Episódios
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Tom Riggs is passionate about helping organizations unlock the power of people, leaders, and teams. With over 25 years of experience spanning HR, Operations, and Marketing, Tom’s unconventional career path from SVP of HR to COO and entrepreneurial CEO has given him a unique perspective on driving performance. Now, as CEO of MindWire, an Elite Predictive Index Certified Partner, Tom uses his straightforward and compassionate approach to bring data-driven talent solutions to leaders of all industries.
Top 3 Takeaways
Let go. Your prior abilities may have gotten promoted to the leadership ranks, but if you keep doing them, they will hold you back. You’ve got to learn to delegate properly.Make time. Don’t fall into the trap of thinking you don’t have time to delegate. Tom’s research indicates that leaders can actually get several hours back each week once they learn to delegate.Step up. After you’ve freed up your precious time, two things can happen. First, you can grow your team through the items you’ve delegated. Second, you now have space to do the next-level things only you can do.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
“ That's the fastest, most effective way to develop any person in your organization. Not just delegate tasks, but delegating real authority to people.”
“ It's terrible, not just for the leaders, but for the people they're not delegating to for certain.”
“ Some of the nature of the most important leadership skills are a bit nebulous. You can't check the box that you for sure won or lost today. It's kind of, ‘I got to move the ball down the field a little bit at a time.’ And so that lack of that tangible ‘I won’ also works against people in leadership who are generally in leadership because they like achieving and they like succeeding. They're not slowing down to say, ‘Wait a second…what's the consequence of me not doing this?’”
“ We use PI data with people to help them better understand themselves as a delegator.”
“ Our philosophy with leaders is ‘all oars in the water’, meaning you should have a delegation plan for every direct report.”
“A lot of times, leaders don't actually know ‘What is it I'm supposed to deliver and be good at in this role?’ That's a critical piece to understand because then it tells you ‘How do I need to gas pedal my strengths and know where I have to adjust on my gaps?”
Connect with Tom
Delegation Mastery (resource): https://mindwiregroup.com/delegation-mastery/
Website: https://www.mindwiregroup.com
LinkedIn: https://www.linkedin.com/in/tomriggs
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Aoife O’Brien is the founder of Happier at Work, with the mission to solve the problem that 85% of employees are disengaged at work. Using her research-based Happier at Work framework, she partners with leaders to focus on: workplace culture; cultivating balance; and empowering leaders. Her work supports employees to thrive and to reach their full potential, and while supporting organisations increase their bottom line.
Aoife is the creator of the award-winning Imposter to Empowered® programme. She is a self-professed data nerd, with a 20+ year career in market research in the fast-moving consumer goods industry working with clients like Coca Cola, Unilever and Heinz to solve marketing problems using data analytics. Aoife has been featured by several national media platforms and public speaking events talking about imposter syndrome, fit, employee engagement, productivity, and remote working. Her award-winning podcast, Happier at Work®, features a combination of interview-based episodes as well as solo podcasting, and has a global audience of over 100k. She has lived and worked in Dublin, London, Perth, and Sydney and has a MSc in Work and Organisational Behaviour, a Diploma in Executive and Life Coaching and a Certificate in Career Coaching.
Top 3 Takeaways
Find the fit. Aoife’s experiences led her to the conclusion that fit is what’s needed to be happy at work. This led her to identify her Happier at Work framework.Meet their needs. As leaders, we want to put our people in a position to succeed. We need to give autonomy, share clear expectations and help others discover and utilize their strengths.Happiness is possible. We spend a lot of time at work, so we need to take steps to make it enjoyable. Whenever work feels like a struggle, it’s a sign that we need to discover what’s not working.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 became obsessed with this idea of fit. I did my entire dissertation on this concept of fit.”
“As studies from various different global organizations will show that most people are not actually that happy at work, and probably people think that you can't be. But to me, there is this framework to it that if you follow, then that will drive your happiness at work.”
“There's people talking about values, there's people talking about strengths, but the needs piece is something that we need to address.”
“The interesting thing with these needs is it's not just about making sure that the needs are satisfied. It's about finding that balance.”
