Corporate CPR: Recent Episodes

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On today’s episode, we discuss how a lack of closing across your entire organization could be detrimental to your company’s success.

Bob King is an award-winning author, filmmaker, and sales expert, renowned for his exceptional achievements in the industry, including multiple "Sales Star of the Year" honors. With a proven track record across retail, in-home, and B2B sales, Bob consults with sales professionals to infuse One-Call Magic into pitches, revive slumping teams, and transform total strangers into loyal customers—often within the first meeting.

Key Discussion Points:

Closing is a Universal Skill: The concept of closing extends beyond sales teams to encompass all aspects of life and business. Whether it's getting your kids to clean their room or influencing organizational change, everyone needs to master the art of closing. This involves building trust, being persuasive, and understanding that closing is about facilitating a decision that benefits all parties involved.

Trust and Genuine Connection are Foundational: To be effective in closing, it's essential to build trust and establish a genuine connection with the people you're dealing with. This requires a sincere interest in their needs, challenges, and experiences.

Belief in Your Product or Proposal is Crucial: To successfully close a deal or persuade others, you must have unwavering belief in what you're selling or proposing. This belief should be authentic and rooted in the conviction that what you're offering is truly the best solution for the other party.

Address Objections with Empathy: Rather than ignoring objections or the reluctance to make a decision, engage with them sincerely. Addressing their concerns builds intimacy and trust, which can lead to a successful close.

Effective Communication Requires Silence: One of the most crucial moments to be silent is after presenting a price or asking for a deal. Silence allows the other party to process information and respond, which can often result in a positive outcome.

Leaders Need to Inspire and Empower: Leaders, like CEOs, often have a strong belief in their company and its value, which makes them effective closers. To extend this ability to their teams, leaders must share their passion and experience in a relatable way, allowing team members to adopt these beliefs as their own.

Top Takeaways for the Audience:

1. A successful organization relies on its sales team’s ability to close deals, not just generate interest, as skilled closers are essential for converting leads into customers.
2. Effective leadership involves guiding others to adopt your agenda willingly, similar to closing a sale, by understanding and addressing their needs.
3. Developing your sales team through training and resources is crucial for improving their ability to close deals, leading to happier customers and business success.

How to Connect with Bob:

Website: https://www.joyofclosing.com/

LinkedIn: https://www.linkedin.com/in/bob-king-7a37951/

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On today’s episode we are talking about how not growing your organizations EQ might be killing your company.

Martijn Lemmens is an experienced manager and coach with thirty years of experience at the intersection of IT and Marketing. He began his career equipped with tactical and technical skills and realized that over the years, his focus shifted to people leadership skills such as mentoring, coaching, building high-performing teams, and leading change processes. For his own development and growth, Martijn has been using PSYCH-K® since 2015, a tool that allows him to change his behavior and automatic programs at a subconscious level. As a PSYCH-K® facilitator and coach, he runs the coaching practice at de Werff to support individuals and organizations with their personal development and growth.

Key Discussion Points:

• Leading by Example is Crucial: The passage highlights the importance of leaders setting a positive example. If leaders work excessively during weekends and after hours, employees feel compelled to do the same, despite being told otherwise. This inconsistency can lead to stress and burnout among employees.
• Focus on the Present and Transform Limiting Beliefs: The author emphasizes working in the "here and now" and transforming limiting subconscious beliefs through the method called Psyche. By focusing on what individuals want instead of what they don't want, they can transform negative feelings and stress into positive, productive outcomes. This approach helps individuals to manage their fears and stresses effectively, leading to better performance and well-being.
• Personal Responsibility and Growth: The passage discusses the concept of personal responsibility, stressing that individuals are responsible for their own happiness and success. It suggests that acknowledging and owning one's circumstances is essential for personal growth and developing emotional intelligence (EQ). By taking responsibility for their actions and beliefs, individuals can transform their lives, both personally and professionally.

Top Takeaways for the Audience:

1. Emotional intelligence is essential for leaders to be effective and successful. It enhances relationships, performance, stress management, and resilience. Leaders should prioritize developing their emotional intelligence to lead better lives and teams.
2. Our actions and behaviors are ultimately the result of our underlying beliefs. To bring about meaningful change, it is crucial to address and transform these subconscious beliefs. Understanding and working on these beliefs can lead to significant personal and professional growth.
3. Psyche is a powerful modality for communicating with and reprogramming the subconscious mind. Unlike traditional affirmations or self-talk, Psyche provides a structured process for creating lasting change in beliefs and behaviors. Leaders should consider utilizing this process to facilitate their personal transformation and enhance their leadership effectiveness.

How to Connect with Martijn:

Website: https://www.dewerff.net/en/

LinkedIn: https://www.linkedin.com/in/martijnlemmens/

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On today’s episode we are talking about how leaders neglecting strategic skills might be killing your company.

Rich Horwath, founder and CEO of the Strategic Thinking Institute, helps executive teams enhance their strategic capabilities. He is the bestselling author of eight books, including "STRATEGIC: The Skill to Set Direction, Create Advantage, and Achieve Executive Excellence." Rich has assisted over a quarter million leaders in developing strategic thinking skills, with his work featured in Fast Company, Forbes, and the Harvard Business Review. He has appeared on major TV networks like ABC, CBS, NBC, and FOX.

Key Discussion Points:

• A consistent definition of strategy is crucial. Without a shared understanding, organizations waste time and resources. Strategy is the intelligent allocation of limited resources through a unique system of activities to achieve goals.
• Establish clear planning horizons: short-term (quarterly), mid-term (annual), and long-term (three years). Ensure everyone in the organization understands and aligns their efforts with these time frames. Include specific milestones to track progress and adjust strategies as needed.
• Engage in ongoing strategic thinking to gather insights and adapt plans. Use frameworks like business model innovation to foster creative thinking. Regularly revisit and adjust strategies through quarterly tune-ups. Maintain strong communication and collaboration across all organizational levels to ensure alignment and agility.
• As Jeff Weiner, CEO of LinkedIn, emphasizes, the key to effective time management is carving out time to think strategically rather than constantly reacting. This practice should be non-negotiable, with leaders dedicating at least 90 minutes weekly to high-level business thinking and 60 minutes with their teams to focus on strategic issues, not operational or tactical matters.
• Strategic thinking sessions must have structure. Leaders should consider three main areas: the external environment (market, customers, competitors), the internal environment (culture, strategy, processes, systems, people), and innovation (emerging customer needs and future value). This structured approach ensures comprehensive analysis and forward-looking strategies that prevent obsolescence.
• Team meetings should avoid monologues and status updates. Instead, focus on discussing key business challenges and making decisions. Prior to meetings, teams should share two-page action plans and come prepared with critical questions and issues to address. This approach maximizes the productivity and strategic value of team gatherings.

Top Takeaways for the Audience:

1. Acumen: Always seek insights and learnings from every interaction, whether it’s a meeting, email, or casual conversation. Consistently ask, "What's the insight here?" and make it a habit to record these learnings. This continuous accumulation of knowledge enhances strategic acumen.
2. Allocation: Effective strategy involves deciding what not to do as much as what to do. Regularly evaluate and cut off activities that do not contribute to strategic goals. This disciplined approach ensures resources and attention are focused on high-impact areas.
3. Action: Develop and maintain a concise, actionable plan (one to two pages) that guides strategic initiatives. Engage in ongoing, interactive conversations with your team throughout the year to refine and execute this plan, rather than relying solely on annual planning sessions. This fosters agility and responsiveness to changing conditions.

These three A's—acumen, allocation, and action—provide a practical framework for sustained strategic thinking and effective execution.

How to Connect with Rich:

Website: https://www.strategyskills.com/

LinkedIn: https://www.linkedin.com/in/richhorwath/

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On today’s episode we are talking about how not adjusting your leadership style for today’s people might be killing your company.

Graham Wilson specializes in helping top business leaders reach their full potential through advanced leadership techniques, simplifying complex concepts with his proven toolkit. His expertise spans leadership, strategy, innovation, change management, and elite team development. Having developed over 85,000 leaders, he is trusted by global organizations for his practical guidance and team-building abilities. With a background in the British Army and commercial experience at Dupont, Graham founded Successfactory over 26 years ago, witnessing firsthand how effective leadership drives extraordinary results.

Key Discussion Points:

· Leaders must adapt to a rapidly changing world where traditional management can't provide all the answers.

· Effective leadership requires balancing clear direction, autonomy, and continuous performance conversations rather than outdated practices like annual appraisals.

· Building a leadership culture involves setting clear organizational values, aligning behaviors with those values, and fostering trust by avoiding self-interest and inconsistency.

· Leaders need to transition from traditional practices like annual appraisals and rigid KPIs to more agile and collaborative approaches that reflect the current business environment. Emphasizing cross-functional teams and breaking down silos can enhance organizational effectiveness.

· It’s crucial to educate and mentor new graduates and employees not just on the immediate job skills but on the broader context of the business environment. Encouraging a mindset of giving before receiving, fostering empathy, and developing a thinking and problem-solving approach can prepare them for leadership roles.

· Understanding that people are motivated by different factors, including purpose, autonomy, and mastery, is essential. Organizations should focus on creating an employee value proposition that attracts and retains talent by ensuring fair compensation and promoting a purpose-driven culture that aligns with employees’ values.

Top Takeaways for the Audience:

1. Speed Up by Slowing Down: Take the time to think and reflect before acting. Being efficient and effective requires thoughtful consideration to ensure you're doing the right things, not just doing things right.

2. Self-Awareness and Authentic Leadership: To lead others effectively, you must first understand and lead yourself. Delve into your values, beliefs, and strengths. This self-awareness forms the foundation of authentic leadership.

3. Play to Your Strengths: Focus on environments and roles where your strengths can shine. You can compensate for weaknesses with support from others, but leveraging your strengths leads to greater satisfaction and success. Remember to align your work with what gives you a fulfilling life, continually reassessing and adapting as your circumstances evolve. How to Connect with Graham:

Website: https://www.grahamwilson.com

LinkedIn: https://www.linkedin.com/in/leadershipwizard/

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On today’s episode we are talking about how not scaling your ARR might be killing your company.

Angeley Mullins is a seasoned Commercial Executive (CCO/ CRO) & Operations Executive (COO) with leadership roles across the US, EMEA, UK, & APAC including Amazon, Intuit, GoDaddy, and her most recent role as Chief Commercial Officer (CCO) at Resourcify, a digital platform that helps companies reduce their waste, increase their recycling, and promote a circular economy. Her experience focuses on commercial & operations growth: revenue, marketing, brand, sales, product, and international expansion in both technology scale-ups & larger corporations. In 2023 Crunchbase recognized her, along with other prominent technology leaders, as one of the most influential women in sales. She has a special interest for advancing the conversation around women in leadership and diversity at the executive level.

Key Discussion Points:

• Importance of ARR in SaaS Businesses: Annual Recurring Revenue (ARR) is considered the lifeblood of SaaS businesses. It measures how much revenue is recurring and helps gauge the company's growth and scalability. Understanding and accurately measuring ARR is crucial for evaluating business performance, especially during economic downturns.
• Value of Knowing Your Customer: Successful ARR strategies hinge on a deep understanding of the customer. Businesses should regularly engage with their clients, ask for feedback, and use this information to enhance their product offerings. This approach ensures that the product or service meets customer needs and maintains high value perception.
• Strategic Pricing and Value Communication: The perceived value of a product or service is more important than its price. Companies should focus on conveying the value they provide rather than competing on price alone. Properly understanding customer pain points and aligning the product's value proposition with those needs can lead to more effective pricing strategies and higher customer satisfaction.
• Importance of KPIs in Today's Economy: Strong KPIs (Key Performance Indicators) significantly influence investors and company valuations. The focus has shifted from hypergrowth to conservative, stable, and predictable revenue streams, driven by a more cautious economic environment.
• Key Metrics for Company Health: Revenue per employee has become a crucial metric, reflecting the efficiency of human capital utilization. Other important metrics include customer retention, time to value, net revenue retention, and product stickiness, which help gauge a company’s ability to acquire and retain customers.
• Strategies for Sustainable ARR Growth: Building excellent product experiences and ensuring quick time to value for customers are essential for retaining clients and driving growth. Companies should aim to scale the number of units sold per salesperson rather than simply increasing the sales force to maintain efficiency and control overhead costs.

Top Takeaways for the Audience:

1. Understanding your client’s needs and preferences is crucial for sustained growth and retention.
2. Focus on your holistic ARR and revenue situation, not just the top-line numbers, to get a complete picture of your business health.
3. Assess your current stage of growth honestly to ensure stable and predictable revenue. Adjust your strategies accordingly.

How to Connect with Angeley:

https://www.linkedin.com/in/angeleymullins/

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On today’s episode we are talking about how perfectionism might be killing your company.

Jessica Osborn is passionately committed to building and developing global teams that deliver exceptional business outcomes with a human-first, growth mindset. She has successfully coached over 27 team members into leadership and cross-functional roles aligned with their career goals. Recognized for her contributions to company culture leadership, Jessica has received awards for exceeding net and gross retention with multi-million-dollar SaaS account portfolios across various verticals. An expert in improving customer journeys, lifecycle management processes, and product development through customer feedback and data, Jessica is also a thought leader in Customer Success. She has shared her insights at numerous industry events, including Success Fest Austin (2023) and Success Fest Vegas (2022).

Key Discussion Points:

• Impact of Perfectionist Leadership: A perfectionist leader can set high standards that may lead to an environment of fear and isolation if mistakes are not tolerated. This can result in anxiety and paralysis within the team, hindering productivity and collaboration.
• Difference Between Quality and Perfectionism: Quality involves setting and communicating clear standards and expectations. In contrast, perfectionism demands flawlessness, often leading to excessive time spent on tasks and potentially never completing them due to fear of imperfection.
• Encouraging a Healthy Culture: Successful organizations foster an environment where failure is seen as a learning opportunity rather than a catastrophe. This involves clear objectives, open communication, reflection on failures, and flexibility to pivot when necessary, creating a more agile and innovative team dynamic.
• Embrace Vulnerability: Leaders who admit their mistakes foster trust and learning. For instance, GoCardless CEO Heroki's openness about his failures garnered a positive response from employees.
• Promote a Growth Mindset: A growth mindset encourages viewing failures as learning opportunities, fostering resilience and creativity. In contrast, a fixed mindset leads to blame and stagnation.
• Balance Ambition with Empathy: Drive teams towards goals while understanding their challenges. Supportive environments prevent burnout and maintain morale through team-building and celebrating both wins and learning moments.

Top Takeaways for the Audience:

1. Evaluate whether you and your team have a growth or fixed mindset. Identify one action to foster a growth mindset.
2. Set a tone where it's okay to fail. Introduce a "wins and oops" segment in meetings to normalize and learn from mistakes.
3. Share something personal with your team to build trust. Challenge yourself to be open and honest about your own experiences.

How to Connect with Jessica:

LinkedIn: https://www.linkedin.com/in/jessicareserosborn/

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On today’s episode we are talking about how not understanding AI might be killing your company.

Ajay Malik, former Head of Architecture/Engineering for Worldwide Corporate Network at Google, is a technologist, business futurist, and prolific inventor with over 100 patents in AI, Wi-Fi networking, quantum computing, and real-time location. He has founded and sold multiple startups, led a public company exit, and served as a Section 16 officer. Ajay authored several books, including "RTLS for Dummies," "Augmented Reality for Dummies," "Artificial Intelligence for Wireless Networking," and "First God, Then Man, Now AI - Shapes within Time Space." Currently, he is the CEO of SECO MIND USA LLC, which develops StudioX, a leading enterprise AI platform. Ajay has also held executive roles at Meru Networks, Hewlett-Packard, Cisco, and Motorola, and holds a B.E. in Computer Science & Technology from IIT Roorkee, India. Key Discussion Points:

• The primary benefit of AI for organizations is the significant improvement in productivity and efficiency. This is particularly important in the current economic climate where maximizing efficiency is crucial.
• AI plays a vital role in knowledge management, especially as organizations face workforce turnover. AI can help capture and disseminate knowledge efficiently, aiding in training new employees and preserving institutional knowledge.
• While AI tools like ChatGPT offer significant benefits, they also pose security risks. Organizations need to be cautious about data privacy and implement strong policies and encryption measures to protect sensitive information when using AI tools.
• AI is expected to automate many job functions, leading to a significant shift in the job market. Jobs that can be performed remotely and those involving repetitive tasks are at high risk of automation. However, people-oriented jobs and roles requiring complex human interactions are less likely to be replaced by AI in the near future.
• The future will see a model where AI performs the bulk of the work, with humans providing essential oversight and decision-making. Individuals who can effectively use AI to enhance their productivity will thrive, emphasizing the need for critical thinking and problem-solving skills in the AI-driven workplace.

Top Takeaways for the Audience:1. Embrace AI for Growth: If you are not thinking about AI or using AI for your personal or business growth, it's time to start. People or businesses won't be replaced by AI itself but by those who leverage AI effectively.

1. Implement and Normalize AI Usage: Make AI usage a policy or initiative within your organization. Use AI with proper controls in place. Adopt a balanced approach where the first 15% of work is done manually, the next 70% with AI assistance, and the final 15% manually again. This method enhances productivity while maintaining critical thinking skills.

2. Learn from Others and Experiment: Don't hesitate to ask others about their AI practices and learn from them. Conduct small proof-of-concept projects to explore AI's potential in your organization or personal life. This experimentation can lead to improved velocity and quality with minimal investment.

How to Connect with Ajay:

LinkedIn: https://www.linkedin.com/in/artofai/

Website: https://studiox.secomind.ai/

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On today’s episode we are talking about howignoring the work-from-home trends might be killing your company.

Denis O'Shea is the founder and chairman of Mobile Mentor, a global leader in the endpoint ecosystem. Founded in New Zealand in 2004, the company empowers people to achieve more with their devices. In 2017, O'Shea moved to Nashville to focus on securing the mobile workforce in the US. He has partnered with industry leaders like Nokia, Citrix, and Microsoft, earning the Global Partner of the Year Award for Endpoint Management. A former global executive with Nokia, O'Shea has extensive international business experience. He is passionate about international business, fly-fishing, and playing guitar.

Key Discussion Points:

• Stagnant Hybrid Work Configuration but Shifting Attitudes: Despite the pandemic subsiding, the configuration of hybrid work has remained unchanged over the last two years. However, employees' attitudes have significantly shifted, with increased focus on personal well-being, productivity, and privacy, while company culture has become less important.
• Challenges with Remote Work Onboarding and Security: Remote onboarding continues to be problematic, with employees struggling to set up devices and get necessary support. Younger employees are using unsecured personal devices and practicing lax password management, leading to potential security breaches.
• Discrepancies in Productivity and Preferences Across Generations: Gen Z employees, who began their careers during the pandemic, prefer office environments for better productivity and support. They exhibit more casual attitudes towards data security, unlike older generations who prioritize company and personal data security more highly.
• Generational Differences in Data Sharing Attitudes: Younger generations, particularly Millennials, are more willing to share personal data in exchange for convenience and insights. This contrasts with older generations, who tend to be more cautious about data privacy and security.
• Effective Communication About Data Privacy in Companies: Companies should reframe security messages with a focus on personal privacy to better engage employees. Emphasizing the protection of personal data resonates more with employees than using terms like compliance and risk.

Top Takeaways for the Audience:

1. Hybrid work is here to stay. Research shows that hybrid work is now a permanent fixture in the workplace. Companies need to invest more in making hybrid work environments secure, productive, and cohesive.
2. There is still much to do in enabling and empowering hybrid workers with the right technology. It's an ongoing journey for everyone involved, including organizations like Mobile Mentor, to figure out and optimize hybrid work setups.
3. The process of improving hybrid work is both challenging and enjoyable. With increasing numbers of clients and partners working in hybrid configurations across various geographies and time zones, it's crucial to remain passionate and engaged in making hybrid work successful.

How to Connect with Denis:LinkedIn: https://www.linkedin.com/in/denisosheamobilementor/

Website: https://www.mobile-mentor.com/

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On today’s episode we are talking about how cybersecurity could kill your company with Richard Hollis.

Richard Hollis is the Chief Executive Officer for Risk Crew Limited a unique London-based information security governance, risk, and compliance (GRC) management consulting firm specializing in providing creative, cost-effective, independent cyber risk management and security awareness training solutions. Richard possesses over 25 years of “hands on” skills and experience in designing, implementing, managing, testing, and auditing enterprise level information security programs. Over the course of his career, Richard has served as Director of Security for Phillips, in Paris, France and Deputy Director of Security for the US Embassy Moscow Reconstruction Project as well as a variety of sensitive security positions within the US government and military. In addition to his work with Risk Crew, Richard serves on several security technology company boards and security industry advisorycouncils.

Key Discussion Points:

Understanding Risk and Breach Capacity: It's crucial for executives to understand their organization's risk appetite and breach capacity. This involves knowing the extent of damage the company can handle in the event of a data breach, identifying and prioritizing threats through thorough risk assessments, and planning accordingly to manage potential cybersecurity threats effectively.

People-Centric Cybersecurity: Recognizing that employees can be the weakest link due to vulnerabilities like social engineering and phishing attacks is essential. Making data protection personal for employees by relating it to their own personal data can enhance their understanding of the importance of cybersecurity. Additionally, investing in education and awareness alongside robust security protocols can strengthen the human aspect of cybersecurity.

Proactive and Holistic Security Measures: Adopting a proactive approach to cybersecurity by thinking like a hacker, regularly assessing risks, and implementing strong security measures is vital. Companies should balance investments in people, processes, and technology to create an effective defense. A holistic approach that includes ongoing vigilance and readiness can help mitigate risks and address potential breaches before they become catastrophic.

Top 3 Takeaways for the Audience:

• Cybersecurity is an oxymoron. There's no such thing as a secure computer, so you need to understand your appetite for breach. Quantify that by conducting a risk assessment and cure what you can cure and take on what you can take on day to day like fire, life, safety.
• There's no silver bullet for cybersecurity. The industry doesn't tell us that because the industry wants to sell us a cybersecurity product, but technically running a business today, you need to understand the impact of a cybersecurity breach on your systems, quantify that and document it so it is a real and talked about issue at the board level.
• Please, always remember, cybersecurity is not about protecting ones and zeros. This is data that we need to protect because it's data about people's lives. If a customer gives you their data, the implied transaction is you'll protect it according to their understanding of privacy, not yours. We owe it to each other as a society to protect each other's data.

How to Connect with Richard:LinkedIn: https://www.linkedin.com/in/riskexpertrichardhollis/

Website: https://www.riskcrew.com/

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On today’s episode we are talking about how missing the mark on human-centric selling might be killing your company.

Kayvon Kay is a speaker, sales expert, CEO of The Sales Connection, and the creator of the Human-Centric Selling methodology that helps sales reps and individuals transform their sales success for a lifetime of growth. Kayvon’s sales journey began early, thrust into a world of competitive, outcome-driven tactics. While others focused on transactions, Kayvon saw the value in genuine human connections. By prioritizing relationships over sales, he quickly became the #1 pharmaceutical sales rep. Unfulfilled in the corporate world, Kayvon faced existential questions, using adversity as a steppingstone to self-awareness and mastery. His philosophy shifted to emphasize authenticity and self-belief.

Episode Highlights:

• Changing the Narrative of Sales: The perception of sales needs to shift from being sleazy and transactional to focusing on genuine human connections and problem-solving. This change is essential because sales are fundamental to business success, despite being one of the most disliked professions.
• Human-Centric Selling: A three-step methodology for human-centric selling includes aligning the salesperson's mindset and energy, building deep, authentic relationships with clients, and being intrinsically motivated and passionate about their work. These steps make sales about the client rather than the salesperson, leading to better performance and resilience.
• Effective Sales Training and Assessment: Traditional sales training methods are often ineffective without ongoing support and the right approach. Focusing on the individual salesperson's internal state and commitment to the product, along with using assessments and metrics, ensures that salespeople are in the right roles and have the necessary skills and conviction.
• Business Owners as the Sales Team: If you are a business owner without a dedicated sales team, you must assume the role of the sales team yourself. Everything you desire in life involves making a sale, and everything you achieve is like earning a commission, making sales a critical skill for success.
• Effective Follow-Up Strategy: Effective follow-up requires a balance between persistence and tact, utilizing various methods such as texting, calling, emailing, and social media interactions. The key is to maintain a personalized and timely connection, rather than relying solely on automated systems, to build meaningful relationships and increase sales success.

Top Takeaway for the Audience:“Stop selling from your head and start selling from your heart.”

How to Connect with Kayvon:LinkedIn: https://www.linkedin.com/in/kayvonhighticketsales

Website: http://thesalesconnection.com

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On today’s episode we are talking about how not managing conflict within your organization might be killing your company.

Carol Bowser, J.D is a workplace conflict expert. After practicing Employment Law for several years, Carol founded Conflict Management Strategies when she realized a lawsuit can’t deliver the level of resolution and satisfaction that is gained when people are actively involved in creating solutions to their workplace conflict.

Carol’s clients come with a wide range of employers because conflict is universal across all industries and types of organizations. Where there are people, there is conflict. The key is to help people recognize and address conflict before it damages working relationships and creates organizational drag. In her over 20 years of experience, she has discovered some universal themes about workplace conflict and loves to share how people at all levels can strengthen their conflict resolution muscles.

Episode Highlights:

• Nuanced nature of conflict: Conflict within an organization is nuanced, neither inherently good nor bad. Its impact depends on factors such as power dynamics, organizational culture, and individual perspectives.
• Variety in healthy conflict: Healthy conflict varies among individuals, ranging from calm, data-driven discussions to quicker, more direct approaches. Understanding and respecting these differences in communication styles is essential for fostering productive conflict resolution.
• Cultivating a culture of healthy conflict: Building a culture where conflict is seen as an opportunity for growth requires continuous effort. This includes role modeling, providing training, and encouraging open communication, while also addressing power imbalances and equipping individuals with skills to prepare for constructive conflict resolution.
• Effective Communication Techniques: Strategies like mirroring and using "I" messages enhance communication by demonstrating active listening and expressing thoughts without accusation.
• Managing Conflict Dynamics: Understanding power dynamics is crucial; the dominant communication style often sets the tone. Balancing power involves controlling pace, facilitating equal participation, and encouraging diverse perspectives.
• Long-Term Relationship Building: Conflict resolution isn't just about negotiation tactics; it's about fostering trust and respect for ongoing working relationships. Prioritizing open communication and maintaining respect, even during disagreements, builds positive long-term connections.

Top 3 Takeaways for the Audience:

1. Just like financial literacy, conflict resolution skills are essential in professional settings. Despite its importance, formal training is often lacking, so investing in personal development and seeking mentorship can be invaluable.
2. Even top executives grapple with high-stakes decisions and spend considerable time preparing for challenging conversations. Acknowledging discomfort and seeking support or guidance is essential for effective conflict resolution.
3. Consistency between organizational values and operational practices is key to reducing frustration and preventing burnout. Addressing any disconnects can mitigate conflicts and foster a healthier work environment.

How to Connect with Carol:LinkedIn: https://www.linkedin.com/in/carol-bowser-2a65691/

Website: www.conflictmanagementstrategies.com

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On today’s episode we are talking about how to take your performance to another level to avoid killing your company.

Evan Marks experience, formerly Senior Consultant at The ReThink Group, brings resilience and strategic insight. With a Bachelor of Arts from the University of Pennsylvania and a Division 1 Lacrosse background, Evan coaches diverse clients, including NASCAR pit crews and executives. He champions the belief that "pressure is a privilege." As a Senior Performance Coach, Evan utilizes cutting-edge techniques rooted in modern psychoanalysis and neuroscience to guide clients to peak performance. Passionate about empowering clients to unlock their potential, he specializes in coaching for elite performers, extending expertise to leadership development beyond finance.

Episode Highlights:

• You can pick your actions, even if you can't always pick your emotions. Being aware of this distinction allows you to navigate situations more effectively.
• Take control of your behavior by understanding your emotional triggers and consciously choosing how to respond. This empowers you to manage situations rather than being controlled by them.
• Journaling and self-reflection are powerful tools for identifying and understanding your emotions. By verbalizing and acknowledging your feelings, you can build a deeper understanding of yourself and better navigate your emotional landscape.
• By slowing down and being intentional about how we respond to situations, we can create a different experience and outcome. Whether it's managing anger or improving work-life balance, intentionality allows us to navigate life's challenges more effectively.
• Journaling and verbalizing our emotions are powerful tools for building self-awareness. By acknowledging and expressing how we feel, we can better understand ourselves and our reactions. This self-awareness lays the foundation for personal growth and development.
• The mantra "you need to slow down before you speed up" encapsulates the idea that intentional effort and habit formation take time. By investing the effort to build new habits and neural pathways, we can ultimately accelerate our progress and achieve greater success in the long run.

Top 3 Takeaways for the Audience:

1. Positively impact the lives of those around us, whether it's our loved ones or colleagues.
2. While kindness and forgiveness are crucial, they require action to be effective. Simply acknowledging them isn't enough; we must actively demonstrate kindness and forgiveness in our actions towards ourselves and others.
3. Our beliefs shape our reality, and setting boundaries and assumptions can unlock our limitless potential. Embracing the idea that growth is constant and non-linear allows us to continuously evolve and expand our capabilities.

How to Connect with Evan:LinkedIn: https://www.linkedin.com/in/evan-marks-9ab189133/

Website: https://m1performancegroup.com

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On today’s episode we are talking about how a lack of resilience might be killing your company.

Russell Harvey, a Resilience Coach, Facilitator, and Public Speaker, is on a mission to positively impact 100,000 lives by 2025, already reaching 44,212 individuals. With over 20 years of experience in Learning, Leadership, and Organizational Development, Russell's approach is grounded in positive psychology and a Strengths-Based methodology. He balances pragmatism with creativity and playfulness, offering support, challenge, and progress to his clients. Beyond his professional endeavors, Russell serves as Chair of Governors at a local primary school and volunteers with Leeds Young Authors. His extensive qualifications include over 4000 hours of coaching, certification in performance development coaching, and expertise in facilitation.

Episode Highlights:

• Encourage open discussions about individual strengths and preferences to optimize performance and engagement.
• Aligning roles with employees' strengths leads to greater productivity, fulfillment, and organizational success.
• Address potential challenges upfront to prevent larger issues, ultimately saving time and resources in the long run.
• Tailoring communication and engagement strategies to individuals' natural strengths can facilitate easier and more productive conversations.
• Building a resilient organization involves aligning roles with employees' strengths, which leads to higher performance, enthusiasm, and engagement.
• Fostering proactive resilience through self-reflection, role-playing, and leadership development strategies can help scale resilience initiatives across the organization.

Top 3 Takeaways for the Audience:

1. Spring Forward with Learning: Emphasize the importance of continuous learning and growth, encouraging individuals to embrace new experiences and insights to propel themselves forward.
2. Strengths-Based Approach: Recognize and leverage individual strengths to drive motivation, engagement, and effectiveness in both personal and professional pursuits
3. Delegate to Strengths: As a line manager, prioritize delegating tasks according to employees' strengths, fostering a culture of empowerment and maximizing team performance.

How to Connect with Russell:LinkedIn: www.linkedin.com/in/russelltheresiliencecoach/

Website: https://www.theresiliencecoach.co.uk

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On today’s episode we are talking about how your meetings might be killing your company.

Stefanie Krievins, President of The Change Architects since 2014, thrives on dynamic change. Rejecting stagnant plans, she champions continuous learning and organizational strategies, fostering workplace innovation and joy. Her brainchild, The Change Architecture Framework, guides companies through transformation, emerging stronger. Stefanie, an Indiana University alumna, holds a Master’s and undergrad degree. Certified as a solution-focused coach by Erickson International and a member of the International Coach Federation, she's renowned for her disruptive approach. A self-proclaimed Pro Troublemaker, Stefanie challenges leaders to embrace discomfort and drive impactful change. As host of the "Hot Mess Hotline" podcast, she offers a platform for ambitious leaders seeking genuine transformation.

Episode Highlights:

• Schedule virtual coffee breaks or informal chat sessions for team members to engage in casual conversation and foster rapport.
• Utilize collaboration tools like Slack or Microsoft Teams to facilitate spontaneous communication and open channels for discussion.
• Emphasize the need for meetings to deliver substantial value, measured against the collective cost of attendees, and encouraging self-reflection on meeting participation and leadership behaviors.
• Encourage transparency and knowledge sharing by documenting work and sharing updates regularly using shared documents, wikis, or project management tools.
• Recognize the importance of physical gatherings for building relationships and facilitating informal learning and idea exchange.
• Promote cross-team communication by creating opportunities for serendipitous interactions and idea exchange, even in a remote work environment.
• Start meetings with informal icebreakers or personal check-ins to foster rapport and create a sense of community among team members.

Top 3 Takeaways for the Audience:

1. Say no to more meetings: Challenge the status quo by being selective about attending or scheduling meetings, prioritizing those where you can contribute value.
2. Commit to active participation and leadership: Take ownership of meetings by actively engaging, sharing ideas, and fostering an environment of open communication and honesty.
3. Focus on building trust and psychological safety: Recognize the importance of creating an environment where team members feel comfortable expressing their thoughts and opinions, ultimately contributing to organizational success.

