Podcast appearances and mentions of Donald T Phillips

This episode highlights some of the leadership principles of MLK, Jr. looking at the book by Donald T. Phillips on MLK, Jr. on Leadership: Inspiration and Wisdom for Challenging Times.

Trish is a renowned public speaking mentor and introvert empowerment expert. She's won the International Award for her contributions to this field. With her vast experience, she's helped numerous people, particularly introverts, overcome their fear of public speaking and improve their skills. Key Highlights: Trish shares her personal experience as an introvert She explains why the label "introvert" should not limit someone's career How important is knowing yourself and embracing your uniqueness Trish mentions some famous introverts who have succeeded in their careers Labels such as introvert, extrovert, and ambivert are just that - labels. Trish emphasizes the importance of having a strong foundation of self-belief. She recommends reading "Lincoln on Leadership" by Donald T. Phillips and "Losing My Virginity" by Richard Branson. Key Takeaway: We are all unique. Each and every one of us. Our mistake is that we don't stand up and own that uniqueness and say, this is me. Once we do that and we believe in ourselves... that is a very big foundation that makes it very hard for that imposter syndrome to take place, for that negative thought to take place. - Trish To connect with Trish visit her at: Facebook: Trish Springsteen Connect with me on Facebook at: Facebook: Pamela Stone Vision Made Media www.visionmadenetwork.com --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/whatsnextforwomen/support

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The Jamaican Jonah 2/2   This is part 2 of the dynamic conversation with Pastor Jermaine Gayle. Make sure to listen to part 1 and get the whole story. Running from God's calling is a dangerous endeavor, but surrendering will lead to a life of fulfillment!Hear how God turned Jermaine's life all the way around and the lessons he has learned along the way.   In this week's episode, learn: • How forgiveness is essential to personal freedom. • Why flexibility is a must when discovering God's calling. • How to overcome low self-esteem.   List of Recommended Books: • Mind, Character, Personality volume 1-2 by EGW • Christian Service by EGW • How to Win Friends and Influence People by Dale Carnegie o Order on Amazon here: https://www.amazon.com/How-Win-Friends-Influence-People/dp/0671027034/ref=sr_1_1?keywords=how+to+win+friends+and+influence+people&qid=1648671266&sr=8-1 • 12 Ordinary Men by John Macarthur o Order on Amazon here: https://www.amazon.com/Twelve-Ordinary-Men-Disciples-Greatness/dp/0785288244/ref=sr_1_1?crid=1YWJSQJTFSQUP&keywords=12+ordinary+men+john+macarthur&qid=1648670143&sprefix=12+ord%2Caps%2C634&sr=8-1 • These Saw Him Die • Lincoln on Leadership by Donald T. Phillips o Order on Amazon here: https://www.amazon.com/Lincoln-Leadership-Executive-Strategies-Tough/dp/0446394599/ref=pd_bxgy_img_1/140-1733920-0533820?pd_rd_w=VZE5X&pf_rd_p=6b3eefea-7b16-43e9-bc45-2e332cbf99da&pf_rd_r=6M3WP0QY9VAP1BPV2EPG&pd_rd_r=a5d73d92-8c9a-4541-9665-43d513ed7981&pd_rd_wg=0RXAn&pd_rd_i=0446394599&psc=1 • Martin Luther King on Leadership by Donald T. Phillips o Order on Amazon here: https://www.amazon.com/dp/0446675466/ref=cm_sw_r_awdo_DT8377Q6V8VKMQPQN1EW • Boundaries by Dr. Henry Cloud and Dr. John Townsend o Order on Amazon here: https://www.amazon.com/Boundaries-When-Take-Control-Your/dp/B072C64V1L/ref=sr_1_1?crid=25ZXCF7TRBM39&keywords=boundaries&qid=1648671422&sprefix=boundarie%2Caps%2C139&sr=8-1     Support the channel: https://www.flowcode.com/page/samuelfrancis   Visit our website: https://www.thenextdropoff.com/   Follow us on Instagram: https://www.instagram.com/?hl=en   Check out our clothing brand: https://wearjesusis.com/   Thanks for listening and join us again!

Many people think they know what they want but haven't taken the time to discover what they are asking for.  It is easy to say, I want to be a great leader or business person or salesperson or wife, husband, chef, manager, etc. but do not have criteria or even what values or beliefs or behaviors a leader, etc. would have or what they would demonstrate to be a good leader, etc. Here is a shortlist of 10 things that are necessary to be effective at a leadership level. 1.       Be an excellent communicator – which means ask for clarification, command respect, add value to people2.       Know the rules and have clear boundaries – avoid bad-mouthing people you know. Have a clear idea of how to be and how to do it.3.       Readers – in other words, read, read, read.  A lot of great ideas come from books written by people who have blazed a trail.  You still have the ability to make what you learn to fit your style.4.       Problem solvers – problems are challenges to learn and grow.  Using creativity and intuition to get answers,  try different ideas and methods5.       Resourceful – they have internal resources, such as compassion, intuition, choice, flexibility, perception, listening skills, clear boundaries, intelligence, effective emotional state management, clear goals, creativity, balance, perspective6.       Coachable and trainable – leaders are open to learning new things, new ideas, new ways of doing things.  They accept challenges in a positive light.7.       Self Mastery – they believe that the way to lead others is to be able to lead yourself. To be able to lead yourself, you must master yourself, know your inner world, what your values are, what motivates you, what inspires you.8.       Visionaries – they must be able to see the big picture, step back and look at things from a variety of perspectives, see beyond where they are now, beyond convention, and persuade others to engage.  See something that no one else sees. 9.      Emotional Intelligence - the ability to identify and manage their own emotions and the emotions of others. 10.   Trustworthy – in other words, you can count on them to do what they say, say what they do, and keep you informed.Some of these overlap but for certain, a powerful list from which to start your own journey.  The ability to lead oneself and manage oneself is a hallmark of effective leadership.  Effective leadership involves being and doing qualities of people, not just behavior (doing).Anyone who wants to achieve something in their life needs to be self-aware. Without self-awareness, you are clueless about why something may or may not be working. With self-awareness, a person tends to have more empathy and compassion. Where does your journey begin?Here is one of my favorite quotes about leaders: Genuine leaders, such as Abraham Lincoln, are not only instruments of change, they are catalysts for change... Lincoln's obsessive quest for results tended to create a climate for risk-taking and innovation.  Inevitably there were failures, but Lincoln had great tolerance for failure because he knew that if his generals were not making mistakes they were not moving... The president viewed the failures of his generals as mistakes, learning events, or steps in the right direction... An often overlooked component of leadership is this ability to learn from people and experiences, from successes and failures.  The best leaders never stop learning. Lincoln on Leadership, by Donald T. Phillips

