Podcasts about Edds

Your ability to learn and integrate new technological tools gives them an edge in a job market that increasingly relies on AI and machine learning. The post #541 Unique Industry Advantages Of PhDs & EdDs appeared first on Cheeky Scientist.

Join Ama-Robin and Mel on a powerful episode of Espresso Talk Today, where today's brew is rich with insight and empowerment. Diving deep into the Every Day Discrimination Scale (EDDS), this episode tackles the often-overlooked yet deeply impactful issue of workplace discrimination and harassment. Discover how subtle, daily acts of discrimination shape our professional environments and personal well-being. Through vivid real-life examples, Ama-Robin and Mel explore each question of the EDDS, shedding light on the invisible forces at play in workspaces. Tune in for an empowering discussion that not only exposes hidden injustices but also reinforces the importance of self-care and community support. Whether you're sipping coffee or seeking courage, this episode promises to equip you with the tools to both recognize and combat workplace discrimination. Don't just listen—join our community and walk the walk with us in this transformative journey.  To find the Everyday Discrimination Scale, click here. Recommended Self-care steps: Here are some specific self-care steps against the health effects of workplace discrimination and harassment: Meditate: Spend a few minutes each day meditating to calm your mind and reduce stress. Exercise Regularly: Get that body moving! Exercise is a great stress reliever and mood booster. Eat Well: Fuel your body with nourishing foods. A healthy diet can support your overall well-being. Stay Connected: Don't isolate yourself. Reach out to friends and family for support and connection. Talk About It: Share your experiences with people you trust. Talking can help you process and heal.

In this podcast, I ask each guest to reflect on the evolution of their career path and work skills. In today's episode, I speak with Jaclyn Edds Konczal. Jaclyn is an artist, floral designer, writer, and mother living in Northern California on the ancestral lands of the Pomo People. She is Lead Floral Designer at Front Porch Farm, an organic flower farm in Healdsburg, CA. Jaclyn is a floral artist known for her unconventional, wild, and sculptural work. Her background as a visual artist coupled with her deep connection to the natural world results in design evoking romance, history, time and place, and human connection.  Website: https://www.jaclyneddskonczal.com/ Instagram: https://www.instagram.com/jaclyneddskonczal/

Dr. Deborah Edds of Kilgore Samaritan Counseling center talks about the intersection between faith and mental health.

Join Ama-Robin and Mel for this uncommon conversation about how racism affects Black health. They also take and discuss the Every Day Discrimination Scale (EDDS) that was created by Psychologist David R. Williams. You can find the Every Day Discrimination Scale on the Espresso Talk Today website at www.espressotalktoday.com. 

Nathan Ohle – President and CEO of IEDC Economic Recovery Corps - Program launched on May 11th The Economic Recovery Corps Program (ERC) is a multi-year, $30 million collaborative initiative designed to accelerate recovery from the COVID-19 pandemic in distressed communities and regions throughout the U.S. by connecting organizations with the talent and capacity needed to advance new ways of doing economic development that promote economic resilience and transformative change.  The ERC is funded by the Economic Development Administration (EDA) under the CARES Act and led by the International Economic Development Council (IEDC) in partnership with six leading national organizations: Center on Rural Innovation (CORI), International City/County Management Association (ICMA), National Association of Counties Research Foundation (NACo RF), National Association of Development Organizations Research Foundation (NADO RF), National League of Cities Institute (NLCI), and RAIN Catalysts. Two Main Goals: Build capacity in under resourced communities or regions to accelerate their economic development work and drive more equitable economic outcomes To build a pipeline of the next generation of economic development leaders Why This Initiative? Why Now?  The Economic Recovery Corps was created to address long-standing economic issues in America that came into sharp focus during the COVID-19 pandemic, particularly for historically underserved populations and communities, which led to vastly different outcomes that continue to impact recovery efforts. Economic development approaches have and will continue to pivot in the coming years, and to ensure that communities do not get left further behind, new approaches to building capacity are necessary. About the Program To meet this moment, IEDC and its partners are building a nationwide corps of diverse, cross-sector talent with the skills and expertise to help activate regional economic development strategies that promote connectivity, innovation, and knowledge-sharing between urban, rural, and tribal areas across the U.S. Over the course of the 2.5-year (30 month) fellowship, selected host organizations will receive technical assistance, planning, and capacity-building support from an ERC Fellow who will be based in their community or region.  IEDC and its partners will place up to 65 Economic Recovery Corps (ERC) Fellows in economic development and related organizations in under resourced communities throughout the nation. Hosts will reflect the entire community and economic development field spectrum, from city and county government to regional coalitions, economic development organizations, economic development districts (EDDs), and entrepreneurial technical assistance providers. Fellows will be highly-trained early to mid-career professionals, equipped to help identify and advance innovative, locally-driven initiatives to build stronger, more resilient, and inclusive economies.  This new initiative has the potential to shift the practice of economic development nationwide in an unprecedented manner — by centering the concerns of under-resourced regions while simultaneously investing in a cohort of diverse practitioners and leaders equipped with the skills necessary to usher in a new era of economic prosperity that is equitable and sustainable.   

Alex Edds, Head of Sustainability, Europe, LaSalle Investment Management, discusses how technology can better align to the market needs to support sustainability, the challenges facing the industry, the need to accelerate and scale solutions, and the influence of the 'greening' financial markets on real estate and the differences between Europe, America & Asia. Alex also dives into what is working, what isn't and how we can do better.

Jodah and Dr. Dan talk with leadership consultant Dan Edds about his book “Leveraging the Genetics of Leadership” in their ongoing investigation about how to improve organizational leadership in the 21st century. They delve into how leaders today need to become systems designers, building structures that move organizations toward successfully achieving their shared goals. Using DNA as a metaphor, Edds describes how one of the key features that needs to be infused throughout the organizations is a sense of love and care.  MORE ABOUT DAN EDDS Daniel Edds, MBA is a management consultant who helps organizations develop high-impact cultures. He is the author of two books. The most recent is titled, Leveraging the Genetics of Leadership, cracking the code of sustainable team performance. You can review his work and writing through his LinkedIn page at and personal website at www.DanielEdds.com CONTACT DAN EDDS AND READ HIS BOOK www.DanielEdds.com https://www.amazon.com/Leveraging-Genetics-Leadership-Sustainable-Performance/dp/1890427403/ref=sr_1_3?crid=F82VCIF14EEH&keywords=dan+edds+leadership&qid=1679243165&sprefix=dan+edds+leadership%2Caps%2C135&sr=8-3 MORE ABOUT JODAH JENSEN https://www.linkedin.com/in/jodah/ MORE ABOUT DAN TARKER https://www.linkedin.com/in/dantarker/ OTHER WAYS TO LISTEN Apple Podcasts: https://podcasts.apple.com/us/podcast... Audible: https://www.audible.com/pd/Sense-Sign... Anchor: https://podcasters.spotify.com/pod/sh... Substack: https://tarker.substack.com/Timestamps 00:26 – Leaders are what they repeatedly do 01:21 – Leadership Analogy Game 06:55 – Evolutionary theory and leadership 08:22 – Aristotle, Character, & Leadership 10:51 – Systems Thinking 15:33 – Measuring the Value of Leadership 20:00 – Organizations as People Developers 25:25 – Leaders as Systems Designers 31:31 – Leadership Better Understood as a System 35:26 – Systems Generating Patterns of Behavior 40:09 – Complexity, Leadership, & Bridge Building 44:49 – Complexity Necessitates Distributed Leadership 51:29 – Distributed Design 55:25 – Generational Differences and Leadership 1:01:00 – Servant Leadership #leadership #systems #systemsthinking #dna #organizationalleadership #love #leadership #leadershipskills #leadershiptraits #culture #design #designthinking #tech #educationalleadership #career #executives --- Send in a voice message: https://podcasters.spotify.com/pod/show/daniel-tarker/message

It's been 10 months since former Governor Ralph Northam handed over the keys to the Executive Mansion to Glenn Youngkin. A new book by former Virginian-Pilot reporter Margaret Edds takes a deeper look at Northam's tenure. Edds' book focuses on how the discovery of a racist photo on Northam's medical school yearbook page nearly cost him his job — but, instead, led to an unusual rebound. VPM News reporter Ben Paviour spoke to Edds about the book. 

Drug Trends are important for public health and public safety.  As a physician if there is a new disease such as COVID or Monkeypox, I need to knew the signs, symptoms and treatment. Similarly if there are new drugs and poisoning I need to be able to make the diagnosis and apply appropriate treatment. That is why find it important to work with law enforcement and our medical examiner who are the first to identify drug trends. Dr. Eric wish tracks drug trends nationally. Dr. Eric Wish received his Ph.D. in psychology from Washington University in St. Louis. He subsequently completed a NIDA post-doctoral fellowship in psychiatric epidemiology in the Department of Psychiatry at the Washington University School of Medicine. Between 1986 and 1990, Dr. Wish served as a Visiting Fellow at the National Institute of Justice in the Department of Justice, where he supervised the development and launching of the Drug Use Forecasting (DUF, later ADAM) program. In 2013, Dr. Wish developed the Community Drug Early Warning System (CDEWS), a new system for detecting emerging drugs by expanded testing of urine specimens obtained from criminal justice drug testing programs. In 2014, Dr. Wish received a 5 year award from NIH/NIDA to establish the Coordinating Center for the National Drug Early Warning System (NDEWS). As part of NDEWS, he oversaw the Drug Outbreak Testing Service (DOTS) pilot study, which collected and analyzed urine specimens from hospitals and treatment facilities. Also, from 2017-2020, he served as Co-PI of the MPowering the State Initiative's Opioid Use Disorders Project. As part of the MPower project, Dr. Wish led development of the Emergency Department Drug Surveillance (EDDS) system to track drug toxicology trends using de-identified electronic health records (EHR) from 7 hospitals in Maryland. In 2021 he received funding from the Office of National Drug Control Policy (ONDCP) to expand the EDDS system to collect EHRs and urine specimens from five hospitals nationally to monitor urine drug trends and identify emerging drugs being used by drug overdose patients. EDDS is now being further expanded to include 20 additional hospitals across the United States. Dr. Wish has published numerous articles and spoken widely about such issues as synthetic cannabinoids and other new psychoactive substances, recent increases in heroin and fentanyl use, the identification of drug use in offenders, relapse to heroin use by Vietnam veterans, and the validity of self-reports of drug use. Since 1990, Dr. Wish has been Director of the Center for Substance Abuse Research (CESAR) at the University of Maryland, College Park.

In this week's episode, we chat with gifted brother Cody Edds.  Cody has been studying Cyril of Alexandria for more than a few years and is deeply interested in his thought. We hope you enjoy this conversation about Cyril!

In this week's episode, we chat with gifted brother Cody Edds.  Cody has been studying Cyril of Alexandria for more than a few years and is deeply interested in his thought. We hope you enjoy this conversation about Cyril!