How to Connect with Stefanie & The Change Architects:www.thechangearchitects.com

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On today’s episode we are talking about how not having a strong business continuity plan might be killing your company.

Patrick Hardy helps individuals and organizations prevent disruptions from ever becoming a disaster. Drawing on his world-class expertise in disaster preparedness & response, he distills memorable lessons audiences can use to break the Crisis Creation Chain and transform every disruption into an opportunity for learning.

Episode Highlights:

1. Importance of Disaster Recovery and Business Continuity: Emphasizes the critical nature of disaster recovery and business continuity planning, highlighting the risk of business closure without a solid plan, as demonstrated by the study following the 1993 World Trade Center bombings.
2. Employee Empowerment and Communication: Effective disaster recovery plans involve empowering employees and maintaining clear communication channels. Employees need to understand their roles and responsibilities in times of crisis to ensure a smooth recovery process.
3. Adaptation and Engagement: It's not just about having a plan on paper; it's about understanding the needs and dynamics of the people who will execute it, whether they're oyster fishermen in Alabama or tech workers in Silicon Valley.
4. Insurance Company Ambiguity: Insurance companies may officially claim to be agnostic regarding whether businesses should resume operations or accept payouts after a disaster. However, there might be internal considerations where companies prefer not to insure certain high-risk areas, especially prone to natural disasters like flooding, hurricanes, or wildfires.
5. Understanding Insurance Policies: Business owners need to thoroughly understand their insurance policies, including coverage limitations and exceptions. Misunderstandings often arise when policies are not carefully reviewed, leading to denied claims, particularly in cases like pandemics or cyber attacks where specific provisions may be required for coverage.
6. Empowerment and Decision-Making: In disaster scenarios, clear lines of authority are crucial. Businesses must empower employees at all levels to make informed judgment calls during emergencies, especially when management or key decision-makers are unavailable.

Top 3 Takeaways for the Audience:

1. Disaster preparedness can be empowering and strengthen you in the long run, rather than just doom and gloom.
2. When creating a disaster plan, focus on empowering those around you, whether it's for your family, pets, or business.
3. Dependency on other institutions can exacerbate disasters. Always have backup plans and diversify your resources to ensure true resilience and emerge stronger after the crisis.

How to Connect with Patrick:Website: https://disasterpatrick.com/

LinkedIn: https://www.linkedin.com/in/disasterpatrick/

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On today’s episode we are talking about how executive loneliness might be killing your company.

Nick Jonsson's remarkable journey embodies resilience, redemption, and holistic well-being. Recognized as a LinkedIn Top Voice and an elite Ironman athlete, Nick's influence transcends accolades. As co-founder of Executives' Global Network (EGN) Singapore, Malaysia & Indonesia, he supports over 900 executives, drawing from personal struggles with executive loneliness and mental health challenges. Nick's seminal book, "Executive Loneliness," and his podcast, "EGN Leadership Conversations," reflect his commitment to empowering others. From despair, Nick emerged as a beacon of hope, demonstrating the transformative power of vulnerability and determination. Today, he inspires audiences worldwide with his story of triumph and possibility.

Episode Highlights:

1. Recognize the importance of safe spaces: Executive loneliness is a significant issue, especially when individuals feel they have no safe spaces to discuss their challenges internally within their company. Finding external safe spaces through coaches, mentors, or peer groups can be crucial.
2. Proactivity is key: Rather than waiting for internal solutions that may not exist, individuals should take ownership of their situation and actively seek out external support networks. Waiting too long can lead to increased anxiety and even depression.
3. Embrace vulnerability: Leaders should practice vulnerability and empathy, creating a culture where it's safe to share challenges. By being open about personal experiences and struggles, leaders can foster stronger connections within their teams and break down barriers that contribute to isolation.
4. Resilience and perseverance: Building resilience is essential for both individuals and organizations. Leaders should demonstrate resilience through their actions, showing that they can navigate challenges effectively and bounce back from setbacks.
5. Reflect on purpose and hobbies: Encouraging individuals to reflect on their purpose in life and revisit past hobbies can help them find fulfillment outside of work. Engaging in activities that bring joy and connection can contribute to overall well-being and combat feelings of loneliness.
6. Seek help when needed: If feelings of hopelessness, burnout, or depression become overwhelming, it's crucial to seek help and support. There are numerous resources available, including support groups, hotlines, therapy, and counseling, to assist individuals in navigating difficult times and fostering personal growth.

Top 3 Takeaways for the Audience:

1. Treat vulnerability like a muscle and actively practice it in your safe spaces. Share your challenges and experiences with trusted individuals to foster connection and growth.
2. Take the initiative to find both professional and personal safe spaces where you can freely discuss work-related and personal matters with like-minded individuals. This can include peer groups, mentors, coaches, or support networks.
3. Use journaling as a tool for reflection and problem-solving. Write down your thoughts and feelings, both positive and painful, and take action by reaching out for help or discussing them with someone you trust. Regularly review your journal to address any unresolved issues and ensure peace of mind before bedtime.

How to Connect with Nick:Website: https://www.nickjonsson.com

LinkedIn: https://www.linkedin.com/in/nick-jonsson

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On today’s episode we are talking about how not focusing on great teams might be killing your company.

James Scouller, an executive coach, thought leader, and author, has dedicated 45 years to leadership. His four books reflect his profound focus on the psychological challenges confronting leaders and teams. The Three Levels of Leadership, his debut, revolutionized leadership literature with groundbreaking models and tools. Despite minimal promotion, it garnered global acclaim, inspiring countless CEOs. His latest trilogy, How To Build Winning Teams Again And Again, released in January 2024, serves as a companion to his first work. With a rich background in international leadership and coaching, Scouller continues to empower leaders and teams, embodying expertise in psychology and martial arts.

Episode Highlights:

• Commitment is Key: Teams need to address the psychological aspect of commitment before diving into trust and psychological safety. Without a shared commitment to the team's goals, dynamics can quickly unravel.
• Balanced Team Composition: Building effective teams requires more than just assembling individuals based on job titles or regional expertise. Teams must ensure they have a diverse mix of behavioral roles to cover problem-solving, planning, conflict resolution, and other essential functions.
• Clarity in Decision-Making: Successful teams establish clear processes for decision-making to avoid ambiguity and ensure alignment. Whether through discussion-based consensus or democratic voting, defining decision-making mechanisms helps teams stay focused and accountable to their goals.
• Conflict is Necessary for Growth: While conflict within teams is often seen as negative, it's essential for healthy team dynamics. Task conflict, where ideas are debated constructively, is a sign of a good team. However, many teams struggle with conflict avoidance, which can lead to passive aggression and hinder creativity.
• Understanding Individual Dynamics: Teams are comprised of individuals with unique motivations, fears, and life experiences. Effective leaders need to understand what makes each team member tick and foster an environment where individuals feel valued and understood. This personal connection is crucial for building strong teams.
• Seven Action Principles for Team Success: James shared seven action principles for achieving team success. These principles provide a roadmap for addressing key psychological issues within teams and improving overall effectiveness.

Top 3 Takeaways for the Audience:

1. Whether you're struggling with team building or simply want to improve, it's important to recognize that the art of building and regenerating teams is learnable. With effort and practice, anyone can develop the skills necessary to build effective teams.
2. While improving team dynamics requires dedication and practice, the effort invested in developing these skills will ultimately pay off. Not only will you enjoy your work more, but your teammates will also benefit, and your company will see better results because of improved team dynamics.
3. To support your journey in mastering team building, there are resources available, such as books and tools, that can provide guidance and insights. By leveraging these resources, you can gain valuable knowledge and techniques to enhance your team leadership abilities.

For More Information Related to This Episode:
https://leadershipmasterysuite.com/cc/

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On today’s episode we are talking about how your handling of customer service might be killing your company.

Ali Cudby, Founder and CEO of Alignmint Growth Strategies, drives business transformation through intentional customer experiences. With over 20 years of expertise, she aligns strategy and implementation for unparalleled growth. As the bestselling author of "Keep Your Customers," Ali offers insights from real-world stories and CEO-led case studies. Her MINT Method, outlined in the book, fosters transformational customer loyalty. Previously at The New York Times Company, Golf Digest Magazine Group, and Animal Planet TV Network, Ali founded Alignmint in 2014. She also teaches Entrepreneurship at Purdue University and shares her expertise on podcasts, emphasizing the integral role of customer experience in business success.

Episode Highlights:

• Customer Strategy Alignment: Aligning customer-facing departments with the customer strategy ensures consistent messaging and a unified approach across the organization.
• Building a Customer Playbook: Creating a playbook involves identifying key moments in the customer lifecycle and assigning clear roles to each team involved.
• Diagnosing Breakdowns in Customer Experience: High churn rates often signal breakdowns in the customer experience.
• Overcoming Sales and Onboarding Challenges: Sales teams overpromising, inadequate onboarding processes, and product challenges can all lead to customer dissatisfaction.
• Effective Feedback Mechanisms: Prioritizing customer feedback and organizing it meaningfully can help organizations identify areas for improvement and enhance customer satisfaction.
• Cultivating Customer Loyalty: Understanding different tiers of customer loyalty and tailoring strategies to upgrade customers to more lucrative tiers can drive long-term growth.

Top 3 Takeaways for the Audience:

1. Prioritize understanding and meeting customer needs, ensuring they feel seen, heard, and valued to drive growth.
2. Implement clear and consistent processes within the company to guide customer-facing teams in handling interactions confidently, fostering stronger relationships and sustained growth.
3. Shift the perspective on customer-facing teams from a cost center to a revenue driver, emphasizing their role in retention, cross-selling, and upselling to fuel long-term revenue growth.

How to Connect with Ali:Website: https://alignmintforgrowth.com

LinkedIn: https://www.linkedin.com/in/alicudby/

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On today’s episode we are talking about how imposter syndrome can hurt teams and and threaten your company.

Tiffany Houser is a passionate advocate for personal transformation and leadership development. With a focus on coaching senior leaders and high-achieving founders, she empowers them to experience profound breakthroughs in their authentic leadership style, vision, and purpose. Through her coaching, she helps leaders cultivate self-awareness, emotional intelligence, and a growth mindset, enabling them to define their vision, overcome obstacles, and foster a culture of contribution and resilience. As the founder of EVOLVE, Tiffany and her team provide transformative experiences and coaching services to organizations seeking to embrace change and cultivate self-worth.

Episode Highlights:

• Imposter syndrome manifests in two main ways. Common imposter feelings involve doubting oneself and feeling inadequate, while toxic imposter feelings involve projecting those feelings onto others, resulting in behaviors like micromanaging or aggression.
• Leaders experiencing imposter syndrome, especially when new to an organization, may struggle to enroll their team in new ideas or strategies, leading to resistance to change and breakdowns in communication. Toxic imposter feelings in leaders can lead to negative behaviors that harm team dynamics and creativity.
• Poor internal communication within organizations can exacerbate imposter syndrome by creating uncertainty and mistrust among employees. Leaders need to foster an environment of open communication and transparency to mitigate the negative effects of imposter syndrome on their teams.
• It is important to identify and acknowledge when you're experiencing challenges or issues, particularly related to insecurity and self-doubt. Many leaders may suppress these feelings, which prevents them from addressing and overcoming them effectively.
• Indecisiveness and a lack of trust in oneself are highlighted as significant consequences of feeling like an imposter. This can manifest in reluctance to make decisions or seek validation from others excessively, ultimately leading to a loss of confidence and effectiveness in leadership roles.
• Addressing Behavioral Patterns: Certain unhealthy behavioral patterns, such as perfectionism, overworking, busyness, comparison, and people-pleasing can hinder personal growth and contribute to a toxic work environment if left unaddressed. Instead, it's crucial to foster a culture of communication, curiosity, and understanding to create a supportive and productive work environment.

Top 3 Takeaways for the Audience:

1. Understand that feelings of insecurity and impostor syndrome are common and not inherently negative. Recognize and accept these feelings can be the first step towards growth and self-improvement.
2. Everyone, regardless of their position or status, experiences moments of self-doubt and insecurity. Knowing that even successful individuals face these challenges can provide reassurance and perspective.
3. Encouraging a mindset of curiosity and openness to possibilities can lead to more effective leadership and problem-solving. Instead of judgment or blame, approaching situations with curiosity allows for exploration and growth.

How to Connect with Tiffany:

Website: https://evolveeq.com

LinkedIn: https://www.linkedin.com/in/tiffanyhouser

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Loreta Tarozaite is an experienced strategist and advocate for brand and executive presence, unlocking visibility, authority, and impact for companies and leaders. With a background spanning broadcast journalism, founding her own company, and collaborating with Fortune 500 corporations, Loreta is a strategic partner in navigating the complex world of authoritative presence. She excels in strategic marketing architecture, elevating presence, on-camera coaching, and embracing tech innovations. Loreta's unique approach, the Real Relating Lens™, distills complexity, fosters authenticity, and drives transformative change. Thriving in chaos, Loreta sees it as an opportunity for lasting transformation and impact through improved presence.

Episode Highlights:

1. Importance of Communication: Executive presence is crucial because leaders are the face of the company and need to communicate clearly and effectively to represent the organization well.
2. Authenticity Matters: Being authentic and true to oneself is key to building executive presence. Leaders should express their values, motivations, and drive in their communication to connect with others genuinely.
3. Tailoring Approach to Individual Strengths: Executive presence isn't one-size-fits-all. It involves identifying each leader's strengths, whether it's storytelling, humor, or other communication styles, and leveraging those strengths effectively.
4. Understanding Perception: Leaders should actively seek feedback to understand how they are perceived by others. This feedback helps identify areas for improvement in communication and leadership style.
5. Balancing Professionalism and Relatability: While the level of formality in executive presence may vary based on organizational culture and individual preferences, leaders should aim to strike a balance between professionalism and relatability. This includes considerations such as attire, communication style, and demeanor.
6. Social Media Strategy: Approach social media with caution, understanding the permanence of posts and the importance of authenticity, seeking professional support when necessary, especially during crises.

Top 3 Takeaways for the Audience

1. Start Small, Experiment, and Learn. Begin by taking small steps outside of your comfort zone, such as writing a LinkedIn post, to gain experience and confidence.
2. Overcome Self-Doubt and Fear of Judgment. Recognize and overcome the fear of judgment or sounding inadequate, understanding that growth requires vulnerability and risk-taking.
3. Seek Feedback and Continuous Improvement. Embrace feedback and self-awareness, acknowledging flaws and actively seeking opportunities for improvement to enhance leadership presence and authority.

**How to Connect with Loreta:

Website: https://www.loretatv.com/
LinkedIn:** https://www.linkedin.com/in/loretatarozaite/

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On today’s episode we are talking about how using AI in marketing might be killing your company.

Ferdinand Mehlinger, an esteemed SEO expert and keynote speaker, played a pivotal role in Google's inception, granting him unparalleled insights into driving organic traffic and conversions. With a diverse portfolio spanning E-waste, biotech, fitness, and social media sectors, Ferdinand's expertise is unmatched. With over two decades of experience, including contributing to Google's algorithm in its infancy, Ferdinand offers unparalleled expertise in SEO and Google insider strategies. He's available as a keynote speaker for events, conferences, and podcasts, offering valuable insights and free resources on his website. Ferdinand's company, Bluoo Digital, specializes in branding and online marketing solutions, driving success for businesses since 2005.

Episode Highlights:

• AI Revolution: AI is poised to revolutionize our lives, offering unprecedented convenience and accessibility to information, similar to the impact of search engines.
• Potential of AI: AI has the potential to enhance productivity across various domains, from writing and coding to email management, streamlining tasks and providing valuable assistance.
• Ethical Considerations: Despite its benefits, ethical concerns surround AI's use, especially regarding misinformation, manipulation, and privacy.
• Regulation and Oversight: The rapid advancement of AI necessitates regulation and oversight to ensure responsible and ethical use, preventing misuse and abuse.
• Impact on SEO: AI influences SEO practices, with search engines like Google emphasizing quality and relevance to combat spammy content generated by AI.
• Realistic Content Focus: Businesses should prioritize quality over quantity in content production, acknowledging limitations and aiming for manageable output.
• Peer-to-Peer Interaction: User preference for human interaction over AI-generated content drives a shift towards peer-to-peer question-and-answer interactions online.

Top 3 Takeaways for the Audience:

1. Jump into AI without hesitation, as it's becoming increasingly essential for businesses to leverage its capabilities.
2. Recognize and understand your own value, whether as a business owner or professional, and assert it confidently.
3. Focus on becoming an expert in your field, as expertise opens doors and allows you to provide valuable insights and solutions to others.

How to Connect with Ferdinand:

www.ferdinandmehlinger.com

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On today’s episode we are talking about how not maintaining high quality teams might be killing your company.

Randy Clark, currently Director of Global Operations at IBN (InvestorBrandNetwork), is an executive and strategic thinker with over 20 years of experience in building and managing high-functioning teams and organizations. His expertise spans from creating entities from scratch to revitalizing existing ones, consistently achieving remarkable success. Embracing change and prioritizing alignment over agreement, Randy fosters diverse, empowered teams, believing in uplifting every individual he encounters. With a mantra of supporting people to their fullest potential and infusing fun into every endeavor, Randy finds profound fulfillment in watching teams flourish and triumph together. Eager for the next challenge, he looks forward to continuing his journey of growth and success.

Episode Highlights:

• Team Building from the Ground Up: The speaker emphasizes the importance of personally building teams from scratch to ensure they are founded on a proven record of success. However, they acknowledge that circumstances may sometimes require adapting to existing teams.
• The Significance of Hiring: Hiring the right people is paramount for team success. The speaker underscores the importance of assessing individuals' capabilities, desires, and skills to ensure they align with the team's goals and culture.
• Focus on Team Dynamics: Team dynamics are crucial for success, and the speaker highlights the importance of aligning everyone towards the same goal while fostering healthy agreement on how to achieve it.
• Motivation, Focus, and Advocacy: The speaker outlines three key factors for keeping teams cohesive: motivation, focus, and advocacy. Understanding individual motivations, defining clear focuses, and being an advocate for team members are essential for achieving collective success.
• Fit and Adaptation: Recognizing when someone is not the right fit for a role and being willing to have difficult conversations or make adjustments is crucial for both individual and team success. The speaker emphasizes the importance of finding roles that align with employees' strengths and aspirations.
• Recognizing and Addressing Misalignment: It's crucial to identify when individuals are struggling to meet personal goals within a role, as this can have a detrimental impact on both them and the team. Encouraging individuals to pursue roles that align with their strengths and passions is essential for fostering personal fulfillment and driving team success.
• Dealing with Toxic Team Members: Toxic team members can significantly diminish team morale and productivity. Taking action, even if it means making tough decisions like removing individuals who don't align with the team's goals and culture, is essential for the overall betterment of the team and the company.

Randy’sTop 3 Takeaways for the Audience:1. Having the right individuals in appropriate roles, highlighting attitude, aptitude, and work ethic are key criteria for success.

1. Bring passion and enjoyment to work. Encourage fostering a fun and engaging work environment to inspire team members to be passionate and committed to their roles.

2. Lead by example. Managers should lead with care, dedication, energy. By demonstrating commitment and enthusiasm for the job you will set a positive tone for the team and foster mutual respect and success.

**How to Connect with Randy:

LinkedIn: https://www.linkedin.com/in/randy-clark-a30717/ Website: https://www.investorbrandnetwork.com/**

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On today’s episode we are talking about how not to be scooped up unwillingly in an acquisition with Jason Radisson.

Jason Radisson is a seasoned unicorn breeder with 20+ years of expertise in strategy, operations, and growth. As the CEO and Founder of Movo, an HCM platform, he's revolutionizing frontline workforce management globally, boasting 700,000+ users across various industries. Formerly with McKinsey & Company and Uber, Jason's track record includes scaling businesses, notably 99-Taxis, which he grew 10x before its $1B acquisition. Passionate about empowering the frontline workforce, he champions digital solutions to uplift communities. Jason, a Holy Cross alum and multilingual Fulbright Scholar, balances his professional achievements with family and outdoor pursuits, embodying a holistic approach to success.

Episode Highlights:

• Importance of Differentiation: Industries consolidate where there's economies of scale. Having a unique differentiator that the market values is crucial for success.
• Role of Capital Markets: The movement of capital plays a significant role in determining winners, especially in later funding rounds where large sums of money are involved. Convincing capital markets of your company's potential is key.
• Diagnosing Corporate Health: Assessing threats to the organization involves analyzing both strategy and execution. Poor execution can undermine even a solid strategy.
• Avoiding Irrelevance: Staying relevant amidst industry consolidation requires a focus on differentiation and addressing unmet needs in the market.
• Building a Following: Building a loyal following can be achieved through various means, including product innovation, marketing, and targeting underserved markets.
• Operational Efficiency: Maintaining capital efficiency and operational leanness is crucial for sustainable growth, especially in the face of competition and potential acquisitions.

Jason’s Top Takeaways for the Audience:

1. Find your unique differentiator.
2. Capital efficiency and frugality contributes significantly to overall sustainability. Even if other aspects like differentiation or strategy are not fully developed, being lean and frugal ensures longevity and reduces vulnerability to hostile takeovers or industry consolidation efforts.
3. Maintaining a global perspective fosters invaluable cross-industry insights, allowing for the adaptation of successful practices from international corporations to local contexts.

How to Connect with Jason:https://www.linkedin.com/in/jason-radisson/

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On today’s episode we are talking about how your negotiation skills could make or break your company with Adele Gambardella and Chip Massey.

Adele Gambardella and Chip Massey are two accomplished professionals with diverse backgrounds and a shared mission. Adele, recognized as a prominent figure in the PR world, brings over 20 years of expertise, serving as a spokesperson for Fortune 100 companies and teaching at prestigious universities. Chip, a former FBI Special Agent, offers a wealth of experience in high-stakes criminal cases and negotiation techniques. Together, as co-founders of The Convincing Company, they bridge the worlds of PR and Crisis Negotiation, providing global consulting and training services to a wide range of clients, from tech startups to Fortune 500 giants.

Episode Highlights:

• Forensic Listening: Utilize forensic listening techniques to uncover the unstated narratives and true beliefs of others. By understanding what people truly think and value, you can tailor your approach to effectively communicate and persuade.
• The Convincing Continuum: Move individuals down the convincing continuum by starting with points of agreement, addressing fears and uncertainties, and providing just enough information to prompt further research and validation. Avoid overwhelming them with excessive facts and arguments.
• Active Listening and Empathy: Practice active listening to de-escalate heightened emotions and understand the underlying concerns of others. Demonstrating empathy and valuing their opinions can build trust and facilitate productive dialogue.
• Personalized Approach: Tailor your communication style and approach based on individual personalities and preferences. Recognize that different people may respond differently to persuasion tactics and adjust your strategy accordingly to achieve the desired outcome.
• Focus on Collaboration: Emphasize collaboration and mutual benefit in negotiations and decision-making processes. Highlight how working together can lead to positive outcomes for all parties involved, fostering a sense of cooperation and alignment.
• Timing is Key: Being aware of the timing and context of our interactions, including when someone is mentally prepared and receptive, can significantly impact the effectiveness of our communication.

Top Takeaways for the Audience:1. Remember who you’re trying to convince. Are they emotional? Are they more of a fact-based person?

1. Listen intently so the person you are talking to feels you are connected to them and truly understand who they are.

2. Try new things. Don’t get stuck in what you’ve always done as there are great opportunities in trying something new.

3. Nobody will care what you have to say or what you believe until they feel you care about them. Then, you can cross chasms with the person because they feel you have their back**.

For Resources Related to this Episode Visit:**

https://convincingcompany.com/corporate/

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On today’s episode we are talking about how your lack of consciousness may be killing your company.

Tom Willis believes we are all born with unlimited potential. As a former classroom teacher, he also believes in the power of lifelong learning. These beliefs have shaped his primary goal in life: helping others move beyond their self-limiting beliefs so they can reach their true potential.

Prior to co-founding Phoenix Partners, he had the great honor of serving as the CEO for Cornerstone, a school system in Detroit. He was fortunate to earn an engineering degree from the University of Michigan and an MBA from the University of Notre Dame.

Episode Highlights:

1. Clarity of Purpose: Helping individuals and teams get clear about their fundamental purpose in life and how it aligns with the purpose of the organization is crucial for fostering meaningful engagement and alignment.
2. Focus on Impact: It's essential to shift the focus from simply creating cool technology or products to understanding the real impact and societal benefits of the work being done, such as providing access to transportation services for those in need.
3. Motivation through Contribution: Human beings are universally motivated by making a difference and being helpful. Understanding and connecting with employees' personal motivations and values can drive engagement and commitment to shared goals.
4. Leadership, Management, Coaching: Effective leadership involves a balance of leadership, management, and coaching. Each aspect plays a role in creating a culture of growth and accountability, with leadership and coaching being emphasized more than traditional management.
5. Conscious Time Management: Being conscious about how time is spent, prioritizing activities that contribute to personal and team growth, and focusing less on mundane tasks or "chores" can lead to significant improvements in organizational effectiveness and results.
6. Feedback Loops: Establish regular feedback mechanisms to gather input on the current culture and identify areas for improvement from employees at all levels.
7. Training and Development: Invest in training programs that support the development of key cultural competencies, demonstrating a commitment to fostering a positive work environment.

Tom’s Top 3 Takeaways for the Audience:

1. If you are a CEO or Superintendent, check out our group called The Interchange made up of leaders from across the country who get together about once a month.
2. Read our book The Great Engagement. Whether you’re a CEO of a large team or CEO of your life this book can help.
3. Start asking people around you to help you become more conscious. Ask them questions like “how can I improve as a teammate, a father, a friend? etc.

For Additional Resources Related to This Episode Visit:

https://www.phoenixperform.com/corporatecpr

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On today’s episode we are talking about how not adopting the latest trends in workforce flexibility might be killing your company.

Jones Loflin, an educator turned internationally recognized speaker and author, is known for his impactful books like "Always Growing" and "Juggling Elephants," available in the US and 14+ countries. His work, including "Getting The Blue Ribbon" and "Getting to It," offers practical strategies for personal and professional growth. Founder of Jones U, he provides online courses and coaching for self-paced learning. Previously the "Trainer of Trainers" for "Who Moved My Cheese?" Jones holds degrees from North Carolina State University and is a member of the National Speaker’s Association.

Episode Highlights: · Shift from Work-Life Balance to Work-Life Success: There has been a shift from the concept of work-life balance to work-life success. That balance implies a static state, whereas success entails being present in the moment and investing time where it is needed most.

· Accountability and Communication: Accountability is crucial in ensuring that work gets done efficiently, especially in environments with flexible policies like unlimited leave. Regular check-ins and effective listening by leaders foster a supportive and productive work culture.

· Adapting Leadership Styles: Leaders must adapt their management approach based on whether team members are working in-person or remotely. Effective leaders prioritize consistent communication, active listening, and understanding the needs of their team members.

· Flexibility in Work Arrangements: The trend towards flexible work arrangements, including remote work options, continues to grow. Successful organizations prioritize autonomy for their teams while also establishing clear guidelines and expectations for productivity and collaboration.

· Business Case for In-Office Time: Organizations should establish a clear business case for requiring employees to be in the office certain days of the week. By identifying specific times when in-person collaboration is necessary, companies can justify their policies and gain employee buy-in.

· Data-Driven Approach to Change: When considering changes to work policies, such as remote work options or leave policies, it's essential to gather data through employee engagement surveys or assessments. Knee-jerk reactions can lead to unintended consequences, so it's crucial to make informed decisions based on feedback from employees.

· Leadership Role in Addressing Burnout: By creating psychologically safe environments where employees feel comfortable discussing their challenges, leaders can help prevent burnout. Additionally, leading by example, demonstrating vulnerability, and acknowledging personal work preferences can foster understanding and support within the team.

Jones’ Top 3 Takeaways for the Audience:

1. People go about getting work done differently. As much as possible, we need to respect that individual cadence instead of trying to put everyone into a box.
2. Organizations must make the business case for whatever flexible work policies they are going to put in place.
3. People should be consistently intentional about what they need from work so when they are done with work, we are doing the things we really want to be doing.

How to Connect with Jones:Website: https://jonesloflin.com

LinkedIn: https://www.linkedin.com/in/jonesloflin/

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On today’s episode we are talking about how taking care of your employees' emotions during an M&A process can be a lifesaver your company.

Jonathan Bennett, C.Dir., is a highly sought-after leadership coach and strategic advisor, offering his expertise to CEOs, executive teams, politicians, and boards of directors throughout Canada. With a background spanning urban, rural, remote, and First Nations communities, Jonathan excels in social purpose business strategy, governance, branding, change management, and communications. Before venturing into coaching, he founded Laridae, a management consulting and training firm that has served over 200 clients. As Laridae's inaugural CEO, he transformed the startup into a leading B Corp. Jonathan, also a Special Graduate Faculty at Trent University, contributes his extensive experience as a director to boards like Accerta and CashCo financial. Additionally, Jonathan has held leadership roles in notable organizations, including Chair of the Board of Directors of Ontario Telemedicine Network and the Kawartha Haliburton CAS. An accomplished writer, Jonathan has authored seven books and resides with his family on a lake near Peterborough, Ontario, Canada.

Episode Highlights:· Anticipate Employee Reactions: Leaders implementing major organizational changes, like mergers, should anticipate varied employee reactions, from excitement to fear. Understanding and addressing these emotions is crucial for successful change management.

· Effective Communication is Key: Clear communication is essential. Leaders must not only communicate what will change but also emphasize what will remain unchanged. Using diverse communication channels accommodates different learning styles and calms employee concerns.

· Ongoing Dialogue for Support: Change is a process that requires time. Leaders should initiate ongoing dialogues to address employee questions and concerns, emphasizing that the initial announcement is just the beginning of continuous information sharing and support.

· Acknowledge Emotional Impact: Leaders often underestimate the emotional impact of changes on employees who were not part of the decision-making process. Acknowledging and understanding this impact is vital for fostering a positive organizational culture during transitions.

· Active Leadership Engagement: Senior leaders must actively participate in decision-making during significant changes. Avoiding abdication of decision-making responsibilities ensures alignment of vision and fosters an environment conducive to successful change.

Jonathan’s Top 3 Takeaways for the Audience:1. You can’t communicate too often. Decide to overcommunicate and schedule it.

1. Change is hard. Give people the time they need.

2. Be self-aware about how you’ve dealt with change. You aren’t doing it right or wrong and the folks around you aren’t doing it right or wrong. You’re just doing it your way. Give yourself and others grace and space.

How to Connect with Jonathan:Website: https://clearlythen.com/

LinkedIn: https://www.linkedin.com/in/bennettjonathan/

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On today’s episode we are talking about how success might be killing your company.

Alex Atwood, a purpose-driven entrepreneur, has built a career marked by success in founding and leading four impactful companies. Over two decades, Alex has served over 8,000 satisfied customers in staffing, hospitality, and facilities management. Beyond entrepreneurship, Alex is an angel investor supporting ventures for a better world and a philanthropist, particularly dedicated to family businesses. Engaging in personal growth, Alex participates in Landmark Worldwide coaching and adheres to Nonviolent Communication principles. A diverse range of interests includes meditation, self-exploration modalities, drumming, and a newfound passion for skateboarding. Amid the COVID-19 pandemic, Alex's latest venture focuses on providing non-toxic disinfection services, promoting regulatory compliance, and reemploying displaced hospitality workers in the D.C. and Baltimore metro area.

Episode Highlights:· Warning Against Complacency: Complacency can lead to stagnation and negatively impact both individual and organizational progress. It can cause a "mortality event" for companies and even entire industries. Examples, such as the transformation of the taxi industry with the rise of ride-sharing, emphasize the need for continuous adaptation.

· Transformational Mindset: A transformative mindset involves being continuously curious about possibilities and embracing evolution. It is important to think outside the current framework, fostering creativity, and maintaining an open thought process.

· Empowering Culture: Transformative leadership involves empowering employees by creating a culture where curiosity, creativity, and diverse ideas are encouraged. This type of leadership is critical to establishing an authentic, empowering culture within an organization.

· Strategic Innovation and Continuous Transformation: Companies need to prioritize strategic innovation and continuously transform, not just in products or services but also in the way they manage their organizations. The key lies in staying ahead of the curve, being receptive to change, and having a genuine commitment to transformation.

· Psychedelic Therapeutics and Business Transformation: Business leaders increasingly turn to psychedelic experiences, such as ayahuasca retreats, to break through self-limiting behaviors and enhance their effectiveness, reflecting a broader trend of exploring unconventional practices for personal and professional growth.

· Integration of Psychedelic Experiences: The psychedelic journey involves intentional preparation, group interactions, and post-experience discussions, emphasizing the importance of integrating insights gained into daily life for sustained personal growth.

· Transformation in Business Analogous to Personal Growth: Examining companies like McDonald's underscores the imperative for businesses to continuously transform and adapt in messaging, branding, and offerings to remain relevant in a dynamic and evolving market.

Alex’s Top 3 Takeaways for the Audience:1. Be curious in everything you do.

1. Empower others.

2. Have fun. Be more creative and enjoy the work you do because it doesn’t need to be a grind. If you’re not having fun, you’re probably doing it wrong.

How to Connect with Alex:Website: https://alexatwood.co/
LinkedIn: https://www.linkedin.com/in/alexatwood/

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On today’s episode we are talking about how to help your employees become more resilient.

