Podcasts about Aon Hewitt

Fixing Toxic Leadership: How to Coach Difficult Leaders Back on Track Leadership Challenges: When High Performers Push People Away Episode 242 ( Dotty is based in Milwaukee. Repeat of episode 192) In this conversation we explore: The challenges of leadership development – Why some leaders struggle despite their experience. How organizations decide whether to invest in leadership coaching – What factors indicate a leader is worth saving. Why high performers can still be destructive – The hidden costs of results-driven leadership. The most common toxic leadership behaviors – Overpowering, micromanaging, dismissing feedback, and creating fear. How personal triggers affect leadership style – The role of stress, past experiences, and subconscious reactions. The power of feedback and self-awareness – How leaders can recognize and change harmful behaviors. The role of gender in leadership feedback – How women are often labeled "too aggressive" or "too emotional." How to foster constructive workplace conflict – Encouraging open discussion without personal attacks. Strategies for team members dealing with difficult leaders – How colleagues can provide feedback without confrontation. Practical steps for leaders to balance authority with empathy – Tools and techniques for creating a more positive impact. ----- About our guest, Dotty Posto: Dotty Posto helps CEOs and Senior Leaders ignite their stagnant culture to inspire their people to outstanding performance. Dotty began her coaching and consulting business after working in Organizational Development for Fortune 500 companies such as The Chicago Tribune, Aon-Hewitt and Harley-Davidson Motor Company. Dotty's clients say, through their work with her, they've experienced new levels creativity,  effectiveness, and well-being...without the struggle they'd become accustomed to.   Learn more about Dotty and her services at her website https://inplainsightinc.com/ You can find a free Energy Assessment and the free videos for Leadership Development. ----- Key Learning Points from the Interview Leaders Can Change, But Only If They're Open to It A company must be committed to supporting a leader's growth, and the leader must be willing to receive feedback and change. Toxic Behavior in Leaders Often Comes from Personal Triggers Leaders who struggle with workplace interactions are often reacting from a place of personal stress, past experiences, or subconscious triggers. High Performance Doesn't Justify Poor Behavior A leader may be delivering results, but if they create a toxic environment, the overall impact on the team and company is negative. Common Signs of Poor Leadership Leaders who overpower conversations, micromanage, dismiss feedback, or create fear among their teams. Feedback Culture is Key to Leadership Success Constructive feedback should be built into an organization's culture, ensuring leaders receive honest input and can adjust accordingly. The Power of Self-Observation and Accountability Leaders must recognize their own patterns of behavior and work with trusted colleagues for real-time feedback. Emotions Play a Role in Leadership, But Shouldn't Control It Women, in particular, often receive conflicting feedback (too aggressive vs. too emotional), and they need to find their own authentic balance. Leaders Must Learn to Separate Issues from Individuals Workplace debates should be about the idea, not the person. Leaders must be skilled at discussing disagreements without making them personal. Team Members Can Influence Leadership Behavior Employees can tactfully question and provide feedback to difficult leaders, helping guide them toward better workplace interactions. Healthy Workplace Cultures Are Built on Trust and Constructive Conflict Leaders should encourage open discussion, embrace challenges, and create a space where their teams feel safe speaking up. ----- ----more---- Your Intended Message is the podcast about how you can boost your career and business success by honing your communication skills. We'll examine the aspects of how we communicate one-to-one, one to few and one to many – plus that important conversation, one to self. In these interviews we will explore presentation skills, public speaking, conversation, persuasion, negotiation, sales conversations, marketing, team meetings, social media, branding, self talk and more.   Your host is George Torok George is a specialist in communication skills. Especially presentation. He's fascinated by the links between communication and influencing behaviors. He delivers training and coaching programs to help leaders and promising professionals deliver the intended message for greater success.   Connect with George www.SpeechCoachforExecutives.com https://www.linkedin.com/in/georgetorokpresentations/ https://www.youtube.com/user/presentationskills https://www.instagram.com/georgetorok/

Keith Goode has been the Vice President of Client Services at ZeroedIn for more than 10 years, where he leads the implementation and support efforts of the ZeroedIn platform used to transform HR, talent and business data into actionable intelligence. ‌ Previously, Keith held various management consulting and corporate roles at General Dynamics, AON Hewitt and Saba. With over 20 years delivering human capital management and business intelligence solutions, Keith finds it exciting to deploy tools and techniques such as Data Mining, Collective Listening, Machine Learning and Predictive Modeling in a platform that solves real world HR and business issues. What you will learn Discover how AI is revolutionizing HR by turning data into actionable insights for better decision-making. See how workforce analytics can help organizations uncover valuable insights from historical data to improve their human capital strategies. Learn how analytics can supercharge learning management systems, helping employees get the right training to meet company goals. Find out how AI models can identify organizational trends and predict future changes to stay ahead of the curve. Explore how data-driven insights can help find the perfect balance between remote and in-office work in the post-pandemic world.'

#519: Amy L. Riley is an internationally renowned speaker, author and leadership development consultant. She's worked with organizations such as Deloitte, Cisco Systems and Aon Hewitt and has over 20 years of experience working with leaders at all levels. Amy earned a Masters of Science in Training and Development (MSTD), with an emphasis in Organization Development (OD), from Loyola University in Chicago, Illinois. She is a Certified Professional Behavioral Analyst (CPBA), a certified Tiara International LLC Coach and certified in the Meyers-Briggs Type Instrument. Amy's second book, The Courage of a Leader: How To Inspire, Engage and Get Extraordinary Results, was released on March 3, 2021 and immediately reached #1 international best-selling status.

What do you do when you're stuck? Renowned speaker and leadership development consultant Amy Riley says it takes reflection and action to make a breakthrough; you have to focus on your feelings to help you figure out your next step. And that takes courage, something Amy credits for her success in both her professional and personal life. She shares with Jeanne what courage looks like in leadership; the difference between a waffle brain and a spaghetti brain; her reflective way of bouncing back from a failure; the moment she figured out she was meant to be a consultant; and what helped her run an ultramarathon (100 miles!) on her 50th birthday. Amy L. Riley is an internationally renowned speaker, author and leadership development consultant. She's worked with organizations such as Deloitte, Cisco Systems, and Aon Hewitt and has over 20 years of experience working with leaders at all levels. Amy earned a Master of Science in Training and Development (MSTD), with an emphasis in Organization Development (OD), from Loyola University in Chicago, Illinois. She is a Certified Professional Behavioral Analyst (CPBA), a certified Tiara International LLC Coach, and certified in the Myers-Briggs Type Instrument. Amy's second book, The Courage of a Leader: How To Inspire, Engage and Get Extraordinary Results, was released on March 3, 2021, and immediately reached #1 international best-selling status.Website: https://courageofaleader.com/IG: @courageofaleaderYT: https://www.youtube.com/channel/UCCXIynEP0yvY3rEkUKOSYwwLI: https://www.linkedin.com/in/amyshoopriley/Email: amy@courageofaleader.com

When it comes to diversity in today's workplaces, understandably much of the focus is on systemic challenges members of various marginalized groups have to deal with. But as my guest in this episode of my Leadership Biz Cafe podcast points out, that doesn't mean there aren't measures Black professionals can take at the individual level so they can succeed and thrive in today's corporate environment. Carice Anderson is a seasoned corporate leader and executive, having worked at numerous organizations including Deloitte, Korn Ferry, McKinsey & Company, Aon-Hewitt, and has worked with top companies like Google, Bloomberg, JP Morgan Chase and Bain & Company.  I've invited Carice to join me on my podcast to talk about her book “Intelligence Isn't Enough: A Black Professional's Guide to Thriving in the Workplace” so that Black and non-Black leaders can learn from her insights about how Black employees can be empowered to succeed and thrive as members of their team.  Over the course of my conversation with Carice, we spoke about: What is the Black Tax and how it impacts the productivity and perception of Black and non-Black employees. An examination of the “three major corporate muscle groups” Black professionals need to flex and develop to succeed in the corporate world. The mindset shift Black professionals need to make to have a healthier relationship with failure. How Black professionals tend to prioritize degrees over work relationships and why they need to change their focus to get ahead in the corporate world. The advantages of looking for sponsors and not just mentors to help elevate your career. Why we need to think of “difficult conversations” as “courageous conversations” and how to be more effective in having them.  https://open.spotify.com/episode/3lvQR0oSdyqoknhVVmENwn?si=7515197b09c9430a Noteworthy links: Buy Carice's book “Intelligence Isn't Enough” on Amazon.* Learn more about Carice's work - cariceanderson.com *sponsored link that helps to support this podcast. As an Amazon Associate I earn from qualifying purchases.

Help the toxic star and save your team "Does not play well with others" Episode 192 (Dotty is based in Milwaukee) In this conversation with Dotty Posto we explore: Why do some leaders get mean, and degrading? How to address this challenge with promising leaders Identifying the anger and frustration and how to redirect it Can we save this toxic person to become a true team supporter The process of diagnosing and correcting destructive behavior Looking for the balance in their life About our guest Dotty Posto: Dotty Posto helps CEOs and Senior Leaders ignite their stagnant culture to inspire their people to outstanding performance. Dotty began her coaching and consulting business after working in Organizational Development for Fortune 500 companies such as The Chicago Tribune, Aon-Hewitt and Harley-Davidson Motor Company. Dotty's clients say, through their work with her, they've experienced new levels creativity,  effectiveness, and well-being...without the struggle they'd become accustomed to.   Learn more about Dotty and her services at her website https://inplainsightinc.com/ You can find a free Energy Assessment and the free videos for Leadership Development ----- Excerpts from this conversation with Dotty Posto: I've seen leaders really get mean, I've seen leaders get judgmental and degrading, and to me that has no place in the workplace. ----- And that's what's making that action, whatever action is causing the  "does not play well with others" on my report card. Some people call it a personality conflict, which I do not like that term. It is,, we are in such a brain state of reactivity, that something happens out there that we've seen or heard or experienced before, and it's triggering us and our amygdala is saying that our brain is saying you're not safe. And it goes into fight, flight or freeze or there's also tend-to. befriend or fawn-on that some women do.  A woman might go into people pleasing, might go into, oh, everything's great, everything's fine. And, and never challenge anyone, or someone might be in the fight, and really go into challenging others and, and being very defensive and angry and upset, and, and so there's these two sides of the spectrum that people can react to when they have those triggers. And it's creating what I work with people to do is create that space of choice to be able to first realize that it isn't what's out there. It's got nothing to do with what's out there. It's what's happening in here. And in here, what's going on in our body? What's going on with that anger, that frustration? And what are the thoughts that are sending me there from an anger, frustration perspective? ----- I think there's a few things. When I first started working at Harley, one of my managers gave me three leadership principles. And one of them was get curious. Before you get furious, I am a huge proponent of providing feedback. And if they see an escalating situation, it might even be get curious, ask a question. Say, Hey, you seem to be getting upset. What's happening that's creating this frustration, help us understand why you're getting frustrated here. ----- ----more---- Your Intended Message is the podcast about how you can boost your career and business success by honing your communication skills. We'll examine the aspects of how we communicate one-to-one, one to few and one to many – plus that important conversation, one to self. In these interviews we will explore presentation skills, public speaking, conversation, persuasion, negotiation, sales conversations, marketing, team meetings, social media, branding, self talk and more.   Your host is George Torok George is a specialist in communication skills. Especially presentation. He's fascinated by the links between communication and influencing behaviors. He delivers training and coaching programs to help leaders and promising professionals deliver the intended message for greater success.   Connect with George www.SpeechCoachforExecutives.com https://www.linkedin.com/in/georgetorokpresentations/ https://www.youtube.com/user/presentationskills https://www.instagram.com/georgetorok/  

