions, organizations do not experience the kind of growth or success that they desire.” (3:07 | Mike)
- “As leaders no matter what business you're in, you're tasked with leading change.” (4:30 | Mike)
- “You have to be aligned if you want to be authentic, a powerful reminder expressed eloquently by Hortense la Gentil in episode 79 of Authentic Change.” (6:51 | Mike)
- “In our episode, organizational culture consulting with Beth Ridley, she says, when we think of diversity in the United States, we tend to start and end with the visible things that we can see, race and gender, which are really important. But I think if people really want to get the most out of your talent, you've got to really appreciate everything that makes people unique.” (9:11 | Mike)
Connect with Mike Horne:
Schedule a meeting with Mike: https://calendly.com/mikehorne/15min
Learn more about Mike Horne on Linkedin https://www.linkedin.com/in/mikehorne1/
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Podcast production and show notes provided by HiveCast.fm
“Technology is fantastic, but sometimes we lose the human touch. And so it's important just to step back for a moment, and to not think that you know everything, and to actually seek knowledge or wisdom from others,” explains Bill Brown, Chief People Officer at Think People Culture and author of Don’t Suck at Recruiting: Strategies and Techniques for Creating a Better Candidate Experience. Today, Bill leverages his over 20 years of human resources experience to share top recruiting tips for authentic leaders looking to attract and retain top talent.
Recruiting is so important, because the quality of your employees is really what sets your business apart from others. In order to attract the right person for the job, you first need to identify what an ideal candidate looks like. Decide on two or three essential features and use that to qualify candidates. Formulate a job description that is more than just a list of responsibilities or requirements. Instead, try to really give the candidate an idea of what the day to day will look like and how they can achieve success. This will allow them to start envisioning themselves in the role. Bill also recommends reaching out personally to let candidates know exactly what to expect during the recruitment process. While automation certainly has its place within business, there are still areas which are better handled with a human touch.
Don’t let yourself suck at recruiting. Seek out an HR expert like Bill and start building a better candidate experience. Remember that today’s employees have different priorities from employees in previous generations. In order to remain competitive and attract top talent, you will need strong branding that aligns with your candidates’ values as well as modern benefits like a hybrid work schedule.
Quotes:
- “A person who is reading this job description needs to be able to visualize themselves in the role.” (7:16 | Bill)
- “If we ask the right questions, we can ultimately get to the answer that we're looking for.” (10:09 | Bill)
- “There should be a measure of what your ideal candidate looks like, who the most qualified person is, and using those measurement tools to actually make the decision and be fair and equitable.” (18:46 | Bill)
- “I want us to ensure as leaders that employees are happy coming to work.” (31:48 | Bill)
- “Technology is fantastic, but sometimes we lose the human touch. And so it's important just to step back for a moment, and to not think that you know everything, and to actually seek knowledge or wisdom from others.” (33:01 | Bill)
- “Automation matters as much as people matter, but be efficient in your process.” (35:09 | Bill)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Bill Brown:
LinkedIn: linkedin.com/in/tpcbill
Twitter: https://twitter.com/thinkpplculture
Website: thinkpeopleculture.com
Podcast production and show notes provided by HiveCast.fm
“Good things take time. It takes 10 years to become an overnight success. You have to be committed to your goals,” shares Rick Elmore, CEO at Simply Noted and retired NFL athlete. As a professional athlete, Rick learned a lot about what it takes to push hard and succeed. He quickly found that those skills transferred over to the corporate world when he decided to start his own robotic software and industrial automation business, Simply Noted. Today, Rick talks about how to unleash purposeful growth through determination, patience, mental toughness, and creative problem solving.
Rick explains that in order to be a successful entrepreneur, you have to embrace failing and be okay with being uncomfortable. Failure provides an opportunity for learning how to turn your weaknesses into strengths. Instead of shutting down when you do not magically reach success overnight, the most effective entrepreneurs are the ones who keep pushing their business forward, stay patient and focused on their goals, and pivot when they hit a bump in the road. Social media provides an easy temptation to compare your success to others, but it often does not show the full picture. Instead of worrying about what other entrepreneurs have that you do not, direct your focus back onto yourself and your own strengths.
Along the path to success, you will likely experience countless failures and with those failures, new opportunities for growth. By keeping your goals at the forefront of your mind, showing up consistently and never giving up even when times are tough, you will one day make it to the finish line.
Quotes:
- “You have to take your weaknesses and turn them into strengths.” (10:48-10:50 | Rick)
- “Everybody can think of what they don't have. But if you get stuck on that, it's going to prevent you from moving forward.” (13:12-13:19 | Rick)
- “We use robots that we've built in house to automate and scale sending genuine handwritten notes.” (14:09-14:14 | Rick)
- “The open rate with a handwritten envelope is so high, it's like 99%.” (15:52-15:55 | Rick)
- “Good things take time. It takes 10 years to become an overnight success. You have to be committed to your goals.” (18:34-18:39 | Rick)
- “You have got to put yourself in uncomfortable positions to train your mind, because your mind is going to give up way before your body gives up.” (22:16-22:21 | Rick)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Rick Elmore
LinkedIn: https://www.linkedin.com/in/rick-elmore/
Website: https://simplynoted.com/
Facebook: https://www.facebook.com/SimplyNoted1
Podcast production and show notes provided by HiveCast.fm
“In DEI, we tend to categorize people and look at constructs that put us into boxes as a way to try to understand what is going on. And it is far more complicated than that,” explains Sophia Kristjansson, founder of Lexicon Lens, published author, and faculty member at the University of Denver's University College. She prides herself in guiding organizations and their leaders to achieve change through building cultures of inclusion and belonging Today, Sophia talks about the organizational changes that leaders can make to prioritize inclusion for all of their people, not just some.
As a leader, you are responsible for setting the tone for what behaviors are appropriate within your organization. It is up to the leaders to create a work environment that feels psychologically safe for all of their employees to show up as their authentic selves and which fosters a sense of belonging. If employees are behaving appropriately only when the leader is in the room and then engaging in bullying or microaggressions the second their boss leaves, DEI efforts will ultimately fail. Leaders must pay close attention to their team’s dynamics, staying aware of how employees behave when the boss is not looking and addressing any instances of discrimination right away.
Often traditional DEI programs make the mistake of overgeneralizing and dividing everyone into neat boxes for the sake of simplicity. However, people are more complicated than that and true inclusivity has to consider everyone’s unique perspectives and backgrounds. When leaders take the time to create a safe environment for all of their employees regardless of whatever box they might fit into, then real organizational change can occur.
Quotes:
- “Organizational leaders have a responsibility to create a psychologically safe place for their employees, all of their employees, to show their own uniqueness, and to feel a sense of belonging, thus, creating the feeling of inclusion among their peers, colleagues, their tribe, so to speak at work.” (9:26-9:54 | Sophia)
- “Change takes time. We can't do everything right away. It's a marathon, it is not a sprint, and it's going to take multiple years to achieve the goals that we're looking for.” (10:52-11:02 | Sophia)
- “Leadership has that ultimate responsibility to set the tone for what behavior is accepted and not accepted.” (13:49-13:59 | Sophia)
- “Brown and Black people, women, women of color, etc, leave organizations more quickly than white males. And I believe that is because the cultural environment is not sustainable for these individuals.” (16:33-16:51 | Sophia)
- “I believe that everybody must be included, including white males.” (19:18-19:24 | Sophia)
- “In DEI, we tend to categorize people and look at constructs that put us into boxes as a way to try to understand what is going on. And it is far more complicated than that.” (20:38-20:55 | Sophia)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Sophia Kristjansson
Website: lexiconlens.com
LinkedIn: linkedin.com/in/sophiakristjansson
Podcast production and show notes provided by HiveCast.fm
“You have to be aware of the fact that we are in front of a lot of different people who have a lot of different viewpoints and perspectives, quite frankly, that all needs to be and should be respected,” explains Kevin Wayne Johnson, founder and CEO of the Johnson Leadership Group. Today, he talks about what it takes to be a great leader.
Many leaders make the mistake of thinking that they have to have all the answers and be the smartest person in the room. It’s more authentic to have the humility to admit that you do not know everything and seek input from your team. Being a leader is all about understanding relationships, building trust, and leaving your personal agenda at the door. Everyone has different strengths and weaknesses, and as the leader you must be able to create balanced teams. When you take the time to really connect with your team members on a personal level, you will begin to see real transformation within your organization.
Authentic leaders who are looking to advance their organizations with high performing teams need to have a strong grasp of how human relationships work. Spend time really listening to your team members, not only about business, but in casual conversations as well. The stronger your relationships, the stronger your team and organization going forward.
Quotes:
- “When it's all said and done, many of us bring our personal agendas and that really gets in the way, quite frankly, of really having high performing teams, and helping advance the organization forwards.” (10:33-10:46 | Kevin)
- “We need to have more leaders to focus on the next generation, because they're the ones that are going to take the baton and run their portion of the race. And we want them to be excellent at what they do. And in order for that to happen, that means you and I have to be available. And we have to sacrifice our time, our effort and our energy to make that happen.” (11:58-12:18 | Kevin)
- “It's being relational, being able to connect with people. That's what makes the best leaders.” (18:06-18:12 | Kevin)
- “We collectively and individually need to learn to become better listeners. Because we listen at a rate that's much, much faster than what we talk.” (18:37-18:49 | Kevin)
- “Have a conversation with someone based upon what they are interested in, not what you're interested in.” (19:23-19:35 | Kevin)
- “Every team is made up of individuals who bring their gifts to the game. And so they have to complement each other in order to be the most effective.” (22:03-22:13 | Kevin)
- “You have to be aware of the fact that we are in front of a lot of different people who have a lot of different viewpoints and perspectives, quite frankly, that all need to be and should be respected.” (32:25-32:41 | Kevin)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Kevin Wayne Johnson:
Website: https://thejohnsonleadershipgroup.com/
Podcast production and show notes provided by HiveCast.fm
“Balance is much more thinking of that image of a surfer on the surfboard riding the wave. Life is going to crash in any number of different directions, but the surfer is there enjoying the ride the entire time,” explains Luke Iorio, host of the podcast, On This Walk. Today, he shares his thoughts on the distillation process for getting back to your most authentic core self.
Part of being your true self is understanding which parts of yourself are actually true to you at your core. If you have always been rewarded for behaving in a certain way or thinking a certain way, you may believe that those values and behaviors are your authentic self. However, they could simply be learned reactions from your environment. Through mindfulness and taking the time to distill yourself down to your core, you can walk away from the old stories that others told you about who you are and replace them with who you know yourself to truly be. Reaching a state of inner balance requires the courage to let go of the inauthentic pieces of yourself and break away from conformity. In doing so, you will open up space for diversity and with it, innovation and creativity.
It can be intimidating to walk away from the version of yourself that you have become based on the input of those around you. However, taking that first step toward your authentic self is always worth the risk. When you greet your true self on the other side of your journey, you will have less stress and an easier time connecting to and empathizing with others.
Quotes:
- “We've got to be aware of the things that we're getting rewarded to do.” (24:48-24:52 | Luke)
- “We have to be aware of the environment that we are operating within in terms of when that change is best suited.” (30:56-31:03 | Luke)
- “Balance is much more thinking of that image of a surfer on the surfboard riding the wave. Life is going to crash in any number of different directions, but the surfer is there enjoying the ride the entire time.” (33:14-33:27 | Luke)
- “When you are coming at things from that place that is more centered and more peaceful within yourself, you're going to be a whole lot less reactionary, you're going to have a lot lower level of stress.” (35:31-35:40 | Luke)
- “A reason why most people don't create a whole lot of change inside of their lives is they don't want to risk any form of loss.” (36:46-36:52 | Luke)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Luke Iorio:
LinkedIn: linkedin.com/in/lukeiorio
Website: onthiswalk.com
Twitter: lukeiorio
Podcast production and show notes provided by HiveCast.fm
“You can think about profit, you can think about people, and you can think about purpose, and really intersect those three concepts. And the research shows that when you have those, you actually have better performing companies,” explains Shaara Roman, CEO of the Silverene Group, a culture consulting firm, and author of The Conscious Workplace: Fortify Your Culture To Thrive In Any Crisis. Today, she discusses ways to be a purpose-driven leader and retain talent in the workplace.
Authentic leadership is about transparency and accountability. While leadership in the past was primarily about profit over anything else, now, it is more important to consider your people first in order to ensure long term success. Millennials and Gen Z workers are seeking a different work culture than their parents. The culture and the values of an organization are a main driver for where young people choose to work. So, as CEO it is important to really consider your own values and create an intentional work environment and culture that reflects those values. Lean into the human elements of work like fostering community rather than only worrying about your bottom line.
Many organizations claim to put people first, but in practice they still are leading from a profit first mentality. In order to really drive authentic change within your organization, as a leader you must really go all in on caring about and nurturing your talent. When you show your employees that you truly value who they are as people, they will be more likely to want to stay and grow alongside you.
Quotes:
- “You can think about profit, you can think about people, and you can think about purpose, and really intersect those three concepts. And the research shows that when you have those, you actually have better performing companies.” (9:42-9:57 | Shaara)
- “The tough times are going to be the times that really send that message about what your culture is, what your values are.” (13:43-13:51 | Shaara)
- “As a CEO, it's your job to be paying attention to what signals are happening in the economy.” (15:02-15:08 | Shaara)
- “Culture is not fixed. It is all about understanding where you are and continuing to nurture it and take care of it.” (19:47-19:55 | Shaara)
- “The more you can share with the people who work for you, and the more context you can give them, the better off you will be.” (24:34-24:41 | Shaara)
- “Millennials and Gen Z's choose work because of the purpose, because of the why of the company.” (28:07-28:13 | Shaara)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Shaara Roman:
Website: shaararoman.com,
LinkedIn: www.linkedin.com/in/shaara (@shaararoman)
LinkedIn: www.likedin.com/company/silverenegrouup (@silverenegroup)
Twitter @ShaaraRoman
Instagram @SilvereneGroup
Podcast production and show notes provided by HiveCast.fm
“We can't necessarily control change because organizations are living systems. But we can certainly more effectively manage the journey and impact and ramifications of the changes in our organization,” explains Tim Creasey, Chief Innovation Officer at Prosci, an international leader in change management. Today, he discusses new perspectives in the world of change management and what is needed for leaders to drive successful, authentic change within organizations.
Change is both continuous and inevitable, so it is critical that leaders understand how to successfully guide their employees through the process. It is all well and good to make changes to the technical side of your organization, but without getting your people on board, successful change will be much more challenging to achieve. Prosci uses their ADKAR model to navigate constructive resistance to change at the individual level. This model refers to the awareness of the need for change, an individual’s own desire for the change, the knowledge required for successful implementation, and the ability to actually implement the change. If one of those pieces is missing, that will cause resistance within the change process.
When employees understand the purpose for the change and how it will benefit them on an individual level, they are more likely to embrace the journey. Clearly define for your employees what is that the change is meant to accomplish and how it will impact each of them on an individual level. By managing each step of the process and being up front with your team, it will be much easier to navigate change as it occurs.
Quotes:
- “We can't necessarily control change, because organizations are living systems. But we can certainly more effectively manage the journey and impact and ramifications of the changes in our organization.” (6:37-6:50 | Tim)
- “If we don't define the change in terms of the impact it means to the people, we can never hope to help manage and support people through that change journey.” (16:28-16:36 | Tim)
- “If we want to set ourselves up for success, we need to define what it is we're setting out to achieve.” (20:59-21:03 | Tim)
- “Change is continuous, but change success is accessible with and through our people.” (31:43-31:49 | Tim)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Tim Creasey:
LinkedIn: https://www.linkedin.com/in/timcreasey/
Website: https://www.prosci.com/,
Book: https://www.amazon.com/Change-Management-People-Side/dp/193088561X/ref=sr_1_1?qid=1676994372&refinements=p_27%3ATimothy+Creasey&s=books&sr=1-1&text=Timothy+Creasey
Podcast production and show notes provided by HiveCast.fm
“There are things there that without that evil, without that pain, without that bad, I would not have a chance to further understand some of the mysteries that are out there for me to continue to grow and experience whatever it is I'm meant to experience next,” shares Joshua Berry, Managing Director and co-founder of Econic, an innovation, transformation, and strategy consulting company. Today, he discusses the concept of authenticity in leadership and the importance of prioritizing employees' needs and growth opportunities.
Joshua shares his passion for unlearning, identifying limiting beliefs, and shifting business practices. He explains that businesses need to adapt to changes and shifts in the market and within their own organization to stay relevant. He also emphasizes the need for leaders to view things as a spectrum rather than falling into the extremes of being too cynical or too naive. While you cannot always control how someone else acts or reacts toward you as a leader, you do have agency over your own actions and reactions toward others.
These stories of companies that have prioritized principles and values over short-term profit highlight the increasing demand for corporate social responsibility and sustainability in both consumers and corporations. As a leader, it is important to be willing to take risks that may seem naive at first in order to make positive changes within the company.
Quotes:
- “I was less excited about the technology and all those futuristic things that we were seeing in innovation and I was more interested in the people." (4:23-4:30 | Joshua)
- “As a leader, every single time, I can control my actions. I can't control how you're going to perceive my actions and how you're going to act. But I can control my actions." (22:57-23:06 | Joshua)
- “There are things there that without that evil, without that pain, without that bad, I would not have a chance to further understand some of the mysteries that are out there for me to continue to grow and experience whatever it is I'm meant to experience next.” (29:20-29:32 | Joshua)
- “Seth Godin gave me a blurb for the book, and he said, ‘The world is not suffering from a cynicism shortage. In fact, more of a generous naïveté described in Joshua's book is exactly what we need right now’.” (30:42-30:55 | Joshua)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Joshua Berry:
Websites: https://joshualeeberry.com/, https://josh-berry.presale.manuscripts.com/
Blog: https://www.econic.co/heart-matter
YouTube: https://www.youtube.com/@joshualeeberry
Twitter: https://twitter.com/josh_berry
LinkedIn: https://www.linkedin.com/in/joshberrygphr/
Podcast production and show notes provided by HiveCast.fm
“A lot of times we don't do it because we're afraid or we think, ‘My resume is not right. I haven't interviewed in a long time’. But there are steps that you can take to get ready,” explains Susan Collins, certified growth and leadership coach and founder of The Network Concierge. Today, she discusses strategies and tips for breaking free from fear and uncertainty and building the career of your dreams through developing your network.
True authentic leadership requires not only advocating for your own boundaries and happiness, but also advocating for others and investing time and effort into developing your network. Susan explains that at their core, humans want to help one another, and it is never too late to reach out and rebuild relationships. If you are sitting at your corporate job and thinking that something just is not right, you owe it to yourself to see what else is out there. It can be daunting, especially if you have not interviewed in awhile or have not attempted a lateral career move before, but there are several tools available to help make the process easier like GlassDoor and LinkedIn.
Even if you are in a job position that you enjoy, it is always a good idea to plan ahead for what comes next. Susan suggests thinking 12 to 18 months ahead and beginning to plan for a career shift while you are at your current job. Put time into developing your network so that when you are ready for a change, you will have people in your corner ready to help.
Quotes:
- “A lot of times we don't do it because we're afraid or we think, ‘my resume is not right. I haven't interviewed in a long time’, but there are steps that you can take to get ready.” (4:38-4:46 | Susan)
- “Lateral can be just as impactful as up or forward.” (5:23-5:27 | Susan)
- “You have to put effort into your network and even if you feel like it's too late in the moment, it's really never too late to start building your network again.” (14:29-14:39 | Susan)
- “Too often we run from a job instead of to a job.” (23:19-23:22 | Susan)
- “Take the time to explore the things that keep coming back into your head and give yourself that opportunity to see if it's worth it.” (33:07-33:16 | Susan)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Susan Collins:
Website: https://www.thenetworkconcierge.com/
LinkedIn: https://www.linkedin.com/in/sgcrecruit/
The Network Concierge on LinkedIn: https://www.linkedin.com/company/the-network-concierge
Podcast production and show notes provided by HiveCast.fm
“My greatest gift is actually being an advocate versus a champion, which is looking somebody in the eye and believing in them, and then challenging them, and summoning them to the surface and inviting them to have their finest hour,” shares Adrian Koehler, leadership engagement expert and senior partner at the executive coaching firm, Take New Ground. Today, he discusses how to be a more authentic leader through being courageous enough to have difficult conversations and challenging yourself to step beyond your comfort zone.
Being a leader means thinking about more than just your own needs. The complication comes in when entrepreneurs have to step into that management type role that they never really wanted to have to do in the first place. They wanted to found a company, but that does not mean they wanted to have to manage other people. If you always hold your employees to your own really high standards, you are likely to always find them lacking in some way. Instead of seeing conflict with your team as a nuisance, look for the root cause and try to really listen to the complaints rather than just shrugging them off.
Authentic leadership comes down to creating a culture of accountability. It is very important for leaders to take accountability for their actions and for the overall success of their business and not just settle for a culture of complaints.
Quotes:
- “We're always looking for and want to follow the unlikely hero. And, I always want to help people find their own internal hero.” (8:06-8:16 | Adrian)
- “My greatest gift is actually being an advocate versus a champion, which is looking somebody in the eye and believing in them, and then challenging them, and summoning them to the surface and inviting them to have their finest hour.” (9:02-9:14 | Adrian)
- “You get to set your own bar about what your full potential is.” (14:18-14:20 | Adrian)
- “The hard part is most people just settle for complaints and end up having a culture of complaints.” (23:53-23:59 | Adrian)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Adrian Koehler:
LinkedIn: https://www.linkedin.com/in/adriankoehler
Instagram: https://www.instagram.com/adrian.k/
www.takenewground.com
Podcast production and show notes provided by HiveCast.fm
“To me, being a successful engineer, but hating my life is not success,” explains Zach White, founder and CEO of Oasis of Courage, a fast growing company with unique proven coaching programs exclusively for engineers. He is also the host of The Happy Engineer Podcast. Today he discusses how to reach your oasis of courage as an authentic leader through lifestyle engineering.
When Zach started out his engineering career, he threw himself into his work, neglecting his other responsibilities like his relationship with his wife, his faith, and his family values. He was incredibly successful on paper, receiving many promotions and bonuses, but his personal life was suffering. When his wife requested a divorce, he realized he needed to change his mindset about what success actually means. He found immense power in opening up to his sister, telling the truth for the first time in ages, and being vulnerable enough to ask for help. Zach realized that he needed to focus on being present rather than worrying about the past or the future. Using what he learned from rebuilding his life, he created the concept of lifestyle engineering, which essentially means figuring out what you want for the future, why you want it, and then optimizing your life around those dreams.
Truly authentic leadership requires the courage to step out of your comfort zone. By opening yourself up and telling the truth, you create more freedom in your life.
