Values and Leadership

#leadership #management

#leadership #leadershipdevelopment #innovation  In a new episode from the Values and leadership podcast, we're joined with David Burkus. Three million people have watched David's TED talks. A multiple-best-selling author and award-winning. He's an associate professor of leadership and innovation at Oral Roberts University, where he was recently named one of the nation's “Top 40 Under 40 Professors Who Inspire”. In 2017, he was named as one of the world's top business thought leaders by Thinkers50.  A must listen to Leaders. David and Ahmed share proven leadership behaviors for leaders to be more effective and impactful together with their teams. Episode key Highlights: • David named Milton Hershey as the leader who inspires him as Milton blends leadership and values because he discovered a better way to do philanthropy. • Milton started a business (Hershey) and then used that to fund a philanthropic effort. He gifted his ownership in the company into a trust that funds a school for orphans. • Leaders behaviors that support innovation culture have to non-judgmental and inviting to the team's ideas, improvements, suggestions, or innovations. One example would be to comment on the idea saying, “that's a great suggestion. What would have to be true for this idea to work?” OR ask, “OK, what else?” • Servant leadership is to figure out what's blocking teams from doing the things that they need to do, from getting the things that they want to get, figure out what's blocking them, and remove them. • Confident humility means you're confident in your skills, knowledge, and ability to get the job done. But you also recognize that you are not the most important person in almost any room. • David argues that people want to join a cause and don't want to join a company in his book Pick a Fight: How Great Teams Find a Purpose Worth Rallying Around. • David's POV is that as individuals, we exist as part of larger networks. Our role is to build a connection with the right people and provide value to the whole network/industry, which is, in essence, has no end as it's part of the community. Basically, you end up creating value for the whole society.

#leadership​​ #corporateculture​​ #values​​

  #leadership​ #corporateculture​ #values​ What you can expect to hear: • Al-Nahdi medical company coaching office culture aims to improve the relationship between the manager and the employees • One of the values of the coaching culture is cooperation which is similar to Ramadan values. • Coaching culture in ALNahdi focuses on areas of strengths in people, not their areas of improvement. • The coaching culture prioritizes the people physiological needs before their professional development • Ramadan spiritual values of tranquility, when introduced and applied it can help to elevate the relationships, communication, and relationships within the corporate environment. • Ramadan values require adopting specific behaviors, and this practice can help corporate adopt behaviors that support their stated values. • Conversations with the team are the best practice to sharpen the saw and agree on specific behaviors to enliven our shared corporate values. • Fasting in Ramadan heightens human wellbeing. Corporations can benefit from abandoning doing some practices to ensure their people's well-being in the workplace.  

Welcome to a new episode from the #valuesandleadership podcast!   In today's episode, we're honored to have Eric Pliner, the YSC Consulting CEO, in New York. Eric Pliner holds MBA and has been an educator for 19 years as Senior Director, Research, Policy & Strategic Planning and Director, Organizational Talent Management & Development in the NYC Department of Education. He then joined YSC Consulting for the last ten years, where he progressively reached its CEO.    What you can expect to hear from Eric: Talking about Diversity, Equity, and Inclusion (DEI), leaders were uncertain of what an equitable environment looks like. The faster we can build empathy and the greater the likelihood of pursuing a meaningful DEI agenda as something close to our hearts and not just something close to the paper that we write our agenda. Historically, Performance was prioritized, so What people did is more important than how they did it, which meant that as long as you're delivering, then the nature of your behaviors and your interactions was allowed to be overlooked. There is work to do on the leader's part on how to correct the past's unethical and immoral behaviors. The good company asks themselves what I want the stakeholders to remember us and how to make choices that benefit the company and provide beneficial services. Empathetic Listening, not counter-argument, Authenticity, and value and respect each other humanity, and opening our hearts and mind are types of skills we need to have in our organizational culture.

