Episódios
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Jackie Dube has over two decades of human resources and talent optimization experience. She has dedicated her career to the belief that the heart of any successful business lies in its people. Currently serving as the Chief People Officer at the Predictive Index, she applies a mix of analytical rigor and human centric strategy to build high-impact, high performing teams. She is a staunch advocate for proactive people management focusing on driving results by equipping companies with the tools to attract, retain and develop top talent - all within the framework of an inspiring, fun and vibrant company culture.
A graduate from the University of Rhode Island with a B.S. in Human Development and Family Studies, as well as Psychology, she relishes the opportunity to cultivate the full potential of every employee she works with.
Top 3 Takeaways
Proceed with caution. There are bad actors out there who take advantage of job seekers. Always ensure the opportunity is legit before you invest too much or share sensitive info.Raise your game. Never get complacent with your candidate experience. Take a fresh look and collect gobs of feedback to make a steady stream of improvements over time.Have the conversation. Whenever workplace friction crops up, don’t do your laundry as a team. Have the one-on-one conversation with an open mind and negotiate a better way of working together.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“Most confidential searches are usually run through a retained search or some type of recruiting firm. So verify where it's coming from, and if it's coming from a recruiting agency, it's probably an appropriate position that the company is not ready to share certain information.”
“Any questions around nationality and age violate the age discrimination and Title VII of the Civil Rights Act. So employers—in the U.S. at least—are not allowed to ask questions or make decisions for the most case on those things.”
“We've evolved our process tremendously based on candidate feedback. We always ask for a candidate’s experience with their interview with us.“
“We also have an interview based on our core values. So someone will conduct an interview that's not on the team the person would be joining. That is an interview where they can really find out what it's like to work at the company in addition to the team that they'll be on and really ask all of the cultural questions that they want.”
“I say self awareness is one of the most important pieces of leadership. This boss might not realize that they're having an impact on their employee like this, and sometimes just let them know. because they might adjust their style if they do.”
“In a lot of these situations, we look for right or wrong, and I don't think that there's really a wrong, but it's more about communication and how intentions can be perceived and perceived differently.”
Connect with Jackie
Website: http://www.predictiveindex.com
LinkedIn: https://www.linkedin.com/in/jackie-dube
Become Your CEO’s Most Valuable Partner (report): http://predictiveindex.com/learn
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One of the world’s leading business thinkers, David’s forward-thinking ideas and bestselling books are changing how companies approach leadership, teamwork, and collaboration. A skilled researcher and inspiring communicator, Dr. David Burkus is the best-selling author of five books about business and leadership. His books have won multiple awards and have been translated into dozens of languages. Since 2017, David has been ranked multiple times as one of the world’s top business thought leaders. His insights on leadership and teamwork have been featured in the Wall Street Journal, Harvard Business Review, The New York Times, CNN, the BBC, NPR, and CBS This Morning. A former business school professor, David now works with leaders from organizations across all industries, including PepsiCo, Fidelity, Adobe, and NASA.
Top 3 Takeaways
Empathize early and often. Develop a sincere appreciation for others’ working styles and how they’re similar to or different from your own. Don’t expect others to conform to your preferences.Build the foundation. Psychological safety and trust are essential for proper teamwork. Putting in the early effort upfront will pay dividends when you need it later.Pause and ask. When a team member brings you a problem, don’t take the bait. Rather than jump to solution mode, honor their vulnerability then ask questions to uncover the deeper source of the problem.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“All of the easy problems have been solved, and so, yes, we are dealing with information overload when we're talking about one brain, but all that really means is all of our work now requires teamwork and interdependence which is a good thing.”
“Most of the time when you have a cross functional team, we speed way too fast into trying to work and not enough time talking about how we're going to work.”
“Your high performers want to know what their expectations are, and they want to be held accountable to them, because you can't exceed expectations if you don't know what they are.”
“We've all been in those situations where we got really excited to share a crazy idea, and it was shot down immediately. What happened? Well, we didn't share our crazy ideas anymore.”
“What you see when you have that sense of prosocial purpose is not only increased with individual motivation, but an increase in people's willingness to put their own agendas aside… Their egos, agendas, they tend to put that aside much more often and put what I like to say, put we over me, take their own agendas and put them subservient to the needs in the agendas of the team.”
“Easiest, simplest, fastest thing you can do to hit all three right as a leader is the next time your person is sharing something with you—and you sense that it takes any amount of vulnerability to share that—just say to yourself as they're talking, pause and ask, pause and ask. And then when they're finished talking, don't jump into what you wanted to say. Pause and ask them a follow up question based on what you heard.”
Connect with David
Website: https://davidburkus.com
LinkedIn: https://www.linkedin.com/in/davidburkus
Instagram: https://www.instagram.com/davidburkus
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Archie L. Jones, Jr. is an accomplished author, educator, speaker, advisor and investor. As the founder and CEO of NxGen COACH Network™ , he draws from his own leadership journey to empower and coach the next generation of global leaders through speaking engagements, workshops, his podcast, and new book, The Treasure You Seek: A Guide to Developing and Leveraging Your Leadership Capital. In this book, available now, Archie shares deeper insights and expertise in leadership capital to coach aspiring and seasoned leaders towards their dreams.
Top 3 Takeaways
Invest wisely. Leadership capital is a type of currency you can invest to make all the other types of capital such as financial and social capital more valuable. It’s truly a multiplier.Open up. Being a leader doesn’t mean you have to have all the answers. You may feel that way, but those around you don’t. Draw them in to solve the big problems together.Make time. It may be counterintuitive, but be sure to spend some work time not working. Use it as an opportunity to get to know your team and engage in quality activities that will later enhance the work you do together.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“Leadership capital is the currency, and you're going to invest your leadership capital in other people and they're going to invest their leadership capital in you against an aligned set of goals.”
“I had to get creative once I discovered what it was. ‘How do I apply that? How do I turn that into something that I can lean into and leverage?’”
“Those of us who are in a leadership position, the expectation is that you're supposed to have all the answers. And to have the humility to say, ‘I don't know’ and to actually then lean into where we're going with connections, lean into the broader team, lean into the collective to bring their experiences, bring their superpowers to bear in that versus trying to solve it on our own or to have to be the one to come up with the answer."
“We actually have to work at finding time to get to know the people who we're working with. If you're not careful you can end up in such transactional relationships.”