Without Trust Your Company Won't Survive.Virgin Pulse CEO, Chris Michalak, shares the action he took to build trust with his team and thousands of virtual employees at a critical time. It's become the lifeblood of his companies.This perspective has been so effective in trust building that the relationships endure and transcend the workplace even years later.Virgin Pulse, part of Sir Richard Branson's Virgin Group, is the world's #1 health, well being and navigation platform. They impact over 100 million people across 190 countries by helping Fortune 500, national health plans and many other organizations.Chris is passionate about leadership and enabling leaders in his organization to reach their full potential and says his leadership is the product of great mentors, great experiences, and difficult circumstances that have shaped his approach and authenticity.He also held senior leadership roles at Aon Hewitt, Buck Consultants, and Towers Perrin.He has an undergraduate degree from Michigan State and MBA from Northwestern Kellogg School of Management.LinkedIn Profile https://www.linkedin.com/in/christopher-a-michalak/Company Link: https://www.virginpulse.com/What You'll Discover in this Episode:What Sir Richard Branson famously said about employees.Chris' leadership framework.The exercise that immediately boost trust.The book he uses with this leadership team.Why some relationships that transcend the work environment.How to build trust with virtual team.A difficult moment in his career that ultimately led to becoming CEO.The two movies that inspire his leadership.-----Connect with the Host, #1 bestselling author Ben FanningSpeaking and Training inquiresSubscribe to my Youtube channelLinkedInInstagramTwitter

Harshita Khanna was appointed as the Chief People Officer at Home Credit India in June 2021. She has been with Home Credit India since 2015 and was heading the compensation & benefits and Rewards vertical. In her current role, she is responsible for people strategy including talent acquisition and management, employee lifecycle management, HR digitalization, Reward Strategy, performance management and internal communication. A seasoned HR professional, Harshita brings 15 years of rich experience, driving various facets of Performance Excellence in India and International markets across diverse industries. Her core expertise includes Rewards and Performance management, Merger & Acquisition, Succession Planning, Business Partnering, Talent Management and development and HR digitalization. Prior to Home Credit, Harshita has worked with large multinational corporations such as Computer Science Corporation, Schneider Electric India Pvt Ltd and AON Hewitt, serving diverse national and international HR mandates for these brands. Harshita has many certifications and accolades to her credit namely Certified AON Hewitt Performance Management expert, Certified CIPD Organizational Design Professional, MEHR'S-Certified OD Analyst, MEHR's Certified Psychometric Test Professional. She has been awarded ‘Knowledge Builder of the Year Award - 2010' in AON Hewitt, nominated as TCC Strategic Lead for Asia-Pacific Region by Regional and Global Leaders in AON Hewitt, nominated for CIPD training on successful completion of European Regulatory In-Home Credit India Finance Pvt to name a few.  Harshita holds a Master's degree in Operational Research and has completed Bachelors in Mathematics Honors from University of Delhi. She is an avid traveler and is determined to build on her strengths of being analytical & self-driven, continuously drive for accurate process improvement with a focus on training and knowledge-sharing.

Uma gestão eficaz de processos e o fortalecimento da equipe podem impulsionar sua clínica. Insights do estudo "Engaging for Success" revelam como um time engajado pode aumentar a receita em até 147%! Descubra também como reduzir a rotatividade em 40%, segundo a Aon Hewitt, e otimizar os custos operacionais em até 25%, conforme apontado pela Deloitte. Além disso, desvende o segredo para uma clínica mais segura com a padronização de processos, que pode reduzir erros em até 41%! Não perca tempo e mergulhe conosco nesta jornada rumo ao sucesso na odontologia com o Rogério Mendes, especialista em Gestão de Processos e Qualidade da Maquira Dental Group está oficialmente no ar! Escute agora!

Nicole is a 25+ year marketing executive who held leadership roles at Aon Hewitt, Zendesk, and Logitech. Rising from a product marketing specialist, she became Corporate VP and Head of Marketing at Aon Hewitt and COO/CMO at Logitech Sports and Human Performance. In 2022, Nicole left Logitech to start a fitness coaching business. Recently, she founded her full-service marketing consultancy, Baer Consulting, following her success with Artemis Marketing Partners, established in 2017. Nicole holds a bachelor's in English and American Literature from UC Santa Barbara and an MBA from Berkeley's Haas School of Business.

Amy L. Riley is an internationally renowned speaker, author and leadership development consultant. She's worked with organizations such as Deloitte, Cisco Systems and Aon Hewitt and has over 20 years of experience working with leaders at all levels. In this episode, Amy shares effective ways of identifying your strengths, finding solutions to people's problems, and quantifying the results of your solutions. By doing so, you can accurately assess your ability to bring about transformation for your clients and determine your true worth.   What you will learn from this episode: Learn to know your strength and what value you bring so you know your worth Discover the benefits of receiving feedback to identify areas for improvement and areas to maintain to enhance your leadership skills Find out how to develop people skills so you become a more effective leader   "Encourage leaders to get feedback all the time." - Amy Riley   Topics Covered: 00:57 - What Amy is helping people with 02:09 - The value you bring--what's your worth? 04:22 - Best means to identify your strengths 06:49 - How does feedback benefit you as a leader and how to deal with self-delusion? 09:49 - Figure out your leadership legacy 10:52 - Fighting to be right versus fighting to be effective 11:49 - The thing with leaders admitting their mistakes 12:43 - What is a pivot and why pivot? 13:35 - The easy ways to find out where your strengths lie 14:50 - How to develop effective people skills 17:42 - Why the need to be open to feedback 20:00 - Amy sharing what her strengths and what problems she helps solve 24:22 -The potential outcome and its financial value that can be attained with Amy's expertise    Key Takeaways: “The value that we bring is inherent in our strengths." - Amy Riley "When we're looking to that leadership legacy for guidance, then we act bigger and bolder than any of our normal human considerations that might hold us back." - Amy Riley "If you do find yourself in those moments where you're fighting to be right instead of fighting to be effective, do give yourself some compassion, because we're human beings, and that's a human tendency.” - Amy Riley   People/Resources Mentioned: The Courage of a Leader®: How to Inspire, Engage and Get Extraordinary Results by Amy Riley: https://courageofaleader.com/products/   Connect with Amy Riley: Website: https://courageofaleader.com/ LinkedIn: https://www.linkedin.com/in/amyshoopriley/   Connect with Mark Stiving: LinkedIn: https://www.linkedin.com/in/stiving/ Email: mark@impactpricing.com  

Colin Robertson is an independent advisor to two LGPS funds – London Borough of Tower Hamlets and London Borough of Harrow, within a portfolio career that he has had since 2013. He previously held the role of Global Head of Asset Allocation for Aon Hewitt and previously at Mercury Asset Management. He has extensive experience in working with a wide range of institutional clients.  In this podcast we go on a journey from Scotland to the University of California – Berkeley around the end of the Flower Power era. It was there that Colin studied for a year and focused on Game Theory, a subject that he likens to risk management. Colin describes the evolution of his investment beliefs and how they have evolved to incorporate more behavioural aspects.  We cycle through the various roles that Colin has had, in which he spent time working on both equity and fixed income investments before becoming a Chief Investment Officer. He subsequently decided to focus on economics and asset allocation, holding major global positions. After retiring from full time employment, he has taken on independent advisory work amongst other roles. We examine what it takes to be an independent advisor and the level of challenge that is appropriate.   Returning to the topic of behavioural science, we examine what it is that makes people lose some of their over-confidence and arrogance in the investment arena over time. Colin discusses how the role of interpreting the mass of data we have out there is more important than ever and reflects on the satisfaction he has enjoyed from being able to innovate throughout his career.  This podcast is part of a special collaboration with Crispin Derby Limited.  Learn more about your ad choices. Visit megaphone.fm/adchoices

Colin Robertson is an independent advisor to two LGPS funds – London Borough of Tower Hamlets and London Borough of Harrow, within a portfolio career that he has had since 2013. He previously held the role of Global Head of Asset Allocation for Aon Hewitt and previously at Mercury Asset Management. He has extensive experience in working with a wide range of institutional clients.  In this podcast we go on a journey from Scotland to the University of California – Berkeley around the end of the Flower Power era. It was there that Colin studied for a year and focused on Game Theory, a subject that he likens to risk management. Colin describes the evolution of his investment beliefs and how they have evolved to incorporate more behavioural aspects.  We cycle through the various roles that Colin has had, in which he spent time working on both equity and fixed income investments before becoming a Chief Investment Officer. He subsequently decided to focus on economics and asset allocation, holding major global positions. After retiring from full time employment, he has taken on independent advisory work amongst other roles. We examine what it takes to be an independent advisor and the level of challenge that is appropriate.   Returning to the topic of behavioural science, we examine what it is that makes people lose some of their over-confidence and arrogance in the investment arena over time. Colin discusses how the role of interpreting the mass of data we have out there is more important than ever and reflects on the satisfaction he has enjoyed from being able to innovate throughout his career.  This podcast is part of a special collaboration with Crispin Derby Limited. 

