Workplace Warrior®

About Kelly Feldkamp: Kelly is the founder of ProVention Plus, which is an on-site injury prevention company that is changing the way companies take care of their manual labor and craft employees. She has a master's degree in exercise and wellness and is the creator of the Move Better Program used by thousands of jobsite athletes over the last 20 years.  Kelly has a passion for helping jobsite athletes reduce the discomfort that they may believe is an unfortunate but necessary part of their profession. She and her team at ProVention Plus have been blessed to work with those who are most in need of injury prevention care, but are also the least likely to seek it out for themselves. The evolving conversation around how we care for the job site athlete is a welcome change for Kelly. She's playing an active role in moving the industry toward a place where pain is not just an unfortunate byproduct for the job site athletes, but they also build the world we all enjoy.   In this episode, Jordan and Kelly discuss: Why on-site injury prevention is important  Addressing and reducing job site injuries  The state of jobsite injuries  Preventing injuries through movement  Key Takeaways On-site injury prevention services can reduce discomfort and pain for industrial athletes. Providing them with the right support can lead to fewer injuries which would make them even more effective at their work and also increase their loyalty towards the company.  Dynamic group warm-ups and dedicated one-on-one sessions are more effective than stretch and flex programs in reducing injuries and preventing current injuries from progressing.  Industrial athletes often continue working despite injuries due to fear of losing their job or ruining the company's zero-injury record. Soft tissue injuries, which are common and costly in industrial settings can often be prevented through physical therapy and strengthening rather than surgery.  Moving our bodies in all possible ways is essential in reducing and preventing injuries both on and off the job.  “If you don't move it, you lose it. So let's move our bodies in all the ways we can move it.” —  Kelly Feldkamp   Connect with Kelly Feldkamp:   Website: https://proventionplus.com/  LinkedIn: https://www.linkedin.com/in/kellylynchfeldkamp/  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/  

About Ryan Tansom: Ryan started his entrepreneurial career at his family business where he was the executive VP. He was responsible for the strategic operational and financial strategy of a $21 million company. By the age of 27, he helped turn the company around and bring intentional focus to the right strategies, which enabled it to be sold for eight figures in 2014 to a local competitor, Ryan took his experience and founded Arkona to create the intentional growth framework which helps owners view and run their company like a financial asset through educational training and fractional CFO services. Ryan's mission is to help entrepreneurs enjoy work, create wealth, and make an impact in order to make the journey worth it. Ryan has personally guided over 400 entrepreneurs, and leaders through the Intentional Growth Academy. He has been involved in dozens of transactions and spoken in front of some of the most prestigious CEO masterminds, like Vistage Worldwide and Entrepreneurs Organization. He also hosts the popular Intentional Growth podcast that has 340 Plus episodes 500,000 downloads and guests like Gino Wickman, Bo Burlingham, Dan Martell, and others.    In this episode, Jordan and Ryan Tansom discuss: The “hats” entrepreneurs wear: Owner and Leader Owners and leaders usually have different values and goals for each hat The critical conflicts balancing income and growth  “De-risking” cash flow Growing your value  Key Takeaways Conflicts happen when there's a misalignment of values between the leadership and the ownership of a company.  Especially when owners and leaders are the same people, they need to define their goals for each hat they wear. Then they need to create alignment between ownership, leader, stakeholder and client goals.  They must also create a vision that will guide their decision-making and make sure that the organization is always aligned with the overall goal.  Revenue doesn't mean much for a company. At some point, there needs to be cash flow to generate enough equity growth.  Grow value by increasing and “de-risking” cash flow.   Hire the right team of advisors and coaches to help you get to where you want to be. Surround yourself with people that you trust, love, and respect.  “There is nothing more “freaking” frustrating than someone who wants to just get up and execute when the owner and ownership group doesn't know what they want.” —  Ryan Tansom Connect with Ryan Tansom:   Website: https://arkona.io   LinkedIn: https://www.linkedin.com/in/ryan-tansom-4a440710/  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Stephanie Coradin: She is the Founder of Dembo Inc. She has over 18 years of experience in providing leadership and development training and life coaching to individuals and groups from various industries.  She holds an MBA and a master's degree in mental health counseling. She has a unique combination of knowledge and length of industry experience, which enables her to draw out the underlying factors that may be impacting an organization's growth and provide effective solutions. She's an advocate of employee empowerment, and dynamic leadership. She believes that when employees feel valued by their leaders and trusted with their abilities, they are motivated to perform their best.    In this episode, Jordan and Stephanie Coradin discuss: The fine line between coaching, consulting, counseling and mentoring  The stereotypes regarding the different generations in the workplace The mentality of entitlement across generations Corporate culture change   Key Takeaways In corporate culture change, start with standard operating procedures to fix the cause versus just curing problems.  Awareness of one's own leadership style is essential to building a positive corporate culture.  Building self-awareness requires a person to be willing to dig deep into the intentions, motivations, and past experiences that drive their decision-making. Once a person becomes aware of their background and tendency, that's when they can move forward with change.  A mentality of entitlement and oversensitivity is not entirely unique to the younger generation. There are entitled people in all generations. Somewhere between 13% and 20% of people have personality disorders. You have to assume that regardless of generation, you will see difficult behaviors.    “Treat your team members well. If you treat your team members well, then your bottom bottom line will soar. Because when they're happy, they make everybody else happy.” —  Stephanie Coradin   Connect with Stephanie Coradin:   LinkedIn: https://www.linkedin.com/in/demboinc/  Instagram: @stephanie_zcoradin    Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Susan Power: Susan is the Founder & CEO of PowerUp Leadership, a boutique consulting advisory and leadership coaching firm based in Halifax, Nova Scotia Canada. PowerUp  Leadership focuses on creating inspiring workplaces  The firm specializes in building leadership capability for Executive Leaders.  Most of her  clients are in the technology industry, professional services, and healthcare In this episode, Jordan and Susan Power discuss: How people communicate in both direct and indirect cultures. Roles coaches play at the highest levels that are usually not discussed Helping teams work together more effectively  Aspects of effective leadership Key Takeaways Effective leadership requires balancing a polarity: Respect and support on one side. Challenge and accountability on the other. The top coaches act as a “thought partner” with their executive clients. They provide alternative perceptions and interpretations to help their clients reach decisions. This is not usually included as something that is part of coaching.  Teams are able to work more effectively if each member is encouraged and willing to communicate their strengths and weaknesses.   To encourage honesty, ask each team member to voice their level of belief in a decision and then address any doubts or concerns that arise.  Prioritizing respect and humility is the key to effective leadership. Being merely “nice” isn't going to help anybody in the long run.  “To be an entrepreneur, you have to be very intentional, that continue to surround yourself with top talent and smart people and smart clients.” —  Susan Power Connect with Susan Power:   LinkedIn: https://www.linkedin.com/company/powerupleadership/  Twitter: https://twitter.com/powerupleaders/  Facebook: https://www.facebook.com/PowerUpLeader/  Instagram: https://www.instagram.com/powerupleadership/    Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Randi Roberts: Randi is the president of Randi Roberts Coaching LLC., and founder of the Fulfilling Career, Happy Life Community. Randi is an executive coach and a career life coach, and she helps accomplished professionals love their work and achieve their career goals. She has seen too many people develop solid career plans, put in tremendous effort over many years at significant sacrifice, and then achieve their goal only to find that it may not be as satisfying as they hoped.  The work her clients do with Randi allows them to explore new possibilities, assess their framework against who they are and want to be, and find what truly fits.  Randi has an MBA from the Wharton School of Business and is a professional certified coach. Before becoming a career life coach, Randi had a successful 30-plus-year career as a pharmaceutical executive working for both large companies and a small startup. She also founded two of her own businesses.   In this episode, Jordan and Randi discuss: What is important in planning a career change Look at your life as a business challenge Balancing psychological safety and managing performance Visualizing the best career experience  Trust your gut and get some help  Key Takeaways You need to put in some work in your inner being before you change careers. Figure out what the issue is first and get to the bottom of it before you decide to shift so that you can get it resolved before moving out.  It's better to align your career goals with your personal values and happiness rather than just following a structured career planning process. If you do need to take on a role that you are uncomfortable with, then make sure that you're making the decision for yourself rather than doing it just because somebody told you so.  Visualize what would be the ideal situation for you. Put yourself a year ahead where you are happy and fulfilled. What does your work look like? How much are you earning in that ideal situation? How many hours of work are you putting in? Once you've figured that out, look at the gap between that and where you are now.  Trust your gut and get some help. Your skills, your abilities, and your instincts are what have gotten you to the point that you're at.  The possibility of coming up with the answer is much greater if you have somebody else's brain and insights into it, rather than just trying and taking it on yourself. “Being opportunistic is great but I think it's worth, taking a beat, taking a deep breath, and making sure you're going after the right thing for the right reasons. Money is very attractive in the short term. But it's not enough for most people to sustain your fulfillment over the long term.” —  Randi Roberts   Connect with Randi Roberts:   Website: https://www.corlinroberts.net/  LinkedIn: https://www.linkedin.com/in/randi-roberts-28a8768/  Facebook: https://www.facebook.com/groups/fulfillingcareerhappylife/  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Eric Chriss: As the CUSTOMatrix Founder and CEO, Eric Chriss' dynamic, direct and innovative leadership guides their Executive Services Division. A nationally recognized trailblazer in the executive leadership and management field, Eric pioneered the CFO practice model – a model that has taken on national scope and is recognized as a best practice within the financial leadership arena. Deeply committed to understanding the root of client needs and dilemmas, Eric's down-to-earth and upfront style blends with a successful track record in executive management. In building CUSTOMatrix from the ground up, he's developed numerous programs for the firm in addition to generating business development strategies with banks, private equity groups, and venture capital. Eric also focuses on partner recruitment, international business development and media campaigns to build engagement with and awareness of the firm's brand.   In this episode, Jordan and Eric discuss: Managing Succession Risk  An Executive Roundtable Using whole life insurance in a manner like stock options Key Takeaways Using insurance mechanisms can help business owners address key employee risk and succession planning challenges. It creates a unique incentive that protects the organization while also creating resources for the key employee who's next in line to purchase the business.  An Executive Roundtable is an approach to evaluate the true efficacy of a CFO consulting engagement. Create space in your organization to allow the CEO and their team to discuss issues with bare honesty. Being accountable to each other will hurt, but when things get difficult or painful it is usually a sign that you are going in the right direction.  “It hurts to be accountable. And if it hurts, then you're probably - not always - but you're probably doing the right thing, or at least headed in the right direction.” —  Eric Chriss     Connect with Eric Chriss:   LinkedIn: https://www.linkedin.com/in/ericchriss/  Website: www.customatrix.com  Email: echriss@customatrix.com    Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Steven Gaffney: Steven Gaffney is the CEO of the Steven Gaffney Company. He is the leading expert on creating Consistently High Achieving Organizations (CHAO)™ including high-achieving teams, honest communication, and change leadership. He is one of the few leadership experts that can guarantee results.  He has become the go-to person and trusted advisor for countless top leaders and executive teams from Fortune 500 companies and associations, as well as the U.S. government and military. He is also a highly regarded author and sought-after speaker.   Thousands of people have credited Steven's speeches, seminars, TV and radio appearances, and books, for making immediate and lasting changes in their organizations and personal lives. He is a cancer survivor, and as a recognition of his contributions, he received the Celebration of Life Award.   In this episode, Jordan and Steven discuss: Creating consistently high-achieving teams The three moods a team can have What is unconditional power?  How to respond when you are being targeted  Key Takeaways Observe how when we're in a good mood, we're more productive and effective. There are three moods: one is powerlessness, the second is conditional power, and the third is unconditional power. Unconditional power is all about recognizing issues but still choosing to spend 100% of one's energy to create solutions.  There are certain principles that are universal in how human beings are built. An example is that if we listen to another person deeply, no matter how upset they are, they tend to start calming down. It doesn't completely solve the conflict or problem, but it is a good first step.  Don't be stuck in a victim mindset. Perhaps someone has spoken to you in a disrespectful or bullying way, whether they intended to or not. To be an effective leader, you need to separate your self-esteem from how others talk to you. You always have the choice to turn a situation into something that's psychologically beneficial to you.  “Unconditionally powerful means we recognize conditions about people, resources, or whatever. But we spend 100% of our energy on what we're going to do about it.” —  Steven Gaffney   Connect with Steven Gaffney:   Facebook: https://www.facebook.com/TheStevenGaffneyCompany  Twitter: https://twitter.com/steven_gaffney  Instagram: https://www.instagram.com/stevengaffneycompany/  LinkedIn: https://www.linkedin.com/in/stevengaffneycompany/    Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/  

