Podcasts about compensation committee

Do's and Don'ts with Cambi McLain-JohnsShane Dawson of Dinsmore and Shohl, LLP and Jennifer White of Peterson White, LLP interview Cambi McLain-Johns, a regional WC Complex Claims Manager with Erie Insurance Exchange.  In this episode we chat about the Law Firm Do's and Don'ts of interreacting with carriers and insureds. We also discuss the importance of communication and mentorship as well as expound how law firms are able to grow their client base and foster loyalty with a few simple tips.To learn more about DRI and the Workers' Compensation Committee visit www.DRI.org.#DRILawyer#DRICommunity

Realities of Workplace Violence with Andria Lure RyanSteve Armstrong of Armstrong and Peake PLLC and Jennifer White of Peterson White LLP interview Attorney Andria Lure Ryan of Fisher & Phillips regarding hospitality worker fatalities caused by workplace violence. Andria discusses the realities of workplace violence in the hospitality industry where employees are exposed to danger in areas such as bars, hotels, resorts, and other places.   Andria also provides practical methods of preventing workplace fatalities for all employers including the hospitality industry.To learn more about DRI and the Workers' Compensation Committee visit www.DRI.org.#DRILawyer#DRICommunity

Legal Bill Review with Tanya CrosseShane Dawson of Dinsmore and Shohl, LLP and Jennifer White of Peterson White, LLP interview Tanya Crosse, Director of Legal Spend Management at Epiq Legal Solutions.  In this episode we chat about "managed invoice review" otherwise known as "legal bill review", a topic in which most civil defense attorneys are highly invested.  Tanya shares tips for practitioners to make the process less stressful as well as some interesting war stories detailing when defense firms fail to follow outside counsel guidelines.To learn more about DRI and the Workers' Compensation Committee visit www.DRI.org.#DRILawyer#DRICommunity

Mastering Dual Defense: Navigating Workers' Compensation Claims and OSHA Compliance with Melissa BaileyJennifer White of Peterson White LLP and Steve Armstrong of Armstrong Peake PLLC interview attorney Melissa Bailey of Ogletree Deakins regarding her knowledge and expertise of OSHA defense litigation. In this episode, Melissa covers how an employer can be impacted if they admit liability in OSHA claims. She covers the Unpreventable Employee Misconduct (UEM) defense and the role of supervisors in OSHA defense. An employer's ability to do business can be affected if they admit to liability.  Also covered is how some states add on a multiplier penalty in the workers' compensation claim if there is a safety violation. Listen as well for some of her thoughts on how an employer in a workers' compensation claim should answer discovery and how that may impact the OSHA defense at a later date. She also gave us the Gem Industrial Inc. case that has a good description of general UEM elements and the Angel Brothers Enterprises case which has a discussion of various circuit court decisions regarding OSHA.To learn more about DRI and the Workers' Compensation Committee visit www.DRI.org.#DRILawyer#DRICommunity

Jorge Titinger is a seasoned executive and board member with over 35 years of experience in the high-tech industry, focusing on strategy, corporate transformations, and leadership development. As the founder and CEO of Titinger Consulting, Jorge provides strategic advisory services, guiding companies through complex M&A processes, digital transformations, and cultural alignment initiatives. His expertise is sought after by organizations ranging from multi-billion-dollar corporations to innovative startups. Jorge has an impressive track record of board service across public, private, and non-profit sectors. He currently serves as the Chairman of the Board at Axcelis (NASDAQ: ACLS), where he also chairs the Compensation Committee and was a member of the Audit Committee. In addition, he is an independent board member at FormFactor (NASDAQ: FORM) and Ichor Systems (NASDAQ: ICHR), leading key committees including Nominating & Governance, Compensation, and Cyber Security & AI. He has been recognized for his Board service as one of the NACD 100 in 2023 and 2024. His past board experience includes roles at CalAmp, COHU, HTGC, Xcerra, SGI, Verigy, Electroglas, and Thermawave, where he has played pivotal roles in governance, strategic planning, and corporate oversight. Jorge's contributions to board governance are well-recognized, particularly his leadership in Compensation/Human Capital, Nominating and Governance, and Cyber Security committees. Jorge's board involvement extends beyond the corporate realm into the non-profit sector, where he has served on the boards of the Hispanic Foundation of Silicon Valley, the Stanford Children's Hospital, Innovate Public Schools, Nashville Entrepreneur Center, and Valor Academy. His commitment to community service is further reflected in his role as Chairman of the Board at the Hispanic Foundation of Silicon Valley, where he led initiatives to improve the lives of the Hispanic community in Silicon Valley. Jorge's executive leadership experience includes his tenure as President, CEO, and Director of Silicon Graphics (SGI) and Verigy Inc., where he successfully led turnarounds that culminated in high-value acquisitions. His strategic leadership has been instrumental in driving operational excellence, fostering innovation, and building high-performing teams. An award-winning author, Jorge co-wrote "Differences that Make a Difference" with Pedro Espinoza, capturing insights from over 100 top executives on the positive impact of diversity and inclusion on business success. His expertise in DEI, innovation, and corporate strategy makes him a sought-after speaker and thought leader in these areas. Jorge holds a B.S. and M.S. in Electrical Engineering and an M.S. in Engineering Management and Business, all from Stanford University. A former accomplished athlete, Jorge captained both the Stanford Varsity soccer team and the USA national indoor soccer team. He remains passionate about education, leadership, and contributing to the success of businesses and communities.

Live from an DEI-bedazzled ESG Glowstick, it's an all-new Terrific Tuesday edition of Business Pants. Joined by Analyst-Hole Matt Moscardi! On today's SAT Cheat Sheet called January 14th 2025: BIZ NUGGETS!Our show today is being sponsored by Free Float Analytics, the only platform measuring board power, connections, and performance for FREE.DAMION1ZuckIn our 'He also said corporations named "Julie" and Samantha” especially suck' headline of the week. Mark Zuckerberg praises benefits of 'masculine energy', calls corporate America 'culturally neutered'*************** In our 'He cautioned any panic by saying AI would only steal jobs from the gays, the blacks, and human women' headline of the week. Zuckerberg Announces Plans to Automate Facebook Coding Jobs With AI***************In our 'Zuck and Musk criticized the action as "something a lady named Julie or Samantha would do" and also said "there is no place in our society for decisions that benefit the greater society"' headline of the week. Mastodon's founder cedes control, refuses to become next Musk or Zuckerberg***************Eugen RochkoIn our 'In other news, acorn blindsided by oak tree's decision to let it fall to the ground' headline of the week. Meta's oversight board blindsided by Mark Zuckerberg's decision to relax hate speech restrictions*************** Tech BrosIn our 'Jeff Bezos sues Business Insider for calling him a 'shadow advisor'' headline of the week. Amazon CEO Andy Jassy has a new 'shadow' advisor. It's one of the most prized roles inside the company.*************** Alex Dunlap, a 17-year veteran of Amazon Web Services, started as Jassy's shadow advisor in late 2024, replacing Eric Rimling, a logistics VP who was Jassy's shadow since January 2023.In our 'But we should still prioritize the fake meritocracy so we don't accidentally hire a black person' headline of the week. OpenAI CEO Sam Altman: The new No. 1 ability you need to succeed—it's not raw intelligence*************** In our 'He also added that he still intends on re-electing Kimbal Musk to the board of Tesla' headline of the week. Steve Bannon vows to demolish Elon Musk's political influence in a mission he says is ‘personal'*************** MATT1In our 'After we retire black people, we can finally get back to retiring cows for our burgers.' headline of the week. McDonald's Retires DEI Goal SettingIn our 'I think they meant "retiring"' headline of the week. Is DEI dying? Here's the list of companies that have rolled back the 'woke' policiesIn our 'From the memo edition: "We firmly believe in our deeply held beliefs that exist today, not of yesterday or tomorrow. Those deeply held beliefs right now include retiring DEI, because that is what we currently have moral conviction to do as of this moment."' headline of the week. Meta announces end of DEI programs. Read the internal memoMeta's 2021 sustainability report had DEI as THE MOST CRITICAL ISSUE to both its business and its stakeholders. In our 'We have set two new ambitious goals for 2025 which we call "95 for 25": We aim to improve our tech workforce, which is 73.9% male and 89.7% white or asian and 90.2% straight, to be 95% male and 95% white and asian and 95% straight by 2025. We also aim to improve our user experience for men by altering our algorithm to show American football, tanks, missiles, pubic grooming tips, and women as property as 95% of all posts by 2025.' headline of the week. Mark Zuckerberg says he wants more 'masculine energy' at Meta. So, why don't more men use Facebook?In our 'We are well on our way to achieving one of those goals by the end of January.' headline of the week. Facebook Now Allows Calling Women Personal PropertyIn our 'Ok, let's be honest, these black women ARE the personal property of Mark Zuckerberg, right?' headline of the week. Facebook Is Creating Fake AI-Powered Black Women While Changing Its Rules So It's Okay to Harass Real OnesIn our ‘Honestly, our biggest problem has been the gays. Did you know white guys can be GAY now? Almost 10% of our company say they're gay, but Mark and I can't tell which ones are gays and not talented and which are just talented white guys because they look the same. So, in order to figure out who we're not discriminating against, we have another new target to only hire people who wear a shirt that self-identifies if they're straight and talented to maintain the meritocracy.' headline of the week. Meta policy chief says decision to end DEI ensures company hires 'the most talented people'In our 'We are well on our way to achieving meritocracy by the end of January.' headline of the week. Mark Zuckerberg Tells Joe Rogan Why He Wanted Dana White On Meta's Board Of Directors“Because I control Facebook, I have the benefit of not having to convince the board to not fire me. Because I'm not worried about losing my job, I get to use my board to get people I want to help solve problems.”In our 'This headline was written by the Christian Post, who's other headlines today include "Franklin Graham weighs in on whether God is judging Hollywood with California fires" and "Mel Gibson says gospels are veryifiable history"' headline of the week. The woke right: Critical theory for white guysDAMION2Stakeholder angerIn our 'A shitty app would have paid him $2.6M while a sucky app would have been worth $4M' headline of the week. Sonos CEO behind disastrous app exits with $1.9 million severance*************** Patrick Spence. Also the accelerated vesting of nearly $6M in equity.Spence serves on the Snap board along with Compensation Committee member Joanna Coles; Compensation Committee chair Thomas Conrad was formerly a VIce President at SnapIn our 'But just so we're clear we pledged over $31M To CEO Bob Iger last year because he's worth more than twice your dumb campfire' headline of the week. Disney announces a $15 million pledge for L.A. wildfire relief*************** In our 'What's not important is to focus on executive performance that led to one of the most crippling cybersecurity errors of 2024, what's important is my opinion on George Kurtz's dimples and that we honor the $230M in compensation the company has paid to him over the past 3 years; and also since there are no black or latin directors we're not really sure how to blame someone for this' headline of the week. Jim Cramer Says Crowdstrike Fundamentals Are ‘Excellent,' Praises CEO's ‘Apology Tour'*************** In our 'Opiod settlement turns to tragedy after Kroger CEO Rodney McMullen dies laughing after his son asks if the settlement will affect his $360 million in Kroger shares and nearly $20M in annual compensation"' headline of the week. Kentucky reaches $110 million deal with Kroger to settle its opioid lawsuit—‘This massive grocery chain…allowed the fire of addiction to spread'*************** Stupid headlinesIn our 'The new CEO is named CEO, replacing the old CEO named CEO' headline of the week. KFC CEO to step down, new CEO named***************Yum Brands named Scott Mezvinsky as KFC Division CEO. Mezvinsky is currently president of Taco Bell North America and International. No reason was given for Sabir Sami's departure. In our '2030 headline: Nearly 3 of every 5 job postings are still mostly real, study says' headline of the week. 1 of every 5 job postings is actually fake, study says*************** In our 'His two favorite books were: 'The Great 976:1 CEO Pay Ratio Gatsby' and 'Pretending Systemic Racism Is Not Terrible 3 Years After Pretending Systemic Racism Was Terrible For Dummies'' headline of the week. Walmart's CEO shares the 10 books that shaped his year*************** MATT2In our 'Speaking of the meritocracy...' headline of the week. Activist Investors Forced Record Number Of CEOs To Resign In 2024In our 'They also have the option to become co-co-co-co CEOs if a new CEO is found by the new owner and co-owner' headline of the week. Paramount Will Allow Its 3 Co-CEOs to Resign and Receive Severance If They Are DemotedIn our 'Zuckerberg, Spiegel, and Musk agree: China is a threat to national security' headline of the week. TikTok Case Before Supreme Court Pits National Security Against Free SpeechIn our 'Man with agenda says company has agenda and that's illegal' headline of the week. American Airlines' focus on ESG in 401(k) plan is illegal, US judge rulesIn our 'If you're running trials, I submit to you my children' headline of the week. Moderna says it's ‘one step closer' to a norovirus vaccine as the virus spreads across the U.S.

On today's episode, we're joined by Tina Murphy, Principal, and Daniel Rodda, Partner, at Meridian Compensation Partners, LLC. Daniel and Tina outline five essential agenda topics that compensation committees should consider adding to their calendars for 2025. These strategies focus on optimizing executive compensation practices, addressing shareholder concerns and ensuring long-term alignment with corporate goals.Key Takeaways:(02:49) Committees should add pay analysis, say on pay prep, share plan reviews, charter updates and program audits to 2025 agendas.(05:04) Realizable pay aligns pay with performance; holding power supports long-term retention and shareholder interests.(11:36) Modeling tests and addressing disclosure concerns reduce risks of negative say on pay recommendations.(17:31) Equity usage analyses balance talent strategy, shareholder interests and program sustainability.(21:32) Annual equity reviews track effectiveness; peer benchmarking can be periodic based on industry needs.(23:01) Annual charter reviews and human capital focus align committees with governance priorities.(26:48) Holistic audits keep compensation programs competitive, strategic and best-practice aligned.(29:11) Regular audits address regulatory changes and ensure severance plans and stock guidelines stay competitive.Resources Mentioned:Tina Murphy -https://www.linkedin.com/in/tina-murphy-8a63ab8/Daniel Rodda -https://www.linkedin.com/in/daniel-rodda-756b2b/Meridian Compensation Partners, LLC -https://www.linkedin.com/company/meridian-compensation-partners-llc/This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

Investigative Techniques and Best Practices Defending Claims with Jim AndersonShane Dawson of Dinsmore and Shohl, LLP and Jennifer White of Peterson White, LLP interview Jim Anderson, of Infoquest/Command. In this episode, Jim discusses the different types of investigative tools, tips and tricks for obtaining the best results and other concerns employers and carriers have with regard to the defense of claim through investigative techniques.To learn more about DRI and the Workers' Compensation Committee visit www.DRI.org.#DRILawyer#DRICommunity

Walking the Line: Discovering and Admitting Social Media Evidence with your Ethics Intact panel discussion on Ethics in Social Media Discovery at 2024 DRI Annual MeetingThink you know all there is to know about using gathering, using and admitting social media evidence in your case? Are you staying within ethical bounds in your practice? Listen and find out! Join Shane Dawson and Steve Armstrong for round table discussion with Marcus Pierre, Associate Attorney at Christovich & Kearney, LLP,  Amber Barlow Garcia, Partner at Deutsch Kerrigan, L.L.P., and Michael Petri, Founder of Webutation, Inc. as we hear from them on how to investigate claims effectively on social media while avoiding ethical pitfalls.To learn more about DRI and the Workers' Compensation Committee visit www.DRI.org.#DRILawyer#DRICommunity

Trends in Workers' Compensation Fraud with Joe DePoloShane Dawson of Dinsmore and Shohl, LLP and Jennifer White of Peterson White, LLP interview Joe DePolo, the Assistant Special Agent in Charge overseeing a team of investigators and analysts in Southeastern Ohio.  Currently fraud accounts for millions of dollars in losses in Ohio and billions of dollars lost across the United States.  Mr. DePolo discusses the trends in different types of workers' compensation fraud, as well as some the tools and technology used to help detect and stop fraud.To learn more about DRI and the Workers' Compensation Committee visit www.DRI.org.#DRILawyer#DRICommunity

Negatives of Marijuana with Dr. Jeffrey HazelwoodShane Dawson of Dinsmore and Shohl, LLP and Jennifer White of Peterson White, LLP interview Dr. Jeffrey Hazelwood, a pain management physician, on the topic of the possible negatives of prescribing medical marijuana for pain management in workers' compensation claims.  Dr. Hazelwood discusses recent studies, addiction statistics, the effects of polypharmacy and the expected real life outcomes of continued use of medical marijuana in his field. Dr. Jeffrey Hazelwood is a pain management physician who has offices in Tennessee.To learn more about DRI and the Workers' Compensation Committee visit www.DRI.org.#DRILawyer#DRICommunity

ERISA Liens in Workers' Compensation Claims with John KolbIn this episode, Shane Dawson of Dinsmore and Shohl, LLP and Steve Armstrong of Armstrong & Peake PLLC interview attorney John D. Kolb regarding ERISA liens in workers' compensation claims. John focuses on obtaining recoveries for his clients in ERISA matters, not just in workers' compensation claims, but in other fields as well.To learn more about DRI and the Workers' Compensation Committee visit www.DRI.org.#DRILawyer#DRICommunity