Leadership, Cybersecurity, and Transformation.In this episode of The Outspoken Podcast, host Shana Cosgrove talks to retired Rear Admiral Danelle Barrett, former deputy CIO of the US Navy, Director of Operations at Cyber Command and Author of ‘Rock the Boat'. Danelle talks about what it was like to be a wife and mother while serving the Nation. She goes into the values of communication and importance of the transformational opportunities in life. We also get to hear about the writing and production process of Danelle's book, Rock the Boat and what made her decide to write. Lastly, Danelle allows us to hear about her past experiences working at Disney World, what she wishes she did differently, and her ‘embarrassing mom moment.' QUOTES “So, I think sometimes we have to really be mindful and open to whatever's coming our way. Be a little Semper Gumby, a little flexible, and leap at that opportunity that we just wouldn't have seen or didn't see because we were so blind [with] everything we thought we wanted.”– Danelle Barrett [12:20] “So, her dream was just as important as mine and my husband's. So, there's ways in families to manage that, but it takes effort, takes some coordination and stuff like that, but you know, you can't be solely focused on your career yourself. You got to make sure that everybody else's dreams and aspirations are just as important as yours and taken care of.”– Danelle Barrett [28:56] “...I do believe, you know, as a leader you have to look for those opportunities that are transformational. That will change something for the better.”– Danelle Barrett [36:53]   TIMESTAMPS  [00:04] Intro [01:52] Meet Danelle Barrett [02:59] Rock the Boat  [03:37] Corporate Boards [04:58] Leaving the Navy [06:58] Going into the Navy and Working in the Pentagon [09:37] Evolution of Technology [10:10] Shifting to Leadership Roles [12:34] Women Going to Sea and the Ships [15:25] Danelle's Husband and Daughter [16:58] Danelle's Parents and Siblings [18:47] Being in the Navy as a Mom [22:05] Danelle's Mother [24:40] Marriage Tips and Familial Communication [28:06] Danelle's Daughter [30:02] Women in Electrical Engineering and Computer Science [33:11] Hair and Clothing [36:12] Rock the Boat [38:51] Ideas, Visions, and Evolution [41:53] Communication Systems Impacting Cybersecurity [43:51] Writing a Book and the Distribution Process [48:08] Ping Pong and Piano [50:53] Danelle's Favorite Book [52:02] What Danielle Looks Back on [53:27] Working at Disney World [54:17] Funny Mom Moment [58:39] Outro   RESOURCES https://www.navy.mil/ (United States Navy) https://marineparents.com/marinecorps/sempergumby.asp (Semper Gumby) https://www.navysite.de/ships/lcc19.htm (USS Blue Ridge (LCC 19)) https://www.c6f.navy.mil/About-Us/Our-Task-Forces/CTF-63/USS-Mount-Whitney-LCC-20/ (USS Mount Whitney (LCC 20)) https://www.va.gov/ (U.S. Department of Federal Affairs) https://explorehealthcareers.org/career/nursing/occupational-health-nurse/ (Occupational Health Nurse) https://www.imdb.com/title/tt0218839/ (Best in Show) https://www.uky.edu/UKHome/ (University of Kentucky) https://www.sears.com/ (Sears) https://www.amazon.com/ (Amazon) https://www.tesla.com/elon-musk (Elon Musk) https://www.waltdisney.org/walt-disney (Walt Disney) https://www.neilgaiman.com/ (Neil Gaiman) https://www.salvationarmyusa.org/usn/ (The Salvation Army) https://www.amazon.com/Bell-Adano-John-Hersey/dp/0394756959 (A Bell for Adano) by John Hersey https://www.pulitzer.org/ (The Pulitzer Prize) https://www.amazon.com/All-Light-We-Cannot-See/dp/1501173219 (All The Light We Cannot See) by Anthony Doerr https://www.janeausten.org/ (Jane Austen) https://www.amazon.com/Far-Madding-Crowd-Wordsworth-Classics/dp/1853260673 (Far from the Madding Crowd) by Thomas Hardy https://www.amazon.com/Lincoln-Leadership-Executive-Strategies-Tough/dp/0446394599 (Lincoln on Leadership) by Donald T. Phillips...

In this episode, Joe welcomes a dear friend of the Llama Leadership Team, Retired Major General John Gronski, back to the lounge. John is a proven combat leader with more than forty years of service in the United States Army, he is a leadership and peak performance expert, a motivational storyteller, author, and so much more. During their discussion, they talked about the important roles character, competence, and resilience play in a leader's development and leadership journey. John's Book Recommendations: Courage: The Backbone of Leadership - Gus Lee: https://amzn.to/3gpCyI9 Lincoln on Leadership – Donald T. Phillips: https://amzn.to/34oqTp8 Pre-order John's new book, Ironed-Sharpened Leadership: Transforming Hard Fought Lessons Into Action here: www.Johngronski.com Unison Books: https://tinyurl.com/ysxaw5xt Bulkbooks.com: https://tinyurl.com/yjc8fjcw John's suggested apps: Filmora – Apple: https://tinyurl.com/wuzujbjAndroid: https://tinyurl.com/3trckbw6 Canva – Apple: https://tinyurl.com/vzkccrmxAndroid: https://tinyurl.com/3jdjkz2y Follow John here: Website: www.johngronski.com LinkedIn: https://www.linkedin.com/in/johngronski/ YouTube: https://tinyurl.com/4hvztcmf E-Mail: john@johngronski.com LLAMA LINKS Facebook: https://www.facebook.com/LlamaLeadership Instagram: https://www.instagram.com/llamaleaders/ Website: http://llama-leadership.com Song: See How They Run - Mike Witmer | https://soundcloud.com/mike-witmer

Followers generally want to believe that what they do is their own idea and most importantly that it genuinely makes a difference. Lincoln chose kind unassuming persuasion rather than coerce. By doing this he was able to gain commitment through openness and empowerment. How well are you able to work through negotiations? This great quote comes from Lincoln on Leadership by Donald T. Phillips

Michael Canic(@MichaelCanic) on Leading with ruthless consistency. Work 2.0 Podcast #FutureofWork #Work2dot0 #Podcast In this podcast, Michael Canic discussed his book Ruthless Consistency, the insights it carries, and shared how his journey has helped him craft a strategy that could work on the testing times. He sheds light on the importance of ruthless consistency and how any leader could adopt it in their day to day activities and succeed in leading. Michael's Recommended Read: Lincoln on Leadership: Executive Strategies for Tough Times by Donald T. Phillips https://amzn.to/2K0h18Q Michael's Book: Ruthless Consistency: How Committed Leaders Execute Strategy, Implement Change, and Build Organizations That Win by Michael Canic https://amzn.to/3luMF1u Podcast Link: iTunes: http://math.im/jofitunes Youtube: http://math.im/jofyoutube Some questions we covered: 1. Explain your journey to your current role? 2. Could you share something about your current role? 3. What does your company do? 4. Your book is titled, Ruthless Consistency. What does it mean and why is it important? 5. Be consistent. It sounds simple; why isn’t it? 6. What does it look like when leaders are inconsistent? 7. How important is ruthless consistency for leaders during today’s crisis? 8. You suggest that to develop and sustain the right focus, leaders stop strategic planning. Why? 9. To create the right environment, why must leaders be coaches, not just managers? 10. Can you explain why you emphasize holding people constructively accountable? 11. Why is it essential that leaders need to value people? 12. So, the key to success is when a leader acts with ruthless consistency? 13. You write about how commitment is what drives everything. Wouldn’t every leader say they’re committed? 14. Isn’t consistency limiting? Shouldn’t there be room for creativity and innovation? 15. Why ruthless? That sounds harsh. 16. You have a PhD in the psychology of human performance and you helped coach a college football team to a national championship. How did those experiences help shape your views? 17. Who will benefit most from the book? 18. What is the first thing that a leader can do to become ruthlessly consistent? 19. What are 1-3 best practices that you think is the key to success in your journey? 20. Do you have any favorite read? 21. As a closing remark, what would you like to tell our audience? Michael's BIO: Michael Canic, Ph.D., is the author of RUTHLESS CONSISTENCY: How Committed Leaders Execute Strategy, Implement Change and Build Organizations That Win (September 1, 2020; McGraw Hill). He is also the president of Making Strategy Happen, a consultancy which helps committed leaders turn ambition into strategy, and strategy into reality. Previously, he managed the consulting division at The Atlanta Consulting Group and held a leadership role at FedEx. Michael earned a Ph.D. in the psychology of human performance from the University of British Columbia. Currently, Michael leads strategic change initiatives in the corporate world and spent the past 25 years consulting with CEOs and top management teams across North America. A former national championship-winning coach, Michael is also a member of Marshall Goldsmith’s global 100 Coaches project. He lives between Denver and Vancouver and has written over 400 posts for his blog. About #Podcast: Work 2.0 Podcast is created to spark the conversation around the future of work, worker, and workplace. This podcast invite movers and shakers in the industry who are shaping or helping us understand the transformation in work. Wanna Join? If you or any you know wants to join in, Register your interest by emailing: info@analyticsweek.com Want to sponsor? Email us @ info@analyticsweek.com Keywords: Work 2.0 Podcast, #FutureOfWork, #FutureOfWorker, #FutureOfWorkplace, #Work, #Worker, #Workplace,