Michele Phillips is a seasoned corporate trainer and transformational personal coach. As President of Key Performance and award-winning author of 'Happiness is a Habit,' Michele has shaped a fulfilling 23-year entrepreneurial career. Her impact extends globally, guiding Fortune 500 companies like TAG Heuer and Pfizer. Michele excels in one-on-one coaching, seamlessly integrating neuroscience, habit formation, and positive psychology to elevate happiness and performance. With a Master’s in Organizational Development from Fordham University, Michele's expertise is honed by certifications and mentorship. A sought-after writer and speaker, her book ranked among Amazon's top self-help books in 2017.

Episode Highlights: · Empowerment and Recognizing Inner Power: The speaker underscores the importance of empowering individuals to recognize and utilize their inner power, asserting that everyone possesses more power than they realize.

· Three-Pronged Approach in Corporate Training: The speaker employs a three-pronged approach in corporate training, including training workshops, individual coaching, and result evaluation to ensure employees make a positive impact.

· Continuous Improvement in Project Management: Emphasizing the dynamic nature of project management, the content stresses the importance of continuous improvement, adaptability, and regular reflection, encouraging a commitment to learning from both successes and failures.

· Results-Focused Agile Leadership: The speaker advocates for a results-focused approach in leadership, emphasizing regular assessment of project phases, adoption of agile methodologies, and investment in professional development for project teams.

· Resilient Leadership and Preparedness: Leaders who value development and provide ongoing support, including training, coaching, and resources, contribute to building resilience in teams. Additionally, preparing employees for economic uncertainty involves keeping skills updated and fostering an adaptable mindset.

Michele’s Top 3 Takeaways for the Audience:1. Ask yourself, if you want your business to grow 30%, what are you doing to grow your people 30%?
2. As a leader, make sure you have the propensity to develop other people.
3. Invest in training and coaching.

How to Connect with Michele: Website: www.key2unlock.com

LinkedIn: www.linkedin.com/in/michele-phillips-9409707/

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On today’s episode we are talking about how playing it safe might be killing your company.

John Miller is the Founder of Scribewise, a dynamic content marketing agency dedicated to aiding B2B firms and healthcare providers in achieving growth through thought leadership and demand generation. His team of writers, designers, and strategists excels in humanizing complex business conversations by crafting and disseminating compelling, audience-focused content. With a firm belief in courageous marketing, John advocates for breaking free from the mundane and injecting excitement into the business world. His passion extends to his book, a manifesto at PlayingItSafeSucks.com, aimed at inspiring marketers and companies to adopt a bold and impactful mindset.

**Episode Highlights:

Courageous Marketing Manifesto:** The book, "Playing It Safe Sucks, A Courageous Marketing Manifesto," challenges the prevailing mindset of playing it safe, emphasizing the importance of making companies stand out, build credibility, and trust.

Assessing Risk and Timing: Delving into the concept of risk in marketing, the discussion highlights the importance of assessing the right time for bold marketing moves and the need for internal champions to push innovative ideas.

B2B Marketing Focus: The conversation underscores the distinctive aspects of B2B marketing, emphasizing the longer consideration cycle and the need to build trust at scale rather than merely focusing on website traffic or SEO.

Effective Communication within Organizations: Addressing the challenges of communicating courageous marketing ideas within organizations, the emphasis is on starting small with experiments, proving concepts, and gradually expanding initiatives. Internal champions and alignment with company culture are vital.

Navigating Uncertain Times: The discussion challenges the "Playing It Safe" mentality during uncertain times, urging marketers not to give in to the temptation of playing small. It encourages finding ways to bring innovative ideas to market, even in the face of internal politics and red tape.

John’s Top 3 Takeaways for the Audience:1. Be courageous in your marketing.

1. For B2B companies, let go of your obsession with website traffic and SEO.

2. Don’t follow trends or follow the masses. Focus on figuring out your message and audience instead.

How to Connect with John:Website: https://scribewise.com/

LinkedIn: https://www.linkedin.com/in/johnmillerscribewise/

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On today’s episode we are talking about how lack of alignment within your organization might be stunting your growth.

Jim Stevenson, Founder and CEO of Bletchley Group, an International Growth Consultants firm, specializes in Strategy, Transformation, and Growth. Committed to making growth the focus of strategy, he excels in creating customer-centric plans, go-to-market strategies, and aligning capabilities for revenue growth. As the visionary behind Tech Startup Machine, Jim collaborates with global brands and startups, providing digital services, from e-commerce to brand protection. Noteworthy clients include Guardian News, Bacardi, and Hilton Hotels. A Thought Leader and Speaker on Digital Strategies, Marketing, and Business, Jim's specialties encompass Strategy, Transformation, and Growth. His versatile roles include Interim/Fractional Chair, CEO, Leader, Consultant, or Coach.

**Episode Highlights:

Cultural Foundation:** A strong, shared culture is foundational for a growing company's success. Maintaining this culture becomes challenging as organizations expand, but it is crucial to prevent the formation of silos that hinder overall alignment and productivity.

Vision and Leadership Alignment: Continuous emphasis on the North Star or overarching vision is vital for a growing organization. Lack of alignment at the leadership level, including the board, CEO, and C-suite, can lead to divergent objectives and hinder overall progress.

OKRs for Strategic Alignment: Implementing Objectives and Key Results (OKRs) is a powerful strategy for aligning teams with overarching company goals. Focusing on challenging OKRs, cascaded from the top down, ensures a balance between aspiration and achievability.

Testing and Learning: Embracing a mindset of continuous testing and learning is crucial, especially for smaller entrepreneurial companies. Setting a clear time horizon for metrics and accepting the possibility of mistakes are key to the learning process.

Start Small for Big Impact: Initiating change through smaller, impactful projects can have a significant effect when steering a large organization. Proving success on a small scale generates enthusiasm and paves the way for broader and more significant transformations.

**Jim’s Top 3 Takeaways for the Audience:

1. Culture is a big thing.

2. Alignment at all levels of the organization is critical.

3. Focus on executive sponsorship.

How to Connect with Jim:**

https://www.linkedin.com/in/jimstevenson/

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On today’s episode we are talking about why you might be killing innovation within your organization.

Robyn Bolton, Founder of MileZero, collaborates with medium to large businesses, guiding them through uncertainty to drive revenue growth. With a focus on innovation, she transforms deep customer insights into viable businesses, having worked with notable companies such as Medtronic and Teachers Pay Teachers. Formerly a Partner at Innosight, she served Global 1000 firms, including Nike and Nestle, shaping new markets and business models. Robyn, an MBA graduate from Harvard Business School, began her career at Procter & Gamble, leading the North American launch of Swiffer. A respected thought leader, her articles on innovation appear in major publications, and she frequently speaks on topics like Intrapreneurship and Design Thinking.

**Episode Highlights:

Strategic Innovation for Growth:** Innovation is pivotal for organizational growth, addressing the "growth gap" and maintaining competitiveness in dynamic markets.

Adapting to Rapid Change: Established companies face the challenge of adapting to accelerated technological change, necessitating quicker innovation cycles for sustained relevance.

Clear Definition Drives Alignment: A shared and clear definition of innovation is essential to align diverse perceptions within organizations, ensuring cohesive efforts.

Diversified Portfolio Approach: Success in innovation requires a balanced portfolio encompassing incremental, adjacent, and transformative approaches, each demanding specific structures for optimal execution.

Leadership's Dual Mandate: Leaders play a pivotal role in maintaining operational efficiency while fostering the adaptability essential for driving and sustaining innovation initiatives.

Robyn’s Top 3 Takeaways for the Audience:1. Leaders, the tension you feel between operating and innovating is real. You goal now is to figure out how to live with that tension and both operate and innovate in the best way for your organization.

1. Innovation isn’t an event. It can start with one, but make sure you have a plan for how to keep the momentum going.

2. Get really good at incremental innovation and set up a separate team and structure to focus on adjacent innovation.

How to Connect with Robyn:Website: https://www.milezero.io

LinkedIn: https://www.linkedin.com/in/robynmbolton/

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On today’s episode we are talking about how communication might be killing your organization.

Pam Hurley, PhD, is the founder and president of Hurley Write, Inc., a certified women-owned small business. Pam’s teaching style has been described as “energetic” and “straightforward.” Indeed, many clients credit Pam with giving them the strategies they needed to start thinking critically about their own writing.

**Episode Highlights:

Impact of Effective Writing:** Effective writing plays a critical role in shaping an organization's reputation, customer relationships, and financial success. Poor writing can lead to confusion, questions, and damage to the company's image.

Undervaluation of Writing Skills: Many organizations undervalue the importance of writing skills, expressing a need for quality documents while neglecting to invest in the development of their employees' writing proficiency. There is an assumption that a college education ensures adequate writing skills.

Time and Cost Consequences: Poor writing has not only communication quality implications but also significant time and cost repercussions due to repeated document iterations and reviews. This is especially noticeable when employees, such as project managers, are burdened with excessive reviewing responsibilities that detract from their primary roles.

Equal Rigor for Internal Communication: Internal communication, encompassing emails and other documents, deserves the same level of scrutiny as client-facing communication. Miscommunication internally can lead to problems, impacting relationships and rapport within the organization.

Audience-Centric Writing: Deep understanding of the audience is crucial in effective writing. Knowing the attributes, relationships, and context of the reader aids in tailoring the tone, voice, and content appropriately. This prevents misunderstandings and enhances the overall effectiveness of communication, both internally and externally.

Pam’s Top 3 Takeaways for the Audience:1. Think of the organization in terms of the communication. Is there an organizational problem? Do you have a communication standard in place?
2. Writing should be part of your overall strategic plan for the company.
3. Always think about the planning of your documents.

How to Connect with Pam:

Website: https://www.hurleywrite.com

LinkedIn: https://www.linkedin.com/in/hurleywrite/

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On today's episode, we are talking about making finance-driven decisions.

Paul Barnhurst, known as The FP&A Guy, is a seasoned Finance Professional with over 12 years of experience in finance and Financial Planning & Analysis (FP&A). He holds a bachelor's degree from BYU, an MBA specializing in finance, and a Master of Information Management from Arizona State University. Paul's diverse career spans various industries, including government, travel services, finance, automotive, Cyber Security, and Ecommerce. His expertise lies in budgeting, forecasting, financial planning, modeling, report building, and business partnership. Paul recently launched The FP&A Guy, offering FP&A consulting for small and mid-sized companies, FP&A training, and content creation. Based in Salt Lake City, Utah, he's an active thought leader on LinkedIn in the FP&A field.

Episode Highlights:

• Financial Modeling for Informed Decisions: Financial modeling is a critical tool for making informed decisions. It involves creating dynamic models with inputs and outputs to estimate the financial implications of various scenarios, such as business expansion. Good financial modeling helps in projecting likely outcomes.
• Aligning Strategy with Finance: Financial modeling in the corporate context plays a key role in aligning strategic plans with financial considerations. It engages different departments in the budgeting and forecasting process, ensuring that business decisions are financially sound and in line with the company's overall strategy.
• M&A as an Art and Science: Mergers and Acquisitions (M&A) strategies should combine both financial analysis and a deep understanding of market dynamics. Successful M&A deals require discipline to avoid overpaying or making unrealistic assumptions. It's both an art and a science.
• Building Robust M&A Models: In M&A, success hinges on having a robust financial model, conducting effective due diligence, understanding the strategic fit between companies, and structuring deals intelligently. Consideration of market conditions and future exit strategies is essential.
• Key Considerations for Informed M&A: When considering M&A, focus on key factors such as financial aspects, the technology state of the target company, cultural fit, legal risks, and understanding industry growth or decline. These considerations are fundamental for making well-informed decisions during mergers and acquisitions.

Paul's Top 3 Takeaways for the Audience:

1. Modeling is only one decision-making tool. It should be used to help guide your decisions, not dictate them.

2. Most M&As do not result in a return to the buyer so make sure you bring discipline to your process and try to remove emotion.

3. Make sure you’re asking your Finance for help. Finance can bring a lot of value, especially if they are willing to learn & partner with the business.

How to Connect with Paul:

LinkedIn: https://www.linkedin.com/in/thefpandaguy/

Email: Pbarnhurst@thefpandaguy.com

Website: www.thefpandaguy.com

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On today’s episode we are talking about whether you’re telling the right story about your brand.

Kitty Hart boasts 25 years in branding and marketing. As VP of Client Brand Experience at Heroic Productions, she leads a team of professionals in designing and producing events that convey brand stories, values, and vision. Kitty firmly believes that every brand-customer interaction, be it at corporate events, retail spaces, conference rooms, or websites, is a chance to inspire and engage. She leverages experiential marketing and design thinking to address complex business challenges, providing innovative solutions.

Episode Highlights:

· Importance of Designing Every Interaction: Effective companies recognize the significance of designing every moment of interaction with their audience, as it directly impacts the perception of their brand.

· Control and Consistency: To maintain a positive brand perception, companies need to control and be consistent in how their brand shows up in various instances, ensuring there is no misunderstanding about their brand.

· Integration of Design Thinking: Successful companies have integrated design thinking into their business strategies, which is crucial for creating memorable brand experiences.

· Listening and Adapting: Monitoring social media and conducting surveys can help companies gauge how well their brand is perceived. If people aren't talking about the brand or are expressing negative sentiments, it may indicate the need for improvements.

· Crafting a Clear Brand Story: Companies should craft a clear and compelling brand story, understanding their "why." It's essential to involve a cross-section of the organization to create and maintain a consistent brand message.

· Shift in Perspective: To make your brand stand out, shift your focus from products and services to the results and impact on customers. Challenge the status quo and emphasize why you do what you do.

· Design and Visuals Matter: High-quality visuals, staging, and technology are crucial for creating engaging and enjoyable corporate events. A well-designed environment enhances the learning experience.

· Balancing Content and Engagement: Achieving a balance between informative content and enjoyable elements like entertainment and networking is essential for successful events. Keep attendees engaged and looking forward to future events.

Kitty’s Top 3 Takeaways for the Audience:1. Be consistent with your brand no matter what size company you are.

1. Think about the delivery of your product or service. Observe how the delivery is designed from beginning to end (words, visuals, behaviors, etc.)

2. Every single brand can use experiential marketing effectively. Look outside of your industry to see what brands are doing, take note of what you find interesting, and see how you can apply it to your business.

How to Connect with Kitty:LinkedIn: www.linkedin.com/in/kittyhart/

Email: khart@heroic-productions.com

Website: www.heroic-productions.com

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On today’s episode we are talking about how employees' expectations of their companies have shifted, and how companies' mindsets might have to change to stay relevant.

Joining us today is Chuck Hogan, Managing Partner at Your Best Life, an organization helping people to elevate finance, family, fitness and faith to maximize their Best Life through mentor strategizing, community and exclusive once in a lifetime experiences. His unique background of sales, business and relationship building gives him a rare perspective that enables him to successfully guide entrepreneurs, CEOS, and other top executives to new heights.

Episode Highlights:

• Embrace Change and Possibility: The importance of embracing change and seeking possibilities, even when it means stepping out of your comfort zone. Staying in a confined space or routine can make one feel claustrophobic, especially for individuals who are free spirits or artists.
• Recognizing and Leveraging Skills: New-age leader managers are skilled at recognizing and leveraging their employees' unique talents, even if those talents aren't aligned with their passion. They encourage employees to mentor others and share their expertise.
• Patience and Job Satisfaction: The changing job landscape, where people switch jobs more frequently, may be due to a desire for continuous growth and a focus on self-expression.
• Balancing Scripted Experiences and Personality: The balance between scripted experiences in customer service and allowing employees to showcase their personalities. It emphasizes that effective communication goes beyond scripted words and involves factors like tone, energy, and intent.
• Rapid Technological Advancement: Technology is advancing at an unprecedented rate, causing information to become outdated quickly and changing the expectations of individuals entering the workforce.
• Shift in Aspirational Figures: Historical business figures like the Carnegies and Vanderbilts no longer serve as the primary role models for aspiring professionals due to the changing nature of work.
• Infinite Mindset and Just Causes: Younger generations are motivated by an infinite mindset, seeking just causes and movements that align with their values and being willing to make sacrifices for these causes.
• Impact on Company Culture and Communication: The shift towards more independent or contract-based work can impact company culture. Effective communication and understanding of individual personalities are essential for meeting employees' needs and expectations.

Chuck’s Top 3 Takeaways for the Audience:

1. Look in the mirror today and give appreciation to yourself.

2. You don’t need a better life; you just need different options. You don’t “need” to shift, get to “choose” to shift.

3. Get into the habit for time blocking. Set time aside for self-care. Your family and friends need the best of you, not what’s left of you.

How to Connect with Chuck:

Your Best Life Website: www.YBLNow.com

Email: Chuck@YBLNow.com

LinkedIn: www.linkedin.com/in/chuck-hogan-b8610148/

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On today’s episode we are talking about whether you should be considering return to work.

Doug Camplejohn, a seasoned tech executive and entrepreneur, is the Founder and CEO of Airspeed, a platform for enhancing employee connections and recognition. With leadership experience at LinkedIn, Microsoft, and Salesforce, Doug is also an investor and advisor to startups. He's a frequent speaker at industry events and is passionate about leveraging technology for innovation and improvement. He graduated from Carnegie Mellon University.

Episode Highlights:

1. Return to Work Dynamics: The discussion on returning to work highlights diverse perspectives, including those in favor, against, and undecided on the matter.
2. Motivations for Returning to Work: The motivations behind companies pushing for a return to the office are explored, including factors like real estate concerns, habit, and potential mistrust.
3. Flexibility and Hybrid Work: The importance of workplace flexibility is exemplified by Apple's approach of making remote work an earned privilege based on performance.
4. Fostering Connection: Strategies for fostering connection in remote and hybrid work environments are discussed, including techniques like Ice Breakers, which help team members get to know each other on a personal level beyond work-related discussions.
5. Building Relationships and Mentorship: Building relationships in a remote work setting can be challenging, but it's essential for mentorship and personal growth. The conversation suggests that employees should proactively seek out mentors and engage with colleagues through tools like virtual meetings and apps designed for connecting people.
6. Remote Work Offers a Global Talent Pool: The ability to hire talent from around the world is a major benefit of remote work. This global talent pool allows companies to find and employ individuals with the skills they need without being restricted to a specific geographic location.
7. Work-Life Harmony: Companies should emphasize "work-life harmony" rather than "work-life balance." Remote work allows employees to have more flexibility in managing their work schedules to accommodate personal commitments, ultimately leading to happier and more balanced lives.

Doug’s Top 3 Takeaways for the Audience:

1. You can’t leave culture to chance; you have to be deliberate.

2. Culture isn’t about words on a plaque. People are everything.

3. The role of startup CEOs, and even managers in larger corporations, is MVP (Money, Vision, People).

For Resources Mentioned in this Episode:https://b.link/corporatecpr

How to connect with Doug:LinkedIn: https://www.linkedin.com/in/camplejohn/

Email: d@getairspeed.com

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On today’s episode we are talking about why you may not be hearing your employees.

Marsha Acker is known internationally as a facilitator of meaningful conversations, a host of dialogue, and a passionate agilest. Through her keynotes, books, workshops, and leadership coaching, she empowers leaders around the world to show up authentically in their lives and work — and to grow their leadership range so they can create sustainable, intentional, and positive impact. Drawing on systems thinking, structural dynamics, agility, and over 25 years’ experience in the field helping leaders and teams collaborate and align, she developed Build Your Model for Leading Change to support those stepping into new leadership roles and responsibilities.

Episode Highlights:

• Front Page Crisis in Leadership: The concept of a "front page crisis," is where leaders must deal with high-stakes situations and receive feedback from employees that becomes public news. This emphasizes the importance of effective leadership during critical moments.
• Communication Styles Matter: "Structural dynamics" can be a framework for understanding communication styles, including power, affect, and meaning. Leaders need to recognize and adapt to these communication domains to improve their effectiveness in various situations.
• Childhood Stories Impact Leadership: Childhood experiences often shape how leaders respond in professional settings. Exploring and understanding these early stories can help leaders navigate their communication patterns and behaviors more effectively in the workplace.
• Three Operating Systems:
  • Open System: Encourages open dialogue and participation from all.
  • Closed System: Involves hierarchical decision-making with limited autonomy.
  • Random System: Emphasizes autonomy and fosters innovation
• Four Conversation Actions:
  • Move: Sets direction and proposes new ideas.
  • Follow: Supports existing ideas.
  • Oppose: Provides a different perspective or correction.
  • Bystand: Offers neutral observations.
• Identifying Communication Issues:
  • Repetitive Conversations: Repeated discussions without resolution signal communication problems.
  • Resistance to Opposition: If opposing viewpoints aren't welcomed, diversity in discussions is lacking.
  • Subtle Signs of Concern: Unvoiced concerns may manifest as topic shifts or silence in meetings.

Marsha’s Top 2 Takeaways for the Audience:1. Separate the What from the How in meetings and conversations. What is the topic and how are people engaging?

1. Catch yourself when you start to defend your point of view. Instead, try to bring inquiry into the conversation.

How to connect with Marsha:LinkedIn: linkedin.com/in/marsha-acker-3486a72

Website: www.buildyourmodel.com

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On today’s episode we are talking about the introverted leader and how they can drive a successful organization.

Jodi Lasky is a seasoned entrepreneur, coach, and author with extensive knowledge in neuropsychology, accountability, productivity, and introversion. Drawing on her background in Communication, Culture, and Technology, as well as law, Jodi has dedicated her career to understanding leadership and personal tendencies. Her coaching program, 'The Introvert Founder', leverages her understanding to help introverted entrepreneurs navigate the complexities of business success, encouraging them to work in harmony with their natural tendencies rather than battling against them.

Episode Highlights:

• Introverts Process Internally: Introverted leaders often think deeply and make decisions internally before speaking, which can result in thoughtful and well-considered responses.
• Value of Silence in Meetings: Recognizing the importance of silence in meetings allows for more thoughtful discussions and ensures that everyone has the opportunity to contribute effectively.
• Effective Opening Questions: Introverted leaders can foster meaningful connections by using opening questions that encourage substantial conversations, bypassing small talk.
• Respect Non-Working Time: Introverts value their non-working time for recharging, and leaders should be mindful not to expect constant communication outside regular working hours.
• Empathy and Awareness: Introverts often possess heightened awareness, making them skilled at reading body language and understanding subtle cues, which can enhance empathy and understanding in leadership roles.

Jodi’s Top 3 Takeaways for the Audience:

1. Introversion is not shyness. Don’t look at a shy person and assume they are introverted and don’t look at a person who is speaking and assume they are an extrovert.

2. Use the people around you to remember the things you need to follow up on. Remember to interact with your people.

3. Meet people where they are. Leaders need to adjust their style, not expect others to adjust to theirs.

How to connect with Jodi:LinkedIn: https://www.linkedin.com/in/jodilasky/

Website: https://introvertfounder.com/

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On today’s episode we are talking about how you can understand your digital health and why it’s important.

Sharon Park is a visionary leader and a seasoned marketer with over 15 years of experience in the digital marketing industry. She has a proven track record of building profitable and scalable marketing programs for B2C and SaaS companies, leveraging her deep expertise in Google Ads, AI, and ML. She is also a passionate entrepreneur and a recognized influencer in the MarTech space, with a mission to empower medium and enterprise businesses with cutting-edge marketing technology.

As the CEO of Sage Digi, Sharon leads an elite team of marketing consultants specializing in performance advertising campaigns and analytics infrastructure. She applies her pattern recognition of Google's algorithms and her innovative approach to storytelling to create growth engines that catapult lead generation and retention performance.

Key Takeaways:

1. Understanding Digital Health: Digital health encompasses various aspects, but in this context, it primarily refers to website health and digital marketing performance, including organic and paid traffic.
2. Assessing Website Health: To determine if your website is healthy, start by checking your domain authority score using tools like SEMrush. This score indicates how Google views your website's importance.
3. Balancing Organic and Paid Traffic: For businesses, achieving a balance between organic (unpaid) and paid traffic is crucial. A 50-50 ratio between the two is a good benchmark for companies with substantial revenue.
4. Connecting Strategy to Revenue Growth: Align your website and paid advertising strategy with your company's revenue goals. Monitor metrics like Google Ads impression share to ensure you're winning auctions and reaching potential customers effectively.
5. Focusing on the Funnel: Implement a full-funnel marketing approach, starting with building brand awareness at the top of the funnel, followed by nurturing leads in the middle, and closing sales at the bottom.
6. Resilience Through Brand Building: Investing in top-of-funnel marketing builds resilience during economic downturns by establishing trust and recognition among your target audience.
7. Avoiding Corporate Mortality: Protecting your performance budget and consistently investing in mid to upper funnel marketing can help your business weather tough times and maintain a competitive edge.
8. Avoiding Common Mistakes: Avoid relying on multiple sources of revenue data, getting stuck in analysis paralysis, or failing to ask tough questions about website health and performance.
9. The Timeline for SEO: Understand that SEO is a long-term strategy that requires consistent effort and patience. Results may take months or even years to materialize, but the investment is worth it.
10. Choosing Advertising Platforms: When starting with advertising, prioritize platforms like Google Ads for immediate returns. As you generate profits, expand into awareness-building channels like LinkedIn or display advertising.

Top 3 Takeaways:

1. The time to get started on your digital health is now.
2. Don’t do it by yourself. Bring on an agency you trust and who pledges transparency to you.
3. Create content (a newsletter, a blog, a webinar). It pays dividends in the future.

How to connect with Sharon:

LinkedIn: https://www.linkedin.com/in/presidentsharon/

Website: https://sagedigi.com/

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On today’s episode we are talking about how you have control over your organizations predictability and how that is a measure of success.

Luis Scott prides himself in growth. Whether it's in his personal life or professional life, he is always looking to find the slight edge that will put him ahead of the competition. An avid reader, he reads over 50 books per year on personal development. Luis believes this habit over the last 10 years has positioned him in multiple organizations to double and even triple their revenues. As the managing attorney of the firm, he manages over 150 employees and contractors around the state and has led the firm to be recognized by the Atlanta Business Chronicle as one of the fastest growing businesses in the State of Georgia.

Key Takeaways:

1. Predictability is the Ultimate Peace of Mind: Creating predictability in business operations, especially in finances and outcomes, leads to peace of mind for both individuals and organizations. It ensures that tomorrow is not a guessing game and that essential needs can be met.
2. Grit and Consistency: Achieving long-term predictability requires consistency and perseverance. Dr. Angela Duckworth's concept of "grit" emphasizes the ability to perform monotonous tasks consistently over an extended period without losing enthusiasm.
3. Routine and Intentionality: Establishing a daily routine and adhering to it intentionally can contribute to personal and professional predictability. This routine can include habits like waking up early, regular exercise, and structured workdays.
4. Operational Predictability: Businesses should focus on creating efficient systems, policies, and procedures to maintain operational predictability. Standardization of processes and employee training are essential components.
5. Leadership's Role: Effective leadership is crucial in translating the company's vision and mission throughout all levels of the organization. Leaders should ensure that employees at every level understand and align with the organization's goals to create a cohesive and predictable workforce.
6. Leadership and Intention Matter: Effective leadership and a clear intention are crucial for a company's success. Leadership should prioritize the customer experience and be committed to building great people within the organization.
7. Details Matter: Paying attention to the details can make a significant difference in the success of a business. Neglecting details can lead to negative impacts on the company's reputation and customer experience.
8. Maintain Identity and Differentiation: Companies should maintain their identity and focus on what makes them unique. Trying to compete on multiple fronts without a clear differentiator can lead to confusion and loss of market share.
9. Tribe-Like Culture: Building a strong company culture where employees feel connected and aligned with the company's mission is essential. This sense of belonging and shared purpose can drive the company forward.
10. Long-Term Perspective: Both employees and employers should adopt a long-term perspective. Employees should aim to build expertise and meaning in their careers, and employers should invest in their employees for the long haul, as this can lead to more significant success and growth in the future.

Top 3 Takeaways:

1. Leadership is important. And everyone can be a leader. It’s just a matter of loving what you do and loving the people you serve.
2. Look for meaning not just happiness.
3. Companies grow when they dedicate themselves to growing people not just building profits.

How to connect with Luis:

Website: https://luisscottjr.com/

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On today’s episode we are talking about how every leader can influence a company’s employee engagement.

Paul ter Wal, a seasoned consultant, speaker, and author, founded ANDARE (now Ter Wal Beheer BV) in 1995. His journey has evolved from sick leave reduction to transforming company culture, amplition, and engagement. Pioneering "Value-to-Profit," he aligns core values with employees' essentials for heightened profitability. Backed by scientific roots, his model fosters vibrant cultures, engagement, and profitability. His approach empowers organizations to implement innovative engagement, vitality, and sick leave strategies, guided by the 7 keys of Talent Management Engagement as ROI. Paul's services offer impactful outcomes, embodying his expertise and clients' needs.

Key Takeaways:

• Global Engagement: Workforce engagement levels vary globally. About 15% of employees worldwide are fully engaged, with differences in engagement seen across regions like Europe, South Asia, the US, and Canada.
• Generational Impact: Generational differences influence work attitudes. Older generations valued duty, while younger ones prioritize personal fulfillment. Leaders must adapt to these shifts when motivating and engaging their teams.
• Evolving Leadership: Leaders now facilitate and support teams rather than simply excelling individually. Many leaders promoted for skills lack vital leadership abilities needed for effective team engagement.
• ABC of Engagement: Autonomy, Belonging, and Competencies drive engagement. Leaders should offer decision-making autonomy, create belongingness, and foster skill development.
• Non-Negotiable Values: Organizations need core values that guide purpose. Hiring should align with these values, promoting belongingness and engagement.
• Leaders' Vital Role: Effective leadership involves understanding each team member's strengths, nurturing development, aligning personal and organizational purposes, and ensuring open communication.
• Personalized Conversations: Engaging conversations with both high and underperforming employees offer insights for better team dynamics and performance. Informal settings encourage candid exchanges.
• Effective Communication: Open and active communication builds trust. Relaxed settings like walking meetings enable honest discussions.
• Recognition and Feedback: Recognizing achievements and offering feedback drive engagement. Positive feedback sessions focusing on strengths encourage growth ownership.

Top 3 Takeaways:

1. Stop talking about human resources. Nowadays we talk about human beings.
2. Change negative issues into a positive approach.
3. Take your position as a leader seriously because you’re there to support and facilitate employees.

How to connect with Paul:

YouTube: https://www.youtube.com/@PaulterWal

LinkedIn: https://www.linkedin.com/in/paulterwal/

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Peter Voss is a Serial Entrepreneur, Engineer, Inventor, and AI Pioneer who famously coined the term ‘AGI’ (Artificial General Intelligence) alongside fellow luminaries. Beginning with electronics engineering, he transitioned to software, achieving a significant feat by leading a comprehensive ERP company from zero to a 400-person IPO within seven years.

Motivated by software's delicacy, Peter embarked on a journey over 15 years ago, delving into intelligence's essence, its human development, and AI's contemporary landscape. This endeavor culminated in the birth of a natural language intelligence engine, capable of thinking, learning, reasoning, adapting, and growing alongside users.

Currently, he is focused on advancing the second iteration of AGI-driven 'Conversational AI' technology, now presented as 'Aigo' (pronounced: I-go).

Key Takeaways:

1. Advances in Conversational AI: Newer chatbots with contextual understanding, memory, and reasoning are revolutionizing interactions, overcoming limitations of traditional flowchart-based bots.
2. Language Nuances and Effectiveness: Detecting emotions and tone enhances chatbot responses, but the core challenge is making them genuinely helpful.
3. AI's Spectrum and Practicality: AI spans diverse technologies, demanding careful implementation amidst the hype. Complexities in business contexts often overshadow AI's potential.
4. Implementation Challenges: Large language models like ChatGPT have limitations, generating incorrect info. Vital industries require human oversight due to accuracy concerns.
5. Balancing Adoption and Caution: Businesses must balance AI adoption with suitability, focusing on value addition while acknowledging risks and limitations.
6. Realistic AI Expectations: Hype around AI, like ChatGPT, will decline as understanding grows. Swift replacement of professionals by AI is unrealistic.
7. Human Expertise Vital: AI assists but lacks complex comprehension. Human experts remain crucial for intricate decision-making and nuanced scenarios.
8. AI for Idea Generation: ChatGPT aids idea generation, content creation, but human review is essential for error correction.
9. AI's Industry Impact: AI reshapes industries via automation. Valuable in content creation, AI won't fully replace human creativity.
10. Balancing Automation and Humanity: AI streamlines, yet human touch remains crucial in interactions. Seamless transitions between AI and human involvement are the goal.

Top 3 Takeaways:

1. There is a lot to be excited about with the future of AI, especially AGI.
2. AGI will become more capable of human-like thinking, learning, and reasoning.
3. Peter envisions a future where there are highly personalized AI assistants, referred to as a "personal personal personal assistant." The assistant will tailor interactions based on individual relationships and share information selectively. This comprehensive assistant aims to enhance user experiences and simplify engagement with technology and services.

How to connect with Peter:

LinkedIn: https://www.linkedin.com/in/vosspeter/

Website: https://aigo.ai

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On today’s episode we are talking about how to drive growth in your organization.