On this episode of Deans Counsel, moderators Ken Kring and Dave Ikenberry speak with Caroline Nahas, a Senior Advisor to Korn Ferry. She has served as Vice Chairman and Managing Partner of the Los Angeles Headquarters office and North America Leader of the Consumer Practice during her career with Korn Ferry. Caroline's primary focus is consulting and advising boards on governance, succession, effectiveness and recruiting, and has been involved in a number of CEO and Board building engagements. Her clients range from private to mid-cap to the Fortune 100 in a wide range of industries.Caroline currently serves on the board of directors of DineEquity, Inc. (NYSE: DIN). She served as lead director during a CEO transition, is Chair of the Nominating and Corporate Governance Committee, and sits on the Compensation Committee.Active in many civic groups, Caroline is the incoming Chair of the UCLA Anderson School Board of Visitors and served as the Corporate Board Chair for the United Way of Greater Los Angeles.Considering her vast and unique experience, Caroline is perfectly positioned to discuss such topics as:-- The ins and outs and do's and don'ts of structuring a non-fiduciary board-- The importance of authenticity in the Board Chair/Dean relationship-- Instituting unity in a board composed of smart, strong-willed members-- Leveraging the board's potentialLearn more about Caroline NahasComments/criticism/suggestions/feedback? We'd love to hear it. Drop us a note at feedback@deanscounsel.comThanks for listening.-Produced by Joel Davis at Analog Digital Arts--DEANS COUNSEL: A podcast for deans and academic leadership.James Ellis | Moderator | Dean of the Marshall School of Business at the University of Southern California (2007-2019)David Ikenberry | Moderator | Dean of the Leeds School of Business at the University of Colorado-Boulder (2011-2016)Ken Kring | Moderator | Co-Managing Director, Global Education Practice and Senior Client Partner at Korn FerryDeansCounsel.com

Hard Truths About Soft Skills and Challenging People with Tommie Jo BrodeIn this episode, Shane Dawson of Dinsmore and Shohl, LLP and Steve Armstrong of Armstrong Peake PLLC interview Tommie Jo Brode of Venice Solutions Group regarding soft skills and how to deal with challenging people in challenging situations.Tommie is an attorney and consultant who focuses on workplace communication often between management and employees. Good communication can reduce litigation and costs for employers, both in the workers' compensation context and in the employment law context. Tommie graduated from Capital University Law School in Columbus, Ohio, and she works with clients regionally.  Tommie represents clients regionally from offices in Ohio and Florida.  She has defended employers in workers' compensation claims, along with EEOC, ADA, FMLA and other claims. She has also managed workers' compensation programs as well.  You can find Tommie on LinkedIn https://www.linkedin.com/in/tommie-jo-brode-469b1194/.To learn more about DRI and the Workers' Compensation Committee visit www.DRI.org.#DRILawyer#DRICommunity

Medical Marijuana for Patients Injured at Work with Dr. Scott RosenthalIn this episode, Shane Dawson of Dinsmore and Shohl, LLP, and Steve Armstrong of Armstrong and Peake PLLC interview Dr. Scott Rosenthal, a pain management physician, on the topic of medical marijuana for patients who are injured at work.Dr. Scott Rosenthal is a pain management physician who has offices in Philadelphia, along with other offices in Pennsylvania. Dr. Rosenthal finds medical marijuana appropriate for some of his patients who are injured at work, including patients with neuropathic pain. He is board certified in anesthesiology with a certification in pain management and he obtained his medical degree from the Philadelphia College of Osteopathic Medicine. He completed a residency in anesthesiology and a fellowship and pain management at Thomas Jefferson University Hospital, Philadelphia, Pennsylvania. He was recently part of a team involved in the study of medical marijuana at Temple University.To learn more about DRI and the Workers' Compensation Committee visit www.DRI.org.#DRILawyer#DRICommunity

The Air Ambulance Controversy with Steve TiptonThis week, Ryan Hathcock of Chartwell Law and Steve Armstrong of Armstrong and Peake PLLC are joined by Steve Tipton of Flahive, Ogden & Latson to discuss the air ambulance billing controversy, and how the Airline Deregulation Act from the 1970s affects workers' compensation billing for air ambulance providers.   Steve Tipton has been defending employers and insurers for many years on these claims.  This is a rare situation where employers' and plaintiffs' interests may align.He discusses the arc of these claims with recent Federal litigation. Air ambulance providers argue that workers' compensation fee schedules do not apply and that they can charge their market rates. Employers and insurers argue that workers' compensation laws should apply and that they should be able to charge their reasonable and customary rate, and that air ambulance fees should be reigned in. You can find Steve Tipton here on LinkedIn https://www.linkedin.com/in/steven-tipton-65a85416/ .To learn more about DRI and the Workers' Compensation Committee vist www.DRI.org.#DRILawyer#DRICommunity

A consumer products leader who founded S'well and started a reusable bottle movement. Also happen to be a doting mother, former CPA and advisor to the next generation of business innovators. All in on uplifting entrepreneurs, protecting mother nature and experiencing life.https://www.linkedin.com/in/sarahkauss/

Ken interviews Jeanne Jackson for this Flight of The Retail Pilot.Jeanne P. Jackson is CEO of a private equity and consulting firm that she founded in 2002, MSP Capital. In 2018, she retired from Nike, Inc. after 16 years, serving first as a Board member for 7 years, then stepping into successive roles inside the Company as President, then Senior Advisor to the CEO. She recently retired from the Board of Directors of McDonalds, Inc., where she served since 1999, holding positions as Chair of the Compensation Committee, Chair of the Finance Committee, and member of the Governance Committee. She also recently retired from the Board of Kraft-Heinz, Inc., having served with Kraft Inc., since 2012, through the sale to a Warren Buffett/3G led Heinz, and staying with the combined Kraft Heinz entity until her retirement in May. She served on the Audit Committee and the Corporate Governance Committee. She serves currently as Director for Monster Beverages, Inc., and Delta Airlines,Inc., on both Finance and the People and Compensation Committees. In the past, Ms. Jackson has also served on the Boards of Nordstrom, Inc., Nike, Inc., Harrah's Inc., Motorola Mobility Inc. (through its sale to Google), Williams-Sonoma, Inc., CRS Inc., and West Marine, Inc. Ms. Jackson has previously served as the Chief Executive Officer and President of Wal-Mart.com USA, LLC , President and Chief Executive Officer of Banana Republic, a Division of Gap, Inc., while simultaneously as President and Chief Executive Officer for Gap Inc.'s Direct division. Prior to Gap, Inc., Ms. Jackson held various retail and consumer Brand management positions with Victoria's Secret, The Walt Disney Company, Saks Fifth Avenue, and Federated Department Stores.Ms. Jackson has served on the Board of Advisors of the Harvard Graduate School of Business, and University of California, Irvine Merage School of Business. She is the Past President of the United States Ski and Snowboard Foundation Board of Trustees, and served on numerous Community Boards. She is currently a member of the International Women's Forum of Las Vegas, and has, in the past, been recognized by Business Week as “One of the Year's 25 Best Managers,” by Fortune as one of “The Most Powerful Women in Business,” and by Ad Age as one of “The Most Powerful Women in Sports.” Ms. Jackson holds a BS from the University of Colorado, and an MBA from Harvard's Graduate School of Business Administration.Key takeaways from the podcast highlight Jeanne Jackson's impactful career in retail, showcasing her leadership skills, strategic thinking, and contributions to transforming and growing iconic brands.1.    Transformation of Banana Republic: Jeanne Jackson reflects on her leadership at Banana Republic, where she took the brand from being perceived as a stepchild to becoming a formidable brand within the Gap portfolio. This transformation involved assembling a high-quality team and pushing against opposition to lead the brand into the e-commerce space.2.    Transition to Retail Career: Jeanne's journey into retail wasn't initially planned. She had intended to enter the consumer packaged goods industry but was convinced by someone in the retail sector, Frank Arnone, to explore a career in retail. This encounter shifted her trajectory, leading her to successful roles at various retail companies.3.    Learning and Leadership Development: Jeanne attributes her leadership skills to lifelong learning and accumulating experiences. From her early exposure to extemporaneous speaking in high school to her experiences in business school, including the Harvard Business School method's case study approach, she developed the ability to assimilate data quickly and make decisions convincingly.4.    Selecting Board Positions: Jeanne shares her approach to selecting board positions, emphasizing a deep understanding and passion for the brand. She believes in contributing meaningfully to the boards she joins, bringing strategic thinking, leadership, and a clear path to impact. She emphasizes the importance of diversity in the boardroom.5.    Career Highlights at Banana Republic and Nike: Jeanne expresses pride in her work at Banana Republic and Nike. At Banana Republic, she played a crucial role in turning the brand into a significant player within the Gap portfolio and was an early advocate for embracing e-commerce. Her time at Nike involved joining the company's board and later leading the direct-to-consumer business, significantly impacting the company's trajectoryin that space.6.    Consumer Focus from Disney: Jeanne Jackson highlights the importance of consumer focus, a core competency she developed during her time at Disney. The strategic work at Disney emphasized understanding how consumers felt about the brand, their interactions, and motivations. This consumer-centric approach became foundational in her subsequent roles at companies like Victoria's Secret, Banana Republic, and Nike.7.    E-commerce Motivation: Jeanne Jackson explains the motivation behind embracing e-commerce during her time at Nike. She observed the high consumer demand in San Francisco, attributed to the availability of broadband. Recognizing that consumers would want to buy products online, the decision was made to meet consumers where they were and be ready for a broader audience as broadband adoption increased nationwide.8.    Technology as a Base Level: According to Jackson, technology is a crucial aspect of any business strategy, especially in the realm of e-commerce. She emphasizes that technology is a baseline requirement for running a successful e-commerce business, covering aspects like quick checkout, easy navigation, and efficient inventory management.9.    AI in Retail: Jeanne Jackson acknowledges the significance of artificial intelligence (AI) in retail. She anticipates that AI will bring another level of capability to the retail industry, and those who neglect its integration may miss out on valuable opportunities. The discussion also touches on the potential impact of AI on job roles, with Jackson suggesting that while some roles may be replaced, there could be opportunities for higher efficiency and smarter use of human resources.10. Evolution of Retail: The conversation delves into the evolving landscape of retail, with a focus on digitally native brands. Jackson expresses excitement about these brands that have captured consumer attention, especially those that emerged or gained momentum during the pandemic. The discussion highlights the changing strategies of brands, including considerations of omni-channel approaches and the exploration of various channels to reach customers, even mentioning the challenges and uncertainties associated with selling on platforms like Amazon.

The board's executive compensation committee has traditionally been one of the most prominent of all board functions, with its focus on such interconnected responsibilities as oversight of the executive compensation process, compensation data analysis, talent recruitment and executive search.   This episode is the first in a two-part discussion filled with valuable insight and the latest developments affecting compensation committees from two recognized health industry compensation and benefits experts, Tim Cotter and Ralph DeJong. Tim and Ralph will discuss such important topics as:   - The current state of salary, increase budgets, incentive award levels and emerging compensation practices. - Developing retention and predictable transition strategies. - Insights into application and interpretation of the IRS “rebuttable presumption” standards. - Needed changes to highly prescriptive compensation philosophies. - Tactics for encouraging executive retention beyond traditional cash incentives.

Meet Michael Appel, a seasoned senior executive with over 50 years of experience in the retail industry, including turnaround CEO at Rue21.  As the Managing Director at New York-based Getzler Henrich & Associates, he leads the Retail Practice for the firm, specializing in operational turnarounds for retail businesses.   We talk about the state of retail today, the role of social media and the China Factory Direct model, what has actually changed with the modern consumer and what has stayed the same, what it takes to compete in 2024 and beyond, and what it takes to come back from the brink and creative a positive forward momentum.  Let's listen in now.You can reach Michael at C: 917-789-3615mappel@getzlerhenrich.com Michael Appel is a Managing Director at Getzler Henrich & Associates, based in New York City. Michael leads the Retail Practice for the firm.Michael has expertise in women's apparel, accessories, menswear, childrenswear, and all categories of home furnishings across department stores, specialty stores, luxury, off-price, and direct response channels of distribution. Michael graduated from Brandeis University (Phi Beta Kappa) and has an MBA with Distinction from Harvard Business School. Over the years, he has served on multiple corporate and non-profit boards, including serving as the Chairman of the Compensation Committee for Charming Shoppes, and as Chairman at Loehmann's.Select experiences include:Served as CEO and Chairman of rue21, the 700-unit omnichannel fast-fashion retailer, where he led the company's successful turnaround from its emergence from Chapter 11 between 2017 and 2020.Served as the Interim CEO for Laura Ashley, Wilkes Bashford, and Baccarat. Additionally, he has provided turnaround services for Kenneth Cole, Avery Boardman, Versa Partners, and DW PartnersServed as Financial Advisor to the Creditor's Committee of Kasper ASL, a leading manufacturer of women's apparel under the Kasper and Anne Klein brands. For his work on Kasper, the Turnaround Management Association awarded Michael its Large Company Turnaround of the Year AwardProvided strategic advisory, due diligence, and expert witness consulting services to retailers, financial institutions, law firms, and consumer product companies.Was retained at HCI Direct as CRO to oversee the company's prepackaged Chapter 11 proceedings and the successful implementation of its restructuring plan. With the departure of HCI Direct's CEO, he was named Interim CEO, successfully managing the business, achieving planned goals, introducing a new product line, and recruiting a new CEO.Currently, Michael serves on the Board of Ashley Stewart, Inc., the Advisory Board of FIT's Global Fashion Management MBA program and is a member of The Fashion Group and the Turnaround Management Association, where he served on their National Board, and was Chairman of the TMA Awards Committee. About MichaelMichael is the Founder & President of M.E. LeBlanc & Company Inc. and a Senior Advisor to Retail Council of Canada and the Bank of Canada as part of his advisory and consulting practice. He brings 25+ years of brand/retail/marketing & eCommerce leadership experience with Levi's, Black & Decker, Hudson's Bay, Today's Shopping Choice and Pandora Jewellery. Michael has been on the front lines of retail industry change for his entire career. He has delivered keynotes, hosted fire-side discussions with C-level executives and participated worldwide in thought leadership panels. ReThink Retail has added Michael to their prestigious Top Global Retail Influencers list for 2023 for the third year in a row.Michael is also the president of Maven Media, producing a network of leading trade podcasts, including Canada's top retail industry podcast_,_ The Voice of Retail. He produces and co-hosts Remarkable Retail with best-selling author Steve Dennis, now ranked one of the top retail podcasts in the world. Based in San Francisco, Global eCommerce Leaders podcast explores global cross-border issues and opportunities for eCommerce brands and retailers. Last but not least, Michael is the producer and host of the "Last Request Barbeque" channel on YouTube, where he cooks meals to die for - and collaborates with top brands as a food and product influencer across North America.