“It's not around trying to sell more, spend less today, but actually get to know each other a little better and know who we are and what our individual goals, ambitions, and missions are so that we can lead.”
“Self confidence is not taught. It's built over time.”
“So much of the problem with imposter syndrome is you take yourself out of opportunities. No one's even said anything to you yet, right? They made the right decision to put you in the room. Your job is to stay in the room until somebody actually comes and gets you out of the room.”
Connect with Archie
Website: https://archieljonesjr.com
Training Camp for Leaders (podcast): https://archieljonesjr.com/podcast
The Treasure You Seek (book): https://amzn.to/3XeiMX6
NxGen COACH Network: http://nxgencoachnetwork.com
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Dr. Mandolen Mull is the Founder of MullMentum Consulting, a bespoke leadership development firm. Having held leadership roles in healthcare, property preservation, logistical distribution, and higher education prior to founding her consulting firm and authoring several books, Mandolen brings her hybridised background to personalised leadership development training. Heavily mentored by a stonemason entrepreneur father, and as the (favourite) granddaughter of a USAF Col. and Base Commander, her customised approach resonates with leadership audiences across front-line manufacturing, real-estate developers, entrepreneurs, union Ironworkers, education administration, healthcare executives, private equity board members, and other industries in between. Pint-sized, she packs a powerful array of humor, humility, and heart. Having relearned to walk and talk while earning her Ph.D. in Organisational Development and Change, her resilience is her relatability.
True to her robust, polymath background, she also holds an MBA in International Business and a BS in Political Science and Psychology.
Top 3 Takeaways
Keep score. Depending on your work, you may not be able to see tangible results of all you do throughout your days and weeks. Get creative and find a way to make your wins more visible.Share the love. Rather than contribute to the isolation and separation that naturally accompanies modern work and life, offer kudos early and often. Recognition draws us together.Get in line. As leaders, we’re part of a lineage that stretches backward through all our mentors and their mentors, as well. Now it’s our turn to invest in those coming up behind us.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
Optimal Leadership Tips Newsletter
How workplace assessments can make you a better leader: https://bit.ly/4h0eWtS
From the Source
“We have employee fatigue happening, so we've got all these different variables happening. And what I fundamentally think it comes down to is that it's really a transactional world that needs to be more transformative.”
“I hear so many people say that they feel like they're doing so much but feel like they're not doing enough in the sense of they just aren't collecting their wins.”
“I think sadly we've got a lot of isolationist environments. We've got a lot of environments focused on competition and comparison. We reward our employee of the year versus a department of the year or something like that. Our value says ‘We're all about teamwork’, but we reward individualism.”
“First and foremost, as leaders, we’ve got to go in and really level with our people letting them know the top three priorities that we're focused on and how to allocate their time on that—making that very demarcated for them—to understand where their efforts need to go. Because that eliminates that role ambiguity, gives them that sense of accomplishment.”
“The antidote to these competitive comparison environments is collaboration and championing each other, ाnd I don't think we get to champion each other. I don't think we do that enough. And I think we've got to get so much better about giving each other kudos.”
“We're in a finite role, but we're making an infinite impact. Understanding that’s our goal is something that I call ‘generational mentorship’. If we can sit there and think about how ur job is to develop leaders who go on to develop other leaders. Someone took a chance on us, gave us opportunities, where are we then passing that torch forward?”
“I really believe my purpose on this earth is to develop leaders who go on to develop other leaders.”
Connect with Mandolen
LinkedIn: http://www.LinkedIn.com/in/Mandolen
Website: https://www.mullmentum.com
“Grit for the Pearl” (book): https://amzn.to/3YkuYX1
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Genelle Taylor Kumpe has devoted her career to issues that transform our community, empower others and advocate for women and children. Her background in education, entrepreneurship and community service makes her uniquely qualified to serve as CEO of the San Joaquin Valley Manufacturing Alliance (SJVMA) and the CEO of the Fresno Business Council (FBC).
Kumpe serves as a spokesperson for SJVMA, leveraging her extensive experience and expertise to advocate for the manufacturing sector in the region. In her role, she focuses on promoting workforce development, industry innovation, and economic growth within the San Joaquin Valley, highlighting the importance of manufacturing to the local and broader economy. Her efforts are crucial in driving collaborative initiatives that support the alliance’s mission to strengthen and expand the manufacturing industry in the area.
Top 3 Takeaways
Get in the game. Building a thriving community requires all of us. Government and education institutions need business leaders to come to the table and partner to develop and implement joint solutions.Leverage strengths. Business people are naturally trained to be solution-focused, goal-oriented, and long-term thinkers. We need to bring these strengths with a coalition mindset to solve the bigger problems in our communities.Create the conditions. Whatever business you’re in, you operate within your local community. Think about your local talent pool, environment, and educational institutions as an extension of your organization.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“We want to build a really thriving region where businesses can grow and families can flourish.”
“Not one person can do everything. Not one organization can do everything, but if we all do a little bit, we can make some really big transformative changes.”
“Business people, they are entrepreneurial in spirit. They're solution driven. What more can you ask than to have business people really leading initiatives and being at the table and being that voice?”
“We wouldn't be able to be as successful if there weren't those individuals that are around the table that we work with every day: our members, our board members, and then the organizations that collaborate and work on these issues with us as well.”
“You have to take a seat at the table, be part of the solution, think beyond your four walls and think about the future.”
“Fresno is really emerging as a place where cutting edge manufacturing meets purpose-driven leadership. So through our partnerships with education institutions from community colleges, high schools, we're really building the talent through CTE programs or career technical education.”
Connect with Genelle
Fresno Business Council: http://www.fresnobc.org
San Joaquin Valley Manufacturing Alliance: http://www.sjvma.org
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Alex has 15+ years of global experience in the People/HR space. He has spent time working in different industries and for companies like Citi, NBCUniversal and WeWork, amongst others. His specific expertise has centered on creating, transforming and building out systems that foster an equitable, innovative and inclusive workplace culture. He has been a full-time Chief People Officer & Head of HR (for GHJ and Control Risks respectively) and is currently focused on start-up fractional clients as part of his own business, Alex Seiler LLC and as a founding fractional executive at Blackpoint HR. He is also a start-up advisor in the HR tech space, currently partnering with When Insurance, Kindred Minds, Klaar and ChangeEngine.