Bocar Dia resides at the crossroads of investing and hands-on guidance for portfolio founders during the initial stages of development, encompassing go-to-market strategies, founder-driven sales, and fundraising. As a founding member of Hootsuite's Enterprise product team, he was instrumental in propelling the business to surpass $150M+ in revenue and establish a workforce of 2,000+ within a swift seven years.

Episode Highlights:

1. Gradual Market Penetration: Hootsuite's growth journey from unique verticals to broader markets. Started by targeting sectors with social media needs, like media, building a core foundation.
2. Core Vertical Strategy: Develop a focused playbook for growth. Predictably build pipeline, convert prospects, ensure customer success. Clear ICP, persona, value prop for consistent growth.
3. Scaling New Verticals: Meticulous approach to new markets. Form "target team" to validate pain points, build solutions. Focus solely on understanding challenges.
4. Market Validation: Validate demand before scaling. Refine product for vertical needs. Expand after $1M in sales, integrate into core sales.
5. Iterative Customer Development: Understand new markets through customer development. Validate pain points, gather feedback, partner with lighthouse accounts for solution refinement. Ask for feedback, not sell.
6. Partnership Approach: Form early partnerships with potential clients. Engage lighthouse accounts for product development, validation. Build early customer relationships.
7. Balancing Launch: Controlled launch post refining. Avoid wide launch until sales optimized, predictable process established. Use waitlists for sales strategy tuning.
8. Metrics and Unit Economics: Product viability via unit economics. LTV to CAC ratio for venture-scale. Analyze feedback, demand, economics for pivot, refine, or scale decisions.
9. Strategic Differentiation: Unique entry in saturated markets. Technical or distribution edge. Clear, tangible advantage, backed by data.
10. Quantifiable Value Proposition: Stand out with quantifiable value. Show clear ROI (2X, 3X, 10X) in crowded markets. Compelling ROI sought by executives before product commitment.

Top 3 Takeaways:

1. Check out the book series from Winning by Design. Lots of good topics related to different roles.
2. If you’re building a company, look at the work of Mark Roberge who teaches at the Harvard Business School. His book, The Sales Acceleration Formula is a good place to start.
3. If you’re leading an organization that is more self-serve motion on the customer side, check out the guides from OpenView Ventures.

How to get in touch with Bocar:LinkedIn: https://www.linkedin.com/in/bocardia/

To find out more about Forum Ventures: https://www.forumvc.com

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On today’s episode we are talking about how to get your leadership team from good to great.

Over the past thirty-five years, Aneace Haddad has launched and built technology companies in the US, Europe, and Asia and has hired, mentored, or coached hundreds of senior executives and their teams. He is a former tech chairman and CEO who reinvented himself over a decade ago, after discovering a love for coaching and facilitation. Today, he helps leaders learn to inspire and motivate a diverse workforce, influence ever-changing internal and external stakeholders, and adapt to fast-changing markets and conditions. He believes change, transition, and reinvention give executives a priceless opportunity to grow, transform, and expand the definition of who they are.

Having lived in six countries across four continents, Aneace now resides in Singapore with his wife and two stepchildren.

Episode Highlights:

1. Going from Good to Great: Exploring the shift from being good to achieving greatness, especially post-COVID. Crucible moments prompt individuals and teams to reevaluate their commitment and purpose.
2. Power of Crucible Moments: Moments of pressure and change push teams towards transformative shifts in perspective, values, and priorities.
3. Team Alignment: Building trust, vulnerability, and authenticity within teams is key for transformation. Aligning on shared goals and must-win battles reveals differing perspectives.
4. Enterprise Mindset: Shifting from individual focus to an enterprise-wide mindset fosters high-performance by recognizing collective ownership.
5. Vulnerability Drives Growth: Encouraging vulnerability and authenticity accelerates change by connecting team members on a human level.
6. Conflict and Collaboration: Comfort with healthy conflict enhances decision-making, fostering better teamwork and problem-solving.
7. Time Management and Rigor: Punctuality and efficient time use reflect organizational rigor and a commitment to continuous improvement.
8. COVID Challenges and Alignment: Aligning teams during challenging times enhances cohesion and performance beyond mere survival.
9. Transformational Leadership: Personal growth parallels organizational transformation. Leaders embracing change, learning, and vulnerability lead teams to success.
10. Human-Centric Excellence: True greatness involves empathy and care, moving beyond metrics to connect on a deeper human level.

Top Takeaway:Self-reflection is powerful. There is a huge amount of proven benefit by watching your own emotions and taking beginning to look at it as feedback so that it's telling you what's going on underneath and then you can start to separate from them. I don't know how the brain can function in a very complex world if we're busy, busy, busy all the time.

How to get in touch with Aneace:Website: www.aneace.com

Buy his book: Buy his book: The Eagle That Drank Hummingbird Nectar: A Novel About Personal Transformation in Business Leaders

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Carla Fowler, MD PhD is the Founder and Managing Director of THAXA, an executive coaching firm that helps people achieve big goals through performance science. Carla graduated from Brown University magna cum laude, earned her MD and PhD at the University of Washington, and completed her internship in general surgery at Stanford University.

She founded THAXA to share her passion for performance science, where the fields of strategy, productivity, and psychology intersect.

Outside of THAXA, Carla is an angel investor specializing in medtech and biotech with a portfolio of over a dozen investments. She is also an active member of Social Venture Partners, Rotary, Washington Women’s Foundation, Alliance of Angels, and Keiretsu.

Key Takeaways:

1. Performance Science Definition: Performance science is a multidisciplinary field that explores how human beings achieve their best results in various domains, including athletics, business, and the military.
2. Impact of Clarity: Lack of clarity inhibits success. Creating explicit goals and recognizing achievements motivates teams and helps them understand their roles in the bigger picture.
3. Importance of Taking Time to Think: Setting aside time for reflection and strategic thinking is vital for clarifying objectives and making informed decisions.
4. Creating Space for Clarity: Engaging in activities like journaling, meditation, or walks provides space for creative insights and clarity.
5. Uninterrupted Thinking Time: Allocating quiet and uninterrupted time for thinking allows for focused reflection and strategic planning.
6. Using Prompts for Productive Thinking: Thought-provoking prompts guide the thinking process and prevent stagnation.
7. Embracing Uncertainty: Leaders foster an attitude of embracing uncertainty as an opportunity for growth and learning, enhancing adaptability.
8. Running Good Experiments: Approaching uncertainty with experiments helps teams learn from outcomes and make better decisions.
9. Balanced Problem-Solving Approach: Listing potential solutions, evaluating against criteria, and conducting small tests before committing fully helps in effective decision-making.
10. Impact of Sleep and Nutrition: Adequate sleep and proper nutrition are essential for mental and emotional performance, leading to better decision-making and reduced stress.

Top Three Takeaways:

1. Clarity: Ensure clear objectives, focused priorities, and effective communication both upward and downward in the chain of command.
2. Embrace Uncertainty: Foster a culture that embraces uncertainty and trains teams to be comfortable with it. Encourage running good experiments to learn from outcomes and make better decisions.
3. Combat Disengagement: Provide growth opportunities and visibility for both teams and leaders to prevent boredom and stagnation, enhancing overall engagement and performance.

For resources discussed in this episode: https://www.thaxa.com/p/corporate-cpr

How to Connect with Carla:Website: https://www.thaxa.com

LinkedIn: https://www.linkedin.com/in/carla-fowler/

Twitter: https://twitter.com/DrCarlaFowler

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On today’s episode we are talking about how organizations need to get a stronger change discipline.

Jennifer Ayres, founder, and CEO of Senscient, is a culture and change expert. She and her senior-level team design and deliver deliberate, calibrated engagements that optimize meaning at work for every individual and ignites peak performance throughout the organization. Jennifer has over 20 years global management consulting experience, much of it focused helping leaders in organizations unlock the magic in their organization. She is results oriented with a proven track record for partnering with leaders to define vision and align cultural behaviors to business outcomes. Jennifer is often engaged to lead complex, challenging organizational transformations in unstructured and emerging situations. She specializes in leadership alignment, executive coaching, organizational development, and change management.

Key Takeaways:1. Case studies are essential for understanding the reasons behind failed change initiatives and improving change management practices.

1. Unsuccessful change initiatives often result from inadequate planning, unclear business outcomes, and poor stakeholder engagement.

2. Pressure from leaders and urgent business needs can lead to rushed planning and exclusion of key stakeholders.

3. Properly explaining the "why" of the change during project kickoffs is crucial to avoid confusion, apathy, and disengagement among employees.

4. To overcome resistance and improve projects, organizations should provide training and awareness for technology-focused teams and promote an IT business partner mindset.

5. Re-engaging stakeholders and thorough planning can lead to successful change implementations and improved project outcomes.

6. Transparency and acknowledging challenges are vital for successful engagements.

7. When facing difficulties, leaders should pause and gather more perspectives from stakeholders to ensure a comprehensive understanding of the project.

8. Managing naysayers, especially influential individuals, requires empathy, curiosity, and psychological safety to foster trust and open communication.

9. The psychological impact of change on employees must be considered and nurtured throughout the project to build a positive culture.

Additionally, the conversation provided the following insights on effective communication and the role of change teams and champions:

1. Effective communication requires considering different channels and subcultures within the organization to reach all stakeholders.

2. Holistic change management goes beyond just training and communications, involving intentional communities like engagement networks and change agent groups.

3. Ensure that change teams and champions understand their remit and have visible support from senior leaders to increase their effectiveness.

Top 3 Takeaways:1. If you are a leader responsible for change at your organization, make sure you really focus on the "why."

1. There is a cost to addressing change, but a bigger cost to not implemented change.

2. Assume positive intent for people going into these programs. There is a reason they are resisting change.

How to get in touch with Jennifer:

LinkedIn: https://www.linkedin.com/in/jennifercahillayres/
Website: https://senscientglobal.com/
Email: hello@sencientglobal.com

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On today's episode, we discuss how organizations need to adapt or die.

Angela Johnson is a “professional people geek” with over 25+ years of experience working with teams and leaders in both project management and Agile environments. As a Scrum Master, she found her passion in helping teams and leaders work together more effectively. In 2010, she founded Collaborative Leadership Team, offering Agile education and coaching services to start-ups, Fortune 100 and 500 companies. Angela's expertise extends beyond Scrum to include Kanban, eXtreme Programming, Facilitation, and Organizational Change. She is a Certified Scrum Trainer® and Certified LeSS Practitioner with a background in Communication and Management. Based in Minneapolis, Minnesota, Angela is a proud mom, wife, and teammate.

Key Takeaways:

1. Agile and Scrum methodologies were developed to address challenges in delivering value faster and reducing rework. They have become popular in the technology world for their ability to adapt to changing needs.
2. Agile frameworks like Scrum promote transparency, making work visible and breaking down silos. This enhances communication, avoids misunderstandings, and minimizes wasted time and rework.
3. Agile emphasizes breaking work into smaller, manageable chunks, allowing for faster feedback loops and early issue identification. This enables quicker value delivery and eliminates the need for lengthy development cycles.
4. Agile and Scrum enable organizations to adapt quickly to market changes. By pivoting based on real-time feedback, organizations reduce the risk of delivering products or services that no longer meet market demands.
5. Agile and Scrum value effective communication and collaboration, while still emphasizing the importance of documenting shared understanding and agreements.
6. Agile is not a one-size-fits-all solution. It's important to assess whether Agile methodologies align with the specific business problem and context. Instead of blindly following Agile methods, organizations should identify their actual problem and goals, ensuring the chosen approach serves their purpose.
7. Agile principles, such as transparency, iteration, and daily check-ins, can benefit various organizational contexts beyond software development, improving communication and efficiency.
8. Limiting work in progress and prioritizing tasks effectively enhances productivity and value delivery, avoiding the scenario where everything is a priority, but nothing gets done effectively.
9. Empowering teams and fostering shared knowledge leads to higher engagement and productivity. Cross-training and trust reduce dependency on individual expertise and prevent bottlenecks.
10. Transparency and adaptability are crucial in times of change and challenge. By being transparent, exploring options, and adapting together, organizations can successfully navigate obstacles and ensure their survival and success

Top 3 Takeaways:

1. If everything is “priority”, nothing is. Pick one thing that's going to get you focused and you're going to see more productivity.

2. Schedule more frequent check-ins. Be more transparent.

3. Team = we, not me. If you deem yourself an expert in something you should be able to teach.

How to connect with Angela:Website: https://thescrummasterfiles.com/

LinkedIn: https://www.linkedin.com/in/angelajohnsonscrumtrainer/

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On today's show we talk about how to drive hypergrowth within organizations.

Kurt Uhlir is a globally recognized marketer, operator, and speaker. With extensive speaking experience, he has delivered dynamic speeches across the US and Europe, including notable events like PPAI, GDC, and the White House. Kurt advises leaders, from startup founders to CEOs and even the US President. He is a popular commentator, having appeared on national TV shows and in publications such as Wired, TechCrunch, and USA Today. Kurt's accomplishments include building multimillion-dollar businesses, leading IPOs, and engaging in acquisitions. He is known for his ability to develop early-stage initiatives into successful enterprises through the power of B2B storytelling. Outside of work, Kurt is dedicated to mentoring and coaching individuals and groups, aiming to create supportive environments for personal growth.

1. Hypergrowth: Hypergrowth refers to a significant increase in revenue within a short period, such as 10x or even 50x or 100x growth. It involves scaling a business rapidly and requires careful planning and preparation.
2. Assessing scalability: Companies need to assess whether they have the potential to scale their operations. This assessment involves identifying potential bottlenecks or areas that would break if there was a massive inflow of customers or revenue.
3. Customer success as a starting point: When preparing for hypergrowth, it is important to prioritize customer success. Evaluating and improving customer success processes, such as account management and training, can lay the foundation for scaling the business effectively.
4. Infrastructure and support: Scaling a business requires a solid infrastructure to support the increased demand. This includes considerations such as supply chain, customer support, banking relationships, and automation.
5. Employee retention and development: Hypergrowth can lead to attrition and employee burnout if not managed properly. Investing in employee growth and development, including training and leadership programs, is crucial to retain and support the existing team.
6. Undervaluing products/services: Don't undervalue what you offer, especially for small companies. The idea of continuously raising prices until people no longer buy can be a strategy to test the perceived value of your product.
7. Cultivating diverse perspectives: Having peers or team members with different backgrounds and experiences can provide valuable insights and help identify blind spots in your business. By sharing knowledge and learning from others, you can gain a fresh perspective and improve your operations.
8. Adapting culture for growth: Larger organizations may face challenges in achieving hyper growth if they have a culture of micromanagement and lack a permission structure for trying new things. To unlock hyper growth, such companies may need to undergo a significant culture change, which often requires a change in leadership.
9. Vision alignment and individual meaning: To ensure everyone is aligned and committed to achieving hypergrowth, leaders must communicate the company's vision and help individuals identify their personal reasons for being part of the organization.
10. Balancing structure and agility: Having structured processes and systems is important for scaling and managing rapid growth. However, maintaining agility and responsiveness is also crucial. Balancing the two requires hiring individuals with complementary skills.

Top 3 Takeaways:

1. Adopt a high achieving servant leadership approach.
2. Start net weaving over networking.
3. Do for one what you wish you could do for many.

Connect with Kurt:
Website: www.kurtuhlir.com
LinkedIn: www.linkedin.com/in/kurtuhlir

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On today’s show we talk about how to have staying power.

Steven Gaffney is the founder, president, and CEO of the Steven Gaffney Company, a leading specialist in internal communication tactics that help manage and maintain change. He works with top executives and leaders in industry and government, helping organizations like NASA and Citigroup increase morale and productivity to collaborate and succeed in their goals. Steven is the author of six books, including Be a Change Champion: 10 Factors for Sustaining the Boom and Avoiding the Bust of Change.

Key Takeaways:

1. Unspoken Communication: Addressing the unsaid is crucial for improving communication and organizational dynamics. By encouraging open dialogue and addressing underlying issues, organizations can foster better understanding and collaboration among team members.
2. Conditionally Powerful vs. Unconditionally Powerful: Being unconditionally powerful means focusing on what can be done to overcome challenges, regardless of existing conditions. It involves taking proactive actions and not letting external factors limit one's capabilities and potential for success.
3. Awareness and Responsibility: Making individuals aware of their conditional mindset empowers them to take 100% responsibility for their actions and reactions. By recognizing the influence, they have over their own lives, individuals can proactively make changes and take control of their outcomes.
4. Controlling the Self: The only thing individuals can truly control is themselves. By focusing on their own behavior and reactions, individuals can positively influence the dynamics around them and contribute to a more positive and productive environment.
5. Quitting vs. Persevering: The decision to quit or persevere is personal, but claiming to have tried everything can limit potential growth. It is important to remain open to new possibilities, solutions, and experiences, even when faced with challenges, in order to continue progressing and achieving goals.
6. Learning from experiences: Analyzing past successes and failures helps identify what works and what doesn't. By drawing lessons from experiences, individuals and organizations can improve their strategies and approaches in the future.
7. Expanding the frame: Considering the bigger picture and ultimate goals when facing challenges allows for the exploration of new possibilities and alternative approaches. By broadening the perspective, individuals can find innovative solutions and make better decisions.
8. Taking action and iterating: High-performing teams prioritize taking action and iterating quickly. They value progress over endless discussions, enabling them to test different approaches, gather feedback, and make adjustments for continuous improvement.
9. Motivation through speed: Taking action and making progress, even if imperfect, creates momentum and a sense of achievement. Speed can inspire and energize individuals and teams, leading to improved quality and market responsiveness through faster feedback loops.
10. Bias for action: Having a bias for action involves prioritizing tangible steps forward over excessive planning or indecision. It encourages a mindset of agility, adaptability, and continuous improvement.

Top Three Takeaways:

1. Be unconditionally powerful – make the unaware aware.
2. Focus on honest communication. Get that unsaid said.
3. Create high achieving teams versus high performing teams.

How to get in touch with Steven:

Email: info@stevengaffney.com
Website: https://www.stevengaffney.com/
LinkedIn: https://www.linkedin.com/in/stevengaffneycompany

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Sean Campbell is a well-regarded consultant, speaker, author, trainer, mentor, educator, founder and CEO of Cascade Insights. He's delivered talks for Fortune 50 companies and top tier conferences around the world and has written extensively on technology and business topics.

He's been a professional services firm owner for more than 20 years. He specializes in helping organizations find success and opportunity in the B2B tech sector via market research insights, smart strategy, and powerful messaging.

Top Takeaways:

1. Effective writing skills are crucial in remote sales as there is less face-to-face contact with potential clients. Many sellers lack the ability to write persuasively and concisely in their emails, which hinders their success.
2. Remote sales require sellers to rely more on written communication to convince prospects, schedule meetings, and convey their value proposition. The ability to write cogent and compelling emails becomes essential in establishing meaningful connections.
3. The shift to remote sales revealed a lack of writing proficiency among some sales professionals. The absence of in-person interactions exposed the limited writing skills of colleagues who relied on face-to-face communication to get their message across.
4. Specialization and narrow focus are key to standing out among the overwhelming volume of emails prospects receive. Instead of attempting to sell multiple offerings in a single email, sellers should identify the one thing they do exceptionally well and align it with the prospects' pain points or objectives.
5. Understanding the reader is crucial in writing effective sales emails. Sellers should prioritize researching and studying their prospects to create personalized messages that address their specific needs, challenges, and interests. The value of an email is determined by the reader's perception, and tailoring the message to resonate with their priorities is paramount.
6. The ability to sell virtually is becoming a crucial skill that salespeople will need to have permanently. Virtual selling provides opportunities for efficiency and effectiveness, even if face-to-face meetings are possible.
7. Building relationships and connections can still be done virtually, but there is value in in-person interactions, especially for brainstorming sessions or complicated projects. Being in proximity with one another allows for organic conversations and relationship building that is harder to replicate digitally.
8. Virtual communication requires different management skills. Managers need to learn how to effectively manage teams remotely and create an environment where employees feel comfortable admitting when they don't know something. This encourages open communication and problem-solving.
9. The productivity challenges during remote work may not be solely attributed to employees' time management but can also be a result of the loss of in-person interactions and relationships. Companies need to find ways to bridge this gap and foster collaboration and connection in a virtual environment.
10. The return to the office debate should consider both the advantages of in-person interactions and the skills that can be developed and leveraged in a virtual setting. There are valid arguments for both remote work and office-based work, and finding a balance that suits the needs of the organization and its employees is essential.

Top 3 Takeaways:
1. Read and watch things you disagree with.
2. Learn how to write better.
3. If you’re remote, pick up the phone.

Connect with Sean:
Linkedin: https://www.linkedin.com/in/seancampbell/
Website: https://www.cascadeinsights.com
Email: sean@cascadeinsights.com&l

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Antonio Garrido has over twenty-five years in senior leadership positions with world-class businesses. He is an expert in leadership transformation: shaping high-performance leaders out of highly stressed and overworked leaders. Antonio blends his own vast commercial experience with proven techniques to embed a unique brand of leadership development. He is a serial entrepreneur, successful business coach, charismatic speaker, and leader from small private businesses, right up to Fortune-60 size.

Takeaways:

• Having a clear understanding of what makes a bad leader is essential for modeling effective leadership.
• Self-reflection and daily evaluation are crucial for leadership growth. By consistently asking ourselves if we've earned our money and if we've tried our best, we can hold ourselves accountable and strive for continuous improvement.
• Best is an incredibly high bar, so it's important to differentiate between trying our absolute best and doing our personal best. By asking what we could have done differently, we open ourselves up to learning from each experience.
• Effective leaders possess a high level of self-awareness and engage in reflexive and reflective practices. This helps them identify areas for improvement, adjust, and achieve better outcomes for their teams and organizations.
• Journaling can be a valuable tool for leadership development.
• Wisdom comes from evaluated experience, not just time served. Leaders should understand their knowledge and skills need continuous development.
• Building resilience and adaptability are crucial aspects of future-proofing. By establishing flexible processes, fostering a culture of innovation, and embracing change, businesses can position themselves to overcome obstacles and seize opportunities in evolving markets.
• Technology, such as AI and chatbots, is revolutionizing the way we work and interact. Keeping abreast of technological advancements and leveraging them appropriately can give businesses a competitive edge and contribute to their long-term sustainability.
• Embracing insights and aha moments. Insights can either occur naturally or be developed as a muscle through regular practice and deliberate effort.
• Future-proofing involves developing leaders at all levels of the organization. By investing in leadership development programs, nurturing talent, and creating a learning culture, companies can cultivate a pipeline of capable leaders who can drive innovation.
• Encourage constant learning and adaptation. Leaders should consistently learn from their experiences and apply those learnings to adapt their strategies and approaches.
• Strategic planning, where leaders explore different possibilities and potential outcomes, should be an ongoing and dynamic process rather than a once-a-year event.
• Encourage a culture of asking for and offering help to promote a supportive environment where resources, knowledge, and effort are shared to achieve collective goals.
• Collaboration is a critical aspect of future-proofing organizations, going beyond cooperation to a culture of shared resources and mutual support.
• Building a collaborative culture starts from the top.

Top 3 Takeaways:

Leaders:
1. Start journaling to increase your self-awareness – go to mydailyleadership.com to help start journaling.
2. Take a subjective assessment to find your weaknesses and strengths.
3. Encourage people to collaborate to make the world a better place.

Connect with Antonio:Read his book: www.mydailyleadership.com/book
Email: antonio@mydailyleadership.com
Website: https://www.mydailyleadership.com
LinkedIn: https://www.linkedin.com/in/antoniogarrido

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On today’s show we talk about how to get your company to stand out in a crowded marketplace.

Quinn Curtis has spent the last 15+ years rocking juicy brand and marketing strategy for startups, cool causes, small & large businesses, inspiring entrepreneurs, network marketers, authors, speakers, politicians, e-commerce, charter schools, creatives, and non-profits.

**Key Takeaways

What's a purple cow and how can one go about finding one?**

• It’s about finding clarity on what makes you special and unique.
• A lot of companies ask for help finding their purple cow (like it’s out there), but it’s usually right inside their heart and vision that they’ve had all along.
• Every company needs their three uniques:
  • 1 or 2 might be the same as another company, but not all three. It’s the combination that’s the purple cow to the business.

What are some of the ways you help a company find their purple cow?

• Take a day to have a vision day. What do we want this business to look like now and in the future.
• Getting it down on a whiteboard. What unique qualities do we want to claim?
• Important to put your stake in the sand and claim who you are.
• Getting clarity is the hardest part. Once you’re clear, you just need to spread the word about it.

How do stand out when it feels like every company says the same thing?

• Get really clear about your target market. A lot of your purple cow comes from how clear you are about your target market. You can’t communicate to everyone.
• Let people experience your company – don’t just say things at them.

How do you find your target market?

• Do research. Leverage AI to help confirm your target market, not find it.
• Connect with the hearts of your target market.
• Don’t go after a target market just because there seems to be a lot of opportunity there, focus on what you like the most about your company.
• Just because a market seems saturated doesn’t mean there isn’t opportunity there – just be clear about what your product does different and home in on that.

How do you see AI disrupting marketing in general?

• We’re moving into a space where creativity is the new currency. Knowledge is cheap. Creativity is a new muscle. AI can mimic it, but it can’t replace it.
• Humans can be empathetic and connect to people’s hearts, and AI can only take inputs it gets.
• The emphasis of our education and society should be on creativity, emotional intelligence and problem-solving not just getting the right answer (that’s easy to do with technology).
• AI is going to push us to operate on a higher level of ethics.

What’s most impactful to rise about the noise?

• Look at your funnel – what is your marketing to sale process. Make sure your bottom funnel is on track.
• Video is a key place to explore– not many businesses are leveraging video well and there is a lot of opportunity there.
• Test your message using a free platform like TikTok to try out talking organically about your brand.

Top 3 takeaways

• Don’t be intimidated by a crowded marketplace. Just show up to serve.
• You don’t have to use all the platforms. Figure out what works best for your company.
• Quality of quantity always wins. People will notice.

Connect with Quinn:

Website: https://disruptiveadvertising.com/
LinkedIn: https://www.linkedin.com/in/quinn-curtis/

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On today’s show we talk about why we can’t expect people to leave their personal life at home.

Natalie Boudou is an executive coach and facilitator working with executives, senior management, and leadership teams from a wide range of corporates and international organizations. She's a specialist in the field of resilience at work. Her expertise covers areas such as agility, positivity, emotional intelligence, and communications skills. She helps clients to define their objectives and needs and to improve their performance at work. Throughout her career she has excelled at coaching teams and getting the best out of people and she brings this passion and skill to her coaching practice. Natalie has worked closely with multinationals, the U.N. and NGO’s developing resilient leaders and highly engaged and collaborative teams.

**Key Takeaways

What’s wrong with the philosophy that people should leave their personal life at home?** We are complete human beings, and our power is not just how we work, but also what we bring to the workplace. We can’t check our emotions at the door.

Does having to hide your emotions at work become a burden for employees? Yes, when you can't express your emotions freely there’s an emotional labor that takes a toll.

Is there a problem with people being themselves too much at work? It’s important for people to have emotional intelligence to understand their feelings so they know how to handle their emotions at work. They need to learn how to dial them up or down based on the situation. A lot of this has to do with the organizational culture, are emotions embraced?

Do our emotions ever lie to us? As in, “This is hard so I should just give up.” That's an example of a mindset, which are usually unconscious. Sometimes acknowledging the emotion associated with a way of thinking can be helpful to realize a mindset you have.

What about stereotypes in the workplace?

• There are stereotypes about how different genders should act. Women have been portrayed as too emotional which has been used against them, especially when they move up the corporate ladder. Male stereotypes have to do with not showing emotions.

What are your recommendations for organizations to break down stereotypes?

1. Create clarity that stereotypes of the past are not valid.
2. Give employees flexible work arrangements to create equal opportunities between genders, especially around family.
3. Get curious about how it feels for people to be at work and what they think could be improve.

How do encourage employees to share more about how they are really feeling?1) Ask questions 2) Listen 3) Care about the answer

How do you create an atmosphere of trust?

• The team leader needs to be fostering this safety and the rest of the team can support it.
• Have an open team discussion to set up ground rules about what will make the team feel safe.
• Leader needs to show vulnerability.
• Feedback should be regular and constant.

Advice to be a good listener?

• Think about your challenges to listening.
• Ask others how you are as a listener?
• Give yourself time. Think of listening is a long-term investment.

Top 3 takeaways:

1. Check in and get curious about what people say.
2. Especially with hybrid teams, be more intentional about having an emotional connection with your team members.
3. Take time to listen to people.

Connect with Natalie:Website: https://www.human-force.ch/
LinkedIn: https://www.linkedin.com/in/natalieboudouexecutivecoach/

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On today’s show we talk about aligning your organization to accelerate your strategic goals.

Nishika de Rosairo is a serial entrepreneur and leader who has spent the last 18 years focused on two key things – people and impact in organizations ranging from Deloitte Consulting to Apple, Cisco, Salesforce, Levi, and others, to the startups of Silicon Valley. On a mission to unlock the human potential of the world, she founded HumanQ to address the pain points felt by both individuals and organizations in having access to the right development opportunities.

**Key Takeaways

What are the building blocks for alignment?**• Small companies are usually aligned, but as they grow, they become more siloed and misaligned. As companies grow, leaders need to consistently think about where people need to be aligned.

What are some tips for organizational alignment?• Don't overcomplicate it. Provide good information that’s easy to understand.
• Build an employee purpose driven company. Individuals are the base layer, and they should receive the most investment from the company.

How does a leader begin to unlock potential in their organization?• Start with strategic priorities. Are your people equipped to fulfill the company’s charter?
• Initiate a discovery session to ask key questions.
• Work with a leadership coach to challenge your mental paradigms.

How do you approach organizations losing alignment because they are doing too much at one time?It’s about focused attention. It’s one thing to take an action and have it result in one outcome, it's another to take an action and have it result in many outcomes. The latter is a mindset change to increase capacity in an individual.

What are the things that stand in the way of unlocking potential of an individual.• Company culture and the sense of psychological safety.
• Leaders can't be everything to everyone, so it’s important organizations invest in employees with a growth mindset who can coach themselves and others as well.
• Don’t be tied to old practices. Is there a new and better way to do something? Always be open to be inspired to change things up.

Any advice for how to change soft skills?• Know the difference between training vs coaching. Coaching is focused on changing thinking.
• Consider the benefits of group versus individual coaching. The right type of development is key to change.
• It’s all about keeping up the momentum of change with ongoing coaching. Think of coaching like tuning a piano…

What does group coaching look like?• No longer than one hour. Call this the “golden hour.”
• Utilize assessments to track metrics.
• Create one action item people can walk away with.

What are some myths are coaching?From the employee, coaching is only for when you aren’t performing well. However, it can be a regular activity that's positive and transformational. From a leadership perspective, HR is seen as a slow-moving administrative support function. Instead, HR can be a more dynamic and innovative function of the organization that challenges existing models.

Within coaching, how long until a leader will see results from their team?6 weeks but it is recommended to keep going for 12 months. Constant momentum is important. The biggest mistake is to approach coaching as one and done.

Top Takeaways:• Challenge your way of thinking around development and what it really takes to win as a company.
• Question what has worked in the past to see what could increase your ROI and realize your organizational charter.

How to Connect with Nishika:Website: www.humanq.com
Email: Nishika@humanq.com
LinkedIn: https://www.linkedin.com/in/nishikaderosairo/

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On today’s show we talk about the power of perspective.

Robin Osborn has a 33-year history of being at the helm of her small family business in Southern California. Her remarkable entrepreneurial journey started at the young age of 21! She managed over 40 employees with a current employee retention record of over 30+ years. She has an intuitive understanding of both the employee’s and customer’s needs.

As a consultant, she provides the secrets to strengthening key components of a business. She helps leaders discover a simple yet powerful way to run a company providing a path for more focus, growth, and enjoyment.

**Key Takeaways

How we get ahead of fire fighting in organizations?**

• Leaders must focus on prioritizing and delegating tasks.
• Take time to understand the actual problem.

What can leaders do about false alarm emergencies?

• Utilize DISC, a powerful tool to create cohesiveness and understanding of each leader.
• Focus on the outcome first. An issue can have many different issues wrapped inside of it but what are we actually solving?
• Avoid the crazy 8, when everyone is spinning around without really understanding the problem.
• Make a decision while also training everyone around you to help solve the problem. Delegation is critical to avoiding fires.

How to get to root cause of problems organizations face?

• Create better meeting that have a clear agenda.
• Use the 5 WHY? Ask why 5 times during a meeting. to help spark curiosity and problem solving.
• Have difficult conversations.

Why do people avoid have difficult conversations?

• They don't feel safe having them.
• Leaders must create a culture of trust even in conflict and they have to be comfortable with difficult conversations.

How do you turn around unhealthy behaviors from employees without seeming negative?

• As an executive it starts with you. Base your feedback on the company values.
• Show you care about your people and consistently let them in on what they are doing well.
• Ask open ended questions to let them know where you’re coming from.
• Be impeccable with your word. The more a leader is willing to work on improving themselves the better they can connect and lead others.

How can an organization hire for culture as well as skill set?

• Be clear during the hiring process about the core values of the company.
• Ask potential employees open questions about their values to make sure they’re a good fit.
• Interview with the right questions and really listen to the answers.
• Avoid hiring too fast. Take time and do multiple interviews if needed.