This week, we're replaying a classic episode where Steve and Yvonne interview Erin Hargis and Ted Rosenberg of Rosenberg & Gluck, LLP (https://www.lilawyer.com/).   Remember to rate and review GTP in iTunes: Click Here to Rate and Review   View/Download Trial Documents   Case Details: Rosenberg & Gluck, LLP trial lawyers Erin Hargis and Ted Rosenberg explain how they held New York's Nassau County responsible for not addressing the limited sight distance of a dangerous curved road that resulted in a life-altering crash. At the intersection of Erwin Place and Oceanside Road, 17-year-old driver Nicollette Iacone pulled to a stop and crept forward to peer beyond obstructing hedges on the Grassi, Kotter, and Piccoli property line and an inoperable control cabinet before making a left turn. Sal Passanisi, Jr., who was speeding and driving under the influence of alcohol, collided with Nicollette, resulting in life-altering traumatic brain injuries. The jury returned a verdict assigning 14% negligence to Sal and 86% negligence to Nassau County. Ultimately, all parties settled for a total of $25,425,000.   Guest Bios: Erin Hargis Erin M. Hargis received her Bachelor of Arts from Vassar College. Thereafter, she received her law degree from Brooklyn Law School. During Law School, Ms. Hargis was a member of the school's Moot Court Honor Society, Trial Advocacy Division, and Vice President of the school's chapter of the Association of Trial Lawyers of America. After completing school, Ms. Hargis joined the Kings County District Attorney's office as an Assistant District Attorney, where she prosecuted both felony and misdemeanor cases and successfully tried numerous cases on behalf of the residents of Brooklyn. In 2008, Ms. Hargis joined a prominent Manhattan firm where she handled numerous complex medical malpractice cases. Ms. Hargis joined Rosenberg & Gluck in 2011 as an associate, rising to partner in 2015.  She uses her experience to effectively represent victims of negligence and malpractice.  Ms. Hargis handles all aspects of personal injury cases from inception through trial. Ms. Hargis was admitted to practice law in New Jersey in 2004, the State of New York in 2005, and the District of Columbia in 2016. She is also admitted to practice in Federal Court in the Eastern and Southern Districts. Read Full Bio   Ted Rosenberg Ted M. Rosenberg is a Suffolk County native. He graduated from Boston University with honors and received his Juris Doctor from St.John's University School of Law in 1982. Mr. Rosenberg worked as an associate at a law firm until he formed his own firm in 1984. In 1996, he joined forces with Michael Gluck to establish the firm of Rosenberg & Gluck, L.L.P. Ted is a member of the American Association for Justice, New York State Trial Lawyers Association, a past Director of the Suffolk County Bar Association, an officer of the Suffolk Academy of Law, as well as a graduate of the Advanced Trial Program of the National Institute for Trial Advocacy. Ted is also a member of the Multi-Million Dollar Advocates Forum, an honor available only to attorneys who have recovered multi-million dollar awards for their clients. He is a regular lecturer to groups such as the Suffolk County Bar and Judiciary and the New York State Trial Lawyer's Assn. Ted is the past Chair of the Suffolk County Bar's “Plaintiff's Insurance Negligence and Compensation Committee” and the recipient of the New York State Bar Association's Certificate of Honor. Read Full Bio   Show Sponsors: Legal Technology Services - LegalTechService.com Digital Law Marketing - DigitalLawMarketing.com Harris Lowry Manton LLP - hlmlawfirm.com   Free Resources: Stages Of A Jury Trial - Part 1 Stages Of A Jury Trial - Part 2

Injury to Insight: The Future of AI In Workers Compensation with Michael MilsteinThis week, Ryan Hathcock of Chartwell Law, www.chartwelllaw.com, and Steve Armstrong of Armstrong and Peake PLLC, www.armstrongpeake.com, are joined by Michael Milstein of Downey & Lenkov to discuss the growth of Artificial Intelligence in the handling of workers' compensation claims. Michael takes a dive into the use of AI by insurers and claims professionals and how the data obtained through AI can assist attorneys in better predicting the outcome of claims including the claim value and potential fraud. Michael discusses the uses and the state of AI in workers' compensation currently, with an eye toward the future of AI for insurers and attorneys. There are also serious risks that must be considered when personal information is involved in data collection and when attorneys choose to rely on AI without checking for its accuracy. You can find Michael on LinkedIn at https://www.linkedin.com/in/michael-milstein-741a9a58/ at his firm's website www.dl-firm.com.To learn more about DRI and the Workers' Compensation Committee vist www.DRI.org.#DRILawyer#DRICommunity

LEN'S BIO Leonard (Len) Schlesinger is one of the few people in the world that has been at the top of the game in two worlds, academia and business. He is one of the most prolific business thinkers and doers at Harvard where he is in equal parts beloved and respected and has had a decades long career at the top echelons of where leadership and influence are taught and exerted. Len is Baker Foundation Professor at the Harvard Business School where he serves as Chair of the School's Practice based faculty and faculty Chair of the MBA Field Global Immersion program. He served as a member of the HBS faculty from 1978 to 1985, 1988 to 1998 and from 2013 to the present. During his career at the School he has taught MBA and Executive Education courses in Organizational Behavior, Organization Design, Human Resources Management, General Management, Neighborhood Business, Entrepreneurial Management, Global Intelligence, Leadership and Service Management in MBA and Executive Education programs.   Throughout his career Professor Schlesinger has transitioned between academic and managerial roles in education and business settings.  He served as President of Babson College from 2008-2013, held a number of key executive and operating positions (ending as Vice Chairman and Chief Operating Officer) at Limited Brands (later L Brands) from 1999-2007, was a Professor of Sociology and Public Policy and Senior Vice President and Counselor to the President at Brown University from 1998-1999, and was Executive Vice President and Chief Operating Officer at Au Bon Pain from 1985-1988. Len  currently serves on the board of directors of RH, Inc. (Chair of Compensation Committee) and DP Acquisition Corporation. He also serves as an advisory council member of Goldman Sachs' 10,000 Small Businesses Initiative, and as a member of both the Council on Competitiveness and the Council on Foreign Relations. “Teaching is my primary learning opportunity.” EPISODE OUTLINE (00:00) - Introduction (00:38) - Bio (01:40) - Brooklyn tough, holocaust survivor progeny (02:28) - In and out, seamless transitions; $19 (06:05) - Questions > answers; teaching = learning (08:54) - Running Babson; an ecosystem of stakeholders (11:10) - HBS & AI; growth mindsets for the win (13:47) - Lightning round (14:28) Outro LEN RELATED LINKS Len's HBS Profile Interview: Purpose and Happiness Books and Full CV, Publications Len's Last Lecture as Babson President Restoration Hardware (RH) Board Len's Wikipedia GENERAL INFO| TOP OF THE GAME: Official website: https://topofthegame-thepod.com/ RSS Feed: https://feed.podbean.com/topofthegame-thepod/feed.xml Hosting service show website: https://topofthegame-thepod.podbean.com/ Javier's LinkTree: https://linktr.ee/javiersaade & Bio: https://tinyurl.com/36ufz6cs  SUPPORT & CONNECT: LinkedIn: https://www.linkedin.com/showcase/96934564 Facebook: https://www.facebook.com/profile.php?id=61551086203755 Twitter: https://twitter.com/TOPOFGAMEpod Subscribe on Podbean: https://www.podbean.com/site/podcatcher/index/blog/vLKLE1SKjf6G Email us: info@topofthegame-thepod.com    THANK YOU FOR LISTENING – AVAILABLE ON ALL MAJOR PLATFORMS   

Where Did My Adjuster Go? with Jake Acosta. This week, Ryan Hathcock of Chartwell Law, www.chartwelllaw.com, and Steve Armstrong of Armstrong and Peake PLLC, www.armstrongpeake.com, are joined by Jake Acosta, a director at BDO LLP, www.bdo.com, a leading consultant for insurers, TPAs and self-insured employers to assist in improving their operations. Jake covers the recent trends discussing why workers' compensation adjusters and claims representatives leave for other jobs and what employers, insurers, TPAs and self-insured employers can do to retain their employees. Jake also covers streamlining operations and his research on team efficiency. Ultimately, employee retention and team efficiency lead to better operations and profitability.You can find Jake on LinkedIn at https://www.linkedin.com/in/jake-acosta-scla-94aab716/.To learn more about DRI and the Workers' Compensation Committee vist www.DRI.org.#DRILawyer#DRICommunity

Susan Chapman-Hughes has quite an impressive resume. Currently, she consults with several Fortune 1000 C-Suite leaders as they embark upon transformation and try to change their organization. She's the co-host of “Navigating the Work Compass” every Wednesday at Noon EST on LinkedIn Live, and is the author of the upcoming book Why Should I Follow You, which is a primer on connected leadership. And today's conversation really dives into what Susan thinks are best practices when it comes to leadership, specifically around empathetic leadership and the power that comes with empathy. She's an Independent Director of the JM Smucker Company, where she serves on the Compensation Committee. She's also an Independent Director of Toast and chair of the Compensation Committee over there. Previously, she served as an Independent Director at Potbelly Corporation, where she led both the Compensation and Audit Committees. She most recently was the Executive VP and GM of Global Digital Capabilities, Transformation, and Operations in the Global Commercial Services Division at American Express, where she led the digital transformation of customer experience and drove the use of big data, predictive analytics, and machine learning to power business strategy.   Susan had a number of amazing insights during our conversation. Some of them include: “Writing a book is probably one of the hardest things I've ever done in my life” (5:55). “The power of growing great leaders was really the key to success for me in business” (6:45). “I always had to lean on the talents skills of the people around me” (7:05). “Being an empathetic leader gave me this leg up” (7:15). “Everybody's role is important, and I think sometimes we forget that” (9:05). “The bigger your organizations get, the more you realize the key to leadership is really around how you connect with people, how can you galvanize them around the strategy and the ideas that you want to work towards, how can you empower them to go and execute, can you have shared goals and shared interests, and can you create a situation where conflict can be resolved constructively for the good of the organization? And that all starts with trust” (9:15). “Well-meaning doesn't always translate into empathetic” (10:00). “The pandemic showed us the difference between leaders who connect with their folks and leaders who don't” (10:55). “[Going towards hard things] is a part of who I am” (12:35). “Being a black CEO of a company was not a thing when I was young” (13:40). “[I do hard things] because I have a passion for learning” (15:00). “When you push yourself out of your comfort zone and you try to work on things that you're not good at, in situations where the stakes are really low, it actually creates a tremendous opportunity for growth in a way that's not hurtful to you” (17:45). “What can I give to be impactful with the things I've been gifted with?” (20:45). “I have to role model what integration looks like for [my daughter] so that as she gets older and wants to pursue her passions and her dreams, she feels like her choices don't have to be binary” (30:20). “My role as a parent is not to inform or impose my will on [my daughter], it is actually to help figure out what it is she wants and help her to guide that in a way that will impact the world” (31:40). “Motherhood is the hardest job I've ever had, and it changes every day” (34:20). “Being a parent forces you to have to be flexible” (36:25). “The tenets of leadership aren't hard, but the commitment to doing it takes effort and engagement” (42:30). “Come as coachable” (46:50). “I'd much rather have someone who's pretty good who's willing to learn and grow, who's open and coachable, who's always going to be thinking about the team, than somebody who's just brilliant and can't get along with anybody” (47:15). “The leaders who I respect the most are the ones who saw me, who understood who I was, what I was trying to accomplish, were not intimidated by that, could appreciate who I was as a person, and really worked hard to help me” (48:00). “The reason why I'm self-aware is because I seek [feedback], I'm always looking for [it]” (48:50). “The more you can prepare an organization to be a change absorber and to integrate, the more likely you're going to be to have people who connect and want to be there” (51:45). “Staying humble but being decisive is very important [as a CEO]” (52:30). “You can be [compassionate to people] and yet not know what they actually need” (1:00:50).   Additionally, you can find Susan's website here and follow her on Twitter, Instagram, and LinkedIn as well. Thank you so much to Susan for coming on the podcast! I wrote a book called “Shift Your Mind” that was released in October of 2020, and you can order it on Amazon and Barnes and Noble. Additionally, I have launched a company called Strong Skills, and I encourage you to check out our new website https://www.strongskills.co/. If you liked this episode and/or any others, please follow me on Twitter: @brianlevenson or Instagram: @Intentional_Performers. Thanks for listening.

The Past, Present, and Future of Medicare Set-Asides with Rafael Gonzalez. In this initial episode of DRI's Comp Conversations, Ryan Hathcock of Chartwell Law, www.chartwelllaw.com, and Steve Armstrong of Armstrong and Peake PLLC, www.armstrongpeake.com speak with Rafael Gonzalez of Cattie and Gonzalez, Cattielaw.com, about Medicare secondary payer issues and compliance, including how best to consider and protect the interests of Medicare/ CMS (Centers for Medicare and Medicaid Services). Rafael discusses the history of the Medicare Secondary Payer Act, and how we got to where we are today. Most importantly, Rafael discusses coming changes in this arena with stringent fines and new rules becoming effective February 2024. You can find Rafael on LinkedIn at https://www.linkedin.com/in/rafaelgonzalezesq/ and at his website Cattielaw.com. To learn more about DRI and the Workers' Compensation Committee vist www.DRI.org.#DRILawyer#DRICommunity

July 13, 2023 Gary Hampton, Business Growth Consultant, and Vice Chair of the Association of Cooperative Educators' (ACE) Board of Directors, discusses the upcoming Climate, Cooperatives and Resilience conference, sponsored by ACE, on August 7-10, 2023, in San Juan Puerto Rico. Gary W. Hampton is an expert on organizational development, fundraising and community-based economic development. He advises, trains and coaches' businesses and nonprofit organizations on strategic growth and development. Hampton has nearly two decades of experience in IT and strategic development across different industry sectors (Technology, Financial, Government, Private, Non-profit, Retail, Education). Mr. Hampton is also active in community-based cooperative economic development and a member owner of the Ajani Group Cooperative. He is a passionate cooperative and community supporter. Hampton currently sits on the boards of Create WV, Compensation Committee and Association of Cooperative Educators, Vice Chair. He holds a BA from Marshall University in Management Information Services.

Roberta Sydney is a successful entrepreneur and seasoned board director who uses her expansive expertise and experience to lead various real estate and financial services firms. In this revisited episode of Beyond the Balance Sheet, Roberta is here to talk about women in business, share her personal experiences, and offer valuable advice. Diana and Roberta discuss common stereotypes, ways that women can set themselves apart from male leaders, and the necessity of women having professional mentors and sponsors.     IN THIS EPISODE:   [02:10] Challenges that women face in the corporate world. [04:08] How Roberta pivoted from financial services to where she is now. [05:49] Why it's important for women to have mentors and sponsors in the workplace and what the difference is between the two [07:30] The differences between women and men leaders and how women are gifted in certain ways that can lead to their success as leaders [11:56] What skills are needed for succeeding in the corporate world versus succeeding as an entrepreneur [14:13] In order to be a successful entrepreneur, there has to be an internal dialogue with yourself where you are asking “What do I need?” [16:29] Roberta shares how she mentors and what sets her apart [18:00] Advice for women starting in business   KEY TAKEAWAYS:   Women need mentors and sponsors. A sponsor is the person who's going to speak on your behalf when you're not in the room. They advocate for you to get the new position, to get the promotion, to get the new opportunity.  Stop using the word “just” to limit the contributions that you have made. Do not apologize when it's not necessary to apologize. Understand how important culture and fit are to you in terms of your own personal growth and pursue opportunities that fit those wants and needs. Women have different gifts than men in leadership, like having greater empathy, creating safe environments, and seeing and hearing the unsaid. Women are also able to build consensus more easily. Entrepreneurs need a lot of initiative, self-awareness, and a lot of willingness to fall down several times and get up. There needs to be a fire in the belly to succeed! When you do get stuck or are facing certain challenges, start an internal dialogue with yourself to figure out what you need. It's important to recognize your needs and know none of us does it all alone.   LINKS:   https://www.linkedin.com/in/robertasydney   BIO: Roberta Sydney is a seasoned board director and former CEO serving on the board of Kiavi (formerly LendingHome) the leading lender for real estate investors, where she chairs the Nominating/Governance Committee and serves on the Compensation Committee. She also serves on the board of Tiedemann Advisors, a global wealth advisory firm that recently announced its plans to go public via SPAC. In addition, she serves as Board Chair of HEI Civil. Her previous board service includes chairing the Compensation Committee for Plaxall, Inc., the Long Island City based manufacturing and real estate company that secured Amazon for their HQ2 before Amazon withdrew.   The breadth and depth of Roberta's experience comes from serving in executive and board leadership positions with regulated real estate and financial services firms ranging from large, traditional organizations to young, entrepreneurial companies. Sydney possesses a combination of leadership skills in real estate development, financial transactions, negotiations, digital transformation, marketing, and IT system evaluation. In addition to her many accomplishments, Sydney is actively engaged in philanthropy serving on the Neuroscience Advisory Committee and the Trustee Advisory Board of the Beth Israel Deaconess Medical Center, a Harvard teaching hospital.  

Welcome to the "Secrets of #Fail," a new pod storm series hosted by Matt Brown. In this series of 2023, Matt dives deep into the world of failures and lessons learned along the way from high-net-worth individuals.  Join Matt as he dives into the world of failures and lessons.Series: Secret of #FailMatthew J. Desch has served as our Chief Executive Officer and a director of our company since September 2009 and previously served as Chief Executive Officer of our predecessor, Iridium Holdings LLC, from August 2006 to September 2009. From 2002 to 2005, Mr. Desch served as Chief Executive Officer of Telcordia Technologies, Inc., a telecommunications software services provider now part of Ericsson. Previously, he spent 13 years at Nortel Networks Corporation, including as a President from 1996 to 2000. He also serves on the President's National Security Telecommunications Advisory Committee and has served as a director of Unisys Corporation, a publicly traded global information technology company, since January 2019 and is a member of its Compensation Committee. Mr. Desch received a Bachelor of Science degree in Computer Science from The Ohio State University and a Master of Business Administration degree from the University of Chicago.Get an interview on the Matt Brown Show: www.mattbrownshow.comSupport the show

Joshua Hollander is an experienced CEO and entrepreneur with a successful track record in executive search, executive leadership, fintech, and insurtech. He currently serves as North America CEO, Regional Director Americas and Board Member at Horton International, a boutique global retained executive search firm, where specializes in leadership roles and sales team build-outs for high-growth organizations in the fintech, insurtech, enterprise software and financial services sectors. Throughout his career, Josh has been a strong advocate for innovation, leadership, digitization, corporate resiliency, and digital transformation. He is committed to developing customized business models and implementing creative solutions to drive top-line growth, increase profitability, and improve the client experience. In addition to his role at Horton International, Josh is co-founder, Vice President, and Treasurer of the non-profit InsurTech Association, dedicated to strengthening and building the resiliency of the InsurTech industry through networking, education, mentorship, and shared resources. He is also a founding board member, Nominating Committee Chair, and Compensation Committee member of InnSure, a non-profit association that supports the development of innovative ways the insurance industry can contribute to the battle against climate risk. Highlights from the Show Josh's work at Hollander focuses on helping solve talent needs at a senior level, and he specifically has a strong focus on Financial Services, including Insurance and InsurTech He spent 20 years in the FS industry himself, which informs his work on the talent front today Talent-wise, he sees there continuing to be a demand for people who can drive innovation and change Many in the industry are approaching the end of their careers, which means having the programs to develop talent internally and to find outside talent, too Some VCs talk about how the lack of skilled CFO/Financial hands at many startups, more money was burned than perhaps would have been with more financial acumen in place COVID caused people to relook at their priorities and make different choices about where and how they work For employers, that means if you want everyone in the office or not, both are fine (and so is a mix), but every option has challenges and other considerations to be mindful of – there are no easy choices with no follow-on decisions There has also been a shift on risk aversion about working with startups, but there are people who are more risk averse, and others who lost their jobs and now have severance packages that allow them to take some career risk where they might not have before The InsurTech Association, which Josh co-founded with Bob Sargent of eSpecialty, to address a need for help in the startup space It's a non-profit to help early-stage founders get the support and guidance they need to bring their idea to a successful place The Insurance industry is hard to navigate and it takes a lot of handshakes to get to a successful relationship with buyers, so having help in going through that can be the different between success and running out of runway for a startup There are several ways to get involved with the ITA, whether you're a carrier, solution provider, investor, startup and more – just visit insurtechassociation.com   This episode is brought to you by The Future of Insurance Volume III. The Collaborators, part of the Future of Insurance thought leadership series (future-of-insurance.com) from Bryan Falchuk. Follow the podcast at future-of-insurance.com/podcast for more details and other episodes. Music courtesy of Hyperbeat Music, available to stream or download on Spotify, Apple Music, and Amazon Music and more.