Top 3 Takeaways
Pile it on. An effective HR function can help an organization hire and retain talent, boost productivity, minimize risk, help the business navigate change and growth, and much more.Partner up. Model the type of relationship you want your leaders at every level to have with HR. This includes being proactive, establishing and maintaining trust, and taking a strategic approach and not just a tactical one.Get smart. You’re likely awash in people data, so be sure to read up on what’s happening. Your HR counterparts have employee experience surveys, exit interviews, and other datasets you need to absorb and consider.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
Featured Podcast
"Show Up as a Leader with Dr. Rosie Ward": https://drrosieward.com/my-podcast/
From the Source
“HR is a strategic partner, so if you're just leveraging them just for administration, you're really missing out on how they can actually help you drive the business, its outcomes and overall company culture and success.”
“Underfunding or under-resourcing an HR team brings you back to more of that transactional, reactive type behavior instead of driving that proactive, strategic type behavior.”
“More and more, CPOs have left full-time roles and have gone fractional like myself because of things like burnout, too much on their plate, not enough support and not enough resources.”
“If you haven't necessarily had the greatest experiences with the people function—or they felt more administrative—if you go to a new organization, make sure to give them a chance especially if you're hearing or seeing things done differently to what you've experienced before.”
Connect with Alex
LinkedIn: https://www.linkedin.com/in/alexseiler/
Wellness event (10 Oct 2024): https://motivesmet.lpages.co/wmhd-wellbeing-workshop2/
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For the past twenty years, Tammy Day has helped businesses, organizations, and individuals do more good by connecting people, ideas, and community assets. As an owner of Daycos, Inc., one of a handful of Nebraska B Corps, she knows how to balance profit with purpose and use business as a force for good. A published author in Reclaiming WE: Twenty Everyday Acts to Strengthen the Common Good and Defend Democracy (April 2021) and of Philanthropy for All: A Practical Guide to Doing More Good (November 2023), Tammy continues to share her expertise as a mentor, speaker, writer, and trainer. She lives and works in Norfolk, Nebraska, with her husband Brandon.
Top 3 Takeaways
Honor the itch. When Tammy and her husband had an inkling there was a next level for their business, they paused. After some deep reflection, they hit on a formula to do good and to be good.Join forces. A big benefit Tammy experienced by committing to the B Corp path was being able to connect with like-minded business owners to share ideas and inspiration. Don’t feel you’re all alone in your pursuits.Share the wealth. Rather than simply write checks, Tammy and team created a virtuous flywheel that allows all employees to get involved. Every act puts energy behind the flywheel and makes a positive impact.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“I'm often head down, what's next, let's keep going. And we don't often take time to pause and reflect on what has been, how far we've come, what kinds of things we can celebrate. Once we did that it kind of helped us move on to the next phase.”
“When we were figuring out this new path to purpose as a company. We wanted to make sure that one of our tenants was that we put some real solid foundational frameworks around what we were doing, one to hold us accountable to help us have a peer group to learn from, and two to indicate to our stakeholders that this was more about who we are and not a program or a passing thing that we were going to try. It was going to be deeply ingrained in the business in all kinds of ways.”
“You're measured in many areas of how you operate: governance, workers, community, environment, and so then you receive a score, and you have to hit a certain threshold in that scoring to be considered a B corp and receive that certification.”
“We have 60 people that work for us. What could happen if those 60 people had true ownership?”
“To us, this is part of your real work. So we do not ask people to do this on the weekend or in the evenings. They take time out of their day and we account for that when we're resourcing our teams… that people will be spending time on these efforts.”
“We are all about this ‘rising tides raise all ships’ mentality. So we wanted to broadly share everything that we're about with the hope of inspiring others, because again I believe that's the way things get better.”
Connect with Tammy
Website: http://www.tammy-day.com
Philanthropy for All (book): https://amzn.to/3z8kBgd
Company Website: http://www.daycos.com
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Mark is the CEO and Co-Founder of Mygrow. He is an Organisational Psychologist specialising in the development of Emotional Intelligence (EQ) and organisational culture. His work in neuroscience, leadership and behavioural change have made him a sought-after facilitator, coach and speaker and his methods and teachings are being used around the world through Mygrow.
Theran is the Chief Humanising Officer of Mygrow. He thinks, writes, and speaks about humans— about our individual and collective potential. He’s an expert in topics and issues involving capitalism, organisational culture, behaviour, values, emotional intelligence, narrative identity, psychology and social science. His personal purpose statement in everything he does professionally is to “Realise Humanity.”
Mygrow is on a mission to build an Emotionally Intelligent World by pioneering a new approach to people development and organisational well-being. Leveraging a unique blend of psychology, neuroscience, film and technology, Mygrow is delivering scalable, measureable and sustainable behaviour change causing individuals and organizations to flourish.
Top 3 Takeaways
Feel the burn. I really enjoyed how Mark described how emotional intelligence is a set of competences that work like muscles. They can be developed, but we have to put in the reps and the effortRoot down. We may be tempted to look at short-term investments as a fast path to the fruit we want to enjoy. Better to go deeper to the root of the skills needed to make those intermediate efforts pay off.Be human. It’s a familiar refrain on this show, but our world of work has fundamentally changed. Everything is connected now, and our business results are directly tied to our ability to meet the very human needs and interests of our workers.Subscribe to Matt’s LinkedIn Newsletter
Optimal Leadership Tips:
https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7218638938112933888
From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“The research seems to show quite clearly that these are competencies that can be developed. It is classified as an intelligence for a few specific reasons, one of which is that it actually can develop with with age.” (Mark)
“I like to think of cognitive intelligence a little bit more like bones. It increases to a certain age and then it gets relatively set where emotional intelligence or the competencies in the domain of EQ seem to be a little bit more pliable based on implementing techniques.” (Mark)
“If a system works well, it doesn't mean it will accomplish what it needs to just because the system itself works well. The people themselves can hamper that.” (Theran)
“We were chatting with a partner in our network recently who said, ‘Covid wasn't the problem. Covid was just the start of the infection, and we're really beginning to see the organ failure.’ Now that's coming as the result of the infection that spread, and human nature will take the easy way out which is often the maladaptive coping mechanism which is focused on current state.“ (Theran)
“Something of a mistake that's being made in the investment that companies are making is they're investing in the fruit and not investing quite as much in the root constructs that will make the fruit possible.” (Mark)
“The human side of business is starting to show greater fruit than the systems and processes and bureaucracy that was part of an era that unfortunately is bygone.” (Mark)
Connect with Mark and Theran
Website: http://www.mygrow.me
LinkedIn (Mark): https://www.linkedin.com/in/markbaker-mygrow
LinkedIn (Theran): https://www.linkedin.com/in/theranknighton-fitt
Human Impact Audit: https://humanimpactaudit.com
Leadership Development Strategy Audit: https://meetings.hubspot.com/mark392/leadership-strategy-audit
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Bonnie manages the business recruiting team at Zapier, a SaaS company in the automation space. She is also a content creator with over 500k followers across LinkedIn, TikTok and Instagram, and writes two newsletters sharing insights for jobseekers, as well as people in the HR and talent space. She enjoys travel, great food (eating more than cooking), and managing her almost 4-year old's social calendar.