How do you approach someone with a different conversation style?

• Refer to the Five Dysfunctions. First, we must have the foundation of trust. Then we do want healthy conflict in a team to make good decisions.
• Make the space safe to disagree and make sure everyone knows conflict is not personal.
• Start recognizing the conversation styles of others. Make an effort to come to another

Top Takeaways

• Look at yourself in the mirror and ask yourself if you’re in alignment with your values and aspire to be your best self.
• To learn more about DISC, check out Robin’s website at https://robinosborn.com/

Ways to Connect with Robin Osborn:Website: https://robinosborn.com/
LinkedIn: https://www.linkedin.com/in/robinosborn/

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On today's show, we discuss getting unstuck and out of your own way.

Theresa Lear Levine’s personal struggles with trauma, high-functioning anxiety, and ADHD kept her in a holding pattern of dissatisfaction and stress for longer than she likes to admit. Eventually, it led to exhaustion, insomnia, and major difficulty being present in her own life. All those negative feelings melted away when she cracked the code to her nervous system, taking responsibility for her own well-being, and elevating her consciousness in ways that truly restored her feelings of calm, clarity, and confidence.

Theresa is an EFT Master Practitioner, Law of Attraction coach, and Energy Strategist. She’s the founder of Becoming More Me where she helps professional women to get out of their own way and resolve their innermost pains, traumas, and challenges so they can fully enjoy their success and present moments.

Key Takeaways:

What is EFT?

Emotional Freedom Techniques regulate our nervous system utilizing our Meridian system, which is the same system and end points that would be accessed for a deep tissue massage or acupuncture. In the same way that these techniques can release physical pain, we can use techniques to release negative emotions and beliefs. We can release these things by thinking a negative thought and then tapping on various points located all over the body. By focusing on the negative and doing this in a certain sequence, we can elevate to a new perspective. There are many scientific studies about this, showing that it can change the way you feel physically or emotionally about current issues, past traumas, or worries about the future.

How do you identify that you have a problem that could be helped by EFT? How do you determine the source of the problem?

There's usually something you've identified that keeps happening over and over that you don't like and wish you could get past. We work backward as far as possible to earliest negative memories. At the end of any real work is the finding of true love, acceptance, and forgiveness, which completely shifts and changes our feelings physically and emotionally about everything.

What does the process look like?

You'll think about a negative issue, such as a headache. You'll say something expressing how much you don't like the headache, but you want to love, accept, and forgive yourself. Then tap on the specific points that have been shown to release these feelings as you express the negative. It may need to be repeated. The process is the same for a physical issue or an emotional one.

3 Top Takeaways:

• Take the time to slow down. Take a deep breath.
• Tap into your intuition so you can make decisions from a centered place.
• While you find yourself ranting about something that is bothering you, just try tapping one of the EFT end points and see how it goes.

If you'd like to experience what it's like to do EFT Tapping with Theresa, you can access the session we did together by requesting her private sessions resource absolutely free at theprivatesessions.com You'll receive access to dozens of EFT sessions that are packed with value, nervous system regulation, and therapeutic breakthroughs!

More ways to connect with Theresa Lear Levine:

Website theresalearlevine.com

The Becoming More Me Podcast Becomingmoreme.com

Instagram @theresalearlevine

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On today's show, we discuss the value of optimizing your organization.

Anne Hill a certified Director of Operations, a business owner, wife, and mother. She took her experience building processes, teams and businesses in the healthcare space and started her own. And while she started as a Physical Therapist and Rehab Manager, she now spends her days rehabbing and restoring businesses.

For the last 10 years, she has helped entrepreneurs set their businesses up for success by building teams and processes that work…even when they are not around. She helps people feel less pain and more joy as an entrepreneur (isn’t it funny how life can take a turn, only to come full circle again?).

She can help you create realistic SOPs…or hire a kick-ass team…or figure out how the heck to build the business you’re dreaming of…so you can step away – whether it’s for a morning off or a desperately-needed family vacation.

Key Takeaways:

What contributes to the lack of efficiency and effectiveness of a business?

Growth causes communication issues and role changes. Businesses have to evolve and adapt processes as they grow.

What are some preventative measures businesses can take as they scale?

Company-wide training helps to make sure everyone is on the same page and working toward the same goals.

What are some tools to help create that alignment?

Leadership should first be aligned in business goals and values. Then, they will more likely hire people aligned with those things and train them in that way.

What are some symptoms for a larger company to identify that may mean there is a problem?

• Revenue will plateau.
• Team members won't be as motivated or feel like they bring value.

How does a company know where to start with improving?

• Identify the big areas by looking at the metrics to determine where things are stagnant.
• Talk to the team members to get their impression.

How do you determine what the future state of the business should look like?

It's about learning what the vision is from conversations with the leadership and the team members. Then we can reverse engineer processes that will get the company to that future state.

What is the biggest pitfall?

The biggest pitfall is when a business focuses all its energy on putting out fires rather than taking the time to really look at ways to improve.

Teams with structure are more efficient. To operate effectively, a team needs to know:

• Where to find things
• Where to get information
• How to communicate
• What the expectations are

Process documentation is important at any company size. It's vital that the documentation provides an overall framework while still allowing for creativity for employees.

What about KPIs?

Every department should have KPIs. If we don't track things, they won't get enough attention. For the business as a whole, we should limit them to 3-5 to stay focused.

3 Top Takeaways:

• Remember who you are as a business and why you do what you do.
• See how what you do fits into the big picture of the business.
• Focus on communication. Make standards and expectations clear.

Connect with Anne Hill:

Website: https://hilltopoperations.com

LinkedIn: https://www.linkedin.com/in/annehill/

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On today's show we discuss what to do when you're not getting the results you need.

Jason Scott founded of 120VC to help people, leaders, and teams get things done that really matter. He's uncovered some universal truths along the way: organizations are optimized for the results they're getting, and to get different results, humans need to perform their jobs differently. He is also the founder of the Transformational Leadership Academy, a bestselling author, and a keynote speaker.

When a high functioning team is not performing well, how do you go about diagnosing the problem?
· Figure out who is struggling on the team. The problem is almost always a person.

· Find out what that person is missing to be successful at their job and help them find it.

· If they are unable or unwilling to work together on what is missing, the leader can help them move into another role where they can be successful.

When an individual in a team is not performing well, what advice do you have for them?

· When an individual feels like they are not succeeding, they're miserable. A good leader is going to work to help find out what's missing for the individual.

What are your thoughts on failing projects:

· Projects fail due to poor leadership, period.

· If you're not getting the results you need from a team, try something different with the team and then measure if that improves or diminishes the desired result.

Best practices to reach best project outcomes (KPIs):

· Make sure you can articulate why the change needs to be done.

· If you ask humans to their jobs differently, they must understand and feel the problem we are solving is important enough to put themself at risk and be vulnerable.

· When you have a change project, start by asking: Who are we going to ask to do their jobs differently? Who is going to be doing the work?

It's about commitment not compliance or agreement.

· As a leader, don’t ask for people to agree – which is from their head, ask them to commit, which is from their heart.

· Lead by giving people the ability to choose their own path. Allow people to choose to follow you.

What do you do about performance reviews when people are not on board?

· Whenever you launch a project you need to rationalize your why.

· To get to your why ask what problem are you solving? Does it improve customer satisfaction? Does it improve team satisfaction? Does it improve profitability?

· Then ask: Is there demand for this? To test a project demand, create a brief presentation asking: How does this drive company vision? Why do we need to make this change now? What will happen if we don’t make this change?

· Ask for people to give you experience shares, not advice or opinions.

Top Takeaways:

· You don’t have to be talented to be successful. You just have to do the work.

· The meaning of life is people. If you care for people on your team and support them to be as successful as possible, they will succeed for themselves and for you. Control is not necessary.

Connect with Jason:

Websites: https://120vc.com/

LinkedIn: https://www.linkedin.com/in/jasonscott120vc/

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On today's show we discuss how to uncover untapped potential in your team.

Dr. Clint Ladine is a leadership and success coach, author, and former professional basketball player. His clients include renowned restaurateurs, super bowl champions, and C-suite executives. He's delivered coaching leadership development programs in both the profit and not-for-profit realms and he is the author of Power Coaching: Stand Out, Get Unstuck, And Energize Your Leadership.

Clint's credentials include a Master's degree in leadership and a Doctorate degree of Strategic Leadership and Executive Coaching from Bethany University. He holds more than 13 years of organization development experience and 15 years of executive coaching experience.

Clint lives in San Francisco with his wife of 27 years and five kids and has served as the president of the North of Market Community Benefit District and is currently serving on the Stonestown YMCA Board of Directors as the chair of the fundraising committee.

How does coaching in basketball relate to coaching in corporations?

• Coaching is about maximize potential to ensure the teams are working cohesively.
• One of the jobs of a basketball coach is to manage egos and get people to work together in the best way, similar to a corporate coach.

When you have a team. How do you help them work together?

• Help each person understand their why in relation to how it helps the community or corporation as whole.

What type of things get in the way of coaching or people reaching their potential?

• The ego, or "I can do it alone" mentality. There's a greater impact when people work together.
• To work through this, coach people toward an abundance mentality.

Do you think leaders still need to be the smartest in the room and know it all?

• This mentality still exists today, however successful leaders actually exercise humility not superiority.
• For leaders, humility is the highest skill set.

What role does leader vulnerably play in building teams?

• Vulnerability plays a big part of leading. If you want to know others, you need to be known.
• Start with being vulnerable in small chunks to build trust. i.e. share a mistake
• Being vulnerable might not always go as planned.

What do you do with a toxic team member?

• Have a crucial one-on-one conversation with team member - asking questions to understand the team member's perspective:
  • What do you love about our team interactions?
  • What can I do as a leader to better motivate you?

What are limiting beliefs?

• Beliefs that prevent you from executing your full potential
• We've built up beliefs in our lifetime and we don’t even know they exist until we talk to a coach to unearth them.
• One way to identify a limiting belief is to look for the word because. The because is usually not true.

Do you recommend affirmations?

• Yes. People need to hear positive reinforcement - they usually don’t get enough, if any at all.
• Affirmations build positive pathways that lead to more individual success.

Top 3 takeaways1) Hold on to your vision for yourself personally & professionally. Strive for that vision.
2) Build others up. Help others fulfill their dreams.
3) Be kind to yourself. Reframe & continue to build on the positive.

Connect with Dr. Clint Ladine:
Website: https://www.successfullycoaching.com
LinkedIn: https://www.linkedin.com

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On today's show, we discuss why we need a new type of leadership to manage corporate change.

Lata Hamilton is a change leadership and confidence expert and founder and CEO of Passion Pioneers and creator of the Leading Successful Change program. Her change leadership training Leading Successful Change helps women carve their own paths for change in career, leadership and life. Lata is a Change Management Consultant, Leadership Trainer, Neuro-Linguistic Programming (NLP) Practitioner, and Confidence Coach.

She is based in Sidney, Australia and has led change with some of Australia's biggest companies on their major Transformation and Organisational Change projects with agile, fit-for-purpose, practical Change Management strategies, plans and approaches. She's worked on changes that have impacted over 100,000 people, operating model changes impacting thousands, global cultural transformations, and digital transformation that is literally changing the way that we work.

**Key Takeaways

Change management as we know it, has to change:**

• The old standard of change management is regimented and relies on the idea of change projects being a step-by-step process for managing change. Which is not based on real life.

• Organizational change requires fluidly and flexibility instead of strict processes and timelines so you can add value in the moment.

• We need to change our mindset from managing change (how are we going to manage a process or project to some desired outcome) to embrace a holistic idea of inspiring change (how are we going to change hearts and minds and engage people through all levels of the organization)

Focus on the experience you want to create with the change, not on specific dates and times:

• Instead of thinking the change project starts and ends, think about the experience you want to create and the benefits you want to see from the experience. For example - for training, instead of thinking of it from a time/deadline perspective, think of it from an experience perspective and plan out a journey for a particular team member.

• Focusing on the experience works because the actual delivery of the change is not the success. The success comes from realizing the benefit of the change and using it to engage people correctly, so they are switched on for now and for the future.

How do you prepare an organization for changes caused by automation?

• Open people’s minds to the possibility of change early on. • Create a change vision at group level and an individual level.

• Provide inspiration to give people a reason to believe and hope in the future of the organization.

• Leadership should be highly involved in communication to build trust. If employees trust their leaders, they will follow them through tough/uncertain times.

Top 3 Takeaways:

• Wake People Up.
Look to empower people. Take a new approach - how can we focus on getting an emotional shift and emotional transformation now and in the future?

• Think about the communications you use.
Take every opportunity to build trust when you are in a project or not. Change doesn’t have a start and end date. It’s always rolling, and you are always paving the way for new changes.

• Leading change is hard.
If you are working in any change leader position, take care of yourself and take time to build your internal confidence. To be able to lead change with other people you need to be able to step up i to your leadership and your internal strength in the process.

Connect with Lata:

Website: https://www.latahamilton.com
LinkedIn: https://www.linkedin.com/in/lata

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On today's show, we discuss what your company should be doing in the wake of a layoff.

Miriam Meima has been a Coach & Facilitator for over twenty years. She has closely studied the overlap between business and psychology in effort to learn how to support her clients in finding simple ways to be authentic and effective simultaneously. Miriam has coached founders/executives and supported leadership development strategies at Slack, Twitter, LinkedIn, Hims & Hers, Glassdoor, Glossier and 100s of start-ups of all sizes across industries and regions.

She has worked closely with the thought leaders studying the link between culture and bottom-line success. Miriam has a unique ability to understand an entire system and how to most effectively influence change, taking into consideration the infinite complexity of the individual, company and current market conditions. She is well known for her success with cultural change and often speaks on the topic of “How to Preserve your Culture While You Scale.”

Miriam’s credentials include an MA in Organizational & Management Development, a BA in Business & Psychology. She is a Master Certified Coach with the International Coaching Federation, a Fellow at the Harvard Institute of Coaching and a member of Forbes Coaches Council. Her work exists in the sweet spot blending left-brain research and right-brain creativity.

Key Takeaways:

Advice for those in companies that are having to lay off and experiencing fear:

• Manage yourself first. Notice how you're feeling and create a path to get back to bringing your best self.
• Don't make any major life decisions for a bit.

• Focus on what you can control.

  • Solidify your value in the organization. Demonstrate your impact. Touch base with stakeholders to build bridges. Evaluate how you can improve.
  • Think about your next step if you do need another opportunity and connect with people that could help. Build the skills you will need if you decide to make a change.

As a manager, how do you help those on your team after a layoff?

• Normalize the change
• Be empathetic
• Provide short term wins
• Be more present and personable

Symptoms of problems after a layoff:

• Pace of communication. If the pace slows, it's possible your team is feeling insecure or overwhelmed and disengaging.
  • For these people, it's great to rally the team and encourage them in the mission ahead.
• Stress level. Short bursts of high stress are expected, but there should be an end in sight. We don't want to burn out the people we are retaining.
  • For these people, it's great to have a conversation about priorities. Understand what the top ones are and be willing to let go of some of the lower ones without fear.

If the company does need to be leaner, how do you lead employees in the "less is more" mantra?

• Focus to find ways to work smarter, not harder.
• Have a brainstorming session on creative ways to change.
  • For optimization: Start - Stop - Continue exercise.
  • For innovation: Yes And exercise.

Top 3 Takeaways:

• Manage yourself first - take care of yourself.
• Be aware of the impact you're having on others.
• Smile. Some of the most seasoned leaders can move through difficult problems with a smile, and that is accessible to more of us.

Connect with Miriam Meima:

Website: https://www.leaderswhosmile.com/

LinkedIn: https://www.linkedin.com/in/miriam-meima/

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On today's show, we discuss why leaders are not making an impact in their organizations.

James Saliba is a certified coach, trainer, and public speaker with a BA, MBA, and over thirty years of experience in the leadership world.

His career began as a software engineer before being promoted to management in the IT industry, where he eventually became the VP of a $4 billion tech company. He worked tirelessly to gain the knowledge and experience to become a leader employees wanted to follow. He has been in the trenches and has conquered most challenges leaders face throughout their careers.

Jim adopted a growth mindset and created an atmosphere where employees were encouraged to experiment and were rewarded for their hard work. Mistakes were not seen as failures but rather as learning opportunities to make changes and improve. He has leveraged his years of experience and experimentation to develop the successful Triple E structure to help his clients get unstuck so they can progress to the next level of leadership.

Key Takeaways:

Symptoms of a gap between leadership and employees.

People are promoted because of their technical expertise, but they don't have leadership skills, and they aren't being trained in that area.

What do companies experience when this happens?

Top leaders will find themselves having to manage their managers much more to get what they need, rather than being able to focus on the growth and health of the organization. Because management doesn't like to be micro-managed, turnover increases.

What are the skillsets needed for leadership?

Vision and Strategy - Can I build a vision for my team/department? What do I want this to look like one year from now?

Execution and Production - How well am I executing, and am I producing?

People and Processes - Can I make change in my department, or is the corporate culture fighting me in this?

Executive Presence - Can I communicate well, carry myself well, listen well to understand what's going on, and can I put that information into action?

What should companies do to address this situation?

Coaching / Mentoring tends to be better than Leadership Training so that the employees have a chance to learn something, try it out, and then get feedback and further guidance. Sometimes companies have a hard time justifying the cost of this type of training, but it brings a good ROI in the long run in productivity and creativity.

What would you tell the individual that doesn't feel like the company is investing in them?

Great advice from Brian Tracy - Invest 3% of your salary into yourself and your growth.

How can you get the most out of training?

Be intentional about practicing what you learn as soon as possible. You can also find great training as free content on podcasts or social media platforms. Investing 3% of your time is a great strategy as well.

3 Top Things to Focus on:

• Self-awareness - Being able to look at what's going on in you and around you to understand what things you need to tackle.
• Self-development - We are constantly learning and changing the environment around us.
• Support - Don't do it alone.

Connect with James Saliba:

Website: https://jamessaliba.com/

LinkedIn: https://www.linkedin.com/in/jamessaliba/

Jim's book: The Six-Step Leadership Challenge

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On today's show, we discuss what the steps are to building and retaining a solid team.

Mark Oristano has led a life a lot of sports fans would envy spending 30 years in the NFL broadcasting games for the Dallas Cowboys and Houston Oilers. Plus a good portion of that time was spent working several jobs in the front office of one of America’s most famous and successful teams, the original Dallas Cowboys.

Mark worked under legendary Cowboy president and GM Tex Schramm learning his management style - a style that kept employees engaged and working for the team for decades. Tex also created a front office system that was the envy of the pro sports world.

Key Takeaways:

What was the measure of success for your team?

Success on the field was winning the Super Bowl. Success off the field was helping the team win the Super Bowl.

During the season, everything was run by checklists and procedures set in place. During the off season, all of the checklists and procedures were re-evaluated to see if they should change or improve based on how the season went.

How do we keep great people?

• Hire the best people you can find. They will cost you more up front, but it's worth it.
• Train them your way. Explain why you do things the way you do them to gain adoption.
• Let them do their jobs. Don't micro-manage.
• Implement the Golden Rule - treat your employees the way you want to be treated.

How do you find the right talent that is a good fit for your organization? You want people who:

• Understand the basics
• Are eager to learn more
• Have a desire to be a part of the team

How do you set up a new hire for success?

• Give employees permission to not know the answer, but be able to find it and bring it to you.
• Convey to employees that they all have a role to play. If they take care of the little things, the project will work. Everyone's contribution matters.

3 Top Takeaways:

• Decrease turnover. It costs 1/3 of the departing employee's salary to replace them.
• Be certain that you are receptive to your employees' ideas, problems, and thoughts.
• It's not about you. It's about the team.

Connect with Mark Oristano:

Website: https://www.leadwithprinciple.com/

Mark's course: https://www.leadwithprinciple.com/courses/lead-with-principle

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On today's show, we discuss how to optimize operations within your organization.

Tommy Yionoulis has been in the restaurant industry for nearly his entire adult life. He has a BSBA from University of Denver’s Hotel Restaurant school in addition to an MBA. This former stand-up comic turned SaaS founder, has extensive experience helping businesses become more efficient and profitable through process, accountability, and data. He’s currently the Managing Director of OpsAnalitica, an Operations Analytics platform that focuses on managing and measuring daily team activities for large multi-unit businesses. Tommy believes that the next big technological disruptor event for many businesses is going to be implementing Operations Management software to shape the future of work and beat our competitors through better, more consistent daily operations.

Key Takeaways:

Why do we need to optimize our operations?

We are not suffering from a lack of knowledge, but too much information and too many things to track. The human brain can only keep a few things in mind at a time. Leaders have already identified the things that they know they should do to stay on top of things, but they cannot translate that knowledge into consistent action at the location level. Often, an employee missing one step in the middle of a multi-step process will cause the process to fail.

What are the symptoms that indicate a problem? What is the trigger point?

Unfortunately, without implementing operations management software, an organization may not realize they have a problem. KPI indicators will lag. For instance, by the time the sales numbers indicate a problem, the business has been suffering for a while, and it may take years to win customers back.

How does the solution get you more instantaneous feedback? What is being measured and how does an organization know what action to take?

At the location level - It takes the guesswork out of running the business by scheduling a series of tasks and checklists.

At the upper level - It allows teams to be more effective and efficient. Corporate brings on people to manage multiple locations. The solution allows these managers to watch what's happening in real-time. When there are issues, the solution alerts the managers.

How do you avoid "death by checklist"?

Checklists often need to be done at busy times, so they need to be focused and smart. Real-time collaboration can allow several people to check things together and be more efficient. Randomization helps ensure good coverage over a series of things that need to be checked as well.

How can a business promote adoption of the system?

Adoption is dependent upon the priority structure of the business. Part of the systems can be time-based to ensure things are done at the optimum time and promote accountability. Process and systems-driven businesses are the ones that succeed.

Top Takeaways:

• Operations management is the next technological battlefield that we will all be in. In the multi-location business of the future, you'll be collecting data from 5 places:

  • POS
  • Internet - social media
  • Checklist platform
  • Robots
  • Sensors
  • The key will be to bring all of that information together and turn it into real-time actions that solve the problems that are affecting the customers. Jump in on an ops program to get the data and take it seriously.
  • Get started soon. Let the data influence you over time to make it better. Don't wait to figure it all out.

Connect with Tommy Yionoulis

Website: https://opsanalitica.com/

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On today's show, we discuss how culture impacts the health of your organization and what you can do about it.

Sophie Theen, an award-winning people management expert and author of The Soul of Startups: The Untold Stories of How Founders Affect Culture (Wiley: August 2022), helps business leaders reimagine the role of talent management in the financial services industry. With a deep understanding of how founders can affect culture, Sophie has profiled both successful and unsuccessful founders to offer insight on how a company's cultural paradigm shifts as it grows from a startup to a scale-up to an enterprise. She is a recognized mental health first aider and delivers engaging and insightful presentations on creating an immersive recruitment and onboarding experience, diversity and inclusion, and getting executive and investor buy-in for HR initiatives.

Key Takeaways:

Founders have an impact on shaping the culture of the company throughout the life of the company, but especially in the beginning stages. They should be intentional and ask themselves:

• What is the company that I want to build?
• What type of culture do I want - How do I want my people to look, feel, and emote within the business?

Then, every action a founder takes needs to help usher people in that direction.

Founders lacking certain soft skills in areas they want to create are smart to hire people with those skills to help create the culture they desire.

Culture change management - To change a failing culture, identify:

• What are the known behaviors?
• What are the YES behaviors?
• What change has impacted other people?
• What new changes do we expect to see in the future?
• How do we implement transition - through tools, changing the way we work, or collecting more feedback?

How do you approach change regarding behaviors in your culture?

• What are the goals we are trying to achieve?
• What are our limitations?
• What are the behaviors hindering our progress?

What should a founder put in place as the company scales to keep the culture on the right track?

• Start by having self-awareness and understanding your own weaknesses.
• Make sure you have hired others who can be strong in those areas.
• Empower others to help shape the culture as you desire.

Recommendations for HR people

• Don't try to tackle it all on your own.
• Work together with the CEO and the founders.

• Communicate to leaders to help them understand how a culture change will improve the company.

  • Fewer people problems to manage.
  • Ability to deliver better products to our customers.
  • A healthier working environment that is easier to scale.

3 Top Takeaways:

• Culture continues to evolve. It doesn't stop at any point in time.
• It is a collaboration with every single person in the business. Everyone matters.
• Leaders - don't try to do it alone.

Connect with Sophie:

Website: https://www.sophietheen.com/

Book: The Soul of Startups

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On today's show, we discuss how stress is potentially costing your organization millions of dollars.

Ed Beltran is a contributor for Forbes and Fast Company where he writes about employee reboarding, the relationship between stress and performance, and how the Metaverse will shape business. He brings 20 years of expertise in finance and operations and has been a leader at Fierce since 2017, a leading communications firm that has worked with 300 of the fortune 500 companies.

He holds two Bachelor of Science degrees from Arizona State University in Accounting and Computer Information Systems, and an MBA from the University of Michigan. He has held an active CPA license since 2004 and holds certificates in Entrepreneurship from Wharton and Harvard. Prior to joining Fierce, Ed was Head of Finance with large multinational organizations such as Agilent Technologies, Avnet Inc., PricewaterhouseCoopers, Arthur Andersen as well as advising and supporting start-ups and early-stage companies.

Ed is an avid road bike cyclist clocking 120+ miles a week year-round helping his mental, physical, and spiritual balance as he puts it. He is passionate about helping those who don’t have the privilege, background, or resources to be fully prepared to engage in effective conversations at different levels in life (College, Professional, Personal, Parenthood).

Key Takeaways:

If someone says something offensive to you, you have three options.

• You can walk away upset - This harbors stress, and you will have a biological response.
• You can tell coworkers about it - This amplifies toxicity in the workplace.
• You can engage the person in conversation - This typically will clear up a misunderstanding.

How can you identify the source of the stress?

• There are apps that will integrate with wearables and attach context to the biometrics through GPS data and calendar data and give the user meaningful information to identify when they experience stress the most.

In a Harvard Business Review study, respondents answered this question - What is your biggest drain on resilience at work? These are the tangible interactions people are having that create stress and impact their resilience. Having skills to deal with each of these situations will increase resiliency and improve productivity.

• Stressor - Dealing with difficult relationships or politics in the workplace.

  • Skill - Knowing how to give proper feedback in a tactful and non-confrontational way.

  • Stressor - When the volume or pace of work stretches me to my limits.

  • Skill - Culture is defined by interactions every day. Leadership can encourage employees to share when the workload is stretching them so that options for delegating or prioritizing can be discussed. Leaders can also be intentional about balancing transactional conversations with personal conversations so that employees feel valued.

  • Stressor - When I feel I'm being criticized personally.

  • Skill - Knowing when to confront and how to hold people accountable while maintaining a team mentality.

Top Takeaway:

Every day you wake up with things on your mind that you need to address. These are your top stressors. Tackle them right away with tried and true skills to decrease your stress level.

Connect with Edward Beltran:

Website: https://fierceinc.com/

Linkedin: https://www.linkedin.com/in/edwardjbeltrancpa/

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On today's show, we discuss how to develop an organizational strategy for user-centric innovations.

Prior to founding UXReactor, Satyam Kantamneni led various in-house design organizations such as Citrix and PayPal. He is also an alumnus of Harvard Business School. While at Harvard, Satyam realized that most businesses aren’t leveraging the full power of User Experience (UX) Design as an engine for strategic growth. So, he resolved to change that. Through UXReactor, Satyam demonstrated that UX can and should drive enterprise-wide innovation and business outcomes. UXReactor has enabled its clients-partners to generate hundreds of millions in additional revenue from user-cen- tered innovation. Satyam is passionate about user-centered innovation and he is authoring a book titled User Experience Playbook: A Practical to Fuel Business Growth, which will be released in April 2022.

Key Takeaways:

4 questions to ask anyone in the organization to see if you are user-centric:

• Who are your top users?
• What are their top pain points and needs?
• What are YOU doing about it?
• What is the measure of success?

Successful organizations have the:

• Right people
• Following the right processes
• With the right mindset
• In the right environment

Getting feedback from users requires the right people. Researching is not just talking to users. There are three types of research:

• Formative research - Understanding what the pain points are that are not being articulated.
• Validation research - Making sure what we have built is validated with users in a consistent manner.
• Sensorial research - Constantly tracking the satisfaction level of the users.

How do you cross the gap between what the user thinks they want and what they really need?

• Focus on the users' behavior vs what they are saying.
• Observe them. Spend time with them, and propose something really useful for them.
• Create a way to experiment and validate your solution.

How to balance innovation and stability

• Run experiments from a user-centric perspective.
• Vigorously act on the results in a way that is measurable.

Should you ever focus on your competition, rather than your user?

Know your competition, but focus on how what they are doing relates to what your users care about.

Top Takeaways:

• A user-centric innovation or mindset is a success formula. Keep leveraging it and activate around it.
• Focus on having the right people following the right processes with the right mindset in the right environment.
• Experiment with this in an effective and deliberate manner or you may end up just reacting to the competition.

Connect with Satyam Kantamneni:

Website: https://uxreactor.com/

Linkedin: https://www.linkedin.com/in/kantamneni/

Email: satyam@uxreactor.com

Book: User Experience Design: A Practical Playbook to Fuel Business Growth

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On today's show, we discuss how to have an effective revenue strategy.

Falkon CEO and Co-founder Mona Akmal is a product and engineering veteran who builds resourceful, kind, and output-driven teams that create and scale success-enabling products. With a passion for crafting elegant solutions to technically difficult problems, she has grown teams, businesses, and many products at Microsoft, Amperity, Code.org, and Zulily.

The impact of Mona’s work includes ramping from $0 to $11M in ARR and 15 household brands as happy customers at Amperity; from 10M to 100M students learning computer science on the Code.org platform; and from 1M to 1B docs in the cloud with OneDrive and Office.

Key Takeaways:

• Engineering and Business intersect by focusing on
  • efficiency
  • balancing the entire equation with analytical thinking
  • processing many variables to optimize an engine/business
• Challenges facing organizations in the Go To Market space
  • Siloed points of view. Various departments focused only on their departmental issues, and not net revenue retention.
  • Teams focused on execution and not thinking long-term.
  • Misunderstanding of the purpose of culture and operating principles.
• Indicators of a silo problem
  • Ask different teams why they are not performing and they blame each other.
  • Conflict between senior leadership.
• How to fix the problem
  • Executive leadership members are the neutral parties and need to do a good job of having a great data strategy, so there is a system of truth.
  • Have shared objectives.
  • Bottom up feedback. Have conversations with average employees to gain non-digital data - very valuable perspectives. This will help gain a more full picture of the truth.
• Recommendations for key metrics to focus on
  • Input metrics - who you are targeting, how you are targeting them.
  • Marketing activities and ROI on campaigns and channels.
  • Sales development activities - conversion numbers.
  • Employee productivity - cost vs output.
• Recommendations for accurate and effective data
  • Data has to be directionally accurate. Focus on the trends, not the details.
  • Invest in operations - marketing and revenue.
  • Make employees' lives easier by investing in the tools that will help them be productive.
• AI trends within GTM
  • Conversational intelligence and coaching driven by AI.
  • Data governance - anomaly detection and data cleaning driven by AI.
  • AI GTM intelligence tools that will look at massive amounts of activity data and pinpoint the key things to focus on to maximize your revenue engine.

Top Takeaways:

• Reflect on whether your objectives and key results as a senior leader are representative of a silo or not. Make sure you are also focused on revenue.
• Invest in a good data strategy and spend 50% of your time focusing on the future.

Connect with Mona Akmal:

Website: http://falkon.ai

LinkedIn Falkon: https://www.linkedin.com/company/falkonai/

LinkedIn Mona: https://www.linkedin.com/in/mona-akmal/

The expert guest was booked via The Expert Bookers, www.expertbookers.com.

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On today's show, we discuss the new era of work and how companies can navigate it to stay relevant.

Emma Giles is one of the founders of SoWork, a product that helps digital-first teams do great work, no matter when they work or where they work from.

Emma leads product and spends her time working directly with SoWork customers who are leaders of organizations trying to navigate the digital-first work shift. This gives her a unique perspective on how the landscape of work is evolving, what leaders and their teams are struggling with, and how to solve the most pressing challenges with technology.

In her past life, she was a crisis counselor and a scientist. She dropped out of a PhD from Harvard/MIT in computational neuroscience to build a business, spent a year at Khan Academy creating free medical content for medical students, and scaled data initiatives for the WHO. Today, running a digital company allows her to live on Vancouver Island, where she spends her personal time hiking and running ultramarathons.