Bob Greifeld (Former CEO/Chairman @Nasdaq) on leading the market through transformation In this podcast, Bob Greifeld discussed the importance of understanding the transformation and leading the companies through it. Bob shared his journey of growing Nasdaq through changing market times and taking the company through intense market pressure and product competition. The session is an excellent watch for aspiring leaders preparing a team that plays a significant role in defining jobs of the future. Bob's Recommended Read: Lincoln on Leadership: Executive Strategies for Tough Times by Donald T. Phillips https://amzn.to/2K0h18Q Podcast Link: iTunes: http://math.im/jofitunes Youtube: http://math.im/jofyoutube Bob's BIO: Robert Greifeld is Chairman of Virtu Financial, Inc. He previously served as Chairman of the Board of Directors of The Nasdaq Stock Market LLC ("Nasdaq") until May 10, 2017, and as Chief Executive Officer of Nasdaq from 2003 to 2016. During his tenure, Mr. Greifeld led Nasdaq through a series of complex, innovative acquisitions that extended the company's footprint from a single U.S. equity exchange to a global exchange and technology solutions provider, nearly quadrupling revenue, growing annual operating profits by more than 24 times and achieving a market value of over $11 billion. Mr. Greifeld is a member of the Economic Club of New York and the NYU Stern Board of Overseers. He is Founder and Chairman of the USA Track & Field Foundation, which supports emerging athletes and inner-city youth athletics. Mr. Greifeld holds a Masters in Business from New York University, Stern School of Business, and a B.A. in English from Iona College. Some Questions we talked about: 1. Explain your journey to your current role? 2. Could you share something about your current position? 3. What does your company do? 4. Why write a book? 5. What are some of the thoughts that triggered this book? 6. You lead Nasdaq during the digital disruption of WallStreet, what are some of the learnings there? 7. What are some challenges of leading an organization through a transformation? 8. When things are north, anything could be stick with a winning strategy, how do you sell when things are dire? 9. What are some of the hacks to find your best hires? 10. You start with People first, why and how could you ensure that? 11. In triage, you talk about the leader's instinct, what is that and how would you ensure you have a robust and sustained availability to leader's ability? 12. What the psychology of buying a competitor like BRUT? What goes into that decision? 13. What are somethings leaders do wrong in their decision-making journey? ... Read more at: https://work2.org/bob-greifeld-former-ceo-chairman-nasdaq-on-leading-the-market-through-transformation-work2dot0-podcast/

What started like a routine podcast--talking about how the Trail Blazers look from an outside perspective, what they might learn from this season, which young players are looking great--was interrupted by the strangest news anyone had heard in a very long time. The NBA is suspending the season. Join us on the wild ride where we talk to Jannelle Moore about the future of the Trail Blazers and what books we are planning to read while we wait for the league to start back up again. Stay safe everyone! Highlights 1:00 Icebreaker: Who is your favorite NBA player on Social Media? 4:15 What is working for the Blazers and the younger players on the team? It will be good in the long run. Gary Trent Jr looks especially good. Nassir is king of the big-time hustle play. 8:00 Portland could use more facilitators. Should the Blazers have done more to keep Seth Curry?  10:45 What would help Anfernee Simons’ develop the ability to facilitate? 11:45 Who is in a better position for the future, the Golden State Warriors or the Trail Blazers? 15:00 The Blazers should try a different look and have CJ McCollum be more of the main facilitator.  21:45 We don’t even really know what real defense is anymore. The rules have changed so much to favor the offense that defenders can’t defend.  24:00 Thoughts on Carmelo Anthony and Trevor Ariza. “You all wanted Carmelo Anthony, you got Carmelo Anthony.”  27:45 News breaks that the NBA Season is suspended.  31:20 Worrying about the arena employees.  37:30 LeBron vs Giannis MVP race. 39:30 Book recommendations while the season is suspended. The Jordan Rules by Sam Smith, The Sixth Manby Andre Iguodala and Carvell Wallace, The Victory Machine: The Making and Unmaking of the Warriors Dynasty by Ethan Sherwood Strauss, Five-Point Play: The Story of Duke's Amazing 2000-2001 Championship Season by Mike Krzyzewski and Donald T. Phillips. Also, Women of Troy Documentary on HBO. Follow Blazer’s Edge on Twitter @blazersedge, WHAT Pod @HoopsAndTalks, Tara @tcbbiggs, and Cassidy @CassidyGemmet. This week’s guest: @Jannelle12 Join the Women’s Hoops And Talks Facebook group to talk about Trail Blazers with others who identify as women who love basketball. Music used in the episode: “Happy Alley” Kevin MacLeod (incompetech.com) Licensed under Creative Commons: By Attribution 3.0 License. Subscribe to the podcast Apple Podcasts Google Play Spotify Learn more about your ad choices. Visit megaphone.fm/adchoices

Best-selling author of major works of nonfiction, DONALD T. PHILLIPS is known for his ability to tell stories and bring history alive with crisp, compelling prose. His first book, Lincoln on Leadership, helped pave the way toward the creation of an entire new genre of books on historical leadership. Phillips has also collaborated on books with Mike Krzyzewski, Phil Mickelson, Greg Norman, Cal Ripken, Lieutenant General Ricardo Sanchez, and ESPN's George Bodenheimer. Only ten days before Abraham Lincoln took the oath of office in 1861, the Confederate States of America seceded from the Union, taking Federal agencies, forts, and arsenals within their territory. To make matters worse, Lincoln, who was elected by a plurality of the popular vote, was viewed by his own advisors as nothing more than a gawky, second-rate country lawyer with no leadership experience.What Lincoln did to become our most honored and revered president is history -- but how he can help you to run your organization is not. LINCOLN ON LEADERSHIP was the first book to examine the diverse leadership abilities that have made Abraham Lincoln an inspiration to everyone from businessmen to Barack Obama. And in today's complex world, these lessons are more relevant than ever. You'll discover why you should:* Seize the initiative and never relinquish it* Wage only one war at a time* Encourage risk-taking while providing job security* Avoid issuing orders -- instead request, imply, or make suggestions DISTINGUISHED PROFESSIONAL SPEAKER WITH EXTENSIVE MEDIA EXPERIENCEDon Phillips has appeared in many national and international media forums, including CBS, ABC, AP, Bloomberg Business, CNBC, FOX Morning Television, Voice of America English Language Broadcast, National Public Radio, C-Span Booknotes, The American Football Coaches Association, and The Aspen Institute. INTERNATIONALLY KNOWN SPEAKER AND LEADERSHIP CONSULTANTDon Phillips has consulted, coordinated leadership seminars, and given motivational speeches for the following organizations, and many others: United States Department of Homeland SecurityUnited States Marine CorpsUnited States Department of CommerceUnited States Air ForceUnited States Department of TransportationUnited States Coast GuardUnited States Department of the InteriorDrug Enforcement Agency (DEA)United States Department of JusticeMajor City Chiefs of Police (MCC)United States Chamber of CommerceAspen InstituteUnited States Defense Intelligence Agency (DIA)American Football Coaches AssociationFederal Bureau of Investigation (FBI)United AirlinesPennsylvania League of Cities and MunicipalitiesLockheed MartinNational Executive Institute Associates (NEIA)Pizza HutGerald R. Ford Presidential Library and MuseumOracleHauenstein Center for Presidential StudiesDominionRiverside County, California, Board of EducationSouthern Methodist UniversityIllinois City/County Management Association (ILCMA)Highmount Exploration & ProductionWinston-Salem/Forsyth County (North Carolina) SchoolsFCC Gettysburg Leadership ExperienceGrand Valley State UniversityKansas Department of CorrectionsMicrosoftTown Hall Seattle

Eric McNulty (@richer_earth) on leading the future in crises on Work 2.0 Podcast #FutureofWork #Work2dot0 #Podcast In this podcast Eric McNulty (@richer_earth) discussed importance of listening as a leader and shared some views on how businesses and government bodies could handle crises. This is a great conversation on crises management. A must recommend for leaders who work in forefront and had to deal with the crises management. Eric's Recommended Read: Lincoln on Leadership: Executive Strategies for Tough Times by Donald T. Phillips https://amzn.to/2K0h18Q Podcast Link: iTunes: http://math.im/jofitunes Youtube: http://math.im/jofyoutube Eric's BIO: ERIC J. MCNULTY, MA, serves as associate director for the National Preparedness Leadership Initiative and the Harvard T. H. Chan Program for Health Care Negotiation and Conflict Resolution, and is also an instructor at the Harvard T. H. Chan School of Public Health. A contributing editor and columnist at Strategy+Business magazine, he has written for Harvard Business Review, among many noted publications and websites. He is the coauthor of the second edition of Renegotiating Health Care: Resolving Conflict to Build Collaboration. About #Podcast: Work 2.0 Podcast is created to spark the conversation around the future of work, worker and workplace. This podcast invite movers and shakers in the industry who are shaping or helping us understand the transformation in work. Wanna Join? If you or any you know wants to join in, Register your interest by emailing: info@analyticsweek.com Want to sponsor? Email us @ info@analyticsweek.com Keywords: Work 2.0 Podcast, #FutureOfWork, #FutureOfWorker, #FutureOfWorkplace, #Work, #Worker, #Workplace,