Giving my thoughts on EDDs signature shoe --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/ms-jae2/message

We love shopping online. Our crowdsourced mystery shopping program, BOXscore, has amassed analysis on over 3,500 online brands using shopping data submitted by Pitney Bowes employees. In part one of our BOXscore deep dive, Vijay talks to two of our most prolific shoppers, Susan and Cody, to pull back the curtain on our order experience benchmarking methodology and share highlights from their own purchases, along with insights from our BOXpoll consumer data. We cover changing expectations, nonsensical shipping pricing, and why updated EDDs are the heroes of supply chain disruption. Check out part two of the episode, where we ask whether thinking of returns and tracking as “post-purchase” may be holding retailers back from happier customers. Host: Vijay Ramachandran, VP Go-To-Market Enablement and Experience In this episode: Cody Callaghan, Demand Generation Susan Mitchell, Sales

RAPPO & DEACS, Series 4, Episode 37 - Friday, April 1, 2022 TIMINGS, APPROX - (2:47:04) 07:30 - Tributes to Paul Hampshire from Shaun Middleton 16:22 - ….. and from Phil Lafferty 18:03 - Andrew Bragg (Kernow FA) 36:51 - Cam Weldon and Truro City 52:17 - Western League 1:02:10 - Phil Hiscox (South West Peninsula League) 1:09:25 - Curtis Damerell (Torpoint Athletic) 1:26:32 - Edds, Brokes & Lafs (St Blazey) 1:46:16 - Shaun Middleton (Newquay) 1:50:58 - St Piran League 2:00:16 - Jon Colenzo & the ECPL 2:08:40 - Rappo's Round Up --- Send in a voice message: https://anchor.fm/cornishsoccer/message

Check it out on Spotify: https://spoti.fi/33Z4VsE Check it out on Apple: https://apple.co/3AHc2DT Daniel Edds, MBA is a management consultant who helps organizations develop high-impact cultures. He is the author of two books. The most recent is titled, Leveraging the Genetics of Leadership, cracking the code of sustainable team performance. This book documents how high-impact organizations transform their cultures to engage the full breadth of human opportunity, teams that build community while also delivering unparalleled customer value. In addition, Dan serves on the boards of several community-based nonprofits. Dreams: Reinvent the world of work See people fully engaged with their work - Human Flourishing because leadership respects them, gives them voice, and listens Start a revolution about how we approach leadership How you can Help: Recognize that leadership is relational. Work side by side with your team. Set up a 360 degree review of your own leadership. Have subordinates rate his leadership. Realize where you are a leader in your life and where you can lead in your life. Contact them at: www.DanielEdds.com https://www.linkedin.com/in/danieledds

Check it out on Spotify: https://spoti.fi/33Z4VsE Check it out on Apple: https://apple.co/3AHc2DT Daniel Edds, MBA is a management consultant who helps organizations develop high-impact cultures. He is the author of two books. The most recent is titled, Leveraging the Genetics of Leadership, cracking the code of sustainable team performance. This book documents how high-impact organizations transform their cultures to engage the full breadth of human opportunity, teams that build community while also delivering unparalleled customer value. In addition, Dan serves on the boards of several community-based nonprofits. Dreams: Reinvent the world of work See people fully engaged with their work - Human Flourishing because leadership respects them, gives them voice, and listens Start a revolution about how we approach leadership How you can Help: Recognize that leadership is relational. Work side by side with your team. Set up a 360 degree review of your own leadership. Have subordinates rate his leadership. Realize where you are a leader in your life and where you can lead in your life. Contact them at: www.DanielEdds.com https://www.linkedin.com/in/danieledds

Both Drs. Michael Stewart and Kelly Olson Stewart received their EdDs from Arizona State University.  Michael and Kelly got married and started a family and then decided to pursue their doctoral degrees on this episode they share insights about how to not just survive but thrive when there is a doctor in the house!Tips:Communicate!Know when to ask for help – and then be specific about what you need.Know when to give help – and be specific about how you want to help.It's a ride best journeyed together (the person in the program should consider inviting their partner/friend/family member along for the ride and the person not getting the doctorate should consider being a co-pilot).Get creative and carve out small chunks of time when you can be totally present with each other.Find your theme song (see below) P-PrioritizeA-Activate support systemsR-Reorganize space/time/systemsT-TalkN-Navigate & noticeE-EnergizeR-Review & Remind The theme song they used for their journeys:I Won't Give Up (by Jason Mraz)When I look into your eyesIt's like watching the night skyOr a beautiful sunriseWell there's so much they holdAnd just like them old starsI see that you've come so farTo be right where you areHow old is your soul?Well, I won't give up on usEven if the skies get roughI'm giving you all my loveI'm still looking upAnd when you're needing your spaceTo do some navigatingI'll be here patiently waitingTo see what you find'Cause even the stars they burnSome even fall to the earthWe've got a lot to learnGod knows we're worth itNo, I won't give upI don't wanna be someone who walks away so easilyI'm here to stay and make the difference that I can makeOur differences they do a lot to teach us how to use the tools and giftsWe got yeah we got a lot at stakeAnd in the end you're still my friend at least we did intendFor us to work we didn't break, we didn't burnWe had to learn, how to bend without the world caving inI had to learn what I got, and what I'm notAnd who I amI won't give up on usEven if the skies get roughI'm giving you all my loveI'm still looking upI'm still looking upWell, I won't give up on us (no I'm not giving up)God knows I'm tough (I am tough) he knows (I am loved)We got a lot to learn (we're alive, we are loved)God knows we're worth it (and we're worth it)I won't give up on usEven if the skies get roughI'm giving you all my loveI'm still looking uphttps://www.youtube.com/watch?v=O1-4u9W-bns Learn more at:http://expandyourhappy.com Get your Happy Doc Student Swag: https://www.bonfire.com/store/happy-doc-student-podcast-swag/Support this free content and keep Heather going with a yummy green tea: https://www.buymeacoffee.com/expandyourhappy  Get the Happy Doc Student Handbook here: https://www.amazon.com/dp/0578333732

73:Passing Concepts & QB Development - Zeke Dixon - Carthage HS (TX) Support The Channel Alex Kirby - http://throwdeeppublishing.com/CBFootball Kenny Simpson - https://FBCoachSimpson.com?aff=5 Plan To Win Book - https://gumroad.com/a/162993267/nGEbob Patreon - https://www.patreon.com/CoachBandstra 0:50 Background 1:45 Arnett Stories 3:30 QB Development 7:00 QB meetings 10:50 QB Gun Quick Game 13:00 EDDs 16:40 Passing Concepts 17:10 Isolated Slant w/Spacing 43:00 QB Eyes 45:25 All Go 1:08:15 Suggestions Zeke Dixon PGC/QB Carthage HS (TX) Email: jdixon@cathageisd.org --- Support this podcast: https://anchor.fm/nicholas-bandstra/support

Edds and Cam take in bike week.

In this HCI Podcast episode, Dr. Jonathan H. Westover (https://www.linkedin.com/in/jonathanhwestover/) talks with Dan Edds about his book, Leveraging the Genetics of Leadership - Cracking the Code of Sustainable Team Performance. See the video here: https://youtu.be/V-QbMIgMQig. For 25 years, Dan Edds has been a practicing management consultant. He is the author of 2 books, his most recent is titled, Leveraging the Genetics of Leadership, Cracking the code of sustainable team performance. This book demonstrates how elite organizations are revolutionizing the practice of leadership, transforming the world of work, and setting new standards for employee engagement and customer value. In his consulting practice, Dan helps senior leaders design high-impact cultures of courageous and engaged employees. Check out Dr. Westover's new book, 'Bluer than Indigo' Leadership, here: https://www.innovativehumancapital.com/bluerthanindigo. Check out Dr. Westover's book, The Alchemy of Truly Remarkable Leadership, here: https://www.innovativehumancapital.com/leadershipalchemy. Check out the latest issue of the Human Capital Leadership magazine, here: https://www.innovativehumancapital.com/hci-magazine. Ranked #6 Performance Management Podcast: https://blog.feedspot.com/performance_management_podcasts/  Ranked #6 Workplace Podcast: https://blog.feedspot.com/workplace_podcasts/  Ranked #7 HR Podcast: https://blog.feedspot.com/hr_podcasts/  Ranked #12 Talent Management Podcast: https://blog.feedspot.com/talent_management_podcasts/  Ranked in the Top 20 Personal Development and Self-Improvement Podcasts: https://blog.feedspot.com/personal_development_podcasts/  Ranked in the Top 30 Leadership Podcasts: https://blog.feedspot.com/leadership_podcasts/

Show Information:Host: Jay FranzeCo-Host: Keith SensingCo-Host: Mindy Jo RigelGuest: Dan EddsAired: June 7, 2021Franze and FriendsFranzeandFriends.comFacebookFacebook GroupInstagramYouTubeJay FranzeJayFranze.comFacebookInstagramLinkedInTwitterYouTubeKeith SensingLinkedInMindy Jo RigelLinkedInWorry About You TodayWorryAboutYouToday.comFacebookInstagramPinterestTikTokTwitterYouTubeThe Shoe String BlingTheShoeStringBling.comSupport the show (https://www.paypal.com/biz/fund?id=ZAC362K9HWK74)

Our guest on the podcast this week is Daniel Edds. For 25 years, Dan has been a practicing management consultant. He is the author of 2 books, his most recent is titled, Leveraging the Genetics of Leadership, Cracking the code of sustainable team performance. This book demonstrates how elite organizations are revolutionizing the practice of leadership, transforming the world of work, and setting new standards for employee engagement and customer value. In his consulting practice, Dan helps senior leaders design high-impact cultures of courageous and engaged employees. In today's episode, Dan shares his own leadership journey and the experiences that catalyzed his thinking and work into a systemic perspective. He talks with a rare passion about our potential for change as humans, and how leadership when implemented as a system, changes everything for the better. Listen in as we discuss why systemic leadership is so important to the future of business, not to mention shaping a better world for us all. Dan shares his wealth of experience from the state penitentiary working with inmates to the leaders of large corporate organizations, he talks about being amazed at the human capacity to transform. Dan shares what he has learned about high-performing organizations, what makes the difference that truly matters to all stakeholders including the daily life of the employees. This was a fascinating conversation for me to feel the resonance emerging between us, how our work has been similar in many ways, yet also different. If you are interested in business as a force for good, if you are a leader or work with them in any capacity or you simply want to help make the world a better place, I think you'll enjoy Dan's insights. Key Takeaways How to create high performance in organizational life How leadership needs to be viewed as a system The potential for change that exists right now, at this moment in time Why leadership is important when it comes to changing the world Dan's final words of wisdom and advice for what we can do to help make change where it is needed. Memorable Quote “ What would happen to profitability if every leader understood that their job was to protect, to value their customers and their people above their own existence? ” - Daniel Edds Episode Resources: http://danieledds.com/ (Dan's website) https://amzn.to/3d88AZS (BOOK: Leveraging The Genetics Of Leadership) SPONSOR: http://coachesbusinessschool.com/ (CoachesBusinessSchool.com) http://sacredchangemakers.com/ (SacredChangemakers.com) https://sacredchangemakers.com/community (Our Community) Thank you to our sponsor: A HUGE thank you to our sponsor Coaches Business School who are helping coaches to success in business, so they can make a meaningful difference in our world. Go to http://coachesbuseinssschool.com/ (coachesbusinessschool.com) to get the tools, strategies, and frameworks you need to enjoy growing your business in a way that is profitable, predictable, and purpose-driven. A big (thank you/shout out) to all our coaches, because without them this wouldn't be possible. If you would like to support our show: Please rate, review and subscribe to the podcast on iTunes and other podcast platforms. We would be SO grateful. Sacred Changemakers is a transformation company that believes in change for good. We partner with changemakers (coaches, consultants, speakers, authors, business owners, leaders, conscious humans) who want to become more purpose-driven, create a lasting impact, and inspire a better future for all. Together, we are making a meaningful difference in our world.  If you are a fellow changemaker who would like the support of an incredible community (and make a bigger impact along your path), you can http://sacredchangemakers.com/ (find out more about us here.)