Key Takeaways:

• The concept of remote work isn't new, but the pandemic has catapulted these trends. Companies are trying to decide where on the spectrum they will land between all remote or all on site.
• Performance of a business depends on people to come together in ways that are productive and high-functioning to drive great results. Teams need to be able to come together to be a unit that is greater than the sum of its parts. Team members as individuals need to feel seen, heard, and valued to perform at their best.
• New tools are becoming available to help build spontaneity in digital teams, allowing people to be in common spaces digitally. As companies realize that many of their pain points are related to connection and collaboration techniques, these tools will become more in demand.
• Teammates with at least 5-7 strong connections within the company are more likely to stay with the company. A strong connection is one where a person feels like they can be themselves with another person. These connections take cultivation to form and then touch points to maintain.
• Because people are different, leaders should cultivate an environment for people to get what they need, but not feel forced to behave a certain way. Meet people where they are with technology and make sure they are able to use the technology in a way that keeps the benefit of their flexibility.
• Adoption is often the biggest hurdle when implementing virtual team tools. Behavior changes require understanding, time, effort, realization for why it works, and then fitting it into people's workflows. Less is more. Teamwork blocks are a great way to start. Select a unit of time where everyone comes together and works from the virtual office. They can see how it feels and build from there.

Top Takeaways:

• Every team is completely different.
• People's need to feel like they can be themselves, be human, and connect in realistic ways is paramount.
• Everything in the business stems from the individual's needs being met. This empowers them to connect in teams and create great results that affect the bottom line of the business.

Connect with Emma Giles:

Website: https://sowork.com/

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On today's show, we discuss how mindfulness can affect our organization's ability to be successful.

Dr. Eric J. Holsapple is a successful developer and entrepreneur who has used mindfulness to transform his life and business, and helps others to do the same.

Eric has a PhD in Economics, has been a real estate CEO and developer for nearly 40 years, lectured real estate at Colorado State University for 20 years, and practiced yoga and meditation for 30 years. Eric was awarded The Colorado State University Real Estate Entrepreneur of the Year in 2010; and Bizwest Bravo Entrepreneur of the year award for Loveland, CO in 2015. Holsapple has a unique perspective on how merging business and mindfulness can be a catalyst in changing lives. Eric is the Founder of Living In The Gap. His popular workshops teach CEOs and professionals a different way to operate mindfully while improving the bottom line.

Eric has written numerous published articles in real estate and economics, and a book entitled Profit with Presence that will be published in early 2023. He is a regular speaker at public and private events, and a popular guest on business podcasts.

Key Takeaways:

• Essentially, mindfulness is focus.
• To change negative thought patterns, develop awareness of how much focus is given to negativity. Focus on building relationship instead or determining if a change should be made.
• Mindfulness helps to see other people as people and not just a means to getting the job done. End results are important, and should be looked at on a regular basis, but being present in the moment when speaking to people helps employees feel valued.
• Impact to ROI - Aetna did a study showing a $2000 annual savings in healthcare cost and a $3000 annual increase in productivity per employee after implementing a mindfulness program.
• A mindfulness exercise before a meeting helps the meeting to be more productive.
• Mindfulness helps to filter random thoughts and only focus on the ones that are part of the desired vision of the individual or the organization.
• Accepting our current reality reduces stress. Stress is resisting the reality. We can still desire and strive to make changes toward improvement, but accepting the current reality calms the mind.
• The world doesn't change. Your perception of the world changes.
• The goal is to be able to focus on what you want to focus on to the exclusion of everything else. The exercises help to train yourself to do that.
• Consistency is more important in the beginning than the length of the session.
• One easy way to start is to just stop and take time to focus on your breathing.

Pitfalls to mindfulness:

• Time - We are all busy. Start small and focus on consistency.
• Culture - People will criticize. Keep it private until you are confident.

Top Takeaways:

• Start with 3 "gratitudes" each day. What are you grateful for and why?
• Start to be aware of your breath. You can do this wherever you are.
• Do service work. Getting into the community to serve others changes your mindset.

Connect with Eric Holsapple:

Paid programs and free resources available at: https://livinginthegap.org/

Eric's book launches Mar 7 on Amazon -

Profit With Presence - The 12 Pillars of Mindful Leadership

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On today's show, we discuss the impact of financial asset management to your success.

Devon Drew’s track record speaks for itself: As a senior executive at Vanguard he raised over $20 billion in assets for Vanguard’s proprietary ETFs and mutual funds within Texas.

When the world experienced the “George Floyd Moment,” Drew began to question his professional impact and got to work, collaborating with some of his fellow data and tech gurus, to create DFD Partners, a SaaS platform that is designed to allow diverse asset management firms effectively scale by leveraging data automation and machine learning.

Drew and his team have proved their concept, with already just under 100M raised and 70B in aggregate platform AUM. They are currently focused on helping small and diverse funds increase their AUM by 1 trillion by 2028.

Since launching the platform in Summer of 2022, DFD Partners is already amongst the fastest growing fintech companies this year. Within the past few months, they have been named One of the Top 10 Rising Fintech Companies by Future Proof and have sat on several panels, including the Keynote Panel at LG Innovation Summit alongside Meta, Google, Tesla and Amazon, and the Emerging Manager Panel at Tide Spark Conference.

Key Takeaways:

• Asset managers are the individuals within a company that control the money for organizations. Organizations may be a significant shareholder in many influential companies.

• Through investments, the organization has a tremendous influence in

  • Employees retiring with dignity
  • Public policy
  • ESG - Environmental Social Governance is a set of standards that socially conscious investors use to screen investments. Organizations will receive an ESG score depending on how they demonstrate a demonstrable impact on these three key areas.
  • As more organizations comply with ESG or impact investing, over time these companies will outperform the others.
  • Diversity in background, gender, asset class, and age of asset managers will drive differentiation in thought. In turn, you'll find differentiation in returns.
  • An organization needs to have an investment policy statement that adheres to what the organization believes in. It should guide how the money should be managed.
  • The underlying block chain technology is going to be revolutionary when it comes to balancing the ledgers. Digital assets will need some more regulation to eliminate those that are not commercially viable. We are still in the beginning stages.
  • Over the next 20 years, you'll see 68 trillion dollars from Gen X and Baby Boomers transition down to Millennials and Gen Z. Trust and communication are imperative to build into the next generations, or they will abandon asset managers and try to do it themselves, potentially making poor financial decisions.

Top Takeaways:

• Have a long-term approach to investing.
• When making financially life-altering decisions, seek the help of a financial professional.

Connect with Devon Drew:

Website: https://dfd.ai

LinkedIn: https://www.linkedin.com/company/dfd-partners/

Twitter: dfdpartners

Facebook: https://www.facebook.com/dfdpartners

Instagram: https://www.instagram.com/dfdpartners/

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On today's show, we discuss the pace of change in organizations and the impact it is having on leaders.

Julie Noonan believes in unapologetic authenticity, candor, integrity and humor. She will tell you the TRUTH, even if it stings. Her strengths include:

• Talent for idea-generation that helps her clients expand their thinking and innovate
• Keen focus on maximizing the talents of others
• Ability to recognize the inherent connections between concepts, disciplines, ideas and people to create better solutions
• Firm belief in creating real relationships with clients to “meet the need beneath the need”

Julie has years of executive-level experience in consulting in both the private and public sectors, as well as years of experience as a corporate employee. She has spent her career coaching leaders at all levels in many industries and through many challenges – both professional and personal.

Key Takeaways:

• One important concept in today's workplace to keep in mind is that we are in the last years of the boomer generation in the workplace. They will naturally be nervous about becoming obsolete at the end of their working years due to the changes brought on by the newer generations. Great leaders will maximize their value as long as possible.
• Change impacts different generations differently. Boomers have initiated change most of their careers, and now they are more often the recipients of change. They are staying in the workplace longer, often retiring and then starting their own businesses or consulting because they are driven to contribute. Millennials tend to be more confident and collaborative, embracing change. Appreciating the value of each generation will lead to the greatest success.
• For a successful change, involve influencers in the local office in initial testing and place them physically near those employees that you expect to struggle.
• Allowing enough time for adoption of the change will save the company money over an unadopted change. Impatient leaders need to remind themselves that they knew about the change long before the employees. The employees need time to process the change as well. Educating them and answering questions will be a big key to success.
• Sponsors should be well-regarded, influential, and be able to make big-ticket decisions.
• First time sponsors - get help. Find an experienced change manager or a coach to help you get through the tough spots.
• Great project managers can convey the project status to sponsors and committee meeting members in a simple way, but not be insulting.
• Business analysts are valuable to consult with in the beginning to understand the concerns of the group early on.

Top 3 Takeaways:

• Reverse mentoring. Putting boomers and millennials together brings out the best in both employees. The boomers can help develop the millennials in the company, and the millennials can help the boomers with current trends so they can stay relevant in the remaining years of their careers.
• Coaching is not just for leadership development. It's for any person in their career where they might need an extra set of ears or an objective viewpoint to help them through something that is blocking them from moving forward or being the best leader they can be. Check with your HR department to see if hiring coaches is an option or hire a coach from your own personal funds to improve your career.
• Get change management involved as early as possible, even during the initial contemplation phase of a big change.

Connect with Julie Noonan:

Website: https://www.jnoonanconsulting.com/

LinkedIn: https://www.linkedin.com/in/jnoonanconsulting/

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On today's show, we discuss how communication biases are impacting your organization and the most effective intervention you can take.

Heather Hansen helps top global professionals show up, speak up, and inspire action in a changing world. She is on a mission to empower global voices to contribute to conversations that matter – in business, politics, and life. Only through conscious, confident, and connected communication can we achieve our collective potential and peacefully solve the world’s greatest challenges.

Heather is a leader in the field of global English communication where she is known for being an outspoken advocate for global voices. She fights against micro inequities related to language and accent in international teams, and helps companies build communication cultures where every voice is heard. She is called upon by some of the world’s largest companies to unmute leaders and teams so they can be more innovative, inclusive and efficient while adapting to modern challenges.

Key Takeaways:

• Linguistic bias refers to our own common bias to listen to and respect people that sound and communicate in a way that sounds like ourselves.
• National culture generalizations can be tricky because areas of each nation can have different dialects and behaviors.
• The key is to find a balance between conscious, confident, and connected communication.
• Warning sign of a toxic environment - "That's just not how we do it here." Leadership should be open to new ideas or change. Leaders set the pace. If they make it clear that new ideas and innovations are welcome, employees will be more likely to share and engage.
• Biases are often related to experiences that we have had with people in the past with certain accents.
• Hiring decisions and promotion decisions can be affected by accent bias. Studies have shown that even a simple statement at the top of the interview question handout will remind people to be aware of it and avoid it.
• Some of our bias is hardwired from birth as a safety precaution, allowing us to recognize the sound of our family and those that are safe. One study found that the only intervention that really makes a difference is raising awareness that accent bias exists so that we can act appropriately in the workplace.
• Avoiding bias can take some effort. We can change our perspective by making it a game or challenge to recognize language patterns to increase understanding.

Top 3 Takeaways:

• For those of us who are confident in our communication, we want to remember to turn down our voices to give space for others and be more inclusive.
• For those of us who are struggling, we want to remember to turn up that voice and become part of the conversation.
• For leaders, it's your job to make sure everyone is being heard and feels valued.

Connect with Heather Hansen:

Website: https://heatherhansen.com/https://globalspeechacademy.com/

LinkedIn: https://www.linkedin.com/in/hansenheather/

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On today's show, we discuss how average employees are impacting your profitability.

Danielle Mulvey is a former flight attendant-turned-entrepreneur who has cracked the code on recruiting and retaining what she refers to as “5-Star Employees”: game-changing, dedicated, hardworking people who make big plays and get real, consistent results. Never one to settle for average, Danielle has scaled her several companies to over $50 million in annual revenue while spending less than 10 hours each week overseeing their operations. Danielle’s own team of trusted 5-Star Employees provides her with the freedom to spend the rest of her workweek guiding other entrepreneurs through podcasting, workshops, and community curating.

Key Takeaways:

• 5-star employees represent the top 15% of the available talent in the market
• Recruiting and hiring effectively is key to success in your company. Cast a wide net. You'll need to review a lot of applicants. Create opportunities to test talent, similar to football training camp. One option is inviting the finalist candidates to do paid "shadow days."

5 Star Employee Rating System

• Alignment with core values

  • This is the secret sauce to your organization. It's almost like being able to clone yourself if you can have an entire team of people that share your core values.

  • 11 universal qualities

  • Assessing potential and mindset/skillset to do the job

  • These are things such as ability to learn, ability to be limber, and ability to listen. Limberness and ability to listen are red flag qualities. They either have them or they don't, and you don't want them if they don't. Some of the other qualities could be improved by opportunity or coaching.

  • 3x return on payroll

  • Every employee should be bringing a 3x return on your investment in them. Often this is measured in how much they are taking off the plate of another employee/owner that has a higher billable rate.

  • Success metrics for key responsibilities

  • Quantify what success means - the expectations should have a measurement attached for the employee's 3-5 key responsibilities. Examples would be referrals, client feedback survey results, claims processed, etc

  • Aptitudes and Skills

  • Employees need to show they can do the job. Determine 9-13 aptitudes/skills that you can test candidates on.

How do the 1,2,3-star employees impact profitability?

• Bloated payroll. A 5-star employee does the work of 2 or 3 lower star employees.
• Morale killer. 5-star employees love what they do. They treat the job as a craft, not a career. Anything less than that brings down the team.

What should you do if you find yourself with a 1,2,3-star employee?

Transition them to alumni status. If it's not a good fit for them, they will likely be happier somewhere else. These employees will also begin to cause resentment in your 5-star employees if they stay and under-perform.

Top 3 Takeaways:

• Use a 5-star employee rating system
• Be objective with your hires
• Never settle for less than 5-star employees

To get the guide on how to hire 5-star employees:

Text NeverSettle to 411321

Connect with Danielle Mulvey:

Website: www.5staremployees.com/

LinkedIn: /in/danielle-mulvey-66a315/

Instagram: /danielle__mulvey/

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On today's show, we discuss how companies can prepare for IPO and ensure their employees benefit.

As an attorney, a CPA, and a CFP®, Aaron Rubin runs a wealth management practice that integrates tax, financial planning and investing. Aaron helps his client minimize

their tax liability and keep more of their equity compensation so they can support the people they love and the causes they care about most. Whether in Silicon Valley, Austin, or the Tech Triangle, he works with pre-IPO executives and early employees at late-state tech companies.

Aaron received his BA in Economics-Accounting-Spanish Literature from Claremont McKenna College, and his Juris Doctorate from the University of Illinois. He formerly worked in Deloitte’s Private Client Advisory Department and spent three years in public accounting working on individuals, trusts, and estates before switching over to wealth management. He became a CPA in 2008, and a CFP® in 2010. In 2019, Aaron published his first book “Financial Adulting’’ as a guide to help young professionals navigate tax, investment, and estate planning.

He lives in the San Francisco Bay Area with his wife, three daughters, two goldendoodles, and five chickens.

Key Takeaways:

Equity compensation is really important both to attract talent and to retain employees.

Recommendations for employers:

• Allow early exercise for employees.
• Use a 10b5-1 plan, which is a non-discretionary plan to sell your stock if you're in a black-out window.
• Educate your employees about the potential benefits for them.
• Younger companies can move stock early into different trusts.
• Younger companies can do what's called RSAs. Can do an 83b election, which is taxed early when lower priced.

Recommendations for employees:

• Seek a competent attorney to help negotiate your stock compensation package.
• Seek out great tax advice.
• Employees are advised to sell vested stock to be able to diversify

Connect with Aaron Rubin

Website: wrpwealth.com

LinkedIn: www.linkedin.com/in/stockoptionswhisperer

Facebook: https://www.facebook.com/WRPWealth

Twitter: @WRPWEalth

Tiktok: ipographs

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On today's show, we discuss how to crack the code of a great culture and also how to make it scalable.

Darrin Jahnel is the founder and CEO of Jahnel Group, a 150-person software consulting company headquartered in Schenectady, NY. Darrin leads with energy and is maniacally focused on creating an amazing work environment for his team.

Darrin earned an undergraduate degree in Business Administration from the University at Albany and a Master’s Degree in Information Systems from NYU’s Stern School of Business.

Prior to starting the company in 2012, Darrin worked as a Senior Software Engineer on Wall Street. Darrin has led numerous engineering teams on multi-million dollar projects and is a member of MENSA.

He is happily married and has 4 children (2 adopted children and 2 birth sons). Darrin’s oldest son, Gideon, is from Nigeria. Although Darrin and his wife refer to Gideon as their son, they were not able to officially adopt him. Gideon has parents and 5 siblings back in Nigeria. Last year, Gideon worked 60 hours a week, all summer long and earned enough money to buy his family a house back in Nigeria!

Outside of work, Darrin enjoys working out, coaching basketball, drinking beer, and woodworking.

Key Takeaways:

• Low turnover is a great gauge of whether or not you have a great culture.
• A great culture will be similar to the feeling you had as a child when on a great sports team.
• Recruiting and hiring must be prioritized. Hire people who match your company's core values, have a servant's mentality, and are easy to work with. You'll need to interview many more people than you hire. Get them outside of work as well to see what kind of people they are, maybe out to dinner with their families.
• Intentionally mix introverts and extroverts in a healthy ratio for teams and business trips to create good energy.
• Deliver on the promises made in recruiting in order to have great retention. Find out what is important to each employee and tailor the projects, recognition, and rewards to be meaningful. Show employees that you are paying attention. Examples - involve their families, donate to their favorite charity, etc.
• If you have remote team members, create a few very intentional in-person experiences per year that are designed to create bonding opportunities. These should be offered like a buffet where employees can pick and choose what they want to participate in without any pressure.
• Reviews should be a conversation about an employee's goals for their life and how the company can help them get there. Great to do annually during their month of hire in a relaxed setting, potentially outside of the office. Rather than having lots of forms to fill out, just have a few guided, open-ended questions to start the conversation.

Top Takeaway:

There are still superstars out there, even in this market. Step up your recruiting efforts.

Connect with Darrin Jahnel

Website: https://jahnelgroup.com/

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On today's show, we discuss how doing less is more in realizing project benefits.

Antonio Nieto-Rodriguez - Author of the Harvard Business Review Project Management Handbook, the featured HBR article The Project Economy Has Arrived, and four other books, Antonio is the creator of concepts such as the Project Economy and the Project Manifesto. His research and global impact on modern management have been recognized by Thinkers50. Fellow and Former Chairman of the Project Management Institute, he is the founder of Projects&Co and the Strategy Implementation Institute. Born in Madrid, Spain, and educated in Germany, Mexico, Italy, and the United States, Antonio is fluent in five languages. He has an MBA from London Business School. He is a member of Marshall Goldsmith 100 coaches. You can follow Antonio through his LinkedIn Newsletter - Lead Projects Successfully, his popular online course Project Management Reinvented for Non-Project Managers and his website.

Key Takeaways:

What causes overburdening of projects in organizations?

• The work is going very fast. Companies are reacting to keep pace.
• Products or services are replicated very quickly with more competition.
• Automation and artificial intelligence robots causes companies to be more project-based.
• Companies launch more projects than they finish.

How do you decide which projects to focus on?

• The best projects have a full-time dedicated project manager and dedicated resources.
• Senior leadership needs to be aligned with and aware of the strategic initiatives.
• When you say no to a project now, you don't say no to the idea. You can have a few people explore ideas while you focus on the main projects you've adopted.

What is the biggest downfall of a company taking on too many projects?

Unclear ROI. We do projects for benefits, and we want to measure this.

How do you define your project benefits?

• Benefits have traditionally meant financial return. Now we are beginning to focus also on culture, satisfaction, environment, social aspects, and sustainability.
• Traditionally, a small team of project managers will determine the benefits for the sales team, customers, logistics team, etc. We want to begin to consult with the different teams to determine benefits desired and means of measurement during the project planning.

How do you balance the benefits of having a sense of urgency with employee health?

Employees don't mind working under pressure if it's on just one project with an ambitious goal. It becomes unhealthy when it's multiple projects and continuous pressure.

3 Top Takeaways:

• Invest in yourself.
• Talk about the benefits of the projects more often.
• Enjoy what you do. Find your place.

Connect with Antonio Nieto-Rodriguez:

Website: https://antonionietorodriguez.com/

LinkedIn: https://www.linkedin.com/in/antonionietorodriguez/

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On today's show, we discuss employee adaptability.

Michelle Boulé is a Transformational Life and Business Coach, Healer, and Dancer who helps creative leaders and entrepreneurs all over the world clarify and manifest their visions with more confidence, impact, and alignment towards their truth. Her work has been featured in The New York Times, Dance Magazine, Thrive Global, Good Day DC, Her Money, and Bloomberg Businessweek.

She’s the founder of Michelle Boulé Coaching, offering online group programs, private coaching, speaking, teaching, and in-person retreats. She brings a unique methodology to personal transformation that creates profound change, drawing on everything she's learned from her award-winning international career in dance, along with over 25 years of practice in somatic therapies, energy medicine, mindset psychology, and spirituality.

Key Takeaways:

What are some universal laws that relate to business?

Law of cause and effect

Law of polarity

Law of vibration

Law of sacrifice

How do leaders support employees in being adaptable to the changes that they face?

• Education. Have it be part of the culture. Get people thinking about what we can do to expand. Teaching people how to think is key. Knowing there is always a solution, focus on putting energy there.
• Connection. Focus on how we connect with each other.

How do we connect these seemingly personal strategies to the business environment?

Growth happens in spaces where people are comfortable. How do we create a space where people can feel seen, whole, and comfortable? Leaders can lead with vulnerability. We create when we feel safe, just as when we were children.

These principle relate well to Ken Blanchard's - The Seven Dynamics of Change. Let's talk about a few.

People will feel awkward, ill at ease, and self-conscious.

Change causes employees to feel awkward and self-conscious. The confidence, knowledge, and experience of a leader will help them through the uncomfortable change to a place of safety again where they can create. Leaders should always be focused on personal development and focused on self care so they can guide the team well.

People initially focus on what they have to give up.

In order to move to something of a higher nature, you have to let go of something of a lower nature. We want to teach people to lean into faith in the unknown as a means of growth.

People can only handle so much change.

We are all different. Some thrive with change, and others fear it. We need the variety and diversity.

People going through the same change often still feel alone.

There is power in group work. When someone expresses something, others relate and feel less alone.

3 Top Takeaways:

• What are the things I can change within myself as a leader because I know I have a role in implementing change
• Prioritize self care - nervous systems can settle down and become creative.
• Have fun. How can we bring play back into our lives?

Connect with Michelle Boulé:

Website: michelleboule.com

LinkedIn: https://www.linkedin.com/in/michelle-boul%C3%A9/

Instagram: https://www.instagram.com/michelle.boule/

Facebook: https://www.facebook.com/MichelleBouleCoaching

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On today's show, we discuss strategies for aligning digital strategies to avoid corporate failure.

Jonathon Hensley is co-founder and CEO of Emerge, a digital product consulting firm that works with companies to improve operational agility and customer experience. For more than two decades, Jonathon has helped startups, Fortune 100 brands, technology leaders, large regional health networks, non-profit organizations and more, transform their businesses by turning strategy, user needs and new technologies into valuable digital products and services. Jonathon writes and speaks about his experiences and insights from his career, and regularly hosts in-depth interviews with business leaders and industry insiders. He lives in the Pacific Northwest with his wife and two boys.

What are the foundational components of a digital strategy?

• What is the vision for the product? What is the long-term destination?
• What is the problem that you are solving with the product?
• How can I create value by solving the problem in a better way in this market?
• What will be the outcome for that success for the customer and the business?
• How will we measure that forward progress?

How can a company be sure they have evaluated the strategy well before moving forward?

• Is the problem you have defined a root cause or a symptomatic issue of a different problem?
• Who is the audience most impacted?
• Is the problem big enough that they are willing to invest dollars and time to solve it?
• Do you have empathy for your customer enough to really understand the ramifications of their problem and what value you can bring?

How does a company determine their focus?

A company needs to decide and agree what attributes of the market they can do well and focus on those things. They should choose things that are underrepresented, not try to do everything that the competitors are doing.

What are the key attributes of companies that succeed?

• Developing a clear, well-defined, and long-term product vision.
• Building teams where everyone understands that they have a stake in customer acquisition, participation, retention, and support.
• Equating customer experience to customer life-time value. It's an umbrella to everything.
• Being clear on value drivers - psychological value and functional value.
• Defining the key attributes to focus on.
• Knowing the customer motivations.

Top 3 Takeaways:

• Develop understanding of strategy vs planning. The skillset is different for strategic work. Strategy is understanding the problem space so we can understand where we can focus and make the biggest impact with our capabilities and resources. Planning is determining how we can effectively manage those resources and bring alignment to our team so we can execute on the strategy.
• Make sure that there is a common language within the organization to build a culture. Set up the team members for success.
• Manage knowledge so that you are able to scale and train each role in their processes and the value they bring.

Connect with Jonathon Hensley:

Company: https://www.emergeinteractive.com/

LinkedIn: https://www.linkedin.com/in/jonathonhensley/

Book: Overcoming internal sabotage and digital product failure

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On today's show, we discuss strategies for designing corporate benefits in the 21st century.

Jennifer Burnham-Grubbs is CoFounder and CEO of Quantum Insurance Services, an award-winning, commissions-agnostic insurance consulting firm passionate about providing clients with best-in-class insurance designs for Life, Disability, Long-Term Care, Annuities, Commercial Risk & Employee Benefits. Jennifer has become a distinguished thought leader within the insurance industry by specializing in plan designs that maximize value, minimize premiums and tailor coverage exactly around each client’s unique needs. By constantly working to create efficiency, transparency and consumer-first programs within the insurance market, Jennifer helps clients engage safely and successfully with an execution-dependent sector of the financial world that is vital to most portfolios.

Jennifer also recently co-founded and launched Womxn of Wealth (WOW), a nonprofit organization dedicated to financially empowering women, so they become more comfortable with taking wealth creation firmly into their own hands.

Key Takeaways:

What is the base thing that every employer needs to be thinking about when it comes to benefits?

During the pandemic, many people used their insurance more, so they really value that benefit. With the tight job market, employers need to provide excellent health insurance. Make sure to provide a Teledoc solution to add value to the employees and also keep some of the visits from affecting your main insurance premiums.

For mid-market companies, how do you maximize the value your employees are getting, but still control the cost so that you can stay profitable?

Health insurance is now the second highest line item for businesses after payroll. The key is in the efficiency of the design. A consultant can help small businesses to put pieces together in a smart way to lower the total package cost.

A PEO is a professional employment organization that you can join to outsource human resources and payroll functions. They can often get great large group rates and are often very tempting for small businesses just starting out. The down side is that the fees are not always straight-forward, and it can be difficult to understand what you are paying for and how to save moving forward. It's also difficult to break from them later.

Are there newer types of benefits being offered besides the standard things?

A few that we are seeing are group pet insurance, Teladoc for medical and mental health visits, and also fertility benefits.

How does a company design a package that provides what is important to each employee?

If you have a great broker, they can tailor your package to provide many options, not just a few.

What is one mistake you would advise to look out for?

Don't neglect HR laws and regulations. Get HR guidance, an HR consultant, or hire an HR employee.

Top 3 Takeaways:

• Think carefully before going with a PEO. Seek out a great broker for referrals and recommendations.
• Teladoc is a game changer for helping employees get help at more convenient times and at a great cost savings to the employer. Be sure to teach the employees how to use it.
• Learn to know, love, and understand HSAs. They are terrific for high earners, very healthy, very sick, or those who go out of network a lot.

Contact Jennifer Burnham-Grubbs

Company: www.quantuminsurances.com

Email: info@Teamqis.com or jennifer@teamqis.com

Phone: 424-286-2481

LinkedIn: https://www.linkedin.com/in/jennifer-burnham-grubbs-she-her-99639a58/

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On today's show, we discuss the current labor shortage, and what we might expect moving forward.

If there is a crystal ball for what the future of jobs, work, and the workplace look like, it lies in the head of Ira S. Wolfe. Ira has emerged as one of the top 5 Global Thought Leaders in the Future of Work and HR. a visionary thinker in what happens When the Shift Hits Your Plan and How to Thrive on the Never-Normal Journey.

Key Takeaways:

The labor shortage isn't going to end anytime soon. Why?

• We are experiencing a worldwide economic downturn. This is the first time since 1945 that the GDP has lowered without the unemployment conversely rising. Unemployment is still low.
• The population is decreasing. There are fewer people entering the workforce with the new generations. Between 1950-2020, more women and immigrants were entering the workforce to compensate for the population decrease. Now, Baby Boomers are also leaving the workforce. We are in a job full downturn, and it's not expected to change soon.

What should employers consider during this time?

• Employees want choices in creating work/life balance. Employers will need to decide what type of culture they want for their business - remote / hybrid / on site.
• The burden of shortage is falling on remaining workers, and the stress is causing them to quit as well.

Do you see the shortage driving companies to be more innovative?

Yes, businesses may alter hours to only profitable times. Businesses will also find ways to automate tasks to be successful with fewer employees. Examples:

• Robots doing fast food ordering, food preparation, payment processing.
• Apps for content editing, both written words and video.
• Apps like Watson used by surgeons that use keywords against enormous amounts of medical journals to suggest treatment.
• Autonomous vehicles for individual use and also to carry passengers.

What do employers and employees need to focus on for the future job market?

Employers

Embrace what a good employee experience looks like. Talk to your employees and make a plan together.

• Do the employees feel like the managers have their back and care about them?
• Do they like their coworkers and the culture?
• Is the workspace safe? Can you say something when you need help or when you have a great idea?
• Are there ways to make the recruiting and onboarding experience better?

Employees

• Adaptability - Many jobs will become automated. Being adaptable and resilient will mean you'll find a way to be valuable no matter what changes occur.
• Growth mindset - Be willing and motivated to try new things, make mistakes, and accept challenges.
• Mental flexibility - Have the ability to deal with misinformation and disinformation.
• Unlearn what doesn't work anymore

Contact Ira Wolfe

Website: https://www.irawolfe.com/

Book: Recruiting in the Age of Googlization

LinkedIn: https://www.linkedin.com/in/irawolfe/

Coaching: https://www.successperformancesolutions.com/aqplus-growth-mindset/

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On today's show, we discuss what it means to have a fearless culture in your organization.

Gustavo Razzetti is CEO and founder of Fearless Culture, a culture design consultancy that helps teams do the best work of their lives. For more than 20 years, Razzetti has helped leaders from Fortune 500s, startups, nonprofits, and everything in between on every continent but Antartica. Gustavo is also the creator of the Culture Design Canvas, a framework used by thousands of teams and organizations across the world to map, assess, and design their culture.

A prolific writer and author of four books on culture change, Gustavo’s insights have been featured in The New York Times, Psychology Today, Forbes, BBC, and Fortune, among others.

Gustavo loves to share his knowledge and advice to help make successful leaders and a great work culture.

Key Takeaways:

What does it mean to have a fearless culture?

A fearless culture is not the absence of fear. Fear should be a signal, rather than a barrier. We want a culture where we are courageous despite fear.

Cultures are difficult to influence and change. How do we go about designing this culture?

Design doesn't mean control. Human nature is to resist control. What we can do is define certain parameters or guidelines that people can operate freely within.

How can you turn around a toxic culture?

First, define what pieces are truly toxic. Toxicity should be addressed at the senior level. What behaviors are we modeling or tolerating? Consistently identify the behaviors we reward vs the behaviors we punish. The rewarded behaviors should mirror the stated company values.

What are some of the biggest challenges companies face in implementing their design?

• Most leaders are not taught to build culture, so they are unprepared.
• There is often a gap between what leaders see and think about their culture and the reality that employees experience.
• It's a process that takes a lot of effort and time.

How does influencing your culture change when talking about remote organizations?

Remote not Distant is a book I just wrote about the remote workforce. Remote workers value freedom and flexibility. Collaboration time needs to be scheduled and prioritized with remote workers. In this scenario, the office will be an off-site for collaboration and building culture, not the place where most of the work gets done.

Connect with Gustavo Razzetti

Email: gustavo@fearlessculture.design

Website: https://www.fearlessculture.design/

LinkedIn: https://www.linkedin.com/in/gustavo razzetti/

Facebook: https://www.facebook.com/gusrazzetti/

Twitter: @gusrazzetti

Link to Book: Get your copy of “Remote, Not Distant”

Some additional links:

Free chapter of Remote, Not Distant

Free download of Culture Design Canvas

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On today's show, we discuss how to build a bought-in culture within your workforce.

Brandon Seigel is a published author, internationally recognized consultant, and serial entrepreneur. Seigel is the CEO of Fly High Business Builders, President of Wellness Works Management Partners, and COO of Every Child Achieves. Seigel brings nearly twenty years of executive leadership experience empowering workforces of all sizes in reaching new levels of engagement, empowerment, and success. Throughout his storied career, Seigel has empowered entrepreneurs throughout the United States to streamline operations, build winning teams, implement effective business models, and ultimately transform new ventures for optimum success.

Seigel’s passion is working with purpose-driven enterprises in the health, wellness, and education sectors in which he has been featured by CBS, MSNBC, Wallstreet Journal, CEO Biz, and more.

Key Takeaways:

How important is it to focus on your workplace culture? The pandemic has brought about applicants that are looking for a transformational role, rather than a transactional role. Organizational strategies should focus on helping employees:

• Feel connected
• Feel driven by purpose
• Feel progress

When employees feel like they are bought-in, they feel like an investor in the organization's purposes.

Starting with recruiting, how can we get the right people on board?

• Understand the needs, wants, and desires of your candidates. Make the application questions meaningful.
• Compensation needs to be more than money. Offer other options depending on the motivations of your employee base.

Once we find the right person, what can we do to keep them? Onboarding in the first six months is important.