Quotes:
- “The power of being fully known, the power of telling the truth creates freedom.” (10:47-10:53 | Zach)
- “It took a lot of courage and a lot of missteps along the way to get my life back on track and to grow into the ultimate success that I enjoy now.” (11:26-11:34 | Zach)
- “Authenticity is not just about you. It really is in service to the other person because it allows you to guide and lead and create something where they can be at their best.” (17:35-17:48 | Zach)
- “One of the saddest things in the world to me is knowing there's so many unhappy engineers.” (24:24-24:28 | Zach)
- “I don't have any power to change the past or the future. The only power I have is to take action in the present. All of my power exists at this moment.” (26:12-26:24 | Zach)
- “The more present we become, the more we move towards what we hope for. And the more you're making progress towards those hopes and dreams, the more excited you get about it, and the more likely you are to want to create a habit around presence.” (28:05-28:18 | Zach)
- “To me, being a successful engineer but hating my life is not success.” (29:21-29:27 | Zach)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Zach White:
Website: https://www.oasisofcourage.com
Podcast Listen: https://plnk.to/the-happy-engineer
LinkedIn: https://www.linkedin.com/in/thezachwhite/
Facebook: https://www.facebook.com/thehappyengineerpodcast/
Instagram: https://www.instagram.com/thehappyengineerpodcast/
YouTube: https://www.youtube.com/@thehappyengineer
Podcast production and show notes provided by HiveCast.fm
“Culture is a living organism that we have to tend to and grow every day,” explains Dr. Shahrzad Nooravi, PsyD. Dr. Nooravi is both the author of Strategy Meets Performance and a business psychoanalyst who works with company leadership to create engaging workplace cultures. Today, she discusses her methods for helping leaders develop authentic and inviting workplaces.
Much of leading with authenticity begins with self-awareness and personal accountability. A powerful culture starts with a lot of inner work on behalf of the company leaders. It’s not enough to just talk a big game, you have to be able to walk the talk. When the employees can see their leaders modeling the values expressed in the company handbook, they feel more confident. Additionally, they will feel more valued when you can put aside your ego and be more receptive to feedback, even if it is negative. When employees feel like their voices are actually being heard by leadership, they are more likely to want to stay.
With leadership strategy, it comes down to really committing to authenticity. Starting a job is a top 10 life stressor, so anything you can do to create a healthy and engaging workplace culture will go a long way with your team. Remember to speak up for your beliefs even in uncomfortable situations and to always listen more than you talk.
Quotes:
- “It's having the courage to speak up and share our voice and share our agency, not just when we're in a room full of people who we know very well and we trust really well, but also in scenarios where it may not be as comfortable.” (4:25-4:43 | Dr. Nooravi)
- “When it comes to having the courage to speak up, we have to remember that every time we do, we are planting a seed. And that seed could be what helps an idea or someone else speaking up bloom later.” (4:57-5:12 | Dr. Nooravi)
- “A powerful culture starts with you, that inner work leads to that outer success.” (8:45-8:51 | Dr. Nooravi)
- “We need to be rooted and growing. Rooted in our experiences and our wisdom and what brought us to this point and still continue to be growing. And culture is a living organism that we have to tend to and grow every day.” (24:16-24:34 | Dr. Nooravi)
- “One attribute of authenticity is deep listening and listening to understand, not listening so that you could speak and give a response.” (25:29-25:41 | Dr. Nooravi)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Dr. Shahrzad Nooravi:
shahrzad@strategymeetsperformance.com
https://www.linkedin.com/in/shahrzadnooravi/
instagram.com/dr.shahrzadnooravi/
https://apowerfulculture.com/
Buy a copy of Dr. Shahrzad Nooravi's book: strategymeetsperformance.com,
Podcast production and show notes provided by HiveCast.fm
“The 10 pillars of life mastery is all about living consciously and sustainably, being conscious of all the pillars of your life, and not leaving anything behind. Because as soon as you leave these things behind, you start stressing yourself out,” explains Arsalan Al Hashimi, high performance master coach, serial entrepreneur, former professional athlete, and host of the Chronic Stress to Joy podcast. Today, he discusses his ascension method for learning and applying the 10 pillars of life mastery.
High achiever types tend to push themselves to achieve at a very high level, which often leads to developing chronic stress. Arsalan himself burned out after running his last IronMan and realized he needed to make a change. As soon as he began dedicating himself to the pursuit of improving his health and reducing stress, he found that the result was more joy each day. Type A people tend to believe that if they keep pushing themselves they will finally be happy when they reach the top, but then they get to that pinnacle and find themselves more stressed than ever. Arsalan reverse engineered his 10 pillars of mastery and ascension method from his own experiences with chronic stress, focusing on teaching others how to live more consciously and sustainably.
If you’re a high achiever constantly pushing yourself to the next highest peak, you’re likely to experience a lot of stress throughout your life. While some stress can be a good thing, chronic stress can cause a lot of issues, including contributing to physical and mental health conditions. To add more joy back into your life, you will need to surrender the need to force yourself into achieving more and more. Accept things as they come and let go of the stressors that keep joy at bay.
Quotes:
- “The whole name, high performance master coach, was to attract my ideal client. But in reality, my ulterior motive is to spread more joy in the world.” (7:09-7:20 | Arsalan)
- “We've been promised so much joy when we get to the pinnacle, and now I'm here, and I'm more stressed out than ever.” (9:19-9:26 | Arsalan)
- “If it doesn't bring me joy, I will not do it. If I have to do it, I pass it on to somebody that enjoys it.” (12:10-12:17 | Arsalan)
- “I took all the steps I needed to kind of fight off chronic stress and come back to health. And then I realized that the result was more joy every day the more I worked on myself.” (15:50-16:03 | Arsalan)
- “The 10 pillars of life mastery is all about living consciously and sustainably, being conscious of all the pillars of your life and not leaving anything behind. Because as soon as you leave these things behind, you start stressing yourself out.” (16:11-16:24 | Arsalan)
- “We're all only 5% conscious. And if the 95%, there's a program in there that's working against your growth, against your intentions to be the best version of yourself, it doesn't matter what you do, you will always hit a wall.” (16:56-17:13 | Arsalan
- “If you calculate your life as a collection of choices and actually just spend a moment thinking about your choice, rather than quickly acting on it, the totality of your life can look very, very differently, and a lot less stressful.” (42:48-43:02 | Arsalan)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Arsalan Al Hashimi on Linkedin https://www.arsalan.co/
https://www.linkedin.com/in/arsalanalhashimi/
Podcast production and show notes provided by HiveCast.fm
“We have to constantly be dealing with disruption and dealing with new data, new entry points, new ways of looking at the world that are different. Building that adaptive capability as an organization is something that we need to be thinking about doing all the time,” explains Caleb Gardner, co-founder and managing partner of 18 Coffees, an innovation consulting firm. Today he brings his wealth of experience to the table to discuss changing how you think about change.
There are always going to be disruptions to the way a business is being run, whether it's in the form of new data, changing technology, or evolving social consciousness. The most successful businesses are the ones that build adaptive capabilities into their processes, enabling them to keep up with changes and work quickly. Being able to adapt to change and guide a team through adapting to those changes is a mark of great leadership. Leaders must approach change with authenticity and intentionality, prioritizing diversity and inclusion as well as bridging communication gaps between the older and younger generations.
Change is never going to be a one and done situation. Business does not occur in a vacuum and will always be influenced by what is going on in the world such as access to more effective technology and concerns about social justice. This is why an organization should always be thinking about its adaptive capabilities and planning ahead for how to navigate change.
Quotes:
- “We have to constantly be dealing with disruption and dealing with new data, new entry points, new ways of looking at the world that are different. Building that adaptive capability as an organization is something that we need to be thinking about doing all the time.” (8:40-8:57 | Caleb)
- “I think it's harder to do the work of culture building in a workplace in a remote work environment.” (13:27-13:32 | Caleb)
- “Workplace culture is an output of the effort that we put in. So as long as we're putting in the right inputs, it's going to end up in a healthy place.” (14:05-14:15 | Caleb)
- “Once we get sick of hearing about something and talking about something is usually when it starts to penetrate the people that we are trying to reach.” (17:11-17:19 | Caleb)
- “It's not a one and done thing. We’re always going to be learning more about how we should be socially conscious.” (21:19-21:24 | Caleb)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Learn more about Caleb Gardner:
LinkedIn: https://www.linkedin.com/in/calebgardner/
Twitter: https://twitter.com/calebgardner
Website: 18coffees.com
Podcast production and show notes provided by HiveCast.fm
“When we think of diversity in the United States, we tend to start and end with the visible things that we can see, race and gender, which are really important. But I think if people really want to get the most out of your people, you’ve got to really appreciate everything that makes people unique,” explains Beth Ridley, organizational transformation consultant, speaker, author, and CEO of Ridley Consulting Group. Today, she talks about organizational culture consulting and DEI.
In order to create a culture of belonging in the workplace, leaders need to be intentional about diversity, equity, and inclusion. When there’s a true culture of belonging, employees will feel all four C’s, comfort, connection, contribution, and commitment. In order to create this culture, leaders have to get the ball rolling by being an example and sharing what makes them unique. Everyone is diverse in their own ways. And when you can think of diversity from this perspective, it becomes more relatable for all employees. There is more to DEI than just looking at race and gender and when leaders can incorporate that, more employees will feel seen and understood.
Authentic leadership is the foundation of a sustainable DEI strategy. From childhood experiences to the fun hobby you enjoy, you should be sharing what makes you unique. When you open up and are willing to be fully authentic, employees will feel safer to be brave and speak up about their own experiences.
Quotes:
- “When we think of diversity in the United States, we tend to start and end with the visible things that we can see, race and gender, which are really important. But I think if people really want to get the most out of your talent, you’ve got to really appreciate everything that makes people unique.” (3:45-4:03 | Beth)
- “What we can do is broaden our definition of diversity to make sure that everyone appreciates that everyone is diverse, there's not some diverse people and non diverse people.” (11:18-11:28 | Beth)
- “Sometimes caring for others starts with just being more self-reflective.” (26:51-26:55 | Beth)
- “It really takes those first couple of folks to come in and not expect that they're going to fit into the culture, but really create a culture where they're proud to stand out.” (31:10-31:20 | Beth)
- “The only way to be a little bit more savvy about cultural context is to broaden your data points around the human experience. The more people you know and learn from, you can start to minimize some of those blind spots around the cultural common context and at least, replace it with a little bit more empathy and understanding.” (55:19-55:41 | Beth)
- “Authentic leadership is really the foundation for a sustainable diversity, equity, and inclusion strategy. And it really starts in the most simple way of you deciding to be more authentic in sharing who you are and what makes you unique at work.” (57:00-57:21 | Beth)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Beth Ridley:
Website: ridleyconsultants.com
LinkedIn: linkedin.com/beth-ridley-a92b8b5
Email: beth@ridleyconsultants.com
Podcast production and show notes provided by HiveCast.fm
“Instead of legacy, think about impact,” explains Jann Freed, PhD. Jann is a leadership development and change management consultant with the Genesis group, as well as an author of several books including Living Your Best Life. Today, she talks about leaving a breadcrumb legacy.
Many people mistakenly think legacies are something that people create at the end of something, like after death or after retirement. In truth, you are leaving breadcrumbs of your legacy all the time. You do not have to wait until you’re older to think about what kind of legacy you want to leave. Everyone, regardless of fame or fortune, leaves a legacy of some kind, both good and bad. Start to think about the vision you have for your future, what you want to be known for, and what impact you’d like to have on others. When you have a clear vision, you can be more intentional about leaving behind small pieces of your legacy with each action.
If you are in a leadership role, you likely leave breadcrumbs of your legacy every day without even realizing it. Everyone leaves behind a legacy in the end, so it is best to start thinking about it early on in order to ensure you are leaving behind one you can be proud of.
Quotes:
- “If you have a vision and you have a plan, then it's easier to let go.” (15:27-15:31 | Jann)
- “It's important to surround yourself with people that compliment you so that you really do build a team.” (18:00-18:07 | Jann)
- “We need to be thinking about our legacy all the time because we are leaving it all the time.” (19:53-19:58 | Jann)
- “Instead of legacy, think about impact. What kind of impact am I having on others? And why wouldn't you want to think about leaving a very intentional impact, rather than just being careless?” (21:44-21:57 | Jann)
- “You can't be defensive, you have to be open to feedback, and you have to want to get better.” (30:19-30:24 | Jann)
- “All the research says that when somebody is on their deathbed, they're not thinking about all their accomplishments. They're not thinking about everything they've done, but they're really thinking about did my life matter? Did I make a difference? And that's what legacy is all about.” (42:25-42:40 | Jann)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Jan Freed:
Website: www.jannfreed.com
LinkedIn: https://www.linkedin.com/in/jannfreed/
Facebook: https://www.facebook.com/jann.freed.9
Instagram: @drjannfreed
Twitter: @freedjann
Podcast production and show notes provided by HiveCast.fm
“The basis of leadership is good relationships because leadership is about creating something new, about an interruption,” explains Robert White, transformational architect, mentor, speaker, bestselling author, and leadership educator. Today, Robert talks about how to architect transformational leadership within a business or organization.
A truly effective leader is one who has great relationships with their team, and great relationships are built on trust. Dishonesty is ingrained in most people as from a young age they are taught to tell little white lies. Each little lie told actually diminishes the strength of that relationship. CEOs and other people in leadership positions often do not actually have a good understanding of the relationship dynamics within their team. It’s important for leaders to really reflect on the ingrained beliefs that color how they interact with others in order to form more authentic relationships. When you can act from a place of complete honesty and integrity, that will build trust and create stronger relationships.
In order to be a transformational leader, you have to start by aligning your behavior, feelings, and thought patterns with your authentic or core self. Once you do that, you can form more authentic relationships on a basis of real trust and complete honesty.
Quotes:
- “The basis of leadership is good relationships, because leadership is about creating something new, about an interruption.” (10:51-10:58 | Robert)
- “For many of us, we're not even aware of the little lies that we tell and how they diminish trust in those around us.” (12:47-12:55 | Robert)
- “Learning to be honest without being hurtful is an art and a skill set that really, really effective people develop.” (15:36-15:49 | Robert)
- “When your behavior, your feelings, your thinking, and who you really are are aligned, that's when you begin to create trust.” (19:07-19:15 | Robert)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Robert White
LinkedIn: http://www.linkedin.com/in/extraordinary-robert-white
Website: https://www.therobertwhite.com/
Podcast production and show notes provided by HiveCast.fm
“The way we speak internally is the way we speak externally. So the message that you have for your employees has got to be the same one you have for the people outside your organization,” shares Douglas Spencer, branding and messaging strategist. Today, Douglas explains the importance of messaging strategies for authentic communication and leadership.
A brand’s message is not only what is seen externally by potential consumers, but also includes internal messaging used for communication with employees. A truly successful business will have a consistent message both internally and externally that really speaks to the purpose of the brand. In order to determine your brand’s message, think about why you do what you do. Now more than ever, people are choosing to patronize and work for brands that align with their own personal core values. You can attract these people to your business by using storytelling that really gets your message across and evokes an emotional reaction.
Internal and external messaging is an integral part of any business and needs to be treated as such. To lead with authenticity, you need to be very clear about the message you want to get across and keep it consistent everywhere.
Quotes:
- “Data showed that millennials in particular will change brands if the brands values aren't aligned. They will take a pay cut and work for a company that is more in line with what they believe and who they are.” (5:48-6:01 | Douglas)
- “The way we speak internally is the way we speak externally. So the message that you have for your employees has got to be the same one you have for the people outside your organization.” (8:29-8:40 | Douglas)
- “Messaging really has to be integral to everything we do and not just something that we feel like we have to do.” (9:07-9:12 | Douglas)
- “How you do what you do is directly related to what you do, which is directly related to why you exist.” (18:32-18:39 | Douglas)
- “Your message and the authenticity that it's built on needs continual monitoring.” (21:11-21:17 | Douglas)
- “We get so far ahead in our heads that our message sometimes falls behind. And so if you're constantly monitoring your message, then you're able to keep it on track and keep it real for the people who need to hear it.” (22:31-22:45 | Douglas)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Douglas Spencer:
Website: spencerbrenneman.com
LinkedIn: https://www.linkedin.com/in/douglasspencer
Twitter: https://twitter.com/DouglasWSpencer
Facebook: https://www.facebook.com/SBBranding/
Podcast production and show notes provided by HiveCast.fm
“If you feel like you're stuck in your communication, if you feel like you’ve got a barrier in front of you, if you feel like people have said that you can't do it or you're not that good, whatever it is, three components will get you from where you are to where you want to go,” shares Mike Acker, executive communication coach and author of 10 books, including bestsellers Speak With No Fear and Speak with Confidence. Today, Mike explains how speaking authentically can create executive presence.
There can be many types of barriers to success. Some of these barriers may be external and less under your control, such as location or a speech impediment. However, if it is doubt in yourself or a victim mindset that is holding you back, improving your communication can help to remove those obstacles. In the end, poor communication reduces a person’s executive presence. And a great leader who communicates poorly will be interpreted as a worse leader than someone who has fantastic communication and mediocre leadership skills.
If you are unsure where to start, Miike shares three different aspects of communication seen in those with high executive presence. These are a basic awareness of your starting point, knowledge of what needs to be changed, and lots of practice to build confidence.
Quotes
- “Sometimes it's the doubt that it's even possible. Sometimes it's a lack of desire. Sometimes it's this mindset of, well, not me, I couldn't do that. And it's this victim mentality, and sometimes it's the external obstacles.” (9:08-9:23 | Mike A.)
- “Your poor communication actually causes people to see you as less than what your leadership presence does.” (14:01-14:10 | Mike A.)
- “If you feel like you're stuck in your communication, if you feel like you’ve got a barrier in front of you, if you feel like people have said that you can't do it or you're not that good, whatever it is, three components will get you from where you are to where you want to go.” (30:06-30:20 | Mike A.)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Mike Acker:
Website: mikeacker.com
LinkedIn: linkedin.com/in/mikeackerdotcom
Twitter: twitter.com/mikeackerdotcom
Podcast production and show notes provided by HiveCast.fm
“Great speaking is an intimate conversation. You can't be intimate without being seen, and in order to have that great speaking, intimate conversation, you need to let the crowd see you,” explains Lauri Smith, CEO of Voice Matters and author of Your Voice Matters, A Guide to Speaking Soulfully When It Counts. Today, Lauri shares how to unleash your presence by stepping into the power of your voice.
Lauri started off her life very involved in theater. She went on to teach theater, but still felt uncomfortable speaking in front of a crowd or being on camera. When she learned to embrace her voice and be vulnerable, that is when she really stepped into her power. In order to lead and use your voice with authenticity, you have to be willing to be vulnerable and allow others to really see and understand you. When you open your heart to others, people will respond with more open-heartedness in return. It can be scary at first to show your authentic self in this way, but practicing in small safe environments like coaching groups can help you build up the confidence you need to be more open and vocal in the real world.
In order to be a great leader and inspire authentic change, you must learn to speak from a place of authenticity and openness that allows others to really see you. Take down your emotional mask and be willing to have intimate conversations that increase your connectivity with those around you.
Quotes:
- “In order to be understood, we have to let others see us and understand us.” (25:37-25:42 | Lauri)
- “That fight, flight, or freeze thing gets rewritten to, there's something important I have to contribute here and it matters, and I'm not going to die or explode, or they're not going to explode from this potentially intimate connection with many people.” (27:41-28:02 | Lauri)
- “We can call forth more open-heartedness by leading with open-heartedness.” (29:09-29:13 | Lauri)
- “Great speaking is an intimate conversation. You can't be intimate without being seen. And in order to have that great speaking, intimate conversation, you need to let the crowd see you.” (31:16-31:36 | Lauri)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Lauri Smith:
Website: https://voice-matters.com/pdf-speaking-guide/
Podcast production and show notes provided by HiveCast.fm
“Alignment is really the congruence of being yourself, the way you think, and connecting with your driver, who you are, who you want to be,” explains Hortense le Gentil, global executive leadership coach and author of Aligned: Connecting Your True Self With The Leader You’re Meant To Be. Today, Hortense shares why being in alignment with your true self is so important for leading with authenticity.
To truly lead with authenticity, you must really get clear on your values and your ‘why’ or your driving force. Leaders often think they are supposed to have all the answers and be somehow greater than human, but that is simply not possible. It takes courage to lead instead from a place of vulnerability and empathy. Nowadays, people connect better with leaders who are more human and who foster an environment where it is okay for everyone to be themselves.
In order for leaders to create authentic change, they must first lead from a place of authenticity and be willing to be vulnerable. Authentic leaders accept the limitations of being human and lead instead from a place of alignment with their own values and goals.
Quotes:
- “You have to be aligned if you want to be authentic.” (4:17-4:21 | Hortense)
- “Alignment is really the congruence of being yourself, the way you think, and connecting with your driver, who you are, who you want to be.” (9:48-9:58 | Hortense)
- “Take the time to rethink everything we were told and that doesn't work anymore today.” (12:09-12:15 | Hortense)
- “Can I have any impact on what's happened now? If the answer is no, why would you take your energy and your time thinking or doing what you’re doing?” (17:18-17:31 | Hortense)
- “Be sure you write your story, and not the story of someone else.” (23:21-23:25 | Hortense)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Hortense le Gentil:
Website: hortenselegentil.com
Podcast production and show notes provided by HiveCast.fm
“You need to do a mindset change. It's not just implementing new rules. You have to go and help the employees familiarize themselves with these changes and really process what it means to their job and their future. And only then can change happen,” explains Brenda Pak, Co-founder and CEO of Backpac, a platform whose mission is to deliver DEI analytics and data to inform DEI strategy and culture building within corporations. Today, Brenda shares her tips for building inclusive workplaces that value authenticity and inclusion over the outdated status quo.
As an Asian woman, Brenda has had many experiences in work environments where she did not feel a sense of belonging or the safety to share her full, authentic self. In the last five years, more and more companies have begun to recognize the importance of DEI but may not completely understand how to implement it in ways that change existing work cultures. Through Backpac, Brenda presents high level executives with data that shows just how important DEI is and demonstrates how changes in work culture can increase profitability and productivity and reduce employee turnover.
There is still a lot of work to be done to improve diversity, inclusion, and equity in the workplace. Workers priorities have shifted significantly in recent years and in order for businesses to continue growing and retain employees, work culture needs to shift too. When employees feel safe to show up and be their authentic selves at work, they will be more productive, better engaged, happier, and less likely to resign.
Quotes:
- “In each of these work cultures I felt very much like an outsider. As a woman who is also a minority, it didn’t feel like a safe place to work. And that was a very common thread throughout it.” (3:18-3:35 | Brenda)
- “We believe that DEI is not just about content and education. We believe it's about action.” (10:10-10:15 | Brenda)
- “You need to do a mindset change. It's not just implementing new rules. You have to go and help the employees familiarize themselves with these changes and really process what it means to their job, to their future. And only then can change happen.” (23:52-24:09 } Brenda)
- “Fight for it, but don't shut people down and don't close the conversation. Do it in a way where people want to learn and engage with you.” (32:34-32:44 | Brenda)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Brenda Pak:
Website: https://backpac.co/
LinkedIn: https://www.linkedin.com/company/backpacofficial/
Podcast production and show notes provided by HiveCast.fm
“There’s a lot of AI tools out there that can help you with your job search,” shares Fatemah Mirza, founder of Career Tuners, a small team of certified resume writers, career coaches, and certified interview coaches. Today, Fatemah shares tips for fine tuning resumes, prepping for job interviews, and breaking into new careers or advancing in your current position.
Many companies use applicant tracking systems to search resumes for specific keywords. It is important to use a traditional easy to read format and the right wording in your resume if you don’t want the tracking system to completely skip over you. Practice interviewing by applying for some positions you aren’t as excited about, so that when you do get an interview for your dream job you will be more prepared. AI tools like Chat GPT can help you with crafting your resume and knowing what interview questions to study.
Whether you are looking for a new job or trying to advance within your current position, it can be helpful to seek career coaching and assistance with writing your resume. Make sure you are not just using the exact same answers in every interview, even if they ask the same questions. Tailor your resume and your interview answers to the needs of the specific position you are applying for.