Top 3 Takeaways
Know the score. Looking at jobs data can give you a popsicle headache. Be sure to do your homework on what your current hiring climate is like.Take a human approach. Pervasive technology and large numbers tempt us to automate candidate relationships. Use the tech, but also inject distinctly human interactions where possible.Get with the times. A new generation is pouring into the workforce. Rather than focus on what’s different about Gen Z, seek to understand their perspective and align on win-win outcomes.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“There's a real disconnect between the jobs that people are applying for and the jobs that are available.”
“There's a disproportionate amount of people trying to get into remote work, and so those remote jobs might be like 15 percent of what's posted, but then they're getting over half the applications.”
“The largest number of jobs are being created at small businesses. So, companies with fewer than 50 or under a hundred employees, that is where the greatest amount of job creation is happening.”
“Two of our just like standard rules is everyone gets a response within seven days. They never go more than seven days without communication. Of course, there's someone that is going to say we missed that for them. It happens. We're human. But for the most part, I would say about 99 percent of people have that experience with us. And it's as simple as that they get a rejection email if it's a no. And we let them know at every step, like where they stand.”
“[Generation Z is] pushing more for balance. They're pushing more for, um, You know, workplaces that treat them like humans.”
“I think there is this common pattern where every generation kind of says, ‘They don't work as hard as we did’ or that's dealt with it as like a millennial that ‘We were entitled’ and all of that, but I think actually listening and embracing where they are in realizing they actually have a pulse on the future in a much better way than some of your mope seasoned people.”
“I think the social media stuff is a really good example of that. 15 years ago, employer branding was getting yourself on one of those lists, like a best place to work list… that was like top notch employer branding. Today it's your people being on social media saying, ‘I love where I work and here's why.’”
Connect with Bonnie
LinkedIn: https://www.linkedin.com/in/bonnie-dilber
Instagram: http://www.instagram.com/bonniedilber
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Jenny Smith Moebius is the SVP and Head of Marketing at Skedda, a global workplace management platform committed to powering great hybrid workplace experiences, where she's also the host of the Heroes of Hybrid Work podcast. Jenny is a top Go-To-Market (GTM) leader in the Greater Boston area, where she has a track record of building powerful brands and categories, generating demand (for both sales- and product-led orgs), and creating energizing mission-driven cultures of belonging in the B2B tech space.
Top 3 Takeaways
Move on. Rather than continue to fret over the future of hybrid work, we need to shift our energy into how we can improve our business and people outcomes. Case closed.Check yourself. We always need to be mindful of unconscious bias. When it comes to hybrid work, we need to ensure we’re treating the in-group and out-group equitably.Use the tools. From sophisticated technologies to simple techniques like sharing a meal over distance, we have the opportunity to re-humanize hybrid work for the benefit of all.Subscribe to Matt’s LinkedIn Newsletter
Optimal Leadership Tips:
https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7218638938112933888
From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“My stance is that the hybrid work debate is over, and people really need to start figuring out how to do it right. Instead of grappling over whether we should do it, it's about how to do it so that you continue to engage your people and have a high economic returns.”
“If you want to retain your talent, keep your talent happy, and bring in more and better talent, the way to go is hybrid work.”
“The energy that I get from the collaboration, the productivity that I get with my team, or just even getting to know them on a more personal level, having lunches and snacks and drinks or whatever it is you want to do… It's, it's totally worth it. And lots of data out there shows that two to three days a week doesn't decrease productivity. The benefits really outweigh the cons.”
“The best practice out there is that hybrid work should be made at the team level. And when it is made at the team level, the studies have shown that the amount of talent and diverse talent that you can attract increases.”
“Allstate, for instance, adopted a model of team level agreement and job applications rose 23%. But the most interesting part is that there was a 33% increase among women and people of color. So what you were referring to—women, people of color, people with disabilities—hearing that there's more flexibility in where they work, you're going to attract better and more diverse talent.”
“Microsoft found that employees who met with their managers in person within the first 90 days were more likely to seek feedback, feel included and trusted by their team, build strong relationships with colleagues, and feel supported when discussing tough issues with their manager.”
“Happy employees drive economic return. So this fits right into the talent optimization wheelhouse. Take care of your people, be intentional about it, listen to them, and you should have a pretty good result.”
Connect with Jenny
LinkedIn: https://www.linkedin.com/in/jennifermoebius
Get Your Hybrid Work Score: http://www.skedda.com/grader
Heroes of Hybrid Work (podcast): https://www.skedda.com/heroes-of-hybrid-work-podcast
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Andrew is a first-generation Nigerian American from South Bend, Indiana, and the CEO & Founder of AAA Solutions; a consulting firm that provides workplace culture and Diversity, Equity & Inclusion (DEI) consulting and training services. Andrew obtained his bachelor's degree in Entrepreneurship and Corporate Innovation from the Kelley School of Business at Indiana University Bloomington. He then went on to complete his Master of Science from Michigan State University in Management, Strategy & Leadership. Lastly, Andrew received a certificate in DEI in the Workplace from The Muma College of Business at The University of South Florida.
With over 10 years of executive level management experience, Andrew has helped dozens of clients improve their employee engagement and create a sense of belonging within their organizations. Andrew currently resides just outside of Indianapolis, Indiana with his wife and three children.
He published his first book titled The Circle of Leadership in the Summer of 2020. The book serves as an entrepreneurial framework on how to create and leverage culture. Andrew released his second book titled The Building Blocks of Belonging in January 2024. The book explores the intersection of workplace culture and DEI.