About Bill Kieffer: Bill is a former U.S. Army officer with over a decade of active duty service. He also possesses extensive experience as a human resource and talent management executive, with more than two decades of senior leadership roles in large, complex, global companies. His practical, thoughtful, and results-focused approach has aided individuals and organizations in various industries in optimizing their talent capabilities and achieving their goals. Throughout his career, he has provided coaching and guidance to military veterans, helping them make successful transitions from their military careers to the civilian, commercial work world. Having undergone this transition himself, he is passionate about supporting other veterans in their journeys to success. The breadth and depth of his experience uniquely qualify him to offer guidance to veterans, non-veterans, teams, and organizations in effectively navigating change, acknowledging the realities of their situations, and developing and executing plans to enhance performance and achieve their planned objectives.   In this episode, Jordan and Bill discuss: The journey of transition  The cost of sacrificing relationships  Cultural differences in performance management  The significance of knowing who you are Key Takeaways The centerpiece for success in both transition and landing a job is to understand deeply who you are. Know what makes you tick so that you can be successful and authentic, adding your real value to your work environment.  The three key questions are “Who are you?” “What do you bring to the party?” and “How do you define success?”  Departing and transitioning into a new career is a journey unto itself. Once you've made it, you've got to do something to be successful. A lot of people who transition find themselves feeling a lot of fear because of the uncertainty and the unfamiliarity of it.  When you sacrifice relationships for the sake of efficiency, sometimes people get hurt and the best that you'll be able to get out of them is compliance to your position. You'll never get commitment, camaraderie, or synergy with them.  Discover the culture regarding performance management when you are going into a different culture. Don't force your ideas on people, find a way to work together in harmony.  “When you've landed, you have got to understand who you are and what makes you tick, so you can be successful and authentic and add your real value to your work environment.” —  Bill Kieffer   Connect with Bill Kieffer:   Website: https://www.kieffer-associates.com/  LinkedIn: https://www.linkedin.com/in/williamkieffer/  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About John Baldoni: John Baldoni is an internationally recognized keynote speaker and author of 16 books that have been translated into ten languages. John's thought leadership is reflected in his writing as well as his choice of media: columns, videos, and books. John also integrates piano improvisations into his keynotes which he illustrates with his still life photos.  As the host of LinkedIn Live's GRACE under pressure interview series, John has interviewed more than 200 global business, academic, and thought leaders and doers.   John's books include Grace Under Pressure: Leading Through Change and Crisis; Grace Notes: Leading in an Upside-Down World; GRACE: A Leader's Guide to a Better Us; MOXIE: The Secret to Bold and Gutsy Leadership; Lead with Purpose; Lead Your Boss; and The Leader's Pocket Guide.   Thinkers 360 named John the No. 2 Thought Leader in Coaching in 2023 and a Top 10 Thought Leader for both Leadership and Management in 2022. Global Gurus ranks John a Top 15 global leadership expert, a list he has been on since 2007. In this episode, Jordan and John discuss: Infusing grace into leadership  Compassion and self-care  Expressing your empathy  Why grace is important Key Takeaways When in crisis, effective leaders take care of their people, they take care of themselves, and they plan for the future. The key is to infuse that framework with grace. Leaders must let their people know that they have their back.  Compassion is all about recognizing the pain and suffering that others experience and helping to alleviate that if possible and appropriate. In the pursuit of that compassion, many leaders neglect to care for themselves. However, in order to continuously support others, a leader must give themselves compassion, grace, and care as well.  Compassion is the expression of empathy. When you see somebody in need or in pain, what you decide to do about the situation is truly what counts. Be present for people and offer your support.  Grace is essential for recognizing the better nature of others and overcoming prejudice, as it allows us to see beyond our own self-protection and threat responses.  “The easiest thing that well-intentioned leaders do is take care of their people because leadership is other-directed.” —  John Baldoni Connect with John Baldoni:   Website: https://johnbaldoni.com/  LinkedIn: https://www.linkedin.com/in/jbaldoni/  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/  

About Debbie Allen: What makes Debbie Allen's business mentoring unique is her 'hands on'​ personalized attention to her clients. Integrity, follow up and commitment to excellence are all core business values. She supports small business owners, entrepreneurs, speakers and coaches to create and build highly successful expert businesses.    Debbie has built and sold 6 million-dollar companies in diverse industries and has been an entrepreneur since the young age of 19. Today, she is known as The Market Positioning Expert by supporting her clients in developing brand domination around their expertise. Debbie works with small business owners, entrepreneurs, coaches, speakers and experts in many different niche markets.    Debbie has been a professional business speaker for over 25 years and has presented before thousands of people in 28 countries around the world. She is an award-winning entrepreneur and bestselling author of 10 books including The Highly Paid Expert, Success Is Easy and Expert Positioning.    Her expertise has been featured in dozens of publications including a regular featured expert with Entrepreneur Magazine. Additional media includes Forbes, Washington Post, and USA Today.   In this episode, Jordan and Debbie discuss: The power of relationships in business  Promoting yourself in an authentic way  Getting over the discomfort of self-promotion Success in entrepreneurship  Key Takeaways: It's necessary to treat other people with respect, but it's equally as necessary to be truthful and speak your mind. Relationships are very powerful in business but that doesn't mean you have to be worried about getting everybody to like you.  Promote yourself in an authentic and loving way, showing people that you are eager to give value to them through your expertise. There is an arrogant and tiresome way to do self-promotion, that is what you have to avoid. However, you can't get by anywhere in life if you don't talk about what you do and what you are good at.  There's an underlying reason why one may find it difficult to promote themselves. In that case, one must rid themselves of negative preconceptions about marketing. Marketing is good, it serves not only you but for people who are looking for someone like you.  Success in entrepreneurship starts with overcoming mental barriers. You have to believe in yourself so that others can also believe in you and trust your product, skill, or expertise.  “You need to tell people what you do. Otherwise, you're not going to get the opportunities that you deserve” —  Debbie Allen Want to find out how entrepreneurs are turning their businesses around with expert positioning to build multiple 6-7 figure income streams? Check out Expert Positioning here:  www.ExpertPositioningSuccess.com    Connect with Debbie Allen:   Website: www.DebbieAllen.com  Facebook: https://www.facebook.com/DebbieAllenInternational  LinkedIn: https://www.linkedin.com/in/debbieallenspeaker/  YouTube: https://www.youtube.com/user/dallen7001  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/  

About Catherine Mattice: Catherine founded Civility Partners in 2008 as a result of working in a toxic environment and has since served a huge array of clients with consulting, training and coaching services. She's written three books, one of which Ken Blanchard called, “the most comprehensive and valuable handbook on the topic” of workplace bullying. Catherine's also been cited in such media outlets as Forbes.com, Inc Magazine, Entrepreneur, and USA Today, and appeared as a guest on such venues as NPR and CNN. Catherine is active in the International Association for Workplace Bullying & Harassment (IAWBH) and one of the four founding members of the National Workplace Bullying Coalition, a nonprofit organization focused on ending workplace bullying. She has a Bachelor's and Master's in Communication and taught communication courses at the college level for ten years. In this episode, Jordan and Catherine discuss: The part that the organization plays in abrasive cultures The paradox of a respectful culture  Overcoming one's own abrasiveness  The cost of having an unhealthy culture  Key Takeaways: The organization plays a much bigger role than they're often given credit for. In many cases, an organization has an abrasive leader because the organization has allowed it to happen or they don't have the right policies and procedures in place to keep it from happening. The goal with creating a respectful culture is creating a psychologically safe environment. This doesn't mean that we promote or empower a culture of victimhood because victimhood in itself is a bullying tactic. People should be allowed to show up as authentic while also making them feel safe.  A big piece of being able to overcome abrasive behavior is acknowledging that you're imperfect, you make mistakes, and that you can learn from these mistakes. Telling others that you have a tendency to say things the wrong way but you're working on it would be a huge boost in morale for people that you lead.  If people feel scared, they are more likely to make mistakes and in some workplace environments, mistakes can be riskier or could mean accidental physical harm. That's why it's important, in all environments, to create a culture of psychological safety.  “A lot of times what the clients are essentially saying is ‘I'm learning that mistakes are okay, that we can learn from them. It's okay to be human.'” —  Catherine Mattice Get your own electronic copy of “How To Coach Abrasive Leaders” ebook for free by clicking on this link: https://civilitypartners.com/how-to-coach-abrasive-leaders/    FREE Resources For Developing A Healthy Workplace Culture: https://civilitypartners.com/free-resources/    Connect with Catherine Mattice:   Website: https://civilitypartners.com/  Email: info@civilitypartners.com  LinkedIn: https://www.linkedin.com/in/catherinemattice/  Facebook: https://www.facebook.com/CivilityPartners/  Twitter : https://twitter.com/CivilityCP  Instagram: https://www.instagram.com/civilitypartners/    Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