Quotes:
- “There's a lot of AI tools out there that can help you with your job search.” (2:51-2:55 | Fatemah)
- “The first thing you have to do is know your numbers, know what's out there in the market, what's an acceptable rate.” (3:59-4:05 | Fatemah)
- “Have regular meetings with your higher ups where you are discussing what further areas of growth the organization is looking to explore.” (6:23-6:30 | Fatemah)
- “Use a very simple, plain black and white resume, because if it's even a little bit fancy or it doesn't look the most traditional, an applicant tracking system might have a hard time parsing through it and reading it.” (8:12-8:24 | Fatemah)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Fatemah Mirza
Podcast: https://careertuners.com/podcast/
LinkedIn: https://www.linkedin.com/company/careertuners/
Podcast production and show notes provided by HiveCast.fm
“Nice is the tip of the iceberg. And I think ‘kind’ is when you dig deeper and you're more intentional specific with the way you treat people,” explains Kevin Palmieri. Kevin is the CFO, founder, and co-host of Next Level University, a global top 100 self improvement podcast. Today, Kevin shares how he fell in love with podcasting, how he learned to see courage in vulnerability, and the importance of intentionality.
When asked the three words that best describe his personality, Kevin was quick to respond with ‘consistent’, ‘kind’, and ‘caring’. Consistency is incredibly important when building a relationship with listeners and growing a global podcast audience. Kindness takes niceness a step further by adding more intentionality behind your actions. Make sure that your actions reflect how much you care about other people, even if that means allowing someone to see you being vulnerable.
Although it was challenging and frightening for Kevin to leave behind his high paying job and take a risk on becoming a podcaster, it was also incredibly courageous. The more you allow yourself to be vulnerable and take chances, the more you will begin to gain the confidence that will enable you to accomplish more than you ever thought possible.
Quotes:
- “I fell in love with podcasting as I was falling out of love with my job.” (5:27-5:32 | Kevin)
- “As you get more confident, I think it's important to understand that some of us lose that vulnerability because we feel like we don't need it anymore.” (13:55-14:02 | Kevin)
- “Nice is the tip of the iceberg. And I think ‘kind’ is when you dig deeper and deeper, and you're more intentional, and you're more specific with the way you treat people.” (17:13-17:21 | Kevin)
- “From day to day, progress is invisible. From year to year, progress is impossible to miss.” (21:09-21:14 | Kevin)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Kevin Palmieri:
Website: nextleveluniverse.com
Podcast production and show notes provided by HiveCast.fm
“People need to recognize that there is an evolution that they need to go through if they're going to come out on the other side and be able to put a positive face forward for the future,” shares Gina Riley, creator of the Career Velocity System, which helps leaders and executives map out a transition strategy to last throughout their careers. Today, Gina talks about how the Career Velocity System works, the common mistakes people make when applying for a new position, and the importance of having a strategy rather than just applying for any job.
There are a lot of factors to take into consideration before pursuing a career transition. It is no longer enough just to have a great looking resume because the perfectly aligned job for you is not going to fall from the sky. You have to really commit to networking and putting your best foot forward. Which means you have to be very clear on what you have to offer a company. Understanding how to tell your story and promote your unique value is pivotal to getting through the interview process.
People are transitioning from career to career more frequently now than ever before, in part due to the impact of the pandemic. In order to stand apart from the competition, you need to understand your strengths, find job listings that align with your values, and be able to properly convey what you can bring to the company.
Quotes:
- “There are many things that derail people in the career transition process. Ranging from "I can't tell my story, so they get stuck, or they misfire and they burn out their networking connections.” (6:34-6:46 | Gina)
- “There's also the misguided notion that the resume is going to fix everything. If I have a great resume, then a job is going to fall out of the sky and land in my lap, the exact one I want, that matches my values and my passion, that cannot be further from the truth.” (6:47-7:02 | Gina)
- “If you show up and you don't explain what problem you can solve for that organization, it's not going to land.” (10:24-10:31 | Gina)
- “People need to recognize that there is an evolution that they need to go through if they're going to come out on the other side and be able to put a positive face forward for the future.” (18:14-18:25 | Gina)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Gina Riley
Website: ginarileyconsulting.com
Podcast production and show notes provided by HiveCast.fm
“What do we want for our customers, our best clients? Strong, long term relationship that has mutually beneficial results, right? So why do we not think about our employees the same way?”, asks John Saunders, founder of Forward Advisory Solutions and author of The Optimizer: Building and Leading a Team of Serial Innovators. Today, John talks about how to optimize your team and be a leader for innovation.
People often think about innovation as needing to be something really big, but ultimately change in itself is innovation. By stepping back and celebrating every incremental step as its own source of innovation, employees feel safer about taking risks. Leaders can encourage innovation by having their teams work incrementally on something they are passionate about. This incremental mindset helps lower the emotional charge of change and makes it easier to celebrate both the wins and the mistakes made along the way.
Many people shy away from change, but ultimately change is innovation. By building trusting relationships with employees, encouraging them to try new things, and showing them that they will not be penalized for making mistakes, leaders can drive innovation to new heights.
Quotes:
- “As leaders, no matter what business you're in, you are tasked with leading change.” (5:18-5:22 | John)
- “Ultimately, change oftentimes is innovation in some way, shape, or form.” (5:30-5:33 | John)
- “If you get your whole team working on these things that they're passionate about, building incremental change, and sharing with each other, it can really drive results over time.” (8:21-8:28 | John)
- “The more we can think about solving that true problem, rather than bringing the solution to the world, the more we can drive results.” (13:47-13:54 | John)
- “What do we want for our customers, our best clients? Strong, long term relationship that has mutually beneficial results, right? Why do we not think about our employees the same way?” (16:07-16:18 | John)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about John Saunders:
Website: johncsaunders.com
LinkedIn: jcs-optimizer
Twitter: @jcs_optimizer
Instagram: @jcs_optimizer
Podcast production and show notes provided by HiveCast.fm
“Most problems in companies today is that they have terrible managers,” explains Beth Banks Cohn, PhD. Beth is the president and founder of Adra Change Architects and has over 30 years of experience as an accomplished organizational consultant. Today, Beth talks about how to most effectively go about architecting change within organizations.
There has been an overall transformation to the way organizations operate after the pandemic. One good thing is that there seems to be a larger emphasis on employee development. More companies than ever are offering employees at all levels phone or video coaching. Not all changes are being universally seen as positive. Companies are still determining how they want to handle changes like the prevalence of people desiring remote work while higher up executives tend to wish for a return to in office work. There is also even more turnover than before and that lack of retention is causing a loss of knowledge within organizations when an employee leaves prior to teaching someone else what they know. The majority of the problems facing organizations today could be fixed simply through hiring and promoting better people-managers. In the end, an organization with terrible managers will not be successful.
It can be challenging to architect change in organizations. To do it properly you must have some basic understanding of both the business of change and the business which the change is being introduced into. Without proper management, it will not be possible to enact effective change within an organization.
Quotes:
- “If you're just using AI to sort through resumes and then kick out the five that have the exact words that you're looking for, then you're missing lots of potentially great employees that could bring even more to the workplace than somebody who will figure out what words you're supposed to be using.” (20:42-20:57 | Beth)
- “There are now companies out there who provide phone coaching or video coaching for all employees at all levels so that everybody can get coaching. And to me, that's a huge emphasis on development that wasn't in place before.” (21:08-21:23 | Beth)
- “Most problems in companies today is that they have terrible managers. And what they value in employees that makes them promote these people into managers has nothing to do with their ability to be a manager.” (22:40-22:57 | Beth)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Beth Banks Cohn:
Website: http://www.adrachangearchitects.com
Email: beth@adrachange.com
Twitter: https://twitter.com/BethBanksCohn
Facebook: https://www.facebook.com/ADRAChangeArchitects
LinkedIn: linkedin.com/in/beth-banks-cohn-phd
Podcast production and show notes provided by HiveCast.fm
“We need to start by being transparent and willing to be assessed. Look at the data. Allow the data to drive our personal and professional improvement. And this is how we can ensure that we have a measurable way to increase our leadership skill sets,” explains Dr. Toby A. Travis. Dr. Toby is the Founder of Trusted, a framework for school improvement focused on developing trusted leaders. He is also an executive consultant, adjunct professor, and experienced K-12 teacher and administrator. Today, Dr. Toby discusses the greatest indicators of successful leadership and how the leadership skills he uses in the academic world can be applied universally.
The key indicator of any successful school, business, or organization is trusted leadership. Without a high level of trust of those in leadership positions, it will not be possible to achieve long term growth and success. When leaders are transparent and authentic with their employees, those employees feel more valued and are likely to be more dedicated to their job. Money is a great motivator, but not the end all and be all of contingencies. People actually are more likely to stay at a job with coworkers they like, a boss they feel respected by, and in a role that they enjoy doing more than they are to stay at a job with higher pay but lacks those qualities. For leaders to truly gain trust and prove they are authentic, they must ensure that what they say and do is always in alignment with their values and beliefs. They must truly believe that all people have intrinsic value and understand that everyone is on their own individual journey. When employees feel respected, understood, and free to make mistakes, they are actually able to be more innovative and the entire organization benefits.
Successful leadership really comes down to trust. If you can be authentically yourself and gain your employees’ trust, you can be a great leader. Learn more about how to improve your leadership skills, build trust, and encourage employees to be more innovative.
Quotes:
- “Without a high level of trust in those who are in leadership positions, organizations do not experience the kind of growth or success that they desire.” (6:47-6:56 | Dr. Toby)
- “The number one indicator of successful schools, organizations, and businesses is trusted leadership.” (8:05-8:11 | Dr. Toby)
- “The substructure of leadership is making sure we're supporting and connecting everything we say and do to who we say we are and what we believe. And when that holds together, now trust is there.” (15:03-15:16 | Dr. Toby)
- “It is in those organizations where employees feel that they can trust their leader to allow them to make mistakes. This is where we see the organizations with the highest levels of innovation.” (23:27-23:41 | Dr. Toby)
- “We need to start by being transparent and willing to be assessed. Look at the data. Allow the data to drive our personal and professional improvement. And this is how we can ensure that we have a measurable way to increase our leadership skill sets.” (32:45-33:05 | Dr. Toby)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Dr. Toby A. Travis
https://www.linkedin.com/in/drtobytravis
https://www.globalschoolconsultants.org
https://trustedbook.info
Podcast production and show notes provided by HiveCast.fm
“Someone with executive presence has a reputation for making things happen, and they are respected as an authority. They earn people's respect, not because they demand it, but because they command it,” explains Joel Garfinkle. Joel is one of the top 50 executive coaches in the entire United States. He is a successful author of 11 books and 300 articles on leadership. Today, Joel brings his 23 years of executive coaching experience to the table to talk about the importance of executive presence.
It is not enough to just lead with authenticity. A leader must also exhibit a strong executive presence. This presence is all about radiating confidence, speaking with gravitas, and maintaining a perception of competency at all times. This tends to come easier for extroverts, as they are often the ones speaking up the most in meetings. To really showcase an executive presence, you must trust yourself to participate in meetings fully, let your ideas be heard, and stand up for your convictions.
Leaders with executive presence get farther in their careers, because they are perceived as being worthy of both trust and respect. There are 9 competencies for determining executive presence. Learn more about how to build an executive presence, so that you can lead with authenticity, confidence, and competence.
Quotes:
- “Good presence is really about radiating confidence in your interactions and in many situations that you enter. So it's communicating with conviction and clarity, not having ambiguity or hesitancy in what you are trying to say. It means being a bold and decisive decision maker, and coming across as really competent and professional.” (6:14-6:40 | Joel)
- “Someone with executive presence has a reputation for making things happen, and they are respected as an authority. They earn people's respect, not because they demand it, but because they command it.” (6:42-6:55 | Joel)
- “Having a strong foundation of executive presence, as your leaders are moving into middle management and beyond, is really important.” (12:24-12:33 | Joel)
- “Extroverts do have an advantage in displaying executive presence, they seem more confident and at ease with people and in their interactions.” (17:15-17:24 | Joel)
- “The key thing for introverts is to stop self censoring yourself and trust yourself to participate in a dialogue during meetings.” (18:49-18:58 | Joel)
- “When 400 CEOs were asked how they choose their next level leaders, 89% of them said they looked for one particular trait. And that was executive presence.” (34:14-34:25 | Joel)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Joel Garfinkle:
garfinkleexecutivecoaching.com
joelinspriationalspeaker.com
Email: joel@garfinkleexecutivecoaching.com
Podcast production and show notes provided by HiveCast.fm
“The more complex the organization, and the more demanding a role is, the more difficult it is to focus on self-care and stress management and the more likely people are going into unhealthy behaviors as a way to find balance,” explains John M. O’Brien, Ph.D. John is a consulting psychologist who has been helping people enhance their stress management skills since 1996. He now works as an executive wellness coach and uses his background in psychology to help his clients rebalance their lives. Today, John talks about how to activate success by working on authenticity, devoting time to self-care, and reducing stress.
John learned first hand the dangers of stress in a business environment when he watched his executive level father struggle with stress management and ultimately die an early death. He decided to pursue psychology to help people manage their stress and rebalance their lives. John provides his clients with authentic coaching which creates a safe environment built on a foundation of trust. This allows for a more honest relationship and the ability for the coach to share difficult feedback with their clients that they may not be open to hearing from anyone else. He focuses on a positive psychology approach, helping clients to reframe their perspectives on the challenges they are facing.
People tend to have less time for self-care as their jobs become more complex and demanding. And as a result, they are more likely to turn to unhealthy behaviors as methods of stress management. However, chronic stress is dangerous for the body and can lead to physical and mental health challenges. In order to activate success it is important to devote time to stress management and create an environment where you can live authentically.
Quotes:
“Supporting people sometimes also means providing difficult feedback for them in a way they can hear it.” (7:47-7:53 | John)
“The more complex the organization, and the more demanding a role is, the more difficult it is to focus on self care and stress management. And the more likely people are going into unhealthy behaviors as a way to find balance.” (15:22-15:38 | John)
“It's really important for leaders to be looking at what organizations can do to create environments that allow people to be more authentic.” (19:13-19:22 | John)
“When someone comes in and tells me that they failed at a position, I always try to help them to reframe that into a more non-judgmental way.” (35:28-35:36 | John)
“Authenticity works best when it happens on the foundation of emotional intelligence.” (41:29-41:36 | John)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about John M. O'Brien, Ph.D.
Website: activatesuccess.org
Podcast production and show notes provided by HiveCast.fm
“In general, we've added about 30 years to our life expectancy, and our mindsets tend to think, Oh, I'm going to be older, longer. We tack those on to the end. But that is not how we experience the added years and decades in our life. What's happened is the middle part of life has expanded,” explains Barbara Waxman, coach, life stage expert, gerontologist, and author. Gerontology is the study of adult development and aging. And today, Barbara talks about middlescence and the five rules for authenticity.
The human life expectancy has increased by about 30 years overall and it is time to change the collective mindset that has typically viewed aging in a negative light. Instead of worrying about the myth of the midlife crisis or planning for retirement at 65, it is time to shift toward planning for how you can maintain your health and what career paths you can take to earn money as an older adult. Middlescence is a life stage that is often overlooked but that comes with many changes, both internal and external, and can be a great time to re-evaluate your life. It is never too late to figure out who you want to be when you grow up and start living authentically.
To be an authentic leader you must know your own story. When you are clear on who you are and how you came to be, you can really take ownership of that story of your life. Instead of viewing middle or old age as the end of the road, start to view it as the first step of a new journey and focus on how you are going to take those next steps forward. This will help you to be the most authentic leader you can be.
Quotes:
“Being authentic is actually taking the time to know your own story.” (5:43-5:48 | Barbara)
“In general, we've added about 30 years to our life expectancy, and our mindsets tend to think, ‘Oh, I'm going to be older, longer.’ But that is not how we experience the added years and decades in our life. What's happened is the middle part of life has expanded.” (21:10-21:36 | Barbara)
“We're not starting a downhill slope. We're sort of at the height saying, ‘okay, what's the next mountain? How do I want to get there?’” (23:37-23:46 | Barbara)
“Companies are recognizing that they don't have enough people in the pipeline. We need to maintain people at a high level who can continue to work longer and have them mentor younger people, so that there's consistency of leadership throughout.” (26:45-26:59 | Barbara)
“Oftentimes people think their most valuable currency is what they've got in the bank, or their contacts, their social networks, and that is part of it. But really, your currency is your energy.” (27:49-28:03 | Barbara)
“Life is not a linear path. It's a journey and an ever unfolding story. So to lead others, to lead yourself, to be a good coach, it's really important to take the time required to know your story.” (34:54-35:10 | Barbara)
“The strongest among us are those who are willing to expose parts of themselves and take risks.” (36:04-36:11 | Barbara)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Barbara Waxman:
barbarawaxman.com
hello@barbarawaxman.com;
linkedin.com/in/barbarawaxman
barbarawaxman.medium.com
twitter.com/BarbaraWaxman
www.facebook.com/OfficialBarbaraWaxman
Podcast production and show notes provided by HiveCast.fm
“Collaboration isn't easy, and that’s where having someone to shepherd this along to support them is critical,” explains Todd Erickson, Founder of Collaboration Arts, a creative consultancy for collaborative meetings, events and networks. Today he talks about the importance of collaboration and how diverse communities can come together to create authentic change.
Polarity management is vital for creating healthy collaborative environments. Communities are made of diverse groups of individuals, all who may have different and potentially conflicting points of view. For open discussion and authentic change to occur, people must feel safe to share their views without fear of backlash. Todd facilitates this by breaking people down into groups and giving everyone a chance to be heard. Using a discussion methodology where people can voice their ideas and then vote on which ones to implement helps reassure people that they are being seen and their ideas are being valued.
When problems are approached from a multidisciplinary perspective by people from diverse backgrounds, there is greater chance for creating innovative solutions and inspiring authentic change. Leaders may be inclined to balk at the idea of collaboration, because they fear polarity. However, the best leaders are ones who understand polarity management and can embrace differing viewpoints.
Quotes:
“Helping communities to really see this polarity as a set of values that seem to be in opposition to each other, but are actually interdependent, because we need both values over time to be successful.” (22:20-22:40 | Todd)
“It's not about everyone getting their voice at a mic, it's about everyone getting their voice at the table.” (25:03-25:09 | Todd)
“Doing cycles of this kind of discussion methodology really gains the trust of the community, because they see that they're being heard.” (27:40-27:52 | Todd)
“Collaboration isn't easy, and that’s where having someone to shepherd this along and to support them is critical.” (31:46-32:00 | Todd)
“One of the great values I think art provides for us is this ability to help us make sense of our world. Artists bring these new perspectives and help us to see things we can't as individuals see.” (43:04-43:24 | Todd)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Todd Erickson
Website: collaborationarts.co
LinkedIn: linkedin.com/in/collaborationarts;
Email: todd@collaborationarts.co
Instagram: https://www.instagram.com/collaborationarts/
Podcast production and show notes provided by HiveCast.fm
“I appreciate you talking about all my successes, but oh man have I struggled a lot. And, I really think authentic change comes from facing that friction and going all in on it,” shares Alden Mills, CEO of Perfect Fitness, three time Navy SEAL, division I athlete, best-selling author, and advisor to chief level executives and board members. Today he discusses how to embrace authentic change and be an unstoppable leader.
Alden faced many challenges along his path to success starting from a very young age when he was diagnosed with asthma and smaller than normal lungs. In spite of these difficulties, he did not allow them to deter him from getting involved in sports and Navy Seal training. Even when he was almost medically dropped from Seal training, he did not give up on his dreams. Alden explains that people are always more likely to choose pleasure over pain, but that change comes from embracing the pain and pushing through it. It is always more comfortable to stay put in what is familiar, but when the fear of not moving forward becomes too great, then it is time to make a change. Alden shares the importance of congruence, explaining that when what you think and what you desire align, that is the ticket to being able to be persistent through any challenges that arise.
To truly be unstoppable you must be willing to embrace change even in the face of adversity. You must stay persistent and be willing to try new ways of doing things in order to achieve success. Being successful and unstoppable does not mean that you will never face hardships or that it won’t be a painful journey, rather it means that you will embrace the pain and push through it, because you know what is on the other side of that pain is worthwhile.
Quotes:
“I appreciate you talking about all my successes, but oh man have I struggled a lot. And I think authentic change comes from facing that friction and going all in on it.” (2:37-2:52 | Alden)
“The old adage, you got to see to believe is inaccurate. It's the inverse, we’ve got to believe before we can see.” (6:38-6:49 | Alden)
“When you start thinking persistency, it’s not about just doing the same thing over and over and over again. It's about constantly evaluating and looking at new ways to do something, and trying with full vigor. It isn't just going through the motions.” (6:50-7:05 | Alden)
“There's two basic fears we grapple with. The fear of staying put and the fear of moving forward. And until the fear of staying put is greater than the fear of moving forward, we’re going to stay put.” (8:04-8:24 | Alden)
“I first think it comes down to asking yourself, honestly, authentically, what do you want?” (21:01-21:09 | Alden)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Alden Mills
Website | alden-mills.com
Facebook | facebook.com/UnstoppableAldenMills/
Twitter | twitter.com/aldenmills
Instagram | instagram.com/alden_mills/
LinkedIn | linkedin.com/in/aldenmills/
YouTube | youtube.com/channel/UCx48SFN1Lei3F3zfKewxZeA
Podcast production and show notes provided by HiveCast.fm
“20% of employees in the workplace in the U.S. strongly agree that they trust the leadership of their organization. And that's the highest correlation with another really important item that we ask right now, whether employees feel that their organization cares about their overall well being. That's related to burnout, and it's a really important perception. Because if people do feel that you care about their well being, they're much more likely to stay,” explains Jim Harter, chief data scientist for workplace management and wellbeing at Gallup. Today he discusses the data behind quiet quitting and the Great Resignation and what managers and leaders can do to improve employee engagement.
Jim shares that employee engagement has been tracked back to 2000 and the numbers have stayed relatively the same, but the difference is in the boldness of employees to be more vocal against their organizations and managers. COVID provided an opportunity for people to step back and reflect on their positions and see whether their values actually aligned with their duties and the values of the organization. This has led to a lot of people switching jobs, disengaging from their jobs in a form of ‘quiet quitting’, or just fully resigning from their positions. According to the data, most Americans do not believe their leadership is trustworthy or cares about their wellbeing. Managers can greatly improve employee engagement and retention by building trust and changing how they approach management to focus on the needs of their people. More and more people are struggling with burnout and managers have a chance to offset this if they take action to provide necessary support, tools, and role clarity to their employees.
The COVID pandemic has shifted a lot in regard to the relationship between employers and employees. There is an overall decrease in engagement on a global scale that needs to be addressed by those in leadership positions. In order to combat disengagement and increase employee retention, managers must be willing to pivot and take new approaches with the members of their teams. In turn, these managers must themselves be managed in a way that provides them with the tools they need to meet their emboldened employees’ expectations.