This week we interview Ralph Boyd. Ralph is the President and CEO of SOME, Inc., a large Washington, D.C.-based housing development, health care, and human services organization. Boyd has extensive experience as a senior executive and board leader in both the public company and nonprofit sectors and served as a federal prosecutor and assistant attorney general in the U.S. Department of Justice. His executive experience also includes serving as EVP and general counsel of a Fortune 50 financial services company, CEO of a major corporate foundation, CEO of the Americas region of an international real estate development organization, and a regional CEO of The American Red Cross. Boyd also previously practiced law as a partner in the Boston office of Goodwin Procter LLP and the Washington, D.C., office of Alston & Bird. Ralph serves on the board of directors for InfuSystem and currently serves as chair of the Compensation Committee. He also serves as a member of the Corporate Nominating and Governance Committee.He previously served as a board member and Audit Committee chair of the DirecTV Group, Inc. (formerly NASDAQ: DTV) and as a member of the company's Nominating and Governance Committee. He currently serves as chair of Sandy Spring Bancorp's (NASDAQ: SASR) Compensation Committee and as a member of the Executive and Nominating and Governance Committees. Boyd also is the non-executive chairman of the NHP Foundation, a nonprofit developer, owner, and operator of multi-family affordable housing properties nationwide. Boyd is a graduate of Haverford College and Harvard Law School.

This week we continue our conversation with Gregg Lehman. Gregg was our first guest on the Motivated to Lead podcast. Gregg has significant experience in CEO and board director (Chairman/Vice Chairman) positions. He is a transformational leader moving underperforming businesses to high-performing, profitable companies. His expertise is diverse, with a concentration in healthcare services, medical devices, payment models, and healthcare IT (B2B, B2C). Gregg has recently joined us at SIMA Partners as the Healthcare/Medical Device Practice Co-Leader. Gregg currently serves on the board of InfuSystem (NYSE: INFU). He has held positions of Chairman, Vice Chairman, Executive Chairman, member of the Audit Committee, Chairman of the Compensation Committee, and Nominating and Governance Committee. Lehman has served as CEO of EB Employee Solutions, LLC. He was president and CEO of MGC Diagnostics Corporation, a leader in cardio-respiratory diagnostics, from July 2011 until May 2014. He served as president and CEO of Health Fitness Corporation, a population health management company, from 2007 through 2010. Before that, he held numerous senior-level executive and governance positions in the medical and higher education, including president and CEO of INSPIRIS, Inc., a Nashville-based specialty care medical management company; of Gordian Health Solutions, Inc., a population health management company; and of the National Business Coalition on Health in Washington, D.C. He also served as president of Taylor University in Indiana.  Gregg earned a Doctorate and a Master of Science in higher education administration, with a minor in finance and economics from Purdue University, and a Bachelor of Science in business management and marketing from Indiana University.

This week we have Gregg Lehman join us as our guest. Gregg was our first guest on the Motivated to Lead podcast. Gregg has significant experience in CEO and board director (Chairman/Vice Chairman) positions. He is a transformational leader moving underperforming businesses to high-performing, profitable companies. His expertise is diverse, with a concentration in healthcare services, medical devices, payment models, and healthcare IT (B2B, B2C). Gregg has recently joined us at SIMA Partners as the Healthcare/Medical Device Practice Co-Leader. Gregg currently serves on the board of InfuSystem (NYSE: INFU). He has held positions of Chairman, Vice Chairman, Executive Chairman, member of the Audit Committee, Chairman of the Compensation Committee, and Nominating and Governance Committee. Lehman has served as CEO of EB Employee Solutions, LLC. He was president and CEO of MGC Diagnostics Corporation, a leader in cardio-respiratory diagnostics, from July 2011 until May 2014. He served as president and CEO of Health Fitness Corporation, a population health management company, from 2007 through 2010. Before that, Lehman held numerous senior-level executive and governance positions in the medical and higher education, including president and CEO of INSPIRIS, Inc., a Nashville-based specialty care medical management company; of Gordian Health Solutions, Inc., a population health management company; and of the National Business Coalition on Health in Washington, D.C. He also served as president of Taylor University in Indiana.  Gregg earned a Doctorate and a Master of Science in higher education administration, with a minor in finance and economics from Purdue University, and a Bachelor of Science in business management and marketing from Indiana University.

126. Susan E. Chapman-Hughes - Empathic Leadership “Think about the leaders that you have admired the most in your career. What was it about them that made you get really excited about working with them? Usually it's because they knew your name. Let's start with the basics. They understood why you came to work every day. They invested in you. They could see things in you that you couldn't see yourself. They wanted you to be successful, so they were rooting for you.” - Susan Chapman-Hughes Guest Bio: Susan Chapman-Hughes Global C-Level Business Executive / Tech Industry Advisor / Corporate Board Director A proven leader of transformation and innovation, Susan Chapman-Hughes most recently was the EVP/GM of Global Digital Capabilities, Transformation and Operations (GDCT&O) in the Global Commercial Services (GCS) division at American Express where she led the digital transformation of customer experience and drove the use of big data, predictive analytics and machine learning to power the business Go to Market strategy. Prior to her tenure in GDCT&O, she led the GCS U.S. Large Market Business, leading the business from decline to double digit growth and significantly improving NPS, and, as head of Global Real Estate and Workplace Enablement, led the groundbreaking and award-winning global workspace transformation (Bluework). A driver of innovation and business efficiency efforts, Susan's teams have been recognized by multiple Chairman's Awards for Innovation. Prior to American Express, she held many key senior roles for Fortune 500 companies in financial services and technology. She is an advisor to many pre-ipo (seed through late stage) and public companies specializing in go to market and human capital strategies/plans as well as building business scale. She currently serves as an advisor to companies in the Web3/Crypto, Healthcare Transformation and Consumer Beauty Technology sectors. Ms. Chapman-Hughes is an independent director of the J.M. Smucker Company (SJM) where she chairs the Compensation Committee. She is also an independent director of Toast where she chairs the Compensation Committee and serves on the Nominating and Governance Committee. Previously, she served as an independent Director for Potbelly Corporation (PBPB) where she led both the Compensation and Audit Committees. She has received many accolades for leadership including being named one of “The Elite 100” by Diversity Woman, one of the Most Influential Women in Payments, by PaymentsSource, “Grio 100” by Grio.com/NBC Universal and as one of the “100 Most Creative People in Business” by Fast Company. In addition to her professional roles, Ms. Chapman-Hughes is committed to volunteer work for non-profit community development organizations across the United States and remains an active mentor to young people in her community. She is a member of the Board of the New York Junior Tennis League. She is a Trustee Emeriti of The National Trust for Historic Preservation and previously held trustee positions with A Better Chance, and Girls Inc. Ms. Chapman-Hughes holds a Master of Business Administration in Real Estate and Urban Land Economics from the University of Wisconsin-Madison. She also holds a Master of Regional Planning from The University of Massachusetts-Amherst and a Bachelor of Science in Engineering from Vanderbilt University. Ms. Chapman-Hughes resides in New York with her husband and daughter. R.O.G. Takeaway Tips: Ask yourself these questions as you reflect on your leadership: Are you consistent?  Are you trustworthy?  Are you authentic?  Are you vulnerable/real? Follow the Golden Rule: Treat others the way you want to be treated. Be willing to receive feedback. Be open to receiving help when needed. Stretch yourself for growth by stepping out of your comfort zone and gaining new experiences. Check in with yourself regularly to ensure you have the right processes in place for success. Resources: Susan Chapman-Hughes on LinkedIn (in/susanchapmanhughes) Susan Chapman-Hughes on Signitt (susan-chapman-hughes) Susan Chapman-Hughes on Instagram (@susanchspeaks) Inspiration And Insights: Asking for What You Want by Susan Chapman-Hughes Point of View: Being Unapologetically Yourself by Susan Chapman-Hughes Chat-GPT Google Bard Coming Next: Episode 127, Building Bridges Coaching Tips for Generous Leaders with Shannon Cassidy. Credits: Susan Chapman-Hughes, Sheep Jam Productions, Host Shannon Cassidy, Bridge Between, Inc.

Today, companies need to be adept at developing their current and next-gen leaders. HR's ability to identify these individuals with progressive skill sets and talents, and set them up for success is key to ensuring that your organization remains competitive and sustainable. To help you take the strategic reins in cultivating your company's high-performers, we've called in Dr. Renee Booth, President of Leadership Solutions. Highlights [4:04] Becoming a trusted advisor [9:02] What HR needs to keep in mind for 12-18 months into the future [11:13] Tests to identify high-performing talent [14:26] Convincing the C-suite that talent development is necessary [16:33] The need for new senior-level talent to have coaching [20:51] Adjusting to the mindset of being a senior leader [26:11] Women leaders wanting to “have it all” [29:35] CHRO to CEO transferable skills [32:00] Top characteristics HR should be tracking in new talent [36:12] Courage to handle the tough stuff  Guest Bio Dr. Renee Booth, President, Leadership Solutions Inc. The founder of boutique leadership consulting firm Leadership Solutions, Dr. Renee Booth has dedicated her career to helping executives and organizations find their potential to change their lives, their companies, and the world. She is an organizational psychologist and a trusted advisor to Fortune 500 companies, educational institutions, and leading not-for-profit organizations. Renee was the Eastern Regional Practice Leader for the HumanCapital Group of Watson Wyatt Worldwide. She also served as Senior Vice-President of Corporate Human Resources of financial services company ADVANTA Corporation, and spent more than a decade in senior positions with Hay Management Consultants. Renee serves on the Board of Directors at Vishay Intertechnology Inc., one of the world's largest manufacturers of discrete semiconductors and passive electronic components, and is also a member of the Compensation Committee. Renee is a Board of Trustee member at the Franklin Institute in Philadelphia, where she serves on the Executive Committee. She serves on the Board of Trustees of Vanguard Charitable Trust and Thomas Skelton Harrison Foundation.  Links https://www.linkedin.com/in/renee-booth-25125623/ https://leadership-solutions.com/ We want to hear from you. Leave a review (5-Star would be nice!) on Apple Podcasts and add your question in the comment. We read every review and use them to choose topics, guests, and interview questions for the podcast. You can also reach out at ⁠⁠podcast@hrmorning.com⁠⁠.  If you love this show, please share your favorite episodes with colleagues and on social media. We greatly appreciate your support. Thank you for listening. Remember to subscribe and follow us so you never miss an episode!  Voices of HR is brought to you by ⁠⁠HRMorning.com⁠⁠.

Betsy Morgan is the Co-Founder of Magnet Companies, a private equity-backed company focused on media and commerce, and an Associate Professor at Columbia Business School and Columbia College. Prior to Magnet, Ms. Morgan served as an Executive in Residence of LionTree, an advisory and merchant bank firm specializing in technology and media. Ms. Morgan was the CEO of TheBlaze, an early multi-platform and direct-to-consumer news and entertainment company. Prior to TheBlaze, Ms. Morgan was the first CEO of The Huffington Post. Ms. Morgan currently serves on the board of directors of the following privately-held companies: Cox Media Group, Trusted Media Brands and TheSkimm. She is also on the board of the publicly-traded company, Tripadvisor where she serves as Chair of the Compensation Committee. Ms. Morgan has an M.B.A from Harvard Business School and a B.A. in Political Science and Economics from Colby College, where she served as a member of the Board of Trustees for eight years. She is also a contributor to Riptide, an oral history of journalism and digital innovation created by Harvard's Shorenstein Center on Media, Politics and Public Policy.   Listen to this Takin' Care of Lady Business® Jennifer Justice speaks with Betsy Morgan to discuss Magnet Companies, an operator and investor company backed by private equity. Their three portfolio companies, Dear Media, Love Seen, and Togethxr, specialize in audio podcasting, beauty products, and women in sport content respectively.   Here is what to expect on this week's show: - Women-focused podcasting network & the rise of women's storytelling - The benefit of working with people diametrically opposed to your interests. - Addressing the disparity in women's sports and asset value.  - The power of women in male-focused industries.    Quotes: “Don't let anyone in the marketplace, male or female, say, ‘stay in your lane'.” – Betsy Morgan “Being a good listener means you can open up people [with different opinions] to new ideas.” – Betsy Morgan “I love exposing [things that have been traditionally male] more and more to women.” – Jennifer Justice   Contact Betsy: Betsy@magnetcompanies.com Magnet Companies: https://www.magnetcompanies.com Dear Media: https://dearmedia.com LoveSeen: https://loveseen.com TOGETHXR: https://www.togethxr.com  Learn more about your ad choices. Visit megaphone.fm/adchoices

Sandra is the Founder & Managing Director of BizTactics Limited, a Co-Founder and Manager of Jamaica's first angel investor network, FirstAngelsJA, and Founder and Managing Director of RevUP Caribbean Limited, a virtual business incubator. She is a Senator representing Jamaica at the World Business Angels Investment Forum (WBAF) and Vice President for the Caribbean of the Latin America and Caribbean Business Angels Network (LACBAN). She serves on several boards and has been an Independent Director of the NCB Financial Group Limited since 2016 and the National Commercial Bank Jamaica Limited since 2002. She chairs the Group's and Bank's Risk Committees and serves on the Corporate Governance Committee, Group and Bank Audit Committees, and the Group's Talent and Compensation Committee. Over the past 40 years, Sandra's career has centred on business development and supporting growth-aspiring firms. She has played a pivotal role in developing Jamaica's entrepreneurial ecosystem. Sandra Glasgow is a magnificent example of how to thrive by lifting others and I had the immense pleasure to interview her on Getting to the Top! Tune in to “Getting to the Top!” today and don't miss the opportunity to learn from this extraordinary leader, who built her path to success in a challenging era. There is so much more work to be done. We need leaders like her to get it done.

In this, the second part of an insightful conversation about the challenges and trends facing the executive compensation committee, Michael Peregrine, Tim Cotter, and Ralph DeJong address (i) considerations for special compensation arrangements, (ii) the role of discretion in business judgment and goal-setting for the coming year, and (iii) how the committee can best prepare for and respond to media questions about CEO compensation in advance—as well as a host of additional challenges facing the committee, including: - Performance measures for ESG themes. - Should organizational structural considerations be a committee concern? - Revisiting the committee charter to ensure continued relevance. - Key takeaways from recent committee meetings.

In this week's episode, we interview Shawn McCormick. Shawn has 30 years of financial expertise and operational experience in the medical device and life sciences industry. Most recently, he was the Chief Financial Officer of Aldevron, a private equity-backed CDMO. Shawn joined Aldevron in 2020 and remained until February 2022, following the sale of the company to Danaher, Inc. in 2021. He served as the Chief Financial Officer of Tornier N.V. and Tornier, Inc. from September 2012 until the completion of the merger with Wright Medical in October 2015. He also served as Tornier's Principal Accounting Officer. Mr. McCormick served as Chief Operating Officer of Lutonix Inc. from April 2011 to February 2012, when Lutonix was sold to C.R.Bard. He served as Chief Financial Officer and Senior Vice President of ev3, Inc. from January 2009 to July 2010 and as its Principal Accounting Officer. ev3 was sold to Covidien in July 2010. Mr. McCormick held various positions of increasing responsibility at Medtronic, Inc. from 1992 to 2009, including Vice President of Corporate Development from May 2008 to January 2009 and Vice President of Finance for the Spinal, Navigation, and ENT business from 2002 to 2007. He has been a Director of Nevro Corp. since September 2014 and Inspire Medical Systems Inc. since January 2017. He also served on the board of Surmodics, Inc from December 2015 to December 2020 and the board of Entellus Medical from December 2014 to February 2018, when Entellus was sold to Stryker. Mr. McCormick serves as the Audit Committee Chair for both Nevro and Inspire and previously for Entellus. He also served as a Surmodics' audit committee and governance and nominating committee member. Mr. McCormick served on the board of LANX from August 2010 to November 2013, serving on the Compensation Committee and Audit Committee before LANX was sold to Biomet in November 2013.  Mr. McCormick is a Certified Public Accountant (non-active license). He holds a B.S. in Accounting from Arizona State University and an M.B.A. from the University of Minnesota's Carlson School of Management.