Nancy Parsons is CEO and President of CDR Companies, LLC, which is a globally recognized expert in combining the science of assessments with the art of developing people. Nancy was the ACEC/MEECO International Institute Thought Leader of Distinction in Executive Coaching (2019) and author of the Amazon bestseller: Women Are Creating the Glass Ceiling and Have the Power to End It. Nancy and her team recently launched CDR-U Coach, the first-of-its-kind, digital avatar coach that provides individualized feedback and development for all employees. CDR-U Coach was awarded the 2021 Gold Star Winner of the “Best New Product or Service of the Year” by the Stevie Awards for Women in Business and for the 2022 Houston Business Journal Innovation Award. Nancy's primary clients include global C-Suite members and executive coaches.   In this episode, Jordan and Nancy discuss: Coaching from live people delivered digitally The only digital avatar that can debrief a deep personality assessment  How the avatar can extend the reach of executive coaches Nobody coaches the bottom 80% of the workforce Breaking through the glass ceiling  Key Takeaways The digital avatar system is not AI. All the scripts are written by executive coaches. This extends deep coaching to people who almost never receive it.  Only 10-15% of employees are self-aware, which is why a lot of people make career mistakes, become unhappy, or have engagement issues. Growth doesn't happen until we look deep within ourselves. The assessment suite delivered by the avatar includes characters, drivers, and risks.  In giving feedback, it's important to be candid, direct, and accurate - to not sugarcoat the results. However, it's equally as important to be cognizant of people who do need reassurance and need a little extra support in order to reach their potential.  Breaking through the glass ceiling is a matter of being more assertive and having more initiative. It's about being more confident and being open to speak up and answering questions even in moments where you don't feel confident. Also, like everything else, it will take practice.  “Women can change these reactions and behaviors, but they have to be aware of them. We can end the glass ceiling if we help women be more assertive in those tough moments.” —  Nancy Parsons   Connect with Nancy Parsons:   Website: www.cdrcompanies.com  LinkedIn: https://www.linkedin.com/in/nancyeparsons/ | https://www.linkedin.com/company/cdr-companies/  Twitter: @neparsons   Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Jeff Eschliman: Jeff Eschliman is an executive coach with 30 years of experience from combat in Iraq to the corporate boardroom. Personal development, consistency, and a tenacious work ethic are hallmarks of Jeff's leadership style. Jeff communicates a crystal clear vision and bold expectations with his collaborative approach.   Jeff is a sought-after expert for building and scaling results-driven teams. He believes hiring the right people, equipping them with the tools they need to be successful, and then holding them accountable for results is the secret to exceptional business success. He knows creating culture through attracting top talent, intentional onboarding, and rigorous top-grading are critical for winning with people.   Jeff believes in helping you find the same harmony in your life that he creates for his clients by using his zen-for-success model. Through his system of careful planning and continual reflection, he's able to slow down the chaos of modern life. Guided by his one-page strategic plan for life, Jeff helps bring your vision for the future into an actionable methodical plan where success and harmony coexist. In this episode, Jordan and Jeff discuss: Becoming well led  Zen for success  Pause and assess  The secret to leadership  Key Takeaways Your journey to leadership starts with learning to become well-led. If you are not teachable, cooperative, or accountable, then you will lack the resources and experiences that would have made you into a great and effective leader.  Every part of our life wants a little piece of our time and when we keep letting people take, without giving ourselves any care, then we'll end up burning out. Slow down the chaos, check out so that you can check-in.  Instead of putting out fires all the time, slow down and find out who's holding the matches. Which parts of the process are the most prone to danger? There will be three buckets in your organization, and the goal is to move each bucket higher than where it is.  The secret to leadership is that there's no secret. You've got to work hard and align with the mission and vision of the organization. Focus on getting the right people on the team, who apply the team's core values.  “Learning how to work with people, learning how to be well led, I think is an important part of leadership in general” —  Jeff Eschliman   Connect with Jeff Eschliman:   Website: https://jeffeschliman.com/  LinkedIn: https://www.linkedin.com/in/jeff-eschliman-154666b/  YouTube: https://www.youtube.com/channel/UCopm4FZEGnRHhLIkWwCETXQ  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Angela Johnson: Angela Johnson calls herself “professional people geek.” She is a Certified Scrum Trainer, Agile Guide and author of The Scrum Master Files, Secrets Every Coach should know.    She has 25+ years of experience working with teams and leaders in both project management and Agile environments. Angela started her career in technical support, quickly advancing to programming, database administration and project management. She realized that her passion was not in Gantt charts and status reports but in helping people work together more effectively within organizations. Becoming a Scrum Master enabled her to serve teams.    In 2010, she founded her company to bring Agile education and coaching services to a diverse group of start-ups, Fortune 100 and 500 companies. Angela identified that the best way to learn more about the highs and lows of Scrum adoptions was to immerse her own company into this way of working. In 2014 she renamed the company to Collaborative Leadership Team and began the same journey her clients were undertaking.   Collaborative Leadership Team uses Agile to manage the company and has the privilege of serving others in a variety of industries including: software, hardware, services, marketing and more. The breadth and depth of CoLeadTeam's experience extends beyond Scrum and includes Kanban, eXtreme Programming, Facilitation and Organizational Change for Business Agility.   Angela is a Certified Scrum Trainer®, and a Certified LeSS Practitioner. She holds a Masters of Business Communication from the University of St. Thomas. She believes her greatest roles are mom, wife and teammate.   In this episode, Jordan and Angela Johnson discuss: Problems that are universal to organizations  The relationship between autonomy and psychological safety  The four values of the Agile Manifesto  Practicing radical daily transparency   Key Takeaways: Scrum is all about not having somebody hierarchical above you telling you what to do and when to do it. It's a self-organizing self-managing team. A leader's job is to create alignment and make sure that everyone across the board is able to implement new strategies like scrum and agility.  In order to introduce autonomy and personal responsibility in an organization, the environment has to become psychologically safe and people are able to openly bring up problems that come to light.  Being agile is all about your organization's ability to pivot or adapt. Here are the four values of the Agile Manifesto: Individuals and interactions over processes and tools, working software over comprehensive documentation, customer collaboration over contract negotiation, and responding to change over following a plan.  The key to cultivating an agile team is to practice daily radical transparency. For you to be agile, and be able to pivot in time to prevent a disaster or seize an opportunity, you've got to know where your organization is.  “The leader has to set the tone and be very clear - because people will make things up in the absence of clear direction. ” —  Angela Johnson   Connect with Angela Johnson:   Website: https://thescrummasterfiles.com/  LinkedIn: https://www.linkedin.com/in/angelajohnsonscrumtrainer/    Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Robin Osborn: Robin has a 33-year history of being at the helm of her l family business in Southern California. Her remarkable entrepreneurial journey started at the young age of 21 when she, her twin brother and their sister took over her father's business after his suicide! She managed over 40 employee's with a current employee retention record of over 30+ years. She has an intuitive understanding of both the employees' and customers' needs.   A few years ago, Robin's business literally hit the ceiling. She was up at 2am, frustrated with doing the same thing and getting the same results. She was facing personnel conflict, profit woes, and inadequate growth. After reading the book “Traction” by Gino Wickman, her life was changed forever. By applying Business OPerating Systems to her business, she has finally received the relief and freedom that she once only dreamed about.    Robin is passionate about championing you to get the most out of your business using the Freedom Framework. She would love for you to contact her to discuss a plan of action in achieving the business success you have always dreamed about.   In this episode, Jordan and Robin discuss: Becoming an Adversity Warrior The value of being vulnerable and honest about what you're going through  Creating unity in the organization   How to get the team to the pinnacle  Key Takeaways The first step to becoming an adversity warrior is to recognize that you're stuck and having the courage to step forward and get the help you need.  Going from chaos to clarity is about going inward and finding out how you are holding yourself back. Recognize the limiting beliefs that you hold and seeing what parts of your life are not in alignment to your values. Own your actions, executions and the way you engage with people.  Once you have achieved clarity within, you must also apply it in your organization. Be clear about the goal and make sure that everybody knows what that goal is and that each person is rowing to the same destination. Inspire a culture where people are smoke detectors instead of firefighters.  To get people rowing in the same direction, you've got  to go through the basic framework of each one knowing their role in the organization. There must be accountability and a new set of rules in order for the team to reach a new peak.  “Understand your weaknesses. We don't want to change the weaknesses. We just want to keep them in the peripheral vision so that we can keep everyone around us in their unique ability.” —  Robin Osborn   Reserve a meeting with Robin by clicking on this link: http://www.followupwithrobin.com/    Connect with Robin Osborn:   Website: https://robinosborn.com/  LinkedIn: https://www.linkedin.com/in/robinosborn/    Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Jennifer Fondrevay: Jennifer J. Fondrevay is the Founder of Day1 Ready™, a consultancy that advises forward-thinking business leaders, owners, and C-Suite executives on how to prepare for the human capital challenges of M&A. As a Fortune 500 C-Suite “survivor” of three multibillion-dollar acquisitions, Jennifer has been on all sides of the deal equation. She saw countless growth strategies fail due to a workforce that couldn't pivot and adapt as quickly as leadership anticipated.    In this episode, Jordan and Jennifer discuss: The personas that emerge during mergers and acquisitions The Dominatrix and Black Widow personas What does not get discussed in mergers and acquisitions Why you should be truthful to your team about threats Key Takeaways If you are not truthful with your team, they will see through you and lose their trust. Don't say lies to calm and placate people in an uncertain environment.   Leaders need to be warriors during times of significant change Not every abrasive person in the workplace is a sociopath or a bully. Many are that way because of their cultural background and their self-esteem being tied to their ability to achieve great things.  Black widow personas often act like your friend while slowly positioning themselves to take your role or ascend past you. Watch out for their signals and red flags so that you won't be blindsided.  Leaders need to be familiar with the emotions and personas that emerge so they are able to calm the underlying fear and increase empathy and collaboration “Let go of your title. What you need to focus on is showing your skill set and your expertise. And that is how quickly you learn about industries: distill that information into actionable, executable tasks.” —  Jennifer Fondrevay   Connect with Jennifer Fondrevay:   Website: https://jenniferjfondrevay.com/  LinkedIn: https://www.linkedin.com/in/jennifer-fondrevay/  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Laura Crawshaw: Dr. Laura Crawshaw (aka "The Boss Whisperer®") is the world's leading expert on coaching abrasive leaders and relieving the organizational disruption and workplace suffering they cause. With more than 35 years' experience as a psychotherapist, corporate officer, executive coach, researcher and author, she founded The Boss Whispering Institute in 2008, which is dedicated to research and training in the field of coaching abrasive leaders. Through her pioneering work, Dr. Crawshaw has dispelled the myth that leaders who engage in bullying behaviors are incapable of changing their management styles, bringing insight to these individuals and hope to their employers.    In this episode, Jordan and Laura discuss: The reasons that bosses are not clear and direct with abrasive leaders Abrasive leaders need to know the consequences of their impact on others Seeing through the lens of ego and mechanisms of defense Coaching abrasive leaders takes the cooperation of their management and HR   Key Takeaways Leaders must realize they are the guardians of the mission of the organization and they are also guardians of the workforce that works to fulfill that mission. They have the duty to provide a physically and psychologically safe workplace.  Abrasive leaders tend to not see themselves as abrasive. Some of them believe that they're doing what needs to be done in order to achieve the organization's goals. This is why abrasive leaders need to develop awareness of their behavior and the consequences of it.  Always keep this in mind. When people respond in anxiety and fear in your presence, try to be open to knowing why they are threatened and with that knowledge, put them at ease.  Coaching an abrasive leader to develop healthier habits of communication needs the cooperation of first the abrasive leader, and also, their manager. The manager needs to directly let the leader know that they are abrasive.    “[Leaders] are guardians of the mission of their organization. They're also Guardians of the workforce that works to fulfill that mission and so they have a duty to provide a physically and psychologically safe workplace. That is a manager's duty.” —  Laura Crawshaw   Check out Laura's books:  Taming The Abrasive Manager: How To End Unnecessary Roughness In The Workplace (The Jossey-Bass Management Series). https://www.amazon.com/Taming-Abrasive-Manager-Unnecessary-Jossey-Bass/dp/0787988375  Grow Your Spine & Manage Abrasive Leadership Behavior: A Guide For Those Who Manage Bosses Who Bully. https://www.amazon.com/Spine-Manage-Abrasive-Leadership-Behavior-ebook/dp/B0BT233KJL      Connect with Laura Crawshaw:   Website: https://www.bosswhispering.com/ | https://exec-insight.com/  LinkedIn: https://www.linkedin.com/in/bosswhispering/   Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Bill Flynn: Bill has more than 30 years of experience working for and advising hundreds of companies including startups, where he has a long record of success. He worked for 10 different high-tech startups in different market segments such as speech recognition, e-commerce, and affiliate marketing. He was a vice president of sales eight times, was twice a chief marketing officer, and once a general manager of a division of a $100 billion IT services company. He has  had five successful outcomes with two IPOs and seven acquisitions, including a turnaround during the 2008 financial crisis. And then he pivoted to becoming a business growth coach.   Bill has multiple certifications as a growth coach. He has a certificate of distinction with the Founders of NeuroLeadership. He's a Certified Predictive Index partner, an author, and an international speaker. Bill's best-selling book, “Further, Faster: The Vital Few Steps That Take the Guesswork out of Growth” continues to have a five-star rating.    In this episode, Jordan and Bill discuss: Why businesses fail. The three key factors in business success Why performance is a team sport How to create an anti-fragile environment  Turning off your brain's auto-pilot  Key Takeaways Businesses fail because they make small mistakes in many areas creating a heavy burden on the leader and eventually sinking the business. There are only 2 constituencies you should care about- Your customers and your team vs. focusing on beating your competition.  Teams get most of the work done in the company. Leaders must attract the right people, put them in the right teams, find a way to grow them, and provide an exit strategy when necessary.  Neuroleadership focuses on creating a more brain-friendly organization by making sure interactions in the workplace don't put people's brains in a threatened state.   Most of our decisions are made automatically without thinking. It takes a lot of work, time, and effort, but it is possible and it is worth it to slow down your bad habits and create better ones to replace them.  “[On creating psychological safety] It starts with you, you have to say, I'm a human being”. And that starts with three things: “I don't know”, “I'm sorry”, and “I need help”. When you can do that. you're giving permission for your team to be human beings. That generally raises the level of the team, productivity, and engagement.” —  Bill Flynn   Connect with Bill Flynn:   Website: https://catalystgrowthadvisors.com/  Email: bill@catalystgrowthadvisors.com  LinkedIn: https://www.linkedin.com/in/billflynnpublic/  Book: https://www.amazon.com/dp/1544507836/  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Shaara Roman: Shaara Roman is an author, board member, entrepreneur, and former CHRO.  