“The constant evolution of tools and technologies in the workplace has no end in sight. It's both thrilling and challenging to adapt and learn as new modes of communication emerge. We are fortunate to be part of this dynamic journey.”In today's episode of The Shape of Work podcast, we are joined by Amit Mohla, Senior HR Professional at Wipro, who takes us through his extraordinary 27-year career journey, painting a vivid picture of the evolution of communication technologies and how they have revolutionised our work culture. He has worked at various organisations such as GE Capital, American Express, Hewlett Packard, Aon Hewitt, etc.As we gaze into the crystal ball to glimpse the future of work, we explore how automation and digitization will redefine job roles and how organizations, with the aid of HR, will need to craft policies that accommodate flexible work environments. We also discuss the increasing importance of employee well-being in a fast-paced corporate world and the urgency for individuals to be adaptive.Episode HighlightsHow has communication changed over the years?How will the workplace evolve in the future?How to use historical data to make future predictions?The qualities future people managers need to pick upFollow Amit on LinkedinProduced by: Priya BhattPodcast Host: Archit SethiAbout Springworks:Springworks is a fully-distributed HR technology organisation building tools and products to simplify recruitment, onboarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify— B2B verification platformEngageWith— employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking system.Springworks prides itself on being an organisation focused on employee well-being and workplace culture, leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

On this Father's day episode, Nadir Pop and Peter Pop are joined by Harpreet Singh Grover, the Curious Parent. They discuss Hapreet shift into parenting research from an  entrepreneur, his thoughts on the changes in parenting in India and even the concept of Father's Day.  Harpreet is an independent researcher in the field of parenting and children. He posts as The Curious Parent on Instagram. (https://www.instagram.com/thecuriousparent.harpreet/) Before that he spent 12 years in EdTech building CoCubes which was acquired by Aon Hewitt in 2017. He is also the author of the no-bull shit book on entrepreneurship called Let's Build a Company published by Penguin. And an angel investor/coach with 50 odd start-ups including Ola, Ola Electric, Chaayos, Bombay Shaving Company and 15+ EdTech start-ups.  Beyond work, he has been mountaineering for 12 years and completed a few 100km+ trail running races in 2019. After this Harpreet tried to convince his wife to live in the hills. Failing which he lives in Mumbai with Bhakti and his daughter Diya.   Get in touch with the Pop duo on popsinapod@gmail.com Follow Pops In A Pod Instagram - https://www.instagram.com/popsinapod/    Facebook - https://www.facebook.com/popsinapod  Youtube - https://www.youtube.com/c/PopsinaPod Nadir is a media and advertising professional with 17 years of experience, out of this Nadir spent a decade in TV and digital video production – producing, directing, developing content, and writing.  www.linkedin.com/in/nadir-kanthawala-47249814/  Peter is a marketing guy. He has a decade of experience working with companies ranging from startups to public listed companies. https://www.linkedin.com/in/peterkotikalapudi/

“It's very important for organizations to define growth for their companies”- Diljot KaurWhat type of growth does your organization celebrate? How do you personalize growth and development for your employees?   Listen to this episode for some alternative and thought-provoking ideas around how to navigate the age-old problem of having fewer roles for people to move into  the higher you go in an organization.  My guest is Diljot Kaur. Diljot is a global HR leader with 16 years' experience in bringing teams and leaders together to build great companies & communities, across diverse industries in Asia, Middle East and America. She currently leads People & Culture (as Head of HR) for SB Energy, a renewable energy company that develops, constructs, and owns & operates some of the largest and most technically advanced renewable projects across the United States. While at SoftBank, Diljot partnered with innovative technology led start-ups, founders, CXOs and investors to build organizations from scratch, establish the culture of DEI, and drive growth. Her FMCG stint at SABMiller/ABInBev saw her launch several industry leading initiatives, including ‘Brew-a-Career', a unique campus connect initiative. As a Senior Consultant at Aon Hewitt, she led the Best Employers Study, Hewitt's flagship Survey with highest participation in 2011. She is currently a Mentor for HR30under30 - a unique 'Young HR Leader Certification' Journey for 2023. She won the 40-Under-40 HR Leader award in 2019.In this episode of Talent Management Truths, you'll discover:

Diversity has been highlighted within news reports, articles, and leaders across the globe. While this commitment to embracing diversity is justified, it is difficult to develop strategies to invigorate change beyond boilerplate stump speeches.The well-crafted diversity statement has become an integral element of a modern company. Saying the right things about inclusion is only the first step; embodying equity at all levels of business must be scaffolded by intentionality, commitment, and compassion. To help explore ways to embrace the complexities of who we are, the College of Business is proud to have special guest and NIU alum, Jocelyn Moore. Jocelyn Moore is globally astute Human Resource Executive. Jocelyn is the General Manager, Global Diversity & Inclusion at Microsoft. In this capacity Jocelyn is responsible for leading Global Diversity & Inclusion for the Microsoft Customer & Partner Solutions group and for all geographies. She brings 20 years of progressive Human Resources experience from global companies like Aon Hewitt, Medline Industries, Hewlett Packard Enterprise, and DXC Technology. Jocelyn has held many transformative Human Resources roles. She started her career as a HR Coordinator and worked her way through the ranks to more progressive complex Human Resources positions.Prior to joining Microsoft, she was with a North American based company, responsible for transforming the entire HR department. Jocelyn also spent time as the VP Global Talent Acquisition with DXC Technology, responsible for recruiting 30,000 new employees each year across the company's global footprint. In this capacity, Jocelyn was directly responsible for leading all Global Talent Acquisition strategies, including relationship management, workforce planning, talent channels, and overall governance.She recognizes she was helped along her career journey and wants to pay it forward. Over the years, Jocelyn has done resume and interviewing workshops, served on many nonprofit boards all focused on helping students with diverse backgrounds, and has had several mentees. She holds a Bachelor of Science in HR Management and MBA from Northern Illinois University was the 2018 Distinguished Alumni Management Department and the 2021 Distinguished Alumni for the NIU College of Business. Please join the College of Business for this inspiring conversation with Jocelyn Moore and moderator, Dr. Christine Mooney on March 1st from 6:00 to 7:30 p.m. (CST).

Sharad has always been passionate about mentoring and coaching. Through the CKL mentorship program, he found fulfillment in helping people discover their career paths. This led him to connect with a deeper purpose and awareness that coaching impacts not only careers but lives holistically. He co-created MyLifehouse to demystify life coaching, expand its access, and help people find their authenticity. In Nov 2021, he launched a podcast How to Live, to reach a larger audience as we together explore ways to live a good, meaningful life. About Mr. Sharad Lal Sharad Lal is an entrepreneur and a podcaster. Sharad has founded/Co-Founded and led a wide variety of ventures since creating his first business at the age of 23. His ventures include a mid-size marketing agency, trendy dot com e-magazine, fitness tech aggregator, non-profit mentorship program, and now a life coaching platform. Sharad started his career with world-class organizations such as BCG, P&G, and AON Hewitt across management consulting, marketing, and HR consulting. --- Support this podcast: https://anchor.fm/tbcy/support

This new technology will change everything about how you work in your business! At least, that's what they say. With how quickly technology is advancing everyday, how do you decide which shiny new piece of technology is either right for your business… …or a huge waste of an investment? Even worse, once you find that perfect new technology, how do you implement it in a way that works for everyone? Meet Mazen Kassis Mazen's Role as a Data Analytics Leader at Foodstuffs North Island Mazen Kassis is the Head of Data & Analytics at Foodstuffs North Island Limited - a cooperative made up of 24,000 kiwis working hard to make sure New Zealanders get more out of life. They serve 2.7 million kiwis each week through their 330+ PAK'nSAVE, New World, Four Square and Gilmours stores and have donated 9m meals to Food Rescue. In 2020, Foodstuffs won the Large Retail Employer of the Year award, and their Four Square banner was a recipient of Aon Hewitt's Best Employer award in 2018. This year, Foodstuffs North Island marks its 100 year anniversary. Mazen's Other Work in Data Analytics and Privacy Besides his work with Foodstuffs North Island, Mazen is a Training Advisory Board Member with IAPP - the International Association of Privacy Professionals. IAPP is the largest privacy association in the world and a leader in the privacy industry. They provide resources for practitioners to develop and advance their careers while helping professionals and businesses navigate the complexities of the evolving environment and how to define and manage privacy issues. Having spent his career journey in research, privacy, and data & analytics capacities in ANZ, Asia, Africa and Europe, Mazen has learnt important lessons about different ways and means that data can be turned into actionable insights. Synthesising data to inform decision making ignites his passion and creating ecosystems where this can be done at scale drives him further. Data Driven, Business Decisions, and New Technology In this exclusive analytics podcast episode, Mazen shares: His work as a Training Advisory Board Member with the International Association of Privacy Professionals (IAPP) Idiosyncrasies between the ANZ region and other regions His role as the Head of Data & Analytics at Foodstuffs North Island Efforts to ensure all business decisions across the organisation are data-powered and customer-driven Developing good data culture amongst data users Organisational structure: Centre of Excellence vs distributed teams What would happen if business decisions were not powered by data How to know which new data analytics technology is worth bringing into the organisation The process of bringing in a new data analytics technology from start to finish Reasons behind less than ideal outcomes when procuring new technologies Reflections on an approach to introducing new data and analytics tech that had unintended consequences Desirable skills for the modern data and analytics professionals His suggestions for those looking to introduce new technologies in their organisations If you are interested in getting a glimpse into the world of data and analytics inside one of the most significant organisations in New Zealand, this is the episode you do not want to miss. --- Send in a voice message: https://anchor.fm/analyticsshow/message

Mark gets the 'skinny' on 529 plans from the Principle of Edward Jones.There are amazing opportunities for individuals who have a 529 plan including Tax benefits and more than just higher education.Edward Jones Principal Steve Rueschhoff leads the Managed Investments and Insurance areas in Packaged Products. He and his teams are responsible for leading and coordinating the firm's product strategy, product management and wholesaling support for mutual funds, exchange traded funds, 529 plans, unit trusts and insurance. Prior to joining Edward Jones, Steve held a variety of roles in the industry. He served as vice president of Life Product Management at Allstate; was a principal with Davis, Conder, Enderle and Sloan, Inc.; and worked as a retirement benefits consultant at Aon Hewitt. Steve participates in several financial services industry committees and serves on the board of the Insured Retirement Institute (IRI). He is a Fellow in the Society of Actuaries and a graduate of the University of Nebraska in Lincoln. For more information please visit: https://www.edwardjones.com/us-en/market