Top 3 Takeaways
Stay the course. While there’s a highly visible tug-of-war happening when it comes to DEI, the worst thing we can do is shut down dialogue. Don’t stop at the headlines and miss the opportunity to reach the heart of the matter.Measure up. It’s hard to know what to believe without having access to credible data. Aggregate results are useful, but be sure to drill down to discover what the employee experience is like for every major grouping of workers.Boost the belonging. We all want to feel a sense of connection to our work and those around us. This drives our motivation and our engagement. Make sure to make time to nurture this type of connection through your people-first leadership.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“We do want to make sure it's fair. We do want to make sure that we have diverse organizations because that helps with innovation and attracting, retaining top talent. The problem is a lot of hiring processes are broken. There's bias that permeates all throughout workplaces, and it leads to cultures that aren't diverse, that aren't inclusive. DEI aims to level that playing field.”
“The problem is people didn't take the right steps to really lay a foundation and educate their workforce on why this matters. And I think ultimately they looked back and said, ‘We're not sure we moved the needle with the work that we did.’”
“Most of the clients we're working with, they're not contemplating not doing DEI. They're just trying to figure out what's the next level. And I think they're just not as vocal as the people who are against it.”
“We want to make sure this work is data-driven and not just emotionally-driven, and that can come in the form of surveys or focus groups. Having a third party come in and provide a fresh perspective or town hall discussions that allow you to just get an overwhelming amount of data to be able to say, ‘All right, what insights do we see here? What themes do we see here?’ And that will help prioritize and narrow down the focus that an organization should have.”
“Most organizations have data. The question is, is it good enough data to draw the type of insights we need?”
“We spend so much time at work, and to have poor cultures is really just unacceptable from my perspective. That's why I'm so passionate about this work.”
“People who don't feel like they belong, they're not going the extra mile. They're not showing up to the optional meetings. They're not going to the optional happy hours. They're not overly communicating in team meetings. They're withholding some of their thoughts. They may visibly look disengaged in team meetings and things like that.”
Connect with Andrew
Website: https://www.andrewadeniyi.com
LinkedIn: https://www.linkedin.com/in/andrewadeniyi/
The Circle of Leadership (book): https://amzn.to/4bWIJQq
The Building Blocks of Belonging (book): https://amzn.to/4bWDCzB
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Sara Murray is an advisor, consultant, and speaker working with leaders and sales teams to unlock the untapped potential in their prospecting and business development efforts. With a focus on hospitality, construction, real estate, design, and technology industries, Sara empowers professionals via her virtual and in-person workshops to enhance their communication skills, approach prospecting creatively, and effectively address business needs rather than simply push products.
As the host of the popular podcast "Prospecting on Purpose", Sara provides a valuable platform for discussions on prospecting, sales, business strategies, and mindset, leaving listeners with tangible takeaways and increased confidence.
Top 3 Takeaways
Fear not. While selling products, services or ideas involves the possibility of rejection, we don’t have to hesitate to take on this role if we approach it with a mindset of authenticity and service.Level up. Rather than put others on a pedestal, we can bring ourselves up to meet them. By making them feel safe to be authentic with us and always creating value for them, we can engage as equals.Relationships matter. It’s easier than ever to build and maintain relationships so long as we have a genuine interest in connecting and helping. Look for clues to what others want most, and be sure to meet their needs before sharing your interests.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“The real problem is that one of the greatest human fears is a fear of rejection, a fear of failure.”
“We're always influencing others, and so if you can be confident in where you're coming from—when you start that—it's going to make everything else more seamless.”
“If you approach any type of conversation from a place of authenticity—and that's just really being your authentic self—it’s going to allow other people to be their authentic selves and you're showing you're secure enough in who you are, and that just opens the door for other people to meet you where you're at.”
“When I look at values, they can be different based on your different buckets of life.”
“How do you want people to feel when they work with you? What are they saying when you're not in the room?”
“One of the things that we forget when we show up in a work setting sometimes is that our passions are allowed to be brought into our work.”
“If you start to figure out ways you can add value and it does not have to cost money, that's when you're going to see everything shift for you because then the rest of this becomes easy.”
“People are telling us how they want to work with us, how they want to be sold to. They're telling us how you communicate with them. It's our job to pay attention and add value.”
Connect with Sara
Website: http://www.saramurray.com
Prospecting on Purpose (podcast): https://www.saramurray.com/podcast
LinkedIn: https://www.linkedin.com/in/saramurraysales
Instagram: https://www.instagram.com/saramurraysales
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Drew Fortin is a people-first, values-driven leader with nearly 20 years of growth strategy and team-building experience across retail, marketing technology, local media, and HR tech. He spent eight years at The Predictive Index, where he was Chief Growth Officer responsible for the company's strategy to build the world's first talent optimization platform. Drew is obsessed with the shift that AI, robotics, and web3 have on the employer-employee relationship and the good things it means for humans in the future of work. This led him to found Lever Talent. He is also co-creator and host of "The Lever Show with Drew Fortin."
Top 3 Takeaways
Business is human. In our earliest days, commerce was intensely human. While we’ve recently learned to boost automation and scale, business remains human when we get it right.Play the long game. While splashy headlines abound, realizing the benefits of technologies like AI is going to take time. Don’t rush your strategy and implementation, but opt for steady progress.Seek leverage. I’m fascinated by Drew’s recognition that technology has the potential to help us renew our humanity by freeing us up to spend more time and energy on what matters most. Let’s lean into this.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“We rarely talk about the human element and every business has some element of a defensive moat internally. How can we actually bring that to life?”
“If you think about the essence of business, it predates investor evolution, right? Two individuals sharing goods, sharing value and realizing that, ‘Hey, if I give you this and you give me that, it creates more value in my life than I could ever bring it to myself.’ And in turn, it creates more value in the world than we could ever create individually. That is human.”
“If we can continue to help businesses realize that this macro level shift is happening, we can empower more individuals while also helping businesses succeed in this new future and in turn at a really high level, making business more human because that is the differentiator.”
“The next big platform shift, which we're on the precipice of right now, is this evolution of AI and ‘What does this mean?’”
“As the proliferation of automation and AI takes off, the need for human judgment increases because we have more things that are automated and out there running on their own. So you need more checks and balances. You need humans involved.”