She has had senior roles at CGI, Fannie Mae, the National Rural Electric Cooperative Association and Visa. She is the founder and CEO of The Silverene Group, a boutique culture consulting firm that is on a mission to make the work world a better, more inclusive place for all. She works with executives to align their company's leadership and culture with the business strategy and create programs to maximize employee experience and productivity. Her book, “The Conscious Workplace” provides rich business insights to help leaders transform their companies by building purpose-led, people-centric, and values-driven cultures.  In this episode, Jordan and Shaara discuss: Four categories of workplace culture  How allowing genuineness creates growth in the organization  Building a community through collaborative effort  How to build trust within your community  Key Takeaways The first category is a fear-based culture, the second is a “get on board” culture, the third is a “nice” culture, and the fourth is a culture of people genuinely striving for the goal of making sure that everybody belongs.  Creating an environment where people can be authentically themselves helps people contribute fully to the organization, bringing their whole life, whole experience, and all of their skills.  If you want to build a community, you've got to engage the whole audience. Collaborate with your people, make sure that all of the employees get to have a part in identifying and solving the problems within the culture.  Information is power, not just what you communicate but what you don't. The more you hold back, the more people become aware that they're not getting the full story and it's harder for them to have trust. If you want to build a community, you've got to communicate.  “There are three key areas that drive a culture of belonging. One is around creating community, the other is around nurturing talent, and the third is around fostering ownership. ” —  Shaara Roman Connect with Shaara Roman:   Website: https://shaararoman.com/  LinkedIn: https://www.linkedin.com/in/shaara/  Email: shaara@silverenegroup.com  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Wendy Swire: Wendy has more than two decades of experience coaching thousands of leaders in the US and globally. A thought leader in the field of Neuroleadership and Mental Fitness, Wendy is known for teaching practices that slow down the brain to allow leaders to work more effectively with others. She co-authored the highly acclaimed book, Anytime Coaching: Unleashing Employee Performance.   In this episode, Jordan and Wendy discuss: A critical practice for stopping burnout Mental fitness  Practices to help leaders work more effectively with others  Taking care of your mental health is necessary  Key Takeaways Implement a “pause practice” that brings calm focus into your work and personal  life.  Taking care of your own mental fitness and mental health isn't a luxury but a necessity in today's volatile, complex and uncertain environment.   Positive intelligence is the ratio of positive versus negative emotions you experience in a day. Empathy, love, creativity, purposefulness, joy, and patience are all examples of positive emotions.  Mental health and mental fitness are two different things but working on your mental fitness could help in dealing with issues in the space of your mental health.  “You have to start with yourself. What are you doing to take care of yourself in creating these pauses practices - it's not even optional anymore. It's like brushing your teeth. ” —  Wendy Swire   Take a free mental fitness assessment by clicking on this link: www.swiresolutions.com/workplacewarrior    Connect with Wendy Swire:   Website: https://swiresolutions.com/  LinkedIn: https://www.linkedin.com/in/wendy-sherwin-swire-ma-pcc-0286961  Twitter: https://twitter.com/WendySwire  Facebook: https://www.facebook.com/wendy.swire  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Brenda Harrington: Brenda Harrington, PCC is the Founder of Adaptive Leadership Strategies, LLC. As the Executive Coach to global leaders in private, public, nonprofit, government, humanitarian and intergovernmental organizations (IGO's), she helps clients refine the leadership competencies and professional habits necessary for them to have the greatest possible impact. Brenda has extensive experience working with subject matter experts and individual contributors elevating to roles that require them to be a leader of people. A core area of focus for her is the development of cross-cultural awareness and competencies required to work successfully with diverse and multicultural teams. She is the author of ACCESS DENIED: Addressing Workplace Disparities and Discrimination (March, 2022).  Brenda completed coaching certification at Georgetown University and Global Mindset certification at the Thunderbird School of Global Management. She holds a master's degree from Virginia Tech, Pamplin College of Business and a bachelor's degree from Adelphi University.   In this episode, Jordan and Brenda Harrington discuss: Personal stories of unconscious racism  Cultivating curiosity about history  What is systemic racism  Dealing with your blind spots    Key Takeaways Some cases of racial insensitivity aren't malicious by intent, but can still have a negative impact on a person. We need to be conscious about what we say and what we don't put appropriate weight on when it comes to discussions around history and race.  We need to have a thirst for authentic knowledge about our history. We can't be complacent about things that have happened in the past, as the impact of eras and events of before still reverberate to our modern age.  Racism is systemic, pervasive, and ubiquitous. In part, it means how blocks to housing, banking and business etc. mitigated the opportunity to amass generational wealth and create a meaningful quality of life.   In order to bring light to your blind spots, you've got to discover what your fears or triggers are. You also have to have a realistic degree of expectations. You need to read the room, you've got to understand the culture of the organization and the environment, and who the power players are.    “People need to be honest with themselves, about what they're dealing with. And it has less to do with them and everything to do with the environment that they're in.” — Brenda Harrington     Check out Brenda's book, “Access Denied: Addressing Workplace Disparities and Discrimination” by clicking on this link: https://access-denied.net  Or by ordering on Amazon: https://www.amazon.com/Access-Denied-Addressing-Disparities-Discrimination/dp/B09VKCNRPP    Connect with Brenda Harrington:   Website: https://adaptiveleadershipstrategies.com/  LinkedIn: https://www.linkedin.com/in/brendaharrington/  Instagram: https://www.instagram.com/authorbharrington/  YouTube: https://www.youtube.com/channel/UCV2eLbFKa53jFwcpYnzIdCQ  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Paul ter Wal: Paul is an international engagement explorer, employability expert, and workplace architect. For more than 25 years, he's been in the speaking, consulting, and training business for executive directors and employees. His motto is, “happiness makes money.” He helps companies and organizations across the world address the crisis of engagement that has serious and potentially long-lasting repercussions. As a former lawyer, he works with both sides: employer, and employee, and the purpose is to create work happiness and loyalty. His concept is based on finding what he refers to as the “non-negotiables” in the core values of the individual as well as the company because a highly engaged workforce means the difference between a company that thrives and one that struggles. He is a former lawyer at a social benefits organization, as well as assistant director of public health insurance at the company. He started his consulting career at Capgemini in the field of social security and labor law. He's a professional speaker, advisor, and workplace specialist. His company is called Team Andare   In this episode, Jordan and Paul discuss: The current international crisis of engagement The ROI of revitalizing employees that are burnt out or bored out  The horizontal model for organizations  What is your job as a leader?  Key Takeaways Organizations need to prioritize taking care of the human beings that hold the company up. It would harm the company to allow people to burn out and it would benefit the company in profit, sustainability, and growth if the people are taken care of.  Sick leave because of burnout is not a medical issue. It is a connectivity and alignment issue. We have to keep employees engaged. This means that the leadership is listening and focused on the whole organization's purpose.   Consider the horizontal model for organizations. Instead of the leaders being on the top and the employees at the bottom, they are all on one line with the professionals at the front serving the customers, the staff serving the professionals, and the leadership serving the staff and the professionals.  Your job as a leader is to inspire people, not to be polite. If you see something wrong, tell the truth in a caring and fair way.  “People are not happy anymore, they get bored out or burned out. Is that a medical issue? No, that has to do with core values and being connected.” —  Paul ter Wal   Check out Team Andare's Employee Engagement Survey for FREE by clicking on this link: https://team-andare.com/employee-engagement-survey  Connect with Paul ter Wal:   Website: https://team-andare.com/  LinkedIn: https://www.linkedin.com/in/paulterwal/  Facebook: https://www.facebook.com/PaulterWal.speaker/  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Michelle Harris: With over 20 years of successful leadership in finance and accounting for privately held and publicly traded as well as PE backed companies with global revenues as high as $6B, Michelle is an expert in team development, change management, business process improvement, strategic thinking, and operational and financial reporting.   MIchelle has a proven track record of success leading organic growth and executing aggressive roll‐up strategies in M&A. She is well known as an international financial leader who leads transactions to successful conclusions seamlessly. Her experience in consumer products, packaging, import/export, health and vision care services, medical devices and healthcare products. Having started her career in Big 4 auditing, she is an expert at SEC annual and quarterly reporting, accounting and financial reporting direction and oversees all aspects of audit compliance, governance, regulatory reporting, and accounting operations in accordance with US GAAP and IFRS.     In this episode, Jordan and Michelle discuss: The mindset and strategy for women in technology  Responding to someone else taking credit for your idea Feedforward: Getting input on how I can be heard The importance of building a network for leaders Why building trust in your team matters  Key Takeaways Many times we see women get “talked over” in the workplace.  If somebody else takes credit for your idea in a meeting, address it respectfully by saying something like “thank you for reconfirming what I was talking about earlier” and then move on without bitterness or defensiveness.  Relationship-building is essential. Successful leaders have a team they can reach out to and ask how they'd approach certain situations. They also have a circle of trusted friends outside of the company to whom they can vent..   Build trust with your team, create an emotionally safe environment and promote honesty, openness, and directness. As a leader, you need truthful and accurate information. People shouldn't be afraid to speak up within your team.  “For any new leaders out there, people are going to try to tell you what they think you want to hear and that's not good for you, you need to hear the truth. How can you make good decisions and lead your team forward with bad information? ” —  Michelle Harris   Michelle is offering a three-month Boss Ambition membership for FREE! Check it out at https://thebosstrack.com    Connect with Michelle Harris:   Website: https://thebosstrack.com/  LinkedIn: https://www.linkedin.com/in/meetmichelleharris/  Facebook: https://www.facebook.com/thebosstrack  Instagram: https://www.instagram.com/thebosstrack/  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Tracy Sinclair: Tracy works as an international Corporate Executive and Board Level Coach, and a leadership development designer and facilitator working with a wide range of organizations. She also specializes in working with organizations to develop a coaching culture. Tracy was named as one of the Leading Global Coach winners of the Thinkers50 Marshall Goldsmith Awards of 2019 and was a finalist for the Thinkers50 Coaching and Mentoring Award in 2021 Tracy is a Member of Marshall Goldsmith's MG100 Coaches as well as a Master Certified Coach (MCC) with the International Coaching Federation (ICF). She is a trained Coaching Supervisor, Mentor Coach and ICF Assessor. Tracy has co-authored the book: Becoming a Coach: The Essential ICF Guide published in 2020 which provides a comprehensive guide to coaching for coaches at all levels of skill and experience.     In this episode, Jordan and Tracy discuss: How is coaching perceived differently in different parts of the world Understanding how cultural differences impact coaching Neuro diversity in coaching The difference between coaching, mentoring, consulting, and therapy What does it mean to have a coaching culture   Key Takeaways A one-size-fits-all approach to coaching across different cultures will not work. People give and receive communication differently so we can't assume that when we say something to somebody else that it will come across as we intended. The coach needs to have knowledge and understanding about the background of each person.  The line between coaching, mentoring, consulting, and therapy are very fine lines. Coaches need to be aware of their own ego needs and offer other modalities only when the client will benefit. To know the client's needs, the coach should find out what is their pain, what is the cost of their pain, and what would be the benefit for them if they changed. They must decide whether they should invest in making that difference.     “It can be so easy to go on autopilot. Before we know it, we're just in there having a chat, giving them advice left, right, and center. . . . I think it's about staying aware of what we're doing, knowing that we're slipping in and out of these different modalities and contracting openly for that. ” —  Tracy Sinclair     Connect with Tracy Sinclair:   LinkedIn: https://www.linkedin.com/in/tracy-sinclair-mcc-2934b21/  Facebook: https://www.facebook.com/TracySinclairLtd/  Twitter: https://twitter.com/tracythecoach  Instagram: https://www.instagram.com/tracysinclairltd/  Website: https://www.coachinginconversation.com/  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Jen O'Ryan: After an extensive career of instigating change at Fortune 100 companies and a few small-but-mighty startups, she created Double Tall Consulting. This new company would fill a gap faced by many organizations – how to get their inclusion and diversity initiatives from “good intentions” to effective, measurable, meaningful results.    Now she works with business leaders, product owners, and writers who want their message to be welcoming across a broader audience. Organizations bring her in to design content, culture, and processes that are more inclusive.   Her background in tech includes designing new experiences for customers, leading organizational change, and launching global initiatives. She has built and managed global teams, introduced new corporate policies, and conducted research that significantly improved customer outcomes and satisfaction metrics. Her approach is grounded in continuous improvement, building relationships, and curiosity-based problem-solving.   She is also the author of “Inclusive AF: A Field Guide for ‘Accidental' Diversity Experts”. Designed for anyone thinking about Inclusion and Diversity, IAF outlines a roadmap to safely introduce meaningful and lasting change. Jen is a frequent speaker on podcasts, panels, and at events related to Inclusion and Diversity, organizational behavior, and influencing change.   Outside of work, she is a travel enthusiast and an avid runner. She also has a strange affinity for bad 80s music, getting lost in new cities, and scary movies.   In this episode, Jordan and Jen discuss: Diversity, Inclusion and Toxic Culture Psychological Safety and Direct Communication Indirect and Passive Aggressive Cultures Common misconceptions about inclusion and diversity Creating meaningful and lasting change Key Takeaways Creating meaningful and lasting change takes a lot of focus and about as much time as you would put into researching and developing a new product. Focus on small changes applied consistently over time instead of big events that don't create lasting impact.  People are at times afraid to bring up issues in their department or their office because they don't want to risk getting into trouble for speaking up. When someone does speak up, listen to them and encourage them. Show people that there are no repercussions for speaking the truth and that you are all there to fix the problem.  Conversations can get heated when the team is trying to get to that ideal result. We can allow conversations to be heated as long as it's productive and that it's not damaging the team or attacking a person. Ideas are fair game to be challenged, but every person must be kept safe.  Be aware of where people are coming from. As a leader, you need to pull the lens back a little bit and see how each person is reacting to your communication style. Then, you can adjust your behavior at the moment or you could check in with a person later on and ask for advice on how you could communicate better.  “When I say psychologically safe, it means that you and I can have heated discussions and understand that we still respect each other as humans - it's not personal, not targeted, and there's no retribution.” —  Jen O'Ryan   Jen is offering a copy of her book to the first three people who contact her at jen@pagingdrjen.com.    Connect with Jen O'Ryan:   Website: https://www.pagingdrjen.com/  LinkedIn: https://www.linkedin.com/in/jenoryan/  Instagram: https://www.instagram.com/pagingdrjen/  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/  