Mark gets the 'skinny' on 529 plans from the Principle of Edward Jones.There are amazing opportunities for individuals who have a 529 plan including Tax benefits and more than just higher education.Edward Jones Principal Steve Rueschhoff leads the Managed Investments and Insurance areas in Packaged Products. He and his teams are responsible for leading and coordinating the firm's product strategy, product management and wholesaling support for mutual funds, exchange traded funds, 529 plans, unit trusts and insurance. Prior to joining Edward Jones, Steve held a variety of roles in the industry. He served as vice president of Life Product Management at Allstate; was a principal with Davis, Conder, Enderle and Sloan, Inc.; and worked as a retirement benefits consultant at Aon Hewitt. Steve participates in several financial services industry committees and serves on the board of the Insured Retirement Institute (IRI). He is a Fellow in the Society of Actuaries and a graduate of the University of Nebraska in Lincoln. For more information please visit: https://www.edwardjones.com/us-en/market

In the first episode of season two of the HR Trends podcast, Clare Morin speaks to Brian Kropp, Chief of Research and Distinguished Vice President at Gartner, and Polly Nicholas, Senior Vice President and Head of Solutions at Unum Group, about the fundamental shifts happening in HR and how business leaders who respond to the holistic needs of their employees will win the talent and retention game. Key takeawaysAs the line between work and home have become blurred, it's caused a reconsideration of the place of work in an employee's life.  (7:55)This requires a different approach and a new type of leader.  (9:35)This shift can also be seen in what employers and employees want in terms of benefits. (11:40)Supporting employees in this broader, more holistic way is also better for business. “When organizations are more effective at meeting the mental health needs, the family needs, the community needs of their employees,” says Kropp, “Those employees perform at a higher level, are less likely to quit, they are more engaged with their work, they sleep better at night, and the list goes on and on.  By improving the lives of our employees, we help the performance of our organizations.” (13:15)Employee leave programs are becoming focused around personas. “Even the leave and time off conversation used to be this big block of people who just needed to take time off. And tomorrow, it's about a persona,” says Nicholas. “And it's how we begin to shift thinking about leave policies and compliance, to what does a person need who's planning a leave? What does a person need when they have a very unplanned event and there's an emergent moment happening? How are those needs different? And how are we surrounding them, and back to Corey Barret's sort of scaffolding, how are we surrounding them because there's this opportunity to offer solutions that do just that.” (28:20) External shocks -- the pandemic, supply chain disruptions, and the war in Ukraine -- have turned ideas about good management on their head. “The focus up to now has been on efficiency, on stripping costs as much as possible,” explains Kropp. “When we have a management strategy that is maximizing efficiency, we also have a strategy that is unwittingly maximizing fragility. It's like inflating a balloon with as much air as possible right up to the point where it breaks. That strategy is fine if there's nothing in the environment that can cause a balloon to break. What we've realized is there's lots of things in the environment that can cause the balloon to break.” (31:00)Featured speakers: Brian Kropp Chief of Research and Distinguished Vice President, GartnerBrian Kropp oversees the lines of business that support Chief Human Resources Officers and their leadership teams. He works with this cadre of leaders to develop strategic plans that will attract and retain top talent. Dr. Kropp has authored more than 40 research studies at Gartner, led more than 200 strategy sessions with executive teams at Fortune 100 companies and more than 300 Executive Education sessions across the globe.  Polly NicholasSenior Vice President and Head of Solutions, Unum GroupPolly Nicholas is the Senior Vice President and Head of Solutions at Unum Group. With more than 20 years of experience driving growth and operational improvement and a passion for connecting people, purpose and results, Nicholas leads Unum's rapidly expanding solutions businesses, attracting new clients and expanding the support provided through a suite of technology-first solutions including Unum Total Leave™, Behavioral Health and Unum HR Connect solutions. Prior to Unum, Nicholas held leadership roles at global firms Alight Solutions and Aon Hewitt.

Creative, high-impact philanthropy is practiced by donors of all types - foundations, donor advised funds, social venture funders, and collective giving organizations. We visit with Sandy Cook, a leader at Impact100 Metro Denver, one of several hundred womens collective giving organizations around the country. Find out why Impact 100 Metro Denver invites nonprofits to step back and consider what they need to make significant shifts in how they work. Sandy shares examples how investing in nonprofits' unglamourous infrastructure needs, such as redesigning space, and buying trucks and equipment, helps organizations achieve exponentially more impact.   https://impact100metrodenver.org/ https://philanos.org/ ** Sandy is a board member of Philanos, an international network of collective giving organizations with a mission to strengthen collective giving and promote informed impactful grantmaking. Following a career in academia and a role as partner with Hewitt Associates (now AON Hewitt), Sandy's “second career“ has been philanthropy - particularly collective giving. She is a founding member of the Women's Giving Alliance in Jacksonville, Florida. At Impact100 Metro Denver, Sandy is a member of the Executive Committee and Chair of the DEI task force..

Creative, high-impact philanthropy is practiced by donors of all types - foundations, donor advised funds, social venture funders, and collective giving organizations. We visit with Sandy Cook, a leader at Impact100 Metro Denver, one of several hundred womens collective giving organizations around the country. Find out why Impact 100 Metro Denver invites nonprofits to step back and consider what they need to make significant shifts in how they work. Sandy shares examples how investing in nonprofits' unglamourous infrastructure needs, such as redesigning space, and buying trucks and equipment, helps organizations achieve exponentially more impact.   https://impact100metrodenver.org/ https://philanos.org/ ** Sandy is a board member of Philanos, an international network of collective giving organizations with a mission to strengthen collective giving and promote informed impactful grantmaking. Following a career in academia and a role as partner with Hewitt Associates (now AON Hewitt), Sandy's “second career“ has been philanthropy - particularly collective giving. She is a founding member of the Women's Giving Alliance in Jacksonville, Florida. At Impact100 Metro Denver, Sandy is a member of the Executive Committee and Chair of the DEI task force..

Today I am speaking with Elizebeth Varghese, who heads Talent and HR Strategy Transformation at IBM, with solutions in Blockchain, Robotics and AI.    In fact, Elizebeth has just released her new bestseller [Block] Chain Reaction and we're going to go into this, because frankly, all this blockchain, AI talk evokes such an air of mystery!  We also talk about the following: - What are some emerging job opportunities that Elizebeth sees coming up that are only going grow further - Elizebeth's favourite advice and resources to enable someone who wants to make a lateral move to tech roles, from Finance/HR/Marketing etc.  - As a global business leader and people & technology strategist, what it is Elizebeth looks for when hiring for key roles Join me on this journey with Elizebeth on how she moved from AON Hewitt, E&Y to IBM, from Mumbai to New York. If you're curious about the role of tech in the world of jobs and the future of work, this is an episode that cannot be missed.Follow Elizebeth on LinkedIn:https://www.linkedin.com/in/elizebethvarghese/The books we mentioned: [Block]Chain Reaction: The Future of How We Live and Work: https://www.amazon.com/dp/1737200058/ref=cm_sw_r_tw_dp_9E8VFJJ80T5V1RMF6YJESignificant Women: Leaders Reveal What Matters Most: https://www.amazon.com/dp/B0942FDRZC/ref=cm_sw_r_tw_dp_9S0TY0RRYTBKPBCGZEG0-----------------------------Liked this episode? A few things:1. Share the podcast with three of your closest friends! And please leave a great review on Apple Podcasts here or Spotify here (tap on the three-dot menu under the cover art of the podcast) , as it would mean a lot to me and hopefully help others discover it. 2. You will love my weekly emails called Charge-Up! .. they're no fluff no spam, where I share my favourite career insights from movies, TV shows, news and my own personal experiences, that I don't share anywhere else. Make sure you sign up here!  3. Come hang out with me LIVE on LinkedIn and Youtube every Friday at 2 pm CET where I answer your questions and often bring in fab guests:LinkedIn: https://www.linkedin.com/in/sonalbahl/ Youtube: https://www.youtube.com/SuperChargeYourself4. Share your favourite takeaways and tag me on your Instagram: https://www.instagram.com/supercharge_yourself/

Marc Effron is the President of The Talent Strategy Group, a company that helps the world's leading organizations increase the quality and depth of their talent. As President, Effron leads the firm's global consulting, education, and publishing businesses. He also co-founded The Talent Management Institute, created TalentQ magazine, and co-authored the Harvard Business Publishing best-seller One Page Talent Management.  Before founding The Talent Strategy Group, Effron was the VP of Talent Management at Avon Products and led the Global Leadership Consulting practice for Aon Hewitt. He received his BA from the University of Washington and his MBA from Yale School of Management. In this episode: The tight labor market has forced leaders to scramble to rethink and redevelop the ways they compete for top talent and ensure that they're growing a strong team. In many companies, there's a kind of panic — a feeling of being caught unprepared, a sense that they lack a talent strategy, and that talent tools that once served them well aren‘t working. According to Marc Effron, a leading thinker and practitioner in the talent field, these challenges are nothing new. Over the past decade, exit rates have been on a steady, uninterrupted climb. The difference nowadays is that these talent issues are more noticeable — and solving them more expensive. If you want better talent faster, Effron says, a “production mindset” is what's going to get you there. You need to build a talent machine. Companies can raise the level of talent management if they look at talent acquisition and retention as if they were a production line. To develop a strong team, you must get clear on what you're trying to build, who you want in the company, the raw materials you need (that is, what people you need to fill pivotal roles), and the ways in which you assemble it (that is, your hiring processes, training and development, and retention tools). Effron talks about this and more as he joins Thomas A. Stewart on The Leading Edge — a place where new ideas emerge and are sharpened, and where leaders look to find the edge that brings success for themselves, their teams, and their enterprises. In this episode of The Leading Edge, Thomas A. Stewart is joined by Marc Effron, President of The Talent Strategy Group, to talk about building a talent machine to solve hiring and retention challenges. Effron breaks down the critical components of a successful talent strategy, why you should invest in your top employees, and how to de-risk your talent production process.