“There are examples of tech companies, especially larger ones, saying ‘We're going to mandate that we're going to cut because we're investing in AI. So we're just not going to backfill the positions.’ They almost need to prove that AI is working.”
“You have time to plan for the impact that AI is going to have in your business and to plan it in a positive way. And you don't need a strategy right now, today. You need to develop a strategy over the next two to three years so you can start to build.”
“The gift of the last platform shift—which is digitization, the ability to create automation—is allowing us to implement technologies internally that can make it so that we can customize the employee experience, tailor it not just to the individual's needs, but to the business needs.”
“The imperative today really comes down to ‘What data are we actually collecting? What is our strategy and plan?’”
Connect with Drew
LinkedIn: https://www.linkedin.com/in/andrewpfortin/
Website: https://levertalent.com
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Few can match Lyn Wineman's passion for marketing or for helping change-makers do more good in the world. As the founder, president, and chief strategist of the full-service advertising agency KidGlov, she has created a space where both of these passions flourish. Lyn’s talented team is known for putting the megaphone in front of those leading positive change. KidGlov earned its Certified B-Corp status in 2021, proof of their commitment to social and environmental excellence. Lyn is also the host of the Agency for Change podcast, yet another forum to amplify the voice of changemakers everywhere.
Top 3 Takeaways
Find your fit. Despite having early success, Lyn grew to feel hollow and out of alignment. She plucked her courage, set out on a more intentional path, and she hasn’t looked back.Get over the guilt. So many times, we feel overwhelmed by life’s shoulds. We may not want to disappoint the people in our lives, but if we’re making a necessary and thoughtful change, we’re honoring ourselves—and this is exactly what they want most.Prove your love. Becoming a certified B Corp gave Lyn the opportunity to validate her emphasis on building an intentional business. It also put her in direct contact with like-minded holistic business builders. How can you put your intentions on full display?From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“When I started my career, Matt, I thought I was going after money, titles, advancement. I wanted to run a company. I was very brash, bold. I worked hard. About 20 years in, I woke up one day and said, this doesn't feel right. It feels hollow.“
“People who have a purpose tend to be happier. Many of us derive our purpose from our work.” “It is, I think, very courageous work to really lean into and and have convictions related to your personal purpose. And if you're a leader or a founder or an owner, your cultural purpose as well.”
“I woke up one day and just realized, ‘This isn't good. I am unhappy. I'm on a bad path.’ Like I thought this is what I wanted, but I am experiencing no joy, right? And not only am I experiencing no joy, what I am giving to my family and my friends and even the people I work with during the day is I'm sucking their joy away also, right? This is not where I want to be 20 years from now.”
“I am looking for purpose-aligned work, and I'm looking for a culture that supports humans and supports doing that kind of work. That is what KidGlov is all about.”
“I think back to the pandemic when the world was crazy and we were all working from home overnight and just trying to figure it out. Like for us and our team, it was so rewarding to know that. ‘Hey, the world's gone a little bit crazy here. But every day I get up, I'm helping kids. I'm helping seniors. I'm helping families. You know, I'm, I'm helping advance the arts.’ It makes coming to work that much more rewarding.”
“We have chosen this space because this is the space that we love.”
"As we went through the rigorous process and the certification and the verification, We became a better company because it pointed out some areas where we could improve. And now we've just recertified at even a higher score.”
Connect with Lyn
Website: https://www.kidglov.com
LinkedIn: https://www.linkedin.com/in/lynwineman
Agency for Change—The Podcast that Inspires: https://kidglov.com/podcasts
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Nikki Lewallen Gregory is the Founder and Chief Meaningful Work Officer at PeopleForward Network, a pioneering consultancy dedicated to transforming workplaces through purpose-driven strategies. With a deep-rooted belief in the power of meaningful work, Nikki has cultivated a career centered on aligning organizational goals with individual fulfillment.
Under Nikki's visionary leadership, PeopleForward Network has become a beacon for businesses seeking to enhance employee engagement and cultivate thriving workplace cultures. Her approach empowers companies to unlock their full potential by prioritizing people and workplace purpose and strength. The network has experienced fast growth and is currently impacting thousands of leaders with over 1.6 million listens across the network.
Top 3 Takeaways
Keep everything in focus. We’ve long been told to start with why, but are we asking this question often enough? Old habits, long standing meetings, and workplace routines can always be put to the why test.Know your code. I love how Nikki described her organization’s culture code as a “lived way of being.” This really underscores just how meaningful their intentions are to how they operate and hold one another accountable.Leaders take an oath. Leadership means being responsible for the welfare of others. This should not be taken lightly. Do the work to learn the craft and push through your own boundaries to do it well.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“It's like the question I ask every team member before hiring them or regular check ins: ‘What is the why now?’ because that can change over time, but we have to be rooted in the why.”
“Life goes so fast. And we all can see seasons in our life where we're like, ‘How is that? Is this year already at this point?’ It just gets faster as you get older and you have to be present. You only get this one shot.”
“So you’ve got your mission and vision, and then you've got your values, but then your lived way of being is what I would call a culture code.”
“I love the people-first way of showing up. The mentality of ‘people first,’ I love that. It is sometimes overused. People forward is the outcome. We did the work. We are moving people forward through our mentality and the way of showing up. And that is where the name comes from.”
“At the end of the day, that person is also going to benefit from you walking them not only out the door but helping them to get to their next place that's a good fit.”
“You took the oath that said, ‘I'm here to lead people. I have a responsibility and therefore the first thing is self-awareness and accountability. Am I doing that? Or am I, am I sitting in the seat?’”
“I am empathetic to changing 30 years in. Having to do that is hard. A tech change and all the way that we do things on the backend. It's so hard.”
Connect with Nikki
Website: http://www.peopleforwardnetwork.com
LinkedIn: https://www.linkedin.com/in/nikkilewallen
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Melissa Doman, MA is an Organizational Psychologist, Former Clinical Mental Health Therapist, & Author of Yes, You Can Talk About Mental Health at Work (Here’s Why And How To Do It Really Well). Melissa works with companies across industries around the globe – including clients like Google, Dow Jones, the Orlando City Soccer Club, Microsoft, Salesforce, Siemens, Estée Lauder, & Janssen. She’s spoken at SXSW and has been featured as a subject matter expert in CNN, Vogue, NPR, the BBC, CNBC, Inc., and in LinkedIn’s 2022 Top 10 Voices on Mental Health. Having lived abroad in South Korea, England, Australia and traveled to 45+ countries, Melissa calls upon her global experiences to inform how she works with companies around the world. She has one core goal: to equip companies, individuals, and leaders to have constructive conversations about mental health, team dynamics, and communication in the workplace. Her work and book aim to accomplish just that. To learn more about Melissa, her work, or the book - please visit www.melissadoman.com.