Quotes:
“There's more of a boldness so that even though about half of people have been in that quiet quitting category historically, we've been tracking engagement back to 2000 and it's been around that percentage since then. But they're more vocal now, because I think the workplace has a new freedom and I think that had something to do with COVID. And I think that the Great Resignation also had something to do with COVID in that people had a chance to reflect, and sit back and think about what they really want out of their work, and to consider all the other options that are available.” (6:30-7:04 | Jim)
“I think organizations have to pivot in terms of how they think about management. We’ve always known it's important, but how we approach managing from a distance or in hybrid environments is really critical.” (8:07-8:23 | Jim)
“Gen Z and young millennials, people under the age of 35, that particular group has moved more from engaged to actively disengaged. And so they're vocalizing it, they're looking for other opportunities, and they're much more willing to be looking for other jobs.” (8:48-9:05 | Jim)
“How managers are managed themselves is a really important component of how things need to work going forward.” (10:45-10:51 | Jim)
“About one in five people, 20% of employees in the workplace in the U.S. strongly agree that they trust the leadership of their organization. And that's the highest correlation with another really important item that we ask right now, whether employees feel that their organization cares about their overall well being. That's related to burnout, and it's a really important perception. Because if people do feel that you care about their well being, they're much more likely to stay.” (13:45-14:17 | Jim)
“People want to come to work and have a purpose, and they want to come to work and have a role that they're responsible for and clear expectations, they need to have the materials, equipment they need to do their work. They need to have a chance to do what they do best every day. These are basic expectations. If they do something, well, you better recognize them for it, they want credit for it. And there, they should also be someone who gives recognition to others as well. But so it starts with some of the foundational elements of engagement, really, that's where trust begins to be built. If you fail on those, you're gonna have a really tough time building any kind of trust at all.” (17:34-18:10 | Jim)
“I think it's really important that leaders provide managers with the right tools and resources to have the conversations with people to make this new autonomy that people have now kind of a rational autonomy so that it's not just about me, it's also about my co-workers. And it's also about our customers.” (23:59-24:20 | Jim)
“One area that I'd really encourage organizations to ask their employees about, if you're surveying your employees on a regular basis, ask them whether they feel they're treated with respect.” (29:06-29:17 | Jim)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Jim Harter:
Website: gallup.com
LinkedIn: https://www.linkedin.com/in/jkharter/
Podcast production and show notes provided by HiveCast.fm
“People are more skeptical now than ever about all things–authority, people, and organizations. And so the real challenge is, what are you showing to your people to let them know that they can trust you?” asks Frederick Miller, CEO and lead strategist of The Kaleel Jamison Consulting Group. Today, he and Judith Katz, fellow strategist and thought leader, combine their expertise to talk about how to create inclusive, collaborative workplaces.
Authenticity is a core value for both Fred and Judith and they try to incorporate it into all of their interactions with their clients. Fred shares that growing up as a young African American man in Philadelphia made a big influence on how he viewed the world. While Judith shares that her experiences growing up as the child of Holocaust survivors greatly shaped how she conceptualized justice and change. Ultimately, they found one another and have been collaborating ever since to bring an authentic human experience to their clients. The true goal for leadership needs to be to create a work environment that feels not only diverse, but also inclusive. People are no longer content to work for organizations where they do not feel their values align. It is more important than ever for the success of a business that leaders really demonstrate how much they value their employees.
Authenticity comes from being true to yourself and being willing to share your unique voice with others. When leaders embrace authenticity and connect with their employees and clients, that is when the magic happens. Diversity is a fact of life, but inclusivity is something that leaders must purposefully create within their organizations. True inclusivity and authenticity will enable greater collaboration and greater levels of problem solving.
Quotes:
“One of the things that Fred and I brought to the client was they felt like we cared about them, as individuals, as a system, and as an organization. And to me, that's been an important part of authenticity.” (10:54-11:04 | Judith)
“I was fortunate enough to go to Lincoln University in Pennsylvania, an HBCU, and I saw many, many Black males at the time. I was like, ‘Wow, there's a range. We're smart. We're capable. The world's trying to keep us down, but we have a lot to give to the world.’ And it really helped me get more confidence.” (13:12-13:33 | Fred)
“How do we create high performing organizations where people feel valued and supported? That's leadership, right? That's what leaders need to do.” (27:35-27:47 | Judith)
“People are more skeptical now than ever about all things authority, people, and organizations. And so the real challenge is, what are you showing to your people to let them know that they can trust you?” (29:18-29:29 | Fred)
“Diversity has to be there. There's no ifs, ands, or buts about that. What we need to do is make sure we bring the inclusion part. And that it becomes an organizational norm, management competency, and a way that people interact and solve problems inside the organization.” (30:35-30:51 | Fred)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Frederick A. Miller and Judith H. Katz
Website: KJCG.com
Emails: judithkatz@kjcg.com; fred411@kjcg.com
Podcast production and show notes provided by HiveCast.fm
“How do we all become the best we can be and reach our potential as a team? It's a fascinating question, because it is so complex, and there's no simple answer,” shares Sean Murray, CEO of RealTime Performance, Inc. and author of If Gold Is Our Destiny: How a Team of Mavericks Came Together for Olympic Glory. Sean’s professional background in leadership and organization development may not seem like the most obvious path toward writing a sports book, but when he was reading The Boys In The Boat about the 1936 Olympics in Berlin, Sean realized that there was a lot to learn about leadership and teamwork from sports. This led Sean to decide to write his book based on the story of the 1984 US Men’s Olympic team.
The title If Gold Is Our Destiny speaks volumes about what it really means to dedicate your life to being part of a team. It requires sacrifice, putting the team first, and really understanding your role in how it will all come together. It means always listening to your coach and growing into better individuals while growing as a team. This is true of both sports and business because in the business world, we are constantly working in teams. Leaders are always looking for ways to propel their teams forward and to strengthen their team dynamics. By looking at this story of a team that began in struggle, and seeing how they managed to work through their issues to become one of the best sports teams in the world, you can learn a lot about leadership and teamwork.
In both sports and business, we are often working together in teams to achieve a common goal. Individuals must put the team above themselves, fully respect the leader or coach, and be willing to sacrifice when necessary for the greater good of the whole. When we work together, we can overcome so many more obstacles than we ever could alone. Learning how to lead a successful team is critical to having a successful business.
Quotes:
“If gold is our destiny, you have to work hard. If gold is your destiny you have to sacrifice, you have to put the success of the team above yourself. You've got to really listen to your coach. You've got to understand what your role is.” (6:54-7:06 | Sean)
“How do we all become the best we can be and reach our potential as a team? It's a fascinating question, because it is so complex, and there's no simple answer.” (8:49-9:00 | Sean)
“Of course, there's the individuals that make up the team, but it's really about the dynamics, the culture, the relationships, what you need to do as individuals to come together to reach your potential. It's one of the most difficult things we do. But it's one of the most prevalent in business today is we form teams all the time.” (11:41-12:10 | Sean)
“In the larger sense, it's a story about how individuals come together to be a team and be collectively better than they can be individually to achieve something that they couldn't achieve alone. And to me, that's so important to being successful in life and business. And any way that we can get better at that and come at it from a different angle or try different techniques or tools, I think is well worth our time.” (39:22-39:55 | Sean)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Sean Murray:
Website: realtimeperformance.com
Podcast production and show notes provided by HiveCast.fm
“The research says that having empathy and authenticity really sets apart legendary leaders from average ones, even in a high IQ talent pool,” shares Ronda Robinson, CPTD. Ronda has over 20 years of experience working in the corporate talent development space. Today, she brings her expertise to her business, RetainMyTeam.Com, a employee retention platform that helps companies reduce turnover and optimize the employees they retain.
The number one expectation of leaders today is to relate to their employees, which requires a large degree of authenticity and empathy. As leaders climb the ranks, they tend to lose their connection to other employees and so maintaining that relationship is something that must be purposefully done. Businesses tend to think a lot about strategies for various avenues of their company, but often forget to consider a talent strategy as well. Talent strategy ensures that you are putting the right people into the right roles to maximize productivity and improve retention. Many tools exist to help companies determine which people are best for each role, such as behavioral analysis and productivity metrics.
For the majority of time, people have been working specifically to secure security and the most basic needs like shelter and food. Later on people began working toward quality of life and being able to afford nice things. Nowadays, people have evolved one step further, to seek work that fulfills their need for social stimulation, psychological safety, and passion. In order to attract and retain employees who are looking for that fulfillment of social needs, leaders need to really work to be as authentic and empathetic as possible while also taking care to select the right people for each role.
Quotes:
“The research says that having empathy and authenticity really sets apart legendary leaders from average ones, even in a high IQ talent pool.” (3:51-4:01 | Ronda)
“Leaders need to be very purposeful about staying connected. It’s not going to happen organically. There's something in your brain, that as you become a higher and higher leader of the tribe, you become less and less connected to the people. So it takes effort and purpose to do that.” (6:01-6:16 | Ronda)
“Part of the behavioral neuroscience is appealing toward those dopamine rushes, that thank you button that's in your own head, in order to form new mindsets and get people to want to do these things.” (9:22-9:35 | Ronda)
“We have evolved to now where we can look to social needs, and that's a great thing. Work now becomes not as necessary, yes, it's fundamentally necessary. But now we need that social stimulation to satisfy our hierarchy of needs. So that's how I look at it today . It's our responsibility to meet those needs, because that's where we're at as a civilization.” (10:55-11:20 | Ronda)
“You've got to have the right people in the right role aligned with the business goals in order to really maximize your productivity.” (19:02-19:09 | Ronda)
“Every business problem is a people problem. And it's the people-problems that keep leaders up at night. But they don't have anywhere to delegate to people-problems. HR can only do so much and it shouldn't fall on their shoulders. But with Retain My Team, we try to be that group that you can delegate your people-problems to.” (24:59-25:16 | Ronda)
“At this time of year, people are starting to look ahead to 2023. They're really looking at their marketing strategy, their business strategy, their operations and manufacturing their budgets. And so now is the time to add a swimlane for talent strategy in there. There's never been a more important time in the US workforce, in the global workforce, to actually pay more attention, be more purposeful about how you are managing and addressing the people who do the work.” (37:51-38:24 | Ronda)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Ronda Robinson:
Website: retainmyteam.com
LinkedIn: https://www.linkedin.com/in/rondarobinson
Website: robinsonalliancegroup.com
Email: Ronda@RetainMyTeam.com
Podcast production and show notes provided by HiveCast.fm
“Are the questions I'm asking going to help or hurt? Are they going to get me what I want? Are they going to be useful to others? If the answer is no, what different questions could I ask that would benefit me and the other person and the situation?”, asks Dr. Marilee Adams, Ph.D. Marilee’s research focuses on the impact of language, the importance of mindset, and the importance of asking the right questions in the right way. She coined the term ‘question thinking’ in reference to the nature of thought, the questions we ask ourselves, and the mindsets from which we ask the questions. Today she is the founder of the Inquiry Institute, a sought after public speaker and coach, and the author of two books, The Art of The Question and Change Your Questions, Change Your Life.
Dr. Marilee Adams explains that the questions we ask ourselves and others are heavily influenced by the mindset we are in at the time. She shares that there are two primary mindsets that we ask questions from, the judger mindset and the learner mindset. When you can notice which mindset you are in, you can consider whether that mindset is actually serving you and your choices. The learner mindset is best for connection and collaboration, whereas the judger mindset tends to be more critical. Today’s leaders need now more than ever to really consider how they ask questions and what questions they ask. The old style of top-down leadership is no longer as effective and will not lead to as much innovatio. It is pivotal to not only be in the right mindset and ask the right questions, but to listen and be cautious of our inner dialogues.
Changing the questions we use and the mindset we ask them from can change everything about our interactions with each other and the world around us. It can lead to innovation that would never have been possible before. We all think in questions, so to really understand each other, we need to consider how we frame those questions and whether they are going to be useful to others or help us really get what we want out of the interaction. When you can recognize yourself in a judger mindset and switch into a learner mindset so you can really value the insight of others, incredibly positive change can occur.
Quotes:
“The questions we ask ourselves and others are also dramatically influenced by the mindset we're in at the moment when we ask them. And of course, that mindset impacts the people that we're communicating with and that we're asking questions to.” (9:15-9:31 | Marilee)
“Are the questions I'm asking going to help or hurt? Are they going to get me what I want? Are they going to be useful to others? If the answer is no, what different questions could I ask that would benefit me and the other person and the situation?” (10:10-10:28 | Marilee)
“The old model of leadership, like top down, the leader has all the answers and everybody else salutes, that is just not going to make it. It doesn't make it any more. And the only way that you gather engagement and trust and real collaboration with people is by asking them questions, by answering their questions, by encouraging them to ask you questions, and encouraging them to ask each other questions.” (31:14-31:45 | Marilee)
“Our questions also frame how we listen. So if I listen to someone with the question, ‘What dumb thing are they going to say, now?’ I am going to hear something different than if I listened with the question, ‘What invaluable thing will they say now?’ I'll actually hear differently.” (32:59-33:20 | Marilee)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Marilee Adams
Website: Inquiryinstitute.com
Email: marilee.adams@inquiryinstitute.com
Facebook: Facebook.com/questionthinking.
LinkedIn for Marilee: https://www.linkedin.com/in/marileeadams
LinkedIn: Linkedin.com/in/inquiryinstitute
Podcast production and show notes provided by HiveCast.fm
“I have to create a kind of relationship with the customer where they go, ‘Oh, let me tell you this cool idea I had’, well, they've opened the door. So what do I do to create a kind of relationship that makes them feel safe to open that door?,” explains Dr. Chip Bell. Dr. Bell is a world renowned authority on customer loyalty and service innovation and has been ranked in the top 10 keynote speakers in the world on customer experience for the past 8 years. Today, Dr. Chip Bell gives a peek behind the curtain into the customer experience and how business owners can make improvements by getting customers more involved.
There is a lot of untapped potential residing in the customer that many business owners overlook. Typically when a company attempts to include the customer in improving their experience, they will ask for feedback or send out a survey. In order to really capture the full value of the customer relationship, it is important to gain access to the customer’s imagination and give them some role in helping actually design your products and services. To do this, you must first create a psychologically safe environment where the customer feels they can approach you with their ideas without fear of negative judgment. Tapping into your customers’ and employees’ own curiosities for learning will help to drive innovation farther than it ever could have gone without those unique perspectives.
The customer experience is more important than ever to the success of a business. The pandemic reignited people’s desires for more personalized experiences and human connection. By getting the customer involved in helping design the experience, business owners can create a much more loyal customer base while gaining access to incredible ingenuity.
Quotes:
“It's important to go much deeper and find ways to get the customer to co-create products and services with you. That means their fingerprints are all over what you create, not just that they're assessors of it, which they already are. But they actually have some role in helping you design it, because one of the things that it does is one, it gives you a chance to capture their imagination, their insight, their ideas. But second, you build a much more loyal customer.” (4:20-4:52 | Dr. Bell)
“The more you have a CEO willing to sit with a person in a contact center, or ride with somebody in the front line, the more you ask them about their experience and what they hear from customers, the more they listen, because they know you're gonna be asking.” (7:28-7:44 | Dr. Bell)
“There's a limit to generosity, but there's no limit the ingenuity.” (13:13-13:16 | Dr. Bell)
“In those organizations that feel a sense of character, a sense of wholeness, I don't have to worry about looking over my shoulder. I don't have to worry about being judged in a negative sort of way. I'm accepted, I'm valued, I'm important. All of those features created that atmosphere where innovation happens.” (16:51-17:11 | Dr. Bell)
“I have to create a kind of relationship with the customer where they go, ‘Oh, let me tell you this cool idea I had’, well, they've opened the door. So what do I do to create a kind of relationship that makes them feel safe to open that door?” (18:10-18:23 | Dr. Bell)
“Ultimately it's not about you, your opponent. You're a tool, you're an instrument. It’s all about others, it's what you bring to others.” (20:36-20:44 | Dr. Bell)
“Every day I get up and say today I'm going to make a difference and I'm gonna have a blast. If I'm just having a blast, not making a difference, ultimately, the fun comes to an end. If I work hard to make a difference, but I'm not having fun, it comes to an end, because I can't sustain that from a motivational standpoint.” (20:48-21:09 | Dr. Bell)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Chip Bell:
Website: http://chipbell.com/
Podcast production and show notes provided by HiveCast.fm
“You have to look at everything as a system. You have to have all of your elements in place,” explains Dr. Kevin Gazzara, Founder and Senior Partner of Magna Leadership Solutions. Dr. Kevin spent 30 years in the corporate world before retiring and starting his new career helping businesses better their leaders, increase employee retention, and put systems in place to ensure long term success. Today, he has created the Leading Forward Academy which provides a six month training program that addresses necessary cultural shifts while improving leadership skills.
Dr. Kevin shares that he sees two main issues when it comes to the businesses who inquire about his services. The most common issue is with employee retention due to lack of good management and leadership. People are less likely now to stay in a work environment where they do not align with the culture of the organization or their direct management. The other issue he explains, is when companies do not have a problem with retention, but have hit a plateau in their growth. This usually implies a need to further develop the employees that they already have in order to break through and find growth. Dr. Kevin explains that learning is a process and it requires systems to be in place to ensure everything goes smoothly. In order to sustain lasting progress, there must be continual feedback available.
In order to make true cultural transformations, employees at the highest levels of your organization must be completely bought in. They must lead by example and see the value in changing the systems that have been in place for so long. When organizations focus on dedicating resources, time, and money to furthering the development of their current employees incredible growth can be achieved.
Quotes:
“If you don't have really good managers and leaders that will drive people out of the organization. So typically, we get a lot of inquiries where people can't retain their best, people are leaving, and they can't hire new people because of their culture.” (6:44-7:07 | Dr. Kevin)
“The key to growth is looking at everything as a system. You have to have all the elements in place. You have to have learning, the opportunity to apply it, and you have to have a feedback mechanism.” (13:12-13:23 | Dr. Kevin)
“The one big difference that we find where organizations really kind of screw up is that they see their feedback as a performance tool. And the minute that the feedback system becomes a performance tool, or HR kind of latches on to it, bad things happen. Then people try to figure out ways to work the system and so forth.” (18:51-19:15 | Dr. Kevin)
“If you're in an organization, and you're not spending any money, or resources, or time, or focus on developing your individuals, that's the very first thing you need to do.” (21:56-22:07 | Dr. Kevin)
“The best leaders are aggressive. They go after the task and they hold people accountable. And they do it in a way that you get the buy-in.” (40:14-40:24 | Dr. Kevin)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Dr. Kevin Gazzara:
Website: magnaleadership.com;
Email Kevin at kevin@magnaleadership.com;
Positive Intelligence Program: pqtrainingandcoaching.com
Podcast production and show notes provided by HiveCast.fm
“We're finding that people have figured out how to do a lot of work, task oriented, even collaboration online. But when it comes to deep thinking, and thinking about strategy, it's best done in person, and there's just no substitute for that,” shares Laura Gramling, President of Enspark Consulting. Today, Laura uses her 20 years of experience working in organizational change to talk about how to design and lead large-scale change while dealing with the new post-pandemic work culture.
During the pandemic, many organizations had to pivot to remote environments that were not as conducive for deeper, strategic meetings or facilitating team bonding. Now that meetings are beginning to happen in person again, Laura is finding that employees of all levels want to be heard and involved in assisting organizational change. In order to create lasting change, the leaders of any organization have to be fully bought in and aligned with the concepts. They also need to be willing to release a little bit of control in order to focus on the essentials for collective success.
The way we work has shifted since the pandemic. And now, there are new challenges to face like hybrid environments, employee expectations, and a stronger focus on company culture and values. To create large-scale organizational change, leaders need to be able to reframe and think in more innovative ways.
Quotes:
“We're finding that people figured out how to use Zoom to do a lot of work, task oriented, even collaboration online. But when it comes to that sort of deep thinking, and thinking about strategy, it's best done in person, there's just no substitute for that.” (3:48-4:06 | Laura)
“Leaders need to be willing to put aside what it should look like in order to focus on what matters. What are the assets? What are the essential pieces that are going to support our success collectively?” (8:02-8:21 | Laura)
“These are companies that are there to make profit, to have a product or a service. And yet, this idea of inclusion, respect, and fundamental fairness for human beings, is also now part of the language that they share.” (16:11-16:30 | Laura)
“Another pillar for me is this ability to think in polarities. I need to innovate, be entrepreneurial, and yet I have to meet quarterly returns or regulatory standards. So it's not an either or. You’ve got to do both.” (18:21-18:37 | Laura)
“We don't get anywhere if you don't have the top leaders bought in and not just bought in, but enthusiastic about, ‘This is going to help the company. This is the future’.” (21:37-21:48 | Laura)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Laura Gramling:
Website: ensparkconsulting.com
LinkedIn: linkedin.com/in/lauragramling
Instagram: instagram.com/dcfacilitationguru
Twitter: twitter.com/ensparkC
Podcast production and show notes provided by HiveCast.fm
“What really matters is, what does it feel like to work in your organization every day and what is your organization doing to the world?” shares Gena Cox, Organizational Psychologist, Speaker, and Author of Leading Inclusion. Gena is an executive coach and accomplished speaker with a focus on human centered leadership and helping leaders to create healthy organizations. Today, Gena joins Mike Horne in conversation to talk about inclusion and the importance of going a step beyond representation to really understand the day to day experiences of employees that belong to marginalized groups.
Gena shares that she realized a long time ago that the fundamental challenge with inclusion and workplaces is that we live in a very segregated society outside of work. We expect to just all magically understand one another within the work environment, without ever really discussing the challenges and differences that we face coming from different backgrounds. In order to really improve inclusion, there must be a focus not only on representation and hiring people from diverse backgrounds, but also in improving the day to day experience of those employees once they are there. In her book, Gena coined the acronym REDI for respect, equity, diversity and inclusion, and these are the main components of creating a truly inclusive work culture. It is not enough to just choose one thing and put all the focus on that, but really all four elements are what leads to true fundamental change within organizations.
Often the focus of organizations is placed too much on profits and not enough on the human component of recognizing the people who actually are the backbone of the organization’s success. In order to create a truly inclusive work environment where people from all backgrounds feel they can be themselves and feel respected, there needs to be a larger focus on examining employees’ daily experiences. Tune into this week’s episode of the Authentic Change Podcast to learn more about REDI and how people in leadership roles can increase inclusivity within their organizations.
Quotes:
“I recognized a long time ago that the fundamental challenge that we have with issues of inclusion and of just work, I think of it more broadly just employee experience, is that we live in a very segregated society outside of work. And yet we think that magically, when we get into the workplace, we should understand one another, when we never see each other once we leave work. And we never talk about the differences, and we never talk about what makes it hard.” (6:42-7:12 | Gena)
“The most important thing that any of us can do, especially if we are advisors to leaders, is to give them more data. Give them more insights from the data, all of the insights. Don't hold anything back, so that the student leaders can really understand what's going on here and when they're making decisions, those decisions can be grounded in a much broader framework than just telling them engagement is flat without really letting them see those nuances.” (14:07-14:36 | Gena)
“It doesn't matter how many people you hire who are of different races, ethnicities, LGBTQ plus status, disabilities, or what have you unless you know what kind of an experience they have on a day to day basis when they come into the organization.” (16:33-16:45 | Gena)
“The focus on inclusion means that organizational leaders need to not just ask about representation, they need to know about what's happening on a day to day basis. And then they need to know what outcomes they should focus on to really measure that.” (17:05-17:17 | Gena)
“What really matters is, what does it feel like to work in your organization every day and what is your organization doing to the world?” (24:45-24:53 | Gena)
“We look around and we can see leaders making decisions every day that appear to be contradictory to the survival of the species. But they're profitable, very profitable, and those leaders are lauded for their profitability. And yet, when a week later, we see stories where we discover that in this same organization that is so profitable, decisions are being made about people's daily lives, about their working hours, about whether they will be paid fairly, whether they can unionize that, that let you know that the human element, which is clearly the thing that gets this all done, isn't being given the same weight as other factors.” (25:01-25:42 | Gena)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Dr. Gena Cox:
Website | genacox.com
Book | genacox.com/book
Tipsheet | genacox.com/tipsheet
Podcast production and show notes provided by HiveCast.fm
“As mentors, we answer the questions that the mentee never thought to ask because we know what's important,” shares Frances Baldwin, Principal Consultant at Designed Wisdom, Inc. Frances has been in the leadership and authentic change space for a very long time, spending the beginning of her career as an internal change agent. Today, Frances joins Mike Horne in conversation to discuss how to create authentic change in organizations through effective leadership.