In this episode, we have a detailed chat with Harpreet, the author of the book "Let's Build a Company: A Start-up Story Minus the Bullshit" In this book, Harpreet, the co-founder and CEO of CoCubes (Acquired by Aon Hewitt), has documented his journey where he has shared insights and actionable frameworks for founders to learn from. The book has received immense love and admiration from the Indian startup ecosystem given that it's one of the very few books that have come out talking about building a company in India and sharing the on-ground reality. In this podcast we dive deeper with Harpreet where he shares insights on the following; 1. Building company culture 2. Principals for hiring talent 3. Relationship management with co-founder, colleagues and family 4. Navigating the highs and lows of building a company 5. Organizational structuring

Welcome to another episode of Expert To Authority Show, brought to you by http://gtex.org.uk/, I am your host, Simone Vincenzi, The Experts Strategist, and this is the podcast for experts who want to become the ultimate authority in their niche while making an impact in the world. We have created the Webinar Conversion Kit where you will get access to: The High-Converting Webinar Framework BONUS #1: High-Converting Webinar Slide Template BONUS #2: Pitch and Follow Up Templates BONUS #3: High Converting Webinars Case Studies BONUS #4: Our Trello Webinar Checklist All of this for only £29.99 for a limited period of time. Click here to download. https://webinarconversionkit.com/ Today I have the pleasure to Interview Amy Riley Amy L. Riley is an internationally renowned speaker, author and leadership development consultant. She's worked with organizations such as Deloitte, Cisco Systems and Aon Hewitt and has over 20 years of experience working with leaders at all levels. Amy earned a Masters of Science in Training and Development (MSTD), with an emphasis in Organization Development (OD), from Loyola University in Chicago, Illinois. She is a Certified Professional Behavioral Analyst (CPBA), a certified Tiara International LLC Coach and certified in the Meyers-Briggs Type Instrument. Amy's second book, The Courage of a Leader: How To Inspire, Engage and Get Extraordinary Results, was released on March 3, 2021 and immediately reached #1 international best-selling status. In this episode, we talk about: How to achieve extraordinary results (through the power of your leadership legacy) Courage is an inside job (belief eats behavior for breakfast) You're most powerful when you're authentically you Connect with Amy Riley Website: https://courageofaleader.com/ Linkedin: https://www.linkedin.com/in/amyshoopriley/ To become a GTeX Member, Apply here: https://gtex.events/call ------- To receive daily support in your coaching and speaking business, join our private Facebook Group EXPLODE YOUR EXPERT BIZ https://www.facebook.com/groups/explodeyourexpertbiz/ ------- Take a full business assessment for free to have absolute clarity on your business with the EXPERT BIZ CHECKLIST. http://bit.ly/expert-biz-checklist-podcast ------ Also, make sure you subscribe to the podcast so you don't miss any other episode. If you want to reach out to me with your questions, you can email me at Simone@gtex.org.uk that comes right to my inbox. --- Send in a voice message: https://anchor.fm/explode/message

This episode of Big Fish in the Talent Pool is inspired by some beginning-of-the-year introspection. In 2022, I am focusing on making a little more “space” for myself, my family, and my clients. By allocating time for my relationships, I have decided to pause the podcast, at least for a while. I thought a nice capstone before my break would be a recent conversation I had with Kevin Grossman at the Talent Board. We talk about PeopleResults, our TA practice, a little about my career, and the never-ending quest to improve the candidate experience. Over the last four years, I have been fortunate to interview TA Leaders such as David Reed of Vail Resorts, Carly Sanchez of Wells Fargo, Sylvette Sawyer of OpenDoor, Rob Dromgoole of Choctaw Nation of Oklahoma, Diana Barr of Boeing, Stephanie Zywien of General Motors, and Tim Streeter of (formerly) Whirlpool. Big leaders - all - and each with diverse views on industry best practices, their path to TA Leadership, and the latest TA technology. One final note, I am dedicating this capstone episode to my Grandma Svea (who is 100 and still kicking!) for modeling what it's like to pour your heart and soul into your work and your family. Thank you, Grandma! As always, many thanks to our Sponsors! Paradox/Olivia: www.paradox.ai ATAP: www.ATAPglobal.org RPOA: www.RPOAssociation.org ERE: www.ere.net Topics Discussed: Improving the Candidate Experience Outsourcing technology with RPO partners Data as the great equalizer Connect with Erin Peterson Erin is a Talent Acquisition Consultant, Interim Leader, and RPO Advisor with PeopleResults. She has led TA and RPO globally for some of the most successful organizations in the world including Accenture, Aon Hewitt, and Amazon. She translates her unique global experience to help clients with TA strategy, employment branding, onboarding, candidate experience, and recruitment process outsourcing (RPO) decisions. Connect on Social Website: https://www.people-results.com LinkedIn: linkedin.com/in/erinpeterson Twitter: https://twitter.com/ErinMcPeterson

In this episode, you'll listen in on Erin's conversation with two emerging TA Leaders, Courtney Connor of Sequoia Consulting Group and Julia "Wonder Woman" Adler of Wayne Technologies. These "Future Big Fish" share their unique perspective from their 4-5 years of experience in consulting, staffing, and sourcing. They discuss their views of TA Leadership from an individual contributor perspective, the importance of keeping up with ever-evolving technologies, and their favorite TA technology right now. Both Courtney and Julia share their insight into why the younger generation is disrupting the status quo of leadership and following new, alternative avenues of success outside of typical paths to “success”. Throughout this conversation, there is a lot in store for both Big Fish and Future Big Fish listeners alike. And as for the more seasoned TA Leaders, stay tuned to hear how Courtney and Julia answer the question, "Fill in the Blank: We could fix Recruiting if only we would…__________.” Their answers might surprise you! Thanks to our Sponsors! Paradox/Olivia: www.paradox.ai ATAP: www.ATAPglobal.org RPOA: www.RPOAssociation.org Topics Discussed: Creating healthy communication loops across the team Providing options for growth with team members with diverse goals Different ways to create a transparent culture Destigmatizing mental health in the workplace Focusing on collaboration and shared success rather than competition within a team Connect with Julia Adler LinkedIn: https://www.linkedin.com/in/adlerjulia/?jobid=1234 Connect with Courtney Connor LinkedIn: https://www.linkedin.com/in/courtneyconnor/?jobid=1234 Connect with Erin Peterson Erin is a Talent Acquisition Consultant, Interim Leader, and RPO Advisor with PeopleResults. She has led TA and RPO globally for some of the most successful organizations in the world including Accenture, Aon Hewitt, and Amazon. She translates her unique global experience to help clients with TA strategy, employment branding, onboarding, candidate experience, and recruitment process outsourcing (RPO) decisions. Connect on Social Website: https://www.people-results.com LinkedIn: linkedin.com/in/erinpeterson Twitter: https://twitter.com/ErinMcPeterson

关注公众号【Albert英语研习社】，0元报名《3天英语思维风暴营》直播大课，Albert带你巧用英语思维，听说读写译轻松进阶！The Wall Street Journal: The appointment of India-born Satya Nadella as Microsoft Corp.'s CEO has caused a bit of a stir in China, where people are questioning why Indians but not Chinese are getting top jobs in the U.S. Language and familiarity with Western culture are the obvious reasons why chief executives such as Indra Nooyi of PepsiCo Inc., Anshu Jain of Deutsche Bank AG and MasterCard Inc.'s Ajay Banga have succeeded in the West. But headhunters also say Indians are more willing to move than Chinese, who see more opportunities and good pay at home. Salaries for management positions at the director level in China are already $131,000 a year, almost the same as in Japan, and four times as much as in India, where executives at that level earn $35,000 on average. Chinese pay is just one-fifth lower than the average level in the U.S., according to a survey of technology companies by Aon Hewitt, a human-resources consulting company.�知识点 1 stir [stɜːr](一些人感到的)激动，愤怒，震动 2 appointment [əˈpɔɪntmənt]任命; 委任 3 familiarity [fəˌmɪliˈærəti]熟悉; 通晓 4 headhunter [ˈhedhʌntər]猎头 5 human-resources [ˌhjuːmən rɪˈsɔːrsɪz]人力资源周邦琴Albert●没有名牌大学背景，没有英语专业背景●没有国外留学经历，没有英语生活环境●22岁成为500强公司英文讲师，录音素材全球员工使用●自学成为同声传译，25岁为瑞士总统翻译

关注公众号【Albert英语研习社】，0元报名《3天英语思维风暴营》直播大课，Albert带你巧用英语思维，听说读写译轻松进阶！The Wall Street Journal: The appointment of India-born Satya Nadella as Microsoft Corp.'s CEO has caused a bit of a stir in China, where people are questioning why Indians but not Chinese are getting top jobs in the U.S. Language and familiarity with Western culture are the obvious reasons why chief executives such as Indra Nooyi of PepsiCo Inc., Anshu Jain of Deutsche Bank AG and MasterCard Inc.'s Ajay Banga have succeeded in the West. But headhunters also say Indians are more willing to move than Chinese, who see more opportunities and good pay at home. Salaries for management positions at the director level in China are already $131,000 a year, almost the same as in Japan, and four times as much as in India, where executives at that level earn $35,000 on average. Chinese pay is just one-fifth lower than the average level in the U.S., according to a survey of technology companies by Aon Hewitt, a human-resources consulting company.�知识点 1 stir [stɜːr](一些人感到的)激动，愤怒，震动 2 appointment [əˈpɔɪntmənt]任命; 委任 3 familiarity [fəˌmɪliˈærəti]熟悉; 通晓 4 headhunter [ˈhedhʌntər]猎头 5 human-resources [ˌhjuːmən rɪˈsɔːrsɪz]人力资源周邦琴Albert●没有名牌大学背景，没有英语专业背景●没有国外留学经历，没有英语生活环境●22岁成为500强公司英文讲师，录音素材全球员工使用●自学成为同声传译，25岁为瑞士总统翻译

关注公众号【Albert英语研习社】，0元报名《3天英语思维风暴营》直播大课，Albert带你巧用英语思维，听说读写译轻松进阶！The Wall Street Journal: The appointment of India-born Satya Nadella as Microsoft Corp.'s CEO has caused a bit of a stir in China, where people are questioning why Indians but not Chinese are getting top jobs in the U.S. Language and familiarity with Western culture are the obvious reasons why chief executives such as Indra Nooyi of PepsiCo Inc., Anshu Jain of Deutsche Bank AG and MasterCard Inc.'s Ajay Banga have succeeded in the West. But headhunters also say Indians are more willing to move than Chinese, who see more opportunities and good pay at home. Salaries for management positions at the director level in China are already $131,000 a year, almost the same as in Japan, and four times as much as in India, where executives at that level earn $35,000 on average. Chinese pay is just one-fifth lower than the average level in the U.S., according to a survey of technology companies by Aon Hewitt, a human-resources consulting company.�知识点 1 stir [stɜːr](一些人感到的)激动，愤怒，震动 2 appointment [əˈpɔɪntmənt]任命; 委任 3 familiarity [fəˌmɪliˈærəti]熟悉; 通晓 4 headhunter [ˈhedhʌntər]猎头 5 human-resources [ˌhjuːmən rɪˈsɔːrsɪz]人力资源周邦琴Albert●没有名牌大学背景，没有英语专业背景●没有国外留学经历，没有英语生活环境●22岁成为500强公司英文讲师，录音素材全球员工使用●自学成为同声传译，25岁为瑞士总统翻译