• First week, have them spend half the time functioning alone, and half the time, watch them for their responses to situations and challenges.
• Every week of the first month, someone should eat lunch with them.
• At 90 days, they need to evaluate themselves and the company. Set up an 18 month plan, naming objectives.
• Ongoing short "stay interviews".
• Retention bonuses. Profit-sharing model through 401k.

What are some of the outcomes of creating a bought-in culture? Long-term employees say that what keeps them at their company is work culture - who they are connected to and the DNA of the group. No one wants workplace drama. Creating that DNA will:

• Create retention
• Save money in loss-leader time
• Optimize your output

Parting thoughts:

• Stop focusing on what isn't, but focus on what can be. Bring opportunity to every problem. Get to the mindset of causation from our actions, whether it be in recruiting, retention, etc.
• Build mindset in your workplace culture. What is their intention, and how do they bring their personality to the work day?
• Create a road map. They need to see what they are a part of, find meaning in it, and see how they are progressing.

Company websites:

• www.wellnessworksmp.com
• www.flyhighbusinessbuilders.com
• https://ecatherapy.com/
• www.brandonseigel.com

Brandon's book - The Private Practice Survival Guide

LinkedIn: https://www.linkedin.com/in/brandonseigel/

Facebook: https://www.fa

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Corporate CPR Episode 48: The Hidden Champions Market

On today's show, we discuss the hidden champions market, what their success looks like, what makes them successful, and how you can apply those learnings to your organization.

Hermann Simon is the Founder and Honorary Chairman of Simon-Kucher & Partners, today the world’s leading price consultancy with 41 offices and 1600 employees. From 1995 to 2009 he served as the CEO and is the firm’s Honorary Chairman today.

He is an expert in strategy, marketing, and pricing, and the only German in the “Thinkers50 Hall of Fame” of the most influential management thinkers in the world. In German-speaking countries he has been continuously voted the most influential living management thinker. The magazine Cicero ranks him in the top 100 of the 500 most important intellectuals.

Professor Simon has published over 40 books in 30 languages, including world bestsellers on Hidden Champions and price management. His most recent book is True Profit! No Company Ever Went Broke from Turning a Profit. His new book Hidden Champions in the Chinese Century: Ascent and Transformation will be published this spring.

Key Takeaways:

What is a Hidden Champion?

A Hidden Champion is a company that is one of the top three in its world market, has a revenue of less than 5 billion Euros, and is not known in the general public. They make up a large part of the economy.

How is it possible that they are hidden? Why don't they come out and be globally known?

It's often part of their culture. They don't want to attract the attention of their competitors. Often, they are suppliers contributing to complex products made by other more visible companies.

What is the blueprint for success for these companies?

The strategy is built on three pillars.

• Ambition to be the best: Analyze what you are really good at.
• Focus: Stay away from diversification. Focus on what you can do the best.
• Globalization: Expand regionally, and then internationally.

What are the main things that cause champions to fail?

• Many are family companies that don't manage succession well.
• Technological breakthroughs come which they can't keep up with.

What is it about Germany that fosters so many of these types of organizations?

• Historically, because Germany was made up of 23 monarchies and 2 republics, a businessman had to become international very quickly because of the proximity of the neighboring regions. It became "normal" to think internationally.
• The German vocational training system has young people work as apprentices in a company three days per week and attend vocational training two days per week. This fosters a great balance between practice and theory, creating worker competence.

Recent books by Hermann Simon

• Many Worlds, One Life
• Hidden Champions in the Chinese Century

Contact Hermann Simon

• Website: https://hermannsimon.com
• Email: hermann.simon@simon-kucher.com
• Linkedin: https://www.linkedin.com/in/simonhermann/
• Twitter: https://twitter.com/hermannsimon
• Facebook: https://www.facebook.com/hermann.simon.50

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On today's show, we discuss how to best navigate the culture wars in your organization.

Jim Terry is a Strategic Communications Executive with nearly three decades of experience working in the state, local, and federal politics – including serving as the Political Director for the US Presidential campaign. A veteran of Capitol Hill, Jim has a special knack for helping businesses and organizations navigate the turbulence at the intersection of business and politics. From taxes to the culture wars, Jim has a unique approach to communicating in today's outrage-driven environment, including the 5 opportunities most businesses are missing. Jim has appeared on Fox News, CNN, and countless talk radio show across the country and has testified before Congress on multiple occasions.

Key Takeaways:

When did companies becoming more embedded in the social world?

The social media environment has really contributed. Also significant is the role that college campuses have played. Issues are often presented and viewed through a moral lens. The differing opinions are viewed as evil, rather than different or wrong. Students enter the job world believing companies should fight what is perceived as evil. Social media and Hollywood strengthen this pressure.

Is it better to have no stance in order to avoid having the "wrong" opinion?

As with most things, context matters. It really depends on your industry, your workforce, your customer base, your size, your market, etc. Be deliberate. How important is the issue to you? Are you willing to risk your brand?

What advice would you give to companies facing this decision?

• Be deliberate. Decide whether or not you should be having this conversation. If you do join the conversation, make sure it is in a venue where both viewpoints can be expressed. Social media lends itself to name-calling and shutting down any opposing views.
• Be informed. Understand the details of your own view and the opposing view.
• Be prepared. Choose universal values stick to them.

What if employees are pressuring you to be involved?

Set expectations proactively by policies and standards.

Why do you think things are becoming more violent?

Individuals in authority aren't condemning the violence against opposing views. It's a failure of leadership in politics and in the media. Elections are more likely to be able to make corrections. Media tends to show us the extremes, but most Americans are somewhere near the center of the opposing views.

Do you think there is danger in being quiet about these issues?

In America, we have a lot of options to be active in the process. Shopping and voting are less visible means of making political choices, but very powerful.

What are your thoughts about the economic impact of taking an unpopular stance on an issue?

Brand damage can have economic consequences. Another aspect of taking a strong stance on issues as a company is the shift of focus from your product and customer experience. If those suffer, you will absolutely have an economic impact.

Connect with Jim Terry:

www.tdspublicaffairs.com

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On today's show, we discuss how changing customer interactions can increase revenue.

National design firm Mancini Duffy – with a 100+-year-old history and tech-forward approach – is a full-service design firm specializing in architecture, planning, and interior design. Headquartered in New York City, the practice complements its century of expertise with contemporary entrepreneurial spirit and technological skill for clients.

Jeff Anderson is an Associate and Design Lab Developer at Mancini Duffy. At Mancini, he conducts design research and develops architectural visualization tools. Jeff’s also an educator, architectural designer, and AR/VR software developer. He currently teaches in the Graduate Architecture & Urban Design program at Pratt Institute and the Graduate Architecture Program at the University of Pennsylvania.

Jeff is a Co-Founder and Chief Technology Officer of The Toolbelt. A patent-pending software that allows Mancini's clients to explore and manipulate 3D models in Virtual Reality to visualize and make design modifications for their projects together in real-time. Utilizing The Toolbelt, Mancini's designers can do in 3 hours what it takes most 3 weeks to do.

Michael Kipfer is a Principal at Mancini, where he spearheads research and development efforts at Mancini. A co-founder of Mancini's research and development arm, the Design Lab, Michael pushes the boundaries within architecture and design. The Design Lab was born by exploring and adapting technology such as artificial intelligence, augmented and virtual reality, 3D printing, and drones to communicate seamlessly between the client and the architect. The space is where the incubation of ideas merge with technology to develop cutting-edge services and encourage dynamic collaboration with clients.

In addition, Kipfer works with in-house software developers and designers to integrate technology into the firm's everyday operations using Mancini's unique 360 Design Process and patent-pending The Toolbelt software.

Key Takeaways:

• Things don't always have to be how they've always been. This design process embedded in the discipline needed to be improvised in light of new technologies. We've found a lot of efficiencies in that and by having clients that aren't afraid to experiment, we've made things better for both the clients and the designers.
• These changes allow for the client to be involved in the R&D process. It doesn't always go right, but when the clients see that they are part of something special, it's ok that it doesn't always go right. Always experiment. Always ask questions. Always be completely open and transparent. Don't be afraid to test something.
• Being willing to try new things can have an unexpected results. The changes we made have brought in a diverse mix of clients that we didn't have before.

How to Connect

Mancini Duffy website: https://www.manciniduffy.com

The Toolbelt website: https://thetoolbelt.com

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On today's show, we discuss how to effectively manage global teams.

Dr. Rajesh Kumar is a consultant and a retired business academic specializing in global business. He has an undergraduate and a Master’s Degree in Economics from the University of Delhi, an MBA from Rutgers University, and a Ph.D. in International Business from the Stern School of Business at New York University. He is also a Certified Global Dexterity Trainer.

Dr. Kumar specializes in the art of doing business across cultural boundaries. As companies go global they must deal with suppliers, customers, and even employees coming from different cultural backgrounds. This impacts all facets of business operations ranging from how you negotiate business deals to how you motivate employees and manage them.

Dr. Kumar has led training programs for global companies on Doing Business in India, Negotiating Cross-Culturally, and Managing Strategic Partnerships. Global Strategic Advisory, of which Dr. Kumar is the principal, offers training programs to companies seeking to enhance their global presence. Dr. Kumar is also part of the Partner-Alliances Collective, a group of professionals involved in managing alliances.

Key Takeaways:

What kinds of challenges have companies faced with multi-national teams?

• Communication. Not only is there a language barrier, but often different areas communicate differently. Example: Indirect vs direct communication
• Building mutual trust and relationships
• Getting the best out of different people
• Stereotyping rather than finding strengths

For people on a global team, what should they be doing to build trust and help team dynamics?

• Be careful about making judgements based on culture. Trouble with English doesn't equate to incompetence.
• Honor everyone for their contribution. Each one has a particular expertise.
• One nationality might dominate. Avoid sub-groups within the group and encourage contribution from everyone.
• Be in person rather than remote when possible.

In the US, employees are not as familiar with working globally. How do you help facilitate the proper awareness?

• Provide cultural training, highlighting differences and potential problems. Give solutions proactively.
• Plan for teambuilding exercises.

What are some pitfalls companies have when they don't plan for cultural differences?

• Can have a complete breakdown between headquarters and subsidiary team, causing projects to miss deadlines and fail to meet expectations. This can cause team members to place blame on each other and degrade rapport.
• Can have failed negotiations where you don't get the contract.
• Can have a situation where you produce the wrong product for a client because of bad communication.

To hire the best people to work on an international team, what skills should a manager look for?

• Emotionally attuned
• Strong relational orientation
• Empathy, compassion, patience
• Positive attitude in challenging circumstances

Top 3 Tips:

• Seek awareness and recognition that there are differences between cultures.
• All cultures have unique strengths and weaknesses. Celebrate and utilize the strengths.
• Don't try to control everything. There are a lot of moving parts. Too much control can destroy trust.

Connect with Dr. Kumar

Website: https://globalstrategicadvisory.com

LinkedIn: https://www.linkedin.com/in/rajesh-kumar-81aa6a10/

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On today's show, we discuss why adopting AI is critical to the future of your company.

Guillaume Herve, co-founder and CEO of Zetane Systems, is a serial corporate entrepreneur who brings 25 years of leadership experience from technology-driven industries, including aerospace, healthcare, defense and modeling and simulation. He was President and CEO of Presagis, Founder and CEO of CAE Healthcare, held various senior leadership roles at CAE Inc., is a highly sought-after consultant in strategic planning and innovation, and successfully published Winning at Intrapreneurship. Guillaume has also been very active mentoring founders of technology start-ups at FounderFuel, Techstars, Concordia District 3, and CTS Health and is Chairman of the Board of CTS Health and CMLabs.

Key Takeaways:

What is AI?

• Wide field that has been around for a long time. Started with basic statistics. Evolved into machine learning and deep learning.
• Massive models ingesting data to identifying patterns to predict outcomes.
• No independent thought. Can only do what it is trained to do, not react to unexpected input.

In the customer service space, how well does AI work at determining tone?

Culture is a big piece. The AI will have to be trained in differences in geographical regions. That is very difficult and limited in scope.

Three important things to consider in the early stages of deciding to use AI in your company:

• Clear use case. Have a clear situation that you are trying to solve. Is AI the right tool for this, or is there a better solution?
• Proof of concept. Start with a small dataset and see if AI will give the expected outcome.
• Risk analysis. The decision makers that understand the real world consequences of AI failure need to be involved in the process and feel secure at deployment that all of the risks have been addressed when developing the AI solution.

Should AI be an internal or external process?

There is a lot of open source material available, providing companies better access to get started. There are models developed by researchers available for free that can be used as a great starting point. However, you will need employees that understand how to use them. A company could choose to:

• Build its own AI teams internally
• Decide on the use case, and then outsource the AI solution building
• Have a combination of a small AI team internally that will work with an external team

What are some key failure points?

Explainability - Risky use cases for AI need better explanation. Unlike software development, we can't go to lines of code to explain behavior. We need to be able to explain its decision making to those in charge of the task it will do.

Robustness - We have to understand that AI is not perfect. It needs to be as good or better than a human at a particular task, while being faster and cheaper. Executives need to understand when it will work and when it will fail.

Top 3 takeaways for businesses regarding AI:

• Move quickly. Get informed and understand what it can and cannot do.
• Be cautious about how to implement in your company.
• Don't make the mistake of letting your team or consultants develop in a vacuum. Involve the decision makers in the process and get the buy-in along the way. 80-85% of AI projects are never deployed, mainly because of lack of buy-in.

Connect with Guillaume Herve

Company website: https://zetane.com

Email: guillaume@zetane.com

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On today's show, we discuss how to operate in tight labor markets. We are certainly in what is called a "candidate's market" right now. How can an organization compete for the best employees?

With over 20 years of experience in digital marketing, Cindy Klein has started her career working for top firms of the industry. After 15 years of experience in recruitment marketing and sales, she eventually became the SVP of Sales for Talent.com, overseeing the whole North American market.

Key Takeaways:

What types of things are important to candidates in today's market?

• Salary and salary increases
• Health benefits
• Perks like employee referrals, 401K, gym memberships, etc.
• Value alignment. Example - What are you doing for the environment? What types of companies do you partner with? Do you have group efforts for volunteering in the community?
• Culture fit. People want to feel a part of something.

How do you scale while maintaining the "feel" of a startup?

One size does not fit all. Different leadership teams for each country or region helps to maintain a great culture for the area.

What things should companies focus on when trying to compete for the best candidates?

• Branding. Set your company apart when you post a job. What makes you different? Why does someone want to work with you?
• Ease of application. Make the application process easy to navigate so the candidate can find the job they want.
• Response time. Respond the same day they apply. If you wait, you may lose them.
• Follow through. Make sure you are getting an appointment on the calendar right away.
• Interviews. Don't require more than three interviews. Ideally, you'll have a one on one interview and then a committee interview so the candidate has a chance to understand the culture.

If a company is reviewing their process, how can they self-diagnose?

Look at the process from when a recruiter gets the applications.

• How long does it take for the recruiter to get through the results, and how are they prioritizing candidates?
• What are the different steps in the process? Are there steps that could be removed? Are there steps that could be done simultaneously to reduce time? Example - background checks/offer letters together

For small to mid-size companies, how do you get known and seen?

Pay per click advertising is affordable. It gives opportunity for mid-market companies to compete. Make sure your job title simple and you have a very strong bulleted job description with relevant keywords for searches.

Where should a company be posting jobs?

Multiple sites. Candidates are likely to visit 8-15 sites to apply for jobs. They may apply for the same job on multiple platforms. Be in front of them multiple times. Examples - Indeed.com, LinkedIn, Talent.com

Top 3 points:

• Shorten the candidate experience. Evaluate the overall application process and see where you can eliminate or combine steps.
• Review your job descriptions and ensure you are posting the key words applicants will search for.
• Look at the candidates coming in for transferable skills. If they aren't a great fit for the job they applied for, would they be a great fit somewhere else in the organization?

Connect with Cindy Klein

LinkedIn - https://www.linkedin.com/in/cindymklein/

Email - cindy@talent.com

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On today's show, we discuss insurance and risk management for your organization.

Clay Ogden could easily be described as the ace of the SRA Team. In his role as National Business Development Manager, Clay does it all as he interacts with business owners and advisors to identify risk management strategies. As a former professional Golfer on the Nationwide, Web.com, Canadian and mini-tours, Clay nurtures many of his business relationships on the course and brings more than 12 years in risk mitigation to identify opportunities and consult with clients and representatives.

Key Takeaways:

Many businesses think they are insured for everything. The pandemic showed us some risks that are actually typically uninsured that could potentially cause a business closure. These include:

• Supply chain interruptions
• Dispute resolution
• Loss of a key employee to an accident/illness
• Brand/reputation damage

How is the 831(b) insurance program different from typical policies like errors and omissions, directors and officers, general liability, workers' compensation?

Utilizing the 831(b) tax code, a business can complement these policies and fill in the gaps with tax-deferred dollars.

How can a business decide if this is right for them?

This is for a business that has some excess funds to set aside. There will be no access to the funds for a 12 month period. Ideally, you want to take excess profits from good years to prepare for bad years. In the first year, funds are only available for claims. In the second year, some surplus funds will be available in the 831(b) to defer, loan from, or dividend from.

What is the ratio between investment and coverage?

Typically, the amount of coverage for this type of program is 2x the premium. For the more traditional insurance policies, underwriting will determine coverage limits. This program offers ways to be more efficient with the dollar investment. One example would be raising the deductible on the more traditional policies and setting up a deductible reimbursement through this program.

What questions should an organization ask when contemplating insurance?

• What issues have there been in the past?
• What things keep you up at night as a business owner?
• What kinds of things are you afraid might hurt your business?

Top 3 Takeaways

• There are lots of businesses that are not aware of these special insurance programs. 831(b) can be a great option for the uninsured or even for the traditional insurances. There are a lot of avenues where you can benefit the business, from both cash flow and risk management standpoints.
• Our eyes have been opened about what is and is not typically covered.
• Those that plan ahead do well in good and bad times. Those that are more reactive struggle in the inevitable bad times.

Contact Clay Ogden:

Website: http://831b.com

LinkedIn SRA: https://www.linkedin.com/company/sra-831b/

LinkedIn Clay: https://www.linkedin.com/in/clay-ogden-547123103/

Vimeo: https://vimeo.com/831b

YouTube: https://www.youtube.com/channel/UC8QJwR1FlAzdAgmC8UYsnWg

Facebook: https://www.facebook.com/SRA831b/

Instagram: https://www.instagram.com/sra_831b/

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Today, we discuss how you are doing social media wrong and ways to be more effective.

Katie Brinkley is the owner of a successful boutique social media marketing agency with a focus on trending social media platforms and how to leverage them to grow your business. A trained media professional, Katie quickly found her passion for social media with the advent of MySpace and is now the leading Clubhouse coach in the fast-paced, everchanging space of digital marketing. Next Step Social Communications provides a variety of services from training and coaching entrepreneurs on their finer points of social media, to a full-blown, done-for-you social media management. Her expertise is highly regarded and sought-after.

Especially after the pandemic, we are realizing how important it is to have a presence online. How do you determine how to show up on social media?

• Which social media platforms are most of your customers on?
• What are the different ways you can engage with them on those platforms?
• See which ways make the most sense for your business and show up in the right way for your customers.
  • Different customers will have different preferences on their individual feeds - single images, carousel posts, reels, etc. Make sure you are putting out content in the different formats so that your customers will see it.

When you don't have a product that is visual, how do you "make a splash" on social media?

Make it personal. Do some live video content. People want to do business with people. Your customers want to get to know you.

How personal should you be when posting for your business?

Make sure you are being personal with a purpose. Post with intention. When someone sees your post and clicks on it to learn more about you, will they still find you relevant? Think about what's in it for the people seeing it. Clearly show:

• what you do
• who you serve
• why you

Is it bad to reuse content across platforms?

Yes. There are ways to be efficient, but you should be careful with it. Don't leave the watermark from one platform on another. The audio needs to be the platform's native audio. Not all content will translate to other platforms well.

What about TikTok for businesses?

TikTok has expanded demographically, so it can be valuable to post there if you are comfortable on video. Talking head videos giving short tips work well. TikTok is casual, so your content doesn't need to be overproduced.

Benefits of Social Audio?

• It can help you figure out what kind of tagline you should have. Join some of those stages. You'll learn how to quickly share what you do and how can you contribute to the conversation.
• It can help you learn what is important to your customer base. You'll have opportunities to engage with people you may never have crossed paths with. You can go in and listen as well. Find out what some of the struggles/trends are for your customer base and then tailor your content for that.

Top tips for executing a social media strategy:

• Have a solid strategy that is intentional.
• Post consistently, not constantly.
• Pay attention to your bio. This is the first impression of you.
• Make sure your content is in alignment with what you do.
• Pay attention to and prepare for the coming trends in the world of NFT, metaverse, AR. Find people to learn from. These things may be the future of the business world.

Connect with Katie Brinkley

Linkedin: linkedin.com/in/katiebrinkley

Instagram: @iamkatiebrinkley

Podcast: Rocky Mountain Marketing Podcast

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On today's show, we discuss how to appropriately balance your company's cyber security with your employee experience.

Denis O’Shea founded Mobile Mentor in New Zealand in 2004. Since then, the company has helped millions of people unlock the full potential of their technology. In 2017, O’Shea moved to Nashville, Tennessee to launch the company’s US business, with a focus on securing the mobile workforce in industries such as healthcare, education, finance and government services.

Mobile Mentor is a global leader in the endpoint ecosystem, helping clients to navigate the right balance between security and employee experience. The company was named Microsoft’s 2021 Global Partner of the year for Modern Endpoint Management primarily for their work helping Alive Hospice safely treat patients during COVID 19. In addition to being a top Microsoft partner, they are also certified by Apple and Google. Mobile Mentor has recently worked with Vanderbilt University Medical Center, Michigan Medicine, Mayo Clinic and the US Coast Guard.

Key Takeaways:

How has the pandemic shifted the way employees work and shifted the balance between employer and employee?

1. Increase in employees working from home
2. Increase in cybercrime with cyber criminals going after healthcare, government, schools, etc.
3. Global chip shortage which brought about the "bring your own laptops" policies
4. Hiring and onboarding done remotely
5. The Great Resignation

What is the biggest risk of employees using personal devices?

Password hygiene. - Employees are typically reckless with passwords, writing them in a notebook or in a note on their phone. We have too many passwords, and we are managing them badly.

What is the solution to rampant bad password hygiene?

Be password-less. Do away with passwords, and instead use:

• Biometrics
• Single sign-on
• Multi-factor

How can we combat a lack of balance leaning toward companies being too strict with conditional access policies?

• Allow exceptions by request, when traveling for example.
• Allow trusted devices already approved.

Remote workers and Generation Z employees both bring about a "Shadow IT" - employees using their own devices and apps/tools. How can we combat a lack of balance leaning toward employees being too lax with cyber security?

• Involve these groups in the decision-making process when choosing collaboration tools. They will pressure-test them and point out weaknesses.
• Use technology tools to detect what apps/tools are being used.
• Re-frame "company security" to "privacy". Younger employees care about personal privacy, and are better able to relate that to customer privacy and ultimately company privacy.

What do you see being different in 5 years?

• Quick and efficient onboarding. This will go from a 3-day painful process to a scenario where the employee will be the first to touch the device. They'll have a one-time access code and the device will self-configure, giving access to everything needed, set up properly. Rather than a 3-day process, they will be up and running within an hour.
• No Passwords. Biometrics used instead.
• More personal devices, rather than company-provided devices.

How do we combat security breaches?

• Give only the minimum amount of access to do the job.
• Use time-restricted access when more access is needed temporarily.
• Create dynamic groups as the privilege set, rather than users. Add users to the group, and remove as needed.

Connect with Denis O'Shea:

Research data - https://endpointecosystem.com

Company website -

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On today's show, we discuss how mindset can accelerate change in your organization.

Robert Overweg is the founder of the Adaptable Mindset program. He and his team empower people to develop their own Adaptable Mindset, to develop mental flexibility.

Robert has over a decade of experience in innovation and digital transformation with clients like Vodafone, Liberty global, eBay, Heineken, a variety of startups, and innovative schools.

He is also an artist and exhibited at the Centre Pompidou and the media biennial in Seoul.

As a frequent speaker at institutes like MIT, SXSW, and the European Commission. Robert speaks about ways to use tech to work smarter and add value to the world.

Key Takeaways:

What drives resistance to change?

This is often systemic in our culture. Parents and schools typically encourage compliance, rather than critical thinking and autonomy. We are taught to compartmentalize, and openness is discouraged or punished. We need to begin to shift from factory-worker mentality to mind-worker mentality.

Where do you start in an organization to make change?

Usually with the CTO or head of product. First we assess how the people work and what the biggest challenges are. We may do workshops with teams to connect with what they find meaningful and energizing. Once they are in the right mindset, we can ask questions about what they might like to improve.

How do you make these positive changes individually?

Each person should assess how they are doing. Then think about the possibilities. Small steps, such as turning notifications off for a certain time to allow for deep thoughts. Be courageous to try it out and build on it if it works for you.

Is there a systematic way to move through this and evaluate it?

• Expand your mind - connect to the things that inspire you. This allows you to see more possibilities and open doorways in your mind.
• Focus on creating brain space - how can we eliminate unnecessary time-wasters to create space? Even 5 minutes a day to look at an art piece or learn something new can make a difference.
• Take care of your own mental well-being - exercise, strength training, meditation, running, etc. What works for you?
• Change your vocabulary and how we speak to each other. Phrases like "There's no way that will work" can change to "How might we adapt things to make this work?"

Quick exercise to use to help get started:

• Think of 5 things that really inspire you and give you energy.
• Rate 1 to 10 how important they are to you, then rate how integrated they are in your life. Note where you need to integrate more of the things that are important to you.
• Take small steps forward, and don't wait for permission. Create your own momentum, and others will join you.

Connect with Robert Overweg

Website: https://www.adaptablemindset.com

Free masterclass:How to create brain space, even at a busy work environment.

https://www.adaptablemindset.com/create-brain-space-masterclass

Discount to the full online program as an extra service to our listeners:

Here is a link to a 20% discount for the individual program:

https://www.adaptablemindset.com/offers/CXLXj26R?coupon_code=CORPORATE-CPR

Here is a link to a 20% discount for the corporate program, how to create the right environment for change:

https://www.adaptablemindset.com/offers/Nxv7jxQL?coupon_code=CORPORATE-CPR

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On today's show, we discuss financial modeling for your organization.

Ian Schnoor, CRM, CFA is one of the founders of the Financial Modeling Institute in 2017. He oversees the organization including its strategic direction. Ian is also founder of The Marquee Group, a leading provider of financial modeling training, consulting and accreditation.

Over the last 20 years, Ian has taught thousands of business professionals and university students around the world. Ian is passionate about teaching and brings a hands-on, interactive approach to every course.

Ian teaches at Queen’s University in Canada and is a recipient of the “Instructor of the Year” award in the Master of Finance program at the Smith School of Business. Previously, Ian spent a number of years in the Investment Banking departments at Citigroup and BMO Capital Markets. Ian completed his Bachelor of Commerce Honours degree with academic distinction from the University of Manitoba and has also attained the Chartered Financial Analyst (CFA) designation.

Key Takeaways:

Who is impacted by the discipline of financial modeling?

Any role in the organization that will be thinking about forecasting financially for budgeting purposes is concerned about financial modeling. A model cannot perfectly predict the future, but we want to create competence, improving and enhancing decision-making.

How do you know if you have a good model?

• It works well electronically. Every formula has to make sense. It tells a story. It flows and is logical.
• It works well on paper or as a PDF. It shouldn't need additional explanation. Starts with the answer and then with the assumptions that were made.

How can an executive be assured that a business case coming across their desk has meaningful numbers, rather than rough guesses?

Find out what research went into finalizing the numbers. Experience is key. This isn't a job for the new hire. You want the data to be derived from historical data from your own company, past experiences in other companies, or research of other companies.

How do we know what questions to ask when building a model?

Don't be afraid to ask seemingly obvious questions. Often departments have different ideas about things without realizing. Make sure everyone is aligned. The most important thing is planning and getting the right answers from the appropriate people. Your questions will build from these basic questions:

• What will the initial capital cost be?
• What will the revenues be?
• What will the expenses be?

Connect with Ian Schnoor

The Marquee Group: https://marqueegroup.ca

Financial Modeling Institute: https://fminstitute.com

Email: ian.schnoor@marqueegroup.ca

LinkedIn: https://www.linkedin.com/in/ianschnoor/

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On today's show, we discuss how to breakthrough the noise to recruit great talent.

Joe Mullings has been building companies and careers for over 30 years. He founded and is Chairman & CEO of The Mullings Group, the world’s leading search firm in the medical device industry. His clients are Fortune 100 companies including Google, Johnson & Johnson, Medtronic, Abbott, and Siemens, as well as emerging startup companies that are bringing futuristic technologies like surgical robotics, tele-robotics, artificial intelligence and Deep Learning to the market.

Joe is also the Chief Visionary Officer of MRI Networks, the 3rd largest executive recruitment firm with 400 offices worldwide. He is also President & CEO of Dragonfly Stories, which is the production company behind the award-winning docu-series, “TrueFuture” of which he is the host and producer. Joe is also the founder of the media platform TMG360, a medtech news and opinion website.

Key Takeaways:

What changes have we seen with the new remote workplace?

• Employees can work from home and work for a company located anywhere. Companies can hire employees located anywhere, expanding the market for both parties.
• Remote work gives fewer opportunities for community, collaboration, mentoring, and growth through coworker competition. A hybrid situation can bring some balance.

What about the perception that a remote worker may be less productive?

• People who will cheat the system will do it wherever they are - at home or in the office. Hire based on character, not necessarily technical skills that can be taught.

As a leader, what strategy should I have for what my workforce is going to be?

• Ask yourself - Who is the customer? What are you trying to deliver? Can it be automated, outsourced, or co-sourced? What is the customer experience you are trying to deliver?
• Work backward. Throw away your beliefs about the past and how it has been done. Determine the MVP (minimum viable product) to deliver to the customer and how it can be accomplished. Relating to workflow, some jobs might be expanded, and some might need to be eliminated.

Top questions to answer to appeal to a rock-star recruit. Use these in your informational videos and copy on LinkedIn:

• What market are you in, and why is it great?
• How does your product or service address this market, and why is it unique?
• Who will I become when I come work with you? Who is the leadership I am going to hang around with every day, and what will my network be when I leave?

What are key steps a manager can take now to recruit the best people for future jobs?

• Find top people on LinkedIn you would love to hire.
• Connect with them, tell them you are interested if and when they are looking.
• Stay connected and offer them educational content.

Connect with Joe Mullings

Linkedin: https://www.linkedin.com/in/joemullings/

Website: http://joemullings.com/

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On today's show, we discuss how to effectively make data-driven decisions.

Tarush Agarwal is one of the leading experts in leveraging data for exponential growth, with over ten years of experience in the field. After graduating with a degree in Computer Engineering from Carnegie Mellon in 2011, he became the first data engineer on the analytics team at Salesforce.com. Data was in its infancy, and the log metric framework which Tarush built was critical in allowing Salesforce to analyse data across customers and provide benchmarks across different industries and verticals

Most recently Tarush led Data for WeWork, one of the fastest growing companies in the world. WeWork leveraged data to be able to grow 10x in 3 years, supporting a footprint of 800+ offices in 120+ cities in 23+ countries with over 12,000 employees. Tarush scaled the data org from 2 to 100+ and their unique approach allowed them to stay lean while supporting every functional area of the business. In 2019 he moved to China to help establish WeWork’s Asia operations and focus on the hyper growing Chinese market.

Key Takeaways:

What questions should companies be asking themselves?

• Firstly, do we have the right infrastructures in place in order to get the data to answer these questions?
• Where are customers coming from?
• What are we doing to engage and retain them?
• How do we start to pay attention to the way our business operates and increase operational efficiency and ultimately profit?

How do you decide what data to "serve up" for a decision-maker in the company?

• Understand what is required for that level of the organization. Salespeople have different objectives from CEOs.
• Identify the questions they are trying to answer, then work backward from there.
  • What is the data we need?
  • Are we tracking it? If not, how do we track it?
  • How do we then ingest it, model it, structure it, and build out reporting?

How do we "think big" in the beginning stages to keep from building too small of a foundation?

Separate the data systems from the business systems. There will be many business systems, and the business needs this flexibility. The key is to pull data from anywhere to a central location and then be able to join it, stitch it, and be able to answer the questions the business needs answered.

When should a small company consider investing in more technology to integrate the data?

Once you start having multiple channels, vendors, or departments, centralizing the data becomes very important for better visibility.

What are your top tips for companies wanting to be more data-driven?

• Start early. It will take time to perfect the system. Getting visibility leads to asking better questions, so it will be a process to get to the best solution.
• Think about scaling from the start. Bring in the right equipment day one. It is difficult to build on a poor foundation later.
• Utilizing external solutions can save a lot of time and money, rather than trying to figure it all out on your own.

Connect with Tarush Agarwal:

Website: https://5x.co/

Email: hello@5x.co

LinkedIn: https://www.linkedin.com/company/datawith5x

Twitter: https://twitter.com/DataWith5x

YouTube: https://www.youtube.com/channel/UCyOHdgLesV3FesXXl9-8V_w

Instagram: https://www.instagram.com/datawith5x/

Facebook: https://www.facebook.com/DataWith5x

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On today's show, we discuss how to make your customer experience so good that your customers send you thank you notes.