“All of this needs to be underpinned by psychological safety. We need to feel able to share what's going on for us. We need to be able to speak up, to challenge the status quo.”
“A lot of the time people feel like they're not reaching their full potential. So they feel like they have so much more to offer, but they don't necessarily have that opportunity there.”
“Sometimes people just think, ‘Well, that's just how work is. That's how it's supposed to be.’ And maybe they don't even realize that they have that issue until they uncover all of these things, until they start talking about what's going on for them.”
“The only people that leave are the people who are not aligned with the organization and that's okay because actually, they could be draining other people, they could be bringing morale down. They're not a good fit to be working in your organization anyway.”
“Most organizations these days are very clear about the values that they have. I'm not sure that they're very clear in terms of stating what behaviors are expected and what behaviors are not expected around each of those values. And then even beyond that, I think there's a lot of companies that might be great at saying, ‘This is what the values are' but then not holding people to account.”
Connect with Aoife
Website: https://happieratwork.ie
Assessment: https://happieratwork.scoreapp.com
Happier at Work Podcast: https://happieratwork.ie/happier-at-work-podcast
LinkedIn: https://www.linkedin.com/in/aoifemobrien
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Kim Scott is the author of Radical Respect and Radical Candor and co-host of the Radical Candor Podcast. Kim was a CEO coach at Dropbox, Qualtrics, Twitter, and other tech companies. She was a faculty member at Apple University and before that led AdSense, YouTube, and DoubleClick teams at Google. In 2017, she co-founded Radical Candor, the company, to deliver digital courses and in-person and virtual keynotes and workshops around the world.
Learn more at RadicalCandor.com.
Top 3 Takeaways
Stay timeless. When Kim introduced Radical Candor, the world was a different place. Her advice, however, is just as relevant as ever so continue to learn and apply her lessons.Sort them out. Interpersonal issues may look and feel similar, but there are important differences between bias, prejudice and bullying.Respond in kind. The right technique for one situation won’t produce the best outcome in another. Learn when to use I, it and you statements for full effect.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
“Every new generation is a little different, but the one thing that is always true is that it is the job of the younger generation to tell the older generation how we've screwed up.“
“It's pretty clear that coercion does not get the best out of people.”
“We—as human beings—our superpower is collaboration, and when we try to tell people what to do or force them to do something, then we lose the benefit of collaboration and we don't get great results.”
“It's so tempting when you have power to hang on to it. That is also a very old human instinct and a dangerous one.”
“I think most people recognize that they want to honor individuality and that they expect their own individuality to be honored.”
“There are two very different meanings of respect. One is something I have to earn. I have to earn your respect for me as a writer by writing a good book. But I'm not talking about the kind of respect that we have to earn. I'm talking about the other definition of respect which is the kind of unconditional regard that we owe each other for our shared humanity. And it's that kind of unconditional respect that I'm talking about with Radical Respect.”
“The way that I earn the right to share whatever wisdom I've gotten by having had more years on the planet than the young people who I work with—or the one young people who I live with, teenagers at home—is by soliciting feedback from them by really rewarding their candor when they give it to me because I'm going to get it whether I want it or not.”
“There's a million things that get in the way of Radical Respect but bias, prejudice, and bullying are the big three in my experience.”
“Leaders have got to address bias, prejudice and bullying, and they've got to not just address it, but their real job is actually to prevent it from happening.”
“Bias is a pattern and we as human beings, we’re pattern makers. We’re either going to make good patterns or bad patterns.”
“It's also really important to make sure as a leader that you're creating consequences for bullying, because if there's one thing that's going to get in the way of a team's ability to work together well, it's someone who bullies others.”
Connect with Kim
Website: http://www.radicalcandor.com
The Radical Candor Podcast: https://www.radicalcandor.com/candor-podcast
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Douglas Scherer is a dedicated father, speaker, author, professor, and researcher. His personal journey through the challenges of overcoming chronic pain from surgery complications and managing a global outage team led him to discover the transformative power of combining mindfulness with strategic decision-making. He speaks to leaders on ways to improve their mental well-being to tackle high-stakes decisions with clarity and purpose. His engaging talks and workshops help leaders embrace flexibility and agency through interactive practices and heartfelt stories. He is the author of the bestselling book, F.O.R.G.E.D.: Six Practices of Great Leaders in Volatile Times, which distills wisdom from leaders across various sectors into actionable practices. As a professor he teaches courses on strategic advocacy and leadership.