关注公众号【Albert英语研习社】，0元报名《3天英语思维风暴营》直播大课，Albert带你巧用英语思维，听说读写译轻松进阶！The Wall Street Journal: The appointment of India-born Satya Nadella as Microsoft Corp.'s CEO has caused a bit of a stir in China, where people are questioning why Indians but not Chinese are getting top jobs in the U.S. Language and familiarity with Western culture are the obvious reasons why chief executives such as Indra Nooyi of PepsiCo Inc., Anshu Jain of Deutsche Bank AG and MasterCard Inc.'s Ajay Banga have succeeded in the West. But headhunters also say Indians are more willing to move than Chinese, who see more opportunities and good pay at home. Salaries for management positions at the director level in China are already $131,000 a year, almost the same as in Japan, and four times as much as in India, where executives at that level earn $35,000 on average. Chinese pay is just one-fifth lower than the average level in the U.S., according to a survey of technology companies by Aon Hewitt, a human-resources consulting company.�知识点 1 stir [stɜːr](一些人感到的)激动，愤怒，震动 2 appointment [əˈpɔɪntmənt]任命; 委任 3 familiarity [fəˌmɪliˈærəti]熟悉; 通晓 4 headhunter [ˈhedhʌntər]猎头 5 human-resources [ˌhjuːmən rɪˈsɔːrsɪz]人力资源周邦琴Albert●没有名牌大学背景，没有英语专业背景●没有国外留学经历，没有英语生活环境●22岁成为500强公司英文讲师，录音素材全球员工使用●自学成为同声传译，25岁为瑞士总统翻译

关注公众号【Albert英语研习社】，0元报名《3天英语思维风暴营》直播大课，Albert带你巧用英语思维，听说读写译轻松进阶！The Wall Street Journal: The appointment of India-born Satya Nadella as Microsoft Corp.'s CEO has caused a bit of a stir in China, where people are questioning why Indians but not Chinese are getting top jobs in the U.S. Language and familiarity with Western culture are the obvious reasons why chief executives such as Indra Nooyi of PepsiCo Inc., Anshu Jain of Deutsche Bank AG and MasterCard Inc.'s Ajay Banga have succeeded in the West. But headhunters also say Indians are more willing to move than Chinese, who see more opportunities and good pay at home. Salaries for management positions at the director level in China are already $131,000 a year, almost the same as in Japan, and four times as much as in India, where executives at that level earn $35,000 on average. Chinese pay is just one-fifth lower than the average level in the U.S., according to a survey of technology companies by Aon Hewitt, a human-resources consulting company.�知识点 1 stir [stɜːr](一些人感到的)激动，愤怒，震动 2 appointment [əˈpɔɪntmənt]任命; 委任 3 familiarity [fəˌmɪliˈærəti]熟悉; 通晓 4 headhunter [ˈhedhʌntər]猎头 5 human-resources [ˌhjuːmən rɪˈsɔːrsɪz]人力资源周邦琴Albert●没有名牌大学背景，没有英语专业背景●没有国外留学经历，没有英语生活环境●22岁成为500强公司英文讲师，录音素材全球员工使用●自学成为同声传译，25岁为瑞士总统翻译

关注公众号【Albert英语研习社】，0元报名《3天英语思维风暴营》直播大课，Albert带你巧用英语思维，听说读写译轻松进阶！The Wall Street Journal: The appointment of India-born Satya Nadella as Microsoft Corp.'s CEO has caused a bit of a stir in China, where people are questioning why Indians but not Chinese are getting top jobs in the U.S. Language and familiarity with Western culture are the obvious reasons why chief executives such as Indra Nooyi of PepsiCo Inc., Anshu Jain of Deutsche Bank AG and MasterCard Inc.'s Ajay Banga have succeeded in the West. But headhunters also say Indians are more willing to move than Chinese, who see more opportunities and good pay at home. Salaries for management positions at the director level in China are already $131,000 a year, almost the same as in Japan, and four times as much as in India, where executives at that level earn $35,000 on average. Chinese pay is just one-fifth lower than the average level in the U.S., according to a survey of technology companies by Aon Hewitt, a human-resources consulting company.�知识点 1 stir [stɜːr](一些人感到的)激动，愤怒，震动 2 appointment [əˈpɔɪntmənt]任命; 委任 3 familiarity [fəˌmɪliˈærəti]熟悉; 通晓 4 headhunter [ˈhedhʌntər]猎头 5 human-resources [ˌhjuːmən rɪˈsɔːrsɪz]人力资源周邦琴Albert●没有名牌大学背景，没有英语专业背景●没有国外留学经历，没有英语生活环境●22岁成为500强公司英文讲师，录音素材全球员工使用●自学成为同声传译，25岁为瑞士总统翻译

In treasury, everything is a learning process. It doesn't matter where you are in your career. This is something that Edwin Koopmans, the Head of Treasury at Zalando SE, has kept in mind throughout his long and successful career in treasury. Edwin has worked in a variety of finance roles, including treasury management, corporate finance, investment management, and pensions. His previous roles include Vice President of Finance and Treasurer at EVRAZ, the U.S. Head of Investment Program Management at Aon Hewitt, and the Director of Treasury at Sara Lee. Edwin has taken roles in Amsterdam, Chicago, London and is now based in Berlin. Founded in 2008 in Berlin, Zalando SE is Europe's leading online fashion platform and connects countless customers, brands, and partners. The headquarters are located in Berlin, and it also has offices in Dublin, Ireland, and Helsinki, Finland. The company follows a platform approach, offering fashion and lifestyle products to customers in 23 different countries. On the podcast we discussed… How Edwin got started in his treasury career How he jumped into roles, sometimes with minimal experience The importance of learning new things to grow your career The challenges of managing a growing team Why you should “start with yes” and always focus on new solutions Why you shouldn't be afraid to try new things and ask questions You can connect with Edwin on https://www.linkedin.com/in/edwinkoopmans-cfa/ (LinkedIn). Are you interested in pursuing a career within Treasury? Whether you've recently graduated, or you want to search for new job opportunities to help develop your treasury career, The Treasury Recruitment Company can help you in your search for the perfect job. https://treasuryrecruitment.com/jobs (Find out more here). Or, send us your CV and let us help you in your next career move! If you're enjoying the show please rate and review us on whatever podcast app you listen to us on, for Apple Podcasts https://podcasts.apple.com/gb/podcast/the-treasury-career-corner/id1436647162#see-all/reviews (click here)!

Amanjeet Saluja is a Principal at Axtria with over 22 years of experience across analytics and management consulting. First, Aman speaks about why customer experience has become such a hot topic in the pharma industry. He defines what customer experience means within the context of pharma. If pharma executives invest in improving the customer experience, they can expect massive growth; Aman explains how. Tune in as we talk about the proper sequence of steps pharma executives must take to place the customer experience at the core of their commercial strategy.     IN THIS EPISODE: [02:45] Why the customer experience has become a hot industry topic.  [05:30] How Aman defines the customer experience within pharma in the context of selling drugs and devices.  [12:25] The results that executives can expect as they invest in improving the customer experience.  [13:45] The right sequence of steps pharma executives must take to bring customer experience to the core of their commercial strategy. [16:15] Takeaways from today's conversation with Aman.      KEY TAKEAWAYS: The companies that invest in premium customer experiences see about 1.8 to 2 times faster growth. Companies must focus on culture, leadership, commitment, and empowering their teams.  Driving the customer experience as a core element of a commercial strategy is critical. The top must drive the customer experiences and do so in a phased manner to ensure early experimentation and refinement.     LINKS MENTIONED: LinkedIn https://www.linkedin.com/in/amanjeetsaluja/   Axtria Insights Library https://www.axtria.com/axtria-research-hub-pharmaceutical-industry/      BIO: Aman is a Principal at Axtria with over 22 years of experience across analytics and management consulting. He has built and scaled multiple analytics practices across organizations' sales, marketing, and enterprise risk functions throughout his career. Recently, his focus area has been advanced analytics for healthcare and life science clients.   Aman has advised many pharma companies on various issues, including commercial strategy, customer-centric marketing, and artificial intelligence and machine learning (AI/ML)-based analytics. Currently, his thought leadership work focuses on new commercial and organizational models, harmonizing commercial processes globally, building over-arching ecosystems of omnichannel capabilities, driving premium customer experience levels, and industrializing analytics. His insights have appeared in Pharmaceutical Executive and multiple other media outlets.   Previously, Aman was President and Angel Investor at CoCubes Technologies Pvt. Ltd, an AI/ML-based online assessment and hiring platform. He was instrumental in scaling the organization five-fold and enabling the venture's successful exit via Aon Hewitt's acquisition. Before that, he was the Head of Quantitative Analytics at Ocwen Financial, where he developed and embedded next-gen analytical algorithms into multiple mortgage product lines. He is the original inventor of a US patent on an integrated approach to collections cycle optimization. Before Ocwen, he was one of the key leaders to build out and scale up analytics services practices at Inductis Inc. in the areas of risk, marketing, and operations analytics. The venture exited successfully via EXL Services' acquisition.   Aman earned his B.Tech from the Indian Institute of Technology Kharagpur and MBA from the Indian Institute of Management, Ahmedabad.