Phil Boyer was born and raised in Michigan, and after completing a degree in physics, he began programming computers in a boutique market research start up. His career transitioned to banking and finance IT leadership focused on building and supporting advanced technologies. He started his own business, INSTANT 2290, in 2003. Having bootstrapped INSTANT 2290, he remained a “jobtrepreneur” until the business grew enough to become his full time job in 2010. Today, INSTANT 2290 is the industry-leading provider of HVUT Form 2290 e-filing software having e-filed forms for nearly 3 million vehicles and counting. Phil now lives in Austin, TX with his lovely wife of 35 years, Jacquie, and he has a son and daughter who make him proud every day.

Key Takeaways:

How to establish a customer-focused company mission/philosophy:

• Your unique company mission should reflect that you want a customer to leave their interaction with your company wishing there were more companies in the world like you.
• Invest time and resources in sufficient training.
• Celebrate specific situations where employees do it well.
• Behaviors that are demonstrated by leadership are more likely to be taken up by your staff. Treat employees the way you want them to treat customers.

Tools to best handle customer problems:

• Listen carefully as the customer describes the problem without interruption.
• Respond first with “I can help you with that.”
• Continually redirect the focus to helping with the problem, rather than reacting to a customer’s emotion.
• Invest in prevention. Identify common problems and develop processes to fix them. Understand that your fixes may create new problems and focus on improvement.

Connect with Phil Boyer:

LinkedIn: https://www.linkedin.com/in/philboyer/

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On today's show, we discuss how leaders can create a thriving culture to prevent employee burnout in their organizations.

Michele Molitor is the founder and CEO of Nectar Consulting Inc., and co-author of the best-selling book "Breakthrough Healing". She works with executives and entrepreneurs bringing more than 25 years of experience, intuitive insights, and strategic business savvy to their success. She is an expert at enhancing the capacity of leaders, to build high performing teams and exponentially increase bottom-line results.

Key Takeaways:

• Most importantly, employees want most to feel seen, heard, and respected.
• Authentic leadership creates trust. A leader who does what they say they will do will drive results and establish a safe culture with guidelines.
• When leaders are consistently seen "overworking," it can cause employees to think they are expected to as well. Balance is key.
• 3 top tips to avoid burnout and foster effective communication:
  • Employees should recognize their own boundaries and set them clearly with leadership.
  • Leaders should set clear expectations for employees regarding tasks and timelines.
  • Leaders should intentionally listen to tune in to the team members to see what they genuinely need and where things may be going off the rails. If a problem is caught early, it can be redirected back on track.

Connect with Michele Molitor:

Website: MicheleMolitor.com

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Richard Huffman is the CEO and Founder of Celebree School. He started Celebree Schoolin 1994 and over the course of two decades, grew the brand from a single owned preschool into Maryland’s largest, privately held chain of childcare centers. In 2019, Huffman expanded the Celebree School brand into a franchise model and after just two years, he has been able to award 60 new franchise territories in that time. The franchise brand has already received numerous industry accolades, including the 2021 Fran-Tastic 500 Award by FranServe, and is on track to open to 100 new schools by 2025.

On today's show, we discuss how employee retention ties back to the bigger vision of the company.

Key takeaways

• Employee retention begins with hiring quality people. Find the right people, then find the right place for them. Focus on core competencies in the interview process.
• How to create loyalty in your employee base
  • Overcommunicate both the vision and the progress toward it
  • Celebrate consistently and at all levels
  • Invest in your employee's individual growth plan, both for their specific position and their career.
• Top 3 tips for retaining employees
  • Share what the company stands for, where it's headed, and what the employee's part is in that.
  • Have an excellent strategy for achieving the goals, putting proper resources in place, including capital and people.
  • Hold people accountable to goals, providing growth opportunities and celebrating wins.

Connect with Richard Huffman

Company website: https://www.celebree.com/

Email: rhuffman@celebree.com

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Jose Herrera is the CEO and co-founder of Horatio, a Customer Experience company for today's fastest-growing brands. Jose sets the strategic vision of Horatio and leads all growth, sales, marketing efforts for the company. Prior to founding Horatio, Jose was a Vice President at Morgan Stanley, overseeing the Latin American Investment Management institutional sales group. Originally hailing from the Dominican Republic, Jose, and his two co-founders Alex Ross and Jared Karson, were inspired to create a company that provides tech-enabled customer support for North America's biggest brands while also creating opportunities locally on Jose's native Island. In 2021, Jose was named by Forbes Magazine on the Next 1000 list of today's entrepreneurs redefining the American Dream.

On today's show we discuss best practices for companies to establish an excellent customer service strategy.

Key Takeaways

• Customer service is a top competitive point for companies because if a customer doesn't feel valued, they will choose a competitor.
• How to determine appropriate financial investment in your company's customer service strategy - What percentage of your profit is based on repeat customers and/or referrals? Investment includes appropriate staffing and technology tools.
• Satisfied customers begin with valued and empowered customer service associates. How to get "buy-in" from your associates:
• Make sure you are very open in communication with your team about things happening in all areas of the company. Help them to use the brand and be familiar with it.
• Provide coaching opportunities, feedback sessions, roundtable discussions.
• Communicate clear expectations about resolution of problems and the escalation process so that they are empowered to act effectively in the midst of the conversation with the customer.
• Consider "openness" and "collaboration" when designing working space as well.
• Ways to balance "taking care of the customer" and "taking care of the company."
• Overcommunicate policies - set customer expectations up front.
• Invest in and set up processes to be able to identify patterns and problems that can be fixed on the back end.
• Utilize better automations that will solve frequent customer issues in a smooth and pleasant way.
• Top 4 tips for customer service success:
• Culture - define it clearly and ensure it is shaping every customer interaction
• Customer - define who they are and what type of interaction they want
• Associates - value their feedback and provide them the tools they need to be successful
• Focus - constant improvement

Connect with Jose Herrera

Company website - https://hirehoratio.com

Instagram - https://www.instagram.com/hirehoratio/

LinkedIn - https://www.linkedin.com/company/hire-horatio/people/

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Tara Davidson is a global human resources leader with Castellan Solutions with a passion for working alongside teams who value people to drive culture, engagement, revenue, and growth. Originally from the northeast, she has lived in the southeast for over 25 years and has 20+ years of experience in the industry of supporting employees, leaders, and managers to make sure they optimize human performance.

On today's show we discuss ways to connect with employees, both remotely and in person, in order to maximize employee retention.

Key Takeaways

• Engaged employees as a key factor for business success.
• How to intentionally create connection points with virtual workers for maximum employee engagement. Weekly check-ins provide opportunities for resolving challenges, prioritizing projects, recognizing peers, and rewarding employees.
• Why it's important for the business to create personal interaction among employees, whether in person or virtually.
• Key factors to employee feedback: Ask for the feedback, focus on a few key factors, and make sure the employees know that their feedback is causing action.
• Tools recommended for making engagement a topic year-round: platforms like 15Five.com and donut.com, quarterly self-reviews, consistent recognition for wins, and tying these things to the company values.
• Top 3 tips on keeping employees connected - frequent conversations about what's working and what's not, provide incentives for coming to the office, giving grace for mistakes.

Connect with Tara Davidson

LinkedIn - https://www.linkedin.com/in/tara-davidson/

Company website - https://castellanbc.com/about/leadership/

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G. Scott Paterson is a Toronto-based technology and media venture capitalist who has been active for 28 years in the investment banking industry.

Paterson received his start in the investment industry in 1985 at Dominion Securities Pitfield working at the firm as a retail broker, he quickly ranked #1 in commissions of all the brokers with three years or less of service at the Firm.

Paterson was later on invited to the then recently formed Midland Walwyn where he cut his teeth as a senior investment banker for four years, where he focussed on banking technology and media companies, becoming the firm's most productive banker (as measured by fees generated).

Paterson was later on recruited to Yorkton Securities where he led the firm's transformation from a mining- focussed brokerage firm to Canada's leading technology investment bank focused on technology, internet, biotechnology and film & television.

He has also served as CEO of Yorkton Securities for 3 years.

Paterson now focuses his attention on his Philanthropic endeavors, and Board & leadership roles at FutureVault, Symbility Solutions, Lionsgate Entertainment and The QYOU.

On today's episode we'll have a very interesting conversation about what makes a company successful.

Key Takeaways.

● The key indicators of a healthy and prosperous organization.

● How passion makes it easier to deal with work related obstacles.

● Vision as a key theme in business success.

● Evaluating a business idea based on the organization’s rhythm and culture.

● Why having an operating partner is great for decision making.

● The two factors that qualify an idea as an ideal idea; the right management team to enable pivoting and an individual to attract other investors.

Connect with G. Scott Paterson

LinkedIn - https://www.linkedin.com/in/gscottpaterson/

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Nabila Salem has a wealth of leadership experience in professional services, tech recruitment, and marketing. She is also passionate about equality, diversity, and inclusion.

She is currently on the Board of Tenth Revolution Group, an award-winning, multi-brand specialist global technology business tackling the cloud skills gap by assigning and creating talent.

Nabila is also President of Revolent, where she is responsible for creating cloud talent that can thrive in niche technology markets (specializing in Salesforce, AWS, and Microsoft).

Nabila was recognized in Management Today's 35 Women Under 35 List 2019 and is on the Women's Advisory Board in the IT NY Summit Series.

Listen to this inspiring and educational episode as Nabila shares tools for strategic talent development through mentorship.

Key Takeaways

• What it means to be a great mentor.
• How to attract and retain women in the tech space via mentorship programs.
• Tips on how to get the most out of a mentorship program.
• Why organizational mentorship requires synergy between the mentor and mentee.
• Why having a mentor or coach in organizations leads to increased retention.

Connect with Nabila

Linkedin - https://www.linkedin.com/in/nabila1/

Website - https://www.revolentgroup.com/

Twitter - https://twitter.com/NabilaSalem1

Learn more about Project Genetics at https://projectgenetics.com

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As the Co-Founder and CEO of Voices.com, where he oversees finance, operations, and technology, David Ciccarelli has, over the last decade, with the help of his team, grown Voices from the ground up to become the leader in the voice-over industry.

More recently, he has led the charge through Voices’ transition from a voice-over platform to a creative services marketplace, newly adding translation, audio production, and music composition to the services they offer.

David is also responsible for setting the vision, executing the growth strategy, creating a vibrant culture, and managing the company daily. He is frequently published in outlets such as The Globe & Mail, Forbes, and The Wall Street Journal.

Join us on the podcast today as David and I talk about the rise and state of remote working and freelancing.

Key Takeaways

• How the pandemic has created massive opportunities for skilled freelancers worldwide.
• Why businesses are embracing freelancers more than ever before.
• Tips for a five-star freelancing career. How to be organized, agile and effective in order to stay relevant and in demand.
• How the freelance marketplace can conserve the trusted intermediary between buyer and seller.
• How organizations can invite external parties as a way to boost speed and efficiency.

Connect with David Ciccarelli

Linkedin - https://www.linkedin.com/in/davidciccarelli/

Website - https://www.voices.com/company/leadership/david-ciccarelli

Twitter - https://twitter.com/davidciccarelli

Facebook- https://www.facebook.com/davidciccarelli

Learn more about Project Genetics at https://projectgenetics.com

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Building better businesses is what lights Irial O'Farrell’s fire.

Irial is fascinated with what undermines business performance and is energized by figuring out how to change dynamics to unleash better performance. She has a knack for surfacing unhelpful performance patterns and designing solutions that deliver real change within organizations.

With over 20 years of experience in building high-performance leaders and teams, Irial has concluded that all businesses require; a clear strategy, organizational structure fit for future purpose, a culture that enables the company, and a deep Capability to lead and manage the business.

Join us on the podcast today as Irial and I converse about performance management or, as Irial prefers, performance development.

Key Takeaways

• Employee development. How to train and equip your team members so that they’re ready for more senior roles.
• The purpose of organizational performance reviews.
• The importance of clearly mapping every role within an organization.
• The metrics involved in team evaluation and how leaders can measure the overall output.
• The missing link between job description and task execution.
• The skills that managers should employ to ensure that performance development is met throughout the year alongside all its expectations.
• Employing different benchmarks to evaluate your team members rather than comparing them with each other.
• The three takeaways people should keep in mind when it comes to performance development.

Connect with Irial O'Farrell

Linkedin - https://www.linkedin.com/in/irialofarrell/

Website - https://www.evolutionconsulting.ie/home/

Facebook-https://www.facebook.com/irialofarrellbooks/

Twitter - https://twitter.com/evolution_ary

Learn more about Project Genetics at https://projectgenetics.com

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Valeria is a passionate scientist and entrepreneur working on applications of artificial intelligence and machine learning to biotechnology, medicine and agriculture.

She’s the co-founder and CEO of two companies. Fermata, an AgTech company focused on development of AI-based solutions for precise plant monitoring in greenhouses, and also Smartomica; a biotech start-up developing AI-based solutions for personalized medicine.

Leading teams of data scientists and researchers, Valeria’s main aim is the development of products that improve the quality of human lives. She develops disruptive technologies that bring value to industries by making science a product.

Join us today as Valeria and I discuss disruptive technologies.

Key Takeaways

• How organizations can consistently adapt to the ever-changing world of tech.
• Why it's important for startups to plan and budget for the research and integration of new technology.
• Why creatives and inventors of disruptive technology fit better in small startups as compared to larger organizations.
• The inevitability of disruptive tech and its adoption by giant companies worldwide.
• Challenges facing the intersection of business and technology.
• How to transform skepticism and failure into innovation and success.
• How to find and partner with investors.
• Insightful tidbits for anyone working with disruptive tech.

Connect with Valeria.

LinkedIn - https://www.linkedin.com/in/valeria-kogan-a843b766/

Smartomica - https://www.smartomica.com/

Fermata - https://fermata.tech/

Learn more about Project Genetics at https://projectgenetics.com

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Sara Allwood is the director of design and marketing at Difuzed.

She’s a dynamic leader with more than 15 years of experience in the fashion and lifestyle markets. She has a proven track record of building and transforming brands by implementing sustainable strategies.

Sara can translate visionary ideas into compelling and commercial strategies and campaigns. She has the vision of a futurist, the craft of a designer, and the curiosity of a scientist.

She’s a natural and engaging communicator with a talent for building strong teams, with an inspirational leadership style that enhances team performance and drives business results.

Listen in as Sara, and I discuss ways to overcome challenges as a woman in male-dominated industries.

Key Takeaways.

• How development plans can support women in taking ownership of their career strategy.
• Why calculated risk-taking is critical to uncovering new opportunities.
• Tips for creating a teamwork environment that promotes unity and diversity.
• The top 3 things to focus on to elevate women in the workplace.

Connect with Sara

LinkedIn - https://www.linkedin.com/in/sara-allwood-57291615/

Twitter - https://twitter.com/saraoakleyorell

Learn more about Project Genetics at https://projectgenetics.com

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Klaus Labecki loves processes and innovation.  

He’s an external idea manager, and supports small and medium-sized companies in ensuring that ideas from the minds of their employees enrich their company as innovations.

Klaus has worked for banks and international asset managers for over 20 years. As a process specialist and project manager, he has analyzed dozens of innovative ideas during this time and brought new processes and products into the world. This also includes the successful establishment of an internal idea management system.

Klaus and I discussed Idea Management on the podcast today. 

Key Takeaways.

• Why companies need a formal idea management process.
• Strategies to create an environment that promotes the flow of ideas.
• How to evaluate and incorporate new ideas.
• The critical role that leadership plays in idea management.
• Why employees crave an idea management system.

Connect with Klaus

Website - https://klaus-labecki.com/

LinkedIn -https://www.linkedin.com/in/klaus-labecki-16436683/

Learn more about Project Genetics at https://projectgenetics.com

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Shashi Kiran is the Chief Marketing Officer at Aryaka Networks, responsible for Aryaka’s global marketing, product management, and technology partnerships.

He brings over 20 years of experience in the hi-tech industry across marketing, product management, business development, and partnerships.

Shashi is a former marketing leader at Cisco, where he led worldwide product and solutions marketing teams for several multi-billion dollar portfolios spanning data center, cloud, security, and enterprise networking. From 2011-13 he also led Cisco's $15B+ combined switching portfolio. In addition, he was instrumental in launching the company’s SDN strategy and ramping up its application-centric infrastructure (ACI) offering. Additionally, Shashi was the CMO for Quali, a VC-backed firm focused on Cloud and DevOps automation.

Currently, he serves on the advisory board of The Fabric – an early-stage VC firm, 8VC-backed Ushur and Frontdesk.ai Shashi is a frequent industry speaker, blogger, and columnist for Forbes and Money Inc.

In our interview today, Shahi shares the technological challenges and solutions of a hybrid workforce.

Key Takeaways.

• Change management as a strategy to facilitate productivity within a hybrid workforce.
• Making an organization’s network and infrastructure more agile is good for workflow.
• How to ensure flawless connectivity in a global network.
• Investing in and supporting different modes of communication within an organization.
• Ensuring remote workers can easily and effectively connect or interact socially.

Connect with Shashi

LinkedIn - https://www.linkedin.com/in/skiran/

Twitter - https://twitter.com/netkiran

Learn more about Project Genetics at https://projectgenetics.com/

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Linda Fisk is a multi-award-winning leader, keynote speaker, author, and university professor dedicated to amplifying and extending the success of other high-caliber business leaders.

She is the CEO and Founder of LeadHERship Global, a community of unstoppable women enhancing their leadership blueprint and embracing their power to be the best version of themselves- in work and life.

Linda has a Ph.D. and M.A. in Clinical Psychology. She has written extensively on the subjects of social comparison, depression and anxiety, subjective well-being, and personality theory, with a focus on relating scientific research to commonly understood concepts.

Currently, Linda is interested in influence, persuasion, and negotiation psychology.

In our interview today, Linda and I discuss and share tips on driving profitability in your business, alongside great market listening techniques.

Key takeaways

• Why companies need to keep track, measure, and report on profitability.
• Pricing your products and services based on current market insights.
• Finding out what differentiates your organization from other competitors.
• Redesigning your business as a means of earning higher profits.
• How to identify and work with other companies as a means of providing/obtaining referrals.

Connect with Linda

Website - https://leadhershipglobal.com/

LinkedIn - https://www.linkedin.com/in/lindafisk/

Twitter - https://twitter.com/fisk_linda

Instagram - https://www.instagram.com/leadhershipglobal/

Facebook - https://www.facebook.com/linda.fisk

Learn more about Project Genetics at https://projectgenetics.com

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Peter Nieves serves as Chief Commercial Officer for WIN Fertility.

He is responsible for products and clients, including setting and executing WINFertility’s commercial strategy, initiatives, and earnings growth.

Peter has 27 years of experience building businesses in employer consulting, population health management, and virtual care services.

His experiences include P&L management, business planning, partnership development, acquisition optimization, client growth, leadership, building and mentoring high-performing teams, and data analytics and digital enhancements to operations and member experience.

On the show today, Peter and I discuss why compensation and benefits are vital tools in managing today’s workforce.

Key Takeaways.

• Strategies for attracting and retaining a diverse workforce via employee benefits.
• WIN Fertility’s policies. Offering unlimited time off, fertility benefits, and adoption options have benefited the organization’s management.
• Why working from home is just as beneficial and productive as working in an office.
• The impact of offering virtual support as a way of taking care of your employees.
• How family building programs lead to a happier and more productive workforce.

Connect with Peter

LinkedIn - https://www.linkedin.com/in/peter-n-nieves-0906575/

Website - https://www.winfertility.com/

Learn more about Project Genetics at https://projectgenetics.com

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Noa Gafni is the Executive Director of the Rutgers Institute for Corporate Social Innovation and a Social Innovation Fellow at the University of Cambridge.

She began her career as an entrepreneur, founding a social network for women in 2005.

After completing her MBA, Noa joined the World Economic Forum as a Global Leadership Fellow and the Head of Communications for the Global Shapers Community. Shortly after leaving the World Economic Forum, Noa launched Impact Squared, which works with social causes to elevate their message, motivate people to act, and evaluate their impact.

Noa is passionate about the intersection between social impact and diversity, equity, & inclusion (which she calls inclusive impact).

Today’s show delves into how organizations can become more inclusive in their hiring process, alongside the numerous benefits of embracing diversity.

Key Takeaways

• What’s next for diversity, equity, and inclusion?
• Is there a real skills gap, or are we judging individuals based on subjective standards?
• How lack of diversity impacts company growth and employee culture.
• The value proposition for reducing our reliance on “shortcuts” like tapping our networks.

Connect with Noa

Website - https://ricsi.business.rutgers.edu/

LinkedIn - https://www.linkedin.com/in/noagafni/

Twitter - https://twitter.com/noagafni

Learn more about Project Genetics at https://projectgenetics.com

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Land Bridgers has over two decades of experience in the financial services industry, and serves as the CEO of Integrated Financial Group (IFG).

Land is passionate about empowering independent financial advisors to impact their clients in a positive way, and does this by ensuring that the advisors of IFG have the resources, tools, and time to focus on what matters most: their clients.

With the goal of each advisor to reach their full potential in mind, Land finds fulfillment in seeing IFG’s advisors hit their goals and targets.

On today's show, we discuss succession planning, and how organisations can start looking into grooming its potential successors.

Key Takeaways;

• Organizational continuity and the importance of having a strong succession plan in place.
• How having a clear vision, strong corporate culture, and business plan can help in grooming future leaders.
• How to properly outsource talent from outside.
• Including documentation, mentoring, and training as part and parcel of your succession planning.

Connect with Land Bridgers

Website - https://integrated-financial-group.com/

LinkedIn - https://www.linkedin.com/in/landbridgers

Email - LBridgers@TheBrainTrust.net

Learn more about Project Genetics at https://projectgenetics.com

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Our most recent podcast episode is a bit of a memorial to a wonderful spirit who joined the show to share his hard-earned wisdom with us and has since passed on. Jack Killion had a tremendous background as an entrepreneur, growth strategist, educator, and coach. His experiences included education at Yale and MIT, global business experience, and even visiting the White House 3x and meeting president Jimmy Carter face-to-face.

In this episode, we discuss several subjects, with the most vital takeaways being our discussions around business models, revenue diversification, and knowing when it’s time to pivot.

Key Takeaways:

• The importance of diversifying revenue to maintain long-term viability.
• Why finding the right business model and building a solid team are essential to profitability and longevity.
• How networking impacts business by generating feedback and positive relationships.
• In any organization, there are a small number of “difference makers” who make the most significant impact.

Relevant Links:

Website: https://www.street-smartentrepreneurs.com

Book: https://www.street-smartentrepreneurs.com/jacks-book 

Learn more about Project Genetics at https://projectgenetics.com/ 

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Douglas K. Chia is the sole owner and President of Soundboard Governance LLC and a Fellow at the Rutgers Center for Corporate Law and Governance.

Mr. Chia was previously Executive Director of The Conference Board ESG Center and continues to contribute to The Conference Board as a Senior Fellow.

He is also a Fellow at the Aspen Institute Business & Society Program, Advisor to Foresight BoardOps, and Advisory Board Member of the ESG Professionals Network and PracticalESG.com.

Tune into today’s episode as Mr. Chia and I talk about the different role(s) that a board can play in ensuring the success and growth of corporate governance.

Key takeaways:

• Why board members should interact and communicate more with lower-ranked employees.
• The role of a board in administering and overseeing organizational change.
• The importance of verifying information that is sourced from management.
• Personnel and resource management. Why CEOs that are sourced and promoted from within an organization tend to perform well.

Connect with Mr. Chia

Linkedin - https://www.linkedin.com/in/dchia/

Website - https://www.soundboardgovernance.com/

Twitter - https://twitter.com/dougchia

Learn more about Project Genetics at https://projectgenetics.com/

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Carine Schneider is the President of AST Private Company Solutions, which focuses on developing technology and services solutions for private companies worldwide.

She’s a thought leader in the financial services industry, previously serving as CEO for several successful companies, was named one of the 100 most Influential Women in Silicon Valley, was recognized in "Women to Watch" by Brown Brothers Harriman, and is a Fellow of Global Equity.

She is an expert who can speak on the private market/equity, capable management, the future of fintech, financial literacy, the gender equity gap, and more.

On the podcast, today, Carine and I discuss the link between blockchain technology & business corporations, alongside how finance is inventing new ways to make blockchain technology more useful and reliable in business.

Key takeaways from our interview.

• How digital records are managed using blockchain technology.
• How we can impact consumer buying habits through the provision of more information.
• Long-term business strategies that are structured alongside blockchain technology.

Connect with Carine.

Website - https://www.astfinancial.com/

Linkedin - https://www.linkedin.com/in/carineschneider/

Twitter - https://twitter.com/carineschneider

Learn more about Project Genetics: https://projectgenetics.com/

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Esther Aguilera is President and CEO of the Latino Corporate Directors Association (LCDA), which convenes Latino directors and executives at the highest levels of corporate leadership.

She’s a proven leader who brings a 30-year record of successfully executing strategic business plans to drive organizational effectiveness, growth, and impact.

In her current role, she influences some of the most powerful companies by bringing together accomplished executives at the pinnacle of corporate governance to advance diversity in the boardroom.

In our interview today, Esther and I discussed diversity and why having a diverse board can lead to better decision-making and overall company growth.

Key takeaways from our interview:

• Diverse boards provide diverse perspectives that can help companies thrive
• Qualifications for board membership involves specific educational focus areas, including P&L leadership
• Why boards should reflect their employee and customer base as well as adapt to future demographic trends

Relevant Links:

Website: https://latinocorporatedirectors.org/

LinkedIn: https://www.linkedin.com/in/esther-aguilera-lcda/

YouTube: https://www.youtube.com/channel/UClqCZ6TV0k7gUtgMS0kTQ0w

Learn more about Project Genetics at https://projectgenetics.com

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Jake Jacobs has spent 35 years consulting leaders of diverse industries including technology, hospitality, entertainment, and finance. Having worked with 96 organizations from small nonprofits to Fortune 50 enterprises, he has implemented numerous change initiatives from culture change, mergers and acquisitions, and leadership transitions.​​

In this interview, we discuss the challenges companies face when navigating change initiatives and strategies to lead sustainable change management implementations.

Connect with Jake

• Website - www.jakejacobsconsulting.com
• LinkedIn - https://www.linkedin.com/in/robertjakejacobs/

Connect with Jana at Project Genetics

• Website - https://projectgenetics.com/

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Stephen Kohler, is an intuitive founder and CEO. He is a university of Chicago MBA trained executive with P&L experience who led global marketing and strategy departments for several blue chip & industry leading brands such as Weber, Kraft, and Shure.

Stephen founded Audira to help people find clarity, direction and purpose in their work. He talks about Audira and discusses why they believe the most powerful foundational leadership skill is listening.

Key Takeaways from today’s interview.

• How the pandemic has shed light on why it’s important for organizations to truly listen to their employees.
• Embracing the digital culture of working from anywhere.
• Why it’s important for organizations to be clear on what they stand for and believe in.
• Employee engagement, and how involving employees in decision making will help retain great talent.

Connect with Stephen

Website - https://audiralabs.com/

Personal LinkedIn - https://www.linkedin.com/in/stephen-kohler-989010a/

Company LinkedIn - https://www.linkedin.com/company/audiralabs

Twitter - https://twitter.com/audiralabs

Learn more about Project Genetics: https://projectgenetics.com/

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Phoenix Jackson is an award-winning social entrepreneur, tech investor, author, and speaker. She’s also the founder and Chief Communications Officer of Phoenix Effect, a 16 year old global Public Relations and Marketing firm. Passionate about empowering her clients to be influential through entrepreneurship, Phoenix has worked with many small business owners, nonprofits, professional athletes, entertainers, authors, speakers, and politicians in helping them manifest their business goals.Our social media environment has made it more common to see companies face disparaging conversations on social media. In our interview, we discussed how companies can effectively handle negative press from social media and strategies to avoid facing these issues in the first place.Key takeaways from our conversation today, include:Why social media has exacerbated an existing cultural trend of spreading negative stories prior to confirming accuracy.Tips for assessing risk when navigating politically charged company decisions.Best practices for responding to negative reviews and angry customers. Learn more about Phoenix Affect https://www.thephoenixaffect.comLearn more about Project Genetics at https://projectgenetics.com Learn more about your ad choices. Visit megaphone.fm/adchoices

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Gina Schreck is the founder of SocialKNX, a digital marketing & social media management agency and the owner of two coworking spaces, The Village Workspace and BarnWorx in Centennial Colorado. She’s been ranked by LinkedIn as one of the top B2B marketers to follow in 2019 and 2020.On today’s episode of Corporate CPR, Gina shared the most impactful strategies for strengthening your company’s social media presence and avoiding digital media faux pas. During our discussion, we touched on topics such as:Choosing the best voice and style for your social media contentWhich companies should be active on social media and whyFactors to consider when deciding the optimum content marketing budgetThe best time to start using social media for business brandingThis episode is fast-paced and full of impactful nuggets of information for companies ready to refine or expand their social media strategy.Learn more about Gina Schreck and her company, SocialKNX at https://socialknx.com/Learn more about your host Jana Axline and her company Project Genetics at https://projectgenetics.com/Learn more about your ad choices. Visit megaphone.fm/adchoices

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Dan is a life-long technologist and expert in the modern software development lifecycle.He’s the founder and CEO of illumisoft, a custom software development company that provides healthcare solutions with a human-centered approach. He’s also a team-player that opts for simplicity over perfection, and people over processes. In our interview today, Dan and I discussed the importance of building strong relationships with clients in order to truly understand their needs. And with customer satisfaction as a key indicator of how effective your business processes are, Dan and his team always conduct an analysis at the end of projects in order to learn and grow from their experiences. Learn more about Illumisoft at https://illumisoft.comLearn more about Project Genetics at https://projectgenetics.comLearn more about your ad choices. Visit megaphone.fm/adchoices

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With over 20 years of experience in the field, he has co-founded six technology companies and is currently the founder and CEO of Connexus AI; A company spun out of MIT that addresses the most significant unsolved problem in computer science.  In our interview today, Dr. Eric and I discussed why it’s vital that we all embrace the use of technology in our lives and businesses. We discuss the pros and cons of different database solutions alongside how organizations can fix common problems related to data. Learn more about Connexus AI at https://conexus.comLearn more about Project Genetics at https://projectgenetics.comLearn more about your ad choices. Visit megaphone.fm/adchoices

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This podcast interview discussed the hurdles sales leaders face in achieving their goals, especially amidst economic shifts and changing environments.Ron Karr is a sales success expert who has helped leaders on six continents eliminate risk, gain buy-in and achieve better results faster with the Velocity Mindset. In addition, his presentations and advisory services have generated over a billion dollars in incremental revenues for his clients. Learn more about our guest at https://ronkarr.com/Learn more about your ad choices. Visit megaphone.fm/adchoices

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In this podcast interview, Dr. Troy Hall discusses ways organizations can create a healthy working environment through culture, vision, alignment, camaraderie, and healthy workplace cultures. Meet our guest: Dr. Troy Hall is an award-winning culture strategist, speaker, best-selling author, and talent retention expert. He has been featured on the Today Show, ABC, Beyond the Business Radio Show, and CEO world. Learn more about our guest at https://drtroyhall.comMeet your host: Jana Axline, Founder and Chief Project Officer at Project GeneticsLearn more about our host at https://projectgenetics.com/about-usLearn more about your ad choices. Visit megaphone.fm/adchoices

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Danna Olivo of MarketAtomy joins the podcast today exploring why strategic plans in most organizations aren't producing the expected results. Find out what it takes to create and execute against a strategy that will drive results in your organization.Find Danna:www.linkedin.com/in/dannaolivo/https://www.marketatomy.comLearn more about your ad choices. Visit megaphone.fm/adchoices

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Rich "Trigger" Bontrager joins us to talk about the importance for organizations to master virtual meetings to effectively get key messages across, collaborate, and stay engaged with a remote workforce. Learn about the value of this skill and tips and tricks to integrate it in your meetings beginning today!Learn more about your ad choices. Visit megaphone.fm/adchoices

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Automation is not just a buzzword - it's a way for companies to improve their cost to service, reduce their time to market, and overall improve their competitive position. In this episode Andrew Cohen joins me to discuss the value of automation, how to run an effective automation initiative, and what the potential pitfalls are.https://www.linkedin.com/in/andrew-cohen-91945a4/http://www.evokenewyork.comLearn more about your ad choices. Visit megaphone.fm/adchoices

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Diversity is a hot topic but seemingly one that is difficult to have transparent conversations about. Politicized topics create an atmosphere of fear which results in guarded communications. In this episode of Corporate CPR we are joined by Bennie Covington where we discuss how to build a culture where you can support diversity conversations that are honest and productive.Learn more about your ad choices. Visit megaphone.fm/adchoices

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ERP implementations and upgrades are common within most organizations. But seemingly, at least 25% of them fail. How can you make ERP implementations more successful? What does the future of ERPs look like? How does blockchain and robotics come into play? Listen to our guests Michael Grace and Adrian Tyler dig deeper on this topic.Learn more about your ad choices. Visit megaphone.fm/adchoices