When an organization is wealthy and successful, it can be more difficult to inspire change because the leaders within the organization may not necessarily see a reason for it. These can be the more challenging people to influence, but when they do manage to make authentic change, it has a huge impact on the overall performance of the organization. Before you can inspire change, you have to learn the culture and the guidelines of that organization and really understand where they are coming from and where you are coming from. When you have a strong understanding of who you are as a person, it is easier to bring out who others truly are.
It is always a risk to step out of your comfort zone and try to influence change, especially if an organization is seemingly functioning well and possibly resistant to change. However, it is always the right thing to do and it is important to embrace change for the better whenever the option presents itself. Tune into this week’s episode of the Authentic Change Podcast to learn more about the concept of wisdom, the importance of mentorship, and how to inspire change at the leadership level.
Quotes:
“I would start by saying the first thing is, know where you are, what the guidelines are. And I can't just adapt and become one of them. But I know what boundaries to bump up against. And when I want to bump up against a boundary, I need to have a solid foundation or reason for doing that. And sometimes you have to be in that state of ambiguity where you're stretching and just hoping it's gonna go well, because you believe so much in your own process.” (10:51-11:20 | Frances)
“It makes you believe in what you're doing when you can see a person change some important dimension of themselves.” (15:56-16:02 | Frances)
“As mentors, we answer the questions that the mentee never thought to ask, because we know what's important.” (19:56-20:03 | Frances)
“It takes courage. It takes risks. It takes being able to step out of ambiguity and get rewarded for it to know it's okay, it was the right thing to do.” (40:04-40:15 | Frances)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Frances Baldwin:
Website | https://www.designedwisdom.net
Email | frances.baldwin@cox.net
Podcast production and show notes provided by HiveCast.fm
“That's where we start with personal branding. Start with a dialogue. What's your ‘why’? Who are you? Number two, what makes you happy? And of course, three, what's your end goal?”, shares Paula Mattisonsierra, founder of Power Marketing SF with over 25 years of marketing experience. She helps business owners discover and cultivate their personal brand. Today, Paula joins Mike Horne in conversation to discuss the intricacies of marketing and why having a strong, authentic personal brand is vital for the success of any business.
When people first hear the words ‘personal branding’ they often think first of social media and overly filtered, perfect Instagram photos. However, social media alone is not enough to lock in your personal brand and get your message out there. The first step is to really sit down and think about your ‘why’. Who are you? What is most important to you? Once you have discovered your ‘why’, you can move on to figuring out your end goal and how you intend to get there. Your personal brand and messaging is vital, because it will attract the attention of clients, vendors, and investors who have similar interests. Nowadays, people don’t want to do business with just anyone. They want to do business with companies that reflect their values and owners they feel they can trust.
If you present some perfect, polished and ultimately fake version of yourself on social media, it will eventually backfire, because at some point your true self will come out. Embracing authenticity from the start will get you further in the long run. Tune into this week’s episode of the Authentic Change Podcast to learn more about how to develop your authentic personal brand, how marketing goes beyond social media, and how to recognize and accept help when it is offered.
Quotes:
“For me, marketing and operations are very tied together. It's a love story. They're locked and loaded together.” (9:33-9:39 | Paula)
“Not everyone who smiles at you is your friend. And not everyone who's irritated with you is your enemy. Know the difference.” (13:13-13:21 | Paula)
“People already know the answers. They're sometimes not confident about the answers. But I realized that as business owners, they're in it every day…They're seeing everything and not realizing they're seeing everything.” (14:42-15:10 | Paula)
“I think when people hear the words ‘social media,’ suddenly Instagram comes to mind. Everything always seems staged and fixed up. Let me tell you something about those people out there who are filtering and seem overly pulled together, it does not last, because eventually you become yourself. And that never works out well.” (17:57-18:20 | Paula)
“When it comes to personal branding, start with a dialogue. What's your ‘why?’ Who are you? Number two, what makes you happy? And of course, three, what's your end goal?” (19:09-19:22 | Paula)
“Yes, it would be wonderful to start today, but it's so much better to start with a plan first.” (36:52-36:58 | Paula)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Paula Mattisonsierra
Website https://www.powermarketingsf.com/
Podcast production and show notes provided by HiveCast.fm
“What I want for leaders and what I invite leaders to do is absolutely to consider what they want for the other person in that conversation before walking into that conversation,” shares David Taylor-Klaus, master certified coach and bestselling author. David works with executives and entrepreneurs to help them live more authentically and better connect with their clients and employees. He joins Mike Horne in conversation to discuss tips for unleashing personal mastery through authenticity.
According to David, the largest issue busy executives face is the inability to slow themselves down and listen to their intuition. They are so busy that they lose track of whether or not they are still in alignment with their core beliefs and desires. High performance leaders often get so caught up in work that they put it first above their personal lives and sabotage their happiness by doing so. David recommends starting by celebrating in the moment rather than only focusing on the long term end goal and going into every conversation thinking about what you want for the other person. When you go into a conversation thinking about your desired outcome for the other person, they will feel respected and listened to; whereas if you go in thinking of what you want for yourself, they may feel dehumanized.
Unearth personal mastery by chipping away at everything in your life that isn’t authentic, isn’t real, and doesn’t reflect who you are at your core. Tune into this week’s episode of the Authentic Change Podcast to learn more about how to get back into alignment with your authentic self and how to be a better leader.
Quotes:
“The core element was, I became willing to see what I was doing that was out of alignment, that was inauthentic, that was wrong, and do the work in partnering with the universe to get it right.” (5:50-6:12 | David)
“What's true is that we don't pay enough attention to what we feel, the somatic knowing. The little gray matter inside of your skull is 3% of your body mass, and yet, we spend 90% of our time paying attention to what we think and very little time paying attention to our heart intelligence, or our gut wisdom, our instincts, our intuition, all that somatic knowing. When we pay more attention to that, when we're aligned in that arena, wow. That's when it gets incredibly powerful and very juicy.” (7:03-7:37 | David)
“Sustained happiness is when we are enjoying and celebrating the moment, and not just the end. We get in trouble with the, “I'll be happy when.” When I graduate, when I get this job, when I get this promotion, when I get this raise. Well, dude, you're missing all the happiness of the moment in between.” (10:02-10:23 | David)
“The phrase work life balance is a horrific lie. And I don't know whose twisted idea it was to put the word work first. That's what screwed us up. We too often, and for those high performers, uber driven type A or type AAA, we can get too over calibrated towards work. And that mindset is messing us up and preventing us from actually finding the happiness and the fulfillment that we crave.” (12:27-12:56 | David)
“All of our jobs as adults to get back to our pure authentic self is to chip away everything that isn't real, isn't authentic, isn't true, isn't you.” (14:12-14:23 | David)
“It's important that I get it real, it's not important that I get it right. Real is right for me. Not right in terms of the world.” (16:54-17:01 | David)
“Being listened to feels so much like being loved that people can scarcely tell the difference.” (23:02-23:08 | David)
“When you're clear what you want for the people in your organization, and on your team, and those that you lead, it changes the way you lead. So yes, love them and love them deeply. Because if you don't, you're just treating them as objects, and othering does not serve us well as humans.” (23:25-23:40 | David)
“I think the word manager is getting in the way. We should never be managing people. We should always be leading people. We can manage assets, we can manage elements. We can manage inanimate things, we can manage processes, but we should never be managing people. Because that's inherently treating them as cogs, or assets, or inanimate.” (29:16-29:35 | David)
“What I want for leaders and what I invite leaders to do is absolutely to consider what they want for the other person in that conversation before walking into that conversation.” (36:15-36:25 | David)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about David Taylor-Klaus:
LinkedIn: https://www.linkedin.com/in/davidtaylorklaus/
Twitter: https://twitter.com/dtk
Instagram: https://instagram.com/dtkcoaching
Web: dtkcoaching.com
Join the Community:
better human ❯❯❯ better life → betterhumanbetterlife.com
“It basically helped me debug this relationship so fast that I went, ‘My goodness, every leader in America, every leader in the world should have access to this process,’” shares Matt Stone, reinvention strategist. Matt got his start as an attorney by working in family law, and he uses what he learned about trust and relationship building to inform his reinvention strategies for CEOs and other visionary leaders. Now, Matt works with Behavioral OS, helping to set a behavioral framework for clients to build stronger interpersonal relationships that translate into successful business endeavors. He joins Mike Horne in conversation to discuss some of his top reinvention strategies for executives and visionaries alike.
According to Matt, to form an authentic interpersonal relationship, a leader needs to be aware of what the other person needs from their interaction. When leaders cultivate a win-win dynamic, they will be able to gain more from each interaction. It’s important for leaders to learn how to determine their constituents values and desires in addition to having a clear understanding of their own underlying values. Matt explains that the reinvention process requires a willingness to change and the ability to practice radical humility because change can be difficult. He also recommends seeking help whenever necessary because it isn’t possible to achieve everything alone all the time. When leaders work out the bugs in their relationships, everything flows smoother and the business has room to flourish.
It’s time to debug your interpersonal relationships and take your business to the next level. Tune into this week’s episode of the Authentic Change Podcast to learn more about reinvention strategies for executives and visionaries, so that you can be the best leader possible.
Quotes:
“It basically helped me debug this relationship so fast that I went, ‘My goodness, every leader in America, every leader in the world should have access to this process.” (6:29-6:40 | Matt)
“When you understand the dynamics of a win-win, interpersonal exchange, and what your needs are, you're halfway there. Because now you know what you can do and what is going on.” (10:39-10:52 | Matt)
“If you can dial into what those key stakeholders need from you as a human being to follow you, oh, my God. I mean, that's the infrastructure you need to get the feedback, to get the buy-in, to get the engagement through the tough times.” (34:54-35:08 | Matt)
“If you never have friction in a relationship, you will never reach your trust potential.” (24:55-24:59 | Matt)
“I can understand my needs and wants in relation to their needs and wants and how we open up some possibilities even though we may be in conflict.” (27:25-27:35 | Matt)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Matt Stone:
Website: https://www.behavioralos.com/
LinkedIn: https://www.linkedin.com/in/matt-stone-letsconnect/
Podcast production and show notes provided by HiveCast.fm
“Inspiration is like communication with your soul's purpose,” explains Tony Martignetti, Chief Inspiration Officer of Inspired Purpose Coaching. Tony uses his 25 years of experience to inspire others to find and embrace their purpose through his work as a coach, speaker, author, and podcast host. He joins Mike Horne in conversation to discuss how he found his path and how he uses what he has learned to help others find theirs.
While working in the financial industry, Tony realized he had been trying to fit himself into a box based on what he felt society wanted. After years of working in an industry he wasn’t passionate about, Tony started to feel depressed and burned out. It wasn’t until he opened himself up to the possibility of doing something else, that Tony found his purpose– inspiring others to challenge their worldviews and discover their hidden purposes. He encourages people to take stock of their lives and really notice signals that may be pointing them in a different direction from their current professions. According to Tony, if you are open to inspiration, meditation, and looking for the clues, your purpose will be much easier to find.
Stop trudging along the same path just to fit yourself into the wrong box. Tune into this week’s episode of the Authentic Change Podcast to learn more about how to find the inspiration you need to fulfill your true purpose.
Quotes:
“What does it look like to get up to that place that we aspire to? What's at the top of the mountain? And that's something that is ingrained in us to want to strive and do more, and that's perfectly normal. We should want to strive for something bigger. The big question is making sure that we're doing it for the right reasons, and we're striving to go on a path that we've defined for ourselves, and we're careful not to just look at what society and other people want for us and just kind of blindly trudge up the mountain.” (4:20-5:03 | Tony)
“I would continue to force myself to fit into a world that I thought I had to fit into. And as I continued to do that, I wanted to be as perfect as possible at being that finance expert and fit into a box that I put myself in, but also felt like the world wanted me to be put in. And that is what started to limit me and close me in.” (10:50-11:16 | Tony)
“If you're looking at the weeks ahead, and you're realizing that you have nothing on your calendar that you're excited about, or nothing that really interests you, and you're starting to lose that excitement to get into the office, or even to turn on your computer, then those are signs that things are starting to come to a darker place.” (12:31-12:55 | Tony)
“The interesting thing about inspiration is the elements are really looking for the clues and opening yourself up to experiences that might possibly bring you to your purpose. Inspiration is like communication with your soul's purpose.” (17:44-18:03 | Tony)
“If you want to have more meaning and purpose in your life, one of the things that's important to do is to not put yourself in a box and to make sure that you get expansive. So move yourself. If you think that, ‘This is who I am, This is how I define myself,’ maybe question how you're defining yourself because your purpose could be on the other side of that.” (27:01-27:23 | Tony)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Tony Martignetti:
Website: inspiredpurposecoach.com
LinkedIn: https://www.linkedin.com/in/tonymartignett1/
Twitter: https://twitter.com/TonyMartignett1
Podcast production and show notes provided by HiveCast.fm
“I didn't want to tell someone else's story. I wanted to speak my own,” shares Fanshen Cox, President of Trujulo Productions. Through her company and her podcast Sista Brunch, Fanshen uplifts underrepresented and marginalized voices, giving people a platform to tell their authentic stories in addition to telling her own. She joins Mike Horne in conversation to discuss the importance of authentic storytelling, the difficulties marginalized storytellers face in Hollywood, and the real meanings of truth, justice, and love.
Hollywood has a long history of producing the stories of people with privilege rather than providing resources to marginalized storytellers. This leads to less authentic stories being made where the person telling the story does not actually have the lived experience behind it. Fanshen created her own production company and her own one woman show so that she could tell her own story the way she wanted to tell it. She gave herself the agency that Hollywood would not give her. In order to show stories that are inclusive, diverse, and accurate to the experiences of marginalized communities, it is pivotal to approach those stories from a place of truth. Love is an act of speaking the truth and actively pursuing justice. If you make your stories with love, they are sure to be authentic.
Tune into this week’s episode of the Authentic Change Podcast to learn more about what authentic storytelling means, why it matters, and how you can get started telling your own stories.
Quotes:
“When I got here, I really realized how limited Hollywood was around not just its depictions of different kinds of people, but also internally, it was limited in terms of who was telling the stories. So I learned how to write, I learned how to produce. And the more I got pushed back from Hollywood around how you fit in, the more I decided to pave my own way.” (2:50-3:16 | Fanshen)
“I feel like I was born to do authentic storytelling. And now I get to be in the incredible position of helping others tell their authentic stories as well.” (3:45-3:56 | Fanshen)
“I learned early on that in telling stories, it was a way one to build empathy with the person that was asking. But also, to survive in a world that pushes us to have to make choices around race, gender, and so many things.” (6:40-7:01 | Fanshen)
“We have to begin with our own story and what happens in Hollywood often is that people with privilege and access to resources tell the stories of marginalized people, instead of giving those resources or supporting the marginalized people to tell their own stories. And so I didn't want to do that. I didn't want to tell someone else's story. I wanted to speak my own.” (8:21-8:50 | Fanshen)
“It was really about agency, giving myself agency to tell my authentic story and modeling the importance of the person, the community that experiences things being the ones to tell the story.” (9:13-9:27 Fanshen)
“My company, Trujulo, uplifts stories that speak truth in pursuit of justice, in service of love.” (22:54-23:02 | Fanshen)
“A lot of times we go at pursuing justice without having spoken the full truth first.” (24:02-24:09 | Fanshen)
“Love is speaking the truth and actively pursuing justice. That's how we show love. It's the action of doing those two things. It's not just saying that you love someone. It's not just saying, I love everybody. No, we have to actually see you actively being a truth teller and someone who pursues justice.” (25:04-25:32 | Fanshen)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Fanshen Cox:
www.trujulo.com
https://www.sistabrunch.com/
Podcast production and show notes provided by HiveCast.fm
“I believe SMEs are the key to upskilling and rescaling in your organization. And I believe that if their knowledge is not leveraged, then you are missing an incredibly important opportunity to gather tacit knowledge,” explains Michele Medved, senior instructional designer and corporate learning professional with over 20 years of experience. Michele is the author of The Guide to Working with Subject Matter Experts and she has worked across various industries helping to extract and utilize the knowledge of SMEs to create learning deliverables. She joins Mike Horne in conversation to talk about the importance of gathering the tacit knowledge that all subject matter experts have and how to use that knowledge to give novice employees the information they need to become proficient at their jobs.
When their knowledge and experience is put to good use, subject matter experts can be the key to rescaling and upskilling an organization. Since most of the knowledge of an SME is under the surface and not necessarily documented, it is crucial to know how to ask the right questions to extract that knowledge. Michele uses the acronym FRED which means focused, relevant, engaging, and deep so that she can get the most content rich information out of SMEs when she is speaking with them. Then, she uses that tacit knowledge to create learning tools like simulations, presentations, guidebooks, infographics, and more in order to make that knowledge easily accessible within the organization. When SMEs are properly utilized, their knowledge is able to stay within an organization and help novice employees grow into professionals.
Tune into this week’s episode of the Authentic Change Podcast to learn more about how to fully tap into the expertise and knowledge of subject matter experts within an organization and why this knowledge is important for the success of a business.
Quotes:
“A subject matter expert is a person who has expertise and experience in a specific area.” (3:16-3:23 | Michele)
“We need to leverage that knowledge of the SMEs before it walks out the organization and before it gets lost.” (6:25-6:32 | Michele)
“Going back to the SMEs, I believe they are the key to upskilling and rescaling in your organization. And I believe that if their knowledge is not leveraged, then you are missing an incredibly important opportunity to gather that tacit knowledge, that knowledge that if you look at that iceberg is under the water.” (8:56-9:16 | Michele)
“Part of our responsibility is to assess how to best present information in terms of the needs of the audience, in terms of the timelines, and really, at the end of the day, it's about getting them to change behavior. And what's the best way that we can do that?” (20:48-21:07 | Michele)
“It's really about taking people from a novice to being proficient. And in the olden days, it was pretty easy to do that. You would work alongside somebody, and you would teach them and you would show them how to do it. But with the change and with industrialization, that's just no longer possible.” (23:37-23:56 | Michele)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Michele B. Medved
LinkedIn: https://www.linkedin.com/in/michele-b-medved
Podcast production and show notes provided by HiveCast.fm
“The idea with Whiznook and the gamification was really how do you bridge those two? How do you create an environment that's socially fun and easy and equal?”, shares Anastasia Neddersen, CEO of Whiznook, a company that created a way to gamify team development through data-driven immersive online games. She joins Mike Horne in conversation to talk about how Whiznook helps businesses strengthen their teams.
Whiznook was born out of a desire to combine socialization and team building exercises with the type of data available through surveys and productivity reports. By using these online games, employers get an opportunity to see their teams work together in real time and analyze their actions. This can help pinpoint where there might be issues within a team such as a breakdown in communication or noticing that certain team members are being left out more than others. Whiznook’s current interactive games function similarly to an escape room, providing clues and puzzles that are distributed to different players requiring the team to communicate effectively for a successful outcome. Since these games are online they are a particularly useful tool for remote teams to recognize and resolve problems and strengthen their teamwork skills.
Tune into this week’s episode of the Authentic Change Podcast to learn more about Whiznook and how gamification can help with team development.
Quotes:
“The idea with Whiznook and the gamification was really how do you bridge those two? How do you create an environment that's socially fun and easy and equal?” (11:14-11:24 | Anastasia)
“What's even more interesting is that we've had many teams go through our gamified activity tool, and we see that resiliency score is a really strong indicator in of how the team is. And yes, we put together all these other metrics, but we find that that certain metrics are an even more stronger indication.” (17:08-17:32 | Anastasia)
“The biggest thing for leaders that are participating in Whiznook intelligent games is that not only they will be able to see visually the communication pattern within the group, but then they also will be able to see if there's cliques forming within the group or if there is somebody who is a little bit isolated from the group. And so as a leader, there's definitely opportunities for reflection and understanding how we can create a more inclusive group where there’s a more well-distributed communication pattern.” (24:15-24:53 | Anastasia)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Anastasia Neddersen:
Email | anastasia@whiznook.com
Website | whiznook.com
Podcast production and show notes provided by HiveCast.fm
“One has to recognize that leadership in other cultures might look very different. And I think we all want authentic leadership, but the way that we get to it is indeed a little different,” explains Dr. Rajesh Kumar, Multicultural Educator and Advisor. Dr. Kumar has decades of experience living in different countries and advising companies and individuals looking to cross national boundaries. He joins Mike Horne in conversation to talk about multiculturalism and how it applies to authentic leadership.
In order for companies to successfully work in other countries, they need to truly want to dedicate their time and effort to embracing diversity and building relationships. Without strong relationships, it will not be possible to create long term success. Dr. Kumar explains that Americans have a more short term, project-to-project type mentality. Whereas in Asian cultures, the focus is on relationship building and long term goals. To truly have a multicultural business, leaders must be willing to change their mindsets and show respect for cultural differences.
Tune into this week’s episode of the Authentic Change Podcast to learn more about cultural differences in leadership styles and how to have a successful multicultural company.
Quotes:
“One has to recognize that leadership in other cultures might look very different. And I think we might all want authentic leadership, but the way that we get to it is indeed a little different.” (3:39-3:54 | Rajesh)
“Relationships are very important because without them, you're not going to have trust. And without that, you're not going to be able to motivate or lead people in the right direction.” (8:08-8:22 | Rajesh)
“You've got to create programs, policies, and mechanisms in places that will allow for the diversity to actually flourish. I think that is the most important thing.” (22:51-23:06 | Rajesh)
“The leader has to be one who can inspire people. The leader has to be one who can actually acknowledge these [cultural] differences and actually highlight the positivity of these differences in terms of how this could make the company or the organization a stronger one than might have been the case otherwise.” (24:40-25:08 | Rajesh)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Dr. Rajesh Kumar
https://globalstrategicadvisory.com/about-rajesh-kumar/
https://www.linkedin.com/in/rajesh-kumar-81aa6a10/
Podcast production and show notes provided by HiveCast.fm
“That career you want, that unretirement career, second career, sustainable career over 50 is already inside you,” encourages John Tarnoff, Career Transition Coach. John joins Mike Horne in conversation to talk about midlife career transitions and finding purpose in a new career later in life.
Many people are held back by the limiting belief that once they reach a certain age, they can no longer have a fulfilling career. Through coaching exercises, John helps his clients realize their potential and defy ageist stereotypes. Mostly it comes down to engaging the imagination and helping clients gain the confidence to believe and trust in themselves. We are living longer, and by midlife many people experience a mindset shift that encourages them to look for more profound meaning. This meaning can often be found in a new career.
Tune into this week’s episode of the Authentic Change Podcast to learn more about defying ageism in the workforce and the potential for finding a meaningful new career at age 50 and beyond.