In this podcast, Bob Greifeld discussed the importance of understanding the transformation and leading the companies. Bob shared his journey of growing Nasdaq through changing market times and taking the company through intense market pressure and product competition. The session is a great watch for aspiring leaders preparing a team that plays a significant role in defining the jobs of the future. Timelines: 2:45 What's Bob's journey? 4:10 How did Bob's childhood shape him to be who he is? 5:00 How to prepare yourself for a leadership role? 7:34 How to set the right direction and pace for your company? 11:50 Tips for CEOs in implementing change? 14:34 How to find the right people to work for you? 16:25 How can you ensure that you're transforming the company at the right place? 20:06 What ecosystem do you need to be successful? 25:00 How does NASDAQ bring the up and down of market fluctuations into a single index? 27:40 Are companies focussing more on employees or shareholders? 30:48 Bob's perception of the future of work? 37:12 The ideal reader for Bob's book. 40:45 How does Bob spend his days? 43:16 Qualities that define Bob. 45:50 Bob's favorite reads. 47:54 Should a leader invest in people or technology? Bob's Recommended Read: Lincoln on Leadership: Executive Strategies for Tough Times by Donald T. Phillips amzn.to/2K0h18Q Bob's book: Market Mover: Lessons from a Decade of Change at Nasdaq - by Robert Greifeld amzn.to/34gaVKV Podcast Link: https://futureofdata.org/bob-greifeld-former-ceo-chairman-nasdaq-on-leading-the-market-through-data-transformation/ Bob's BIO: Robert Greifeld is Chairman of Virtu Financial, Inc. He previously served as Chairman of the Board of Directors of The Nasdaq Stock Market LLC (“Nasdaq”) until May 10, 2017, and as Chief Executive Officer of Nasdaq from 2003 to 2016. During his tenure, Mr. Greifeld led Nasdaq through a series of complex, innovative acquisitions that extended the company's footprint from a single U.S. equity exchange to a global exchange and technology solutions provider, nearly quadrupling revenue, growing annual operating profits by more than 24 times and achieving a market value of over $11 billion. Mr. Greifeld is a member of the Economic Club of New York and the NYU Stern Board of Overseers. He is the Founder and Chairman of the USA Track & Field Foundation, which supports emerging athletes and inner-city youth athletics. Mr. Greifeld holds a Masters in Business from New York University, Stern School of Business, and a B.A. in English from Iona College. About #Podcast: #FutureOfData podcast is a conversation starter to bring leaders, influencers, and lead practitioners to come on the show and discuss their journey in creating the data-driven future. Wanna Join? If you or any you know wants to join in, Register your interest by emailing us @ info@analyticsweek.com Want to sponsor? Email us @ info@analyticsweek.com Keywords: FutureOfData, DataAnalytics, Leadership, Futurist, Podcast, BigData, Strategy

With Jon Barth, we discussed: Journaling to bring self awareness Reacting vs. responding Identifying emotional states through processing Being your best self Growing up through difficulty Loss of self and how to regain self The journey of living up to your full potential The easiest person to change is you Resources Mentioned...: Team of Rivals by Doris Kearns Goodwin Lincoln on Leadership by Donald T. Phillips Passionate Marraige by David Schnarch The Strange Secret of the Big Time (What Makes Life Great?) by Frosty Westering You can connect with Jon Barth at jonbarthbooks.com. Check out his book, The 1% Journal: 366 Challenges for Teachers and Coaches to Increase Their Impact. Love us? Or even just a like us? Find more [of Leadership] at... Our website ofleadership.com On Facebook On Twitter Via email at ofleadership@gmail.com And don't forget to subscribe to our podcast and leave a review!

In this podcast Bill Wooditch shared his journey and experience and how it has impacted his failure into the key ingredients of success. He shared his book FailMore and various aspects of failure, fear, and rationale thinking. Session is a great watch for aspiring leaders preparing a team that plays a significant role in defining jobs of future. Bill's Recommended Read: Lincoln on Leadership: Executive Strategies for Tough Times by Donald T. Phillips https://amzn.to/2K0h18Q Podcast Link: iTunes: http://math.im/wpitunes Youtube: http://math.im/wpyoutube Bill's BIO: Bill Wooditch is the founder and CEO of The Wooditch Group, a risk-management and corporate insurance firm with annual sales of $100 million. He works with Fortune 500 companies like AIG, Old Republic, Zurich, and Bank of America to improve their sales and leadership. Wooditch’s keynotes include the National Sales Conference for MetaBank and the National Annual Meeting for Boy Scouts of America. He appears regularly on Steve Harvey’s “Act like a Success” show and has also appeared on CNBC, Fox, and CBS. He has written for Inc., New York Daily News, and the American Management Association. About #Podcast: #Work2dot0 Podcast is created to spark the conversation around the future of work, worker and workplace. This podcast invite movers and shakers in the industry who are shaping or helping us understand the transformation in work. Wanna Join? If you or any you know wants to join in, Register your interest by emailing: info@analyticsweek.com Want to sponsor? Email us @ info@analyticsweek.com Keywords: Work 2.0 Podcast, #FutureOfWork, #FutureOfWorker, #FutureOfWorkplace, #Work, #Worker, #Workplace, Taking the Road to Success Through #FailMore by @BillWooditch #Work2dot0 Podcast #FutureOfWork #JobsOfFuture

We're all great leaders when things are going well. But how does a great leader handle a crisis? If you're looking for an overall leadership model, you shouldn't look any further than Abraham Lincoln. As President, he led his nation through the worst-case scenario: a necessary but devastating civil war. Along the way, he had […] The post MBA1283 Must Read: Lincoln on Leadership by Donald T. Phillips appeared first on The $100 MBA.

We’re all great leaders when things are going well. But how does a great leader handle a crisis? If you’re looking for an overall leadership model, you shouldn’t look any further than Abraham Lincoln. As President, he led his nation through the worst-case scenario: a necessary but devastating civil war. Along the way, he had […] The post MBA1283 Must Read: Lincoln on Leadership by Donald T. Phillips appeared first on The $100 MBA.

Are you a leader who is still following leadership principles from decades ago? Believe it or not, having an open door policy or treating the star performer on your team the same as the guy who is always late and never hits his sales targets may not be a good thing — for you, your team, and innovation! The dynamics of our teams have changed, but the leadership rules have not. Thankfully, Kevin Kruse recognized the need for new principles to guide leaders, and today we’re digging right into his insights.   Kevin is the founder of several successful startups, CEO of LEADx (world’s first executive coach built with IBM Watson AI), and the author of the book Great Leaders Have No Rules: Contrarian Principles to Transform Your Team and Business.   Most of the leadership rules we as leaders follow are outdated, antiquated, and sometimes just plain wrong. Kevin shares more about some of the old mindsets that he’s completely turned around, including why you should be crowding your calendar and scheduling every minute of your day, and why you need to close your open door policy and set fixed office hours for your team! He also has some great insights into the importance of understanding your own personality in being a good leader instead of depending on 10 random principles, and how AI can help leaders. Remember: Leadership starts with yourself because you can’t give what you don’t have.   If you are ready to: get buy-in from key decision makers on your next big idea be a high-impact, high-value member that ignites change foster a culture of innovation where everyone on your team is bringing innovative ideas that tackle challenges and seize opportunities… Join us on LaunchStreet — gotolaunchstreet.com   Mentioned in This Episode: Sponsor: Brillity Digital — Digital Presence Assessment Offer Kevin Kruse LeadX Great Leaders have No Rules: Contrarian Leadership Principles to Transform Your Business and Your Team, by Kevin Kruse 15 Secrets Successful People Know about Time Management, by Kevin Kruse Leading with the Heart, by Mike Krzyzewski and Donald T. Phillips John Wooden Jeff Weiner, CEO of LinkedIn Bill Gates Basecamp Deep Work, by Cal Newport “There are now 5 generations in the workforce–can they work together?” on Fast Company Free IQE Assessment  