About Julie Noonan: She is an executive coach, transformational change leader, speaker, consultant, and futurist. She spent her career working with companies of all sizes helping people, as she says, “ride the waves of change.” Julie believes in unapologetic authenticity, candor, integrity, and humor, she will tell the truth, even if it stings. Her superpower is seeing the connections and patterns of behavior between people working in organizational systems and anticipating the ripple effects of a leader's action or inaction during change. Her career has included leadership positions and training and development change management, executive coaching, human capital strategy, and management consulting. And she's learned from some of the best thought leaders in the leadership development and executive coaching disciplines.    In this episode, Jordan and Julie discuss: Challenges for Boomers caused by the speed of culture and technology change Staying relevant as you get closer to retirement.  Differences between Boomers and Millennials  Saying the truth without sugarcoating. Getting your feedback across How to be an effective sponsor of change. Key Takeaways As you approach retirement, think about your legacy: What do you want to leave behind when you're gone? It's not fair to sugarcoat feedback. People deserve better. First, take the time to build a relationship of trust.  The boomers who create great team engagement, regardless of their generation, can rally their team around a goal.  A military background gives you the knowledge that there is a whole team behind your back. We have lost that in our corporate culture. If you don't understand something, don't be afraid to ask for someone to guide you and teach you.  “If on the back of that feedback, there's a true desire for them to succeed, and you're there to help them succeed, it makes that medicine a whole lot easier to go down.” —  Julie Noonan     Connect with Julie Noonan:   Website: https://www.jnoonanconsulting.com/  LinkedIn: https://www.linkedin.com/in/jnoonanconsulting/    Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Maureen Rabotin: She has over 15 years experience accompanying executives in transition from manager to leadership roles, from country to country. Her understanding of the corporate environment comes from years as a European product leader for a medical diagnostics, multinational and Asian Pacific export director. When she left the corporate world, she transitioned to a career first as an intercultural training consultant and then as a global executive coach and coach supervisor. She's an Advanced Certified Clifton Strengths coach. Her overall passion as a global executive coach focuses on emotional intelligence and global leadership. With a foot on each continent (she lives in both France and the USA), she invites clients to stop, reflect and focus on questions such as “what needs to shift in me to bring out the best in others?” and “how can we build bridges across cultural, linguistic, generational and gender divides?”   In this episode, Jordan and Maureen discuss: Complexities and levels of culture  Key elements of high performing teams across cultures  The Cultural Orientation Framework Assessment The World Cafe and Elephant in the Room Team Exercises Key Takeaways Culture is complex and that means that there isn't a black-and-white answer to every issue. Most people have good intentions but they can still get perceived incorrectly. The keyword is perception.  Figure out what's important for others, what are their values and how can you communicate with people to the best of your ability. It's not about being inauthentic, it's about learning to speak in the language of the culture you're speaking to.  Every human being needs SCARF: Status, Certainty, Autonomy, Relationship, and Fairness. Cultures define what each of these means to people.  If you want sustainable behavior change, know how the brain works. You need microlearning, you need nudges, and you need to be reminded of the commitment. That's how you change teams. “That cultural switch is about knowing how much can I bend with the wind, without losing myself?” —  Maureen Rabotin   Maureen is offering a 34 Clifton Strengths Assessment, a Cultural Orientations Framework Assessment, and the Global DISC Assessment to the first three listeners who would contact her at mrabotin@egleadership.com    Connect with Maureen Rabotin:   Website: https://effectivegloballeadership.com/  LinkedIn: https://www.linkedin.com/in/maureenrabotin/  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/  