The board's executive compensation committee is the focus point for many of the extraordinary financial, economic and operating challenges currently facing healthcare organizations. Executive compensation increases are impacted by both an inflationary economy and significant revenue downturn. In addition, the Department of Justice has identified executive compensation as an important conduit through by which corporate compliance incentives and deterrence can be implemented. Furthermore, executive recruitment and retention amidst the “Great Resignation” remains a key compensation concern. These and similar issues have become important agenda items for the board's executive compensation Committee. Michael Peregrine is joined by industry experts Tim Cotter and Ralph DeJong for the first in a two-part conversation about the impact of the developments on the compensation committee, including: Key topics for briefing the board's compensation committee. Increasing communication between the compensation committee and the C-Suite. - Addressing pressures felt by executive committee members. - Insights from the Sullivan Cotter compensation data survey. - Projections for the impact of inflation on next year's salary increases. - Expectations for future CEO salary increases and organization departures. - The segmenting approach to leadership plans. - Coordination with the Audit & Compliance Committee on compensation incentives.

The board's executive compensation committee is the focus point for many of the extraordinary financial, economic and operating challenges currently facing healthcare organizations. Executive compensation increases are impacted by both an inflationary economy and significant revenue downturn. In addition, the Department of Justice has identified executive compensation as an important conduit through by which corporate compliance incentives and deterrence can be implemented. Furthermore, executive recruitment and retention amidst the “Great Resignation” remains a key compensation concern.   These and similar issues have become important agenda items for the board's executive compensation Committee. Michael Peregrine is joined by industry experts Tim Cotter and Ralph DeJong for the first in a two-part conversation about the impact of the developments on the compensation committee, including:   Key topics for briefing the board's compensation committee. Increasing communication between the compensation committee and the C-Suite. Addressing pressures felt by executive committee members. Insights from the Sullivan Cotter compensation data survey. Projections for the impact of inflation on next year's salary increases. Expectations for future CEO salary increases and organization departures. The segmenting approach to leadership plans. Coordination with the Audit & Compliance Committee on compensation incentives

Granddaughter of Conrad Hilton the Founder of Hilton Hotels, Linda Hilton joined the Board of Directors of the Conrad N. Foundation in 2014, after serving as a board intern in 2012 and 2013.  She however, has spent her entire life in the hospitality industry (her birth certificate shows her address to be "The Shamrock Hilton Hotel" no street address. She was the first Hilton family member to attend the Conrad N. Hilton school of Hotel and Restaurant Management at the University of Houston. She started her 35+ year career at Hilton Worldwide in 1987 Sr. Director Intermediary Group Sales and Vice Chair Conrad N. Hilton Foundation the Hilton Professional Development Program and upon completion was immediately hired as a Conference Center Manager at the Los Angeles Airport Hilton. She has held many operational positions at various hotels and above property level positions over her tenure. Today she serves as Sr. Director of Intermediary Group Sales. Linda has received high recognition in her sales achievement inside Hilton with 5 Circle of Excellence Awards and a customer award as Global Hotel Sales Person of the year, 4 times to date. She serves as Vice Chair of the Foundation, effective 1/1/2021 and is currently Chair of the CNHF Talent and Compensation Committee and Generations in Giving Committee, along with serving on the Board Executive Committee and Nominating Committee. She has also served on the Board of the Conrad N. Hilton Fund for Sisters as well as the Hilton Effect Advisory Committee for Hilton Hotels.  Her dedication to philanthropy started young and was geared towards fundraising in her early twenties and has worked with the following organizations:  2015-2020 Board Member – National Catholics for People with Disabilities 2001 -2013 James J. McBride Special Education Center – Sole funder of Art & Music 2001&2002 Mar Vista Elementary School – Playground Committee – Fundraiser 1998 & 1999 Muscular Dystrophy Association – Executive Committee 1993 & 2000 American Heart Association – Los Angeles Ball Chairman As of 2020 she resides in Las Vegas and enjoys working out, dancing, spending time with her husband Fabrizio and youngest son Brandon and whenever possible, a visit from her oldest son, Nick. www.linkedin.com/in/linda-hilton-buschini-1592317* Awarded a certificate of completion for the Promoting Racial Equity in the Workplace Program, 5/2021, John F. Kennedy School of Government at Harvard University, Executive Education.* Awarded a certificate of completion for the Nonprofit Management and Leadership Strategies5/2021, John F. Kennedy School of Business at Harvard University, Executive Education.* Awarded a certificate of completion for the Nonprofit Financial Stewardship 11/2020, John F. Kennedy School of Business, at Harvard University, Executive Education ***Please note all opinions expressed on The Three Guys Podcast do not represent any Group, Company or Organization***Episode Produced by Three Guys ProductionsThe Three Guys Podcast:Instagram:  The Three Guys Podcast (@the_three_guys_podcast_) • Instagram photos and videosTwitter:  The Three Guys Podcast (@TheThreeGuysPo1) / TwitterYouTube:   Three Guys Podcast - YouTubeLinkedIn the-three-guys-podcastDerek:  Derek DePetrillo (@derekd0518) • Instagram photos and videosBrian:  Brian Nazarian (@the_real_brian_nazarian) • Instagram photos and videosBrett:  Brett J. DePetrillo (@78brettzky)

Granddaughter of Conrad Hilton the Founder of Hilton Hotels, Linda Hilton joined the Board of Directors of the Conrad N. Foundation in 2014, after serving as a board intern in 2012 and 2013.  She however, has spent her entire life in the hospitality industry (her birth certificate shows her address to be "The Shamrock Hilton Hotel" no street address. She was the first Hilton family member to attend the Conrad N. Hilton school of Hotel and Restaurant Management at the University of Houston. She started her 35+ year career at Hilton Worldwide in 1987 Sr. Director Intermediary Group Sales and Vice Chair Conrad N. Hilton Foundation the Hilton Professional Development Program and upon completion was immediately hired as a Conference Center Manager at the Los Angeles Airport Hilton. She has held many operational positions at various hotels and above property level positions over her tenure. Today she serves as Sr. Director of Intermediary Group Sales. Linda has received high recognition in her sales achievement inside Hilton with 5 Circle of Excellence Awards and a customer award as Global Hotel Sales Person of the year, 4 times to date. She serves as Vice Chair of the Foundation, effective 1/1/2021 and is currently Chair of the CNHF Talent and Compensation Committee and Generations in Giving Committee, along with serving on the Board Executive Committee and Nominating Committee. She has also served on the Board of the Conrad N. Hilton Fund for Sisters as well as the Hilton Effect Advisory Committee for Hilton Hotels.  Her dedication to philanthropy started young and was geared towards fundraising in her early twenties and has worked with the following organizations:  2015-2020 Board Member – National Catholics for People with Disabilities 2001 -2013 James J. McBride Special Education Center – Sole funder of Art & Music 2001&2002 Mar Vista Elementary School – Playground Committee – Fundraiser 1998 & 1999 Muscular Dystrophy Association – Executive Committee 1993 & 2000 American Heart Association – Los Angeles Ball Chairman As of 2020 she resides in Las Vegas and enjoys working out, dancing, spending time with her husband Fabrizio and youngest son Brandon and whenever possible, a visit from her oldest son, Nick. www.linkedin.com/in/linda-hilton-buschini-1592317* Awarded a certificate of completion for the Promoting Racial Equity in the Workplace Program, 5/2021, John F. Kennedy School of Government at Harvard University, Executive Education.* Awarded a certificate of completion for the Nonprofit Management and Leadership Strategies5/2021, John F. Kennedy School of Business at Harvard University, Executive Education.* Awarded a certificate of completion for the Nonprofit Financial Stewardship 11/2020, John F. Kennedy School of Business, at Harvard University, Executive Education ***Please note all opinions expressed on The Three Guys Podcast do not represent any Group, Company or Organization***Episode Produced by Three Guys ProductionsThe Three Guys Podcast:Instagram:  The Three Guys Podcast (@the_three_guys_podcast_) • Instagram photos and videosTwitter:  The Three Guys Podcast (@TheThreeGuysPo1) / TwitterYouTube:   Three Guys Podcast - YouTubeLinkedIn the-three-guys-podcastDerek:  Derek DePetrillo (@derekd0518) • Instagram photos and videosBrian:  Brian Nazarian (@the_real_brian_nazarian) • Instagram photos and videosBrett:  Brett J. DePetrillo (@78brettzky)

Part two of this series addresses key issues facing the board's compensation committee when evaluating executive compensation, data analysis, recruitment and retention, and executive search matters. This episode features industry leaders, Tim Cotter and Ralph DeJong, as they offer extraordinary insight on emerging priorities and trends impacting the compensation committees, including: - The evolution of annual and long-term incentive plans. - The retention effect of executive pay and benefit programs. - The continued relevance of for-profit compatibility data. - Handling executive and director co-investment arrangements. - Approaching CEO compensation earned from outside board service.

The board's executive compensation committee has traditionally been one of the most prominent of all board functions, with its focus on such interconnected responsibilities as oversight of the executive compensation process, compensation data analysis, talent recruitment and executive search. This episode is the first in a two-part discussion filled with valuable insight and the latest developments affecting compensation committees from two recognized health industry compensation and benefits experts, Tim Cotter and Ralph DeJong. Tim and Ralph will discuss such important topics as: - The current state of salary, increase budgets, incentive award levels and emerging compensation practices. - Developing retention and predictable transition strategies. - Insights into application and interpretation of the IRS “rebuttable presumption” standards. - Needed changes to highly prescriptive compensation philosophies. - Tactics for encouraging executive retention beyond traditional cash incentives.

Acceleration, Fulfillment, and Fearless Leadership with Transformational CEO Brendan Keegan My guest on the show today is Brendan Keegan, CEO of the fastest growing fleet tech management company in North America-- Merchants Fleet. Previous to Merchants, Brendan had been CEO of companies ranging in size from 500 - 10,000 employees. He is a leader that is not only inspiring,, but can truly see a path to growth and acceleration that many others cannot. Brendan took Merchants Fleet from a threshold of $500Million AUM to over $2Billion in less than 5 years.In this show we talk about mindset in the culture of the business that Brendan addressed in order for employees to realize that the threshold was just a glass ceiling they could overcome. We also talk about the time he made a decision to focus on his family, recreate himself, and bring back a culture and environment that truly cares about employees and wants them to take care of themselves holistically. This is an episode you'll want to keep coming back to. What You'll Learn: Why Brendan chose to take a few years outside of the CEO suite to focus on family and what came out of it Factors to consider in making a conscious decision between running your own business or being a CEO How to make decisions and navigate crossroads considering long-term impacts to your quality of life What to do when self doubt creeps in What happens when you focus on full potential instead of “being the best” Brendan's 1-2-3 strategy A common paradigm around time that creates glass ceilings Creating a vision for your company that is actually effective The themes their company followed that propelled the company from 500 Million AUM to 2 Billion Where many companies fail in increasing their retention An innovative look at growth opportunities for your employees How companies can help their employees recover mentally and emotionally from the pandemic A different, more fulfilling way to look at creating work/life balance for your people   Resources:  Instagram – @bpkfearless Twitter – @bpkFEARLESS Facebook –  @bpkfearless LinkedIn – https://www.linkedin.com/in/brendanpkeegan/ Website: https://www.merchantsfleet.com/   Bio:   Brendan P. Keegan is the CEO of Merchants Fleet, the fastest-growing fleet technology company in North America, where he previously served the company as a client, board member, compensation committee chair and strategic advisor. He is an award-winning 6-time president and chief executive officer having raised nearly $3.0B in capital and returned over $6.0B to investors. Brendan has experience in business transformation, capital raises, strategy development, revenue growth, operational scale, technology enablement, and enterprise value creation with successful liquidity exits.   With a background in the financial services, technology and professional service industries, Brendan has aided companies ranging from 500 to 10,000 employees. Prior to these roles, he started his career at EDS as a systems engineer and progressed through the ranks rapidly to become the Fortune 100's youngest Chief Sales Officer for EDS.   Brendan was recently named the world's Most Innovative CEO by CEO World Awards®; Executive of the Year by Best in Biz Awards; and a Stevie Awards® winner by American Business Awards®.   Brendan serves as a member of the board for Revolution Armor & ExpressIT Logistics and serves as Chair of the Compensation Committee for both companies. He received his Bachelor's Degree from RPI, MBA from George Washington University, and Executive Certificates from Harvard, Columbia, UPenn, MIT & U Chicago.

Roberta Sydney is a successful entrepreneur and seasoned board director who uses her expansive expertise and experience to lead various real estate and financial services firms. Roberta is here to talk about women in business, share her personal experiences, and offer valuable advice. Diana and Roberta discuss common stereotypes, ways that women can set themselves apart from male leaders, and the necessity of women having professional mentors and sponsors.     IN THIS EPISODE:   [02:10] Challenges that women face in the corporate world. [04:08] How Roberta pivoted from financial services to where she is now. [05:49] Why it's important for women to have mentors and sponsors in the workplace and what the difference is between the two [07:30] The differences between women and men leaders and how women are gifted in certain ways that can lead to their success as leaders [11:56] What skills are needed for succeeding in the corporate world versus succeeding as an entrepreneur [14:13] In order to be a successful entrepreneur, there has to be an internal dialogue with yourself where you are asking “What do I need?” [16:29] Roberta shares how she mentors and what sets her apart [18:00] Advice for women starting in business   KEY TAKEAWAYS:   Women need mentors and sponsors. A sponsor is the person who's going to speak on your behalf when you're not in the room. They advocate for you to get the new position, to get the promotion, to get the new opportunity.  Stop using the word “just” to limit the contributions that you have made. Do not apologize when it's not necessary to apologize. Understand how important culture and fit are to you in terms of your own personal growth and pursue opportunities that fit those wants and needs. Women have different gifts than men in leadership, like having greater empathy, creating safe environments, and seeing and hearing the unsaid. Women are also able to build consensus more easily. Entrepreneurs need a lot of initiative, self-awareness, and a lot of willingness to fall down several times and get up. There needs to be a fire in the belly to succeed! When you do get stuck or are facing certain challenges, start an internal dialogue with yourself to figure out what you need. It's important to recognize your needs and know none of us does it all alone.   LINKS:   https://www.linkedin.com/in/robertasydney   https://oconnorpg.com/podcasts/a-womans-world-leading-the-way-in-business-with-roberta-sydney   BIO:   Roberta Sydney is a seasoned board director and former CEO serving on the board of Kiavi (formerly LendingHome) the leading lender for real estate investors, where she chairs the Nominating/Governance Committee and serves on the Compensation Committee. She also serves on the board of Tiedemann Advisors, a global wealth advisory firm that recently announced its plans to go public via SPAC. In addition, she serves as Board Chair of HEI Civil. Her previous board service includes chairing the Compensation Committee for Plaxall, Inc., the Long Island City based manufacturing and real estate company that secured Amazon for their HQ2 before Amazon withdrew.   The breadth and depth of Roberta's experience comes from serving in executive and board leadership positions with regulated real estate and financial services firms ranging from large, traditional organizations to young, entrepreneurial companies. Sydney possesses a combination of leadership skills in real estate development, financial transactions, negotiations, digital transformation, marketing, and IT system evaluation. In addition to her many accomplishments, Sydney is actively engaged in philanthropy serving on the Neuroscience Advisory Committee and the Trustee Advisory Board of the Beth Israel Deaconess Medical Center, a Harvard teaching hospital.