Top 3 Takeaways
Think fast. In so many ways, our world of work is spinning faster than ever. Whenever you feel pressed to make decisions despite not having all the information you’d like, you’re in The Forge.Fight the fear. It can be tempting to embrace incrementalism and to protect short term results. This turns out to be more risky than having the courage to be flexible and invite growth and uncertainty.Go with your gut. Despite the rise of data and analytics, human intuition continues to play an important role in our leadership. Use the tools and the evidence, but don’t hesitate to complement these with what simply feels most natural.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 Forge is really anywhere where you have to make a high stakes decision where there is not enough information to make that decision.”
“What's unique about this time is that things are now moving more and more rapidly and there's an exponential growth in the velocity of how these things happen.”
“Unfortunately, I have a long history of dealing with illnesses that have been either mistreated or couldn't be diagnosed, and some of them are very painful for long periods of time. I see that as very similar to the leadership experience when they're trying to do something like strategic thinking, but the board and the stakeholders are like, ‘Come on, make it happen, make it happen. And by the way, just do what you did last time, because that worked and we don't want to take any chances.’”
“People, once they reach a state that they clamor for, they do not want to leave it. Why? Because it's cushy there. It's nice there. We're happy there. That stable state is what really kills you because you don't move, you don't change, but you're happy there.”
“The ownership piece is extremely important. You have to own the failures and own the successes as a leader. You have to not micromanage and allow those people to own the unexpected, own the successes on the failures.”
“The flexibility piece, I relate a lot to overcoming perfection—this desire for perfection.”
“One of the biggest questions I get when I'm talking about intuition is ‘What about data?’ We're in a predictive, analytic world at this point.”
Connect with Douglas
Website: http://www.douglasscherer.com
LinkedIn: https://www.linkedin.com/in/dr-douglas-scherer/
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Jeff Sigel is an author, coach, and consultant who is passionate about creating better work environments and more fulfilling careers for middle managers everywhere. After over 20 years of corporate experience at Nabisco, The Hershey Company, grocery retailer Ahold, and the restaurant company Cracker Barrel, Jeff has shifted his focus to coaching mid-level leaders and supporting companies looking to empower their middle management teams. He is currently a consultant and coach focused on turning strategy into action by developing middle management excellence. His book, "The Middle Matters: A Toolkit for Middle Managers" is available on amazon.com.
Top 3 Takeaways
Keep on Learning. Appointing someone to a manager position doesn’t confer any new skills. Leadership and management take time, practice and reflection. Keep at it!Know the Roles. Leaders wear many proverbial hats. The three roles Jeff describes in his book are Doer, Leader, and Influencer. We need to perform each role well.Focus on Results. Each role produces its own outcome. Jeff did a great job explaining how the Doer, Leader, Influencer roles produce credibility, capacity and commitment when done right.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
“That was when I realized that leading people is not about what they can do for you, but what you can do for them.”
“That was when I realized that leading people is not about what they can do for you, but what you can do for them.”
“One of the fascinating things as I've been teaching people about this framework of Doer, Leader, Influencer is that sometimes that idea in and of itself is a big aha. Like, ‘Oh, my role isn't just to get things done anymore. I have to do these other things.’”
“If you think about any problems that you run into with your boss, it's almost always a problem with credibility.”
“Your goal as a leader should be to create a team that you trust to do things even when you're not around and get them right.”
Connect with Jeff
Website: https://jeffsigel.com
The Middle Matters (book): https://amzn.to/3AMcerA
LinkedIn: https://www.linkedin.com/in/jeff-sigel
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Jason Cochran brings a unique blend of business savvy and psychological insight to his work as a business consultant and organizational psychologist with humanworks8. Ranked among the top 10 global thought leaders in HR, culture, and the future of work by Thinkers360, Jason draws on his diverse background and experiences as a psychologist, speaker, and tech co-founder to create healthier connections between people and the work ecosystem.