Summary: In this episode The Propcast talks Jack Sibley from Insurami, and Alex Edds from JLL about the next phase of PropTech and what this means for the real estate industry. We review the last five years and lessons learned, the education gap between VCs and solutions, and what various buzzwords really mean. And we address the hard questions focused around diversity and organisation's strategy!   Key Insights From This Episode   COVID was a milestone for real estate and the opportunities coming out of COVID for PropTech and for specific types of companies were going to be huge – Jack Sibley Sustainability has become so important across the value chain, and now tech innovation is really coming alongside that to drive much quicker results – Alex Edds In the last five years the other theme of this discussion is that parallel between sustainability and technology – Jack Sibley If you put in the hard yards, what we're now seeing with sustainability and the acceptance of it, there are roles everywhere – Alex Edds In the next five years we're hopefully going to see more of that business model innovation, which is what really needs to change, come from within the industry as well as outside – Jack Sibley   About Our Guests Alex Edds https://www.linkedin.com/in/alexedds/?originalSubdomain=uk Alex advises JLL clients in the technological and systematic disruption facing the property industry. Alex is also a board member of the United PropTech Association. Alex's career history includes serving as head of sustainability at JLL UK and at Nuveen being a Director of Upstream Sustainability Services and a Strategic Adviser to a number of UK PropTech companies. Alex takes pride in challenging the status quo and he says there's a huge opportunity to improve the built environment by fundamentally changing the way we design, build and manage physical spaces to better serve the people that use them, and the environment upon which they depend   Jack Sibley https://www.linkedin.com/in/jack-sibley/?originalSubdomain=uk Jack leads business development and partnerships at Insurami, a fast growing startup at the intersection of PropTech and FinTech. Insurami's deposit guarantee platform gives landlords the same protection as the traditional cash deposit, while saving tenants over 95% of the upfront deposit costs. Jack previously lead innovation at Nuveen Real Estate, one of the world's largest real estate investment managers, including venture capital, PropTech strategy and portfolio implementation.   About Our Host Louisa Dickins https://www.linkedin.com/in/louisa-dickins-ab065392/?originalSubdomain=uk Louisa started her career in property working at a well-known estate agency in London. Realising her people skills, she moved over to Lloyd May to pursue a career in recruitment. She now is a Director at LMRE, who are a specialist recruitment firm driven by PropTech and recruitment professionals, and Louisa oversees their 5 core areas. Louisa co-founded LMRE and provides a constructive recruitment platform to the new disruptors in real estate. Louisa is also on the board of Directors at UK PropTech Association (UKPA). About LMRE www.lmre.co.uk LMRE believe there is a better way to recruit. LMRE focus on a more comprehensive, client led focus delivering exceptional talent to the place at the time. They are passionate about the industry and passionate about people's careers. LMRE spend time with each client to become and an extension of the business, and their transparency and core values help them grow with the sector. LMRE simplify recruitment and innovate with our clients and evolve the people driven, PropTech community.   Resources Mentioned LMRE website www.lmre.co.uk  UKPA website www.ukpa.com  JLL website www.jll.co.uk  Insurami website www.insurami.com  Nuveen Real Estate wwww.nuveen.com    For full episode transcript head to www.lmre.tech/blog 

Dan Edds is the Managing Director of PRAXIS Solutions, he is a speaker and author of two books, his most recent title: The Genetics of Leadership: Cracking the Code of Sustainable Excellence. Dan is a certified as a LEAN Practitioner, Balance Scorecard Design, Strategic Planning, Group Facilitator, and Project Manager. He is also a senior examiner for the Baldridge Quality Award. After a career in management consulting, Dan began to ask this question, "how do high-performing organizations approach the practice of leadership?" He began to ask this because too many times, he would be called in to fix this group, or improve this system, or upgrade a process. Dan never walked out of an engagement with the team feeling anything but elated for the time spent. However, too many times, he would check back after 3-6 months and nothing had changed. In fact, things had even gotten worse. When he began to look at why it always came down to leadership. Not necessarily individual leaders, but a way of doing leadership institutionally. It was what Dan now recognizes as the leadership system. As he researched high-impact organizations in manufacturing, healthcare, education, the US Military and even groups as diverse as an NFL Superbowl champion, the NY Mafia, and the Salvation Army, what he found were organizations that consistently performed at an elite level but were highly intentional about developing courageous employees. This established what I can only describe as cultures of courage.

So much of the focus on leadership development is on developing the skills of individual leaders. With his background in systems design and systems thinking, Dan Edds kept wondering if the real key to leadership was to take a step back and focus on a system approach to leadership skills. On this episode of The Workplace Communication Podcast, Dan shares research and insights on a system approach to leadership from his book Leveraging the Genetics of Leadership: Cracking the Code of Sustainable Team Performance. Leadership tips you won't want to miss:

In episode 278 I chat with Eeva Edds. Eeva is a licensed professional counselor. In this episode, we talk about her therapy story, what is caregiver burnout, how to prevent caregiver burnout, self-care, understanding your loved one’s experience of OCD, understanding accommodation, how the loved one can help the person with OCD, self-compassion, values, and much more more. Hope it helps.  Show notes: https://theocdstories.com/episode/eeva-edds-278 The podcast is made possible by NOCD. To find out more about NOCD, their therapy plans and if they currently take your insurance head over to https://go.treatmyocd.com/theocdstories Next monthly zoom hangout with Stuart is on Saturday 5th June. Come chat about the show. Pay what you can/want: https://www.eventbrite.com/e/the-ocd-stories-monthly-zoom-catchup-with-stuart-ralph-tickets-153180630389 See you then. 

The customer experience is often dependent upon the broader experience of the workforce. This has several parts, 1) the human interface, 2) the value received, and 3) ongoing innovation that creates additional value and keeps the customer coming back. Check our our SKETCHNOTE of this Episode with Dan For more information reach out to Dan at: DanielEdds.com dan@praxissolutionsnp.com

Jenn is the Head Broad in Charge at Brassy Broadcasting. She recently launched a podcast called the UkaDaily Dispatch – 365 days of affirming daily ditties and inspiration. She finds joy in singing, doing silly things, and putting good things out in the world. She believes joy is always there, but sometimes we lose connection to it and we need to reconnect with it.

33:Invested In The How - Dan Carrel - UMASS Support The Channel Alex Kirby - http://throwdeeppublishing.com/CBFootball Kenny Simpson - https://FBCoachSimpson.com?aff=5 Patreon - https://www.patreon.com/CoachBandstra 0:30 Background 2:40 Being an Analyst 3:50 Learning from Bob Davie 6:02 Developing LBs 9:00 LB Meetings 12:38 Teaching Drills 15:40 EDDs 17:50 Using practice time 20:30 LB Culture 24:45 Defensive Philosophy 28:45 LBs & Coverage 33:53 Preparing for opponents 37:10 How he scouts 39:30 Off-Season 42:42 Wrap-Up Dan Carrel Linebackers UMASS Twitter: @DanCarrel --- Support this podcast: https://anchor.fm/nicholas-bandstra/support

32:Dressing Up Pin & Pull - Pat Taylor - Kutztown Univ. Support The Channel Alex Kirby - http://throwdeeppublishing.com/CBFootball Kenny Simpson - https://FBCoachSimpson.com?aff=5 Patreon - https://www.patreon.com/CoachBandstra 0:40 Background 1:35 Zone or Gap 2:35 Pin & Pull 3:20 Rules 5:20 Personnel 6:30 Def. They see 7:10 DBL TEs 7:32 Pass Pro & Pin & Pull 8:30 Coaching points 10:20 Attacking Pin & Pull 11:55 OL Development 14:00 EDDs 15:10 Practice Looks 16:50 Who he studies 21:30 Explosive plays 24:20 Compliment plays 25:35 Film & Coaching points 51:50 Wrap-up Pat Taylor Offensive Line Kutztown Univ. Twitter: @CoachTaylor_OL Email: ptaylor@kutztown.edu --- Support this podcast: https://anchor.fm/nicholas-bandstra/support

@Passion, People & Purpose #Organization #SeniorLeadership #Culture #Sustainability #employees Hello Everyone, Our today's guest, Daniel Edds, helps organizations design cultures of high impact and elite performance. Culture is the ultimate competitive advantage. It is what defines the experience of the workforce. It is what defines the experience of the customer. And it can either be allowed to evolve or it can be designed. Our facilitated processes will help you design your future so it becomes your ultimate competitive advantage. Dan is the author of two books on organizational transformation, his recent book, "The Genetics of Leadership: Cracking the Code of Sustainable Excellence", demonstrates how elite organizations approach the practice of leadership and custom design their culture for elite performance. He is certified as a Lean Practitioner, Balanced Scorecard design, Strategic Planning, group facilitation, and Project Management. In addition, he is a senior examiner for the Baldrige Quality Award. Mr. Edds is an engaging and innovative speaker on reinventing leadership systems and a progressive thought leader that will challenge old, antiqued, and obsolete beliefs about leadership that is failing to engage the workforce and create organizations of innovation and transformation. Quick Summary: 00:18 Introduction 01:39 Passion & Interest 05:16 Questions from Audience 11:29 Fun Segment 18:55 Tips/Advice/Books 22:44 Leadership 29:02 Closure & Thank you So watch the complete episode - https://youtu.be/fLWbEdbFWvY Listen to complete episode - https://anchor.fm/vaishali-lambe/episodes/SoLeadSaturday-Episode-74-Daniel-Edds-Organization-SeniorLeadership-Culture-Sustainability-e1023od If you would like to connect with him please feel free to do so on @LinkedIn Until we meet, happy leading and let's lead together. Stay safe. Bye for now. Find me on - YoutTube - https://bit.ly/3dA0Qko Twitter - https://twitter.com/vaishalilambe LinkedIn - https://www.linkedin.com/in/vaishali-lambe/ Instagram - @PassionPeoplePurpose Website - https://www.vaishalilambe.com/soleadsaturday Facebook - https://www.facebook.com/vaishalilambe17 Apple Podcasts - https://podcasts.apple.com/us/podcast/soleadsaturday/id1496626534?uo=4 Google Podcasts - https://www.google.com/podcasts?feed=aHR0cHM6Ly9hbmNob3IuZm0vcy8xMzFiYTA0MC9wb2RjYXN0L3Jzcw== Spotify - https://open.spotify.com/show/0bFOIm9EGFalhPG8YPBhVp --- Support this podcast: https://anchor.fm/vaishali-lambe/support

In today's episode, Massimo is joined by Dan Edds, MBA, management consultant and the author of Leveraging the Genetics of Leadership: Cracking the Code of Sustainable Team Performance. Dan helps senior leaders design high-impact cultures of courageous and engaged employees, with his mission being to help organizations bridge the gap between strategy and execution. Highlights from today's podcast include: How to empower your staff, and how the organization is best served if there is a common idea of leadership. Designing a system of leadership that transforms the workplace, and a unique culture that produces high employee engagement. We break down overcoming conflicts and how to develop a healthy regimen when it comes to problem solving and how to keep respect at the forefront. "The best problem solver is the person who owns the problem"