Top 3 Takeaways
Build the foundation. There are few workplace topics more important than mental health yet for a variety of reasons, we often shy away from having them. We can start making progress by developing a strong foundation of education and understanding.Have the conversation. Mental well-being is a dynamic and complex topic. This means we need to get comfortable engaging with others to disclose our information, discover theirs, and thoughtfully and effectively support one another.Get real. Feeling pressure to feel okay all the time is not a proper definition of wellness. It’s natural to not feel okay all the time. If we’re in too much of a rush to brush aside negativity, we may inadvertently create a bigger challenge.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“We're not trying to create an open playing field or an iron wall. We're trying to create a fence. You decide what you let through. You decide what you don't let through.”
“I didn't see anything out there and I was like, people need a guidebook. They need a playbook on how to do this, what to do if it doesn't go well, how to develop the language, the conversational literacy just like a literacy for any, any other skill.”
“It is really tough in here. It's really tough out there. And that's not going to change. I'm not trying to be negative. I'm trying to be realistic.”
“When you think about intergenerational conversations about mental health at work—that's a doozy—I think that finger pointing is just so unhelpful. And that's what people tend to do really easily because it's, it's easy and it's patterned and that's what different generations do.”
“Even though there are more resources than ever and more people are getting help than ever, our global mental health and rates of mental illness are worse than ever.”
“When you feel like you have some semblance of control over something, or you have the ability or the self efficacy to be able to develop the skills to be able to handle that, in an uncertain and chaotic world, that should feel like a nice cozy blanket.”
Connect with Melissa
Website: http://www.melissadoman.com
LinkedIn: https://www.linkedin.com/in/melissadoman1
Instagram: https://www.instagram.com/thewanderingmel
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Lisa is a global leader of executive development, organizational change, and strategic planning. She leads visionary work as an executive in Fortune 100 companies as well as in education, nonprofit, and startups for over 20 years. She is also the founder of Take the Risk Leadership Group, a leadership consulting firm that focuses on helping individuals, teams, and businesses thrive. Her expertise in leadership and her passion for leading change is rooted in her unwavering commitment to make this world better through the tenets of courage, curiosity, vulnerability, respect, diversity, inclusion, and belonging. Lately, she’s been thinking a lot about being middle-aged, and the vulnerability and bravery it takes to create the life of one's dreams. She loves spending time with her young family, taking them around the globe in pursuit of new adventures and to find the best chocolate chip cookie.
Top 3 Takeaways
Give yourself permission. If you find yourself frequently looking to others to validate your choices, why not look inward for permission? Yours is the vote that counts the most.Get still. When faced with a big work or life decision, it’s important to hit the pause button. Give yourself the time and space to quiet down and practice discernment. The answer will become that much more clear.Be a work in progress. What you want and need from your career will likely evolve over time. Match your activities to your current stage by gaining exposure early before getting picky mid-career and then thinking of your legacy much later on.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“Something I've been exploring a lot is this idea of permission and this idea about whether we’re waiting for permission from others to say yes to ourselves.”
“Sometimes we have such limiting beliefs that we don't even go for the thing. We don't even have that conversation. We write something off before we're even there.”
“There is this situation sometimes where either we've been at a place for a long time or maybe something changes in our life or they just hit this pivotal point like it's time to make a change.”
“It is hard to pause in this world. It is hard. We are expected to make all these decisions all the time, and the world is changing faster than our brains and our bodies are really meant to do this.”
“There's something so powerful when we take those moments, especially those pivotal times, we get to know ourselves better. We get to know more. We get more and more in tune with what we want for our lives when we take that time.”
“You're in this job where you do this work and you try to rise as fast as you can. You do the best that you can. You get there. ‘Wait a second. Am I, am I still aligned? Am I still doing, do I want to be doing this? Is this going to work for 30 more years for me?’”
Connect with Lisa
LinkedIn: https://www.linkedin.com/in/lkleinhofer
Website: http://www.taketheriskleadership.com
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A dynamic keynote speaker, Jason Lauritsen is a true thought leader in the world of work and employee engagement who is dedicated to revolutionizing the way we Lead With Relationship™. He fearlessly challenges traditional norms to reshape the employee experience by consistently placing authentic human connection at the heart of leadership. Jason is the author of two books, Unlocking High Performance and Social Gravity. His thought leadership has been featured in Forbes, Fast Company, Talent Management magazine, HR Executive magazine, and SHRM publications.
Top 3 Takeaways
Don’t look back. While we saw an uptick in managers taking a distinctly human approach during the pandemic, many have regressed to prior levels which is fueling burnout. Let’s not lose the progress we gained.We’re in a relationship. What we expect from work and what we expect from relationships are strikingly similar. Make sure you’re doing everything you can to ensure that the dynamic is as healthy as possible at all times.Be curious. As leaders, we need to ask our humans human questions. Be sure to ask questions that can’t be answered too easily. You’re after the type of conversation starters that deepen and strengthen relationships.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“Anyone who has friends, family, colleagues that work for someone else probably has heard a story recently about something at work that's not working—a boss that doesn't treat them well, a place that they don't feel valued, where they don't feel like their voice is heard.”
“Employees want to be fully engaged, to be leaning in, to be giving their best, to be committed and loyal and all the things we want as employers. They are experiencing work as a relationship, and they need that relationship to be healthy.”
“We've had a lot of people that kind of have emotionally and on some level psychologically, disengaged from the organization, but they keep showing up to work. They keep doing just enough.”
“A big percentage of how the employee feels about their relationship with work has an awful lot to do with their relationship with you as their manager.”
“One of the things that has shifted over the last ten or fifteen years is the importance of the peer-to-peer relationship in impacting engagement. 'How I feel about the work relationship' has actually been on the rise. 'How connected I feel to my peers' is almost as important to my overall engagement satisfaction as my relationship with my manager.”