Join BDO's Center for Corporate Governance Amy Rojik as she sits down with Jason Brooks, a Managing Director and BDO's Compensation Consulting Practice Leader, to highlight key planning considerations for compensation committee directors as we rapidly approach the end of 2021 and enter 2022.Key Takeaways:Compensation committees are encouraged to take a current inventory of company needs in relation to their unique risk and opportunity factors as well as in relation to their competitors. There are further challenges to take charge of the company's narrative in its public disclosure considerations. Historic focus on executives is no longer enough. Market expectations for disclosures concerning human capital management and related ESG factors has expanded to consider employee needs more broadly. Compensation committees should be thinking about such and incorporating into the overall company's retention and attraction strategies of their workforce. Expanding responsibilities of the compensation committee should be clearly documented and reflected within its committee charter.Directors need to be mindful of ISS Updated Compensation Policies that indicate the “surprise” element of the COVID pandemic is no longer applicable. Accordingly, ISS will view, “as in pre-pandemic years, any mid-year changes to metrics, performance targets and/or measurement periods, or programs that heavily emphasize discretionary or subjective criteria will generally be viewed negatively. This will be of particular focus for companies that exhibit a quantitative pay-for-performance misalignment.”Executive and board compensation strategies may need updating for 2022 given continued economic impacts and should be accompanied by robust transparency and disclosure:As compensation committees consider introducing “discretionary” components into their compensation plans to counter uncertainty, they need to be mindful that these may not be seen favorably by shareholders and proxy advisors and will require enhanced disclosures supporting the use of such tactics. Changing performance ranges – e.g., lowering minimums/raising maximums to flatten leverage curves – may prevent small changes in performance from having significant changes in payouts, but again, would require enhanced disclosure.Rethink goal setting expectations of shareholders as their basis for comparing to increased revenues/earnings may not be appropriate for the company's circumstances – e.g. holding steady or evening slight declines may be necessary.Access: The BDO 600 2021 Compensation StudiesBDO 2021 Board Compensation Trends Archived Webinar

Today's conversation between Griffin Jones, Dr. Milroy, Dr. Supogay, and Dr. Yanni explores the overlap between clinical operations and marketing. The fact of the matter is, you cannot totally separate them. More often than not, when our clients first come to us, they aren't able to fit more patients into their system so we first have to work on clinical operation efficiency before driving more patients through the door. In this episode we explore: The REI bottleneck and how to optimize your REI's time Referral patterns from other professionals in your community How patients choose an REI Why OBGYN education improves the quality of patients Visit engagedmd.com/IRH for 25% off your implementation fee. Guests: Dr. Milroy: LinkedIn: http://linkedin.com/in/colleen-milroy-37a45ba1 Colleen Milroy, MD, FACOG is a board-certified Obstetrician gynecologist, and board certified Reproductive Endocrinologist and Infertility physician. She currently leads the Billings Clinic Reproductive Medicine group serving the state Montana, parts of Wyoming, North Dakota and South Dakota. Dr. Supogay: LinkedIn: http://linkedin.com/in/anna-sapugay-md-facog-66932714 Anna Sapugay, MD, FACOG is a board-certified obstetrician gynecologist who practices in Northern California's East Bay Area. She currently serves on the Compensation Committee, Strategic Oversight Committee and Anti-Racism Working Group. Sutter Health is a not-for-profit healthcare delivery system that operates 24 hospitals and over 200 clinics in Northern California. Dr. Yanni: LinkedIn: http://linkedin.com/in/leanne-yanni-md-9b6117194 Dr. Leanne Yanni serves as Vice President Medical Affairs, Richmond Market, Bon Secours Mercy Health and the Chief Medical Officer of St. Mary's and Richmond Community Hospitals. She is board certified in both Internal Medicine and Hospice & Palliative Medicine. Website: https://www.hsph.harvard.edu/mhcm/

Join BDO's Center for Corporate Governance Amy Rojik as she sits down with Melissa Means, Managing Director at Pearl Meyer, to talk about how today's board directors are navigating critical compensation questions for leaders as companies emerge from COVID and face increasing attention and scrutiny related to both financial and nonfinancial strategic decision-making and performance impacts to their business. Key Takeaways:Notable trends relative to ESG impacting the compensation committee include (1) expanding compensation charters to focus on HCM, DEI and other “S” issues and (2) considering whether and how to incorporate related metric(s) in either short or longer term incentive compensation plansExpansion of compensation committee charters are focused on tactical board HCM responsibilities - e.g., succession planning; “bench strength” talent development; review of DEI metrics within the organization; etc. Key incentive plan design questions relative to ESG boil down to strategic execution considerations:- What are you trying to measure?- Should it be over a long or short term? (i.e., how long will it take to show improvement for that area of focus)- How much of an incentive should it be? (i.e., modifier vs. weighted component)Companies are in all different phases of this exercise and may have very limited comparative information from peer groups to rely onFor companies just starting the conversation, begin with an agenda item that defines what HCM means for your organization and helps the board understand what management may already be doing (or not doing) in this regard

This episode features an interview about Greg's book and the principals he employed to crest an amazing culture leveraging the power of an ESOP. Greg's story includes leading one of the fastest-growing and most successfulengineering, architecture, construction and environmental consulting firms in North America. Graves began his career at Burns & McDonnell in 1980, fresh out of college. Twenty-two years later, at the age of 43, he was named just the sixth CEO in the firm's 104 year history. He became CEO on Jan 1, 2004. From 2004-2016, the results speak for themselves: · Employment grew from 1500 to 5500 Employee-Owners...all organically.· Revenues grew from $300M to almost $3B. · An average ROI of above 25%...over 13 years!· Fortune Magazine's Top 100 Best Places to Work six times....14th in 2014.· Kansas City's Best Place to Work six times in a row.· Corporate Foundation grew 1000%.· Kansas Citian of the Year 2015.· Midwest's Entrepreneur of the Year 2014· Kansas City Philanthropist of the Year (along with Deanna)...2013. Currently, Greg is Chairman of the Board for two iconic Kansas City metro institutions that are trailblazers in fields he extremely passionate about — healthcare and the arts. Greg was named Chair of the University of Kansas Hospital Authority Board after serving as a board member since 2009. The Kansas City Repertory Theatre also appointed Greg as Chairman of its board after serving on the Executive Committee for one year.Greg serves on one public company board, UMB Financial Corporation. UMB is a $10B bank headquartered in Kansas City. Greg currently Chairs the Compensation Committee but is likely to move to Chair of the Governance Committee in 2017 as well as serve in the positon of Lead Independent Director.Greg's areas of technical experience include engineering, construction, electric utility, petrochemical, water, environmental and transportation.Greg has a Bachelor of Science in mechanical engineering from the South Dakota School of Mines & and transportation.Greg has a Bachelor of Science in mechanical engineering from the South Dakota School of Mines & Technology and a Master of Business Administration from Rockhurst University.

Christina Medland and Matthew Isakson, Partners at Meridian Compensation Partners, are the featured experts on this episode of The Executive Compensation Podcast. Christina is the head of Meridian's Canada practice and has more than 30 years of experience in compensation plan design. Matthew, based in the US, has over 15 years of experience advising on a broad range of compensation topics. This episode focuses on how compensation committees are evolving as ESG and human capital metrics become more important to shareholders and stakeholders. A major trend is increased emphasis on human capital and employee wellness. The pandemic accelerated this trend, creating pressure on corporations to take action. Christina and Matthew discuss the effects of this trend on how compensation committees function within organizations. The process is growing in complexity as committees now require significant data and analytics to understand performance. They also offer advice for committees undergoing this evolution in their companies. After you listen, connect with Christina Medland and Matthew Isakson on LinkedIn. Visit MeridianCP.com to learn more about Meridian Compensation Partners. This episode is brought to you by Meridian Compensation Partners. Learn more by visiting MeridianCP.com.

Kim Box is an Independent Director on the Board of American River Bank (NASDAQ:AMRB) and is Chair of the Finance & Capital Committee and a member of the Audit Committee. She's also an Independent Director on the McGrath Rentcorp (NASDAQ:MGRC) Board of Directors and a member of the Compensation Committee and Governance Committee. Former CEO and President at Gatekeeper Innovation, Inc. a healthcare company that creates products to keep medications safe. A former HP Vice President where she led a $1B global organization across over 100 locations around the world, Kim drove large scale transformation of global operations resulting in reduction in operating cost along with increases in client satisfaction. She is known for her strong skills in strategic decision making, IT services, partner/relationship building, results driven leadership, high integrity and leading transformation with proven successful execution.She is an international speaker and author on leadership, diversity and transformation. She is on the Board of National Association of Corporate Directors - NorCal chapter where she is Chair of the Board. She is a Past Board Chair on the American Red Cross Board Sierra Delta Chapter and Chaired the Board Development committee. ABOUT THE PODCASTAt the crossroads of uncertainty & opportunity, how do you Navigate Forward? This podcast focuses on making smart choices in a rapidly changing world. We investigate the challenges of being at a crossroads (societal, business, & personal) and finding the opportunities that arise out of disruption. Listen in on future-forward conversations with the brightest luminaries, movers, and shakers. We dig into topics such as elevating the human experience, evolution of business, workforce of the future, and fascinating technologies powering the age of digital transformation. Let's Navigate Forward together and create what's next!Sponsored by Launch Consulting  launchconsulting.comLaunch ConsultingNavigators in the Age of TransformationLaunch ConsultingNavigators in the Age of TransformationLaunch ConsultingNavigators in the Age of TransformationLaunch Consulting Navigators in the Age of Transformation

Blair Trippe shares on Identity Based Conflict About: Blair Trippe's expertise as a negotiator, mediator, and family business consultant is grounded in the study of strategic management and conflict resolution methodologies. She brings a highly specialized approach to the understanding of family systems and the relationship challenges encountered when families work and own together. In addition to her experience with Continuity clients, Blair was a Marketing Specialist at Prudential Bache Securities, Marketing Associate for Boston Catalyst Group – where she served in a dual role of managing the HR function and marketing software products to the higher education sector, as well as Director of Product Development and Industry Affairs on the start up team of The Straumann Company, a U.S.-based Swiss medical device company. Blair is the co-author, with Continuity Founding Partner Doug Baumoel, of Deconstructing Conflict: Understanding Family Business, Shared Wealth and Power. This recently published work is the ultimate guide to Continuity's unique developmental approach to conflict management in family enterprises. She also co-authored the book, Mom Always Liked You Best – A Guide to Resolving Family Feuds, Inheritance Battles and Eldercare Crises. The practical guidebook helps family members become better decision-makers, mindful negotiators, and more effective communicators. Her leadership in the mediation field helped create a new specialty through the development of “Elder Decisions” – a division of Agreement Resources LLC, a consulting firm she co-founded. Agreement Resources provides conflict resolution, mediation, and training services to families and a variety of organizations. It is also an approved services provider to probate courts in several counties of Massachusetts. As a workshop facilitator and trainer, Blair has conducted sessions for the Environmental Protection Agency, the Program on Negotiation at Harvard Law School, Judge's Institute, American Bar Association, Attorneys for Family-Held Enterprises, National Association of Geriatric Care Managers, the Alzheimer's Association, the Northeastern University Center for Family Business, Massachusetts Collaborative Law Council, Northeast Human Resource Association, Dartmouth Hitchcock Conference on Alzheimer's Disease, Just a Start House, and the Family Firm Institute, among others. Blair also serves as Board Member for Robert Family Holdings, Inc., a family-owned, global, diversified manufacturer, where she is Chair of Governance Committee and member of Compensation Committee. Blair earned an MBA from the Kellogg School of Management with a concentration in marketing and finance, and a BA in psychology from Connecticut College.

John Reid-Dodick is the Chief People Officer at AlphaSense, a search engine for market intelligence that is leveraging AI to transform how decisions are made by the world’s leading corporations and financial institutions. In this role, JRD is focused on building a future-forward People Team to support the company’s ambitious growth while helping create an AI-infused culture that puts AlphaSense at the forefront of the future of work. JRD joined AlphaSense from WeWork, where from 2018 to 2020 he founded and led the company’s cultureOS business, helping companies think and act differently about culture and the role workplace plays in enhancing culture. Previously, he served as WeWork’s Chief People Officer from 2016 to 2018 while the company scaled four-fold to over 4,000 people in new markets across the globe. JRD served as Chief People Officer at Dun & Bradstreet (from 2014 to 2016) and at AOL (from 2011 to 2013). He joined AOL from Thomson Reuters, where he led human resources for Thomson Reuters Markets. Prior to that, he held senior human resources roles at Reuters in New York and London. An expert in leadership, talent, and organizational culture and change, JRD has led a number of initiatives that have received industry awards and been featured as best practice in books such as ​The Art of Action (2011); ​Leading Innovation​ (2006); and ​The Employer Brand​ (2005). The cultureOS, which JRD created with WeWork co-founder and Chief Culture Officer, Miguel McKelvey, is the subject of a Harvard Business School case study. JRD is also a frequent speaker at industry events, with a focus on culture, the future of work, and workplace modernization. JRD is a member of the Board of Directors for the HR Policy Association (the Association of Chief Human Resources Officers); serves on the Advisory Board for the G100 Talent Consortium; and is a Senior Advisor to the HR50. JRD previously served as a member of the Board of Directors for ​Axiom​, where he was Chair of the Compensation Committee. He is a member of the Board of Trustees for KIPP New Jersey, a network of public charter schools serving students in Newark, Camden, and Miami. A lawyer by training, JRD joined Reuters in 1995, serving as General Counsel for Reuters America from 1997 to 2000. Prior to Reuters, he was an associate with Sullivan & Cromwell and a law clerk for the Honorable Robert W. Sweet of the Southern District of New York. JRD graduated from Harvard Law School in 1988, where he was Managing Editor of the ​Harvard Law Review.​ He holds a Masters degree in Politics from New York University and a Bachelor’s degree in Political Studies from the University of Manitoba. JRD is married to his high school sweetheart, Darlene, and they have three children – Cassie, a senior manager with Accenture Strategy’s Talent & Organization practice; Jorie, a behavior specialist working with children on the autism spectrum; and Cody, a co-owner of ​Good Beans,​ a specialty coffee startup based in Amsterdam.

Take a heart-centered, human-centric approach to leadership and drive business outcomes through raising others up. Lisa Kelly-Croswell, Senior Vice President and Chief Human Resources Officer for Boston Medical Center Health System (BMCHS), joins us to discuss career growth, self care, and putting humanity into Human Resources. This podcast was recorded live for our community. If you would like to attend live recordings, please reach out to info@kahilla.com ****** Lisa Kelly-Croswell is Senior Vice President and Chief Human Resources Officer for Boston Medical Center Health System (BMCHS), and is also responsible for BMCHS' Volunteer Services Department and Occupational Health Clinic. Lisa brings 30 years of experience in a wide range of global HR leadership roles including: Senior Vice President, HR and Corporate Services at Vertex Pharmaceuticals, SVP, HR for Healthcare and Service Operations at CIGNA, and a series of progressive HR leadership roles at the Monsanto Company and Frito-Lay, Inc. While at Monsanto, Lisa also held an expatriate assignment based in Singapore, leading HR for the Southeast Asian region. Her assignments commonly involved leading in times of rapid business growth, performance turnarounds and in start-up or innovation environments. Lisa is currently a Board Member and Member of the Compensation Committee for the Greater Boston Food Bank, as well as a Board Member for the Mary Christie Foundation. In prior years, she served on the Board of Directors for five other non - profit organizations including Finance Committee Chair and Nominating Committee roles. Lisa received a B.S., Finance and a M.A., Labor and Industrial Relations from the University of Illinois at Urbana-Champaign.

In this episode, Frank Placenti speaks with Liz Dunshee and Melodie Rose about the role of the compensation committee in corporate governance and different trends that are taking place within the compensation arena. They will discuss responses to compensation practices implemented to address the COVID pandemic as well as changing compensation metrics to deal with corporate ESG goals and the changing role of the compensation committee. Frank Placenti chairs the ABA Corporate Governance Committee. He is a partner and leader of the U.S. Corporate Governance Practice of Squire Patton Boggs. He is the editor of the BLS book, Director’s Handbook: A Field Guide to 101 Situations Commonly Encountered in the Boardroom. Frank was also Founding President of the American College of Governance Counsel. both Liz and Melodie are recognized experts in corporate governance. Melodie is Co-Chair of Fredrikson & Byron’s Corporate Governance and Public Companies Groups, serving as outside general corporate and securities counsel to public and private companies and advising boards of directors and executive management teams on governance matters for over thirty years. Additionally, she serves on the board of the National Association of Corporate Directors, Minnesota Chapter, and is an Adjunct Professor at St. Thomas School of Law teaching Corporate Governance. Liz Dunshee is currently Managing Editor at CCRcorp, where she runs TheCorporateCounsel.net, CompensationStandards.com, Section16.net, DealLawyers.com and a suite of related resources, and previously was a Shareholder at Fredrikson & Byron, where she helped lead the corporate governance and executive compensation groups.

He is nationally recognized for resolving our clients’ most sensitive, critical, and confidential leadership and governance challenges. He advises publicly traded companies and private equity concerns, globally. Over the past three decades, he has advised on CEO successions and has led the recruitment of CEOs for a wide range of clients as well as recruiting several hundred new board of directors and senior executive leaders. He has led numerous “sensitive matter” Board of Director examinations, recommending improvement in their governance practices. Previously, he was a Senior Partner at Egon Zehnder, a leading global executive search and board of directors' consultancy. During his tenure, he served as the Managing Partner of its New York and Atlanta practices as well as led its Service Sector Practice Group for the Americas. Earlier, he held senior strategic management and financial positions at Cox Cable Communications (Atlanta) and Tiger International (Atlanta and Los Angeles) with previous experience in financial roles at Occidental Petroleum and as a senior consultant at EY. He has served as a board member and as Chairman of the Compensation Committee of Focus Brands, a leading restaurant group. Mr. Koblentz also served on the board of In Q Tel, the C.I.A.’s venture capital fund, as a board member for The National Association of Corporate Directors and as President of the Association of Corporate Growth in Atlanta. Currently, he is the Chair of Emory University’s Center for Ethics and on the Board of Directors of the Chick-fil-A Bowl Foundation. He has served on the boards of The Carter Center, Junior Achievement, Atlanta's High Museum, Central Atlanta Progress, The Latin American Association, and ZooAtlanta. He is a CPA and holds an MBA from the University of Southern California. Join Nour Group CEO, David Nour, and Joel Koblentz, founder and CEO of The Koblentz Group, on this episode of the Curve Benders Podcast. BTW, we turn the show notes from this podcast into a more in-depth article and link resources by or about our guest. Check them out in our new, private community, the Nour Forum. --- Send in a voice message: https://anchor.fm/david-nour/message

Join BDO's Terry Adamson as he sits down with Robin Ferracone to discuss the expanding responsibilities that compensation committees are taking on. Robin is the founder and CEO of Farient Advisors and Chair of the Compensation Committee at Trupanion, Inc., (NASDQ: TRUP).