In this episode, we discuss what engagement is all about and what healthcare folks should be expecting from their leaders. The guest is Dan Edds MBA, who for 25 years has been a practicing management consultant, working with state & local government, healthcare, K-12 education, higher education, and nonprofits. Dan Edds, MBA is the author of 2 books, the first, Transformation Management, and his most recent, Leveraging the Genetics of Leadership, Cracking the code of sustainable team performance. His latest book demonstrates how organizations are revolutionizing the practice of leadership, recreating the world of work, and setting new standards for employee engagement and customer value. Dan Edds, MBA links: https://danieledds.com/ https://www.linkedin.com/in/danieledds/ Music Credit: Jason Shaw from www.Audionautix.com THE IMPERFECT SHOW NOTES To help make this podcast more accessible to those who are hearing impaired or those who like to read rather than listen to podcasts, we'd love to offer polished show notes. However, Swift Healthcare is in its first year.  What we can offer currently are these imperfect show notes. The transcription is far from perfect. But hopefully it's close enough - even with the errors - to give those who aren't able or inclined to audio interviews a way to participate.  Please enjoy! Why Engaging Leadership is Better Leadership w/ Dan Edds, MBA [00:00:00] Patrick Swift, PhD, MBA, FACHE: [00:00:00] Welcome folks to the Swift healthcare video podcast. I'm Patrick Swift. And I want to thank you for tuning in dialing in for watching being here. And I have a wonderful guest for us, Dan EDS, Dan, welcome to the [00:00:12] Dan Edds, MBA: [00:00:12] show. Thank you. Great to be with you. [00:00:15]Patrick Swift, PhD, MBA, FACHE: [00:00:15] Well, let me share with everyone your bio. [00:00:18] This is a good one. Listen to this for 25 years. Dan EDS has been practicing, as a management consultant, working with state and local government healthcare, K through 12 education and nonprofits. He's the author of two books. The first was transformation management and his most recent leveraging the genetics of leadership cracking the code of sustainable team performance. [00:00:39] Is out and available. And his latest book describes how organizations are revolutionizing the practice of leadership. Recreating the world of work. You hear that he's recreating, not just keeping with the status quo and setting new standards for employee engagement and customer value. Dan, welcome to the show. [00:00:56]Dan Edds, MBA: [00:00:56] Thank you, Patrick. [00:00:57]Patrick Swift, PhD, MBA, FACHE: [00:00:57] And I'd like to add also Dan, uh, [00:01:00] uh, doesn't have, I mean, it'd be saying this, but he's also a part of the advisory board and his local salvation army. So thank you, Dan, for your service to humanity. And, uh, I will ring a bell, uh, in celebration of the salvation army for a timeless recording. [00:01:14] Someone may listen to this in December or maybe July, but, uh, thank, thank you. Support the salvation army, right? Abs absolutely. It's a, it's a, one of the world's fabulous organizations. It truly is. So in our episode today, uh, talking about engagement, talking about driving engagement, talking about, uh, leadership, discussing the intersection of healthcare and leadership, whether a listener is a leader. [00:01:37] Whether a listener is a aspiring leader, whether someone's just seen a leader, uh, or someone is considering moving into a leadership position or wanting to be part of the conversation. The intention with this show is to. Pop the hood and give a chance to look under the hood about what's going on in healthcare from how we think about healthcare as leaders and as human beings, caring for [00:02:00] human beings. [00:02:00]And Dan has a wealth of experience helping, uh, executives, helping organizations and helping leaders do better, not just a. Improve the metrics, but also to make a bigger impact on this planet. So, Dan, again, welcome to the show and I appreciate all your expertise. You're bringing to the table here. [00:02:17] Dan Edds, MBA: [00:02:17] Thank you, Patrick. I'm honored. [00:02:19] Patrick Swift, PhD, MBA, FACHE: [00:02:19] Yeah. So let's talk about engagement and I'd like to ask you in your own words to define engagement can mean a lot of different things in different people. And you've got a great perspective here on what is it engagement about? [00:02:32]Dan Edds, MBA: [00:02:32] Well, that's a great question. And, uh, there's a couple of definitions. , but basically engagement means we are intellectually, psychologically and emotionally engaged with our work. , practically the way that works out is we like going to our work every day. We don't see it as drudgery. We see it as a place where we can contribute where we can give our best when we can feel that we are, , our, our voices valued and [00:03:00] respected where we, you know, I say where we can contribute. [00:03:03] One of the interesting things I've noticed in my consulting journey is. I have never yet found a worker or a team that didn't want to contribute. in spite of what their boss has said sometimes, um, I consistently find that people want to feel good about what their work they want to feel proud of, who they work for. Right. And consistently time after time, after time, I find they are willing to sacrifice personal time so that they could work for an organization or a team that's a high performing. [00:03:39] Patrick Swift, PhD, MBA, FACHE: [00:03:39] I love that. You said that Dan, because we, and we'll get into this, but you and I both know there's a certain percentage of the workforce that's actively disengaged, right? [00:03:47] Sure. Sure. But what you're saying is hopeful. And there was a part in back of my mind. I'm like Dan, really? And, , what you're touching on is the hope that, , I think I've said before in another show, people don't choose evil for evil sake. They mistake [00:04:00] it for happiness. And what you're touching on is that. [00:04:03] People want to make a difference. Even the one who's actively disengaged. If you ask that person, are you a jerk? That person won't say, no, I'm not a jerk. I just don't like the way things are done around here. Or I do want to make a difference. It's just, you guys suck as leaders and your message here. Dan is how can we, as leaders do a better job to engage everyone and not just the top. 87%, uh, who are making that difference. But even including the folks who are actively disengaged and quite frankly, have some good to tell us that we can improve in our leadership. [00:04:34] Dan Edds, MBA: [00:04:34] Yep. You know, Gallup tells us that within, within the U S right now, uh, two thirds, 65% of the American workforce is either not engaged means they go to, they go to their job, they do their work. Uh, they do what they're told. They don't make any waves and they go home and forget about it. They basically don't care. Um, another 13% are, you know, drilling holes in the back of the [00:05:00] lifeboat. worldwide, that number is 85%. So that is the percentage that's not engaged right now. According to Gallup is in the, in this, here in the States, it's 52%, half of us go to work and we are, we don't care. [00:05:15]Yeah. If, if organizations that intentionally seek to engage that middle 50%, when they do, they see an automatic bump in productivity and automatic bump in innovation in. Customer satisfaction and Oh, by the way, a huge bump in employee engagement. And they end up with employees that want to be there. [00:05:39]Patrick Swift, PhD, MBA, FACHE: [00:05:39] That sounds like joy to me. So Dan, tell me, what is your, why behind all this? What, what, what, what about you? Yeah, [00:05:47] Dan Edds, MBA: [00:05:47] so my, why. , has developed over time. There was never a one point that said, Oh, this is my why, but, uh, I'll give you one example. , it was maybe seven, eight years ago. , I was doing a project for a fairly [00:06:00] sizable state agency. , this agency happened to, , license 450,000 healthcare providers. And, , And they were a certifiable mess. And I can personally attest to having experienced that for licensure with the state agency. And I'm sure other healthcare providers listening to this show have done the state agencies, trying to get their license renewed and all that. Yeah, it was all that. And this group was a mess and, , it was my last, , meeting with the deputy director and, , You know, it was going to take them probably 18 months to implement what, what we had done. [00:06:31]Uh, but there was some light at the end of the tunnel. And, , I was about ready to walk out the door. I had my coat on, I had my computer bag in my hand. My hand was on the door and almost in a confessional tone. She said, you know, I don't even tell my friends where I work anymore. Oh. And I turned around. I said, why? [00:06:50]And she said, it's just too embarrassing. And I'd love to say I've never heard that ever before or since, but your reality is I've heard it [00:07:00] dozens of times in various ways in various venues. Um, P. And I come back to the same thing. People want to be excited. They want to be proud of where they work. And when I looked at this particular deputy director in the organization that she was working for, there is no bad people there, but she was working in a system that rewarded the executive leaders for their position and, placement to the governor. [00:07:27]And they were not working in a system that required them or rewarded them to take care of their people, to take care of their customers, if you will, and to create an atmosphere within the organization or a culture within the organization that people wanted to come to. Um, and when I walked out of her office, the something just struck me out of that. You know, this was a crime, this is, this is real crime, a crime that a bright, smart well-educated caring, [00:08:00] compassionate, hardworking woman would feel embarrassed to tell her friends where she works. [00:08:06] Patrick Swift, PhD, MBA, FACHE: [00:08:06] Wow. That's powerful. And when I think about. The amount of hospitals across this country. And there's those that are in the top 50%, there are those in the bottom quarter and ratings. So there's possibly a listener. Who's part of a health system or hospital or medical practice. That's in the bottom quarter where they're not proud of where they work and that's not a good feeling. And, and we as leaders have an opportunity. To influence that. So God bless you for choosing to do this kind of work. Number one, Dan too. How can leaders sustain employee engagement and drive quality? [00:08:49] Dan Edds, MBA: [00:08:49] Yeah. Great question. I'll reference to studies. So you get to the technical part first. Gallup says that 70% of the engagement of employees  is a direct [00:09:00] relationship to their manager. Kind of the old idea of people don't leave their companies or their organizations. [00:09:04] They leave their manager truth and the MIT Sloan,  management review report that came out right out exactly a year ago. , a report in there said that the number one factor in employee engagement is a spirit of collaboration with the team. Now you could add a lot of things to that. [00:09:24] You could add what Google has found. Something called psychological safety, where people feel psychologically safe to express themselves, to express an opinion to say, Hey, I don't agree with this direction. Or I have an idea over here and to express those opinions without. It's a fear of ridicule. Um, in my research for the book, I found organizations that said, , we value respect. [00:09:49] And, and everything is going to be driven off of a culture of respect. I found in the United States army, , I had, I had interviews with two senior officers. One was a full Colonel [00:10:00] member of the special forces, us army ranger, and another one, a retired four star general, who also served in the Clinton administration in a cabinet position. [00:10:08]I asked both of these guys, , how does the army approach leadership? And they both said we practice servant leadership. And then the next breath they started using a word that totally blew me away. And they started talking to me about love and how to love a soldier. Yes, that's the word? That's the word they used love. [00:10:31]And, and to my discredit, when I was talking to the Colonel,  I somewhat discounted his perspective because he was also chaplain. Okay. And I, and I thought, okay, he's a chaplain that sort of fits. But later I'm talking with, , his name of general Barry McCaffrey, and you'll still see him on the news. He's a, he's a consultant for NBC news  , on issues of national security. [00:10:56]And I said, so how does the army approach leadership? And he says, well, we [00:11:00] practice servant leadership. And the next. Literally the next breath he's telling me about love, love on the battlefield. He's telling me about his experience with general Norman Schwarzkopf in the first Gulf war. And he said I was in is exactly what he said. [00:11:16]I was one of his divisional commanders, which for us non army types, that means that general McCaffrey had a small workforce. The 26,000 soldiers. And he said, and this is exactly what he said. He Schwarzkopf actually loved me. Oh. And I'll be honest. I [00:11:34] Patrick Swift, PhD, MBA, FACHE: [00:11:34] didn't say that about their CEO is. [00:11:37] Dan Edds, MBA: [00:11:37] Yeah, I didn't hear that when I was talking to him, I didn't even hear it till I was reading the transcript. And then I read, I thought, could he really say that? And here you have a guy. He has led men into combat. He knows what that means. And did they end today? It would be men and women. he holds three [00:11:58] Patrick Swift, PhD, MBA, FACHE: [00:11:58] purple hearts [00:12:00] [00:11:59] Dan Edds, MBA: [00:11:59] for wounds received in combat in Vietnam. And here he is talking to me without shame about. Love in the United States army as a senior officer, [00:12:12] Patrick Swift, PhD, MBA, FACHE: [00:12:12] that gives me chills. That gives me chills. Beautiful point, beautiful point. And I've I actually got a quote here in your book and you didn't know this morning. I was going to be highlighting this, but you've got a quote that I want to, I want to read here to here, cause we're talking about servant leadership. Servant leadership is a philosophy that says the best leaders serve the workforce. They look out for the welfare of their subordinates. They willingly share power and help those. They serve grow. It's a nice idea. A lot of people talk and write about, but few know how to implement it. And I think what you're touching on there, the DNA of growing that and implementing it is love. [00:12:51]Dan Edds, MBA: [00:12:51] It is. And, and, and frankly that word in the context of, you know, organizational leadership and management and, uh, it, it [00:13:00] makes me uncomfortable. Um, it, it just, I'm just not used to that [00:13:04] Patrick Swift, PhD, MBA, FACHE: [00:13:04] word. Good on you for still hanging in there. Cause I'm gonna, I'm going to go on and read here one more little part here. Cause this is delicious. And in a conversation I had with a senior executive of an international nonprofit. She joked that she'd had a supervisor who understood servant leadership as serving the coffee at the Monday morning staff meetings, the rest of the week, he just acted like a jerk. I mean, coffee, coffee is the way to my heart, the prospect that, that, um, uh, the way she describes that, that solemn perceived servant leadership is, you know, pouring your coffee in the morning and then. [00:13:37] I just act like a jerk the rest of the week. Um, there are leaders in healthcare. , there are leaders in all disciplines that have that perspective, but there are also leaders who stand on a foundation of love and grace and compassion and respect. And it's those leaders that, , we want to, to emulate, to highlight, to celebrate. [00:13:57] And the fact that you wrote a book on a [00:14:00] transformational roadmap for engaging your workforce. and we're talking about love. , it gives me chills. So, so thank you [00:14:05] Dan Edds, MBA: [00:14:05] for that. Yeah. Well, and the, and the point of the book is, is really, we can talk about engaging the workforce and improving the leadership of individual leaders. 99% of the books that get written on leadership is all about improving your leadership so that you are, you will either, you will do a better job of, uh, hiring a following. Yeah. , unfortunately that can't scale to, let's say a hospital with 5,000 employees. [00:14:36] Patrick Swift, PhD, MBA, FACHE: [00:14:36] Yeah. So throw me some meat here, front of the book, , about three things to listen to right now, driving down the road, um, jocking down the road or at the desk, um, that can, talk away. Yeah, or how to drive engagement, , driving value in the organization by, , celebrating the, the,  we, and then the human in the work that we do. . So [00:14:56] Dan Edds, MBA: [00:14:56] I'll give you one example. it's one of my, , it's one of the case studies in the [00:15:00] book it's with a hospital that has consistently ranked as one of the safest hospitals in the country. Uh, some have, , suggested it might even be one of the safest hospitals in the world and, , Everything in this hospital starts out with a value of respect, respect for the work, respect for the worker and respect for the patient. And I think virtually every decision they make is made through this lens of respect. [00:15:25]So when it comes to the worker, , how do they respect the worker? Well, one way they do it, and this is one of the, , the major findings that I saw. High-impact organizations that consistently are able to engage their employees, see their employees, not as an asset to be managed, which is a nice way of saying controlled. [00:15:48] Patrick Swift, PhD, MBA, FACHE: [00:15:48] Yeah, yeah. Or a widget to [00:15:49] Dan Edds, MBA: [00:15:49] produce or a widget. Right. As a unit action. Yeah. They see their employees. Their workforce has human beings that are worthy of being [00:16:00] developed forever. Increasing value. So, for example, , this healthcare, , organization by rule, they train their leaders to not to be problem solvers. [00:16:11]Now for you and us, myself, and those people in leadership positions. That's, that's a whole different paradigm because we are trained to be problem solvers. This hospital says, no, we don't want our leaders and clinic managers to be problem solvers. In fact, we want them to push problem solving down to the. To the level where the problem is actually occurring because those people understand the problem better. And so if you are my say, my boss and I came to you with a problem, there's automatically two issues to deal with. Number one, I am coming to you by training leaders ought to be coming to me. In fact, you should be visiting with me at my workstation probably every day at a specific point in time. [00:16:58]So, , that's the first problem. [00:17:00] You're not doing your job. If I'm coming to you with a problem, second thing is your job is to help me think through the problem, understand the scope of the problem, understand who the other people that may be effected by that problem, who they are, and maybe how they are being impacted by that problem. But ultimately your job is to tell me, I trust you. You solve the problem and I'll support you. And I [00:17:26] Patrick Swift, PhD, MBA, FACHE: [00:17:26] I'm loving what you're saying, because there's two elements I want to underline here. One is some that some of the folks are very familiar with, which is leader, rounding and connecting with your staff. Yep. But there's also one thing is moving your feet to your, your, your people, right? The other is how you listen and what you're proposing, which is radical. For some, I think it's radical is to not be the person with the answers intentionally not being the person with the answers, but intentionally listening to what people have to say about how we can do things better, how to solve the problem. [00:17:58] Right. And I want to ask [00:18:00] you, there is someone listening who works in environment, where they would love to do that, and that's their style. They're even servant leaders and they work in an organization that says that they value that. But the senior leadership at the very top expects the next layer down to have all the answers. [00:18:17] And then the next layer then has to have all the answers. And then you've got leaders on conference calls, zoom calls that are after report. Why, why are the metrics where they are? And you've got to have all the answers. So there's a conflict here. Help me solve this in which you've got a middle, someone who's part. [00:18:32] Part of the solution, whether you're a leader or an informal leader where you make a difference, all of us, but to work in a place where the culture doesn't respect, that the folks that are closest to the problems have the answers. And it's the senior leaders expect , , the leaders to have all the answers to begin with. So how would you navigate that? [00:18:53]Dan Edds, MBA: [00:18:53] Well, that is a huge problem. And it's not going to be a problem. It's going to get fixed overnight because [00:18:57] Patrick Swift, PhD, MBA, FACHE: [00:18:57] you give an answer in 20 seconds or less. [00:19:00] This is a complicated question, but what advice do [00:19:02] you [00:19:02] Dan Edds, MBA: [00:19:02] have? Well, so, let me put it this way. So let's say that this person that you're talking about is a millennial, probably a hype, probably a high probability. They are high performance, a high-performing millennial that really espouses to some kind of leadership they want, they want to expand their, , , , responsibilities. Um, this is what I would, I would tell them, frankly, [00:19:25]Patrick Swift, PhD, MBA, FACHE: [00:19:25] get out, get out, get out. Hmm. Um, I like that. That's brash, man. That's I that's interesting. [00:19:32] Go [00:19:33] Dan Edds, MBA: [00:19:33] on. Well, so, you know, millennials, I think millennials get a bad rap in a lot of different ways. Hmm. I happen to love him, maybe it's because I raised one. So maybe I'm biased. Uh, millennials are not comfortable sitting around waiting for their turn to be a leader. They don't see a reason to do that. [00:19:55] They, they are smart enough to know that they are as well-educated, if [00:20:00] not better educated than their boss. At least technically. Yeah. , and they've been told since the moment of birth, if not before that you are special that, , you can, you can accomplish anything you want to in life. And then we put them in these organizations where they are told to wait their turn and we wonder why they're not loyal. [00:20:22]And so, , I actually had this question the other day, , you know, what would I tell a millennial? Let's say my son who was working in that kind of an organization and I'd say get out because you're never going to change the culture. And if you can find an organization that will intentionally develop you. [00:20:40]And by the way, millennials are the first generation in the history of mankind that will take a cut in pay to work in a culture that's positive, , where their voice can be heard. And so I would tell that person go [00:20:54] Patrick Swift, PhD, MBA, FACHE: [00:20:54] find another job. Yeah, whether they're a millennial or not, it's whether the voice of follow your Dharma, , but follow a [00:21:00] follow that, that vocation and be making that difference. [00:21:03] Dan Edds, MBA: [00:21:03] Yeah. Yeah. No, I mean, that, that sounds, that sounds pretty rash, but you, you, you know, someone who's that low in the, and I hate the idea of the hierarchy, someone who's in that position, you know, they're, they're never going to change the culture, which is part of my, why. Is, I want to change the culture, the system of leadership, because systems of leadership, like every other system can be designed to capture that voice, but it does require a system that in effect builds a [00:21:33] Patrick Swift, PhD, MBA, FACHE: [00:21:33] culture. [00:21:34] Mm Hmm. So that being said, I'm going to, I'm going to plug your book. Thank you. Dan's book leveraging the genetics of leadership, cracking the code of sustainable team performance. , an excellent read. I've enjoyed that. And we've touched on communication. We've touched on respect. We've touched on being present to people. [00:21:49]These are the, the, the, this is the DNA of improvement. This is the DNA of, of healthcare. This is the DNA of how things are going to turn around in this, this [00:22:00] battle cry for improving healthcare around the planet. And. It all connects to love. So, Dan, I want to honor you for bringing love into this conversation. [00:22:11] I want to ring that bell. Yeah. Again for the Natalie for the salvation army for love. So one of my favorite questions I love to ask folks on the show is if you, for just a brief moment had the attention of all the healthcare folks on the planet, the doctors, nurses, the, the, even the lawyers that work in the hospital, everyone in healthcare from the staff, the pharmacists. For a brief moment on the whole planet, you have their attention. What would you say to them? [00:22:35]Dan Edds, MBA: [00:22:35] I would say if you want to turn around your organization, healthcare in general, but more specifically your hospital, your clinic, your organization, if you want to massively transform that organization, there's one thing you need to do, and that has transformed the experience of your workforce. And I'm not saying that that's easy, but it is as simple as [00:23:00] that. If you transform the experience of your workforce, you will transform your organization and do it on a massive scale. I'll give you one example. It doesn't happen. Doesn't happen to be in healthcare book. Give you one [00:23:14] Patrick Swift, PhD, MBA, FACHE: [00:23:14] example. I want to hear your example, and I want to point out this applies to everyone, whether you actually. Are at the HR level of transforming the experience or just being part of transforming the experience? Yes. Well, you're touching on Dan is that we can all be part of that. And frankly, the leaders also need the support of the frontline for also transform the experience. So I'm curious, what's your exhibit. [00:23:35]Dan Edds, MBA: [00:23:35] Okay. So the example actually is, , , an elementary school. And I'm know that somebody, somebody goes driving down the road, making yell elementary school. What does that have to do with me? I'm a, I'm a CEO of a  major hospital . [00:23:45] Patrick Swift, PhD, MBA, FACHE: [00:23:45] No, I want to hear this. This [00:23:46] is great. Okay. All right. I'm a former hospital CEO. I want to hear [00:23:49] this. [00:23:50] Dan Edds, MBA: [00:23:50] Okay. And I, and I would, , I would argue that. , anybody in an executive position in a large organization not practice, or you ought to try being a principal of an elementary school [00:24:00] for a day? I think they would go running back to their executive suite. but this, this elementary school school of 450 students, , When Aaron became the principal of the, ratio, the, , free and reduced lunch rate was right around 65%. [00:24:15]That means that 65% of the student population lived in an economic, social, economic environment where they, they qualify to free, free and, or reduced lunch. And, , When Aaron took this school over, it was the lowest performing school in a district of 18 elementary schools. So it's the lowest performing school. The prior principal had been run out of town by the union. There is open hostility and in-fighting with the staff. She actually had the opportunity to go to very prestigious school, , full of people with lots of money and lots of, , high academic expectations for their children. [00:24:54]So, but true to form, she takes the more challenging opportunity. Five years later, it's the highest [00:25:00] performing elementary school in a district of 18 elementary schools. Wow. And when that wasn't good enough, they kicked it up another notch and became one of the few schools in the nation to actually close the achievement gap, which, and public K-12 education is a. [00:25:17] Massive. Yeah. Massive accomplishment landing on the moon. That's like, that's like throwing a dart and hitting the moon. And, , when I was asking her, her approach to leadership exactly what she said, leadership, I don't know anything about leadership. She then went on to describe for me the most eloquent system of leadership I found outside the United States government, uh, nice States army. [00:25:39]And, , when I asked her how she approaches the subject of leadership that she says she doesn't know anything about, she says, well, this won't be very popular, but love and grace. And again, I was like, where did those words come from? And then she started talking. Yeah. And then she started talking to me about [00:25:56]Collaboration. And, and designing a [00:26:00] culture for her organization where people could collaborate. And what it really was, was the experience of her team, 75 educational professionals, including the janitors and custodians. [00:26:12]They all wanted to feel part of a team. They all wanted to collaborate. They all wanted to feel as they, as they sit, as they, as they said in their, in their team charter. Optimistically hopeful. So at the end of the day, they wanted to feel optimistically, hopeful that they were doing a job that was going to impact students. [00:26:33]And, uh, it was all about the experience of her workforce. Having that feeling of. I am valued here. I belong here. My input is, is, is important and I am free and open to collaborate with other, teachers and innovate. In fact, when we got done with the conversation, , she had talked about. [00:26:57] Love and collaboration. Hint, hadn't [00:27:00] worked said the word grace again, since the first question. I, so I said, well, so you've talked about love and collaboration, but you haven't talked about grace. Where does that come from? And , , she pulls back the sleeve of her blouse. She said, and she points to the word, grace that she had tattooed to her wrist. [00:27:17]She said, this is how we do innovation. She said, sometimes we get a brilliant idea of how to teach, you know, fourth grade math. And we think it's going to be the next greatest thing on the planet. And she said, sometimes it doesn't work. And she said, we have to learn to forgive ourselves. And as she says that she's pointing out to me, multiple Kleenex boxes around her office. [00:27:42]And she said, yes, When we innovate, we have to take a risk. And my job as the principal is to support that. And sometimes that means I hand a teacher, a clean X-Box because they're heartbroken that they just spent two weeks teaching math and it didn't.  work . [00:27:59]Patrick Swift, PhD, MBA, FACHE: [00:27:59] Powerful. [00:28:00] Powerful optimistically hopeful. Yeah. [00:28:03] The optimism that there is a solution and the hope that it will be implemented. It's part of the restore assessment. Actually, I, I use your consulting, our work that I do with, with healthcare folks. , I'm so glad that you touched , on that. , Optimistically hopeful, Grace Love compassion. I think that, , there has been so much sorrow in healthcare, , when we lose a patient that we sure, , that, that it is heartbreaking every time. [00:28:27]and, , there, also needs to be. Self-forgiveness , when you do your best and, and you're not able to perform, , , and, and the moral dilemma that healthcare people are going through right now with COVID, you just, this, this is just so delicious episode. I, I hope you've enjoyed this, Dan. I certainly have enjoyed getting to talk with you and I hope our listeners have been able , to have a feast, , in this conversation , and hopefully, , uh, nurturance and support for the heart as well. [00:28:52] So if folks are interested in following up with you learning more about you or getting a copy of your book, , where can folks go? [00:28:58] Dan Edds, MBA: [00:28:58] Well, best place is my [00:29:00] website, Daniel eds.com. I've got a resource page where. I've got to actually have a whole special re to special reports that are free. , one is titled four strategies to engage the workforce where I go into that in more detail, as well as 16 specific action items they could take to engage the workforce and then a newer one called creating a courageous culture where instead of focusing on developing courageous leaders, we flip that around and say, why don't we think about developing a courageous workforce? [00:29:30]Patrick Swift, PhD, MBA, FACHE: [00:29:30] I love it. One of my daily contemplations is, is to embrace courage, compassion, joy, and hope. And, uh, when you, , talk about, , creating a courageous culture, it's not only fun alliteration to say, it, it speaks to hope. And optimism. So, Dan, thank you for that. Thank you for that. I'll be including your website in the show notes. Dan, thank you so much for being part of the show and let's just, thank you. [00:29:51] Dan Edds, MBA: [00:29:51] Great honor. Thank you.  