About Philippe Rosinski: He is a world authority in executive coaching, team coaching, and global leadership development. He is the first European to have been designated Master Certified Coach by the International Coach Federation.  He is the author of two seminal books, Coaching Across Cultures and Global Coaching. For 30 years and across continents, he has helped people and organizations thrive and make a positive difference in the world.   He is the co-author of 15 books including Evidence Based Coaching Handbook and Mastering Executive Coaching, and the author of the Cultural Orientations Framework (COF) assessment. A Master of Science from Stanford University, Philippe has received numerous awards including the Thinkers50 Marshall Goldsmith Leading Global Coaches Award (2019) and he is listed among the Global Gurus Coaching Top 30 (#9 in 2022).   In this episode, Jordan and Philippe discuss: The six perspectives of global coaching  The Cultural Orientation Framework assessment The three levels of DEI Abrasive leadership perceptions across cultures Key Takeaways Global coaching refers to addressing today's complex challenges using six perspectives: psychological, commercial, political, managerial, spiritual, and physical.  Levels of DEI: 1) Making sure that people who look different are treated fairly. 2) Helping people see the benefits of each other's cognitive differences, 3) People's hidden diversity.  The Cultural Orientations Framework Assessment: More than stereotyping nationalities, you have to understand the range of differences: generational, professional, organizational structures, ways of managing time etc. The risk of being misunderstood applies to everybody. You have to be aware that your message and behavior can be perceived differently than you intend.   Be sincere, express your genuine respect for the other person, and have a learner's mindset when it comes to engaging with other cultures.  “You want to make sure that in an organization, everybody can feel welcome, that you want to combat prejudice, discrimination, promote equal opportunity for everyone… it's not just a matter of doing the right thing. It's also not just a matter of ethics, it's also good business practice” —  Philippe Rosinski   Access Philippe's Cultural Orientations Framework program with a 10% discount by going to https://philrosinski.com/event    Connect with Philippe Rosinski:   Website: https://philrosinski.com/  LinkedIn: https://www.linkedin.com/in/philippe-rosinski-b9b5025/  Twitter: https://twitter.com/philrosinski  Facebook: http://www.facebook.com/globalcoachingpro  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Philip Jack: He's a retired educator who humorously describes himself as a   jack of all trades and a master of some. He was known as a good educator as he didn't teach subjects, instead, he taught students. In his early life, his family lived in the projects in the northwestern Manhattan neighborhood of Inwood. He attended public school through high school. Early on, he was employed at retail department stores and sleepaway camps. HIs professional positions included adjunct lecturer of Math and English at the City University of New York, district coordinator at the New York City volunteer program, teacher and curriculum coordinator at the Young Adult Learning Academy instructor in anatomy and physiology and billing technology at the East Harlem training initiative at Mount Sinai Hospital. He had also been the Principal at the Wildcat Three Academy and director of internship at John V. Lindsay Wildcat Academy Charter School.  In this episode, Jordan and Philip discuss: What is it like to grow up in a multicultural environment?  Why people are uncomfortable with topics around race  Inviting people to have open conversations  Key Takeaways A multicultural environment contributes a lot to your world view and perspective in life in regards to relating to other people.  Being able to be open with someone when it comes to topics regarding race and class is related to trust and how safe someone feels with somebody else. People these days are wary of each other because people grew up separately from each other.  Invite people and ask them if they would like to participate in discussion. Offer a safe space for them. These days, it's important that we welcome people to have these kinds of conversations and extend it to the future.    “This is a country that is full of people from different places, with different ideas, different religions, different mores, but we have to get along. The fact that we're all underneath a rule of law and a Constitution changes how we have to feel about each other.” —  Philip Jack   Connect with Philip Jack:   Email: jackovelli@gmail.com    Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/  

About Dan LeFave: Dan received life's second chance after surviving a tragic head on collision that took three lives and resulted in his struggling through a coma. He has also experienced marathons, business failures, and battles with fear and doubt. He helps growth minded entrepreneurs scale to multiple seven figures by implementing systems so that their business runs itself and they can enjoy a life worth living. He's the number one best selling author of “Live the Life of Your Dreams: How To Stop Working Insane Hours And Start Living An Awesome Life”.   In this episode, Jordan and Dan discuss: Designing Your Life: The “Fave Five” Taking ownership of your life  Dan's highly effective productivity planner  What does strategic ignorance mean? How we create our own roadblocks  Key Takeaways Prioritize aspects of life in this order: Faith, Family, Friends, Fitness and then Finances. Most people put finances first. However, if you neglect any of these, then everything else fails.  Beliefs are just chronic patterns of thought. Until we make the unconscious conscious, it's going to direct our lives and we will call it fate. We have to know ourselves at a higher level, recognize the beliefs we form, and take ownership of our own lives.  Prioritize the important things first rather than the urgent. When you spend too much of your time on what's urgent rather than what's important, you'll end up feeling like you've gotten nowhere.  We create our own bottlenecks.Some examples may be fear and self-doubt. There is a quote that says “worrying is nothing but negative goal setting”. Perfectionism is also a roadblock as it is always better to have progress than to have perfection.  “The key to overcoming those roadblocks is for them to realize what their future self looks like and how they can move towards it” —  Dan LeFave Go to https://lefavecoaching.com/focus to get a free copy of Dan's 12-Week Focused Productivity Planner!    Connect with Dan LeFave:   Website: https://lefavecoaching.com/  LinkedIn: https://www.linkedin.com/in/danlefave/  Facebook: https://www.facebook.com/lefavecoaching  Instagram: https://www.instagram.com/dan.lefave/  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/  

About Alinka Rutkowska: She is the CEO of Leaders Press (www.leaderspress.com), a USA Today and Wall Street Journal best-selling press, where she creates books for entrepreneurs from scratch and launches them to best-seller with a 100% success rate. She's worked with top business leaders such as Po Chung (the co-founder of DHL International), Mark Nureddine (the CEO of Bull Outdoor Products) and Chris Catranis (the founder of Babylon Telecommunications). Leaders Press' releases have landed on bookshelves together with Nobel Prize winners and World Economic Forums speakers. Alinka's mission is to help 1,000 entrepreneurs share their wisdom with the world by 2030. Alinka is an official member of the Forbes Business Council and her cutting-edge book creation process has been featured in Entrepreneur magazine. In this episode, Jordan and Alinka discuss: An unhappy journey leads to an unhappy ending  Finding a bookshelf for your book  Two reasons why you should write a book Choosing a cover for your book  Key Takeaways An unhappy journey doesn't lead to a happy ending. If you find yourself feeling like pieces of yourself are dying out, then maybe it's time to look outside the box that you're in and find alternatives to your current circumstance.  The first step to publishing a best-seller is to go to a bookstore and find a bookshelf where your idea for a book would belong. Then, ask yourself how your book will stand out among others. If a bookshelf doesn't exist for your book, that means there's not enough readership.  There are two good reasons for you to want to publish your own book. First, is to leave a legacy and second is to grow your business. Books are useful for lead generation, authority, visibility, credibility, and also lead conversion.  When making a cover, pick out three designs from best sellers from the same category as your book idea. Ask your designinger to make a design that emulates those while at the same time stands out from them.  “Does the world need another book? Well, the answer is, it depends. But most probably, they do need your book and you specifically need your book out. ” —  Alinka Rutkowska Connect with Alinka Rutkowska:   Website: https://leaderspress.com/  LinkedIn: https://www.linkedin.com/in/alinkarutkowska/  Twitter: https://twitter.com/AlinkaRutkowska  Amazon: https://www.amazon.com/Alinka-Rutkowska/e/B0040KKTUC  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Kute Blackson: He is a beloved inspirational speaker and transformational teacher. He speaks at countless events that he organizes around the world as well as outside events including A-Fest, Young Presidents Organization, and the Entrepreneur's Organization. He is a member of the transformational leadership council, a select group of 100 of the world's foremost authorities in the personal development industry and he's a winner of the 2019 Unity New Thought Walden Award. He is widely considered to be a next-generation leader in this field of personal development. His mission is simple: to awaken and inspire people across the planet to access inner freedom, live authentically and fulfill their true life's purpose.    In this episode, Jordan and Kute discuss: There is a profound revolution happening on the planet Empowerment from letting go  A different perspective on how the generations are relating A critical gift of the greatest leaders Key Takeaways Sometimes your soul guides you to do something that may not make sense nor be convenient at the moment. Listen to your soul because it will lead you to where you are meant to be.  One of the greatest gifts a leader can give is for others to be able to see who you really are when they can't see themselves. When they look into your eyes they don't see their own BS, they see their magnificence You can't control the ocean, but you can control how you surf the waves. It is the same with life, you can't control what happens but you control the meaning that you give to it. Surrender is about letting go of control - it's letting go of trying to force and manipulate how you think life should be - so that you can truly be available and open to the authentic life that is seeking to truly happen.  The younger generation needs to recognize that people older than them have paved the way for the kind of life they are able to live right now. They must respect their wisdom and experience. Older generations too have a responsibility to give respect, to empower, and to exemplify true leadership to the younger generations. Mutual respect is necessary.  The only way we will truly evolve is to honor the blessing of both the newer generation and the older generation. The younger generation must recognize that the older generation may have the wisdom that they newer generation lacks while the newer generation has the progress and new ideas that the older generation are reluctant to accept.  “When you find your true purpose, that's when the real challenges begin and those challenges are like soul tests that you have to go through and order to grow through to prepare you to develop the mental, emotional, psychological, spiritual muscle to be able to fulfill your true destiny.” —  Kute Blackson   Check out Kute's latest book, “The Magic of Surrender: Finding the Courage to Let Go” by clicking on this link: https://www.amazon.com/gp/product/B08LMJ8YQF/  Connect with Kute Blackson:   Website: https://kuteblackson.com/  LinkedIn: https://www.linkedin.com/in/kute-blackson-35755519/  Twitter: https://twitter.com/kuteblackson  Facebook: https://www.facebook.com/kuteblacksonlovenow  Instagram: http://instagram.com/kuteblackson  YouTube: https://www.youtube.com/c/KuteBlackson/  Books: https://www.amazon.com/Kute-Blackson/e/B01F4GXVOQ/  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/  