Understanding #Performance #Management with @acolquitt #JobsOfFuture #podcast In this podcast Alan Colquitt discussed dynamics, opportunities and threats in how organizations rate and execute performance. Alan points to the importance of re-gutting the ways how we incentivize performance. He shared some challenges of using existing performance techniques in gig filled, AI led economy. This is a great podcast for HR executives and professionals on what future performance analytics would look like. Alan's Recommended Read: Lincoln on Leadership: Executive Strategies for Tough Times by Donald T. Phillips https://amzn.to/2K0h18Q Podcast Link: iTunes: http://math.im/jofitunes Youtube: http://math.im/jofyoutube Alan's BIO: Alan is a talent management, organizational change and human capital analytics expert. He has worked as an internal consultant in the pharmaceutical and consumer products industries building organizational capability and advising executives, business leaders and HR professionals. He is frequently sought out by private and public companies, consulting organizations, professional organizations, and academic institutions as an expert advisor. He is a frequent speaker and presenter at professional meetings and conferences on a wide variety of talent management and human capital analytics topics. His thinking and research appears in many books, chapters, articles, blog posts, magazine articles, and white papers. Alan is a licensed psychologist in the state of Indiana About #Podcast: #JobsOfFuture is created to spark the conversation around the future of work, worker and workplace. This podcast invite movers and shakers in the industry who are shaping or helping us understand the transformation in work. Wanna Join? If you or any you know wants to join in, Register your interest @ info@analyticsweek.com Want to sponsor? Email us @ info@analyticsweek.com Keywords: #JobsOfFuture #FutureOfWork #FutureOfWorker #FutuerOfWorkplace #Work #Worker #Workplace

Scott Harrison (@SRHarrisonJD) on leading the learning organization #JobsOfFuture #Podcast In this podcast Scott Harrison discussed importance of listening as a leader and shared some views on how organizations could keep themselves relevant in the age of change. Scott also shared his views on role of leadership in leading the learning and development of talent of the future. He shared some insights into how aspiring leaders could embrace experience and expertise across various generations belts to work towards a common successful plan. Session is a great watch for aspiring leaders preparing a team that plays a significant role in defining jobs of future. Scott's Recommended Read: Lincoln on Leadership: Executive Strategies for Tough Times by Donald T. Phillips https://amzn.to/2K0h18Q Podcast Link: iTunes: http://math.im/itunes GooglePlay: http://math.im/gplay Scott's BIO: Scott R. Harrison, JD, SPHR is Chief Human Resource Officer at Valparaiso University. Accomplished human resource practitioner and leader, strategic business partner, and change agent. Highly skilled in employee relations, organizational development, interpretation of HR performance metrics, and regulatory compliance. Other key focus areas include total employee wellness, diversity and inclusion, and employee training. JD, Administrative Law, Labor and Employment Law from Thomas M. Cooley Law School; BA, Communications from Michigan State University About #Podcast: #FutureOfData podcast is a conversation starter to bring leaders, influencers and lead practitioners to come on show and discuss their journey in creating the data driven future. Wanna Join? If you or any you know wants to join in, Register your interest @ http://play.analyticsweek.com/guest/ Want to sponsor? Email us @ info@analyticsweek.com Keywords: #FutureOfData #DataAnalytics #Leadership #Podcast #BigData #Strategy

Episode #035 Crisis Leadership Everyone will face a crisis in their lifetime; the question is not if it will happen, it’s when it will happen. Your response to the crisis as a leader is rooted in your character and your attitude. In this episode Paul and Ken discuss how to respond to crises, how to prepare for them and what to during a crisis as a leader. Insights: Your character decides how you respond to crisis Your  attitude shapes how others react to the crisis as a leader Take time to clear your head to think and make the best decision Challenges: Make people feel special and valuable Have an attitude of optimism and hope Take responsibility Show Links: LTM Survey DEFCON Levels Team of Rivals by Doris Kearns Goodwin Lincoln on Leadership by Donald T. Phillips Art of War by Sun Tzu Adversaries into Allies by Bob Burg Be sure to check back every other Tuesday for a new episode and head over to Apple Podcasts to subscribe! Got a question you’d like us to answer? Email us at leadingthemillennials@gmail.com 