Culture is the ultimate competitive advantage. It is what defines the experience of the workforce and ultimately the customer. This experience can either be allowed to evolve or it can be designed. High impact organizations are realizing that they can design their cultures and in doing so, drive long-term competitive advantage. Dan is the author of two books on organizational transformation, his recent book, "The Genetics of Leadership: Cracking the Code of Sustainable Excellence", demonstrates how elite organizations approach the practice of leadership and custom design their culture for elite performance. He is certified as a Lean Practitioner, Balanced Scorecard design, Strategic Planning, group facilitation, and Project Management. In addition, he is a senior examiner for the Baldrige Quality Award. Mr. Edds is an engaging and innovative speaker on reinventing leadership and a progressive thought leader that will challenge old, antiqued, and obsolete beliefs about leadership. The future of leadership is custom engineering organizational DNA so that all leaders know how to capture the full value of their employees. The value that will create organizations of innovation, engagement, and self-confident employees. In this episode you will learn:  What's the common denominator, connecting the safest hospital in the USA, one of the best elementary schools, the highest performing US Army divisions and NYC mafia? What does the placement of an executive suite in the hospital say about their culture? How to embed high performing culture into organizations. Love, grace, respect - how intangible values can be translated into systems? More openness, collaboration with neighboring communities How to scale the system of leadership from 10 employees to 10 000 employees organization? How to transition from being a project manager into business owner, making a difference in his client organizations?