#leadership​ #leadersipdevelopment 

#leadership​ #leadershipdevelopment​ #valuesandleadership​ #podcast​ Welcome to a new episode from the values and Leadership podcast. This episode is the production of CorpoCure, a values-based leadership development Advisory firm. Rob is world-leading when it comes to enabling and encouraging job crafting within workplaces. He is the author of Personalization at Work, a practical and evidence-informed guide to applying job crafting published by Kogan Page in March 2020. His work, ideas, and research on how people can personalize and bring their whole and best selves to their jobs have been presented at academic and professional conferences worldwide. Rob is a specialist in bringing positive psychology to life within organizations. He is the founder and Chief Positive Deviant of Tailored Thinking, evidence-based positive psychology, wellbeing, and HR consultancy named HR Consultancy of the Year 2020 by the CIPD. What you can expect to listen to: • In HR, we're trying to squeeze the individuality and set a direction for people and resulted in disinterested and disengaged employees • In job crafting workshops, Appreciative inquiry is used to understand what's working well and amplify it and create a vision for a peak outcome • JOB crafting is to customize and personalize certain elements of your role on how you'll act, how you interact with people, how you think about your job. Hence, it's the best reflection of you as an individual to tap into your strengths, passion, and individuality. So it's about iterative changes you can do. • JOB crafting is done in any stage of the team (newly formed and existing for a long period) or organization development, especially during change. Job crafting is beneficial when there are roles and responsibilities. • Job crafting brings awareness as to your personalized way of doing things to do deliberately with intent and how these impact your teams and outcome, and you can do that mentally without physically engage with them

#leadership​ #NewROI​ #business​ #management​ #leadershipdevelopment​

#leadershipdevelopment​ #leadership​ #culturechange​ #workplaceculture​ #owners​ #owner​ #founder​ #founders​ #ceos​ #ceo​ #valuesandleadership​ #business​ #management​ #entrepeneurs​ #purpose​ #impact​ #impactleadership​ #leadershippodcast​ #leaders​ #podcast​ #culture​l   In Episode #22 from the Values and Leadership podcast, we've Eric Twiggs. Eric is a Consultant, Founder, Author, and Executive Coach. What you can expect to listen to: • Put failures in the right perspective, be gentle to yourself, journal the mistakes, and the lessons learned, and keep going as long as you have this clarity • Success isn't a final destination. Success is a journey towards mastery of everything you do. • Honest reflections open new paths in life • Fulfillment is leaving a legacy and creating something that people will remember you with • The leader has limited control over what others define as success • Leaders need FeedForward through mentoring and reflection on day-to-day conversations to grow in their careers and life

#leadership #leadershipdevelopment #workplace In this new episode from the #valuesandleadership podcast, we're joined by Thomas Cameron a Cloud computing technologist at Redhat and leader by choice!. What you can expect to listen to: • Informal Leadership is achieved when you make sure your interests are being represented while formal leaders are making decisions that would change the workplace. • The qualities of empathetic leader • Open decision making in Redhat includes the voice of employees • How Thomas was seen as a thought leader and consultant and have a voice in Redhat management decisions while he was in rank and file positions • Formal leaders acting as servant leaders, are seen as mentors by their teams

#Entrepreneurship #leadershipdevelopment In Episode 20 from the #valuesandleadership podcast, Vernon shares emotional cues with entrepreneurs that create a fun, productive work environment and life experiences: • Vernon would share how entrepreneurs can have a daily Ritual of Care and why • A practical principle “Feel valued to work better.” • 2nd principle “More fun at work, means more productivity.” • Identify the 5 things you're amazing at to have a life more natural and abundant • How to overcome being judgmental in work • Vernon shares the (OOPS) Model. It's an acronym for options, opportunities, possibilities, and solutions. OOPS can move you from impatience to possibilities and solutions

#leadershipdevelopment #leadership #Hr  Dr. Dave Vance has an MBA and a Ph.D. in Philosophy, a Former Chief Economist, Caterpillar, and President, Caterpillar University. A strategic consultant in the learning field on creating business plans, measurement & evaluation, he's a publisher, adjunct professor, trustee, and executive director of the center for talent reporting, a blogger, and an Author. What would you expect to listen to: Dave provides a business-like approach to HR professionals to act as a business growth enabler rather than a support function. HR and L&D professionals entered the profession out of a desire to help others learn and develop—not to measure or report. The HR and L&D frameworks help HR professionals to understand why the framework is important, to organize their thinking, and devise a language with which to talk about measures. You'll get to know the three types of measure efficiency, effectiveness, and outcome and transform HR into more business-like! Dave explains the reasons to select a measure, based on the business needs, and how to be included in the right type of report, which may range from a simple scorecard to a more complex dashboard to a program evaluation report to a detailed management report like your colleagues in sales and manufacturing employ. In the “Measurement Demystified” book, Dave and Peggy provide detailed step-by-step guidance to create your own measurement and reporting strategy, including creating the all-important plan, year-to-date results, and forecast values in advanced reports.

In episode no. 18 from the (Values and Leadership) podcast, Dr. Sanjeev Dixit, the Global President-Human Capital Management and Book Author, shares an HR prescription of designing a corporate culture of joint ownership. HR is an enabling function that serves the business as their customer. HR understanding about what the business stands for and what's its purpose, and what the business priorities are enabled them to co-create action plans to support the business departments Inter-departmental alignment, co-creating matrices, and measure the joint accountabilities and KPIs reduces the blame game. PlanC is about creating a culture of joint ownership. A culture of creating goals, creating your priorities. Creating a culture of performing and achieving together. What's the middle line? And how does it bind the top line and bottom line to be sustainable and achievable. The two most powerful practices that enable Sanjeev to grow daily AND much more …..