“You can't fix everything. You can't solve all the problems that they're going to be exposed to, but I think it doesn't take away our responsibility to be leaders.”
Connect with Jason
LinkedIn Profile: https://www.linkedin.com/in/jasonlauritsen
Website: http://www.jasonlauritsen.com
Better Relationship Better Work (Podcast)
Apple: https://podcasts.apple.com/us/podcast/better-relationships-better-work-with-jason-lauritsen/id1746751396
Spotify: https://open.spotify.com/show/1BLxdnQMAVDfAImrL3atrD
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About Kristie Pappal
Kristie Pappal serves as the Vice President of Human Resources with the Philadelphia Eagles where she provides comprehensive human resources leadership including developing and leading HR strategy and policy, cultivating a positive and productive work environment, engagement and inclusion, internal communications, talent acquisition, employee relations, benefits and wellness, compensation, and organizational development.
About Jodie Cunningham
Jodie J. Cunningham is the CEO and talent optimization expert at Optimus Talent Partners. As a Predictive Index Certified Partner, she specializes in workforce analytics, helping organizations get the right people in the right roles and grow their exceptional talent. Jodie is also a Talent Strategist and Search Consultant for Kopplin, Kuebler and Wallace, where she provides Human Resources executive placement services for luxury country clubs, golf clubs and resorts throughout the United States.
Top 3 Takeaways
Every business is a people business. A sports franchise depends on its people just like every other business. Yours may not be as high-profile as an NFL team, but you need to set your people up for success.Make the case. Don’t presume that everybody is as excited about your proposal as you are. Tie your recommendation to issues in the business and demonstrate how it will deliver real results.Slow and steady. When introducing a new program or solution, resist the urge to move too quickly. Allow those you need to absorb the change so they don’t get overwhelmed. They’ll catch up to you in time.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source(s)
Kristie:
“One thing every day that I remind myself is that there's 32 opportunities across the NFL. There's certain perceptions—people really do only see what's on the field—but I'm really proud when people join the team and see what a robust business that this sports organization is.”
“We talked about having these quick little sessions that were virtual and, and people could sign in from their own computers on their own times to, um, you know, to build that muscle for themselves.”
“You need to make sure that people are really prepared and have the tools to lead other people.”
“Embracing that crawl, walk, run philosophy of people recognized the value and they started to talk about it and then it built that curiosity and from there. It's opened more departments that have been interested and it's more of a pull that our managers are coming forward and asking for this or they're curious about what this looks like.”
Jodie:
“HR and talent, no matter what the industry, we all have a lot of the same challenges. And so being able to share best practices from industry to industry is important.”
“Managers are craving leadership development. Many times, no matter what industry, managers are promoted because they were great at doing the job, but now their job is to lead people, and they don't necessarily have those tools in their toolbox to be able to do that. Nobody really taught them, or they've never been through a class to learn how to lead. And so being able to use and learn PI as a language, as a basis, as a foundation to start really developing a leadership style to get the most out of the team to be able to achieve the business objectives.”
“Half of the building is all about coaching: giving feedback in the moment, positive or constructive, making sure that players understand where they stand in terms of their performance. That happens naturally on that side of the building, but what I often I found as a wow when I joined the NFL is how that doesn't always happen on the business side of the building because those those leaders haven't gained those knowledges and skills and experience to be able to give that feedback in real time, making sure that that we're driving the game for the performance that we're looking for. And so also being able to share that knowledge across the building is an important component of kind of driving that talent optimization.”
Connect with Kristie
LinkedIn: https://www.linkedin.com/in/kristie-pappal/
Website: https://www.philadelphiaeagles.com/
Eagles Autism Challenge: https://www.eaglesautismchallenge.org/
Connect with Jodie
LinkedIn: https://www.linkedin.com/in/optimustalentpartners/
Website: https://www.optimustalentpartners.com/
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Erica is an author, speaker, gender equality crusader, and a C-level leader. With over 15 years of experience in Human Resources, Erica's mission is to bring more women into positions of power and KEEP them there. She is a wife, a mom to two small kids, and a fitness fanatic! She’s also the host of the Glass Ceilings and Sticky Floors podcast and author of a forthcoming book with the same amazing name.
Top 3 Takeaways
Embrace the stuck. We all find ourselves mired in a less-than-ideal state from time to time. The first step to break free is recognizing when we’re stuck.Start small. You don’t have to completely overhaul your life in order to make a change. Even small improvements will add up over time.Create the culture. Organizational and individual values are more important than ever. Make it a point to design these intentionally to help clarify the collective win.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“Staying in toxic relationships, maybe drinking too much wine on a Wednesday, maybe scrolling endlessly through TikTok … all of those things, seemingly innocent sometimes, can really keep you stuck.”
“I choose to face my sticky floors, to clean up my sticky floors, so that I can bust through the glass ceilings.”
“It's all about taking that sticky floor, recognizing it for what it is, digging deep into that unconscious mind to figure out why do we do the things we do and then pivot that thought.”
“The reason I struggled with perfectionism was because I cared so much about what people thought. Why did I care so much about what those people thought? It was because I worried that if they didn't like me, I wasn't worthy.”
“We don't have to go from being in this negative space to all rainbows and butterflies and unicorns. You can take a baby step.”
"We get caught up in this Instagramable worthy life that everybody who's a leader knows exactly how to be a leader and they make no mistakes.”
“We have to get outside of these zones of comfort that we are so used to to truly create those pockets in those environments where people feel comfortable, they feel safe, but they also feel like it's an even playing field.”
“What I love about today's workforce being as diverse and complex as it is, is that it is challenging us to really get creative, because we are having to satisfy the boomers and the Gen Zers and the Gen Xers and everyone else in between. It's causing us to really kind of come together as that melting pot that we really are.”
“You need to pull all of the leaders together—like the executive team, the senior leadership team, whatever it is—and you need to get them in a room and you need for them to settle in on some core values.”
“It's important if you are at the top of the ladder that you lead by example. You don't try to put up a little green screen and be fancy to hide it. Show your real authentic self so that people across the company can do the same.’’
Connect with Erica
Website: http://www.ericaandersonrooney.com
LinkedIn: https://www.linkedin.com/in/ericarooney
Instagram: https://www.instagram.com/ericaandersonrooney
Podcast: https://podcasts.apple.com/ca/podcast/glass-ceilings-and-sticky-floors-shatter-limiting/id1619692554
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