The Problem I See   In 25 years as a management consultant, I have worked with hundreds of organizations.  My work has involved performance improvement, revenue enhancements, and organizational assessments.  In all my interactions with front-line staff, managers, and senior executives, I have never met anyone excited because they worked for an average or mediocre organization.  On the contrary, I have met thousands of workers who would willingly sacrifice personal time to build organizations of excellence, yet their voice is ignored.  I consistently witness the wisdom of W. Edwards Deming when he said,  “The greatest waste … is a failure to use the abilities of people… the contributions that they are eager to make.”my social mediashttps://twitter.com/JRBolton_https://www.instagram.com/jrbolton_https://www.tiktok.com/@j.r.bolton_Support the Discussion Dojohttps://www.patreon.com/The_Josh_Bolton_Show*~# rate and review on podchaser #~*https://www.podchaser.com/podcasts/josh-bolton-show-1573605?utm_source=podcaster&utm_medium=feedcta&utm_campaign=jrbolton_Support the show (https://www.patreon.com/The_Josh_Bolton_Show)

Your Unity #314 with Contagious & Jem Lang Recorded Live in Adelaide, Australia 12/03/2021 1. Sultan + Shepard - Warsaw (Original Mix) 2. AVIRA - Late Delivery (Extended Mix) 3. Monolink - The Prey (Original Mix) 4. EDDS, Madskou - My Mind (Original Mix) 5. Reezer, Kyra Mastro - So Faded (Original Mix) 6. Mat Fax - Torn (Extended Mix) 7. Ben Bohmer & Tinlicker feat. Felix Raphael - Run Away (Extended Mix) 8. Dusky - Skin Deep (Original Mix) 9. Glaue - The Way We Do (Extended Mix) 10. Shouse - Love Tonight (DEE_VISION & Victor Martelli Remix) 11. ARTBAT x Sailor & I - Best Of Me (CamelPhat Remix) 12. Fred Again.. - Maria (We've Lost Dancing) Prestigious Pick: 13. Lane 8 - Rise (Original Mix) 14. Myon - The Darkest Light (gardenstate Extended Mix) 15. Tinlicker - Children (Extended Mix) 16. BLR & Mick Mazoo - The Abyss (Extended Mix) 17. Above & Beyond, Zoe Johnstone - No One On Earth (gardenstate Extended Mix) 18. Purple Haze & Fader X - The Kings Court (Original Mix) Premium Pick: 18. Fatum - Symphotek (Extended Mix) 19. Ilan Bluestone, Ellen Smith - Stranger To Your Love (Extended Mix) 20. Thomas Heredia - Before The Ashes (Extended Mix) 21. Above & Beyond - Black Room Boy (Above & Beyond Club Mix) 22. Ilan Bluestone - Big Ben (Original Mix) 23. Super 8 & Tab vs. Mat Zo - Bipolar Empire (Christ Schweizer Mashup) Spector Selector 24. Colyn feat. Maurits Colijn - Bridges In The Sky

Episode 225 is full of gold nuggets for the leader or organization wishing to improve employee engagement and leadership talent.  Mike and Dan discuss how to Crack the code of Sustainable team performance while Dan digs from the interviews he conducted while writing this great book.  For 25 years Dan Edds has been a practicing management consultant, working with state & local government, healthcare, K-12 education, higher education, and nonprofits. He is the author of 2 books, the first, Transformation Management, and his most recent, Leveraging the Genetics of Leadership, Cracking the code of sustainable team performance. His latest book demonstrates how elite organizations are revolutionizing the practice of leadership, recreating the world of work, and setting new standards for employee engagement and customer value.     Social Media Links: https://www.linkedin.com/in/danieledds/ www.DanielEdds.com Leveraging the Genetics of Leadership: Cracking the Code of Sustainable Team Performance      

Episode 225 is full of gold nuggets for the leader or organization wishing to improve employee engagement and leadership talent. Mike and Dan discuss how to Crack the code of Sustainable team performance while Dan digs from the interviews he conducted while writing this great book. For 25 years Dan Edds has been a practicing management consultant, working with state & local government, healthcare, K-12 education, higher education, and nonprofits. He is the author of 2 books, the first, Transformation Management, and his most recent, Leveraging the Genetics of Leadership, Cracking the code of sustainable team performance. His latest book demonstrates how elite organizations are revolutionizing the practice of leadership, recreating the world of work, and setting new standards for employee engagement and customer value. Social Media Links: https://www.linkedin.com/in/danieledds/ www.DanielEdds.com Leveraging the Genetics of Leadership: Cracking the Code of Sustainable Team Performance

How are some organizations outperforming others and doing so in a sustained way? Is it about an iconic leader or a culture? If it is about leadership, are those skills you are born with, or can they be developed? Those were just some of the questions that Daniel Edds set out to answer as he began the research for his latest book, Leveraging the Genetics of Leadership, Cracking the code of sustainable team performance. During that journey, Daniel uncovered some common themes across high-performing companies. We discuss four of them in detail during this episode. Learn more about your ad choices. Visit megaphone.fm/adchoices

#Leadership Systems With Dan EddsConnect with Dan:https://www.linkedin.com/in/danieledds https://danieledds.com/ Buy Leveraging the Genetics of Leadership:https://www.amazon.com/Leveraging-Genetics-Leadership-Sustainable-Performance/dp/1890427403 Connect with EMS:Need some help? http://ethicalmarketingservice.com Books: http://ethicalmarketingservice.com/book Want to be a guest?  https://ethicalmarketingservice.com/guest/ Twitter: https://twitter.com/EMS_Worthing Facebook: https://www.facebook.com/ethicalmarketingservice Linkedin: https://www.linkedin.com/in/thomas-green-18655b97/ Instagram: https://www.instagram.com/ethicalmarketingservice/ Pinterest: https://www.pinterest.co.uk/emservice/ TikTok: https://www.tiktok.com/@ethicalmarketingservice Pricing: https://ethicalmarketingservice.co.uk Subscribe: http://www.youtube.com/c/EthicalMarketingService Apple Podcasts: https://www.ethicalmarketingservice.co.uk/apple Spotify: https://www.ethicalmarketingservice.co.uk/spotify Stitcher: https://www.ethicalmarketingservice.co.uk/stitcher How Do organizations That Consistently Perform at Elite Levels Approach the Practice of Leadership? They do it by custom-engineering an organizational DNA or genetic code that is systemic. Leveraging the Genetics of Leadership reveals this revolutionary new approach to leadership. Daniel Edds documents, through meticulous research, case studies, compelling examples, and personal interviews with leaders of organizations innovating the very foundations of leadership. His research comes from multiple healthcare and manufacturing organizations, the US Military, and an elementary school that went from failing to one of the few to close the achievement gap.