In this week's episode from the Values and Leadership podcast, we have our first millennial guest, Brenden Kumarasamy. Brenden is a communication expert, A coach, and a business consultant. Brenden wise words that you would find the episode is: The goal is not to live forever but to create something that will. Ask yourself what is the world needs you the most to do and why, when you find that you can create something meaningful. Communication is directly related to personal branding, it creates a persona. People get hired for hard skills and you only get promoted for soft skills and communications. How can you be motivated to make quicker decisions with impact.

Dr. Oleg Konovalov Has been named as “the da Vinci of Visionary Leadership” by many leading authorities of our time. Oleg Konovalov helps companies create and execute their vision, diagnose and treat organizational diseases, maintain a strong, productive corporate culture, and achieve superior business performance. Oleg is on the Thinkers50 Radar, recognized as #1 Global Thought Leader on Culture by Thinkers 360, and is one of the #1 Global Leading Coach (Marshall Goldsmith Thinkers50). Oleg is the author of LEADEROLOGY, CORPORATE SUPERPOWER, ORGANISATIONAL ANATOMY, and HIDDEN RUSSIA. His latest book, THE VISION CODE, is expected to be published in January 2021 by Wiley. What you can expect in the show: Dr. Oleg Konovalov shares how his mindset-focused CAVIAR process enables business leaders to create a Multi-dimensional reality, a place where you want to be and happy to be in now and the next generations enjoy as well. The Vision's importance is that If you don't have a vision of raising your kids or making your company great, you will not fulfill your purpose. You need to know how to do it; else you won't fulfill your purpose. VISION is for the knowledge workers and must be shared, and it's a collective property, and people should be proud of being part of this story. Dr. Oleg exclusively shares a peek sneak into his new book "THE VISION CODE" and an in-depth explanation of the CAVIAR process from his state-of-the-art Visionary Coaching program.

Minter Dial, a thought-leader, author, consultant, professional speaker, and former General Manager Redken worldwide, is a sub of L'oreal. What you can expect in the episode: • Minter Dial is sharing his leadership time while being the head of Redken Worldwide and managing to engage his employees through various innovative ways. • Minter's mission was to “Earn a better living and live a better life,” and it was seeded in Redken activities and doing good while succeeding. • In his coming book “You lead” Minter is addressing the pressing needs of employees who are dragging their legs to work and leaders who don't feel fulfilled • Learning about yourself is a life journey • How relationships can be a guide to feel a better person and have a more fulfilled life #leadershipdevelopment #business #management

Dave Pendle, MA, is a thought Leader & Social Entrepreneur. Founder of (Generative You) developing Eco System Leaders You can join Dave in a 15-week journey in his new leadership program 'The Art and Practice of Generative Leadership'  https://campus-coevolve.org/the-art-and-practice-of-generative-leadership-2/   Dave shares five non-traditional themes about informal leaders who listen to their inner voice, expand their vision to their communities, and created a new reality   Michelle Long, She was in marketing, and started listening to herself and didn't find her inner peace and she decided to quit the corporate and she traveled to a new place, and she formed the LIVING economy. She started to form a network/community, and they withstood 2008, and they were resilient, unlike the big corporate. MK Chaudary Jaipur Rugs founder, leadership Process of self-inquiry and losing his ego. (Greystones bakery) was founded to bake brownies to hire people, not hiring people to bake brownies. Leadership isn't about the position; you have to work on it every day (A process and practice) as you have to be flexible and respond to changes. Carol Sanford developed her model of living systems by only asking questions

Ron Carucci, co-founder and managing partner at Navalent. Ron is the best-selling author of 8 books, and a popular contributor at Harvard Business Review and Forbes. Ron is a 2-time TEDx speaker, and you can listen to his recent TEDx talk on power. Ron is an expert on several topics, including the journey from startup to scale-up of a young business, leading a massive transformation in more mature organizations, advice on rising through an organization from middle management to executive leadership, and more. Ron led a ten-year longitudinal study on executive transition to determine why more than 50% of leaders fail within their first 18 months of appointment and uncover the four differentiating capabilities that set successful leaders apart. Those findings are highlighted in his groundbreaking Amazon #1 book Rising To Power, co-authored with Eric Hansen. HBR selected that research as one of 2016's “Ideas that mattered most," and he recently presented it on their Live series.  Free E-book by Ron, provides a blueprint for what it takes to architect transformation and offers insight to ensure the impact you hope for is realized within leaders, between leaders, and among the entire organization. https://lnkd.in/e8-GFMc What you can expect in the show: How the market is rewarding you as a leader and your entity for achieving short-term financial rewards mostly conflicts with your growth as a leader and the organization's business continuity.  The reasons behind leadership beliefs about instant change Managing continual disruption is a skill required of most leaders. Change management is the new management Ron's clients felt very grateful to him and Navalent team after they ended their transformational process (within leaders, between leaders, and among the entire organization)