(1:40) - Start of interview(2:38) - David's "origin story"(4:49) - The founding of Equilar in 2000.The modern "corporate governance" era started after the corporate scandals of the early 2000s (Enron, Tyco, Adelphia, WorldCom, etc.) and the passage of SOX in 2002. "Very few people talked about corporate governance in the 1990s"With this new focus on corporate governance, there was a lot of attention given to exec comp.(9:56) -  The Board's role in setting compensation for the CEO: "It's a very tricky decision, and there is no right answer." "Compensation is a very emotional and difficult decision, with many different stakeholders involved." (11:33) - Their work on the investors' side (Calpers, Vanguard, Blackrock, etc).(12:11) -  They made a conscious decision from day one to track the trajectories of executives and directors from SEC data, which has resulted in the development of their BoardEdge Product.(13:59) - His take on Say on Pay regulation: it increased significantly the amount of shareholder engagement.(17:05) - His take on Elon Musk's ~$55bn comp package at Tesla and other 100% at-risk performance awards. (19:33) - The Nasdaq-Equilar Strategic Partnership on boardroom diversity (announced on Dec 9, 2020).Distinctions with CA laws SB-826 and AB-979.Equilar's BoardEdge product includes one million executives and directors.Equilar's Diversity Network (36 Partner Institutions, 5,158 Member Profiles, 2,044 board appointments) "Registry of registries"      (30:53) - The challenge of meeting the new boardroom diversity requirements set by SB-826, AB-979 and Nasdaq. "There is a need for more candidates who are not on boards." "The demand will go up exponentially in the next 12-24 months, and Equilar is working to help on the supply side."(32:27) - The latest trends on director compensation, and impact of COVID-19 on boards (Stanford/Equilar study).(35:09) - His take on the current state of private and public capital markets (the "window is wide open for going public, but when the market shuts down - it will shut down hard")(37:03) - His thoughts on the latest trend of companies and executives leaving SF/Bay Area/CA to TX, FL, etc.(39:30) - His take on the stakeholder vs shareholder debate as a CEO and executive compensation expert.(42:04) - His favorite books:The Hard Things About Hard Things, by Ben Horowitz (2014)Measure What Matters  How Google, Bono, and the Gates Foundation Rock the World with OKRs, by John Doerr (2018)(43:11) - His mentors (his dad, and his best friend's dad in high school).(44:30) - His favorite quote: "Skate to where the puck is going to be, not where it is today" (Wayne Gretsky)(45:42) - His "unusual habit": a classic multitasker.(47:00) - The living person he most admires: Warren Buffett.(48:00) - His final thought on where the puck is going on governance: boardroom diversity beyond public companies: private companies, PE, VC, non-profits, etc. Human capital metrics will become increasingly more relevant. David Chun is the founder & CEO of Equilar, a Silicon Valley based leading provider of corporate leadership data solutions. Companies of all sizes rely on Equilar for business development, recruiting, executive compensation and shareholder engagement, including 70% of the Fortune 500 and institutional investors representing over $20 trillion in assets.In addition, David is a Trustee of the Committee for Economic Development (CED) and serves on the boards of the Silicon Valley Leadership Group (SVLG) and the Asian Pacific Fund Community Foundation of San Francisco. He is on Catalyst’s Women on Board Advisory Council, the Silicon Valley Advisory Council of the Commonwealth Club of California, the Women on Boards Advisory Council of the California Partners Project and the Advisory Council of the Angel Island Immigration Station Foundation.David is a also a member of the Young Presidents’ Organization (YPO), Past Chair of the SF Bay Chapter, a founding member of the Council of Korean Americans (CKA) and a former advisory board member of the Wharton Center for Entrepreneurship.__Follow Evan on Twitter @evanepsteinMusic/Soundtrack (found via Free Music Archive): Seeing The Future by Dexter Britain is licensed under a Attribution-Noncommercial-Share Alike 3.0 United States License  

Start of interview [1:17]Mason's "origin story" [1:58]His start with ValueAct Capital (2001-Present) [2:51]"A lot of what we do at ValueAct is invite ourselves to the dinner party."The history of ValueAct Capital and its investment thesis.  [6:20]How he met Jeffrey Ubben (founder of the firm).The impact of the corporate scandals in the early 2000s and the Martha Stewart story.Building a reputation as long term thinkers with board members that add value, plus network.How they built their "board toolkit" for each function of the board with lessons learned from their board experience (starting ~2010s) [11:21]"Our thesis is different to other activist investors who have built their businesses upon campaigns of intimidation, litigation and electioneering" [12:49]Framing ValueAct's activism style within the historical arch of shareholder activism. [14:01]"Engineers think in terms of optimization and equations, lawyers think in terms of rules, and liberal arts people think in terms of psychology, sociology, literature, etc - I think you need to take into account these three types of thinking for problems [involving corporations}"What happened after SOX (2002) was that the zeitgeist for boardrooms changed in terms of openness to receiving outside opinions.The Say on Pay (2011) rules forced greater interaction between directors and shareholders. [15:56]His thoughts on "systematic" boardroom design issues: "we should all have empathy for independent directors, because they're entrusted to make the most consequential decisions around the corporation and yet [they do it part-time and generally lack information]. It's a tough job to do." "We can bring "peripheral" vision to the boardroom, which is supplemental to what the board sees through their own hierarchy." [18:00]The problem with board committee structures and their independent consultants/advisors: "it drives to the balkanization of work." "There is an under-investment in terms of time devoted to strategy [in the boardroom]" [20:11]"Thinking like an investor with an investment thesis is a very crystallizing thought exercise. It will lead you to have a point of view about what the strategy should be" "It's an important ingredient to being a good director." [23:33]How should boards approach strategy, and why the job of the director is so hard (i.e. lack of time and information) [24:51]How does he respond to criticism of activist investors as a class [27:49] "some of these criticisms are fair."  He thinks that it's important to note that shareholder activism (during his career) has had two big bubbles that popped:Surge of activism after SOX, popping after the financial crisis because they didn't perform very well.Resurgence after credit crisis, popping in the mid 2010s.How advisors (lawyers, bankers, and others) impacted the activism landscape [29:50] "activist vulnerability assessments"How he distinguishes transactional vs transformational activism [30:45]Transactional: Traditional break-up, recap and selling of companies.Transformational: reimagining the value proposition of the product of the company. Best in class people and operational performance. It requires a lot more work (they started this practice in the mid-2000s).The mission statement of ValueAct since he took over as CEO is "to be the shareholder of choice for great companies navigating change." [33:16] Examples:Adobe, Microsoft (from client service era to cloud era in software industry)21st Century Fox (streaming in media companies)KKR (alternative asset management industry)What he loves about his job [34:46]Advice for independent directors: [35:29}Activism is everywhere (not just from activist investors)Peripheral vision can be helpful, and thinking critically with an investment thesis adds value.We live in an era of extreme disruption in the economy.Transformation is a critical journey for every company.His experience as a director at Microsoft [37:08]His take on the purpose of the corporation, ESG and sustainability [42:45]They have observed that the businesses that they invest in have a "license to operate": to be held in high regard by their stakeholders, regulators, media, politicians and other relevant constituencies.When they invest in a company they spend time with the "citizenship officers" of the company.Example of investments in financial institutions.The principles by which ValueAct Capital invests [51:28]: "We have to have a unique insight into every company we invest in that begets a meaningful relationship." (power politics is secondary)Good ideas pique curiosity, engagement and conversation.It doesn't matter if the corporation is a controlled corporation (for example, Martha Stewart, KKR, 21st Century Fox are controlled corporations)Their international investments [53:59]UK: Reuters, Misys, Rolls-Royce.Japan: Olympus, JSR Corporation, Nintendo. "There is a graveyard of activists that have tried to take on Japanese companies at the ballot box and at the courthouse, and that type of high conflict transactional -in your face- approach does not work."How does he see the future of shareholder activism and his recommendations [57:50]His favorite books: [59:21]Memoirs of the Second World War, by Winston Churchill (1948-53)The Remains of the Day, by Kazuo Ishiguro (1989)The World According to Garp, by John Irving (1978)His professional mentors: [01:01:51]Jeff UbbenSatya NadellaHis favorite quote: [01:02:42]"In the long run, the learn-it-all always beats the know-it-all " (Satya Nadella)Mason Morfit is a Partner, CEO and CIO of ValueAct Capital and is a member of the firm’s Management Committee. Prior to joining ValueAct Capital at inception, Mr. Morfit worked in equity research for Credit Suisse First Boston’s health care group where he focused on the managed care industry. Mr. Morfit is a member of the Advisory Council for Princeton University’s Woodrow Wilson School of Public and International Affairs and serves on the Board of Directors of the Tipping Point Community. He has a B.A. from Princeton University and is a CFA charterholder.Music/Soundtrack (found via Free Music Archive): Seeing The Future by Dexter Britain is licensed under a Attribution-Noncommercial-Share Alike 3.0 United States License

On this episode of The Built in Seattle Podcast, I talked with  Kelly Breslin Wright, Board Director and Former EVP of Sales at Tableau.For extras from this interview, subscribe to my weekly emailEpisode HighlightsWhat really mattered in the journey from $0 to $850M in revenue.How long-term relationships were the biggest pay-off from success.Why having the right people is a practical imperative.What matters more than optimizing operations.How to make company values useful and fit the personality of a business.What it looks like when companies practice what they preach.How to approach a missionary sale. What works and what fails.Why companies need to answer "why?"The importance of clarity and consistency when articulating a company's mission.What's missing when sales people can't sell like the CEO/founder.How honesty creates credibility in sales, even when the answer is "no."Finding balance between big thinking and daily results.Driving for achievement vs being present to relationships.How to take tangible action on diversity and representing women in boards.Guest BioBoard Director for public and private high growth companies with specialized expertise in digital transformation, go-to-market, scaling, strategy, and culture. Seasoned Sales and Technology Executive with over 30 years of deep Go-To-Market and P&L experience in leadership, sales, and operational roles. As Board Director, Advisor, and Operator, has navigated through multiple stages of growth, IPOs and financings, global expansion, CEO and leadership transitions, strategy development, crisis management, economic downturns, planning, people operations, and change management. Audit Committee and Compensation Committee member.Kelly helps companies create best-in-class sales and marketing organizations. She assists companies in creating purpose-driven companies and getting the most out of their people by developing great cultures and workplaces. Kelly teaches an MBA course on Go-To-Market Strategy at the University of Washington Foster School of Business. She is an active leader in multiple organizations that promote the support, education, sponsorship, and placement of women in board director positions. Kelly is a frequent speaker for company meetings, leadership panels, and in university courses.Kelly's areas of expertise include Sales | Go-To-Market | Scaling | Hyper-Growth | Technology | Data | Digital Transformation | Global | Culture | Leadership | Diversity | Change Management | Strategy | ESG | B2B | SaaS | Cloud.Where to follow Kellyhttps://www.linkedin.com/in/kellybreslinwright/https://twitter.com/kellybwrightWhere to follow Adam:https://www.linkedin.com/in/adamschoenfeld/https://twitter.com/schoenyFeedback? Suggestions on who to interview? Email me anytime - adamseattlepodcast@gmail.com

John Barbieri is a seasoned Global Human Resources Executive with a proven track record of delivering high quality human capital solutions in complex cross-functional global companies.Experiences range from large cap foreign based company to private equity start-up. Change agent in times of growth and transition. Effectively operates on both strategic and operational level. HR Generalist/HR Business Partner who has managed all HR functional areas.Most recently, John was in a leadership role in charge of all HR and administrative functions for the U.S. subsidiary of a large Japanese insurance company. He led the integration of all HR processes from his company to a newly created entity after merger. After integration he moved to a global learning and development role.John served as the top HR executive for a medium sized publicly traded insurance company overseeing a staff of 20 professionals in 18 office locations. Overall responsible for all areas of HR with special emphasis on executive compensation issues working closely with the Compensation Committee of the Board of Directors.Mr. Barbieri created and managed an HR department for a private equity start-up based in Bermuda from 2007 to 2012. He helped the company grow from 50 to 500 employees in four years. John worked very closely with line managers implementing HR policies and practices necessary to attract, recruit and retain high quality workforce in competitive industry.Prior to 2007, John held various senior HR roles for the second largest reinsurance company in the world. During that time, John led all HR for the Americas (US, Canada and Latin America) with an employee population of approximately 4,000 and HR team of around 60 professionals. John led initiative to create a HR Shared Services Center bringing together all HR operations for three separate businesses resulting in reduce costs, consistency within the region, and greater efficiencies. Early in his tenure at Swiss Re, John managed HR for the financial services group and spent a year in Zurich Switzerland on an international assignment.Mr. Barbieri headed up HR for an investment management subsidiary of a large life insurance company, managed employment for the NY region for a large broker and started his HR career with one of the Big Four accounting firms.John has a Master Degree from Teachers College, Columbia University in Higher Education Administration and a Bachelor’s Degree from Keene State College (University of New Hampshire system).John has a CEBS (Certified Employee Benefits Specialist) designation and authored a book on Recruitment and Hiring. John is an avid sports enthusiast and resides in Davidson, North Carolina with his family.

The gang is back for a WILD SHOW. Show starts by covering some random topics: (1) Green Renewable are not so green (or renewable) according to a new Michael Moore Doc (2) Hydrogen could be the next energy for front (3) Sad Day Trading Story Michael slips in a rant about Chesapeake Energy (NYSE:CHK) handing out $25 million dollars in compensation restructuring for the top 21 employees because "The Board and Compensation Committee, with the advice of their independent compensation consultant and legal advisors, determined that the historic compensation structure and performance metrics would not be effective in motivating and incentivizing the Company's workforce." YIKES We then shift gears and cover some stories to watch out for in the week coming in oil and gas, check the levels for crude oil, look @ the COT and finally our official non-official 360 fund looks GREEN for the week. Finally, Steven Barrow dials in to chat about midstream earnings call and updates everyone on the storage situation. Then Nick Berry joins the show to chat about the new Michael Moore documentary and what he would do if he was a CEO of an IOC in this market.   Thank you to our sponsor Adamantine Energy: www.energythinks.com   Email the show: mtanner@enercominc.com / 303-907-6825

We’re celebrating 100 episodes of The Treasury Career Corner podcast, which is an incredible milestone and we’re so grateful for each of our guests and those of you who listen in each week. To celebrate 100 episodes of the show, I’m joined by superstar VP and Treasurer of Dow Inc (https://www.dow.com/en-us) ., Gary McGuire. Gary leads a global team of over 100 treasury professionals managing all aspects of Dow’s finances which include Funding, Operations, Planning, Customer Financial Services, Insurance, Pension, Financial Risk Management, Compliance, Corporate Real Estate, and Enterprise Wide Risk Management. Gary is President and CEO of Liana Limited and Dorinco Reinsurance Company (wholly owned subsidiary of Dow), in addition to serving on the boards of both companies. He is chairman of Dow’s Investment Committee, and also a member of the Liana Finance Committee and Dow’s Benefits Governance Finance Committee (BGFC). Outside of Dow, Gary is board member of the Dow Chemical Employee’s Credit Union in addition to serving on its Asset Liability Management Committee and its Loan Committee. He is a board member of MidMichigan Health where he also Chairs its Finance Committee, is Vice Chair of its Investment Committee and Vice Chair of the Compensation Committee. Gary is also a member of the Board of the IFOPA (a 501c3 charity) as well as Treasurer and Chairman of its Finance Committee. Gary holds a Bachelor of Commerce degree from the University of British Columbia, Vancouver, Canada. On the podcast we discussed… How Gary got started in treasury and worked his way up to his current VP position Lessons Gary learned during his time away from Dow Integrating pension into treasury What it was like for Gary to take on more responsibility as he climbed up the career ladder Interesting challenges that treasurers face when working for a company like Dow Potential changes and innovations treasurers may face in the near future Why it’s so important to leverage bank relationships How to compete with other candidates who want the same treasury roles as you 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. 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 click here (https://podcasts.apple.com/us/podcast/the-treasury-career-corner/id1436647162?mt=2) !