What would it be like to work in an environment where you were truly valued and heard? Our guest today has seen it first-hand and knows what the best companies, and the best leadership styles, have focused on to achieve it. Dan Edds has been a practicing management consultant for over 25 years, working primarily with state & local government, healthcare, K-12 education, higher education, and nonprofits. He is the author of 2 books, the first, Transformation Management, and his most recent, Leveraging the Genetics of Leadership, Cracking the Code of Sustainable Team Performance https://amzn.to/2KzZ9XF, and his latest book looks at how elite organizations approach the practice of leadership.  In this episode he shares some of the best examples of companies that place Value on Value, meaning they see people and knowledge as a resource that can developed for even greater value. The result of this mentality? Organizations that drive unparalleled customer value, daily innovation, and unmatched levels of employee engagement.   Listen in! https://www.linkedin.com/in/danieledds/ …………………………………………………………………………………………………………………… Thank You to our February Sponsor! Tired of the time and expense to get a manicure or pedicure? Try Color Street today! Base, color, and top coats of high-quality liquid nail polish in each strip results in a brilliant, salon-quality manicure in just minutes. No dry time, smudges, or streaks, and your mani/pedi lasts up to 10 days. Color Street is 100% real nail polish, not stickers. Learn More: https://www.colorstreet.com/bhroberts/party/2095611    

No leadership is ever the same. They vary according to the organization, the people, the goals, and more. In this episode, Melanie Parish takes us into the world of a different kind of leadership. She sits down with Daniel Edds, a Practicing Management Consultant, to talk about his books, Transformation Management and Leveraging the Genetics of Leadership, where he looks at how elite organizations approach the practice of leadership. He lays down how they differ from what the average organization is doing and how you, too, can apply some of their strategies and practices to help you improve your leadership skills. Follow along with Daniel in this conversation as he shows how he is trying to radically transform leadership and more.Love the show? Subscribe, rate, review, and share!Here's How »Join The Experimental Leader community today:melanieparish.comYouTube

In this episode of the Iron Sharpens Iron Movement, Jim Hotaling interviews Dan Edds. Dan Edds is a researcher and thought leader in reinventing and innovating leadership for the 21st Century. George Clifton, CEO of Gallup states: "The American leadership philosophy simply doesn't work anymore". The solution, based on his research with leading healthcare organizations, the U.S. Army, multiple national Baldridge Quality Award winners, elite manufacturing organizations, an NFL Superbowl Champion, and award-winning educational institutions, is understanding that leadership can be a designed organizational system which can radically engage the entire workforce around core values, engage them in mission, and capture their basic human capacity for creativity and innovation. The author of two books on organizational transformation, his recent book, "The Genetics of Leadership: Cracking the Code of Sustainable Excellence", provides case studies and results of personal interviews with experts such as General Barry McCaffrey, 4-star general and Director of the Office of National Drug Control Policy for President Clinton. This research demonstrates organizations with a long-term track record of successful design systems of leadership with a unique leadership DNA and then trains every leader to its requirements. Based on a foundation of classical systems design, it represents the first major innovation in leadership since Henry Ford started rolling Model Ts off his assembly line. He is certified as a Lean Practitioner, Balanced Scorecard design, Strategic Planning, group facilitation, and Project Management. In addition, he is a senior examiner for the Baldrige Quality Award. Visit http://ironsharpensiron.fm for show notes and more exclusive content.

Eeva Edds is a licensed professional counselor that specializes in OCD, BFRB's, anxiety, and PTSD. She has a Master of Arts degree in Clinical Psychology and is a Lisensed Professional Counselor in the state of Texas.Eeva works with courageous and strong people every day. Her clients often come to me in deep suffering, either because they are experiencing disturbing intrusive thoughts, panic attacks, anxiety, or have lived through traumatic events. She feels very lucky to be able to guide them through their suffering and help them realize their strength. Every time a person chooses value-driven action over avoidance, they learn something new. Being able to witness this process is humbling and I consider myself extremely lucky to be able to do what I do.Eeva can be contacted via email at eeva@hcfvl.com or by phone at 713-331-5538 ext. 3. Instagram: @eevaeddslpc. 

Are you looking to accelerate your team's performance and impact? Are you looking for actionable ideas to enhance your own leadership and the leadership of your team members? Would you like to better understand the genetics of leadership and what it takes to build systems of leadership? Our special guest Dan Edds answers these and other questions about leadership, systems of leadership and building sustainable high impact teams. Dan Edds is Founder of Praxis Solutions, a management consulting and leadership development firm. Dan has 25 plus years as a practicing management consultant in a wide range of industries, including public sector, health care, K- 12 education, higher ed, and non-profits. He's written two books, the most recent of which is Leveraging the Genetics of Leadership: Cracking the Code of Sustainable Team Performance. Most important, Dan is someone who understands, studies and is constantly evolving when it comes to leadership. Listen in as Dan shares his wisdom and experience on leadership, systematic change and high performing teams. Show Notes Episode highlights… Leadership is getting work done with and through other people Leadership is a relational enterprise – get to know your people as human beings Start by designing a series of routines to build your leadership A team of great individual performers are not enough High performing organizations have a very systematic approach to leadership While leadership is a relational enterprise, those relationships can be achieved with a systematic approach Companies often succeed despite themselves and this gets in the way building great cultures and teams that achieve high impact (missing enormous opportunities) Beware losing out on the best parts of people (their humanness, creativity, innovation, etc.) when you ask them to only bring their technical skills It's essential to include the whole human side of every person on your team Beware elevating your top performers bases upon performance and not focusing enough on character Your reward systems will determine your leadership – leaders often won't take care of their people until they're rewarded for taking care of their people Being a people centric organization is not the same as being a person centric organization (great teams flow from people centric organizations) When you're clear with expectations, then people who choose not to meet the expectations are taking themselves off the team Organizationally, the leadership system is always focused on the experience of the workforce (a relationship experience) Learn from the US Army's approach to leadership – servant leadership and love Organizations and leaders must lead from a common set of values and experience priorities Get clear that team experience is your top priority – then decide what you want that experience to be – and then decide what behaviors will feed the intended experience outcome If team members are coming to you to solve problems, you have a leadership and management problem High impact organizations develop the whole person / human being – not just the professional Resources: Dan Edds (425-269-8854) Dan Edds Website Leveraging the Genetics of Leadership: Cracking the Code of Sustainable Team Performance book by Dan Edds

You've likely read other books on leadership Most of them treat great leadership as a set of laws and personal attributes of individuals. The message in this interview is that leadership is about developing loyal followers. Dan Edds is abouthttps://danieledds.com/system-of-leadership/ ( innovating the practice) of leadership. His book, Leveraging the Genetics of Leadership radically innovates this understanding. Great leadership becomes a https://danieledds.com/2019/11/15/how-to-engage-employees/ (system of leadership) that creates a great experience for the workforce. The power in this approach is that only a https://praxissolutionsnp.com/2018/05/09/the-leadership-system-power-of-purpose/ (system of leadership) can scale vision, values, and a consistent employee experience across the enterprise. Only a system of leadership can create a workforce engaged in creating extraordinary value for all stakeholders. The result is unparalleled organizational performance that makes customers line up at your door. In this episode, you will learn how elite organizations: Engage their entire workforce in creating customer value Custom-engineer their leadership DNA or genetic code Create a workforce that become their biggest ambassadors Design rules, routines, and organizational habits that will ignite innovation Traditional books on leadership strive to create courageous leaders who will attract followers. Leveraging the Genetics of Leadership will show you how to create a courageous workforce who will attract customers. The result is unparalleled performance and a workforce that grows into confident and empowered human beings. It all begins when you learn how to leverage the genetics of ahttps://praxissolutionsnp.com/2018/07/16/key-elements-of-the-leadership-system-managing-vs-developing/ ( leadership system) https://danieledds.com/leadership-coaching/ (Daniel Edds) has been a management consultant for twenty-five years. His clients include states, cities, counties, healthcare organizations, and nonprofits. He holds a MBA in International Business from the Alber's School of Business and Economics at Seattle University. Dan is a Kaplan Norton in Scorecard graduate, certified Lean practitioner, an experienced Project Manager Professional, and a senior Baldrige Examiner through the Alliance program. As the author of Leveraging the Genetics of Leadership and Transformation Management, he is recognized internationally for his expertise in applying classical systems thinking to the practice of organizational leadership. He lives in Bellevue, Washington. Learn more at https://danieledds.com/ (https://danieledds.com/) Connect with him at https://www.linkedin.com/in/danieledds/ (https://www.linkedin.com/in/danieledds/)

In this enlightening interview, we dig deep into "the Genetics of Leadership" with Daniel Edds: What happens when you shift your leadership development approach focus from the individual leader, to the system of leadership itself? Daniel shares some powerful examples of the transformation this shift can create for leaders and organisations.For 25 years Dan Edds has been a practicing management consultant, working primarily with state & local government, healthcare, K-12 education, higher education, and nonprofits. He is the author of 2 books, the first, Transformation Management, and his most recent book, Leveraging the Genetics of Leadership, Cracking the code of sustainable team performance. His latest book looks at how organizations which consistently perform at very high-levels approach the practice of leadership. The result is a revolutionary new understanding of organizational leadership. An understanding that is unleashing the basic human capacities for creativity, problem solving, and innovation.You can get your own autographed copy of Dan's book at www.danieledds.com 

In episode 43 of The HR Famous Podcast, long-time HR leaders (and friends) Tim Sackett, Kris Dunn and Jessica Lee come together to discuss Christmas shopping, the term ‘Dr.’ in corporate America, and HR Christmas horror stories. Listen (click this link if you don’t see the player) and be sure to subscribe, rate, and review (Apple Podcasts) and follow (Spotify)! Show Highlights: 2:00 - Have you finished your Christmas shopping yet? The Lee and Sackett family are done with their completely online Christmas shopping and KD had to ask his kids to get gifts for Mrs. Dunn. 4:30 - For those of you lucky enough to get the Sackett family Christmas card/letter, Mrs. Sackett is a big fan of throw pillows (as is Mrs. Dunn).  5:45 - First topic of the day: use of the term ‘doctor’. On December 11, the Wall Street Journal dropped an opinion article being critical of soon-to-be First Lady Dr. Jill Biden’s usage of the term.  7:30 - KD has always been skeptical of the use of “Dr.” in corporate America, away from education. Tim has understood the opinion of the article from a recruiter/corporate standpoint as well. However, he understands it applies differently in other industries/academia where it may be more relevant or acceptable. 10:00 - Tim reached out to seven different people he knows who have a doctorate, including MDs, EDDs, and PhDs. Six out of the seven of these people said that they harp on each other about the merit of their degree behind closed doors, but in a professional setting, they’d be expected to be called Dr.  13:00 - JLee is married to a PharmD and in writing, her husband includes his doctorate title. JLee thinks that in writing, being called ‘Dr.’ is justified and totally acceptable but it may be weird to refer to someone in person as ‘Dr’.  KD clarifies that JLee's husband is including letters behind his name, not the Dr. title in front, which JLee confirms. 16:00 - Tim thinks that if Dr. Biden and Joe Biden had switched roles, Joe wouldn’t have had an article like this written about him. 21:00 - KD asks Tim if the term ‘Dr.’ on a resume would throw him off and he said that it only bothers him if someone in an interview were to ask to be referred in that way.  27:00 -  KD likes it when people combine ‘Dr.’ with a funny first name like his friend ‘Dr. Chuck’. 28:40 - KD asks the crew if they have any dysfunctional workplace Christmas stories. KD tells the favorite from his career about a dysfunctional boss that made him make a "this offer expires at the end of the day" to a VP-level candidate on Christmas Eve, JLee tells a story about how her first HR job required her to be the event planner and she wasn’t 21 yet so she had to plan events with alcohol without being able to drink. 30:00 - Tim had an employee’s wife complain over email to him about the company gift.  RESOURCES AND SHOW NOTES: ---------------Jessica Lee, Kris Dunn and Tim Sackett Jessica Lee on LinkedIn Tim Sackett on Linkedin Kris Dunn on LinkedIn HRU Tech The Tim Sackett Project The HR Capitalist Fistful of Talent Kinetix Boss Leadership Training Series