It's Monday, and In the eleventh episode of the "Values and Leadership" Podcast, I'm joined with Mark Graban, who is sharing how Toyota is applying lean management. Later on, Mark brilliantly connects the leadership practices regarding associates within the lean management operating model and habitually excellent organizations as practiced by the late Paul H. O'Neill, Sr. You can reach Mark at his website: https://lnkd.in/efAKUEP What sets Mark Graban for me is his authenticity and deliberate learning from past mistakes, his continuous improvement, and his belief in the organization's mission, purpose, and shared values he becomes part of. A free E-book that Mark recommends to interested leaders in learning about Paul H. O'Neill, Sr. leadership actions https://lnkd.in/ewFWZpi  What you can expect to learn from Mark:  Caring leadership from CEO Paul O'Neal inspires servant leadership from employees  Reframe your worldview and lead by example in work A moment of gratitude from Mark to CEO Paul O'Neal for inspiring leadership and impact

You can reach Professor Deirdre McCloskey at her website https://www.deirdremccloskey.com/ Key Takeaways: • Professor Deirdre is motivated with telling the truth, even if this didn't help her in gaining the deserved scientific status and caused her to be in an unpopular position. • The lack of purpose is what causing loss of connection, loss of meaning in life. • Having a successful career can't be a life purpose. • Does having a yacht serves in answering the question, So what? • Should humans remain a means to an end? • The average life expectancy all over the world has increased dramatically and this allows us to have longer lives in which to try new things in life, to succeed and fail and learn from the failures. • Man does seek triple perfection, of three the third is the transcendence (ALLAH, GOD, Truth). #purpose #valuesandleadership #success #wealth #wealthy #owners #leadesrhip #leadershipdevelopment 

In the second episode with Stephen Mabbs, he continues sharing how the co-founders of Escient sought alignment with the employees' interests, ownership, and discretionary effort. Steve shares the story he loves to tell about Escient, the teamwork in Escient. How to get your clients as a startup and choose your client base to fit your purpose and impact. #leadershipdevelopment #leadership #culturechange #workplaceculture #owners #owner #founder #founders #ceos #ceo #valuesandleadership #business #management #employeeownership #employeeowned #entrepeneurs #entrepreneurialmindset #startups #startupfounders

Stephen Mabbs one of the Escient Co-Founders shares Escient Values and philosophy behind establishing the second generation of EMPLOYEE OWNED COMPANY Key messages: Stephen's unique application to “JOINT SUCCESS” with clients, employees, and suppliers. How to structure an Employee-Owned-Companies to ensure business continuity. Escient Founders applies “Skin in the game” and offers its employees ordinary shares and be owners. Stephen Purpose “TO CREATE A PLACE WHERE AMAZING PEOPLE WORK TOGETHER TO MAKE A DIFFERENCE AND IMPACT”. Escient management and employees apply impact by screening clients who sell tobacco or alcohol. Steve shares in doing commercials, there's a tradeoff between cost, quality, and functionality. Steve LinkedIn page: https://www.linkedin.com/in/stephenmabbs/ Escient website: https://www.escient.com.au/  #leadership #culturechange #valuesandleadership #workplaceculture #growthmindset #employeeexperience #leadershipdevelopment #leaders  #culture #corporateculture #behaviors #business #management #stakeholders 

Chester Elton is the author of multiple award-winning bestsellers. His books have been translated into 30 languages and have sold more than 1.5 million copies. He's a Keynote Speaker and executive coach.  He's a board member in several non-for-profit organizations and the founder of the #findyourgratitude Community. He's the Co-founder of (The Culture works), a global training company https://www.thecultureworks.com/. You can reach Elton on his website as well, https://www.chesterelton.com/welcome. What can you expect in this episode: Business is emotional; when people pay you money, this is emotional. Chester shares a restaurant's story during Covid and how they reacted and reprioritized their stakeholders' order, Employees first then customers and the payoff they've realized. Chester talks about his collaboration with Adrian Gostick. He describes it as very successful between two very different people who appreciate each other's talents and view that as complementary and fill in the gaps for each other. That's why it pays off. The leadership myth of self-made and leading with gratitude and how Chester progressed through his career from being self-made and ambitious to embracing gratitude. Surround yourself with good, honest and positive people with good values. To help yourself being grateful, ask yourself what people would say of me at my funeral. Millennials can achieve consistency in practicing gratitude if they had a long term vision and look beyond their job responsibilities and skills. Chester shares how he pays forward as one of the MG100 members to one of the officials in the World Bank   #leadership #culturechange #valuesandleadership #workplaceculture #soundbites #growthmindset #employeeexperience #leadershipdevelopment #leaders #motivationalspeaking   