Jeff Toister Show Notes Jeff Toister helps customer service teams unlock their hidden potential. He is the best-selling author of The Service Culture Handbook: A Step-by-Step Guide To Getting Your Employees Obsessed with Customer Service. More than 140,000 people on six (6) continents has taken his video base training courses on LinkedIn Learning aka Lynda.com. Jeff’s 15 training videos on LinkedIn Learning include Customer Service Foundations and Leading a Customer Centric Culture. Jeff was named one of the top 30 customer service professionals in the world by Global Gurus. He was also named one of the top 50 Thought Leaders to Follow on Twitter by the International Customer Management Institute. Feedspot has named his Inside Customer Service Blog one of the Top 50 customer service blogs on the planet. Jeff holds a Certified Professional in Learning and Performance (CPLP) certification from The Association for Talent Development. Questions Tell us a little bit about yourself and your journey Can you tell us about your journey in writing the book – The Service Culture Handbook: A Step-by-Step Guide to Getting Your Employees Obsessed with Customer Service? What is culture? As entrepreneurs, what are some of the things they should be thinking about? What are some advice you would give to an employee or a business owner who is trying to sustain a service culture and with growth they have not been able to manage the culture with the massive growth that they have experienced? How do they scale but at the same time maintain that same service culture and experience? How do you stay motivated every day? What is the one online resource, website, tool or app that you absolutely cannot live without in your business? What are some of the books that have had the biggest impact on you? What is one thing in your life right now that you are really excited about – something that you are working on to develop yourself or people? Where can our listeners find your information online? What is one quote or saying that you live by or that inspires you in times of adversity? Highlights   Jeff Toister stated that what compelled him the spectrum of customer experience was the very first customer he served. He would love to say that it was a success story but it wasn’t, he didn’t do a good job and that changed things for him. He was 16 years old, he was working in a retail clothing store and he had gotten about 15 minutes of training and the person that was supposed to be training him said, “I’m going on break, good luck, here’s the key to the dressing room. Do the best you can, I’ll be back.” He was nervous as young kids often are and I didn’t know what he was supposed to do. A customer comes up to him and he’s just thinking, “Oh no, I don’t know anything” and that’s obviously the wrong mindset but that’s the mind set he had. The customer asked, “Do you carry Dockers?” it’s a brand of khakis and he knew what they were, he had no idea if they carried them or not and so he’s looking around the store and he’s hoping that there’s a big neon sign that says, “Dockers right here” but there was not. And being 16 years old and being inexperienced, the first words that came out of his mouth were, “I don’t know” and without getting a second chance to recover, he got angry and he said, “Wow, this is terrible service” and he stormed out of the store. He knows that that was the wrong answer, the challenge is when you’re employee in that situation how do you stop yourself from giving that wrong answer, that comes with experience, life experience and training knowledge and so in that moment he knew it wasn’t the right answer, he knew he didn’t do well and he never wanted to feel that way again, that was many years ago but throughout his entire career, he has always gravitated towards 2 things: customer service but in particular, What makes employees tick? How do we help our customer service employees perform their very best? And how do we remove these obstacles where we put them in a position where they are not as able to be successful? He has always been fascinated with customer service, he has always been fascinated with training and all of his jobs have focused on that and for the last 12 years he has been a consultant who helps organizations tackle these types of problems.   Yanique stated that she finds it interesting that it was a not so positive experience that propelled you into this because as a consultant that many times when a customer becomes loyal to business, if you track back the root cause, it’s usually a dissatisfied customer who dealt with an employee who was able to turn the situation around and just because of how it was handled, now every time they come back to that business they only want to deal with that particular employee, they’ll even wait sometimes if they’re on vacation to come back from vacation to transact business with that company and it all came out of a negative experience.   Jeff mentioned the “Peak-End Rule” (Psychology Term), he stated that it explains what Yanique said is true. It’s about customer perception or perception in general that we tend to not notice things that are normal. We tend to notice things that are different than normal and what really stands out is the thing that is most different and so the bad experience if you kind of think of that as the heartbeat of customer service, the bad experience is kind of like this really bad deviation from our normal experience and then a really good correction, really good fix is a huge difference. So, it stands out because it’s such a leap from a horrible experience to this great experience, it becomes imprinted in our memories and that’s the peak part, if it’s the last experience we had with that organization or that person, that really gets imprinted in our memories. So, the Peak End Rule kind of explains why that big gap, it’s so true when we recover from a bad experience, that’s what really sticks in our customers’ mind.   Jeff Toister shared that he’s glad that Yanique’s impression of his book was that it’s a practical guide and he really appreciate that because that was the goal in writing it. He found a couple things and one was that he consistently had this theme with his client which was culture, “How do we get our employees obsess with service?” and the other thing he found quite frankly was that companies tend to have money to invest in technology, they often don’t have the budget to invest in people and he thought, “If I could put this into a book and make it a practical step by step guide, maybe they can’t afford to hire me or you to come in, we wish they would. If they don’t have the budget for that, this book will give them everything I’m already sharing with my clients.” That was the starting point to say he’s going to make these ideas available. So where did they come from, they came from work he was doing but then he wanted to profile companies that were successful, and one of his biggest challenges in writing the book was, he didn’t want to include some of the usual suspects - the Zappos, the Southwest Airlines, the Nordstrom, the Disney, the Ritz Carlton, not to take anything away from those organizations, it’s just that we’ve heard their stories so many times, there are other companies out there that are delivering amazing service. So, you ask where did those stories come from? He started researching what other organizations have a strong service culture where they’re known, they have the reputation, maybe it’s service ratings, maybe it’s stories written about them, they’re known for having employees who are obsessed with service and then he started researching, what do they do and it was amazing to him that there was a consistency across all of these companies, in terms of how they approach it and so he was able to pull his own work and in the research he did into these companies and put them into the step by step guide and say, “Hey, there is something here. There’s a process that all of these organizations are following and we can give this recipe to anybody who cares to follow it.”   Yanique agreed that he tries to look at a very practical, operational way that any business, even if it’s a small business with just 5 employees would be able to extract that information and run with it in their own company.   Jeff stated that even a team because one of the biggest questions he gets is that people say, “I read the book but I’m not the CEO and I don’t even think my CEO cares too much about service, she says it important but I know she really cares about the budget.” And that’s fine, you can still use the book. He has examples in there with specific teams or departments, so whatever the size, whether you’re the CEO or you’re just leading the small team within a bigger company, the goals and the ideas that you can use these tools to create a service culture in whatever you control.   Jeff stated that he thinks sometimes culture is one of those words that we take for granted, we all say, “Culture is important” but maybe we mean different things. To him, culture when we’re talking about an organizational perspective, it’s a system of behaviors and beliefs, it’s how a group of people act or thinks and understand the world. Sometimes we think culture is a statement that says, “This is our motto or these are our values” and that’s not quite accurate. Culture is what people actually do, so if people are living those values each and every day then those values are accurate and they reflect your culture, if not, then they’re pretty empty. He gave an example, there was a bank in the United States about a year ago, there was this huge scandal because what they were doing was opening accounts for customers that didn’t request them. Millions of accounts were affected and the reason it was happening is because there were a lot of pressure for the individual employees to meet these very aggressive sales targets, so that’s what led to this huge scandal that the CEO resigned, there was a lot of fines, the Federal Government started to look into it. What was interesting though was that the CEO even in the moment when it was announce that the scandal broke and the CEO still had his job and he was announcing this scandal and this big settlement of a lawsuit, he still pointed to their culture as being customer focused and to him, that’s the perfect example of Your words doesn’t really matter if they’re not backed up by your deeds. How did people actually act? In that organization, the culture was about sales pressure and doing anything at all cost to sell a product. That was their actual culture. So, when you think about organizations and one of the organizations he wrote about in the book is a place call REI, if you love the outdoors, that’s the place to go for your camping equipment, your hiking equipment, bicycling, whatever. REI is an example of culture that really matches what they say. For example, if you go in and you’re looking for camping equipment, you’re not going to have somebody just kind of point you to the camping equipment aisle, the person who works there who’s going to help you is an avid camper, they love camping and they can’t wait to share with you what they know so that you can love camping too and that’s by design because they purposely stated that their goal as an organization is to help us all enjoy the outdoors. That to him is when culture matches what we’re saying, that’s pretty healthy but at the end of the day, culture is what we do, it’s how we perceive the world, it’s what we actually believe.   Yanique agreed and stated that in her process of dealing with some businesses this week, she called a company that deals with cooking gas and their office is not located in the city, it’s located on the outskirts of the city so it’s a 20-minute drive and she asked them if didn’t have any other mode of payment because she told the sales representative before they came that she will be paying by card and she specifically requested that the gentleman coming brings the card machine. He comes and he didn’t bring the card machine and of course he now informs her that she needs to drive all the way to the location to make the payment. So, she called them and said, “Can the payment be taken over the phone?” “Oh no, we just changed out our card machines and that’s not possible anymore.” Yanique called and ask them, “Do you expect me to drive 20 minutes outside the city just to get to you to make a payment for a service that you provided, I think you really need to talk to your finance department and think about a more customer friendly way to accept payments from your customers.” And it’s interesting because they were voted one of the best customer service organization in their industry and that left a bad experience. Even when the guys came, the service was good but then the payment part is a part of the service as well.   Jeff agreed and stated that whenever that happens, he always wonder why does it happen and is it that the person doesn’t want to do their job, sometimes but often it’s that they are put in that position or no one shared with that driver that Yanique had had that communication or that driver was specifically told, “We’re not doing cards so this is what you have to tell people.” Those employees are often put in a bad position where they almost can’t win.   Jeff stated that maintaining the same service culture and experience is a big challenge for a couple of reasons. One is that keeping culture exactly the same is impossible because culture changes, every time you add a new person to the team, every time you add a new product or a new line of service or a new channel, it changes just a little bit. He doesn’t know if it’s possible to keep culture the same but maybe consistent and have it grow and evolve in the right way, that’s maybe the goal for those businesses. The other challenge is scale, as businesses grow it becomes necessary for the business owner or the business leader to trust more people to do the work and that business owner can’t be in all places at all times, they can’t talk to every single customer and so the process of building a service culture really is about that scale question, “How do I instill in my employees what I believe in my core?” and the way to do that is that you have to make it clear, you have to articulate it. Just like how he was asked, “Let’s define service culture.” In these organization you have to define, “What does our culture look like?” and the tool that he uses is something called The Customer Service Vision, it’s a very simple statement, it could be something that you already have like a Vission or vision statement for your company but it’s very simple statement that says, “This is what outstanding service looks like.” And every employee in the organization has to understand what that vision statement is, what does it mean and most importantly, how do they personally contribute in their role and once you achieve that, then you can scale using that vision as a guide and that’s the first step, you’ve got to have that vision. The second step is employees all have to understand it and the third step is that you have to use that as a way of doing business, one thing he sees that business owners/ business leaders do that really hurt that effort is that they treat culture as a separate project, so people will maybe take time out of their normal job to do some cultural things, maybe on a culture committee or we’re doing culture as the theme for this year strategic planning and then we go back to work and just do our jobs, that’s not how you evolve culture, culture is our behavior so we need to use culture as a guide for making all decisions, it’s how we create strategy, it how we invest in technology and processes, it’s how we hire, it’s how we train people, it’s how as a leader you’re deciding what to put in front of your employees and talk about every single day and if we are not talking about culture and how outstanding service should look like then your employees are not going to believe that it’s important, they’ll focus and what you talk about and that’s the biggest challenge for leaders. Jeff also hear a lot of companies say to him, “We’re just so busy, we’re too busy to deal with culture.” And he would say, “No, you’re not because what you’re really doing is you’re still creating a culture, it’s just not the culture you need.”   Yanique agreed that with the point that even though they’re not focusing on culture, every organization has a culture but is it the culture that they really want and so if you don’t have intentionally activities, whether it be meetings, conversations, group outings, strategies built around what you’re trying to achieve, then the culture will emerge on its own. And so, you’d have a culture you don’t want all because there was no intentional act but not because you didn’t put any attention there doesn’t mean it’s not formed.   Jeff mentioned that often when you don’t put the intention there, it goes in the direction you really don’t want it to go.   Yanique mention that the take away from this interview is culture is not something that just doesn’t happen, it happens even without your intentional behavior behind it, it’s going to manifest and this is why you really have to intentionally work towards the culture you want. It’s like eating because we have to eat every day but if we don’t intentionally make an effort to eat healthy then we’ll eat anything and of course the body will just consume whatever you put inside of it and if you’re consuming negative thing then it will lead to disease and chronic illnesses versus taking an intentional approach towards eating, ensuring you do your meal preps, you exercise 3 to 4 times a week, you’re getting 8 to 9 hours of sleep per night, those are things that are intentional activities you schedule into your life to ensure it’s done every single day.   Jeff stated that he really likes this question because motivation is a part of something he looks at all the time, not just his own motivation but employee motivation. He thinks we often look at it the wrong way, we look at how we get motivated versus how to not be demotivated and so for him, motivation is easy, he does what he loves. He finds the inner section of what he loves to do and what he can be successful doing and where he has a little bit of skill. Jim Collins’ Good to Great: Why Some Companies Make the Leap and Other’s Don’t’ Built to Last : Successful Habits of Visionary Companies, one of his landmark books. He talked about this head shock concept for companies, it’s an inner section of what you love, what can you do well, what can you get paid to do and he takes that personally. And so, he gets up every day excited because he loves this. The demotivation happens not just for him but for everybody where we perceive that there’s obstacles that stand in the way of doing what we love. In a service environment, referring to his story about his first service encounter, that happens to employees every single day where they want to provide great service, almost every employee wants to provide great service but there’s some obstacle that they perceive is standing in their way and that’s what’s demotivating them. Every day he works on himself but he helps organizations and employees work on finding what are those obstacles and they can remove those obstacles, motivation becomes really natural.   Yanique stated that it’s interesting because she does workshops for organizations and a lot of questions that she hears from employees is that sometimes you can’t do what you love because you have bills to pay but then, if you have that kind of mindset which goes back into your attitude. Is it your motivation that affects your attitude or your attitude that affects your motivation?   In reference to Yanique’s question if motivation affects attitude or attitude affects motivation. Jeff stated that he is a big sports fan, so the team that’s winning, are they because they are motivator or are they motivated because they are winning. He thinks success breathes that and those two go together. Doing well, we feel good, we’re motivated and if we’re not doing well we feel bad with a bad attitude, we feel demotivated. There’s a concept called, “Learned Helplessness” that a lot of employees’ experience. What it is that over time they feel like they failed trying so they just stop trying. It gets really bad is a lot of times they stay in the same job, not every job is right for every person and so they’ll stay in the job or maybe they have those bills to pay and they don’t feel like they have another good option and so they kind of give up but they keep coming to work everyday and that makes it so much worst because it’s defeating.   Jeff stated that the tool that he uses every single day is a website called Highrise, it’s a way of keeping track of clients and projects all in one place. One of his core value is accountability and he believes if you say you’re going to do something, you do it. As an entrepreneur, you have a million things going on and trying to meet deadlines and maintain commitments and do what you say you’re going to do is extremely difficult. So, he uses that through every single day to keep track projects, initiatives, people and making sure he maintains all of his commitments but he also uses it to not just look at an individual commitment but how does that connect to all the other commitments he has made so that he’s not overloading his plate. He uses LinkedIn and Twitter every day as well and primarily to connect with other people and learn from other people and see what other people are doing as he thinks we are definitely in a relationship business. As someone whose passionate about training and adult learning, he’s always learning as well and that’s often where he finds “What are people doing that’s interesting?” So those would he his second and third picks.   Jeff shared that he loves to read and is sometimes reading 2 to 3 books at a time. He thought about and said, “What are the books that stick with me?” and that’s the challenge with the book, that we read a book and say, “Oh it’s good” and then you ask, “What have you used from that book?” Jeff shared that these are some book that he uses a lot. One is called Street Smarts by Norm Brodsky and Bo Burlingham and what he loves about it is that it’s an entrepreneurial perspective on the business side of running a business and he thinks in the world of customer service and customer experience, too many of us are unfamiliar or tentative around the business side, the number side. He had a discussion online with someone the other day where they were upset that executives only care about the budget and the point he tried to make and comes from this book is, the way to get executives to care about customer service is you have to translate customer service into numbers because that’s their language and if we’re not doing that or if we don’t know how, we’re only hurting ourselves. The next one is a book called Getting Things Done by David Allen, it’s a system for managing your time and commitments and it’s a principle based system rather than go out and buy this portfolio and you have to use this specific software, it’s more about principles to use whatever you feel comfortable using. He uses those principles to do things that allow him to keep on top of things. For example, at the end of everyday he has zero messages in his email inbox and for most people that’s unbelievable but it’s because he has these set of principles that David Allen shared with him in his book that he uses every day. The third book is a book that really made an impact on him, it’s called Lincoln on Leadership by Donald T. Phillips and what he did was he studied the United States’ 16th president which some people would say would be one of their most amazing leaders in history and he looked at some of the things that Abraham Lincoln did as a leader that we can pull from today. One of his favorite examples that he uses as a consultant and trainer is Lincoln was really the first president to spend a lot of time going to people rather than expecting people to come to him for a meeting or a conversation and the reason he did that, it’s management by walking around which we know now but the idea was, if you approach people in an environment where they feel comfortable and make them feel like we’re on an even keel and you’re not trying to intimidate them then they’re much more likely to open up to you and have an honest and frank conversation and he learned when he’s working with a client and he meets with their front line staff and ask them about their job, they are always ready to tell him exactly what is working well and exactly what they think is going wrong and he thinks it’s because of that principle of coming to them and making them comfortable.   Jeff stated he has this thing where he realizes that his audience doesn’t have a lot of budget to spend on customer service maybe technology but not on people. So, one of the things he has been trying to do is transform his own business where he can make resources, tool, concepts available to people at little to no cost and somehow still get paid. A few examples are his book, the investment on the book is USD $14.95 for the paperback or USD $9.99 for the kindle, that’s a pretty low investment yet he puts all the tools he uses as a consultant in that book so you don’t have to hire him because you probably have USD $14.95, you may not have his consultant fee. He has training videos on LinkedIn Learning and Lynda.com and he has learned that a lot of his clients and companies that he works with already has a subscription to one of those platforms, so you can get his training without having to pay for him to come in, the video is right there, it’s available to you and if you don’t have a subscription, it’s fairly inexpensive and then things like this podcast, he loved this opportunity and really appreciate it because it’s a chance for them to have a dialogue about service but it doesn’t cost anything to subscribe to the podcast and learn from it and learn from not just himself but from some of the other amazing experts that Yanique interview. Those are free resources that anybody can take advantage of and he’s really excited about the opportunity to help people wherever they are in their journey.                                                                                          Jeff shared listeners can find him at – Twitter - @toister (www.twitter.com/toister) Customer Service Tip of the Week – www.toistersolutions.com/tips Insider Customer Service Blog – www.toistersolutions.com/blog   Jeff shared that he’s not a big quote person, the reason he’s not a quote person, the first reason is because he sees quotes and they sound great but then what do we do with them. He’s more of an action person and the second reason is he has done research on some quotes and he has been disappointed to find that that person never said that or that’s not what they meant. He gave an example, the quote, “The customer is always right” no one said that and it bothers him that we have accepted this as some mantra in customer service and he did some research on where did this come from, why do we believe this and there is not really an agreement but it came from a few places. One possible source says Ritz Carlton and he said, “The customer is never wrong” and the context was that even if the customer is wrong, of course they are sometimes, you don’t argue with them, you just find a way for them to help them become right. Marshall Fields who is a famous retailer, he said, “Right or wrong, the customer is always right” and his point was the same thing that the customers will of course make mistakes but we don’t argue with them, our role here is to help them become right, to help them succeed. He wished he had a great quote to share but when he finds those quotes and he found out no one ever said that but the story behind the quote often is much more interesting.   Yanique mentioned that in most of her workshops towards the end of the session, she always explains to the participants that the customer is always right literally is not a true statement because there are times when the customer is wrong but what we should be guided by is the principle that as employees, we are not here to prove the customer wrong, we are here to help them, they are wrong but we are not here say, “Hey Mr. Customer, you’re wrong and we are going to punish you.” But more like, “It’s okay, let’s work back to how we can undo what’s happened and find a solution so that you can leave here feeling good, let’s make this right.”   Links Highrise Street Smart by Norm Brodsky and Bo Burlingham Getting Things Done by David Allen Lincoln on Leadership by Donald T. Phillips The Service Culture Handbook: A Step-by-Step Guide to Getting Your Employees Obsessed with Customer Service by Jeff Toister