For 25 years Dan has been a practising management consultant, working primarily with state & local government, healthcare, K-12 education, higher education, and nonprofits. Dan holds a Master of Business Administration from the Albers School of Business and Economics at Seattle University, he is a certified Kaplan/Norton Balanced Scorecard graduate, a Certified Lean Practitioner from Arizona State University, and a Project Manager Professional. In addition, he is a Baldrige examiner and holds certifications in strategic planning and group facilitation. He is the author of 2 books, the first, Transformation Management was published in 2003 by Spiro Press in England, his most recent book, Leveraging the Genetics of Leadership, Cracking the code of sustainable team performance is published by Aviva Publishing out of New York. Leveraging the Genetics of Leadership looks at how organizations that consistently perform at elite levels approach the practice of leadership and from his research argues that organizational leadership is a system and not a person. Recent data by the Gallup Organization documents that 66% of the workforce is either non-engaged or actively sabotaging their workplace. However, in the highest performing organizations, these numbers are nearly reversed. 70% Of the workforce is engaged and fully contributing to the growth and success of their organization. Four years ago, and after 20+ years in management consulting, I began to ask the questions, how do these few by high performing organizations, approach the practice of leadership? What I discovered is that their approach to leadership is radically different. In short, they approach it systemically to create a consistent experience for their workforce. Connect with Daniel: https://www.linkedin.com/in/danieledds/

Today we have a special author interview. I worked with Dan recently on his book project Leveraging the Genetics of Leadership: Cracking the Code of Sustainable Team Performance. And I'm happy to have him here today to share with you what the book is all about. What inspired Dan to write such a book, to tell us about the process of writing it, what inspired him and how he plans to use his book going forward. And hopefully he'll give us some tidbits about Leadership. So the one thing I love about doing these interviews is really getting to know my clients and of course, sharing them with you because I love them all. I am my client's biggest fan. Check out our website, blog, and online book publishing program at www.LetsGetYourBookPublished.com

This is the third and final part to our interview with Cameron from The Velcro Pygmies. You don't want to miss this one!

This is the second part of our three part interview with Cameron Edds, lead singer of legendary 80's cover band The Velcro Pygmies. You don't want to miss what he has to say on this episode!

On this episode of the People Down South we interview Cameron Edds, lead singer of legendary 80's cover band The Velcro Pygmies. He has been rocking the south for 30 years and has successfully made a living at it. His show continues to draw massive crowds of all ages and with no end in sight.

Get to know the Big Ten's wrestling liason, A.J. Edds on the latest edition of Always Aggressive.

Big Ten Assistant Director for Sports Administration A.J. Edds joins coach Tony Ersland and hosts Cory Palm and Tanner Lipsett on the latest episode, offering fans a chance to get to know the conference’s wrestling liaison. Edds talks about his role with the Big Ten Wrestling Championships, which he calls one of the most impressive athletics events he’s ever attended. He goes behind the scenes to discuss a variety of things it takes to put on such a monumental event, and how he navigates the challenges of making it a success for the coaches, wrestlers and fans.

With the 2009 Iowa football team returning to Iowa City this weekend for a reunion we got together with the dynamic linebacker duo of Pat Angerer and A.J. Edds to discuss that special season in Hawkeye football history. We also look back at what went wrong for this year's team at Michigan, we preview the […]

Edds thoughts on the Stefon Diggs rumours --- Send in a voice message: https://anchor.fm/matt-bennett5/message

Are you considering solar for your home? Listen to one of the busiest solar experts in north Texas.

Celebration of 4 years of independent podcasting about TV women - those behind the camera as well as in front of it. Cynthia's thanks her team of Jen Edds, Catherine Yang and Elsie Escobar and recaps highlights and changes made to the show's format and outreach. She also does some deep thinking about social change, social media, feminism and the power of representation as the entertainment industry wrestles with hashtag movements #MeToo and #Times Up. Near the end, Cynthia reveals a big goal. Audio clip was from June 2019 ESPN's "First Take" show hosted by Molly Qerim with Lavar Ball as a guest. Advanced TV Herstory's theme music can be found at Free Music Archive, Music Take Me Higher by Jahzzar

00:00 Intro with Barry Rooke01:29 !eDDS update with Patrick Grimshaw05:22 Industry News with Luke Smith (New Licenses, UK Campaigns, SOCAN surveys, FOBs gone wild)19:03 Radio Survivor US vs Canada28:42 Outro and !eDDS Song of the Week (Keltie - Exhibit Inhibition)

This week solo traveler and hostel expert Jason Edds shares about his trip to Prague, Budapest, & Vienna. Jason gives lots of great tips about finding the right hostel, including hostelworld.com. He also shares about the largest castle complex in Europe, the famous astronomical clock, the House of Terror, and standing in the “poor man’s line” for the symphony in Vienna.Wish You Were Here:Ryan: Jack Daniel’s Distillery, Lynchburg TNCheryl: Coit Tower Viewpoint, San FranciscoJason: 5 Terre Backpackers Hostel, ItalyFollow us on Twitter & Instagram: @tmwypodcastLeave us a voicemail (or text message): (406)763-8699Email: tmwypodcast@gmail.com

We are talking about the self-defense aspects of Brazilian jiu-jitsu in this episode.   Links and Resources   AJ’s Standing with Base video   Dare to be Fearless: The Everyday Woman's Guide to Self-Defense Vol. 1   Women’s Grappling Camp   Register for the EGO   Jen’s Awkward Brazilian Jiu Jitsu Journal   The Fight Hub   Connect with Jen and AJ   Jen on Instagram @brassybroadjen   AJ on Instagram    @ajclingerman

00:00 Welcome and Intro by Barry01.27 Clip from NCRC2018 re: Sports Broadcasting with Luke Smith and Canadian Olympic Committee06:01 Industry News - monthly spending on media, BBC Sounds issue, JHR Handbook for indigenous reporting,  national retirement income plan, The Ward newspaper found guilty of promoting hate, Election fake news grant, Ontario student fee cuts, upcoming events NCRC, awards, and podcast network.19:29 NCRC 2020 in the Yukon23:10 Updated on !eDDS phase 3 and use, plus Song of the Week - Wax & Wane - Hey Mayor   

00:00 Intro and Welcome with Barry00:51 Rob Quicke from World College Radio Day05:26 Industry News20:26 RVF Promo21:27 Outro and eDDS! song of the Week (Foreign Diplomats - Tender Night)

0:00 Intro and welcome2:50 !eDDS with Patrick Grimshaw8:15 Industry News (ELMNT FM, Waze, Listener Numbers, NCRA/ANREC & CKVS Office Relocation, Bill C-86, Winamp, ARCs event)20:50: Radio Regent Tour with Tyrone and discussion on Youth Development25:24: Betty McArdel from Grassroots Radio Conference 2018 in Portland, OR30:40: Outro and !eDDS song of the Week (Jay Aymer – Walls are Pages)

EDDs, how to calculate them using Naegele's Rule, Parihk's Formula, ultrasound dating considerations, and other indicators of gestational age in pregnancy.

No Bogarting the wisdom! Share this podcast series with your friends, and share your thoughts with us on LinkedIn.   Connect with Jen and Alex   Jen Edds on LinkedIn brassybroad.com Alexandra Rufatto-Perry on LinkedIn Pswithalex.com   The Things   - Your technology will fail at some point - Have a plan for when it happens - What do you when you lose the audience? - Body Problems - what do you do? - Alex answers this nagging question: What do I do if my belly growls? - The power of reframing anxiety - That one time when Jen cried on stage  - Not every message is ready to be shared. That is ok.   The Actions   1. Take a pause 2. Reframe your anxiety as excitement 3. Do something unexpected  

Former Iowa linebacker A.J. Edds joined Alex Roux to discuss his life since retiring from the NFL - including his current gig with the Big Ten Conference - his experiences playing for one of the best teams in the Kirk Ferentz era, his NFL Draft experiences and more.

Glorie Presents: EDDS A one-hour mix with the EDDS’s favorite tracks. Tracklist: http://1001.tl/2qrws2lk #Jeunes | Preview: https://soundcloud.com/glorierecords/edds-snowx-jeunes More infos about EDDS: www.facebook.com/eddslive @eddsmusic More infos about Glorie: www.glorie.com.br www.facebook.com/glorierecords www.twitter.com/glorierecords @glorierecords

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For his entire career, Dr. Ostrow has dedicated his work to ending health disparities and finding innovative solutions to the most challenging problems in public health. Trained at the University of Chicago in their Medical Scientist MD/PhD Program (MSTP) he began his research on the neuropharmacology of mood disorders, but soon found himself as the founding PI of the largest and longest running longitudinal observational study of men at-risk for AIDS, the Multicenter AIDS Cohort Study (MACS) in 1983. His research since then has focused on the links between psychoactive drugs and HIV infection, recently showing that the use of three types of drugs-stimulants, EDDs and volatile nitrites-are associated with the majority of new HIV infections among gay/bisexual men. From his clinical practice as an Addiction Psychaitrist and his MACS research findings, he concluded that cannabis use did not have negative effects on either HIV infection or disease progression. This led him to be an early advocate for research on the therapeutic potential of medical cannabis and drug policy changes, including ending the Federal prohibition of Cannabis use and research. Currently he is focusing on translational research to develop Cannabinoid-based HIV therapies and the establishment of a Community-Based Cannabis Research Network to accelerate the development of data based MC therapeutic guidelines for specific symptoms and conditions.

Former Iowa linebacker A.J. Edds joins Brent Balbinot and Tom Kakert of HawkeyeReport.com to talk a little Hawkeyes football, his experience in the NFL, and training in Iowa City this off-season.

30 minute progressive house mix by DJ EDD DIXON i made this back in 2012 and it has some classics on so thought id put it on DOWNLOAD AND SHARE!! ENJOYY :D TrackList : Track 1: kid cudi feat MGMT & Ratatat - Pursuit Of Happines (Steve Aoki Remix) Track 2 : Hard Rock Sofa & Squire - Just Cant Stay Away (Original mix) Track 3 : Chuckie & Promise Land - Breaking Up Track 4 : John Dhalback feat Urban Cone & Lucas Nord - Embrace Me (Dirty South Remix) Track 5 : Michael Calfan - Ressurection (Axwell's Recut Club Version) Track 6 : Mason - Animat (Original Mix) Track 7 : Burns - Lies (Otto Knows Remix) Track 8 : Sean Paul - She Doesn't Mind (Gregori Klosman Remix)