Quotes:
“We’re living longer. We still want to work. We’re a generation that is very motivated by work, and get a lot of meaning and purpose out of that. What are we going to do? So I came up with a prescription, a kind of a self responsible prescription for how people can go about evading the ageist workforce and the broken recruiting and hiring system and sustaining and prolonging their careers.” (5:22-5:53 | John)
“That career you want, that unretirement career, second career, sustainable career over 50 is already inside you. On some deep level, we already know what it is that we want to do. That thing we do best, which is the thing that is most useful. But on the other side of it, getting back to the question of baggage, in order to create that career, in order to create that future, we have to reconcile the past.” (13:02-13:32 | John)
“Getting out of our heads and back into our hearts is where I see a lot of the work.” (18:42-18:49 | John)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about John Tarnoff:
Johntarnoff.com
https://www.linkedin.com/in/johntarnoff/
Podcast production and show notes provided by HiveCast.fm
“We have to focus on human needs within the organization,” shares Dr. Jacquelyn Bergmann, chair of the Organization Development Network 2022 Conference. Dr. Jacquelyn Bergmann and Jason Stubbers, strategic advisor for the conference, join host Mike Horne in conversation to talk about the highlights from the upcoming ODN Conference in Orlando, Florida.
This year’s conference theme is humanizing the future of organizations. Dr. Bergmann explains that there has been a major mindset shift in employees post COVID and organizations must adjust to reflect that shift. In order for organizations to be successful, they need to prioritize meeting human needs versus just prioritizing productivity and profits. Speakers will cover topics that relate more to human needs such as hybrid and remote working environments, mental health issues, and stress reduction. The conference itself meets human needs by offering their events in hybrid form, with all plenary speakers live streamed, providing a decompression chamber where attendees can listen to music and create art, and including events like speed networking so attendees can get to know one another.
Tune into this week’s episode of the Authentic Change Podcast to hear more about the Organization Development Network 2022 Conference and the importance of prioritizing human needs within organizations.
Quotes:
“We have to focus on human needs within the organization. And I think so often in the past, we focused on the processes and the productivity. And now in the post COVID world, things have changed.” (5:45-5:58 | Jacquelyn)
“People are at the heart of everything that we do. And that's what we need to focus on is making sure that our people are happy and healthy, and able to balance what we're asking them to do in the organizations.” (7:30-7:44 | Jacquelyn)
“I think there's a lot that corporate organizations, when it comes to humanizing the organization, can learn from the nonprofit field and really, really look at what it takes to make their employees comprehensively happy.” (8:54-9:12 | Jason)
Links:
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about the Organization Development Network
https://www.odnetwork.org/
Podcast production and show notes provided by HiveCast.fm
“Having healthy self esteem allows you to be a better leader,” explains Nenuca Syquia, CEO and Co-Founder of Better Organizations By Design, a BIPOC and woman owned management consulting firm that designs scalable organizations. Nenuca joins Mike Horne in conversation to talk about the link between self-esteem and leadership and the importance of leadership within organizations.
Leaders with low self-esteem often cause their teams to suffer and can be a major contributing factor to a toxic work environment. Many leaders have been promoted based on their technical abilities with no regard for their individual esteem or leadership qualities. This can cause leaders to be less effective and engage in toxic behaviors like being territorial, hypercritical, or resistant to receiving feedback. It is important to prioritize a leader's self-esteem because leaders are ulitmately responsible for creating the culture at an organization.
Tune into this week’s episode of the Authentic Change Podcast to learn more about the connection between self-esteem and leadership and why it is so important to promote leaders who are confident.
Quotes:
“Leaders are so critical in terms of making or breaking companies.” (4:24-4:32 | Nenuca)
“I know people joke about hating Mondays, but if you actually really do hate Mondays, I would invite you to do some introspection as to why that actually is because there might be something about your work environment that's making that happen.” (6:37-6:50 | Nenuca)
“Having healthy self-esteem allows you to be a better leader and people who don't have that, their teams suffer.” (8:29-8:37 | Nenuca)
“Asking for external help is an act of courage.” (30:01-30:05 | Nenuca)
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Nenuca Syquia:
Website: Boxd.us
LinkedIn: https://www.linkedin.com/in/nenuca/
Podcast production and show notes provided by HiveCast.fm
“I wouldn't be in business for 20 years, if we didn't relentlessly focus on not just initiating great relationships, but nurturing those and sustaining those,” shares David Nour, CEO of Nour Group, a world-class global revenue growth advisory and managing services firm. David joins host Mike Horne in conversation to talk about ways to empower leaders to build, scale, and refine their businesses.
In the right environment, employees feel safe to test new ideas and make their unique voices heard. In order to attract and retain the best talent for your organization, the focus needs to be on building and maintaining relationships. The best business leaders are always learning and keeping up the tenacity they had in the early days of the company. When complacency hits, growth slows to a halt. By focusing on sustaining relationships, elevating the voices of employees from all different backgrounds, and continuing to push the envelope by trying new things, leaders can ensure their business will continue to expand and succeed.
Tune into this week’s episode of the Authentic Change Podcast to learn more about the best way to empower leaders to build their businesses to both achieve and maintain successful growth.
Quotes:
“If you can build an environment where people can quickly test ideas, you can hopefully quickly figure out what worked, what didn't, and be willing to kill 999 flowers to grow that one oak tree.” (6:09-6:23)
“What happens over time is in some ways, success breeds complacency.” (8:35-8:40)
“The day you stop learning, and stop growing as a leader, manager, and individual contributor, is the day you become complacent. And the day you become complacent, you're no longer valuable to your biggest asset, which I believe are your relationships.” (9:34-9:48)
“I wouldn't be in business for 20 years if we didn't relentlessly focus on not just initiating great relationships, but nurturing and sustaining them.” (21:48-22:00)
“I am always going to want the best version of you. I'm always going to push you to show up in the best possible version of yourself. And you may not be able to see that version, but I can see the ingredients. And when you come up short, I'm disappointed for you because I know what you're capable of.” (26:04-26:26)
“It goes back to making the time and creating the space so others can be heard and feel valued. It is important that others feel like their ideas, their perspectives, and their voice matter.” (30:13-30:26)
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about David Nour:
Website: nourgroup.com
Podcast production and show notes provided by HiveCast.fm
“I knew it was technically possible to make the bagel I want to eat,” shares Emily Winston, founder of Boichik Bagels in Berkeley, California. Growing up in suburban New Jersey, Emily cherished the days when her father would bring home H&H bagels after a long day of business in New York. When H&H went out of business in 2011, Emily was devastated and became determined to recreate the bagel that she had longed for. After 5 years of trial and error, Boichik Bagels was born. Emily joins host Mike Horne in conversation to talk about her experience creating her perfect bagel and how she scaled it into an efficient business model.
When Emily first figured out her bagel recipe, she was not thinking about using them to launch a career. Since she had a master’s in mechanical engineering, owning a bagel shop was never anything she had anticipated. After a lot of encouragement from her friends to pursue her passion, Emily began to get involved with the Bay Area’s rich entrepreneurship food scene, taking business classes and doing extensive networking. While she began with pop ups, Emily quickly realized that people would actually pay money for her bagels. This ultimately inspired her to invest in the necessary equipment to make bagel production more efficient and eventually led to the opening of her own shop.
Tune into this week’s episode of the Authentic Change Podcast to learn more about how Emily turned passion for bagels into a full scale and successful business.
Quotes:
“I never grew up thinking I was going to have a bagel shop. Not in a million years would I have guessed that I’d wind up where I am today.” (2:15-2:21)
“Eating a lot of bagels was very much part of our standard family tradition. Sunday morning, my dad would go out to the local bagel shop, buy a bag of bagels. We'd have bagels with cream cheese and lox, and the Sunday New York Times would be spread around the kitchen table. It was great.” (2:39-3:02)
“Fast forward many years I found myself in California and the bagels were not good. So I stopped eating them.” (4:42-4:48)
“I knew it was possible to make the bagel I’d want to eat. So I just embarked on this new obsessive quest to recreate my bagel for me to eat.” (6:48-6:59)
“I'm an engineer and I love equipment. I want the equipment to be efficient or else I am not going to do it.” (14:34-14:39)
“Look, we're gonna do it, and it's gonna be hard. It's okay for something to be hard.” (37:18-37:21)
Links:
Connect with Emily Winston:
Website: boichikbagels.com
LinkedIn: https://www.linkedin.com/in/emily-winston-8392672/
Connect with Mike Horne:
LinkedIn: https://www.linkedin.com/in/mikehorne1/
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Podcast production and show notes provided by HiveCast.fm
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Mark Herschberg the author of The Career Toolkit.
From tracking criminals and terrorists on the dark web to creating marketplaces and new authentication systems, Mark has spent his career launching and developing new ventures at startups, Fortune 500s and in academia. He helped to start the Undergraduate Practice Opportunities Program, dubbed MIT’s “career success accelerator,” where he teaches annually. At MIT, he received a B.S. in physics, a B.S. in electrical engineering & computer science, and an M.Eng. in electrical engineering & computer science, focusing on cryptography. At Harvard Business School, Mark helped create a platform used to teach finance at prominent business schools.
Key Takeaways:
[2:29] Why the Mark write Ther Career Toolkit?
[3:54] Mark talks about the biggest takeaways from his book.
[4:29] Who benefits the most from the teachings in Mark’s book?
[5:37] Mark speaks about peer learning.
[9:00] Mark relates learning to self-awareness as a way of promoting people to bring more of who they are to what they do.
[10:56] How can people identify their set of leadership skills in addition to what might be expressed in a peer learning situation?
[11:53] Who are Mark’s inspirational superheroes?
[13:07] Does following certain applications lead to a path of success?
[14:47] What do employers bring to employees and vice versa?
[16:51] What are the conversations that leaders have to be having relative to careers?
[19:56] Great power brings great responsibility.
[20:38] Why do people need a career plan?
[22:27] Who needs to invest in designing a career plan?
[23:42] How do people get their managers interested in their careers? An annual review can help.
[26:36] Mark talks about how some managers work versus how leaders guide and train.
[28:28] Mark speaks about authenticity and integrity coming together in a career plan.
[29:43] Mark talks about his free app and how it works.
[32:22] Mark is a renowned ballroom dancer and he shares his wonderful experience as a dancer and how it helped him with his public speaking.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Visit The Career Toolkit Book
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host, and I am joined today by Richard Newman who provides insight on authenticity and integrity in ways that are uniquely shaped by his experience. Richard is an award-winning writer and an in-demand speaker, with expertise in leadership communication, storytelling, mindset, and personal impact. He is the founder and CEO of BodyTalk, global leaders in evidence-based communication since 2000, Richard and his team have trained 100 thousand people worldwide with clients from 46 countries.
Key Takeaways:
[2:26] Richard shares about himself.
[5:40] The key to greater communication: Lift.
[8:31] How do we know when someone is ready to be lifted?
[10:19] What values drive people to lifting behaviors?
[14:15] You have to be the real deal in order to achieve real connections among people.
[17:20] Entering the pandemic, how did Richard experience our ability to be authentic with one another?
[21:23] Does my leader care about me?
[24:34] Richard talks about the advancements achieved in the last few decades in the work field.
[25:45] People need to know they have a meaningful reason to move in one direction or the other.
[27:04] A leader needs to start with intention rather than with strategies and tactics.
[30:44] Richard talks about the alignment between purpose and words.
[35:40] What does BodyTalk teach?
[37:49] What is next in the world of work for Richard?
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
BodyTalk
BodyTalk on Instagram
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Sam Horn, who is the founder and CEO at the Intrigue Agency; she’s a keynoter, a best-selling author, a consulter, and a media resource. Sam is the author of Someday Is Not a Day in the Week: 10 Hacks to Make the Rest of Your Life the Best of Your Life, which content really reflects on the concept of authenticity and integrity. Sam shares today how to unleash your potential and to stay aligned to your values.
Key Takeaways:
[2:23] Sam shares about herself.
[3:36] Sam expands on the concept of “meaningful next.”
[4:30] How does Sam approach integrity as a successful businesswoman?
[6:18] How does Sam begin to connect her clients with their greatness?
[10:05] Sam shares the secret sauce to unleash your potential through the four As.
[14:50] If you don’t name it you don’t own it.
[15:18] To be authentic we need to have done the work.
[22:32] How are attitudes and values related?
[24:28] Sam shares a story to explain how it feels to be out of alignment with your own values.
[27:08] What was the outcome of writing Someday Is Not a Day in the Week?
[29:58] What is the most exciting thing Sam is going through now?
[32:53] Sam shares a special story.
Mentioned in this episode:
Learn more about Mike Horne on LinkedIn
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
SamHorn.com
INTRIGUEagency.com
TongueFu.com
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Angie Chaplin, who is a leadership speaker, facilitator, educator, and coach, with more than two decades of work in organizational leadership and human resources. Angie owns Mindful Leadership, a consulting business that has been operating since October 2020. Leveraging her own journey from alcohol addiction to business owner, Angie expanded Mindful Leadership's impact in 2022 by adding Mindful Recovery. Offering addiction recovery support through online meetings and courses, Mindful Recovery integrates science-based recovery pathways with self-leadership practices backed by four decades of research.
Key Takeaways:
[3:05] Angie describes herself.
[4:39] Angie shares her journey in understanding her values.
[6:41] Angie talks about the Leadership Challenge.
[8:21] We choose our values.
[9:42] Leadership is a way of life, a consistent approach throughout different areas of your life.
[11:50] Angie discusses how people are increasingly more aware of behaviors in the workplace as symptoms, but only when we get to the source of the problematic behavior can we really address it.
[14:43] How do leaders model the way in today’s environment?
[17:01] We get unlimited values in life, but Angie explains her work on 55 of them.
[23:08] What happens when we incorporate values into our behaviors?
[29:20] Keep present that someone else’s values can be different than yours.
[30:40] Doing what you say you will do is key in leadership.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Angie Chaplin
Email Angie at angie@angiechaplin.com
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Michael Kurland, CEO and founder of Branded Group, also a host of Be Better Podcast. In this episode, Michael shares the set of values he has promoted in his company by leading with purpose and giving back to his community.
Key Takeaways:
[1:39] Michael introduces himself.
[5:25] Michael dives deep into the changes that happened in his life in 2013, and what drew him into the greatest transformation of his life.
[9:15] Where does “Be Better” come from?
[11:01] Employees came up with: Be better, be humble, be altruistic, be honest, be adaptable.
[11:44] Michael talks about how personal and organizational values are intertwined.
[13:58] Michael talks about the beginnings of Be Better program.
[17:11] Being altruistic has proven to be difficult during the pandemic.
[17:49] Michael recognizes that staying humble can be a challenge when you are growing a company successfully.
[18:45] Michael talks about how the company’s values have evolved with time.
[20:40] Michael talks about his personal growth during the past eight years and how it is connected to his current state of happiness.
[22:22] Michael speaks on his perspective about authenticity.
[24:47] What is Michael’s coaching approach?
[27:50] How do you stay involved as a leader when you give people plenty of autonomy?
[29:27] Michael encourages people to really listen, reach out and connect, getting over the fear of rejection.
[31:23] Michael shares tips with people who want to develop successful careers.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Branded Group
Be Better Podcast
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Kathryn Owler an expert on happiness, fun, and joy work. Her mission is to provide people who are unhappy at work with easy-to-follow (empirically proven) steps that they can take immediately to achieve greater joy and purpose at work. In today’s episode, Kathryn shares practical ways to support and promote a happier and more fulfilling workplace.
Key Takeaways:
[2:24] Kathryn shares a few words about herself.
[5:01] Kathryn talks about critical thinking as a very useful tool but emphasizes the significance of joy.
[6:03] Kathryn shares her definition of joy and happiness.
[10:23] Kathryn speaks about a particular research project she conducted.
[12:24] After resigning from her “dream job” Kathryn asked herself: Have I made the right decision?
[14:31] What contributed to Kathryn feeling miserable in that job?
[17:04] There is no perfect job.
[18:15] Mike talks about one of the keys of engagement.
[19:16] Kathryn talks about the value of relationships at work.
[22:03] How can you support people to take responsibility for their own happiness?
[23:30] Kathryn talks about communication.
[26:11] How is a team encouraged to have joy and happiness at work?
[28:10] How to apply these concepts to jobs that are not necessarily purpose filled jobs?
[31:08] Kathryn shares her research on finding purpose at work.
[32:25] People tend to criticize rather than seek ways to optimize efficiency.
[34:40] How Kathryn’s work was impacted by the global COVID pandemic.
[37:45] Kathryn shares practical tips with the audience.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Connect with Kathryn at The Happiness at Work Coach
Download Three Simple Steps to Enjoying Every Job
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Iliana Berkowitz, founder and owner at As Kneaded Bakery in San Leandro, California. In this episode, Iliana is sharing her journey as an entrepreneur, her passion for what she does, and how she conducts her business, combining her authentic self and delivering value along with delicious artisan bread she and her team bake daily.
Key Takeaways:
[2:49] Iliana shares her journey as an entrepreneur.
[4:20] Iliana talks about her career prior to starting her business.
[6:42] Iliana shares the journey of exponential growth her company went through in the past five years.
[8:25] What happens to the culture when an organization grows?
[10:20] Iliana speaks about the structure of roles among the staff in her bakery.
[11:52] Who is Iliana as a leader?
[14:03] How is Iliana balancing her long-term vision with her day-to-day operation?
[17:52] How does Iliana attract the right kind of talent she needs for her bakery?
[20:25] Iliana speaks on community craft and culture.
[26:35] Iliana shares insights about diversity in the workplace and creating a positive and nurturing environment for the employees.
[30:40] Iliana shares her advice to leaders.
[33:35] What are the ways in which leaders can encourage people to bring more of who they are to what they do?
[35:55] Iliana talks about the benefits of being an extrovert and always being accessible to her staff.
[37:28] Iliana is currently working on balancing her life.
[41:10] Iliana shares the origin of the name As Kneaded Bakery.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Email Iliana at askneadedbakery@gmail.com
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host, and I am joined today by Ron Carucci. Ron is the co-founder and Managing Partner at Navalent, he has a 30-year track record of helping organizations adopt strategies that lead to accelerated growth, and designing programs to execute those strategies. He is also a two-time TED speaker and the best-selling author of eight books, including the Amazon #1 Rising to Power: The Journey of Exceptional Executives and he recently released To Be Honest: Lead with the Power of Truth, Justice, and Purpose, Ron is a regular contributor to the Harvard Business Review.
In this episode, Ron and I discuss the challenges of hybridized leadership, the change in paradigms in the workplace as the root cause of the Great Resignation, and how honesty, integrity, and authenticity are fundamental values that need to be integrated into all organizations wishing to provide a sense of meaning and belonging to their members.
Key Takeaways:
[2:49] Ron talks about his personal and professional career.
[4:20] Ron talks about the pathways that led him to the state of abundance he is today.
[8:20] Ron shares one of the most consistent things he hears coming from his clients at Navalent, and it is the recognition of the deep care Navalent shows for them.
[10:04] Ron talks about how his values show up in the work with clients.
[13:40] Ron explains how change is meant to be hard even when we choose it.
[15:42] Ron shares his observations in regards to the process of transformation and to the expectations a client could have when beginning their work with Navalent.
[18:12] Ron shares his definition of honesty: justice and purpose, say and do the right thing and do it for the right reason.
[19:03] Mike talks about the selection problem existing in the leadership field, technical skills are not enough to make a good leader.
[20:18] Ron talks about the challenges of leadership becoming hybridized.
[20:54] Studies about the reasons behind the Great Resignation show that people are looking for two things from their jobs: meaning and belonging.
[22:03] Discover your purpose.
[24:08] There is a change of paradigm about employees, from “Everyone is replaceable” to knowledge workers which is a different level of investment.
[24:33] What is on the horizon for executive development?
[27:20] Ron talks about his message in his latest book: To Be Honest: Lead with the Power of Truth, Justice, and Purpose.
[28:40] Ron shares one of his favorite stories including in his book.
[30:16] Ron explains how authenticity and integrity manifest in the workplace.
[34:27] We have to equip leaders to lead with intention.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Navalent
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Mo Hamzian, who is the CEO of VEL and is changing the future of work. Mo is an expert in investment strategies, partnerships and alliances, transformation and growth, capital funding, and complex negotiation.
In this episode, Mike and Mo talk about the evolution of work and how the coffee shop experience is offering an innovative way of working, keeping connection and community as priorities.
Key Takeaways:
[2:30] Mo introduces himself.
[6:30] What is next for work according to Mo?
[8:55] What does a remote workplace look like? What are its main features?
[11:40] How is community created in these workplaces?
[18:30] Commuting while remote working is possible.
[19:30] Mo talks about the cons of co-working.
[21:44] What type of person is using VEL?
[25:31] Mo describes the hospitality aspect: Being a caregiver.
[27:07] What are the earliest developments that are occurring?
[29:48] How does Mo balance the transactional environment with the clubbiness aspect?
[33:10] What are the challenges of scale?
[34:05] Vel offers high-quality work from a couple to several hours a week.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
MyVEL.com
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Scott Cantrell who is the founder of Smart Solutions Media. He founded Smart Solutions Media to help coaches, consultants, and other business experts bring clarity, confidence, and control to their marketing efforts. Using proven strategies, we help our clients to establish authority in their marketplaces so they can fill their pipelines with quality leads. In today’s episode, Scott shares his way of thinking about how people build credibility and authority in the marketplace, and how this intersects with integrity and authenticity.
Key Takeaways:
[1:50] Scott introduces himself and his work at Smart Solutions Media addressing market, message, and media.
[6:21] What drives an individual to move to market and to bring value to the world?
[10:02] Successful people are driven by a bigger purpose than just benefiting themselves.
[13:30] How do you choose a bigger mission over self-benefit?
[15:08] Identify which group is going to benefit the most from the work that you do.
[15:41] A lot of entrepreneurs start by asking what is needed in order to create a successful business that addresses a demand in the community.
[19:30] Scott shares what his experience in many industries has shown him about a common challenge that people struggle with: The question of differentiation.
[22:29] In order to be authentic you have to be willing to be vulnerable.
[23:55] Credentials are important but someone who brings a little more of who they are to what they do creates a bigger impact.
[27:03] Scott shares an example of displaying empathy in a crowded marketplace.
[30:45] Scott talks about how trust is built.
[32:11] Why are people so attracted to “the shiny new object”?
[34:55] Scott shares about the outcomes of a successful engagement.
[37:04] Clarity, confidence, and control.
[39:33] If you have meaningful value in the marketplace, that is not just a business opportunity, it is an obligation to share that value with the world.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Smart Solutions Media
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am delighted to be joined today by Genein Letford. Genein is the author of Seven Gems of Intercultural Creativity: Diamond Connect Create and Innovate Across Cultural Lines. Genein Letford is an award-winning speaker, best-selling author, and corporate trainer on creative thinking and Intercultural Creativity™. She is the founder of CAFFE Strategies, and has inspired and led many to reconnect with their creative abilities in order to produce innovative ideas for an inclusive workspace. Her unique training intersects creative thinking development with building a culture of inclusion and belonging. She believes creative literacy is a critical skill and she is often called ‘America’s Creativity Coach’ for her work in reigniting creativity in our workforce.
Today, Genein dives deep into the meaning of intercultural creativity and its crucial importance in today’s workforce, she also explains in detail each of the seven gems which are the backbone of her latest book.
Key Takeaways:
[3:20] Genein talks about Intercultural Creativity.
[4:40] Genein talks about the origins of her work.