Jacob Kramer is the Vice President of Driver Recruiting at US Xpress, Inc., a job he got by pitching his ideas to the CEO and Head of HR for automating recruitment in their industry. He had transformed stylist hiring for Regis Corp and saw synergies that could apply. So he took a risk, made the pitch, and the rest is history. A self-proclaimed introvert with a drive to solve big recruiting challenges, Jacob Kramer has a knack for using Recruitment Process Automation to replace time-consuming, manual steps in large-scale recruitment. Then he takes it a step further. Never one to be content with the status quo, Jacob challenges his vendors to create and deliver groundbreaking enhancements. Listen as he describes how he and his team germinated the idea of a geo-fenced AI Assistant who, based on census data, matches candidate demographics. No more generic bots for US Xpress candidates! My favorite quote from our conversation? “You can only fail forward. Anything worth doing is going to be difficult, and you're going to fail. But each day, you make improvements.” Indeed! Thanks to our Sponsors! Paradox/Olivia: www.paradox.ai ATAP www.ATAPglobal.org RPOA www.RPOAssociation.org Topics Discussed: Focusing solutions on business results, the candidate (and team) experience Stepping out of your comfort zone to make sweeping change The power of failing often and “Failing Forward” Pushing your vendors to “outside of the box” solutions Connect with Jacob Kramer: LinkedIn: https://www.linkedin.com/in/jacobkramer1/?jobid=1234 Connect with Erin Peterson: Erin is a Talent Acquisition Consultant, Interim Leader, and RPO Advisor with PeopleResults. She has led TA and RPO globally for some of the most successful organizations in the world including Accenture, Aon Hewitt, and Amazon. She translates her unique global experience to help clients with TA strategy, employment branding, onboarding, candidate experience, and recruitment process outsourcing (RPO) decisions. Connect on Social: Website: https://www.people-results.com LinkedIn: linkedin.com/in/erinpeterson Twitter: https://twitter.com/ErinMcPeterson

Lianne Daues is the Senior Director of Talent Acquisition at Core-Mark International, having cut her teeth at The Container Store, JC Penney and originally Rehab Care. The progressive steps in TA and eventually leadership were on the advice of a mentor who encouraged Lianne early on to consider Recruiting as a potential career path, which she did, and she's never looked back. Today, Lianne is doubling down on Conversational AI as a strategy to transform Core-Mark's recruitment approach, as she tackles the challenge of over 5,000 hires annually, most of them hourly. In Lianne's words, “If [TA] organizations aren't looking at technology [to drive process], then they're already behind.” Thanks to our Sponsors! Paradox/Olivia: www.paradox.ai ATAP www.ATAPglobal.org RPOA www.RPOAssociation.org Topics Discussed: Adjusting Communication & Strategy with Business Partners How taking risks can increase your chance of success Relationships as the Major Influencer for your Brand Connect with Lianne Daues: LinkedIn: https://www.linkedin.com/in/lianne-daues-b32a154/?jobid=1234 Connect with Erin Peterson: Erin is a Talent Acquisition Consultant, Interim Leader, and RPO Advisor with PeopleResults. She has led TA and RPO globally for some of the most successful organizations in the world including Accenture, Aon Hewitt, and Amazon. She translates her unique global experience to help clients with TA strategy, employment branding, onboarding, candidate experience, and recruitment process outsourcing (RPO) decisions. Connect on Social: Website: https://www.people-results.com LinkedIn: linkedin.com/in/erinpeterson Twitter: https://twitter.com/ErinMcPeterson

Tim Streeter is the classic example of Daniel Pink's A Whole New Mind, living out the power of using both left brain and right brain simultaneously in his Global Talent Acquisition leadership roles at Whirlpool and Accenture, and in the rest of his life. Where does he find the time and energy to flex into both realms in everything he does? That's Tim's secret, which he gladly shares in his book, The Contentment Commitment, and on Episode 38 of Big Fish in the Talent Pool. With degrees in Economics and Math, we could expect him to be all quantitative analysis and data, on which he does rely heavily. But he's also a great communicator, a strong people leader, a competitive soccer player, an author, and a musician, having made 9 albums over the past 10 years. Tim is creating his own legacy one purposeful decision at a time. Listen and be inspired! We hope you enjoy the fast-paced chat on Big Fish in the Talent Pool on Apple Podcasts, Stitcher, or wherever you access podcasts. And when you do, please be sure to rate and review us. We'd love your feedback and it will help others find us. Erin McDermott Peterson is a Partner with PeopleResults helping clients as a Talent Acquisition Consultant, Interim Leader, and RPO Advisor. She has led TA and RPO globally for some of the most successful organizations in the world including Accenture, Aon Hewitt, and Amazon. She translates her unique global experience to help clients with TA strategy, candidate experience, and recruitment process outsourcing (RPO) decisions. Follow her on Twitter @ErinMcPeterson, connect via linkedin.com/in/erinpeterson or email at epeterson@people-results.com. Thanks to our Sponsors! Paradox/Olivia: www.paradox.ai ATAP www.ATAPglobal.org RPOA www.RPOAssociation.org Topics Discussed: Finding the best ideas through experimentation and data Leveraging key resources to find the best TA Technology for you The power of data and metrics in making the case for change Work-Life Balance & what it means to say “yes” to the things that matter most The Six Dimensions of Contentment in your personal & professional life Additional Resources: TopFunnel: https://www.topfunnel.com/ TechLabs: https://www.techlabs.org Plum: https://www.plum.io Handshake: https://joinhandshake.com SeekOut: https://seekout.com Connect with Tim Streeter: Website: https://www.contentmentcommitment.com LinkedIn: https://www.linkedin.com/in/timothycstreeter/ Additional Resources: Contentment Commitment (Book): https://www.amazon.com/dp/B097YYDJWP T Street Players (Music): https://www.tstreetplayers.com Connect with Erin Peterson: Erin is a Talent Acquisition Consultant, Interim Leader, and RPO Advisor with PeopleResults. She has led TA and RPO globally for some of the most successful organizations in the world including Accenture, Aon Hewitt, and Amazon. She translates her unique global experience to help clients with TA strategy, employment branding, onboarding, candidate experience, and recruitment process outsourcing (RPO) decisions. Connect on Social: Website: https://www.people-results.com LinkedIn: linkedin.com/in/erinpeterson Twitter: https://twitter.com/ErinMcPeterson

Cathy Henesey is the Executive Director of Talent Acquisition for AdventHealth where she leads a team of 240 recruiters with a plan to hire 33,000 people in 2021. She is also the current President of the Association of Talent Acquisition Professionals (ATAPglobal.org). Having started her career in Executive Search right after finishing her MBA at Texas Tech, Cathy worked her way into TA leadership serving the IT Consulting industry before transforming the recruitment function for the global manufacturer Trane, and then pivoted into healthcare. Standing on that strong foundation, Cathy brings a confident, no-drama approach, confronting TA challenges head-on. Thanks to our Sponsors! Paradox/Olivia: www.paradox.ai ATAP www.ATAPglobal.org RPOA www.RPOAssociation.org Topics Discussed: The vision of ATAP for TA leaders globally Beyond “order taking” - becoming part of the “strategy” of TA Cathy's influencers: Gerry Crispen, Chris Hoyt, Jim Schnyder, Shally Steckerl, Tim Sackett, Eric Jaquith, Chris Havrilla The role of RPO in Advent Health's sourcing strategy - AMN Hiring health professionals internationally as US based talent No crying at work! Additional Resources: CandE Awards: https://www.thetalentboard.org/cande-awards/ Brazen - Virtual Career Fairs & Online Hiring Events: https://www.brazen.com TextRecruit - Recruiting Software for TA: https://www.icims.com Connect with Cathy Henesey: LinkedIn: https://www.linkedin.com/in/cathyhenesey/?jobid=1234 Connect with Erin Peterson: Erin is a Talent Acquisition Consultant, Interim Leader, and RPO Advisor with PeopleResults. She has led TA and RPO globally for some of the most successful organizations in the world including Accenture, Aon Hewitt, and Amazon. She translates her unique global experience to help clients with TA strategy, employment branding, onboarding, candidate experience, and recruitment process outsourcing (RPO) decisions. Connect on Social: Website: https://www.people-results.com LinkedIn: linkedin.com/in/erinpeterson Twitter: https://twitter.com/ErinMcPeterson

Contagious passion, gratitude and optimism for the future of Talent Acquisition characterize my discussion with MaryAnne Pelland, Citizens Head of TA Strategy and Services, in Episode 36. Having studied Biology and intending to be a doctor, she morphed her passion for helping others into an early career in staffing scientific talent, then insurance, then Citizens - where she's been making a difference for 17 years. According to MaryAnne, a career in recruiting is "The best job there is!". We talked Customer Empathy, Diversity, Equity and Inclusion, TA Tech (Note: Paradox/Olivia and OutMatch skeptics will want to hear this), Candidate Experience , and Citizen's approach to retraining and repurposing branch banking employees during the pandemic. MaryAnne bakes practicality mixed with innovation into a fascinating TA model. My favorite quote from our conversation: “In every opportunity, good or bad, you should reflect and think about what you gained from it. Sometimes that gain is what not to do but some of it is recognizing that you pushed yourself to do the hard and scary things.” Can you find the Easter Egg in this week's Big Fish conversation? Be sure to listen in to hear from a surprise (four legged) guest! Thanks to our Sponsors! Paradox/Olivia: www.paradox.ai ATAP www.ATAPglobal.org RPOA www.RPOAssociation.org Topics Discussed: How Covid-19 was a wakeup call for pivoting and innovation Utilizing technology programs and projects to increase candidate experience What we can learn from Disney's “3 o'clock parade” question Finding opportunities to learn new skills and evaluate what is and isn't working Owning your confidence to show up as your best self Establishing a healthy work-life balance and stepping away when necessary Connect with MaryAnne Pelland: LinkedIn: https://www.linkedin.com/in/maryanne-pelland-b34b0a1/ Citizens Bank Careers: https://jobs.citizensbank.com/why-work-with-us Additional Resources: Talent Board - Candidate Experience Awards: www.thetalentboard.org Outmatch - Humanizing the Hiring Experience at Scale: https://outmatch.com Connect with Erin Peterson: Erin is a Talent Acquisition Consultant, Interim Leader, and RPO Advisor with PeopleResults. She has led TA and RPO globally for some of the most successful organizations in the world including Accenture, Aon Hewitt, and Amazon. She translates her unique global experience to help clients with TA strategy, employment branding, onboarding, candidate experience, and recruitment process outsourcing (RPO) decisions. Connect on Social: Website: https://www.people-results.com LinkedIn: linkedin.com/in/erinpeterson Twitter: https://twitter.com/ErinMcPeterson