Summary & Ideas for Action Rudy Ruettiger is a motivational speaker and author, and best known for being the subject of the movie, Rudy. Rudy talks about anonymous helpers in his life, and the rules he lives by. Listen in as Rudy talks about his own brand of positivity.   Key Takeaways [2:33] Despite his small stature, Rudy was a walk-on for the Notre Dame football team. He first had to meet the academic challenge of getting into Notre Dame. Playing on the team, he says, was just a matter of hanging in there and not giving up. [3:48] Rudy was a little older, having just come out of the military, and he hadn’t played organized football for years. Rudy says getting the movie made was as hard as being on the team.   [8:49] Rudy was inspired by Sylvester Stallone, and how he fought his challenges to reach his dream of making Rocky. He didn’t listen to negative voices, but surrounded himself with supporters, and relied on his faith in God to follow the path he felt to follow. He recalls a moment he shared with Sylvester Stallone when they met. [17:08] Eliminate negative people from your life, and be with people who want to help you. Rudy talks about a bad business experience that he let go, although it was very expensive to him. [21:26] Rudy had a special helper, and knows he would not have gotten through the tough times without him. He says this person does not need or want public recognition. It is enough that he was there when he was needed.   [27:46] Rudy became a motivational speaker, in spite of being “a terrible speaker.” He just wants to communicate, authentically. Rudy captivates audiences with a natural connection.   [30:53] Rudy only quits things if he doesn’t believe in them. It’s energy and time wasted to pursue things that are out of line with your values. Rudy does what he does, because he loves it. [35:03] The Rudy Foundation is run by Rudy’s ex-wife, for youth. Rudy’s legacy is to inspire people to do what they love, and to persist.     Books Mentioned in this Episode Rudy: My Story, by Rudy Ruettiger and Mark Dagostino Rudy’s Insights for Winning in Life, by Rudy Ruettiger Rudy's Rules for Success: How to Reach Your Dreams, by Rudy Ruettiger and Mike Celizic Rudy’s Lessons for Young Champions: Choices and Challenges, by Rudy Ruettiger, Cheryl Ruettiger, Bill Atkinson, and Rebecca Wolfe Atkinson  Rudy & Friends: Awesome and Inspiring Real Life Stories of Ordinary People Overcoming Extraordinary Odds, by Rudy Ruettiger The Rudy in You: A Guide to Building Teamwork, Fair Play and Good Sportsmanship for Young Athletes, Parents and Coaches, by Donald T. Phillips, Rudy Ruettiger, and Peter M. Leddy, Ph.D.   Bio Against all odds on a gridiron in South Bend, Indiana, Daniel “Rudy” Ruettiger, in twenty seven seconds, carved his name into history books as perhaps the most famous graduate of the University of Notre Dame. The son of an oil refinery worker, and third of 14 children, Rudy rose from valleys of discouragement and despair to the pinnacles of success. Today, he is one of the most popular motivational speakers in the United States. It took years of fierce determination to overcome obstacles and criticisms, yet Rudy achieved his first dream — to attend Notre Dame and play football for the Fighting Irish. As fans cheered RU-DY, RU-DY, he sacked the quarterback in the last 27 seconds of the only play in the only game of his college football career. He is the only player in the school’s history to be carried off the field on his teammates’ shoulders. In 1993, TRISTAR Productions immortalized his life story with the blockbuster film, RUDY. Written and produced by Angelo Pizzo and David Anspaugh, the award-winning team who brought us HOOSIERS, the critically-acclaimed RUDY received “Two Thumbs Up” from Siskel and Ebert, and continues to inspire millions worldwide.   Today a highly sought-after motivational speaker, Rudy entertains international corporate audiences with a unique, passionate, and heartfelt style of communicating. He reaches school children, university students, and professional athletes with the same enthusiasm, portraying the human spirit that comes from his personal experiences of adversity and triumph. His captivating personality and powerful message of “YES I CAN” stays with his audiences forever. Rudy’s opening remarks receive thunderous applause and standing ovations from audiences of 200 to 20,000 people who emotionally chant RU-DY, RU-DY!   Rudy has appeared on various high-profile nationally televised talk shows and radio shows across the country, is featured in national magazine publications, and has been honored with the key to many cities in the United States, with special proclamations for his inspiration, commitment, and human spirit. Rudy received an Honorary Doctorate Degree from Our Lady of Holy Cross College, the Distinguished American Award, A Proclamation from the Governor of Nevada granting an Official Rudy Award Day, was inducted into the Speakers Hall of Fame, and spoke at the White House during the presidencies of George W. Bush and Bill Clinton.   In addition to his motivational speaking, Rudy has co-authored several books, including: RUDY’S INSIGHTS FOR WINNING IN LIFE, RUDY’S LESSONS FOR YOUNG CHAMPIONS, RUDY & FRIENDS, THE RUDY IN YOU, and RUDY: MY STORY. He co-founded the RUDY FOUNDATION, whose mission is to strengthen communities by offering scholarships in education, sports, and the performing arts. The Rudy Foundation makes a positive impact by bringing people together. The Rudy Foundation develops and supports programs that positively impact the lives of children cognitively, emotionally, physically, and spiritually. The RUDY AWARDSTM Program was created by the Rudy Ruettiger Foundation to recognize children who make an outstanding, exceptional effort to do their personal best everyday, overcome obstacles, set goals, stay on track to reach their Dreams, and build the qualities of Character, Courage, Contribution, and Commitment into their lives everyday. The RUDY AWARDSTM is about a child’s heart, will to change, and desire for self-improvement. Rudy has two awesome children: Jessica Noel Ruettiger and Daniel Joseph Ruettiger.   Email: RudyInternational45@gmail.com Website: Rudy45.com Facebook: @RudyInternational Facebook: @RudyFoundation Twitter: @RUDYINT45 Twitter: @RudyFoundation Email list: Facebook.com/RudyInternational/app_141428856257  