[6:24] Genein shares her definition of Creativity: Creativity is the process of problem finding and problem-solving with relevant value and novelty.
[7:26] Genein talks about what the research shows in regards to intercultural creativity.
[9:34] What comes after creativity?
[10:13] Genein talks about the seven gems: Growth mindset, Empathy, Cultural Observation.
[14:07] The fourth gem is cultural curiosity.
[16:19] The fifth gem is perspective taking and perspective-shifting.
[19:41] The sixth gem is authentic adaptation.
[22:24] Genein talks about the concept of integration.
[25:10] The seventh gem is being a bridge.
[29:05] How can we make the seven gems practical in the world of work?
[31:40] How can we connect better with each other?
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Genein Letford
Connect with Genein on Twitter, Instagram, Facebook, and YouTube
Listen to Genein Letford’s Podcast
CAFFE Strategies
I Am Creative, Shawn Letford, Genein Letford
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Jason Marc Campbell, the creator of Selling with Love and the podcast host of Impact at Work Interview Series and Selling with Love Podcast (formerly known as Superhumans at Work). Jason is passionate about showing that there is another way of seeing sales and a better way of approaching them, keeping authenticity and congruency as priorities.
Key Takeaways:
[2:05] Jason talks about his professional career.
[5:05] Jason talks about the world of sales and its relationship with authenticity.
[7:41] What is the new archetype for the person that sells with love?
[9:04] Who are your role models? In which ways do you think they are salespeople?
[10:11] Jason shares his definition of sales.
[12:21] The five ways of selling.
[13:41] When you use any technique in sales it is not manipulation, it is empathy.
[14:02] What do salespeople need to fall in love with in the process?
[17:45] Jason explains why the beauty of the world was created through sales.
[19:21] How do people get to the state where their time is worthy of their purpose?
[20:16] Start by loving the impact that you make.
[24:20] Mike and Jason talk about the differences between salespeople and sales leaders/executives.
[26:06] Sales is a lot like parenting.
[29:20] How do we do better? Be curious about it.
[31:16] Where does integrity fit into selling with love?
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Integrity By Design: Working and Living Authentically, Mike Horne
Selling with Love Podcast
Join the Selling with Love Challenge
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Jim Young who describes himself as a men’s burnout coach, he frequently works with Millenials and GenXers, who generally are CEO dads. Jim is a burnout survivor, a highly experienced coach, he has spent thousands of hours training on relationships and cares about helping eliminate burnout from people’s lives.
Key Takeaways:
[2:13] Jim describes himself.
[3:09] What is burnout?
[5:46] Jim shares his own experience with burnout.
[6:35] What were some of the clues that showed Jim he was not bringing his whole self to work?
[8:05] Jim talks about the process of realizing he was suffering from burnout.
[9:11] Where can you seek help when going through burnout? Reach out to your community.
[10:36] Jim speaks about one of his 51 Life Lessons: Be an Expert on Yourself.
[13:15] Burnout was a cataclysmic event in Jim’s life.
[15:44] Jim describes authenticity in the workplace.
[17:37] How does the heart get depleted in the workplace?
[19:12] Jim talks about to-do lists.
[20:32] What are the motivators for change and transformation towards a more authentic leadership? Willingness and awareness.
[22:21] Ask yourself, why are you doing what you are doing?
[23:52] Is it possible to move fully from burnout into richness?
[25:05] What is your purpose?
[28:10] Everyone deserves to be loved. How do we create loving organizations?
[31:05] Jim shares his perspective in regards to the difference between how men and women experience burnout.
[33:31] Jim talks about the “confidence” piece.
[34:55] Confidence, competence, and calmness.
{36:10] Why is Jim's practice called The Centered Coach?
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Jim Young’s work at The Centered Coach
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by John Ryan, president of John Ryan and Associates and he has been helping people prosper for more than 20 years.
John shares with us his unique view about authenticity, integrity, and the alignment of our values not only at the workplace but also in other aspects of our lives.
Key Takeaways:
[1:55] John talks about his work increasing employee engagement.
[3:52] What was the “desperation” that took John to start working on training?
[6:25] How does John describe authenticity?
[9:48] John talks about the different levels of awareness of values.
[11:34] What are the values behind authentic leadership?
[13:50] There is something to lose when going against the values of a company.
[15:10] What are the drivers for an individual to immerse him or herself in a company’s values?
[18:06] John speaks on the value of consistency.
[19:15] John shares his perspective about the new shape of the work world.
{20:32] John talks about his work in John Ryan and Associates to increase engagement.
[21:59] John emphasizes the value of vulnerability.
[23:30] What has to remain in an organization to support growth and development?
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
John Ryan Leadership
Welcome to another episode of The Authentic Change Podcast, I am your host Mike Horne, and joining me today is Darya Funches who is a transformation expert for individuals, organizations, leaders, and communities, her focus is on helping them reach their greatest potential. Darya is the president and founder of REAP Unlimited a company focused on Transformational Services.
Today, we talk deeply about transformation, its meaning, value, and how our belief systems can get in the way of an authentic transformation.
Key Takeaways:
[2:35] Darya talks about her professional journey.
[3:45] What is different about the concept of transformation?
[7:30] Real transformations are deep.
[8:31] Is work in a transformative period now?
[15:22] What is the nature of congruency and alignment with respect to the outcomes of transformation?
[18:30] You might have to suspend (or even dismantle) your belief system when beginning a transformational journey.
[20:30] Darya talks about how she approaches her clients’ belief systems along with the results they are seeking.
[22:10] Can you bring your all-self to work?
[27:03] Darya talks about her current projects.
[32:40] Trust is the foundation of authentic leadership and team performance.
[38:25] Things can be different.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Read Darya’s work on Unity Centralia
Follow Darya Funches on LinkedIn
REAP Unlimited
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Dino Cattaneo. Dino is a Leadership Advisor, Executive Coach, and Advisor, he works in strategy and digital transformation, and he also hosts a podcast named Authentic Leadership for Everyday People.
In today’s episode, Dino and I are talking about how everyone can exercise leadership in their everyday life, we discuss the meanings of integrity and authenticity, and we dive deep into how we can become the best version of ourselves starting by being open, transparent, and vulnerable.
Key Takeaways:
[4:01] Dino talks about himself.
[9:06] Dino shares how he made the decision to leave his job and start his own consulting business.
[13:14] Dino talks about the beginnings of his career as a coach.
[15:39] Give yourself the opportunity to do what you love to do.
[17:58] Integrity is a quality, authenticity is a state.
[19:17] What is authentic leadership for everyday people?
[25:23] Everyone can exercise leadership.
[28:45] Dino explains why now is a fascinating time to work on leadership.
[29:08] Dino extends his advice to everyone intending to become the best version of themselves in 2022.
[34:15] Integrity often gets tested.
[35:33] How do you measure success?
[37:44] How can we encourage more trust in relationships?
[40:45] Having the ability to learn and embrace frustration is courageous.
[41:25] Dino talks about the ability to assess consequences.
[43:06] Dino gives advice through music: be yourself no matter what they say.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Follow Dino Cattaneo on LinkedIn
Visit Authentic Leadership for Everyday People
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am delighted to be joined today by Laurel Donnellan. Laurel helps professionals do work they love and organizations provide lovable work. She interviews extraordinary leaders from all sectors on The Compassionate Leaders Circle Podcast and is a leadership contributor at Forbes.com. In today’s episode, Laurel dives deep into the meaning of compassion and how to put it into practice not only in regard to others but also in respect to the planet. Laurel also outlines the benefits of fostering a compassionate culture and shares priceless key lessons about compassion.
Key Takeaways:
[2:04] Laurel talks about the origins of The Compassionate Leaders Circle.
[3:41] Laurel shares her thoughts about compassion not just in regards to people but also related to the planet.
[6:10] Is compassion a value, an emotion, a feeling, or all of that?
[8:20] Laurel explains how authenticity and integrity are associated with actions.
[10:42] A first place to start is identifying what you are worried about.
[10:53] Laurel talks about the three kinds of compassion that need to exist to have a compassionate culture: Self-compassion, vulnerability, and compassion for others.
[12:47] How is compassion manifested in terms of leadership?
[15:25] You can’t be authentic and say “Everything is fine”.
[17:50] What are the benefits that arise from fostering a compassionate culture?
[19:41] What are the key lessons that Laurel shares about compassion?
[20:19] Compassion can be fierce or gentle.
[21:09] Compassion can be learned, you don’t have to be born compassionate.
[21:56] Laurel describes her life in compassion.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
The Compassionate Leaders Circle Podcast
Connect with Laurel Donnellan on LinkedIn
Visit Laurel’s website: CompassionateLeadersCircle.com
Tweetables and quotes:
“Compassion is preventing or alleviating suffering.”
“It is hard to be authentic when you don’t know what turns you on.”
“If you are making everyone happy, you are not telling the truth.”
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Denise Cooper, who is the founder and CEO of Remarkable Leadership Lessons Inc, a successful leadership firm that offers semi-custom programs that teach executives leadership behaviors that create sustainable high-performance inclusive organizations. Denise has a book with the same title: Remarkable Leadership Lessons: Change Results One Conversation at the Time, which she talks about in this episode. In today’s conversation, Denise explains the most valuable lessons a leader must know in order to promote an authentic environment that fosters change and is led with integrity and trust.
Key Takeaways:
[2:39] Denise speaks a few words about herself.
[4:08] Denise shares some of the remarkable leadership lessons.
[5:55] Does your team understand exactly what results you are trying to achieve?
[6:31] What gets in the way of us really getting to know ourselves?
[8:43] Denise shares a valuable example about leadership.
[10:10] Be careful what you teach to people.
[12:05] How to start understanding yourself better?
[13:12] Being curious can be hard.
[16 09] Denise talks about “living with failure”.
[18:30] Denise highlights the importance of context.
[20:02] Sometimes less is more.
[22:30] Denise talks about HR not being actualized in regards to measuring individual or collective performance.
[23:45] We should be measuring how we build capacity.
[25:46] What are the obstacles for change to happen more rapidly in organizations?
[28:55] What causes leaders to be encouraged to know themselves better and to be curious about their staff?
[33:28] What is an offer that you could not refuse?
[33:55] The reason why we stay in a job is not money, it is the feeling that what we do matters.
[36:33] Community is equally important as culture.
[40:20] Denise shares a piece of general advice: understand where your areas of safety are.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Remarkable Leadership Lessons: Change Results One Conversation at the Time, Denise Cooper
Reach out to Denise Cooper on Linkedin or Twitter.
Visit Denise’s website Remarkable Leadership Lessons Inc
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Robert W. Jake Jacobs who for more than 35 years has been working in a variety of industries and has been supporting thousands of people in important changes in their business. He talks in today’s episode about his new book Leverage Change: 8 Ways to Achieve Faster, Easier, Better Results.
Key Takeaways:
[3:20] Jake shares a little about himself.
[6:40] What are the reasons why Jake wrote his latest book?
[8:22] How can we make personal change great?
[10:23] Paying attention to continuity is a way of diminishing the anxiety caused by change.
[13:15] Jake talks about the origins of the concept of levers.
[16:20] What is the relationship between leadership and the struggle to change?
[21:45] Jake explains why change should be customized.
[23:22] Are there some levers more difficult for people to grasp than others?
[29:10] Find opportunities for people to make meaningful differences.
[30:05] What would Jake say to the person who wants to start working with the 8 levers for change but doesn’t really have a lot of time?
[32:14] Jake believes that there are different ways in which people can share value.
[32:55] Levers work for individuals, teams, and organizations.
[36:10] How do we take leverage into our own hands? Start by embracing change, it is the way of doing more with less.
[39:17] Shifting paradigms opens the doors to new possibilities.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Jake Jacobs Consulting
Download Jake’s e-book: 27 Ways to Make Your Change Work Faster, Easier, and Better… Immediately!
You Don’t Have to Do It Alone: How to Involve Others to Get Things Done, Richard H. Axelrod, Emily M. Axelrod, Julie Beedon, Robert W. Jake Jacobs
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Scott Span, who is a people strategist, leadership coach, change and transformation consultant, and CEO of Tolero Solutions. Scott’s work focuses on people whom he considers to be the greatest asset of any organization.
In today’s episode, Scott shares his perspective on the core of the most successful leaders and how to promote a healthy and real environment in an organization.
Key Takeaways:
[3:48] Scott talks about his contribution to the new book: The Successful Spirit.
[5:40] Scott talks about authenticity as the common feature of most successful leaders.
[6:27] What is behind an authentic leader? Vulnerability and trust.
[7:27] Scott talks about the importance of the alignment between purpose and passion.
[9:05] Who does Scott “keep it real” in his work?
[10:08] Scott talks about trust and integrity being aligned.
[13:42] Are integrity and authenticity different sides of the same coin?
[14:50] What is the problem we are trying to solve in organizations?
[16:39] Is our challenge to create alignment to ease the flow in organizations?
[18:30] The purpose of coaching is to promote happiness.
[18:45] Coaching is maximizing people’s potential or promoting their ability to maximize their potential.
[19:55] Scott explains how he helps clients enter the path of congruency.
[21:00:] Mike highlights humanistic values.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Tolero Solutions
Reach out to Scott Span on LinkedIn
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Jeff Pollack, who is a remarkable human being and has been navigating employee diversity and sensitivity issues with modern approaches, bringing decades of experience to this work. Jeff is the President of Good-Bye Harassment and he has associated with Mintz & Gold.
In today’s episode, Jeff and I are talking about various relevant topics, such as sexual harassment at the workplace, the distinction between illegal acts and behaviors that go against company policies, the different kinds of disputes and disparities, and how to help people understand the challenges arising at the workplace every day.
Key Takeaways:
[1:45] Jeff talks about his professional journey.
[2:30] What brought Jeff to start his work on sexual harassment in the workplace?
[4:43] How does Jeff talk with people about the unwanted situations that can occur at the workplace but are not illegal?
[6:11] What are the important values?
[6:27] Jeff explains the Mother-Daughter Test.
[8:45] People want to be heard.
[10:49] How does Jeff help people that experience disparity at the workplace?
[13:25] How to begin providing an orientation about the world of work and the challenges associated with it?
[15:50] How to create circumstances where people can have open and honest communication?
[17:27] Do the dispute arrive that frequently on Zoom mediated environments?
[19:31] Jeff talks about searching for the source of the dispute or disagreement.
[21:30] What are the techniques and methods Jeff uses when working with people that are almost “at war” with each other?
[23:15] How does Jeff bring his authentic self to his work?
[26:18] Jeff dives deep into the topic of leadership and effective employee relationships.
[28:51] Jeff gives his advice for people aiming to engage authentically: Practice presence and awareness.
[30:39] It is always better to call first and ask the question, it is easier than undoing something that was wrongly done.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Email Jeff Pollack at pollack@mintzandgold.com
Call Jeff Pollack at (212) 696-4848
Good Bye Harassment
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Ronda Robinson, who is a Master Performance Consultant and the creator of Practical Empathy. Ronda is also the founder of the Legendary Leaders Club.
Ronda and I discuss integrity and authenticity in the leaders of today’s world. Ronda explains the crucial importance of empathy from leadership as the most critical driver of overall performance.
Key Takeaways:
[1:57] Ronda talks about her professional journey.
[3:01] How do we work and improve in the workplace today?
[3:55] Ronda shares how things have changed during her 30 years leading leaders.
[4:45] Ronda speaks about empathy from leadership as the most critical driver of overall performance.
[6:06] Ronda provides some examples of empathetic leaders.
[8:16] How does Ronda help leaders to show that they care?
[9:56] Ronda explains the focus of Practical Empathy.
[10:25] Ronda details what the five triggers are about.
[11:27] Ronda provides some examples of Practical Empathy in action.
[15:30] Practical empathy can be applied to many situations in the workplace
[18:00] Leaders care about their people, they just don’t know how to show it in a way that remains authentic to their style.
[19:34] What are some of the words Ronda hears from her clients to describe authenticity?
[21:29] What are some ways to encourage the openness that might be required to advance as an authentic leader?
[22:55] What are the personal benefits of being an empathetic leader?
[24:41] Ronda shares some key lessons on empathy.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Practical Empathy
The Legendary Leaders Club Private Facebook Group
Follow Ronda Robinson on Twitter
Email Ronda at ronda@legendaryleaders.com
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Cindy Miller, Ph.D., PCC, who is an International Coach Federation certified coach and an Immunity to Change certified coach. She is a trusted coach and effective facilitator who has helped hundreds of leaders develop their potential, achieve their goals and lead large-scale changes. An experienced leadership, team and organization development consultant, Cindy has held global leadership roles in the biotech, pharma and financial services industries. She holds a Ph.D. in Human and Organization Systems and an MA in Human Development from Fielding Graduate University and BA from Georgetown University. Her original research on Meaningful Work Over the Life Course has inspired many to find more meaning in their work and in their lives.
In this episode, Cindy shares her vast experience in the field of coaching. She explains how adversity and suffering are catalysts to learning and change, and how these struggles lead to happiness and joy. Cindy also talks about how she assists leaders in the never-ending path of becoming a great leader.
Key Takeaways:
[3:07] Cindy shares about herself.
[4:09] What are some of the values that underlie Cindy’s work?
[5:27] What led Cindy to the belief that strengths and talents are given to people to be used in service of others?
[7:25] Nate shares why he thinks the goal of coaching is meant to increase happiness.
[8:26] Cindy talks about the meaning of suffering, pain, and happiness.
[10:55] Cindy shares about the concept of joy.
[12:39] Cindy shares about the ways she meets her clients at a moment of change.
[13:39] We all know what makes a good leader, especially after having the experience of meeting a bad leader.
[15:50] Cindy discloses her criteria to work with a client: readiness and willingness.
[17:51] How does Cindy help people become who they are?
[18:42] One of the toughest skills as a leader is to learn how to give constructive feedback.
[21:31] We never master leadership.
[23:00] Cindy explains how someone can ask for feedback.
[24:40] Cindy talks about how she measures outcomes and the importance of beginning with the end in mind.
[27:23] Cindy addresses the dilemma of managers and the power structure.
[28:44] Everything starts with self-awareness in terms of leadership development.
[32:05] Cindy talks about people at the bottom levels in hierarchical structures.
[34:45] Invest, empower, and encourage.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Immunity to Change Seminar
Cindy Miller Associates
Email Cindy at cindymillerassociates@gmail.com
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Betsy Hostetler, who is an Organizational Development, Culture Change, and Constellation Coach. Betsy helps leaders create cultures where people can talk openly about the things that matter most, participate fully, and collaborate to find better ways of doing business.
In today’s episode, Betsy and Mike dive deep into how systems work on conscious and unconscious levels, providing thoughtful real-life examples of how this displays in organizations.
Key Takeaways:
[2:59] Betsy shares about herself.
[5:20] Betsy explains her perspective on the inner world as the level beyond the conscious mind.
[8:30] Betsy talks about systems and how they care about balance, not about any individual in particular.
[11:14] Betsy shares her work on constellations.
[15:46] Sometimes people take on the whole problem when they want to offer solutions.
[18:08] The work with constellations involves intuition.
[18:57] How do you tune in with the right frequency?
[20:50] Where does the system start?
[24:15] How to bring more of who you are to what you do?
[26:51] You need humility and vulnerability to come towards the understanding that there is much of yourself you don’t know.
[28:37] Leaders need to learn how to practice forgiveness and grace.
[31:03] Betsy shares how she approaches her work with systems.
[32:10] The forgotten unit in systems is the pair.
[33:15] Making room for new ways of thinking to come in is not always easy.
Mentioned in this episode:
Learn more about Mike Horne on LinkedIn
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Connect with Betsy Hostetler on LinkedIn.
Hostetler Consulting
Email Betsy at hostetler.betsy@gmail.com
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Dr. Bev Kaye who is recognized internationally as a professional dedicated to helping individuals, managers and organizations understand the practical “how-to” principles of employee development, engagement, and retention.
Her contributions to the field of engagement and retention include the Wall Street Journal bestseller, Love ‘Em or Lose ‘Em which offers managers 26 strategies for engaging and retaining their key talent. Love It, Don’t Leave It provides similar advice to individuals about how to take responsibility for their own work satisfaction. Hello Stay Interviews, Goodbye Talent Loss suggests an approach to using the idea of stay interviews to stem the tide of exit interviews.
Key Takeaways:
[2:26] Bev shares about herself.
[4:45] How did Bev maintain her focus of interest during all her years in her professional journey?
[7:18] Do we have a selection problem when talking about retention and engagement in leadership?
[10:25] Are we going through a tipping point in regards to how employees are thinking about careers?
[12:55] Ghosting is just bad manners.
[13:31] How can we support managers to create a safe environment at the workplace? Just be honest!
[17:20] Bev talks about her books and what motivated her to write them.
[20:26] Bev shares how to encourage the road of authenticity.
[22:31] The 5 P’s: person, perspective, place, possibilities, and plan.
[24:22] Make it simple and practical!
[25:40] How can we encourage people to connect and care with each other in simple and practical ways in an electronically dominated environment?
[28:09] Has the pandemic increased the managerial burden in order to stop the great resignation?
[31:13] As a manager, Bev suggests you should ask yourself what you noticed in your employees each day. After noticing, then recognize, verbalize, and finally mobilize.
[34:26] Bev extends her advice to employers and managers in regards to development, engagement, and retention.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
26 Ways to Reconnect with Your Remote Employees
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Norm Jones, who is an incredible thought leader in diversity, equity, justice, and inclusion. Norm has been the chief Diversity and Inclusion Officer at Amherst College, an associate Chief Diversity Officer and Deputy Director at Harvard University, and recently the President and CEO of Integrated Diversity.
In today’s episode, Norm shares about the foundations of authentic leadership, the importance of integrity and coherence, and the efforts a true leader should make to humanize the workplace by practicing vulnerability. Norm also highlights the need for organizations to embrace uncertainty as the only way to keep innovating and growing.
Key Takeaways:
[1:59] Norm shares about his professional journey.
[3:36] Norm talks about justice-based conversations and their relationship with integrity and authenticity.
[8:45] Values need to be at the foundation of integrity and authenticity.
[9:55] Norm shares the meaning of operating with integrity in organizations.
[14:54] An authentic leader makes an effort to find the intersection between what he cares about and what the organization reflects.
[18:12] What causes organizations to die? The failure to innovate.
[19:06] Why do people join organizations?
[19:51] Can individual and organizational goals align?
[22:49] Predictability vs embracing uncertainty.
[27:05] When you have a best friend at work your performance increases.
[29:10] What is authentic leadership built around?
[30:02] Norm talks about the value of humanizing the workplace.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Norm Jones
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am delighted to be joined today by Kasey Jones, founder of A Better Jones.com, As a leading expert authority and growth strategy coach, Kasey empowers founders to harness the power of what makes them different to build high growth businesses with impact. Her expertise is in early-stage growth strategy, demand generation, and systematizing personal brand growth and relationship building at scale so that her clients are sure to be attracting ideal customers, impressing potential investors, and connecting with other influencers in their industry.
Today, Kasey dives deep into the formula of growth (Self-awareness + Action = Growth) and also expands on how to create a personal brand that is an authentic representation of who you are and what you want to deliver to the world.
Key Takeaways:
[2:02] Kasey shares a few words about herself and talks about where the name of her company comes from.
[3:44] Life is suffering, so enhancing the beauty and joy in it is crucial.
[6:23] Kasey talks about the myth that states that if we apply intention, our actions result to be less authentic.
[8:30] Awareness and representation are related but different concepts.