About Brandon MIller: Brandon is one of the first seven certified Gallup Clifton Strengths Finder Coaches in the world. He was a very early practitioner of the assessment; over 15 years ago, he used it as the executive leader of a nonprofit organization. He has since coached hundreds of leaders to find and leverage their strengths for themselves and their teams. He is the CEO of 34 Strong, Inc. which is a coaching and consulting firm dedicated to improving employee engagement. He provides specialized leadership training, coaching, advising and facilitating. Brandon is also the co-founder of Incredible Family, which is a consulting agency that educates, empowers, and encourages working parents to take a strengths-based approach to parenting in order to unlock their best selves and raise strong happy children and teens. He and his wife, Analyn Miller are successful business owners, they're parents to seven children and authors of “Play To Their Strengths” and “Incredible Parent”, which is released on 2021 and gives readers an innovative strengths-based intentional approach to child-raising that will make them more confident, aware, and energized as a parent.    In this episode, Jordan and Brandon discuss: The advantage of focusing on strengths in leadership development How your current mission and role determines the strengths and skills you need for success Two different perspectives about strength based coaching Focusing on strengths in parenting  Your combination of strengths are unique  Key Takeaways Focusing on strengths is a great way to empower people and enable them to do what they do best.  Certified Strengthsfinder coaches believe you should not waste your time building skills in areas that are not your key strengths. Others believe there are times when your mission and role may require you to build skills in areas that are not your natural strengths. You can leverage your strengths to have more success doing this.  In parenting, focusing on the child's strengths can also help frame a better understanding of what they're capable of. It will help the child grow to be more psychologically healthy and have more self-esteem; it will also improve your relationship with them as it will give you a new perspective.  Your combination of strengths is unique. It's highly unlikely that you'll find someone with the exact same strengths as you and with the exact same proficiency. Every strength is a double-sided coin, there are upsides and downsides. Even the upsides, if overplayed, can become downsides.  “Bridges can be mended, deeper understanding can be brought just by shifting focus - to really think more about what's right with our kids than what's wrong with them” —  Brandon Miller Find out what your top 5 strengths are by contacting Brandon at brandon@34strong.com!    Connect with Brandon Miller:   Website: https://34strong.com/  LinkedIn: https://www.linkedin.com/in/brandon-miller-34strong/  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Bill Sommers: He is a learner, a teacher, a principal, an author, a leadership coach and a consultant. He's come out of retirement multiple times to help principals to put theory into practice. He is a former executive director for secondary curriculum in professional learning for Minneapolis public schools and he has been a school administrator for over 35 years. He's been a senior fellow for the Urban Leadership Academy at the University of Minnesota. Bill also has served as full-time faculty and as an adjunct faculty member at several universities. He has also been a program director for an adolescent chemical dependency treatment center and served on the board of a halfway house for 20 years.   In this episode, Jordan and Bill discuss: What schools should be prioritizing in education  Marshall Goldsmith_FeedForward Frank Wagner_The Power of Total Commitment Being a learning omnivore  Self-worth and inner-terrorism    Key Takeaways Schools are losing superintendents and principals because politics is driving education Businesses are looking for creativity, collaboration, and working with diversity. Schools today must not only prepare students to pass tests, but to thrive in life. To get there, they'll need to learn how to care for others and be a good human being.  Your role as a leader is to hold people accountable. If you don't have a soul, people are not going to listen to you, they will not come forward with crucial info in fear of how you'll react. They will go underground, they will hide.  Let your self-worth be stronger than your self-critic. Stop the inner-terrorism, be aware of your thoughts. If you're doing something to yourself that you wouldn't put up with if done to a friend, then stop doing it.  “Knowledge is important and insufficient. You can read all the books you want and have knowledge but if you can't put it into practice and make the world better, I don't know what the point is.” —  Bill Sommers   Get a 20% discount on Bill's latest book, “Creating Talent Density” by calling 800-462-4620 or www.roman.com and the promo code is RLEGN20   Connect with Bill Sommers:   Website: https://learningomnivores.com/  Email: sommersb4@gmail.com  Twitter: https://twitter.com/BillSommers8    Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Jon Zieve: Jon invested 34 years in a corporate career, starting as a sales rep and working his way up to VP level positions in Sales, Marketing and Customer Service. He experienced anxiety which he did his best to hide because he perceived it as a weakness. Jon became addicted to work as a way to cope with his anxiety. He also experienced fatigue, tension and inflexibility. After seeking help from chiropractors and doctors, he realized the results he sought were found with self-awareness of what is called the mind-body connection. Jon became a student of this mind-body connection, reading about the subject from authors Eckhart Tolle, Caroline Myss, Dr.Judith Orloff, Dr. John Sarno and more. It became clear his symptoms were caused by inner conflicts about work and stress, so he set an intention to change how he thought about himself and his relationship with work. Self-awareness helped Jon connect to his sense of purpose; to help others become self aware of what prevents them from achieving high performance without stress. Jon left the corporate world to become an Executive Coach in 2014. He has coached clients personally and professionally for 7 years. It was while coaching others who shared his habit of serving others at the expense of personal needs/dreams, Jon realized he can best serve others by paying attention to and being consistent about his personal needs and dreams. Jon became a Certified Life Coach and a Certified HeartMath Coach/Mentor in 2015. He graduated from the HeartMath Institute 9-month HeartMastery program in 2016 and is also certified in the MindScan Hartman Value Profile.   In this episode, Jordan and Jon discuss: The origin of axiology  The 3 dimensions of thinking in Axiology Listening to the messages your body sends  HeartMath: a heart focused breathing meditation Making friends with your subconscious  Key Takeaways Axiology is the study of values and value-judgment. It was created in order to answer the question of “what is good?” and how that good can be organized.  Axiology promotes clarity of thinking and awareness of bias in the three dimensions of thinking: Intrinsic, Extrinsic, and Practical When you don't care about your own health and wellbeing, you're conditioning others not to care about your health and wellbeing. l.  Sometimes, being overly conscious of yourself will cause you to get in your own way or to underperform in certain tasks.  Your subconscious mind can either be your enemy or your friend. You tend to get what you focus on even if you tell yourself that you don't want that thing. For example, focusing on not having too much pressure in life will create a lot of pressure.     “Your body doesn't lie. Your body will give you messages and those messages usually come in the form of pain and tension. My journey to health was starting to learn how to listen to my body and trust my body and ask my body to be an asset to help me as opposed to fighting my body.” —  Jon Zieve   Click this link for a live feedback session and access to the MindScan survey: https://bit.ly/3npPK5m    Connect with Jon Zieve:   Website: https://www.jonzieve.com/  LinkedIn: https://www.linkedin.com/in/jonzieve/  Facebook: https://www.facebook.com/trustyourenergy/  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Jordan: Jordan Goldrich partners with senior executives to be completely authentic, fulfill their mission, and drive results without damaging relationships® These are strong leaders with an uncommon desire for results, who take charge, lead their teams, and accomplish the mission. Sometimes, they are experienced as abrasive and occasionally as bullying. If they are highly analytic, technical, and introverted, they can be perceived as unavailable, overly tactical or lacking confidence. Female executives have the challenge of being perceived as abrasive for behavior accepted from men.    Jordan is co-author of the Amazon best seller, Workplace Warrior: People Skills For the No-BullShit Executive. ​He is producer and host of the podcast, Workplace Warrior®: Drive Results Without Damaging Relationships® on Apple, Spotify, Stitcher and Amazon. Jordan is Founder and CEO of Workplace Warrior®, Inc. a consulting firm which provides executive coaching and leadership development.   As Chief Operations Officer of a specialized behavioral health company, Jordan was instrumental in creating an 800% revenue increase over seven years, attaining a California Knox-Keene license, and executing an acquisition by WellPoint Health Networks. He created a customer driven culture and utilized cross-functional team problem solving methods rooted in Lean Manufacturing and Six Sigma.  ​   In this episode, Jordan discussed: The challenge of being a target vs. a victim Applying the concept of “blending with force” in the soft martial arts.  How to separate your self-esteem from how others speak to you Understanding how others are wired  Appreciating workplace warriors and cultivating compassion Key Takeaways After making a point, giving information, or making a suggestion,  ask “what am I missing?” and “why won't this work?” Especially do that if you're talking to people that are lower on the hierarchy.  They know information and data that you don't have.  Separate how you feel about yourself, meaning your self esteem, from how others treat you and talk to you. This requires knowing and managing your vulnerabilities and strengths so that you can remain calm, confident, and in control when someone throws psychological darts or shoots psychological arrows at you.  Understand how the brain of the person who's being disrespectful or difficult is wired. Most abrasive CEOs or executives do not intend to hurt people. Often, they develop a communication style that's developed by their culture or other influences.  Appreciate people's warrior spirit because many of their traits that are experienced as negative comes from their desire to succeed, to lead well, and drive results.  Cultivate compassion for difficult people, even though you don't think they don't deserve it. “My goal is to react in a way that disarms them, supports them, and helps them save face. I can only do that when I'm feeling confident enough to separate what they're saying from how they're saying it and to keep open the idea that they might have a good point if I can keep myself from being triggered to attack back or withdraw.” —  Jordan Goldrich Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Wayne Hart: He has over 50 years of experience applying transactional analysis as an executive coach, as a petroleum company executive, as a business owner of an information management company, as a psychologist, as a leadership development trainer, and he was a board member of three organizations; a community health center, a sustainable organization, and a professional organization. In each of those settings, he worked with different models for understanding people and producing outcomes and through it all, transactional analysis has been a universal model for understanding himself and others and for getting things accomplished. He is now dedicated to teaching others how to apply transactional analysis in their settings, under whatever conditions or challenges they face. Wayne was Senior Faculty at the Center For Creative Leadership from 1999 to 2018 and his publications include, “Feedback and Performance Reviews” and “7 Keys To Successful Mentoring”.    In this episode, Jordan and Wayne Hart discuss: What is transactional analysis?  The drama triangle and games  Developing into an adult ego state  Understanding the rescuer  Key Takeaways Transactional analysis is a theory of personality and methods for managing both our own behavior and that of others. A personality is a collection of patterns of behavior that are recurring enough that a person can be known by those patterns of behavior which includes thoughts, feelings, actions There's three roles in a drama triangle: the rescuer, the victim, and the persecutor. Being in a drama triangle becomes especially dysfunctional when a person is in a trap or in a game where they switch roles back and forth.  Developing into an adult ego state means identifying patterns that you've acquired growing up, authenticating them or ruling out things that are not useful, relevant, or accurate anymore.  People are complex, rescuers spend a percentage of their energy both in the victim and persecutor role. It's important to understand that when they are rescuing, there's an injury they're trying to get fixed and a part of them is unhappy with themselves and other people.    “I help people recognize the pattern that is rescuing, help them recognize that in themselves and teach them to use a different ego state - for instance, one that has compassion but also sets firm limits.” —  Wayne Hart  Connect with Wayne Hart, Ph.D:   Website: https://www.ta-now.com/  LinkedIn: https://www.linkedin.com/in/wayne-hart-ph-d-tsta-7493492/  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Ron Carucci: Ron is co-founder and managing partner at Navalent, a company that works with CEOs and executives pursuing transformational change for their organizations, leaders, and industries. He has a thirty year track record helping executives tackle challenges of strategy, organizations, and leadership. From startups to Fortune 10's, nonprofits to heads of state, turnarounds to new markets and strategy, he's worked at helping executives overhaul leadership and culture to redesign for growth. He has worked in more than 25 countries on four continents and he's the author of nine books including “Rising To Power” and his recently released book, “To Be Honest: Lead With The Power of Truth, Justice, And Purpose”. He's a popular contributor to The Harvard Business Review where Navalent's work on leadership was named one of 2016's Management Ideas That Mattered Most and he's also a contributor on a regular basis to Forbes and a two-time TedX speaker. Ron lives in New York City with his wife and on weekends you'll find him on his bike, on the tennis court, on his skis, at the movies, or cheering for the Seattle's Seahawks.    In this episode, Jordan and Ron Carucci discuss: The current paradox regarding great leadership Ron's 10-year study on honesty-What is correlated to telling the truth How leaders can be honest in our current climate-where everyone needs to feel safe  The impact of border wars on honesty and commitment Key Takeaways If you want your people to do their best and give all their energy to work, your job is to make sure they never doubt that they matter and they belong.  When you say you are one thing and really are another, you are promoting duplicity and are essentially saying that it's okay to lie  People are more likely to be able to truly see each other's side and understand one another if there is a platform where they can talk face to face and be open about each one's ideas.  Ask yourself- For whom is there not a level playing field? Whose voices don't you include? What bullies are allowed to persist because they get results?  Who is hungry for a chance to shine but hasn't asked for it? What jobs are privileged?    “We're in a trust recession. In no period of our history has trust ever been so difficult to earn and so easily lost.” —  Ron Carucci   Click here to download “How Honest Is My Team?” Assessment  for free: www.tobehonest.net  Connect with Ron Carucci:   Website:  https://www.navalent.com/ |  https://tobehonest.net/  Books: https://www.amazon.com/Ron-A.-Carucci/e/B001JSDKRM%3F Twitter: https://twitter.com/RonCarucci    Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Nancy Murphy: Nancy has spent her career saying what others are afraid to – and learning to say it in ways that others will listen. She's the Founder and President of CSR Communications and creator of Intrapreneurs Influence Lab. Her passion is helping leaders of change within established organizations (intrapreneurs) influence and persuade others so that they can realize their vision for change faster, with less frustration and resistance.   From her Catholic school student days challenging stereotypes of girls, to her first job after college convincing nonprofits to engage youth volunteers, or her role as board chair of a global nonprofit attempting to transform the way we do international development, Nancy's experienced the challenges of leading big change within established organizations. As an “intrapreneur” herself, she made all the mistakes you can make and now helps others learn from them.   Nancy has worked in philanthropy for Steve and Jean Case's family foundation, as a federal government program officer with the Corporation for National & Community Service, and as a global consultant for APCO Worldwide, where her clients included UPS, Johnson Controls, Target and W.K. Kellogg Foundation. Nancy mentors and advises executives from local governments, federal agencies, global nonprofits, foundations and Fortune 100 companies. As a trainer and speaker, Nancy's shared her expertise from Kuala Lumpur to Kansas City and London to Las Vegas. Nancy holds a master's degree in public affairs from University of Minnesota's Humphrey School, a master's in health communication from Boston University, and a bachelor's degree in American Studies from University of Dayton. In this episode, Jordan and Nancy Murphy discuss: Paradox in leadership Identifying the artifacts of the previous culture  The 4 influence styles The unsung heroes of organizational change  Key Takeaways Starting change with grand gestures and proclamations is easy but small sustained actions are needed to make change stick Leadership means to trust and inspire people, not command and control them.   If we really want to inspire people then we also need a concrete plan to show them how we'll get there. Also, keep people accountable.  In order to be an effective change leader, you need to make use of all the different influence styles at the right times Wrap data, facts, and figures into stories that bring them to life in order to make meaning out of them.  Intrapreneurs, as opposed to entrepreneurs, also have an entrepreneurial, innovative, disruptor mindset but they are changing organizations and systems from within. They are the unsung heroes of organizational change.  “ If we can't get people to change, we can't get organizations to change. People need to be led, not managed.” —  Nancy Murphy   Click on this link to subscribe to IN-Genius, in which you'll receive a new actionable tip or tool in your inbox each week: https://csrcommunications.com/weekly    Connect with Nancy Murphy:   Website: https://www.csrcommunications.com/  LinkedIn: https://www.linkedin.com/in/nancyamurphy/    Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Christine Billy: She is a scientist who is now a master coach who helps leaders transform high potential to high performance. She has more than 20 years experience leading global scientific technology and organizational change projects in the pharmaceutical industry at Pfizer and Novartis. She is a Laureate of the School of Pharmacy of Paris,France, she holds a PhD in Pharmacochemistry and Drug Metabolism and an MBA from the Open University of Business School in the UK. She is the European ambassador for The Association of Corporate Executive Coaches, or ACEC. She's been serving as a mentor and motivational coach for universities, business schools, and global associations. She's a former Board Member of the International Coach Federation, the Project Management Institute, and Healthcare Business Women Association. Since 2009, she's supported more than a thousand individuals and teams to move from dissatisfaction to action to achieve sustainable success. She uses a simple three step approach: Choose, Believe, Act.    In this episode, Jordan and Christine discuss: Helping teams improve means challenging them to consider new options.  Different ways of challenging strong executives to consider other options How to support leaders and their teams through change In the short run, challenging teams can be disturbing to them Reaching out before things get difficult  Key Takeaways Transformations don't always need to happen through drastic changes but by constantly committing to change little by little.  Positive change is often disturbing but you'll eventually come to a realization that it's good for you. We have barriers that we set up to protect ourselves, but we don't realize that the barrier that keeps us safe might also be limiting us and keeping us from being our very best self.  You don't have to be in a very tough situation before reaching out to someone. Reach out before things get difficult, it might even be more effective that way.    “I realized that one small change in the body can totally change the results. You don't need to put a lot of effort to have a big impact. Very small effort is enough. ” —  Christine Billy Connect with Christine Billy:   Website: https://www.billy-coaching.com/  LinkedIn: https://www.linkedin.com/in/christinebilly/  Twitter: https://twitter.com/ChristineBilly  Facebook: https://www.facebook.com/profile.php?id=100015398797885  Instagram: https://www.instagram.com/christinebilly/  YouTube: https://www.youtube.com/channel/UCZtsrGY4ICQ-oUbgc0FnnFg  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Ana Melikian: Ana is an optimist who had to overcome two bouts with cancer to learn that pursuing happiness is a fallacy and that choosing happiness is a much more powerful strategy to tap into your highest potential. Either by working with leaders and their teams or other coaches and consultants, Ana supports her clients to break through their mindset limitations and upgrade their psychological operating system so that they achieve better results than ever in work, in life, enjoying the process all throughout. She's the host of the Mindset Zone Podcast which has been selected for Huffington Post's “15 Podcasts That Will Leave You Pondering Life's Big Questions”.    In this episode, Jordan and Ana  discuss: From pursuit to choice  Confronting your critical voice  How the Navy SEALs Ethos relates to executive Leadership  Ana's interview with the grandson of Holocaust survorViktor Frankl Key Takeaways Your internal critic/bully often has your best interest at heart. However-it may not be correct in its beliefs and judgements. Forcing yourself to be happy is the best way to be miserable. Rather, focus on knowing and achieving your purpose. Choosing happiness requires changes in your Thinking-Feelings-Behaviors. Not just thinking and mindset. Making a positive impact and leaving a positive legacy is the key.  Switching the language and intention of choosing happiness instead of pursuing it is very empowering. It emphasizes your power to choose.    “Happiness doesn't need to be a goal; it can be a way of being.” —  Ana Melikian   Connect with Ana Melikian:   Mindset Zone Podcast and Website: https://anamelikian.com/  LinkedIn: https://www.linkedin.com/in/anamelikian/  Twitter: https://twitter.com/anamelikian  Facebook: https://www.facebook.com/AnaMelikian  Instagram: https://www.instagram.com/anamelikian/ YouTube: https://www.youtube.com/channel/UCkb-9Mq5T_BN_-JCbuQwwbQ   Connect with Jordan:  Conversation: “Drive Results Without Damaging Relationships®”: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Guillaume Wiatr: He is a strategy consultant and leadership coach who guides CEOs and founders to align people and accelerate the adoption of innovation. He is the founder of MetaHelm which is a consulting firm focused on building strategic narratives for established companies. For Guillaume, traditional business story-telling is dead, innovation happens when you build a new narrative instead. He says people will pay for a story but they will die for narrative. After helping save a 20 million euro venture during the dot-com boom, Guillaume went on a mission to turn every company into a source of inspiration that few can resist. Since then he's been working with start-up founders as well as senior executives of companies like Alaska Airlines, The Gates Foundation, AIG, Loreal, Spencer-Stuart, GAP, Google, Microsoft, the US and the French Government. His commitment to education led him to become an instructor and a mentor to young entrepreneurs at the University of Washington, The School of Visual Concepts and Emlyon International Business School in France. Guillaume publishes daily insights in his newsletter, The Next Narrative, where you can find a canvassy design to get you started in your strategic narrative.    In this episode, Jordan and Guillaume discuss: Narrative as an interpretation of reality The sum of invention and adoption Internal and external narrative  Dimensions of a narrative  Key Takeaways A strategic narrative must have a viewpoint or an interpretation of reality. A company stands out more when they have a distinct perspective or an opinion.  Innovation is the sum of invention and adoption. It needs a story that will take people from one narrative to the next.  The internal narrative is your belief system, values, and the way you operate while external is how you are perceived and what impact you create. Both are essential in creating a cohesive strategic narrative.  Establish your origin story and opportunity story. Align people to your perspective - your values and culture, and remember to put less focus on what the product does and more on why people should get it.  “A story is something that happened in the past - it has a beginning, a middle and an end. A narrative is more future-oriented. It has a beginning, a middle, but no end…” —  Guillaume Waitr Get Guillaumi's Free E-Book: www.strategicnarrative.com   Get Guillaumi's Daily E-Mails: https://www.metahelm.com/the-next-narrative/   The Strategic Narrative Workshop - https://www.metahelm.com/workshop/   Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com    Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com    Connect with Guillaume Wiatr:   Website: https://www.metahelm.com  LinkedIn: https://www.linkedin.com/in/guillaumewiatr/  Twitter:  https://twitter.com/GuillaumeWiatr  Connect with Jordan:  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Grace Odonnell: She is an interviewer and story teller who's been crafting stories for over 10 years. She's had the privilege of working for Leader's Press for two years. Because she's authentic and empathic, she has the ability to empower people to let their guard down, revealing the most fascinating parts of their inner selves. To date, with Leader's Press, she has developed over a dozen books - all best-sellers on Amazon and she's worked with over a hundred authors. She recently conducted interviews for Areva Martin, who's an award-winning civil rights attorney and talk show host and  Hans Keirstead, renowned stem cell researcher and Steve Ferrera, a transport mogul.    In this episode, Jordan and Grace discuss: Living gratefully and excitedly  Looking at your idea analytically  Sticking to a coherent idea  The purpose of publishing your book Key Takeaways Stick to one coherent idea, but acknowledge the other side of it. Bring your unique perspective into what you're writing.  Many times we hold our ideas so precious that any comment about it feels like an attack. You need to be willing to let your ideas be looked at with an analytical point of view.  Many times we hold our ideas so precious that any comment about it feels like an attack. You need to be willing to let your ideas be looked at with an analytical point of view.  If you have an idea, you should share it. Rather than focus on trying to be successful or how to win, you should focus on trying to help people with your concepts and learnings.  Learning about the frailty of the human body can make you feel fearful of danger but also it can teach you that living is a precious thing that you wouldn't want to take for granted.  “I always compare it to a pregnancy, there's a lot of stress, you might gain a little weight from it - but then you push out something beautiful into the world and you're delighted that you created this wonderful things that takes a life on it's own. ” —  Grace Odonnell   Learn what kind of author you are by taking the quiz in this link: https://leaderspress.com/your-quiz/    Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com    Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com    Get a free copy of "Outsource Your Book" - https://leaderspress.com/   Connect with Grace Odonnell:   Website: https://leaderspress.com  LinkedIn: https://www.linkedin.com/in/grace-o-donnell-8888a640/  Email: grace.odonnell@leaderspress.com    Connect with Jordan:  Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com  Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/  