Alex Edmans, the author and Professor of finance in LBS, is discussing timely long term success factors: Want more money and purpose? Start seeing the value given by your business as a pie (Profit, products that generate intangible benefits to owners and stakeholders, L&D opportunities to employees) The link between purpose and innovation: An incredibly easy method that works for all Why Ignoring (profit is a by-product of business( will cost you long term success or business closure Costco CFO Richard Galanti's beliefs on employees' pay keep Costco's ahead of the curve on keeping employees and politicians happy. Entrenched universities introduce responsible business electives: This is what Professionals DO. How Morgan Stanley's culture changed towards their employees not to work all the time. #purpose #purposeful #leadershiptalent #leadership #leadeshipdevelopment #valuesandleadership 

How Family values shaped ED leadership development career? How can Leaders shift their minds from transactions into the meaning of the work they are doing? The Untapped Gold Mine Of REFLECTIVE LEADERSHIP That Virtually No One Knows About Have You Heard? FEEDBACK LOOPS Is Your Best Bet To Grow Why You Need (A) Success Framework that starts with the focus Little Known Ways to what millennials need and need not do #valuesandleadership #business #leadership #leadershipdevelopment # #growthmindset #values #principles

Herman Miller knows from research that people have six fundamental human needs: achievement, autonomy, belonging, purpose, security, and status. Their understanding of those needs helped them develop the Living Office. This research-based approach to placemaking provides a framework for creating a purposeful variety of settings based on people's needs and daily work activities. Oliver Baxter, the Insights program manager, shares Herman Miller insights, research, and personal experience traveling across the APAC and MEA. Oliver will give us new perspectives on how workplace design can meet people's needs and positively affect their experiences and ultimately help form an innovative and collaborative corporate culture. Oliver shares his perspectives on: How to efficiently reduce the footprint of offices and the real state costs while overcoming the  Space reduction model adverse impact on employees' feeling and engagement. The current space and office design were tailored to be in line with the command and control environment, and apparently, this comes as a trade-off with collaboration and innovation. In the MENA region, Collaborative spaces are best suited to be in proximity to prayer places where most of the collaboration activities happen around prayer times. How space can affect the motivational factor? A living office is a process of designing space based on human needs. It motivates mainly security (physical comfort and product themselves) and autonomy (freedom by giving the employee a choice, what they need to do). The need to think once more of what cafeteria, pantry, or plaza, can create belonging, the trust which increases oxytocin in blood levels that help reduce stress and increase productivity. How Herman Miller continues to enhance its corporate culture and revolutionize how it treats its people by eliminating performance review and replace it with the "GET TOGETHER." How Herman Miller employs 360 Feedback and people survey to enhance its corporate culture and Manager/Executive training and, finally, how that positively affects the leaders' behaviors.

How Tim Masson, CEO of Ian Martin, addressed the polarity between Profit and purpose and community? How Murali practiced empathy with his employees, and that helped to achieve higher business results? Educate and coach irresponsible employees to be more responsible and never fire any employee. What is the teal concept of management? Don't treat people like machines or children. Employees can use the advice process to take business decisions like capital spending, as well as initiate a compensation advice process and Role advice process relating to their compensation and role change. The true PAYOFF When people feel they're treated with dignity (feel honored) and respect the payoff is guaranteed, and the tradeoff is the ego. Ian Martin as a B-Corp voluntarily has a stwearship council that pays 10% out of their profits to charities

Tom Walter, the owner of Tasty Catering, is sharing how the great game of business concept applies in his company by utilizing the open-book management, which resulted in positive financial results and created lasting cultural change in Tasty Catering.  Tom Walter asks "Why do we leave a place of love like our home and go to work and treat people differently?"  Values-based decisions by employees, resulted in years of double digit growth in profits    

In this first episode of the (Values & Leadership) podcast series, we're joined by Tom Walter, the owner of Tasty Caterings, to explore Authentic leadership in the age of COVID and pre-COVID. We will discuss what it means to be an Authentic leader at all times.