Female Leaders | Are You Ready to be an Entrepreneur? Roberta Sydney has set a new standard for female leaders within her sphere. And through her work in real estate development and asset and property management, Roberta established herself as a practical visionary, a solutions-oriented leader, and a dependable board member who delivers results for shareholders. She has built a diverse skillset with financial transaction experience, marketing expertise, IT systems implementation experience, and a proven track record in real estate development—but her primary objective has always been to ‘win the game.' From Corporate America to Entrepreneurship For many female leaders, it is a dream to transition out of the corporate world and into entrepreneurship. But as Roberta said, “the arc of our working-lives is never one arc, and it's not a straight line.” Roberta was well-equipped because of the autonomous, solutions-based leadership roles she had the opportunity to serve in. However, the moment that prepared her for entrepreneurship is something we can all experience, regardless of our career paths or backgrounds. Roberta injected herself into a situation where she was forced to acknowledge the voice in her head. With the support of others, she shattered her limiting beliefs and confronted the deep-seated self-doubt that was hidden for so long—That is how Roberta prepared herself to become an entrepreneur. Get Out of Your Own Way Imposter syndrome is a reality for all female leaders, especially in a male-dominated field like real estate development or construction. But it can work both ways. Roberta stresses the importance of cultural fit and recommends using it as another indicator to decide when it is time to transition out. If you cannot bring your full-self to the office every day because it is not a good fit for your company's culture, you are hindering your ability to grow as a leader. Either way, only you will truly know when you are ready. And when that time comes, everything will fall into place. About Roberta Sydney Roberta Sydney is CEO and Board Chair of Sydney Associates, Inc. founded in 1999, to perform development, asset management, and property management for commercial and residential real estate. Prior to Sydney Associates, Inc., Roberta was Senior Vice President at State Street Global Advisors negotiating contract terms with major brokerage houses. She also worked at Leisure Technology, a California-based real estate developer of active adult communities. Roberta also was Senior Vice President at BayBank Mortgage Corporation, running retail originations and secondary marketing, achieving # 1 in purchase mortgages in Massachusetts for the first time ever. She began her career at The Boston Company, where she wrote the business plan, evaluated and implemented mainframe software solutions to centralize customer account information, and launched mass marketing of financial services, generating over 50,000 new accounts in the first year. Currently, Roberta chairs the Compensation Committee and serves on the Board of Plaxall, Inc., and serves on the Advisory Boards of several private real estate technology companies, including Rental Beast, Embue, and Doorbell. Roberta received a BA from Wellesley College, holds an MBA from Harvard University, and a Master of Science in Real Estate Development from MIT. What You Will Learn: When and how to make the transition from corporate America into entrepreneurship How Roberta confronted her inner voice and shattered her limiting beliefs Why imposter syndrome is a reality for all female leaders in a male-dominated field The three arcs of Roberta's career to date and how to determine your own How Roberta transitioned from entrepreneurship into board membership and governance roles Resources: Website: sydneyassociates.com LinkedIn: https://www.linkedin.com/in/robertasydney/ Email: rsydney@sydneyassociates.com

This week, your hosts Steve Lowry and Yvonne Godfrey interview Erin Hargis and Ted Rosenberg of Rosenberg & Gluck, LLP (https://www.lilawyer.com/)   Remember to rate and review GTP in iTunes: Click Here To Rate and Review   Case Details:   Rosenberg & Gluck, LLP trial lawyers Erin Hargis and Ted Rosenberg explain how they held New York's Nassau County responsible for not addressing the limited sight distance of a dangerous curved road that resulted in a life-altering crash. At the intersection of Erwin Place and Oceanside Road, 17-year-old driver Nicollette Iacone pulled to a stop and crept forward to peer beyond obstructing hedges on the Grassi, Kotter and Piccoli property line and an inoperable control cabinet before making a left turn. Sal Passanisi, Jr., who was speeding and driving under the influence of alcohol, collided with Nicollette, resulting in life-altering traumatic brain injuries. The jury returned a verdict assigning 14% negligence to Sal and 86% negligence to Nassau County. Ultimately, all parties settled for a total of $25,425,000. Click Here to Read/Download the Complete Trial Documents     Guest Bios:   Erin Hargis   Erin M. Hargis received her Bachelor of Arts from Vassar College. Thereafter, she received her law degree from Brooklyn Law School. During Law School, Ms. Hargis was a member of the school's Moot Court Honor Society, Trial Advocacy Division, and Vice President of the school's chapter of the Association of Trial Lawyers of America.   After completing school, Ms. Hargis joined the Kings County District Attorney's office as an Assistant District Attorney where she prosecuted both felony and misdemeanor cases and successfully tried numerous cases on behalf of the residents of Brooklyn. In 2008, Ms. Hargis joined a prominent Manhattan firm where she handled numerous complex medical malpractice cases.   Ms. Hargis joined Rosenberg & Gluck in 2011 as an associate, rising to partner in 2015.  She uses her experience to effectively represent victims of negligence and malpractice. Ms. Hargis handles all aspects of personal injury cases from inception through trial.   Ms. Hargis was admitted to practice law in the state of New Jersey in 2004, the State of New York in 2005, and the District of Columbia in 2016. She is also admitted to practice in Federal Court in both the Eastern and Southern Districts.   Read Full Bio Ted Rosenberg   Ted M. Rosenberg is a Suffolk County native. He graduated from Boston University with honors, and then received his Juris Doctor from St.John's University School of Law in 1982. Mr. Rosenberg worked as an associate at a law firm until he formed his own firm in 1984. In 1996, he joined forces with Michael Gluck to establish the firm of Rosenberg & Gluck, L.L.P. Ted is a member of the American Association for Justice, New York State Trial Lawyers Association, a past Director of the Suffolk County Bar Association, an officer of the Suffolk Academy of Law, as well as a graduate of the Advanced Trial Program of the National Institute for Trial Advocacy.   Ted is also a member of the Multi-Million Dollar Advocates Forum, an honor available only to attorneys who have recovered multi-million dollar awards for their clients. He is a regular lecturer to groups such as the Suffolk County Bar and Judiciary, and the New York State Trial Lawyer's Assn. Ted is the past Chair of the Suffolk County Bar's “Plaintiff's Insurance Negligence and Compensation Committee” and the recipient of the New York State Bar Association's Certificate of Honor.   Read Full Bio     Show Sponsors: Legal Technology Services - LTSatlanta.com   Digital Law Marketing - DigitalLawMarketing.com   Harris, Lowry, and Manton - hlmlawfirm.com     Free Resources:   Stages Of A Jury Trial - Part 1 Stages Of A Jury Trial - Part 2

The supervision, compensation and retention of senior executive leadership is an increasingly pressing issue for boards of directors. On this episode, the second in a two-part series, Michael Peregrine welcomes John Challenger, CEO of outplacement firm Challenger, Gray & Christmas, and Ralph DeJong, partner at McDermott Will & Emery, to discuss the uptick in CEO turnover levels. This dynamic episode explores how CEO retention issues influence the decision-making process of the executive compensation committee and other board committees.

An increasingly critical duty for boards of directors relates to the supervision, compensation and retention of the senior executive leadership team. On this episode, the first in a two-part series, Michael Peregrine welcomes Tim Cotter, managing director of SullivanCotter, and Ralph DeJong, partner at McDermott Will and Emery, for a discussion on the latest trends and developments impacting the executive compensation committee's decision-making process.

Andie Kramer Andie Kramer, is a partner in the international law firm of McDermott Will & Emery LLP, one of the “10 Best Big Law Firms for Female Attorneys.” Andie was the founding chair of the firm’s Gender Diversity Committee. She has served on both her firm’s Management Committee and Compensation Committee. In these roles, she became deeply concerned about the disparities in the pace and extent of women’s and men’s career achievements. Andie’s extensive research, astute observations, and pragmatic voice have made her a nationally recognized advocate for women’s advancement and an authority on gender communication. Among her many recognitions, Andie was named one of the 50 Most Influential Women Lawyers in America by the National Law Journal for her “demonstrated power to change the legal landscape, shape public affairs, launch industries, and do big things.” Andie is also the co-author of the popular book Breaking Through Bias: Communication Techniques for Women to Succeed at Work with her husband and practicing attorney, Al Harris.   https://andieandal.com/12minuteconvos

Andie Kramer is a partner at international legal firm McDermott Will & Emery LLP, where she serves as the head of the Financial Products, Trading and Derivatives Group. She is also the founding chair and current co-chair of the firm’s Gender Diversity Committee. She has previously served on the Management Committee and Compensation Committee at McDermott Will & Emery. Outside of her practice, Andie is a nationally recognized advocate for the advancement of women, having helped countless women navigate obvious and subtle gender biases in their careers. Al Harris was a founding partner of the law firm Ungaretti & Harris, which later merged into the national law firm of Nixon Peabody LLP. All served as managing partner and as a member of the firm’s Executive and Compensation Committees. Al recognizes the barriers that women often are forced to navigate in male-dominated settings. Together with Andie, Al co-authored “Taking Control: Women, Gender Stereotypes, and Impression Management”. Together, Andie and Al feel strongly that the visible and invisible gender biases in today’s workplace culture can be overcome, and they believe that education and mentorship are the key to doing so. Especially in today’s #MeToo environment, it is more important than ever that organizations be prepared to reflect on their company cultures and bring gender equity to their workplaces. — It is a fact that our modern society is more aware of the prevalence of gender bias and workplace discrimination than ever before. But are we, as leaders, doing all we can to tear down gender barriers and recognize our own biases, whether external or internalized? Andie Kramer and Al Harris are subject-matter experts with two very different perspectives on gender bias, but they share the same conclusions and beliefs on how to make workplaces be more fair, open, and equitable. Both are legal professionals, but while Andie has had to personally experience gender bias in her career journey, Al has recognized the problem as an outsider looking in. Despite their different viewpoints, they are both dedicated to raising awareness and educating organizations on how to handle these challenging issues. In this episode, Andie and Al share their own points of view on gender bias and its detrimental effects on workplace health, culture and morale. From obvious and blatant discriminatory statements to more subtle microaggressions, from pay inequities to gender differences in mentorship opportunities, our “enlightened” modern society still struggles with the specter of workplace discrimination. The ripple effect of leadership is a powerful tool, and Andie and Al believe it can be used to bridge the gender gap in the workplace. But gender bias is a systemic habit that has a way of embedding itself deeply into organizations, and the true challenge comes from doing the necessary self-reflection to break out of the cycle of bias. Listen to the episode, and learn how to recognize and respond to gender bias in the most effective way possible. Ways to contact Andie Kramer and Al Harris: Website: www.andieandal.com 10-Question Assessment: www.andieandal.com//the-assessment

Welcome to Heels of Justice; these are the stories of women lawyers who are trailblazers in their field and paved the way for the rest of us. Today, the Heels of Justice interview Andrea (Andie) S. Kramer, author and Partner in the international law firm of McDermott Will & Emery LLP, which was just listed as one of the “10 Best Big Law Firms for Female Attorneys.” Andie is head of the firm’s Financial Products, Trading, and Derivatives Group, and is the founding chair of the firm’s Gender Diversity Committee and currently serves as its co-chair. She has served on both her firm’s Management Committee and Compensation Committee. In these roles, she became deeply concerned about the disparities in the pace and extent of women’s and men’s career achievements. Key Takeaways [:29] Katherine welcomes Andie Kramer, lawyer and author to the Heels of Justice podcast. [1:12] How did Andie end up writing her first book on gender dynamics in law firms? [3:19] What was the response Andie got to the Self-evaluation do’s and Don’ts a piece she wrote about 12 years ago? [4:29] Were there any changes in self-evaluations by women after the training was initially offered at her firm? [6:23] Once women start talking about themselves as rockstars, is there anything else that needs to be done to ensure that message is received positively? [8:35] What is the Goldilocks dilemma? [9:20] Katherine asks for some very pragmatic advice on how to navigate a boardroom interruption (we also learn there was a necessity to create a tip sheet for this specific issue!). [11:45] Doesn’t this whole “tips and advice for women” just generate more work for women just to stand shoulder to shoulder with their peers? [14:08] Katherine asks Andie to describe benevolent sexism, as it was an issue she always knew about but never managed to express clearly. [16:50] How are women to respond to benevolent sexism? [18:07] Andie shares an outrageous anecdote from her book. [20:34] What led Andie to become a lawyer? [24:11] Katherine asks Andie to share a moment when she advocated for herself. [27:33] How about a time when Andie experienced failure? And what about the recovery from such a failure? [32:30] Katherine asks if Andie has advice for women just out of law schools, in terms of picking a firm. Alternatively, what can law firms do to ensure a higher rate of senior women within their ranks? [33:55] What about advice Andie would have for her younger self? [35:05] Katherine asks Andie what the biggest risk she took was. [36:30] And finally, what motivates Andie to write when she could be spending this time just being the awesome lawyer that she is? [37:15] Katherine thanks Andie for participating on the Heels of Justice podcast, and she signs off until next time.   That’s it for this episode of Heels of Justice; if you like the stories we’re telling, please visit our website. You can join our mailing list, learn more about our guests and see what we have planned for the future. You can also follow us on Twitter, on Instagram, and on Facebook. Disclaimer: The opinions you have heard are ours or our guest’s alone. They’re not the opinions of our employers, or our clients, or our bosses, and not our husbands, kids or pets or anyone else’s.   Mentioned in this episode (chronological order) McDermott Will & Emery Book: Breaking Through Bias: Communication Techniques for Women to Succeed at Work, by Andrea S. Kramer and Alton B. Harris The Goldilocks Dilemma Tip sheet on interruptions Impression management Benevolent sexism Title IX Book: It’s Not You It’s the Workplace: Women’s Conflict at Work and the Bias that Built It, by Andrea S. Kramer and Alton B. Harris   More about the Heels of Justice, Sarita Venkat, and Katherine Minarik Heels of Justice on the Web Heels of Justice on Twitter Heels of Justice on Instagram Heels of Justice on Facebook   Sarita Venkat on LinkedIn Katherine Minarik on LinkedIn Katherine Minarik on Twitter Katherine Minarik at cleverbridge   Andie’s personal stories (edited) “I was on our compensation committee and what I found was that the women would write their self-evaluations very modestly: ‘I was on the ABC team and I worked with Katherine, and so, and so, and so, and so, and so, and so, and so, and so, and so…’ but the men would write their self-evaluations ‘I’m a total rock star and I saved the world for democracy, and I’m everything!’ It struck me because who do you think is going to make more money? The very first piece that I wrote was about self-evaluation do’s and don’ts as to what women need to do in order to advocate for themselves.” “I was probably 13 years old and my social studies class went to the criminal court building and we saw the defense putting on a murder trial and seeing a piece of a murder trial from the defense side obviously makes you think the person is innocent. So I was going to find a way to save the world. I told my parents I was going to be a lawyer, and they knew a lawyer, so they asked him if he would take me to lunch and give me career advice — this is before women were really admitted to law school in any numbers (the ’60s) — so this man takes me to lunch and proceeds to spend the entire time telling me that I did not want to be a lawyer because nobody likes lady lawyers. ‘Lady lawyers are lonely, they don’t have any friends; I would never have a family, I would never get married; no one would ever love me!’ and that was his lunch. … When he assured me that it was a terrible thing, I concluded that I was going to do it, and I could manage those things.”   More about Andrea S. Kramer Andrea S. Kramer at McDermott Will & Emery Andrea S. Kramer on LinkedIn Andrea S. Kramer (Andie & Al) Mentoring

The ability to quickly build credibility with your board and the Compensation Committee is critical to the success of a CHRO. Nicola Hasling speaks to Carin Knickel, the former Vice President of HR at ConocoPhillips who now sits on a number of executive boards, about how to build trusted relationships and positioning yourself for future board roles.

Robert Hall has always had a passion for the consumer goods industry. After graduating from Oxford University in England with a BA in Physics and Mathematics and receiving his MBA in Marketing and Finance from the Wharton School at the University of Pennsylvania, he joined Nestle, where he gained marketing, sales and general management experience. Robert has also worked at other leading consumer goods companies including Procter & Gamble, Kraft, Nabisco (where he was he was the President of their Specialty Products Company and of Christie Brown & Co. Ltd. in Canada ), and Lenox (where he was he was President of Lenox Brands). After over 20 years in large corporations, Robert moved into the Private Equity business, but maintained his focus on consumer products. He became an Operating Executive of Palladium Equity Partners, LLC where he served as Chairman of Wise Foods as well as Interim Chief Executive Officer of Castro Cheese Company. He then moved to Centerview Capital and became a Managing Director at the firm, before assuming his current responsibilities as Chief Executive Officer of Ole Smoky Distillery in 2016. Robert has also served as a Director on numerous corporate boards. Firstly, for Ault Foods Ltd., a $1.3b dairy products company in Canada, where he was also the Chairman of the Management Resources and Compensation Committee. He then served on the board for six other private equity owned food companies including, Castro Cheese, Taco Bueno Restaurants, Chung’s Gourmet Foods, Custom Food Products, Wise Foods and Frozen Specialties. Additionally, he was an Advisory Board Member of Belmay, a private fragrance company. Currently, he serves on the Board and is the Chairman of the Nominating & Corporate Governance Committee of Glatfelter, a $1.6b NYSE specialty paper company. He is also on the Board of Yucatan Foods, a privately held guacamole company. Hall is now the CEO of Ole Smoky Distillery, the leading moonshine company in the U.S. and home of the world’s most visited distillery, where he has supported the company’s efforts to significantly grow sales. Just recently the company won the 2017 IMPACT Hot Brand Award for spirits brands, which recognizes Ole Smoky’s size and growth over the past year. Today, Robert and his wife, Liz, live in Sevierville, TN and have three adult children, Emma, Alistair and Duncan, whom they visit often.

What's the secret to getting men and women on the same page?Is the gender wage gap reality or myth?What about the #MeToo movement? Is it helping or hurting?How can we actually adjust and get on the same page, working together?Andie Kramer is a partner in the international law firm of McDermott Will & Emery LLP, one of the “10 Best Big Law Firms for Female Attorneys.” Andie was the founding chair of the firm's Gender Diversity Committee. She has served on both her firm's Management Committee and Compensation Committee. In these roles, she became deeply concerned about the disparities in the pace and extent of women's and men's career achievements.Find out more at http://andieandal.com Our GDPR privacy policy was updated on August 8, 2022. Visit acast.com/privacy for more information.

NFL Compensation Committee sends cease and desist warning to Jerry Jones.

NFL Compensation Committee sends cease and desist warning to Jerry Jones.

Jim Biggerstaff / Biggerstaff Consulting Jim has 20+ Years as Senior Human Resources Executive. His specialties include:Employee Relations, EEO, Union Avoidance, Staffing, Management Development, Training, Compensation and Benefits, Contract Negotiations, Interface with Board of Directors and Compensation Committee, Domestic and International experience, Mergers and Acquisitions, Employee Opinion Research     The post Jim Biggerstaff with Biggerstaff Consulting appeared first on Business RadioX ®.