Leadership is one of our favorite topics to talk about, because of everyone listening to these podcasts is leaders in some way. A more interesting point of view is from the founding fathers of our great nation. How did they lead? What did they do to engage such a following? In this book, we are told how the founding fathers gathered such a following through their leadership.

Being a leader today has become increasingly challenging. We sometimes find ourselves, leading others older and more experienced that us, or sometimes people with different set of values and even different workstyles altogether. Most Americans today including modern day public servants, from both sides of the aisle, would argue that Abe Lincoln was one of the greatest and most celebrated Presidents the United States has had. My personal favorite, I remember growing up, my Grandfather whom I lived with in the Philippines when I was growing up, would tell me fascinating stories about him. How he was a self-made man and grew up from a poor background, even using the back of a shovel to learn to write, my grandfather could relate as he also came from a poor life and with both parents dying as he was a child, he used the lessons from Lincoln to better his life and eventually becoming and University President. Both men whom I admire were well known for their Honesty, Courage, and Integrity. Only 10 days before President Lincoln took office, the US was split in two, the confederate states seceded from the US. If Lincoln was not the leader he was, our country today would probably be split into 2 countries. He kept the country together by leading people with principles that seemed to be ahead of his time. Shortly after Lincoln’s election as president in 1860 a journalist by the name Henry Villard said: “The path he is about to walk on may lead to success, glory, immortality, but also to failure, humiliation, and curses upon his memory. " While it’s hard to define an exact science to leadership, there are not any set formulas or rules that tell us a clear cut way to lead. So we rely upon guidelines, concepts and principles we learn from role models, successful leaders and those who have shown an ability to lead people to tangible results. In this book, the Author sub-divides Lincolns leadership strategies into four categories, how he was with people, his character as a leader, what he applied daily and his mastery of communication. So let's dive in and listen to the episode

When your computer is running slow, or acting cranky, often just rebooting it will fix the problem. Why? Rebooting it clears the cache—all those unnecessary bits of information that can clog up a smooth running computer. Becky says your learner's brain is like a computer, and when it's having trouble processing what you're teaching, often "clearing the cache" will make things run smoother. She has some great tips on how to do that. Links mentioned in the podcast: Lincoln on Leadership by Donald T. Phillips http://www.amazon.com/Lincoln-Leadership-Executive-Strategies-Tough/dp/0446394599

INTERNATIONALLY ACCLAIMED WRITER & AUTHOR: Best-selling author of major works of nonfiction, Don Phillips is known for his ability to tell stories and bring history alive with crisp compelling prose.  His trilogy on American leadership (Lincoln On Leadership, The Founding Fathers On Leadership, Martin Luther King, Jr. On Leadership) has won worldwide acclaim.  His first book, Lincoln On Leadership, helped ... Read More