Jason’s unique ability is envisioning new, innovative ways of thinking where he takes complex ideas or strategies and makes them simpler for others to understand, follow through on, and make their best contributions. Frustrated with the shortcomings of failed employee engagement initiatives, Jason created the 4 Principles of Connection®️ framework for employee experience (connecting with self, others, role, and the organization) to create better connected organizations.
Top 3 Takeaways
Embrace the future. We can’t stop the passage of time, and we shouldn’t try. Rather than fear what comes next, we need to take steps to get comfortable with evolution.Leverage your values. Instead of jumping headlong into the tactical details or mechanics of change, hit the pause button. Take a moment to revisit your organizational and personal values around learning and growth.Adapt or disappear. For a variety of reasons, widesweeping changes are happening faster than ever. Those organizations—and individuals—who resist change will quietly slip away.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“I was always curious about connections between people and work, but then the future aspect of it really kicked in once I had kids, because now it's not just me thinking about ‘What's work going to look like for me?’. Now I'm thinking about it for them.”
“Most leaders are extremely gifted and talented at the tactical—the X's and O's, but I think the important thing that happens that we often skip is we skip over the mindset piece.”
“Once we hold on to something and believe it's true, it's really hard to convince us otherwise.”
“You have to start with mindset, and you have to start thinking about it from a values level. And so certainly organizational values, I would highly recommend you have something around it there, but also when supporting people around understanding personal values. That there needs to be things around personal values as well that aligns with that in order to lead to more successful outcomes.”
“Half of the Fortune 500 are no longer expected to be in the Fortune 500. So 50 percent turnover in the next four years. This is how quickly change is happening, how rapid it is, and what a large level at which it's happening.”
Connect with Jason
LinkedIn: https://www.linkedin.com/in/jason-d-cochran/
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Oliver Burkeman is the author of the New York Times and Sunday Times bestseller Four Thousand Weeks, about embracing limitation and finally getting round to what counts, along with The Antidote: Happiness for People Who Can't Stand Positive Thinking and Help! How to Become Slightly Happier and Get a Bit More Done. For many years he wrote a popular column for the Guardian, 'This Column Will Change Your Life'. In his email newsletter The Imperfectionist, he writes about productivity, mortality, the power of limits and building a meaningful life in an age of distraction. He lives in the North York Moors.
Top 3 Takeaways
Get real. While we may be more comfortable keeping ourselves in a state of perpetual busyness, our reality is finite. Accepting this is key to enjoying life for what it is.Act out. Rather than ruminate over whether we’re accomplishing enough or are deserving enough, we should just do the thing already. Taking action is a creative force in itself.Close the books. While the start of projects contains a certain amount of energy, we can be reluctant to experience the joy of finishing them. Find the energy in the beginnings and endings.From Our Sponsor
The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.
From the Source
“When it comes to overwhelm, it's about understanding that there will always be more legitimate things, useful things that you could do with your time than you'll be able to do when it comes to not being able to exert total control over how time unfolds that will always elude us as humans, and I'm trying to argue that ultimately this is kind of good news.”
“I think we're seeking a kind of control, a kind of sense of security. It could be like freedom from problems, just a sort of state of existence that we're always chasing because we never get to it.”
“It kind of honors the actions themselves, right? You launch the business venture or write the novel or whatever it is, because that is a fun and meaningful way to spend a bit of your time on the planet, not so you get to this place where you can finally feel adequate.”
“Each of these little perspective shifts then has a chance to just sort of slide under the surface of your life a little bit and make a little tiny change, but in a way that might stick.”
“An awful lot of what we do in our lives, if we really ask when we're sort of doing it unconsciously, I think is often to sort of create a kind of emotional buffer so that we don't have to feel the reality that we're in.”
“My experience going way back is that there's something wonderful about a fresh start, about the idea that you're just diving into something new, and there's something really kind of aggravating about finishing it.”
Connect with Oliver
Website: http://www.oliverburkeman.com
The Imperfectionist (newsletter): https://www.oliverburkeman.com/the-imperfectionist
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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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