[12:05] Branding and authenticity.
[14:55] How does Kasey start helping her clients create a personal brand?
[16:18] Know your self-limiting beliefs.
[17:55] Kasey talks about redirecting.
[18:33] Instead of making decisions based on who you were, you should make them based on who you are going to become.
[21:48] Kasey shares about a scarcity vs an abundance mindset.
[23:03] How does Kasey teach people to take a step back?
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Find A Better Jones on Linkedin, Instagram, and TikTok
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Michael Melcher to talk about coaching with integrity and authenticity, and how it’s like to be in the self-efficacy business.
Michael is an executive coach and writer, with a background in business, law, and diplomacy. Michael works with individual leaders and teams in technology, finance, law, management consulting, international development, environmental advocacy, social marketing, and other sectors. He hosts a podcast called Career Stewardship with Michael Melcher.
He is currently a partner at Next Step Partners, a leadership development firm based in NY and SF. Michael has delivered coaching projects across the U.S. as well as in China, Hong Kong, Singapore, Myanmar, Tanzania, Haiti, Trinidad, El Salvador, Guatemala, Ireland, and Italy.
Key Takeaways:
[2:12] Michael introduces himself.
[3:50] Authenticity is congruence and results in happiness.
[5:24] Michael talks about his participation with the Peace Corps.
[8:10] How do foreign experiences support Michael’s growth and development in his role as a gay father?
[12:40] The core of all coaching and all personal change is based on understanding your own values.
[14:52] What are some of the values that guide Michael’s coaching practice?
[20:28] As a coach, you have to be comfortable with ambiguity and lack of resolution.
[23:20] Michael defines his coaching profile and what his work as a coach looks like.
[27:30] Michael explains what it is like to be in the self-efficacy business.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Michael Melcher
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Courtney Burton, an influential voice who has been creating spaces for learning and self-discovery. She has a passion for curiosity and helping others find their own greatness.
Courtney helps Mid and Late-Career Professionals reconnect with their values to experience Living Life by Design versus Living Life by Default. Courtney is a Life Transition Guide, a Coach, and a trainer.
Key Takeaways:
[2:33] Courtney shares about herself.
[3:24] What are the control factors people have to live by design?
[4:35] Courtney shares about her professional journey.
[6:24] Courtney talks about honesty and integrity from both the buy and sell sides of retail.
[10:37] Nate and Cortney talk about authentic leadership and its straight direction with trust.
[12:35] What is the difference between what you need to thrive versus what you need to survive?
[15:03] Is trust a given or has it to be earned?
[17:09] How does Courtney start a trusting relationship?
[17:52] Courtney describes her work on personal growth and change.
[21:35] Courtney helps her clients to find their capacity to learn, grow and adapt.
[24:35] What are the ways in which clients engage with Courtney?
[29:08] Nate reads a quote from Courtney about creating a peaceful environment where everyone can thrive.
[30:38] Your values are verbs.
[32:38] Courtney creates safe places.
[33:15] Courtney shares a few pieces of advice with the audience.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Courtney Burton Music
Courtney Burton Coaching
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Dr. Michael Brainard (MA, MS, Ph.D.) who has over 15 years of experience as a management consultant, senior executive, executive coach, manager, entrepreneur, and researcher. Michael has worked with many executives and organizations across industries blending a strategic, behavioral, and experiential learning approach.
Michael shares how the world of consulting is shifting, since culture, strategy, access to global talent, and access to different markets are disrupting what we have known so far. In today’s conversation, Michael dives deep into how leaders are challenged in stressful circumstances, how the myth of perfection has been hurting leaders and highlights the importance of bringing vulnerability and humanness to leadership as the most relevant factors to promote growth and authentic relationships.
Key Takeaways:
[1:58] Mike shares about himself with the audience
[3:31] Michael talks about the upcoming changes in consulting.
[4:19] Culture by definition has been shifted by the work environment
[6:08] Michael talks about integrity in stressful circumstances and shares a valuable example.
[10:15] A man cannot be great in every moment of life but is great in transitions.
[13:02] Michael addresses the myth of perfection in leadership.
[14:10] It takes courage to be vulnerable.
[16:26] Leaders have to learn to own their gaps.
[17:28] Our brains are trained to function in a linear and systemic way, but the world in which we live is not linear neither systemic, it is rather pretty chaotic.
[20:39] How do we know if we are succeeding?
[25:38] The true definition of a leader lies in how they impact the lives of others.
[27:30] A leader has to care.
[30:31] Michael talks about humility and discipline as core aspects of an authentic leader.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Brainard Strategy
Brainard Strategy YouTube Channel
TedTalk Bias Trifecta
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Carole Burton to have an amazing conversation on integrity and authenticity. Today, Carole shares her experience on ethics, equity, and adaptability. Carolee is the founder and facilitator of Radiance Resources and podcast host of Radiance Real Talk.
Key Takeaways:
[1:57] Carole shares about herself and what brought her to her work path.
[6:12] Carole talks about the effects of bringing integrity and equity to the workplace.
[7:21] Are we able to bring our whole selves to where we live and work?
[8:33] How do we live our lives with purpose?
[10:30] Can people really change?
[11:33] Vulnerability is the cornerstone of empowering leadership.
[12:20] Carole shares an example to describe the hardships of being vulnerable.
[17:22] Carole shares her observations about integrity issues between individuals in a peer.
[20:35] Where do you set your bar?
[23:10] How are you developing your relationships?
[24:50] Carole gives her recommendation to create meaningful worker-centred places.
[28:04] Carole talks about the importance of being able to be comfortable in the uncomfortable.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Reach out to Carole Burton on Linkedin, Twitter, and Instagram.
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Gary Muszynski, CEO and founder of Orchestrating Excellence which is a leadership team Development Firm. Gary has expertise in building mindsets and skills for virtual collaboration and leadership. He has a proven ability to influence change, promote action, consult and collaborate at all levels of an organization. Gary has built teams of people around him, engaging diverse talent to deliver on a global scale.
In today’s episode, Gary shares his view on integrity, authenticity, and core values. He also gives valuable examples of how these powerful concepts apply to the life of an organization.
Key Takeaways:
[2:25] Gary shares a few words about himself.
[3:39] Gary describes briefly the characteristics of the right and left brain thinking.
[7:39] What is the role of intuition in integrity?
[9:23] Gary shares a perspective over authenticity from a philosophical point of view.
[12:30] How does a person maintain integrity and authenticity in a corrupted system?
[14:36] Gary talks about how Orchestrating Excellence came to life.
[17:58] Gary speaks about his dedication to shifting mindsets.
[19:59] What are some of the values that drive Gary in his work?
[22:42] Gary shares an example of how authenticity and integrity overlap with psychological safety.
[25:05] Gary and Mike talk about competing values in an organization.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am delighted to be joined by Greg Roworth to today’s episode. He is Australia’s #1 business growth strategist for owners of professional service firms and author of Run Your Business on Autopilot: How to Leverage Your Business for Maximum Profit in Minimum Time and Cracking the Code, How to Break Free From Being Stuck In The Centre of Your Business, and To Growing Your Business At The Strategic Level. Greg specializes in assisting smart but frustrated professional business owners to discover their unique market positioning and to quickly leverage their business by attracting more ideal clients and building the systems to run their businesses on autopilot.
In today’s episode, Greg shares the core of successful organizations, which relies on caring for the client’s needs as well as on the alignment among vision and mission while honoring the company’s values.
Key Takeaways:
[2:17] Greg shares a few words about himself.
[3:45] How did Greg form, grow and sell five businesses?
[7:15] Greg talks about professional service firms and how he helps them.
[9:31] What does the client need? And how can you support that need?
[11:32] Greg talks about the times when professional service firms lack accountability.
[13:00] What are some of the ways in which Greg brings his best to every one of his clients in their circumstances?
[16:38] What are the gaps between what I know I need to do to serve my clients and actually doing it?
[20:20] The company’s mission statement can´t be just sitting on the wall.
[22:46] Values have to come after aligning mission and vision.
[24:50] Greg talks about certain values for those seeking to improve their professional services companies.
[28:59] What are some of the barriers that people need to break through when they are encountering difficulties in their organizations?
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Business Flypath
Welcome to another episode of The Authentic Change Podcast, I am your host, Mike Horne, and I am joined today by Chris Colbert, speaker, author, innovator, and globalist. Chris has spent much of his life helping people, from providing 1:1 guidance to running high-performing entities based on cultures of positive change with his most recent gig serving as the Managing Director of the Harvard Innovation Labs. Chris has the unique ability to paint a compelling picture of what could be and then helping people to make it happen.
Key Takeaways:
[1:53] Chris shares a few words about himself.
[4:06] Chris expands on the concept of helping us understand ourselves better.
[7:04] Chris talks about the behavior of humans while innovating.
[9:52] What behaviors can drive the actions that are uplifting to the human experience?
[10:36] Having an objective perception is almost impossible.
[12:47] The topic of corporate citizenry does not get enough attention.
[14:33] People are the ones creating the value of an organization.
[17:03] More corporations are realizing that they have a societal responsibility.
[19:13] Mike talks about the difference between a manager and a leader.
[19:29] Chris talks about the requirements for authentic leadership today.
[22:11] How do you create an environment based on trust?
[24:04] Be the way you want your organization to be.
[26:14] Chris talks about the only two motivators in behavior change: aspiration and desperation.
[29:44] It’s all about humans.
[33:14] Chris shares his call-to-action with the audience.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Email Chris Colbert at chris@chriscolbert.com
Visit Chris Colbert’s website
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Dr. Marc Levine, a world-class consultant who has trained thousands of leaders across the globe. Dr. Marc has held leadership positions and developed strong expertise in leadership development consulting at two global consulting firms, Linkage, Inc. and the Forum Corporation. He also co-founded two start-ups, including Scout OnDemand, an enterprise coaching solutions provider, and Cobalt Strategies, a human-capital consulting firm.
Dr. Marc is a coach, a consultant, and a trainer and in today’s episode, he shares his expertise on leadership and change. Dr. Marc emphasizes the importance of humanizing the role of the leader, considering authenticity as the core. Dr. Marc encourages leaders to listen, ask questions and share their imperfections and passions with others because authenticity is what fuels true interactions.
Key Takeaways:
[2:39] Marc shares his professional journey as a coach, a consultant, and a trainer.
[3:54] How do authenticity and integrity affect Marc’s job as a coach and a consultant?
[7:20] When is the best time for a leader to start to work with an executive coach to start to “look under the hood”?
[12:45] A leader needs to establish a set of values that contribute to a set of actions.
[15:51] How does Marc demonstrate that he has his client’s back?
[19:12] When Marc is being a coach, listening, and asking questions, what is the client doing?
[21:41] Clients usually ask their coaches: “Can I do this?”
[24:40] An authentic leader contributes to more authentic behaviors in others.
[25:30] Congruent people are happier.
[27:44] Every interaction counts.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Email Marc Levine at levine.marc.j@gmail.com
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Leanne Bernhardt who is the Chief Human Resources Officer and VP Human Resources at Xactly Corp.
Leanne is an experienced CHRO with a history of working in the SaaS and hardware industries. She has extensive PE and public company experience, including public and private BOD level experience. Leanne has the ability to scale organizations operationally while providing a strong strategic vision. She champions women leaders and their personal and professional development in the workplace.
In this episode, Leanne shares her educated perspective on authenticity as the backbone of stronger relationships, how the separation of personal life and work is really a myth, and how her role in human resources has given her the opportunity to help people bring their whole selves to work as a way to increase trust in the workplace.
Key Takeaways:
[2:57] Leanne shares a few words about herself and her passion for human resources.
[4:05] Leanne describes her perspective on authenticity.
[5:54] Every leader knows that work and personal life cannot really be separated.
[7:16] Vulnerability and trust.
[8:56] It’s not easy to be vulnerable.
[9:30] Leanne shares tips on how to increase vulnerability.
[10:51] Leanne talks about women and impostor syndrome.
[12:19] Leadership and vulnerability.
[13:17] What are the challenges that Leanne faces by encouraging people to bring more of who they are to what they do?
[15:35] Leanne talks about her own vulnerability in her position as a white female leader.
[16:55] Nate describes integrity by comparing it to the musical notes in life.
[17:24] Authenticity is related to the congruency between thoughts, words, and actions.
[19:18] People are taught by mentoring and guidance.
[21:48] Leanne’s team has helped her grow as a leader.
[24:14] What can you add to the organization vs what can you take from it.
[24:50] Leanne talks about standards of excellence vs incremental progress within a company.
[27:13] How are these main concepts communicated in Leanne’s organization?
[31:43] Helping the community as part of culture building.
[39:03] Acceptance is the first step towards change.
[40:43] The power of possibility.
[41:13] Leanne shares key observations to building a congruent life.
[42:16] Don´t be afraid to ask for feedback, look for opportunities to learn it all and engage in incremental steps to bring your whole self to the workplace.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Dr. Matt Minahan, organizational strategist and design consultant, who has been involved in so many aspects of organizational development, as an author, speaker, teacher, leader and someone who has been honored and recognized by various professionals in the field. Dr. Minahan is committed to removing the gap between human potential and the human condition. In today’s conversation, we are approaching integrity and authenticity in the work of leading and developing organizations.
Key Takeaways:
[2:43] Dr. Minahan shares a few words about himself.
[4:20] Integrity is tested a lot.
[5:25] Own your commitments: You are what you do not what you say you will do.
[6:59] You can’t change anything unless you accept it.
[8:40] Most men begin to build their own psyche house at the age of 30.
[9:54] What does it look like to be me in the world?
[11:31] People can’t really separate work from their personal lives.
[13:40] Dr. Minahan shares the reasons why he is hopeful for the world.
[15:01] Dr. Minahan shares his view on capitalism.
[15:43] Dr. Minahan talks about the difference between capitalism and collective cultures.
[17:30] Mike shares about the relationship between individualism and executive compensation.
[18:40] What happens when there is a failure and the company does not thrive?
[20:20] Dr. Minahan talks about the matter of the disproportionate differences in employees’ compensations in an organization.
[21:41] Together we rise, eliminating barriers to opportunities.
[22:20] We are starting to open the subject of institutional racism.
[23:38] Mike talks about participation and democracy in organizations.
[24:10] Dr. Minahan shares his advice for fostering more communication on these topics.
[24:50] Learn to be a student of yourself.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Minahan Group
The Artist Way, Julia Cameron
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Dr. Marcia Ruben, who has partnered with leadership teams and executives for more than 25 years, working with people to increase their collaboration to lead successful change into accelerated performance.
Dr. Marcia Ruben coined the term “organizational tangles” and that is the reason why she is also known as the Tangle Doctor™, Dr. Ruben knows how to assess the situation to name and explain the tangle, to later facilitate a solutions-oriented process to untangle the knots, and get the company on track for success.
Key Takeaways:
[3:05] Dr. Ruben talks about her professional journey.
[7:08] Is there room for NeuroSTROLL in coaching and transformation?
[9:05] What are the outcomes that Dr. Ruben experienced as a developer of NeuroSTROLL?
[12:22] Dr. Ruben talks about the difference between knowing, doing, and being in the context of leadership and how it relates to authenticity.
[15:39] Treating everyone with respect and kindness is basic to authentic leadership.
[16:16] What benefits arise from authentic behavior in professional relationships?
[20:04] The difference between a leader and a manager rests on the status quo.
[20:51] Coaches should do their own personal development and be aware of their own limiting beliefs first, to then be able to really be present with the client.
[21:54] As a coach, how does Dr. Ruben begin to engage so she can easily establish trust with another person?
[24:14] Companies are teaching their managers coaching skills since that is crucial for the development of their employees.
[25:05] What the coach brings is a sense of hope.
[25:40] Dr. Ruben shares key lessons related to authenticity and integrity.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Reach out to Dr. Marcia Ruben through marcia@rubencounsulting.com
Visit Leadership Tangles
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Dr. John Benett Director of Graduate Programs and Professor in Behavioral Science at McColl School of Business at Queens University of Charlotte. But these are only two of his roles, Dr. John Bennett has also been the President of Lawton- Associates for almost 25 years.
In today’s episode, Dr. Bennett shares his vast expertise on conducting authentic leadership, he dives deep into the meaning of integrity and trust, and the crucial importance of keeping in alignment with the mission and values of the organization.
Key Takeaways:
[2:05] Dr. John Bennett shares about his professional journey.
[5:22] Dr. Bennett was at the Red Cross for over a decade, what kept him there so long?
[8:35] The benefits of having a mentor and a mission.
[9:18] How did authenticity shape Dr. John Bennett’s career path?
[12:11] How authenticity differs from integrity?
[13:08] Dr. Bennett shares his definition of integrity.
[16:55] There are times when relationships are not built on trust.
[17:58] Dr. Bennet talks about his work teaching leaders to build self-awareness and how that creates a cascading event impacting many others to be their authentic selves.
[21:10] What to do when encountering people in an organization who are not invested in others’ success and development?
[23:59] Dr. Bennett talks about organizational values.
[26:40] People enjoy working with and for happy people.
[29:58] An organization needs to connect and commit to their people taking in consideration the different individualities involved.
[31:17] People are at the center of all organizational activity and all human enterprise.
[32:48] Moving from possibility to probability.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Lawton- Associates
Email Dr. John Bennet at john@lawtonassociates.com
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Rachel Burr Leadership Coach and Consultant based in the San-Francisco Bay area. In today’s episode, she is diving deep into the importance of integrity and authenticity in organizations and how a leader needs to have the courage to know and accept themselves first, as a requirement to being able to help others.
Rachel Burr is the Owner and Founder of The Practical Sage, LLC, she partners with leaders, teams, and individuals across multiple industries and from all walks of life as they explore and create their own path forward.
As a coach and development professional, Rachel has worked with leaders and teams around the world to help them thrive in complex business environments. She is passionate about helping leaders learn and grow, optimize team performance, and maximize positive results. Rachel’s areas of expertise include people strategy, organizational analysis, design & delivery of high-impact leadership and management programs, and coaching high-performing individuals and teams.
Key Takeaways:
[2:30] Rachel shares a little about herself with the audience.
[4:06] Leaders need to learn how to help themselves first, before assisting others.
[5:40] Where do coaches begin the work on the mindset with their clients?
[6:33] Patience is key.
[7:57] What gets in the way of a person accepting who he/she is?
[10:23] There is no greater privilege than helping others after you have done the work with yourself.
[12:56] Is asking for help an act of courage?
[16:34] Trust is at the core of authentic leadership.
[18:01] Rachel shares more about the concept of courage in leadership.
[23:03] Feelings tend to be sublimated in organizations.
[26:55] How often does the topic of integrity come up in organizations?
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Rachel Burr
Visit Thepracticalsage.com
Email Rachel at rachel.b@thepracticalsage.com
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Dr. Dave Jamieson, who is a legend in the organizational field. Dave has been focused on sustaining and advancing organizational change and consultation and today he is president of the Jamieson Consulting Group. Dave helps educate executives and practitioners of change, he is an avid writer and teacher. Dave is a sought-after educator and consultant for those wishing to know about the development and growth of organizations and the people within them.
Key Takeaways:
[2:15] Dave shares about his professional career.
[3:50] Dave talks about the different uses of the term “authentic”.
[6:20] How aware are we of ourselves?
[8:31] How do we raise that energy of growth and encourage the path to authenticity?
[11:56] You have to care about your worth and self before caring about others.
[14:30] How do you solicit others to show up as their authentic selves? I
[15:49] If you are in a leadership role, you are impacting way more people than an average person does every day.
[17:07] Do we have a scarcity of an abundant mentality in regard to living a more productive life in an organization?
[18:56] Dave talks about the value of embracing humanistic values and their exercise.
[20:41] How to hold your values on a team scale?
[23:11] Why is it so difficult to foster freedom in an organization?
[26:15] Dave shares his perspective about integrity.
[29:05] Dave talks about the importance of having a partner.
[30:11] Your personal and professional life are very highly connected.
[31:20] Is confidence required for bringing your whole self to work?
[34:16] Every situation is made up of self plus others plus a context.
[37:01] Dave talks about the meaning of “Trusting enough”.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Email Dave Jamieson at chgdoc@outlook.com
The Global of Use Your Self (UoS) Research Study
Welcome to another episode of The Authentic Change Podcast, I am Mike Horne, your host and I am joined today by Chris Simpson, Vice President of Customer Success at Direct Commerce.
Chris excels at deeply understanding client's business objectives and aligning products and solutions to develop and grow long-term, lasting business partnerships. He passionately believes that human connection is at the core of every successful business.
In today’s episode, Chris dives deep into the value of caring, bringing authenticity into your professional and personal life, and how to build relationships based on trust and honesty while unapologetically following your passion.
Key Takeaways:
[2:18] Chris introduces himself.
[4:08] What does authenticity mean to Chris?
[5:58] When we are not honest with people it erodes trust in the relationship.
[6:32] Chris shares some systemic barriers that have to be overcome in order to achieve authenticity and trust.
[11:16] Chris defines his purpose: Being true to who he is and being unapologetic about his passion.
[12:50] Confidence lies in knowing you are worthy of love.
[13:47] Chris talks about the endless benefits of being self-aware and bringing your authentic self to both your personal and professional relationships.
[15:10] How did Chris start being an authentic leader?
[18:47] Authentic leadership is resistant to individualism.
[20:40] Chris shares his observations about integrity in organizations.
[23:03] Authentic leaders close the gap between what you think you are doing and what you are actually doing.
[25:10] The possibilities only unfold when you accept your current state.
[26:42] Make the world a better place for those around you.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Learn more about Chris Simpson
Visit Direct Commerce
Interact with Chris Simpson on Twitter
Email Chris at csimpson@directcommerce.com
Welcome to the inaugural episode of The Authentic Change Podcast, I am Mike Horne, your host. Authenticity reflects what we want from each other and our organizations, open communication, trust, community, fun, and opportunity, I want to help you to do your best in your personal and professional relationships.
This podcast delivers expertise, insights, and approaches on authentic leadership to live your purpose, lead from your values, to establish connected relationships, to steward people and culture change, to build and sustain prosperity, and to open doors and possibilities. This podcast will assist you in paving the way forward to personal, team, and organizational prosperity.
I am joined today by Alain Hunkins to discuss authenticity and purpose. Alain helps high-achieving people to become high-achiever leaders and in this episode, we aim to crack the leadership code.
Key Takeaways:
[1:53] Alain talks about his passion for helping people become better leaders.
[4:04] Alain gives an example of leading from authenticity.
[7:58] How does Alain know when people are ready for authentic leadership?
[10:01] Alain describes the profile of an authentic leader.
[12:10] Alain talks about the importance of fostering psychological safety in an organization.
[16:55] What do people who crack the leadership code achieve?
[21:44] The simple things are the most valuable ones.
[22:25] Alain shares key lessons with the audience.
[25:18] The crucial importance of asking for feedback.
[28:15] Becoming a more powerful questioner is a great resource for leaders.
[29:33] Alain shares advice to help people in their leadership journeys through the current pandemic: Ask questions, Be human, and Check your assumptions.
Mentioned in this episode:
Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Find more about Leading People and Culture with Authenticity
Cracking the Leadership Code: Three Secrets to Building Strong Leaders, Alain Hunkins.
Alain Hunkins on Linkedin
Cracking the Leadership Code Website
Email Alain Hunkins at alain@alainhunkins.com
Welcome to the Authentic Change podcast where Mike Horne helps people and culture leaders to prosper in every situation and design workplaces where everyone does their best.