In this episode Matt is joined by Luke Crane, Portfolio Manager with the BT Investment Solutions (BTIS) asset allocation team. Luke explains BTIS' approach to managing currency exposure within diversified portfolios. He also provides his thoughts on the rise in popularity of digital currencies and the challenges asset allocators face. For more information on evaluating cryptocurrencies as an asset class, BTIS' strategic partner, Wellington Management, recently published a research note which you can access here: https://www.wellingtonfunds.com/en-sg/institutional/insights/evaluating-cryptocurrencies-asset-class-funds/ Luke Crane, MMath (Hons), MSc, FIA – Portfolio Manager, Asset Allocation Luke joined BT Investment Solutions in May 2015 as an Investment Specialist and moved across into the Asset Allocation Team as a Portfolio Analyst prior to becoming a Portfolio Manager in September 2018. Luke is responsible for the day-to-day management of BTIS' multi-asset portfolios and development and maintenance of BT's exposure monitoring and portfolio construction tools. Prior to joining BTIS Luke worked at Deloitte Australia in the Actuaries and Consulting team. He also previously worked at Aon Hewitt in the UK providing investment advice to both UK and international based defined benefit pension schemes. This role provided extensive experience in investment strategy, liability driven investing, asset allocation, risk modelling and investment implementation. Luke was also responsible for the review and monitoring of custodians, transition managers and securities lending arrangements. Luke has 10 years' industry experience, is a Fellow of the Institute of Actuaries, has a Master of Mathematics degree (Honours) from the University of Manchester (UK) and a Master of Science from the Imperial College London (UK). Luke has been a member of the Institute of Actuaries since 2010 and a Fellow since 2015. Disclaimer: The podcasts are for adviser use only. They must not be made available to any person and any information in them must not be communicated to any person without the prior written consent of BT, part of the Westpac Banking Corporation. The views expressed in this webinar are those of the presenters alone unless otherwise quote, and do not reflect the views of policy of any company in the Westpac Group. The Westpac Group accepts no responsibility for the accuracy or completeness of, nor does it endorse any such opinions. To the maximum extent permitted by law, we intend by this notice to exclude liability for these opinions. The information in this podcast is provided solely as general information and it should not be considered a comprehensive statement on any matter or relied upon as such. The information provided is factual only and does not constitute financial product advice. Before acting on it, you should seek independent advice about its appropriateness to your or your clients objectives, financial situation and needs. Any projections in this webinar are predictive in character. Whilst we have used every effort to ensure that any assumptions on which any projections are based are reasonable, any projections may be affected by inaccurate assumptions or may not take into account known or unknown risks and uncertainties. The results actually achieved may differ materially from any projections herein. Past performance is not a reliable indicator of future performance. The podcast recordings are being shared with the prior written consent of our participants.

Harpreet Singh Grover founded CoCubes.com, an online platform for assessments and hiring along with his batchmate Vibhore Goyal in 2007 after completing his graduation at IIT, Delhi.  CoCubes was acquired by Aon Hewitt in an all-cash deal in 2016. Harpreet has also authored a book titled Let's Build a Company along with Vibhore Goyal. This book is a tale of persistence & grit and about a company built in India by two Indian founders. It is written in the hope that entrepreneurs can avoid the mistakes Harpreet and Vibhore made and learn from what they did right.Harpreet is also an active angel investor, with his deals including Chaayos, ShopKirana, and Avail Finance. When it comes to entrepreneurship most people only talk about immersing themselves in the company they've been building while ignoring everything else. To contrast with this, during the podcast, Harpreet shares the emotional and personal aspects while making the tough decisions and the importance of spending time with family in an entrepreneur's life.Join this heart to heart conversation with Harpreet to know how entrepreneurs, while building their dream startup, compromise on their emotional and personal aspects, and how Harpreet's journey can add value to anyone who is doing a startup and experiencing the ups and downs while building a company in IndiaNotes - 02:47 - Harpreet's journey: Lowest point as an entrepreneur08:42 - “My best investments were done when I had less money.”15:12 - “At any point in your journey, if you've been in a tough spot, talk to someone who has been in that tough spot.”21:30 - “Companies are not sold, they are bought.”22:16 - Life after the acquisition 29:12 - Importance of having family time in an entrepreneur's life35:19 - What choices he would have changed in life, 10-12 years back?39:42 - Being an Entrepreneur: Solving for simple problems

Letting go is incredibly difficult and so often we hold on to things that are no longer serving us. My guest today Justin Onuekwusi had 70 applications rejected, he was at a crossroads of what to do next when finally his determination paid off but despite wanting this for long he realised this was not for him. He had to find the courage and take responsibility for his journey despite everything he had gone through to get there and make a change. Justin Onuekwusi is one of the few black Fund Manager who work in the asset management industry. He is the Head of Retail Multi-Asset Funds at Legal & General Investment Management (LGIM) and prior to that he has worked with AON Hewitt, Merrill Lynch and Aviva Investors. He has also been awarded the Freedom of the City of London in recognition of his work promoting inclusivity within the asset management industry. On today's episode we talk about: Following your skill set not your passion Dealing with aggression and code-switching and not initially recognising the impact it had on him The power of relationships & differentiating your network Why it is so important to work hard on building relationships Creating a more representative workforce in the asset management industry Guest Information LINKEDIN Twiiter #TALKABOUTBLACK? Diversity Project Subscribe using your favourite podcast app via Apple Podcasts Spotify Deezer Stitcher SPREAD THE WORD. LEAVE A RATING, REVIEW, AND FEEDBACKYou can do this on Apple podcast or on Sticher Your ratings and reviews help us place the podcast in front of new leaders and listeners. I am always keen to get feedback so if you have any thoughts once youve listened to this interview just drop me an email at hello@mindsetshift.co.uk I appreciate you and your support

Letting go is incredibly difficult and so often we hold on to things that are no longer serving us. My guest today Justin Onuekwusi had 70 applications rejected, he was at a crossroads of what to do next when finally his determination paid off but despite wanting this for long he realised this was not for him.  He had to find the courage and take responsibility for his journey despite everything he had gone through to get there and make a change. Justin Onuekwusi is one of the few black Fund Manager who work in the asset management industry. He is the Head of Retail Multi-Asset Funds at Legal & General Investment Management (LGIM) and prior to that he has worked with AON Hewitt, Merrill Lynch and  Aviva Investors.  He has also been awarded the Freedom of the City of London in recognition of his work promoting inclusivity within the asset management industry. On today's episode we talk about: Following your skill set not your passion Dealing with aggression and code-switching and not initially recognising the impact it had on him  The power of relationships & differentiating your network Why it is so important to work hard on building relationships Creating a more representative workforce in the asset management industry Guest Information LINKEDIN Twiiter #TALKABOUTBLACK? Diversity Project Subscribe using your favourite podcast app via Apple Podcasts Spotify Deezer Stitcher SPREAD THE WORD. LEAVE A RATING, REVIEW, AND FEEDBACKYou can do this on Apple podcast or on Sticher  Your ratings and reviews help us place the podcast in front of new leaders and listeners.  I am always keen to get feedback so if you have any thoughts once you've listened to this interview just drop me an email at hello@mindsetshift.co.uk I appreciate you and your support 

Meet Rachel Serwetz, CEO and Founder of Woken. Her early professional experience started at Goldman Sachs in Operations and at Bridgewater Associates in Human Resources. Thereafter, she completed her training as a coach at NYU and became a certified coach through the International Coach Federation. Afterwards, she worked in HR Research at Aon Hewitt and attained her Technology MBA at NYU Stern. Throughout her career, she has helped hundreds of professionals with career exploration and for the past 2 years she has been building her company, WOKEN, which is an online career exploration platform to coach professionals through the process of figuring out their ideal job and career path. Rachel is also a Professor of Entrepreneurship at Binghamton University and a Career Coach through the Flatiron School/WeWork.  You can reach Rachel at www.iamwoken.com

In the inaugural episode of the Common Sense Digest, our Chairman Earl Wright leads a discussion about one of the hottest issues facing state lawmakers; a proposed public option for health care. Joining Earl are the two authors of the most recent CSPR study, which was released this month. The study concerns the potential unintended consequences of a public option, and poses key questions that remain unanswered, yet should be crucial for the ongoing debate. First is Rick Rush is the Managing Partner and founder of the health care consulting firm GERICK. Rick is a health care actuary with over 30 years of experience within the industry ranging from employee benefits consulting at Aon Hewitt and Towers Watson, to being a court-appointed rehabilitator/liquidator of insolvent HMOs, and most recently Executive Director of Actuarial Services at Kaiser Permanente Colorado. Second is Chris Brown is the Director of Policy and Research with the Common Sense Policy Roundtable.

Kami Bond is the Senior Vice President of People at Uptake, a Chicago-based predictive analytics company that was recently valued at over $2 billion and was considered one of Forbes' hottest startups in America. Prior to her role at Uptake, Kami has had a wonderful career in various companies such as Cielo Talent, Aon Hewitt, GE Healthcare and Sapient. She has been in the human capital space for about 20 years in technology or technology-enabled professional services organizations and is now a dedicated career-mom. In this episode of The Culture Gap, Kami talks about the importance of being authentic and real and about the need to develop the people in your team and organization. She discusses the possibility of pushing yourself to things beyond the limits you thought you could reach for and how a mismatch between the culture of an organization and individual values can result in a loss for both parties. Welcome to Culture Gap.   Key Takeaways: [:43] Daniel introduces his guest for this episode — Kami Bond. [1:43] Who is Kami Bond? [2:35] What are some of Kami's deepest held personal values? Who are some of the leaders that have shaped the some of the values that Kami brings to her organization as a leader? [4:54] Kami has had a long career of working with diverse companies. What is Kami's mental model for people and culture, and identifying gaps that need to be closed through the strategy of the company? [7:55] What has Kami learned in her experiences about the role of communication in closing culture gap? [12:44] Daniel and Kami touch on the reality of the fact that getting company culture to where it needs to be is a full-on, dedicated process. [15:57] What has Kami learned about change management at GE, one of the most iconic companies in America? [20:40] Kami discusses whether the Chief Human Capital Officer is or should be, by default, the Chief Culture Officer? What role does the CEO or President have in this aspect? [23:22] How does Kami approach the duality of internal communications in culture, and the external branding at the same time? [24:52] In her career, Kami has been a champion to minimize and eliminate gender and diversity gaps inside organizations. While progress has been made, how much further do we have to go? [29:10] What is the regional role in terms of values adopted by a company? How does Kami intend to bring in other values that are not traditionally within the region as her company grows? [32:47] Companies need to be unapologetic about their culture and the fact that it is not for everyone. A mismatch between an individual's values and the company culture ultimately results in a loss for both parties. [35:04] How does Kami interpret Uptake's CEO's declaration about reducing drama, politics, and bureaucracy in the workplace and how does this translate into concrete actions? [39:53] From a culture and feedback perspective, how does Kami approach working with four generations in the workforce? What is her advice for a multi-generational workforce, with a special emphasis on the power of the Millennial generation? [43:58] What advice would Kami give her younger self?   Brought to You By: The Culture Gap Podcast THRUUE Podfly Productions   Learn more about: Kami Bond on LinkedIn Uptake