In this episode, Jordan discusses: “Imposter Syndrome” and self-sabotage What is our upper limit? Four reasons why we have an upper limit A different way of responding to our upper limit internal conversation Key Takeaways Many high-level leaders struggle with a voice in their head that says that they're not as good as people think they are and that they should be concerned if  people find out.  Our upper limit is a conscious or unconscious thermostat that regulates the amount of success, love, money, and abundance that we're entitled to.  There are four reasons why we have an upper limit. The first is that we are fundamentally flawed, second is the fear that we are being disloyal to your roots or the people from your past, third is the believe that success brings a bigger burden and lastly, the crime of outshining - talented children are given a lot of attention and they learn that they shouldn't steal attention from others. Rather than trying to heal our internal wounds or change our internal conversation, we should reflect to identify what positive state is trying to break through.    “I started considering what positive things are trying to break through even though I was feeling self doubts, or I was feeling unsuccessful, or that I didn't fit in. It ended up making a real big difference for me.” —  Jordan Goldrich   Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com    Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com  Connect with Jordan:  Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com  Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/  

About Steve Fretzin: He is passionate about helping attorneys reach their full potential. He's regarded as the premier coach, skills trainer and keynote speaker on business development for attorneys. Over the past 17 years, he's devoted his career to helping lawyers master the art of business development so they can achieve their business goals and the peace of mind that comes with developing a successful law practice. In addition to writing four books on legal marketing and business development, Steve has a highly-rated podcast called, “Be that lawyer”. Steve has been featured in the Chicago Tribune, Crain's and Entrepreneur.com and has appeared on NBC News and WGN Radio. He has written three books on legal business development, is a regular contributor to the Chicago Daily Law Bulletin and has published articles in Attorney at Law magazine, the National Law Review, the American Bar Association and the Illinois State Bar Association.   In this episode, Jordan and Steve discuss: Lessons from a plane crash  What is sales-free selling How to not waste time in sales meetings Asking for commitment  Key Takeaways Life is finite, never take it for granted. Always strive to develop yourself and add value to others around you in some way.  Sales-free selling is about getting the seller and the buyer to walk through a decision that will be a fit for both.  Start a sales meeting by establishing an agreement to make the best of each other's time. Make sure that they have the right kind of problems that you solve because if not, then it's best to just walk away.  In coaching situations, it's important to know if the other person is committed to resolving the problem. In a corporate setting, you'd be better off if you don't continue the coaching if the person is not committed to making a change.  “I always appreciated the methodologies that were more consultative, more nurturing, that dealt with asking questions and being a really good listener, not about presenting and pitching.” —  Steve Fretzin   Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com    Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com    Connect with Steve Fretzin:    Website: https://fretzin.com/  LinkedIn: https://www.linkedin.com/in/stevefretzin/  Twitter: https://twitter.com/stevefretzin  Facebook: https://www.facebook.com/salesresults/  YouTube: https://www.youtube.com/user/SalesResultsInc    Connect with Jordan:  Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com  Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Dr Katrina Burrus: She is a master certified coach and is one of the world's leading experts on international leadership. She facilitates a mastermind for CEOs of international companies and she's also the author of three books: “Abrasive Leaders”, “Global Nomadic Leaders”, and “Managing Brilliant Jerks”. She's worked with Nestle, Navartis, and even the United Nations. She's especially good at helping executives succeed in a new assignment.    In this episode, Jordan and Dr Katrina Burrus discuss: Brilliant jerks vs. demanding leaders How culture impacts how a leader is perceived Understanding the motivation of brilliant jerks Transforming brilliant jerks to inspiring leaders Helping brilliant jerks understand the problem  Key Takeaways Brilliant jerks are highly competent. When things aren't done right, they react by attacking, dominating, or humiliating. Often they are unaware of their impact on others.  Polite in one culture can be seen as unassertive or unsure in another. Demanding leaders adapt their leadership style to the situation. The ego of brilliant jerks are attached to results, achievement, recognition and success. The only way they know that they're doing good is if things are getting done. This often originates from childhood experiences.  As a coach, give them control right off the bat. Ask them what they think about why they're being coached right now and walk them through questions that will make them curious about themselves and how they have treated others.  Bring data and research to the coaching to help them honestly recognize how they need to change to be more effective.   “A lot of these people are unaware of the consequences of their behavior. If they're made aware and can practice different behaviors for the situation, they can change and they can be more empathetic. It's a message of hope.” —  Dr Katrina Burrus   Get 3 complimentary bonuses at Dr. Burrus's website: www.ExcellentExecutiveCoaching.com   Leadership Quotes Exercise: How to develop your EQ to your IQ and prepare for a review with your employee 18 Tips to Stop Abrasive Behavior   Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com    Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com    Connect with Dr Katrina Burrus:   Website: https://mkbconseil.ch/  LinkedIn: https://www.linkedin.com/in/katrinaburrus/ | https://Linkedin/in/ExcellentExecutiveCoaching  Twitter: https://twitter.com/KatrinaBurrus | https://twitter.com/intlcoaching  Facebook: https://www.facebook.com/katrina.burrus/ | https://www.facebook.com/ExcellentExecutiveCoaching  Instagram: https://instagram.com/drKatrinaBurrus    Connect with Jordan:  Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com  Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/  

About LaTonya Jackson: LaTonya Jackson is Vice President of Services & Operations at Media Partners Corporation which provides best-in-class training content, technology, tools, and services to help organizations elevate workplace behaviors and culture.  She is a 4-time author whose latest book is called 5 Blinders to Seeing Color that was released in 2020. She was previously Human Resources Director for Walmart. Dr. Jackson got her Doctor of Education at the University of Arkansas at Fayetteville.     In this episode, Jordan and Latonya discuss: Responding to racism and inequality The Five Blinders to Seeing Color  Shame and blame versus awareness and action Filling people's glass - seeing others with value Key Takeaways It's so much better and easier to love everybody, treat them like humans and respect them as opposed to focusing on what's different about them. We'll be able to solve problems together more effectively if we have that in common.  Anxiety and Uncertainty, Egocentrism, Power, Ignorance and Immaturity are the Five Blinders.  Self-awareness of one's biases will lead to action and healthy change - it's not about blame and shame. It's about self-reflection and being honest with oneself.  Take a moment, open your eyes to the world's issues and see how you can brighten up someone's day or make them feel valued and important.  “Watch the intention, because the impact is that you create an environment where microaggressions may be a norm, an environment that's not respectful and not inclusive. On the flip side, don't be aggressive or attack people who are asking questions because that's when we lose the opportunity to educate.” —  LaTonya Jackson Want to join the “Fill the Glass” training for free? Go to https://www.mediapartners.com/ and complete the form in the Live Chat and mention that Workplace Warrior sent you!    Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com    Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com    Connect with LaTonya Jackson:   Website: https://www.mediapartners.com/  LinkedIn: https://www.linkedin.com/company/media-partners-corporation/mycompany/ LinkedIn: https://www.linkedin.com/in/latonyarjacksonedd/  YouTube: https://www.youtube.com/c/MediaPartnersCorp Email: ljackson@eyedentifiedconsulting.com    Connect with Jordan:    Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com  Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com    Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/  

About Rekha Saleela Nair: Rekha is a personal brand strategist, consultant, and coach who works with women in leadership as well as women with leadership aspirations. She was born and raised in a matrilineal clan in India. Matrilineal means the lineage is traced through the mothers. Rekha says that she was raised by strong women whose impact was felt on their communities. She currently lives in India and helps women leaders and aspiring women leaders build authentic brands that deliver results, build influence and create the desired impact. Her personal vision is to support the building of a critical mass of indepent women in India and across the developing world where the female labor participation rates are low. She blends the wisdom of her matrilineal legacy with two decades of branding and communication experience including radio and advertising and a fifteen year corporate stint. She helps leaders adopt a heart-centered approach of feel, accept, transform. Rekha is the founder of "Dragonflies Everywhere" which is a volunteer driven nonprofit bridge that supports the work of nonprofits serving grassroots communities world over through knowledge sharing, donations, volunteered resources and services.   In this episode, Jordan and Rekha discuss: How being raised in a matrilineal clan impacts how she coaches women and men. Breaking mental barriers and allowing yourself to be ambitious Responding to directness in the workplace Balancing hard power and soft power Key Takeaways A child being raised by visible, independent and powerful women encourages the same strength in that child.  Because of gender roles, women often don't go for what they need or want. Reaching for your ambitions and letting go of your programming is essential for your success.  Try not to take it personally when people criticize you for acting out of role. You don't have tobattle everything. Learn to navigate through that flow.  Don't back down. You need to have your boundaries, you need to be able to speak your truth, and you need to speak it clearly.  “When you stand up for your truth, when you stand up for what you know is right and when you stand up and speak your truth with grace and integrity, they'll respect you anyway.” —  Rekha Saleela Nair   Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com    Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com    Connect with Rekha Saleela Nair:   Website: http://www.dragonflieseverywhere.org/  LinkedIn: https://www.linkedin.com/in/rekhanair  Twitter: https://twitter.com/rekha_s_nair  Instagram: https://www.instagram.com/rekha_saleela_nair    Connect with Jordan:  Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com  Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com    Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/    

In this episode, Jordan and Erica Komisar discuss: What busy, stressed executives need to know about their adolescents What is happening in the adolescents' brain that causes risky behavior How to respond to risky behavior so you do not trigger more risky behavior A lot of the problems parents have with adolescents are due to misleading information Neuroscience says that adolescence now begins at 9 years old and ends around 25 years. It can extend into the 30's.  Key Takeaways The mental health crisis: 1 in 5 children or adolescents will experience a major form of mental illness which has to be medicated. Suicide rates have tripled.  In response to risky, arrogant behavior you need to accept them and empathize with their underlying fear and shame before you enforce limits.  Adolescents need to go out into the world and try to be independent. They also need you to help them process the feelings that underlie risky, arrogant behavior. If parents wrongly assume their adolescents don't need them, they won't be there enough to help them learn self-regulation.   “Children and adolescents live in a world that's like a fish bowl, an exhibitionist world where everything is exposed.” —  Erica Komisar   Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com    Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com    Connect with Erica Komisar:   Website: https://www.ericakomisar.com/  LinkedIn: https://www.linkedin.com/in/erica-komisar-lcsw-305bb218/  Twitter: https://twitter.com/EricaKomisarCSW  Facebook: https://www.facebook.com/EricaKomisarLCSW/  Instagram: https://www.instagram.com/ericakomisar/    Connect with Jordan:  Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com  Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com    Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/  

About Walter G. Meyer: Walter is co-author of my book, Workplace Warrior: People Skills For The No-Bullshit Executive. He is a freelance writer who has written for dozens of magazines and newspapers including Kiplinger's Personal Finance, Los Angeles Times, The Orange County Register, and many others on a wide variety of topics ranging from baseball and Will Rogers, to sea turtles and pawn shops. He has a degree from the School of Communications from Pennsylvania State University and he's also the author of seven published books. He has appeared on local television and radio stations and has done many interviews in print to talk about his works. He worked for the Lambda Archives, which is a historical society and library for the LGBTQ+ community in San Diego and in that role he has spoken both around San Diego and around the country on issues relating to LGBTQ+, workplace equality, personal equality and more. His novel, Rounding Third, was published to rave reviews and was nominated for a Lambda Literary Award. He was a finalist for a San Diego book award and he got a lot of invitations to speak all around the country based on that as well. He also co-wrote The Respectful Leader by Gregg Ward. Finally, he's got a new book in the works titled, “If You Weren't Here, This Would Not be Happening, plogs from my life”.  In this episode, Jordan and Walter discuss: Identity, equity and equality for LGBTQ+ in the workplace.  How to not die with regrets  Political correctness when it comes to gender diversity “Tolerance” vs “Acceptance” of diverse groups  Key Takeaways Many people who have died don't know that it would be their last day, and so leave with the burden of regret. Today might just be a normal day, but if there's someone you need to say “sorry” or “I love you” too, better say it now while you still can. Diversity and equality in the workplace is becoming better and better for diverse groups. It still has a long way to go, but it's going in the right direction in most spaces. Accepting people's preferred pronouns is a matter of respect for other human beings and their identity.  Diversity pretty much won World War II (examples in the podcast), and it wins a lot for companies that embrace it today. There's a big difference between tolerance and acceptance, and people must start embracing diversity in order to win together.    “We should stop teaching ‘tolerance' and start relishing the differences with people of color and people from other communities and accept those as bonuses.” —  Walter G. Meyer Get Walter Meyer's newest book, If You Weren't Here, This Wouldn't Be Happening-Plogs From My Life at https://www.amazon.com/Books-Walter-G-Meyer/s?rh=n%3A283155%2Cp_27%3AWalter+G.+Meyer  Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com    Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com  Connect with Walter G. Meyer:   Website: http://www.waltergmeyer.com/  LinkedIn: https://www.linkedin.com/in/walter-meyer-47307b8/  Twitter: https://twitter.com/waltergmeyer  Facebook: https://www.facebook.com/RoundingThirdBook/  YouTube: https://www.youtube.com/channel/UC5ViT3mGzolg_Ha9c76h6mg Email: walt@waltergmeyer.com Connect with Jordan:  Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com  Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com    Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/  

About Phyllis Sarkaria: Phyllis coaches both men and women in gaining influence in corporations and organizations. She has 25+ years of leadership experience and she's a Master Corporate Executive Coach, Facilitator, and a trusted advisor to the companies she works with. She has held executive roles in government affairs and human resources. Phyllis worked with the energy industry for almost 20 years, and 10 years of that was as a regulatory lobbyist. Before founding the Sarkaria Group, a leadership consulting group, Phyllis served as an internal advisor to C-Level Executives at Quidel Corporation. She was responsible for the Company's global HR strategy for over a dozen years. She also teaches Ethics and HR analytics in the Organizational Leadership Master's Program and the Human Resources Master's Program at Claremont Lincoln University and she is a member of the faculty for C.B. Bowman's Workplace Equity and Equality program. Phyllis has an MBA from Texas Tech University and an MA in Ethical Leadership at Claremont Lincoln University. She has numerous coaching certifications, and she's also in the process of publishing her book called “Map: A Field-Guide For Your Leadership Journey”.    In this episode, Jordan and Phyllis discuss: Working in government affairs and recognizing the opportunity to lead and influence How your cultural background influences how you are perceived  How a woman can gain influence in a predominantly male environment Common struggles in executives and the ROI for listening and caring Key Takeaways When you do the right things with people and remove the boundaries and hurdles, people can be productive and great things can happen in the organization.  Challenge yourself to think about what the pain points are for the people you're trying to influence. You have to know how your suggestion or your idea is going to impact what keeps people up at night.  Your tone of voice, confidence and assertiveness is just as important as the words you're trying to get across.  You have to find new avenues and tools for growth - holding on to what got you to where you are might prevent you from ever going further. “Many times we have great ideas and we want to pursue those… but if it's not addressing pain points for someone at a higher level, then they're likely to see it as vitamins rather than a painkiller. Those are not necessarily seen as adding the greatest value in the organization. ” —  Phyllis Sarkaria   Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com    Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com    Connect with Phyllis Sarkaria:   Website: http://www.sarkariagroup.com/  LinkedIn:  https://www.linkedin.com/in/phyllis-sarkaria/  Twitter: https://twitter.com/PhyllisSarkaria    Connect with Jordan:  Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com  Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com    Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/